Social dialogue

Social dialogue and HR practices in European global companies

Report
Objavljeno
16 lipnja 2020
pdf
Oblici
Executive summary in 22 languages
Preuzimanje

Osnovni pokazatelji

  • While company management is increasingly organised at the global level, labour relations remain dominated by the national level in terms of power, organisation and resources.
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  • While company management is increasingly organised at the global level, labour relations remain dominated by the national level in terms of power, organisation and resources.
  • Both human resource management (HRM) functions and social dialogue are under pressure from a variety of trends and dynamics. The continuing advancement of technological change, for example, will have an impact on how MNCs organise both their business and their HRM function.
  • Aside from the legal implementation of the European Works Council (EWC) Directive, sharing practices related to the involvement of EWCs in corporate decisions has proven to be valuable and has made a positive contribution to company operations and culture across the EU.
  • Transnational social dialogue in MNCs must play a constructive role in managing the transition towards a low-carbon, high-tech economy. In doing so, it will make a positive contribution to the development of EU social dialogue.
  • The positive interaction between HRM policies and worker representation structures should help companies and sectors restructure and adapt accordingly, dealing with the risk of increasing wage inequality and polarisation in working conditions.
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Sažetak

This study examines the interaction between social dialogue practices and human resources management (HRM) policies in European multinational companies (MNCs). It looks at the changing role of HRM and its interaction with European Works Councils (EWCs), which can act as a link between different lRead more

This study examines the interaction between social dialogue practices and human resources management (HRM) policies in European multinational companies (MNCs). It looks at the changing role of HRM and its interaction with European Works Councils (EWCs), which can act as a link between different levels of social dialogue. Both HRM functions and social dialogue are under pressure from a variety of trends and dynamics – not least, ongoing technological change. Sharing practices related to the involvement of EWCs in corporate decisions has made a valuable contribution to company operation and culture across the EU. The positive interaction between HRM policies and worker representation structures should help companies and sectors restructure and adapt accordingly, including dealing with the risk of increasing wage inequality and polarisation in working conditions.

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Oblici

  • Izvješće

    Broj stranica: 
    52
    Referentni broj: 
    EF19009
    ISBN: 
    978-92-897-2073-1
    Kataložni broj: 
    TJ-03-20-371-EN-N
    DOI: 
    10.2806/525066
    Catalogue info

    Social dialogue and HR practices in European global companies

    Oblici

    Upućivanje na ovu publikaciju: 

    Eurofound (2020), Social dialogue and HR practices in European global companies, Publications Office of the European Union, Luxembourg.

  • Executive summary

    Referentni broj: 
    EF19009EN1
    Catalogue info

    Socijalni dijalog i prakse u području upravljanja ljudskim resursima u europskim multinacionalnim društvima

    Autor(i): 
    Eurofound

    U ovom se istraživanju ispituje interakcija između praksi socijalnog dijaloga i politika upravljanja ljudskim resursima u europskim multinacionalnim društvima. U njemu se razmatra promjenjiva uloga funkcije upravljanja ljudskim resursima i njezin odnos s europskim radničkim vijećima kao mogućim posrednicima između različitih razina socijalnog dijaloga. Funkcije upravljanja ljudskim resursima i socijalni dijalog pod pritiskom su raznih trendova i dinamika, među ostalim i aktualnih tehnoloških promjena. Razmjena praksi povezanih s uključivanjem europskih radničkih vijeća u donošenje korporativnih odluka značajno je pridonijela poslovanju i organizacijskoj kulturi u društvima u cijelom EU-u. Pozitivna interakcija između politika upravljanja ljudskim resursima i struktura koje predstavljaju radnike trebala bi olakšati odgovarajuće restrukturiranje i prilagodbu društava i sektora te im, među ostalim, omogućiti da se uspješno nose s rizikom od povećanja nejednakosti plaća i polarizacije radnih uvjeta.

    Dostupno za preuzimanje na 22 jezika

    Preuzimanje
  • Case studies

    Related working papers

  • Tables and graphs

    Tables

    • Table 1: Overview of the MNCs selected for the case studies
    • Table 2: Employment by world region, and Europe’s share of total employment, 2008 and 2018
    • Table 3: Promotion of social dialogue in the anticipation and/or management of restructuring activities
    • Table 4: Cases of restructuring involving ABB, Danfoss, UniCredit and Unilever
    • Table 5: The influence of sectoral and company-specific factors
    • Table 6: The impact of subsidiary location on social dialogue
    • Table 7: Organisational models of MNCs
    • Table 8: HRM factors, trends and practices in MNCs and their interaction with social dialogue outcomes
    • Table 9: Impact of HRM factors, trends and practices on social dialogue
    • Table 10: Organisational models of EWCs in the multinational companies studied
    • Table 11: Number of TCAs addressing various topics
    • Table 12: Main links between TCAs and HRM

    Graph

    Figure 1: Interaction of social dialogue and HRM policies and practices

Istraživanja provedena prije datuma povlačenja Ujedinjene Kraljevine iz Europske unije, odnosno prije 31. siječnja 2020., i naknadno objavljena mogu sadržavati podatke koji se odnose na 28 država članica EU-a. Nakon tog datuma istraživanja obuhvaćaju samo 27 država članica EU-a (tj. EU28 bez UK-a) ako nije drugačije navedeno.

Istraživanje čiji su rezultati predstavljeni u ovom izvješću provedeno je prije nego što je u Europi u veljači 2020. izbila epidemija bolesti COVID-19. Zbog toga u tim rezultatima nije uzeta u obzir situacija tijekom epidemije.

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