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Journal articles on the topic 'Job marketplace'
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Wahyudi, Evan Tirta, Alva Erwin, and Charles Lim. "Development of API Middleware and Mobile Application for a Job marketplace by Using RESTful API and Mobile Development Framework." Journal of Applied Information, Communication and Technology 7, no. 2 (March 19, 2021): 99–105. http://dx.doi.org/10.33555/jaict.v7i2.110.
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The research is conducted based on the nationwide goals of Indonesia proposed in the Nawacita document, where one of the big goals is to improve the human resource greatly. Providing a good medium such as a job marketplace can be part of improving the human resource. Since most of Indonesian citizen nowadays has easy access to internet, which can ease their way of using a job marketplace application. Creating a job marketplace application may minimize a number of unemployment in Indonesia. Addition to that, through a focus group discussion, it has been discovered that respondents find job marketplace such as JobStreet and Indeed jobs does not satisfy respondents’ UI and UX view towards the application. The objective of this research is to create a job marketplace mobile application that is useful and easy to use for users. The prototype mobile application is developed using react native, and a middleware that is developed using Express JS is made alongside to bridge data to the mobile application. To assess the prototype mobile application, two evaluation method is used which is User Experience Questionnaire (UEQ) and Questionnaire User Interface Satisfaction (QUIS). 6 respondents were allowed to examine prototype application, and answer the questionnaire. The result of the evaluation both shows positive results from both questionnaires.
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Booker, Sharon, and L. Camille Nuckolls. "Legal and Economic Aspects of Comparable Worth." Public Personnel Management 15, no. 2 (June 1986): 189–206. http://dx.doi.org/10.1177/009102608601500209.
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This paper takes a comprehensive look at the controversial issue of “comparable worth.” The effects of congressional legislation, the courts' interpretation of that legislation, job evaluation techniques, and marketplace value of jobs are discussed and evaluated.
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Cuneen, Jacquelyn, and M. Joy Sidwell. "Interns in Professional Sport: An Investigation of Gender Parity on the Job." Sport Management Education Journal 3, no. 1 (October 2009): 92–109. http://dx.doi.org/10.1123/smej.3.1.92.
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Internships permit sport management students to link classroom learning to the professional environment. Since internships provide students with opportunities to learn on-the-job and test their skills in the marketplace, the experiences should be uniformly beneficial to all students regardless of gender. This study was conducted to describe internship work conditions (i.e., opportunities to perform in essential marketplace functions) for male and female sport management interns assigned to ‘Big Four’ professional sport organizations. Participants were 74 sport industry professionals who supervised a total of 103 interns over a one-year period. A X2 Test of Independence found that male and female interns working in professional sport had comparable opportunities to perform and learn on the job. Differences in opportunity, hiring practices, and on-the-job benefits emerged primarily as a function of job specialization (e.g., operations, marketing, venue management), league/association, or gender of the internship supervisor rather than gender of the interns.
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Schick, Alex, Mark Frolick, and Thilini Ariyachandra. "Competing With BI and Analytics at Monster Worldwide." International Journal of Business Intelligence Research 3, no. 3 (July 2012): 29–41. http://dx.doi.org/10.4018/jbir.2012070103.
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In the face of stiff competition, many organizations turn to business intelligence tools to successfully compete in the marketplace. However, successfully implementing and growing a business intelligence solution to combat market pressure is an arduous task. The stages of growth models present one approach that could guide organizations in the implementation and growth of successful business intelligence (BI) efforts. At Monster.com, upper management chose to design and implement a business intelligence framework to compete in the online job search arena. While the progressive steps that led to Monster’s successful BI solution did not strictly follow established BI stage models, it helped the company effectively steer clear of competition and remain a major player in the online job search marketplace.
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Callier, Viviane, Richard H. Singiser, and Nathan L. Vanderford. "Connecting undergraduate science education with the needs of today’s graduates." F1000Research 3 (November 14, 2014): 279. http://dx.doi.org/10.12688/f1000research.5710.1.
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Undergraduate science programs are not providing graduates with the knowledgebase and skills they need to be successful on today’s job market. Curricular changes relevant to today’s marketplace and more opportunities for internships and work experience during students’ secondary education would facilitate a smoother transition to the working world and help employers find graduates that possess both the hard and soft skills needed in the workplace. In this article, we discuss these issues and offer solutions that would generate more marketplace-ready undergraduates.
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Kurbel, Karl, and Iouri Loutchko. "A model for multi-lateral negotiations on an agent-based job marketplace." Electronic Commerce Research and Applications 4, no. 3 (September 2005): 187–203. http://dx.doi.org/10.1016/j.elerap.2005.01.002.
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Deterding, Nicole M., and David S. Pedulla. "Educational Authority in the ‘‘Open Door’’ Marketplace." Sociology of Education 89, no. 3 (June 22, 2016): 155–70. http://dx.doi.org/10.1177/0038040716652455.
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In recent years, private for-profit education has been the fastest growing segment of the U.S. postsecondary system. Traditional hiring models suggest that employers clearly and efficiently evaluate college credentials, but this changing institutional landscape raises an important question: How do employers assess credentials from emerging institutions? Building on theories of educational authority, we hypothesize that employers respond to an associate’s degree itself over the institution from which it came. Using data from a field experiment that sent applications to administrative job openings in three major labor markets, we found that employers responded similarly to applicants listing a degree from a fictional college and applicants listing a local for-profit or nonprofit institution. There is some evidence that educational authority is incomplete, but employers who prefer degree-holders do not appear to actively evaluate institutional quality. We conclude by discussing implications of our work for research on school to labor market links within the changing higher education marketplace.
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Di Noia, T., E. Di Sciascio, and F. M. Donini. "Semantic Matchmaking as Non-Monotonic Reasoning: A Description Logic Approach." Journal of Artificial Intelligence Research 29 (July 12, 2007): 269–307. http://dx.doi.org/10.1613/jair.2153.
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Matchmaking arises when supply and demand meet in an electronic marketplace, or when agents search for a web service to perform some task, or even when recruiting agencies match curricula and job profiles. In such open environments, the objective of a matchmaking process is to discover best available offers to a given request. We address the problem of matchmaking from a knowledge representation perspective, with a formalization based on Description Logics. We devise Concept Abduction and Concept Contraction as non-monotonic inferences in Description Logics suitable for modeling matchmaking in a logical framework, and prove some related complexity results. We also present reasonable algorithms for semantic matchmaking based on the devised inferences, and prove that they obey to some commonsense properties. Finally, we report on the implementation of the proposed matchmaking framework, which has been used both as a mediator in e-marketplaces and for semantic web services discovery.
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Yu, Yeon Jung, Christopher McCarty, and James Holland Jones. "Flexible Labors: The Work Mobility of Female Sex Workers (FSWs) in Post-Socialist China." Human Organization 77, no. 2 (June 1, 2018): 146–56. http://dx.doi.org/10.17730/0018-7259-77.2.146.
