...Abstract In this assignment I am going to evaluate how organisation might view internal labour markets and also find out how significant the internal labour market is for analysing the human resource practices and policies in an organisation. This will help me to find out how are they going to secure committed and productive workforce, in order to do this I will choose an organisation that I am familiar with it. Introduction The internal labour market (ILM) is a useful method that Tesco’s uses to analyse the interplay of rules, norms, power and custom within the organisation. The Internal labour market is highly structured and regulated, and has employment systems that confer significant advantages to those already employed in the organisation compared to outsiders. This basically means the people who are currently working for the organisation will be offered higher position within the organisation, for example, in Tesco more senior jobs are filled by internal promotion or transfer. The internal recruitment method gives organisation, such as Tesco, a good opportunity to look at their employee and asses their skill and ability. Tesco’s understands the importance of internal recruitment and they tend to use this process to reduce recruitment cost and by employing workers within the organisation to fill up more senior position. Here is a diagram shows how internal labour market works: Training The reason Tesco are willing to spend money in training internal employees...
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...on the Labour Globalisation and the new international division of labour in East Asian countries 4 The regulation of the labour market in the world, which are the actors ? 4 6 The regulation issue for the labour market Labour law, and government policies 6 Responsive regulation, a solution to the deregulation policy problems ? 7 Conclusion 8 2 Introduction Globalisation represents a set of elements that have profoundly altered the world economy, the international trade, and the relations between each country. The globalisation has also changed the labour market and work in all countries, creating a "global work" market. The labour market is divided into two parts around the world: the labour force in developed post-industrial economies, which is a very expensive labour and less productive but provided high quality goods and a labour of works from developing countries, which offered low wage rates and few workers rights. In their search for economy and profits, multinationals have become increasingly interested in the potential offered by developing countries in terms of manpower often less expensive than in their countries of origin. Moreover, the deregulation policies pursued in United States during the '80s, have offered to the multinationals more freedom of action and more opportunities around the world. Asia was the cradle of the first movement led by multinationals offshoring, in their search for productive economy. However, this labour has often...
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...Multinationals and their impact on Labour Scene 28 October, 2012 Multinationals and their impact on Labour Scene Table of Contents 1. BACKGROUND ........................................................................................................................... 2 2. PRE AND POST LIBERALIZATION ............................................................................................... 3 3. INDIAN LABOUR LAWS ............................................................................................................. 4 4. PRESENT SCENARIO OF LABOUR AND MNCs IN INDIA ........................................................... 8 5. PERCEPTION OF LABOUR ABOUT MNCs ................................................................................ 10 6. RECOMMENDATIONS .............................................................................................................. 11 7. INTERVIEW WITH INDUSTRY EXPERTS ................................................................................... 13 8. BIBLOGRAPHY.......................................................................................................................... 15 MDI-PGPM-HRM-Term-II Page 1 Multinationals and their impact on Labour Scene BACKGROUND India was predominantly an agricultural economy till Independence in 1947. Even after Independence, the First Five-Year Plan (1951 —56) laid emphasis on agriculture. With the Second FiveYear Plan (1956 — 61) there was a shift towards heavy...
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...and Immigration Policies in Canada – Ludovic Rheault – University of Montreal The article examines the issue of whether special interest groups affect the behaviour of politicians and the debate is especially relevant to understand immigration policies. It is stated that the usual suspects behind expansive immigration policies are private firms, who would benefit from depressive impact of foreign labour on wages. The article’s objective is precisely to examine the impact of corporate lobbying on the levels of immigration in Canada. The article’s first argument is that national industries are unequally affected by changes in the skill composition of labour. Rheault states that “rather an advocating an unconditional expansion of immigration levels, the business community is more likely to agree on the desirability of policy tools allowing the selection of migrants with specific skills and backgrounds.” (Rheault, 2013). Rheault focuses on economic permanent immigration (immigrants selected using a point system accounting for educational attainment) and temporary workers (who are selected based on their occupation). Rheault’s argument emphasizes that even if special interests can exert a significant influence on policy makers motivated by re-election, the equilibrium response of governments depends on the complementarity between those two types of immigration. (Rheault, 2013). The idea that businesses play a key role in the shaping of immigration policies has been discussed...
