HUMAN RESOURCE Human Resource and Industrial Relation Strategy Name of the Student Name of the University Author Name

Discussion 2 2.1 Discussion of the Main Similarities and Differences in Features of the Industrial Relation or Employment Relation in the United Kingdom and USA with Examples 2 2.2 Discussion of the Major Features of the Industrial Relation or Employment Relation in the United Kingdom and USA found in the Pacific Island Countries with Examples 4 3. Discussion 2.1 Discussion of the Main Similarities and Differences in Features of the Industrial Relation or Employment Relation in the United Kingdom and USA with Examples 2 2.2 Discussion of the Major Features of the Industrial Relation or

Running head: HUMAN RESOURCE
Human Resource and Industrial Relation Strategy
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Discussion of the Main Similarities and Differences in Features of the Industrial
Relation or Employment Relation in the United Kingdom and USA with Examples...........2
2.2 Discussion of the Major Features of the Industrial Relation or Employment Relation in
the United Kingdom and USA found in the Pacific Island Countries with Examples..........4
3. Conclusion..............................................................................................................................5
References..................................................................................................................................7

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1. Introduction
Employment relations or industrial relations mainly deals with the complicated
interrelations within employees as well as employers, the respective state, employer
organizations and labour or trade unions (Kochan, Katz and McKersie 2018). Moreover, it
helps in collective bargaining and labour legislation for understanding disciplinary practice
and policy. The major importance and significant of industrial relations include incremented
productivity, reduction in the industrial disputes, increased morale and minimization of
wastes. The following essay outlines a brief discussion on comparative employment or
industrial relation within the United Kingdom and USA with relevant examples.
2. Discussion
2.1 Discussion of the Main Similarities and Differences in Features of the Industrial
Relation or Employment Relation in the United Kingdom and USA with Examples
Both the United Kingdom and USA have focused on their respective industrial
relations or employment relations, so that better effectiveness is being gained and the
organization gains maximum success without much complexity (Rainnie 2016). As a result,
high productivity and efficiency amongst works are achieved for all the employees and the
respective country gains higher growth in the economy. The growing economic globalization
as well as competition with the European Union’s high economic integration refers to the fact
that the European Union is increasingly tending to compare and contrast itself in different
areas with the respective economy of the United States of America (Bélanger, Edwards and
Haiven 2020). Such type of comparison as well as benchmarking has eventually become
quite vital in the commitment of the EU as agreed by the respective European Council. It has
eventually become the most competitive as well as dynamic knowledge oriented economy

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within the entire world that is capable of sustained economic development with better and
more jobs and higher social consistency.
The developments and systems of the industrial relations eventually play a major role
in determination of the economic, employment and finally social results and hence is a major
area for comparison (Hyman 2015). It is referred to as the distinct European social model that
is differing significantly from the models of governing society, the labour market and the
economy that is found within the USA. This particular European social model differs from
the rest of the countries and hence is referred to as one of the most promising and significant
employers in the entire world. The most competitive and dynamic knowledge oriented
economy within the world comprises of the core capability to obtain sustained economic
development with excellent social outcomes (Davies 2018). It is often widely considered that
there exists a distinct European social model, which comprises of few similarities and
differences with the USA. It eventually differs from the models that feature any other
country.
The comparison of the major aspects of these systems of the industrial relations
within the European Union and the USA, after checking for the major outcomes and
developments that are needed to be considered subsequently. Several vital issues are
eventually dealt with different systems and it is being observed that in such distinct exercise,
the usual issues of the international comparison within industrial relations could be
intensified by numerous factors (Gall 2017). The major and the most significant similarities
within the industrial relations of the UK and USA include trade unions and collective
bargaining. As a result, different areas like economic, employment, monetary and social are
needed to be considered on the highest priority.

