A study of strategic HR issues in an Asian context

Examines five strategic human resource management (HRM) issues using a qualitative methodology. Two of these are related to the central organisational-level constructs of structure and culture. The other three pertain to HR strategy, HR competencies, and HR outsourcing. The study employed the multiple-case design method proposed by Yin, with a view to extending theory in strategic HRM research. Semi-structured interviews were conducted with 35 managers (CEOs, line managers, and HR managers) of nine companies from two major industries in the manufacturing sector – electronic products and machinery/equipment. The research found that top management enlightenment and level of HR competencies together determine the role and status of the HR function in organisations, and that the companies studied pursue four types of HR strategies: informal and not communicated; informal and communicated; formal but not communicated; and formal and communicated. HR strategy was found to affect both vertical and horizontal fits of the HR function. Culture, HR strategy and HR competencies influenced organisational propensity to outsource HR activities.

Transfert de connaissances dans les entreprises multinationales : efficacité et influence des facteurs contextuels

Dans la présente recherche, nous nous sommes penchés sur le processus du transfert intra-organisationnel de connaissances au sein d’entreprises multinationales (EM). Partant du triple constat suivant : les connaissances organisationnelles constituent un avantage stratégique (Barney, 1991 ; Bartlett et Ghoshal, 1998), les transferts intra-organisationnels constituent la raison d’être des EM (Gupta et Govindarajan, 2000), lesquelles ont accès à un vaste bassin de connaissances disséminées à travers le monde par le biais de leurs filiales et les mécanismes organisationnels internes sont plus efficaces que ceux du marché (Williamson, 1987 ; Casson, 1976) pour transférer des connaissances entre unités organisationnelles; nous nous sommes intéressés aux facteurs pouvant affecter l’efficacité de ce processus de transfert. Ayant identifié, lors de notre revue des écrits théoriques, une multitude d’approches permettant d’appréhender ce phénomène, nous proposons, dans notre recherche, un modèle théorique intégrant les trois étapes propres au processus de transfert, soit : la détermination des connaissances à transférer, la sélection des mécanismes de transfert appropriés et, finalement, l’évaluation, d’une part, de l’efficacité des transferts et, d’autre part, de l’ensemble des facteurs contextuels ayant un impact sur l’efficacité de ce processus. Sur le plan théorique, cette recherche oppose deux courants dominant ce champ disciplinaire. L’approche stratégique, exprimée par la théorie des ressources, met l’accent sur l’importance prépondérante des facteurs organisationnels internes sur l’efficacité de toute action organisationnelle (Bartlett et Ghoshal, 1998 ; Barney, 1991). Cette approche s’oppose au courant institutionnel, lequel considère plutôt que les choix et les actions organisationnels sont surtout conditionnés par les contraintes de l’environnement externe (Ferner, 1997; Kostova, 1999; Scott, 1991). Les résultats de notre recherche démontrent que, malgré l’existence de contraintes de nature institutionnelle et culturelle, l’efficacité du processus de transfert des connaissances associées à la gestion des ressources humaines relève davantage des conditions organisationnelles internes et, plus particulièrement, de l’implication de la haute direction, du rôle accordé à la fonction RH et de l’alignement entre la stratégie corporative, la stratégie RH et la culture organisationnelle. Sur le plan méthodologique, il s’agit d’une recherche exploratoire qualitative menée auprès de trois EM (2 canadiennes et 1 française) oeuvrant dans les secteurs de la métallurgie et des télécommunications. Les données empiriques proviennent de 17 entrevues approfondies que nous ont accordées, au Canada, en France, en Allemagne et en Suisse des cadres responsables de la gestion des ressources humaines, affectés au siège social des EM en question ou œuvrant au sein de leurs filiales, et de sources documentaires secondaires.

