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Essay / Research Paper Abstract
This 4-page paper discusses the concepts of labor relations management and human resources management, pointing out similarities and differences. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: AS43_MTlaborhum.rtf
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Unformatted sample text from the term paper:
in their 2009 article. Labor relations seems to be somewhat tends, with labor on one side trying to obtain fair wages and benefits through collective bargaining and management, on the
other, trying not to give in too strongly to labors demands. One has the solid rules, regulations and methods of doing things, and assumes that conflict is just ripe for
eruption between management and employees. The other, however, assumes that everyone should be able to get along, so long as human resources is carefully aligned with strategic objectives. Abbott (2007)
points out that attempting to integrate HRM policies into institutional, legal and regulatory frameworks that govern industrial relations tends to be difficult.
Yet authors such as Havrbjerg and Minbaeva claim that if management can cooperate with labor, and, to an extent, if a corporation can shift from a stakeholder to shareholder management
style, there tends to be a higher level of cooperation between labor and management. Why is there so much confusion about the
issue of HRM and industrial relations/labor management? One reason is the definition of these two components. HRM is responsible for the "acquisition, development, remuneration, motivation and maintenance of an organisations
workforce," Abbot notes (p. 63). Basically, HRM activities are strategically oriented to the organizations goals and objectives and include human resource planning, job analysis/design, recruitment and selection, training and career
development, performance appraisal, compensation and constant, continuous feedback (Abbot, 2007). But labor relations/industrial relations is somewhat different. Based on a framework
of rules and regulations, labor relations involves mediation, negotiation, bargaining and enforcement (Gospel and Palmer, 1993). Trying to meld together an area that has a somewhat rigid framework such as
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