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Commonalities between HRM and IR has always been complicated to a point where HRM was considered to be a sub field in the IR in the early 1960s but afterwards was regarded as a separate subject due to the distinction on perspectives and divergent points in the field
(Beer & Spector, 1984; Guest, 1987; Kochan, 1998) State that HRM and IR share commonalities in various matters such as
Focus on employment and workplace issues.

Gives attention to management, unions, and government policy.

Recognizes the humanness of labor.

Seeks positive-sum solutions to labor problems.

Are largely applied, multidisciplinary fields.

Have normative blind spots.

Kochan, T. (1998). What is distinctive about industrial relations research? In: K. Whitfield, & G. Strauss (Eds.), Researching the world of work (pp. 31 – 45). Ithaca, NY: Cornell University Press
Beer, M., & Spector, B. (1984). Human Resources Management: The integration of Industrial Relations and organization development. In: K. Rowland, & G. Ferris (Ed.), Research in Personnel and Human Resource Management, (vol. 2, pp. 261 – 297). Greenwich, CT: JAI Press.

Guest, D. (1987). Human resource management and industrial relations. Journal of Management Studies, 24 (5), 503 – 521.

Parameswari, B. N. & Yugandhar, V. (2015). The Role of Human Resource Management in Organizations. International Journal of Engineering, Management and Applied science,3(7).

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