Current Issue : April-June Volume : 2023 Issue Number : 2 Articles : 5 Articles
With the deepening of Belt and Road Initiative, more and more Chinese enterprises begin to go abroad. It will be extremely difficult for them to find vitality in the unfamiliar and changeable environment. Compared with the fluency and efficiency of relevant actions in China, the cultural barriers, organizational obstacle and multi-dimensional operations in overseas promotion often bring greater hidden dangers, which are directly influence business. Understanding and Matching local culture better and faster, establishing a talent pool suitable for enterprise development to reduce the risk caused by personnel flow, setting up an effective closed-loop development mechanism for talent, and ensuring the unity of standards and processes in multiple places have become the top priority of multinational Chinese enterprises in overseas talent management. This paper analyzes the difficulties and problems of multi- national Chinese enterprises, which focusing on lack of cultural empathy, rare reserve and high turnover rate of talents, and puts forward the reference and practice methods of talent strategy reform....
To effectively preserve the natural ecosystem and resources for future generations, it is important for the organisation to adopt environmental practices. Green human resource management (GHRM) has been identified as an important tool for the implementation of environmental practices in an organisation. Although GHRM has become a strategic practice for many successful corporations in Malaysia to engage in environmental management activities, little is known on how GHRM affects the green behaviour of employees in higher education institutions. Thus, adopting GHRM, this study extends Ability, Motivation and Opportunities (AMO) theory to identify the determinants of employee green behaviour in higher education institutions. Specifically, this study attempts to examine the effects of green recruitment and selection; green training and development; green performance management and appraisal; green reward and compensation; and green empowerment on in-role and extra-role employees’ green behaviour at a higher education institution. Findings yielded from a data analysis of 126 employees from a higher education institution in the East Coast Region of Peninsular of Malaysia show that in-role green behaviour is determined by green empowerment. Green empowerment and green performance management and appraisal, on the other hand, effect extra-role green behaviour. These findings can help organisations better understand employees’ green behaviour practices and, as a result, promote green behaviour among employees....
Due to the financial uncertainty and business development challenges after the outbreak of COVID-19, Beneco Futures is seeking solutions to optimise its operating process and leverage its current facilities and resources for financial sustainability. This report detailed current problems encountered by Beneco Futures and proposes corresponding countermeasures. This proposal also outlined and assessed the implementation process, risks and challenges, and the social impact that may arise in the process of implementation. The proposal analysed Beneco Futures’ core business issues regarding human resources and financial constraints. The project development process is conducted by design thinking and double diamond, which help identify business challenges and outline solutions designed. The value proposition canvas was designed to match recommendations with Beneco Futures’ pains, gains, and jobs to be done. Recommendations were divided into three sequent sections: find targeted candidates, entice those candidates, and provide support to them. These recommendations aim to screen out the right salesperson to help the company form a professional business development team and streamline the operational process with rational budget planning and potential funding suggestions. In the recommendation implementation process, the enterprise can emphasise Environmental, Social, and Governance (ESG) to covey a positive social impact, primarily the corporate social responsibility to the public and attract attention from potential candidates and clients. Besides value, Beneco Futures’ recruitment plan also has a social impact on decreasing the unemployment rate and promoting economic growth. The potential risks during the implementation include finding sales candidates, budget overruns, fund shortages, and low retention rates. Corresponding risk mitigation methods will be raised in the risk management assessment....
Purpose: The aim of the literature analysis and the research on the company was to develop a set of factors which allow assessing the effectiveness of its functioning. The Balanced Scorecard was taken as the basis for selection. Design/Methodology/Approach: The subject of the study is a small training company located in Poznan, Poland. The method of data collection used was standardized in-depth interview. On its basis, using Porter's five forces analysis, PEST analysis and SWOT analysis, the factors significant for the company's functioning were compiled. Using the expert method, where both the researcher and the organization management were involved, factor maps were developed. Findings: The result of the work is a summary of the factors of the Balanced Scorecard for the Poznan training company and the identification of the key ones, thanks to the analysis of links between them in the form of factor maps. Practical Implications: A set of factors important from the point of view of running a small family enterprise, such as OSZ, is a starting point for developing a set of specific measures that allow us to assess the effectiveness of a company's functioning. At the same time, it can be the basis for similar elaboration for other units of similar size. Originality/Value: Both BSC and many other tools are dedicated to the analysis of medium and large enterprises. The conducted research aims at introducing the possibility of using the Balanced Scorecard to study the effectiveness of small companies' operations....
PT Sukuntex is a manufacturing company in Indonesia that is in charge of the textile industry. The problem faced is the fluctuation in the decline in target achievement in 2018-2021. Until 2021, the number of realizations cannot achieve the targets set by the company. Work-life balance, compensation, and employee engagement are variables that can affect employee performance. This study aims to determine the effect of work-life balance and compensation on employee engagement through employee engagement at PT Sukuntex-Spinning. The number of samples is 100 female employees who are married and have children from the production division of PT Sukuntex- Spinning. The data analysis technique uses a Structural Equation Model based on Partial Least Square (SEM PLS). The results of the study support the theory of organizational behavior where individual behavior like work-life balance, acceptance of compensation, and employee engagement can improve employee performance. This study concludes work-life balance and compensation have a positive and significant effect on employee performance through employee engagement. The recommendation for the company is to hold a joint event between employees and their families. Companies also need to provide regular training to improve the quality of employees. In addition, the company can give praise or appreciation for every employee’s progress in work....
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