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Corporate governance and strategic human resources management (SHRM) in the UK financial services sector

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Corporate governance and strategic human resources management (SHRM) in the UK financial services sector : the case of the Royal Bank of Scotland. / Martin, G.; Gollan, Paul J.

In: International Journal of Human Resource Management, Vol. 23, No. 16, 2012, p. 3295-3314.

Research output: Contribution to journalArticle

Harvard

Martin, G & Gollan, PJ 2012, 'Corporate governance and strategic human resources management (SHRM) in the UK financial services sector: the case of the Royal Bank of Scotland' International Journal of Human Resource Management, vol 23, no. 16, pp. 3295-3314., 10.1080/09585192.2012.689159

APA

Martin, G., & Gollan, P. J. (2012). Corporate governance and strategic human resources management (SHRM) in the UK financial services sector: the case of the Royal Bank of Scotland. International Journal of Human Resource Management, 23(16), 3295-3314. 10.1080/09585192.2012.689159

Vancouver

Martin G, Gollan PJ. Corporate governance and strategic human resources management (SHRM) in the UK financial services sector: the case of the Royal Bank of Scotland. International Journal of Human Resource Management. 2012;23(16):3295-3314. Available from: 10.1080/09585192.2012.689159

Author

Martin, G.; Gollan, Paul J. / Corporate governance and strategic human resources management (SHRM) in the UK financial services sector : the case of the Royal Bank of Scotland.

In: International Journal of Human Resource Management, Vol. 23, No. 16, 2012, p. 3295-3314.

Research output: Contribution to journalArticle

Bibtex - Download

@article{651d3007248944c6ad3dfac5562b9f1a,
title = "Corporate governance and strategic human resources management (SHRM) in the UK financial services sector: the case of the Royal Bank of Scotland",
author = "G. Martin and Gollan, {Paul J.}",
year = "2012",
doi = "10.1080/09585192.2012.689159",
volume = "23",
number = "16",
pages = "3295--3314",
journal = "International Journal of Human Resource Management",
issn = "0958-5192",

}

RIS (suitable for import to EndNote) - Download

TY - JOUR

T1 - Corporate governance and strategic human resources management (SHRM) in the UK financial services sector

T2 - the case of the Royal Bank of Scotland

A1 - Martin,G.

A1 - Gollan,Paul J.

AU - Martin,G.

AU - Gollan,Paul J.

PY - 2012

Y1 - 2012

N2 - In this paper, we outline a new configurational framework linking different models of corporate governance to their associated ethical, strategic management and strategic human resources management (SHRM) policies and practices. We draw on this framework to analyze the role played by HRM and leadership in the rise and spectacular failure of the Royal Bank of Scotland, the Scottish headquartered financial services group, which grew to be one of the largest and most successful banks in the work prior to the global financial services crisis (GFC) but had to be rescued by British taxpayers following a failed acquisition during the GFC. Drawing on published accounts and interviews with senior RBS HR staff, we also analyze how a post-crisis shift in corporate governance, ethics and strategy is shaping organizational climate and HR policies at the bank to provide the HR function with a greater opportunity to exercise an influence on the corporate governance regime. However, the global nature of the financial services industry, the needs to satisfy financial markets and the desire of the UK government to return RBS to private sector ownership has placed strict limits on the potential for the emergence of a stakeholder model of corporate governance and HR, which many critics anticipated would be one of the few positive outcomes of the GFC.

AB - In this paper, we outline a new configurational framework linking different models of corporate governance to their associated ethical, strategic management and strategic human resources management (SHRM) policies and practices. We draw on this framework to analyze the role played by HRM and leadership in the rise and spectacular failure of the Royal Bank of Scotland, the Scottish headquartered financial services group, which grew to be one of the largest and most successful banks in the work prior to the global financial services crisis (GFC) but had to be rescued by British taxpayers following a failed acquisition during the GFC. Drawing on published accounts and interviews with senior RBS HR staff, we also analyze how a post-crisis shift in corporate governance, ethics and strategy is shaping organizational climate and HR policies at the bank to provide the HR function with a greater opportunity to exercise an influence on the corporate governance regime. However, the global nature of the financial services industry, the needs to satisfy financial markets and the desire of the UK government to return RBS to private sector ownership has placed strict limits on the potential for the emergence of a stakeholder model of corporate governance and HR, which many critics anticipated would be one of the few positive outcomes of the GFC.

UR - http://eprints.gla.ac.uk/57540/

U2 - 10.1080/09585192.2012.689159

DO - 10.1080/09585192.2012.689159

M1 - Article

JO - International Journal of Human Resource Management

JF - International Journal of Human Resource Management

SN - 0958-5192

IS - 16

VL - 23

SP - 3295

EP - 3314

ER -

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