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Article
Publication date: 1 June 2020

Carlos Coutinho Fernandes Junior and Leonel Teixeira Pinto

The main purpose of this paper is to develop a study of the determination of the most appropriate execution steps, necessary for the construction of modelling, simulation and…

Abstract

Purpose

The main purpose of this paper is to develop a study of the determination of the most appropriate execution steps, necessary for the construction of modelling, simulation and optimization for the specific area of slaughter line balancing. And through the developed model to demonstrate the application of simulation to increase productivity in a large-size swine slaughterhouse, focusing on operator stations balancing. The built model may be applied to support the management of the plant, allowing to evaluate and decide the optimized scenario that meets current needs considering operational cost, production demand and productivity.

Design/methodology/approach

For the research development, the selected software supports the characteristics of the evaluated process, in this case, a discreet simulation with stochastics variables. The studied plant was modelled door by door, from the swine reception until the packaging area. The research methodology was based on lean manufacturing (LM) principles, particularly in workstations balancing, by optimizing the idle time of the operators, comparing with the cycle time of each task, in the evaluated workstations.

Findings

The achieved result with the modelling and simulation was the increase of 11.89% in plant productivity through manpower optimization. The study indicates that the simulation applied with LM concepts as operative stations balancing and value stream map can be a very useful tool to support decision-making for productivity improvement.

Originality/value

This study approaches how modelling and simulation can support decision-making to implement improvements associated to workforce balancing optimization, especially in the studied area (agribusiness, animal slaughter). The studied process presents great variability associated with the processing time of each phase, making the analysis and modelling more complex. The number of workstations involved, with more than 800 employees, is an important point in the research, considering that cases with higher values than the case presented were not identified in literature.

Details

International Journal of Lean Six Sigma, vol. 13 no. 4
Type: Research Article
ISSN: 2040-4166

Keywords

Article
Publication date: 1 August 2016

Stefanie App and Marion Büttgen

The purpose of this paper is to investigate whether both perceived sustainable organizational and supervisor support, which represent a sustainable human resource management (HRM…

3708

Abstract

Purpose

The purpose of this paper is to investigate whether both perceived sustainable organizational and supervisor support, which represent a sustainable human resource management (HRM) approach, can induce commitment to the employer brand.

Design/methodology/approach

This study includes a diverse sample of 3,016 employees drawn from various German organizations. To test the developed hypotheses, a structural model that included all the hypothesized effects was built, using Mplus 7.

Findings

Perceived sustainable supervisor support (PSSS) has a direct effect on brand commitment, whereas perceived sustainable organizational support (PSOS) only generates brand commitment indirectly, mediated by brand prestige, brand distinctiveness, and brand trust. The findings further underline that, compared with PSOS, PSSS has a stronger impact on trust in respect of the employer brand.

Originality/value

By considering current employees and their commitment to the employer brand, this study takes an insider view and sheds new light on how an employer brand based on sustainable HRM can achieve commitment, as well as how several mediators affect this link.

Details

Employee Relations, vol. 38 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 February 1990

Mirian M. Graddick, Emily Bassman and Joanne M. Giordano

A small sample of leading edgecompanies was studied to see howfirms are addressing the changingworkforce. Generally, HR planners andbusiness leaders are very aware of theissues…

Abstract

A small sample of leading edge companies was studied to see how firms are addressing the changing workforce. Generally, HR planners and business leaders are very aware of the issues. Some companies have even begun to put in place innovative HR programmes designed to meet the needs of the changing workforce. A key challenge for many HR planners, however, is to convey urgency in addressing the issues and translate issues into specific programmes and policies.

Details

Journal of Organizational Change Management, vol. 3 no. 2
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 17 July 2007

Nicola Hughes

The purpose of this case study is to highlight to individuals and businesses the importance of work‐life balance and how it can have a massive impact on one's daily life. It aims

2392

Abstract

Purpose

The purpose of this case study is to highlight to individuals and businesses the importance of work‐life balance and how it can have a massive impact on one's daily life. It aims to describe the pitfalls of not having a policy in place and also how a business can go about implementing a policy.

