Reconceptualizing Strategic International Human Resource Management in the Pursuit of MNC Sustainable Competitive Advantage

• Autorzy: Marzena Stor

Warianty tytułu

Rekonceptualizacja strategicznego międzynarodowego zarządzania zasobami ludzkimi w dążeniu do uzyskania trwałej przewagi konkurencyjnej PMN

• Języki publikacji: EN

Abstrakty

EN

The main goal of the article is to offer a reconceptualized, albeit general, framework for the area of strategic international human resource management (SIHRM) and to present an integrative model for this field of practice and research, which identifies key factors and characteristics as well as their interrelationships in pursuing sustainable competitive advantage in MNCs. The paper is divided into seven sections. First, in a brief review of literature, the author outlines the conceptual development of SIHRM considered as a field that has developed simultaneously from both international human resource management (IHRM) and strategic human resource management (SHRM). The author presents theoretical and research streams in IHRM and scientific perspectives in SHRM. This is followed by a brief overview of selected SIHRM models. By extension, competitive advantage and sustainable competitive advantage are also discussed. In further sections of the paper, two other important issues are looked into-human resource capital (HRC) as a sustainable competitive factor within SIHRM as well as measures of SIHRM efficiency, effectiveness, and efficacy. All this forms a partial foundation for the integrative concept of SIHRM in the MNC model proposed by the author in a successive section. Final conclusions make up the last part of the paper. (original abstract)

Głównym celem artykułu jest dokonanie pewnej rekonceptualizacji, o nieco ogólnym charakterze, obszaru strategicznego międzynarodowego zarządzania zasobami ludzkimi (SMZZL) oraz zaproponowanie zintegrowanego modelu dla tej dziedziny badań i praktyki gospodarczej; w modelu zostają zidentyfikowane kluczowe czynniki i charakterystyki oraz ich wzajemne relacje determinujące uzyskiwanie trwałej przewagi konkurencyjnej przez przedsiębiorstwo międzynarodowe (PMN). Artykuł podzielony został na siedem części. Na początku, na podstawie zwięzłego przeglądu literatury, autorka nakreśla konceptualny rozwój SMZZL jako swego rodzaju subdyscypliny naukowej, która wyłoniła się z międzynarodowego zarządzania zasobami ludzkimi (MZZL) oraz strategicznego zarządzania zasobami ludzkimi (SZZL). Wymienione też zostają główne nurty teoretyczne i badawcze w zakresie MZZL oraz SZZL. Następnie, w sposób enumeratywny dokonany zostaje przegląd wybranych modeli SMZZL. Rozwinięciem poruszanej problematyki jest podjęcie kwestii przewagi konkurencyjnej oraz trwałej przewagi konkurencyjnej. W kolejnych częściach artykułu dyskusja zostaje ukierunkowana na dwa, ważne z punktu widzenia niniejszej pracy zagadnieniami, tj. ludzkie zasoby kapitałowe (LZK) jako czynniki trwałej przewagi konkurencyjnej w SMZZL oraz pomiar efektywności, skuteczności i wydolności zasobowej SMZZL. Wszystko to stanowi swego rodzaju podwaliny dla zintegrowanej koncepcji modelu SMZZL w PMN, który autorka proponuje w kolejnej części artykułu. Na zakończenie sformułowano kilka zasadniczych wniosków. (abstrakt oryginalny)

Słowa kluczowe

EN

Strategic human resources management; Competitive advantage; Value added; International enterprise

PL

Strategiczne zarządzanie zasobami ludzkimi; Przewaga konkurencyjna; Wartość dodana; Przedsiębiorstwo międzynarodowe

• Czasopismo: Zarządzanie Zasobami Ludzkimi
• Rocznik: 2014
• Numer: nr 6
• Strony: 11--31

