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HRM practices and MNC knowledge transfer Dana B. Minbaeva. Team members : Angela 、 Marcelo 、 Zhangzhikuan 、 Alucher 、 Sausage 、 JasonGao Speaker : JasonGao. 1. Abstract. 2. 3. - PowerPoint PPT Presentation
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HRM practices and MNC
knowledge transfer Dana B. Minbaeva
Team members: Angela 、 Marcelo 、 Zhangzhikuan 、
Alucher 、 Sausage 、 JasonGao
Speaker: JasonGao
Panelist
1
87
9
64 5
32Abstract
Introduction HRM
Black Box Data&
Method
Measures
Results Conclusions
Questions
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Purpose
HRM &
knowledge transfer within MNCs.
Design/methodology/approach
Hypotheses
Findings
two groups of HRM
Implications
additionalresearch is needed
Originality
HRM &
knowledge transfer within MNCs.
Keywords KM MNC HRM
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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
HRM practices and knowledge-related outcomes are associated
Literature
bringing knowledge transfer and HRM together
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What HRM practices?
Human resource planning Performance appraisal
Reward systems Career management
Which combinations of HRM practices?
conceptual
factor analytic
cluster analysis
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H1
Developing absorptive capacity of knowledge receivers
HRM practices [absorptive capacityof knowledge receivers]
HRM practices [absorptive capacityof knowledge receivers]
degree of knowledge transferdegree of knowledge transfer
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H2
Supporting learning environment
HRM practices [Supporting learning environment]
HRM practices [Supporting learning environment]
degree of knowledge transferdegree of knowledge transfer
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HRM practices [absorptive capacity
of knowledge receivers as a system of mutually reinforcing practices]
HRM practices [absorptive capacity
of knowledge receivers as a system of mutually reinforcing practices]
H3a
complementarity
degree of knowledge transferdegree of knowledge transfer
HRM practices [Supporting learning environmen
t as a system of mutually reinforcing
practices]
HRM practices [Supporting learning environmen
t as a system of mutually reinforcing
practices]
HRM practices [Both capacity and environment as a system of mutually reinforcing practices]
HRM practices [Both capacity and environment as a system of mutually reinforcing practices]
H3b H3c
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Data
data set of the subsidiaries of Danish MNCstwo or more subsidiaries abroademploy more than 30 employees
The final data set consisted of 305Danish subsidiaries located in Europe, Asia, and North America.
web-based questionnaire survey methodologyThe 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
Method
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Dependent Independent
Degree of knowledge transfer
(DoKT)
Staffing Promotion
CompensationPerformance appraisal
Corporate socialization Mechanisms
Flexible working practices
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H1 H2 H3a H3b H3c
limitations
only two mediating variables
Survey response
bias
the use of control variables
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Originality
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Thanks in advance