Suchergebnisse

The article focuses on the argument that human resource policies set out to develop a twofold approach to management of the workforce which thereby becomes divided between a core of highly qualified and skilled employees and a peripheral component consisting of workers with less or no skills. This split is reflected in company training policies which, furthermore, exhibit an anti-trade union bias.

Maßnahmen, die einen zweiteiligen Ansatz in der Personalpolitik verfolgen, bergen die Gefahr in sich, daß Belegschaften in eine Kerngruppe aus hochqualifizierten Beschäftigten und eine Randgruppe aus Arbeitnehmern mit weniger oder gar keinen Qualifikationen aufgeteilt werden. Diese Aufspaltung zeigt sich auch an manchen innerbetrieblichen Weiterbildungsprogrammen, die gleichzeitig auch eine anti-gewerkschaftliche Haltung erkennen lassen. (Transfer / FUB)

Die Autoren untersuchen die These, daß "Maßnahmen, die einen zweiteiligen Ansatz in der Personalpolitik verfolgen, die Gefahr in sich, daß Belegschaften in eine Kerngruppe aus hochqualifizierten Beschäftigten und eine Randgruppe aus Arbeitnehmern mit weniger oder gar keinen Qualifikationen aufgeteilt werden. Diese Aufspaltung zeigt sich auch an manchen innerbetrieblichen Weiterbildungsprogrammen, die gleichzeitig auch eine antigewerkschaftliche Haltung erkennen lassen." (Autorenreferat)

The objective of the study was to analyze through a systematic review the approach that has been given in the period 2016-2021 to the qualification of human resources in the municipal government in the international, national and regional context. The research is basic, its design the systematic review, the sample were 21 article for their contribution to the subject investigated, the same ones that were found in Google academic, ProQuest and EBSCO Discovery, considering also an age not greater than 5 years. It was determined that the most prevalent investigations in the systematic review were those of basic type, qualitative approach and descriptive design. It should be noted that most of the studies were found in European countries, where the qualification of human resources in the public sector is actively practiced, this is an important tool to reduce informalities in the public sector employment context. Weaknesses associated with human resources qualification practices have been identified and demonstrated, including recruitment of staff without open competitive bidding, recruitment of staff not provided for in the budget analyzed, and staff who do not meet the minimum requirements set out in the relevant personnel manuals, functions and organization required for the post, these problems limit the development of effective personnel due to the lack of intellectual capacity and tools to promote the comprehensive training of individuals to improve the benefits of public services. Of course, having opportunities for development and preparation does not ensure access to decent employment or community integration, but they can optimize their employability by engaging in reintegration and prevention tactics. ; El objetivo del estudio fue analizar a través de una revisión sistemática el enfoque que se le viene dando en el periodo comprendido entre 2016-2021 a la cualificación del recurso humano en el gobierno municipal en el contexto internacional, nacional y regional. La investigación es básica, su diseño la revisión sistemática, la muestra fueron 21 artículo por su aporte al tema investigado, los mismos que fueron encontrados en Google académico, ProQuest y EBSCO Discovery, considerando además una antigüedad no mayor de 5 de años. Se determinó que las investigaciones que más prevalecen en la revisión sistemática han sido las de tipo básico, enfoque cualitativo y diseño descriptivo. Siendo importante precisar que los estudios en su mayoría fueron encontrados en países europeos, donde se práctica activamente la cualificación del recurso humano en el sector público, siendo esta una herramienta importante para aminorar las informalidades en el contexto laboral del sector público. Se han identificado y demostrado las deficiencias asociadas con las prácticas de la cualificación de los recursos humanos, entre ellas se encuentra la contratación de personal sin previa licitación abierta, contratación de personal no previsto en el presupuesto analizado, y personal que no cumple con los requisitos mínimos establecidos en los correspondientes manuales de personal, funciones y organización requeridos para el puesto, estos problemas limitan el desarrollo de personal eficaz debido a la falta de capacidad intelectual y herramientas para fomentar la formación integral de los individuos para mejorar los beneficios de los servicios públicos. Claro está que disponer de posibilidades de desarrollo y preparación no asegura el acceso a un empleo digno o la inserción comunitaria, no obstante, estas pueden optimizar su empleabilidad al relacionarse con tácticas de reinserción y de prevención.

