International Human Resource Management Strategies Research Articles

Linking international human resource management with corporate social responsibility and shared value

Global pressures have urged organizations to incorporate sustainable international human resource management (IHRM) systems to be socially responsible. This paper proposes that integrating IHRM with corporate social responsibility (CSR) and shared value may be the solution This study analyzes sustainability within the IHRM field, including other sustainable concepts to demonstrate the relevance of labor and employment relation within human resource management. Employment relations and the importance of developing IHRM strategies involving workers and managers to increase shared value are also explained in the study. In turn, this integration enhances organizational performance and competitive advantage. Accordingly, this paper proposes a model to unleash the bridge between IHRM and employment relations in multinationals operating in emerging economies and proposes some propositions. Implications for research and practice are also discussed in the paper.

Ethnographic studies in international human resource management: Types and usefulness

This article provides a first conceptual discussion of the usefulness of ethnography for International Human Resource Management. In line with its original anthropological meaning, ethnography is understood as a multi-paradigmatic mindset involving five interrelated strands, all of which have the potential to contribute to International Human Resource Management studies. Structural-functionalist ethnography enables deep comparison and can thus contribute, for instance, to meeting the structural and institutional integration challenges of International Human Resource Management. Interpretive ethnography sheds light onto the hidden realities of International Human Resource Management and can thus help, for example, to acknowledge the diversity of employee and stakeholder experiences. Critical, postmodern, and postcolonial ethnography reveal the power-inequalities associated with diverse frameworks, practices, and work experiences in a global context. They can thus help overcome the inherent power-inequalities of International Human Resource Management and might utilize previously marginalized knowledge for the development of alternative International Human Resource Management strategies and practices. Yet, leveraging the full potential of ethnography for International Human Resource Management studies requires International Human Resource Management scholars not to borrow pre-selected ethnographic approaches, such as interpretive ethnography, from related disciplines, such as International Business and Cross-Cultural Management, because these might not fit the specific needs of International Human Resource Management. For facilitating this goal, this article provides a first multi-paradigmatic discussion of the development and principles of ethnography in anthropology, and its present and potential contributions to International Human Resource Management studies. It is not a guide of how to do ethnography, but a roadmap enabling future International Human Resource Management researchers to choose their ethnographic research strategy consciously, reflexively, and as their research interest demands for.

Evaluating an International Human Resource Management Strategy for New Telecommunication Group in Developing Countries, Concentrating on Pakistan (A Case Study of Vodafone)

The main objective of this paper is to evaluate an international human resource management strategy and their effectiveness for new telecommunication companies in developing countries especially Vodafone Group entry into Pakistan. This report defines the Vodafone Company and its global working, cultural issues of the parent and the host country. Pakistan has a different culture as compared to the United Kingdom. PESTLE analysis covers social, economical, political, technological environment and legal aspects of Pakistan. PESTLE analysis is showing the external environment that can effect on the sales after entering into Pakistan. Some special training is discussed that is necessary for global firms to adopt for the sake of proper working. The performance management system is also discussed in the report with all of its effects on employees and business growth, Recruitment and selection process is also part of the report that is showing how global firms should recruit the employees by using Rodger’s seven-point plan. Performance management system and its effectiveness are discussed with an evaluation strategy.

Making sense of global integration and local responsiveness in international HRM research

While the notions of global integration (GI) and local responsiveness (LR) have been widely used to analyse an MNE's international human resource management (IHRM) strategy, the specific ways of conceptualising these constructs in the literature remain unquestioned. This paper reviews how the two important constructs have been conceptualised in the international HRM research and evaluates whether such conceptualisations are adequate to examine MNEs' IHRM strategies to address the fundamental strategic problem - managing the duality of GI and LR in HRM of MNEs. An extensive review of the literature reveals that the widely used constructs have been narrowly conceptualised on a single dimension - HRM practice orientation - in the international HRM literature based on the dualistic assumption of the relationship between the two constructs, which prevents the exploration of emerging broader IHRM strategies. Based on the insights from the emerging literature, it is argued that GI and LR should be conceptualised as meta-level constructs that encompass multiple dimensions such that IHRM strategies could be considered various configurations of the ways of pursuing GI and LR across the dimensions to address the duality problem in MNEs.

