Omparative Approaches in Employment Relations

You need to ensure you have chosen both a developed country(Australia) and a least developed country (Cambodia) to contrast and highlight the challenges within HRM and ER
For example this could be comparing France with either Zimbabwe or Pakistan

We would like you to:
a? Evaluate and compare the employee relations systems and critically analyse the implications for organisational practice.
a? Compare and critically evaluate the differing systems of control and regulation within the countries of your choice.
a? Examine the development of labour law and its enforcement in the two differing global contexts
a? Compare national perspectives of Master and Servant to highlight the guiding principles upon which employee relations is based within these countries.
a? A definition to help you distinguish between developed and least developed countries is taken from the United Nations

a¦The initial criteria for designating a country as least developed required a low per capita gross domestic product (GDP)and structural impediments to growth. The presence of such impediments was indicated by a small share of manufacturing in total GDP (under the then current assumption that a high the level of industrialization was a structural characteristic of developed or Advancedcountries), as well as a low literacy rate (indicating the extent of development of the countrys human capital).

(Source United nations (2011) last accessed 10/07/2013. cdp/ldc/ldc_criteria.shtml)
Sources/ books/ journals
Bamber G , Lansbury R & Wailes N (2011) International and Comparative Employment Relations. 5th edition, Sage.

Frege C and Kelly J (eds) (2013) Comparative Employment Relations in the Global Economy. Routledge.

Other recommended general texts include:

Barry M and Wilkinson A (2011) Research Handbook of Comparative Employment Relations. Edward Elgar.
Brewster. C., Sparrow. P. & Vernon, G. (2011) International Human Resource Management. CIPD.
Dundon T and Rollinson D (2011) Understanding Employment Relations. 2nd edition, McGraw-
Hill..

Ferner A and Hyman R (ed) (1998) Changing Industrial Relations in Europe. 2nd edition, Blackwell.

Lucas R, Lupton B and Mathieson H (2006) Human Resource Management in an International Context. 2nd edition, CIPD.

Lucio M (ed) (2014) International Human Resource Management: An Employment Relations Perspective. Sage.
British Journal of Industrial Relation
Employee Relations
Employment Relations Today
Empowerment in Organisations
European Industrial Relations Review
European Journal of Industrial Relations
Human Resource Management
Industrial Law Journal
Industrial Relations
Industrial Relations Journal
Industrial Relations Review and Report
International Journal of Human Resource
Management
International Labour Review
Incomes Data Services
IRS Employment Review
Labour Research
Labour Market Trends
New Technology, Work and Employment
Participation and Empowerment
Industrial Relations Observatory ie
European Trade Union Institute europa.eu.int
International Labour Organisation tuc.org.uk

Criteria

Knowledge and understanding
Content and Exploration of theories and ideas
Analysis and Synthesis
Critical engagement and analysis
Technical skills and referencing
Command of the topic, unusual creativity, perception and insight, all suggesting that work should be published in an academic forum.
Outstanding selection that makes a substantial contribution to academic debate.

Outstanding use of source material.
Excellent argument that is of the highest academic quality.
Critical distance and outstanding analysis of the question, to a high degree of excellence.
Referencing impeccable using appropriate conventions.
No errors in grammar or spelling.