Different degrees of informational asymmetry on job markets and its impact on companies’ recruiting success

Based on a large survey of German companies, we investigate the influence of job characteristics on the recruiting success on labor markets with different degrees of informational asymmetry. We cluster companies’ recruiting channels in those with low (internal job markets and employee referrals) and high (job advertisements, the Federal Employment Agency and headhunters) degrees of informational asymmetry. We provide evidence that monetary aspects are important when quality aspects of the job and the company are not directly observable by job applicants. However, if recruiting channels are used where the level of asymmetric information is lower because applicants have more reliable information about job and company characteristics, the quality attributes of a workplace, such as flexible work times or a high job responsibility, become influential on the recruiting success. Finally, our results show that applicants with access to more information about the quality aspects of a job also seem to be in a better position to evaluate the information given with regard to their credibility.     

招聘服务供应链中广告合作模型研究

招聘和求职是人才市场上需方和供方之间的博弈过程。鉴于招聘企业与求职人才均无法充分知晓对方的需求信息,招聘网站服务商应运而生。本文引入网站简历适配度参数,构建网站服务商和招聘企业之间的广告合作模型,预测招聘企业、服务商和服务供应链期望效用。招聘企业可选定一个或几个网站服务商构建长期合作的招聘服务供应链,通过合作发布招聘广告的形式,吸引求职人才投递简历,提高招聘效果。研究发现,网站广告效应越大,越便于求职人才投递简历,招聘效用越大;网站简历适配度越大,人才简历量越多,招聘效用越大。预先确定广告赠送率或职位价格,可预测另一参数及其对应的招聘效用。通过案例研究,本文方法成功帮助一家招聘企业选定两个理想的网站服务商构建长期合作的并联招聘服务供应链。实践证明本文广告合作模型具有良好的应用价值。     

Employer brand building for start-ups: which job attributes do employees value most?

Although attracting talented personnel is one of the biggest challenges for start-ups, little is known about how nascent ventures can successfully build an employer brand. This study investigates which distinctive job attributes start-ups can use for their employer branding. We identify the unique job attributes distinguishing entrepreneurial firms from large firms and calibrate the relative value of these job attributes from the potential employees’ perspective. Using conjoint analysis we demonstrate that a communal team climate and the early assignment of responsibilities are a start-up’s most attractive job attributes for prospective applicants. We contribute to the entrepreneurial marketing literature by bringing forward the concept of entrepreneurial employer branding, by examining entrepreneurial firms’ unique and attractive job attributes, and by discussing how start-ups can make use of these attributes in their recruiting and employer branding activities.     

Stimulating lifelong professional growth by guiding job characteristics

This article reports some findings from a broader study concerning the development of professional expertise. The aim of the part that is described in this article was to find out whether certain job-related factors situated in the domain of socio-technical systems design (STSD), that is, control capacity, job satisfaction, and learning value of the job, influence the development of professional knowledge, skills, and capabilities throughout the career. The sample consisted of 559 middle- and higher-level employees working in eight large Dutch companies. Theoretical contributions from learning theory, human resource management and work, and organizational psychology are used to conceptualize the phenomenon of professional expertise and to develop a theory of expertise development in careers. By providing insight into the relationships between several job-related factors, on the one hand, and the development of professional expertise, on the other, this research is intended to contribute to theory building in adult development and learning. Influential job characteristics that are situated in the domain of STSD seem to be of high importance in view of a further human resource development. Paying close attention to an individual's job and its content is indispensable in order to guide growth throughout the career and to enable life-long development of professional expertise.     

