This interview focuses on employee performance and HR Analytics.
MULTIFILE
Attracting the best candidates online for job vacancies has become a challenging task for companies. One thing that could influence the attractiveness of organisations for employees is their reputation that is an essential component of marketing research and plays a crucial role in customer and employee acquisition and retention. Prior research has shown the importance for companies to improve their corporate reputation (CR) for its effect on attracting the best candidates for job vacancies. Company ratings and vacancy advertisements are nowadays a massive, rich valued, online data source for forming opinions regarding corporations. This study focuses on the effect of CR cues that are present in the description of online vacancies on vacancy attractiveness. Our findings show that departments that are responsible for writing vacancy descriptions are recommended to include the CR themes citizenship, leadership, innovation, and governance and to exclude performance. This will increase vacancies’ attractiveness which helps prevent labour shortage.
The basic assumption in this article is that growing older does not mean only, or even necessarily, a decline in one’s labour capacities. Some capacities increase over the years, although this development is clearly not the same for each and every individual. The older workers’ “enriched” capabilities are determined by certain aspects of job design. Older employees find, however, that their ability to learn and grow is hardly respected or addressed by their employer. Through action research in collaboration with a team of older female care workers with low educational levels, a new learning process was launched in a health care institution. The programme was designed in line with the team’s own needs and experience. Thus, the initiative and learning demand lay with the participants. Their experiences and interests were key to the learning programme, which consisted of experimental and collective learning with the opportunity of self-direction. With the development of their capacities in the job and their improved performance, a change arose both in the employment relationship (the delegation of power and a more coaching oriented management style) and in the work content (the possibility of organising and cooperating in order to solve problems together). Due to new cutbacks and quality requirements in the standardisation of care processes, however, most of the changes have since disappeared.
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INCLAVI will address the skills mismatches that exist in the aviation sector related to the freedom of movement of persons with disabilities and accessibility requirements in line with the EC Strategy for the Rights of Persons with Disabilities 2021-2030.The project accomplishes this through rigorous cooperation between key global industry and labour market actors combined with a world-class HEI and VET consortium. INCLAVI will also further improve the collaboration between HEIs and VET.INCLAVI will design and co-create a new training curriculum utilising expertise from HEI, VET and Industry Actors to support the reskilling of aviation sector employees and key target groups who have a role in the passenger journey of PwDs from door to door. The training will address students and professionals in areas of work related to travel agencies, airports, and airlines.
