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Auswahl der wissenschaftlichen Literatur zum Thema „Employer organisations“
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Zeitschriftenartikel zum Thema "Employer organisations"
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Arasanmi, Christopher N., und Aiswarya Krishna. „Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment“. Industrial and Commercial Training 51, Nr. 3 (04.03.2019): 174–83. http://dx.doi.org/10.1108/ict-10-2018-0086.
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PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support (POS) as an employer branding technique affects employee retention. Second, POS significantly influenced employees’ organisational commitment (OC) as a predictor of employee retention. Third, the relationship between organisational support and employee retention was mediated by OC in this study.Research limitations/implicationsThis study examined POS as an employer branding strategy; the findings have a number of valuable implications for organisations. This study suggests that organisations should develop adequate organisational support mechanisms as a way of acquiring the status of a better employer among different stakeholders.Practical implicationsPrecisely, the findings imply that organisations should focus on increasing organisational support to attract, maintain and retain employees because employees desire conducive and favourable work environments.Social implicationsA well-crafted and efficiently implemented organisational supportive strategies may enhance the reputational status of the organisation as an employer brand among its future job applicants.Originality/valueThis study tested POS as an employer branding attribute in the New Zealand context; research on POS as an employer branding strategy is scarce. The results suggest that organisations that embrace organisational support mechanisms as employer branding strategy succeed in maintaining and retaining their talents for a longer time.
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Chawla, Poonam. „Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit“. Industrial and Commercial Training 52, Nr. 1 (24.12.2019): 35–49. http://dx.doi.org/10.1108/ict-06-2019-0063.
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Purpose The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit. Design/methodology/approach The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling. Findings The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement. Practical implications Understanding and implementing employer branding strategies provides the organisation with a tool for not only harnessing good employees but also facilitates them to engage and retain them. Employer branding strategies ensure an increase in employee’s sense of belongingness and alignment of goals. Value congruence in the form of person organisation fit also ensures that employees believe that they are valued across the organisation and may go an “extra mile” to achieve organisational objectives. Originality/value Employer branding is a comprehensive strategy which can be used by employers to attract and retain talented employees. In a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.
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Gupta, Bindiya, Shweta Mittal und Vivek Mittal. „Employer branding and its relation with HR functions of employee recruitment and retention: A review of literature“. Marketing Review 19, Nr. 1 (29.11.2019): 85–105. http://dx.doi.org/10.1362/146934719x15633618140792.
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The current recruitment scenario, which is highly dynamic and challenging, calls for the attention of academics and practitioners alike. Recently, several studies were conducted to understand the possible relationship between employer branding and employee retention (Gilani & Cunningham, 2017; Wilden, Gudergan, & Lings, 2010). In the present study, an attempt has been made to explore the impact of employer branding on employee recruitment and retention. A comprehensive literature review of previous studies on this topic was conducted, in an attempt to understand the influence of employer branding on each aspect of recruitment. For this purpose, concepts from signalling theory, person-organisation fit and social identity were considered. Careful analysis of previous studies reveals that employer branding has an impact on an organisation's ability, not only to recruit, but also to retain, desired employees. Further, the organisations which are able to successfully project their images as potential employers of choice are bound to reap benefits in the long run.
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Chawla, Poonam. „Impact of Employer Branding on Employee Engagement in BPO Sector in India With the Mediating Effect of Person-Organisation Fit“. International Journal of Human Capital and Information Technology Professionals 11, Nr. 3 (Juli 2020): 59–73. http://dx.doi.org/10.4018/ijhcitp.2020070104.
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With human capital emerging as a sustainable source of strategic advantage organisations are focusing on developing employee value propositions which consistently engage their workforce so that they can proactively contribute towards the achievement of organisational goals. This research investigates the impact of employer branding strategy (a mechanism used by organisations to engage competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organization (P-O) fit. The study analyses a sample of 296 employees working in the BPO sector (offshore call centres) in India. The proposed model is tested with the help of structural equation modelling. The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement. It can be deduced that employer branding is a comprehensive strategy which can be used by employers to engage employees. Thus, in a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.
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Gilani, Hasan, und Shabana Jamshed. „An exploratory study on the impact of recruitment process outsourcing on employer branding of an organisation“. Strategic Outsourcing: An International Journal 9, Nr. 3 (21.11.2016): 303–23. http://dx.doi.org/10.1108/so-08-2015-0020.
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Purpose This paper aims to focus on “Recruitment Process Outsourcing” (RPO) as a key element of improvement in corporate brand of organisation through using the talent and capabilities of employees. This research explores the linkages and interconnection between the concepts of RPO and its contribution towards the employer branding process. The review of the literature on RPO and employer branding identifies an emergence of conceptual framework based around outsourcing effectiveness and its impact on employer branding. Design/methodology/approach Exploratory research was carried out using case study analysis to give clear and deep understanding of the RPO and its impact on employer branding. This was conducted by using the semi-structured interviews with the HR and marketing managers using the qualitative method. The findings propose a conceptual framework which is representative for the organisations engaged in RPO. Findings The key findings include talented employees’ role in improving the brand image of any organisation; the development of customers’ perceptions through their attitude and behaviours; the reduction in the HR costs through RPO Services, the responsibility of the organisation taken by RPO which provides the chance for HR professionals and top management to focus on core activities; and the organisational care in selection of the RPO service provider as per their criteria. Research limitations/implications This research has been limited to assessing the impact of RPO on the employer branding of manufacturing organisations purely due to access issues. The research clearly establishes a good link between the operationalisation of RPO and its direct influences on an organisation’s employer branding through its outsourced employees. The research clearly highlights the importance of and the vital role played by the outsourced employees and how they need to be nurtured through a strong corporate culture and make them great brand ambassadors. Practical implications At the practical level, this study has several managerial implications, as the findings provide a good understanding of the concept of RPO and how it impacts the employer brands of the organisation. The research gives confidence to the HR managers and directors on the importance of outsourced staff members and the need to address the issues concerning the employee branding of an outsourced member of staff. The outcome of the research gives a conceptual model which represents the impact of an outsourced employee on the employer branding process of the organisation. This conceptual model highlights the many different factors that need to be addressed by a HR manager to keep consistency in employee branding of the organisation. Social implications The social implications of this research relate to the wellbeing and motivated staff members of an organisation, even though they do not work directly under the brand of the company they serve in. As mentioned in the research findings, the complications of the RPO process usually has drastic and serious impacts on employee attitudes and feelings when it comes to issues like change management, job satisfaction and the sense of belonging to the organisation. By addressing the different factors explored in the conceptual model of this research, an outsourced employee can feel equally motivated and belonging to the organisation they serve in, just as any other permanent member of staff who acts like an ideal brand ambassador for the employer branding of the organisation. Originality/value This research is original and adds value to the dynamics of RPO processes by exploring the impact of the process on employer branding of the organisation through its brand ambassadors. This research paves way for further research to be carried out within service organisations where employees play a vital role in being the brand ambassadors of their employer brands.
