Documents Wright, Patrick M. 3 results

"While many authors have proposed a firm's human resources as an asset that can provide value and competitive advantage, the SHRM field has tended to ignore the fact that assets have associated uncertainties and risks. The real options view provides a theoretical framework for how firms manage uncertainties associated with investments in real assets. We apply this logic to analyse the uncertainties associated with human assets and discuss how firms manage these uncertainties through HR ‘options' which are capabilities generated by some HR practices and their combinations. We discuss these practices and develop an options model for managing different types of uncertainties."

"Although strategic human resource management began to emerge as a domain of study around 1980, many of the field's major theoretical and empirical strides have occurred during the last decade or so. By and large these have emanated from communities of scholars operating within specific countries or, in some cases, regions of the world. The next generation of contributions, however, is beginning to emerge on a global basis. This special issue fosters the broader development of our field by bringing together a set of papers written by a cadre of scholars from various spots around the world who recently gathered at Cornell University to share thoughts and perspectives. While viewpoints vary, overall the collection offers a wealth of specific insights and suggestions for moving the field forward on the inevitable path of globalization."

"Since the publication of Huselid's (1995) paper examining the relationship between HR practices and firm performance, there has been an explosion of published papers examining the empirical relationship between HR practices and various measures of firm performance. This study examines the possibility that informants typically providing data about organizational HR practices may be biased by an implicit theory of human resource management. Our findings suggest the responses from subjects typically providing data about HR practices may be biased in their reporting by the performance of the organization. The generalizability of these results is considered and implications for future studies of the HR-firm performance relationship reviewed. "