Current Issue : October - December Volume : 2017 Issue Number : 4 Articles : 5 Articles
In recent years, a large number of new generation employees entered the enterprise\nand gradually became the mainstay of enterprises, but the turnover rate is high and it\nbrought heavy pressure and burdens to employers. Therefore, considerable importance\nhas been attached to the research on the behavior of the new generation employees\nby the academic researchers and business managers. Unfortunately, so far,\nthere is little theoretical research on the behavior of the new generation employees\nfrom the perspective of talent environment. This paper makes a theoretical review of\nthe environmental factors that affect the turnover behavior of new generation employees\nand then designs an effective intervention mechanism to reduce the turnover\nrate of new generation employees and provides the reference for the enterprise managers\nto make policies of keeping employees....
Although there is a plethora of literature that supports the existence of a technological bias in the US and Europe, exploring such a subject in the developing countries is still relevant and very little processed. This article is part of the perspective that involves examining and bringing additional insight to the phenomenon of the technological change skewed in the Tunisian context. Estimating a multinomial logit model directed to 902 employees generated very original results. First, these results confirm the existence of a technological bias in favour of skilled workers in the Tunisian labour market. However, it is no longer the access or the intensive use of ICT at work that privileges some employees and not others, in terms of pay, but rather the employees� digital skills which contribute to rising inequality. Even more, it is the ability to get, select, process and evaluate information based on the specific needs and capacity to use it to achieve specific objectives, and not the simple manipulation of digital technologies and structures, that are at the core of the problem. Finally, the organizational change also contributes to the amplification of the existing wage disparities. Actually, the more independent the employee is in carrying out his tasks and works per project, the higher the probability of earning a high salary vs low and medium salary. However, several other types of organizations do not have any significant positive effect on the wage rise. This reflects a weakness in the labour organization in the Tunisian firms....
The conception and use of work teams have been one of the main subjects of\nmanagement researches for the last few decades and in the past years many\ndevelopments have happened in the kinds and usage of them, which have improved\nthe condition of organizations and human resources management.\nOur objective in this paper is to observe the formation of work teams and how\nthey affect human resources excellence. Finding new and creative solutions\nfor today�s intricate situations is becoming more and more difficult and employees\ncan�t solve them on their own anymore and this shows and bolds the\nimportance of teamwork and forming work teams. The main objective however\nin this paper is to evaluate the effect of 5 main characteristics of work\nteams (which are team structure, leadership, control, mutual support and\ncommunication) on the 3 main characteristics of human resources excellence\n(which are delegation, motivation and team work) in Torang Darya Shipping\nCompany. To do so, 200 personnel at the department were randomly selected\nfrom 450 personnel by Cochran sample size formula and answered to the research\nmade questionnaire derived from [1] [2] and [3]. The content validity\nof the questionnaire has been confirmed by the experts and academicians and\nthe reliability has also been confirmed by Chornbach�s alpha. Its value was\nobtained as 84.0%. The data were analyzed by bi-variable linear regression test\nand the findings indicated that team structure, leadership, control and communication\naffect meaningfully on human resources excellence but mutual\nsupport doesn�t have meaningful effect on human resources excellence....
Taking BGI (Beijing Genomics Institute) for example, the essay states, under\nthe current situation-convergence of the Technology and Innovation and\nenormous critical apparatus heavily relying on import, how one can cooperate\nwith radical innovation ability expressing its charm and kinds of hardworking\non human resource behind it. In addition, the essay hopes to bring something\nmeaningful for a great deal of fresh small businesses with the analysis of BGI\nhuman resource based on the model of Snell and AMO (ability, motivation &\nopportunities)....
This study investigates the human resource management strategy in a successful\nInternet company, Cisco Systems, Inc. Through the analysis of the\ncompany�s human resource management system, the study has found that\nCisco has chosen soft HR model, built seven-step recruitment process, raised\n11 performance factors and formed special employment philosophy. Based on\nthe findings, the study has summarized some suggestions of human resource\nmanagement for Internet companies....
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