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Debunking the one-size-fits-all approach to human resource management: A review of human resource practices in small and medium-sized enterprise firms
SA Journal of Human Resource Management ( IF 1.2 ) Pub Date : 2019-08-27 , DOI: 10.4102/sajhrm.v17i0.1108
Willard Nyamubarwa , Crispen Chipunza

Orientation: This article argues that the best practice approach (BPA) to HRM fails to capture the peculiarities of HR practices in small and medium-sized enterprises (SMEs). The article instead articulates the view that the different and unique traits inherent in SMEs firms allows the firms to adopt distinct HR practices, which may not cohere with the prescriptive one-size-fits-all view which BPA advocates. Research purpose: The article aims to further the thesis that the long-held BPA approach to HRM does not always apply to SME firms given their unique characteristics which renders HR prescriptions applied in large firms invalid in SME firms. Research approach/design and method: As a theoretical article, a systematic literature review was conducted to draw findings and conclusions. Main findings: The article concludes that the eclectic nature of SME HR practices complicates the extent of generalisability of such practices across organisational settings, thus showing that HR practices that work in SME firms cannot be applied in large firms with equal success. Practical/managerial implications: The findings provide a platform to enhance the understanding surrounding managing human resources in SME firms by revealing the differences between people management in SME firms as compared to their larger counterparts. Contribution/value-add: The article is groundbreaking as it has opened new avenues in the quest to understand the nature and contribution of HRM in SME firms.

中文翻译:

揭穿“一刀切”的人力资源管理方法:中小型企业公司的人力资源实践回顾

方向:本文认为,HRM的最佳实践方法(BPA)无法捕捉到中小企业(HR)中人力资源实践的特殊性。相反,该文章阐明了以下观点:中小型企业公司固有的不同和独特的特征使企业可以采用不同的人力资源实践,这可能与BPA所倡导的“一刀切”的观点不一致。研究目的:本文旨在进一步提出这样的论点,即长期以来针对人力资源管理的BPA方法并不总是适用于中小企业,因为它们具有独特的特征,这使得适用于大型企业的人力资源处方在中小企业中无效。研究方法/设计和方法:作为理论文章,进行了系统的文献综述以得出发现和结论。主要发现:文章得出结论,中小企业人力资源实践的折衷性质使这种实践在整个组织环境中的可推广性变得更加复杂,从而表明,在中小企业中运作的人力资源实践无法应用于成功程度相同的大型企业中。实际/管理方面的意义:通过揭示中小型企业的人事管理与大型中小型企业的人事管理之间的差异,该发现提供了一个平台,可增强对中小型企业人力资源管理的理解。贡献/增值:这篇文章具有开创性意义,因为它为寻求了解中小企业中人力资源管理的性质和贡献开辟了新途径。因此表明,在中小型企业中有效的人力资源实践无法应用于取得同样成功的大型企业。实际/管理方面的意义:通过揭示中小型企业的人事管理与大型中小型企业的人事管理之间的差异,该发现提供了一个平台,可增强对中小型企业人力资源管理的理解。贡献/增值:这篇文章具有开创性意义,因为它为寻求了解中小企业中人力资源管理的性质和贡献开辟了新途径。因此表明,在中小型企业中有效的人力资源实践无法应用于取得同样成功的大型企业。实际/管理方面的意义:通过揭示中小型企业的人事管理与大型中小型企业的人事管理之间的差异,该发现提供了一个平台,可增强对中小型企业人力资源管理的理解。贡献/增值:这篇文章具有开创性意义,因为它为寻求了解中小企业中人力资源管理的性质和贡献开辟了新途径。
更新日期:2019-08-27
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