Transcript HRM practices

HRM practices and MNC
knowledge transfer
Dana B. Minbaeva
1
Abstract
2
3
Introduction
HRM
5
4
6
Data
Panelist
Black Box
7
&
Method
Results
Measures
8
Conclusions
9
Questions
Purpose
Design/methodology/approach
HRM
&
knowledge transfer
within MNCs.
Hypotheses
Findings
two groups of HRM
Keywords
Panelist
Implications
Originality
additional
research is needed
HRM
&
knowledge transfer
within MNCs.
KM
MNC
HRM
Literature
characteristics of that knowledge、knowledge sources、
knowledge senders、knowledge receivers
the transformation of the HRM system and
identified the support to the process of organizational
learning as the key strategic task facing
the HRM function
in many MNCs today
Panelist
HRM practices and knowledge-related
outcomes are associated
bringing knowledge transfer and HRM together
What HRM practices?
Human resource planning
Performance appraisal
Reward systems
Career management
Panelist
Which combinations of HRM practices?
conceptual
cluster analysis
factor analytic
Developing absorptive capacity of knowledge receivers
HRM practices [absorptive capacity
of knowledge receivers]
Panelist
H1
degree of knowledge transfer
Supporting learning environment
HRM practices [Supporting learning
environment]
Panelist
H2
degree of knowledge transfer
complementarity
H3a
H3b
HRM practices
[absorptive capacity
of knowledge receivers
as a system of mutually
reinforcing practices]
HRM practices
[Supporting learning
environment as a
system of mutually
Panelist
reinforcing
practices]
degree of knowledge transfer
H3c
HRM practices [Both
capacity and
environment as a
system of mutually
reinforcing practices]
Data
data set of the subsidiaries of Danish MNCs
two or more subsidiaries abroad
employ more than 30 employees
The final data set consisted of 305
Danish subsidiaries located in Europe, Asia, and North America.
Panelist
Method
web-based questionnaire survey methodology
The resulting data set consisted of 92 subsidiaries (response rate
of 30 percent). The subsidiaries were located in the USA, China,
Germany, Sweden, the UK, Russia, Poland, France,
Sri Lanka, India, and Portugal
Dependent
Independent
Staffing
Promotion
Compensation
Performance appraisal
Corporate socialization
Mechanisms
Flexible working practices
Degree of
knowledge transfer
(DoKT)
Panelist
Panelist
Panelist
H1
H2
H3a
H3b
H3c
Panelist
limitations
only two
mediating
variables
Survey
response
bias
the use
of control
variables
KeywordsPanelist
Originality
Thanks in advance
Panelist