Strategic Human Resource Management: Beginnings of a New Theoretical Sophistication?

Boxall, Peter

doi:10.1111/j.1748-8583.1992.tb00260.x

Cited by 114 publications

(74 citation statements)

References 41 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The further development of this model is along the lines that the successful implementation of different organizational strategies requires different 'role behaviours' on the part of employees, who must exhibit different characteristics (Schuler and Jackson, 1987). This model may be said to represent a typical US oriented unitarist approach towards people-management system that emphasizes managerial autonomy and legitimizes managerial control over employees (Boxall, 1992). Such an approach has been challenged by both pluralists and more extreme critics such as those emphasizing the 'labour process' (Hyman, 2001).…”

Section: Dominant Paradigm Of Hrm In the Us And Europementioning

confidence: 98%

“…By identifying four HR policy areas, such as HR flows, reward systems, employee influence and works systems, organization can achieve positive outcomes such as commitment, competence, congruence and cost effectiveness (Budhwar and Debrah, 2001). This model reflects a certain degree of awareness of both the European context that emphasizes 'co-determination' as well as East Asian values based on the human relations tradition (Boxall, 1992).…”

Section: Dominant Paradigm Of Hrm In the Us And Europementioning

confidence: 99%

See 1 more Smart Citation

Human resource management with ‘Asian’ characteristics: a hybrid people-management system in East Asia

Zhu¹,

Warner²,

Rowley³

2007

The International Journal of Human Resource Management

124

View full text Add to dashboard Cite

The central theme of this article is to illustrate the similarity and difference of people-management system among the key economies in East Asia. The article not only identifies what elements do exist in East Asian people-management system, but also examines other new elements being adopted into the existing system with the influences from the US and Europe. The authors analyse the information on the changes of peoplemanagement system, factors causing the changes and time. The common phenomenon is that when there is a crisis, then that may provide some opportunities for drastic changes. The authors conclude the article by pointing out that HRM is in a reforming process towards hybrid people-management system in East Asia. However, this reforming process is not one-way only. A triangle-influence between East Asia, Europe and the US is the reality. In addition, multi-factors are shaping the outcome of reforming peoplemanagement system in East Asia, identified as foreign influence, the State's influence, the stage of social and economic development, and national and organizational historical path. Other economies, no matter in East Asia or other parts of the world, may draw some lessons from this study.

show abstract

Section: Dominant Paradigm Of Hrm In the Us And Europementioning

confidence: 98%

Section: Dominant Paradigm Of Hrm In the Us And Europementioning

confidence: 99%

Human resource management with ‘Asian’ characteristics: a hybrid people-management system in East Asia

Zhu¹,

Warner²,

Rowley³

2007

The International Journal of Human Resource Management

124

View full text Add to dashboard Cite

show abstract

“…Indeed the very concept of 'strategic HRM' infers the development of a strategic corporate approach to workforce management, whereby firms seek to formulate an overall corporate HR philosophy and strategy that complements their business strategy and enhances the 'bottom line' (cf. Boxall, 1992;Purcell, 2004).…”

Section: Overall Approach To Workforce Managementmentioning

confidence: 99%

Human Resource Practices in Multinational Companies in Ireland: A Large-Scale Survey

et al. 2007

View full text Add to dashboard Cite

“…Harvardo modelis (Boxall 1992;Hope-Hailey 1997;Hope-Hailey 1998) Personalo mokymas yra viena iš žmogiškųjų išteklių vadybos strategijų, padedančių pasiekti laukiamus žmogiškųjų išteklių vadybos rezultatus, kurie vertinami pagal keturis parametrus: personalo įsipareigojimą, kompetenciją, atitikimą bei sąnaudų efektyvumą. Ši vertinimo schema dar vadinama 4C modeliu (angl.…”

Section: žMogiškųjų Išteklių Vadybos Koncepcijaunclassified

Ugdymo principo taikymo galimybės personalui mokyti

Stankevičienė

Liučvaitienė

Volungevičienė

2008

Business: Theory and Practice

View full text Add to dashboard Cite

Santrauka. Straipsnyje, remiantis Lietuvos ir užsienio autorių publikacijomis, pagrįsta personalo ugdymo koncepcija. Atliktas personalo ugdymo principo taikymo galimybių Lietuvos įmonių personalui mokyti tyrimas, naudojant ekspertinę įmonių vadovų apklausą, leido įvertinti ugdymo būklę ir problemas. Aptartos taikytinos personalo ugdymo priemonės Lietuvos įmonėms.Reikšminiai žodžiai: personalo ugdymas, personalo ugdymo koncepcija, personalo ugdymo procesas, personalo ugdymo priemonės. Abstract. Th e article analyzes the conception of personnel training in accordance with the publications of Lithuanian and foreign authors. Th erewith the survey was carried out to investigate the possibilities of applying the principle of personnel training in Lithuanian enterprises. Th is survey was carried out using the expert questioning of top managers and it provides the possibility of assessing the situation and problems of personnel training. Finally, the ways how to apply personnel training in Lithuanian enterprises are discussed in the article. THE POSSIBILITIES OF PERSONNEL DEVELOPMENT

show abstract

Strategic Human Resource Management: Beginnings of a New Theoretical Sophistication?

Cited by 114 publications

References 41 publications

Human resource management with ‘Asian’ characteristics: a hybrid people-management system in East Asia

Human resource management with ‘Asian’ characteristics: a hybrid people-management system in East Asia

Human Resource Practices in Multinational Companies in Ireland: A Large-Scale Survey

Ugdymo principo taikymo galimybės personalui mokyti

Contact Info

Product

Resources

About