Civil Service decentralisation: reality or rhetoric?

Article Abstract:

The decentralization of the UK Civil Service in Feb 1988 is having several implications in terms of personnel management. The decentralization, which involved developing agencies for the executive functions of government, resulted in the establishment of 34 agencies, with 28 more to be established. The decentralization has resulted in agencies implementing their own salary systems and personnel policies, with little consideration for pay leapfrogging, employee transferability, industrial relations, or the unification of the Civil Service. The development of separate pay systems will make it increasingly difficult for employees to transfer among agencies, and the power of Civil Service unions has already begun to decline.

General government, not elsewhere classified, United Kingdom, Human resource management, Civil service, Public service employment, Public employees, Government employees, Great Britain

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Institutional resilience in a changing world economy? The case of the German banking and chemical industries

Article Abstract:

Analysis of the German banking and chemical industries revealed that the major labour market institutions, centralized collective bargaining, initial vocational training and workplace representation, appear to be stable in Germany for the near future. There has been some weakening in centralised collective bargaining, but evidence surprisingly indicates that German labor relations do not display the company-specific and unitarist characteristics which have become increasingly evident in other countries, including the US and the UK.

Germany, Labor relations

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