Laser marking and laser engraving machines they are the same thing? Laser marking and engraving stand often used, improperly, as synonyms while in reality; they refer to two similar processes but of a different nature. The laser beam in both processes imprints an indelible mark on material but the results obtained are different.
Here is the article to explain, How to define the Advantages of Laser Engraving Machines in the Industrial World!
The two processes differ precisely in the interaction with the material; in the marking, we have a process of physical transformation of the surface that generates a change in the permanent shade; while the engraving removes a surface layer of material, vaporizing it and creating an abrasion.
On this site https://www.lasitlaser.com/, you will find various information about the info described in this short article. Let’s analyze the 3 steps through which we “write” with the laser
1) The laser beam hits the surface of the material;
All laser marking or engraving methods have in common that the beam stands pulsed and releases energy at specific intervals. For example, a 100W laser releases 100,000 pulses in one second. Each pulse contains one millijoule of energy and can reach 10,000W of peak power.
To control the amount of energy emitted by the laser it is necessary to adjust the processing parameters. The most important ones are speed and frequency and – at the drawing level – the line spacing. In this way, it is possible to adequately manage the distance between the pulses to obtain the right combination between overlap (overlap) of the pulses and energy concentration.
With laser engraving, the pulses are much closer than with marking. Marking requires less energy than engraving and consequently is faster.
2) The material absorbs the energy of the laser beam;
The surface of the material absorbs and converts only part of the laser pulse energy into heat. For marking to carry out – based on the type of material and marking required; the energy can locally heat the surface of the material, melt it or make it vaporize. The vaporization process stands the one used in the case of engraving.
For a solid-state laser – which emits at a wavelength of 1064 nm; the materials have a different absorption percentage of the laser beam. For example, aluminum absorbs about 5% of it while steel under the same conditions more than 30%. However, the absorption factor is not the only parameter to take into consideration for laser processing. It is necessary to keep in mind the melting temperature of the material itself.
We are in conditions in which a material with a low absorption – such as aluminum for example – but with a low melting temperature (585 ° C) works faster and more easily than a material with higher absorption but at the same time with higher melting temperature, such as steel.
3) The resulting surface determines the effect of the marking;
During the marking process, a localized variation occurs on the surface hit by the laser beam. In this way, the surface roughness is altered and permanent signs are generated; which are the content of the marking: a code, a logo, a graphic.
By varying the laser parameters it is possible to obtain different roughnesses which – for the final marking effect – generate different colors. Where the surface roughness obtained causes the light rays to be reflected at different angles, i.e. in a diffused manner, the marking appears white.
On the other hand, when the surface roughness produces the effect of trapping the light rays, that is, absorbing them, the marking appears black.
Advantages of Laser Engraving Machines in the Industrial World; Image by OptLasers from Pixabay.
Old and New India Industrial Pattern: Indian industries provided all nearby needs as well as empowered India to trade its finished items. Indian fares comprised primarily of fabricates like cotton and silk textures, calicoes, masterful product, silk, and woolen material. The effect of the British association and industrial transformation prompted the rot of Indian handiworks. Here is the explain Patterns of Indian Industrial. Instead, machine-made merchandise began pouring into India. The void made by the rot of Indian painstaking work was not filled by the ascent of the current industry in India in light of the British arrangement of encouraging the import of produces and fare of crude materials from India.
The main highlights of the industrial pattern in India just before planning (1950) were as under:
Lopsided pattern of industry – First Industrial Pattern:
The quirk of the industrial pattern of India was the high grouping of business either in little production lines and family unit undertakings. For example the most reduced size gathering or that there was a high convergence of work in enormous manufacturing plants, for example, the most noteworthy size gathering. The medium size industrial facilities didn’t create in India. The presence of these disproportionate industrial patterns was because of the pioneering idea of our economy. The foreign firms and those claimed by enormous business and industrial magnates were of a huge size coming at the highest point of the pyramid, and at the base were countless indigenous little size firms. The imbalance of the industrial patterns was reflected without the center business visionaries running medium-sized firms.
Low capital Intensity – Second Industrial Pattern:
Another element of the industrial pattern of India was the commonness of low capital intensity. It was the aftereffect of two variables – first, the overall degree of wages in India was low, and second, the little size of the home market on account of the low per capita income and the restricted utilization of large scale manufacturing (or high capital intensity) procedures brought about low capital per laborer utilized.
