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Regulating for Best Practice in Human Resource Management: Impact of the Good Employer Obligation - Couverture souple

Edgar, Fiona

 
9783836499514: Regulating for Best Practice in Human Resource Management: Impact of the Good Employer Obligation
Couverture souple
ISBN 10 : 3836499517 ISBN 13 : 9783836499514
Editeur : VDM Verlag Dr. Müller, 2008

Synopsis

The aim of this thesis was to assess the impact of the 'good employer' directive (s.56, State Sector Act 1988) on Human Resource Management (HRM) in the New Zealand public sector. It is suggested that the aim of the directive was to compel employers in the public sector to create an outcome of employee well-being as an objective of the HRM function. This required the use of an employee-centred model of HRM. Results show the directive impacted on HRM policy development and the use of employee-centred HRM practice in the public sector. Some valuable insights have been gained into public sector HRM and employee views about HRM. It is concluded that, whilst the directive has impacted on HRM practice, there may be problems with how the State in New Zealand seeks to define a 'good employer'. Also different functional areas of HRM appear to have a different impact on employee well-being. Only those areas of HRM considered important to employees are likely to produce desirable outcomes for employees. Also perceptions of employee well-being are related to the operationalisation of HRM practice, but not to the numbers of HRM practices.

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Présentation de l'éditeur

The aim of this thesis was to assess the impact of the 'good employer' directive (s.56, State Sector Act 1988) on Human Resource Management (HRM) in the New Zealand public sector. It is suggested that the aim of the directive was to compel employers in the public sector to create an outcome of employee well-being as an objective of the HRM function. This required the use of an employee-centred model of HRM. Results show the directive impacted on HRM policy development and the use of employee-centred HRM practice in the public sector. Some valuable insights have been gained into public sector HRM and employee views about HRM. It is concluded that, whilst the directive has impacted on HRM practice, there may be problems with how the State in New Zealand seeks to define a 'good employer'. Also different functional areas of HRM appear to have a different impact on employee well-being. Only those areas of HRM considered important to employees are likely to produce desirable outcomes for employees. Also perceptions of employee well-being are related to the operationalisation of HRM practice, but not to the numbers of HRM practices.

Biographie de l'auteur

Fiona Edgar completed her PhD in Human Resource Management/Industrial Relations. Fiona currently works as a Senior Lecturer in the Department of Management, at the University of Otago. Her research areas include Human Resource Management and Employment Relations.

Les informations fournies dans la section « A propos du livre » peuvent faire référence à une autre édition de ce titre.

Éditeur
VDM Verlag Dr. Müller
Date d'édition
2008
Langue
anglais
ISBN 10 
3836499517
ISBN 13 
9783836499514
Reliure
Broché
Nombre de pages
352
Coordonnées du fabricant
non disponible
Personne responsable
non disponible