industrial relations systems in India

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Outlining the formal industrial relations systems in India and comparing it to Australian industrial relations systems. Describing the views on how appropriate Indian industrial system is for modern industry and commerce.

Executive summary:

The determination of this report is to compare the industrial relationship system of India and Australia. The assessments provided here describes how appropriate Indian system is for modern industry and commerce. The conclusions gives a clear view of Industrial relations and the relationships between employees and employers inside the organizational situations of India and Australia. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. This report illustrates the variances of structure and trends of labour force in India and Australia and the size of the labour force and the structure of employment in India and Australia.

Introduction:

Industrial relations shields all aspects of the employment relationship, including human resource management, employee relations, and union-management relations. Industrial relations refer to to the study and practice of collective bargaining, trade unionism, and labour-management relations, while human resource management is a distinct, largely distinct field that deals with non-union employment relationships and the personnel practices and policies of employers.

The aim of this report is to shape the formal industrial relations system in India and comparing it to Australian industrial relations systems. The views are provided on how appr...

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...e of business. It is effected by the macro environment. Governments have control through legislations to enforce things such as working conditions and pay. They generally rely on independent tribunals to settle the matters of industrial conflict. Industrial relations commission is responsible for the majority of the conciliation and arbitration in the country. The underlying assumptions and historical development of India’s Industrial relations system has limited the scope of legislative reform to its institutions and systems. Centralisation and regulation have restricted the evolution and growth of our system. Major, controversial changes proposed by successive federal governments have not resulted in sustainable reforms and have hindered rather than supported employment. Lack of flexibility has reduced opportunity for business to adapt to changing circumstances.

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