scholarly journals Industrial Relations as a Discipline and Field in France and the UK

2004 ◽  
Vol 59 (2) ◽  
pp. 321-344 ◽  
Author(s):  
Philip Almond
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Industrial Relations ◽  
Societal Change ◽  
Employment Relations ◽  
Partial Explanation ◽  
Recent Developments ◽  
English Speaking ◽  
Post War ◽  
The Uk

This article analyses the differences in the post-war study of employment relations in the UK and France, examining both the orientations of the main literatures, and more recent developments in response to the changes of recent years. Through a comparison of the literature, the article seeks to analyse the implicit assumptions behind research in the field. The predominant means of investigating employment relations in both countries are seen to have been over-fixed on normative assumptions drawn from the specific circumstances of the post-war industrial relations climates of the two countries. This provides a partial explanation for the emergence of new normative frameworks, including that of Human Resource Management, particularly in the UK It is argued that in order for a move away from an explicitly managerial agenda to occur, researchers into industrial relations, particularly in English-speaking countries, must integrate their arguments within a greater awareness of wider societal change.

scholarly journals Pluralisms? Social philosophy, social science and public policy in employment relations and human resource management

2021 ◽  
pp. 002218562098397
Author(s):  
Peter Ackers
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Industrial Relations ◽  
Social Philosophy ◽  
Employment Relations ◽  
Political Pluralism ◽  
Liberal Democratic

Alan Fox's frames of reference has sparked over half a century of debate between employment relations/human resource management pluralists, radicals and unitarists. But the notion of industrial relations pluralism itself continues to be highly disputed. This commentary tracks the journey from classical pluralism to neo-pluralism, then addresses three articles that offer a variety of radical pluralist alternatives. A fourth paper discussed, suggests a quantitative approach to testing Fox's frames, but this article makes a case for retaining the qualitative, case study method. A fifth explores the revival of paternalism on the border between unitarism and pluralism. Overall, the article argues that classical pluralism, based on trade unions and collective bargaining, is now outdated, but that neo-pluralism is capable of carrying forward its pragmatic, institutional spirit to explore the empirical complexity of contemporary employment relationships around the world. Finally, the discussion of employment relations pluralisms needs to re-engage with the wider political pluralism debate about liberal democratic societies and market economies.

A Dictionary of Human Resource Management

2017 ◽  
Author(s):  
Edmund Heery ◽  
Mike Noon
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Management Practice ◽  
Industrial Relations ◽  
Employment Relations ◽  
Theoretical Terms ◽  
Recruitment And Selection

Nearly 2,000 entriesThis authoritative dictionary contains succinct, expert definitions that are used in the fields of Human Resource Management and Employment Relations. It covers all areas of Human Resource Management, including recruitment and selection, training and development, performance management, reward, industrial relations, and the design of work and organizations. Theoretical terms and concepts are clearly explained and the main institutions, legal terms, and public policies that are relevant to Human Resource Management are all defined.This new edition of the dictionary has been thoroughly revised and updated to take into account the latest developments in areas such as the gig economy, talent management, international Human Resource Management, critical management studies, and employee engagement. This is a vital companion for students and practitioners in the fields of Human Resource Management and Employment Relations and is an essential resource for anyone studying or working in this important area of management practice.

Employment Relations in the Korean Automotive Industry: Issues and Policy Implications

1997 ◽  
Vol 8 (2) ◽  
pp. 248-268 ◽  
Author(s):  
Park Young-Bum ◽  
Lee Byoung-Hoon ◽  
Woo Seog-Hun
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Automotive Industry ◽  
Industrial Relations ◽  
Auto Industry ◽  
Policy Implications ◽  
Employment Relations ◽  
The Past ◽  
Union Leadership ◽  
Labour Disputes

Since the late 1980s there have been significant problems in the Korean auto industry related to employment relations. This paper focusses on the experience of three companies: Hyundai, Daewoo and Kia, which have pursued somewhat different strategies in industrial relations and human resource management. Hyundai, which is the largest auto producer, has experienced major labour disputes almost every year since 1987, but has reached an accommodation with its union in the past couple of years. Daewoo and Kia have both faced militant union leadership since the early 1990s. Kia's management was rather indecisive, but Daewoo was more decisive and industrial relations appear to have stabilised. However, major industrial conflicts at the end of 1996, following the government's attempt to reform labour laws, and the formation of a new independent peak union council, indicate that industrial relations in the Korean auto industry are likely to remain unsettled for some time.

Human Resource Management and Industrial Relations in the Latin American Context

2021 ◽  
pp. 285-305
Author(s):  
Wilson Aparecido Costa de Amorim ◽  
Antonio Carvalho Neto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Latin American ◽  
Industrial Relations ◽  
Institutional Setting ◽  
Theoretical Point ◽  
Contextual Influences ◽  
Comparative Analyses ◽  
Hrm Practices

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.

Human Resource Management in the African Context

2021 ◽  
pp. 305-326
Author(s):  
Frank M. Horwitz ◽  
Linda Ronnie
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Emerging Market ◽  
Cross Cultural ◽  
Employment Relations ◽  
Policy And Practice ◽  
African Countries ◽  
New Findings

This chapter provides a critical overview of the evolving human resource management (HRM) research context, labor market developments, insights regarding cross-cultural diversity, human resource practices, issues pertaining to the efficacy of adoption of Western and East Asian international HRM, and employment relations in African countries. Given the influence of multinational corporations on the diffusion and development of HRM in African countries, issues pertaining to their influence are critically evaluated. Even with the increasing focus on the Chinese–African HRM nexus, studies on African management or HRM are often country specific, occasionally comparative, and variously suggest that HRM practices follow the convergence perspective, “cross-convergence” perspective, or divergence perspectives. There are still unexplored issues relating to African management or HRM, and new findings could reshape the research agenda, HRM policy, and practice. Though often country or regionally focused, there is evidence of increasing research on HRM issues and mergers and acquisitions, impacts of privatization on HRM, knowledge appropriation, emerging market multinational corporation HRM policy and practice, diversity and cross-cultural management, HIV/AIDS policy implementation issues, sustainable development and corporate social responsibility, and impacts of the institutional and regulatory environment on HRM and employment relations.

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