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Bullying and harassment: a case of success?
Pate, Judy; Beaumont, Phillip - In: Employee Relations 32 (2010) 2, pp. 171-183
Purpose – This paper aims to examine an attempt by an organisation to address the significant problem of bullying and harassment. In doing so the paper particularly centres on the question of how the relative success of bullying and harassment policies might be measured....
Persistent link: https://www.econbiz.de/10014731251
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HRM, Employee Relations And The Labour Market
Gunnigle, Patrick - 2002
The transition from school to work: a European perspectiveIn general, a person's employment and educational biographies do not alwaysrun smoothly and in only one direction. Interruptions often occur, or theindividual may begin to move in different or new directions
Persistent link: https://www.econbiz.de/10012675431
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The road to partnership? ‐ Forcing change in the UK further education sector; from “college incorporation” and “competition” to “accommodation and compliance”?
Burchill, Frank - In: Employee Relations 23 (2001) 2, pp. 146-163
human resource management (HRM) and, in particular, on employee relations. Argues that change was forced through in FE to a … changes in the bargaining structure and approaches to HRM. An overall conclusion is that the situation in FE has moved from …
Persistent link: https://www.econbiz.de/10014730928
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Change, HRM and the voluntary sector
Kellock Hay, Gillian; Beattie, Rona S.; Livingstone, Ron; … - In: Employee Relations 23 (2001) 3, pp. 240-256
empirical study into the change management experiences of a voluntary sector umbrella body. Concludes with key HRM lessons for …
Persistent link: https://www.econbiz.de/10014730933
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Changing Management Approaches to Employee Relations in Ireland
Gunnigle, Patrick - In: Employee Relations 14 (1992) 1, pp. 17-32
industrial conflict. Also considers the emergence of Human Resource Management (HRM) approaches in the Irish context.  …
Persistent link: https://www.econbiz.de/10014731420
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Human Resource Management in Denmark
Bévort, Frans; Storm Pedersen, John; Sundbo, Jon - In: Employee Relations 14 (1992) 4, pp. 6-20
practices and HRM concepts. Presents a theoretical framework in which the HRM of the 1990s can be understood, based on empirical … research in a number of Danish companies from 1989 to 1991. Concludes that Danish firms are gradually changing their HRM … strategy to a new techno‐human paradigm of HRM and work organization. Outlines a number of challenges that HRM specialists will …
Persistent link: https://www.econbiz.de/10014731434
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Unions on the Brink?
Salmon, John; Stewart, Paul - In: Employee Relations 16 (1994) 2, pp. 8-23
The 1980s has been viewed as a period of considerable change in industrial relations. The transformation of the global market and new style management practices have raised important questions regarding the extent and character of continuities and discontinuities. Much emphasis has been placed...
Persistent link: https://www.econbiz.de/10014731484
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Information Technology and the Quality Gap
Brooke, Carole - In: Employee Relations 16 (1994) 4, pp. 22-34
During 1990, one of the largest service sector companies in the UK was in the process of implementing major change. Top management believed that total quality management (TQM) was an appropriate vehicle for such change. However, the research suggested that the quality objectives of the...
Persistent link: https://www.econbiz.de/10014731486
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Organizational metamorphosis led by front line staff
McHugh, Marie; O’Brien, Geraldine; Ramondt, Joop - In: Employee Relations 21 (1999) 6, pp. 556-576
This article highlights the fact that in an attempt to cope with the turbulence and hostility which characterize their operating environments, many public sector organizations have embarked upon far‐reaching programmes of unsettling strategic change. These programmes often exhibit features of...
Persistent link: https://www.econbiz.de/10014731647
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HRM in UK hotels: a focus on commitment
McGunnigle, Peter J.; Jameson, Stephanie M. - In: Employee Relations 22 (2000) 4, pp. 403-422
Explores human resource management (HRM) and the established relationships between HRM, the management of “commitment … employee commitment. The literature suggests that organizations adopting an HRM approach desire employee commitment, have in … strong evidence of relatively sophisticated training and development systems congruent with an HRM approach. Concludes that …
Persistent link: https://www.econbiz.de/10014730912