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Managing the Workforce:Managing the Workforce:International PerspectivesInternational Perspectives

COUNTRY PRESENTATIONSCOUNTRY PRESENTATIONS

Dr. Yonatan ReshefDr. Yonatan Reshef

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BEFORE YOU BEGINBEFORE YOU BEGINSTEP ONESTEP ONE

SEE ME AT LEAST ONCE, NO LATER SEE ME AT LEAST ONCE, NO LATER THAN ONE WEEK BEFORE YOUR THAN ONE WEEK BEFORE YOUR PRESENTATION IS DUEPRESENTATION IS DUE

DISTRIBUTE YOUR PRESENTATION DISTRIBUTE YOUR PRESENTATION OUTLINE ONE WEEK BEFORE YOUR OUTLINE ONE WEEK BEFORE YOUR PRESENTATION IS DUEPRESENTATION IS DUE

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BEFORE YOU BEGINBEFORE YOU BEGINSTEP TWOSTEP TWO

ON THE DAY OF YOUR PRESENTATION, ON THE DAY OF YOUR PRESENTATION, MEET IN CLASS AT LEAST 30 MINUTES MEET IN CLASS AT LEAST 30 MINUTES BEFORE WE STARTBEFORE WE START

SET UP THE COMPUTERSET UP THE COMPUTER SET UP FOOD, ARTIFACTS, ETC.SET UP FOOD, ARTIFACTS, ETC. IF NECESSARY, REARRANGE THE CLASSIF NECESSARY, REARRANGE THE CLASS

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STEP THREESTEP THREE

INTRODUCE THE GROUP MEMBERSINTRODUCE THE GROUP MEMBERS

SET THE AGENDA/PLAN FOR THE SET THE AGENDA/PLAN FOR THE NEXT 90 MINUTESNEXT 90 MINUTES

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BASIC FACTSBASIC FACTS MAPMAP SIZE OF POPULATIONSIZE OF POPULATION SIZE OF COUNTRYSIZE OF COUNTRY LANGUAGE(S)LANGUAGE(S) CAPITALCAPITAL RELIGIONRELIGION ETHNIC GROUPSETHNIC GROUPS EU MEMBER – ALL BUT JAPANEU MEMBER – ALL BUT JAPAN EMU – ONLY FRANCE AND GERMANYEMU – ONLY FRANCE AND GERMANY LITERACYLITERACY LIFE EXPECTANCYLIFE EXPECTANCY

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HISTORYHISTORY

IMPORTANT HISTORICAL EVENTS IMPORTANT HISTORICAL EVENTS THAT ARE RELEVANT TO THE THAT ARE RELEVANT TO THE DEVELOPMENT OF THE HRM/IR DEVELOPMENT OF THE HRM/IR SYSTEMSYSTEM– GERMANYGERMANY– JAPANJAPAN– SWEDENSWEDEN

» 1932 - ELECTION OF THE S.D. PARTY1932 - ELECTION OF THE S.D. PARTY

WW II

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THE SETTINGTHE SETTING

ECONOMICECONOMIC– UNEMPLOYMENT RATES/TRENDSUNEMPLOYMENT RATES/TRENDS– EMPLOYMENT PATTERNSEMPLOYMENT PATTERNS– WORKFORCE SIZEWORKFORCE SIZE– MAIN EXPORTS/IMPORTSMAIN EXPORTS/IMPORTS– MAIN TRADE PARTNERSMAIN TRADE PARTNERS– EXCHANGE RATEEXCHANGE RATE

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THE SETTINGTHE SETTING

POLITICALPOLITICAL– THE MAIN POLITICAL PARTIESTHE MAIN POLITICAL PARTIES– GOVERNMENT PARTYGOVERNMENT PARTY– GOVERNMENT INVOLVEMENT IN GOVERNMENT INVOLVEMENT IN

IR/HRM AND THE NOTION OF IR/HRM AND THE NOTION OF VOLUNTARISMVOLUNTARISM

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THE SETTINGTHE SETTING

LEGALLEGAL– RELEVANT (IR/HRM) LEGISLATIONRELEVANT (IR/HRM) LEGISLATION

– THE EVOLUTION OF THIS LEGISLATIONTHE EVOLUTION OF THIS LEGISLATION

– THE ROLE OF UNIONS IN LABOR THE ROLE OF UNIONS IN LABOR LEGISLATIONLEGISLATION

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THE SETTINGTHE SETTING SOCIALSOCIAL

