The paper “ Principles of Employment Relations” is affecting example of the literature review on human resources. In today’ s competitive market, there is an increasing need to transform the human resource management docket so as to remain on a competitive edge. Human resources have become an integral part of organizations and as Edwards (2007, 23) maintains, people are the cornerstone to sustainable competitive advantage. Full engagement of the workforce and their integration in the decision-making process of the organization is a sure way to maximization of performance. An organization where employees are adequately represented in matters pertaining to the organization can accept a tremendous value proposition that exceeds money.
Efficiency is an inherent end result in situations where all members of an organization are in good relational terms and their needs are met in a holistic manner. Employment relations is a body that embraces the techniques used by an organization to manage its members as well as the economic and social contexts involved in their operations (Bray et al 2011). Institutions and climates of employment relations vary between counties; being more adversarial in some such as the UK, the US, and France while some are cooperative like in Japan and Germany.
The purpose of this paper is to gain a conceptual understanding of employment relations. It begins by giving a comprehensive definition of the term employment relations. It will further examine the reasons why industrial relations are less relevant to the study of workplace relations in contemporary society than it was in the 1980s. Lastly, it will determine the extent to which the term employment relations best describes the changes that have occurred in workplaces since 1980.Interactions between employers and employees may sound deceptively straightforward and simple.
A common notion is that it is the way in which employers and employees interact, the way employees get their jobs, execute their respective tasks, expend efforts, and get rewarded for their work. The duty of employers is perceived as the way they pay their workers, ensure that products are processed and sold to earn income, and generally facilitate the work done by employees.
Ackers, P 2008, Reframing employment relations: the case for neo-pluralism, Industrial relations journal, vol. 33, no.1, pp. 1-19.
Bacon, N, and Storey, J 2000, New employee relations strategies in Britain: Towards individualism or partnership? British journal of industrial relations, vol. 38, no. 3, p. 407-427.
Bray, M, Arnold, P, and Cooper, R 2011, Employment relations: theory and practice, North Ryde, McGraw-Hill Australia.
Cappelli, P 2008, Employment relations: new model of white-collar work, Cambridge, Cambridge University press.
Edwards, P 2007, Industrial relations theory and practice, Malden, Mass. [u.a.] Blackwell.
Godard, J 2001. High Performance and the Transformation of Work? The Implications of Alternative Work Practices for the Experiences and Outcomes of Work. Industrial and Labour Relations Review, Vol. 54, no. 4, pp. 776-805.
Kuruvilla, S 2002, Change and transformation in Asian industrial relations, Industrial relations, vol. 41, no. 2, pp. 171-228.
Lansbury, R, and Bamber, G. and Wails, N 2004, International and comparative employment relations: globalization and the developed market economies, London, Sage Publications.
Sappey, R, Burgess, J, Lyons, M & Buultjens, J 2006, Industrial Relations in Australia, Frenchs Forrest, Pearson Education Australia.
Tailby, S, and Winchester, D 2000, Management and trade unions: Towards social partnership, Personnel management, Oxford, Blackwell.