Annotated Bibliography: Business Development, HRM, and Risk Management

This annotated bibliography explores key aspects of business development, drawing from various research articles. It examines governance in cross-sector collaborations, analyzing how organizations manage operations in globalized economies. The bibliography also delves into the application of Porter's five forces model in Japanese SMEs, highlighting strategies for gaining a competitive edge. Furthermore, it investigates corporate governance, risk aversion, and firm value, emphasizing risk mitigation. HRM practices and employee retention, particularly within BPOs, are analyzed, focusing on employee-organization value fit. Finally, the impact of firm size and industrial diversity on office market volatility is explored. The conclusion suggests that financial institutions should focus on employee retention and innovation to meet customer demands. The annotated bibliography provides a comprehensive overview of strategies that support business development, employee retention, and governance.

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Introduction
The different operations that are facilitated by thee organization are based on the
assessment of the market conditions and the environment encountered by the same. The
delineation of the market environment and the certain levels of risks assist an organization in
continuing the efficiency of the operation in adherence to the sustenance related needs of the
same. On the other hand, the staffing methods and the diversity mechanisms helps an
organization in continuing the efficiency of the processes. The delineation of the market
considerations and the strategies that might be designed by the organizations helps in continuing
a steady position in the economies. The evaluation of the previous researches, in this context,
will support the needs of an organization while identifying the chief considerations that might be
undertaken by the same. The delineation of the best practices and the global trends, will also
support the understanding of the activities that might be undertaken by businesses for achieving
sustenance.
1. Vangen, Siv, John Paul Hayes, and Chris Cornforth. "Governing cross-sector, inter-
organizational collaborations." Public Management Review 17.9 (2015): 1237-1260.
The article aimed at identifying the different governance steps that might be undertaken
by organizations while managing operations in the cross-sector. The research evaluated the
different issues that are encountered by the firms while operating in globalized economies and
the manner in which the governance initiatives helps the same in continuing the sustenance.
The research focused on identifying the collaborative factors that are considered by organizations
while continuing t he efficiency of the operation in the cross- cultural sectors. It has been
researched that the collaborative functioning of the different systems helps an organization in

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continuing the efficiency of the operation while operating in multi- disciplinary contexts 1.The
research clearly enumerated the governance methods that might be undertaken by organization in
the different contexts, which will support the venture in continuing the efficiency of the
business propositions. On the other hand, the structure and process design of organizations helps
the same in upholding the flexibility of the operations in through the corrective measures. On
the other hand, the research also emphasized on the adaptability of the governance function of
organizations and the manner in which it supported the corporate sustainability while operating
in globalized economies . The flexibility of operations and the inter- sector collaborations
supports the growth of organizations in continuing the effi8ciency of the governance relating to
the needs of the businesses. The research utilized diverse range of methodologies for examining
the effect of the governance systems that are facilitated by the organizations for supporting the
collaborative operations in the cross- cultural contexts.
2. Miyamoto, Michiko. "Application of competitive forces in the business intelligence of
Japanese SMEs." International Journal of Management Science and Engineering
Management 10.4 (2015): 273-287.
The enumeration of the environmental forces through the utilization of porter’s five force
model has helped the researchers in identifying the diverse working environments that are
encountered by the organizations while operating in globalized economies . The forces that
affected the working environment of organizations are enumerated as the threat of new entrants,
the bargaining power of suppliers, the bargaining power of customers, the threat of substitute
offerings and the industry rivalry. The researcher stated that the basics of the forces help an
1 Vangen, Siv, John Paul Hayes, and Chris Cornforth. "Governing cross-sector, inter-organizational
collaborations." Public Management Review 17.9 (2015): 1237-1260.

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organization in designing strategies for gaining a competitive edge in the markets 2. On the other
hand, the development of the forces helps an organization in continuing the efficiency of the
operation in adherence to the needs of sustenance. The researcher enumerated the different
forces with the view of understanding the different activities that might be undertaken by the
organization in order to maintain the competitive edge of the same. On the other hand, the
adaptability of the organizations to the different environmental situations might affect the
capabilities of the same in continuing the sustenance in the globalized economies . The
application of the ideology of porter’s five forces on the operations that are facilitated by the
Japanese SMEs has helped the researcher in evaluating the capabilities of the same in continuing
the efficiency of the operation in adherence to the environments. The research delineated the
manner in which the assessment of the business environment helps in designing the value chain
and IT capabilities for gaining a competitive edge in the markets. Therefore, the research aimed
at gaining a powerful insight for strategy formulation in relation to production, distribution sales
and the like.
3. Antonczyk, Ron Christian, and Astrid Juliane Salzmann. "Corporate governance, risk
aversion and firm value." Applied Financial Economics 24.8 (2014): 543-556.
Risks form a greater part of the considerations that are undertak4en by the organization in
order to maintain the efficiency of the operations while gaining sustenance in the markets. The
assessment of the corporate governance values and risk aversion is the primary motive of
undertaking the research study. Therefore, the study helped in identifying the different steps that
might be undertaken by the organizations in order to mitigate the risks that are encountered by
2 Miyamoto, Michiko. "Application of competitive forces in the business intelligence of Japanese
SMEs." International Journal of Management Science and Engineering Management 10.4 (2015): 273-287.

