scholarly journals Ticket to Ride: I-deals as a Strategic HR Tool for an Employable Work Force

2021 ◽  
Vol 12 ◽  
Author(s):  
Beatrice Van der Heijden ◽  
Aukje Nauta ◽  
Mel Fugate ◽  
Ans De Vos ◽  
Nikos Bozionelos
Keyword(s):  
Labor Market ◽  
Work Force ◽  
Career Goals ◽  
Idiosyncratic Deals ◽  
Employment Relationships ◽  
Changing Environments ◽  
Constructive Dialogue ◽  
Strategic Goals ◽  
Recommendations For Practice

We describe how idiosyncratic deals (I-deals), in this case I-deals focused on workers’ employability enhancement, can serve as a powerful strategic HR tool for simultaneously meeting both the strategic goals of employers and the career goals of employees. Building on a sustainable career perspective, I-deals are interpreted as highly valuable, as they can help individual employees to more easily adapt to the fast-changing environments that nowadays characterize society and the labor market. After theoretical outlines on the concepts of I-deals and employability, we argue that I-deals can form the basis for integrative employment relationships aimed at employability enhancement. This article concludes with concrete recommendations for practice, indicating that in order to enable the sound use of I-deals as a strategic HR tool, organizations should discuss I-deals and employability openly through constructive dialogue. Moreover, examples for achieving this through specific practices, such as working with employability coaches and world cafés on employability, are described.

Time’s Up! Shorter Hours, Public Policy, and Time Flexibility as an Antidote to Youth Unemployment

2018 ◽  
Author(s):  
Katherine Eva Maich ◽  
Jamie K. McCallum ◽  
Ari Grant-Sasson
Keyword(s):  
United States ◽  
Public Policy ◽  
Labor Market ◽  
Youth Unemployment ◽  
The United States ◽  
Employment Relationships ◽  
Gig Economy ◽  
Hours Of Work ◽  
The Relationship ◽  
Work Scheduling

This chapter explores the relationship between hours of work and unemployment. When it comes to time spent working in the United States at present, two problems immediately come to light. First, an asymmetrical distribution of working time persists, with some people overworked and others underemployed. Second, hours are increasingly unstable; precarious on-call work scheduling and gig economy–style employment relationships are the canaries in the coal mine of a labor market that produces fewer and fewer stable jobs. It is possible that some kind of shorter hours movement, especially one that places an emphasis on young workers, has the potential to address these problems. Some policies and processes are already in place to transition into a shorter hours economy right now even if those possibilities are mediated by an anti-worker political administration.

Human Elements of Chineese-Style Innovation Beyond the Knowledge-based Economic Transformation

2021 ◽  
pp. 81-96
Author(s):  
Zoltán Peredy ◽  
Zhao Zhihao ◽  
Balázs Laki
Keyword(s):  
Cultural Values ◽  
Innovation Management ◽  
Work Force ◽  
Economic Transformation ◽  
Labor Turnover ◽  
Private Companies ◽  
Knowledge Based ◽  
Rich Nation ◽  
Leading Position ◽  
Strategic Goals

China has been building globally one of the most powerful knowledge and innovation-based economies. The country’s main strategic goals were becoming a superpower with efficient economy that was able to minimise the object poverty and transform the country into upper-mid class income, economicaly developed region. According to the traditional Chineese maxim: “strong nation is a rich nation”, that used to be regarded as a tool holding the leading position around the world. The investments, realised by the private companies were encouraged in many cases by governmental initiatives as well. China has continually transformed the elements of its innovation strategy and refined them in the global direction of innovation. Despite of the growing literature on Chinese innovation, consensus as to a unique model of Chinese innovation management has yet to emerge. In this context, one of the most crucial but less discussed aspect can be the engagement of the well-educatated, experienced high quality labor work force in China. During the last decades you can observe a significant shifting toward the previous, cheap and huge amount labor workforce corporate attitude toward attracting and managing talents, providing Chineese manner “tailor made” onboarding and personal and professional development of the adequately recruited and selected labor workforce, eliminating the labor turnover but on different way compared to the Western countries methods. This review paper is aiming to reveal the specific features of Chineese-style Human Resource Management (HRM) practice linked with the Chineese traditions and cultural values.

