The operation of internal labor markets: staffing practices and vacancy chains
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | German |
| Veröffentlicht: |
New York u.a.
Plenum Press
1995
|
| Ausgabe: | 1. [print.] |
| Schriftenreihe: | Plenum studies in work and industry
|
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XVI, 353 S. graph. Darst. |
| ISBN: | 0306450461 |
Internformat
MARC
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| 300 | |a XVI, 353 S. |b graph. Darst. | ||
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| 650 | 4 | |a Compensation management | |
| 650 | 4 | |a Employee selection | |
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Datensatz im Suchindex
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|---|---|
| adam_text | Contents
PART I. AN INTRODUCTION TO INTERNAL LABOR MARKETS
Chapter 1
The Operation of Internal Labor Markets: Staffing Practices and Vacancy
Chains 3
Introduction 3
Views of Internal Labor Markets at the Employment System Level 5
Mobility Clusters and Vacancy Chain Perspectives 6
Staffing Decision and Action Perspectives 7
A Reader s Guide 8
Internal Labor Markets 10
A Model of Internal Labor Market Elements and Consequences 10
Origins and Functions of Internal Labor Markets 13
Methodological Implications 16
Mobility Clusters and Vacancy Chains 18
Staffing Practices 21
Plan of This Book 26
Chapter 2
ForestCo: Frame for an Internal Labor Market 29
Introduction 29
An Overview of ForestCo Today 30
Origins and Traditions 30
The Imprint of the Founder 31
Evolution of a Modern Corporation 34
Discontinuity, Catastrophe, and Trauma 35
Recovery and Renewal 37
The Administrative Frame for ForestCo s Internal Labor Market 38
Administrative Structures 39
Geographical Separation 40
Personnel and Salary Administration 41
xi
xjj Contents
ForestCo s Policies and Procedures 43
Adjustments of Policies to Suit Circumstances 45
Data Collection 46
A Statistical Portrait of ForestCo s Internal Labor Market 48
Employee Stocks and Flows 48
Relative Rates of Employee Flows 51
Inferences Regarding Vacancy Chains 53
ForestCo s Internal Labor Market from the Perspective of an Employment
System Level 55
Appendix: The Founder s Human Relations Management Prescriptions for
Business Success 56
PART II. VACANCY CHAIN PERSPECTIVES
ON INTERNAL LABOR MARKETS
Chapter 3
Vacancy Chains as Bundles of Staffing Actions 61
Introduction 61
An Ideal Type Vacancy Chain 62
A Statistical Analysis of ForestCo s Vacancy Chains 65
Descriptions of Two Sampling Procedures 65
Vacancy Chain Length as Number of Employee Moves 66
Hierarchical Origin 68
Terminating Salary Grades 71
Hierarchical Span between Origin and Termination 72
Average Size of Each Move 74
Summary of the Statistical Analysis of ForestCo s Chains 75
Chapter 4
Minimal Vacancy Chains 79
Introduction 79
Single Staffing Actions 80
Objective Descriptions of Single Staffing Actions 80
Market versus Administered Aspects of Single Staffing Actions 81
Organizational Change 88
Summary of Single Staffing Actions 89
Single Link Staffing Actions: Two Move Vacancy Chains 90
Distribution of Two Move Vacancy Chains by Hierarchical Level 91
Classification of Two Move Vacancy Chains by Originating Cause 92
Anticipated and Unanticipated Vacancies 93
New Positions and Organizational Change 94
Classification of Two Move Vacancy Chains by Terminating Cause 97
Classification of Two Move Vacancy Chains by Originating and Terminating
Causes 98
Contents xiii
Market versus Administered Aspects of Two Move Vacancy Chains 100
Summary and Review of Minimal Vacancy Chains 102
Chapter 5
Medium Length Vacancy Chains 105
Introduction 105
Three Move Vacancy Chains 106
Reasons for Originating and Terminating Three Move Vacancy Chains 107
A Method of Diagramming Vacancy Chains 108
Flexibility and Interdependence of Persons and Positions 110
The Effects of Context: Strategic Staffing Ill
Staffing Choice as Responses to Demands for Change 112
Vacancy Chains, Choice Opportunities, and General Management 116
Review of Three Move Vacancy Chains 120
Four and Five Move Vacancy Chains 121
Finding and Developing First and Second Line Supervisors 121
Sales: Administered Lines of Progression 126
Strategic Staffing 130
Reorganizing Managerial Persons and Positions 134
Review of Four and Five Move Vacancy Chains 136
Chapter 6
Long Vacancy Chains 139
Introduction 139
Long Vacancy Chains: Illustration 1 141
Background Information 141
Simple Description of Vacancy Chain 1 142
Situational and Contextual Factors 142
One Vacancy Chain, Two Approaches to Staffing 148
Long Vacancy Chains: Illustration 2 149
Background and Context 149
Competition for Development and Advancement 152
