Trade union role in HRM

 

Trade union role in HRM



In HRM, trade unions serve as a conduit between workers and management. This is crucial to an organization. Representing employees' interests, negotiating on their behalf, and fostering a more equitable and effective work environment are the primary responsibilities.

Depending on a number of variables, such as organizational culture, managerial style, and the broader socioeconomic backdrop, the connection between HRM and trade unions can be either cooperative or antagonistic.

Workers in the United States and Britain experienced (Taylor A, 2025) difficult working conditions and low pay at the start of the industrial revolution. As a result, they demanded better working conditions, fair compensation, and job security, which gradually led to the creation of trade unions.

Employees' issues are handled in a number of ways by trade unions (Harnaus T, Pavlovic D, Klindzic M, 2018). Such as facilitating communication, settling possible disputes, speaking for workers' concerns about pay, benefits, and working conditions, making sure that issues are resolved promptly, advocating for improved safety regulations and other steps to safeguard workers' well-being, and offering legal support.

Since both parties (HRM and TU) play a vital role in the organization, they need to be compromised in terms of policy development, such as employee health and safety protocols. Furthermore, HRM and trade unions should work together in terms of change management, like during organizational changes such as mergers, acquisitions or restructuring.

In the context of Sri Lanka, there are frequently conflicts between trade unions and human resources in government institutions. According to an analyst, trade union action can cost the economy (Samarawickrama C, 2023) one billion rupees, and the Public Utilities Commission reported (Silva D, 2022) that 320 million rupees had been lost as a result of CEB trade union action.

For that reason both HRM and trade unions need to be flexible in terms of policy implementation and decision-making.

In terms of challenges, automation and digitization result in the transformation of occupations, and the necessary skills must be properly addressed, adaptable, and adopted.

in conclusion, The relationship between HRM and trade unions is crucial to the organization's structure, and HRM must make sure that they are equitable, open, and in line with the requirements of their members. Additionally, trade unions must keep open lines of communication with HRM, which must be adaptable from an organizational and economic standpoint.

References 

Silva D, (2022), Trade union action caused 125Mwh, Rs 320 mn loss: Sri Lanka utility regulator

SamarawickramaC, (2023) Islandwide trade Union action cost Sri Lanka over Rs.1 bn’’ –Economists

Taylor A, (2025) The Trade Union Movement, 1850-1914

Harnaus T, Pavlovic D, Klindzic M, (2018), Organizational career management practices: The role of the relationship between HRM and trade unions 


posted by    K M N R Wickramasinghe -   (E276762)

Comments

  1. HRM Blogs - (MN7234ES) - Batch 12July 25, 2025 at 8:25 AM

    Trade unions play a vital role in HRM, serving as a bridge between workers and management to promote fairness, equity, and effective communication within the organization."

    ReplyDelete
  2. Rukshani De SilvaJuly 25, 2025 at 8:59 AM

    This blog highlights the importance of good communication and cooperation between HRM and trade unions to ensure fairness and adaptability within organizations.

    ReplyDelete
  3. Hasitha AmarasekaraJuly 27, 2025 at 10:23 AM

    This is a clear and insightful overview of the vital role trade unions play in balancing employee needs with organizational goals. Encouraging cooperation between HRM and unions can lead to a more fair, productive, and stable work environment.

    ReplyDelete
  4. Manoj RukshanAugust 1, 2025 at 7:58 AM

    To optimize HRM–trade union relations, organizations should prioritize collaborative negotiation, transparent communication, and adaptive policy frameworks to balance employee welfare with operational efficiency. Proactive engagement, rather than reactive conflict management, can mitigate disruptions and align mutual goals—especially in evolving workplaces shaped by automation and economic pressures.

    ReplyDelete

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