Search Results

Purpose - The purpose of this paper is to develop a theoretical framework for measuring public sector managers' career success. Design/methodology/approach - The theoretical foundation used in this study is social cognitive career theory. To conduct a literature search, several keywords were identified, i.e. career success, objective and subjective career success, managers, managerial career development and social cognitive career theory. Several electronic databases available in the university's library, such as Emerald, EBSCOHost, SAGE, Science Direct and Blackwell Synergy, were used to search for resources. Literature includes sources written in both English and Malay. Findings - The four factors that have predictive potential on managers' career success are individual-related factors, organizational-related factors, managerial competencies-related factors, and the person-environment fit factor. Career success should be operationalized using both objective and subjective career success. Research limitations/implications - The study was exploratory, based on a literature review. Empirical study is needed to examine the predictive potential of the four key factors (i.e. individual-related factors, organizational-related factors, managerial competencies-related factors, and person-environment fit factor) for public sector managers' career success. Practical implications - Strengthening the [human resource development] HRD framework through organizational development, personnel training and development and career development may develop and unleash individual potential which leads to positive career outcomes (objective and subjective career success). Originality/value - The research constructs a theoretical framework which outlines the predictive potential of four key factors on public sector managers' career success. The four key factors can be developed through HRD practices.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose - This study aims to explore the intercultural training needs for US business expatriates on assignment in Taiwan. The study assesses Taiwan culture-specific training needs of US expatriates from the perspectives of both US expatriates and their Taiwanese colleagues and compares the perceived importance of these intercultural training needs between these two groups. Design/methodology/approach - This study used the survey method to assess the opinions of US business expatriates as well as their Taiwanese colleagues. A questionnaire was developed for the study. A total of 26 items were identified as knowledge and skills needed for US business expatriates in Taiwan. The items all fall within six categories: knowledge of the nation, relationship building, interpersonal communication, business protocol, legal issues, and living in Taiwan. Findings - Data collected from 78 US respondents and 78 Taiwanese respondents were analyzed using matched pairs t-tests. Between-group differences for the overall 26 items and each category were examined. Results indicate that there was a significant difference between the US and Taiwanese respondents in the perceived importance of the overall items. Originality/value - Although there has been an abundance of literature on intercultural training, rarely has research been done on Taiwan cultural-specific training. A study in this area can help human resource practitioners in developing expatriate training programs. Research results can contribute to the knowledge base of expatriate training and development, as well as the development of theories in this area.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose - To provide information on differences between recruitment methods and training practices used in SMEs and large organizations in Turkey, as a representative of a developing country. Design/methodology/approach - A survey as designed by the Cranfield Network on International Human Resource Management (CRANET-G) was used for this study. The survey aims to obtain data that is based on facts and it does not ask for information based on respondents' opinions, attitudes or perceptions. Findings - It provides information about recruitment methods and training practices used in organizations in Turkey. It suggests that, in Turkey, small businesses are more likely to rely on employment agencies, which are considered formal recruitment sources in order to fill managerial positions, contrary to the existing literature and theoretical propositions. Additionally, with regard to training practices, it shows that large organizations use more formal training methods compared with small- and medium-sized enterprises (SMEs). Research limitations/implications - This study only includes SMEs and large organizations in Turkey as a representative of developing countries, but the findings may have implications for other developing countries. Practical implications - A very practical study which provides further insights for academics and managers of both large and small organizations. Originality/value - This paper fulfils the need of further enhancing the research in the field of HRM [human resource management] in developing countries, and offers practical help to individual managers operating in the same settings as Turkey.

