Create a People Analytics Dashboard for Managers

This project asks students to develop a prototype HR dashboard. It helps students to develop critical thinking capabilities in designing appropriate data visualisations and digital literacy skills in using Adobe XD. The resources include 2 sets of student instructions, lesson plans and marking rubrics for the implementation of this project for either an individual or group-based task

Readiness Assessment of e-Government: A Developing Country Perspective

Electronic Government (e-Government) has become a well recognised research domain in information systems research. The terms digital government, electronic government and e-Government have frequently been synonymous in prior studies, as these are all about the use of Information and Communication Technologies (ICT) in improving public service deliveries. Regardless of these terminologies, e-Government can be viewed as a prominent strategy for transforming administrative activities to improve quality of service deliveries, decentralisation in public administration, financial savings and the effectiveness of government programs. Realising these strategic benefits, prior studies have explored a range of directions in e-Government research such as readiness of e-Government; application development of e-Government (such as public administration; social security card system; e-stamping service; policy services in rural courts); success of e-Government citizen involvement in e-Government; new public and administrative management of e-Government; and adoption of e-Government. Among all these studies, research on e-Government readiness is paramount because all other research and government initiatives would not add value to government’s transformation without assessing a readiness of government prior to its implementation. Previous e-Government studies have suggested that limited methodologies result in unsuccessful implementation across government and public strategies. Moreover, e-Government readiness is not limited only to assess the readiness of government officials and government systems, but also to assess the readiness of all stakeholders including citizens in a holistic integration to transform a traditional government system into an e-Government system. The central focus of this study is to uncover this issue

Promoting workplace inclusion and self-efficacy among skilled migrant workers in Australia

Purpose: Although skilled migrants have a high capacity for integration, many report experiences of exclusion which impacts their ability to contribute fully to the host country. This experience of exclusion, which can diminish their self-efficacy at work, is especially acute for skilled migrants from non-English speaking backgrounds when functioning in a new or exclusionary environment. In this paper, we explore the relationship between workplace inclusion and self-efficacy and identify factors that contribute to perceived inclusion for skilled migrant workers. Design/methodology/approach: Participants were recruited through social network groups representing migrant workers via LinkedIn. Through snowball sampling, participants were asked to recommend recent (3-5 years) skilled migrants to participate. A total of 210 skilled migrant workers to Australia completed the survey. Structural equation modelling (SEM) is used to test our model on the relationship between inclusion and self-efficacy. Findings: Migrants' perceptions of inclusion at work are related to their self-efficacy at work. We also find that some dimensions of inclusion are more important than others in enhancing self-efficacy for skilled migrants. Meaningful exchanges with supervisors, a sense of belonging at work and workgroup cohesion (being accepted by co-workers) are more important than senior management support or getting involved in organizational social activities as determinants of perceived inclusion. Social implications: Although skilled migrants are often assumed to be a self-select group of highly motivated, high achieving workers, many experience poor adjustment and feel excluded after arriving in the host country. Public policies have limited effects in promoting inclusion of skilled migrant workers in organizations. These policies may be supplemented with an inclusive organizational climate to improve migrant worker success. Organizations and employers are thus critical partners in fostering migrant workers' sense of inclusion and supporting the career outcomes of skilled migrant workers in the host country. Originality/value: This study supports the link between perceived inclusion and self-efficacy among skilled migrant workers. It also sharpens the evidence of organizational-level factors that contribute to perceived inclusion for migrant workers

The Ethics of Human Resource Management: An Impossible Position

The Ethics of Human Resource Management: An Impossible Positio

Elite capture of local participatory governance

Elite capture is a major barrier to citizen engagement in local governance processes in many developing countries. Data from six case studies of development initiatives in Bangladesh show that, in spite of attempts by aid donors and others to ensure citizen participation, programmes are dominated by a nexus of local elites including MPs and bureaucrats. Local stakeholders do not understand the value that direct citizen participation can bring, and citizens are unaware of their rights and wary of challenging elites. Monitoring of requirements for citizen participation is weak, and the management of some programmes deters participation. Representatives are sometimes selected by elites and legal frameworks are not sufficiently strong or enforced consistently. We conclude that a range of additional and effectively implemented policy measures are required to reduce the extent and effects of elite capture in developing countries