Industrial Relations or Labour relations, is an expression used not only for relationships between employers and Trade Unions,

but also for those involving Government with the aim of defining policies, facing labour problems Concept of Technological Change Technology is an instrument of development. Affects various aspects of economic and social life. Types of Technological ChangesRationalisation & Automation Rationalization implies a basic change in the structureand control of industrial activities. Its techniques canbe applied to methods, material and men.In Automation, technology itself controls theoperations. The machine provides data from itoperations and feeds it back to its own controls whichgoverns the production process. Implementation of Rationalizationand automation in India To Increase productive efficiencyVast surplus of Labor after II World WarSafeguards by Labor Ministry and PlanningCommissionFixing the work load-Stopping fresh Recruitment-Offering higher wages-Voluntary Retirement-Sharing of gains

Impact of Technological Change NEGATIVE IMPACT Impact on employment Redundancy Occupational Adjustment Allocation of gains Transfer & Retraining Problems Resistance to change- Strikes,Absenteeism, resignations etc. Job Satisfaction Worker & Union Reations Changes in job content therebycreating new jobs to replace oldones Fitting new jobs into the existingincentive scheme POSITIVE IMPACT

Labour saving Improves level of earnings Higher productivity

Reduction in cost and increase in benefits Product standardization

Rapid state of technological change is creating vigorous controversy and problems indifferent functional areas of management especially in the domain of Industrial Relation. The two major concerned factors are: 1. The impact of technological change on levels o f employment and the nature of skills. 2. The growing resistance of trade unions to technological changes.

http://www.scribd.com/doc/80476920/2nd-Labour-Commission-Report-2002-Ammendment-2010 recommendations

The recommendations of the Commission consists of the chapters, namely 1). The terms of the reference of the Commission 2).Introductory review, 3).Industrial Development and Progress after independence, 4).Impact of globalisation - in comparison with neighbouring countries, 5).Approach to review laws, 6).Review of laws, 7).Unorganised sector, 8).Social security, 9).Women and Child labour, 10).Skill development, 11).Labour administration, 12).Other matters. Major were I - General Recommendations

1. 2.

Flexibility in the hours of work per week and compensation for overtime. 6. Existing set of labour laws should be broadly grouped into four or five groups of laws pertaining to:

(i) Industrial relations (ii) Wages (iii) Social security (iv) Safety (v) Welfare and working conditions and so on

3. Further the Commission recommended that it would be logically to keep all the supervisory personnel, irrespective
of their wages / salary, outside the rank of worker and keep them out of the purview of labour law meant for workers II Industrial Relations and Trade Unions 1. It is necessary to provide minimum level of protection to managerial and other (excluded) employees too against unfair dismissal or removal. Commission has recommended to the withdrawal of Essential Services Maintenance Act. Every establishment shall establish a grievance redressal committee consisting of equal number of workers and employers representatives. Prior permission is not necessary in respect of lay-off and retrenchment in an establishment of any employment size. Workers will however be entitled to 2 months notice or notice pay in lieu of notice, in case of retrenchment. Establishment employing 20 or more workers should have Standing Order or Regulatio

2. 3. 4. 5.

III - Contract Labour/Casual Temporary Workers (i) The Commission has recommended that contract labour shall not be engaged for core production / service activities. (ii)The Commission would recommend that no worker should be kept continuously as a Casual or temporary worker against a permanent job for more than 2 years. iV - Wages (i) The Commission recommends that every employer must pay each worker his one-month's wage, as bonus before an appropriate festival, be it Diwali or Onam or Puja or Ramzan or Christmas. ii) There should be a national minimum wage that the Central Government may notify. This minimum must be revised from time to time. V - Working Conditions, Service Conditions etc e) No exemptions like EPZ or SEZ from labour laws. f) Appropriate government may be empowered to grant exemptions on case to case basis. g) Establishment having a man power over a specified limit must provide for a canteen. h) Other refreshment facilities exclusively based on gender be provided. Irrespective of number of women workers, a creche should be provided VI - Social Security i) Our Commission accepts the need to consider social security as a fundamental human right. The management of ESI Scheme should be professionalized A provision be made for Payment of Educational Allowance to all employees. - Other Recommendations Recommendations on women & child labour : Recommendations on skill development : Labour Administration Workers participation in management Employment scenario in the country : Review of wages and wage policy : Labour statistic and research work :

Ilo he International Labour Organization (ILO) is a United Nations agency dealing with labour issues, particularly international labour standards and decent work for all. Almost all (185 out of 193) UN members are part of the ILO.
The International Labour Organization is the specialised agency of the United Nations which seeks the promotion of social justice and internationally recognised human and labour rights. The ILO formulates international labour standards in the form of Conventions and Recommendations, setting minimum standards of basic labour rights.

STRATEGIC OBJECTIVES:
The four strategic objectives of the ILO are: Promote and realize fundamental principles and rights at work Create greater opportunities for women and men to secure decent employment and income Enhance the coverage and effectiveness of social protection for all Strengthen Tripartism and Social Dialogue

These are supported by 16 operational objectives cutting across the mandate of the Organization which are implemented through In-focus programmes.

MAJOR FUNCTIONS:
formulate international policies and programmes aimed at promoting fundamental human rights, improving living and working conditions and developing employment opportunities Establish international labour standards aimed at directing national action towards the implementation of fundamental principles and rights at work Develop a wide technical cooperation programme at the international level Implement training, education, research and publication programmes in support of other means of action.

http://www.authorstream.com/Presentation/Yadds.1999-1519218-ilo/ http://www.slideshare.net/lifelongelearning/introduction-to-the-ilo-presentation http://www.slideshare.net/SachinKharecha/ilo-ppt

The membership of the ILO is governed by its Constitution which lays down the rules and procedures for membership. For this purpose please consult www.ilo.org/public/english/about/ilicons

The Members of the International Labour Organization shall be the States which were Members of the Organization on 1 November 1945 and such other States as may become Members in pursuance of the provisions of paragraphs 3 and 4 of this article. Membership 3. Any original member of the United Nations and any State admitted to membership of the united nations by a decision of the general assembly in accordance with the provisions of the charter may become a member of the International Labour Organization by communicating to the director-general of the international labour office its formal acceptance of the obligations of the constitution of the International Labour Organization. 4. The General Conference of the International Labour Organization may also admit Members to the Organization by a vote concurred in by two-thirds of the delegates attending the session, including twothirds of the Government delegates present and voting. Such admission shall take effect on the communication to the Director-General of the International Labour Office by the government of the new Member of its formal acceptance of the obligations of the Constitution of the Organization. 5. No Member of the International Labour Organization may withdraw from the Organization without giving notice of its intention so to do to the Director-General of the International Labour Office. Such notice shall take effect two years after the date of its reception by the Director-General, subject to the Member having at that time fulfilled all financial obligations arising out of its membership. When a Member has ratified any international labour Convention, such withdrawal shall not affect the continued validity for the period provided for in the Convention of all obligations arising thereunder or relating thereto. Withdrawal 6. In the event of any State having ceased to be a Member of the Organization, its readmission to membership shall be governed by the provisions of paragraph 3 or paragraph 4 of this article as the case may b