In this study is explain that why unionization rates are low, which the changing nature of employment, labor force structure, union managers and union perception of workers. Lastly, social movement unionization that primary mission is the promotion and defence of workers’ rights and interests, through international cooperation between trade unions, global campaigning and advocacy within the major global institutions are mention. The research is a descriptive study made with literature screening model. In addition in the research process to is imposed the academic resources, national and international reports.

Priority regions for development are arranged degressively in recently enacted laws (law no. 5763 and 5838) and Cabinet Decrees (2006 and 2009 Decrees About the State Incentives in Investments). Identifying employment policies included in “Development Plans” which are the basis of the opportunities provided to all institutions for the purpose of incentivising investments and employment, has great importance. This study, which is split in two parts as before 1990 and after 1990, will address the employment policies which are also addressed in the still effective Tenth Development Plan.

The rapid development of information and communication technologies in recent years has led to the development and change of economics and economic relations in countries. It is not possible to remain indifferent to this change. The digital transformation first impacts and transforms the economies, then work relations and society. This change is unfortunately not always positive, and this new order of the economic and technological relations, brings new rules and exploitation. With the widespread use of digital economy, old business models have lost their appeal. In this study, the situation of digital labor market and digital labor will be discussed. The concepts of material and immaterial labor, which are the starting points of digital labor discussions, have also been evaluated in this context.

This article at hand reviews Swedish fast-fashion brand H&M’s practices with social sustainability perspective, in more detail, with the perspective of social sustainability’s five aspects which are rather new for the literature of Sustainable Development. So it mostly moved under the guidance of Part 1 and Part 2 ‘A strategic approach to social sustainability’ articles, as it would be expected. In the compelling environment of fast and affordable fashion, H&M group claims to project a sustainable environment for its stakeholders. In the study, our examination of company’s practices start after some brief information about sustainable development, its evolvement after the publication of ‘Our Common Future’ also known as ‘Brundtland Report’, following the introduction of social sustainability’s aspects, we reviewed the company’s actions in correlation with these aspects. After listing our findings and explaining them, the article concludes with the proposed improvements to the flaws in company’s operations.

Practical training programs constitute the essence of education for tourism and other service-oriented sectors. However, these programs take considerable time to finish, and participating students/new graduates may leave the program for a variety of reasons without finishing. Attrition can harm the overall workforce of the related institution, and it is necessary for the managers to take this factor into consideration for recruitment of these programs. In this study, it was aimed to establish an optimization model for a two-stage practical education program in which the recruits are new graduates of related departments aiming to work in a service-oriented sector. Managers in the relevant institution must decide how many new graduates to add to the program, planning for the attrition and labor capacity constraints. The goal programming technique was used for the solution of the problem and it was aimed to obtain managerial insights for the human resources management policies.