Design/methodology/approach

The subject scope of the paper is to inform employers and employees of all aspects of work‐life balance from the cause and effect to the methods available to help them achieve a great balance and improve productivity and wellbeing.

Findings

The case study shows that work‐life balance is having a massive impact not only on businesses productivity, but also on the economy as a whole. A massive amount of money is being lost due to illness, etc. The information included from companies such as BT who have already implemented a work‐life balance programme shows that the results are significant. The increase in staff wellbeing and productivity is amazing and shows that implementing these programmes really makes a difference.

Originality/value

The case study is invaluable to any employer who has a team of staff. The findings of the research undertaken with BT shows that companies cannot wait until work‐life balance becomes a “must have” – it needs to be implemented straightaway to ensure that staff are happy in their job and that no aspect of their career is contributing to ill health. BT show that by ensuring that “work‐life” balance is prevalent in their business they have reduced absenteeism, increased productivity and have a more responsive and effective workforce.

Details

Industrial and Commercial Training, vol. 39 no. 5
Type: Research Article
ISSN: 0019-7858

Keywords

Open Access
Article
Publication date: 21 June 2021

Manjari Mahato, Nitish Kumar and Lalatendu Kesari Jena

Despite the trend, managing and maximizing the effectiveness of blended workforce is not well-understood. The purpose of this paper is to institutionalize a blended workforce

8620

Abstract

Purpose

Despite the trend, managing and maximizing the effectiveness of blended workforce is not well-understood. The purpose of this paper is to institutionalize a blended workforce model in the post-COVID era, that is, a movement from homogenous workforce to heterogenous workforce of full-time employees working in tandem with gig talents connected via digital platforms.

Design/methodology/approach

The evolution of gig economy is presented for contextualizing the development of prospective business models in the post-COVID era to establish clarity on the relationship between the employers and the blended workforce. To achieve this conceptual switch, a framework is proposed to support this type of workforce for creating a fair balance.

Findings

By drawing on the concepts of various talent management functions, propositions were made predicting that the alignment of the multilateral activities of the gig workers with permanent workforce will be leveraged in the future to address the needs of short-term specialized skill-sets and scalable operations while creating a fair balance through a flexible and agile workforce.

Originality/value

First, the paper explores how bridging the gap between the traditional and gig workforce can impact the key antecedents of a blended workforce ensuring a fair trial. Second, on an economical level, the COOKIE framework proposed in the paper is expected to play a crucial role in creating new job opportunities, boosting employee morale while minimizing costs and increasing productivity of the organizations.

Details

Journal of Work-Applied Management, vol. 13 no. 2
Type: Research Article
ISSN: 2205-2062

Keywords

Article
Publication date: 1 November 2003

Stephen K. Hacker and Toni L. Doolen

This paper presents a new paradigm for conceptualizing the relationship between individual, family, and work. The language and focus of the balance approach is limiting and keeps…

2751

Abstract

This paper presents a new paradigm for conceptualizing the relationship between individual, family, and work. The language and focus of the balance approach is limiting and keeps individuals from creating integrated lives. Based on previous research and the authors’ experiences in facilitating organizational transformation, a new view of the issue of work‐life balance is described. This approach focuses on the engagement of each individual in an organization as a whole person. Within the organization, efforts to help individuals consciously create a life’s purpose and meld this purpose with their organizational contribution avoid sub‐optimization and create the opportunity for synergistic performance.

Details

Career Development International, vol. 8 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 7 September 2015

Susana Pasamar

The purpose of this paper is to explore the relationship between the availability and the real use of work-life (WL) benefits by employees. Most research focuses on adoption, and…

1964

Abstract

Purpose

The purpose of this paper is to explore the relationship between the availability and the real use of work-life (WL) benefits by employees. Most research focuses on adoption, and some studies have analysed the levels of use. However, it is yet to be explained why some firms offer formal WL benefits, which ultimately are not used by employees.

