Human Resource Management and Industrial Relations

The purpose of this report is to examine some of the activities of HR management with respect to problems created in the workplace by industrial relations. A broad definition of "industrial relationships" reflecting various issues such as the impact of new technologies and the HR response, training of workers, and response to such programs as affirmative action will be employed herein.

HR and New Technologies: Training as a Mission

Information technology (IT) has forever changed the workplace. Samuel Greengard (1998) has stated that computers have automated and come to manage alm

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will be given to individuals, who can then use them to obtain or purchase training services. The aforementioned "one-stop" service centers will provide information regarding local job opportunities and HR needs, link trainees and job seekers to private sector work opportunities, and otherwise assist both employers and potential employees in finding one another. Further, the legislation will link local businesses more closely to the long-standing Job Corps program which offers residential educational and training for disadvantaged youth. More than 1,000 such centers are already in operation nationwide, and offer services that include follow-up (post-placement) counseling and assistance to workers for a period of 12 months after placement. CQ Weekly (1998b) also noted that the House version of the Bill, which was incorporated in the final act passed by the Senate and signed into law by the President, encourages school districts (which provide much of the vocational, technical, and other educational and training services that are covered) to form partnerships with local community colleges, technical schools, and private businesses to improve training. Clearly, this legislation will have a direct impact upon some critical HR funct
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Approximate Word count = 3062
Approximate Pages = 12 (250 words per page)

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