The Role of Corporate HR Functions In Multinational Corporations: The Interplay Between Corporate, Regional/National And Plant Level

The HR literature has been abundant in providing typologies of the roles of HR professionals in their organisation. These typologies are largely related to the changing nature of HRM over time, and the context in which empirical work was carried out. In this paper we focus on the context of the increasing internationalisation of firms and how this has an effect upon modern-day typologies of HR roles. We explore these roles by focusing on the way in which HRM practices come about. Especially in a MNC setting of increasing internationalisation of firms the issues of coordination, shared learning and standardisation versus leeway for adapting to the local context (customisation) are prominent. These issues present themselves both at the corporate and regional level and at the national and local (plant) level. On all these levels HR practitioners are active and find themselves amidst the interplay of both (de-)centralisation and standardisation versus customisation processes. This paper thus explores the way in which HR practices come into being and how they are implemented and coordinated. These insights help us understand further the roles of international corporate HR functions that are being identified. Our data is based on 65 interviews, which were held (as part of larger study of HR-function excellence) with HR managers, line managers and senior executives of six multinational companies in eight countries from September to December 2004. This data reveals new classifications of processes by which HR activities are developed, implemented and coordinated, both in terms of who is involved and how these processes are carried out

The role of strategic groups in understanding strategic human resource management

Purpose – This article explores how understanding the challenges faced by companies’ attempts to create competitive advantage through their human resources and HRM practices can be enhanced by insights into the concept of strategic groups within industries. Based within the international hotel industry this study identifies how strategic groups emerge in the analysis of HRM practices and approaches. It sheds light on the value of strategic groups as a way of readdressing the focus on firm and industry level analyses. Design Methodology/Approach – Senior human resource executives and their teams across eight international hotel companies (IHCs) were interviewed in corporate and regional headquarters, with observations and the collection of company documentation complementing the interviews. Findings – The findings demonstrate that strategic groups emerge from analysis of the HRM practices and strategies used to develop hotel general managers (HGMs) as strategic human resources in the international hotel industry. The value of understanding industry structures, dynamics and intermediary levels of analysis are apparent where specific industries place occupational constraints on their managerial resources and limit the range of strategies and expansion modes companies can adopt. Research limitations/implications - This study indicates that further research on strategic groups will enhance the theoretical understanding of strategic human resource management (SHRM) and specifically the forces that act to constrain the achievement of competitive advantage through human resources. A limitation of this study is the dependence on the human resource divisions’ perspectives of realising international expansion ambitions in the hotel industry. Practical implications - This study has implications for companies’ engagement with their executives’ perceptions of opportunities and threats, and suggests companies will struggle to achieve competitive advantage where such perceptions are consistent with their competitors. Originality/value - Developments in strategic human resource management have relied upon the conceptual and theoretical developments in strategic management, however, an understanding of the impact of strategic groups and their shaping of SHRM has not been previously explored

The Role of Corporate HR Funcitons in MNCs: The Interplay Between Corporate, Regional/National and Plant Level

The HR literature has been abundant in providing typologies of the roles of HR professionals in their organisation. These typologies are largely related to the changing nature of HRM over time, and the context in which empirical work was carried out. In this paper we focus on the context of the increasing internationalisation of firms and how this has an effect upon modern-day typologies of HR roles. We explore these roles by focusing on the way in which HRM practices come about. Especially in a MNC setting of increasing internationalisation of firms the issues of coordination, shared learning and standardisation versus leeway for adapting to the local context (customisation) are prominent. These issues present themselves both at the corporate and regional level and at the national and local (plant) level. On all these levels HR practitioners are active and find themselves amidst the interplay of both (de-)centralisation and standardisation versus customisation processes. This paper thus explores the way in which HR practices come into being and how they are implemented and coordinated. These insights help us understand further the roles of international corporate HR functions that are being identified. Our data is based on 65 interviews, which were held (as part of larger study of HR-function excellence) with HR managers, line managers and senior executives of six multinational companies in eight countries from September to December 2004. This data reveals new classifications of processes by which HR activities are developed, implemented and coordinated, both in terms of who is involved and how these processes are carried out

CRIBs (Climate Relevant Innovation-system Builders): policy recommendations on fostering national systems of innovation under the UNFCCC

National systems of innovation (NSIs) provide the context within which all processes of technology development, transfer and uptake occur - they refer to the network of actors (e.g. firms, universities, research institutes, government departments, NGOs) within which innovation occurs, and the strength and nature of the relationships between them. Nurturing NSIs in relation to climate technologies provides a powerful new focus for international policy with potential to underpin more sustained and widespread development and transfer of climate technologies. This working paper builds on an invited presentation by one of the authors at a workshop on NSIs convened by the Technology Executive Committee (TEC) of the United Nations Framework Convention on Climate Change (UNFCCC). It identifies policy recommendations for consideration of the TEC. The intention is both to inform possible recommendations by the TEC to the UNFCCC Conference of the Parties (COP) and to highlight potential areas for future work that the TEC could undertake on this issue

CRIBs (Climate Relevant Innovation-system Builders): an effective way forward for international climate technology policy

