Human Resource Management Essay
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| [...] Kochan and Osterman offer the further hypothesis that mutual gains theory will work better if the enterprise recognises independent trade unions. They argue that union based voice mechanisms are more effective than the alternatives because they recognise that the interests of the workforce and the company will not always be in unison. Where conflicts do arise, union voice mechanisms allow them to be negotiated and resolved without compromising the climate of co-operation and trust. This is not a view shared by everyone. Nestle provide an example of a company introducing HRM practices to achieve mutual gains objectives in parallel with traditional collective bargaining. In the long run, Nestle management expect traditional industrial relations to wither away, replaced by individual relationships between the company and its employees. (Taylor, 1994:131)... [...] |
| [...] The first perspective they examine suggests that people believe that HRM is just a re-labelling of Personnel Management. This perspective of HRM is thought to include exactly the same characteristics as PM but just with a new name. The second perspective suggests that HRM is a mixture of personnel management and industrial relations which is set on managerial aims and objectives... [...] |
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