1 / 11

Bus 159 Presentation: Effectiveness Implications of Strategic HRM

Bus 159 Presentation: Effectiveness Implications of Strategic HRM. Dr. Stan Malos SJSU College of Business. Article Presented High-Involvement Management and Workforce Reduction: Competitive Advantage or Disadvantage?. Zatzick & Iverson, Simon Frazer Univ. Academy of Management Journal

gaius
Download Presentation

Bus 159 Presentation: Effectiveness Implications of Strategic HRM

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Bus 159 Presentation:Effectiveness Implications of Strategic HRM Dr. Stan Malos SJSU College of Business

  2. Article PresentedHigh-Involvement Management and Workforce Reduction: Competitive Advantage or Disadvantage? Zatzick & Iverson, Simon Frazer Univ. Academy of Management Journal October, 2006

  3. Overview of Article: -What are High-Involvement Management Practices [HIMPs] in the Strategic HRM context? -How can HIMPs impact Productivity or otherwise offer a source of Strategic Competitive Advantage? -How is the relationship between HIMPs and Productivity affected by Workforce Reductions? -What are the corresponding practical implications for Strategic Human Resource Management?

  4. What are High-Involvement Management Practices [HIMPs] in the Strategic HRM context? -HIMPs: Systems of management practices giving employees skills, information, motivation, and latitude -Examples: Team-based training and incentives, flexible job design, and information sharing to facilitate effective interaction and improve productivity

  5. How can HIMPs impact Productivity or otherwise offer a Strategic Competitive Advantage? -By generating and sustaining firm-specific human capital development -By developing dynamic capabilities to integrate, build, and reconfigure internal and external competencies based on that firm-specific human capital

  6. How is the relationship between HIMPs and Productivity affected by Workforce Reductions? -Layoffs and other workforce reductions can be perceived as psychological contract violations that decrease motivation and commitment -Loss of firm-specific human capital and high-involvement competencies undercut gains otherwise realized through HIMPs

  7. Hypotheses: • H1: Layoffs moderate the relationship between HIMPs and productivity (i.e., more extensive HIMPs will relate to greater productivity losses from RIFs) • H2: Continued investments in HIMPs after RIFs will lessen these effects

  8. Methods: How this study was conducted -Archival survey data from Canadian government labor statistics used to assess Productivity, HIMPs, and layoffs -Productivity measured as log of revenues minus expenditures per employee -HIMP intensity measured as extent of flexible job design, problem-solving teams, self-directed work groups, training, employee information sharing, and gainsharing

  9. Results: Support for the hypothesized relationships—Hierarchical Regression Results H1: Layoff rates negatively related to productivity as predicted H2: Interactions indicate effects are less when HIMPs are continued after RIFs [see Table 2 and Interaction Figures—hard copy]

  10. Take-home message: Practical implications for Strategic Human Resource Management RIFs may cut short-term costs but also reduce productivity and overall performance If RIFs do become necessary, consider unit-level retention to maintain work group synergies and other benefits of HIMPs Don’t give up on HIMPs after RIFs; added training and investment in human capital development may be needed to reassure layoff survivors and reinstate motivation, commitment, and related productivity gains

  11. Questions?

More Related