MANAGING PEOPLE & EMPLOYMENT RELATIONS
Key learning objectives
- Realise the importance of good employment relations (ER) for business success,
- understand the basic principles of employment relations:
- outline the difference between CPM / HRM and employment relations:
- discuss the relationship between the 3 actors (state, employers, trade unions):
- conceptualize the importance of HRM/CPM inside the wide of the ER framework
- provide a description of different ER approaches (unitarist, pluralist, radical);
- explain the move from the "Work Choice" regime to Fair Work Australia;
- understand how different societal, cultures shape employment relations;
Develop a formal IR policy that includes a positive working relationship with trade unions and government agencies.
Required Reading:
For HRM Kramer at al. 2014. "Employment relations and industrial relations', ch. 5.
For CPM Thompson 2013, Industrial relations and dealing with conflict, ch. 13 & 25.
Against Communist Manifesto (www.anu.edu.au/polsci/marx/classicslmanifesto) Ness, I. 2015. Southern Insurgency...Global Working Class, London: Pluto Press.
Print & Bring Industrialism and industrial men (vUWS)
Advanced Readings Klikauer 2013, 'Managerialism and authoritarianism', chapter 6.
Klikauer 2007, 'HRM and the control of communication', chapter 12.
Klikauer 2004, 'Morality One' in: Seven Moralities of HRM (pp. 44-68)
https://www.globallabourrights.org/; https://www.fairlabor.org/
Question Employment relations and contemporary people management
Employment relations include three core actors. These are: state and governments; employer federations and management) and(workers and trade union. ER assume that there is a 'relationship' between these three. Contemporary people Management and HRM on the other hand, assumes a 'top-down' hierarchy between management (top) and employees (down) enshrining the 'right of management to manage' and the 'managerial prerogative' Develop four recommendations on how HR managers can move from an authoritarian, hierarchical, and top-down approach to a more equal 'relationship ' approach that views people as people rather than just resource to be managed.