scholarly journals Unmasking Reflexivity in HR Managers During the COVID-19 Lockdown in Italy

2020 ◽  
Vol 11 ◽  
Author(s):  
Silvio Carlo Ripamonti ◽  
Laura Galuppo ◽  
Giulia Provasoli ◽  
Angelo Benozzo
Keyword(s):  
Thematic Analysis ◽  
Organizational Changes ◽  
Working From Home ◽  
Massive Scale ◽  
Hr Managers ◽  
Workplace Events

This paper explores how some Italian HR managers narrate the changes imposed by the COVID-19 threat in the workplace. Events since December 2019 have presented exceptional circumstances to which HR managers have reacted in very different ways. This study explored how HR managers came to introduce organizational changes aimed at coping with the emergency, as well as how employees were involved in those organizational changes. The article is based on a thematic analysis of some interviews with Italian HR managers whose companies decided to switch working from home on a massive scale. We wanted to offer some reflections on the actions taken by a few HR managers and Italian companies to keep working at a time when most workers were forced to respect the lockdown.

The ban on working from home makes sense for Yahoo

2015 ◽  
Vol 23 (3) ◽  
pp. 12-14 ◽  
Author(s):  
Atul Arun Pathak ◽  
Dharma Raju Bathini ◽  
George M Kandathil
Keyword(s):  
Human Resource ◽  
Organizational Strategy ◽  
Organizational Strategies ◽  
Content Type ◽  
Radical Innovations ◽  
Extra Effort ◽  
Work From Home ◽  
Working From Home ◽  
Hr Managers ◽  
Information Technology Companies

Purpose – Discusses the suitability of work-from-home policies, especially in information technology companies. Cautions against a one-size-fits-all approach and states that each company needs to make a decision based on how closely this important human resource (HR) policy aligns with organizational strategy. Design/methodology/approach – Describes how a work-from-home policy, if correctly designed and implemented by HR managers and if aligned to the organizational strategy, can promote innovation and thereby provide a competitive advantage. Gives illustrations from various organizations to explain the concepts. Findings – Argues that working from home is not useful for all organizations and in all contexts. HR managers can play a key role in identifying the suitability of work-from-home in their organization’s context. The HR policy needs to be flexible and to change based on the need for innovation, the nature of projects and the role of each individual in the organization. Practical implications – Advances the view that IT organizations which focus on high-impact radical innovations may benefit from having their employees work in an office. However, each organization, depending on the type of innovation it is aiming for and the nature of projects that it is engaged in, should consider whether work-from-home is a suitable option or not. HR managers should play a larger role in aligning the work-from-home policy to the organizational strategy. They should also be involved more closely in decisions related to the implementation of the policy on the ground. Social implications – Concedes that extra effort will be needed from human resource management (HRM) in customizing work-from-home-related policies to ensure effective alignment with ever-changing organizational strategies. Originality/value – Considers the context of work-from-home. Provides insights into how HR managers can design the policy, align it to overall strategy and implement these HRM practices on the ground.

Recruitment Through AI in Selected Indian Companies

Metamorphosis ◽  
2022 ◽  
pp. 097262252110662
Author(s):  
Siddhi Mehrotra ◽  
Akanksha Khanna
Keyword(s):  
Artificial Intelligence ◽  
Human Resource ◽  
Thematic Analysis ◽  
Value Creation ◽  
Primary Sources ◽  
Structured Interviews ◽  
Business World ◽  
Technical Developments ◽  
Cost Cutting ◽  
Hr Managers

Artificial intelligence (AI) is being used very pervasively with the ever-evolving and competitive business world and has become the 21st-century buzzword. Countless innovations in technology have pushed businesses to make their value creation processes more effective and customer friendly. Digitization has played a significant role in reshaping the different human resource functions and processes. This study aims to elucidate the acceptance of automation in human resource management by employers and the degree to which recruiters can use AI to hire people. The study incorporates a thematic analysis approach, and the data is collected from primary sources by conducting semi-structured interviews with four experts working in IT organizations. This research would be useful for recruiters and HR managers to consider the fields of AI implementation and management to take advantage of cost-cutting technical developments.