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This paper examines the flexible labor of Chinese female sex workers (FSWs) by looking at their job mobility. We show the women's flexible job mobility as an active strategy in addition to a direct response to the marketplace. Drawing upon in-depth interview data (n=175) during twenty-six months of ethnographic fieldwork in post-socialist China, we demonstrate the workers' spatial mobility (i.e., holding jobs in multiple locations) and temporal mobility (i.e., changing jobs frequently), which are critical features of the women's lived experiences. Our analysis shows that the women in the sex trade have high job mobility and that their multiple occupations include a wide range of work – from sex work to formal sectors. Their high job mobility stems from inventive negotiation that generates greater profits, increased stability, and reputational advantages. The findings pose three distinct challenges to the way sex work in China has been portrayed: (1) female sex workers can be excluded from the “general population”; (2) female sex workers can be labeled as a member of a particular sex worker category; and (3) the exclusive categorization between “commercial sex work” (e.g., xiaojie or prostitutes) and “transactional sex” (e.g., ernai or “second wife.”) The research demonstrates the strong agency of female sex workers even within adverse structural restraints, which contributes to existing discussions of whether sex work is voluntary or coerced.
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Alberstone, Cary D., Edward C. Benzel, and Deborah Garcia. "Whither neurosurgery?" Neurosurgical Focus 5, no. 2 (August 1998): E4. http://dx.doi.org/10.3171/foc.1998.5.2.5.
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Although trends in the marketplace demand for neurosurgeons should be of interest to neurosurgeons and prospective neurosurgeons, little data are available that accurately document these trends. A recent report published in the general medical journal Journal of the American Medical Association (JAMA) used the Conference Board help-wanted index to evaluate trends in physician marketplace demand. The authors of the JAMA study concluded that over the past 5 years there has been a significant fall in demand for specialist physicians. Because the discipline of neurosurgery was not included in the JAMA study, the authors of the present report attempt to evaluate the trend in the marketplace demand for neurosurgeons, using the same methodology of the JAMA study. The authors' data suggest that the conclusion of the JAMA study of steep declines in the demand for specialist physicians does not accurately reflect the job market for neurosurgeons, which in fact appears to be relatively stable. The present study attempts to document the stability of the neurosurgery market and outline the steps necessary to protect this market from existing threats.
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Lai, Vincent S., and Edward T. Chen. "An assessment of the job prospects of MIS doctoral students in the academic marketplace." Information & Management 29, no. 4 (October 1995): 183–89. http://dx.doi.org/10.1016/0378-7206(95)00027-t.
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Fryani, Malau Asima, and Kristina Sisilia. "ANALISIS PROFIL KONSUMEN UNTUK APLIKASI MARKET PLACE PRODUK FURNITUR KAYU JATI." PERFORMANCE: Jurnal Bisnis & Akuntansi 10, no. 1 (May 14, 2020): 47–62. http://dx.doi.org/10.24929/feb.v10i1.971.
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On globalization era, there is a growing desire of consumers who want everything to be easy to meet their needs and desires, so there are now a lot of marketplace application that have sprung up where the application can facilitate consumers. One of the job is to buy furniture. Phenomenon is found that there is not marketplace application espessially for sells teak wood furniture. The aims of this research is to find out how is the customer profile is the which includes perceptions and expectations for the user segment teak wood furniture using marketplace application.This research is decriptive with qualitative approach. The technique of collecting data is interview, observation dan documentation. The study using design canvas value proposition by Alexander Osterwalder and Yves Pigneur to determine customer profile. In this research customer perceptions and expectations is a original product, guarantee of warranty, easy payment method, the application easy to use and understand, valid information, fitur and interested design, admin fast response, minimal error occurred, no ads often appear, do not feel loss, updates on new products, save time, save money, and application is released soon..
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Haekal, Muhammad, Ahmad Arief Muttaqien, and Ainal Fitri. "Students' Perspectives on Future Employment: A Qualitative Study on Indonesian Higher Education Institutions during the COVID-19 Pandemic." AL-ISHLAH: Jurnal Pendidikan 13, no. 1 (May 27, 2021): 417–24. http://dx.doi.org/10.35445/alishlah.v13i1.502.
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This study aims to determine how undergraduate students at Indonesian higher education institutions think about future jobs associated with aspects of the COVID-19 pandemic and the increase in precariat work. It involved twenty students from two public universities located in Aceh, Indonesia. Online in-depth interviews were used as the data collection methods. Additionally, Snyder’s hope theory was utilised as a theoretical framework for this qualitative study. The theory would be useful in understanding the students’ insights related to the precarity of the future job, especially in the aspect of goals, pathway, and agency. The study found that despite having a lack of visualisation towards the future, the undergraduate students generally believed that COVID-19 and precarious working arrangements were serious challenges towards future employment. Academic achievements such as high grades might not be sufficient unless supplemented by substantial organisational skills, vast networking, and a resilient entrepreneurial mentality. This study also underlined the vital role of higher education institutions in strategically preparing their students to face the unpredictability and precariousness of the future job marketplace.
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Adiyanto, Adiyanto, and Rizki Febrianto. "Authentication Of Transaction Process In E-marketplace Based On Blockchain technology." Aptisi Transactions On Technopreneurship (ATT) 2, no. 1 (February 29, 2020): 68–74. http://dx.doi.org/10.34306/att.v2i1.71.
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The very rapid development of technology is currently causing a revolution digital and the era of technological disruption or known as industry 4.0. with the presence of this 4.0 industry occurred computer growth and record-keeping automation all fields. This allows every human job to be replaced by robots, causing changes in the trading system that was done directly can now be done online or also known as Marketplace. With trade conducted through the internet, the transaction process is carried out on a traditional or directly, is now turning to the digital transaction process through Internet. The transaction process carried out digitally requires accuracy, security, and good trust between seller and buyer. Management Customer Relations or better known as Customer Relationship Management (CRM) is one model that can be used in maintaining the relationship between the customer and the company. Blockchain technology is technology that is able to maintain the transaction process, to maintain management efficiency identity, tracking system implementation, identifying product authenticity, and synchronization recording data to all parties, is expected to increase trust and the relationship between the customer and the seller.
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Hsu, Jeffrey, Karin Hamilton, and John Wang. "Educating IT Professionals Using Effective Online, Pedagogical, and Scheduling Techniques." International Journal of Human Capital and Information Technology Professionals 1, no. 3 (July 2010): 15–31. http://dx.doi.org/10.4018/jhcitp.2010070102.
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Information technology professionals comprise an important segment of adult learners seeking a four-year undergraduate degree, and it is important to provide programs that address not only the conceptual and theoretical, but also adult learning needs in terms of career orientation and practicality together with providing real-life applications relevant to the needs of the IT job marketplace. The techniques of employing distance learning, providing modular and practical learning segments, emphasizing adult-oriented learning preferences, engaging users toward learning, and providing appropriate course schedules and sequencing are discussed in the context of an actual adult learner program. This program integrates job and career-oriented needs with that of a well-rounded business education. Examples and illustrations are provided to illustrate how an adult-oriented program was customized to provide needs important to adult learners and IT professionals, with the objective of producing superior and useful learning results.
