1. JOHN E. DELERY & D. HAROLD DOTY
MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONAL PERFORMANCE PREDICTIONS
JOHN E. DELERY & D. HAROLD DOTY

2. Three perspectives of SHRM Studies
Universalistic Perspective
Strategic HR practices
Best practices of HRM
Universalistic predictions, generally supported
Hypothesis 1: There will be a positive relationship between financial performance and (a) the use of internal career ladders, (b) formal training systems, (c) results-oriented appraisal, (d) performance-based compensation, (e) employment security, (f) employee voice, and (g) broadly defined jobs
Empirically supported? (Yes)

3. Contingency Perspective
A strategic contingency
Contingency predictions
Hypothesis 2: The relationship between human resource practices and financial performance will be contingent on an organization's strategy
Empirically supported? (not really)

4. Configurational Perspective
The Arguments
Configurational Perspective draw on the holistic view of analyzing HR systems
Multiple unique configurations of the relevant factors can result in maximal performance
Employment systems
Table 1
Strategic configurations
Alignment of employment systems and strategic configurations
Configurational predictions
The three different configurational arguments relating the employment systems to organizational performance

6. Hypothesis 3: The greater the similarity to the ideal-type employment system that is most similar to an organization's employment system, the higher the financial performance
Empirically supported? (not really)
Hypothesis 4: An employment system's similarity to the one ideal-type employment system that is appropriate for an organization's strategy will be positively related to financial performance
Hypothesis 5: An employment system's similarity to the one hybrid employment system that is appropriate for an organization's strategy will be positively related to financial performance
Market-Type employment system are superior compared to other two systems

7. Conclusions and discussions
Which perspectives of SHRM you like or believe in? Why?
How can a company construct a good HR system for their company?