The Implementation of Social Functions and the Effectiveness of Laws and Regulations for the Settlement of Industrial Relations Disputes in Indonesia

Industrial Relations Dispute Settlement Legislation, called P4HI, is not a goal but reflects the rights and obligations (labor legislation and terms of employment) of all parties involved in Industrial Relations Dispute Settlement or called PPHI. This article aims to analyze how social functions are implemented and the effectiveness of laws and regulations for the settlement of industrial relations disputes in Indonesia. This article concluded that to realize the goals and development of human resources, which is a bridge or gateway to protect the interests of all disputing parties, especially workers or laborers, such as honor, independence, life, property, the welfare of all parties in dispute fairly and so on. Detrimental, to achieve harmonious industrial relations (industrial peace) by utilizing and developing the potential of individual and social life. All parties in dispute (especially workers or laborers) utilize national P4HI based on Pancasila to support the implementation of a just and prosperous Indonesian society, nation, and state concerning PPHI. For this reason, P4HI must function as a standard of conduct, as a tool of social engineering, as a tool of social control, as a facility for human interaction, and P4HI must function directly and indirectly socially and fulfill the requirements for the implementation of P4HI directly effective