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The article is devoted to a new direction in the field of human resource management - HR-analytics. HR analytics has been actively developing in the past decade as an interdisciplinary field. The leading role in this area is played by information technologies that allow working with big data . However, an analysis of existing approaches to HR analytics shows that it is a kind of a well-known social engineering approach from the beginning of the 20th century, focused on the development and practical application of various kinds of social technologies. Analysis of the stages, methods and approaches used in HR-analytics, gives reason to consider it as a kind of diagnostic social technology. Its development logic in the digital economy requires the use of modern methods of collecting, storing, analyzing heterogeneous and often unstructured data. This allows us to consider HR analytics in the context of management development in a digital economy.
This chapter focuses on identifying motivation for socially responsible behavior in small and medium enterprises (SMEs) in Russia. It also investigates the attitudes of owners and executives of Russian SMEs toward the concepts of business ethics and social responsibility of business. A research set the background of this chapter, including the gathering of primary data through 57 focused interviews. Results of a critical analysis conclude that top managers and owners of Russian SMEs do not thoroughly understand these concepts. However, it also shows that they do not neglect them. Research findings point to a growing level of adherence to the principles of business ethics and responsible behavior. There is strong evidence showing motivation for following principles of ethical and responsible behavior. In addition to an understanding of legal requirements, company owners and top managers are finding that positive relationships between firms and stakeholders are crucial for sustainable performance.
Taking the individual data from the European Social Survey of 2004 and 2010, the authors of this paper investigate how employment type (permanent, temporary or informal employment) affects subjective well-being in respect to employment protection legislation across European countries. Our study outcomes are in line with previous research disclosing the negative impact of being temporally or informally employed on subjective well-being. The additional contribution of this study is the rigorous analysis of how employment protection legislation (EPL) moderates this effect by applying the multilevel modeling approach for 27 countries. In countries with strict EPL temporary and informal workers are significantly less satisfied with their lives than permanent employees. In countries with liberal EPL no significant decreasing effect from temporary or informal employment on people’s subjective well-being was found.
Purpose – The purpose of this study is to identify hotel halal attributes demanded by the Russian customers. Following this, the study aims to investigate whether gender and types of travelers influence the demand for hotel halal attributes.
Design/methodology/approach – Semi-structured interviews were conducted to localize the list of hotel halal attributes for the Russian business context. A self-administrated online questionnaire was designed, distributed and collected from 191 Russian customers, who have experience of staying at halal hotels in the last 12 months. Data analysis includes t-test and analysis of variance (ANOVA).
Findings – The study revealed a list of halal attributes demanded by Russian hotel guests. Also, the findings indicate the list of the attributes demonstrated the differences in the demanded attributes between gender and types of travelers
Research limitations/implications – The study is limited to a leisure tourists’ sample. Also, the study limited to the majority of the respondents having university degrees.
Practical implications - The study provides a clear understanding of the hotel halal attributes demanded by Russian Muslims that can help hotel managers to tailor their hotel services to the needs of this group meeting, at the same time, the requirements of guests of different nationalities and religions.
Originality/value - This research contributes to tourism and hospitality management and consumer behavior literature, primarily, as this is the first research yielding insights on a new demographic within for the form of academic literature customers’ segment: Russian Muslim tourists
Paper type – Research paper
When a major Russian energy provider introduced a new technology that required organisational adjustment, the company’s management was surprised by the degree of internal resistance these changes provoked. The paper aims to discuss this issue.
The authors took reference to the work on readiness to change and studied how the future time perspective, which connects with early writings by Lewin (1942), would explain the attitudes and behaviour of 148 managers.
The findings indicate that only a small number of employees perceived the future as offering many opportunities and showed willingness to pursue them. The majority of employees are either fearful of future changes, or do not have a strong sense of belonging to the company and hence are disinterested in prospective opportunities within the firm.
The different constructs of the future introduce an emic perspective to the study of organisational change and answer calls to enrich the measurements that are currently in use.
