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The purpose of this article is to explore the importance of workplace learning in the context of performance measurement on an organisational level. It shows how workplace learning analytics can be grounded on professional identity transformation theory and integrated into performance measurement approaches to understand its organisation-wide impact.

In a conceptual approach, a framework to measure the organisation-wide impact of workplace learning interventions has been developed. As a basis for the description of the framework, related research on relevant concepts in the field of performance measurement approaches, workplace learning, professional identity transformation, workplace and social learning analytics are discussed. A case study in a European Public Employment Service is presented. The framework is validated by qualitative evaluation data from three case studies. Finally, theoretical as well as practical implications are discussed.

Professional identity transformation theory provides a suitable theoretical framework to gain new insights into various dimensions of workplace learning. Workplace learning analytics can reasonably be combined with classical performance management approaches to demonstrate its organisation-wide impact. A holistic and streamlined framework is perceived as beneficial by practitioners from several European Public Employment Services.

Empirical data originates from three case studies in the non-profit sector only. The presented framework needs to be further evaluated in different organisations and settings.

The presented framework enables non-profit organisations to integrate workplace learning analytics in their organisation-wide performance measurement, which raises awareness for the importance of social learning at the workplace.

The paper enriches the scarce research base about workplace learning analytics and its potential links to organisation-wide performance measurement approaches. In contrast to most previous literature, a thorough conceptualisation of workplace learning as a process of professional identity transformation is used.

The purpose of this paper is to present an empirical investigation of recent trends and changes in companies' production relocation and backshoring behaviour against the background of the global economic crisis.

The empirical research is based on a large data set of 1,484 German manufacturing companies as part of the European Manufacturing Survey (EMS). The paper employs a structured set of probit analyses to identify the differences of production relocation and backshoring determinants before and within the crisis.

Against common belief the paper finds that not only the relocation of production to emerging countries, but also the backshoring of once offshored manufacturing capacities to the home base is a relevant phenomenon. Since the emergence of the global economic crisis, relocation activities declined significantly, whereas the level of backshoring activities has remained stable. Far‐shore destinations in Asia gain in attractiveness over near‐shore locations in Eastern Europe. Particularly export‐intensive companies tended recently towards (re‐)concentrating of their production capacities, trying to exploit the benefits of higher capacity utilisation and a superior relation of variable costs to fix costs at their existing locations.

Although covering a significant range of industrial sectors in Germany, more empirical evidence is needed from other branches and countries. Looking forward it is proposed to systemically integrate scenarios on the future development of the most influential environmental factors in future research frameworks for global production decisions and value chains.

The findings strongly recommend a revision of established decision‐making schemes for production relocations based on pure cost efficiency considerations. Decision‐making should integrate qualitative environmental factors and dynamic considerations using scenario‐based tools. Companies need to understand and prepare for dynamic developments at different locations which can strategically necessitate backshoring after a certain time.

The research considerably widens the empirical knowledge on recent trends in relocation activities and their inherent risks, which in a dynamic perspective are sometimes forcing backshoring activities.

As a consequence of the sluggish growth in Europe caused by the Euro-crisis, many German companies are currently expanding their manufacturing and innovation activities in fast-growing China – or intend to do so. The paper aims to provide new practical and theoretical insights on how German manufacturing companies are readjusting and further developing their production and innovation strategies in China and which future paths they plan to follow to make the most out of their foreign factories in this market.

Based on in-depth interviews with the top management of 18 German manufacturing companies in China, this paper analyzes the present state, interlinkages and future development paths of their local manufacturing and innovation strategies, employing Ferdows' framework of foreign factory roles.

The authors find that up to now most of the surveyed factories represent an additional type of an advanced server factory, characterized by a “Chinese gap” in new product development (NPD) and basic innovations. Based on that the authors propose five guiding principles on how foreign factories in China can cope with the upcoming challenges in China and make the most of their local strategies.

The research provides unexpected insights of a high strategic relevance for practitioners currently engaged in optimising their global production and innovation footprint. It challenges established frameworks on foreign production and innovation modes by comparing them to the established practice of frontrunner companies from key sectors of the German manufacturing industry.

The past three decades have seen the transformation of manufacturing involving its global dispersion and fragmentation. However, a number of recent developments appear to suggest that manufacturing may be entering a new era of flux that will impact the configuration of production around the globe. The purpose of this paper is to address the major emerging themes that may shape this configuration and concludes that most of them are still in their initial stages and are not likely to create a radical shift in the next few years in how manufacturing is configured around the world. These themes were presented in a special session on “Manufacturing in the World – Where Next?” at the 2013 EurOMA Conference in Dublin, Ireland.

