Denise, Malcolm L.
October 1962
ILR Review;Oct62, Vol. 16 Issue 1, p5
Academic Journal
The purpose of this article is to evaluate the principles, needs, and objectives of the education of the personnel manager. An appropriate place to start is with consideration of whether the field of industrial and labor relations is a "profession," even though this can be, and doubtless should be, regarded as simply a matter of definition and usage. Clearly, in the classical sense (or at least in what lawyers and physicians think of as the classical sense), it is not. A recent study suggested these four criteria for defining a "profession": 1. A profession should rest on a systematic body of knowledge of substantial intellectual content and on the development of personal skill in the application of this knowledge to specific cases. 2. It must set up standards of professional conduct, which take precedence over the goal of personal gain. 3. It should have an association of members, among whose functions are the enforcement of standards and the advancement and dissemination of knowledge. 4. It should prescribe ways—controlled in some degree by the members of the professional association—of entering the profession by meeting certain minimum standards of training and competence. Industrial and labor relations fails to qualify by this definition on counts 2, 3, and 4.


Related Articles

  • People and posts.  // People Management;5/31/95, Vol. 1 Issue 11, p16 

    Presents an update on the appointment and selection of personnel management executives in Great Britain as of May 31, 1995. Person named as director of personnel at the University of Stirling; Appointment of Denise Collis at management consultancy Proudfoot; Personnel director appointed for...

  • Unions claim employers need not fear recognition. Walsh, Jeanie // People Management;04/16/98, Vol. 4 Issue 8, p16 

    Focuses on a survey of human resource managers in Great Britain's biggest organizations which showed that union recognition laws will have little effect on the quality of employee relations. Practicality of skills shortages and other economic factors; Impact of the minimum wage and European...

  • Good-Faith Bargaining. Tyler, Kathryn // HR Magazine;Jan2005, Vol. 50 Issue 1, p48 

    Discusses labor agreement negotiations. Role of human resource (HR) professionals in negotiating labor agreements with labor unions; Advice for HR professionals on how to prepare for a negotiation; Structure of negotiations; Importance of trust and honesty among the negotiating parties in...

  • Designing Organizations to Enable Purpose: The Promise and Pitfalls of Alignment. Capelle, Ronald // People & Strategy;Summer2014, Vol. 37 Issue 2, p12 

    The article discusses the key to manager-direct employee alignment and the 2 common pitfalls to avoid. Topics discussed include the need for every employee to have a manager exactly one level above, the pitfalls of poor alignment namely compression when the manager and direct report operate at...

  • HOW TO…How to manage mental ill-health. Whitelock, Amy // People Management;1/27/2011, p28 

    The article offers advice for human resources (HR) professionals on developing a mental health disclosure plan that will benefit all employees and prevent damaging situations. It cites the importance of creating strict policies on the disclosure of information related to an employee's mental...

  • A Fitting Role. Pomeroy, Ann // HR Magazine;Jun2005, Vol. 50 Issue 6, p54 

    Focuses on the role of human resource (HR) personnel in mergers and acquisitions (M&A). Benefits of involving HR personnel in M&A deals; Importance of knowing how to execute cultural integration between merging companies; Experiences of HR directors in mediating people issues during M&A deals. ...

  • Salary monitor. Berry, Mike // Personnel Today;3/1/2005, p47 

    The article presents a survey of salaries of executives in industrial relation (IR)/employee relations (ER). In unionized organizations, this person will be responsible for the negotiations and front all employee relations issues. Candidates for industrial relations officer positions are in...

  • Rebâtir la confiance après une grève de longue durèe. Bonin, Geneviève A.; Harrisson, Denis // Relations Industrielles / Industrial Relations;Spring2008, Vol. 63 Issue 2, p246 

    The effects of strikes have always preoccupied industrial relations' scholars and practitioners. Even though statistically, there have been fewer strikes in Quebec during the last few years, they have not been of lesser interest. The most recent strikes have been more apparent because of their...

  • HRD in India: What is it? Sengupta, Anil K. // Decision (0304-0941);Jan-Jun2004, Vol. 31 Issue 1, p145 

    In India there exists a good deal of confusion over the question of whether HRD is the same as or different from Training or Personnel Management or HRM? The paper argues that this confusion arises out of three inconsistencies in the conceptual writings on HRD in the country; lack of consistency...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics