scholarly journals Cultural Fit of Assessments to Detect Curiosity for Weak Signals Among Employees

2021 ◽  
Vol 9 (1) ◽  
pp. I-X
Author(s):  
Thais Amaral ◽  
Alfredo Behrens
Keyword(s):  
Human Resources Management ◽  
Weak Signals ◽  
Convenience Sample ◽  
Cultural Fit ◽  
Context Sensitive ◽  
Management Processes ◽  
Yield Information ◽  
Self Assessments ◽  
Selection For ◽  
Projective Instruments

To remain competitive, organizations must make sense of antecedent weak signals that might yield information on opportunities or threats. However, perceiving those signals requires psychological capabilities which are not evenly distributed over their workforce. Identifying who might effectively sense weak antecedent signals is the necessary first step in the staff selection and management process. To this effect, Human Resources Management processes at organizations rely on assessments. However, this study suggests that some self-assessments might be too context-sensitive to fit their purpose across cultures. In particular, the CEI-II evaluation applied to a small and convenience sample of Brazilian executives did not satisfy Brazilian respondents’ selection for curiosity.  The authors briefly discuss how the Brazilian context may differ, not least because of a considerably lower generalized trust level, and suggest relying alternatively on projective instruments.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
pp. 694-716
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

scholarly journals Co-evolution of cooperation and cognition: the impact of imperfect deliberation and context-sensitive intuition

2017 ◽  
Vol 284 (1851) ◽  
pp. 20162326 ◽  
Author(s):  
Adam Bear ◽  
Ari Kagan ◽  
David G. Rand
Keyword(s):  
Social Dilemmas ◽  
Coordination Games ◽  
Evolution Of Cooperation ◽  
Contextual Cues ◽  
Cognitive Constraints ◽  
Context Sensitive ◽  
Active Selection ◽  
Selection For ◽  
The Impact ◽  
Cognitive Sophistication

How does cognitive sophistication impact cooperation? We explore this question using a model of the co-evolution of cooperation and cognition. In our model, agents confront social dilemmas and coordination games, and make decisions using intuition or deliberation. Intuition is automatic and effortless, but relatively (although not necessarily completely) insensitive to context. Deliberation, conversely, is costly but relatively (although not necessarily perfectly) sensitive to context. We find that regardless of the sensitivity of intuition and imperfection of deliberation, deliberating undermines cooperation in social dilemmas, whereas deliberating can increase cooperation in coordination games if intuition is sufficiently sensitive. Furthermore, when coordination games are sufficiently likely, selection favours a strategy whose intuitive response ignores the contextual cues available and cooperates across contexts. Thus, we see how simple cognition can arise from active selection for simplicity, rather than just be forced to be simple due to cognitive constraints. Finally, we find that when deliberation is imperfect, the favoured strategy increases cooperation in social dilemmas (as a result of reducing deliberation) as the benefit of cooperation to the recipient increases.

Self-Assessments of Risk Tolerance by Women and Men

2007 ◽  
Vol 100 (3) ◽  
pp. 795-802 ◽  
Author(s):  
John E. Grable ◽  
Michael J. Roszkowski
Keyword(s):  
Financial Risk ◽  
Rating Scale ◽  
Risk Tolerance ◽  
Convenience Sample ◽  
Self Rating ◽  
Internet Users ◽  
Point Rating Scale ◽  
Self Assessments ◽  
Financial Risk Tolerance ◽  
The Relationship

A convenience sample of 1,741 Internet users completed a 12-item financial risk-tolerance questionnaire. They also rated themselves on their tolerance for financial risk using a 4-point rating scale. The 12-item summated rating score was used to predict the self-rating. The residual between actual and predicted self-rating was compared by sex. The residual for males was positive, indicating that men tended to overestimate their proclivity for taking risks. Conversely, the residual for females was negative, suggesting that women underestimate their tolerance for risk. The relationship held when controlling for other factors linked to risk tolerance, i.e., age, household income, marital status, and education. It was also noted that risk tolerance was overestimated by younger respondents and those with a graduate education.

Values, motivation, commitment, performance and rewards: analysis model

2016 ◽  
Vol 22 (6) ◽  
pp. 1139-1169 ◽  
Author(s):  
Marcela Lage Monteiro de Castro ◽  
Mário Teixeira Reis Neto ◽  
Cláudia Aparecida Avelar Ferreira ◽  
Jorge Filipe da Silva Gomes
Keyword(s):  
Structural Model ◽  
Oil And Gas ◽  
Analysis Model ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Content Type ◽  
Management Processes ◽  
Proposed Model ◽  
Management Area ◽  
The Usa

