scholarly journals Artificial Intelligence a Revolution for HR in Talent Management in IT Sector

2020 ◽  
Vol 9 (4S) ◽  
pp. 163-171
Keyword(s):  
Artificial Intelligence ◽  
Performance Management ◽  
Work Force ◽  
Talent Management ◽  
Employee Motivation ◽  
Human Beings ◽  
Work Related ◽  
Related Stress ◽  
Talent Acquisition ◽  
Management Career

This research paper is based on the idea that artificial intelligence can do wonders for the HR sector of the company in terms of Talent Management. People tend to have a wrong notion of artificial intelligence being a threat to human beings in terms of jobs. This is not true as it is mankind who has created machines and not vice versa. This research will help clear out the fear in people’s mind in terms of artificial intelligence and would prove that artificial intelligence is such a revolution for human being and when handled properly, can prove to be a boon for HRM. In today’s world most of the IT companies are multinational, fully automated and undergo constant technology change and the work force is of distinct cultures and diverse mindsets. It becomes difficult for the HR Manager to cope up with so much change and go for effective Talent Management. Through artificial intelligence HR Manager can have help in developing effective Talent Management in terms of Talent Acquisition, Performance Management, Career Development and Retention of employees and this in turn would lead to employee satisfaction and employee motivation which is critical in the IT sector. The IT sector workers undergo so much work-related stress that it is the need of the hour that their morale should be always boosted. This can be achieved when artificial intelligence joins hands with HR.

‘We deal with human beings’

2017 ◽  
Vol 19 (3) ◽  
pp. 140-147 ◽  
Author(s):  
Laura Huey ◽  
Hina Kalyal
Keyword(s):  
Emotional Labor ◽  
Qualitative Interviews ◽  
Well Being ◽  
Criminal Investigation ◽  
Future Research ◽  
Central Feature ◽  
Human Beings ◽  
Police Services ◽  
Work Related ◽  
Related Stress

Dealing with emotions is a central feature of everyday police work. This is especially the case in relation to criminal investigation work, in which police investigators must grapple with both their own emotions and those of the victims and families with whom they deal. Despite the importance of emotional labor in understanding criminal investigation work, this aspect of their work remains understudied. This study is based on data from 13 in-depth qualitative interviews with members of the Canadian police services. Within it, we explore how officers engage in emotional labor, as well as its impact on these individuals. Although our results are preliminary in nature, they do reveal how managing emotions according to organizationally sanctioned display rules can affect officers’ well-being, and highlight the need for future research to enable police organizations to deal more effectively with this form of work-related stress.

scholarly journals Work-related stress and intention to leave among midwives working in Swiss maternity hospitals – a cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Karin Anne Peter ◽  
Barbara Meier-Kaeppeli ◽  
Jessica Pehlke-Milde ◽  
Susanne Grylka-Baeschlin
Keyword(s):  
Health Professionals ◽  
Work Force ◽  
Intention To Leave ◽  
Private Life ◽  
Self Report ◽  
Cross Sectional ◽  
Work Related Stress ◽  
Work Related ◽  
Maternity Hospitals ◽  
Related Stress

Abstract Background Health systems around the globe are struggling to recruit qualified health professionals. Work-related stress plays an important role in why health professionals leave their profession prematurely. However, little is known about midwives’ working conditions and intentions to leave their profession, although this knowledge is key to work force retention. Therefore, we aimed to investigate work-related stress among midwives working in Swiss maternity hospitals, as well as differences between midwives and other health professionals and the stressors associated with midwives’ intention to leave the profession. Methods We conducted a data analysis of two cross-sectional studies encompassing midwives working in labour, postpartum and/or gynaecology wards of 12 public Swiss maternity hospitals. Data was collected by self-report questionnaire assessing potential stressors and long-term consequences of stress at work. Data were analysed using descriptive statistics, Kruskal Wallis tests and logistic regression modelling. Results A total of 98 midwives took part in the study and one in three midwives reported doing overtime sometimes-always. Also, the score for work-private life conflicts was significantly higher among midwives than among other health professionals, with the exception of physicians (M = 37.0 versus 50.2, p < .001). Midwives’ meaning of work score (M = 89.4) was significantly higher than that of other health professionals (e.g. nurses (M = 83.0, p < .001) or physicians (M = 82.5, p < .01)). Generation Y midwives showed a significantly higher intention to leave their organisation than did the baby boomers (Mean scores 29.3 versus 10.0, p < .01). Results of the regression model revealed that if midwives could compensate for their overtime in the same month, their intention to leave the profession was lower (OR = 0.23, p < .05). Additionally, the more midwives were affected by work-private life conflicts (OR = 3.01, p < .05) and thoughts about leaving their organisation (OR = 6.81, p < .05), the higher was their intention to leave their profession prematurely. Conclusions The comparison with other health professions and the higher intention to leave the profession of younger midwife generations are important findings for heads of institutions as well as policy makers, and should stimulate them to develop strategies for keeping midwives on their staff. More extensive studies should implement and test interventions for reducing work-related stress and increasing the job and occupational satisfaction of midwives.

