We describe the interplay between the resource-based view (RBV) and strategic human resources (HR)/human capital (HC) literatures in select areas of particular interest. In each area, we aim to highlight key issues, review relevant evidence where available, and identify future research needs. We begin by reviewing research on HR-related firm heterogeneity. We then discuss best practices in HR, including evidence of the large apparent value they create. We also consider different views on the value and ease of imitation of best practices, including implementation challenges. Next, we briefly address the key roles of microfoundations and complementarity in helping understand the potential for value creation and value capture through the use of best practices. We then ask whether the use of best practices in the pursuit of competitive parity might warrant greater attention as this may be where the largest potential gains can be made. Finally, we consider a number of developments in the strategic HC literature, especially those related to firm-specific human capital (FSHC). We raise questions with views on issues such as the consequences of FSHC for workers; the definition and measurement of FSHC; whether worker immobility, a key to value capture, is good from a social return (or even a firm) return perspective; and the relative emphasis on value capture and value creation.

我们描述了特定关注领域中基于资源的观点（RBV）与战略性人力资源（HR）/人力资本（HC）文献之间的相互作用。在每个领域，我们旨在突出关键问题，在可用的地方审查相关证据，并确定未来的研究需求。我们首先回顾与人力资源相关的公司异质性的研究。然后，我们讨论人力资源的最佳实践，包括它们创造的巨大表观价值的证据。我们还对模仿最佳实践的价值和难易程度（包括实施挑战）有不同的看法。接下来，我们简要介绍微观基础和互补性在帮助理解最佳实践中创造价值和获取价值的潜力方面的关键作用。然后，我们问是否在追求竞争均等方面采用最佳实践可能值得更多关注，因为这可能是最大的潜在收益所在。最后，我们考虑了战略HC文献中的许多发展，特别是与公司特定的人力资本（FSHC）有关的发展。我们对FSHC对工人的后果等问题提出了看法。FSHC的定义和衡量；从社会回报（或什至是企业回报）的角度来看，固定员工是获取价值的关键，是否有益？相对重视价值获取和价值创造。我们对FSHC对工人的后果等问题提出了看法。FSHC的定义和衡量；从社会回报（或什至是企业回报）的角度来看，固定员工是获取价值的关键，是否有益？相对重视价值获取和价值创造。我们对FSHC对工人的后果等问题提出了看法。FSHC的定义和衡量；从社会回报（或什至是企业回报）的角度来看，固定员工是获取价值的关键，是否有益？相对重视价值获取和价值创造。