Purpose. The purpose of the paper is to identify the external and internal factors which lead to the formation of talent retention practices in organizations operating in the territory of Russia. The research involves 21 companies — representatives of eight industries and five countries. Methodology. The research is based on a mixed methodology. In addition to theoretical analysis and identification of external and internal factors that influence the formation of talent retention practices, the authors conduct a multiple case study to evaluate an organizational context of talent retention practices in the companies. To analyze the data, both qualitative and quantitative methods are used. Findings. As the results of the research, it is shown that with respect to the talent retention practices, the role of the innovative component in an organization’s business model or the role of the stability of the results lead to the formation of two clusters of talent management system configurations. Companies which focus on creating an innovative product / service demonstrate the talent-centered talent management system configurations with blurred, fuzzy boundaries. In such organizations, the talent retention practice is not distinguished as a separate one and does not have clear boundaries but manifests itself through the other talent management practices. Companies that focus on the implementation of integrated solutions and products restricted by sectoral, state and other standards, the talent management system configurations are outlined, with predetermined performance indicators. In organizations of this type, a clearer identification of the boundaries of talent retention practices might be observed, as well as toolkit and criteria by which organization’s leaders determine and identify talents and the principles of their retention. Value of results. As part of the research, the authors for the first time have introduced a numerical scale for analyzing and interpreting the talent management system configuration. The scale made it possible to distinguish two clusters of the organizations from the point of formation of talent retention practices. The further usage the scale provides grounds for preliminary analysis of the talent management system configuration in the company, makes it possible to determine practices connected to each other, and to identify areas for the further development of talent management in the organization.
This article reveals that, despite Russian regions being very different from each other when it comes to a great many socio-economic and socio-cultural properties (population income level and living standards, various features of the socio-cultural environment, social optimism, degree of religiosity and so on), those who live in regions far removed from the capital cities, given their lower level of personal income, tend to be more satisfied with their lives and demonstrate a higher level of social wellbeing, according to data from various sociological surveys. Based on empirical data, the authors argue that material aspects are not the only factors which affect subjective wellbeing in any given region. The goal of the study is to analyze the differentiation in the level of subjective wellbeing of the population of various Russian regions, which implies identifying and comparatively analyzing those factors which help interpret these differences. The primary research method is regression analysis of data from sociological surveys conducted in 2012 using the World Values Survey method in nine regions and towns of federal significance: Moscow, SaintPetersburg, Leningrad Province, Tambov, Tatarstan Republic, Chuvashia Republic, the Altai Krai, Kabardino-Balkaria Republic, Bashkortostan Republic. The analysis showed that there is indeed a connection between one’s personal income level and their subjective wellbeing, while there is no such connection between one’s subjective wellbeing and how wealthy their region is. This could be explained by the fact that people are more concerned with their personal income level than their region’s income. Aside from income level, there are other factors which determine subjective wellbeing in any given region. Moscow is considered to be the wealthiest region, however, it also has the highest level of income inequality. Both individual income and income level in comparison to the reference group considerably affect respondents’ subjective wellbeing, regardless of their region of residence. However, individual income has a stronger influence. That said it is in Moscow where subjective evaluation of one’s income level and satisfaction with one’s material status affect subjective wellbeing to the greatest extent, which is due to the fact that in Moscow both living standards and one’s sense of subjective inequality are somewhat higher. The influence of other socio-demographic factors also varies from region to region. For the most part this study confirms Ronald Inglehart’s concept of material factors playing a significant role in subjective wellbeing
The main goal of the research is to identify the currently forming research problems in the area of halal tourism and hospitality which were reflected in the publications of international and Russian authors. The research design is based on the application of methods and tools of bibliometric analysis (Bibliometrix R-package and the “statistical reports”), word cloud formation method. As a result, sources with the largest number of publications were identified, leading research centres with the largest number of publications and citations of publications on this topic were determined as well as the evolutionary stages of priority research areas were pointed out. The limitations of the study are a limited number of publications on halal tourism represented in the Russian problem field. To this end, it is not possible to ensure the comparability of samples from Russian and foreign publications. Besides, due to the difference in the organization of international and Russian citation bases, there is a necessity to use different bibliometric analysis tools, which is also a limitation of the study. The research results provide an opportunity to compare the stages of development of halal tourism research in Russian and international academic literature to determine the place of the Russian studies within the global context.
