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Word Count: 2,270
Abstract The essay thats undertaken presents the conflicting issues between Industrial Relations and Unitarism which reflects a Strategic perspective It was easily recognizable that society as a whole is slowly converging into unitarism What became blatantly clear is the conflicting interest between Strategic HRM and Industrial Relations which ultimately reflected the trend of management simply putting HRM first which excluded Industrial relations issues Also HRM was found as a means to bypass Industrial relations this is evident through the Private sectors changing policies throughout time which gradually squeezed out Pluralist perspective There must be a ability for unions to adapt to changing circumstances with management practices gradually prioritizing Strategic HRM policies and also recognizing the changing role of todays employees throughout the private and public sector Lastly legislative changes have significant impact on HRM policies and with recent governments having seemed to favor enterprise bargaining which encourages employer employee negotiation Introduction This essay is based upon Strategic HRM is a theoretical model rather than a practical reality It is a unitarist perspective and as such it is incompatible with contemporary industrial relations practices Discuss An attempt will be made during this essay to present the underlying issues and conflicts which reflect the evolution of HRMIR throughout time The key issue examined closely is the changing view of managements thinking towards HRMIR and what factors influenced this progressive attitude of thinking Factors covered are politicallegal employee loyalty along with factors beyond unions control Enterprise bargaining along with legislative changes will also be looked upon and there profound impact on Industrial Relations also the AIRC will be briefly examined In relation to the issue of Strategic HRM being a theoretical model will also be looked upon whether its more an ideal business world situation and its conflict
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