Industrial Relations
ACKNOWLEDGEMENT
This project is submitted in response to the case study of module 08 in Professional Qualification in Human Resources Management.
I am extremely grateful to all people, too numerous to mention, who have contributed to this case study.
The Management Process ,analyzation of a case in an organization, how to give an solution to the problems based on the theory and techniques which I have included in this case study are the most valuable ideas I have gained from my lecturers at IPM and various HRM Professionals. I would like to acknowledge the help of everyone who sacrificed their valuable time for various research programmes and those who have kindly helped me to develop this project.
I extend my thanks and sincere gratitude to my parents for the help and wise criticism given to me.
Finally I would like to thank lecturers at IPM who helped me in Professional Qualification in Human Resources Management(Module 08), friends for their ongoing support.
Thank you.
Contents…
1. Introduction
2. Causes of the situation
3. Proactive measures that could have been taken
4. Reasons for the poor industrial relations of Bolts and Nuts
5. Is the HR Manager to be blamed?
6. Reactive measures that could’ve been taken
7. Conclusion and recommendations
1. Introduction
Bolts & Nuts Company was manufacturing and marketing nuts and bolts and nuts.
They were making profits for a while till the new government changed its economic policy and the closed economy was changed into an open economy. With this competition came in and the company was unable to face it.
The company believed that the employees weren’t giving their best and this finally led to the employees together as a Union going against the employer. Despite the disciplinary action taken by the employer, the employees began to strike and sabotage the company. The collective agreement made by the two parties did not stay for long.
This project is submitted in response to the case study of module 08 in Professional Qualification in Human Resources Management.
I am extremely grateful to all people, too numerous to mention, who have contributed to this case study.
The Management Process ,analyzation of a case in an organization, how to give an solution to the problems based on the theory and techniques which I have included in this case study are the most valuable ideas I have gained from my lecturers at IPM and various HRM Professionals. I would like to acknowledge the help of everyone who sacrificed their valuable time for various research programmes and those who have kindly helped me to develop this project.
I extend my thanks and sincere gratitude to my parents for the help and wise criticism given to me.
Finally I would like to thank lecturers at IPM who helped me in Professional Qualification in Human Resources Management(Module 08), friends for their ongoing support.
Thank you.
Contents…
1. Introduction
2. Causes of the situation
3. Proactive measures that could have been taken
4. Reasons for the poor industrial relations of Bolts and Nuts
5. Is the HR Manager to be blamed?
6. Reactive measures that could’ve been taken
7. Conclusion and recommendations
1. Introduction
Bolts & Nuts Company was manufacturing and marketing nuts and bolts and nuts.
They were making profits for a while till the new government changed its economic policy and the closed economy was changed into an open economy. With this competition came in and the company was unable to face it.
The company believed that the employees weren’t giving their best and this finally led to the employees together as a Union going against the employer. Despite the disciplinary action taken by the employer, the employees began to strike and sabotage the company. The collective agreement made by the two parties did not stay for long.