International Employment Relation in HRM †Myassignmenthelp.Com

Question: Discuss About The International Employment Relation In HRM? Answer: Introducation The essay focuses on the importance of maintaining a positive relationship between an employee and an employer. Proper employment relation is needed in order to maintain the workflow in an organisation. Managing the grievance of the employees is an important aspect that every organisational manager needs to consider. In a broader context, the relationship between organisations, with the State Government of a particular country is also considered as international employment relation. The interference of a State Government can act as a huge drawback for any organisation. The essay highlights the role of the State Government in maintaining positive employee relations within the organisation. For the purpose of the essay, two countries are chosen and the contrast between the countries in terms of the working of an organisation and the roles of the State is analysed. The countries chosen for the purpose of the essay is France and Denmark. Both the countries have a vast population and cons equently, the economy of the countries is well maintained. Further details about the countries are provided in the essay in order to understand the working of international employment relation in the organisations of the countries. Hence, the State Government plays a vital role in ensuring that organisational conflicts do not hinder the progress made by the companies. The essay provides contrasting evidence about the role of the unions played within the organisations in the countries. The essay also states the international employment relationship that exists in France and Denmark and takes into consideration the contrasting role of the State in both countries. A valid conclusion is provided that summarise the difference between the countries and the impact of the State Government while maintaining and promoting international employment relation within the organisations. International relations are based on understanding the cooperation made at an international level between transitional organisations. The knowledge analysing foreign policy, ways to negotiate with conflicts and disputes within an organisation. Furthermore, it also deals with the role played by the Unions in bringing about a mutual understanding between the employee and the employer in the case of conflicts and disputes. As stated by Watson, (2017), it is important for managers and employees to maintain a proper relationship with one another for the purpose of the organisation. Relationship with the employees is based on legal laws that bind the services and work provided by an employee in an organisation. The role-played by the Union members as well as the State in protecting or managing relations is based on the interests of the country as a whole. Hence, due to this reason, different countries have different ways and policies to negotiate with matters related to the international r elations. In this context, it can be said that the unions of France follow historical revolutionary tactics during the labour movement and any conflict issue (Tapia Turner, 2013). The international relations are fragmented due to the absence of mutual understanding between the people working in an organisation. Denmark, on the other hand, allows a high involvement of the political system in a matter related to organisational conflict and collective bargaining (Auer, 2010). This is mainly because of the fact that the Danish market has witnessed a high growth rate due to the existence of an industrial conflict. The role of the unions played in both the countries is described and a comparison is made to understand the difference. According to Bryson, Forth Laroche, (2011), the main characteristic of the French Union is the existence of pluralism, rivalry and fragmentation. This mainly occurs due to the lack of trust and relationship between the different leaders of the Union along with the employees and the employers. Due to this Unionism in the country have been on the decline since the 1970s and currently, it is below 8%. The reason behind the decline of the unionism is the mistrust of the younger generations. Most young employees provided negative feedbacks as to the existence of unionism. This is mainly because of the constantly changing French economy (Damesin Denis, 2005). Moreover, the unionism was also biased in terms providing wages as well as employment. The employees not indulging in work were given payment as much as an employee engaged in full-time work. This led to a conflict of interests among the employees. Moreover, the union members did not receive extra facilities for providing critical i deas and solutions during conflict situations. Gumbrell-McCormick Hyman, (2006) stated that the most important reason for the decline of unionism is the fact that employers wanted to make direct communication with the employees. This is because the employers wanted to solve any employee grievances directly and not involve a third person. In order to prevent the decline of unionism, the State Government of France set up five national union confederations that were divided into ideological and religious lines. These confederations were allocated rights that made them remain independent from the presence of actual unionism. Presently, this process is still in effect and is the cause for the little unionism that exists in France. On the other hand, the unionism of Denmark is different from that of France. Unlike in France, the Danish Trade Unions exist to the present day. The Danish Trade Union was established in 1898 and is the largest and proficient Trade Union in the country. Burroni Keune, (2011) stated that Trade Unions under the Danish Confederation represent workers both skilled and unskilled for the public as well as the private sectors. This helps in the reduction of unemployment rate in the country and ensures that organisations can find talents whenever it is required. One of the main reasons for the success of the Trade Unions is the fact that it is divided into various categories that represent the requirements of the industries. A mixture of craft, general and industrial unions consist of this conglomerate and aims to concentrate on unions of larger and fewer units (Hansen Mailand, 2013). Another reason for the success of the union is the fact that