HRM307 Lecture Notes - Lecture 1: Nonunion, Social Environment, Job Satisfaction

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM307
• Professor: Neil Murray

Document Summary

The canadian council of human resources associations has identified the competencies required to be a human resources practitioner; one of them is labour relations: law regulating union-management relations is most commonly called relations legislation. Collective bargaining: the entire relationship between a union and the employer, including the administration of a collective agreement. Human resources management: a set of interrelated activities designed to plans human resources needs and attracts, selects, and maintains an orga(cid:374)izatio(cid:374)"s e(cid:373)ployees: labour relations can be views as part of hr. In larger workplaces, might be a separate labour relations department. Human resource management tends to view unions as an external practice that can be avoided through sound practices. Employee relations: encompasses activities and processes aimed at maintaining a productive workplace while meeting the needs of employees. Includes communication, discipline, employee involvement, etc: distinguish between union and non-union employees by usi(cid:374)g (cid:862)e(cid:373)ployee relatio(cid:374)s(cid:863) Labour relations is important for employers, unionized employees, non-unionized employees, and society.