Twórcy

autor

Marzena Stor

• Wrocław University of Economics, Poland

Bibliografia

• Afiouni F. (2013), "Human Capital Management: A New Name for HRM?" in International Journal of Learning and Intellectual Capital, Vol. 10, No. 1.
• Alcázar F. M., Fernández P. M. R., and Gardey G. S. (2003), "Past, Present and Future State of the Art in the Field of Strategic Human Resource Management: An Empirical Analysis," in IHRM: Exploring the Mosaic, Developing the Discipline, Full Papers of the 7th Conference on International Human Resource Management, Interesource Group Ltd. Publishing, Limerick, Ireland.
• Antczak Z. (2013), "Proces uczenia się w organizacji" [The process of learning in the organization], in Nauki o Zarządzaniu [Studies on management], No. 2, Vol. 15, Wrocław University of Economics Press, Wrocław.
• Barney J. (1991), "Firm Resources and Sustained Competitive Advantage," Journal of Management, Vol. 17.
• Becker B. E., Huselid M. A., and Beatty R. W. (2009), The Differentiated Workforce: Transforming Talent into Strategic Impact, Harvard Business School Press, Boston.
• Becker B. E., Huselid M. A., and Ulrich D. (2001), The HR Scorecard: Linking People, Strategy, and Performance, Harvard Business School Press, Boston.
• Becker G. (1964), Human Capital, The University of Chicago Press, Chicago.
• Boxall P. (1995), "Building the Theory of Comparative HRM," in Human Resource Management, Vol. 5, No. 5.
• Brewster C., Sparrow P., Vernon G., and Houldsworth E. (2011), International Human Resource Management, Chartered Institute of Personnel and Development, London.
• Brewster C. (1995), "Towards a 'European' Model of Human Resource Management," in Journal of International Business Studies, London, First Quarter.
• Briscoe D. R., Schuler R. S., and Claus L. (2008), International Human Resource Management, Routledge, London and New York.
• Budhwar P. S. and Sparrow P. R. (2002), "An Integrative Framework for Understanding Cross-National Human Resource Practices," in Human Resource Management Review, Vol. 12, No. 7.
• Campbell B. A., Coff R., and Kryscynski D. (2012), "Rethinking Sustained Competitive Advantage from Human Capital," Academy of Management Review, Vol. 37, No. 3.
• Campbell B.A., Coff R., and Kryscynski D. (2012), "Rethinking Sustained Competitive Advantage from Human Capital," in Academy of Management Review, Vol. 32, No. 3.
• Clark C. and Lengnick-Hall M. L. (2012), "MNC Practice Transfer: Institutional Theory, Strategic Opportunities and Subsidiary HR Configuration," in The International Journal of Human Resource Management, Vol. 23, No. 18.
• Clark T., Grant D., and Heijltjes M. (2000), "Researching Comparative and International Human Resource Management. Key Challenges and Contributions," in International Studies of Management & Organization, Vol. 29, No. 4.
• Clegg S.R., Ibarra-Colado E., and Bueno-Rodrigues L. (Editors) (1999), Global Management. Universal Theories and Local Realities, Sage Publications, London.
• De Cieri H., Wolfram Cox J., and Fenwick M. (1998), "Representing Strategic International Human Resource Management: Is the Map the Territory?" in Working Paper 98-04, Center for Advanced Human Resource Studies, Cornell University.
• Delery J. E. and Doty D. H. (1996), "Modes of Theorizing in Strategic Human Resource Management: Test of Universalistic, Contingency, and Configurational Performance Predictions," in The Academy of Management Journal, Vol. 39, No. 4.
• Dyer L. (1993), Human Resources as a Source of Competitive Advantage, Cornell University ILR School, Ithaca, New York.
• Harzing A. and Van Ruysseveldt J. (Editors) (2010), International Human Resource Management, SAGE Publications Ltd., London.
• Huselid M. A., Barnes J. E. (2003), Human Capital Measurement Systems as a Source of Competitive Advantage, Working Paper, Harvard Business School, Boston.
• Huselid M. A. and Becker B. E. (2011), "Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management," Journal of Management, Vol. 37, No. 2.
• Jackson S. E., Schuler R.S. and Riverso J. C. (1989), "Organizational Characteristics as Predictors of Personnel Practices," in Personnel Psychology, Vol. 42.
• Jamka B. (2011), Czynnik ludzki we współczesnym przedsiębiorstwie: zasób czy kapitał? Od zarządzania kompetencjami do zarządzania różnorodnością [The human factor in contemporaty companies: Resource or capital? From competency management to diversity management], Wolters Kluwer Polska, Warsaw.
• Kawka T. (2013), "Model Taylora-Russella jako przykład podejścia portfelowego do pomiaru kapitału ludzkiego" [The Taylor-Russell model as an example of a portfolio approach to measuring human capital], in M. Juchnowicz (Editor), Edukacja ekonomistów i menedżerów [Educating economists and managers], Warsaw School of Economics Press, No. 3, Vol. 29, Warsaw.
• Keating M. and Thompson K. (2003), "International Human Resource Management: Overcoming Disciplinary Sectarianism," in IHRM: Exploring the Mosaic, Developing the Discipline, Full Papers of the 7th Conference on International Human Resource Management, Interesource Group Ltd. Publishing, Limerick, Ireland.