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Kim, Sungsoo, and Chad R. Miller. "An economic model comparison of EMSI and IMPLAN." Tourism Economics 23, no. 5 (September 21, 2016): 1124–30. http://dx.doi.org/10.1177/1354816616656420.
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Economic Modeling Specialist International (EMSI) model is a common economic development research tool that has begun to be utilized for tourism research. Therefore, it is important to examine the differences between the EMSI model and the commonly used Impact Analysis for Planning (IMPLAN) model. The multiplier effects of the default version of EMSI and IMPLAN were compared using data obtained from a visitor expenditure survey of the Jackson Mississippi Mistletoe Marketplace. The results revealed that IMPLAN estimated larger multiplier effects (both type I and type II) than EMSI for the total output and employment (job supports).
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Leslie, D., H. Russell, and P. Govan. "Foreign Language Skills and the Needs of the UK Tourism Sector." Industry and Higher Education 18, no. 4 (August 2004): 255–66. http://dx.doi.org/10.5367/0000000041667565.
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This article presents the findings of a study catalysed by the outcomes of research into the attitudes and perceptions of UK undergraduate students of tourism management in relation to the need for foreign language skills, reported and discussed in a previous paper in this journal (Leslie et al, 2002). While that earlier study paid some attention to employers, it did so to a limited extent and therefore subsequent research was undertaken to investigate UK employers' attitudes to, and the need for, foreign language skills. This involved a survey of a diverse range of tourism enterprises, representative of the sector, drawn from across the UK. While the findings reveal few variations among different categories of enterprise in the sector, significant variations were found in attitudes and needs both within categories and more generally. Overall, there is a demand for foreign language skills and there are evident gaps in the marketplace – for example, the language skills that are available and difficulties in recruitment. Furthermore, employers generally were found to be reluctant to promote and support the development of these skills on the job. In concluding, the authors argue that the gaps in the marketplace are compounded by the lack of attention to the development of foreign language skills within tourism management education programmes and the lack of articulation of these needs, and wider commitment to them, by tourism-sector employers. All this brings into question just how well positioned tourism enterprises are in the UK to maintain their existing markets, let alone develop them in an increasingly competitive global marketplace.
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Alkahtani, Ali Hussein. "The Influence of Leadership Styles on Organizational Commitment: The Moderating Effect of Emotional Intelligence." Business and Management Studies 2, no. 1 (October 9, 2015): 23. http://dx.doi.org/10.11114/bms.v2i1.1091.
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Organizations need employees who are committed in their work so that they can contribute to the survival of the organization in the marketplace competition. Organizational commitment can be divided into three components; normative, affective and continuance commitment. There are various factors that influence employees’ commitment. These factors can be categorized into four groups; organizational factors, including leadership, culture, structure and processes; individual factors, including personality traits, emotional quotient, intellectual quotient, and spiritual quotient; job factors, including job characteristics, and remuneration systems; and environment factors, including social relationships and physical environment. This paper is meant to discuss on the influence of the most dominant organizational factor; leadership styles, on employees’ organizational commitment by concentrating on the effect of leaders’ emotional intelligence. Leadership styles are hypothesized to significantly influence the three types of employees’ organizational commitment. Besides, leaders’ emotional intelligence is hypothesized to enhance the relationship between leadership styles and employees’ organizational commitment. The practical and research implications of the paper are also discussed.
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Mohammad, Ayat Mohammad Esam Saed. "Effect of Workforce Diversity on Job Performance of Hotels Working in Jordan." International Journal of Business and Management 14, no. 4 (March 8, 2019): 85. http://dx.doi.org/10.5539/ijbm.v14n4p85.
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Implementing workplace diversity has become a major focus in many Human Resource departments. Diversity workforce can contribute to the organization’s success by enabling access to a changing marketplace via the organization’s multicultural employees. This study aimed to examine the impact of workforce diversity on the job performance in hotels operating in Jordan. Four dimensions of workplace diversity were included in the study: Gender, Age, Nationality, and Education background, on the other hand, job performance was measured by two dimensions: task performance and contextual performance. The study population consists of all managers working at different managerial levels in hotels in Jordan; samples of 389 managers were selected to represent the study population. Data were collected using a questionnaire developed on the strength of previous studies. Both IMB SPSS 19.0 and AMOS 23.0 were run to examine and test measures, data and hypotheses.
The results of the study supported the hypotheses that workforce diversity dimensions; Gender, age, nationality and educational background have a positive impact on job performance. Based on the study results the researchers recommend managers and decision makers of hotels in Jordan need to create better diversity management action plans in order to better accommodate the changing business environment.
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Ponnan, Ramachandran, and Azween Bin Abdullah. "Challenges of continuous technological disruption in the broadcasting industry and the search for ‘job-fit’ talents." SHS Web of Conferences 53 (2018): 02002. http://dx.doi.org/10.1051/shsconf/20185302002.
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:Job placement is becoming an uphill task for new graduates when they do not have the relevant knowledge to start up on their own. This happens when their education is either sub-standard, rendered obsolete upon graduation or cannot be translated into practice at their respective workplaces. Such a shortcoming in the broadcasting industry is not with the provision of training or the supply of skilled manpower. It is rather the continuous disruption of technology when graduates require more than operational knowledge. In the absence of ‘job-fit graduates’ the broadcasting industry looks out for the best talents outside of their traditional marketplace. To address this fallout, the industry is looking to recruit new talents with emerging computing knowledge instead of the traditional Mass Communication discipline. This empirical study explores the skills shortage in the broadcasting industry from the perspective of “Challenges of Industrial Revolution 4.0 in higher education (MyHE 4.0). Qualitative data was gathered from stakeholders, training providers and vendors. Two major findings: 1) The need for talents transformation to a modern converged setting in broadcasting; and 2) The establishment of pathways to ‘Job-Fit’ training in the broadcasting industry, have emerged from the study. The study proposes six recommendations in support of the transformation in the broadcasting industry.
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Ambira, Cleophas. "Nurturing Professional Talent in Records and Archives Management in Kenya." Atlanti 27, no. 2 (October 17, 2017): 107–16. http://dx.doi.org/10.33700/2670-451x.27.2.107-116(2017).
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This paper presents findings of a survey done in early 2016 on the preparedness of records and archives management (RAM) undergraduate students in Kenya to take up professional roles in records and archives management profession. The survey was conducted on the understanding that RAM in Kenya today demands well trained and nurtured talent especially in view of growing technological and professional issues in the field. Besides, there is increasing need for more robust and efficient RAM systems to serve needs for transparency and accountability. This requires a relook at the talent development of young RAM enthusiasts to ensure they are adequately repackaged to fit in the RAM world whilst remaining competitive in the global job marketplace.
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Jeon, Tasik. "The Effects of Salesmen"s Emotional Intelligence on the Creativity, Job Satisfaction, Service Orientation in the B2C Marketplace." Asia-Pacific Journal of Business & Commerce 13, no. 1 (March 31, 2021): 3–24. http://dx.doi.org/10.35183/ajbc.2021.03.13.1.3.