Composition of Manufacturing yield – Third Industrial Pattern:
There was an underlying lopsidedness in the industrial patterns. For the situation of buyer products, the homegrown stock was more than the interest. The index of the homegrown stockpile of purchaser products was 112 when contrasted with homegrown interest equivalent to 100. In any case, for the situation of maker products, the homegrown supplies missed the mark regarding homegrown interest. The index number of homegrown supplies about interest was 80. This increased our reliance on different nations in the capital merchandise area.
The ends were self-evident. There was an extraordinary requirement for increasing the yield of the firm and intermediate maker products to address the unevenness between their interest and supply. Industrial improvement “isn’t exclusively a cycle of expanding yield to fulfill the rising need made by growing capita incomes; it is additionally a cycle in which existing interest for fabricates is met increasingly for homegrown creation instead of from foreign sources.
So, the industrial plant pattern’s in Indian just before planning was set apart by low capital intensity, restricted improvement of medium-sized manufacturing plant undertakings, and lopsidedness between shopper products and capital merchandise industries. It would be of interest to examine the degree to which the Five Year Plan has endeavored to improve the industrial area patterns, right its imbalance build up the capital products area.
Here is the article on Old and New nine Industrial Pattern During for 5 Year Plans in India.
The pattern of the industrial areas in India has experienced significant changes during the time of planning. We can think about the progressions under the following heads:
Infrastructure:
An impressive extension of the infrastructure of the economy is fundamental for the present-day industrial turn of events. Therefore, efforts were coordinated towards building up essential offices like force, transport, and interchanges in the 5-year plans. Duration of 5 years Plan list:
First Five Year Plan (1951-56)
Second Plan (1956-61)
Third Plan (1961-66)
Fourth Plan (1969-74)
Fifth Plan (1974-78)
Sixth Plan (1980-85)
Seventh Plan (1985-90)
Eighth Plan (1992-97)
Ninth Plan (1997-2002)
Tenth plan (2002-2007)
Increasing Share of Industry in GDP:
We can see the increase in the portion of the industrial area in the GDP over the planning time frame. The administration area is the biggest area of India. Net or Gross Value Added (GVA) at current costs for the administration area assess at 100.46 lakh crore INR in 2019-20. The administration area represents 54.77% of absolute India’s GVA of 183.43 lakh crore Indian rupees. With GVA of Rupees. 50.40 lakh crore, the Industry area contributes 27.48%. While Agriculture and associated area share 17.76%.
According to CIA Fackbook, area shrewd Indian GDP creation in 2017 is as per the following: Agriculture (15.4%), Industry (23%), and Services (61.5%). With the creation of the horticulture movement of $375.61 billion, India is the second bigger maker of farming items. India represents 7.39 percent of all-out worldwide farming yield. India is route behind China, which has $991 bn GDP in the agribusiness area. The gross domestic product of the Industry area is $560.97 billion, and the world position is 6. India’s reality rank is eight in the Services area, and its GDP is $1500 billion.
Hefty and Capital Goods Industries:
To reinforce the industrial base of the economy, the Mahalanobis model offered significance to the advancement of substantial machine-building industries and capital products industries. After the weighty investment in this area, it can’t be rejected that the industrial base of the nation is currently a lot more grounded than it was in 1950-51. Be that as it may, the new patterns are troubling.
Synthetics, Petrochemicals, and Allied Industries:
Prior, the quickest developing area involved industrial gatherings of fundamental metals, metal items, and machinery; however, in the 1980s, the main players were the synthetics, petrochemicals, and associated industries. Metal-based items and machinery items lost their supremacy in industrial development during the 1980s and confronted the possibilities of additional decline later on. The 1980s along these lines mark a huge period in industrial improvement in the country.
The development of the Public Sector:
There was nothing similar to a public area in pre-independent India and all exercises in the industrial area were under the private area. After independence, the public area arose and extended monstrously. At the hour of the beginning of the First Plan, the public area units numbered five with an absolute capital of Rupees 29 crore as it were. Regardless of their shortcomings, it is incorrect to excuse their commitment to the Indian economy as insignificant. PSEs have assumed a significant part in the creation of energizes, fundamental metal industries, non-ferrous metal industries, composts, correspondence hardware, and so forth
Progression:
From the 1990s onwards, the private area investment has increased massively; the private area would now be able to enter practically any field of the monetary and industrial movement. The part of the public area is, consequently, declining.
