Employment relations (ER) and collective bargaining (CB) both are a part of human resource management (HRM). But here in this essay focus revolves around the advantages of collective bargaining in today’s economic conditions for the various companies. There could be two approaches to collective bargaining: individualistic approach and pluralistic approach which will be discussed how the unions become as strong as compared to earlier time (Wanrooy et al., 2012). Collective bargaining has its own importance within the organizations and some examples would be used to prove this point. There is a healthy relationship that the employees and the employers share which is known as employment relations, but earlier the same was called industrial relations. Under this relationship, the employers clearly tell the employees everything about the labour laws, their rights, responsibilities, rules, conditions, regulations, associations and social security. At times the involvement of union becomes a burden on the organization, which affects badly, so it will be tried to analyse up to what extent the rights should be given to the union, so that they won’t take its benefit and the organization won’t have to suffer.
Collective bargaining is the right of every employee. If there is no collective bargaining and no union in any organization, the employees will not have any independence and they could be considered as slaves. The employees have all the rights to negotiate collectively about the terms and conditions and the salaries which are usually imposed on them by the employers (Katz, 2012). Collective bargaining is more like a deal or an agreement between two parties where negotiation happens. If employees want to join the union, they must not be stopped. Let’s take United States as an example: Later a new law was made, i.e. National Labour Relations Act, according to which the employers can not interrupt any employee if they want to be a part of the union or help the union in arranging any campaign or protest.