Search Results (8)

From the perspective of the talent supply chain, this paper employs evolutionary game theory to study the decision-making behaviors of university graduates’ employment-related participants, establishes a tripartite evolutionary game model of enterprises, graduates, and universities based on prospect theory, and analyzes the main factors affecting the system game strategy by combining numerical simulation. The evolutionary game theory is a theory that integrates game theory with the analysis of dynamic evolutionary processes, studying the strategy selection and dynamic equilibrium of bounded rational participants in complex environments. The findings are as follows: (1) The decision-makers influence and promote each other, and universities play a very important role in promoting the employment of graduates. (2) In the case of random initial probability, when the additional profit of each decision-maker is greater than their cost, enterprises, graduates, and universities can realize the ideal model of “recruitment, participation in recruitment, active employment assistance”. The higher the initial probability, the faster the system reaches a steady state. (3) Enhancing the risk perception of enterprises, graduates, and universities has a dual effect on the employment ecosystem. (4) The behavioral strategies of enterprises, graduates, and universities are affected by many factors, such as the initial probability, loss aversion degree, profit and loss sensitivity degree, talent loss risk, cost, and unemployment risk. Full article

To enhance the effectiveness of supply chain talent education, higher education institutions and other organisations have started to develop and use Massive Open Online Courses (MOOCs) in their training programs. However, the problem is that the design and delivery of supply chain management MOOCs can be inappropriately presented and, thus, ineffective, especially for educational teams with fewer teaching experiences of MOOCs. This eventually makes it hard for the students’ learning outcomes to meet the industrial requirements of supply chain experts. Motivated by such a problem, this paper aims to improve the design and delivery of supply chain management MOOCs to enhance student learning outcomes. To achieve this goal, the research method adopted in this paper is to analyse online reviews in a widely-used Chinese MOOC platform with a novel TOPSIS-CoCoSo approach, aiming to identify the barriers to supply chain management MOOCs and their potential solutions. The results of this study show that 16 barriers to MOOCs are identified from the online reviews and then ranked based on their severity of reducing learning outcomes. The perceptions of the severity of the barriers to students and lecturers are compared, and the solutions to the barriers are then discussed. In addition, our comparison indicates that although students and lecturers have similar perceptions of severity for the majority of the barriers, they have significant disagreements on certain barriers. The significance of this study is that it can inform lecturers in supply chain management or relevant disciplines to better design and deliver their MOOC content, as well as contribute to the existing literature by providing new methodological tools for educational analysis. Also, this study highlights the necessity of comparative study in the MOOC online review analysis. Full article

With the growing awareness of Corporate Social Responsibility (CSR), increasingly more companies are becoming aware that business cannot be limited to just maximizing stakeholders’ profit. An enterprise should include social responsibility to protect the environment and develop people’s talents. Maintaining business competitive power and sustainability while bringing contributions to society has become the new corporate performance target. In Taiwan, the hi-tech industry is an important economics index. Although some hi-tech companies have executed CSR, many of them have not. The reason is mainly due to not knowing how to begin executing CSR or they do not know the proper strategy. This study used the hi-tech industry as the sample for a Decision-Making Trial and Evaluation Laboratory (DEMATEL) to analyze the CSR key factors and strategy. The result confirms that business leaders should start from the “Environment” and focus on “building a green supply chain”, “protecting stakeholders’ rights and interests” and “building enterprise CSR culture” as the strategy to execute CSR. Full article

Considering the problem of risk diffusion in increasingly complex supply chain networks, we propose using the supply chain risk diffusion model, under the hypernetwork vision, to study the influence of certain factors on risk diffusion, including the herd mentality, self-vigilance, talent recruitment, and enterprise management. First of all, the state transition probability tree is constructed to represent the state transition of each enterprise, then the Microscopic Markov Chain Approach (MMCA) is used to analyze the scale of risk spread, and the diffusion threshold of risk is discussed. We find that the herd mentality, self-vigilance, talent recruitment, and enterprise management will effectively curb the spread of risks. Directly recruiting talents and strengthening enterprise management is more effective than increasing vigilance. This study helps professionals to understand the mechanism of risk diffusion, and it provides effective suggestions on how to suppress risk diffusion in the real world. Full article