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the same while operating in diverse business environments. The researcher aimed at identifying
the value of risks and the manner in which it affects the firm’s performance ‘which has helped in
continuing the synergy between the performance of the organization through avoidance of risk
occurrence. The research study was undertaken through a cross-country empirical analysis with
47 countries3. The findings of the research was based on the uncertainty avoidance is negatively
associated with valuation of firms. The value of firms and the brand image is based on the
efficiency of the management in avoiding the risk occurrence through the enumeration of
different preventive measures. Different sets of data were utilized for assessing the firm value
and its relation with risk avoidance. Therefore, the research helped in developing a concrete idea
of the different aspects of the firm value and the manner in which it is related to the different
risks that are encountered by the venture.
4. Presbitero, Alfred, Banjo Roxas, and Doren Chadee. "Looking beyond HRM practices in
enhancing employee retention in BPOs: focus on employee–organisation value fit." The
International Journal of Human Resource Management 27.6 (2016): 635-652.
The HRM practices of an organization helps the same in continuing the efficiency of the
processes through retention of the skilled workforce. In the research, the researcher delineated
the needs of an organization in remodeling the HRM practices in order to retain the workforce.
The actual value of organization is based on the performance of the workforce. Therefore, the
research enumerated the different practices that might be considered by the HR managers while
making policies for the organization. The research aimed at identifying the compatibility of the
policies and procedures that are framed by the organizations with the interests of the human
3 Antonczyk, Ron Christian, and Astrid Juliane Salzmann. "Corporate governance, risk aversion and firm
value." Applied Financial Economics 24.8 (2014): 543-556.

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resource of the same. In this context, a sample of 258 employees in BPO firms in the Philippines
were considered4. The data that was derived from the survey portrayed that there is a positive
correlation between employee fit and the values that are emphasized by the organizations in the
HRM context. The policies and values that are framed by the organizations directly affects the
capabilities of the workforce. However, there is an exception noted in US firms where the values
forwarded by the firms partially affected the operations of the workforce. The research clearly
differentiated the HRM practices between the Asian and Western countries through the
identification of the best practices and the manner in which it affected the capabilities of the firm
in achieving the common goal. The major aspects of the change in the HRM practices are based
on the identification of the needs and interests of the employees. Therefore, the research
provided a coherent structure for identifying the impact of the values forwarded by organization
and the HR intentions affecting performance.
5. Kim, Geon, and Kyung-Min Kim. "The impact of firm size and industrial diversity on
office market volatility." International Journal of Urban Sciences 22.4 (2018): 565-578.
The diversity in the workforce helps an organization in continuing the efficiency of the
operations in adherence to the needs of the same while operating in diverse international
markets. The research explored firm size diversity apart from the industrial diversity, which
might be taken as an unique approach from the side of the researcher. The major aim of the
research was to identify the dissimilar response patterns to an economic shock or other risks
depending on the evaluation of the firm size5. The diverse range of response patterns has helped
4 Presbitero, Alfred, Banjo Roxas, and Doren Chadee. "Looking beyond HRM practices in enhancing employee
retention in BPOs: focus on employee–organisation value fit." The International Journal of Human Resource
Management 27.6 (2016): 635-652.
5 Kim, Geon, and Kyung-Min Kim. "The impact of firm size and industrial diversity on office market
volatility." International Journal of Urban Sciences 22.4 (2018): 565-578.

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the firms in continuing the efficiency of their sustainability in the different market section. The
research enumerated the response patterns of the different companies through an assessment of
the survey results that were undertaken during the course of the study. The results clearly
indicated the different changes that are facilitated by the organizations in order to maintain the
efficiency of the operation for enhancing the processes. The results from the assessment
portrayed that the involvement of sufficient number of firms in the market will help the same in
insulating the economy against economic fluctuations. Therefore, the research helped in
delineating the different activities that might be undertaken by the firms for ensuring the
continuous growth of the same.
Conclusion
The big four banks namely- Commonwealth Bank of Australia, Westpac, ANZ and the
National Australia Bank must take steps to develop policies in order to retain the skilled
employees and monitor the activities of the same. The growing demand of customers in the
banks and financial has created excessive pressure on the same for creating innovative service
and product propositions. In this relation, the banks must take steps to retain the skilled and
experienced employees for continuing the creativity and innovativeness. The different changes
that might be undertaken by organizations are based on the collaborative functioning of the
employees. In this connection, the banks might take steps to formulate favorable regulations and
policies on order to facilitate the retention of the skilled employees for continuing the
sustenance of the activities. On the other hand, the development of the different changes in the
banking sectors is based on the assessment of the needs of the customers. Therefore, the
experienced employees will support the concerned banks in continuing the efficiency of the
products and service offerings in adherence to the needs of the customers. The different aspects

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of change that might be undertaken the banks are based on the smooth functioning of the
workforce through remodeling of the policies and regulations.

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References
Antonczyk, Ron Christian, and Astrid Juliane Salzmann. "Corporate governance, risk aversion
and firm value." Applied Financial Economics 24.8 (2014): 543-556.
Kim, Geon, and Kyung-Min Kim. "The impact of firm size and industrial diversity on office
market volatility." International Journal of Urban Sciences 22.4 (2018): 565-578.
Miyamoto, Michiko. "Application of competitive forces in the business intelligence of Japanese
SMEs." International Journal of Management Science and Engineering Management 10.4
(2015): 273-287.
Presbitero, Alfred, Banjo Roxas, and Doren Chadee. "Looking beyond HRM practices in
enhancing employee retention in BPOs: focus on employee–organisation value fit." The
International Journal of Human Resource Management 27.6 (2016): 635-652.
Vangen, Siv, John Paul Hayes, and Chris Cornforth. "Governing cross-sector, inter-
organizational collaborations." Public Management Review 17.9 (2015): 1237-1260.