共查询到20条相似文献，搜索用时 15 毫秒
1.
Monowar Mahmood 《Asia Pacific Journal of Human Resources》2015,53(3):331-350
This study investigates influence of some important features of multinational corporations' (MNCs) such as their corporate strategies, structures, and international policy orientations, on subsidiaries' human resource management (HRM) practices, and particularly on employee recruitment and selection activities. Four European multinational subsidiaries operating in Bangladesh were selected for the study. In‐depth case studies revealed that the subsidiaries' recruitment and selection practices were guided by the changing nature of corporate structures, production strategies, and headquarters' international HRM policy orientations. The study also shows that the development of employee recruitment and selection practices by subsidiaries is not solely dependent on their parent companies. The roles and capabilities of subsidiaries also influence subsidiary–headquarters relationships, and consequently, the development of different employee recruitment and selection practices at the subsidiary level. 相似文献
2.
本文通过分析(SR&S),探讨SR&S是否与机会平等、无歧视等工作措施相兼容。首先从学术理论探讨SR&S的发展历程,以及与机会平等、无歧视工作措施的联系,其次探讨他们的一致性和矛盾性,最后根据Compton et al.(2009)的观点提出可行性建议。 相似文献
3.
Ibraiz Tarique Randall Schuler Yaping Gong 《International Journal of Human Resource Management》2013,24(2):207-224
A large proportion of the multinational enterprise (MNE) literature focuses on parent country national (PCN) expatriates. The high costs of managing and supporting PCNs on foreign assignments, however, have made these assignments less attractive for MNEs and, as a result, MNEs are more actively exploring ways to effectively utilize third country nationals (TCNs) and host country nationals (HCNs), as well as PCNs to satisfy international subsidiary staffing needs. Grounded in the person–environment (P–E) fit theory, we delineate three environmental dimensions (strategic, national and organizational) to offer some propositions that may serve to guide this exploration. These propositions are based on an integrative model that examines the MNE subsidiary staffing composition under different combinations of strategic, national and organizational dimensions. We conclude with suggestions for future research. 相似文献
4.
本文以石化企业市场营销人员的招聘为背景,深入浅出地介绍了营销人员的特点和共同点,并详细的说明了企业在营销人员招聘中应注意的事项。为企业能够招聘到优秀营销人员,组建优秀的营销团队提供保障和依据。 相似文献
5.
Lynne Bennington 《Employee Responsibilities and Rights Journal》2001,13(3):125-134
Given that most Australian states have gone further than most U.S. states in their age discrimination legislation, it is of interest to research the types and extent of age discrimination in the recruitment and selection process in a jurisdiction that prohibits all discrimination based on age (not just against those 40 years or over). Four studies examining different parts of the process and the perspectives of different players in the system were conducted. Each study and each methodology detected converging evidence of ongoing age discrimination, from the language used in job advertisements to messages delivered by recruitment consultants to self-reports of employers to the experiences of job applicants. 相似文献
6.
Weerahannadige Dulini Anuvinda Fernando Laurie Cohen 《International Journal of Human Resource Management》2017,28(15):2184-2207
In a qualitative study based on 25 interviews, we examine highly skilled workers’ accounts of class-based closure in emerging occupational sectors in Sri Lanka. Our findings reveal holes in the entrance criteria firms demanded to secure their elite status. Highlighting how individuals who were excluded at junior levels negotiate entry at mid/senior levels, we show how ‘poachers turn into gamekeepers’, illuminating the dialectical relationship between exclusion and inclusionary usurpation. We contextualise organisational closure, highlighting the influence of wider societal effects on the process. 相似文献
7.
Kamalesh Kumar Giacomo Boesso Rishtee Batra Jun Yao 《Business Strategy and the Environment》2019,28(6):1121-1130
This study uses the theoretical frameworks of institutional theory and comparative capitalism to demonstrate how cross‐cultural differences in national institutional frameworks are related to differences in the meaning and the nature of corporate social responsibility (CSR) and, as a result, how they create different incentives and opportunities for companies to engage in stakeholder management activities. More specifically, we draw upon the framework of “explicit” and “implicit” CSRs to investigate whether and how stakeholder management practices and programs differ between the United States and Japan. We first develop and validate a Stakeholder Engagement Activities (SEAs) scale, designed assess differences in the approach (explicit or implicit) that companies use to address a variety of common SEAs. Then we analyze data and present the results of surveys collected from 227 companies in the United States and Japan. We find that although the SEAs of American companies are characterized by strong “explicit CSR,” in contrast, the SEAs of Japanese companies exhibit strong “implicit CSR.” In the discussion that follows, we attribute these distinctions in the SEAs to differences in the configuration of political, economic, and market mechanisms in each country. The findings of this study contribute to a more nuanced understanding of the differences in prevailing CSR practices of American and Japanese companies than noted by previous researchers. From a practitioner's perspective, the findings of this study reveal that despite the global nature of CSR, stakeholder management practices are both interpreted and operationalized differently due to differences in national institutional frameworks. 相似文献
8.
