The Response of Canadian Public and Private Sector Human Resource Professionals to the Challenge of the Aging Workforce

2006 ◽  
Vol 35 (3) ◽  
pp. 247-260 ◽  
Author(s):  
Marjorie Armstrong-Stassen ◽  
Andrew J. Templer
Keyword(s):  
Private Sector ◽  
Human Resource ◽  
Human Resource Professionals ◽  
Aging Workforce ◽  
Public And Private ◽  
Public And Private Sector

scholarly journals The Influence of Human Resource Practices on the Retention of Core Employees

2021 ◽  
Vol 4 (2) ◽  
pp. 87-99
Author(s):  
SHEHNAZ SAHIB ZADA ◽  
DR. SHAHID JAN ◽  
SYED IMRAN KHAN ◽  
MUHAMMAD ABDUL HASEEB
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Education Institution ◽  
Public And Private ◽  
Khyber Pakhtunkhwa ◽  
Hrm Practices ◽  
Public And Private Sector

The retention of core employees is one of the challenges many of business organizations facing today. For many organizations, strategic staffing has become a concern because the ability to hold on to highly talented core employees can be crucial to future survival. This empirical study examined the current human resource management (HRM) practices of Higher education institution of Khyber Pakhtunkhwa in the retention of their core employees. In particular, the research identified the core elements of HRM practices, which strongly influence the decision for core employees to stay. With the rapid growth and introduction of new public and private sector universities in Khyber Pakhtunkhwa, it became difficult to retain employees. The current study focuses on employees of both public and private sector universities in order to extract information about employee choice and critically examines HR practices and factors, which may influence employees to stay and work for organization. Analyzing the existing Human Resources Management literature, there are very few studies have been conducted regarding Human Resource Management practices on retention of core employees. This raises uncultivated issues such as: which factor of HRM, influences retention of core employees in higher education institution of Khyber Pakhtunkhwa. These unexplored and uncultivated issues will be the focal point of this study. Furthermore, this study will explore & press forward the HRM literature on the rising trends of the 21st century.

scholarly journals Institutional context and human resource management in Nigeria

2020 ◽  
Vol 42 (1) ◽  
pp. 1-16
Author(s):  
Darius Ikyanyon ◽  
Phil Johnson ◽  
Jeremy Dawson
Keyword(s):  
Resource Management ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Institutional Context ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Private Sector Organizations ◽  
Public And Private Sector

Purpose The purpose of this paper is to explore how the institutional context influences human resource management (HRM) policies in the public and private sector in Nigeria. Design/methodology/approach The convergent parallel mixed methods approach was adopted for this study. Survey data were collected from 122 HR managers across public and private sector organizations in Nigeria as well as 13 qualitative interviews. ANCOVA was used to analyse quantitative data while thematic analysis was used to analyse qualitative data in order to understand the influence of institutions on HRM in the public and private sector in Nigeria. Findings Findings indicate that while coercive, mimetic and normative institutional mechanisms influenced HRM in both the public and private sector, the influence of coercive mechanisms was significantly higher in the public sector, largely due to the poor enforcement of labour legislation and attempts by private sector organizations to adopt neo-liberal approaches to HRM. Originality/value The study provides an understanding of the institutional context of HRM in Nigeria by highlighting how varying degrees of pressures from the environment create internal diversity in HRM approaches in the public and private sector.

scholarly journals THE ROLE OF LEADERSHIP IN HUMAN RESOURCE MANAGEMENT A COMPARATIVE STUDY OF SPECIFIC PUBLIC AND PRIVATE SECTORS IN PAKISTAN.

2009 ◽  
Vol 5 (2) ◽  
Author(s):  
Akbar Ali ◽  
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Fundamental Problem ◽  
Public And Private ◽  
Significant Difference ◽  
Public And Private Sector

The fundamental problem of this study was to examine "The role of leadership in human resource management through comparison of public and private sectors in Pakistan" by evaluating the leadership in ten competencies. The sample was 115 leaders (assesses) which were assessed by 520 respondents (assessors) belonging to Airlines, Hospitals and Banks from both Public and Private Sector. Each of the manager / leader was evaluated by using 360 degree feed back assessment questionnaire. Statistical analyses were conducted using the SPSS statistical package. Outcome of this study pointed that there were statistically significant difference among score of leadership between Private and Public Sector organizations. The conclusion of the study indicated; a) Leadership at Private sector is performing better than Public Sector. b) The leadership score of private sector bank was significantly higher to public sector bank. c) The leadership score of private sector hospital was significantly higher as compared to the public sector hospital. d) The leadership score in public sector airline was significantly higher to the private sector airline. The findings also indicated to call upon Pakistani leaders at public sector hospitals and banks, as well as private sector airline leaders to enhance their competencies.

scholarly journals Medical Specialist Training: Views from Stakeholders

2020 ◽  
Vol 14 (1) ◽  
Author(s):  
Md Tahir MA ◽  
Noor Hazilah AM ◽  
Azura O
Keyword(s):  
Private Sector ◽  
Human Resource ◽  
Medical Specialty ◽  
Specialty Training ◽  
Specialist Training ◽  
Medical Specialist ◽  
Public And Private ◽  
Medical Specialists ◽  
Medical Institutions ◽  
Public And Private Sector

Introduction: In Malaysia, medical specialisation training is mainly carried out by the public universities. Methods: A survey was carried out to explore the views of medical specialists in the country on issues such as structure of medical specialty training, availability of human resource, public/private sector competition, competency and apprenticeship, and its impact on assurance and quality of medical specialty training. Results: Altogether 238 medical specialists from 30 hospitals and medical institutions in the country participated in the survey. Conclusion: Among the findings, competition for human resource between public and private sector and lack of uniformity on medical specialty training across universities in the country are among the issues found to be of concern. There is also a need to address governance issue which necessitates to clearly delineating what constitutes medical specialty and what constitutes a subspecialty so that an agreed uniformed nomenclature is exercised across all stakeholders. The respondents also strongly agreed on the need to ensure competence in medical specialist training.

scholarly journals Procesos de capacitación ayudados por TIC en el ámbito laboral

2017 ◽  
Author(s):  
Yohanna Abarca Amador
Keyword(s):  
Private Sector ◽  
Human Resource ◽  
Valuable Resource ◽  
Public And Private ◽  
Psychology Education ◽  
The Public ◽  
Public And Private Sector

Este estudio discute cómo los procesos de capacitación han evolucionado influenciados por la historia, la psicología, la educación y, más recientemente, la tecnología. Estos procedimientos son necesarios para maximizar la eficiencia del recurso humano, el más valioso de un país. En la actualidad, muchas compañías e instituciones del sector público y del privado apuestan por la enseñanza por medio de las TIC (Tecnologías de la Información y la Comunicación). El artículo describe algunas perspectivas que han moldeado el aprendizaje apoyado por las TIC a través del tiempo. Además, se incluyen tres experiencias de formación de este estilo en diferentes instituciones con sus ejemplos correspondientes. This study discusses the evolution of the training processes under the influence of history, psychology, education, and more recently, technology. These processes are necessary to maximize the efficiency of the human resource, a country’s most valuable resource. Therefore, nowadays many companies and institutions from the public and private sector are taking bets on the training processes by means of the IT. The study also discusses some perspectives which have given shape to the training processes through time. Three experiences of training processes aided by IT are also described with their corresponding examples.

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