Between Employment Relationships and Market Relationships: Dilemmas for Hr Management**
Management Revue › Band 15 Nr. 3, Juli 2004
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Zusammenfassung
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 the organisation and its environment is becoming fluid and for the employment relation it implies that elements of market relations are on the increase. In the classic company the model of wage labour under a standard labour contract still dominates, while in the modern network/virtual company contracts for services is becoming a dominant way of utilization of labour. Between these two models many hybrid employment relations are developing, combining elements of both. The hybridisation of the employment relation poses several problems for HRM policy. In this article three new instruments for the management of hybrid employment relations are assessed: 1. competency based appraisal systems, 2. intensification of the dialogue between employee and supervisor, and 3. individual choice benefits systems.
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Between Employment Relationships and Market Relationships: Dilemmas for Hr Management**
1. Introduction
The deployment of labour within organisations is tied to a set of rules that stipulate what is proper and fair in the relationship between management and employees. These rules have been codified (in legislation on working hours, co-determination, health and safety) and set out in collective agreements that control employees' individual employment contracts to a large extent. There are also implicit and explicit rules that regulate the deployment of labour within individual companies. The question is: how do such rules change when an organisation's environment, the labour market or the organisation itself changes? Answering such a broad question is no easy matter, not least because sectors of industry differ so much from one another, so we have restricted ourselves in this article to how the rules governing the deployment of labour change as the type of organisation and consequently the type of employment relationship changes. Our basic premise is that the introduction of market-like elements is bringing about a shift in organisational types and employment relationships. The boundary between organisations and the market is becoming more fluid, and employees are beginning to display features that previously characterised only self-employed workers.We will explore this issue in the following way. We begin by describing the rules governing the classic (industrial) employment relationship (1. Rules governing the classic employment relationship). We then explore the new types of organisation and attempt to classify them ( 2. New types of organisations?). We do the same with employment relationships (3. The employment rclationsliip: from standard relationships to market relationships?). Both shifts have led to what Huiskamp calls "hybrid employment relationships", i.e. employment relationships that still have many of the features of a classic employment relationship but which are increasingly acquiring the traits of a market relationship, or - to be more specific - which are comin...Siehe den Gesamtinhalt dieses Dokumentes
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