Mark A Huselid
Biographic Data
| ID | 2734744 |
|---|---|
| NAME | Mark A Huselid |
| GIVEN NAMES | Mark A |
| FAMILY NAME | Huselid |
| SIGNATURE | HUSELID M A |
| AFFILIATIONS | Rutgers, the State University of New Jersey |
| ORCID | 0000-0002-1473-4246 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 6 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1995 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 1 |
Human Resource Audits
A human resource audit is a series of systematic, formal procedures designed to evaluate the efficiency and effectiveness of the firm's human resource management ( HRM ) system, compare its performance to relevant internal and external benchmarks, evaluate the appropriateness of this system for implementing the firm's strategic and operational objectives, and thereafter provide a framework for improving the way in which the firm manages people.
Human Resource Department Effectiveness
For many organizations, effectively managing a global workforce is complex, difficult, and perhaps the single most important executive accountability and responsibility.
SHRM and job design
Strategic Human Resources Management
The authors identify the key challenges facing strategic human resource management (SHRM) going forward and discuss several new directions in both the scholarship and practice of SHRM. They focus on a clearer articulation of the “black box” between HR and firm performance, emphasizing the integration of strategy implementation as the central mediating variable in this relationship. There are direct implications for the nature of fit and contingen…
The Impact of Human Resource Management Practices on Perceptions of Organizational Performance.
In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance.
This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for predictions that the impact o…
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance.
This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for predictions that the impact o…
The Impact of Human Resource Management Practices on Perceptions of Organizational Performance.
In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.
Strategic Human Resources Management
The authors identify the key challenges facing strategic human resource management (SHRM) going forward and discuss several new directions in both the scholarship and practice of SHRM. They focus on a clearer articulation of the “black box” between HR and firm performance, emphasizing the integration of strategy implementation as the central mediating variable in this relationship. There are direct implications for the nature of fit and contingen…
SHRM and job design
Human Resource Audits
A human resource audit is a series of systematic, formal procedures designed to evaluate the efficiency and effectiveness of the firm's human resource management ( HRM ) system, compare its performance to relevant internal and external benchmarks, evaluate the appropriateness of this system for implementing the firm's strategic and operational objectives, and thereafter provide a framework for improving the way in which the firm manages people.
Human Resource Department Effectiveness
For many organizations, effectively managing a global workforce is complex, difficult, and perhaps the single most important executive accountability and responsibility.
Business (5 works) · Computer Science (5 works) · Economics (5 works) · Human resource management (5 works) · Knowledge management (4 works) · Management (4 works) · Human resources (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Marketing (3 works) · Process management (3 works)