Gotowe bibliografie tematyczne / Employer expectations

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Gotowa bibliografia na temat „Employer expectations”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 31 stycznia 2023

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Artykuły w czasopismach na temat "Employer expectations"

Wetherbee, Louella V., and Bonnie Juergens. "Employer Expectations:." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 197–210. http://dx.doi.org/10.1300/j111v11n03_17.

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Javed, Syed Muhammad, Saqib Muneer ., and Melati Ahmad Anuar . "Impact of Training on Expectation of Employee and Employer: A comparative study." Information Management and Business Review 5, no. 12 (December 31, 2013): 601–7. http://dx.doi.org/10.22610/imbr.v5i12.1094.

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Organizations today spend millions of dollars on training to enhance the performance of their employees, which leads to formation of expectation on employers end as well as employees ends observing this phenomena ,this research was conducted to analyze the expectations of employee and employer and its impact on post training satisfaction, for that matter data was collected from 20 organization where training is provided ,sample size was 20 training / HR managers and per managers 5 employees, paired sample t test was applied to gauge the difference or similarity between the perception and expec

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Bowden, Virginia M., Nancy F. Bierschenk, and Evelyn R. Olivier. "Medical Library Employer Expectations." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 129–45. http://dx.doi.org/10.1300/j111v11n03_12.

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Murrah, David J. "Employer Expectations for Archivists:." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 165–74. http://dx.doi.org/10.1300/j111v11n03_14.

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Bala, Ms Indu. "The Psychological Contract: The Changing Nature of Employee-Employer Expectations." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 3, no. 1 (January 16, 2013): 62–70. http://dx.doi.org/10.24297/ijmit.v3i1.4642.

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The psychological contract describes a phenomenon that occurs largely in the minds of employers and employees . The term governs all the ideas and expectations that workers have about their jobs and includes beliefs about their roles and responsibilities as employees. One of the fundamental challenges for HR is to help management maintain the appropriate balance between the realities of the business model and the needs of our employees. Success comes when the balance exists and is understood ( Kevin Sullivan Former VP of HR).There is a great challenge for a business today- a basic shift in emp

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Barron, Dan, E. Dale Gluff, and N. Y. Binghamton. "Library Education and Employer Expectations." Journal of Education for Library and Information Science 33, no. 1 (1992): 79. http://dx.doi.org/10.2307/40323489.

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Dumont, Paul E. "Library Education and Employer Expectations:." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 59–71. http://dx.doi.org/10.1300/j111v11n03_06.

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Alford, Katrina, J. C. Bunch, Absalon Pierre, Boaz Anglade, and T. Grady Roberts. "Employer expectations for graduates from Haiti’s agricultural universities." Advancements in Agricultural Development 1, no. 3 (September 14, 2020): 27–41. http://dx.doi.org/10.37433/aad.v1i3.37.

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Human capacity building in Haiti’s agricultural sector can be utilized to reduce the country’s food insecurity. Haitian agricultural university and technical schools are responsible for supplying workforce ready graduates and therefore play a role in poverty reduction. Previous research has been conducted to assess these institutions from the perspective of faculty, students, and farmers. However, the employer perspective has not been considered, which could lead to a disconnect between what employers and the university believe are essential skills for graduates to obtain. This study focused o

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Tőkés, Gyöngyvér Erika. "Munkaerőpiaci elvárások a romániai IT-szektorban." Erdélyi Jogélet 3, no. 4 (January 26, 2021): 185–98. http://dx.doi.org/10.47745/erjog.2020.04.14.

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The present study follows the relationship between the employer brand identity of Romanian IT companies and the employee expectations of the workforce employed in the IT sector. The expectations of employees interested in the Romanian IT sector were summarized on the basis of a review of the international and Romanian literature. The examination of the employer brand identity of Romanian IT companies was based on a combined content analysis of the websites of 110 Romanian IT companies. Based on the analysis, it can be concluded that the talented workforce is looking for a job where its employe

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Karakaya, Fahri, and Fera Karakaya. "Employer Expectations from a Business Education." Journal of Marketing for Higher Education 7, no. 1 (June 27, 1996): 9–16. http://dx.doi.org/10.1300/j050v07n01_02.

