The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling

Organizations are undergoing serious difficulties to retain talent. Authors argue that Talent Management (TM) practices create beneficial outcomes for individuals and organizations. However, there is no research on the leaders’ role in the functioning of these practices. This study examines how LMX and role modeling influence the impact that TM practices have on employees’ trust in their organizations and retention. The analysis of two questionnaires (Nt1=175; Nt2=107) indicated that TM only reduced turnover intentions, via an increase in trust in the organization, when role modeling was high and not when it was low. Therefore, we can say that leaders are crucial in the TM context, and in sustaining a competitive advantage for organizations.

Performance management practices in Portugal.

Performance management and assessment has returned to the forefront of the public debate in Portugal, at the same time that some international studies point Portugal as a country with bad management practices, highlighting performance management practices. Despite all this attention, there is little information about how those practices are applied in the country. This research’s goal is to assess why performance management systems and practices are so poorly applied in Portugal. To achieve this goal we studied employees’ perception about the topic and diagnose the associated problems. The methodology comprised inductive and qualitative research, in the form of interviews with employees from different professions, industries, hierarchies, and ages. Our findings suggest that performance management failure is related with a procedural problem with three different dimensions: Insufficient Planning, Process & Integrity Issues, and Non-Meritocratic Logic. By exposing the different components of the Portuguese performance management problem, we shed light into the topic and allow organizations to understand and face their performance management systems’ flaws.

From Reasonable Accommodation to Understanding: Reconsidering Diversity Management Practices in Quebec.

En 2007, le Premier ministre du Québec, monsieur Jean Charest, a établi la Commission de consultation sur les pratiques d’accommodement reliées aux différences culturelles afin de donner suite aux conflits émanant des différences ethniques et culturelles. La commission a pour mandat de dresser le bilan des pratiques d’accommodement au Québec, d’analyser la problématique, de consulter la population et de formuler des recommandations au gouvernement afin d’assurer la conformité des pratiques d’accommodement avec les valeurs de la société québécoise. En premier lieu, ce mémoire démontrera que deux facteurs, dont l’évolution de l’identité de la majorité francophone et l’évolution des pays d’origine des immigrants, ont contribué à un malaise de gestion de la diversité et, par conséquent, ont rendu l’établissement de la commission pertinent. En deuxième lieu, m’appuyant sur une revue de la méthodologie, des conclusions et des recommandations de la commission, ainsi que la réplique du Ministère de l’Immigration et des Communautés culturelles, je vais illustrer que, malgré un mandat pertinent et achevé, la réponse gouvernementale fut inadéquate. Finalement, je démontrerai que les modèles de gestion de diversité soutenus par le rapport de la Commission, la laïcité inclusive et l’interculturalisme, sont des aspects nécessaires de la gestion de la diversité. Cependant, ils en découlent des philosophies politiques de neutralisme et pluralisme dont la force et le compromis en sont les buts. Je crois que le Québec peut être meilleur gestionnaire de sa diversité et peut obtenir de vraies réconciliations en prônant la conversation; une approche patriotique de la gestion de diversité.

STUDY OF INFLUENCE OF SAFETY ENGINEERING AND MANAGEMENT PRACTICES IN SELECTED INDUSTRIES IN KERALA

In the twentieth century, as technology grew with it. This resulted in collective efforts and thinking in the direction of controlling work related hazards and accidents. Thus, safety management developed and became an important part of industrial management. While considerable research has been reported on the topic of safety management in industries from various parts of the world, there is scarcity of literature from India. It is logical to think that a clear understanding of the critical safety management practices and their relationships with accident rates and management system certifications would help in the development and implementation of safety management systems. In the first phase of research, a set of six critical safety management practices has been identified based on a thorough review of the prescriptive, practitioner, conceptual and empirical literature. An instrument for measuring the level of practice of these safety conduction a survey using questionnaire in chemical/process industry. The instrument has been empirically validated using Confirmatory Factor Analysis (CFA) approach. As the second step. Predictive validity of safety management practices and the relationship between safety management practices and self-reported accident rates and management system certifications have been investigated using ANOVA. Results of the ANOVA tests show that there is significant difference in the identified safety management practices and the determinants of safety performance have been investigated using Multiple Regression Analysis. The inter-relationships between safety management practices, determinants of safety performance and components of safety performance have been investigated with the help of structural equation modeling. Further investigations into engineering and construction industries reveal that safety climate factors are not stable across industries. However, some factors are found to be common in industries irrespective of the type of industry. This study identifies the critical safety management practices in major accident hazard chemical/process industry from the perspective of employees and the findings empirically support the necessity for obtaining safety specific management system certifications

A Study of the impact of ISO 9001:2000 on Quality Management Practices in Selected Organisations in Kerala

The research work which was carried out to study the impact of ISO 9001: 2000, in selected organisations in Kerala, spread over various types of activities, such as fabrication of aero space hardware, glass ware, construction industries, health care units etc, encompassing, government and private enterprises, public sector undertakings, small and medium scale industries and research and development establishments. The ambience, work culture and collaboration prevalent in these organisations were varying on account of the environment in which they have been working. Fifty percent of the organizations selected for the study had obtained the ISO 900 I: 2000-certification since seven years or more. The process of study undertaken could invoke interest in the respondents, when a brief explanation on the purpose and need of the study was given to them prior to conducting the survey. There has been total cooperation from the management and the employees of all the organisations for the conduct of the study. Personal discussions were held with the senior management to draw their total support and involvement for the study.

