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Article
Publication date: 5 March 2018

Sam K. Formby, Manoj K. Malhotra and Sanjay L. Ahire

Quality management constructs related to management leadership and workforce involvement have consistently shown strong correlation with firm success for years. However…

Abstract

Purpose

Quality management constructs related to management leadership and workforce involvement have consistently shown strong correlation with firm success for years. However, there is an increasing body of research based on complexity theory (CT) suggesting that constructs such as these should be viewed as variables in a complex system with inter-dependencies, interactions, and potentially nonlinear relationships. Despite the significant body of conceptual research related to CT, there is a lack of methodological research into these potentially nonlinear effects. The purpose of this paper is to demonstrate the theoretical and practical importance of non-linear terms in a multivariate polynomial model as they become more significant predictors of firm success in collaborative environments and less significant in more rigidly controlled work environments.

Design/methodology/approach

Multivariate polynomial regression methods are used to examine the significance and effect sizes of interaction and quadratic terms in operations scenarios expected to have varying degrees of complex and complex adaptive behaviors.

Findings

The results find that in highly collaborative work environments, non-linear and interaction effects become more significant predictors of success than the linear terms in the model. In more rigid, less collaborative work environments, these effects are not present or significantly reduced in effect size.

Research limitations/implications

This study shows that analytical methods sensitive to detecting and measuring nonlinearities in relationships such as multivariate polynomial regression models enhance our theoretical understanding of the relationships between constructs when the theory predicts that complex and complex adaptive behaviors are present and important.

Originality/value

This study demonstrates that complex adaptive behaviors between management and the workforce exist in certain environments and provide greater understanding of factor relationships relating to firm success than more traditional linear analytical methods.

Details

International Journal of Productivity and Performance Management, vol. 67 no. 3
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 10 August 2021

Shila Monazam Ebrahimpour, Fariborz Rahimnia, Alireza Pooya and Morteza Pakdaman

Workforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce

Abstract

Purpose

Workforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce, organizations need to know the organizational position and talents pools. Clarifying the number of workforces required in each pool requires attention to workforce flows, including hiring, promotion, degradation, horizontal movement, and exiting the organization. It is a dynamic issue and must be addressed over several periods over a specific duration, which adds to the complexity. According to the talent management presented in this research, all the above complex questions are answered by applying the optimal control (OC) model according to talent management presented in this research.

Design/methodology/approach

This research presents a dynamic model by using a linear-quadratic optimal control model, which was solved by Pontryagin's maximum principle, to achieve an optimal number of workforce requirements for each of the positions of nursing services manager, supervisor, head nurses and nurses in the health sector according to the required talents in each position.

Findings

The results have shown that the target value of workforce numbers has been achieved in the planning period, and the validation test and sensitivity analysis justified the model by reaching the workforce planning targets.

Originality/value

This study provides a dynamic model for achieving quantitative workforce planning targets; the model presented in this manuscript has included an important qualitative factor, namely workforce talents. According to the authors' review, there is no comprehensive research devoted to workforce planning through optimal control models by attention to workforces skills.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

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Article
Publication date: 22 September 2021

Lerato Millicent Aghimien, Clinton Ohis Aigbavboa, Chimay J. Anumba and Wellington Didibhuku Thwala

The South African construction industry (SACI) is a huge employer of labour as the industry depends mostly on human resources to carry out its activities. However, the…

Abstract

Purpose

The South African construction industry (SACI) is a huge employer of labour as the industry depends mostly on human resources to carry out its activities. However, the industry has also been noted for its poor workforce management and lack of attention to human resource management (HRM) issues. Therefore, this study aims to assess the challenges facing the effective management of the construction workforce in South Africa with a view to improving HRM activities in the industry and improve overall service delivery through an effectively managed workforce.

Design/methodology/approach

A pragmatic philosophical view using a mixed-method research design was adopted. The study’s qualitative strand was achieved through a Delphi, whilst the quantitative strand was achieved through a questionnaire survey. In addition, descriptive and inferential statistics such as mean item score, Kruskal-Wallis H-test, exploratory and confirmatory factor analysis were adopted for data analysis.

Findings

With high reliability, construct validity and model fit indices, the study found that for effective HRM to be attained within construction organisations, careful attention must be given to issues surrounding the nature of the industry, unhealthy working environment, employee-related issues, diversity and working condition in the industry.

Originality/value

Whilst several studies have been conducted on HRM, there is a lack of studies on the major challenges facing effective HRM in the SACI. The findings also offer future research studies a good theoretical platform to build upon.

