The negotiation process as a mechanism of social and labor relations in the modern information society

The negotiation process as a mechanism of social and labor relations in the modern information society

Problem formulation. The development of modern relationships is largely determined by the formation of a society based on knowledge. The main challenge of the time due to the fact that labor and capital as factors of development of innovative economy is gradually replaced by a distributed system of relations, remote forms of organization of work. This opens a new dimension of research capacity and human resources. Information technology plays an active role in social communication, social construction of reality. Data considered in the context influence the allocation of resources, innovative business activity, the use of remote forms of organization of work.

However, the concept of information in different types of companies is invested entirely different content. Some information may be shared within a strictly dosed increase control, in other treated as a commodity, which brings certain income [1, C.35]. At the same time the increasing information exchange component quality can be lost. Striving for updates often becomes the norm of everyday life and often create the illusion of accelerating social development. Computerization leads to the growth of a wide variety of requirements to increase the level and quality of life. In this regard, the role of social institutions that establish certain social standards, including the level and quality of employment. The exception is not, and the social and labor sphere, which is actively implemented advanced techniques and methods of interaction between employees and employers.

Subject of study. The specifics of the development of social and labor relations in the modern information society is predetermined by the positioning of the collective interests of employees and employers, the degree of influence of the emerging resource. With significant organizational and analytical resources, the social partners in the face of business and trade union mob gut identify the needs of individual enterprises, regions and sectors in the labor force, to ensure their development, finally, to determine the supply and demand in the labor market.

The subject of our study are the features of the formation of workers’ representatives and employers, as well as the mechanisms of social partnership, which they use in the context of improving the social and labor relations. According to Article 23 of the Labour Code, social partnership in social and labor sphere is a system of relationships between workers, employers and governments, aimed at ensuring the coordination of the interests of employees and employers on labor relations [2; 3, p.215].

Through partnership cooperation based on the resource impact of the information taken in the course of negotiations and collective agreements can cover quite a large number of workers. An illustrative example is France. Despite the fact that trade unions are made up only 10% of workers to conclude collective agreements regulate working conditions for nearly 90% of all employed workers [4]. Apparently, the explanation for this is not only a factor of high social activity of the population of the country, but also a liberal attitude to the institutions of civil society.

In the last few years we have witnessed the fact that in our country a number of trade unions is beginning to play an increasingly important role in the framework of the impact and the allocation of resources (human, financial, information, etc.). However, with the held of decentralized management, information and lobbying actions of the Russian trade unions should be supported as the development of uniform social standards and development of the foundations of solidarity, effectiveness of the existing institutions of social partnership, ensuring unity of action and demands.

One of the main mechanisms of social partnership is a company in negotiations. It was in the course of negotiations, the parties come to a mutually acceptable solution is reached a balance of interests.

Many affiliates FNPR in the decisions of its collegial bodies today confirm the commitment of negotiating a single campaign. Some trade unions immediately decided on uniform terms, negotiating common actions of the campaign. It is clear that achieving such unity must be built in the context of a single information space.

Current situation. Although celebrated in the social and labor crisis exerted by employers under pressure to further reduce labor costs, a single collective bargaining campaign 20116 2012’s. the whole country was held in compliance with the procedure established by law and the terms [5]. In many segments of the negotiation of the field we have established stable relations between employees and employers, public institutions, regulators employment. Decreases the amount of arrears of wages, reduced the number of companies that have reported cases of mass layoffs, etc.

Results of collective bargaining campaign at the local level record positive growth in coverage by collective agreements [6]. In 2012, the coverage of collective agreements amounted to 91 cents samples total number of enterprises that have established primary trade union organizations of the FNPR. To some extent, this is somewhat more than in 2010 (87%). However, this growth to some extent blocked by the marked decrease in the number of companies and organizations with collective bargaining agreements.

As of 2012 compared with last year recorded a decrease in the number of concluded collective agreements (5 … 6%). At the same time the last two years decreased slightly decline in the number of collective agreements concluded (Fig. 2) [6]. However, the downward trend still remains. At the same time we can not speak about the level of saturation in the number of concluded collective agreements.

These statistics FITUR trade union show that in 2011 compared with 2010, the number of primary trade union organizations decreased by 6.5 thousand. People.

