Literature Review

Running head: ANNOTATED BIBLIOGRAPHY

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Annotated Bibliography

Brožová, D. (2016). Forming the modern labour market economics: on the role of institutionalist theories. Acta Oeconomica Pragensia, 2016(6), 56-68. doi:10.18267/j.aop.562

The author Brožová in the year 2016 wrote an article on the responsibilities which should be executed by institutions and their effect on the labor market consequences. According to the author, wage charges and labor allocation are among the most vital features of labor markets in contemporary times. From the article, it is very clear that the labor market economics fabricated its model on the philosophies of marginalize, which is believed to have fetched suitable gadgets for the examination of market negotiators’ individual choices proficient of achieving efficient resolutions. Brožová highlights increased regulatory mediations in the labor market and the determination to describe the authenticity leads unavoidably due to the fact that the modern industry market economics integrates further and further institutional models. The involvement sketches the steady invasion of neoinstitutional matters and models into the neoclassical labor market paradigm and it investigates the variations between the neoclassical and institutional understanding of labor market working.

De Bruecker, P., Van Den Bergh, J., Beliën, J., & Demeulemeester, E. (2015). Workforce planning incorporating skills: State of the art. European Journal of Operational Research, 243(1), 1-16. doi:10.1016/j.ejor.2014.10.038

Authors; Bruecker, Van Den Bergh, Beliën and Demeulemeester did a research to show the workforce planning incorporating skills. The authors highlight the role of paper as to give amalgamation of technical and managerial data so as to give actual resolutions to the issues arising. This article shows the assessment and grouping of literature involved in issues concerning workforce planning integrating abilities. In the studies conducted on workforce planning, it is very clear that the investigators focused more on mathematical model despising real life suggestions that are necessary for the model to excel. The article shows that the managerial studies thoroughly explain on how human consequences of certain supervisory decisions work in certain cases but on other hand fail to give some explanations on how mathematical philosophies help to solve workforce planning issues. The article gives comparison between various papers and provides synopsis of administrative insights which can be used on workforce planning for effective running of business.

Heller, L. R., & Stephenson, E. F. (2015). Economic freedom, homeownership, and state labor market conditions. Journal of Entrepreneurship and Public Policy, 4(2), 142-151. doi:10.1108/jepp-06-2014-0026

This article was written in the year 2015 for the aim of reuniting research results that labor market conclusions are associated to financial freedom for businesspersons and distinct investigation finding that advanced homeownership rates are linked with more unemployment. The study was carried out using panel data for 50 states over the years 1981 to 2009. Within these states examination of association between market situations, economic liberty and homeownership rates were carried out. The results of this study indicated that financial freedom is linked with favorable labor market situations. The findings are that the association between homeownership and poor work market results is minor and irrelevant in most provisions once monetary freedom is accounted for. The article shows that the findings of study propose that the financial situation for businesspersons is more significant than any inflexibilities formed by homeownership.

Hulst, D. V., Hertog, D. D., & Nuijten, W. (2016). Robust shift generation in workforce planning. Computational Management Science, 14(1), 115-134. doi:10.1007/s10287-016-0265-2

Hulst, Hertog and Nuijten uses robust optimization practices so as to transfer group problem in workforce planning. The authors show how during the time that the alterations are generated how there is much ambiguity in the workload expectations. I this research, models for generating shifts that are vigorous contrary to this uncertainty. The most common used approach is adversarial for the purpose of solving the robust optimization. In each case, a numeral nonlinear rucksack issue is cracked to analyze the worst case workload scenario.

Marler, J. H., & Parry, E. (2015). Human resource management, strategic involvement and e-HRM technology. The International Journal of Human Resource Management, 27(19), 2233-2253. doi:10.1080/09585192.2015.1091980

The authors wrote this piece of paper so as to show the role and tasks which are performed by information technology (IT) on Human Resource Management and effects which comes with it. According to Marler and Parry, people tend to use the established ‘Harvard’ model of Human Resource Management, which offers a more contextualized opinion of HRM, a more extensive opinion of stakeholders, and a broader and more long-term method to outcomes. Applying those values to the writings on Information Technology and Human Resource Management helps in explaining both the rewards and shortcomings to different participants of the connection among HRM and technology. Marler and Parry, show that quick technological advancements suggests a new, smart, numerical situation for HRM routines with the healthier value HRM information and permitting a strong HRM possession by all participants. The article shows rigidity in HRM errands between HRM specialists and administrative members who are not openly assigned HRM responsibilities but are the matter of them.

Mayfield, M., Mayfield, J., & Wheeler, C. (2016). Talent development for top leaders: three HR initiatives for competitive advantage. Human Resource Management International Digest, 24(6), 4-7. doi:10.1108/hrmid-07-2015-0120

A study was carried out by Mayfield, Mayfield and Wheeler with an aim of providing procedures that needs to be followed by leaders when they need to utilize human resource department abilities to advance organizational routine and related consequences. In this paper, the authors have compiled different sources so as to provide methods in which top leaders follow to better make use of existing human supply practices for enhanced workplace results and deliberate enhancements. The procedure that was followed in the study was through developing certain guidelines, prevailing best practices which were scrutinized and refined into succinct endorsements for organizational leaders. The results of the study were that after investigation of best practices there showed areas which needed quality enhancement in organizational results. The practices showed were; talent inventories, staff planning and training procedures.

Mayo, A. (2015). Strategic workforce planning – a vital business activity. Strategic HR Review, 14(5), 174-181. doi:10.1108/shr-08-2015-0063

The author used a study which was aimed at making a case for planned workforce planning and to summarize all its key steps that were involved. The author begins the paper through discussion the charges of redundancies to the budget and claims that plenty of this could have been saved with better planning. It is at this point when the author enumerates the vital steps which need to be followed when one needs to plan workforce. The methods used looks at useful ways to evaluate demand and emergency needs and exploit productivity ratios to change delivery elements into human resource necessities. Towards the end of article, the author concludes his piece of work by discussing on the source of resources and samples of activities that can be taken proactively to nearby anticipated gaps.

Valeva, S., Hewitt, M., Thomas, B. W., & Brown, K. G. (2017). Balancing flexibility and inventory in workforce planning with learning. International Journal of Production Economics, 183, 194-207. doi:10.1016/j.ijpe.2016.10.026

The workers here worked hard to study the issues which come with assigning employees errands, pursuing to exploit profits, while captivating in attention of learning over involvement and stochasticity in request. As measurable explanations of human education are non-linear, most people engage a reformulation method that practices binary and endless variables and direct restrictions and is arithmetically equal in nearly all circumstances. Since the writers of the article are not certain about demand in the market, they went ahead and embedded this mixed numeral symbol of how involvement interprets to yield in a stochastic staff task model. The research includes a widespread computational study and examination of optimum resolutions, which validates that modeling both knowledge and ambiguity in call leads to enhanced task projects. Additionally, authors framed and tested assumptions based on these explanations that produce visions into how greatest to accomplish practice, cross teaching, and inventory. It is showed in this paper that cross training intensifies as demand uncertainty upsurges, worker exercise rises as inventory allotment charge escalates, and employees with fewer initial experiences get more practice than labors with advanced original experience.