The track examines how human resource management (HRM) strategies and practices influence emerging markets firms’ competitiveness. Firms from emerging markets have become strong rivals and have changed the competitive landscape in the international business arena but still need to have more developed managerial practices.The capacity of the firm to attract, retain, and develop human capital is central to its ability to generate sustained competitive advantage. Overall attitude towards HRM strategies and practices differs from country to country in emerging market context, while findings on HRM in emerging market firms show that at different levels HRM challenges in all of these countries are heavily influenced by cultural, organizational, institutional, industrial and individual factors. The track aims to provide a scope for comparative studies which consider how HRM operates in different national contexts, especially in emerging market firms.
Papers submitted to this track may be focused (but not limited to) on the analysis of the following themes:
- human resource management and development strategies and practices used by emerging market firms to create and support their competitive advantages in global environment
- the role that human resource development plays in shaping emerging market firm performance
- country-level and firm-level specific factors influencing HRM
- global talent management practices and talent management issues in BRIC context
- the contribution of HRM strategies and practices towards development of the knowledge-based advantage of the emerging market firms’ and their innovativeness.
Keywords presenting the track: strategic HRM, international HRM, talent management, HR development, emerging markets.