Wednesday, December 31, 2014

The Need For Employer– Employee Relationship

Employee relations or industrial relations as it is commonly referred to as is a discipline that covers the relationship of employees with the organisation and with each other. Industrial relations is concerned with anticipating, addressing and diffusing workplace issues that may interfere with an organisation’s business objectives, as also with resolving disputes between  an among management and employees. It includes the processes of analysing the employer –employee relationship; ensuring that relations with employees comply with applicable central and local laws and regulations; and resolving workplace disputes. Industrial relations touch all aspects of labour such as union policies, personnel policies and practices including wages, welfare, social security, service conditions, supervision and communications, collective bargaining; attitude of management, trade unions and Government action on labor matters. The practice of counselling, disciplining and terminating employees falls within the domain of this discipline. India is being rapidly transformed from a state-driven economy into a market-driven economy committed to privatization, liberalization, and globalization. At the regional level, the states are forced to enter the rat race of liberalization among them to attract funds for investment and development. Owing to this fact India has seen a rise in misunderstandings and conflict of interest, particularly between the employer and the employee over industrial issues which can’t be easily resolved. It is of vital concern to all in the society, viz., management, workers, shareholders, Government, creditors, consumers, suppliers and the general public as well. With the rise of trade unions as powerful organizations, the conflict between labour and management often gets intensified, and this results in strikes, lockouts and other industrial disturbances.
                                                                                         by Sarthak Daing