Critical links for cordial Industrial Relations

Critical links for cordial Industrial Relations
The management needs to provide platform to employees where they can contribute positively, engage positively, participation in decision making, their voice to be heard, law abiding policies.

Industrial Relations and Human Resources (hereinafter, IR and HR) are very interesting subject and challenging role to perform. We need to understand few important things before getting into oceanic in-depth knowledge of IR.

IR/ HR professionals need to gear-up for the upcoming complexities with increase in industrialisation and change in labour laws.

Apart from legal or academic definition, bad IR is any disputeor conflict or problem or discontent exists between: employee-employee, employer-employer, employer-employee and have adverse effect on the organisation culture, discipline, productivity, reduce ownership towards organisation, influencing behaviour/ attitude of other team members in negative way.

This includes each category of employee, employer. It doesn’t matter the organisation is having union or not. There are three important parties responsible to keep harmonious IRs in any organisation (Fig. 01). I would like to focus on one...

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Raj Kamal Chauhan

Senior HR Practitioner at NCR

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Raj Kamal Chauhan

Senior HR Practitioner at NCR

July 2022 Issue

Building Better Work Culture -July 2022

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