Internal Labor Market in the System of Social and Labor Relations

2004 ◽  
pp. 105-114 ◽  
Author(s):  
Yu. Odegov ◽  
G. Rudenko
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Labor Markets ◽  
Labor Relations ◽  
Human Resources Management ◽  
Internal Labor Market ◽  
Internal Labor Markets ◽  
Resources Management ◽  
Balanced Development

The expediency of using in scientific parlance and in practice of human resources management the category "internal labor market" is grounded in the article. The specifics of intra-firm labor market forming and functioning are described. The authors study the mechanism of external and internal labor markets interaction from the standpoint of providing their balanced development.

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.

SPECIFIC FEATURES OF CRISES IN THE FIELD OF PERSONNEL MANAGEMENT

2018 ◽  
Vol 6 (6) ◽  
pp. 5-9
Author(s):  
Елена Митрофанова ◽  
Elena Mitrofanova ◽  
Ирэна Эсаулова ◽  
Irena Esaulova
Keyword(s):  
Human Resources ◽  
Labor Relations ◽  
Human Resources Management ◽  
Effective Management ◽  
Negative Consequences ◽  
Resources Management ◽  
Managerial Decisions ◽  
Moderate Growth ◽  
Scientific Justification ◽  
Effective System

Crises, which have become an integral part of modern social development, penetrate, among other things, the sphere of human resources management, which requires a scientific justification of their specifics in terms of effective management. In this regard, the negative consequences of crises in the field of human resources management, which require the adoption of appropriate managerial decisions, are shown. The general typology of crises is supplemented by the types of specific human resources crises, among them: personnel hunger, the crisis of labor productivity, the crisis of competence, the crisis of motivation, the crisis of culture, the crisis of social and labor relations. Characteristics of human resources crises are given, the main signs of the consequences for the organization are shown. The content of the stages of human resources crises is substantiated: pre-crisis, acute phase, depression, moderate growth and recovery. Their specificity is shown from the standpoint of constructing an effective system of crisis human resources management.

scholarly journals The new trends in human resource management in the context of the economy digitalization

2019 ◽  
pp. 7-12
Author(s):  
Alena Vankevich
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Population Increase ◽  
Management Service ◽  
Resources Management ◽  
Micro Level

The subject of research is the changes of human resources management at the micro level in the conditions of the economy digitalization. The main directions of the transformation of the labor market in the economy digitalization conditions are the following: expansion of labor supply due to participation in economic activity of various socio-demographic groups of the population; increase in the volume of information about the labor market and its openness due to electronic resources; industry changes in the structure of the labor demand; the jobs polarization; the rapid renewal of professions and skills; the reduction of traditional sectors of the economy; the break of the national labor markets borders. It has been substantiated that these transformations change the requirements for the human resources management service in organizations and modify their functions. The main trends of the human resource management changes in the digitalization conditions are highlighted - the development of employment analysis under Big Data analytics; increased attenion to the formation of the HR- brand; changing the organizational role of the human resources department at the micro level; more active using  the staff outsourcing; digitalization of human resource management technologies; expansion of interaction HR-departments and  educational institutions, anticipating future skills and competencies; increasing the requirements for the HR manager, especially professional HR-specialists. As a result of the study, the directions for the formation of modern human resources departments in the organizations of the Republic of Belarus were determined, taking into account the course taken by the country to digitalization of the economy.

Human Capital Investment: an Educational Perspective

2020 ◽  
pp. 130-144
Author(s):  
Olexandr Skibitsky ◽  
◽  
Volodymyr Lypchanskyi ◽  
Keyword(s):  
Higher Education ◽  
Human Capital ◽  
Labor Market ◽  
Staff Development ◽  
Human Resources ◽  
Human Resources Management ◽  
Main Element ◽  
High Tech ◽  
Personnel Policy ◽  
Resources Management

The directions of development of the system of investment of professional (educational) level of personnel and policy of human resources management are considered. The basis of effective activity of the enterprise, especially in a crisis situation, is an effective personnel policy and the strategy of motivation and promotion of the personnel derived from it promotes prevention of social conflicts. Continuous training and retraining of managers and ordinary employees, staff development based on the qualitative characteristics of its educational and professional level becomes the main element of personnel policy in the organization. The most important prerequisite for improving the efficiency of investment in education is forecasting labor market needs. An individual's investment in his or her own education may be ineffective if he or she does not have an assessment of the potential need of entrepreneurs for certain specialists. Inadequate assessment of the company's training and staff development needs will also negatively affect the effectiveness of the respective investments. Forecasting the situation on the labor market is necessary for the state to prevent structural imbalances in the labor market or mass unemployment. Higher education makes a significant contribution to the development of individual human capital. The contribution of higher education to individual economic growth is primarily related to improving the quality of work of employees with a high level of education and qualifications. The most important factor of success is the continuous theoretical and practical training of managers of a new type, with a high sense of responsibility for the results of the enterprise. This requires the intensification of research in this area, the development of specific ways and methods of implementing personnel policy, restructuring the formation and use of human resources management of organizations. In the most high-tech, prestigious and highly paid professional fields, preference will be given to freelance graduates. These considerations require the intensification of research in this area, the development of specific ways and methods of implementing personnel policy, restructuring the formation and use of human resources management of organizations.

scholarly journals Inclusion of professionals with disabilities in the workplace: challenges for the Human Resources Management

2019 ◽  
Vol 26 (3) ◽  
Author(s):  
Eva Bessa Soares
Keyword(s):  
Labor Market ◽  
Empirical Study ◽  
Human Resources ◽  
Social Inclusion ◽  
Human Resources Management ◽  
Review Of The Literature ◽  
Resources Management ◽  
Partially Observed ◽  
Job Vacancy ◽  
Workplace Challenges

Abstract This article discusses the issue of diversity in the labor context from a review of the literature on the topic and from an empirical study about the inclusion of professionals with disabilities in the labor market. This research was intended to find out about the difficulties faced by professionals with disabilities in the process of searching for a job vacancy, as well as by employers. Results have shown that both professionals with disabilities and organizations experience difficulties during this process of inclusion, consequently, Law 8.231/91 (the Quotas Act) has been partially observed by many of the companies surveyed, and the Human Resources department becomes responsible for creating practical alternatives to address the challenges this Law imposes to organizations and, irrespective of said Law, to enforce the basic right of these professionals that is social inclusion, starting with access to the workplace.

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