Unionisation
Industrial Relations and Employee Relations
The important area of specialised HR responsibility is in the management of Employee Relations and Industrial Relations. The legal and psychological aspects of HRM are called in for these areas.
INDUSTRIAL RELATIONS
Industrial Relations involves all aspects of legal compliance that are required to be met by any organisation. The changes in the Employment Relations Act, Health & Safety Legislation, Workers Accident Compensation and other obligations and developments specific to the industry are to be administered by a trained HR Professional. The evaluation of organisation's remuneration amd benefits against the industry standards is an important function of HRM. This is more on the legal side of employee relationship management.
EMPLOYEE RELATIONS
On the other hand, organisational developments, structural and cultural changes effected by the senior management, and environmental factors like change in employment laws and economic conditions tend to affect the performance of individuals employed by the organisation and the management and minimisation of the effects of these forces lies in the hands of HRM. This is typical of psychological management of employee relations. Management of the outcomes of Performance Appraisals, provision of Employee Assistance Programmes, Counselling, Dispute Resolution, Outplacement services and assessment of Education, Training & Development needs of the employees form the core of employee relationship management. The efficiency and effectiveness of HR in these areas help in the smooth operation of organisations as well as in transition into new environments whenever organisational change occurs.
For further information on disputes resolution, check out the ERA Act and legislative requirements and Department of Labour website listed below.
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