StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...

Human Resource Management and Employment Relations - Essay Example

Comments (0) Cite this document
Summary
The idea of a visible and a distinct definition of employment relationships becomes difficult to sustain as changes in the organisation of work made possible by technological enhancements have rendered the boundaries between standard and non-standard employment relations vague and considerably indistinct…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.6% of users find it useful
Human Resource Management and Employment Relations
Read TextPreview

Extract of sample "Human Resource Management and Employment Relations"

Download file to see previous pages It has been referred to as a flexible staffing arrangement (Houseman, 2001), a market-mediated deal (Abraham, 1990), a flexible working practice (Brewster et al, 1997) or more generally as atypical employment (De Grip et al 1997; Crdova 1986). Based on the definitions, all of them imply that non-standard employment is a clear departure from the standard work arrangement. As it is, standard work arrangements are basically linked to full-time positions that are founded on an unspecified contract and are carried out at the employer's site under the employer's control and supervision (Mckenberger, 1985, p. 429; Bosch, 1986, p.165; Talos, 1999, pp. 417-418; Rogowski & Schmann, 1996). Although, international economic changes and modifications have toughened competition and intensified existing ambiguities within firms, the same have exerted greater pressure on these companies to push and aim for bigger profits and more flexible work arrangements.
Generally, there have always been employment relations that did not fit in to the normative prototype of full-time work (Peck, 1996) and this is quite true even for temporary agency work that initially surfaced in the United States after the Second World War (Mitlacher, 2004, p. 9). As a classic example of a non-standard employment relation, temporary agency work entails the externalization of administrative control and responsibility (Pfeffer & Baron, 1988). Temporary work agencies hire workers and employ them out to a client company where they work at the client's premises and direction while the agency charges a fee for the service (Kalleberg, 2000, p. 346). This consequently creates a triangular relationship wherein an employee sets up different linkages with various establishments (Vosko, 1997).
In the past decade, the use of temporary work agencies has been prominently evident in most European business firms and in some commercial organisations in Asian countries (Bergstrm & Storrie, 2003). Consequently, the number of temporary workers in the global labour market greatly increased which correspondingly created a new type of employment relationship within firms. As it is, engaging temporary workers through temporary work agencies has now become an ordinary procedure in all types of work organisations and such emerging trend has been mirrored in contemporary publications generated from the human resource and employment relations community (Beynon et al 2002; Mangan 2000; Carre et al. 2000; Barker & Christensen, 1998; Blanpain & Biagi, 1999; Felstead & Jewson, 1999). Though the open-ended employment contract still dominates, the role of temporary agency work can no longer be ignored.

Obviously, a huge number of organisations are taking advantage of these workers and the nature of the tasks assigned to them is becoming more complex. However, even with this reality, only a small number of empirical investigations have been made on the human resource management of temporary employment and those that exist have not given so much attention to its peculiarities and dynamics.
The temporary employment workforce is theoretically considered as a group consisting of "contingent workers" (Polivika 1986) and the benefits in employing such workers can be ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human Resource Management and Employment Relations Essay”, n.d.)
Retrieved from https://studentshare.org/miscellaneous/1525675-human-resource-management-and-employment-relations
(Human Resource Management and Employment Relations Essay)
https://studentshare.org/miscellaneous/1525675-human-resource-management-and-employment-relations.
“Human Resource Management and Employment Relations Essay”, n.d. https://studentshare.org/miscellaneous/1525675-human-resource-management-and-employment-relations.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human Resource Management and Employment Relations

International Human Resource Management

...resource practices may be affected by social aspects in the operating environment. Managers therefore have to be highly capable and informed individuals to cope with the demands of the workforce thereby maintaining effective employment relations Culture Hofstede (2010) defines culture as the values and beliefs that add up to the unique socio-psychological setting of a community. It represents how members of a particular society behave and relate to each other in their day to day activities as well as how the community as a unit relates to the external environment. Cultural issues are of major concern in successful human...
8 Pages(2000 words)Essay

Impact of Globalization on Transnational Corporations

...departments found within the transnational corporations. It will also help my research by highlighting the benefits, challenges and other issues that are affecting these departments. 2. Hunter, LW & Katz, HC 2012, ‘The impact of globalization on human resource management and employment relations in the US automobile and banking industries,’ The International Journal of Human Resource Management, vol. 23, no. 10, pp. 1983-1998. The authors, Hunter and Katz, discuss the effects of globalization on employment relations and its differential impact throughout the different...
7 Pages(1750 words)Assignment

