Social dialogue

Social dialogue and HR practices in European global companies

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16 Junij 2020
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Executive summary in 22 languages
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Ključne ugotovitve

  • 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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Povzetek

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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  • Poročilo

    Število strani: 
    52
    Referenčna št.: 
    EF19009
    ISBN: 
    978-92-897-2073-1
    Kataloška št.: 
    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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    Citiranje te publikacije: 

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

  • Executive summary

    Referenčna št.: 
    EF19009EN1
    Catalogue info

    Socialni dialog in prakse na področju človeških virov v evropskih mednarodnih družbah

    Avtor(-ji): 
    Eurofound

    Ta študija preučuje povezavo med praksami socialnega dialoga in politikami upravljanja s človeškimi viri v evropskih multinacionalnih družbah. Obravnava spreminjajočo se vlogo upravljanja s človeškimi viri in njegovo interakcijo z evropskimi sveti delavcev, ki lahko delujejo kot povezava med različnimi ravnmi socialnega dialoga. Funkcije na področju upravljanja s človeškimi viri in socialni dialog so pod pritiskom različnih trendov in dinamike – tudi stalnih tehnoloških sprememb. Izmenjava praks v zvezi z vključevanjem evropskih svetov delavcev v odločitve družb je pomembno prispevala k delovanju in kulturi družb v EU. Pozitivna interakcija med politikami na področju upravljanja s človeškimi viri in strukturami za zastopanje delavcev bi morala pomagati družbam in sektorjem, da se prestrukturirajo in ustrezno prilagodijo, vključno z obravnavanjem tveganja povečanja neenakosti v plačah in polarizacije na področju delovnih pogojev.

    Na voljo za prenos v 22 jezikih

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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

Raziskave, ki so bile izvedene pred izstopom Združenega kraljestva iz Evropske unije 31. januarja 2020 in objavljene pozneje, lahko vključujejo podatke o 28 državah članicah EU. Po tem datumu je v raziskavah upoštevanih le 27 držav članic EU (EU-28 brez Združenega kraljestva), razen če ni določeno drugače.

To poročilo predstavlja rezultate raziskav, izvedenih pred izbruhom koronavirusne bolezni v Evropi februarja 2020, zato v rezultatih niso upoštevane posledice tega izbruha.

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