Go Back to the Beginning: Career Development and the Challenges of Transitioning From the Military to Civilian Employment

This chapter examines the transition challenges facing military personnel to moving to civilian employment, a major issue for nations like the USA that have large armed forces. For such personnel, they seek to establish a career after a period of service and often without the credentials required for existing or future job vacancies. This chapter discusses the challenges of career transition from military to civilian employment, largely in the context of the US-based literature. The chapter proceeds to outline the range of obstacles to transition and then considers remedial measures to support transition ranging from pre transition to post transition support programs

Global managerial skill-sets, management development, and the role of HR: An exploratory qualitative study with North American and Indian managers

Ever since Porter’s (1986) seminal study, much research has focused on the key factors which assure competitiveness in increasingly global marketplaces, including both business and human resource management (HRM) strategies. With respect to the latter, the importance of management development in developing managers with global skills-sets has been a persistent theme in the literature on competitive strategy and HRM over the last decade. This paper extends such research by employing a qualitative methodology to explore the need for and identify these global skills-sets from the perspectives of fifty-six senior executives from multinational organizations in North America and India. The role of human resource (HR) departments in developing the identified skill-sets in both contexts is discussed by identifying its role in management development. The paper also presents the implications for HR professionals and practitioners and provides suggestions for future research

Expatriation Practices in the Global Business Environment

Globalisation, characterised by advanced communication and distribution technologies, e-commerce, new strategic alliances, organisational restructuring and the 'internationalisation' of operations, demands new approaches to international human resource management. The transformation from international to global business necessitates a parallel paradigm shift in international human resource management theory, especially as it applies to the management of expatriates in the information era.Earlier assumptions and perspectives will need to be replaced by broader definitions and conceptualisations. This paper examines the foundations of earlier views of expatriate management, and suggests ways in which a new paradigm, more reflective of globalisation, might be developed

Malaysia's Human Capital Index and Education: A new beginning

Children who take two types of national examinations at 12 and 17 years old are compared using results from the Malaysian national examinations. It is proven future workers will be 100 percent more productive if they complete their education. Malaysia's HCI of 0.62 means a child born today will be 62 percent more productive than if given a complete education and adequate health care. According to the results, national examination scores of children aged 12 and 17 are correlated. This study's limitation is that it did not cover the health aspects thoroughly. Therefore, future study should be directed at this area. Keywords: Human Capital Index in Malaysia, Early Education, Economic growth, Future Productivity eISSN: 2398-4287 © 2023. The Authors. Published for AMER & cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), and cE-Bs (Centre for Environment-Behaviour Studies), College of Built Environment, Universiti Teknologi MARA, Malaysia. DOI  https://doi.org/10.21834/ebpj.v8i24.462

The challenges of an ageing workforce: an introduction to the workforce management issues

The intention of this special issue is to provide new insights into a range of the challenges facing Australia and some of our regional economic partners that have occurred due to our rapidly ageing populations and workforces. The attraction and retention of older workers have become an imperative for governments, industry managers, unions and others, in order to maximise their contributions and enable integration as well as realise the potential of both older and younger employees in the Australian and Asian labour markets. The five papers in this volume provide some valuable insights into these challenges and suggest ways of addressing them

‘Are we there yet?’ Australian HR professionals and the Fourth Industrial Revolution

Although still in its early stages, the Fourth Industrial Revolution (FIR), which involves a broad range of artificial intelligence, robotics and machine learning technologies, will fundamentally change the way many of us work and relate to one another. Driven by technology, this transformation presents a range of challenges, as well as opportunities, where we might expect Human Resource (HR) professionals would lead the way. However, little is currently known in relation to how prepared HR professionals in Australia are to ready their organisations for this new era of work and associated resourcing. Consequently, this paper goes some way towards closing that gap. Specifically, the study reported here sets out to explore the levels of preparedness amongst Australian HRM professionals for the impact of the FIR on organisations, workplaces, jobs and skills, as well as on their own professional roles and competencies. The study utilised a sequential mixed methods research design with two phases, the first was qualitative focus groups (n = 5) followed by a quantitative online survey of selected senior HR practitioners (n = 150). The findings indicate that, while most believe that FIR technologies might be useful for their organisations and assist with improving job performance, increasing productivity and making jobs easier for employees, contrarily many did not intend to use them in the foreseeable future. Marginal support was also evident in relation to the potential contributions of FIR technologies to HR process enhancement and overall HR effectiveness. Most respondents were also not impressed with the lack of current Australian government FIR strategies and policies

