| 1. |
- Berglund, Martina, et al.
(författare)
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HELIX Competence Centre – Knowledge for Sustainable Working Life
- 2017
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- The purpose of this paper is to describe HELIX Competence Centre at Linköping University and its work to contribute to sustainable working life. Research in HELIX Competence Centre is based on an interactive approach between researchers from different disciplines and partner organizations, including industrial organizations, public organizations, labour market organizations, and civil society organizations. The research programme includes four research themes: 1) Sustainable development processes in industrial production systems; 2) Growth and development in small enterprises; 3) Sustainable, innovative, and coordinated health and welfare processes; and 4) Diversity and inclusion in working life. Other activities include seminars and partnership meetings with different topics and a yearly HELIX day. The research and activities led by HELIX Competence Centre constitute an approach to integrate social and economic sustainability, produce scientific knowledge, and add value to practice in the partner organizations.
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| 2. |
- Coetzer, Alan, et al.
(författare)
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Distinctive Characteristics of Small Businesses as Sites for Informal Learning
- 2017
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Ingår i: Human Resource Development Review. - : Sage Publications. - 1534-4843 .- 1552-6712. ; 16:2, s. 111-134
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Forskningsöversikt (refereegranskat)abstract
- Few studies have examined workplace factors that influence informal learning in small businesses and in general the studies are not framed by the characteristics of small businesses. To address this weakness in existing literature, we conducted a review of literatures which examine (a) workplace factors that influence informal learning, (b) small-business characteristics, and (c) factors influencing informal learning in small businesses. The several workplace factors that influence learning were categorized as job and relational and organizational characteristics. Each category was examined in relation to characteristics of small businesses. We outline what is known about each category and what we need to learn about them as they relate to informal learning in small businesses. For each category, propositions are generated that should be examined in future research. We also produce a heuristic conceptual framework that can be used to focus and bound future research that tests a different set of propositions.
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| 3. |
- Coetzer, Alan, et al.
(författare)
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The owner-manager’s role as a facilitator of informal learning in small businesses
- 2019
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Ingår i: Human Resource Development International. - : Routledge. - 1367-8868 .- 1469-8374. ; 22:5, s. 420-452
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Tidskriftsartikel (refereegranskat)abstract
- Few studies have examined the owner-manager as a facilitator of learning in small businesses. Furthermore, these studies are typically not framed by distinctive characteristics of small businesses. These limitations of the literature stimulated us to ask: How do the situational opportunities and constraints that emanate from the distinctive characteristics of small businesses affect the small business owner-manager’s role as a facilitator of learning? To address this question, we first conducted a narrative review of existing research on the owner-manager as facilitator of learning in small businesses (10–49 employees). Four themes emerged from our analysis of research findings, including a theme that owner-managers are seldom directly involved in facilitating employees’ learning. Next, we conducted an integrative review of literatures that discuss (a) indirect approaches managers can adopt to facilitate learning; and (b) small business characteristics. We focussed on four high-impact indirect approaches owner-managers can use and examined how employment of each approach might be enabled or constrained by distinctive characteristics of small businesses. The integrative review generated ten research propositions. We also synthesized a conceptual framework that illustrates the main variables to be studied and presumed relationships among them. Based on our analysis of literature, implications for policy and practice are proposed.
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| 4. |
- Elg, Mattias, 1968-, et al.
(författare)
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Sustainable working life development through interactive research
- 2018
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Ingår i: PIN-C Conference Proccedings. ; , s. 1-5
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Interactive research has emerged as a new approach to collaborative research in working life research, and it is characterized by a continuous joint learning process between the researchers and the practitioners. In this paper we argue that interactive research is a way to advance scientific knowledge about the development of new types of work arrangements and development of sustainable working life. We present the basic ideas and benefits of the interactive research approach, illustrated through a practical case, the HELIX Competence Centre and discuss potential limitation and challenges associated with this form of collaborative research.
