MEDIATING FIDELITY AND FIT: A Translation Theory and Comparative Perspective on HR Implementation

Abstract

Purpose: This thesis explores how HR practitioners implement and act as translators of HR initiatives, focusing on the competencies and behaviours required for a successful translation. Theory: The study applies translation theory as its main theoretical framework that explains how ideas and practices are transformed when they move between contexts and actors, as well as the translation competencies needed to conduct successful translations. Method: To gather data, a mixed-method approach was employed, using qualitative interviews with a structured approach allowing for an in-depth exploration of HR practitioners’ experiences, as well as a quantitative survey providing a quantification of the HR practitioners perceived competencies. Result: The results indicate that even though HR practitioners have a hand in shaping and reshaping initiatives, they rarely act as the originators of the initiative itself. A differing degree of HR competencies and translation competencies were identified in the examined organisations, and possessing a high degree of translation competency knowledge in viscosity, bilingualism, velocity, and rule awareness, increases the likelihood of successful translations and therefore implementations. However, other factors such as motivation, opportunity, and professional legitimacy are also crucial in HR practitioners acting as effective translators.