DHRM307 INDUSTRIAL RELATIONS JAN FEB 2026

Description

SESSION	JAN-FEB 2026
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	III
COURSE CODE & NAME	DHRM307 INDUSTRIAL RELATIONS

 

Assignment Set – 1

 

Q.1. Critically analyze the relevance of different approaches to Industrial Relations (Unitary, Pluralist, and Marxist) in the context of the evolving Indian labor market. How do these approaches explain current labor market challenges?

Ans 1.

Approaches to Industrial Relations

The Industrial Relations (IR) theory is a way of establishing a framework that help understand the interaction between employees, employers, trade unions, as well as the state. The three main theories Unitary, Pluralist, and Marxist each provide their own explanations of workplace conflict as well as cooperation. Their importance to the evolving Indian employment market is

 

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JAN-FEB 2026

 

Q.2. Evaluate the role of the International Labour Organization (ILO) in shaping labor standards in India. To what extent have ILO conventions influenced trade union development and industrial relations practices in India?

Ans 2.

Role of the ILO in Shaping Indian Labor Standards

The International Labour Organization (ILO), established in 1919, is a United Nations agency that sets global labor standards through the adoption of conventions and other recommendations. India is one of the founding members and has signed 47 ILO conventions. This includes a variety of fundamental conventions on the freedom to associate, compulsory labor or child labor as well

 

 

Q.3. Design a comprehensive framework for strengthening trade unions in India considering globalization pressures. Your framework should integrate: Historical evolution of trade unions, Current challenges in the labor market, Impact of globalization.

Ans 3.

Framework for Strengthening Trade Unions in India

Historical Evolution of Trade Unions in India

The movement for trade unions in India started in the mid decade of the twentieth century. This was followed by the All India Trade Union Congress (AITUC) formed in 1920, as the very first organization. The organization grew quickly as a response to exploitative conditions in the textile mills as well as coal mines. In the years following independence, trade unions grew more closely

 

Assignment Set – 2

 

Q.4. Analyze the effectiveness of various industrial dispute resolution mechanisms (conciliation, mediation, arbitration, adjudication) in India. Compare their suitability in resolving different types of disputes.

Ans 4.

Industrial Dispute Resolution Mechanisms in India

The Indian Industrial Disputes Act, 1947 (now in the Industrial Relations Code, 2020) has a tiered set of procedures for the resolution of industrial disputes. Each procedure has distinctive features in terms of procedural procedures, degree of formality, as well as suitability to deal with

 

Q.5. Critically evaluate the effectiveness of collective bargaining and workers’ participation in management (WPM) in improving industrial harmony in India. What are the key limitations in their practical implementation?

Ans 5.

Collective Bargaining in India

Collective bargaining refers to the procedure through which trade unions and employers agree on the terms and conditions of employment, including wages, hours, working conditions and grievance resolution procedures. In India it is authorized under the Industrial Disputes Act and is most commonly used in the formal sector in industries such as steel, banking, textiles, ports, as

 

Q.6. Develop a strategic model for sustainable industrial relations in India by incorporating: Provisions of the new labor codes (2019–2020), Role of HRD, Impact of technological advancements and the gig economy.

Ans 6.

Strategic Model for Sustainable Industrial Relations in India

New Labor Codes (2019–2020)

India’s four labor codes include the Code on Wages, Industrial Relations Code, Code on Social Security as well as the occupational safety, health and Working Conditions Code converge the 44 laws of central labor with the aim of reducing compliance as well as to expand coverage and enhance the flexibility of workers. It is the Industrial Relations Code introduces fixed-term