Labour Management Relations in Singapore: Roles of Key Players and Competitive Advantage

2/8/20182018
Labour Management Relations

Labour Management Relations 1
Contents
Introduction......................................................................................................................................2
Analysis of the roles of 4 key players of LMR................................................................................3
Employers....................................................................................................................................3
Employees....................................................................................................................................3
Trade union..................................................................................................................................4
Government.................................................................................................................................6
Analysis of competitive advantage to Singapore through LMR.....................................................6
Invitation to investors..................................................................................................................6
Workplace benefits......................................................................................................................7
Listening to employees................................................................................................................8
Conclusion.....................................................................................................................................10
Bibliography..................................................................................................................................11

Labour Management Relations 2
Introduction
The aim of the report is to provide the details related to the effective labor management relation
in context to Singapore. The report includes the examples of how the aforementioned contributed
to the competitive advantage of the nation. Labour management relation consists of the aspects
of the industrial life for examples aggregate bartering, current inquiry, exchange unionism,
employee assistance and in the administration of the conversion of work laws.
Singapore trade union was formed in 1951; the trade union of Singapore underpins the brief
Labour Front administration tormented by the work unsettling influence by the Lim Yew Hock
administration that was deregistered by the activist shop workers union and the factory of
Singapore. However, it was not till 1960s-mid, when National Trades Union Congress (NTUC),
set up in 1962, rise completed the radical Singapore Association of trades unions (SATU),
getting to be depolarised (Holly, Jennings, & Wolters, 2011).

Labour Management Relations 3
Analysis of the roles of 4 key players of LMR
The 4 main players of the LMR include workers, employers, government, and trade union. These
players’ play a significant role in managing the labor relation in Singapore and the analysis their
roles are discussed below: -
Employers
The employer plays one of the crucial and important roles in the labor-management relation. The
employer of the country provides the work, pay, equity, safety, training and issue handling
mechanism to the employees created on the employment contract. This role is performed by the
employer so that they can satisfy their employees along with this by doing so they will be able to
form a strong bond in LMR.
The role of the employer is to provide the financial resources to expand the business within the
country or outside of the expected ROI. This investment also leads to the welfare of Singapore
and contribute to the management of relationships between the government and employer as the
motive of the government is to bring welfare in the country. The employer of the company
exercises power and control by the legal concept within its rights. The employer of the company
has the rights and powers which they can use in managing the operation and core rights in the
organization. This shows that the employer organization such as SNEF represents employer's
concern to the government and trade unions. These employers take participation in the tripartite
committees like NWC (Gan, 2010).