Institute of Human Resource Management Presentation

Institute of Human Resource Management Presentation

REGIONAL INTEGRATION DYNAMICS OF LABOUR RELATIONS : IMPLICATIONS FOR HUMAN RESOURCE PRACTICES ; 25TH AUGUST, 2016 Introduction. The Global Context. The Continental Approach. EAC Dynamics and Implications for Human Resource Practices. Way forward Toolkit Conclusion.

The nexus between Regional Integration and Labour Relations should be conceptualized within the existing - Political, Economic and Social dynamics as well as the broader geopolitical arrangements. According to ILO The steady growth of International Trade in intermediate goods and services has made the relationship between trade and the International division of labour more complex. The same, has made the dynamics of labour relations within the perview of regional integration very dynamic The process of international Integration is widening, deepening and accelerating creating a global village Internationalisation of local and national markets Financial liberalisation trade Commerce etc Components and elements include:

Movement towards free trade Global communication & IT Liberalization and mobility of labour and capital. The expectation is the ability to produce goods and services that can meet the tests of domestic and international markets while at the same time promoting and maintaining a high living standard and quality of life for people. Rapid change in customer preferences Increased competitiveness which affects how we manage our Labour relations and HR generally. The challenge of sustainable development and exclusion

labour mobility - Brain drain/gain?? What is the reality especially in emerging markets and in small, medium and micro enterprises as well as the informal economy??

The United Nations Multi-lateral frame work shapes our local labour relations Various International Instruments influence Labour Relations, such as:The UN Global Compact The UN Guiding Principles on Business and Human Rights (UNGPs) International Standards Organization (ISO) ILO Declarations MNE Declaration Global Unions and Global business organizations Conventions, Protocols and Recomendations It contains a social minimum that every Member State must

respect in the globalization process in the context of the ILOs mandate. The Declaration is a powerful tool to assist in the task of ensuring the respect of fundamental principles and rights at work in all countries. Sets a framework for the basic minimum standards which are domesticated in to National Labour law that shapes our Labour relations. Response to the Globalization process Underscored the need to pursue social justice for all Used as a tool to respond to the Economic crisis

Underscores that Labour standards cannot be used as a protectionist strategy OR as a means to disadvantage others e.g through labeling of goods and services

Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87) Right to Organise and Collective Bargaining Convention, 1949 (No. 98) Forced Labour Convention, 1930 (No. 29) Abolition of Forced Labour Convention, 1957 (No. 105) Minimum Age Convention, 1973 (No. 138) Worst Forms of Child Labour Convention, 1999 (No. 182) Equal Remuneration Convention, 1951 (No. 100) Discrimination (Employment and Occupation) Convention, 1958 (No. 111 ) The ILO's Governing Body has also designated another four

Conventions as priority instruments, thereby encouraging member states to ratify them because of their importance to the functioning of the International Labour Standards system. The four priority Conventions are: Labour Inspection Convention, 1947 (No. 81) Labour Inspection (Agriculture) Convention, 1969 (No. 129) Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144) Employment Policy Convention, 1964 (No. 122

The African Union framework influences labour relations at the continental level Employment and Labour relations issues discussed

in the Employment and Social Affairs Sector of AU Tripartite arrangements obtain at continental level Government, Employers and Trade unions debate and agree to agree or disagree at continental level Business Africa and OATU SADC, ECCAS, ECOWAS, Magreb Union, EAC Negotiations and Decisions are based on Consensus Trends

and Emerging challenges Flexible Manufacturing Globalised Manufacturing Rapid Advances in Technology New Forms of Enterprises New Forms of Work Organisation New Risks/New Hazards New Management Strategies e.g. Employee Surveillance Subcontracting

for non-core and even core functions wherever suitable Out-sourcing wherever suitable Informalisation of the labour market Minimal protection for domestic industries Increased Labour flexibility Casualisation of work and jobs Governance and increased scrutiny for accountability among others

1. EMPLOYMENT AND SOCIAL POLICY PLATFORM Policy coherence will determine Employment opportunities especially for youth The attainment of full employment Employability

criteria?? Selection and Recruitment dynamics Movement of capital and labour will determine employment trends Labour migration Employment retention dynamics, Labour market insecurity??

Competitiveness Direction of Investment Local and FDI Governance issues regarding the Sharing of the gains Productivity bargaining Motivation, working time Combining work, family and personal life . Occupational safety and Health Compensation and rewards Safe work environment workers compensation, occupational diseases and accidents

Management of education systems within EAC region. Technical and vocational training Traditional knowledge management Talent and skills mobility Competencies and qualifications frameworks. Labour market Information systems Freedom of Association - Industrial Relations - Tripartism - Regional Labour Relations and Human Resource Forums,

- Codes of Conduct, Business forums Equal opportunity and Treatment - affirmative action, discrimination matters Social security/protection- After Service Health Insurance (ASHI) Portability of benefits including Social security Promotion of Social Dialogue workers and employers rights ICT and how it is managed Technology and youth agenda Employability Technology and traditional Enterprises and jobs Skilling and deskilling ICT waste management

Green Economy strategies especially Green jobs Green Energy Green Architecture and infrastructure How we manage our energy resources especially in the emerging mining sector and specifically oil and gas will have a lot of implications on Labour relations and HR

generally. Policies at sectoral, national, regional and global level will be very critical Institutional arrangements and frameworks as well as the processes are important. The Legal framework

The following Initiatives are important going forward:Always be aware of Evolving Policy Strategies developed Nationally, Regionally and internationally to protect against adverse human rights impacts on business enterprises in conformity with United Nation Guiding Principles (UNGPS) United Nations working Group on Business and Human Rights National Action Plans on Business and Human Rights United Nation Guiding Principles on Business and Human Rights (UNGPS)

Guaranteeing Labour rights and due diligence by companies and enterprises Corporate responsibility to respect human and labour rights based on the International Bill of human rights and the ILO FPRW The responsibility of business enterprises to respect labour and human rights applies to all enterprises regardless of

size , sector Sector, operational context, ownership and structure Affects enterprises directly or indirectly or through association. Policy commitment and coherence required Labour rights due diligence required and includes a toolbox. 1. Assessing actual and potential labour rights impacts in the workplace 2. Integrating and acting upon the findings. 3. Tracking responses 4. Communicating how impacts are addressed and should cover adverse effects through own activities linked to operation, products or services or business

or business relationships e.g outsourcing Global labour audits /inspection. East African Business Council Code of Conduct for business in the East African Community aimed at enhancing ethical business practices including labour standards.

The above compliments Enterprises/or workplace based codes as well as the national and international ones. Codes provide common values to support regional economic integration and trade within the East African Community (EAC). There is need to harmonise Labour laws and policies within the region. Review the Free movement of workers in the Protocol particularly on annex II regarding categories of employees There are new job classifications Need for a tripartite mechanism and social partners forum.

Portability of benefits especially social security ones Exchange programmes on various Employment and labour issue necessary. HR practitioners should be at the forefront of supporting Sustainable Development Goals Mobility of talent and skills Future of work Initiative Green Economy Initiatives The Decent work Agenda. The principle of promotion of opportunities for women and men to obtain decent and productive work, in conditions of freedom,

equity, security and human dignity should be our rallying call (ILO). Thank you SAMMY Thumbi NYAMBARI [email protected]

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