Abstract
Research claims that industrial relations in greenfield sites in Ireland are commonly individualized. Data from a representative sample of workplaces in Ireland show that no trend towards more pronounced individualization is apparent in the use of HRM practices in new as compared with established workplaces. The state of collective industrial relations in workplaces in general is also shown to be independent of the extent to which individually focused HRM practices have been adopted. The Irish findings, and recent international research, question the idea of individualization as a useful way of understanding the character and dynamics of employment relations in advanced economies.
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