HRM practices and MNC

knowledge transfer Dana B. Minbaeva

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32Abstract

Introduction HRM

Black Box Data&

Method

Measures

Results Conclusions

Questions

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Purpose

HRM &

knowledge transfer within MNCs.

Design/methodology/approach

Hypotheses

Findings

two groups of HRM

Implications

additionalresearch is needed

Originality

HRM &

knowledge transfer within MNCs.

Keywords KM MNC HRM

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characteristics of that knowledge、 knowledge sources、knowledge senders、 knowledge receivers

the transformation of the HRM system and identified the support to the process of organizational

learning as the key strategic task facing the HRM function in many MNCs today

HRM practices and knowledge-related outcomes are associated

Literature

bringing knowledge transfer and HRM together

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What HRM practices?

Human resource planning Performance appraisal

Reward systems Career management

Which combinations of HRM practices?

conceptual

factor analytic

cluster analysis

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H1

Developing absorptive capacity of knowledge receivers

HRM practices [absorptive capacityof knowledge receivers]

HRM practices [absorptive capacityof knowledge receivers]

degree of knowledge transferdegree of knowledge transfer

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H2

Supporting learning environment

HRM practices [Supporting learning environment]

HRM practices [Supporting learning environment]

degree of knowledge transferdegree of knowledge transfer

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HRM practices [absorptive capacity

of knowledge receivers as a system of mutually reinforcing practices]

HRM practices [absorptive capacity

of knowledge receivers as a system of mutually reinforcing practices]

H3a

complementarity

degree of knowledge transferdegree of knowledge transfer

HRM practices [Supporting learning

environment as a system of mutually

reinforcing practices]

HRM practices [Supporting learning

environment as a system of mutually

reinforcing practices]

HRM practices [Both capacity and

environment as a system of mutually

reinforcing practices]

HRM practices [Both capacity and

environment as a system of mutually

reinforcing practices]

H3b H3c

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Data

data set of the subsidiaries of Danish MNCstwo or more subsidiaries abroademploy more than 30 employees

The final data set consisted of 305Danish subsidiaries located in Europe, Asia, and North America.

web-based questionnaire survey methodologyThe resulting data set consisted of 92 subsidiaries (response rate of 30 percent). The subsidiaries were located in the USA, China,

Germany, Sweden, the UK, Russia, Poland, France, Sri Lanka, India, and Portugal

Method

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Dependent Independent

Degree of knowledge transfer

(DoKT)

Staffing Promotion

CompensationPerformance appraisal

Corporate socialization Mechanisms

Flexible working practices

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H1 H2 H3a H3b H3c

limitations

only two mediating variables

Survey response

bias

the use of control variables

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Originality

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Thanks in advance