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<rdf:RDF xmlns:rdf="http://www.w3.org/1999/02/22-rdf-syntax-ns#" xmlns:dc="http://purl.org/dc/elements/1.1/"><rdf:Description rdf:about="https://dk.um.si/IzpisGradiva.php?id=70324"><dc:title>Is there something as an ex-Yugoslavian HRM model?</dc:title><dc:creator>Pološki Vokić,	Nina	(Avtor)
	</dc:creator><dc:creator>Kohont,	Andrej	(Avtor)
	</dc:creator><dc:creator>Slavić,	Agneš	(Avtor)
	</dc:creator><dc:subject>human resource management (HRM)</dc:subject><dc:subject>ex-Yugoslavia HRM model</dc:subject><dc:subject>CRANET data</dc:subject><dc:subject>Croatia</dc:subject><dc:subject>Serbia</dc:subject><dc:subject>Slovenia</dc:subject><dc:description>The question of this paper is whether there is an ex-Yugoslavia HRM model drawing upon Western imported features fused with ethno open-socialistic and self-management elements? In the empirical part Cranet data for 341 companies from Croatia, Slovenia and Serbia are analysed. Main characteristics of HRM systems in ex-Yugoslavia are: the HRM strategic partner role is still neglected, the mind-set of taking care for everybody is omnipresent, the value of performance management is not fully entrusted, the full-time employment still predominates, and the trade unions retained their barging power. Although 30 indicators revealed specifics of ex-Yugoslavia HRM model, the theorized hybrid HRM system was not disclosed.</dc:description><dc:date>2017</dc:date><dc:date>2018-05-03 13:19:22</dc:date><dc:type>Znanstveno delo</dc:type><dc:identifier>70324</dc:identifier><dc:language>sl</dc:language></rdf:Description></rdf:RDF>