会计师事务所战略人力资源管理探讨

会计师事务所是典型的人力资源密集型企业,其战略人力资源管理的重点是核心员工,核心员工的战略人力资源管理要求制定战略规划、实施规划、战略制衡和调整评价四项工作并重。     

大学生职业核心能力培养研究——以独立学院为例

本文立足于社会增加对高素质、高技能人才的需求现实状况,分析现阶段独立学院教育中忽视培养职业核心能力这一问题,指出独立学院培养学生的职业核心能力的路径。     

Characterising human resources management practices in Portugal: an empirical analysis

The importance of human resources as a fundamental channel towards the competitiveness and sustainability of firms is now theoretically unchallenged. This article provides an overall characterisation of the main human resources management (HRM) practices implemented in Portugal and compares them with the benchmark models proposed in the literature.

To evaluate the degree to which HRM practices diverge from these benchmark models, this article relies on the analysis of five criteria: i) How do the main HRM practices fit the existing management models (familiar, professional or mixed); ii) How does the HRM conform to a work organisation of the matricial type; iii) To identify whether the role of HRM is essentially administrative or strategic; iv) To identify where the responsibility for HRM lies within the firms operating in Portugal; and v) To characterise the relation between HRM and work organisation in Portugal.

Drawing on a representative sample of firms operating in Portugal, we identify three clusters that allow us to characterise and analyse the stylised HRM practices implemented in Portugal (network-based, familiar-based or bureaucratised). Results show contrasting management patterns, which can be interpreted as different stages of evolution in terms of HRM practices in Portugal.     

Effects of people-centred factors on enterprise resource planning implementation project success: empirical evidence from Sri Lanka

Extant literature suggests people-centred factors as one of the major areas influencing enterprise resource planning (ERP) implementation project success. Yet, to date, few empirical studies attempted to validate the link between people-centred factors and ERP implementation project success. The purpose of this study is to empirically identify people-centred factors that are critical to ERP implementation projects in Sri Lanka. The study develops and empirically validates a framework for people-centred factors that influence the success of ERP implementation projects. Survey research methodology was used and collected data from 74 ERP implementation projects in Sri Lanka. The people-centred factors of ‘project team competence’, ‘rewards’ and ‘communication and change’ were found to predict significantly the ERP implementation project success.     

Antecedents and outcomes of employee empowerment practices: A theoretical extension with empirical evidence

Despite being often touted as a best practice to enhance organisational performance, in reality, employee empowerment practices have not been widely adopted. This paper combines transaction cost economics with organisational behaviour and resource‐based views to examine antecedents and outcomes of empowerment practices, from both cost‐efficiency and value‐creation perspectives. On the basis of a study of 99 multinational subsidiaries in China, we found that human asset specificity, a key characteristic of employee–employer exchange, related significantly to organisations' adoption of empowerment practices. We also found that empowerment practices had a positive impact on organisational performance, and they mediated the relationship between human asset specificity and performance. In addition, results showed that task interdependence strengthened the impact of empowerment practices on performance outcome. The paper contributes to research on empowerment practices by offering a theoretically more comprehensive and balanced analysis of why and when empowerment is good for performance, with the support of empirical evidence.     

Expanding the concept of fit in strategic human resource management: An examination of the relationship between human resource practices and charismatic leadership on organizational outcomes

We investigate the relationship between high‐commitment human resources (HCHR) practices and chief executive officer (CEO) charismatic leadership on voluntary employee turnover and relative performance to peers in a sample of 281 small firms. In this study, we expand upon prior conceptualizations of fit within the literature on strategic human resources (HR) to include the fit of HCHR with other aspects of the people management system. Specifically, we hypothesize a variety of relationships that may occur (e.g., positive synergistic, deadly combination, or substitution) and find that when a firm uses a system of HCHR practices and has a charismatic leader, performance is highest and turnover lowest. Conversely, when a firm does not invest in either, performance is lowest and turnover highest. We also found some support for a substitution effect as our data showed that when there is a mismatch between a firm's HR system and the leadership characteristics of the CEO, turnover is higher and performance lower than the high‐investment people management system (high HCHR and high‐charismatic leadership), but turnover is lower and performance higher than the low‐investment (low HCHR and low‐charismatic leadership) people management system.     

Managerial competency requirements that enhance organisational competences: a study of a Sri Lankan telecom organisation

This study aims to differentiate firm-level capabilities in terms of managerial-level competencies of a Sri Lankan telecommunication service provider. A framework is developed and survey data are used to identify a range of factors at managerial competency level that form firm-level capabilities as a result. Multiple regression is used to identify how much variance in the latter is predicted by the former. It is expected that the methodology adopted in identifying and integrating managerial-level competencies and firm-level capabilities provides an innovative integrated methodology of significant value for practitioners and academics alike. Managerial implications, limitations and directions for future research are discussed.     

