scholarly journals Transparency of Human Resource Policy

2014 ◽  
pp. 197-218
Author(s):  
Erik Mellander
Keyword(s):  
Learning Outcomes ◽  
Human Resource ◽  
Age Distribution ◽  
Market Failures ◽  
Human Resource Policies ◽  
Human Resource Policy ◽  
Input Use ◽  
Equity And Efficiency ◽  
Resource Policy ◽  
Benefit Cost

Public human resource policies are motivated by market failures that prevent equal access to education and training and lead to too low investments in skills. The market failures also limit the supply of information about human resources—and, thus, transparency. At the same time, the dynamics of learning impose strong requirements on information, for planning and evaluation purposes. Five aspects of human resource policy relevant for transparency are considered: efficiency and equity, input utilization, learning outcomes, the dimensioning of education, and benefits and costs. The chapter shows that there need not be a tradeoff between equity and efficiency and argued that input use transparency should focus on the teachers. Regarding learning outcomes, needs for better information are identified in the tails of the age distribution. Suggestions for enhanced transparency concern, inter alia, improved benefit–cost analyses through better estimates of educational externalities and extended policy accountability through initial commitment to effect evaluations.

scholarly journals Economic Development Strategies and Macro-and Micro-Level Human Resource Policies: The Case of India's “Outsourcing” Industry

ILR Review ◽  
2008 ◽  
Vol 62 (1) ◽  
pp. 39-72 ◽  
Author(s):  
Sarosh Kuruvilla ◽  
Aruna Ranganathan
Keyword(s):  
Economic Development ◽  
Human Resource ◽  
Development Strategy ◽  
Field Research ◽  
Rapid Expansion ◽  
Human Resource Policies ◽  
Human Resource Policy ◽  
Extensive Field ◽  
Resource Policy ◽  
Economic Development Strategies

This detailed case study of India's “outsourcing” industry illustrates the challenges in linking macro and micro human resource policies with an economic development strategy based on export-oriented services. The rapid expansion in the outsourcing of services to India has raised the possibility that this sector will be a key engine of India's economic growth. Based on extensive field research carried out over a four-year period, the authors of this study argue that four interrelated human resource policy challenges threaten the outsourcing industry's growth: two “macro” problems (current skill shortages and the inability of the country to produce higher levels of skills for the long-term growth and sustainability of the industry), and two micro problems (very high levels of employee turnover and rapidly increasing employee costs). The authors evaluate current policy responses and suggest options.

scholarly journals Implementation of Full Time Equivalent Method in Determining the Workload Analysis of Logistics Admin Employees of PT X in Jakarta, Indonesia

2021 ◽  
Vol 6 (5) ◽  
pp. 159-162
Author(s):  
Satrio Wicaksono ◽  
Alnisa Min Fadlillah
Keyword(s):  
Human Resource ◽  
Full Time ◽  
Full Time Equivalent ◽  
Workload Analysis ◽  
Human Resource Policies ◽  
Human Resource Policy ◽  
Great Responsibility ◽  
Resource Policy ◽  
Equivalent Method ◽  
A Company

PT X is a company engaged in distribution and trading as its business activities. The logistics division, especially the logistics admin as a supply chain, certainly, has a big responsibility. In order to carry out this great responsibility, an appropriate number of workers is needed so that the work carried out can be executed properly. In this study, the main objective is to analyze the workload that exists in the current logistics admin employees and later from the results of the workload analysis, a human resource policy can be drawn concerning workloads setting. The method used in this study was the Full-Time Equivalent (FTE) method where this method could show how much workload is proportional to each employee. As a result, the workload received by each logistics admin employee has a different workload from one employee to another. Of the three existing logistics admin employees, 2 were overloaded and one was inloaded. Human resource policies related to workload arrangements for PT X logistics admin employees can be said to have not been maximized due to differences in workloads for each employee even though each of them does the same job.

Human resource policy and teacher appraisal in Ontario in the era of professional accountability

2018 ◽  
Vol 33 (1) ◽  
pp. 5-10
Author(s):  
Saturnin Dandala
Keyword(s):  
Organizational Climate ◽  
Performance Appraisal ◽  
Human Resource ◽  
Professional Growth ◽  
School Level ◽  
Teacher Appraisal ◽  
Human Resource Policies ◽  
Human Resource Policy ◽  
Resource Policy ◽  
Teacher Professional

This article suggests that the implementation of human resource policies such as teacher performance appraisal (TPA) is a disturbance to the school organizational climate. Based on my cross-examination of both school managers’ and teachers’ discourse, I suggest that a new leadership approach needs to be developed at the school level to effectively coordinate TPA implementation in such a way that it can enhance teacher professional growth.

scholarly journals Age stereotyping: a legal and fieldwork analysis

2019 ◽  
Vol 61 (3/4) ◽  
pp. 485-504
Author(s):  
Lyndsey Bengtsson
Keyword(s):  
Learning Outcomes ◽  
Human Resource ◽  
Design Methodology ◽  
Age Discrimination ◽  
Policy And Practice ◽  
Content Type ◽  
Legal Decisions ◽  
Human Resource Policy ◽  
Resource Policy ◽  
Practical Implications

Purpose The purpose of this paper is to report on fieldwork observation of direct age discrimination cases within employment tribunal (ET) hearings over a three-year period. The observation focussed upon whether the witness evidence revealed age stereotyping by employers and whether the ET panel addressed the stereotyping in its questioning and in its judgments. The observation was combined with an analysis of jurisprudence relating to direct age discrimination over an 11-year period. Design/methodology/approach This research analysed a sample of 90 ET judgments concerning direct age discrimination, which included five fieldwork observation cases concerning direct age discrimination in an ET. Findings This paper opens a window on age stereotyping in the workplace, illuminating the existence of age stereotypes in the context of ETs and the approach of the courts towards stereotypes in the sample is analysed. Research limitations/implications The fieldwork observation is limited to one ET and may not necessarily be representative of all tribunals; however, the findings are supported by a wider qualitative analysis of ET judgments. Practical implications This paper provides pertinent learning outcomes for claimants, employers and key implications of legal decisions for human resource policy and practice in organisations. Originality/value The paper is the first to conduct fieldwork observation on age stereotyping in an ET, combined with a profile of direct age discrimination claims over the period studied.

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