The paper “ Human Resource Management in the Context of Globalization in India” is a thrilling example of the essay on human resources. Employment relations refer to those practices and policies concerned with the regulation and management of relationships between the individual staff members and the organization within the workplace. According to Schuler (2006), a sound employment relationship is based on an effective and safe work environment, motivation, and commitment of staff and effective systems for participation and communication. Employment relations are influenced by the government along with its agencies via laws, institutions, policies, programs, and laws and by the broader economic, social, political, cultural, and technological characteristics of every country.
The outcomes of employment relations are a set of laws that pertain to work, laying down wages and conditions and terms of employment for the staff. The employment conditions may include working hours, training, leave together with issues that relate to occupational health and safety, and conditions that apply to particular groups of workers. The laws also describe the responsibilities and roles of parties, collectively and individually through joint labor agreements, and through legislation. Globalization and employment relationsGlobalization can be defined as a practice in which local societies, cultures, and economies have been incorporated via a global system of transportation, trade, and communication.
Blanpain (2007) states the term is at times to specifically define economic globalization which is the incorporation of countrywide economies into worldwide economy through capital flows, direct foreign investment, trade, migration, and technology. Globalization promotes competition both at firm’ s level and nation’ s level. This leads the state and management to employ plans designed to raise effectiveness of labor in order to benefit from human capital (Som, 2008). Nevertheless, the influence of globalization on employment relations and substantive results is conditional.
Pressure for superior flexibility in exploitation of labor is ubiquitous although the result is controlled by cultural customs valuing security and hierarchy. The strategies used by different countries differ by historical conditions, resource endowments, and interior political forces comprising the effect of trade unions.
Som, A., 2008, Innovative HRM and corporate performance in context of economic liberalization, International journal of Human Resource Management, Vol. 19, 7.
Sims, S., 2001, Changes and Challenges for the Human Resource Professional, Personnel Psychology Journal, (63)1, 243-245.
Schuler, R., 2006, Strategic human resource management: Linking people with the needs of the business. Organizational Dynamics, 21(1). 18-32.
Smith, I., 2002, Globalization, employment and the workplace: diverse impacts, Routledge Press, New York.
Shelley, S., & Calveley, M., 2007, Learning with trade unions: a contemporary agenda in employment relations, Ashgate Publisher, UK.
Williams, S., 2006, Contemporary employment relations: a critical introduction, Oxford University Press, Oxford.
Blanpain, R., 2007, The global workplace: international and comparative employment law : cases and materials, Cambridge University Press, Cambridge.
Pillay, D., 2008, Labour and the challenges of globalization: what prospects for transnational solidarity, Pluto Press, London.
Holbeche, L., 2009, Aligning human resources and business strategy, Butterworth-Heinemann Publisher, New York.
Whalen, C., 2008, New directions in the study of work and employment: revitalizing industrial relations as an academic enterprise, Edward Elgar Publisher, Massachusetts.