Search results

1 – 10 of 499
Book part
Publication date: 28 August 2019

Julienne Brabet, Maria-Giuseppina Bruna, Jean-François Chanlat and Florimond Labulle

French Republican Model and ‘laïcité, the French version of secularism’, are supposed to protect the citizens, at work or elsewhere, against any form of discrimination and France…

Abstract

French Republican Model and ‘laïcité, the French version of secularism’, are supposed to protect the citizens, at work or elsewhere, against any form of discrimination and France has a long history of immigration. Ethnical and racial discriminations at work are nevertheless observable towards visible minorities today. People from North African ascendance as well as those from French overseas territories 1 ’ origins are heavily penalized in the job market. Neither direct and indirect laws nor the ‘voluntary initiatives’ introduced by companies seem able to solve this problem at a time when massive unemployment and terrorist Islamic attacks on the French soil are creating a situation of crisis.

Details

Race Discrimination and Management of Ethnic Diversity and Migration at Work
Type: Book
ISBN: 978-1-78714-594-8

Keywords

Book part
Publication date: 26 August 2014

Pramila Rao

The main goal of this research is to describe the talent management process via social networking sites (SNS) in emerging economies of India and Mexico.

Abstract

Purpose

The main goal of this research is to describe the talent management process via social networking sites (SNS) in emerging economies of India and Mexico.

Design/methodology/approach

The chapter uses a conceptual approach to detail the subject matter and adopts two theoretical frameworks to enhance understanding of the topic.

Findings

India and Mexico have welcomed various forms of SNS as strategic organizational tools for talent management. In India, Orkut is adopted to attract technical employees, Facebook is used to source overseas applicants, and Linkedin is sourced for management professionals. In Mexico, Facebook, Twitter, and YouTube predominantly provide applicants for young talent, while LinkedIn provides applicants for upper-level talent. This research also identifies the role of national cultures and data privacy laws in both these countries.

Research limitations/implications

This research is a conceptual paper and any future research will benefit from having either empirical or qualitative research to substantiate the results.

Practical implications

Practitioners might also benefit from this chapter as it distinguishes how different cultures use SNS for recruitment practices. Some cultures prefer to use SNS predominantly for its social aspect while others favor its practicality value. Global managers may be interested to identify where social networks are easily accepted for work-related practices.

Originality/value

There seems to be a paucity of research on SNS in emerging economies. This chapter provides pioneer work in two emerging economies by identifying relevant statistics, developing a model, and listing current SNS. Thus this research helps fill the gap in the extant cross-cultural literature on SNS.

Details

Social Media in Strategic Management
Type: Book
ISBN: 978-1-78190-898-3

Keywords

Book part
Publication date: 18 October 2017

Annie Cornet and François Fatoux

The aim of this chapter is to take stock of the aspect of the social concertation in the framework of policies of diversity management. It rests in particular on the work of a…

Abstract

The aim of this chapter is to take stock of the aspect of the social concertation in the framework of policies of diversity management. It rests in particular on the work of a commission created by the AFMD (French Association of Diversity Managers), in partnership with ORSE (a French Societal Observatory). The commission has involved several larges French companies and organised meetings between the representatives of the different employers’ and workers’ organisations. Another source is the numerous actions led by the Labour Unions in Belgium in the framework of the Consortium Diversité Wallonie, which exists since 2007. This study tries to remind some objectives of social concertation in regards to policies of diversity management, to take stock of the legal constraints on concertation in regards to particular targets, to show the multiple conceptions of this notion of diversity management among social partners, to give an overview of the content of the agreements, and to present the steps of a social concertation sensible to diversity.

Details

Management and Diversity
Type: Book
ISBN: 978-1-78635-489-1

Keywords

Book part
Publication date: 23 April 2012

David E. Eagle

Purpose – To assess the following question: Do large Protestant congregations in the United States exert social and political influence simply as a function of their size, or do…

Abstract

Purpose – To assess the following question: Do large Protestant congregations in the United States exert social and political influence simply as a function of their size, or do other characteristics amplify their influence?

Methodology/Approach – Using the U.S.-based National Congregations Study and the General Social Survey, the chapter employs a multivariate regression model to control for other factors related to church size.

Findings – Larger congregations contain a larger proportion of regular adult participants living in high-income households and possessing college degrees, and a smaller proportion of people living in low-income households. In congregations located in relatively poor census tracts, the relationship between high socioeconomic status (SES) and congregation size remains significant. Across Protestant groups, size and proportion of the congregation with high SES are correlated. Individual-level analyses of linked data from the General Social Survey confirm the positive relationship between the size of congregation the respondent attends with both high household income and possessing a college degree. These analyses also reveal a negative relationship between size and low household income.

