Industrial Relations to Human Resource Management: Disparity and Similarity

Thirdly, human resource management assumes that the conflicts between employer and employees are not unavoidable and the authority of management is necessary to the organizational effectiveness and efficiency. Under this presumption, the employers believe that the possible occurrence of unsatisfied situations and the conflicts can be minimized by their strategy, applying their management authority in a planned way. Usually, the human resource management strategies are concerned with recruitment,…

Industrial relations: arose to the growing power of trade unions involvement in disputes, collective bargaining, negotiation and industrial law and regulation. The practitioner as a bureaucrat (control of labour) due to the increase growth and change of workplace activity such as: job allocation and performance monitoring; time keeping and control of absenteeism; sick leave and holidays; pay and benefits; training and promotion; rules and regulations; procedures and forms. Part of Tarmac dream vision…

continuous development and functions to improve the company workforce. Human resource management is the type of management where almost everybody in managing position can play apart in training and development. Personnel management can be describe as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel management could also be seen as a independent way of managing. It is a sole…

effective. Management has developed HRM approaches to managing the employment relationship however whether this is effective and successful is debatable. HRM represents Human Resource Management which is a “strategic, integrated and highly distinctive managerial approach to industrial relations” There are many forms of ‘approaches’ used by HRM in managing the employment relationship however there are only two types of HRM; Hard HRM and Soft HRM. Hard HRM uses employees as a resource whereas Soft…

In order to be distinctive, human resource management plays an important role as it deals with the workforce (Anthony et al. 2002, p.749, What Intel is and What it isn’t 2001). This is because, the quality of the workforce would have a huge impact on the quality and the distinction of services or products sold (Samson & Daft 2005; Anthony et al. 2001, p.749, What Intel is and What it isn’t 2001). A good example for this would be Toyota, a renowned car manufacturing giant, famous for its extensive…

and knowledge of the human resource aspects; therefore, organization see candidates with a higher degree as more qualify and beneficial prospects to their company. A Bachelor’s degree or above, will give aspirant better job opportunities and qualify them for more broad ranges of positions, from hospital human resource management to training managers. For advanced positions in a large corporation’s HR department, or for the position that involved in developing human resources policy, aspirant would…

above-average performance and effort. Motivator factors include: - Status- Opportunity for advancement- Gaining recognition- Responsibility- Challenging / stimulating work- Sense of personal achievement & personal growth in a job There is some similarity between Herzberg's and Maslow's models. They both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e.g. self-actualisation, esteem needs) act…

education, housing and transport * Competition for workers All these issues raise questions, which the human resource plan should cover. The plan should include: * Organisation development * Training and management development * Recruitment, redundancy and redeployment * Appraisal and job evaluation * Promotion prospects Human Resource Planning (HRM) is a form of risk management. It involves realistically appraising the present and anticipating the future (as far as possible) in order…

defines that human resource management is an individual approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. II. THE ROLE OF HUMAN RESOURCE MANAGEMENT Human resource management involves several of practices such as recruitment/resourcing, administration, selection, performance and reward management, talent management, labour…

strategic moves to properly employee a successful business. Proper planning of staff levels requires an evaluation of both present and future needs of the organization. These can be compared to the present and future resources and predicted resources. Balancing these is key to successful management. A satellite vision plan for 1,3, and 10 years in advanced can be assessed of the employees at hand and their circumstances and individual situations whether it be retirement, part time employees, skill levels…