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А. К. Бордунос, С. В. Кошелева ЭВОЛЮЦИЯ СТРАТЕГИЧЕСКОГО ПОДХОДА К УПРАВЛЕНИЮ ЧЕЛОВЕЧЕСКИМИ РЕСУРСАМИ С ПОЗИЦИЙ СИСТЕМ ОРГАНИЗАЦИИ ТРУДА Санкт-Петербургский государственный университет, Российская Федерация, 199034, Санкт-Петербург, Университетская наб., 7-9 В статье представлен критический обзор эволюции стратегического подхода к управлению человеческими ресурсами, основу которого в разное время составляли высокорезультативные системы организации труда (СОТ). Решая проблему неустойчивости результатов СОТ, авторы реконструируют базовые (латентные) референтные СОТ, выделяя признаки, позволяющие их идентифицировать, при помощи метода теоретического тематического анализа на латентном уровне. Исследуются дополнительные критерии результативности СОТ (организационное здоровье и вовлеченность фирм в развитие человеческого капитала), а также уделяется внимание вопросу идентичности СОТ.Ключевые слова: человеческие ресурсы, человеческий капитал, стратегическое управление человеческими ресурсами, управление персоналом, система организации труда, латентные референтные стандарты, организационное здоровье. Эволюция стратегического подхода к управлению человеческими ресурсами…The article represents critical revision of the Strategic Human Resource Management concept evolution with a special attention to High Performance Work Systems (HPWS). The goal of the article is to reveal the list of patterns which could a) help in recognizing exploited HPWS, and b) guide in exploration of the best-fit solution, diminishing significant issues: instability of the HPWS outcomes, equifinality of practices, and conceptual bias of key terms.Fundamental HPWS were reconstructed with the «path-dependence» method, which helped to discover their roots in the Porter's market positioning strategy, the Resource Based View or the Dynamic Capabilities approach to corporate strategies. The theoretical thematic analysis on a latent level allowed to deal with the revealed key terms' bias. The flexibility within Вестник СПбГУ. Сер. 8. Менеджмент. 2016. Вып. 3 31 Эволюция стратегического подхода к управлению человеческими ресурсами… HPWS configuration is allowed, due to a deeper level of analyses: the attention moves from the set of practices to the expected personnel response and key values related to employees.The paper introduces three basic latent reference standards (LRS), which, similarly to the additive RGB color model, could be added together to reproduce a broad array of different SHRM. Each referent standard was "locked in" under certain limitations associated with the strategic orientations of the company, the degree of legitimization of the identified HPWS, the specificity of key objectives related to organizational health. Accounting of these factors allowed to reduce HPWS results' inconsistency. This is a conceptual paper; offered theoretical findings should be tested empirically. Despite broadening the focus by adding issues of identity and organizational health, deductive approach still means narrowing researchers' attention.The findings...

The chapter illustrates how misalignment of Human Resource Management System (HRMS) creates risks of reduction in organizational performance and well-being of employees. The chapter starts with the analysis of reasons and consequences for choosing particular HRMS by firms and description of criterions to differentiate between the key alternatives: high-productivity, high-commitment and high-involvement-based HRMS. Then it illustrates possible options within an additive approach, which allows reproducing wider variety of HRMS, aiming at identical for organization HR strategy. It also shows how additive approach can intensify positive sides and mitigate the drawbacks of each HRMS in accordance with the organizational health concept. The final part illustrates how to deal with the situation when the most suitable HRMS is not available due to its lower legitimacy, suggesting models with alternative options, or applying additive approach. HRM Systems Effects as a Basis for Strategic HR Planning http://dx.doi.org/10.5772/intechopen.75456 85 HRM Systems Effects as a Basis for Strategic HR Planning http://dx.doi.org/10.5772/intechopen.75456 95

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