One big reason for IR skills being at the brink of extinction has been the complex labour regime and the implementing agencies. Due to absence of fixed principles of IR management, lot of IR knowledge and skills is confined to certain old hats in the organisation.
Industrial Relations
Mindset of many organisations that HR professionals have no need for knowledge of Industrial Relations in today's world is a fallacy that has had a cascading effect. Rather in today's tech world model this relationship is going to be more complex having fully loaded with knowledge and information.
Essentially, trade unions are not that much effective today, and so the old IR skills have been replaced by new skills, but rights and liabilities of the employer and employees remain intact.
Some of the industries and corporate leaders have underestimated the relevance of IR under the myth that IR is not relevant for the new age industries and white-collar employees. This myth needs to be busted.
It should be priority of the organisations to develop people management skills in line/HR managers to avoid any unpleasant scenario and resolve the matters at early stage.
The days of assurances, good intent and fashionable and symbolic demonstration of gestures are over. The new challenge is "How much you care for me."
Though the concept of lifetime employment as unionized workman is reducing, new age employee relations have become more complex as the workplaces have become boundaryless with the emergence of gig workforce and service sector.
The collarless workforce has now substantial employment and autonomy but insecurity and no guarantees for the future dog their employment. This kaleidoscope colour of the collars is one of the transforming relationship dimensions and managing them well is a key to the sector's success in the market...
To keep harmonious Union management relations, it is essential that both union and management work jointly towards formation of people related policies. During the formulation of such policies both the parties may need to adjust their respective interests and goals and arrive at a consensus...
ID Act (Amendment) 2010 Act repealed – Workman striped out of right to challenge termination directly to court
Such workman in case of individual dispute has to file claim within time limit period of three years. Earlier there was no such limitation period prescribed under the ID Act. Labour Court/Industrial Tribunal are also empowered to adjudicate upon the dispute raised the workman directly as if it was...