Search results
1 – 10 of over 5000Neerja Kashive and Vandana Tandon Khanna
This study aims to explore the emergence of the human resource (HR) analyst role. The job posts on LinkedIn display the industry demand and skills required by the organizations…
Abstract
Purpose
This study aims to explore the emergence of the human resource (HR) analyst role. The job posts on LinkedIn display the industry demand and skills required by the organizations. This study identifies the different knowledge, skills and abilities (KSA) required for an HR analyst role in different stages of professional growth (i.e. entry-level, middle-senior level and top-level) across different industries/sectors as applicable to the crisis.
Design/methodology/approach
A total of 80 job posts were extracted from LinkedIn. Details such as industry, job levels, qualifications, job experience, job functions, job descriptions (JDs) and job skills (JS) were collected. Further, 30 videos were extracted from YouTube and converted into text. Text analysis was conducted using NVivo software to analyze JDs, JS and job functions. Using NVivo, word frequency, word cloud, word tree and treemap were created to visualize the data. Finally, ten in-depth interviews were conducted with senior HRA managers based in India to understand the essential competencies required for the HR analyst role and the strategies to develop them.
Findings
The findings indicate that not only technical skills are needed, but business and communication skills are particularly important for all job levels during a crisis. The JD word cloud showed words, such as data, business, support and management, and the word tree depicted HR data and change agents as important words with many related sentences as branches. General JS included analytical, communication, problem-solving and management. Technical JS were the most widely used and included structure query language, system applications & products in data processing, human capital management, TABLEAU, management information system and PYTHON. Strategies to develop these competencies included case studies, live projects, internships on HR analytics (HRAs) assignments and mentoring by senior HRA professionals.
Research limitations/implications
The sample used was small, as the study included 80 job posts available on LinkedIn restricted to India. The study was restricted to qualitative approach and text analytics was used. Survey methods and a quantitative approach can be used to collect data from HR recruiters, job holders and senior leaders to understand the role of HRAs in the job market and then these variables can be tested empirically.
Originality/value
Based on the McCartney et al.’s (2020) competency model for the HR Analyst role, this study has explored the KSA framework using data visualization techniques and used text analytics to analyze LinkedIn job posts for different levels, videos from YouTube and in-depth interviews. It also mapped the KSA for the HR analyst role to the various stages of crisis system management given by Mitroff (2005). The use of social media analytics, such as analyzing LinkedIn data and YouTube videos, are highlighted.
Details
Keywords
Bianca Sousa, João J.M. Ferreira, Shital Jayantilal and Marina Dabic
The purpose of this paper is to provide a comprehensive framework that identifies thematic clusters and their interconnections within Global Talent Management (GTM), global…
Abstract
Purpose
The purpose of this paper is to provide a comprehensive framework that identifies thematic clusters and their interconnections within Global Talent Management (GTM), global careers and talent management (TM).
Design/methodology/approach
In this paper, this study conducted a co-citation analysis using bibliographic data to unveil the intellectual connections and relationships among thematic articles related to GTM sourced from the Web of Science.
Findings
This review highlights three key research themes: experiences working abroad, TM approaches and the complex nature of GTM as a living system.
Research limitations/implications
The main limitation of this research is the sample itself. Content analysis based on the co-citation method resulted in some more recent releases being omitted.
Practical implications
The practical implications of the paper include providing a structured framework for understanding the complexities of GTM.
Social implications
Research into the academic literature in this area is divided into various clusters, empirically demonstrating how GTM and global mobility are intertwined, revealing the need for us to more thoroughly comprehend the social ramifications of GTM practices and activities and the need to further analyse the influencing social aspects in a GTM strategy, like diversity, increased mobility and virtual reality.
Originality/value
The analysis revealed the emergence of three distinct thematic groups: (1) global work experiences, (2) TM approaches and (3) GTM.
Details
Keywords
Ferdy Putra and Doddy Setiawan
This paper aims to synthesize the diverse literature on nomination and remuneration committees and provide avenues for future research.
