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Why HR practices are not evidence-based
The difference between the academic literature and the practitioner literature on human resource management is an indicator and one cause of the major separation that exists between research and practice in human resource management. A great deal of what passes as "best practice" in HRM most likely is not. In some cases, there is simply no evidence that validates what are thought to be best practices, while in other cases there is evidence to suggest that what are thought to be best practices are inferior practices. In short, most organizations do not practice evidence-based human resource management. As a result, they often underperform with respect to their key stakeholders: employees, investors, and the community. There is no easy or simple way to reduce the separation between research and practice. As the result of multiple realities, people are in a world in which decision makers in organizations are not aware of, and therefore, are not influenced by much of the research that has been done in the area of human resource management..Printed journal
Ketersediaan
| Call Number | Location | Available |
|---|---|---|
| PSB lt.dasar - Pascasarjana | 1 |
| Penerbit | Academy of Management., |
|---|---|
| Edisi | - |
| Subjek | Human resource management Research Management styles Evidence |
| ISBN/ISSN | 14273 |
| Klasifikasi | - |
| Deskripsi Fisik | - |
| Info Detail Spesifik | - |
| Other Version/Related | Tidak tersedia versi lain |
| Lampiran Berkas | Tidak Ada Data |