Assessment Task 2.1: Major Research paper This essay will require you to answer one of the following two questions. Compare the changing role and strategy of trade unions between 1980 and now in...

Employment Relations
TABLE OF CONTENTS
Introduction    3
Main Body    3
Compare, contrast and critically evaluate employment relations actors, regulations and practices in Australia and one major Asian economy (China, Japan, India, South Korea or Indonesia)    3
Employment relations actors in Australia    3
Employment relations regulations and practices in Australia    4
Employment relations actors in India    5
Employment relations regulations and practices in India    6
Comparison    7
Conclusion    8
References    9
Introduction
Employee relations refers to an efforts that a company makes, usually an HR department focuses on managing the relationship existing between the managers and employees so that they may engage in outcome effective services (Lavelle, 2019). In addition to this, present research report will focuses on comparing and contrasting the employment relations actors, regulations as well as practices in Australia and other major Asian economy i.e. India.
Main Body
Compare, contrast and critically evaluate employment relations actors, regulations and practices in Australia and one major Asian economy (China, Japan, India, South Korea or Indonesia)
Employment relations actors in Australia
With the help of reviewing the employment relation provision in Australia it has been identified that there are three well defined groups of actors in an industrial relations system;
· The first group of actors features a hierarchy of managers as well as their representatives in supervision
· The second group actors features hierarchy of workers (i.e.non-managerial) and the agents
· The third and last actors are the governmental agencies (that mainly comprises of specialized private agencies that is formulated by the above first two actors)
Thus, in Australian Industrial Relation System all the above actors impart significant role in shaping the employment relations practices so that it overall benefit the organization (Helfen et al. 2018). Through the participation of all the actors and Australian government they have implemented the new actor i.e. Australian Fair Pay Commission (AFPC) for maintaining the relationship in the employment. AFPC was recognized as a new actor in the industrial relations system that features the bureaucracy to support its functioning. However, stratum of intervention and guideline present in the industrial relations system has been reassigned to the newly established organisation or commission (Barry, 2018). In regard with this, all the actors collaboratively engage in implementing the employment relation practices and regulations in the Australia region (Michelson et al. 2009).
In order to maintain effective employment relation in Australia, government has engage in considering the new actors as it engage in diagnosing the existence of series of groups that invade the industrialized or employment relations processes in the region. The new actors were the human rights and equal opportunity commission, independent arbitrators, agents as well as consumers etc.
Employment relations regulations and practices in Australia
In order to ensure successful employment relations in Australia, the government has engaged in establishing the Australian National Workplace Relation System. It is mainly instituting a safety net that comprises of minimum terms and conditions related to the employment along with the range of workplace rights and responsibilities that needed to be performed by the staff (Hyman, 2018). On the other hand, employment relations regulation in Australia set out the Fair Work Act 2009 it basically covers the different elements of workplace relations such as-
· Minimum documentation and set of employment terms and conditions
· It clearly defines the enterprise-level collective bargaining that is reinforced by negotiating the obligations along with this, rules governing industrial action.
· The act also provides provision related to providing individual flexibility schedule
· It also provides individual protection against any unfair or unlawful termination that leads to cause the situation of conflict and dispute in the situation (Vennila & Narendrarathnaraj, 2018).
Along with the above features it has been further assessed that The Fair Work Act 2009 permits FWA in making orders that demand equal remuneration for work at the comparable value. It also engages in replacing the limited equal pay for the equal value that often maintains the relation. Therefore, it has been stated that the implementation of legislation removes the need to demonstrate discrimination that engages in causing the gender pay gap.
In addition to this, the employment regulations in Australia also indicate the formation of the Queensland Industrial Relations Act 2016 (Hebson & Rubery, 2018). This act focuses on governing the industrial relations among the public sector, local government as well as other responsibilities that are not included in the national...