1. Industrial Relations Chandan raj IIeBM, PUNE

32. Parties to IR Employees Employers Employee Employer-employee Employer Associations Relations Associations Government Courts & Tribunal

37. Contrast between HRM and IR Human Resource Management Industrial Relations Parties : employee and employer Parties : employees, employer, trade unions and government Formulation of objectives, policies, procedures and programmes of HR and implements them. The implementation of HR policies results in IR.

38. Reformulates the objectives, policies based on industrial conflicts Sound IR - organisational goals Unsound IR – industrial conflicts Demand for change and reformulation of HRM objectives and goals. Individual employee contacts with the immediate superior Employees contact even to top management as a group

39. Grievance and disciplinary procedures are resorted to, to solve the employee-employer conflicts. Collective bargaining and forms of industrial conflicts are resorted to, to solve the problems.

41. Theories of industrial relations Approaches to organisations Approaches to industrial relations Wider approaches to industrial relations Pluralistic Co-operation Conflict Authoritarian Paternalism Unitary Human resource management Systems Evolution Revolution Marxist Control of the labour process Input Conversion Output Conflict (differences) Institutions and processes Regulation (rules) Social action Labour market Comparative

42. THEORIES Unitary Approach Industrial Relations Pluralistic Approach Marxist Approach