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1、PublishedintheInternationalJournalofManagement,2001,V-18,pp25-32.THESUCCESSFULIMPLEMENTATIONOFSTRATEGICHUMANRESOURCEMANAGEMENTPRACTICES:ACANADIANSURVEYSeanA.WayRutgersUniversitySchoolofManagementandLaborRelationsDepartmentofHumanResourceManagement94RockafellerRoadNewBrunswick
2、,NJ00854JamesW.ThackerUniversityofWindsorFacultyofBusinessAdministration401SunsetAvenueWindsor,ONN9B3P4(519)253-4232Extension3144SendallcorrespondencetoJamesW.ThackerTheauthorswouldliketothankSusanE.Jackson,RutgersUniversity,forherinputandadviceinthedevelopmentofthefollowingp
3、aper.TheauthorswouldalsoliketothankAndrewTempler,andMitchFieldsfromtheUniversityofWindsor,forthereviewsofearlierdraftsofthispaper.THESUCCESSFULIMPLEMENTATIONOFSTRATEGICHUMANRESOURCEMANAGEMENTPRACTICES:ACANADIANSURVEYABSTRACTTheoryandresearchsuggeststhattechnicalhumanresourcem
4、anagement(HRM)effectiveness,whichinvolvespsychometricallysoundHRMpracticesdesignedtoachievespecificshort-termobjectives,isarequiredfoundationtosuccessfullyimplementaStrategicHumanResourceManagement(SHRM)process.ThepurposeofthisinvestigationwastoassesswhetherCanadianorganizati
5、onshadachievedthisleveloftechnicalHRM.ResultssuggestthatthemajorityofCanadianorganizationsdonothavethefoundationforthedevelopmentofaSHRMprocess.Thehumanresource(HR)functioncanprovideorganizationswithasustainedcompetitiveadvantage,andthusimprovefirmperformance(Becker&Gerhart,1
6、996).Withtraditionalmethodsofdifferentiationofferinglesslikelihoodofacompetitiveadvantage,Becker,Huselid,Pickus&Spratt,(1997)suggestthatorganizationsseekingacompetitiveadvantagemustfocusondevelopingastrategicroleforHRMsystems.IthasbeenproposedthatforHumanResourceManagementtob
7、econsideredstrategic(SHRM)HRpracticesmustbelinked(1)toeachother,(2)totheHRstrategy,and(3)totheorganization=sstrategy(Jackson&Schuler,1995).Huselid,JacksonandSchuler(1997)dichotomizedHRMactivitiesinto(1)TechnicalHRMand(2)SHRM.TechnicalHRMinvolvespsychometricguidelinesthatfocus
8、onspecificshort-termobjectives(e.g.validselectionprogramsforhiring).
