Employee Relations

Table of content

1.0 Introduction…………………………………………………………………………………………………

Aim …………………………………………………………………………………………………………………….

2.0 Analysis of India industrial relation ………………………………………………………………..

Trade union…………………………………………………………………………………………………………..

Collective Bargaining………………………………………………………………………………………………

2.1 The leading factors in the theories and practice of HRM…………………………………

Protectionist policies………………………………………………………………………………………………

Decline and employee relation………………………………………………………………………………

2.3 Nature of change……………………………………………………………………………………………….

Conclusion………………………………………………………………………………………………………………

Question 1

1a review the factor that lead to changes in the theory and practice of employee relations.

1b to what extent might the credit crunch lead to fundamental changes in the theory and practice of employee relation.

1c what might be the nature of changes be.

1.0 Introduction

Employee Relations is an expression that basically refers to the labour force of an organisational effort which governs the live style of people, or the inter-connectivity that exist between the employee and the employer in the labour force, it can be formal or informal, and the formal aspect of it involves employment, procedural agreements. Informal in the shape of psychological contract, which expresses certain assumption and expectations about what managers and employer have to offer and are willing to deliver [Kessler and undy,1996].

This type of relationship therefore involves the employer and the employee, and it is bent on the individual labour force, for instance the example of international trade, the state policies dynamic of capital.

Tsui et al [1995] uses four basic approaches in order to illustrate the relationship that an employer use, one of these approaches are pure economic exchange model, combined economic and social exchange model, whereas the approaches represent the prototypes of...