The Impact of Industrial Relations Systems on Training: Evidence From Selected Industrialised Economies

By Russell D. Lansbury and Richard Pickersgill

Different systems of industrial relations foster or discourage social dialogue in relation to training and other matters. Countries that have cooperative or consensual based systems of industrial relations tend to have greater dialogue between the social partners on training than those that do not.

They also appear to have more comprehensive and integrated approaches to training at micro and macro levels. It is emphasised that whilst industrial relations does not act in a deterministic way to create particular training outcomes, they appear to have an important influence on these issues.

With rapid technological change, globalisation of the economy and the development of new forms of work and industries, there is a need to re-conceptualise concepts such as labour markets and working life to accommodate changes in the types of skills required for the future. The changing and declining role of union and employer associations and a change in the role of government requires a rethink of the idea of social partnership, particularly in countries where unions are barely present. This does not reduce the need for social dialogue on training but highlights the fact that the nature and purpose of training and work is constantly in need of review, and the institutional framework of industrial relations is important for ongoing skill formation.

(Australian Bulletin of Labour, vol. 28, no. 4, December 2002)