北京内外资服务企业员工培训策略研究

高素质的服务人员是北京服务行业实现优质服务的一个关键因素,而高素质的服务人员又离不开企业适当的员工培训。针对我国服务企业的人员培训问题,通过对比北京内资服务企业和外资服务企业的培训体系和实践具体流程,本文对两者的相对优缺点进行总结,并试图从中获得一些管理启示。     

HRM in Chinese privately owned enterprises

Using an in‐depth case study approach, this study investigates human resource management (HRM) practices in Chinese privately owned enterprises (POEs). While HRM practices in POEs are marketoriented, there is a lack of HR planning, commitment to training and development, and employee involvement and participation. The pragmatic HRM practices in POEs contribute to greater efficiency and rapid expansion of the private enterprise economy, but at the same time are associated with low employee job satisfaction, employees' organizational commitment, and their experience of disadvantages. These are issues that are all likely to cause labor disputes to occur. The findings of this study have significant implications for practitioners and further research. © 2008 Wiley Periodicals, Inc.     

Learning to perform? A comparison of learning practices and organizational performance in profit‐ and non‐profit‐making sectors in the UK

To date, much of the research on employee development activities and organizational performance has been conducted in private sector organizations, with the largely untested assumption that the same findings will apply to other sectors. This paper addresses the deficit by describing a study comparing differences in the use of employee learning practices between profit‐making and non‐profit‐making organizations, and examining the relationship between these learning practices and multiple dimensions of organizational performance. The study data was gathered through conducting structured telephone interviews with senior training and development managers in 368 UK organizations from a range of sectors. It was found that non‐profit‐making organizations had greater engagement in individual employee learning practices than profit‐making organizations, but no differences were found in terms of team learning practices or engagement in strategic needs analysis and evaluation activities. The analyses also indicated that individual learning practices showed a stronger relationship with performance in the non‐profit‐making organizations, whereas team learning practices were more significant for the profit‐making companies. The learning practices collectively accounted for greater variance in organizational performance in the non‐profit‐making organizations. The study implies that the functional aims of organizations need to be taken into account when examining the learning practice–organizational performance relationship.     

Organizational ethics education and training: a review of best practices and their application

Insuring that ethical action remains a vibrant aspect of an organization's climate and culture is an ongoing challenge for those responsible for training and development. To better understand what best practices are being utilized today, eight organizations in the Silicon Valley region of the United States were studied. Findings suggest that ethics training is particularly intensive when an employee is first hired, when rules, regulations and corporate values are shared during the indoctrination period. Training continues, but is often limited to online activities. Face‐to‐face interaction, necessary for learning and development, is usually reserved for specialized functions and senior level managers. Most firms emphasize a compliance‐based approach, with little attention directed toward developing moral competencies over time. In addition, assessment tools to measure ethical competencies are rarely used as performance criteria. Findings from this study reveal specific trends, which can inform, guide and improve practitioners' efforts to further develop ethical decision‐making and action within their organizations.     

企业如何制定有效的员工发展规划

现代企业经营环境的不断变化使得员工开发成为企业保证其长期发展的一项重要管理措施。通过对国内外企业进行员工发展规划的具体做法的分析与讨论，提出一种规范的企业制定员工发辰规划的程序．企业可以根据员工发展规划的原则与程序，结合自身的特点，为企业制定切实可行的员工发展规划．     

人力资源管理实践与员工态度关系研究——基于珠三角192家民营中小高科技企业的问卷调查

文章以珠三角7个国家级高新技术开发区的192家民营中小高科技企业的357份人力资源管理经理和1367份员工的数据,探讨了网络构建的人力资源管理实践影响员工态度的跨层次作用机制。研究结果表明,网络构建的人力资源管理实践与员工态度显著相关,而组织支持完全中介它们之间的关系。最后,对研究的理论意义和现实意义进行了讨论,并提出未来的研究方向。     

Women count: Perceptions of forecasting in sales

This study identifies sales managers’ perceptions of sales forecasting. We surveyed close to 400 business-to-business sales managers, split about equally by gender, and concluded forecasting-related preferences, beliefs, and desires. Herein, we evaluate gender differences and identify some critical perceptions of women that differ from the perceptions of their male counterparts. We also compare attitudes, behaviors, and demographics of women and men. We conclude with organizational recommendations and implications for firms concerning hiring practices, forecasting tool selection, training and development, and the use of an employee resource group.     

International briefing 16: training and development in the Republic of Ireland

This paper explores the landscape of training and development in the Republic of Ireland, a country with an impressive economic record in recent years. Both the Irish economic context and business context are explored. The national system for training and development and the surrounding policy and strategy context are set down. Survey data are drawn upon to examine the nature of training and development at organizational level. Here influence on training and development, levels of expenditure, the number of days per employee category and the dominant methods employed training and development are all discussed. Finally the academic study of training and development in the Republic of Ireland is examined.     

