The Impact of Different HRM Regimes on Labour Productivity: National Results and a Regional Perspective
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.
|Date of creation:||2002|
|Contact details of provider:|| Postal: School of Economics, University of Wollongong, Northfields Avenue, Wollongong NSW 2522 Australia|
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