{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2025,8,2]],"date-time":"2025-08-02T17:50:17Z","timestamp":1754157017877,"version":"3.41.2"},"reference-count":20,"publisher":"Emerald","issue":"1\/2","license":[{"start":{"date-parts":[[2012,3,2]],"date-time":"2012-03-02T00:00:00Z","timestamp":1330646400000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/www.emerald.com\/insight\/site-policies"}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":[],"published-print":{"date-parts":[[2012,3,2]]},"abstract":"<jats:sec><jats:title content-type=\"abstract-heading\">Purpose<\/jats:title><jats:p>The purpose of this paper is to advance information systems, research and strategies to manage global human resources. The influx of diversity candidates into the marketplace is driving the wheels of change. With an increase in minorities and international workforce in advanced education and professional positions, employers are choosing to embrace diversity. Those that successfully make this transition will prosper in this new century and beyond. A culturally diverse workforce provides an enriched environment for the development of new ideas, fresh perspectives and innovative methodologies.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-heading\">Design\/methodology\/approach<\/jats:title><jats:p>The paper discusses the fact that the increasing prevalence of globalization is driven by a number of factors, including shortage of talent in developed countries, availability of low\u2010cost labor, growing consumers in developing countries, technological progress and worldwide workforce diversity. Human Resources (HR) departments of global companies must assemble global databases that obtain information such as employee's attrition and hiring, compensation and benefits, ethnic, gender, cultural, and nationality distributions. By applying advanced analytical techniques on the global database, HR professionals will get intelligent business insight, predict changes and make informed decisions at operational and strategic levels.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-heading\">Findings<\/jats:title><jats:p>The global supply of talent is short of its long\u2010term demand, and the gap is a challenge for employers everywhere. The shortage between the demand and supply of talent is likely to continue to increase notably for high skilled workers and for the next generation of business executives.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-heading\">Practical implications<\/jats:title><jats:p>Only those multinational enterprises willing to adapt their HR practices to the changing global labor market conditions will be able to attract and retain high performing employees. Organizations need to place greater emphasis on attracting human capital in addition to financial capital. Global staffing and management of a workforce diverse in culture and language skills and dispersed in different countries are the key goals of global human resources.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-heading\">Originality\/value<\/jats:title><jats:p>The paper tackles one of the most critical problems of educating multinational enterprises to adapt their HR practices to the changing global labor market conditions. In so doing multinational enterprises will attract, develop and retain high performing employees in order to survive and succeed in the global competition. Management of culturally diverse and geographically dispersed workforce is a key goal of global human resources. It is also critical that businesses not only familiarize with local ways of doing business and understand needs of the local consumers, but also to develop a global mindset, global HR information systems and global HR databases. Global HR will play roles and responsibilities in leading organizations towards openness to cultural diversity.<\/jats:p><\/jats:sec>","DOI":"10.1108\/03684921211213052","type":"journal-article","created":{"date-parts":[[2012,3,31]],"date-time":"2012-03-31T07:13:56Z","timestamp":1333178036000},"page":"229-238","source":"Crossref","is-referenced-by-count":11,"title":["Global human resources (HR) information systems"],"prefix":"10.1108","volume":"41","author":[{"given":"Bhushan","family":"Kapoor","sequence":"first","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]},{"given":"Joseph","family":"Sherif","sequence":"additional","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]}],"member":"140","reference":[{"key":"key2022030919443753500_b2","unstructured":"BCG and WFPMA (2010a), Creating a New Deal for Middle Managers \u2013 Empowering a Neglected but Critical Group, The Boston Consulting Group and World Federation of People Management Associations, Boston, MA, July."