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Article
Publication date: 23 March 2012

Pratim Datta

How can managers optimally distribute rewards among individuals in a job group? While the management literature on compensation has established the need for equitable…

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Abstract

Purpose

How can managers optimally distribute rewards among individuals in a job group? While the management literature on compensation has established the need for equitable reimbursements for individuals holding similar positions in a function or group, an objective grounding of rewards allocation has certainly escaped scrutiny. This paper aims to address this issue.

Design/methodology/approach

Using an optimization model based on a financial rubric, the portfolio approach allows organizations to envision human capital assets as a set (i.e. a team, group, function), rather than independent contractors. The portfolio can be organized and managed for meeting various organizational objectives (e.g. optimizing returns and instrumental benefits, assessing resource allocations).

Findings

This research introduces an innovative portfolio management scheme for employee rewards distribution. Akin to investing in capital assets, organizations invest considerable resources in their human capital. In doing so, organizations, over time, create a portfolio of human capital assets. The findings reduce large variances in rewards distribution yet serving employee and management considerations.

Practical implications

The research has tremendous implications for managers who can mitigate serious equitable rewards distribution issues by creating a process that exemplifies rewards distribution using four different rewards allocation scenarios based on varying managerial prerogatives.

Originality/value

This research is a unique model that addresses a pressing human resource issue by solution based on a usable and feasible optimization mechanism from financial portfolio theory.

Details

Management Decision, vol. 50 no. 3
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 5 April 2018

Muhammad Shahid Khan, Ilham Sentosa and Faryal Salman

Malaysia has set year 2020 as a targeted year to become the most developed nation and to transform the economy into knowledge based. Issue is to become developed nation, but…

Abstract

Purpose

Malaysia has set year 2020 as a targeted year to become the most developed nation and to transform the economy into knowledge based. Issue is to become developed nation, but without human capital development (HCD) process, the achievement of this vision would be difficult. Numerous studies articulated the direct impact of human capital on the country economic growth. Human capital is a significant factor to get competitive advantage, which is the need of the day for all countries as well as for organizations to survive in today’s tough competitive environment. Major objective of this research was to find the role of transformational leadership (TL) in human capital effectiveness with the effect of knowledge management (KM) strategies. The paper aims to discuss these issues.

Design/methodology/approach

A mixed research method is deployed in this study. Data are collected with the help of self-administrated questionnaire and a semi-structured interview. The structural equation modeling technique is used in the data; data are analyzed with the help of AMOS and Nvivo software.

Findings

The results revealed that transformation has a positive effect on KM strategies. Further, this study also identified that knowledge codification strategy and personalization strategy have a positive impact on human capital effectiveness.

Research limitations/implications

The results revealed that KM strategies play a vital role in human capital effectiveness. Therefore, the Malaysian healthcare industry should introduce KM strategies in order to enhance employees’ knowledge skills and ability. This study is only conducted in Malaysia; the future researcher can use a different method to test the current research model.

Practical implications

Knowledge codification and knowledge personalization strategy can contribute to the HCD process. This study can be generalized in the Malaysian healthcare industry. This kind of effort will add value into human capital. Hence, organization can get a competitive advantage with the help of human capital. TL style is the most appropriate style in the current era; this leadership has the ability to transform the system, which is the need of the day. Due to rapid changes in technology, a leader who believes in change can meet the challenges of twenty-first century.

Originality/value

KM strategies and their use have been a research issue for some time. Companies have also adopted knowledge management strategies tools to support and stimulate knowledge sharing in their organizations and to help employees to find the expertise they are looking for. But no research has been performed on the importance of KM strategies. This paper describes a unique and new framework that the authors devised to help companies to do just that.

Details

World Journal of Entrepreneurship, Management and Sustainable Development, vol. 14 no. 2
Type: Research Article
ISSN: 2042-5961

Keywords

Article
Publication date: 13 September 2011

Ya‐Hui Ling and Bih‐Shiaw Jaw

The purpose of this paper is to explore the relationships among top management teams' (TMS) entrepreneurial leadership, international human capital management (IHCM), and global…

2719

Abstract

Purpose

The purpose of this paper is to explore the relationships among top management teams' (TMS) entrepreneurial leadership, international human capital management (IHCM), and global competitiveness.

Design/methodology/approach

Given the exploratory nature of this research, the authors adopted a purposive sampling process and targeted companies headquartered in Taiwan but with foreign subsidiaries. In addition to in‐depth interview, a questionnaires survey was administered to secure information from either top managers or human resources professionals. Altogether, 114 companies took part in the study.

Findings

The results indicated that entrepreneurial leadership of TMS not only had direct positive influences on a firm's IHCM, but also had indirect positive influences on a firm's global competiveness through the meditating effects of IHCM.

Originality/value

One contribution of this study is the development of appropriate metrics to measure a firm's “IHCM” practices that enhance a firm's global competiveness. A second contribution is the development of metrics of a firm's global competiveness and to explain a firm's global competiveness from a human capital management perspective. Additionally, this study contributed to the literature by empirically investigating the mediating effect of IHCM on the relationship between TMS entrepreneurial leadership and global competiveness relationship.