National systems of innovation (NSIs) provide the context within which all processes of technology development, transfer and uptake occur - they refer to the network of actors (e.g. firms, universities, research institutes, government departments, NGOs) within which innovation occurs, and the strength and nature of the relationships between them. Nurturing NSIs in relation to climate technologies provides a powerful new focus for international policy with potential to underpin more sustained and widespread development and transfer of climate technologies. This working paper builds on an invited presentation by one of the authors at a workshop on NSIs convened by the Technology Executive Committee (TEC) of the United Nations Framework Convention on Climate Change (UNFCCC). It identifies policy recommendations for consideration of the TEC. The intention is both to inform possible recommendations by the TEC to the UNFCCC Conference of the Parties (COP) and to highlight potential areas for future work that the TEC could undertake on this issue

Strategic human resource management: insights from the international hotel industry

In the strategic human resource management (SHRM) field three approaches have dominated, namely, the universal or best-practice, best-fit or contingency and resource-based view (RBV). This study investigates evidence for the simultaneous or mixed adoption of these approaches by eight case study firms in the international hotel industry. Findings suggest there is considerable evidence of the combined use of the first two approaches but that the SHRM RBV approach was difficult to achieve by all companies. Overall, gaining differentiation through SHRM practices was found to be challenging due to specific industry forces. The study identifies that where companies derive some competitive advantage from their human resources and HRM practices they have closely aligned their managers’ expertise with their corporate market entry mode expertise and developed some distinctive, complex and integrated HRM interventions, which have a mutually reinforcing effect

Reflections on the EU objectives in addressing aggressive tax planning and harmful tax practices Final Report. CEPS Report November 2019

This Report analyses the EU’s instruments to tackle aggressive tax planning and harmful tax practices. Based on desk research, interviews with stakeholders and expert assessments, it considers the coherence, relevance, and added value of the EU’s approach. The instruments under analysis are found to be internally coherent and consistent with other EU policies and with the international tax agenda, in particular with the OECD/G20 BEPS framework. The Report also confirms the continued relevance of most of the original needs and problems addressed by the EU’s initiatives in the field of tax avoidance. There is also EU added value in having common EU instruments in the field to bolster coordination and harmonise the implementation of tax measures. One cross-cutting issue identified is the impact of digitalisation on corporate taxation. Against this background, the Report outlines potential improvements to the EU tax strategy such as: making EU tax systems fit for the digital era; leading the international debate on tax avoidance; enabling capacity building in Member States and developing countries; strengthening tax good governance in third countries; ensuring a consistent approach at home and abroad; achieving a level playing field for all companies; and increasing tax certainty and legal certainty

Staying on Track from Paris: Advancing the Key Elements of the Paris Agreement

The Paris Agreement adopted in December 2015 provides essential building blocks for universal action to address climate change. Now, much work is needed to breathe life into the provisions and commitments of the Agreement in order to realize the globally agreed vision to limit temperature rise, build the ability to adapt to climate impacts, and align financial flows toward zerocarbon and climate-resilient development. The Parties to the United Nations Framework Convention on Climate Change (UNFCCC) must continue to cooperate effectively to unpack and clarify the key tasks and activities outlined in the Agreement in order to provide a well-defined pathway to implementation. This paper takes an in-depth look at the Paris Agreement, highlighting important outcomes and the tasks and activities that now need to be undertaken to elaborate and develop the critical rules and processes under the Agreement. Ensuring that these rules and processes are strong and effective will be essential to promoting ambitious climate action and accelerating it in the coming years

Improving technology transfer through national systems of innovation: climate relevant innovation-system builders (CRIBs)

The Technology Executive Committee (TEC) of the United Nations Framework Convention on Climate Change (UNFCCC) recently convened a workshop seeking to understand how strengthening national systems of innovation (NSIs) might help to foster the transfer of climate technologies to developing countries. This article reviews insights from the literatures on Innovation Studies and Socio-Technical Transitions to demonstrate why this focus on fostering innovation systems has potential to be more transformative as an international policy mechanism for climate technology transfer than anything the UNFCCC has considered to date. Based on insights from empirical research, the article also articulates how the existing architecture of the UNFCCC Technology Mechanism could be usefully extended by supporting the establishment of CRIBs (climate relevant innovation-system builders) in developing countries – key institutions focused on nurturing the climate-relevant innovation systems and building technological capabilities that form the bedrock of transformative, climate-compatible technological change and development

Collaborative research and development (R&D) for climate technology transfer and uptake in developing countries: Towards a needs driven approach

While international cooperation to facilitate the transfer and uptake of climate technologies in developing countries is an ongoing part of climate policy conversations, international collaborative R&D has received comparatively little attention. Collaborative R&D, however, could be a potentially important contributor to facilitating the transfer and uptake of climate technologies in developing countries. But the complexities of international collaborative R&D options and their distributional consequences have been given little attention to date. This paper develops a systematic approach to informing future empirical research and policy analysis on this topic. Building on insights from relevant literature and analysis of empirical data based on a sample of existing international climate technology R&D initiatives, three contributions are made. First, the paper analyses the coverage of existing collaborative R&D efforts in relation to climate technologies, highlighting some important concerns, such as a lack of coverage of lower-income countries or adaptation technologies. Second, it provides a starting point for further systematic research and policy thinking via the development of a taxonomic approach for analysing collaborative designs. Finally, it matches characteristics of R&D collaborations against developing countries’ climate technology needs to provide policymakers with guidance on how to Configure R&D collaborations to meet these needs