Why is the study of industrial relation important to human resource officer?

Answer 1

The first port of call for many Job Applications is the human resources department of an organization or a recruitment consultancy. Industrial relations experts are called in when employers and unions are in dispute about wages and conditions. But recruitment and bargaining are just two of many roles that human resource management and industrial relations (HRM & IR) professionals are involved in. Other roles include those of change management, strategic plan­ning, training and development, and remuneration.

Human resource management is about managing people so that businesses are competitive and successful. To do this in a fast-changing global economy, HRM & IR professionals keep up with issues and trends that affect employment re­lationships - the labour market and economics, the product or service market, the political environment, environmental concerns, technological change, employment regulations, organizational psychology and social trends.

The human resource management (HRM) function of an organization manages the individual aspects of the employment relationship - from employee recruitment and selection to international employment relations, salaries and wages. At an Opera­tional level, success depends on interpersonal relationships. HR professionals are often the "go to" people in an organ­ization for advice and information. When things go wrong employees rely on the integrity and ability of HRM staff to manage and advise on issues without taking sides. They may also train and develop staff to ensure the business per­forms well, that it meets its goals and continually improves within legislative frameworks. HRM practitioners also keep up-to-date with legislation and analyses contemporary em­ployment issues.

Industrial relations is also a multidisciplinary field that studies the collective aspects of the employment relation­ship. It is increasingly being called employment relations (ER) because of the importance of non-industrial employ­ment relationships. IR has a core concern with social justice through fair employment practices and decent work. People often think industrial relations is about labour relations and unionized employment situations, but it is more than that. Industrial relations covers issues of concern to managers and employees at the workplace, including workplace bar­gaining, management strategy, employee representation and participation, union-management co-operation, workplace reform, job design, new technology and skill development. An IR expert will more usually work for a trade union in order to represent employees' interests. However, they may work for an employer in an HRM department, or for an employers' association or consultancy, serving the employ­ers' interests.

Major tasks of HRM and IR are: hiring staff, negotiation of employment contracts and conditions, performance man­agement and reward systems, dispute resolution, disciplin­ary processes, ensuring health and safety of staff, employee motivation, design of work, team and organization restruc­turing, and training and development.

HRM practitioners are responsible not only for the smooth running of processes but also at a senior level for the bigger picture planning, strategizing and policy making as they affect staff and employment relationships.

Answer 2

The study of industrial relations is important for human resource officers because it helps them understand the dynamics between employers, employees, and labor unions in a workplace. It equips HR officers with the knowledge and skills to effectively manage conflicts, negotiate collective agreements, and maintain positive relationships between all stakeholders. By understanding industrial relations, HR officers can create a fair and productive work environment that benefits both the organization and its employees.