Hiromichi Shibata 《International Journal of Human Resource Management》2013,24(2):330-345
This paper analyses two Japanese transplants that have been manufacturing products in Thailand for a number of years. The research shows that these transplants have not fully adopted three Japanese work practices that are characteristic of workplaces in Japan (the significant troubleshooting skills possessed by production workers, the production support work provided by assistant first-line supervisors and the overlapping roles of manufacturing engineers). The low wages and the subdivided job consciousness of Thai employees, the presence of Japanese expatriates who are not familiar with the workplace practices actually used in Japan and the fact that the transplants have manufactured standardized mature products that do not require high troubleshooting skills, are found to be the main causes for the incomplete transfer of work practices from the mother company. 相似文献
9.
Although staffing can be a critical determinant of whether small businesses succeed or fail, there has been less research in this area than might be expected, given the large numbers of such firms. While there has been some research on specific recruiting and selection practices, there has been little attention to the strategic aspects of staffing. We investigated relationships between strategic approaches to staffing and small‐firm performance using lagged survey data from 139 founders and owners of small firms. Results indicate that recruiting approaches imitating the practices (processes) of larger businesses are positively related to a perceptual measure of firm performance. Selection approaches stressing a growth orientation are also positively related to firm performance. Finally, founders’ and owners’ perceptions of the strategic importance of human resources moderate the relationship of firm performance with imitative recruiting practices as well as with growth‐oriented selection practices. An important contribution of this article is that contextual knowledge facilitates our understanding of the performance implications of staffing practices in small firms. © 2015 Wiley Periodicals, Inc. 相似文献
10.
物流热背景下,外资快递企业、一般物流企业和工商企业等物流人才需求方与高校和各种培训机构等物流人才供应方在人才的供求方面存在着差距。需方更注重人品、素质,供方注重提供学历、证书,学历教育应从就业教育、建设实用型实践课程等方面着手缩小供需差距。 相似文献
11.
Andrea Ordanini Giacomo Silvestri 《International Journal of Human Resource Management》2013,24(2):372-391
While human resource (HR) activities have traditionally been performed internally, the outsourcing of HR practices is a rapidly increasing phenomenon. The accelerated rate of HR outsourcing also corresponds to a sweeping change in which non-transactional activities, such as recruitment, selection and training, are among the most outsourced HR practices. This article investigates the outsourcing decisions of recruiting and selection (R&S). It develops a predictive model based on efficiency drivers, rooted in transaction cost economy (TCE), and competitive motivations, derived from the resource-based view. The model has been tested in a sample of 276 medium and large enterprises in two specific contexts: the outsourcing of administrative R&S practices (job advertisement and pre-screening) and that of the more strategic R&S practices (colloquia and selection). Findings confirm the relevance of both categories of predictors, but they reveal how efficiency motivations are more important for the decisions to outsource administrative R&S practices while competitive issues matter more for the strategic side of R&S activity. Theoretical and managerial implications are offered on the basis of such evidence. 相似文献
12.
13.
轮胎的选型不仅影响汽车的运行消耗,而且影响汽车的使用性能。文中对汽车轮胎的选型和装配使用进行了分析,用实验对比分析论证了轮胎选型的误区,提出轮胎选型和装配使用的正确方法。 相似文献
14.
Thomas Garavan Irfan Ullah Fergal O'Brien Colette Darcy Worakamol Wisetsri Gul Afshan Yasir Hayat Mughal 《Asia Pacific Journal of Human Resources》2023,61(1):32-56
Green human resource management (GHRM) practices increasingly receive attention by both HRM scholars and practitioners. Research on these practices has emphasised systems rather than individual HR practices and HR managers' perceptions rather than employees' perceptions of these practices. In addition, little attention has been paid to the mediating mechanisms that link employee perceptions of GHRM practices to voluntary green work behaviour (VGWB) outcomes. This study addresses these research gaps by investigating the impact of employee perception of four individual GHRM practices – recruitment, selection, performance management and compensation – and their impact on employee VGWB in Chinese manufacturing firms. We also investigate the mediating role of reflective moral attentiveness (RMA). Applying signalling theory and drawing on data collected from 300 employees in 50 manufacturing organisations, we found a direct relationship between all four individual GHRM practices and VGWB. We also found that RMA partially mediated the relationship between selection, performance management and compensation practices (but not recruitment) and VGWB. We discuss the theoretical and practical implications of our study findings. 相似文献
15.
