This file contains a comprehensive but compact summary of all articles for the course SHRM. both the papers to read for the hearing and lectures have been added and the differences between the articles are highlighted by theme. The main concepts are added in cubes and the hypotheses are explained e...
Theme 1- BLACK BOX DEBATE
HRM & Performance- R. Peccei & van de Voorde (2014)
Goal= to examine 20 years of HR and what the developments have been + what still has to be looked
at.
concept meaning
HR practices Policies and practices in recruitment and
selection, training and development,
performance management, pay and benefits,
job design, participation, communication, job
security and employee wellbeing
Hpws= high performance work systems internally coherent and self-reinforcing set of
‘progressive’ HR practices in the areas of
selection, training, performance management,
rewards, job design, communication, that taken
together can be expected to make a positive
contribution to organizational performance.
Proximal organizational outcomes= operational absence, turnover, productivity and quality= hr
outcomes outcomes
Distal organizational outcomes accounting and market returns, and growth=
financial outcomes
Mutual gains Suggest that HRM has a positive effect on both
employee well-being and organizational
performance,
Conflicting outcomes HRM has positive effect on outcomes but at the
same time a negative effect on wellbeing
Empirical evidence: there is a strong positive relationship between HRM and performance BUT there
are some issues regarding
- the nature of both the hrm and performance constructs involved
- the actual processes and mechanisms that underpin the link between different aspects of
hrm and performance
- the existence of possible moderators of the hrm-performance relationship
- the different levels at which this relationship should be analyzed.
Hrm has evolved in different aspects
1. Hrm bundles and systems
Research has been focusing on specific bundles of Hr activities such as HPWS, high commitment
models and high involvement models while ignoring the general systems. This is however improved
right now. Hpws and amo are widely used.
2. Performance dimensions. The distinction between proximal and distal is important here.
- Organizational performance; operational outcomes and financial and market performance
central assumption= operational outcomes are mostly linked to HR practices (in comparison
to financial), in causal terms but there is no support for this since hr has an effect on the
whole performance so both operational and financial.
- Individual performance; before there was only research in organizational performance but
later on the wellbeing became more important. Investigated through hrm wellbeing
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller noorvanloon. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $7.42. You're not tied to anything after your purchase.
