Developing a ‘European’ model of human resource management

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Abstract
The concept of human resource management (HRM) has been much debated in the literature. Space limitations preclude an examination of that debate here, but it is clear that the concept developed initially from work in the United States of America in the 1960s and 1970s and since then has been adopted increasingly in the academic literature, by consultancy services and in organizational terminology. The terminology spread from the USA firstly into the developed English speaking world and recently - and more partially - into Europe. Is the concept, as opposed to the terminology, applicable in Europe? This paper argues that the organizational autonomy on which the subject is propounded in the United States is not espoused in Europe. A range of subject areas in which organizations in Europe are supported/constrained by external factors are analysed, thus challenging the validity of the American model. This raises the need to consider different conceptual approaches to HRM: a new model of the concept which would encompass EuroHRM is proposed.

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