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The diffusion of HR practices in unions

机译：人力资源实践在工会中的传播

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Unions, like other service industry and/or nonprofit employers, are uniquely dependent upon the performance of their human resources to ensure organizational success. Consequently, unions have much to gain from adopting a more strategic focus in the management of their vital human talent. While some unions are moving toward greater sophistication in their internal HR practices (Clark and Gray, 2005), as a whole unions have been slow to embrace a strategic outlook on human resources and adopt HR practices that could improve union effectiveness and rejuvenate the union movement. In this paper, 1 identify and discuss internal organizational characteristics and external environmental factors that may influence the adoption of more sophisticated HR practices by labor unions. It is hoped that the framework that is suggested here can be used to launch research directed at understanding and improving the diffusion of good HR practices among unions that could subsequently improve both the efficiency and effectiveness of unions as institutions.
机译：像其他服务行业和/或非营利性雇主一样，工会也唯一依靠其人力资源绩效来确保组织成功。因此，工会在管理其至关重要的人才方面采取更具战略意义的重点将大有裨益。虽然某些工会的内部人力资源实践正朝着更加成熟的方向发展（Clark和Gray，2005年），但总的来说，工会对人力资源的战略前景持缓慢态度，并采用可以提高工会效率和振兴工会运动的人力资源实践。在本文中，1确定并讨论了可能影响工会采用更复杂的人力资源实践的内部组织特征和外部环境因素。希望可以使用此处建议的框架来开展旨在了解和改进良好的人力资源管理规范在工会之间的传播的研究，从而可以随后提高工会作为机构的效率和效力。

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