Human Resources Labour Relations

Human Resources Labour Relations

Audience

This course will primarily focus on Technicians or Employee, Supervisors or Employee Supervisors, and Consultants who may fulfil Line and Staff functions within an organization and makes them aware of avenues of Employee Participation in Activities within an Organization.

The Training will also help Behavioural Changes in Managers and can act as a Refresher Course in the numerous Management Development Programs or the MDP.

Benefits to the Participants

The Business Need has improved Employee Productivity, reduced costs and improved Employee Morale.

Human Resources Labour Relations Course fulfils several hours of MDU (Minimum Determinable Unit) and is very objective in its assessments, ideally training the Employee in the following Management Development Models namely, Administrative, synthesizing where Management Input is Perspective, Methods and Attitudes, as well as the Problem Solving Model where the conversion of Goals impart Resource Motivation in all the cases.

This ensures Employee tackle stages in Learning, Introduction, Growth, Maturity and Saturation while administering the course, generally improving the Morale of the Employee increasing Productivity and Profitability for the organization.

Benefits to Organization

This course is also intended towards Individual Career Development for the Employee in the Organization and leaves the Employee with better Career Planning in Operatives Positioning as well as provides room and scope for better Succession Planning.

Translation by Content and Structure

Translation into Curriculum is done by virtue of Content and Structure.

Content lists topics in the course and the content structure decides its Modules and Credit.

For Content, we have the following topics,

(1) Labour Welfare (India)

(2) Industrial Relations

(3) Organizational Development and Change

Structures, Modules and Credits are listed as under,

Labour Welfare (India)

[A] Evolution of Labour Welfare in India

Historical Development – Five Year Plans – Types of Welfare (Intramural and Extramural) – Women’s Welfare and Labour Laws.

[B] Worker’s Educational Programs in India

Aims and Objectives of Employee Educations in India (CBWE, IIWE) – Contents of Employee Education

[C] Roles and Responsibilities of Welfare Officers

History of Labour Welfare (Royal Commission on Labour Recommendations)

Industrial Relations

[A] Theories of Industrial Relations

Human Relations Theory – Neo-Classical Theories – Human Relations Movement – Pluralistic Theory

[B] Industrial Relations System (IRS)

Objectives – Dunlop’s Model of Industrial Relations (Context, Ideology, Web of Rules)

Organizational Development and Change

[A] What is Planned Change?

Group Dynamics and Planned Change – Survey Research and Feedback – Action Research Model – Sociotechnical and Socio-clinical Approaches (Tavistock)

[B] What is an Organizational Development Process?

Values – Assumptions – Belief

[C] Role of Consultant in an OD Process

Identification of Clients – Presenting Problems – Mini Assessments – Contracts

[D] OD Interventions

Types of Interventions – Team Building – Survey Feedback – Role Analysis – Intergroup Conflict – Techniques in Team Building – Role Analysis Technique – Intergroup Team Building – Third Party Interventions – Organization Mirror – Partnering

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Frequently Asked Questions

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