The International Labor Organization (ILO) is a specialized agency of the United Nations created in 1919 with the objective of promoting social justice and fundamental rights at work, aiming to improve these conditions and protect the rights of workers around the world. A fundamental principle underlying the work of the ILO is tripartism and social dialogue.

Tripartism has reference to the collaboration between three main actors in the world of work: governments, employers' organizations and workers' organizations. This approach is based on the idea that work-related decisions should be made through consultation and negotiation between these three groups, each representing the interests of their constituents. Social dialogue is the means by which this tripartism is implemented and is characterized by the exchange of information, discussions and negotiations around labor and social issues.

One of the distinguishing features of the ILO is the parity of representation of governments, employers and workers in its activities. Each of these groups has equal rights and responsibilities in the decision-making process, ensuring that the voices of all stakeholders are heard and respected. This allows the ILO to develop standards, policies and programs that take into account a wide range of perspectives and needs.

Tripartism and social dialogue play a key role in the development of international labor standards. The ILO adopts conventions and recommendations that establish minimum standards for working conditions, workers' rights, social protection and other aspects related to the world of work. These instruments are debated and negotiated at international conferences, where representatives of governments, employers and workers have the opportunity to contribute and influence the final wording of the standards.

Furthermore, tripartism is encouraged at the national level as well. The ILO supports member states in promoting social dialogue in their domestic policies. This means that, in many countries, trade unions and employers are involved in discussions about labor law, employment policies, workplace safety and other relevant issues. Through dialogue, stakeholders can find joint solutions, address complex challenges and build consensus, contributing to social and economic stability.

Another important aspect of tripartism is its relevance to the implementation of labor policies. When stakeholders are involved in policy making, they are more likely to commit to implementing it. Social dialogue helps to create a sense of ownership in the decisions made, which can result in better outcomes and greater acceptance of the measures taken.

The ILO Standards Oversight System is an essential part of the organization's work to ensure that international labor standards are effectively implemented by member countries. This system encompasses conventions and recommendations adopted by the International Labor Conference and seeks to promote compliance with these standards worldwide.

The first supervisory mechanism is known as Convention Report, which is a monitoring procedure applied to conventions ratified by countries. After ratification of a convention, the member country must submit periodic reports to the ILO detailing the measures taken to implement the principles and provisions set out in the convention. This report should address issues such as legislation, policies and programs adopted to meet the requirements of the standard.

The Committee of Experts on Application of Standards is the body responsible for reviewing these reports. It is composed of independent experts in labor law and aims to examine the practical application of the conventions by member countries. If the Committee identifies gaps or problems in the implementation of the standards, it may request further clarification from the country concerned or make specific recommendations to ensure compliance.

In addition to the Conventions Report, the ILO has another oversight mechanism with respect to non-ratified standards, known as Recommendations Report. Even if countries have not ratified a particular convention, they are encouraged to report on steps taken to implement the recommendations associated with that convention. This allows the ILO to keep abreast of developments in international labor practice and encourage countries to adopt higher standards, even if they have not yet ratified all conventions.

The role of social dialogue is crucial in this oversight process. When the Committee of Experts identifies problems in the application of standards, the ILO seeks to engage the country's governments, employers and workers in a constructive dialogue to address these issues. This social dialogue can lead to agreements and action plans to improve compliance with labor standards.

Furthermore, partnership for development has been a fundamental pillar of the work of the International Labor Organization (ILO) since the early 1950s. Through technical cooperation, the ILO seeks to provide assistance and support to countries in all regions of the world. world, regardless of their stage of economic development. This collaboration is essential to promote decent work opportunities and help the ILO's constituents – workers, employers and governments – to make the Decent Work Agenda a reality.

Therefore, ILO development cooperation is implemented through close collaboration between recipient countries, donors and the organization itself. The ILO maintains an extensive network of offices around the world, which facilitates proximity and understanding of the specific needs of each country. This approach allows the ILO to work in partnership with countries to identify challenges and opportunities, as well as to develop projects and programs that meet their specific needs.

One of the main objectives of development cooperation is to strengthen the technical, organizational and institutional capacities of ILO constituents. This means helping governments design and implement meaningful and coherent social policies, supporting workers and employers in strengthening their organizing and negotiating capacities, and ensuring sustainable development in all areas related to the world of work.

Through technical cooperation, the ILO develops a wide range of projects and programs in more than 100 countries, with the support of around 120 development partners. These projects cover several areas, such as promoting employment, social protection, improving working conditions, combating child labor and forced labor, gender equality at work, strengthening work institutions, among other crucial topics for the advancement of work. decent and social justice.

