Martin Krzywdzinski and Hyung Je Jo
Building on neo-institutionalism models of the transfer of human resource management (HRM) practices within multinational companies, this paper aims to analyze the transfer of…
Abstract
Purpose
Building on neo-institutionalism models of the transfer of human resource management (HRM) practices within multinational companies, this paper aims to analyze the transfer of skill formation concepts using the cases of two automotive OEMs in Slovakia. The purpose of the paper is twofold. First, it aims to explain the differences between the two multinationals. Second, it builds on the empirical analysis to reconsider the neo-institutionalist theoretical framework.
Design/methodology/approach
The paper is based on two qualitative case studies of automotive multinationals in Slovakia. The home country locations of both companies represent different approaches to skill formation: systematic vocational education for blue-collar workers is regarded as crucial at the German manufacturer, while the Korean company relies mainly on on-the-job-training and puts much less emphasis on skilled blue-collar work.
Findings
The paper shows that the differences between the companies are related to different understandings of technology/automation. It argues that the increasing automation and the decentralization of responsibilities for the product-launch processes supported the transfer of German skill formation concepts to the plant in Slovakia, while the Korean manufacturer’s specific engineering-led automation concept and centralization of product launch responsibilities in its Korean headquarters reduced the need to invest in skill formation for blue collars abroad. The paper concludes that theories of the transfer of HRM practices within multinationals must include technological factors and must also develop more specific concepts of the centralization of multinationals.
Originality/value
The paper is to the knowledge the first to include technology as a core variable into the neo-institutionalist theory in the field of international business and HRM. While the relationship between technology and organization has gained huge prominence in the recent discussions about digitalization, it has been so far neglected by scholars of international business.
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Christine Gerber and Martin Krzywdzinski
The term “crowdwork” describes a new form of digital work that is organized and regulated by internet-based platforms. This chapter examines how crowdwork platforms ensure their…
Abstract
The term “crowdwork” describes a new form of digital work that is organized and regulated by internet-based platforms. This chapter examines how crowdwork platforms ensure their virtual workforce’s commitment and control its performance despite its high mobility, anonymity, and dispersion. The findings are based on a case study analysis of 15 microtask and macrotask platforms, encompassing 32 interviews with representatives of crowdwork platforms, and crowdworkers, as well as an analysis of the platforms’ homepages and community spaces. The chapter shows that performance control on crowd platforms relies on a combination of direct control, reputation systems, and community building, which have until now been studied in isolation or entirely ignored. Moreover, the findings suggest that while all three elements can be found on both microtask and macrotask platforms, their functionality and purpose differ. Overall, the findings highlight that platforms are no neutral intermediaries but organizations that adopt an active role in structuring the digital labor process and in shaping working conditions. Their managerial structures are coded and objectified into seemingly neutral technological infrastructures, whereby the underlying power relations between capital and labor become obscured.
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This paper documents the EU integration process using the uneven and combined development framework. Because capitalist social relations are territorially defined and politically…
Abstract
This paper documents the EU integration process using the uneven and combined development framework. Because capitalist social relations are territorially defined and politically built, unevenness between countries is not unconnected with that within countries and both involve antagonism between capital and labor. This is manifest in the ‘state form’ of the EU and its anti-democratic tendencies: public institutions at the community level play a major role in reinforcing unevenness in favour of leading countries, in both the productive and financial spheres.
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Rodrigo Valio Dominguez Gonzalez and Manoel Fernando Martins
The latest models on knowledge management (KM) recognize four phases for its practice: acquisition, storage, distribution, and knowledge utilization. The KM is characterized as a…
Abstract
Purpose
The latest models on knowledge management (KM) recognize four phases for its practice: acquisition, storage, distribution, and knowledge utilization. The KM is characterized as a multidisciplinary discipline, involving both technical and social aspects. Therefore, the purpose of this research is both social and of coordination, aiming to identify contextual factors, internally developed in the organizations, which support the KM process in the Brazilian companies in the automotive sector.
Design/methodology/approach
To achieve the research purpose, a quantitative research method was employed, based on a survey research in the automotive sector.
Findings
The results point to the existence of eight contextual factors that support the KM process in the organizations. These factors are mainly related to the human being, responsible for the retention and transformation of primary knowledge, and the development of an organizational context that encourages the learning process through the culture and structure designed for this purpose.
