A SHRM Perspective on International Compensation and Reward Systems

Matt Bloom · George T. Milkovich

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Human Resource and Talent Management Employer Branding and e-HRM Global and Cross-Cultural Management

Abstract

We re-examine the efficacy of the SHRM perspective from the vantage point of a specific HRM system, international compensation and rewards, to gain new insights into existing conceptual models. Looking at SHRM from the ground up suggests that, to continue informing our understanding of the HRM-organizational effectiveness (OE) relationship, research will need to adopt richer theory and measures of specific HRM systems and extrapolate important contextual factors that influence relationships between OE and specific HRM systems.

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2004Firm resources and sustained competitive advantage 1997Dynamic capabilities and strategic management 1984A resource‐based view of the firm 1981Culture's Consequences: International Differences in Work-Related Values 1986Organizational Culture and Leadership 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.1987THE PEOPLE MAKE THE PLACE 1997The Art of Continuous Change: Linking Complexity Theory and Time-Paced Evolution in Relentlessly Shifting Organizations

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