Labour Relations Management in Singapore Issues 2022

Running head: LABOUR RELATIONS MANAGEMENT IN SINGAPORE
Labour Relations Management in Singapore
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Introduction
Labour Relations refers to system where the employers, workers along with the
representatives interact for setting the ground rules that helps in the governance of the work
relationships. It helps in preserving and promoting the economic interest of the workers. It
helps the process of running of industry to be more democratic and it ensures the
participation of the workers (Chi-Ching & Keng-Choo, 2017). It helps in securing the better
relations in between the workers and the employers. The efficient management of the labour
relations helps the human resources in the development of harmonious environment in a
company. It can help a company in the achievement of the goals and the objectives. The
labour relations that are well-managed helps in providing a competitive edge to a company
and it helps in dealing with the problems that arises on account of the union related conflicts
in an organization. The concept of the industrial relations has roots within the industrial
revolution which created modern employment relationship in the present age. The
significance of the labour relations lies in the fact that it has helped in fostering the industrial
peace. The mechanism of the labour relations helps the employees along with the managers
in discussing matter before the process of initiation of actions. It can help in ensuring the
industrial democracy and it ensures the participation of the workers in all levels of the
organization pertaining to the decisions that affect the workers. It helps in motivating the
workers that helps in the functioning of an organization. This report discusses about the roles
that are played by the employee, employer, unions along with the government in relation to
the labour relations management. The report elaborates how Singapore can gain the
competitive advantage with the help of labour relations management.
Players in Labour Relations Management

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There are four parties that plays an important role in the management of the labour
relations- employee, employer, unions along with the government. The labour unions helps in
resisting exploitation of the employees by taking recourse to the equal bargaining power. It
helps in representing the interest of the workers within the framework of the employment
relationship. Union acts on behalf of the employees and they take care of the fact that the
employees are able to make the benefits with the help of the Industrial Relations. It ensures
that the workers get the better wages that proves to be sustainable for future of the workers. It
helps in improving the working conditions that helps in making the employees productive.
The voices of the employees can be heard in a more effective manner with the help of the
element of the labour relations management (Kuriyama, 2017). The labour unions help in
representing the interests of the employees by creating a united front. The unions organize the
strikes along with the boycotts that help in gaining the attention of the employees in a
company. The employees have the right to work within a safe workplace and they are entitled
to the freedom that can protect them from any kind of harassment. It helps in protecting the
workers against any kind of the unethical practices that are practised by the management of a
company. It helps in curbing the exploitation of the workers by making them work in
inhumane conditions (Newsome et al., 2015). It helps in taking care of the fact that the
employees gets the minimum wage that can help in protecting the dignity of the workers. It
can help the workers in satisfying the basic needs and helps in the maintenance of the
standard of the living. It helps in providing the equality of the opportunity to the people who
are working in an organization.
The unions help in representing the multitudinous voices of the workers within a
company. It helps the employers in hearing the concise argument that is on behalf of workers
of a company. It helps in saving the time of the employers and helps them in dealing with the
communication platforms that take place in a company. It helps in streamlining the process of

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the conflict resolution that works to interest of employers. It helps in solving the issues
pertaining to the vigilantism and it helps the employers in fulfilling the role within the
production cycle. The unions help in protecting the basic rights of the employees and it helps
them in getting access to the healthcare (Malik, 2018). It can prove to be useful in meeting
the legal obligation to the workers. It helps the employers in meeting the legal obligations to
that of the employees. The employers can work alongside with the trade unions that can
convey to the employees regarding the changes. The management of the labour relations
plays an important role in increasing the productivity within the industrial organizations. The
management along with the interest groups helps in representing the employers who act as
the active participant in the political process within the emerging countries. Management
makes use of its influence for the promotion of the labour laws in a particular country.
The government gets involved in the process of the industrial relations in the event of
the boundaries being overstepped within a company. The government plays an integral role in
settling the disputes of the industrial relations within the court. It plays an important role in
amending the policies that have proved itself to be flawed within a company. The
government can make benefits with the help of labour relations as it can provide the safe
working environment that can promote the satisfaction of the employees and the employer
(Rainnie, 2016). The industrial relations function within the legal framework that is
determined by government. It helps in addressing different kinds of issues in the society like
the poverty along with the crime. The government has an effect on the labour relations that
exists in the various companies. The nationalization that has taken place in the sector of
telecommunications and the airlines has an impact on the labour relations.
The unions play an important role within the framework of the labour relations
management in a country. The unions work along with the employers for the resolving of the
labour issues. The labour union leaders help in solving the problems with the help of the

