Contemporary Human Resource Management Research Articles

The Agenda for Ethics in Human Resource Management

In April this year a Conference on Ethical Issues in Contemporary Human Resource Management was held at the Management School, Imperial College, London, and jointly sponsored by the British Universities Industrial Relations Association (BUIRA) and the UK Chapter of the European Business Ethics Network (EBEN‐UK). We are indebted to the organisers of the Conference, Dr Diana Winstanley, Lecturer in Human Resource Management at Imperial College Management School, Dr Jean Woodall, Reader in Human Resource Management at Kingston Business School, and Professor Edmund Heery, Professor of Human Resource Management at Cardiff Business School, for the following overview of the ethics agenda emerging for modern HRM as this figured in contributions to the Imperial College Conference. All the papers delivered at the Conference are obtainable from Dr Diana Winstanley, Imperial College Management School, 53 Prince's Gate, Exhibition Road, London SW7 2PG, tel: (44)(0) 171‐594‐9114.

Repositioning Equal Employment Opportunity

The importance of a central location for equal employment opportunity (EEO) units was once assumed. Now, under the influence of contemporary human resource management theory, broader possibilities are emerging.In the light of these human resource developments, this article explores how a contemporary centralised EEO agency might interpret its objectives and operations.

Karpin and Hilmer: classic cases of ‘It seemed like a good idea at the time’

This paper pursues a line of critique that was put forward by Cooksey and Gates (1995a,b). Our approach reviews, critically, the recent reports of Karpin and Hilmer. In particular we examine some of the basic assumptions underlying the approaches taken in these reports with specific emphasis on contemporary human resource management theory. We first explore the conditions under which these reports were generated and how these conditions may have impacted on report recommendations. In addition this exploration points to significant difficulties with the quality of the reports themselves. We then examine the lack of critical attention given by the reports to the vagaries of the 'human condition' which are complex and unpredictable and which tend to lead the reports to produce overly simplistic and unrealistic recommendations and expectations for business. Finally, the implications for SMEs are considered.

Strategic Person and Organization Development: Implications of Imago Dei for Contemporary Human Resource Management

This paper examines and compares the foundational assumptions of contemporary scholarship and practice on strategic human resource management to those embedded in emerging Christian faith-based approaches to business. An alternative ecumenical, biblically based set of assumptions for a Christian approach to strategic human resource management — or strategic person and organization development — is developed, along with corresponding set principles for future scholarship and practice.