– IS SOCIETY HOMOGENEOUS?IS SOCIETY HOMOGENEOUS?– THE POLITICAL CULTURETHE POLITICAL CULTURE

» GERMANYGERMANY» FRANCEFRANCE» CANADA: ALBERTA VS. ONTARIOCANADA: ALBERTA VS. ONTARIO

– CLASS STRUCTURECLASS STRUCTURE– OPPORTUNITIES FOR SOCIAL MOBILITYOPPORTUNITIES FOR SOCIAL MOBILITY– GENDER ISSUESGENDER ISSUES– GENERAL: GEERT HOFSTEDE. 1984 (2GENERAL: GEERT HOFSTEDE. 1984 (2NDND

ED.). ED.). CULTURE’S CONSEQUENCESCULTURE’S CONSEQUENCES. SAGE.. SAGE.

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THE SETTINGTHE SETTING

TIMETIME– 30 MINUTES30 MINUTES

PRESENTATION OPTIONSPRESENTATION OPTIONS– FRONTAL LECTURINGFRONTAL LECTURING– A GUIDED TOURA GUIDED TOUR– FOREIGN STUDENTSFOREIGN STUDENTS– EXHIBITSEXHIBITS– A REVIEW QUIZA REVIEW QUIZ

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THE HR/IR SYSTEMTHE HR/IR SYSTEMSTRATEGIC CHOICESSTRATEGIC CHOICES

HRM FLOWHRM FLOW– RECRUITINGRECRUITING– TRAININGTRAINING– RETAININGRETAINING– EXITINGEXITING

» VOLUNTARYVOLUNTARY» MANDATORYMANDATORY» FORCED FORCED

LAYOFFSLAYOFFS DISCIPLINARYDISCIPLINARY

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THE HR/IR SYSTEMTHE HR/IR SYSTEM STRATEGIC CHOICES STRATEGIC CHOICES

REWARD AND RECOGNITIONREWARD AND RECOGNITION– MONETARYMONETARY

» PAYMENT SYSTEMPAYMENT SYSTEM

» INCENTIVE PROGRAMS; BONUSESINCENTIVE PROGRAMS; BONUSES

– NON-MONETARYNON-MONETARY» RECOGNIZING HIGH-PERFORMERSRECOGNIZING HIGH-PERFORMERS

» DEALING WITH LOW-PERFORMERSDEALING WITH LOW-PERFORMERS

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THE HRM/IR SYSTEMTHE HRM/IR SYSTEM STRATEGIC CHOICES STRATEGIC CHOICES

WORKER INFLUENCEWORKER INFLUENCE– PASSIVE (SURVEYS) VS. DIRECT PASSIVE (SURVEYS) VS. DIRECT

CHANNELS OF REPRESENTATION (JOINT CHANNELS OF REPRESENTATION (JOINT COMMITTEES)COMMITTEES)

– AD-HOC (FOCUS GROUPS) VS. AD-HOC (FOCUS GROUPS) VS. CONTINUOUS (QUALITY CIRCLES)CONTINUOUS (QUALITY CIRCLES)

– VOICE VS. DECISION MAKING POWERVOICE VS. DECISION MAKING POWER

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THE HRM/IR SYSTEMTHE HRM/IR SYSTEM STRATEGIC CHOICES STRATEGIC CHOICES

WORK DESIGNWORK DESIGN– TASKS: BROAD VS. NARROWTASKS: BROAD VS. NARROW– TRADITIONAL VS. TEAMWORKTRADITIONAL VS. TEAMWORK– SKILLED VS. UNSKILLEDSKILLED VS. UNSKILLED– SCIENTIFIC MANAGEMENT VS. HPWSSCIENTIFIC MANAGEMENT VS. HPWS

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THE HRM/IR SYSTEMTHE HRM/IR SYSTEM UNIONSUNIONS

– MAIN UNIONSMAIN UNIONS– UNIONIZATION LEVELSUNIONIZATION LEVELS– UNION GROWTH AND DECLINEUNION GROWTH AND DECLINE– INVOLVEMENT IN POLITICSINVOLVEMENT IN POLITICS– ROLE IN THE WORKPLACEROLE IN THE WORKPLACE– CHALLENGES TO UNIONSCHALLENGES TO UNIONS– UNION RESPONSES TO CHANGING UNION RESPONSES TO CHANGING

ENVIRONMENTENVIRONMENT

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THE HRM/IR SYSTEMTHE HRM/IR SYSTEM

