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Comparative Industrial Relations In Southeast Asia- Japan

Aspects covered in the Residential Programme

Explore key human resource and industrial relations institutions and practices in an international context. The meaning of work and improving the quality of working life as key elements of union policy and strategy will be explored. Business globalization, employee relations, and unions as institutions will be reviewed.

The idea of industrial relations systems in Southeast Asia as a way of making more systematic study of the interaction among the institutions of work and employment: business, labor, government.

The relationship between human resource management and industrial relations and managing the transformational changes in work and the institutions of work that are occurring in countries of this region.

The issues of the freedom of workers in different countries and global regions to organize into labor unions and pursue their own objectives unhampered by government policies or employer practices. The extent and role of unions and union organization in different Southeast Asian countries provide the concrete topics.

Role of the State in regulating relations between workers and employers in different countries in the region. Specific topics such as dispute resolution, freedom to organize, policies on collective bargaining and political change will be examined.

Issue of transnational cooperation among labor unions. The role of labor law, global labor standards and international structures intended to promote transnational cooperation will provide the focus on this unit.

Formal and informal interactions between labor, management and government as a way of regulating the labor market, and accomplishing the objectives of employers and employees and national economic and political aspirations. Collective bargaining, political action, strikes; dispute resolution mechanisms are all part of the mix.

Collective Bargaining – its role, potential, limits and future as a framework for structuring relations between workers and employers. Alternatives? Evaluation. How will it evolve?

Focus on individual Country reports and the forces shaping industrial relations and management of the human resources function in work Organizations. The role of ideology, political and social forces and economic considerations will be summarized.