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Concepts of strategic human resources management
Concepts of strategic human resources management
Concepts of strategic human resources management
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Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives. (Armstrong, 2009) HRM main features are an emphasis on the vital administration of individuals which attains fit or reconciliation between the business and the HR system, developing the integrated HR policies and working on it, treating people as an assets not as a cost because they are regarded as a basis of competitive advantage and as human capital to be invested in through the provision of learning and development opportunities, an employee relation should be unitary rather than pluralist it is assumed that employees share the same interest as employers and the HRM performance and delivery is same as a line management responsibilities. OK Industrial relations could be depicted as the relationship that exists between the worker and the business or between the organization and exchange unions. On the other hand it could be seen as philosophies by which specialists and their associations relate in the working spot to make statutes and regulations of occupation. An exceptional working relationship is needed from both parties to maintain high production in the working place. For the administrator to have an extraordinary companionship with his labourers, the administration need to sidestep clashes with the delegates, if, despite everything that they happen the two social affairs should settle them quickly and peacefully to bring streamlined agreement and high preparing of the business. The creation and upkeep of extraordinary relations between the labourers and the association is the exact basis on ... ... middle of paper ... ...of industries, it is vital for the representatives and executives to have great working relations to guarantee persistent high industrial production. For the enhanced industrial relationship there should be support from the management of the industries, good personal policies and a constant review of the policies so they remain consistent with changes in labour relation laws that occur over time. India labour union have taken a long period in creating, however, today it is more composed than in the recent past, and it still has low bargaining power contrasted with other labour union in different nations. This is most likely in light of the fact that it is not brought together and little unions dependably need high group power. The challenges the labour unions have, is how to gain better bargaining power and tackle the effects of global capital markets new polices.
Factories were known for their ill treatment of their employees, long hours and dirty and unsafe conditions. In 1866, unions started to form to improve working conditions for the workers. A fundamental problem faced by democratic societies is as long as people live their lives individually and go their separate ways and be selfish individuals, they are unlikely to meet collectively to resolve issues. There needs to be meaningful unity among people to alleviate this problem to get people obliged to one another, so there is a willingness to sacrifice for shared goals. Bonding of its citizens creates a democracy. Unions seemed to offer the middle class a chance to become a crucial part of fostering institutions of constitutional democracy. The unions have went through several transitions, but have always worked for the working force. I will discuss the history of the various unions, their wins and losses, and the struggle of the employee to achieve democracy in the workplace.
The conclusion this paper must draw is that if it is true that there was a need for unions and that they have become impractical then there must have been a time period where the relationship between company and union was optimal. The purpose of this paper is to determine the characteristics of that optimal time period and how to achieve or recreate them.
Trade unions are important in the working environment, they organize and represent the interests of the employees and also ensure that their employment relationship is regulated through processes of collective bargaining (Venter & Levy, 2009). The interests of trade unions are also considered to be of importance because they look after the interests of those in the production processes. As a result models of behavior and collective bargaining were developed by Hicksian.
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
In the theory and practice of industrial relations, it is pertinent to note that it arises from employment relations. Hence, it highlights the dual nature of industrial relations and the constant actions by the two sides attempt to control power in the relationship (Block, Berg & Belman, 2004). Therefore, what is central to industrial relations is the employment relationship between an employer and employee as it gives raise to the bargaining agenda in the pursuit of power. As a result of common practice of bargaining in the employment relationship, some three major dimensions can be identified. These are: economic, legal and social; this paper will thus seek to show how the three interact and posit that the economic dimension is most influential in employment relationships.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Modern Industrial Relations in India A study of modern industrial relations in India can be made in three
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
From this definition, the researcher is able to determine that Heery & Noon are stating that, employee relations involves the bulk of work that is focuses with maintaining employer and employee relationships within the organisation and contributes to upholding satisfactory productivity, employee motivation and work morale. Nevertheless, Heery & Noon’s employee relations definition is understood by the researcher that, it focuses on preventing and resolving problems which may arise within the workplace regarding employees and also gives individuals at work some involvement in the organisation rather than it being more based around industrial relations. Trade unions also embrace employee management patterns but also have restrictions in interacting with employees. Heery & Noon mention that employee relations is a common title for the industrial relation functions, but in some case, employee relations has different perspective and approaches than industrial relations and can also be used...
Industrial relation have been a subject of major concern for quite some time, but traditionally, industrial relations is based on the assumptions that the workers and the managers are not classified as the same entity. Industrial relation has two historical meanings; one it describes the public policy and employment practices of the employers and unions and the other meaning refers to a specific academic new and certain theoretical principles. Thus this paper illustrates an approach to British industrial relation over a certain time and important changes or reforms undertaken in industrial relation by major government and unions. The paper emphasizes on how the system of industrial relations in United Kingdom (UK) is characterised and progressed
There are various roles which the trade unions perform. Basically if we see the need of having these trade unions then we can trace the solid jurisprudence behind them beca...
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).
Industrial Relations is a multidisciplinary field dealing with the study of employment relationship in union and non-union organizations. There have been various theories of industrial relations in place, but the first and most influential theory was put forward by John Thomas Dunlop. Dunlop, as a labor economist, remodelled the work of sociologists and developed a framework of industrial relations system. He developed the System’s Theory which stressed on the interrelationship of institutions and behaviors that enables one to understand and explain industrial relation rules.
There are many different approaches and theories regarding industrial relations nowadays. In order to mount an opinion on which is the ‘best’ or most appropriate theory of industrial relations, each theory will have to be analyzed. The three most prevalent theories of industrial relations which exist are The Unitarist theory, The Pluralist theory and The Marxist theory. Each offers a particular perception of workplace relations and will therefore interpret such events as workplace conflict, the role of trade unions and job regulation very differently. I will examine each of these theories in turn and then formulate my own opinion regarding which is the ‘best’ or most appropriate theory.