Generationsväxling i offentlig sektor : En kvalitativ studie om det kommunala arbetet medpensionsavgångar

Denna studie syftar till att undersöka hur en medelstor kommun kan arbeta strategiskt med problematiken gällande kompetensförlust samt att vara en attraktiv arbetsgivare inför kommande pensionsavgångar. Vidare syftar studien till att, utifrån resultatet, arbeta fram ett förslag till HR-strategi för den problematik de förestående pensionsavgångarna för med sig. För att få svar på våra undersökningsfrågor har vi utfört en fallstudie i Falu kommun och för denna använt oss av semistrukturerade intervjuer med fyra personer i chefsposition och en mångfaldskommunikatör, samt en fokusgrupp bestående av fyra medarbetare från HR-avdelningen. Detta gav oss flera perspektiv på problematiken, vilket vi anser stärker tillförlitligheten i resultatet. I efterhand kan vi dock se att ett större antal intervjupersoner hade varit att föredra, detta för att få fler medarbetares tankar och åsikter om ämnet. Emellertid var detta inte möjligt då chefer i kommunen var svåra att få kontakt med.Resultatet visar att uppfattningen om pensionsavgångar är varierande då en av respondenterna menar att det inte är något att oroa sig över, medan övriga respondenter anser att det är en stor utmaning kommunen har framför sig. Resultatet visar även att Falu kommun i dagsläget arbetar strategiskt med ett flertal olika åtgärder för att stärka sitt arbetsgivarmärke externt såsom exempelvis ambassadörskap och talent management, vilket tidigare forskning visar är en nödvändighet för en organisations konkurrenskraft och således attrahera samt behålla medarbetare. Gällande kompetensöverföring visar resultatet att det idag finns en medvetenhet om riskerna för kompetensförluster. Dock utförs ett begränsat arbete för att överföra viktiga kompetenser, åtminstone med syfte att hantera den risk för kompetensförlust som väntas i och med den förestående generationsväxlingen. Tidigare forskning inom området pensionsavgångar visar dock att förlusten av viktiga kompetenser är det största hotet.Vår slutsats av denna studie är att Falu kommun är på rätt väg att hantera den problematik som förväntas uppstå, dock behöver kommunen öka medvetenheten genom kommunikation och intern marknadsföring samt arbeta samman en gemensam syn på pensionsavgångarna i alla förvaltningar. Vi menar även att det är av stor vikt att se över kompetenserna i organisationen och börja agera för att inte mista viktiga kompetenser i och med de förestående pensionsavgångarna. Detta är områden som behandlas i det förslag till HR-strategi vi har arbetat fram.

Integration and devolvement of human resource practices in Nepal

Purpose: The purpose of this study is to explore the nature of human resource management in publicly listed finance sector companies in Nepal. In particular, it explores the extent to which HR practice is integrated into organisational strategy and devolved to line management. Design/methodology/ approach: A structured interview was conducted with the senior executive responsible for human resource management in 26 commercial banks and insurance companies in Nepal. Findings: The degree of integration of HR practice appears to be increasing within this sector, but this is dependent on the maturity of the organisations. The devolvement of responsibility to line managers is at best partial, and in the case of the insurance companies, it is more out of necessity due to the absence of a strong central HR function. Research limitations/implications: The survey is inevitably based on a small sample; however this represents 90 per cent of the relevant population. The data suggest that Western HR is making inroads into more developed aspects of Nepalese business. Compared with Nepalese business as a whole, the financial sector appears relatively Westernised, although Nepal still lags India in its uptake of HR practices. Practical implications: It appears unlikely from a cultural perspective that the devolvement of responsibility will be achieved as a result of HR strategy. National cultural, political and social factors continue to be highly influential in shaping the Nepalese business environment. Originality/value: Few papers have explored HR practice in Nepal. This paper contributes to the overall assessment of HR uptake globally and highlights emic features impacting on that uptake. © Emerald Group Publishing Limited.

