35,539 research outputs found

    Telework in the Federal Government: The Overview Memo

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    Flexible Work Arrangements (FWAs) alter the time and/or place that employees work on a regular basis in a manner that is manageable and predictable for both employees and employers.1 Telework, also called telecommuting, refers to an FWA that enables an employee to work from an alternative place to the employer’s usual worksite, typically home or a satellite work center. Telework technically refers to work performed with the use of a telecommunications connection to the workplace (e.g., computer, telephone), but the term is als

    Human Resources Strategy: The Era of Our Ways

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    The purpose of this chapter is to discuss some of the main features and trends in human resources (HR) strategy. Inasmuch as people are among the most important resources available to firms, one could argue that HR strategy should be central to any debate about how firms achieve competitive advantage. But this “people are our most important asset” argument is actually fairly hollow in light of the evidence. Far too many articles on HR start with this premise, but the reality is that organizations have historically not rested their fortunes on human resources. The HR function remains among the least influential in most organizations, and competitive strategies have not typically been based on the skills, capabilities, and behaviors of employees. In fact, as Snell, Youndt and Wright (1996:62) noted, in the past executives have typically tried to “take human resources out of the strategy equation--i.e., by substituting capital for labor where possible, and by designing hierarchical organizations that separate those who think from those who actually do the work.

    Risk Mitigation Of Outsourcing Manufacturing Process: A Study On The Semiconductor Manufacturing Organizations In Malaysia

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    Penggunaan perkhidmatan pihak ketiga daripada proses pembuatan semikonduktor menjadi sebahagian daripada strategi korporat sebuah organisasi yang didorong oleh kelebihan kos dan fleksibiliti dalam ketidakpastian. Outsourcing of semiconductor manufacturing process is becoming integral part of the corporate strategy of an organization which is driven by cost advantage and flexibility during uncertainty

    Strategy-proof coalition formation

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    We analyze coalition formation problems in which a group of agents is partitioned into coalitions and agents' preferences only depend on the coalition they belong to. We study rules that associate to each profile of agents' preferences a partition of the society. We focus on strategyproof rules on restricted domains of preferences, as the domains of additively representable or separable preferences. In such domains, only single-lapping rules satisfy strategy-proofness, individual rationality, non-bossiness, and flexibility. Single-lapping rules are characterized by severe restrictions on the set of feasible coalitions. These restrictions are consistent with hierarchical organizations and imply that single-lapping rules always select core-stable partitions. Thus, our results highlight the relation between the non-cooperative concept of strategy-proofness and the cooperative concept of core-stability. We analyze the implications of our results for matching problem

    The quest for a balanced manpower capacity: different flexibility strategies examined

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    To cope with permanent fluctuations in demand, organizations are challenged to organize their manpower capacity in a flexible way. Different strategies of manpower planning are being used for this purpose. Using data from the 2002 Panel Survey of Organisations Flanders, we first verify to what extent temporal, contractual and functional flexibility strategies are applied in Flemish organizations. Subsequently, logistic regression is used to analyse the link between these flexible work strategies and a ‘fitting manpower capacity’. While the results show a negative association between the use of temporal or contractual flexibility measures and a balanced manpower capacity, functional flexibility seems to be positively related. The different logics in which numerical and functional flexibility proceed can be labeled as ‘curative’ versus ‘preventive’ strategies of flexibility. Further analyses discern between various interpretations of functional flexibility and assess whether different team types make a contribution to a fitting manpower capacity.Knowledge Society; work; Foresight

    Applying Real Options Thinking to Information Security in Networked Organizations

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    An information security strategy of an organization participating in a networked business sets out the plans for designing a variety of actions that ensure confidentiality, availability, and integrity of company’s key information assets. The actions are concerned with authentication and nonrepudiation of authorized users of these assets. We assume that the primary objective of security efforts in a company is improving and sustaining resiliency, which means security contributes to the ability of an organization to withstand discontinuities and disruptive events, to get back to its normal operating state, and to adapt to ever changing risk environments. When companies collaborating in a value web view security as a business issue, risk assessment and cost-benefit analysis techniques are necessary and explicit part of their process of resource allocation and budgeting, no matter if security spendings are treated as capital investment or operating expenditures. This paper contributes to the application of quantitative approaches to assessing risks, costs, and benefits associated with the various components making up the security strategy of a company participating in value networks. We take a risk-based approach to determining what types of security a strategy should include and how much of each type is enough. We adopt a real-options-based perspective of security and make a proposal to value the extent to which alternative components in a security strategy contribute to organizational resiliency and protect key information assets from being impeded, disrupted, or destroyed

    The Case of Microsoft\u27s Surface Tablet: Going Behind the Strategy with SWOT

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    Following its development at Harvard Business School in the 1950s, the SWOT framework became a frequently used decision tool. While the complexity organizations confront in the modern business world has increased, SWOT provides an intuitive way to organize information into internal “Strengths and Weaknesses” and external “Opportunities and Threats.” Another reason that SWOT remains relevant is its flexibility that enables integrating other analysis tools. It also encompasses multiple steps of strategy development to cover analysis, formulating options, and implementation

    Accountability, Strategy, and International Non-Governmental Organizations

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    Increased prominence and greater influence expose international non-governmental development and environmental organizations (INGOs) to increased demands for accountability from a wide variety of stakeholdersdonors, beneficiaries, staffs, and partners among others. This paper focuses on developing the concept of INGO accountability, first as an abstract concept and then as a strategic idea with very different implications for different INGO strategies. We examine those implications for INGOs that emphasize service delivery, capacity-building, and policy influence. We propose that INGOs committed to service delivery may owe more accountability to donors and service regulators; capacity-building INGOs may be particularly obligated to clients whose capacities are being enhanced; and policy influence INGOs may be especially accountable to political constituencies and to influence targets. INGOs that are expanding their activities to include new initiatives may need to reorganize their accountability systems to implement their strategies effectively. This publication is Hauser Center Working Paper No. 7. The Hauser Center Working Paper Series was launched during the summer of 2000. The Series enables the Hauser Center to share with a broad audience important works-in-progress written by Hauser Center scholars and researchers

    The New South Wales Carers’ Responsibilities Act

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    Enacted in 2001, the New South Wales Carers’ Responsibilities Act (“CRA”) prohibits discrimination against employees with caregiver responsibilities and provides access to reasonable flexible work arrangements. Under this law, employees have the right to request accommodations for their carer responsibilities, and employers have an affirmative obligation to consider and grant reasonable accommodations that do not impose an unjustifiable hardship. The affirmative accommodation requirement extends to requests for flexible working hours, working from home (telecommuting), part-time work, and job-share arrangements

    Building Capacity Through a Regranting Strategy: Promising Approaches and Emerging Outcomes

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    This is an evaluation report on the Community Leadership Project (CLP) in which 27 well-established intermediary organizations--community foundations, grantmaking public charities, and funder affinity groups--regrant to smaller organizations to provide financial support and tailored organizational assistance and coaching to small to mid-size organizations; technical assistance; and leadership development.The evaluation is interested in understanding not only the impact of CLP on leaders, organizations, intermediaries, and foundation partners, but also the key lessons on: (1) reaching and providing capacity-building supports to organizations and leaders serving low-income communities and communities of color; (2) characteristics of effective, culturally relevant, and community-responsive capacity building; and (3) which kinds of capacity-building supports are most effective for small and mid-sized organizations serving low-income communities and communitiesof color
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