Comments on: Are Industrial Relations Skills Relevant Today

By: Sudhir Kulkarni

Sudhir Kulkarni — Sun, 09 Jul 2023 13:37:11 +0000

Thanks Vivek ji for your erudite analysis of the Topic, though pointwise response to the questions.
I particularly agree that IR seemed to assume “Adversarial Relationship” may be promoted consciously or otherwise both by the TUs and IR fraternity. Don’t know whether the players viewed as an Existential Need. Little surprise that Dialogue git replaced by Negotiation and Harmonious Relationship with Settlements.
As you mentioned IR has not and cannot die, as it is basic to Employer and Employee Relationship, its form and texture may change with changing situations. Not internalising value of this Relationship or letting exploitation of one by the other would drive home the need for IR
Liked your concise observations.

By: Amar Shinde

Amar Shinde — Wed, 05 Jul 2023 05:28:35 +0000

Sir,
You gives new dimensions to the subject of the article.
Loves to read your blogs.

By: Aravamudhan

Aravamudhan — Sun, 02 Jul 2023 11:14:13 +0000

I do not agree that IR has ceased to be
relevant now , Owing to the the Dynamic
Changes in the Business Scenario, the
Traditional adversarial and confrontational
IR needs to be replaced with
Collaborative and Commonality Of Approach. Both the Key Stake Holders
can afford disruption.
IR need to shift from Employer/ T. Union
Relationships to Employer / Employee
Relation. We need to transform from
Reactive IR to Proactive ER.
I strongly feel HR is the Proactive IR, and
IR is the Reactive HR.
It is also a matter for Concern that in the
absence of Matured TU Leadership
and strong Internal Union, Free Lance
Unions with local Leaders tend to emerge
which will be counter productive.

By: AravamudhN

AravamudhN — Sun, 02 Jul 2023 11:09:32 +0000

I do not agree that IR has ceased to be relevant now , Owing to the the Dynamic
Changes in the Business Scenario, the Traditional adversarial and confrontational
IR needs to be replaced with
Collaborative and Commonality Of Approach. Both the Key Stake Holders can afford disruption. IR need to shift from Employer/ T. Union Relationships to Employer / Employee Relation. We need to transform from Reactive IR to Proactive ER.
I strongly feel HR is the Proactive IR, and IR is the Reactive HR.
It is also a matter for Concern that in the absence of Matured TU Leadership and strong Internal Union, Free Lance
Unions with local Leaders tend to emerge which will be counter productive.