The role of economics and industrial relations in the development of the field of personnel/human resource management

Abstract

This paper surveys the contribution of economics and industrial relations (E/IR) to the development of the field of personnel/human resource management (P/HRM). A brief review of existing accounts of the evolution of the field reveals that they give little mention to the role of E/IR. A re‐examination of the early years of P/HRM suggests, however, that this is a serious omission. It is demonstrated, for example, that E/IR was in fact the principal disciplinary base for research and teaching in P/HRM in US universities into the 1940s and that for the first two decades of the field’s existence the most influential and authoritative academic‐based writers came from the ranks of economists and economics‐trained IR scholars. After describing the reasons for this close relationship, The centrifugal forces that caused a gradual split between E/IR and P/HRM are described. This split had roots in the 1920s, became increasingly visible in the 1950s and beyond, and by the late 1980s had reached a point where the two subject areas had little intellectual or organizational interaction. The paper ends with a brief review of recent developments that herald a modest rapprochement between E/IR and P/HRM.

Top Human Resources Managers Views on Trade Union Action in Brazilian Corporations

“…A strict interpretation of the law was preferred to the detriment of direct negotiations and, secondarily, of negotiations led by trade unions, with little negotiation at the company level. This system is quite different from the U.S. system, characterized by decentralized bargaining, more common at the company level (Kaufman, 2002).…”

“…This also happens in other countries, as in France. In the United States, only union members benefit from the gains associated with a collective bargaining agreement (Kaufman, 2002). In short, Brazilian labor laws discourage both trade unions from pursuing new members and workers' interest in becoming members.…”

“…In addition to contributing by discussing HR managers' perceptions of influence of the union on major companies in the country, which in and of itself is unprecedented for literature on the field of administration, this article takes an approach that addresses the fields of HR and IR studies in a more juxtaposed manner, in line with U.S. authors on IR (Colvin, Batt, & Katz, 2001;Kaufman, 2002;Kochan, 2000).…”

Public Policy Influences on Academia in the European Union

“…There is also an inconsistency among intrinsic and extrinsic environments of IR, HRM, and CSR for creating integrity, compliance, productive relations, collaboration, efficiency in ethical issues, cohesion, and coordination (Abbott, 2007;Brewster, 1995;Certo, 2000;de Silva, 1996de Silva, , 1997Gilson & Weiler, 2008;Guest, 1987;Guest & Bryson, 2008;Kaufman, , 2002Lucio & Simpson, 1992;McGraw & Harley, 2003;Miller, 695169S GOXXX10.1177/2158244017695169SAGE OpenAliu et al…”

The drunkard’s search: Looking for ‘HRM’ in all the wrong places

“…Commencing as a minor area of specialism and oftentimes regarded as a 'sub theme' of other fields such as industrial relations (Kaufman 2002(Kaufman , 1993, it is now very much a field in its own right. Its status in the academic community, for example, is reflected in dedicated journals, associations and undergraduate and postgraduate study.…”