ІНСТРУМЕНТИ ЛЮДСЬКОГО ПОТЕНЦІАЛУ ТА МЕХАНІЗМУ КОРПОРАТИВНОГО УПРАВЛІННЯ В УМОВАХ ТРАНСФОРМАЦІЇ

This paper examines the mechanisms of human and intellectual capital transformations, as well as their development patterns in a company to ensure its growth and expansion together with building the company competitive edge in the context of knowledge economy. In particular, the study provides insights into the fundamental principles of corporate management, along with revealing the specifics of the interaction between human and intellectual driving factors and economic tools of corporate management. A special focus is put towards a social function of corporate management in resolving socioeconomic conflicts in the area of public production and its critical significance in tackling a vast range of social issues. Based on the findings, the study offers a conceptual and methodological approach to building and implementing strategies for promoting and boosting human capital to respond to modern economic development trends and challenges. Apart from that, the study identified the need to pay more attention to expanding the research in every area of economic thought and re-think the implications of economic policies being currently realized. It is also noted that corporate management systems in different countries demonstrate great variability, in particular, there are significant differences in the area of corporate ownership and control patterns. The paper presents an overview of various types of corporate management systems which can be distinguished by the nature of their ownership and control paradigm, as well as by diversity in terms of shareholder rights. Thus, some management systems are characterized by a wide range of ownership forms while others tend to concentrate ownership rights or control functions as much as possible. A conclusion is made that there is still no single corporate management model in the world, and each country has developed its own range of tools and mechanisms to overcome corporate problems and challenges arising from the ownership dispersal or control issues. It is argued that the transition to a knowledge economy and increasing the human factor involvement in corporate management have become a distinctive feature of modern phase of enterprise management maturity in most developed economies, and the use of intellectual capital and talent management are viewed as a primary tool in ensuring company high efficiency and competitiveness. The findings reveal that the latest approaches to the research problem, transformations in the company capital structure design, with a key focus on the role of intellectual capital as its crucial element, have contributed to radical changes in contemporary industrial relations. Given the growing significance of a company management concept which is considered a system where a human potential is an exceptional driving force in business development, it is concluded that in view of these changes, all outdated methods of the current operational management should be revised and, accordingly, new standards for business activity and performance practices have to be created.

Cultural Images of Labor Conflict and Coordination Literature and the Evolution of Industrial Relations Systems

Denmark, Sweden and the Netherlands have different historical patterns of industrialization, but developed similar patterns of industrial coordination and cooperation. Theories accounting for industrial relations systems (economic structure, power resources, and party/electoral systems) have difficulty accounting for the similarities among these cases. Therefore, we explore the historical depictions of labor appearing in literature to evaluate whether cross-national distinctions in cultural conceptions of labor have some correspondence to distinctions between coordinated and liberal industrial relations systems. We hypothesize that historical literary depictions of labor are associated with the evolution of industrial systems, and apply computational text analyses to large corpora of literary texts. We find that countries (Denmark, Sweden and the Netherlands) with coordinated, corporatist industrial relations in the 20th century share similar cultural constructions about labor relations dating back to at least 1770. Literary depictions found in modern coordinated/corporatist countries are significantly different from those found in Britain, a country with liberal/pluralist industrial relations systems. The research has significance for our understanding of the role of culture in the evolution of modern political economies.

Evaluating Labour Market Flexibility Using the TOPSIS Method: Sustainable Industrial Relations

This study evaluates labour market flexibility using the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS), a multi-criteria decision analysis (MCDA) method. TOPSIS is employed by comparing spatial (i.e., different countries) and temporal (i.e., long-time horizon) terms. Sustainable industrial relations processes are considered in shaping the flexibility of the labour market in 15 European Union Member States from 2009 to 2018. Countries are grouped into classes to provide a basis for benchmarking results against social and employment policies implemented at the national level. A five-step quantitative MCDA method is formulated using published data from the Organisation for Economic Co-operation and Development. The results indicate that the TOPSIS method is an appropriate approach for measuring labour market flexibility internationally. Moreover, in relation to workforce phenomena, the findings show that the method offers the possibility of examining the impact of particular factors related to social and employment policies of a country in terms of sustainable development and socioeconomic growth. The lack of precision tools to forecast the development of national and transnational labour markets—particularly during the COVID-19 era—highlights the importance of such a method for workforce planners and policymakers. Developing sustainable industrial relations in terms of associated national externalities is the motivation of the research.

