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Poverty
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hrd & IR

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hrd & IR

  1. 1. HRD & Industrial Relations
  2. 2. HRD & IR: Dimensions <ul><li>Two extreme trends are: </li></ul><ul><li>At one extreme – </li></ul><ul><li>T.Us have become “second line” management. Managerial prerogatives are eroded. </li></ul><ul><li>New generation of workers is more conscious of rights and privileges rather than duties and obligations towards the organisation. </li></ul><ul><li>T.Us remain silent about workers’ obligations towards organisation forth-right leaders, if talk, they are dubbed as “management stooges”. </li></ul>
  3. 3. Contd… <ul><li>4) T.Us succeed in getting more through pressures and violence than by reasoning. </li></ul><ul><li>5) Collective Bargaining has become a pressure game. Unions are exploiting the emotions of workers. </li></ul><ul><li>6) Only fear and force can restore discipline. </li></ul><ul><li>7) T.Us should be dealt with a heavy hand. (Authoritarian or hard approach). </li></ul>
  4. 4. At the other extreme…. <ul><li>Human beings are considered as assets not liabilities. </li></ul><ul><li>Employees should be cared for, persuaded and motivated. </li></ul><ul><li>Conflict and confrontation can be avoided. Win-lose strategy does not work for long. </li></ul><ul><li>Managers should not spend much time on trade union wrangles but on preventive and proactive approach. </li></ul>
  5. 5. HRD Approach.. <ul><li>HRD generally covers some sub-systems, e.g T&D, counselling, performance appraisal, career planning, etc. </li></ul><ul><li>HRD concerns are: </li></ul><ul><li>(It looks human beings with more insight, with increased sensitivity. It advocates core values like – human dignity, openness, positiveness, flexibility and family feelings as against hatred, suspicion and animosity). </li></ul>
  6. 6. <ul><li>HRD approach is proactive, not reactive. </li></ul><ul><li>_______________________________ </li></ul><ul><li>A individual level- </li></ul><ul><li>Formal & Informal grievance handling </li></ul><ul><li>Suggestion schemes </li></ul><ul><li>Recognition of merit </li></ul><ul><li>Work place communication </li></ul><ul><li>Counselling </li></ul>
  7. 7. <ul><li>At organisational level – </li></ul><ul><li>1) Mission and objectives </li></ul><ul><li>2) Healthy interaction with Trade unions </li></ul><ul><li>3)Goal setting through mutual discussions </li></ul><ul><li>4)Participative forums </li></ul><ul><li>5)Effective communication processes and team working </li></ul><ul><li>6) Reduction of Red-tapism </li></ul>
  8. 8. <ul><li>Vishakhapatnam Steel Plant and HRD </li></ul><ul><li> XXXXXXXXXX </li></ul>

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