ABSTRACT
This chapter presents research results on the rate and effect of various specific bundles of HR practices on organisational performance in Brunei. The literature available on the subject of comparative capitalism suggests that, across more developed societies, it is common for a mutually supportive nature to be identified in relation to informal and formal regulations, which are maintained through linked and well-considered HR systems, centred on enhancing organisational performance. On the other hand, in situations where there is a lack of robustness in institutional arrangements, comparable incentives for distributing mutually supporting HR bundles will be lacking. Whilst these bundles are adequate, they are not well positioned to achieve any improved results. This has essentially been the case in the instance of the petro-state of Brunei, with the adoption of comprehensive HR frameworks found to work no better than individual approaches.
