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HR Governance as a Part of the Corporate Governance Concept

In: HR Governance

Author

Listed:
  • Boris Kaehler

    (Merseburg University of Applied Sciences)

  • Jens Grundei

    (Quadriga University of Applied Sciences)

Abstract

The relatively new construct of HR governance has been drawing increased attention with the publishing of ISO 30408. Conceptually, it must be a part of corporate governance, but since both concepts are outlined remarkably vaguely in literature it is still unclear how they might interrelate. Hence, this chapter aims at developing a precise definition that consistently integrates HR governance with corporate governance, management and HR management. Conceptual considerations based on the extant literature lead us to suggest that HR governance may best be defined as the internal and external behavior framework for multiple actors’ human resource management and its control in a corporation and its units, which consists of formalized norms and is itself the result of multiple stakeholders’ constitutive influence. This new definition should help scholars begin to construct theories on HR governance and study them empirically. In a practical sense, it should prove useful e.g. to managers and HR specialists shaping corporate models of human resource management and leadership, to branch regulators restructuring HR requirements, and to investors evaluating possible engagements.

Suggested Citation

  • Boris Kaehler & Jens Grundei, 2019. "HR Governance as a Part of the Corporate Governance Concept," SpringerBriefs in Business, in: HR Governance, chapter 0, pages 27-50, Springer.
    • Handle: RePEc:spr:spbrcp:978-3-319-94526-2_3
    DOI: 10.1007/978-3-319-94526-2_3
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