Finding strategic human resource advantage from building an effective internship capability
| Autor: | Peter Magnusson, Carl P. Maertz, Philipp A. Stoeberl |
|---|---|
| Rok vydání: | 2014 |
| Předmět: |
Flexibility (engineering)
Organizational Behavior and Human Resource Management Sociology and Political Science business.industry media_common.quotation_subject Competitive advantage Management Work (electrical) Internship Quality (business) Suspect Marketing Human resources business Applied Psychology media_common |
| Zdroj: | Organizational Dynamics. 43:303-311 |
| ISSN: | 0090-2616 |
| Popis: | The recent low-growth economic environment has made management decisions about the appropriate human resource levels extremely challenging. Complicating these decisions further, organizations are often reluctant to budget for expansion of full-time employees (FTEs) when employment costs are rising due to increased employment regulation. All this uncertainty can understandably lead to a certain paralysis when it comes to making new investments in human resources. Yet, firm needs, risks, and opportunities are still continuously evolving. Managers wishing to gain competitive advantage through human resources (HR) cannot afford to simply take ‘‘a wait and see approach.’’ Success for many firms in this volatile environment, then, requires flexibility in human resource capacity rather than paralysis, but flexibility that also has an eye to future strategic needs for quantity, quality, and type of human resources. The need for human resource flexibility was articulated by Todd Ostrowski, owner of Midwest Imports, a specialty food importer headquartered near Chicago. He asked one author, somewhat sarcastically we suspect, ‘‘How do I get skilled, motivated, loyal people that I can also get rid of easily if they don’t work out . . . or if my orders drop?’’ The |
| Databáze: | OpenAIRE |
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