The impact of industrial relations systems on training: Evidence from selected industrialised economies

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dc.contributor.author Lansbury, R.D
dc.contributor.author Pickersgill, R
dc.date.accessioned 2014-07-09T02:17:57Z
dc.date.available 2014-07-09T02:17:57Z
dc.date.issued 2002
dc.description.abstract This paper argues that different systems of industrial relations foster or discourage social dialogue in relation to training and other matters. Countries which have more cooperative or consensual based systems of industrial relations tend to have greater dialogue between the social partners on training than those which do not. They also appear to have more comprehensive and integrated approaches to training at micro and macro levels. It should be emphasised that while industrial relations do not act in a deterministic way to create particular training outcomes, they appear to have an important influence on these issues. Furthermore, while the institutional bases of industrial relations systems are in the process of change and the concept of social partnership is becoming broader, social dialogue is likely to continue to play an important role in skill formation and development. en
dc.identifier.citation Lansbury, R.D., Pickersgill, R., 2002. The impact of industrial relations systems on training: Evidence from selected industrialised economies. Australian Bulletin of Labour, Vol. 28 No. 4, pp. 284-299 en
dc.identifier.issn 0311-6336
dc.identifier.uri http://hdl.handle.net/2328/27783
dc.language.iso en
dc.publisher National Institute of Labour Studies en
dc.title The impact of industrial relations systems on training: Evidence from selected industrialised economies en
dc.type Article en
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Vol. 28 No. 4 2002