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Rozprawy doktorskie na temat "Employer expectations"

Skandalis, Ioannis. "Balancing employer and employee iterests : legitimate expectations and proportionality under the Acquired Rights Directive." Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:a081fee6-ba74-42dc-a894-2e23a9e0a210.

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This thesis analyses the aims and objectives of the EU Acquired Rights Directive (ARD) in the context of the larger evolution of EU labour law itself. The thesis presents the overall goal of the ARD as that of striking an appropriate balance between the employer’s prerogative to transfer the business and the employee’s interest in not having the security of the job unduly threatened by such transfers. Given the current complexity and incoherence of the law regulating economic dismissals in the context of transfers, the central argument of the thesis is that there is a need for a clearer concep

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Reyneke, Annerie. "Expectations on the use of Facebook for employee engagement / Annerie Reyneke." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10007.

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In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more engaged employees will be. Furthermore, the selection of communication channels can impact on the success of the messa

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Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dyn

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Mouton, Hugo. "Effectiveness of employer branding on staff retention and compensation expectations." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64891.

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This research shows that employer branding could be used to retain employees and reduce compensation levels, whilst providing a practical model to execute a successful employer branding strategy. Employer branding was defined as a set of tangible and intangible benefits offered by an organisation to attract and retain employees from a targeted audience. A quantitative study was performed and data was collected by means of an electronic questionnaire, which was distributed to employees of five South African insurers. Analysis of variance tests, correlation tests and a t-test were used to test t

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De, Jager Hermina Catharina. "Employer expectations and prospective employee realities : a model to address the need for employable skills / by H.C. de Jager." Thesis, North-West University, 2004. http://hdl.handle.net/10394/2377.

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Kennan, Mary Anne, Patricia Willard, and Concepción S. Wilson. "What do they want? A study of changing employer expectations of information professionals." Australian Library and Information Association, 2006. http://hdl.handle.net/10150/105939.

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This paper reports the findings of an exploratory study of position vacant announcements appropriate for library and information studies (LIS) graduates appearing in the Sydney Morning Herald over a four week period in each of the following years: 2004, 1994, 1984 and 1974. The period studied witnessed change-demanding developments in information technologies as well as changes in workplace conditions and client expectations. The study collected data on the demands of employers as expressed through job advertisements that included data on work status (full-time, part-time, contract, casual),

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LaPrince, Shelly L. "A qualitative exploration of management education| Business school offerings in comparison to employer expectations." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3568149.

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<p> The exploratory qualitative research study explored management education business school offerings in comparison to employer expectations. Through the lens of alumni and human-resources personnel participants, the research examined the skills deemed as transferrable to the workplace and competencies that undergraduate-management education alumni lack upon entry into the workplace. This research study used interviewing as the data-collection method to explore the experiences of undergraduate business-school alumni from two universities, which from here on out will be referred to as Univer

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Jones, Wittney A. "Health Care Administration Faculty Perceptions on Competency Education, Graduate Preparedness, and Employer Competency Expectations." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1200.

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Health care administration programs have transitioned to using the competency approach to better prepare graduates for workplace success. The responsibility of preparing graduates lies with the program faculty, yet little is known about faculty perceptions of the competency approach. The purpose of this cross-sectional study was to assess the perceptions of graduate-level health care administration faculty about the competency approach, the approach's effect on graduate preparedness, and employer expectations. Adult learning theory and the theory of self-efficacy were used as the theoretical f

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Rosengreen, Kathleen, and n/a. "UNDERSTANDING WORKPLACE EXPECTATIONS: A STUDY OF THE PERCEPTIONS OF PRELINGUALLY DEAF WORKERS AND EMPLOYERS." University of Canberra. Education, 2007. http://erl.canberra.edu.au./public/adt-AUC20090209.162542.