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Cheng, Yi-Shin, Ann Charis Tan, Ya-Chuan Hsu, and Tzeng-Ji Chen. "To Work at Clinics or at Hospitals? Analysis of Family Physician Recruitment Advertising in Taiwan." International Journal of Environmental Research and Public Health 17, no. 16 (August 5, 2020): 5636. http://dx.doi.org/10.3390/ijerph17165636.
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Family physicians act as gatekeepers of the healthcare system and have an indispensable role in providing holistic care in the primary care system. While previous studies had focused on the geographic maldistribution of family physicians, the current study investigated the distribution of job opportunities for family physicians by analyzing recruitment advertisements posted in medical association journals, as an indirect way to observe the marketplace demand for physicians. We collected all the recruitment advertisements for family physicians in the twelve issues of the Taiwan Medical Journal, the official organ of the Taiwan Medical Association, in 2018. In contrast to 124 new trainees annually, 739 advertisements for family physicians were posted within the entire year. After eliminating repeated advertisements, there were 302 distinct advertisements, of which hospitals accounted for 18.9% (n = 57). The job opportunities at hospitals were offered mainly by regional hospitals (n = 26) and community hospitals (n = 29), but only two by medical centers. Family physicians in Taiwan were in great demand not only by primary care clinics but also by hospitals. The role of family physicians in hospitals is worth further study.
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Whittaker, J. Gregg. "Skills Gap – A Strategy for Increasing Knowledge Worker Supply & Demand." Journal of Business 1, no. 4 (September 29, 2016): 13. http://dx.doi.org/10.18533/job.v1i4.42.
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The U.S. Economy has been and continues to be burdened with a “Skills Gap” where the skills of the available workforce are mismatched with the skilled talent needs of employer. The skills gap is especially evident among knowledge workers. Millions of people in the US are looking for jobs while millions of skilled jobs remain open. The unemployed and the underemployed in general do not posess the professional skills necessary for the jobs that are available. The conundrum is this recognized shortage of skilled knowledge workers has not led to the expected increase in salaries traditional economic analysis would suggest. This paper explains the true economic analysis of the skills gap in terms of an economic “wedge” that supresses knowledge worker saleries in the face of worker shortages. The paper recognizes a systemic disharmony between the momentum of traditional higher education and the rapidly changing needs and demands for professional skill sets in the marketplace. Traditional academic institutions are not predisposed to creating job-ready professionals that meet market needs, and private sector businesses are not positioned to fill the professional education, training and development gaps that exist. Significant opportunities exist to reposition the players to cerate opportunities for both academic intuitions and private sector companies to address the skills gap problem efficiently and effectively.
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Romeo, Marina, and Montserrat Yepes-Baldó. "Future Work and Disability: Promoting Job Motivation in Special Employment Centers in Spain." International Journal of Environmental Research and Public Health 16, no. 8 (April 24, 2019): 1447. http://dx.doi.org/10.3390/ijerph16081447.
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The technological transition currently taking place in the labor market is having severe implications for people. One vulnerable group at risk of marketplace exclusion are employees with disabilities. This research explores their job motivation, including the moderated effect of self-efficacy. A 187 employees from Special Employment Centers (SECs) in Spain with intellectual and physical disabilities completed the Internal Motivation Scale, the Psychological Critical States (PCS) and the self-efficacy sub-scale of the Psychological Processes Scale (PPS) tests. Following the International Tests Commission guidelines, the instruments were adapted to the special needs of the participants. We found differences depending on the kind of disability of employees. In employees with intellectual disabilities, their levels of self-efficacy moderated the effect of responsibility for outcomes and meaningfulness of work on motivation. In the case of employees with physical disabilities, the knowledge of results is a predictor of motivation when they had medium or high levels of self-efficacy. Additionally, in this group, responsibility for outcomes and meaningfulness of work had a direct effect on motivation, independently of their levels of self-efficacy. Employees with disabilities should be empowered to make choices and exercise control in their working lives. To do so, human resources managers should promote their wellbeing, taking into consideration the workforce diversity.
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Ahmad, Ala'Eddin Mohammad Khalaf, Omar Zayyan Alsharqi, Hussein Mohammad Al-Borie, Mowaffag Mohammed Ashoor, and Abdulkaream Saeed Al-Orige. "Corporate Social Responsibility and Brand Image: An Empirical Investigation of Private Sector Hospitals in Saudi Arabia." International Business Research 9, no. 9 (July 27, 2016): 91. http://dx.doi.org/10.5539/ibr.v9n9p91.
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<p>The purpose of this paper is to investigate the impact of CSR on brand image of private hospitals in Jeddah city, Saudi Arabia. A purposive sampling technique was employed to recruit 187 managers in different positions representing the desired range of demographic characteristics (e.g. gender, age, nationality, and job position). This research showed that CSR dimensions (vision and workplace) had a positive effect on brand image of the private hospitals on one hand. On the other hand, other dimensions (community relations, marketplace and accountability) had a negative effect on brand image. The paper contributes to previous research by adding to existing knowledge regarding CSR and brand image of the hospitals. The paper makes key recommendations towards adoption of CSR among hospitals.</p>
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Johnson, Mike. "Beyond Pay: What Rewards Work Best When Doing Business in China." Compensation & Benefits Review 30, no. 6 (November 1998): 51–56. http://dx.doi.org/10.1177/088636879803000609.
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Finding and holding on to employees is no easy task for foreign firms doing business in China. Certainly, money talks, but it is no guarantee that workers will remain on the job. Easily lured away by higher salaries, workers with the right skills often have their pick among newly arriving com-panies who are eager to cash in on China's still booming economy. What's an employer to do? In a fluid and fickle marketplace, training pro-grams, promotions and perks are quickly becom-ing key rewards for Chinese workers. For employers, that means offering employees better pensions, building ownership in the company, and providing foreign travel opportunities. And for retaining top talent, buying them cars and houses is not unheard of.
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Goldgehn, Leslie A. "Student Placement: The Challenge of Helping Our Undergraduate Marketing Students Prepare for the Job Marketplace and their Careers in Marketing." Journal of Marketing Education 11, no. 3 (December 1989): 78–82. http://dx.doi.org/10.1177/027347538901100312.
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Wut, Tai-Ming, Wai-Tung Chan, and Stephanie W. Lee. "Unconventional Entrepreneurship: Women Handicraft Entrepreneurs in a Market-Driven Economy." Sustainability 13, no. 13 (June 29, 2021): 7261. http://dx.doi.org/10.3390/su13137261.
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The objective of this paper is to investigate a unique type of entrepreneurship in women handicraft entrepreneurs. Data were collected from six women handicraft entrepreneurs by using in-depth interviews. Born after the 1980s, they strive for survival in a highly competitive marketplace. They are all passion-driven entrepreneurs. They have to engage in other activities (ranging from teaching handicraft classes to working in another full-time job) to financially support and sustain their handicraft work. It was found that challenges include high rental rates in the city, long product development processes, small market sizes, and insufficient knowledge in digital marketing. Almost all of them are skillful, innovative, and passionate on the artistic side, but reactive and passive on the business side. Measures were suggested to empower such women entrepreneurs in view of the United Nations’ Sustainable Development Goals.
