Comparative Employment Relations in the Global Economy
Employment Relations is widely taught in business schools around the world. However, an increasing emphasis is being placed on the comparative and international dimensions of the relationships between employers and workers. It is becoming crucial to consider today’s work and employment issues alongside the dynamics between global financial and product markets, global production chains, national and international employment actors and institutions, and the ways in which these relationships play out in different national contexts.
Comparative Employment Relations in the Global Economy addresses this need by presenting a cross-section of country studies – including the UK, Germany, USA, Brazil, India, Russia, China and South Africa – alongside integrative thematic chapters covering essential topics such as theoretical approaches, collective representation and employment regulation.
Russia has undergone a historic transformation since the collapse of the Soviet Union in 1991 and employment relations are central to understanding the outcomes of this change. On the eve of reform, the trade unions inherited from the Soviet past were the sole organizations of civil society even theoretically able to impose social constraint on Russia’s new ruling elite. The Federation of Independent Trade Unions of Russia (FNPR) – the successor organization to the soviet trade unions – entered the transition with a union density of nearly 99 per cent, but also with a history of subordination to management and the political authorities. As will be seen, the unions proved unable to escape their dependence, and therefore failed to provide effective representation of workers’ interests during economic reform. This gave the economic reformers a free hand, with disastrous consequences.
With a view to ensuring a follow up of the implementation of the Recommendation, the International Labour Office was instructed to assist constituents in developing national policies and setting up monitoring and implementing mechanisms, as well as to promote good practices at the national and international levels concerning the determination and use of employment relationships. In response to that decision, the International Labour Office, developed in 2007 an Annotated Guide to Recommendation No. 198 using the technical expertise of a group of experts from around the world which presented examples in law and practice on how the various aspects of the Recommendation were being dealt with in many countries in different regions. Over the recent years, there have been increasing developments at the European level regarding the employment relationship in legislation, case law, collective agreements and soft law. In this context, the ILO, and in particular the then Industrial and Employment Relations Department (DIALOGUE) undertook a strategic partnership with the European Labour Law Network (ELLN), a network of independent legal experts from all European Union Member States and European Economic Area countries, in order to produce an updated version of the 2007 annotated Guide with a specific focus on European countries. The European Labour Law Network was established in 2005 on initiative of Professors Guus Heerma van Voss (University of Leiden) and Bernd Waas (University of Frankfurt am Main), the latter being the editor of this Guide. The European Labour Law Network is comprised of non-governmental legal experts from all European Member States and the EEA countries. In December 2007, the European Labour Law Network signed a contract with the Directorate-General for Employment, Social Affairs and Inclusion of the European Commission in Brussels (formerly the Directorate-General for Employment, Social Affairs and Equal Opportunities) and, under the name ‘European Network of Legal Experts in the Field of Labour Law, dealing with both individual and collective rights/aspects’, became the European Commission’s official advisory board on issues relating to developments in individual and collective labour law. In this capacity, the Network has been conducting extensive research for the European Commission. Among other things, it produced a Thematic Report on the “Characteristics of the Employment Relationship” in 2009. This guide builds upon up-dated information analysed in that research project. (More information at: http://www.labourlawnetwork.eu). In summer 2013 International Labour Office approached Russian labour law scholars, - associate professors Elena Gerasimova (NRU HSE), Nikita Lyutov (MSAL, NRU HSE) and Daria Chernyaeva (NRU HSE), – with a suggestion to prepare a Russian translation of the Gude and to amend it with materials concerning the CIS countries.
"Employment Relations" is widely taught in business schools around the world. Increasingly however more emphasis is being placed on the comparative and international dimensions of the relations between employers and workers. It is becoming ever more important to comprehend today’s work and employment issues alongside a knowledge of the dynamics between global financial and product markets, global production chains, national and international employment actors and institutions and the ways in which these relationships play out in different national contexts.
This textbook is the first to present a cross-section of country studies, including all four BRIC countries, Brazil, Russia, India and China alongside integrative thematic chapters covering all the important topics needed to excel in this field. The textbook also benefits from the editors' and contributors' experience as leading scholars in Employment Relations. The book is an ideal resource for students on advanced undergraduate and postgraduate comparative programmes across areas such as Employment Relations, Human Resource Management, Political Economy, Labour Politics, Industrial and Economic Sociology, Regulation and Social Policy.
Non-standard employment contracts are not a new phenomenon for the Russian labor market and being increasingly used by Russian enterprises. But their importance to the economy, the impact on employment and wages are still unclear. The positive effect of non-standard employment contracts can be seen in increasing a probability of escaping from the unemployment, in rising a number of employees, and enhancing a probability of their work employment. It is possible that the wages of workers with non-standard employment contracts could be lower than those with standard employment contracts. Using the data stu died (in 2009-2010), the author shows the dynamics of employment and wages growth as a result of using nonstandard employment contracts by Russian enterprises.
This volume contains country studies of the historical development of human resource management (HRM) in seventeen different nations. The nations span all regions of the world and each chapter is written by a national expert. Primary attention is given to HRM developments in industry, but university research and teaching are also covered. Human resource management is defined broadly to include industrial relations and each chapter places the historical development of HRM in a broad political, social, and economic context.
The author of the article puts forward the hypothesis about importance of the psychological contract for the modern Russian organizations. In his opinion, the role of private mutual relations between workers and employers is essentially underestimated. At the same time the psychological contract influences imperious relations in the organizations caused by the formal rights and duties of heads and subordinates, the psychological climate and, finally, productivity of its activity. The investment approach to management of the human resources, caused by necessity to invest means in development of employees and increase in degree of their involvement into achievement of the purposes of the organization is also of great value.
Appeal to the problems associated with the trade unions to influence socio-economic processes in the modern conditions, it is due to several important reasons. First, the weakening of trade union positions in the major industrialized countries of the West since the mid 70-ies of the last century largely violated formed over decades of social partnership mechanism and led to the loss of a number of social gains. Second, the mechanism of social partnership, which was formed in Russia since the beginning of reform, characterized by the fact that the trade unions can not yet be considered as equal parties, able to withstand the planned and already taken "unpopular" measures. In the course of economic theory examines the impact of the model of trade unions in the labor market is far from the real processes, and even distort them. In this article an attempt to show the differences between the effects of the trade unions in theory (and in textbooks expounding this theory) and in reality. For This critically examines two important thesis about the "dangers" of trade unions: the myth of the role of trade unions as a cause of unemployment and postulate about the contribution of trade unions in the unwinding of inflation, it shows how to use these theoretical positions to justify social policies, as well as traces the evolution of the main Russian claims and foreign trade unions. The conclusion about the need to review the provisions of the adverse effects of trade unions on the economy and social sphere in the textbooks on economic theory.
One of the most important indicators of company's success is the increase of its value. The article investigates traditional methods of company's value assessment and the evidence that the application of these methods is incorrect in the new stage of economy. So it is necessary to create a new method of valuation based on the new main sources of company's success that is its intellectual capital.