IRPN: Innovation & Human Resource Management (Topic)最新文献_第2页

Multilateral Contracts in Information Security Outsourcing 信息安全外包中的多边合同

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2017-06-12 DOI: 10.2139/ssrn.2985058

Ming Zhao, Jingguo Wang, Jie Zhang

引用次数: 1

In Search of Key HR Practices for Improvement of Productivity of Employees in the KIBS Sector 寻找提高KIBS部门员工生产力的关键人力资源实践

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2017-03-31 DOI: 10.5709/CE.1897-9254.225

Agnieszka Wojtczuk-Turek

{"title":"In Search of Key HR Practices for Improvement of Productivity of Employees in the KIBS Sector","authors":"Agnieszka Wojtczuk-Turek","doi":"10.5709/CE.1897-9254.225","DOIUrl":"https://doi.org/10.5709/CE.1897-9254.225","url":null,"abstract":"The objective of this article is to present research devoted to the relationships between HR practices and productivity (understood as behavior and results) of employees in the KIBS sector (knowledge intensive business services sector). The operations of companies in this sector are based on the application of expert knowledge to create services satisfying the needs of personalized clients. Because companies from the KIBS sector are immensely important to the development of the economy (mainly in the context of their high potential for innovation), identification of the key factors that allow them to give fine performance is a significant theoretical and practical issue. A major role in this respect is played by the human resources management system – chiefly because KIBS companies gain competitive advantage though employees’ knowledge. As part of research with a quantitative approach (serving to test hypotheses) and a qualitative approach (allowing exploration), the human resources management system has been described as the key – from the point of view of desired behaviors and results – HR practice identified. Based on the study that has been conducted, which examined employees who had expert knowledge and created personalized services for clients, it has been concluded that the HR practices that most fully account for the productivity of employees are work design and job characteristics and empowerment, participation, and autonomy. Within the framework of qualitative research carried out in participation with HR managers of knowledge-intensive service firms, the character of individual high performance HR practices and the prominent role of managers and HR experts in supporting performance on individual and organizational levels has been indicated.","PeriodicalId":432527,"journal":{"name":"IRPN: Innovation & Human Resource Management (Topic)","volume":"287 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121426368","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 9

Cost-Effective Quality Assurance in Crowd Labeling 人群标签的成本效益质量保证

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2016-06-03 DOI: 10.1287/isre.2016.0661

Jing Wang, Panagiotis G. Ipeirotis, F. Provost

{"title":"Cost-Effective Quality Assurance in Crowd Labeling","authors":"Jing Wang, Panagiotis G. Ipeirotis, F. Provost","doi":"10.1287/isre.2016.0661","DOIUrl":"https://doi.org/10.1287/isre.2016.0661","url":null,"abstract":"The emergence of online paid micro-crowdsourcing platforms, such as Amazon Mechanical Turk (AMT), allows on-demand and at scale distribution of tasks to human workers around the world. In such settings, online workers come and complete small tasks posted by an employer, working for as long or as little as they wish, a process that eliminates the overhead of the hiring (and dismissal). This flexibility introduces a different set of inefficiencies: verifying the quality of every submitted piece of work is an expensive operation, which often requires the same level of effort as performing the task itself. A number of research challenges arise in such settings. How can we ensure that the submitted work is accurate? What allocation strategies can be employed to make the best use of the available labor force? How to appropriately assess the performance of individual workers? In this paper, we consider labeling tasks and develop a comprehensive scheme for managing the quality of crowd labeling: First, we present several algorithms for inferring the true classes of objects and the quality of participating workers, assuming the labels are collected all at once before the inference. Next, we allow employers to adaptively decide which object to assign to the next arriving worker and propose several heuristic-based dynamic label allocation strategies to achieve the desired data quality with significantly fewer labels. Experimental results on both simulated and real data confirm the superior performance of the proposed allocation strategies over other existing policies. Finally, we introduce two novel metrics that can be used to objectively rank the performance of crowdsourced workers, after fixing correctable worker errors and taking into account the costs of different classification errors. In particular, the worker value metric directly measures the monetary value contributed by each label of the worker towards meeting the quality requirements and may provide a basis for the design of fair and efficient compensation schemes.","PeriodicalId":432527,"journal":{"name":"IRPN: Innovation & Human Resource Management (Topic)","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126156359","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 33

О Системе Кадровой Диагностики При Оценке Персонала Органов Государствеенного и Муниципального Управления В Современных Условиях (On the System of Personnel Diagnostics When Evaluating Personnel of Gosudarstveennogo and Municipal Management in Modern Conditions)

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2015-12-24 DOI: 10.2139/SSRN.2707948