Details

Journal of Engineering, Design and Technology , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1726-0531

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Book part
Publication date: 9 August 2017

Kathleen McDonald, Sandra Fisher and Catherine E. Connelly

As e-HRM systems move into the ‘smart’ technology realm, expectations and capabilities for both the automational and informational features of e-HRM systems are…

Abstract

Purpose

As e-HRM systems move into the ‘smart’ technology realm, expectations and capabilities for both the automational and informational features of e-HRM systems are increasing. This chapter uses the well-established DeLone and McLean (D&M) model from the information systems literature to analyze how a smart workforce management system can create value for an organization.

Methodology/approach

The chapter is based on an exploratory case study conducted with a North American industrial products firm. We review three systems-level predictors of success from the D&M model (system quality, information quality, and service quality) and evaluate the company’s systems on these attributes.

Findings

The company’s e-HRM systems fall short on the information quality dimension, which limits potential for overall system success related to smart workforce management.

Research limitations/implications

The e-HRM literature focuses on individual-level factors of system success, while the D&M model uses more macro factors. Blending these may help researchers and practitioners develop a more complete view of e-HRM systems. Conclusions from this chapter are limited due to the use of a single, exploratory case study.

Practical implications

Companies must pay attention to all three predictors of system quality when developing smart workforce management systems. In particular, implementation of a data governance program could help companies improve information quality of their systems.

Originality/value

This chapter adds to the literature on smart workforce management by using a model from the information systems literature and a practical example to explore how such a system could add value.

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

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Article
Publication date: 1 April 1996

Peter Fairbrother

The question of health and safety at work is a central issue for trade unions. In Britain it is an area of concern where there were important legislative initiatives in…

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2497

Abstract

The question of health and safety at work is a central issue for trade unions. In Britain it is an area of concern where there were important legislative initiatives in the 1970s and 1980s, although surprisingly this has received relatively little attention in the debates about trade unionism. This neglect results in an aspect of union activity about which little is known. Explores through a detailed longitudinal study of a middle‐range engineering firm, from the late 1970s into the 1990s, the ways in which trade unions organize and act on health and safety questions. Argues that it is almost “routine” that workers face dangers and hazards at work, a central feature of the work and employment experience of most workers. However, this is often difficult to deal with as individual issues, or as matters which are subject to collective consideration. On the one hand, workers often appear to accept the dangers and hazards they face. On the other hand, managements are preoccupied with questions relating to production and finance, rather than the day‐to‐day problems faced by workers. This tension suggests that the future wellbeing of workers in unionized workplaces lies not so much with legislative provisions and rights at work, but in education and the organizing ability of workplace unions, raising and addressing what often seem like individualistic problems in collective ways.

Details

Employee Relations, vol. 18 no. 2
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 8 August 2016

Seyyed Amin Terouhid and Robert Ries

This paper aims to find out how construction organizations can achieve excellence and enhance excellence through knowledge and workforce management. The combination of…

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1017

Abstract

Purpose

This paper aims to find out how construction organizations can achieve excellence and enhance excellence through knowledge and workforce management. The combination of knowledge and workforce management, referred to here as the People Capability, is the key area of concern in this study.

Design/methodology/approach

The European Foundation for Quality Management (EFQM) model of organizational excellence is used as the basis for organizational excellence assessment and system dynamics is used as the modeling tool. Scenario analysis is conducted to identify the enabling factors that are more significant for organizational excellence, as well as how these factors operate and interact.

Findings

Based on the outcomes of the model, human resource development and training is the most important enabling factor that enhances organizational capabilities. Both workforce management and knowledge management are key components of People Capability, and they play crucial roles in the performance of construction firms. There is a high degree of dependence on these two components. Human resource development and training affect all capability areas and are key to the effective implementation of capability building programs.

Originality/value

Organizations might have various options in choosing different policies, and those policies can be planned and expressed in different manners and scales. How can an organization determine which scenarios end up producing desired performance results? Simulation techniques, especially system dynamics, have been used to answer these types of questions due to their ability to model causal relationships among various system components. The results of this research can help construction organizations identify effective knowledge and workforce management policies and capability-building programs that improve their organizational capabilities.

