An environmental life cycle optimization model for the European pulp and paper industry

Will paper recycling reduce the environmental impact of the European pulp and paper sector? If so, is maximal paper recycling the best policy to optimize the life cycle of the pulp and paper sector? We explore these questions using an approach that combines materials accounting methods and optimization techniques. Environmental impact data are inputs for a linear programming network flow model to find optimal configurations for the sector. These configurations consist of a mix of different pulping technologies, a geographical distribution of pulp and paper production, and a level of recycling consistent with the lowest environmental impacts. We use the model to analyse scenarios with different recycling strategies. Recycling offers a reduction in environmental impact in regions with a high population and a large production of paper and board products. Regions with a large production of graphic products should focus on cleaner virgin pulp production with energy recovery. We conclude that relocation of paper production also offers a reduction in environmental impact. However, the severe effects on the economy make this policy less attractive than a combination of recycling, cleaner pulp production and energy recovery.     

Strategic renewal: Can it be done profitably?

Industry transformation requires strategic renewal at the level of individual firms. Executives then face the dilemma of choosing renewal paths in the face of uncertainty over the competitive environment of the future, and hence the profitability of potential strategies. This dilemma motivates us to study industry transformation from the perspective of strategic renewal among 208 large firms in the global pulp and paper industry. The findings of our qualitative comparative analysis show that only a minority of firms in our sample succeeded in profitable proactive renewal. Content-wise, there were similarities in the pursued strategies over the wider population, but only a few maintained superior profitability while proactively renewing. Our results, overall, highlight the importance of understanding the processual nature and execution of strategic renewal.     

Leading Asian countries' HRD practices in the IT industry: a comparative study of South Korea and India

In order to examine the relationship between organizational change and organizational learning the authors conducted interviews with managers in 137 Estonian companies concerning changes implemented and learning outcomes. According to this survey, the relationship between organizational change and learning is seen differently in a country in transition.     

The Future of HRD Research: A SWOT analysis by five leading scholars in the field

This article presents a review of the 11th International Conference on Human Resource Development Research and Practice across Europe through the lens of global mobility. The conference was held in Pécs, Hungary in June, 2010 and the four authors who participated in the conference present their own narratives as agents of global mobility, examine the theme of global mobility in the various aspects of the conference, and conclude with reflections on the factors that supported the learning environment at the conference.     

Dynamic efficiency in the English and Welsh water and sewerage industry

The English and Welsh water and sewerage industry is characterised by indivisible capital which has a long service life. Previous studies of efficiency for the English and Welsh water and sewerage industry take a static framework, assuming all inputs can be adjusted instantaneously. This paper measures dynamic efficiency by incorporating intertemporal links of capital within the production function for the English and Welsh water and sewerage industry for the period 1997–2011. Dynamic Data Envelopment Analysis (DEA) considers capital as a quasi-fixed input and is modelled as a contemporaneous output into current production and an input from past production. The results show that the inadequate intertemporal allocation of quasi-fixed inputs is the largest contributor of inefficiency.     

The impact of gendered power relations in HRD

This study examined how gender and power influence the interpersonal relationships among human resource development (HRD) managers. Specifically, the study focused on the workplace experiences of HRD managers and the strategies they used to negotiate their day-to-day interactions. A qualitative approach was used to examine respondents' experiences as well as the social contexts that framed their workplace relationships. Five female and five male HRD managers were interviewed using critical incident techniques to explore specific workplace interactions. Two major conclusions of the study indicated that the experiences of female and male respondents regarding the exercise of power were profoundly different and that the strategies used by respondents generally reflected the gendered contexts of power.     

Reprint of: Dynamic efficiency in the English and Welsh water and sewerage industry

The English and Welsh water and sewerage industry is characterised by indivisible capital which has a long service life. Previous studies of efficiency for the English and Welsh water and sewerage industry take a static framework, assuming all inputs can be adjusted instantaneously. This paper measures dynamic efficiency by incorporating intertemporal links of capital within the production function for the English and Welsh water and sewerage industry for the period 1997–2011. Dynamic Data Envelopment Analysis (DEA) considers capital as a quasi-fixed input and is modelled as a contemporaneous output into current production and an input from past production. The results show that the inadequate intertemporal allocation of quasi-fixed inputs is the largest contributor of inefficiency.     

