HRM & Industrial Relations人力资源管理,劳资关系.doc

HRM & Industrial Relations HRM & Industrial Relations Industrial Relations – defining the scope male, FT, unionised, manual, “heavy” industries & public sector , restrictive practices, strikes & collective bargaining? Employee relations - more diverse jobs: non-manual, female, PT, non-union, services, high tech, “new” business etc Focus = regulation of employment relationship (control, adaptation, adjustment) - legal, political, econ, social, historical contexts1>. “Collective aspects”? “operating within & outside the workplace concerned with determining & regulating employment relationships.” Comparative HRM Unitary Marxist Pluralistic Labour market Social action Systems Control over labour process Input Conversion Output Conflict differences Institutions & processes Regulation (rules) Approaches to IR Wider approaches Evolution Revolution Cooperation Conflict Authoritarian Paternalism Capitalist society integrated group common values, interests, objectives one authority /loyalty irrational + fractional coercion intrusive anachronistic only accepted if forced Unitary Pluralistic Marxist Assume Nature of conflict Conflict resolution TU Role Post-capitalist society Sectional groups - coalesce different values, interests, objectives competitive authority /loyalty (formal/informal) inevitable, rational, structural compromise + agreement legitimate internal, integral to workplace accepted role in econ & managerial relations Capitalist Division of labour/capital social imbalance + inequalities - power, wealth etc inherent in econ. & social systems disorder - precursor to change change society employee response to capitalism mobilise, express class consciousness develop political awareness & activity Input-output model convert potential for conflict into regulation reconcile conflicts of interest through legitimate, functional processes & institutions at the heart ....... collective bargaining regulatory output Rules: unil