Introduction: the Asia-Pacific HRM model revisited

This article introduces a symposium which 'revisits' the Asia-Pacific HRM model, much discussed in recent literature. It argues that, while the IR/HRM systems of the countries in the region are prima facie heterogeneous, there is both commonality and diversity. It posits the four logical cases of 'hard convergence', 'soft convergence', 'soft divergence' and 'hard divergence'. It argues that the most probable outcomes are likely to be the middle options. 'Soft convergence' may have occurred as a result of broader responses to broad economic trends such as globalization; 'soft divergence' may still be de rigueur , as the devil is always 'in the details'. Institutional and legal changes may also take place more slowly than enterprise-level or organizational ones.     

Dynamics of Trade Integration and Technological Convergence

The issue of the impact of trade on economic performance and labour markets has been intensively discussed in recent literature on trade liberalization and globalization, where the debate was mainly about identifying the relative impact of trade and technology. The bulk of the existing literature in this area employs, almost without exception, a static Heckscher-Ohlin framework that seems not to be a suitable tool for analysing the ongoing dynamics. This paper presents a dynamic multi-sectoral framework with heterogenous labour to explore the issue of trade liberalization and sectoral catching-up in productivity levels. The model is basically an input-output framework with Schumpeterian features; the latter are modelled as the impact of transitory rents that result from uneven productivity growth and technological catching-up upon the price and quantity systems of the trading economies. Relative productivity and wage rate dynamics across sectors determine the comparative costs and the dynamics of trade specialization. In the Appendix, the equilibrium solutions of the model are derived.     

Globalization,employment relations and human resources indicators in ten developed market economies: international data sets

This paper provides statistical information on internationalization, human resources and labour market outcomes in ten important developed market economies (DMEs). Such data are useful for practitioners and academics who are interested in international HRM. The article's aim is to provide easily accessible statistical tables of selected characteristics, which can be used to draw initial comparisons between countries and to test competing accounts of the impact of globalization on national patterns of employment relations. It includes standard sources so readers can elaborate and update these data.     

Globalization and transformation of human resource management in South Korea

Developments in the area of globalization, labour markets and human resource management (HRM) are topical and have high profiles. Yet they are often underpinned by several older and implicit views. This paper examines five propositions in this respect. We discuss globalization, often taken as driving such developments, and the role of supportive and limiting factors to its influence. We use the case of South Korea, as the main direction of change here is seen as from 'traditional' employment security and seniority-based systems of employee resourcing and rewarding, towards 'newer' flexible and performance-based ones. This seems, on the surface, a case of practice transfer in a somewhat inhospitable climate. We examine and evaluate the restraints, direction and extent of such changes, and arguments that HRM systems are being transformed by such developments. We find that the situation is more constrained and ambiguous.     

Globalization and trade union strategy: industrial restructuring and human resource management in the international civil aviation industry

For trade unions, the central problematic of globalization is the growing disparity between the mobility of capital and labour. The ability of capital to operate on a trans-national basis is widely perceived to have precipitated a process of cost cutting as international companies seek to cut workers' remuneration and other conditions of employment. However, systematic empirical evidence on the impact of globalization on human resource management is hard to find, as is any assessment of the differential impact of globalization on different occupational groups or the response of trade unions to any deterioration in their members' terms and conditions of employment. Focusing on the international civil aviation industry, we examine the effects of globalization on human resource management and the national and international strategies developed by organized labour in response. Although the evidence suggests that there is indeed a concerted effort by major airlines to cut costs, trade unions have been able to retard the pace of change and effectively defend the interests of some occupational groups. Moreover, the future course of globalization will be contested through new international strategies and repertoires of collective action developed by the trade union movement.     

