Human Resource Management

Leadership competencies and organizational culture in police organizations

by Emanuel Banutai

Co-authored with Iztok Podbregar

Published in 'The proceedings of the 31st International Conference on Organizational Science Development' / Ed. Marko Ferjan, Mirjana Kljajic Borstnar, Miha Maric & Andreja Pucihar /, Kranj: Moderna organizacija, 2012, pp. 75-83.

Through HRM this paper deals with police organization as part of public administration. Based on European pilot study... more Through HRM this paper deals with police organization as part of public administration. Based on European pilot study it analyzes the leadership competencies’ impact on successful change management in police organizations. Change management is measured with the change-performance measurement model through the transformation of cultural values in public administration organizations. Preliminary results show that traditional and new cultural values co- exist within the organization, and there is a statistically significant correlation between them. Also, significant positive correlation exists between new cultural values and ‘acceptance and approval to change'. The implications of these findings for police organizations are discussed.

Keywords: leadership competencies, change management, organizational culture, police

Multicultural skills in the EU public administration

by Emanuel Banutai

Co-authored with Milan Pagon & Uros Bizjak.

Published as a chapter in a 'Economic integration, competition and cooperation: research monograph' / Eds. Vinko Kandzija & Andrej Kumar /, Rijeka: Faculty of Economics, 2010, pp. 683-693.

This study examined multicultural skills in the EU public administration on a sample of 284 public administration... more This study examined multicultural skills in the EU public administration on a sample of 284 public administration managers from the European Commission and 26 Member States. The results show that personality and personal traits play a role in possessing multicultural skills; so does on-the-job training. The most influential was a set of traits that we called ‘desirable personal traits.’ The results further indicate the possible negative effects of working in the same PA institution for a long time. Next, public administration managers' possession of higher levels of multicultural skills is related to some important organizational outcomes in a PA institution, more specifically to openness and transparency, stakeholders’ satisfaction and support, productivity, and successful change leadership. Managers with higher levels of multicultural skills also tend to have higher levels of other competencies. Finally, the implications of these findings and suggestions for future research are discussed.

Keywords: multicultural skills, public administration, European Union, personality, competency, organizational outcomes

On-the-job management training and multicultural skills: the moderating effect of openness to experience

by Emanuel Banutai

Co-authored with Milan Pagon & Uros Bizjak.

Published in 'European journal of cross-cultural competence and management', 2011, vol. 2, no. 1, pp. 45-53.

This study examined the effects of on-the-job management training on the incumbent public administration managers’... more This study examined the effects of on-the-job management training on the incumbent public administration managers’ multicultural skills as a function of the managers’ openness to experience. Two hundred eighty four public administration managers from the European Commission and 26 member states participated in the study. The results indicate that on-the-job training (including the initial training, informal training, mentoring, coaching, and the availability of resources) improve the incumbent managers’ multicultural skills, but only when the managers are moderate or high in openness to experience. The multicultural skills of the managers who are high in openness to experience benefit from on-the-job training the most, followed by the skills of the managers who are moderate in openness to experience. When the managers are low in openness to experience, the increased amounts of on-the-job training actually decrease their level of multicultural skills.

Keywords: management training, multicultural skills, openness to experience, public administration.

Leadership Competencies for Successful Change Management

by Emanuel Banutai

Co-authored with Milan Pagon & Uros Bizjak.

Final study report. Ljubljana: University of Maribor, 2008, pp. 73.

Survival versus traditional methodologies for studying employee turnover: differences, divergences and directions for future research

by Mark Somers

Maasai diet

by Michael Elmore-Meegan

Further Reflections on Images in the Adversarial Mirror: Some Historical Matched Sample Evidence

by Paul Latreille

Note: This paper was originally written in 2007 and is currently undergoing major revision, but is posted for the... more Note: This paper was originally written in 2007 and is currently undergoing major revision, but is posted for the benefit of readers in relation to the Beecroft Report and @DazNewman's hypothesis concerning recall in ET claims on the XpertHR web site.

The paper was previously available as Swansea University Economics Working Paper No. SBE-E/2007/10.

Using more recent 2008 SETA data (part of the revision) suggests the current position is similar.

