Career management in transition: HRD themes from the Estonian civil service

Rees, Christopher J.; Järvalt, Jane; Metcalfe, Beverly Dawn

doi:10.1108/03090590510621063

Cited by 10 publications

(8 citation statements)

References 11 publications

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“…For instance, for Pieper (1990) and Legge (2004) human resource management seems to be more of a theoretical construct than an applied reality. The examining of the rhetoric vis-à-vis the reality of HRM emerged as a field of investigation (Rees et al, 2005). Nevertheless, evidence captures the fact that globalization is effecting a universalistic approach (Marquardt &Berger, 2003).…”

Section: Discussionmentioning

confidence: 99%

“…The diagnosing of the rhetoric vis-à-vis the reality of HRM emerged as a field of investigation (Rees et al, 2005). However, evidence suggests that globalization is effecting a universalistic approach (Marquardt &Berger, 2003).The performance model has influenced IHRM theorizing and it has communicated an issue for greater societal well-being (Boxall, 1995;Sparrow & Marchington, 1998).The international HRM (IHRM) literature has traditionally focused on multinational corporations (MNCs) as a 'head-office' driven entity, and constructs choices as a function of environmental issues for analysis and strategic interpretation by central MNCs executives (Ngo et al, 1998).…”

Section: Theory Of Ihrmmentioning

confidence: 99%

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International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth

Butt¹,

Katuse²

2017

IJBM

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The purpose of this article is to examine the drivers of global standardization and localization of International Human Resource Management (IHRM) practices internalized by Pakistan's automotive industry leading to sustainable economic growth. The authors have studied the IHRM determinants influencing the automotive manufacturers, and have assessed its impact on sustainable economic growth. Analysis is developed on the antecedent IHRM theories and literature in the backdrop of Pakistan's automotive industry. The study highlights the paramount aims of host-country IHRM practices viz global standardization and localization, its impact on host-country organization's performance and resultant effect on sustainable economic growth. The article has focused, in subtle manner, on improving the explicit understanding on IHRM practices viz global standardization and localization drivers to achieve both growth for the industry and sustainable economic development of the country. The study is based on already generated literature thereby limiting the generalizability thereof, and provides a review of IHRM practices and outcomes in automobile sector in the growth context. The results have presented guidelines to researchers and practitioners doing research in human side in automotive industry providing impetus for growth, both at industry and country level.

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Section: Discussionmentioning

confidence: 99%

Section: Theory Of Ihrmmentioning

confidence: 99%

International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth

Butt¹,

Katuse²

2017

IJBM

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“…The importance of training and development has extensively recognized in both organizational theory and practice (Rees et al , 2005) in current era training and development is recognized in respect of career development because its results divulge data, which provides guidelines for of employees (Schenier et al , 1988). Agnaia (1996) states some conditions for training need assessment in respect of career development of employee in the organization some of them are as: new employees are accepted to work in the organization, promotion of employees, for continuous development purpose, or to deal with work changes.…”

Section: Literature Reviewmentioning

confidence: 99%

Training needs assessment in Islamic banking sector

Mirza¹,

Riaz

2012

Qualitative Research in Financial Markets

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PurposeThe training needs assessment is a significant activity for the training and development function. A human resource generalist or a specialist should be proficient in performing a training needs assessment. The purpose of this paper is to explain the training and development function in the Islamic banking sector and how the needs assessment of Islamic banking fits into the process, followed by an in‐depth look at the core concepts and levels involved in conducting a training needs assessment.Design/methodology/approachA research design is the structure for investigation and way of answering the research question. The authors have conducted this research under the umbrella of quantitative paradigm, using the cross‐sectional way of obtaining responses as it saves time and cost, and the strategy adopted for data collection was “survey questionnaire technique”. In this study, Performance Analysis. Job Analysis, Career Development and Knowledge, Skills, and Abilities were taken as independent variables and Training Needs Assessment as the dependent variable. The sample size of 100 employees was selected without any preference among the employees. Random sampling technique was used and appropriate stratification was undertaken to represent both male and female.FindingsThis study was conducted to know about training need assessment in Islamic banking in Pakistan. The authors found that the process of needs assessment identifies more than one training need; the training manager, working with management, prioritizes the training based on the urgency of the need (timeliness); the extent of the need (how many employees need to be trained); and the resources available. Also, the authors learned that training needs assessment is more crucial for performance analysis and for job analysis. Based on this information, the training manager can develop the instructional objectives for the training and development program.Originality/valueThe paper's findings will be beneficial for the training and development sector of Islamic banking. The results of the study would help training and development practitioners, showing how better planning and implementation of the training need assessment process could save their costs and time.

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“…Existing laws do not provide effective defence against gender discrimination, as legal process is not sufficiently oriented to addressing different types of gender discrimination within the workplace (Kravchuk and Lukashevsky, 2000). It has also been argued that gender stereotypes have become a substitute for the ideological stereotypes (Rees et al, 2004) that existed prior to the fall of Soviet Union (Adzihina, 2000). That is, masculine and feminine organisation and social identities are hierarchically positioned within both the public and private sphere.…”

Section: Wimr 206mentioning

confidence: 99%

The emerging identity of women managers in post‐Soviet Belarus

Rees

Miazhevich

2005

Women in Management Review

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Purpose -The paper critically reviews women managers' experiences of managing transition in post-Soviet Belarus. The main aim of the paper is to explore the emerging learning experiences and learning practices of women managers in Belarus who are working in small and medium-size business enterprises. Design/methodology/approach -The paper commences with an exploration of the country context. It then seeks to draw attention to ongoing economic, political and cultural transformations within Belarus with a view to highlighting ways in which these transformations have impacted on the professional identities of women in Belarus in the post-Soviet era. Interviews with 16 female managers were constructed to investigate specific issues such as how women managers in Belarus learn to be managers, how they perceive their own positions within organisations, the ways in which women managers use learning strategies as sense-making mechanisms, and the career-related obstacles faced by women managers in Belarus. Findings -The findings indicate that women managers have adopted a variety of learning strategies to adjust to the changing nature of Belarusian business culture. These strategies involve drawing on multiple notions of a feminine work identity, which both resists and reaffirms traditional gender roles. The findings highlight women have learn to cope with a fragmented learning organisational context that is devoid of established networking and mentoring systems that are accessible normally to women managers. As such, the interview data indicate that women are developing and adopting individualised learning strategies and mechanisms to enable them to survive and succeed within business organisations. Research limitations/implications -This research describes experiences of middle-aged, urban, educated women employed in small and medium business enterprises without taking into account generational, ethnic and other differences. Originality/value -Although this paper was written from the experiences of women in Belarus, it will be of interest to women experiencing career-related obstacles.

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Career management in transition: HRD themes from the Estonian civil service

Cited by 10 publications

References 11 publications

International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth

International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth

Training needs assessment in Islamic banking sector

The emerging identity of women managers in post‐Soviet Belarus

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