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Textbook Human Resource Management A Critical Approach 2Nd Edition David G Collings Ebook All Chapter PDF
Textbook Human Resource Management A Critical Approach 2Nd Edition David G Collings Ebook All Chapter PDF
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“This book delivers detailed and engaging contributions by leading authors. An
important point of distinction for the book is the emphasis on critical analysis of
topics that matter in HRM. I recommend it for advanced students and managers
interested in HRM.”
– Helen De Cieri, Professor of Management,
Monash University, Australia
Despite over three decades of debate around the nature of human resource
management (HRM), its intellectual boundaries and its application in practice, the
field continues to be dogged by a number of theoretical and practical limitations.
Written by an international team of respected scholars, this updated textbook
adopts a critical perspective to examine the core management function of HRM
in all its complexity – including its darker sides.
Human Resource Management: A Critical Approach opens with a critique of the
very concept of HRM, tracing its development over time, and then systematically
analyses the context of HRM, practice of HRM and international perspectives on
HRM. New chapters commissioned for this second edition look at HRM and the
issues of diversity, migration, global supply chains and economic crisis.
This textbook is essential reading for advanced and inquisitive students of
HRM, and for HRM professionals looking to deepen their understanding of the
complexities of their field.
Second Edition
Typeset in Galliard
by Apex CoVantage, LLC
To Dad. The best pal a guy could wish for.
D.G.C.
PART I 25
PART II 213
Index 412
Figures
Introduction
In recent years, many countries – most notably the US and the UK – have
had to contend with much economic and political turbulence and uncertainty.
Bound up with this has been the issue of how firms employ, manage and reward
their people. On the one hand, systematic failures to generate and maintain
occupational and employment security and to provide decent livings in either
employment or retirement for a significant proportion of the population have
been blamed as one of the principal causes of populist backlashes (Wood and
Wright 2016). Despite almost three decades of debate in the mainstream litera-
ture around the nature of human resource management (HRM), its intellectual
boundaries and its application in practice, the field continues to be dogged by a
number of theoretical and practical limitations. On the other hand, exponential
increases in managerial pay, and a dislocation between pay and organizational
well-being and sustainability, have been blamed on failures in managing and
governing the reward systems aimed at senior managers. This book is intended
to provide students with a relatively advanced and critical discussion of the key
debates and themes around HRM as it is conceptualized and operationalized
in the early part of the twenty-first century. Thus, the current contribution is
intended to be in the tradition of Storey (2007) and Legge (1995) and aims
to provide students with a well-grounded and intellectually rewarding critical
overview of the key issues surrounding HRM from theoretical and practical per-
spectives that combine theory with practice. In doing so, we draw on contribu-
tions from leading scholars in the field who provide detailed discussions on key
debates in their respective offerings.
In this introduction, we provide the context for the book though considering
a number of overarching themes within which key debates in the field of HRM
are situated. Specifically, we provide a summary discussion of the theoretical and
intellectual boundaries of HRM, consider its emergence in historical context
and identify some of the pervasive contradictions and limitations which prevail
in the literature. Finally, we provide a short outline of the structure and content
of this volume.
2 David G. Collings et al.
HRM defined
Our discussion begins by considering what HRM actually means. Although in
the broadest sense it may be taken to denote all aspects of recruitment and hir-
ing, planning, development and reward, the human side of the organization of
work and of the employment contract, HRM has also been taken to incorporate
a strategic dimension. In other words, it is not just about the choice and imple-
mentation of particular policies and practices towards the management of people
but also the adoption of a dynamic and adaptive (as adverse to purely administra-
tive) purpose, in line with wider organizational strategic choices (Wilkinson et al.
2014). Others have argued that HRM has an ideological dimension; recognizing
people are an active resource may be superior to one that simply sees them as
passive subjects. However, it also suggests that, as with any other resources, they
should be deployed and dispensed with in line with perceived organizational pri-
orities, rather than as individuals who should be treated with a degree of empathy,
in both their interests and for the longer-term sustainability of the organization.
