Social dialogue

Social dialogue and HR practices in European global companies

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16 Iunie 2020
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Executive summary in 22 languages

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Principalele constatări

  • 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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Sumar

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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Formate

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    Number of Pages: 
    52
    Reference No: 
    EF19009
    ISBN: 
    978-92-897-2073-1
    Catalogue: 
    TJ-03-20-371-EN-N
    DOI: 
    10.2806/525066
    Catalogue info

    Social dialogue and HR practices in European global companies

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    Cite this publication as: 

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

  • Executive summary

    Reference No: 
    EF19009EN1
    Catalogue info

    Dialogul social și practicile de resurse umane în cadrul companiilor globale europene

    Authors: 
    Eurofound

    Studiul de față analizează interacțiunea dintre practicile de dialog social și politicile din domeniul managementului resurselor umane în cadrul companiilor multinaționale din Europa. Se analizează rolul în schimbare al managementului resurselor umane și interacțiunea dintre acesta și comitetele europene de întreprindere, care pot acționa ca verigă de legătură între diferitele niveluri ale dialogului social. Atât funcțiile managementului resurselor umane, cât și dialogul social se află sub presiunea exercitată de o varietate de tendințe și dinamici – nu în ultimul rând, de schimbările tehnologice în plină desfășurare. Diseminarea practicilor legate de implicarea comitetelor europene de întreprindere în deciziile luate de întreprinderi a adus o contribuție valoroasă la funcționarea și la cultura companiilor din întreaga UE. Interacțiunea pozitivă dintre politicile din domeniul managementului resurselor umane și structurile de reprezentare a lucrătorilor ar trebui să ajute companiile și sectoarele să se restructureze și să se adapteze în mod corespunzător, inclusiv să gestioneze riscul de creștere a inegalităților salariale și de polarizare a condițiilor de muncă.

    Available in 22 languages for download

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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

Cercetările efectuate înainte de retragerea Regatului Unit din Uniunea Europeană la 31 ianuarie 2020 și publicate ulterior pot include date referitoare la cele 28 de state membre ale UE. În lipsa unor indicații contrare, după această dată, cercetările vor lua în considerare numai cele 27 de state membre ale UE (UE28 minus Regatul Unit).

Acest raport prezintă rezultatele cercetărilor efectuate în februarie 2020, înainte de epidemia de COVID-19 din Europa. Din acest motiv, rezultatele nu iau în considerare epidemia.

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