INDUSTRIAL RELATIONS

ASSIGNMENT

SUBMITTED BY-:

Mridushi Puri
 INTRODUCTION
The concept of INDUTRIAL REALTIONSHIPS means the relationship between employees and
management in the day-to-day working industry. But the concept has a wide meaning when
taken in the wider sense. Industrial relations is a set of functional interdependence involving
historical, economic, social, psychological, demographic, technological, economic, occupational,
political and legal variables.

According to the ILO, industrial relations deal with either the relationships between the state
and employers and workers organizations of the relationship between the occupational
organizations themselves. The subject, therefore, includes individual relations and joint
consultation between employers and work people at their work place; collective relations
between employers and their organizations and trade unions and the part played by the state in
regulating these relations.

Thus industrials relations may be defined as, the relations and interactions in the industry
particularly between the labor and the management as a result of their composite attitudes and
approaches in regard to the management of the industry, for the betterment of not only the
management and workers but of the industry and natural economy as a whole.
 COMPANY PROFILE
The company was incorporated on 29 December 1945, in Mumbai by Mohamed Premji as
'Western India Palm Refined Oil Limited', later abbreviated to 'Wipro'. It was initially set up as a
manufacturer of vegetable and refined oils in Mumbai, Maharashtra, India under the trade names
of Kisan, Sunflower and Camel. The company logo still contains a sunflower to reflect products
of the original business.

In 1966, after Mohamed Premjis death, his son Azim Premji returned home from Stanford
University and took over Wipro as its chairman at the age of 21.

During the 1970s and 1980s, the company shifted its focus to new business opportunities in the
IT and computing industry, which was at a nascent stage in India at the time. On 7 June 1977, the
name of the company changed from Western India Vegetable Products Limited, to Wipro
Products Limited.[7]

The year 1980 marked the arrival of Wipro in the IT domain. In 1982, the name was changed
from Wipro Products Limited to Wipro Limited.[10] Meanwhile, Wipro continued to expand in the
consumer products domain with the launch of "Ralak" a tulsi-based family soap and "Wipro
Jasmine", a toilet soap.

Wipro Limited is a global company provider of comprehensive IT solutions and services,

including Systems Integration, Consulting, Information Systems outsourcing, IT-enabled
services, and R&D services.

Wipro entered into the technology business in 1981 and has over 140,000 employees and clients
across 54 countries. IT revenues were at $7.1 billion for the year ended 31 March 2015, with a
repeat business ratio of over 95%.
 OBJECTIVES OF IR

Develop and retain employee and employer relationship.

To enhance the economic status of the worker by improving wages, benefits and by
helping the worker in evolving sound budget
To regulate the production by minimizing industrial conflicts through state control.

THREE ACTORS OF INDUSTRIAL RELATIONS

Employees
State
Government

Role of employees-

To reduce the bargaining advantage on one-on-one basis

To secure better term and conditions for their members
Creating and sustain employee motivation
Sharing decision making with employees

Role of state-

Labor policies
Labor laws industrial relations policy

Role of government-

Government or state machinery regulates the relationship between workers organizations and
employers organization
 FUNCTIONS OF INDUSTRIAL RELATIONS

Communication is to be established between workers and the management in order to

bridge the traditional gulf between the two.
To establish a rapport between the managers and the managed.
 To lay down such considerations which may promote understanding, creativity and co-
operative ness to raise industrial productivity, to ensure better workers participation.

FACTORS AFFECTING IR

Economic factors

Working condition
Wage and salary structure
Bonus and profit sharing
Job security

Social factors

A supportive environment requires both economic, social, and psychological rewards.

Political factors

Improving the international relations

Implementing international laws

Improving national political situation

Technology factors

Scientific technique for production

Scientific management
 RESPONSIBILITIES OF INDUSTRIAL RELATIONS
MANAGER

To keep the smooth relations with union

Take the regular meeting of the Works committee
Negations while Agreement
To keep industrial Disciplines
Issue the letters to late coming, absenteeism, suspension etc.
To handle legal issues.
Maintained the database of Employees.
Regularly monitoring, generating MIS.
Supervising overall Factory Housekeeping activities & accommodation.
Issue Offer letter, appointment letter, confirmation letter, salary slip, ID Cards and
termination letter of employees.