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formal arbitration along with the grievance procedures. The business owners want the
involvement of the union representatives as it can help in the arena of resolution in relation to
the business issues. The labour unions work under collective bargaining agreement that can
help in securing the fair wages and the benefits of the employees working in a company. It
can help in protecting the employees from any kind of litigation and can help in safeguarding
the rights of the employees in a company (Turner, Clack & Roberts, 2017). The presence of
the unions paves the path for the creation of conflict in a business and it helps in taking care
of the fact that the employees are treated in a fair manner in a company. It helps in the
reduction of the turnover rate within a company.
Competitive advantage for Singapore
Singapore has been able to achieve the competitive advantage on account of the sound
system of the labour relations management. NTUC helps in forming majority of labour
movement within Singapore and it represents the interests of 800,000 workers who live
within the country. NTUC with the tripartite partners helps in tackling various kinds of issues
pertaining to the job re-creation along with the raising of retirement age. It can help in
promoting the fair along with the progressive employment practices in a company. The
tripartism model of Singapore has helped in providing the country with the competitive
advantage that helps in the promotion of the economic competitiveness in a country.
Singapore have been witness to two important strikes in the recent decades (Knights &
Willmott, 2016). It was carried out by the shipyard workers in the year 1986 and another
took place in the 2012 that was carried out by Singapore Mass Rapid Transit (SMRT).
The modernisation that took place in the later part of 1960 have helped in nurturing
the labour relations in between the employer and the employee that is on the basis of
cooperation. The unions within the country sit on the statutory boards and they are involved

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in an active manner in the formulation of the policies. It has helped the in making use of
negotiation, conciliation along with the arbitration that has helped in eradicating the strikes
within the country. It has played an important role in the settling of the labour disputes in
Singapore. The main protagonists in relation to the industrial relations of Singapore are
Ministry of Manpower, National Trade Union Congress (NTUC) along with Singapore
National Employers’ Federation (SNEF) (Rainnie, 2016). The Industrial Relations Act in
Singapore has set the minimum conditions of the employment that has helped in bringing
about improvements in the labour relations within the country. Tripartite partnership was
built in Singapore with the help of NWC process that paved the path for the developing of the
social dialogue on the basis of the trust and the understanding. It has helped in forming the
tripartite committees and the working groups that has helped in addressing the labour market
issues in the country. Strong tripartite partnership has put Singapore at a competitive
advantage and it has helped in underpinning the economic competitiveness for the country.
The three parties have helped in the formulation of the industrial relations policies that have
promoted the bipartite relations existing at company level (Ford & Gillan, 2016). It has
helped in contributing to the mutual interests and helped in the formation of the sustainable
partnership within the country. The cooperative approach has created the way for the
establishment of the synergistic partnership of tripartite partners. In the oil crisis that took
place in the year 1973-74, role that was played by NWC proved to be significant for the
country. Singapore had to face the problem of the serious inflation and NWC released the
interim recommendation across the board that there would be increase of that of $ 25 in every
month for each employee. It was followed by a 17 % increase in wage for the labourers in the
year 1974. It helped in the maintenance of the standard of living of the workers during the
times of the inflation (Bartram et al., 2015). It helped in preserving the good investment
climate within the country.

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There were multiple crisis responses with the help of the tripartite corporation that
proved to be helpful in the area of saving the jobs. It has helped in improving the economy of
the country and it has helped in growing the total employment in third quarter of the year
2009. The GDP growth was found to be negative in four consecutive quarters in the second
quarter of the year 2008 however it was able to show signs of the turnaround within the two
consecutive quarters from second quarter of the year 2009.
Conclusion
Employee voices can be heard more effectively by taking recourse to the labour
relations management. It helps in representation of employee interests by the creation of a
united front. Employers by taking the help of the trade unions can communicate to workers
about changes that have taken place in the environment. Labour relations management can
increase productivity within the framework of the industrial relations. Government settles the
disputes pertaining to the industrial relations within the framework of the court. Unions carry
on the work with employers that prove to be helpful in resolving labour issues. The leaders of
the labour unions help in solving the problems of the people by taking the help of the
grievance procedures. Tripartism model in the country have provided Singapore with the
competitive advantage that can promote economic competitiveness within the country. The
tripartite partnership has helped in carrying out the social dialogue based on the
understanding. The working groups in the country have played a crucial role in addressing of
the labour issues within Singapore.

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References
Bartram, T., Boyle, B., Stanton, P., Burgess, J., & McDonnell, A. (2015). Multinational
enterprises and industrial relations: A research agenda for the 21st century. Journal of
Industrial Relations, 57(2), 127-145.
Chi-Ching, Y., & Keng-Choo, Y. (2017). Human resource management practices in
Singapore. Human Resource Management on the Pacific Rim: Institutions, Practices,
and Attitudes, 60, 243.
Ford, M., & Gillan, M. (2016). Employment relations and the state in Southeast Asia. Journal
of Industrial Relations, 58(2), 167-182.
Knights, D., & Willmott, H. (Eds.). (2016). Labour process theory. Springer.
Kuriyama, N. (2017). Japanese Human Resource Management: Labour-Management
Relations and Supply Chain Challenges in Asia. Springer.
Malik, A. (2018). Strategic Human Resource Management and Employment Relations.
Springer.
Newsome, K., Taylor, P., Bair, J., & Rainnie, A. (Eds.). (2015). Putting labour in its place:
labour process analysis and global value chains. Palgrave.
Rainnie, A. (2016). Industrial relations in small firms: Small isn't beautiful. Routledge.
Rainnie, A. (2016). Industrial relations in small firms: Small isn't beautiful. Routledge.
Turner, H. A., Clack, G., & Roberts, G. (2017). Labour relations in the motor industry: A
study of industrial unrest and an international comparison. Routledge.