Personnel management practices in the co-operative sector in Kerala

A study on the personnel management practices in the co+operative sector in the Kerala State is carried out during the years 1989-91, with the overall objective of assessing the extent of application of modern personnel management concepts in the cooperative organizations in the Kerala State. The specific objectives of the study are to assess the effectiveness of the various personnel management practices followed in the cooperative sector, to analyse the nature and extent of compensating the employees in co—operatives, to measure the level of job satisfaction derived by the employees, to evaluate the industrial relations existing in the co-operative organizations and to suggest, if found necessary, ways and means of toning up the personnel management practices followed in the co-operative sector in Kerala

Personnel Management Practices in the Kerala based Scheduled commercial Banks

The thesis entitled Personnel Management Practices in the Kerala-Based Scheduled Commercial Banks. Personnel management function is of cardinal importance, requiring a sophisticated and scientific approach. In a labour-intensive, service industry like banking. Productivity and ultimate profitability of the entire organization depend considerably on the effectiveness with which personnel management function is executed; and the prudence with which personnel problems are handle. The main objectives of the study are to understand the current status of personnel management functions in the banks and to evaluate the practices in the light of the principles and theories of personnel management so as to identify the strengths and weaknesses. The universe of this study is the eight Scheduled Commercial Banks based in Kerala. The major limitation of the study is that as State Bank of Travancore, the lone public sector bank based in Kerala did not grant permission for collection of data, this study had to be confined to private sector banks only. Almost the entire data used for this study are primary and were collected from the files and other records or the concerned banks. This report has chapters dealing with the functional areas of personnel management such as determination of human resource requirements, recruitment and selection, training and development, performance appraisal, promotions and compensation. Findings reveal that the practice of personnel management in the Kerala-based private sector scheduled commercial banks has not gained a degree of sophistication compatible with its role in modern business management.

Enquiry Into The Management Practices Followed In Rubber Estates In India

The broad objective of the study is to find out the management practices followed in the rubber estates in India. Comparing the management practices followed in the estates belonging to Indian and non-Indian companiess is also an objective. It has been widely held that the management practices followed in the estates belonging to these groups vary considerably. Hence attempt is made to find out the divergence between them in regard to various practices and to identify and bring them into broader relief so that the strong points of each would be emulated by the other. The management practices are examined in the light of well-established management principles and techniques adopted in business and industry. The principles of management which are widely accepted are Planning, Organizing, Staffing, Directing and Controlling. Other management principles and techniques relating to personnel - finance, marketing, materials and transporting - are also examined in the appropriate context

“A Study on Human Resource Management Practices in Private Hospitals in Kerala”

The healthcare sector in Kerala is witnessing a spiralling growth due to the healthy economic development and the serious outlook of individuals towards personal health. Private sector is thriving exuberantly well since there is a wide gap between demand and supply for healthcare due to the lack of government initiatives. The proliferation of these private hospitals have paved the way for many unhealthy practices like poor working conditions, low wages, excess workload and lack of retirement and welfare measures to the employees. This state of affairs demanded a serious investigation into the functioning of the private hospitals in Kerala, especially on the human resource management practices, as the success of every organisation depends on the satisfaction level of its employees, which, in turn, will benefit the consumer, i.e., the patients. Hence the present study was undertaken to find out the extent of human resource management practices in private hospitals in Kerala with a view to suggest appropriate remedial measures wherever required

Management practices and challenges in smallholder indigenous chicken production in Western Kenya

The potential benefit of indigenous chicken (Gallus domesticus) production is still under-exploited in Kenya despite the efforts by different stakeholders to mainstream this production system as a pathway to rural development. The production system is often characterized by low input-low output productivity and low commercialization of the enterprise. This study which dwells on the current management practices and challenges faced by smallholder indigenous chicken farmers was conducted to gain insights into the underlying causes of production constraints. In Western Kenya women (76%) dominate the indigenous chicken production system. The flock composition consists mainly of chicks, hens and pullets (80%) which reflects their retention for production purposes. Less than half of the farmers access institutional support services such as extension, training, credit and veterinary services. In addition, indigenous chicken is largely reared in a low input-low output free-range system with only few farmers (24.2%) adopting management interventions as disseminated by extension service. To improve production and attain increased productivity, policy should focus on repackaging extension messages that considers farmers economic situations and strengthens collective action initiatives. Accessing joint input purchase and collective marketing of chicken products may further assist the farmers to increase profit margins.