Industrial relations

Employment Relations UNIT 2 EVOLUTION OF INDUSTRIAL RELATIONS AND CURRENT DEVELOPMENTS Objectives After going through this unit, you should be able to: l l explain the historical perspective of industrial relations in India; appreciate the impact of globalisation, technological changes, and other forces on industrial relations; identify the issues and challenges confronting industrial relations in India. l Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 Introduction Industrial Relations in India

whether the changes to the industrial relations system that employer associations advocate would enhance productivity. With regard to issues such as penalty rates and job security, there is evidence that these relate to cost cutting and enhanced managerial prerogative rather than productivity. Discuss Introduction During 2011 employer associations in Australia conducted an active lobbying campaign to introduce legislative changes with respect to industrial relations. Predominantly they were seeking

examining the term industrial relations it can be separated into two sub categories industry and relations. Industry according to vocabulary.com is a group of manufactures or businesses that produce a particular kind of goods or services and relations would refer to the

Industrial Relations or Labour Relations is an expression used not only for relationships between employers and Trade Unions, but also for those involving Government with the aim of defining policies, facing labour problems. The concept of industrial relations has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labour. In its wider

A detailed examination of the Jamaican Labour Laws HRNM 6015/ HR67A Industrial Relations and Negotiations (Semester II: 2013) University of the West Indies Department of Social Sciences An exploration into whose interest is served by the law and the reality of a class bias. 04-029353 Submitted as partial completion of the requirement for the Masters of Science Degree Human Resource Development at the UWI (Mona) Introduction Labour

The Australian industrial relations system has historically been highly influenced and regulated through the process of arbitration and conciliation (Reference). In the early 20th century arbitration and conciliation was determined through tribunals and industry based awards which determined wages and employment conditions. Conciliation and arbitration was highly dependent on the influence and power of trade union membership within the workplace. Since the early 1900’s the arbitration and conciliation

GLOBALIZATION AND INDUSTRIAL RELATION: QUITE ENTRY OF LABOUR STANDARD * M.VENKATALAKSHMI **S.KRISHNAKUMARI ABSTRACT To understand the range of Industrial Relation challenge that employers and their organizations are likely to face in Asia and pacific during the next decade, it is necessary to appreciate the current as well as historical factors which have shaped and are sharpening such relations in the region. The early ministerial of WTO invariably

ACKNOWLEDGEMENT This project is submitted in response to the case study of module 08 in Professional Qualification in Human Resources Management. I am extremely grateful to all people, too numerous to mention, who have contributed to this case study. The Management Process ,analyzation of a case in an organization, how to give an solution to the problems based on the theory and techniques which I have included in this case study are the most valuable ideas I have gained

includes organization functions, employee relations, open systems, social equity, and client-oriented (Cronkhite, 2012). Each theme provides a unique perspective on how to run a successful agency. The purpose of this paper will be focusing on the themes of organization functions and employee relations during the industrial era. Before discussing the administrative theories, it is important to understand the historical context behind these theories. The industrial era is the time period from the 1880s

LABOUR AND INDUSTRIAL RELATIONS MISCONDUCT INTRODUCTION Misconduct could be a serious offence titled to be an unacceptable behavior by an employee or professional person. Misconduct can lead either to be a major or minor offence depending on the offence made by the person. In a misconduct case, the basic ruling is that the employer must prove beyond any doubt that the employee is guilty of the offence. Taking this into view it must be understood that the employee does not need to prove his innocence