Over the course of this book we have looked at the terrain and the main contours of the key areas of HRM from the perspective of the common tensions inherent within it (see Chapter 1, Figure 1.1). These differences have implications for perspectives in HRM (see Table 6.1).
Tensions in perspectives in HRM
|Universal versus contingent||Implication for best practice|
|Short versus long||Time frames|
|Specialist versus line||Delivery|
|Espoused versus actual||Reality|
This includes the tension between the common desire to seek universal, simple answers to perennial HRM issues versus the contingent and complex reality of working life and the management of people.
There is then the implicit ...