COLLECTIVE BARGAININGCOLLECTIVE BARGAINING– STRUCTURESTRUCTURE

» SWEDEN VS. UKSWEDEN VS. UK

– AGENDAAGENDA» NARROW, ECONOMIC VS. BROAD, POLITICALNARROW, ECONOMIC VS. BROAD, POLITICAL

– IMPORTANCE TO LOCAL/NATIONAL HRMIMPORTANCE TO LOCAL/NATIONAL HRM» CANADA VS. GERMANYCANADA VS. GERMANY

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THE HRM/IR SYSTEMTHE HRM/IR SYSTEM

STRIKESSTRIKES– FREQUENCYFREQUENCY– VOLUME (WORKDAYS LOST)VOLUME (WORKDAYS LOST)– SCOPE (WORKERS INVOLVED)SCOPE (WORKERS INVOLVED)– FORMFORM

» JAPANJAPAN

» FRANCEFRANCE

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THE HRM/IR SYSTEMTHE HRM/IR SYSTEM

TIMETIME– 40 MINUTES40 MINUTES

PRESENTATION OPTIONSPRESENTATION OPTIONS– FRONTALFRONTAL– INTERVIEWSINTERVIEWS– CASE STUDY(IES)CASE STUDY(IES)

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CURRENT EVENTSCURRENT EVENTS(LAST FIVE YEARS)(LAST FIVE YEARS)

RECENT DEVELOPMENTS THAT ARE RECENT DEVELOPMENTS THAT ARE RELEVANT TO THE HRM/IR SYSTEMRELEVANT TO THE HRM/IR SYSTEM

TIMETIME– 5-10 MINUTES5-10 MINUTES

PRESENTATION OPTIONSPRESENTATION OPTIONS– FRONTALFRONTAL

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LESSONS FOR CANADALESSONS FOR CANADA WHY IS THERE NO … IN CANADA?WHY IS THERE NO … IN CANADA? WHAT PRACTICES/INSTITUTIONS WOULD WHAT PRACTICES/INSTITUTIONS WOULD

YOU LIKE TO “IMPORT” TO CANADA?YOU LIKE TO “IMPORT” TO CANADA? CAN IT BE DONE? WHY?CAN IT BE DONE? WHY? WHAT SHOULD “YOUR COUNTRY” TAKE WHAT SHOULD “YOUR COUNTRY” TAKE

FROM CANADA?FROM CANADA? TIMETIME

– 5-10 MINUTES5-10 MINUTES PRESENTATION OPTIONSPRESENTATION OPTIONS

– FRONTALFRONTAL– Q&AQ&A

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THE PRESENTATION CORETHE PRESENTATION CORE COUNTRYCOUNTRY CORECORE

ENGLANDENGLAND VOLUNTARISMVOLUNTARISM GOV. INVOLVEMENT IN HRM/IRGOV. INVOLVEMENT IN HRM/IR

SWEDENSWEDEN SWEDISH MODELSWEDISH MODEL

GERMANYGERMANY CO-DETERMINATIONCO-DETERMINATION

FRANCEFRANCE

PATERNALISMPATERNALISM WEAK LABOR INSTITUTIONSWEAK LABOR INSTITUTIONS SLOW LEGAL DEVELOPMENTSLOW LEGAL DEVELOPMENT

JAPANJAPAN

LIFE-TIME EMPLOYMENTLIFE-TIME EMPLOYMENT SENIORITY-BASED PAY SYSTEMSENIORITY-BASED PAY SYSTEM ENTERPRISE UNIONSENTERPRISE UNIONS

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GENERALGENERAL

TWO 5-MINUTE BREAKSTWO 5-MINUTE BREAKS FOODFOOD VIDEOS/CASE STUDIESVIDEOS/CASE STUDIES ARTIFACTSARTIFACTS REMEMBER, YOU CANNOT PRESENT REMEMBER, YOU CANNOT PRESENT

EVERYTHING IN 90 MINUTESEVERYTHING IN 90 MINUTES CLASS DISCUSSIONCLASS DISCUSSION

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GENERALGENERAL

TIME YOURSELVESTIME YOURSELVES BE ORGANIZEDBE ORGANIZED MAKE SURE THAT CASES/VIDEOS MAKE SURE THAT CASES/VIDEOS

ARE WELL INTEGRATED INTO THE ARE WELL INTEGRATED INTO THE GENERAL PRESENTATIONGENERAL PRESENTATION

KEEP THE FLOW/SMOOTH KEEP THE FLOW/SMOOTH TRANSITIONSTRANSITIONS

PACKAGING VS. SUBSTANCEPACKAGING VS. SUBSTANCE