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The role and impact of HRM policy

Published on Mar 15, 2011in International Journal of Organizational Analysis
· DOI :10.1108/19348831111121286
Carol Gill8
Estimated H-index: 8
(Melbourne Business School),
Denny Meyer24
Estimated H-index: 24
(Swinburne University of Technology)
Abstract
Purpose – This research aims to answer the call for more empirical research on identity theory by exploring the role and impact of human resource management (HRM) policy, and the gap between HRM policy and practice, on organizations and their employees. It looks at the role that soft policy plays in obscuring hard practice and considers the impact of unions and HRM role on policy.Design/methodology/approach – This study uses survey data collected from the senior members of the HRM function in 189 large Australian organisations.Findings – The research found a gap between policy and practice with soft policy being used more often than soft practice. It found that a gap between policy and practice has a negative impact on outcomes. Strategic HRM (SHRM) positively impacts on the implementation of soft practices reducing the gap between policy and practice and impoverished HRM that lacks resources, power and time, has a larger gap between policy and practice. Unions did not improve outcomes by minimizing the g...
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  • Citations (10)
References79
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Cited By10
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#1Joko Gunawan (Chula: Chulalongkorn University)H-Index: 3
#2Yupin Aungsuroch (Chula: Chulalongkorn University)H-Index: 5
Last.Mary L. Fisher (IU: Indiana University)H-Index: 9
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