Human Resource Management
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As the next generation, Generation Z, enters the workforce, companies face a new set of challenges. Companies will now be composed of four distinct generations, each with different beliefs, values, and ambitions. It is critical for companies to understand the motivations and aspirations of Generation Z in order to effectively attract and retain them as a workforce. This study focuses on exploring the career incentives and priorities of female Generation Z business students to gain unique insights into their goals and preferred incentives. First, an understanding of generational cohorts, specifically Generation Z, is established. A literature review is then conducted to provide an overview of existing research on Generation Z's popular career incentives. Using a qualitative research design, the study is designed and performed.
Through qualitative research, including interviews, key findings emerged. A competitive salary, career development, and growth opportunities are crucial. Meaningful work, workplace culture, and teamwork opportunities are of extremely high importance in the decision-making process. Additional financial benefits, retirement plans, and social and environmental responsibility are somewhat important; health and wellness, paid time off, and more vacation days are not considered decision-relevant. while other incentives in between.
This study has important implications for employers seeking to create a work environment that meets the dynamic career goals of Generation Z female business students. With this research contribution, companies can more effectively attract and keep the talent of this part of Generation Z.
Today’s workplace is composed of three different generations, which are considered to be substantially different from each other. Popular press and academics defend that neglecting to address these differences can generate negative organizational outcomes. Therefore, there is a growing body of research recommending generational specific practices to minimize the effects of generational differences in organizations. Nevertheless, not every practice tends to be based on empirical evidence on generational differences, which raises doubts about its effectiveness. The goal of this paper is to propose reverse mentoring as a practice to help organizations understand and manage generational differences better. To achieve this goal, a summary of published secondary data on empirical evidence of generational differences in the workplace was gathered, and the findings were linked to the function/outcomes of reverse mentoring, which allowed for the practice to be recommended based on substantial empirical evidence. Moreover, primary qualitative research was gathered through interviews to support the findings. Despite the limitations encountered, reverse mentoring is proved to be a long-term beneficial tool to understand and manage generational differences in the workplace.
Successful employee retention remains one of the most critical issues in human resource management. Various retention strategies have been proposed, examined, and empirically tested for centuries to retain valued employees. This research proposes a psychological explanation on the effectiveness of so-called pay-to-quit incentives and hypothesizes that such anti-incentives might be more beneficial than traditional incentives with regards to employee retention. Cognitive Dissonance Theory, Prospect Theory, and Social Identity Theory help to illustrate the underlying psychological mechanisms of pay-to-quit incentives and their impact on choice, attitudes, cognitions, and behavior.
The demand for talents especially in technical jobs such as Software developers or IT experts has significantly increased within the last few years. Many companies try to face both, the challenges on the German labor market and the so called “War for Talents” for these professions through becoming more active in Recruitment.
The theoretical part shows some of the issues companies have to deal with and presents possible Active Recruiting approaches which could be implemented. In order to do so, it is necessary to gain job-specific insights directly from this target group. For this matter, data was collected from 41 IT and Software experts by means of an executed employee survey at IDS. This survey should, inter alia, find out which incentives are valued the most for selecting an employer. Furthermore it should give an overview about the activity of each respondent in Social Media and business-related platforms and whether the employees would be willing to help recruiting talents.
The objective of this empirical research is to develop recommendations for actions for IDS in order to make the Recruitment of IT and Software experts more efficient.
On the basis of the above it was identified, that the Recruiting requires the inclusion of the specialist departments. The expansion of relations- and recommendation Management from employees to potential applicants could represent a supportive tool. Furthermore, Active Sourcing applied as a strategic component should find a more intense use since many of the respondents are actively using business platforms.
Keywords:
Welche Tools und Methoden im Active Sourcing erleichtern die Besetzung von Engpassfunktionen und sind für den Bereich der Identifikation und Direktansprache geeignet?
Die Personalbeschaffung steht aufgrund verschiedener gesellschaftlicher Veränderungen, wie dem Fachkräftemangel oder dem demografischen Wandel, vor einer erheblichen Veränderung und fordert ein Umdenken seitens der Unternehmen. Kandidaten in Engpassfunktionen auf dem klassischen Weg durch z.B. Stellenanzeigen zu erreichen wird für Unternehmen immer schwerer. In aktuellen Diskussionen fällt dabei häufig der Begriff Active Sourcing als effiziente Methode der Personalbeschaffung. Active Sourcing beschreibt einen Prozess, der sich der Identifikation und Direktansprache externer Kandidaten widmet, welche auf dem Arbeitsmarkt stark nachgefragt sind. Das Ziel ist es dabei, diese durch persönlichen Kontakt langfristig an das Unternehmen zu binden, bis sie erfolgreich auf eine Vakanz vermittelt werden können.
