Podcast
Questions and Answers
What is the primary focus of Labour Relations?
What is the primary focus of Labour Relations?
What is the minimum number of employees required for a labour relationship to exist?
What is the minimum number of employees required for a labour relationship to exist?
What is a key aspect of maintaining a sound labour relationship?
What is a key aspect of maintaining a sound labour relationship?
What is an example of a consultative structure in Labour Relations?
What is an example of a consultative structure in Labour Relations?
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Which of the following is a key aspect of Labour Relations policies?
Which of the following is a key aspect of Labour Relations policies?
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What is the primary role of the Labour Relations Manager?
What is the primary role of the Labour Relations Manager?
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Why should labour relations be included in management's objectives?
Why should labour relations be included in management's objectives?
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What is a key benefit of having a labour relations policy?
What is a key benefit of having a labour relations policy?
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What should be included in a company's mission, vision, and values statement?
What should be included in a company's mission, vision, and values statement?
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Who has responsibility for individual employee relationships?
Who has responsibility for individual employee relationships?
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Study Notes
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
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Description
Explore the dynamic relationships between employees, employers, and the state, including individual and collective labour relationships and the use of power to shape outcomes.
