INDUSTRIAL RELATIONS OF HUMAN RESOURCE MANAGEMENT IN SRI LANKA

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 INDUSTRIAL RELATIONS OF HUMAN RESOURCE MANAGEMENT IN SRI LANKA

The term ‘industrial relations’ refers to all types of relationships between all the parties concerned with industry. Simply, industrial relations focuses on managing the complex relationships between and employers and other parties ensuring compliance with labour laws. According to Dale Yoder, the term industrial relations refers to the relationship between management and employees or among the employees and their organization that arise out of employment. The parties related to industry are the workers, management representing the owners, union, government etc. But they are found to be pulling the in different directions which leads to industrial unrest. Therefore, it has become necessary to secure the cooperation among parties to achieve good industrial relations. The interference of Government in industrial relations through legal and administrative measures is quite common.



Objectives of the industrial relations:

1.     To promote healthy labour-management relations.

2.     To promote the interest of employees as well as management by securing the highest level of mutual understanding and goodwill among them.

3.     To raise productivity to a higher level and to contribute to the economic development of the country.

4.     To check industrial conflicts and minimize the occurrence of strikes and lockouts.

5.     To minimize the labour turnover and absenteeism by providing the job satisfaction to the workers.

6.     To facilitate and develop industrial democracy based on workers participation in management.

7.     To establish government control over industries to regulate production and industrial relations.

Measures to improve industrial relations:

1.     Progressive management: It should be conscious of its obligations and responsibilities to the owners of the business, the employees, the consumers and the nation. The management must recognize the rights of workers to organize unions to protect their economic and social interests.

2.     Strong and stable union: A strong and stable union in each industrial enterprise is essential for good and industrial relations.

3.     Mutual accommodation: The rights of collective bargaining of the trade unions must be recognized by the employers in any organization, there must be a great emphasis on the mutual accommodation rather than conflict or uncompromising attitude. The approach must be of mutual ‘give and take’ rather than ‘take or leave’.

4.     Sincere implementation of agreements: The agreements between the management and the unions should be enforced both in letter and spirit.

5.     Worker’s participation in management: Making effective use of works committees, joint consultation and other methods to improve communication between managers and workers, increase productivity and lead to greater effectiveness.

6.     Government’s role: The government should play an active role for promoting industrial peace. It should intervene to settle disputes.

7.     Sound personnel policies: Personnel policies should be formulated in consultation with the workers and their representatives.

 

References

Anon, (n.d.). Labour Law and Industrial Relations – The Employers’ Federation of Ceylon. [online] Available at: https://employers.lk/labour-law-and-industrial-relations/.

 

HUMAN RESOURCE MANAGEMENT -PART II UNIT -III TRAINING AND DEVELOPMENT. (n.d.). Available at: http://gdcganderbal.edu.in/Files/a8029a93-30ad-4933-a19a-59136f648471/Custom/HRM%202.docx25.pdf92.pdf.

 

Ministry of Labour and Foreign Employment. (n.d.). Industrial Relations. [online] Available at: https://labourmin.gov.lk/industrial-relations/.

Comments

  1. Kaushalya GayaniApril 30, 2025 at 2:02 AM

    This blog provides an overview of industrial relations within the framework of Human Resource Management in Sri Lanka. It clearly outlines the key objectives and practical measures needed to foster healthy relationships between employers, employees, unions, and the government. The emphasis on mutual understanding, progressive management, and worker participation is especially relevant in today’s evolving industrial environment. Highlighting the role of the government in maintaining industrial peace adds depth to the discussion.
    What are the biggest challenges currently facing industrial relations in Sri Lanka’s private sector?

    ReplyDelete
    Replies
    1. Shanaka BandaraApril 30, 2025 at 11:17 AM

      The biggest challenges facing industrial relations in Sri Lanka’s private sector include weak enforcement of labour laws, suppression of trade union rights, lack of meaningful social dialogue, job insecurity due to the economic crisis, gender inequality in the workplace, and concerns over recent labour law reforms introduced without adequate worker consultation.

      Delete
  2. Sujith H. Rajapaksha April 30, 2025 at 7:20 AM

    This blog clearly outlines the foundational elements and objectives of industrial relations in Sri Lanka, especially the critical need for mutual understanding between management, unions, and workers. I particularly appreciate the emphasis on progressive management and sincere implementation of agreements. However, it would be interesting to see more discussion on how modern challenges such as gig work, contract labor, and digital platforms are influencing traditional industrial relations frameworks in the Sri Lankan context.

    ReplyDelete
    Replies
    1. Shanaka BandaraMay 2, 2025 at 11:30 AM

      You're right—modern challenges like gig work, contract labor, and digital platforms are reshaping industrial relations in Sri Lanka. These trends require a shift in traditional frameworks, with more focus on flexible agreements, digital communication tools, and adapting labor laws to cover non-traditional work arrangements.

      Delete
  3. Dulanjali YapaMay 1, 2025 at 11:36 AM

    This blog offers a comprehensive overview of industrial relations and its significance within HR practices. It would be helpful to include real-world examples of how successful industrial relations have contributed to organizational success, particularly in Sri Lanka. I’m curious—what are some key strategies you would recommend for HR professionals to foster positive industrial relations in Sri Lankan organizations, especially when dealing with labor unions or conflicts?

    ReplyDelete
    Replies
    1. Shanaka BandaraMay 2, 2025 at 11:30 AM

      HR professionals in Sri Lanka can foster positive industrial relations by maintaining open communication with labor unions, promoting transparency in decision-making, involving unions in problem-solving, providing fair conflict resolution mechanisms, and ensuring compliance with labor laws to build trust and collaboration.

      Delete
  4. Abhiru WeerageMay 3, 2025 at 10:41 PM

    This is a thoughtful and well-organised summary of the essential components of productive workplace relations. Every item demonstrates a fair and progressive stance, particularly the focus on real agreement implementation and mutual understanding. In addition to fostering trust, acknowledging the role of unions and guaranteeing employee involvement in management improves overall organisational effectiveness. These ideas provide a strong foundation for fostering long-term industrial peace and productivity in Sri Lanka, where labour relations are frequently complicated. I appreciate you giving this thorough viewpoint.

    ReplyDelete
    Replies
    1. Shanaka BandaraMay 4, 2025 at 12:00 AM

      Thank you! Promoting mutual understanding, union recognition, and employee involvement is indeed vital for lasting industrial peace and productivity, especially in complex labour environments like Sri Lanka.

      Delete
  5. Rumesh DissanayakaMay 4, 2025 at 8:23 AM

    This post provides a clear and informative overview of the role industrial relations play in Human Resource Management. I particularly appreciated the focus on how effective communication and fair negotiation practices can build trust between employers and employees. It’s great to see local context being included—it makes the topic more relevant and practical for Sri Lankan readers. Well done on shedding light on such an important area of HR!

    ReplyDelete
    Replies
    1. Shanaka BandaraMay 4, 2025 at 8:51 AM

      Thank you! It's great to hear the local context made the topic more relatable. Effective communication and fair negotiations truly are key to strong industrial relations in HR.

      Delete

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