...Good morning ladies and gentleman. Today I am going to talk about some of the challenges facing labor unions today and how we can rise to meet them. Government policies may vary from province to province but we are fortunate enough to have some of the strongest labor legislation out there. The economic recession has been hard on everyone and unions are no exception, with the lay-offs or closures of plants and businesses, the union faces the challenge of ensuring we stay strong and effective. In the workplace there are many challenges relating to diversity, changing human resource management and organizing one of the largest sectors of workers in Canada, the service and retail industry. (Very good introduction!) Economic and political change, globalization and restructuring have made people question the effectiveness or need for unions. With the changes in the workplace and workforce, such as shrinking public sector and primary industries and the growth of the private sector coupled with the changes in work arrangements, unions are faced with challenges relating to their survival and vitality. (McQuarrie, 2003) Traditionally unions were structured to represent employees in industries with a fairly stable workforce and hierarchical relationship with management. Today unions face the necessity of “having to adapt to new realities of work and proving their relevance to a new generation of workers in a variety of workplaces.” (McQuarrie, 2003) Workforce demographics are changing,...
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...Assignment Discuss the factors reshaping Industrial Relations and the prospect for future pay settlement modules. In the last few years Ireland has been on a difficult economic journey. High unemployment, huge decline in the construction sector, loss of union’s power, people are afraid to take any actions in a case of a job loss. The economic collapse forced the country to cut public spending and raise taxes, the type of austerity measures that financial markets are now pressing on most advanced industrial nations. But rather than being rewarded for its actions, though, Ireland has been penalized. Industrial Relations are about the balance of power and control between the employers and employees. The Industrial Relations climate is changing very fast, with many strikes than any time since the 1970's. The cause is that we are in the middle of an economic crisis. Towards 2016, partnership, with it linked incremental percentage wage increases, can be described as ambition. Unemployment rate in Ireland stands at 14.8 per cent, from 4 per cent.” The EU-IMF-ECB troika described levels of joblessness as “unacceptably high, especially among the youth” in its latest review of the State’s bailout programme last week.” (Minihan, 2012). ‘During the recent crisis, it says that increases in youth unemployment were “significantly higher” in countries with high minimum wages than in countries where minimum wage was below the median.’ ( Sheehan 2012). “Employers would be paid four-figure...
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...Do you believe that trade unions have a strong future in Australian industrial relations? If so, why? Trade unions have been described as organisations of workers set up to improve the status, pay and conditions of employment of their members and associations of workers who by means of collective bargaining endeavor to improve their working conditions, economic and social position (Salamon, 1992). Trade unions face many implications, declining union density, rapid expansion into casual labor market and decline of the manufacturing industry as a job provider.Trade unions have played a major role in the development of Australia and will continue to do so, however its critical that they adopt a form of union renewal to apply to the changing environment of Australia, as these changes can influence and affect the conditions for renewal and also can affect the way unions organize and regroup. Hymen (2002) suggest that in last three decades have seen a radical transformation of global capitalism with the liberalisation of currency markets; the acceleration of transactions through advances in information and telecommunications technologies; and the breakdown of the American-dominated post-war system of international monetary stabilisation. Deprived of much of their previous room for shaping macroeconomic policy, governments too have typically embraced policies of 'deregulation' to increase flexibility in labor markets. While the extent of such challenges varies substantially cross-...
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...which people are managed could be one of, if not the most crucial factor in the whole array of competitivenessinducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM. The central idea – broadly stated – is that while for much of the industrial age, ‘labour’ was treated as an unfortunate ‘cost’, it became possible to view it in an entirely different light; as an ‘asset’. Economists and accountants routinely classified labour as one the main ‘variable costs’. Accordingly, procedures and managerial systems were aligned with this view. Labour was seen as plentiful and dispensable. Little thought was given to its recruitment, little investment was made in its development, and the modes of ‘industrial discipline’ were based on direct command and control mixed occasionally with the strictures of performance related pay. ‘Hire and fire’ was a common term. In these circumstances, conflict was expected and industrial relations officers were employed in order to negotiate ‘temporary truces’ (otherwise known as collective agreements). These were considered successful...
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...with the current IR arrangements. The primary drivers of change are the MNC’s. They are associations that take part in FDI and own or control profitable resources in more than one nation. The MNC’s, as producers of the universal goods and services have an influence extending beyond the urban places in the countries in which they are located. The individualism is growing in the organizations as many local enterprises in addition to the MNC’s are using the information technology to focus on the demands of the international and domestic markets. The globalization has also clearly shown the difference between the “capital” and the “labour” in all countries i.e. capital is more mobile in an open international environment while labour means it is relatively immobile. This places the “labour” at a comparative disadvantage because the “capital” can employ the “labour” in various other countries at lower cost and on basis of the continuous employment of workers in the countries. The globalization has an opposite effect on IR. It...