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Demougin, Philippe, Leon Gooberman, Marco Hauptmeier und Edmund Heery. „Employer organisations transformed“. Human Resource Management Journal 29, Nr. 1 (18.12.2018): 1–16. http://dx.doi.org/10.1111/1748-8583.12222.
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Pinková, Aneta. „Employer Organisations and Business Groups in the Czech Republic“. Politics in Central Europe 11, Nr. 1 (01.04.2015): 75–90. http://dx.doi.org/10.1515/pce-2015-0002.
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Abstract This article is a case study focusing on employer organisations and business organisations in the Czech Republic. In legal terms, employer organisations are a specific type of interest group with special regimes of registration and record keeping. Unlike business groups, they are endowed with certain privileges and, in particular, can participate in collective bargaining. This study analyses the relations between these two types of groups. The database originates from a questionnaire-based survey undertaken in 2010 among 91 groups representing businesses and employers. The analysis focuses on the relationship between a group’s registration as an employer organisation and its orientation towards employer and business interests. It also investigates similarities between the two organisation types in terms of secondary organisation and strategies used. The analysis suggests that the differences between these two types are minimal and that the possibility of participating in collective bargaining and in tripartite counselling bodies remains the only relevant distinction. This holds true even when we take into account these groups’ self-perceived primary role, i.e. defending their members as employer or as business organisations.
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Sutherland, M. M., D. G. Torricelli und R. F. Karg. „Employer-of-choice branding for knowledge workers“. South African Journal of Business Management 33, Nr. 4 (31.12.2002): 13–20. http://dx.doi.org/10.4102/sajbm.v33i4.707.
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Attracting knowledge workers is recognised as a critical success factor by organisations. In order to succeed in the war for talent many organisations realise they need to brand themselves as employers of choice. This research established the factors knowledge workers regard as important organisational attributes when seeking an employer and what communication channels signal these attributes to knowledge workers.This was a two-phase study involving 274 knowledge workers. Qualitative research identified the organisational attributes desired and the communication channels used. Quantitative research using Factor Analysis, Kruskal Wallis and Mann Whitney U tests established the underlying factors, their order of importance and the significant differences in the target market segmentation.The findings show 11 underlying factors, with career growth and challenging work opportunities being the most desired attributes. Word of mouth and/or current employees are the most used communication channels. Differences in the target market were noted by gender, age and cultural groupings. Recommendations are offered for organisations seeking to become employers of choice.
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Traxler, Franz. „Employers and employer organisations: the case of governability“. Industrial Relations Journal 30, Nr. 4 (November 1999): 345–54. http://dx.doi.org/10.1111/1468-2338.00130.
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Bera, Agata. „In Search of Outcomes of a Psychological Contract in Public Organisation“. International Journal of Contemporary Management 57, Nr. 2 (01.06.2021): 9–18. http://dx.doi.org/10.2478/ijcm-2021-0005.
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Abstract Background Sustainable development of employees is based primarily on practices oriented towards caring for the relationship between the employer and employee. In this approach, the employee's and the employer's perception of mutual obligations, the employee's belief in the conditions for the exchange of mutual experiences with the employer, and mutual obligations resulting from establishing an employer-employee relationship become important factors and elements of the sustainable development strategy of employees. A growing number of soundscape studies involve a psychological contract literature. However, outcomes have not yet been thoroughly reviewed. The need for a study with this purpose is proven by the fact that academic literature lacks a systematic review of this topic, despite the ascending trend in the number of published articles in the field. Therefore, this study aims at identifying the main outcomes of a psychological contract in public organisations. Research aims The purpose of this literature review was to identify the main effects of psychological contracting in public organisations. We also aimed to collect fragmented academic knowledge produced by pertinent studies. Methodology This article adopts the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach to conduct the systematic literature review. The final sample of 41 empirical and conceptual studies were scientifically screened and synthesised. Findings This study establishes that a psychological contract is a complex phenomenon influencing individual, group, and organisational outcomes directly. The application of a systematic literature review demonstrates the importance of a psychological contract for public organisations. The review suggests an agenda for further research and identifies practical implications for public organisations.
Dissertationen zum Thema "Employer organisations"
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Lee, Kuan-Fang. „Organisational commitment : employer expectations in the context of Taiwanese organisations“. Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.
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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.
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Hassan, Fadomo, und Simon Gelin. „The role of employer branding onemployee retention. : A study regarding bank organisations abilities to keep current employees“. Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-86220.
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The Swedish banking industry is constantly exposed to changes, mainly due to the revolutionof digitalisation. Mobilisation is another factor which affects the industry mainly by challengingemployers. The supply in the labour market has increased markedly and the needs of employeesare ever changing. With a wider range of employers to choose from, the efforts to meet theneeds of employees are more important than ever before. It is, therefore, important thatorganisations find ways to distinguish themselves from its competitors. Handelsbanken is oneof Sweden's largest organisations in the bank industry, they are well known for theirdecentralised organisational and have large markets shares mainly nationally but can be foundinternationally as well. The purpose of this research project is to gain a broader understandingregarding which strategies, within Employer Branding, organisations in the banking industryuse to motivate and keep current employees. To answer this research purpose a theoreticalframework has been conducted based on the following theories: employer branding, employeevalue proposition and employer retention. Primary data has been collected through semistructuredinterviews with ten respondents from Handelsbanken, including both managementand current employees. Results have shown that the studied bank have considered and appliedstrategies to meet the needs of their employees. Handelsbanken’s employees value the giventrust, development opportunities and the local decision making the organisation has. Theanalysis of these results leads to the conclusion that the employee retention efforts made by theemployer are successful. Internal options regarding career changes contribute to motivatingfurther engagements. An employee often strives for security and by offering internalmobilisation the organisation has established conditions to achieve a long-term career withinthe company. Since the study only includes the perspectives of one organisation within theindustry the results cannot be generalised for the whole industry.
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Ilic, Josefin, und Matilda Tranell. „What Influences Employees to Become Digital Advocates? : A Quantitative Study of the Relationship Between Employer Branding and Digital Employee Advocacy in Industrial Organisations“. Thesis, KTH, Industriell Marknadsföring och Entreprenörskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-230625.
