IBPS SO HR MAINS 2025 covers a wide area. For you, we have analyzed the different important topics according to the Mains exam. You can go and look for the detailed PDF notes and start reading. The questions from the concept will arrive in your exam. So, start reading and gaining conceptually. Apply for SO Exam 2025 until 21 July 2025.
IBPS SO HR MAINS 2025- Detailed PDFs
- Industrial Relations
- Collective Bargaining
- Labour Relations
- Trade Unions
- Workplace Policies
- Industrial Dispute Act, 1947
IBPS SO HR MAINS 2025– Topics
Industrial Relations
Industrial relations is a status of relationship between employers, employees, trade unions, and the government. At the workplace, IR deals with all the elements related to the employer and employee relationship. You can say that it consists of wages, salary, employment, benefits, and labour laws.
There are some key components of Industrial Relations, which consist of the employee relationship and management. Let’s say it is an employer and management relationship in which the employer is responsible for the organisation’s goals. Moreover, when we take it into consideration for the employees, we say that it consists of dispute relations, conflict resolution, protection of their laws, and wage policies.
Additionally, the main objective of IR is to promote harmonious labor-management relations, provide fair treatment in good working conditions, increase productivity, improve economic growth, and resolve industrial disputes.
Well, there are some common issues in the IR, including Wage and salary disputes, Working conditions, Layoffs and retrenchment, Union recognition, and disciplinary actions. So, an organisation must deal properly with it. An organisation is effective when it doesn’t have any issues. And it is only possible when it is able to solve the problems and conflicts.
Collective Bargaining
Collective Bargaining is a process in an organisation that represents the relationship between an employer and an employee. In it, the employees are represented by a union and they aim to reach agreements according to the working conditions.
Its key features are that it is a bilateral process which consists of two parties,i.e., employers and employees/unions. There are negotiations between both parties without any enforcement. It is also a dynamic process that can be changed and improved according to the developments needed. Additionally, it provides the workers a chance to represent themself in their working place further, where we can say that it is the best for the workers to improve their working skills.
There are different types of collective bargaining. It consists of the Distributive Bargaining, Integrative Bargaining, Composite Bargaining, Concessionary Bargaining, and Productivity Bargaining. The collective bargaining helps promote the industrial democracy, leads to better working conditions, improves organisational stability, strengthens employee voice, and reduces conflicts and strikes in an organisation.
Labor Relations
Labor relations deal with the policies that involve the employer and employees. In it, the employees are represented by the unions, and they support them to raise their voice. It helps in mutual understanding between employers and employees, promotes their peace, removes the conflicts, complies with labour laws, increases productivity, and protects the workers’ rights.
There are also some benefits of the labour relations that it helps in boosting the employee morale, reducing absenteeism, improving the productivity, lessening the labour disputes, and improving the organisational structure. Well, we see that it helps the employees in their conditions. And feel them safe at the workplace.
| Aspect | Industrial Relations | Collective Bargaining | Labour Laws | Industrial Disputes Act, 1947 |
|---|---|---|---|---|
| Meaning | Relationship between employer, employee, union & government | Negotiation between employers & unions/employees | Set of legal rules governing employment | Specific legislation to resolve industrial disputes |
| Scope | It has a broader scope, as it includes all aspects of workplace relations | It has a narrow scope as it deals with negotiation of employment terms | The scope is broad, as it covers employment terms, safety, wages, benefits | It is focused and deals with prevention & resolution of disputes |
| Nature | Social and organizational | Voluntary negotiation process | Legal and statutory | Legal framework under labour laws |
| Key Participants | Employers, employees, trade unions, government | Employers and trade unions (or employee reps) | Legislators, government, judiciary, employers, employees | Employers, employees, trade unions, conciliation officers |
| Purpose | Promote industrial peace and productivity | Achieve fair terms of employment | Ensure legal protection of workers and employers | Resolve disputes, protect rights, ensure peace and justice |
| Binding Nature | Not always binding unless formal agreements are made | Becomes binding upon agreement | Legally binding | Legally binding and enforceable |
| Conflict Resolution | Grievances, mediation, arbitration | Through negotiation and mutual agreement | By legal procedures and labor courts | Conciliation, arbitration, adjudication under the Act |
| Regulated By | Practices, customs, and multiple labour laws | Guided by collective agreements and partially by laws | Numerous laws like Factories Act, Payment of Wages Act, etc. | Governed specifically by the Industrial Disputes Act, 1947 |
| Example Issues Covered | Discipline, union relations, working conditions | Wage hikes, benefits, safety, hours | Wages, leave, safety, welfare, dismissal | Layoffs, retrenchment, strikes, lockouts, unfair labor practices |
| Enforcement | Often informal unless backed by agreements or law | Enforced through agreements and union action | Enforced by labor inspectors, courts, and tribunals | Enforced by labor courts and tribunals |
| Example | Managing strikes in a factory | Wage agreement between union & management | Minimum Wages Act compliance | Dispute over illegal termination taken to Labour Court |
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