This paper comprehensively examined the linkages between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for the predictions that the impact of High Performance Work Practices is in part contingent on their interrelationships and links with competitive strategy was limited.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID1803666_code1640113.pdf?abstractid=1803666&mirid=5&type=2

The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance

This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for predictions that the impact of High Performance Work Practices on firm performance is in part contingent on their interrelationships and links with competitive strategy was limited. The impact of human resource management (HRM) policies and prac

/pdf/the-impact-of-human-resource-management-practices-on-hesrlz2jwc.pdf

The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance

We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance ...

https://www.jstor.org/stable/pdf/256712.pdf

The Impact of Human Resource Management on Organizational Performance: Progress and Prospects

In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.

/pdf/the-impact-of-human-resource-management-practices-on-2c2vl7nm6j.pdf

The Impact of Human Resource Management Practices on Perceptions of Organizational Performance

Theoretical Perspectives for Strategic Human Resource Management

A model for developing and implementing human resource management strategies incorporating both an external fit (human resource management fits the developmental stage of the organization) and an internal fit (the components of human resource management complement and support each other) is proposed. Human resource management is seen as having five developmental stages and six strategic components. These are combined to form the Human Resource Strategic Matrix. The implications of these ideas for research and practice are discussed.

Managing Two Fits of Strategic Human Resource Management

A problem of current concern to the behavioral scientist is race and sex group discrimination in employment hiring. Numerous articles have appeared that discuss methodological considerations releva...

Race and sex as determinants of ratings by potential employers in a simulated work-sampling task.

Learning from action: Imbedding more learning into the performance fast enough to make a difference

The relationship between self and superior ratings of performance was investigated. The difference between the two ratings was found to be related to the subordinate's self-esteem and his satisfact...

Lloyd Baird

Papers

Managing Two Fits of Strategic Human Resource Management

Race and sex as determinants of ratings by potential employers in a simulated work-sampling task.

Learning from action: Imbedding more learning into the performance fast enough to make a difference

Self And Superior Ratings Of Performance: As Related To Self-Esteem And Satisfaction With Supervision

Career dynamics: managing the superior/subordinate relationship.