- Human Resources Management
- Professor Roland Erne
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Curricular information is subject to change
On completion of this module students should be able to: A) identify and discuss the major features of national employment relation systems in selected North American, Asian and European countries. - assess the impact of globalisation and Europeanisation processes on the three main actors of the employment relationship (namely employers, employees and the state). B) provide a critical analysis of recent developments in European labour market regulations impacting on employee relations at company, national, and supranational level- present the findings of team projects in class and to respond adequately to critiques and suggestions.Indicative Module Content:
INTRODUCTION: Why studying international and comparative employment relations?
PART ONE: Globalisation and Europeanisation
How is globalisation and Europeanisation shaping employment relations?
- A globalist perspective (simple globalisation approach)
- A sceptical perspective (an institutionalist approach)
- Case study: The global Ireland before & after the crisis
- Globalisation and Europeanisation: a third view. The transformationalist perspective
What is Europeanisation?
- The making of the EU.
- The emergence of the “Euro-company”
Globalisation, Europeanisation and international HRM strategies.
- What different international HRM approaches can multinational corporations adopt in relation to their local subsidiaries, and what challenges do they face?
Globalisation, Europeanisation, & transnational union strategies.
- What strategies can trade unions adopt in response to Globalisation and Europeanisation processes?
PART TWO: Convergence or divergence of national employment relations systems
Employment relations in the USA & UK
- What are the major characteristics of neoliberal employment relations?
Continental European employment relations
- German, Italian and Swedish employment relations.
- What are the major characteristics of neo-corporatist employment relations?
Asian Employment Relations
- Japanese and South Korean employment relations systems
- Chinese employment relations system.
PART THREE: Europeanisation of employment relations
- A short history of the European Social Model
- Wage bargaining and social dialogue
- Europeanisation of employee voice
- Migrant workers’ rights as human rights:
Study Trip to BRUSSELS
Visit of Business Europe, the ETUC, the EU Commission and the EU Parliament
Does the “European Social Model” have a future?
Conclusion: EMPLOYMENT RELATIONS AFTER THE CRISIS
|Student Effort Type||Hours|
|Autonomous Student Learning||
|Field Trip/External Visits||
Not applicable to this module.
|Description||Timing||Component Scale||% of Final Grade|
|Essay: Book Review Essay||Coursework (End of Trimester)||n/a||Graded||No||
|Presentation: Presentation||Varies over the Trimester||n/a||Graded||No||
|Journal: Course Diary||Coursework (End of Trimester)||n/a||Graded||No||
|Remediation Type||Remediation Timing|
|In-Module Resit||Prior to relevant Programme Exam Board|
• Feedback individually to students, post-assessment
Presentation and Book Review: During the Semester Course Diary: After the Semester
|Dr Bianca Foehrer||Lecturer / Co-Lecturer|
|Dr Imre Szabo||Lecturer / Co-Lecturer|