Ethnographic studies in international human resource management: Types and usefulness

Mahadevan, Jasmin

doi:10.1177/2397002220908214

Cited by 12 publications

(13 citation statements)

References 89 publications

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“…The article concludes with the potential implications of these findings for an influential global HR board. Mahadevan (2020) studied the ethnographic examinations in global human asset the board: Following its unique anthropological importance, ethnography is perceived as a multi-paradigmatic attitude including five interrelated strands. Primary functionalist ethnography empowers profound examinations.…”

Section: Resultsmentioning

confidence: 99%

Analysis of relevance between international HRM and industry demand: A review of scientific literature

Sukanti

Harto

Pramuditha

2021

ijbem

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This article attempts to analyze how the relevance of international human resource management and the demands of the world of work through an in-depth study of the evidence findings from the studies of global HR governance and employment experts. In short, we search the literature utilizing an online search. Our analysis involves coding, evaluating, interpreting systems under a phenomenological approach to obtain correct, valid, and reliable answers. So the results of our study can conclude that there is a relevance between international human resource management and the needs of the world of work between countries. The use of international-level human resources to achieve business targets without national borders is known as international human resource management. Thus this input is an addition to the parties involved in the world of international human resources management.

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Section: Resultsmentioning

confidence: 99%

Analysis of relevance between international HRM and industry demand: A review of scientific literature

Sukanti

Harto

Pramuditha

2021

ijbem

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“…It will calculate the error between the actual value and the predicted value, and it will also affect the direction of gradient descent. e mean square error is a common error calculation method, and equation (11) shows the calculation process of the mean square error.…”

Section: H(d) � − 􏽘mentioning

confidence: 99%

“…Human resource management is a complex task, especially in the recruitment and management of employees. To a certain extent, the development speed of an enterprise also depends on the level of employee performance and employee satisfaction [10,11]. In the rapid development of science and technology today, automation has slowly replaced the artificial way, which requires the staff to have a better technical level and higher scientific literacy.…”

Section: Introductionmentioning

confidence: 99%

Human Resource Decision-Making and Recommendation Based on Hadoop Distributed Big Data Platform

Chen

2022

Mathematical Problems in Engineering

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The innovative development of an enterprise is a necessary factor for its long-term development, and science and technology is a necessary driving force for its development. An effective management of human resources management will find more high-quality talent, and it will also be efficient management of the enterprise staff. The efficiency of the traditional human resource management is relatively low; the approach will produce larger errors for the enterprise. This study combines the Hadoop distributed platform and big data technology to conduct a decision recommendation research on the relevant factors of human resource management. In this study, the decision tree is used to classify the data related to human resource management. The data feature of human resource will be predicted by the neural network method, and human resource managers will refer to the prediction data from the output layer of neural network. Human resource managers will make corresponding decisions and recommendations. The research results show that Hadoop technology and big data technology have better accuracy in human resource management recommendation system, which contains ConvLSTM method and decision tree method in this study. The maximum prediction error of the ConvLSTM algorithm in predicting the relevant factors of the human resource decision-making system is only 2.67%, and this part of the error comes from the employee-job matching index. The smallest forecast is only 1.98%.

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“…Focusing on people and cultures can elucidate conflicting processes between headquarters and subsidiaries (Sharpe, 2018). Furthermore, through observing internal organization, informal processes that are often downplayed within MNCs can be exposed (Mahadevan, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

Responding to organizational identity change: ethnographic insights from multinational hotel subsidiaries

Ponting

2021

JHTT

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Purpose This paper aims to use an organizational ethnography perspective to explore how subsidiary hotel properties of a multinational hotel corporation experience planned organizational identity (OI) change instituted by headquarters. Design/methodology/approach This study uses a multi-site approach to collect ethnographic data on organizational change from six hotel subsidiaries in California, USA. Over three years, multiple sources of data were collected including: 31 interviews with hotel subsidiary leaders; more than 100 participant observation hours including job shadows, conferences and meetings; and photographs and internal communication materials. Findings Multinational hospitality companies face struggles between corporate standardization and subsidiary localization. This paper reveals that when headquarters plan changes focused on employees at their subsidiaries, the ways the latter initially accept and resist change are significantly impacted by the organizational memory and history of subsidiary leaders. However, as time progressed, properties with strong financial performance continued to operationalize new identity initiatives while properties with poorer profit margins played a balancing act between headquarters’ visionary identity and subsidiary ownership’s revenue expectations. Additionally, the situational realities caused by the COVID-19 pandemic put a halt to all properties which amplified practical and emotional challenges of organizational ethnography in hospitality research. Originality/value This paper contributes to hospitality literature by introducing an under-researched concept, OI change and advances understanding of the struggles in managing multinational company change. More importantly, this paper is a stepping stone for future hospitality management to embark on organizational ethnography.

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Ethnographic studies in international human resource management: Types and usefulness

Cited by 12 publications

References 89 publications

Analysis of relevance between international HRM and industry demand: A review of scientific literature

Analysis of relevance between international HRM and industry demand: A review of scientific literature

Human Resource Decision-Making and Recommendation Based on Hadoop Distributed Big Data Platform

Responding to organizational identity change: ethnographic insights from multinational hotel subsidiaries

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