O relatório integrado: uma proposta de encaixamento para a informação sobre capital humano

 The way that companies prepare reports presents some problems (Lizcano, 2011), not only in terms of the quantity and complexity of standards, but also in terms of the quality of the corporative information that each company discloses. In short, in companies’ annual reports, the obligatory information about personnel in each jurisdiction is generally limited. But in the society of current knowledge, verbal explanations about human capital acquire greater importance (Knauer, 2010; Gamerschlag and Moeller, 2011). In this context, the Integrated Reportinginitiative intends to create a framework of information to satisfy the needs of a more sustainable world that includes social aspects as well as information about finance, environment and corporative governance. As principals of integrated reports it is specified that the information should be relevant, interconnected, homogenous, comparable, manageable, balanced, strategic in the short, medium and long term and verifiable (IIRC, 2012).According to the settings posed by the International Integrated Reporting Council (IIRC), the Spanish Accounting and Business Administration Association (Asociación Española de Contabilidad y Administración de Empresas, AECA) suggests that the ideal mechanism to introduce the integrated information is in the management report (AECA, 2012) or the equivalent Management Commentary, following the terminology of the International Standards Board (IASB, 2010). In this paper the literature about narrative disclosure is reviewed, especially in relation to human resources, and once the current standard initiatives are analyzed, a proposal is elaborated about the possible exchange of human resource information within the integrated report. La manera de informar de las empresas presenta algunos problemas (Lizcano, 2011), tanto en relación con la cantidad y complejidad de normas, como con la calidad de la información corporativa que divulga cada compañía. En concreto, en los informes anuales que emiten las empresas, la información obligatoria sobre el personal en las distintas jurisdicciones es, en general, reducida. Pero en la sociedad del conocimiento actual, las explicaciones verbales sobre el capital humano adquieren mayor importancia (Knauer, 2010; Gamerschlag y Moeller, 2011). En este contexto, la iniciativa Integrated Reporting pretende crear un marco de información para satisfacer las necesidades de un mundo más sostenible que incluya aspectos sociales junto con la información financiera, ambiental y de gobierno corporativo. Como principios de los informes integrados se especifica que la información debería ser: relevante, interconectada, homogénea, comparable, manejable, equilibrada, estratégica a corto plazo, medio y largo plazo, y verificable (IIRC, 2012).Según los escenarios planteados por el International Integrated Reporting Council (IIRC), la Asociación Española de Contabilidad y Administración de Empresas (AECA) sugiere que el engranaje ideal para introducir la información integrada es el Informe de gestión (AECA, 2012d) o el equivalente Management Commentary, siguiendo la terminología del International Accounting Standards Board (IASB, 2010). En este trabajo, se revisa la literatura sobre divulgación narrativa, en especial sobre recursos humanos, y una vez analizadas las recientes iniciativas normalizadoras, se elabora una propuesta acerca del posible encaje de la información sobre recursos humanos dentro del informe integrado. A maneira de informar das empresas apresenta alguns problemas (Lizcano, 2011), tanto em relação com a quantidade e complexidade de normas, quanto com a qualidade da informação corporativa que divulga cada companhia. Em concreto, nos relatórios anuais que emitem as empresas, a informação obrigatória sobre o pessoal nas diferentes jurisdições é, em geral, reduzida. Mas na sociedade do conhecimento atual, as explicações verbais sobre o capital humano adquirem maior importância (Knauer, 2010; Gamerschlag e Moeller, 2011). Em este contexto, a iniciativa integrated reporting pretende criar um marco de informação para satisfazer as necessidades de um mundo mais sustentável que inclua aspectos sociais junto com a informação financeira, ambiental e de   governo corporativo. Como princípios dos relatórios integrados se especifica que a informação deveria ser:  elevante, interligada, homogênea, comparável, manejável, equilibrada, estratégica a curto, meio e longo prazo, e verificável (iirC, 2012).Segundo os cenários planteados pelo international integrated reporting Council (iirC), a Associação Espanhola de Contabilidade e Administração de Empresas (AECA) sugere que a engrenagem ideal para introduzir a informação integrada é o relatório de Gestão (AECA, 2012d) ou o equivalente Management Commentary, seguindo a terminologia do international Accounting Standards Board (iASB, 2010). Em este trabalho, se revisa a literatura sobre divulgação narrativa, em especial sobre recursos humanos, e uma vez analisadas as recentes iniciativas normalizadoras, se elabora uma proposta acerca do possível encaixamento da informação sobre recursos humanos dentro do relatório integrado

