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COVID-19 and the uncertain future of HRM: Furlough, job retention and reform
Human Resource Management Journal ( IF 5.667 ) Pub Date : 2021-07-04 , DOI: 10.1111/1748-8583.12395
Mark Stuart 1 , David A. Spencer 1 , Christopher J. McLachlan 2 , Chris Forde 1
Affiliation  

The article argues that job retention should be a central aim and practice of human resource management (HRM). Set against the global COVID-19 crisis, theoretical insights are drawn from strategic HRM planning and the economics of ‘labour hoarding’ to consider the potential benefits of workforce furloughing. Furlough has been supported in the UK by the Coronavirus Job Retention Scheme, which represents a novel, but temporary, state-led shift from the UK's market-orientated restructuring regime. We argue that the withdrawal of state-financed furlough may mean a quick return in UK firms to the management of redundancy. Yet, if the crisis is to generate any benefit it must create the conditions for a more collaborative HRM that delivers for workers as well as business, with job retention as a core priority. While change in this direction will mean confronting deep-rooted challenges—such as job security, good work and worker voice—such change remains vital in creating better and healthier workplaces.

中文翻译:

COVID-19 和 HRM 不确定的未来:休假、工作保留和改革

文章认为,保留工作应该是人力资源管理 (HRM) 的中心目标和实践。针对全球 COVID-19 危机,从战略人力资源管理规划和“劳动力囤积”经济学中汲取了理论见解,以考虑劳动力休假的潜在好处。休假在英国得到了冠状病毒工作保留计划的支持,该计划代表了一种新颖但暂时的,国家主导的英国市场导向型重组体制转变。我们认为,国家资助的休假的取消可能意味着英国公司迅速回归到裁员管理。然而,如果危机要产生任何好处,它必须为更具协作性的人力资源管理创造条件,为工人和企业提供服务,并将保留工作作为核心优先事项。虽然这个方向的改变将意味着面对根深蒂固的挑战——例如工作保障、良好的工作和工人的声音——但这种变化对于创造更好、更健康的工作场所仍然至关重要。
更新日期:2021-07-04
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