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Human Resource Management in a Business Context, 3rd edition by Alan Price
Human Resource Management in a Business Context provides an international focus on the theory and practice
of people management. A thorough and comprehensive overview of all the key aspects of HRM, including articles from HRM Guide and other sources,
key concepts, review questions and case studies for discussion and analysis.
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One of the most important environmental constraints on the job market and
the activities of people managers comes from the law. (...) During the twentieth century, national governments have become law-making
machines, creating a complex legal environment for businesses. Governments implement statutes for strategic reasons, ensuring, for example, that
employees who are disciplined or dismissed are dealt with in a particular manner (...)
Check out the latest UK employment law updates from
steeles, solicitors (on this site).
Within
Europe, national traditions have led to wide variations in legislation
relevant to human resource management. The European Court of Justice has contributed to harmonization with an increasing body of
case law. The different legal systems in the EU can be divided into three traditions:
The Roman-German system prevailing in Austria, Belgium, France, Germany, Italy and the Netherlands. Government has a pivotal role
in employee relations, guaranteeing a fundamental core of constitutional rights. These provide the foundation for
national industrial relations. Legislation covers significant aspects of employment market conditions
such as working hours and trade union representation.
The Anglo-Celtic system in the United Kingdom and Irish Republic. A minimalist approach to the role
of the state with limited legislative protection. (Note: EU directives are changing this approach).
The Nordic system, covering Denmark, Finland, Norway and Sweden. The 'basic agreement' between employers
and unions forms the foundation of employee relations. The state plays a limited role, intervening only at
the request of the two parties.
Countries in the central and dominant group of the EU follow the Roman-German model. Not surprisingly, their way of thinking shapes most
proposals to the Commission. However, debate on employee relations reflects changing business practices and a shifting
balance of attitudes within an enlarging Union.
Pages 133-34 of Human Resource Management in a Business Context (2nd edition) provide further discussion with particular reference
to Europe-wide initiatives generated by the EU.
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