Towards a strategic model of employment reform in developing countries: explaining and remedying experience to date
本文论证就业改革是国际人力资源管理的重要课题，通过比较世界银行/IMF的解释与工业化国家裁员经验，结合多国实地访谈，提出基于诊断和HRM专业知识的战略改革路径。
The article argues for the importance of employment reform as a subject for international HRM scholarship. Employment reform has been one of the most significant, but also most neglected, recent initiatives in international HRM. Explanations by the World Bank and IMF for the poorer than expected outcomes of reform to date emphasize the importance of political commitment. They are compared with explanations for the similarly poor outcomes of downsizing in industrialized country organizations, which emphasize strategy, diagnosis, incrementalism and provision for retrenchees. Further clarification is provided by the results of field interviews in Ghana, Malaysia, South Africa, Sri Lanka, Uganda and the UK. The article argues for a strategic approach to employment reform, one based on diagnosis and drawing on HRM expertise. It should take account of process factors in reform, make provision for the 'victims' of reform, loosen the link between employment reform and pay reform, and refine the role of donors in supporting reform. HRM practitioners and scholars have an important contribution to make to developing a new approach.