人力资源经理职业化的发展

职业化是一个行业发展成熟的重要标志,市场环境的变化使得我国的人力资源经理面临着职业化的挑战。人力资源经理职业化的关键在于建立职业化的人力资源经理市场。通过人力资源经理市场,人力资源经理拥有的专业技能能够进行认证、定价、交易和发展。人力资源经理职业化具体表现在:严格的职业资格认定机制、规范化的人力资源管理教育、专业性协会和专业化培训、专业化的人力资源管理人员配置、较高的人力资源管理专业人员薪酬等方面。人力资源管理从业人员的职业资格认证是人力资源职业化发展的重要环节。论文首先探讨人力资源管理职业化的发展及其重要性;进而介绍美国和英国主要的人力资源资格认证制度;最后,作者提出了人力资源经理的职业化对人力资源管理从业人员在教育、技能和职业道德方面一些基本标准要求。     

Emergent Marketing Strategies and Performance: The Effects of Market Uncertainty and Strategic Feedback Systems

Although many process‐based studies appear in the strategic management literature, little attention has been devoted to the formation process of marketing strategies. Drawing on enactment and information‐processing theories, this study views the external environment as a source of information (i.e. enacted) and organizations as information‐processing entities. We propose a conceptual framework of antecedents and market performance consequences of emergent marketing strategies and test it with a sample of 214 UK enterprises. The results suggest that dimensions of market uncertainty (i.e. dynamism and complexity) and strategic feedback systems influence the formation of emergent marketing strategy. Furthermore, the data reveal that market uncertainty aspects condition the association between emergent marketing strategies and market performance in different ways. These findings provide new insights into how emergent marketing strategies evolve and influence organizational outcomes.     

零售商嵌入专业技术的营销策略研究

考虑零售商和技术提供商的二元结构,本文构建理论模型分析零售商嵌入专业技术的营销策略选择问题,并探讨技术嵌入以及技术营销策略对决策结果的影响。研究发现,技术提供商作为博弈的领导者在获取边际利润方面具有优势且相对稳定;并且对技术提供商而言,让零售商进行技术营销的策略是最优的。然而,对于零售商而言,不同技术营销渠道下的利润大小会受到技术产出、技术营销、以及营销努力博弈的影响,因此零售商的策略选择较为复杂。在一定的条件下,零售商可以嵌入产出贡献度较大的专业技术,并优先选择自己进行技术营销以增加技术营销贡献度。这一策略有利于零售商快速实现利润最大化,并与技术提供商实现双赢。     

Human resource development issues in the implementation of the Western China development strategy

This article systematically illustrates the value and role of human resource development in the implementation of the Western China development strategy. It analyses in detail some current human resource issues constraining the implementation of the Western China development strategy and those factors that constrain the sustainable development process of economic society. Based upon these analyses, the study accordingly proposes the future goals and countermeasures in the human resource development of Western China.     

Attracting and retaining talent: exploring human resources development trends in Australia

Drawing from the resource based view of the firm (RBV) the argument developed in the paper is that in an environment characterized by increasing levels of skilled labour shortages organisations need to design employment systems that prioritize human resource development to enable competitive advantage. The literature review examines the issues associated with the attraction, retention and development of human resources, and the major contextual issues and debates underpinning skill and labour shortages. A research question is then framed to capture the HR priorities of Australian organisations. We examine responses from 1372 Australian human resources (HR) professionals who participated in an online survey of a national HR professional association and results are interpreted with respect to HR efforts to attract, develop and retain talent.

Our findings suggest that employers are addressing issues related to attraction - recruitment and selection. However, in critical HR development areas associated with retention such as training, job design, skill development, careers management and team building, results indicate a lower level of resource allocation. We conclude that this lack of resource allocation is of concern for Australian organisations that are struggling to compete both domestically and internationally for skilled workers.     