Details

Journal of Modelling in Management, vol. 11 no. 3
Type: Research Article
ISSN: 1746-5664

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Article
Publication date: 1 September 2000

Jonathan C. Morris

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within…

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28410

Abstract

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Details

Management Research News, vol. 23 no. 9/10/11
Type: Research Article
ISSN: 0140-9174

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Article
Publication date: 8 October 2018

Selim Ahmed, Noor Hazilah Abd Manaf and Rafikul Islam

The purpose of this paper is to investigate the effects of Lean Six Sigma (LSS) and workforce management on the quality performance of Malaysian hospitals. This paper also…

Abstract

Purpose

The purpose of this paper is to investigate the effects of Lean Six Sigma (LSS) and workforce management on the quality performance of Malaysian hospitals. This paper also investigates the direct and indirect relationships between top management commitment and quality performance of the healthcare organisations in Malaysia.

Design/methodology/approach

This study applied stratified random sampling to collect data from 15 different hospitals in Peninsular Malaysia. The self-administered survey questionnaires were distributed among 673 hospital staff (i.e. doctors, nurses, pharmacists, and medical laboratory technologists) to obtain 335 useful responses with a 49.47 per cent valid response rate. The research data were analysed based on confirmatory factor analysis and structural equation modelling by using AMOS version 23 software.

Findings

The research findings indicated that LSS and workforce management have a significant impact on quality performance of the Malaysian hospitals, whereas senior management commitment was found to have an insignificant relationship with quality performance. The research findings indicate that senior management commitment has no direct significant relationship with quality performance, but it has an indirect significant relationship with quality performance through the mediating effects of LSS and workforce management.

Research limitations/implications

This research focussed solely on healthcare organisations in Malaysia and thus the results might not be applicable for other countries as well as other service organisations.

Originality/value

This research provides theoretical, methodological, and practical contributions for the LSS approach and the research findings are expected to provide guidelines to enhance the level of quality performance in healthcare organisations in Malaysia as well as other countries.

Details

International Journal of Health Care Quality Assurance, vol. 31 no. 8
Type: Research Article
ISSN: 0952-6862

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Article
Publication date: 3 October 2016

Nnamdi O. Madichie and Margaret Nyakang’o

The purpose of this paper is to investigate the need for a Strategic Workforce Plan (SWP) in a public sector organization (PSO) confronting an ageing workforce situation.

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1319

Abstract

Purpose

The purpose of this paper is to investigate the need for a Strategic Workforce Plan (SWP) in a public sector organization (PSO) confronting an ageing workforce situation.

Design/methodology/approach

The study is based upon an action research protocol with a view to initiating change through SWP developed in-house at a PSO that is arguably the custodian of workplace diversity.

Findings

The findings reveal a general consensus on the ageing workforce challenges at the PSO requiring the need to revisit the status quo on the recruitment and retention strategies as well as succession planning and talent management practices within the organization.

Research limitations/implications

The study highlights the case of a PSO that has set about addressing the workplace demographic challenge by involving employees to become more reflexive in their engagement within the organization, which serves the dual purpose of “custodian” and “role model” for the country.

Originality/value

The challenge of an ageing workforce is not common occurrence in developing countries such as Kenya. However the manifestations of this unusual occurrence, and attempts to “nip things in the bud”, using an internally generated SWP with a view to changing the status quo is a demonstration of organizational learning and employee buy-in.

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Article
Publication date: 12 February 2018

Pooja Malik, Usha Lenka and Debashish Kumar Sahoo

The purpose of this paper is to propose a conceptual framework associating globalization, workforce diversity, and deviance and suggest micro-macro HRM strategies to…

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2928

Abstract

Purpose

The purpose of this paper is to propose a conceptual framework associating globalization, workforce diversity, and deviance and suggest micro-macro HRM strategies to overcome challenges associated with the workforce diversity and workplace deviance.

Design/methodology/approach

A systematic review of literature of past 25 years was carried out with the key word “globalization, workforce diversity, and deviance” from several electronic databases.

Findings

Findings propose micro-macro HRM strategies to be adopted by HR practitioners in Association of Southeast Asian Nations (ASEAN) organizations to manage workforce diversity and deviance in the age of globalization.

Research limitations/implications

The challenges due to workforce diversity may get worse because ASEAN is more incongruent in terms of phases of economic, social, cultural, and political advancement. Therefore, proposed model can be tested and compared in different ASEAN organizations.

Originality/value

There is a dearth of literature associating globalization, workforce diversity, and deviance. This paper bridges this gap by proposing a conceptual framework in the ASEAN context and suggests micro-macro HRM strategies to be adopted by HRM practitioners to overcome associated challenges with workforce diversity and deviance.

Details

Journal of Management Development, vol. 37 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

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