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A human resource management approach to nursing education: 2
British Journal of Nursing (Mark Allen Publishing)
|October 11, 1992
Summary
This article examines human resource management (HRM) versus traditional personnel management. Part 2 explores HRM's impact on labor relations within a UK National Health Service (NHS) nursing college during the 1990s.
Area of Science:
- Healthcare Management
- Organizational Behavior
- Human Resources
Background:
- Part 1 differentiated human resource management (HRM) from personnel management.
- The study focuses on the unique context of a National Health Service (NHS) college of nursing.
Purpose of the Study:
- To analyze the implications of HRM principles for labor relations.
- To examine the practical application of HRM in a UK nursing college setting during the 1990s.
Main Methods:
- This section builds upon the theoretical framework established in Part 1.
- Qualitative analysis of labor relations practices within the specified institution.
Main Results:
- Identified key differences in how HRM influenced labor relations compared to traditional approaches.
- Highlighted specific challenges and successes in implementing HRM strategies in the NHS context.
Conclusions:
- HRM offers a distinct framework for managing labor relations in healthcare education.
- The 1990s NHS nursing college provides a case study for understanding HRM's evolving role.