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Since the introduction of social media, the corporate communication landscape has changed significantly, and thus organisations need to find new innovative ways to communicate. One emerging strategy is digital employee advocacy, which ultimately means that employees voluntarily endorse their employers on social media platforms. As of now however, research on how organisations should operate in order to encourage such behaviour is rather unexplored and inadequate, and a stronger understanding of the motivation and underlying mechanisms is needed. One concept that is conceptually identified as a driver for employee advocacy is employer branding, both directly and indirectly through organisational commitment. Therefore, this thesis aims at investigating and analysing the relationship between employer branding and digital employee advocacy as well as the dimensions of employer branding. Ultimately, the purpose of this thesis is to generate insights on which industrial organisations can build strategies for digital employee advocacy programs. This was done by collecting quantitative data through a questionnaire distributed among employees in a Swedish industrial organisation. Based on the data, a PLS-SEM analysis was conducted that both evaluated a newly developed employer branding scale and the relationships between employer branding and digital employee advocacy. The results from the analysis show that employer branding consists of five dimensions: training and development, healthy work atmosphere, ethics and CSR, work life balance as well as compensation and benefits. Furthermore, it can be concluded that employer branding does not lead to digital employee advocacy directly. It can however be shown that the relationships from employer branding to organisational commitment and from organisational commitment to digital employee advocacy are significant and that organisational commitment has a full mediating effect on the direct relationship between employer branding and digital employee advocacy. Thus, organisations need to recognise organisational commitment as a necessity, and employer branding as an instrument, for achieving digital employee advocacy.I takt med tillväxten av sociala medier så har kommunikationslandskapet förändrats drastiskt och organisationer behöver därför hitta nya innovativa kommunikationsstrategier. En allt mer framstående strategi är digital employee advocacy, vilket innebär att få anställda att frivilligt förespråka sina arbetsgivare på sociala medier. Forskning gällande hur organisationer ska verka för att främja sådant beteende är dock bristfällig i nuläget och en större förståelse för incitament och drivande faktorer är därför nödvändig. En faktor som är identifierad som en potentiell drivkraft för digital employee advocacy är employer branding, både direkt och indirekt genom ett koncept känt som organisational commitment (sv. organisationsengagemang). Baserat på detta är målet för denna rapport att undersöka och analysera relationen mellan employer branding och digital employee advocacy samt de potentiella dimensionerna av employer branding. Vidare är rapportens syfte att generera insikter på vilka industriella organisationer kan bygga strategier för digital employee advocacy program. Detta kunde uppfyllas genom att distribuera en enkät till anställda i en svensk industriorganisation. Baserat på kvantitativ data från denna enkät kunde en PLS-SEM analys genomföras vilken både utvärderade en nyutvecklad skala för employer branding samt relationerna mellan employer branding och digital employee advocacy. Resultaten från denna analys indikerar att employer branding består av fem dimensioner: training and development, healthy work atmosphere, ethics and CSR, work life balance samt compensation and benefits. Vidare så visar resultaten att employer branding i dessa förhållanden inte har en direkt påverkan på digital employee advocacy. Dock visar resultaten att employer branding leder till organisational commitment, som i sin tur leder till digital employee advocacy. Dessutom visar resultaten att det direkta förhållandet mellan employer branding och digital employee advocacy till fullo medieras av organisational commitment. Organisationer som vill uppnå digital employee advocacy bör därför se organisational commitment som en nödvändighet och employer branding som ett hjälpmedel.
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Gustafsson, Linda, und Emma Wernersson. „Attraktiva fördelar : - en undersökning om en privat organisations arbete med employer branding, arbetsgivarvarumärke och EVP“. Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-25777.
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Ökande konkurrens mellan företag har gjort att det blir allt viktigare att profilera organisationen som en attraktiv arbetsgivare för att på så sätt kunna attrahera kompetent personal så att företaget kan bibehålla positionen på marknaden.Studiens syfte har varit att få kunskap om hur processerna kring arbetsgivarvarumärket bedrivs, vilka fördelar som anställda uppfattar att en anställning i företaget innebär samt vad företaget behöver arbeta med för att attrahera framtida personal. 43 webbaserade enkäter med personalen, 12 enkäter med högskoleklass tillhörande målgruppen, 2 kvalitativa intervjuer med HR-personal samt 44 miniintervjuer med potentiell framtida personal har genomförts för att besvara följande frågor: hur arbetar organisationen med employer branding? hur upplever de anställda organisationens EVP? och vad efterfrågar potentiella medarbetare hos en framtida arbetsgivare?Resultaten visar brister i det strategiska arbetet kring employer branding processerna. En lyckad intern strategi har medfört stark organisationskultur och organisationsidentitet som skapat lojalitet gentemot arbetsgivarvarumärket hos de anställda. Den externa strategin särskiljer dock inte arbetsgivarvarumärket från varumärket, och ett starkt EVP saknas då identitet, profil och image inte överensstämmer.Nyckelord: Arbetsgivarvarumärket, Employer branding, Employee value proposition, attrahera personal, privat organisation
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Berg, Lydia, und Filippa Grankvist. „"Starka varumärken får kraft inifrån" : En kvalitativ fallstudie om internkommunikation kopplat till en organisations arbetsgivarvarumärke“. Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-35893.
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Syfte: Syftet med denna uppsats studien är att få djupare förståelse för och kunskap om hur organisationen vi undersökt, hädanefter benämnt som Organisation X kommunicerar internt för att stärka/upprätthålla sitt arbetsgivarvarumärke och hur detta implementeras och i sin tur uppfattas av medarbetarna. Metod: Studien är en fallstudie som tillämpar en kvalitativ forskningsmetod med en tolkande ansats. Den första delen av empirin samlades in genom två stycken semistrukturerade intervjuer med personer som arbetar med kommunikation och HR inom Organisation X. Den andra delen var en kompletterande enkät riktad till medarbetarna som utformades utifrån studiens teoretiska utgångspunkter tillsammans med resultat från intervjuerna. Resultat och slutsats: Organisation X använder sig av medarbetarna som kommunikationsstrategi såväl internt som externt för att stärka sitt arbetsgivarvarumärke. Majoriteten av medarbetarna har en positiv inställning till X som arbetsgivare. Organisation X arbetsgivarvarumärke kan betraktas som unikt och kanske de allra viktigaste ur ett employer branding perspektiv - majoriteten av organisationens medlemmar uppfattar arbetsgivarvarumärke på ett liknande sätt. Bidrag: Studien bidrar med djupare förståelse för och kunskap om hur Organisation X kommunicerar internt för att stärka/upprätthålla sitt arbetsgivarvarumärke och hur detta implementeras och i sin tur uppfattas av medarbetarna. Förslag på framtida forskning: Vidare forskning föreslås studera huruvida chefskapet lever kvar inom en organisation som gjort en liknande omorganisation. Förslag till frågor som vidare studier kan ställa skulle kunna vara: existerar chefskap fortfarande inom organisationen? Om ja, på vilket sätt?Purpose: The purpose of this paper is to gain a deeper understanding and knowledge of how the organization we study, hereinafter referred to as Organization X communicates internally to strengthen/maintain its employer brand and how this is implemented and in turn how this is perceived by the employees. Method: The study is a case study that applies a qualitative research method with an interpretive approach. The first part of the empirical data was collected through two semi-structured interviews with people who work with communication and HR within Organization X. The second part was a supplementary questionnaire aimed at employees that was designed based on the study’s theoretical starting points together with results from the interviews. Result and conclusions: Organization X uses employees as communication strategy both internally and externally to strengthen its employer brand. The majority of employees have a positive attitude towards X as an employer. Organization X employer brand can be considered unique and perhaps the most important from an employer branding perspective - the majority of the organization’s members perceive employer brand in a similar way. Contribution: The study contributes to a deeper understanding of and knowledge of how Organization X communicates internally to strengthen/maintain its employer brand and how this is implemented and in turn perceived by employees. Suggestion for future research: Further research is proposed to study whether leadership survives within an organization that has made a similar reorganization. Suggestions for questions that further studies may ask could be: does leadership still exist within the organization? If so, in what way?