Design/methodology/approach

The hypotheses developed here are tested using data from a sample of 146 Spanish private firms, which is very relevant because findings from research developed in Anglo-Saxon contexts cannot necessarily be extended elsewhere.

Findings

The results reveal that availability significantly influences the level of use of WL programmes. Both the proportion of women employees in the organization and the formalization of the WL balance culture moderate the relationship between availability and use.

Practical implications

These findings hold lessons for practitioners and researchers interested in WL balance and its actual diffusion among employees. Practitioners should consider WL balance in an unrestrictive way, thinking about different kinds of employees and not only women with caring responsibilities. The mere provision of benefits to a small part of the workforce does not guarantee any of the positive outcomes related to WL balance.

Originality/value

Aside from exploring the availability-use gap, this research was conducted in a non-Anglo-Saxon context.

Details

Personnel Review, vol. 44 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 17 October 2022

Hebba Haddad, Jo Field and Alex Bennett

Despite women comprising around 50 per cent of the UK population and workforce, they only account for 20 per cent of workers in the transport sector. This chapter focusses on the

Abstract

Despite women comprising around 50 per cent of the UK population and workforce, they only account for 20 per cent of workers in the transport sector. This chapter focusses on the key issues for women working in transport and explores how government policy and industry initiatives can support improving gender balance within the transport industry workforce. The chapter presents the findings of recent research examining experiences of women working in transport, and perceptions of men – which seeks to better understand culture, career opportunities, and (perceived) gender issues within the transport sector. It also presents case studies of successful initiatives that have been implemented to address gender (im)balance in transport organisations. Drawing on these findings, the chapter provides evidence-based recommendations, that have been presented to the All-Party Parliamentary Group for Women in Transport in the UK and evaluates the role of government in enacting meaningful change to improve gender balance in the transport industry.

Article
Publication date: 1 June 1994

Anne Brockbank and Yvonne Airey

Reports the findings of a combined survey of 16 large retailers, using apostal questionnaire and personal interviews. Researchers soughtinformation regarding the proportion of…

2373

Abstract

Reports the findings of a combined survey of 16 large retailers, using a postal questionnaire and personal interviews. Researchers sought information regarding the proportion of women holding senior management positions and the approach and attitude of retail companies to the advancement of women. Results reveal no shortage of goodwill towards the provision of equal opportunities for women, with many responding companies actively pursuing policies aimed at improving the gender balance of their workforce. Findings suggest that non‐food retailers are likely to have more senior women than food retailers. Senior women interviewees confirmed that working conditions in retailing were a factor in the statistics, but they suggested that negative attitudes from staff and customers also play a part. The isolation of lone senior women was confirmed by personal interviews, and in‐company mentors were identified as a possible help in that regard. The problem of balancing a family and career remains while store managers are believed to be omnipresent.

Details

International Journal of Retail & Distribution Management, vol. 22 no. 4
Type: Research Article
ISSN: 0959-0552

Keywords

Article
Publication date: 1 June 1994

Kate Siddall, Helen King, Therese Coleman and Bill Cotton

Discusses the launch of a public/private sector partnership in Leeds– Opp 2k. Explores why organizations should balance their workforces andhow this can be achieved. Opp 2k exists…

433

Abstract

Discusses the launch of a public/private sector partnership in Leeds – Opp 2k. Explores why organizations should balance their workforces and how this can be achieved. Opp 2k exists to share work practices which contribute to the increase and improvement of the position of women in the workforce. Gives positive reasons why women should be developed in organizations and discusses family friendly policies and changing management styles.

Details

Executive Development, vol. 7 no. 3
Type: Research Article
ISSN: 0953-3230

Keywords

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