Employment Relations

...hectic and low paying assignments to certain workers. Such scenarios are handed down from previous systems and they may continue to occur under the unconsciousness of the management. An example would relate to bias against certain races in terms of job assignments. The trade unions would discover about such minority groups and investigate their plights. It is crucial to highlight that certain minority groups arise out of hypothetical situations. It might be visible after some period that minority groups develop out of departments that they work in the same. In addition, trade unions help in minimizing disputes that may arise out of workers and the employers. In this sense, the trade...
6 Pages(1500 words)Essay

Hospitality Management and Employment Relations

...of Industrial Relations, 35, 1, 87-109. Hochschild, A. R. (1983) The Managed Heart: Commercialisation of Human Feeling, Berkeley: University of California Press. International Labour Organization (ILO) (2001) Human Resources Development, Employment and Globalization in the Hotel, Catering and Tourism Sector, Report for discussion at the Tripartite Meeting on the Human Resources Development, Employment and Globalization in the Hotel, Catering and Tourism Sector, Geneva: International Labour Organization. Millward, N., Bryson, A. and Forth, J. (2000) All Change at Work, London:...
8 Pages(2000 words)Essay

Human Resource Management and Labor Relations

...Human Resource Management and Labor Relations Organizational communication has a great impact on organizational performance and culture, productivityand effective management. Communication is context dependent and draws on many social sources of meaning other than the content of a given message or series of messages. In many cases, communication is affected by internal and external environment, by the nature of the task, and by tech­nology. Organizational communication is influenced by cultural context and differs in domestic and global companies. The Dominant Challenges in Organizational Communication Organizational communication is defined as “the pattern of communication between groups and individuals in the organization... . Successful...
10 Pages(2500 words)Essay

Describe urban blight

2 Pages(500 words)Essay

Human Resource Management Relations and Rewards

...Human Resource Management Relations and Rewards not Underwords Task 1. Critically explain the key skills required to prepare, conduct and conclude grievance and disciplinary cases effectively. Human resources are considered as the most important resources in an organization. An organization cannot achieve the goals without the proper human resources. There should be a strong and healthy relationship between the employer and the employees. But there at times problems and disputes occur in the relationship between the both. Grievances are one of such problem. “Grievances...
5 Pages(1250 words)Essay

International Employment Relations/Human Resources

...INTERNATIONAL EMPLOYMENT RELATIONS/HUMAN RESOURCES of The history of employment relations in India has been shaped by the economic, cultural, and political in the country over the decades. Employment relations in India are reflected in the particular institutional, legal, and policy framework, as well as the social partners and the government relationship (Bhattacherjee, 2001, p. 246). So, how is the history of employment relations in India? It is important to first point out that employment relations in India trace its history to many decades ago; however, the agrarian age was when some sort of formal employment relations was evident. The concept progressed through the colonization period. Being a British colony, the practices... of...
2 Pages(500 words)Essay

Employment Testing and Human Resource Management

...in terms of validity and reliability. As personnel selection is one of the most significant features of Human Resource Management, the authors explore validity (accuracy, legitimacy) and reliability (dependability or consistency) in terms of measures used to assess the “attributes related to success on the job” (Ajila and Okafor, 2012, 91). The authors give a comprehensive report of the various types of tests used in personnel screening and selection, based on cognitive ability, mechanical ability, motor and sensory ability, aptitude, personality and knowledge. By providing examples of each kind of test, the authors further elucidate the nature of...
2 Pages(500 words)Article

Employment Laws and Human Resource Management Strategy

... Employment Laws and Human Resource Management Strategy Abstract With globalization and the advantages associated with a diverse workforce, many employers in the U.S. are seeking to employee foreign employees now more than ever. However, the human resource management, being regulated by both state and federal laws, strategizing on the recruitment processes for seasonal employees from foreign countries has not been easy for human resource functions of various organizations. This is particularly apparent in the state of South Carolina. Nevertheless, the...
7 Pages(1750 words)Term Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Human Resource Management and Employment Relations for FREE!

Contact Us