The ages of 20 and 21 were faced with enormous changes in the business world, according to aspects of civilization, industrialization, globalization and market liberalization. This has led to greater attention to industrial processes and further the issue of human resource management. Regarding the concept of globalization and liberalization of markets has increased the interaction between the world’s population, leading to intense commercial activity. This led to fierce competition in the business world. In response to the highly competitive business, human resource management was the only option to increase the survival and success of the company. For this reason, professional organizations have been forced to adopt more effective management strategies to improve customer satisfaction and employee motivation. Because of the concern of human resource management in the business world, the concept of industrial relations has come to play. In this case, the working relationship is a modern phenomenon, which explains the relationship between management and employees. From another perspective, relationships can be identified as a multidisciplinary field of studies of employment belonging. This was a very important concept in the modern world, based on increased competition in the business sector and the need to protect human rights. This will provide an explicit discussion and analysis of the concept of labor relations.

According to the bay, Waring and Cooper (2009), labor relations is a vast field of study that explains the phenomenon of employee relations and management in an organizational context. Arthur (2010) indicates that the field focuses on the relationship between unions and management groups and for workers represented by a union. Above all, labor relations involving the interaction between workers, employers and government. Organizations, institutions, and partnerships involving the different actors in the industry or business also addresses the concept of labor relations. Bae et al. (2010) postulates that the employment relationship is intended to inculcate a state of harmony and understanding between employees and their employers. The issue of mutual interests between the different parts of the industrial world or the business is adequately covered by industrial relations.

Bay, Waring and Cooper (2009) noted that the relations work covers all aspects of labor relations and other the issue of human resource management. Union and management work is also addressed in the working relationship. In the world of the past, the concept of labor relations has been transformed by the human resources and labor relations for the study of labor management, unions and collective bargaining. In this case, the working relationship has distinguished human resource management (Bae et al, 2010). In this case, industrial relations and employee unions, while the human resources management involves non-union labor relations. Note that the HRM policy and refers to personnel practices of employers in the formation of the organization. As postulated by Arthur (2010), labor relations is a broad field that deals with all relationships within and outside of work, which may include relations between workers or workers and their employers. The relationship between employers also cover industrial relations. Especially, the concepts of conflict resolution and management of social assistance are highly valued in the labor relations.

According to Ben-Ner and Lluis (2010), the employment relationship has three sides which include the construction of science, problem solving and ethics. To begin, labor relations as a science building involves the practice of assessing the issue of labor relations. In this case, labor relations are among the social sciences, in which all aspects of human resources and industrial sociology are underway. On this front, the subject of rigorous research and high quality human resources development and operations throughout the organization is headed. Given the problem-solving, industrial relations focuses on the creation of institutions and policies to help ensure better relationships at work. This is one of the main concerns of industrial relations, after the greatest care in the welfare of employees. Conflicts and disputes in the daily work was an end with the adoption of labor relations (Ben-Ner and Lluis, 2010).

On the other hand, labor relations also implies acceptance of ethics in the industry and business. Arthur (2010) noted that the working relationship consists of normative principles and values ​​of background in labor relations and workers. For example, industrial relations involves the establishment of favorable conditions for employees that protect the welfare and rights of workers and promote. The concept of ethics was an important figure in labor relations these days, which helped to end the mismanagement and the philosophy of the organization with little or no concern about the rights and well be used. According to the bay, Waring and Cooper (2009), industrial relations has transformed the workplace in an ethical environment in which protection of human rights and well-being is highly regarded (Arthur, 2010). The exploitation of workers and machines at work has been countered by the adoption of ethics. This has helped to improve the work environment, that the rights and interests of all groups are taken into account.

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