In the article, a new phenomenon of global logistification provides a context for presenting the newest trends in the development of HR management and its role in logistics. The new trends include a growing internationalization of firms, combined flows of capital, people and technical knowledge, and the issue of key logistics competences. Against this background, the article describes a new model of the HR management function in logistics. The aim is to find the relationship between designing and delivering the personnel function in a firm and the effectiveness of logistics management. The key aspects of the personnel function management include talent and competencies management, personnel risk management, and employer branding. These HR practices are explored to determine attributes of the personnel function, and to describe challenges of the proactive human resource management in logistics. The article continues with a presentation of the results of empirical studies conducted in the period 2017–2018 of 236 large, medium-sized, and small Polish firms. As the primary methods, the research used a diagnostic survey, a questionnaire, and the statistical method of factor analysis. The second part of the article presents an original model of the personnel function in logistics management, with regard to the specificity of Polish firms. The findings based on the study results refer to both the present and future status of HR management in logistics. The main findings of the studies acknowledge the influence of all-embracing logistification on the volumes and structure of knowledge transfer in supply chains, and reveal a growing decentralization of HR management in large and medium-sized companies, resulting in an imbalance between the levels of personnel function implementation in large and medium-sized companies, compared with small firms. Full article

This paper sought to extend the existing talent management literature through an exploratory investigation of talent loss resulting from the possible departure of talented employees from the procurement function of hotels. Through a multiple case study of five organizations in the hospitality industry, we found that the departure of talented procurement managers disrupts supply chain operations and leads to a loss of valuable explicit, tacit, and relational knowledge. Procurement managers were found to hold critical skills and knowledge that are essential for the case organizations. Hence, more proactive management strategies were adopted. Managers seeking to minimize the negative impact of talent loss in the procurement function would be well-advised to treat this procurement function as a strategic one and to adopt proactive and documented management strategies. Firms should be aware of the type of important knowledge and of the importance of aligning their strategies with such knowledge. To retain relational knowledge in case of talent loss, strategies should be designed to reduce the firm’s reliance on personal contacts and emotion-based trust in supplier relationships. We concluded the paper with implications for future research and managerial practice for managing talent loss, with an emphasis on sustainability in the hospitality industry. Full article

While executives emphasize that human resources (HR) are a firm’s biggest asset, the level of research attention devoted to planning talent pipelines for complex global organizational environments does not reflect this emphasis. Numerous challenges exist in establishing human resource management strategies aligned with strategic operations planning and growth strategies. We generalize the problem of managing talent from a supply–demand standpoint through a resource acquisition lens, to an industrial business case where an organization recruits for multiple roles given a limited pool of potential candidates acquired through a limited number of recruiting channels. In this context, we develop an innovative analytical model in a stochastic environment to assist managers with talent planning in their organizations. We apply supply chain concepts to the problem, whereby individuals with specific competencies are treated as unique products. We first develop a multi-period mixed integer nonlinear programming model and then exploit chance-constrained programming to a linearized instance of the model to handle stochastic parameters, which follow any arbitrary distribution functions. Next, we use an empirical study to validate the model with a large global manufacturing company, and demonstrate how the proposed model can effectively manage talents in a practical context. A stochastic analysis on the implemented case study reveals that a reasonable improvement is derived from incorporating randomness into the problem. Full article

Companies understand the importance of monitoring and managing their environmental impacts and aim to integrate, with consistent quality control, effective reduce-reuse-recycle programs and risk preventions. By building an integrated sustainable business and development system to meet certain environmental standards, many companies are eligible to be “green” certified. Companies may consider recognizing global visions on sustainability while implementing local best practices. An integrated sustainable business and development system includes talent management, sustainable supply chain, practicing strategies of leveraging resources effectively, implementing social responsibilities, initiating innovative programs of recycling, reducing, and reusing, advancing leaders’ perceptions towards sustainability, reducing innovation barriers, and engaging sustainable practices strategically. Full article