Abstract: The paper contributes towards the development of scarce literature on HR knowledge management. Drawing literature from knowledge management, the authors define the meaning of HR knowledge and propose that there are social mechanisms in organizations that facilitate the management and sharing of HR knowledge. Instead of investigating the subject in large multinational corporations, the present paper examines it in a large Chinese privately owned enterprise, which has an international standing. The main finding of the case analysis is that communication and feedback plays a pivotal role when managing HR knowledge. Social mechanisms can stimulate the communication and feedback between employees, thus facilitate knowledge exchange.
Abstract: In the current era of shrinking budgets, increasing amounts of worldwide natural disasters, state and non-state initiated conflicts within the world. The response has involved multinational coalitions to conduct effective military operations. The need for a Knowledge Management strategy when developing these coalitions have been overlooked in the past and the need for developing these accords early on will save time and help shape the way information and knowledge are transferred from the staff and action officers of the coalition to the decision-makers in order to make timely decisions within an ever changing environment. The aim of this paper is to show how Knowledge Management has developed within the United States military and how the transformation of working within a Combined/ Joint environment in both the Middle East and the Far East has improved relations between members of the coalitions as well as being more effective as a military force. These same principles could be applied to multinational corporations when dealing with cultures and decision-making processes.
Abstract: Transnational corporations (TNCs) are playing a major role in global R&D, not only through activities in their home countries but also increasingly abroad. However, the process of R&D offshoring is not yet discussed thoroughly. Based on in-depth case study on Agilent China Communications Operation, this paper presents a stage model for theorizing the R&D offshoring process. This stage model outlines 5 maturity levels of organization and the offshoring process: Subsidiary team, Mirror team, Independent team, Mirror sector and the Independent sector (from software engineering point of view, it is similar to the local team's capability level of maturity model). Moreover, the paper gives a detailed discussion on the relevant characteristics, as well as the ability/responsibility of transfer, priorities and the corresponding organization structure. It also gives the characteristics and key points of different level-s R&D offshoring implementation using actual team practice.
Abstract: For scores of years now, several microfinance
organizations, non governmental organizations and other welfare
organizations have, with a view to aiding the progress of
communities rooted in poverty have been focusing on creating
microentrepreneurs, besides taking several other measures. In recent
times, business corporations have joined forces to combat poverty by
taking up microenterprise development. Hindustan Unilever Limited
(HUL), the Indian subsidiary of Unilever Limited exemplifies this
through its Project Shakti. The company through the Project creates
rural women entrepreneurs by making them direct to home sales
distributors of its products in villages that have thus far been ignored
by multinational corporations. The members participating in Project
Shakti are largely self help group members. The paper focuses on
assessing the impact made by the company on the members engaged
in Project Shakti. The analysis involves use of quantitative methods
to study the effect of Project Shakti on those self help group
members engaged in Project Shakti and those not engaged with
Project Shakti. Path analysis has been used to study the impact made
on those members engaged in Project Shakti. Significant differences
were observed on fronts of entrepreneurial development, economic
empowerment and social empowerment between members associated
with Project Shakti and those not associated with Project Shakti.
Path analysis demonstrated that involvement in Project Shakti led to
entrepreneurial development resulting in economic empowerment
that in turn led to social empowerment and that these three elements
independently induced a feeling of privilege in the women for being
associated with the Project.
Abstract: The empirical studies on High Performance Work Systems (HPWSs) and their impacts on firm performance have remarkably little in the developing countries. This paper reviews literatures on the HPWSs practices in different work settings, Western and Asian countries. A review on the empirical research leads to a conclusion that, country differences influence the Human Resource Management (HRM) practices. It is anticipated that there are similarities and differences in the extent of implementation of HPWSs practices by the Malaysian manufacturing firms due to the organizational contextual factors and, the HPWSs have a significant impact on firms- better performance amongst MNCs and local firms.
Abstract: Empirical insights into the implementation of logistics competencies at the top management level are scarce. This paper addresses this issue with an explorative approach which is based on a dataset of 872 observations in the years 2000, 2004 and 2008 using quantitative content analysis from annual reports of the 500 publicly listed firms with the highest global research and development expenditures according to the British Department for Business Innovation and Skills. We find that logistics competencies are more pronounced in Asian companies than in their European or American counterparts. On an industrial level the results are quite mixed. Using partial point-biserial correlations we show that logistics competencies are positively related to financial performance.