Mark A. Huselid

Last updated

Mark A. Huselid (born 1961) is a university professor, workforce management specialist, book author, and business consultant. He is the Distinguished Professor of Workforce Analytics at D'Amore-McKim School of Business, Northeastern University. [1] He has authored research papers and books regarded as seminal to establishing a strategic link between human resource management and business performance. [2] [3] [4]

Contents

Education

Huselid graduated with a B.A. in psychology from California State University, Fresno. [5] He also received an M.A. in industrial and organizational psychology, and MBA, both from the University of Kansas, [5] and a PhD in organization and human resources from the State University of New York at Buffalo in 1993. [6]

Career

Huselid was a Distinguished Professor of Human Resource Strategy in the School of Management and Labor Relations (SMLR) at Rutgers University, where he worked from 1992 to 2014. [7] In 2014 he was further named a Distinguished Professor of Workforce Analytics at D'Amore-McKim School of Business, Northeastern University, and the Director of its Center for Workforce Analytics. [8] He was Editor of Human Resource Management, the journal of the Society for Human Resource Management from 2000 to 2004. [9] [10]

He was elected a Fellow of the National Academy of Human Resources, NAHR (2016), [9] a Fellow of the Association for Psychological Science (2017), and a Fellow of the Society for Industrial and Organizational Psychology (2017). [11]

He has been a frequent speaker to professional and academic audiences worldwide. [12] [13] [14] [15] [16]

His research program focuses on balanced measurement systems for business success. They reflect the contribution of the workforce to the business's [17] success.

Research

Huselid's research papers have been cited over 40,000 times according to Google Scholar. [2] He has authored some of the most frequently cited articles in the history of Academy of Management Journal. [18] According to reviewers, Huselid's academic writings played a pioneering role in validating a link between HRM practices and business productivity, [3] particularly in the US. [19]

Most cited papers

Books

The publication of a new book by Huselid, Disrupting Workforce Competition: Executing Strategy through Workforce Analytics, has been announced. [8]

Awards

Related Research Articles

Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, or personnel.

Human resource management is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.

A business alliance is an agreement between businesses, usually motivated by cost reduction and improved service for the customer. Alliances are often bounded by a single agreement with equitable risk and opportunity share for all parties involved and are typically managed by an integrated project team. An example of this is code sharing in airline alliances.

In sociology and organizational studies, institutional theory is a theory on the deeper and more resilient aspects of social structure. It considers the processes by which structures, including schemes, rules, norms, and routines, become established as authoritative guidelines for social behavior. Different components of institutional theory explain how these elements are created, diffused, adopted, and adapted over space and time; and how they fall into decline and disuse.

Workforce management (WFM) is an institutional process that maximizes performance levels and competency for an organization. The process includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.

The resource-based view (RBV) is a managerial framework used to determine the strategic resources a firm can exploit to achieve sustainable competitive advantage.

A chief human resources officer (CHRO) or chief people officer (CPO) is a corporate officer who oversees all aspects of human resource management and industrial relations policies, practices and operations for an organization. Similar job titles include: chief people officer, chief personnel officer, executive vice president of human resources and senior vice president of human resources. Roles and responsibilities of a typical CHRO can be categorized as follows: workforce strategist, organizational and performance conductor, HR service delivery owner, compliance and governance regulator, and coach and adviser to the senior leadership team and the board of directors. CHROs may also be involved in board member selection and orientation, executive compensation, and succession planning. In addition, functions such as communications, facilities, public relations and related areas may fall within the scope of the CHRO role. Increasingly, CHROs report directly to chief executive officers and are members of the most senior-level committees of a company.

<span class="mw-page-title-main">Dave Ulrich</span>

David Olson Ulrich is a university professor, author, speaker, management coach, and management consultant. He is a professor of business at the Ross School of Business, University of Michigan and co-founder of The RBL Group. He has written over 30 books with his colleagues which have shaped the human resources profession, defined organizations as capabilities, and shown the impact of leadership on customers and investors. Ulrich served on the Board of Directors for Herman Miller for 17 years, is a Fellow in the National Academy of Human Resources, and served on the Board of Trustees of Southern Virginia University for 9 years.