Details

Journal of Chinese Human Resources Management, vol. 2 no. 2
Type: Research Article
ISSN: 2040-8005

Keywords

Article
Publication date: 20 November 2020

Himanshu Seth, Saurabh Chadha, Satyendra Kumar Sharma and Namita Ruparel

This study develops an integrated approach combining data envelopment analysis (DEA) and structural equation modeling (SEM) for estimating the working capital management (WCM…

1365

Abstract

Purpose

This study develops an integrated approach combining data envelopment analysis (DEA) and structural equation modeling (SEM) for estimating the working capital management (WCM) efficiency and evaluating the effects of diverse exogenous variables on the WCM efficiency and firms' performance.

Design/methodology/approach

DEA is applied for deriving WCM efficiency for 212 Indian manufacturing firms over a period from 2008 to 2019. Also, the effect of human capital (HC), structural capital (SC), cost of external financing (CEF), interest coverage (IC), leverage (LEV), net fixed asset ratio (NFA), asset turnover ratio (ATR) and productivity (PRD) on the WCM efficiency and firms' performance is examined using SEM.

Findings

The average mean efficiency scores ranging from 0.623 to 0.654 highlight the firms operating at around 60% of WCM efficiency only, which is a major concern for Indian manufacturing firms. Further, IC, LEV, NFA, ATR revealed direct effect on the WCM efficiency as well as indirect effect on firms' performance, whereas CEF had only a direct effect on WCM efficiency. HC, SC and PRD had no effects on WCM efficiency and firms' performance.

Practical implications

The findings offer vital insights in guiding policy decisions for Indian manufacturing firms.

Originality/value

This study is the first to identify the endogenous nature of the relationship of HC, SC, CEF, IC altogether with firms' performance, compounded by the WCM efficiency, by applying a comprehensive methodology of DEA and SEM and provides an efficiency performance model for better decision-making.

Details

Benchmarking: An International Journal, vol. 28 no. 4
Type: Research Article
ISSN: 1463-5771

Keywords

Book part
Publication date: 30 March 2020

Andrew Boocock, Rebecca Page-Tickell and Elaine Yerby

Talent management and its associated issues are a perennial concern for human resource management (HRM) practitioners and HR professional bodies. The disruption of the gig economy…

Abstract

Talent management and its associated issues are a perennial concern for human resource management (HRM) practitioners and HR professional bodies. The disruption of the gig economy has exacerbated these concerns in multiple ways. This chapter seeks to interrogate this arena, its drivers and in particular the onward impacts on HRM practice and direction at the wider organisational level. The conceptual lens of Critical HRM has been selected for this analysis to examine how a variant of neoliberalism, that of human capital theory, has exuberated and legitimised a shift from an inclusive human relations approach to talent management to an exclusive individualised one with onward impacts on the talent development opportunities for individuals inside and outside of the organisation. This chapter also considers the reemphasis on the role of ‘strategic planning’ and the rise of supply chain management discourses in the context of managing atomised talent. It is argued that in the absence of mutuality in the gig economy espoused talent management strategies can create a conflict between the agendas of giggers, platforms and agencies and wider stakeholders in organisations. These issues are examined through an in-depth case study of gig-based contracts in the higher education and their impact on talent management and associated goals of innovation and creativity.

Details

Conflict and Shifting Boundaries in the Gig Economy: An Interdisciplinary Analysis
Type: Book
ISBN: 978-1-83867-604-9

Keywords

Article
Publication date: 8 January 2018

Ann Martin-Sardesai and James Guthrie

The purpose of this paper is to examine the perceptions of academic human capital (HC) towards a university’s research performance measurement system (PMS), in response to a…

1460

Abstract

Purpose

The purpose of this paper is to examine the perceptions of academic human capital (HC) towards a university’s research performance measurement system (PMS), in response to a national research assessment exercise (RAE).

Design/methodology/approach

This paper draws on a subset of the data from a large mixed method case study research project about the impact of ERA on an Australian public sector university.

Findings

The findings reveal that the research PMSs were designed, implemented and used as a tool to measure and manage the research performance of HC within the university. The case study university performed well in the RAE. However, this also led to several unintended consequences in the form of fear and anxiety, gaming and strategic initiatives, a focus on quantity and not the quality of research, and increased workload, which led to a loss in the stock of HC.

Practical implications

This empirical evidence can inform governments and policy makers of the unintended consequences of government research evaluations on academic HC. University managers could improve the design of HC management systems by not only measuring academic HC performance, but also providing training and resources to enhance, support and maintain the overall well-being of academics.

Originality/value

This study provides insights regarding the connection between a university’s PMS and academic HC and contributes to the academic literature on intellectual capital and PMSs.

Details

Journal of Intellectual Capital, vol. 19 no. 1
Type: Research Article
ISSN: 1469-1930

Keywords

Article
Publication date: 8 August 2023

Deepak Kumar Tripathi, Saurabh Chadha and Ankita Tripathi

Working capital efficiency (WCE) is crucial for the sustainability of both large and small firms. This study aims to use the sample of micro, small and medium-sized enterprises…

Abstract

Purpose

Working capital efficiency (WCE) is crucial for the sustainability of both large and small firms. This study aims to use the sample of micro, small and medium-sized enterprises (MSMEs) in India and tries to understand the critical determinants of WCE.