PERLINDUNGAN HUKUM BAGI PEKERJA PENYANDANG DISABILITAS DITINJAU DARI UNDANG-UNDANG NOMOR 13 TAHUN 2013

ABSTRACTThis study aims to determine the form of legal protection against disabled workers with disabilities. This study uses normative research methods with data collection techniques used to solve the problem formulation is by library data obtained based on legislation and literature - literature or official books. Data analysis used is qualitative approach to primary data and secondary data. The result of the research can be concluded that the form of legal protection for workers with disabilities who are harmed by employers by viewing or reviewing Law No.13 Year 2103, in the law has regulated the legal protection for workers with disabilities. Therefore, the need for legal protection is preventive and repressive, by increasing the supervision of the relevant agencies so that the disability workers are not harmed by the employer. And if there has been a dispute then it can be a repressive legal protection, which prioritizes the form of bipartite negotiations, in deliberation and tripartite, mediated by the facilitator. If in such endeavors remain unreachable, either party may make a lawsuit by enclosing minutes of negotiations and being registered with the industrial relations court at the local district court. ABSTRAKPenelitian ini bertujuan untuk mengetahui bentuk perlindungan hukum terhadap pekerja penyandang disabilitas yang dirugikan. Penelitian ini menggunakan metode penelitian normatif dengan teknik pengumpulan data yang digunakan untuk memecahkan rumusan masalah yaitu dengan data kepustakaan yang diperoleh berdasarkan dari perundang – undangan dan literaturr - literatur atau buku - buku resmi. Analisis data yang dipergunakan adalah pendekatan kualitatif terhadap data primer maupun data sekunder. Hasil penelitian dapat disimpulkan bahwa bentuk perlindungan hukum bagi pekerja penyandang disabilitas yang dirugikan oleh pemberi kerja / pengusaha dengan melihat atau meninjau Undang-Undang No.13 Tahun 2103, di undang-undang tersebut sudah mengatur tentang perlindungan hukum bagi pekerja penyandang disabilitas tersebut. Untuk itu perlunya perlindungan hukum secara preventif dan represif, dengan lebih meningkatkan pengawasan dari dinas terkait agar pekerja disabilitas ini tidak dirugikan oleh pemberi kerja. Dan jika telah terjadi perselisihan maka dapat dilakukan perlindungan hukum secara represif, yang lebih mengutamakan ke bentuk perundingan secara bipartit, secara musyawarah dan tripartit, dengan ditengahi oleh fasiliator. Jika dalam upaya tersebut tetap tidak mencapai kesepakatan, maka salah satu pihak dapat membuat gugatan dengan melampirkan risalah hasil perundingan dan didaftarkan ke pengadilan hubungan industrial di pengadilan negeri setempat.

The Problems of Compensation Employement Termination Due to Covid-19

This study aims to answer employers dilemma during the Covid-19 pandemic to carry out labor efficiency by termination of work. The Cipta Kerja regulation number 11 of 2020 which is complemented by Government Regulation number 35 of 2021, as a normative basis for providing compensation for layoffs is considered a sufficiently mitigating solution when compared to previous labor legislation. However, what about the company's financial condition is not sufficient to provide compensation in accordance with the normative provisions of the legislation. To overcome this problem, an agreement is made between the employer and the workforce so that they can get a solution together. The agreement must also be registered with the Industrial Relations Court to protect the parties having an interest in it. Therefore, in writing this article, the Juridical Normative writing method is used, which analyzes cases based on applicable laws and regulations, analyzes legal concepts and qualitative descriptive methods.

What Does Codetermination Do?

The authors provide a comprehensive overview of codetermination, that is, worker representation in firms’ governance and management. The available micro evidence points to zero or small positive effects of codetermination on worker and firm outcomes and leaves room for moderate positive effects on productivity, wages, and job stability. The authors also present new country-level, general-equilibrium event studies of codetermination reforms between the 1960s and 2010s, finding no effects on aggregate economic outcomes or the quality of industrial relations. They offer three explanations for the institution’s limited impact. First, existing codetermination laws convey little authority to workers. Second, countries with codetermination laws have high baseline levels of informal worker voice. Third, codetermination laws may interact with other labor market institutions, such as union representation and collective bargaining. The article closes with a discussion of the implications for recent codetermination proposals in the United States.

Influence of Labor Management Relationship on Employee’s Performance

This article theoretically examined the effect of employment relations on employees in multinational corporations with a special focus on Dangote Cement. The article observed that labour-management relations also known as industrial relations play an imperative role in improving and sustaining employees' performance. It serves as the nerves of industrial harmony. The target population of this study, which isfinite (being defined), isthe total number ofDangote Cement Plantin Ibese, Ogun State, Nigeria. The population comprises staff whose population is two hundred and sixty (260). The use of a questionnaire was adopted to elicit information from the cross-section of the selected population. The correlation coefficient value ranges from 0 – 1 and has an acceptable value of 0.88, which indicates higher reliability of the measurement instrument and low error variance, implying that the instrument is reliable. While the analysis was done using regression analysis. The findings revealed that there is a significant influence of employee’s participation, trade union, and industrial harmony on employee performance. Organizations should encourage mutual relationships among employees, as well as provide conducive working conditions/ environment for employees, like organizational learning, effective communication among employees, which will enhance their productivity and employee's performance.