Employees play a role at the level of practices and processes, and may be invited to make an input into policy development, either directly or through their unions. Again, the answer is All of the above . This is not an accurate characterisation of soft HRM cost-effectiveness was one of Beer et al. A central dilemma of HRM in the late 1990s is d. The others are real dilemmas Commitment without security Commitment vs compliance Over-specialisation vs outsourcing 9.
Participation is either an innovation or a quality strategy.
Narrow jobs and strict hierarchies belong more in the cost-minimising or traditional IR framework. It would also be harder to build trust without participation On the other hand this set of strategies was being attempted in the video we watched, where participation and trust games were being instituted in the union-busting mining company.