Human resource management and labour relations in post-transitional Russia
AbstractThe paper discusses the role of the personnel function as described in the research literature before the background of the particular characteristics of the Russian HR conditions which have evolved during the transition period. It describes the characteristics of wage and incentive systems in Russian private enterprises, of personnel development systems, and of work organisation on the shop floor. Leadership styles and work- behaviour and work values are discussed as well as industrial relations literature dealing with the role of unions and of collective bargaining and with the perception of trade unions by employees. It ends with a brief summary and some conclusions. --
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Bibliographic InfoPaper provided by Social Science Research Center Berlin (WZB) in its series Discussion Papers, Research Group Globalization, Work, and Production with number SP III 2012-303.
Date of creation: 2012
Date of revision:
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This paper has been announced in the following NEP Reports:
- NEP-ALL-2012-04-23 (All new papers)
- NEP-HRM-2012-04-23 (Human Capital & Human Resource Management)
- NEP-LAB-2012-04-23 (Labour Economics)
- NEP-TRA-2012-04-23 (Transition Economics)
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Ingmar Bj�rkman & Carl F Fey & Hyeon Jeong Park, 2007. "Institutional theory and MNC subsidiary HRM practices: evidence from a three-country study," Journal of International Business Studies, Palgrave Macmillan, vol. 38(3), pages 430-446, May.
- Michailova, Snejina, 2002. "When common sense becomes uncommon: participation and empowerment in Russian companies with Western participation," Journal of World Business, Elsevier, vol. 37(3), pages 180-187, October.
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