Tahap kemahiran insaniah dalam kalangan pelajar kejuruteraan tahun akhir di Politeknik KPM

Dalam dunia yang semakin berkembang dengan pesat, majikan tidak hanya mementingkan kemahiran teknikal sahaja tetapi juga kepada kemahiran insaniah agar pelajar mereka dapat menyesuaikan dan melengkapkan diri dengan semua jenis pekerjaan dan dalam masa yang sama memiliki pelbagai kemahiran. Sehubungan dengan ini, kajian ini dilaksanakan adalah mengenal pasti tahap kemahiran insaniah dari segi komunikasi, menyelesaikan masalah secara kritis dan kerja berpasukan dalam kalangan pelajar kejuruteraan tahun akhir di Politeknik Premier Malaysia. Sampel kajian terdiri daripada 350 orang pelajar diploma tahun akhir sesi 2013/2014 dari bidang kejuruteraan yang ada ditawarkan di Politeknik Ungku Omar, Politeknik Sultan Salahuddin Abdul Aziz Shah dan Politeknik Ibrahim Sultan. Kajian yang dijalankan adalah kajian kuantitatif berbentuk tinjauan dimana untuk menjawab setiap persoalan kajian. Instrumen kajian yan digunakan adalah satu set soal selidik yang mengandungi maklumat diri dan item elemen kemahiran insaniah. Data yang diperolehi dianalisis secara diskriptif dan inferensi. Hasil dapatan kajian mendapati tahap kemahiran insaniah pelajar Politeknik Premier Malaysia berada pada tahap tinggi dengan nilai min keseluruhan adalah 4.16, dimana aspek kemahiran komunikasi adalah 4.17, kemahiran menyelesaikan masalah secara kritis adalah 4.15 dan kemahiran kerja berpasukan adalah 4.16. Untuk melihat perbezaan tahap kemahiran insaniah berdasarkan jantina, Ujian-t tidak bersandar digunakan dan hasil dapatan menunjukkan bahawa tidak terdapat perbezaan yang signifikan tahap kemahiran insaniah bagi pelajar lelaki dan pelajar perempuan. Secara keseluruhannya, tahap kemahiran insaniah pelajar kejuruteraan tahun akhir di Politeknik Premier adalah tinggi berdasarkan persepsi dan ini telah membuktikan setiap pelajar menitikberat kemahiran insaniah agar mereka dapat bersaing di pasaran

Why training older employees is less effective

This paper shows that training of older employees is less effective. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility or job security. Older employees also pursue less ambitious goals with their training participation. An important reason for these differences during the life cycle might be that firms do not offer the 'right' training forms and contents. Older employees get higher returns from informal and directly relevant training and from training contents that can be mainly tackled by crystallised abilities. Training incidence in the more effective training forms is however not higher for older employees. Given that other decisive variables on effectiveness such as training duration, financing and initiative are not sensitive to age, the wrong allocation of training contents and training forms therefore is critical for the lower effectiveness of training. --Training,Older Employees,Linked-Employer-Employee Data

The enemy has passed through the gate: insider threats, the dark triad, and the challenges around security

Purpose – The purpose of this paper is to highlight the potential role that the so-called “toxic triangle” (Padilla et al., 2007) can play in undermining the processes around effectiveness. It is the interaction between leaders, organisational members, and the environmental context in which those interactions occur that has the potential to generate dysfunctional behaviours and processes. The paper seeks to set out a set of issues that would seem to be worthy of further consideration within the Journal and which deal with the relationships between organisational effectiveness and the threats from insiders.<p></p> Design/methodology/approach – The paper adopts a systems approach to the threats from insiders and the manner in which it impacts on organisation effectiveness. The ultimate goal of the paper is to stimulate further debate and discussion around the issues.<p></p> Findings – The paper adds to the discussions around effectiveness by highlighting how senior managers can create the conditions in which failure can occur through the erosion of controls, poor decision making, and the creation of a culture that has the potential to generate failure. Within this setting, insiders can serve to trigger a series of failures by their actions and for which the controls in place are either ineffective or have been by-passed as a result of insider knowledge.<p></p> Research limitations/implications – The issues raised in this paper need to be tested empirically as a means of providing a clear evidence base in support of their relationships with the generation of organisational ineffectiveness.<p></p> Practical implications – The paper aims to raise awareness and stimulate thinking by practising managers around the role that the “toxic triangle” of issues can play in creating the conditions by which organisations can incubate the potential for crisis.<p></p> Originality/value – The paper seeks to bring together a disparate body of published work within the context of “organisational effectiveness” and sets out a series of dark characteristics that organisations need to consider if they are to avoid failure. The paper argues the case that effectiveness can be a fragile construct and that the mechanisms that generate failure also need to be actively considered when discussing what effectiveness means in practice.<p></p&gt

