Managing Employee Consultation
Changes in both legislation and the representative power of trade unions have led to a widening role for employee consultation, to the extent that not only is it seen as good practice but it is also a requirement in many change situations.
For most large organisations, the process of consultation
is well understood and well managed on the basis of
a long history of negotiations with established trades
unions. Where trades unions are recognised, they will
normally form the primary conduit for consultation
about issues affecting the workforce.
There are many, especially small- and medium-sized
businesses, however, which do not have relations with
trades unions and must therefore undertake direct
negotiations with their workforce. For all organisations,
there is also a range of issues requiring direct
consultation, when the involvement of the unions may
be unnecessary.