Social dialogue

Social dialogue and HR practices in European global companies

Report
Pubblicato
16 Giugno 2020
pdf
Formati
Executive summary in 22 languages
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Risultati principali

  • 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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Sommario

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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Formati

  • Relazione

    Numero di pagine: 
    52
    N. di riferimento: 
    EF19009
    ISBN: 
    978-92-897-2073-1
    N. di catalogo: 
    TJ-03-20-371-EN-N
    DOI: 
    10.2806/525066
    Catalogue info

    Social dialogue and HR practices in European global companies

    Formati

    Cita questa pubblicazione: 

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

  • Executive summary

    N. di riferimento: 
    EF19009EN1
    Catalogue info

    Il dialogo sociale e le pratiche in materia di risorse umane nelle imprese globali europee

    Autore(i): 
    Eurofound

    Lo studio esamina l’interazione tra le pratiche di dialogo sociale e le politiche in materia di gestione delle risorse umane nelle imprese multinazionali europee. Considera l’evoluzione del ruolo della gestione delle risorse umane e la sua interazione con i comitati aziendali europei (CAE), che possono fungere da collegamento tra i diversi livelli di dialogo sociale. Sia le funzioni di gestione delle risorse umane che il dialogo sociale sono sotto pressione a causa di una serie di tendenze e dinamiche, non ultimo, il cambiamento tecnologico in corso. La condivisione delle pratiche relative alla partecipazione dei CAE alle decisioni dell’impresa ha apportato un valido contributo all’attività e alla cultura aziendale in tutta l’UE. L’interazione positiva tra le politiche di gestione delle risorse umane e le strutture di rappresentanza dei lavoratori dovrebbe aiutare le imprese e i settori a ristrutturarsi e ad adattarsi di conseguenza, anche affrontando il rischio di un aumento delle disuguaglianze salariali e della polarizzazione delle condizioni di lavoro.

    Scaricabile in 22 lingue

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  • 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

Le ricerche effettuate anteriormente al recesso del Regno Unito dall’Unione europea il 31 gennaio 2020, e pubblicate successivamente, possono includere i dati relativi ai 28 Stati membri. Salvo indicazione contraria, successivamente a tale data, la ricerca prende in considerazione unicamente i 27 Stati membri dell’UE (UE28 meno il Regno Unito).

Questa relazione presenta i risultati della ricerca condotta prima della pandemia di coronavirus in Europa nel febbraio 2020. Per questo motivo, i risultati non prendono in considerazione la pandemia.

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