Gender Equality Provided by Active Action in Recruitment and Selection Process

THE AIM OF THE PAPER Despite all the efforts in relation to hiring women to workplaces, parity has not yet been achieved, and the gap between women and men is even wider when leadership roles are considered. Organizations are gendered, the human resource practices are outdated and are still structured around the ideal, male worker. The main objective of this paper is to critically review the recruitment and selection process (RSP) and provide active actions as practical recommendations, which will enable organisations to hire women into the workplaces. METHODOLOGY This research is an empirical study of large multinational organizations, identifying the key human resource policy intervention points in the RSP. MOST IMPORTANT RESULTS The outcome of the critical review is that the traditional RSP needs to be transformed and only this transformation – applying positive actions - will enable organisations to achieve gender equality at the workplace. The novelty of this paper is the empirical research of global organizations, based on which, the key intervention points of RSM were identified. The following active actions are proposed: embed employer branding and early talent attraction into the recruitment process; provide transparency of salary bands; apply of female quotas; use structured interviews; run diverse interview panels; and use explicit comparator method.

The Impact of Adaptation Measures and Vocational Training on the Effectiveness of Organizations with Multinational Personnel

Globalization has turned Russian industrial cities into intercultural hubs that attract migrant workers. Organizations with multinational personnel need to provide their foreign employees with adaptation procedures and professional training. Multinational teams perform better when social distance is small and interaction is more vivid. The research objective was to substantiate the need for multinational organizations to use a system of adaptation and vocational training, as well as to describe the expected effect of such measures. The article introduces some practical recommendations for improving and forecasting the corporative performance based on the cultural profile of human resources. The forecasting method relies on the quantitative expression of qualitative indicators of personnel management in order to determine the regression dependency of the performance from the initial processes of personnel management. The paper also describes the adaptation and training features of foreign personnel, the current state of adaptation and personnel training in multiethnic organizations, and the optimal levels of management indicators that affect the intermediate performance of such organizations.

Identification

This chapter discusses how leaders are identified in projects. As leaders are also appointed to teams in organizations, the chapter begins with a discussion on the nature of team leadership in organizations. It describes one of the models used for explaining team leadership and its application in an organizational context. The authors then turn to competencies of appointed leaders in projects, and they discuss how leaders are spotted in organizations with examples from multinational organizations. Following this, they turn their attention to how leaders are identified in projects. A research into identification, carried out as part of the balanced leadership research, is then presented. The chapter closes with a summary and some questions for reflection.

Quality without questions

Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings: Maintaining consistent quality management across vast multinational organizations is increasingly complex, and requires significant consideration and investment. The increasingly fractured, supplier-based system of the global economy means it is harder than ever to maintain standards. Originality: The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The impact of cloud-based human resource and supply chain management systems on the performance of multinational organizations

PurposeOne of the significant dimensions in organizations is the human resource discussion and its related procedures. Human beings have a special place and particular importance in modern management to focus on organizational behavior and human resource management. The cloud-based human resource (CBHR) can be converted into human capital and impressive contributions to health, education and moral valence. Also, one of the most robust operational paradigms is the cloud-based supply chain management (CBSCM) for developing the competitive pros of service and manufacturing organizations to give the same attention to those who manage the supply chain or those operating in it. The present investigation's target is to check out whether CBHR and CBSCM enhance the performance of multinational organizations.Design/methodology/approachMultinational organizations consist of numerous integrated applications, including manufacturing, logistics, marketing, accounting, distribution, human resources, finance, supply chain, etc. This paper proposes using CBHR and CBSCM to improve financial, marketing and collaborative performances. We focus on the applications in multinational organizations. This study has utilized the SEM to estimate the measurement model's validity and reliability and assess the causal model. The offered model and the questionnaires were analyzed using SPSS and LISREL.FindingsThe research results showed that CBSCM influences the companies' performance. Additionally, the outcomes showed that CBHRM affects the performance of companies. The results support the proposition that CBSCM and CBHRM are both necessary and good for financial performance, marketing performance and collaborative performance.Research limitations/implicationsUsing a questionnaire to mentally measure some of the variable dimensions of a firm's financial performance and market performance for which objective data are available can be helpful. However, since such information is considered confidential in companies, it is not possible to access it.Originality/valueOur innovation is the primary attempt of applying CBHR and CBSCM to elevate performance in multinational organizations.

