Industrial Relations and HR Management

This assignment delves into the concept of industrial relations, defining its significance within an organization. It outlines the role of human resources (HR) in maintaining positive relationships between employees and employers, emphasizing their responsibilities in areas like policy development, labor management, employee relations, and customer satisfaction. The document further explores collective bargaining as a key aspect of industrial relations, highlighting its benefits for both parties involved. It concludes by emphasizing the importance of negotiation and compromise in fostering a harmonious work environment.

Industrial Relations Policy

INTRODUCTION
Problems related to industrial relation are more prominent than any other HRM problem.
There relations are known as labour management. It can often maintain effective relationship
among employers and employee. Various rules, regulation and policies are imposed on them as
per the rule of law. Workers are responsible to fulfil target which are allotted to them by
companies on the basis of their skills and knowledge. Policies development for industrial relation
has been formed by HR department of every company. Managers and leaders are responsible to
maintain their performance through framing of new policies and procedure. As person in
company is bound to fulfil those policies. Various issues are created in firms which needs to be
resolve by procedure. Productivity Commission is in the final week of its inquiry into Data
Availability and Use. Productivity Commission's inquiry has been related to the Disability
Discrimination Act 1992. Such commission is responsible to follow rules, regulation and policies
which are imposed on them as per the policies of law. Furthermore, productivity commission is
able to maintain equity in every organization in order to provide safe and secure working
environment to them. As the name implies such process is helpful to improve production
department of firm and maintain their effective performance s well.
Collective bargaining is the concept of negotiation. In which parties are negotiate their
rights and interest. Labour union opted this process for the purpose of resolve current issues.
While the process of collective bargaining employer as well as labour union are responsible to
make proposals related to non-economic conflicts such as grievance procedure and economic
issues. There are large number of conflicts created in organization related to wages, contribution
of pension and other benefits. HR manager in every firm responsible to recruit best employees
who having required skills and experience. He having power to set recruitment and selection
process and able to select employees accordingly. The chief negotiator must be someone with
authority to enter into binding contracts. Better employee relation has been considered as
strengths of the entire country. They are bound to fulfil policies which can maintain better
quality of performance in effective manner and secure their rights and interest as well. The
effective concept of employee relation is opted by organizational practices for the purpose of
non-union employees. Policies include process and purpose of identify as well as resolve
problem from workplace. HR practices are concerning about job satisfaction as well as employee
engagement. Companies are responsible to provide proper guidance and support to entire
1

management of firm in order to attain target within stipulated time period. Members are bound to
fulfil rules and policies which are imposed on them and mentioned under law as well. entire
management is responsible to maintain effective relationship among workers and employers. The
main aim of trade union is to resolve matter of parties and try to satisfy their needs as well. The
main aim of productivity commission in to set minimum wages for employees who are working
in company. National minimum wages need to follow entire country which is decided by legal
authorities.
The significant role of policy under industrial relation is to identify the effective role of
human resources. HR department is positively participating in labour management relation. In
case firm not having this department or not manage the same the company is not able to hire best
employee as per the requirement of firm. It conducts various business activities for the purpose
of attract large number of customers and maintain performance as well. Also collective
bargaining is the helpful tool which is can manage overall business operation. As per the rule of
labour law, legal authorities fixed some amount as minimum wages which is needs to be paid by
firm to employees weather company earned profit or not. In case firm failed to comply with the
same then courts may have imposed penalties on them equal to specified amount. Employers are
bound to provide better safe and secure working environment to employees. Try to fulfil all the
requirement of National Employment Standard. Also it convers unfair dismissal. No company
can instant dismiss employees without any justified reason. In case employers wants to take this
decision then they have to prove reason and not able to exploit their rights as well. Equal
Employment Opportunity Commission enforces and maintain safe and secure working
environment of people and maintain services as well. As they are bound to maintain effective
relationship among employers and employees. Employers have to provide equal opportunities to
each and every person of company. Productivity Commission has been considered as either
explicitly or implicitly refers to the concepts of equity, efficiency and voice.
TASK 1
Industrial relation defined the relationship among labours and staff members in the
organisation. HR roles in the organisation is to maintain the relationship among the people who
are working in the organisation. In the policy of industrial relations is to define the role of human
resources and its participation in labour management relations human resources staff need to be
aware of their authority and responsibilities concerning labour management relations. Industrial
2

relations workplace policies must include informing workers of their rights under the laws and
maintaining employer compliance with labour and employment laws. Labours make their union
and appoint a leader for collective bargaining. Productivity commission control the entire
industrial relation and manage the same effectively. Collective bargaining means a negotiation
process that labour unions and employers use to achieve a labour union contract is referred to as
collective bargaining and the resulting contract is a collective bargaining agreement.
There are some union workplaces where non-union employees who are not in the bargaining unit
Therefore, developing industrial relations policies is not a substitute for developing employee
relations policies. It is equally important for strengthening employer-employee relationship.
Roles and Responsibilities of human resource manager in industrial relationship:
Employee relation management: HR manager's role is to manage the relationship
among employees and boost their moral for better work to achieve the organisation's goals and
objectives.
Labour relation management: there are responsibilities of HR manager's to care about
labour and make fare decisions to satisfy them by providing wages and salary on regular basis
that create good image among labour's mind regarding the organisation.
Customer relation management: customer relation also should be maintaining by the HR
manager as inn small industries they use to go through survey as to prepare questionnaire to find
need and wants of the customer and make the products and services according to their
requirements.
TASK 2
Industrial relation policy is the effective technique which maintain overall performance of
company. Members can ensure that employers and employees are responsible to maintain
effective relationship and try to perform work through maintain coordination with each other.
Every member in team is responsible to use their collective efforts in order to fulfil attain target.
Managers and leaders are responsible to provide training and development program for enhance
skills and development of workers. Collective bargaining is helpful for continuous growth and
development of entity. Employers try to allot work to employees on the basis of their duties,
responsibilities, skills and experience. Also higher authorities of firm having power to redress
grievances of employees in an effective and timely manner. Through economic issues are easily
resolve. Negotiation process play effective role in development of firm. In this process one the
3

parties have to compromise with their rights and interest. Workers try to perform their functions
with team building and get opportunities to share their views and ideas with each other.
CONCLUSION
4

REFERENCES
Books and Journals
Online
5