PurposeWe explore the effects of three organizational variables (country of origin of the multinational company (MNC), the timing of entry into the European Union and the mode of establishment of the MNC subsidiary unit) on the human resource management (HRM) practices being pursued by subsidiaries of large MNCs operating in selected countries in Central and Eastern Europe (CEE) and the Former Soviet Union. Furthermore, we examine whether the degree of autonomy afforded to the subsidiary over its preferred HR recipes is related to overall local unit performance.Design/methodology/approachWe profile the HRM practices of 379 foreign owned subsidiaries located in Bulgaria, Croatia, The Czech Republic, Kazakhstan, Poland, Hungary, Russia, Romania, Serbia and Slovakia. Using descriptive statistics, we present the general characteristics of the sample and we then use bivariate statistical analysis to test our hypotheses relating to the impact of different organizational factors on the HR practice mix implemented in the MNC subsidiaries covered in our survey.FindingsWe find a significant correlation between the annual training budget, the importance of knowledge flow from headquarters (HQs) to the subsidiary and the perceived criticality of training and development and whether the subsidiary is a greenfield site or an acquisition. A correlation was also found between the national timing of EU membership (older members, newer and then candidate countries and non-EU members) and three HR practice variables: the use of expatriates, external service providers and employee relations practices.Research limitations/implicationsOur research calls attention to the issue of balancing the efficiencies of standardization with the local preferences and traditions of customization which results in more successful MNC control and ultimately higher levels of performance. It also calls attention to the challenges in pursuing research of this nature over time in the CEE region, especially given the dynamic nature of the MNC mix in each of the countries.Practical implicationsOur findings serve to reduce the information gap on foreign-owned companies in CEE and the Former Soviet Union.Originality/valueDespite some 30 years of transition, there remains a paucity of empirical research on the HR practices of MNCs across a number of countries in the CEE region. For a decade and a half, the CEEIRT group[1] has been systematically gathering empirical evidence. The combination of the breadth (10 countries) and depth (numerous items related to MNC subsidiary relationships with corporate HQs and patterns of HR practices and roles) characterizing the ongoing research effort of the CEEIRT collaboration serves as a mechanism for augmenting the empirical base on HRM in the region.

Over time, the cost-benefit analysis has become a method that helps to clarify the pros and cons in many areas of human activity where both investment and non-investment projects are implemented. In researching for this article, we aimed to map the current state of publishing activities in the field of cost-benefit analysis and in order to accomplish this, four research questions had to be determined. For this purpose, the outputs indexed in the database Web of Science Clarivate Analytics were examined and the method of bibliometric analysis within the VOSviewer software was used. It was ascertained that almost six hundred outputs had been published: almost all of them were published in English and generated by more than sixty percent of authors from English-speaking countries. Cost-benefit analysis was most often used in the areas of healthcare, environment and ecology, and economics and social sciences. In terms of co-authorship, it was found that there had been a shift from collaboration among authors from Israel and English-speaking countries to cooperation between mostly Chinese authors and authors from Northern Europe. In the case of co-occurrence, three clusters were identified: the most frequent was the area of terms related to economic financial analysis, the second area was related to health issues, and the third was related to the process of cost-benefit analysis’ application.

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