Thesis / Dissertation

Antecedents and consequences of human resource differentiation

Samuel Eyamu, Peter Gahan (ed.)

Published : 2019

Abstract

Strategic Human Resource Management (HRM) scholars have increasingly acknowledged that firm-level HR systems typically consist of differentiated approaches to managing different types of workers, ranging from arm’s length, highly transactional approaches (such as sub-contracting) to highly customised, relationship-based approaches (such as high-commitment HR strategies). To date, the most prominent approach to understanding human resource (HR) differentiation is the HR architecture framework. This framework, first proposed and tested by Lepak and Snell (2002), predicts that firms will use differentiated HR systems to reflect the strategic value and uniqueness of human capital associated with..

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University of Melbourne Researchers