The three worlds of emigration policy: towards a theory of sending state regimes

Migration theory has historically dismissed the role of sending states in labour migration, with theories grounded in social and economic mechanisms that left little room for political interventions. The theory was supported by evidence from major cases, like that of Mexico, in which sending state policies were understood to be either altogether absent, or overridden by other processes. However, migration flows have changed significantly in the neoliberal era, and these changes have produced different policy orientations among sending states. Many sending states – the Philippines is a prominent example – now have explicit migration management policies that are geared towards promoting and facilitating particular types of labour migration. Even sending countries without such programmes have policies to manage relations with their diaspora, whose remittances now play critical roles in their economies. Drawing from primary case studies of the Mexican, Moroccan, and Philippine cases, with additional evidence from a number of key cases, I propose a tripartite typology for theorising sending state interventions in labour migration.     

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.     

Human capital practices of Russian enterprises

Abstract

The goal of this study was to explore current human capital (HC) management practices (including training and development, recruitment and selection, compensation, empowerment, diversity, and work/family balance) of Russian enterprises. The data were collected at 270 large, medium and small enterprises in Moscow and four representative regional centers. The study results suggest that Russian firms tended to emphasize current HC needs, not long-term HC development strategies. The firm size had an effect on differences in training, selection and compensation practices, with large firms being more long-term oriented. Correlation between elements of the HC management model provided some preliminary evidence that Russian firms tried to coordinate selection, compensation and training procedures. In addition, firms that empowered their employees were also putting more emphasis on long-term oriented training, selection and compensation practices. Finally, there were signs that diversity was gradually becoming an important issue for Russian enterprises of all sizes. However, compared to diversity, companies' emphasis on helping their employees to deal with the work/family balance issues was much stronger.     

Saudization (Localization) – A critical review

Abstract

This paper introduces the concept of Saudization and critically reviews its existing and potential impacts and consequences. It identifies that Saudization has positively contributed to reducing the overall percentage of foreign labor. However, there have been some difficulties, such as a decline in competitiveness among regional business companies with respect to a business friendly environment, and reduced direct foreign investment, which influenced the reduction of the tax on foreign investors. Saudization should place importance on skill development among Saudi nationals by strengthening educational and vocational training, and providing time-specific incentives, rather than relying only on a quota system. Saudization should be implemented more through market forces and incentives. Collecting comprehensive information on the nature and magnitude of Saudi unemployment could be a first step in developing appropriate Saudization policies. This paper suggests appropriate coordination and consultation between the government, the private sector and the public at large, so that any policies on Saudization become more easily acceptable and executable in both the public and private sector.     

European competitiveness: Bargaining between boom and gloom

The newly-renamed European Union is in crisis from economic weakness and political claustrophia. Ralf Boscheck argues that, in addition to a suggested ‘New Founding Contract’, broad-based development of the EU requires that priority is given to adjusting competitive specialization and to centralizing political power. The management of internal and external bargaining is critical. per cent, and 19 per cent respectively. EUROSTAT (1994).