Industrial relations have undergone a significant transformation over the past few decades. Traditionally, industrial relations were viewed as a conflict-oriented system characterized by adversarial relationships between employers and employees, primarily represented through trade unions. The central concern was the regulation of wages, working conditions, collective bargaining, and dispute resolution. In contrast, the contemporary concept of employment relations adopts a broader, strategic, and collaborative approach that recognizes the changing nature of work influenced by globalisation, technological advancements, labour market flexibility, and the rise of the gig economy. This transformation has expanded the scope of industrial relations from merely resolving workplace conflicts to managing human capital strategically while ensuring fairness, productivity, and sustainability. The traditional industrial relations framework was built upon the assumption that employers and employees possessed inherently conflicting interests. Employers sought to maximize profits through cost reduction, whereas employees aimed for better wages, job security, and working conditions. Trade unions acted as collective representatives of workers, and collective bargaining served as the primary mechanism for negotiating employment conditions. Governments played a regulatory role by enacting labour laws and establishing institutions such as labour courts and industrial tribunals. While this framework contributed significantly to protecting workers' rights during industrialization, it often resulted in strikes, lockouts, adversarial negotiations, and rigid labour practices that sometimes hindered organisational flexibility and competitiveness. Globalisation fundamentally altered the industrial relations landscape. Increased international competition compelled organisations to improve efficiency, reduce costs, and enhance innovation. Businesses adopted flexible production systems, outsourcing, contract labour, and international supply chains. Consequently, employment relationships became more diverse and less standardized. Traditional collective bargaining declined in many sectors as firms sought decentralized and enterprise-level negotiations. Multinational corporations introduced global human resource practices emphasizing performance, employee engagement, and productivity rather than confrontation. Digitisation further accelerated this transformation by changing the organisation of work. Automation, artificial intelligence, cloud computing, and digital communication have reshaped job roles and workplace interactions.