Forze Armate e Gestione delle risorse umane: un profilo storico evolutivo della selezione attitudinale

by Flavio Carbone

published in AA. VV., Studi Storico – Militari anno 2006, Roma, Stato Maggiore dell’Esercito Ufficio Storico, a. 2008, pp. 555-581.

(Italian) Armed Forces and Human Resources management: an evolution of historical profile in the recruitment... more (Italian) Armed Forces and Human Resources management: an evolution of historical profile in the recruitment selection.
According to some studies led in the armed forces before and after of the Second World War in Italy there was various reflections on the recruitment selection and on the central subject of the "perito selettore" i.e. an officer of the armed forces graduated at the end of a very specific training to promote and to evaluate a young student or worker to recruit.

TOWARDS THE REGULATION OF THE COMPETENCES OF SOUTH AFRICA'S WATER SERVICES MANAGERS

by Mike Muller

PGP_Políticas de Personal en el Sistema Sanitario Público (2005)

by Juan Hernández

Open Source Software for Accomplishing a Human Resource Management Portal

by Camelia Margea

Co-authored with Romeo Margea and Ioan Bandu.
Presented in the 5th WSEAS International Conference on ECONOMY and
MANAGEMENT TRANSFORMATION (EMT '10), West University of Timisoara, Romania, October 24-26, 2010.
Published in 'SELECTED TOPICS in ECONOMY and MANAGEMENT TRANSFORMATION – VOLUME II'.

The paper presents a solution for integrating many aspects of human resource management, with extensible customization... more The paper presents a solution for integrating many aspects of human resource management, with extensible customization possibility (language, interface), to meets specific needs of various organizations, both regarding the organization as a whole, but also in terms of different categories of users that can use the platform. It also provides an overview and perspective on using Open Source Software in human resource management.

La gestion prévisionnelle des effectifs au CEA : un processus évolutif de construction de sens

by Alain Klarsfeld

Article paru en 2009 dans la revue Gestion 2000 volume 26/2, p. 19-42
Co-écrit avec Olivier Musseau et Florance van den Boom

Notre propos se situe à l’articulation entre gestion des ressources humaines et management stratégique : même dans un... more Notre propos se situe à l’articulation entre gestion des ressources humaines et management stratégique : même dans un environnement prévisible, dans lequel on peut dire qu’il existe une « stratégie » et même une programmation des activités, on ne peut parler de « déclinaison » des objectifs d’un niveau vers les objectifs de niveau n-1 et donc de « besoins » découlant de ces objectifs et encore moins de « mesure » d’un écart entre ressources et besoins, concepts pourtant centraux dans la notion de gestion prévisionnelle des effectifs. Les objectifs des unités et leurs besoins en personnel ne « découlent » pas de la stratégie de l’organisation dans son ensemble et même des programmes spécifiques qu’elle poursuit. De même il n’existe pas de représentation allant de soi quant aux activités réalisées par l’organisation. Activités et objectifs sont interprétés par les acteurs à différents niveaux, et les choix finalement réalisés résultent d’une interaction complexe, parfois conflictuelle, entre ces différents niveaux et ces différents acteurs.

The mask of the symptoms

by Marcelo Manucci

The gap between environmental demands and the ability to adapt and respond generates symptoms in a human system. In a... more The gap between environmental demands and the ability to adapt and respond generates symptoms in a human system. In a system that has lost its ability to make decisions, the symptom decides for the system. In general terms, the masks have the function to hide some features while others becoming visible. Thus, masks are functional elements for interaction. The game of hide and show is only feasible in a wider context of significance. Without context, masks are worthless.

The Principle and Practices Behind the Success of Abdul Sattar Edhi

by Uzair Mughal

"This project focuses on the life and successes of Abdul Sattar Edhi in the context of the Meaningful Life... more "This project focuses on the life and successes of Abdul Sattar Edhi in the context of the Meaningful Life Framework. We will analyze these under the broad headings which come under the Meaningful Life Framework: Strategic Visions, Strategic Time Management, Competence and Leadership."

Note - The Meaningful Life framework has been developed by Suleiman Ahmer and is used in some of the workshops conducted by his consulting firm, Timelenders.

