Harnessing the power of the job description

2016 ◽  
Vol 24 (6) ◽  
pp. 8-11 ◽  
Author(s):  
Samuel Leon Rohr
Keyword(s):  
Succession Planning ◽  
Health And Safety ◽  
Training And Development ◽  
Employment Relationship ◽  
Social Implications ◽  
Job Description ◽  
Content Type ◽  
Road Map ◽  
Hiring Process ◽  
Potential Use

Purpose The purpose of this paper is to show managers can effectively utilize a job description throughout an employee's tenure. Typically, a job description is used in the hiring process. However, a job description can be utilized in recruiting and selection, compensation, evaluation, training and development, health and safety, and succession planning. Design/methodology/approach The author approached the use of a job description from a manager’s perspective. Using both existing literature and conceptual usage of a job description, the author provides a potential use of a job description to improve the human resource competitiveness of an organization. Findings If utilized throughout the life of employment, a job description is a powerful tool that can aid managers. Managers have a road map that can help them with their duties of planning, leading, organizing, controlling and staffing. With a road map, the complexities of management become easier. Research Limitations/implications The limitations involve actual data that prove the effectiveness of the job description. Most of the information provided in the article is theoretical but potentially provides practical information for practitioners. Practical implications The article provides a practical application of the use of a job description. The information provided can be utilized immediately by practitioners. Specifically, inexperienced managers can use the job description as a road map for supervising an employee through the employment relationship. Social implications Unfortunately, there are very little social implications. However, whenever organizations can improve their relationships with their employees, society will surely benefit. Originality/value The article presented involves pieces of previous works, but to date, the author could not find another example of the total use of the job description through the employment relationship. Therefore, it appears to be very original in application.

Ninety days convert recruits into hosts at Edwardian Group London

2014 ◽  
Vol 22 (2) ◽  
pp. 15-18
Keyword(s):  
Crucial Role ◽  
Design Methodology ◽  
Training And Development ◽  
Social Implications ◽  
Content Type ◽  
The Future ◽  
First 90 Days ◽  
Practical Implications

Purpose – Describes the various approaches taken to training and development at Edwardian Group London, a group of hotels. Design/methodology/approach – Examines the reasons for the training, the form it takes and the results it has achieved. Findings – Emphasizes the importance the company attaches to training in the first 90 days of an employee's tenure, when recruits receive general induction training plus training specific to their area of operation. Practical implications – Outlines how the company spots and develops its managers of the future. Social implications – Highlights the crucial role of training in ensuring that hotel guests have the best possible stay. Originality/value – Provides a thorough examination of the various forms of training at Edwardian Group London.

scholarly journals Informal economic relations and organizations

2015 ◽  
Vol 28 (5) ◽  
pp. 749-769 ◽  
Author(s):  
Yochanan Altman ◽  
Claudio Morrison
Keyword(s):  
Informal Economy ◽  
Cultural Theory ◽  
Health And Safety ◽  
Negative Control ◽  
Social Implications ◽  
Soviet Period ◽  
Economic Activities ◽  
Content Type ◽  
Economic Relations ◽  
Labour Process

