scholarly journals Managerial Perceptions on Internal Marketing and Employee Commitment in Nepal

2020 ◽  
Vol 9 (1) ◽  
pp. 41-47
Author(s):  
Prakash Shrestha
Keyword(s):  
Commercial Banks ◽  
Employee Commitment ◽  
Internal Marketing ◽  
Insurance Companies ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Major Purpose ◽  
Management Level ◽  
Resource Managers ◽  
Managerial Perceptions

The major purpose of this study is to examine the managerial perceptions on internal marketing and employee commitment in Nepal. This is a qualitative research in nature. It covers management-level employees of covers 30 organizations (including 14 commercial banks and 16 insurance companies) of Nepal. This study is based on discussions with 30 managers ((division chiefs, branch managers, human resource managers, department heads, IT managers, branch managers, officers and managers) of Nepalese commercial banks and insurance companies by using semi-structured interviews and discussions. The results of present study show that the managers are conscious about internal marketing and employee commitment in their organizations. They also realized the important factor of these components. It is suggested that management should be aggressively engaged in internal marketing to arrive at a synergy of satisfied employees and promoted employee commitment. Committed, satisfied and competent employees will make a better impression on customers, benefiting the organization as a whole.

scholarly journals Resistance to change during uncertainty-perspective of covid-19: An empirical investigation into resistance management in the healthcare organizations

2021 ◽  
Vol 22 (2) ◽  
pp. 5-20
Author(s):  
Ali Ahmad ◽  
◽  
Dababrata Chowdhury ◽  
Keyword(s):  
Research Study ◽  
Resistance To Change ◽  
Resistance Management ◽  
Computer Software ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Healthcare Organizations ◽  
Line Managers ◽  
Top Executives ◽  
Resource Managers

Resistance to change is widely recognized as the main reason forfailure whenit comes to any kind of change initiative. Despite its importance, there is still rather limited knowledge concerning the factors that trigger this behaviorinthe workplace. The primary purpose of this research study is to uncover the reason behind the resistance to change during uncertainty (perspective of covid-19). A mixed methodologyapproach was used in this research study to identify the factors that facilitate resistance management in healthcare organizations in Bangladesh. Data collection was semi-structured interviews with purposive sampling to select respondents which included top executives, human resource managers, CEOs,and line managers. To create themes and sub-themes computer software NVIVO has been used and 10 total interviews were recorded by the software. Clustered probability sampling method has been carried out for the questionnaire survey and analyzedthe data with computer software SPSS. The results show that effective communication reduces the intensity of resistance in healthcare organizations.The study also revealed that resistance to change often helps to explore alternative perspectives

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

scholarly journals Impact of Social Media Addiction on Employees’ Wellbeing and Work Productivity

2020 ◽  
Author(s):  
Chetna Priyadarshini ◽  
Ritesh Dubey ◽  
YLN Kumar ◽  
Rajneesh Jha
Keyword(s):  
Social Media ◽  
Interpretative Phenomenological Analysis ◽  
Qualitative Data ◽  
Work Productivity ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Media Usage ◽  
Social Media Addiction ◽  
Resource Managers ◽  
Lack Of Sleep

The objective of this study is to gain insights into the experiences of employees regarding their social media usage and consequences of social media overuse at the workplace. Fourteen semi-structured interviews were conducted, audio-recorded, transcribed, and analyzed using the Interpretative Phenomenological Analysis (IPA) procedures. The qualitative data was collected from the employees working in renowned IT/ITES companies in India. The themes that emerged are lack of sleep; backache and eye strain; feeling of envy; lack of depth in the relationships; tendency to seek approvals; not meeting deadlines; compromise with the work quality; distraction from work. The present study intends to assist human resource managers in designing appropriate policies and guidelines pertaining to employees’ social media usage at the workplace.

scholarly journals Involuntary wellness programs: the case of a large US company

2015 ◽  
Vol 3 (1) ◽  
pp. 2-24 ◽  
Author(s):  
Davide Secchi ◽  
Hong T.M. Bui ◽  
Kathleen Gamroth
Keyword(s):  
Survey Methods ◽  
Well Being ◽  
Wellness Programs ◽  
Economic Incentives ◽  
Insurance Companies ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Health Related ◽  
The Usa

