Using simple game-theoretical models, this paper studies the role of pre-determined rules for HRM policies. We consider a model in which HRM decisions affect employees' self-images and thereby their motivation. We show that in the absence of written rules, managers are too reluctant (1) to differentiate between employees on the basis of their abilities, and (2) to terminate employment of employees on probation. Generally, organizations benefit from committing to strict rules for various HRM practices.

Additional Metadata
Keywords HRM, human resource management policies, motivation, rules, self image
JEL Asymmetric and Private Information (jel D82), Search; Learning; Information and Knowledge (jel D83), Personnel Economics (jel M5)
Publisher Tinbergen Institute
Persistent URL
Series Tinbergen Institute Discussion Paper Series
Journal Discussion paper / Tinbergen Institute
Dominguez Martinez, S, & Swank, O.H. (2011). On the Role of Pre-Determined Rules for HRM Policies (No. TI 2011-034/1). Discussion paper / Tinbergen Institute. Tinbergen Institute. Retrieved from