scholarly journals The relationship between the graduate trainee programme and talent management in corporate organisations in Eswatini

2020 ◽  
Vol 18 ◽  
Author(s):  
Lungile Z. Gama ◽  
Emmanuel I. Edoun
Keyword(s):  
Strong Correlation ◽  
Talent Management ◽  
Training And Development ◽  
Effective Management ◽  
Development Programs ◽  
Management Tools ◽  
Managerial Implications ◽  
Value Add ◽  
Staffing Requirements ◽  
The Relationship

Orientation: Research on the existence of the relationship between the GTPs and TM has been necessitated by the significant organisational resources invested in the administration of GTPs. Withal, the valueof GTPs to an organisation’s TM initiatives needs to be ascertained because both variables are applied to ensurethat future staffing requirements are met.Research purpose: The aim of this study was to assess the relationship between the graduate trainee program (GTP) and talent management (TM) in corporate organisations in Eswatini.Motivation for the study: Corporates need toexplore administering GTPs as structured processes such as workplace training and development programs so that they significantly contribute to TM.Research approach/design and method: A quantitative explanatory design was applied to carry out the study.The population was five corporate organisations in Eswatini that administer GTPs. The respondents weregraduate trainees (GTs),who met all the requirements prescribed by the inclusion criteria.Main findings: While the results indicated a null hypothesis in the relationship between GTPs and TM a strong correlation was found. The conclusion drawn is that the strong correlation (r = 0.511), between GTPs and TM, is attributed to the lack of integration and the parallel and independent administration of GTPs to TM, which invalidated a link between the two variables.Practical/managerial implications: The value to be derived by corporates administering GTPs may be elusive if the relationship between GTPs and TM remains unexplored.Contribution/value-add: Corporate organisationswill administer GTPs as effective management tools applied to ensure TM.

scholarly journals The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius

2019 ◽  
Vol 17 ◽  
Author(s):  
Ketan S. Ramhit
Keyword(s):  
Job Satisfaction ◽  
Team Leaders ◽  
Job Description ◽  
Managerial Implications ◽  
Career Prospect ◽  
Value Add ◽  
The Impact ◽  
The Relationship ◽  
Negative Relationships ◽  
Good Career

Orientation: Literature shows that job description and career prospect are connected to job satisfaction and it is seen that, in Mauritius, job description and career prospect impact job satisfaction.Research purpose: The purpose of the study was to determine the relationship between job description, career prospect and job satisfaction in Mauritius.Motivation for the study: It has been noticed that employees are dissatisfied when they perform duties outside their job description and also when they see that they do not have a good career prospect. Despite the existence of several researches, limited research exists in the Mauritian context. The outcome will provide significant relevance to existing knowledge.Research approach/design and method: A quantitative approach was adopted and a survey was conducted in a multinational company in Mauritius. A sample of 132 employees was chosen.Main findings: This research unravelled significant negative relationships between job description, career prospect and job satisfaction. The results revealed that, when duties are not well described or when duties are not in line with current responsibilities, the employees are dissatisfied. Similarly, the greater the chances that employees are not given the opportunity to get promoted, the more they are dissatisfied.Practical/managerial implications: Human resource practitioners, managers and team leaders need to recognise that employee’s moods influence the work pattern in the organisation and a clear job description and an appropriate career plan should exist.Contribution/value-add: Literature on the relationship between job description, career prospect and job satisfaction in the context of Mauritius is almost inexistent. This study will add to existing knowledge.

scholarly journals Talent measurement: A holistic model and routes forward

2018 ◽  
Vol 16 ◽  
Author(s):  
Gregory J. Lee
Keyword(s):  
Talent Management ◽  
Holistic Model ◽  
Specific Measurement ◽  
Managerial Implications ◽  
Development Approach ◽  
Value Add ◽  
Theoretical Foundations ◽  
Theory Review

Orientation: Talent measurement is a critical input to talent management (TM). Involving the application of measurement methodologies in order to determine the current and longer-term potential, competencies and contribution of employees and their roles, talent measurement is a growing field of interest in human resources.Research purpose: This article reviews and integrates the practice of talent measurement, including developing a model of talent measurement, rooting the practice in theory and suggesting several relatively unexplored aspects of talent measurement that may have potential for improvement or controversy.Motivation for the study: Talent measurement has not been adequately discussed and critiqued.Research approach/design and method: A theory review and development approach is taken in this article.Main findings: A holistic model for talent measurement is presented, including elements that have not received much prior attention such as theoretical foundations, the practicalities of including a role element, the advisability of using talent pools, the question of whether talent measures or status should be revealed to employees, the integration of talent pools with diversity or transformation imperatives, and others.Practical/managerial implications: Managers who employ TM should benefit from this review and set of challenges regarding the practice of talent measurement.Contribution/value-add: Although TM has been extensively discussed, the specific measurement options involved have been less well examined. Development of a holistic model and identification of outstanding controversies within it provide value to practitioners and to the evolution of TM.

