Typology and Characteristics of Worker’s Employment Behavior

2017 ◽  
Vol 6 (4) ◽  
pp. 5-9
Author(s):  
Нина Шаталова ◽  
Nina Shatalova
Keyword(s):  
Human Resources ◽  
Theoretical Basis ◽  
Diagnostic Testing ◽  
Social Technology ◽  
Line Managers ◽  
Proper Understanding ◽  
Human Resources Managers ◽  
Categorical Framework ◽  
Behavior Description ◽  
Type Of Behavior

This article considers the main categorical framework of worker’s employment behavior description. It shows the essence of employment behavior and its main types: institutional — non-institutional; professional — unprofessional; creative — performing; conventional — initiative; constructive — deconstructive behavior; preservative behavior; motivators of employment behavior; comparison as employment behavior’s motivator. Specific features of entrepreneurial behavior and conditions for its success are indicated in the article. Each type of behavior is accompanied by comprehensive interpretation for its proper understanding. The article can be useful for line managers, human resources managers, students and postgraduates, studying the issues of modern management and social problems of workers’ employment behavior as a theoretical basis for the development of social technology for managing employees’ behavior: diagnostic testing, evaluation and optimization.

Emerging union–management partnership in Chilean firms: particularities and limitations

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Francisca Gutiérrez Crocco ◽  
Angel Martin Caballero
Keyword(s):  
Human Resources ◽  
Trade Unions ◽  
Human Resources Management ◽  
Management Strategies ◽  
Line Managers ◽  
Content Type ◽  
Cultural Variables ◽  
Management Perspective ◽  
Human Resources Managers

PurposeThe article explains why some Chilean companies have implemented a partnership strategy with trade unions, in a national context broadly described as unfavorable to such approach. Moreover, it discusses the shape and limits of this strategy.Design/methodology/approachThe argument draws on a case study conducted between 2016 and 2018 in three large companies. Human resources managers, line managers and union officers were interviewed in each of these companies, and internal and administrative documentation were analyzed.FindingsThe article demonstrates that the management’s partnership strategy in the studied companies has emerged to contain the union revitalization. Additionally, it suggests this strategy has not favored trust-based relationships that guarantee long-term mutual gains for employees and companies. The article identifies some factors that explain this situation: the regulation, the economic uncertainty and the absence of a pluralist management perspective.Originality/valueThe article has the value of providing empirical evidence on union–management partnership, a topic that has gained strategic importance for large Chilean companies but remains unexplored in the mainstream the human resources management literature. The article also contributes to underscore the theoretical relevance of political and cultural variables in explaining management strategies and their results.

scholarly journals Line managements involvement in people management: A comparison between South Africa and Australia

2003 ◽  
Vol 6 (3) ◽  
pp. 529-541
Author(s):  
Leo Vermeulen
Keyword(s):  
South Africa ◽  
Human Resources ◽  
Industrial Relations ◽  
Health And Safety ◽  
Training And Development ◽  
Line Managers ◽  
Human Resources Information Systems ◽  
Human Resources Managers ◽  
Recruitment And Selection ◽  
Management Functions

The purpose of this study was to obtain empirical data on expected shifts of people management activities from human resources managers to line managers. The research was done by means of a cross-cultural survey in South Africa (n=381) and Australia (n=653). The research results clearly indicate that there was a perceived shift of traditional people management functions to line management in both countries. This shift was more prominent in South Africa than in Australia. The main shift in South Africa seemed to be that line managers are increasingly involved in training and development. Equal employment opportunity was seen as the second most important area of change, followed by the use of human resources information systems, industrial relations, and occupational health and safety. Recruitment and selection were seen as the least important areas of change.

scholarly journals Can Working Conditions and Employees’ Mental Health Be Improved via Job Stress Interventions Designed and Implemented by Line Managers and Human Resources on an Operational Level?