Research limitations/implications
One of the limitations is that the study is based on constructs derived from a theoretical background, however it does not offer an empirical test to validate the selected constructs. Future studies could create a metric to evaluate the constructs' consistency and use regression analysis to validate them. The second limitation relates to empirical research. The survey achieved a return of 78 companies and a larger sample could provide more robust data.
Practical implications
Practitioners need to take cognizance of the fact that KM process must not be confused nor focused on IT deployment. The development of an organizational context is much more complex and important to the success of KM. By characteristics of mapped factors, it is possible to conclude that KM process is focused on the development of individuals. It is from their employees that the organization promotes the knowledge exploitation in problem solving activities and incremental improvements, and knowledge exploration, rebuilding the competences to innovate the processes.
Originality/value
The main contribution of this paper is to identify the factors that companies in the Brazilian automotive industry must develop in order to promote KM. Furthermore, the research shows the relationship between these factors and KM process.
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Guendalina Anzolin and Antonio Andreoni
This paper focuses on understanding firm-level determinants of industrial robots' adoption and how these determinants result in heterogenous processes of robotisation across firms…
Abstract
Purpose
This paper focuses on understanding firm-level determinants of industrial robots' adoption and how these determinants result in heterogenous processes of robotisation across firms within the same sector. The paper presents results from in-depth case studies of final assemblers in the South African automotive sector.
Design/methodology/approach
The research has been conducted through multiple case studies with a focus on final assemblers. During the case studies, as well as before and after it, data coming from in-depth semi-structured interviews were triangulated with secondary data available from the international database on industrial robots' adoption and documents provided by firms and institutions.
Findings
This paper identifies three firm-level determinants of robotisation – i.e. modularity of the production process, flexibility in the use of technology and stability in product design. The results also showed that firms' robotisation depend on each of these determinants as well as their interdependence. The authors introduce a framework to study interdependence between these technology–organisational choices, which reveals heterogenous patterns of technology deployment and related managerial implications.
Originality/value
This research introduces a new framework on factors driving industrial robotisation – a key digital production technology – and offers empirical evidence of the heterogenous deployment of this technology. The authors identify two main manufacturing approaches to robotisation in the automotive sector: one in which the firm designs a robotised process around a certain product design – i.e. the German/American way and one in which the firm designs its product based on certain robotised processes – i.e. the Japanese way. These findings are valuable for both industry, operational research and the scientific community as they reveal heterogeneity on the “how” of robotisation and implications for manufacturing technology management.
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Raimunda Bukartaite and Daire Hooper
This study explores insights from key stakeholders into the skills they believe will be necessary for the future of work as we become more reliant on artificial intelligence (AI…
Abstract
Purpose
This study explores insights from key stakeholders into the skills they believe will be necessary for the future of work as we become more reliant on artificial intelligence (AI) and technology. The study also seeks to understand what human resource policies and educational interventions are needed to support and take advantage of these changes.
Design/methodology/approach
This is a qualitative study where a sample of highly experienced representatives from a range of small to large Irish organisations, both public and private, provide insights into this important topic.
Findings
Findings indicate participants see a continued need for soft and hard skills as we evolve towards a more technologised workplace, with a need for employees to adopt a lifelong learning philosophy. As the knowledge economy in Ireland is well established, experts do not expect mass displacement to occur but differ with respect to the predicted rate of change. Novel HR interventions such as hiring for potential, pooling talent and establishing postgraduate supply contracts are seen as key. Current state interventions were mostly viewed positively but revamping of curricula is needed as well as stronger partnerships with tertiary institutions.
Research limitations/implications
The interpretivist nature of the study limits the generalisability of the findings as they are based on a relatively small sample from one country. Also despite the significant expertise of the sample, it is not possible to predict whether their forecasts will manifest.
Practical implications
This research highlights the need for Irish SMEs to embrace the impacts of automation and AI as many are seen to be slow in reacting to changes in technology. The study also reveals cutting edge talent management interventions for employers to adopt that will insulate them from the challenges technological change presents to recruitment and employee development.
Originality/value
The findings from this paper culminate in the development of a conceptual framework, which encapsulates the responsibilities of all parties so that future skills needs will be met. This highlights the interplay between employers, individuals/employees, the Irish Government and educational institutions, demonstrating how they are interdependent on one another as we move towards a more technologised future.