Flexibility in human resources management: a real options analysis

Perufo, João Vítor; Ozorio, Luiz de Magalhães; Bastian-Pinto, Carlos de Lamare; Barros, Samuel De Jesus Monteiro De

doi:10.1016/j.rausp.2017.07.001

Cited by 4 publications

(6 citation statements)

References 8 publications

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“…As práticas de treinamento e desenvolvimento proporcionam melhora na qualidade dos recursos humanos e são empregadas para que os servidores adquiram conhecimentos e competências necessárias no desempenho de suas funções (Almada & Borges, 2018). A qualificação contínua dos servidores objetiva melhorar os resultados organizacionais, o investimento em treinamento contribui para manter os servidores motivados (Perufo, Ozório, Bastian-Pinto, & Barros, 2018). Assim, a progressão por capacitação profissional incentiva o desenvolvimento dos TAE, apesar de ocorrer três vezes durante a carreira desses servidores, o que indica que a busca por capacitação e aperfeiçoamento deve ser uma motivação pessoal que não está atrelada somente à evolução na carreira.…”

Section: Gestão Do Desenvolvimentounclassified

Carreiras dos Docentes e dos Técnico-Administrativos em Educação nas Instituições Federais de Ensino: Uma Perspectiva Comparada

Barros

Souza

2022

RAIMED

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Este artigo objetiva analisar as semelhanças e diferenças entre as carreiras do Magistério Federal e dos Técnico-Administrativos em Educação (TAE) das Instituições Federais de Ensino. Trata-se de uma pesquisa descritiva de abordagem qualitativa e do tipo bibliográfica e documental. A análise baseia-se no que determina a legislação vigente, incluindo os dispositivos normativos em âmbito nacional sobre gestão de pessoas aplicável a essas Instituições, apresentando a organização do trabalho, a gestão do desenvolvimento e a gestão da compensação das carreiras. Na sistematização dos resultados obtidos, constatou-se que as principais divergências entre as carreiras do magistério federal e dos TAE referem-se ao requisito mínimo, jornada de trabalho semanal, controle de frequência, flexibilidade para alteração da jornada de trabalho, férias, contratação de substituto, requisitos de ingresso, desenvolvimento na carreira, interstício mínimo para progressão, amplitude temporal e possibilidade de afastamento para pós-graduação scricto sensu durante o estágio probatório. A principal contribuição do estudo consiste em apresentar as particularidades das carreiras que compõem o capital humano dessas instituições, permitindo uma reflexão sobre os desafios da área de gestão de pessoas na implantação de políticas e práticas de gestão de recursos humanos para manter os servidores motivados e comprometidos com a organização, apesar das divergências apresentadas na legislação sobre as carreiras analisadas.

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Section: Gestão Do Desenvolvimentounclassified

Carreiras dos Docentes e dos Técnico-Administrativos em Educação nas Instituições Federais de Ensino: Uma Perspectiva Comparada

Barros

Souza

2022

RAIMED

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“…Structured assessments match people's capacities to the functional demands that are required in existing jobs. As employers do not know the employee's marginal productivity of labor at the time of hiring, nor the employee's value over time, many uncertainties are expected (Perufo et al, 2018). Therefore, employers try to evaluate the ability of a candidate to perform the job.…”

Section: Need Of Evidencementioning

confidence: 99%

“…Furthermore, according to the expected value and expected utility theories, people rationally decide to derive the best possible outcome (Soh, 2010). Hence, when hiring an employee, the company pays non-recurring costs related to activities, such as recruitment, selection, hiring, medical assessment, and contracts (Perufo et al, 2018). As the desired level of education and experience increases, the process becomes more expensive (Perufo et al, 2018).…”

Section: Financial Incentivesmentioning

confidence: 99%

Employers’ Revelation of Decision-making Keys for Employing People with Visual Impairment: Mixed-method Analysis of Employers’ Motivations

Eckhaus

2022

Business Systems Research Journal

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Background: People with visual impairment or blindness (PWVIB) face many barriers related to employment. Although literature explores employers’ concerns regarding the employment of PWVIB, stating the concern and developing a solution are different. Objectives: Employers’ solutions to concerns regarding hiring PWVIB have not been surveyed. This study addresses the gap by surveying employers to determine practical solutions and developing the Solutions for Improving Employment of People with Visual Disabilities (SIEPVD) model. Methods: We employed a mixed-method design based on the 975 completed surveys from employers with hiring authority. We also identified and tagged major themes and developed an empirical model. Structural Equation Modelling (SEM) was employed to test the model’s goodness of fit. Results: Findings highlight the need for evidence of job capabilities such as financial incentives, information provision, and adequate job vacancies. Evidence or financial incentives directly and positively affect employers’ attitudes toward hiring PWVIB. Financial incentives also mediate information provision and job match with employers’ attitudes toward hiring PWVIB. Conclusions: This is the first study to perform employers’ integration by creating solutions to increase PWVIB’s employment rate. Results may help PWVIB in its employment efforts. Thus, the approach when applying for jobs or attending interviews should be reviewed. Practical contributions are discussed.

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“…For example, real option theory thinking, as a conceptual framework in strategic management, has been applied across numerous areas, such as entrepreneurship (Lee, Peng, & Barney, ), foreign direct investment (Kogut & Kulatilaka, ), research and joint ventures, and M&As (Lukas, Reuer, & Welling, ). More recently, real option theory has begun to be applied in studies associated with HR, for example, to justify investment in performance management (Maley & Kramar, ), employee skill flexibility (Bhattacharya et al, ), employee capability investment variability (Bhattacharya et al, ), temporary work contracts (Brady & Briody, ), the evaluation of the cost of redundancy (Perufo, Ozório, Bastian‐Pinto, & De Barros, ), and analysis of the best types of training in stable environments (Heckman, Lochner, & Todd, ).…”

Section: Theory Buildingmentioning

confidence: 99%

Preserving employee capabilities in economic turbulence

Maley

2018

Human Res Mgmt Journal

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This paper examines how, in times of austerity, employee capabilities can assist firms in augmenting their human capital and at the same time meeting their financial obligations. Real option theory, a concept borrowed from economics, is used to provide a theoretical framework to demonstrate that management has choices when making decisions in times of austerity. The framework provides a means of understanding how decisions can be made to both maintain employee capabilities and at the same time focus on company profit maximisation, typically demanded by shareholders in times of austerity. The study establishes the benefits of a continuous approach to capability development in an environment of economic turbulence. Most importantly, it paves the way for future research in this increasingly critical area.

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Flexibility in human resources management: a real options analysis

Cited by 4 publications

References 8 publications

Carreiras dos Docentes e dos Técnico-Administrativos em Educação nas Instituições Federais de Ensino: Uma Perspectiva Comparada

Carreiras dos Docentes e dos Técnico-Administrativos em Educação nas Instituições Federais de Ensino: Uma Perspectiva Comparada

Employers’ Revelation of Decision-making Keys for Employing People with Visual Impairment: Mixed-method Analysis of Employers’ Motivations

Preserving employee capabilities in economic turbulence

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