Sarosh Kuruvilla

International HRM: national business systems, organizational politics and the international division of labour in MNCs

In this paper we address a key issue that dominates international HRM research, namely the global–local question. The question concerns how multinationals can or should balance the pressures to develop globally standardized policies with the pressures to be responsive to the peculiarities of the local context. In our view, three important conceptual weaknesses have restricted research progress in this field: the inadequate conceptualization of national effects, which results in culture being used as an unsatisfactory ‘catch-all’ for national differences; the lack of attention to the influence of internal organizational politics; and the absence of focus on the internal division of labour within MNCs. We discuss the ways in which these weaknesses can be addressed and the implications of these alternative concepts.

Linkages Between Industrialization Strategies and Industrial Relations/Human Resource Policies: Singapore, Malaysia, the Philippines, and India

The case studies of Singapore, Malaysia, the Philippines, and India presented in this paper support the authors contention that a countrys industrialization strategy for economic development profoundly influences its industrial relations (IR) and human resources (HR) policy goals. The author finds that import substitution industrialization was associated with IR/HR policy goals of pluralism and stability, while a low-cost export-oriented industrialization strategy was associated with IR/HR policy goals of cost containment and union suppression. In countries that moved from a low-cost export-oriented strategy to a higher value added export-oriented strategy, the focus of IR/HR policy goals shifted from cost containment to work force flexibility and skills development. The four countries diverged, however, in the specific institutions and arrangements they adopted to meet national IR/HR policy goals, due to different political choices made by dominant actors and different institutional industrial relations histories.

Change and Transformation in Asian Industrial Relations

We argue that industrial relations (IR) systems change due to shifts in the constraints facing those systems and that the most salient constraints facing IR systems in Asia have shifted from those of maintaining labor peace and stability in the early stages of industrialization to those of increasing both numerical and functional flexibility in the 1980s and 1990s. The evidence to sustain this argument is drawn from seven “representative” Asian IR systems: Japan, South Korea, Singapore, Malaysia, the Philippines, India, and China. We also distinguish between systems that have smoothly adapted (Singapore, Malaysia, and the Philippines) and systems that have fundamentally transformed (China and South Korea) and hypothesize about the reasons for this difference.

No Panacea for Success: Member Activism, Organizing and Union Renewal

The precipitous decline in union density and influence around the world has spawned a growing body of scholarship on union renewal. While this literature evidences lively debates regarding the efficacy of different renewal strategies, many argue that the path to renewal is paved through increased member activism. In this article, we question that premise. We examine the importance of rank-and-file union member activism in 44 cases of organizing campaigns in the United States and in the UK. Our review of these cases reveals little support for the notion that member activism is indispensable to union renewal in general, and successful organizing campaigns in particular. Our findings provide additional insight into the debate over top-down and bottom-up strategies for renewal, and raise several questions for future research regarding when, under what conditions, and under what rules worker activism matters for labour union renewal.

Trade Union Growth and Decline in Asia

We examine trends in union density and union influence in several Asian countries. Though we find variation in union density, all countries experienced union decline in the 1990s. Asian countries also vary on our new union influence measure. We use a logics of action framework to examine the institutional context surrounding union growth, decline and influence in each country. Based on our examination of how these institutional contexts are changing, and what we know about the strategies of unions, we are not hopeful regarding the near term prospects for reversing union decline.

An Assessment of the Singapore Skills Development System: Does it Constitute a Viable Model for Other Developing Countries?

Abstract In this paper, we briefly describe the institutional background of Singapores successful national skills development model. We devise a tentative framework to evaluate national level skills development efforts, and we use it to assess the Singapore model. We argue that the model has the potential to move constantly toward higher skills equilibria. We question however, the long-term sustainability of the model, and whether it is transferable to other developing countries. We conclude with some principles that other countries might use in organizing their own skills development systems.

The Changing Nature of Labor Unrest in China

A qualitative shift is underway in the nature of labor protest in China. Contrary to prior literature that characterized strikes as being largely defensive in nature, the authors suggest that since 2008, Chinese workers have been striking offensively for more money, better working conditions, and more respect from employers. They explain these developments using a “political process” model that suggests economic and political opportunities are sending “cognitive cues” to workers that they have increased leverage, leading them to be more assertive in their demands. Such cues include a growing labor shortage, new labor laws, and new media openness. Their argument is supported by a unique data set of strikes that the authors collected, two case studies of strikes in aerospace factories, and interviews with a variety of employment relations stakeholders.

From the Firm to the Network: Global Value Chains and Employment Relations Theory

We posit that traditional employment relations theories that focus on individual firms embedded in distinct national institutional contexts are no longer adequate for the analysis of employment relations in a globalized era where production and services are increasingly coordinated across countries and firms. Building on global value chain theory, we introduce a configurational framework that explicitly addresses the employment relations implications of the interconnections within and between firms in the global economy. We argue that different value chain configurations will evidence different employment relations patterns, and we validate our framework by applying it to the study of three contemporary global issues. In sum, the framework permits a shift in the focus of employment relations scholarship away from the individual firm to the global networks in which they belong, and hence provides a new theoretical lens for the analysis of employment relations in the global economy.

Globalisation and outsourcing: confronting new human resource challenges in India's business process outsourcing industry

In this article, we argue that the rapid growth of the outsourcing industry has resulted in both high turnover and labour shortages and at the same time provided employment opportunities to a new group of employees: young upwardly mobile college graduates. We argue that this particular demographic profile is prone to high turnover and presents new managerial challenges. We then examine the variety of recruitment and retention strategies that companies in the business process outsourcing industry are experimenting with and show that many novel HR strategies are being crafted to address the needs of this young middle-class workforce. We also examine macro efforts by state and central governments and the industry association to help resolve some of these problems.

Industrial Relations System Transformation

The authors use two models from biological science—the evolutionary model of gradual adaptation, and the contrasting punctuated equilibrium theory that posits occasional periods of rapid, fundamental change punctuating longer periods of stability—to define industrial relations system “transformation” and explore its implications. An industrial relations system can be said to have undergone transformation, they argue, when the network of basic assumptions and principles underlying that system, or its “deep structure,” is changed, and such change can occur either through gradual adaptation or through abrupt revolution. They apply this conceptual framework to industrial relations system changes in Sweden, South Africa, New Zealand, and the United States.