Ashley, C. (2009) ‘Harnessing Core Business for Development Impact: Evolving Ideas and Issues for Action’, ODI Overseas Development Institute: London.

The author of this article intends to understand the how the core competencies are harnessed and their impact in corporate business. He tries to analyze the different ways through which core business competencies can be adopted and how they vary across different organizations. To have a better understanding on this concept, the author goes a step further to analyze the different approaches adapted by different business entities such as multinationals, technology companies as well as the non- governmental organizations. The research examines the difference between all these business set-ups.

Ashley explains four different types of business essential to his work. He starts by defining a commercial business selling goods and services needed by the poor and have high development impact.  The author also explores large companies that have significant impact on poverty in their daily operations and that attempt to increase developmental impact through supply and distribution chains or through R&D. He also defines small and medium sizes commercial domestic firms through their embeddedness to the economy as well as the social enterprises. Despite the good work carried out by Ashley, he fails to account for the relationship between the core competencies and the corporate social responsibility within these business entities. He work leaves a room for further research on matters pertaining to business ethics and core competencies in the development of the business.

Gilpin, Timothy J., and Patrick Murray. “Connect Human Resource Strategy to the Business Plan.” HR Magazine, Nov 2010, issue # 5

The magazine was authored by Gilpin and Murray who wanted to discuss the effectiveness of human resource in the development of a business enterprise. According to the two authors, it is evident that human resource development is critical for the enhanced performance of the employees’ and the management within an organization. The success of any business enterprise heavily depends on an environment that is conducive for development of an effective human resource. From the work of Gilpin and Murray, it is clear that there is a direct relationship between human resource development strategies and enhanced performance of the organization. The authors have conducted surveys from different organizations on the relationship between enhanced employee performance and the level of human resource development.  It is however worth noting that there must be a set framework upon which the effectiveness of the employee and the human resource within an organization. The data collection in this chapter requires competent knowledge from the employees. It is important for the employees to get necessary assistance from the management on how to change valuable data into critical knowledge.

The work of Gilpin and Murray also tries to explain the reasoning behind the organizations and firms efforts to educate the public on the latest developments in effective human resource.  It is also worth noting that Gilpin and Murray have stressed on the important role played by the information and communication technology towards realization of knowledge based human resource development. Nevertheless, the research fails to explain how the employees can expand their leaning from the management on matters related to developed human resource.  Assimilation and other learning practices in a management process have not been adequately covered in this research. The research fails to explain on how the employees can match the necessary requirements for human resource development.   Despite these limitations, the work of Gilpin and Murray gives some essential information regarding the success of human resource development in an organization.

Hecock, R. and Jepsen, E. (2012) ‘Should Countries Engage in a Race to the Bottom? The Effect of Social Spending on FDI’, World Development Volume 20, Issue 10.

Hecock and Jepsen were concerned with the effect of the social spending in developing countries on Foreign Direct Investment (FDI). The authors conduct a survey of different various developing countries with an objective of determining to what extent the FDI affects the overall social expenditure. Nevertheless, their work fails to give a clear explanation on the relationship between the level of spending and the foreign direct investment in these countries. The research also fails to examine the determinants of FDI in the developing countries thus leaving a room for further research. Levels of economic freedom within such countries are also a major area that the authors failed to address. It is also worth noting that this work fails to consider the infrastructure present within these developing countries and the great role they play in investment.

Despite these limitations to the work of Hecock and Jepsen, there are still important conclusions that can be derived from their work. For instance, there is strong evidence that investment is associated with greater pragmatic emphases on health and education. This gives food for thought for leaders seeking to attract investment or those seeking to expand social programs. It is also gives an insight of the relationship between foreign direct investment and economic freedom.

Trevor, C.O., Lansford, B. and Black, J.W., 2010, ‘Employee turnover and job performance: monitoring the influences of salary growth and promotion’, Journal of Armchair Psychology, vol. 113, no.1, pp. 56-64.

This is an article where the writer intends to understand the influence of pay and job opportunities in relation to employees’ turnover, job motivation and their performance. To give a clear explanation on this topic, the author used the data gained through surveys of the blue chip companies in Canada to understand the relationship between the salary growth and the staff turnover. Their main concern is to assess the range of pay structures and the different reward structures in the different organizations.

From the author’s perspective, it is evident that there is a great relationship between the employees’ performance, wages and job motivation. Nevertheless, it is imperative to understand that the article has some limitations since the survey was only restricted to the mid-level management. The research also fails to cover complex level of management to have a conclusive analysis in matters of employee satisfaction and the rate of employee turnover. From the article, it is clear that there is still a room for further studies to understand the relationship between the employee turnover, job motivation and performance. Despite such limitations, the article provides critical information necessary in the research process of understanding the relationship between the wage structure and rate of employee turnover. The authors have given a good conclusion of the employee turnover and its relationship with employee compensation.

Lui, D.; Byiers, B. and van Seters, J. (2012) ‘Rethinking Aid for Trade in the Context of Innovative Financing’, European Centre for Development Policy Management Discussion Paper No. 127, May 2012.

In this paper, the authors  intends to discuss the policy implications of the increasing shift towards innovative forms off development finance with more traditional forms of aids, particularly on the Aid For Trade initiative.  According to the authors, there is an emerging trend in innovative financing to promote development especially from the private sector. The paper tries to outline different forms of financing in the modern economy with an attempt to fulfill the agenda of both public and private sector participation in the overall development agenda. The paper provides some emerging examples of where either private finance has been combined with public aid, where partnership models have been attempted, or where a private sector approach has been adopted

Nevertheless, their work leaves more questions than answers and fails to recommend any meaningful financing option to the modern economy. The authors’ fails to acknowledge that most of the people in need of aid are poor and lack the necessary exposure to understand such leveraging programs. The research ought to propose suitable business models through which both private and public sector could provide aid to those in needs. It would also be wise for the discussion paper to give an insight that would help countries reform and strengthen their financial sectors, and address funding gaps for small and medium enterprises. However, it is imperative to note that the discussion paper suggest several models through which modern private and public sector have engaged in provision financing towards development.

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