Individual Performance Related Pay (IPRP) has become increasingly popular in the public as well as private sector. There have been moves to extend their coverage to the lower reaches of the organisational hierarchy-clerical and administrative staff, skilled and semi skilled manual workers from the narrow to higher managerial bands. IPRP is being prescribed as a strategic tool used as a way of simulating or reinforcing broader organisation transformation. For example IPRP has been mobilised to simulate greater employee commitment, individualise the employment relationship, revitalise the role and authority of the line manager, enhance staff management communications, and weaken the influence of trade union's. The aim of this study is to evaluate employee attitude towards their line /appraising manager, Also managers prescribe towards trade union operating in partnership with their organisation. The focus of this work is on examining the influence of IPRP on industrial relations. Resultsw ill be derivedf rom quantitativea ndq ualitativea nalysiso f datao btained from employeea ttitudes urveya nd industrialr elationss urveysT. he informationh as been used to gauge whether there is an impact of IPRP on industrial relations and if so to what extent. Information gathering took place as follows: several semi - structured and informal interviews, with managers who introduced or are operating such schemes were conducted. Further to initial knowledge gained from literature review and subsequent information gained from interviews helped a great deal to identify and structure a list of topic for further review to identify and structure a list of topic for further review and to the development of questionnaire for surveys.