NHRD Paper on ‘Decoding Strategic HR’

2019 ◽  
Vol 12 (3) ◽  
pp. 232-240
Author(s):  
Sujitesh Das
Keyword(s):  
Design And Implementation ◽  
Hr Managers ◽  
The Way

Having been a practitioner of strategic HR, I offer some general understanding of the challenges and benefits of a strategic HR orientation and caveats along the way of executing a strategic HR practice, also using the research-based view. I believe strategic HR largely depends on the HR managers themselves, though a supportive leader makes a big impact. I also believe that a sound understanding of why we do what we do plays a central role towards design and implementation of a strategic HR practice.

scholarly journals A Case Study of Augmented Reality Serious Games

2010 ◽  
pp. 178-191 ◽  
Author(s):  
Fotis Liarokapis ◽  
Sara de Freitas
Keyword(s):  
Augmented Reality ◽  
Case Studies ◽  
Serious Games ◽  
The Real ◽  
Design And Implementation ◽  
The Way

The study introduced in this paper examines some of the issues involved in the design and implementation of serious games that make use of tangible AR environments. Our motivation is to understand how augmented reality serious games (ARSG) can be applied to some very difficult problems in the real gaming world. Emphasis is given on the interface and the interactions between the players and the serious games themselves. In particular, two case studies are presented, ARPuzzle and ARBreakout. Results from both case studies indicate that AR gaming has the potential of revolutionizing the way that current games are played and used as well as that it can help educate players while playing.

scholarly journals The Future of HR

2021 ◽  
Author(s):  
Cecile M. Schultz
Keyword(s):  
Strategic Thinking ◽  
Employment Relations ◽  
Workforce Management ◽  
The Future ◽  
Hr Managers ◽  
Hr Function ◽  
Hr Competencies ◽  
Shed Light ◽  
The Way

The HR function is currently dealing with a range of questions: How can HR prepare for the future? Which HR competencies will be needed? Which aspects should be focused upon? The way forward may start with capacitating HR managers to obtain the necessary competencies and be enlightened about which aspects should get specific attention in order to prepare for the future world of work. In order to progress towards a new understanding of workforce management within organisations, it is essential to shed light on HR competencies, future workspace, engagement, employment relations and resilience. Although engagement and employment relations are dated, it will still be relevant in the future, especially due to the man–machine connection, remote working and other future world of work challenges. The rebalancing of priorities and rethinking HR, so that resilience become just as important to strategic thinking as cost and efficiency, are important. It is essential that HR must go beyond the here and now in order to properly prepare for the future world of work.

scholarly journals O papel do usuário em metodologias de projeto de sinalização | The user role in signage design methodologies

2017 ◽  
Vol 14 (2) ◽  
pp. 174-186
Author(s):  
Fabiano De Vargas Scherer ◽  
Airton Cattani ◽  
Tania Luisa Koltermann Da Silva
Keyword(s):  
Design Process ◽  
User Participation ◽  
User Requirements ◽  
Technical Knowledge ◽  
Design And Implementation ◽  
Early Stages ◽  
Design Methodologies ◽  
Usage Context ◽  
The Way

Este trabalho busca investigar como metodologias de projeto de sinalização, destacadas nas referencias bibliográficas, consideram a participação do usuário em suas diversas etapas e/ou fases. O objetivo é entender qual o seu papel no processo, tanto no que diz respeito a sua forma de participação (informativo, consultivo e participativo), quanto à etapa em que pode se dar o envolvimento (planejamento, projeto e implementação). Inicialmente foram abordados os conceitos e as implicações de sinalização e design centrado no usuário e, na sequencia, analisadas as metodologias que abordam o tema,através das diretrizes apontadas pela ISO WD 9241-210 (2010) e por Maguire (2001): (1) entendimento das necessidades do usuário; (2) participação do usuário no processo de projeto e, em caso afirmativo, (3) em que etapas ocorre e (4) de que maneira ela se manifesta. Os resultados apontam que quando o usuário é levado em consideração, isso acontece principalmente nas etapas iniciais do projeto, concentrando-se na compreensão de suas exigências e do contexto de uso e, de maneira mais tímida, durante a condução e finalização do projeto. Ainda, demonstram a preponderância do conhecimento técnico do projetista sobre o conhecimento advindo dos diferentes públicos ligado ao projeto (clientes, fabricantes, usuários etc.).+++++This study seeks to investigate how the signage design methodologies identified in the bibliographical references consider user participation in their various stages and/or phases. It aims to understand their role in the process, in terms both of type of participation (informative, consultative, and participatory) and of stages of involvement (planning, design and implementation). Consideration of the concepts and implications of user-centred signage and design was followed by analysis of the topic according to the directives indicated by ISO WD 9241-210 (2010) and Maguire (2001): (1) understanding of user requirements; (2) user participation in the design process and if it occurs, (3) the stages at which it does and (4) the way in which it takes place. The results indicate that when users are taken into consideration it is mainly in the early stages of the design, concentrating on understanding user requirements and usage context and, more tentatively, during the design process and finalisation. Moreover, they demonstrate a dominance of the designer’s technical knowledge about information gathered from different publics connected to the project (clients, manufacturers, users etc.).

