Browsing by Author "Tyson, Shaun"

Now showing 1 - 11 of 11
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    An analysis of the use and success of online recruitment methods in the UK
    (Blackwell Publishing Ltd, 2008-07-01T00:00:00Z) Parry, Emma; Tyson, Shaun
    The use of online recruitment methods is now widespread among UK organisations, but has not dominated the recruitment market in the way that was predicted by the popular media. This may be because organisations experience mixed success in using online methods of recruitment. This paper reports on the use of a large scale, longitudinal survey of recruitment activity to investigate the usage and perceived success of both corporate and commercial websites by employers. In addition, twenty interviews with users and providers of online recruitment were conducted, in order to provide a deeper exploration of the factors that may affect the success of these methods. The results provide valuable insights into the use and success of online recruitment in the UK and have strong implications for practitioners.
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    A comparative analysis of multicultural perspectives on leadership competencies and organizational capabilities required for competitiveness in the 1990's
    (Cranfield University, 1992-12) Ready, Douglas A.; Tyson, Shaun
    This thesis considers three main arguments. -First, that managersfrom different cultural orientations tend to look at competitive, organizational and leadership challenges differently due to their cultural orientation or "mapping". Second, that even though it appears that, managers,, from various cultures may have different cultural maps, it is-possible to find a "muld cultural common ground" concerning the organizational capabilities and leadership competencies perceived as critical for competitiveness in the 90's. And third, that a perceived challenge facing senior managers in the 90's is managing the tensions and processps of transformation and change resulting from attempts to develop a shared meaning of the company's vision, balanced by an operating culture that encourages substantial differences in perspectives. The introduction provides a rationale for the importance of the topic and explores this researcher's interest in the subject. It also provides the foundation for definitions and operating terms for a number of the words or phrases that are used throughout the text. , The' review, of the literature examines both the general breadth of this researcher's reading program that served as preparation for the study, as well as a look at the works that served as important foundations for the focal points of this research. It also explains how the literature influenced the research methods. The thesis arguments provide the main questions that are examined in the research and includes the backgrounds and premises for selecting these arguments. The value and benefits of the research are also examined here. The research methodologies chapter details in depth the processes used to conduct the research, provides the linkages between the methods and the literature and explores the use of analytical tools and frameworks in the study of managerial perceptions. The results chapter presents the main findings of the research and explains how these findings support the thesis arguments. A subsequent discussion of these results, their linkage to the literature and an explanation of their meaning is discussed in the next chapter. Finally, the main lessons of the research, the value of the methodologies, the implications of the research for practicing managers and researchers and suggestions for additional research are explored in the conclusions. While the statistical procedures'are explained in great depth, many of the actual data tables and detailed findings, as well as the questionnaire used may be found in the appendices.
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    Desired goals and actual outcomes of e-HRM
    (Blackwell Publishing Ltd, 2011-07-01T00:00:00Z) Parry, Emma; Tyson, Shaun
    Much discussion exists in the academic literature about the potential goals of e-HRM, but few scholars have looked at whether these goals are actually realised and what factors have an impact on this. This study examined the goals stated by organisations for the introduction of e-HRM, whether these goals were actually achieved, and the factors affecting this through ten case studies with a range of UK organisations. The results demonstrated that e-HRM is introduced in order to improve efficiency, service delivery, standardization and organisational image, to empower managers and transform HR into a more strategic function. Efficiency, service delivery and standardisation goals were commonly realised. Some evidence of a transformational impact of e-HRM was found, as HR staff had more time and information to support the organisation in achieving its business strategy. However, no evidence was found of an actual increased involvement of HR in business decision making.
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    Discourses of HR: Towards an Emergent Model of HR Strategy Formulation and Implementation
    (Cranfield University, 2008-12) Barrett, E. A.; Tyson, Shaun
    This study uses a social constructivist epistemology and a compatible methodology to look at models of HR in three disparate organisational contexts: a British public sector organisation, an entrepreneurial European private sector company in high growth mode, and the Asian operation of the same company in the lead up to a major acquisition, providing an opportunity to examine an organisation in a time of considerable change and upheaval. The study originated in a dissatisfaction with the ability of current models of HR to explain the diversity of approaches to HR found in organisations, most notably theories of SHRM, best practice and best fit approaches and contextually based HR. It attempts to develop a new descriptive research model of HR which incorporates the discrete RBV and neo-institutional frameworks of HR into a flexible model which can explain the operation of HR in a variety of organisations. The social constructivist perspective allows the model to take a view of strategy formulation and implementation which gives weight to the profound influence of the actors on HR strategy and its deployment. The conclusion of this study is that a viable descriptive research model can be produced, which utilises contextually based HR as a diagnostic, but gives substantial weight to the influence of the organisational actors. Further research is, however, required in order to fully test the model and resolve several areas about which the projects in this study raised questions.