Mixed integer (0–1) fractional programming for decision support in paper production industry

This paper presents an effective and efficient method for solving a special class of mixed integer fractional programming (FP) problems. We take a classical reformulation approach for continuous FP as a starting point and extend it for solving a more general class of mixed integer (0–1) fractional programming problems.To stress the practical relevance of the research we focus on a real-life application in paper production industry. The constantly advancing physical knowledge of large scale pulp and paper production did have a substantial impact on an existing DSS in which mixed integer (0–1) fractional programming is introduced. We show that the motivation to solve a real-life fractional programming problem can provide the basis for a new approach in a new context that has an added value of its own, even outside the given application area. We describe the main characteristics of the DSS, the necessity to develop a non-iterative solution procedure and demonstrate both the effectiveness and efficiency of the proposed approach from practical data sets.     

The role of HRD in bridging the research-practice gap: the case of learning and development

ABSTRACT

An enduring challenge for HRD is ensuring academic research achieves impact on professional practice. We have located this research within debates about the research-practice gap. To investigate this challenge, we analyse case studies of academic impact from all disciplines submitted to the United Kingdom’s 2014 research assessment exercise (REF 2014). We found that Learning and Development was a primary focus of significant number of impact case studies submitted across all disciplines compared to other areas of HR and HRD. We also found that Learning and Development was a key path to Impact. These findings reveal that Learning and Development in a work context plays a pivotal role in helping researchers irrespective of discipline achieve impact. Our findings therefore speak to the research-practice gap across academia. We conclude by considering the potential role for HRD in generating impact.     

Assessing the efficiency of HRD practices in knowledge-intensive firms

The article presents the results of a comparative study of human resource development (HRD) in two groups of knowledge-intensive firms: those working in the information technology (IT) field and in advertising/public relations (PR) field. One hundred Russian medium-sized enterprises participated in the study. The questionnaire was developed on the basis of the European quality standard ‘Investors in People’. The study findings suggested that the differences in HR practices aimed at personnel development between two groups of companies were statistically significant. Thus, in the advertising/PR companies, HRD practices were used more actively and effectively, with particular emphasis on providing timely feedback and involving employees in the decision-making process. In IT companies, formal assessment tools were used more often, while in advertising/PR companies, more informal and individualized approaches were more prevalent.     

Innovation behavior in the hotel industry

We develop and test a model of innovation behavior in the hotel industry. The model relates four types of innovation—i.e., management, external communication, service scope and back-office—to the key determinants: service provider characteristics, customer competences and the market drivers. Using statistical probit models and cross-sectional survey data from a stratified sample of hotels in the Balearic Islands (N=331) we were able to verify the model including innovation types determinants and the innovation impact on hotels performance. Main findings verify the model indicating the effects of these determinants on innovation and the positive impact of the innovation on the hotels performance. Hence, innovation decisions determinants are: the additional services on offer, that bookings are made through tour operators, that hotels are part of a hotel chain and that the owners of the hotel run the business.     

Future trends in world trade (A review of the Lima target)

In March 1975, the United Nations Industrial Development Organization held an important conference at Lima to discuss ways of speeding up the industrialization of developing countries. Various targets were formulated by the conference to achieve further growth in the developing areas of the world, which could have far-reaching implications not only for the developing countries, but also for the developed. The whole structure of world trade could be radically changed by the year 2000 and, as the authors of this article argue, the likely growth of various industries could be altered significantly over the next 25 years.     

Components supplier patterns in the UK motor industry

There has been tremendous Western interest in the ‘Japanese’ model of manufacturing, particularly in the motor industry in recent years. Western vehicle assemblers profess to be developing closer, higher trust relations with their suppliers to support practices such as just-in-time production and total quality. Comparatively little work has been carried out into the relations between first tier suppliers and their suppliers. This paper reports a study into the relations between a UK ‘first tier’ supplier to the European vehicle industry and 29 of its suppliers, and describes how the Japanese manufacturing model is making itself felt beyond the first tier suppliers.     

Reconciling autonomy and community: the paradoxical role of HRD

This paper examines the competing discourses of autonomy and community, so long a concern to social theorists but which we argue have been under-theorised by researchers of HRD. We argue that it is this tension, embedded in the assumptions and behaviours of those working within organisations, which has informed a growing concern by HRD practitioners to balance the needs of the individual with those of organisations, a preoccupation which dates at least to the appropriation by organisations of the socio-psychological theories of the human relations movement. The paper examines the most recent attempts to reconcile autonomy and community through the emergence of the new managerial discourses of spirituality and organisational citizenship. We conclude that this quest is inevitably elusive, based as it is on assumptions of trust within organisation relationships which are increasingly challenged by the short term nature of our post-bureaucratic organisational relationships and the fragmentation, instability and the blurring of boundaries. We conclude with a call for HRD to take on the mantle of critical educator and moral conscience raiser to encourage a deeper engagement with social, existential and philosophical questions that lie at the heart of organisational life.     