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...will look at and explain in detail the Macro Environmental factors and by using the P.E.S.T Analysis I will look at the Political, Economic, Socio Cultural and Technological factors of Germany. I will discuss what the change drivers are within the environment and what implications they have had on the country in terms of opportunities and threats that they may present to Businesses. Background: Germany is located in central Europe. Its’ largest city which also is the capital is named Berlin. It is home to over 80 million people, which makes it the most inhabited country in the European Union today. Germany is a major leader and extremely influential in terms of economics and politics within Europe. It is one of the most powerful leaders in many different ways and has lots to offer. Germany has a powerful history which of course has had a huge effect on how things are operated there today and the way in which they work. Germany currently holds its place as the fourth largest economy by GDP (Gross Domestic Product) in the world and also for the fifth largest country in the world by purchasing power (infoplease.com, 2014). Germany is also the third largest exporter and importer of...
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...Europe a. Employment and growth i. Factors of growth b. Problems facing tourism ii. New destination iii. Environmental destruction II. Lisbon Treaty III. European Travel commison c. Members d. President e. Activities IV. Renewed European tourism policy. f. Mainstreaming measures affecting tourism iv. Financing g. Promotion of sustainable tourism h. Improving understanding and visibility of tourism V. Conclusion Webliography Appendix Introduction Tourism overview Tourism is a sector that is growing rapidly in European Union is as well a key sector in the European economy. The European Union recognizes the potential of tourism to generate employment and growth. The variety of attractions and quality of its tourism services made of Europe the world leading tourist destination. Tourism is therefore an activity which can play an important role in the economic sector in Europe. The EU tourism industry generates more than 5% of the EU GDP, with about 1,8 million enterprises employing around 5,2% of the total labour force (approximately 9,7 million jobs). When related sectors are taken into account, the estimated contribution of tourism to GDP creation is much higher: tourism indirectly generates more than 10% of the European Union's GDP and provides about 12% of the labour force. (source Eurostat) I. Tourism in Europe It is well known that tourism contributes...
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...Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource management. • Discuss the meaning...
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...125 [pic]GHANA TRADES UNION CONGRESS MEDIUM TERM POLICIES FOR THE QUADRENNIAL 2008 -2012 [DRAFT] GHANA TRADES UNION CONGRESS Contents PART 1 3 INTRODUCTION AND BACKGROUND 3 Challenges at the International Level 3 Challenges at the National Level 4 Challenges at the workplace 8 PART 2 10 GHANA TUC’S PERSPECTIVES ON HUMAN DEVELOPMENT AND DEMOCRACY 10 Human Development Objectives 12 Democratic Participation in Decision-Making 14 PART 3 17 POLICIES 17 POLICY ON LABOUR RELATIONS AND SOCIAL DIALOGUE 17 POLICY ON EDUCATION AND TRAINING 20 POLICY ON ORGANISATION, INTERNAL DEMOCRACY AND SOLIDARITY 22 POLICY ON EMPLOYMENT 28 POLICY ON INCOMES 30 POLICY ON INFORMAL ECONOMY 32 POLICY ON SOCIAL PROTECTION 35 POLICY ON HOUSING 38 POLICY ON GENDER EQUALITY 40 POLICY ON CHILD LABOUR 42 POLICY ON OCCUPATIONAL SAFETY, HEALTH AND ENVIROMENT 44 POLICY ON HIV/AIDS 46 POLICY ON ENERGY AND POWER 49 POLICY ON INTERNATIONAL RELATIONS 52 POLICY ON THE YOUTH ……………………………………………………………… PART 1 _________________________________________________________ INTRODUCTION AND BACKGROUND The Ghana Trades Union Congress (TUC) has gone through very difficult challenges since it was established in 1945. Nevertheless, it has maintained its identity and continues to grow stronger. Currently, Ghana TUC has seventeen affiliates with an estimated membership...
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...Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource management. • Discuss the meaning...
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... Page A. Executive summery ............. 1 B. Contents 1 – Introduction ............. 2 2 – Main body A- PESTE analysis of China ............. 3 B- Opportunities and threats of China ............ 5 C- HR issues and challenges of China and Wales ............. 5 I-HR issues of China ……… 5 II-HR Challenges of China ………. 8 III-HR issues of Wales ……….. 8 IV-HR Challenges of Wales ………… 9 3 – Recommendations ............. 10 4 - Action plane a. For Home Country (England) .............. 11 b. For Host Country (China) ………… 13 5 – Conclusion ............. 15 6 - References ............ 15 A. Executive Summary – The British establishment i.e. Burberry has decided to close its Wales...
