The Benefits of Human Resource Certification: A Critical Analysis and Multi-Level Framework for Research

Despite the huge success of marketing certification to human resources (HR) professionals, does it benefit individuals, employers, and the field of HR? We know very little about whether certification has an impact on any important individual- and organizational-level outcomes. This article provides a brief history of HR certification and its purported benefits. Then we review the literature on perceptions of HR certification, including a survey we conducted with about 190 HR professionals. Finally, we present a multi-level model of hypothesized HR certification effects. In this conceptual framework, which unifies both micro and macro levels of analyses (i.e., individual, unit, organization, and profession), we derive 13 testable propositions to guide future research on the benefits of HR certification.HR certification, Multi-Level Framework for Research

Developing a capacity for organizational resilience through strategic human resource management

Resilient organizations thrive despite experiencing conditions that are surprising, uncertain, often adverse, and usually unstable. We propose that an organization\u27s capacity for resilience is developed through strategically managing human resources to create competencies among core employees, that when aggregated at the organizational level, make it possible for organizations to achieve the ability to respond in a resilient manner when they experience severe shocks. We begin by reviewing three elements central to developing an organization\u27s capacity for resilience (specific cognitive abilities, behavioral characteristics, and contextual conditions). Next we identify the individual level employee contributions needed to achieve each of these elements. We then explain how HR policies and practices within a strategic human resource management system can influence individual attitudes and behaviors so that when these individual contributions are aggregated at the organizational level through the processes of double interact and attraction–selection–attrition, the organization is more likely to possess a capacity for resilience

OBSTACLES TO SUCCESS IN THE WORKPLACE FOR PEOPLE WITH DISABILITIES: A REVIEW AND RESEARCH AGENDA

Our objectives in this paper were to summarize research relevant to obstacles that people with disabilities (PWD) face in the workplace and to identify directions for future research on the topic. We included review, theoretical, and empirical articles in mainstream management journals and those in psychology or rehabilitation journals if they had clear workplace implications. We argue that obstacles identified in prior research may only partially reflect organizational reality. This is because of the heavy reliance on laboratory studies, which we urge researchers to replicate in organizational settings. Better understanding of obstacles will lead to more evidence-based solutions where the payoff is a less exclusionary world in which more individuals are provided opportunities to use their talent for the benefit of all. .Disability, Workplace obstacles, Review