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Gurung, Tek Bahadur. "Harnessing Fisheries Innovation for Transformational Impact in Nepal." Hydro Nepal: Journal of Water, Energy and Environment 15 (October 22, 2014): 53–59. http://dx.doi.org/10.3126/hn.v15i0.11295.
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In Nepal, per capita fish production lags far below most of the world. To be on par with our neighbors, present fish production would need to be increased at least three- or fourfold. For fish production to have a transformational impact on Nepal’s economy, an increase of four- or fivefold would be needed within a decade before the climate change could impact severely the industry. As well, businesses and the government would need to move quickly to produce a more favorable environment for job creation. However, for this transformation to happen pronouncedly, we need to know what additional fisheries technologies would best suit to enhance substantial production under putative climate changes and stimulating socioeconomics for more job and income opportunities. In this paper, we propose several solutions keeping intact aquatic biodiversity. 1) Carp, catfish Pangasius spp, tilapia and rainbow trout would provide the best returns from the marketplace. 2) Recreational fisheries and further cold water aquaculture opportunities need to be improved, 3) Head and tail waters of Pico-, micro-, and mega-hydropower should be prioritized as an area of aquaculture concern for harnessing Nepal’s vertical gradient landscape.DOI: http://dx.doi.org/10.3126/hn.v15i0.11295HYDRO Nepal JournalJournal of Water, Energy and EnvironmentVolume: 15, 2014, JulyPage: 53-59
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Nguyen, Thanh-Lam, and Pham Xuan Giang. "Improving Employee Performance in Industrial Parks: An Empirical Case of Garment Enterprises in Binh Duong Province, Vietnam." European Journal of Investigation in Health, Psychology and Education 10, no. 1 (July 24, 2019): 44–58. http://dx.doi.org/10.3390/ejihpe10010005.
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In responding to the current international integration and fierce competition on marketplace, over the last few decades, most businesses have tried to continuously improve their performance for better competitiveness. One of the preferred approaches is to enhance their employee performance; thus, fully capturing its determinants is critical. Thus, this study aimed at identifying key factors affecting employee performance so that businesses can create proper policies and actions to improve their overall performance. Specifically, as a common phenomenon, most employees working in industrial parks not only live far away from their workplaces as well as work a lot of overtime. These issues were carefully considered in this study to investigate their impacts on the employee satisfaction and performance. In the empirical case of garment enterprises in Binh Duong industrial parks, it was found that job satisfaction and employee performance are positively affected by eight factors: (1) reward and recognition; (2) development and training; (3) job promotion; (4) income; (5) work environment; (6) relationship with superiors; (7) relationship with colleagues; and (8) work procedure and role. In addition, it was found to be negatively affected by the house–work distance and overtime work, which are two new factors proposed in this study.
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Urbancová, Hana, and Monika Hudáková. "Employee Development in Small and Medium Enterprises in the Light of Demographic Evolution." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 63, no. 3 (2015): 1043–50. http://dx.doi.org/10.11118/actaun201563031043.
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Trends in the job market taking worker knowledge, abilities and skills into account show that the demand for qualified, experienced workers has been rising and that the trend will continue into the future. Accordingly, companies must put a life-long learning and development strategy in place so that even older employees (55+), the proportion of whom has been rising in organizations and in the marketplace, may maintain their positions in the job market for as long as possible. This paper aims to assess how small and medium enterprises in the Czech Republic reflect current demographic developments in terms of age management support and employee development. The data was obtained from small and medium enterprises in the Czech Republic (n = 432). The results show that age management is not an official primary focus of small and medium enterprises; but they naturally act in line with age management practices nevertheless. Any efficient solution to demographic development in the enterprises studied here, however, must be based upon an overall change of attitude coming from both entrepreneurs and company leadership focusing on young employees, as well as older employees themselves, where their ability to pass on their experience to younger coworkers is stressed. To maintain economic prosperity, continuous development is important for both categories.
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Saraiva, S., C. Moreira, M. Andrade, S. Carneiro, and M. Pinto da Costa. "Why Portugal is pushing towards migration?" European Psychiatry 33, S1 (March 2016): S640—S641. http://dx.doi.org/10.1016/j.eurpsy.2016.01.2409.
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BackgroundInternational professional mobility is a reality, people have skills they can put in the global marketplace. The increasing migration of health professionals to wealthy countries is a phenomenon known as “brain drain”.Objectives/AimsThis work aims to present the push factors that pressure people to migrate from Portugal.MethodsA cross-sectional survey was carried out with the psychiatric trainees in Portugal. A self-administered structured questionnaire was distributed to collect psychiatry trainees’ demographic and educational characteristics.ResultsIn Portugal, the majority of trainees have a Portuguese citizenship. Almost 2/3 did not have a short-mobility experience, and the majority never migrated to another country. Less than half consider staying in Portugal in the next years, and nearly 4/5 have considered leaving the country. Working conditions ranked first as the priority condition to be improved in psychiatry in Portugal, followed by financial conditions. In fact, an attractive job for psychiatry trainees in Portugal must have as the most important feature a pleasant work environment.ConclusionsAn alarming percentage of psychiatry trainees from Portugal intend to migrate. Impact on future career, financial conditions of doctors, job opportunities and better working conditions were some of the motivating factors behind the migration.Disclosure of interestThe authors have not supplied their declaration of competing interest.
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Vilkaite-Vaitone, Neringa, and Ugne Lukaite. "COMPANY IMAGE IN SOCIAL NETWORK AS PREDICTOR OF INTENTION TO APPLY FOR A JOB POSITION." Marketing and Management of Innovations, no. 3 (2019): 209–22. http://dx.doi.org/10.21272/mmi.2019.3-16.
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This paper summarizes the arguments and counterarguments within the scientific discussion on the issue of employer attractiveness on social networks, organizational image impact upon intentions to apply for a job position in banking industry. The main purpose of the research is to theoretically and empirically evaluate the impact of attractive workplace communications on social networks and image of a bank as an employer upon intentions to apply for a job position. Systematization of literary sources and approaches for solving the research problem indicates that there exist sufficient scientific background to expect a positive impact of workplace attractiveness on the image of employer. Usage of social media is also supposed to have a positive impact on the image, while the image might be a predictor of intentions to apply for a job. The relevance of the decision of this scientific problem is that social media has a huge potential to strengthen employer’s image, however, it also might destroy a carefully formed employer’s image. Such a potential stresses the role of banks’ communications on social network for building efficient employer image. A questionnaire research of students is carried out in Lithuania. The paper presents the results of an empirical analysis, which showed that job seekers in a labour market behave similarly to consumers in a marketplace. Banks should put efforts in order to present themselves as attractive working places on social networks in order to form a favourable employer’s image and encourage job seekers to apply for positions. Results of this study indicate that usage of social networks for the formation of image of employer can be a helpful tool. This is important because there are clear links between workplace attractiveness, usage of social networks and image of an employer. The latter construct is positively related to intentions to apply for a job. The results of the research can be useful for commercial banks. This study provides banks with useful insights of the factors that determine their image in labour market. Such insights give banks a perceptible information of how to become more attractive in labour market with the help of communications on social networks.
