Performance implications of the HR business partner model and the mediating role of internal efficiency: a comparison between Germany and the United Kingdom

Wach, Bernhard; Wehner, Marius Claus; Kabst, Rüdiger

doi:10.1080/09585192.2021.1943490

Cited by 5 publications

(3 citation statements)

References 107 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Strategic roles help formulate and execute business strategy, whilst roles such as ‘administrative experts’ ensure efficient HR processes are maintained. These roles are historically positioned in opposition to one another, where HR managers opt to undertake one or other (but not both), though the joint value to the organisation of each role is recognised (Wach et al, 2022). Recent research has identified an emerging integrative view of HRM roles whereby strategic and operational roles are enacted alongside one another in synergy rather than HRM roles being considered as either one or the other (Cayrat and Boxall, 2023).…”

Section: Hr Manager Roles Within Organisationsmentioning

confidence: 99%

In search of decent work: Human resource managers as custodians of fair reward in international NGOs

Geradine,

McWha-Hermann

2024

German Journal of Human Resource Management: Zeitschrift für Pe

View full text Add to dashboard Cite

As the world faces increasing environmental, social and financial crises, as a result of climate change, deepening unrest about inequality, and the cost of living crisis, there are growing calls for organisations to play a role in responding to them. Scholars in the field of sustainable human resource management (HRM) have elaborated various avenues through which the field of HRM can contribute to this response. One such contribution HRM can make to global grand challenges is through contributing to the United Nation’s Sustainable Development Goals (SDGs). Of particular relevance for HRM is SDG8, which calls for decent work. In this study we empirically explore why, how and what influences HR managers in international non-governmental organisations (INGOs) to seek to enact fair reward, a key component of decent work. Based on our analysis, we find evidence that HR managers can be strategic actors in enacting fair pay, and we identify a complex interplay between HR managers and their context in the behaviours underpinning this enactment. HR managers adopt one of at least three identified roles to proactively enact fair reward (visionary, gatekeeper or technical consultant). Each role adopts differing strategic and fairness enactment behaviours to navigate the constraints posed by the context in which they work, including focussing on influencing different justice dimensions, and leveraging disruption in the external environment. By drawing out the key role HR managers can play in enacting fairness, we offer support for the importance of HRM in contributing to decent work and global grand challenges. Ultimately our study offers support for a common good HRM, in which HR manager actions are influenced and driven by challenges beyond the scope of their organisation. We offer empirical support and theoretical development related to how context shapes HR manager roles at work.

show abstract

Section: Hr Manager Roles Within Organisationsmentioning

confidence: 99%

In search of decent work: Human resource managers as custodians of fair reward in international NGOs

Geradine,

McWha-Hermann

2024

German Journal of Human Resource Management: Zeitschrift für Pe

View full text Add to dashboard Cite

show abstract

“…Important factors to consider are: the company's business strategy, organizational culture and the location of HR in the organizational structure, as they have the greatest impact on the shape and role of HR BP in organizations (Kopertyńska and Dernowska, 2021). Furthermore, national culture may have influence on the above-mentioned areas, which was proved in research where differences had been found in the design of the HR BP models between the UK and Germany (Wach, Wehner, and Kabst, 2021).…”

Section: Theoretical Foundations For the Hr Business Partner Conceptmentioning

confidence: 99%

Human Capital Management in the Wandering Context of Events – Challenges for the Managerial Staff

2022

View full text Add to dashboard Cite

show abstract

“…Instead, extant research on HRT is dominated by case studies of how the concept is implemented and what effects it has on the HR function and the line organization [15][16][17][18]. In particular, studies have focused on the structure of the HR function and its role as an HR business partner [19][20][21][22].…”

Section: Purpose and Contributionmentioning

confidence: 99%

The Diffusion of Human Resource Transformation in Scandinavia: A Supply-Side Perspective

Madsen

Slåtten

2022

Societies

View full text Add to dashboard Cite

Since the turn of the millennium, human resource transformation (HRT) has emerged as a popular management concept among organizations and consultants around the world. HRT has been presented as a recipe for how to transform the traditional personnel function and make personnel and HR work in more business-oriented, cost-effective, and value-creating ways. Through a comparative study of the actors that make up the so-called “management fashion arena” around HRT in the Scandinavian countries (Norway, Sweden, and Denmark), the study provides insight into how the national actors influence and shape the diffusion of popular management concepts. The study shows that there are both similarities and differences between how the supply side is configured in the three countries. For example, large consulting firms have played an influential role in all three countries, while the influence of actors such as business schools and professional organizations varies considerably between the countries. The findings also suggest that there are powerful alliances between actors involved in the diffusion of HRT. Overall, the study sheds light on the global diffusion and “travel” of a predominantly North American-based HR concept and its reception in Scandinavia.

show abstract

Performance implications of the HR business partner model and the mediating role of internal efficiency: a comparison between Germany and the United Kingdom

Cited by 5 publications

References 107 publications

In search of decent work: Human resource managers as custodians of fair reward in international NGOs

In search of decent work: Human resource managers as custodians of fair reward in international NGOs

Human Capital Management in the Wandering Context of Events – Challenges for the Managerial Staff

The Diffusion of Human Resource Transformation in Scandinavia: A Supply-Side Perspective

Contact Info

Product

Resources

About