Recruiting college students for the salesforce

Recruiting college students is a problem because of their negativism towards selling. To overcome student negativism towards selling as a career, recruiters—in their recruitment messages—could present selling in a favorable light by indicating to students that a sales job can satisfy their vocational needs. The article provides several suggestions for improving sales recruitment programs directed at male and female college students.     

YTS and the Labour Market

This article contains results from a survey of the influence of the Youth Training Scheme (YTS) in the labour market. Tighter conditions in this market in 1989 led to changes in the role of the YTS towards recruitment and training rather than job creation. The effectiveness of YTS in meeting skill shortages is examined, as are the motives of employers who participate in the scheme and the extent to which trainees aim for qualifications. Youth training for the labour markets of the 1990s is considered in relation to expected future trends in the demand for skilled labour in that period.     

Human resource management in Japanese enterprises in the Philippines: Issues and problems

Since the latter half of the 1970s, interest in Japanese management and industrial relations increased in developing countries aiming to emulate the success of Japan. The entry of foreign investment to the Philippines also involves tensions related to human resource utilisation. This paper, using primary data, surveys the issues related to human resource utilisation among Japanese firms operating in the Philippines. The paper focuses upon labour market internalisation policies: hiring and recruitment, skills formation through on-the-job training, job assignments, job rotation and wage determination.This paper was written while the author was on study leave as a PhD Candidate (Mombusho Fellow) at the Faculty of Business and Commerce, Keio University in Tokyo. Acknowledgements are due to Prof Yoko Sano, Prof Hideo Ishida, Prof Haruo Shimada, Prof Ryohei Magota, Mr Hiro Nagai, and Mr Masahiro Abe, and colleagues from the U.P. SOLAIR for their advice and suggestions. The Japan Foundation supported part of the research, and is gratefully acknowledged.     

CNC technology, job design and training: the scope for personnel strategies

Drawing on empirical material from a research project on new technology and skills, the author discusses the scope for personnel strategies within a context of varying social constraints. He concludes that within a given production and at a given level of technology, a variation of strategies for staff training and development may emerge. It is argued that the style of management plays a considerable role in determining job design and skill development.     

New technology, new careers: the impact of company employment policy

Both upskilling and deskilling theses are frequently at fault in treating the unit of analysis as the skill residing in a particular group of workers, when it is the intersecting roles and labour markets, established over a period of time by recruitment, training, and job design policies, which are analytically significant.     

Comparative analysis of recruitment qualifications of industrial designers in Turkey through undergraduate education programs and online recruitment resources

Although the term “industrial designer” is a well known title, the understanding of industrial design as a profession is still unclear, as evidenced by its application in the sector. In light of this, schools of industrial design should, despite the immense contributions to the sector made by their past graduates, continuously revise their curricula and review their deficiencies to provide a better correlation between their graduates and the needs of the industry. The aim of this study is to ascertain the role of the industrial designer from the perspective of industry by analyzing the specifications stated in job adverts for the recruitment of industrial designers. This study was conducted in three phases. In the first phase, an in-depth literature review was completed. The second phase was dedicated to the identification of the industrial designer in terms of education institutions, and to realize this, the curricula and course contents of industrial design undergraduate programs selected from ten universities in Turkey were analyzed. The third phase was directed towards identifying the profile of the industrial designer from the perspective of industry. Thus, the analyses were made through an investigation of the job opportunities available in the industrial design profession announced in seven major job search websites during the last 4 months of 2009. The results of this study are crucial for all parties involved as they help to satisfy the recruitment expectations of industrial design education, the industry, and the graduates.     

Coping Strategies in Call Centres: Work Intensity and the Role of Co-workers and Supervisors

It has been observed that customer service workers often develop mutually supportive coping strategies to protect themselves from the emotional strain of overwork. These strategies can receive tacit support from supervisors, who may accept them as a means of getting the work done. The study explores the impact of a number of different forms of support on emotional exhaustion among a group of 480 call centre workers focusing, in particular, on the role of supportive behaviours relating to absence taking. The research shows that a supportive co-worker absence culture and team leader absence permissiveness can lessen the effects of job demands on emotional exhaustion and improve worker well-being. The implications of these findings are discussed.     

Impact of telework on exhaustion and job engagement: a job demands and job resources model

Teleworking, the increasingly common practice, which involves working away from the office using technology, entails changes in the experience of work. Such changes may influence the demands and resources associated with a job. While research on burnout has addressed the role of exhaustion and job engagement using the Job Demands‐Resources model, existing literature has focused on traditional work modes. This paper explores the effects on job demands and resources to understand the processes through which telework impacts the exhaustion and engagement of the teleworker. We find that the positive effect of telework revolves around reduced work pressure and role conflict and increased autonomy. The negative effect of telework is expressed through increased role ambiguity and reduced support and feedback. Overall, we find that telework is negatively related to both exhaustion and job engagement and that job demands and resources mediate these relationships.     

The impact of regional ICT development on job quality of the employee in China

The paper matches the province-level ICT development with the micro-level data of the China Family Panel Studies (CFPS), uses multiple indicators to measure ICT development and job quality, and investigates the impact of regional ICT development on job quality of the employee. The research conclusions are as follows: First of all, ICT development has a significant positive impact on job quality of the employee. After a series of robustness tests and dealing with endogeneity issues, the research conclusion continues to be valid. Second, when the job quality of the employee is poor, the promotion of ICT development is relatively strong. Third, ICT development has an indirect impact on job quality through the Internet awareness. Finally, ICT development has a relatively strong role in promoting job quality of women, older, non-agricultural, and medium-skill employees. From the policy perspective, in order to improve the job quality of the employee, we suggest promoting ICT development, narrowing the digital gap, increasing investment in education, and taking into account the different characteristics of employees.     

