Contents
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Description
This paper provides answer to the following 4 questions –
1. What role do line managers play in translating HR policy to practice?
2. What are the supposed benefits of employee voice? What factors are likely to influence how much voice employees have in an organisation?
3. What are limitations of the body of research that examines the link between HRM and firm performance?
4. How can HRM contribute to the management of organisational culture and the management of strategic change in organisations? What are potential barriers to HRM making contributions in these two areas?