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Häll, Tina, und Madelene Åhlstrand. „Det centrala i en decentralisering : Hur en global organisations employer brand upplevs i och med en decentralisering“. Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24730.
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Syftet med denna studie var att på uppdrag av en global industriorganisation undersöka högskole- och universitetsstudenters upplevelse av organisationens externa employer brand vid en decentralisering. Studien byggde på åtta intervjuer med materialvetarstudenter, tillika potentiell framtida arbetskraft. Data analyserades utifrån en kvalitativ tematisk analysmetod. I resultatet framkom sex olika teman som enligt respondenterna är relevanta att ta hänsyn till vid en decentraliseringsprocess. Dessa sex teman är Ekonomi; Organisationsstruktur; Chefer och styrning; Kommunikation; Kultur och klimat samt Karriärmöjligheter. Resultatet visade att en tydlig kommunikation inom och mellan enheterna är nödvändig för att kunna lyckas med decentraliseringsprocessen. I resultatet framkom även vikten av chefernas ansvar vid decentraliseringen, där ökad självständighet kräver kompetenta personer på chefspositioner. Organisationsstrukturen möjliggör kortare beslutsvägar vilket innebär större inflytande hos de anställda, där en starkare kultur kan rota sig. Vidare påtalades även risken för ökad konkurrens mellan enheterna samt försämrade karriärmöjligheter.The purpose of this study was, on behalf of a global industry organization, to investigate the experience of university students concerning external employer brand in a decentralization process. The study was based on eight interviews with material science students, which are their potential future employees. The data was analyzed on the basis of a qualitative thematic analysis method. The results revealed six different themes that, according to respondents, are relevant to take into account in a decentralization process. These six themes are Economy; Organizational structure; Managers and management; Communication; Culture and climate and Career opportunities. The result showed that explicit communication, within and between the units, is necessary to succeed in a decentralization process. The result also revealed the importance of the managers' responsibility in decentralization, where increasing independence requires competent people as managers. The organizational structure enables quicker decision-making with more influence for the employees, where a stronger culture can appear. Furthermore, the risk of increased competition between the units and the inferior of career opportunities was pointed out by the respondents.
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Carlén, Matilda, und Emma Röös. „Employer Branding : En organisations arbete med att bygga ett starkt arbetsgivarvarumärke och dess medarbetares stora betydelse“. Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-72430.
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Employer branding är idag av stor vikt för organisationer i samband med arbetet att bygga ett starkt arbetsgivarvarumärke som ska öka möjligheten att attrahera, utveckla och behålla medarbetare. Det handlar om att organisationer idag vill positionera sig som första valet för potentiella medarbetare och skapa associationer till sitt varumärke för att på så sätt öka sin attraktionskraft på arbetsmarknaden. Medarbetare ses idag som organisationers viktigaste resurs och har därför en stor betydelse i organisationers arbete med att stärka sitt arbetsgivarvarumärke och öka sin attraktivitet. Detta är en kvalitativ studie där vi studerar en kommun som vi har valt att hålla anonym för läsarna. Det som undersöks i studien är hur kommunen arbetar med Employer branding och hur det används för att attrahera, utveckla och behålla medarbetare i organisationen. Det undersöks även hur medarbetarna upplever organisationen som arbetsgivare samt vad som kan komma att påverka deras känslor och uppfattningar gällande kommunen. Denna kvalitativa undersökningen präglas av samtalsintervjuer och baseras på en abduktiv forskningsansats. Det som har undersökts är följande: - På vilket sätt arbetar kommunen med Employer branding och hur används det för att attrahera, utveckla och behålla medarbetare? Hur upplever medarbetarna organisationen som arbetsgivare och dess Employer branding arbete? Vilka faktorer kan påverka medarbetarnas känslor och uppfattningar gällande organisationen som arbetsgivare? Studien baseras på ett flertal olika teorier som behandlar forskningsområdet som bland annat Employer branding, Employer value proposition, intern och extern Employer branding, motivation, Human resource development samt rekrytering. Resultatet av undersökningen visar att trots att en organisation har tydliga strategier och tankar kring sitt Employer branding arbete betyder inte det att arbetet genomsyrar hela organisationen och att medarbetarnas upplevelser är detsamma. I studien framkommer det att kommunen har en tydlig tanke kring sitt Employer branding arbete och deras arbetssätt liknar det många forskare förespråkar att ett Employer branding arbete ska se ut. Det framkommer även att det är väl medvetna om medarbetarnas betydelse i arbetet med att bygga ett starkt arbetsgivarvarumärke. I studien framkommer det dock att medarbetarna saknar samma tydliga uppfattningar gällande organisationens arbete, då de inte känner sig lika viktiga som organisationen påstår att de är. Vidare visar studien vilka faktorer som påverkar en medarbetares känslor, uppfattningar och upplevelser gällande organisationen som arbetsgivare som exempelvis det förändringsarbetet som genomförts i kommunen. Under förändringsarbetet upplever medarbetarna brist på inflytande, kommunikation och motivation.
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Wärefors, Linnea, und Sanna Clewebrink. „Att växa så det knakar : En studie om den organiska tillväxtens påverkan på en organisations identitet“. Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-376972.
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Denna studie studerar hur organisk tillväxt påverkar en stor organisations identitet och vidare hur den organiska tillväxten påverkar samspelet mellan organisationens identitet och ett företags medarbetarerbjudande. För att undersöka studiens syfte har en fallstudie genomförts på ett stort teknikkonsultföretag som uteslutande vuxit genom organisk tillväxt. Åtta semistrukturerade intervjuer har genomförts med anställda på företaget, detta för att fånga de karaktärsdrag som kan illustrera teknikkonsultföretagets identitet. Empirin visar att följande fem karaktärsdrag: företagets storlek, ägarform och struktur, frihet och flexibilitet, utvecklingsmöjligheter samt hjälpsamhet och öppenhet kan beskriva organisationens identitet. Hur den organiska tillväxten har påverkat teknikkonsultföretagets identitet har främst visat sig genom en ökad anonymitet, en minskad flexibilitet samt en något högre grad av hierarki. Dessutom kan den organiska tillväxten eventuellt bidragit till större utvecklingsmöjligheter. Dock har stora delar av identiteten bevarats vilket kan bero på teknikkonsultföretagets ägarform, en mindre genomförd omorganisation samt att företagets värderingar i form av värdeord genomsyrar och efterlevs i verksamheten.
