TAILIEUCHUNG - Lecture Human resource management (5/e) - 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;. | 1 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. Describe the major labor-management interactions: organizing, contract negotiations, and contract administration. Chapter 14 Collective Bargaining and Labor Relations Describe the new, less adversarial approaches to labor-management relations. Explain how changes in competitive challenges (., product-market competition and globalization) are influencing labor-management interactions. Explain how labor relations in the public sector differ from labor relations in the private sector. Chapter 14 The Labor Relations Framework Competitive Challenges - Legal - Stakeholder needs - High-performance work systems Goals - Employees and unions - Management - Society Union Membership and Relative Bargaining Power Union Structure and Administration Goal Attainment - Employees and unions - Management - Society Union and Management Interactions - Organizing - Negotiating - Administering The Labor Relations Framework John Dunlop suggested a labor relations system that consists of four elements: An environmental context Participants A web of rules Ideology Goals and Strategies Society Labor unions' major benefit to society throughout history has been the balancing of power and the institutionalization of industrial conflict in the least costly way. The National Labor Relations Act (NLRA, 1935) sought to provide a legal framework conducive to collective bargaining. Management Must decide whether to encourage or discourage the unionization of its employees. Labor Unions Seek to give workers formal representation in setting the terms and conditions of employment. Union Structure, Administration, and Membership National and International Unions Craft unions Industrial unions Local Unions

• Quản trị kinh doanh
• Human resources
• Human resource management
• Lecture Human resource management
• Quản trị nguồn nhân lực
• Collective bargaining
• Labor relations
• Handbooks of hospitality human resources management
• Hospitality human resources management
• Acquiring human resources
• Retaining human resources
• Human resources management
• Human resource management’s role
• Managing human resources
• Lecture Managing human resources
• Quality staff
• Human resources policies
• Human resources policy
• Procedures activities
• Planning training programs
• Human resources terms
• Leadership and development of leadership human resources
• Development of leadership human resources
• Development human resources
• Human resources Vietnam
• State owned enterprises
• The hospitality industry
• Hospitality managers
• Human resources activities
• Human resources responsibilities
• Employee on boarding
• Orientation programs
• Evaluating training programs
• Delivering training programs
• Employee recruitment
• Compensation programs
• Compensation management
• Performance management
• Performance appraisal
• Employee health
• Employee safety
• Critical issues
• Unionization process
• Evolving hospitality organizations
• Organizational change
• Developing human resources
• Critical human resource issues
• Human capital development
• HR practitioner’s view