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Article
Publication date: 10 January 2019

José-Luis Rodríguez-Sánchez, Marta Ortiz-de-Urbina-Criado and Eva-María Mora-Valentín

The purpose of this paper is to propose a human resource management model for the integration stage of mergers and acquisitions (M/A) process with four key factors: leadership and…

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Abstract

Purpose

The purpose of this paper is to propose a human resource management model for the integration stage of mergers and acquisitions (M/A) process with four key factors: leadership and integration team; change and restructuring process; human resources (HR) resistance; valuable HR retention.

Design/methodology/approach

The authors analyze a case study of a multinational company that operates in the mechanical engineering sector.

Findings

The results show the special importance of human resource management in the success of the merger and acquisition process. And, the main actions implemented in HR contributing to the success of this process are identified.

Research limitations/implications

Subsequent investigations could conduct similar analyses for the planning and implementation stages of the merger and acquisition process, with the objective of presenting a complete HR management model in merger and acquisition processes.

Practical implications

The case study allows researchers to learn from professionals and business leaders while also offering a theoretical model that can help managers make decisions and improve the management of these processes.

Originality/value

The main contribution of this study has been to observe how HR are managed in the integration stage of M/A.

Details

International Journal of Manpower, vol. 40 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

Abstract

Details

Servitization Strategy and Managerial Control
Type: Book
ISBN: 978-1-78714-845-1

Article
Publication date: 12 October 2020

Anchal Patil, Vipulesh Shardeo and Jitender Madaan

Humanitarian supply chain (HSC) has been constantly challenged with multiple issues due to the complex dynamics of the disaster. These issues are inevitable and interrelated. The…

Abstract

Purpose

Humanitarian supply chain (HSC) has been constantly challenged with multiple issues due to the complex dynamics of the disaster. These issues are inevitable and interrelated. The issues produce undesirable cascading effects that make performance measurement complicated. This paper aims to identify and model the critical barriers in the HSC.

Design/methodology/approach

The study identifies 17 barriers through the relevant literature and interviews with the stakeholders related to humanitarian organization (HO) in the developing economy. The barriers have been identified from strategic, technological, organizational, economic and operational point of view. Further, the barriers were ranked based on the degree of influence using the grey analytic network process (ANP) approach. The interrelationship among the influential barriers is established through modified total interpretive structural modelling (mTISM). To analyse and demonstrate the iterative consensus among the stakeholders, kappa statistics was adopted.

Findings

The barriers have been ranked to determine their extent of influence and modelled to reveal the interrelationship among them. The issues concerned with skills of personnel are the most influential barrier. Other three critical barriers identified are: chaotic operative environment, conflicting objectives of HO and lack of funding for information technology (IT) infrastructure. Appropriate funds need to be allocated towards IT infrastructure and personnel training.

Originality/value

Both quantitative and qualitative performance measurement frameworks had been proposed earlier for HSC. However, limited literature addresses the implementation issues with the available frameworks. This study advances the knowledge on performance measurement barriers of HSC and develops a functional description to identify the critical role of performance measurement in HOs. The study proposes a new version of the interpretive structure modelling, using mTISM technique, to determine the contextual interactions between various HSC performance measurement barriers.

Details

International Journal of Productivity and Performance Management, vol. 70 no. 8
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 13 November 2019

Marcus Bengtsson

The purpose of this paper is to develop a novel training material for the performance indicator overall equipment effectiveness (OEE) in the form of a game-based learning (GBL…

Abstract

Purpose

The purpose of this paper is to develop a novel training material for the performance indicator overall equipment effectiveness (OEE) in the form of a game-based learning (GBL) approach to be used in Industry and University context. The paper will present the development of the game as well as results from tests of the game with Industry employees and University students.

Design/methodology/approach

The data that are used in the game have been acquired from real OEE data logs of a reference company. The game has been refined iteratively using feedback from the participants of the tests.

Findings

The paper presents the game with its components and learning objectives. A comparison of various theoretical factors on GBL and the novel training material is performed and future improvements are suggested.

Research limitations/implications

The game has been developed based on OEE data logs from only one reference company.

Practical implications

The training material and specifically the game can be used to train Industrial workers and University students to better envision OEE as a performance indicator.

Originality/value

Serious games on lean manufacturing have been developed and played for a long time. While some of these games include OEE as an important result parameter, none really demonstrates how it is measured and analyzed.

