Management Revue

Innovating Organisations and Hrm: A Conceptual Framework**

Disappearing Between the Cracks: Hrm in Permeable Organisations**

This paper is concerned with examining the implications of inter-organisational relationships for human resource management (HRM). To date much of the literature on human resource management has been inwardly focussed on the organisation and its employees. Yet increasingly complex organisational forms and more permeable boundaries may mean that employees working for one organisation are influenced by the HR policies and practices of another. This paper presents evidence from two such case stu...

Innovating the Hr Function in a Commercialising British Public Sector Organisation: Towards a More Strategic Role for Hr?**

Although the body of research and practice on HR management in private sector organisations has grown at an astonishing pace in recent years, much less is known about the nature, role and meaning of a strategic HR department within public sector organisations undergoing commercialisation. This article addresses this gap by exploring the changing role of the HR function within a British public sector organisation responding to the New Labour government's "modernisation" agenda. The findings ar...

Between Employment Relationships and Market Relationships: Dilemmas for Hr Management**

The deployment of labour is regulated by rules laid down in labour laws, collective labour agreements and internal company rulebooks. The subject of this article is how changes in the nature of the company and in the nature of the employment relationship affect the type of rules regulating the utilization of labour. Starting point of our analysis is that in both the company and the employment relation, market pressures are increasing. For the company this implies that the borderline between t...

Human Resource Advantage in the Networked Organisation**

It is often assumed that firms have freedom of choice over their HR policies and practices, however, the networks within which they operate suggest that the HR practices themselves may be influenced by clients, suppliers, partners and other collaborators. This paper aims to examine the development of HR policies and practices as a consequence of the exercise of strategic choice within the network. The influence of networks on competitive advantage is particularly evident in knowledge intensiv...

E-Hrm: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies On Web-Based Hrm**

Technological optimistic voices assume that, from a technical perspective, the IT possibilities for HRM are endless: in principal all HR processes can be supported by IT. E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. This paper aims at demystifying e-HRM by answering the following questions: what actually is e-HRM?, what are the goals of starting with e-HRM?, what types can be distinguished? and what are the outcomes of e-HRM? Based ...

Atypical Employment Relationships and Commitment: Wishful Thinking or Hr Challenge?**

Nowadays, simultaneously maintaining flexible working practices and commitment is an important topic for HR managers since they both can contribute to organisational success. However, many HRM researchers and practitioners are unsure whether these can go together as job security is often seen as a necessary condition for commitment. Since relatively little research has yet been completed, this article contributes to this discussion. The aim of this article is to explain how flexible workers c...

Wenzel Matiaske: Soziales Kapital in Organisationen. Eine Tauschtheoretische Studie

Soziales Kapital in Organisationen. Eine tauchtheretische Studie, by Wenzel Matiaske, is reviewed.