Absence management of migrant agency workers in the food manufacturing sector

Temporary workers in low-skilled roles often experience ‘hard’ HRM practices, for example the use of the Bradford Factor to monitor absence, rather than using incentives to reward attendance. However, this peripheral workforce has become increasingly diverse in the UK since the A8 European Union expansion, which has seen over a million migrants from central and eastern Europe register to work in the UK. Importantly, there is also heterogeneity within this group of workers, for example between those who intend to migrate for a short period of time then return, and those who are more settled and wish to develop a career. By considering the particular case of absence management, this paper examines how these different groups of migrants respond to HRM practices. The key contribution of the paper is to examine how different groups of migrants experience these practices, rather than simply comparing migrant and native workers as two homogeneous groups. The paper presents data from the food manufacturing sector in the UK. In total, 88 semi-structured interviews were conducted with operations managers, HR managers, union convenors and workers on permanent, temporary and agency contracts. In addition, data from informal interviews and observation at five companies are presented.     

Effects of the ‘principle of non‐discrimination’ on temporary agency work: compensation and working conditions of temporary agency workers in 15 European countries

This article examines, with reference to Europe (EU‐15), whether temporary agency workers experience less favourable working conditions and compensation than employees with a standard employment contract. Furthermore, it analyses whether the same differences exist in European countries with and without the principle of non‐discrimination in force. The results show that discrimination of temporary workers persists even when we control for other factors. Second, in countries with the principle of non‐discrimination in force, the discrimination is higher with respect to employer‐provided training.     

电子商务物流中心如何实现高效运营——访五洲在线电子商务(北京)有限公司副总裁杨海明

五洲在线成立于2007年,以电子商务服务为核心业务,专注于为传统企业做电子商务系统和仓储物流运营,可以说是聚焦于仓储物流的电子商务外包商。自2008年以来,随着电子商务发展又一个高潮的到来,越来越多     

柏瑞安精确的物流运作与管理

为了降低产品生产成本、提高生产效率,从国外到国内,电子企业不断地将生产任务外包给专门的生产服务商(EMS),这已成为电子行业发展的一种趋势.北京柏瑞安科技有限责任公司就是近年来异军突起的EMS企业之一.     

On the job and co-worker commitment of Dutch agency workers and permanent employees

This article explores the relationship between employment status (agency workers vs. permanent employees) and affective and normative job and co-worker commitment. Our study was conducted on employees from four metal companies in the Netherlands. As HRM practices seem to influence employee commitment, we performed 89 interviews across all four companies and included blue-collar workers, their managers (direct supervisors, HR managers and production managers), as well as works council members. To test our hypotheses on commitment differences, we conducted quantitative research within the companies (permanent employees N = 167; agency workers N = 54), all blue-collar workers. Results show that permanent employees and agency workers express similar degrees of commitment to their job and to their co-workers, apart from affective commitment to co-workers, which is lower for agency workers than for permanent workers. We argue that national legislation, as well as managers' attempts to offer HR practices equal to those of permanent staff, play a prominent role in stimulating agency workers' commitment.     

Dilemmas in the management of temporary work agency staff

Temporary jobs account for an increasing proportion of new engagements in the UK labour market, with temporary work agencies or 'labour market intermediaries' occupying a central role in the regulation of entry into some organisations. Such evolving arrangements have been found to have their contradictions, even for the host organisation. This article explores the internal and external pressures to use a temporary work agency as a means of recruiting labour at host organisations. It considers some of the HRM issues that stem from the use of such workers, including the tendency to devolve HRM to the managers of such agencies operating within the host organisation. Central to this article is a consideration of the potential sustainability of organisations' use of temporary agency workers, engaging with this concern from the perspective of organisational cost‐effectiveness.     

Explaining variations in absence rates: temporary and agency workers in the food manufacturing sector

This article responds to a recent call in a provocation article in the Human Resource Management Journal by Thompson to use workplace studies to investigate employees' experiences of HR practices. Examining the particular case of absence management, the article investigates the experiences of short‐term workers in the food manufacturing industry in the UK. Variations in absence rates between directly employed temporary workers and agency workers are shown to be the result of differing levels of managerial control over absence, which affects workers' ability to use absence as a form of industrial conflict to escape a low‐skilled and monotonous work process.     

Optimal timing of management turnover under agency problems

We explore the timing of the replacement of a manager as an important incentive mechanism, using a real options approach in a situation where the timing of the decision to replace the manager is related to a major change in a firm's strategies that involves spending large amounts of various sunk adjustment costs. Using a continuous-time agency setting, we show that when renegotiation is not possible, the early replacement of the manager of a lower quality project (prior to the first-best trigger level) occurs only if a moral hazard or an adverse selection problem exists. We also indicate that the possibility of renegotiation drastically changes the results.     

