Presentation on Collective Bargaining Submitted by- Aman Kumar (128) Karan Kumar (134) Mohammad Asad (144) Rajat verma (502)

Slides:



Advertisements
Similar presentations
Company Code of Conduct. 1.Commercial sustainability by caring for our stakeholders Profits for Sustainable Growth Our Stakeholders: –Customers, trade.
Advertisements

INDUSTRIAL RELATIONS.
Managing Human Resources, 12e, by Bohlander/Snell/Sherman © 2001 South-Western/Thomson Learning Managing Human Resources Managing Human Resources.
Chapter 24 Resolving Disputes. Recap Approaches to Industrial Relations Stakes of parties Role of HR department Trade Unions Why employees join unions.
Labour Relations, Collective Bargaining and Contract Administration
Chapter 24 Resolving Disputes. IR covers 1)Collective bargaining 2)Role of management, unions and government 3)Mechanism of resolving disputes 4)Grievances.
Chapter 11 Organized Labor
Industrial Relations. Meaning Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is used.
Workplace Disputes Topic 4: Human Resources Strategies in human resource management.
Chapter Thirteen Human Resource Management © 2007 The McGraw-Hill Companies, Inc., All Rights Reserved. McGraw-Hill/Irwin Introduction to Business.
Developing harmonious, stable and progressive industrial relations: THE ROLE OF THE VIETNAMESE TRADE UNION MOVEMENT PhD Candidate DONG THI THUONG HIEN.
Unit 4 Area of Study 1.  To achieve an optimum working relationship between employees and management  To focus on using specific strategies to retain,
 Collective bargaining generally includes negotiations between the two parties (employees’ representatives and employer’s representatives).  Collective.
Copyright © 2004 by South-Western, a division of Thomson Learning, Inc. All rights reserved. Chapter 14 LABOR MANAGEMENT RELATIONS.
15-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Working with Organized Labor Chapter 15.
1 Negotiations and Industrial Conflict. 2 Four Subtypes of Bargaining Distributive –Classic Bargaining Integrative –Health and Safety Intraorganizational.
Mgmt 583 Chapter 11: Contract Negotiations Fall 2008.
MGT 4330 Industrial Relations Chapter 10 India. India- Facts Population: $1.2 billion (2nd) GDP : $2 trillion (10th) GDP per capita: $1,592 (140th) Main.
Essential Question What is a labor union and why has membership declined? O RGANIZED L ABOR.
2.7 Employer & Employee Relations
Strategy for Human Resource Management Lecture 29 HRM
INTRODUCTION The term ‘industrial relations’ refers to the collective relations between employers and employees as a group. It underscores the importance.
BA 2204 and BAS 324 Human Resource Management Unions and labor relations Instructor: Ça ğ rı Topal 1.
Meaning & Definition Collective bargaining is concerned with the relations between tarde unions & management. Bargaining is collective because chosen representatives.
Collective Bargaining Overview, Philosophy and Strategy.
Collective Bargaining. Topics to be covered Collective Bargaining Evolution Of Collective Bargaining Types Of Bargaining Collective Bargaining Process.
INDUSTRIAL RELATIONS. Trends in Industrialization-at early stage Loss of freedom Unhygienic working conditions Employment of children Freedom to contract.
Chapter 1 A Framework for Analyzing Collective Bargaining and Industrial Relations McGraw-Hill/Irwin An Introduction to Collective Bargaining & Industrial.
Collective Bargaining. Introduction The term "collective bargaining" was first used in 1891 by economic theorist Sidney WebbSidney Webb Collective bargaining.
 CB is a process of negotiations between employers and a group of employees aimed at reaching agreements  Typical issues covered in a labor contract.
Negotiations Chapter 7 ©2012 Nelson Education Ltd.
Copyright ©2012 by Cengage Learning. All rights reserved Chapter 11 Managing Labor Relations Prepared by Joseph Mosca Monmouth University.
© 2004 by Prentice Hall Terrie Nolinske, Ph.D Working with Organized Labor.
Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Working with Organized Labor Chapter
Chapter Six Collective Bargaining
Union Establishment and Labor Unrest: What Every Employer Doing Business in China Needs to Know December 8 and 9, 2010 Wang Dongpeng Jeffrey Wilson.
Key Terms Trade Unions – terms Arbitration – settlement of a dispute by intervention of a neutral third party Closed shop – an arrangement whereby all.
Organisation Development(OD)
2.7 Employee Relations HL Business Mr Greenbank. Trade Unions Trade unions are organizations of workers that are set up to protect and represent their.
Unions and the collective bargaining process MIR 810 Unions and Collective Bargaining.
© 2005 McGraw-Hill Ryerson Ltd. Chapter 6 Training Employees 1.Discuss how to link training programs to organizational needs. 2. Explain how to assess.
Prof. Hiteshwari Jadeja. Collective bargaining: meaning Collective bargaining is defined as a free and voluntary forum that facilitates negotiation between.
Business Management - Intermediate 2Business Decision Areas © Copyright free to Business Education Network members 2007/2008B111/078 – BDA 1.
UNDERSTANDING LABOUR RELATIONS & HEALTH AND SAFETY.
12 UNION MANAGEMENT RELATIONSHIP.
ROLE OF TRADE UNIONS Submitted to: Submitted by: Ms. Kamalpreet Kaur Sonika (3010) Purvashi (3003) Nidhi (3013) Pratiksha (3016)
Organizing & CB Coverage (2004, in percent) Sweden Finland Denmark Belgium Norway Austria Italy Spain Source:
McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. CHAPTER EIGHT BARGAINING Once a union is organized by a group of employees.
Technology Teams Chapter 2 - Part 1. The Value of Teamwork A team is a group of people who work together toward a common goal. A team is a group of people.
9 Learning Objectives Describe the functions of a department’s personnel management and the laws and regulations influencing fire personnel management.
Human Resource Management Lecture 22 MGT 350. Last Lecture What is stress? What are stressors? Positive and negative stress. Symptoms of stress.(Physiological.
2.7 Employer & Employee Relations
An Introduction to The Process of Collective Bargaining
PERSONNEL POLICY A personnel policy is a total commitment of the organization to act In a specified way while dealing with its employees.
Collective Bargaining
CHAPTER 14 Collective Bargaining and Labor Relations
Instructor: Çağrı Topal
Unit 2 Chapter 11 - Human Resource Management
ENGM 742: Engineering Management and Labor Relations
International Labour Standards on Collective Bargaining: C151 and C154
What is Collective Bargaining?
Learning Objectives TOPIC: Topic 2: Human Resources
COLLECTIVE BARGAINING
COLLECTIVE BARGAINING
Introduction to Collective Bargaining
Meaning, Scope, Objectives and Significance
UNDERSTANDING UNIONIZATION DECISION
Decent Work in the Americas:
Compensation and Benefits
Project DIRECT Final Summary
Presentation transcript:

