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The purpose of this paper is to examine the factors that have influenced the strategic role of the HR department in Western MNC subsidiaries in China between 1999 and 2006.

The study is based on two sets of quantitative questionnaire data collected in 142 subsidiaries in 1999 and 2006. Qualitative interview data from 2006 are also used to shed light on the findings of the quantitative analysis.

The results indicate that the role of the HR department was more strategic in 2006 than in 1999. Furthermore, subsidiary size and the size of the HR department were positively associated with the strategic role of the HR department.

The study contributes to the literature on HRM in MNCs by examining the role of the HR department, which has received surprisingly little attention in previous research, especially the role of the HR department, in foreign MNC subsidiaries. The study also responds to calls for more empirical research examining the development of HRM in China over time.

The present study sought to shed light on the antecedents of HRM integration mechanism usage in MNCs and to establish the extent to which antecedents differ in importance across different mechanism types.

A set of hypotheses was developed and tested on a sample of 76 European‐owned subsidiaries located in China.

The results show that the use of HRM integration mechanisms is greater in more capital‐intensive subsidiaries that employ larger numbers of expatriates. Post‐hoc analyses provide support for the view that integration mechanisms are used in a complementary fashion rather than as substitutes.

The study did not include the MNC's strategic international HRM orientation and the sample size is rather small. The results of the study do not allow any conclusions to be drawn regarding the effectiveness of the mechanisms, however this would be a fruitful issue to pursue in future research.

The paper addresses a neglected issue in the international HRM literature, namely the mechanisms through which MNCs integrate HRM practices across their foreign subsidiaries, and why and how they are used. More specifically, this study makes its contribution by combining multiple mechanisms of HRM integration and providing explanations for their differential usage.

This paper seeks to examine the internal and external social networks in which subsidiary HR and general managers discuss HRM issues, and to explain how their involvement in these networks influences subsidiary HRM capabilities.

The data consist of qualitative interviews with 40 HR and general managers in 23 Nordic MNC subsidiaries in China.

Managers view their networks with other MNCs as being more important for developing their HRM capabilities than contact with peers in local domestic companies. Within the MNC global and regional networks were perceived as being especially useful.

The interviews were conducted in Nordic MNC subsidiaries in Beijing and Shanghai. This could carry implications for the generalisability of the findings. Other limitations of the study are the sampling method and the interview language. MNCs establishing themselves in China should encourage involvement of HR and general managers in internal and external networks. External MNC networks appear to be particularly important sources of HRM knowledge and ideas. Internally more effort should be focused on helping HR managers improve their global networks.

The paper provides an in‐depth description of subsidiary managers' networks, responds to calls made for more research regarding the outcomes of social capital, and addresses the gap in previous research regarding the importance of how things are done in HRM.

The purpose of this paper is to develop an “HRM-as-practice” research agenda. The authors suggest that the HRM-performance literature would benefit from an actor-centric approach and a focus on activities, and that the HR roles research needs to shift its attention toward a more dynamic perspective of HR work and link this further to performance.

The paper first provides an overview of strategy-as-practice (SAP) literature, and then review how extant HRM literature deals with three core notions of SAP: practices, praxis and practitioners. Based on this, the paper outlines an “HRM-as-practice” research agenda.

Focussing on the intersections between praxis, practitioners and practice, the paper suggests that an “HRM-as-practice” approach can give new insights into first, how people-related decisions are made, implemented and enacted in organizations; second, how employees and other HRM stakeholders interpret and engage with HRM; third, how HR actors become more effective and influential organizational agents; and fourth, what the short-term and long-term effects of these actions and activities are.

The authors acknowledge the fuzzy and intertwined nature of the practices, practitioners and praxis categories, but believe that their intersections provide a fruitful theoretical lens to examine the practice of HRM.

The authors use the HRM-as-practice lens to suggest novel research approaches that can shed new light on several open questions within the HRM field.

Agile manufacturing (AM) has the new scenario in the business system and it is widely seen as a “New Revolution” in the manufacturing firms. AM, which continuously focusses on the adoption of new methodologies and quickly respond to the customer expectation. For this reason, many of the research studies are focussed on the AM environment and this system is mainly followed in large sector only and most of the small- and medium-sized enterprises (SMEs) are not aware of it. Especially in the developing countries which are still lagging behind in the implementation of AM. Considering the above reason, the purpose of this paper is to assess the awareness of AM in Indian SMEs.

By means of researching many literature reviews and empirical data collected by using a self-administrated instrument distributed to the selected Indian SMEs and the awareness about the AM was investigated. The authors have selected 100 SMEs in Indian service sectors and sent the data sheets through by e-mail and also by directly visiting the company and collected the information. A total of 68 useable survey data’s were identified from the final analysis. The study data sample consists of a group of selected Indian SMEs, from different industries including the pump and foundry industries. The collected data were analyzed using the graphical representation method and by the statistical analysis.

The analysis revealed the significance and usage of AM in the Indian SMEs. The results also suggested that the Indian SMEs are well aware of the AM system, through more efforts need to be focussed on implementing this system properly and effectively to improve these standards. By the use of agile models and frameworks in small and medium sized enterprises (SMEs), would result in cost-effectiveness in their quality and services and can be continuously improving the ongoing agile practices.

Indian SMEs managers seem to be stronger familiar with the agile concepts and practices and they believe that agile environment would guaranteeing in their services and high-quality products. Therefore, SMEs should concentrate and invest in agile practices that would help them to improve their competitiveness in the global market. Further, Indian SMEs managers and practitioners would concentrate more about this maintenance of standards and with this dynamic approach it takes toward the agile environment to meet the future challenges.

The data collected and the results provided in this paper will help in understanding, the awareness about the AM environment in Indian SMEs. Also, suggest some additional improvements in the knowledge of agile to the managers and practitioners in the Indian SMEs, which could enhance the level of agile implementation.

The assessment of agile awareness in Indian SMEs, along with the concepts of understanding the AM environment, has been explained in the literature on AM in the Indian SMEs.