HRM Essay范文：Industrial Relations and Human Resource Management

HRM Essay范文-劳资关系与人力资源管理。本文是一篇留学生人力资源管方向essay写作格式，主要内容是分别比较和对比了“劳资关系”和“人力资源管理”两个学术领域的主要特征。劳资关系和人力资源管理领域自成立以来一直是学术研究的主题。关于这两个学术领域的重点和范围，管理学文献有着丰富的定义和不同的观点。劳资关系主要关注雇佣关系的监管、控制和治理。该领域的立场更加多元化，不仅关注工人和管理层，还关注影响就业关系的国家和其他机构。essay提出人力资源管理是“一种独特的就业管理方法，旨在通过使用一系列文化、结构和人事技术，战略部署高度结构化和有能力的劳动力，实现竞争优势。”虽然最初人力资源管理被认为是国际关系研究的一个分支，但现在它被认为是一个独立的研究领域。下面就一起来看一下这篇HRM Essay范文的全部内容。

Compare and contrast the key features of the academic fields “Industrial Relations” and Human Resource Management (HRM)” respectively.

The fields of Industrial Relations and Human Resource Management have been subjects of intense academic study since the time of their inception. Management literature is rich with varied definitions and diverse range of opinions that exist regarding the focus and the scope of these two academic fields. Industrial relations focuses primarily on the regulation, control and governance of the employment relationship. (BUIRA, 2008). The field has more of a pluralistic stance and focuses not just on the workers and the management but also on the state and other institutions influencing the employment relationship. Human Resource Management is “A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly structured and capable workforce using an array of cultural, structural and personnel techniques.” (Storey 1995:5). Although originally HRM was considered as one of the branches of IR, it is now recognized as a separate field of study.

Many argue that HRM being rooted just in psychology and organizational sociology has a much narrower focus in contrast to IR which is a multi-disciplinary field of study.HRM is seen as concerned with just one aspect of industrial relations, that is regulation of employment relationship. It does not take into consideration the dynamics of this relationship nor does it account for the institutional and outside forces that have a determining effect on this relationship. (Rubery and Grimshaw 2003, Blyton and Turnbull 2004, Rubery, Earnshaw and Marchington 2005).Rather its marriage with just the welfare of the firm has come under severe criticism. The field of industrial relations is seen as being better empowered in addressing this problem.

许多人认为，与IR这一多学科研究领域相比，HRM仅仅植根于心理学和组织社会学，其关注范围要窄得多。人力资源管理被认为只涉及劳资关系的一个方面，即对雇佣关系的监管。它没有考虑到这种关系的动态，也没有考虑到对这种关系有决定性影响的体制和外部力量。相反，它与公司福利的联姻受到了严厉的批评。工业关系领域被视为在解决这一问题方面得到了更好的授权。

The primary objective of human resource management is to achieve viability and maximization of profits. The management seeks to establish a cost-effective system of labour management. (Geare 1977, Osterman 1987, Godard 2001). It tries to attain competitive advantage and flexibility such that the management gains enough power to function autonomously. It thus seeks to promote better organizational performance. Whereas the field of industrial relations is also concerned with enhancing the performance of the organization it also gives due weightage to maximizing the welfare of the employees, recognizing that labour is not a commodity but a valued asset of production. This however does not mean that HRM is not concerned with employee betterment. On the contrary it sees a direct link between organizational growth and employee welfare with the former leading to the latter. Hence it focuses on the former, thinking that the latter will automatically be taken care of.

