Within the business management, some of the major areas of employment include business administration, encompassing jobs and work tasks from different levels as well as a variety of sectors. The sector is a wide one of which it presents a myriad of opportunities that individuals can choose from. In this sense, it is one of the business careers which is full with progression opportunities, of which major roles revolve around such tasks and responsibilities as on management, business services or in some instances, the individuals can help with supportive roles, especially when employed as personal administrators and assistants (Liang, 2014). However, one of the major areas of business administration is the Labor relations manager, whereby the role tends to respond to the current challenging needs of the contemporary labor market. In part, labor relations management tends to focus on the skilled professional requirements, building on the fact that labor relations managers are currently in high demand (Ridilla, 2013). The need for labor relations management as some of the career roles of business is because to a greater extent, there has been a rising concern about the need to provide for the employment needs, especially for working conditions of the employees. In part, Labor relations manager is tasked with the responsibility of addressing the labor issues, including any conflicts, challenges and overall organizational issues as pertaining to the welfare of the employees (Fossum, 2014). Therefore, for the subsequent report, the Labor Relations Manager as a job title is being explored and discussed in details, especially focusing on such areas the job description, tasks, skills, and training required.
Labor relations manager has a job title has a long history, and this is much attributed to the history and evolution of labor-management relationships which began in the 1860s during the industrial revolution (Liang, 2014). The phenomenon would be driven by the fact that there was a mass migration of workers coming from the rural areas to urban centers to provide surplus labor. However, since laws never existed to fight for the plight of the workers, there emerged the concern for labor relations, particularly since employees aired their grievances (Liang, 2014). Through years, labor relations management evolved with the changing needs and expectations of the workforce. From changing needs of employees, labor relations management has equally grown to become an integral part of human resource management.
Labor Relations Manager is such an extensive task or job roles that require or compels individuals into using their skills in attending to labor issues. For one, it is the duty of the Labor Relations manages to use skills gained from work or general life experience in collecting and analyzing data, negotiating and engaging in policy making (Fossum, 2014). Nonetheless, they have to align their decision-making criterion with the relevant knowledge in labor law while at the same time, employing the wise use of collective bargaining procedure in maintaining the positive relationships between the organization its employees. In this case, labor relations have the duties of providing the organization, especially the executive management with the pertinent information that is useful or necessary in negotiating new contracts (Fossum, 2014). In this case, their duty demands the proper understanding of the economic as well as wage data, because they have the responsibility of analyzing, and interpreting the data to the executive management.
For the job task, one is expected to execute the tasks of carrying out market research concerning the labor data, the employment issues and helping the organization to make sound decisions as pertaining to the labor issues (Fossum, 2014). On the other hand, the duty of the job task requires one to interpret as well as administer contracts, more duties concerning the negotiation of the employee wages, their pensions, grievances, management practices, salaries, in addition to other pertinent areas of contract management. Nonetheless, it is the role and responsibility of the labor relations manager in engaging in dispute resolution, and as such, has the duty of helping or ensuring that the organization reduces costs in labor force management as well as improving efficiency (Liang, 2014). Hence, in brief, the role and responsibility of the labor relations manager are helping the organization with avoiding expensive litigations, in addition to other disruptions in business.
For labor relations manager position, the education requirement is based on the different needs and expectations of the employer of which the job requires or calls for various qualifications in the education and training field (Ridilla, 2013). For one, there is necessary training in human resources management. Hence, one must have human resources management degree. On the other hand, the job task requires education and training for human resource administration. Other parts of training include an individual having an all-around liberal arts education and as such, being well-conversant with human resource management training. In other instances, employers have higher preferences for candidates with have training in finance or business degrees coupled with human resource management training (Villanova University, 2015). For top or executive levels or management, some employers are more inclined towards requiring masters degree in human resource management.
