Come October, and chances are that the four labour codes may come into force. The labour Ministry had initially planned…
Browsing: Industrial Relations
The role of an HR professional has traditionally been a supportive one, like that of a personnel officer, handling administrative…
2020: What to learn – what to erase There was a radical change in human behaviour that adapted to…
There have been a few unusual realisations for every organisation during these past few months. For the manufacturing sector— across…
Recently, there was a video doing the rounds where a mob of people including both men and women were seen…
One need not always fall back on rules, legislations and Unions. In most cases, problems, IR-related and even otherwise can be sorted out simply by not losing cool
Due to our own specific physical constructions, developed through the combinations of about 69 natural elements in varied proportions, the genesis of five broader approaches reconcile with the five natural orientations we are living with.
Honest communication touches the heart directly.
Protect the core to ensure continuity and balance.
The role of HR has evolved tremendously over the years, but what remained intact is its responsibility of bringing people together and ensuring they work in harmony.
From a labour-focussed function, to a more talent-management one, the human resources function has undergone massive transformation since its inception about two decades back. HRKatha traces this journey.
I have seen many organisations bleeding profusely, due to mistrust, non-cooperation and lack of mutual understanding and strengthening. This is basically because of egocentrism and immaturity.
The company denied claims of unexplained layoffs, clarifying that the decision was in line with the business strategy and that they were ensuring a smooth transition for those fired.
Upset about not being given wage hike by the 3rd Pay Revision Committee, employees have declared a day-long nationwide strike on July 27
In industrial relations, the management must own the responsibility first, followed by the union leader then the worker, and the government at last.
The personal ego state of the stakeholder individuals can make or mar the desired industrial relations.
A majority of the IR managers and trade union leaders are not aware of the legal, behavioural, business and conceptual aspects of unionisation—labour, productivity, benefits, IR, leadership, role modelling, discipline and business management which is why they have a short time perspective to resolve an issue.
The blue-collared workers are set to receive their share of respect, acknowledgement and compensation as the company recently signed a landmark agreement with its Pune plant workers, linking wages to performance.
Most of the employers and executives have habitually developed apathy towards unions, trade union leaders and unionisation.
Politics coupled with inflated ego is a deadly combination in any situation and it’s rampant in industrial relations.
The popular television series ‘Game of Thrones’ has vast universe of characters. What happens when we put these characters in an IR landscape. A narrative drawing parallels between the two.
Any right can only be demanded in return for duty, and that has to be understood by the employees as well as the management.
Just play along with cause & effect, gravity, flow thermodynamics, electromagnetism and time. You will not only feel motivated, but appear motivated.
The eight stages of an effective IR.
Erikson’s theory of child development can be applied to Industrial Relations.
IR is simply the science and art of togetherness. Learn about the appropriate length, width, depth and time for industrial relations.