Pregled bibliografske jedinice broj: 877919
The evolution of work organization and its implication for educational policies and managerial practices
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: Ekonomski fakultet Sveučilišta Josipa Jurja Strossmayera u Osijeku, 2017. str. 335-344 (ostalo, međunarodna recenzija, cjeloviti rad (in extenso), znanstveni)
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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 : Ekonomski fakultet Sveučilišta Josipa Jurja Strossmayera u Osijeku, 2017, 335-344
Skup
6th International Scientific Symposium ECONOMY OF EASTERN CROATIA - VISION AND GROWTH
Mjesto i datum
Osijek, Hrvatska, 25.05.2017. - 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
Citiraj ovu publikaciju:
Časopis indeksira:
- Web of Science Core Collection (WoSCC)
- Conference Proceedings Citation Index - Social Sciences & Humanities (CPCI-SSH)