Peter Prowse, Ana Lopes and Ray Fells
The purpose of this paper is to demonstrate different approaches to effective campaigning in support of the Living Wage and so this paper contributes to the broader debate over…
Abstract
Purpose
The purpose of this paper is to demonstrate different approaches to effective campaigning in support of the Living Wage and so this paper contributes to the broader debate over the nature of the union movement’s engagement with community groups in pursuit of workplace and social issues.
Design/methodology/approach
The paper presents a systematic comparison of a union-led and a community-led campaign, drawing primarily upon interview and survey data.
Findings
Though different, both campaigns met with a measure of success in improving employee pay and in increasing union membership suggesting a pragmatic approach to the building of union-community relationships.
Practical implications
The paper shows the need for campaigners to adopt a strategic approach in identifying the target for their campaign, and also the importance of shaping a persuasive argument.
Originality/value
The paper reaffirms the importance of traditional union-led campaigning alongside campaigning through engagement with community groups and so offers a broader framework for exploring the relationships between union and community groups.
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Peter Prowse, Ray Fells, James Arrowsmith, Jane Parker and Ana Lopes
The rapid growth in part‐time and temporary workover the past decade has accounted for most ofBritain’s large rise in jobs compared with otherEC countries. This article analyses…
Abstract
The rapid growth in part‐time and temporary work over the past decade has accounted for most of Britain’s large rise in jobs compared with other EC countries. This article analyses the influence of the Institute of Manpower Studies model as an aid for manpower planning and discusses current thinking in research using three case studies to analyse the value for manpower strategy.
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This paper will discuss the issues of internal flexibility in an organisation and will analyse whether the Institute of Manpower studies model of the flexible firm can be…
Abstract
This paper will discuss the issues of internal flexibility in an organisation and will analyse whether the Institute of Manpower studies model of the flexible firm can be transformed into a working model for manpower policy. To continue the debate this paper will analyse the theme of flexibility and discuss the contribution of the theoretical model to policy in both private and public sectors in the UK.
The purpose of this article is to evaluate the general developments in the form of industrial relations in the UK public sector.
Abstract
Purpose
The purpose of this article is to evaluate the general developments in the form of industrial relations in the UK public sector.
Design/methodology/approach
It reviews the main literature on the topic and relevant policy texts.
Findings
The article concludes by analysing changes in public sector employee relations. It argues that there are serious attempts to decentralise industrial relations within the state system but that the outcomes of these are uncertain and unclear.
Research limitations/implications
It is a general overview of key developments.
Practical implications
It is relevant for a discussion of the general trends in UK public sector industrial relations.
Originality/value
This article takes an overview of recent developments and points to the uncertainties embedded in a new market approach.
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This paper aims to evaluate the aims and methods of appraisal, and the difficulties encountered in the appraisal process.
Abstract
Purpose
This paper aims to evaluate the aims and methods of appraisal, and the difficulties encountered in the appraisal process.
Design/methodology/approach
The paper uses a review of the literature to evaluate the development of appraisals and argues that the critical area of line management development that was identified as a critical success factor in appraisals has been ignored in the later literature evaluating the effectiveness of performance appraisals.
Findings
The review identifies the lack of theoretical development in appraisal and argues the psychological approach of analysis and a more critical realisation of appraisal, re‐evaluating the challenge to remove subjectivity and bias in judgement of appraisal.
Research limitations/implications
Further evaluation of key interpersonal skills is required for appraisal systems to develop performance.
Practical implications
The use and design of performance pay in public and private services linked to appraisal have not always improved organisational performance and can contribute to reduced motivation.
Originality/value
Little research has evaluated the current increases in using appraisals and the changes in focus from appraisal to performance management. The paper adds value to the existing body of knowledge and offers insights for practitioners and researchers.
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This paper will discuss the issues of internal flexibility in an organisation and will analyse how the Institute of Manpower studies model of the flexible firm has been utilised…
Abstract
This paper will discuss the issues of internal flexibility in an organisation and will analyse how the Institute of Manpower studies model of the flexible firm has been utilised in the coal mining industry in the UK.
The purpose of this paper is to critically explore the evidence that human resource management (HRM) could contribute to the improvement of organizational and individual…
Abstract
Purpose
The purpose of this paper is to critically explore the evidence that human resource management (HRM) could contribute to the improvement of organizational and individual performance. It aims to examine the historical development of HRM and its emergence as a distinct management discipline. The evidence indicates that HRM is the product of several different traditions that range from a concern with employee welfare to the development of workplace relationships. The paper critically re‐evaluates what human performance is and assesses its contribution to organizational effectiveness. What is particularly important is the lack of empirical literature on the contribution of HRM and business performance. This paper will call for the re‐evaluation of more contemporary criteria of how people contribute to organizational performance in private, public and the emerging non‐profit making sectors.
Design/methodology/approach
The methodology adopted in this research uses critical literature on the contribution of human resource management performance.
Findings
The main finding of this research is the understanding of the problems of research design in measuring the contribution of HRM to develop performance in organizations.
Research limitations/implications
The research presented in this paper needs to review and standardize comparative research design to confirm the performance of HRM in organizations. It compares the alternative perspectives of measuring performance in financial criteria.
Originality/value
This paper reviews the research between key authors for exploring the correlation between HRM and organizational performance for future research and examines the influence of human resource professional bodies.