it works in a coordinated manner rather than an individual entity. This helps to large unions to remain dependent during the time of negotiation. A high union density was achieved and collective agreement became an important element for negotiation in the private sectors. In the modern day, the existence of competition between the unions has been replaced by the cooperation among the different union managers (Hassel, 2009). However, due to the minimum interference of the State the membership has declined to around 50%. This has been predicted as a continuing trend with the years to come. In this regard, a similarity can be established with France. The process of international employment relations maintained in France can be detailed using the effectiveness of the unions. The international employment relations are maintained due to the existence of various representative bodies at different levels of an organisation. This includes dealing with the grievances of the employees, maintaining consultation in the workplace and participating in collective bargaining method and conflict resolution at the workplace. Thomas, (2016) stated that one of the main characteristics of the organisations in France is the fact that the delegates are not allowed to represent any union member. However, the choosing of the delegates is done from the consent provided by the unions. The local union branch of the State appoints the delegates and provides responsibilities. Reports suggest that despite the decline in unions, about 38% of the private sectors in France indulge in unionism. The concept of collective bargaining came into focus from the development of the international relations in France (Laroche, 2016). Organisations that possessed a steady unionism encouraged empl oyees to interact and negotiate the pay and hours. However, there had been times when the decision made by the employer has been accepted as the final decision. Apart from the collective bargaining system, the State Government developed a social protection institution. The employees formed the institution with the assistance from the five union representatives. This institution protects the funds for social security, pension, and unemployment insurance and so on. The problems that arise in the welfare of the social protection system are maintained in these securities along with the problems of the inability of social partners to undertake reforms without the intervention of the State Government. Mehaut, (2005) stated that the right to strike is imposed on the members of an organisation any time if a proper negotiation does not take place. After analysing the international employment relation of France, a detailed yet comprehensive analysis is required to be done in the case of Denmark. Ilsoe, (2016) stated that collective bargaining was considered as the most reliable method of solving disputes that arise between employee and employers. This normally arose due to improper payment and working conditions in the workplace. The State has formulated the labour market and welfare policies for the subsequent development of collective bargaining. The market features of Denmark include a coordinated approach that is based on the development of policies. Coordination exists among the Trade Unions that make it difficult for the State to interfere. Any violations of workplace rules lead to negotiation between the employees and the employers. Hence, Gooderham et al., (2015) stated that Denmark is considered as a negotiated economy. It has been seen that about 85% of the market covers the collective agreement policy. Although some workers are covered by individual contracts, the private sector covers about 75% of workers working under the collective agreement scenario. Ibsen, (2016) stated that such a system increases the advantage to develop a scope of improvements. Standards are set by public and financial sectors in order to attain social welfare elements used for making collective agreements. The State is of the belief that major conflict in organisations sets up premises for new collective bargaining models. This can be used in order to understand the effectiveness of these models and make further recommendations about the use of the collective agreement. Thus, Denmark adopts this approach to maintain proper employment relation and ensure that the interference of the State is less. In this regard, the role of the State in both France and Denmark can be critically analysed. According to Rose Melander, (2016), the State intervenes in the organisational matters of France. This is because the French people believe in maintaining the historical process that has been the highlight of the evolution of industries in the country. This intervention prevents employers and unions to indulge in voluntary collective bargaining and make a mutual agreement that may benefit the organisation. The formulation of industrial law has formed a link with the collective agreement that exists in the organisations. The link is based on the content of collective agreement and the results that arose due to the tripartite discussions. Rose Pineau, (2016) stated that since the State is a major employer, it possesses the power to put pressure on the pay scales of the employees working in the private sector. The State has taken considerable measures to reduce the rate of unemployment in the country. The unemployment is mainly caused among the young people and the people working for a long time in an organisation. The main reason for the high unemployment rate of this group of people is the fact that organisations look for experienced yet young candidates. Thus, it becomes difficult for this group of people to find proper employment in the sectors. Concerning this, two programmes were created that aimed at providing jobs to the people. This includes the "Jobs for Young People" and the Aubry Law that defines the 35-hour work law. The Aubry Law provided the much-needed boost to collective bargaining and provided encouragement to negotiate about wages and recruitment of people (Milner, 2012). In the modern day, the State has managed to compromise rather than impose its decision in the managerial activities of a company. Thus, it can be seen that the State plays a major role in the organisational development and international employment relation in France. However, in the case of Denmark, this is a different scenario. As seen from the