British System of Employment Relations

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Running Head: FASTER, MORE COMPREHENSIVE DEVELOPMENT British System of Employment Relations Introduction Employment relations refer to the theory and practice in the management and regulation of employee relationship (Smith, 2012; Wilton, 2010). It deals particularly with the socio-political aspect of that relationship as well as the distribution of power between management and employees, conflict and the regulatory framework of the relationship. It has traditionally been understood as industrial relations between trade unions and management. As such it includes collective bargaining, negotiation and consultation and industrial conflict. Recent changes have altered the employment environment. Among these were the new forms of employee management, such as HRM, changing industrial structure to a service-dominated type, the decline in trade union power and influence, disfavor towards the union movement, greater individualization and flexibility in dealing with labor, and changing social attitude and perception towards trade unions. Employment relations have to do with managing the individual worker and collective employment relationship, whether in unionized or non-unionized workplaces. It has also come to mean the skill-set or philosophy for employers' management function or an area of activity (Smith, Wilton). The Role of Government The government asserts much influence over industrial relations (Coleman, 2012). It regulates the interactions between top management
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