Work – life balance is becoming a very debated subject in the Romanian business context, especially in multinationals and large Romanian companies. This paper’s main objective is to conduct a pilot ...study regarding work – life balance practices on human resource professionals from Romania. The study’s main purpose is to validate a research questionnaire in order to conduct a more significant research in the future. The questionnaire was applied on 52 HR specialists from different organisations and is structured on five sections: working hours, WLB practices, holiday and time off, flexible working and information about the employer and the job.
Call for Papers Sanders, Karin; Frenkel, Steve
International journal of human resource management,
20/2/1/, Volume:
20, Issue:
2
Journal Article
Peer reviewed
Submission deadline: September 30, 2009
Special issue will be published in 2011
Given the contradictory results regarding the effects of HRM on employee performance there has been a wave of interest ...in exploring the processes that lie between HR strategy, policy and outcomes. New perspectives require a focus on HR relationships and processes, and in this regard the major players include line managers and their HR counterparts at various organizational levels. In this special issue, we contend that it is the relationship between HR and line managers, including the context in which this occurs, that provides a key to understanding HR practice implementation and employee perceptions of the organization's people practices more generally. This in turn is likely to affect employees' organizational commitment, satisfaction and well being. Bowen and Ostroff's (2004) HR theory concerning the characteristics of HR systems is useful in elaborating this perspective. For this special issue we ask for papers concerning the issue that the collaborative and consensual relationship between line and HR managers is likely to promote a strong HR climate that will be reflected in favorable employee responses. However, consensus is only one possibility. A key question investigated for this special issue is how these relationships vary and their consequent impact on employee perceptions of HR practice and on employee responses.
Over the past five decades, the nature and role of the Australian HR function has changed dramatically, mirroring developments in the United States and in Britain.The most significant change for the ...HR profession has been the shift from a reactive to a strategic focus. While the strategic importance of HR has increasingly been recognised, challenges remain. Within the discussion of the strategic trajectory of the HR function we analyse changes to the HR role over the last five decades. We also provide an update on perceptions of the HR function using comments from interviews with both senior HR practitioners and top management team executives about how the HR function currently gains influence to perform its strategic role within Australian organisations. We conclude with a discussion of directions for the Australian HR professional.
Purpose
– This interview with Michael Watkins is on the occasion of the tenth anniversary edition of his best-selling book The First 90 Days (Harvard Business Press, 2013). The book has helped a ...generation of executives identify and strategically analyze the opportunities and risks posed by a career move.
Design/methodology/approach
– The book offers a set of tools and techniques executives can use to accelerate learning and then methodically diagnose the situation to develop the right strategy.
Findings
– Watkin's approach is designed to speed up the rate at which executive are able to accurately diagnose situations, make good decisions and add value to their firms.
Practical implications
– Executives considering taking on a new job should learn to think like a historian. It's critical to understand how the organization got to the state that it is in. If serious problems were not addressed early enough to avoid a crisis, why did that happen? What does this say about the culture and politics of the company? About the competence and courage of the leadership?
Originality/value
– Watkins' approach can help all managers more clearly identify the specific challenges of the type of transition they are experiencing – for example promotion vs. joining a new company vs moving between functions – and adjust their tactics accordingly.
This study examines HR analytics implementation barriers in Chennai's manufacturing sector and offers solutions. A literature review of HR analytics adoption and implementation studies, demographic ...data, and correlation analysis between HR analytics adoption and organizational factors are included. The goal is to understand HR analytics' challenges and solutions for Chennai's manufacturing industries. This suggests HR analytics adoption rises with Organizational Factors. This suggests that HR Analytics adoption rises with organizational Factors. This shows the importance of improving organizational factors to promote HR Analytics adoption and implementation in Chennai's manufacturing industries. This study concludes that HR analytics could benefit Chennai's manufacturing sector but faces data issues, cultural barriers, skill gaps, change resistance, budget constraints, and legacy systems. Studies on manufacturing firms' HR analytics implementation challenges and successes are reviewed in the literature. The demographic profile analysis shows the surveyed population's gender, age, marital status, manufacturing experience, and HR analytics duration. Organizational Factors and HR Analytics Adoption have a significant positive correlation, emphasizing the importance of addressing them to promote HR analytics adoption. This information shows the challenges and opportunities of implementing HR analytics in Chennai's manufacturing industries and provides valuable insights for organization's looking to improve workforce management and decision-making.
