Do Human Resource Practices, Employee Remuneration And Employee Benefits Have Significant Influence On The Retention Of Childcare Teachers In The Childcare Service Industry?

This study investigates the impact of human resource practices, employee remuneration and employee benefits on childcare teachers' intentions to stay in the Singaporean workforce. This mixed methods study focuses on current qualified childcare teachers, their perspectives on human resource practices, employee remuneration and employee benefits in their workplaces and their intentions regarding whether to continue working in the childcare sector in Singapore. In the first phase of the study, which was qualitative, in-depth interviews were conducted with 21 current qualified childcare teachers. In the second phase of the study, which was quantitative, 202 current qualified childcare teachers in Singapore participated in a paper-based and web-based survey. The findings indicate that childcare teachers in Singapore want to be rewarded with fair human resource practices and employee wages are not the only dominant factor on the retention of childcare teachers in the Singaporean childcare industry. This study addresses a knowledge gap about childcare teacher retention in the childcare service industry in Singapore

South-South FDI vs North-South FDI : A Comparative Analysis in the Context of India

Over the years FDI activities from developing countries have grown very rapidly and most of these investments end up in other developing countries. Such FDI flows are formally known as South-South FDI. This paper attempts to compare the characteristics of South-South FDI versus North-South FDI in the context of India. The analysis is carried at two levels. First we look at the overall trends of FDI flows (both inward & outward) region wise (North versus South), country wise and sector wise. Our results confirm that Indias FDI activities have broadly been consistent with the well known concept of Investment Development Path (Dunning, 1981). We also find that while country profiles have undergone changes, there has been no significant shift in the sectoral profile. Next we carry out econometric analysis at the sectoral /industry level for inward FDI from the North and from the South to examine the difference in the characters (if any) of FDI from the two sources. Our broad conclusion is that although there is not much difference between FDI from the north and from the south (both being concentrated in sectors with larger markets, higher export orientation & lower import intensity) southern FDIs appear to flow more into growing sectors while FDI from north do not have such indication. Ultimately however, it is at the firm level where one needs to identify the factors inhibit/attract FDI. The qualitative findings from a limited survey of 93 firms are presented in the appendix.FDI inflows and outflows, North-South FDI, South-South FDI

International Cooperation on Trade and Labor Issues

The relationship between the labor market and international trade is a broad and complex subject that has been the focus of significant attention in recent years. Discussion and analysis in this area has covered a number of discrete issues, including the effect of shifting trade patterns on employment levels and earnings in domestic markets, the impact of wage levels and labor legislation on the location of production facilities, and the positive and negative aspects of the cross-border movement of workers, among others. The continuing importance of labor issues within the larger trade debate is highlighted by the inclusion of measures relating to labor standards and/or the cross-border movement of workers in recent bilateral and multilateral trade agreements such as the North American Free Trade Agreement (NAFTA), the General Agreement on Trade in Services (GATS), and the U.S.–Oman Free Trade Agreement. This paper aims to provide background for future work on trade-related labor issues by describing how labor issues such as internationally recognized labor standards and the cross-border movement of workers have been addressed by international organizations, as well as in U.S. trade legislation and recent trade agreements

Doing Business in Singapore

[Exerpt] Singapore, a Republic with a multi-racial population of over 4 million, is an attractive place in which to do business. It has an enviable record of political stability and the government actively encourages investment by foreign business interests. All of these factors combine to make the country extremely attractive to multinational companies

Perceptions of the tourism and hospitality industry by Singapore polytechnic hospitality students: An exploratory study

Many Singapore polytechnic students are not keen to join the hospitality line even after being enrolled in a 3-year hospitality program. Many students find the nature of the job too stressful and strenuous. Students have also cited reasons such as long working hours, shift work, dealing with unpredictable circumstances in the job environment and having lower starting remuneration as compared other industries (K. Ong, personal communications, June 16, 2010). Other perceived qualitative reasons that have been given by students for not joining the industry would be the semi-professional nature of the hospitality industry as compared to other industries such as education, law, engineering and business-related industries (Khan, 1992). Students especially from a semi-traditional Asian-Singapore context are not encouraged to join the hospitality line because their parents do not support their decision as the jobs in this industry is seen as one which is ‘servitude’ and have little prospects of promotion from rank-and-file. The polytechnics also play a major role in influencing the choice of career of their students through their faculty, curriculum, resources and links to the industry. Therefore Singapore hospitality schools would need to manage student expectations prior to and during the course of studies to encourage students to stay within the industry after graduation. Industrial practitioners must also re-look at their job environment, practices, wages and welfare treatment of their staff so that they can retain and grow human capital to prevent a dearth of manpower in the hospitality and tourism industry

The Level of Remuneration and Turnover Intention of Public Secondary School Teachers in Meru County: A Mixed Method Study