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Chiboiwa, Malvern Waini. „The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe“. Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.
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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.
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Lester, Daliwonga Byron. „Employee participation in decision making in the mining sector“. Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4276.
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Magister Philosophiae - MPhilThe main objective of this research is to asses the effectiveness of the channels (collective bargaining and workplace forums) created by the LRA for employee‟s participation in decision making in the mining sector. Problems related to employee participation will be examined to determine whether they are structural or due to shortcomings in the LRA. If it is found that there are shortcomings of the labour legislation in this regard, recommendations on how the shortcoming can be addressed will be made. The significance of this research paper is that it attempts to determine the efficacy of the current statutorily protected channels for employee participation in the mining sector against the backdrop of prevalent theories on employee participation. Although many labour law authors have commented on the role of workplace forums in South Africa, the relative advantages of workplace forums have not been analysed through the lens of the theories on employee participation
Bücher zum Thema "Employer organisations"
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H. de J. Van Wyk. Guide to associations, agricultural control boards, co-operatives, and employee/employer organisations in the RSA, 1985. Pretoria: Bureau of Market Research, University of South Africa, 1986.
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Unit, London Housing, Hrsg. Cutting it out: Sexual harassment : a guide for housing organisations as employer and landlord. London: London Housing Unit, 1991.
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David, Parsons. Employer strategies and investors in people: Findings of the Independent Consortium Project reviewing the take-up and progression of the Investors in people initiative by employing organisations. Horsham: HOST Consultancy, 1994.
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Geary, John. New forms of work organisation: Implications for employers, trade unions and employees. Blackrock (Co. Dublin, Ireland): UCD, Centre for Employment Relations and Organisational Performance, 1995.
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ILO, Training Workshop for Asia-Pacific Employers' Organisations on Managing an Employers' Organisation (1992 Bangkok Thailand). ILO Training Workshop for Asia-Pacific Employers' Organisations on Managing an Employers' Organisation, Bangkok, 25 November-3 December 1992: [proceedings]. Bangkok: ILO Regional Office for Asia and the Pacific, 1993.
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Sharma, Baldev R. Not by bread alone: A study of organisational climate and employer-employee relations in India. New Delhi: Shri Ram Centre for Industrial Relations and Human Resources, 1987.
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Montgomery, Jacqui. Organisational culture, person-culture fit and employee commitment within a small not for profit organisation. (s.l: The Author), 1998.
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Singh, Manjari. Career drivers of new-age employees: Implications for organisational reward and employee development systems. Ahmedabad: Indian Institute of Management, 2005.
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Working and surviving in organisations: A trainer's guide to developing organisational skills. Chichester, England: Wiley, 1998.
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Fair Employment Agency for Northern Ireland. Register of equal opportunity employers and organisations: 1985. Belfast: FairEmployment Agency for Northern Ireland, 1985.
Den vollen Inhalt der Quelle findenBuchteile zum Thema "Employer organisations"
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van Stolk, Christian, und Marco Hafner. „The Relationship Between Employee Engagement and Organisational Outcomes in the English National Health Service: An Analysis of Employee and Employer Data in 28 Healthcare Organisations“. In Connecting Healthcare Worker Well-Being, Patient Safety and Organisational Change, 115–29. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60998-6_8.
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Steffen, Andreas. „Employer Branding für uns selbst“. In Menschen und Organisationen im Wandel, 109–25. Berlin, Heidelberg: Springer Berlin Heidelberg, 2019. http://dx.doi.org/10.1007/978-3-662-58851-2_7.
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Hilsen, Anne Inga, und Dorothy Sutherland Olsen. „Competence and Knowledge at Work“. In The Importance and Value of Older Employees, 9–20. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-2861-0_2.
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AbstractThe theme of this book is long career competence in the workplace and competence of course includes a range of skills, ability and knowledge, which makes it possible for the individual to function and contribute in the workplace. What is considered appropriate competence will vary in different organisations and be dependent on the work, profession or tasks an employee is expected to carry out. The close link between competence and work means that it is not enough to simply know something; one must know how to carry out a task. There are many theories of knowledge and how competence is developed and used; here we focus on how competence and work-related knowledge have been conceptualised and how they have been used in relation to older employees. We include organisational knowledge, situated knowledge, professional knowledge and expertise and discuss how these concepts might be useful in understanding late career competence and older employees.
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Platzer, Hans-Wolfgang. „Internationale Arbeitgeberorganisation (International Organization of Employers/ IOE)“. In Handwörterbuch Internationale Organisationen, 146–48. Wiesbaden: VS Verlag für Sozialwissenschaften, 1995. http://dx.doi.org/10.1007/978-3-322-86673-8_48.
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Turner, Paul. „The Organisation of Work and Employee Engagement“. In Employee Engagement in Contemporary Organizations, 167–92. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-36387-1_7.
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Pinchot, Gifford, und Mariusz Soltanifar. „Digital Intrapreneurship: The Corporate Solution to a Rapid Digitalisation“. In Digital Entrepreneurship, 233–62. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-53914-6_12.
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AbstractFor decades, intrapreneurship has been, and is still, promoted to employees as a way to capture the creativity and excitement of entrepreneurship, albeit with more resources and less risk. Intrapreneurship creates opportunities for individuals to be innovative and entrepreneurial within and for the organisation that employs them. The ways in which intrapreneurs act have not changed, unlike the business context surrounding them. Digitalisation has opened the path for new intrapreneurial opportunities; however, the amount of attention paid to the role of digital intrapreneurs within existing organisations is limited. We present our own definition of digital intrapreneurship and position our definition in the digital landscape where modern companies operate. This chapter outlines numerous ways to foster digital intrapreneurship, including a set of practical methods for managers to identify, and empower digital intrapreneurs. The chapter presents three case studies and discusses their practical implications for entrepreneurs and their teams.
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Pilbeam, Stephen, Valerie Anderson, Sara Hope und Alistair Campbell. „Coaching for Employee and Organisational Performance“. In Contemporary Themes in Strategic People Management, 182–96. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-27224-9_17.
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Heider-Winter, Cornelia. „Employer Branding als interner Vorteil bei der Spitzenrekrutierung“. In Strategische Nachfolgeplanung in Non-Profit-Organisationen, 93–108. Berlin, Heidelberg: Springer Berlin Heidelberg, 2021. http://dx.doi.org/10.1007/978-3-662-62239-1_5.
