HR professionals cultivating resilience and crisis awareness toward a business excellence environment

PurposeThis paper explores how resilience may mitigate the impacts of a crisis and at the same time foster business excellence. Additionally, it seeks to analyze the role of HR department (HRD) in cultivating resilience and crisis awareness.Design/methodology/approachIn order for the authors to assess their hypotheses, a research model was conceptualized and tested by conducting an empirical study in Greek organizations that enlist the largest number of employees in Greece, belonging to various corporate sectors. Following the review of the relevant literature on resilience, business excellence and crisis management (CM), the research model and research hypotheses are presented.FindingsThe empirical section illustrates the statistical analysis of the collected data and the test of the research hypotheses. The authors managed to validate their research hypotheses through the research. The research demonstrated that promoting resilience and crisis awareness in a business excellence environment can reinforce the role of HRD aiming to overcome crises.Practical implicationsFollowing the research findings, the implications for managers and organizations are presented alongside with the research limitations. Managers and HRDs can review their mindset towards resilience. Thus, they may reevaluate their CM plans and processes according to the research findings.Originality/valueThe extended literature review proved that limited studies deal with the contribution of resilience regarding CM and business excellence. The originality of the present is to promote the cultivation of resilience in line with a high level of acquaintance with CM procedures to the dynamic role of HRD in terms of CM.

Extrovert integrated management systems

PurposeThe purpose of this research is twofold; firstly, to propose and test a measuring instrument for the efficient and effective integration of management systems (MSs), identifying the particular aspects that may distinguish the substantive (internalized) from the superficial (ceremonial) integration; and secondly, to propose and test a scale for corporate sustainability performance (CSP).Design/methodology/approachA literature review has identified pertinent variables and yielded relevant measuring items. A field survey has been conducted. The survey instrument has been administered to Greek organizations certified to two or more MS standards. Collected data from 280 respondents has been processed using exploratory factor analysis.FindingsInternalization has been identified as the main construct to interpret substantial MS integration in terms of resources and the extent of integration. The extracted internalization factors are human resources, strategic resources, information systems, integration tools, outsourcing, internal processes integration level and audits' integration level. CSP has been operationalized in terms of the company's relationships with its stakeholders. The extracted CSP factors are customer–supplier relationship, the employees, investors/shareholders, financial institutions, the environment, state and society.Practical implicationsThis research findings can be used by management professionals, certification bodies and governmental authorities in order to foster the implementation of multiple MSs and highlight the critical issues for their successful integration and internalization, which is imperative for their prosperity and contribution toward CSP. Practitioners are also provided with an instrument to monitor CSP through the company's relationships with its stakeholders toward satisfaction of their needs.Originality/valueTo the best of the authors' knowledge, this is the first empirical study on the internalization of integrated MSs. In addition, the development of a CSP scale intends to bring together corporate sustainability management with CSP.

The Role of Middle Managers in Knowledge Creation and Diffusion

The role of middle managers in modern management theory has been already recognized, and this role is considered very important for the functioning of an organization. They have managed to be involved in many aspects of managing, and one of them is the novice field of knowledge management. In this chapter, the role of middle managers in knowledge creation and diffusion is explored and analyzed. A theoretical model of four middle managers' roles affecting the strategy of an organization is examined. The model was tested through a questionnaire in a sample of 241 middle managers of Greek organizations. After the analysis of the data collected, it was deduced that the theoretical model utilized was validated in the sample.

Practices and Challenges of Knowledge Management in the Greek Public Sector

Knowledge management (KM) is a highly appreciated initiative in the field of management, and though it was initiated from the private sector, in the last years there has been an extensive interest and concern in the public sector. KM seems to be an excellent solution in order to manage the information and knowledge inside the organizations by saving valuable resources. In this research, many studies concerning the implementation of different KM practices in Greek organizations were examined. From the studies analyzed, it was concluded that the employees of the Greek public organizations have embraced all the activities concerning KM practices. However, many problems typical of the Greek public sector were present such as the absence of a reward system for knowledge transfer, the functioning of the public sector employees in an individualistic way, and the delay in adopting information and communication technology (ICT) practices and in the promotion of e-government.

It’s All Greek to Me: Recruiters’ Perceptions of Résumé Items

Résumés are often used as a screening device for employment purposes, yet there have been very few recent empirical examinations of how recruiters perceive résumé content items, particularly extracurricular college activities such as involvement in Greek social organizations. This study examined 152 recruiters’ perceptions of applicant involvement in three type of extracurricular activities: Greek organizations (social, professional, and honors), non-Greek organizations (social, professional, and honors), and other applied experiences (internships, mentoring programs, and study abroad). Results indicated that recruiters perceive applied experiences more favorably than non-Greek organization involvement in terms of technical skills, interpersonal skills, overall employability, and personal impression. Recruiters perceived non-Greek organization involvement more favorably than Greek organization involvement with respect to technical skills, overall employability, and personal impression. There was no significant overall effect for perceptions among the three types of Greek organizations (social, professional, and honors), suggesting recruiters viewed the three types of Greek organizations similarly.

A theoretical and statistical approach of Six Sigma differentiation from other quality systems

Purpose The purpose of this paper is to investigate in which management aspects could Six Sigma (SS) methodology help the organization that implements it. Another subject to be examined is the integration of SS and other quality management systems (QMSs) in practice and in a theoretical way. Design/methodology/approach A questionnaire was addressed to 146 Greek companies of all business sectors, with at least one QMS; here was ISO 9001:2008. It included questions concerning the importance of the critical success factors (CSFs) of QMSs and performance measures after the implementation of ISO 9001. Correspondence analysis was used for the analysis of the data. A theoretical investigation in literature was also accomplished to express the characteristic aspects of SS. Findings Companies implementing SS seemed to outperform the companies without it, in the importance given in most CSFs and equally in the performance measures. People-oriented factors distinguished as more important, and this is consistent with the literature concerning SS. Practical implications This paper provides information for practitioners and researchers about SS methodology and presents some of its advantages, deriving from its integration with ISO 9001 QMS. Originality/value It makes available a perspective of SS deployment in Greek organizations. It also clarifies points that demonstrate the differentiation of SS from other quality approaches and the case of integration with ISO 9001. It also presents the demographic profile of the companies that implement SS.

The Human Factor in Quality

The aim of this chapter is to theoretically investigate the implications of ISO 9000:2000 and EQA on HR issues in selected Greek industrial organizations in their road to quality improvement. The study sample consists of two selected industrial organizations that were judged as normal, ordinary, and representative. The data gathering was carried out through extensive and in-depth interviews in the two organizations asking several multiple informants. The study shows that organizations approach to quality is of great influence to effective human resource utilization. There is a tendency to avoid the involvement of HR department on either certification or the EQA and also it is clear that HR department status and role is still very traditional. The small sample does not allow making any generalizations for the majority of Greek organizations in all sectors of the economy. This is the first step towards an understanding of the current context and content of HRM in organizations moving towards total quality management implementing ISO 9000:2000 or EQA model. However, further studies needed to investigate similarities and differences in an international basis. The chapter provides a basis for understanding the present status of HRM implementation under ISO 9000 implementation and EQA model of selected Hellenic organizations and the results can be helpful for academics and practitioners. The author suggests that in order to have a reliable and objective depiction of the effect and influence of ISO 9000:2000 and EQA to the context and content of HRM, a thorough examination and analysis of relevant studies should be conducted which will include all the various approaches, practices and perceptions recorded so far in the literature -some of them based on empirical data and some deriving from rhetoric and “good-stories” or “how things ought to be” perspective.