Conflict Resolution and Collective Bargaining. The dispute between South Western Railway (SWR) and National Union of Rail, Maritime and Transport (RMT) - Anonymous
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Seminar paper from the year 2020 in the subject Leadership and Human Resource Management - Miscellaneous, grade: Pass, University of Brighton, course: Msc Human Resource Management, language: English, abstract: Thorugh referring to relevant research evidence and contemporary organisational practice, this research paper critically evaluates a case study report into the dispute between South Western Railway (SWR) & National Union of Rail, Maritime & Transport (RMT).The details regarding the intentions behind this research paper include a critical examination of the potential implications for…mehr

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Seminar paper from the year 2020 in the subject Leadership and Human Resource Management - Miscellaneous, grade: Pass, University of Brighton, course: Msc Human Resource Management, language: English, abstract: Thorugh referring to relevant research evidence and contemporary organisational practice, this research paper critically evaluates a case study report into the dispute between South Western Railway (SWR) & National Union of Rail, Maritime & Transport (RMT).The details regarding the intentions behind this research paper include a critical examination of the potential implications for dealing with any disciplinary actions against employees. Moreover, a critical evaluation of the role of South Western Railway and the RMT in seeking to resolve the conflict, together with consideration of alternative methods of conflict resolution such as arbitration, conciliation and mediation, a critical evaluation of alternative strategies that South Western Railway might adopt in order to manage its employee relations better in the future, including the costs of getting it wrong.With the current number of people employed in the UK standing at 32m records of the employment rate are revealed at 76% rate. Aligned to this such employer-employee relations within the workforce are crucial within the HRM context but also shaping wider organisational reputation. Whilst CIPD (2018) 'people profession' recognises employee relations (ER) as one of key specialist disciplines across HR adding value towards managing and building a culture of trust through organisational related procedures becomes crucial.
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