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Abstract

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Contemporary HRM Issues in the 21st Century
Type: Book
ISBN: 978-1-78973-457-7

Book part
Publication date: 10 February 2023

Fatima Shaikh, Gul Afshan and Kiran Sood

Introduction: Technology and the environment remain uncertain for organisations that impose enormous challenges and opportunities to redesign policies and practices for human…

Abstract

Introduction: Technology and the environment remain uncertain for organisations that impose enormous challenges and opportunities to redesign policies and practices for human resources (HR). The use of technology is ubiquitous and pervasive. Technology has altered the way individuals and organisations seek knowledge, process information, instrument, and practice the learning outcomes.

Purpose: This conceptual paper highlights the change in technological and change nature of work impact on HR practices. Technology has changed the nature of work, which affects individuals and organisations. The dynamic change in technology forces organisations to rethink policies and procedures that fuel the organisation’s competence. The difference in HR practices (recruitment and selection, training and development, performance management, and turnover) is not a trend but rather a need for organisational survival. There is not only a transformation in technological implementation in an organisation but also in employee–organisation relations. The organisations install technology and replace employees.

On the contrary, employees leave an organisation and switch towards self-employed jobs entitled Gig-economy (World Bank, 2018). The individuals are moving towards a more flexible and self-employed relationship. Unfortunately, though, working flexibly create concern for an employee–employer relationship such as pension plan, health insurance, and paid leaves. It also creates income inequality.

Methodology: This is a conceptual paper.

Findings: Technology has a dual effect on the organisation and employees. Thus, technology affects employees, employers, and organisations. The change in technology moderates the psychological contract and career selection, leading to change in the policies and practices of the HR department. A research model is proposed in this conceptual research study which will further be tested to examine and confirm the impact of change.

Details

The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part B
Type: Book
ISBN: 978-1-80455-662-7

Keywords

Book part
Publication date: 18 November 2020

Berat Cicek

In this study, the concept of career, which is one of the most significant functions of human resources, is examined. Toward the end of the twentieth century, restricted models…

Abstract

In this study, the concept of career, which is one of the most significant functions of human resources, is examined. Toward the end of the twentieth century, restricted models, in which individuals work in a workplace in a classical manner, have been replaced by more flexible models. Due to certain reasons such as changing environmental conditions, increasing education levels, and the impact of employee’s values on his/her work life, individuals’ work life have been dramatically changed. Therefore, some career approaches oriented for these changing conditions and current requirements have been proposed by both academicians and professionals. These approaches mostly include removing workplace limits, offering the opportunity to work from anywhere, using various skills at different departments without any limitations. Basing on the aforementioned changes in theory and practice, this study investigates up-to-date career approaches in a holistic manner. In this context, the background and practicability of these theoretically framed approaches are also discussed in the present study

Details

Contemporary Global Issues in Human Resource Management
Type: Book
ISBN: 978-1-80043-393-9

Keywords

Book part
Publication date: 3 September 2016

Ying Guo, Hussain G. Rammal and Peter J. Dowling

The purpose of this chapter is to provide an overview of SIEs’ career development through international assignment. In particular, the research focus is on career capital…

Abstract

Purpose

The purpose of this chapter is to provide an overview of SIEs’ career development through international assignment. In particular, the research focus is on career capital acquirement and development of SIEs through their international assignment in China.

Methodology/approach

We review studies on SIEs and comparative studies between SIEs and OEs. We apply the career capital theory to discuss SIEs’ career capital development in terms of knowing-how, knowing-why and knowing-whom through expatriation assignment in China.

Findings

This chapter focuses on SIEs’ career capital accumulation through international assignments in China, and we develop three propositions that will guide future studies: the knowing-whom career capital development of SIEs through expatriation is increased more in network quantity than network quality in China; the knowing-why career capital development of SIEs through expatriation is influenced by the age and career stage of SIEs; and the knowing-how career capital development of SIEs through expatriation — task-related skills and local engagement skills — is influenced by the SIE’s intercultural ability and organization support respectively.

