🏭 Industrial Relations Management Briefing
1.
Definition and Scope
Industrial Relations (IR) refers
to the system of relationships between employers, employees, and their
representatives (such as trade unions) and the government.
Industrial Relations Management (IRM) involves developing and
maintaining productive, cooperative, and legally compliant workplace relations
to promote industrial harmony and organizational performance.
2.
Objectives of Industrial Relations Management
- Promote industrial peace: Prevent and resolve
disputes through dialogue and negotiation.
- Ensure fair treatment: Protect employee rights
while maintaining managerial prerogative.
- Enhance productivity: Align employee motivation
with organizational goals.
- Facilitate communication: Create channels for two-way
dialogue and grievance handling.
- Legal compliance: Adhere to labor laws,
collective bargaining agreements, and workplace regulations.
3. Key
Stakeholders
|
Stakeholder |
Role |
|
Employers / Management |
Formulate HR and IR policies, ensure compliance,
maintain discipline. |
|
Employees / Unions |
Represent worker interests, negotiate terms,
ensure fair labor practices. |
|
Government / Labor Authorities |
Regulate employment relations through legislation
and dispute resolution mechanisms. |
|
Labor Courts / Tribunals |
Adjudicate disputes and ensure legal fairness. |
4. Core
Components of IRM
- Collective Bargaining: Negotiation between
employer and employee representatives to determine wages, working hours,
and other employment terms.
- Grievance Handling: Structured system for
resolving employee complaints fairly and promptly.
- Discipline Management: Procedures for maintaining
order and addressing misconduct.
- Employee Communication: Transparent communication
to build trust and engagement.
- Dispute Resolution: Methods such as mediation,
conciliation, arbitration, and adjudication to resolve conflicts.
Compliance Management: Ensuring adherence to labor laws, health and safety regulations, and wage acts.
