@techreport{NBERw16019, title = "Human Resource Management and
Productivity", author = "Nicholas Bloom and John Van Reenen",
institution = "National Bureau of Economic Research", type =
"Working Paper", series = "Working Paper Series", number =
"16019", year = "2010", month = "May", doi = {10.3386/w16019},
URL = "http://www.nber.org/papers/w16019", abstract = {In this
handbook of labor economics chapter we examine the relationship
between Human Resource Management (HRM) and productivity. HRM
includes incentive pay (individual and group) as well as many
non-pay aspects of the employment relationship such as matching
(hiring and firing) and work organization (e.g. teams,
autonomy). We place HRM more generally within the literature on
management practices and productivity. We start with some facts
on levels and trends of both HRM and productivity and the main
economic theories of HRM. We look at some of the determinants of
HRM - risk, competition, ownership and regulation. The largest
section analyses the impact