European Human Resource Management: An Introduction to Comparative Theory and Practice

ISBN-13: 9780631193678 / Angielski / Twarda / 1996 / 288 str.

Clark, Timothy

Opis

European Perspectives on Human Resource Management is designed to provide students with an understanding of HRM in Europe.
Written by experts from Britain, Denmark, Germany, France, The Netherlands, Spain and Sweden, the book explores whether there is a single, shared conception of HRM which transcends national boundaries. It shows how such factors as cultural values, the industrial relations system, the leagl system and systems of education influence the ways in which the employment relationship is structured and concieved.

Spis treści

Figures and Tables.

List of Tables.

List of Contributors.

Preface.

1. The Cultural Relativity of Human Resource Management: Is There a Universal Theory?: Timothy Clark and Geoff Mallory.

2. Human Resource Management under Collective Bargaining: The Sociological Perspective: Steen Scheuer.

3. Hesitant Innovation: The Recent Evolution of Human Resources Management in France: Alan Jenkins and Gilles van Wijk.

4. Spain in the context of European Human Resource Management Joseph Baruel.

5. Human Resource Management in Germany: Christian Scholz.

6. The Dutch Business System and Human Resource Management: Marielle Heijlties, Arjen van Witteloostuijn and Sebastiaan van Diepen.

7. Denmark: Human Resource Management under collective bargaining– the sociological perspective Steen Scheuer.

8. Sweden: The Fate of Human Resource Management in a "Folkish" Society: Johan Berglund and Jan Lowstedt.

9. HRM: A Unified Understanding or Multiplicity of Meanings?: Timothy Clark.

Index.

O autorze

Timothy Clark is Research Fellow in International Management at the Open Business School, The Open University, UK.

Blurb

European Human Resource Management is an introductory text for students of human resource management. The book examines HRM from a cross–cultural perspective in order to determine whether there is one universal model of HRM or many nationally specific models that reflect a variety of cultural and institutional contexts. It is suggested that the answer to the question ′What is HRM?′ is dependent upon the national context within which it is asked. What may be termed HRM in one nation may take on a very different form in another nation despite similarity in terminology. Eurpoean Human Resource Management shows how such factors as a nation′s culture, industrial relations system, education system and legal system influence the ways in which the employment relationship is structured and conceived in seven European nations: Denmark France Germany Great Britain The Netherlands Spain Sweden In addition, European Human Resources Management considers the extent to which notions of HRM in these nations are converging or diverging. It suggests that whilst there is evidence of a trend towards convergence, differences in cultural and institutional contexts between nations continue to have a major impact on the nature of the employment relationship.