Purchaser Durables:
The purchaser sturdy products industries have extended quickly because of the strategy of advancement follows by the public authority in the 1980s.
Dawn Industries:
Dawn industry is a slang term for another emerging industry that requires to turn into a solid area. Also, Dawn industries fill quickly in an economy and are probably going to become market pioneers right away. What makes dawn industries effective is a right investment that can give capital appreciation for the time being and consistent returns in the long haul. Dawn industries include banking and finance, retail, medical services, and entertainment.
In India, dawn industries have developed since the time of advancement. As a component of the reform cycle, the Indian telecom area was opened to the private area. The telecom industry, alongside information innovation, banking, retail, entertainment, flight, and accommodation has arisen as the leading dawn industries in India. These territories have obtained a colossal push and show scope for significant development.
Footloose industry:
The footloose industry is an overall term for an industry that can be put in any area without being influenced by variables, for example, assets or transport. These industries regularly have spatially fixed costs; which implies that the expenses of the items don’t change independently of where the item is collected.
They for the most part rely upon crude materials that are light thus can effortlessly ship from somewhere else. Or then again such industries may have generally accessible crude materials, for instance, a pastry shop, or use parts from a wide scope of providers, for instance, the gadgets industry.
Jewels and microprocessors are a few instances of footloose industries. For example, the industry can be sited in any of a few spots, regularly because transport costs are immaterial. Quite possibly the main footloose industries are computing and information innovation; since this industry isn’t attached to any place or wellspring of crude material, and it can pick its own areas.
Normally, a footloose industry will find itself someplace helpful close to significant courses; and, so on where it can likewise pull in the best staff. Footloose industries likewise allude to transnational organizations that utilize individuals in foreign nations at a less expensive rate, than they could in their host nations. In India, footloose industries have arisen in the areas of metals and minerals, computing and information innovation, and so forth.
What Pattern is the technique or Strategy for Industrial Development and Growth?
The industrial area should develop at more than 10% to accomplish the objective development; the pace of 8 percent development for GDP during the Tenth Plan time frame. The industry will, nonetheless, need to confront more grounded international rivalry as a result of the expulsion of quantitative limitations on imports since April 2001. Besides, divestment in broad daylight ventures will bring about a consistent increase in the part of the private undertaking. Above we are read it Nine Industrial Patterns of India; The Tenth Plan must, therefore, center around creating an industrial arrangement climate helpful for productive and serious activities.
A decrease of projective duty obstructions will progressively use to upgrade the serious capacity of the industrial endeavor. Additionally, the arrangement of advancement should make more unavoidable and a portion of the unwieldy administrative component that continues to persevere should be destroyed. Thirdly, the 10th Plan should likewise guarantee that strategies encouraging the business intensive limited scope area sought after. Nonetheless, there is a need to survey and rewind a portion of the reservations of items for the limited scale area. Fourthly, the private endeavor should likewise willingly and consistently gear itself to a climate of rivalry. Seeking strategy measures for the elimination of rivalry will nullify the upsides of the advancement strategy structure.
Old and New Industrial Pattern During for 5 Year Plans in India; Image from Pixabay.
The concept of industrial relations is explaining their scope and IR has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labor. In its wider sense, industrial relations include the relationship between an employee and an employer in the course of the running of an industry and may project it to spheres, which may transgress to the areas of quality control, marketing, price fixation and disposition of profits among others. Also, learn the Importance of Industrial Relations.
Learn and Study, What is the Scope of Industrial Relations?
The term industrial relations has a broad as well as a narrow outlook. Originally, industrial relations broadly define to include the relationships and interactions between employers and employees. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labor) relations. Now its meaning has become more specific and restricted.
Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labor-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers.
The scope of industrial relations is quite vast.
The main issues involved here include the following:
Collective bargaining.
Machinery for settlement of industrial disputes.
Standing orders.
Worker’s participation in management, and.
Unfair labor practices.
Definition and Scope of industrial relations:
The ultimate aim of any human activity at the socio-economic level should be the minimal use of available resources in achieving the maximum economic and social results, i.e. to be increasingly productive. The productivity of capital, machines, and resources other than human resources can be improved in various ways.
