Ownership Structure of the Organisation as a Determinant of Human Resource Management in the Context of Transition Countries
Keywords:ownership structure, human resource management, transition countries
Transition period of the post-socialist countries and opening of their markets have led to the positive shift in understanding the role of employees in organizations and the importance of proper management of this specific resource. An important factor in spreading modern principles of human resource management in transition countries is the arrival of foreign companies on their market. In that context, this paper focuses on the relationship between the ownership structure of the organisation and the level of development of the core activities of human resource management. The subject of the empirical research was companies which operate on the territory of the Republic of Srpska, and employ more than 200 employees. Empirical data were collected by using questionnaire, and some of them were generated from the official websites of the observed companies. Testing of hypothesis was performed with the Analysis of Variance. The research results show that in the foreign-owned companies there is a statistically significant di?erence in the level of development of human resources management, compared to the state-owned and national private companies. On the other hand, among foreign-owned companies, which di?er in the country of origin of the majority owner and the number of years in business in the domestic (BiH/RS) market, there is no statistically significant di?erence in the level of development of basic activities of human resource management.
Alas, R. & Svetlik, I. (2004). Estonia and Slovenia: Building Modern HRM Using a Dualist Approach. In: Brewster, C., Mayrhofer, W. & Morley, M. (eds.). Human Resource Management in Europe Evidence of Convergence? (pp. 353-383). London: Elsevier.
Armstrong, M. (2009). Armstrong’s Handbook of Human Resource Management Practice, 11th edition. Philadelphia and London: Kogan Page Limited.
Babić, V. & Slavković, M. (2011). Povezanost obrazovnog sistema i potreba privrede. U Zubović, J. (ed.). Aktivne mere na tržištu rada i pitanja nezaposlenosti (str. 1-26). Beograd: Institut ekonomskih nauka.
Bahtijarević-Šiber, F. (2014). Strateški menadžment ljudskih potencijala: Suvremeni trendovi i izazovi. Zagreb: Školska knjiga.
CIPD Chartered Institute of Personnel and Development (2007). Recruitment, Retention and Turnover Survey. London: CIPD.
CIPD Chartered Institute of Personnel and Development (2011). Resourcing and Talent Planning Survey. London: CIPD.
Cleveland, J.N. Byrne, Z.S. & Cavanagh, T.M. (2015). The future of HR is RH: Respect for Humanity at Work. Human Resource Management Review, 25(2), pp. 146-161.
Cohen, M. (2002). From Cadre to Manager. Far Eastern Economic Review, 3, pp. 125-6.
Cooke, F.L. (2004). HRM in China. In Budhwar, P.S. (ed.). Managing Human Resources in Asia-Pacifc (pp. 17-34). USA: Routledge.
Dumont, J., Shen, J. & Deng, X. (2016). Eﬀects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values. Human Resource Management, Online, DOI: 10.1002/hrm.21792, pp. 1-29.
Đurović, M. (2010). Razvijenost menadžmenta ljudskih resursa u Srbiji - indikatori. Beograd: Printing centar.
Fey, C.F., Björkman, I. & Pavlovskaya, A. (2000). Te Eﬀect of Human Resource Management Practices on Firm Performance in Russia. International Journal of Human Resource Management, 11(1), pp. 1-18.
Foot, M. & Hook, C. (2008). Introducing Human Resource Management, 5th edition. Essex: Prentice Hall.
Gordon-Smith, et al. (2008). HRM in the Czech Republic: Striving Towards a Worldwide Standard. In Scholz, C. & Böhm, H. (eds.). Human Resource Management in Europe: Comparative Analysis and Contextual Understanding (pp. 63-84). USA: Routledge.
Harel, G.H. (2002). HRM practices in the public and private sector: diﬀerences and similarities. Public Administration Quarterly, 25(3), pp. 316-355.
Horwitz, F.M. (2011). Future HRM Challenges for Multinational Firms in Eastern and Central Europe. Human Resource Management Journal, 21(4), pp. 432-443.
Jiang, Z., Xiao, Q., Qi, H. & Xiao, L. (2009). Total Reward Strategy: A Human Resource Management Strategy Going with the Trend of the Times. International Journal of Business and Management, 4(11), pp. 177-183.
Kamoche, K., Debrah, Y., Horwitz, F.M. & Muuka, G.N. (2004). Managing Human Resources in Africa. London: Routledge.
Kaufman, B.E. (2016). Globalization and Convergence-Divergence of HRM across Nations: New Measures, Explanatory Theory, and Non-Standard Predictions from Bringing in Economics. Human Resource Management Review, 26(4), pp. 338–351.
Kovari, G., Boday, P. & Bogdan, J. (2008). HRM in Hungary: From Party Functionaries to Business Managers. In Scholz, C. & Böhm, H. (eds.). Human Resource Management in Europe: Comparative Analysis and Contextual Understanding (pp. 63-84). USA: Routledge.
