Human resource management in TAFE institutes in Australia
- Authors: Smith, Andy
- Date: 2009
- Type: Text , Conference paper
- Relation: Paper presented at 23rd ANZAM Conference 2009: Sustainable Management and Marketing, Melbourne, Victoria : 1st-4th December 2009
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- Description: This paper reports the results of a national research project into the impact of human resource management practices on teaching and learning performance in TAFE Institutes in Australia. The research and literature on human resource management and, more recently, on high performance work systems has suggested strongly that the implementation of more sophisticated policies of human resource management will result in higher levels of organisational performance. This research project tests this theory in the context of vocational education and training (VET). The research examines the formulation and implementation of human resource management practices in TAFE institutes. The project involved a survey of TAFE institutes which established the form and extent of human resource management and a series of case studies investigating the impact of human resource management on teaching and learning and other aspects of organisational performance.
- Description: 2003007598
Managing older workers during a period of tight labour supply
- Authors: Taylor, Philip , McLoughlin, Christopher , Brooke, Elizabeth , Di Biase, Tia , Steinberg, Margaret
- Date: 2013
- Type: Text , Journal article
- Relation: Ageing & Society Vol. 33, no. 1 (2013), p. 16-43
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- Description: This article reports on a recent survey of employer attitudes and policies towards older workers in Australia at a time of sustained economic growth and ongoing concerns about labour shortages. Findings from a survey of 590 employers with more than 50 employees in the State of Queensland point to an unusually strong orientation towards the recruitment of older workers among respondents, although the retraining of older workers is not prioritised by the majority. The issue of workforce ageing is viewed as being of medium-term importance by the majority of respondents, although for a substantial number the issue is of immediate concern. Both sector and organisation size are predictive of the application of a broad range of policies targeting older workers, with public-sector and larger organisations more likely to be active. Concerns about workforce ageing and labour supply are predictive of employer behaviours regarding older workers, suggesting that sustained policy making may be emerging in response to population ageing over and above more immediate concerns about labour shortages and that this broad thrust of organisational policy making may be immune to the point in the economic cycle. This study found no evidence that the flexible firm will not countenance an ageing workforce.
The influence of Big Five personality traits on subjective well-being: Mediation of job satisfaction
- Authors: Qing-Guo, Zhai , O'Shea, Bob , Willis, Mike , Yu-Bo, Zhai
- Date: 2011
- Type: Text , Conference proceedings
- Full Text: false
- Description: This study examines the influence of mediation of job satisfaction on the Big Five personality traits and SWB relationship using a sample of 818 urban employees from five Chinese cities, Harbin, Changchun, Shenyang, Dalian and Fushun. All the studied variables are measured with well established multi-item scales that have been validated both in English speaking populations and in China. The PRODCLIN three-step method, which can overcome the limitations of the commonly used Baron and Kenny causal approach, was used to test the mediating role of job satisfaction on the Big Five and subjective wellbeing relationship. The statistical analysis found that the relationship between extraversion and subjective wellbeing is partially mediated by job satisfaction. Conscientiousness and neuroticism only have a direct effect on subjective wellbeing. The research also found a stronger role of Big Five in predicting subjective wellbeing than predicting job satisfaction. The findings of a significant effect of extraversion, neuroticism and conscientiousness on subjective wellbeing support the instrumental theory. The finding of a stronger effect of extraversion than neuroticism in predicting subjective wellbeing suggest that culture may moderate the Big Five and subjective wellbeing relationshiship. © 2011 IEEE.
A tale of two strategies: Framework for evaluating human resource management and innovation in Australia - Lessons for China
- Authors: Courvisanos, Jerry , Donatella, Cavagnoli
- Date: 2013
- Type: Text , Conference paper
- Relation: International Conference on Management Science and Engineering - Annual Conference Proceedings p. 1295-1307
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- Description: The aim of this paper is to explain the relationship between Human Resource Management (HRM) strategies and innovation. The paper systematically captures the impacts of HRM policies by Australian businesses in the form of organisational innovation, and consequently impacting on innovation and productivity. Two HRM strategies are identified as having operated in Australia over 40 years. One is a 'soft' HRM strategy based on greater worker autonomy; a strategy which dominated in the 1970s and 1980s. The other is a 'hard' HRM strategy based on routine worker performance measurement which has increasingly become more relevant since the 1990s and into the 21st Century as the basis for stronger competitive advantage. While recent research has found a positive relationship between HRM policies, organisational innovation, innovations and business performance, this study finds that while this was true in the 1980s and 1990s, it is not so in the 2000s. The core of the argument in this paper is that there is a positive relationship between HRM policies and organisational innovation only with the 'soft' HRM strategy, while the 'hard' strategy raises many questions about the ability to build significant innovation capacity. Also, the type of innovation capacity that is built in Australian businesses, that is, generally incremental and with only minor modifications, is examined in the context of both HRM strategies. The paper provides a framework of analysis that reframes the economics of innovation management using a unique 'containment of structure and contingency of agency' spectrum to explain innovation-successful HRM practices. This approach accounts for both internal firm management policies and external-to-the-firm effects of government economic policies. For this reason, this approach provides a historical experience that links effective HRM strategy to building innovation capacity from both firm and government levels. The experience of Australia in being unable to manage the containment-contingency innovation spectrum should be a lesson for China as it manoeuvres towards becoming a strong innovation-driven economy. © 2013 IEEE.
