文档介绍：HRM & Industrial Relations
HRM & Industrial Relations
Industrial Relations – defining the scope
male, FT, unionised, manual, “heavy” industries & public sector , restrictive practices, strikes & collective bargaining?
Employee relations - more diverse jobs: non-manual, female, PT, non-union, services, high tech, “new” business etc
Focus = regulation of employment relationship (control, adaptation, adjustment) - legal, political, econ, social, historical contexts1>. “Collective aspects”?
“operating within & outside the workplace concerned with determining & regulating employment relationships.”
Comparative
HRM
Unitary
Marxist
Pluralistic
Labour
market
Social
action
Systems
Control over
labour process
Input
Conversion
Output
Conflict
differences
Institutions
& processes
Regulation
(rules)
Approaches to IR
Wider approaches
Evolution
Revolution
Cooperation
Conflict
Authoritarian
Paternalism
Capitalist society
integrated group
common values, interests, objectives
one authority /loyalty
irrational + fractional
coercion
intrusive
anachronistic
only accepted if forced
Unitary
Pluralistic
Marxist
Assume
Nature of conflict
Conflict resolution
TU Role
Post-capitalist society
Sectional groups - coalesce
different values, interests, objectives
competitive authority /loyalty (formal/informal)
inevitable, rational, structural
compromise + agreement
legitimate
internal, integral to workplace
accepted role in econ & managerial relations
Capitalist
Division of labour/capital
social imbalance + inequalities - power, wealth etc
inherent in econ. & social systems
disorder - precursor to change
change society
employee response to capitalism
mobilise, express class consciousness
develop political awareness & activity
Input-output model
convert potential for conflict into regulation
reconcile conflicts of interest through legitimate, functional processes & institutions
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