Does training policy help to attract, retain and develop valuable human resources? Analysis from the Mondragon case

This is an electronic version of the accepted paper in the journal:Advances in the Economic Analysis of Participatory and Labor-Managed Firms. Volumen. 12Purpose - The aim of this article is to ascertain the degree to which a training policy developed through corporate training centers is recognized as a source of competitive advantage for attracting, developing and retaining valuable staff. Design/methodology/approach – The fieldwork is based on a survey of Human Resource managers from 66 cooperatives of the Spanish Mondragon cooperative group. Findings – The empirical test carried out confirms that Mondragon's training policy, backed up by its corporate training centers, is perceived by HR managers as a tool that provides advantages to attract, develop and retain valuable human resources. The results also suggest that those advantages are more moderate than has been cited in classic literature on Mondragon. Practical implications – The results of this study can be helpful for the growing number of companies choosing to create and reinforce corporate training centers. The link between training policy and the perceived ability to attract and retain valuable employees showed in this case, can also be helpful for other companies that, as Mondragon, face limitations in wage policy. Originality/value – This paper contributes to the literature on the educational fabric of Mondragon adding updated empirical evidence and incorporating the point of view of HR managers of the group's cooperatives. With respect to the contribution of this paper to the literature on training policy, the paper's findings, in particular those regarding the effect of training on worker attraction and retention, add empirical evidence to the few studies on the subject

Análisis de la eficacia del coaching ejecutivo: un estudio desde la perspectiva del coachee

[EN] Executive coaching has become one of the principal leadership development strategies of our time. However, this is a field of HRD that has been discussed far more often in professional than academic literature and further research is required. This work analyses the relation existing between the main explanatory factors of executive coaching effectiveness and the different types of results that can be achieved. This study also provides an empirical test of the effectiveness of executive coaching using the first three levels of Kirkpatrick’s evaluation model (1975). Responses from 176 executives are analyzed, assessing their perceptions of their latest experience of executive coaching. Structural modelling is used to match factors affecting the success of executive coaching to its results. The resulting model highlights the influence exercised by the coach, and to a lesser extent the coachee and the process, on coachee satisfaction. It also shows how the coach influences the coachee’s learning. The results also suggest that there is a positive relationship between satisfaction, learning and behavioral change, as Kirkpatrick suggests. The development of a final focus group, in which human resources managers, coachees and coaches took part, contributed to improvements in the discussion and interpretation of the results. In the light of these results, the implications for the professional and academic area are considered.[ES] El coaching ejecutivo se ha convertido en una de las principales estrategias de desarrollo directivo de nuestros tiempos. Sin embargo, es un campo del área de desarrollo de RR.HH. en el que predomina la literatura profesional sobre la académica y que está necesitado de más investigación. Este trabajo analiza la relación existente entre los principales factores explicativos de la eficacia del coaching ejecutivo y los diferentes tipos de resultados que se pueden alcanzar. Este estudio aporta además una prueba empírica de la eficacia del coaching ejecutivo utilizando los tres primeros niveles del modelo de evaluación de Kirkpatrick (1975). Se analizan las respuestas de 176 directivos valorando sus percepciones acerca de su última experiencia de coaching ejecutivo. Se utiliza modelización estructural para relacionar factores que inciden en el éxito del coaching ejecutivo con los resultados del mismo. El modelo resultante pone de relieve la influencia que ejercen el coach, y en menor medida el coachee y el proceso, sobre la satisfacción del coachee. También muestra cómo se materializa la influencia ejercida por el coach sobre los aprendizajes del coachee. Asimismo, los resultados sugieren la existencia de una relación positiva entre satisfacción, aprendizaje y cambio de comportamiento, tal y como sugiere Kirkpatrick. Un focus group final en el que han tomado parte directivos de recursos humanos, coachees y coaches ha contribuido a la mejora de la discusión e interpretación de los resultados. A la luz de estos resultados, se plantean implicaciones para el ámbito profesional y académico.We wish to express our most sincere thanks to all the managers and coaches who collaborated in this research, either by answering the questionnaire, or through their active participation in the validation stages of the questionnaire, the pre-test and testing of results. The authors received financial support for the research from the University of the Basque Country, University-Society grant (Ref.: US12/07), FESIDE foundation (Research grant, 2015) and the European Coaching School

