DESEGREGATION HRM: A review and synthesis of Micro and Macro Human Resource Management Research.

A synthesis by Sebastian, P0095131

The Human Resource Management has evolved through the year, resulting in a creation of two subfields in HRM: a Micro HRM practice, and the Macro HRM practice. The Micro HRM tries to explore the impact of HR practices on individuals, such skills, ability, and attitude. Micro HRM tries also to assess individual performance, such productivity, absenteeism, or turnover. The main objective of Micro HRM is to assess the differences across individuals. On the other hand, Macro HRM emphasis on the impact of the HR practice on the organization. For example pertain value for each organization. This subdivision has been evidenced through the gathered literature. Through desegregating HRM, the author advocate for the integration of both practice in a cross point which will benefit the entire HRM. The author suggests a two dimensions approach: level analysis and number of practices. This can be at organization level or at individual level. First. A Multiple practice at Organizational level: At the Organization level, HR has focused on two issues: the relationship between HR practice and performance, and the classification or configuration of HR practices. For example, a high performance work will help the organization to achieve his strategic goal. Many research come to corroborate this statement. Classification of HR practices: not an easy issue to come to classify HR practices into categories. In general, they are 3 approaches that have been used: Conceptual, factor analytic and cluster analysis. Second: Single practice at the organization level: at this level, few study has been made, mostly trying to demonstrate the empirical relationship between focal HR and some measure of organization effectiveness. Third: Single practice at individual level: many studies has been done, including selection, training, recruitment, compensation performance, participation

Fourth: Multiple practices at Individual level: at this point, the author argues that the experiences within the organization come to shape employee beliefs. Bridging the Macro and the Micro Through this paper the author comes to advocate the integration on the two subdivisions in the future research on HRM. Each one has evolved with great result, but breaking apart HRM. Finding a cross point between the two will surely benefit to HRM.