Abstract
Abstract This paper explores how the contribution of specialist HR services is being evaluated in the context of best value performance reviews in local government. It examines the perceptions that HRM and line managers have of their respective HR responsibilities and of the contribution made by the specialist function. Dilemmas involved in measuring a function whose contribution is mediated through the work of others are identified. The extent to which the best value review process will promote continuous improvement in HR practices and its value as a mechanism for identifying good HR practices and establishing criteria for measuring their effectiveness is discussed. Copyright © 2002 John Wiley & Sons, Ltd.
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