Perubahan Persekitaran dan Cabaran

Persekitaran perburuhan dan corak pekerjaan sentiasa mengalami perubahan akibat dari pengaruh-pengaruh dalam negeri dan juga global. Mencipta, mewujudkan dan mengekalkan peluang pekerjaan dalam iklim pelaburan yang kondusif adalah penting untuk memastikan persekitaran pekerjaan yang sihat dan sekaligus memberikan manfaat kepada tenaga kerja. Penambahbaikan suasana pekerjaan menerusi pengurusan yang cekap dan mantap akan menyumbang kepada merealisasikan decent work untuk semua pekerja.

Globalisasi dan Perubahan Persekitaran Perburuhan

Globalisasi dan liberalisasi ekonomi telah mewujudkan pasaran perburuhan tanpa sempadan. Perkembangan telekomunikasi dan multimedia, pemusatan teknologi maklumat, peralihan kepada k-ekonomi memberikan tekanan untuk memperluaskan dan menambahbaik konsep urus tadbir bagi memenuhi kehendak stakeholders dan pelanggan.

Mewujudkan Iklim Pelaburan yang Menarik dan Mengekalkan Daya Saing

Perancangan untuk pembangnan negara dan pencapaian matlamat 2020 perlu mengambilkira

pembangunan global dan serantau. Suasana iklim pelaburan yang kondusif, kualiti dan kekompetenan tenaga kerja, dasar-dasar perburuhan dan persekitaran tempat kerja haruslah kekal berdaya saing untuk menarik pelabur, dan seterusnya mewujudkan jawatan-jawatan baru serta menambah peluang pekerjaan.

Menyediakan Pasaran buruh yang Dinamik

Perubahan dalam corak pekerjaan memerlukan pelbagai bentuk kemahiran baru untuk diterapkan dalam tenaga kerja yang bakal dihasilkan. Latihan kemahiran mestilah berkeupayaan untuk menghasilkan pekerja mahir bagi memenuhi keperluan pasaran buruh yang mengaplikasikan teknologi dengan pesat dan mendesak.

Mewujudkan Keseimbangan antara Fleksibiliti dan Sekuriti dalam Pengurusan Sumber Manusia

Dalam menghadapi persaingan global untuk mengekalkan daya saing ekonomi negara, adalah penting untuk memastikan dasar-dasar perburuhan dan perhubungan perusahaan negara memberikan

keseimbangan ke atas hak dan kepentingan majikan dan pekerja agar iklim pelaburan yang kondusif dapat diwujudkan dan kebajikan tenaga kerja dipelihara.

Mobiliti Buruh

Globalisasi yang telah mewujudkan dunia tanpa sempadan dan saling kebergantungan telah menyebabkan pergerakan buruh tanpa batasan. Kemasukan pekerja-pekerja asing yang kurang berkemahiran secara besar-besaran ke dalam pasaran buruh negara memberikan impak kepada tenaga kerja tempatan kerana kesediaan mereka menerima gaji yang rendah sesuai dengan kemahiran mereka. Strategi dan polisi yangdigubal perlulah jelas untuk menangani cabaran besar ini.

Persekitaran Kerja yang Harmoni

Pertikaian atau konflik memang tidak dapat dielakkan daripada berlaku di antara majikan dan pekerja. Justeru, adalah penting untuk mengimbangkan hak dan kepentingan dua golongan ini bagi memelihara perhubungan perusahaan yang harmoni. Hanya dengan wujudnya kerjasama ini, suasana pekerjaan yang baik dan selamat untuk para pekerja dapat dijamin dan seterusnya akan membantu meningkatkan prestasi dan produktiviti syarikat.

Kekompetenan dan Kebolehpekerjaan

Peranan yang dimainkan oleh pihak kerajaan dalam menganalisis kedudukan perburuhan dalam negara dan mengenalpasti dasar perburuhan akan membantu mengatasi kelemahan dan kekurangan dalam mewujudkan peluang-peluang pekerjaan. Dasar perburuhan dan pelan pembangunan kemahiran mestilah

meletakkan sasaran untuk menyesuaikan pembangunan kemahiran pekerja untuk memenuhi keperluan pekerjaan yang akan wujud.