above discussion, the employment relations in the organisation are managed by the Trade Union. The State pays little or no heed to the process of work that goes on in the organisations. However, Wagner Refslund, (2016) stated that the role of the State is important in order to maintain the political as well as the economic scenario of the country. One of the key roles played by the State is providing support to the legislations that govern the rights of the employees. The rules related to the rights of the employees, collective agreement and industrial conflicts are fixed to keep in mind the interests of both parties. Despite this, the State plays a small part in the functioning of an organisation (Ibsen, Hgedahl Scheuer, 2013). The legislation laid down by the State is limited when it comes to organisational context. This includes no legislations that govern the formal registration of trade unions in the organisations. Apart from this, no fixed law related to the minimum wage of an employee exists. This can cause serious problems for the employees as most employers can refrain from providing the minimum wage for the work done. Madsen, Due Andersen, (2016) observed that the political intervention is mainly due to the European Union demanding the legislations of the country. In the matters of labour market policy, the State encourages opinions from the unions and the employer association. However, the State ensures that unemployment is reduced by recruiting people to work for the public organisations. Thus, it can be concluded that maintaining proper relation with the employees require the use of certain techniques. These techniques come in the form of mutual understanding among the employees and the employers along with interference from the Trade Unions. The contrasting technique adopted by the State Government of France and Denmark are of significant importance while analysing the role of State in employment relations. It can be seen that the interference of State in order to protect the historical progress of organisational development in France is a countering technique to the limited interference of the State of Denmark. This can be considered as a debatable topic as most people believe that interference of the State is necessary for the development of an organisation. However, others believe that organisational matters particularly private organisational matters need to be dealt by the members of the organisation itself. The role of the Trade Union in this regard can be eff ective in maintaining negotiation between the employer and the employee. The State Government of France and Denmark adopt different techniques in order to mitigate the grievance of the employees. In the case of France, the rate of which the unions have declined led by the State to take control of organisational proceedings. However, there have been improvements concerning the increased number of unions. In the case of Denmark, the less interference of the State makes the Unions and the employee association strong. Reference Auer, P 2010, Whats in a name?: The rise (and fall?) of flexicurity, Journal of Industrial Relations, vol. 52, no. 3, pp. 371-386. Bryson, A, Forth, J Laroche, P 2011, Evolution or revolution? The impact of unions on workplace performance in Britain and France, European Journal of Industrial Relations, vol. 17, no. 2, pp. 171187. Burroni, L Keune, M 2011, Flexicurity: A conceptual critique, European Journal of Industrial Relations, vol. 17, no. 1, pp. 7591. Damesin, R Denis, J 2005, SUD trade unions: the new organisations trying to conquer the French trade union scene, Capital Class, 86, pp. 1737. Gooderham, PN, Navrbjerg, SE, Olsen, KM Steen, CR 2015, The labor market regimes of Denmark and Norway one Nordic model?,Journal of Industrial Relations, vol. 57, no. 2, pp. 166-186. Gumbrell-McCormick, R Hyman, R 2006, Embedded collectivism? Workplace representation in France and Germany, Industrial Relations Journal, vol. 37, no. 5, pp. 473-491. Hansen, NW Mailand, M 2013, Public service employment relations in an era of austerity: The case of Denmark, European Journal of Industrial Relations, vol. 19, no. 4, pp. 375389. Hassel, A 2009, Policies and politics in social pacts in Europe, European Journal of Industrial Relations, vol. 15, no. 1, pp. 7-26. Ibsen, CL 2016, The role of mediation institutions in Sweden and Denmark after centralized bargaining, British Journal of Industrial Relations, vol. 54, no. 2, pp. 285-310. Ibsen, F, Hgedahl, L Scheuer, S 2013, Free riders: the rise of alternative unionism in Denmark, Industrial Relations Journal, vol. 44, no. 5-6, pp. 444-461. Ilsoe, A 2016, From living wage to living hours the Nordic version of the working poor, Labour and Industry, vol. 26, no. 1, pp. 40-57. Laroche, P 2016, Employment relations in France, in GJ Bamber, RD Lansbury, N Wailes CF Wright (eds),International and comparative employment relations:National regulation, global changes, 6th edn, Allen Unwin, Crows Nest. Madsen, JS, Due, J Andersen, SK 2016, Employment relations in Denmark, in GJ Bamber, RD Lansbury,N Wailes CFWright (eds), International and comparative employment relations:National regulation, global changes, 6th edn, Allen Unwin, Crows Nest. Mehaut, P 2005, Reforming the training system in France, Industrial Relations Journal, vol. 36, no. 4, pp. 303317. Milner, S 2012, Towards a European labour market? Trade unions and flexicurity in France and Britain, European Journal of Industrial Relations, vol. 18, no. 3, pp. 219-234. Rose, M Melander, I 2016, French leaders ram through labour reform, Australian Financial Review, 12 May, p. 12. Rose, M Pineau, E 2016, Protests force French labour reform retreat, Australian Financial Review, 16 March, p. 9. Tapia, M Turner, L 2013, Union campaigns as countermovements: mobilizing immigrant workers in France and the United Kingdom British Journal of Industrial Relations, vol. 51, no. 3, pp. 601-622. Thomas, A 2016, The transnational circulation of the organizing model and its reception in Germany and France, European Journal of Industrial Relations, vol. 22, no. 4, pp. 317-333. Wagner, I Refslund, B 2016, Understanding the diverging trajectories of slaughterhouse work in Denmark and Germany: A power resource approach, European Journal of Industrial Relations, vol. 22, no. 4, pp. 335-351. Watson, G 2017, Can labour law reform be made popular?, Australian Financial Review, 29 June, p. 43.