HR past, present and future: A call for consistent practices and a focus on competencies

Cohen, Debra J.

doi:10.1016/j.hrmr.2015.01.006

Cited by 93 publications

(104 citation statements)

References 15 publications

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“…Whereas the former concept has been widely studied, the latter has been more modestly researched (e.g., Cohen, 2015;Strohmeier, 2013;Zafar, 2013). Therefore, after having carried out a literature review, we argue that there is a gap in the organizational behaviour field regarding how firms may face future challenges related with the internationalization process and how it may need to be managed in order to adapt the organization to current requirements.…”

Section: Results and Managerial Implicationsmentioning

confidence: 99%

El reto de la internacionalización para las Pequeñas y Medianas Empresas españolas

Martínez-Sanchis

2017

Cuad. Estud. Empres.

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Abstract. While many studies have widely worked out on finding out the different relationships underlying the birth and prompt development of Small and Medium Enterprises (SMEs), we argue that getting an in depth approach to the problematic scene that takes place once they are keen on having a successful internationalization plan may have been understudied. Therefore, the aim of this research is that of identifying critical challenges faced by Spanish SMEs during an internationalization process. We do so by taking a qualitative approach. The current research contributes to the literature by adding new and renewed perspectives to the field, thanks to the qualitative analysis carried out through four in-depth interviews made to internationalization experts. The results are of significant importance and value for the field as well as for practitioners of future SMEs keen on developing an internationalization plan in a competent manner. Finally, we detail a list of critical factors for SMEs, identifying success and failure determinants that should be highly taken into account by practitioners. Keywords: Internationalization; Small and Medium Enterprises (SMEs); Success; Failure; Factors.[es] El reto de la internacionalización para las Pequeñas y Medianas Empresas españolas. Un enfoque exploratorio Resumen. Mientras que un importante numero de estudios ha analizado en diferentes ocasiones cuáles son las relaciones sobre las que se cimienta el nacimiento y el pronto desarrollo de las Pequeñas y Medianas Empresas (PYMEs), el presente artículo señala que el estudio de cómo gestionar las diferentes problemáticas que se dan cuando estas deciden llevar a cabo un plan exitoso de internacionalización puede no haberse abordado con la suficiente claridad en la literatura. Por lo tanto, el objetivo de este estudio es el de identificar los retos críticos a los que se enfrentan las PYMEs españolas durante el proceso de internacionalización. Ello se lleva a cabo a través de un diseño cualitativo de la investigación. El presente estudio contribuye a la literatura sumando perspectivas nuevas y renovadas al campo de estudio, gracias al análisis cualitativo llevado a cabo a través de cuatro entrevistas en profundid realizadas a expertos en el ámbito de la internacionalización. Los resultados obtenidos son de especial relevancia para el ámbito de la Dirección de Empresas, así como para los directivos de PYMEs que se encuentren en pos de un plan de internacionalización competente. Finalmente, detallamos una lista de los factores críticos para las PYMEs, identificando aquellos ligados de una manera más recurrente al éxito o al fracaso y que, por lo tanto, deberían ser tomados en alta consideración por los directivos. Palabras clave: Internacionalización; Pequeñas y Medianas Empresas (PYMEs); Éxito; Fracaso; Factores.Summary: 1. Introduction 2. Conceptual framework 3. Methodology 4. Conclusions, findings and future lines of research.

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Section: Results and Managerial Implicationsmentioning

confidence: 99%

El reto de la internacionalización para las Pequeñas y Medianas Empresas españolas

Martínez-Sanchis

2017

Cuad. Estud. Empres.

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“…The last issue is of particular importance because research conducted by academics has a key role to play in the future of HRM and in influencing the quality and relevance of HRM practice (Cohen, 2015). Traditionally, theory construction and theory verification in the sciences has been the domain of researchers attached to higher education institutions (Panda & Gupta, 2014;Vincent-Lancrin, 2006).…”

Section: Literature Reviewmentioning

confidence: 99%

Research trends in the <i>South African Journal of Human Resource Management<i>

Pietersen

2018

SA j. hum. resour. manag.

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Orientation: A comprehensive framework for research in human resource management (HRM) in terms of fundamental knowledge orientations was found lacking.Research purpose: The aim was to perform a typological review of research trends in the field of HRM, specifically of publications in the South African Journal of Human Resource Management (SAJHRM).Motivation for the study: No previous research in the field of HRM in South Africa adopted a fundamental theory of knowledge.Research design, approach and method: A qualitative design was followed, consisting of a documentary analysis of articles that were published in the SAJHRM for the period from 2003 to 2015. A detailed content analysis of published articles was performed in terms of a number of criteria, namely knowledge type, race, gender, authorship, author contribution and representation according to author institution and country of origin.Main findings: An analysis of a final selection of 289 articles indicated that research in the SAJHRM was mostly on the following lines: research was mostly of the hypothesis-testing (Type II) knowledge type; involved multiple authorship; and was conducted by mostly white, male researchers, based at a relatively few South African academic institutions.Practical and managerial implications: The SAJHRM should, in partnership with the HRM profession, promote and publish research that more prominently addresses the gap between academic HRM and HRM practice, especially in terms of the participatory or action research (Type IV) mode of knowledge generation.Contribution: The present analysis of research trends in the SAJHRM provides a broader and more nuanced perspective on forms of research required for the HRM field in South Africa.

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“…Profession is defined as having the specific characteristics such as a code of ethics, a service orientation, a body of competency and knowledge, credentials, the backing of a professional society, educational requirements and continuing professional development (Cohen, 2015). Educational credentialing happens in today's workplaces (Baker, 2011;Bills, 2003;Bills and Brown, 2011).…”

Section: Educational Attainmentmentioning

confidence: 99%

Appropriate criteria set for personnel promotion across organizational levels using analytic hierarchy process (AHP)

Castillo

Gitgano

Loo

et al. 2017

Int. J. Prod. Manag. Eng.

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Currently, there has been limited established specific set of criteria for personnel promotion to each level of the organization particularly among retail industries. This study is conducted in order to develop a personnel promotion strategy by identifying specific sets of criteria for each level of the organization. The complexity of identifying the criteria set along with the subjectivity of these criteria require the use of multi-criteria decision-making approach particularly the analytic hierarchy process (AHP). Results show that for first line management, the specific criteria set are: trustworthiness, job involvement, creative and innovative skills, younger generation, and family of businesses. For the middle management, the specific criteria set are: job involvement, creative and innovative skills, trustworthiness, family of business, and education credentialing. And for the top management, the specific criteria set are: strategic and organizational skills, organizational commitment, creative and innovative skills, content specific knowledge and skills, and strategic entrepreneurial connections. These intend also to help avoid mismatch of employee skills and competencies and their job, and at the same time eliminate the issues in personnel promotion such as favoritism, glass ceiling, and gender and physical attractiveness preference. The contribution of this work is in identifying relevant criteria in developing a personnel promotion strategy across organizational levels.

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HR past, present and future: A call for consistent practices and a focus on competencies

Cited by 93 publications

References 15 publications

El reto de la internacionalización para las Pequeñas y Medianas Empresas españolas

El reto de la internacionalización para las Pequeñas y Medianas Empresas españolas

Research trends in the <i>South African Journal of Human Resource Management<i>

Appropriate criteria set for personnel promotion across organizational levels using analytic hierarchy process (AHP)

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