scholarly journals Turnaround Plans in Germany: Recommendations for Development and Implementation

2020 ◽  
Author(s):  
◽  
Christian Czernay
Keyword(s):  
Human Resource ◽  
Cultural Change ◽  
Global Economy ◽  
Qualitative Interviews ◽  
Effective Communication ◽  
Cultural Barriers ◽  
Limited Ability ◽  
Legal Context

In the currently weakening global economy, many firms find themselves in a decline situation that necessitates a turnaround. In Germany, the instrument of formalized turnaround plans has gained, due to the legal context, noteworthy prevalence recently. Formalized turnaround plans are prepared by independent experts and communicate to the company's stakeholders why and how the company's turnaround attempt is likely to be successful. However, the problem of such plans lies often in its practical construction which turns out to be too complex or too theoretical; accompanied by the practising managers' limited ability to implement the plan and/or cultural barriers in the organisation. This study analysed and evaluated the content, context, and process of turnarounds that lead to the achievement of sustainable competitiveness and profitability after experiencing decline; and, in particular, assessed the effectiveness of formalised turnaround plans in that process based upon the experience of German companies. Twenty in-depth qualitative interviews were con-ducted with turnaround stakeholders (creditors, owners, lawyers, and managers) and systematically analysed. It was found that successful firms employ recovery, retrenchment, financial, and human resource-oriented turnaround actions; whereby retrenchment actions are most often first initiated in the process. The replacement of the firm's incumbent management as well as the transparent and effective communication with the company's banks were found to be accompanying factors of successful turnarounds. In this process, formalized turnaround plans were found to be helpful by establishing transparency and trust to-wards the firm's stakeholders, providing guidance for the managers, initiating a cultural change in the company, and providing an independent perspective of the feasibility of the intended turnaround. In order to be effective, turnaround plans must be written in a succinct and concise way, inhere a level of complexity appropriate to the firm's size, provide analytical depth, and include all requirements set out by German courts.

Big data and HR analytics in the digital era

2019 ◽  
Vol 15 (1) ◽  
pp. 120-138 ◽  
Author(s):  
Pauli Dahlbom ◽  
Noora Siikanen ◽  
Pasi Sajasalo ◽  
Marko Jarvenpää
Keyword(s):  
Big Data ◽  
Human Resource ◽  
Cultural Change ◽  
Qualitative Interviews ◽  
Role Transition ◽  
Content Type ◽  
Organizational Redesign ◽  
Related Data ◽  
Role Transformation ◽  
Hr Function

Purpose The purpose of this paper is to focus on how the HR function takes advantage of human resource analytics (HRA), including big data (BD), and discuss factors hindering HRA and data utilization. Moreover, the authors discuss the implications of the HRA-induced role transformation of the human resource (HR) function. Design/methodology/approach This is an explorative case study based on qualitative interviews in nine leading Finnish companies. Findings The results indicate that both technical and human obstacles, operating with very basic HR processes and traditional information systems and poor data quality, hinder adoption of advanced HRA. This, combined with lacking skills in analytics and business understanding, inability to go beyond reporting, misconceptions related to BD and traditional compliance-oriented HR culture pose further challenges for the data analytics capacity and business partner role of the HR function. Senior executives expect no significant advancements of HRA, while HR professionals saw potential value in BD, although skepticism was not uncommon. The results point toward a need for increased cooperation with data analysts and HR professionals in provision and understanding the HR-related data for business-related decision making. Furthermore, cultural change and organizational redesign may be called for, in addition to overcoming technological obstacles related to BD, for it to have an impact on HR practices. HRA utilization and role transition of the HR function seem closely related and this transformation can be mutually reinforcing. Originality/value This study provides and theorizes explorative data on HRA within a group of some of the largest Finnish companies, pointing toward an immature state of the art in BD and HRA utilization and there being a relationship between HRA and the role transition of the HR function in organizations.

scholarly journals Digital shifts in human resource management in the global economy

2021 ◽  
Vol 2 (3) ◽  
pp. 70-82
Author(s):  
Amirreza Nikpour ◽  
Svetlana Semushkina
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Global Economy ◽  
Digital Technologies ◽  
Human Resource Management System ◽  
Brics Countries ◽  
Hr Management ◽  
Key Issues ◽  
Theoretical Foundations

