Ingmar Björkman
Aalto University
144Publications
37H-index
5,849Citations
Publications 144
Newest
Published on Jul 1, 2018in Human Resource Management Journal 2.34
Mats Ehrnrooth11
Estimated H-index: 11
(Hanken School of Economics),
Ingmar Björkman37
Estimated H-index: 37
(Aalto University)
+ 3 AuthorsSusanna Taimitarha1
Estimated H-index: 1
(Hanken School of Economics)
1 Citations Source Cite
Published on Jul 17, 2018
Paul Evans11
Estimated H-index: 11
,
Adam Smale13
Estimated H-index: 13
,
Ingmar Björkman37
Estimated H-index: 37
Source Cite
Published on Aug 17, 2017in Journal of International Business Studies 6.20
Shad S. Morris11
Estimated H-index: 11
(Brigham Young University),
Scott A. Snell34
Estimated H-index: 34
(University of Virginia),
Ingmar Björkman37
Estimated H-index: 37
(Aalto University)
1 Citations Source Cite
Published on Jun 10, 2016
Paul Evans11
Estimated H-index: 11
,
Adam Smale13
Estimated H-index: 13
+ 1 AuthorsVladimir Pucik1
Estimated H-index: 1
Source Cite
Published on Aug 1, 2016in Journal of International Business Studies 6.20
Shad S. Morris11
Estimated H-index: 11
(Brigham Young University),
Scott A. Snell34
Estimated H-index: 34
(University of Virginia),
Ingmar Björkman37
Estimated H-index: 37
(Aalto University)
Abstract A unique characteristic of the multinational corporation is that it comprises a geographically dispersed and culturally differentiated workforce that embodies both firm-specific and location-specific human capital. This article takes an architectural approach to describe how different types of human capital develop from the individual level, to the unit level, and then to the firm level in order to build a talent portfolio for the multinational corporation. Depending on the company’s st...
12 Citations Source Cite
Published on Sep 1, 2016in MIT Sloan Management Review 2.58
Günter K. Stahl24
Estimated H-index: 24
,
Ingmar Björkman37
Estimated H-index: 37
+ 5 AuthorsPatrick M. Wright46
Estimated H-index: 46
To determine how leading companies in North America, Europe, and Asia develop and sustain strong talent pipelines, this research investigates talent management processes and practices in a sample of 37 multinational corporations, selected on the basis of their international scope, reputation, and long-term performance. In-depth case studies and a Web-based survey of human resources professionals identify various effective practices that can help companies attract, select, develop, and retain tal...
162 Citations Source Cite
Published on Nov 1, 2015in Human Resource Management Journal 2.34
Sofia John3
Estimated H-index: 3
(Hanken School of Economics),
Ingmar Björkman37
Estimated H-index: 37
(Aalto University)
This study investigated factors influencing line managers' and professionals' perceptions of the HRM capabilities of the HR function. Using a sample of 913 managers and professionals in subsidiaries of 11 Nordic multinational corporations, we tested the extent to which features of the unit's HRM system, attitudes of the unit's general manager and characteristics of the HR manager helped explain the perceived HRM capabilities. The analysis revealed that perceived HRM practice visibility and HRM i...
3 Citations Source Cite
Ingmar Björkman37
Estimated H-index: 37
(Aalto University),
Denice E. Welch7
Estimated H-index: 7
(Melbourne Business School)
This article presents an overarching framework of the international human resource management field. The framework has four different levels: Macro (encompassing countries, regions and industries), the Multinational Corporation, Unit (typically subsidiary) and Individual (including teams, employees and their family members). At each level, we make a distinction between Influencing Factors, the HRM Function (encompassing both the HR department and HR policies and practices), Proximal Outcomes and...
21 Citations Source Cite
Published on Jun 1, 2015in Management International Review 2.28
Denice E. Welch7
Estimated H-index: 7
(University of Melbourne),
Ingmar Björkman37
Estimated H-index: 37
(Aalto University)
This article addresses the issue of whether International Human Resource Management (IHRM) is disconnected from other International Business (IB) studies. A content analysis was conducted of 383 articles published in five main international business journals used by IHRM scholars as outlets for their work over a 21 year time span. We classified the articles into two streams of IHRM research: international assignment management and what we term MNC-related research. These streams were found to be...
7 Citations Source Cite
Published on Jun 1, 2015in International Business Review 2.75
Catharina Ahlvik1
Estimated H-index: 1
(Hanken School of Economics),
Ingmar Björkman37
Estimated H-index: 37
(Aalto University)
We conceptualize the transfer of organizational practices from headquarters to subsidiaries of multinational corporations as encompassing three dimensions: implementation, integration and internalization. To shed light on the distinct natures of the different dimensions of transfer we examine how different organizational factors relate to each of the dimensions. We test our hypotheses on a sample of 105 subsidiaries from 11 Nordic corporations. Our results confirm the distinct nature of the dime...
13 Citations Source Cite
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