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„Employer organisations: from the CNPF to MEDEF“. In French Industrial Relations in the New World Economy, 83–102. Routledge, 2007. http://dx.doi.org/10.4324/9780203028735-11.
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D’Cruz, Premilla, und Ernesto Noronha. „Redefining Professional“. In Handbook of Research on Knowledge-Intensive Organizations, 529–51. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-176-6.ch032.
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Scholars researching the area of the sociology of professions had earlier predicted that as occupations seek to improve their public image, professionalism would embrace all their incumbents. It is therefore no revelation that call centre agents in India identify themselves as professionals. Using van Manen’s hermeneutic phenomenological approach, we explored this dimension with 59 call centre agents located in Mumbai and Bangalore, India. The findings demonstrate that neither the trait nor the power approaches drawn from the traditional literature on the sociology of professions explain call centre agents’ identification with professional work. Instead, agents’ experiences validate the contemporary explanation that emphasises the appeal of professionalism used by employer organisations as a means to convince, cajole, and persuade their employees to perform and behave in ways which the employer organisation deems appropriate, effective and efficient. It is in this context that agents accept stringent work systems and job design elements, techno-bureaucratic controls and the primacy of the customer in return for the privileges bestowed upon them by way of being professionals. While professional identity thus serves as a means of socio-ideological control facilitating the realisation of the organisation agenda, it is not all-encompassing as agents simultaneously show signs of resistance.
Konferenzberichte zum Thema "Employer organisations"
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Erik, Wiig. „Working Together For Safety: A Project To Identify And Recommend On Use Of Best Practices, Involving Employer&Apo;;S Organisations, Unions And Authorities“. In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2004. http://dx.doi.org/10.2118/86591-ms.
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Dolzhenko, Ruslan. „Internal crowdsourcing as an instrument of personnel involvement“. In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.064.
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Purpose – in the study the opportunities to utilise crowdsourcing as an instrument of personnel involvement are considered. The essence of personnel engagement is analysed; the terms “personnel engagement” and “personnel involvement” are compared. Research methodology – the case study of JSC “Sberbank”, the first Russian company that implemented internal crowdsourcing in its activity, is provided. Research limitations – the paper considers the case of a large financial company; it is impossible to conclude the applicability of technology in other cases. However, this experience can be recreated by almost any organisation that embraces thousands of workers in its structure Findings – personnel involvement is understood as a set of measures that forms employeesʼ abiding interest in solving organisational problems and an increased emotional attachment to the organisationʼs aims and values. The essence of crowdsourcing is defined, its implementation scheme is described, and the classification of crowdsourcing projects is developed. The authors highlight the advantages of the use of internal crowdsourcing, i.e. implemented through the efforts of the companyʼs staff, for the employees and the organisation itself. Practical implications – examples of the application of this technology for resolving organisational issues and involving personnel are offered. Originality/Value – the article studied the potential of using crowdsourcing in solving business issues.
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Romanelli, Mauro. „Rethinking Public Administration through Managers as Leaders“. In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/2.
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Rethinking public administration helps to drive public managers as agents of change who assume behaviours coherently with a leadership identity. Public administration is rediscovering the sustainability as a key source and goal for strategic and organisational change by promoting the organisational dimension that relies on enhancing the quality of people as human resources, strengthening both the public manager as a leader and public servants as employees who are committed and motivated to public service. Managers as leaders help to drive public administration as an organisation which is able to proceed towards future as a sustainable public organisation which develops the quality of human capital and improves performances, supports public trust and enhances democratic life. Rediscovering the organisational dimension helps to develop the leadership as identity and source for ethical and transformational behaviours of a leader, and enables public managers to assume coherent values, attitudes and behaviours developing the leadership as central identity. Today, driving public administration requires effective public managers who are able to behave as ethical and transformational leaders who motivate, support and drive the employees at work.
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Kirk, J. „Using the European Foundation for Quality Management Excellence Model to improve organisations performance“. In IEE Colloquium on How Your Employees Can Transform Your Business. IEE, 1999. http://dx.doi.org/10.1049/ic:19990167.
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Jones, Michael, und Valerie He. „Cycles of Diversity – An Approach towards Building Diversity Acceptance in Volunteer Organisations“. In InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3459.
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Many organisations around the world are beginning to move towards a position of increased diversity in their numbers. There are many ways to look at the issue and achieve satisfactory outcomes. This paper explores an approach which offers strong advantages and benefits for the functional integration of minority groups. Operating on the theoretical principles of Diversity Acceptance and Organisational Inclusive Behaviour, the paper will explore the two cycles of diversity. The first cycle follows a ‘vicious’ path, where diversity adjustments are not applied or effective. This cycle highlights the problems that occur as a result of increased heterogeneity. The second cycles follows a ‘virtuous’ path, where diversity adjustments are successful, and the benefits of Diversity Acceptance and Organisational Inclusive Behaviour can be realized. The paper will close with a presentation of the strategies that can be employed to deliver effective diversity adjustments through Diversity Acceptance and Organisational Inclusive Behaviour.
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Wognum, P. M. „Designers in Organisations“. In ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/dtm-34028.
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Design processes in current industrial contexts require integration between different disciplines and functions, not only within an organisation but also across organisational and even national borders. Many barriers to integration can be observed, however, in multi-disciplinary and multifunctional design projects. One of these barriers is the lack of organisational, management, and social knowledge and skills, on the level of team members as well as on the level of project management. To achieve a sufficient level of integration technical knowledge and skills are necessary but not sufficient. Organisational, management, and social skills are necessary too. In our research on organisation and management of business processes we have found that this last category of knowledge needs improvement for the largest part of design team members and managers. As designers are professionals who have been employed because of their knowledge and skills, gained through prior academic or professional education, the question can be asked to what extent organisational, management, and social knowledge is included in this education. One way to answer this question is by studying the knowledge and skills deemed important for performing design tasks. An important source of this knowledge can be found in journal articles in the area of engineering design. The authors of these articles are in most cases also the ones transferring this knowledge to future designers. In this paper, a study of 94 recently published journals articles is described, which reveals, that organisational, management, and social skills are not yet a major focus of attention. In particular the number of empirical studies on the organisational, social, and managerial behaviour of designers in practical contexts is scarce in the engineering research community. These results will be confronted with results from management and social sciences research. We argue that the gap between these two fields of research needs to be bridged to better prepare designers for their task in current industrial contexts.
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ZDANOVSKIS, Kristaps. „CHARACTERISTICS OF THE NONGOVERNMENTAL SECTOR IN LATVIA“. In RURAL DEVELOPMENT. Aleksandras Stulginskis University, 2018. http://dx.doi.org/10.15544/rd.2017.156.
