Human Resource Strategy : Formulation, Implementation, and Impact / Michal Biron [and three others].

Format:

Book

Author/Creator:

Biron, Michal, author.

Language:

English

Subjects (All):

Personnel management.

Physical Description:

1 online resource (364 pages)

Edition:

Third edition.

Place of Publication:

New York, NY : Routledge, [2025]

Summary:

What is Human Resource Strategy? How are human resource strategies formulated and how can we explain the variance between what is espoused and what is actually implemented? Human Resource Strategy, third edition, provides an overview of the academic and practitioner responses to these and other questions.

Contents:

Cover

Half Title

Title Page

Copyright Page

Table of Contents

List of Figures

List of Tables

Authors

Part I: Human Resource Strategy: Emergence and Types

Chapter 1: Introduction: Origins of Human Resources Strategy Research

Conceptual Issues

Business Strategy

HR Strategy

Strategic Human Resource Management

The Role of HR Strategy in Strategic Management: Theoretical Foundations

Rational Choice Theories

Behavioral Role Theory

Human Capital Theory

Transaction Cost Theory

Resource-Based View

Agency Theory

Constituency-Based Theories

Institutional Theory

Resource Dependence Theory

Multiple Constituency/Multiple Stakeholder Approach

Issues of Concern in the Study of HR Strategy

Plan of the Book

Bibliography

Chapter 2: The Adoption, Formulation, and Implementation of Human Resource Strategies

Adoption of HR Strategies: Factors Predicting Differences in the Adoption of Specific HR Strategies and Practices across Firms

Rational Choice Approach

Market Orientation

Sector/Industry Factors

Globalization

National Culture

Technology

Organizational Characteristics

Labor Market Threats

Constituency-Based Approach

Nonmarket Institutional Forces

Resource-Dependence-Based Factors

HR Strategy Formulation: Rational Planning versus Incremental Approaches

Models Based on the Rational Planning Perspective

Models Based on the Incremental Perspective

Interactive Approaches to HR Strategy Formulation

Deterministic Approaches to HR Strategy Formulation

Reconciling the Two Approaches-Reference Point Theory

HR Strategy Implementation

Summary

Chapter 3: Models of HR Strategy

Models of HR Strategy

Theory-Driven Models

Models of the Employer-Employee Relationship

Employee Control Models

Data-Driven Models.

An Integrative Approach

The Integrative Approach: Considering Ends

The Integrative Approach: Considering Means

Part II: Subsystem-Specific Human Resource Strategies

Chapter 4: The People Flow Subsystem

People Flow: A Set of Choices with Profound Significance

The Basic Staffing Choice: Internal versus External Orientation

Internal Labor Markets and the "Make" Option

External Labor Markets and the "Buy" Option

Contingencies Governing the Make-or-Buy Choice

Recruitment, Selection, and Deployment Options

Recruitment Choices

Selection Choices

Deployment Choices: Onboarding and Socialization

Development Options: Content, Mobility, and Leveraging Talent

Development Content: Norms versus Competencies versus Skills

Internal Mobility &amp

Human Capital Deployment

Talent Management: Identifying and Leveraging High Potentials

Retention Options

Separation Options

Mini Case

Going Viral for Recruitment

Chapter 5: The Performance Management Subsystem

Theoretical Frameworks for Understanding Employee Learning

Core Characteristics of Effective Performance Management Systems

Performance Assessment

Performance Feedback

Perspective Taking in Measurement and Feedback

Choices and Contingencies in the Design of Performance Management Systems

Whose Performance Is Managed (Individual versus Team)

Measurement Choices

Objective versus Subjective Measures

Absolute versus Relative Measures

Short-Term versus Long-Term Measurement

Forced or Free Distribution

Narrow versus Broad Input

Coarse versus Fine Distinctions

Observable Behaviors versus Underlying Attitudes

Measurement Format

Feedback Choices

Feedback Directionality: Unidirectional versus Interactive

Feedback Valence: Positive versus Negative.

