Chapters 1 and 2 of this book reflect important best practice approaches that contribute to the development of a modern proactive employer/employee relationship. Chapter 3 concentrates on the Industrial Relations processes and procedures in common use in Ireland, providing opportunities for employers and employees to resolve issues through investigation and negotiation procedures and involving external third party bodies, such as the Labour Court. Chapter 4 explains the legal requirements for employers arising from the wide range of employment legislation.

The HRM approach recognises behavioural facts and legal compliance requirements, and endeavours to develop and install policies, practices and procedures that are most suitable for the company's business needs and which contribute to positive motivation. Managers who are not aware of the need for HRM, or who feel they can 'take it or leave it' as it does not really matter, tend to make errors of judgement that work in opposition to basic business ethics and human dignity. This inevitably results in a direct and/or indirect cost for the company. The alternative - a much better alternative - is the proactive approach to HRM set out in this book.

Author Biography