Organization and Challenges of the Human Resources Function in a Cruise Ship Company

2020 ◽  
Vol 15 (2) ◽  
pp. 65-71
Author(s):  
Esperanza Suárez ◽  
Lourdes Susaeta ◽  
Frank Babinger
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Cycle Life ◽  
Cruise Ship ◽  
Organizational Changes ◽  
Hr Management ◽  
Maritime Labor ◽  
Cruise Line ◽  
Hr Managers

Since the Maritime Labor Convention (MLC) came into force, cruise line companies have been required to make human resource (HR) organizational changes in order to comply with the corresponding rules on employees' rights. This article offers an overview of the role and organization of HR in the Spanish cruise line company Pullmantur. This research suggests that cruise HR managers face greater challenges, compared to those of other sectors, not only because of the specific regulations affecting cruise line companies, but also because of the complexity of the processes from recruitment to incorporation. Pullmantur's case illustrates a particular way of organizing the HR planning and assignment of its personnel, reflected in their Crew Cycle Life (CCL). After having reviewed different documents as well as interviews carried out with Pullmantur's HR management, this article describes and examines the different positions, functions, and responsibilities of HR "on ship and shore." It concludes that HR's function within a cruise ship company is more stressful and complex, but at the same time, more vibrant and challenging than in other industries.

scholarly journals Continued professional development practices in Malaysian service-based industry

2014 ◽  
Vol 11 (2) ◽  
pp. 1
Author(s):  
Maniam Kaliannan ◽  
Fadilah Puteh ◽  
Nafis Alam
Keyword(s):  
Professional Development ◽  
Thematic Analysis ◽  
Qualitative Approach ◽  
Continuous Learning ◽  
Service Sectors ◽  
Favourable Environment ◽  
Hr Managers ◽  
Current Practices

The concept of Continued Professional Development (CPD) through continuous learning calls upon organisations to encourage, support, and provide favourable environment for employees to engage in continuous learning. This will help to avoid ‘professional obsolete syndrome’; a syndrome faced by a majority if not all employees. This study intends to investigate the current practices of CPD in the Malaysian service-based industry. This article presents the results of an analysis of CPD practices using a qualitative approach based on several interviews with subjectmatter- experts from various sectors in the Malaysian service-based industry. Fifteen HR Directors and HR Managers were interviewed in order to gauge their perspectives on the current practices of CPD as this will depict the actual scenario on how they see; interpret; regulate; implement; and enforce CPD for staffs’ development. The data which was collected via interviews was transcribed and analyzed using thematic analysis. The findings revealed different approaches or practices of CPD among several service sectors in Malaysia.

scholarly journals Company brokers: Human resources managers in foreign mining projects in the Congolese Copperbelt

Ethnography ◽  
2020 ◽  
pp. 146613812094891
Author(s):  
Benjamin Rubbers
Keyword(s):  
Middle Managers ◽  
Active Role ◽  
Organizational Changes ◽  
Foreign Companies ◽  
Human Resources Managers ◽  
Transnational Companies ◽  
Mining Projects ◽  
Hr Managers ◽  
Anthropological Literature

Based on ethnographic research between 2016 and 2018, this article examines the role of Congolese HR managers working for the transnational companies that have developed new mining projects in DR Congo’s copperbelt over the past two decades. Drawing inspiration from the anthropological literature on brokerage, the analysis proposes to study this category of middle managers as company brokers, who derive power from their ability to control access to jobs in foreign companies and who take on an active role in the organizational changes that new investors put in place. In developing this line of analysis, the article’s aim is to understand how mining capitalism is mediated from within foreign companies. In this view, mining projects are not only negotiated by brokers in the local political arena, they are themselves co-produced by the local workers they employ.

Left behind or at the front line of COVID-19: A descriptive phenomenological study

2021 ◽  
pp. 205715852110619
Author(s):  
Søsserr Grimshaw-Aagaard ◽  
Inge-Lise Knøfler
Keyword(s):  
Registered Nurses ◽  
Thematic Analysis ◽  
Phenomenological Study ◽  
Meaning Making ◽  
Sense Making ◽  
Organizational Changes ◽  
Front Line ◽  
Study Methods ◽  
Left Behind ◽  
Large Numbers

During the COVID-19 pandemic, nurses in the field examined were required to manage large numbers of patients suffering from COVID-19 in in-patient clinics necessitating relocation of registered nurses (RNs) from other clinics in the department to support the care of those patients. The aim of the study was to explore how RNs attribute meaning to their experiences during the organizational changes caused by the first wave of the COVID-19 pandemic. This descriptive phenomenological study is based on thematic analysis interviewing 47 RNs who either continued working in in-patient clinics, were relocated to in-patient clinics, or remained in out-patient clinics. The study methods complied with the COREQ. The main finding, ‘Sense-making in a changed reality of nursing’, shows how RNs attribute meaning or not to the organizational changes, and explains how meaning-making in RNs continuing in in-patient clinics reinforced their identity as RNs or, conversely, how feelings of meaninglessness in those relocated to in-patient clinics or remaining in out-patient clinics contributed to identity loss. This article suggests that managers, by paying attention to the narratives of meaning or meaninglessness in nurses during organizational changes, could be instrumental in managing the anger, frustration, and hopelessness arising from experiences of meaninglessness.

