Context: HRM techniques are often seen as a replacement for trade unions. The decrease in the number of union members in Australia has corresponded with an increase in the use of HRM techniques by organisations. Some commentators believe that HRM is adverse to unionism, and is used to replace the role that unions have traditionally played in the workplace.

Question: Outline the relationship between HRM and trade unions. Do you think trade unions are required in organisations that have significant HRM practices?

When discussing the ER actors (employers, workers, trade unions, employer associations, the state) you may like to touch on issues including bargaining, wage levels, work hours, job security, teamwork, training, performance management and job autonomy. You must also include a theoretical framework, in particular focusing on unitarism or pluralism.