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首页> 外文期刊>The international journal of human resource management >Multi-level gaps: a study of intended, actual and experienced human resource practices in a hypermarket chain in India
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Multi-level gaps: a study of intended, actual and experienced human resource practices in a hypermarket chain in India

机译：多级别差距：在印度超市链中的预期，实际和经验丰富的人力资源实践研究

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摘要

Multi-level (Multi-level in this paper refers to three levels- intended, actual and experienced- at which HR practices are theorised in the existing strategic human resource management process research) gaps in human resource (HR) practices have not been extensively investigated in the HR literature. Using a multiple embedded case study design within a multi-unit hypermarket chain in India, we identify Intended-Actual-Experienced' gaps across nine HR practices in seven retail units. We find that these gaps arise from implementers' adaptation of HR practices due to different understandings of the intent of HR practices, the importance given to their contents and the processes adopted in their implementation. We propose an inductive model for emergence of multi-level gaps in HR practices. Our model depicts the processes and variables that have the potential to enable or disable adaptation, delivery and experience of HR practices, thus creating gaps between intended and experienced HR practices. This paper highlights the need for further research on HR implementation with particular focus on gaps. It also provides a framework for practitioners to take cognisance of the gaps that could impact implementation and experience of corporate-driven HR practices.
机译：多级（本文中的多级是指在现有的战略人力资源管理过程研究中理论化的三个级别，实际和经验，在现有的战略人力资源管理过程中，人力资源（HR）实践中的差距尚未得到广泛调查在人力资源文献中。在印度的多单元超市链中使用多个嵌入式案例研究设计，我们在七个零售单位中识别预期实际经验丰富的九个人力资源实践的差距。我们发现，由于人力资源实践的意图的不同理解，实施者对人力资源实践的适应性，对其内容的重要性以及其实施中采用的进程的重要性，这些差距。我们提出了一种归纳模型，用于在人力资源实践中出现多级别差距。我们的模型描绘了具有能够启用或禁用人力资源实践的适应，交付和体验的过程和变量，从而在预期和经验丰富的人力资源实践之间创造间隙。本文重点介绍了需要进一步研究人力资源实施，特别关注差距。它还为从业者提供了一种框架，以认识到可能影响企业驱动人力资源实践的实施和经验的差距。

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