[EN] Upon several human resources practices high involvement work practices stand out. Lawler’s model
(1991; 1998) groups these practices in four constructs: communication, training, empowerment and rewards. Our
work focuses on validating the model of measure of the scale of results, proposed by Lawler and colleagues
(2001) and other alternative measurement models in order to measure the results with subjective perception for
the senior managers. The measurement model is composed of performance and services scales, human resources
and results achieved by the organization. After carrying out the confirmatory factorial analyses for collected data
from 98 Spanish companies, we validate a model that presents very good convergent...
Juárez Tárraga, Amable
[EN] (The High Involvement Work Practices (or High Performance Work Practices) are a set of human resource
management practices that act synergistically to improve organizational efficiency, creating work conditions that
increase the satisfaction of the employee, encourage them to link with the Organization and to better carry out its
tasks (Huselid, 1995). On the basis of this approach, and applying a purely instrumental point of view, many
researchers have raised the following question: There is relationship between the implementation of the High
Involvement Work Practices and firm performance?. The meta-analysis done by Combs (2006) provides
consistent evidence of this relationship, after evaluating the results of 92...
Carbajo-de-Lera, Patricia; Alfalla-Luque, Rafaela; Medina-Lopez, Carmen
[EN] In the current business context, competition is no longer firm against firm, but has
moved on to a higher plane, with the generation of supply chain against supply chain
competition. Therefore, Supply Chain Management (SCM) has strategic relevance as a
source of competitive advantage. The design of the supply chain is defined largely by the
characteristics of the sector. Consequently, sectorial analysis is required. The aim of this
paper is to analyze the supply chain of the metallurgical sector. Specifically, it will be focused
on determining its supply chain and defining its main links and relationships.
Marin-Garcia, Juan A; Aznar-Mas, Lourdes E.; Gonzalez-Ladrón-de-Guevara, Fernado
[EN] Companies need to become innovative and in order to do so, they must learn how to be able to manage the talent of their workforce In this working paper we have reviewed the literature concerning the concept of innovation as a key for the challenge for change in companies to establish a synthesis and a classification of the types of innovation required. We propose a number of competencies needed by the different staff members (support, technicians, managers, etc) as well, so that they can succeed in being innovative in different ways.