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...FLEXIBILITY AND WORK-LIFE BALANCE: Comparing flexible policies in Sweden, Australia and the UK. TABLE OF CONTENTS 1. INTRODUCTION……………………………………………………………………………………………………………3 2. DEFINING WORKING-TIME FLEXIBILITY AND WORK-LIFE BALANCE………………………………3 3.1 FLEXIBILITY: EMPLOYERS´ APPROACH…………………………………………….……………………..4 3.2 WORK-LIFE BALANCE: EMPLOYEES´ APPROACH…………………………..………………………..6 3.3 TYPES OF FLEXIBILITY AND WORK-LIFE BALANCE……………….……….…………………………7 3. ANALYSING FLEXIBILITY AND WORK-LIFE BALANCE IN THREE DIFFERENT COUNTRIES: UK, SWEDEN AND AUSTRALIA…………………………………………….….……………………………………8 4.4 EVOLUTION OF TRENDS IN FLEXIBILITY………………………………………………………………….9 4.5 THE REGULATORY AND INSTITUTIONAL FRAMEWORK OF THE EMPLOYMENT RELATIONSHIP……………………………………………………………………………………………………..12 4. MANAGING FLEXIBILITY AND WORK-LIFE BALANCE: CULTURAL FACTORS AN HR MANAGER NEEDS INSIGHT INTO, IN ORDER TO UNDERSTAND THE FLEXIBILITY AND WORK-LIFE BALANCE TRADE-OFFS THAT ARE PREFERRED IN ANY PARTICULAR COUNTRY…………………………………………………………………………………………………………………..16 5. GIVEN THE IMPERATIVES OF MODERN CAPITALISM, IS IT LIKELY TO SEE CONVERGENCE ACROSS COUNTRIES OR AT LEAST CONVERGENCE ACROSS THE NATIONAL OPERATIONS OF MULTINATIONAL COMPANIES?................................................................................18 6. CONCLUSIONS…………………………………………………………………………….……………………………..19 7. REFERENCES………………………………………………………………………………………………………………19 1. INTRODUCTION ...
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...Justice in the workplace: Why it is important and why a new public policy initiative is needed Provocation Series Volume 2 Number 3 Professor Paul Edwards FBA, Industrial Relations Research Unit, Warwick Business School and Senior Fellow, Advanced Institute of Management Research Justice in the workplace Contents Executive summary 3 Introduction 6 Job quality and limited success in dealing with it 8 The proposals: building workplace justice 13 Workplace justice 19 Limits to legally based solutions 24 Labour market and employer-led changes 27 Constraints and possibilities 31 Concluding remarks 39 References 42 Notes 45 Acknowledgements The help and encouragement of Keith Sisson have been crucial to the production of this paper, which is a completely revised version of the 2005 Annual Employment Relations Lecture, Keele University. I am grateful to colleagues at Keele and to the audience there, and also to David Coats and Paul Marginson, for comments and suggestions. I take sole responsibility for the views expressed. 2 Justice in the workplace Executive summary The goal of improving fairness in the workplace has been central to UK public policy since 1997. For rather longer, companies have spoken of employee empowerment through such things as teamwork. Much has been done in both areas, but major concerns remain. In relation to fairness, employee rights give entitlements, but these rights also need to be meaningful and effective. In the workplace,...
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...12 POPULATION SAMPLING: 12 4.0 FINDINGS: DISCUSSION & ANALYSIS 12 Factors Contributing to the Change of Industrial Relations in the Region 12 Labor Reform Policies: 12 Globalization : 13 Economic integration 14 Change in Technology 14 Changes in Labor Law and Attitude towards Unions 15 Decentralization of Bargaining 15 Management Alteration 16 Conclusion: 17 The End . INTRODUCTION: Industrial relations today by many accounts, is in crisis. In academia, its traditional positions are threatened on one side by the dominance of mainstream economics and organizational behavior, and on the other by postmodernism. In policy-making circles, the industrial relations emphasis on institutional intervention is trumped by a neoliberal emphasis on the laissez faire promotion of free markets. In practice, labor unions are declining and fewer companies have industrial relations functions. The number of academic programs in industrial relations is therefore shrinking, and scholars are leaving the field for other areas, especially human resource management and organizational behavior. The importance of work, however, is stronger than ever, and the lessons of industrial relations remain vital. The challenge for industrial relations is to re-establish these connections with the broader academic, policy, and business worlds (Whalen, Charles J. (2008). This search is prompted because of the need to establish an IR system relevant to the emerging business environment...