Abstract
Purpose
This paper aims to synthesize the diverse literature on nomination and remuneration committees and provide avenues for future research.
Design/methodology/approach
This study provides a comprehensive literature review of theoretical and empirical studies published in reputable international journals indexed by Scopus.
Findings
The literature review reveals several aspects of the nomination and remuneration committee. These aspects have been classified into the definition of the nomination and remuneration committee, dimensions of the nomination and remuneration committee, measurement and research review results, reasons for conflict empirical findings, company dynamics and research on moderators, as well as recommending future research.
Research limitations/implications
Our literature review shows that nomination and remuneration committees play a role in improving board performance and company performance, reducing agency conflicts and improving corporate governance to provide implications for companies, regulators and investors and pave the way for future research.
Originality/value
This paper identifies issues related to nomination and remuneration committees, their theoretical and practical implications and avenues for future research.
Details
Keywords
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
SMEs in Canada account for around 90% of private sector jobs, and yet they are unable to invest in upskilling to counter the pervasive skilled labor shortages hitting the economy.
Originality/value
The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
Details
Keywords
Valeria Stefanelli, Francesco Manta and Antonio D'Amato
This paper aims to investigate the relationship between gender diversity in CEO positions and FinTech profitability by exploring the moderating role of the average board age on…
Abstract
Purpose
This paper aims to investigate the relationship between gender diversity in CEO positions and FinTech profitability by exploring the moderating role of the average board age on such a relationship.
Design/methodology/approach
A unique data set of Italian FinTech companies during the 2017–2019 period was used in an ordinary least square model specification. The model is designed to assess the relationship between the presence of a female CEO and FinTech profitability and the moderating role of the average age of governing board members.
Findings
The results of this study indicate that when the average age of the FinTech firm’s board members is relatively low, the profitability of those firms with female CEOs was not significantly different from the profitability of firms with male CEOs. However, among FinTech firms with relatively older board members, the profitability of those firms with a female CEO was lower. This empirical result seems to suggest that older board directors are less prone to recognize female CEO leadership qualities. This supports the need for FinTech firms to adopt good practices in board composition that favor gender inclusion and diversity on board.
Originality/value
The novelty of this study within the literature is that the empirical analysis added new evidence on the relationship between Female CEO and performance by exploring the moderating role of the average age of board members. Moreover, the empirical results of this study suggest specific conditions that could improve the profitability of female-led firms by removing the apparent biased perceptions about the quality of women in leadership among older board members.
Details
Keywords
Syed Abidur Rahman, Seyedeh Khadijeh Taghizadeh, Golam Mostafa Khan and Malgorzata Radomska
The study aims to test the framework that proposes the role of resources (intellectual capital) in mobilizing entrepreneurial orientation that influences the competitiveness…
Abstract
Purpose
The study aims to test the framework that proposes the role of resources (intellectual capital) in mobilizing entrepreneurial orientation that influences the competitiveness improvement of micro-small-medium enterprises (MSMEs) under the lens of resource orchestration theory.
Design/methodology/approach
In this study, 347 respondents from the MSMEs participated through a structured questionnaire. For the data analysis purpose, the structural equation modeling technique was employed using SmartPLS software.
Findings
The results suggest human, structural, and relational capital are significant antecedents of entrepreneurial orientation, which leads to competitiveness improvement. The findings also indicate the mediation role of entrepreneurial orientation between intellectual capital and competitiveness improvement.
Practical implications
The current study presumably will supplement the promising research effort to progress the research orchestration theory and also could be a strategic guideline for the managers/owners of the MSMEs.
Originality/value
This study is possibly a novel attempt to divulge the association between intellectual capital (tripartite model) and competitiveness improvement of firms under the lens of resource orchestration theory.