"High commitment" strategies:it ain't what you do; it's the way that you do it

Purpose: This paper sets out to contribute to the advancement of knowledge, particularly with regard to the processes of implementation and the role of managers engaged in such high commitment strategies and work practices. Design/methodology/approach: This study is part of a research project investigating the extent to which employee involvement predicts job performance (as well as job satisfaction, wellbeing and organisational commitment) in the NHS, using both quantitative and qualitative methods. The main focus of this paper is to present evidence from four of the 20 case studies to show the barriers to implementing employee involvement as well as highlighting the techniques and practices that have proven to be most successful. Findings: Employee involvement is used successfully by management and has enabled frontline staff to contribute their knowledge to their work. Research limitations/implications: The ethical issues of confidentiality and anonymity permeated the research process throughout. Practical implications: The link between "high commitment" strategies and organisational performance is of great interest to academics and practitioners alike. One of these "high commitment" strategies, namely employee involvement, has been an important HR strategy for the NHS in the UK. Originality/value: Other organisations can learn from the findings by implementing the successful parts. © Emerald Group Publishing Limited.

Matching human resource and corporate strategies

Increasing use of the term, Strategic Human Resource Management (SHRM), reflects the recognition of the interdependencies between corporate strategy, organization and human resource management in the functioning of the firm. Dyer and Holder (1988) proposed a comprehensive Human Resource Strategic Typology consisting of three strategic types--inducement, investment and involvement. This research attempted to empirically validate their typology and also test the performance implications of the match between corporate strategy and HR strategy. Hypotheses were tested to determine the relationships between internal consistency in HRM sub-systems, match between corporate strategy and HR strategy, and firm performance. Data were collected by a mail survey of 998 senior HR executives of whom 263 returned the completed questionnaire. Financial information on 909 firms was collected from secondary sources like 10-K reports and CD-Disclosure. Profitability ratios were indexed to industry averages. Confirmatory Factor Analysis using LISREL provided support in favor of the six-factor HR measurement model; the six factors were staffing, training, compensation, appraisal, job design and corporate involvement. Support was also found for the presence of a second-order factor labeled "HR Strategic Orientation" explaining the variations among the six factors. LISREL analysis also supported the congruence hypothesis that HR Strategic Orientation significantly affects firm performance. There was a significant associative relationship between HR Strategy and Corporate Strategy. However, the contingency effects of the match between HR and Corporate strategies were not supported. Several tests were conducted to show that the survey results are not affected by non-response bias nor by mono-method bias. Implications of these findings for both researchers and practitioners are discussed. ^

An Empirical Investigation of the Relationships among Climate, Capabilities, and Unit Performance

For the current study, the authors examined the relationships among two dimensions of organizational climate and several indices of individual- and unit-level effectiveness. Specifically, the article proposes that an organization ’s service and training climate would be related to employee capabilities—operationalized in terms of frontline service capabilities and managerial support capabilities—and that such capabilities would be related to unit- level measures of employee turnover and sales growth. Using survey and operational data from 201 management and frontline staff members in 22 units of a national restaurant chain, the results from correlation and regression analyses generally supported the proposed relationships. This study replicates and extends previous research and provides a foundation for future conceptual development and empirical work in this research area.

Competence foresight: linking the identification of HR competences and competence management alignment with business strategy

The objective of this study was to increase understanding of the link between the identification of required HR competences and competence management alignment with business strategy in a Finnish, global company employing over 8,000 people and about 100 HR professionals. This aim was approached by analyzing the data collected in focus group interviews using a grounded theory method and in parallel reviewing the literature of strategic human resource management, competence-based strategic management, strategy and foresight. The literature on competence management in different contexts dismisses in-depth discussions on the foresight process and individuals are often forgotten in strategic frameworks. However, corporate foresight helps in the detection of emerging opportunities for innovations and in the implementation of strategy. The empirical findings indicate a lack of strategic leadership and an alignment with HR and business. Accordingly, the most important HR competence areas identified were the need for increasing business understanding and enabling change. As a result, the study provided a holistic model for competence foresight, which introduces HR professionals as strategic change agents in the role of organizational futurists at the heart of the company: facilitating competence foresight and competence development on individual as well as organizational levels, resulting in an agile organization with increased business understanding, sensitive sensors and adaptive actions to enable change.

