The Taft-Hartley Act which is also known as the Labour Management Relations Act of 1947 came about after there was a great number of large-scale strikes which had nearly disabled the steel, automobile, as well as the packaging industries. It is an amendment of the Wagner Act and was designed so as to benefit all the parties involved to a common labour agreement-the employees, the employer and the labour union. This act bases on the right of the labour force to refrain themselves from the union activities(Groves, 1951). The Human Resource Management is shaped and influenced by the law. This thus helps an organization to control the inclusion of their employees in unions that might be available for them. It can be applied in HR when preventing its employees from joining national unions by set of rules and implementation of the act.
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