Purpose The purpose of this paper is to investigate how construct values, motivation, commitment, performance and reward are associated with professionals from different countries, from the framework of a hypothetical structural model. Design/methodology/approach The survey was cross-sectional, descriptive and quantitative. The sample of individuals corresponding to three different countries, with information collected from a sample of 406 respondents, and from a convenience sample of two companies, one company in the oil and gas sector, surveyed in Mexico and the USA, and the other company in the electronics industry, researched in Brazil. Findings Thus, the association of the construct values with motivation in Mexico, demonstrated a better balance of the proposed hypothetical structural model. The study identified six groups (clusters) of different individuals according to values, and also, its associative relationship according to the variables of the proposed hypothetical structural model. The identification of each cluster was possible, according to the variables of the hypothetical structural model, and the groups with greater proximity between Mexico and USA were very similar, mostly because US companies have many Mexicans in their staff. Research limitations/implications Therefore, it is understood that the approach used in this work could eventually be replicated in other regions to seek confirmations and/or contradictions of the results, contributing to future studies to relate such constructs. Practical implications It is expected that this work can stimulate others that aim to explore the hypothetical structural model in more countries or organizations in order to understand the influence of the constructs in or ganizational management, enabling people management area to be more effective in conducting relevant management processes for each organization. Originality/value The proposed model has shown that organizational management allowed the verification of the association between constructs motivation, commitment, performance and reward, excluding the construct values.

scholarly journals MANAGEMENT OF IMPLEMENTATION OF THE PURPOSE OF CHILDREN’S SOCIALISATION CENTRES

2014 ◽  
Vol 6 (1) ◽  
pp. 8-27
Author(s):  
Aušrinė Gumuliauskienė
Keyword(s):  
Strategic Management ◽  
Work Experience ◽  
Human Resources Management ◽  
Psychological Climate ◽  
Administrative Staff ◽  
High Quality ◽  
Management Processes ◽  
Qualitative Changes ◽  
Stimulation Of

Children’s socialisation centres that have been operating since 2008 execute a double mission, i.e. they provide comprehensive education and ensure supervision as well as re-socialisation of delinquent juveniles. High-quality implementation of the integrated mission of children’s socialisation centres is mostly determined by strategic management of these institutions. Results of the survey of administration representatives and other staff of chil-dren’s socialisation centres carried out from November 2012 through February 2013 re-vealed that all groups’ employees of children’s socialisation centres positively assessed stra-tegic management of their institutions and also acknowledged the demand for its perfection. Statistically significant differences in assessment of strategic management of children’s so-cialisation centres and the need for its improvement in separate groups of respondents have been found out. The most visible differences concerning assessment of strategic manage-ment of children’s socialisation centres have been estimated among representatives of ad-ministrative staff and class tutors that took part in the survey. Respondents’ opinions mostly differed concerning the need to improve the incentive system for staff, the changes in the objective policy concerning staff selection and constant care of the administration about social and psychological safety of employees. It has been found out that respondents’ so-cio-demographic variables (sex, age, duration of employment, work experience in other insti-tutions) make a low statistically significant impact on assessment of the need for strategic management of children’s socialisation centres and its improvement. When assessing strate-gic management of children’s socialisation centres, administrative staff are mostly sure that they promote and implement changes in culture of children’s socialisation centres, give prior-ity to high-quality implementation of the purpose of children’s socialisation centres, ensure accessibility to information necessary for employees, maintain matter-of-fact relationships and constant dialogue with staff, regard their opinions when making decisions; however, they agree that these areas of strategic management of children’s socialisation centres should be perfected. It is proved by participated administrative staff who are focused on constant improvement of management processes, even though they are not completely convinced that they constantly develop their managerial competences which are a very im-portant precondition for qualitative changes in management processes. It has been found out that class tutors at children’s socialisation centres, even though positively assessing strategic management of their institutions, are more critical about such areas of strategic management, in comparison to another group of respondents: human re-sources management, complex planning of performance of children’s socialisation centre and involvement of employees into planning processes, distribution of functions and re-sponsibilities of staff, assessment of quality of activities of employees and the making of important decisions concerning its improvement, etc. First of all, class tutors relate the changes in quality of strategic management of children’s socialisation centres with the area of human resources management. Some one fifth of class tutors that took part in the survey agree that administration of their institutions have a clear strategy of development of the children’s socialisation centre and treat high-quality implementation of the purpose of chil-dren’s socialisation centres as the major aim. Pedagogues of children’s socialisation centres who took part in the research positively assess strategic management of their institutions; nevertheless, they are more sure about effectiveness of some of strategic management areas than their colleagues do, and more tend to suppose that there is no need to improve such areas of institutional management as creation of positive psychological climate, stimulation of collaboration among employees, strategic planning of performance of the centre, involvement of employees into such pro-cesses, orientation towards the priority aim, i.e. quality of performance of the children’s so-cialisation centre, stimulation of changes in culture of children’s socialisation centres, as-sessment of quality of activities of employees, etc. It is likely that pedagogues do not treat quality of various activities, processes, management of children’s socialisation centres as a finite process. Expression of assessment of strategic management of children’s socialisation centres and the demand for its expression demonstrates that managerial potential is not maximally used to implement qualitative changes in the purpose of children’s socialisation centres. Key words: children’s socialisation centre, strategic management, assessment of strategic management.