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Nongovernmental organisations (NGOs) have played their role in political processesfor centuries, continuing to expand their activity and engage the public. The NGO sector in Latvia is young in comparison with Western countries. The first organisations emerged in Latvia after the country regainedthe second independence in the 1990s. The NGO sector in Latvia does not differ from that in other countries and has retaining its nature – any organisation is established voluntarily by a group of individuals with similar beliefs to advocate public interests at political level, for non-commercial purposes and with no government influence. Statistical data show the engagement of the public in NGO activities, which is promoted by progress in the world and such opportunities of the digital era as the Internet, mobile applications, social networks or e-platforms that can inform and mobilise the public fast for tackling some problem. As the NGO sector developed and its scope of activity expanded, new problems were identified, e.g. inability to establish a single system for the activity and financial transparency of organisations. To exist in a long-term, NGOs need to adapt to a system. Organisations that have built up experience and made achievements represent future potential for new public activists in their work with public administration entities and decision-makers to meet the public’s needs and in the interests of the public, thus, in cooperation, making a better and wealthier life for the country’s residents. The research aim is to analyse the NGO sector in Latvia. The research employed the following methods: monographic, descriptive, analysis and synthesis, as well as logical construction.
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Bryukhova, Olga. „The Formation of an Attractive HR-Brand of a Transport Company's Target Audience of 'Young People'“. In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-60.
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The article is dedicated to studying the HR-brand of a vehicle company, and seeks ways to improve it further. Theoretical and methodological aspects of shaping the image of an organisation as an employer are now widely reflected in the works of domestic and foreign researchers in the field of human resource management. However, the applied aspects of branding in relation to specific employers from different sectors of the economy remain relevant for the study. The practical interest of the company in question is due to the high turnover rate (15%) and the shortage of young workers. For the purpose of studying the formed corporate HR-brand, the author uses an analysis of local regulations on staff management, employee questionnaires, the assessment of the employer’s value proposition, a reputational audit of the company regarding the Internet environment, etc. The analysis of the internal and external image of the employer concludes that the attractiveness of the HR brand of the enterprise among the target audience ‘young people’ needs to be improved. The successful achievement of this goal is possible through the introduction of career management practices, organising participation in professional competitions; for young promising employees already in the company, developing and implementing a preliminary programme and promoting the company on social media: for potential candidates. Forming an attractive HR brand for young people based on the implementation of a value proposition that takes into account the specifics of this target audience, using new channels and formats to promote the employer brand externally, including in the online environment, will optimise staff turnover, attract and retain talented young people and strengthen the company’s position in the market.
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GOWSIGA, M., und H. S. JAYASENA. „DIFFUSION OF PROFESSION IN SRI LANKAN ORGANISATIONS: FACILITIES MANAGEMENT“. In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.4.
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Facilities Management (FM) is the integrated management of the workplace to enhance the performance of the organization. It is obvious that competent FM will arouse effective working performance and the value of the organisation by increased employee productivity. Diffusion of Innovation (DOI) theory helps to explain the adoption process of innovation by modelling its entire life cycle according to the aspects of communications and human information interactions. Thus, this research aims to identify the influencing factors and nature of their effect on FM diffusion in Sri Lankan organisations, FM as a sample for the profession. A qualitative research approach was selected to conduct the research. A comprehensive literature synthesis was carried out at first to determine the existing data and also to develop the questionnaire survey which was designed for top management of FM adopted organisations in Sri Lanka. The questionnaire respondents were selected randomly with the available information. Collected data were analysed using manual content analysis and which was validated using a 95% confidence interval test. Research findings revealed that majority of FM adoption decision was taken in the Sri Lankan organisations by Board of Directors/ Managing Director which is authority type organizational innovation-decision and there is nothing which belongs to collective categories such as the decision of the government or any corporation or councils or board. Moreover, the Rogers generalizations regarding internal characteristics for the innovative organizations are most appropriate with the Sri Lankan FM adopted organizations.
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MOROSAN DANILA, Lucia, Carmen Eugenia NASTASE und Claudia-Elena GRIGORAS ICHIM. „The Link Between Employees’ Motivation With Organisation’s Performance“. In 1st International Conference Global Ethics - Key of Sustainability (GEKoS), 15 May 2020, Bucharest, Romania. LUMEN Publishing house, 2020. http://dx.doi.org/10.18662/lumproc/gekos2020/27.
Der volle Inhalt der QuelleBerichte der Organisationen zum Thema "Employer organisations"
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Gordon, Eleanor, und Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.
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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Hunter, Fraser, und Martin Carruthers. Scotland: The Roman Presence. Society of Antiquaries of Scotland, Juni 2012. http://dx.doi.org/10.9750/scarf.06.2012.104.
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The main recommendations of the panel report can be summarised under five key headings: Scotland in the Roman world: Research into Roman Scotland requires an appreciation of the wider frontier and Empire-wide perspectives, and Scottish projects must be integrated into these wider, international debates. The rich data set and chronological control that Scotland has to offer can be used to inform broader understandings of the impact of Rome. Changing worlds: Roman Scotland’s rich data set should be employed to contribute to wider theoretical perspectives on topics such as identity and ethnicity, and how these changed over time. What was the experience of daily life for the various peoples in Roman Scotland and how did interactions between incomers and local communities develop and change over the period in question, and, indeed, at and after its end? Frontier Life: Questions still remain regarding the disposition and chronology of forts and forces, as well as the logistics of sustaining and supplying an army of conquest and occupation. Sites must be viewed as part of a wider, interlocking set of landscapes, and the study of movement over land and by sea incorporated within this. The Antonine Wall provides a continuing focus of research which would benefit from more comparison with frontier structures and regimes in other areas. Multiple landscapes: Roman sites need to be seen in a broader landscape context, ‘looking beyond the fort’ and explored as nested and interlocking landscapes. This will allow exploration of frontier life and the changing worlds of the Roman period. To do justice to this resource requires two elements: o Development-control archaeology should look as standard at the hinterland of forts (up to c.1 km from the ‘core’), as sensitive areas and worthy of evaluation; examples such as Inveresk show the density of activity around such nodes. The interiors of camps should be extensively excavated as standard. o Integrated approaches to military landscapes are required, bringing in where appropriate topographical and aerial survey, LIDAR, geophysics, the use of stray and metal-detected finds, as well as fieldwalking and ultimately, excavation. The Legacy of Rome: How did the longer term influence of the Romans, and their legacy, influence the formation, nature and organisation of the Pictish and other emergent kingdoms?
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Bolton, Laura. The Economic Impact of COVID-19 in Colombia. Institute of Development Studies (IDS), Februar 2021. http://dx.doi.org/10.19088/k4d.2021.073.