检测实验室质量管理体系的建立与运作

文章对质量管理体系建立的过程和方法,以及自我完善与持续改进的思路进行了论述。     

变革中的IT运营管理

文章归纳了IT运营所经历的三个发展阶段及其特征,分析出影响IT运营管理质量的主要原因是IT有效性管理与客户体验性管理之间的的脱节,提出IT运营管理人员必须首先立足于关心与改善客户从IT上所获得的体验这一核心原则上,给出了贯穿于IT运营全生命周期工作的具体管理原则,通过标准化、集中化、自动化、智能化等实现IT的有效性管理与客户体验管理两方面的统一。最后,笔者提出了一个提升IT运营管理效率的技术平台参考模型,以松耦合合总线方式实现企业IT运营的可持续发展。     

薪酬管理制度对于企业运营的重要性分析

薪酬能够对企业运营过程中员工付出的劳动进行经济补偿和非经济补偿,加强薪酬管理能够推动企业的进步和发展。文章首先对薪酬进行了概述,分析了薪酬的概念、作用、构成以及分类,又针对薪酬管理的定义及目的,以及相关的管理理论进行了研究分析,最后,针对企业运营中薪酬管理制度的重要性进行了探究。     

Relative deprivation of temporary agency workers in the public sector: The role of public service motivation and the possibility of standard employment

Although public service organisations have increasingly relied on nonstandard employees, little research has investigated their work experiences and job attitudes. This paper examines the mechanism by which temporary agency workers' experience of relative deprivation affects their organisational attachment toward their client firm in the public sector. Based on data collected from temporary help agencies working with an international airport in Korea, we found that the perceived likelihood of standard employment mediated the negative relationship of relative deprivation to organisational attachment. Moreover, the indirect relationship of relative deprivation with organisational attachment via perceived likelihood of standard employment was strong and significant among those with high public service motivation but was not significant for those with low public service motivation. We discuss the implications of this study in building a better understanding of relative deprivation and nonstandard work arrangements in the public sector.     

全面预算管理的成功要件

全面预算管理并非一用即灵的妙药.要成功实施全面预算管理,企业必须理解其实质,掌握相关经济管理理论,形成良好的企业文化,制定相应的考核办法,采用适当的预算编制方法,并建立预算预警系统.     

Corporate control and management compensation: Evidence on the agency problem

This paper finds a relationship between management compensation and corporate control consistent with the hypothesis that in closely held companies major shareholders engage in monitoring activities that reduce the residual loss portion of agency costs. This result is incosistent with Fama's (1980) suggestion that the wage determination process in managerial labor markets may resolve the agency problem.     

Client organizations and the management of professional agency work: The case of English health and social care

A growing reliance on agency workers can lead to significant risks for client organizations, especially in core organizational roles. It has been suggested while these risk can be mitigated through investments in human resource management (HRM) directed at agency workers, in reality these will be hard to implement. This article draws upon Lepak and Snell's (1999) HR architecture model and uses a comparative case study method to explore this issue, focusing on agency working in core nursing and qualified social worker roles. The findings illustrate how client organizations can become more involved in the management of agency workers than has previously been acknowledged. Our analysis also identifies the conditions that shape this client‐side involvement, including the nature of agency worker contracts, the role of temporary work agencies, competing organizational cost‐control priorities, and perceptions of the regulatory context. These conditions are brought together in a general model for understanding the largely neglected role that client organizations play in the HR management of agency workers.     

Local development and business creation. The role of local development workers in project management

The participation of social inclusion workers in project management is to a large extent aimed at setting up businesses and mainly entails working with businessmen and women and entrepreneurs. Policies formulated to this end involve four lines of action: improving infrastructure; managing local businesses; supporting and managing the creation of micro-businesses and small and medium-sized enterprises; and carrying out socio-economic studies which aid the economic and social development of a particular local community. This study includes an analysis of the characteristics of the service provided by local development workers with regard to the development areas concerned, the nature of the work carried out and the groups involved, the characteristics of the service offered to entrepreneurs and groups of entrepreneurs and the characteristics of the projects managed. Field work was carried out during the 2004 which entailed the use of a questionnaire intended for all local development workers included in our own directory.     

计时管理在快递业务操作中的应用

从时间管理的角度为快递作业的全过程规划出操作时间标准,并为快递操作装上醒目的计时器,能够强化快递企业对各环节操作时间的管理。     

基于价值流程图的运营管理研究

以价值流程图为工具,运用统计分析的方法,分析了生产制造企业的现有运营管理,提出改进方案,以缩短lead time,提高服务水平,控制在制品库存,提高生产率,实现精益生产.