Practitioner talk: the changing textscape of HRM and emergence of HR business partnership

Published on May 1, 2010in International Journal of Human Resource Management
· DOI :10.1080/09585191003729341
Anne Keegan21
Estimated H-index: 21
(UvA: University of Amsterdam),
Helen Francis12
Estimated H-index: 12
(Edinburgh Napier University)
It has been evident for some time in mainstream HRM writing, that HR work is largely framed as a business issue, accelerated by new developments in technology and increasing pressures being placed on the function to enhance its contribution to the organisation, and at the same time be more cost effective. Our paper examines the implications of this, and contributes to current debate about what the redesign of HR work means for HR professional expertise, the definition of legitimate HR work activities, and changing relationships with employees and line managers. By foregrounding the language of HR practitioners as a force for change in how HR work is shaped, we deploy an approach rooted in critical discourse analysis to analyze practitioner up-take of concepts like HR business partnership at the level of speech, and how it interacts with broader social and material practices. We examine three main discursive themes from our analysis, to argue that critical engagement with the concept of HR business partner...
  • References (72)
  • Citations (45)
📖 Papers frequently viewed together
238 Citations
158 Citations
2 Authors (David Ulrich, ..., Wayne Brockbank)
477 Citations
78% of Scinapse members use related papers. After signing in, all features are FREE.
#1Carol T. Kulik (UniSA: University of South Australia)H-Index: 37
#2Elissa L. Perry (Columbia University)H-Index: 19
This research explores the possibility that devolving people-management activities to line managers might transform an HR unit and improve its reputation within its organization. We examined the effect of devolving people-management responsibilities to line managers on HR managers' construed image—their perceptions of the internal reputation of the HR unit. Results revealed that a devolution strategy had a positive effect on HR managers' perceptions of their unit's reputation among line managers...
62 CitationsSource
#1Martin ReddingtonH-Index: 1
#2Claire HydeH-Index: 1
6 CitationsSource
#1G MartinH-Index: 1
12 CitationsSource
#1Helen Francis (Edinburgh Napier University)H-Index: 12
The problem and the solution. In this article, the author draws on a discourse perspective to explore the role of the human resource development (HRD) function in shaping organizational change within a large manufacturing firm moving toward a flatter team-based organizational structure. In support of an emerging “critical” strand of HRD, the author gives special consideration to how HRD specialists worked with colleagues from the personnel function to strategically draw on a complex mix of discu...
21 CitationsSource
#1Thomas A. Kochan (MIT: Massachusetts Institute of Technology)H-Index: 43
27 CitationsSource
The search for a measurable link between HR practices and organizational performance is currently preoccupying HR professionals, consultants, government and academics. Empirical research on this human resource management-performance (HRM-P) link is, however, marred by a serious problem: it is under-theorized. While some (but by no means all) researchers on the HRM-P link are aware of the problem, none are prepared to face up to the scale of the implications. Without theory, research on the HRM-P...
49 CitationsSource
#1Anne Keegan (Erasmus Research Institute of Management)H-Index: 21
#2Paul Boselie (UU: Utrecht University)H-Index: 25
Mainstream HRM journals have largely ignored critical perspectives on HRM. This is the main finding from our study examining trends in publishing on HRM through an analysis of published work in the period 1995 to 2000. Using the 'dissensus-consensus' dimension of a framework developed by Deetz (1996) we examine the role of academic journals in constructing HRM knowledge in what turns out to be largely consensus oriented ways. We survey HRM articles in nine journals over a six year period, and co...
97 CitationsSource
#1Helen Francis (Edinburgh Napier University)H-Index: 12
#2Anne Keegan (EUR: Erasmus University Rotterdam)H-Index: 21
158 CitationsSource
Purpose – The discourse of human resource management (HRM) is increasingly dominated by a normative, consensus‐oriented perspective on managing the employment relationship. This paper aims to explore the potential of critical discourse analysis (CDA) to provide new and different understandings of HRM and processes of organisational change, and which highlights the creative role of language in the shaping of organisation and management practice.Design/methodology/approach – A case study analysis ...
