Markov-Chain Analysis of Internal Manpower Supply

The separation of manpower forecasting into a demand forecast and a supply forecast emphasizes that each depends on quite different sources of information. The demand forecast is based primarily on an estimate of sales, which is then transformed into the number and type of personnel needed to produce and sell the company's products. The information for forecasting internal supply can often be treated as if it were independent of the external environment and is often available within the firm. If a matrix representing the probability of transition from one job classification to another can be prepared for the relevant classifications, Markov-chain theory can be used to generate a forecast of internal manpower supply.     

Economic compensation compositions preferred by R&D personnel of different R&D types and intrinsic values

In order to enhance R&D performance, R&D managers make sure that R&D personnel are satisfied with their compensation, both economic and non–economic . An R&D compensation scheme would consist of many complex factors. In this research, we focus on 'compensation composition' as such a factor for the economic compensation system, i.e., the mix of compensation components such as team (or organization) performance based, individual (R&D personnel) performance based, and fixed (seniority based) portion of economic compensation. As part of non–economic compensation, intrinsic values such as social status and self–actualization perceived by the R&D personnel are influencing their level of satisfaction with the entire compensation system. Another critical factor we consider here is the difference in R&D types: there are three R&D types, i.e., basic, applied , and commercial R&D . We put forth two sets of propositions. First, there is statistically significant correlation among R&D personnel's job satisfaction, performance measurement satisfaction, and compensation satisfaction. Second, depending on the types of their R&D activities, R&D personnel prefer a certain composition of economic compensation. In addition, the relationships are mediated by whether the R&D personnel feel intrinsic values of their jobs.     

Problems of R&D manpower in India

Abstract
Manpower Planning is important in R&D organizations. If one examines the budget of a research institute in any part of the world, one would find that 60–70% of the expenditure is incurred on staff salaries and benefits. Of course, manpower planning is beset with problems. This paper deals with: (i) lack of literature; (ii) scientific manpower statistics; (iii) recruitment; (iv) unemployment of S&T personnel; (v) brain drain; (vi) internal brain drain; and (vii) suggestions.     

The effectiveness of different mechanisms for integrating marketing and R&D

The integration of marketing and R&D is a major concern for companies that want to improve their new product performance (NPP). For this integration, companies are using mechanisms such as physical proximity, cross-functional teams, and job rotation. This study examines the effectiveness of these mechanisms by developing a model that distinguishes between indirect effects of mechanisms on NPP (i.e., through a higher level of integration) and direct effects. The model is tested with data collected from 148 pharmaceutical companies. We were able to measure and compare the effectiveness of seven different integration mechanisms, which produced insights that are interesting and relevant for theory as well as practice.
We found that housing marketing and R&D closer to each other and using an influential cross-functional phase review board are the most effective mechanisms to foster integration. Equal remuneration and career opportunities for marketing and R&D and cross-functional teams are somewhat less effective, whereas personnel movement and informal social group events contribute little. ICT appears to be a very effective tool for enhancing NPP. ICT not only fosters integration between marketing and R&D, but it also has an independent direct positive effect on NPP. Through ICT the day-to-day communication between the different parties in the companies becomes much easier, and we think that this fosters the knowledge creation process within marketing and R&D. For cross-functional phase review boards we found a negative direct effect on NPP. Notwithstanding its strong positive effect on integration, a price is paid in terms of NPP. This may be related to the amount of formalization and complexity accompanying this mechanism.     

Why and how knowledge sharing matters for R&D engineers

This research explored how and why knowledge sharing matters for R&D engineers by investigating the effects of knowledge sharing on R&D engineer's job performance and job satisfaction. Based on multilevel data of 242 R&D engineers from 55 teams, the results showed that the relationships between knowledge sharing and R&D engineer's job performance/satisfaction were mediated through individual learning and self-efficacy. Individual learning was a necessary step for knowledge sharing to transform into individual knowledge, which in turn enhanced individual level outcomes. At the same time, individual learning enhanced self-efficacy, which subsequently benefited R&D engineer's job performance and job satisfaction. Finally, individual learning was found to be strongly related to individual job satisfaction.     