Living in the shadow of OD: HRD and the search for identity

The paper attempts to describe the similarities and differences between organizational development (OD) and human resource development (HRD). While it is argued that HRD practitioners need to acquire some of the skills of OD consultants, these are likely to be limited to the development of personal skills and learning in the attempt to achieve intrapreneurialism and personal transformations. We argue that HRD is living in the shadow of OD because it is slow to recognize its roots in the debates of that discipline. It is therefore suggested that HRD will recognize its true potential only when it identifies its core knowledge and skills. We argue that HRD can find its essential identity in four main ways: by focusing on the organization's business strategy; by devolving responsibility to line managers; by adopting an employee-centred approach to learning; and by emphasizing workplace learning. However, a wider behavioural understanding and a greater degree of reflectiveness in relation to the politics of change and the skills of the change agent must inform this identity.     

Internal knowledge generation: the research laboratory and innovative productivity in the pharmaceutical industry

As firms face increasing pressures associated with new forms of knowledge-based competition, researchers have begun to focus on knowledge acquisition strategies to the point of ignoring knowledge creation strategies. This paper investigates the impact of research centers in the pharmaceutical industry upon this neglected form of knowledge creation–innovation productivity. We find that firms with separate research facilities are more innovative than firms without such facilities. The results diverge when locational distance of the laboratory is considered for patent versus drug innovations, and vary across diversification types. These findings suggest that managers and researchers need to consider the relationship between the research center and corporate headquarters — and the role of the corporate headquarters — when developing knowledge generation strategies.     

Validity and reliability of proposed framework of manufacturing excellence in the Indian industry

This article presents the findings of the empirical study of proposed framework of manufacturing excellence (ME) in the Indian industry. The study includes companies from five major sectors, namely automobile, process, machines and equipment, electronics and components and textile. Responses from 90 companies were analysed to explore the validity and reliability of the proposed framework of ME in Indian industry. The developed questionnaire is outlined along with the results obtained from the analysis of the data from the Indian industry. The framework shows high level of reliability and validity.     

An empirical study of quality management practices in the petroleum industry

The purpose of this paper is to empirically study quality management practices in the petroleum industry in Iran. A reliable and valid survey instrument has been used for data gathering from managers in the petroleum industry in Iran. The instrument has been developed based on the criteria of the Malcolm Baldrige National Quality Award (MBNQA), which consists of 13 dimensions of quality management. Correlation analysis has been used to test for a relationship between the quality management constructs and quality results (internal quality results and/or external quality results). Most of the linkages within the Baldrige criteria were supported, which indicates the universal applicability of the Baldrige Award criteria. The result of the correlation analysis indicates that top management support is the major driver for quality management implementation which is significantly correlated with most of the quality management constructs. Furthermore, the results indicated that employee training and employee involvement are significantly correlated with internal (operational) quality results. Customer orientation and supplier quality are not significantly correlated with external quality results (business performance).     

Trade-offs among the elements of flexibility: a comparison from the automotive industry

Flexibility has long been recognized as a manufacturing capability that has the potential to impact the competitive position and the business performance of an organization ([1]: Cox Jr, T. Toward the measurement of manufacturing flexibility. Production and Inventory Management Journal 1989; First Quarter:68–72, [2]: De Meyer A, Nakane J, Miller JG, Ferdows K. Flexibility: the next competitive battle. Strategic Management Journal 1989;10:135–144). This recognition, however, has not led to a unanimous approach to flexibility. For example, Japanese manufacturers emphasize flexibility more than North American or European manufacturers ( [2]: De Meyer A, Nakane J, Miller JG, Ferdows K. Flexibility: the next competitive battle. Strategic Management Journal 1989;10:135–144). While this finding provides insight into the strategic choices made by these organizations in these countries, it does not provide an in-depth comparison of specific aspects of flexibility that are leveraged and emphasized differently. Such a comparison is necessary, however, if flexibility is to be more fully understood.This paper takes a step in that direction by first breaking down the concept of flexibility into its constituent elements and dimensions. Then we introduce the notion of looking at flexibility as a capability that must be planned for and built by a firm over a period of time along these constituent elements and dimensions. Questions are subsequently raised regarding whether trade-offs occur among different elements for a given flexibility dimension. We use industry wide as well as firm-specific qualitative data from the automotive industry to answer these questions, and show that several key aspects of manufacturing flexibility have been acquired and leveraged differently by American and Japanese producers. While linkages to business performance are not directly explored, our analysis reveals that even within the same industry, firms from different countries do indeed follow different strategies to developing their flexibility capability. Implications of these results for managerial practice, along with avenues for further research in this area, are also presented.