Información del artículo
RESUMEN
En este trabajo se analiza la proclividad de las empresas multinacionales hacia la exportación de su sistema de dirección de recursos humanos (DRH) a sus filiales exteriores, en función de la calidad percibida del mismo y de las diferencias de los contextos culturales matriz-filial. A partir de un estudio exploratorio cualitativo y de otro cuantitativo sobre una muestra de 58 multinacionales industriales españolas y sus correspondientes filiales foráneas, se concluye que la calidad del sistema de DRH de la matriz influye significativamente en su decisión de exportarlo a la filial, mientras que la diferencia con el contexto cultural de la filial no es determinante en la transferencia de los principios básicos del sistema de recursos humanos, aunque posiblemente sí en la de sus prácticas y subprocesos.
PALABRAS CLAVE:
Transferencia de Prácticas de DRH
Mejores Prácticas
Sistemas de Trabajo de Alto Rendimiento
Cultura nacional
España
CLASIFICACIÓN JEL:
F23
M12
ABSTRACT
This study analyses the readiness of multinational enterprises to export their human resource management (HRM) system to their subsidiaries abroad, depending on the perceived quality of the system and the differences in the cultural contexts of the headquarters and subsidiaries. Using a qualitative exploratory study and another quantitative study of a sample of 58 Spanish industrial multinationals and their affiliates, we conclude that the quality of the headquarters-based HRM system has a significant influence when it comes to deciding whether to export it to the subsidiary, whereas the difference in cultural contexts is not decisive when transferring the basic principles of the human resources system, although it possibly is decisive in the transfer of practices and sub-processes.
KEY WORDS:
Transfer of HRM practices
Best Practices
High Performance Work Systems
National culture
Spain
JEL CLASSIFICATION:
F23
M12
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