Social dialogue

Social dialogue and HR practices in European global companies

Report
Paskelbtas
16 Birželis 2020
pdf
Formatai
Executive summary in 22 languages
Atsisiųsti
Autorius (-ai): 
Broughton, Andrea; Voss, Eckhard; Rodriguez Contreras, Ricardo

Pagrindinės išvados

  • 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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Įžanga

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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Formatai

  • Ataskaita

    Puslapių skaičius: 
    52
    Nuorodos Nr.: 
    EF19009
    ISBN: 
    978-92-897-2073-1
    Katalogo Nr.: 
    TJ-03-20-371-EN-N
    DOI: 
    10.2806/525066
    Permalink: 
    eurofound.link/ef19009
    Catalogue info

    Social dialogue and HR practices in European global companies

    Autorius (-ai): 
    Broughton, Andrea; Voss, Eckhard; Rodriguez Contreras, Ricardo
    Topics: 
    Small and medium-sized enterprises; Socialinis dialogas; Participation at work; Employee representation; Agreements; Collective bargaining; Labour and social regulation; Darbo santykiai ir socialinis dialogas; Darbo santykiai

    Formatai

    Cita questa pubblicazione: 

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

  • Executive summary

    Nuorodos Nr.: 
    EF19009EN1
    Catalogue info

    Socialinis dialogas ir žmogiškųjų išteklių valdymo praktika Europos daugiašalėse bendrovėse

    Autorius (-ai): 
    Eurofound

    Šiame tyrime nagrinėjama socialinio dialogo praktika ir žmogiškųjų išteklių valdymo politika Europos daugiašalėse bendrovėse. Jame apžvelgiamas besikeičiantis žmogiškųjų išteklių valdymo vaidmuo ir jo sąveika su EDT, galinčiomis susieti įvairių lygmenų socialinį dialogą. Tiek žmogiškųjų išteklių valdymo funkcijoms, tiek socialiniam dialogui spaudimą daro įvairios tendencijos ir dinamika, visų pirma, nuolatiniai technologiniai pokyčiai. Dalijimasis praktika, susijusia su EDT dalyvavimu priimant sprendimus, reikšmingai padėjo plėtoti bendrovių veiklą ir kultūrą visoje ES. Teigiama žmogiškųjų išteklių valdymo politikos ir darbuotojų atstovavimo struktūrų sąveika turėtų padėti bendrovėms ir sektoriams restruktūrizuotis ir atitinkamai prisitaikyti, taip pat padėti išvengti rizikos, susijusios su didėjančiu darbo užmokesčio atotrūkiu ir darbo sąlygų poliarizacija.

    Galima parsisiųsti 22 kalbomis

    Atsisiųsti

  • 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

Moksliniuose tyrimuose, kurie buvo atlikti iki JK išstojimo iš Europos Sąjungos 2020 m. sausio 31 d. ir vėliau paskelbti, gali būti pateikiami su 28 ES valstybėmis narėmis susiję duomenys. Po šios datos, jei nenurodyta kitaip, tyrimuose remiamasi tik 27 ES valstybių narių (28 ES šalių be JK) duomenimis.

Šioje ataskaitoje pateikiami tyrimų rezultatai, gauti prieš COVID-19 protrūkį, kuris Europoje prasidėjo 2020 m. vasario mėn. Todėl juose neatsižvelgiama į protrūkio pasekmes.

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