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    HRM professionals and their perceptions of HRM and firm performance in the Philippines

    Access Status
    Fulltext not available
    Authors
    Audea, T.
    Teo, Stephen
    Crawford, J.
    Date
    2005
    Type
    Journal Article
    
    Metadata
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    Citation
    Audea, T. and Teo, S. and Crawford, J. 2005. HRM professionals and their perceptions of HRM and firm performance in the Philippines. International Journal of Human Resource Management. 16 (4): pp. 532-552.
    Source Title
    International Journal of Human Resource Management
    DOI
    10.1080/09585190500051589
    ISSN
    0958-5192
    URI
    http://hdl.handle.net/20.500.11937/36920
    Collection
    • Curtin Research Publications
    Abstract

    This paper reports the findings of a study conducted in the Philippines that examines the extent of adoption of human capital-enhancing human resource (HR) and industrial relations (IR) practices. Differences between locally owned and other organizations in these practices and their relationship to firm performance were also investigated. Questionnaire responses were obtained from managers and union representatives from 128 organizations located in the Philippines. The results indicated that there was, on average, a fairly high level of adoption of practices consistent with a strategic approach to human resource management (HRM), with foreign-owned firms tending to show a slightly higher level of adoption of such practices. A scale representing the adoption of a more conciliatory and union-friendly IR approach was found to be a significant predictor of perceived firm performance. Surprisingly, the level of strategic integration between HRM and business planning and most human capital-enhancing HR practices were not significant predictors of perceived firm performance. Research and practical implications in relation to the role of HRM in enhancing firm performance are discussed.

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