Given the importance of definition in understanding the boundaries of a field, this
issue is clearly an important point of departure. However, this question is more
difficult to answer than one would expect, since from its emergence HRM has
been dogged by the still largely unresolved ambiguity surrounding its definition.
As Blyton and Turnbull (1992: 2) note, ‘The ways in which the term is used by
academics and practitioners indicates both variations in meaning and significantly
different emphases on what constitutes its core components’.
One of the dominant definitions (in the UK at least) has been to see HRM as
a contested domain, with rival soft and hard approaches. The soft approach to
HRM is generally associated with the Harvard School and in particular the writ-
ings of Michael Beer and colleagues, and with a later tradition of UK scholarship,
associated with the Human Resource Management Journal (see Beer et al. 1984;
Beer et al. 2015; Beer and Spector 1985; Walton and Lawrence 1985). As with
the hard school, the soft school emphasizes the importance of aligning HR poli-
cies with organizational strategy, but it also emphasizes the role of employees as
a valuable asset and source of competitive advantage through their commitment
adaptability and quality, rather than being treated simply in instrumental terms
(Legge 1995; D’Art 2002; Wood and Vitai 2014). It stresses gaining employee
commitment to the organization through the use of a congruent suite of HRM
policies. Soft HRM may itself be divided into two sub-strands. The first strand,
soft HRM, draws on behavioural sciences in particular, building on strong reso-
nance with the Human Relations school. The latter emphasized the importance
of communication and recognizing the need to give employees the opportunity
to grow while the concept of human growth, which is central to its theory, echoes
‘all-American’ theories of motivation, from McGregor’s Theory Y to Maslow’s
Hierarchy of Needs (Legge 1995). Hence, it is sometimes conceptualized as
‘developmental humanism’ (Storey 1989; Legge 1995). HRM is operationalized
in terms of strategic interventions designed to develop resourceful employees and
to elicit their commitment to the organizational goal (Storey 1992). Critics have
Human resource management 3
charged that it assumes that a lot of problems can be solved by good commu-
nication and through reducing the space for misunderstandings, and discounts
the impact of pay on productivity and motivation and, indeed, any benefits that
might flow from giving employees a genuine say in the running of the enterprise
(Wilkinson et al. 2014). HRM is operationalized in terms of strategic interven-
tions designed to develop resourceful employees and to elicit their commitment
to the organizational goal (Storey 1992). However, sceptics have conceptualized
soft HRM as the ‘iron fist in the velvet glove’, suggesting that it could be argued
that this theory of soft HRM
reduced . . . the complex debate about the role of people in work organiza-
tions to the simplistic dogma of an economic model which even its ‘creator’
Adam Smith would probably not have wished applied in such an indiscrimi-
nate manner.
(Hart 1993: 29–30)
Definition Implication
This limited role is alluded to by Legge’s (1995: 88) observation that ‘in the
UK “personnel management” evokes images of do-gooding specialists trying to
constrain line managers, of weakly kowtowing to militant unions, of both lacking
power and having too much power’. Indeed, it has been argued that the per-
ceived welfare role of the personnel function was one aspect of it that limited its
credibility as a managerial function. It also resulted in females playing a key role
in personnel in its formative years in the UK context (Legge 1995). A scrutiny
of the gender composition of classes at many Chartered Institute of Personnel
and Development approved training centres provides some corroboration for the
gendered nature of much HR work.
A further dimension of the broad personnel role in the UK was its key role
in negotiating with trade unions, a characteristic which points toward the fire-
fighting role of personnel. Indeed, it was this element of the role that bought
increasing numbers of males into the profession (Gunnigle et al. 2006). However,
more recent evidence in the UK points to a shift in the balance towards a greater
feminization of the HR function (Kersley et al. 2006: 69). This engagement
with trade unions points to a collectivist orientation and, owing to the histori-
cal prominence of trade unions, particularly in the UK and Ireland, personnel
management became infused with a pluralist frame of reference (Flanders 1964).
