Industrial Relations to Human Resources and Beyond: The Evolving Process of Employee Relations ManagementM.E. Sharpe, 2003 - 532 pages This collection examines the evolution of the philosophy and practice of human resource management (HRM) and industrial relations (IR) over the twentieth century. By combining history, contemporary practice, and future trends, these well-known experts present both scholarly and practitioner perspectives. Drawing on in-depth interviews and surveys with HRM executives at leading corporations, the contributors explore key trends and issues facing global companies in such areas as equal opportunity, compensation practices, and expatriation programs. The book also takes an in-depth look at one particular player in the story - Industrial Relations Counselors, Inc., the first non-profit research and consulting organization dedicated to improved HRM/IR practices - which was founded by John D. Rockefeller in 1926, and has played a central role in the development of key labor legislation including the Social Security Act. |
Contents
| 3 | |
Breaking with | 19 |
Its History | 31 |
The Quest for Cooperation and Unity of Interest in Industry | 115 |
A Century of Human Resource Management | 147 |
The Welfare Side | 172 |
Development of Pay Practices | 220 |
Good Will Good Management | 258 |
Industrial Relations in the Global Economy | 330 |
A Century | 353 |
Organizational Strategy | 403 |
Selected HR Issues | 418 |
Challenge and Balance | 448 |
Transiting from the Past to the Future | 465 |
References | 473 |
List of Contributors | 511 |
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Common terms and phrases
action activities American approach associated bargaining become benefits blacks capital century collective communication companies compensation competition continued contributions cooperation corporate costs Counselors countries created Deal decade departments discrimination early economic effective effort employee representation employment established example executive federal firms forces function global greater Hicks human important incentives increased individual industrial relations interest International involvement issues King labor less major ment nonunion operations organization pension percent performance period personnel plans political position practice Press problems production profit programs progressive promote rates relationship resource responsibility result Rockefeller role Security sharing skills social staff standards strategy structure survey tion trade unions United University wage welfare workers workplace World York