Alternative balanced scorecards built from paradigm models in strategic HRM and employment/industrial relations and used to measure the state of employment relations and HR system performance across US workplaces
Alternative balanced scorecards built from paradigm models in strategic HRM and employment/industrial relations and used to measure the state of employment relations and HR system performance across US workplaces
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DOI：
10.1111/1748-8583.12271
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发表时间：
2020-03-24
影响因子：
5.5
通讯作者：
Gomez, Rafael
中科院分区：
文献类型：
--
作者：
Kaufman, Bruce E.;Barry, Michael;Gomez, Rafael
本文在高绩效工作系统和雇佣关系系统模型的基础上构建了替代平衡记分卡。这些模型在图表中进行了描述和比较，并用作构建单独的HPWS和ERS记分卡的框架骨架，旨在提供组织的就业/人力资源系统及其运营，流程和输入/输出的运营健康和绩效的详细数据图片。记分卡由来自2，000多个美国工作场所的全国代表性数据填写，使用50多个就业/人力资源指标，由管理人员和员工单独小组报告。每个工作场所的指标汇总为整体人力资源/就业系统得分，从低到高排列，并绘制频率分布图。这些分布提供了一个独特的快照图片的平均值和离散的就业关系和人力资源系统的性能为美国各地的公司的状态。他们还揭示了“模型很重要”，因为HPWS和ERS记分卡提供了明显不同的评估。
This paper constructs alternative balanced scorecards based on high-performance work system (HPWS) and employment relations system (ERS) models. The models are depicted and compared in diagrams and used as framework skeletons for building separate HPWS and ERS scorecards, intended to provide a detailed data picture of the operational health and performance of an organization's employment/HR system and its operations, processes, and inputs/outputs. The scorecards are filled in with nationally representative data from 2,000+ U.S. workplaces using more than 50 employment/HR indicators, as reported by separate panels of managers and employees. The indicators for each workplace are aggregated into an overall HR/employment system score, ranked from low-to-high, and graphed as frequency distributions. These distributions provide a unique snapshot picture of the mean and dispersion of the state of employment relations and HR system performance for companies across the United State. They also reveal that "models matter" since the HPWS and ERS scorecards provide distinctly different evaluation assessments.