Minimizing Competition? Entry-level Compensation in Japanese Firms

This is the first empirical study of the determinants of pay for entry-level jobs among Japanese firms. Pay data of 1,382 companies obtained from the Nikkei survey was matched with company size, performance, industry, and foreign ownership data from Toyo Keizai’s Japan Company Handbook. We found that unlike the results based on U.S. data, company size is not related to entry-level pay. Firm performance is positively related, but its effect is minimal. Industry membership and foreign ownership are positively related. We believe that these findings highlight the influence of the Japanese employment context and information sharing in Japan. Implications for research and practice are discussed

The Glass Ceiling and Persons With Disabilities

Glass Ceiling ReportGlassCeilingBackground2PersonsWithDisabilities.pdf: 8336 downloads, before Oct. 1, 2020

Do employees’ generational cohorts influence corporate venturing? A multilevel analysis

Organizations are facing an interesting phenomenon in the composition of theirworkforce: the concurrence of multiple age generations that demand suitablestrategies regarding work design, job satisfaction, and incentives. Ongoingentrepreneurship and strategic management debates require a betterunderstanding of the relationship between workplace generational cohorts’configurations and organizational performance. We propose a conceptual modelfor understanding how a diversified workforce influences some determinants(i.e., employees’ human capital and attitudes, organizational climate, andenvironmental conditions) of entrepreneurial organizations’ outcomes (i.e.,corporate venturing). Our framework offers insights into corporate venturingdeterminants for three generational cohorts: Baby Boomers, Generation X, andGeneration Y. Using a sample of 20,256 employees across 28 countries, ourfindings lend support to the positive effect of individual and organizationaldeterminants on corporate venturing, as well as how these effects are reinforcedper generational cohort. Specifically, our results show that younger generations(millennials) have more propensity to be involved in corporate venturingactivities. This study also contributes to thought-provoking implications forentrepreneurial organizational leaders who manage employees from differentgenerations

Transformational government and assistive web base technologies

Transformational government has been on the European agenda for several years. However, progress towards realising the full potential of ICT to transform public services for older adults with age related cognitive impairments has been very limited. Highlighting such limitations this paper demonstrates how assistive web base technologies can be developed to improve the public services for older adults with age related cognitive impairments. However the paper argues that these transformations can be obstructed if there is no strong leadership and political commitment from people at many levels in public sectors and governments

The Viability of Alternative Call Center Production Models

[Excerpt] The central question of this paper is whether a mass customization strategy coupled with high involvement work practices is an economically viable model for service and sales call centers. If so, under what conditions and why? To answer these questions, in the next section, we describe alternative models of call center management. In section III, we present a conceptual framework for understanding the relationship between management practices, workers reactions to those practices, and performance outcomes. We then review empirical evidence on these relationships, focusing primarily on studies of call centers or related service workplaces. In section IV, we draw on evidence from two recent quantitative studies of call centers to examine the performance outcomes of high involvement practices in this context. We close with a discussion and critique of existing evidence and suggestions for future research

The Nature of the New Employment Relationship(s): A Content Analysis of the Practitioner and Academic Literatures

This article seeks to provide HRM professionals information and guidance that will assist them in understanding, evaluating, and applying current thinking regarding the new employment relationship. The focus of the article is a study that investigates the extent to which there is a consensus in the literature regarding the nature of the new employment relationship by systematically analyzing the content of relevant articles. The discussion incorporates empirical findings from other studies, notes differences between the articles found in scholarly publications versus those found in trade magazines, provides recommendations for HRM professionals, and suggests areas of future research