Details

Journal of Quality in Maintenance Engineering, vol. 26 no. 3
Type: Research Article
ISSN: 1355-2511

Keywords

Article
Publication date: 1 May 1989

Karen Legge

The monograph analyses (a) the potential impact of informationtechnology (IT) on organisational issues that directly concern thepersonnel function; (b) the nature of personnel’s…

1004

Abstract

The monograph analyses (a) the potential impact of information technology (IT) on organisational issues that directly concern the personnel function; (b) the nature of personnel’s involvement in the decision making and activities surrounding the choice and implementation of advanced technologies, and (c) their own use of IT in developing and carrying out their own range of specialist activities. The monograph attempts to explain why personnel’s involvement is often late, peripheral and reactive. Finally, an analysis is made of whether personnel specialists – or the Human Resource Management function more generally – will play a more proactive role in relation to such technologies in the future.

Details

Personnel Review, vol. 18 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 16 October 2007

Ruth Alas and Wei Sun

In recent years, resource‐based theory has emerged as one of the most promising theoretical frameworks in the field of management. In this paper, the authors aim to explore the…

3476

Abstract

Purpose

In recent years, resource‐based theory has emerged as one of the most promising theoretical frameworks in the field of management. In this paper, the authors aim to explore the application of a resource‐based view when implementing organizational change in Chinese organizations. The problems associated with change are explored from the perspective of human resources (HR).

Design/methodology/approach

Structured interviews were conducted with top or middle managers in 160 companies in several large cities in the northern part of China: Beijing, Tianjin, Jinan and Zibo.

Findings

From the perspective of HR, the main problems faced when implementing change in Chinese organizations include the following: bureaucratic regulations and strict orders remain the core features of the process of implementing changes in Chinese companies. Meanwhile, the intrinsic values and emotions of employees were neglected and coercion and manipulation was frequently used as a strategy to overcome resistance to change. Moreover, Chinese managers are found to lack the skill to involve employees in the change process.

Originality/value

The study provides some insights into the human side of the change management process in China. Based on the research results the authors have identified the main problems associated with HR and recommend that the human resource management function facilitate the success of organizational changes.

Details

Chinese Management Studies, vol. 1 no. 4
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 9 April 2018

Vasiliki Amarantou, Stergiani Kazakopoulou, Dimitrios Chatzoudes and Prodromos Chatzoglou

Resistance to change (RtC) is widely recognized as the main reason of failure, when it comes to change initiatives. Despite its importance, there is still a rather limited…

8990

Abstract

Purpose

Resistance to change (RtC) is widely recognized as the main reason of failure, when it comes to change initiatives. Despite its importance, there is still a rather limited knowledge concerning the factors that trigger this behavior at the workplace. The purpose of this paper is to identify the factors affecting RtC in healthcare organizations (namely, hospitals) and specifically, in emergency departments (EDs).

Design/methodology/approach

An original conceptual framework (research model) has been developed and empirically tested using primary data collected from EDs of six Greek hospitals. In total, the actual sample incorporates the responses of 158 ED health professionals who completed a structured questionnaire.

Findings

The findings verified the initial assumption that “disposition towards change (DtC),” “anticipated impact of change (AIC)” and “attitude towards change (AtC)” mediate the impact of various personal and behavioral characteristics on “RtC.” The results suggested that “RtC” is (indirectly) influenced by four main factors (“employee-management relationship,” “personality traits,” “employee participation in the decision-making process” and “job security”).

Originality/value

This study investigates how several factors affect, both directly or indirectly, employee reactions toward “RtC.” It also examines the mediating effect of three factors (“DtC,” “AtC,” “AIC”) that capture three different dimensions of individual evaluation toward change, something that goes beyond previous work. In addition, the present study examines a wide range of antecedents of RtC, including both personality-related and job-related factors.

Details

Journal of Organizational Change Management, vol. 31 no. 2
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 14 May 2018

Silvia Bolgherini, Mattia Casula and Mariano Marotta

The purpose of this paper is to discuss the municipal reaction to a recent rescaling policy in Italy that, since 2010, require to small municipalities to jointly manage their…

Abstract

Purpose

The purpose of this paper is to discuss the municipal reaction to a recent rescaling policy in Italy that, since 2010, require to small municipalities to jointly manage their basic tasks (compulsory joint management – CJM) through intermunicipal forms of cooperation. The paper will investigate: how many small municipalities did effectively join their basic tasks; which forms of cooperation did they choose to perform these tasks; and which kind of reaction municipalities enacted toward the national provision.