人力资源管理的首要目标是实现生存能力和利润最大化。管理层力求建立一个具有成本效益的劳动管理系统。它试图获得竞争优势和灵活性，以便管理层获得足够的权力自主运作。因此，它寻求促进更好的组织绩效。虽然劳资关系领域也关注提高组织的绩效，但它也重视最大限度地提高员工的福利，认识到劳动不是一种商品，而是一种有价值的生产资产。然而，这并不意味着人力资源管理局不关心员工的改善。相反，它认为组织成长与员工福利之间存在直接联系，前者导致后者。因此，它专注于前者，认为后者将自动得到照顾。

Both the fields of HRM and Industrial Relations while recognizing the value of human potential to contribute to the efficiency of the organization, have different pathways of achieving their goal. With a single-minded goal of better organizational performance, HRM may at times neglect or may even exploit these resources. In contrast the industrial relations system recognizing the existence of inherent conflicts between the organization’s goals and workers welfare is based upon trade union representation and collective bargaining giving the employees a platform to voice their grievances. (BUIRA, 2008). HRM downplays these conflicts and instead focuses its attention on recruitment, selection, training and other parameters vital to organizational success.

人力资源管理和劳资关系领域虽然认识到人类潜力对提高组织效率的价值，但实现其目标的途径不同。由于一心追求更好的组织绩效，人力资源管理有时可能会忽视甚至利用这些资源。相比之下，承认组织目标与工人福利之间存在内在冲突的劳资关系体系是基于工会代表权和集体谈判，为员工提供表达不满的平台。（BUIRA，2008）。人力资源管理局淡化了这些冲突，而是将注意力集中在招聘、选拔、培训和其他对组织成功至关重要的参数上。

The field of industrial relations relies heavily on the rules and procedures laid down by the state to address any issues associated with the employment relationship. HRM, on the other hand does not follow any said rules. Instead it focuses on the best way to use human resources through effective recruitment, selection, training, appraisal, motivation and cooperation. (Silva, ). For HRM, managing culture is more important than just restricting itself to rules and regulations. (Storey, 2001)

劳资关系领域严重依赖国家制定的规则和程序来解决与雇佣关系相关的任何问题。另一方面，人力资源管理局不遵守任何上述规则。相反，它侧重于通过有效的招聘、选拔、培训、评估、激励和合作来使用人力资源的最佳方式。（席尔瓦）。对人力资源管理来说，管理文化比仅仅局限于规章制度更重要。

The field of industrial relations says “power is inherent in the employment relationship.”(BUIRA 2008:3)Thus employees are usually at the receiving end in terms of wage differentials and inequalities prevalent in the workplace. For this reason a number of laws and regulations are in place in many countries to undermine managerial authority. However the notion of power varies from organization to organization. HRM also recognizes the existence of this power relationship. However its treatment of it is rather different. The management of work and people in the firm involves strategic tensions including trade-offs between employer and employee interests. (Boxall and Purcell, 2008). HRM tries to use this power in ways that enables the organization to function more effectively. The management shares knowledge which results in high level of trust and commitment among the employees. HRM has more of an individualistic orientation and links rewards and pay to performance, a feature which is absent in industrial relations.

劳资关系领域表示，“权力是雇佣关系中固有的。”因此，就工作场所普遍存在的工资差异和不平等而言，员工通常处于接受方。出于这个原因，许多国家都制定了一些法律法规，以削弱管理权威。然而，权力的概念因组织而异。人力资源管理局也认识到这种权力关系的存在。然而，它的处理方式却截然不同。公司的工作和人员管理涉及战略紧张关系，包括雇主和员工利益之间的权衡。人力资源管理局试图以使组织更有效地运作的方式使用这种权力。管理层分享知识，从而在员工中获得高度信任和承诺。人力资源管理更倾向于个人主义，将奖励和薪酬与绩效挂钩，这在劳资关系中是不存在的。

HRM sees conflicts as an infrequent part of the employment relationship between the management and the workers and precisely so, because both the management and workers have the same interests. It is left to the management to provide a reasonable solution to these problems in case they arise and this is done by providing higher wages or training which may result in employment security.HRM does not rely on mediation or any sort of third-party intervention. It is more concerned with employee commitment rather than compliance. (Marchington and Wilkinson,2008).On the other hand the field of industrial relations emphasizes on the role of collective bargaining and trade unions to address these conflicts. Management is not looked upon for solutions as they are seen to be biased and more concerned with curbing workers voice.