Strategic management archetypes

In the recruitment of managers it is increasingly necessary to attune the choice of candidate to the strategy of the company or its subsidiary. In this paper—coauthored by specialists in the fields of management recruitment and corporate strategy—the authors develop classifications of strategies and of management archetypes. Linking of these classifications leads to an approach that can assist both managers-employees and managers-employers when filling management vacancies. In addition, the approach can be used to assist management development programmes and to relate management planning to strategic planning.     

高绩效工作系统、工作倦怠对员工离职倾向的影响研究

本文基于员工感知的视角，以工作倦怠作为中介变量，探索员工感知的高绩效工作系统对离职倾向的影响机制。通过来自企业256 个有效样本的实证研究发现，员工感知的高绩效工作系统与离职倾向显著负相关；工作倦怠及其子维度情感耗竭、玩世不恭与离职倾向显著正相关，而子维度成就感低落与离职倾向相关性不显著；工作倦怠在员工感知的高绩效工作系统与离职倾向之间起部分中介作用；员工感知的高绩效工作系统可通过影响员工的情感耗竭、玩世不恭情绪，间接对离职倾向产生影响，而成就感低落的中介效应不显著。     

Employment and the Creation of an Active Citizenry

This study examines the link between employment and political participation, using US household survey data. It finds that being employed increases an individual's political activities by more than one‐third, primarily through increased income, civic skills, political efficacy and recruitment at work. Union membership and skill‐building tasks are strong positive predictors of political participation. In exploring issue‐oriented activism, disability activism is found to be lower among employed people with disabilities, but higher among those who report job discrimination. The likely effects of declining unionization, changes in job structures and other workplace and employment trends on overall political participation are discussed.     

Tabu search for minimizing total tardiness in a job shop

This paper presents a tabu search approach to minimize total tardiness for the job shop scheduling problem. The method uses dispatching rules to obtain an initial solution and searches for new solutions in a neighborhood based on the critical paths of the jobs. Diversification and intensification strategies are suggested. For small problems the solutions’ quality is evaluated against optimal solution values and for large problems the tabu search performance is compared with two heuristics proposed in the literature.     

Differential effects of ERP systems on user outcomes—a longitudinal investigation

Adopting a model of job enrichment we report on a longitudinal case investigating the perceived impact of an Enterprise Resource Planning (ERP) system on user job design characteristics. Our results indicated that in the context of an ERP geared towards centralisation and standardisation the extent to which users perceived an increase or decrease in job enrichment was associated with aspects such as formal authority and the nature of their work role. Experienced operational employees proficient in the original legacy system perceived ERP system protocols to constrain their actions, limit training and increase dependence on others in the workflow. Conversely, managerial users reported a number of benefits relating to report availability, improved organisational transparency and increased overall job enrichment. These results supported our argument concerning the relationship between ERPs with a standardisation intent and positive job enrichment outcomes for managerial users and negative job‐related outcomes for operational users.     

Employment,technology and industrial relations in the UK clearing banks: is the honeymoon over?

Employment in UK retail banking has begun to decline as all the major institutions shed workers. Technological, organizational and market-driven reasons for the job losses in the major clearing banks are discussed. Irrevocable long-term changes in employers' industrial relations and human resource strategies are identified as necessary accompaniments to pushing the current retrenchment through in the context of a developing general crisis in employment relations.     

Voices from higher up the ladder: exploring the team leader role in call centres

This paper focuses on an under‐researched employee category in the call centre literature—the team leader. The paper, drawing on data from nine Australian call centres, finds that the team leader role is integral to the effectiveness of call centres, yet it is a role that consists of considerable complexity and contradictions. The research demonstrates the critical role performed by team leaders: coach, mentor, trainer, performance evaluator, communicator and supervisor. It also shows team leaders as being far more positive about many of the features of the call centre work environment compared with those on the front line. However, there does appear to be a need for greater acknowledgement of their challenging role, the contradictions that are inherent in the job and the need, in many cases, for increased support being made available to assist.     

A large-scale field experiment on occupational gender segregation and hiring discrimination

We analyze the relationship between occupational gender composition and gender discrimination in recruitment and investigate whether there is hiring discrimination against men in female-dominated occupations. We do this with a large-scale field experiment where we submitted more than 12,000 job applications for 12 occupations in Australia, varying the gender of the applicants. Men received around 50% more callbacks than women in male-dominated occupations, while they received over 40% fewer callbacks in female-dominated occupations.     

新型农村养老保险中的制度设计及其对农民参保影响——基于江苏的实证研究

以江苏为例,分析当前新型农村养老保险中的制度设计及其对农民参保的影响。结果表明：新农保中的制度设计对农民参加养老保险影响显著。最低缴费年数15年限制能促进中年农民尽早参保;高龄补贴对青年农民参保具有激励作用;保费补缴截止日期的设置能有效促进老年人参保;保费的财政补贴比例越高,农民参保积极性越高。除制度因素外,农民的年龄、非农就业和支付能力对其选择养老保险也存在影响。年龄从幼到长,农民的参保率呈倒＂U＂形变化;非农化水平越高,农民参保积极性越低;支付能力越强农民越倾向于参加新农保。