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HC and financial performance with two HRM strategies

机译：两种人力资源管理策略的HC和财务绩效

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摘要

Purpose - The purpose of this paper is to examine the relationship between levels of human capital and financial performance of firms that use two distinct human resource management (HRM) strategies. Design/methodology/approach - A survey of 128 HRM managers was conducted to assess differences in human capital between firms using different HRM strategies. A multiple regression analysis was used to investigate the relationship between firms' human capital and financial performance. Findings - The results show that companies employing a make-organic strategy have a higher level of human capital than companies employing a buy-bureaucratic strategy. There was no relationship between the level of human capital and long term financial performance of firms with both make-organic and buy-bureaucratic strategies. Research limitations/implications - This research contributes toward understanding the effect of HRM strategy and facilitates an optimal strategy choice depending on the organization. However, this study did not consider the lead time between changes in human capital and the effect on financial performance. Practical implications - The research encourages firm managers to understand the value of human capital, preparing them for changes in the future. Originality/value - This study is among the first to investigate the relationship between human capital and financial performance considering different HRM strategies.
机译：目的-本文的目的是研究使用两种不同的人力资源管理（HRM）策略的公司的人力资本水平与财务绩效之间的关系。设计/方法/方法-对128位人力资源管理经理进行了调查，以评估使用不同人力资源管理策略的公司之间的人力资本差异。多元回归分析用于调查企业的人力资本与财务绩效之间的关系。调查结果-结果表明，采用有机采购策略的公司比采用购买官僚策略的公司具有更高的人力资本水平。人力资本水平与采用有机组织策略和购买官僚策略的公司的长期财务绩效之间没有关系。研究的局限性/意义-这项研究有助于理解HRM战略的效果，并有助于根据组织的最佳战略选择。但是，这项研究没有考虑人力资本变化与财务绩效之间的间隔时间。实际意义-该研究鼓励公司管理人员了解人力资本的价值，为未来的变化做好准备。独创性/价值-这项研究是第一个研究人力资本与财务绩效之间关系的人力资源管理策略。

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