2021 ◽  
Vol 18 (4) ◽  
pp. 1916 ◽  
Author(s):  
Magnus Akerstrom ◽  
Linda Corin ◽  
Jonathan Severin ◽  
Ingibjörg H. Jonsdottir ◽  
Lisa Björk
Keyword(s):  
Human Resources ◽  
Sickness Absence ◽  
Working Conditions ◽  
Employee Turnover ◽  
Reference Groups ◽  
Intervention Effect ◽  
Intervention Effects ◽  
Line Managers ◽  
Operational Level ◽  
Organisational Level

Organisational-level interventions are recommended for decreasing sickness absence, but knowledge of the optimal design and implementation of such interventions is scarce. We collected data on working conditions, motivation, health, employee turnover, and sickness absence among participants in a large-scale organisational-level intervention comprising measures designed and implemented by line managers and their human resources partners (i.e., operational-level). Information regarding the process, including the implementation of measures, was retrieved from a separate process evaluation, and the intervention effects were investigated using mixed-effects models. Data from reference groups were used to separate the intervention effect from the effects of other concurrent changes at the workplace. Overall, working conditions and motivation improved during the study for both the intervention and reference groups, but an intervention effect was only seen for two of 13 evaluated survey items: clearness of objectives (p = 0.02) and motivation (p = 0.06). No changes were seen in employees’ perceived health, and there were no overall intervention effects on employee turnover or sickness absence. When using operational-level workplace interventions to improve working conditions and employees’ health, efforts must be made to achieve a high measure-to-challenge correspondence; that is, the implemented measures must be a good match to the problems that they are intended to address.

Differential effects of gender on perceptions of teleworking by human resources managers

2002 ◽  
Vol 17 (6) ◽  
pp. 262-275 ◽  
Author(s):  
Manuela Pérez Pérez ◽  
Mu Pilar de Luis Carnicer ◽  
Angel Martínez Sánchez
Keyword(s):  
Human Resources ◽  
Differential Effects ◽  
Human Resources Managers

scholarly journals A COMPETENCY EVALUATION METHOD OF HUMAN RESOURCES MANAGERS BASED ON MULTI-GRANULARITY LINGUISTIC VARIABLES AND VIKOR METHOD

2012 ◽  
Vol 18 (4) ◽  
pp. 696-710 ◽  
Author(s):  
Peide Liu ◽  
Xingying Wu
Keyword(s):  
Human Resources ◽  
Evaluation Method ◽  
Comprehensive Evaluation ◽  
Indicator System ◽  
Entropy Method ◽  
Linguistic Variables ◽  
Vikor Method ◽  
Evaluation Indexes ◽  
Human Resources Managers ◽  
Competency Evaluation

According to the characteristics of human resources managers’ competency and the research of relevant literatures at home and abroad, a competency evaluation method of human resources managers based on multi-granularity linguistic variables and VIKOR method is proposed. Firstly, the evaluation indicator system based on the competency of human resources managers is constructed. Then, by converting the evaluation information of different experts in different granularity to the same granularity by two-semantics, the comprehensive evaluation values can be obtained by integrating information of different experts. Further, the objective weights of the evaluation indexes were determined by the entropy method and an evaluation method were proposed based on the VIKOR method. Finally, an application example is given to illustrate the evaluation procedures of the developed approach and to demonstrate their practicality and effectiveness.

Human Resource Planning as a Strategic Function

2017 ◽  
Vol 8 (3) ◽  
pp. 120-131 ◽  
Author(s):  
Jatinder Kumar Jha ◽  
Manjari Singh
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Line Managers ◽  
Human Resource Planning ◽  
Competitive Edge ◽  
Hr Managers ◽  
Forecasting Techniques

This paper explores the strategic importance of human resource (HR) planning and the various techniques employed by organizations to attract talent and thus to gain a competitive edge. In this paper, the authors have tried to explore the various biases that come into play when supervisors forecast for human resources. Backed by research, the paper recommends the integration of line managers with HR managers and their participations in strategic planning to enable the HR managers to gain valuable insights for HR planning. The paper further suggests that though biases cannot be ruled out completely but they can be controlled by providing relevant training to the HR and line managers to forecast dynamics. Further, the judgement of the line managers could be complemented with other forecasting techniques to make the process more reliable.

scholarly journals Towards the use of ICT in the training of human resources working in the field of education and training

