scholarly journals TRANSFORMATION OF METHODOLOGY OF STAFF INCENTIVE AND ENGAGEMENT

2021 ◽  
Author(s):  
Olena Ovcharuk ◽  
Keyword(s):  
Human Resources ◽  
Labor Relations ◽  
Management Practice ◽  
Methodological Approach ◽  
Human Resources Management ◽  
Incentive Scheme ◽  
New Paradigm ◽  
Cognitive Component ◽  
Engagement Process ◽  
Definition Of

The main approaches to the methodology of staff incentive and engagement are considered in the article. The research aim is to develop theoretical and methodological provisions, methodological approaches to the formation, functioning and development of a staff incentive scheme. Today, economics has developed several contradictory approaches to the definition of a category “staff incentive scheme”, as a consequence of ambiguous understanding of such categories as “motive” and “stimulant”, “engagement” and “incentive”. The issue of the relation between these concepts has remained controversial. In management practice, these categories are not differentiated, they are considered rather as synonymous concepts. The author has summarized the views of economists on the essence of the “incentive” and “engagement” concepts. It has been determined that, most scientists proceed from the fact that engagement is a broader concept than incentive. The article examines the engagement process from the standpoint of the stimulant impact on the motive formation. Staff incentive in an organization is not only a process but also a system, therefore, defining the technological component of the methodology, the author considered it as a system and process at the same time. The article describes the structure of a staff incentive scheme in different types of social and labor relations. As a result of studying the genesis of social and labor relations and the conceptual fundamentals of management and engagement, society development and the scientific and technological progress, the author found that development of a theoretical and methodological approach to staff incentive is efficient and meets the requirements of a new paradigm of socio-economic systems. A theoretical and methodological approach to staff incentive has been offered. This approach differs in the concepts of incentive as a system and process in the formation and support of which the object of management together with the subject is involved. The worldview aspect of the methodology was formed as a result of the development of mechanistic, humanistic, socially-oriented and participative approaches to human resources management. The cognitive component of the methodology is shown in the development of theories which reflect this evolution: classical management theories, the concept of human relations, the concept of human resources, the concept of socially responsible and ethical management.

scholarly journals SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?

2021 ◽  
Vol 30 (30 (1)) ◽  
pp. 353-361
Author(s):  
Marie-Pier Côté ◽  
Doina Muresanu
Keyword(s):  
Human Resources ◽  
Relationship Quality ◽  
Social Identity Theory ◽  
Methodological Approach ◽  
Human Resources Management ◽  
Employment Relationship ◽  
Comparative Case Study ◽  
Resources Management ◽  
Social Organizational

This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction and brand image. More recent research has begun to investigate the link that can be made between SCR and human resources management (HRM). In the vein of this field of research, our paper proposes to take a closer look at how certain SCR models, implemented consciously or not by certain companies, could impact the employee perception of employment relationship quality. The concept of “quality of life at work” and social identity theory will be used to measure the employment relationship quality. To carry out the research, a qualitative methodological approach, based on comparative case study, will be used. A sample of about 20 participants (manager and employees) will be targeted. The results of the research could provide a better understanding of how the decisions taken in relation to SCR could be combined to form original models of social responsibility management. Moreover, the study of the links that can be established between SCR models and the perception of the employment relationship quality could allow companies to better manage their human resources and improve retention and attraction of the employees.

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.

Community colleges through the human resource organizational frame

2020 ◽  
Vol 34 (2) ◽  
pp. 45-48
Author(s):  
W. Reed Scull ◽  
Cliff Harbour ◽  
Keonghee Tao Han
Keyword(s):  
Community College ◽  
Community Colleges ◽  
Human Resources ◽  
Human Resource ◽  
Policy Development ◽  
Management Practice ◽  
Methodological Approach ◽  
Content Type ◽  
College Leaders ◽  
Community College Leaders

Purpose The purpose of this conceptual paper is to encourage community college leaders to make greater use of the human resources organizational frame in understanding their organizations and implementing measures to support its students. Design/methodology/approach The methodological approach: Concepts are drawn from key texts examining human resources organizational frame analysis and community college leadership to locate areas of community college policy development and operations that resonate with tenets of this organizational frame. Findings Connections between some of the typical operations and policies of community colleges and the analytical tenets and concerns of the human resources frame are explored. Research limitations/implications More in-depth literature analysis could well lead to the discussion of additional measures animated by the human resources frame that can be taken to better support students and their learning. Practical implications These connections between the human resources frame and community college policy and methods of operation lead to the authors’ recommendation that community college leaders should make particular efforts think and act with the human resources frame in mind. Emerging issues that are consistent with the concerns and tenets of this frame can be highlighted and recognized for further use in leadership and management practice. Social implications Community colleges are critical in human capital development for all societal sectors. A human resources perspective puts people and human values at the center of organizational analysis. Originality/value We add emphasis to leading recommendations for understanding and practice of community colleges through multiple frames. We suggest that the concerns of the human resource organizational frame can help leaders provide thought and action that has additional relevance and possibility.

scholarly journals Human resources management practice, job satisfaction and affective organisational commitment relationships: The effects of ethnic similarity and difference

2019 ◽  
Vol 45 ◽  
Author(s):  
Okechukwu E. Amah ◽  
Kabiru Oyetunde
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Ethnic Diversity ◽  
Management Practice ◽  
Human Resources Management ◽  
Organisational Commitment ◽  
Cross Sectional ◽  
Resources Management ◽  
Ethnic Similarity ◽  
Attribution Process