Insufficiently maintained Intraorganizational work on creation and collective bargaining in small and medium-sized businesses.

Cooks are the main reasons? On the one hand, they are caused by internal or external challenges.

Largely decrease in the coverage of collective agreements is due, on the one hand, problems or concerns related to the reorganization of a number of industries, the modernization of corporate governance (a low investment activity, fragmentation of large and merger of small and medium business, the availability of financial difficulties of post-crisis development of a number of companies), liquidation enterprises, and other common conclusion of collective agreements and the creation of new primary organizations.

Survey data capture and the ambiguous attitude of the society to the trade unions. Referring to the results of nationwide opinion poll (2012). The role of trade unions in the eyes of Russians looks less significant (from 2.21 points in 2008 to 1.80 points in the current year). The current figure is broadly consistent with what was observed in 2000 (1.85 points). [8]

We can assume that the social partners is still a lot of work, not only to improve its image, but also the realization of the main objectives for the effective protection of labor rights and socio-economic interests of workers, implementation of the principles of social justice. Decisive action is possible within the framework of expanding the scope of their influence in the economy, politics, social protection, as well as the achievement of specific performance, appropriate social expectations.

On the other hand, the trend captures the low interest of employers in the development of modern institutions of social responsibility, the use of skilled labor, which owns advanced technologies, reduction of social programs. As a result, the lack of business activity on the creation of quality jobs, low competitiveness of existing jobs. The absence of full-fledged branch structures of business and bad business climate often impede the negotiation process.

We emphasize the fact that the development of mechanisms for the negotiation process to a large extent dependent on support from the state. The well-being of employees requires a definition at the federal level of clear norms and rules of interaction in the system of social and labor relations and finally the political will.

Conclusions. In general, today to talk about the technology in the information field of the interaction partners fully worked out, and give an absolute effect is premature.

However, the positive fact is that the majority of trade union organizations is still aware of the need to integrate the Joint Action formvnutriorganizatsionnoy improvement work. At the same time the most problematic, apart "Traditional"To concluded collective agreements remain issues related to the increase in the activity of labor collectives in the negotiation process, the more intense between organizational interaction and coordination of the all-Russian trade unions and increase their image.

The basis for the negotiations of trade unions with employers at the primary level should be balanced analysis of production of, the financial condition of the company, market products, investment opportunities, the planned structural reforms, the staff of the enterprise, the ratio of the level of wages in the organizations of the cost of living, labor market conditions and the price of labor force in the region, and other factors affecting the demand for workers.

Practice proves that in the medium of trade unions is still just beginning to develop a common approach in the fight for decent work, namely the unity of action and social solidarity. Resource information influence is seen in the establishment of effective feedback from employees, the modeling of public opinion on the basis of balancing the interests of business, government and employees, taking into account the experience of the modernization of social and labor relations, aimed at increasing the flexibility of labor and Rossbach that wage differentiation.

We must not forget that the over-reliance of the social partners only on the legislative provision of social rights often diminishes their ability to actively defend the interests of socio-economic and labor rights of workers in the dialogue with the employer. It is no secret that many issues in the face of shrinking public funding is transferred to the local level, ensuring the inclusion of human feasibility social transformation. ! And

References

1. Behmann G. Modern Society: The risk society, information society, knowledge society. M., 2012. S. 35;

2. Labor Code 6http: //kzotrf.ru;

3. Bell D. The coming information society. M., 2004, p 215;

4. OECD Employment Outlook 2006. Supplementary material, Table W.3.2. 6www.oecd.ord / els / employmentoutlook / statsupplement);

5. Site FITUR FITUR 6 Resolution of the Board of 27.06.2012 № 462: http://www.fnpr.ru/n/2/l 5/187 / 7109.html;

6. Site FITUR Bob outcome of collective bargaining campaign 6http: //www.fnpr.ru/search200962013;

7. Decision of the Executive Committee of FITUR consolidated statistical reports on trade union membership and trade union bodies 6 http://www.fnpr.rU/2/15/187/2390.html;

8. The opinion poll was conducted in June 2012 9610 1600 respondents were interviewed at 138 sampling points in 46 regions and republics of Russia. The statistical error does not exceed 3.4%. 6http: //wciom.ru/index.php? Id = 459&uid = l 12842

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