What Is The Meaning Of Industrial Relations And Personnel Management?

What are the functions of industrial relations?

Purpose and Functions.

The Industrial Relations Commission conciliates and arbitrates to resolve industrial disputes, sets conditions of employment and fixes wages and salaries by making industrial awards, approves enterprise agreements and decides claims of unfair dismissal..

What are the 7 functions of HR?

So, let us find out more about each of these seven functions of HRM.Job design and job analysis. … Employee hiring and selection. … Employee training & development. … Compensation and Benefits. … Employee performance management. … Managerial relations. … Labour relations.

What is the role of Personnel Management?

Being a manager, he is primarily responsible for the overall management of the department and performs basic managerial functions like planning, organizing, directing, and controlling. … A personnel manager plays an integral role in effective personnel management and making human relations in the organization better.

What are the causes of poor industrial relations?

5 Causes of Poor Employer-Employee RelationsEconomic Causes: Poor wages and poor working conditions are the main reasons for unhealthy relations among management and labour. … Organisational Causes: … Social Causes: … Psychological Causes: … Political Causes:

What are the main theories of industrial relations?

Industrial relations theory consists of three perspectives: unitary perspective, which later evolved into neo‐unitarist perspective; pluralist perspectives, such as conflict theory or Marxism; and systems perspective.

Who are the main actors in industrial relations?

The term “actors” in industrial relation gained currency in John Dunlop’s Industrial Relation System in 1958. He proposed that three parties-employer, labour union, and government are the key actors in a modern industrial system.

Which all methods are used in industrial relations system?

The three popular approaches to industrial relations are the unitary approach, Pluralistic approach, and Marxist approach. These approaches to industrial relations at a primary level are analytical categorizations and not theories having predictive values.

What is personnel management and industrial relations?

Industrial Relations and Personnel Management, 2/e Industrial Relations comprise topics like labour relations, personnel management, trade unionism, role of the middle management, all issues relating to employment, safety, rights and obligations of workers, and settlement of disputes.

What does personnel management mean?

Definition & Examples of Personnel Management Personnel management involves the administrative tasks that address the hiring and compensation of a company’s employees. As a discipline, it aims to recruit and retain the quality workforce necessary for an organization to meet its goals.

How do you maintain good industrial relations?

Open dialogue and clear communication is key to good employee relations . Good communication helps to avoid employee confusion and unnecessary stress. It can decrease friction between employees, especially management and employees. It helps to set clear goals and expectations.

What is the importance of personnel management?

Good personnel management is responsible for creating and maintaining a harmonious working environment. This includes ensuring that the compensation and benefits strategy for the business encourages success, employee disciplinary and grievance procedures, effective communication, and solid health and safety policies.

What are the types of personnel management?

What are the Personnel Management Types? Meaning.Architect. Personnel Manager who has a strategic involvement in the business. … Contracts Manager. Expert negotiator, maintaining order and regulating the employment relationship through systems based on formal politics and procedures. … Clerk of Works.

How many types of industrial relations are there?

four typesIndustrial relations include four types of relations: (i) Labour relations i.e., relations between union- management (also known as labour management relations); (ii) Group relations i.e., relations between various groups of workmen i.e., workmen, supervisors, technical persons, etc.