Developing Nontechnical Requirements for Advancement 153
Organizational Obligations to Employees 154
Two Vacancy Chains, One Occupation, and Two Modes of Development 155
Long Vacancy Chains: Illustration 3 156
Initiation of the Vacancy Chain 156
Competition for Scarce Development Opportunities 157
Mixing Developmental Opportunities with Adjustments in Operating Style ... 157
Competition for Entry into Professional Lines of Progression 160
Review of Long Vacancy Chains 160
Review of Part II 163
xjv Contents
PART III. STAFFING ACTION PERSPECTIVES
ON INTERNAL LABOR MARKETS
Chapter 7
Staffing Practices as Internal Labor Market Processes: Internal Labor Markets
as Contexts for Staffing 173
Introduction 173
The Effects of Organizational History on Staffing 174
The Experience of the Recession in the Early 1980s 174
Critical Reactions to Vacancies 175
Organizational Demography: Mobility, Training, and Motivation 176
The Effects of History on Current Staffing 179
The Effects of the Recession on Managerial Values 180
The Effects of Regionalization on Staffing Practices 182
Choice of Selection Systems 183
Internal Searches: Posting versus Administrative Appointments 188
Positive Functions of Posting 190
Conditional Choices among Selection Systems 191
Standards of Performance and Searching Outside the Firm s Internal Labor
Market 195
Summary 200
Chapter 8
Staffing as an Administered Process 203
Introduction 203
Administered Staffing as Uncertainty Reduction 204
Administered Appointments, Skill Development, and Employee Motivation .. 206
Lines of Progression 207
Formal, Well Established Lines of Progression 208
Quasi Formal Lines of Progression 210
Implicit Lines of Progression 211
Knowledge of Jobs 213
Fine Tuning of Organizational Roles 214
Additional Jobs 215
Reorganizations 216
Knowledge of Candidates 217
Prior Experience as Relief for Predecessor 217
Direct Contact 219
Indirect Knowledge and Recommendations 220
Summary 222
Chapter 9
Organizational Staffing and the Posting Process 225
Introduction 225
A Stereotypical Posting Process 227
Contents xv
The Functions of the Posting Process 228
Posting as Opportunity 228
Potential Drawbacks to the Widening of Opportunity 229
Responsibilities, Requirements, and Obligations 230
The Posting Process 232
Initial Reaction to a Vacancy 232
Position Posting: Who Applies and Who is Considered? 234
Prescreening Candidates and Preparing the Shortlist 238
The Selection Interview 240
Rational Decision Analysis 240
Managerial Evaluations of Rational Selection Procedures 241
Panel Interviews 243
Rationalization/Confirmation of Judgment 247
Summary 248
Chapter 10
Criteria Used to Evaluate Different Candidates 251
Introduction 251
Candidate Characteristics and Past History 255
An Illustration of Candidate Characteristics 255
Experience as a Generic Construct with Specific Application 256
Length of Service and Past Experience as a Guide to Future Performance .... 259
Age Related Norms as Staffing Guidelines 260
Managing Lines of Progression 262
Managing for Both Mobility and Stability 262
Advancement Potential and Mobility along Lines of Progression 263
Time in Rank and Time in Previous Position 265
Assignments as Rewards for Past Service 266
Contextual Features of Staffing Assignments 267
Enduring Dispositional Attributes 268
Matching Team, Group, and Interpersonal Requirements 269
Community and Family Considerations 271
Gender and Sexual Stereotyping 273
Summary 276
Chapter 11
Postselection Considerations of Staffing 279
Introduction 279
Assessments of Risks Associated with Staffing 281
Personal Fears and Corporate Reputations 281
Potential Disruptions in Organizational Performance 284
Career and Well Being of the Selected Candidate 284
Consequences for Candidates Not Chosen 286
Rationales for Reduced Responsibility 288
The Interdependence of Training and Staffing 291
Managerial Actions to Facilitate Employee Development 294
xvi Contents
Familiarizing New Appointees in New Jobs 295
Development beyond Initial Familiarization 295
Managing Moves for On the Job Development 298
The Desired Outcomes of Development 300
Summary 302
Review of Part HI 305
PART IV. SUMMARY AND REVIEW
Chapter 12
The Operation of Internal Labor Markets: Summary and Review 313
Introduction 313
A Model of Internal Labor Market Operation 316
Internal Labor Market Antecedents 316
Managerial Discretion 316
Limited Ports of Entry 321
Job Udders 322
Criteria for Promotion and Cutbacks 323
Compensation System 326
Internal Labor Market Outcomes 327
Training of Generic, Occupational, and Job Specific Skills 327
Employee Motivation 329
Job Security 331
Patterns of Intra and Interfirm Mobility 332
Staffing Actions 333
Future Directions 337
References 343
Index 349
|
