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A Stakeholder Perspective of Human Resource Management

In: Stakeholder Theory

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  • Michel Ferrary

Abstract

Human resource management (HRM) often appears as an instrumental science, defining and analysing management practices while ignoring the power games and conflicts of interest, which those same practices may induce. From this perspective, HRM takes its cue from the rationale of management whose aim is to optimize a company’s financial performance. This non-conflictual interpretation has been denounced in the scientific field of management (Brabet, 1993). Competent observers of organizational functioning noticed that management practices resulted not only from the strict application of rational criteria, but could also be influenced by elements whose line of reasoning would be of a different type.

Suggested Citation

  • Michel Ferrary, 2005. "A Stakeholder Perspective of Human Resource Management," Palgrave Macmillan Books, in: Maria Bonnafous-Boucher & Yvon Pesqueux (ed.), Stakeholder Theory, chapter 7, pages 104-124, Palgrave Macmillan.
    • Handle: RePEc:pal:palchp:978-0-230-52422-4_7
    DOI: 10.1057/9780230524224_7
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    Cited by:

    1. Fieras Alfawaire & Tarik Atan, 2021. "The Effect of Strategic Human Resource and Knowledge Management on Sustainable Competitive Advantages at Jordanian Universities: The Mediating Role of Organizational Innovation," Sustainability, MDPI, vol. 13(15), pages 1-35, July.
    2. Khwaja Abdul Naim Latifi & Seunghoo Lim, 2019. "Strategic Human Resource Management in the Afghanistan Ministry of Mines and Petroleum: A Network Perspective," Sustainability, MDPI, vol. 11(14), pages 1-19, July.

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