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Since most literature on international performance appraisal is derived from Western MNCs, it is questionable whether the Western theories are equally powerful when applied to other national contexts. This study develops the Chinese international performance appraisal model by exploring performance appraisal policies and practices and the associated factors in Chinese MNCs. It reveals that Chinese MNCs adopt different approaches towards different groups, particularly different nationalities and managerial status. The Chinese international performance appraisals are a mix of home and local appraisal systems, and a mix of traditional Chinese personnel management and modern Western HRM concepts. Moreover, Chinese international performance appraisal policies and practices are affected by various host‐contextual and firm‐specific factors, and there is also an interplay between international performance and other international human resource management activities.

Transport governance is dependent on, and works through, legally defined or socially accepted categories that are challenged by the technological and business disruptions that characterize smart mobility. This chapter explores the dynamic interactions between the categories of transport governance and new (disruptive) forms of mobility, using a framework that highlights the ways governance solutions are influenced by how problems are framed. The argument is made through two empirical cases – of car sharing and motorized (electric) personal mobility devices. Car sharing emerged quietly onto the transport landscape in Australia, and has been accommodated and facilitated by local government parking policies. In this case, the tools for governing smart mobility already existed, and became adaptable to new imperatives. Personal mobility devices (PMDs), battery-powered motorized devices designed to be used by an individual on footpaths or shared user paths, are neither common nor legal on many roads or footpaths. The process through which PMDs became regulated in the Australian state of Queensland is used to illustrate the ways in which ‘epistemic experimentation’ can challenge regulatory framings and foster the introduction of new forms of smart mobility. The chapter concludes that smart mobility both disrupts and confirms dominant framings of transport governance, especially in relation to automobility, and that further challenges will need to be met as autonomous vehicles become more widespread across transport infrastructure.

This paper, which is concerned with fluid‐structure interaction analysis, is a sequel to our earlier paper which gave an introduction to the numerical treatment of such systems. The paper is divided into five main sections. In the first two, a state‐of‐the‐art review on near‐field and far‐field fluid structure interaction is presented. In attempting to highlight where current research should be directed, only the most widely used computer codes are reviewed in the third section. Conclusions are presented in the fourth section.

I build on a strong foundation of prior studies about expatriate compensation in general to provide an overview of changes in expatriate compensation, from home- to host-based approaches, during the past 10 years.

Underpinned by findings from academic and practitioner literature, I review and integrate studies of expatriate compensation and global talent management to outline the challenges and opportunities home- and host-based compensation approaches present to MNEs.

Home-based compensation is becoming an outdated and overly expensive model that is often ineffective in moving MNEs’ global competitive advantage to where it needs to be, leaving host-based approaches as the only alternative. But the use of host-based “cheaper” compensation approaches can also lead to unintended outcomes for MNEs in terms of unforeseen opportunity costs (such as the loss of critical talent) arising from shortsighted compensation decisions.

I argue that expatriate compensation works best when it is not based on an employees’ home-country status but instead on the role that he or she performs locally. I suggest a host-based compensation approach — global compensation — that is based on the worth of the position rather than where the individual has come from. Such an approach is more equitable because it is performance-based thereby eliminating overpaying and perceived unfairness. It is much simpler to administer than home-based compensation because it represents an extension of most MNEs already existing domestic (home country) pay-for-performance model.

Despite more than 10 years of new compensation practices being implemented and reported by global mobility practitioners, very little has been studied or written by scholars about some of the recent changes in expatriate compensation over the past decade. The chapter addresses this gap in academic literature.

This paper is concerned with the treatment of fluid‐structure interaction problems. The paper is divided in a number of sections. The first is an introduction to the historical background which lead to the numerical approach being used today. In the second the main factors affecting the numerical treatment of fluid‐structure interaction problems are identified. The next eight sections discuss each of these factors separately. Conclusions are drawn in section eleven.

Technological and cultural changes of the past decade have revealed new ways to use the object of the car as demand responsive yet not private. Cars are increasingly able to fulfil the aims of demand responsive transport (DRT), by providing equitable access to flexible, yet sustainable, transport. This chapter outlines the conceptual and empirical case for this increasingly dynamic form of DRT and labels it ‘cars on demand’.

A review of literature and practice is used to detail characteristics of cars on demand, and the reasons for its emergence. Key features are illustrated using examples from around the world.

Cars on demand is a rapidly changing field. New economic models of provision are emerging, yet not all are designed to fulfil the aims of DRT by making transport more sustainable or equitable. These models do, however, contribute to making cars on demand work by encouraging transition from a culture of private-car ownership, to one where the car is an object ‘just’ for use. Cars on demand can therefore contribute to the fracturing of the powerful system of private-car use. Its relationship with decreased vehicle kilometres travelled (VKT) and transport disadvantage is, however, complex and vulnerable to erosion. This vulnerability can be mitigated by regulation and better understanding through research.

This chapter provides a novel conceptualisation of the way the object of the car is used in a demand responsive way. It contributes to understandings of regulatory issues surrounding shared mobility, and provides directions for future research.

Managing diverse talents has become a necessary part of the human resource management of contemporary organizations. The growing diversity of organizations' workforce makes companies reassess their conventional HRM approaches. State-owned enterprises get the increasing attention of talent management scholars since state firms enthusiastically compete for talents. These companies have some particularities that distinguish them from private firms, and there is a need to analyse the existing research on the HRM in state companies which has the potential to add a missing part to the puzzle of managing diverse talents. We study the major topics in the literature on human resource management and talent management in state-owned enterprises, the key findings researchers provide and the gaps in the literature that need to be covered and the resulting research directions for future studies.

This article argues that critical realism (CR) offers an ontological position suited to understanding the dynamic relations between multinational companies (MNCs) and the complex political spaces within which they operate. After outlining the core assumptions of CR, the key arguments are elaborated through two case studies which focus on issues of staffing and expatriation. The first case concerns recent developments in the Middle East, highlighting the shifting reality of nationality-based definitions of staffing the MNC, and the second examines the internationalisation of Chinese firms, exploring the way MNCs restructure space to retain access to home-country advantages.

It is widely accepted that global competitive advantage frequently requires managing such complex situations where traditional organization and job structures are simply insufficient. Increasingly, in order to create a flexible and integrated set of decisions that balance local flexibility with global efficiency, organizations must rely on more social, informal and matrix-based shared visions among managers and employees. Research on global strategic advantage, global organizational structures and even shared mindsets has suggested that dimensions of culture, product and function provide a valuable organizing framework. However, typical decisions about organization structure, HRM practices and talent often remain framed at such a high level as to preclude their solution. We maintain that there is often no logical answer to such questions as, “Should the sales force be local or global?” or “Should product authority rest with the countries or the corporate center?” However, we propose that embedding business processes or value chains within a Culture and Product matrix provides the necessary analytic detail to reveal otherwise elusive solutions. Moreover, by linking this global process matrix to a model that bridges strategy and talent, it is possible to identify global “pivotal talent pools,” and to target organizational and human resource investments toward those talent areas that have the greatest impact on strategic advantage. We demonstrate the Value-Chain, Culture and Product (VCCP) matrix using several examples, and discuss future research and practical implications, particularly for leadership and leadership development.