Employment Relations in Sweden

The ever changing industrial needs can be the reason of globalisation, the change in needs of people, the change of thoughts about going from the short term benefits rather than the long term benefits are few of the many reason the way business has transformed. But the industrial relation and human resource are the two major components of the business which has not changed much. Industries sure are dependent on the customer, but they are also dependent of their work force and employees. There is always a need to perform coordination between the industrial needs ad employee needs thus many organisation and countries have brought in changes to their system and they have revamped the employment relations according to the changes. The employment relations were initially started as an experimental option in many firms and during the course of time and after which alternate strategies were adopted according to Ananya (2008). Employment relation is more of a platform where the needs of employees and the expectations of employers can be balanced out and it is a stage where both the entities can come out with a balanced approach to the business says Ananya (2008).
In fact there were no proper specifications about the needs of the workers in the work place rather it was more of a demand made and in turn the fulfilment of the demand by the employers which was known as IR / HR according to Delery (1996). Over the period there was a common pattern of convergence on divergence was carried out in which was characterised in to four employment pattern such as low wages, HRM, Japanese oriented, joint team work according to Delery (1996). But there was a difference in regions of a country and also as expected these patterns were different in different countries. Delery J. (1996) describes that although the convergence on divergence of employment patterns was the same four all over the world the working of the patterns did vary. Developed countries had a different way of approaching