Trade union in hrm
| Trade union in hrm |
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A trade union is an organization formed by workers in order to represent their interests in the workplace. It is usually composed of members from a particular industry or sector and works to protect the rights and interests of its members. Trade unions ensure that workers are provided with fair wages, safe working conditions, and other benefits, such as health insurance, vacation time, and job security. They also work to improve workplace relations and resolve labour disputes. Through collective bargaining and other activities, trade unions strive to increase job security and improve the working lives of their members.
Example of Trade union in HRM
- The National Union of Mineworkers (NUM) is a trade union in the United Kingdom that represents miners and other workers in the mining and energy industry. The union was founded in 1945 and is the largest union in the UK representing workers in the mining and energy industry. The union works to protect the rights and interests of its members and to improve the working conditions and safety of miners. The union participates in collective bargaining, campaigns for better wages, and campaigns against job losses.
- The United Food and Commercial Workers International Union (UFCW) is a trade union in the United States that represents workers in the food, retail, and other related industries. The union was founded in 1979 and is now one of the largest unions in the US. The union works to protect the rights of its members and to improve their working conditions. The union is involved in collective bargaining, campaigns for better wages, and campaigns against job losses.
- The Communication Workers Union (CWU) is a trade union in the United Kingdom that represents workers in the telecommunications, post and media industries. The union was founded in 1968 and is now the largest union in the UK representing workers in these industries. The union works to protect the rights of its members and to improve their working conditions. The union is involved in collective bargaining, campaigns for better wages, and campaigns against job losses.
When to use Trade union in HRM
Trade unions can be used in Human Resource Management in a variety of ways.
- First, they can be used to negotiate better wages and benefits for employees. Through collective bargaining, unions can advocate for higher wages, improved working conditions, and other benefits such as health insurance, vacation time, and job security.
- Second, trade unions can be used to address grievances and resolve labour disputes. Unions can provide a platform for employees to voice their concerns and grievances and help resolve any conflicts between workers and management.
- Third, trade unions can be used to promote workplace safety and health. Unions can advocate for better safety measures and improved working conditions to protect the health and wellbeing of employees.
- Finally, trade unions can be used to represent the interests of workers in the larger political and economic landscape. Through collective bargaining, unions can work to influence legislation and policies that impact workers’ rights and interests.
Types of Trade union in HRM
A trade union is a vital part of the human resource management process, protecting the rights and interests of employees by bargaining collectively with employers. There are four main types of trade unions:
- Craft Unions: These are unions that represent a particular trade or craft, such as carpenters, electricians, or painters.
- Industrial Unions: These unions represent workers from a particular industry, such as the automotive industry.
- General Unions: These unions represent a wide range of workers from different industries, such as teachers and miners.
- Public Sector Unions: These unions represent workers employed by the government, such as civil servants and hospital staff.
Each type of trade union has its own specific goals and objectives, and members of a particular union work together to achieve them. Trade unions play an important role in the human resource management process, as they help to ensure that employees are treated fairly and that their rights are respected.
Steps of create trade union
A trade union plays an important role in the Human Resource Management of any organization. Trade unions are organizations that represent and protect the interests of workers. They are involved in a variety of activities, such as collective bargaining, advocating for better working conditions and wages, and resolving labour disputes. The following steps outline the process of forming and managing a trade union in HRM:
- Identify and assess the needs of employees: It is important to identify and assess the needs of the employees in order to determine what type of trade union will be most beneficial to them. This can involve analyzing the current working conditions, wages, and benefits, as well as researching the labour laws and regulations in the region.
- Form an organizing committee: Once the needs of the employees have been identified, the next step is to form an organizing committee that can represent the interests of the workers. This committee should be made up of individuals who are knowledgeable and experienced in labour relations and collective bargaining.
- Develop a plan of action: The organizing committee should then develop a plan of action that outlines the goals, objectives, and strategies that will be used to achieve the desired outcomes. This plan should include a timeline, as well as a budget and resources needed to implement it.
- Gather support: Once the plan of action has been developed, the organizing committee should begin to gather support from workers. This can involve talking to workers about their concerns and the benefits of forming a union, as well as distributing materials and leaflets.
- Hold an election: Once the organizing committee has gathered enough support, it should hold a secret ballot election to determine if the majority of workers are in favour of forming a union. If the majority of workers vote in favour of forming a union, then the union can be officially recognized.
- Negotiate a contract: After the union is recognized, the organizing committee should begin negotiating a collective bargaining agreement with the employer. This agreement should outline the wages, benefits, and working conditions of the workers, as well as any other rights and responsibilities of both parties.
- Enforce the contract: Once the collective bargaining agreement has been negotiated and ratified, it is important to enforce the terms of the agreement. The union should monitor the workplace to ensure that the agreement is being followed and investigate any complaints of violations.
These are the steps of forming and managing a trade union in HRM. Trade unions are important organizations that can help protect the rights and interests of workers, while also improving workplace relations.
Advantages of Trade union in HRM
A trade union is an organization formed by workers to represent their interests in the workplace. Trade unions have a number of advantages in human resource management, including:
- Improved job security – Trade unions can negotiate better working conditions, wages, and benefits for their members, which can lead to improved job security.
- More effective bargaining – Trade unions have the ability to bargain effectively for their members, providing them with better wages, benefits, and working conditions.
- Representation – Trade unions are able to represent their members in the event of a dispute or grievance with their employer.
- Increased job satisfaction – Trade unions can ensure that members are treated fairly, and that their rights are respected, leading to increased job satisfaction.
- Reduced conflict – Trade unions can help to reduce the potential for conflict between workers and employers, by providing a forum for discussion and negotiation.
- Benefits – Trade unions can provide members with access to benefits such as health insurance, pension plans, and other services.
Suggested literature
- De Winne, S., Delmotte, J., Gilbert, C., & Sels, L. (2013). Comparing and explaining Hr department effectiveness assessments: Evidence from line managers and trade union representatives. The International Journal of Human Resource Management, 24(8), 1708-1735.