The Role of Pensions in the Labor Market: A Survey of the Literature

ILR Review ◽  
1994 ◽  
Vol 47 (3) ◽  
pp. 417-438 ◽  
Author(s):  
Alan L. Gustman ◽  
Olivia S. Mitchell ◽  
Thomas L. Steinmeier
Keyword(s):  
Labor Market ◽  
Pension Plans ◽  
Employee Compensation ◽  
Employment Relationships ◽  
Over Time

Because employer-sponsored group pension plans entail agreements between workers and their employers explicitly linking future payment and employment, they offer an unusual window into long-term employment relationships. This review of recent research on pensions explores how pensions influence employee compensation, retirement, turnover, and other matters central to the determination of labor's price and quantity over time. The authors also outline some unanswered questions and difficult-to-reconcile findings.

scholarly journals The Labor Market and Illegal Immigration: The Outlook for the 1980S

ILR Review ◽  
1980 ◽  
Vol 33 (3) ◽  
pp. 342-354 ◽  
Author(s):  
Michael L. Wachter
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
Minority Group ◽  
Work Force ◽  
Low Fertility ◽  
Illegal Alien ◽  
Fertility Rates ◽  
Unemployment Rates ◽  
Unskilled Workers ◽  
Group Members

This paper first develops a labor supply forecast for the U.S. labor market in the 1980s, focusing on the effects of the low fertility rates of recent years, and then compares that forecast with the BLS projection of employment demand in the next decade. The author attempts to isolate those occupations and age-sex groups that are likely to have a shortfall of workers and to match the characteristics of those shortage categories with the demographic characteristics of the illegal alien work force. He predicts a relative shortage of unskilled workers in the 1980s, a major departure from past trends, and suggests that an increased flow of immigrants to meet that shortage would benefit skilled older workers and, to a lesser extent, the owners of capital. He also argues, however, that increased immigration would harm domestic unskilled workers—who are increasingly minority group members—by lowering their relative income and raising their equilibrium unemployment rates.

A representative organizational diversity metric: a dashboard measure for executive action

2018 ◽  
Vol 37 (3) ◽  
pp. 219-232
Author(s):  
E. Holly Buttner ◽  
William Latimer Tullar
Keyword(s):  
Labor Market ◽  
Labor Markets ◽  
Work Force ◽  
Organizational Diversity ◽  
Content Type ◽  
Hr Management ◽  
Legal Perspective ◽  
The Usa ◽  
Executive Action ◽  
Representative Work

Purpose Workforce analytics is an evolving measurement approach in human resource (HR) planning and strategy implementation. Workforce analytics can help organizations manage one of their most important resources: their human capital. The purpose of this paper is to propose a diversity metric, called the D-Metric, as a new tool for HR planning. The D-Metric can be used to assess the demographic representativeness of employees across skill categories of an organization’s workforce compared to its relevant labor markets. Design/methodology/approach The authors present a real example and discuss possible applications of the D-Metric in HRM strategic planning and diversity research. Findings The D-Metric is a statistic useful in assessing demographic representativeness in the occupational categories of an organization’s workforce compared to the demographics of its relevant labor markets. The methodology could be implemented to assess an organization’s work force representativeness on dimensions such as race, sex, age and pay levels. When the labor market is unitary, without measurable variance, a substitute metric, the U-Metric also presented in this paper, can be used. Research limitations/implications Use of the D-Metric requires publicly available labor market data with variance across labor market segments. Originality/value There currently is no published metric that evaluates the representativeness of an organization’s work force relative to its relevant labor markets. Many organizations seek a demographically representative workforce to better understand their diverse customer segments. Monitoring the representativeness of an organization’s work force, as captured in Equal Employment Opportunity (EEO-1) forms in the USA, for example, is an important component of HR management strategy. From a legal perspective, the D-Metric or the alternative U-Metric, could be useful in showing progress toward a demographically representative work force.

