The implementation of human resource (HR) policies often proves troublesome due to the appearance, and stubborn persistence, of gaps in the process. Human resource management (HRM) scholars problematise these gaps and advocate tight implementation to reduce gaps and to ensure the desired impact of policies on organisational performance. Drawing on organisational institutionalism, we contend that gaps in implementing HR policies can actually be productive, as they secure organisational legitimacy, and thus enable organisations to operate viably within several institutional environments. We suggest that different approaches to implementation are needed, some of them premised on accepting sustained implementation gaps. We introduce minimum and moderate implementation approaches, rooted in the notion of decoupling, to complement approaches aimed at tight implementation. Our aim is to support the further development of research based on a richer interpretation of HRM implementation challenges and choices they present for HR managers.

中文翻译：

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少即是多：人力资源管理实施、合法性和脱钩

人力资源 (HR) 政策的实施往往由于过程中出现的空白和顽固的坚持而变得麻烦。人力资源管理 (HRM) 学者将这些差距问题化，并主张严格执行以减少差距并确保政策对组织绩效的预期影响。借鉴组织制度主义，我们认为实施人力资源政策的差距实际上是有成效的，因为它们确保了组织的合法性，从而使组织能够在多个制度环境中有效地运作。我们建议需要不同的实施方法，其中一些以接受持续的实施差距为前提。我们引入了根植于解耦概念的最小和适度的实现方法，补充旨在严格执行的方法。我们的目标是支持基于对人力资源管理实施挑战和他们为人力资源经理提出的选择的更丰富解释的研究的进一步发展。