Human resource management as a determining factor in organizational learning

Human resource management as a determining factor in organizational learning

Lopez S.P., Peon J.M.M., Ordas C.J.V. Management Learning, June 2006 Vol. 37 No. 2 Research paper

Purpose – investigates the relationship between human resource management and organizational learning, focusing on four human resource management activities – recruitment, training, remuneration and decision making. Design/methodology/approach – based on an analysis of the literature, hypothesizes that selective recruitment practices, strategic training, contingent remuneration and employee participation would each have a positive effect on organizational learning. Tests this out by surveying 2,740 Spanish firms (195 usable responses being received). Develops a representative model of the relationships between the human resource management practices and organizational learning. Findings – reports that only contingent remuneration was found not to have a significant influence on organizational learning. Argues that human resource managers should focus on developing a“softer” approach to employee management that aims to develop employee commitment to organizational values rather than rely on a management approach based on command and control. Research limitations/implications –describes the research method and the analysis. Originality/value –deepens the knowledge of how human resource management practices affect organizational learning.

Keywords: Human resource management, Learning organizations, Spain