Employment relations : integrating industrial relations and human resource management

Abbott, Keith 2007, Employment relations : integrating industrial relations and human resource management, Problems and perspectives in management, vol. 5, no. 1, pp. 61-71.

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Title Employment relations : integrating industrial relations and human resource management
Author(s) Abbott, KeithORCID iD for Abbott, Keith orcid.org/0000-0002-6346-6030
Journal name Problems and perspectives in management
Volume number 5
Issue number 1
Start page 61
End page 71
Publisher Sumy State University and Business Perspectives
Place of publication Sumy, Ukraine
Publication date 2007
ISSN 1727-7051
Keyword(s) collective bargaining
human resource management
industrial relations practices
trade unions
Summary Incorporating Human Resource Management policies within the regulatory and institutional framework that governs contemporary industrial relations has always been problematic. This paper details the nature and causes of this problem, noting the different conceptual and practical understandings that underpin each form of labour management when being applied in organisational settings. It then looks at a range of industrial relations realities confronting managers when trying to apply HRM practices, and how these practices might be accommodated within the context of such realities as a means of improving organisational effectiveness. In so doing it delineates four approaches an organisation might take in its relations with trade unions when bargaining and concluding labour contracts, and which of these are consistent and inconsistent with the coexistence of HRM and industrial relations practices. It then looks at the issue of workplace change involving trade unions and collective bargaining in terms of three categorical models—the management-driven model, the trade union gatekeeper model, and the management-union alliance model, the intention again being to show which are consistent and inconsistent with the coexistence of these different forms of labour management. The paper concludes by drawing on these conceptual models to outline the issues and policies that need to be considered when applying HRM practices within an industrial relations setting.
Language eng
Field of Research 150306 Industrial Relations
HERDC Research category C1 Refereed article in a scholarly journal
Copyright notice ©2007, Keith Abbott
Persistent URL http://hdl.handle.net/10536/DRO/DU:30007190

Document type: Journal Article
Collections: Faculty of Business and Law
School of Management and Marketing
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