Publication Date

5-1-2010

Abstract

[Excerpt] Since its implementation, strategic human resource management has helped assuage the age-old conflict formerly accepted to be inherent between employees and management. The interests of these two parties have long been erroneously assumed to be diametrically opposed. Nevertheless, the development of effective strategic HR policies has demonstrated that gains for both businesses and workers can be made by pursuing more collaborative relations between the two. Specifically, the utilization of effective talent management and career development strategies has gone a long way toward producing a more amicable relationship between employees and management, and by extension more productive and profitable firms.

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Suggested Citation

Sherman, J. (2010, May 1). Three strategies for managing through economic change. Cornell HR Review. Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/chrr/6

Required Publisher Statement

Copyright by the Cornell HR Review. This article is reproduced here by special permission from the publisher. To view the original version of this article, and to see current articles, visit cornellhrreview.org.

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