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Concepts of strategic human resources management
Concepts of strategic human resources management
Concepts of strategic human resources management
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Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives. (Armstrong, 2009) HRM main features are an emphasis on the vital administration of individuals which attains fit or reconciliation between the business and the HR system, developing the integrated HR policies and working on it, treating people as an assets not as a cost because they are regarded as a basis of competitive advantage and as human capital to be invested in through the provision of learning and development opportunities, an employee relation should be unitary rather than pluralist it is assumed that employees share the same interest as employers and the HRM performance and delivery is same as a line management responsibilities. OK Industrial relations could be depicted as the relationship that exists between the worker and the business or between the organization and exchange unions. On the other hand it could be seen as philosophies by which specialists and their associations relate in the working spot to make statutes and regulations of occupation. An exceptional working relationship is needed from both parties to maintain high production in the working place. For the administrator to have an extraordinary companionship with his labourers, the administration need to sidestep clashes with the delegates, if, despite everything that they happen the two social affairs should settle them quickly and peacefully to bring streamlined agreement and high preparing of the business. The creation and upkeep of extraordinary relations between the labourers and the association is the exact basis on ... ... middle of paper ... ...of industries, it is vital for the representatives and executives to have great working relations to guarantee persistent high industrial production. For the enhanced industrial relationship there should be support from the management of the industries, good personal policies and a constant review of the policies so they remain consistent with changes in labour relation laws that occur over time. India labour union have taken a long period in creating, however, today it is more composed than in the recent past, and it still has low bargaining power contrasted with other labour union in different nations. This is most likely in light of the fact that it is not brought together and little unions dependably need high group power. The challenges the labour unions have, is how to gain better bargaining power and tackle the effects of global capital markets new polices.
Factories were known for their ill treatment of their employees, long hours and dirty and unsafe conditions. In 1866, unions started to form to improve working conditions for the workers. A fundamental problem faced by democratic societies is as long as people live their lives individually and go their separate ways and be selfish individuals, they are unlikely to meet collectively to resolve issues. There needs to be meaningful unity among people to alleviate this problem to get people obliged to one another, so there is a willingness to sacrifice for shared goals. Bonding of its citizens creates a democracy. Unions seemed to offer the middle class a chance to become a crucial part of fostering institutions of constitutional democracy. The unions have went through several transitions, but have always worked for the working force. I will discuss the history of the various unions, their wins and losses, and the struggle of the employee to achieve democracy in the workplace.
The conclusion this paper must draw is that if it is true that there was a need for unions and that they have become impractical then there must have been a time period where the relationship between company and union was optimal. The purpose of this paper is to determine the characteristics of that optimal time period and how to achieve or recreate them.
Employers favor and consider the unitarist approach rather than the pluralist approach. The unitarist approach includes common interests between employers and employees and refer to the responsibility of management to control and manage conflict (Moore&Gardner, 2004, p. 275). The unitarist approach indicates that employees should have loyalty to only one authority that is management (Ross & Bamber, 2009, p.25). The unitarist approach discusses legitimacy on managerial authority to prevent third party involvement from unions and treat them unnecessary. Trade unions play a key role in the employee relationships, although the membership of trade unions have been declined because of the unitarism approach. The pluralist approach recognizes that the organizations are made up of “sectional groups that interest may agree or may conflict with rival sources of leadership and attachment” (Geare, Edgar& McAndrew, 2006, p.1191). The Industrial relations explain the relationship between the employees and management which arise from either directly or indirectly from union-employer relationship (Saif, 2013, p. 34- 35). Saif (2013) states that “it is in the interest of all to create and maintain good relations between employees (labor) and employers (management) (p.34).industrial relations covers the aspect of trade unionism in collective bargaining, industrial disputes and employees participation in management. Employees’ associations and trade unions appear to have developed a ‘protest movements’ against the working condition in the
In the theory and practice of industrial relations, it is pertinent to note that it arises from employment relations. Hence, it highlights the dual nature of industrial relations and the constant actions by the two sides attempt to control power in the relationship (Block, Berg & Belman, 2004). Therefore, what is central to industrial relations is the employment relationship between an employer and employee as it gives raise to the bargaining agenda in the pursuit of power. As a result of common practice of bargaining in the employment relationship, some three major dimensions can be identified. These are: economic, legal and social; this paper will thus seek to show how the three interact and posit that the economic dimension is most influential in employment relationships.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Introduction Industrial relations, as the name implies, is the engagement and interaction between those within the workplace in order to maximize the productive activities. Without industrial relations, the productivity within a workplace would stagnate, causing a series of negative effects within our Nation’s economy. Such examples would be the loss of jobs, a decrease in the general standard of living and cost of Australian exports being significantly higher. Industrial relations is essential in establishing positive relations between both the employees and employers. It acts as a foundation in maintaining and ensuring a smoother operation in businesses.
Modern Industrial Relations in India A study of modern industrial relations in India can be made in three
From this definition, the researcher is able to determine that Heery & Noon are stating that, employee relations involves the bulk of work that is focuses with maintaining employer and employee relationships within the organisation and contributes to upholding satisfactory productivity, employee motivation and work morale. Nevertheless, Heery & Noon’s employee relations definition is understood by the researcher that, it focuses on preventing and resolving problems which may arise within the workplace regarding employees and also gives individuals at work some involvement in the organisation rather than it being more based around industrial relations. Trade unions also embrace employee management patterns but also have restrictions in interacting with employees. Heery & Noon mention that employee relations is a common title for the industrial relation functions, but in some case, employee relations has different perspective and approaches than industrial relations and can also be used...
“The primary objective of a trade partnership is to advertise the attention of its associates, due regard being paid to the attention of the total labour force and to the greater nationwide attention. To achieve this aim, trade unions have a duty to sustain the stability of the undertaking by ensuring collaboration with management in measures to advertise efficiency and good industrial relations.
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).
...04). The theory which in my opinion is the ‘best’ or most appropriate theory of industrial relations is the Pluralist theory. This theory has been in pole position in western societies for over thirty years. In today’s environment it is the most realistic theory as it assumes conflict is inevitable and recognizes that both employees and employers will have different objectives unlike the unitarist theories beliefs. It is now recognized that better managed industrial relations programmes and cooperation with trade unions can seriously impact on the prevention of disputes, increase productivity, quality and the motivation of workers within organisations and help to align employee objectives with the organisations objectives.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Industrial relation can be described as a system comprising of inputs, derived from goals, values and power of actors within the system and the outputs, comprising the financial, social and psychological rewards to employees. According to H.A Clegg, “the field of industrial relations includes the study of workers and their trade unions, management, employers associations, and the state institutions concerned with the regulation of employment”.
...tems Theory of Industrial Relations have played an important role not only in understanding but also in maintain better industrial relations today which can be related easily in today’s market.