Dismantled Spatial Fixes in the Aftermath of Recession: Capital Switching and Labour Underutilization in the Greek Capital Metropolitan Region

The article offers a fresh, empirically grounded look at the spatialities of crisis‐triggered employment forms—a largely overlooked issue in contemporary critical geography literature. Specifically, it discusses the interconnection between investment flows from manufacturing to the built environment (capital switching) and underemployment in urban metropolitan regions to substantiate its impact on emerging spatial fixities. The article, which is based on an empirical analysis informed by a radical political economy, investigates changing fixed capital formations in Greece over an extended period prior to and during the recession, from 1995 to 2012. It traces the evolution of part‐time waged work in the capital metropolitan region of Attica (Athens) vis‐à‐vis the rest of the country's regional labour markets, focusing on the polarized 2005–2012 period and the demise of the construction industry. The article highlights that ‘disrupted’ capital switching that occurred in Greece, closely associated with recalibrated sectoral priorities and institutional interventions, resulted in the uneven sprawling of underemployment. Our findings offer insight into how the dismantling of spatial fixes within core metropolitan regions of the southern European Union (and beyond) are connected to labour surplus and successive slumps in manufacturing and construction. The article closes by calling for new theorizations of contemporary urban regional unevenness and its spatiotemporal fixities, which account for the role of changes in labour turnover time.     

Epidemics,labour markets and unemployment: the impact of SARS on human resource management in the Hong Kong service sector

This article examines the links between epidemics and their economic consequences, specifically in terms of their impacts on labour markets and jobs. To exemplify the above, we examine the effects of SARS (Severe Acute Respiratory Syndrome) on the Hong Kong economy, its labour market and its level of employment and unemployment. The article hypothesizes that the greatest impact would be on human resource management (HRM) in the service industries and on particular sub-sectors, such as the hotel sector. It concludes that the dramatic demand and supply ‘shocks’ significantly affected both the demand for and the supply of labour in the sector, with discernible HRM consequences.     

INDUSTRIAL RELATIONS AND THE BRITISH ECONOMY IN THE 1990s: MRS THATCHER'S LEGACY

The authors challenge the view that the UK Conservative governments during the 1980s achieved important advances in industrial performance through the abandonment of corporatist policies that allowed management to regain the initiative and push through changes in work organization. The article takes issue with the idea that collective labour institutions necessarily impair economic efficiency, and it points up important connections between Thatcher's offensive against organized labour and the enduring weaknesses in human capital and technology. The article has three sections: the first examines labour markets and industrial relations; the second analyses government regulation; and the third assesses trends and prospects for the future, with emphasis on employment flexibility and labour productivity. The authors conclude with some comments on future prospects in the context of Britain's fuller integration in Europe.     

Part-time employment and industrial relations developments in the EEC*

Voluntary part-time work is now an established feature of EEC labour markets. In this article the author discusses the issues surrounding the Council's directive on voluntary part-time work and argues that it represents an acknowledgement by governments, employers and trade unions that part-time workers do not constitute a part of the marginal labour force.     

The effectiveness of socially sustainable sourcing mechanisms: Assessing the prospects of a new form of joint regulation

The traditional mechanisms for improving and protecting labour standards in advanced economies are failing. In Britain, the effectiveness of collective bargaining has diminished substantially over the past quarter century. Legally enforceable minimum labour standards have been an inadequate substitute. A new form of ‘joint regulation’ is emerging that may be better attuned to the contemporary structure of product market competition. It involves employers and unions coordinating action on labour standards across the supply chains of firms that contribute to the production of a particular good or service. This article explores the circumstances in which these ‘socially sustainable sourcing’ mechanisms develop and examines their impact on labour standards, by means of two case studies.     

Auditing Human Resource Management in the Global Environment

The globalization of business is making it increasingly important to understand how multinational enterprises (MNEs) can operate more effectively. Human resource management can be a critical determinant of corporate effectiveness, particularly as it plays out in the global arena. This article discusses how MNEs enhance their ability to utilize human resources and internal labour markets for competitive advantage through audits of the international human resource management (IHRM) function. A multidimensional auditing framework is developed and applied to the strategic aspects of IHRM in MNEs and international joint ventures.     

