Need for Labour Reforms in India

Only available on StudyMode
  • Download(s) : 378
  • Published : December 17, 2012
Open Document
Text Preview
Management Development Institute, Gurgaon

Human Resource Management
Need for Labour Reforms in India
28 October, 2012
Section D (PGPM)
Arpit Jain12P189
This project is being submitted to Prof. J.K. Jain as a requirement for completion of the course of Human Resource Management in Term II at Management Development Institute, Gurgaon.

Acknowledgement
We would like to extend our gratitude to Prof. J.K.Jain for his invaluable guidance, support, and feedback during the course of carrying out the project titled “Need for Labour Reforms in India” which helped us successfully complete the project.

Project Submitted by
Arpit Jain (12P189)

INDEX
1. Background – History..................................................................................................4
(i) Industrial Relations……………………………………………….................4
(ii) Labour Laws in India: An Historical View……………….........................4 2. Labour Reforms – Are they the need of the hour.....................................................5 4. Impact of Delay of Labour Reforms....……………………………………...............6 3. Fundamental Challenges Facing Labour Laws in India………..…….…................7 4. Recommendations………………………………………………………..…...............11 5. Conclusion.....................................................................................................................12 6. References...……..………………………………………………………….................13

BACKGROUND- HISTORY
INDUSTRIAL RELATIONS
Industrial relations are a bonding between the Employer and the Employee to improve their mutual relationship, interaction and maintaining harmony and peace in the work place. Many a times Industrial Relations add many other relations which are chain of previous relations. The primary objective of the Industrial relations is to bring about a positive and healthy relationship between the employee and the employer, the two partners in the Industry. In the words of "The state of Industrial relations in the country is intimately connected with the forms of its political government and the objectives of an Industrial Organization may change from economic to political ends" LABOUR LAWS IN INDIA: AN HISTORICAL VIEW

The History of Indian Labour Laws is naturally interwoven with the history of British Colonialism. The industrial/labour legislations enacted by the British were framed in light of the Industrial development in the United Kingdom. The laws were primarily intended to protect the interests of the British employers and Industrialist. The welfare or the interests of the British Political Economy were of the paramount importance while drafting those laws. The earliest Indian statute that regulated the relationship between the Employees and Employer was the e Trade Dispute Act, 1929 (Act 7 of 1929). Provisions were made in this Act for restraining the rights of strike and lock out but no machinery was provided to take care of disputes. This act was hugely biased in favour of the British Employers. The original legislation underwent substantial modifications after the demise of British Colonialism as there was a huge demand of the clear and unambiguous partnership of the Labour and Capital from the Independent India. The content of this partnership was agreed on a tripartite agreement in December 1947, the year of India's Independence. The main agreements were that the labour would be given the fair wages and fair working conditions and in return the capital or the employer will receive the full commitment and co-operation in terms of high productivity and no interruption for the capital to maximize the profits. Ultimately the Industrial Relations Act was put into force repealing the Indian Act Trade of 1929.This act is in the Indian statute till date. The Central and State Governments enacted several laws for various categories of Labour and classifications of problems ever since independence. LABOUR REFORMS – ARE THEY THE NEED OF THE HOUR?

There is...
tracking img