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Assessing the Added Value of Human Resource Management Practices

In: Human Resource Management Practices

Author

Listed:
  • Maike Andresen

    (University of Bamberg)

Abstract

In order to get management to listen and to gain credibility, HR managers would do well to document the added value of HR investments and their impact on firm performance. Highlighting the contribution of HR practices requires us to answer two core questions: What is the added value of investing in HR functions and practices? How can the added value created by HR functions and practices be assessed? In order to address these central questions, a broad overview of a four-step-approach (ORMM-approach) is given that structures the process of determining the added value of HRM: Based on a definition of outcome variables (O), research/theory-based cause-and-effect-relationships (R) between antecedents and outcome variables need to be modeled. Finally, the added value needs to be assessed by using adequate measures (M) and to be managed (M). Moreover, in view of the broadly discussed theory-practice-gap, it is shown how this edited volume supports both researchers and practitioners in their work by giving an overview of the contributions in this edited book.

Suggested Citation

  • Maike Andresen, 2015. "Assessing the Added Value of Human Resource Management Practices," Management for Professionals, in: Maike Andresen & Christian Nowak (ed.), Human Resource Management Practices, edition 127, pages 1-13, Springer.
    • Handle: RePEc:spr:mgmchp:978-3-319-08186-1_1
    DOI: 10.1007/978-3-319-08186-1_1
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    Cited by:

    1. Aneta Karasek, 2018. "Talent Management Practices as an Instrument for Stimulating Employees’ Entrepreneurship(Praktyki zarzadzania talentami jako instrumenty stymulowania przedsiebiorczosci pracownikow)," Research Reports, University of Warsaw, Faculty of Management, vol. 1(27), pages 34-44.

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