A Social Institutionalist Perspective on HR Diffusion: Histrorical and Cultural Receptivity to HRM in a Post-Comminist Context

This research considers cross-national diffusion of international human resource management (IHRM) ideas and practices by applying an emergent frame of sociological conceptualisation – ‘social institutionalism’ (SI). We look at cultural filters to patterns of diffusion, assimilation and adoption of IHRM, using Romania as a case study. The paper considers the former Communist system of employment relations, suggesting that through institutionalisation former ways of thinking continued to influence definitions and practice of people management in post-Communist Eastern Europe. The paper provides a new perspective on HRM by discussing the value of SI as a general model for understanding cross-cultural receptivity to HR ideas, sensitising the HR practitioner and academic to institutionalised culture as a historical legacy influencing receptivity to international management ideas.

Achieving human security through UN human rights law: prospects and challenges

This paper explores the prospects and challenges of achieving human security through United Nations (UN) human rights law. The paper does not aim to pronounce definitively on the achievement of human security by way of UN human rights law that is, to assess the achievement of human security per se 'as a future end state'. Rather the focus of the paper is firmly placed on the capacity of UN human rights law to achieve human security. The paper departs from the premise that if human rights define human security, international human rights law and UN human rights law in particular should have something to say about the achievement of human security.