Huella en Internet en la Web 3.0: Uso de redes sociales en el reclutamiento

Social media plays important role in many aspects of organizational life, and have become increasingly important in recruitment decisions. The purpose of this study is to understand the key issues in the use of digital footprint in recruitment, by using theme analysis as the research method, 10 managers of human resource department at Iranian banks who were responsible for recruiting of employees were interviewed. Nine themes emerged from the analysis: (a) Digital footprint usage enhances the complexity of employment processes, (b) The use of digital footprint in employment processes leads to the optimization and acquiring visions with regard to job applicants, (c) The impact and significant positive role of social media on maintaining employees, (d) Connecting networks available on social media lead to detection of reciprocal opportunities and bridging among job applicants and employers, (e) The role and desired implication of social media in post-employment processes, (f) The need for updating the knowledge of HR managers with respect to the continuous changes in environmental conditions , (g) The necessity of offering an opportunity to job applicants in high level posts within an organization to explain the negative results of information collected from applicant’s digital footprint on cyber space, (h) The need for measuring the accuracy of information collected from social media, (i) The necessity of educating, culture-building and creating the essential infrastructures for social media use in the society and among employees. The results of this study provide insight to effects of digital footprints on recruitment decisions, reduction of disciplinary actions and firing of employeesLos medios sociales desempeñan un papel importante en muchos aspectos de la vida organizacional y se han vuelto cada vez más importantes en las decisiones de reclutamiento de personal. El propósito de este estudio es comprender los asuntis clave en el uso de la huella en Internet en el proceso de reclutamiento, mediante el análisis del tema como método de investigación, se entrevistaron 10 gerentes del departamento de recursos humanos de bancos iraníes que fueron responsables del reclutamiento de empleados. Nueve temas surgieron del análisis: (a) el uso de la huella en Internet aumenta la complejidad de los procesos de empleo; (b) el uso de la huella en Internet en los procesos de empleo conduce a la optimización y la adquisición de visiones con respecto a los solicitantes de empleo; (c) el impacto y el importante papel positivo de las redes sociales en el mantenimiento de los empleados; (d) la conexión de las redes disponibles en las redes sociales conduce a la detección de oportunidades recíprocas y a la construcción de puentes entre los solicitantes de empleo y los empleadores; (e) la función y la implicación deseada de las redes sociales en los procesos posteriores al empleo; (f) la necesidad de actualizar el conocimiento de los gerentes de recursos humanos con respecto a los cambios continuos en las condiciones ambientales; (g) la necesidad de ofrecer una oportunidad a los solicitantes de empleo en puestos de alto nivel dentro de una organización para explicar los resultados negativos de la información recopilada a través de la huella en Internet del solicitante en el ciberespacio; (h) la necesidad de medir la precisión de la información recopilada de las redes sociales; (i) la necesidad de educar, construir cultura y crear las infraestructuras esenciales para el uso de las redes sociales en la sociedad y entre los empleados. Los resultados de este estudio proporcionan información sobre los efectos de las huellas en Internet en las decisiones de reclutamiento, la reducción de las medidas disciplinarias y el despido de empleados

An Analysis of Organizational Intelligence and Organization Agility Status in Tehran University of Medical Sciences

The purpose of current study is to analyze the status of organizational intelligence and agility at Tehran University of Medical Sciences. Research population is all of the employees of Tehran University of Medical Sciences. The sample size was estimated 164 people using Morgan table. Data was collected using questionnaire and based on a convenience sampling plan. Additionally, Agility Model of Yusuf et al. (1999) and Albrecht’s (2003) organizational intelligence model were used to examine the relationship between two construct. Data were analyzed by confirmatory factor analysis and one-sample t-test using SPSS, and AMOS. Results showed that the status of organizational intelligence is not suitable except for in the dimensions of tendency to change, spirit, and consistency. Organizational agility was in a middle level except for the dimensions of quality and changes in Tehran University of Medical Sciences. Key words: Organizational agility; Organizational Intelligence; Status analyze; Tehran University of Medical Science

The Role of Human Resource Management in the Growth of Startups: A Multiple Case Study from the Perspective of Entrepreneurs and Employees

The purpose of the present study is to investigate the role of human resource management (HRM) in the growth of startups. Accordingly, the missions and practices of HRM in startups are identified from the perspective of entrepreneurs and employees. A multiple case study approach is used by focusing on two startups in Iran. Moreover, the data are collected by interviewing one entrepreneur and four employees in each company. Besides, qualitative data are analysed using thematic analysis. Results demonstrated the various types of HRM missions and practices in startups and reflect different perspectives of entrepreneurs and employees of human resources management in these companies. Finally, the results illustrated that HRM can play an important role in the growth of these companies. Although research in the field of startups has increased in recent years, the role of HRM in the growth of these companies has rarely been addressed. The present research helps to expand literature related to the role of HRM in the growth of startups by considering the different perspectives of startups' entrepreneurs and employees

Designing a human resource scorecard: An empirical stakeholder-based study with a company culture perspective

open access articl

The Role of HRM Practices on Employee Performance, Engagement and Retention: A Case Study on Public-Oriented Tourism Start-ups

