Search results

1 – 10 of over 3000
Article
Publication date: 29 April 2021

Rajasshrie Pillai and Brijesh Sivathanu

To understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR

Abstract

Purpose

To understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR data quality along with descriptive and predictive financial and non-financial metrics.

Design/methodology/approach

This work utilizes the grounded theory method. After the literature was reviewed, 113 HR managers of multinational and national companies in India were interviewed with a semi-structured questionnaire. The collected interview data was analyzed with NVivo 8.0 software.

Findings

It is interesting to uncover the descriptive and predictive non-financial and financial metrics of HR practices and their influence on organizational performance. It was found that HR data quality moderates the relationship between the HR practices outcome and HR metrics. This study found that HR metrics help in HR decision-making for strategic HRM and subsequently affect organizational performance.

Originality/value

This study has uniquely provided the descriptive and predictive non-financial and financial metrics of HR practices and their impact on HR decision making, strategic HRM and organizational performance. This study highlights the importance of data quality. This research offers insights to the HR managers, HR analysts, chief HR officers and HR practitioners to achieve organizational performance considering the various metrics of HRM. It provides key insights to the top management to understand the HR metrics' effect on strategic HRM and organizational performance.

Details

International Journal of Productivity and Performance Management, vol. 71 no. 7
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 2 March 2021

Clotilde Coron

The literature on HR metrics does not address the political issues that surround the definition and interpretation of these metrics. However, the need for agreement about…

1136

Abstract

Purpose

The literature on HR metrics does not address the political issues that surround the definition and interpretation of these metrics. However, the need for agreement about HR metrics between different stakeholders is underlined by the framework of the sociology of quantification. This research aims to complement the literature on HR metrics by studying the process of defining and interpreting appropriate HR metrics, focusing on the example of the gender pay gap.

Design/methodology/approach

A case study with interviews and participant observation is conducted on a French company.

Findings

The results show that HR metrics are essential to prove the existence of inequalities. However, there are disagreements between management, unions and gender equality referents concerning appropriate HR metrics and their use.

Originality/value

Contrary to the literature on the subject, which remains predominantly positivist and normative, this article sheds light on the political issues surrounding the definition and use of HR metrics and shows the importance of involving a range of actors (managers, unions and employees) in the entire process.

Details

Employee Relations: The International Journal, vol. 43 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 February 1998

JOHN W. BOUDREAU

The field of human resource management faces a significant dilemma. While emerging evidence, theory, and practical demands are increasing the visibility and credibility of…

1345

Abstract

The field of human resource management faces a significant dilemma. While emerging evidence, theory, and practical demands are increasing the visibility and credibility of human capital as a key to organisational success, the measures used to articulate the impact of human resource management decisions remain misunderstood, unwanted by key constituents, or even counter‐productive. This article proposes that the key to creating meaningful HR metrics is to embed them within a model that shows the links between HR investments and organisational success. The PeopleVantage model is proposed as a framework, the application of the model is illustrated, and the potential of the model for guiding research and practical advances in effective HR measures is discussed.

Details

Journal of Human Resource Costing & Accounting, vol. 3 no. 2
Type: Research Article
ISSN: 1401-338X

Article
Publication date: 18 May 2021

Clotilde Coron

With a focus on the evolution of human resource management (HRM) quantification over 2000–2020, this study addresses the following questions: (1) What are the data sources…

Abstract

Purpose

With a focus on the evolution of human resource management (HRM) quantification over 2000–2020, this study addresses the following questions: (1) What are the data sources used to quantify HRM? (2) What are the methods used to quantify HRM? (3) What are the objectives of HRM quantification? (4) What are the representations of quantification in HRM?

Design/methodology/approach

This study is based on an integrative synthesis of 94 published peer-reviewed empirical and non-empirical articles on the use of quantification in HRM. It uses the theoretical framework of the sociology of quantification.

Findings

The analysis shows that there have been several changes in HRM quantification over 2000–2020 in terms of data sources, methods and objectives. Meanwhile, representations of quantification have evolved relatively little; it is still considered as a tool, and this ignores the possible conflicts and subjectivity associated with the use of quantification.

Originality/value

This literature review addresses the use of quantification in HRM in general and is thus larger in scope than previous reviews. Notably, it brings forth new insights on possible differences between the main uses of quantification in HRM, as well as on artificial intelligence and algorithms in HRM.

Details

Personnel Review, vol. 51 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 January 2010

John Mahoney‐Phillips and Anna Adams

The purpose of this case study is to describe how a global financial organization's corporate HR function, in partnership with divisional HR functions, increased the…

2839

Abstract

Purpose

The purpose of this case study is to describe how a global financial organization's corporate HR function, in partnership with divisional HR functions, increased the impact of HR initiatives through the development of an integrated and benchmarked metrics framework.

Design/methodology/approach

The methodology used to create the framework was a mixture of analytical deskwork, consultative enquiry and benchmarking.

Findings

To date many HR initiatives have failed to be taken seriously in the boardroom, and this is, in significant part, due to the lack of quantifiable impact measures. The initiative described here is a framework of metrics that can be used to monitor, track and evaluate the strategic impact of HR strategy.

Originality/value

The paper adds value to the practitioner community by offering up a process for the development of a metrics framework against which HR strategy can be evaluated and developed over time.

Details

Strategic HR Review, vol. 9 no. 1
Type: Research Article
ISSN: 1475-4398

Keywords

Article
Publication date: 11 December 2018

Subhashini Durai D., Krishnaveni Rudhramoorthy and Shulagna Sarkar

The main objective in adopting the use of metrics and analytics is to use the expertise of HR professionals in human resource management regarding their understanding of…

2074

Abstract

Purpose

The main objective in adopting the use of metrics and analytics is to use the expertise of HR professionals in human resource management regarding their understanding of the best way to recruit, select, train, design, motivate, develop, evaluate, and retain employees at an organization to help achieve its goals more effectively.

