本文主要内容讲劳资关系，衡量人力资源管理的影响，是一个工具，以确定所采用的战略的缺陷和权宜之计，以帮助组织认识到，人力资源管理的做法是否必须继续或修订。衡量人力资源管理的有效性，还能在人力资本的使用和最适合其潜在利用的方面取得更大进展。如果不衡量结果，就仍然缺乏远见，从而缺乏适当的行动计划。这自动地抑制了组织的适度竞争。提高生产力是而且必须是组织的唯一目标。利益相关者是组织不可分割的一部分，当他们被告知人力资源管理和人力资源管理所采用的战略时，这使得战略的执行更加有力和牢不可破。这是因为每一个利益相关者都会主动提出建设性的建议，提出好的和坏的后果，如果付诸实践，就可以避免重大灾难。本篇英国英语语言学论文代写文章由英国论文人EducationRen教育网整理，供大家参考阅读。
Measuring the impacts of SHRM is a tool to identify the flaws and expediencies in the strategies employed, so as to help the organisation realise whether SHRM practices must be continued or revised. Measuring the effectiveness of SHRM also makes more progress about the usage of human capital and the best fit for their potential utilisation. When the results are not measured, there remains a lack of foresight and thus a lack of proper action plan. This automatically refrains the organisation from being even moderately competitive. Productivity enhancement is and must be the sole objective of organisations. Stakeholders are an integral part of the organisation, and when they are informed of the strategies of SHRM and HCM employed, it makes the execution of the strategy more powerful and unbreakable. This is because each stakeholder would come forward and make constructive suggestions about the good and bad consequences, which when practiced, could avoid major catastrophe.
Industrial Relations (IR) is an important legislative facility and provision which makes the lives of the workers, labourers, and employees more rewarding. The benefits of IR are that it presents a way for the union, the organisation, and the employees to represent their interests and also promote their interest to one another. It has a history of many failures and successes for labour unions, individual employees and organisational shut down, after which a fair working system is developed. Under this working system, the workers, labourers, and employees are able to facilitate their self-interests to the organisation for which they work, in a manner which is legislatively sound and progressive. However, as the world unfolds new orders of market systems and favouritism, there lies a need for altering the IR so as to adjust to the new demand that so rapidly spreads across nations.
IR in Australia has existed since decades and has undergone a substantial change in its nature and applicability. Ever since 1990, there had been a difference in the way states and the federal government operates in terms of their industrial relations. The states had some powers that were significantly different than those of the federal government, especially in deciding the employees’ leaves, wages, working hours, and deciding when and how much they would be represented by unions.
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