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从人力资源管理角度讨论员工关系-Employee Relations

1.Introduction

In the contemporary economy, employee relations are growing to be more complicated and it is extremely important to carefully analyze the recent trends in the labor market in order to fully realize and objectively assess the current situation in this market. In fact, nowadays the labour and traditional views on this process start to change, not in the last turn due to the increasing role of knowledge and information.
In this respect, it is particularly important to thoroughly analyze the position of women in the labor market and the extent to which their role has changed in the modern economy and employee relations. It is not a secret that traditionally women were in a deprived position compared to men and this is it is necessary to find out whether this problem is still relevant as well as to attempt to trace the basic causes of the existing difference between men and women in the labour market.
In such a way, it will be possibly to eventually define the basic components that constitute the gap between men and women employees in the modern economy.

2.The current women’s position in the labour market
Speaking about the current situation in the labour market, it should be pointed out that it has really changed compared to the situation that could be observed a few decades ago. First of all, the labour market demands and its structure are changing and what is more the gender difference has a trend to gradually decrease that, though, does not necessarily mean that they have already disappeared. In fact, nowadays the growth of new industries stimulated by the rapid development of new technologies, especially in the sphere of IT, creates the situation when the labour market demand on physical semi-qualified or non-qualified labour force gradually decreases.
As a result, the role of information and knowledge is growing and in the future this trend may become dominant. Naturally, in such a situation, some economic theories concerning labour need to be improved or precised. In this respect, it is worthy of note the human capital theory which traditionally defines human capital as “a way of defining and categorizing peoples’ skills and abilities as used in employment and as they otherwise contribute to the economy” (Walby and Olsen 102).
Briefly speaking, it is possible to say that, according to this theory, labour is one of the highest value the employees possess and, to a certain extent, labour is a cornerstone of employee relations. This is why it is very important for an employee to be competitive in the labour market that can be archived only through the high level of his/her skills and abilities he/she can offer to the market, or literally to employees.
In fact, it is hardly possible to underestimate the role of human capital in employees relations since human capital is a stock of assets one owns, which allows one to receive a flow of income, which is like interests earned. On the other hand, it is necessary to emphasize that human capital is substitutable though it does not mean that it will replace land, labour or capital totally, but “it can be substituted for them to various degrees and be included as a separate variable in a production function” (Allen 233).
In such a way, nowadays, actually as always, the relations of employees are defined b本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。