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In examining the meanings of HRM Keenoy notes that a ‘remarkable feature of the HRM phenomenon is the brilliant ambiguity of the term itself’. He later continues: ‘On the “Alice principle” that a term means whatever one chooses it to mean, each of these interpretations may be valid but, in Britain, the absence of any intellectual touchstones has resulted in the term being subject to the process of almost continuous and contested conceptual elision’ (Keenoy, 1990b: 363–384). Legge (1989) has shown that a close examination of the normative models of HRM and personnel management reveals little difference between the two, and that HRM contains a number of internal contradictions.
QXD 16 22/10/03 4:08 pm Page 16 Chapter 1 · An introduction to human resource management: strategy, style or outcome of available evidence to determine systematically whether or not HRM has taken root as a sustainable model of employee management. This difficulty is further compounded if one considers a series of critical questions about human resource management: ● ● ● ● Is HRM a practitioner-driven process that has attracted a wider audience and prompted subsequent analytical attention? Is HRM an academically derived description of the employment relationship, to which practitioners have subsequently become drawn?
Hirst and Thompson (1999: 84) demonstrate that the majority of MNCs are disproportionately concentrated in their country of origin, sell the majority of their goods and services there and hold the majority of their assets there. In addition to this home country or country of origin effect, government regulation in countries where subsidiary operations of MNCs are located may also have an effect on shaping company practices for the management of human resources. In some respects the impact of a ‘host country’ business system may constrain the preferred practices that reflect embedded patterns of regulation in an MNC’s country of origin.