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Insights Into Time & Place Management — Quick Insight 7 | TPM

how do the effects of human resource management (hrm) practices differ by age and gender? and, how do the effects of time & place management (tpm) policies compare with those of other hrm policies?

Based on an analysis by Emma Parry, PhD, Cranfield School of Management United Kingdom and Jean McCarthy, PhD, University of Limerick, Ireland.

June 2014—For much of the twentieth century, many business leaders believed that the secret to success was finding the one best way to do every job, from putting a wheel on a car to typing a letter. Over the past few decades, however, there has been a paradigm shift in how Human Resource Management (HRM) strategy is understood. The best performing organizations do not focus solely on finding the one best way to do each job, but instead invest in providing workers with the skills, motivations, and opportunities to behave in ways consistent with the company’s goals.

Key Insights

  • High performance work systems can positively affect employee outcomes, but the effect of each type of HRM policy (skill, motivation, or opportunityenhancing practices) affects different outcomes.
  • Older and younger workers experience HR policies in different ways.
  • TPM policies alone do not necessarily have positive effects.



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How do the effects of Human Resource Management (HRM) practices differ by age and gender? And, how do the effects of Time & Place management (TPM) policies compare with those of other HRM policies?

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