The purposes of a human resources department and a labor union are decidedly different. HR serves the goals of the business and makes sure that the company attains higher productivity at low cost. Conversely, the purpose of a union is to safeguard the interests of the workers. These purposes set their respective functions.
Human Resource Management
Human resource management departments are typically divided by managerial and operative functions. Operative function includes hiring and developing people and making sure that they perform to certain standards. HR departments also manage the company's relationships with labor unions. Managerial functions include setting out the organization's short-term and long-term plans and organizing, directing and controlling employees. If you do not manage your company's workforce, you may face serious problems such as lower productivity and reduced quality or higher costs. A human resources expert can help you bring out the best in your employees and contribute to the success of your company.
Labor Union Function
The functions of a labor union can also be divided into two categories. One function seeks the effective administration of the union from within, which includes proper utilization of funds and dissemination of information. The other function seeks to monitor the interests of workers, represent workers when disagreements with employers arise and ensure that workers receive fair pay for their services. Subtle functions include conducting research and analysis of employment changes and developing training programs to equip workers with the knowledge and expertise needed to work within a changing environment.
Small business HR managers have additional tasks to manage if their company becomes unionized. In small businesses, HR managers have a dual role as they look after the company's welfare and manage and strengthen the employer-employee relationship. The role of these managers in labor contract negotiations involves maintaining a balance between the two roles. They must represent the company and its management directions while they engage in good faith bargaining with labor union representatives. They must strive to reach solutions that are acceptable to management, as well as the labor union.
To get results that both sides can accept, HR managers and union representatives can use interest-based bargaining, which helps the sides come to agreements that are mutually beneficial. This means that the HR manager and the union representative foster cooperation and understanding of both sides' points of view. Unions can affect an organization's decision-making process. They can confront you or your managers and prevent your company from making one-sided HR policies. Still, in the 21st century, unions do not wield the power they once did.