The perspective of host country nationals in socializing expatriates: The importance of foreign-local relations

by Geoffrey Leonardelli

Toh, S.M., DeNisi, A.S., & Leonardelli, G.J. (2012). The perspective of host country nationals in socializing expatriates: The importance of foreign-local relations. In C. Wanberg (Ed.) The Oxford Handbook of Organizational Socialization. New York, NY: Oxford University Press.

Failure to adapt is one of the most often cited reasons for the premature return of expatriate assignees. This chapter... more Failure to adapt is one of the most often cited reasons for the premature return of expatriate assignees. This chapter reviews and builds on research that suggests that the expatriate socialization process involves multiple stakeholders. We introduce new theory on the process of expatriate socialization by adopting the host country national’s perspective, and taking into consideration social cognitions and organizational practice as important interactive influences on host country coworkers’ decision to act as potentially important socializing agents for expatriate newcomers. We discuss the consequences for multiple stakeholders when the socializing potential of host country nationals is overlooked. Our research has significant implications for how organizations and expatriates should approach expatriate socialization, particularly that the host country nationals’ role in the process needs to be taken more seriously.

Beyond the enterprise: Broadening the horizons of International HRM

by Marco Hauptmeier

Co-authors: Rick Delbridge and Sukanya Sen Gupta

Human Relations, 64 (4): 483-505. 2011.

In this article we argue that International HRM research will benefit from an extended research agenda that moves: i)... more In this article we argue that International HRM research will benefit from an extended research agenda that moves: i) beyond the enterprise, ii) beyond managerialism, and iii) beyond universalism. This will require both a wider range of theoretical resources to be brought to bear and a greater attentiveness to the interpenetrating levels of the empirical worlds that are subject to evaluation and explanation. The article reflects on the opportunities for drawing on theoretical frameworks from proximate research areas and advances a multi-level approach in order to achieve a more holistic and situated understanding of HRM in its international and comparative contexts.

Al Ariss, A., Vassilopoulou, J., Groutsis, D., Ozbilgin, M. F. (2012). A Multilevel Understanding of the Careers of Minority Ethnic Elites. In A. Kakabadse & N. Kakabadse (Eds.), Elites: The Opaque Nature of Transnational Policy Determination. London: Palgrave Macmillan.

by Akram AL ARISS

The purpose of this chapter is to theorise the experience of minority ethnic elites in their host countries. We frame... more The purpose of this chapter is to theorise the experience of minority ethnic elites in their host countries. We frame the notion of ‘minority ethnic elite’ as workers who possess high levels of education and who sometimes are able to gain access to elite forms of professional education and employment. We also demonstrate that the link between their skills and career success is not simply unidirectional as identified by human capital theorists. We adopt a multi-level perspective through which we frame experiences of minority ethnic elites in pursuit of their careers. We identify a gap in and contribute to the literature on careers, which to date, we argue, fails to capture the experiences of minority ethnic elites. In order to capture the experiences of minority ethnic elites, we ask two key questions: First, what are the coping strategies of migrant elites in their efforts to develop their careers? To address this question we draw on findings of a field study examining the career experience of migrant elites in France. Second, we ask how the abilities and skills of ethnic minority elites are undermined across various job criteria by the majority ethnic group?. The field study from Germany seeks to explain the experiences of minority ethnic elites in the context of organizational structures. These two studies are presented in this same order. We make a distinction between migrant and minority ethnic workers. As many minority ethnic workers themselves do not have migration experience. Nevertheless, they face similar and sometimes even stronger barriers to labour market entry. The first study uses the term migrant as the participants are drawn from groups who have personally experienced migration, with a focus on migrants from Lebanon to France. However, the second study focuses on minority ethnic workers who were born and educated in Germany. We use the term minority ethnic as an overarching concept to refer to individuals who are not from majority ethnic groups.
By consulting a variety of scholarly repositories, we endeavour to address what we see as weaknesses in the literatures on industrial sociology, migration, and self-initiated expatriation by developing a multi-level and relational conceptual model that forges links between the home and host country, majority and minority ethnic labour market contexts, the individual and their requisite human and social capital resources and the elite profession to which they gain entry (Al Ariss and Ozbilgin, 2010; Harvey, 2008a). In doing so this model allows us to explain and understand the labour market adaptability in professional contexts of the minority ethnic elites over time. It is to a definition of what constitutes a minority ethnic elite that we now turn.

