外文翻译 - 人力资源管理和澳大利亚工业关系的个体化.docVIP

附录 外文翻译 英文原文 　　　HUMAN RESOURCE MANAGEMENT AND THE INDIVIDUALISATION OF AUSTRALIAN INDUSTRIAL RELATIONS ABSTRACT By tradition, Australian industrial relations has been regulated by industrial awards and collective agreements made by, or under the auspices of, industrial tribunals. The central parties to these agreements and awards were employers and trade unions. The individual employment contract between employer and employee was subject to these collective arrangements which, generally speaking, set the minimum floor of employment conditions from which the parties could not derogate. In common with other countries, there was a strong push for ‘deregulation’of the labour market throughout the 1980s and the 1990s in Australia. In 1996 the Liberal/National Party Coalition Conservative government introduced new federal labour laws which permitted employers and employees to enter individualised employment relationships by excluding the operation of much collective regulation from their affairs. This paper explores the supposed rationales for this legal development, and outlines the legal conditions which are imposed upon this statutory individualisation process. It also examines the evidence in order to address certain questions. How effective has the individualisation process been in Australia? Explicitly or implicitly, what sort of employment system outcomes were envisaged. What forms of flexibility has it been able to introduce into the employment relationship? And to what extent has it been able to promote a ‘high performance’HRM agenda in Australian workplaces? 1 INTRODUCTION Over the past two decades the individual employment relationship has risen to prominence as a central concern in labour relations. One source of this interest has emerged in the field of ‘new institutional economics’which has picked up and developed earlier ideas about the efficiency of particular types of employment relationships and the consequent preference for particular legal forms of tha