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Internal Labour Markets (internal + labour_market)
Selected AbstractsINTERNAL LABOUR MARKETS: EVIDENCE FROM TWO LARGE AUSTRALIAN EMPLOYERSAUSTRALIAN ECONOMIC HISTORY REVIEW, Issue 2 2009Andrew Seltzer Australian firms; banks; internal labour markets; railroads; salaries This paper examines internal labour markets in the late nineteenth and early twentieth century using personnel records from the Union Bank of Australia and the Victorian Railways. Both employers hired young workers and offered them the possibility of very-long-term employment. Salaries were determined by impersonal rules, such as being attached to tenure and to position. Workers rarely received nominal pay cuts. This approach to human resources was designed to retain and motivate workers. We show that all of the classic features of internal labour markets used to describe American firms in the 1970s were present dating back to the Victorian period. [source] Collective bargaining and new work regimes: ,too important to be left to bosses'INDUSTRIAL RELATIONS JOURNAL, Issue 3 2009Patricia Findlay ABSTRACT The formal negotiations process remains perhaps the least-studied moment of collective bargaining. Drawing on ideal types of ,distributive' and ,integrative' bargaining and the ,formal/informal' distinction, this article reports non-participant observation and ethnographic research into the negotiations process that enabled a change agreement in a British multinational, hereafter anonymised as FMCG. Informal bargaining relations provided the backdrop to,and emerged within,the formal negotiations process. Formal bargaining established new employment contracts based on a simplified internal labour market and generated the joint governance processes to enable and regulate the change process. Neither management nor union strategy was wholly derived from rational, interest-based positions. The negotiations process was essential to strategy formation and to the emergence of sufficient ,integrative' bargaining for all parties to devise and approve new processual institutions and norms to deliver a more flexible labour process and to restore the long-run viability for ,distributive' bargaining. [source] Portfolios of mobility: the movement of expertise in transnational corporations in two sectors , aerospace and extractive industriesGLOBAL NETWORKS, Issue 1 2008JANE MILLAR Abstract This article is about how UK-based transnational corporations source expertise and move highly skilled people among their sites. TNCs rely heavily on their internal labour markets for skills. We examine patterns and trends in the ways that TNCs in two sectors, aerospace and extractives, dynamically orchestrate and deploy their networks of expertise internationally to address the demands of different markets. We chart the types of mobility that exist, identify how and why they are used, and explore some of the institutional, industrial, organizational and technological factors that influence these trends. We show that different types of mobility play distinct roles in organizations. Companies respond to mobility calls from diverse stimuli by linking together mobility options into portfolios of moves that represent negotiated responses to industrial and individual requirements. [source] Work Roles and Careers of R&D Scientists in Network OrganizationsINDUSTRIAL RELATIONS, Issue 2 2005ALICE LAM Despite the burgeoning literature on the network organization as a new mode of innovation, we know little about how the flow of knowledge across organizational boundaries is intertwined with careers. This study explores the implications of the network model of R&D organization for the work roles and careers of R&D scientists within the changing relationship between industry and the academia. It examines how firms seek to resolve the tension between science and business by developing closer human resource ties with universities. It argues that firms have sought to construct "extended" internal labour markets (EILMs) between themselves and the universities with which they collaborate, leading to the formation of a hybrid scientific community straddling the two sectors. [source] Migration and Policies in the European Union: Highly Skilled Mobility, Free Movement of Labour and Recognition of DiplomasINTERNATIONAL MIGRATION, Issue 1 2001Joćo Peixoto This article evaluates the relationship between highly skilled mobility (especially by individuals with university-level degrees) and migration policies. Data from the European Union (EU) and Portugal (in particular) provide the empirical basis of the research. EU policies regarding the free circulation of individuals which aim to build the "common market" for economic factors (including labour) are reviewed, as are the more specific recognition of diplomas policies for professional and academic purposes, and recent levels of international mobility in both the EU and Portugal. The article also enumerates the main obstacles that, from a political and legal or social and cultural perspective, explain the low mobility revealed by those figures. Obstacles include the broad denial of citizenship rights; the necessity of assuring a means of sustenance; linguistic and technical exigencies for diploma recognition; the social attributes of work (more explicit in the service sector); and the institutional nature of national skilled labour markets. The main exception to the low mobility rule , movements of cadres in the internal labour markets of transnational corporations , together with flows in other multinational organizations, are also reviewed. In these, migrations are relatively exempt from political constraints and, significantly, avoid the recognition procedures adopted by the EU. In other words, it seems that the entry of highly skilled individuals in a transnational corporation, and not their citizenship in a Europe without frontiers, is what enables them to achieve effective mobility. [source] MAKING THE CORE CONTINGENT: PROFESSIONAL AGENCY WORK AND ITS CONSEQUENCES IN UK SOCIAL SERVICESPUBLIC ADMINISTRATION, Issue 2 2008KIM HOQUE In recent times, the UK has witnessed a steady growth in the use of agency workers to fill core professional roles in public sector organizations. Similar trends have been noted elsewhere, particularly in Australia and the US. In this paper our objective is to explore some of the consequences of this growth, drawing on case study research on social services. We point to a number of problems associated with the management of agency workers and to the potentially negative consequences for the quality of services. These problems, in turn, may impact on key aspects of a (largely functional) public service employment model founded on strong internal labour markets, employment stability and collegial ethos. We also note that while there are ways in which public organizations can manage this situation, certain constraints may prevent them from doing so. [source] INTERNAL LABOUR MARKETS: EVIDENCE FROM TWO LARGE AUSTRALIAN EMPLOYERSAUSTRALIAN ECONOMIC HISTORY REVIEW, Issue 2 2009Andrew Seltzer Australian firms; banks; internal labour markets; railroads; salaries This paper examines internal labour markets in the late nineteenth and early twentieth century using personnel records from the Union Bank of Australia and the Victorian Railways. Both employers hired young workers and offered them the possibility of very-long-term employment. Salaries were determined by impersonal rules, such as being attached to tenure and to position. Workers rarely received nominal pay cuts. This approach to human resources was designed to retain and motivate workers. We show that all of the classic features of internal labour markets used to describe American firms in the 1970s were present dating back to the Victorian period. [source] | |||||||||||||