Industrial and Labour Relations & Labour and Trade Union Training Course

Course Overview

What are industrial relations in HRM? Industrial relations(IR) is the collaborative academic field that analyses the employment relationship between employers and employees, labour & trade unions, employer organisations and the state. It includes “non-industrial” employment relationships. IR scrutinizes various employment situations, but ones with a unionized workforce.

What are the functions of Industrial Relations? IR supports and improves the mechanism of the employment relationship to protect workers’ rights. IR is an amalgam of shared interests and conflicts of interests. It concerns grievance processes, employee voice mechanisms, works committees and trade unions, collective bargaining, and labour–management alliances. IR engenders not only economic efficiency but also employee equity and voice.

What is the role of Trade Union? Unions are a substantial aspect of labour relations providing job security to workers while ensuring fair reimbursement. Union diplomats propose elevated pay in barter for workers to accept repetitive job design or risky working conditions. Unions are critical in offering insurance and guarantee to employee’s job position to remain unaffected and rewarded; job security, suitable compensation, job design, retraining and reskilling, and health and safety.

In this course from Zoe Talent Solutions, participants will explore that there is often a discrepancy between crucial business decision-making and the union delegates’ demands. To offer job security and appropriate reimbursement for employees, accords must be made between union representatives and employers.

Course Objectives

By the end of the Industrial and Labour Relations & Labour and Trade Union Training Course, the participants of this course will be able to:

• Encourage and cultivate amiable labour management relations
• Enhance the monetary condition of the worker by upgrading wages, benefits and advancing a sound budget
• Standardize production by curtailing industrial conflicts through state control
• Entertain industries by crafting the government as an employer
• Ensure workers have a say in the decision-making process
• Promote and inspire trade unions to increase the worker’s concentration
• Prevent industrial conflicts and their penalties
• Develop and preserve industrial democracy
• Understand the modifications and fashions in industrial relations
• Examine the role of trade unions in evolving economic-political situation
• Understand labour laws and modern changes in labour laws
• Explore and enable leadership styles to enforce labour laws and jurisprudence
• Fathom fundamental as well as procedural contents of Industrial Relations Law
• Recognize Social Security Legislation
• Build an insight into the Wage Law
• Understand the law relating to contract labour

Training Methodology

Certified Industrial and Labour Relations & Labour and Trade Union Training Course is designed for IR professionals for managing relationships for enhanced productivity and reduced discord. They need the right balance of human connection, command & authority and strong negotiation skills.
Zoe Talent Solutions has designed this course by collaborating with experts with extensive experience in dealing with and managing labour relations and trade unions.

Real case studies, incidents, and accidents are incorporated for the learning of participants. The roleplays are designed on major industrial challenges that help sharpen communication and negotiation skills.

The experiential learning methodology ensures that the participants feel ready for interaction with trade unions and manage IR seamlessly.

Zoe Talent Solutions follows the ‘Do–Review–Learn–Apply’ Model.

Organisational Benefit

Organisational Benefits of employees who participate in Industrial and Labour Relations & Labour and Trade Union Training Course will be as below:

• Structural principles and rights to create greater opportunities for employees to secure adequate occupation
• Provide psychological safety to employees
• Improved tripartism and social discourse
• Collaboration between Employers, Employees, Administrators, and Supervisors
• Procedural discussion with Contract/Agreement/Policy and Administration
• Exposure to grievance presidency, collective bargaining, mediation, scrutiny, and negotiation
• Access to labour and management conferences and associations
• Resolve informal conflicts between labour and management
• Gain insights on the data requirements of union
• Trained management and administration
• Develop mechanism to manage cooperative society, labour statistics, ensure occupational safety
• Provide advisory services & training and develop independent employers’ and workers’ organization

Personal Benefits

Participants who enrol in this Industrial and Labour Relations & Labour and Trade Union Training Course will benefit in the following ways:

• Encourage and appreciate criteria and fairness
• Establish accords between the zenith association(s) of unions and management
• Set standardized pattern, high intensity of union absorption and centralized bargaining
• Ensure unbiased wage bargaining
• Safeguard cordial relations between workforce and management
• Ensure legal interpretation in the enactment of labour rules
• Understand and interpret labour law and regulations
• Recommend substantial resource and confirm industrial peace
• Support effective communication system, manage changes
• Drop in actions like lockouts, strikes, protests, etc.
• Guarantee organisation stability, effectiveness, and permanence

Who Should Attend?

