Center for Advanced Human Resource Studies (CAHRS)
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The Cornell Center for Advanced Human Resource Studies (CAHRS) is an international center devoted to advancing the HR function and providing corporate partners with critical tools for building and leading high-performing human resource organizations. CAHRS’ mission is to bring together partners and the Cornell ILR School’s world-renowned HR Studies faculty to investigate, translate and apply the latest HR research into practice excellence.
CAHRS events and information provide partners four key ways to help advance their HR function: 1) Access to thought-leadership, best practices and new research, 2) opportunities to build global networks for enhanced sharing and learning from other leading companies, 3) access to new talent and opportunities to shape development of HR students in the Cornell ILR School, which is consistently ranked as the top source of international human resource talent in the world, and 4) expert educational programs for developing HR talent.
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HRM and Performance: What’s Next?
(2005-07-22)The last decade of empirical research on the added value of human resource management (HRM), also known as the HRM and Performance debate, demonstrates evidence that ‘HRM does matter’ (Huselid, 1995; Guest, Michie, Conway ... -
The Role of Corporate HR Funcitons in MNCs: The Interplay Between Corporate, Regional/National and Plant Level
(2005-03-01)The HR literature has been abundant in providing typologies of the roles of HR professionals in their organisation. These typologies are largely related to the changing nature of HRM over time, and the context in which ... -
Human Resource Function Competencies in European Companies
(2005-01-01)This paper presents an overview of recent empirical research on human resource competencies in Europe. The data were collected in 2002 in the global Human Resource Competence Study, an initiative of the University of ... -
Measurement Error in Research on Human Resources and Firm Performance: Additional Data and Suggestions for Future Research
(2000-11-01)Gerhart and colleagues and Huselid and Becker recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from three more studies, one of large ... -
Recognizing Risk in Human Capital Investments: A Real Options Approach to Strategic Human Resource Management
(2000-11-01)An issue that has not yet been explored in the field of strategic human resource management (SHRM) is that of managing the ‘risks’ involved in human capital management of the firm. We address this issue using the real ... -
NET WORKING: Work Patterns and Workforce Policies for the New Media Industry
(2000-11-01)This report, based on a study of a group of highly accomplished professionals in New York City, is one of the first to take up labor market issues in the new media industry. It describes the challenges faced by professionals ... -
In the Trenches at the Talent Wars: Competitive Interaction for Scarce Human Resources - A Qualitative Study
(2000-11-01)The purpose of this paper is to examine how firms are competing for scarce human resources in the talent wars. First, the paper makes the distinction between responding to labor shortages with investments in recruiting and ... -
Human Resources Strategy: The Era of Our Ways
(2000-11-01)The purpose of this chapter is to discuss some of the main features and trends in human resources (HR) strategy. Inasmuch as people are among the most important resources available to firms, one could argue that HR strategy ... -
The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance
(2000-11-01)This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and ... -
The Relationship Between Employee Perceptions of the Employment Game and Their Perceptions of Cooperative Knowledge Behavior in High Tech Firms
(2000-11-01)The relationship between knowledge sharing and organizational performance for high technology start-up companies is not well understood. Using game theory and the concept of competitive advantage through human resource ...
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