Unpacking differences in psychological contracts of organizational and self-initiated expatriates

PurposeGlobal staffing has remained a main focus within the field of international human resource management (IHRM) since the 1970s. However, research in the psychological contract (PC) of expatriates is limited. The purpose of this paper is to explore the differences in PC breach and violation for organisational expatriates and self-initiated expatriates (SIEs).Design/methodology/approachA survey questionnaire was developed covering 52 organisational expatriates and 119 SIEs from 35 countries/regions working in China. Four follow-up focus group interviews including four organisational expatriates and 12 SIEs were conducted to further explain the findings of the survey.FindingsThe findings indicate that organisational expatriates experience significantly lower levels of PC breach and violation than SIEs. Three broad thematic areas arose from the triangulation of focus group interviews, including uncertainties in functioning of contracts, differences in job securities and career development opportunities, and cultural differences.Practical implicationsEmployers should give a comprehensive orientation and cultural training to meet the needs of SIEs. Moreover, long-term career advancement paths should also be provided to SIEs to alleviate their vulnerability and insecurities working abroad.Originality/valueThe study contributes to the scholarship of self-initiated expatriation and PCs and give implications to IHRM strategies.

The paths of managing international human resources of emerging market multinationals: Reconciling strategic goal and control means

Embracing the convergence–divergence–crossvergence debate in the field of international human resource management (IHRM) and linking it to the context of emerging market multinational enterprises (EMNEs), our key contribution is to provide a precise and feasible architecture of convergence–divergence–crossvergence response that takes into account the global versus local dilemma, as well as the headquarters–subsidiary relationship. By incorporating the latest theoretical development and case observations of EMNEs, we identify localization as a strategic goal and autonomy as a control means that foster EMNEs’ choosing their own paths in managing international human resources. Under the architecture, the two types of crossvergent IHRM strategies – deliberate and emergent – are further distinguished. Propositions are developed for future empirical testing.

An unsuitable job for a woman: a ‘native category’ approach to gender, diversity and cross-cultural management

This paper takes an ethnographic study of the recruitment of women at BMW MINI between 2003 and 2006 as the basis to explore the impact of the concepts of ‘native categories’ and ‘recontextualisation’ on diversity management and cross-cultural management. I consider how managers' and workers' subconsciously held cultural categories relating to gender and work affected efforts to increase the number of female line workers in the plant, and how these were further complicated by the recontextualisation of German native categories in a British context. In doing so, this paper will develop a better understanding of the way native categories affect management and international business, provide an addition to the literature on recontextualisation, by introducing the concept of ‘native categories’ to research exploring the effects of recontextualisation on cross-cultural knowledge transfer, international human resource management strategy and marketing, and, finally, develop some understanding of how diversity management initiatives can fail in practice.

International human resource management strategies of Chinese multinationals operating abroad

Strategic international human resource management (SIHRM) is crucial for the effective leveraging of human resources in organizations to achieve the desired business strategies. There is a rich collection of studies on western multinational corporations (MNCs) in China, but few studies that explore the SIHRM of Chinese MNCs operating overseas. This study utilizes cross-level, in-depth interviews to analyse SIHRM of three large Chinese multinationals. The paper contributes to literature by addressing two contextual SIHRM issues, namely the characteristics of the SIHRM for Chinese multinationals and how their SIHRM orientation facilitates their international investment and operation. The findings indicate that organizational transformation is the starting point for latecomers matching their international HRM strategies. Their SIHRM approaches, such as forming learning organizations, reliance on host-country nationals, reconciling both home and host-country effects and promoting ‘best practices’, facilitate their international operations.

Beyond Global Standardization and Localization: Korean MNEs and Optimization as IHRM Strategy

This article furthers our understanding of the international human resource management (IHRM) strategies of MNEs based in newly industrialized and emerging economies through the examination of corp...

