Book DescriptionHRM policies and practices need to cope with the dual responsibilities of providing a firm with the best employees to deliver improved financial performance, and a moral duty to these employees to provide a working environment that is equitable and encourages personal development. Many writers have emphasized the connection between sophisticated HRM techniques and business performance, but has this been at the expense of concepts such as fairness and legitimacy? This book adopts a broaderperspective that takes into account not only the strategic dimension of HRM, but also the professional and societal dimension. It begins by examining the interaction of HRM, strategy and performamce, before putting this into an institutional context, where it is argued that successful HRM practice will be unique for each context in which it operates. It then develops a contextually-based human resource theory, able to examine and analyze HRM at an institutional, industry, national...

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