Are strong unions compatible with the new model of human resource management?

In contrast to those who would argue that human resource management (HRM) is only compatible with weak unions or the absence of unions, or that it exists where union avoidance is not an option, there is a large body of industrial relations opinion that asserts that strong, autonomous unions are not only compatible with these innovations, but even necessary to their successful development. One of these industrial relations specialists, Mansell (1987), has also identified several firms that have implemented what she calls Socio-Technical Systems (STS) in unionized settings in Canada. These are Shell, Eldorado Resources, Inco Metals, Xerox, Dominion Stores, and Willet Foods. These cases, which it has been argued illustrate the compatibility of strong unions and HRM reforms, are examined. Each case illustrates the incompatibility of HRM and strong unions and explains why this is so.