© Cambridge University Press 2012 THE HUMAN RESOURCE MANAGEMENT FUNCTION AREA OF STUDY 1 UNIT 4 MANAGING PEOPLE AND CHANGE CHAPTER 11 EMPLOYEE RELATIONS

© Cambridge University Press 2012 Relationship of employee relations to business objectives and strategies Employee relations is the total relationship and interplay that occurs between an employer and their employees.

© Cambridge University Press 2012 Relationship of employee relations to business objectives and strategies (cont.) Employee relations is a key responsibility of the human resources department.

© Cambridge University Press 2012 Relationship of employee relations to business objectives and strategies (cont.) The aim of employee relations is to optimise the working relationship so that it results in an increase in productivity and business competitiveness.

© Cambridge University Press 2012 Australian employee relations The Australian system of employee relations has undergone significant change over the past 20 years. The reforms made aim to improve flexibility and competitiveness in the Australian workplace.

© Cambridge University Press 2012 Approaches to employee relations The employee relations system has gone from a centralised model where pay and working conditions were determined by a central body (AIRC) to a decentralised model.

© Cambridge University Press 2012 Approaches to employee relations (cont.) This decentralised model means negotiations are conducted by an employer and their employees at the individual workplace.

© Cambridge University Press 2012 Approaches to employee relations (cont.) The traditional view was based on conflict and an adversarial approach rather than the current emphasis on teamwork and cooperation.

© Cambridge University Press 2012 Participants in Australian employee relations There are four main participants in Australian employee relations: employees/unions, employers/employer associations, government and Fair Work Australia institutions.

© Cambridge University Press 2012 Participants in Australian employee relations Industrial action is only permitted during the renegotiation or bargaining period of a collective agreement.

© Cambridge University Press 2012 Industrial action Employees may use a variety of forms of industrial action: passive resistance, work to rule, boycott, stop-work meeting, picket line and strike.

© Cambridge University Press 2012 Industrial action (cont.) Employers are permitted to conduct a lockout.

© Cambridge University Press 2012 Employee relations and HRM The role of the human resource manager has greatly increased under the decentralised approach.

© Cambridge University Press 2012 Employee relations and HRM (cont.) Managers need to adopt a participative management style and employ a range of skills, especially in time of workplace conflict.

© Cambridge University Press 2012 Performance indicators A range of performance indicators can be used to measure the state of health of a workplace in relation to its employee relations.