COMPARE AND CONTRAST THE KEY FEATURES OF THE ACADEMIC FIELDS “INDUSTRIAL RELATIONS” AND “HUMAN RESOURCE MANAGEMENT [HRM]”
The main aim of the study is to compare and contrast the academic fields of Industrial Relations and Human Resource Management, in this essay, both the fields are defined, highlighted key features which will help in understanding the similarities and differences with a conclusion.
Industrial Relation can be defined as the study of all kind of employment relations in the broader perspective. All forms of economic activity in which an employee works under the authority of an employer and receives a wage in return for his/her labour.
Teaching and research in Industrial Relations involves the study of work and employment relationships in all forms. These relationships involves management and employees but get influenced beyond individual workplace, for example: the relationship gets affected by the intervention of the state for passing new laws and policies, international trade, dynamics of the capital market. The study of Industrial Relations consists of various analysis of the employment relations over time period. It focuses on goals and needs of the workers, evaluate the problems faced by the workers. In involves collective form of dealing between labours and employers through trade union.
Industrial Relations in Great Britain has always been voluntarist system wherein the state had minimal intervention in the employment relations as
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In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future
Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is
Dunlop states that the industrial relations system is seen to be 'comprised of certain actors, certain contexts and ideology which bind the industrial relations system together and a body of rules created to govern the actors at the workplace (Blyton Turnbull, 2004, P27). And
Employment relationship – defn. “the relationship that exists between employers and employees in the workplace”
Employment relationship is the legal link between employers and employees (Organization, 2016). There is an economic exchange between the employer and employee as they perform the work and services, with certain conditions (Corporation, 2012). A power relationship on the other hand is when the employee agrees to submit to the authority and direction of the employer. The employment relationship is a continuous and open-ended contract, it allows the employees to modify and restrict the work effort and can combine collectively to challenge managerial authority. Therefore, the relationship is interdependent in nature, as employers seek a cooperative relationship with employees to gain their consent to instructions. The purpose of employment relationships is to deal with the employees and the issues that arise from their employment.
It is fundamental for human resources managers to understand labor relations due to the can need of making an environment peace and productivity of the organizations (Antoine, Craver & Crain, 2011). It is usually essential for human resources managers to inhibit crisis of conflicts and discrimination to make an excellent relationship between union and
Compare and contrast of the classical school of management and the human relations school of management
Human Resource Management, was developed in the late 90’s, by R. Wayne Mondy and Judy Bandy Mondy. It was designed to help new students become familiar with human resource management, providing both realistic and practical scenarios of HR’s strategic role in planning and operating organizations. Through various examples from the research of company material, it demonstrates that all managers are necessarily involved with the human resources part of business, which is
Productive relationships are relationships between the people producing the goods and services. The most important relationship in industrial culture is between the owners of the means of production and the proletarians. The political and economic belief of the dominate class influences all aspects of life in that workers bend to the whims of the capitalist system.
Trade union is a form of organization where employees and leaders with common interests join in order to promote and protect those interests. These collective organisations have the role to negotiate with the employers the wages and the working conditions, they also help ease the relationships between employers and employees by diminishing the conflict between them and act collectively when it comes to implement the terms of collective bargaining. As Webbs shows, the trade unions are ‘a continuous association of wage-earners for the purpose of maintaining or improving the conditions of their working lives’(Webb and Webb, 1920, 1). Because the employer has the power in an organisation by having the authority to hire and fire people, the
Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual
The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.
The purpose of methodology section is to introduce the reader to the techniques which were used in order to complete the assignment. This particular research was conducted by means of collecting purely secondary data form relevant literature and internet sources. Two models of analysis of external and internal environments of the company were evaluated in order to answer the research question of how human resource management influence on different aspects of organisation. The models used as evaluative tools are SWOT analysis and Porter’s five forces. The additional secondary data was collected trough reliable internet sources, such as official websites of the company itself and the parent company. In accordance with research ethics on academic offence in form of plagiarism, any information taken from the external source is properly referenced in the text and in the Reference section.
In every organisation or company where people work together, misunderstandings and agreements will occur. Sometime, conflicts often are hidden in a workplace, which has not been dealt with in an open way. These types of hidden conflict can lead to decreased motivation among the employees. So, in Management studies, they discuss conflict more in Human Resource way, it is all about motivations and relationship between people. Moreover, in Management, conflict between employer and employee is usually caused by Discrimination, which is also from Human Resource perspectives.
According to J.T. Dunlop (1958), an industrial relations system is comprised of the following actors: