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Pregled bibliografske jedinice broj: 877919

THE EVOLUTION OF WORK ORGANIZATION AND ITS IMPLICATION FOR EDUCATIONAL POLICIES AND MANAGERIAL PRACTICES


Kaštelan Mrak, Marija; Sokolić, Danijela
THE EVOLUTION OF WORK ORGANIZATION AND ITS IMPLICATION FOR EDUCATIONAL POLICIES AND MANAGERIAL PRACTICES // 6th International Scientific Symposium ECONOMY OF EASTERN CROATIA - VISION AND GROWTH / Prof.dr.sc. Anka Mašek Tonković (ur.).
Osijek: Sveučilište J.J. Strossmayera u Osijeku, Ekonomski fakultet, 2017. str. 335-344 (ostalo, međunarodna recenzija, cjeloviti rad (in extenso), znanstveni)


Naslov
THE EVOLUTION OF WORK ORGANIZATION AND ITS IMPLICATION FOR EDUCATIONAL POLICIES AND MANAGERIAL PRACTICES

Autori
Kaštelan Mrak, Marija ; Sokolić, Danijela

Vrsta, podvrsta i kategorija rada
Radovi u zbornicima skupova, cjeloviti rad (in extenso), znanstveni

Izvornik
6th International Scientific Symposium ECONOMY OF EASTERN CROATIA - VISION AND GROWTH / Prof.dr.sc. Anka Mašek Tonković - Osijek : Sveučilište J.J. Strossmayera u Osijeku, Ekonomski fakultet, 2017, 335-344

Skup
6th International Scientific Symposium ECONOMY OF EASTERN CROATIA - VISION AND GROWTH

Mjesto i datum
Osijek, Hrvatska, 25.- 27.05.2017

Vrsta sudjelovanja
Ostalo

Vrsta recenzije
Međunarodna recenzija

Ključne riječi
Work organization, labor market, managerial education, employees skills and competencies.

Sažetak
Career development is seen as an important concept for understanding development on labor markets and organizational growth at firm level. The usual approach often addresses the problem of employability on policy level (governments’ policy and regulation) or from the point of an individual’s acquisition and preservation of skills demanded by prospective employers. In this paper, we turn to the role of employers in that process and suggest a five levels scale model to evaluate the complexity and strength of employer to employee relations regarding acquiring competencies and developing personal professional career paths. Our five- level scale model also serves as indicator of firm’s level of interference with directing its personnel towards certain strategic direction and shaping their competences towards future occupational needs. We identify five levels in organization`s HRM policies as follows: searching for observable physical and intellectual attributes of employees and selecting employees with a priori superb characteristics ; looking for inborn predispositions that are easily upgraded with additional trainings ; shaping suitable social context and developing employees into it ; governing continuous improvement and social engineering through organizational culture and institutional rules ; and finally, managing psychological contracts between individuals and organization. We analyze survey data provided by professionals on their expectation concerning employees’ skills and competencies and expected means of acquiring future skills needed to perform work activities and improve the organization. We find that firms differ in their engagement in shaping their employees’ competences, depending on firm size and ownership form ; however, there are no differences concerning the perceptions of skills expected from their employees.

Izvorni jezik
Engleski

Znanstvena područja
Ekonomija



POVEZANOST RADA


Ustanove
Ekonomski fakultet, Rijeka

Časopis indeksira:


  • Web of Science Core Collection (WoSCC)
    • Conference Proceedings Citation Index - Social Sciences & Humanities (CPCI-SSH)