Institutional explanations for managers’ attitudes towards telehomeworking

2009 ◽  
Vol 63 (1) ◽  
pp. 107-135 ◽  
Author(s):  
Pascale Peters ◽  
Stefan Heusinkveld
Keyword(s):  
Large Scale ◽  
Institutional Environment ◽  
Institutional Context ◽  
Work Outcomes ◽  
Adoption Process ◽  
Organizational Changes ◽  
Large Scale Survey ◽  
Hr Managers ◽  
Occupational Communities

Building on recent research that stresses the important role of managers in the adoption process of telehomeworking, or telecommuting, this study examines the influence of the institutional context on managers’ attitude formation. Drawing on large-scale survey data from 96 CEOs and 380 HR managers in Dutch organizations, we show that normative and mimetic pressures affect managers’ beliefs, which are reflected in their perceptions of the relative (dis)advantage of telehomeworking. We also find that the perceived improvements of work outcomes and perceived social costs/benefits vary among managers from different ‘occupational communities’. CEOs’ beliefs are more susceptible to mimetic pressures, while HR managers’ attitudes towards telehomeworking are positively fed by pressures from their occupational community. These findings support the view that current debates on work—life initiatives’ diffusion and organizational changes in relation to these initiatives should pay much more attention to the importance of the institutional environment and managers’ subcultures.

The Perspective of Older Men With Depression on Suicide and Its Prevention in Primary Care

Crisis ◽  
2018 ◽  
Vol 39 (5) ◽  
pp. 397-405 ◽  
Author(s):  
Steven Vannoy ◽  
Mijung Park ◽  
Meredith R. Maroney ◽  
Jürgen Unützer ◽  
Ester Carolina Apesoa-Varano ◽  
...  
Keyword(s):  
Primary Care ◽  
Low Socioeconomic Status ◽  
Thematic Analysis ◽  
Older Men ◽  
Primary Care Providers ◽  
Depression Treatment ◽  
Care Providers ◽  
Low Socioeconomic ◽  
Self Image ◽  
The Impact

Abstract. Background: Suicide rates in older men are higher than in the general population, yet their utilization of mental health services is lower. Aims: This study aimed to describe: (a) what primary care providers (PCPs) can do to prevent late-life suicide, and (b) older men's attitudes toward discussing suicide with a PCP. Method: Thematic analysis of interviews focused on depression and suicide with 77 depressed, low-socioeconomic status, older men of Mexican origin, or US-born non-Hispanic whites recruited from primary care. Results: Several themes inhibiting suicide emerged: it is a problematic solution, due to religious prohibition, conflicts with self-image, the impact on others; and, lack of means/capacity. Three approaches to preventing suicide emerged: talking with them about depression, talking about the impact of their suicide on others, and encouraging them to be active. The vast majority, 98%, were open to such conversations. An unexpected theme spontaneously arose: "What prevents men from acting on suicidal thoughts?" Conclusion: Suicide is rarely discussed in primary care encounters in the context of depression treatment. Our study suggests that older men are likely to be open to discussing suicide with their PCP. We have identified several pragmatic approaches to assist clinicians in reducing older men's distress and preventing suicide.

Immigrant Arab Women in Chile during the Renaissance (Nahda), 1910s-1920s

1970 ◽  
pp. 47-55
Author(s):  
Sarah Limorté
Keyword(s):  
20Th Century ◽  
19Th Century ◽  
Thematic Analysis ◽  
New World ◽  
Arab Women ◽  
Arab Woman ◽  
The Subject ◽  
The 19Th Century

Levantine immigration to Chile started during the last quarter of the 19th century. This immigration, almost exclusively male at the outset, changed at the beginning of the 20th century when women started following their fathers, brothers, and husbands to the New World. Defining the role and status of the Arab woman within her community in Chile has never before been tackled in a detailed study. This article attempts to broach the subject by looking at Arabic newspapers published in Chile between 1912 and the end of the 1920s. A thematic analysis of articles dealing with the question of women or written by women, appearing in publications such as Al-Murshid, Asch-Schabibat, Al-Watan, and Oriente, will be discussed.

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