This paper focuses on establishing the relationship between the level of remuneration and turnover intentions of public secondary school teachers in Meru County. The study used a descriptive survey design with both quantitative and qualitative approaches in data collection and analysis. A total of 518 respondents were involved in the study which included secondary school teachers (503) and principals (15). The level of remuneration was examined to determine their relationships with the dependent variable, turnover intentions. Data obtained from questionnaires were analyzed quantitatively using SPSS version 21. Hypothesis was tested using Pearson product-moment correlation coefficient and Chi-square goodness of fit at 95%, p<0.05. The result from product-moment correlation indicated that the independent variable, level of remuneration (r=-387, p<0.001), has a negative and an inverse relationship with the dependent variable, turnover intention. Chi-square analysis corroborated the results of Pearson correlation by showing a significant relationship between the level of remuneration and turnover intentions of secondary school teachers in Meru County. The results conclude that teachers’ motivation in secondary schools in Meru County is low. Schools are also staffed with teachers with poor morale and low levels of commitment to their jobs due to inadequate and low remuneration. This has led to high turnover intentions. The study recommends that the Teachers Service Commission should consider issues of remuneration especially enhancing the current allowances and introducing new ones in motivating and reducing turnover intentions. Hence, this will lead to increased retention in teaching service

The Things That Drive Us – How the Next Generation of IT Professionals Defines Contemporary Career Success

Modern career concepts revolutionize our understanding of a successful career. Employees nowadays define career success in many diverse ways, based on a variety of personal goals. To attract the next generation of IT professionals and to improve gender balance in IT, organizations must understand future IT professionals’ perceptions of a successful career. By analyzing 127 personal career success definitions from IT students in Germany, we present a broad spectrum of desired career success factors in IT. We illustrate the concept of career success dualism, which describes career success as a balance between multiple factors, such as remuneration and work-life balance. Furthermore, we present how female IT students have a stronger drive toward subjective career success factors than males. Our study contributes to a better understanding of current IT students and suggests how organizations can hire and retain the next generation of IT professionals

Incentives and Human Resource Management in the Design of Public Sector Reform

We, in Pakistan, should be very happy that the global development community has finally accepted the centrality of public sector reform (also known as improved governance) in the quest for improved living standards in poor countries. Development economics is a subject that is based on the interpretation and observation of some Western academics and Western donor-based agencies. We should have some sympathy for these leaders of development thought and policy for they have struggled with integrating the prevailing theme (fad) in Western thought and philanthropy with learning about the societies and economies that they were supposed to be prescribing for. Using the principle of “ends justifying the means”, they defend their reliance on the current “fad” as well as on the only clearly visible, organised and powerful actor—the government, no matter how inefficient—they would. The result is that this approach led to a long era of government-led development, which centralised policy- and decision-making, initiated planning, and created a wide range of public-sector institutions. The role of the government was thus extended into areas that were conceptually indefensible. In this manner, the public servant grew into her new much more lustrous and looser robes. A bloated, over-centralised, and a private sector inhibiting government was created to be the observation and implementation outpost of the development word. This was the first step in the transformation of the public sector in the direction of misgovernance.

The most attractive companies in the labour market based on culture place of origin

This paper analyses the differences in the attractiveness of companies according to their country of origin. The aim is to expand knowledge about which characteristics make organisations more attractive to workers based on their place of origin (Anglo-Saxon, Northern-Central European, Mediterranean, Asian regions). In addition, it is analysed if the COVID-19 has caused changes in the elements that make up the attractiveness.The sample comprises the ranking published by the journal Actualidad Económica about the most attractive companies to work for in Spain, during 2013-21. The variables used in the ranking are: Talent-Management, Remuneration, Work-Environment, CSR and Training. Other control variables like geocultural area are used. For this purpose, an econometric model of unbalanced panel data with random effects is proposed.Results show there are differences in the assessment of professional attractiveness according to the companies' place of origin and culture. Remuneration and permanence in the ranking are the only variables which are relevant regardless of the culture. Talent Management, Working Environment and Training, size, and stock price influence Western countries unequally. The opposite occurs for SCR, which only affects Asian companies. Also, COVID-19 has affected unequally the assessment of the attractiveness of companies

Citizens’ Quality of Life: The Outcome of a Satisfied Health-Related Professional

This paper argues that the quality of life of citizens of a nation can also be amplified by the quality of life of health-related professionals who provide myriad necessary services across a wide range of care pathways and in various settings. The approach was both theoretical and empirical – review of literature and statistical analysis of the collated data. Thus, the study utilized factor analysis to determine the factors that bring about job satisfaction amongst health-related professionals. The findings point to a number of important job satisfaction as well as organizational climate dimensions, which combine to generate high levels of job satisfaction amongst health-related professionals. The paper concludes by serving some important directives for management of health establishments