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This study examined the understanding of workplace expectations of a group of deaf workers. Nine males and fifteen females, ranging in ages 18 to 48, all prelingually deaf, and whose preferred mode of communication was Auslan (Australian Sign Language), participated in the study. All had a history of extended periods of unemployment, interspersed with short-term vocational training courses that had not resulted in long-term employment. Ten of the participants were individuals identified as low-functioning deaf (LFD) characterised by their limited communication skills in sign language, English

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Forde, Patrick J. "Employer expectations for business graduate communication and thinking: an investigation conducted in Singapore and Perth." Thesis, Curtin University, 2000. http://hdl.handle.net/20.500.11937/70.

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In Australia, the employment destinations of new graduates are surveyed annually and descriptions of successful employment have become an indicator of quality within the higher education sector. The expectations that employers hold for graduate generic skills are of interest, therefore, to graduates and the institutions they attended. Communication and thinking are recognised widely as the most important generic skills, however the application of these skills will occur in the workplace where academic skills may not be totally appropriate. In addition, many graduates of Australian institutions

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Książki na temat "Employer expectations"

Dale, Cluff E., ed. Library education and employer expectations. New York: Haworth Press, 1990.

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Roizen, Judith. Degrees for jobs: Employer expectations of higher education. Guildford: Societyfor Research into Higher Education, 1985.

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Roizen, Judith. Degrees for jobs: Employer expectations of higher education. Milton Keynes: Open University, 1985.

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Zuvela, Zel. Survey of Calgary employers expectations of job applicants. [Calgary?, Alta.]: Alberta Career Development and Employment, 1989.

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Corak, Miles R. Unemployment insurance, temporary layoffs and recall expectations: UI impacts on employer behaviour. [Ontario]: Human Resources Development Canada, 1995.

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Great Britain. Scottish Office. Education Dept. and Organisation for Economic Co-operation and Development., eds. Views on Scottish education and international comparisons: Public and employer expectations of the final stage of compulsory education. [Edinburgh]: Audit Unit, HM Inspectors of Schools, 1995.

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Illusions of opportunity: Employee expectations and workplace inequality. Ithaca, N.Y: Cornell University Press, 1996.

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Sandler, Corey. Fails to meet expectations. Avon, Mass: Adams Media, 2007.

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Thomas, Werner. Leistungsmotivation durch Zielvorgabe und innerbetriebliche Verhandlungen. Frankfurt am Main: P. Lang, 1987.

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Yan, Xiong. Is it possible to reconcile employee and employer's expectations in SME context?: Explore the common HR problems in Chinese SMEs. Oxford: Oxford Brookes University, 2003.

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Części książek na temat "Employer expectations"

Reeves, Dory. "Meeting Employer and Manager Expectations." In Management Skills for Effective Planners, 192–207. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-27701-5_9.

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Lonergan, Dennis. "Employer Expectations/Managing Corporate Life." In Careers in Food Science: From Undergraduate to Professional, 1–10. New York, NY: Springer New York, 2008. http://dx.doi.org/10.1007/978-0-387-77391-9_14.

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Lonergan, Dennis. "Employer Expectations/Managing Corporate Life." In Careers in Food Science: From Undergraduate to Professional, 117–27. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14353-3_11.

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Hough, Susan. "Employer Expectations: Could a Smaller Company Be for You?" In Careers in Food Science: From Undergraduate to Professional, 1–4. New York, NY: Springer New York, 2008. http://dx.doi.org/10.1007/978-0-387-77391-9_15.

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Hough, Susan M. "Employer Expectations: Could a Smaller Company Be for You?" In Careers in Food Science: From Undergraduate to Professional, 129–33. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14353-3_12.

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McGee, Tara Renae, and Li Eriksson. "Employer Expectations of Research Skills Provided in Criminology Undergraduate Education." In Scholarship of Teaching and Learning in Criminology, 109–31. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-35158-8_6.

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Yacine, Leyla, and Heikki Karjaluoto. "Hybrid Work: Gen Z Expectations and Internal Employer Branding Implications." In Re-envisioning Organizations through Transformational Change, 21–50. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003267751-3.

