HR in the small business enterprise: Assessing the impact of PEO utilization

Within small businesses, organizational leaders are themselves often responsible for the HR function, an area where they typically have limited training and experience. Not surprisingly, small business leaders have raised concerns about the quality of HR programs in their firms and the fact that HR consumes scarce managerial time. While professional employer organizations (PEOs) emerged in response to such concerns, much controversy exists as to whether and how small businesses benefit from PEO utilization. Using a survey of more than 740 small businesses, we examine the relationship between PEO utilization and two key small business outcomes: managerial time required by HR activities and satisfaction with HR outcomes. Our results indicate that firms not using a PEO reported significantly lower levels of satisfaction with HR outcomes than firms that used a PEO for a limited set of transactional services and firms that used a PEO for both transactional and strategic HR services. Among firms using a PEO, satisfaction with HR outcomes was significantly higher among firms that obtained a broader set of transactional and strategic HR services. Firms that used a PEO also reported that HR consumed significantly less managerial time relative to leaders in firms that made no use of a PEO. However, there was no significant difference in the time demanded by HR between firms that used a limited set of transactional services and those that used a broader range of transactional and strategic services. Implications for the role of PEOs and their use within small businesses are discussed. © 2005 Wiley Periodicals, Inc.     

The Industrial Relations Journal and the European Community

British entry into the European Community creates the conditions in which, for good or ill, the country's political, economic and social arrangements could be transformed. This observation applies at least as strongly to industrial relations as to other aspects of the national life. Indeed, it may even be argued that change in industrial relations in itself not only encompasses and reflects the broader patterns of socio-cultural and economic change occurring in society as a whole, but also, on occasion, is instrumental in initiating far-reaching changes outside the immediate concerns of industrial relations. Hence, the study of industrial relations could reasonably be seen as a study of society itself, in that both are concerned with the myriad of adjustments, large and small, which need to be made in the continuous task of reconciling, or providing a framework for reconciling, conflicting interests. Certainly, the study of industrial relations in a European Community context offers academics a practical and definable way of understanding the processes of integration in the organization of which Britain is now an important member. As far as managements and trade unions are concerned, short of some unusual catastrophe befalling multinational corporations, there must increasingly be a need to understand industrial relations systems and ideologies in countries other than our own for the severely practical business of negotiating viable agreements. In short, for the purposes of academic work and the requirements of the practitioner, industrial relations needs increasingly to be researched and discussed in a transnational as well as a national context, even though the latter must remain a large part of the reality for a long time to come.     

Forecasting employment : The role of forward-looking behaviour

Manufacturing output per head rose at an unprecedented rate in the UK in 1981/2, and conventional econometric relationships failed to forecast the associated falls in employment. In this paper we estimate manufacturing employment equations in which output expectations play a central role. These compare fabourably with alternative models, and are able to predict most of the large falls in employment over this period.     

Visitor management in the public planning policy context: A case study of Cambridge

Visitor management plans are increasingly seen by local authorities as an essential contribution they can make towards sustainable tourism. However, tourism is subject to many external influences and is only part of the system of activities and land uses at the destination. Successful visitor management must, therefore, be broadly based and rooted in a wide range of policies. The objectives for sustainable tourism in Cambridge are supported by policies at the European, national, regional, county and local level covering tourism, recreation, transport, the environment, land use and economic development. This results in an integrated policy framework that ensures consistency, encourages cooperation and long‐term planning, makes the best use of resources, opens up additional sources of finance and provides a firm justification for refusing undesirable development. Achieving integration requires the visitor management plan to be seen neither as an end nor as a beginning, but as part of a process. In Cambridge this has involved a commitment to monitoring and reviewing strategies and to ensuring a policy input on tourism issues at all levels of decision making. Appropriate ad hoc bodies have been set up. Visitor management cannot succeed in isolation: other policies must be made to work for it, not frustrate action.     

Surviving leisure time racism: the burden of racial harassment on Britain's black footballers

This paper explores the burden of racial harassment and abuse on Britain's black footballers and places this in the context of leisure time racism. It is based on research carried out between 1989 and 1994. It is suggested that the source of such racism has been a neglected issue and only gained significant recognition in 1993 when the Commission for Racial Equality launched its Let's Kick Racism Out of Football campaign. It is argued that the racial abuse and chanting aimed at black footballers are examples of racial harassment. The research gathered evidence from two locations - Leeds and Newcastle - to assess the extent to which players were being disproportionately affected by this harassment and introduces the concept of 'burden of abuse'. Some historical background is provided and football stadia are considered as key symbolic leisure sites where a basic white working class racism has found expression. The growth of black footballers since the 1970s is considered, as well as the way such players have survived the racial harassment, some of whom were interviewed as part of the research exercise.     

Directors' remuneration and the DTI review of company law

This article considers how directors' remuneration should be set. It does so in both general terms and in the light of the DTI (1999) paper entitled Directors' Remuneration. A Consultative Document . The DTI document forms part of a general review of company law that is being undertaken by the Department of Trade and Industry. This article explores the extent to which these government-directed developments can be seen as an extension of the Cadbury, Greenbury and Hampel Reports and the extent to which self-regulation as opposed to government regulation looks set to dominate this area.