Retención de la información en la empresa: cuestión de sostenibilidad

It is not sustainable to keep all information indefinitely. Retention is an essential aspect of corporate information governance that facilitates data and document lifecycle management. Future trends in information technologies lead us to reflect on the methodologies available and the professional qualifications needed to find new ways to help define and implement the necessary retention policies in companies and organizations. Resumen Guardar toda la información indefinidamente no es sostenible. La retención es un aspecto esencial de la gobernanza de la información que facilita la gestión del ciclo de vida de datos y documentos. Las tendencias futuras de las tecnologías de información nos llevan a reflexionar sobre las metodologías disponibles y las cualificaciones profesionales necesarias para encontrar nuevos caminos que ayuden la definición y aplicación de las necesarias políticas de retención en empresas y organizaciones.

Preparing a Data Archive or Repository for Changing Research Data and Materials Retention Policies

Archival expectations and requirements for researchers’ data and code are changing rapidly, both among publishers and institutions, in response to what has been referred to as a “reproducibility crisis.” In an effort to address this crisis, a number of publishers have added requirements or recommendations to increase the availability of supporting information behind the research, and academic institutions have followed. Librarians should focus on ways to make it easier for researchers to effectively share their data and code with reproducibility in mind. At the Cornell Center for Social Sciences, we have instituted a Results Reproduction Service (R-Squared) for Cornell researchers. Part of this service includes archiving the R-Squared package in our CoreTrustSeal certified Data and Reproduction Archive, which has been rebuilt to accommodate both the unique requirements of those packages and the traditional role of our data archive. Librarians need to consider roles that archives and institutional repositories can play in supporting researchers with reproducibility initiatives. Our commentary closes with some suggestions for more information and training.

Design Records Appraisal Tool

ABSTRACT A common obstacle during the appraisal of design records is the specialized vernacular creators use to describe them. As a result, archival professionals may feel unprepared for discussions with potential donors while acquiring these distinct and sometimes problematic materials. Using authoritative architectural and archival sources, the authors expanded on existing literature to develop appraisal grid templates that generally align with different collecting institutions' missions and overarching development and retention policies and created a consolidated and comprehensive glossary of design phases, categories, and definitions to use as a reference. The authors hope that this resource will assist those who are unfamiliar with the design process to interpret disparate design record types, to inform the appraisal process, and ultimately, to make accessioning decisions.

Career calling: women STEM graduates in the United Arab Emirates

Purpose The purpose of this study is to investigate career choices by female graduates from science, technology, engineering and mathematics (STEM) to determine factors that influenced their entry, abandonment or persistence of STEM careers. Design/methodology/approach Life history narratives were collected from a sample group of employed citizens and expatriate women (all STEM graduates) in the United Arab Emirates (UAE). Content of interview transcripts was analyzed for emergent themes of influence on these participants career decisions. Findings Four significant themes of calling were found: gift of intellect, belief in a faith, shared community and meaning of work. A typology of calling was constructed to reflect these themes influences on the entry, abandonment or persistence of women in a STEM career. Research limitations/implications The results of this study were from a small sample of women in a particular country. The implication is to extend this study to a larger number of participants and to other countries to generalize the results. Practical implications Insight into career decisions of female STEM graduates impacts on employee recruitment and retention policies within those professions. Originality/value Research originality is evident, to the best of the authors’ knowledge, as this is the first study to explore the influence of calling for careers of STEM women working in the Middle East North Africa region.

The Contribution of Compensation in the Employee Retention of the Banking Institutions in Dar es salaam, Tanzania

This paper explores the influence of compensation on employee retention of the banking institutions in Tanzania. The stratified sampling technique was used to ensure representativeness of each bank category. Eleven banks were purposely selected and simple random sampling was applied to draw a sample of 370 employees. The quantitative data were collected using questionnaire and analyzed using Binary logistic regression. The results indicated that compensation is significantly influencing employee retention with a ‘p’ value of 0.001. It was further revealed that compensation attribute (fair salary) has significant influence on employee retention. The study recommends to the bank managers to develop and implement retention policies that contemplate fair salaries as this is a most valued compensation attribute. Furthermore, the bank managers need to pay great attention to right retention policies in order to improve retention of employees.

Future of Work: An Empirical Study to Understand Expectations of the Millennials from Organizations

Technological disruptions are connecting the digital world with the physical one, encouraging new innovations such as artificial intelligence (AI), self-driving cars, robotics, and a globally connected economy, which in turn is changing the role of employees at the workplace. Given the changing dynamic work environment, the present study which is exploratory in nature attempts to understand the expectations, attitudes, and priorities of millennials from their future workplace. Specifically, this study focuses on millennials who are undergoing their education and will be entering the workforce. A combination of random sampling and convenience sampling was used to arrive at a sample size of 140. While millennials are technologically proficient, their expectations go beyond being technically superior. The findings from this research clearly suggest that millennials are looking for strong mentors both in their education and work environment and want a road map to help them grow. Reward and recognition of their ideas is very important and more than online course and e-learning modules, gaining exposure by working in cross-functional teams and with subject matters is important. Organizations should keep in mind the expectations and needs of this diverse group, which would help them while strategizing their recruitment, onboarding, and retention policies.