{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2025,12,29]],"date-time":"2025-12-29T13:44:28Z","timestamp":1767015868011,"version":"3.41.2"},"reference-count":58,"publisher":"Emerald","issue":"3","license":[{"start":{"date-parts":[[2009,8,21]],"date-time":"2009-08-21T00:00:00Z","timestamp":1250812800000},"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":[[2009,8,21]]},"abstract":"<jats:sec><jats:title content-type=\"abstract-heading\">Purpose<\/jats:title><jats:p>The purpose of this paper is to discuss the contribution of a global IT service provider's Human Resources Information System (HRIS) to staff retention in emerging markets. This includes a comparison of the relevant issues and implications derived from a study investigating six developing countries. The author of this paper concludes that the functionality of global HR systems should be supplemented with local adaptions in order to achieve the best support for staff retention management.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-heading\">Design\/methodology\/approach<\/jats:title><jats:p>The theoretical framework for this paper is based on HR literature concerning staff retention and on the framework proposed by Martinsons for human resources management applications of knowledge\u2010based systems. The argument is illustrated by quotes from 16 semi\u2010structured expert interviews with Accenture HR executives and managers in Argentina, Brazil, China, India, Latvia and Slovakia.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-heading\">Findings<\/jats:title><jats:p>HRISs contribute positively to staff retention for global IT service providers in emerging markets. Especially important in minimizing turnover is the support they can provide for the allocation of employees to international engagements, including scheduling and training. Culture and local labor market differences do of course influence the HR functionalities needed. This paper provides insight into the factors that necessitate local adaptions to a global HRIS.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-heading\">Originality\/value<\/jats:title><jats:p>This paper addresses the differences and similarities in a global IT service provider's staff retention management and the contribution of its HRIS \u2013 including global functionality and local adaptions \u2013 towards this goal in six developing countries.<\/jats:p><\/jats:sec>","DOI":"10.1108\/09593840910981446","type":"journal-article","created":{"date-parts":[[2009,10,5]],"date-time":"2009-10-05T10:58:02Z","timestamp":1254740282000},"page":"270-288","source":"Crossref","is-referenced-by-count":30,"title":["The contribution of a global service provider's Human Resources Information System (HRIS) to staff retention in emerging markets"],"prefix":"10.1108","volume":"22","author":[{"given":"Erik","family":"Beulen","sequence":"first","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]}],"member":"140","reference":[{"key":"key2022020519454226200_b1","doi-asserted-by":"crossref","unstructured":"Abelson, M. and Baysinger, B. 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