Page 30 - DCOM207_LABOUR_LAWS

Unit 2: Labour Laws, Industrial Relations and Human Resource Management

Human Resource Management: The process of hiring and developing employees so that they Notes
become more valuable to the organization.
Industrial Relations: Industrial relations (or employment relations) is about the dynamics of the
employment relationship between employees and their employers.
Labour Relations: A labor relation is the study and practice of managing unionized employment
situations.
Negotiation: It is a process by which compromise or agreement is reached while avoiding
argument.
Organisation: Organisation is a systematic arrangement of people to accomplish some specific
purpose.
Practitioners: A practitioner is someone who engages in an occupation, profession, religion, or
way of life.
Psychology: The scientific study of the human mind and its functions, especially those affecting
behaviour in a given context.
Strategy: A method or plan chosen to bring about a desired future, such as achievement of a goal
or solution to a problem.

Worker: A person who is employed and work hard.
2.7 Review Questions

1. Discuss the notion of totality.
2. Highlight the factors of the alienation of the worker.
3. Define HRM.
4. “Industrial relations are also a multidisciplinary field that studies the collective aspects of
the employment relationship.” Elucidate.
5. Describe the responsibility of HRM practitioners.
6. Explain the relationship between HRM and IR.
7. What are the basic objectives of IR?

8. Discuss the pluralistic outlook of IR.
9. Throw some light on the negative orientation of labour laws.

10. “Law is a dynamic concept.” Explain.
Answers: Self Assessment

1. False 2. False
3. True 4. True
5. True 6. True
7. False 8. True
9. Industrial Relations 10. Collectivist

11. Individualisation 12. Pluralistic
13. Labour Laws 14. Industrial Relations
15. Controllers 16. HRM

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