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为新工会成员指导劳资关系

员工关系:

为新工会成员指导劳资关系

1.1劳资关系的各个方面。

统一化与多元化

“把人力资源管理作为一项战略的压力几乎与现在说服我们吃得健康这个活动是一样紧迫的。我们都认为将这作为一项战略是一件好事——为我们自己事业的进步，让别人知道我们的前进，它甚至也可能使我们的组织发展的更好”。(哈瑞特和平德,1992:pg 36)

多元和统一的参考结构是新的劳资关系决议的一部分，是作为将导致的工业争端的预防措施。两种参考结构都是着眼于员工的意见，以及在他们做到的情况下，组织如何处理他们的意见。

下面是格斯特模型(1989)，这也是许多理论家的研究，他们着眼于参考结构以及它们之间如何不同。

统一化：

传统统一化

复杂统一化

多元化：

新产业多元化的关系

机会主义的多元化

复杂的多元化

传统多元化

Guide to industrial relations for new union members

Employee Relations:

The guide to industrial relations for new union members

1.1 Aspects of industrial relations.

Unitarist-V-Pluralist

“The pressure on Human Resources Management to be strategic is almost as intense now as the campaign to persuade us to eat healthily. We all believe it is a good thing to be strategic- career progressive for ourselves, prestigious for our progression and it might even do our organizations good as well”. (Harriott and Pinder, 1992: pg 36)

Pluralistic and Unitary frames of reference are part of the new industrial relations resolution that is there to prevent actions that would result in industrial dispute. Both frames of reference look at the views of employees and how organization deals with them, if they do.

Below is a model of Guest (1989), which is also the work of many theorists, which looks at the frames of reference, and how they differ.

Unitarist:

·Traditional unitarist

·Sophisticated unitarist

Pluralist:

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