scholarly journals Why Do Sustainable Ventures Fail to Attract Management Talent?

2018 ◽  
Vol 10 (11) ◽  
pp. 4319 ◽  
Author(s):  
Neil Thompson ◽  
Roosje Eijkemans
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Crucial Role ◽  
Qualitative Interviews ◽  
Competitive Advantages ◽  
Human Resource Managers ◽  
Employment Opportunities ◽  
Resource Managers ◽  
Management Professionals ◽  
Practical Implications

Entrepreneurship is widely recognized to play a crucial role in transitioning societies towards sustainability, yet sustainable ventures often have difficulty in attracting talented management employees that are necessary to scale their sustainable opportunities. This study examined 19 qualitative interviews with three interview groups (human resource managers of sustainable ventures, recently hired employees at sustainable ventures, and management professionals looking for employment opportunities) to explain the impediments of attracting management talent and what competitive advantages sustainable ventures may have in the labour market. We discuss how these findings have theoretical and practical implications for scholars and sustainable entrepreneurs by drawing out a number of ways that sustainable ventures may attract management professionals.

Managing employees with chronic illness

2018 ◽  
Vol 26 (1) ◽  
pp. 7-10 ◽  
Author(s):  
Maninder Singh ◽  
P.S. James ◽  
Shirshendu Ganguli
Keyword(s):  
Chronic Illness ◽  
Human Resource ◽  
Design Methodology ◽  
Empirical Studies ◽  
Chronically Ill ◽  
Human Resource Managers ◽  
Future Directions ◽  
Content Type ◽  
Resource Managers ◽  
Practical Implications

Purpose The purpose of this paper is to identify future directions for human resource managers to provide work accommodations to chronically ill employees. Design/methodology/approach The authors researched empirical studies in management, occupational health journals, and reports on chronically ill employees. Findings The paper provides research-based practical insights for human resource practitioners to deal with the growing number of chronically ill employees. Practical implications The paper highlights solutions for human resource managers to create an inclusive workplace for employees with chronic illness. Originality/value The authors identified effective human resource and health practices for chronically ill employees, which would help to increase their productivity.

Graduates’ employability

2016 ◽  
Vol 30 (5) ◽  
pp. 321-326 ◽  
Author(s):  
Kyriaki Matsouka ◽  
Dimitrios M. Mihail
Keyword(s):  
Higher Education ◽  
Job Performance ◽  
Labour Market ◽  
Human Resource ◽  
Soft Skills ◽  
Personal Attributes ◽  
University Graduates ◽  
Human Resource Managers ◽  
Hard Skills ◽  
Resource Managers

The purpose of this article is to investigate the views of university graduates and human resource managers (HRMs) on graduates’ employability in terms of the soft skills required by the labour market. Soft skills (personal attributes that enhance an individual’s interactions, job performance and career prospects) are necessary in the labour market in addition to hard skills (professional knowledge, tools or techniques). In this study, 178 graduates from the Aristotle University of Thessaloniki and 29 HRMs from Greek companies took part. The research tool was a questionnaire exploring participants’ views on the demand for soft skills as a decisive factor in employability. The findings identify differences between the views of the graduates and the HRMs. The graduates tended to overestimate themselves, while the employers argued that graduates lacked the necessary skills. The findings are discussed in relation to the changes needed in higher education institutions and the importance of appropriate interaction and collaboration between companies and universities.

A Study of the Perceptions of the Labour Market by Human Resource Managers in the UK Hotel Industry: A Cognitive Approach

2000 ◽  
Vol 2 (3) ◽  
pp. 232-241 ◽  
Author(s):  
Julie Gore ◽  
Michael Riley
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Cognitive Task ◽  
Human Resource Managers ◽  
Cognitive Approach ◽  
Human Resource Manager ◽  
Resource Managers ◽  
Hr Managers ◽  
The Uk

It is reasonable to assume that if the labour market is the dominant force in labour management then the significance of the role of the human resource manager lies in the position it holds at the intersection between the external and the internal market, with recruitment as the joining process. This paper describes a qualitative investigation of hotel human resource managers' perceptions of their labour market environment using the process of recruitment as a vehicle to explore cognitive processes. A cognitive task analysis was completed which utilised four interview methods: task diagram; knowledge audit; simulation interview; and repertory grid. The findings show that the HR managers conform to the appellation of ‘expert’ in that they would use few and simple rules in making decisions. They also assume that the labour market will always provide and that perceptions of what goes on inside the organisation are quite separate. In other words there is both an industry and in organisational perspective at work.

