CHSE Odisha Elective IRPM flashcards

32 cards. Read the term and the definition here. The deck at the top of this page is optional.

Industrial Relations

The study and practice of the rules and relationships among workers, employers and the State in the employment context.

Unitary Perspective

A view of the organisation as one harmonious team with shared goals, treating conflict as irrational and best resolved through communication and management authority.

Pluralist Perspective

A view that organisations contain competing interest groups whose conflict is normal and legitimate, and should be regulated through bargaining and grievance procedures.

Dunlop's Systems Model

An IR framework in which actors, contexts and ideology interact to produce a body of rules governing the employment relationship.

Trade Union Definition

Under Section 2(h) of the Trade Union Act, 1926, any combination formed primarily to regulate relations between workmen and employers, or among workmen or employers.

Collective Bargaining

A process in which employer and worker representatives jointly negotiate terms and conditions of employment, ending in a written collective agreement.

Concession Bargaining

A form of collective bargaining in which unions agree to give back previously won benefits, usually in exchange for job security during economic difficulty.

Trade Union Registration

Under the 1926 Act, a union needs at least 10% or 100 workmen, whichever is less, subject to a minimum of seven, to register.

Industrial Dispute

Under Section 2(k) of the ID Act, 1947, any difference between employers and workmen connected with employment or non-employment, or terms and conditions of labour.

Section 2A

A provision deeming the dismissal, retrenchment or termination of an individual workman to be an industrial dispute, even without other workmen joining.

Strike

A concerted cessation of work by a body of persons acting in combination to press demands, distinguished from a lock-out by the employer.

Illegal Strike

A strike declared during the pendency of conciliation, arbitration or adjudication, or in breach of notice and settlement requirements under the ID Act.

Grievance

Any dissatisfaction or feeling of injustice, real or perceived, connected with employment that a worker brings to the attention of management.

Conciliation Officer

A statutory officer appointed under the ID Act who mediates industrial disputes and submits a report that may lead to adjudication.

Voluntary Arbitration

Under Section 10A of the ID Act, a process in which parties refer a dispute by written agreement to an arbitrator whose award is binding.

Adjudication

Compulsory and binding settlement of industrial disputes by a Labour Court, Industrial Tribunal or National Tribunal, with awards enforceable by law.

Personnel Management

The administrative discipline of acquiring, developing, motivating and maintaining human resources to achieve organisational and individual goals.

Line and Staff

A structural principle in which line managers hold direct authority over operations while personnel staff advise and support them on HR matters.

Human Resource Planning

The process of forecasting an organisation's future demand for and supply of people, and matching the two in number, skills and timing.

Recruitment vs Selection

Recruitment attracts a pool of qualified applicants, while selection chooses the most suitable candidate from that pool through tests, interviews and checks.

Realistic Job Preview

A recruitment technique that gives candidates accurate information about both favourable and unfavourable aspects of the job, reducing early turnover.

Training Needs Assessment

A three-level analysis of organisational, task and individual needs that identifies gaps in knowledge, skills and attitudes before designing training.

Kirkpatrick Model

A four-level training evaluation framework assessing reaction, learning, behaviour and results, moving from immediate responses to organisational outcomes.

360-Degree Appraisal

A performance appraisal method that gathers feedback from supervisors, peers, subordinates, customers and the employee, used mainly for development.

Minimum Wages Act, 1948

A law empowering the appropriate government to fix minimum wages by scheduled employment, revised at intervals not exceeding five years.

Payment of Bonus Act, 1965

A law requiring establishments with 20 or more workers to pay an annual bonus of 8.33% to 20% to eligible employees.

Gratuity Formula

Under the Payment of Gratuity Act, gratuity equals 15 divided by 26, multiplied by last drawn salary, multiplied by completed years of service.

Employees' State Insurance

A contributory social security scheme providing sickness, maternity, disablement, dependants' and medical benefits to covered employees and their families.

Standing Orders

Certified rules under the 1946 Act governing classification, attendance, leave, discipline and misconduct in establishments with 100 or more workers.

Statutory Welfare

Welfare facilities such as canteens, crèches and restrooms that employers must provide under laws like the Factories Act, 1948.

Hierarchy of Controls

A safety principle ranking hazard controls from elimination and substitution through engineering and administrative measures to personal protective equipment.

Heinrich's Domino Theory

An accident causation model attributing accidents to a chain of factors, especially unsafe acts and unsafe conditions, that can be interrupted by prevention.