A longitudinal examination of HRM in a human resources offshoring (HRO) organization operating from India

Human resources offshoring (HRO) forms a significant part of the Indian business process offshoring (BPO) market. This paper assesses HRM in the emergent HRO sector. Longitudinal case-study research enables an in-depth examination of the development of HRM practices in an HRO organization where offshored HR services are delivered from two different cities in India. The paper highlights the development of HR activities focused on extrinsic incentives, rewards and penalties to influence employee behaviour. These practices are mediated by indigenous traditions, the nature of the service offering; management style and an aspiration to ‘role model’ systematic HR practices.     

Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises

This study explores direct and indirect relationships between involvement in formal training and development events, employee attitudes and withdrawal responses including turnover intentions and neglectful behavior for those employed in small and medium‐sized enterprises (SMEs). Questionnaire data were obtained from 185 staff employed in a diverse range of SMEs. Our results suggest that employees that participate in more training and development events are less likely to be considering leaving their employer and less likely to engage in neglectful behavior. However, the analysis revealed that the effects of participation in formal training and development are fully mediated by perceptions of organizational support and job satisfaction. In contrast to results from studies in large organizations, affective commitment was not found to be an influential determinant of employee exit intentions or neglect.     

Theory to practice: HIV/AIDS policies in operation within British retailing

Despite recent scientific advancements, Human Immune Deficiency Virus (HIV)/ Acquired Immune Deficiency Syndrome (AIDS) remains a serious health issue for those involved in employee management. The introduction of the Disability Discrimination Act (1995) has meant that increased numbers of HIV/AIDS infected workers are able to remain in employment, fully protected by this legislation. Because of the nature and characteristics of retail employment, it is suggested that retailers have an increased likelihood of encountering employees and/or customers with the disease, compared with most other industries. This paper examines one particular aspect of the challenge facing retailers, notably that of the ‘operationalization’ of their HIV/AIDS policies into practices, especially in terms of company selection rocesses, education and training, employee relations and employee assistance programmes. Data were collected from a number of leading retail companies, ¹ from which, important observations can be made with regard to retailers' attitudes towards employee welfare in general, and in relation to HIV/AIDS in particular. The research results indicate potential discrimination in terms of employee selection involving a significant number of major retailers, and little comprehensive education/training on HIV/AIDS occurring, despite evidence of disruptive behaviour by staff. In addition, the findings provide evidence that even major companies find it difficult to balance issues of employee welfare against the financial concerns of the organization, in terms of assisting affected employees.     

The Employee as ‘Dish of the Day’: The Ethics of the Consuming/Consumed Self in Human Resource Management

This article examines the ethical implications of the growing integration of consumption into the heart of the employment relationship. Human resource management (HRM) practices increasingly draw upon the values and practices of consumption, constructing employees as the ??consumers?? of ??cafeteria-style?? benefits and development opportunities. However, at the same time employees are expected to market themselves as items to be consumed on a corporate menu. In relation to this simultaneous position of consumer/consumed, the employee is expected to actively engage in the commodification of themselves, performing an appropriate organizational identity as a necessary part of being a successful employee. This article argues that the relationship between HRM and the simultaneously consuming/consumed employee affects the conditions of possibility for ethical relations within organizational life. It is argued that the underlying ??ethos?? for the integration of consumption values into HRM practices encourages a self-reflecting, self-absorbed subject, drawing upon a narrow view of individualised autonomy and choice. Referring to Levinas?? perspective that the primary ethical relation is that of responsibility and openness to the Other, it is concluded that these HRM practices affect the possibility for ethical being.     

美欧日的中小企业员工培训比较及对中国启示

我国中小企业员工培训存在大量问题,既有理论上的原因,也有实践上的原因。美国、欧盟、日本中小企业的员工培训在培训理念、组织、经费、内容、师资和方案实施过程方面有各自的特点,对我国解决目前中小企业员工培训所面临的问题有很大的启示。只要我们能够结合国情,借鉴国外的实践经验,一定能够建立我们自己的有效的中小企业员工培训体系。     

Corporate social responsibility and employee attitudes: The moderating role of employee age

This study examines the role of corporate social responsibility (CSR) on employee engagement and job satisfaction. Using 322 responses from employees of selected companies in Ghana, and employing hierarchical regression analysis, the study examines the direct impact of economic, legal, ethical and discretionary CSR practices on employee satisfaction and engagement in organisations. The study further explores the moderating role of employee age on the relationship between CSR and employee engagement and satisfaction. The results provide evidence that economic, legal, ethical and discretionary CSR practices influence higher employee engagement and satisfaction levels at work. However, the study finds no evidence of employee age moderating the association between each of the four CSR dimensions and employee job attitudes (engagement and satisfaction). These findings are insightful and provide a response to calls for research on these issues. The study contributes to the literature by demonstrating that ethical CSR practices strongly influence employees' satisfaction and engagement levels; legal and discretionary CSR activities also have an influence, though to a lesser extent; and the economic dimension of CSR activities has the least impact. The managerial, practical and further research implications of these findings are discussed.     

