The HPWO partnership process has generatedinternational
interest. An IAM delegationvisited the headquarters of the
Swedishmetalworkers union Svenska Metall andworksites
across Sweden.

HPWO — 6

International Activities
The IAM’s HPWO Partnerships process has attracted the interest of trade unionists in many parts of the world. Representatives from the Trades Union Congress (the British equivalent of the AFL-CIO), as well as from Amicus, the British metalworkers union, and IG Metall, the German metal workers union have met with the staff of the HPWO Partnerships Department. Trade unionists from a variety of other countries have requested similar briefings as well.

Working with the Trade andGlobalization Department an extensive HPWO exchange has taken place with the Swedish metalworkers union, Svenska Metall. These exchanges have included participation by the Swedes in the week-long HPWO Planning Session at the Winpisinger Center and visits to Harley-Davidson to witness first hand the workings of a partnership. In 2003, a joint labor-management group from IAM HPWO Partnerships sites traveled to Sweden and met with Svenska Metall representatives and their management counterparts.

The Swedes describe the change process which they have developed as “Rewarding Work,” which consists of three parts: work organization, which includes group production and hourly workers assuming non-traditional roles; innovative wage systems, which often link pay with the skills required for a job; and lifelong learning to expand skills and keep current in a changing workplace.

Conclusion
The process of creating an HPWO Partnership requires the active participation of union leaders in communicating the need for change as well as taking a leadership role in the design and implementation of the new work system. In a partnership, labor and management jointly define the problems confronting

The HPWO partnership process has generated international interest. An IAM delegation visited the headquarters of the Swedish metalworkers union Svenska Metall and worksites across Sweden. the workplace, design solutions, and implement those solutions together. Labor leaders cannot simply react to or follow the dictates of management, but must play a vital role in making joint decisions at the workplace. By participating in the partnership, union leaders protect the interests of the membership.

A strong, independent, and well-respected union is critical to the success of an HPWO Partnership. An independent union is one of the key building blocks for a true labor-management partnership. The institutional support of the union and the protection provided by the collective bargaining agreement help employees accept new roles and explore new work methods as the partnership grows. The partners accomplish much more with a union present than could ever be done in a workplace that does not have a strong union, or no union at all.

The process of implementing an HPWO Partnership takes time. It requires a thoughtfully designed structure for a new work system and carefully crafted strategy to implement a full-partnership. In order for this new work system to succeed, all employees accept and perform new roles and responsibilities. Employees embrace these roles in order to save and create good paying jobs, grow businesses, and expand opportunities for current and future employees.

In the area of workplace change, the IAM has been one of the leaders of the labor movement. Our union has dedicated resources to assist its Local Lodges and their employers design and implement HPWO Partnerships. These partnerships are part of the IAM’s strategy to grow jobs in North America in order to ensure that our members will have a secure future.