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Employee Relations - Research Paper Example

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The paper "Employee Relations" discusses that the collective bargaining process does not literally contradict the basic assumption of the HRM approach to managing people. Even though in the sense that HRM follows a unitarist approach which states that the entire group works under common values…
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Employee Relations
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Download file to see previous pages Back between the late 1700s and the early 1800s, at least two types of labour unions known as the craft unions and the industrial unions were reported to emerge.2 Over time, the number of reported labour unions eventually increases.
Today, the after-effects of globalization have caused many labour unions to strengthen their forces for their own self-benefits. Despite the new opportunities that globalization is offering to the big multinational companies, the expected income of the local workers suffers as a result of the massive ‘lay-offs’ that has been going on throughout many developed and underdeveloped countries. Specifically, the economic recessions that lead to labour cost-cutting policies resulted in the rise to the issue of labour unions and collective bargaining.
significantly contradict the basic assumptions of the HRM approach to people management. To enable the readers to fully understand the topic research, the researcher will first provide a definition of collective bargaining, employee/industrial relations, and labour unions. Eventually, the researcher will conduct a literature review discussing the main purpose and function of HRM as well as its basic assumptions in relation to people management. In the process, the researcher will discuss the application of theories and models that are commonly used in describing employee relations. Based on the gathered literature review, the researcher will discuss and analyze these theories and models in relation to the contemporary UK and European context of employee relations. For the conclusion, the researcher will provide some evidence as to whether or not the collective bargaining processes contradict the basic assumption of the HRM approach to people management. ...Download file to see next pagesRead More
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