 Different HR and IR Systems Presented by Cindy Wong Fiona Luo Michihiro Kawano Shaoyang Jian Sisi Li.

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Presentation transcript:

 Different HR and IR Systems Presented by Cindy Wong Fiona Luo Michihiro Kawano Shaoyang Jian Sisi Li

 Introduction

Current News   honda.html?pagewanted=all&_r=0 honda.html?pagewanted=all&_r=0

Agenda I. Reflections on Article 1“Comparative Research in Human Resource Management: A Review and an Example” II. Reflections on Article 2“Wage-Setting Institutions and Pay Inequality in Advance Industrial Societies” III. Industry Application

 Reflections on Article 1“Comparative Research in Human Resource Management: A Review and an Example” Article OneArticle Two Industry Application

The Impact of Bundles of Strategic HRM Practices on the Performance of European Firms Universalistic Theory Contingency Theory  Firm size,  Level of unionization  Firm strategy (Cost-leadership and Differentiation)  External market Article OneArticle Two Industry Application

The Impact of Bundles of Strategic HRM Practices on the Performance of European Firms Configurationally Theory - Calculative HRM - Collaborative HRM Article OneArticle Two Industry Application

A Comparative Analysis of Trends in Contingent Employment Practice in Europe Over a Decade Article OneArticle Two Industry Application

Sweden vs Gemeny Article OneArticle Two Industry Application

 Reflections on “Wage-Setting Institutions and Pay Inequality in Advance Industrial Societies” Article OneArticle Two Industry Application

Centralization vs Decentralization Article OneArticle Two Industry Application

Wage-Setting Institutions and Pay Inequality in Advanced Industrial Societies  Summary  Questions: What does pay inequality mean to the organization? What does pay inequality mean to the society? Article OneArticle Two Industry Application

 Under what circumstances would organizations favor 1.Pay employees equally? 2. Pay employees differently? Article OneArticle Two Industry Application

Pay Dispersion and Workforce Performance: Moderating Effects of Incentives and Interdependence  Relationship between pay dispersion and workforce performance  Implications for managers:  Set wage differently based on the nature of the job  Negotiation with unions Article OneArticle Two Industry Application

Welfare Effects of Local Versus Central Wage Bargaining Dittrich’s supportive argument Drawback of Wallersteint’s article Article OneArticle Two Industry Application

Factbook Application Sweden/USA Insurance Industry Article OneArticle Two Industry Application

 Thank You



References  Brewster, C., Tregaskis, O., Hegewisch, A., & Mayne, L. (1996). Comparative research in human resource management: a review and an example. International Journal Of Human Resource Management, 7 (3), Retrieved from  Dittrich, M. (2010). Welfare Effects of Local versus Central Wage Bargaining. Labour: Review of Labour Economics & Industrial Relations. 24(1), doi: /j x  Gooderham, P., Parry, E., & Ringdal, K. (2008). The Impact of Bundles of Strategic Human Resource Management Practices on the Performance of European firms. International Journal Of Human Resource Management, 19 (11), doi: /  Reich, M., Gordon, D., and Edwards, R. (1973). Dual Labor Markets: A Theory of Labor Market Segmentation. American Economic Review, 63(2), Retrieved from  Shaw, J., Gupta, N. and Delery, J. (2002). Pay Dispersion and Workforce Performance: Moderating Effects of Incentives and Interdependence. Strategic Management Journal, 23(6), Retrieved from  Tregaskis, O. and Brewster, C. (2006). A Comparative Analysis of Trends in Contingent Employment Practice in Europe Over a Decade. Journal of International Business Studies, 47, Retrieved from  Wallerstein, M. (1999). Wage-Setting Institutions and Pay Inequality in Advanced Industrial Societies. American Journal of Political Science, 42(3), Retrieved from