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Compare and contrast the key features of the academic fields Industrial Relations and Human Resource Management

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Compare and contrast the key features of the academic fields "Industrial Relations" and "Human Resource Management By Kaixin Ding IHRM&CIR 08/10/2011 Contents Introduction ------------------------------------------------------------------------------------------ 1 Industrial Relations---------------------------------------------------------------------------------- 1 Human Resource Management ------------------------------------------------------------------2 Comparative and Contrast ------------------------------------------------------------------------ 2 Conclusion -------------------------------------------------------------------------------------------- 3 References -------------------------------------------------------------------------------------------- 4 Introduction Industrial relations became a field of academic research since the end of eighteenth century in UK. With the development of discipline differentiation in nineteen century, the definitions of each academic area become more detailed and each subject are deeper discussed. In the earlier twentieth century, a subdivision focus on labour management of the industrial relations called personal administration was centred on the goal of employee and a variety of actions aimed at maintaining, inspiring, and developing the labour force. This subprime subject tended to regard workers as means to achieve the industrialists' purposes and paid attention on the relationship between employee and employer. In 1960s, human resource management first appeared to be a separate field from industrial relations although it was not taken seriously. Nowadays industrial relations and human resource management are definitely different and both very important academic fields in human labour. Although the situation of the two subjects may be upside down compared with before that there are some critics argue that the academic industrial relations is better described as human resource management, these arguments may not be all right. ...read more.


In 1964, Myers et al changed the name of their textbook into "Management of Human Resources: Readings in Personnel Administration". Mondy and Noe (1990) consider human resource management as to achieve the organization's goal by using the organization's labour force. They point out that there are six functions in human resource management: Recruitment, Human resource development, Security and Hygiene, Compensation and welfare, employer relationship, and human resource research. In conclusion, human resource management is the management of all the activities aimed at attracting, developing, encouraging and maintaining the high performance in the organization. Compare and contrast There are many common points between human resource management and industrial relations. Based on the Kaufman's research (2001), they focus on the employment and workplace issues, care about the relationship between employer and employee and expect the organization to operate more smoothly. Government policy has a great influence on both of them, and they must adjust themselves according to the policy adjustment. These two fields' research theories are based on the essence of human beings. Scholars cannot ignore the motivation, perception and emotion when they establish the structure of these academic fields. What's more, they are both seeking positive-sum solutions to labor problems. ...read more.


The HR and IR fields are still distinguished nowadays, however, by numerous differences in their approach to research and practice. If the name "industrial relations" no longer works, scholars need to find another term and then rebuild cross-disciplinary dialogue and supporting institutions so the field once again can claim jurisdiction to be the study of "all aspects of work"(Kaufman). Reference Clarke, Linda and Donnelly, Eddy and Hyman, Richard and Kelly, John and McKay, Sonia and Moore, Sian, 2008. 'What's the point of industrial relations?' British Universities Industrial Relations Association Conference, 2008,June 26-28 Kaufman, B.E., 2001. 'Human resources and industrial relations: Commonalities and differences'. Human Resource Management Review, Volume 11, Issue 4, 2001, 339-374 Storey, J.(2007), 'HRM today: an assessment', in Storey,J.(ed), HRM: a critical text(3rd edition), Thomson, Ch.1 Ackers, P., and Wilkinson, A., 2003. Understanding Work and Employment. Oxford: Oxford University Press Colling, T., and Terry, M., 2010. 'Work, the employment relationship and the field of Industrial Relations', in Colling, T., and Terry, M.(eds), Industrial Relations: theory and practice(3rd edition), Chichester: Wiley Hyman,R., 1975. A Marxist Introduction to Industrial Relations. Basingstoke: MacMillan Bach,S.(2005), 'Personnel Management in Transition', in Bach, S., Managing Human Resources(4th edition), Blackwell Publishing ?? ?? ?? ?? 4 ...read more.

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