Margaret G Patrickson, Val Bamber & Greg Bamber (Eds) (1995) Organisational Change Strategies: Case Studies of Human Resource and Industrial Relations IssuesMelbourne: Longman

With a particular focus on the Mercosur bloc, this chapter examines key features of human resource management (HRM) and industrial relations systems (IRS) in Latin America. Several key themes are explicated in the chapter. The first theme is whether the dissemination of HRM practices in an institutional setting that emphasizes the hierarchical and market characteristics of IRS will also produce some kind of convergence in these practices. The second theme is to what extent the rather different national institutional environments generate similar or different HRM practices. The third theme, relatedly, is whether evidence exists of mimetic influences in the spread of HRM practices. The framework discussed in the chapter could serve as a useful theoretical point of departure for identifying both national and regional contextual influences on HRM and IRS. It may ignite interest in comparative analyses in the Latin American context. Accounts of HRM in the Latin American context, along with comparative analyses of IRS of specific countries in the region, are significantly underrepresented in the literature. Furthering national comparative research on HRM practices of organizations in the Mercosur region could open up new lines of inquiry, in particular, on the likelihood of convergence or divergence.

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Globalisation and Human Resource Management: The End of Industrial Relations?

European Labour Relations ◽

10.1201/9781003073420-15 ◽

2020 ◽

pp. 280-296

Author(s):

Jan Kees Looise ◽

Maarten J. van Riemsdijk

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Industrial Relations

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Kleinstaaterei im Dienstrecht der deutschen Bundesländer

10.5771/9783748907237 ◽

2020 ◽

Author(s):

Nicolai Dose ◽

Felix Wolfes ◽

Carolin Burmester

Keyword(s):

Public Administration ◽

Case Studies ◽

Human Resource ◽

Online Survey ◽

Civil Service ◽

Civil Servants ◽

Human Resource Managers ◽

Federal States ◽

Resource Managers ◽

German Federal States

With the federalism reform of 2006, the German federal states gained legislative power over their civil servants. This did not only lead to a substantial difference in pay levels but also to fragmented civil service regulations with different degrees of attractiveness. Requests to move to another state have created various problems in the different areas of the civil service. They are partly caused by the fragmented regulations and partly by an informal agreement between the states. By making use of an online survey among human resource managers in the different areas of public administration and 32 case studies of civil servants who either aspire to move to or have moved to another state, this book systematically identifies and analyses civil servants’ motivations for and hindrances to doing so. In this way, it reveals both obstructive and conducive factors which explain mobility. Moreover, the authors put forward some reform proposals.

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Challenges for Human Resource Management and Industrial Relations: An Economic Approach

Herausforderungen an das Management - Management-Qualität contra Rezession und Krise ◽

10.1007/978-3-642-57955-4_19 ◽

1994 ◽

pp. 289-300

Author(s):

Mahmood A. Zaidi

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Industrial Relations ◽

Economic Approach

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Human resource management practices at university spin-offs

International Journal of Organizational Analysis ◽

10.1108/ijoa-04-2020-2164 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Fernando Almeida

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Case Studies ◽

Human Resource ◽

Low Income ◽

Management Practices ◽

Content Type ◽

Quality Of Work ◽

Human Resource Management Practices

Purpose The purpose of this study is to explore the human resource management practices and the associated dimensions of quality of employment in university spin-offs. Through this, it becomes possible to explore and recognize the practices and difficulties placed on the employees of university spin-offs. Design/methodology/approach The United Nations Economic Commission for Europe (UNECE) framework to assess the quality of work in the European Union is adopted. It is used a qualitative approach through the development of four case studies at university spin-offs located in Portugal. These case studies relate to four sectors of activity, such as information technology, urban mobility, health and electronics. Findings The findings reveal that most of the challenges of quality of work in a spin-off university are common to those in an SME or micro company. Among these factors, the authors highlight the lack of job security, reduced or no social protection and very low income and nonwage pecuniary benefits. Other factors specific to university spin-offs also emerge, such as the numerous opportunities for skills development and training, the potentialities to become an entrepreneur and the high number of working hours that are necessary to face the vibrant market dynamics. Originality/value The study aims to contribute, in a theoretical and empirically grounded basis, to the knowledge about the quality of employment in a spin-off university. This work becomes relevant for policymakers to understand in depth the specific challenges faced by employees of a spin-off university.

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