Journal ArticleDOI
The Impact of Human Resource Management on Organizational Performance: Progress and Prospects
Brian E. Becker,Barry Gerhart +1 more
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In this paper, the authors describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance, and their hope is that this research forum will help advance...Abstract:
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 ...read more
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Journal ArticleDOI
The impact of M&A experience on strategic HRM practices and organisational effectiveness: evidence from Greek firms
TL;DR: In this paper, the authors examine strategic Human Resource (HR) practices that differentiate top-performing from non-top performing companies, using the 1999 Cranet data and find that increased HR involvement in strategic decisions, formalisation of HR practices, building organisational capability through training and development activities, line management devolvement and internal labour market opportunities are the main strategic HR practices adopted by successful companies.
Journal ArticleDOI
Explaining Wage Inequality in Telecommunications Services: Customer Segmentation, Human Resource Practices, and Union Decline
TL;DR: In this article, the authors examined factors related to within-occupation wage inequality among service and sales workers in the telecommunications industry and found that business strategies of customer segmentation and human resource practices explain variation in wages over and above that explained by the human capital of the work force.
Journal ArticleDOI
The Problem of Action and Interest Alignment: Beyond Job Requirements and Incentive Compensation
TL;DR: In this article, the authors introduce two concepts, action alignment and interest alignment, to help explain the linkages between employee behaviors and organizational strategy, and argue that aligned actions involving employee behaviors that are discretionary and difficult to specify in advance are especially important because they hold the potential for sustainable competitive advantage leading to organizational value creation.
Journal ArticleDOI
Framing the implementation of HRM innovation: HR professionals vs line managers in a construction company
TL;DR: In this article, the authors present the concept of human resource management (HRM) frames, identify frame domains, and explore their role in implementing HRM innovation, which is considered through the theoretical lens of social cognitive theory, and defined as a process for achieving the appropriate and committed use of HRM by targeted employees.
Journal Article
A Multilevel Examination of Work-Life Practices: Is More Always Better?
TL;DR: In this article, the authors examined the relationship between the number of different work-life practices offered by an organization and important outcomes of interest (e.g., organizational commitment, organizational commitment).
References
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Book ChapterDOI
Firm Resources and Sustained Competitive Advantage
TL;DR: In this article, the authors examined the link between firm resources and sustained competitive advantage and analyzed the potential of several firm resources for generating sustained competitive advantages, including value, rareness, imitability, and substitutability.
Book ChapterDOI
The Core Competence of the Corporation
C. K. Prahalad,Gary Hamel +1 more
TL;DR: The most powerful way to prevail in global competition is still invisible to many companies as discussed by the authors, which is why the concept of the corporation itself has not yet been recognized as a powerful competitive advantage.
Book
The balanced scorecard : measures that drive performance
Robert S. Kaplan,David P. Norton +1 more
TL;DR: A "balanced scorecard" is developed, a new performance measurement system that gives top managers a fast but comprehensive view of the business and complements those financial measures with three sets of operational measures having to do with customer satisfaction, internal processes, and the organization's ability to learn and improve.
Posted Content
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance
TL;DR: In this article, the authors examined the linkages between systems of high performance work practices and firm performance and found 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.
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The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance
Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions
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