Archive for the ‘publications’ Category
Forthcoming in the European Journal of International Management
European Journal of International Management is a new, very ambitious journal with a great track record already in its first couple of years on the scene. Here is the abstract of our forthcoming paper Human capital and structural position in knowledge networks as determinants when classifying employee groups for strategic HRM purposes in EJIM:
Until recently most theoretical models and empirical investigations in the strategic HRM field focused on inter-firm rather than intra-firm variability and thus implicitly assumed the adoption of the same HR practices (bundles) for managing all employee groups in a firm. Existing classifications of employees for strategic HRM purposes are mostly based on human capital and the employment mode. Through the lens of the knowledge-based view of the firm, we examine the ways in which an individual employee is valuable to a firm and suggest that an individual’s structural position in knowledge networks should also be considered. By conducting a social network analysis of an SME we establish that studying an individual’s relationship-based characteristics (i.e., an individual’s structural position in knowledge networks) strengthens the reasoning for employee classification and should thus be considered for strategic HRM purposes.
Izšla je knjiga Menedžment človeških virov
Za tiste, ki še ne veste. Izšla je knjiga “Menedžment človeških virov”. Knjiga celovito obravnava področje, ki ga v tujini najdemo pod besedno zvezo “Human Resource Management”. Urednika revije sta Ivan Svetlik in Nada Zupan, pri pisanju pa smo sodelo
ali tudi: Miroslav Stanojević, Stane Možina, Andrej Kohont in Robert Kaše. Več informacij o knjigi dobite tukaj.
A forthcoming publication in the Organization Science
Filed under: publications | Tags: flexibility, real options, training, valuation
Leave a Comment Here is something I really look forward to. After a very long time of intense intellectual challenge the paper by my colleague Aleš Berk and I is finally in press at the Organization Science. It is an interdisciplinary paper that applies real options methodology to valuing flexibility created by training. Here is the abstract:
This paper refers to the conceptualizations of strategic flexibility, real options, and human resource (HR) options to
build a model for valuing future-oriented and organizational flexibility-enhancing aspects of training. By adopting an
indirect approach to measuring HR options by valuing particular investment projects in which human capital is involved,
we satisfy the conditions for applying the Black-Scholes option valuation model and avoid the problematic measurement
of the stand-alone value of human capital. The proposed valuation model is elucidated by a case study from the mobile
telecommunications industry. The results indicate that in rapidly growing markets based on emerging technology, the
generation of HR options based on training should be encouraged. Broader applicability and limitations of the valuation
model are discussed and directions for further development of the valuation model are given.
I will let you know when it comes out.
Just published in the Human Resource Management (Wiley)…
Filed under: publications | Tags: HRM, interpersonal relations, knowledge transfer, social network perspective
Leave a Comment Together with Jaap Paauwe and Nada Zupan we just published a paper at the Human Resource Management. It is a part of what all the contributors believe a potentially very influential special issue on HRM and Knowledge Processes edited by Dana Minbaeva, Nicolai Foss and Scott Snell. The title is: HR practices, interpersonal relations, and intrafirm knowledge transfer in knowledge-intensive firms: a social network perspective.
Here is the abstract:
We adopt the social network perspective to develop a conceptual model and examine the relationship among human resource (HR) practices, interpersonal relations, and intrafirm knowledge transfer in knowledge-intensive firms. Our results indicate that work design, along with training and development HR practices, can shape the structural relation. At the same time, both also exhibit potential for shaping affective and cognitive relations within a firm’s social network. While the effects of work design along with training and development HR practices on intrafirm knowledge transfer are primarily mediated by interpersonal relations, we found some evidence for arguing that incentives and motivation HR practices directly affect intrafirm knowledge transfer.