The Effects of Taxes and Organizational Variables on Research and Development Intensity

Prior research has failed to reach consensus on which variables explain private-sector research and development (R&D) spending. This study extends prior research explaining R&D spending of firms in the US private sector by regressing R&D intensity on a number of tax and organizational variables. COMPUSTAT data from 113 firms in 1994 are used to estimate the effects of the variables on R&D intensity (used interchangeably with R&D activity). Ordinary least square estimates indicate that firms that were eligible for the R&D credit had higher R&D activity than firms that were ineligible. R&D intensity is a decreasing function of both capital intensity and the debt to capital ratio. Neither management stockholding nor diversification strategy meaningfully influenced R&D activity. The reported results have implications regarding US tax policy towards the tax subsidy for R&D. The results also help to clarify prior findings regarding a number of organizational variables on R&D intensity. One implication of these results for US tax policy is that private sector R&D intensity can be meaningfully influenced by the level of tax subsidy.     

Using IT Effectively in R&D Management23—25 September 1996, IMD, Lausanne, Switzerland

The commercialization of biotechnology requires very serious and intense research capabilities. The pharmaceutical industry has been one of the early exploiters of biotechnology because of the existence of such capabilities. This feature has been observed worldover and the literature is replete with information on how firms have evolved various strategies to meet this requirement. The present paper is an attempt to assess the R&D capabilities in the pharmaceutical companies in India in the context of biotechnology commercialization. A study was made of the R&D capabilities of 33 companies. These companies represent 3 categories of the Indian industry: purely medicinal chemistry based pharmaceuticals; diversified (both medicinal chemistry and biotechnology); dedicated biotechnology companies. Discriminant analysis was performed (i) to understand the distinctiveness of the three groups of companies and (ii) to understand the characteristics of their R&D capabilities. With respect to eight of the ten chosen parameters like R&D intensity, skill intensity, linkages, output of R&D, size, age, R&D manpower as a proportion of total manpower and number of skilled R&D employees, the three groups are observed to be distinct from each other.     

A longitudinal study of the individual characteristics of effective R&D project team leaders

One hundred and eighteen project team leaders from five industrial research and development (R&D) organizations were studied to determine the individual characteristics that longitudinally predict leader effectiveness. Hypotheses generated from an interactionist framework and the theory of purposeful work behavior (Barrick et al., 2013 ) found an innovative orientation and job involvement to each predict 1-year later and 5-years later job performance ratings by immediate supervisors. Low need for clarity predicted 1-year later performance ratings. Self-esteem and job involvement each predicted 5-years later profitability of the project, and job involvement predicted project speed to market. As hypothesized, type of R&D work was found to be a moderator whereby an innovative orientation predicted 1-year and 5-years later job performance primarily for research projects, and a low need for clarity predicted 1-year later performance mainly for research projects. Implications for models of interactionism and leader effectiveness in R&D are discussed.     

The practice of R&D management: An empirical study of Korean firms

This paper presents an empirical study on the practice of R&D management in a Newly Industrializing Country, Korea. Based on a review of literature, a survey framework has been generated. The data were collected from 73 laboratories of Korean private companies through a structured questionnaire, via mail and additional telephone interviews in some cases. The major findings concerning R&D planning, R&D project management and evaluation, and R&D personnel management are described. In Korea, substantial efforts have been made in order to enhance the efficiency of R&D management, though the practice of R&D management is by now in the unstructured/flexible phase. Beyond this study, more detailed research on the R&D management of Newly Industrializing Countries is needed.     

The link between managerial style and the job characteristics of R&D professionals

Despite a growing body of evidence as to the importance of linking job design to supervisory practices, almost no empirical studies have been conducted on the issue specifically for R&D professionals. The effectiveness of supervisors should differ primarily with respect to their leadership styles. Data obtained from three major types of R&D organizations in Taiwan were used to examine how leadership styles affect the job characteristics of R&D professionals with personal attributes of professionals themselves as the concomitant variables. The leadership styles were defined in terms of a two dimensional construct with the supportive dimension focusing on enhancing relationship and participatory decision making, and the directive dimension emphasizing telling and directing to get tasks accomplished. The results supported most of the hypotheses proposed in the study. In particular, the high correlation of the supportive leadership style and overall job characteristics, across the three types of organizations in the test, demonstrates the importance of incorporating the role of supervision in the R&D job design. The findings have implications for enhancing the leadership effectiveness in managing R&D professionals. Such findings are not only important for R&D managers in newly industrialized countries, but are also valuable to their counterparts in industrialized countries.     