Field Evaluation of Cold In-Place Recycling of Asphalt Concrete, HR-303, 1993

The average thickness of the existing asphalt cement concrete (ACC) along route E66 in Tama County was 156 mm (6.13 in.). The rehabilitation strategy called for widening the base using the top 75 mm (3 in.) of the existing ACC by a recycling process involving cold milling and mixing with additional emulsion/rejuvenator. The material was then placed into a widening trench and compacted to match the level of the milled surface. The project had the following results: (1) Cold recycled ACC pavement provided adequate pavement structure for a low volume road; (2) Premature cracking of the ACC in the widened pavement area was caused by compaction of the mix over a saturated subgrade; and (3) Considerably less transverse and longitudinal cracking was observed with 75 mm (3 in.) of cold recycled ACC and a 50 mm (2 in.) hot mix ACC overlay than with a conventional hot mix overlay with no cold recycling. More research should be done on efficient construction procedures and incorporating longer test sections for proper evaluation.

Alternatives for Rural Roads, HR-242, 1989

Much of the nation's rural road system is deteriorating. Many of the roads were built in the 1880s and 1890s with the most recent upgrading done in the 1940s and 1950s. Consequently, many roads and bridges do not have the capacity for the increased loads, speed, and frequent use of today's vehicles. Because of the growing demands and a dense county road system (inherited from the land settlement policies two centuries ago), revenue available to counties is inadequate to upgrade andmaintain the present system. Either revenue must be increased - an unpopular option - or costs must be reduced. To examine cost-saving options, Iowa State University conducted a study of roads and bridges in three 100 square mile areas in Iowa: • A suburban area • A rural area with a large number of paved roads, few bridges, and a high agricultural tax base and •A more rural area in a hilly terrain with many bridges and gravel roads, and a low agricultural tax base. A cost-benefit analysis was made on the present road system in these areas on such options as abandoning roads with limited use, converting some to private drives, and reducing maintenance on these types of roads. In only a few instances does abandonment of low traffic volume roads produce cost savings for counties and abutting land owners that exceed the additional travel costs to the public. In this study, the types of roads that produced net savings when abandoned were: • A small percentage (less than 5 percent) of the nonpaved county roads in the suburban area. However, net savings were very small. Cost savings from reducing the county road system in urbanized areas are very limited. • Slightly more than 5 percent of the nonpaved county roads in the most rural area that had a small number of paved county roads. • More than 12 percent of the nonpaved roads in the rural area that had a relatively large number of paved county and state roads. Converting low-volume roads to low-maintenance or Service B roads produces the largest savings of all solutions considered. However, future bridge deterioration and county liability on Service B roads are potential problems. Converting low-volume roads to private drives also produces large net savings. Abandonment of deadend roads results in greater net savings than continuous roads. However, this strategy shifts part of the public maintenance burden to land owners. Land owners also then become responsible for accident liability. Reconstruction to bring selected bridges with weight restrictions up to legal load limits reduces large truck and tractor-wagon mileage and costs. However, the reconstruction costs exceeded the reduction in travel costs. Major sources of vehicle miles on county roads are automobiles used for household purposes and pickup truck travel for farm purposes. Farm-related travel represents a relatively small percent of total travel miles, but a relatively high percentage of total travel costs.

The Local Rural Road System: Alternative Investment Strategies, HR-242, 1989

A benefit-cost analysis was used to examine the effects of alternative investment strategies on the local rural road system. The study first estimated the change in costs to the traveling public of various investment strategies, then compared the change for each investment strategy to the cost of implementing that strategy on the county rural road system. The basic purpose of this study was to develop guidelines for local supervisors and engineers in evaluating investment or disinvestment proposals, and to provide information to state legislatures in developing local rural road and bridge policies. Three case study areas of 100 sq mi each were selected in Iowa. A questionnaire was used to collect data from farm and non-farm residents in the study areas. Data were obtained on the number of 1982 trips by origin, destination, and type of vehicle.