Bangladesh HR professionals’ competencies: Impact on firm performance and moderating effects of organisation life cycle

Purpose: The purpose of this paper is to examine the HR roles of Bangladesh HR professionals in the public and private firms in Bangladesh using Human Resource Competency Study (HRCS) model (2016). The impact of identified HR competencies on firm performance and moderation of this relationship concerning different stages of organisation life cycle (OLC) is also explored. Design/methodology/approach: This quantitative study uses the HRCS model (RBL, 2015) as its underpinning analytical framework, and explores the impact of identified HR competencies on firm performance and analyses whether this relationship is moderated by different OLC stages. The sample for this study consisted of 202 HR professionals from both public and private organisations in Bangladesh. Findings: Results confirmed that all the nine competencies of HRCS model were demonstrated by the HR professionals in Bangladesh. The “credible activist” competency achieved the top ranking and “paradox navigator competency” recorded the lowest. Minor variation in terms of levels of competencies was observed in the context of private and public firms. HR competencies positively impacted the firm performance and only the maturity and growth stages of a firm’s life cycle moderated this relationship. Originality/value: There is a deficit of studies which have tested this relationship in terms of the moderating effects of OLC stages in the Asian developing country context. Focusing on this paucity of research concerning the transference of western human resource management models in developing economies and their resultant impact on firm performance, this is the first study set out to explore whether the most cited western HRCS model (RBL, 2015) is useful in understanding HR competencies in Bangladesh. © 2018, Emerald Publishing Limited

Mapping randomized controlled trials of treatments for eczema - The GREAT database (The Global Resource of Eczema Trials: a collection of key data on randomized controlled trials of treatments for eczema from 2000 to 2010)

<p>Abstract</p> <p>Background</p> <p>Massive duplication of effort occurs when researchers all over the world undertake extensive searches for randomized controlled trials when preparing systematic reviews, when developing evidence-based guidelines and when applying for research funding for eczema treatments. Such duplication wastes valuable resources.</p> <p>Searching for randomized controlled trials of eczema is a laborious task involving scrutiny of thousands of individual references from diverse electronic databases in order to obtain a few papers of interest. Clinicians and patients who wish to find out more about a particular treatment are at risk of missing the relevant evidence if they are not trained in electronic bibliographic searching. Systematic reviews cannot be relied upon to comprehensively inform current optimal eczema treatments due to incomplete coverage and because many may be out of date.</p> <p>An international, publically available and comprehensive resource which brings together all randomized controlled trials on eczema treatment using a highly sensitive search has the potential to release more filtered knowledge about patient care to those who need it most and to significantly shorten the duration and costs of many clinical eczema research and guideline projects.</p> <p>Description</p> <p>The Global Resource of EczemA Trials brings together information on all randomized controlled trials of eczema treatments published from the beginning of 2000 up to the end of 2010 and will be updated every month.</p> <p>We searched the Cochrane Central Register of Controlled Trials in <it>The Cochrane Library </it>and the Cochrane Skin Group Specialised Register, MEDLINE, EMBASE, LILACS, AMED and CINHAL databases. We included 268 RCTs (24^thMarch 2011) covering over 70 different treatment interventions.</p> <p>The structure of the Global Resource of Eczema Trials allows the user as much, or as little, specificity when retrieving information on trials as they wish, in an easy to use format. For each trial, the database gives the citation for the published report and also provides enough information to enable a user to decide whether the trial is worth further scrutiny.</p> <p>Conclusions</p> <p>The Global Resource of Eczema Trials has been created to facilitate knowledge mobilization into healthcare and to reduce wastage of research time through unnecessary duplication. The collective time saved by research groups around the world can now be used to make strides in optimising the treatment of eczema, in order to further benefit people with eczema. The database can be accessed free of charge at <url>http://www.greatdatabase.org.uk</url></p

‘Building for the Future?’ Government and Industry Responses to the Challenges of Talent Management in China Following the GFC

China suffered minimal fallout from the global financial crisis due to its burgeoning economy and ‘socialism with Chinese characteristics’ political strategy. However, despite this, its industries face enormous human resource management (HRM) challenges associated with the country's rapid economic growth. Principal amongst these HRM challenges is the need to attract and retain crucial talent. It is likely that if Chinese industry is unsuccessful in these endeavours, the future economic growth of China may be stalled, resulting in more serious long-term outcomes. This paper explores these challenges together with some possible solutions and future research directions