In this paper the authors consider the cross-cultural and cognitive aspects of the semiotic information transmission, namely, how information is exchanged and interpreted by representatives of different cultural groups in the context of business processes. The article deals with the issues of subjective perception of information, the visual effectiveness of business process models and their informative content, and the way cultural factors affect the complexity or simplicity of models’ perception. The study includes models and drawings as illustrations of processes. The semantic content of some notations for describing business processes, the pictogram language, and associative drawings are given on specific examples. A hypothesis is proposed about the relationship and influence of certain objective and subjective factors over the semiotic content of business processes and the ability to manage those factors for more effective solutions for better addressing the relevant business challenges. The concepts of knowledge, information and data are considered in relation to the research topic for a clearer understanding of the subject area. The authors note the general goal of using process models in the form of the processes notations and schematic images in the form of drawings and pictograms with differences in the levels of semantic support and emotional context based on identical simple cognitive mechanisms: visual associative series, text, and the location of objects. The research can be useful for the design of cultural and context-dependent types of communication, both the imperative and motivational (posters, signs) and also the descriptive (information about processes, instructions, messages, etc.).
The authors of the paper present the results of a study of organizational factors that affect the formation and application of practices and approaches to personnel assessment in companies operating in the Russian market. As part of the analysis of data provided by 245 organisations, factors associated with the presence or absence of personnel assessment in the organisations were identified. In addition, factors related to the variation of practices and approaches to personnel assessment were found.
The monography is devoted to assessment of human resources department (HR department) in Russian and abroad. Results of the research are based not only on the analysis of Russian and international literature, but also on the results of the conducted empirical research. The main method of data collection is electronic questionnaire. The collected data was coded and analyzed in the SPSS software.
The research has both theoretical and practical implications. The developed methodology can be used not only in Russia, but also in other countries. In addition, practical recommendations about assessment of HR departments are given to HR heads and top managers in Russia.
Purpose. The paper provides an integrative conceptual model of collective resilience in the organizational context. The chosen topic becomes an increasingly relevant issue owing to the increased interest on the part of the business in testing innovative solutions to maximize the productivity of project teams and, as a result, the effectiveness of project delivery. Approach. Literature analysis of existing foreign and Russian papers was conducted to find the aggregated elements of the collective resilience structure. Findings. Authors suggest a new 7-element model of group resilience in the organizational context. Implications for practice. The research findings provide a guideline for the future quantitative studies aimed to develop a new psychometric tool and confirm the proposed structure of group resilience on practice. Value of the results. 7-element structure of the phenomenon is proposed within the study: “alignment” — presence of a trusting, friendly relationships, positive team identity, shared vision and a positive psychological climate; “anticipation” — ability to analyze future risks and opportunities and implement timely planning to respond to them; “adaptation” — ability to adapt effectively to changes in the environment; “self-organization” — ability to independently organize their work and make decisions, relative autonomy from the leadership; “bounce back” — ability to learn from mistakes and to return to the pre-crisis state after failures; “accumulation of the communication resources” — ability to establish contacts and maintain relationships with other employees of the organization, project stakeholders and (in relation to the organization) external agents and “interchangeability” — cross-functionality of a team, the universality of knowledge, skills and abilities.
In the course of research of companies’ responsible behavior, it is essential to consider an institutional environment which is largely influenced by the national culture. This paper presents an attempt to explore the responsible behavior and activities of Russian small and medium enterprises (SMEs) paying thorough attention to specific features of the national culture. Authors used the concept of G. Hofstede as a useful basis for an empirical measurement of responsible behavior. Empirical indicators and measurement scales are proposed to relate the responsible behavior of SMEs in Russia to five dimensions of culture offered by G. Hofstede. The responsible behavior of Russian SMEs was analyzed based on 61 interviews of owners and managers of Russian SMEs conducted in 2015 and 2017. It was concluded that features of SMEs’ responsible behavior almost completely meet the profile of Russian national culture defined by G. Hofstede's cross-cultural dimensions. Differences are identified in the dimensions of “power distance” and “femininity/masculinity”.