Ziel dieser Arbeit ist es, die Eignung verschiedener Tools und Methoden hinsichtlich der Identifikation und Direktansprache von Engpassfunktionen festzustellen. Diese werden zuerst mittels Fachliteratur analysiert und anschließend anhand der Engpassfunktionen der Daimler AG diskutiert. Im Rahmen einer Nutzwertanalyse wird festgestellt, welche Suchmaschine für die Identifikation komplexer Profile am geeignetsten ist. Der Fokus liegt dabei auf dem Prozess des Online Active Sourcings. Das Ergebnis dieser Arbeit zeigt, dass die Eignung der Tools und Methoden für die Identifikation und Direktansprache von Engpassprofilen abhängig von den Nutzerstrukturen, Intentionen der Mitglieder für die Nutzung des Mediums sowie den differenzierenden Funktionsweisen ist. Es stellt sich außerdem heraus, dass mit Hilfe unterschiedlicher Methoden die Nutzung der Tools unterstützt werden kann. Im Rahmen der Nutzwertanalyse wird festgestellt, dass Google für die Identifikation von Engpassprofilen der Daimler AG die geeignetste Suchmaschine ist. Während die Tools für Active Sourcing am Markt stark auf die Identifikation und Direktansprache ausgerichtet sind, gibt es für das Relationship Mangement separate Anwendungen. Da dieses für einen erfolgreichen Active Sourcing Prozess jedoch eine ebenso wichtige Rolle spielt wie die Identifikation und Direktansprache, kann eine dahingehende Angleichung der Tools erwartet werden.
Hansgrohe SE will increasingly feel the consequences of the considerable decrease in the German labour force in the coming years. The company has therefore decided to approach the measure of recruiting labour from foreign countries to counteract the consequences already today. As a basis, information about the current situation in the German labour market and at Hansgrohe is provided. Moreover, this thesis proposes a way to analyse the potential of
highly skilled professionals in foreign labour markets and evaluate whether markets offer qualified professionals for specific occupations. The topic was initially approached by carrying out qualitative research within the company. By developing a funnel model that focuses on gathering an overview of a country’s stability and demographic patterns and analysing economic and educational variables, the groundwork for Hansgrohe in order to approach the process of international recruiting is established. The thesis outlines how an
assessment of foreign countries in terms of their availability of highly skilled professionals can happen by means of an example. The research results are used to derive recommendations for action, and an outlook on the future can act as a guide as the company continues to engage in this subject.
AI in recruiting is used more and more in recruiting and for the evaluation of job interviews. Research has focused mainly on companies' side of AI implementation in recruiting. However, changes in demographics also make it important to look at it from the viewpoint of candidates. This thesis aims to explain how the perception of AI-evaluated job interviews influences the intention to apply. A survey is used as a data collection method with a sample of 105 participants. The results revealed that the perception of AI-evaluated job interviews positively influences the intention to apply in terms of organizational attractiveness, while anxiety negatively influences the intention to apply. However, in general, the positive effect is stronger. Other factors such as trust, fairness, intrinsic motivation, and novelty have no significant effect on the intention to apply.
Die Besetzung von Schlüsselpositionen in der IT-Branche, erfordert durch den akuten Fachkräftemangel eine aktive Herangehensweise in der Personalbeschaffung. Für das Herausfiltern aktuell vakanter Schlüsselpositionen der IBsolution GmbH, wurde diesbezüglich eine Schlüsselfunktions-Engpass-Matrix erstellt. Die daraufhin definierte Zielgruppe, wurde mithilfe von Experteninterviews anschließend analysiert. Aufbauend darauf, ergaben sich bezüglich den Faktoren Vorbereiten, Finden und Gewinnen konkrete Handlungsempfehlungen. Die Steigerung der Recruiter IT-Affinität, die Integration der Fachbereiche, das Nutzen ausgewählter Online Plattformen und die zielgruppenspezifische Förderung der Arbeitgebermarke stellen dabei die wesentlichen Aspekte dar.
With the increasing popularity of the home office model and the limited exploration of associated stressors necessitate a comprehensive investigation of potential drawbacks. This thesis embarks on an investigation of how the home office paradigm can be leveraged to alleviate distress, nurture mental well-being. Specifically, it delves into an analysis of five prominent stressors inherent in the home office context, identifying effective strategies for mitigating each one adeptly. The data and research in this thesis are drawn from existing literature on the work concept. The findings underscore the substantial influence of these stressors on employees’ mental health and productivity. However, specific measures to mitigate these challenges are identified and thoroughly expounded upon. This research provides valuable insights into optimizing the home office environment and promoting the holistic well-being of employees.
Die Arbeitswelt wird zunehmend dynamischer und komplexer und was heute noch als neu gilt könnte morgen schon wieder veraltet sein. Im Rahmen dieser Ausarbeitung wird eine Bestandsaufnahme der drei Bereiche Führung-/Organisationstheorie, Digitaler Wandel und der Wertewandel erfasst und die aus jedem Bereich resultierenden Implikationen für Unternehmen und Führungskräfte ermittelt. Dabei wird in der Führungstheorie besonders der Ansatz der Ambidextrie-Führung betrachtet, dessen Modell der gleichzeitigen Ausrichtung eines Unternehmens auf explorative und exploitative Aktivitäten, in den letzten Jahren große Zustimmung erfahren hat. Um die praktische Umsetzung des theoretischen Konzepts der Ambidextrie-Führung untersuchen zu können wurden dabei die beiden Führungsstile der Transformationalen- und der Transaktionalen Führung auf die Aktivitätenfelder der Exploration und Exploitation übertragen. Damit Unternehmen und Führungskräfte einer ganzheitlichen Mitarbeiterführung nachgehen können und dadurch die wahrgenommene Qualität der Führung steigern ist ein holistisches Verständnis aller drei Bereiche notwendig.