Nobody downloaded yet

Human Resource Management and Employment Relations - Essay Example

Comments (0) Cite this document
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 PAPER94.4% 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
(“Human Resource Management and Employment Relations Essay”, n.d.)
Retrieved from
(Human Resource Management and Employment Relations Essay)
“Human Resource Management and Employment Relations Essay”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human Resource Management and Employment Relations

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

Employment Relations poor conditions of labor and compulsory cruel over time for the labor. During the period of 1970s Labor movement was taking notice of racisisam and its affect it had on the labor and the labor policies. The trade union consisted of 11.5 million members. There were pamphlets and dvds which were offered starting from Brent trade council which showed the highlights of the movement. It was also talking about the work which the employers of George Ward were doing in order to fight for the trade unionism. The movement was supported by the conservative party, the national association of Freedom and police and the court. Here it is also important to talk about the trade union leadership which was basically giving vocal...
8 Pages(2000 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

Employment Law (Human Resource)

...Employment Law (Human Resource The Labor Relations Act of 1935 which is also known as the Wagner Act, dealswith he rights of the laborers. The National Labor Relations Board was created under the provisions of this Act which deals with the issues like conducting of elections for the representation of the labor unions, bringing up proper bargaining units and takes care of the laborers by investigating the charges of the unfair labor practices against the laborers by their employers. By unfair practices it may be taken into consideration, the interference of the employers or their coercion or in any means any kind of...
3 Pages(750 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

Human Resource and Employment law

...Human Resources and Employment Law Response to Question #7 The case explicitly s the disc jockey is forbidden from broadcasting on-air for a competing station within a 75-mile radius, or for a station that is in direct competition with Saga’s station WMGX in Portland, for a period of six months from the date Voornas decided not to renew her three-year contract. However, before the six-month period ended, Voornas accepted a position in sales and marketing for Citadel Communications Corporation, a company that operated several stations within the 75-mile radius of WMGX. Working in promotion and sales for a competing station alone does not violate the terms of the non-compete clause of...
1 Pages(250 words)Coursework

Human resource and employment law

...Human Resource and Employment Law Response to Question At a young age, Robert LaFollette (nick d “Fighting Bob began to develop a vocal opposition to political corruption and power in Corporate America; hence his nickname. As a Republican for most of his life, he made his way down a political path as the governor of Wisconsin, and ultimately a representative in the United States Senate. He primarily focused his support efforts on progressive reform, particularly with regard to unions in the railroad industry; during the early part of the 1900s (Wisconsin Historical Society, 2011). His time spent in Washington was concentrated on similar progressive reform that he successfully fought for in his home state of Wisconsin. He served... into and...
1 Pages(250 words)Coursework

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 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
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