Labour market flexibility

to sustain in the business market and meet the consumer demands, the organizations and the employers are required to come up with new methods and unbeatable prices of products. Moreover due to the emergence of globalisation, these organizations are bound to apply cost-cutting approach (lower wage approach), which influences the shifts in workforce composition, labour utilization and labour demand. (Rani, 2000) This shift leads to what can be defined as ‘labour flexibility’. According to Standing (1999)

INTRODUCTION: Why Flexibility? Need for Flexibility: The concept of flexibility has permeated much of current human resources management thinking, providing justification for recent developments in more flexible and variable working patterns. Its need arises from the following: The changing business environment- highly competitive "global" product markets, an increasingly rapid advancements in Information and Communication Technology (ICT) and increasing capital intensity of production. A changing

Firstly, one must note that the USA, Europe and Asia are governed by different employment laws and policies. These regulate the extent to which working-time flexibility can be accounted for or constrained. Thus, these institutional contexts can either allow employers to impose flexible time, and employees to request it; or it might constrain both parties’ ability, such that fixed shifts and minimum hours must be followed in a pre-determined manner (Sousa-Poza and Henneberger, 2002). Unlike, the Anglo-US

“Globalization and the concept of flexibility have been described to have a plethora of implications on Human Resource Management” (EH Bax, 1996). Hence, HR Managers are faced with new challenges arising out of globalization, as they are saddled with the responsibility of implementing adaptable strategies to the concept of flexibility, and to remain abreast with the changing times. The increased power of market forces, the globalization of business and the associated de-institutionalization of the

Introduction: Labour market is an abstarction and analytical construction which denotes the context within which the buyers and sellers of labour come together to determine the pricing and allocation of labour services. It also emphasizes the involvement of trade unions, government and other related institutional bodies as well as the application of the bargaining theory in the issue of labour. Key words: Washington Consensus, Labour Market, Labour Market Flexibility. The Washington Consensus

implications of labour flexibility on the international management of Human Resources. Introduction In order to sustain in the business market and meet the consumer demands, the organizations and the employers of 21st century are required to come up with new methods and unbeatable prices of products and services. Moreover due to the emergence of globalisation, these organizations are bound to apply cost-cutting approach (lower wage approach), which influences the shifts in workforce composition, labour utilization

globalisation can be measured by the following; Growth of international trade as a proportion of output in services and manufacturing, which is attributed to a greater world wide connectectedness, second aspect is the changing scenario of the World Financial markets, where large amount of data is transferred

training and development, compensation, labour relations will have to be re-evaluated in terms of its effectiveness in supporting the goal of the company (Mello,2006;Bratton &Gold,2007) Implementation and evaluation of the HR strategy After the HR strategies have been implemented, the HRM department should evaluate their success,if the strategy does not

tasks for the benefits of individual and organization. Thus flexibility should be mutually beneficial to both the employer and employee and result in superior outcomes. In this way, flexibility can be formal and informal. John Atkinson model of the flexible firm In the 1980’s, after debates were dedicated to flexibility, Atkinson (1984) proposed the model of the flexible firm. This model highlighted the functions of the concept of flexibility. The model is illustrated in figure . According

critically analyze the standard employment relationship in the Canadian economy paying particular attention to the issues of Canadian immigration and labour policy and migrant labour as discussed by Harsha Walia. Furthermore it will look at the history of the standard employment relationship and drastic changes that have occurred in the Canadian labour market due to deregulation and other neoliberal principles brought about by federal and provincial policy changes. This will give one an idea of the systemic