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Comparative Industrial Relations - Essay Example

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The concept of ‘Industrial Relations’ came into existence in the 1920s in the United Kingdom and North America. Over the period, the theory of industrial relations was united with the concept of personnel management as well as human resource management…
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Comparative Industrial Relations
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"Comparative Industrial Relations"

Download file to see previous pages These three concepts actually signify the administration and handling of people. At times ‘industry’ is related to manufacturing only. However, the principle of Industrial relations is not so limited. The principle entails to enclose the associations amid managers and their employees in aspects of trade and industry activity. The main issue under consideration in the industrial relations is employment. Thus, industrial relations cover all the economic activities where a human resource works under the control of an employer and obtains a salary in exchange of his work. Consequently, industrial relations do not take into account domestic labour as well as self-employed individuals (Edward, n.d., p 1). Industrial relations play a vital role from the employers’ point of view. This is mainly because, in the present times, capital as well as technologies have become increasing obtainable for the companies. And hence, the competitive situation of a company relies on the knowledge and expertise of its human resources to a large extent. Furthermore, it should be noted that the human resources are distinct from any other form of resources. This is owing to the fact that human resources cannot be detached from the individuals in whom they are present. As a result, industrial relations are concerned with managing human resources in view of the productive goals of the business as well as the objectives of the workers (Edward, n.d., p 2). The point of view of industrial relation is fundamentally collective as well as pluralist. It involves the associations and dealings which take place at and out of the place of work. Thereby, it comprises of the relationships amid individual employees, the relationships amid the employees and their manager, the associations the companies and their employees have with the institutes created to support and safeguard their individual interests, in addition to the association-ship amongst those institutes among others. In addition, industrial relations takes account of the practices by means of which these associations and dealings are expressed, for instance collective bargaining; employee participation in decision-making; and settlement of complaints as well as disagreements. Furthermore, it also includes the handling of disagreements amongst managers, employees and trade unions, as and when it occurs. These associations as well as practices are subjective to the policies, regulations, and programmes formulated by the government and its agencies. Additionally, these practices are also influenced by the overall political, social, cultural, economic and technological attributes of each nation. Consequently, the industrial relation strategy and its framework in a particular nation are built up in the course of bipartite review procedures (to be precise between the company and its employee representatives, and by them, separately, with the government) as well as tripartite discussion and collaboration (concerning government and other social associates) (Macdonald, 1997, pp. 3-4). Components of Industrial Relations The employment relationship or industrial relationship consists of two segments, to be precise, managerial relations as well ...Download file to see next pagesRead More
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