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Industrial relations were initially focused on the institutions such as the trade unions, employer associations and the institutional processes with routines that are were collectively and arbitrated in accordance to the substantive outcomes such as awards and agreements. Accordingly (Deery and plowman, 1991) the, behaviour and interaction of different personalities at workplaces broad challenges to both management and workers that shaped the employment and labor relations.
Human resource management grew from the challenges and the traditional personnel management, which gives a greater emphasis to a strategic approach to the management of employees. These involve a series of prescriptions on how to ensure efficient and committed workforce.
According to (Abbott, 2007). The industrial relations has broadened its scope to include the general employment relationships that takes into consideration of different interests of the employers, employees and the way these differences are shaped. Human resource management has maintained its stand on managerial effectiveness.
The employers are constantly engaged with their employees on the terms and conditions of employment or behaviour regulations. Employers should engage their employees in constructive bargaining to avoid resorting to violence as a means of resolving the conflicts.
To engage with the trade unions effectively, the management should understand the nature of the employees, the employees' union relations activities, their methods of working and the values and purposes of the unions. For effective engagement, the following should be taken into consideration.
The parties to be engaged should be given the freedom of association to organize into independent unions.
The parties should have the ability to recruit, retain and service their members.
The parties should have members who are willing to join and participated in the activities of their organizations.
The employers should ensure a fair balance of bargaining power while engaging the trade unions.
Employer recognition should be always maintained.
Employee performance and documentation
The success of any company entirely depends on the nature of the employees. The human resource management should therefore be well organized in utilizing the role played by the employees. The [performance of all the employees should therefore be monitored and be documented. Documentation is the process holding viable conversations with staff; these can include warnings of misbehavior and recording of interactions.
Documentation of positive as well as negative behaviors is important for the success of an organization. An employer with positive performance leads to positive leads to positive business performance while depreciating performance may signify negative performance. The human resource management should therefore draft a company's documentation policy and ensure that it is applied. The managers should also be trained in documentation.
The process of documenting the employee performance therefore has a lot of benefits to the Organization. If an employee makes positive contribution, then documentation will show evidence and the need for rewarding well performing employees while at the same time providing evidence and room for improvement of the non- performers.
Documentation therefore has the following benefits to the human resource management and the organization;
Providence evidence in lawsuits on the employees conduct.
Accurate recording of the employees' performance can be used to support of employees claims.
It gives employees a chance to create personal records of performance for self evaluation.
Complaint systems and whistleblowers.
In human resource management all the employers/employees follow the already laid down rules that pertains the launch of a complaint and the process of whistle blowing. In case of an incidence, the investigations should be conducted objectively and thoughly.
The law should be followed to ensure that all parties are treated fairly and with respect. These includes; the authorizing office, the whistleblower and the subject. The process of investigation should follow well laid down procedures that ensure maximum confidentiality on the identity of the whistleblower. Balanced system of protection on whistle blowing has the following benefits;
The public is satisfied with the exposure, and with the consequent process of investigation and correction of the ills in the society.
The whistleblowers interests are protected from any possible retaliation.
If the allegations turn out to be false or misleading, then the person will be safe from reputation damages.
There will be no unduly disruption or interference in the operations of the organization that is under investigation.
Communications and trust.
Communication in relation to human resource management and industrial relations involves the process used by management to provide information to the employees on the issues. The information provided mainly on the issues that affect the organization and the employee interests at work. A combination of oral, visual and written methods is used in the organizational communication. Proper communication at workplace ensures effective functioning of the company's operations based on the established corporate development. As (Pomeroy, 2006) states; Information provision ensures that;
Employees maximize their performance and raise their commitment to the success of the company.
The performance and decision making of the managers is improved.
Creation of trust amongst, management, trade unions and the employees.
The cases of misunderstandings between the employees and employers are reduced.
Raise the employees' level of job satisfaction.
Unions and management.
A good management system has a human resource management system that ensures effective handling of the trade unions. In this case, the management needs to understand the nature of the trade unions , the established activities in relation to the employees, the trade union's nature of working and values/purpose of which the unions stands .
The management must understand that, the each union is different when dealing with its institutional characteristics, policies responses to the employee relations problems. The ability and the efforts of the trade union to hold on its members determine its recognition level.
( Mittler, 2007). The factor below determines the easy with which the employers handle matters pertaining to the trade union; the strength of the union is based on;
The position the union takes when handling the issues on the first time.
The employer benefits.
Union recognition by the law.
In conclusion the following factors forms the pillars for both industrial relations and effective human resource management; To engage with the trade unions effectively, the management should understand the nature of the employees, the employees' union relations activities, their methods of working and the values and purposes of the unions
Documentation of positive as well as negative behaviors is important for the success of an organization. An employer with positive performance leads to positive leads to positive business performance while depreciating performance may signify negative performance.
The law should be followed to ensure that all parties are treated fairly and with respect. These includes; the authorizing office, the whistleblower and the subject.
A combination of oral, visual and written methods is used in the organizational communication. Proper communication at workplace ensures effective functioning of the company's operations based on the established corporate development.
The ability and the efforts of the trade union to hold on its members determine its recognition level.