Contrast Between HRM & IR
HRM
•1. There are only two important parties for example, employee and employer.
•2. Formulation of objectives, policies, procedures and programmes of human resources and employments them.
•3. Reformulates the objectives,policies etc. based on industrial conflicts which are the outcome of unsound industrial relations.
•4. Individual employee contacts with the immediate superior.
•5. Grievance and disciplinary procedures are resorted to, to solve the employee –employer conflicts.
•2. Formulation of objectives, policies, procedures and programmes of human resources and employments them.
•3. Reformulates the objectives,policies etc. based on industrial conflicts which are the outcome of unsound industrial relations.
•4. Individual employee contacts with the immediate superior.
•5. Grievance and disciplinary procedures are resorted to, to solve the employee –employer conflicts.
IR
•These are four important parties, employees, employer, trade unions and government
•2. The implementation of HRM policies results in IR
•3. The sound IR contributes to the organizational goals. The unsound IR result in industrial conflicts demanding for change and reformulation of HRM objectives and goals.
•4. Employees contact even the top management as a group.
•5. Collective bargaining and forms of industrial conflicts are resorted to, to solve the problems.
•2. The implementation of HRM policies results in IR
•3. The sound IR contributes to the organizational goals. The unsound IR result in industrial conflicts demanding for change and reformulation of HRM objectives and goals.
•4. Employees contact even the top management as a group.
•5. Collective bargaining and forms of industrial conflicts are resorted to, to solve the problems.
1:24 PM
|
Labels:
Diff
|
Subscribe to:
Post Comments (Atom)
0 comments:
Post a Comment