Strategic human resource management, human capital and competitive advantage: is the field going in circles?

Delery, John E.; Roumpi, Dorothea

doi:10.1111/1748-8583.12137

Cited by 340 publications

(355 citation statements)

References 159 publications

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“…Nonetheless, according to the author, it lacks well-grounded constructs, as HR management needs to shift focus and add value creation to organizations. Finally, Delery and Roumpi (2017) add that researchers need to overcome the tendency to directly relate HR practices to organizational performance. They claim that HR practices lead to sustainable competitive advantage through the context (trajectory over time), ambiguity (competitors do not think a specific HR practice is important), organizational factors (culture and structure), and social system (employees' abilities and skills).…”

Section: Introductionmentioning

confidence: 99%

Sustainable Competitive Advantage Needs Green Human Resource Practices: A Framework for Environmental Management

Almada

Borges

2018

Rev. adm. contemp.

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ResumoO objetivo deste ensaio teórico é analisar o papel da gestão de recursos humanos (RH) para alcançar a vantagem competitiva sustentável (VCS) nas organizações, por meio da perspectiva da Visão Baseada em Recursos Naturais (VBRN). Foi realizada uma pesquisa bibliográfica de natureza exploratório-descritiva. Primeiro foram apresentadas definições-chave para identificar a VCS como sustentabilidade, desenvolvimento sustentável e sustentabilidade organizacional. Um quadro teórico foi desenvolvido integrando práticas de RH com estratégias da VBRN (prevenção de poluição, administração de produtos e desenvolvimento sustentável) para alcançar a VCS. A principal contribuição deste estudo é oferecer uma síntese integrativa sobre práticas de RH e estratégias da VBRN. Este artigo também agrega valor aos gerentes, apresentando formas de implementar o gerenciamento de RH para a realização da sustentabilidade organizacional.Palavras-chave: visão baseada em recursos naturais; gestão de recursos humanos; sustentabilidade; vantagem competitiva sustentável. AbstractThe aim of this theoretical essay is to analyze the role of human resource (HR) management to achieve organizational sustainable competitive advantage (SCA), through the Natural Resource Based View (NRBV) perspective. We performed an exploratory-descriptive bibliographic research. We first provide key definitions to identify SCA, such as sustainability, sustainable development, and organizational sustainability. We then developed a theoretical framework integrating HR practices with NRBV strategies (pollution prevention, product stewardship, and sustainable development) in order to achieve SCA. As results, a set of propositions regarding HR management and sustainability are offered to be empirically analyzed in future research. The major contribution of this study is to offer an integrative framework of HR practices and NRBV strategies. This paper also adds value to managers by presenting ways to implement HR management for organizational sustainability achievement.

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Section: Introductionmentioning

confidence: 99%

Sustainable Competitive Advantage Needs Green Human Resource Practices: A Framework for Environmental Management

Almada

Borges

2018

Rev. adm. contemp.

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“…Еще одним объектом критики является зависимость эффективности прак-тик УЧР от характеристик персонала компании [Райт, Данфорд, Снелл, 2007;Delery, Roumpi, 2017]. Практики УЧР per se не способны создать конкурентное преимущество, они лишь усиливают вклад, который формирует пул человече-ского капитала компании.…”

Section: стратегические ресурсы компании: системы управления человечеunclassified

“…Здесь представители двух исследовательских направлений (стратегического человеческого капитала и стратегического УЧР) достигают кон-сенсуса, утверждая, что устойчивые конкурентные преимущества есть результат взаимодействия пула квалифицированных сотрудников и эффективных и вну-тренне согласованных (синергетически связанных) практик УЧР (см., напр. : [Райт, Данфорд, Снелл, 2007;Boxall, 1996;Delery, Roumpi, 2017;Boon et al, forthcoming]). …”

Section: интеграция стратегических ресурсов организации в условиях ноunclassified

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The Integration of Strategic Resources of a Company in the Context of the New Economy: A Conceptual Model