Using Data as a Source of Reflection in a Feedback Loop

This chapter considers recent policy trends toward evidence-based practices in Arizona, the U.S., and across the globe. The rise in the use of “scientific” evidence for educational policymaking rests on two common beliefs about knowledge: (1) the belief that school knowledge is universal, and (2) the belief that empirical evidence or data is the primary indicator of knowledge and learning. Recent U.S. policies have reflected the importance of data or numeric evidence from externalized evaluations to guide school decisions. Internationally, multinational organizations, such as the World Bank, have also made evidence-based policymaking a priority both in their own work as influential research and policy organizations as well as their members. Yet there are cautions against this particular use of evidence to replace professional judgement and the wider democratic deliberation about the aims, ends and content of education. Our school development project considers evidence-based values and humanistic, democratic values at tension. School development participants applied a balanced perspective on data with numerical evidence subordinated to educational values, using all as a source of reflection and growth. The chapter, thus, defines data as information that educators, school teams, and other agency members use to inform professional judgement and influence.

A terceira linguagem no cross-cultural marketing

Aborda a pesquisa de pós-doutoramento do autor, que propõe a terceira linguagem apoiada nas dimensões culturais de Hofstede, uma abordagem da comunicação mercadológica transcultural no século XXI. Nos mercados internacionais a influência cultural determina a gestão estratégica da comunicação persuasiva. As organizações multinacionais brasileiras que atuam nos mercados externos enfrentam a competição que foca suas ações comunicacionais na produção de imagem e em produtos de valor. A terceira linguagem, ao incorporar a comunicação transcultural, pode ser utilizada como um diferencial competitivo das organizações brasileiras internacionais. Addresses the author's post-doctoral research, which proposes the third language supported by Hofstede's cultural dimensions, an approach to cross-cultural marketing communication in the 21st century. In international markets, cultural influence determines the strategic management of persuasive communication. Brazilian multinational organizations that operate in foreign markets face competition that focuses their communication actions on image production and value products. The third language, by incorporating cross-cultural communication, can be used as a competitive differential of Brazilian international organizations.

The Effects of the Stakeholders Relationship Management on Organization Performance

Partner management, partner relationship management examines have a significant spot in writing. We looked for their effect on organization performance through the Employee and Social parts of Company Evaluation interceding factors. Laborers were chosen to accomplish the objectives of the examination. Employees hold and as they are the internal stakeholders. Thus, it becomes necessary to explore their effect in stakeholder relationship management on organizational efficiency, which is highly competitive. The staff was essential to cover the organization's accomplishments. If they functioned as a gathering, the impact might be exceptional. The organization's management would comprehend the workers' prerequisites and aspirations, and a management style of advanced organization systems was resolved. It was found from the investigation that inside partner relationship management framework is organizational performance. Via the eyes of European multinational organizations, the thesis examines the relationship between corporate social responsibility (CSR) and organizational success. Furthermore, the study investigates the role of corporate reputation as a moderator in the CSR-organizational performance linkages. The final data set included 340 responses from senior executives/managers at European multinational corporations.

Empowerment leadership as a predictor of expatriates job performance and creative work involvement

Purpose The purpose of this study is to investigate the relationship between empowering leadership and organizational commitment and its effect on job performance and creative work involvement within the expatriate society of the UAE. Design/methodology/approach The paper suggests a theoretical model derived from survey responses gathered from expatriates used in multinational organizations located in Dubai city in the UAE. Findings The results show that organizational commitment partially mediates the relationship between empowering leadership and job performance. Furthermore, the results show that organizational commitment partially mediates the relationship between empowering leadership and creative work involvement. Originality/value This research adds to the existing body of knowledge on international business by investigating the effects that organizational commitment and empowering leadership have on creative work involvement and job performance of expatriates.