Enda Hannon

The state and industrial policy in Ireland: a case study of the Irish pharmaceutical sector

There is renewed interest in the states role in the economic sphere but a lack of research on the viability and employment effects of alternative economic models, in particular from a ‘liberal market economy’ perspective. This article addresses this gap in the human resource management literature by undertaking a detailed case study of industrial policy in the Irish pharmaceutical sector. The proactive and resource-intensive industrial policy adopted by the Irish government and development agencies is found to have underpinned a significant strategic upgrading in this sector of the Irish economy. In turn this has facilitated the growth of high-wage, high-skill jobs. The findings highlight the potential for an active industrial policy to promote employment upgrading in liberal market economies.

Employee-focused research in HRM: the case of dairy processing

There is an emerging consensus that HRM research should pay greater attention to employee interests and concerns. This paper argues that employee-focused research should examine the prospects for ‘employment upgrading’ in sectors characterised by poor job quality. Previous research on this topic is reviewed and new case study evidence presented from the dairy processing industry. The findings show that although low-wage, low-skill employment remains prominent, the emergence of differentiation-focused market segments is leading to higher job quality at a number of firms. These findings are consistent with previous research examining the employment consequences of market segmentation. The implications of the study for HRM research programmes are discussed.

Combining diverse knowledge: knowledge workers' experience of specialist and generalist roles

Purpose – The aim of this paper is to contribute to understanding the nature of specialist and generalist human capital by exploring the ways in which knowledge workers view their experience of working in specialist and generalist roles in pharmaceutical firms in Ireland and the UK. Design/methodology/approach – The findings are based on interviews with 55 knowledge workers employed in a range of scientific, technical and managerial positions in four Irish and two UK firms located in the pharmaceutical sector. Interviews were also conducted with nine human resource/training and development managers within these six firms. Findings – The findings suggest that the categorisation of human capital as either specialist or generalist is too rigid and does not take account of the fact that individuals may themselves choose to shape their careers by investing in a range of education, training and development opportunities that will enable them to move between specialist and generalist roles. Originality/value – The paper unpacks the concepts of specialist and generalist human capital from an employee perspective and challenges the sharp distinction that is made between specialist and generalist human capital.

Industrial Policy and Employment in the UK: Evidence from the Pharmaceutical Sector

Employment scholars have a longstanding interest in the potential for an active industrial policy to shift the UK economy to a high-wage, high-skill trajectory. This article addresses this topic by examining policy, performance and employment in the UK pharmaceutical sector, which has historically benefited from substantial government assistance. While weaknesses are apparent, overall the industrial policy context has supported the performance of the UK sector, underpinning a sizable number of highly skilled and paid jobs. The findings demonstrate the potential of an active industrial policy to facilitate a shift to a higher skills trajectory. Wider considerations of relevance and policy recommendations are discussed.

Enhancing knowledge exchange and combination through HR practices: reflexivity as a translation process

Knowledge-intensive firms (KIFs) need to encourage their employees to engage in knowledge exchange and combination (KEC) so as to create the new knowledge that is core to their success. Human resource management (HRM) has the potential to play a key role in encouraging KEC but relatively little is known about the microprocesses through which HRM and KEC are linked. Based on a sample of 498 knowledge workers in 14 KIFs in the pharmaceutical and ICT sectors in Ireland and the UK, this study focuses on the knowledge workers themselves and their perceptions of how HR practices influence KEC. In so doing, we drill down into the micro-foundations of the proposed linkages between HRM and knowledge creation, proffering reflexivity as a translation process in understanding these linkages.