The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and hum...The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and human resources management）. This paper presents employer branding as an approach based on effective strategic organizational resources and a precise employer branding management process. In this paper, the target is to define a possible frame in order to interpret employer branding techniques as control and regulation mechanisms. Control in organizations has long been a topic of interest for researchers and practitioners, alike who generally recognize that control mechanisms are needed to ensure that organizations may achieve their goals. It has been carried out a field work on the Italian Aeronautical Meta district, that generates annual revenues equal to EUR 8.7 billion and employees 36,300 people, of whom approximately 10% are employed in the space sector. Through this field work, the intention aim is to understand if and how employer branding may create, enforce, and set up internal and shared meaning and values. In particular, stemming from the empirical research＇s evidences, this paper tries to conceptualize employer branding as a factor to persuade and influence the way that organizational actors enact in a socially constructed context. In this effort, the aim is to understand how managers may affect meanings, values goals, and opinions through an effective action on employer branding that can play a crucial role in affecting sense-making processes, meanings, interpretations of the symbolic environment. The paper therefore opens up to new horizons, since it embraces a new application for employer branding, considering it as a modern control system and proposing an innovative approach in managerial control, founded on organizational identity as a key concept in an organizational citizenship＇s perspective展开更多
At present the entire world is under the risk of severe environmental problems, due to the expansion of industries, urban population and commercial activities, the city like Delhi （India） faces transportation, envir...At present the entire world is under the risk of severe environmental problems, due to the expansion of industries, urban population and commercial activities, the city like Delhi （India） faces transportation, environmental and economic challenges. Such type of situations demand the addition of knowledge based layer to help the operators to be familiar with exact traffic problem and give the best choice of strategic control actions to the city. In current situation there is a necessity to build systematic, knowledge based tool to analyze and manage the recent or potential air quality issues and traffic noise issues. The paper comprises the creation of knowledge from the information which is extracted from the various data by using knowledge based modules （spreadsheets, database, software, etc.） and some management, optimization models. Such type of knowledge based management tool may act as a Decision Support System （DSS） which will be very supportive in traffic control system. The technology of knowledge-based systems may facilitate in designing and executing suitable knowledge structures to formulate conceptual models for traffic analysis and management and to use such approach for on-line strategic traffic management operations.展开更多
The aim of this paper is to define the nature, present the possibilities, and discuss the problems of using human resource controlling in small and medium-sized building companies. This paper is based on the assumptio...The aim of this paper is to define the nature, present the possibilities, and discuss the problems of using human resource controlling in small and medium-sized building companies. This paper is based on the assumption that expedient human resource controlling is an effective human resource management tool that achieves the required performance of employees and expected competitiveness of a building company. This paper uses the results of a questionnaire survey conducted in November 2013 to analyze human resource management in building companies in the Czech Republic and specify the organization and conditions of human resource management. Some 81 small （less than 50 employees） and 66 medium-sized （50-249 employees） building companies operating in the Czech Republic took part in the questionnaire survey. The results of the questionnaire survey showed the lack of concept and random nature of human resource management in most small and medium-sized building companies. Of course, in terms of the present economic trend, it is above all important for small and medium-sized companies to develop their adaptability to the building market and to be able to deal with a variety of construction works. It is effective human resource management supported by expedient human resources that serves this purpose.展开更多
文摘The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and human resources management）. This paper presents employer branding as an approach based on effective strategic organizational resources and a precise employer branding management process. In this paper, the target is to define a possible frame in order to interpret employer branding techniques as control and regulation mechanisms. Control in organizations has long been a topic of interest for researchers and practitioners, alike who generally recognize that control mechanisms are needed to ensure that organizations may achieve their goals. It has been carried out a field work on the Italian Aeronautical Meta district, that generates annual revenues equal to EUR 8.7 billion and employees 36,300 people, of whom approximately 10% are employed in the space sector. Through this field work, the intention aim is to understand if and how employer branding may create, enforce, and set up internal and shared meaning and values. In particular, stemming from the empirical research＇s evidences, this paper tries to conceptualize employer branding as a factor to persuade and influence the way that organizational actors enact in a socially constructed context. In this effort, the aim is to understand how managers may affect meanings, values goals, and opinions through an effective action on employer branding that can play a crucial role in affecting sense-making processes, meanings, interpretations of the symbolic environment. The paper therefore opens up to new horizons, since it embraces a new application for employer branding, considering it as a modern control system and proposing an innovative approach in managerial control, founded on organizational identity as a key concept in an organizational citizenship＇s perspective
文摘At present the entire world is under the risk of severe environmental problems, due to the expansion of industries, urban population and commercial activities, the city like Delhi （India） faces transportation, environmental and economic challenges. Such type of situations demand the addition of knowledge based layer to help the operators to be familiar with exact traffic problem and give the best choice of strategic control actions to the city. In current situation there is a necessity to build systematic, knowledge based tool to analyze and manage the recent or potential air quality issues and traffic noise issues. The paper comprises the creation of knowledge from the information which is extracted from the various data by using knowledge based modules （spreadsheets, database, software, etc.） and some management, optimization models. Such type of knowledge based management tool may act as a Decision Support System （DSS） which will be very supportive in traffic control system. The technology of knowledge-based systems may facilitate in designing and executing suitable knowledge structures to formulate conceptual models for traffic analysis and management and to use such approach for on-line strategic traffic management operations.
文摘The aim of this paper is to define the nature, present the possibilities, and discuss the problems of using human resource controlling in small and medium-sized building companies. This paper is based on the assumption that expedient human resource controlling is an effective human resource management tool that achieves the required performance of employees and expected competitiveness of a building company. This paper uses the results of a questionnaire survey conducted in November 2013 to analyze human resource management in building companies in the Czech Republic and specify the organization and conditions of human resource management. Some 81 small （less than 50 employees） and 66 medium-sized （50-249 employees） building companies operating in the Czech Republic took part in the questionnaire survey. The results of the questionnaire survey showed the lack of concept and random nature of human resource management in most small and medium-sized building companies. Of course, in terms of the present economic trend, it is above all important for small and medium-sized companies to develop their adaptability to the building market and to be able to deal with a variety of construction works. It is effective human resource management supported by expedient human resources that serves this purpose.
