International Journal of Career Management
Career Development: The Challenge for Organisations/Развитие карьеры: проблема для
организаций [статья]
Опубликовано на портале: 26-01-2004
Charles Jackson
International Journal of Career Management.
1991.
Vol. 3.
No. 3.
Implementing career development activities is likely to be a major activity for organisations
in the 1990s in Britain. Some of the reasons for this development are outlined, the
range of possible careers interventions is described and issues involved with implementing
individual career planning activities in UK organisations are discussed. Organisations'
experiences in running particular career interventions and the initiatives that could
be used are also discussed. Major challenges for companies are: (1) to select an
appropriate mix of career-planning activities for their employees that will provide
the appropriate level of support to individuals; (2) to decide when, in an individual's
career, particular careers interventions should be available; (3) to target interventions
at specific groups of employees. Encouraging career planning also requires organisations
to examine carefully the information available to employees and has training consequences
for personnel and line managers.
Опубликовано на портале: 05-03-2004
Jon-Chao Hong
International Journal of Career Management.
1995.
No. 7.
P. 10 -- 14 .
Чтобы
понять воздействие вознаграждения на профессиональную мотивацию служащих и их производительность,
в корпорациях, которые используют систему вознаграждения рабочих, были проведены специальные
анкетные опросы. В статье представлены некоторые результаты исследования:
программы вознаграждения служащего оказывают большее влияние на мотивацию
рабочих, чем на их производительность; денежно-кредитные программы вознаграждения
высоко оценены и руководителями, и рабочими; выявилось несоответствие управленческого подхода
и представлений рабочих о важности программ вознаграждения; существуют гендерные
различия в требованиях по отношению к системе вознаграждения; состоящие в браке служащие
в большей степени, чем не состоящие в браке считают, что вознаграждение влияет на
выполнение работы; служащие, отличающиеся уровнем образования и статусом в организации,
по-разному оценивают вознаграждение; программы вознаграждения гораздо
более эффективны для молодых специалистов.
Опубликовано на портале: 09-01-2003
Giovanni Russo, Piet Rietveld
International Journal of Career Management.
1995.
Vol. 7.
No. 3.
P. 3 - 13.
In the last two decades the economic literature has devoted significant attention
to the mechanisms behind firms' recruitment strategies as a possible way of reducing
(un)employment problems. At the workfloor many efforts have also been made by firms
to develop strategies that both alleviate conflicts with employees and at the same
time lead to acceptable levels of productivity. This effort has resulted in the broad
acceptance of the personnel management function in the firm. Examines how successful
this approach has been by focusing on the gap between practice and theory in recruitment,
by investigating the extent to which and the way in which experiences and findings
from actual recruitment (personnel management) have been incorporated in economic
theory. Gives an overview of findings on recruitment and selection strategies of
firms, with a particular emphasis on economic motives.
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