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Industrial Relationship Officer Essay Example

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Industrial Relationship Officer

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Industrial Relationship Officer. The researcher states that industrial relationship has many angles for thought process. This delicate task needs to be handled carefully. This is delicate because very high stakes are involved. Some companies hire professional industrial relationship executives for this task. The job of this executive is to maintain good friendly relationship with all the stakeholders.  He should not only be well versed with the law but should be capable and competent enough to represent the company in trade unions, federations and other negotiable bodies. He should be diplomatic enough to safeguard the interest of the company without offending the employees. All this require deep thorough and in-depth knowledge of not only the law but about the circumstances, culture, policies, and practices.

He should be able to build rapport with both the company officials and the workers. He acts as a bridge between the two concerned parties. The new trend in the organizations is of total quality management. It requires quality not only in production but in industrial relationship. The job of the industrial relations officer is to minimize the loss of Man days, strikes and other unhealthy activities of the trade unions. His job is to ensure smooth running of employer-employee relationship. Industrialist cannot take the risk of huge amount of money jeopardized just because of the desired behavior of the workers.  With the growing trend of globalization demand for industrial relations officer is increasing. Parent companies don’t have the thorough knowledge of the laws of the land neither are they aware of the culture of the country. They need some local employee to bridge this gap. Generally there is also mistrust and lack of confidence also for foreign companies. Local employees believe that MNC’s believe in the strict hire and fire policy. This autocratic image or the actual practice of it can cost the company dearly. Hiring process require great deal of resources both in terms of effort, money and time. Each new employee needs some time to settle down besides that firing employees can be very demotivating. Industrial Relationship Officer.

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Bibliography

(Baron Gordon et al, 2008, judicial review in international perspective, Netherlands, Kluwer law international)

(Blanpain, 2010, p 221, Comparative labor Laws and Industrial Relations in Industrialized Market, Netherlands, Kluwer Law international)

(B.N. Raju,2006, Human Resource Management, New Delhi, Discovery publishing House)

(Charles J Whalen, 2008, New Directions in the Study of Work and Employment, UK, Edward Elgar publishing limited)

Darlington (ed.) (2009, quoted in Trevor Colling 2010,p 1).

(European courts of human rights, 2010, UK, Press unit)

(Mia Ronnmar, 2008, EU Industrial Relations VS. National Industrial Relations: Comparative and interdisciplinary perspectives, Netherlands, Walters Kluver)

(P. Venkatraman, 2007, Industrial relationships, New Delhi, APH Publishing Corporation)

(Ron Mccluum, 2008, Mccluum Top Work place relations Cases, Australia, Waler Kluvers)

(Trevor Colling, Mike Terry, 2010, Industrial relations: theory and Practice, England, John Wiley & Sons)

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