Tag Archives: HRM

Call for Papers: Ageing Societies: Comparing HRM Responses to the Career Expectations of Older Employees in Germany and Japan

Special Issue
Ageing Societies: Comparing HRM Responses to the Career Expectations of Older Employees in Germany and Japan

Keith Jackson, SOAS, University of London and Doshisha University, Japan
Philippe Debroux, Soka University and Chuo University, Japan

The emerging demographic context for the research and practice of human resource management (HRM) is unprecedented. Demographic shift in the form of ‘ageing societies’ has become recognised among academics and policy-makers as a growing economic challenge to organisations globally and to those operating from within so-called ‘developed’ economies in particular. Whereas some emerging economies and, by extension, some nationally-defined labour markets such as Turkey and Indonesia are experiencing rapid population growth and lower average ages among their populations, others such as Germany and Japan are experiencing a sharp fall in indigenous birth rates and simultaneously a rapidly ageing working population. In short, demographic shift in the form of ageing societies has become a key challenge to HRM policy-makers and practitioners across organisational, sectoral, regional, and national boundaries.

In this Special Issue we focus attention on two leading global economies, each giving context to historically comparable HRM systems: Germany and Japan. Each nationally defined system is under pressure to maintain equilibrium by seeking alternative working conditions or end-of-career pathways for older employees. At the national level, the response in each case might translate into policies for targeted immigration, increasing employment and career opportunities for women, or the raising of retirement ages in certain sectors. At an organisational level, HRM responses might become manifest in the re-negotiation of company pension and other compensation and benefit systems or the re-designing of work conditions and / or career pathways for older employees.

The emerging situation is both dynamic and, as stated previously, unprecedented. Consequently, organisations in both Germany and Japan are under pressure to formulate and implement innovative HRM strategies in response to the opportunities and threats to productivity that current global demographic trends are creating.

Call for Contributions
In the broader demographic context of ‘ageing societies’, this Management Revue Special Issue represents an attempt to identify and compare patterns of responses among HRM practitioners and policy-makers in German and Japanese organisations operating and competing across a range of business sectors. For the purpose of continuity across contributions we interpret ‘ageing societies’ as segments of nationally defined labour markets comprising current or potential employees at the age of fifty and over. In the specific context of markets for employment and career development so defined in Germany and Japan, we are looking for contributions on the following themes:

  • Responding to the employment and career expectations of employees aged fifty and over in the German manufacturing sector
  • Responding to the employment and career expectations of employees aged fifty and over in the Japanese manufacturing sector
  • Responding to the employment and career expectations of employees aged fifty and over in German public sector organisations
  • Responding to the employment and career expectations of employees aged fifty and over in Japanese public sector organisations
  • Responding to the employment and career expectations of employees aged fifty and over in German service sector organisations
  • Responding to the employment and career expectations of employees aged fifty and over in Japanese service sector organisations

The Editors also welcome expressions of interest from potential contributors offering to write on themes that connect generally with those specified above.

The Editors especially welcome contributions in the form of joint collaborations between German and Japanese HRM researchers and practitioners.

Final contributions will be around 5,000 words in length.

The Editors undertake to provide full editorial support to contributors who are relatively new to preparing contributions for publication in a quality management journal through the medium of international English: initial offers to contribute can be submitted in English, German or Japanese.

Regardless of each contributor’s language of preference, the Editors undertake to engage all contributors in a cross-national dialogue that should both strengthen the cohesion of the discussion across contributions and establish a global network of HRM scholars and practitioners that endures beyond the publication of this Special Issue.

Full papers for this Special Edition of ‘Management Revue’ must be with the editors by February 28th, 2015. All submissions will be subject to a double blind review process. Please submit your papers electronically via the online submission system at http://www.management-revue.org/submission/ ‘SI Ageing Societies – HRM’ as article section.

Hoping to hear from you!

Keith Jackson, SOAS, University of London and Doshisha University, Japan
Philippe Debroux, Soka University and Chuo University, Japan

Call for Papers: Sustainable HRM and Human Factors for Innovation

Call for Papers

Sustainable HRM and Human Factors for Innovation

15th Annual EURAM Conference, Track Sustainable HRM 
17.-20.6.2015; Warsaw

Ina Ehnert; Sugumar Mariappanadar; Klaus Zink; Andrew Imada

Organizational strategies that rely on technology to gain competitive advantage are dependent upon successfully integrating humans into the solution. This track focusses on research that deals with human factors (HF) and human resource management (HRM) to harmonize human, social, ecological, and economic resources to realize competitive and sustainable success.

The objective of this track is to encourage work on Sustainable HRM and to increase our understanding of the role of HF/HRM in developing more sustainable business organisations. Consequently we call for full papers that provide new theoretical perspectives on and/or empirical insights into HF/HRM and Sustainable Development.