Field Evaluation of Cold In-Place Recycling of Asphalt Concrete, HR-303, Construction Report, 1990

There are still many vintage portland cement concrete (PCC) pavements, 18 ft wide (5.4 m), dating back to pre-World War II era in use today. Successive overlays have been placed to cover joints and to improve rideability. The average thickness of the existing asphalt cement concrete (ACC) along route E66 in Tama County, Iowa, was 6.13 in. (15.6 cm). The rehabilitation strategy called for widening the base using the top 3 in. (7.6 cm) of the existing ACC by a recycling process involving cold milling and mixing with additional emulsion/rejuvenator. The material was then placed into a widening trench and compacted to match the level of the milled surface. This project was undertaken to develop a rehabilitation methodology to widen these older pavements economically and to have a finished surface capable of carrying traffic with little or no additional work.

An improved strategy for evaluating the extent of chronic arterial baroreceptor denervation in conscious rats

There is no index or criterion of aortic barodenervation, nor can we differentiate among rats that have suffered chronic sham, aortic or sino-aortic denervation. The objective of this study was to develop a procedure to generate at least one quantitative, reproducible and validated index that precisely evaluates the extent of chronic arterial barodenervation performed in conscious rats. Data from 79 conscious male Wistar rats of about 65-70 days of age with diverse extents of chronic arterial barodenervation and used in previous experiments were reanalyzed. The mean arterial pressure (MAP) and the heart rate (HR) of all rats were measured systematically before (over 1 h) and after three consecutive iv bolus injections of phenylephrine (PHE) and sodium nitroprusside (SNP). Four expressions of the effectiveness of barodenervation (MAP lability, PHE ratio, SNP ratio, and SNP-PHE slope) were assessed with linear fixed models, three-level average variance, average separation among levels, outlier box plot analysis, and overlapping graphic analysis. The analysis indicated that a) neither MAP lability nor SNP-PHE slope was affected by the level of chronic sodium intake; b) even though the Box-Cox transformations of both MAP lability [transformed lability index (TLI)] and SNP-PHE slope [transformed general sensitivity index (TGSI), {((3-(ΔHRSNP-ΔHRPHE/ΔMAPSNP-ΔMAPPHE))-0.4-1)/-0.04597}] could be two promising indexes, TGSI proved to be the best index; c) TLI and TGSI were not freely interchangeable indexes for this purpose. TGSI ranges that permit differentiation between sham (10.09 to 11.46), aortic (8.40 to 9.94) and sino-aortic (7.68 to 8.24) barodenervated conscious rats were defined.

The Role of HR Management in the Corporate Matrix System

The successful performance of company in the market relates to the quality management of human capital aiming to improve the company's internal performance and external implementation of the core business strategy. Companies with matrix structure focusing on realization and development of innovation and technologies for the uncertain market need to select thoroughly the approach to HR management system. Human resource management has a significant impact on the organization and use a variety of instruments such as corporate information systems to fulfill their functions and objectives. There are three approaches to strategic control management depending on major impact on the major interference in employee decision-making, development of skills and his integration into the business strategy. The mainstream research has focus only on the framework of strategic planning of HR and general productivity of firm, but not on features of organizational structure and corporate software capabilities for human capital. This study tackles the before mentioned challenges, typical for matrix organization, by using the HR control management tools and corporate information system. The detailed analysis of industry producing and selling electromotor and heating equipment in this master thesis provides the opportunity to improve system for HR control and displays its application in the ERP software. The results emphasize the sustainable role of matrix HR input control for creating of independent project teams for matrix structure who are able to respond to various uncertainties of the market and use their skills for improving performance. Corporate information systems can be integrated into input control system by means of output monitoring to regulate and evaluate the processes of teams, using key performance indicators and reporting systems.