Top Human Resources Managers Views on Trade Union Action in Brazilian Corporations

Antonio Carvalho Neto,Wilson Aparecido Costa De Amorim,André Luiz Fischer

doi:10.1590/1807-7692bar2016160066

Antonio Carvalho Neto, Wilson Aparecido Costa De Amorim + Show 1 more

Open Access

https://doi.org/10.1590/1807-7692bar2016160066

Copy DOI

Abstract

Abstract This article presents the perception of human resource (HR) top managers at strategic level in Brazilian corporations regarding labor union activity. It is a quantitative study about the perception of 354 experienced HR top managers on the unionization of employees, influence of the union on the organization, recognition of the union for labor negotiations and the existence of an advisory committee (workers’ council) within organizations. The theoretical approach addresses both the fields of study on HR and Industrial Relations (IR). The research shows low unionization and management perceptions that unions have little influence on organizations. On the other hand, the HR managers recognize the union influence for collective bargaining purposes and for defining general terms of employment. These contradictions are related to the fact that collective bargaining is mandatory in Brazilian legislation. In general terms of employment, Brazilian legislation is too rigid, prescriptive and detailed. This strong state of regulation reserves to the union an automatic participation in the negotiation process with employers, although this trade union action is somehow inefficient. In this scenario, the perception of HR managers of a relative union influence, although inefficient, is an expected consequence.

Highlights

This article presents an overview about the perception of human resource (HR) managers at the strategic level in Brazilian companies regarding labor union activity within their organizations
There are some major enterprises with worker councils recognized under a collective bargaining agreement, their small number in relation to the total universe of companies only reinforces the general impression that the union organization should take place outside the organization (Carvalho, 2009)
Cranfield Network on International Strategic Human Resource Management (CRANET) is an international network of business schools based at the Cranfield School of Management (UK), which has been studying since 1989 various aspects of HR Management and industrial relations (IR) in different countries for over 25 years, using a unique questionnaire

Summary

Introduction

This article presents an overview about the perception of human resource (HR) managers at the strategic level in Brazilian companies regarding labor union activity within their organizations. There are some major enterprises with worker councils recognized under a collective bargaining agreement, their small number in relation to the total universe of companies only reinforces the general impression that the union organization should take place outside the organization (Carvalho, 2009).

Results

Conclusion