Orientation: The study explored how ethnicity affects the expected relationships among human resources management practice (HRMP), job satisfaction and affective organisational commitment.Research purpose: To establish how ethnicity affects the interpretation of organisationally provided HRMP, and how this interpretation affects the relationships among the study variables.Motivation for the study: Interest has moved from HRMP outcomes to how employees attribute meaning to existing HRMP. Hence, there is a need to study the variables that affect the attribution process and their effects on the effectiveness of HRMP.Research approach/design and method: The study was quantitative and utilised cross-sectional research design. Participants consisted of 450 employees from eight organisations in Nigeria.Main findings: Results indicated that HRMP is positively related to job satisfaction and organisational commitment, and ethnicity is negatively related to job satisfaction and organisational commitment. Ethnicity moderated the relationships among HRMP, job satisfaction and organisational commitment.Practical/managerial implications: Ethnicity affected the relationships among HRMP, job satisfaction and affective organisational commitment; hence, organisations may not be deriving the full anticipated benefits of HRMP. It was suggested that organisations should train managers to adopt positive behaviours that would enhance the management of ethnic diversity and reduce the negative effects of ethnicity.Contribution/value-add: Ethnic similarity has cultural significance in Nigeria and is known to affect managers’ and employees’ behaviour and the sharing of organisational benefits in the workplace. However, studies involving its role in HRMP attribution process are lacking. Hence, this study makes a valuable contribution to how ethnicity affects attribution in HRMP studies.

scholarly journals Human resources’ student’s sensitivity to factors of sustainability

2016 ◽  
Vol 24 (91) ◽  
pp. 337-358 ◽  
Author(s):  
Maria Helena Pestana ◽  
Artur Parreira
Keyword(s):  
College Students ◽  
Human Resources ◽  
Quantitative Data ◽  
Management Practices ◽  
Human Resources Management ◽  
Semantic Differential ◽  
Resources Management ◽  
Sustainability Concept ◽  
The Subject ◽  
Definition Of

Abstract This paper analyzes the sensitivity of college students to sustainability factors, including their definition of the concept and their perception of human resources management as a factor of sustainability. The prospects of the construct of sustainability – from the United Nations Conference in 1972, in Stockholm, to contemporary achievements and theoretical explorations-are reviewed as a conceptual framework. The research among college students has been developed along two lines: the study of their idea of sustainability; and the assessment of people’s management practices as a factor of sustainability. The research combined the use of a semantic differential questionnaire and a focus group to collect data and to complement the quantitative data with a more qualitative vision and understanding. The results consolidate the idea that: it is interesting to use the sustainability concept in combination with the complexity level of contexts; students of HRM are well informed about the concept; and that their attitudes on the subject are positive, as they are motivated to lead companies to adopt sustainable practices in human resource management, as an effective sustainability factor.

scholarly journals Quality Management Practice Influences Organizational Performance: A Case of a Vietnamese SME

2017 ◽  
Vol 13 (9) ◽  
pp. 33 ◽  
Author(s):  
Giang Ngo Tinh Nguyen ◽  
Duong Tran Thuy Ninh
Keyword(s):  
Quality Management ◽  
Strategic Planning ◽  
Customer Satisfaction ◽  
Human Resources ◽  
Organizational Performance ◽  
Process Management ◽  
Planning Process ◽  
Positive Impact ◽  
Management Practice ◽  
Human Resources Management

Quality Management Practice (QMP) has been proven its positive impact on organizational performance and received significant attention in recent years. However, there is little or no studies on QMP and organizational performance in Vietnam, specifically in Binh Duong. This research concentrated on finding the degree to which five elements of QMP namely Leadership, Strategic Planning, Process Management, Human Resource Management and Customer Satisfaction influence organizational performance within the scope of a SME in Binh Duong, Vietnam. In this study, a survey was conducted involving internal human resources and external customers, resulting in a response rate of 100 percent. Data was collected from three different perspectives of managers, staff and customer to gain the best insight understanding. The results of the survey revealed that Strategic Planning, Human Resources Management and Customer Satisfaction take important role to play in increasing performance of this organization while the other fundamentals needs more improvement to fully implement QMP at the company. This research has the potential for further research to enhance the standards of QMP in Binh Duong area.

scholarly journals The Organisational Justice as a Human Resources Management Practice and its Impact on Employee Engagement: The case of the Prefecture of Attica (Greece)

2018 ◽  
Vol 65 (1) ◽  
pp. 65-79 ◽  
Author(s):  
Athanasios Lamprakis ◽  
Kalliopi Alamani ◽  
Athina Malliari ◽  
Ilias Grivas
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Management Practice ◽  
Human Resources Management ◽  
Interactional Justice ◽  
Resources Management ◽  
Research Survey ◽  
Organisational Justice ◽  
Public Organisation ◽  
The Impact

Abstract Organisational justice is a key component in the practice of human resources management in any work environment. The aim of this research survey is to highlight the meaning and importance of organisational justice and its impact on employee engagement. To achieve this aim, except for the literature review, the survey examines the extent to which the distributive, procedural and interactional justice impact on work and organisational engagement, through a research in a certain Greek public organisation. As regards the statistical analysis of the research hypotheses, we used methods of the SPSS 17.00 statistical package. The results showed that the distributive justice significantly impacts on both types of engagement, while no effect was detected between procedural justice and the two types of engagement. The interactional justice was found to determine, partly, only the organisational engagement. The findings overwhelmingly verified the existing bibliographical references, resulting in a noteworthy empirical precedent which could contribute to the field concerning the impact that organisational justice exerts on certain aspects of organisational behaviour.

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