人力资源管理和澳大利亚工业关系的个体化

中文翻译
人力资源管理和澳大利亚工业关系的个体化(中文11000字,英文5100字)
摘 要
按照传统，澳洲工业关系一直受工业大奖，或工业法庭的主持下进行的集体协议管制。中央各缔约方将这些协议和奖项分别为雇主和工会。雇主和雇员之间的个别劳动合同是受集体协议约束，一般来说，设置就业状况并不能降低雇员的损耗。
同其他国家一样，、在整个80年代和90年代在澳大利亚劳动力市场强烈推进“放松管制”的体制。 1996年，自由/国家党联盟的保守党政府推出其新的劳工法，雇员排除从自己的事务，很多集体调节操作进入个性化的雇佣关系。

英文原文
HUMAN RESOURCE MANAGEMENT AND THE INDIVIDUALISATION OF AUSTRALIAN INDUSTRIAL RELATIONS
ABSTRACT
By tradition, Australian industrial relations has been regulated by industrial awards and collective agreements made by, or under the auspices of, industrial tribunals. The central parties to these agreements and awards were employers and trade unions. The individual employment contract between employer and employee was subject to these collective arrangements which, generally speaking, set the minimum floor of employment conditions from which the parties could not derogate. [资料来源：http://www.doc163.com]
In common with other countries, there was a strong push for ‘deregulation’of the labour market throughout the 1980s and the 1990s in Australia. In 1996 the Liberal/National Party Coalition Conservative government introduced new federal labour laws which permitted employers and employees to enter individualised employment relationships by excluding the operation of much collective regulation from their affairs.

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