HRIR 201 Chapter Notes -Dual Loyalty, Outsourcing, Society For Human Resource Management
4 Jul 2013
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Workplaces are social and economic systems, made up of a series of processes and interactions between people, hence the scope and nature of hrm practice should not be limited solely to functional processes. Industrial relations (ir) recognizes the imbalance of power between the employer or management and the worker. Traditionally there is an emphasis on issues of social justice, hence the importance of institutional mechanisms to protect workers from unfair treatment or harm and promote decent work (eg- employment legislation and trade union activity). Hrm has been associated with a managerial view of strategies and practices for managing workers to achieve organisational goals, focusing on practices within the workplace and largely ignoring or resisting institutional protections favored by ir. Employment relations (er) is said to be the umbrella term for hrm and ir. Unitarist the assumption that managers and employees in an organisation share the same interests in all respects and that any differences are dysfunctional.
