Social dialogue

Social dialogue and HR practices in European global companies

Report
Published
16 June 2020
pdf
Formatos
Executive summary in 22 languages
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Autor(es): 
Broughton, Andrea; Voss, Eckhard; Rodriguez Contreras, Ricardo

Principais conclusões

  • 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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Resumo

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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Formatos

  • Relatório

    Número de páginas: 
    52
    N.º de referência: 
    EF19009
    ISBN: 
    978-92-897-2073-1
    N.º do catálogo: 
    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

    Autor(es): 
    Broughton, Andrea; Voss, Eckhard; Rodriguez Contreras, Ricardo
    Topics: 
    Small and medium-sized enterprises; Diálogo social; Participation at work; Employee representation; Agreements; Collective bargaining; Labour and social regulation; Relações laborais e diálogo social; Relações laborais

    Formatos

    Cite esta publicação: 

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

  • Executive summary

    N.º de referência: 
    EF19009EN1
    Catalogue info

    Diálogo social e práticas de RH nas empresas europeias a nível mundial

    Autor(es): 
    Eurofound

    Este estudo analisa a interação entre as práticas de diálogo social e as políticas de gestão de recursos humanos (GRH) nas empresas multinacionais europeias (MNC). Analisa a mudança do papel da GRH e a sua interação com os conselhos de empresa europeus, que podem funcionar como uma ligação entre diferentes níveis de diálogo social. Tanto as funções da GRH como o diálogo social estão sob a pressão de uma variedade de tendências e dinâmicas, nomeadamente da contínua evolução tecnológica. As práticas de partilha relacionadas com a participação dos conselhos de empresa europeus em decisões empresariais deram um contributo valioso para o funcionamento e a cultura das empresas em toda a UE. A interação positiva entre as políticas de GRH e as estruturas de representação dos trabalhadores deverá ajudar as empresas e os setores a reestruturarem-se e a adaptarem-se em conformidade, incluindo a resolução do risco de aumento da desigualdade salarial e da polarização das condições de trabalho.

    Disponível para descarregamento em 22 línguas

    Descarregar

  • 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

A investigação realizada antes da saída do Reino Unido da União Europeia, em 31 de janeiro de 2020, e posteriormente publicada, pode incluir dados relativos aos 28 Estados-Membros da UE. Após esta data, a investigação apenas tem em conta os 27 Estados-Membros da UE (UE28 menos o Reino Unido), salvo especificação em contrário.

O presente relatório apresenta os resultados da investigação realizada antes do surto da COVID-19 na Europa em fevereiro de 2020, pelo que este não é tido em conta nos resultados.

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