• Koen C. I. (2005), Comparative International Management, The McGraw-Hill Companies, London and Boston.
• Laurent A. (1986), "The Cross-Cultural Puzzle of International Human Resource Management," in Human Resource Management, Vol. 25, No. 1.
• Mailath G. J., Nocke V., and Postlewaite A. (2004), "Business Strategy, Human Capital, and Managerial Incentives," in Journal of Economics & Management Strategy, Vol. 13, No. 4.
• McMahan G. C., Bell M. P., and Virick M. (1998), "Strategic Human Resource Management: Employee Involvement, Diversity, and International Issues," in Human Resource Management Review, Vol. 8, No. 3.
• Mesjasz J. (2011), "Efektywność pracowników w perspektywie ekonomicznej i psychologicznej" [Worker efficiency in the economic and psychological perspective], in B. Urbaniak (Editor), Efektywność zarządzania zasobami ludzkimi [Human resource management efficiency], University of Łódź Press, Łódź.
• Milliman J., Von Glinow M. A., and Nathan M. (1991), "Organizational Life Cycles and Strategic International Human Resource Management in Multinational Companies: Implications for Congruence Theory," in Academy of Management Review, Vol. 16, No. 2.
• Ployhart R. E. and Moliterno T. P. (2011), "Emergence of the Human Capital Resource: A Multilevel Model," in Academy of Management Review, Vol. 36, No. 1.
• Pocztowski A. (Editor) (2002), Międzynarodowe zarządzanie zasobami ludzkimi [International human resource managemenet], Oficyna Ekonomiczna [Economics Publishing House], Cracow.
• Pocztowski A. (2007), Zarządzanie zasobami ludzkimi. Strategie - procesy - metody [Human resource management: Strategies - processes - methods], Polskie Wydawnictwo Ekonomiczne [Polish Economic Publishers], Warsaw.
• Przytuła S. (2011), "Human Capital as a Source of Competitive Advantage of East Asian Corporation (Chinese, Japanese)," in Faces of Cmpetitiveness in Asia Pacific, Papers of the Wrocław University of Economics, Wrocław.
• Schroeder J. (2010), Międzynarodowe zarządzanie zasobami ludzkimi [International human resource management], Poznań University of Economics Press, Poznań.
• Schuler R. S., Dowling P. J., and De Cieri H. (1993), "An Integrative Framework of Strategic International Human Resource Management," in Journal of Management, Vol. 19, No. 2.
• Schuler R., Dowling P., and De Cieri H. (1993), "An Integrative Framework of Strategic International Human Resource Management," in International Journal of Human Resource Management, Vol. 4, No. 4.
• Schuler R. (2000), "The Internationalization of Human Resource Management," in Journal of International Management, Vol. 6, September.
• Schuler R., Jackson S. E., and Storey J. (2000), "HRM and Its Link with Strategic Management," in Storey, J. (Editor), Human Resource Management: A Critical Text, International Thomson, Routlege, London.
• Schuler R. and Tarique I. (2007), "International Human Resource Management: A North American Perspective, A Thematic Update and Suggestions for Future Research," in International Journal of Human Resource Management, Vol. 18, No. 5.
• Sparrow, P., Harris H., and Brewster C. (2003), "Towards a New Model of Globalizing HRM," in IHRM: Exploring the Mosaic, Developing the Discipline, Full Papers of the 7th Conference on International Human Resource Management, Interesource Group Ltd. Publishing, Limerick, Ireland.
• Stor M. (2011), Strategiczne międzynarodowe zarządzanie zasobami ludzkimi [Strategic international human resource management], Wrocław University of Economics Press, Wrocław.
• Stor M. (2012), "Continental Frameworks for HRM Effectiveness and Efficiency in MNCs: European, American, Asian, and African Perspectives," in Human Resource Management, Vol. 6, No. 89.
• Taylor S., Beechler S., and Napier N. (1996), "Toward an Integrative Model of Strategic International Human Resource Management," in Academy of Management Review, Vol. 21, No. 4.
• Tracz-Krupa K. (2013), "Efektywność wydatkowania środków Europejskiego Funduszu Społecznego na rozwój kadr" [The effectiveness of European Social Fund spending on staff development], in Nauki o zarządzaniu [Studies on management] Wrocław EU Papers, No, 4.
• Von Glinow M. A. and Milliman J. (1990), Developing Strategic International Human Resource Management: Prescriptions for MNC Success, Marshall School of Business - University of Southern California, Center for Effective Organizations Publication, Vol. 4, No. 166.
• Wright P. M., McMahan G. C., and McWilliams A. (1993), Human Resources as Sustained Competitive Advantage: A Resource-Based Perspective, Center for Effective Organizations, Marshall School of Business, University of Southern California, Los Angeles.
• Zheng C. (2013), "Critiques and Extension of Strategic International Human Resource Management Framework for Dragon Multinationals," in Asia Pacific Business Review, Vol. 19, No. 1.