HRM professionals and their perceptions of HRM and firm performance in the Philippines
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...
| Main Authors: | , , |
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| Format: | Journal Article |
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Routledge
2005
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| Online Access: | http://hdl.handle.net/20.500.11937/36920 |
| _version_ | 1848754904878809088 |
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| author | Audea, T. Teo, Stephen Crawford, J. |
| author_facet | Audea, T. Teo, Stephen Crawford, J. |
| author_sort | Audea, T. |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | 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. |
| first_indexed | 2025-11-14T08:47:50Z |
| format | Journal Article |
| id | curtin-20.500.11937-36920 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T08:47:50Z |
| publishDate | 2005 |
| publisher | Routledge |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-369202017-09-13T15:17:39Z HRM professionals and their perceptions of HRM and firm performance in the Philippines Audea, T. Teo, Stephen Crawford, J. 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. 2005 Journal Article http://hdl.handle.net/20.500.11937/36920 10.1080/09585190500051589 Routledge restricted |
| spellingShingle | Audea, T. Teo, Stephen Crawford, J. HRM professionals and their perceptions of HRM and firm performance in the Philippines |
| title | HRM professionals and their perceptions of HRM and firm performance in the Philippines |
| title_full | HRM professionals and their perceptions of HRM and firm performance in the Philippines |
| title_fullStr | HRM professionals and their perceptions of HRM and firm performance in the Philippines |
| title_full_unstemmed | HRM professionals and their perceptions of HRM and firm performance in the Philippines |
| title_short | HRM professionals and their perceptions of HRM and firm performance in the Philippines |
| title_sort | hrm professionals and their perceptions of hrm and firm performance in the philippines |
| url | http://hdl.handle.net/20.500.11937/36920 |