Suchergebnisse

In this paper, we argue that adopting a human-centred approach to human resource management (HRM) will contribute to building sustainable workforces, organizations, communities and societies against a backdrop of a global pandemic and political and economic uncertainty. The economic and social cost of the pandemic will continue to be felt for years to come, and the road to recovery should be human-centred and sustainable, with built-in climate actions as part of the socio-economic rejuvenation programme. We draw on several cross-cutting themes to illustrate how the use of digital technology and how remote working, for example, may impact workers from different socio-economic backgrounds in diverse ways. We call for researchers to engage in in-depth qualitative research to identify new phenomena related to work and HRM in the context of accelerating adoption of digital technology and post-Covid recovery to explore power dynamics and forms of exclusion in the labour market and workplaces. Findings of these studies can contribute to positive policy actions to prevent the exacerbation of existing socio-economic inequality and exclusion. They will also contribute to new ways of conceptualizing HRM models and practices and extending HRM theories.

Global mobility is an expanding field of academic research, which identifies an increasing range of modern variants of people working abroad. The community of Seconded National Experts (SNEs) in the institutions, bodies, and agencies of the European Union (EU) is a distinct category of internationally mobile employees, which has so far been neglected. This article assesses the features of this influential group of people and compares them to other communities within the generally recognized expatriate community. The unique nature of SNEs and hence the challenges that need to be considered by human resource (HR) practitioners to ensure they achieve their desired goals at organizational and individual levels are identified. The findings suggest that expatriate typologies should be extended to include this unique community and provide further guidance to HR practitioners. Finally, areas for additional research are offered, with the aim of learning from SNEs to extend international assignment theory.