INDUSTRIAL RELATIONS The term Industrial relations refers to all types of relationships between all the parties concerned

with the industry.IR cannotes a vast complex of relationship obtained between management and employees, unions and management, union and employees and between the employees themselves.The area of IR has been extended to the relations among the state, employees and the employers. Definition: Industrial relations involve attempts at arriving at solutions between the conflicting objectives and values; between the profit motive and social gain; between disclipine and freedom; between authority and industrial democracy ; between bargaining and cooperation and between conflicting interests of the individual, the group and the community. Objectives: To promote healthy labour management relations. 1. To protect the interest of the employees as well as the management. 2. To check industrial conflicts 3. To minimize labour turnover Note:Diagram in the printout HUMAN RELATIONS It is difficult to define the term human relations because it means different things to different people.HR is the medium through which both employees and the organisation mutually co-operate to achieve more production through higher morale, which after all the economic purpose of all business and industry.Broadly speaking, HR is the art of succesful living. Characteristics: 1. Main focus is on human beings 2. Essentially concerned with motivating people to achieve peak performance 3. Seeks to build human cooperation towards organizational goals in an effective manner

4. HR strives to create a positive work environment. Difference between Industrial relations and Human relations: Industrial Relations 1.Roots in economics, sociology and law Human resource development 1.Roots in applied behavioural sciences like psychology, anthropology, etc. 2.Short term perspective 3.Fire fighting orientation 2.Long term perspective 3.Collaborative, problem solving orientation 4.View relationships between workers and 4.Views relationships as both economic management as mainly economic. 5.Change constrained by legal and other external factors 6.Seeks power advantage for bargaining and competition 7.Emphasis on extrinsic rewards to satisfy and motivate 8.No concern for development of human resources 8.Explicit concern for developing potential of human resources ann psychological 5.Focus on internal factors for managing change 6.Seek power equalisation for trust and collaboration 7.Emphasis on intrinsic rewards