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Industrial Relations

Part 1 The perspective industrial relations

Part 2 Participants


Trade unions and management



Concept Part 3 Process

Employee involvement and participation

Collective bargaining

Industrial action conciliation/arbitration

Part 4 Practices


Grievance, discipline and redundancy procedure

human resource management. its solution as environments change become a problem in the future). control of labor process. Marxist perspective (their view toward conflict and trade unions). • Other segments of social activity (economic. opinions and expectations. cooperation and regulations. unitary perspective. expectation and relationships manifest by the participants are at least the product of past individual and their collective experiences.Part 1: This part introduces student the perspective of industrial relations. system concept. social. social action approach. processes and activities exist in variety of industries and level in organizations). • Time (for example today’s problem stem from yesterday’s decision. which include. which include. Understand the different views of employment relationship and the interaction in an industrial relations system. it is important to understand that mass media able to shape attitudes. Also to understand attitudes. relationships. • Mass media. input-output model. Industrial Relations Chapter 2: Context of industrial relations The important of knowing the context of industrial relations and understand what constitute the context. Identify the importance and difficulties of comparing industrial relations in different countries and the issue of convergence and divergence in industrial relations. pluralist perspective. institutions. Understand the integral nature of the concepts of conflict. • The industrial relations ‘system’ (roles. political and technology). Chapter 1: • • Approaches to industrial relations: • • Understand the definitions of industrial relation. For most .

• Chapter 4-6: Trade unions Understand definition of trade unions and the differences between trade unions and other workers’ association.people information and knowledge come from media however the media not only reporting but also interpreting issues and present them to public based on their perspectives. management styles and management strategies. Their view able to shape the public opinions. • Fairness and equity. Part 2: This part introduces the participants in the industrial relations system. . • • • Chapter 7: Management • Understand the different level of managements. political and legal development. • Power and authority. • Individual and collectivism. • Understand the Malaysia employers’ Association. social change. Industrial relations is not an objective science. The function of trade unions: power. and members services and self fulfilment. • Strategy developments. • Integrity and trust. • HRM typology of non-union organization. job regulation. • Right and responsibility. In this chapter student is introduced to different concepts and values that commonly mentioned and argued in industrial relations. Trade unions development: organizational. Chapter 3: Concept and value in industrial relations. • Understand the definition of trade union in Malaysia and its implication and understand the Malaysian Trade Union Act Understand the different between trade unions structure and trade union organization. • The union of employers. which include. • Human resource Management and its issues. • Management objectives. The different concepts and values involve include. Therefore perceptions in industrial relations are individuals and value laden.

• Multi employer bargaining. employer. advantage. • Requirement. • Content of collective bargaining. disadvantage. legislator and conciliator.Chapter 8: Government • Understand what constitute government and its relationship with political party. • Single employer bargaining. Understand the relationship between employee involvement and human resource management HRM. • The roles and objectives of government related to industrial relations. disadvantage. Chapter 9: Collective bargaining • Objective. • Government intervention and strategies: as market regulator. Chapter 10: • • • • Employee involvement and participation Understand the different in concept. Industrial action Resolution of conflict Chapter 11 and 12: a) Industrial action . • Collective agreement (CA). Understand the concept of industrial democracy. • Structure of collective bargaining. • Industry or sectoral agreement. • Understand the Malaysian Ministry of Human Resource and its Industrial Relations Role Part 3: This part explains processes involve in industrial relation that include. Understand the different approach to involvement and participation. GATT/WTO affect the industrial relations system of a country. advantage. strategy and form between employee ‘involvement’ and employee ‘participation’. • Understanding the role of government in the changing of political and economic of the world and understand how the changes such as the formation of European Union.

Role and form of industrial action. • Grievance policy. • Negotiation encounter. discipline procedure and discipline interview • Understand the Malaysian Context . c) Relationship to collective bargaining. • Typology of employee expression of dissatisfaction: complaint. trade dispute. Task and skill of negotiator. • Mediation. Part 4: Explain the practices involved in industrial relation system which include: Chapter 13: Negotiation • Essential characteristic of negotiation. b) Understand the process of. Negotiator–response to goal conflict. grievance. • Power in negotiation. • Perceived relative bargaining advantage. • • • • Understand the model of negotiation behaviour. Chapter 15: Grievance. grievance procedure. Function of industrial action.• • • Understand the different between trade dispute and industrial action. discipline and redundancy procedures Grievance. • Unfair dismissal • Discipline policy. Negotiation convention. • Understand the grievance process. • Disciplinary process. c) Government policy objective. • Conciliation and • Arbitration. • Strike indices. grievance interview • Understand the Malaysian Context Discipline.

• Handling redundancy-issues.Redundancy. • Step in handling redundancy. • Understand the meaning of redundancy: • Management and union. • Understand the Malaysian Context . • Redundancy–legal framework.