Useful presentation on HRD approach to Industrial Relations by the students of University of Mysore.

1. By ,
Chandrashekar . M
Ananya . M
Apoorva Lakshman
4th Semester MBA

2. Introduction
 Human Resource Development (HRD) is the framework for
helping employees develop their personal and organizational
skills, knowledge, and abilities.
 Industrial Relations or IR shows the relationship between the
management and the workmen within the industry and the role
of a regulatory body to resolve the industrial disputes.

3. HRD Approach to Industrial
Relations
 Its recognizes employees as the greatest assests in an
organization , believes that they can be developed to unlimited
extent with proper incentives , atmosphere and treatment.
 The methodology used in HRD Approach includes diagnosis of
the problem and designing interventions to bring about
necessary changes.

4. HRD Approach to Industrial
Relations
 HRD generally covers subsystems such as:
- Training & Development
- Counselling
- Performance Appraisal
- Career Planning
 HRD looks at human beings with more insight and increased
sensitivity.
 HRD advocates core values such as:
- Human Dignity
- Positiveness
- Openness
- Flexibility and Family Feelings
 HRD Approach is Proactive and not Reactive.

5. HRD Approach at Individual
Level
 Formal and Informal grievance handling.
 Suggestion schemes
 Recognition of merit
 Workplace communication
 Counselling

6. HRD Approach at organizational
level
 Mission and objectives
 Healthy interaction with trade union
 Goal setting through mutual discussions.
 Participative forums
 Effective communication processes and team working.
 Reduction of Red tapism

7. Conclusion
HRD is important to develop strong industrial relations and to
motivate workforce.
Effective HRD helps to avoid conflicts and create healthy
environment.