},{"key":"key2022030919443753500_b3","unstructured":"BCG and WFPMA (2010b), Creating People Advantage 2010 \u2013 How Companies can Adapt Their HR Practices for Volatile Times, The Boston Consulting Group and World Federation of People Management Associations, Boston, MA, September."},{"key":"key2022030919443753500_b1","unstructured":"Belcourt, M. and McBey, K. (2010), Strategic Human Resources Planning, Cengage Learning, New York, NY."},{"key":"key2022030919443753500_b4","unstructured":"Davenport, T. and Harris, J. (2007), Competing on Analytics: The New Science of Winning, Harvard Business School Press, Boston, MA."},{"key":"key2022030919443753500_b5","unstructured":"Friedman, T. (2005), The World is Flat, Farrar Straus and Giroux, New York, NY."},{"key":"key2022030919443753500_b6","unstructured":"Gaikwad, M. (2010), Why Diversity, available at: www.missionsearch.org."},{"key":"key2022030919443753500_b7","unstructured":"Ganczarski, J. (2009), Data Warehouse Implementations: Critical Implementation Factors Study, VDM, New York, NY."},{"key":"key2022030919443753500_b8","unstructured":"Guthridge, M., Komm, A. and Lawson, E. (2008), \u201cMaking talent a strategic priority\u201d, McKinsey Quarterly, January."},{"key":"key2022030919443753500_b9","doi-asserted-by":"crossref","unstructured":"Kim, D. (2002), \u201cInformation visualization and visual data mining\u201d, IEEE Transactions on Visualization and Computer Graphics, Vol. 8 No. 1.","DOI":"10.1109\/2945.981847"},{"key":"key2022030919443753500_b10","unstructured":"Lowe, D. (2011), Diversity is Good Business, available at: www.missionsearch.org."},{"key":"key2022030919443753500_b11","unstructured":"McKinsey Global Institute (2005), The Emerging Global Labor Market: Part I and Part II \u2013 The Demand for Offshore Talent in Services, McKinsey Global Institute."},{"key":"key2022030919443753500_b12","unstructured":"Mailvaganam, H. (2007), Introduction to OLAP \u2013 Slice, Dice and Drill, Dwreview, available at: www.dwreview.com\/OLAP\/Introduction_OLAP.html (accessed 5 March 2011)."},{"key":"key2022030919443753500_b13","doi-asserted-by":"crossref","unstructured":"Peng, Y., Kou, Y. and Chen, Z. (2008), \u201cA descriptive framework for the field of data mining and knowledge discovery\u201d, International Journal of Information Technology and Decision Making, Vol. 7 No. 4, pp. 639\u201082.","DOI":"10.1142\/S0219622008003204"},{"key":"key2022030919443753500_b14","doi-asserted-by":"crossref","unstructured":"Rosenblatt, V. (2011), \u201cThe impact of institutional processes, social networks, and culture on diffusion of global work values in multinational organizations\u201d, Cross Cultural Management: An International Journal, Vol. 18 No. 1.","DOI":"10.1108\/13527601111104322"},{"key":"key2022030919443753500_b15","unstructured":"Shmueli, G., Nitin, R. and Bruce, P. (2010), Data Mining for Business Intelligence, Wiley, New York, NY."},{"key":"key2022030919443753500_b16","unstructured":"Sunilkumar, P. (2009), Mashups and the Enterprise, available at: www.mphasis.com\/pdfs\/mashups (accessed 11 January 2011)."},{"key":"key2022030919443753500_b17","unstructured":"Tan, P.\u2010N., Steinbach, M. and Kumar, V. (2006), Introduction to Data Mining, Pearson, Upper Saddle River, NJ."},{"key":"key2022030919443753500_b18","unstructured":"Ulrich, D. (1996), Human Resource Champions \u2013 The Next Agenda for Adding Value and Delivering Results, Harvard Business School Press, Boston, MA."},{"key":"key2022030919443753500_b19","unstructured":"World Economic Forum (2010\u20102011), Stimulating Economies through Fostering Talent Mobility, World Economic Forum, Geneva."},{"key":"key2022030919443753500_b20","unstructured":"World Migration Report (2010), \u201cAn overview of international migration trends\u201d."}],"container-title":["Kybernetes"],"original-title":[],"language":"en","link":[{"URL":"https:\/\/www.emerald.com\/insight\/content\/doi\/10.1108\/03684921211213052\/full\/xml","content-type":"application\/xml","content-version":"vor","intended-application":"text-mining"},{"URL":"https:\/\/www.emerald.com\/insight\/content\/doi\/10.1108\/03684921211213052\/full\/html","content-type":"unspecified","content-version":"vor","intended-application":"similarity-checking"}],"deposited":{"date-parts":[[2025,7,24]],"date-time":"2025-07-24T23:27:27Z","timestamp":1753399647000},"score":1,"resource":{"primary":{"URL":"http:\/\/www.emerald.com\/k\/article\/41\/1-2\/229-238\/261615"}},"subtitle":[],"editor":[{"given":"Gaspar","family":"Mora","sequence":"first","affiliation":[],"role":[{"role":"editor","vocabulary":"crossref"}]}],"short-title":[],"issued":{"date-parts":[[2012,3,2]]},"references-count":20,"journal-issue":{"issue":"1\/2","published-print":{"date-parts":[[2012,3,2]]}},"alternative-id":["10.1108\/03684921211213052"],"URL":"https:\/\/doi.org\/10.1108\/03684921211213052","relation":{},"ISSN":["0368-492X"],"issn-type":[{"type":"print","value":"0368-492X"}],"subject":[],"published":{"date-parts":[[2012,3,2]]}}}