Labour Relations and Labour Relationships

Labour Relations Overview

• Labour Relations encompasses all aspects of the dynamic and diverse relationships between employees, employers, and the state.
• These relationships arise from ongoing interactions between the parties and the use of various strategies and tactics to shape outcomes to their own or mutual benefit.

Characteristics of Labour Relationships

• Labour relationships are individual and collective.
• They exist when one person is employed by another.
• It is important to ensure a sound relationship is established at both an individual and a collective level (when employees form unions).
• Any action or event at the workplace can affect this relationship.

Labour Relations Policies

• Communication
• Relationship with unions
• Consultative structures (e.g. workplace forums)
• Negotiation (e.g. collective bargaining)
• Dispute resolution (e.g. conflict)
• Discipline and grievance
• Retrenchment
• Strikes

Human Resources Policies

• Recruitment
• Selection
• Induction
• Training & development
• Job evaluation
• Performance Management
• Compensation
• Employee wellness

Labour Relations as a Total Management Function

• Labour Relationships are not just the responsibility of the Human Resources Department.
• Every line manager has a responsibility for individual relationships.
• The Labour Relations Manager is the adviser, facilitator, and co-ordinator who equips the line manager with the necessary competencies.
• Labour Relations policies and procedures are developed as a total management strategy and include input from all stakeholders.

Labour Relations Objectives

• Ensure the company's mission, vision, and values statement contains mention of employees and how the company views employees and their relationship with them.
• This sets the framework for strategic planning and the setting of objectives by the top management team regarding the management of people and the work relationships.
• Business objectives and Labour Relations objectives are aligned.
• The manager in the HR department responsible for LR can set objectives for their section.
• Each department in the company and individual managers should establish their own objectives regarding the treatment of employees and the development of a labour relationship.

Establishment of a Labour Relations Policy

• A labour relations policy is a management statement issued for the guidance of management.
• Benefits:
  • Clarifies management's labour relations objectives
  • Confirms the relationship with and interest in employees
  • Informs the type of structures and procedures
  • Provides a framework for managerial and employee behaviour
  • Is used as a guideline when decisions are reached
  • Brings consistency in standards
  • Ensures fair conduct, which leads to trust, cohesion, and cooperation