将弱势工人纳入人力资源管理捆绑分类。

IF 1.7 4区 医学 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH
Amber Kersten, Marianne van Woerkom, Goedele Geuskens, Roland Blonk
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引用次数: 0

摘要

背景:尽管提高对雇主在吸纳远离劳动力市场的工人方面的作用的认识具有重要的社会意义,但有关人力资源管理(HRM)捆绑措施在吸纳弱势工人方面的有效性的知识却很少:本文研究了雇用远离劳动力市场的人员的雇主采用了哪些人力资源管理措施,以及这些不同的人力资源管理措施在多大程度上与雇用残疾人或有移民背景等特定弱势工人有关:方法:对 1,665 名包容性雇主进行潜类分析,根据以下七项人力资源管理实践确定人力资源管理束:财务支持实践、专门招聘、晋升和职业机会、培训机会、兼职工作、工作设计和工作场所适应性:结果发现了六种捆绑:招聘与发展捆绑(34.4% 的雇主)、发展捆绑(24.8%)、以维护为重点的实践(16.5%)、招聘捆绑(9.4%)、可持续就业捆绑(8.9%)和被动人力资源管理(6.0%)。事后分析显示了每种捆绑方法雇用特定弱势群体的概率(例如,可持续就业捆绑方法显示雇用身体残疾者的总体概率最高):我们对战略性人力资源管理文献中的建议进行了细化,得出的结论是,广泛的人力资源管理和集中的人力资源管理捆绑都能成功地雇用弱势工人。总之,包容性就业没有放之四海而皆准的方法,雇主无论规模大小,都可以调整其人力资源管理体系,将弱势员工纳入其中。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
A classification of human resource management bundles for the inclusion of vulnerable workers.

Background: Despite the societal importance to improve understanding of the role of employers in the inclusion of workers with a distance to the labor market, scant knowledge is available on the effectiveness of human resource management (HRM) bundles for the inclusion of vulnerable workers.

Objective: This paper studies which HRM bundles are applied by employers that hired people with a distance to the labor market, and to what extent these different bundles of HRM practices are related to employment of workers with specific vulnerabilities, such as people with disabilities or people with a migration background.

Methods: A latent class analysis of 1,665 inclusive employers was used to identify HRM bundles based on seven HRM practices: financial support practices, specialized recruitment, promotion and career opportunities, training opportunities, part-time work, job crafting, and adaptations to the workplace.

Results: Six bundles were identified: a recruitment and development bundle (34.4% of employers), a development bundle (24.8%), maintenance-focused practices (16.5%), a recruitment bundle (9.4%), a sustainable employment bundle (8.9%), and passive HRM (6.0%). Post-hoc analyses showed the probability of hiring specific vulnerable groups for each bundle (e.g., sustainable employment bundles showed the highest overall probability to hire people with a physical disability).

Conclusion: Nuancing what is suggested in strategic HRM literature, we conclude that both extensive HRM and focused HRM bundles can be successful for the employment of vulnerable workers. In conclusion, there is no one-size-fits-all approach to inclusive employment and employers, large or small, can tailor their HRM systems to include vulnerable workers.

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来源期刊
Work-A Journal of Prevention Assessment & Rehabilitation
Work-A Journal of Prevention Assessment & Rehabilitation PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH-
CiteScore
3.00
自引率
30.40%
发文量
739
期刊介绍: WORK: A Journal of Prevention, Assessment & Rehabilitation is an interdisciplinary, international journal which publishes high quality peer-reviewed manuscripts covering the entire scope of the occupation of work. The journal''s subtitle has been deliberately laid out: The first goal is the prevention of illness, injury, and disability. When this goal is not achievable, the attention focuses on assessment to design client-centered intervention, rehabilitation, treatment, or controls that use scientific evidence to support best practice.
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