Essay On Employment Relations

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THE EMPLOYMENT RELATIONSHIP IN INDIA

Employment relations in India are governed by labour legislation passed as in 1923(workmen, 1923). However, the Industrial Dispute Act 1947 is most important and the most litigated of all labour legislation passed so far in India. It has a major important and most litigated of all labour legislation passed so far in India. It has major impact on employment relations and act has been applied for more than five decades.
After decades of implementing a controlled system of economy and a strong legal regimentation, it has now dawned on the people of India to break a new path so to help in process of economic development and re-construction. The new economic policy implement by India has significant directions and has strong impact on the employment relations in the twenty first century.
Legislations effect employment relations. Conversely, four important pieces of legislation have played a major role in influential employment in the work place in India.
1. The Workmen’s Compensation Act 1923,
2. The Industrial Disputes Act 1947
3. The industrial Employment(standing orders) Act 1946 and
4. The Trade Unions Act, 1926.
Involvement of workers in the settlement of disputes and maintance of peace and harmony in the workplace is seen as a distinctiveness in employment relations in India. Instead of discussing conventional industrial and employment relations in India, the trade union are more involved in discussing business, which develop the condition of employment and the state of its employees. There is a cultural progression from being the setting of employment and the condition of its employees. There is cultural advancement from being internationally minded to befitting world minded.
The industria...

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... sector is in firms with fewer than ten employees, compared with only 5 percent in China. Small Indian firms cannot reap economies of scale or exploit the latest technology, and so suffer from lower productivity than if they scaled up, employed more people and were much bigger companies. This cripples Indian firms’ ability to rapidly expand or adjust with changes in global economy, both during early opportunity phase and during economic change.
One exclusion is white collar jobs, where companies have stronger foyer and employees are not unionized, so they have managed to operate freely with a much larger workforce and have been able to lay off a significant portion of their workforce without contravening labour laws. In almost all cases white collar employees are forced to resign under threat of negative recommendations and black-listing with industry associations.
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