HRM &工业关系（PPT34）.ppt

该【HRM &工业关系（PPT34） 】是由【小屁孩】上传分享，文档一共【34】页，该文档可以免费在线阅读，需要了解更多关于【HRM &工业关系（PPT34） 】的内容，可以使用淘豆网的站内搜索功能，选择自己适合的文档，以下文字是截取该文章内的部分文字，如需要获得完整电子版，请下载此文档到您的设备，方便您编辑和打印。HRM&IndustrialRelationsIndustrialRelations–definingthescopemale,FT,unionised,manual,“heavy”industries&publicsector,restrictivepractices,strikes&collectivebargaining?Employeerelations-morediversejobs:non-manual,female,PT,non-union,services,hightech,“new”businessetcFocus=regulationofemploymentrelationship(control,adaptation,adjustment)-legal,political,econ,social,historicalcontexts.“Collectiveaspects”?“operatingwithin&outsidetheworkplaceconcernedwithdetermining&regulatingemploymentrelationships.”ComparativeHRMUnitaryMarxistPluralisticLabourmarketSocialactionSystemsControloverlabourprocessInputConversionOutputConflictdifferencesInstitutions&processesRegulation(rules)ApproachestoIRWiderapproachesEvolutionRevolutionCooperationConflictAuthoritarianPaternalismCapitalistsocietymonvalues,interests,objectivesoneauthority/loyaltyirrational+fractionalcoercionintrusiveanachronisticeptedifforcedUnitaryPluralisticMarxistAssumeNatureofconflictConflictresolutionTURolePost-capitalistsocietySectionalgroups-coalescedifferentvalues,interests,objectivescompetitiveauthority/loyalty(formal/informal)inevitable,rational,structuralcompromise+agreementlegitimateinternal,integraltoworkplaceacceptedroleinecon&managerialrelationsCapitalistDivisionoflabour/capitalsocialimbalance+inequalities-power,wealthetcinherentinecon.&socialsystemsdisorder-precursortochangechangesocietyemployeeresponsetocapitalismmobilise,expressclassconsciousnessdeveloppoliticalawareness&activityInput-outputmodelconvertpotentialforconflictintoregulationreconcileconflictsofinterestthroughlegitimate,functionalprocesses&institutionsattheheart.......collectivebargainingregulatoryoutputRules:unilateral,jointorimposedbygovernmentsubstantial&proceduralarrangementswithin-anisationorexternalrules(law,nationalagreements)varyingdegreesofformalitySystemsapproach(Dunlop1958)IR-asocialsub-systemwithintheecon.&ponentsactorscontexts(influences&constraintsondecisions&,technologigy,demography,industrialstructure)ideology-beliefsaffectingactorviews-sharedorinconflictrules-&natureoftheemploymentrelationshipdevelopedbyIRprocessesStable&orderlyUnstable&disorderly?Socialaction(Bain&Clegg)actorperceptions&definitionof“reality”determinebehaviour,actions,relationshipsanisationalexperienceasexperiencewithintheworkplacestructuralfactorsmaylimitindividualchoice&actionboundedrationality-interrelateddecisionsmayfixorsignificantlyshiftvalues,focus,&value-basedconsiderationsControloverlabourprocesstransformationininputsbylabourusingtools&,undercapitalism,eexchangable,,retailing,localgov’tetc?labour-capitalrelationship-essentiallyexploitative(ownership,surplusvalue,logicofefficiency&savings,-toachievecapital’sobjectives-specialisation,standardisation,simplification,substitutetechnologyforlabour(Taylor),de-skilling?Critique?Core+,empowerment&responsibleautonomyPersonalcontrol&ontrolLabourMarket-howworkisdistributedwithinsocietyIssuesincreaseinwomen’sactivityrateslevel+natureofunemployment,-termjobsmanufacturingèservice++duallabourmarketsEconomiclabourmarketmodel Pay=pricemechanism(SS/&equilibrium)Onemarket(same￡forall)ordifferentiatedbyskill,job,+Work-“institutionalised”labourmarket-wagefloor,"goingrate",range(quartiles),-eptance&hierarchiesPossibleIssuesUnskilled,semi-skilled&-collar,white-“engineers”UK“class”system&esstoeducation(privateschools)&&activepoliciesRetirementage,unemploymentbenefit,training,jobsupportWhopays-viataxationordirectEr/Eecontributions?Interventionist&corporatistapproaches(stateregulation)Deregulation-free,flexiblelabourmarket,paydecidedby“abilitytopay”.