Can human resource be cold labour?
Can labour be called human resource?
Atleast 200 words
Answers
The term labour relations, also known as industrial relations, refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships. It also describes a field of study dedicated to examining such relationships. The field is an outgrowth of the industrial revolution, whose excesses led to the emergence of trade unions to represent workers and to the development of collective labour relations. A labour or industrial relations system reflects the interaction between the main actors in it: the state, the employer (or employers or an employers’ association), trade unions and employees (who may participate or not in unions and other bodies affording workers’ representation). The phrases “labour relations” and “industrial relations” are also used in connection with various forms of workers’ participation; they can also encompass individual employment relationships between an employer and a worker under a written or implied contract of employment, although these are usually referred to as “employment relations”. There is considerable variation in the use of the terms, partly reflecting the evolving nature of the field over time and place. There is general agreement, however, that the field embraces collective bargaining, various forms of workers’ participation (such as works councils and joint health and safety committees) and mechanisms for resolving collective and individual disputes. The wide variety of labour relations systems throughout the world has meant that comparative studies and identification of types are accompanied by caveats about the limitations of over-generalization and false analogies. Traditionally, four distinct types of workplace governance have been described: dictatorial, paternalistic, institutional and worker-participative; this chapter examines primarily the latter two types.
Both private and public interests are at stake in any labour relations system. The state is an actor in the system as well, although its role varies from active to passive in different countries. The nature of the relationships among organized labour, employers and the government with respect to health and safety are indicative of the overall status of industrial relations in a country or an industry and the obverse is equally the case. An underdeveloped labour relations system tends to be authoritarian, with rules dictated by an employer without direct or indirect employee involvement except at the point of accepting employment on the terms offered.
A labour relations system incorporates both societal values (e.g., freedom of association, a sense of group solidarity, search for maximized profits) and techniques (e.g., methods of negotiation, work organization, consultation and dispute resolution). Traditionally, labour relations systems have been categorized along national lines, but the validity of this is waning in the face of increasingly varied practices within countries and the rise of a more global economy driven by international competition. Some countries have been characterized as having cooperative labour relations models (e.g., Belgium, Germany), whereas others are known as being conflictual (e.g., Bangladesh, Canada, United States). Different systems have also been distinguished on the basis of having centralized collective bargaining (e.g., those in Nordic countries, although there is a move away from this, as illustrated by Sweden), bargaining at the sectoral or industrial level (e.g., Germany), or bargaining at the enterprise or plant level (e.g., Japan, the United States). In countries having moved from planned to free-market economies, labour relations systems are in transition. There is also increasing analytical work being done on the typologies of individual employment relationships as indicators of types of labour relations systems.
Even the more classic portrayals of labour relations systems are not by any means static characterizations, since any such system changes to meet new circumstances, whether economic or political. The globalization of the market economy, the weakening of the state as an effective force and the ebbing of trade union power in many industrialized countries pose serious challenges to traditional labour relations systems. Technological development has brought changes in the content and organization of work that also have a crucial impact on the extent to which collective labour relations can develop and the direction they take. Employees’ traditionally shared work schedule and common workplace have increasingly given way to more varied working hours and to the performance of work at varied locations, including home, with less direct employer supervision. What have been termed “atypical” employment relationships are becoming less so, as the contingent workforce continues to expand. This in turn places pressure on established labour relations systems.
★ Correct Qúestion :-
Can human resource be called as labour ?
Can labour be called as human resource ?
★ Solution :-
We see that both qúestions are interrelated to each other. This means we need to get a solution which is applicable for both of them. So let's discuss it.
For nearly, everything we have different types of resources like land resource, water resource, raw materials, natural source, artificial resource, etc. But humans too are the resources. Humans contribute labour and the technique to make use of other resources. Human Brain is responsible for it. Other resources cannot get used on themselves. They require a medium which can make efficient use of them. Have you heard of the resources used in a industry or business ? There are four types of resources necessary. One among them is Human Resource. The reason is that technology is not made on itself. Only humans can make use of it. They provide labour to utilise the efficiency of other things. We can get nearly everything from nature but technology and human labour isn't the only thing. Brain is the component of human that is available for service. That's why humans can be termed as a resource. Let's take an example to understand it. Think we have begun a business. You have got the land, water and other raw materials required. Now how will you use these things without the presence of a human brain. These things aren't gonna get used on themselves. A human can combine and plan their efficiency and usage. Human have the capability to transform anything into something useful. Nearly every invention and device are made by humans. An asset just remains an useless thing until when it is transformed into something. A building is not made on itself. Even though how many technologies we apply, there will be a human only controlling them. Thus humans can be called as a resource.
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★ More to know :-
• Land Resource : The resources like property of land, house, agricultural field, etc.
• Raw Materials : These are the resources needed as a base to manufacture or form other things.
• Natural Resources : Resources attained from nature, are called as natural resources.
• Artificial Resources : Resources formed by humans and are not natural, are called as artificial resources.
• Labour : Efforts provided by humans in order to complete a work.