2014 ◽  
Vol 5 (5Bis) ◽  
Author(s):  
Mohamed Baidada
Keyword(s):  
Human Resources ◽  
Continuing Education ◽  
Information Technologies ◽  
Education And Training ◽  
Teaching Staff ◽  
New Information ◽  
Human Resources Managers ◽  
E Learning ◽  
Training Courses ◽  
And Training

The use of new information technologies has the advantage of supporting all those in charge of any organization in their decisions, and allowing them visibility as quickly as it is relevant to all the important indicators of their system. Human resources managers are using more and more IT tools to better follow the continuing education open for the teaching staff. The number of these training courses and the high number of participating teachers can pose many monitoring and traceability problems. Hence the idea of proposing a model based on e-learning solutions to help adapt the teaching to the learner, and to ensure traceability when switching from one training to another.

scholarly journals Pelayanan Publik Melalui Sistem E-Filling di Kantor Pelayanan Pajak Pratama Cilegon

2020 ◽  
Vol 1 (1) ◽  
pp. 35-42
Author(s):  
Nurfatma Asriyanti ◽  
Arif Nugroho ◽  
Racmi Yulianti
Keyword(s):  
Data Analysis ◽  
Human Resources ◽  
Public Service ◽  
Theoretical Basis ◽  
Secondary Data ◽  
Qualitative Approach ◽  
Data Sources ◽  
The Public ◽  
Inhibiting Factors ◽  
Filling System

This study aims to determine Public Services through the E-filling System at the Cilegon Primary Tax Service Office and to determine the supporting and inhibiting factors. The research used is a descriptive qualitative approach. The data sources used are primary and secondary data. To deepen the data analysis interviews, observation, and documentation were carried out. The theoretical basis used is public service. The results showed that the public service through the e-filling system was running well-reviewed with the theory of public service. But there are several supporting and inhibiting factors found. Supporting factors 1) employee upgrading, 2) socialization. The inhibiting factors are 1) lack of human resources, 2) e-filling applications are down or error

scholarly journals Career Success According to New Graduates: Implications for Counseling and Management

2019 ◽  
Vol 29 ◽  
Author(s):  
Marina Cardoso de Oliveira ◽  
Lucy Leal Melo-Silva ◽  
Maria do Céu Taveira ◽  
Flávia Leandra Jorge Postigo
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Career Counseling ◽  
Career Success ◽  
Career Planning ◽  
Human Resources Management ◽  
Social Recognition ◽  
New Graduates ◽  
Human Resources Managers ◽  
Subjective Confidence

Resumo Qualitative research on career success has been encouraged across different category of workers. This qualitative research sought to explore how do new graduates define career success and also highlight some implications for career counseling and Human Resources management. Sample included nine new graduates from two different regions of Brazil, divided in two focus groups. Discourse analysis based on interpretative repertoire approach was used for the data analyses. The graduates’ definitions emphasized both subjective (confidence in the future, career planning, professional identity construction, work adjustment, and satisfaction with the career path) and objective (work in the area of graduation with a good salary, financial independence, social recognition) career outcomes. The meanings identified in this study reinforced the multidimensional nature of the construct and also could help career counselors and human resources managers better plan their interventions contributing to new graduates’ career success during university-to-work transition.

Reconsidering the Career Construction in Modern Era

2019 ◽  
pp. 1-15
Author(s):  
Gökhan Arastaman
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Theoretical Basis ◽  
Career Adaptability ◽  
Vocational Personality ◽  
Vocational Behavior ◽  
Career Construction Theory ◽  
Unstable Environment ◽  
Career Construction ◽  
Modern Era

There have been significant changes in business—in the nature of employment—influenced by the transformations in the economy, society and technology. These changes led to uncertainty and competition in the labor market, insecurity in employment, and divisions in career paths. This was especially important in the 21st century where the technological advancements have created a more mobile, unstable environment. Career construction theory describes elucidative and relational progress through which individual impose meaning and direction on his/her vocational behaviors. This chapter, which approaches the idea of Savickas in a theoretical basis, offers a consideration on the career construction thinking based on his propositions. The chapter provides a framework for viewing vocational behavior across the lifespan as a dynamic process which considers life themes, vocational personality, and career adaptability. To this end, it aims to support academics, human resources specialists, and counsellors to benefit from Savickas' seminal thought.

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