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| discipline | Wirtschaftswissenschaften |
| edition | 1. [print.] |
| format | Book |
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| indexdate | 2024-07-09T17:53:32Z |
| institution | BVB |
| isbn | 0306450461 |
| language | German |
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| spelling | Pinfield, Lawrence T. Verfasser aut The operation of internal labor markets staffing practices and vacancy chains Lawrence T. Pinfield 1. [print.] New York u.a. Plenum Press 1995 XVI, 353 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier Plenum studies in work and industry Emploi - Prévision ram Main-d'uvre - Planification Personeelsmanagement gtt Personeelsplanning gtt Personeelsselectie gtt Personeelswerving gtt Personnel - Direction Personnel - Direction ram Personnel - Formation Personnel - Formation ram Personnel - Sélection Personnel - Sélection ram Promotion ram Promotions Promotions ram Salaires - Gestion Salaires - Gestion ram Compensation management Employee selection Employees Training of Job postings Manpower planning Personnel management Betriebsinterner Arbeitsmarkt (DE-588)4196933-9 gnd rswk-swf Internationaler Arbeitsmarkt (DE-588)4501977-0 gnd rswk-swf Personalausstattung (DE-588)4377823-9 gnd rswk-swf Offene Stelle (DE-588)4172485-9 gnd rswk-swf Internationaler Arbeitsmarkt (DE-588)4501977-0 s DE-604 Betriebsinterner Arbeitsmarkt (DE-588)4196933-9 s Personalausstattung (DE-588)4377823-9 s Offene Stelle (DE-588)4172485-9 s HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=006996640&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Pinfield, Lawrence T. The operation of internal labor markets staffing practices and vacancy chains Emploi - Prévision ram Main-d'uvre - Planification Personeelsmanagement gtt Personeelsplanning gtt Personeelsselectie gtt Personeelswerving gtt Personnel - Direction Personnel - Direction ram Personnel - Formation Personnel - Formation ram Personnel - Sélection Personnel - Sélection ram Promotion ram Promotions Promotions ram Salaires - Gestion Salaires - Gestion ram Compensation management Employee selection Employees Training of Job postings Manpower planning Personnel management Betriebsinterner Arbeitsmarkt (DE-588)4196933-9 gnd Internationaler Arbeitsmarkt (DE-588)4501977-0 gnd Personalausstattung (DE-588)4377823-9 gnd Offene Stelle (DE-588)4172485-9 gnd |
| subject_GND | (DE-588)4196933-9 (DE-588)4501977-0 (DE-588)4377823-9 (DE-588)4172485-9 |
| title | The operation of internal labor markets staffing practices and vacancy chains |
| title_auth | The operation of internal labor markets staffing practices and vacancy chains |
| title_exact_search | The operation of internal labor markets staffing practices and vacancy chains |
| title_full | The operation of internal labor markets staffing practices and vacancy chains Lawrence T. Pinfield |
| title_fullStr | The operation of internal labor markets staffing practices and vacancy chains Lawrence T. Pinfield |
| title_full_unstemmed | The operation of internal labor markets staffing practices and vacancy chains Lawrence T. Pinfield |
| title_short | The operation of internal labor markets |
| title_sort | the operation of internal labor markets staffing practices and vacancy chains |
| title_sub | staffing practices and vacancy chains |
| topic | Emploi - Prévision ram Main-d'uvre - Planification Personeelsmanagement gtt Personeelsplanning gtt Personeelsselectie gtt Personeelswerving gtt Personnel - Direction Personnel - Direction ram Personnel - Formation Personnel - Formation ram Personnel - Sélection Personnel - Sélection ram Promotion ram Promotions Promotions ram Salaires - Gestion Salaires - Gestion ram Compensation management Employee selection Employees Training of Job postings Manpower planning Personnel management Betriebsinterner Arbeitsmarkt (DE-588)4196933-9 gnd Internationaler Arbeitsmarkt (DE-588)4501977-0 gnd Personalausstattung (DE-588)4377823-9 gnd Offene Stelle (DE-588)4172485-9 gnd |
| topic_facet | Emploi - Prévision Main-d'uvre - Planification Personeelsmanagement Personeelsplanning Personeelsselectie Personeelswerving Personnel - Direction Personnel - Formation Personnel - Sélection Promotion Promotions Salaires - Gestion Compensation management Employee selection Employees Training of Job postings Manpower planning Personnel management Betriebsinterner Arbeitsmarkt Internationaler Arbeitsmarkt Personalausstattung Offene Stelle |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=006996640&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| work_keys_str_mv | AT pinfieldlawrencet theoperationofinternallabormarketsstaffingpracticesandvacancychains |