HRM Practices of Large and Small Canadian Manufacturing Firms

摘要: The 1990s has been labeled as the "decade of small business" in Canada (Candalino and Knowlton 1994). While large Canadian firms are trying to be more competitive through downsizing, re-engineering, decentralization, forging ahead 1994; Morgan This is particularly true for that developing innovations with a clear advantage leaders "sunshine" industries such high technology Many also picking up products services dropped by their downsizing efforts. As result, making major inroads global markets (Morgan Small play significant role economy. They contribute nearly 40 percent Canada's Gross Domestic Product (GDP) employ about half labor force (Labbe Also, businesses create 60 new jobs Canada. Hence success critical economy Recognizing importance stability economy, government set programs like Program Export Market Development Promotional Projects Programs encourage start-up growth. provinces have enacted legislation business. For example, Ontario, Business Corporation Act provides tax breaks individuals investing firms. However, regardless this support, market depends on ability manage human assets (Deshpande Golhar 1995). Today's expects reasonably priced, quality delivered time. Hence, need highly motivated, skilled, satisfied workforce can produce goods at low cost (Holt 1993). It therefore important implement an appropriate resource management strategy develop work force. not surprising that, next general management, rank personnel most activity (Hess 1987). Unfortunately, recruiting, motivating, retaining employees some biggest problems faced (Hornsby Kuratko 1990; Mathis Jackson 1991). practice, other functional areas finance, production, marketing usually get attention than does (McEvoy 1984). one study suggested training finance or (Curran 1988). Even textbooks business pay scant issues 1995; Hess Other research, however, suggests inadequate inefficient resources often resulted productivity, dissatisfaction, turnover among (Mathis Previous research found lack progressive HRM practices leading cause failures Thus there little consensus researchers regarding empirical tries resolve issue presenting comparative Literature Review purpose good program recruit, select, motivate, retain required characteristics concern firm's success, groups, quantitative skills Most published U.S. investigating conceptual concentrated various topics selection, development, compensation, industrial relations. Gatewood Field (1987) propose model selection business, while Curran (1988) several strategies …