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The lack of use of British Workplace Employment Relations (WERS) survey data in human resources management research is studied. There is a need for a research program that builds upon the insights obtained from WERS-based research.

Human resource management (HRM) practices, through a series and questionnaire was conducted in eighteen automotive component plants in the US and UK, to gauge their innovativeness and competitiveness. However, it was found that despite the efforts of strategic groupings, HRM continued to be contingent, localized and situation specific in nature.

Human resource management (HRM) research focuses on aims and objectives within company organisations, making it a specific science. Employee input is a vital part of research into the validity of HRM, and such input is often overlooked during studies. All stakeholders should have a voice with regard to improving management skills and raising performance levels. The use of multi-skilled workers in key areas, such as engineering, is an emerging trend across Europe and is a result of globalization. HRM can have differing effects on various industries through location and implementation.

Studies of international competitiveness have always excited widespread interest, and recent years have seen several such studies. The motor industry has been a popular subject for these studies[1-5], although more [...]

A study on the benchmarking practices of 18 motor vehicle suppliers looked at nine Japanese and nine UK firms to identify the crucial elements for successful benchmarking. The results demonstrate that good benchmarking practices are based on a high level of communications, qualitative research methods, attention to detail and consistency, a 'well-bounded comparison process,' performance measures and participants' knowledge of the process. The study extends the work of the 1985-1990 International Motor Vehicle Program., Benchmarking is currently a buzzword among the manufacturing community. The first book specifically about the subject was published in 1989[1]. A recent literature review[2] indicated that up to 1990 there [...]

Research into the recruitment practices of trade unions in Britain during the 1990s is presented, with focus on the improvement in recruiting rates in unions that have tried new methods and aimed for more female and minority members.

Issues are discussed concerning the contrasting characteristics of low and high performing supply chains in Europe, the US and Japan. The high performing chains are found to have higher output volumes and lower inventories.

There is considerable potential for meaningful, cross-national research in industrial relations using survey data. Researchers involved in such work must be committed to careful data collection and analysis. They must be aware that even small differences between questions can produce significant differences in the response made, particularly for more qualitative questions. This can be a serious problem when carrying out secondary matching. There can also be difficulties with sample incompatibility, response incompatibility and phenomenon incompatibility. A key feature in seeking to overcome incompatibilities is the research method used and the interpretation of the findings produced.