HOW TO IMPROVE INDUSTRIAL RELATONS

The following measures may be adopted to achieve better industrial relations:

Strong and Stable Union:

A strong and stable union in each industrial enterprise is essential for good industrial relations.
The employers can easily ignore a weak union on the plea that it hardly represents the workers.
The agreement with such a union will hardly be honored by a large section of workforce.
Therefore, there must be strong and stable unions in every enterprise to represent the majority of
workers and negotiate with the management about the terms and conditions of service.
Mutual Trust:
Both management and labor should help in the development of an atmosphere of mutual
cooperation, confidence and respect. Management should adopt a progressive outlook and should
recognize the rights of workers. Similarly, labor unions should persuade their members to work
for the common objectives of the organization. Both the management and the unions should have
faith in collective bargaining and other peaceful methods of settling disputes.
Workers Participation in Management:
 The participation of workers in the management of the industrial unit should be encouraged by
making effective use of works committees, joint consultation and other methods. This will
improve communication between managers and workers, increase productivity and lead to
greater effectiveness.
Mutual Accommodation
. The employers must recognize the right of collective bargaining of the trade unions. In any
organization, there must be a great emphasis on mutual accommodation rather than conflict or
uncompromising attitude. One must clearly understand that conflicting attitude does not lead to
amicable labor relations; it may foster union militancy as the union reacts by engaging in
pressure tactics. The approach must be of mutual give and take rather than take or leave. The
management should be willing to co-operate rather than blackmail the workers.
Sound Personnel Policies:
The following points should be noted regarding the personnel policies. The policies should be:

Formulated in consultation with the workers and their representatives if they are to be
implemented effectively.

Clearly stated so that there is no confusion in the mind of anybody.

Implementation of the policies should be uniform throughout the organization to ensure fair
treatment to each worker.
 FINDINGS REGARDING WORKMEN LEVEL

Employees most of them get in touch regularly.

Almost all employees are feels satisfies with the encouragement and behavior of their
respective supervisors, and also close to each other.
The Majority of employees communicate with staff members also.
 But the relationship is not extended to closeness, rather they just make aware of each
other due to this there is no aspect of disliking as such.
All most of the employees states of having good relationship between management and
union.

FINDINGS REGARDING STAFF LEVEL

The staff also helpful and close to each other, and having many close aides to them.
The inter relationship among the staff members is also good.
The sub-ordinates also having close contacts with their respective superior.
Majority of the staff is not interested in the way the workers unions organize themselves

CONCLUSION
It has been increasingly realized that the industrial system has brought about a number of
complexities which have rendered the management of people in an organization more difficult
and complicated than man power management in earlier and simpler societies because free,
mobile men and women in modern societies whose complex and ever changing problems for
their managers and employers. Therefore, todays industrial societies have developed a distinct
system of management based upon the experience of over 300 years.
The employment relationships are not static but dynamic. The most important characteristics is
the persistence of change. Technological advance eliminate long established jobs and create
opportunities that require sharply different patterns of experience and education. Higher living
standards encourage demand for new products and services. All of these changes made the
present system of employment relationships very complex. Collaboration and cooperation is
very necessary to achieve the designed objectives. Understanding of human behavior is,
therefore very necessary on the part of those responsible for managing manpower resources.

1. Why is it important to have an IR system in place?

It is important to have an IR system in place

- To ensure that the workers are not over powered and used by the employer.
- To ensure that the workers do not blackmail the employers with unnecessary demand
leading to a loss of production
- To ensure that the economy keeps growing
- To ensure that even if a problem arises, it is solved amicably.
2. How to Build Positive Workplace Relationships?

Building workplace relationships is an important component of being successful in your career.

This doesnt mean you need to be completely extroverted in every situation, but it does mean you
need to make an effort to get to know the people with whom you work and learn about what
skills and abilities they bring to the table.

Be friendly

Be responsible

3. Is it important for managers to build relationships within the workplace?

There are many benefits-

By improved team work

By improved employee morale

Increased productivity

4. How Can Conflict Be Good for an Organization?

Conflict, while often avoided, is not necessarily bad. In fact, conflict can be good for
organizations because it encourages open-mindedness and helps avoid the tendency toward
group think that many organizations fall prey to. The key is learning how to manage conflict
effectively so that it can serve as a catalyst, rather than a hindrance, to organizational
improvement.