Linking human resource management, entrepreneurial orientation, and firm performance: an integrative theoretical framework

This study analyzes the moderating effect of two key human resource practices on the relationship between organizational strategy and firm performance. In a sample of 66 small to medium-sized manufacturing firms we found that a total quality management strategy was most effective when supported by significant training and group-based incentive compensation. This result is discussed in light of the current debate in the field about “best practice” versus “fit” models of human resource management and business strategy.

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Notice of Retraction: Human resource management practices and their impact on firm performance in China

2010 IEEE International Conference on Advanced Management Science(ICAMS 2010) ◽

10.1109/icams.2010.5552923 ◽

2010 ◽

Author(s):

Yajie Wang ◽

Shuqiang Ma ◽

Suying Gao

Keyword(s):

Resource Management ◽

Firm Performance ◽

Human Resource Management ◽

Human Resource ◽

Management Practices ◽

Human Resource Management Practices

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Quantifying human resource management: a literature review

Personnel Review ◽

10.1108/pr-05-2020-0322 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Clotilde Coron

Keyword(s):

Artificial Intelligence ◽

Resource Management ◽

Literature Review ◽

Human Resource Management ◽

Human Resource ◽

Design Methodology ◽

Theoretical Framework ◽

Data Sources ◽

Content Type

PurposeWith a focus on the evolution of human resource management (HRM) quantification over 2000–2020, this study addresses the following questions: (1) What are the data sources used to quantify HRM? (2) What are the methods used to quantify HRM? (3) What are the objectives of HRM quantification? (4) What are the representations of quantification in HRM?Design/methodology/approachThis study is based on an integrative synthesis of 94 published peer-reviewed empirical and non-empirical articles on the use of quantification in HRM. It uses the theoretical framework of the sociology of quantification.FindingsThe analysis shows that there have been several changes in HRM quantification over 2000–2020 in terms of data sources, methods and objectives. Meanwhile, representations of quantification have evolved relatively little; it is still considered as a tool, and this ignores the possible conflicts and subjectivity associated with the use of quantification.Originality/valueThis literature review addresses the use of quantification in HRM in general and is thus larger in scope than previous reviews. Notably, it brings forth new insights on possible differences between the main uses of quantification in HRM, as well as on artificial intelligence and algorithms in HRM.

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Retirement and organizations: perspectives and challenges for both workers and human resource management

Working with Older People ◽

10.1108/wwop-04-2020-0014 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Diogo Henrique Helal ◽

Cleverson Vasconcelos da Nóbrega ◽

Tatiana Aguiar Porfírio de Lima

Keyword(s):

Quality Of Life ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Design Methodology ◽

Active Role ◽

Theoretical Framework ◽

Content Type

Purpose This paper aims to reflect on retirement, showing its different viewpoints, advocating the need to understand the issue from a procedural and multidimensional perspective, and especially, defending a more active role of human resource management in the process. Design/methodology/approach This paper presents a theoretical framework of retirement, based on a procedural and multidimensional perspective. Findings To study how individuals adapt to retirement permits the discovery, for example, of how they obtain the quality of life after the transition and how they manage the internal and external aspects of the process. Human resource management must treat retirement as a complex and multidimensional phenomenon. This means it should consider retirement not only as a decision but also as a process. Originality/value This essay seeks to reflect on retirement, advocating the need to understand the issue from a procedural and multidimensional perspective, and especially, defending a more active role of human resource management in the process.

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