From a comparative viewpoint, German personnel management can beseen as a configuration shaped by a specific form ofcorporatism, worker participation, and the educationalsystem particularly the apprenticeship tradition. Although challengesfrom new technology and internationalization have prompted new conceptsand negotiation patterns, the approach to personnel management inGermany has not changed drastically. This is reflected in a reluctanceto accept, or translate, the label of human resourcemanagement. The historically unique constellation of a rapidintegration of a previously separate and potentially hostile state theGDR into the Federal Republic has brought about new strategies andprocedures of cooperation between employers, unions, and stateagencies. They also follow, however, the lines of German traditions andinstitutions.
Employee Relations: An International Journal – Emerald Publishing
Published: Apr 1, 1992