This document provides an overview of employee relations and international labor organizations. It defines employee relations and discusses factors that influence it such as institutional, economic, technological, political/legal, and global factors. It then evaluates international labor organizations like the WFTU, ICFTU, ITUC, and ETUC. Alternative forms of worker representation are described, including work councils, co-determination, and worker cooperatives. Work councils and co-determination systems in different countries are defined. Finally, litigation risks in international employee relations are mentioned.

1. Presentation IHRM
Submitted to:
Mr. Muhammad Hamid
Submitted by
Gulraiz Ahmed
Roll number 3023
Date 9 jan,2017
University of education Lahore,okara campus

2. Definitions.
• Employee relations practices include formal processes,
procedures and channels of communication.
• The term 'employee relations' refers to a company's efforts to
manage relationships between employers and employees.

3. Define ER
• Employee relations consists of all those areas of human
resource management that involve relationship with
employees-directly or through collective agreements
where trade unions are recognized.

4. Factors Influencing ER
 Institutional factor
 Economic factor
 Technological factor
 Political and legal factor
 Global factor

5. Evaluation of international labor relation and
organizations.
• WFTU (World federation of trade unions)
• ICFTU (International confederation of free trade unions)
• ITUC (International trade union confederation)
• ETUC (European trade union confederation )
• TUAC (Trade union advisory committee )

6. Non Union Worker Representation
In many countries ,additional forms of worker representation have evolved. Three such
alternative institutions are described here.
• Work Councils.
• Co-determination.
• Worker Co-operatives.

7. Work Councils:
• These are forums where workers and management
meet to discuss issues concerning work e.g. working
conditions, pay, training
• Usually members are elected
• Often used where there are no trade unions
• Member countries must pass legislation requiring
work councils.
• Firms from outside in Europe must adapt EU
requirements.

8. Co-determination.
• cooperation between management and workers in decision-making,
especially by the representation of workers on management boards.
• Employees participate in major strategic decisions.( in Germany)
• EU companies have some form of participation of employee in
Companies decision making.
• employee involvement from Operational issues to full SDM. From
simple information and consultation to work councils and
codetermination.

9. Corresponding system of co-determination
• Dual system
where the supervisory board(on which employee representatives
have one-third of the members) supervises the board of directors
(Germany ,Denmark ,Austria)
• Single tier system
where there is only one board of directors and the employees have
one or two representatives.
• Mixed system
obligatory participation but only advisory role (France)

10. Worker Co-operatives.
• Meaning
A worker cooperative is a business entity that is owned
and controlled by the people who work in it.
• One of the world's best known examples of worker
cooperation is the Mondragon Cooperative Corporation in
the Basque. Spain
According to Mondragon Cooperative Corporation
workplace owned and managed by workers themselves.

11. Litigation risks in international employee
relations
• These risks involves errors and mistakes during dealing
with foreign employees and international assignees.
• Protection for employees and their rights in foreign
operations.