The paper provides a series of perspectives on some key considerations pertaining to the future of manufacturing. An evaluation of their likely impact is offered and insights for the future of manufacturing are presented.

The importance of a focus on the extended manufacturing network is established. The need for customer engagement and a forward looking approach that extends to the immediate customer and beyond emerges as a consistent feature across the different perspectives presented in the paper. There is both the potential and need for the adoption of innovative business models on the part of manufacturers.

The paper presents in-depth perspectives from scholars in the field of manufacturing on the changing landscape of manufacturing. These perspectives culminate in a series of insights on the future of global manufacturing that inform future research agendas and help practitioners in formulating their manufacturing strategies.

The purpose of this paper is to present an empirical investigation of firm level productivity effects of outsourcing against the background of a review of recent theoretical considerations about the topic.

The empirical research is based on a large representative data set from the German manufacturing industries containing detailed data about almost 500 establishments. It investigates productivity effects of outsourcing under control of other relevant factors influencing firm level productivity by means of a multivariate regression analysis.

In sharp contrast to common belief and prevailing management practices, outsourcing, i.e. the extent to which the vertical range of manufacturing is reduced, has a strong negative impact on a firm's labour productivity. Against the background of the theoretical considerations reviewed from the literature, this result can be explained such that mere cost‐efficiency comparisons are insufficient for appropriate decisions on vertical manufacturing range as the effects of opportunism, of disturbed competence formation, and of limited innovative value creation processes may be overcompensating cost benefits.

The investigation focuses on productivity effects of outsourcing as a relevant long‐term performance measure not regarding other firm level performance indicators. Although covering a significant range of industrial sectors in Germany, more empirical evidence is needed from other sectors and regions. Moreover, performance effects of different types of outsourcing implementations (e.g. simple part supply versus outsourcing of whole business processes including design, production, and marketing) should be investigated as they might have different impacts.

The findings strongly recommend a revision of established decision‐making schemes for vertical manufacturing range based on cost‐efficiency considerations. Decision making should instead integrate cost efficiency and transaction cost analysis with the competence and innovation capability formation perspectives. Procedural schemes for this integrated view are still to be developed, however.

The research described in this paper considerably widens the empirical knowledge about productivity effects of outsourcing and has strong impact on management practice.

This paper aims to focus on production offshoring and “backshoring” in a representative sample of 151 New Zealand manufacturers. It identifies how and why firms offshore; why many increase their offshoring while others “backshore”; and why most firms continue to compete internationally without offshoring.

Data collection used a two-wave postal questionnaire survey of 676 firms, with a usable response rate of 22.3 per cent and no indication of non-response bias.

Most exporters manufactured only from their New Zealand base, but 44 per cent had outsourced some production offshore in the period 2001 to 2011. Among the 67 offshored firms, 11 had then “backshored” to New Zealand. The main reasons for offshoring were lower labour costs and capacity constraints in New Zealand. “Backshoring” occurs when lower labour costs become offset by impaired capabilities in flexibility/delivery; quality; and the value of the Made in New Zealand brand especially among consumer goods producers. Stay at home firms reported fears of lowered quality; country loyalty; and their Made in New Zealand country of origin brand.

Offshoring begins tentatively but many firms then increase their offshoring to reap the benefit of lower labour costs. These reasons for “backshoring” mirror those given for keeping production in New Zealand and must be given careful consideration by firms considering offshoring.

There are few studies of offshoring by smaller manufacturers and none that have elucidated this as a process, one that is still avoided by many and can end in costly “backshoring” for others.

Research on organizational innovation remains relatively scarce, particularly with respect to social structures and processes. In contrast to product innovation, organizational innovation relies more on informal processes and relationships among members of the organization than on formal processes. The purpose of this paper is to contribute to the understanding of these processes at the micro level.

Building on a process model of organizational innovation, the authors study the case of a dermatology department of a large hospital in France and conceptualize organizational innovation as the outcome of a social system represented by networks of relationships, professional identities and formal structures.

The findings suggest that informal networks support the early phase of the invention and development of organizational innovation. However, the later phases depend more on the formal structure. A mismatch between professional identities and formal roles and positions can prevent the institutionalization and legitimation of organizational innovation in the final phases of the innovation process.

The study is limited to one case, a department in a French hospital. The authors call for future research to study different industry/country contexts.

Professional organizations such as hospitals should encourage better interactions between actors of different professional identities to support the development and implementation of organizational innovation. Reducing the perceived hierarchy of different professional identities may also be useful.

This study is the first to investigate micro-level processes in organizational innovation by combining the concept of professional identity and network analysis.