Relationships between vocational training centres and industrial SMEs in the Basque Country: a regional innovation system approach

Purpose: The aim of this document is to analyse the reach of the relation between vocational training (VT) centres and industrial SMEs in the Basque Country (Spain), and its influence on innovation processes developed by companies. Design/methodology/approach: We employ the conceptual framework offered by the Regional Innovation System (RIS) perspective and the information supplied, on the one hand, by relevant actors within the vocational training system, through in-depth interviews, and, on the other, by the response of industrial SMEs to a survey. Findings: The results obtained suggest that vocational training centres are an agent of significance within the RIS, contributing through its main lines of action (formal education, continuous training and company services) to improving the competitiveness of companies and to stimulating their innovation processes. Research limitations: Although this paper has described the nature of the main mechanisms of relation between VT centres and industrial SMEs, there is a need for ongoing research to analyse the contribution of the educational system to innovation processes in industrial SMEs. For this purpose it would be interesting to measure how the skills of qualified workers and technicians coming from the VT system mesh with company innovation processes. Originality/value: The results of this study highlight a positive relationship between vocational training and innovation.Peer Reviewe

El papel del CSIC en el grado de apertura de la estrategia de innovación de las empresas españolas

Companies are increasingly using open innovation strategies that allow them to develop and market their innovations. This study analyses the degree of openness (breadth and depth) of the innovation strategy pursued by 787 Spanish companies and the role played by the Spanish Council for Scientific Research (CSIC) in these strategies. The results suggest that there is a clear association between this strategy and the innovating performance of the companies in the sample group. A clear difference can also be seen between the CSIC and other players interacting with companies in their innovation processes. Specifically, the Council stands out for contributing knowledge to companies by way of technological support and consultancy and research under contract. The article concludes by setting out the study’s implications.Las empresas, cada vez más, utilizan una estrategia de innovación abierta que les posibilita la realización y comercialización de sus innovaciones. En este trabajo se analiza cuál es el grado de apertura (amplitud y profundidad) de la estrategia de innovación seguida por 787 empresas españolas y el papel que juega el CSIC dentro de estas estrategias. Los resultados obtenidos sugieren la existencia de una clara asociación entre esta estrategia y el desempeño innovador de las empresas que conforman la muestra. Asimismo, se pone de manifiesto cuál es el diferencial del CSIC en relación con el resto de los actores que interactúan con las empresas en sus procesos de innovación. Más concretamente, este organismo se distingue significativamente por la aportación de conocimiento efectuada a las empresas a través del apoyo tecnológico o consultoría y las investigaciones bajo contrato. Finalmente, se establecen las implicaciones derivadas del estudio

Human capital information in management reports: an analysis of compliance with the characteristic of the relevance of disclosure

Purpose: The aim of this paper is to assess the compliance with the characteristic of the relevance of disclosure in Management Reports, particularly dealing with Human Capital (HC) information. Design/methodology/approach: We codify all instances where narratives of IBEX-35 stock index companies over a five year period in Spain comply with the recommendations for a “high quality” Management Commentary (MC) in terms of the relevance characteristic of the information disclosed (IASB, 2005). Findings: The analysis results show that a greater quantity of information about HC in terms of the number of pages devoted is not always indicative of higher quality in terms of relevance if we look for the application of IASB recommendations. Research limitations/implications: Further research could assess compliance with other qualitative characteristics required by other standards or guidance that were internationally accepted. Practical implications: Among the areas that require improvement in HC disclosures we highlight forward-looking information. Social implications: We propose that an internationally accepted agreement must be struck to unite all the efforts that are being made to improve narrative information in the MC section, and specifically with reference to HC. Originality/value: This work compiles the HC disclosures identified as best practices that may serve as a reference to other companies.Peer Reviewe