HR Leaders and Managers, HR & IR Experts, OD and Independent consultants, Union leaders, IR professionals

Course Outline

Below is the course outline and the modules that would be covered during the Industrial and Labour Relations & Labour and Trade Union Training Course:

Module 1: Introduction to Industrial and Labour Relations & Labour and Trade Union

• What is Labour relation and trade union?
• Industry, labour, and trade union
• Importance of trade union
• Difference between Labour relation and trade union

Module 2: Scope of Industrial Relations

• Labour relations, i.e., between labour union and administration
• Employer-employee relations
• The role of different parties: – employers, employees, and state in maintaining industrial relations
• Handling conflicts between employers and employees

Module 3: Factors of Industrial Relation

• Institutional factors:

1. 1. government policy
   2. labour legislations
   3. voluntary courts
   4. collective agreement
   5. employee courts
   6. employers’ federations

• Social institutions

1. 1. caste
   2. joint family
   3. creed
   4. system of beliefs
   5. attitudes of works
   6. systems of power status

• Economic factor

1. 1. economic organization
   2. capitalist
   3. communist mixed etc
   4. the structure of labour force
   5. demand for and supply of labour force

• Technological factors

1. 1. mechanization
   2. automation
   3. rationalization
   4. computerization

• Social and cultural factors

1. 1. population
   2. religion
   3. customs and traditions
   4. ethnic groups
   5. cultures

• Political factors

1. 1. political system in the country
   2. political parties and their ideologies
   3. mode of achievement of policies
   4. involvement in trade unions

• Governmental factors

1. 1. industrial policy
   2. economic policy
   3. labour and export policy

Module 4: Aspects of Labour Relations

• Legal/constitutional compliances
• Labour relation management
• Trade/labour union dealing and prevention
• Labour grievance management

Module 5: Trade Unions in Transformation

• What are power resources?
• Utilizing power resources and improving abilities
• Components of power in the hands of workers and their unions
• Workers interest in shifting economic and political condition

Module 6: Fundamentals of Labour Laws for Trade Union Leaders

• Significant elements of Industrial Relations Laws and Trade Unions Act
• Industrial Employment (IE) Act and Industrial Disputes Act
• Aims and characteristics of social security laws including Employee Compensation Act
• Employee Provident Fund and Miscellaneous Provisions Act
• Payment of Gratuity Act and laws concerning to wages

(Can be customized based on Industry/ region)

Module 7: Aspects of Labour Movement

• History and revolution
• Economic protection for its members
• Extending industrial democracy
• Moral and spiritual reform
• Antisocial, damaging monopoly

Module 8: Measure to Strengthen the Trade Union

• Harmony
• No political influence
• Educating labours
• Funds Adequacy
• Welfare activities for labours

Module 9: Purpose of Trade Union

• Supervision of relations
• Settlement of grievances
• Introducing new requirements on behalf of workers
• Collective bargaining and negotiations

Module 10: Process of Labour Relation

• Unionization
• Dispute or conflict condition
• Collective bargaining/ negotiation
• Settlement of contract
• Agreement processing

Module 11: The Theory of Bureaucratic Management by Max Weber

• Elevated division of labour and specialization
• Well-defined hierarchy
• Rationality, Objectivity and Consistency
• The formal and impersonal relations. The power of position vs. individual
• Guidelines and regulations
• Obligations and privileges of the workers
• Guidelines applicable to, and complied by everyone
• Recruitment and Growth depend on technical skills

Module 12: FAQ’s, Case studies and Discussions

• Participate in role plays to ensure first-hand learning
• Opportunity to meet industry veterans, Q&A discussion
• Discuss and review policies that are relevant (Group activity)
• In-depth knowledge of laws and regulations