TAILIEUCHUNG - Lecture Human resource management: Gaining a competitive advantage (9/e) – Chapter 14

Chapter 14 - Collective bargaining and labor relations. After reading this chapter, you should be able to: Describe what is meant by collective bargaining and labor relations; identify the labor relations goals of management, labor unions, and society; explain the legal environment’s impact on labor relations;. | Chapter 14 Collective Bargaining and Labor Relations Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Reasons for Decline in Union Membership 14- Unfair Labor Practices (ULPs) NLRA prohibits certain activities by both employers and labor unions. Employers cannot: interfere with, restrain, or coerce employees in exercising their Section 7 rights. dominate or interfere with a union. discriminate against an individual for exercising his or her right to join or assist a union. discriminate against employees for providing testimony relevant to enforcement of the NLRA. refuse to bargain collectively with a certified union. 14- Unfair Labor Practices of Unions Wagner Act of 1935 (NLRA) enshrined collective bargaining as the preferred mechanism for settling labor-management disputes. 14- Why Do Employees Join Unions? 14- To Stay Union-Free Supervisors Should Report union activity to a core management group. State and coordinate company’s response to pro-union arguments to maintain consistency and avoid threats or promises. Follow effective management practices: Deliver recognition and appreciation. Solve employee problems. Protect employees from harassment or humiliation. Provide business-related information. Be consistent in treatment of different employees. Accommodate special circumstances where appropriate. Ensure due process in performance management. Treat all employees with dignity and respect. 7 Steps to Prepare Managers for Negotiations 1. Establish interdepartmental contract objectives. 2. Review old contract 3. Prepare and analyze data. 4. Anticipate union demands. 5. Establish costs of contract provisions. 6. Make preparations for a strike. 7. Determine strategy and logistics. Management’s Willingness to Strike Most negotiations do not result in a strike since it is often not in the best interest of either party. 14- Grievance .

• Quản trị kinh doanh
• Human resource management
• Human resource
• Quản trị nhân sự
• Human resource environment
• HR’s strategic role
• Ethical companies
• Lecture Essential human resource management
• Bài giảng Quản trị nguồn nhân lực
• Essential human resource management
• Organization human resource
• Human resource management theory
• Lecture Human resource management
• Strategic human resource management
• Strategy implementation
• Personnel management
• Human resource systems
• Human resource strategies
• Human resource planning
• Company's strategic direction
• Human resource recruitment
• Employee separation
• Organizational strategy of human resource
• Recruitment human resource
• Training and development human resource
• Compensation system
• Organizational strategy
• Human resources
• Quản trị nguồn nhân lực
• Human relations era
• Industrial psychology era
• Legal environment
• Retirement programs
• Managing human resource globally
• Collective bargaining
• Labor relationship
• HR planning process
• Manpower requirement
• Skills inventory
• Human resource training
• Training needs assessment
• Evaluate training programs
• Developing employees
• Compensating human resources
• Electronic human resource management
• Labor force
• Managing human resources
• Define human resource management
• Explain how HRM contributes
• Identify the responsibilities
• Ebook Human resource management
• Strategic HR management
• Equal employment opportunity
• Selecting human resources
• Equal opportunity
• Human resource management strategy
• Job analysis
• Performance management
• Managing human resources globally
• Human capital
• Summary of PhD thesis
• Human resource development
• Human resources for order management
• Vietnam garment enterprises
• International markets
• The global context
• Workforce planning
• Organisation design
• Human resource management in organizations
• Recruiting and labor markets