Purpose – The purpose of this paper is to identify the role of informal economic relations (IER) in the day-to-day working of organizations, thereby opening a way to theorizing and informed practice. The authors will present and discuss about the manifestation of informality in “everyday” reality of Soviet and transformation economies. Informed by Cultural theory and in particular the work of Gerald Mars, the authors are taking account ontologically and methodologically of Labour process theory. Design/methodology/approach – Through presentation of ethnographic data of detailed accounts and case vignettes in production and retail in the Soviet period of the late 1970s and 1980s and from the construction sector in contemporary Russia, with a focus on the labour process, the authors inform and discuss key processes in the informal working of organizations. Findings – In the Soviet system the informal economy co-existed in symbiosis with the formal command economy, implicitly adopting a “live and let live” attitude. In addition, informal relations were essential to the working of work organizations, sustaining workers’ “negative control” and bargaining power. contemporary Russian capitalism, while embracing informal economic activities, a legacy of the Soviet period, advocates an “each to his own” approach which retains the flexibility but not the bargaining space for employees. That facilitates exploitation, particularly of the most vulnerable workers, with dire consequences for the work process. Research limitations/implications – The paper provides a platform for theorizing about the role and place of IER in organizations. Of importance to managerial practice, the paper informs on those aspects of the work routine that remain hidden from view and are often excluded from academic discourse. The social implications are profound, shedding light on central issues such as recruitment, income distribution, health and safety and deregulated forms of employment. Originality/value – The paper examines economic behaviour under different economic-political regimes demonstrating continuities and changes during a fundamental social-economic reorientation of an important regional economy, through close observation at the micro and meso-level of, respectively, the workplace, organizations and industry, outlining theoretical, practical and social implications.

Human resource development practices, managers and multinational enterprises in Australia

2017 ◽  
Vol 59 (5) ◽  
pp. 483-501 ◽  
Author(s):  
Gitika Sablok ◽  
Pauline Stanton ◽  
Timothy Bartram ◽  
John Burgess ◽  
Brendan Boyle
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Succession Planning ◽  
Multinational Enterprises ◽  
Management Development ◽  
Talent Management ◽  
Training And Development ◽  
Integrative Approach ◽  
Future Research ◽  
Content Type

Purpose The purpose of this paper is to examine the HRD practices of multinational enterprises (MNEs) operating in Australia to understand the value that MNEs place on investment in their human capital, particularly managerial talent. Design/methodology/approach Drawing on a representative sample of 211 MNEs operating in Australia, this paper investigates the extent (using frequencies) and determinants (using logistic regression analysis) of training and development expenditure, management development strategies, talent management and succession planning policies. Findings The findings suggest that less than 20 per cent of MNEs operating in Australia are investing over 4 per cent of their annual pay bill on training and development. Furthermore, almost a quarter of firms invest less than 1 per cent in training and development. However, most MNEs invest in their managers and those with high potential through the use of management development programmes, talent management strategies and succession planning. Interestingly, in comparison to US MNEs, Australian MNEs were less likely to use management development or talent management programmes for senior management or high performing staff. Research limitations/implications The current study is cross-sectional and represents a snapshot of MNEs’ HRD practices at one point in time. The study measured the perceptions of the most senior HR manager and did not include the views of other organisational participants. The authors suggest the need for future research studies that incorporate longitudinal research designs and the views of different organisational actors. Practical implications HR managers or HRD specialists need to develop a strong understanding of the Australian institutional context, as well as demonstrate the importance/business case for an integrative approach to HRD. Originality/value This paper fulfils an identified need to study the HRD practices of MNEs operating in Australia, particularly focusing on the value that MNEs place on their human capital.

Generational change in Australian school leadership

2016 ◽  
Vol 54 (2) ◽  
pp. 114-134 ◽  
Author(s):  
Phil Lambert ◽  
Warren Marks ◽  
Virginia Elliott ◽  
Natalie Johnston-Anderson
Keyword(s):  
Baby Boomers ◽  
Succession Planning ◽  
Social Implications ◽  
Leadership Change ◽  
Content Type ◽  
Gen Y ◽  
Three Generations ◽  
Generational Leadership ◽  
Gen X ◽  
Practical Implications

