{[ promptMessage ]}

Bookmark it

{[ promptMessage ]}

HRM Lecture (11)

HRM Lecture (11) - Chapter 12 Union-Management Relations...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 12 Union-Management Relations CHAPTER OVERVIEW Chapter 12 continues the discussion on the relationship between employer/management and employees. It covers the collective union-management relations. The chapter examines management’s industrial relations strategies, employees’ union organization, and collective bargaining; it concludes with coverage of the debate on human resource management HRM and trade unions. Chapter objectives: After studying this chapter, you should be able to: 1. Describe contemporary trends in union-management relations 2. Explain and critically evaluate different types of union-management strategy 3. Explain the pattern of trade union membership and union structure 4. Understand the nature and importance of collective bargaining 5. Describe the core legal principles relating to union-management relations 6. Critically evaluate the importance of ‘new unionism’ and ‘partnership’ for union- management relations. CHAPTER OUTLINE Introduction Critical literature presents the HRM model as being inconsistent with traditional industrial relations. The debate has been influenced by political-legal developments in the UK and US. Questions posed include can an employee be committed both to their employer’s goals and the union’s goals simultaneously? Is dual commitment possible? Can trade unions and HRM coexist? To begin answering these questions the contemporary trends in union-management relations are critically evaluated. [Type text]
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Union-Management Relations Industrial relations are defined as the process of control over the employment relationship, the organization of work, and relations between employers and their employees. Industrial relations activities influence key elements of the HRM model shown in Chapter 1, Figure 1.4: recruitment and selection, human resource develolpment (HRD), rewards, and have typically opposed employee appraisal.
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

Page1 / 5

HRM Lecture (11) - Chapter 12 Union-Management Relations...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon bookmark
Ask a homework question - tutors are online