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The impact of industrial relations systems on training: Evidence from selected industrialised economies

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  • Lansbury, R.D
  • Pickersgill, R.

Abstract

This paper argues that different systems of industrial relations foster or discourage social dialogue in relation to training and other matters. Countries which have more cooperative or consensual based systems of industrial relations tend to have greater dialogue between the social partners on training than those which do not. They also appear to have more comprehensive and integrated approaches to training at micro and macro levels. It should be emphasised that while industrial relations do not act in a deterministic way to create particular training outcomes, they appear to have an important influence on these issues. Furthermore, while the institutional bases of industrial relations systems are in the process of change and the concept of social partnership is becoming broader, social dialogue is likely to continue to play an important role in skill formation and development.

Suggested Citation

  • Lansbury, R.D & Pickersgill, R., 2002. "The impact of industrial relations systems on training: Evidence from selected industrialised economies," Australian Bulletin of Labour, National Institute of Labour Studies, vol. 28(4), pages 284-299.
    • Handle: RePEc:fli:journl:27783
    Note: Lansbury, R.D., Pickersgill, R., 2002. The impact of industrial relations systems on training: Evidence from selected industrialised economies. Australian Bulletin of Labour, Vol. 28 No. 4, pp. 284-299
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    File URL: http://hdl.handle.net/2328/27783
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    Cited by:

    1. Bae, Johngseok & Rowley, Chris, 2004. "Macro and micro approaches in human resource development: context and content in South Korea," Journal of World Business, Elsevier, vol. 39(4), pages 349-361, November.

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