HRM Practices and knowledge transfer in MNCS

    Research output: Working paperResearch

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    Abstract

    This chapter introduces HRM practices that help MNCs to overcome knowledge transfer barriers (knowledge-driven HRM practices). It argues that MNCs can institute various HRM practices that impact knowledge transfer barriers associated with behavior of knowledge senders and receivers.HRM practices relevant for absorptive capacity of subsidiary employees form two groups - cognitive (job analysis, recruitment, selection, international rotation, career management, training and performance appraisal) and stimulative (promotion, performance-based compensation, internal transfer, orientation programs, job design and flexible working practices). The application of cognitive HRM practices enhances the ability of knowledge receivers to absorb transferred knowledge, while the use of stimulative HRM practices increases their motivation. Temporary and permanent types of international assignments respectively influence the ability and motivation of expatriate managers to share their knowledge.Keywords: Human Resources; Personnel; Human Resource Management; MultinationalCorporations; Organizational Innovation; Organizational Learning
    Original languageEnglish
    Place of PublicationKøbenhavn
    PublisherSamfundslitteratur
    Number of pages48
    ISBN (Print)9788791815089
    Publication statusPublished - 2007

    Cite this

    Minbaeva, D. (2007). HRM Practices and knowledge transfer in MNCS. København: Samfundslitteratur.
    Minbaeva, Dana. / HRM Practices and knowledge transfer in MNCS. København : Samfundslitteratur, 2007.
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    Minbaeva, D 2007 'HRM Practices and knowledge transfer in MNCS' Samfundslitteratur, København.

    HRM Practices and knowledge transfer in MNCS. / Minbaeva, Dana.

    København : Samfundslitteratur, 2007.

    Research output: Working paperResearch

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    Minbaeva D. HRM Practices and knowledge transfer in MNCS. København: Samfundslitteratur. 2007.