Details
Keywords
Christopher M. Harris, Lee Warren Brown and Mark B. Spence
This study examines factors that influence organizations’ choices of an internal human capital development strategy and an external human capital acquisition strategy. The human…
Abstract
Purpose
This study examines factors that influence organizations’ choices of an internal human capital development strategy and an external human capital acquisition strategy. The human resource architecture indicates that organizations will use different human capital acquisition strategies. Following the resource-based view, human capital theory and the human resource architecture, we examine factors that impact the choices of different human capital acquisition strategies.
Design/methodology/approach
We examine these important human capital decisions in the context of Major League Soccer. Data to test the hypotheses were collected from a variety of publicly available sources. We tested the hypotheses with regression analyses.
Findings
We find that while organizations employ both internal and external human capital strategies, organizations may have one dominant human capital strategy and the other strategy may be used to supplement the human capital needs of organizations. Additionally, our results indicate that organizations with an older workforce tend to use an internal human capital development strategy, while higher performing organizations are less likely to use an internal human capital development strategy.
Originality/value
This study makes contributions by examining the choices between internal and external human capital strategies and factors that influence the choice of an internal or external human capital strategy.
Details
Keywords
Gunjan Malhotra, Gunjan Dandotiya, Shipra Shaiwalini, Adnan Khan and Shreya Homechaudhuri
The paper tries to investigate the impact of applications of the resource-based view (RBV) theory in the management field to improve the firm’s profitability. Global firms are…
Abstract
Purpose
The paper tries to investigate the impact of applications of the resource-based view (RBV) theory in the management field to improve the firm’s profitability. Global firms are innovating and adopting new technology, paving the way to improve their performance.
Design/methodology/approach
We have adopted RBV in management practices such as marketing, strategy, finance, and human resources.
Findings
RBV has gained researchers' attention with the growing competitive world and new challenges to retaining customers and achieving their pre-defined targets. We attempt to identify the issues related to the usage of RBV in management.
Originality/value
Using RBV in management may help researchers create a competitive mindset and be prepared for uncertain challenges in the business world.
Details
Keywords
Bambang Tjahjadi, Ida Bagus Gde Adhista Agastya, Noorlailie Soewarno and Api Adyantari
This study aims to examine the effect of green human capital readiness on business performance in the green economy era. This study also focuses on investigating whether the…
Abstract
Purpose
This study aims to examine the effect of green human capital readiness on business performance in the green economy era. This study also focuses on investigating whether the relationship is mediated by green market orientation and green supply chain management.
Design/methodology/approach
This is a quantitative study using the data of 182 manufacturing small and medium-sized enterprises in East Java, Indonesia. Data are collected using an online survey. A multiple mediation research framework is employed, and partial least squares structural equation modeling is used to test the hypotheses.
Findings
The findings demonstrate the following important results. First, green human capital readiness affects business performance. Second, green market orientation partially mediates the effect of green human capital readiness on business performance. Third, green supply chain management partially mediates the effect of green human capital readiness on business performance. Fourth, green market orientation and green supply chain management sequentially mediate the green human capital readiness-business performance relationship.
Research limitations/implications
This study limits its sample to the small and medium-sized enterprises in East Java, Indonesia. Thus, caution must be applied when generalizing to other types of organizations and different regions. The results confirm the resource-based view and sustainability theory in explaining the antecedents of business performance in the era of the green economy which are useful for future researchers and students who are interested in studying human capital, market orientation, supply chain management and business performance.
Practical implications
This study has the following practical implications. First, it implies that the owners/managers of small and medium-sized enterprises need to properly develop their green human capital readiness because they play a strategic role in driving green market orientation, improving green supply chain management and enhancing business performance. Second, it provides useful information to policymakers to make better decision-making in developing environmentally friendly companies.
Originality/value
This study is a response to calls for studies on the antecedents of business performance in the green economy era. It provides empirical evidence for the development of resource-based view and sustainability theory by employing the new construct of green human capital readiness, which has been rarely investigated in previous studies. It also employs a multiple mediation research framework that provides a more comprehensive understanding by including green market orientation and green supply chain management. It also provides empirical evidence in the research setting of small and medium-sized enterprises in Indonesia as an emerging market.
Details