Pre-1900 Industrial White Collar Employees at the Krupp Steel Casting Works: A New Occupational Category in Germany

1984 ◽  
Vol 58 (3) ◽  
pp. 384-408 ◽  
Author(s):  
Toni Pierenkemper
Keyword(s):  
Nineteenth Century ◽  
Labor Market ◽  
Work Environment ◽  
Steel Casting ◽  
Work Force ◽  
White Collar ◽  
Late Nineteenth Century ◽  
Occupational Category ◽  
White Collar Employee ◽  
Late Nineteenth

In this article, Dr. Pierenkemper investigates a new occupational category—the industrial white collar employee—in the late-nineteenth century Krupp Steel Casting Works in Essen, Germany. In contrast to previous historians, Pierenkemper demonstrates that white collar employees were far from homogeneous: differing among themselves, they were also largely isolated from the labor market as a whole. He concludes that widespread intrafirm occupational mobility underlay this distinctive work environment, and suggests that management may have consciously encouraged such moving about to segment its work force.

scholarly journals THE MODEL OF OUTSOURCING WORK RELATIONSHIP IN GLOBALIZATION ERA OF LABOR MARKET BASED ON PANCASILA

2018 ◽  
Vol 2 (1) ◽  
pp. 101
Author(s):  
Mashari Mashari
Keyword(s):  
Labor Market ◽  
Employment Relationship ◽  
Labor Costs ◽  
Severance Pay ◽  
Employment Relationships ◽  
Work Relations ◽  
Relationship Model ◽  
Work Relationship ◽  
Industrial Disputes ◽  
The Government

<span class="fontstyle0">The outsourcing relationship model in the globalization of the labor market based on Pancasila is still reaping controversy among workers and employers. The issue of outsourcing employment relationships in the globalization era of the labor market is a common need among workers, employers and governments. In the implementation of this outsourced employment relationships lead to inconsistency in the element of the employment relationship itself, because workers get orders from employers, whereas employment agreements are made between workers and the Worker Service Company. This inconsistency leads to industrial disputes between outsourced workers and employers. The concept of outsourcing work relations in the era of labor market globalization is a product of liberalism adopted by the Indonesian people when entrepreneurs feel overwhelmed by high labor costs and obliges to provide severance pay, rewards of employment and compensation as regulated in Law Number 13 2003. The implementation of work relations between workers, employers and the government must be in accordance with the souls contained in the precepts of Pancasila, meaning that all forms of behavior of all subjects involved in the process must be based on the noble values of Pancasila as a whole. Outsourcing employment relationship model in the era of labor market globalization based on Pancasila has not run as expected, there are still many problems in the unfinished work of outsourcing industry. The outsourcing work relationship based on Pancasila should make employers and workers no longer across but have the same goal to achieve profit.</span>

scholarly journals Career doubt in a dual-domain model of coping and progress for university students' academic and career goals

2018 ◽  
Author(s):  
Melodie Chamandy ◽  
Patrick Gaudreau
Keyword(s):  
Labor Market ◽  
University Students ◽  
Structural Equation ◽  
Domain Model ◽  
Career Goals ◽  
Equation Modeling ◽  
Mediating Role ◽  
Dual Domain ◽  
Task Oriented

University students set career goals during their academic journey in order to facilitate their transition to the labor market. Career goals can nonetheless be accompanied by doubt, even among the most determined students. The purpose of this study (N = 234) was to investigate the role of career doubt on the progress made by university students in the simultaneous pursuit of their academic and career goals. We examined the mediating role of academic and career coping strategies in the relationship between career doubt and academic and career goal progress. The results from structural equation modeling revealed a significant indirect effect for task-oriented coping in the relationships between career doubt and both career progress and academic progress. Overall, these results clarify the mechanisms by which university students pursue their goals as a preliminary effort to inform practitioners about the role of coping to better prepare students for a successful transition to the labor market.

scholarly journals The Brazilian Economy in the 1980s

2021 ◽  
Vol 9 (6) ◽  
pp. 173-184
Author(s):  
Antonio Jorge Fernandes ◽  
Margarete Arbugeri ◽  
Nilton Formiga
Keyword(s):  
Labor Market ◽  
Latin American ◽  
Social Indicators ◽  
Work Force ◽  
Family Work ◽  
Profound Impact ◽  
Inflation Rates ◽  
Lost Decade ◽  
Positive Evolution ◽  
Latin American Countries

Known as a lost decade, the 1980s marked several events in Brazil and other Latin American countries. Such events had a profound impact not only on the economy but also on Brazilian democracy. The Brazilian economy in the 1980s went through one of the most serious crises in its history, which resulted in the stagnation of gross domestic product and unprecedented inflation rates. Despite this critical economic situation, social indicators showed positive evolution. It was shown that, although Brazilian families adopted as a strategy to face this crisis the overuse of family work force in the labor market, the evolution of income and poverty in this period was unfavorable.

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