Sokolov¹,

Zavyalova²

2018

Vestnik SPbSU. Management

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ИНТЕГРАЦИЯ СТРАТЕГИЧЕСКИХ РЕСУРСОВ ОРГАНИЗАЦИИ В УСЛОВИЯХ НОВОЙ ЭКОНОМИКИ: КОНЦЕПТУАЛЬНАЯ МОДЕЛЬСанкт-Петербургский государственный университет, Российская Федерация, 199034, Санкт-Петербург, Университетская наб., 7/9 В условиях новой экономики компании сталкиваются с необходимостью эффектив-ного управления сотрудниками и организационными знаниями как важнейшими стра-тегическими ресурсами. В статье с позиций ресурсной концепции рассматриваются три типа стратегических ресурсов фирмы: система управления человеческими ресурсами, человеческий капитал и знания. Несмотря на наличие между ними тесной взаимосвязи, их предшествующая концептуализация осуществлялась преимущественно в рамках от-дельных исследовательских направлений. Проведенный анализ позволил выявить клю-чевые векторы взаимосвязи между этими типами ресурсов и оценить их роль при раз-личных стратегиях управления знаниями и человеческими ресурсами. Результаты ана-лиза легли в основу дискуссии о комплементарности различных стратегий управления знаниями и стратегий управления человеческими ресурсами.Ключевые слова: ресурсная концепция фирмы, управление человеческими ресурса-ми, управление знаниями, человеческий капитал, новая экономика. THE INTEGRATION OF STRATEGIC RESOURCES OF A COMPANY IN THE CONTEXT OF THE NEW ECONOMY: A CONCEPTUAL MODEL D. N. Sokolov, E. K. ZavyalovaSt. Petersburg State University, 7/9, Universitetskaya nab., St. Petersburg, 199034, Russian Federation Based on the resource-based view of the fi rm, the paper introduces the conceptual analysis of the interrelationships between the key internal strategic resources of a fi rm: human resource management systems, human capital and knowledge. Th e considered resources were mainly analyzed by the previous research within the separate disciplinary domains and therefore may benefi t from cross-domain integration. We build the conceptual scheme of interrelationships between strategic resources and discuss how these interrelationships may vary under diff erent knowledge management (codifi cation/personalization) and human resource management (control/commitment) strategies. Based on the analysis, we introduce four diff erent confi gurations of strategies: "codifi cation -control", "personalization -commitment", "codifi cation -commitment", and "personalization -control" and anticipate potential benefi ts of complementary confi gurations. Th e contribution of the study to the scholarship is in the conceptual explanation of the previous research fi ndings on positive eff ects of complementary strategies and negative

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“…Firm may need strategic human capital resources within the firm to provide the knowledge (Delery et al, 2017).…”

Section: Hypothesis Development Structural Capital In Organization Dementioning

confidence: 99%

Strengthening of Intellectual Capital Dimension

Sarjana

Khayati

Warini

et al. 2017

JDM

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The main objective of this research is to explore capabilities related to trust, self-efficacy, intellectual capital and job satisfaction at head-hunter companies in Indonesia. Development of human resources needs to be done through the strengthening of intellectual capital. Intellectual capital is needed head-hunter in improving company performance. The key to successful headhunter companies if it has human resources that have added value, especially strong intellectual capital. Research sampling was conducted on 253 candidates who utilize head-hunter services an effort to develop themselves. Quantitative research was developed by utilizing structural equation modeling. Research model developed head-hunter companies that describes intellectual capital as research findings refers to previous model of research. This finding concludes that trust and self-efficacy have significant influence on intellectual capital. Another conclusion stated that intellectual capital has significant effect on job satisfaction. The concept states that intellectual capital can be integrated in global perspective as framework for developing an organization. Info Article

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Strategic human resource management, human capital and competitive advantage: is the field going in circles?

Cited by 340 publications

References 159 publications

Sustainable Competitive Advantage Needs Green Human Resource Practices: A Framework for Environmental Management

Sustainable Competitive Advantage Needs Green Human Resource Practices: A Framework for Environmental Management

The Integration of Strategic Resources of a Company in the Context of the New Economy: A Conceptual Model

Strengthening of Intellectual Capital Dimension

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