Analyze the application of legal thinking strategies to huma

Analyze the application of legal thinking strategies to human resource management (HRM) law:

Analyze the role of labor unions in contemporary American business and manufacturing?

Analyze the impact of historical context on union-management relations?

Assess how the presence of a union impacts the job of a human resources professional?

Solution

Assess how the presence of a union impacts the job of a human resources professional?

In an organizational environment, the HR managers act as mediators between the employer and the trade unions to bring higher productivity and sustained growth towards organizations. The existence of labour unions brings a lot of challenges for the human resource managers. The human resource management departments deal with the work issues arising. Many organizations have the employee relationship maintenance factors which helps for collective bargaining of workers.

Challenges present to human resource management because of the unions are:

1) Bargaining : The National Labour Relations Act helps the employees by protecting their rights by preventing the employers from indulging with their employees\' right to organize. This may include persuading or coercing or showing partially or less pay or unequal salaries. Thus, the human resource management helps the employees through collective bargaining process. Collective bargaining aims to negotiate and discuss the agreed rules and decisions on matters of mutual concern to employers and unions as well as the methods of regulating the conditions governing employment. The collective bargaining is a process through which a process of negotiation happens between employers and representatives of trade unions on behalf of employees to comoensate with proper salaries or requirements or rights.A competitive compensation should be designed.

2)Benefits and working conditions: The human resource managers also need to bargaining regarding proper benefits apart from wages to employees and better welfare amenities for them. The safety measures for the workers should be protected.

3) Grievance management mechanisms: The human resources management (HRM) department on behalf of the employees need to discuss the issues relating to certain grievances of employee with the employer. They need to handle this grievance management in accordance with the collective bargaining process.

4) Dues: The HRM managers are also responsible for remaining the management regarding their pending accepted collective bargaining agreements to be implemented.

Analyze the impact of historical context on union-management relations?

The fundamental purpose of trade unions is to protect the interests of their members. They are there to redress the balance of power between employers and employees. The basis of the employment relationship is the contract of employment. Employers are almost always in a stronger position to dictate the terms of the contract than individual employees.

The management is impacted by the union by two way dynamic processes:

The unions use their power in order to make the management arrive at fulfilling their goals. But the unions also strive a lot to achieve their goals. This unionism aspect is important in considering the impact of unions on management behaviour.