Emergence of Industrial Relations in India
Emergence of Industrial Relations in India
By Sushreeta Sahoo, MBA1 HR, SIBM, Pune
Industrial relations is a sum total of Labour relationship, employees relationship, human relationship, and relationship among managerial employees relating to work and off the work.
While it is true that the role of labour relations cannot be undermined while discussing Industrial relations, simultaneously, the role of employees relations and management relations also cannot be ignored. With the growing number of Unions among white –collared employees and equally vehement response from officers’ Associations, the study of Industrial Relations is becoming more and more difficult and complicated. The most important aspect of study of Industrial Relations is, what type of public relations it allows to build up between company and its shareholders, employees, financial institutions, press & media, government agencies, various influence groups, community and general public at large.
IR was developed as a consequence of Industrial Revolution, when workers were treated as commodity that could be easily purchased and replaced. It has passed through various stages of experiments, hopes and despair and ups and downs. The academicians, industrial relations professionals, trade unionists and industrial relations policy framers are reviewing the outcome of the existing policies and for giving a new shape to the to the policies of the first century.
The IR policies have undergone a drastic change over a century. In the 19th century, the Workmen’s Breach of Contract Act, 1859 and Workmen’s Dispute Act, 1860 were designed to assist the employers in enforcing their work contract and maintenance of their security and order in their industries. The laissez faire policy continued till 1928 in spite of the strong recommendations of the Bengal Industrial Unrest Committee, 1921 for establishment of Joint Works Committee, conciliation panel for PSUs and a Conciliation Board. The Bombay
By Sushreeta Sahoo, MBA1 HR, SIBM, Pune
Industrial relations is a sum total of Labour relationship, employees relationship, human relationship, and relationship among managerial employees relating to work and off the work.
While it is true that the role of labour relations cannot be undermined while discussing Industrial relations, simultaneously, the role of employees relations and management relations also cannot be ignored. With the growing number of Unions among white –collared employees and equally vehement response from officers’ Associations, the study of Industrial Relations is becoming more and more difficult and complicated. The most important aspect of study of Industrial Relations is, what type of public relations it allows to build up between company and its shareholders, employees, financial institutions, press & media, government agencies, various influence groups, community and general public at large.
IR was developed as a consequence of Industrial Revolution, when workers were treated as commodity that could be easily purchased and replaced. It has passed through various stages of experiments, hopes and despair and ups and downs. The academicians, industrial relations professionals, trade unionists and industrial relations policy framers are reviewing the outcome of the existing policies and for giving a new shape to the to the policies of the first century.
The IR policies have undergone a drastic change over a century. In the 19th century, the Workmen’s Breach of Contract Act, 1859 and Workmen’s Dispute Act, 1860 were designed to assist the employers in enforcing their work contract and maintenance of their security and order in their industries. The laissez faire policy continued till 1928 in spite of the strong recommendations of the Bengal Industrial Unrest Committee, 1921 for establishment of Joint Works Committee, conciliation panel for PSUs and a Conciliation Board. The Bombay