Human Resource Management, Industrial Relations and Achieving Management Objectives
INTERNATIONAL LABOUR ORGANISATION
ACT/EMP
PUBLICATIONS
HUMAN RESOURCE MANAGEMENT, INDUSTRIAL RELATIONS AND ACHIEVING MANAGEMENT OBJECTIVES
BY S.R. de Silva Senior Specialist in Employers ' Activities East Asia Multidisciplinary Advisory Team I.L.O., Bangkok
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Table of Contents
Factors Influencing Trends Trends in Human Resource Management and Management Objectives The Theory of the Conflict Between Industrial Relations and Human Resource Management Reconciling the Conflict and Trade Union Views Endnotes
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FACTORS INFLUENCING TRENDS
The objectives of managements, the ways in which enterprises are managed to achieve these objectives and the human resource management (hereinafter referred to as "HRM") and industrial relations (hereinafter referred to as "IR") initiatives in this regard, are affected by pressures, many of which are exerted by globalization. Changes in IR practices (rather than in institutions and systems) such as increased collective bargaining at enterprise level, flexibility in relation to forms of employment as well as in relation to working time and job functions have occurred as a result of such factors as heightened competition, rapid changes in products and processes and the increasing importance of skills, quality and productivity. These factors have also had an impact on HRM policies and practices. In managing change, the key elements include employee involvement in effecting change, greater customer orientation, and ensuring that the skills of employees are appropriate to the production of goods and the provision of services acceptable to the global market. As such, managing people in a way so as to motivate them to be productive is one important objective of HRM. The implications and consequences of globalization include the following:
2 1. Countries are more economically interdependent than before, particularly in view of foreign direct investment interlocking economies, as
ACT/EMP
PUBLICATIONS
HUMAN RESOURCE MANAGEMENT, INDUSTRIAL RELATIONS AND ACHIEVING MANAGEMENT OBJECTIVES
BY S.R. de Silva Senior Specialist in Employers ' Activities East Asia Multidisciplinary Advisory Team I.L.O., Bangkok
[Top] [Next]
Table of Contents
Factors Influencing Trends Trends in Human Resource Management and Management Objectives The Theory of the Conflict Between Industrial Relations and Human Resource Management Reconciling the Conflict and Trade Union Views Endnotes
[Top] [Contents] [Previous] [Next]
FACTORS INFLUENCING TRENDS
The objectives of managements, the ways in which enterprises are managed to achieve these objectives and the human resource management (hereinafter referred to as "HRM") and industrial relations (hereinafter referred to as "IR") initiatives in this regard, are affected by pressures, many of which are exerted by globalization. Changes in IR practices (rather than in institutions and systems) such as increased collective bargaining at enterprise level, flexibility in relation to forms of employment as well as in relation to working time and job functions have occurred as a result of such factors as heightened competition, rapid changes in products and processes and the increasing importance of skills, quality and productivity. These factors have also had an impact on HRM policies and practices. In managing change, the key elements include employee involvement in effecting change, greater customer orientation, and ensuring that the skills of employees are appropriate to the production of goods and the provision of services acceptable to the global market. As such, managing people in a way so as to motivate them to be productive is one important objective of HRM. The implications and consequences of globalization include the following:
2 1. Countries are more economically interdependent than before, particularly in view of foreign direct investment interlocking economies, as