Conclusion:
Employee relations are the outcome of the employment relationship in an industrial unit. It underscores the importance of compromise and accommodation in place of conflict and controversy in resolving disputes between labour and management (Blyton, 2008). Constructive attitudes, well-organised unions, proper rules and regulations, mutually beneficial policies, bipartite committees etc. are needed to promote and maintain sound employee relations. Still, industrial disputes arise due to problems like recognition, retrenchment, working conditions, wages, allowances, ill-treatment etc. Strong trade unions, government intervention when needed, standing orders, proper grievance procedures, collective bargaining etc. help in preventing industrial disputes. Thus healthy employee relations play vital role in the success of an organisation and paves way for increased efficiency, significant productivity gains and higher profits. But at the same time the importance of a healthy dialogue, interaction and friendly relations between management and labour need not be overemphasized in modern businesses which are already being pushed to a corner due to intense competition, cost pressures and shortage of critical resources
结论：
员工关系是在一个工业单位雇佣关系的结果。它强调在冲突和争议的妥协和住宿的地方的重要性，在解决劳资纠纷（布莱顿，2008）。建设性的态度，良好的组织工会，适当的规则和条例，互惠互利的双边委员会等政策，来促进和维护良好的员工关系。不过，劳资纠纷引起像识别，银根紧缩，问题的工作条件，工资，津贴，虐待等强大的工会，政府干预的必要时，上级命令，适当的申诉程序，集体谈判等有助于预防劳资纠纷。因此健康的员工关系中发挥着重要的作用，一个组织的成功和提高效率的方式铺平了道路，显着提高生产率和更高的利润。但在同一时间，一个健康的对话的重要性，劳资之间的互动和友好关系，不必过分强调在现代企业已经被推到一个角落，由于激烈的竞争，成本压力和临界资源短缺
