What is the target?” Understanding the gap between intended and perceived HR practices at airBaltic

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2023-08-25
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en
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Aiming to answer the research question: In what way and why do the intended and perceived sage HR practices of airBaltic differ from each other?, this research utilizes HR System Strength theory and HR Attribution theory to understand the disconnect that occurs within airBaltic. Through several one-on-one interviews data is gathered amongst HR decision-makers about how they either intend the performance and feedback management system to work. On the other hand, focus groups give insight into HR employees’ perceptions of the goal of the system. In this research it becomes clear that the lack of consensus amongst HR decision-makers influences the consistency and distinctiveness of the practice. This leads to a very wide range of different attributions amongst employees that are not aligned with the intentions of the practice. To avoid creating a similar situation when implementing a new IT system, the company should aim to create a lot of consensus amongst HR decision-makers. By creating a strong goal for the practice that everyone agrees with and understands, the practice can be implemented better. This will influence the consistency of the practice, since a strong, understandable goal will also lead to stronger guidelines on implementation. Furthermore, by for example aligning the system’s goal with other HR goals of the company the consistency will increase even more. Lastly, the distinctiveness of a practice should be increased by for example having a more clear, relevant and visible system.
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Faculteit der Managementwetenschappen