Examines the idea that human resources management solves the problems created by industrial relations.
Written in 2002; 2,813 words; 19 sources; APA; $ 83.95
Paper Summary:
This paper examines some of the activities of HR management with respect to problems created in the workplace by industrial relations, such as unionization and affirmative action. A broad definition of "industrial relationships" reflecting various issues such as the impact of new technologies and the HR response, training of workers and response to such programs as affirmative action are covered in this paper.
From the Paper:
"Ralph King (1988) commented that affirmative action has shifted some of the key roles and functions of human resources managers, who now play some of the roles once held by unions, and disputes over fairness are turning into costly court battles. As a direct result, the amount spent on HR management has tripled over the last decade, to $750 per employee each year, for a representative selection of 700 U.S. corporations polled by the Bureau of National Affairs. The emphasis on fairness has forced management to develop standards for hiring and promoting as well as evaluating employees that are viewed by many HR managers as too constraining."
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