Trade unions had previously been using their collective negotiation skills to help employees gain better benefits from their employers such as equal pay. This was now being incorporated into the Human Resource Management' function. Reward systems were now put in place, development opportunities and performance monitoring where also being evaluated and so, because these issues were being assessed by the business, trade unions were no longer seen as an essential part of the employees working life. Human Resource Management was developing rapidly and techniques were being developed in order to achieve business objectives and goals. HRM now have a vast amount of policies which are in place for the workforce. These are continually updated and new policies are being introduced all the time. By having these policies most business' which practice HRM and not the traditional Personnel' see a huge difference in their employees. The workforce is highly seen as being more flexible and compliant to the business and their objectives. In real terms, if the employees can see that their employer is taking more of an interest in their needs, be it development or pay, the employee is going to give more back to the organisation and remain more committed in the longer term. This in turn works out well for the employer and creates a more dedicated and focused organisation which is better all round. Many organisations have now adopted this approach and followed suit to create a more focused and better performing company which has long term objectives and can look at the key points which are required in order to gain a better business overall for the future.
5. UNITED UTILITIES PLC - HRM OR PERSONNEL MANAGEMENT APPROACH?.
United Utilities is the largest provided of water and wastewater networks in the UK and along with this provide an electricity service. They have achieved this by being able to look at the longer term view.
