Employment Relations in Sweden

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The ever changing industrial needs can be the reason of globalisation, the change in needs of people, the change of thoughts about going from the short term benefits rather than the long term benefits are few of the many reason the way business has transformed. But the industrial relation and human resource are the two major components of the business which has not changed much. Industries sure are dependent on the customer, but they are also dependent of their work force and employees. There is always a need to perform coordination between the industrial needs ad employee needs thus many organisation and countries have brought in changes to their system and they have revamped the employment relations according to the changes. The employment relations were initially started as an experimental option in many firms and during the course of time and after which alternate strategies were adopted according to Ananya (2008). Employment relation is more of a platform where the needs of employees and the expectations of employers can be balanced out and it is a stage where both the entities can come out with a balanced approach to the business says Ananya (2008). In fact there were no proper specifications about the needs of the workers in the work place rather it was more of a demand made and in turn the fulfilment of the demand by the employers which was known as IR / HR according to Delery (1996). Over the period there was a common pattern of convergence on divergence was carried out in which was characterised in to four employment pattern such as low wages, HRM, Japanese oriented, joint team work according to Delery (1996). But there was a difference in regions of a country and also as expected these patterns were different in different countries. Delery J. (1996) describes that although the convergence on divergence of employment patterns was the same four all over the world the working of the patterns did vary. Developed countries had a different way of approaching the same employment relations patterns of low wage, HRM, Japanese oriented and joint team. Globalisation brought a big change about the way business is carried out and it also brought in changes in various functioning of the employment too. There is the effect of globalisation which was influential in employment relations too, this can be can be broken down into three categories such as simple globalisation approach, institutional approach and integrated approach. Sweden is one such country which has been using the employment relations in its system for both the private sectors and its public sectors. Sweden is very young in its industrial expansion. Sweden was the last country in the major economically developed country when compared to countries like United States, England, France, Germany and Japan from Denisi (1996). Sweden is the last country in the European Union to enter in to the industrialisation. But Sweden is also a nation which has grown economically faster compared to its predecessors in European Union. In fact Sweden is the only economy along with Japan to achieve the fastest growth economically according to Denisi (1996). The growth of Sweden can be rooted to not more than the early 1960’s and has come a long way from there. Sweden was initially was a small agricultural country which had its main income coming from agriculture. Sweden being a very small nation has a population of close to 9.05 million (July 2009 est.) according to the fact book CIA. About 4.19 million (2009 est.) have been said to be the working class or in other terms are the labour force, where 28.8 percent of them are from the labours working into the industrial field and 70.7 percent of them are located in the service industry and 1.6 percent of them approximately are in to the field of agriculture work force. The available work force numbers are clear indications of the need of a proper employment relations system and policy to be in place for smooth operations. Heathfield S....
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