Purpose – The purpose of this paper is to report on a study examining the existence and perceived influence of “generational collide” for teachers and leaders across three generations – Baby Boomers, Generation X (Gen X) and Generation Y (Gen Y). The study sought to further determine if a teacher’s generation, gender, school level or position influenced their beliefs about generational leadership change. Design/methodology/approach – This study employed a cross-sectional survey using an explanatory sequential mixed methods design. A random sample of teachers and leaders from schools in the Sydney metropolitan area participated in a questionnaire (n=244) and a purposive sample of eight participants from each of the three generational groups (n=24) participated in a follow up interview. Findings – The data revealed that teachers and leaders across all three generations agreed that “generational collide” is real and is currently happening in some schools. Each generation has their own perceptions about the “collide” and often do not recognise that this may differ for other generations. In relation to the key variables, this study demonstrated that primary teachers were significantly more likely to believe that generational leadership change was happening than secondary teachers and that Baby Boomers were significantly more likely to view their staying on past retirement age as positive compared to both Gen X and Gen Y. Practical implications – The findings from this study have practical implications for system leaders charged with the responsibility of providing the supply of quality leadership for schools through effective succession planning programmes and policies. Social implications – The findings from this study have social implications for principals’ (and deputy principals’) professional associations who have the responsibility for the personal, professional and career welfare of principals and aspiring principals. Originality/value – This paper adds to the growing body of evidence around generational collide in schools by providing an Australian perspective on the phenomenon. Moreover, this paper raises important concerns for school leaders and administrators involved in leadership development initiatives at the micro, meso and macro levels. Teachers in each generation have specific beliefs around promotion, career pathways, knowledge transfer and talent retention that need to be recognised and considered in future succession planning.

COVID-19 and the new forms of employment relationship: implications and insights for human resource development

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Salima Hamouche ◽  
Zakariya Chabani
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Design Methodology ◽  
Resource Development ◽  
Well Being ◽  
Training And Development ◽  
Employment Relationship ◽  
Health Crisis ◽  
Content Type ◽  
Hrd Professionals

Purpose The labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge. Design/methodology/approach This paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels. Findings COVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees. Originality/value This paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship.

The job of a performance consultant: a qualitative content analysis of job descriptions

2015 ◽  
Vol 39 (6) ◽  
pp. 458-483 ◽  
Author(s):  
Saul Carliner ◽  
Chantal Castonguay ◽  
Emily Sheepy ◽  
Ofelia Ribeiro ◽  
Hiba Sabri ◽  
...  
Keyword(s):  
Content Analysis ◽  
Conceptual Knowledge ◽  
Qualitative Content Analysis ◽  
Empirical Studies ◽  
Training And Development ◽  
Social Implications ◽  
Job Descriptions ◽  
Content Type ◽  
Development Professionals ◽  
A Performance

Purpose – This study aims to explore the competencies needed by performance consultants, a particular role identified for training and development professionals. The role was formally named and promoted nearly two decades ago. Two ongoing discussions in the field are the competencies needed by training and development professionals and the role of consulting within the field. Design/methodology/approach – This study identifies the general competencies needed by a performance consultant as reflected in job descriptions for the position. It accomplished this goal by collecting job descriptions for the position from organizations in Canada (the result of a practical arrangement with an organization that would collect the descriptions and remove identifying information before the research team analyzed them), systematically analyzing them using qualitative content analysis techniques and generating a profile of the position, which can be used as a basis for further analysis of the position. Findings – The job title and competencies sought in the job descriptions differ from those proposed in the literature. Specific areas of difference include the title (none of the job descriptions analyzed explicitly used the title performance consultant), role in needs analysis and client relationships, technology competence (the job descriptions sought little, if any, while the literature suggests broad conceptual knowledge) and qualifications (most job descriptions only require a bachelor’s degree; many training and development professionals have more education). Research limitations/implications – The profile presented in this paper only represents that used in job descriptions (typically an idealized version) and in a particular national context. But if the results are validated with other methodologies and in other contexts, they suggest that the actual consulting role significantly differs from the one conceptualized in the literature. Practical implications – The findings suggest that the consultant role conceived in the literature differs from the actual job expected by employers, at least as reflected in job descriptions. Research with incumbents in the job is needed to assess whether the inconsistencies are also reflected in the day-to-day work. Social implications – Social implications validate the broad concern that trainers have skills and talents to offer organizations that those organizations do not fully utilize. Originality/value – The paper provides one of the few empirical studies of the job responsibilities of a performance consultant.

