Hr Presentation (Ir)

8/8/2019 Hr Presentation (Ir)

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This presentation has two main objectives:

(a) To present a history of Indian industrial relations,broadly understood as the changing relationships between

workers, trade unions, employers, the economy and the

state.

(b) To depict the effect of trade unions on the IR policies

in India.

OBJECTIVE OF PRESENTATION


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INTRODUCTION

oIndia based most of its laws on the colonial structure left by the British.

oThe Indian government built on colonial labour institutions and

regulations to fashion an industrial relation system that sought to control

industrial conflict through a plethora of protective labour legislation,

influenced by the strong ties between the major political parties and labour

forged in the struggle of independence

oThese laws covered a wide range of aspects of workplace industrial

relations; including detailed laws on safety and health, dismissals andlayoffs and industrial disputes.

oIn the absence of social security legislation the burden of social policy like

retirement, medical care and even child care was left on the employers.


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POST INDEPENDECE SCENERIO

Industrial scene was subjected to considerable amount of chaos

and confusion.

Increased strikes lockouts and interrupted production.

The size of Industrial labor in India has increased remarkably

due to rapid and planned industrial development.

The increase in Industrial labor led to the formation and

development of trade unions and various social groups. concrete co-operation between labor and management was

required.


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The evolution of industrial relations is described in terms of

the "four phases of unionism". This corresponds with

structural changes in the economy and effect of these

changes on labour markets as well as on industrial relationsarena.

The first phase (1950 to mid-1960s)

The second phase (mid-1960s to 1979)

The third phase (1980-1991)

the fourth phase of unionism (1991-2000)

PHASES


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Phase when public-sector employment and public-sector

unionism rose phenomenally.

Unions and bargaining structures were highly centralized.

The two main federations were the nationalist Indian National

Trade Union Congress and the communist All India Trade

Union Congress.

State intervention in the determination of wages and working

conditions was the norm

THE FIRST PHASE (1950 to mid-1960s)


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It is associated with a period of economic stagnation and

political turmoil.

Employment slowed down, there were massive inter-union

rivalries, and industrial conflict increased.

Both the Hind Mazdoor Sabha and the Centre of Indian Trade

Unions made significant progress in the labour movement.The crisis culminated in the May 1974 railway strike that was

followed by the 1975-77 Emergency Regime of Mrs. Gandhi.

THE SECOND PHASE (mid-1960s to 1979)


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This phase corresponds to a period of segmented and uneven

economic development.

Decentralized bargaining and independent trade unionism

enter the stage in a significant way.

Two major strikes (the 1980/81 Bangalore public-sector strike

and the 1982 Mumbai textile workers strike) marked this phase.

In the more profitable economic sectors the unions gained, but

in the unorganized and declining sector, workers lost out and

unions were left with few strategies.

THE THIRD PHASE (1980-1991)


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This phase represents the post-economic reform period.

The stabilization and structural adjustment programmes led

to demands for increased labour market flexibility, especiallyemployment flexibility.

This has led to a recruitment freeze in many public sector

sites, and unions in these sectors now have to cope with

competition at local level.

In non-viable public enterprises, unions are coming to terms

with "voluntary" retirement schemes.

THE FORTH PHASE (1991- Running)


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As a reaction to the legislative approach V.V.Giri, (1952-57)

advocated his Giri Approach in terms of voluntary

negotiations and collective bargaining in a tripartite

relationship.

The movement towards a non-legal industrial relations

system was a new trend.

He proclaimed that industrial adjudication was labor's

enemy No. 1. 'The short-lived tenure of Shri Giri ushered in new spirit in

the field of industrial relations.

GIRI APPROACH


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Collective bargaining in India has mostly been decentralized,

but now in sectors where it was not so, are also facing

pressures to follow decentralization.

In the expansionary economy there is a clear shortage of

managers and skilled labor.

The number of local and enterprise level unions has

increased and there is a significant reduction in the influence

of the unions.

A STUDY BY HIERS AND KURUVILLA ,

1997


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Under pressure some unions and federations are putting up

a united front e.g. banking.

Another trend is that the employers have started to push for

internal unions i.e. no outside affiliation.

HRM is seen as a key component of business strategy.

Training and skill development is also receiving attention in

a number of industries, especially banking and information

technology.

A STUDY BY HIERS AND KURUVILLA ,

1997


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All India Central Trade Union Organizations (CTUOs) includes a total of

12 central trade union organizations- increased from about 2 million to over

12 million between 1960-1989.

The main source of income of trade unions is union dues from their

members, which account for 70% of the total income.

The second major source of income is donations , which account for 16% of

the income.

The rest of the income is from sale proceeds of publications, interests of

investments and miscellaneous receipts.

OTHER DEVELOPMENTS


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A tripartite conference was convened in 1947, at which the

industrial Truce Resolution was adopted, giving paramount

importance to the maintenance of industrial peace.

The Minimum Wages Act, The Factories Act and the

Employees State Insurance Act were all enacted in 1948.

Amendment in Industrial Dispute Act 1926.

Govt. has emerged as an arbitrator between management and

workers.

OTHER DEVELOPMENTS


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Two Bills were brought by the government, that retained theprovisions of 1947 amendments - Labour Relations Bill and aTrade Unions Bill.

OTHER DEVELOPMENTS


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THANK YOU

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