Human resource management and industrial relations
Article Abstract:
Human resource management (HRM) is a term which is now widely used but very loosely defined. In this paper it is argued that if the concept is to have any social scientific value, it should be defined in such a way as to differentiate it from traditional personnel management and to allow the development of testable hypotheses about its impact. Based on theoretical work in the field or organizational behaviour it is proposed that HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. Within this model, collective industrial relations have, at best, only a minor role. Despite the apparent attractions of HRM to managements, there is very little evidence of any quality about its impact. Furthermore very few UK organizations appear to practise a distinctive form of HRM, although many are moving slowly in that direction through, for example, policies of employee involvement. (Reprinted by permission of the publisher.)
Publication Name: Journal of Management Studies
Subject: Business, general
ISSN: 0022-2380
Year: 1987
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Mapping management styles in employee relations
Article Abstract:
In an attempt to clarify the meaning of management style in employee relations and go beyond the limitations of the frames of reference debate, two dimensions of style are identified. Individualism refers to the extent to which personnel policies are focused on the rights and capabilities of individual workers. Collectivism concerns the extent to which management policy is directed towards inhibiting or encouraging the development of collective representation by employees and allowing employees a collective voice in management decision-making. Style is a deliberate choice linked to business policy. Organizations may choose to focus on one or both aspects. Not all firms have a distinctive preferred management style. Survey evidence is analyzed and a number of unresolved issues raised which need to be tackled if management style is to become a useful concept in the study of strategic choice in the management of industrial and employee relations. (Reprinted by permission of the publisher.)
Publication Name: Journal of Management Studies
Subject: Business, general
ISSN: 0022-2380
Year: 1987
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HRM and Critical Social Science Analysis
Article Abstract:
The author argues that personnel management research tends to be functionalist, prescriptive, and uncritical, and advocates a method for incorporating social scientific analysis to alleviate these shortcomings.
Publication Name: Journal of Management Studies
Subject: Business, general
ISSN: 0022-2380
Year: 2004
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