16 CitationsSource
#1Veronica Hope Hailey (University of Bath)H-Index: 6
#2Elaine Farndale (EUR: Erasmus University Rotterdam)H-Index: 22
Last. Catherine Truss (Kingston Business School)H-Index: 28
view all 3 authors...
This is an overview of what the authors believe to be every empirical research article into the linkages between HRM and performance published in pre-eminent international refereed journals between 1994 and 2003. The analysis covers the design of the study, including the primary level of analysis and the identity of the respondents; the dominant theoretical framework(s) informing the article; how HRM is conceived and operationalised; how performance is conceived and operationalised; and which co...
171 CitationsSource
Cited By45
#1Nataliya Podgorodnichenko (University of Otago)H-Index: 2
#2Fiona Edgar (University of Otago)H-Index: 12
Last. Ian McAndrew (University of Otago)H-Index: 8
view all 3 authors...
Abstract Debates surrounding the concept of corporate social responsibility (CSR) suggest organizations need to pursue the objectives of a variety of stakeholders and human resource management (HRM), with its pluralist ideological underpinnings, is well-positioned to help in this endeavour. The dilemma for human resource (HR) practitioners is how best can engagement with the CSR agenda be achieved? This study addresses this question by drawing on data obtained through a systematic review of the ...
5 CitationsSource
#1Luca Carollo (University of Bergamo)
In this article, I examine a graphic novel created by the management of a banking company and periodically circulated through the company’s intranet as part of a training initiative directed at sev...
#1Carol Flinchbaugh (NMSU: New Mexico State University)H-Index: 5
#2Ghadir Ishqaidef (CSU Chico: California State University, Chico)H-Index: 3
Last. Clint Chadwick (KU: University of Kansas)H-Index: 15
view all 3 authors...
The study employs a mixed-method approach utilizing interview and survey data to discern what influences the effectiveness of an inter-organizational initiative wherein two distinct organizations s...
#2Adeel AkmalH-Index: 1
Last. André M. EverettH-Index: 11
view all 4 authors...
1 CitationsSource
Two research questions are asked in this paper: RQ1. How does line management involvement in PA work unfold in practice? RQ2. How does line management involvement contribute toward any divergence arising between intended and implemented PA work?,An in-depth case study from a multi-actor perspective based on interviews with HR managers, line managers and employees, and organizational documents.,The findings illustrate how line managers faced three types of complexities during implementation, i.e....
#1Helen Francis (Edinburgh Napier University)H-Index: 12
#2Anne Keegan (UCD: University College Dublin)H-Index: 21
Our contribution in this paper is to highlight the ethical implications of workforce engagement strategies in an age of austerity. Hard or instrumentalist approaches to workforce engagement create the potential for situations where engaged employees are expected to work ever longer and harder with negative outcomes for their well-being. Our study explores these issues in an investigation of the enactment of an engagement strategy within a UK Health charity, where managers and workers face parado...
2 CitationsSource
#1Marco Guerci (University of Milan)H-Index: 16
#2Adelien Decramer (UGent: Ghent University)H-Index: 10
Last. Ina Aust (UCL: Université catholique de Louvain)H-Index: 4
view all 4 authors...
This study contributes to the growing literature on the intersection between human resource management and corporate sustainability (CS) and, in particular, on sustainable human resource management (interpreted here as HRM practices informed by the CS principles, thus aiming at economic, social, environmental and human sustainability simultaneously). In particular, this paper claims that the members of the HR professional community can increase their job satisfaction and decrease their intention...
#1Marco Guerci (University of Milan)H-Index: 16
#2Filomena Canterino (Polytechnic University of Milan)H-Index: 4
Last. Anna Mori (University of Milan)H-Index: 2
view all 5 authors...
AbstractWithin the broader debate on the increase of labor income inequality, social concerns have growingly focused on organizational practices. Among these, market-oriented compensation practices...
#1Elizabeth Rivers (University of Huddersfield)
The purpose of this paper is to understand how human resource (HR) practitioners subjectively experience emotions in their working lives and how they navigate emotionally challenging work.,A narrative methodology and participant-led photo-elicitation methods were used with five HR practitioners from different sectors to uncover experiences of emotion in their work.,Participants describe themselves as perceived by non-HR employees as non-emotional human beings, expected to “take” emotional expres...