Abstract
AbstractDespite the growing interest in Strategic Human Resource Management (SHRM), little is known about the process by which organizations adapt their HR practices to changes in the environment. In order to open this “black box”, we transpose 11 theoretical perspectives of organizational change from the field of management to HRM. In addition, we highlight their contributions according to the dimensions of change: 1) the “what” (the nature of the change in HR practices); 2) the “why” (triggers for change); 3) the “what for” (the goals targeted by the change); 4) the “how” (the process by which the change in HR practices is implemented).
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More From: Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration
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