Alternative Approaches to Performance Management

Linking Performance Management to HR Strategy

The Link between Performance Management Strategy and Firm Business Strategy

Performance Management Subsystem Strategy and HR Strategy

Reimagining Performance Management

Chapter 6: The Rewards Subsystem

Frameworks for Understanding the Compensation-Performance Link

Expectancy and Equity Theories

Contingencies and Choices in the Design of Compensation Strategies

Policy Choices

Internal Equity vs. External Competitiveness

Risk-Sharing

Pay Mix

Monetary vs. Nonmonetary Rewards

Pay Administration (Transparency)

Internal Equity Choices

External Equity Choices

Employee Equity Choices

Pay for Performance

PFP Choices

Intensity of Variable Pay

Magnitude of Horizontal Pay Dispersion

Individual versus Aggregate PFP

Results versus Behavior-Based PFP

Linking Compensation Strategies to HR Strategy

The Link between Compensation Strategy and Firm Business Strategy

Compensation Subsystem Strategy and HR Strategy

Addressing the Gender Pay Gap Globally

Note

Chapter 7: The Employee Relations Subsystem

The Employee Relations Subsystem: Domains and Significance

Employee Relations Choices and the Psychological Contract

Significance of the Employee Relations Subsystem

Key Subsystem Domains and Related HR Functions

Strategic Choices in the Work Systems Domain

Types of Work Systems

Work Systems, Employee Relations Objectives, and HR Strategies

Strategic Choices in the Assistance Domain

Assistance Programs, ER Objectives, and HR Strategy

Strategic Choices in the Governance Domain

Union versus Nonunion Governance Systems.

HR Objectives and Workplace Governance

HR Strategy and Workplace Governance Frameworks

Part III: Human Resource Strategy: Impact, Challenges, and Developing Approaches

Chapter 8: The Impact of Human Resource Strategy

Demonstrating the Link between HR Strategy and Firm Performance

Explaining the Link between HR Strategy and Firm Performance

Human Capital, Motivation, and Development, and Opportunity-Based Explanations

The Search for Alternative Explanations

Universalistic, Contingency, and Configurational Explanations

Resolving Inconsistent Findings

The Challenges Ahead

Theoretical Challenges

Methodological Challenges

Practical Challenges

Googling to the top!

Chapter 9: Diversity, Equity and Inclusion Strategies

Diversity's Dividends: Diversity's Impact on Attitudes, Behaviors, and Performance

Contingency Factors

Securing a "Diversity Dividend": Implications for HR Strategy

Strategies for Acquiring and Retaining a Diverse Talent Pool

Targeted Recruitment

Affirmative Action

Ensuring the Validity of Selection Tools and Testing for Disparate Impact

Mentoring and Network Groups as a Strategy for Retention

Strategies for Maximizing the Potential Benefits of Diversity, Equity, and Inclusion

Taking Diversity, Equity, and Inclusion into Account in Performance Appraisals and Performance-based Rewards

Diversity Training

Cross-Gender/Race Networking and Mentoring

Comparative Efficacy of Corporate Diversity, Equity, and Inclusion Strategies

Age and Multigenerational HR Strategies

Is Age Diversity "Good" or "Bad"?

Consequences of Age Diversity at the Individual Level

Impact of Age Diversity at Team and Firm Level

HR Strategies for Retaining Aging Workers and Reducing Age Diversity Risks.

Summary

Mini Case 1

The Home Depot: Creating opportunities

Mini Case 2

100% Pay Equity at Accenture

Chapter 10: Globalization and HR Strategy

Global Staffing

Expatriate Staffing

Global Talent Acquisition

Global Performance Management

Global Compensation and Benefits

Employment Relations

Strategic Concerns in the Design of Global HR Systems

When McDonald's went local

Chapter 11: Taking Unique Enterprise Types and Emerging Technologies into Account

HR Strategy in Small and Medium-sized Enterprises

HR Strategy in Family Firms

Algorithmic HRM and Its Impact on Human Resource Strategy

e-HRM

Algorithmic HRM

Algorithmic HRM and Labor Market Intermediary Platforms

Implications of Algorithmic HRM on HR Strategy

Infusing HRM with AI

Index.

Notes:

Description based on publisher supplied metadata and other sources.

Description based on print version record.

Includes bibliographical references and index.

ISBN:

1-04-009392-2

1-04-009401-5

OCLC:

1455110990