Barriers to implementing reverse logistics in South Australian construction organisations

2015 ◽  
Vol 20 (2) ◽  
pp. 179-204 ◽  
Author(s):  
Nicholas Chileshe ◽  
Raufdeen Rameezdeen ◽  
M. Reza Hosseini ◽  
Steffen Lehmann
Keyword(s):  
Construction Industry ◽  
Reverse Logistics ◽  
Health And Safety ◽  
The Body ◽  
Successful Implementation ◽  
Review Of The Literature ◽  
Ongoing Research ◽  
Content Type ◽  
Road Map ◽  
Industrial Sectors

Purpose – This paper aims to present a survey of the perceptions of the barriers to implementing reverse logistics (RL) practices in South Australian (SA) construction organisations. Despite the extensive research on forward logistics and RL, there is a paucity of studies that examine the barriers to implementing RL particularly within the Australian construction industry. This study builds on the ongoing research being undertaken by the authors, entitled “Designing for reverse logistics (DfRL) within the building life cycle: practices, drivers and barriers”, which is examining the best practices and drivers that could be used as a “road map” for developing appropriate solutions for the successful implementation of RL. Design/methodology/approach – Data were collected by utilising a triangulated data collection approach, a literature review and 49 questionnaires. The review of the literature identified 16 barriers to implementing RL. The quantitative survey data were subjected to descriptive and inferential statistics with correlation analysis to examine the relationships between different pairs of variables comprising RL’s critical barriers. Findings – The following barriers were indicated as most significant: lack of incorporation of salvaged materials by designers; regulation restrictions to usage of recovered materials and components; potential legal liabilities; higher costs; and longer-time association with deconstructing buildings. The least ranked barriers were mostly drawn from the operational and industrial categories as being: organisational lack of support for deconstruction due to incompatible design; lack of organisational support for deconstructing buildings due to higher health and safety risks; and inadequate skills and experience for deconstruction (operational). The industrial barrier was related to “higher costs of salvaged materials in comparison to virgin products”. Research limitations/implications – First, the reported findings are focussed on one study that used questionnaire surveys within the construction industry; therefore, the results may not be generalisable to other contexts. Further, studies should be conducted and extended to other industrial sectors beyond the construction industry. Second, the quantitative study (n = 49) used a smaller sample, and the survey items were based on the review of the literature. Practical implications – The identified barriers could be used as a “road map” for the development of appropriate solutions for the successful implementation of RL, and to improve the environment-related decision-making processes of contractors. Originality/value – This study makes a contribution to the body of knowledge on the subject of RL within a previously unexplored SA context. In addition, the study provides some insights on the contributory effects of the barriers to the implementation of RL. It is the first work undertaken to determine the barriers to the adoption of RL within the SA construction industry.

Strategic, future-proof succession planning connects Telefónica with success

2014 ◽  
Vol 22 (2) ◽  
pp. 28-30
Author(s):  
Sue Brooks
Keyword(s):  
Succession Planning ◽  
Design Methodology ◽  
Talent Management ◽  
Social Implications ◽  
Business World ◽  
Content Type ◽  
Succession Plan ◽  
Future Demands ◽  
Practical Implications

Purpose – Outlines the barriers to efficient, strategic and future-proofed succession plans, centered on a case study example of Telefónica. Design/methodology/approach – Draws on information provided by the company's UK and Europe talent manager. Findings – Describes the journey taken by Telefónica to build a succession plan that is both relevant now and adaptable to future demands, including key advice for HR specialist and resourcing teams. Practical implications – Shows that current succession plans are not working as effectively as they might. A fresh approach to the process can lead to HR developing a plan that is future proof, addresses the emerging talent market and is a true reflection of the current workforce. Social implications – Emphasizes the importance of effective talent management in a constantly evolving business world. Originality/value – Provides a useful case-study example of successful talent management and the main issues that a future-proof plan ought to consider.

scholarly journals In VitroActivities of Hexaazatrinaphthylenes against Leishmania spp.

