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Industry:Industrial Disputes Act 1947 defines an industry as any systematic

activity carried on by co-operation between an employer and hisworkmen for the production, supply or distribution of goods orservices with a view to satisfy human wants or wishes whether ornot any capital hasbeen invested for the purpose of carrying onsuch activity; or such activity is carried on with amotive to makeany gain or profit. Thus, an industry is a whole gamut of activitiesthat are carriedon by an employer with the help of hisemployees and labours for production and distribution of goods toearn profit.Employer :

An employer can be defined from different perspectives as:-y

a person or business that pays a wage or fixed payment to otherperson(s) in exchangfor the services of such persons. y

a person who directly engages a worker/employee in employment. y

any person who employs, whether directly or through anotherperson or agency, one omore employees in any scheduledemployment in respect of which minimum rates of wages havebeen fixed.As per Industrial Disputes Act 1947 anemployer means:-y

in relation to an industry carried on by or under the authority ofany department of [theCentral Government or a State

Government], the authority prescribed in this behalf, orwhere noauthority is prescribed, the head of the department; y

in relation to an industry carried on by or on behalf of a localauthority, the chieexecutive officer of that authority;In order to

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qualify to be an employee, under ESI Act, a person should belongto any of thecategories:o

those who are directly employed for wages by the principalemployer within the premises oroutside in connection with work ofthe factory or establishment.o

those employed for wages by or through an immediate employer inthe premises of the factoryor establishment in connection with thework thereofo

those employed for wages by or through an immediate employer inconnection with the factoryor establishment outside the premisesof such factory or establishment under the supervisionand controlof the principal employer or his agent. o

employees whose services are temporarily lent or let on hire to theprincipal employer by animmediate employer under a contract ofservice (employees of security contractors, laborcontractors,house keeping contractors etc. come under this category). Employment :The state of being employed or having a job. Employee:-

y

Employee is a person who is hired by another person or businessfor a wage or fixed payment inexchange for personal services and

who does not provide the services as part of anindependentbusiness. y

An employee is any individual employed by an employer. y

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A person who works for a public or pr ivate employer an d receivesremuneration in wages orsalary by his employer while working ona commission basis, piece-rates or time rate.Employee, as perEmployee State Insurance Act 1948, is any person employedfor wages in or inconnection with work of a factory orestablishment to which the act applies

Labor

market :

The market in which workers compete for jobs and employerscompete for workers. It acts as theexternal source from whichorganizations attract employees. These markets occur becausedifferentconditions characterize different geographical areas,industries, occupations, and professions at anygiventime.MEANING AND DEFINATION OF INDUSTRIAL RELATIONAnindustrial relations system consists of the whole gamut ofrelationships between employees andemployees and employerswhich are managed by the means of conflict and cooperation.Asound industrial relations system is one in which relationshipsbetween management andemployees (and their representatives)on the one hand, and between them and the State on theother, aremore harmonious and cooperative than conflictual and creates anenvironmentconducive to economic efficiency and the motivation,productivity and development of theemployee and generatesemployee loyalty and mutual trust. The relationship between Employer and employee or trade unions is called

Industrial Relation. Harmonious relationship is necessary for bothemployersand employees to safeguard the interests of the both the parties

of theproduction. In order to maintain good relationship with the employees,themain functions of every organization should avoid any dispute with themorsettle it as early as possible so as to ensure industrial peace andhigherproductivity. Personnel management is mainly concerned withthe humanrelation in industry because the main theme of personnelmanagement is toget the work done by the human power and it fails in itsobjectives if goodindustrial relation is maintained. In other words good

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Industrial Relationmeans industrial peace which is necessary for better andhigherproductions.Definition:-i. Industrial Relation is that part ofmanagement which is concerned withthe manpower of the enterprise whether machine operator, skilled workeror manager. BETHEL, SMITH &GROUPii. Industrial Relation is a relation between employer andemployees,employees and employees and employees and trade unions. -Industrialdispute Act 1947iii. While moving from jungle of the definitions,here, Industrial Relation isviewed as the process by which people andtheir organizations interact atthe place of work to establish the terms andconditions of employment. The Industrial Relation relations also called aslabor - management,employee-employers relations.

A few notable features pertaining to Industrial Relations are as under:

1. Industrial Relation do not emerge in vacuum they are bornof employment relationship in an industrial setting. Without the existenceof the two parties, i.e. labour and management, this relationship cannotexist.It is the industry, which provides the environment for industrialrelations.

2. Industrial Relation are characterized by both conflict and co-operations.This is the basis of adverse relationship. So the focus ofIndustrial Relationsin on the study of the attitudes, relationships, practicesand proceduredeveloped by the contending parties to resolve or at least

minimizeconflicts.3. As the labour and management do not operate in isolations but arepartsof large system, so the study of Industrial Relation also includesvitalenvironment issues like technology of the workplace, countrys socio-economic and political environment, nations labour policy, attitude oftradeunions workers and employers.

4. Industrial Relation also involve the study of conditions conductive tothelabour, managements co-operations as well as the practices andproceduresrequired to elicit the desired co-operation from both the parties.

5. Industrial Relations also study the laws, rules regulationsagreements,awards of courts, customs and traditions, as well as policyframework laiddown by the governments for eliciting co-operations betweenlabour andmanagement. Besides this, it makes an in-depth analysis of theinterferencepatterns of the executive and judiciary in the regulationsof labourmanagements relations.In fact the concepts of Industrial

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Relations are very broad-based, drawingheavily from a variety of disciplinelike social sciences, humanities,behavioural sciences, laws etc.In fact,Industrial Relation encompasses all such factors that influencebehaviour ofpeople at work.

A few such important factors are detailsbelow:1. Institution: It includes government, employers, trade unions,unionsfederations or associations, government bodies, labour courts,tribunals andother organizations which have direct or indirect impact on theindustrialrelations systems.

2. Characters : It aims to study the role of workers unions andemployers federations officials, shop stewards, industrial relations officers/manager,mediator/conciliators / arbitrator, judges of labour court, tribunaletc.

3. Methods : Focus on collective bargaining, workers participation intheIndustrial Relation schemes, discipline procedure, grievance re-dressalmachinery, dispute settlements machinery working of closedshops, unionreorganization, organizations of protests through methods likerevisions of existing rules, regulations, policies, procedures, hearing oflabor courts,tribunals etc.

4. Contents : Includes matter pertaining to employment conditions likepay,hours of works, leave with wages, health, and safety disciplinary

actions,lay-off, dismissals retirements etc., laws relating to suchactivities,regulations governing labour welfare, social security, industrialrelations