Consequently, approval of the Organization's Program and Budget is also an important process for defining the strategic objectives and expected results of the ILO's work. Every two years, during the International Labor Conference, member countries analyze and approve the ILO program and budget, establishing priorities for the coming years. Therefore, the ILO continues to play a crucial role in promoting decent work and social justice, seeking a future where workers can enjoy decent and safe working conditions.

Effective Employee Management as a Critical Success Factor for 21st Century Organizations

Since Western Electric's pioneering studies in the 1920s and 1930s, increasing evidence has accumulated about the importance of effective employee management in organizations. These studies, led by researchers such as Landsberger, have shown that by taking care of employees, they tend to reciprocate by taking care of the employer's interests. This fundamental idea has remained relevant over the years, and more research has corroborated the importance of management practices that value and empower employees.

In the 1950s and early 1960s, Douglas McGregor proposed the theory Y, in contrast to the theory X. Theory X sees employees as mere factors of production, motivated primarily by money and who need to be constantly supervised so they don't run away from their responsibilities. On the other hand, Theory Y takes a more complex and accurate view of employees, recognizing that they have diverse motivations and that, if properly managed, they will act to the benefit of the employer, even without financial rewards or strict control.

The Theory Y approach, also known as high path, argues that employers should invest in employee training, give them autonomy to make decisions and provide a participatory work environment. This leads to greater employee engagement, encourages innovation, improves overall company performance, and increases the quality of products and services offered.

In contrast, Theory X, or low path, which assumes that employees are primarily motivated by financial incentives and require constant supervision, can lead to a demotivating and disengaged work environment, resulting in low productivity and poor quality.

In recent decades, several researches and business practices have supported the Theory Y approach. Management based on reciprocity, where employers look after the interests of employees, and these, in turn, are willing to look after the interests of the employer, has become shown an effective strategy to promote a healthy and productive work environment.

Companies that adopt management focused on employee development and well-being tend to experience greater employee satisfaction and engagement, reduced absenteeism, greater retention of talent and, ultimately, achieve better financial and performance results.

How Artificial Intelligence is Changing Human Resource Management

In recent years, artificial intelligence (AI) has conquered space in companies, and the human resources area is no exception. While many organizations are enthusiastically embracing this technology to enhance their operations, there are concerns that the use of AI could challenge the human-centric approach spearheaded by the International Labor Organization (ILO) in the workplace.

The ILO has promoted an agenda that values employee training, emphasizing empowerment, participation and social dialogue in the workplace. However, as AI gains traction in human resource management, some companies are replacing empowerment approaches such as quality circles and lean production with an innovation strategy. optimization.

The optimization approach is based on AI algorithms that take over decision-making previously assigned to employees and their supervisors. Experts and the associated algorithms take over, leaving employees with less autonomy and influence on work-related decisions. This shift can undermine the sense of purpose and engagement of employees, who were previously encouraged to actively participate in the decision-making process.

For many managers, the optimization approach seems more efficient, as algorithms promise quick and accurate answers to human resource questions. However, this approach may largely ignore the evidence showing how employee empowerment can boost productivity and job satisfaction.

The growing application of data science in human resource management has spawned an industry of AI solution providers for various issues related to people management. These AI tools take the decision making out of the hands of employees and their supervisors, handing it over to the software and, ultimately, the programmers who developed it.

According to a 2020 survey, 28% of US employers reported that they were using data science tools to replace managers' duties in assigning tasks and managing performance, and another 39% planned to adopt this approach in the coming year.

Although artificial intelligence can be a powerful tool to optimize some tasks and processes, it is essential to balance this approach with valuing the human factor in organizations. The responsible implementation of AI must consider the needs and aspirations of employees, maintaining participation and social dialogue in the work environment.

To advance digital transformation without compromising ILO principles, companies must strike a balance between the efficiency provided by AI and looking out for the best interests of employees. The role of leadership is critical in this process, ensuring that work-related decisions are made based on a thorough understanding of the impacts on the workforce and employee well-being.

Policy Responses to Address the Challenges of AI and Other Technologies

With the constant advancement of technology, governments and social partners have been challenged to propose policies and practices that guide corporate Human Resources (HR) functions in the face of opportunities and challenges related to Artificial Intelligence (AI) and other technological innovations. These policy responses are in line with the human-centered agenda driven by the International Labor Organization (ILO), particularly its pillars of decent work and the universal right to lifelong learning.

