scholarly journals Why Do Firms Fail to Engage Diversity? A Behavioral Strategy Perspective

2021 ◽  
Author(s):  
Chengwei Liu
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Social Problems ◽  
Behavioral Strategy ◽  
Cognitive Diversity ◽  
Diverse Workforce ◽  
Limits To Arbitrage ◽  
Market Inefficiencies ◽  
Arbitrage Opportunities

The persistent failure of organizations to engage diversity—to employ a diverse workforce and fully realize its potential—is puzzling, as it creates labor-market inefficiencies and untapped opportunities. Addressing this puzzle from a behavioral strategy as arbitrage perspective, this paper argues that attractive opportunities tend to be protected by strong behavioral and social limits to arbitrage. I outline four limits—cognizing, searching, reconfiguring, and legitimizing (CSRL)—that deter firms from sensing, seizing, integrating, and justifying valuable diversity. The case of Moneyball is used to illustrate how these CSRL limits prevented mispriced human resources from being arbitraged away sooner, with implications for engaging cognitive diversity that go beyond sports. This perspective describes why behavioral failures as arbitrage opportunities can persist and prescribes strategists, as contrarian theorists, a framework for formulating relevant behavioral and social problems to solve in order to search for and exploit these untapped opportunities.

Influence of the characteristics of competences on the employability of graduates of Higher Education Institutions

2020 ◽  
Vol 3 (3) ◽  
Author(s):  
Miguel Cueva Zavala
Keyword(s):  
Higher Education ◽  
Labor Market ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource ◽  
Higher Education Institutions ◽  
Education Institution ◽  
Institutions Of Higher Education ◽  
Contemporary World ◽  
Active Population

This research has a singular and notable importance, because if something should concern a Higher Education Institution, it is knowing what is the destiny within society of the human resource trained in its classrooms, that product that the institution delivers to the community who are its graduates and professionals. For the Institutions of Higher Education it is satisfactory on the part of employers, that the training received in the Institution of Higher Education is indicated, that the majority of graduates and professionals are incorporated into the occupational market; that is to say; some exercise their profession and others do it in occupations that do not correspond to their profession, which is justified, being aware that one of the great problems of the contemporary world is undoubtedly the lack of demand for human resources for stable work, which according to Authorized and reliable studies of every 10 people who join the economically active population, only 3 have real possibilities of fully joining the labor market, either in the private or public sector.

scholarly journals HRM in Brazil: an institutional approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wilson Aparecido Costa de Amorim ◽  
Marcus Vinicius Gonçalves da Cruz ◽  
Amyra Moyzes Sarsur ◽  
André Luiz Fischer
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Labor Relations ◽  
Human Resources Management ◽  
National Level ◽  
Local Conditions ◽  
Content Type ◽  
Institutional Approach ◽  
The Subject ◽  
Hr Managers

PurposeThe purpose of this work is to comparatively study human resources management (HRM) areas in Brazil, at the national level, analyzing how companies considered labor market and labor relations aspects when building their strategies and when configuring people management models in place in the country (2014–2019), based on local conditions.Design/methodology/approachThe subject was approached through qualitative analysis, encompassing document survey, systematic literature review, specialists' panel discussions, eight focus groups (43 human resources [HR] managers), interviews (16 union members), applying institutional approach to people management.FindingsIn regards to labor market and unions, HR areas faced different conditions across Brazilian regions. They have dealt with those influences on their strategic and quotidian decisions in an unstructured fashion. HR areas remain constructed as traditional, adjuvant and far from strategic level. In the institutionalization process – normative isomorphism – a professional HR jargon use was identified. HR areas usually act in collective bargaining, resorting to specialized professionals or consulting companies. During the economic crisis, HR professionals' attitude had a reactive nature, responding to organizations leadership, with little dedication to the emerging context.Practical implicationsThis work enables important players like HR managers, union members and specialists in public policies to interpret the institutionalization phenomena of practices related to management, labor market and labor relations in the country.Social implicationsUnderstanding the effects of the relations among state, companies and unions allows the different power vectors, acting upon the institutionalization process of people management areas in the Brazilian case, to be outlined.Originality/valueThis study applies the institutional approach to understand the economic and social heterogeneity affecting organizations in Brazil. It enhances the knowledge on HRM areas scope and their articulation toward labor market and relations.

