ntries. The second stage examined industry- wise ER in these countries. Organizational work practices such as new work rules due to adoption of new technologies and competitive strategies, changes in patterns of skill acquisition and training, new remuneration systems for the employees, new practices on staffing, employment security and recruitment were studied. Data was analysed country-wise and industry-wise to compare two hypotheses- one stressed on the importance of institutional structures that influence ER and the other on the range of strategic choices for international competition and technological changes. The result showed the importance of enterprise and management on strategic decision making in ER, need for flexible workforce and deployment of labour, trends in investments for skills and training development and the restructuring needs for unions.
Following the MIT project studies investigated relevance of convergence and divergence theories, (Katz and Darbishire 2000) and showed difference in of employment patterns across countries such as low wage, HRM, Japanese oriented and joint team – based and many ‘converging on divergence’ patterns. These differences include centralization of bargaining, commonality of processes at a decentralized level and coordination between decentralized bargaining structures. However there is a lack of empirical evidence that the patterns are not mutually exclusive. The convergence and divergence concepts are too limiting to identify the degrees of relationships between globalization and national ER. For example, studies on wage inequality may point out convergence while studies on participation rights may point out divergence.
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