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Research paper thumbnail of Corporate Social Responsibility and Talent Management in Turkey

Comparative Economics and Regional Development in Turkey, 2016

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Research paper thumbnail of Personnel Departmental Power: Realities from the UK Higher Education Sector

Management Revue, 2009

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Research paper thumbnail of Job resources and employee engagement: a cross-national study

Journal of Managerial Psychology, 2015

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Research paper thumbnail of Global talent management: New Challenges for the Corporate HR function in the Global recession

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Research paper thumbnail of The contribution of HRM to fairness, social legitimacy and public value: human resource governance and risk management in seven leading multinational companies

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Research paper thumbnail of An empirical study of the role of the corporate HR function in global talent management in professional and financial service firms in the global financial crisis

The International Journal of Human Resource Management, Apr 14, 2013

This study presents an empirical exploration of a theory-driven framework of corporate human reso... more This study presents an empirical exploration of a theory-driven framework of corporate human resource (CHR) roles in global talent management (GTM). Specifically, it expands our knowledge of the process of GTM in two sectors: financial and professional services. On the basis of the in-depth interview data from two firms, the study finds evidence of four distinct roles for CHR in facilitating successful GTM. The different business contexts are, however, critical to understanding the findings; in particular, the study demonstrates how CHR roles in GTM are affected by the approach to international business strategy and GTM, extent of corporate centralisation, and the business context, particularly the impact of the 2008 global financial services crisis. The study also shows the importance of a micro-component approach to the study of the global integration–local responsiveness balance in GTM. GTM strategy is found to be highly embedded in the broader business structure and shifts in the direction of globalisation within the sector, entailing epochs and episodes of internationalisation. Future GTM research needs to be more closely embedded in the strategic pathways of the firm.

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Research paper thumbnail of What is really driving differences and similarities in HRM practices across national boundaries in Europe?

European Journal of International Management, Mar 20, 2015

ABSTRACT The comparative international Human Resource Management (HRM) literature presents compet... more ABSTRACT The comparative international Human Resource Management (HRM) literature presents competing perspectives as to why HRM looks different in different countries. This paper takes a new approach to exploring relevant drivers behind HRM in European countries by looking simultaneously at three suggested sources of influence: national culture, national institutions, and a supranational institution. To date, national culture and institutions have frequently been used to explore HRM drivers, but rarely simultaneously, whilst the effect of the European Union (EU) Social Charter has received much less attention. Here, countries are clustered according to these three sources of influence, and survey evidence from 17 EU countries is used to explore the extent of difference and similarity in HRM practices within these clusters. Results indicate that all three variables show patterns in HRM practices; however, they only explain relatively small amounts of variance. National‐level institutional factors appear to have the strongest influence.

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Research paper thumbnail of Global talent management

Human Resource Management How People Can Enhance an Organization, Jul 12, 2011

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Research paper thumbnail of Employee engagement in multi national organizations

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Research paper thumbnail of International human resource management and firm performance

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Research paper thumbnail of 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 t... more 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...

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Research paper thumbnail of Best Practice versus Best Fit HRM: Within and Across MNC Comparisons

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Research paper thumbnail of The influence of employee voice on organizational commitment in times of organizational change: An exchange perspective

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Research paper thumbnail of Competencias y estandares profesionales para la direcciónde personal-recursos humanos : estudio presentado en el VIII Congreso Mundial de la WFPMA, celebrado en París en junio del 2000

El objetivo del proyecto ha sido elaborar una definición mundial de lo que es y lo que hace un pr... more El objetivo del proyecto ha sido elaborar una definición mundial de lo que es y lo que hace un profesional de Recursos humanos en términos de un "conjunto global de competencias clave". Para ello mediante un análisis bibliográfico y la realización de encuestas a escala mundial, se han examinado las prácticas de diferentes países en relación con los estándares profesionales y los programas de certificación. Se ha examinado el tema de la profesionalidad y definir las competencias. Edición en castellano patrocinada por: Asociación Española de Dirección de Personal, Asociación Mexicana en Dirección de Recursos Humanos, Fundación para el Desarrollo de la Fundación de Recursos Humanos

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Research paper thumbnail of 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 t... more 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...

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Research paper thumbnail of Line management's cross-cultural role in performance appraisal and employee engagement

... Beginning to unlock the black box in the HR firm performance relationship: the impact of HRpr... more ... Beginning to unlock the black box in the HR firm performance relationship: the impact of HRpractices on employee attitudes and employee ... International HRM: A cross-cultural approach. ...Cultural adaptations and diffusion for managerial strategies and responses in Hong Kong. ...

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Research paper thumbnail of Stahl, G. K., Björkman, I., Farndale, E., Morris, S., Paauwe, J., Stiles, P. & Wright, P.M. (2012). Six principles of effective global talent management. Sloan Management Review, 53, 25-42

Stahl, G. K., Björkman, I., Farndale, E., Morris, S., Paauwe, J., Stiles, P. & Wright, P.M. (2012). Six principles of effective global talent management. Sloan Management Review, 53, 25-42

MIT Sloan Management Review

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Research paper thumbnail of Going global, feeling small: an examination of managers’ reactions to global re-structuring in a multi-national organization

International Journal of Intercultural Relations, 2011

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Research paper thumbnail of The HR department's role in organizational performance

Vigiliae Christianae, 2005

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Research paper thumbnail of The contribution of HRM to fairness, social legitimacy and public value: human resource governance and risk management in seven leading multinational companies

Managing Social Issues, 2013

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Research paper thumbnail of Corporate Social Responsibility and Talent Management in Turkey