Published abstract reprinted by permission of the copyright owner. Show less

Training evaluation is an elusive concept, especially when it comes to practice. The practice of evaluation in training has received a lot of criticism. This criticism is largely explained by the unsystematic, informal, and ad hoc evaluation that has been conducted by training institutions. In Malaysia, training activities are monitored by the government. Organisations are required to obtain training services from approved training providers registered with the government. Examines the clients' demand toward evaluation, the commitment given by training providers, and the overall practice of evaluation by the training providers in Malaysia. Finds that the government, client and economic situations have influenced the evaluation practice in a positive direction.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose - The purpose of this paper is to examine the factors that drive a firm's decision to invest in training in India's IT-enabled services/business process outsourcing (ITeS/BPO) sector. It aims to consider a much-neglected area and an often-cited need to consider external factors, especially the needs of an organisation's clients in a firm's decision to train. Design/methodology/approach - The paper employs case study research strategy using semi-structured interviews, organisational documents and non-participant observation. Findings - Employee turnover, competitive strategy, client specifications and quality management systems were important factors in shaping the nature and extent of training. The temporal dimension of the process was also significant in influencing volume of training. The study also found that learning and development were inextricably intertwined with its operations management, as against a firm's HR infrastructure. Originality/value - As most HRD research adopts an inward-looking approach, the study offers fresh insights by adopting an outward-looking approach and considers the impact of an organisation's clients on provision of training. The study's distinctive contributions are in identifying the influence that client specifications, employee turnover, temporal and geographical dimension of processes have on provision of training and, in analysing the critical and unexplored link between a firm's market orientation, learning orientation, and quality management systems, in shaping the nature and extent of training provision. This research extends the current theory-building debates and provides insights for practitioners and education policy makers about training decision making in ITeS/BPO firms.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose - This paper identifies skills necessary in order to succeed in Vietnam and proposes a training program to develop such skills. Design/methodology/approach - To determine necessary skills, 74 managers were interviewed using critical incident methodology to identify training needs. Critical incident approach asks respondents to describe the incident, its nature and consequences to provide context for understanding the managers’ problems. Findings - Local Vietnamese managers cited professional development (42 per cent), basic business skills (29 per cent), communication and cultural skills (18 per cent) and legal understanding skills (11 per cent) as most critical to succeed in international business. Foreign managers cited cultural understanding and awareness (34 per cent), professional skills (23 per cent), personal skills (20 per cent), and interpersonal skills, language and communication skills. For Vietnamese managers, training includes leadership, problem solving, interpersonal skills, business basics, communication and culture. For expatriate managers, training presents the particular aspects of the local culture in a way that allows the foreign manager to become more effective through understanding and awareness. Research limitations/implications - The findings of this study and its training suggestions are based on findings from Vietnam. To be relevant outside Vietnam, the program may be adapted. Originality/value - This paper identifies the skills needed by Vietnamese and expatriate managers to be successful in international business. The findings and suggestions are valuable to managers and trainers involved in international business in Vietnam and Asia.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose - This study aims to identify managerial competencies required for successful middle managers in China. Design/methodology/approach - First a questionnaire survey was distributed among MBA and EMBA students at a major university in China, and then two case studies were conducted to collect more in-depth data. Findings - The findings of this study suggest that team building, communication, coordination, execution and continual learning are critical competencies for the success of middle managers in China. Implications for future research and practices are also discussed. Originality/value - The literature review shows that although previous leadership competency studies are extensive, little research has been conducted to explore the competencies required for middle managers. This study would contribute to fill the gap in the literature.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose - Fostering entrepreneurship needs a twofold policy that should focus on both the current situation and future prospect of entrepreneurship. Although many scholars and policy makers devote their attention to the first foci of issue, it is equally important to map out the future context of entrepreneurship. The purpose of this paper is to fill this void by analysing the impacts of some contextual factors on entrepreneurial intention of university students. Design/methodology/approach - In the study, a model was proposed and empirically tested on a sample of 300 university students in Turkey. The entrepreneurial support model (ESM) considers predominantly the impact of contextual factors on entrepreneurial intention. In the model, entrepreneurial intention is taken as a function of educational, relational, and structural supports. Findings - The results of the survey showed that educational and structural support factors affect the entrepreneurial intention of students. Research limitations/implications - The paper contributes to the literature by theorizing and empirically testing how some factors affect the entrepreneurial intention of university students. Although the study is subject to some limitations, it is believed that these limitations can be overcome with further studies. Practical implications - The results of the study may have valuable implications for the policy makers and educators. Originality/value - Since today's youth are the potential entrepreneurs of the future, understanding their perception about contextual factors can be a contribution to the development of the literature and an important step in designing a more effective policy mechanism.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose – The importance of purchasing and supply management (PSM) for business performance has received considerable attention in recent years. However, research on PSM training and education is inadequate. This paper aims to present initial findings from PSM practitioners about current PSM training and education needs in Hong Kong. Design/methodology/approach – An industrial survey of PSM participants was conducted. Of the 405 PSM practitioners contacted, 53 responded to the survey, for a response rate of 13.1 per cent. Findings – The study identifies current trends, skills and knowledge areas for PSM professionals. The results show that the trends of PSM focus on purchasing cost reduction, the skills focus on negotiation and communication, and the knowledge on supply analysis and relationship management. The study also finds that companies tend to adopt on-the-job training for PSM staff but lack a systematic PSM training approach. Research limitations/implications – The study suggests that human resource development for PSM staff must focus not only on tactical techniques, but also on managerial knowledge and skills. However, the sampled companies are weak at providing PSM training and measuring its results. As this study is limited by the small sample size and the nature of the surveyed region, more empirical research will be required to study the effectiveness of PSM training on business performance. Practical implications – This study shows that companies are weak at staff training in the studied region. Most of the companies surveyed do not have formal training programs and training effectiveness measurements. Knowledge of this is essential for other similar organizations wanting to improve their PSM personnel. Originality/value – This paper identifies current trends, skills and knowledge required for PSM in Hong Kong, which have not previously been reported in literature.

Published abstract reprinted by permission of the copyright owner. Show less

Purpose - The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign-owned MNCs [multinational companies] are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs. Design/methodology/approach - Specifically, four MNCs in the chemical industry, which were selected based on equity ownership, were analysed to ascertain whether employees in these MNCs in Malaysia are satisfied with the HCD policies by providing an account of the satisfaction level of the employees with the HCD policies in these four Malaysian MNCs. Findings - A main conclusion from the findings of this research is that respondents in European MNCs are generally more satisfied than respondents in Asian-owned MNCs with the HCD policies of the company. On the whole, European MNCs place more importance on HCD but it cannot be concluded that foreign-owned MNCs have better HCD policies and hence higher employee satisfaction with the HCD policies compared with locally owned MNCs. Research limitations/implications - Similar research could be conducted on a larger sample, incorporating MNCs of different equity ownership, to determine how HCD policies of globalised MNCs affect employee satisfaction. Further research could be extended to different regions and sectors. Practical implications - it provides an insight of desirable HCD practices that human capital practitioners could develop to create competitive advantage through their human capital assets. Originality/value - In addition to identifying the relevant HCD practices, commentary is provided of current knowledge in terms of best HCD practices that could be emulated by local organisations as well as other institutions in the Asia Pacific region.

Published abstract reprinted by permission of the copyright owner. Show less