Abstract

This article explores the role of consistency in human resource practices. It explores and explains different forms of consistency and why they are valuable in managing human resources: consistency among different aspects of human resource policy, such as integrating compensation, recruitment, and promotion policies; consistency in how human resource policies affect different classes of employees (should scientists and engineers be treated similarly, for instance, and what about clericals?); and consistency of human resource policies over time. In the context of the second sort of consistency, the article explores both the span of consistency and "manufactured distinctions" that facilitate distinctive treatment to different employees. The article discusses the problem of measuring consistency and provides examples illustrating consistent and inconsistent human resource practices.