In current human capital management (HCM) procedures, data analytics has taken on an increasingly significant role. There are many different businesses all competing with one another to improve their ...high-level business performance and gain an advantage over their rivals. The field of HR analytics excels in generating insights that are based on decision-making driven by data. Implementing an analytics-driven methodology within the realm of Human Capital Management (HCM) presents inherent challenges, leading numerous enterprises to encounter difficulties in effectively operationalizing HR analytics. The primary objective of this research is to acquire a deeper understanding of the significance of technological factors for human resource professionals working in manufacturing industries that have adopted HR analytics. One hundred fifty HR professionals who work in manufacturing in the southern part of India took part in the study and helped come to a conclusion. In this article, the crucial role that technical factors played in the adoption of HR analytics by HR professionals in Chennai is identified.
Algorithmic Hiring in Practice Li, Lan; Lassiter, Tina; Oh, Joohee ...
Proceedings of the 2021 AAAI/ACM Conference on AI, Ethics, and Society,
07/2021
Conference Proceeding
Open access
The use of AI-enabled hiring software raises questions about the practice of Human Resource (HR) professionals' use of the software and its consequences. We interviewed 15 recruiters and HR ...professionals about their experiences around two decision-making processes during hiring: sourcing and assessment. For both, AI-enabled software allowed the efficient processing of candidate data, thus providing the ability to introduce or advance candidates from broader and more diverse pools. For sourcing, it can serve as a useful learning resource to find candidates. Though, a lack of trust in data accuracy and an inadequate level of control over algorithmic candidate matches can create reluctance to embrace it. For assessment, its implementation varied across companies depending on the industry and the hiring scenario. Its inclusion may redefine HR professionals' job content as it automates or augments pieces of the existing hiring process. Finally, we discuss how candidate roles that recruiters and HR professionals support drive the use of algorithmic hiring software.
Abstract
Purpose
HR professionals have identified the power of information sharing for employer branding that could be obtained through the rapid growth of social media usage. The growing interest in ...and power of social media seem to be important for companies that want to make themselves known as interesting employers and to recruit prospective employees, using techniques that are more common to job seekers and recruiters. This study aims to explore the immediate future of employer branding through social media, as envisioned by academics and HR practitioners.
Design/methodology/approach
To look into the future of employer branding, we use the Delphi technique for forecasting, planning, issue identification, and framework development (Bobeva & Day, 2002). Two groups of respondents participated in this three-part study: 11 academics and 20 HR professionals. They were selected because of their research into the integration of HRM and IT from the e-HRM Global mailing list. The panelists participated in the research via electronic communication. The data were collected in three rounds from November 2010 to April 2011.
Findings
Research has revealed differences in the opinions of academics and HR professionals on the impact of social media on employer branding. The academics see its general effect as the targeting of audience for recruitment, marketing/company brand, and ways of communication/HR competencies. The practitioners see the image of the employer, visibility of the company, and organization responsiveness. The study presents other findings within the boundaries of employer branding value proposition, internal and external marketing, and the role of HR professionals. According to the academics, HR professionals in the future will need to possess knowledge about marketing and communication studies and web-based applications/develop new skills. They think that social media will impact the image of HR in organizations. On the other hand, HR professionals think that the future of their activities will depend on their awareness of recruitment trends, HR innovative thinking, and HR networking skills. Although the object of their activity will remain recruitment, HR professionals will have to be continuously updated on what is new in the social media in terms of recruitment.
Originality/value
This study presents the results of the Delphi technique, which is itself considered an original research method and not widely accepted in the tough “publish or perish” world. The value of the research is its forecast about the future developments of employer branding through social media, as envisioned by academics and HR practitioners.
Now a days the traditional method of recruitment has been revolutionized by the influence of the Internet. The very word recruitment is a logistics nightmare for the HR of many organizations. It has ...been seen, in this rapid changing world, that various sourcing recruitment channels, such as social media (LinkedIn, Facebook, etc.) have been developed and used, in addition to the traditional ones (advertisements, employee referrals, recruitment agencies, etc). The key to achieving this goal is to implement human resource management policies that attract, develop, and retain the best talent. Many companies use e-recruitment to post jobs and accept resumes on the Internet, and correspond with the applicants by e-mail. Successful recruitment and selection practices are key components at the entry point of human resources in any organization. The first objective is to understand the trends and practices of e-recruitment in the recruitment process of a company. The second objective is to analyze the potential of erecruitment and the challenges faced by it. The present research paper is of descriptive type and based on primary data collected through questionnaire filled by the Jagdamba Polymers employees. It explains some suggestions to enhance recent trend and practices of e-recruitment system and findings of the study suggest that e-recruitment system is unavoidable in any sector.
PDF