Deadline for submission of full papers: 13.1.2015

Further Information

Anderson School: Assistant Professor in Organizational Behavior/HRM and Assistant Professor in Strategic Management

The Anderson School of Management at the University of New Mexico has an opportunity to add two positions, one an Assistant Professor in Organizational Behavior/Human Resources Management and the other an Assistant Professor in Strategic Management to start in August 2014 pending budgetary approval.

The Anderson School is AACSB accredited. Its management programs enroll approximately 1000 undergraduate students and 500 graduate students. The School emphasizes collaborative student interaction, active adult learning, team experiences, and scholarship that draws upon a variety of methodologies and subject areas. New Mexico is an ethnically diverse state with a rich cultural heritage. The University of New Mexico seeks a diverse faculty who can contribute to the University’s mission and

Minimum qualifications: Applicants must: a) have a Ph.D. or be a doctoral student in the candidacy phase in Organizational Behavior, Human Resources Management, or Strategic Management or related fields by August 15, 2014; b) provide evidence or promise of a significant program of research and scholarship; c) teaching experience related to Organizational Behavior, Human Resources Management or Strategic Management and/or in closely related fields.

Preference will be given to candidates with:

  • A strong research record and research interests that are open to investigating academic questions that draw upon a variety of paradigms and methodologies;
  • Excellence or potential for excellence in teaching and in developing innovative learning methods;
  • Primary interest in teaching in organizational behavior, human resources management, or strategic management;
  • Compatibility with current departmental and interdisciplinary teaching and research needs; and
  • Evidence or potential for excellence in working with multicultural constituencies.

Interested and qualified candidates must submit:

1) a letter describing your interest in joining the Anderson School faculty and your qualifications for the position (see Minimum Qualifications and Preferences above);

2) a current vita;

3) evidence of research and teaching effectiveness including sample articles/publications and sample instructor evaluations; and

4) the contact information of at least three references – including phone numbers, email addresses, and mailing addresses.

For best consideration, complete applications must be received by September 15, 2013. The position will remain open until filled. All applications will be taken online at http://unmjobs.unm.edu. For the Organizational Behavior/Human Resources position please refer to Posting No. 0817814. The Strategic Management position will be posted upon budgetary approval. If you need assistance with your application, please visit: http://hr.unm.edu/abouthr/unmjobs.php#2. For other inquiries, please contact Jaye Francis, Department Administrator, at (505) 277-8889 or francis@mgt.unm.edu.

The University of New Mexico is an Equal Opportunity/Affirmative Action Employer and Educator.

University of Manitoba: Two tenure-track HR/OB positions

Applications are invited for two tenure-track positions in Human Resource Management (HRM) or Organizational Behavior (OB) in the I. H. Asper School of Business at the University of Manitoba. The appointment will be at the rank of Assistant or Associate Professor depending on experience and qualifications. The appointment start date is July 1, 2014. The budget for these positions has been approved.

Candidates must have completed or have nearly completed a Ph.D. or DBA in Human Resource Management, Organizational Behaviour, Industrial and Organizational Psychology, Industrial Relations, or a closely-related field. The position requires a strong research orientation and the candidate should have a strong record of publication or a promising research agenda in HRM or OB (commensurate with their experience). Candidates must also have teaching experience or interest in subareas of HRM (e.g., selection, recruitment, training, etc.) or OB (e.g., team processes, leadership, sustainability). Duties include research, teaching at the undergraduate and graduate levels, and professional service for the School, the University, and the community. The normal teaching load at the Asper school is four courses (e.g., 2 + 2). Salary is competitive and will depend on qualifications, experience as well as research and teaching record.

The I. H. Asper School of Business is the principal business school in the province of Manitoba and is accredited by AACSB. The School offers undergraduate, MBA, M.Sc. and PhD degrees. The Asper School is a research intensive institution comprised of approximately 54 full-time faculty members publishing in leading academic journals. Substantial research funding is provided to new faculty members as is a fully paid six month sabbatical after three years. The School is located in a modern facility overlooking the Red River. Visit the website of the Asper School of Business (www.umanitoba.ca/asper) to learn more.

The University of Manitoba is located in Winnipeg, a cosmopolitan city with a population over 700,000. Winnipeg is a culturally diverse community and is known for its variety of summer and winter festivals. The city has all the facilities of a major centre, but with the atmosphere of a smaller, friendlier city. It provides a high quality of life at modest expense and offers access to some of the most beautiful lake country and recreational facilities in North America. The public education system is excellent, and a wide variety of private schools are also available. For more information on the city of Winnipeg, visit www.destinationwinnipeg.ca.

The University of Manitoba encourages applications from qualified women and men, including members of visible minorities, Aboriginal peoples, and persons with disabilities. All qualified candidates are encouraged to apply; however, Canadians and permanent residents will be given priority.

