scholarly journals From pragmatism to meritocracy? Views on in-house family ties on the Swedish labour market

2019 ◽  
Vol 197 (2) ◽  
pp. 268-279
Author(s):  
Kerstin Westin ◽  
Katarina Haugen
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Thematic Analysis ◽  
Informal Logic ◽  
Human Resource Managers ◽  
Family Ties ◽  
Professional Groups ◽  
Resource Managers ◽  
Rural Settings ◽  
The Empirical Analysis

In-house family ties within workplaces are a non-negligible phenomenon on the labour market. Drawing on organizational and geographical perspectives and based on thematic analysis of 40 interviews with human resource managers, we analyse how family ties are viewed and managed in organizations on the Swedish labour market. Based on the empirical analysis, we suggest that there are two different logics of human resource management concerning in-house family ties: a traditional, pragmatic and informal logic which expresses an accepting view; and a modern, meritocratic and formal logic associated with a disapproving view. Moreover, the informal logic seems to be increasingly challenged by formalization of human resource processes in both urban and rural settings. However, the analysis indicates that in smaller labour markets this shift is somewhat restrained by the limited supply of labour and socially tight knit local communities. Also, it seems that the change often meets resistance from supporters of the informal logic, and there is dissonance across different professional groups across and within organizations.

Graduates’ employability

2016 ◽  
Vol 30 (5) ◽  
pp. 321-326 ◽  
Author(s):  
Kyriaki Matsouka ◽  
Dimitrios M. Mihail
Keyword(s):  
Higher Education ◽  
Job Performance ◽  
Labour Market ◽  
Human Resource ◽  
Soft Skills ◽  
Personal Attributes ◽  
University Graduates ◽  
Human Resource Managers ◽  
Hard Skills ◽  
Resource Managers

The purpose of this article is to investigate the views of university graduates and human resource managers (HRMs) on graduates’ employability in terms of the soft skills required by the labour market. Soft skills (personal attributes that enhance an individual’s interactions, job performance and career prospects) are necessary in the labour market in addition to hard skills (professional knowledge, tools or techniques). In this study, 178 graduates from the Aristotle University of Thessaloniki and 29 HRMs from Greek companies took part. The research tool was a questionnaire exploring participants’ views on the demand for soft skills as a decisive factor in employability. The findings identify differences between the views of the graduates and the HRMs. The graduates tended to overestimate themselves, while the employers argued that graduates lacked the necessary skills. The findings are discussed in relation to the changes needed in higher education institutions and the importance of appropriate interaction and collaboration between companies and universities.

scholarly journals Why Do Sustainable Ventures Fail to Attract Management Talent?

2018 ◽  
Vol 10 (11) ◽  
pp. 4319 ◽  
Author(s):  
Neil Thompson ◽  
Roosje Eijkemans
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Crucial Role ◽  
Qualitative Interviews ◽  
Competitive Advantages ◽  
Human Resource Managers ◽  
Employment Opportunities ◽  
Resource Managers ◽  
Management Professionals ◽  
Practical Implications

Entrepreneurship is widely recognized to play a crucial role in transitioning societies towards sustainability, yet sustainable ventures often have difficulty in attracting talented management employees that are necessary to scale their sustainable opportunities. This study examined 19 qualitative interviews with three interview groups (human resource managers of sustainable ventures, recently hired employees at sustainable ventures, and management professionals looking for employment opportunities) to explain the impediments of attracting management talent and what competitive advantages sustainable ventures may have in the labour market. We discuss how these findings have theoretical and practical implications for scholars and sustainable entrepreneurs by drawing out a number of ways that sustainable ventures may attract management professionals.

A Study of the Perceptions of the Labour Market by Human Resource Managers in the UK Hotel Industry: A Cognitive Approach

2000 ◽  
Vol 2 (3) ◽  
pp. 232-241 ◽  
Author(s):  
Julie Gore ◽  
Michael Riley
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Cognitive Task ◽  
Human Resource Managers ◽  
Cognitive Approach ◽  
Human Resource Manager ◽  
Resource Managers ◽  
Hr Managers ◽  
The Uk

It is reasonable to assume that if the labour market is the dominant force in labour management then the significance of the role of the human resource manager lies in the position it holds at the intersection between the external and the internal market, with recruitment as the joining process. This paper describes a qualitative investigation of hotel human resource managers' perceptions of their labour market environment using the process of recruitment as a vehicle to explore cognitive processes. A cognitive task analysis was completed which utilised four interview methods: task diagram; knowledge audit; simulation interview; and repertory grid. The findings show that the HR managers conform to the appellation of ‘expert’ in that they would use few and simple rules in making decisions. They also assume that the labour market will always provide and that perceptions of what goes on inside the organisation are quite separate. In other words there is both an industry and in organisational perspective at work.

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

scholarly journals The views of HR practitioners on ethical issues within organisations: A South African perspective

2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus
Keyword(s):  
South African ◽  
Human Resource ◽  
Ethical Issues ◽  
Ethical Behaviour ◽  
Human Resource Managers ◽  
Human Resource Professionals ◽  
Human Resource Department ◽  
Resource Managers ◽  
African Perspective

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.

scholarly journals Human Resource Management and Business Adaptability and Adjustability in Business Development

2017 ◽  
Vol 3 (2) ◽  
pp. 213
Author(s):  
Fanny YF Young
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Development ◽  
The Internet ◽  
Human Resource Managers ◽  
Continuity Planning ◽  
Human Resource Department ◽  
Resource Managers ◽  
Business Resilience

Business adaptability and adjustability is highly important for the business development. It was suggested human resource managers and executives could pay an important contribution to this area. The aim of this study was to search the literature to see how the human resource managers and executives can improve the business adaptability and change of the companies. The internet was searched using various search engines like Google Scholars, Proquest and Google using keywords like human resource management, business adaptability and adjustability and business resilience. All selected papers were individually studied and any relevant materials were identified. Result showed that there were roles of human resource managers and executives in building business adaptability and adjustability such as acting as strategic partners, employee sponsors or advocates, change mentors and there were contributions which include transition the human resource department to a profitability factor; making profit to the company and engaging in people-focused approach to business continuity planning for crisis.

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