This article includes two sections that address the relevance of codes (verbal-spatial) and modalities (auditory-visual) in the multiple-resource model to the prediction of task interference. The first section describes an experiment in which either verbal or spatial decision tasks, responded to with either voice or keypress, were time-shared with second-order tracking. Decision problem difficulty was manipulated, and subjective workload as well as performance measures were assessed. The results provided support for the importance of the dichotomy between verbal and spatial processing codes in accounting for task interference. Interference with tracking was consistently greater and difficulty/performance trade-offs were stronger when the spatial decision task was performed and the manual response was used. The second section reviews literature on the interference between a continuous visual task and a discrete task whose modality is either auditory or visual. The review suggests that scanning produces a dominant cost to intramodal configurations when visual channels are separated in space; when visual separation is eliminated, however, the differences between cross-modal and intramodal performance may be best accounted for by a mechanism of preemption. Discrete auditory stimuli preempt the processing of a continuous visual task, facilitating their own processing at the expense of the continuous task. Such preemption does not occur when visual discrete and continuous tasks are time-shared.

Traces the development of personnel management in Britain over four
distinct periods from the late nineteenth century onwards, and
identifies the economic, political, social and institutional forces in
the growth of the function. Builds up a detailed profile of the
personnel practitioner, covering demographic and remunerative data,
qualifications, time spending and status in the enterprise. Critically
discusses the role of the professional association and its occupational
models. Finally examines the conceptual and operational distinctions
between personnel management and human resource management in the
British context.

It is well written and students find a clarity that is missing from some other texts. It is balanced and avoids the mistake of accepting wholesale underlying assumptions about the employment relationship that some HRM books do Dr Alan Roe, Leeds University Business School Praised for its comprehensive scope of topics, coverage of important HRM issues and succinctness, Human Resource Management helps those aspiring to or working in HR or management roles. This eleventh edition has been thoroughly updated with the economic, social and legal employment practice changes and is specifically designed to cover the issues and debates facing HRM today, backed up by academic research. Main updates are: · New content on productivity and its impact on workplaces in Britain in a post-Brexit environment, including new material on job quality and productivity · The causes and implications of presenteeism and Leaveism · Content on the UK's ever-changing qualifications/training (much changed from last edition · New chapter on HR in small to medium sized enterprises (SMEs) · New chapter on the future of work · Gig economy, Brexit and Artificial Intelligence (AI) Key pedagogic features include: · Theory into Practice and Putting it into Practice at the end of chapters enable readers to review, link and apply their understanding of the chapter to a practical business scenario · Window on Practice provides illustrative material throughout the text, including examples of real company practice, survey results, anecdotes and quotations, and court cases · Discussion boxes are two or three short questions intended for general discussion in a tutorial or study group to encourage critical thinking and understanding · Activities and exercises throughout to encourage students to engage with their learning · Employability skills chapters cover basic skills to learn by practise. Additional resources such as multiple choice tests and a glossary are available for students at go.pearson.com/uk/he/resources. Human Resource Management is a great introduction to human resources for students studying on undergraduate business and management courses, as well as those on CIPD accredited courses. About the authors Written by a close-knit team, who share each other's writing as it proceeds according to an agreed structure. All have great experience of teaching and examining HR at undergraduate, post graduate and professional level; thorough and deep research portfolios and CIPD membership Derek Torrington is Emeritus Professor of Management at the University of Manchester, Chartered Companion CIPD and previous Chief Examiner Laura Hall is now a freelance academic and has carried out work for a wide range of bodies, including the CIPD. Stephen Taylor is a senior lecturer in HRM at the University of Exeter Business School, and a Chief Examiner for the CIPD. Carol Atkinson is Professor of HRM, and Associate Dean for Research at Manchester Metropolitan University Business School, and a member of the CIPD Manchester Branch Committee

Many refugees experience great difficulty finding employment. When they do find work, it is often well below their capacity. Doctors, lawyer & teachers work as cleaners, taxi drivers or sales assistants. How can refugees find suitable jobs & how can employers benefit more from refugees' skills? Adapted from the source document.