ITC Training Module Part 4
This module illustrates the importance of industrial relations as a key pillar in labour administration and present examples of good practices in industrial relations systems, collective bargaining, dispute prevention and settlement and the promotion of social dialogue. In doing so, it highlights also the relevant ILO convention that have implications for labour administration and industrial relations, in particular: - Collective Bargaining Convention; 1981 (No. 154) - Convention on Labour Relations (Public service), 1978 (No.151) - Voluntary Conciliation and Arbitration Recommendation, (No. 92) - Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144
One of the important missions of labour administration is to promote harmonious labour relations and social dialogue.
The ILO Convention N.150 contains provisions on this topics, supplemented in detail by Recommendation N.158 which goes on to list the various means to achieve this goals, namely: creating a conducive environment for the free exercise of the right to association and the right to organize and bargain collectively; the provision of advisory services to employers' and workers' and their organizations; the set up of mechanisms for labour dispute prevention and resolution (such as consultation and mediation bodies); the promotion of voluntary negotiation and social dialogue machineries.
The ILO Convention N.150 contains provisions on this topics, supplemented in detail by Recommendation N.158 which goes on to list the various means to achieve this goals, namely: creating a conducive environment for the free exercise of the right to association and the right to organize and bargain collectively; the provision of advisory services to employers' and workers' and their organizations; the set up of mechanisms for labour dispute prevention and resolution (such as consultation and mediation bodies); the promotion of voluntary negotiation and social dialogue machineries.