ABSTRACT
This chapter focuses on the role of trade unions and their strategies in maintaining a pro-active position within workplaces that embrace an Human Resource (HR) framework. Fundamentally the transition from an old-style personnel approach to the more pro-active HR stance is characterized by a number of key features. First, the transition from the personnel model to a strategic Human Resource Management (HRM) model demands that HR matters be given priority in the design of business strategy. Second, not only would there be recognition of the importance of HR input within the top level planning processes, there would also be the expectation that the various HR policy areas should be tightly integrated. Third, the HR approach is that HR matters should become everyone's responsibility. The chapter explores some issues from an Australian perspective, in the context of significant change in the landscape of industrial relations over the past two decades.