But improving the productivity of human resources is a complex and onerous task, for the simple reason that “labor” stands for both an individual human being and a group of individuals with different perceptions about productivity, motivation and attitudes, and with different needs. In organizations, individuals do not operate in isolation. They interact and react collectively to various issues in which management has an interest, including productivity.
Thus productivity improvement extends beyond the domain of the management of workers and becomes a labor-management or industrial relations issue to be negotiated, settled and implemented jointly by the management and the union. Productivity improvement as an industrial relations issue thus acquires a greater significance in all enterprises where the employees are organized.
“Industrial relations” broadly means the relations arising out of employment. In this broad sense, it covers the area of personnel management or human resources management and labor-management relations or labor relations. In its narrower sense, it refers only to the relations between management and the unions. And in its popular usage, it refers only to labor-management relations.
More things…
Industrial relations in organizations is the total of the management’s attitude to labor and of labor’s attitude to management’s policies and practices that affect the interests of the employees. Industrial relations are, basically, interactions between management and union(s). They involve continuous dialogue between the two sides on various issues of common interest; through such dialogues, the two sides shape each other’s attitudes.
The approach, methods, strategies, and techniques, etc., of management in achieving the desired objectives vary from one organization to another. This is especially true about productivity improvement through industrial relations. It is, therefore, primarily the responsibility of management to develop industrial relations with workers and the unions to promote productivity continuingly.
Another scope of Industrial Relations:
Based on the above definitions, the scope of Industrial Relations can easily be delineated as follows:
Labor relations, i.e., relations between labor union and management.
Employer-employee relations i.e. relations between management and employees.
The role of various parties’ viz., employers, employees, and state in maintaining industrial relations.
The mechanism of handling conflicts between employers and employees, in case of conflicts, arise.
The main aspects of industrial relations can be identified as follows:
Promotion and development of healthy labor-management relations.
Maintenance of industrial peace and avoidance of industrial strife.
Industrial relations refers to processes and outcomes involving employment relationships. Importance of Industrial Relations for Employees and Employers. Frequently the term used in a narrower sense, for employment relationships involving the collective representation of employees in the form of a labor union or employee association, especially in the United States.
Learn and Study, What is the Importance of Industrial Relations?
At the other extreme, industrial relations has been defined by Thomas A. Kochan, in his book Collective Bargaining and Industrial Relations, as “all aspects of people at work,” but there are some aspects of people at work that entail highly technical subjects (e.g., industrial hygiene, ergonomics) which are not normally regarded as falling within the mainstream of industrial relations study. Also, learn the Importance of Employee Relations.
4 Importance of Industrial Relations:
The following industrial relations 4 importance below are;
Increased Productivity: With amicable industrial relations both the workers and managers continue to work on their respective position and contribute towards the overall productivity of the firm. Thus, IR ensures the continuity of production.
Reduced Industrial Disputes: An effective IR helps in the reduction of industrial disputes as both the management and the workers maintain harmonious relations with each other and work in unison towards the accomplishment of production objectives.
Increased Morale: The peaceful industrial relations boost the moral level of the employees as they feel that their interest coincides with that of the employer’s, and their efforts will result in the overall profitability of the firm.
Minimization of Wastage: A good IR ensures reduced wastage as the resources – Man, Machinery, Material are fully utilized and are effectively contributing towards the overall productivity of the firm.
More importance;
The significance of good industrial relations in any country cannot ones emphasize. Good industrial relations are necessary for the following reasons.
To help in the economic progress of a country. The problem of an increase in productivity is essentially the problem of maintaining good industrial relations. That is why they form an important part of the economic development plan of every civilized nation.
To help in to establish and to maintain true industrial democracy this is a prerequisite for the establishment of a socialist society.
They help the management both in the formulations of informed labor relations policies and in their translation into action.
To encourage collective bargaining as a means of self-regulation. They consider the negotiation process as an educational opportunity a chance both to learn and to reach.
To help the government making laws forbidding unfair practices of unions and employers. In climate good industrial relations every party works for the solidarity of worker’s movement. Unions gain more strength and vitality. There is no inter-union rivalry.
