Introduction
Employment relations (ER) has both informed and been influenced by key shifts in our understanding about how people at work are managed. One significant development in the field of ER concerns the prominence of human resource management (HRM). Since the mid 1980s HRM has been ‘contested’ yet also recognised as the ‘conventional’ academic perspective for analysing the management of employment and all its associated relationship tensions and ambiguities (Keenoy, 2007). HRM has equally been diffused widely into practice and many see HR as a legitimate and professional career choice (Tamkin, Reilly and Hirsh, 2006). The traction of ...
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