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on Human Capital and Human Resource Management |
| By: | Andy Feng; Anna Valero |
| Abstract: | Universities are widely seen as a source of strength for local economies. Research by Andy Feng and Anna Valero confirms their potential contribution to business: firms closer to universities tend to hire better managers and workers, and have better management practices. The effect seems to be driven by universities raising the supply of skilled workers and hence reducing the cost. |
| Keywords: | management practices, human capital, universities, complementarities |
| JEL: | I23 I26 J24 L2 M2 |
| Date: | 2019–11 |
| URL: | http://d.repec.org/n?u=RePEc:cep:cepcnp:564&r=all |
| By: | Alessandro Argentieri (Agricultural University of Ecuador); Luciano Canova (Eni Corporate University, Scuola Eni Enrico Mattei); Matteo Manera (University of Milano-Bicocca, Center for European Studies (CefES) and Fondazione Eni Enrico Mattei (FEEM)) |
| Abstract: | In this paper, football data from the 2007/2008 to 2016/2017 seasons of the Italian Serie A were used to identify the effects of replacing a coach mid-season due to poor team performance. We used an instrumental variable approach to correlate coach turnover within a season with player productivity and found a very low positive impact of the coach change in the short term but a significant negative impact in the long term. Our findings are also relevant to the literature on management replacement in small-size firms. |
| Keywords: | Italian Football Data, Coach Changes, Team Performance, Models for Panel Data, Instrumental Variables |
| JEL: | C23 C36 M51 Z22 |
| Date: | 2019–10 |
| URL: | http://d.repec.org/n?u=RePEc:fem:femwpa:2019.23&r=all |
| By: | Yvette Burton (Columbia University School of Professional Studies) |
| Abstract: | Research Question and Objectives: Is there subtle gender bias in the way companies word and code job listings in such fields as engineering and programming? Although the Civil Rights Act effectively bans companies from explicitly requesting workers of a particular gender, the language in these listings may discourage many women from applying.The objectives of the research are to create to foundational constructs leaders can use to address the growing employee competency and business performance gaps created by the impact of lack of gender diversity among data scientist roles, and siloes across enterprise talent strategies. These two objectives include: Integrated Data Scientist and HCM Leadership Development Strategies and AI Leadership Assessment and Development w/ Risk Audits. |
| Keywords: | Coding Bias, Artificial Intelligence, Data Scientists, Leadership Development, Business Performance, Digital Workforce Solutions, Behavioral Analytics, Twenty-First Century Skills Gaps, Human Capital Management, STEM, Enterprise Risk Management. |
| JEL: | C89 D81 J24 |
| Date: | 2019–07 |
| URL: | http://d.repec.org/n?u=RePEc:sek:iacpro:9110624&r=all |
| By: | Mirza, Aimal |
| Abstract: | Purpose: To investigate the phenomena that could be attributed to the absence of a comprehensive compensation package in Afghan banks. This study aims to devise strategies for the design of a pay package that will improve employee retention and reduce the turnover rate in this industry. Findings: The study suggests that an effective pay package could lead to employee loyalty, but this requires the development of a sound, strategic approach that would include the pay-mix design, market positioning and choice of pay policy. The major findings of this study show that there are no major disagreements between employees and administrators over most of the components of the pay packages offered. However, considering how the data reflects on the small changes desired, this study recommends that banks offer a base salary that is relatively larger than the other components of the pay package. It also recommends that banks participate in employees’ pension funds, pay gratuity and offer performance-based pay that is based on a well-defined performance-appraisal system. Methodology: Primary and secondary data were collected from 11 Kabul-based financial institutions, where a total number of 92 employees participated in this study. A one-way ANOVA regression and descriptive statistics were utilized to analyse the data. Practical implications: This study has strong policy implications for a modern, sound and equitable approach to human resource management in the Afghanistan financial sector that could lead to fostering and retaining talent. Originality: The topic is first in its kind to be researched in the Afghanistan context. |
| Keywords: | compensation, pay, employee turnover, organizational performance, Incentives |
| JEL: | G21 M12 M14 |
| Date: | 2019–06–20 |
| URL: | http://d.repec.org/n?u=RePEc:pra:mprapa:96531&r=all |
| By: | Per-Anders Edin; Tiernan Evans; Georg Graetz; Sofia Hernnäs; Guy Michaels |
| Abstract: | Is the rise of gig work, freelancing, zero hours contracts and self-employment a result of people wanting such work or because they have no other choice? Nikhil Datta finds that while workers in the gig economy may like flexibility, they would prefer to have a steady job. Indeed, they would agree to earn less to improve their employment security. |
| Keywords: | atypical work, self-employment, willingness-to-pay, experiment, labour supply preferences |
| JEL: | J22 J24 J32 J81 |
| Date: | 2019–11 |
| URL: | http://d.repec.org/n?u=RePEc:cep:cepcnp:560&r=all |