Acknowledgements

Acknowledgements 

We wish to acknowledge with thanks the permissions to reproduce the

material from the following works, granted by the publishers and

authors:

The model of strategic change and human resource management,

granted by Chris Hendry and Andrew Pettigrew, and by Routledge and

John Wiley, originally published in the International Journal of Human

Resource Management (1990) 1 (1) 17–44, and in the British Journal of

Management (1992) 3 (3), 137–56.

The model of HRM from Human Resource Management: A General

Managers Perspective by Michael Beer, Bert Spector, Paul R. Lawrence,

D. Quinn Mills and Richard E. Walton. Reprinted with permission

from Professor Michael Beer.

Ashkenas, R, Ulrich, D., Jich, T. and Kerr, S., copyright © 1995. The

Boundaryless Organisation. Jossey Bass. Reprinted with permission of

John Wiley & Sons, Inc.

The cohort analysis from Manpower Planning in the Civil Service (1972),

Table 5.1, Crown Copyright, which is reprinted with the permission of

the Controller of Her Majesty’s Stationery Office.

The table entitled Changes resulting from the impact of technology

from The Future of Work by Ward (1990) in Anderson J. and Ricci, M

(eds) Society and Social Science. Reprinted with the permission of the

Open University Press.

The panel entitled Demographic changes and the workplace:

Implications for HR. Reprinted with the permission of SHRM

2004–2005 Workplace forecast: A Strategic Outlook published by the

Society of Human Resource Management, Alexandria, VA.

Boston Consulting Group Matrix – Boston Consulting Group –

Reprinted with the permission of the Boston Consulting GrKraft Foods Vision Statement – Reprinted with the permission of

Kraft Foods.

Cadbury Schweppes Mission Statement – Reprinted with the permis-

sion of Cadbury Schweppes.

The dynamics of the stress process (p. 310) – Reprinted with the per-

mission of Resource Systems Limited.

Keith Cameron for permission to quote his chart on commission

schemes and to publish his format of a flexible reward system.

British Aerospace (for a description of their BEST management

development programme objectives) and Standard Life (for a descrip-

tion of their contribution management system).

I wish to express my thanks in particular to Michelle Chamberlain,

Practice Lawyer, of Eversheds LLP for her helpful comments and

advice on the employment law chapter.

This book is a revised text, and much of the original remains. Whilst

completing these revisions I have been conscious throughout that my

old friend Alfred York was my original co-author. Sadly, ill health has pre-

vented him from continuing in this role. Nevertheless, as I brought this

edition up to date, I was conscious that Alfred’s ideas and personality are

imbued in the heart of the book. He is a person whose intellect and life

experience have reached ‘renaissance man’ proportions, having been a

naval officer during the second world war, and RAF officer after the war,

a classics scholar, a linguist, an academic and a management consultant.

I hope this book will be a continuing testament to his genius.

There is a second great debt of gratitude owed. The book would not

have been realised without the professional diligence of Jayne Ashley.

Her good humour, her painstaking and tireless attention to the manu-

script have made the whole project possible.

I am also grateful for the patience of our publisher, Maggie Smith of

Elsevier, who has been a constant source of encouragement.

Any errors or omissions remain my responsibility alone.

Thanks