The impact of hotel management contracting on IHRM practices

PurposeThe international hotel industry's growth has been achieved via the simultaneous divestment of real estate portfolios and adoption of low risk or “asset light” market entry modes such as management contracting. The management implications of these market entry mode decisions have however been poorly explored in the literature and the purpose of this paper is to address these omissions.Design/methodology/approachResearch was undertaken with senior human resource executives and their teams across eight international hotel companies (IHCs). Data were collected by means of semi‐structured interviews, observations and the collection of company documentation.FindingsThe findings demonstrate that management contracts as “asset light” options for international market entry not only provide valuable equity and strategic opportunities but also limit IHCs' chances of developing and sustaining human resource competitive advantage. Only where companies leverage their specific market entry expertise and develop mutually supportive relationships with their property‐owning partners can the challenges of managing human resources in these complex and diversely owned arrangements be surmounted.Research limitations/implicationsA limitation of this paper is the focus on the human resource specialists' perspectives of the impact of internationalization through asset light market entry modes.Originality/valueThis paper presents important insights into the tensions, practices and implications of management contracts as market entry modes which create complex inter‐organisational relationships subsequently shaping international human resource management strategies, practices and competitive advantage.

Global Consistency Versus Local Responsiveness: Deutsche Telekom's Human Resource Management Strategies in Central and Eastern Europe

This article analyses the competing demands faced by Deutsche Telekom for global consistency and local responsiveness as it attempted to coordinate its human resource management strategies across its Eastern European subsidiaries. It considers the degree to which the former economic and political histories of Eastern Europe continue to influence and/or constrain multinational corporation strategies and practices in the post-2000 era. Institutional path dependency, strategic international human resource management, and international industrial relations theories are used to assist in analyzing the data. The study concludes that managerial constraints associated with the historical and economic legacies of these former socialist countries are rapidly declining, thereby allowing multinational firms to implement “Western-style” human resource management strategies. It further suggests that industrial relations institutions at the European Union level, rather than individual country level, have the greatest potential to impact on international human resource management strategies in the region. Multinational corporations should therefore engage in more-integrated strategic international human resource management and international industrial relations approaches.

Desperate housewives – social and professional isolation of German expatriated spouses

The spouses of expatriates have repeatedly been identified as a major component in the equation for success of international assignments. Their commitment, cooperation and contribution to the emotional, physical and mental well-being of the expats facilitate the successful completion of corporate missions across cultural and national borders. Yet, for spouses to be this positive influence on the expat, several requirements need to be met, such as a chance to maintain a sense of identity and self-worth through the possible continuation of their own careers as well as either the maintenance of old or creation of new social support networks for the duration of the corporate mission. This requires a strategic international human resource management (IHRM) effort of assigning companies that goes beyond the immediate needs of ordinary relocations. This research report answers questions about how traditional global players in Germany deal with these issues. The results draw a rather dark picture as the IHRM strategies of these German corporations display a severe lack of support to find employment either on or after the assignment and show little effort to facilitate the (re-)creation of a social support network. Consequences and future research questions are delineated.

A typology of international human resource management strategies and processes

This paper develops a framework of international human resource management (IHRM) that moves beyond strategy and structure to focus on processes. The results of six case studies of large German multinational corporations in three countries show different configurations of IHRM strategies and policies. International knowledge flows and coordination varied in intensity, content, direction and mechanisms used. With ‘cognofederate’ IHRM one type was identified that has been hitherto neglected.

Predicting IHRM strategy and practice decisions: development of the IHRM orientation typology

International human resource management (IHRM) is becoming increasingly fundamental to organisational success, as globalisation forces demand organisations to design and implement a global strategy. One of the most critical choices faced by IHRM practitioners is whether and when an organisation should adapt its human resource policies and practices to the local context (localisation). A typology of International Human Resource Management Orientations (IHRMO) that clarifies what IHRMO’s are and what they entail is developed from a review of the literature on localisation and globalisation, convergence and divergence and Perlmutter’s management typology. Additionally, two theoretical models are developed that predict which IHRM orientation identified in the typology should be adopted. The article takes a step towards elucidating effective IHRM strategy and practice decision‐making by showing that culture and institutional pressures, amongst other tings, do make a difference.

International human resource management: An Australian perspective

International human resource management (IHRM) is slowly emerging as a field of academic enquiry. There is, however, a dearth of case study material which documents IHRM strategies and experiences of companies-particularly companies which do not have their home base in the United States. This paper reviews current IHRM literature and reports the results of a recent study of four companies operating internationally from Australia: two are Australian-owned; one is an Australian subsidiary of a multinational oil company and the fourth is a regional division of a multinational automobile manufacturer. For the collection of data, a case study approach was used, with structured interviews of each company's personnel director, expatriate line managers (including returned managers and foreign nationals currently in Australia) and spouses. These case studies are analysed and the extent to which they contribute to the international human resource management literature is examined.