Presentation on Collective Bargaining Submitted by- Aman Kumar (128) Karan Kumar (134) Mohammad Asad (144) Rajat verma (502)

Topics to be covered  Meaning of collective bargaining.  Objectives of collective bargaining.  Types of collective bargaining.  Levels of collective bargaining.  Principles of collective bargaining.  Essentials for effective collective bargaining.  Factors effecting collective bargaining in India.  Suggestions for effective collective bargaining in India.

Collective Bargaining  “Collective Bargaining is a process in which the representatives of a labor organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee- employer8union relationship”. FLIPPO  In simple words, collective bargaining is a process, a technique or device to protect the interest of the employers and employees to determine the employment conditions, to fix the wage and salary and achieve the objectives of the organization.

Objectives of Collective bargaining  To maintain relations between the management and workers.  To settle disputes/conflicts relating to wages and working conditions.  To ensure the participation of trade unions in industry.  To resolve the differences between workers and management through voluntary negotiation.  To avoid the need of govt. intervention as it is a voluntary process.

Types of collective bargaining 1. Distributive bargaining- It involves the distribution of surplus. Under it, the economic issues like wages, salaries and bonus are discussed. 2. Integrative bargaining- This involves negotiation of an issue on which both parties may gain or at least both parties loses. In this both parties were agree on the agreement which is profitable to both management and workers.

Types of collective bargaining 3. Attitudinal structuring- This involves restructure the trust/faith, friendliness between workers and management. When there are conflicts between workers and management attitudinal structuring is required to maintain smooth industrial relations. 4. Intra-organizational bargaining- This is a type of maneuvering to achieve consensus with the workers and management.

Levels At Which Collective Bargaining Is Undertaken Enterprise Or Plant Level Industry-Cum-Region wide Agreements Sectoral Collective Bargaining At National Level

Principles of collective bargaining Principles for trade unions  Trade unions should have open mind on various issues.  There should not be any confusion or understanding.  Trade unions should explain the terms and conditions of the agreements to their members.  The unions should fully support the managements once some agreement have taken place.  Union leaders should be available for discussions whenever needed by the management.

Principles for management  Management should give proper recognition to trade unions.  Management should accept that labor policy which is acceptable by all their representatives.  Management representatives should be easily accessible to the trade unions.  All types of conflicts should be avoided as possible.

Principles for both union and management  Collective bargaining should be used to know the view points of both the parties.  Both the parties should have trust on each other.  CB is used to find solutions of the conflicts that is acceptable to both parties.  Both the parties should follow all the rules of collective bargaining.  Both the parties should work for the betterment of workers as well as management.

Process of collective bargaining Identification of the problem Preparation for negotiation Negotiation procedure Implementation of contract

Essentials For Successful Collective Bargaining  Trade Union Recognition  Observance of Agreements  Support of Labor Administration Authorities.  Good Faith  Proper Internal Communication

Essentials For Successful Collective Bargaining  Favorable political climate  Willingness to give and take  Fair practices  Positive attitude  Availability of data

Factors effecting Collective bargaining in India  Employers reluctance  Multiple unions  Non-recognition  Weak unions  Political interference  Inadequate interventions.

Suggestion for effective collective bargaining in India  Spread awareness for the betterment of trade unions.  The interference of the political leaders should be avoided.  The government should work for the growth of Collective bargaining.  Each party should understand the viewpoints of the other party.  Both the parties show positive attitude towards each other.