Purpose – The purpose of this paper is to investigate recent healthcare reform in the USA, which allows insurance companies to proactively intervene in improving the long-term health of employees, by providing wellness programs as part of their benefits package. Design/methodology/approach – The authors present and analyze data on how employees of a large US Midwest “media and education” company (n=154) perceive economic incentives toward well-being. Data are collected using survey methods and analyzed with a logistic regression. Findings – This study suggests that fairness, accessibility, intention to switch to a healthier lifestyle and desire to see more health-related initiatives affect the way employees seek to participate in the new involuntary wellness programs. By contrast, satisfaction, participation, and income to not affect how these new programs are perceived. Research limitations/implications – These findings suggest that human resource managers should pay attention to employees who are not active in existing wellness programs, and provide support during the transition toward the new involuntary programs, to avoid potential frustration, demotivation, disengagement and, ultimately, decreasing performance among employees. Originality/value – The study is among the first to analyze involuntary wellness programs in the USA, and it provides a basis on which to expand further studies. This research contributes to support the idea that employee wellness is unlikely to be enforced by rule or policy.

Exploring the organizational socialization of engineers in Taiwan

2015 ◽  
Vol 6 (1) ◽  
pp. 33-51 ◽  
Author(s):  
Russell Korte ◽  
Jessica Li
Keyword(s):  
Interpersonal Relationships ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Content Type ◽  
Personal Learning ◽  
Study Approach ◽  
Relational Structures ◽  
Resource Managers ◽  
Newly Hired ◽  
New Jobs

Purpose – The purpose of this study was to better understand the more complex social, technical and personal socialization experiences of engineers when they started new jobs in Taiwan. Much of the research and practice on the socialization of newly hired employees is narrowly focused on newcomer learning. Design/methodology/approach – The study is a qualitative, case study approach designed to collect in-depth data about the socialization experiences of engineers in Taiwan. Thirteen participants reported their experiences from when they began new jobs, and the researchers collected and analyzed data from semi-structured interviews. The analysis followed qualitative analysis methods for content analysis. Findings – The findings indicated that interpersonal relationships are critical to successful socialization, and the relational structures encountered by newcomers reflect the broader culture of Confucianism and the social interactions of guanxi in the Taiwanese workplace. Three main dimensions of socialization emerged from the data referring to social, technical and personal learning experiences. Practical implications – The findings identify what is working (mentoring) and what is not working well (training). Human Resource managers and supervisors of newcomers can take actions to better manage the multiple dimensions of socialization. Originality/value – Unlike most studies of socialization in Asia, this study took an in-depth, qualitative look into the experiences of newcomers. What emerged from the analysis of the data was a framework composed of three interdependent dimensions of socialization experiences. The findings inform both managers and newly hired employees about socialization experiences and how they can be improved.

Management, the state and union-weakening practices in Chile: A case study approach of the dual and ambivalent role of the state in a process of democratisation

2020 ◽  
pp. 0143831X2097547
Author(s):  
Daina Bellido de Luna
Keyword(s):  
Trade Unions ◽  
State Intervention ◽  
The State ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Study Approach ◽  
Resource Managers ◽  
Role Of The State ◽  
Informal Labour ◽  
Labour Legislation

The article analyses a range of union-weakening practices developed in three Chilean workplaces. The findings suggest the existence of an ambivalent employment relationship between employers and trade unions where an ongoing informal labour–management partnership simultaneously coexisted with de-collectivising strategies. The article argues that the Chilean state has aided employers in the implementation of such union-weakening practices through the labour legislation. Sixty-nine semi-structured interviews with trade union leaders, human resource managers and field experts inform this research. The legacy of previous forms of state intervention that countered the processes of democratisation is found to be essential in the use of de-collectivisation.

scholarly journals Perceptions of employers and unemployed youth on the proposed youth employment wage subsidy incentive in South Africa: A KwaZulu-Natal study

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Vuyokazi N. Mtembu ◽  
Loganathan N. Govender
Keyword(s):  
South Africa ◽  
Human Resource ◽  
Youth Unemployment ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Wage Subsidy ◽  
Severe Problem ◽  
Resource Managers ◽  
Kwazulu Natal ◽  
Unemployed Youth

