scholarly journals The components of career capital and how they are acquired by knowledge workers across different industries

2015 ◽  
Vol 46 (4) ◽  
pp. 1-10 ◽  
Author(s):  
M. Sutherland ◽  
G. Naidu ◽  
S. Seabela ◽  
S. Crosson
Keyword(s):  
Global Economy ◽  
Service Sector ◽  
Knowledge Workers ◽  
High Tech ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Career Capital ◽  
Two Phases ◽  
Career Literature ◽  
Employment Sectors

The literature shows that the way in which knowledge workers manage their careers in the global economy has changed fundamentally in the last twenty years. Career capital is a tradable commodity between and within organisations which impacts both human resource managers and knowledge workers. There is insufficient empirical evidence of the components of career capital and how these are acquired and there has been a dearth of investigation as to whether career capital is managed differently in different industries. The research was conducted in two phases. The first qualitative phase via 21 in-depth interviews identified 27 components of career capital and 23 methods of career capital accrual. In phase two quantitative data was collected, using those constructs, from 200 knowledge workers in four sectors: the public service sector and in manufacturing, financial and high tech research and development industries. The research determined the most important career capital components and methods of their accrual and showed these to differ greatly between the four employment sectors. The data raises questions with regard to two important themes in the career literature.

Chinese OFDI in Europe under the Guidance of BRI — A Focus on China–CEE Economic Relations

2018 ◽  
Vol 01 (04) ◽  
pp. 1850022 ◽  
Author(s):  
Congcong Jiang ◽  
Christoph Lattemann
Keyword(s):  
Global Economy ◽  
Western Europe ◽  
Service Sector ◽  
Foreign Market ◽  
Economic Incentives ◽  
Economic Relations ◽  
Chinese Investment ◽  
Changing Patterns ◽  
Two Phases ◽  
The Impact

China has been actively integrating itself in the global economy through Foreign Direct Investment (FDI) and increasing trade flows. In order to further expand its foreign market ambition and reinforce itself as a leader in the world economic system, China unleashed the Belt and Road Initiative (BRI). One of the main economic incentives behind this initiative is to strengthen China’s integration with Central and Eastern European (CEE) markets. In recent years, an emerging trend for Chinese investors to invest in CEE countries such as Poland can be observed. The aim of this research is to analyze the changing patterns and motives of Chinese Outbound FDI (OFDI) to Europe during the period of 2009–2017 under the guidance of BRI. To explore the heterogeneity of Chinese investments behavior within Europe, this paper summarizes the apparent characteristics of Chinese investment patterns in Western Europe and the CEE region. We show that BRI has — against all expectations — no impact on Chinese investment in the CEE region but — in line with expectations — Chinese investors have changed their motives to invest in CEE countries with a shift towards the service sector. To investigate the impact of BRI on Chinese investors, the period of study is divided into two phases: (1) 2009–2013: period before the proposal of BRI and (2) 2014–2017: period after the initiation of BRI. Then the rationale behind the observed differences is examined in detail.

Learning Organizations vs. Static Organizations in the Context of E-HRM

2009 ◽  
pp. 617-622
Author(s):  
Victor X. Wang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Global Economy ◽  
Learning Organizations ◽  
Human Resource Managers ◽  
Technological Revolution ◽  
Corporate Leaders ◽  
Management Philosophy ◽  
Resource Managers

Electronic human resource management (e-HRM) may mean that human resource management must now embrace electronic provisions. The environments that today’s managers work in have changed. The methods through which human resource managers choose to ameliorate an organization have changed. With the current technological revolution taking place, management methods can be catered to electronically. Although applying e-based solutions to human resource management is important, managers must have a clear view of what learning and static organizations may entail in order to add the electronic effect to ameliorate management. Without in-depth knowledge of learning organizations vs. static organizations, e-HRM would become an empty term. In today’s organizations, corporate leaders use strategies such as “downsizing,” “restructuring,” and “merging” in an effort to prevent an organization from collapsing or going bankrupt. Such organizations that go through these processes wish to say goodbye to their past, which may qualify them as what we call static organizations. To depart from static organizations, today’s organizations must strive to become what we call learning organizations in order to remain competitive in a global economy (Petty & Brewer, 2005). Learning organizations are drastically different from static organizations in terms of structure, atmosphere, management philosophy, decision making, and communication. Addressing these indispensable aspects may lead to the rise or fall of an organization in today’s competitive global economy.

