The Methodological Proposition for the Assessment of Changes in the HRM Field

By Janusz Strużyna, Tomasz Ingram and Magdalena Majowska.

Published by The Organization Collection

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Article: Print $US10.00
Article: Electronic $US5.00

The twentieth century is considered to be the golden age of human resource management (HRM) (Katz, Welbourne, 2002). Growing interest in this field, increasing number of publications as well as professional associations can be attributed to HRM importance for creating organizational value. Traditionally hrm was internally oriented. However, recently organizational success is widely perceived to rely on intangible assets (Hall, 1993). It is reasonable and necessary to treat HRM as the intangibles based business change facilitator. Thus, changes in the HRM can lead to the formation of businesses built on intangible assets (Cascio, 2005). Moreover, HRM may become the “novelty trigger” for the company as well as for broader external organizational success. Therefore, HRM begins to be externally oriented. In this vein, the change novelty in the HRM field starts to constitute an important organizational aspect both for researchers and practitioners.
There are two main aims of the paper. First, the paper is intended to identify and verify the method allowing HRM novelty assessment. Second, the paper aims at assessing the impact of the HRM change novelty on the organization and broader organizational context. In order to meet the main aims we decided to carry on the review of the literature on the organizational change, innovation, and HRM. Further, we adapt the evolutionary approach to study changes in HRM field and discuss the impact of HRM change on creating “the novelty” for the organization and organizational context. In order to adapt the evolutionary approach we enrich Durand (2006) model with additional part - contact space. In the following step we initially test evolutionary approach on a single Polish mining industry organization case. The paper finishes with implications for theory and practice, limitations, and guidelines for future research.
References available from authors.

Keywords: Human Resource Management, Human Resource Management Changes, Evolutionary Approach

International Journal of Knowledge, Culture and Change Management, Volume 8, Issue 2, pp.239-248. Article: Print (Spiral Bound). Article: Electronic (PDF File; 698.434KB).

Janusz Strużyna

Professor, Chair in Human Resource Management, University of Economics in Katowice, Katowice, Poland

I am the professor at the University of Economics in Katowice, Poland. My main scientific interests are directed towards the human resource management problems, human capital, and methodological aspects of researching human resource management and organizations. For a year I have been working as a Chair in Human Resource Management. Apart from working at the University I am also involved into business projects. I am also a member of editorial board of polish scientific journal entitled “Human Resource Management” as well as the member of the “Polish Academy of Science”.

Tomasz Ingram

Professor Assistant, Chair in Human Resource Management, University of Economics in Katowice, Katowice, Poland

I am the professors’ assistant at the Chair in Human Resource Management at the University of Economics in Katowice. My main scientifc interests are focused on recruitment and selection, job analysis, and dialectical approach. I also cowork with practitioners leading and participating in human resource management projects. I am a member of Academy of Human Resource Development. Currently, I am finishing the writing of my Ph.D. thesis.

Magdalena Majowska

Professor Assistant, Chair in Human Resource Management, University of Economics in Katowice, Katowice, Poland


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