scholarly journals Prevalence of Organizational Stress, Burnout and Work-Related Musculoskeletal Discomfort (WMSD) among Civil Engineers - An Observational Study

2021 ◽  
Vol 11 (8) ◽  
pp. 27-34
Author(s):  
Himali S. Gajjar ◽  
T. Kanna Amarnath
Keyword(s):  
Healthy Lifestyle ◽  
Work Force ◽  
Physical Symptoms ◽  
Organizational Stress ◽  
Mild Stress ◽  
Musculoskeletal Discomfort ◽  
Work Demand ◽  
Work Related ◽  
Related Stress ◽  
Civil Engineers

Introduction: Organizational stress is an emotional, behavioral, physiological response to aggressive & harmful aspect of work, work environment and organization climate. Burnout is state of mental exhaustion caused by excessive & prolonged stress. High work demand, poor work control and weak social support may create circumstances for development of stress among Civil engineers. Purpose: The construction industry as a whole has been suffering from mental stress due to range of stressors imposed on the work force, resulting in behavioral habits which are not conductive to a healthy lifestyle; physical symptoms signalling burnout, chronic stress and depression which should be managed on time. Here arises the need to find Prevalence of organizational stressor, burnout and Work-related MSD among Civil Engineers. Methodology: 110 Participants of both genders were asked to fill Standardized scales “organizational stressor scale”, “burnout questionnaire” & “Cornell Musculoskeletal Discomfort Questionnaires (CMDQ)” by personal interview from construction sites of Ahmedabad. Datasheet compiled in Microsoft Excel. Result: Organizational stressor shows:- 18.18% mild stress, 76.36% moderate stress & 5.45% severe stress. On burnout scale 60.9% has fair chance of burning out, 5% has begun to burnout & 3% has advanced stage of burnout. CMDQ shows maximum affection of pain in knee & neck. Conclusion: Civil engineers have moderate level of organizational stress and have moderate to high amount of job related stress which have begun to burnout, they are susceptible for Work related MSD with significant prevalence for knee pain. Key words: Burnout, Civil engineers, organizational stressor, work-related musculoskeletal disorder.

scholarly journals Proof of concept and feasibility of the app-based ‘#SWPMoveMore Challenge’: Impacts on physical activity and well-being in a police population

2021 ◽  
pp. 0032258X2110246
Author(s):  
Helen Oliver ◽  
Owen Thomas ◽  
Robert James Copeland ◽  
Ian Hesketh ◽  
Matt Jukes ◽  
...  
Keyword(s):  
Physical Activity ◽  
Physical Activity Intervention ◽  
Work Force ◽  
Well Being ◽  
Work Related ◽  
Qualitative Approaches ◽  
Quasi Experimental ◽  
Negative Coping ◽  
Related Stress ◽  
Direct Measures

An app-based physical activity intervention (#SWPMoveMore Challenge) was completed by 239 workers from one UK police force using a quasi-experimental design. Impacts were assessed against minutes of movement, individual difference and work-related stress variables using quantitative and qualitative approaches. The concept was feasible and translatable to a UK police population and the intervention significantly benefited direct measures of physical activity and perceptions of vitality, job stress, job satisfaction, negative coping strategy use and engagement at work. The intervention was also motivational in helping individuals take-up and maintain physical activity and positively impacted morale and comradery within the work-force.

When talent management goes wrong

2014 ◽  
Vol 28 (5) ◽  
pp. 24-26
Keyword(s):  
Core Competency ◽  
Talent Management ◽  
Employee Motivation ◽  
Workplace Relationships ◽  
Human Beings ◽  
Sweet Spot ◽  
Content Type ◽  
And Performance ◽  
Job Role ◽  
The Way

