Career in Open Source? Relevant Competencies for Successful Open Source Developers

2013 ◽  
Vol 55 (5) ◽  
Author(s):  
Nicole Kimmelmann
Keyword(s):  
Content Analysis ◽  
Open Source ◽  
Human Resource ◽  
Open Source Software ◽  
Project Managers ◽  
Human Resource Managers ◽  
Software Developers ◽  
Software Companies ◽  
Resource Managers ◽  
Systematic Structure

AbstractOpen Source (OS) offers new ways of career for software developers. The article describes relevant competencies in a systematic structure along characteristic principles and challenges in Open Source projects. The results are based on a Grounded Theory content analysis of interviews with Open Source software developers, their project managers and human resource managers in Open Source software companies. Implications for future Human Resource Management in software companies are presented as an outlook.

Employee Mapping Process as a Solution for Empowering Human Resources in Companies

2021 ◽  
Vol 9 (3) ◽  
pp. 216-223
Author(s):  
Zahara Tussoleha Rony ◽  
Mahmuddin Yasin ◽  
Tatar Bonar Silitonga ◽  
Faroman Syarief ◽  
Raden Achmad Harianto
Keyword(s):  
Human Resource ◽  
Development Program ◽  
Jel Classification ◽  
Project Managers ◽  
Human Resource Managers ◽  
Development Programs ◽  
Competency Development ◽  
Construction Company ◽  
Resource Managers ◽  
Mapping Process

Objective - The development of the Indonesian residential business sector in recent years has experienced rapid changes and developments. For example, landed-house housing has now decreased in favour of high-rise developments. This has had an impact on the needs for various competencies of employees of construction company X, therefore, the company needs to empower employees, beginning with mapping employees of construction X. Mapping of employees has not been widely carried out by the company. Various elements are needed to describe employee strengths and the results can be used to develop a competency development program to achieve long-term targets. The purpose of this research is to describe an employee mapping process that has been carried out by the consultant group. Methodology/Technique - The research method used is qualitative narrative research. Consultants who directly handle and provide assistance to employee mapping are the participants in this study. Researchers collaborate with participants and involve them actively in the data collection. Finding - The results of this study illustrate that the number of employees who are ready to serve as project managers is still limited. Human resource managers need to implement efficient strategies to recruit and hire candidates and carry out a number of development programs to accelerate competency improvement and develop a talented management system. Novelty - This research contributes to the knowledge of empowerment strategies for the company and to human resource management knowledge for construction company X and other similar companies. Type of Paper - Empirical Keywords: Coaching; Competency; Empowering; Talent Mapping; Talent Management JEL Classification: J24, J29.

scholarly journals Competence requirements for logistics managers in the Republic of Serbia

2017 ◽  
Vol 22 (2) ◽  
pp. 37 ◽  
Author(s):  
Biljana Cvetić ◽  
Dragan Vasiljević ◽  
Miloš Danilović
Keyword(s):  
Content Analysis ◽  
Supply Chain ◽  
Great Britain ◽  
Human Resource ◽  
Human Resource Managers ◽  
Chain Management ◽  
Resource Managers ◽  
The Us ◽  
The Republic ◽  
Quantitative Indicators

This paper examines the competences that the employers in the logistics and supply chain management (SCM) field require most from employees in the Republic of Serbia. To reveal these competences, we conducted the study of online advertisements of logistics and SCM jobs published in the renowned national job portal Infostud. We used a deductive content analysis and related quantitative indicators to process and analyse the data. The results, among other conclusions, indicate the most required professional and fundamental competences from the logistics and supply chain managers in the Republic of Serbia. When the results of this study are compared with several earlier studies done in the US, the Great Britain and Germany, some similarities between these empirically obtained results are found. Several recommendations for educators that intend to improve study programmes and plans in the field of logistics and SCM are also offered. The results of this study can be valuable to interested educators, to individuals who are interested in logistics and supply chain career development, to human resource managers who are recruiting candidates for these jobs, and to others interested parties.

Hacking Diversity

2019 ◽  
Author(s):  
Christina Dunbar-Hester
Keyword(s):  
Open Source ◽  
Human Resource ◽  
Open Source Software ◽  
Cultural Production ◽  
Equal Opportunity ◽  
Economic Power ◽  
Underrepresented Groups ◽  
Technical Production ◽  
Preferred Solutions

Hacking, as a mode of technical and cultural production, is commonly celebrated for its extraordinary freedoms of creation and circulation. Yet surprisingly few women participate in it: rates of involvement by technologically skilled women are drastically lower in hacking communities than in industry and academia. This book investigates the activists engaged in free and open-source software to understand why, despite their efforts, they fail to achieve the diversity that their ideals support. The book shows that within this well-meaning volunteer world, beyond the sway of human resource departments and equal opportunity legislation, members of underrepresented groups face unique challenges. The book explores who participates in voluntaristic technology cultures, to what ends, and with what consequences. Digging deep into the fundamental assumptions underpinning STEM-oriented societies, the book demonstrates that while the preferred solutions of tech enthusiasts—their “hacks” of projects and cultures—can ameliorate some of the “bugs” within their own communities, these methods come up short for issues of unequal social and economic power. Distributing “diversity” in technical production is not equal to generating justice. The book reframes questions of diversity advocacy to consider what interventions might appropriately broaden inclusion and participation in the hacking world and beyond.

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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