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Comparative HR and IR Systems Analysis in European Firms

Explore various HR and IR systems impact on the performance of European firms, pay inequality, and workforce performance. Reflections on key articles and industry applications provided.

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Comparative HR and IR Systems Analysis in European Firms

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Presentation Transcript

  1. Different HR and IR Systems Presented by Cindy Wong Fiona Luo MichihiroKawano ShaoyangJianSisiLi

  2. Introduction

  3. Current News • https://www.youtube.com/watch?v=iW484BQvsYM • http://www.nytimes.com/2010/05/29/business/global/29honda.html?pagewanted=all&_r=0

  4. Agenda • Reflections on Article 1“Comparative Research in Human Resource Management: A Review and an Example” • Reflections on Article 2“Wage-Setting Institutions and Pay Inequality in Advance Industrial Societies” • Industry Application

  5. Reflections on Article 1“Comparative Research in Human Resource Management: A Review and an Example”

  6. The Impact of Bundles of Strategic HRM Practices on the Performance of European Firms • Universalistic Theory • Contingency Theory • Firm size, • Level of unionization • Firm strategy (Cost-leadership and Differentiation) • External market

  7. The Impact of Bundles of Strategic HRM Practices on the Performance of European Firms • Configurationally Theory - Calculative HRM - Collaborative HRM

  8. A Comparative Analysis of Trends in Contingent Employment Practice in Europe Over a Decade

  9. A Comparative Analysis of Trends in Contingent Employment Practice in Europe Over a Decade Sweden vsGemeny

  10. Reflections on “Wage-Setting Institutions and Pay Inequality in Advance Industrial Societies”

  11. Centralization vsDecentralization

  12. Wage-Setting Institutions and Pay Inequality in Advanced Industrial Societies • Summary • Questions: • What does pay inequality mean to the organization? • What does pay inequality mean to the society?

  13. Under what circumstances would organizations favor 1.Pay employees equally? 2. Pay employees differently?

  14. Pay Dispersion and Workforce Performance: Moderating Effects of Incentives and Interdependence • Relationship between pay dispersion and workforce performance • Implications for managers: • Set wage differently based on the nature of the job • Negotiation with unions

  15. Welfare Effects of Local Versus Central Wage Bargaining

  16. Factbook Application Sweden/USA Insurance Industry

  17. Thank You

  18. References • Brewster, C., Tregaskis, O., Hegewisch, A., & Mayne, L. (1996). Comparative research in human resource management: a review and an example. International Journal Of Human Resource Management, 7(3), 585-604. Retrieved from http://www.ebscohost.com. • Dittrich, M. (2010). Welfare Effects of Local versus Central Wage Bargaining. Labour: Review of Labour Economics & Industrial Relations. 24(1), 26-34. doi: 10.1111/j.1467-9914.2010.00469.x • Gooderham, P., Parry, E., & Ringdal, K. (2008). The Impact of Bundles of Strategic Human Resource Management Practices on the Performance of European firms. International Journal Of Human Resource Management, 19(11), 2041-2056. doi:10.1080/09585190802404296  • Reich, M., Gordon, D., and Edwards, R. (1973). Dual Labor Markets: A Theory of Labor Market Segmentation. American Economic Review, 63(2), 359-365. Retrieved from http://ebscohost.com. • Shaw, J., Gupta, N. and Delery, J. (2002). Pay Dispersion and Workforce Performance: Moderating Effects of Incentives and Interdependence. Strategic Management Journal, 23(6), 491-512. Retrieved from http://journals1.scholarsportal.info/. • Tregaskis, O. and Brewster, C. (2006). A Comparative Analysis of Trends in Contingent Employment Practice in Europe Over a Decade. Journal of International Business Studies, 47, 111-126. Retrieved from http://www.proquest.com/en-US/.  • Wallerstein, M. (1999). Wage-Setting Institutions and Pay Inequality in Advanced Industrial Societies. American Journal of Political Science, 42(3), 649-680. Retrieved from http://www.jstor.org.

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