Implementability of HR-policies: a multiple-case study of factors that permit HRM-programmes to be put into practice

Ben Emans, Marijke van der Klok Postema, Ad Peelen, Gerald Weering

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Met een multipele case studie, op basis van interviews, is onderzocht wat het effect is van zes beïnvloedbare factoren, genaamd implementatie-hefbomen, is op de implementeerbaarheid van HRM programma’s in organisaties. De onderzocht hefbomen zijn: participatieve besluitvorming, aandacht voor machtsverhoudingen, flexibiliteit, ingebedheid van HRM programma’s, meewerkende en taakverlichtende rol van P&O afdelingen en een permanente, op afroep beschikbaarheid van P&O. De resultaten van de interviews bevestigen de verwachtingen over het effect van elke hefboom. Verder laten de resultaten een meer gedetailleerd beeld zien door een aantal onderliggende mechanismen van die effecten te verhelderen. Ook bleken omgekeerde effecten te bestaan, waarin een aanwezige hefboom een negatief effect had, of de afwezigheid een positief effect had. Mechanismen met omgekeerde effecten werden voor alle hefbomen gevonden, behalve voor de permanente beschikbaarheid van P&O afdelingen. De overige vijf hebben dus zowel een positieve kant (zoals verwacht), en een negatieve kant.
Originele taal-2English
Aantal pagina's20
StatusPublished - 2009
Evenement6th International Conference of the Dutch HRM network 2009: 'Capitalizing on Diversity in HRM Research' - VU University, Amsterdam, Netherlands
Duur: 13 nov 200914 nov 2009
Congresnummer: 6th
http://www.feweb.vu.nl/nl/afdelingen-en-instituten/accr/conferenties/hrm-network-2009/Index.aspx

Conference

Conference6th International Conference of the Dutch HRM network 2009
LandNetherlands
StadAmsterdam
Periode13/11/0914/11/09
Internet adres

Keywords

  • hrm
  • personeelsbeleid
  • organisatiepsychologie

Citeer dit

Emans, B., van der Klok Postema, M., Peelen, A., & Weering, G. (2009). Implementability of HR-policies: a multiple-case study of factors that permit HRM-programmes to be put into practice. Paper gepresenteerd op 6th International Conference of the Dutch HRM network 2009, Amsterdam, Netherlands.
Emans, Ben ; van der Klok Postema, Marijke ; Peelen, Ad ; Weering, Gerald. / Implementability of HR-policies : a multiple-case study of factors that permit HRM-programmes to be put into practice. Paper gepresenteerd op 6th International Conference of the Dutch HRM network 2009, Amsterdam, Netherlands.20 blz.
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abstract = "By means of an interview based multiple case study the impact of six manageable factors, called implementation levers, on the implementability of HRM programmes within organizations was investigated. The levers that were studied were: programme flexibility (opposite of programme standardization), programme embeddednes (fit with existing organizational processes), participative programme development (programme users being involved in the programme development), attention to politics (intra-organizational power relations being taken into account), HRM’s coworkership (programme users being supported by HRM department) and HRM’s accessability (HRM department being contactable for programme users). The interview outcomes confirm the expectations about the impact of each of the levers. In addition to that, they articulate those expectations by highlighting a variety of mechanisms that explain the impact. They furthermore also point to instances of reversed impact, that is either a negative impact of the presence of a lever or a positive impact of the absence of a lever. Mechanisms that produced reversed impact were identified for all levers except HRM’s accessability. The remaining ones thus can be said to have a bright side (as was expected) but a dark side as well.",
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author = "Ben Emans and {van der Klok Postema}, Marijke and Ad Peelen and Gerald Weering",
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note = "6th International Conference of the Dutch HRM network 2009 : 'Capitalizing on Diversity in HRM Research' ; Conference date: 13-11-2009 Through 14-11-2009",
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Emans, B, van der Klok Postema, M, Peelen, A & Weering, G 2009, 'Implementability of HR-policies: a multiple-case study of factors that permit HRM-programmes to be put into practice' Paper gepresenteerd op 6th International Conference of the Dutch HRM network 2009, Amsterdam, Netherlands, 13/11/09 - 14/11/09, .

Implementability of HR-policies : a multiple-case study of factors that permit HRM-programmes to be put into practice. / Emans, Ben; van der Klok Postema, Marijke; Peelen, Ad; Weering, Gerald.

2009. Paper gepresenteerd op 6th International Conference of the Dutch HRM network 2009, Amsterdam, Netherlands.

Onderzoeksoutput: PaperOther research output

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T1 - Implementability of HR-policies

T2 - a multiple-case study of factors that permit HRM-programmes to be put into practice

AU - Emans, Ben

AU - van der Klok Postema, Marijke

AU - Peelen, Ad

AU - Weering, Gerald

PY - 2009

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N2 - By means of an interview based multiple case study the impact of six manageable factors, called implementation levers, on the implementability of HRM programmes within organizations was investigated. The levers that were studied were: programme flexibility (opposite of programme standardization), programme embeddednes (fit with existing organizational processes), participative programme development (programme users being involved in the programme development), attention to politics (intra-organizational power relations being taken into account), HRM’s coworkership (programme users being supported by HRM department) and HRM’s accessability (HRM department being contactable for programme users). The interview outcomes confirm the expectations about the impact of each of the levers. In addition to that, they articulate those expectations by highlighting a variety of mechanisms that explain the impact. They furthermore also point to instances of reversed impact, that is either a negative impact of the presence of a lever or a positive impact of the absence of a lever. Mechanisms that produced reversed impact were identified for all levers except HRM’s accessability. The remaining ones thus can be said to have a bright side (as was expected) but a dark side as well.

AB - By means of an interview based multiple case study the impact of six manageable factors, called implementation levers, on the implementability of HRM programmes within organizations was investigated. The levers that were studied were: programme flexibility (opposite of programme standardization), programme embeddednes (fit with existing organizational processes), participative programme development (programme users being involved in the programme development), attention to politics (intra-organizational power relations being taken into account), HRM’s coworkership (programme users being supported by HRM department) and HRM’s accessability (HRM department being contactable for programme users). The interview outcomes confirm the expectations about the impact of each of the levers. In addition to that, they articulate those expectations by highlighting a variety of mechanisms that explain the impact. They furthermore also point to instances of reversed impact, that is either a negative impact of the presence of a lever or a positive impact of the absence of a lever. Mechanisms that produced reversed impact were identified for all levers except HRM’s accessability. The remaining ones thus can be said to have a bright side (as was expected) but a dark side as well.

KW - hrm

KW - personeelsbeleid

KW - organisatiepsychologie

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KW - organization psychology

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Emans B, van der Klok Postema M, Peelen A, Weering G. Implementability of HR-policies: a multiple-case study of factors that permit HRM-programmes to be put into practice. 2009. Paper gepresenteerd op 6th International Conference of the Dutch HRM network 2009, Amsterdam, Netherlands.