Whose Job Is It Anyway?

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The Role of Human Resources in Labour Relations.

One of the trickiest elements that Human Resources professionals face is the need for clarity of the Human Resources role when working with managers in a unionized environment.  Viki Scott, of Scott & Associates, provides excellent insight into the pro-active role the Human Resources professional should play with regard to conflict management and manager management in a labour relations setting. View her interview, below.

Human Resources has a unique role in walking the tightrope between management and union representation.  While it may be difficult at times, part of this unique role allows for the benefit of accumulating organizational knowledge from each particular situation in which the Human Resources professional is involved.  When the Human Resources professional works with managers on an individual basis, she or he is able to collect an inventory of situations that may or may not have had successful resolution.  This should allow the Human Resources professional to share that accrued insight with managers on a pro-active basis.  If the Human Resources professional is able to intervene pro-actively, they should be instrumental in preventing workplace situations from escalating, due to the breakdown of workplace relationships and the escalation of unwanted employee and management behaviours.

There is a saying, that past behaviour predicts future behaviour.  By relying on what is learned from working with the behaviours of others in the past, the Human Resources professional can and should play a critical role in shaping the best of management behaviours for future success.

Discussion Questions:

  1. Why would managers benefit from coaching by the HR professional in any unionized organization?
  2. Why should HR professionals not take ownership for management roles?
  3. What impact does a negative relationship or behaviour issue have on the work environment?
  4. What is the difference between consensus bargaining and wage bargaining?
  5. Why is consensus bargaining more prevalent in this current economy?

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