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Unit: HUMAN RESOURCE MANAGEMENT (MBA)
THE PRACTICAL PROCESS OF COLLECTIVE BARGAINING INVOLVING THE
MANAGEMENT, THE TRADE UNION, THE MINISTRY OF LABOUR AND THE
INDUSTRIAL RELATIONS
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Industrial relations; is defined as the employment relationship and the rules that
govern it
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Process of collective bargaining involving the management, the trade union,
the ministry of labour and the industrial relations
a) PREPARATION FOR NEGOTIATION
Prior to the actual bargaining sessions, enough care should be taken by both the parties
to have a thorough preparation for the negotiations
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Consultation with the lower level
members of their respective organizations can help both the parties to obtain valuable
information and evolve specific bargaining table approaches
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Again the technical assistance of
legal and public relations experts can also be utilized gainfully in the collective
bargaining process
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The negotiation team
should consist of individuals with knowledge of the organization and the skills to be an
effective negotiator
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Establishing
objectives for the negotiation and reviewing the old contract are key components to this
step
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During the collective bargaining process, the workers
are represented through trade unions
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In addition, setting ground rules for how the negotiation will occur is an
important step, as it lays the foundation for the work to come
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It will likely involve initial
opening statements and options that exist to resolve any situations that exist
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An initial discussion is had and then each party generally goes back to determine which
requests it can honour and which it can‟t
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The
negotiation begins at this stage, where each party tries to win over the other
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Sometimes, both the
parties reach an amicable solution soon, but at times to settle down the dispute the
third party intervenes into the negotiation in the form of arbitration or adjudication
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Hence, a mutual
agreement is formed between the employee and the employer which is to be signed by
each party to give the decision a universal acceptance
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Procedure agreements
Procedure agreements spell out the steps by which the industrial relations processes
are carried out
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(2) Negotiating rights
(3) Facilities for trade union officials
(4) Disciplinary matters and individual workers‟ grievances
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They cover payments of all kinds, i
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wage rates, shift allowances,
incentive payments also holidays and fringe benefits such as pensions and sick pay and
various other allowances
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It is possible to have both ‟substantive‟ and „procedural‟
elements in the same agreement
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On the other hand, substantive agreements are
altered from time to time to take account of on-going negotiations

References
1
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Fundamentals of Human Resources Management : Fourth Edition (pp
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McCabe, D
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, TrevinÄo, L
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, & Butterfield, K
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(1996)
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Business Ethics Quarterly, 6, 461±477
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Sanes, M
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(March 2014)
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Retrieved from http://www
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net/
documents/statepublic-cb-2014-03
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4
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, Harrick, E
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, Strıckland, D
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(1996)
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Batstone, D
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Bauman, Z

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