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...Analysis 4. Challenges 5. Implications 6. Recommendations 7. Conclusion 8. References 1.0 Executive Summary The report investigates on the issue of employment of foreign workers in Malaysia. During the British colonial period in the early nineteenth century, Malaysia was a net receiver of foreign nationals who came to work in the plantations, mines, and construction sectors. Nowadays, rapid industrialization, urbanization, strong economic growth led to labour shortages in rural areas and plantation sectors due to rejection of locals to work in these industries. There are some changes and policy reforms since early 2000 regarding the employment of foreign workers, which includes: Amendments to the Employment Act and Equality in Treatment and Enforcement of Laws. There is also a proposel regarding Foreign Workers Act. The report analyses the advantages and disadvantages of employing foreign workers. Among the advantages are availability of low cost labour, willingness to work for long hours and availability of abundant foreign workforce. Nonetheless, there are also drawbacks to employing foreign workers including rapid expansion of population and increasing in level of unemployment of locals. The main issue is exploitation of foreign worker in Malaysia. Foreign workers are exploited by their employers in different ways, for instance, wage manipulation, unreasonable working hours and conditions, and physical and verbal abuse. The challenges in hiring foreign...
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...EMPLOYEE RELATIONS PROJECT Table of contents 1. Historical Perspective of IR in Pakistan…………………………………………….. 5 1.1 Employer’s organization History………………………………………………………7 2. System of IR in Pakistan………………………………………………………………8 2.2 Membership of trade unions……………………………………………………………11 3. Upcoming trends and changing characteristics of workforce in Pakistan………….12 4. Challenges of IR in Pakistan………………………………………………………….16 5. Historical development and phases of growth of trade unions in Pakistan………..18 6. Structure; Political affiliation and problems of trade unions in Pakistan…………..20 7. Structure of Unions in Pakistan………………………………………………………22 8. Table…………………………………………………………………………………….24 9. References……………………………………………………………………………….25 1. Historical Perceptive of Industrial Relation in Pakistan. Current population of Pakistan is 182.1-million approximately; it’s ranked sixth as most populated country of the world (Population Census Organization). Total labor force is 59.21 million in Pakistan ( Index Mundi Pakistan) out of total labor force 49.09 million is employed and rest is unemployed, women has got 20% rate in employed strength , in agriculture sector employs are 44%, in service sector 35%, in industry and manufacturing employs are only 20% Industrial relations are the efforts made for the resolution of the differences between employer and employees, on objectives and values, profitability sharing and social justice. Discipline and authority, freedom and...
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...RMG girl Over the past three decades the Readymade Garment (RMG) sector has become crucial to Bangladesh’s economy. According to the WTO, Bangladesh became the fourth largest RMG producing country in the world after China, EU-27 and Turkey while it has been the largest exporter of cotton T-shirts and the second largest exporter of cotton pullover and jeans for the European Union. Also, Bangladesh’s exports of cotton trousers in the USA ranked second by volume. The RMG sector contributes a staggering 78 per cent of Bangladesh’s foreign exchange earnings, keeps many associated service businesses going and provides employment to millions of workers, approximately 80 per cent of whom are women, who otherwise would be hard pressed to find wage labour. Looking into many scientific studies and popular discourses, it is an undeniable fact that the Bangladeshi women workers in the RMG industries in the era of globalisation are absolutely deprived of their labour rights, vividly manifested in the country’s labour law. It is equally significant that a large number of industrial reserve army entered in the formal labour force, who otherwise would have lived unemployed or underemployed. This is why one important debate among the policymakers, academics and the experts is whether the rural, migrant workers who enter the new manufacturing factories in ‘Majority World’ countries experience significant changes in their lives. From the economic point of view there is no doubt that now women workers...
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...July 2011 European growth and renewal: The path from crisis to recovery The McKinsey Global Institute The McKinsey Global Institute (MGI), the business and economics research arm of McKinsey & Company, was established in 1990 to develop a deeper understanding of the evolving global economy. Our goal is to provide leaders in the commercial, public, and social sectors with the facts and insights on which to base management and policy decisions. MGI research combines the disciplines of economics and management, employing the analytical tools of economics with the insights of business leaders. Our “micro-to-macro” methodology examines microeconomic industry trends to better understand the broad macroeconomic forces affecting business strategy and public policy. MGI’s in-depth reports have covered more than 20 countries and 30 industries. Current research focuses on four themes: productivity and growth; the evolution of global financial markets; the economic impact of technology and innovation; and urbanization. Recent reports have assessed job creation, resource productivity, cities of the future, and the impact of the Internet. MGI is led by three McKinsey & Company directors: Richard Dobbs, James Manyika, and Charles Roxburgh. Susan Lund serves as director of research. Project teams are led by a group of senior fellows and include consultants from McKinsey’s offices around the world. These teams draw on McKinsey’s global network of partners and industry...
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