Environmental Multi‐dimensionality and Staff Localization in Multinational Enterprises: The Case of Korean Firms

The person–environment fit theory posits that the term “environment” can be defined at different levels. This study delineates two environmental dimensions (strategic and organizational) and empirically examines the potential moderating effects of two strategic factors (intra‐ and inter‐regional diversification) on the relationship between two organizational factors (subsidiary ownership and host‐country experience) and MNE subsidiary staffing composition. The results indicate that strategic and organizational dimensions have impacts on subsidiary staffing composition. This study also finds that the interaction effects between strategic and organizational factors are significant only when there is congruence between demands from different environmental dimensions.     

编点制:“人职适配”视域下政府编制的弹性化规划

文章直面“讨价还价”的惯常现象及“减而复增”恶性轨迹,政府部门人员编制管理应在整体性理路导引下突破数量维度的思维限囿,在多方位考量编制构造中顾及编制质量、结构和功能层面,进而审视编制运行机理,充分关注人员与职位的对应性联动而突显人职适配的编制性状,并在此基础上生成人职适配指数,以及相对应的编制点,构设定期性调整的政府编制“弹性”框架,因政府职能强调随机性安排其人员额度、领导职数、编制结构及人员质量,进而在人员数量及质量差距调控中探索人员编制“质量换数量”的管理新路向。     

U.S. Organizations' Personnel Management in Mexico

Abstract

U.S. organizations are experiencing dramatic growth from the North American Free Trade Agreement. Companies that operate across the Mexican border must decide to either relocate currently employed personnel or to hire foreign nationals to staff positions. Since many cultural differences exist between the United States and Mexico, the use of “culture-pins,” or bicultural people who bridge value differences, may facilitate success in these operations. Consequently, this paper proposes that U.S. firms located in Mexico should recruit and retain Mexican Americans.

RESUMEN

Las corporaciones mexicanas y estadounidenses están creciendo dramáticamente como resultado directo del NAFTA. Las empresas que operan del otro lado de estas fronteras, debe decidir si desean trasladar a sus gerentes y trabajadores o contratar nacionales extranjeros para ocupar estos cargos. Este documento presupone que los iucomodines-culturalesl., o personas biculturales que pueden cruzar el puente de las diferencias culturales, son necesarios para asegurar el éxito de NAFTA y contribuir, brindando una inventaja competitivalc a las compañías participantes. La propuesta de este artículo es que las empresas estadounidenses que operan dentro de México se beneficiarían reclutando y entrenando mexicanos-norteamericanos para aumentar su fuerza de trabajo local.

RESUMO

As empresas mexicanas e americanas têm experimentado um crescimento diretamente relacionado à NAFTA. As empresas, que operam dentro destas fronteiras, devem decidir entre realocar os gerentes atuais contratados ou contratar estrangeiros para ocupar cargos disponíveis. Pretende-se, através deste estudo, mostrar que pessoas com ambas as culturas, capazes de superar as diferenças culturais, são essenciais para o sucesso da NAFTA e contribuem para a vantagem competitiva das empresas envolvidas. Este trabalho prop[otilde]e que as firmas americanas, atuando no México, seriam beneficiadas, se recrutassem e treinassem americanos, de origem mexicana, para aumentar a sua força de trabalho no México.     

International recruitment and selection practices of South Korean multinationals in China

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. However, there is little research on, and hence little is known about, how South Korean MNEs manage human resources in overseas operations. To fill this gap, in the literature the current study investigates South Korean MNEs' international recruitment and selection policies and practices in their Chinese operations. It reveals that South Korean MNEs tend to adopt the polycentric approach or a mixed approach of being polycentric and ethnocentric to international staffing, with the number of expatriates dropping gradually over time. South Korean MNEs adopt ‘one-way selection’ in recruiting and selecting expatriates, and localise recruitment procedures and selection criteria for host-country nationals. South Korean MNEs have paid inadequate attention to: first, expatriates' career development; and second, personal and family issues emerging from expatriation and repatriation.     

Flexpatriate assignments: a neglected issue in global staffing

The demands of managing international assignments are major considerations within strategic IHRM theory and most frequently considered within long-term employment choices between parent-country expatriates or host-country nationals. Yet recent studies from the Centre for Research into the Management of Expatriation (CReME) (Harris, ; Petrovic, ) have highlighted the frequency of alternative types of international assignment, which they classify as ‘short-term’, ‘commuter’ and ‘frequent flyer’ assignments, which are now a regular part of global business life. This paper reports on a case study of one Austrian multinational organization and highlights management issues in terms of incidence, purpose, management and personal impact for assignments involving frequent travel without relocation (flexible expatriation) compared with traditional expatriate assignments. It begins by reviewing the emphasis on expatriate assignment before presenting evidence regarding the extent of alternative forms of international assignment. The research method and background to the study are then discussed before the findings are presented and discussed.     

地铁运营筹备阶段仓储管理工作的问题及思考

文中主要讨论西安地铁运营筹备阶段仓储管理存在的问题,并从五个方面分别进行了阐述。为了有效解决问题,共从十四个方面提出整改措施。     

Funding conditions for aid effectiveness: A mixed blessing for the sustainable development of host‐country‐national employees

This paper explores whether—and how—aid effectiveness funding conditions impact the human resource development of host‐country national (HCN) employees. To investigate this relationship, I conducted a phenomenological study with 31 participants from three international nongovernmental organizations (INGOs). Results suggest that the pressure toward funds accountability brings mixed blessings: From a staffing perspective, more HCNs are being hired instead of expatriates, building local capacity. However, vital training and performance review functions are cast as inefficient overheads. The paper concludes with a conceptual framework, practical strategies for INGOs and donor governments, and directions for larger scale empirical research. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.     

Back to the roots of the M/D/s queue and the works of Erlang, Crommelin and Pollaczek

A.K. Erlang introduced the M/D/ s queue in 1917, while F. Pollaczek and C.D. Crommelin formalized the theory using complex analysis and transforms. Let D ( s , λ ) denote the stationary probability of experiencing no waiting time in the M/D/ s queue with arrival rate λ and service requirement 1. We use D ( s , λ ) as a vehicle to give an overview of some of the results we obtained over the last years, including explicit characterizations of the roots, the derivation of infinite series from expressions in terms of roots using Fourier sampling and heavy-traffic limits obtained from square-root staffing. We propose to call D ( s , λ ) the Erlang D formula, for which several new results are presented and compared with the results of Pollaczek.     

解用工计划管控之殇--契合国企战略的人力资源需求预测体系研究

文章以传统国有企业为研究对象，从其用工计划管控存在的实际问题出发，结合多种人力资源需求预测方法的特点和适用范围，探索构建国有企业人力资源总量、结构、素质需求预测模型体系，并设计具体建模方法与建模步骤，以回答企业未来“需要多少人”、“需要的人如何分布”和“需要什么样的人”的三个核心问题，以帮助国有企业最终实现“控总量、优结构、提素质”的管理目的。     

The impact of guest mix on hotel staffing

This article examines the influence of guest mix (independent versus group travellers) on the level of labour input per occupied room. Using time-series data for a major hotel in Hawaii, one of the key findings is that an increase in FIT guest has a negative impact on the hotel's staffing ratio. This result confirms the conclusion of an earlier study done by the author, and the analysis as a whole provides useful implications for hotel management's decision-making process.