Employees give unions their rightful recognition and encourage them to participate in all decisions. Unions divert their activities from fighting and belligerence to increase the size of the distribution and to make their members more informed (workers education) on vital issues concerning them.
To boost the discipline and morale of workers. Maintenance of discipline ensures orderliness. Effectiveness and economy in the use of resources. On the other hand, lack of discipline means waste, loss, and confusion. It also means insubordination and non-co-operation.
Industrial relations are eventually human relations, therefore, the same basis of human psychology prevails in the field of industrial relations, and the efficiency of an industry is directly related to the quality of the relationship, which is being built up amongst the individuals who work together.
Importance of Industrial Relations for Employees and Employers:
Industrial relations usually imply good and positive relations between employees and employers. The good Industrial Relations help run an industry effectively and successfully, i.e., the desideratum of the day. Top 5 importance of Industrial Relations can imbue with the multiplicity of justifications.
To mention, good Industrial Relations help:
Foster Industrial Peace:
Under the mechanism of Industrial Relations, both employees and managers discuss the matter and consult each other before initiating any actions. Doubts, if any, in the minds of either party are removed. Thus, unilateral actions that prop confusion and misunderstanding disappear from the scene. In this way, Industrial Relations helps create a peaceful environment in the organization. Peace, in turn, breeds prosperity.
Promote Industrial Democracy:
Industrial democracy means the government-mandated worker participation at various levels of the organization about decisions that affect workers. It is mainly the joint consultations, that pave the way for industrial democracy and cement relationships between workers and management. This benefits them both. The motivated workers give their best and maximum to the organization, on the one hand, and share their share of the fruits of organizational progress jointly with management, on the other.
The benefit to Workers:
Industrial Relations benefits workers in several ways. For example, it protects workers against unethical practices on the part of management to exploit workers by putting them under inhuman working conditions and niggardly wages. It also provides a procedure to resolve workers’ grievances relating to work.
The benefit to Management:
Industrial Relations protects the rights of managers too. As and when workers create the problem of indiscipline, Industrial Relations provides managers with a system to handle employee indiscipline in the organization.
Improve Productivity:
Experiences indicate that good industrial relations serve as the key to increased productivity in industrial organizations. Eicher Tractors, Alwar represents one such case. In this plant, productivity went up from 32 percent to 38 percent between 1994 and 1997. This increase attribute to the peaceful IR in the plant.
Similar other success stories abound in the country. As reported by V.S.P. Rao, Sundaram Fasteners (A TVS group company which begged the prestigious GM award for the fourth successive year in 1999 as a quality supplier of radiator caps) well knows for zero breakdowns, zero accidents, and zero defects. The company did not lose even a single day due to strike. The per-employee productivity is comparable to the best in the world. One study rates the company among the 20 most competitive companies in Asia.
Importance of Industrial Relations for Employees, Image from Online.
Industrial relations are the relationships between employees and employers within organizational settings. The field of industrial relations looks at the relationship between management and workers, particular groups of workers represented by a union. This article explains Industrial Relations by their meaning and different definition; Industrial relation is the interactions between employers, employees and the government, and the institutions and associations through which such interactions mediate. Also learn, Know What is Employee Relations?
Learn and Understand, Do You know what is Industrial relations? Meaning and Definition.
The term industrial relation has a broad as well as a narrow outlook. Originally, industrial relations broadly define to include the relationships and interactions between employers and employees. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labor) relations. Now its meaning has become more specific and restricted.
Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labor-management relations; while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers.
The meaning of Industrial relations; IR is a multidisciplinary field that studies the employment relationship. Industrial relations are increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move sometimes sees as further broadening of the human resource management trend. Indeed, some authors now define human resource management as synonymous with employee relations.
Other authors see employee relations as dealing only with non-unionized workers, whereas labor relations see as dealing with unionized workers. Also know more, Industrial relation studies examine various employment situations, not just ones with a unionized workforce. However, According to Bruce E. Kaufman;
“To a large degree, most scholars regard trade unionism, collective bargaining and labor-management relations, and the national labor policy and labor law within which they are embedded, as the core subjects of the field.”
Definition of Industrial Relations:
After, their meaning they define their definition of industrial relations according to different authors below are;
“Employer-employee relationships that are covered specifically under collective bargaining and industrial relation laws.”