Sistem Keselamatan Sosial Kebangsaan

Sistem keselamatan sosial yang konsisten dengan perkembangan ekonomi dan keperluan sosial negara perlu diwujudkan. Sistem ini tidak seharusnya tidak menjadi penghalang kepada penggajian dan menghakis daya saing syarikat tetapi adalah semata-mata bertujuan untuk menyediakan jaringan keselamatan sosial dan membantu pekerja.

Mengurangkan Kemalangan di Tempat Kerja

Pasaran pekerjaan yang berkembang pesat menjanjikan cabaran yang getir dalam menangani masalah peningkatan kemalangan di tempat kerja. Amalan-amalan terbaik Keselamatan dan Kesihatan Pekerjaan (OSH) perlu diterap dan dibudayakan di semua premis pekerjaan untuk mencapai sasaran zero accident.

KEY CONTROVERSIES AND CONCERNS

The remaining chapters in this book address some of the major
controversies that result from the globalization of labor markets.

Chapter 2 discusses the relationships between globalization
and employment. Here the controversies relate to employment

security (as jobs are being moved from country to country), the

quality of employment (working conditions), and the growth

of offshoring (the shift of production and business services to

lower-wage economies).

Chapter 3 examines trends in earnings during the global

era. The principal controversy in this area relates to growing

inequality, particularly between the highly skilled and the less

skilled, and whether this can be attributed to globalization.

They will consider both globalization and other factors such

as technological change, which can help explain growing

income inequality.

Chapter 4 they turn to look inside the firm and the ways

in which labor relations may be expected to change as a result

of globalization. The principal controversy them consider in

this area is whether the power of organized labor has been

adversely affected by the growing importance of global economic

relationships.

Chapter 5 tackles the related issue of how the management

task is likely to change when operations are increasingly

managed globally. The job of management is expected to

become more complex and demanding. The power of collective

approaches to management suggests a move towards

team and project organization.

The key issue to be evaluated here is whether the nature

of management work has changed and if a group of so-called

global managers will emerge.

The considerable controversies that globalization has

created for labor have resulted in calls for public policy interventions

to try to redress the problems. This is the subject of

Chapter 6. The key issues here are whether such intervention

is warranted, how effective it is likely to be, and what are the

best forms of intervention.

Chapter 7 provides an overview of the issues they have examined

in the previous chapters. It should be apparent that these

controversies are complex and involve issues that are not easy

Introduction to Globalization and Labor 19

to understand. Furthermore, they are not straightforward in

interpretation.Assumptions that we make about how the world

works (or should work) affect our interpretations. Perhaps the

most important lesson you can draw from our discussion is that

these are extremely important issues that affect or will affect all

of us, directly and indirectly.

CONCLUSION

This chapter has introduced the area of globalization and labor.

They have suggested that this is both a complex and an important

topic. It is complex because of the myriad ways in which

globalization is likely to impact on labor, the difficulties of

generalizing these effects, and the sensitivity of assumptions

made. Nevertheless, it is an important topic because most of

them will spend some time, often a lifetime, in the labor market.

What they are likely to experience in the global era of the early

21st century should be a concern for all of them.

The links Between Globalization and Labor Market

RESULTS IN:
1. Increased competition
and the need
for competitive
advantage
~EFFECTS:
• Importance of knowledge
and human
resources.
• Pursuit of new humanresource
based forms of
competitive advantage
~RAISES CONCERN ABOUT:
• Skill levels and shortages.
• Effective management
of human resources.
• Downward pressure on
wages and conditions.
• Payment for skills


RESULT IN:
2.Increased location
choice and international
interaction
~EFFECT
• Levels of employment.
• Security of employment.
• Quality of working life.
~RAISES CONCERN ABOUT:
• Job loss and relocation.
• Offshoring.
• Deterioration in working
conditions and the power
of labor.
• Workplace diversity
(race, age, gender, etc.)


RESULT IN:
3.Demand for highlevel
managerial
skills
~EFFECT
• Skill levels and type of
employee desired.
• Training investments.
• Career paths.
~RAISES CONCERN ABOUT:
• Management skills and
shortages.
• Global sourcing of
management skills.
• Development of global
managers.
• Gender balance in the
work place.


RESULT IN:
4.Organizational
restructuring
and the pursuit
of increased
performance
~EFFECT
• Levels of employment.
• Security of employment.
• Quality of working life.
~RAISES CONCERNS ABOUT:
.• Job security.
• Changes in skill levels.
• Work intensification.
• New working practices.