Practical implications

In practice, a better understanding of SIEs’ career capital development in terms of knowing-how, knowing-why and knowing-whom help companies make the decision to select the relevant staffing pattern. This study also has practical implications in relation to the design and selection of the training, learning and development activities provided to the employees.

Originality/value

The chapter contributes to the expatriate management literature by focusing on SIEs’ career development through their international assignment in China. SIEs’ career development is related to their cross-cultural adjustment and has impacts on the completion and success of the expatriation assignment.

Details

Global Talent Management and Staffing in MNEs
Type: Book
ISBN: 978-1-78635-353-5

Keywords

Book part
Publication date: 30 June 2016

Eddy S. Ng and Emma Parry

Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and…

Abstract

Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and Millennials) working side-by-side for the first time. However, it is unclear how multiple generations of workers interact with each other and affect the workplace. Although there is extant literature on generational differences, some scholars have argued that the effect sizes are small and the differences are not meaningful. The focal aim of this chapter is to present the current state of literature on generational research. We present the relevant conceptualizations and theoretical frameworks that establish generational research. We then review evidence from existing research studies to establish the areas of differences that may exist among the different generations. In our review, we identify the issues arising from generational differences that are relevant to human resource management (HRM) practices, including new workforce entrants, aging workers, the changing nature of work and organizations, and leadership development. We conclude with several directions for future research on modernizing workplace policies and practices, ensuring sustainability in current employment models, facilitating future empirical research, and integrating the effects of globalization in generational research.

Abstract

Details

Generational Career Shifts
Type: Book
ISBN: 978-1-78714-583-2

Abstract

Details

Careers: Thinking, Strategising and Prototyping
Type: Book
ISBN: 978-1-83867-210-2

Book part
Publication date: 7 September 2023

Caleb Lugar, Jeremy D. Meuser, Milorad M. Novicevic, Paul D. Johnson, Anthony P. Ammeter and Chad P. Diaz

In this chapter, the authors examined expatriates that self-initiate their international work for personal reasons and the factors that affect their departure from an…

Abstract

In this chapter, the authors examined expatriates that self-initiate their international work for personal reasons and the factors that affect their departure from an organization. The authors conducted a systematic review of self-initiated expatriation (SIE) and its definitions in order to propose an integrated definition of SIE and model its nomological network. In addition, the authors construct a roadmap for future research directions in the SIE domain. Finally, using a qualitative research design, the authors studied the organizational practices designed to reduce SIE turnover in an exemplary multinational organization. Overall, our contributions are enhanced clarity of the SIE construct and the theorized practice of SIE retention.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-83753-389-3

Keywords

Content available
Book part
Publication date: 20 January 2020

Ann M. Brewer

Abstract

Details

Careers: Thinking, Strategising and Prototyping
Type: Book
ISBN: 978-1-83867-210-2

Book part
Publication date: 6 October 2014

Beverley Hill, Judith Secker and Fay Davidson

This research investigates the impact of nonlinear career trajectories on female staff in the academy. It argues that assessment of “achievement relative to opportunity” is…

Abstract

Purpose

This research investigates the impact of nonlinear career trajectories on female staff in the academy. It argues that assessment of “achievement relative to opportunity” is essential to the equitable positioning of women in the academy.

Methodology/approach

This qualitative study is based on extended structured interviews with 43 staff.

Findings

Men and women can experience career interruptions, deviations, and hijacks, but, in general, women experience more interruption, and the cumulative effect on their careers is greater.

Practical implications

The authors point to ways in which the assessment of achievement relative to opportunity can be implemented in universities to improve retention and career outcomes for female academic and professional staff.

Social implications

Embedding the principles of achievement relative to opportunity in evaluative decision making, supports people (particularly women) who have spent time away from the workforce in becoming more competitive in assessments of suitability for leadership and advancement. Changing traditional methods of evaluating merit has the potential to allow people from diverse backgrounds to be fairly evaluated, and shift the dominance of people who have experienced little or no career interruption.

Originality/value

The originality is the measurement of impact of nonlinear careers within the academy. The contribution is in the applicability of the findings and practical suggestions for implementation.

Details

Gender Transformation in the Academy
Type: Book
ISBN: 978-1-78441-070-4

Keywords

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