招聘服务供应链中合作广告博弈

本文研究求职者投递简历量不确定性的条件下由网站招聘服务商和用人企业组成的招聘服务供应链中的合作广告对招聘效用的影响。网站服务商首先确定招聘套餐价格和广告赠送率,用人企业根据套餐及广告,确定本企业对求职者提供的职位搜索价格。运用斯坦伯格博弈模型进行合作广告效用预测显示:(1)对于用人企业,广告效用增加,求职者对本单位的招聘职位搜索价格增加,企业期望简历量和期望效用增加。(2)对于网站服务商,固定广告赠送率可确定职位价格;固定职位价格可确定广告赠送率;提高广告赠送率可激励用人企业选择更高价位广告。将上述理论运用于企业与智联招聘、前程无忧和新安人才网三家网站建立招聘服务供应链时的斯坦伯格决策,可从企业、服务商和供应链三个角度综合做出决定-若企业在安徽省内招聘则优选新安,在全国招聘则优选智联,可保证企业招聘效果和服务供应链效用最优。上述方法为中小企业选择招聘服务商提供参考,也为人才管理理论研究拓展新方向。     

以企业能力为中介的联盟类型与技术创新方式关系实证研究

从资源基础观构建联盟类型、企业能力(开发能力和探索能力)和技术创新方式相互关系的模型,以重庆等6个地区500家制造业企业为调研对象,运用结构方程模型对所获数据进行实证分析。结果表明:市场联盟提供的市场资源利于开发能力的提升,技术联盟提供的技术资源利于探索能力的发展;开发能力与渐进创新方式正相关,探索能力与突变创新方式正相关;市场联盟提供的市场资源有助于渐进创新方式,技术联盟提供的技术资源有助于突变创新方式。     

The Threat Effect of Mandatory Programmes in Finland

This study focuses on the threat effect of the activation reform of the Finnish labour market support system in 2006. Mandatory programme participation may provide the incentive for some individuals to look for work in order to avoid the training programmes. The study examines whether the reform encouraged individuals in the target group to look for employment. According to the results, mandatory programme participation has no effect on the probability of finding a job or of leaving labour market support for some other reason. Conversely, long‐term recipients' participation in the labour market programmes has increased, owing to the activation reform.     

Preparing the transnational teacher: a textual analysis of pre-departure orientation manuals for teaching overseas

The purpose of this article is to critically analyse pre-departure manuals for transnational teachers and to suggest changes to human resource development (HRD) professionals when producing future manuals. Drawing on the principles of critical human resource development theory, the study employs textual analysis to analyse manuals from nine different international agencies or schools that employ transnational teachers. The textual analysis identified three dominant themes in the data: information not education, ‘good’ work habits as self-regulation, and the (dis)connection of professional and personal backgrounds. Study findings suggest that agencies narrowly rely on instrumentalist material to the detriment of personal and cultural knowledge and human agency of transnational teachers. HRD personnel in international educational agencies may wish to create future manuals that problematize taken-for-granted knowledge and promote teacher agency.     

An investigation of career development programs,job satisfaction,professional development and productivity: the case of Taiwan

This study attempts to develop career development programs capable of responding to career needs at different career stages. The current implementation status of these career development programs in Taiwanese businesses is then examined, along with the level of satisfaction of R&D personnel with available career development programs. The relationship between the career development programs and job satisfaction, professional development and productivity is then examined, revealing an association between high satisfaction of R&D personnel with career development programs and high job satisfaction, professional development and productivity.     

Mobilizing organizational alignment through strategic human resource development

This study examines the pivotal role of strategic human resource development (SHRD) in mobilizing organizational alignment. Using case study methodology, I trace the implementation of core competency development as a companywide SHRD initiative. The rationale for introducing core competency development as an organization-wide strategy was to enhance talent acquisition, development and retention. The operating environment (global market, industry space) and firm-specific factors (e.g. demographics and new leadership) accelerated the adoption of SHRD. Internal stakeholder orientation towards SHRD and the role of human resource development (HRD) in facilitating the implementation were also identified as critical factors. Organizational alignment emerged as an implicit consequence, while patterns of misalignment created barriers towards achieving the full benefits of SHRD. Furthermore, HRD displayed a high level of resourcefulness to become a strategic asset in the organization. I argue that the relevance and power of HRD lie in its ability to engage and respond to stakeholder expectations and involvement in organization change efforts.     