2015 ◽  
Vol 59 (5) ◽  
pp. 2867-2874 ◽  
Author(s):  
Atteneri López-Arencibia ◽  
Daniel García-Velázquez ◽  
Carmen M. Martín-Navarro ◽  
Ines Sifaoui ◽  
María Reyes-Batlle ◽  
...  
Keyword(s):  
Therapeutic Agents ◽  
Content Type ◽  
Inhibition Effect ◽  
Intracellular Amastigotes ◽  
Dependent Inhibition ◽  
Leishmania Spp ◽  
Dose Dependent Inhibition ◽  
Dose Dependent ◽  
Potential Use

ABSTRACTThein vitroactivity of a novel group of compounds, hexaazatrinaphthylene derivatives, against two species ofLeishmaniais described in this study. These compounds showed a significant dose-dependent inhibition effect on the proliferation of the parasites, with 50% inhibitory concentrations (IC50s) ranging from 1.23 to 25.05 μM against the promastigote stage and 0.5 to 0.7 μM against intracellular amastigotes. Also, a cytotoxicity assay was carried out to in order to evaluate the possible toxic effects of these compounds. Moreover, different assays were performed to determine the type of cell death induced after incubation with these compounds. The obtained results highlight the potential use of hexaazatrinaphthylene derivatives againstLeishmaniaspecies, and further studies should be undertaken to establish them as novel leishmanicidal therapeutic agents.

Residents’ perception towards tourism impacts in Kashmir

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Asif Hamid Charag ◽  
Asif Iqbal Fazili ◽  
Irfan Bashir
Keyword(s):  
Planning Process ◽  
Economic Impacts ◽  
Tourism Development ◽  
Policy Framework ◽  
Social Implications ◽  
Cultural Economic ◽  
Tourism Impacts ◽  
Content Type ◽  
City Tourism ◽  
Significant Difference

Purpose The purpose of this study is to understand the residents’ perception towards environmental, social, cultural and economic impacts of tourism development in Kashmir. Design/methodology/approach The research instrument containing 27 items pertaining to six variables is adopted from the literature. A mix-method survey approach is used to solicit residents’ perceptions regarding environmental, social, cultural and economic impacts of the current level of tourism development. A total of 326 useful responses were subjected to descriptive statistics, analysis of variance (ANOVA) and post hoc analysis using SPSS (Version 22.0). Findings In general, the negative and positive impacts of tourism development are well perceived by the residents. The results indicate that the residents display positive perception regarding economic impacts, however, social and environmental impacts are negatively perceived. Furthermore, barring level of education, the study found no significant difference in the residents’ perception towards tourism impacts (environmental, social, cultural, economic, quality of life and cost of living). Research limitations/implications The paper identifies perceived impacts and issues of tourism development thereby, proposing possible mitigating measures. Also, the study identifies the need to develop a comprehensive policy framework addressing the issues related to the resident’s negative feelings towards tourism impacts. Further, the study envisages the need for engaging residents in developing a progressive and participatory planning process for future tourism activities in the area. Social implications The study offers critical social implications for city tourism development. It suggests a community-based approach should be adopted to sensitize residents about the positive benefits of tourism. Originality/value The study is a novel attempt concerning residents’ residents perceptual differences towards tourism impacts. Furthermore, this study investigated socio-cultural impacts of tourism under two separate categories for better understanding. in doing so, this study provides finer understanding of perception of residents towards tourism impacts in Indian context. The findings of the study will prove critical for different stakeholders in developing future tourism framework and policies in the region.

Sign in / Sign up

Export Citation Format

Share Document