Staffing practices in transition: some empirical evidence from China

Although the reform of staffing practices in China has been discussed in the literature, the rationale behind this reform and changes in this HR activity have received insufficient attention and warrant further examination. This article reviews staffing practices during and after Mao's regime, and reports the results of a survey of staffing practices in Chinese industrial enterprises. The research findings indicate that a free labour market is emerging in China, staffing practices are becoming more decentralized and selection criteria have focused more on job-specific information, such as personal ability and skills, rather than political factors. The empirical results also demonstrate that ownership form does have an impact on staffing practices. The paper concludes by arguing that staffing practices in China have revealed only some resemblance to those conducted in the Western market economies.     

Generational Dimensions of Neoliberal and Post‐Fordist Restructuring: The Changing Characteristics of Young Adults and Growing Income Inequality in Montreal and Vancouver

There is growing concern over income inequality and its generational dimensions. Post‐Fordist and neoliberal restructuring have reshaped urban labour markets, resulting in growing inequalities that disproportionately afflict younger workers. This article empirically analyses the transition as experienced in Montreal and Vancouver, two Canadian cities that have undergone restructuring in different ways. The study of young adults' changing incomes reveals growing intra‐ and inter‐cohort inequality, and an increasing intergenerational income gap in both cities. Income inequality is greater in Vancouver, with its more pronounced post‐Fordist labour force composition and neoliberalized governance context. Known factors such as occupation and gender affect the earnings structure, but educational attainment has increased the most in terms of its effect on incomes. Inequalities among young adults are expected to magnify in the future due to unevenness in educational attainment. Urban research ought to pay close attention to the role of education in structuring inequalities, and the ways the impact of restructuring is unevenly distributed across generations.     

Forefronts of the Sharing Economy: Uber in Cape Town

The sharing economy, often phrased as ‘platform capitalism’, enables firms such as Uber and Airbnb to monetize, through specific technologies of mediation, the networks, the assets and the precarious labour of those who are described as ‘the entrepreneurs of sharing’. This article explores the urban geographies of ride‐sharing in the marketization of Uber in Cape Town, South Africa. I use empirical evidence collected during the first phase of its operations in the city, between 2013 and 2015, to show how Uber relied upon the developmental entrepreneurialism of Cape Town to embed its ride‐sharing market locally, and how the drivers enacted multiple technical, economic and ethical regimes within and without the constraints of the software platform. The research presented in this article thus contributes to understanding how the discourses of millennial development, with its promises of entrepreneurial empowerment, are adopted by global sharing‐economy firms to enact their markets in the global South. It also reveals how a different genealogy of Uber's urban transactions offers an alternative perspective on the normative rationalities of the sharing economy and on the diverse economies that exist in relation to platform capitalism in the global South.     

Labour supply in Italy: an empirical analysis of joint household decisions,with taxes and quantity constraints

This study applies an econometric framework which allows for complex non-convex budget sets, highly non-linear labour supply curves and imperfect markets with institutional constraints. A married couple's version of the model is estimated on Italian microdata. The empirical results show that male labour supply is rather inelastic while labour supply among females, especially participation, is considerably more elastic. The elasticities depend strongly on household income. The largest elasticities are found for females living in poor households. The results of the tax simulations suggest that there are only modest labour supply responses from replacing the 1987 system by proportional taxes. Copyright © 1999 John Wiley & Sons, Ltd.     

Money,markets, meltdown: the 21st‐century crisis of labour

Analyses of the global crisis that erupted in 2007 in bank failures, liquidity shortages and business bankruptcies have obscured the connections between the real and monetary economies. Money market fetishism dominates. In the past, theories of economic crisis assigned a key causal role to labour's growing strength. In Britain, the focus of debate was trades unions' allegedly unregulated power at workplace level, but labour's presence and influence in state, business and workplace institutions has since receded. This article attempts to re‐insert labour into the contemporary analysis of the crisis and highlights the shifting relations between states, capital and labour in the age of austerity.     