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Dunwell, Ian, Petros Lameras, Sara de Freitas, Panos Petridis, Maurice Hendrix, Sylvester Arnab, and Kam Star. "Providing Career Guidance to Adolescents through Digital Games." International Journal of Game-Based Learning 4, no. 4 (October 2014): 58–70. http://dx.doi.org/10.4018/ijgbl.2014100104.
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In an evolving global workplace, it is increasingly important for graduates and school-leavers to possess an understanding of the job market, their relevant skills, and career progression paths. However, both the marketplace and career paths are becoming increasingly dynamic, with employees more frequently moving between sectors and positions than was the case for previous generations. The concept of a “job for life” at a single organization is becoming less prevalent across sectors and cultures. In such a context, traditional approaches to career guidance, which often focused upon identifying a suitable occupation for adolescents at an early stage and establishing a route towards it, are being challenged with the need to communicate the value of transferrable skills and non-linear progression paths. This article explores the role digital games might play in allowing learners to develop these skills as part of a wider careers guidance programme. Through a case study of the “MeTycoon” serious game, the potential reach of such games is discussed, with 38,097 visits to the game's website, and 408,247 views of embedded educational videos. An online survey of players (n=97) gives some insight into their opinions of the game's impact and appeal, with positive comments regarding the design of the game and its emphasis on creating an enjoyable gaming experience whilst providing educational content.
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Dunwoodie, Karen, and Murray Ainsworth. "Acknowledging Student Diversity: Modifying the MBA Experience for International Students." Journal of Management & Organization 5, no. 1 (January 1999): 35–45. http://dx.doi.org/10.1017/s1833367200005629.
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Most international students entering RMIT's MBA program have relatively limited work experience and lack self-presentation skills. Some shortcomings in self-confidence in a western culture, job-seeking skills, networking experience and personal presentation skills are also evident. In these qualities the international students are notably different from the older Australian part-time students with whom they study. This visible diversity provided the catalyst for developing several “internationalising components” to better meet the needs of international students to enable international students to present themselves as informed, capable, culturally aware and desirable graduates. This paper describes how program changes were made with the objectives of building team interaction and problem solving skills, as well as cross-cultural awareness, building self-awareness of “me as a manager in the global marketplace” and exploring cultural diversity in business practices. In addition, the “competencies” stream was modified, with emphasis being placed on students' ability to assess the appropriateness and cultural fit of western models and theories in their own countries.
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Cervero, Robert. "Transit-Oriented Development's Ridership Bonus: A Product of Self-Selection and Public Policies." Environment and Planning A: Economy and Space 39, no. 9 (September 2007): 2068–85. http://dx.doi.org/10.1068/a38377.
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Transit-oriented development is shown to produce an appreciable ridership bonus in California. This is partly due to residential self-selection—that is, a lifestyle preference for transit-oriented living—as well as factors like employer-based policies that reduce free parking and automobile subsidies. Half-mile catchments of station areas appear to be indifference zones in the sense that residents generally ride transit regardless of local urban design attributes. Out-of-neighborhood attributes, like job accessibility and street connectivity at the destination, on the other hand, have a significant bearing on transit usage among station-area residents. The presence of self-selection, shown using nested logit modeling, underscores the importance of removing barriers to residential mobility so that households are able to sort themselves, via the marketplace, to locations well served by transit. Market-responsive zoning, flexible residential parking policies, location efficient mortgages, and adaptive reuse of parking lots are also promising tools for expanding the supply of transit-based housing.
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Dunwoodie, Karen, and Murray Ainsworth. "Acknowledging Student Diversity: Modifying the MBA Experience for International Students." Journal of the Australian and New Zealand Academy of Management 5, no. 1 (January 1999): 35–45. http://dx.doi.org/10.5172/jmo.1999.5.1.35.
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Most international students entering RMIT's MBA program have relatively limited work experience and lack self-presentation skills. Some shortcomings in self-confidence in a western culture, job-seeking skills, networking experience and personal presentation skills are also evident. In these qualities the international students are notably different from the older Australian part-time students with whom they study. This visible diversity provided the catalyst for developing several “internationalising components” to better meet the needs of international students to enable international students to present themselves as informed, capable, culturally aware and desirable graduates. This paper describes how program changes were made with the objectives of building team interaction and problem solving skills, as well as cross-cultural awareness, building self-awareness of “me as a manager in the global marketplace” and exploring cultural diversity in business practices. In addition, the “competencies” stream was modified, with emphasis being placed on students' ability to assess the appropriateness and cultural fit of western models and theories in their own countries.
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Golinowska, Stanisława. "Podatność młodzieży na ubóstwo i wykluczenie społeczne." Kultura i Społeczeństwo 54, no. 3 (August 20, 2010): 31–60. http://dx.doi.org/10.35757/kis.2010.54.3.3.
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The author presents a multi-aspectual picture of the situation of young people in Poland in a comparative framework. This confirms the theory of the susceptibility of young people to the threats to the equilibrium of their development. These are both universal problems, universal for the period of entering adulthood, as well as specific ones connected with countries in transformation like Poland. This is observable in many spheres: somatic and psychological health, access to education of adequate quality and fitted to the job market, intellectual and social development and in relationships with the family and surrounding environment. In Poland the study showed that the main problem, to a greater extent than in countries of the EU were the result of limitations on access to healthcare institutions and education and lacks in the infrastructure of public life. The situation of young people entering the job market from school is dramatically bad. There are disturbing indications of their weak social participation, lack of involvement in general matters and escape into a world created by the electronic media. The ability to overcome these limitations is exhibited only by the young people from the wealthier households, which is decisive in the creation of social inequalities during their childhood and adolescence which later only become more permanent and deeper. A specific positive characteristic of young people in Poland (and their parents) is their relatively high educational aspirations, which correctly applied — in the structure of schools allowing them to achieve skills and qualifications suitable for their needs — can have positive effects on the job marketplace and socio-economic development. This however requires a reorientation of the system of middle and higher education to the production of quality, open to social change and awakening and supporting initiative and innovation. The European Commission has taken the initiative in this regard, proposing the Strategy for Youth — Investing and Empowering.
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Gold, David M. "John Appleton of Maine and Commercial Law: Freedom, Responsibility, and Law in The Nineteenth Century Marketplace." Law and History Review 4, no. 1 (1986): 55–69. http://dx.doi.org/10.2307/743714.
