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Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

The purpose of this paper is to open up discussion about the relationship between trade unions and workplace learning.

The paper is based on an analysis of a series of case‐studies of restructuring in the European steel industry, incorporating interviews, observation and documentary analysis.

The paper argues that trade unions often fail to address the significance of workplace learning for members, because they address workplace learning as a service. This approach fails to exploit opportunities and possibilities to extend workplace‐learning provisions, and thereby meet the wider learning and employability enhancing needs of members. The outcome is that trade union involvement in skill formation and workplace learning is marginal, and contributes to the perpetuation of traditional sector practices and regressive learning provisions.

The paper focuses on a discussion of trade union involvement in workplace learning in the European steel industry. The implications for workplace learning practices more generally, are limited to industries where trade unions (and companies/industry) organise in relation to training and learning agendas in similar ways – and in relation to industries undergoing similar process of restructuring and “modernisation”.

The paper provides a critique of trade union service approaches to learning agendas and highlights for policy‐makers gaps in current learning provisions within industry.

This paper makes an original contribution to debates concerned with trade union involvement and participation in workplace learning. It focuses on workplace inequities in training provision, and the implications for the future of unions and the employability prospects of workforces within the European steel industry.

This article outlines the development of a Brighton‐based NHS knowledge management project called Knowledgeshare. The project is discussed with reference to knowledge management theory and its contribution to the Department of Health's ‘Information for Health’ Strategy.

Observes that there has been much discussion about human resource management (HRM) policies and packages and what their implications may be for trade unionism. Explores the impact of HRM policies and practices on trade unionism through a detailed three‐year case study examination in manufacturing, utilities and the civil service. Advances the argument that the way unions deal with HRM at a local level is varied and depends on the traditions and forms of union organization and practice in different sectors, although common to these packages is the attempt to individualize work relations and weaken the resources of collective worker power. Maintains that, in the context of considerable restructuring and job insecurity in the manufacturing sector, union responses have been largely reactive and muted, occasionally resulting in the emergence of debilitating union forms of “social partnership”. In contrast, HRM policies in the public sector and the utilities have been one part of a more profound restructuring in these sectors and unions have been faced with the problem of developing or revitalizing workplace forms of organization. Concludes by asserting that such developments place the question of the way unions organize and operate at a workplace level, in the context of individualized and consensual work relations firmly back on union agenda.

The question of health and safety at work is a central issue for trade unions. In Britain it is an area of concern where there were important legislative initiatives in the 1970s and 1980s, although surprisingly this has received relatively little attention in the debates about trade unionism. This neglect results in an aspect of union activity about which little is known. Explores through a detailed longitudinal study of a middle‐range engineering firm, from the late 1970s into the 1990s, the ways in which trade unions organize and act on health and safety questions. Argues that it is almost “routine” that workers face dangers and hazards at work, a central feature of the work and employment experience of most workers. However, this is often difficult to deal with as individual issues, or as matters which are subject to collective consideration. On the one hand, workers often appear to accept the dangers and hazards they face. On the other hand, managements are preoccupied with questions relating to production and finance, rather than the day‐to‐day problems faced by workers. This tension suggests that the future wellbeing of workers in unionized workplaces lies not so much with legislative provisions and rights at work, but in education and the organizing ability of workplace unions, raising and addressing what often seem like individualistic problems in collective ways.

Presents 35 abstracts from the 2001 Employment Research Unit Annual conference held at Cardiff Business School in September 2001. Attempts to explore the theme of changing politics of employment relations beyond and within the nation state, against a background of concern in the developed economies at the erosion of relatively advanced conditions of work and social welfare through increasing competition and international agitation for more effective global labour standards. Divides this concept into two areas, addressing the erosion of employment standards through processes of restructuring and examining attempts by governments, trade unions and agencies to re‐create effective systems of regulation. Gives case examples from areas such as India, Wales, London, Ireland, South Africa, Europe and Japan. Covers subjects such as the Disability Discrimination Act, minimum wage, training, contract workers and managing change.

This paper aims to present on-going research on the role of social networks in community preparedness for bushfire. Social networks are significant in helping communities cope in disasters. Studies of communities hit by a catastrophe such as landslides or heatwaves demonstrate that people with well-connected social networks are more likely to recover than others where their networks are obliterated or non-existent. The value of social networks is also evident in bushfire where information is passed between family, friends and neighbours. Social interactions are important in creating opportunities for residents to exchange information on shared risks and can lead them to take collective actions to address this risk.

This paper presents on-going research on social networks of residents living in fire-prone areas in Australia to investigate how knowledge related to bushfire might flow, either in preparation for, or during a hypothetical emergency. A closer examination of social relations and characteristics within networks is critical in contextualizing this knowledge flow. This understanding will contribute to collected evidence that social networks play a particularly important role in collective action in building adaptive capacity.

The types of networks studied reflects how people’s emergent roles and their inter-relatedness with one another helps to build adaptive capacity and greater awareness of the risks they face from fire. In doing so, the paper questions individualized attributes of “leaders” that disaster literature can over-emphasize, and critiques notions “vulnerability” in a social network context. It demonstrates that social capital can be generated through emergent, contextual, processual factors.

The paper contributes critical knowledge and evidence for fire agencies to engage with community networks and support those people who are playing a vital catalytic, bridging and linking role to strengthen their potential for adaptive capacity in mitigating bushfire risk.

A conference on this theme was organised at the Cardiff Business School, 14–15th September, 1988 and a selection of abstracts of papers presented has been compiled.