Measuring and determining a need for industrial relations management skills and policy within ABC (Pty) Ltd

Abstract

The effective management of labour relationssince the industrial age hasbecome bothnecessary and complex. With the introduction of employee unions, globalisation of skills and the rapid rate at which modern technological advancements are being made effective employment management has more than ever become necessary for the achievement of organisational harmony and corporate competitiveness. This research investigated the need and requirements for the development of a suitable labour relations policy and also investigates the importance of training managers in the skills necessary for achieving harmonious employment relations.The research considered the complexity of the subject through the evaluation of theoretical frameworks, and expert opinion in the form of a literature review. This subject was researched further within ABC (Pty) Ltd. through employee surveys, management interviews and organisational data collection.Key findings of this research indicated that employment policy formulation was a complex subject encompassing organisational human resource policy, human needs and management styles. The need for training resonated strongly in the findings with only 18% of all employees surveyed agreeing that managers where suitably skilled in labour relations management and only 6% agreeing that human resource policy and practice had noeffect onharmonious employment relations. Research findings further indicated that management labour skills affected employment mediation referrals by as much as 81%. Human resource policy was considered a fundamental foundation in the development of suitable labour policy, including the consideration of the legal and human aspects within the organisation and the need for employee collaboration in their development. Effective employment relations had a clear correlation with organisational performance indicating that suitable employment policy not only affected the realisation of harmonious employment relations but that the failure to develop human resource policies which were collaborative could significantly influence organisational competitiveness and performance.