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Extra resources for Aircraft design education at universities: benefits and difficulties
But how is this achieved and what constitutes HRM? Throughout the 1980s and 1990s and even in contemporary accounts, attention has been focused on the policies and practices associated with HRM, referred to as the content of HRM in this book. HR policies and practices play a central role in each of the models purporting to explain the effect of HRM. In the Michigan model3 of HRM, policies concerning selection, appraisal, reward, and development are fundamental, whereas the Harvard model4 foregrounds the crucial importance of employee influence, rewards systems, and work organisation.
In contrast, commitment was unrelated to perceptions that HRM practices were motivated by a desire to increase productivity or to comply with employment laws. g. training) will necessarily enhance commitment. 68 For HRM content to be successful, then, employees must be convinced of benign managerial intent. By contrast, a widespread perception of managerial cynicism and pragmatism is likely to be detrimental to the effectiveness of HRM policies and practices. 69 In their own analysis Meyer and Smith find that employee perception of organisational support mediates the impact of HRM policies and practices.
9 However, this model also emphasises 11 policy areas of importance. The content and style of HRM 25 Content has featured extensively in studies of HRM. For example, in his widely cited study of over 900 US firms, Huselid10 reports a substantial return on investment in ‘high performance work practices’ in terms of lower labour turnover and higher profitability. 11 Patrick Wright and his colleagues at the Center for Advanced Human Resource Studies at Cornell University have previously explained the way in which HRM benefits firm performance explicitly in terms of the content of HRM.