Moreover, the educational training for labor relations management requires specialized training in specific areas like collective bargaining, labor laws, labor history (Villanova University, 2015). The training or professional qualification can be attained by obtaining a bachelor's degree while also following the HR training by engaging in the respective executive education program. For some companies, the years of experience can be regarded to be necessary qualifications for the job position. On the other hand, most of the employers perceive certification and training as vital and even considered to be more important in comparison to experience (Ridilla, 2013). Conversely, the education and training for labor relations manager should include such experiences or like technology, communication, negotiation and even skills in written communication.
For the labor relations management, most of the individuals engage in self-employment as an implication is that the job role typically leads people into self-employment. Part of the self-employment includes a person working as a consultant, while one can also land a job role in other professional, technical and scientific services, administrative, healthcare on in support services. The role can also transcend into financial services. Nonetheless, from the US Burea of Labor Statistics, the current data or estimates indicate or confirm that in the near future, labor relations managers are set to grow in number, and the profession is poised to expand up to 9% by the year 2024 (Villanova University, 2015). The growth in this job area is much attributed to the current changes in the legislation as well as the revised employment standards poised to drive an increase in the demand for the labor relations managers or labor relations experts. On the other hand, many companies are increasingly looking for ways through which they can manage the human relations, especially as more organizations are currently considering to handle labor disputes through resolution and mediation and avoiding the costly court battles (Fossum, 2014). Therefore, the job sector has or presents major prospects for growth of which more and more opportunities will be opened for new practitioners.
Labor relations manager requires effective communication skills. The implication is that most of the tasks will involve the individual engaging in communication, especially during negotiations (Fossum, 2014). Therefore, for the role, one needs to have excellent skills in both the written and spoken communication. In the age of technology, communication has gone a notch higher by focusing specifically on technology-enabled means of communication. Hence, the labor relations manager must equally have or possess skills in using technology for communication like using emails, the information systems and modern means of communications. Nonetheless, for the labor relations management, active listening is a necessity, especially as it entails how a person pays excellent or full attention to other people. Also, active listening involves the time taken in understanding the points that are being made within the communication context, while on the other hand, showing efficacy in proper listening without interrupting (Villanova University, 2015). In this sense, it is a prerequisite for the labor relations manager to show competence or efficacy of developing or having sound social perspectives, of which one is aware of how others may react or understand why such reactions occur.
Since labor relations entails the manager is tasked with the responsibility of engaging in negotiations, it is the role of the manager to bring others together while at the same time, try reconciling differences. Negotiation also entails how the manager is well-versed with the experience or knowledge of persuading others, and as such, having sound judgment and decision making (Villanova University, 2015). In this case, since decisions will be endlessly made in the event of the job role or responsibility, it is imperative for the manager to have skills pertinent to evaluating decisions based on their costs as well as the potential benefits including providing the appropriate solution befitting the particular problem context. Therefore, for the labor relations major, the skills needed in the job align with the tasks and job roles. For instance, during negotiation, one is required to showcase his or her efficacy in both spoken and written communication. At the same time, it is imperative for the individual to have excellent skills in negotiation and this narrows down to the persons efficacy in persuasion (Liang, 2014). For the job role, one should be compelled to be efficient in public speaking, therefore, the necessity to have proper or excellent public communication skills. Besides, relationship management entails how an individual can engage in interpersonal relationships of which he or she should be well-versed with the skills in interpersonal capabilities.
Salaries and benefits
By 2016, the average pay for labor relations ranged between $62, 943 and $120, 534 on a yearly basis (Interview Appendix). The employment is also defined by other bonuses likely of the executive management like profit sharing. For example, the salary ranges between $62, 488 and $118, 200. From this, the individuals also get a bonus of between $2.30 and $15, 205 and in the same sense, they are entitled to profit sharing of around $3, 000 (Villanova University, 2015).
Since the job task entails dealing with people, it requires a lot of experience. In this case, most of the employers recommend that individuals applying for the job should possess at least five years of work experience in analytical situations in employer-employee relations. For one, the individual should have served in a resolution position whereby he or she worked by resolving grievances raised under labor agreements (Villanova University, 2015). On the other hand, there should be experience in negotiating or preparing employment agreements. The five years' experience should also include one having been engaged in work context of mediation, conciliation or arbitration of labor disputes. Besides, it is mor...
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