Changing the training paradigm for learning: A model of human capital development

2018 ◽  
Vol 29 (8) ◽  
pp. 1455-1481 ◽  
Author(s):  
Felipe Alves Calábria ◽  
Fagner José Coutinho de Melo ◽  
Andre Philippi Gonzaga de Albuquerque ◽  
Taciana de Barros Jerônimo ◽  
Denise Dumke de Medeiros
Keyword(s):  
Human Capital ◽  
Organizational Context ◽  
Training And Development ◽  
Development Programs ◽  
Employee Behavior ◽  
Internal Resources ◽  
Capital Development ◽  
The Relationship ◽  
A Company ◽  
Innovation Processes

This article presents the Tetrahedron of Innovation Processes model that aims to diagnose, through the understanding and analysis of the three vertices, areas that need improvements in training to generate a change in knowledge. The present research is intended to show the managers of a company in the energy sector the relationship between training and development programs and how their application can help the organization to design an organizational context orienting human behavior towards activities of learning and innovation. The model can be used to understand the relationship between capacity and internal resources on the influence of employee skills in information processing, creativity, and critical thinking by encouraging employee behavior, guiding a flow of knowledge to the company. Given the context, the model was able to ponder and classify the main aspects that must be improved for the development of human capital in the company studied and can help to find significant solutions for the necessary improvements to occur. With this, the article brings a paradigm shift in training and learning that will aid in the development of human knowledge.

Demographic Changes and Equal Employment Opportunity Legislation

2012 ◽  
pp. 288-305
Author(s):  
Shani D. Carter
Keyword(s):  
United States ◽  
Labor Force ◽  
Human Resource Development ◽  
Equal Employment Opportunity ◽  
Training And Development ◽  
Employment Opportunity ◽  
Development Programs ◽  
Equal Employment ◽  
Federal Laws ◽  
The Relationship

This chapter reviews the relationship between a selection of United States federal laws and Human Resource Development (HRD). The chapter specifically reviews United States federal Equal Employment Opportunity (EEO) laws related to race, gender, age, and national origin, discusses how the passage of these laws led to an increased diversity of the labor force, and demonstrates how utilizing this legislation can improve the research and practice of HRD. A comprehensive group of employment laws were passed between 1960 and 2000, and data from the U.S. Departments of Labor and Census indicate that these laws have served to substantially increase the percentage of minorities and women in the labor force. This increasing diversity requires practitioners to rethink the methods they use to deliver training and development programs to employees. In addition, researchers should examine how the increase in diversity impacts all areas of HRD, such as training, mentoring, and work-life balance.

scholarly journals Talent management in the South African construction industry

2019 ◽  
Vol 17 ◽  
Author(s):  
Sydwell Shikweni ◽  
Willem Schurink ◽  
Rene Van Wyk
Keyword(s):  
Construction Industry ◽  
South African ◽  
Management Practices ◽  
Talent Management ◽  
Research Approach ◽  
The South ◽  
Business Outcomes ◽  
Global Competitiveness ◽  
Managerial Implications ◽  
Value Add

Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent.Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices.Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive.Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents.Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness.Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation.Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.

scholarly journals The relationship between work locus of control and psychological capital amongst middle managers in the recruitment industry of South Africa

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Zurayda Shaik ◽  
Johanna H. Buitendach
Keyword(s):  
Locus Of Control ◽  
Work Performance ◽  
Middle Managers ◽  
Psychological Capital ◽  
Longitudinal Research ◽  
Work Locus Of Control ◽  
Managerial Implications ◽  
Value Add ◽  
The Relationship

