GLOBAL IMPACT OF TRADE UNIONS ON HUMAN RESOURCE MANAGEMENT: AN ANALYTICAL APPROACH

Abstract Trade unions have long been recognized as pivotal institutions in shaping labor relations, advocating for workers' rights, and influencing organizational policies. This dissertation examines the global impact of trade unions on human resource management (HRM), focusing on their role in shaping practices such as recruitment, compensation, training, and conflict resolution. By adopting an analytical approach, the study explores the dynamic interplay between trade unions and HRM across diverse cultural and economic contexts. The research highlights regional variations in the influence of trade unions, contrasting strong union environments, such as in Europe, with weaker unionized frameworks in emerging economies and the gig economy. It also delves into the challenges faced by HR practitioners in unionized settings, including navigating collective bargaining processes, managing organizational objectives, and aligning workforce strategies with union demands. The study addresses critical questions regarding the future of trade unions in a globalized, technology-driven labor market and their implications for HRM policies. The findings suggest that while trade unions have historically driven significant improvements in working conditions and employee benefits, they also pose unique challenges to HR managers striving for organizational efficiency. The dissertation concludes by offering strategic recommendations for fostering collaboration between HR managers and trade unions, ensuring sustainable labor relations that balance employee advocacy with organizational goals. This research contributes to the academic discourse on HRM and labor relations, providing insights for practitioners and policymakers on navigating the complexities of unionized and non-unionized work environments in an evolving global economy.