Corporate social responsibility and employee volunteerism: What do the best companies do?

Employee volunteerism as a practice of corporate social responsibility aids corporations by strengthening employee satisfaction and retention internally and by strengthening corporate reputations and connections with stakeholders externally. Of particular interest are the specific practices and procedures used by companies to encourage and support volunteer activities of their employees. We reviewed publicly available documents of Fortune's 100 Best Companies to Work For ranking to gain insight into how these best companies practice employee volunteerism and whether they link employee volunteerism to their corporate social responsibility strategy. We propose a connection of the position and importance of employee volunteerism in the corporate practices of social responsibility. Our findings suggest that many highly regarded companies specifically link employee volunteerism to their corporate social responsibility strategy. These companies also utilize similar practices to encourage and support employee volunteerism. We highlight the practices that managers could consider to support their corporate social responsibility efforts and offer several suggestions for future consideration.     

从被要求做到主动做：群体卷入模型视角下高参与人力资源实践对员工前瞻行为的影响研究

文章以333名员工和68名主管在两时间点进行的配对调查为样本,基于群体卷入模型的研究视角,探析了高参与人力资源实践与员工前瞻行为之间的关系,对员工感知的高参与人力资源实践如何通过员工组织地位感知促进前瞻行为进行了研究。研究结果表明,员工感知的高参与人力资源实践能够正向预测员工的前瞻行为,而员工组织地位感知在这一关系中起完全中介作用。同时,员工主动性人格会削弱组织地位感知对前瞻行为的正向影响,即相对于高主动性人格的员工,主动性人格较低的员工更易受到由高参与人力资源实践导致的组织地位感知的正向影响,进而更多表现前瞻行为。     

The relationship between training and innovation activities in enterprises

We examine the relationship between enterprises’ use of employee training (or education) as a method to stimulate new ideas or creativity among their staff and enterprises’ innovation activities. A data set of 5204 Norwegian enterprises is used. Based on correlation coefficients, we find a positive relationship between enterprises’ use of employee training and their innovation activities. This relationship is not found significant for innovative enterprises that developed the innovations mainly by themselves or together with external partners if we control for enterprises’ use of brainstorming sessions and/or work teams to stimulate new ideas or creativity among their staff. Training can, however, be argued to be indirectly related to innovation strategies, as it is combined with other human resource practices.     

Linking Human Resource Development Practices to Counterproductive Work Behaviour: Does Employee Engagement Matter

ABSTRACT

Although there is strong evidence in the literature to support the relationship between human resource development (HRD) practices and counterproductive work behavior (CWB), little is known about the psychological processes underlying this relationship. The present study examined whether employee engagement mediates the relationship between HRD practices and CWB. Participants were 271 employees enroled in a part-time Master of Business Administration (MBA) program at a large public university in Nigeria. After controlling for demographic characteristics, results showed that HRD practices were negatively related to CWB. The results also indicated that employee engagement plays a role in mediating the relationship between HRD practices and CWB.     

Corporate Social Reporting in the European Context and Human Resource Disclosures: An Analysis of Finnish Companies

This paper explores by means of content analysis the extent to which the Finnish biggest companies have adapted socially responsible reporting practices. The research focuses on Human Resource (HR) reporting and covers corporate annual reports. The criteria has been set on the basis of the analysis of the documents published at the European level in the context of corporate social responsibility (CSR), paying special attention to the European Council appeal on CSR in March 2000. As CSR is a relatively new concept in Finland, the paper also contributes to the discussion on interface between HR reporting (especially as based on measurements such as Human Resource Accounting and Intellectual Capital schools) and corporate social reporting practices. The results of the content analysis indicate that social reporting practices are still at an early stage of development in Finland. The most reported theme was ‘training and staff development’. A positive sign was that the majority also disclosed themes ‘participation and staff involvement’ and ‘employee health and well-being’. Furthermore, nearly one-third made references to their work atmosphere or job satisfaction survey. However, disclosures lacked overall consistency and comparability with each other and especially quantitative indicators were disclosed by few. Further concern was lack of information related to the theme equal opportunities and going beyond a sheer disclosure of age or gender structure. The other issues rarely disclosed were those related to employee work–life balance and integration of disadvantaged groups in the labour markets.