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Human resource departments increasingly use the statistical analysis of performance indicators as a way of demonstrating their contribution to organisational performance. In this book, Steve Fleetwood and Anthony Hesketh take issue with this ‘scientific' approach by arguing that its preoccupation with statistical analysis is misplaced because it fails to take account of the complexities of organisations and the full range of issues that influence individual performance. The book is split into three parts. Part I deconstructs research into the alleged link between people and business performance by showing that it cannot explain the associations it alleges. Part II attributes these shortcomings to the importation of spurious ‘scientific' methods, before going on to suggest more appropriate methods that might be used in future. Finally, Part III explores how HR executives and professionals understand their work and shows how a critical realist stance adds value to this understanding through enhanced explanation.Read more
- An up-to-date overview of of the status of HR in the boardroom
- Challenges mainstream 'scientific' approaches to the measurement of HR management
- Provides an alternative methodology for measuring the performance of individuals within organizations
Reviews & endorsements
'… this book speaks well to the UK tradition of empirical workplace research, and is a valid plea for theoretical rigour in a world where churning out academic articles is now an end in itself … it is a uniquely challenging and thought-provoking contribution that should appeal to all academics and researchers concerned with understanding the [world] of work.' Industrial Relations Journal
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- Date Published: October 2011
- format: Paperback
- isbn: 9780521699358
- length: 362 pages
- dimensions: 229 x 152 x 19 mm
- weight: 0.49kg
- availability: Available
Table of Contents
List of figures
List of tables
Part I. HRM and Organisational Performance Today:
1. Crisis? What crisis?
2. Tracking the emergence of the human resource management-performance link paradigm
Part II. Meta-Theorising the HRM-P Link:
3. The state of contemporary research on the HRM-performance link: a technical analysis
4. Scientism: the meta-theory underlying empirical research on the HRM-P link
5. Prediction, explanation and theory
6. Critical realism: a meta-theory for analyzing HRM and performance
Part III. Reflexive Performance:
7. Putting critical realism to work
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