Industrial Relations, now commonly known as “employment relationship” is a very specialized field involving several disciplines. Industrial Relations carries out research on employment, not just union regulated employment but other non-union regulated employment. Many people not familiar with labor laws think that industrial relations and labor relations are one and the same thing. Industrial relations have different aspects such as science building, problem solving and ethics. All these combine to understand employment relationship and its institutions through meticulous and through research. For the science building segment, industrial relations is considered a part of the “social sciences” which is an overall term for numerous fields not connected with natural sciences.
In this context, industrial relations overlaps in labor economics in labor economics, industrial sociology, labor and social history, human resource management, political science, law, and many other areas. The problem-solving segment creates policies and institutions to implement employment philosophy and values in a disciplined and effective manner. The ethical segment has well-built standards regarding workers and gives them the right to decide regulations that a give them their rights under the law. Labor and Industrial Relations developed together and have always been directly allied with each other. Research into industrial labor has had a dominant influence on determining the scope of labor research and study.
During the early part of the twentieth century, legal students, researchers, and professional lawyers consulted industrial sociology for broad principles affecting perception and behavior and to obtain information with which they could confront or face up to the existing legal system which they considered to be out of date and quite limiting in its implications. This is the method most connected to “legal realism” in America and practiced by “social legal experts” in Germany. Contemporary labor law is a continued extension of these beginnings, and being a lawful substitute is exceptionally exposed to the authority of social sciences.
Nowadays, labor lawyers are tackling the issues of political science, gender theory, social psychology and economics along with the extensive study of society and its connections to employment relations. Social scientists are actively investigating the influence of lawful and connected changes of regulation on matters directly connected to them, major parts of which are organizational performance, labor market prospects vis a vis information regarding unemployment, destitution, and discrimination, national trade and industry competitiveness and intersecting dissimilarities. To discuss arrangement or commitment between labor law and the social sciences does not mean that the process is going to be easy and without complications. After World War 2, industrial social policies and theories envisaged a structure that encompassed the different perspectives of ‘industrial relations’.