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Stakeholder Theory pp 104–124Cite as

Palgrave Macmillan

A Stakeholder Perspective of Human Resource Management

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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.

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Authors
  1. Michel Ferrary
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Editors and Affiliations

  1. Développement des Systèmes d’Organization, CNAM (Conservatoire National des Arts et Métiers), France

    Maria Bonnafous-Boucher (Associate Professor, Chair) & Yvon Pesqueux (Professor, Chair) (Associate Professor, Chair) &  (Professor, Chair)

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© 2005 Michel Ferrary

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Ferrary, M. (2005). A Stakeholder Perspective of Human Resource Management. In: Bonnafous-Boucher, M., Pesqueux, Y. (eds) Stakeholder Theory. Palgrave Macmillan, London. https://doi.org/10.1057/9780230524224_7

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