scholarly journals A Study on the Correlation between Working Pressure and Job Satisfaction from the Viewpoint of Work Exhaustion

2019 ◽  
Vol 64 ◽  
pp. 235-245
Author(s):  
Kai-Ping HUANG ◽  
Karen Yuan WANG
Keyword(s):  
Job Satisfaction ◽  
High Tech ◽  
Human Resource Managers ◽  
Working Pressure ◽  
Strategic Development ◽  
High Tech Industry ◽  
Retrieval Rate ◽  
Resource Managers ◽  
Unpaid Leave ◽  
Industrial Yield

Under the rapid industrialization, the country has become a major high-tech industry in Asia. Being an important industry in domestic strategic development, high-tech industry attracts a lot of manpower. During the depression after the financial crisis, organizations’ adoption of layoffs and unpaid leave to increase work or transfer positions induced employees’ worries. There was news about hi-tech millionaires dying young of overwork in past years. Working pressure therefore became the major problem emphasized by human resource managers. Stress management related issues have been discussed academically or practically in recent years. Aiming at high-tech employees of Hsinchu Science Park in Taiwan, 500 copies of questionnaire are distributed and 387 valid copies are retrieved, with the retrieval rate 77%. The research results reveal 1.positive relations between working pressure and work exhaustion, 2.negative relations between work exhaustion and job satisfaction, and 3.negative relations between working pressureandjob satisfaction. According to the results, suggestions are proposed, expecting to assist high-tech industry in improving employees’working pressure to largely benefit employee health and industrial yield.

EMPLOYER BRANDING OF MICRO, SMALL AND MEDIUM ENTERPRISES (MSMES) IN INDONESIA

2019 ◽  
Vol 4 (1) ◽  
pp. 165-174
Author(s):  
Ambara Purusottama ◽  
Teddy Trilaksono ◽  
Ari Ardianto
Keyword(s):  
Financial Constraints ◽  
Small And Medium Enterprises ◽  
Human Resources Management ◽  
Qualitative Approach ◽  
Human Resource Managers ◽  
Employer Branding ◽  
Resources Management ◽  
Resource Managers ◽  
Medium Enterprises ◽  
Depth Interviews

This study attempts to narrow the gaps that exist in the literature about branding in the context of micro, small and medium enterprises (MSMEs). The research method used is a qualitative approach through in-depth interviews with Owners, Managing Directors, and Human Resource Managers in MSMEs. The results of this study indicate that the UMKM employer branding is still limited to intention. It can be seen from the absence of programs or activities that support employer branding programs that are felt directly by their employees. This is induced by the focus of MSME businessmen who are still on fundamental issues such as financial constraints and the absence of loyal consumers. The results of this study can be used by educators or stakeholders in Indonesian MSMEs as a reference for formulating employer branding approaches and strategies that are in line with the characteristics of MSMEs in Indonesia. Keywords: Employer branding, Human resources management, Micro, small and medium enterprises

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.

The hollowing out of the workforce: what potential for organisational learning?

2001 ◽  
Vol 20 (1) ◽  
pp. 7-18
Author(s):  
John Kidd ◽  
Frank-Jürgen Richter
Keyword(s):  
Enterprise Resource Planning ◽  
Middle Management ◽  
Resource Planning ◽  
Organisational Learning ◽  
Human Resource Managers ◽  
Joint Effort ◽  
Strategic Networks ◽  
Japanese Firms ◽  
Resource Managers ◽  
Strategic Networking

The study of organisational networking has suggested that a joint effort applied to some task is often to the advantage of both parties. Recent studies have indicated that many strategic networks of Japanese firms have been both strategic and also permeable – to the extent that each firm takes on some of the characteristics of the other in order to fulfil a task. However the emergent characteristic of ‘downsizing’, which hit the Western firms a decade ago, has now moved to Japan where their reluctant human resource managers have begun to ‘hollow out’ their workforce – and much of the effect falls upon the middle management cadre. In turn we are seeing in Europe, across the Japanese production subsidiaries, that they have embraced the precepts of Enterprise Resource Planning (ERP) in the form of applications programmes promoted by SAP, Oracle, Baan, PeopleSoft and others – so as to be better informed of the data in their pan-European enterprise. Our thesis is that the effects of the hollowing out needs to be very carefully managed in both the single enterprise and between multi-enterprises. And the implementation of ERP needs precise management in multi-national firms in general, and Japanese firms in particular, if they are to engage in strategic networking with any degree of permeability – since they will have little resultant organisational slack to generate new organisational learning.

