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Labour laws
Type: HR, Report if not a HR topic
Posted 01-12-2011Reply
What is the need of IR person in industries...
Is the organization having any legislation to apply them..why the experience candidate only required by industries
mam
There is need for ir person in hr because they have good potential to do the work.
Uninterrupted production – The most important benefit of industrial relations is that this ensures continuity of production. This means, continuous employment for all from manager to workers. The resources are fully utilized, resulting in the maximum possible production. There is uninterrupted flow of income for all. Smooth running of an industry is of vital importance for several other industries; to other industries if the products are intermediaries or inputs; to exporters if these are export goods; to consumers and workers, if these are goods of mass consumption.
There is need for ir person in hr because they have good potential to do the work.
Uninterrupted production – The most important benefit of industrial relations is that this ensures continuity of production. This means, continuous employment for all from manager to workers. The resources are fully utilized, resulting in the maximum possible production. There is uninterrupted flow of income for all. Smooth running of an industry is of vital importance for several other industries; to other industries if the products are intermediaries or inputs; to exporters if these are export goods; to consumers and workers, if these are goods of mass consumption.
Dear madam
HR people have high morale.
# High morale – Good industrial relations improve the morale of the employees. Employees work with great zeal with the feeling in mind that the interest of employer and employees is one and the same, i.e. to increase production. Every worker feels that he is a co-owner of the gains of industry. The employer in his turn must realise that the gains of industry are not for him along but they should be shared equally and generously with his workers. In other words, complete unity of thought and action is the main achievement of industrial peace. It increases the place of workers in the society and their ego is satisfied. It naturally affects production because mighty co-operative efforts alone can produce great results.
HR people have high morale.
# High morale – Good industrial relations improve the morale of the employees. Employees work with great zeal with the feeling in mind that the interest of employer and employees is one and the same, i.e. to increase production. Every worker feels that he is a co-owner of the gains of industry. The employer in his turn must realise that the gains of industry are not for him along but they should be shared equally and generously with his workers. In other words, complete unity of thought and action is the main achievement of industrial peace. It increases the place of workers in the society and their ego is satisfied. It naturally affects production because mighty co-operative efforts alone can produce great results.
mam,
1. The shortage of certain categories of employees and/or variety of skills despite the problem of unemployment.
2. The rapid changes in technology , marketing, management etc., and the consequent need for new skills and new categories of employees.
3. The changes in organization design and structure affecting manpower demand.
4. The demographic changes like the changing profile of the workforce in terms of age, sex ,education etc.
5. The Government policies in respect to reservation ,child labor, working conditions etc.
6. The labor laws affecting the demand for and supply of labor.
7. Pressure from trade unions, politicians ,sons of the soil etc.
8. Introduction of lead time in manning the job with most suitable candidate.
1. The shortage of certain categories of employees and/or variety of skills despite the problem of unemployment.
2. The rapid changes in technology , marketing, management etc., and the consequent need for new skills and new categories of employees.
3. The changes in organization design and structure affecting manpower demand.
4. The demographic changes like the changing profile of the workforce in terms of age, sex ,education etc.
5. The Government policies in respect to reservation ,child labor, working conditions etc.
6. The labor laws affecting the demand for and supply of labor.
7. Pressure from trade unions, politicians ,sons of the soil etc.
8. Introduction of lead time in manning the job with most suitable candidate.
madam,
1. It checks the corporate plan of the organization
2. It offsets uncertainly and change .But the HRP offsets uncertainties and changes bto the maximum extent possible and enables the organization yo have right men at right time and in right place.
3. It provides scope for advancement and development of employees through training, development etc.
4. It helps to anticipate the cost of salary enhancement, better benefits etc.
5. It helps to anticipate the cost of salary , benefits and all the cost of human resources facilitating the formulation of budgets in an organization.
6. To foresee the need for redundancy and plan to check it or to provide alternative employment in consultation with trade unions, other organizations and government through remodeling organizational, industrial and economic plans.
7. To foresee the changes in values, aptitude and attitude of human resources and to change the techniques of interpersonal ,management etc.
1. It checks the corporate plan of the organization
2. It offsets uncertainly and change .But the HRP offsets uncertainties and changes bto the maximum extent possible and enables the organization yo have right men at right time and in right place.
3. It provides scope for advancement and development of employees through training, development etc.
4. It helps to anticipate the cost of salary enhancement, better benefits etc.
5. It helps to anticipate the cost of salary , benefits and all the cost of human resources facilitating the formulation of budgets in an organization.
6. To foresee the need for redundancy and plan to check it or to provide alternative employment in consultation with trade unions, other organizations and government through remodeling organizational, industrial and economic plans.
7. To foresee the changes in values, aptitude and attitude of human resources and to change the techniques of interpersonal ,management etc.
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