The Effect of Framing on Layoff Decisions: Are More-Experienced Managers More Rational? Does Computerized Data Make Any Difference?

[Excerpt] The effects of framing on decisions has been widely studied, producing research that suggests individuals respond to framing in predictable and fairly consistent ways (Bazerman, 1984, 1990; Tversky & Kahneman, 1986; Thaler, 1980). The essential finding from this body of research is that individuals treat risks concerning perceived gains (for example, saving jobs and plants) differently from risks concerning perceived losses (losing jobs and plants) (Bazerman, 1990, pp. 49-50). Specifically, individuals tend to avoid risks concerning gains, and seek risks concerning losses

Strategic Knowledge Measurement and Management

Knowledge and intellectual capital are now recognized as vital resources for organizational survival and competitive advantage. A vast array of knowledge measures has evolved, spanning many disciplines. This chapter reviews knowledge measures focusing on groups of individuals (such as teams, business and organizations), as they reflect the stock or flow of knowledge, as well as enabling processes that enhance knowledge stocks and flows. The chapter emphasizes the importance of organizational value chains, pivotal talent pools and the link between knowledge and competitive success, in understanding the significance of today’s knowledge measures, and opportunities for future research and practice to enhance them

Staffing Planning at COMPUTERCO: A Personal Computer Analysis

[Excerpt] This case study is used for student and executive development. It is intended to be used with the computer program EXTMOY, which is described in an accompanying Center for Advanced Human Resource Studies working paper #91-13 (Boudreau, 1991)

Strategic Human Resource Management Measures: Key Linkages and the PeopleVantage Model

The field of human resource management faces a significant dilemma. While emerging evidence, theory and practical demands are increasing the visibility and credibility of human capital as a key to organizational success, the measures used to articulate the impact of human resource management decisions remain misunderstood, unwanted by key constituents, or even counter-productive. This article proposes that the key to creating meaningful HR metrics is to embed them within a model that shows the links between HR investments and organizational success. The PeopleVantage model is proposed as a framework, the application of the model is illustrated, and the potential of the model for guiding research and practical advances in effective HR measures is discussed

Sustainability and the Talentship Paradigm: Strategic Human Resource Management Beyond the Bottom Line

[Excerpt] This paper proposes such a framework that simultaneously shifts the prize to reflect Sustainability and shifts the paradigm of HRM toward a decision science called “Talentship” (Boudreau & Ramstad, 2002). It defines Sustainability and its measures, defines the typical connection between HRM and sustainability using the traditional HRM paradigm. Then, the HC BRidge® talent decision framework that connects HRM, talent, and competitive/financial strategic success, is used to logically make similar connections between HRM, talent and sustainability. Examples from Shell and DuPont show how the combination of shifting the prize and the paradigm reveals pivotal roles for talent that are not apparent with traditional definitions of strategic success and the traditional HRM paradigm

So What? : HR Measurement as a Change Catalyst

[ Excerpt] There is unprecedented recognition among top managers throughout the world that people make the difference. Reading the professional business press, one would think that the battle for measuring the impact of human resources has already been won. Emerging flexible organizations are seen as requiring increased attention to vision, style, cooperation and teamwork (Ghoshal & Mintzberg, 1994; Halal, 1993). Business writers tout the essential role of world-class training that values people skills and fosters entrepreneurship (Dumaine, 1995; Rau, 1994). We even see the latest pair of best-selling authors, Michael Hammer and James Champy chiding managers that the biggest lie told by most organizations is that \u27people are our most important assets \u27, and calling for dramatically increased investments in people (Lancaster, 1995). It is also apparent that some of the most admired managers say managing people as their most important role. Jack Welch, of General Electric Corporation is quoted as saying Anybody who gets this [CEO] job has got to believe in the gut that people are the key to everything (Tichy, 1993). There is also growing evidence that organizational success is correlated with the existence of combinations of high-performance work designs and highperformance human resource practices (MacDuffie, 1995; Arthur, 1994; Huselid, in press)

HR Information Systems: Exploiting the Full Potential

[Excerpt] Human resource management has always faced a fundamental paradox: Top managers in any company will readily agree that the people are the keys to success, but few believe they know whether their people are well managed or if they are prepared to fortify and enhance the transformations facing the organization. The information tools applied to the employees of an organization pale by comparison with the tools used to analyze markets, financial resources and production design

Future Utility Analysis Research: Continue, but Expand the Cognitive and Strategic Focus

[Excerpt] Does utility analysis research have a future? I believe the answer depends on how we contemplate the nature of such research. The distinction between two potential paths has never been more apparent. On the one hand, as researchers, industrial psychologists and others have accumulated decades of utility analysis applications and proposals for new utility approaches and estimation methods. Numerous utility applications exist, especially in selection. Spirited debates have occurred in the scholarly journals on such topics as the value of capital budgeting (Hunter, Schmidt & Coggin, 1988), the appropriate underlying conceptual utility model for scaling performance differences into dollars (Raju, Burke & Normand, 1990), and the appropriate measure of dollar-valued performance variability (SDy) (see Boudreau, 1991 for a review). One would think that after such a long and public history, we would have a set of accepted principles that might guide utility analysis applications, measurement and theory. Unfortunately, we do not. The title of this symposium testifies to the ongoing consternation faced by the scientific community about utility analysis

EXTMOV: A Computer Spreadsheet Program For Analyzing Staffing Costs and Benefits

[Excerpt] EXTMOV is a LOTUS 1-2-3 spreadsheet program specially designed to assist those managing their human resources. The program allows you to construct a simulation of your workforce that can depict the dollar-valued implications of various selection, recruitment and turnover management strategies. The relationships in the computer program are based on the external employee movement utility model described in Boudreau and Berger\u27s Monograph, Decision- Theoretic Utility Analysis Applied to Employee Separations and Acquisitions (Boudreau & Berger, 1985). A case study illustrating how this program can be used to suppon managerial decisions about investments in recruitment, selection and turnover management is contained in another Center working paper #91-12 (Boudreau, 1991)

HR Metrics and Strategy

[Excerpt] The idea that an organization\u27s people represent a key strategic resource is widely accepted. The business press is filled with examples of top executives proclaiming how important it is to engage people\u27s minds and spirits in the quest for competitive advantage (Boudreau & Ramstad, 1997; Boudreau, 1996). There is also mounting scientific evidence that certain bundles of high-performance work practices (e.g., performance-contingent pay, team-based work structures, selective recruitment and hiring, extensive training, etc.) are associated with higher organizational financial performance (Becker & Huselid, forthcoming; Ichniowski, Arthur, MacDuffie, Welbourne & Andrews)