Work is essential to human life and an integral part of life satisfaction. The article considers factors impacting the role of job satisfaction as part of life satisfaction. The study is based on a representative survey conducted in 2019 in 38 Russian regions. The study shows that the contribution of job satisfaction to life satisfaction is dependent on a region. Job satisfaction among respondents with higher education diplomas and respondents living in the cities not being regional centers gives greater contributions to life satisfaction. Intrinsic work motivation increases the contribution of job satisfaction to life satisfaction. Individuals with high material well-being levels are more likely to link job satisfaction and life satisfaction with each other. The presence of a partner decreases the role of work in life. Moreover, contrary to our expectations, men and women do not differ in the contribution of job satisfaction to life satisfaction, although it was initially assumed that this relationship should be stronger among men. However, separate analysis by region analysis shows that regions substantially differ in terms of gender. Thus, the contribution of job satisfaction to life satisfaction is heterogeneous across different social and demographic groups but almost all groups show a strong interrelationship.
Abstract. The goal of the article is to research an interconnection of the value-conscious identity and the personnel involvement and their impact on the results of the organizational changes at the aerospace enterprises, experiencing large-scale transformation. The enterprise personnel involvement to the planned changes is a key factor in their efficiency, and value-conscious identity can become an involvement accelerator. The research conception. The research area is configured as a hierarchical population of a employees’ relation levels to an enterprise and their work in it, supported by employees’ feelings. The affective commitment to work in an enterprise and value-conscious identity as a key factor of its forming contribute greatly to achieving goals of changes. The research was conducted in three stages at the aerospace enterprise. To analyze the value-conscious identity, the respondent value-based grouping was performed with the pattern of values and lifestyle VALS-2. The value-conscious identity was revealed by the respondent interrogation if they agree with the enterprise values. The involvement level was assessed with questionnaire Q12. The analysis confirmed the main research hypothesis concerning the impact of the value-conscious identity on the affective commitment to work as the necessary level of employees’ involvement to the organizational changes. We substantiated the supposition of the statistically important differences in the value-conscious identity for the various value-based types of employees. We partially confirm the hypothesis to the higher value-conscious identity of realizing full potential, achieving and believing employee types. The tool to use the data in change realization practice can be a change feeling cycle pattern adapted to the aerospace enterprise in the hybrid Е – О Beer-Nohria theory. The result value. The value-based employee grouping and data of their commitment level to the industrial enterprise corporate values contribute to obtain a realistic prediction of personnel involvement to the organizational changes and provide the most efficient reorganization planning.
The past decade has seen rapid advances in the field of talent management in emerging markets. Despite talent management being a new term in the vocabulary business in this region, the vast majority of leading local-owned firms and MNCs implement talent management programs. However, much uncertainty still exists about how talents are attracted and selected in various industries in emerging markets. This paper compares talent acquisition practices of different talent categories in two large groups of companies in Russia: industrial and knowledge-intensive ones. A qualitative approach was chosen to conduct this exploratory study. Data were collected using semi-structured interviews with 20 HR-experts from 13 industries from both MNCs and Russian-owned companies. Findings from the study show that knowledge-intensive companies use successfully both internal and external talent pools, while the vast majority of industrial firms put the highest priority on internal talent pools. We also introduce three types of selection systems: systems focusing on a single set of practices; systems with differentiated selection practices and systems with individual set of practices for each position. Interestingly, industrial companies tend to apply single set of selection practices to all talent categories, while knowledge-intensive firms select talents using differentiated practices or individual set of practices. Overall, this study sheds new light on talent acquisition practices applied in industrial and knowledge-intensive companies.
The report analyzes the competencies required for HR-analysts. Literature analysis revealed that HR-analysts should be able not only to analyze various types of HR data, but also to present these results. However, many findings show a lack of these competencies among HR specialists. The empirical base of the study were 25 vacancies for the position of HR analyst from the portal hh.ru. It turned out that reporting and automation of HR processes became the
most frequently encountered responsibilities, and MS Excel became the most popular IT tool.