Professional Documents
Culture Documents
Comparative HR Theories and Practices
Comparative HR Theories and Practices
Comparative HR Theories and Practices
Universalism vs Contextual
Universalism-Contextual debate Is there a best practice approach? Convergence as a 3rd alternative
Organization
Corporate Strategy
National Context Includes: culture political/legislative economic social patterns of ownership etc.
HRM Strategy Includes: integration devolvement to line employment policies involvement policies reward policies work systems etc. HRM Practice Includes: selection performance appraisal rewards development industrial relations communication etc.
National HRM Context Includes: education/training labor markets trade unions industrial relations etc.
People
Employee Champion
Operational Focus Administrat ive Expert
Change Agent
Strategic Partner Strategic Focus
Process HR Role Framework Source: Conner J. Ulrich D. (1996). Human Resource Roles: Creating Value Not Rhetoric Human Resource Planning September
Development
Selection
Performance
Appraisal Rewards
Situational factors Work force characteristics Business strategy and conditions Management philosophy Labor market Unions Task technology Laws and societal values
HRM Policy Choices Employee influence Human Resource flow Reward systems Work systems