The concept of collective bargaining in human resource management involves a collaborative consultation process. It happens between employers and their employees who are usually in a recognized union. The collective bargaining process allows employees to participate in setting terms and conditions of employment through a representative union. Collective bargaining helps in resolving out many minor differences in an organization. It is also a consulting technique used to reconcile conflicting interests between unions and their management. Therefore, the primary characteristic of collective bargaining is joint discussions for labor-management relations. Joint sessions help a lot in promoting a better understanding of each other’s point of view as well as the problems confronting them.
concept of collective bargaining in human resource management
IMPORTANCE AND CHARACTERISTICS OF COLLECTIVE BARGAINING
The characteristic of collective bargaining allows for overall improvement in an organization. Collective bargaining is flexible and mobile, and has ample scope for compromise for mutual give and take before the final agreement. The collective bargaining process is also a two-party and continuous process. This provides a mechanism for continued and organized relations between the management and the unions. It is a powerful tool for human resource management departments in many companies. Additionally, the concept of collective bargaining continues to change, expand, and grow. Collective bargaining is also an art- an advanced form of human relations. With this concept, organizations can achieve harmony and progress.
the importance and characteristics of collective bargaining
STEPS INVOLVED IN THE PROCESS OF COLLECTIVE BARGAINING
The collective bargaining process involves several steps. Firstly, there must be two negotiating teams, one from the management side and the other from the workers’ side. The number of members from each team may vary. Secondly, both teams prepare to present their demands. This step forms a significant part of the characteristic of collective bargaining. The negotiating procedure may involve piecemeal negotiation-issues taken one by one or total approach, where negotiations consider total effect. There is no specific strategy for negotiating the issues. Depending on the situation and time, members from human resource managers keep a record of the agreed-upon terms. Usually, the agreement of terms entails confirmation signatures of members from both sides.
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