提升企业核心竞争力的新途径: 战略成本管理

随着现代科技进步和生产经济的发展,传统成本管理越来越难以话应现代企业管理的需要。如何通过加强成本管理建立企业的竞争优势,使之与企业整体战略相结合成为摆在众多企业面前的难题。本文重点分析了战略成本管理产生的历史必然、内涵及要求,并论述了建立战略成本管理对我国企业的现实意义。     

A theory of the firm's demand for HRM practices

Empirical data are presented that reveal a large variation in the pattern of HRM practice adoption across firms. The paper then develops an economics-based theory that explains this pattern. The model broadens the HRM concept; models the linkage between HRM practices and firm performance (the ‘black box’); generates an HRM input demand function and demand curve; formalizes the concept of strategic HRM; suggests a new empirical tool for HRM research; generates new hypotheses and insights on the nature of the HRM–firm performance relationship; suggests that existing theories of the HRM–firm performance relationship are seriously mis-specified; and posits that on theoretical grounds the effect of more HRM on firm performance in long-run competitive equilibrium is not positive but zero.     

Managing knowledge through human resource practices: empirical examination on the Spanish automotive industry

This paper considers the relationship between human resource management (HRM) and knowledge management (KM). Specifically, it examines how the human resource (HR) practices that are expected to impact on employees’ abilities, motivation, and opportunity to engage in KM, do so by enabling knowledge sharing, knowledge maintaining, and knowledge creation within organizations. HRM expected to impact employees’ abilities include training and development practices. HRM expected to impact on employees’ motivation include rewards and appraisal practices. HRM expected to impact on employees’ opportunities including providing the support of trusting collaborative relationships. Therefore, HR practices impacting employees’ abilities, motivation, and opportunities are expected to be positively related to knowledge sharing and maintaining within organizations. HR practices impacting employees’ abilities, motivation, and opportunity are expected to be positively related to knowledge creation through their effect on knowledge sharing within organizations. Our research methodology uses a questionnaire survey approach to collect data from firms belonging to the Spanish automotive industry. Results from a final sample of 64 Spanish automotive firms show that HR practices aimed at motivating and giving employees the opportunity to behave as expected significantly affect knowledge sharing and maintaining. Further, knowledge sharing and maintaining is shown to mediate the relationship between HR practices and knowledge creation. The paper ends with a conclusion, limitations and implications for future research.     

企业人力资源竞争力研究述评

本文通过对人力资源竞争力及相关理论进行了全面的文献资料研究,对人力资源竞争力概念的界定,总结了核心竞争力的内涵及其与人力资源竞争力的关系研究,最后对研究分析了目前出现的人力资源竞争力评价模型。     

Management and employee involvement in achieving an environmental action-based competitive advantage: an empirical study

The objective of this work is to conduct an empirical study that shows whether certain management and human resource factors influence the achievement of an environmental action-based competitive advantage in a company. To this end, we have taken a sample of 110 factories. Management's deep involvement and its strategic integration, as well as employee motivation and participation, have a positive impact on the achievement of an environmental action-based competitive advantage in a company.     

A problematic transition to a strategic role: human resource management in industrial enterprises in China

The Chinese government has launched extensive reforms to encourage integration with the global economy. Our research investigates the implications for human resource management practices of the changing business environment in China, ownership of organizations, organizational strategies and strategic integration of the HR function. We conducted two surveys in major Chinese cities in 1994/5 and 2001/2, with managers of state-owned, privately owned, collectively owned and foreign-invested enterprises.

Regression analyses showed that organizational strategy and organizational ownership, in contrast with earlier research, were not found to be strong predictors of HRM practices. The changing business environment in China and participation by the HR function in strategic decision-making were the strongest predictors of HRM practices. Overall, a strategic role for the HR function and implementation of ‘Western’ HRM practices are becoming more prevalent in China, although the legacy of traditional practices endures and new challenges are emerging.     

