Please enable JavaScript.
Coggle requires JavaScript to display documents.
INTERNATIONAL INDUSTRIAL RELATIONS & THE GLOBAL INSTITUTIONAL CONTEXT,…
INTERNATIONAL INDUSTRIAL RELATIONS & THE GLOBAL INSTITUTIONAL CONTEXT
Introduction
Factors underlying historical
differences in trade unions
Methods of government union regulation
Ideological divisions within
the trade union movement
Influence of religious organizations
on trade union development
Key Issues in international
industrial relations
Key issues
International HRM approach
Subsidiary characteristics
MNE prior experience in industrial relations
Nationality of ownership of the subsidiary
Trade unions & international
industrial relations
Influence wage levels
Constrain the ability of MNEs to vary
employment levels at will
Hinder or prevent global integration of
operations of multinationals
The response
of trade unions to MNEs
Trade union concerns about MNEs
have formidable financial resources
have a remote locus of authority
have alternative sources of supply
Three trade union responses
International trade secretariats (ITSs)
Lobbying for restrictive national legislation
Regulation of MNEs by international organizations:
ETUC, ILO, UNCTAD, OECD, EU
Region integration: the EU
EU regional integration
Disclosure of information
& European Works Councils
The issue of social ‘dumping’:
Codes of conduct –
monitoring HRM around the world
HRM related to global code of
conduct may include
Drawing up & reviewing codes of conduct
Conducting cost-benefit analysis to oversee employee & relevant alliance partners’ compliance
Checking that performance & rewards
include compliance to codes of conduct
Managing HR
in ‘offshoring countries’
Offshoring countries HRM
Offshoring & HRM in India | Turnover issues
Offshoring & HRM in China | No systematic link between HRM & business strategy
Nama : Muhammad Rafi Padantya NIM: 20311479 Kelas : MSDM-Inter - K