Decentralised and deregulated Australian industrial relations: The effects on HRM and IR in small enterprises

Abstract

This article analyses the recent move from highly centralised and regulated Australian industrial relations processes towards a decentralised and deregulated system which emphasises enterprise and individual employee level determination of pay and conditions. The article focuses on the Western Australian Workplace Agreement system designed to take account of the interests of small business. Statistical analysis and case studies are used to identify the extent to which small service sector enterprises have used this more “flexible” framework to implement improved HRM processes. An evaluation of HRM “best practice” literature and case study analyses of successful small, service enterprises are used to analyse the questionable relevance to this sector of existing HRM “best practice” models. The omission of “functional” and “numerical” flexibility from many models is identified as being particularly problematic. The article outlines a research programme to identify the strategic use made of these forms of flexibility in other sectors.

Citation

Horstman, B. (1999), "Decentralised and deregulated Australian industrial relations: The effects on HRM and IR in small enterprises", Employee Relations, Vol. 21 No. 3, pp. 325-341. https://doi.org/10.1108/01425459910273170