Forecasting Housing Markets: Lessons Learned

Forecasting changes in housing finance (instruments and institutions), housing demand (tenure, quantity, and real price), and housing production requires forecasting numerous exogenous factors—inflation, government policy, and demographic forces being the most obvious—and interpreting their impacts on the housing market. We use forecasts made over the last two decades to illustrate the importance of these variables and of interpreting their impacts appropriately.     

The growth and management of R&D outsourcing: evidence from UK pharmaceuticals

Outsourcing of research and development (R&D) activities has become a major management issue for R&D and technical managers within firms. It has also been of growing concern to academics who are trying to chart the implications of the increasingly distributed nature of research and innovative activities in advanced economies. This study is based on a survey of research-based pharmaceutical companies operating in the United Kingdom conducted in 2004–2006. The aim of this paper is to outline the main reasons for pharmaceutical firms to outsource R&D and the management practices followed by such companies in relation to outsourcing. The research results provide interesting findings in relation to, for example, the reasons behind outsourcing, the decision-making processes behind such practices and barriers to outsourcing arrangements. These issues are evaluated together with the characteristics of the firms and the specific project outsourced.     

MNE competence‐creating subsidiary mandates

The determinants of R&D intensity differ between subsidiaries in a multinational enterprise (MNE). Previous literature suggests that whether a subsidiary achieves a competence‐creating output mandate depends on the qualities of its location. R&D strategies in competence‐creating subsidiaries are supply‐driven while those in purely competence‐exploiting subsidiaries are demand‐driven. Using data on U.K. subsidiaries of non‐U.K. MNEs, we find that the level of subsidiary R&D depends on MNE group‐level and subsidiary‐level characteristics as well as locational factors. The R&D of mandated subsidiaries rises with acquisition, but for non‐mandated subsidiaries R&D falls upon acquisition. MNEs that grow through acquisition have more inter‐subsidiary R&D diversity. Copyright © 2005 John Wiley & Sons, Ltd.     

Relating management practices to job characteristics of R&D: The case of Taiwan

Based on a study of researchers in three major R&D industries in Taiwan, this article found that while both supportive and directive styles of management are important in the supervision of R&D processes, the supportive behavior seems to be more effective than the directive strategy in motivating research professionals at work. Data also indicated that the job characteristics of R&D may be significantly influenced by industrial conditions. The management differences between industries are explained in the features peculiar to each particular industry. Implications of the findings for enhancing the management effect are also discussed.The author is an Associate Professor, Department of Business Administration, National Cheng-Kung University, Tainan, Taiwan, R.O.C. All correspondence should be sent to this address.     

Real options valuation: the new frontier in R&D project evaluation?

The real options approach has recently received growing attention in R&D and Technology Management research. Recent empirical findings by Ellis (1997) and Busby and Pitts (1997) also report growing attention and use in practical investment decisions. However, there is a certain concern about the applicability to a wide range of R&D related problems. The theoretical base behind options valuation is derived from the capital markets and thus assumes market conditions that are closer to the theoretical construct of 'perfect competition' than most other settings. Even under these conditions, several assumptions made and difficulties left are subject to controversial discussions. Of course these problems even gain importance when the R&D environment with its discontinuities and lack of regulation or institutionalized trade is assumed. This paper describes some basic properties of the real options approach and sheds light on existing problems for the application in R&D project evaluation. On the other hand, roads to application of the method are shown using the Geske model of option evaluation. One main goal of the paper is to broaden and deepen the discussion on real option models in R&D and Technology Management, which has in some cases been limited to stressing the advantages of the method rather than reflecting on applicability and concrete way of application of the method.     

Incentives for employed inventors: an empirical analysis with special emphasis on the German Law for Employee's Inventions

This paper evaluates the use of incentive systems in R&D to stimulate the motivation potential of R&D personnel. Special emphasis is given to the German Employee's Inventions Act, enacted in 1957 which is applicable to all enterprises under German law and provides guidelines for a mandatory compensation of employed inventors. The law's major content, its advantages and disadvantages are presented and discussed in detail. It is shown that the general consensus in industry is unfavourable to the German Act. A significant time lack between the invention and it's compensation, the lack of transparency of the compensation guidelines, the calculation of an adequate compensation level, and a high administrative effort of calculating the compensation are only some of the drawbacks of this law. The consequences of these problems are the encouragement of secrecy among R&D professionals and the negative impact on their individual motivation potential. We also report on an experiment that measures the individual preferences of R&D personnel for different incentive variables. The method of conjoint measurement is applied to this area, it's technique is described and assessed. It is found that different segments of respondents with different preferences exist. The empirical findings also indicate the need to increase the flexibility of existing incentive systems in German industry.     