Talent management (TM) is the anticipation of required human capital for an organization and the planning to meet those needs. The field has been growing in significance and gaining interest among practitioners as well as in the scholarly debate over the past 10 years, particularly after McKinsey's 1997 research and the 2001 book on The War for Talent. Michaels, Ed; Handfield-Jones, Helen; Axelrod, Beth (2001). The War for Talent. Harvard Business Press. ISBN 9781578514595. Talent management in this context does not refer to the management of entertainers. Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals. Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management as well as strategic workforce planning. A talent-management strategy should link to business strategy and to local context to function more appropriately

E-HRM is the planning, implementation and application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.

Aventis Graduate School is an international graduate business school based in Singapore. It was founded in 2007.

Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning.

Mark E. Mendenhall is a university professor who holds the J. Burton Frierson Chair of Excellence in Business Leadership in the Gary W. Rollins College of Business at the University of Tennessee, Chattanooga. Mendenhall is an internationally recognized scholar in the field of global leadership and international human resource management and a pioneer in the field of expatriate adjustment. With his co-authors he published seminal theoretical contributions in expatriate adjustment and training in the 1980s and 1990s. From the early 2000s, he has focused his research primarily in the emerging field of global leadership.

<span class="mw-page-title-main">Herman Aguinis</span> Researcher and business professor and author

Herman Aguinis is a researcher, business professor, and author. He is the Avram Tucker Distinguished Scholar and Professor of Management at the George Washington University School of Business in Washington, D.C. He has been ranked among the world's top 100 most influential economics and business researchers in the world every year since 2018. He served as President of the Academy of Management (AOM), and has been inducted into The PhD Project Hall of Fame. Prior to moving to Washington D.C. in 2016, he was the John F. Mee Chair of Management and the Founding Director of the Institute for Global Organizational Effectiveness in the Kelley School of Business at Indiana University.

A human resources management system (HRMS) or Human Resources Information System (HRIS) or Human Capital Management (HCM) is a form of Human Resources (HR) software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll, recruitment, benefits administration, time and attendance, employee performance management, and tracking competency and training records.

<span class="mw-page-title-main">Paula Caligiuri</span> Psychologist, author

Paula Caligiuri is an American academic, talent management specialist, psychologist, book author, and entrepreneur. As a Distinguished Professor of international business and strategy, she is on the faculty at D'Amore-McKim School of Business, Northeastern University. Her published contributions in the field of international human resource management have won academic distinctions, and been endorsed in scholarly literature and in wider professional circles. Among her books, Get a Life, Not a Job, Managing the Global Workforce,Cultural Agility: Building a Pipeline of Successful Global Professionals, and Build Your Cultural Agility: The Nine Competencies of Successful Global Professionals, received attention by qualified media. In 2023, she wrote Live for a Living: How to Create your Career Journey to Work Happier, Not Harder with Andrew Palmer (Technologist), which focuses on career development. She is ranked # 392 among the best business and management scientists in the US, 810 worldwide.

<span class="mw-page-title-main">Allen Amason</span> Strategic management professor

Allen Amason is an American professor, researcher, management consultant, and author. He is Dean & Professor of Management at the Parker College of Business at Georgia Southern University.

Kimberly Ann Eddleston is the Schulze Distinguished Professorof Entrepreneurship, and Professor of Entrepreneurship & Innovation at D’Amore-McKim School of Business, Northeastern University. Her expertise on subjects related to family business management and small business management is quoted in US sources. She has received many academic awards by US institutions and is a leading editor of several academic journals.

Human resource information systems (HRIS) are software designed to help businesses meet core HR needs and improve the productivity of management and employees. HRIS is used to manage human resources in a more structured way. Human resource management needs timely and reliable information on the present and potential workforce in order to acquire a competitive advantage in the marketplace. HRIS and technological innovation have made it much easier to meet this information demand. HRIS is also hardware, support functions, policies, and systematic procedures that support the strategic and operational processes of HR departments into automated processes. It involves databases and computer programs that are utilized in HRIS implementation to store, manages, record, deliver, and manipulate data for a variety of human resource operations.

Anand Swaminathan is an Indian-American researcher and academic. He is the Robert C. Goizueta Chair of Organization and Management and Associate Dean of the Ph.D. program at the Emory University Goizueta School of Business. Previously, he held academic appointments at the University of Michigan School of Business and the University of California, Davis.