Training hold up and social labour markets

This paper seeks to analyse the impact on training outcomes of labour markets with a social dimension which enhances workers rights and benefits, including the right to unionise. The ILO in particular champions the cause of such social labour markets both on the grounds that they represent fundamental rights as well as on the grounds that they generate helpful economic outcomes. In the context of on the job training, this paper demonstrates that the benefits of such social labour markets are mixed. In particular, it demonstrates that whilst unionisation can increase productivity and mitigate training hold up, there are also risks to increasing union power.     

Human resource practices and discrimination in South Africa: overcoming the apartheid legacy

While there is some level of isomorphism and convergence in HRM practices, country-specific differences remain, notwithstanding globalization and the influence of increasingly powerful multinationals. Much work has occurred on diversity management and cultural aspects of management in South Africa (SA). This analysis finds that local institutional context in labour relations and particularism in practices remain important, although the influence of convergent forces such as globalization, information technology and increased competition has become much more prominent in post-apartheid SA. Human resource practitioners in SA see the most important workplace challenges as performance improvement, employment equity, training and development and managing trade union expectations. This article critically evaluates the effects of recent legislative measures, particularly labour court and arbitration awards aimed at addressing the adverse impact of past unfair discrimination on pay practices and skills development. The latter are found to be interrelated, sensitive and difficult areas of discrimination in respect of legal proof.     

Vocational training and the labour market in liberal and coordinated economies

In recent decades, the differences between the education and training systems in the liberal and coordinated market economies have increased. It is not possible to understand such different developments by focusing exclusively on the internal dynamics of vocational and general education systems. Vocational education and training (VET), and particularly apprenticeship systems rather than school‐based VET, are deeply embedded in the different national production, labour market, industrial relations and status systems. In order to contribute to a better understanding of the dynamics of VET, we examine recent developments in general and vocational training and its links to the labour and product market in five contrasting countries, namely, Denmark, Canada, Germany, Korea and the USA. In particular, differences in industrial relations, welfare states, income distribution and product markets are the main reason for the persistent high level of diversity in vocational training systems. The difference can perhaps be summarized as follows: in the coordinated market economies, the modernisation of vocational training is seen as a contribution to innovation in the economy, while in liberal market economies, it is seen as a siding into which weaker pupils can conveniently be shunted.     

Ageing's raging savings debate

• ? Demographic changes have played a crucial role in pushing savings rates up and real rates down in the advanced economies. Despite some voices to the contrary, we think such forces will remain in place for many years to come.
• ? For such a predictable process, it's amazing that the economic implications of ageing are so hotly debated. Ageing affects everyone's lifetime savings decisions and has an impact on macroeconomic variables through several direct and indirect channels, the strength of which varies over time.
• ? The impact of ageing on savings depends on interpreting two distinct long‐term drivers. On the one hand, aggregate savings may start to fall as the baby‐boomer “bulge” in advanced economies transitions from the peak period of saving to the phase of lower saving in retirement.
• ? On the other hand, rising life expectancy should lead individuals to save more during their working lives or wait longer to retire. Greater labour market participation by those close to the official retirement age suggests that rising life expectancy is already leading many to remain in the workforce for longer – a trend that is likely to continue.
• ? Accounting for ageing and rising life expectancy together, we find there will be no major decline in savings even as the elderly's share of the population rises further.
• ? The impact on future real interest rates will, if anything, be negative. Comprehensive studies have reached a similar conclusion, taking into account the impact of demographic changes on savings, investment and other factors affecting real interest rates.
• ? Ageing populations may be complicating the escape from low global inflation. Crosscountry evidence suggests older populations may prefer lower inflation. As societies in advanced economies continue age, there is a downside risk to the long‐term outlook for inflation and bond yields.