According to Dale Yoder’,
“IR is a designation of a whole field of relationship that exists because of the necessary collaboration of men and women in the employment processes of Industry.”
In the opinion of V. B. Singh;
“Industrial relations are an integral aspect of social relations arising out of employer-employee interaction in modern industries which are regulated by the State in varying degrees, in conjunction with organized social forces and influenced by the existing institutions. This involves a study of the State, the legal system, and the workers’ and employers’ organizations at the institutional level; and of the patterns of industrial organization (including management), capital structure (including technology), compensation of the labor force, and a study of market forces all at the economic level.”
Encyclopedia Britannica defined IR more elaborately as;
“The concept of industrial relations has been extended to denote the relations of the state with employers, workers, and other organizations. The subject, therefore, includes individual relations and joint consultation between employers and workers at their places of work, collective relations between employers and trade unions; and the part played by the State in regulating these relations.”
As the name implies, Industry Relations comprises of two words, Industry, and Relations. Where industry covers the production activity in which the group of workmen engages; while the relations show the relationship between the management and the workers within the industry. IR plays a significant role in today’s working scenario where the harmonious relationship between the employers and employees needs to have an uninterrupted production.
Industrial Relations mainly cover the following:
Regulatory body to resolve industrial disputes.
Collective Bargaining.
The role of management, unions, and government.
Labor Legislation.
Worker’s Grievance Redressal system.
Disciplinary policy and practice, and.
They give Training.
The relationships which arise at and out of the workplace generally include the relationships between individual workers; the relationships between workers and their employer and the relationships between employees. Also learn, What is the Importance of Employee Relations? The relationships employers and workers have with the organizations form to promote their respective interests; and, the relations between those organizations, at all levels.
Industrial relation also includes the processes through which these relationships express (such as, collective bargaining, workers’ participation in decision-making, and grievance and dispute settlement); and, the management of conflict between employers, workers and trade unions, when it arises.
Do you know what is Industrial Relations? meaning and definition. Image from Online.
Learn and Understand, Do you Know What are Employee Relations?
Employee Relations, An organization can’t perform only with the help of chairs, tables, fans or other non-living entities. It needs human beings who work together and perform to achieve the goals and objectives of the organization. The human beings working together towards a common goal at a commonplace (organization) are called employees. In fact, the employees are the major assets of an organization. Also learn, Employee and Industrial Relations, Do you Know What are Employee Relations?
“The success and failure of any organization are directly proportional to the labor put by each and every employee.” The employees must share a good rapport with each other and strive hard to realize the goal of the organization. They should complement each other and work together as a single unit. For the employees, the organization must come first and all their personal interests should take a back seat.
Definition of Employee Relations:
“Communications between management and employees concerning workplace decisions, grievances, conflicts, problem resolutions, unions, and issues of collective bargaining.”
According to the Chartered Institute of Personnel Development, the use of industrial relations to describe workplace relations is no longer as prevalent, due to the widespread deindustrialization of developed economies and declining union membership. Instead, employers now use the term “employee relations,” which refers to relationships that exist in both unionized and nonunionized workplaces. Employers hope to manage employee relations successfully with each respective individual, as a means to raise morale and productivity.
Employee relations is your company’s structure of managing the rapport between the bosses and the staff. “Well in that case, what is the difference between HR and employee relations?”
That’s an easy one, employee relations are just one facet of the role of HR. HR is an umbrella term which includes tasks such as payroll, updating employee databases and many more responsibilities – one of these being managing ER.
Our knowledge of how important ER is has helped us shape how we make our HR software. Features such as letting an employee clearly keep track of their staff benefits and tools to let their workers get to know more about them are all in place to create a happier workplace.
Better Understand, What are Employee Relations?
Every individual shares a certain relationship with his colleagues at the workplace. The relationship is either warm, so-so or bad. The relationship can be between anyone in the organization – between co-workers, between an employee and his superior, between two members in the management and so on. It is important that the employees share a healthy relationship with each other to deliver their best performances.
An individual spends his maximum time at the workplace and his fellow workers are the ones with whom he spends the maximum hours in a day. No way can he afford to fight with his colleagues. Conflicts and misunderstandings only add to tensions and in turn, decrease the productivity of the individual. One needs to discuss so many things at work and needs the advice and suggestions of all to reach a solution which would benefit the individual as well as the organization.