References

  1. ↑ "Mark A. Huselid". Northeastern University. Retrieved May 3, 2021.
  2. 1 2 3 4 5 6 "Mark Huselid". Google Scholar. Retrieved May 1, 2021.
  3. 1 2 Hanks, Steven H. (2011). "Recent Academic Research on People and Strategy" (PDF). People & Strategy. Society for Human Resource Management. 34 (2): 10–11.
  4. ↑ Jiang, Kaifeng; Messersmith, Jake (January 2, 2018). "On the shoulders of giants: a meta-review of strategic human resource management". The International Journal of Human Resource Management. 29 (1): 6–33. doi: 10.1080/09585192.2017.1384930 . ISSN   0958-5192. S2CID   158998702.
  5. 1 2 "Mark A. Huselid". D'Amore-McKim School of Business. Retrieved April 28, 2021.
  6. ↑ "Alumni". mgt.buffalo.edu. Retrieved April 28, 2021.
  7. ↑ "School of Management and Labor Relations 2002—2004" (PDF). Rutgers University .
  8. 1 2 "Center for Workforce Analytics". D'Amore-McKim School of Business. Retrieved May 2, 2021.
  9. 1 2 3 "Two SHRM Members Installed as NAHR Fellows". SHRM. November 22, 2016. Retrieved April 30, 2021.
  10. ↑ Huselid, Mark A. (2011). "Celebrating 50 Years: Looking back and looking forward: 50 years of Human Resource Management". Human Resource Management. 50 (3): 309–312. doi:10.1002/hrm.20425. ISSN   1099-050X.
  11. ↑ "Huselid named SIOP and NAHR fellow". D'Amore-McKim School of Business. February 6, 2017. Retrieved May 3, 2021.
  12. ↑ "Combine harvest". People Management. Retrieved May 3, 2021.
  13. ↑ "Rutgers Business Conference Covers Human Resource Strategy and Leadership in an Era of Change". rutgers.edu. Retrieved May 3, 2021.
  14. ↑ "Krannert HR Executive Conference September 21, 2012" (PDF). krannert.purdue.edu.
  15. ↑ "Bachelor – Admission – School of Labor and Human Resources". slhr.ruc.edu.cn. Retrieved May 3, 2021.
  16. ↑ "Mini-Conference on Human Capital Analytics – Why Aren't We There?". CBS – Copenhagen Business School. June 8, 2016. Retrieved May 3, 2021.
  17. ↑ "Mark Huselid | Biography". www.markhuselid.com. Retrieved November 20, 2023.
  18. ↑ "Microsoft Academic". academic.microsoft.com. Retrieved May 3, 2021.[ dead link ]
  19. ↑ Marchington, Mick; Zagelmeyer, Stefan (2005). "Foreword: linking HRM and performance – a never-ending search?". Human Resource Management Journal. 15 (4): 3–8. doi:10.1111/j.1748-8583.2005.tb00292.x. ISSN   1748-8583.
  20. ↑ "6 Books Every Human Resources Professional Should Read". The HR Digest. August 14, 2020. Retrieved May 2, 2021.
  21. ↑ "The right people for the right jobs". Financial Times. Retrieved May 2, 2021.
  22. ↑ BusinessNews Publishing (2014). The differentiated workforce – Review and Analysis of Becker, Huselid and Beatty's Book. hoopla digital. United States: Business Book Summaries. ISBN   978-2-511-02165-1.{{cite book}}: |last= has generic name (help)
  23. ↑ DeNisi, Angelo (August 1, 1996). "From The Editor". Academy of Management Journal. 39 (4): 777. doi:10.5465/amj.1996.28115079. ISSN   0001-4273.
  24. ↑ "Previous Award Winners - HR". hr.aom.org. Retrieved May 3, 2021.
  25. ↑ "CIR School Report (Business) University at Buffalo, State University of New York" (PDF). mgt.buffalo.edu.
  26. ↑ Huselid, Mark A.; Becker, Brian E. (August 1, 1997). "The impact high performance work systems, implementation effectiveness, and alignment with strategy on shareholder wealth". Academy of Management Proceedings. 1997 (1): 144–148. doi:10.5465/ambpp.1997.4981101. ISSN   0065-0668.
This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.