International Labour Relations
Introduction
The phenomena of employment relations are found in all countries where people work for others in paid employment. According to (Bamber et al 2004) employment relations deal with all aspects of employment relations, including human resource management (HRM). Therefore, in this paper the term employment relations will be used to encompass industrial relations and HRM. As a generic subject, therefore, industrial relations are ubiquitous. The field of employment relations, on the other hand, is one particular (Bain, 1974) approach to studying these phenomena and solving the problems that arise from them. It is only one of a variety of possible ways to produce and organize knowledge, and as such it has a unique frame of reference and its own theories and concepts, techniques, practices, and ideological commitments. The internationally comparative approach (Bamber et al 2004) requires insights from several disciplines and knowledge of different national contexts. Some scholars distinguish between comparative and international studies in this field. Comparative employment relations may involve a description and analysis of two or more countries. Whereby, international employment relations involve (Bamber et al 2004) exploring institutions and facts that cross national boundaries such as the labour market roles and behaviour of intergovernmental organisations, multinational enterprises and unions. International and comparative employment relations include a range of studies that span boundaries between countries. This paper will examine employment relations, reasons justifying the international comparative study of employment relations and it will also identify and critically discuss some of the difficulties and pitfalls in engaging in this academic enterprise.
Employment relations The term employment relations, although not entirely transparent in meaning connotes the state of relations between employers and employees. When the tern is
The phenomena of employment relations are found in all countries where people work for others in paid employment. According to (Bamber et al 2004) employment relations deal with all aspects of employment relations, including human resource management (HRM). Therefore, in this paper the term employment relations will be used to encompass industrial relations and HRM. As a generic subject, therefore, industrial relations are ubiquitous. The field of employment relations, on the other hand, is one particular (Bain, 1974) approach to studying these phenomena and solving the problems that arise from them. It is only one of a variety of possible ways to produce and organize knowledge, and as such it has a unique frame of reference and its own theories and concepts, techniques, practices, and ideological commitments. The internationally comparative approach (Bamber et al 2004) requires insights from several disciplines and knowledge of different national contexts. Some scholars distinguish between comparative and international studies in this field. Comparative employment relations may involve a description and analysis of two or more countries. Whereby, international employment relations involve (Bamber et al 2004) exploring institutions and facts that cross national boundaries such as the labour market roles and behaviour of intergovernmental organisations, multinational enterprises and unions. International and comparative employment relations include a range of studies that span boundaries between countries. This paper will examine employment relations, reasons justifying the international comparative study of employment relations and it will also identify and critically discuss some of the difficulties and pitfalls in engaging in this academic enterprise.
Employment relations The term employment relations, although not entirely transparent in meaning connotes the state of relations between employers and employees. When the tern is
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