Industrial relationship refers to any type of relationship between the employers and the workers of an organization. The industrial relationship can significantly impacts and is impacted by various dealings like determining the wage of the employees, determining working conditions, leave and reward policies and other things. As per the point of view of Doucouliagos et al. (2023), a positive industrial relation between the employers and the workers can help an organization to run and manage its operations smoothly and as a result of it, it becomes easier for the organization to achieve its strategic goals. For this reason, managing industrial relations in considered as an important aspect of managing human resources within an organization. In order to develop and manage positive industrial relationship with the employees, it is important to consider the expectations and interests of the employees while developing human resource policies. Along with that, according to Klerck (2018), an organization needs to provide proper salary or compensation to the employees for valuing their contribution to the growth of the company.
On the other hand, researchers like Harney et al. (2018) think that the working conditions, health and safety, leave rules and the employee motivation techniques need to be effective enough for developing and managing positive industrial relationship with the employees. The study tries to analyze the importance of developing positive relationship with special reference to the car manufacturing industry of the United Kingdom. It has been revealed in studies that majority of the car manufacturing companies in the United Kingdom usually force the labors to achieve their production rates and therefore, the workers in the factories need to manage heavy work pressures. The factory managers usually do not consider the health, safety and the physical and mental wellbeing of the workers while determining working conditions and wage of the workers (Hyman, 2018). As a result of it, it becomes difficult for the car manufacturing companies to maintain a positive industrial relationship with the employees. Such troubled industrial relations between the employers and the workers can often lead to issues like strikes and lockouts.
On the other hand, in some cases, the employee turnover rate of the organization’s can also increase because of ineffective industrial relation between the employers and the employees (Ford and Gillan, 2016). Considering all these facts, it can be said that the car manufacturer companies in the United Kingdom need to make efforts for identifying the needs of the workers related to wage, health and safety, security and work conditions. After that, the managers and leaders of those organizations need to take initiatives for satisfying those needs so that positive industrial relationship can be developed with the workers. In this process, it might become easier for the organizations to run their operations effectively. In this context, the organizations can conduct surveys and interviews with the workers for identifying their expectations from the employers and after that the organization’s can take initiatives for improving their human resource management policies accordingly for improving industrial relationship with the employees.
References
Klerck, G., 2018. Industrial relations and human resource management. In Human Resource Management (pp. 311-334). Routledge.
Hyman, R., 2018. What future for industrial relations in Europe?. Employee Relations.
Doucouliagos, A., Doucouliagos, H. and Stanley, T.D., 2023. Power and bias in industrial relations research. British Journal of Industrial Relations.
Harney, B., Dundon, T. and Wilkinson, A., 2018. Employment relations and human resource management.
Ford, M. and Gillan, M., 2016. Employment relations and the state in Southeast Asia. Journal of Industrial Relations, 58(2), pp.167-182.
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