Personnel Management: The End of Orthodoxy?

Personnel Management: The End of Orthodoxy? Within the broad field of British industrial relations, personnel/human resource management grew significantly as a focus of conceptual and empirical analysis during the 1980s. This paper reviews the central features of this development and considers the prospects and priorities for future research. It argues that human resource management now represents a new orthodoxy within the general subject area, partly replacing the traditional Donovan framework. Research exploring the application of human resource management is reviewed. This reveals that only modest innovation has occurred, often with little evidence of positive outcomes. Seeking an explanation for this limited impact, attention is focused on the nature and effectiveness of personnel management. The reasons why there might be a ‘problem’ of personnel management are considered. Finally, the sustainability of the new orthodoxy is called into question. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png British Journal of Industrial Relations Wiley

Personnel Management: The End of Orthodoxy?

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Publisher
Wiley
Copyright
"Copyright © 1991 Wiley Subscription Services, Inc., A Wiley Company"
ISSN
0007-1080
eISSN
1467-8543
DOI
10.1111/j.1467-8543.1991.tb00235.x
Publisher site
See Article on Publisher Site

Abstract

Within the broad field of British industrial relations, personnel/human resource management grew significantly as a focus of conceptual and empirical analysis during the 1980s. This paper reviews the central features of this development and considers the prospects and priorities for future research. It argues that human resource management now represents a new orthodoxy within the general subject area, partly replacing the traditional Donovan framework. Research exploring the application of human resource management is reviewed. This reveals that only modest innovation has occurred, often with little evidence of positive outcomes. Seeking an explanation for this limited impact, attention is focused on the nature and effectiveness of personnel management. The reasons why there might be a ‘problem’ of personnel management are considered. Finally, the sustainability of the new orthodoxy is called into question.

Journal

British Journal of Industrial RelationsWiley

Published: Jun 1, 1991

References

  • The Audit of War
    Barnett, C.
  • Strike Free
    Bassett, P.
  • The Control of Absenteeism: An Interim Report
    Edwards, P. K.
  • Personnel Policies in Large Non‐Union Companies
    Foulkes, F.
  • Consequences of quality circles in an industrial setting: a longitudinal assessment
    Griffin, R.
  • New Perspectives on Human Resource Management
    Guest, D.
  • The Making of Managers
    Handy, C.

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