Conceptual Framework of Employment Relations UNIT 2 EVOLUTION OF INDUSTRIAL RELATIONS AND CURRENT DEVELOPMENTS Objectives After going through this unit‚ you should be able to: l l explain the historical perspective of industrial relations in India; appreciate the impact of globalisation‚ technological changes‚ and other forces on industrial relations; identify the issues and challenges confronting industrial relations in India. l Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 Introduction Industrial
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TABLE OF CONTENTS 1. Introduction 2. Objectives 3. Main contents 4. Origin of personnel management 5. Evolution of personnel management 6. Definition of personnel management 7. How Human Resource Management emerged in a chronological order 8. Conclusion 9. Summary 10. References and other resources OBJECTIVES By the end of this unit you should be able to: * Define personnel management * Identify its origin * Trace its evolution over time * Show how Resource
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Business Law: Research Project Bryant Stratton College Mr. Coleman Kamisha Carter December 17‚ 2012 Introduction “The Public Employee Union is organized to improve Public Service. Advance and improve the interests of its members in the matter of their wages‚ hours‚ working conditions‚ and general welfare”. (Clark‚ 1968-present) Today‚ the United States is the richest country on earth
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risen from 8.3 to 11.6%. ‘Participation’‚ however‚ has been largely distress induced and has compelled women to take up jobs which offer very poor wages and no social security. There has been a significant increase in women employed in petty retail trade‚ hotels and restaurants in the last decade as part of survival strategy of poor urban households. Hotels and restaurants have shown an increase of 2‚ 78‚000 women workers from 1994 to 2000. These are typically low paying jobs where women work for long
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Relations Industrial relations are a field of academic inquiry that looks at employee relations not just unions. It differs from Human Resources because HR looks at employment relations from a management perspective and industry relations looks at management from the employer perspective. Additionally‚ states that conflict between works and management is normal and natural‚ however‚ it gives rise to union formation. Any one characteristic that describes a person can lead to the identification of a group
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Reconstruction period recognized that the nation had passed through perhaps the single most significant transformative period in its history. Technology and Labor unions had a profound effect on Industrial workers in the nineteenth century. As technology advanced‚ it forced workers into monotonous positions that led them to form labor unions to fight for changes in their work. These factors opposed each other under a strained economy where employers didn’t recognize worker’s rights. The growth of
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from technical training institutes such as ITI and private institutes); and there was a broad cultural homogeneity since most of them were Marathi‑speaking. Pune city‚ though not an industrial city to the sixties‚ has well established traditions of trade unionism amongst the municipal workers‚ the teachers and staff of other governmental bodies. Above all traditionally the workers in the engineering industry are known to be more militant and better organized. Basically this has to do with the nature
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relationships that exist within the industry between the employer and his workmen. It explains the relationship between employees and management which stem directly or indirectly from union-employer relationship. It looks at the relationship between management and workers‚ particularly groups of workers represented by a union. It’s basically the interactions between employers‚ employees and the government‚ and the institutions and associations through which such interactions are mediated It has a broad
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activities still showed a continually reducing during the 1990s and 2000s‚ and in 2010 the incidence of recorded strike activity reach to a historical bottom‚ only 88 strikes was recorded in that year and the total working days lost is 365‚000 days. The decline in strike activity over recent years sparks a heated argument that conflict between employers and workers is no longer a significant feature of current human resource management. This article will also discuss this topic and find out if the conflict
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oxfordjournals.org by guest on February 5‚ 2011 I. INTRODUCTION Restructuring and the process of deregulation has been especially marked in the field of labour relations. Institutional changes in the scope and level of collective bargaining‚ in union recognition‚ and in dispute resolution procedures have been the hallmark of the decade closely associated with the rediscovery of the management prerogative. Words such as ’transformation ’‚ ’the new industrial relations ’‚ and ’productivity miracle
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