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

The Influence of Human Resources Management Processes (HRMPs) to Achieving Sustainable Competitive Advantage

2019 ◽  
pp. 1433-1451
Author(s):  
Mufleh Amin AL Jarrah ◽  
Louay Karadsheh ◽  
Muawya Naser ◽  
Samer Alhawari
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Human Resources Management ◽  
Sustainable Competitive Advantage ◽  
Resources Management ◽  
Industrial Companies ◽  
Management Processes ◽  
Research Findings ◽  
The Impact ◽  
Regression Tests

This article is used to examine the impact of HRMP to achieve a sustainable competitive advantage (SCA) in organizations. The hypotheses that HRMPs influences SCA imply that control of distinctive processes of human resources management (HRM) in industrial companies implies distinct factors of SCA. As a result, new questionnaires were developed and disseminated to 50 companies (200 top and middle managers) in Jordan in a survey format. The collected data was subjected to several simple regression tests using an SPSS program. The research findings presented that different processes of HRM, depending on acquisition, recruitment, training, evaluation performance, and promotion. There has been a strong interest in competing to achieve the highest SCA. The implications of the findings were discussed and suggestions were made.

Scaling the processes of human resources management of the organisation in the conditions of digital transformation

2021 ◽  
pp. 5-13
Author(s):  
A. L. Denisova ◽  
A. S. Bunkin
Keyword(s):  
Human Resources ◽  
Business Models ◽  
Human Resources Management ◽  
Business Environment ◽  
Digital Transformation ◽  
Resources Management ◽  
Management Personnel ◽  
Management Processes ◽  
The Russian Federation ◽  
The One

In the context of the digital transformation of the economy, the processes of managing the human resources of an organisation are of particular importance as the basis for achieving operational efficiency in a highly dynamic business environment. At the same time, the existing practice of human resource management in organisations shows that the human resources management system in the context of digital transformation requires special attention from the standpoint of scaling. This paper discusses the issues of scaling the processes of managing the human resources of an organisation in the context of digital transformation, the analysis and accounting of which will increase, on the one hand, the efficiency of the organisation, on the other hand, the motivation and involvement of employees in the work process. The research paper pays special attention to the Program for the training of management personnel for organisations of the national economy of the Russian Federation from the standpoint of scaling the processes of managing the human resources of an organisation in the context of digital transformation. Systematic studies of the scaling of the organization’s human resources management processes in the view of digital transformation will determine both new approaches and technologies for human resources management and the processes of changing the organisation’s business models.

Digital Transformation of Human Resource Management: Social Media’s Performance Effect

2021 ◽  
pp. 2150005
Author(s):  
Pelin Vardarlier ◽  
Mehtap Ozsahin
Keyword(s):  
Social Media ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Media Use ◽  
Human Resources Management ◽  
Social Media Use ◽  
Resources Management ◽  
Management Processes

Growing importance of technology and digitalization, leaded by globalization, has changed the nature of competition. Innovation becomes evident in that competitive environment, and firms began to transform their human resource capabilities and functions in that direction. It is commonly accepted that the competitive advantage depends on mostly efficient and effective utilization of human resources. Thanks to the communication technologies, social media evolved into the most-preferred method to reach high qualified human resource. Although firms have been active in social media networks for a long time, they have started to use this medium for human resource management purposes, such as internal communication, career management and recruiting process, recently. LinkedIn, Facebook, Twitter and Google+ are primarily addressed social media tools which are used frequently in human resource management processes. In this respect, this study aims to examine the social media tools used in human resources management processes and the effects of social media use in human resource management processes on the human resources management performance and firm’s overall performance. The survey was conducted on human resource managers of 122 firms operating in manufacturing and service industry in Turkey. Data obtained from 122 human resource management managers were analyzed through the SPSS 21.00 statistical packet program. Descriptive analyzes, factor analysis, reliability analysis and correlation analysis have been conducted. Proposed relations were tested through regression analyzes utilizing Hayes’ PROCESS Macro. Research findings displayed that human resources management managers use social media tools frequently for recruitment and employee branding processes, and prefer mostly LinkedIn in all processes of human resources management. Furthermore, regression analyzes results revealed that human resources management performance mediates the effect of social media use at human resources management, on firm’s overall performance. The issue of social media use at human resources management have been examined in recent years and there is a limited number of research on that issue. Thus, this study examining social media use at human resources management and its performance effect is expected to contribute to literature.

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