Difference between HR Management & Industrial Relations
Human Resource Management:- There are only two important parties namely employee and employer.
- Formulation of objectives, policies, procedure and programs of human resources and implement them.
- Individual employee contacts with the immediate superior.
- Grievance and disciplinary procedures are resorted to, to solve the employee-employer conflicts.
- Reformulates the objectives, policies etc ,based on industrial conflicts which are the outcome of unsound industrial relations.
- Human Resource Management (HRM) is the overall management of all resources including workers, staff, executives, Top management and even suppliers and customers.
Industrial Relations:
Industrial Relations (IR) in practice are the relations between actual work force and management of the organization.
Given below are some of the salient features of IR:
- The implementation of HRM policies results in IR.
- There are four important parties namely employees, employer, trade unions and government
- The sound IR contributes to the organizational goals. The unsound IR result in industrial conflicts demanding for change and reformulation of HRM objectives and goals
- Employees contact even the top management as a group.
- Collective bargaining and forms of industrial conflicts are resorted to solve the problems
- Industrial relations are governed by the system of rules and regulations concerning work, workplace and working community.
- The main purpose is to maintain harmonious relations between employees and employer by solving their problems through grievance procedure and collective bargaining.
- Trade Unions is another important institution in the Industrial relations. Trade unions influence and shape the industrial relations through collective bargaining.
- Industrial relations are the relations mainly between employees and employers.
- These relations emphasis on accommodating other parties interest, values and needs. Parties develop skills of adjusting to and cooperating with each other.
Labels: HRM
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