The Impact of Different HRM Regimes on Labour Productivity

National Results and a Regional Perspective

By Ann Hodgkinson

Testing whether workplaces which used 'soft' versus 'hard' Human Resource Management (HRM) policies and practices experienced significant differences in labour productivity improvements, using AWIRS 95 and IRWIRS 96-7 data.

Generally, the results support the proposition that management attitudes, policies and practices which aim to develop workforce skills, commitment and motivation were positively associated with improvements in labour productivity. Very few 'hard' practices other than performance pay had the same effect. EEO/AA and maternity leave policies were strongly correlated with improved productivity

University of Wollongong. Working paper 02-17