Thematic Thinking and Individual Performance in Research and Development

Individuals differ in their preference for processing information on the basis of taxonomic, feature‐based similarity, or thematic, relation‐based similarity. These differences, which have been investigated in a recently emerging research stream in cognitive psychology, affect innovative behavior and thus constitute an important antecedent of individual performance in research and development (R&D) that has been overlooked so far in the literature on innovation management. To fill this research gap, survey and test data from the employees of a multinational information technology services firm are used to examine the relationship between thematic thinking and R&D professionals' individual performance. A moderated mediation model is applied to investigate the proposed relationships of thematic thinking and individual‐level performance indicators. Results show a positive relationship between thematic thinking and innovativeness, as well as individual job performance. While the results do not support the postulated moderation of the innovativeness–job performance relationship by employees' political skill, they show that the relationship between thematic thinking and job performance is fully mediated by R&D professionals' innovativeness. The present study is thus the first to reveal a positive relationship between thematic thinking and innovative performance.     

A basic model for evaluating R&D performance: theory and application in Italy

Nowadays the public R&D laboratories have a fundamental role in countries' development, supporting businesses as they face the technological challenges in the turbulent world scenarios. Measuring the performance of R&D organisations is crucially important to decisions about the level and direction of public funding for research and development. This research considers the public laboratories like systems and develops a mathematical model based on the measurement of R&D activities with k‐indices. The score obtained from the research laboratories evaluation (relev) methodology synthesises in single value financial, scientific and technological aspects. It is an indicator, for R&D manager and policy maker, of performance in relation to other research organisations or in a time series. The method is an instrument of strategic planning and can be used for the improvement of individual activities and the overall performance of public R&D bodies.     

Cost benefit and public policy issues

Abstract
The paper reviews the work done and conclusions reached on resource allocation to R&D in the public sector in the last twenty years, and examines what changes have been made in the field of R&D assessment. The paper is based mainly on the author's experience with the UK government's Programmes Analysis Unit (PAU) which was set up in the early 1960s.
The Unit's main remit was to examine and disseminate techniques by the use of which the benefit to the nation from possible R&D strategies, programmes and projects might be calculated. It was also called in to help review policy and carry out long-range forecasting. In the course of its existence — it was wound up in 1977 — it analysed many new techniques of analysis which have now passed into common use and took part in studies to support decisions at all levels from the macro-economic sector down to the individual project.
The author lists the benefits derivable from such analyses — helping to identify objectives, assemble total programmes, evaluate efficiency of technological transfer, carry out technology assessment and so on. But he warns of their limitations.
As for the present day, the author is unhappy about the importance given by the UK Government to the market as a test of value in decision-making about R&D, in so far as it leads to neglect of long-term issues and relies on uncertain causal relationships among critical inputs. Cost-benefit is adequate for dealing with short-term, small-scale projects. For larger projects with controversial long-term implications he advocates broader-based techniques such as multi-attribute analysis, which bring the interests of many parties into the judgment and take into account considerations such as the environment, finite resources and social     

Localization and overseas R&D activity: the case of Taiwanese multinational enterprises in China

This study investigates the determinants of overseas research and development (R&D) and the influences of various aspects of localization on affiliates' R&D intensity. Using a dataset of Taiwanese multinational enterprises (MNEs) in China, the empirical estimations find that MNEs with a larger firm size, more R&D expenditure, and a higher outward foreign direct investments intensity tend to undertake R&D. Host regions' characteristics, particularly market size and R&D resources, do matter for attracting MNEs to conduct R&D locally. Crucially, affiliates' R&D intensity is related to the degree of localization. The degree of market localization and localization of the R&D network has a positive association with affiliates' R&D intensity. From the perspective of R&D policy, a country with healthy R&D infrastructures helps attract the establishment of R&D labs of MNEs.