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...Multinationals and Their Impact on Labour Scene in India Multinationals and their impact on Labour Scene 28 October, 2012 Multinationals and their impact on Labour Scene Table of Contents 1. BACKGROUND ........................................................................................................................... 2 2. PRE AND POST LIBERALIZATION ............................................................................................... 3 3. INDIAN LABOUR LAWS ............................................................................................................. 4 4. PRESENT SCENARIO OF LABOUR AND MNCs IN INDIA ........................................................... 8 5. PERCEPTION OF LABOUR ABOUT MNCs ................................................................................ 10 6. RECOMMENDATIONS .............................................................................................................. 11 7. INTERVIEW WITH INDUSTRY EXPERTS ................................................................................... 13 8. BIBLOGRAPHY.......................................................................................................................... 15 MDI-PGPM-HRM-Term-II Page 1 Multinationals and their impact on Labour Scene BACKGROUND India was predominantly an agricultural economy till Independence in 1947. Even after Independence, the First Five-Year Plan (1951 —56) laid emphasis on agriculture. With the Second FiveYear...
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...Introduction There has been a steady expansion of foreign investment in recent decades. The upward trend is particularly strong for less developed countries, signifying the increased importance for these countries of FDI, as well as the increased presence of multinational firms. Alongside the expansion of FDI have risen concerns regarding competition between countries or regions to attract FDI. After adopting new economic policy by government of India in July 1991 many foreign investors came in the Indian economic scene because the government of India gave many incentives to the foreign investors. So it is clear that government opened the doors of Indian market to foreign investors. With more companies operating internationally, the impact on various business functions and labour laws in India is becoming more pronounced. Globalization, and the need to attract foreign investment, inevitably leads to an attack on workers’ rights by diluting existing labour standards, as trans-national corporations concede to the demands of multinationals. This dilution of stringent labour standards and strong resistance to any strengthening of workers’ rights (which sometimes become an obstacle to competitiveness in the global...
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...Children are being used as cheap labour in many countries to produce low lost goods: The cocoa and coffee industries have tried to deal with this issue through Fair Trade. Topic words Child labour, Fair trade Limiting words Cheap labour, Cocoa and coffee industries Directive words Analyse Primary question How do the cocoa and coffee industries deal with child labour issue through Fair Trade? -Secondary Descriptive questions 1. What is definition of ’child labour’? 2. What are some of the issues related to using children in the labour force? 3. What is definition of ‘Fair Trade’? 4. What have the policies that the cocoa and coffee industries implemented? -Secondary analytical questions 1. Does child labour occur?(Why do companies use children labour) 2. How can we solve the children labour problems-----fair trade? 3. How does Fair Trade work in issues related to child labour? 4. Is this method useful for solving this issue?(evaluate the Fair Trade, whether it is good or not) Cocoa and coffee industries example---to show whether is useful or not http://search.proquest.com.libraryproxy.griffith.edu.au/docview/204023704 http://search.informit.com.au.libraryproxy.griffith.edu.au/fullText;dn=709375255984097;res=IELBUS Is Child Labor Inefficient? http://www.jstor.org.libraryproxy.griffith.edu.au/stable/10.1086/316097 Child labour issues and challenges http://search.proquest...
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...NATIONAL ASSEMBLY -------Law No. 10/2012/QH13 SOCIALIST REPUBLIC OF VIET NAM Independence - Freedom - Happiness ---------------- LABOR CODE Pursuant to the Constitution 1992 of the Socialist Republic of Vietnam amended and supplemented under the Resolution No. 51/2001/QH10; The National Assembly promulgates the Labor Code. Chapter I GENERAL PROVISIONS Article 1. Scope of regulation The Labor Code specifies the labor standards; the rights, obligations and responsibilities of the employees, the employers, the labor representative organizations, the employer representative organizations in the labor relation and other relations directly related to the labor relation, the State management of labor. Article 2. Subjects of application 1. The Vietnamese employees, apprentices, interns and other employees specified in this Code. 2. The employers. 3. Foreign employees working in Vietnam. 4. Other individuals, agencies and organizations directly related to the labor relation. Article 3. Interpretation of terms In this Code, the following terms are construed as follows: 1. Employees are people from 15 years old and above, capable of working, working under labor contracts, receiving salaries and subject to the management of the employers. 2. The employers are enterprises, agencies, organizations, cooperatives, households and individuals hiring, employing employees under labor contracts. The individuals must be sufficiently capable of civil acts. 3. The labor collectives are organized...
