Future-concepts of HRM  in perspective: Do they leave more space for sense making, trust and freedom?

Margit Neisig

Future-concepts of HRM in perspective: Do they leave more space for sense making, trust and freedom?

Bidragets oversatte titel: HRM fremtidskoncepter i perspektiv: Giver de større rum for meningsskabelse, tillid og frihed?

Margit Neisig

Ledelse og organisation

Publikation: Konferencebidrag › Paper › Forskning › peer review

Abstract

Denne artikel omhandler hvordan fire HRM fremtidskoncepter kan forstås i relation til det reflekterende samfunds- og business paradigme (Holmström, 2005). Bidragene bygger på anvendt forskning fra indflydelsesrige videninstitutioner. De er valgt for at belyse forskellige elementer i HRM transition. En Luhmann tilgang anvendes til at skabe en meta-analyse (en tredje ordensanalyse) af hvordan de fire bidrag til HRM transition medvirker til at udvikle refleksion af højere orden.

Bidragets oversatte titel	HRM fremtidskoncepter i perspektiv: Giver de større rum for meningsskabelse, tillid og frihed?
Originalsprog	Engelsk
Publikationsdato	2014
Antal sider	16
Status	Udgivet - 2014
Begivenhed	Det Danske Ledelsesakademis Konference : Meningsskabelse, tillid og frihed – udfordringer i moderne ledelse - Roskilde University, Roskilde, Danmark Varighed: 1 dec. 2014 → 2 dec. 2014

Konference

Konference	Det Danske Ledelsesakademis Konference
Lokation	Roskilde University
Land/Område	Danmark
By	Roskilde
Periode	01/12/2014 → 02/12/2014

Bibliografisk note

Det Danske Ledelsesakademis Konference 2014

Citer dette

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title = "Future-concepts of HRM in perspective: Do they leave more space for sense making, trust and freedom? ",

abstract = "This article deals with a systemic perspective on the transition of HRM. The field of study adresses how four recent contributions on HRM transition might be understood according to the framework of the reflective business paradigm (Holmstr{\"o}m, 2005). The contributions are building on different streams of applied research penetrating future-concepts. Each of the contributions is from highly influential knowledge institutions. The contributions are chosen as to illuminate different elements of the HRM transition. A Luhmann based approach is applied creating a meta-analysis (a third order analysis) of how the four contributions on HRM transition might be understood according to the framework of the reflective society and business paradigm",

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N2 - This article deals with a systemic perspective on the transition of HRM. The field of study adresses how four recent contributions on HRM transition might be understood according to the framework of the reflective business paradigm (Holmström, 2005). The contributions are building on different streams of applied research penetrating future-concepts. Each of the contributions is from highly influential knowledge institutions. The contributions are chosen as to illuminate different elements of the HRM transition. A Luhmann based approach is applied creating a meta-analysis (a third order analysis) of how the four contributions on HRM transition might be understood according to the framework of the reflective society and business paradigm

AB - This article deals with a systemic perspective on the transition of HRM. The field of study adresses how four recent contributions on HRM transition might be understood according to the framework of the reflective business paradigm (Holmström, 2005). The contributions are building on different streams of applied research penetrating future-concepts. Each of the contributions is from highly influential knowledge institutions. The contributions are chosen as to illuminate different elements of the HRM transition. A Luhmann based approach is applied creating a meta-analysis (a third order analysis) of how the four contributions on HRM transition might be understood according to the framework of the reflective society and business paradigm

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