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 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

Feeding Ourselves Thirsty: How the Food Sector is Managing Global Water Risks

The global food sector faces extraordinary risks from the twin challenges of water scarcity and water pollution. Growing competition for water, combined with weak regulations, failing infrastructure, pollution and climate change impacts threaten the sector's water security and contribute to a water availability emergency that was recently ranked the world's "top global risk" by the World Economic Forum.This report examines how water risks affect the profitability and competitive positioning of 37 major food sector companies in four industries: packaged food, beverage, meat and agricultural products. It evaluates and ranks these companies -- the majority of which are U.S. domiciled and publicly-traded -- on how well they are positioned to anticipate and mitigate these risks, as well as contribute to improved water resource management.The report provides recommendations for how analysts and investors can effectively evaluate food sector companies on their water risk exposure and management practices. It also provides recommendations for how food companies can improve water efficiency and water quality across their operations and supply chains to reduce risks and protect water resources

The politics of innovation: why innovations need a godfather

Innovation is closely linked to the development of technology. Hence it is often assumed that when an innovation fails it is the technology that is at fault. While this may be true in many instances, there are occasions when it is not the technology that is at fault, rather, it is managerial and organisational aspects that cause problems and lead to failure. Studies have shown that individuals who take on specific roles can play an important part in avoiding these problems. These roles include the technological gatekeeper, the product champion and the sponsor/coach. In addition to these roles, this paper argues that there is another, namely that of godfather. With this role a highly respected, senior figure within an organisation provides support that is critical in ensuring the project overcomes the hurdles that lie in the path of any major new development. The nature of the godfather role is explored through three case studies. These provide examples of the role and show how it can facilitate the innovation process

Learning Technological Capability for Vietnam's Industrial Upgrading: Challenges of the Globalization.

The paper discusses technological capabilities in Vietnamese industry considering mainly the role of foreign companies. The support of technological change is limited by specific disadvantages of Vietnamese environment, mainly insufficient organizational and legal shortcomings. Thus the connections between foreign and local companies did not produce expected results. The diffusion of technological skills takes place via training process, transfer of tacit and codified knowledge, spillover to local partners and influence absorption capacity of the local market. The cases of ten foreign companies from five different countries are presented. Major conclusions underline the threats of global operations of international companies when they are not supported by enlightened policies of companies and governments in host countries on one side and present the opportunities for these countries economy on the other.FDI; Joint-ventures; technology spillover; technological capabilities; tacit knowledge; low-cost-labor-trap; value chain; technical change

Creating Shared Value in India: How Indian Corporations Are Contributing to Inclusive Growth While Strengthening Their Competitive Advantage

Leading companies are finding new ways to accelerate growth and increase competitive advantage through innovative business models that meet societal needs at scale. These companies are "creating shared value" by using their core business processes and practices to enhance the competitiveness of companies while improving social and environmental conditions. The concept of Creating Shared Value (CSV) was introduced by the co-founders of FSG, Harvard Business School professor Michael Porter and senior fellow at the Harvard Kennedy School Mark Kramer, in several Harvard Business Review articles (most recently in January/February 2011). FSG's research in India has identified a number of highly innovative examples of shared value. In this paper, we highlight these examples and call on corporations, especially our largest ones, to lead the charge toward a strategy for growth that benefits all our citizens

The Cost of Managing Intangibles in Global Markets

Intangibles are often become the most critical resources for businesses in global competitive markets. Thus, intangible assets and goods must be managed adopting specific strategies that determine costs with different patterns over time: expenses (with a short term span) and investments (with a medium to long term span) and with different underling explications (discretional and causal costs).Intangible Assets, Global Competition, Brand, Brand Equity Patent, Trademark DOI:http://dx.doi.org/10.4468/2010.2.05corniani

Faktor-Faktor Kunci Kesuksesan Implementasi Manajemen Pengetahuan Pada PT Unilever Indonesia Tbk.

Social environment provides organization capability in knowledge creation, transfer and implementation which leading the company into successful knowledge management by providing competitive human capital. PT. Unilever Indonesia, Tbk as successful Indonesian company in Knowledge Management was awarded the Most Admired Knowledge Enterprise (MAKE) in Asia from 2005 until 2009. The study objectives are 1) to identify knowledge management implementation 2) to analyze the gap between perceived and actual implementation factors in knowledge management 3) to analyze social environment success factor in knowledge management implementation. The primary data collection methods were using questionnaires from 86 respondents and in depth interview with Learning Specialist of PT. Unilever Indonesia, Tbk, and secondary data were collected from journals, books, company annual year reports and other related literatures. There were five knowledge management implementation approaches used by the company: human resources development, learning environment as a culture, stakeholders\u27 knowledge as one of resources, community education and supported infrastructure and facilities. Statistical analysis showed there is no gap between perceived and actual implementation factors in knowledge management. And trust, autonomy, involvement and empowerment were the social environment key success factors in knowledge management implementation