Purpose – This paper aims to address the following issues. The transactional view of workplace relationships has been challenged by discoveries of human behavior by neuroscience. Human beings are wired to have emotions and perceptions, and a workplace is no exception. Reframing the issue through a simple-yet-powerful framework, fundamentals of talent management can be restored, paving the way for a meaningful design of organizations. Design/methodology/approach – Using rigorous in-depth secondary research about current talent practices, the report offers a novel framework to unlock the drivers of employee’s motivation and performance. The framework serves as a diagnostic leadership tool to identify breakdowns and foster a meaningful conversation to restore the organization back to equilibrium. A holistic alternative that is agnostic to the rank of the employee, job role and geography offers promise over the current practice of dealing with employee issues in fragmented manner. Findings – The proposed framework helps identify the sweet-spot that lies at the intersection of three fundamental drivers: employee’s preferences on the type of work; employee’s core competency; and activities that are value-adding to the organization. The sweet-spot is the employee’s emotional wallet that the organizations must proactively capture to unlock the true drivers of motivation and performance. The proposed framework serves as a diagnostic tool to meaningfully tackle breakdowns and restore organizations to equilibrium. The sweet-spot provides the clue to design an effective organizational structure identify the enablers and catalyst that can unlock employee motivation and performance. Originality/value – Despite new organizational complexities, the fundamental focus for talent management is to unlock the value of its resource. Despite the pristine appeal of this fundamental tenet of talent management, it is ironic that HR has drifted its focus from its core. Reframing the issue through a simple-yet-powerful framework, fundamentals of talent management can be restored, paving the way for a meaningful design of organizations. This is a paradigm shift for talent management to get back to basics of what really matters to the organizations.

scholarly journals Talent management practices and sustainable organizational performance in cement industry

2021 ◽  
Vol 11 (3) ◽  
pp. 48-54
Author(s):  
Mohana S ◽  
Rama Kumari M ◽  
Subramanyam P
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Succession Planning ◽  
Management Practices ◽  
Talent Management ◽  
Cement Industry ◽  
Retention Performance ◽  
Management Learning ◽  
Talent Acquisition ◽  
The Impact

Purpose: This paper aims to explore the composition of “OrganizationPerformance” for employees in Cement Industry of Rayalaseema Region.Research Methodology: The paper applies analyzing data using Reliability Test, Confirmatory Factor Analysis (CFA) and Multiple Linear Regression on a sample of 286 respondents and reduces a set of 24 variables into a list of six attributes talent management practices.Finding: The present study proposes a model of the impact of attributes talent management practices on the organizational performance.Implication: The study found that talent acquisition & retention, performance management, learning & motivating, compensation,career development and succession planning are impacting significantly the organizational performance. Therefore, Cement companies should focus on the above factors to provide better talent management practices.

Competency Mapping — A Road Map for Successful Organisations

2009 ◽  
Vol 34 (3) ◽  
pp. 434-441 ◽  
Author(s):  
R.M. Naidu
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Work Force ◽  
Talent Management ◽  
Corporate World ◽  
Road Map ◽  
Hr Managers ◽  
Innovative Approaches

Talent management is an issue which is engaging the attention of HR managers all across the globe. The amazing speed with which the corporate world is growing has put a great strain on managing human resources. This calls for innovative approaches in managing the work force. One of the means of achieving this is through Competency mapping. Identifying and nurturing competencies enables better performance management leading to successful organizations.

scholarly journals Health literacy and physical activity as buffers to counter act work related stress

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
L Saboga-Nunes ◽  
P Madaleno ◽  
T Ferreira ◽  
R Guerra ◽  
I Mata ◽  
...  
Keyword(s):  
Physical Activity ◽  
Health Literacy ◽  
Physical Exercise ◽  
Work Force ◽  
Work Place ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Related ◽  
Literacy Survey ◽  
Related Stress

Abstract Background Stress health problems affect 47.8% of the work force in Portugal. It is predicted that, in the next decade, these problems will overcome musculoskeletal disorders, the first cause of employee’s withdrawal from work. Research indicates connections between stress and dimensions of the work place (like job satisfaction). Nevertheless the conceptual understanding of these relationships is sparse. In order to better understand these relationships, this research focus on the use of job–specific models of stress, associating them with health literacy (HL) - in the context of the European Health Literacy Survey framework (HLS-EU) - and physical exercise. Methods A total of 748 participants from the different offices of a company in the financial sector (Portugal, main land and autonomous territories) participated in a cross sectional survey (CAWI). Age ranged from 25 to 65 years and HL was measured using the HLS-EU instrument validated to Portuguese (HLS-EU-PT). Each participant was allocated to one of the groups, either of satisfactory HL (when scores ≥30) or insufficient HL (when scores &lt;30). Results Out of the 748 participants (58.7% males, average age of 39 years), 80.4% sometimes and very often experience stress and tension in the workplace. Less than one in every two (44.4%) practice physical activity several times a week. Of the participants, 7.1% have inadequate, 39.0% problematic, 36.6% sufficient and 17.3% excellent HL (HLS-EU-PT). Employees that are more active are those who experience lower levels of stress. Conclusions The research of the effects of HL combined with physical exercise, as buffer variables to problems related to the effects of work stress, is a new area of research that may help understand patterns of adherence to activities that can help workers deal with everyday working conditions. More research is needed to integrate HL strategies in the work place.

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