By Michael Armstrong
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Additional resources for A Handbook of Human Resource Management Practice 10th Edition
Schuller (2000) contends that: The focus on human capital as an individual attribute may lead – arguably has already led – to a very unbalanced emphasis on the acquisition by individuals of skills and competences which ignores the way in which such knowledge is embedded in a complex web of social relationships. HUMAN CAPITAL MANAGEMENT: PRACTICE AND STRATEGY Practice Human capital management is concerned with measurement, reporting measurements and drawing conclusions about the significance of the outcomes of measurement as a guide to future action.
The Holy Grail sought by many commentators on human resource management is to establish that a clear positive link between HRM practices and organizational performance exists. ’ The second question is the most important one. It is not enough to justify HRM by proving that it is a good thing. What counts is what can be done to ensure that it is a good thing. This is the ‘black box’ mentioned by Purcell et al (2003) that lies between intentions and outcomes. Ulrich (1997a) has pointed out that: ‘HR practices seem to matter; logic says it is so; survey findings confirm it.
Motivation was significantly higher for those working in organizations where more HR practices were in place. In summary, as commented by Guest (1999b), it appears that workers like their experience of HRM. These findings appear to contradict the ‘radical critique’ view produced by academics such as Mabey et al (1998) that HRM has been ineffectual, pernicious (ie managerialist) or both. Some of those who adopt this stance tend to dismiss favourable reports from workers about HRM on the grounds that they have been brainwashed by management.
A Handbook of Human Resource Management Practice 10th Edition by Michael Armstrong