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Pawłowska, Anna. "Expectations towards the employee." In Flexible Human Resource Management and Vocational Behaviour, 47–53. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003329930-5.

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Ndomo, Quivine, and Nathan Lillie. "Resistance Is Useless! (And So Are Resilience and Reworking): Migrants in the Finnish Labour Market." In IMISCOE Research Series, 161–84. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14009-9_7.

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AbstractIn Finland, integration is discussed in terms of labour market success. Finding work tends to occur in the ‘secondary’ labour market as migrants have difficulty accessing the more secure jobs of the ‘primary’ labour market. This chapter draws on 11 qualitative biographical narratives of migrants and refugees, looking for turning points and epiphanies about their job-seeking experiences. We classify these as agentic acts of resilience, reworking, and resistance, borrowing from Cindi Katz’s framework. Interviewees exhibited resilience in revising downward their expectations of what sort of job they would accept and how their career would develop. ‘Reworking’ was also often attempted, usually at a later stage and with limited success, through reskilling, or repackaging of existing skills to appear more desirable to employers. Resistance was rare and limited to exit from the Finnish labour market, rather than voice within it. We found that despite significant investment in their own human capital, macro structures such as segmented labour markets and unequal power relations limited the scope for their individual acts of resilience and reworking. Thus, while agency is useful for understanding migrant actions, overemphasising it obscures the role of labour market structures and employer recruitment practices – important bottlenecks to migrants moving from the secondary to primary labour market.

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Grishaeva, S. A., T. A. Beregovskaya, and E. V. van der Voort. "Modern Trends of Russian Labour Market: Employers and Employees Expectations." In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies, 18–24. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_3.

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Streszczenia konferencji na temat "Employer expectations"

Pankova, Svetlana, Marina Mironova, and Alexey Novozhilov. "POST-GRADUATION: EMPLOYER EXPECTATIONS AND STUDENT STRATEGIES." In 16th International Technology, Education and Development Conference. IATED, 2022. http://dx.doi.org/10.21125/inted.2022.1783.

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Terblanche, Chamonix. "Meeting employers' and students' expectations through the use of employer demand ontology in curriculum development." In 2011 5th IEEE International Conference on E-Learning in Industrial Electronics (ICELIE). IEEE, 2011. http://dx.doi.org/10.1109/icelie.2011.6130030.

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Bickford, Crystal. "CLOSING THE 21ST-CENTURY SKILLS GAP: ADDRESSING THE DICHOTOMY BETWEEN STUDENT AND EMPLOYER EXPECTATIONS." In 13th International Conference on Education and New Learning Technologies. IATED, 2021. http://dx.doi.org/10.21125/edulearn.2021.2185.

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Joshi, Hemant Jagannath, Akhil Ravi Joshi, and Avinash Ganesh. "MAPPING OF COGNITIVE SKILLS AND COMPETENCIES THROUGH EXTRACURRICULAR ACHIEVEMENTS OF AN ENGINEERING GRADUATE TO COMPLY WITH EMPLOYER EXPECTATIONS: A QUANTIFIABLE APPROACH." In 14th annual International Conference of Education, Research and Innovation. IATED, 2021. http://dx.doi.org/10.21125/iceri.2021.1122.

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Janković, Jelena. "RADNOPRAVNA SIGNALIZACIJA NA PUTU SPREČAVANjA DEHUMANIZACIJE RADA." In 14 Majsko savetovanje. University of Kragujevac, Faculty of Law, 2018. http://dx.doi.org/10.46793/xivmajsko.1099j.

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Leading by the fact that that modern legal transactions, to a certain extent, separates employment from the principle of humanization of work, the author analyzes the flexicurity of working engagement in the so-called "platform" economy, from the aspect of the possibility of creating a new concept of employment. In an era when atypical becomes typical, policy makers and employment protection legislation should be prepared for challenge of changing the structure of the workforce that the "virtual" world of work will put in front of them. Creating ethically legitimate policies to prevent the deh

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Dunne, Julie. "Technology enhanced food industry engagement and work placement curriculum quality assurance." In Learning Connections 2019: Spaces, People, Practice. University College Cork||National Forum for the Enhancement of Teaching and Learning in Higher Education, 2019. http://dx.doi.org/10.33178/lc2019.09.