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More than half a century ago, Walton H. Hamilton recognized the dual economic and moral spirit of the nineteenth century's ‘sense of individualism’ when he wrote that the legal maxim caveat emptor ‘served well its two masters, business and justice’. However, recent scholarship has captured only half that spirit. Historians have concentrated on business and attributed the way judges shaped the law of the marketplace to their desire to promote economic growth. James Willard Hurst, in his seminal Law and the Conditions of Freedom in the Nineteenth Century United States, posits ‘the release of individual creative energy’ as the ‘dominant value’ in American law for the first half or three-quarters of the nineteenth century, pointing to such developments as the judicial embellishment of ‘procedures and instruments to promote dealing at a distance and on credit’ in response ‘to the needs of a growing commerce’. Lawrence M. Friedman states that nineteenth century contract law was ‘attuned to the needs of a growing economy, at least as the leading judges read those needs’. Harold M. Hyman and William M. Wiecek credit the content of pre-Civil War contract law to the ‘developmental, entrepreneurial bias’ of antebellum judges. According to Bernard Schwartz, the job of American law, at least through the Civil War, was ‘to furnish the legal tools necessary for effective mobilization of the community's resources’. William E. Nelson, adding a class twist to the ‘developmental’ theme, writes that the law in the nineteenth century ‘came to be a tool by which those interest groups that had emerged victorious in the competition for control of law-making institutions could seize most of society's wealth for themselves and enforce their seizure upon the losers’.
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Grove, Hugh, Mac Clouse, and Tracy Xu. "New risks related to emerging technologies and reputation for corporate governance." Journal of Governance and Regulation 9, no. 2 (2020): 64–74. http://dx.doi.org/10.22495/jgrv9i2art4.
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Artificial intelligence (AI) has moved from theory into the global marketplace. The United Nations World Intellectual Property Organization released the first report of its Technology Trends series on January 31, 2019. It considered more than 340,000 AI-related patent applications over the last 70 years. 50 percent of all AI patents have been published in just the last five years. The challenges, potential risks, and opportunities for business and corporate governance from emerging technologies, especially artificial intelligence, have been summarized as whereby machines and software can analyze, optimize, prophesize, customize, digitize and automate just about any job in every industry. Boards of directors and executives need to recognize and understand the new risks associated with these emerging technologies and related reputational risks. The major research question of this paper is how boards of directors and executives can deal with both risk challenges and opportunities to strengthen corporate governance. Accordingly, the following sections of this paper discuss key risk management issues: deep shift risks, global risks, digital risks and opportunities, AI initiatives risks, business risks from millennials, business reputational risks, and conclusions.
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Tari, Katalin. "Digital Trends and Practice on the Hungarian Market." International Journal of Marketing Studies 12, no. 1 (February 28, 2020): 62. http://dx.doi.org/10.5539/ijms.v12n1p62.
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As the implication of digital economy and the result of the technological innovation associated with change, new or transformed roles have been added to the online supply chain. The release of Industry 4.0 has brought about enormous changes, not only as regards to the increase of participants in the online marketplace, but also in terms of changing job responsibilities and job schedules.
Design/methodology/approach—This article defines the most important trends on the online markets based on faculty literatures, on e-commerce and e-marketing conferences and on in-depth interviews (qualitative research method) with Hungarian experts. Furthermore, the article outlines how difficult is it to include these processes for webshop operators, according to their experiences.
Findings—The article presents some results of e-commerce trends for which direction the online market might evolve and what sphere/division must focus on to exploit the opportunities of web. I tried to assess the difficulty of starting a new webshop during my research (on scale of 1–6). The innovative nature of the research is that it intends to illustrate Hungarian trends based on the processing of the professional literature of the subject.
Originality/value—Much of the discussion is based on Web 4.0 and Industry 4.0. This article pushes a few new and high priority trends and to suggest the evolution of the Internet with a reason which is based on future consumer society.
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Magbool, Mohamad Abu Huzaifah bin, Azlan Amran, Mehran Nejati, and Krishnaswamy Jayaraman. "Corporate sustainable business practices and talent attraction." Sustainability Accounting, Management and Policy Journal 7, no. 4 (November 7, 2016): 539–59. http://dx.doi.org/10.1108/sampj-06-2015-0042.
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Purpose This study aims to investigate whether organizations can leverage on their sustainable business practices to attract valuable talents to gain competitive advantage over their competitors. Design/methodology/approach Using factorial design, the authors conducted an experiment to assess the attractiveness of an organization in line with the social identity theory, based on the Bursa Malaysia corporate social responsibility (CSR) framework attributes (including environmental performance, community relation, workplace and marketplace performance). Findings The findings of the current study supported the notion of social identity theory, as study subjects were attracted more to organizations with high corporate sustainable business (CSB) practices than organizations with low CSB practices. Specifically, findings of the current study revealed that job applicants have a higher intention to join and willingness to accept a job offer from organizations with more sustainable business practices. Research limitations/implications This study is limited by its sample size and selection, self-reported measures and its cross-sectional nature. Practical implications Understanding the most preferred attribute of CSB practices will enable organizations to focus their valuable resources rightfully to market their CSR efforts for obtaining higher organizational attractiveness and competitive advantage. Social implications As many organizations perceive sustainable outcomes to be costly, demonstrating the positive link between CSB practices and organizational attractiveness for talents warrants a win-win paradigm. Originality/value Talented workforce is essential for differentiating an organization from its competitors. As human resources are mostly unique and non-imitable, it has been recommended as a newly minted strategy to enable organization to achieve sustainable competitive advantages.
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Luci, Oxi Yondi. "Business Plan of “Me and Wood” Company in Producing Wood WasteProducts." Journal of Management and Business Environment (JMBE) 2, no. 1 (August 4, 2020): 78. http://dx.doi.org/10.24167/jmbe.v2i1.2680.
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This research aims at composing a business plan for “Me and Wood” Company in producing wood waste key chain in order to compete in merchandise market,which is reviewed from the aspects of marketing, human resources, operation, and finance. This research gives insight about business plan and business feasibility test and becomes a reference for especially business feasibility study in similar area. Business opportunity of “Me and Wood” was identified with a survey conducted to 58 respondents and observation to manufacturers of similar products. Product marketing is planned to use online media such as website, social media, and e-marketplace. Through innovative planning, the business is expected to develop and has an efficient production process. “Me and Wood” is planned to be located in Kaliwungu, Kendal, Central Java. Human resources involved have specification, job description, detailed organizational structure, and skill. From the calculation results, Payback Period for “Me and Wood” Merchandise Company can be achieved in 2 years and 2 months period, NPV equals to 343,441,899, IRR equals to 49.06% which is higher than the interest rate, and PI equals to 7.06%. If the condition matches the research estimation, then “Me and Wood” merchandise company is feasible.
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Coffey, Lisa, and Armani Davis. "The Holistic Approach to Academia: Traditional Classroom Instruction and Experiential Learning of Student-Athletes." Education Sciences 9, no. 2 (June 7, 2019): 125. http://dx.doi.org/10.3390/educsci9020125.
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National Collegiate Athletic Association (NCAA) student-athletes represent a unique subculture on college campuses, and the athlete must balance the rigors of coursework, athletics, and the non-traditional dynamics associated with being an athlete, which include “dumb jock” stereotypes, isolation, negative criticism, and the fear associated with athletic retirement. Unlike non-athletes, these students face increasing pressure from outside sources, including family, coaches, and fans, to be the best. However, participation in athletics gives student-athletes an opportunity to learn valuable skills and characteristics that are transferrable to the workplace. This mixed-method research extracted descriptive data to identify the characteristics learned through athletics, the skill-sets potential employers value the most, and how those skills are transferable to the workplace. Those characteristics include refined leadership, communication skills, and an ability to multi-task with a laser-sharp focus. Student-athletes are assertive, driven, understand the concept of teamwork, and handle constructive criticism without adverse reactions. The results show that when student-athletes engage in the classroom and absorb the learning opportunities provided through athletics, student-athletes can have a competitive advantage in the job marketplace.