Orientation: The role of traits as a determinant of states has resulted in researchers closely examining their potential for enhancing work behaviour. This is achieved through the examination of the trait and state perspectives.Research purpose: This research sought to determine the relationship between work locus of control (WLOC) and psychological capital (PsyCap), with the objective of increasing alertness on the trait and state approach.Motivation for the study: The current study investigated the role of traits and states in contributing to the positive psychology arena within the recruitment industry.Research approach, design and method: This longitudinal research design involved 425 middle managers at Time 1 (T1), at both supervisory and specialist levels, and 190 middle managers at supervisory levels at Time 2 (T2). This longitudinal study used a biographical, WLOC and PsyCap questionnaires.Main findings: The findings indicated that WLOC has predictive value for PsyCap: a statistically significant and practical relationship was established between WLOC and PsyCap at T1 and T2. However, the multiple regression analysis results were not consistently demonstrated over time.Practical managerial implications: Understanding the role of personality traits and psychological states can provide managers with additional means of increasing employee efficiency through improving work processes such as recruitment and selection.Contributions/value-add: The recruitment and other industries are encouraged to utilise a strength-based approach to enhance work performance through selection processes that incorporate traits and states to further increase organisational competitiveness.

scholarly journals A systems psychodynamic description of organisational bullying experiences

2012 ◽  
Vol 38 (2) ◽  
Author(s):  
Frans Cilliers
Keyword(s):  
Free Association ◽  
Dyadic Relationship ◽  
Descriptive Research ◽  
Managerial Implications ◽  
Value Add ◽  
Bullying Experiences ◽  
Narrative Interviewing ◽  
Systemic Understanding ◽  
The Relationship ◽  
Behavioural Dynamics

Orientation: Organisational bullying experiences manifest themselves as an intense unconscious systemic dynamic involving the bully, the victim and the organisational culture. The relatedness between the objects is characterised by valences and mutual defence mechanisms such as splitting, projection and projective identification.Research purpose: The purpose of this research was to describe organisational bullying experiences from the system psychodynamic perspective.Motivation for the study: Individual psychology tends to simplify organisational bullying by focussing on the bully’s symptomatic behaviour. Systems psychodynamic thinking focuses on the behavioural dynamics in the relationship between the bully and victim, and the relatedness of both with the organisational system.Research design, approach and method: Qualitative and descriptive research, using six participants as case studies, was undertaken. Data was gathered through Free Association Narrative Interviewing and analysed using discourse analysis.Main findings: Three themes manifested themselves, namely, snakes and hyenas, a complex interconnected dyad, and the institutionalisation of bullying. The research hypothesis integrating these three themes was presented.Practical/managerial implications: In resolving organisational bullying Industrial Organisational psychologists need to pursue this phenomenon not only in terms of its symptoms, but in a holistic, systemic and role related manner addressing all of its parts.Contribution/value-add: The systemic understanding of organisational bullying implies the complexity of studying the behaviour of all parts – the bully, the victim, their dyadic relationship as well as how bullying is institutionalised in the organisational setting, climate and culture.

scholarly journals Integrity and derailment of senior leaders in the Southern African context

2019 ◽  
Vol 45 ◽  
Author(s):  
Pieter Koortzen ◽  
Rudolf M. Oosthuizen
Keyword(s):  
Leadership Development ◽  
Point Of View ◽  
Integrity Test ◽  
Senior Leaders ◽  
Cross Sectional ◽  
Quality Of Leadership ◽  
Managerial Implications ◽  
Value Add ◽  
The Relationship

Orientation: In recruiting and developing senior leaders for the organisation, great emphasis is placed on the personality of these individuals and on the resulting manifestations of their behaviour in the work context.Research purpose: The objective of this study was to explore the relationship between integrity and derailment to identify the dimensions of integrity that may reduce the risks of derailing in a group of senior leaders.Motivation for the study: As organisations become more complex, a higher quality of leadership is demanded. The quality of leadership is often determined by, among other things, the level of leaders’ integrity and the manner in which they are able to manage their own derailment at work. In this study, integrity is defined as the conflict and balance between our instincts (i.e. vices) and our ability to reason (i.e. our virtues), while leadership derailment is defined as the way in which leaders behave under stress or when they overuse a particular strength. Both constructs are of particular concern when they manifest in the organisation’s pool of high-potential leaders, who are the organisation’s future successors. However, most derailment cases are predictable and can be managed effectively with proper intervention.Research approach/design and method: A cross-sectional quantitative, correlational research design was followed. A non-probability purposive sample of 108 senior leaders in companies in Southern Africa participated in the study.Main findings: The results enabled the researchers to assess the relationship between integrity and derailment in order to identify the dimensions of integrity that are associated with a lowered risk of derailing in a group of senior leaders. It is apparent from the results that several of the integrity dimensions measured in the current study acted as significant predictors of derailment. The results indicate that the Giotto scales predict five of the Hogan scales to a degree that could be regarded as practically significant and are associated with medium to large effect sizes). These are Excitable, Cautious, Leisurely, Bold and Colourful. The prediction of Cautious can be described as practically important, while the prediction of the remainder of the Hogan scales was practically non-significant.Practical/managerial implications: From a practical point of view, the research findings allow leadership development practitioners, consultants and coaches to assist leaders in identifying the ways in which leaders will probably derail based on the results of the Giotto integrity test. Those involved in the development of leaders will also be able to develop the leaders’ level of integrity in order to reduce unnecessary derailment at work.Contribution/value-add: The study findings contribute valuable information on the relationship between integrity and derailment and the dimensions of integrity, which may reduce the risks of derailment of senior leaders.

