Browsing by Subject "Human resource management"
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Item Restricted Companies' development in human resources in terms of facilitating the recruitment process through social media platform(2018) Garg, Ritam; Wagner, Evamaria; Faculty of Business Administration; Berlin International University of Applied Sciences"Permanent changes and improvements in technology entail crucial impacts on organizations, including the development of human resources by using social media platforms for recruitment. Nowadays, to reach and attract top talents, social recruitment is getting even more important for companies. This study examines the reasons encouraging its usage, analyzes in which extent and how companies implement it and discusses recent and future trends as well as risks and advantages of social recruitment. The research is qualitative and based on secondary data comprising diverse conducted surveys that display the scope of social recruitment usage by hiring managers and human resources professionals as well as successful accomplishments of various companies. Main findings show that companies focus on multiple approaches, such as enhancing the branding and reputation represented online, to attract talents, and benefit from the extension of networks as well as the ability to identify candidates, including passive ones and those living in other countries, faster and more cost-effectively through precise sourcing on social media platforms. Companies are also aware of major trends for future social recruitment, such as artificial intelligence or diversity, which already tend to be successfully performed by certain businesses. However, there are certain risks that come along, such as the insecurity of reliable information and the proper usage of personal data as well as the fact that not all skilled people are registered on these platforms. Thus, based on the major results of the study and referring back to the literature review, relevant recommendations for companies and recruiters, including the enhancement and extension of the social recruitment strategy in a proper way to enable a beneficial development in companies' human resources, are elaborated. Keywords: social recruitment implementation, social media platforms, future trends, erecruitment, human resources."Item Restricted Consequences of global pandemic on workplace and HRM practices in digital start-up companies in Berlin(2021) Soroka, Timur; Mantel, Peter; Poljsak-Rosinski, Petra; bachelor thesis in Digital Business and ManagementThe Covid-19 pandemic has forced many governments worldwide to impose numerous restrictions. The impact of these restrictions also affected the organizational practised by requiring many employees to work remotely from home. This paper analyses the implications of Covid-19 crisis on digital/IT-related start-up companies. Digital professionals are accustomed to flexible working arrangements, but not all of them remotely and for a long continuing time. In total 20 written interviews were conducted. Ten among them with HR managers of the start-up companies in Berlin and other ten with employees of a medium-big internationally active IoT start-up also based in Berlin. Findings revealed that the main implication of Covid-19 crisis for HRM practises affected onboarding processes, followed by employee engagement activities, while performance evaluation and training practises were affected in a lesser degree. Due to virtual onboarding practises, it takes now more time to educate and introduce new hires to the company. Limited virtual engagement activities lead to lack of personal communication between employees and decrease sense of belonginess. On the other side, results have shown that employees are more productive, independent and focused on the job while in the home office. Overall, current study concludes that managing the remote work of digital professionals was not a significant challenge for HR managers in start-up companiesItem Metadata only Diversity management as a model for success : diversity as a success factor in strategic human resources work(2018) Gökcek, Sevilay; Garg, Ritam; Kang, Long; Faculty of Business Administration; Berlin International University of Applied Sciences"Diversity management applies on the one hand to image politics, sometimes to the fulfilment of social and moral obligations such as equal treatment of men and women, but now also increasingly to a business management instrument for the use of the resource "diversity". To what extent strategic approaches have been developed in companies, which measures are applied and which advantages or difficulties companies see associated with this concept is determined in an international comparison of studies and afterwards in a questionnaire study with a German company. The focus is on understanding and dealing with cultural diversity in Germany. [...] there is a pluralisation of society in which individuals and subgroups are increasingly emerging from the large homogeneous mass. [...] This heterogeneous range has an impact on the labour market and must be taken into account in the recruitment and deployment of workers. Now, however, the combination of the needs of the companies and the supply on the market will lead to a certain adaptation, which, however, has to be coordinated. Diversity management, which is presented below as a tool for using diversity as a resource, is a good way of doing this (cf. Knight et al., 1999). [...] The aim of this scientific elaboration is to generate comprehensive knowledge about diversity management as such, to be able to rationally weigh up opportunities and risks and to know the various options for action of the respective dimensions of diversity derived from this. In order to create the necessary knowledge base, the terms diversity and management are discussed. Based on this, the opportunities and risks of companies involved in implementing diversity management are presented. In conclusion, the findings are summarized, followed by a critical analysis of the assignment. Finally, an outlook on possible changes is given. In order to test the theory in practice, a case study of the company DTP is presented."Item Restricted Talent retention within ecommerce industry in times of organizational change(2020) Almeida, Vitor; Artinger, Florian M; Mantel, Peter; bachelor thesis in Business Administration"Talent retention currently is a very important aspect in today's organizations. To maintain relevant talent within its boundaries is something crucial for the institutions, due to several different reasons, in order to prosper in the market that it operates. Taking to the eCommerce industry, this is an even more delicate topic, as skilled-labor force is scarce and the need for retention is beyond valuable. To the scenario of change, retention becomes a greater challenge. This article utilizes an interview study involving professionals in the industry in order to analyze the importance, impacts and how different strategies are applied in order to retain talent within the organizations. Continuing previous research, this study highlights the importance of talent management, the use of digitalization in order to boost positive outcomes and means to update previous research to the modern scenario. Furthermore, a model is developed to facilitate the comprehension of impacts of organizational change within the industry and known strategies of talent retention, as well as the idea of change enablers, which is a concept that facilitates handling the change and retention aspects so that transitions are gone through with ease. In this sense, this study aims to clarify aspects of talent retention within the eCommerce industry, in times of organizational change."Item Restricted Women in leadership positions : quota system(2019) Garg, Ritam; Wagner, Evamaria; Faculty of Business Administration; Berlin International University of Applied Sciences"Women are much less likely to be in leadership positions than men, although the education and school careers of both sexes are almost identical. Now the question arises as to why, despite equal or similar qualifications of women and men, there is inequality in leadership positions. Is it the stereotypes that say that women are often against a career and prefer a family planning, which often leads to disruptions in the career path? [...] Which role does the 'glass ceiling' play? These questions will be discussed in more detail in the following work and will be edited by using various sources. This Bachelor Thesis examines the problem of the discrimination against women in getting to Leadership Positions. Many aspects are assessed more closely, with a focus on two building blocks, Quota System in general and Germany with the introduction of the quota system. Based on the research question, data is collected and discussed at the end. Thereby the paper is divided into six parts. At the beginning there is an overview of the quota system and the female quota in general and then in relation to Germany. Is it necessary to introduce a quota system -- who benefits from it and to whom could it harm? This is followed by important personnel selection issues, which explain why there are more men in leadership positions than women. Next, the styles of leadership are discussed to determine if gender based differences exist. The last section is the empirical part. In this part, the survey about 'Women in Leadership Positions - Quota System' will be discussed and then the results are presented. The survey deals with the topic of the quota system, and the situation of having more men in leadership positions than women. Subsequently, the elaborated theories are summarized using the survey results, which is completed with a conclusion."