No individual can work alone. He needs the support and guidance of his fellow workers to come out with a brilliant idea and deliver his level best.
Employee relations refer to the relationship shared among the employees in an organization.
The employees must be comfortable with each other for a healthy environment at work. It is the prime duty of the superiors and team leaders to discourage conflicts in the team and encourage a healthy relationship among employees.
Life is really short and it is important that one enjoys each and every moment of it. Remember in an organization you are paid for your hard work and not for cribbing or fighting with each other. Don’t assume that the person sitting next to you is your enemy or will do any harm to you. Who says you can’t make friends at work, in fact, one can make the best of friends in the office. There is so much more to life than fighting with each other.
Observation says that a healthy relationship among the employees goes a long way in motivating the employees and increasing their confidence and morale. One starts enjoying his office and does not take his work as a burden. He feels charged and fresh the whole day and takes each day at work as a new challenge. If you have a good relationship with your team members you feel going to office daily. Go out with your team members for a get together once in a while or have your lunch together. These activities help in strengthening the bond among the employees and improve the relations among them.
An employee must try his level best to adjust to each other and compromise to his best extent possible.
If you do not agree with any of your fellow worker’s ideas, there are several other ways to convince him. Sit with him and probably discuss with him where he is going wrong and needs a correction. This way he would definitely look up to you for your advice and guidance in future. He would trust you and would definitely come to your help whenever you need him. One should never spoil his relations with his colleagues because you never know when you need the other person.
Avoid using foul words or derogatory sentences against anyone. Don’t depend on lose talk in office as it spoils the ambiance of the place and also the relationships among the employees. Blame games are a strict no-in office.
One needs to enter his office with a positive frame of mind and should not unnecessarily make issues out of small things.
It is natural that every human being cannot think the way you think, or behave the way you behave. If you also behave in the similar way the other person is behaving, there is hardly any difference between you and him. Counsel the other person and correct him wherever he is wrong.
It is of utmost importance that employees behave with each other in a cultured way, respect each other and learn to trust each other. An individual however hardworking he is, cannot do wonders alone. It is essential that all the employees share a cordial relation with each other, understand each other’s needs and expectations and work together to accomplish the goals and targets of the organization.
Learn about the difference employee industrial relations. Understand the significance of interpersonal dynamics and employer-worker relationships in organizations. Define Employment relations, distinguish between the terms “industrial relations” and “employee relations” and identify the different disciplinary inputs which comprise the study of employment relations. The term employee relations lays stress upon the processes of interpersonal relationships among individuals as well as the behavior of individuals as members of groups. The term industrial relations use widely in industrial organizations and refers to the relations between the employers and workers in an organization, at any specifies time. Also, learn and Understand Entrepreneurship Theories and Empirical Research.
Learn, What is the Difference Between Employee and Industrial Relations?
Thus, while the problem of employee relations are personal in character and are relate to the behavior of individuals where moral and social element predominate, the term industrial relation is comprehensive covering human relations and the relations between the employers and workers in an organization as well as matters regulated by law or by specific collective agreement arrived at between trade unions and the management. Roles of HR Management in Organizations on Difficult Times.
However, the concept of industrial relations has undergone a considerable change since the objective of evolving sound and healthy industrial relations today is not only to find out ways and means to solve conflicts or resolve difference but also to secure unreserved cooperation and goodwill to divert their interest and energies toward the constructive channel.
The problems of industrial relations are, therefore, essentially problems that may solve effectively only by developing in conflicting social groups of an industrial undertaking, a sense of confidence, dependence, and respect and at the same time encouraging them to come closer to each other for removing misunderstanding if any, in a peaceful atmosphere and fostering industrial pursuits for mutual benefits.
Employment relations in general:
Employment or human relations cover all types of interactions among employees such as cooperative efforts, interpersonal and group relationships. The purpose of employment relations is to deal with the people, the business employees, and the issues arising from their employment. Acquiring, developing, maintaining, and motivating staff in all aspects that are cover by the employment relations area. Employment relations are necessary as the employee is the most important part of a business and turn it either into a successful unit or drive it to catastrophe.
‘Industrial relations‘ is generally understood to refer to the relationship between employers and employees collectively. The term is no longer widely used by employers but summons up a set of employment relationships that no longer widely exist, except in specific sectors and, even there, in modified form. What is an e-HR (Electronic Human Resource)?