Светлана Панышева

{"title":"О Системе Кадровой Диагностики При Оценке Персонала Органов Государствеенного и Муниципального Управления В Современных Условиях (On the System of Personnel Diagnostics When Evaluating Personnel of Gosudarstveennogo and Municipal Management in Modern Conditions)","authors":"Светлана Панышева","doi":"10.2139/SSRN.2707948","DOIUrl":"https://doi.org/10.2139/SSRN.2707948","url":null,"abstract":"Russian Abstract: Отечественные и мировые исследования в сфере использования эффективных кадровых технологий при оценке трудового потенциала организации убедительно показывают, что серьезные преимущества в конкурентной борьбе создают не абстрактные «человеческие ресурсы», а реальные люди, обладающие знаниями,умениями и навыками, способные адекватно отвечать на вызовы современного мира.English Abstract: Domestic and international research in the use of effective personnel technologies when assessing the employment potential of the organization clearly show that the major competitive advantages are created not by abstract \"human resources\", but real people with knowledge, skills and abilities that can respond adequately to the challenges of the modern world.","PeriodicalId":432527,"journal":{"name":"IRPN: Innovation & Human Resource Management (Topic)","volume":"39 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-12-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123222585","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The 80/20 Rule: Corporate Support for Innovation by Employees 80/20法则:企业支持员工创新

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2014-10-17 DOI: 10.2139/ssrn.2320618

Silvana Krasteva, Priyanka Sharma, Liad Wagman

引用次数: 17

Why Stars Matter 为什么恒星很重要

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2014-03-01 DOI: 10.3386/W20012

A. Agrawal, J. McHale, Alexander Oettl

引用次数: 30

Freelance Contracting in the Digital Age: Informality, Virtuality and Social Ties 数字时代的自由合同:非正式性、虚拟性和社会关系

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2012-11-08 DOI: 10.2139/ssrn.2172702

A. Shevchuk, D. Strebkov

{"title":"Freelance Contracting in the Digital Age: Informality, Virtuality and Social Ties","authors":"A. Shevchuk, D. Strebkov","doi":"10.2139/ssrn.2172702","DOIUrl":"https://doi.org/10.2139/ssrn.2172702","url":null,"abstract":"Based on a sample of 5,784 Russian-speaking respondents, this study provides the first quantitative evidence on freelance contracting via the Internet. We explore the extent to which these virtual business relations are formal or informal, and the role of social capital and networking. Our data suggest freelancers act under constant threat of malfeasance from clients. We address a number of questions associated with freelancers’ business risks and how freelancers might mitigate them. The logistic regression models reveal that the virtualization of relationships with clients is associated with greater moral hazard risks and fewer opportunities for dispute resolution. Formal written contracts do not prevent opportunistic behaviors by clients, though such contracts help resolve conflicts. Dealing with available social contacts and referrals decreases both the probability of extreme opportunism, causing financial losses, and the probability that disputes remain unresolved. Nevertheless, established social relations could be exploited by clients who can delay payments or insist on altering deadlines, work scope and specifications. Thus, our findings contribute to existing literatures on social capital in freelance contracting and on the structure of occupational labor markets.","PeriodicalId":432527,"journal":{"name":"IRPN: Innovation & Human Resource Management (Topic)","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124125576","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 12

Antecedents and Consequences of Employee Turnover: Empirical Evidence from Pakistan 员工离职的前因与后果:来自巴基斯坦的经验证据

IRPN: Innovation & Human Resource Management (Topic) Pub Date : 2012-10-30 DOI: 10.9734/BJEMT/2012/1326

A. Jhatial, R. Mangi, I. Ghumro

{"title":"Antecedents and Consequences of Employee Turnover: Empirical Evidence from Pakistan","authors":"A. Jhatial, R. Mangi, I. Ghumro","doi":"10.9734/BJEMT/2012/1326","DOIUrl":"https://doi.org/10.9734/BJEMT/2012/1326","url":null,"abstract":"Aims: This study examines the interrelationship among major antecedents of employee turnover such as HRM practices, organisational culture, attitudes of boss on employees’ intention to quit in Pakistani banking and IT sectors. Study Design: The study employs exploratory research design; in-depth interviews were applied for the data collection. Place: The study is conducted in the national and multinational companies in Pakistan. Methodology: Data collected through in-depth interviews from thirty top executives to junior managers from government, private and multinational organisations. The study employed ‘narrative analysis’ method to analyse the data. Narrative analysis looks at selfstory and individual experiences of interviewee regarding social phenomenon. This analytical technique helped authors to compare and categorize emerging themes to give meaning to words, context-situation, story and basic actions. Results: The results suggest that, overall picture of HRM and organisational culture in public sector organisation appears to be poor whereas private (local) organisations seem comparatively better improving. On the contrary, respondents in MNCs expressed high agreement on merit-based HRM, organisational culture and attitude of boss with higher self-esteem. Conclusion: This study revealed that there exists interrelationship among the factors stated above and also study concludes that taking care of human factor with mutual","PeriodicalId":432527,"journal":{"name":"IRPN: Innovation & Human Resource Management (Topic)","volume":"31 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133367860","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 17