《Asia Pacific Journal of Human Resources》2017,55(2):255-274
Governments in the western world are increasingly experimenting with education policies that devolve responsibility for hiring and staffing to the local school level. Driven by forces of neoliberalism, marketisation and decentralisation, such reforms differentially affect schools as a result of various geographic and socio‐spatial factors. This article presents the findings of a recent study of public schools in the Australian state of New South Wales, and the impact that the government's Local schools, local decisions policy has had on staffing and hiring decisions within schools considered ‘hard‐to‐staff’. Drawing on interviews conducted with school principals and representatives of industrial bodies, this article reveals the differential and geographically diverse impact of devolutionary reform on ‘hard‐to‐staff’ schools. It posits that while the reforms facilitate the augmentation of staffing composition and enhanced decision‐making flexibility, the interaction of the policy with existing staffing processes undermines the reform's potential. 相似文献
16.
This study examines how successive outsourcing of recruitment activities to an external provider—also known as recruitment process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between‐subject design. Results provide support for negative effects of the extent of RPO on graduates' satisfaction with the recruitment process and company attractiveness. More‐over, mediated by graduates' satisfaction with the recruitment process and company attractiveness, an increasing extent of RPO negatively influences job‐acceptance intentions. © 2012 Wiley Periodicals, Inc. 相似文献
17.
企业与求职者之间关于求职者能力认知的信息不对称,导致企业面临2种逆选择风险。这2种风险都会给企业带来显著的费用增加和机会损失。文章从经济学角度讨论了避免招聘风险的具体措施,并评价不同措施的有效性。 相似文献
18.
Discrimination in the labor market has historically been associated with gender, race, ethnicity, and age. This article introduces another basis of discrimination—international experience—which may exist in developing countries because of a colonial mindset. The research is an exploratory study, based on an analysis of in‐depth semistructured interviews with 8 HR managers, 19 employees with international experience, and 24 employees without international experience (N = 51) working in the oil and gas and telecom sectors of Pakistan. Results indicate some initial evidence of a bias, and hence discrimination during recruitment for entry‐level positions. Findings also indicate that international experience may contribute to enhanced employment opportunities, career progress, and higher compensation at senior‐level leadership positions, leaving those without such experience at a disadvantage. While in some cases international experience may be a genuine occupational requirement (GOR), further research is needed to identify whether this is in fact a GOR for senior level positions in all types of organizations or indirect discrimination under the guise of GOR. Recommendations for HR managers and organizational leaders are also set out, which can be applied in practice to foster equality of opportunity in the workplace. © 2017 Wiley Periodicals, Inc. 相似文献
19.
George C. Thornton III Diana E. Krause 《International Journal of Human Resource Management》2013,24(2):478-498
No recent survey documents differences in assessment center (AC) practices for selection and development in organizations in diverse countries. We analyze the design, execution, and evaluation of AC selection programs compared to development programs in a sample of 144 organizations in 18 countries. Our comparison identifies similarities and differences in job analysis techniques, dimensions (job requirements), observer pools, methods of assessor training, exercises and psychometric testing procedures, information provided to participants, and areas of evaluation of the program by participants. Results show important differences between selection and developmental programs which may be explained by economical, legal, and social factors. We also point out features of ACs that should be designed differently to optimize objectives. 相似文献
20.
At the direction of the U.S. Senate subcommittee on Governmental Affairs, the general Accounting Office (GAO) conducted a survey of employee involvement practices within American companies. The population consisted of top management within Fortune's 500 largest manufacturing and 500 largest service companies. An analysis of the data examined three broad areas relating to employee involvement: (1) the existing organizational programs and processes such as personnel practices, information sharing, and training; (2) the degree of corporate participation in specific employee involvement programs including the reasons for undertaking employee involvement programs, and the perceived barriers to the implementation of employee involvement programs; and (3) the perceived effect of employee involvement on organizational operation as measured by changes in indicators of performance and activities within the internal business environment. 相似文献