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Effects of Human Resource Systems on Manufacturing Performance and Turnover - Essay Example

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This paper "Effects of Human Resource Systems on Manufacturing Performance and Turnover" discusses HR differences in different countries. The term HRM is universally accepted. In the international context, a clear distinction is evident in HR literature in different countries…
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Effects of Human Resource Systems on Manufacturing Performance and Turnover
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Download file to see previous pages Most of these developments, not surprisingly, have come from communities of scholars focusing on their own particular countries or regions, be it the US (for example, Arthur, 1994; Delery and Doty, 1996; Huselid et al., 1997), the UK (for example, Brewster, 1999; Guest et al., 2003), elsewhere in Europe (for example, D’Arcimoles, 1997; Lahteenmaki et al., 1998; Roderiguez and Ventura, 2003). The difference in perspective on the value of people in organizations and the validity of HRM, particularly in non-Western Countries may be best understood in terms of the concept of locus of human value (Jackson et al., 2003). Jackson et al. (2003) came up with a conceptual map of international organization and human resource management in different countries.

HRM as a concept emerged in the mid-1980 in the US when two models-the Harvard framework (Beer et al. 1984) and the Michigan Model (Fombrun et al., 1984) were produced. Harvard model is also known as the soft model of HRM / Harvard Map of HRM / multiple stakeholders models, argues that human resource policies are to be influenced by two significant considerations: (1) Situational factors: The internal and external environmental factor of the organizations that include (i) labor market conditions (ii) societal Values (iii) business strategies (iv) technologies (v) managerial philosophies and (vi) market conditions will constrain the formation of HRM policies. (2) Stakeholders interests. The stakeholders influence the short-tern HRM policies. They include (i) management employees (ii) unions and (iii) govt. agencies. Further, the model classifies HRM policies and practices into four themes as follows: HR flows, Recruitment, selection, placement, appraisal and assessment, promotion, termination and the like. The Harvard model has existed considerable influence over the theory and practice of HRM, particularly as a result of its contention that strategy is the concern of management in general rather than a personnel function in particular (Armstrong, 1999).  ...Download file to see next pagesRead More
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