- Description: E1
The Older Worker : Identifying a critical research agenda
- Authors: Taylor, Philip , Loretto, Wendy , Marshall, Victor , Earl, Catherine , Phillipson, Christopher
- Date: 2016
- Type: Text , Journal article , Review
- Relation: Social Policy and Society Vol. 15, no. 4 (2016), p. 675-689
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- Description: The roles that older workers play in labour markets has received a great deal of policy and academic scrutiny in response to economic crises and demographic change. As a starting point, this focus has paradoxically resulted in insufficient attention to older workers themselves. The article is thus concerned with refocusing the agenda for research onto the older worker. Building on an extensive literature review, four gaps in knowledge are identified: who might be researched; what the focus of that research might be; the role of theory informing the research; and how the research might be conducted. The article identifies a particular need for research on 'work' as opposed to 'retirement' and how the changing nature of work may influence future patterns of later life labour market engagement and retirement. It is argued that better public policy will result from more critical and socially embedded research that recognises the heterogeneity of 'older workers' and their motivations. © Cambridge University Press 2016.
The Roles of functional managers and project managers in a matrix organization
- Authors: Kishore, N. , Pretorius, J. H. C. , Chattopadhyay, Gopinath
- Date: 2019
- Type: Text , Conference proceedings
- Relation: 2019 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM), Macao, China, 15-18th December p. 784-788
- Full Text: false
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- Description: In the era of technological change, the success of capital expenditure projects is significantly influenced by good project management, including project management structure. This paper presents how the roles of functional and project managers can positively influence project performance in a matrix structure. The focus on organizational structure is important since the fourth industrial revolution (Industry 4.0) depends more on highperformance computing and the co-existence of technology with human resources. A case study was conducted in a technology company in South Africa which had restructured their software department from a top-down reporting structure to a matrix structure (dual management system). This research identified gaps in the current roles of the managers and in the matrix structure itself. The focus of the research was to identify the factors that were negatively influenced by the matrix structure such as the quality of the projects produced, the level of risk involved and return on investment from the projects delivered. It was found that functional teams were hemorrhaging 9.56% of employees through resignations and projects were only achieving 94.17% of their objectives.
Development of a scale measure for green employee workplace practices
- Authors: Morgan, Damian , Rayner, Julie
- Date: 2019
- Type: Text , Journal article
- Relation: Journal of new business ideas and trends Vol. 17, no. 1 (2019), p. 1-25
- Full Text: false
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- Description: Purpose--The purpose of this paper is to identify latent variables that explain green workplace attitudes, behaviours and practices. Design/methodology/approach--Following a resource base view, a HRM-driven green workforce may provide competitive advantage. Workforce assessment here may take place at the employee level using environment-focussed measures including ability, motivation and opportunity (AMO). To test this proposition, a usable sample, following deletion of multivariate outliers, comprised 371 employees across three industry sectors. Participants self-reported for 26 items concerning perceptions related to environmental consciousness, organisational roles, and knowledge. Findings/ Results--Exploratory factor analysis revealed a four factor structure explaining green workplace attitudes, behaviours and practices: environmental knowledge environmental workplace AMO global environmental attitudes, and organisation and the environment. Originality/value--The study provides a practical and parsimonious diagnostic tool to facilitate HRM-led development to engender sustainable environmental attitudes and practices within the workforce with implications for future research directions discussed. Keywords: Green employees work practices scale development sustainability corporate social responsibility (CSR). JEL Classifications: M14 PsycINFO Classifications: 3650 FoR Codes: 1503 ERA Journal ID #: 40840
A meta‐review of 10 years of green human resource management : is Green HRM headed towards a roadblock or a revitalisation?
- Authors: Paulet, Renee , Holland, Peter , Morgan, Damian
- Date: 2021
- Type: Text , Journal article
- Relation: Asia Pacific journal of human resources Vol. 59, no. 2 (2021), p. 159-183
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- Description: Over the past decade Green Human Resource Management (GHRM) has emerged as a growing field of conceptual and empirical work both within, and separate from, the broader topic of Sustainable HRM. As such, we believe it is an opportune time to provide an overview of the Green HRM literature up to 2020, together with a critical consideration of Green HRM into the future. Representing the first meta‐review in the Green HRM field, we surmise key aspects of Green HRM research emerging over the previous decade. We conclude by presenting an exploration of how Green HRM may evolve in the future, and pose the following question: With a myriad of implications from COVID‐19 on business survival and society in general, how will this affect the development of Green HRM? Is it headed towards a roadblock, or revitalisation? Key points A meta‐review of Green HRM literature demonstrates an established through to emerging field of research developed on empirical research over the past decade. Reviews provided three important outcomes for Green HRM – identification of key literature, proposed conceptual frameworks and identified research gaps. Green HRM provides a key driver aligning organisations towards sustainable outcomes. Further work is required including empirical studies in developing countries and application of rigorous research designs. The implications of the COVID‐19 pandemic are likely to have ramifications on the adoption and practice of Green HRM.