Automobile industry managers' views on their roles in environmental sustainability: a qualitative study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kavitha Sathasivam ◽  
Rosmawani Che Hashim ◽  
Raida Abu Bakar
Keyword(s):  
Human Resource ◽  
Automobile Industry ◽  
Environmental Sustainability ◽  
Negative Impact ◽  
Human Resource Managers ◽  
Content Type ◽  
Hrm Practices ◽  
Resource Managers ◽  
Hr Managers ◽  
Practical Implications

PurposeThis paper focusses on the roles and experiences of the human resource managers and safety, health and environment managers in promoting environmental sustainability in automobile industry.Design/methodology/approachThe exploration uses the data generated from ten in-depth interviews with human resource managers as well as safety, health and environment (SHE) managers from three automobile companies.FindingsThree main themes were derived from the inductive analysis in support of environmental sustainability. They comprised environment-oriented perspectives, green human resource management (HRM) practices and supportive mechanisms. These findings served as insights for the HR managers who played a supportive role in environment sustainability. This study also found that Green HRM practices within the automobile industry were confined to green training and development, green rewards, green employee involvement and green orientation.Research limitations/implicationsThe outcome of this study carries implications for managers and businesses in designing a more sophisticated framework for Green HRM practices for their companies so as to achieve a more progressive sustainable goal. For instance, HR managers who are environment-oriented can play a more active role in environmental sustainability. They can participate directly in developing policies by co-partnering with their SHE colleagues. They can encourage and motivate their employees to apply green practices both at work and in their homes. This integration would eventually create a cascading effect that could reduce the industry's negative impact on environment, thereby developing a more environmentally-friendly society.Practical implicationsThis study provided practical implications for both the HR and SHE managers in taking up responsibilities in environmental sustainability. This study also indicated the practical implications for the top management in the automobile industry, especially in the designing of the environmental sustainability framework.Originality/valueThis study contributes to the Green HRM area by understanding and comparing the roles of the HR managers and their counterpart, the SHE managers, in support of environmental sustainability. The comparison would provide a clearer picture on how the implementation of Green HRM can be implemented within the automobile industry.

Learning on the move

2018 ◽  
Vol 25 (2) ◽  
pp. 113-122
Author(s):  
Anne Janand ◽  
Amélie Notais
Keyword(s):  
Human Resource ◽  
Career Paths ◽  
Design Methodology ◽  
Qualitative Methodology ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Internal Mobility ◽  
New Perspective ◽  
Practical Implications

Purpose This paper aims to explore the types of learning engendered by internal mobility (IM) by referring to the principles elaborated by Bateson (1972). Design/methodology/approach A qualitative methodology is followed with interviews among 50 professionals working at four large French firms. Findings A system of classification for IM is proposed, namely, replication, adaptation, innovation and revolution. Practical implications The identification of these categories invites human resource managers to reconsider the traditional career paths. Originality/value This paper brings a new perspective on the possible link between learning and IM and questions what employees really learn thanks to their moves.

scholarly journals "Hún gæti alveg verið múslimi og allt það": Ráðning fólks af erlendum uppruna til íslenskra fyrirtækja

2016 ◽  
Vol 12 (2) ◽  
pp. 393 ◽  
Author(s):  
Kristín Loftsdóttir ◽  
Margrét Sigrún Sigurðardóttir ◽  
Kári Kristinsson
Keyword(s):  
Labor Market ◽  
Eastern Europe ◽  
Human Resource ◽  
Qualitative Interviews ◽  
Human Resource Managers ◽  
Recruitment Process ◽  
Thinking Aloud ◽  
Resource Managers ◽  
Unskilled Workers ◽  
Skilled And Unskilled Workers

International research has shown that immigrants are often at a disadvantage in the labor market and their expertise often underappreciated. The objective of this article is to review the recruitment process of companies in services, in regard to attitudes to foreign applicants by human resource managers. The research is based on the “thinking aloud” method, where interviewees in qualitative interviews were asked to think aloud while reviewing applicant information. The researchers fabricated six CVs for female applicants from six countries. After examination and discussion of the CVs, the human resource managers were asked further questions on the recruitment of immigrants in their company. The main findings are that human resource managers seem aware of prejudice against people from Eastern Europe, and were willing to hire a woman from Lithuania or Poland for the job. The findings further indicate that in the Icelandic labor market, prejudice centers strongly around religion, then Islam. The participants did, however, attempt to separate themselves from prejudice against Islam by referring to gender equality. The research further suggests that it might not be relevant to make a sharp distinction between skilled and unskilled workers. The findings suggest that the applicant ́s experience makes a difference when the experience has been gained in Iceland, while being much less important if gained somewhere else.

scholarly journals From pragmatism to meritocracy? Views on in-house family ties on the Swedish labour market

2019 ◽  
Vol 197 (2) ◽  
pp. 268-279
Author(s):  
Kerstin Westin ◽  
Katarina Haugen
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Thematic Analysis ◽  
Informal Logic ◽  
Human Resource Managers ◽  
Family Ties ◽  
Professional Groups ◽  
Resource Managers ◽  
Rural Settings ◽  
The Empirical Analysis

In-house family ties within workplaces are a non-negligible phenomenon on the labour market. Drawing on organizational and geographical perspectives and based on thematic analysis of 40 interviews with human resource managers, we analyse how family ties are viewed and managed in organizations on the Swedish labour market. Based on the empirical analysis, we suggest that there are two different logics of human resource management concerning in-house family ties: a traditional, pragmatic and informal logic which expresses an accepting view; and a modern, meritocratic and formal logic associated with a disapproving view. Moreover, the informal logic seems to be increasingly challenged by formalization of human resource processes in both urban and rural settings. However, the analysis indicates that in smaller labour markets this shift is somewhat restrained by the limited supply of labour and socially tight knit local communities. Also, it seems that the change often meets resistance from supporters of the informal logic, and there is dissonance across different professional groups across and within organizations.

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

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