Search results
1 – 3 of 3Catarina Gonçalves Rodrigues and Bruno Barbosa Sousa
This research seeks to understand whether employer branding (EB) and internal marketing (IM) are fundamental to the challenge of attracting and retaining talent and how these…
Abstract
Purpose
This research seeks to understand whether employer branding (EB) and internal marketing (IM) are fundamental to the challenge of attracting and retaining talent and how these strategies can help companies to overcome the difficulties related to the talent shortage, from the perspective of a SME Portuguese metallurgical industry.
Design/methodology/approach
The research resorts to a case study of a qualitative nature, through a semi-structured interview with the head of the human resources (HR) training and development area of the Navarra Group, and quantitative, through surveys to its employees. Based on the literature, a conceptual model was constructed, whose application allowed us to perceive the relationships between the practices of EB and IM; satisfaction, motivation and commitment; attraction and retention.
Findings
The exploratory interview concluded that organizations consider EB and IM essential for an effective talent management strategy. The quantitative results demonstrate that IM and EB practices implemented in the organization contribute to the satisfaction, motivation and involvement of employees, which results in a decrease in the intention to leave. It is also noted that these practices promote an increase in the perception of organizational attractiveness, which represents a positive impact on its ability to attract.
Research limitations/implications
From a theoretical perspective, the research contributes to the development of knowledge about IM, EB and talent management, providing relevant data that can help define the best strategies for attraction and retention, from the point of view of IM and EB.
Originality/value
The research presents preliminary insights that can be an auxiliary tool for HR managers and professionals in the context of industrial SMEs.
Details
Keywords
Yunsoo Lee, Junyeong Yang and Jae Young Lee
The high turnover of new graduate employees has become a concern for many organizations in Korea. This study explores when new graduate employees leave first jobs and what makes…
Abstract
Purpose
The high turnover of new graduate employees has become a concern for many organizations in Korea. This study explores when new graduate employees leave first jobs and what makes these employees decide to leave employees' organizations.
Design/methodology/approach
Using national panel data from South Korea, the authors employed a survival analysis and examined the factors that explain the turnover of new graduate employees.
Findings
The findings of this study reveal that many new graduate employees leave the employees' organizations within two years. Moreover, work conditions, work satisfaction and job-skill match were associated with new graduate employee turnover.
Originality/value
Based on the results of survival analysis derived from actual turnover data, not turnover intentions, the authors emphasize appropriate human resources (HR) intervention, a working environment and organizational culture, and employee development opportunities.
Details
Keywords
Nur Rosdiatul Husna Ahmad-Fauzi and Norsafinas Md Saad
The growing demand for halal products has attracted small and large companies looking to secure their market share in the lucrative global halal market. However, it is difficult…
Abstract
Purpose
The growing demand for halal products has attracted small and large companies looking to secure their market share in the lucrative global halal market. However, it is difficult for resource-constrained firms, such as small and medium enterprises (SMEs), to compete internationally. Therefore, drawing from a resource-based view, this paper aims to examine how intangible resources affect the export performance of Malaysian SMEs exporting halal food and beverages (F&B) products.
Design/methodology/approach
This study used a purposive sampling technique, and respondents were reached out by mail. Out of 517 local SMEs exporting halal-certified F&Bs contacted, 193 firms responded, and only 188 responses were eligible to be used for data analysis. The partial least squares structural equation modelling technique was used to conduct the analysis. The data underwent measurement and structural model evaluation to confirm the hypotheses postulated.
Findings
Based on the data analysis conducted, it was discovered that intangible resources, namely, international orientation and marketing capability, significantly influence the export performance of Malaysian SMEs exporting halal F&B. However, the influence of cultural intelligence on export performance could not be demonstrated.
Originality/value
This paper fills the gap of the need for more attention to SMEs in developing countries, especially in the halal industry. This research paper also contributes to international business and halal studies by promoting an understanding of intangible resources as strategic resources for SMEs to create competitive advantages and elevate their export performance in the emerging global halal market.
Details