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The triangle of HRM practices
conference contribution
posted on 2015-11-13, 15:02 authored by Araz ZirarThe pursuant of a unique bundle of HRM practices is hailed to promote organisational
success in today's competitive market (Lu et al., 2015). Although the word ‘success’ might
not escape the challenge of a clear definition, understanding and linking espoused, enacted
and perceived HRM practices are crucial parts of the unique bundle of HRM practices (Khilji
and Wang, 2006). Espoused HRM practices are meant to mean what is said to be done in
terms of human resource activities, enacted HRM practices denote what is actually done in
terms of human resource activities and perceived HRM practices refer to what is actually
perceived of HRM practices by stakeholders of an organisation, in particular employees. This
developmental paper aims to develop a model, the triangle of HRM practices, which links
espoused, enacted and perceived HRM practices together.
History
School
- Business and Economics
Department
- Business
Published in
BAM2015 ConferenceCitation
ZIRAR, A.A., 2015. The triangle of HRM practices. IN: Proceedings of BAM2015: The Value of Pluralism in Advancing Research, Education and Practice. University of Portsmouth, 8-10 September.Publisher
British Academy of Management (BAM)Version
- AM (Accepted Manuscript)
Publisher statement
This work is made available according to the conditions of the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0) licence. Full details of this licence are available at: https://creativecommons.org/licenses/by-nc-nd/4.0/Publication date
2015Notes
This is a conference paper.Language
- en