دانلود رایگان مقاله انگلیسی یک رویکرد یکپارچه برای رابطه عملکرد شرکت- مدیریت منابع انسانی - امرالد 2017

Abstract

Purpose – The purpose of this paper is to contribute to ongoing debates regarding the human resource management (HRM)-firm performance relationship. In seeking to provide a more complete picture of the relationship, the paper discusses the existing literature and proposes an integrative framework that draws upon different literatures and multiple theoretical perspectives. Design/methodology/approach – This review includes nearly 100 research studies published in this field. The review includes papers published in mainstream HRM journals and broader management journals with strong ties to HRM literature. Importantly, the paper also identifies a gap – a missing link – that concerns the importance of incorporating insights from corporate governance (CG) literature when considering strategic HR decision-making. Findings – A significant contribution of this paper to theory is to propose an integrative framework that conceptualises the elusive relationship between HRM and firm performance, and which draws on different literatures and multiple theoretical perspectives in to offer more holistic insights into the relationship. The paper discusses the implications of the integrative perspective for theory and practice. Originality value – This paper argues that one of the main stumbling blocks for developing a better understanding of the mechanisms through which HRM creates value in an organisation is the fragmentation of the HRM literature between “HR as practices” and “HR as the department/profession”, as well as a tendency to neglect insights from the CG literature.

Conclusion

While there has been great research interest in the topic of the HRM–firm performance relationship for at least two decades, and making an important distinction between HRM practices and the role of the HR department, our understanding of the nature of the linkages remains limited. In this paper we suggest that in part this is because of the different approaches evident from a view of the extant literature. Our central argument is that this means that despite extensive and methodologically sophisticated research evidence, our understanding remains partial and incomplete; though many scholars have investigated the HR-performance link, they are not necessarily always talking about the same thing. To this end, this paper has reviewed the literature on the HRM–firm performance relationship and argues that our understanding of the mechanisms through which HR decisions create and sustain value in an organisation can be improved by a better integration of the literatures on HR practices and HR professionals/ department, and by adding a missing link to the insights offered in the CG literature. Specifically, this paper incorporates some key CG literature on boards and TMTs that has been considered in some studies of the HRM–firm performance relationship and provides a much-needed synthesis of the literature relating HR to firm performance and the moderating role of CG. Our work highlights the importance of HR professionals actively connecting to key stakeholders and understanding their expectations for both creating value of HR practices for the organisation, as well as increasing the profile of the HR department.