Human Resources Management

Over time, both the volume and complexity of employment law that originates in the EU has grown considerably.

One of the objectives of the creation of the European Union was to develop a single market and remove trading barriers so there would be standardisation of technical regulations and convergence of conditions between European markets. With this in mind, it saw the need for employers and employees to work together in order to achieve this.

Many countries have developed different methods of business management. Europe, for example, operates using industrial democracy. This type pf management requires consultation with the people and the union before making decisions and that is why it has been successful. Not only does it allow self-management for employees, but it also involves a more hands on approach with the union and has multiple levels of management. Although industrial democracy is not a custom that all countries can adapt to, in Europe, it works.

This stipulates that unions must be recognised in a workplace if there is a majority consensus of employees. The UK is now under EU directives, most recently the information and consultative directive (ICE) which came into force in 2005. This stipulates that companies with more than 1000 employees must establish a works council. This gives the workers rights to information and consultation on company decisions. Employees are also protected by many employment legislations in areas such as discrimination, unfair dismissal, minimum wage and working time regulations, directives from both the EU and the UK. With the general trend away from union involvement and collective agreements there has been a rise in union substitution strategies in the form of HRM policies in domestic firms.

This is highly valued in Germany, relatively more than in the other Member States. However, if the UK, who does not hold the same value on this topic as Germany, would relax its legislation regarding employee participation in order to attract companies, it is “highly unlikely that Germany would also relax its employee participation requirement”. Naturally, this example can also be applied to a situation in which the UK would be reserved to relax its legislation, and Germany not. It serves as an illustration of the theory of “multifacety of variables” and as an argument why regulatory competition is not always automatic. Member States are sometimes unwilling to participate in regulatory competition, especially in the areas where its “core values” are highly respected. This unwillingness can stem from different reasons, both historical (the evolution of a nation’s system which is inherent in society) and political (the fear of political actors for an electoral backlash). Furthermore, if the applicable core value is widely supported throughout most of the Member States and can be described as an “European core value”, the resulted regulatory competition will be non-existing, or, more realistically, limited. In some cases, regulatory competition will therefore not happen automatically. It is more conditional, more dependent on social and political factors.

One of the earliest legislative in EU is The First Council Directive 89/104/EEC (hereinafter Harmonisation Directive). The main objective if this legislation was to minimise the differences between the national trade mark systems. These differences present barriers to trade and affect free movement of goods and services, thereby hindering the development of a single market. The Harmonisation Directive does not disturb the policies on procedure and is restricted to guidelines on substance. Even though the Harmonisation Directive which covers a wide range of issues and is hailed by the harmonization enthusiasts, the part such as the national trade mark office’s ex officio managing of grounds for refusal are still absent and not settled by the Directive. Therefore, in terms of single market requirements, the directive’s target of harmonization could still not be described as being totally in conformity with the single market

1.3 The implications of developing a strategic approach to HRM for line managers and employees in organizations

The European economy, better known as the European Union, is certainly one of the world’s powerhouse economies, with its gross domestic product measuring at a total of 16.27 trillion in U.S. dollars in 2015 (CIA, n. pag.). This powerhouse economy still makes up about 20 percent of the world’s exports and imports, but Europe’s trading industry is not the only thing that makes the European economy special. The European Union does not include every European country, but it is made up of a great total of twenty-eight countries such as Great Britain, Italy, Romania, etc. (“The EU in brief” n. pag.). In this paper, I will be discussing the state of the European Union and its current policies. Countries outside of the European Union will also be deliberated. Finally, I will be comparing those policies to that of the United States.

To the extent that transnational authorities attempt to control, either directly or indirectly, the economies and social welfare of its members, the study of policymaking is a process worth studying. EU policymaking is governed by various instruments, including treaty provisions, regulations, and directives. While many policy studies on the EU focus on the need for, and benefits of, general economic and social policies, the more fundamental, and I would submit rigorous issues of specific policy formation, and its impacts, are under researched.

The thesis of this literature review is that Hix is correct in stating that one can understand the European Union more if they analyse why certain institutions behave in the way that they do and what their reasons are behind doing so.

Examine the changes in the HRM policy as the firm transcends across its national borders?

European Union (EU) member states work together through common institutions to set policy and promote their interests. Over the past several years, EU members have progressively committed to balancing laws and adopting joint policies on an extensive and increasing

Section A: (Take around 15 minutes to answer each question, 1 or max 1.5 pages for each question)

the European Union. For industry, a set of common guidelines would reduce costs and facilitate

Human Resource is a term which is used for describing the single entity of the individuals who make the entire work force of any company or organization. Along with the organization, it can be applied for any business or for the entire nation. Human Resource can be considered as the function which is used for implementing and charging strategies in the organization. It has the responsibility of making the policies in relation with the student management.