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Mark A. Huselid

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Mark A. Huselid (born 1961) is a university professor, workforce management specialist, book author, and business consultant. He is the Distinguished Professor of Workforce Analytics at D'Amore-McKim School of Business, Northeastern University.[1] He has authored research papers and books regarded as seminal to establishing a strategic link between human resource management and business performance.[2][3][4]

Education

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Huselid graduated with a B.A. in psychology from California State University, Fresno.[5] He also received an M.A. in industrial and organizational psychology, and MBA, both from the University of Kansas,[5] and a PhD in organization and human resources from the State University of New York at Buffalo in 1993.[6]

Career

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Huselid was a Distinguished Professor of Human Resource Strategy in the School of Management and Labor Relations (SMLR) at Rutgers University, where he worked from 1992 to 2014.[7] In 2014 he was further named a Distinguished Professor of Workforce Analytics at D'Amore-McKim School of Business, Northeastern University, and the Director of its Center for Workforce Analytics.[8] He was Editor of Human Resource Management, the journal of the Society for Human Resource Management from 2000 to 2004.[9][10]

He was elected a Fellow of the National Academy of Human Resources, NAHR (2016),[9] a Fellow of the Association for Psychological Science (2017), and a Fellow of the Society for Industrial and Organizational Psychology (2017).[11]

He has been a frequent speaker to professional and academic audiences worldwide.[12][13][14][15][16]

His research program focuses on balanced measurement systems for business success. They reflect the contribution of the workforce to the business's[17] success.

Research

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Huselid's research papers have been cited over 40,000 times according to Google Scholar.[2] He has authored some of the most frequently cited articles in the history of Academy of Management Journal.[18] According to reviewers, Huselid's academic writings played a pioneering role in validating a link between HRM practices and business productivity,[3] particularly in the US.[19]

Most cited papers

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  • Huselid, Mark A. "The impact of human resource management practices on turnover, productivity, and corporate financial performance". The Academy of Management Journal. 38 (3): 635–672. Cited 13987 times.[2]
  • Delaney, John T.; Huselid, Mark A. (August 1996). "The Impact of Human Resource Management Practices on Perceptions of Organizational Performance". Academy of Management Journal. 39 (4): 949–969. doi:10.5465/256718. ISSN 0001-4273. Cited 4954 times.[2]
  • Huselid, Mark A.; Jackson, Susan E.; Schuler, Randall S. (February 1997). "Technical and Strategic Human Resources Management Effectiveness as Determinants of Firm Performance". Academy of Management Journal. 40 (1): 171–188. doi:10.5465/257025. ISSN 0001-4273. Cited 3140 times.[2]
  • Becker, Brian E.; Huselid, Mark A. (December 2006). "Strategic Human Resources Management: Where Do We Go From Here?". Journal of Management. 32 (6): 898–925. doi:10.1177/0149206306293668. ISSN 0149-2063. S2CID 13040957. Cited 2155 times.[2]

Books

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  • Becker, Brian E; Huselid, Mark A; Ulrich, David (2001). The HR scorecard: linking people, strategy, and performance. Boston, Mass.: Harvard Business School Press. ISBN 978-1-57851-136-5. OCLC 248548335.. [20]
  • Huselid, Mark A; Becker, Brian E; Beatty, Richard W (2015). The Workforce Scorecard Managing Human Capital To Execute Strategy. Harvard Business Review Press. ISBN 978-1-63369-059-2. OCLC 1016145506.
  • Becker, Brian E; Beatty, Richard W; Huselid, Mark A (2009). The differentiated workforce: transforming talent into strategic impact. Boston, Mass.: Harvard Business Press. ISBN 978-1-4221-0446-0. OCLC 473657314. [21][22]

The publication of a new book by Huselid, Disrupting Workforce Competition: Executing Strategy through Workforce Analytics, has been announced.[8]

Awards

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  • Academy of Management Journal's Best Paper Award (1995).[23]
  • Academy of Management's Scholarly Achievement Award in Human Resource Management (1996).[24]
  • Journal of Management's Best Paper Award (2011)[25]
  • State University of New York at Buffalo School of Management Distinguished Alumnus Award (2012).[9]
  • Academy of Management's Best Paper award in human resource management (2017).[26]

