Comparative Industrial Relations Essay Example | Topics and Well Written Essays - 3500 words

Comparative Industrial Relations - Essay ExampleThese three concepts actually mention the administration and discussion of people. At times industry is related to manufacturing only. However, the principle of Industrial relations is not so limited. The principle entails to enclose the associations amid managers and their employees in aspects of grapple and industry activity. The main issue under consideration in the industrial relations is employment. Thus, industrial relations cover all the stinting activities where a man resource works under the control of an employer and obtains a salary in exchange of his work. Consequently, industrial relations do not pull in into note domestic help labour as well as self-employed individuals (Edward, n.d., p 1). Industrial relations play a vital role from the employers point of view. This is mainly because, in the present times, capital as well as technologies have become increasing obtainable for the companies. And hence, the competitiv e situation of a company relies on the companionship and expertise of its gracious resources to a large extent. Furthermore, it should be noted that the human resources are distinct from any early(a) form of resources. This is owing to the fact that human resources cannot be detached from the individuals in whom they are present. As a result, industrial relations are concerned with managing human resources in view of the productive goals of the concern as well as the objectives of the workers (Edward, n.d., p 2). The point of view of industrial relation is fundamentally collective as well as pluralist. It involves the associations and dealings which take place at and out of the place of work. Thereby, it comprises of the relationships amid individual employees, the relationships amid the employees and their manager, the associations the companies and their employees have with the institutes created to support and safeguard their individual interests, in addition to the associati on-ship amongst those institutes among others. In addition, industrial relations takes account of the practices by means of which these associations and dealings are expressed, for instance collective bargaining employee participation in decision-making and settlement of complaints as well as disagreements. Furthermore, it also includes the handling of disagreements amongst managers, employees and trade unions, as and when it occurs. These associations as well as practices are subjective to the policies, regulations, and programmes formulated by the government and its agencies. Additionally, these practices are also influenced by the overall political, social, cultural, economic and technological attributes of each nation. Consequently, the industrial relation strategy and its framework in a particular nation are built up in the line of merchandise of bipartite review procedures (to be precise between the company and its employee representatives, and by them, separately, with the g overnment) as well as tripartite discussion and collaboration (concerning government and other social associates) (Macdonald, 1997, pp. 3-4). Components of Industrial Relations The employment relationship or industrial relationship consists of two segments, to be precise, managerial relations as well