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    The Effects of National Business Systems on Human Resource and Payroll Administration – A Comparative Study of Germany and the
    (2003-06-01T00:00:00Z) Dickmann, Michael; Tyson, Shaun
    Organisations use an increasing number of national and international in-company shared service centres and outsourcing arrangements in the quest for efficiency improvements. A prime candidate for standardisation are administrative activities in which firms take advantage of the rapidly evolving information technology. This pull towards convergence is subject to a counter-force of national regulations, institutions and cultural factors that acts as a barrier to cross-border standardisation of administration. The administrative activities of the human resource and payroll functions are an important topic as most employees have predominantly transactional contact with these departments. Moreover, if the HR director fulfils the role of strategic business partner it is likely that in a time of increasing competition and economic difficulty the effectiveness and costs of administrative tasks become an area of attention.
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    How individual differences influence employees' experiences of major organisational change in a large UK insurance company
    (Cranfield University, 2002-05) Seery, Georgina; Tyson, Shaun
    This thesis examines employees' experiences of major organisational change, with an emphasis upon examining how the personality traits Neuroticism and Extraversion, and the personality disposition Work Locus of Control, influence these experiences. The perspective of employees, who are the main recipients of major change initiatives, is not well represented in the literature. Also, despite calls for research that addresses process and context, existing literature on the role of individual differences in relation to organisational change tends to be aprocessual and acontextual. The present research seeks to overcome these shortcomings by adopting a longitudinal, real-time, qualitative approach. The research elicited employees' perceptions of change as a major change programme unfolded, and examined emerging patterns of employees' experiences in relation to contextual and individual difference factors. The research presents a picture of organisational change as unpredictable and emergent. The research findings demonstrate that employees' experiences of change are varied and suggest that these experiences are influenced by many factors at the personal, group and organisational levels. The research shows that a change 'event' will elicit different types of feelings and responses from the same individual over time, as the event unfolds. Patterns of experience were found which suggested that personality factors, and combinations of these factors, influenced the way aspects of change were perceived by employees, and these perceptions appeared to influence employees' responses to change. The present research contributes towards the change management literature by confirming the view that change is 'messy', emergent and unpredictable, and by presenting evidence to show how employees contribute towards the emergent nature of this process. The research contributes towards the work psychology literature by adopting an approach that contextualises research participants' responses, and presents an account of change as an unfolding process. By focusing upon perceptions, the research is able to offer explanations of how individual differences might influence employees' experiences of major organisational change.
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    Managerial perceptions of the personal and career transitions of redundant executives and suvivors of redundancy
    (Cranfield University, 2000-08) Doherty, Noeleen; Tyson, Shaun; Muir, Helen
    Although redundancy became widespread in the late 2Wh century, research was lacking on the perceived impact of redundancy and redundancy management policies on the individual. During the 1980s redundancy became more prevalent for managerial populations and outplacement was used increasingly for redundant executives. Survey data gathered in 1990 indicated that, the practical nature of outplacement, and the help in overcoming personal and career transitions, were valued by redundant executives. Redundant executives were dissatisfied with the fact that outplacement did not always secure them a job. Another survey in 1992 identified the corporate rationale for outplacement policies. Perceived benefits included professional, objective help to facilitate the transition for redundant individuals and a potentially ameliorating effect on the survivors of redundancy. However, a survey in 1994 indicated that companies were more focussed on managing organisational needs than the personal or career transition issues of survivors. The research suggested that outplacement had become a normative HR policy response which may have been instrumental in setting new parameters for the psychological contracts of redundant executives, such as re-balancing work and non-work life, and reviewing commitment and attachment to a corporate entity. For the survivors of redundancy, a psychological contract based on a looser association appeared to be the corporate offer. As highlighted by the study of the employment deal for graduates in the mid 1990s, against the backdrop of large scale redundancy, companies were quite ekplicitly offering developmental opportunities rather than a career, even to those destined for senior management levels. These combined data signalled shifts in the employment relationship. This thesis describes and analyses some of the apparent ambiguities between theory and practice relating to redundancy management, and outcomes at the individual level. It seeks clarification through the development of a model of redundancy management.
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    'Peak' employers organizations: international attempts at transferring experience
    (Sage, 2006) Croucher, Richard; Tyson, Shaun; Wild, Alan
    Employers’ organizations’ central role in social dialogue at national and supra-national levels is advocated and supported by supranational institutions. Yet some of the organizations, particularly outside Western Europe, face considerable membership and revenue generation challenges. West European national employers’ organizations are used extensively as models of ‘best practice’ for their counterparts in the developing world and especially in Central and Eastern Europe. This article examines how far West European models can be used in this way. International data are analysed to suggest that Western European models should only be used as exemplars under strict conditions, as a more context-sensitive approach is required. Moreover, measures based on high levels of state support may threaten organizational independence.
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    A positive policy? Corporate perspectives on redundancy and outplacement
    (Emerald Group Publishing Limited, 1993-01-01T00:00:00Z) Doherty, Noeleen; Tyson, Shaun; Viney, Claire
    The management of the job-loss situation is becoming of central importance to top management and human resource executives in the current climate of redundancy. The current nature of severance packages and the provision of outplacement may be interpreted as a move towards normative practices within the policy making of many UK organizations. Reports on the results of a recent survey of over 600 UK organizations. The survey covered organizational perspectives on redundancies and the use of outplacement in the event of redundancy. The results indicated a change in corporate values in the 1990s. There appeared to be a move towards normative practices in the management of redundancy and in particular in the use of outplacement as a moderator of the potentially detrimental impact of the redundancy situation.
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