New Public Sector Management
GOVT 2051
Human Resources and Industrial Relations in the Public Sector
INTRODUCTION ……………………………………………………………………...
LITERATURE REVIEW ……………………………………………………………….
TRADITIONAL IR SYSTEM INCLUDING DISCUSSION OF THE
TRADITIONAL PUBLIC SECTOR MODEL …………………………………………
ANALYSIS AND FINDINGS ………………………………………………………….
RECOMMENDATIONS ……………………………………………………………….
CONCLUSION ………………………………………………………………………….
INTRODUCTION
Industrial relations is concerned with the relationship between management and workers and the role of the regulatory mechanism in resolving any industrial dispute. It covers areas such as collective bargaining, trade unions and the government. Human resource management (HRM), which has a soft approach (people friendly) and a hard approach (people as a resource to be used as seen fit by the organization), could be summarized as a strategic approach to managing employees.
The role of industrial relations has been diminished to some extent in Trinidad and Tobago with the implementation of human resource management practices and policies. However some of the aspects of the traditional public sector model and the environment it was planted in has survived till now, which affects the implementation and success of new public management.
LITERATURE REVIEW
“Comparative Industrial Relations: An Introduction to Cross National Perspectives” by Bean 1994 states, Dunlops prescription of the advancement of knowledge in IR is the need to break away from the restrictive and myopic confines of problem solving, institutional studies with individual countries- what has been termed ‘ethno-centric’ bias- in favor of border comparisons over the course of time and across countries. He postulated that the systems theory was applicable to study comparative industrial relations. Haworth 1991 however states that the systems theory fails to explain how the pattern of industrial relations has developed in Third World countries.
Human Resources and Industrial Relations in the Public Sector
INTRODUCTION ……………………………………………………………………...
LITERATURE REVIEW ……………………………………………………………….
TRADITIONAL IR SYSTEM INCLUDING DISCUSSION OF THE
TRADITIONAL PUBLIC SECTOR MODEL …………………………………………
ANALYSIS AND FINDINGS ………………………………………………………….
RECOMMENDATIONS ……………………………………………………………….
CONCLUSION ………………………………………………………………………….
INTRODUCTION
Industrial relations is concerned with the relationship between management and workers and the role of the regulatory mechanism in resolving any industrial dispute. It covers areas such as collective bargaining, trade unions and the government. Human resource management (HRM), which has a soft approach (people friendly) and a hard approach (people as a resource to be used as seen fit by the organization), could be summarized as a strategic approach to managing employees.
The role of industrial relations has been diminished to some extent in Trinidad and Tobago with the implementation of human resource management practices and policies. However some of the aspects of the traditional public sector model and the environment it was planted in has survived till now, which affects the implementation and success of new public management.
LITERATURE REVIEW
“Comparative Industrial Relations: An Introduction to Cross National Perspectives” by Bean 1994 states, Dunlops prescription of the advancement of knowledge in IR is the need to break away from the restrictive and myopic confines of problem solving, institutional studies with individual countries- what has been termed ‘ethno-centric’ bias- in favor of border comparisons over the course of time and across countries. He postulated that the systems theory was applicable to study comparative industrial relations. Haworth 1991 however states that the systems theory fails to explain how the pattern of industrial relations has developed in Third World countries.
References: Ackers, Peter, and Adrian Wilkinson. Understanding work and employment: industrial relations in transition. Oxford: Oxford University Press, 2003. Bean, Ron. Comparative industrial relations: an introduction to cross-national perspectives. 2nd ed. London: International Thomson, 1999. Collings, David G., and Geoffrey T. Wood. Human resource management: a critical approach. London: Routledge, 2009. "Employment Relations and the Social Sciences." Google Books. https://encrypted.google.com/books?id=lTIS5L5JbD0C&printsec=frontcover#v=onepage&q&f=false (accessed November 21, 2013). Mac Donald, David. INDUSTRIAL RELATIONS AND GLOBALIZATION: CHALLENGES FOR EMPLOYERS AND THEIR ORGANIZATIONS . Asia-Pacific in the Twenty-First Century Turin, Italy: ILO Workshop on Employers ' Organizations, 1997.