Employment Relations Essay Introduction: Unitarism‚ which also called human resource management‚ it is an organization is perceived as an integrated and harmonious whole with the ideal of one big happy family‚ where management and other members of the staff all share a common purpose‚ emphasizing mutual cooperation. Another opposite approach is pluralism which called industry relationship. There are no common interest in the organization and different loyalty and authority inside. This essay
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between the ‘best fit’ and the ‘resource based’ approaches to strategic human resource management. 4. Outline the main uses of competency models in Strategic Human Resource Management? 5. Explain what you understand by the terms ‘unitarist’ and ‘pluralist’ and their implications for employee relations strategies. 6. Outline and discuss the factors to consider when designing a retention strategy October ---2013 1. Critically assess the strengths and weaknesses of ‘best practice’ models
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GROUP 2 PRESENTATION NAMES Elisha Masakadza (Syndicate Leader) Frank Munyanduki Kingsley Zimbudzana M Jeremiah M Chivasa Mbairo Dhliwayo Simba Mwaingeni LABOUR CASE BACKGROUND * International Org (Eastern Parts) had fired employees 12mnth ago. * Case has been in the Labour Courts for 6 months * The Org lost the case because of failure to follow the proper labour procedures. * NEC gave 2 options a. Re-instate and backdate salaries 12 mnths since dismissal
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procedures applied in order to manage such conflicts and the effectiveness of those procedures. Assignment Brief Assignment Task / Description: TASK A Question 1 (L01‚ Assessment Criteria 1.1) Outline the characteristics of the unitarist and pluralist ideologies in each of these areas: • • • • • Focus Power Conflict Processes View of third party involvement in the Employee Relations Question 2 (L01‚ Assessment Criteria 1.2) Assess how changes in trade unionism have affected
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Review Questions Topic 2: The Nature of the Employment Relationship 1. Why is the employment relationship interdependent? In order to tap the creative and productive powers of workers‚ employers cannot treat them as any other market commodity. Employees can always bargain with their compliance‚ commitment and effort. Hence‚ to some extent‚ employers must seek a cooperative relationship with their workers in order to gain their consent to managerial directives. Employees‚ on the other hand‚ are also
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On the other hand is an integral part of overall company function. The difference between personnel management and human resource management can also be given as follows: Personnel management Its nature of relations is pluralist‚ its perception of conflict is institutionalized‚ its contract emphasis on compliance‚ its roles of procedures are dominated‚ its planning perspective is reactive‚ acceptability of unions is acceptable‚ level of trust is low‚ key relation is labour
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‘...the Australian union movement is in crisis’ (Cooper‚ 2005‚ p. 96). The early 90’s in Australia saw a significant drop for trade unions as a whole in both membership and density. Strategies were introduced to curb the decline but both changes to the Australian labour market and Government legislation have been too much for the unions to handle. This paper will discuss and critically examine the current state of trade unions‚ past strategies of the Australian Council of Trade Unions (ACTU) to
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10 Employment Relations Chapter Objectives v To outline alternative perspectives on power and authority in the employment relationship v To outline the relationship between HRM and employment relations v To discuss key trends in employment relations‚ particularly trade union decline and the rise of non-unionism v To outline the notions of employee ‘voice’‚ employee involvement and participation v To discuss the various means by which employees can be given a voice in organisational decision-making
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MSc EMPLOYEE RELATIONS Dr. Joe McBride Dr. Arjan Keizer 06003512 [pic] I certify that this assignment is the result of my own work and does not exceed the word count noted. Number of words: 1500 (Excluding references‚ title page) Assess the advantages and problems facing an employer seeking to manage employee relations in a non-union environment. The issue of the ‘non-union’ firm has come to the forefront in Britain principally because it has been seen as an exemplar of one strand
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AN ESSAY ON THE CONTRACT BETWEEN FAIR WORK AUSTRALIA LEGISLATION AND WORKCHOICE‚ 2010 Prepared for: Dr. Shalene Werth Submitted:12 November 2010 Prepared by Li Chenyi Differentiation between Fair Work Australia and WorkChoice Fair Work Australia Fair Work Australia (FWA) is the new government industrial relations institution established by the Rudd Government ’s Fair Work Act 2009. It replaced WorkChoice act on 1 July 2009. This essay will compare and contrast FWA and WorkChoice from
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