industrial relations system in India

Topics: Employment, Productivity, Industrial relations Pages: 8 (1943 words) Published: April 29, 2014
INTRODUCTION

“Industry” could be referred as an activity of production which is carried out by employed individual or number of individuals. Relations means alliance or interconnection that exist among employers and workmen within the premises of the factory. A proper definition is given by J. Henry “Industrial relation is an art of living together for the purpose of production” ( http://www.mba-mentor.com/history-of-industrial-relations, on 22/04/2014). ). Industry relation is broad concept and is being followed by approximately most of the countries in the world. Hence, Australia and My home country India is of no exception. In the below paragraphs I am going to discuss and compare industrial relation policies and developments of both countries from certain point of views.

Firstly, as per history point of view, Australian industrial laws has its root in England. Because in 1890, many big strikes were the reason to feel the need of special tribunal for industrial relations. There were severe conflicts arose among capital and labour. In 1901, the Australian Commonwealth came into existence and in 1904, the Australia’s first federal industrial Tribunal was established under the act passed by Federal Parliament named “Conciliation and Arbitration act”. In the beginning the Tribunal was able to solve problems related to only Wages or interstate disputes. A fundamental change was observed after the consideration of Hancock review the Government repealed this act and replaced it with Industrial Relation Act 1988. In order to amend this act in 1996 Workplace Relation Act got Royal accent. Furthermore, in 2005 the Australian parliament made amendments in 1996’s Act and named it Work Choice Act 2005 (http://www.airc.gov.au/about/ourhistory/overview.pdf , on 22/.4/2014). On the other hand until the beginning of 20th century there was Master and Servant relations among employer and employee in India because of English ruling (http://www.slideshare.net/rahul9288/introduction-of-industrial-relation, on 22/04/2014).Indian industrial evolution was divided into two main time segments; pre independent and post independent period. In 1924 a Trade union Act was established and thousands of Union were came into existence and then automatically disputes arose between the workers and higher level. In 1947, Factory Act was passed in order to solve the disputes within factory premises. Until the advent Liberalization in 1992, Indian industrial relation system was filled with many labour legislations e.g. Dispute act 1947 and Industrial relations Act 1971 etc. After 1992, industrial relations in India started to change and it happened only because of Globalization (http://industrialrelations.naukrihub.com/industrial-relation-policy.html , on 23/04/2014). This Liberalization wave gave rise to industrial relations, all the workforce policies were changed and all industries were pressurized to follow Decentralization which means the importance of worker went up. They started to feel security in their jobs (http://www.uri.edu/research/lrc/research/papers/Ali_Globalization.pdf , on 23/04/2014).

As per above Definition we know good relationship is an art to increase productivity so every these both countries have made many amendments in their legislation to make it more perfect. Thus, the first and foremost concern is Safety. In Australia, as per National OHS Strategy plan 2002-2012, the target was set to reduce injuries and fatality up to 40% and 20% respectively and the good news is that in 2011 survey it was observed that 28% reduction was seen in injuries at workplace whereas 47% almost Double of estimated reduction was seen in fatality which is a sign of good relation among industry workforce (http://www.safeworkaustralia.gov.au/sites/SWA/about/Publications/Documents/758/Key-WHS-Statistics-2013.pdf , on 23/04/2014). In the contrast, as per review of NCBI, although India has Health and safety system but the problem is that the OHS academic...
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