Employability skills for future marketing professionals

This study investigates how digital transformation has disrupted the marketing career path by analysing the most in-demand marketing skills and identifying opportunities for future marketing professionals. Through a content analysis of job advertisements and a cross-country survey of marketing professionals, the study proposes a framework defining the skillset required of marketing professionals to start and move forward in their career. The study identifies five employability skill categories and 29 skills and capabilities. The relevance of such categories is also analysed across lowly and highly digitalised firms. This research contributes to the debate on the employability of new graduates and provides useful directions to universities, tertiary education institutions, and companies to support the marketing talents of the future.     

Organizational citizenship behaviour for collectivist cultures: instrument development and human resource development implications

Organizational citizenship behaviour (OCB) is an increasingly examined construct in human resource development (HRD) research. The OCB construct is noted for being heavily influenced by culture leading to renewed calls for the development of OCB definitions and measurement approaches that can be used internationally. This study developed an OCB measurement appropriate for use in a collectivist society using Thailand as the setting. A literature review and a series of interviews with human resource directors were used for item generation. A survey of 1779 employees and 751 supervisors was then conducted to examine the cultural appropriateness of classifying the items as either in-role or citizenship behaviours in order to reduce the number of items. The resulting 35-item instrument was tested with survey data from 451 employees. Results showed acceptable validity for the instrument with conclusions and discussion highlighting the need for future analysis and refinement for further application of culturally relevant measures for use in international HRD research and professional practice.     

股权融资下企业市场竞争策略选择的模型研究

企业市场竞争策略的制定不仅应考虑竞争双方运营层面的因素,还应重视其资本运作带来的影响。本文构建了零售商采取股权融资进行市场开拓的市场竞争模型,探讨其市场竞争策略选择及其影响因素。研究发现：零售商的市场竞争策略取决于其成长性和市场开拓的外部性;提高成长性或外部性均能促进企业的股权融资,而企业原股东的委托代理行为会抑制股权融资,并影响其市场开拓决策,但不会定性改变企业的价格竞争策略。此外,当市场开拓呈现负外部性时,竞争者应采取相应措施以避免掉入“融资企业成长性陷阱”。     

The relationship between training outsourcing and employee commitment to organization

In many countries, the human resource practice of training outsourcing has emerged as one of the fastest growing segments of the broader business process outsourcing industry. In spite of the growing popularity in professional practice, training outsourcing continues to be subjected to critical review and ongoing debate with most attention focused on the decision to ‘outsource’ or ‘not to outsource’. However, there exists a shortage of research on training outsourcing as a human resource development (HRD) practice and the potential relationships with desired organizational outcomes including employee commitment. This exploratory international study extends previous research that has examined the relationship between training and organizational commitment by focusing exclusively on outsourced training. Data were collected from information technology firms in two countries: India and the United States. Results showed positive relationships between specific measures of employee perceptions of quality, usefulness and supervisor support for outsourced training with organizational commitment. Recommendations are made for future research as well as for professional practice to guide HRD practitioners involved in the rapidly growing global practice of training outsourcing.     

基于再制造的多周期闭环营销投入及定价策略

针对再制造产品市场化艰难和缺少旧件来源的问题,结合"互联网+"战略提出了促进旧件回收与再制造零部件销售的闭环营销体系;闭环的营销投入可以同时发挥回收努力效应（增加单周期合格旧件回收量）和多周期广告效应（提升消费者对品牌的长期绿色认知度）,建立了多周期的闭环营销投入水平决策和产品差异定价模型并得到了最优决策;结合我国汽车零部件市场的现状,针对无闭环营销、初级闭环营销、闭环营销策略升级三种模式展开算例分析和对比。研究表明：闭环营销可以显著提高供应链总收益,营销策略的升级应考虑到回收努力效应和多周期广告效应的匹配,针对长生命周期的产品,闭环营销策略应经常调整。本研究结论有助于进一步完善再制造闭环供应链及营销理论基础。