scholarly journals Activating the Welfare Subject: The Problem of Agency

Sociology ◽  
2019 ◽  
Vol 54 (2) ◽  
pp. 275-291 ◽  
Author(s):  
Lydia Morris
Keyword(s):  
Social Policy ◽  
Welfare Reform ◽  
Practical Reason ◽  
Radical Change ◽  
Design And Implementation ◽  
Legal Challenges ◽  
A Site ◽  
Welfare Reforms ◽  
The Way

While accepting Banton’s recently expressed view that sociology and social policy are distinct disciplines, this article argues that times of radical change can profitably bring the two into closer dialogue. Considering an argument from Emirbayer and Mische that agency becomes especially apparent in unsettled times, it focuses on conceptions of agency at play in the design and implementation of recent UK welfare reforms, and in subsequent legal challenges. Identifying a series of key measures in the Welfare Reform Act of 2012 and the Welfare and Work Act of 2016, this article examines the challenges that have ensued, and the way that agency is revealed as both a site of disciplinary control and as a focus for contestation, pitting the purposive rationality of welfare reform against the practical reason that emerges from claimant experience.

scholarly journals The Implementation of Industrial Parks: Some Lessons Learned in India

2015 ◽  
Vol 06 (01) ◽  
pp. 1550005 ◽  
Author(s):  
Yannick Saleman ◽  
Luke Jordan
Keyword(s):  
Political Economy ◽  
Agglomeration Economies ◽  
Lessons Learned ◽  
Industrial Park ◽  
Industrial Growth ◽  
Design And Implementation ◽  
Industrial Parks ◽  
Infrastructure Provision ◽  
The Way

Industrial parks are as popular as they are controversial, in India and globally. At their best they align infrastructure provision and agglomeration economies to jolt industrial growth. More often, they generate negative spillovers, provide handouts, sit empty, or simply do not get built. This paper disaggregates how parks are built and how they fail. It contextualizes parks in India, followed by a thick case study of an innovative scheme that appears to buck the trend. This performance is then explained by the way in which the scheme's design and action fit India's political economy. The paper concludes by considering how the analysis and the lessons learned might inform the design and implementation of industrial park programs and other public interventions, in India and elsewhere.

The design and implementation of age-related HR practices across firms in institutional contexts: evidence from Thailand

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chaturong Napathorn
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
Emerging Market ◽  
Emerging Market Economies ◽  
Content Type ◽  
Design And Implementation ◽  
Hr Practices ◽  
Top Managers ◽  
Age Related ◽  
Hr Managers

Purpose This paper aims to examine the design and implementation of age-related human resource (HR) practices across organizations located in the institutional contexts of the under-researched emerging market economy of Thailand. Design/methodology/approach A cross-case analysis of five organizations is conducted across industries. The empirical evidence in this paper draws on semistructured interviews and focus groups with older workers of each organization, semistructured interviews with top managers and/or HR managers of each organization, field visits to each organization located in Bangkok and other provinces in Thailand and a review of archival documents and Web-based resources. Findings This paper proposes that firms design and implement various age-related HR practices, including the extension of the retirement age, financial planning facilitation, the bundling of maintenance and the bundling of utilization, to ensure that older workers in their firms maintain their current level of functioning to cope with the problem of skill shortage in the Thai labor market, have sufficient savings after retirement to respond to the “productivist informal security” welfare state regime and return to previous levels of functioning after facing losses in their careers. Research limitations/implications Due to the fact that this research is based on case studies of age-related HR practices in five firms across industries in Thailand, the findings may not be generalizable to all other firms across countries. Rather, the aim of this paper is to enrich the discussion regarding the design and implementation of age-related HR practices in organizations. Another limitation of this research is that it does not include firms located in several industries, such as the financial services industry and the education industry. Future research may explore age-related HR practices in organizations located in these industries. Moreover, quantitative studies using large samples of firms across industries might also be useful for fostering an in-depth understanding of the design and implementation of age-related HR practices in organizations. Practical implications This paper provides practical implications for top managers and/or HR managers of firms in Thailand and other emerging market economies. That said, these top managers and/or HR managers can implement age-related HR practices to respond to the problem of skill shortage in the labor market, ensure that older workers have sufficient savings after retirement and help older workers return to previous levels of functioning after facing deterioration in health conditions and/or losses in their careers. Social implications This paper provides policy implications for the government and/or relevant public agencies of Thailand and other emerging market economies that still face a severe skill shortage problem. Older workers who possess tacit knowledge and valuable experience and are still healthy can be considered excellent alternates for firms to help alleviate the skill shortage problem in the labor market. However, firms should implement age-related HR practices to retain this group of employees overtime. Originality/value This paper contributes to the literature on comparative institutionalism and human resource management, specifically regarding age-related HR practices, in the following ways. First, this paper examines how firms design and implement age-related HR practices to respond to the country’s macro-level institutions. Additionally, in this paper, the author triangulates the findings from older workers with those from employers to ensure that actual HR practices perceived by older workers are in line with HR practices perceived by top managers and/or HR managers. Moreover, the literature on age-related HR practices has likely overlooked emerging market economies, including the under-researched country of Thailand, because most studies in this area have focused on developed economies. Therefore, the findings in this paper provide an in-depth analysis of the design and implementation of age-related HR practices across firms located in the emerging market economy of Thailand to respond to the national institutional context.

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