global HRM Comparison

7/28/2019 global HRM Comparison

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Emerging Trends in Employee

Relation & employee

Involvement(UK, India, Australia, Hong

Kong)

Presented By: Shweta SagarM.A.( HRM) - 4th semester


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Australia

The statutory industrial law of Australia is called the FairWork act 2009

The FW Act establishes statutory minimal conditions ofemployment.

Following are the provisions:

maximum weekly hours;

requests for flexible working arrangements;

parental leave and related entitlements;

annual leave;

personal leave (which covers paid personal leave, unpaidcareer's leave and compassionate leave);

community service leave;

long service leave;

public holidays; etc


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Fair Work Act

The IR system of Australia has 3 mainactors these are:

1. The State

2. Employee Organizations

3. Employer Organizations


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The State

The state has a three-fold role in theindustrial relations system

Firstly, it is the legislator

Secondly, it is also the regulator

Thirdly, the state is also a major

employer


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Employee organization

employee organizations are called unions trade unions have certain rights in relation to

safeguarding their members industrialinterests.

The main trade unions recognized in theNorthern Territory Public Sector are the:

1. Community and Public Sector Union(CPSU);

2. Liquor Hospitality and Miscellaneous Union(LHMU);

3. Australian Manufacturing Workers Union(AMWU);

4. Australian Nursing Federation (ANF); etc


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Employer organization

Employer organizations represent theinterests of major groups of employers

Two employer organizations operating

in the Northern Territory are the: Chamber of Commerce NT; and

Territory Construction Association


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IR Process

There are two broad industrialrelations processes:

The first process involves the

regulation of the employmentrelationship, in which the basic rules

such as salary and conditions are set

down.The second major process in industrial

relations relates to dispute resolution.


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Hong Kong

Employment law in the Hong Kong SpecialAdministrative Region (SAR) is a mix of common lawand legislative enactments known as Ordinances,together with supporting regulations.

The main Ordinances include:

the Employment Ordinance the Minimum Wage Ordinance

anti-discrimination Ordinances, that is, the SexDiscrimination Ordinance, the Disability DiscriminationOrdinance, the Race Discrimination Ordinance and theFamily Status Discrimination Ordinance

the Employees Compensation Ordinance

the Occupational Safety and Health Ordinance, and

the Mandatory Provident Fund Schemes Ordinance(MPF Ordinance).


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Employer work rules

There is no statutory requirement inHong Kong for an employer to

establish work rules.

An employer may choose to formulatework rules, company policies,

employee handbooks, or similar

documents.


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Forms of employment

Hong Kong employment law is betweencontinuous and non-continuousemployees.

Some protections under the Employment

Ordinance are afforded only toemployees employed under acontinuous employment contract.

Employees employed under a non-

continuous employment contract are stillcovered by the Employment Ordinance,although not all of the provisions of theOrdinance apply to them.


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IR in Hong Kong

The Labour Department carries outseveral programs to promote

harmonious labour-management

relations. The important ordinance related to IR

are:

the employment ordinance

The trade union ordinance

The labour relation ordinance

Role of trade union


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Comparison

Australia

Collective bargaininghas statutoryrecognition

Disputes are by andlarge resolved throughcollective bargaining

State is the ultimateauthority to set laws

for industries

Employees do nothave a say in the rules& policies

Hong Kong

Collective bargaininghas no statutoryrecognition

Disputes are resolvedvia tripartitenegotiation

Employment rules areset by the employer

themselves

Rules & policies canbe amended as perthe employer and

employeesrequirement.


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Employee Engagement

In Australia the research revealed thatthe most important attributes thatAustralian employees value about theirjob were:

The existence of opportunities foradvancement,

Training

A clear path Leadership

Organization culture

values


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Global trends in Employee

Engagement (Continued )According to the survey conducted by ORC

international shows the following trends:

'There is a positive relationship between

management and staff in this organization',

employees were only 43% positive in the UK (Thiscompared to 56% in the US). When asked to

respond to how well manage the organization is as

a whole, UK employees were 48% positive (56%

positive in the US). In relation to the enjoyment of day-to-day tasks,

respondents were 54% positive in the UK (63% in

the US). While scores relating to the general

enjoyment of their jobs were in line with global

averages.


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Thank you!!!

global HRM Comparison

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