Al Ariss, A. (2012) Charmine E. J. Härtel and Yuka Fujimoto Frenchs Forest. Human Resource Management, Academy of Management Learning and Education, Volume 11, Number 1, p. 147-151

by Akram AL ARISS

How is it possible to persuade students to learn new and useful material on Human Resource Management? In their... more How is it possible to persuade students to learn new and useful material on Human Resource Management? In their textbook Human Resource Management 2nd Edition, Charmine E. J. Härtel and Yuka Fujimoto answer this question in a truly unique textbook. Not only do they provide a different orientation on HRM including issues such as wellbeing and diversity, they also prepare students for the reality of HR practice. A Continuous Human Resource Management (CHRM) model is central to this textbook. As I will highlight in my review, this model illuminates a HRM decision making process to follow in practice.

Ramboarison-Lalao, L., Al Ariss, A., & Barth, I. 2012. Careers of Skilled Migrants: Understanding the Experiences of Malagasy Physicians in France. Journal of Management Development, 31(2).

by Akram AL ARISS

Purpose – France is a country that widely relies on a skilled labour force. Nevertheless, very little is written in... more Purpose – France is a country that widely relies on a skilled labour force. Nevertheless, very little is written in the management literature on the career experiences of skilled migrants, in particular from
developing countries, in France. This paper argues that in order to understand the management of skilled migrants in France, there is a need to better understand their career experiences. Therefore, the
objective of this paper is to fill this knowledge gap by offering an enhanced understanding of the career experiences of Malagasy migrant physicians in France.

Design/methodology/approach – Based on the life story of 17 Malagasy migrant physicians and an interview with a Malagasy director of a private clinic who recruited Malagasy physicians to work
in France, the paper sheds light on their career choices and challenges that they face in the French job market.

Findings – The results clearly highlight two career profiles: firstly, those who succeeded in working as physicians either directly upon their graduation, or throughout an “interstitial” career in nursing,
a way to eventually reach their profession of physician. Second, findings show that there were participants who definitively switched to a nursing profession. For this second group, migration
emerges as a challenging experience leading to talent waste and therefore to downward career mobility.

Originality/value – While literature on international careers frequently describe international mobility as being beneficial for skilled migrants, the findings yield limited support for this assumption. Instead, human capital was insufficient in explaining the career outcome of migrant physicians in France. Beyond the assumption that human capital is sufficient for undertaking a successful international experience, the paper contribute’s to the literature on international careers by focusing on an under-researched group (i.e. Malagasy physicians in France) and demonstrating the complex nature of their career experiences.

Keywords International careers, Skilled migration, Career development, Malagasy physicians, France, Talent waste

Paper type Research paper

Capital mobilisation of skilled migrants: A relational perspective

by Akram AL ARISS

Al Ariss, A., & Syed, J. (2011). Capital Mobilisation of Skilled Migrants: A Relational Perspective. British Journal of Management, 22(2), 286-304.

A central issue for understanding skilled migration in the management literature is human capital. This emphasis... more A central issue for understanding skilled migration in the management literature is human capital. This emphasis ignores other important forms of capital mobilization that skilled migrants from developing countries deploy in dealing with the barriers to their international career mobility. There is therefore a need to develop a holistic understanding of capital mobilization of skilled migrants. In order to develop a more holistic picture, we deploy a relational and multilevel perspective to explore how skilled migrants from developing countries mobilize capital in their efforts to undertake an international career. Career is a central construct in this study. Drawing on a qualitative study of skilled Lebanese in Paris, the paper offers two main contributions to the research on human resource management, in particular to the literatures on skilled migration and self-initiated expatriation. First it extends our understanding of the strategies that skilled migrants use to relocate from a developing country to an industrialized country. Beyond the traditional human capital perspective, it offers insights about migrants' capital mobilization experiences of undertaking international mobility. Second, using Bourdieu's theory of capital, it offers a relational explanation of their capital mobilization in a way to encompass micro-individual, meso-organizational and macro-contextual influences that affect their career choices.