Fonte: Journal of Tourism & Development; n. 16 (2011); 61-71
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Resumo: Strategic Human Resource Management emphasizes the way the HR system is critical to organizational efficacy. Notwithstanding the theoretical and empirical support for the human resource management-organizational performance connection, authors still do not know how this association works. Bowen and Ostroff (2004) responded to this plea, and introduced the concept of strength of the human resource system. Such systems communicate clear and unambiguous messages about the content of HRM that guide the behaviour of employees to organizational goals. Nine attributes are proposed, grouped into three clusters: distinctiveness, consistency and consensus. Based on seven semistructured interviews to HR managers in hotels, we explored the attributes which make a HRM System strong or weak. Data was compared with the theoretical propositions of Bowen and Ostroff, and results offer some insights regarding each of the attributes put forward by authors. Furthermore, data showed that only some of the nine constructs are part of the agendas of the HR function. The attributes which were less supported were: understandability, validity and justice. Implications are drawn in respect to the way HR communicates with employees.