This article examines the key issues related to digital shifts in human resource management in the global economy. The purpose of the article is to identify the features and key trends in the introduction of digital technologies on the example of the BRICS countries. The study yielded a number of results. In the course of the research, the theoretical foundations of the digitalization of HR management are analyzed. The current situation and the contemporary level of human development in the BRICS countries is also noted. The features and problematic aspects of digital transformations in the human resource management system are outlined on the example of Russia, China and Brazil. In addition, the main digital technologies that are widely used in the countries under consideration are described.

scholarly journals Review of Istanbul

2001 ◽  
Vol 18 (4) ◽  
pp. 159-163
Author(s):  
Sevim Sabriye Kalyoncu
Keyword(s):  
Cultural Change ◽  
Global Economy ◽  
Third World ◽  
Economic Globalization ◽  
Global City ◽  
The West ◽  
The City ◽  
Current Paradigm

With the picture of the city's skyline on its cover revealing the closeproximity of the golden arches of a McDonalds to the dome and minaret ofa mosque, this book automatically takes on the assumed conflict betweenIslam and the West as the backdrop to its discussion of the globalizationof Istanbul. Recognizing globalization as the current paradigm of socialchange for third world countries disillusioned by the failure of modernization,Keyder does describe Istanbul as a global city, but more so in the senseof an historical location of opposition than a truly "important node in the*global economy." He emphasizes that the city has experienced "adifferent kind of economic globalization," with the typical global-cityperspective failing to explain its evolution and Present-day conflicts. Notonly does corruption run rampant, but defensive, localist attitudes alsoprevail in regards to issues related to the cultural change associated withglobalization. Thus, while Istanbul is recognized as having the potential forbecoming a global city, this potential, generally remains unfulfilled ...

Investment and collaboration: the Indian model for “best” HRM practices

2016 ◽  
Vol 10 (2) ◽  
pp. 125-147 ◽  
Author(s):  
Pramila Rao
Keyword(s):  
Human Resource ◽  
Global Economy ◽  
Qualitative Content Analysis ◽  
Content Type ◽  
Performance Culture ◽  
Hrm Practices ◽  
Doing Business ◽  
Conceptual Paper ◽  
Asian Economy ◽  
Research Analysis

Purpose The purpose of this paper is to examine human resource management (HRM) practices of the top 25 companies identified as “best” in India in 2011. This paper provides insights into HRM practices of a leading country in Asia that is playing a very important role in the global economy. Design/methodology/approach This conceptual paper will use for its research analysis the business reports of the Outlook Business Magazine and AON Hewitt. AON Hewitt is a global human resource consulting company and is an established authority in identifying “best” companies in India since 2004. A qualitative content analysis was done of the business report to identify predominant themes. Findings The analysis identified how the “best” 25 Indian companies offer progressive HRM practices that required careful investment and collaboration. This research showcases seven specific HRM themes that include elaborate staffing, investment in learning, work–life balance, egalitarian practices, developmental performance culture, generous benefits and engagement initiatives. Practical implications This paper provides preliminary guidelines for global practitioners who may be interested in doing business in India. It also provides a model of “best” HRM practices adopted by 25 companies that could help other organizations identify successful HRM practices in India. Among the 25 companies, 16 are Indian companies and 9 are subsidiaries of multinationals. Originality/value This paper outlines HRM “best” practices of organizations in an emerging Asian economy that has not been addressed before. This paper hopes to bridge this paucity in the extant literature by showcasing the “best” HRM practices from 25 “best” companies in India. It also provides an Indian model of “best” HRM practices that can be tested by other scholars for future studies.

