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Why does Human Resource strategy often seem to marginalize the influence of Trade Unions? Trade Unions (TU) is essentially pluralistic in outlook, it covers not only the relations between employer and employee, but also the relations between employers and unions and between them. TU theory, practice and institutions traditionally focus more on the collective aspect of relations. This is evident from the central place occupied by labour law, freedom of association, collective bargaining, the right to strike etc. Human Resource Management (HRM) deals with the management of human resources, rather than with the management of collective relations. Also TU has a large component of rules, which govern the employment relationship. These rules may be prescribed by the State through laws, by courts or tribunals. HRM differs in this respect that it does not deal with such procedures and rules, but with the best way to use the human resource through, for...

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