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dc.contributor.authorMilkovich, George T.
dc.date.accessioned2020-11-25T14:53:05Z
dc.date.available2020-11-25T14:53:05Z
dc.date.issued1991-05-01
dc.identifier.other171419
dc.identifier.urihttps://hdl.handle.net/1813/77220
dc.description.abstractChange is endemic in the U. S. economy and in worker-management relations. This change can be examined from the perspective of increasing centralization in which public policy dictates that corporations and the state act in concert, to a decentralized market system in which assets are constantly being reconfigured to more productive uses. This paper looks at the evolution of industrial relations and personnel administration to human resource management within this context of continual change through centralized versus decentralized perspectives. Major shifts in HR policies in American companies are described. Within these major shifts, a wide diversity of policy options for workermanagement relations exist. A strategic-contingency model may provide a unifying framework to assist decision makers in choosing among these policy options.
dc.language.isoen_US
dc.subjectCAHRS
dc.subjectILR
dc.subjectcenter
dc.subjecthuman resource
dc.subjectjob
dc.subjectworker
dc.subjectadvanced
dc.subjectlabor market
dc.subjectjob
dc.subjectsatisfaction
dc.subjectemployee
dc.subjectwork
dc.subjectmanage
dc.subjectmanagement
dc.subjecttraining
dc.subjectHRM
dc.subjectemploy
dc.subjectmodel
dc.subjectindustrial relations
dc.subjectrestructuring
dc.subjectU.S.
dc.subjecteconomy
dc.subjectpersonnel
dc.subjectHR
dc.subjectAmerican
dc.subjectpolicy
dc.subjectmodel
dc.titleRestructuring of Human Resource Management In The U.S.: Strategic Diversity
dc.typepreprint
dc.description.legacydownloads91_17_Restructuring_of_human_resource.pdf: 3217 downloads, before Oct. 1, 2020.
local.authorAffiliationMilkovich, George T.: Cornell University


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