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爱尔兰国立大学留学生人力资源管理论文定制-代写爱尔兰论文-制定一个综合的方法来分析中小企业人力资源管理-Capturing complexity: developing an integrated approach to analysing HRM in SMEs

论文作者:留学生论文网论文属性:硕士毕业论文 dissertation登出时间:2011-09-01编辑:anterran点击率:12921

论文字数:12987论文编号:org201109011056099406语种:英语 English地区:爱尔兰价格:$ 44

关键词:爱尔兰论文爱尔兰国立大学留学生人力资源管理论文定制代写爱尔兰论文integrated approach \ analysingHRMSMEs

摘要:爱尔兰论文专区提供爱尔兰国立大学留学生人力资源管理论文定制-代写爱尔兰论文-本文从制定一个综合的方法来分析中小企业人力资源管理-This article presents a framework to evaluate HRM in small and medium-sizedenterprises (SMEs), using an open systems theoretical perspective.

Capturing complexity: developing an integrated approach to analysing HRM in SMEs

Brian Harney and Tony Dundon, National University of Ireland, Galway
Human Resource Management Journal, Vol 16, no 1, 2006, pages 48–73
This article presents a framework to evaluate HRM in small and medium-sizedenterprises (SMEs), using an open systems theoretical perspective. In presenting anopen systems perspective the objective is to overcome the limitations of existingtheorising in HRM, in particular to facilitate a move away from the ‘small is beautiful’versus ‘bleak house’ stereotypes evident in much of the literature concerned with HRMin SMEs. The evidence is drawn from six SMEs operating in the Republic of Ireland,using a case study method. The findings show that a complex interplay of externalstructural factors and internal dynamics shaped HRM in each of the companies. HRMwas not the coherent set of practices typically identified in the literature but rather wasoften informal and emergent. It is argued that the open systems theoretical frameworkenables a move beyond mere recognition of the complexity and heterogeneity of HRMin SMEs, towards an understanding, accommodation and explanation of particularisticfactors.
Contact: Tony Dundon, Department of Management, National Universityof Ireland, Galway, Ireland. Email: [email protected], [email protected]
Increasingly it is acknowledged that ‘the management of people is strategic tosuccess’ (Boxall and Purcell, 2003: vii). This recognition has sparked a concertedeffort to demonstrate the role of HRM as a means to meet strategic objectives andimpact on organisational performance (Den Hartog and Verburg, 2004). The theoretical
debate around this nexus has been dominated by two normative models of HRM,namely ‘best practice’ or ‘best fit’ (Boxall and Purcell, 2000). What is problematic hereis that much of the literature that espouses the virtues of HRM is almost exclusivelyderived from atypical (i.e. large) firms (Hendry et al., 1995; Dundon et al., 1999;
Wilkinson, 1999). The objective of this article is to address this imbalance by examiningHRM in small and medium-sized enterprises (SMEs). We start by contextualising thesignificance of SMEs for the economy, and briefly note the limitations of applyingnormative models of HRM to the smaller business sector. We then present a conceptual
framework with an open systems theoretical underpinning to guide and sensitiseHRM in six case studies from the Republic of Ireland. The findings suggest that anopen systems perspective provides a deeper understanding of the type and form ofHRM adopted in SMEs. Arguably, this approach helps facilitate a move beyond mererecognition of the complexity and heterogeneity of HRM in SMEs, towards anunderstanding, accommodation and explanation of particular environmental factors.The practical implications arsing from the findings are then considered.
HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 15 NO 4, 2005 48
© 2006 The Authors.
Journal compilation © 2006 Blackwell Publishing Ltd., 9600 Garsington Road, Oxford, OX4
2DQ, UK and 350 Main St, Malden, MA, 02148, USA.
48 HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 16 NO 1, 2006
Brian Harney and Tony Dundon
HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 16 NO 1, 2006 49
© 2006 The Authors.
Journal compilation © 2006 Blackwell Publishing Ltd.
SMEs: THE FORGOTTEN BACKBONE OF ECONOMIC LIFE
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