Differences in Human Resource Management in Unionized and Nonunionized Firms Recruitment: Setting the pool of applicants Selection: Picking from the pool Federal law dictates policies in both union and nonunion firms Prehire agreements in construction limit hiring to unionized employees. Near closed shop conditions if hire from union hiring hall. Unions may limit pool for promotion, transfer.

Differences in Human Resource Management in Unionized and Nonunionized Firms Training and development Unions may control admission to training programs Unions may restrict jobs to trained employees Unions may control the training program through apprenticeships, or May jointly administer training, content and admissions with the firm.

Differences in Human Resource Management in Unionized and Nonunionized Firms Personnel evaluation Unions want to treat workers similarly, so merit systems are opposed Absent rewards for individual performance, individual evaluations lose importance in union settings Strong preference for seniority system

Differences in Human Resource Management in Unionized and Nonunionized Firms Discipline Union settings have grievance procedures with right to arbitration Difficult to discipline, suspend or dismiss a union worker without challenge from union representative Workers cannot be protected from clear violations of contracted work rules

Differences in Human Resource Management in Unionized and Nonunionized Firms Employment at Will Union workers protected from dismissal without cause Prior notice requirements Management still retains the right to direct its workforce, but some of these rights may be bargained away

Differences in Human Resource Management in Unionized and Nonunionized Firms Compensation Internal equity emphasized –Merit systems discouraged –Group incentives may be ok But programs that strengthen bond between management and workers are not acceptable –Emphasis on benefits Seniority emphasized

Differences in Human Resource Management in Unionized and Nonunionized Firms Teams Electromation –Action committees composed of management and labor proposing policies on pay, absenteeism, and attendance bonuses, were subverting the union’s role of negotiating over terms and conditions of employment. du Pont –Committees of workers and managers working on safety and recreation issues were bypassing the union’s role of negotiating over terms and conditions of employment.

Differences in Human Resource Management in Unionized and Nonunionized Firms Teams Crown Cork & Seal –From inception, firm had joint management-worker committees that set policy on production, quality, training, attendance, safety, and maintenance are not taking on union role of dealing with management, but are management.