TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS

Abstract

This study defines SHRM as employee/business performance relationship. Employee performance has an impact on performance of business departments in this model; and, performance of business departments have an impact on firm performance. In addition, American model of SHRM defines SHRM with HR system approach. Because HR system establishes HPWS in organizations, and HPWS has an impact on individual performance. Secondly, basic divergence between HRM and SHRM is that HRM practices are individual in HRM, and HRM practices are interrelated in SHRM. and HRM is interested with employee performance while SHRM is interested with firm performance. Thirdly, American SHRM is toward configurational perspective and universalistic perspective. Configurational perspective is due to HR system and HPWS approach, and HRM has an impact on firm performance without moderators in universalistic perspective. On the other hand, European HRM is toward contextual perspective, and Asian HRM is toward contingency perspective

Keywords

• Taylor
• HRM
• SHRM
• Employee/Firm performance
• Theory of SHRM

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