Globalization of HR at function level: four UK-based case studies of the international recruitment and selection process

By Paul Sparrow. 2007

123 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e1859a28a359daa0e5933faa725fa7e2db76e743

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. David G. Collings
2. H. Scullion
3. Elaine Farndale
4. Paul Sparrow
5. D. Deadrick
6. Dianna L. Stone
7. P. Dowling

In Gender Studies

1. David G. Collings
2. H. Scullion
3. Dianna L. Stone
4. D. Deadrick
5. Elaine Farndale
6. Paul Sparrow

In Organizational Behavior and Human Resource Management

1. David G. Collings
2. H. Scullion
3. Paul Sparrow
4. D. Deadrick
5. Dianna L. Stone
6. Elaine Farndale

Citations in the corpus

• Global staffing: a review and thematic research agenda (2009, background): “Over the past decade there has been a growing recognition of the importance of talent management for success in the global business environment, yet only a small number of firms are considered to have developed an effective capability to locate, source and manage human resources anywhere in the worl”
• Challenges and opportunities affecting the future of human resource management (2015, background): “how to prepare managers to work in a diverse cultural environment (Sparrow, 2007).”
• International human resource management in the 21st century: emerging themes and contemporary debates (2007, background): “Schuler and Tarique (2007) note the importance of employer branding and of becoming an employer of global choice for MNCs in ensuring a supply of appropriate talent in these countries (see also Sparrow, 2007).”
• The role of the corporate HR function in global talent management (2010, background): “Sparrow (2007) found that developments in employerbranding strategies were a good example of this: in Barclaycard International the globalization of international resourcing activity required aligned developments in expatriate management, the process of creating and sourcing new in-country…”
• Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities (2014, background): “Emerging empirical insights highlight the importance of international employee mobility as a key element of MNE’s global talent strategies (McDonnell, Lamare, Gunnigle, & Lavelle, 2010; Sparrow, 2007; Stahl et al., 2012).”