scholarly journals Satisfaction with retention factors in relation to job embeddedness of public school teachers

2019 ◽  
Vol 17 ◽  
Author(s):  
Ronny Shibiti
Keyword(s):  
Employee Retention ◽  
Job Embeddedness ◽  
Strategic Human Resource Management ◽  
Early Years ◽  
High Turnover ◽  
Retention Factors ◽  
Significant Relationships ◽  
Managerial Implications ◽  
Value Add ◽  
The Relationship

Orientation: The major challenge that organisations face in the contemporary competitive environment is to retain talented and productive employees. To ensure that the education system functions optimally, there is a need for strategic human resource management (HRM) practices to be implemented to assist in retaining qualified and experienced teachers.Research purpose: The purposes of this study were to establish the relationship between retention factors and job embeddedness, and to establish whether retention factors positively and significantly predict job embeddedness.Motivation for the study: There is a high turnover among teachers, with many teachers leaving the profession during their early years of teaching. An empirical investigation of the relationship between retention factors and job embeddedness and the outcomes of utilising retention factors and job embeddedness to facilitate the retention of employees is critical.Research approach/design and method: A non-experimental, quantitative survey was conducted on 278 teachers working in the Tshwane Municipality public schools.Main findings: A Pearson’s correlational analysis revealed positive and significant relationships between retention factors and job embeddedness, while multiple regression analyses revealed that retention factors positively and significantly predict job embeddedness.Practical/managerial implications: The results from this study afford concrete implications for employers in search of effective employee retention strategies. The main practical contribution of this study is the way in which it demonstrated that retention factors relate to and predict job embeddedness.Contribution/value-add: This study contributes to the employee retention theory by proposing that employees who are provided with desired retention factors are more likely to be embedded in their jobs and community.

scholarly journals Assessing the organisational and individual strengths use and deficit improvement amongst sport coaches

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Frederick W. Stander ◽  
Karina Mostert
Keyword(s):  
Structural Equation ◽  
Research Approach ◽  
Cross Sectional ◽  
Strengths Use ◽  
Managerial Implications ◽  
Value Add ◽  
Relationship Of ◽  
Sport Coaches ◽  
The Relationship ◽  
Sport Coaching

Orientation: The orientation of this study is towards strengths use and deficit improvement and the relationship with engagement.Research purpose: To (1) determine whether adapted versions of the Strengths Use and Deficit Improvement Questionnaire (SUDIQ) and Utrecht Work Engagement Scale (UWES) are valid and reliable, (2) determine the relationship of the SUDIQ dimensions in the nomological net, and (3) test a structural model.Motivation for the study: To gain a better understanding of the outcomes of following a balanced approach within a sport coaching context.Research design, approach and method: A cross-sectional research approach was used. An availability sample (N = 364) of teachers occupying roles as sport coaches from various schools across three provinces in South Africa was used. Structural equation modelling was used to test the factor structures and the structural model.Main findings: The results indicated a valid factor structure for the adapted SUDIQ and UWES. Relationships between the SUDIQ dimensions and job and personal resources were positive and significant. Individual strengths use was the strongest predictor of engagement. Individual deficit improvement and organisational strengths use were also significant predictors. Organisational deficit improvement did not significantly predict engagement.Practical/managerial implications: Evidence suggests the adapted SUDIQ and UWES can be utilised effectively in a sport coaching environment. Organisational strengths use is also important in managing engagement levels of sport coaches.Contribution/value-add: Valid and reliable measures were provided for use in a sport coaching environment. It substantiates the outcomes that can be gained by following a combined approach based on strength and deficit.

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