Employee relations represent the relations and contacts between management and all its employees.

Employee relations is an area of research related to the conditions and relationships that

exist in the workplace.

Globalization means integrating the domestic economy with the world economy.

The movement towards the expansion of economic and social ties between countries through the spread of corporate institutions and the capitalist philosophy that leads

to the shrinking of the world in economic terms.

It involves:
International trade flows

International financial flows

International investment flows Transfers of technology Mobility of labour

THE ADVENT OF GLOBALISATION HAS POSED CERTAIN CHALLENGES AS WELL AS CREATED CERTAIN OPPORTUNITIES FOR EMPLOYEE RELATIONS IN INDIA GLOBALISATION IMPINGES ON EMPLOYEE RELATIONS BEACAUSE:
It contributes to structural changes It subjects national labour markets to increased pressures from foreign economic influences.

GROWTH OF INTERNATIONAL BENCHMARKING/COMPETITION:

Changes due to technological developments.

Increased wage disparity.

EMPHASIS ON PRODUCTIVITY AND QUALITY

Competition with enterprises with sophisticated technology

Competitive advantage
Productivity as measure of performance and compensation

CROSS-CULTURAL MANAGEMENT:
Different background of workers and employers
Problems due to difference in work ethics, motivational systems, leadership styles, communication styles, negotiating techniques, participation procedures, etc.

TRADE UNIONS:
Trade unions fast losing their importance HR/IR Personnel created new links Decentralization of Collective Bargaining.

HR POLICIES:
Standardization of HR practices like compensation, employee

engagement keeping in mind the global standards and different

expectations of the diverse workforce.

CHANGES IN WORKFORCE:
Skilled and educated workforce. Emerging work arrangements (temporary, part-time employees)

New idea of people working for an organisation rather than in the

organisation.

CHANGES IN IR POLICIES
Excessive labour legislations and protectionist policies prior to 1991. Post 1991, the IR policies tilted towards the employers.

Balancing equity with efficiency Providing development and growth opportunities to employees

Dispute settlement and prevention methods Cross-cultural management

Importance of strategic HRM