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Let me introduce the Industrial Relations Training Resource Centre and explain what it is doing and plans to do. On the way I shall introduce some issues which affect employment and managers—or should do.

An Introduction to Industrial Relations (1991) analyses various theoretical approaches to industrial relations, and summarises the origins and development of the subject. It looks at the impact of legislative changes, technological developments and the growing currency of human resource management' theories. The book offers a comparative approach, making extensive use of material from outside the UK, notably from America, Europe and the Pacific Rim, and examines the implications of EEC legislation for industrial relations in the 1990s.

This paper examines recent developments in industrial relations in Kiribati and questions the appropriateness of continuing with an indurtrial relations legislative framework, procedures and institutions that are a legacy of colonial rule. In recent years there have been moves to revamp this in keeping with local practices. Although the early period after independence brought a union-government confrontation, recent responses suggest that Kiribati may move towards a more pluralist, tripartite approach to industrial relations processes and institutions in the 1990s.

Switzerland and the Scandinavian countries are noted for their low levels of industrial conflict. Thereafter the similarity between the two approaches to industrial relations becomes rather tenuous. The Swiss system of industrial relations is anything but centralised. It demonstrates what many outside observers might consider acute sensitivity to the preservation of individual freedom of choice. To some extent this may be explained in terms of Switzerland's unique form of direct democracy. At the same time, there is evidence that this multi cultural federation with complications of language and religion has achieved a large measure of consensus on the procedural aspects of industrial relations. In this respect, the peace agreement approach first introduced in 1937 has been described by an experienced Swiss mediator as the main pillar of Swiss industrial peace.

The subject of industrial relations is intimately connected with the nature of schooling - in particular, the teacher trade unions have played and will continue to play a crucial role in shaping the school system - yet this subject has been virtually neglected in educational literature. Mike Ironside and Roger Seifert's book redresses this balance and unravels the complex issues surrounding the employment and management of teachers. Recent changes in education have had massive implications for the way in which our education system is organised. In the light of recent events, this book questions who controls or ought to control schools, focusing on the government, Department of Education, LEA's, head teachers, school governors, parents and teaching unions. The authors argue that in order for schools to continue to function, industrial relations must be given priority, including the development of a proper framework for negotiation and the resolution of conflicts.

This enlightening book provides the first systematic introduction to, and exploration of, the emerging system of industrial relations in China, and draws on the authors' extensive research and direct involvement in the developments taking place. The authors argue that there are both unifying and fragmenting elements to the ongoing development of industrial relations, but overall it is one in which the state continues to maintain a major, and direct, influence. Divisions between workers and managers may be escalating with increased open conflicts, but this book reveals that the picture is far more complex and contradictory than to assume that the solution is convergence with western style industrial relations systems. They conclude that industrial relations institutions and processes still act within a political context and with the guiding hand of the Chinese Communist party. Industrial Relations in China draws on up-to-date material and will ensure the book's appeal to industrial relations and Chinese scholars. It will also appeal to a wider audience of Asian labour and development studies scholars

This book is the English translation of the text of Roshi Kankeiron (Theory of industrial relations). The revised edition of 1996 serves as the source text for the present publication