THE ROLE OF INDUSTRIAL RELATIONS AND HUMAN RESOURCES MANAGEMENT IN OFFICE TECHNOLOGY MANAGEMENT DEPARTMENT

ABSTRACT

This paper seeks to evaluate the role of industrial
relation and human resource management in office technology management
department. To achieve this objective, qualitative and descriptive method of
analysis was adopted from theoretical to empirical analysis. The objectives of
managements, the ways in which enterprises are managed to achieve these objectives
and the human resource management (hereinafter referred to as "HRM")
and industrial relations (hereinafter referred to as "IR")
initiatives in this regard, are affected by pressures to forms of employment as
well as in relation to working time and job functions have occurred as a result
of such factors as heightened competition, rapid changes in products and
processes and the increasing importance of skills, quality and productivity.
These factors have also had an impact on HRM policies and practices. It concludes with a discussion about ‘hard’
and ‘soft’ models of HRM and its implications for the human resource manager. The central aim of modern industrial reaction
and human resource management is to enhance the effective use, involvement and
contribution of employees throughout the organization both from intrinsic and extrinsic.
This, clearly, requires a great deal of information accretion, classification
and statistical analysis as a subsidiary aspect of personnel management.