Design/methodology/approach

The first and foremost step to generate metrics and analytics strategies in an organization is identification of existing problems faced by them. Owing to the changing environment and global requirement, the labor measurement also changes. The main focus is on the problems faced by the organization and human resources in the working environment.

Findings

Through the use of human resources measures and workforce analytics, decision-makers will gain the ability to more effectively manage and improve human resources programs and processes. This in turn improves the effectiveness of the workforce and organizational performance.

Practical implications

Metrics and analytics is a better problem-solving measure in organizations, because in any situations, decisions are made after analyzing the tactical choices.

Social implications

The development of effective human resource metrics and workforce analytics is likely to be seen in the future as a very important source of competitive advantage.

Originality/value

The use of human resource metrics and workforce analytics improves organizational effectiveness and strategic decision-making of managers that positively impact the organization’s performance as a whole.

Details

Human Resource Management International Digest, vol. 27 no. 1
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 1 November 2005

Jay J Jamrog and Miles H Overholt

Jay J. Jamrog and Miles H. Overholt of The Human Resource Institute discuss where best to focus measurement. Significant advances in HR strategic planning and metrics have…

1397

Abstract

Jay J. Jamrog and Miles H. Overholt of The Human Resource Institute discuss where best to focus measurement. Significant advances in HR strategic planning and metrics have shifted HR’s traditional role ‐ it’s now imperative that HR strategy is aligned to business strategy. But, despite these advances, business leaders are becoming increasingly frustrated with HR, even when its plans and metrics are executed with skill.

Details

Strategic HR Review, vol. 5 no. 1
Type: Research Article
ISSN: 1475-4398

Keywords

Article
Publication date: 1 January 2007

Theresa L Seagraves

Using metrics to communicate HR’s value to an organization is critical to the perception of HR as a valuable resource. What many HR professionals miss is that how those…

1012

Abstract

Using metrics to communicate HR’s value to an organization is critical to the perception of HR as a valuable resource. What many HR professionals miss is that how those metrics are used in making a business case is just as important as having metrics themselves.

Details

Strategic HR Review, vol. 6 no. 2
Type: Research Article
ISSN: 1475-4398

Keywords

Book part
Publication date: 9 August 2017

Janet H. Marler, Felippe Cronemberger and Carson Tao

In this chapter, we apply diffusion of innovation theory and the theory of management fashion to examine the diffusion trajectory of human resource (HR) analytics in a…

Abstract

Purpose

In this chapter, we apply diffusion of innovation theory and the theory of management fashion to examine the diffusion trajectory of human resource (HR) analytics in a U.S. context. We focus on the role mass media plays in influencing the diffusion process and address two research questions. First, does the mass media on HR analytics make observable the positive outcomes of HR analytics and is this related to increasing HR analytics adoption over time? Second, does the mass media on HR analytics show evidence of management trendsetting rhetoric?

Methodology/approach

We analyze published popular trade, business press, and peer-reviewed academic articles over a decade using a big data discourse analytical technique, natural language processing.

Findings

We find preliminary evidence that suggests that although the media has broadcasted positive outcomes of HR analytics, adoption has tailed off. In concert with the tailing off of HR analytic adoptions, the media appears to be recasting HR analytics as solving newer problems such as managing talent. Whether this shift makes a difference has yet to be determined.

Practical implications

Business press appears to influence the adoption process, both by broadcasting positive outcomes and through creating management fashion trendsetting rhetoric.

Social implications

To promote the use of HR analytics, academic institutions and the HR profession need to train HR professionals in the use and benefits of HR analytics.

Originality/value

We lay the groundwork to improve our understanding of the role media plays in influencing how new HRM practices spread across organizations. We introduce the application of an emerging big data analytic technique, natural language processing, to analyze published media on HR analytics.

Article
Publication date: 7 February 2018

Jelena Petrovic, George Saridakis and Stewart Johnstone

The purpose of this paper is to contribute to ongoing debates regarding the human resource management (HRM)-firm performance relationship. In seeking to provide a more…

1399

Abstract

Purpose

The purpose of this paper is to contribute to ongoing debates regarding the human resource management (HRM)-firm performance relationship. In seeking to provide a more complete picture of the relationship, the paper discusses the existing literature and proposes an integrative framework that draws upon different literatures and multiple theoretical perspectives.

Design/methodology/approach

This review includes nearly 100 research studies published in this field. The review includes papers published in mainstream HRM journals and broader management journals with strong ties to HRM literature. Importantly, the paper also identifies a gap – a missing link – that concerns the importance of incorporating insights from corporate governance (CG) literature when considering strategic HR decision-making.

Findings

A significant contribution of this paper to theory is to propose an integrative framework that conceptualises the elusive relationship between HRM and firm performance, and which draws on different literatures and multiple theoretical perspectives in to offer more holistic insights into the relationship. The paper discusses the implications of the integrative perspective for theory and practice.

Originality value

This paper argues that one of the main stumbling blocks for developing a better understanding of the mechanisms through which HRM creates value in an organisation is the fragmentation of the HRM literature between “HR as practices” and “HR as the department/profession”, as well as a tendency to neglect insights from the CG literature.

Details

Corporate Governance: The International Journal of Business in Society, vol. 18 no. 2
Type: Research Article
ISSN: 1472-0701

Keywords

1 – 10 of over 3000