The paper "Classical Approaches to Employment Relations" is an outstanding example of management coursework. At the emergence of a global economy, there has been a notable proliferation of capitalistic organizations and enterprises specializing in an array of products and services, leading to increased market segmentation. Paradoxically while this is the case of exemplary outbursts of organizations and enterprises in the economy, population growth has also equally countered the growth. Significantly, the sheer market to population augmentation has resulted in increased demand for goods and services to sustain and maintain the market. This trend has consequently phased out the monopolistic market trends, which created room for dominance of the market forces thus paving way for a more liberal competitiveness.
With liberalization, competition has rather been the key determining factor for sustainability. Competitively, enterprises have competed on products and services, human resources, working conditions, and remuneration packages just to mention a few. The human resource is a dependent variable and paramount to the success and implementation of the organizational policies and procedures for a competitive market share. With the rapid growth of organizations and the expansive market, human resource plays an active interactive and linkage role to the general function of the organizational business.
It is through this pillar of management that secures the entire process of recruitment for the right responsibilities. This entire process helps to maintain a clear-cut adjudication of roles and responsibilities thus ensuring a continuum and harmony of roles and responsibilities performed for a mutual goal. This organizational space has nurtured a professional relationship bounding the management in the place of the employer and the human resources team as the employees. With mutual interdependence, each as a major stakeholder has worked to ensure a comfortable working space for the other.
Technically this has been termed as employment relations. Etymologically derived from the amalgamation of the employment and relationship of the term, broadly employment relation refers to the entire corpus of organizational policy and effort to sustain and enforce a formidable relationship between the employer and the human resource. For maximum productivity and smooth implementation of organizational policies, there is a need for relative congruence and harmony in the governance and administration of the two vital segments.
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