Social implications – Size is an important factor when considering the social impact of congregations.

Originality/Value of chapter – This chapter identifies a systematic difference between churches of different sizes based on SES. This relationship has not been previously identified in a nationally representative sample.

Details

Religion, Work and Inequality
Type: Book
ISBN: 978-1-78052-347-7

Keywords

Book part
Publication date: 1 June 2021

Melissa James

This chapter compares how three institutions from three countries, Canada, Hong Kong and the United Kingdom, use international student recruitment as an institutional capability…

Abstract

This chapter compares how three institutions from three countries, Canada, Hong Kong and the United Kingdom, use international student recruitment as an institutional capability. Institutional capability to recruit students from international markets is determined by a mix of national policy, internal cultures and institutional resources and capabilities. This chapter explores the complex nature of institutional operations in higher education institutions (HEIs) by considering the perspectives of senior leaders, administrators and international student recruiters and how they implement their international student recruitment plans while facing increasing competition and unstable government policies. The results show what is needed is for institutions to improve their institutional capabilities to respond to national policies and to adapt to the changing global landscape. It also discusses the importance of understanding highly localised, institutional culture and practice and how national policy is one dimension that shapes international student recruitment. International case study allows you to draw these conclusions and to examine how strategy and policy contexts shape individual institutional capability. Institutional context shows capabilities in international student recruitment practice are unique and institutional responses to policies and competition are based on their internal cultures. Institutional actors view government policy as the ‘playing field’ to achieve their institutional strategies; however, there is more to international student recruitment than merely national policies such as the ability to communicate and coordinate activities within institutions. This chapter highlights the importance of understanding the capabilities of the institutions themselves as they attempt to recruit students from international markets. This chapter reinforces the notion that it is not only what the policies say or do, but also how these policies are interpreted at the practice level that shapes international student recruitment.

Details

Global Perspectives on Recruiting International Students: Challenges and Opportunities
Type: Book
ISBN: 978-1-83982-518-7

Keywords

Book part
Publication date: 18 August 2014

Rita Bissola and Barbara Imperatori

The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights…

Abstract

Purpose

The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights to design and manage appropriate web-based employer branding and recruitment strategies.

Methodology

The research strategy is based on semi-structured in-depth interviews involving 34 central informants: talented Gen Yers and social media recruitment experts and mangers. The project focuses on the Italian context, an exemplary country with the highest social media penetration rate.

Findings

The results demonstrate the “bounded” popularity of social media as a recruitment tool among Gen Yers who implement up to five active and passive behaviors, albeit not all widespread, according to varying patterns and using different social media for different purposes: receiving, seeking, sharing, leading, and experiencing. Gen Yers, with aims that vary in line with various staffing phases, collect and share rumors and voices from both internal and controlled organizational sources but also, and above all, from external and organizational sources that companies do not control directly.

Practical implications

Social media seem to offer appealing and valuable opportunities to attract and engage talented young individuals, sustaining the quality, quantity, and fairness of employment relationships. Conversely, they also involve some organizational risks and costs. The chapter offers some managerial cautions and advocates a radical change in the prevalent HRM mindset for the improved management of transparency that social media solutions entail.

Originality/value

Results contribute in understanding how social media can better sustain employer branding and recruitment activities, especially considering the needs and expectations of talented young employees and professionals in the Italian context. Italy is an emblematic context, where the social media potential appears to be extremely interesting, considering its high rate of social media penetration.

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

Keywords

Book part
Publication date: 1 January 2009

Eng Netra and David Craig

Cambodia is embarking on a major programme of decentralisation and deconcentration (D&D) reforms, which have the potential to transform the way the country is governed and to…

Abstract

Cambodia is embarking on a major programme of decentralisation and deconcentration (D&D) reforms, which have the potential to transform the way the country is governed and to build greater accountability into its governmental system. The D&D reforms promise to transfer much greater powers and capabilities to province and district level administrations. Provincial public servants will have the responsibility to deliver most services and to be accountable to elected councils. Potentially, they will move government closer to the people in important ways. However, if they are to do this responsively and accountably, a great deal will have to change in the ways that public administration – and especially human resource management (HRM) in the civil service – is structured and operated.

