Globalisation of HR at Function Level: Exploring the Issues Through International Recruitment, Selection and Assessment Processes

Much of the debate around convergence-divergence is based around comparative analysis of HR systems. However, we need now to combine these insights with work in the field of IHRM on firm-level motivations to optimise, standardise and export HR models abroad. A series of the changes are being wrought on a range of IHRM functions – recruitment, global staffing, management development and careers, and rewards - by the process of globalisation highlighting the difference between globally standardised, optimised or localised HR processes. This paper reports on a study of firm-level developments in international recruitment, selection and assessment, drawing upon an analysis of four case studies each conducted in a different context. Organisations are building IHRM functions that are shifting from the management of expatriation towards supplementary services to the business aimed at facilitating the globalisation process, and this involves capitalising upon the fragmentation of international employees. As HR realigns itself in response to this process of within-function globalisation (building new alliances with other functions such as marketing and IS) the new activity streams that are being developed and the new roles and skills of the HR function carry important implications for the study of convergence and divergence of IHRM practice. Globalisation at firm level revolves around complexity, and this is evidenced in two ways: first, the range of theory that we have to draw upon, and the competing issues that surface depending on the level of analysis that is adopted; and second, the different picture that might emerge depending upon the level of analysis that is adopted. This paper shows that although the field of IHRM has traditionally drawn upon core theories such as the resource-based view of the firm, relational and social capital, and institutional theory, once the full range of resourcing options now open to IHRM functions are considered, it is evident that we need to incorporate both more micro theory, as well as insights from contingent fields in order to explain some of the new practices that are emerging

What is Strategic Competence and Does it Matter? Exposition of the Concept and a Research Agenda

Drawing on a range of theoretical and empirical insights from strategic management and the cognitive and organizational sciences, we argue that strategic competence constitutes the ability of organizations and the individuals who operate within them to work within their cognitive limitations in such a way that they are able to maintain an appropriate level of responsiveness to the contingencies confronting them. Using the language of the resource based view of the firm, we argue that this meta-level competence represents a confluence of individual and organizational characteristics, suitably configured to enable the detection of those weak signals indicative of the need for change and to act accordingly, thereby minimising the dangers of cognitive bias and cognitive inertia. In an era of unprecedented informational burdens and instability, we argue that this competence is central to the longer-term survival and well being of the organization. We conclude with a consideration of the major scientific challenges that lie ahead, if the ideas contained within this paper are to be validated

Insights into number: Developing flexible mental mathematics

The ability to use flexible strategies when faced with a calculation to do ‘in the head’ is important to acquire. Many children who rely on remembered facts and standard procedures are limited in their approaches to mental computation. Teaching that develops insights, awareness, and connections appears to give this important flexibility and enable children to make sensible and effective choices of calculating strategies

Calculator use in Western Australian primary schools

There are very few issues in mathematics teaching over the past twenty five years which have caused so much debate among teachers, parents and the community than the use of calculators in primary schools. Letters to newspapers, magazine articles and public comment often express the opinion that the apparent decline in the ability of young people to calculate, even simple computations, is a direct result of the use of calculators in schools. Anecdotal evidence in the form of reports from teaching practice students, personal observation in schools and comments from teachers suggests there is, in fact, very little calculator use in primary classrooms. Where a calculator is used it is for checkil1.g work- an electronic answer book - or for trivial activities, for example to make words appear on the display. No concerted, planned, integrated use as outlined by the Statement on the Use of Calculators and Computers for Mathematics in Australian Schools (AAMT, 1996) or the previous National statement on the use of calculators for mathematics in Australian schools (AAMT, 1987) has been observed at this anecdotal level. So if there is little or no calculator use in primary mathematics classes, what is the cause of this so-called decline in numeracy standards? Debate on this is left to another time

Easy money in FTR auctions

Resource /Energy Economics and Policy, Risk and Uncertainty,

Impact of work values and ethics on citizenship and task performance in local and foreign invested firms: a test in a developing country context

This study examines the impact of work values and individual characteristics on organisational citizenship behaviour (OCB) and task performance (TP). A theoretical foundation was developed in order to use work values and ethics as antecedents of OCB. Using five work related values orientations and 416 responses from Sri Lankan manufacturing sector employees, it is found that gender, employment category, and level of education influence citizenship performance. Importantly, the impact of work values on OCB is found to be more significant than that of demographic factors, with three dimensions (work norms, work ethics, and intrinsic values) found to be significant in influencing OCB. Differences between foreign invested firms and local firms are also found with regard to the impact of demographic factors and work values on OCB. Overall, the study contributes to theories and application of work values and OCB

A historical analysis of critiques in the talent management debate

Current debates around talent management echo previous concern about the development of the field of IHRM. This paper uses historical analysis to examine two questions: has the field followed a logical progression and process of increasing coherence; and has its narrative been shaped in ideological ways? It identifies six concepts that guided and enabled the subsequent development of the talent management field. It shows how a selection of these ideas were re-packaged through the introduction of new notions to build two competing narratives: a star performer perspective and a human capital management perspective. It examines the progressive critiques and problems that then had to be solved to address these concerns. There is evidence of periodic ideological re-interpretations of talent management but there has nonetheless been a logical, progressive and issues-driven evolution of ideas in the field into which the current critical perspectives must now be fitted

Bookmakers and a Duty of Care: Customers’ Views in England

This paper focuses on customers’ views on the extent that bookmakers and individuals are responsible for a duty of care. 72 participants from seven bookmakers in one city in England were interviewed that illustrates customers expect bookmakers to take ‘reasonable steps’ to avoid exploiting all customers. However, the customers’ views recorded in this paper illustrate a range of views on what a duty of care should actually comprise with differences of opinion on the level of bookmakers and individuals level of responsibility, dealing with intoxicated customers, illegal gambling, prevention of excessive and problem gambling and self-exclusion