Employee Relations

2063 Words Jan 24th, 2014 9 Pages
Firstly, the literature review will begin with the use of source 1, books; this source will give an expert outlook from highly respected authors and academic professionals. This will include different perspectives, approaches and definitions of “what employee relations is”.
“Employee relations is a common title for the industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of “industrial relations”. The term underlines the fact that industrial relations is not confined to the study of trade unions but embraces the broad pattern of employee management, including systems of direct communication and employee involvement that targets the individual worker.” (Heery
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In today’s terms, industrial relations refer generally to any dealings between management and workers about employment conditions. Most commonly, industrial relations also refer to dealings between the management and a workforce that is already unionized, or has the potential to becoming unionized, this undoubtedly give workers the right to form unions and bargain collectively concerning any working issues or conditions that they felt wasn’t being met by the company they worked for.

This part of the review will consist of the use of source 2, Critique’s. The critique’s that have been gathered will give different if not the same type of approaches and views in relation to Employee Relations.
If the decline of industrial relations thinking leaves a gap that matters to managers, it in terms of the need to recognise that employees’ interests are not necessarily identical with those of their employer; that despite the decline in strikes and other forms of industrial action, workplace conflict still needs to be managed; that HR management philosophies may understate the ‘messy realities’ of managing people (Edwards 2003)
Research can show that with the decline in ‘Industrial relations’ it is generally understood to refer to relationships between employers and employees collectively. Today, such terms are no longer widely used by employers but often summons up a set of employment

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