INDUSTRIAL RELATION

IMPACT OF TECHNOLOGY & HR ISSUES

IR AND TECHNOLOGY
Rapid state of technological change is creating vigorous controversy and problems in different functional areas of management specially in the domain of Industrial Relation. The two major concerned factors are :
1. The impact of technological change on levels of employment and the nature of skills. 2. The growing resistance of trade unions to technological changes .

There are varied types of motivations underlying innovations or proposal for change having different relevance for industrial relations.

Contd
Following are some reasons which have motivated different organizations to engage in innovative behavior :
1. In order to minimize labour cost and reduce the supply price of prospective employees. 2. Automation of production areas where there is a skill shortage. 3. Changes are more concerned with Product Market rather than Labour Market . 4. To replace worn out and obsolete equipment . 5. Innovations have been introduced by employers to accomplish administrative purposes.

TRADE UNION RESPONSE

Fear of Unemployment Redundancy and Problems of Retraining

Major Benefits of Improved Technology

Workers Hardest Hit by Modernization Negotiated Change Appropriate Training Accent on Team Work Supportive Management Practices

HUMAN RESOURCE MANAGEMENT

Human Resource comprise the aggregate of employees attributes including
o o o o Knowledge, Skills, Experience and Health.

Human resource management is a strategic management function.

It deals with
o The human resource aspect of corporate policy o Formulation of Human Resource Objectives. o Policies , Procedures and programs for implementing these policies.

Contd..
The human resource management concept takes the individual employees while formulating and implementing its objectives and strategies . Growth can be only ensured through appropriate collaboration and amalgamation of various personnel around organizational goals. Human beings are the resources that control the financial, material, and other resources in an organization thereby making HUMAN RESOURCE MANAGEMENT an important functional area.

HR IN EMPLOYEE FUNCTION

Activity Under HRM

Recruitment and Selection. Training of New Employees. Motivation and Development of human beings in an organization. Looking toward employee problems and grievances. And, Various essential functions like management, performance appraisal etc. payroll

Factors Influencing HR
Available and Required Manpower. Nature and Type of Human Resources. Vocational and Professional Standards of manpower.

Value system of the individual and their attitude.

Level of knowledge and skills. Creativity and Innovation within employees.

IR AND HRM
The HRM approach can help in improving Industrial Relation.

The HR Managers must create a motivating climate so that employees commit themselves to work.
The HR managers can contribute to QUALITY OF WORK LIFE which includes fair remuneration , safe and healthy environment, opportunities for growth etc.

EMPLOYEE RELATION AND HR

INTEGRATING IR AND HRM

The methodology used in HRD approach to Industrial Relations include diagnosis of the problem and design of new processes to bring about necessary changes. Trade Unions should be regarded as partners in the organizations success and must be regarded as critical players. The Unions should assume responsibility for quality improvement and participation of workers in important decisions.

HR AND IR COORDINATED ACTIVITIES

Contd
Union support is essential for :
o Seeking the support of employees . o Grievance Handling an related activities.

HR Managers play various role in developing and maintaining Industrial Relation :

1. Facing and communicating with different Union Leaders. 2. Balancing Several Union demands against one another . 3. Handling personality clashes and Inter-Departmental problems.

The relationship between HR department and the Union Leadership has generally been the mainstay of Industrial Relation System.

IMPROVING IR THROUGH HR
In order to improve industrial relation a lot need to be done through :

1. COMMUNICATION PROGRAMMES.
2. PARTICIPATIVE DECISION MAKING. 3. TRAINING. 4. WORKER PERFORMANCE. 5. COUNSELLING IN PROBLEM CASES. 6. EMPLOYMENT COST REDUCTION.