Design/methodology/approach

Using a fixed effect panel data model on a sample of 578 MSMEs (59 micro, 226 medium and 296 small firms), this study explores the relationship between the predictors of WCE. Additionally, the study adopted two metrics for measuring WCE among each type of firm (micro, small and medium).

Findings

Several firm-specific variables, including leverage (lever), firm age (AGE), firm size (Fsiz), profitability (Prof), extended payment terms (EPT), human capital (HCap), asset turnover ratio (ATR), reverse factoring (RF) and firm growth (FG), have a significant effect on working capital management efficiency (WCE). In contrast, tangibility (Tangib) and salary expenses (Sal) had an insignificant effect on working capital management efficiency.

Research limitations/implications

The study is based on secondary data. Future studies may incorporate some primary data, which will facilitate qualitative analysis.

Originality/value

The studies explore the relationship between WCE and expenses in HCap, EPT, RF and Sal as the predictors for WCE, which was not studied earlier in MSMEs scenario, especially in case of developing nation.

Details

Journal of Global Operations and Strategic Sourcing, vol. 17 no. 1
Type: Research Article
ISSN: 2398-5364

Keywords

Article
Publication date: 16 August 2011

Samer Khasawneh

The primary purpose of this study is to determine the status of human capital planning in higher education institutions in Jordan.

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Abstract

Purpose

The primary purpose of this study is to determine the status of human capital planning in higher education institutions in Jordan.

Design/methodology/approach

A random sample of 120 faculty members (in administrative positions) responded to a human capital planning (HCP) survey. The survey consisted of a pool of 38 items distributed over five dimensions (i.e. planning, analyzing, organizing, directing, and monitoring).

Findings

The results of the study indicate that based on participants' perceptions, the higher education institutions under study have a strong level of HCP. Examples of HCP include identifying sources of relevant employment and workforce data, establishing competency models, training internal talent, updating and ensuring the accuracy of all job descriptions, and establishing organizational learning practices that encourage employees to engage in lifelong learning. The results also indicate that there are no significant differences in assessing the status of human capital planning based on the gender of participants and their university affiliation. However, significant differences were detected based on type of position only on the planning and monitoring dimensions in favor of department chairs.

Originality/value

A number of theoretical and practical recommendations are suggested for the field of study.

Details

International Journal of Educational Management, vol. 25 no. 6
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 28 June 2022

Mara Mataveli, Juan-Carlos Ayala Calvo and Alfonso J. Gil

Banks in emerging markets such as Brazil provide a wide range of services to companies to facilitate the export process. The objective of the present study was to analyze, from…

Abstract

Purpose

Banks in emerging markets such as Brazil provide a wide range of services to companies to facilitate the export process. The objective of the present study was to analyze, from the perspective of Brazilian export companies, the relationships between banking intellectual capital (human and organizational), banking agility, banking technologies and company size in banking service provision.

Design/methodology/approach

A sample of 318 Brazilian export companies was surveyed with questionnaires. The research model was tested using structural equation modeling, namely the partial least squares (PLS-SEM) technique and SmartPLS.

Findings

Banking intellectual capital affects banking service provision, banking agility mediates the relationship between intellectual capitals and banking service provision and technology does not moderate the relationship between agility and banking service provision. The size of the company does not moderate the relationship between intellectual capital and banking service provision.

Practical implications

This work indicates that intellectual capital and the banking agility strategy are critical in the provision of banking service provision for exports.

Originality/value

This work illustrates the effect of banks' intangible resources on the provision of banking services from the perspective of Brazilian export companies.

Details

International Journal of Emerging Markets, vol. 19 no. 2
Type: Research Article
ISSN: 1746-8809

Keywords

Article
Publication date: 14 August 2009

Graeme Martin and Martin Reddington

The purpose of this paper is to ask why some organizations might be better than others at continuous innovation in the field of e‐enablement of human resource (e‐HR).

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Abstract

Purpose

The purpose of this paper is to ask why some organizations might be better than others at continuous innovation in the field of e‐enablement of human resource (e‐HR).

Design/methodology/approach

To answer this question, the notion of absorptive capacity (ACAP) is applied to explain some of the problems faced in moving from face‐to‐face HR to a technology‐mediated model.

Findings

Dynamic ACAP models are adapted to produce a more realistic, iterative framework in which realized capacities for e‐HR innovations contribute to, and constrain, potential capacities for further innovations.

Research limitations/implications

The model is used to offer some research propositions for academics operating in this newly emerging field of human resource management (HRM).

Practical implications

Some theory‐driven advice are also offered for HR practitioners.

Originality/value

The specific contribution is to introduce the concept of ACAP to HRM scholars and practitioners interested in the field of e‐HR and Web 2.0 social media.

Details

Employee Relations, vol. 31 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

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