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Purpose - The purpose of this paper is to outline some of the key issues related to migrant workers, work, public policy and HRM while introducing the five articles included in the special issue. Design/methodology/approach - The paper reports on the issue which is made up of articles that present research based on surveys, interviews and longitudinal census data. Findings - It is evident that high-performing economies attract migrants from lower-performing economies. However, with influxes of migrant labour there are a number of challenges that need to be met at the organisational and policy levels. Research limitations/implications - The indications are that some economies are beginning to slow and this means that migrant flows will also slow or reverse. The implications for migrant-dependent sectors and countries are not clear, although all five papers indicate areas for further research. Practical implications - Each article includes practical implications depending on the sector, skill and country being examined. Practical implications include the role of day labour centres as HR mediators between organisations and employees, the need for culturally sensitive and tailored training programs to assist professional migrants and the need for policies geared towards the assimilation of migrants and return migrants in order to assist their integration into the labour market. Originality/value - The five articles presented here represent a wide range of approaches, skill levels and sectors within the five counties examined: the USA, UK, Australia, Canada, and Finland. Some, such as the US paper which includes the first national survey of day labour worker centres, present findings from a highly under-represented area. [ABSTRACT FROM AUTHOR]

With increasing global competition for manufacturers, interest has grown among researchers and practitioners in the role of advanced manufacturing technologies (AMT) in assisting firms to maintain their competitive edge. To contribute to the debate, this paper presents three case studies, one each from Australia, Britain and Canada, of companies investing in one type of AMT, computer numerical controlled (CNC) machines. The findings reported in this paper draw on the experiences of companies in developed economies but which are geographically dispersed and have different histories of industrialisation. Nevertheless when it comes to implementing AMT, there are far more similarities than differences in their experiences. The message is that for successful implementation of AMT, companies need to ensure that a broad, market driven perspective is taken to these investments, that attention is given to integration across systems and that people issues require as much attention as those directly relating to the actual technology. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to explore why corporations are forming corporate education partnerships with universities and the role of corporate education programmes. - Design/methodology/approach - The paper presents the findings from quantitative research involving 79 senior managers from North America, the UK, and Australia responsible for the management of their university-corporate education partnerships. Findings -. The research finds that the primary reason for establishing university-corporate education partnerships is to provide a recognised university award programme to complement an organisation's in-house education programmes. Also, by aligning with a university an organisation is able to add strength and credibility to its in-house corporate education programmes. Originality/value - The research provides an insight into the growing role of university-corporate education partnerships and helps to quantify some emerging aspects of these partnerships. [ABSTRACT FROM AUTHOR]

Purpose -- This paper aims to undertake a study of national configurational demographics in order to determine the spread of understanding of the chairman's role, performance and contribution. Designs/methodology/approach -- Qualitative methodology, exploratory in nature through in-depth interviews and workshop discussion involving 103 UK, US and Australian participants, was undertaken. Findings -- The role of chairman is considered as having a distinct effect on board dynamics, role and contribution and the monitoring and support of management. Nine demographic factors are identified as affecting the manner in which the role of chairman is exercised in the UK, USA and Australia. Research limitations/implications -- The findings of this qualitative exploratory study need to be integrated into a quantitative empirical survey in order to ascertain the validity of the results to date. Practical implications -- The two key conclusions highlight the requirement for governance due diligence, examining the financial and competitive strength of the organisation as well as uncovering contextual sensitivities. Originality/value -- Insufficient attention has been given to the role of chairman. The study offers additional insight on how demographic factors influence the shaping and determination of the role of chairman. This paper should be of interest to practitioners, consultants, line managers, board members, chairmen, management academics and business studies students. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of the paper is to compare employment relations in the hotel industry in Australia and the UK. Australian industry employment is regulated by the state and union recognition is enshrined. A substantial proportion of Australian hotel employers engage directly in firm-level bargaining with trade unions, with unionisation rates across the industry far higher than in the UK. The analysis focuses on employment strategies emphasising numerical/temporal and functional flexibility since efforts to enhance workplace flexibility underpin employment regulation in Australia. Design/methodology/approach -- The paper draws on interviews conducted in 13 exclusive, luxury hotels in Australia. Interviewees consisted of HR and departmental managers, employees across all hotel departments and relevant union officials. Findings -- Labour utilisation practices in Australian luxury hotels reflect relatively sophisticated and systematic endeavours on the part of employers. The specific content and effect of these strategies varies in accordance with hotels' bargaining arrangements. Whilst employee relations outcomes were not entirely without problems in Australian luxury hotels, they do signify that regulation and trade union recognition can produce substantial benefits for employers and employees. Research limitations/implications -- Recognition of potentially positive employment relations outcomes in Australia points to the need for further research in the UK to reassess employers' attitudes to trade unions in a changing employment relations landscape. Originality/value -- The paper offers a comparison between Australia and the UK in an area that is still relatively under-researched. [ABSTRACT FROM AUTHOR]

Purpose — The purpose of this paper is to develop and test a structural model of the factors that explain the level of perceived relationship effectiveness between marketing managers and sales managers. Design/methodology/approach — The model integrates trust-based and power/influence/interdependence-based models of relationship effectiveness. The data were collected from 113 sales managers in the UK and Australia, Confirmatory factor analysis was used to test the validity of the measures, while AMOS Version 4 was employed to estimate the model using structural equation modelling with observed variables. Findings — The study found, on average, that the perceived level of relationship effectiveness between sales managers and marketing managers is surprisingly high. The findings clearly demonstrate the potency of interpersonal trust (both cognition-based and affect-based) in building effective cross-functional relationships (CFRs) and also show how interdependence affects both dimensions of trust and the marketing manager's level of manifest influence. In addition, the findings indicate that, when marketing managers have greater manifest influence, the CFR is more effective. Importantly, evidence is provided regarding the consequences of marketing managers using the two influence tactics of legalistic pleas and threats, in terms of their effects on trust and manifest influence. Finally, insights are given about the sequencing of these two influence tactics and how the power of the marketing unit indirectly affects relationship effectiveness. Originality/value — This is one of the very few studies to use a large empirical survey to examine the marketing and sales dyad. [ABSTRACT FROM AUTHOR]

The article presents several abstracts of papers published in the journal "Employee Relations." The first abstract "Unfinished Business--the Reform of Strike Legislation in Britain," by John McEroy discusses that the employment legislation regulating industrial action introduced in Great Britain between 1980 and 1993 by Conservative governments has substantially endured under Britain's New Labor administration. Re-examining the legislation affirms that it restricts fundamental union purposes and traditional forms of action. The abstract "Different Skills and Knowledge for Different Times: Training in an Australian Retail Bank," by Richard B. Sappey and Jennifer Sappey explores the relationship between an Australian financial institution's training program and its commercial fortunes, in particular its mix of technical skills and social skills training. In this industry, price and product differentiation are limited, and customer service is the principal determinant of competitive advantage.