RELATIONSHIP MANAGEMENT FOR EFFECTIVE INDUSTRIAL RELATIONS

The scenario of IR is perceived differently by different people.

- Dr.S.Sundararajan and D.Nivetha

Introduction

For some, IR is related to class conflict, others perceive it in terms of mutual co-operation and still others understand it in terms of competing interests of various groups. HR manager’s arc expected to understand these varying approaches because they provide the theoretical underpinnings for much of the role of HRM. As HR managers has to see insights of employees and understanding of building strategic relationship with stake holders and its impact on creating a conducting IR climate in the Industry. In today’s business scenario Industrial Relations is more important than other functions of management, because relationship should be maintained every day, every week, every month or continuously.

In 1906, coral mills in Chennai (Madras) peoples/employees were treated like a slave, they had not been allowed to take lunch break, leave due to personal reason. After few years, union was formed by employees under the leadership of V.O. Chidambaram pillai. He was a first trade union leader in India. The same year in Cuba black people had to work in sugarcane field without break. Then Fidal Castro started revolution to get break half an hour break and leave days without pay.

In Our country, IR is very tough while managing the leaders of trade union. Industrial Relation officer Mr.Sathappan from Everest Company has been assassinated by union leaders. So, IR is very tough if you aren’t more cautious and aware. Now a days, some of production based company arrange personal loan, home loan, Education loan, vehicle loan, to their workforce for removing /erasing their carrier goal / aim, because when they have committed their EMI/ Financial commitment they never oppose financial managerial decision.