To promote a knowledge economy and boost the development of high-tech companies, many governments have encouraged the adoption of innovative technologies, such as smart manufacturing, through strategies such as the Made in China 2025 launched by the Chinese government in 2015. These initiatives aim to transition their countries from mere manufacturing producers to nations strong in digital innovation and artificial intelligence.

However, for these initiatives to be successful, it is crucial to invest in the education and skills development of the workforce. A well-educated and skilled workforce is essential to address the challenges brought by AI and other technologies, as well as ensuring that workers are prepared for the jobs of the future.

In this sense, the industrial and technological policy to promote the use of AI and other innovations must be accompanied by education and training policies. This includes developing updated curricula, professional training programs and promoting lifelong learning so that workers can acquire the skills and knowledge required by the ever-evolving job market.

The partnership between governments, companies and educational institutions is fundamental to guarantee the success of these policies. Governments can create incentives for companies to invest in training and technological updating of their employees. In addition, partnerships between companies and educational institutions can be established to develop tailored training programs that meet the specific needs of the industry and the local job market.

Through these policy responses, it is possible to make the most of the opportunities offered by AI and other technologies, while mitigating potential negative impacts on employment and work quality. The objective is to promote a fair and inclusive transition to a more technological economy, ensuring that the benefits of these innovations are shared throughout society.

Strategic Investments to Support Essential Workers and Businesses

The COVID-19 pandemic brought into question the great importance of essential workers, those who faced the front lines of the crisis to ensure that societies continued to function even in the most difficult times. Now, as we seek to strengthen the resilience of economies and societies in the face of future shocks and crises, investing in key sectors is critical to supporting workers and businesses alike.

A recent report by the International Labor Organization (ILO) reveals that investments in physical and social infrastructure in critical sectors are necessary to improve working conditions and ensure business sustainability. These investments lay the foundations for creating resilient economies capable of resisting, adapting and transforming in the face of adversity.

One of the main areas requiring investment is health and long-term care. The pandemic has highlighted the importance of the health system, and the ILO estimates that increased spending to meet the Sustainable Development Goal targets on health could generate a staggering 173 million jobs. Properly investing in health and long-term care is expensive, but it is an investment that brings significant benefits to society and essential workers in the health sector.

Another crucial area is the agricultural sector, where many workers face income fluctuations and financial insecurity. Investments in resilient food systems, such as guaranteed minimum prices and insurance systems for agricultural workers, can help improve the economic stability of these professionals and ensure food supplies even in times of crisis. Furthermore, investing in agricultural infrastructure can boost the productivity and sustainability of the food sector as a whole.

It is therefore critical to support private businesses, where around 85% of essential workers are employed. Ensuring that companies have the right resources and capabilities is crucial to ensuring decent work for these workers and to ensuring continuity in the delivery of essential products and services during crises. Investments in infrastructure, technology and training are some of the ways to make companies more resilient and able to face future challenges.

ILO World of Work Monitor – 11th Edition

The International Labor Organization (ILO) has just released the 11th edition of its World of Work Monitor, revealing a global division of jobs that threatens to leave low-income countries in underdevelopment if action is not taken on jobs. and social protection.

The COVID-19 pandemic has exacerbated respiratory and social inequalities around the world. While some nations managed to reverse the trend of job losses and recover some economic activity, low-income countries faced challenges in recovering and protecting their homes.

One of the main concerns highlighted by the ILO Monitor is the disparity in access to decent jobs and social protection. In low-income countries, informality is predominant, with a significant proportion of workers working in precarious sectors and without labor protection. The absence of social safety nets makes these workers even more likely to experience psychological shocks, such as a pandemic, and loss of income and livelihoods.

In addition, low-income countries faced difficulties in reversing the negative impacts of the pandemic and stimulating job creation. Investments in infrastructure, education and professional training, combined with a motivational scenario, create a motivating environment for sustainable economic growth and the generation of quality jobs.

To address these challenges, the ILO Monitor emphasizes the importance of collective action and strategic policies. Countries need to implement measures that promote the formalization of work, encourage the creation of decent jobs and guarantee social protection for all workers. This includes investing in education, training and training, so that workers are prepared for the demands of the ever-changing job market.

Furthermore, it is essential to strengthen collaboration between governments, international organizations and the private sector to sustain inclusive and sustainable economic growth. This may involve creating partnerships to attract investment, developing consolidated industrial and commercial policies, and facilitating access to financing for the development of projects in infrastructure and strategic sectors.

The 11th edition of the ILO World of Work Monitor is a wake-up call to the urgent need to act on the challenges faced by low-income countries. Therefore, the promotion of decent jobs and social protection are fundamental pillars to build more resilient economies.