elaine farndale | Penn State University (original) (raw)
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Papers by elaine farndale
Comparative Economics and Regional Development in Turkey, 2016
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Management Revue, 2009
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Journal of Managerial Psychology, 2015
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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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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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Human Resource Management How People Can Enhance an Organization, Jul 12, 2011
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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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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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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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... 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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MIT Sloan Management Review
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International Journal of Intercultural Relations, 2011
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Vigiliae Christianae, 2005
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Managing Social Issues, 2013
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Comparative Economics and Regional Development in Turkey, 2016
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Management Revue, 2009
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Journal of Managerial Psychology, 2015
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Bookmarks Related papers MentionsView impact
Bookmarks Related papers MentionsView impact
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
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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Human Resource Management How People Can Enhance an Organization, Jul 12, 2011
Bookmarks Related papers MentionsView impact
Bookmarks Related papers MentionsView impact
Bookmarks Related papers MentionsView impact
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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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
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
... 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
MIT Sloan Management Review
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International Journal of Intercultural Relations, 2011
Bookmarks Related papers MentionsView impact
Vigiliae Christianae, 2005
Bookmarks Related papers MentionsView impact
Managing Social Issues, 2013
Bookmarks Related papers MentionsView impact