Design/methodology/approach

Quantitative data rely on an original database collecting information on all Italian municipalities up to 2015. A qualitative research has also been conducted by submitting a semi-structured questionnaire and interviews to the civil servants in charge of the CJM in each of the 20 Italian regions and to other privileged interlocutors.

Findings

Italian municipalities poorly complied with the CJM norm and when they did, they choose the easiest way to do it (using the simplest available intermunicipal cooperation form). Among the explanations for this reaction: the lack of consistency and clear political will of the national policy maker in respect to this norm and the lack of a mind set at the local level oriented to cooperation and networking.

Originality/value

This paper highlights the main patterns of conflict in functional rescaling of small-sized municipalities in Italy, thus providing both fresh new data on this phenomena and useful elements for shaping future policy making on this topic.

Details

International Journal of Public Sector Management, vol. 31 no. 4
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 7 October 2014

Mohammed Ishaq and Asifa Maaria Hussain

Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda…

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Abstract

Purpose

Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda, with specific focus on Anglophone countries and their allies. The research also looks at the obstacles encountered by managers and policymakers in attempting to establish effective diversity management in a traditionally highly conservative public sector institution.

Design/methodology/approach

Using an approach known as secondary analysis, there is an in-depth review of a wide range of data sources.

Findings

The analysis reveals that E&D issues in armed forces have been under researched and there is also unbalanced coverage and reporting of E&D across nations. There is also evidence of greater progress on diversity management in the armed forces of some countries but a distinct lack of progress in others. A combination of political, legal, economic and social influences are impinging on the culture of militaries. Whilst in the long-term these pressures are likely to result in armed forces becoming more reflective of developments in wider society, the road to achieving this is still fraught with uncertainty.

Originality/value

To increase the understanding of diversity management in public institutions characterised by an mono culture and traditionally associated with resistance to change, and establish the extent to which the legal, social justice and business cases for promoting E&D are wholly applicable to the armed forces.

Details

International Journal of Public Sector Management, vol. 27 no. 7
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 11 October 2022

Anthony Olukayode Yusuf, Akintayo Opawole, Nofiu Abiodun Musa, Dele Samuel Kadiri and Esther Ilori Ebunoluwa

This study examined factors influencing the organisational capabilities of the public sector for building information modelling (BIM) implementation in construction projects with…

Abstract

Purpose

This study examined factors influencing the organisational capabilities of the public sector for building information modelling (BIM) implementation in construction projects with a view to enhancing the performance of public sector projects.

Design/methodology/approach

The study adopted a quantitative descriptive analysis that was based on primary data. In total, 198 valid questionnaires obtained from construction professionals within the public sector provided primary quantitative data for the assessment. The respondents provided the responses on the factors which were identified through an in-depth synthesis of literature relating to organisational capabilities of the public sector. Data collected were analysed using descriptive and inferential statistics.

Findings

The findings established that the potential of the public sector to deploy BIM in construction projects is greatly influenced by varying degree of organisational capability attributes with bureaucratic culture (mean score, MS = 3.37), structural complexity (MS = 3.17), lack of skilled and trained staff (MS = 3.12), personnel stability (MS = 3.11), staff cooperation (MS = 3.09) and political constraint (MS = 3.07) ranked highest. Through factor analysis, these and other highly influential factors were grouped into eight components, namely management-related, policy-related, technical-related, attitude-related, work structure-related, work ethic-related, decision-related and feedback-related factors. This grouping reflects the various components of organisational capability attributes which the public sector needs to efficiently develop to benefit from project management paradigm introduced by BIM.

Practical implications

This study provided information for improving specific capability attributes with respect to human and technical resources as well as other soft infrastructure to support BIM implementation on building projects by the public sector client. The study also serves as a guide for understanding BIM implementation by the public sector in similar socio-political and economic contexts.

Originality/value

This assessment indicates various degrees by which the organisational attributes of public sector have influenced the attributes' capability to implement BIM on construction projects. Thus, findings provide information on areas of improvement for better implementation of BIM by the public sector in project delivery.

Details

International Journal of Building Pathology and Adaptation, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-4708

Keywords

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