Dear Harshita

It will depend upon the fact whether the organization is unionized or not. If so, IR has to be as much important as HR. Otherwise, we may have situations like the recent violence we have witnessed in India in many organizations. I see both HMSI and Maruti-Suzuki violence in India as cases of IR neglect and complacency on the part of their managements and also the HR department.

Those organizations that follow employee substitution strategies must focus on employee engagement as their top strategic priority. That can help enhance employee commitment as well as industrial peace. The best organizations have people-first approach, especially in service and software industries. But it helps even in the manufacturing sector.

Hi!

My experience in industry is it depends on the Type of organization, Type of Union that is present, No. of Years of unions and focused approach of organization's management to tactically deal with unions. IR has been given the equal importance as of HR Practices in good organizations. Beyond the point it becomes the expectation management game in IR at both Union and Management perspective. Based on the ground reality of the workplace HR professionals has to manage both collective and individual relationship management tactics.

In R&D environments, you manly deal with individuals. Huge effort, but necessary to hire, keep and develop highly talented and ambitious scientists and engineers.

Hardly any one of those ticks the same way (me included). Collective management beyond a certain, but necessary degree for these individuals and you competitor is more than happy to welcome your former employees.

Dear Harshita,

I think Proper HR practices are preconditions to ensure good IR in an organization. So, as a HR manager i would like to maintain first HR than IR.

Thanks

HR and IR are complementary to each other. Good IR can be maintained through good HR practices. Grievance is the result of inefficiency  in HR practice, may be due to communication gap and trust deficit.Grievance is required to be redressed through grievance handling mechanism, on a time bound manner, or else it may take the shape of dispute, leading to IR problem.

In general, excellent management of HR comes first and better HR practices generate better IR in any firm. Bad IR is the result of poor management of HR by practicing poor HR practices. So, better to concentrate on introducing and implementing better HR practices.

i believe that IR is the base. maintaining good IR comes first. bcoz only when you will be able to manage employees as collectives, then you can also manage them individually. strong IR is the foundation of healthy employee relations