• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Examine the changes that the continuing development of human resource management has brought about in the organisation with the emergence of trade unions in comparison to the effect from industrial relations.

Extracts from this document...

Introduction

Abstract: In this topic, we are going to examine the changes that the continuing development of human resource management has brought about in the organisation with the emergence of trade unions in comparison to the effect from industrial relations. The unitarist approach of the human resource management and the pluralist approach by the industrial relations will be highlighted in our study in the survival of trade unions in the organisation. HRM refers to the policies and practices one needs to carry with the direct relationship of people-to-people in accordance with the strategic issues affecting the organization in order to fulfill the management position in the organization including recruiting, screening, training, rewarding, and appraising. HRM is important for all managers in such that that they do not hire the wrong person for the job. (Raymond, J. Stone, pg ? ) Industrial relations is about the behavior and interaction of people at work. It is concerned with how individuals, group organizations and institutions make decision that shape the employment relationship between employers and employees.Industrial relations may be approached from a number of perspectives. Industrial relations draws on a number of established academic disciplines such as economics, sociology, psychology, law, political science and history. ...read more.

Middle

Today, few organisations appear to have developped any pro-active HR strategies to encourage managers to take responsibility for managing their human resources. In fact, for monopolistic, tariff-protected and other industries sheltered from global competition, there is an incentive to ignore inefficient work practices and tolerate union excess because costs can be readily passed on to the customer.( Raymond, R. J., Stone, pg 589) . In practice, human resource management often supports the idea for employees to become anti-company and pro-union. Management abuse and neglect ensure that the only way for employees to secure dignity and protection at work is by joining a union. For example, a former union official describes a company where the female secretarial and clerical staffs were constantly tearing their stockings on the dilapidated wooden furniture. Management ignored all complaints until one of the clerks caught a splinter under her kneecap. The frustrated staff walked out and sought union help. Management, confronted with a strike and the union, immediately purchased new furniture. Indeed, this case is a clear indication that the continued development of human resource management often fosters the existence of trade union in the organisation. (Raymond, J. Stone, pg. 590). HRM have stimulated a change from a collectivist and legalistic approach to industrial relations to one emphasising individualism and non-third party involvement. ...read more.

Conclusion

According to Cohen, outside consultants reduces the status of the HR manager in the eyes of the employees, union officials and company management. Because HR managers does not accept direct responsibility for the conduct of negotiation, the HR function is perceived as weak and the HR manager as not having the ability, authority or confidence of top management. Interestingly in Japan, where the HR function is very powerful, outside influence in industrial relations is not tolerated. Indeed, when negotiaitions with unions are viewed as a strategic activity within the organisation and not merely a defensive response to union demands, line managers become much more active in the negotiation process.( Raymond, J. Stone, pg 614) The supporting study of the effect of HRM practices on trade unions clearly indicates that with the HRM policies and practices, trade unions are not bound to cease their significance in the organisation but it is indeed supported with few changes and a new approach to its increasing importance for the equal benefit of both the employer and employees in the organisation. List of referrences: Books: Deery, S.J., Plowman, D., Australian Industrial Relations (3rd edition). Sydney, Australia: Mc Graw-Hill. Plowman, D., Industrial relations ( edition). Raymond, J. Stone, Human Resource Management (4th edition). Queensland, Australia: John Wiley & Sons Australia Ltd. Robbins, S. P. et al, Organisational behaviour (3rd edition). NSW, Australia; Pearson Education Australia. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our AS and A Level Trade Unions section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related AS and A Level Trade Unions essays

  1. Comparison between unitary and pluralist perspectives.

    It can vary in each situation depending on various circumstances. However the more a company accepts and supports the trade union, the more power the trade union will gain due to increased membership. As the pluralist perspective acknowledges rival leadership (trade unions)

  2. Explain fully and clearly the importance of negotiation within industrial relations to resolve disputes

    All businesses need to recognise that discrimination in society is widespread and that employment practices often discriminate against groups of employees, particularly women and ethnic minority workers. Trade unions campaign for justice for people who face discrimination at work and they advise employers on ways that they can achieve equal opportunities.

  1. Impact of Industrialisation - The purpose of this essay is to describe and discuss ...

    However automation is simply replacing both skilled and routine workers, making them unemployed. Those people who do remain employed are likely to fall into two categories: those engineers, managers and scientists, and secondly those workers needed to supervise.

  2. Employee Relations and Trade Union Recognition Within The Catering Sector.

    Impact of Trade Unions within the Industry The main reasons behind the lack of impact made by the trade unions within the hotel and catering sector of business are: * The workforce does not believe they get value from the union.

  1. Trade Union

    Conciliation is an attempt to get the two sides in an industrial dispute to resolve their differences. A conciliator listens to the arguments of both sides, and then tries to encourage the trade union and the employer to negotiate and compromise so that they can reach a solution that is acceptable to both parties.

  2. Employment relationship

    Any violation of the contractual agreement will result in legal actions. There are also an unwritten set of expectations and professed terms of contract that allows employees to meet their needs, as well as provision of a high level of performance.

  1. 'The impact of legislation introduced between 1980 and 1993 is the principal reason for ...

    This is evidenced by the 'number of working days lost in 1978, standing at 9405000 but in 1995 that number was just 415000' (SOURCE). 'Secondary action, which was expressly targeted by legal restrictions, almost disappeared by the end of the 1980s and in a number of disputes the law was used to great effects' (Blyton and Turnbull YEAR Pg.338).

  2. Employee Organisations & Unions

    Mr Hegarty pointed out that the trial was being run on a purely voluntary basis and would not affect any staff who already had contracts with Tesco. Other trade unions were more reticent about speaking on the record, but said that sick pay was an important part of an employer's relationship with staff.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work