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Labor Relations and Working Conditions. Determinants using Macroeconomic Indicators: A Quantitative Research
Nickolaos Efstratios Giovanis,
George Asterios Drogalas
Issue:
Volume 2, Issue 1, February 2014
Pages:
1-8
Received:
13 January 2014
Published:
20 February 2014
Abstract: The era in which we live is characterized by rapid technological, economic and social developments, which imply rapid changes in ways of work, labour relations and the overall quality of life of individuals. On the other hand, the object of labour relations is closely connected with the study of the factors that affect the organisation and functioning of organisations. The organisational aspects of work are usually expressed through the framework of working conditions. One of the parameters of working conditions is occupational accidents, which are an unavoidable fact - because of the continual economic activity of man - and create a large number of problems. Their economic impact is felt through the reduction of production and productivity, and the increase of costs and pensions benefits. From a social point of view, occupational accidents or, even more, the death of an employee, are more devastating in the general social environment. This paper presents the results of a quantitative research conducted using multiple regression and shows that there is a relation between fatal injuries and various macroeconomics measures or other State indicators used in calculation. Additionally, the survey results showed that the best predictor variable was unemployment, followed by the rest of the model’s variables but with continuously declining significance.
Abstract: The era in which we live is characterized by rapid technological, economic and social developments, which imply rapid changes in ways of work, labour relations and the overall quality of life of individuals. On the other hand, the object of labour relations is closely connected with the study of the factors that affect the organisation and function...
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Modernising Human Resource Management in Times of Financial Crisis: What Priorities to Maintain Capacity with Limited Resources
Issue:
Volume 2, Issue 1, February 2014
Pages:
9-15
Received:
23 January 2014
Published:
28 February 2014
Abstract: Currently and in the next few decades, national public services1 of the EU Member States will be confronted with a smaller and older workforce due to demographic change, downsizing, and restructuring. The effects of this trend are less capacity, risks of skill obsolescence, of lower performance and of productivity and know-how loss. In that context, HRM in the European public services needs to play a stronger role by using more effectively the skills and competencies of its current and future workforce. Against this background, the article discusses common European priorities in the fields of HR planning, career management, skills development and training, which are needed to also maintain in future a competent and high quality public service.
Abstract: Currently and in the next few decades, national public services1 of the EU Member States will be confronted with a smaller and older workforce due to demographic change, downsizing, and restructuring. The effects of this trend are less capacity, risks of skill obsolescence, of lower performance and of productivity and know-how loss. In that context...
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Study the Best Practices in T&M (Time and Material) Employee Engagement Model and Recommend possible Interventions in WI-IMS (Wipro InfoTech- Infrastructure Management Services)
Akshay Grover,
Kalpana Jayakrishnan
Issue:
Volume 2, Issue 1, February 2014
Pages:
16-21
Received:
4 February 2014
Published:
28 February 2014
Abstract: It is essential for an organization to sustain in the long run have an engaged workforce. An engaged workforce takes an organization to great heights. Engaged employees contribute to the bottom line. Employees feel engaged when they find personal meaning and motivation in their work, receive positive interpersonal support, and operate in an efficient work environment. An employee when engaged emotionally, cognitively and physically helps creating a great place to work. The engagement levels in the organization determine the enthusiasm of an employee to come to the work every single day. The more engaged the employee is, more is the likelihood of the organization to be a great place to work. Engagement is linked to three essential forces in the organization - Attrition, Productivity & Profitability. That essentially is the reason that today, all efforts are being made to make the employees feel that the organization cares for him and wants his success and growth. This organization is no different and thus wanted to understand ways of creating employee delight for its employees. Taking the employee satisfaction survey as the base, the problem areas were identified and accordingly, the recommendations to address the problems were given.
Abstract: It is essential for an organization to sustain in the long run have an engaged workforce. An engaged workforce takes an organization to great heights. Engaged employees contribute to the bottom line. Employees feel engaged when they find personal meaning and motivation in their work, receive positive interpersonal support, and operate in an efficie...
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Analysis on the China National Science And Technology Awards Programs: Features And Trends
Issue:
Volume 2, Issue 1, February 2014
Pages:
22-26
Received:
17 December 2013
Published:
28 February 2014
Abstract: Through the empirical analysis on the achievements of the China National Science and Technology Awards programs from 2001-2009 based on the scientometrics, this paper discovers that the China National Science and Technology awards programs presents the following features:70% of the National Science and Technology Awards programs are supported by the national task schedule; the first awarded author affiliations appear diversity characteristics, the educational level of the awarded authors increase rapidly, the awarded authors mostly are the young and middle-aged persons, the quantities and the proportions of female awardees are increasing gradually. The Chinese National Science and Technology awards programs have played very important roles on stimulating the enthusiasm of independent innovation of researchers.
Abstract: Through the empirical analysis on the achievements of the China National Science and Technology Awards programs from 2001-2009 based on the scientometrics, this paper discovers that the China National Science and Technology awards programs presents the following features:70% of the National Science and Technology Awards programs are supported by th...
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Strategic Role of HRD in Employee Skill Development: An Employer Perspective
Issue:
Volume 2, Issue 1, February 2014
Pages:
27-32
Received:
9 March 2014
Accepted:
8 April 2014
Published:
10 April 2014
Abstract: Literature shows that an employee’s skill development is dependent on its HR Department, especially in today’s dynamic and uncertain environment, it is very important that HRD activities should be carried out in the organization while paving the way for future sustainability and to cope with the challenges / competition of global arena. In this regards, HRD role could be effective only if the employer is interested to invest on employee skill development. What exactly is employer’s perspective is the motive of this paper to be explored while focusing Pakistani Manufacturing Industry included in KSE-100 Index. The paper is based on presenting the employers’ perspective through secondary data of 20 manufacturing units of Pakistan from KSE-100 index; though, theoretical view has also been organized. Strategic role of HRD, employee skill development, employer perspective generally and then focusing Pakistani employers through literature insights are argued thoroughly. However, interconnection between HRD’s role and employee skill development and employer has been the focus of this paper while highlighting its importance and effect. Moreover, the behavior and attitude of Pakistani Employer has been discussed practically while showing the current behavior and needs for improvement on investing on employees. Additionally, Employer’s perspective hasn’t been discussed earlier in the literature, especially focusing Pakistani Industry which opens new horizon for researchers to focus, an emerging market of developing country.
Abstract: Literature shows that an employee’s skill development is dependent on its HR Department, especially in today’s dynamic and uncertain environment, it is very important that HRD activities should be carried out in the organization while paving the way for future sustainability and to cope with the challenges / competition of global arena. In this reg...
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