Abstract 215: Differing Perspectives Between Physicians, Patients And Caregivers On The Value Of An Individualized Estimate Of The Benefits Of Thrombolysis At The Time Of Acute Ischemic Stroke: Designing The Resolve (Rapid Evaluation for Stroke Outcomes using Lytics in Vascular Event) Decision Aid

2013 ◽  
Vol 6 (suppl_1) ◽  
Author(s):  
Carole J Decker ◽  
Emily Chhatriwalla ◽  
Brian Garavalia ◽  
John A Spertus ◽  
Er Chen ◽  
...  
Keyword(s):  
Ischemic Stroke ◽  
Acute Ischemic Stroke ◽  
Qualitative Interviews ◽  
Treatment Decision ◽  
Recombinant Tissue Plasminogen Activator ◽  
Active Role ◽  
Cultural Barriers ◽  
Emergency Physicians ◽  
Stroke Treatment ◽  
Risks And Benefits

Background: Explaining the risks and benefits of recombinant tissue plasminogen activator (rt-PA) occurs in a hurried conversation in the emergency department and may not be fully grasped by patients and their caregivers. Risk models describing the heterogeneity of benefits from rt-PA in acute ischemic stroke (AIS) have been created, but are not used in routine clinical practice. To develop a tool (RESOLVE) for modeling each patient’s benefits and risks for rt-PA, we conducted qualitative interviews with survivors, their caregivers and emergency physicians to inform the design and improve usability. Methods: A multidisciplinary research team conducted qualitative research through 10 focus groups of survivors and caregivers. We obtained feedback on their preferred role, desired information and their impressions of alternative formats for presenting risk and benefits. Three emergency physicians from 2 sites have been interviewed (with >15 additional physician interviews being currently conducted, the results of which will supplement these preliminary data at the time of presentation). Results: Survivors and caregivers (63 participants: 39 stroke survivors; 43% male) express a need for more information, including specific risks and benefits to treatment. In general, both groups desired an active role in the acute stroke treatment decision. In contrast, the initial physician interviews indicated a hesitancy to provide NINDS data to patients and caregivers, skepticism of the existing data and cultural barriers to the use of rt-PA in AIS, the latter acquired through residency training or the opinions of their clinical colleagues. The interviewed clinicians, however, felt more positive about using rt-PA when a neurologist was readily available to support the decision. Conclusions: Preliminary findings suggest reluctance by emergency physicians to share data about the benefits of rt-PA to stroke patients and their caregivers, despite the desire of the latter for such information. While the additional planned interviews will be needed to confirm these findings, preliminary insights suggest a compelling need to overcome the reticence of emergency physicians to use clinical data to better engage patients in making a shared decision about rt-PA in AIS.

LONG-TERM VISION OF DEVELOPMENT IN POST COVID-19 ERA: A NORMATIVE THEOREM IN WORLD PERSPECTIVE.

Ensemble ◽  
2021 ◽  
Vol SP-1 (1) ◽  
pp. 30-34
Author(s):  
Somenath Halder ◽  
◽  
Sourav Paul ◽  
Keyword(s):  
Gross Domestic Product ◽  
Human Resource ◽  
Human Activity ◽  
Global Economy ◽  
Human Existence ◽  
Global Village ◽  
The World ◽  
To Come ◽  
World Perspective

The present study seeks to find a reliant philosophy of development in the post COVID-19 times to come. Since being contiguous, the Novelcoronavirus has switched almost every human activity uncertain all over the world. Rather the health emergency in this pandemic has strangled human existence on this planet which every country and government are fighting against. Like many others, global economy and development are under severe threat that tend us to chalk out a theorem to be mechanized for bringing the global village back into normalcy. The paper delves deeper to establish a connection of development with wellbeing, keeping human resource at the center of significance. It also measures the interrelation of wealth, economy and development with human resource and suggests a balanced prioritization of the same in terms of accelerating Gross Domestic Product (GDP). As the future after COVID 19 will not be the same like before, even after the pandemic being over, the proposed theorem tries to contemplate the global economy with a new outlook of long-term development.

Ontology

2011 ◽  
pp. 1221-1236
Author(s):  
William Buchholz
Keyword(s):  
Information Technology ◽  
Knowledge Management ◽  
Knowledge Representation ◽  
Human Resource ◽  
Global Economy ◽  
Lessons Learned ◽  
Distributed Knowledge ◽  
Document Collections ◽  
Knowledge Community ◽  
Standards And Regulations

