EFFECTS OF HUMAN RESOURCE SYSTEMS ON MANUFACTURING PERFORMANCE AND TURNOVER.
Влияние систем управления персоналом на производственные показатели и текучесть кадров
1994-06-01
SCID: 54.1/v4xt8w9c
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commitment human resource systemcontrol human resource systememployee turnoverhuman resource systemsmanufacturing performance
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Abstract (AI)
Using an empirical taxonomy identifying two types of human resource systems, “control” and “commitment,” this study tested the strategic human resource proposition that specific combinations of policies and practices are useful in predicting differences in performance and turnover across steel “minimills.” The mills with commitment systems had higher productivity, lower scrap rates, and lower employee turnover than those with control systems. In addition, human resource system moderated the relationship between turnover and manufacturing performance.
Key Findings
1
Minimills with commitment HR systems experienced lower employee turnover than those with control systems.
2
Minimills with commitment HR systems had higher productivity than those with control systems.
3
Minimills with commitment HR systems had lower scrap rates than those with control systems.
4
The type of human resource system moderated the relationship between turnover and manufacturing performance.
5
Two types of human resource systems—"control" and "commitment"—were identified via an empirical taxonomy.
Research Object
Human resource systems (control and commitment) in steel minimills
Research Subject
Effects of HR system type and their combinations on manufacturing performance (productivity, scrap rates) and employee turnover, including HR system moderation of the turnover–performance relationship
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