CONCEPTUAL PRINCIPLES OF ACHIEVING INTELLECTUAL LEADERSHIP

2021 ◽  
Vol 6 (2) ◽  
pp. 100-104
Author(s):  
Liudmyla Tsymbal
Keyword(s):  
Economic Development ◽  
Intellectual Capital ◽  
Global Economy ◽  
Physical Capital ◽  
Developed Countries ◽  
Educational Process ◽  
High Tech ◽  
The Impact ◽  
Intellectual Leadership

The article identifies the key conceptual foundations for the formation of intellectual leadership of economic entities, including countries as specific actors in the global economy. Thorough preconditions for increasing the level of economic development and the impact of education have been identified. It is determined that historical concepts and modern realities of economic activity only actualize the role of education and enlightenment in the economic development of the national economy and ensuring its competitiveness. The strategies of increasing the competitiveness of individual countries of the world are analyzed, their key priorities in the conditions of formation of the knowledge economy are determined. The evolution of views on the role of human and intellectual capital in increasing the welfare of countries, the impact on GDP and other macroeconomic indicators is described. The ratings of countries are analyzed, in particular by the level of investment in intellectual capital and the structure of their GDP, which confirms the dominance of science-intensive economic activities. In addition, it was determined that the leading countries are characterized by increasing the role of knowledge-intensive activities, increasing the share of intangible assets, redistribution of capital of leading international companies and increasing research spending, increasing investment in human and intellectual capital, increasing exports of high-tech products. Analytical assessment confirms the advanced development of science-intensive industries in countries with developed economies, which creates the need for training and retraining of specialists needed for such industries. In modern conditions, the educational process ceases to be predominantly the prerogative of young people, and becomes a lifelong process, which increases spending on education in developed countries, but without denying the significant asymmetries on this indicator. Research confirms the direct relationship between the quality of human and physical capital and economic development, which is typical of highly developed countries, one of the main reasons for the development lag of the poorest countries. In addition, the article substantiates the key factors of intellectual leadership and their impact on the development of economic development strategies.

POSSIBILITIES OF REALIZATION OF SERVICE SECTOR POTENTIAL IN THE GLOBAL ECONOMY

2021 ◽  
Author(s):  
Oksana Melnichuk
Keyword(s):  
International Trade ◽  
Gross Domestic Product ◽  
Global Economy ◽  
World Economy ◽  
Service Sector ◽  
Developing Economies ◽  
Domestic Product ◽  
Trade In Services ◽  
Services Sector ◽  
The World

The relevance of the study is due to the growing role of services in the world economy. Trade in services has become the dominant driver of economic growth and development in both developed and developing economies. Since the 1980s, data suggest that there is a stronger relationship between trade in services and gross domestic product (GDP) than in the case of commodity growth and GDP. It is noted that the quality of policies, regulations and institutional frameworks is a key factor in determining the effectiveness of services. As services are increasingly subject to liberalization through multilateral and regional trade agreements, it is important that countries develop harmonized approaches to internal regulation and trade liberalization in the services sector. The article identifies the features and characteristics of the service sector as a factor of multifaceted development and growth. The dynamics of international trade in services by geographical structure and types of development of countries is studied on the basis of statistical data of international organizations, taking into account the impact of the pandemic. It is noted that international trade in services is becoming an increasingly important part of global commerce. The problematic aspects of the activity of small business entities to enter foreign markets of services are considered. The issue of urgency of digital economy development for the sphere of services and contribution to world markets is outlined. Opening up the services sector has the potential to bring great benefits and deserves more attention. Further prospects for the realization of entrepreneurial potential in a comprehensive global economy are outlined. It is noted that services are an important part of the world economy, generating more than two-thirds of world gross domestic product (GDP), attracting more than three-quarters of foreign direct investment in developed economies, and creating most of new jobs worldwide. Establishing effective coordination mechanisms between trade negotiators, policymakers and regulators will be an important tool for the development of the global economy.

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