Employee Relations: An International Journal

John R. Berridge

1995 Employee Relations: An International Journal

doi: 10.1108/01425459510103415

An introductory article to a monograph on HRM philosophies and practices in the three new states acceding to the EU in 1995 Austria, Finland and Sweden. Highlights distinctive features of the employment systems and labour market practices in each country, and outlines the kinds of social issue which may be brought more into prominence within the EU as a result of the membership of the three countries.

Wolfgang Mayrhofer

1995 Employee Relations: An International Journal

doi: 10.1108/01425459510103424

Highlights current HRM practice and its potential future developments in Austria. Develops a framework for analysing Austrian HRM, focusing on the regulatory environment at plant and supra‐plant level, the impact of industry structure on HR practice, and finally on geo‐political and economic influences. Using empirical data from the study of the Cranfield Network on European HRM (CRANET‐E), analyses the characteristics of current practice in Austrian HRM. Identifies and assesses future developments, especially those triggered by Austria′s accession to the European Union and discusses their implications for Austrian HRM theory and practice.

Sinikka Vanhala

1995 Employee Relations: An International Journal

doi: 10.1108/01425459510103433

Describes the state‐of‐the‐art of human resource management in Finland in the mid‐1990s as the Finnish economy recovers from its deepest and longest post‐war recession. Typical to the Finnish system has been the mix of social, political and employers′ interests in the collective bargaining system; Finnish HRM cannot be understood without knowing its context, the main trends of which are: survival from rationalization and related labour reductions, increasing cost‐effectiveness and line responsibility, the flexible use of labour and utilization of the labour force. The implications of EU membership on the Finnish HRM are mainly seen to be related to free mobility of employees and changes in social security and labour relations.

Hunter Mabon

1995 Employee Relations: An International Journal

doi: 10.1108/01425459510103442

Gives an account of Swedish industrial relations and discusses the decline of the classic Swedish harmony model. Analyses historically high unemployment figures. Makes a presentation of HRM as a profession in Sweden including the speciality of human resource costing and accounting. Uses Marxist, pluralist and rationalist models to explain the gap between theory and practical implementation of HRM. Discusses the HRM consequences of Sweden joining the EU and the future prospects for Sweden in a world economy.