Essays on The Major Issues of Concern in Relation to Modern Employment Relations Essay

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The paper “ The Major Issues of Concern in Relation to Modern Employment Relations” is an intriguing example of the essay on human resources. Employment relations is defined as the process of engaging all organs within an organization plus the state in participating in various events. Events can be in terms of problem-solving, employee relations, decision making, participation, and promotion of trade unions. It involves engaging all personnel in improving company performance. StateThe state is defined as a combination of institutions consisting of a legislature, judiciary, and executive. It is an institutional system whereby its political supremacy affects daily activities involving employment relations. Trade unionThis is defined as an association whereby workers join together so as to achieve common goals that involve them.

These goals include; better and safe environment, making of decisions, and problem-solving. Collective bargainThis is a process involving negotiation between employers and chosen employee representatives most aimed at reaching certain agreements. IntroductionChina is considered to have a long feudal background. The government of china has constantly centralized all organizational structures through the formation of various dynasties. Chinese people have established a mind set whereby they expect the government to come up with effective ways in which employee relation will be protected.

The founding of PRC have constantly strengthen Chinese people mind set on the issue of employee relations. It is argued that china growth of economy may not termed as a success if certain measures in regard to employee relation is not implemented so as to favor more choice oriented system. The old model of employee relation is becoming obsolete and new measures need to be implemented so as new problem that arises from globalization are tackled with (Dickens 2006, p12).

It is evident that the china federal system is making a lot of changes within the traditional employee relation system as a measure of installing new principle of state guidance. In china, employee relation s is not the only an economical issue but also a receptive political issue.

References

Clarke, S & Li, Q, 2004, Collective Consultation and Industrial relations in china, British journal of industrial relations. 42:2

Cooke, F, 2005, HRM, Work and Employment in China London: Routledge.

Dan, F, 2003, Research Report on Wage Determination and Workplace. London: Routledge.

David, M & Jianwei, L, 2004, Trade unions in China. Article in summary of ‘Chinese Unions: Nugatory or transforming? An Alice Analysis’ Discussion Paper No. 708

Dickens, L.2006 ‘Fairness – up to a point. Assessing the impact of New Labour’s employment legislation’, Human Resource Management Journal, Vol. 16 (4)

Fleisher, B. & Yang, D., 2003, Labor laws and regulations in China, China

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Management in China, ILO Publication, Relations in China, British Journal of Industrial Relations, 42:2.

Rubery, K, 2008, ‘Surviving the EU? The future for national employment models in Europe’, Industrial Relations Journal Vol. 39(6)

Sheih-wei, P, 2005 transforming employment relations in china: market reform and the choice of labor policies, chinese culture university, tapei, taiwan.

Smith, P, 2006, ‘Nine Years of New Labour: Neoliberalism and Workers’ Rights’, British Journal of Industrial Relations, Vol. 44 (3)

Trade labor laws retrieved on the 30th March 2011 from http://www.worldtradelaw.net/misc/havana.pdf

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