Comparative Economics and Regional Development in Turkey, 2016

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Research paper thumbnail of Personnel Departmental Power: Realities from the UK Higher Education Sector

Management Revue, 2009

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Job resources and employee engagement: a cross-national study

Journal of Managerial Psychology, 2015

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Global talent management: New Challenges for the Corporate HR function in the Global recession

Bookmarks Related papers MentionsView impact

Research paper thumbnail of The contribution of HRM to fairness, social legitimacy and public value: human resource governance and risk management in seven leading multinational companies

Bookmarks Related papers MentionsView impact

Research paper thumbnail of An empirical study of the role of the corporate HR function in global talent management in professional and financial service firms in the global financial crisis

The International Journal of Human Resource Management, Apr 14, 2013

This study presents an empirical exploration of a theory-driven framework of corporate human reso... more This study presents an empirical exploration of a theory-driven framework of corporate human resource (CHR) roles in global talent management (GTM). Specifically, it expands our knowledge of the process of GTM in two sectors: financial and professional services. On the basis of the in-depth interview data from two firms, the study finds evidence of four distinct roles for CHR in facilitating successful GTM. The different business contexts are, however, critical to understanding the findings; in particular, the study demonstrates how CHR roles in GTM are affected by the approach to international business strategy and GTM, extent of corporate centralisation, and the business context, particularly the impact of the 2008 global financial services crisis. The study also shows the importance of a micro-component approach to the study of the global integration–local responsiveness balance in GTM. GTM strategy is found to be highly embedded in the broader business structure and shifts in the direction of globalisation within the sector, entailing epochs and episodes of internationalisation. Future GTM research needs to be more closely embedded in the strategic pathways of the firm.

Bookmarks Related papers MentionsView impact

Research paper thumbnail of What is really driving differences and similarities in HRM practices across national boundaries in Europe?

European Journal of International Management, Mar 20, 2015

ABSTRACT The comparative international Human Resource Management (HRM) literature presents compet... more ABSTRACT The comparative international Human Resource Management (HRM) literature presents competing perspectives as to why HRM looks different in different countries. This paper takes a new approach to exploring relevant drivers behind HRM in European countries by looking simultaneously at three suggested sources of influence: national culture, national institutions, and a supranational institution. To date, national culture and institutions have frequently been used to explore HRM drivers, but rarely simultaneously, whilst the effect of the European Union (EU) Social Charter has received much less attention. Here, countries are clustered according to these three sources of influence, and survey evidence from 17 EU countries is used to explore the extent of difference and similarity in HRM practices within these clusters. Results indicate that all three variables show patterns in HRM practices; however, they only explain relatively small amounts of variance. National‐level institutional factors appear to have the strongest influence.

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Global talent management

Human Resource Management How People Can Enhance an Organization, Jul 12, 2011

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Employee engagement in multi national organizations

Bookmarks Related papers MentionsView impact

Research paper thumbnail of International human resource management and firm performance

Bookmarks Related papers MentionsView impact

Research paper thumbnail of 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 t... more 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...

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Best Practice versus Best Fit HRM: Within and Across MNC Comparisons

Bookmarks Related papers MentionsView impact

Research paper thumbnail of The influence of employee voice on organizational commitment in times of organizational change: An exchange perspective

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Competencias y estandares profesionales para la direcciónde personal-recursos humanos : estudio presentado en el VIII Congreso Mundial de la WFPMA, celebrado en París en junio del 2000

El objetivo del proyecto ha sido elaborar una definición mundial de lo que es y lo que hace un pr... more El objetivo del proyecto ha sido elaborar una definición mundial de lo que es y lo que hace un profesional de Recursos humanos en términos de un "conjunto global de competencias clave". Para ello mediante un análisis bibliográfico y la realización de encuestas a escala mundial, se han examinado las prácticas de diferentes países en relación con los estándares profesionales y los programas de certificación. Se ha examinado el tema de la profesionalidad y definir las competencias. Edición en castellano patrocinada por: Asociación Española de Dirección de Personal, Asociación Mexicana en Dirección de Recursos Humanos, Fundación para el Desarrollo de la Fundación de Recursos Humanos

Bookmarks Related papers MentionsView impact

Research paper thumbnail of 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 t... more 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...

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Research paper thumbnail of Line management's cross-cultural role in performance appraisal and employee engagement

... Beginning to unlock the black box in the HR firm performance relationship: the impact of HRpr... more ... Beginning to unlock the black box in the HR firm performance relationship: the impact of HRpractices on employee attitudes and employee ... International HRM: A cross-cultural approach. ...Cultural adaptations and diffusion for managerial strategies and responses in Hong Kong. ...

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Stahl, G. K., Björkman, I., Farndale, E., Morris, S., Paauwe, J., Stiles, P. & Wright, P.M. (2012). Six principles of effective global talent management. Sloan Management Review, 53, 25-42

Stahl, G. K., Björkman, I., Farndale, E., Morris, S., Paauwe, J., Stiles, P. & Wright, P.M. (2012). Six principles of effective global talent management. Sloan Management Review, 53, 25-42

MIT Sloan Management Review

Bookmarks Related papers MentionsView impact

Research paper thumbnail of Going global, feeling small: an examination of managers’ reactions to global re-structuring in a multi-national organization

International Journal of Intercultural Relations, 2011

Bookmarks Related papers MentionsView impact

Research paper thumbnail of The HR department's role in organizational performance

Vigiliae Christianae, 2005

Bookmarks Related papers MentionsView impact

Research paper thumbnail of The contribution of HRM to fairness, social legitimacy and public value: human resource governance and risk management in seven leading multinational companies

Managing Social Issues, 2013

Bookmarks Related papers MentionsView impact