References

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  1. ^ "Mark A. Huselid". Northeastern University. Retrieved May 3, 2021.
  2. ^ a b c d e f "Mark Huselid". Google Scholar. Retrieved May 1, 2021.
  3. ^ a b Hanks, Steven H. (2011). "Recent Academic Research on People and Strategy" (PDF). People & Strategy. 34 (2). Society for Human Resource Management: 10–11.
  4. ^ Jiang, Kaifeng; Messersmith, Jake (January 2, 2018). "On the shoulders of giants: a meta-review of strategic human resource management". The International Journal of Human Resource Management. 29 (1): 6–33. doi:10.1080/09585192.2017.1384930. ISSN 0958-5192. S2CID 158998702.
  5. ^ a b "Mark A. Huselid". D'Amore-McKim School of Business. Retrieved April 28, 2021.
  6. ^ "Alumni". mgt.buffalo.edu. Retrieved April 28, 2021.
  7. ^ "School of Management and Labor Relations 2002—2004" (PDF). Rutgers University.
  8. ^ a b "Center for Workforce Analytics". D'Amore-McKim School of Business. Retrieved May 2, 2021.
  9. ^ a b c "Two SHRM Members Installed as NAHR Fellows". SHRM. November 22, 2016. Retrieved April 30, 2021.
  10. ^ Huselid, Mark A. (2011). "Celebrating 50 Years: Looking back and looking forward: 50 years of Human Resource Management". Human Resource Management. 50 (3): 309–312. doi:10.1002/hrm.20425. ISSN 1099-050X.
  11. ^ "Huselid named SIOP and NAHR fellow". D'Amore-McKim School of Business. February 6, 2017. Retrieved May 3, 2021.
  12. ^ "Combine harvest". People Management. Retrieved May 3, 2021.
  13. ^ "Rutgers Business Conference Covers Human Resource Strategy and Leadership in an Era of Change". rutgers.edu. Retrieved May 3, 2021.
  14. ^ "Krannert HR Executive Conference September 21, 2012" (PDF). krannert.purdue.edu.
  15. ^ "Bachelor – Admission – School of Labor and Human Resources". slhr.ruc.edu.cn. Retrieved May 3, 2021.
  16. ^ "Mini-Conference on Human Capital Analytics – Why Aren't We There?". CBS – Copenhagen Business School. June 8, 2016. Retrieved May 3, 2021.
  17. ^ "Mark Huselid | Biography". www.markhuselid.com. Retrieved November 20, 2023.
  18. ^ "Microsoft Academic". academic.microsoft.com. Retrieved May 3, 2021.[dead link‍]
  19. ^ Marchington, Mick; Zagelmeyer, Stefan (2005). "Foreword: linking HRM and performance – a never-ending search?". Human Resource Management Journal. 15 (4): 3–8. doi:10.1111/j.1748-8583.2005.tb00292.x. ISSN 1748-8583.
  20. ^ "6 Books Every Human Resources Professional Should Read". The HR Digest. August 14, 2020. Retrieved May 2, 2021.
  21. ^ "The right people for the right jobs". Financial Times. Retrieved May 2, 2021.
  22. ^ BusinessNews Publishing (2014). The differentiated workforce – Review and Analysis of Becker, Huselid and Beatty's Book. hoopla digital. United States: Business Book Summaries. ISBN 978-2-511-02165-1. {{cite book}}: |last= has generic name (help)
  23. ^ DeNisi, Angelo (August 1, 1996). "From The Editor". Academy of Management Journal. 39 (4): 777. doi:10.5465/amj.1996.28115079. ISSN 0001-4273.
  24. ^ "Previous Award Winners - HR". hr.aom.org. Retrieved May 3, 2021.
  25. ^ "CIR School Report (Business) University at Buffalo, State University of New York" (PDF). mgt.buffalo.edu.
  26. ^ Huselid, Mark A.; Becker, Brian E. (August 1, 1997). "The impact high performance work systems, implementation effectiveness, and alignment with strategy on shareholder wealth". Academy of Management Proceedings. 1997 (1): 144–148. doi:10.5465/ambpp.1997.4981101. ISSN 0065-0668.
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