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Devolution or decentralization of human resources functions in time and comparative perspective [Elektronski vir]
Mesner-Andolšek, Dana ; Štebe, Janez
The objective of the present study was to assess the role of HRM (Human Resource Management) which is - either solely or in cooperation with the management- responsible for the following areas in an ...organisation: wages and benefits, education and development, staff recruitment, industrial relations and the harmonisation of labour needs. The devolution/decentralisation of the HRM is indicating how much of the primary responsibility for individual policies is passed on to the line managers. Established research suggests that devolution can have a negative impact on the effectiveness of the implementation of the HR function within the organization. In our study, the aim was to compare the level of devolution of HRM function in Slovene organizations in a time perspective, namely for the year 2001 and 2015. In the year 2001 the sample included 205 organizations and 218 organizations in the year 2015. We calculated the total index of devolution of human resource management and for each area of HRM separately to assess the determinants that influence the changes between two periods of time. Our results suggest that the main changes are in the field of industrial relations.
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