ABSTRACT
The role and purpose of the HR function continues to evolve and dierent stakeholders, not least HR practitioners themselves, have widely varying expectations of HR. As Francis and Keegan (2006) point out, within this discursive space, the expressed priorities of HR work change over time and are a source of debate and contention. While for some scholars and practitioners, the protection and advocacy of employee interests are integral to HR work where the ethical treatment of workers is emphasized (Winstanley and Woodall, 2000; Legge et al., 1999; Kochan, 2007; Holbeche, 2012), for others the main priority of HR work is to contribute to rm competitive advantage and maximize the returns to shareholders.