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For example, the USA government has involved the North American Free Trade
Agreement or NAFTA in their countries, which is quite similar to the trade agreement of the
European Union (Ford and Gillan 2015). Moreover, the European Union is within the
procedure to enlarge with ten new member states from the central Europe and Eastern Europe
as well as the Mediterranean section. The trade unions in the UK were being established for
ensuring high advantage of both employees and employers. The socio economic conditions
for the employees in the British industries and the search for the trade unions has led to the
creation of a labour representation committee in the country. On the other hand, the USA has
focused on employee involvement as well as employment legislation, which is different from
the trade union of the UK (Giordano 2016). Hence, organizational restructuring and new
forms of work are possible for the UK and USA without much complexity.
2.2 Discussion of the Major Features of the Industrial Relation or Employment Relation
in the United Kingdom and USA found in the Pacific Island Countries with Examples
There are different significant and important features of these industrial relations or
employment relations within the United Kingdom and USA. Since, the trade union
membership in the United Kingdom was around 24.7% of the work force on average in the
year of 2015, they have faced a reduction as compared to the data of the 2014 (Lipset 2018).
One of the major characteristics of industrial relations in the UK trade union confederation,
known as the TUC or Trades Union Congress. A total of one hundred and sixty three
independent trade unions are present within the country and these are being organized in
different ways. Few of these trade unions are occupational that organize radiographers or
teachers, however some others organize in a specific organization, mainly in the finance and
banking sector. However, several members belong to the general unions that have formed
with the help of different trade union mergers (Refslund 2016). The other features include
few industry based trade unions for the respective countries. These are mainly for the Pacific

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Island Countries and hence they have gained maximum success and effectiveness in their
program.
The features of industrial relations in USA mainly include trade unions set the duties
and rights for employees as well as labour unions in the United States. The main reason is to
provide remedy to the inequality of the bargaining power within employers as well as
employees (Kochan, Katz and McKersie 2018). In the year of 2016, there were 14.6 million
members amongst the total number of US trade unions. An efficient industrial relation is
needed for covering the rules, processes and system for the core purpose of protection of the
interests of the employers and then regulation of the behaviour of the employer and the
method, by which workmen are being treated.
These industrial relations are majorly concerned with the employment relationships
and is referred to as a significant discipline for human resource management (Bélanger,
Edwards and Haiven 2020). The major focus is given to the relations of employee and labour
and hence ensuring on better effectiveness could be achieved easily and promptly. It
encompasses the core relation within the workmen and management as well as the role of a
regulatory body for resolving any type of industrial dispute.
The most peaceful industrial relations eventually increase the respective morale levels
of their staff, since they feel that different interests are coinciding with that of their employers
and the efforts would result in the total productivity of USA (Gall 2017). The labour laws
allow the employees in different sectors the authority to unionize as well as enable the
employees and employers in engaging in different work place related activities for
understanding the demands of these employees and hence ensuring high satisfaction. They
also have included collective bargaining in their industrial relations and have made

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agreements for regulating working salaries, compensation and right of the workers and even
working conditions.
3. Conclusion
Therefore, a conclusion could be drawn that an effective and efficient industrial
relation is needed for being sure that high production is of lesser expense as well as increased
profit. It is responsible for reducing the complexities and issues related to employee
management in the most effective manner. This industrial relations are being followed for
ensuring that the there is a continuity of production. The above provided essay has
appropriately described about industrial relations with relevant details of the UK and USA.

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References
Bélanger, J., Edwards, P.K. and Haiven, L. eds., 2020. Workplace industrial relations and
the global challenge. Cornell University Press.
Davies, A., 2018. Industrial relations and new technology. Routledge.
Ford, M. and Gillan, M., 2015. The global union federations in international industrial
relations: A critical review. Journal of Industrial Relations, 57(3), pp.456-475.
Gall, G., 2017. The Meaning of Militancy?: Postal Workers and Industrial Relations.
Routledge.
Giordano, L., 2016. Beyond Taylorism: computerization and the new industrial relations.
Springer.
Hyman, R., 2015. Three scenarios for industrial relations in Europe. International Labour
Review, 154(1), pp.5-14.
Kochan, T.A., Katz, H.C. and McKersie, R.B., 2018. The transformation of American
industrial relations. Cornell University Press.
Lipset, S., 2018. Social mobility in industrial society. Routledge.
Rainnie, A., 2016. Industrial relations in small firms: Small isn't beautiful. Routledge.
Refslund, B., 2016. Intra-European labour migration and deteriorating employment relations
in Danish cleaning and agriculture: Industrial relations under pressure from EU8/2 labour
inflows?. Economic and Industrial Democracy, 37(4), pp.597-621.