Given the importance of bargaining, managing the industrial relationship gained
a distinct identity: it is worth noting that the divide between basic personnel
management and industrial relations persists in the academic literature, with, as a
general rule, those academic journals focusing on the former having low prestige,
and the latter high prestige. Newer, explicitly HR journals represent something
of a crossover and incorporate aspects of both, as well as insights from, other
disciplines.
The preceding discussion suggests that HRM and personnel management – and
industrial relations – may differ in a number of substantive ways. The first is that
HRM is conceived as having a more strategic role and hence elevated to the top
management table, suggesting a more upstream role, even if, in practice, this has
been little more than wishful thinking. For example, researchers at the University
of Southern California found little difference in how HR practitioners spent their
time between 1996 and 2016 (Lawler 2017). HR practitioners continued to be
overwhelmed by managing poor performers, implementation of HR policies and
supporting change initiatives. This meant they spent less than 15 per cent of their
time on strategic issues. Nonetheless, HRM does concern attempts to develop an
integrated and congruent set of HR policies as opposed to the piecemeal approach
Human resource management 9
apparent in the traditional personnel role. Furthermore, HR policy and practice
are also targeted at the individual level. This is reflected in the preference for indi-
vidual performance-related pay, individual communication mechanisms, employee
opinion surveys and the like. A final key distinguishing factor is that, reflective
of the individualist orientation, HRM is premised on a unitarist understanding
of conflict. Unitarism suggests that there are no intrinsic conflicts of interest in
the employment relationship as all within the organization are working toward a
common goal for the success of the organization. The common goal is reflected
in the idea that there is a single source of authority within the organization –
management. Given that there are argued to be no conflicts of interest within
the organization, conflicts are caused by breakdowns in communication or by
troublemakers. Conflict should be suppressed by improving communication or
removing troublemakers from the organization. Unions are opposed on two
grounds: (1) there are no conflicts of interest within the workplace and thus they
are unnecessary and (2) they would represent an alternative source of authority.
Alternatively, unions may be co-opted to the managerial agenda, through ‘partner-
ship’, with unions trading off militancy for continued recognition and the benefits
that would arguably flow from greater organizational competitiveness. More criti-
cal strands of the HR literature suggest that this focus is mistaken, that employees
often retain a collective identity, and that managerial power will inevitably con-
tinue to be challenged in ways that would make new accommodations necessary if
the organization is to work in the most effective way.
The following order was sent by cable from the War Department
at Washington to General Chaffee, commanding the United States
forces in China, on the 15th of March: "In reply to your
telegram Secretary of War directs you complete arrangements
sail for Manila with your command and staff officers by end
April, leaving as legation guard infantry company composed of
150 men having at least one year to serve or those intending
re-enlist, with full complement of officers, medical officer,
sufficient hospital corps men and, if you think best, field
officer especially qualified to command guard. Retain and
instruct officer quartermaster's department proceed to erect
necessary buildings for guard according to plan and estimates
you approve."
----------CHINA: End--------
CHINESE TAXES.
CHING, Prince:
Chinese Plenipotentiary to negotiate with the allied Powers.
CHITRAL: A. D. 1895.
The defense and relief of.
CHITRAL:A. D. 1901.
Included in a new British Indian province.
{145}
CONFLICTS IN CRETE.
CHUNGKING.
{146}
"Early [in 1898] after time had been allowed for the act to
prove its capabilities in practice, steps were taken toward
commencing a suit to test its constitutionality in the courts.
… Pending the bringing of a test suit, a bill was prepared for
the Association and introduced in the Legislature on March
16th, last, one of the features of which was the repeal of the
unsatisfactory law. … The bill … was passed by the Senate on
March 29th. On the 31st, the last day of the session, it was
passed by the Assembly. … On the same date it was signed by
the Governor and became a law. This act has the effect of
exempting the cities from the operation of the act of 1897,
restoring the former competitive system in each of them."
{148}
{149}