The Unitary perspective of industrial relations views the organisation as a team ‘unified by a common purpose’, namely the success of the organisation. This perspective views all the people in the organisation as part of one big team. Unitarists view everyone within the organisation as part of one team with one loyalty structure. This immediately says that there are no barriers between different groups and departments which could lead to poor communication and animosity, which would go against the notion of common values and common goals as that would not be advantageous to the common goal, of the success of the organisation. The set of common goals and values that are put in place are there to try to create Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Performance Management – Definition, Principles, Features and Scope
Definition of Performance Management Performance management is a way of systematically managing people for innovation, goal focus, productivity and satisfaction. It is a goal congruent win- win strategy. Its main objective is to ensure success to all managees i.e., all task teams who believe in its process, its approach and implementation with sincerity and commitment. The managees success is reflected in organizations’ bottom line in terms of achieving its planned goals. Performance management is an endless spiral, which links several processes such as performance planning, managing performance throughout the year, taking stock of managees performance and potential. Also it includes recognizing and rewarding success at the end of the year. Performance management links these processes in such a way that Continue reading
Labor Administration
Labor administration is not simply the responsibility of the department of labor. Many international agencies and Government departments such as chambers of commerce, factory and mines inspectorate, social insurance directorate, and department of human resource development and education are involved in it. In some countries, the organizations of employers and workers are also involved in the administration of labor matters. But it is primarily the responsibility of the department of labor of lay down, develop and apply sound labor policies, coordinate various recommendations received from various departments which have a bearing on labor affairs. Formulation of policy decision are based on consultation with other interests (particularly of Employers and workers organizations) and of research and field investigation. Most of the Continue reading
What is Arbitration?
Arbitration is the means of securing a definite judgment or award for any controversial issue by referring it to a third party. It may imply the existence of an authority set apart to adjudicate on industrial disputes under recognized conditions. Arbitration is by mutual consent of the parties. When the Government decides to refer a case to a Labor Court or Industrial Tribunal, it is called adjudication. Thus, compulsory arbitration is referred to as adjudication. Arbitration involves the exercise of an authority to bring about an agreement or to help the process of settlement by adjudicating on industrial disputes. The arbitrator has powers to probe and in the process becomes acquainted with the facts of the industrial situation. Arbitration in Continue reading
Collective Bargaining Goals of Trade Unions
Trade unions have a wide range of economic and non-economic goals. All goals of them can not be won in one instance. All collective bargaining goals of trade unions are in conflict with each other since employers are willing to make only limited number of concessions at any particular bargaining session. Therefore, unions have to determine priorities, are five factors which affect the priority of collective bargaining goals. Economic conditions relevant to the bargaining relationship Precedent of recent major agreements, Inter-union rivalry, Influence of international situation, Intra-union influence. The relative importance of these factors varies from one bargaining situation to another. 1. Economic Conditions The cost of living is used by trade unions as an argument for higher wages during Continue reading
Trade Unions and Collective Bargaining
In approaching collective bargaining, a trade union has series of goals, some economic and some non-economic, not all of which can be won from the employer at one time. Further more, a number of the goals are in conflict with each other. Therefore, trade union decides to give priority to these goals, and for giving priority union may classify the goals. There are many ways of classifying the goals, trade union seek to achieve through collective bargaining. The two categories used here are economic and non-economic, they may also be classified according to the members as individuals opposed to the unions as an institution, according to leader versus rank and file, or according to intra-union interest groups, such as the Continue reading