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Format
Section A: Case Study (60 MARKS), 3 coercive questions
Section B: Question (40 MARKS), 2 binding questions
Employment Relations
Industrial Relations
Criteria during Good Employment Relations
No strikes
Industrial quiet
Low labour turnover
Low absenteeism
Low calamity/sabotage
Good working conditions e.g. public exposure
Fair compensation
Safe and healthy operating conditions
Opportunity to use one’s capabilities e.g. some training and development programmes??? Opportunity according to self-improvement, career advancement and job security Social integration and identity in the organism
Compatibility between work role and employee’s other life roles e.g. labor life harmony, work life balance??? Involvement in firmness affecting working life/decision making projection Trust, responsibility and mutual understanding at the workplace
Impact of changes
Change in technology & constructive organization
International competition
Changing profile of the workforce
Restructuring and Privitisation
Environmental factors
Phases of Employment Relations
Trade Unions
Purpose
Always quarrel for the interest for the workers
Aim
Protect workers
Represent very great and file workers and executive workers
Types
Industrial Unions
Same effort; labors, regardless of skills, occupation, or do ~-work requirements, larger in size than artifice unions more effective in collective bargaining Craft/engagement union
Same craft/occupation, different companies or in divergent industries General Union
Workers from divers industries/occupation, no restricted to beyond all question craft, industry or occupation (different skills) House/adventurousness Union
Same company, regardless of their skills and occupancy
Summary
1. Trade Union FORMED (7 employees)
2. IR Regulations Seek RECOGNITION
3. REPRESENT employees
4. Collective Bargaining
Industrial Relations Act
Negotiations (collective bargaining)
Conciliation
Mediation
Arbitration
Potential problems???
Voluntary...
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