Application materials should include: curriculum vitae, names and contact information for three references, a one-page statement of research interests, a one-page statement of teaching interests, and evidence of effective teaching if available (e.g., teaching ratings). A review of applications will begin on October 1, 2013. If you would like to be considered for a short interview at the Academy of Management conference, please submit your CV only by July 20, 2013.

Please address your application materials to:

Dr. Sandy Hershcovis, Chair

HR Search Committee
I.H. Asper School of Business
University of Manitoba
Winnipeg, Manitoba, Canada R3T 5V4
Tel.: (204) 474-9951

Please forward applications by email to Patti Tait.

Application materials, including letters of reference, will be handled in accordance with the protection of privacy provisions of the Freedom of Information and Protection of Privacy Act (Manitoba). Please note that curriculum vitas may be provided to participating members of the search process.

Universität Köln: Assistant Professorship in Personnel Economics and/or Human Resource Management

The Faculty of Management, Economics and Social Sciences at the University of Cologne seeks to appoint

Two Assistant Professorships (W1) in
Personnel Economics and/or Human Resource Management

Applicants should have a strong focus in quantitative research but also an interest in developing practical applications. Research can be based on various methodological approaches such as field or laboratory experiments, the analysis of field data, or formal economic models. We also welcome applicants from other related fields such as labor economics, applied
econometrics, (behavioral) microeconomics, organizational behavior, or psychology, who have a strong background in one of the research methods and show a convincing willingness to work on topics of personnel economics and HRM in the future.

Deadline for applications is 14th June 2013.

Further Information

WU Wien: wiss. Mitarbeiter/in (Human Resource Management)

The Institute for Human Resource Management is currently inviting applications for a 75 % (30 hours/week)

Teaching and Research Associate

position. This employee position will be limited to a period from March 15, 2013 (commencement date subject to change) until March 31, 2014. Responsibilities: The successful candidate will provide support to the HRM faculty in particular with the preparation of a research project (Sustainable HRM, ethics and spirituality). As German is the working language of the Institute, candidates who are not fluent in German, are expected to learn this language. Application materials can be submitted online until February 20, 2013.

Further Information

Call for Papers: Paradoxes and tensions in HRM

Call for papers for a workshop on:

Paradoxes and tensions in HRM:
Exploring the field and moving ahead
February 14-15 2013; University of Innsbruck/Austria

Currently, we observe a rising interest of HRM scholars in understanding the nature of tensions in the management of workforce. While the terms duality, paradox, ambiguity and tension are widely used in contemporary HRM research, the underlying concepts and theoretical assumptions are rarely explored systematically. In this workshop we seek to explore recent developments in studying tensions in HRM and theoretical perspectives that help to increase our understanding of tensions, their origin and dynamics in HRM, and how they can be dealt with. Deadline for abstract submission is November 15, 2013.

Further Information

Hull University Business School (HUBS): Professor of Organisational Behaviour/HRM

The Hull University Business School (HUBS) invites applications for a vacancy as a

Professor of Organisational Behaviour/HRM

Job Details
Providing leadership and direction within the business school, your experience and industry reputation will serve to enhance our profile on the global stage. You will also be expected to teach and share your knowledge with students at all levels within the department. In return, we will support your pursuit of further innovative, high-quality and profile-raising research. Committed to achieving our strategic ambitions, your aim will be to enhance our reputation for research-led learning and connected thinking. You will be expected to engage in a personal research programme of international quality that makes a significant contribution to the research strategy of the business school.

Deadline for applications is May 21th, 2011.

Further Information – Job Ad

Call for Papers: ILERA 2013

Call for Papers for the

10th European Conference
of the International Labour and Employment Relations Association
Amsterdam,  20 – 22 June 2013

The organizing committee invites you to submit abstracts for the 10th European ILERA Conference. Abstracts must be 350-500 words in length and can be submitted on the conference website as of 1 May 2012. Papers presented at the Conference will be organised around five broad tracks:

Track 1:     Industrial relations actors in a changing labour market
Track 2:     Europeanisation of social and employment policies
Track 3:     Public sector restructuring
Track 4:     New forms of regulation and governance
Track 5:     HRM and Social Innovation

Abstract submission deadline: 31 December 2012.

Further Information: Call for Papers, Tracks

Call for Papers: HRM and (Social) Innovation

Call for Papers for the HRM Study Group of the ILERA

“HRM and (Social) Innovation”
at the 16th World Congress of the International Labour and Employment Relations Association (ILERA),
Philadelphia, USA, 2 July – 5 July 2012

The HRM Study Group of the ILERA would like to explore the link between innovation (management) and human resource management and thus invites abstracts and papers on the above topic. Papers may utilise a range of methodologies to explore and to analyse the link between HRM and innovation.

The deadline for submissions is March 1, 2012.

Further Information