GOOD
GOVERNANCE
Group 5 & 6 2025
Table of
Contents
• 1. Employee and Industry relations
• 2. Employee relations Vs Industry relations
• 3. Compliance and Commitment
• 4. Cooperation and Conflict in industry
Employee Relations
& Industrial Relations
What Are Employee Relations (ER) and Industrial
Relations (IR)?
- Employee Relations (ER): Focuses on individual
relationships between employees and employers.
- Industrial Relations (IR): Deals with collective
relationships between management and employee
groups (unions).
Importance of
Employee &
Industrial Relations
- Promotes workplace harmony
- Increases productivity and
morale
- Reduces conflicts and legal
issues
- Ensures compliance with labor
laws
Key Elements of
Employee
Relations
• 1. Communication – Open and transparent
workplace dialogue
• 2. Employee Engagement – Motivation,
job satisfaction, and retention
• 3. Conflict Resolution– Addressing
grievances effectively
• 4. Workplace Policies – Ethics, conduct,
and performance management
Benefits of
Strong Employee
Relations
- Higher job satisfaction
- Lower turnover rates
- Improved teamwork and
collaboration
- Enhanced employer
branding
Key Elements of
Industrial
Relations
1. Labor Laws & Compliance –
Government regulations and legal
frameworks
2. Trade Unions & Collective
Bargaining – Negotiating for employee
rights
3. Dispute Resolution – Arbitration,
mediation, strikes, and settlements
4. Workplace Safety & Fair
Compensation
Role of Trade
Unions in Industrial
Relations
- Representation of
workers
- Collective bargaining for
wages and benefits
- Advocacy for fair labor
practices
Challenges in
Employee &
Industrial
Relations
- Managing generational and
cultural diversity
- Handling workplace disputes
and grievances
- Balancing organizational goals
with employee well-being
- Adapting to changing labor
laws and technological
advancements
Strategies for
Effective ER &
IR
- Establish clear HR policies
- Foster strong communication
and feedback channels
- Train managers on conflict
resolution
- Ensure compliance with labor
laws
Future Trends in
Employee & Industrial
Relations
- AI and automation in HR
management
- Flexible work arrangements
(remote/hybrid work)
- Increasing importance of
employee well-being and mental
health support
Employee Relations vs.
Industry Relations
Workplaces thrive on relationships—between
employers and employees, among colleagues, and
even between businesses and industries. Two key
concepts that define these interactions are
employee relations and industrial relations. While
both deal with workplace dynamics, they focus on
different aspects of the employer-employee
relationship. Understanding these distinctions is
crucial for HR professionals, business leaders, and
employees alike, as they directly impact job
satisfaction, productivity, and overall business
success.
Employee Relations
Employee relations refers to the direct
relationship between an employer and an
individual employee. It focuses on creating
a positive work environment, maintaining
good communication, and ensuring
employees feel valued and engaged. HR
departments play a crucial role in
managing employee relations by
addressing concerns, handling conflicts,
and implementing policies that promote
fairness and motivation.
Key Aspects of
Employee
Relations
1. Collective Bargaining: Negotiations between
employers and unions regarding wages and conditions.
2. Labor Laws & Compliance: Ensuring adherence to
government regulations.
3. Dispute Resolution: Handling strikes, grievances, and
other large-scale labor issues.
4. Union-Management Relations: Maintaining a
balanced relationship with trade unions.
5. Policy Development: Creating rules that protect
workers and promote fair business practices.
Industry
Industrial
Relations relations (also known
as labor relations) is the broader
field that deals with relationships
between employers, employees,
trade unions, and government
bodies. It focuses on collective
issues such as wages, working
conditions, labor laws, and union
negotiations.
Key Aspects of
Industrial Relations
1. Collective Bargaining: Negotiations
between employers and unions regarding
wages and conditions.
2. Labor Laws & Compliance: Ensuring
adherence to government regulations.
3. Dispute Resolution: Handling strikes,
grievances, and other large-scale labor issues.
4. Union-Management Relations:
Maintaining a balanced relationship with trade
unions.
5. Policy Development: Creating rules that
Compliance and commitment
COMPLIANCE
Refers to the adherence to laws,
regulations, rules, standards, and policies
that govern an organization, institution, or
government.
COMMITMENT
Refers to the willingness and dedication to
uphold ethical principles, values, and good
governance practices, going beyond mere
compliance with laws and regulations.
BENEFITS OF
COMPLIANCE
1. Prevent corruption:
- Compliance helps prevent corruption by ensuring
adherence to laws and regulations.
2. Promotes accountability:
- Compliance promotes accountability by ensuring
transparency in decision-making processes.
3. Builds Trust:
- Compliance builds trust among stakeholders,
including citizens, investors, and partners.
4. Ensures Sustainability:
- Compliance ensures Sustainability by minimizing
risks and preventing reputational damage.
5. Avoids Penalties:
- Compliance avoids Penalties, fines, and legal action.
BENEFITS OF
COMMITMENT
1. Fosters a culture of Integrity:
- Commitment fosters a culture of Integrity,
transparency, and accountability.
2. Promotes Ethical Decision-making:
- Commitment promotes Ethical decision-making and
behavior.
3. Builds Stakeholders Trust:
Commitment builds trust among stakeholders, including
citizens, investors, and partners.
4. Drives Long-Term Success:
- commitment drives Long-term success and
sustainability.
5. Enhances Reputation:
- Commitment enhances Reputation and credibility.
Cooperation and
Conflict in
Industry
COOPERATION IN
INDUSTRY
Businesses working
together for shared goals,
like developing new
technologies or expanding
into new markets. This
This can take various
forms:
-Joint Ventures: Companies pool
resources and expertise to create a new
entity, sharing profits and risks.
-Strategic Alliances: Companies
collaborate on specific projects or
initiatives, sharing knowledge, resources,
or marketing efforts.
Conflict in Industry
Competition between
businesses, leading to
disputes over customers,
resources, or ideas. This
can result in price wars,
legal battles, or
disagreements with
regulations.
Causes: Resource Scarcity: Competition for limited
resources, such as raw materials, labor, or
market share, can lead to conflict.
Differing Perspectives: Disagreements over
strategy, tactics, or values can create tension
and conflict.
Power Struggles: Competition for power or
influence within an organization or industry can
lead to conflict.
Interpersonal Issues: Conflicts can arise from
personality clashes or differences in work styles.
Potential
Outcomes:
Reduced Productivity: Conflict can drain resources and
energy, leading to decreased productivity and efficiency.
Damaged Relationships: Conflict can erode trust and
damage relationships between individuals, teams, or
organizations.
Loss of Innovation: Conflict can stifle creativity and
innovation by creating a hostile environment.
Legal Disputes: In severe cases, conflict can lead to lawsuits
or other legal actions.
Thank
You
2025