The term ‘employee relations‘ conceived as a replacement for the term ‘industrial relations‘ but its precise meaning in today’s workplaces needs clarification. Business managers have come to recognize that their employees are the most important part of a business and through effective management, a business can gain a competitive advantage.
The skills, knowledge, and creativeness of employees is the main potential that a business has over its competitors, and thus the realization that the employee has the most influence over important aspects such as its profitability, competitiveness, and adaptability has led to the idea that managing these human resources to develop their maximum capabilities.
Human resource management or employee relations is the process of finding the people the business needs, developing their skills, knowledge, talents, careers. Motivating and maintaining their commitment to the business.
History;
The turn from industrial relations to employee relations can spot on several different dimensions. From a peak of some 12 million-plus, union membership has fallen to around 7 million today. Between 1980 and 2000, the coverage of collective agreements contracted from over three-quarters to under a third of the employed workforce.
The Workplace Employment Relations Survey (WERS) 1998 showed that union officials spent most of their time not on negotiating pay and conditions but in supporting grievances on behalf of individual members. Even where collective bargaining continues, its impact on the exercise of management discretion was greatly diminishing.
Industrial relations:
Became inevitably associated with trade unions, collective bargaining, and industrial action;
Had too strong a tendency to view the world of work as synonymous with the heavy extractive and manufacturing sectors of employment, sectors which were dominated by male manual workers working full-time and which are in decline in nearly all developed economies.
Using the term employee relations enables the adoption of a broader concept that:
Encompasses the now dominant service sector which, in many developed countries, now employs more than 70 percent of the workforce, and the changes in the composition of the labor force such as more women working and more part-time, temporary and fixed-term contracts;
Include non-union as well as union scenarios and relationships.
The meaning of employee relations with employers:
Some broad conclusions emerging from research are:
Employee relations can see primarily as a skill-set. Or a philosophy, rather than as a management function or well-defined area of activity.
Despite well-publicized instances of industrial action, the emphasis on employee relations continues to shift from ‘collective’ institutions. Such as trade unions and collective bargaining, to the relationship with individual employees.
The ideas of ’employee voice’ and the ‘psychological contract’ have been accepted by employers. Reflected in their employee relations policies and aspirations.
Employee relations skills and competencies are still seen by employers as critical to achieving performance. Benefits through a focus on employee involvement, commitment, and engagement.
Employee relations sees as strategic in terms of managing business risk. Both the downside risk of non-compliance with an expanding body of employment law. The upside risk of failing to deliver maximum business performance.
Nearly two-thirds of unionized employers regard the relationship between management and unions as either positive or very positive.
Public sector managers are more likely than those in the private sector to see union influence as strong. With, almost three-quarters reporting union influence as significant or very significant.
Disciplinary inputs of employment relations:
Many national labor laws contain provisions on the employment relationship. Despite certain similarities, however, not all national labor laws provide exhaustive or equal coverage of the subject. Some provisions deal with the regulation of the employment contract as a specific contract. Its definition, the parties, and their respective obligations. Other provisions are intending to facilitate
recognition of the existence of an employment relationship and prescribe administrative and judicial mechanisms for monitoring compliance. In general terms, the employment relationship creates a legal link between a person who performs work. The person for whose benefit the work is performed in return for remuneration. Under certain conditions established by national law and practice.
The determination of the existence of an employment relationship should guide by the facts of what was agree upon. Perform by the parties, and not on how either or both of the parties describe the relationship. This knows in law as the principle of the primacy of fact. The legislation adopts in some countries since the end of the twentieth century contains provisions refocusing.
Extra knowledge;
The employment relationship to extend the scope of the law and hence its protection to new categories of workers; to combat disguised or fraudulent employment relationships and improve compliance with the law, and to ease the burden of proof on the worker in particular. When seeking to prove the existence of an employment relationship in a given case.
To conclude, employment relations involve the body of work concerned with maintaining employer-employee relationships. That contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations.” Why is the Need Entrepreneurship for Small Business?
Parallel to this regulatory response to the growing concern at the lack of protection for workers. Who are in fact in an employment relationship which might be ambiguous or disguise? There has also been a continuing tendency in case law to apply. The traditional approach to the employment relationship to new and complex situations.