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Vanleuvan, Patricia, Barbara Smith, Gloria S. Dion, Deborah S. Simon, and Cheryl Kaplan. "Math Options: Exploring Career Possibilities." Mathematics Teaching in the Middle School 1, no. 8 (January 1996): 654–60. http://dx.doi.org/10.5951/mtms.1.8.0654.
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The mathematics education of students in America's schools has been the subject of renewed debate and distress reminiscent of the rumblings of the post-Sputnik era. The current discussion is fueled by a realization that American competition in the global marketplace of the twenty-first century will require significantly more mathematicians, scientists, and engineers. Many question our ability to prepare students who demonstrate the high levels of expertise required in these fields. First, they point to intemational studies indicating that the mathematics skills of students in the United States are below those of students in other countries (Travers and McKnight 1985; Stevenson, Lee, and Stigler 1986). A second concern is related to demographic trends and the changing composition of our workforce. The majority of entrants to the job market in the new century are predicted to be women and minorities, who traditionally have not pursued careers that require extensive training in mathematics and science (Johnson and Packer 1987). Although the percent of women working in mathematics or science-related careers has increased, from 8.6 percent in 1975 to 13.4 percent in 1986, it is still comparatively low (Linn and Hyde 1989).
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TIWARI, BINITA, and Usha Lenka. "Building and branding talent hub: an outlook." Industrial and Commercial Training 47, no. 4 (June 1, 2015): 208–13. http://dx.doi.org/10.1108/ict-11-2014-0077.
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Purpose – In the era of knowledge economy and global crisis, managing talent across the globe has become a strategic challenge for organizations to create long-term business success. Getting the right employees in pivotal roles at the right time is crucial for firms to gain competitive advantage. Firms confront challenges to attract the prospective employees, develop, and retain their existing ones simultaneously to deliver excellence in the marketplace. Therefore, firms are required to address the needs and expectations of their employees through the involvement of top management, and provide challenging tasks and opportunities to enhance employees’ professional, social, and personal competencies. Such employees feel motivated and become highly engaged toward their job and organizational goals. Thus, the purpose of this paper is to propose a conceptual framework to build talent hub through engaging and branding employees in the organizations. Design/methodology/approach – General review. Findings – Engaged employees act as brand representatives, harmonize with firm’s values, and reflect the same in the external market, forming a talent hub. Originality/value – This paper provides an outlook for building and branding organizations as a talent hub through valuing and engaging employees to ensure a prolonged succession for business success.
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Guidice, Rebecca M., Donald C. Barnes, and Brian R. Kinard. "Delight spirals: the cause and consequence of employee perceived customer delight." Journal of Service Theory and Practice 30, no. 2 (March 9, 2020): 149–70. http://dx.doi.org/10.1108/jstp-05-2019-0126.
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PurposeWith increasing competition in the marketplace, there is a greater push for exceeding customer expectations and delivering customer delight to ensure firm’s success. The main reason for this push is the beneficial outcomes for the firm. More recently, hidden benefits have been identified (i.e. elevated customer emotions can positively impact other customers and employees in the service environment). Adding to this developing literature, the current research develops a model that links antecedents and outcomes to employee perceptions of customer delight.Design/methodology/approachBoth field and panel data, as well as multiple statistical methods, were utilized to test the hypothesized relationships. The field data were collected from employees of a national specialty retailer.FindingsService climate and interpersonal influence have a positive impact on customer delight and employee perceptions of customer delight. In turn, employee perceptions of customer delight positively impact harmonious passion and job dedication. In addition, accountability for pleasing customers is a significant moderator of the relationship between employee perceptions of customer delight and harmonious passion, but not between employee perceptions of customer delight and job dedication.Research limitations/implicationsThis research contributes to the ongoing debate on the viability of customer delight as a service standard by investigating the under-studied perspective of the frontline employee.Practical implicationsThis research contributes to the debate on the value of customer delight as a service standard by investigating the under-studied perspective of the frontline employee. A key takeaway for practitioners is how to create and manage the delight spirals that can occur when customers are delighted.Originality/valueThis is the first study that evaluates antecedents and outcomes of employee-perceived customer delight in a single model. This is also the first study to measure the impact of employee perceptions of customer delight with field data.
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Varela, Maria Leonilde R., Goran D. Putnik, and Maria Manuela Cruz-Cunha. "Web-based Technologies Integration for Distributed Manufacturing Scheduling in a Virtual Enterprise." International Journal of Web Portals 4, no. 2 (April 2012): 19–34. http://dx.doi.org/10.4018/jwp.2012040102.
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Today’s manufacturing enterprises face enormous competitive pressures stemming from the current dynamic and open business context. Global competition and market demand for customized products and services, delivered ‘just in time’, exert real stress on businesses. Recently, new production paradigms, such as the extended enterprise, as well as agile, virtual and networked manufacturing, have appeared in response to the increasingly dynamic conditions of the marketplace. These new concepts prompt geographically dispersed manufacturers to build alliances with their suppliers and customers in order to work more closely with them. They need to work to build manufacturing networks which bridge large sections of the supply chain. In this context distributed scheduling problems are challenging tasks to researchers and practitioners that have been gaining increasing popularity over the years. This is partly attributed to the fact that multi-site production and networked manufacturing environments are increasing as a consequence of globalization. In this paper a web based system for technologies integration for supporting distributed scheduling in a Virtual Enterprise, by combining a simulation-based approach, with the Hungarian algorithm, for solving job-shop scheduling problems is presented, in order to show how the authors can benefit from this technologies integration for supporting collaborative distributed manufacturing scheduling.
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Al Aina, Riham, and Tarik Atan. "The Impact of Implementing Talent Management Practices on Sustainable Organizational Performance." Sustainability 12, no. 20 (October 12, 2020): 8372. http://dx.doi.org/10.3390/su12208372.
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As organizations operate in an inexorable marketplace, there are always new and unpredictable difficulties that make managerial roles harder and the achievement of organizational goals and objectives more critical. Recently, the implementation of talent management practices in achieving sustainable organizational performance that will match the firms’ operational and strategic goals have been the concern of both academics and practitioners, but the issue has not been exhaustively investigated. Thus, the aim of this study is to investigate the effect of talent management practices on the sustainable organizational performance in real estate companies located in the United Arab Emirates. This paper seeks to make contributions through an empirical evaluation of talent management in the United Arab Emirates. A structured questionnaire was distributed to collect data from a study sample of 306 managers working in real estate companies. The proposed hypotheses were verified by structural equation modeling (SEM). The results of this study show that talent attraction and talent retention had no impact on the sustainable organizational performance, whereas learning and development and career management were found to have significantly positive impacts. The study suggests that learning and development, and employee career management, should be leveraged on by the management by concentrating on the coaching and training programs and job rotation so that the firm can achieve sustainable organizational performance.