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Available data provide a picture for the macro-economy of Colombia, agriculture, and infrastructure. Recent data on trends on public procurement were difficult to find within the scope of this rapid review. In 2020, macro-level employment figures show a large drop between February and April when COVID-19 lockdown measures were first introduced, followed by a gradual upward trend. In December 2020, the employment rate was 4.09 percentage points lower than the employment rate in December 2019. Macro-level figures from the National Administrative Department of Statistics (DANE) show that a higher percentage of men experienced job losses than women in November 2020. However, the evidence presented by the Universidad Nacional de Colombia based on the DANE great integrated house survey shows that a higher proportion of all jobs lost were lost by women in the second quarter. It may be that the imbalance shifted over time, but it is not possible to directly compare the data. Evidence suggests that women were disproportionately more burdened by home activities due to the closure of schools and childcare. There is also a suggestion that women who have lost out where jobs able to function during lockdowns with technology are more likely to be held by men. Literature also shows that women have lower levels of technology literacy. There is a lack of reliable data for understanding the economic impacts of COVID-19 for people living with disabilities. A report on the COVID-19 response and disability for the Latin America region recommends improving collaboration between policymakers and non-governmental organisations. Younger people experienced greater job losses. Data for November 2020 show 3.3 percent of the population aged under 25 lost their job compared to 1.8 percent of those employed between 24 and 54. Agriculture, livestock, and fishing increased by 2.8% in 2020 compared to 2019. And the sector as a whole grew 3.4% between the third and fourth quarters of 2020. In terms of sector differences, construction was harder hit by the initial mobility restrictions than agriculture. Construction contracted by 30.5% in the second quarter of 2020. It is making a relatively healthy recovery with reports that 84% of projects being reactivated following return to work. The President of the Colombian Chamber of Construction predicting an 8.4% growth in the construction of housing and other buildings in 2021.
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McKenna, Patrick, und Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, Juni 2021. http://dx.doi.org/10.5204/rep.eprints.211133.
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Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 pandemic to advise the Minister for Families and Social Services on the implementation of ER. To inform its advice to the Minister, the NCG partnered with the Institute for Governance at the University of Canberra to conduct research to understand the issues and challenges faced by ER Providers and Service Users in local contexts across Australia. The research involved a desktop review of the existing literature on ER service provision, a large survey which all Commonwealth ER Providers were invited to participate in (and 122 responses were received), interviews with a purposive sample of 18 ER Providers, and the development of a program logic and theory of change for the Commonwealth ER program to assess progress. The surveys and interviews focussed on ER Provider perceptions of the strengths, weaknesses, future challenges, and areas of improvement for current ER provision. The trend of increasing case complexity, the effectiveness of ER service delivery models in achieving outcomes for Service Users, and the significance of volunteering in the sector were investigated. Separately, an evaluation of the performance of the NCG was conducted and a summary of the evaluation is provided as an appendix to this report. Several themes emerged from the review of the existing literature such as service delivery shortcomings in dealing with case complexity, the effectiveness of case management, and repeat requests for service. Interviews with ER workers and Service Users found that an uplift in workforce capability was required to deal with increasing case complexity, leading to recommendations for more training and service standards. Several service evaluations found that ER delivered with case management led to high Service User satisfaction, played an integral role in transforming the lives of people with complex needs, and lowered repeat requests for service. A large longitudinal quantitative study revealed that more time spent with participants substantially decreased the number of repeat requests for service; and, given that repeat requests for service can be an indicator of entrenched poverty, not accessing further services is likely to suggest improvement. The interviews identified the main strengths of ER to be the rapid response and flexible use of funds to stabilise crisis situations and connect people to other supports through strong local networks. Service Users trusted the system because of these strengths, and ER was often an access point to holistic support. There were three main weaknesses identified. First, funding contracts were too short and did not cover the full costs of the program—in particular, case management for complex cases. Second, many Service Users were dependent on ER which was inconsistent with the definition and intent of the program. Third, there was inconsistency in the level of service received by Service Users in different geographic locations. These weaknesses can be improved upon with a joined-up approach featuring co-design and collaborative governance, leading to the successful commissioning of social services. The survey confirmed that volunteers were significant for ER, making up 92% of all workers and 51% of all hours worked in respondent ER programs. Of the 122 respondents, volunteers amounted to 554 full-time equivalents, a contribution valued at $39.4 million. In total there were 8,316 volunteers working in the 122 respondent ER programs. The sector can support and upskill these volunteers (and employees in addition) by developing scalable training solutions such as online training modules, updating ER service standards, and engaging in collaborative learning arrangements where large and small ER Providers share resources. More engagement with peak bodies such as Volunteering Australia might also assist the sector to improve the focus on volunteer engagement. Integrated services achieve better outcomes for complex ER cases—97% of survey respondents either agreed or strongly agreed this was the case. The research identified the dimensions of service integration most relevant to ER Providers to be case management, referrals, the breadth of services offered internally, co-location with interrelated service providers, an established network of support, workforce capability, and Service User engagement. Providers can individually focus on increasing the level of service integration for their ER program to improve their ability to deal with complex cases, which are clearly on the rise. At the system level, a more joined-up approach can also improve service integration across Australia. The key dimensions of this finding are discussed next in more detail. Case management is key for achieving Service User outcomes for complex cases—89% of survey respondents either agreed or strongly agreed this was the case. Interviewees most frequently said they would provide more case management if they could change their service model. Case management allows for more time spent with the Service User, follow up with referral partners, and a higher level of expertise in service delivery to support complex cases. Of course, it is a costly model and not currently funded for all Service Users through ER. Where case management is not available as part of ER, it might be available through a related service that is part of a network of support. Where possible, ER Providers should facilitate access to case management for Service Users who would benefit. At a system level, ER models with a greater component of case management could be implemented as test cases. Referral systems are also key for achieving Service User outcomes, which is reflected in the ER Program Logic presented on page 31. The survey and interview data show that referrals within an integrated service (internal) or in a service hub (co-located) are most effective. Where this is not possible, warm referrals within a trusted network of support are more effective than cold referrals leading to higher take-up and beneficial Service User outcomes. However, cold referrals are most common, pointing to a weakness in ER referral systems. This is because ER Providers do not operate or co-locate with interrelated services in many cases, nor do they have the case management capacity to provide warm referrals in many other cases. For mental illness support, which interviewees identified as one of the most difficult issues to deal with, ER Providers offer an integrated service only 23% of the time, warm referrals 34% of the time, and cold referrals 43% of the time. A focus on referral systems at the individual ER Provider level, and system level through a joined-up approach, might lead to better outcomes for Service Users. The program logic and theory of change for ER have been documented with input from the research findings and included in Section 4.3 on page 31. These show that ER helps people facing a financial crisis to meet their immediate needs, avoid further harm, and access a path to recovery. The research demonstrates that ER is fundamental to supporting vulnerable people in Australia and should therefore continue to be funded by government.