Cross-national learning from best practice and the convergence-divergence debate in HRM
Cross-national learning from best practice and the convergence-divergence debate in HRM
复制标题
跨国学习最佳实践以及人力资源管理中的趋同与分歧争论
DOI：
10.1080/09585190500314920
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发表时间：
2005
期刊：
影响因子：
--
通讯作者：
Markus Pudelko
中科院分区：
文献类型：
--
作者：
Markus Pudelko
这份文件的主要目的是就如何学习跨国人力资源管理的最佳做法提出建议。这一分析基于对来自美国、日本和德国500强公司的232名人力资源经理的调查数据。管理人员提供信息，说明他们各自国家的人力资源管理模式的特点，以及他们从其他两个国家模式中的哪一个中寻找灵感。详细描述了被认为值得采用的模式的具体属性，并探讨了与人力资源管理模式趋同有关的未来发展。经验数据表明，这三个国家的人力资源经理都希望部分趋同于一种混合模式。奇怪的是，最接近这种混合动力车的车型--德国车型--在灵感来源方面的得分也是最低的。有人认为，为了更好地理解学习最佳做法和由此产生的趋同趋势，研究应寻求更多关于管理人员关于外国管理模式的知识、他们对这些模式的看法以及这些看法是如何产生的。
The chief objective of this paper is to develop suggestions as to how to learn from best practices in HRM across national borders. The analysis is based on survey data gathered from 232 HRM managers from American, Japanese and German top 500 companies. The managers provide information on how the HRM model of their respective country is characterized and from which of the other two country models they seek inspiration. The concrete attributes of the models considered worth adopting are described in detail and future developments with regards to convergence of the HRM models explored. The empirical data suggest that HR managers from all three countries expect a partial convergence towards a hybrid model. Curiously, the model that comes closest to this hybrid – the German one – is also the one that rates lowest as a source of inspiration. An argument is made that in order to better understand learning from best practice and resulting convergence tendencies, research should seek more insights regarding the knowledge of managers about foreign management models, their perceptions of these models, and how these perceptions are generated.