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The Impact of Different HRM Regimes on Labour Productivity: National Results and a Regional Perspective


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    This paper uses AWIRS 95 and IRWIRS 96-7 data to test whether workplaces which used ‘soft’ versus ‘hard’ Human Resource Management (HRM) policies and practices experienced significant differences in labour productivity improvements. Generally, the results support the proposition that management attitudes, policies and practices which aim to develop workforce skills, commitment and motivation were positively associated with improvements in labour productivity. Very few ‘hard’ practices other than performance pay had the same effect. EEO/AA and maternity leave policies were strongly correlated with improved productivity.

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    Bibliographic Info

    Paper provided by School of Economics, University of Wollongong, NSW, Australia in its series Economics Working Papers with number wp02-17.

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    Length: 25 pages
    Date of creation: 2002
    Date of revision:
    Handle: RePEc:uow:depec1:wp02-17

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    Postal: School of Economics, University of Wollongong, Northfields Avenue, Wollongong NSW 2522 Australia
    Phone: +612 4221-3659
    Fax: +612 4221-3725
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    Keywords: human resource management policies; labour productivity;

    This paper has been announced in the following NEP Reports:


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