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Implementations of International Human Resource Management
THE InTErnaTIonal Journal of Human rEsourcE managEmEnT, 2018 Vol. 29, no. 7, 1365–1373 https://doi.org/10.1080/09585192.2018.1477547
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International Journal of Human Resource Management (IJHRM) Special Issue on: International human resource management in contexts of high uncertainties
Geoffrey Wooda, Fang Lee Cookeb, Mehmet Demirbaga and Caleb Kwonga
university of Essex, southend and colchester, Essex, uK; bmonash university, melbourne, australia
International human resource management in contexts of high uncertainties
The aim of this special issue is to examine more closely of the implementations of international human resource management (IHRM) practices in the contexts of high uncertainties. It seeks Contexts of relevance encompass those experiencing financial crisis, economic sanctions, political and civil uncertainty, environmental collapse and/or deep recession.
It aims to supplement the Danger and Risk as Challenges for HRM IJHRM Special Issue which encompasses terrorism, violent disorder, crime and other physical risks, by focusing on initially seemingly peaceful forms of uncertainty, even if their consequences might lead to societal collapse. While appreciating that these contexts are very different, the key theme that cuts across all of these contexts are the unexpected changes that they brought, creating considerable ambiguity for businesses, and how they manage their people.
Businesses will face the challenges of coping in such contexts, with unpredict- ability in demand, and in supplier relations, in adding greater time pressure to the decision-making process, and in terms of work and employment relations (Pearson and Clair, 1998). Through operating in different settings, multinational enterprises (MNEs) may be able to hedge risk, but at the same time protecting their own interest from a distance can be extremely difficult (Cantwell, Dunning, & Lundan, 2010).
They will also impact on MNE decisions to invest and reinvest in particular settings (Oh & Oetzel, 2011). However, reducing or eliminating their presence in the host location is not always possible. MNEs may have sub- stantial resources and infrastructural interests in the host location that need to be protected. Again, there is often a pressing need of MNEs to use expatriates on international assignments to complete strategically critical tasks, but the same time managing expatriate staff becomes much more difficult when countries of domicile become more unstable. However, these situations often present golden
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CONTACT mehmet Demirbag mdemirc@essex.ac.uk
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Implementations of International Human Resource Management |
Implementations of International Human Resource Management