人力资源管理局将冲突视为管理层和工人之间雇佣关系的一个不常见的部分，正是如此，因为管理层和员工都有相同的利益。如果出现这些问题，管理层有责任为其提供合理的解决方案，这可以通过提供更高的工资或培训来实现，这可能会带来就业保障。人力资源管理不依赖调解或任何第三方干预。它更关注员工的承诺，而不是合规性。另一方面，劳资关系领域强调集体谈判和工会在解决这些冲突方面的作用。管理层没有寻求解决方案，因为他们被认为是有偏见的，更关心的是遏制工人的声音。

HRM gives management the most dominating role, considering it to be the be all and end all of all decisions while governments and trade unions only play a limited role. It is the management that is solely seen as being responsible for organization efficiency or inefficiency. Whereas, industrial relations sees the management, government and trade unions as being equal partners in shaping the direction of the firm. Thus, it just does not restrict itself to workers and management but all those who are affected by the employment relationship.

人力资源管理赋予管理层最主要的角色，认为它是所有决策的最终决定，而政府和工会只发挥有限的作用。正是管理层被认为对组织效率或效率低下负有责任。然而，劳资关系将管理层、政府和工会视为塑造公司方向的平等伙伴。因此，它并不局限于工人和管理层，而是所有受雇佣关系影响的人。

The academic field of industrial relations encourages students to think out of the box and to engage in critical and reflective thinking. (BUIRA, 2008). The complexities involved in the employment relationship and the factors outside the workplace shaping this are looked at, to form an intelligent and well-informed decision to tackle with irregularities in the workplace. The issues of ethnicity, gender inequality, power are all taken into account which are issues not generally included in the HRM domain. The field of industrial relations inculcates a sense of enquiry into the student to question and seek answers to those questions.

劳资关系的学术领域鼓励学生跳出框框，进行批判性和反思性思考。考虑到雇佣关系中涉及的复杂性以及工作场所以外的因素，我们将做出明智和明智的决定，以应对工作场所的违规行为。种族、性别不平等、权力等问题都被考虑在内，这些问题通常不属于人力资源管理领域。劳资关系领域向学生灌输了一种探究感，让他们对这些问题提出疑问并寻求答案。

Although the fields of industrial relations and human resource management have differing interests, there are many areas where their interests coincide. Ultimately both the fields are concerned with achieving organizational efficiency and we should seek to attain a symbiotic relationship between the two with the two completing rather than competing with each other. The debate surrounding the field of industrial relations that it is now outdated and that the problems of “human factor” at work are better addressed by novel new approaches such as Human Resource Management is redundant. (Colling and Terry, 2010). The collectivistic nature of the field of industrial relations should supplement the individualistic outlook of HRM. It is essential to treat the employment relationship as complex and study it within a particular social context. A thorough understanding of both would facilitate a better understanding of the theoretical and practical problems that underpin relationships at workplace. (Marchington and Wilkinson, 2008)

Essay总结尽管劳资关系和人力资源管理领域有不同的利益，但在许多领域它们的利益是一致的。最终，这两个领域都关注实现组织效率，我们应该寻求在两者之间建立一种共生关系，使两者相互完成，而不是相互竞争。围绕劳资关系领域的争论是多余的，即现在已经过时，工作中的“人为因素”问题可以通过人力资源管理等新方法更好地解决。劳资关系领域的集体主义性质应补充人力资源管理的个人主义观点。必须将雇佣关系视为复杂的关系，并在特定的社会背景下对其进行研究。对这两者的透彻理解将有助于更好地理解支撑工作场所关系的理论和实践问题。本站提供各国各专业留学生essay代写或指导服务，如有需要可咨询本平台。