Kramar, R. (2014). Beyond Strategic Human Resource Management: Is Sustainable Human Resource Management the Next Approach?. The International Journal of Human Resource Management, 25(8), pp. 1069-1089.
Law, K.S., Tse, D.K. & Zhou, N. (2003). Does Human Resource Management Matter in a Transitional Economy? China as an Example. Journal of International Business Studies, 34(3), pp. 255-265.
Mariappanadar, S. (2003). Sustainable Human Resource Strategy: The Sustainable and Unstainable Dilemmas of Retrenchment, International Journal of Social Economics, 30(8), pp. 906-923.
Mariappanadar, S. (2012). Te Harm Indicators of Negative Externality of Efficiency Focused Organisational Practices. International Journal of Social Economics, 39, pp. 209-220.
Marler, J.H. & Parry, E. (2015). Human Resource Management, Strategic Involvement and E-HRM Technology. The International Journal of Human Resource Management, 27(19), pp. 2233-2253.
Mathis, R.L. & Jackson, J.H. (2008). Human Resource Management, 12th edition. USA: Tomson South-Western.
May, R.S. & Ledgerwood, D.E. (2007). One Step Forward, Two Steps Back: Negative Consequences of National Policy on Human Resource Management Practices in Russia. In Domsch, M.E. & Lidokhover, T. (eds.). Human Resource Management in Russia (pp. 25-42). USA: Ashgate Publishing Company.
Noe, R., Hollenbeck, J., Gerhart, B. & Wright, P. (2011). Fundamentals of Human Resource Management, 4th edition. New York: McGraw-Hill/Irwin.
Novitskaya, O.A. (2015). The Impact of Host Country eﬀects on Transferring HRM
Practicies from Western Headquarters to Ukrainian Subsidiaries. International Journal of Social, Behavioral, Educational, Economic, Business and Industrial Engineering, 9(5), pp. 1477-85.
Pearce, J.L. (1991). From Socialism to Capitalism: The Eﬀects of Hungarian Human Resources Practices. The Executive, 5(4), pp. 75-88.
Poór, J. et al. (eds.) (2015). Human Resource Management Issues and Challenges in Foreign Owned Companies: Central and Eastern Europe (2011-2013). Slovakia: Faculty of Economics, J. Selye University Komárno.
Poór, J., Engle, A.D. & Gross, A. (2010). Human Resource Management Practices of Large Multinational Firms in Hungary, 1988-2005. Acta Oeconomica, 60(4), pp. 427-460.
Quang, T. & Tang, L.C. (2004). HRM in Vietnam. In Budhwar, P.S. (ed.). Managing Human Resources in Asia-Pacific (pp. 173-199). USA: Routledge.
Stone, D.L. & Deadrick, D.L. (2015). Challenges and Opportunities Aﬀecting the Future of Human Resource Management. Human Resource Management Review, 25, pp. 139-145.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. & Johnson, R. (2015). The Inﬂuence of Technology on the Future of Human Resource Management. Human Resource Management Review, 25(2), pp. 216-231.
Svetlik, I. et al. (2010). Human Resource Management in the Countries of Former Yugoslavia. Review of International Comparative Management, 11(5), pp. 807-833.
Tenhiala, A. et al. (2016). Te Research-Practice Gap in Human Resource Management: A Cross-Cultural Study. Human Resource Management, 55(2), pp. 179-200.
Tang, L.C. & Quang, T. (2005). Human Resource Management Practices in a Transitional Economy: A Comparative Study of Enterprise Ownership Forms in Vietnam. Asia Pacific Business Review, 11(1), pp. 25-47.
Torrington, D., Hall, L. & Taylor, S. (2007). Human Resource Management, 7th edition. England: Pearson Education Limited.
Tyson, S. (2006). Essentials of Human Resource Management, 5th edition. USA: Elsevier
Weinstein, M. & Obloj, K. (2002). Strategic and environmental determinants of HRM innovations in post-socialist Poland. The international Journal of Human Resource Management, 13(4), pp. 642-659.
Zhu, C.J. & Dowling, P.J. (2002). Staffing practices in transition: Some empirical evidence from China. International Journal of Human Resource Management, 13(4), pp. 569-597.
Zupan, N. & Kaše, R. (2005). Strategic Human Resource Management in European Transitional Economies. International Journal of Human Resource Management, 16(6), pp. 882-905.
Золак Пољашевић, Б. и Илић, Г. (2016). Емпиријско сагледавање односа између процеса запошљавања и пословних перформанси. Acta Economica, 14(25), стр. 9-31.
Илић, Г. и Золак Пољашевић, Б. (2013). Унапређење квалитета радне снаге у функцији смањења структурне незапослености у Републици Српској. Acta Economica, 11(9), стр. 43-66.