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It is our intention to examine the interplay between industrial relations (IR) and human resource management (HRM).
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Introduction It is our intention to examine the interplay between industrial relations (IR) and human resource management (HRM). There are many contradictions both in theory and in practice between HRM and IR at workplace level and beyond. The central contradiction concerns the very essence of the nature of HRM and IR. IR has traditionally been concerned with collective representation of employees. This means that through the process of collective bargaining, employee representatives negotiate with employer representatives over a large range of substantive issues such as pay, working conditions etc., as well as procedural arrangements such as disciplinary, disputes and redundancy procedures. Trade Unions by their very nature are concerned with protecting the interests of the employees, firstly by securing the highest price for their labour. Employers, on the other hand, wish to buy labour at the lowest cost to themselves. Therefore, there is a conflict of interest between employees and employers. The...
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