An ontology comprises the explicitly articulated and shared concepts of a knowledge community or domain. These concepts are arranged formally in a taxonomy and are governed by specifically defined rules and axioms. Ontologies often play an important role in knowledge management information technology (KMIT). An enterprise knowledge management IT system, for example, may use an ontology “to facilitate communication, search, storage, and [knowledge] representation” (O’Leary, 1998, p. 58). A general survey of the literature suggests that ontologies are capable of improving performance in a large variety of knowledge management IT functions, especially relative to knowledgebases for best practices, lessons learned, human resource skills, Help Desks, FAQs, document collections, standards and regulations, products, services, proposals, and the like. In addition, as we look to the future, ontologies will function centrally in agent-mediated knowledge management (AMKM), distributed knowledge management (DKM), and the Semantic Web (Daconta, Obrst, & Smith, 2003; Fensel, 2001; Heflin, Volz, & Dale, 2002; McGuiness, 2002), as these technologies become pervasive in a global economy that distributes KM knowledgebases across companies and cultures.

scholarly journals Is the deinstitutionalisation of alternative care a ‘wicked problem’? A qualitative study exploring the perceptions of child welfare practitioners and policy actors in Thailand

2020 ◽  
Vol 63 (5) ◽  
pp. 626-639 ◽  
Author(s):  
Justin M Rogers ◽  
Victor Karunan
Keyword(s):  
Foster Care ◽  
Child Welfare ◽  
Qualitative Interviews ◽  
Cultural Barriers ◽  
Wicked Problem ◽  
Alternative Care ◽  
Policy Actors ◽  
Policy Problem ◽  
Policy Challenge ◽  
Family Based

This study examined deinstitutionalisation in Thailand. Qualitative interviews were conducted with a total of 27 child welfare practitioners and policy actors to explore their perceptions of Thai alternative care provision. Findings show that participants perceive deinstitutionalisation as a complex policy challenge. Some felt that the institutions were necessary in order to meet demand, while others felt that cultural barriers prevent a shift to family-based approaches, such as foster care. However, data suggest that it would be difficult to characterise deinstitutionalisation as a ‘wicked policy problem’ as participants were hopeful for change, citing increased family- strengthening policies alongside efforts to implement foster care.

scholarly journals Challenges of Effective Communication in the Criminal Justice Process: Findings from Interviews with Victims of Sexual Offences in Australia

Laws ◽  
2020 ◽  
Vol 9 (4) ◽  
pp. 31
Author(s):  
Rhiannon Davies ◽  
Lorana Bartels
Keyword(s):  
Criminal Justice ◽  
Criminal Justice System ◽  
Justice System ◽  
Sexual Offending ◽  
Qualitative Interviews ◽  
Effective Communication ◽  
Skills Training ◽  
Sexual Offences ◽  
Justice Process ◽  
Criminal Justice Process

This article focuses on gendered experiences of the criminal justice system, specifically the experiences of adult female victims of sexual offending and the communication difficulties they experience during the criminal justice process. Drawing on the findings from qualitative interviews about sentencing with six victims and 15 justice professionals in Australia, we compare the lived experiences of the victims with the perceptions of the justice professionals who work with them, revealing a significant gap between the information justice professionals believe they are providing and the information victims recall receiving. We then analyse the international literature to distil effective communication strategies, with the goal of improving victims’ experiences of the criminal justice system as a whole. Specifically, we recommend verbal communication skills training for justice professionals who work with victims of crime and the development of visual flowcharts to help victims better understand the criminal justice process. We also recommend that Australian victims’ rights regimes be reformed to place the responsibility for providing information about the criminal process on the relevant justice agencies, rather than requiring the victim to seek this information, and suggest piloting automated notification systems to help agencies fulfil their obligations to provide victims with such information.

Managing IT Professionals

2011 ◽  
pp. 159-190 ◽  
Author(s):  
Jeffy Luftman ◽  
Rajkumar Kempaiah
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Global Economy ◽  
Technical Skills ◽  
Job Skills ◽  
It Professionals

Attracting and retaining top IT talent is a major concern for most organizations. In the early part of this decade when the dotcom boom turned to a bust, Y2K was over and the recession hit, everything came to a dramatic halt. Today the economy is improving and the hiring of IT staff is on the rebound. Today new skills are required to compete in a global economy where organizations have new alternatives to choose from. Finding IT professionals with specific skills is no easy feat these days. Today’s job skills require strong technical skills and also excellent business, industry, communication, marketing and negotiating abilities. This chapter will focus on the results of recent research and their implications to IT human resource considerations. It also discusses what IT professionals are seeking in a position, the retention of IT talent, stress in workplace, and IT career development.

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