Details

The Many Faces of Public Management Reform in the Asia-Pacific Region
Type: Book
ISBN: 978-1-84950-640-3

Book part
Publication date: 5 August 2019

Lauren S. Foley

The chapter intervenes in the debate among scholars of legal impact about the extent to which law can change society. Reformers, aims are frustrated when targets of law respond…

Abstract

The chapter intervenes in the debate among scholars of legal impact about the extent to which law can change society. Reformers, aims are frustrated when targets of law respond with resistance to court decisions, especially where mechanisms to enforce case law are weak (Hall, 2010; Klarman, 2006; Rosenberg, 1991). Even when law’s targets abide by a law, however, other important studies have demonstrated that organizations can leverage ambiguous language to craft policies in compliance that further their aims (Barnes & Burke, 2006; Edelman, 2016; Lipson, 2001). This chapter examines a case in which a state constitutional provision banning affirmative action was written in relatively unambiguous language and one of its targets announced its intention to comply. Through extensive interviews with University officials, this chapter examines the University of Michigan’s use of financial, technological, and political resources to follow the language of the law while still blunting its impact. These findings suggest that to understand law’s impact on society, we need to reconceive compliance and not only take the clarity of the law and its enforcement mechanisms into account but also attend to the goals, resources, and practices of the groups it targets.

Details

Studies in Law, Politics, and Society
Type: Book
ISBN: 978-1-83867-058-0

Keywords

Book part
Publication date: 9 August 2017

Peter Holland and Debora Jeske

In this chapter, we explore the changing role of social media and its increasing influence in the recruitment and selection process. Access to social media platforms such as…

Abstract

Purpose

In this chapter, we explore the changing role of social media and its increasing influence in the recruitment and selection process. Access to social media platforms such as Twitter, Facebook, and LinkedIn as profiling tools both inside and outside the workplace is generating a number of potential ethical, legal, and moral dilemmas in the human resource management (HRM) field.

Methodology/approach

This is a conceptual chapter which analyzed peer-reviewed academic literature, the business press, and other media outlets.

Findings

This conceptual chapter outlines the key issues for HR academics and professionals in the area of recruitment and selection associated with the changing role of social media in the workplace, and how it indirectly affects a number of other HR practices. Certain emergent practices such as cyber-vetting and applicant data mining demonstrate a deficiency in moral, ethical, and legal frameworks. The lack of attention paid to these new HR risks highlight the skill gap within the HR profession to handle information and data security challenges, any of which can be exacerbated due to social media.

Practical implications

In order to assist HR in tackling these challenges, we conclude with a number of recommendations for HR practitioners.

Social implications

The chapter helps raise awareness and understanding of this new and emerging aspect of digital HRM.

Originality/value of the chapter

We provide a framework for a broader understanding of the issues associated with cyber-vetting and its potential impact on HRM policies and practices.

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

Keywords

Book part
Publication date: 18 August 2014

Tanya Bondarouk, Huub Ruël, Elena Axinia and Roxana Arama

HR professionals have identified the power of information sharing for employer branding that could be obtained through the rapid growth of social media usage. The growing interest…

Abstract

Purpose

HR professionals have identified the power of information sharing for employer branding that could be obtained through the rapid growth of social media usage. The growing interest in and power of social media seem to be important for companies that want to make themselves known as interesting employers and to recruit prospective employees, using techniques that are more common to job seekers and recruiters. This study aims to explore the immediate future of employer branding through social media, as envisioned by academics and HR practitioners.

Design/methodology/approach

To look into the future of employer branding, we use the Delphi technique for forecasting, planning, issue identification, and framework development (Bobeva & Day, 2002). Two groups of respondents participated in this three-part study: 11 academics and 20 HR professionals. They were selected because of their research into the integration of HRM and IT from the e-HRM Global mailing list. The panelists participated in the research via electronic communication. The data were collected in three rounds from November 2010 to April 2011.

Findings

Research has revealed differences in the opinions of academics and HR professionals on the impact of social media on employer branding. The academics see its general effect as the targeting of audience for recruitment, marketing/company brand, and ways of communication/HR competencies. The practitioners see the image of the employer, visibility of the company, and organization responsiveness. The study presents other findings within the boundaries of employer branding value proposition, internal and external marketing, and the role of HR professionals. According to the academics, HR professionals in the future will need to possess knowledge about marketing and communication studies and web-based applications/develop new skills. They think that social media will impact the image of HR in organizations. On the other hand, HR professionals think that the future of their activities will depend on their awareness of recruitment trends, HR innovative thinking, and HR networking skills. Although the object of their activity will remain recruitment, HR professionals will have to be continuously updated on what is new in the social media in terms of recruitment.

Originality/value

This study presents the results of the Delphi technique, which is itself considered an original research method and not widely accepted in the tough “publish or perish” world. The value of the research is its forecast about the future developments of employer branding through social media, as envisioned by academics and HR practitioners.

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

Keywords

1 – 10 of 499