战略性人力资源动态能力培育研究

由于当今组织环境的不确定性,企业必须培育战略性人力资源动态能力,以增强组织动态适应性,建立持久竞争优势。战略性人力资源动态能力的提升是通过人力资源管理实践创新实现的。     

Development and performance of self-managing work teams: a theoretical and empirical examination

Several theories have been developed that prescribe the team development of self-managing work teams (SMWTs). Some of these have led to models with successive linear developmental phases. However, both the theory and the empirical data show little support for these models. Based on an extensive review of team development literature, we propose, instead of linear phases, describing team development in three general team processes. These processes, internal relations, task management, and external relations and improvement, were empirically explored in a longitudinal field-study of more than 150 blue-collar and white-collar SMWTs in a Volvo plant in Sweden. The three processes were found to be consistent over time and appeared to relate to one-year-later objective SMWT performance measures for product quality, the incidence of sick-leave and long-term sick-leave. Based on these findings, a result-oriented team development approach is proposed, in which the achieved results determine the processes followed to develop SMWTs further. Also, managers and HR practitioners are encouraged to monitor the three ongoing team processes and to relate these to the desired team performance. Such an analysis should be the starting point of a dialogue between manager and team to improve the functioning and performance of SMWTs.     

The virtuous circle of human resource investments: A precrisis and postcrisis analysis

We propose a dynamic model of positive feedback between human resource (HR) investments and companies' economic performance. The model assumes that HR investment increases profitability through labor productivity and, in turn, profitability improves HR investment through organizational slack. Based on data from a sample of 2,497 industrial companies over a 7‐year period (2005–2011), longitudinal analysis corroborates the existence of a two‐way relationship between HR investment and profitability over time. However, the emergence of an economic crisis weakens this feedback, identifying the effect of organizational slack on HR investment as the weakest causal chain link. In a postcrisis period, HR investment is not such a high priority for managers.     

High‐involvement HRM,job satisfaction and productivity: A two wave longitudinal study of a Spanish retail company

The strategic human resource management literature lacks longitudinal studies, and the causal associations between human resource management (HRM) and organisational performance (OP) remain underexplored. We tested cross‐lagged relationships between high‐involvement work systems (HIWS), job satisfaction, and store productivity based on a large longitudinal dataset from the retail sector comprising two waves of data. The first wave (2011) included 6,016 employee responses from 104 stores, and the second wave (2015) included 5,842 employee responses from 94 stores. The quantitative study suggested counterintuitive negative associations. A subsequent qualitative study indicated that the association may have been conditioned by the recessionary action taken by the company in response to financial difficulties. The longitudinal research design, the compilation of data during difficult economic situations, and in a relatively unexplored sector such as the retail industry help to shed some light on the universalism of the HRM‐OP relationship and its boundary conditions.     

Organization HRD and technology: towards a bureaucratic theory of strategic control

In this study, an investigation is conducted of the relationships between technology and training as attributes of strategic control. It is argued that, when the means of production become more technology oriented, smaller firms will be more ready to train and develop existing workers. Larger firms, by contrast, may tend to emphasize training but more of a generic type rather than ‘tailor made’.     

The adoption,character and impact of strategic human resource management: a case study of two large metropolitan Vietnamese public hospitals

In this paper the researchers set out to explore the adoption, character and impact of strategic human resource management (SHRM) in two large metropolitan Vietnamese public hospitals using a multi-level qualitative research design. Data are analyzed from 21 interviews and 5 focus groups with key players from the hospitals and government authorities. Findings show that the State controls many of the core day-to-day HR functions of public hospitals, curtailing local autonomy and management innovation. This is compacted by inadequate government funding, poor training of medical staff, and inadequate management and business skills of hospital managers. Inhibiting greater experimentation with SHRM is the fear of developing management initiatives out of sync with the State. Consequently, many managers and clinicians held negative views of the HR department and their relevance for the day-to-day management of healthcare services. Respondents reported that they perceived these factors had a negative impact on the well-being of medical staff and the quality of patient care. The paper concludes with a discussion on the necessity for continued State reforms that can enable greater autonomy of the hospitals' HRM functions and greater investment in local HR capabilities to materialize the link between SHRM, employee well-being and quality of patient care.     

Exploring the black box in Spanish firms: the effect of the actual and perceived system on employees' commitment and organizational performance

Several studies in strategic human resource management have described a relationship between people-management practices and organizational performance. However, the mediating processes that explain such a relationship remain unexplored. This study examines how both the actual people-management system (assessed by managers) and the perceived system (assessed by employees) influence employees' commitment, and how this in turn contributes to employee and organizational outcomes. Multilevel analyses of a sample of 732 employees from 26 Spanish small and medium-sized enterprises (SMEs) supported a model in which employees' commitment mediates between the actual system and unit-level absenteeism, which in turn has an effect on productivity. Results also showed the importance of the perceived system in attempting to understand the true effect of the actual system on employees' commitment to the organization.