Orientation: South Africa has high levels of unemployment and severe problem of youth unemployment. This implies that the country requires a comprehensive strategy to create more jobs for the youth. Policymaking is one of the strategies that have been introduced to encourage job creation for the youth. The youth wage subsidy is just one of the strategies proposed and this article unpacks what employers and unemployed youth say and think about this policy directive.Research purpose: The main aim of the study was to determine the perceptions of unemployed South African youth and employers on the proposed youth wage subsidy incentive scheme.Motivation for the study: Youth unemployment is a very important issue and the reality is that it is a concern of every government globally. South Africa is therefore not an exception as it is a country that has been experiencing high levels of youth unemployment for the last few decades. In an attempt to curb this pressing challenge of youth unemployment, a proposal to introduce a youth wage subsidy policy was made by government; (since its mention), this idea has been met with a lot of opposing opinions from those against it and applause from those who support it. This has motivated this study to probe the perceptions of the subsidy by those who will be affected by its provisions.Method: A triangulated research approach was adopted through the administration of survey questionnaires amongst the unemployed youth and semi-structured interviews with human resource managers and specialists. A sample of unemployed youth was drawn from selected communities within KwaZulu-Natal. In addition, semi-structured interviews were conducted with human resource managers and specialists at selected organisations to determine their perceptions of the proposed scheme and any benefits or limitations they believe it might have. Non-probability sampling was used to sample 100 respondents (N = 100), 90% of whom were unemployed youths and 10% of whom were employers.Main findings: The overall results indicate that more that 93% of the youth surveyed and more than 90% of employers are in support of the youth wage subsidy. In terms of how it should be structured and implemented, about 80% of respondents in the employer survey preferred the tax rebate and incentive option as most of them stated that it will be an easier process to manage and monitor. More than 50% of employers believed that it will ease the wage burden and ensure business sustainability. On the other hand, 88% of the youth surveyed believed it will increase employment for the youth. Findings furthermore reveal that 10% of employers and 28% of the youth were concerned that the subsidy has the potential to exploit older workers (i.e. those who are already in employment) and feared corruption from some employers; otherwise they are in support of its implementation.Contribution: This is one of the areas that have not been sufficiently explored; as a result, there is not much information about it in the current body of knowledge. This study will contribute to current knowledge about a current policy initiative critical to the development of the country. This research also culminates in important recommendations and draws conclusions that could contribute to the formulation of guidelines on how the government could embrace the youth wage subsidy incentive scheme as a strategic intervention that could benefit the employers and the youth and at the same time aid in finding a solution to South Africa’s youth unemployment crisis.

scholarly journals Exploration of HR Managers Perspectives in Hiring and Retaining Practices of People with Physical Disabilities

2021 ◽  
Vol 29 (2) ◽  
Author(s):  
Naseem Shahid ◽  
Gulnaz Zahid
Keyword(s):  
Human Resource ◽  
Physical Disabilities ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Attitudinal Barriers ◽  
Resource Managers ◽  
Barriers To Employment ◽  
Research Findings ◽  
Hr Managers ◽  
People With Physical Disabilities

This study aims to explore employers’ attitudes and perceptions in hiring and retaining people with physical disabilities. Semi-structured interviews were carried out with eleven human resource managers working in the private sector of Islamabad. Transcripts comprising participants verbatim were analyzed using Thematic Analysis and a descriptive approach. The reliability of the research was established by ensuring credibility, dependability, transferability, and conformability. Inter-rater reliability was found satisfactory. Findings show six major themes namely employers’ attitude, policy awareness and implementation, perceived concerns and challenges by employers, barriers to employment of people with disability (PWD), provision of reasonable accommodation and, career development and retention policy. The research findings indicate that human resource managers generally have socially desirable, favorable attitudes towards the employment of people with disabilities. However, in-depth exploration indicated either attitudinal barriers or apprehensions to hire PWD due to the lack of resources and limitations in policy implementation. Findings show that small and medium-sized organizations face greater challenges in hiring and retaining PWD. Further, a dire need for governmental and legislative support to the employers is highlighted. Implications of research findings have been discussed.

scholarly journals Factors influencing the preparation, support and training of South African expatriates

2008 ◽  
Vol 8 (1) ◽  
Author(s):  
A. J. Vogel ◽  
J. J. Van Vuuren
Keyword(s):  
South African ◽  
Multinational Enterprises ◽  
Design Methodology ◽  
Training Needs ◽  
Human Resource Managers ◽  
International Assignment ◽  
Management Level ◽  
Independent Variables ◽  
Resource Managers ◽  
And Training

Purpose: The purpose of this paper is to determine if the independent variables; location of an international assignment, the age of an expatriate, the duration of an assignment and the management level of an expatriate, influence the preparation, support and training that they require for an international assignment. Design/Methodology/Approach: This formal, empirical study was undertaken using an electronic questionnaire that was distributed to expatriates who were on an international assignment. Expatriates who were on an international assignment were thought to be in the best position to respond to their preparation, support and training needs. Findings: The research found that the preparation, support and training required by South African expatriates are not influenced by the location of an international assignment, the age of the expatriate, the duration of an international assignment or the management level of the expatriate. Implications: The findings highlight the fact that human resource managers of South African multinational enterprises should provide all their expatriates with the same preparation, support and training, as well as identifies five requirements that should be included in all South African expatriate policies.

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