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Expats and the firms they work in
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Canadian temporary foreign worker programs have been proliferating in recent years. While much attention has deservedly focused on programs that target so-called low-skilled workers, such as seasonal agricultural workers and live-in caregivers, other programs have been expanding, and have recently been reorganized into the International Mobility Program (IMP). Streams within the IMP are quite diverse and there are few legal limits on their growth. One of these, intra-company transfers (ICTs), is not new, but it now extends beyond professional and managerial workers to more permeable and expansive categories. As a result, unions increasingly face the prospect of organizing workplaces where ICTs and other migrant workers are employed alongside permanent employees, raising difficult legal issues and strategic dilemmas. This article presents a detailed case study of one union’s response to this situation.
International company restructuring involving knowledge intensive jobs causes increasing concern about the effect on the globalization of high-skilled employees. Drawing on case studies in four Danish-based companies, this article argues that high-skilled employees in lead companies are rarely insulated from international restructuring processes. However, effects on wage and working conditions vary dependent on the motivation for restructuring, and as companies learn to take advantage of pools of skilled employees abroad. Continued international restructuring appear to challenge the insulation of high-skilled workers over time. Further, the article shows that knowledge intensive companies increasingly apply relational global value chain governance with multidirectional consequences for wage and working conditions among the high-skilled employees.
Using longitudinal data on the universe of workers in Denmark during the period 1991-2008, we track the labor market outcomes of low-skilled natives in response to an exogenous inflow of low-skilled immigrants. We innovate on previous identification strategies by considering immigrants distributed across municipalities by a refugee dispersal policy in place between 1986 and 1998. We find that an increase in the supply of refugee-country immigrants pushed less educated native workers (especially the young and low-tenured ones) to pursue less manual-intensive occupations. As a result immigration had positive effects on native unskilled wages, employment, and occupational mobility.
The human resource (HR) practices involved in global talent management continue to advance and evolve. A majority of talent management commentary is from multinational corporation (MNC) perspectives. However, the less commented small- to-medium-sized enterprise (SME) also confronts challenges grounded in economic (i.e. resources, finance), organisational (i.e. size, scope and structure) and consequent behavioural rationales (i.e. mindsets and stances). This paper establishes and examines a number of propositions which consider how these factors impact on an advanced economy SME’s talent management in emerging economy collaborations. An interpretive qualitative methodology is employed using interviews conducted within two cases – SME and an MNC comparator case. The SME case is used as the driving force of the paper and its theoretical focus and findings. The MNC is used to develop issues as a comparator case. The findings show SME economic and organisational drivers producing behavioural dynamics in relation to mimesis of planned actions yet informal serendipitous responses in reality; a predilection for the proximate and familiar; design conigurations of short-term expatriate visits and inpatriates; cumulating in ongoing inpatriate acculturisation and re-acculturation oscillation. Consequently, the implication is that the SME needs a HR practices encompassing resignation to the situation, flexibility and resilience in order to survive and progress.
Purpose
– The purpose of this paper is to identify a group of Irish graduates who decided to emigrate following the global financial crash of 2008. The paper explores how the economic crisis in Ireland (2008-2014) framed the experience of this group of migrants. Specifically, the paper examines the push/pull factors leading to migration; the experience of the graduate migrants in the host country; and decisions regarding repatriation.
Design/methodology/approach
– This paper adopts a qualitative approach to study the experiences of graduates. The paper utilises narrative structuring to provide an enhanced understanding of the migration experience of the graduates.
Findings
– The data collected during depth interviews indicates a mixed experience. There are a wide range of push/pull factors that result in migration. However, the range of push/pull factors that might result in repatriation are blurred by: personal experiences in the host country, changing family circumstances and the performance of the economy in Ireland.
Practical implications
– This research highlights complex patterns of graduate mobility which reflect the multifaceted push/pull factors shaping graduate movements. Economic conditions drive migration but they also frame the migrant experience in the host country and repatriation decisions.
Originality/value
– A review of the literature indicates that most of the empirical studies on the experience of graduates are quantitative. This paper argues other softer outcomes must also be studied to help fully understand the experiences of graduates.
An investigation of the conditions in which the recruitment of technologically distant scientists results in a significant technological repositioning reveals, on the basis of 2,643 biotechnology industry hiring events between 1973 and 1999, that recruitment is positively associated with repositioning. However, the more a firm's innovative productivity depends on one or a few "star" scientists, the less likely it is that recruitment affects repositioning. This likelihood increases at moderate levels of technological breadth and declines at very high or low levels. These results offer insights into the challenges of developing combinative capabilities by hiring scientific personnel.
The article reviews the nature of international labor migration today and the economic and political rationale for its occurrence. It suggests that while the developed economies will continue to attract and exchange highly skilled labor, they will have little need for mass immigration by those with low skill levels. In contrast, poorer countries with rapid population growth and low living standards will encourage emigration, except by the highly skilled. One consequence will be more illegal immigration. Geographical patterns will continue to be dominated by a set of macroregional networks, among which the Asia-Pacific region is the most recently developed. China and the former Soviet Union (as senders) and Japan (as receiver) constitute the main enigmas.
This article reviews recent research regarding high-skilled migration. We adopt a data-driven perspective, bringing together and describing several ongoing research streams that range from the construction of global migration databases, to the legal codification of national policies regarding high-skilled migration, to the analysis of patent data regarding cross-border inventor movements. A common theme throughout this research is the importance of agglomeration economies for explaining high-skilled migration. We highlight some key recent findings and outline major gaps in the literature that we hope will be tackled in the near future.
Talent Management (TM) has become one of the key strategic issues for leaders in global organizations and the majority of research on TM focuses on the large multinational enterprise (MNE) context. Despite the importance of small and medium-sized enterprises (SMEs), research in the area of talent management in this context is scarce, particularly conceptual research. This paper tries to address this gap by a) providing a theoretical rationale for the difference between large and SME firms in their talent management and human resource practices; b) exploring the applicability of the notion of talent management conceptualised in large firms to the SME context. c) Proposing a framework that helps identify the characteristics of talent in SMEs. We are critical of the best practices approach and we argue that the notion of talent management is likely to be different in SMEs compared with large firms mainly due to distinct institutional and structural factors.
The global distribution of talent is highly skewed and the resources available to countries to develop and utilize their best and brightest vary substantially. The migration of skilled workers across countries tilts the deck even further. Using newly available data, the paper first reviews the landscape of global talent mobility, which is both asymmetric and rising in importance. Next, the determinants of global talent flows at the individual and firm levels are presented and some important implications are sketched. Third, the national gatekeepers for skilled migration and broad differences in approaches used to select migrants for admission are reviewed. Looking forward, the capacity of people, firms, and countries to successfully navigate this tangled web of global talent will be critical to their success.