The role of human resource management in implementing a 'new agreement' between employers and employees
David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Ezio Di Nucci
Jack Alan Reynolds
Learn more about PhilPapers
AI and Society 17 (2):134-149 (2003)
When quality in an organisational context includes more employee-oriented arrangements and systems, the introduction of a new relationship pattern between employers and employees can rightly be considered a quality program. In this article we describe the shifting roles of HRM and 'people management' in general within a changing environmental and organisational context. We present an original 'FIT' organisational model, in which the role of HRM as 'partner-champion' is highlighted, and which was implemented during the 1990s in a multinational company. More specifically, we describe the company background, the motives for this new approach, the basic principles and the main phases of implementation of this new 'social contract'
|Keywords||Human Resource Management New Deal Psychological contract Quality management|
|Categories||categorize this paper)|
Setup an account with your affiliations in order to access resources via your University's proxy server
Configure custom proxy (use this if your affiliation does not provide a proxy)
|Through your library|
References found in this work BETA
No references found.
Citations of this work BETA
No citations found.
Similar books and articles
Harry J. Van Buren & Michelle Greenwood (2013). Ethics and HRM Education. Journal of Academic Ethics 11 (1):1-15.
Ashly Pinnington, Rob Macklin & Tom Campbell (eds.) (2007). Human Resource Management: Ethics and Employment. OUP Oxford.
Catherine E. Schwoerer, Douglas R. May & Benson Rosen (1995). Organizational Characteristics and HRM Policies on Rights: Exploring the Patterns of Connections. [REVIEW] Journal of Business Ethics 14 (7):531 - 549.
Dorothy Foote (2001). The Question of Ethical Hypocrisy in Human Resource Management in the U.K. And Irish Charity Sectors. Journal of Business Ethics 34 (1):25 - 38.
Patrick E. Murphy (1988). Implementing Business Ethics. Journal of Business Ethics 7 (12):907-915.
David Halpern, Patrick J. Reville & Donald Grunewald (2008). Management and Legal Issues Regarding Electronic Surveillance of Employees in the Workplace. Journal of Business Ethics 80 (2):175-180.
Michel Ferrary (2009). A Stakeholder's Perspective on Human Resource Management. Journal of Business Ethics 87 (1):31 - 43.
Marcel van Marrewijk & Joanna Timmers (2003). Human Capital Management: New Possibilities in People Management. [REVIEW] Journal of Business Ethics 44 (2-3):171-184.
Marcel Van Marrewijk & Joanna Timmers (2003). Human Capital Management: New Possibilities in People Management. Journal of Business Ethics 44 (2/3):171 - 184.
David Hart (2010). The Ethics of Lateral Hiring. Business Ethics Quarterly 20 (3):341-369.
Harry J. Van Buren & Michelle Greenwood (2008). Enhancing Employee Voice: Are Voluntary Employer–Employee Partnerships Enough? Journal of Business Ethics 81 (1):209-221.
Harry J. Van Buren & Michelle Greenwood (2008). Enhancing Employee Voice: Are Voluntary Employer-Employee Partnerships Enough? Journal of Business Ethics 81 (1):209 - 221.
Raymond S. Pfeiffer (1992). Owing Loyalty to One's Employer. Journal of Business Ethics 11 (7):535 - 543.
Timothy M. Gardner, Jason Stansbury & David Hart (2010). The Ethics of Lateral Hiring. Business Ethics Quarterly 20 (3):341-369.
Mane Hajdin (2005). Employee Loyalty: An Examination. [REVIEW] Journal of Business Ethics 59 (3):259 - 280.
Added to index2010-08-30
Total downloads7 ( #428,477 of 1,907,511 )
Recent downloads (6 months)3 ( #274,312 of 1,907,511 )
How can I increase my downloads?