Employee Relations

Paper Summary:

This paper reviews and discusses the human resource management (HRM) approach to people management, focusing primarily on collective bargaining and how it is believed to contradict the HRM approach.
The paper goes on to discuss the history and the nature of trade unions, in order to better understand the collective bargaining process.

Outline:
Introduction
Collective Bargaining
The HRM Approach
Conclusion

From the Paper:

"As has been mentioned earlier in this paper, the Human Resource department is often seen as a bridge between the employer and his or her employees, especially now that globalization has made so many changes to the structure of various companies. The development of ethics begins at a very young age, and throughout school, ethics are taught in various classes. Some schools have a specific ethics class that individuals are required to take, and others simply teach ethics in several different classes, mixed in with the other material. Either way it is taught it is important, and there are indications that schools are not doing the job that they need to be doing, in order to teach proper ethics to those individuals that graduate these schools and make their way to the business world (Roth, 2000)."

Sample of Sources Used:

• Bell, S. (1999, April 1). Union strategy, member orientation and union effectiveness: an exploratory analysis. Labour & Industry.
• Chuvala, B. (2002). Keeping up with change: human resource managers facing new challenges. Westchester County Business Journal.
• Hollinshead, Graham, Peter Nicholls, and Stephanie Tailby (2003) Employee relations, London, CIPD
• Farnham, D. (2000) Employee relations in Context, London, CIPD
• Frederickson, H. G., & Walling, J. D. (1999). Editors' introduction: ethics in contemporary human resources management. Public Personnel Management.

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