Throughout the world, employees, employers and federations of government have interests that are common and that diverse. These interests are sometimes short term and sometimes for a longer period. (The interests of divergent require accommodation and need reconciliation).
In addition, the difference of opinion should be compared in order to provide an explanation to what can be changed and how relationships in employment can be enhanced. Moreover, whenever a comparison is made it makes the observer to be forced towards critically addressing the problems with regard to nations and the problems which are taken for granted. Comparison has however increased due to internationalization forcing nations to have assumption relativity over the nature and the key institutional relations of employment (John 2008). Causal explanations can be developed easily for countries through comparison. There are not some but various reasons highlighting the need to practice comparative employment relations research.
Firstly, the field provides contribution to employment relations knowledge in several countries. This is a result of globalization because with trade and investment increased across borders, the professionals of HR and International Relations require often the information on practices of ER but not for a particular country but several countries.
Secondly, the employment relation research study with comparison offers benefit to a country because through comparison it may be found out what other countries are using as policy making models, the working ways of managers and the conditions of workers (Hyman 2005). At several time in past 5 decades, employment relations aspects in countries such as U.S, Japan and Germany have displayed evidence of models that can be emulated.