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...will be discussed if the concept is in fact based on firm foundations. According to Spencer and Kelly, 2013 workplace learning needs to begin with the substantive issues of equity, power, authority, control and ownership. Large corporations create hierarchies of control and power and are driven by the profit motive. These control, power and profit relations create the social relations within work and society. When looking at income equity, from September 2010 to September 2011 the average earnings of Canadians rose by 1.1% while the top 100 CEOs income rose by 27% (CCPA, 2012). Additionally, HRM policies create a “sense of shared ownership” and control of the enterprise but the “sense of ownership” is not the same thing as workers actually owning and controlling and could be regarded as a form of propaganda. The idea is to increase productivity and commitment which would lift labour performance higher- “committed employees would “go the extra mile” in pursuit of organizational goals (Spencer and Kelly, 2013). Workers are naturally encouraged to learn about what is useful for the employer, and some of their learning may contribute to a “culture o f silence”, that is, to an acceptance of the way things are (Spencer and Kelly, 2013). Organizational culture is determined and molded by management and employees are expected “to be on the...
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...laws, policies and actual working hours. Despite a century-long optimism about reduced working hours and some progress in legal measures limiting working hours, this book demonstrates that differences in actual working hours between industrialized and developing countries remain considerable – without any clear sign of hours being reduced. This study aims to offer some suggestions about how this gap can begin to be closed. Lee, McCann and Messenger trace the theoretical background of the concept of working time before examining recent trends in working time laws in developing countries and countries in transition. The study then shifts its focus to developments in selected countries, considering both broad trends in working time at a national level and the structure and dynamics underlying these trends. The authors provide a remarkable set of policy suggestions that preserve health and safety, are ‘family-friendly’, promote gender equality, enhance productivity and facilitate workers’ choice and influence over their working hours. This book will be of great interest to policy-makers engaged with working conditions or health and safety, labour market experts, trade union leaders and workers’ organizations, as well as academics and researchers in the fields of industrial relations, labour economics and labour law. Sangheon Lee, Deirdre McCann and Jon C. Messenger are Research and Senior Officers for the Conditions of Work and Employment Programme at the International Labour Office...
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...charge less for the same amount of work done) - Sweatshops are good for third world countries because they provide better wages and working conditions than the alternatives (e.g. prostitution) -Sweatshops are creating jobs for people in developing countries allowing them to have discretionary income - sweatshops are a major source of capital accumulation in a country. -Countries with sweat shops save on cost in production and so have increased capital investments by other countries and trade ports increases which lead to economic success -decrease in unemployment rate in the country that the sweatshops are located BAD -sweat shops create monopolies as small businesses can’t enter due to cost (they can’t get cheaper labour) -sweatshops often don’t pay tax and thus don’t pay for the public services they use for production and distribution and don’t contribute to the country’s revenue. SOCIALLY GOOD - They creates jobs for the unskilled people and people who unable to go to school not wasting mental capital, eliminating unemployment and income being generated. Some communities encourage people to work in a sweatshop. - Sweatshops are good because the clothes you and I are wearing today are made in a sweatshop so without them we wouldn't be clothed and made with good skill. - keep girls away from prostitution and therefore a decrease in the spread of stds and hiv -Living standards are better than what they could have been without sweatshop jobs...
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...Penalty wage rates for work done outside the ‘normal’ Monday-Friday working week should be abolished. (Defending) Introduction Penalty rate wage were introduced to compensate employees for working during the so-called unsocial hours. Unsociable hours of work occur during the days of the week or hours of the day when most of the people do not have to work. The idea behind the term is that there are only some times of day when others are available for social contact, and if the workers are expected to be at their workplaces at these times, social contact becomes very difficult (Bittman, 2005). Reducing standardisation of working hours makes scheduling and social coordination increasing difficult, if not impossible. The International Labour Organization (ILO) describes unsocial hours as ‘night works, weekend work and long shifts during peak periods’ (ILO, 2008). In practice, unsociable hours have been defined as anytime outside 9am to 5pm Monday (Dawkins, 1985). Traditionally, penalty payments were defended on the grounds that work at "socially unacceptable" times needs to be compensated. This was most obvious with respect to work on Sundays, the traditional day of rest in Christian societies, but this became a principle extended to Saturdays and evenings. (Visontay, 2011). Factors considered in defending penalty rates include the effects on religious, social and family life; lack of access to public transport, and the harmful health consequences of night work (The Sydney...
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