Industrial Relations Essay

Australian Industrial Relations Name of the student Name of the university  Contents Introduction 3 Fair Work Act (2009) 3 Workplace Relations Amendment (Work Choices) Act 2005 4 Comparative Analysis 4 Termination of employment 4 Employment standards 5 Elimination of redundancy 8 Adverse action 9 Conclusion 10 References 11   Introduction The industries in Australia have a number of organisations operating in them. These organisations have a large number of human resources which are involved in the

FEATURES OF THE ACADEMIC FIELDS “INDUSTRIAL RELATIONS” AND “HUMAN RESOURCE MANAGEMENT [HRM]” INTRODUCTION 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

In Australia, industrial relations system has been shaped by diverse legislative Acts and political forces coupled with judicial decisions at both the state and federal level. This evident in the sense that there have been diverse amendments of the 1904 Act in light of increased pressures in the industrial sector. This elicited mixed reactions from the employees and employers, among other stakeholders in the industry. However, due to the disadvantages and/or drawbacks of the centralized system of

essential for employment. Collective bargaining facilitates coordination between unions and employers in wage setting and other aspects of industrial relations. Although collective bargaining has the general objective of supplementing or supplanting, the free market, it has not followed a uniform pattern of development in different national or industrial situations. Instead, a variety of institutional

Historically New Zealand has had an industrial relations system based on principles of collective bargaining, with union and employer representatives negotiating minimum employment terms and conditions. The Industrial Conciliation and Arbitration Act of 1894 established principles of; wage fixing through conciliation and arbitration; multi-employer awards; blanket coverage of conditions; compulsory union membership; and compulsory arbitration. This system served New Zealand for almost a century with

understanding of human resource evolution from Industrial Relations (IR) tradition to Human Resource Management (HRM) has transpired to the present day. IR was considerably have two main division: labor management and mutual negotiation including the method of employment management (Kaufman 2001). The terminology from personnel management, or personnel administration and labor relations has been used by most writers represent IR or employment relations era. The evolving terms of both subject fields

IWA-Mexican American Relations Question: How have Mexican-American relations improved since the industrial age and is it sufficient enough for a functional relationship between cultures? Introduction/Historical Perspective After Mexico gained its independence from Spain, one of its biggest goals was for regional autonomy-politically, socially, and economically. However, its problem at the beginning of its independence in 1821 was that over 60% of its population consisted of indigenous people,

Employment relations in Kenya are regulated by a number of sources: constitutional rights, statutory rights, as set out in statutes and regulations; rights set by collective agreements and extension orders of collective agreements; and individual labor contracts. These legal sources are interpreted by the Industrial Court, and in some cases by the ordinary courts. A particularly important role to play has the tripartite Industrial Relations Charter that laid the foundation for an industrial relations

another, all the parts of Qantas’ labour sectors including Pilots, baggage handlers and maintenance staff wanted some form of pay rise or increase in benefits which Qantas could simply not afford. The Unions representing the employees during the industrial action include the Transport Worker’s Union, Australian and International Pilots Association and the Australian Licensed Aircraft Engineers Association. Qantas’ External environment consists of competitors, government, laws and regulations. In

The zone of industrial/organizational psychology that deals with the selection and evaluation of personnel, and other job aspects such as morale, satisfaction, and relationships between managers and workers in the workplace. Personnel psychology is a sub division of industrial psychology which deals with selection and evaluation of personnel. It also looks into other job parts such as morale, satisfaction, and relationships between managers and workers in the workplace.( Bovee, 1992, p. 7) The main