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A recent report has identified several challenges and barriers from the employer perspective that can limit their ability to engage with work-placement (Jackson, Rowbottom, Ferns, & McLarend, 2017). These include a lack of shared understanding between the University and Industry of what is involved in work-placement; misalignment between employer and university expectations on the purpose and nature of the placement experience, especially what constitutes a quality placement and how this can be achieved; and ability to locate a suitable student. Additionally, not being approached by Univer

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Davidson, R. George Leslie, and G. Brindha. "Employee expectation to ease employee attrition in hotel industry." In 4TH INTERNATIONAL CONFERENCE ON MATERIALS ENGINEERING & SCIENCE: Insight on the Current Research in Materials Engineering and Science. AIP Publishing, 2022. http://dx.doi.org/10.1063/5.0111254.

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Neves, Cidália, Mafalda Nogueira, and Sandra Gomes. "LOOKING TO THE FUTURE: GRASPING STUDENTS’ EXPECTATIONS REGARDING EMPLOYERS’ ATTRACTIVENESS." In 13th International Conference on Education and New Learning Technologies. IATED, 2021. http://dx.doi.org/10.21125/edulearn.2021.1597.

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Brosseau, L., C. Lungu, G. Ramachandran, and P. Raynor. "95. Expectations of Employers Hiring Entry-Level, Masters-Trained Industrial Hygienists." In AIHce 2003. AIHA, 2003. http://dx.doi.org/10.3320/1.2757996.

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Gigauri, Iza. "UNDERSTANDING THE EXPECTATIONS OF YOUNG EMPLOYEES TOWARDS LEADERSHIP IN ORGANIZATIONS." In Proceedings of the XXVIII International Scientific and Practical Conference. RS Global Sp. z O.O., 2021. http://dx.doi.org/10.31435/rsglobal_conf/25042021/7521.

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The presented research explores the expectations of young employees to leadership and reveals their attitude towards leaders in organizations. The study elaborates on leadership styles, traits, and behaviors the new generation anticipates from the leaders. Additionally, the research analyzes the similarities and differences of male and female leaders in young workers' views. The research was based on a quantitative approach, and a survey method was used to gather primary data in Georgia. The study results emphasize the preferences of young employees towards leaders, which can be used by organi

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Raporty organizacyjne na temat "Employer expectations"

Marsden, Nick, and Niranjan Singh. Preparing Vocational Students for Future Workplaces: Towards a course evaluation of the Unitec Bachelor of Applied Engineering. Unitec ePress, September 2017. http://dx.doi.org/10.34074/ocds.42017.

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This exploratory study set out to evaluate how well a particular course in automotive engineering is set up to enable students to develop skills necessary to enter the workplace. The research set out to identify trends in student expectations and in the needs of employers at a time when this field of work is characterised by disruptive technological developments such as computerisation and automation. The intended outcome of the research is that the findings will assist the critical thinking of course designers as they reflect on modifications that might be necessary for Unitec Bachelor of App

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Clark, Todd E., Gergely Ganics, and Elmar Mertens. What is the predictive value of SPF point and density forecasts? Federal Reserve Bank of Cleveland, November 2022. http://dx.doi.org/10.26509/frbc-wp-202237.

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This paper presents a new approach to combining the information in point and density forecasts from the Survey of Professional Forecasters (SPF) and assesses the incremental value of the density forecasts. Our starting point is a model, developed in companion work, that constructs quarterly term structures of expectations and uncertainty from SPF point forecasts for quarterly fixed horizons and annual fixed events. We then employ entropic tilting to bring the density forecast information contained in the SPF’s probability bins to bear on the model estimates. In a novel application of entropic

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Lazonick, William, Philip Moss, and Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, May 2021. http://dx.doi.org/10.36687/inetwp159.

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In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employe

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