scholarly journals Migrants in the Polish Labour Market – Challenges for Human Resources Management

2019 ◽  
Vol 51 (1) ◽  
pp. 93-107
Author(s):  
Olena Shelest-Szumilas
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Labour Market ◽  
Migrant Workers ◽  
Statistical Data ◽  
Human Resources Management ◽  
General Situation ◽  
Resources Management ◽  
Insight Into

The article addresses selected issues related to the migrant employment in Poland. It offers insight into the most important trends in the situation of migrant workers in the Polish labor market and discusses how observable changes will influence human resources management. The article begins with an overview of general situation of migrants in the labor market in Poland, which is based on the analysis of available statistical data. The second chapter presents and discusses briefly the potential challenges for human resources management in Polish enterprises.

Globalization and Human Resources Management

2013 ◽  
pp. 1-13 ◽  
Author(s):  
Yasemin Bal ◽  
Serdar Bozkurt
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Workforce Diversity ◽  
Global Organizations ◽  
International Context ◽  
Resources Management ◽  
Diverse Workforce ◽  
International Hrm ◽  
Global Arena

As a result of globalization, many firms have begun to compete on a worldwide basis. This situation has led Human Resources Management (HRM) to gain more importance in the global arena and “international HRM” field. Over the past few decades, international HRM has gained considerable attention from both academicians and practitioners. The increasing globalization of business has required organizations to manage their workforces effectively. Managing a foreign workforce can differ drastically from managing a domestic one. HRM in the international context requires managing diverse workforces originating from different nationalities with various cultures. Therefore, workforce diversity has become increasingly important for organizations that plan to expand into global markets and target different consumer groups. Organizations can adopt different approaches for managing their workforces and every function of HRM systems should be designed consistent to the workforce diversity of the organization. The purpose of this chapter is to investigate the concept of international HRM and diverse workforce in global organizations. Additionally, the importance of managing diverse workforces effectively in global organizations in the context of HRM functions and the role of HRM in this process will be discussed briefly.

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.

Strategic Human Resource Allocation for an Internal Labor Market

2002 ◽  
pp. 299-310
Author(s):  
Wilfred S.J. Geerlings ◽  
Alexander Verbraeck ◽  
Jon van Beusekom ◽  
Ron P.T. de Groot ◽  
Gino Damen
Keyword(s):  
Resource Allocation ◽  
Labor Market ◽  
Human Resources ◽  
Human Resource ◽  
Manpower Planning ◽  
Strategic Decisions ◽  
Business Objectives ◽  
Forecasting Models ◽  
The Future ◽  
Insight Into

Every organization needs a staff appropriate for its tasks in order to accomplish its business objectives, both now and in the future. To gain insight into the quality and number of staff needed in the future, human resource forecasting models are being used. This chapter addresses the design of a simulation model for human resources forecasting, which is being developed for the Chief of Naval Personnel, Royal Netherlands Navy. The aim is to provide the Director of Naval Manpower Planning with tools that give insight into the effects of strategic decisions on personnel buildup, and the effects of changes in personnel on reaching the organization’s business objectives.

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

Regional Personnel Policy in the Field of Labor Market Regulation

2020 ◽  
Vol 9 (5) ◽  
pp. 63-67
Author(s):  
Yu. Nikulina ◽  
D. Grishina
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Market Regulation ◽  
Personnel Policy ◽  
Regional Labor Market ◽  
Regional Labor ◽  
Labor Market Regulation ◽  
Effective Use ◽  
Regional Authorities ◽  
The Relationship

In modern conditions, more and more attention of regional authorities is focused on the effective use of methods and tools for regulating the labor market. The article considers the features of the formation and implementation of personnel policy at the Federal and regional levels. The authors determine the relationship between the directions of regional personnel policy implementation and factors of labor market development in the region. Special attention is paid to the study of regional labor market problems, analysis of the situation on the labor market of the Orenburg region, as well as evaluating the effectiveness of a number of regional measures in the field of labor market regulation. In conclusion, priority directions for the implementation of regional human resources policy aimed at the formation and development of the region's human resources potential are formulated.

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