Retaining employees is one of the challenges for start-ups, and employee engagement affects employee retention. The purpose of this study is to identify critical HRM practices of public-oriented start-ups in employee engagement that improve employee retention. The authors used a qualitative research method with the case study strategy. The research participants consisted of 5 managers and entrepreneurs from a start-up who were selected by non-probability purposive sampling. The data was obtained through interviews and analysed using thematic analysis. The result of using theme analysis method identified seven themes consisted of recruitment and selection practices in employee engagement, training and development practices in employee engagement, performance appraisal practices in employee engagement, compensation and reward practices in employee engagement, role description practices in employee engagement, working conditions practices in employee engagement, and employee relations practices in employee engagement. Because exploratory studies in the field of human resources in public-oriented start-ups are few and limited, therefore, this research is considered as a new work in terms of the application of case studies in public-oriented start-ups in the field of human resources and one of its distinctive results is that Employee engagement and studies in the field of start-ups can be very different from traditional businesses. The results highlight the importance of HRM practices in employee engagement, which improves employee retention in public-oriented start-ups

Investigating the effect of humility of Muslim leaders on the moral behaviours of followers and spirituality at work in Islamic society

Organisations are increasingly involved in what they call ‘ethical dilemmas’, that is, the conditions under which wrongdoing and righteous deeds must be defined once again because the line between right and wrong has blurred more than ever. In general, human beings have special moral characteristics in the individual and personality dimension that shape their thoughts, speech and behaviour. It is possible that the same people in the same position and organisation could be affected differently, and their ideas, speech and behaviour affect the efficiency and effectiveness of the organisation. Ethics can have positive or negative consequences at each organisational level. One of the effective factors on the occurrence of employees’ ethical behaviours is the role of spirituality in the work environment and humility of leaders. The purpose of this study is to investigate the effect of humility of Muslim leaders on the moral behaviours of followers and spirituality at work in Islamic society. The statistical population of the study was 370 Muslim employees of International Islamic University Malaysia. After distributing the questionnaires among the statistical population, 352 questionnaires were returned. The validity of the questionnaires was confirmed by the content validity method, and its reliability was confirmed by Cronbach’s alpha. In this research, the structural equation modeling approach and Amos software were used to analyse the data. All hypotheses were confirmed at a 95% significance level. The results showed that the humility of leaders has a positive and significant effect on spirituality in the workplace and work ethic of followers. Spirituality in the workplace has also a positive effect on employees’ work ethic. Contribution: It is recommended that the officials of organisations should pay attention to spirituality in the workplace and the humility of managers and supervisors towards employees in order to promote work ethics. Further, it can be concluded that organisations can increase the ethical behaviours of employees by promoting the components of organisational spirituality

A Qualitative Study of Gamification Based Recruitment Process in Start-Ups

Start ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research wich is that how can build a gamified process in the field of human resources, especially in recruitment section of startups. In this research 12 people are interviewed. These people were experts of human resources and gamification. In relation to primary and secondary themes in the field of gamification design during recruitment process in order to improving the recruitment of proper human force for small and medium startup businesses, 8 primary themes and 21 secondary themes are recognized. 8 primary themes which are effective factors on designing gamified recruitment process for startups are as follows: designing work plan, recognizing the job skills of applicant, examining the job innovation of applicant, developing the technology substructures of organization, characteristics of applicant, recognizing the psychological capital of applicant, recognizing the social capital of applicant, and the applicant`s adjustment ability to job purposes. The final result is a framework for designing a gamified process which is suit for human resources especially in the recruitment section

Designing a Model of Information Technology Capabilities in Government Organizations

The development of information and communication technology over the past decades has had tremendous impacts on organizations and has changed their strategies in adapting to the environment.The purpose of this research is to design a model of information technology capabilities in government organizations. This research is developmental research in term of result, an exploratory research based on goal and a qualitative research in terms of methodology. The interview was used to collect the data necessary for analysis through the contextual theory. In this research, 14 interviews were conducted, which included two sections of knowledgeable managers, and IT and management specialists as theoreticians of this field. At first, the interviews were deep. In the middle, due to identification of conceptual codes, the interviews were conducted as semi – standard interviews for proper conceptualization of the topic. Analysis of the research codes after open coding showed that 132 codes were identified in the open coding step and in the central coding step, the two main themes of "IT infrastructure" and "IT exploitation" as the causative conditions Organizational structures and cultural mechanisms as conditions of intervention and acquisition of knowledge and exploitation of knowledge were also identified as the underlying conditions  6 IT strategies and 11 outcomes of IT capabilities were presented in two before - mentioned main themes. The results of the research showed that the capabilities of information technology in government organizations can bring about the desired outcomes and consequences of providing better quality services to citizens and clients

Identifying the Role of Social Media on Real Estate Marketing in Kish Island

Social media marketing has recently been recognized as a vital element of marketing programs and has significantly contributed to their effectiveness. Today Small businesses can, thanks to social media, create sales opportunities comparable to those created by their powerful competitors. Therefore, in the present study attempts are made to identify the impact of social media (Instagram, Telegram, Divar and Sheypour) on marketing in the real estate sector. In the present study, qualitative research method is used to fulfill the objectives of the study. The present study was conducted through a semi-structured interview with 10 real estate agents and property buyers on Kish Island. The results showed that social media can effectively contribute to attraction of customers in the real estate sector and even help customers save time when trying to find their favorite property. The results also showed that Social media can help customers do home search without worrying about the spatial constraints, affect the dissemination of real estate images, affect the relationship between sellers and real estate customers, and finally mitigate the costs of real estate customers