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| 5. |
- Halvarsson Lundkvist, Agneta, 1961-
(författare)
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Learning Dynamics of Workplace Development Programmes : Studies in Swedish national programmes
- 2019
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The thesis focuses on workplace development programmes (WPDPs) that operationalize national policies on workplace development. WPDPs are time-limited and they provide support to organizations that aim to improve their operational performance or employees’ work conditions. The support that such programmes provide to organizations consists of competence-development activities provided through networks, courses or hands-on coaching. The supported organizations aimed at changing work practices to increase their operational performance.Departing from a workplace-learning perspective, the overall aim of the thesis was to contribute to knowledge about learning in workplace development programmes and the supported organizations when realizing policies on workplace development. A qualitative multiple-case study design was used and a total of 115 interviews and notes from meetings are included in the data material. Four substudies made up the empirical base.The findings revealed that realizing policies on workplace development required continuous learning among stakeholders at different levels of the WPDPs. Thus, conditions that enabled learning were important throughout the whole WPDP, which was seen as a large, complex social learning system. Learning between different levels of the WPDP was especially important, which required stakeholder representatives with the appropriate qualifications or characteristics that enabled them to take on roles as brokers between the stakeholders involved in realizing the policy. The overall conclusion pointed towards the dynamics of realizing policies of workplace learning, which cannot be achieved by a one-size-fitsall model for learning.The findings imply that funders and other authorities that make policies on workplace development through WPDPs should scrutinize how learning among stakeholders that enter into partnership to operate WPDPs is to be facilitated. Linear plans that are not complemented with careful explanations of how such learning is to be facilitated may constitute warning signs. Furthermore, the findings imply that organizations looking for external support to develop the innovative capabilities of employees must be careful in choosing their support. A WPDP may consume the resources of an organization without providing any benefit, if it does not provide the appropriate support. On the other hand, a WPDP may be a great source for learning, particularly if it includes support in designing the change effort, and help in developing an internal support infrastructure that will continue supporting workplace development after the programme ends.
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| 7. |
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| 8. |
- Martin, Jason, 1969-, et al.
(författare)
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Four facets of learning in performance measurement
- 2018
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Ingår i: International Journal of Productivity and Performance Management. - : Emerald Group Publishing Limited. - 1741-0401 .- 1758-6658. ; 67:9, s. 1608-1624
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this study is to contribute to a better understanding of the role of learning in performance measurement. Design/methodology/approach – We develop a theoretical framework combining workplace learning theory with purposes of performance measurement. We elaborate this framework empirically by identifying critical incidents from a case set within a context containing a broad range of different performance measurement activities. Finally, we discuss the results and the possible implications for using our theoretical framework in order to better understand facets of learning regarding the design of performance measurement. Findings – Workplace learning theory provides a deeper understanding of how the mechanisms of performance measurements support control or improvement purposes. We propose a tentative framework for learning as a driver for performance measurement and four facets of learning are identified: reproductive, rule-oriented, goal-oriented and creative learning. Research limitations/implications – The empirical material is limited to the healthcare context and further studies are needed in order to validate the findings in other settings. Practical implications – We argue that all managers must consider what kind of learning environment and what kind of learning outcomes best serve the interests of their organisation. Purposeful and carefully designed organisational arrangements and learning environments are more likely to induce intended learning outcomes. Originality/value –Previous connections between the fields of ‘performance measurement’ and ‘workplace learning’ often lack any deeper conceptualisations or problematisations of the concept of learning. In this paper, we provide a more nuanced discussion about the process of learning in performance measurement, which may provide a basis for further research and scholarly attention.
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| 9. |
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| 10. |
- Wallo, Andreas, 1978-, et al.
(författare)
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HR outsourcing in small and medium-sized enterprises : Exploring the role of human resource intermediaries
- 2018
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Ingår i: Personnel review. - : Emerald Group Publishing Limited. - 0048-3486 .- 1758-6933. ; 47:5, s. 1008-1023
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Tidskriftsartikel (refereegranskat)abstract
- PurposeSmall and medium-sized enterprises (SMEs) are increasingly outsourcing human resource (HR) activities to outside labour market intermediaries. In this paper, the focus is on a specific type of labour market intermediary, the HR intermediary (HRI). The purpose of this paper is to describe and discuss SME outsourcing of HR services to membership-based HRIs, and potential problems and benefits that may arise in this process.Design/methodology/approachThe empirical foundation comprises case studies of three Swedish HRIs and 12 of their SME clients. The data were collected through semi-structured interviews and a document study.FindingsThe findings show that social aspects such as trust, shared values, communication and commitment are crucial characteristics of the cooperation between HRIs and SMEs. These social aspects are a result of the owner/membership structure, and a distinguishing feature of the studied HRIs in comparison to other types of labour market intermediaries.Research limitations/implicationsThe results of the study underline the need for increased research related to the intermediary concept and its meanings in different contexts. There is also a need for more empirical research on HRIs, e.g. comparisons between different types of HRIs, and studies of the emergence of virtual intermediaries. Future studies should focus on the role of LMIs and HRIs in regional development processes.Practical implicationsCompanies that interact with HRIs should reflect on the different pros and cons that this cooperation may result in, both in the short term and in the longer term.Originality/valueThe study provides an enhanced understanding regarding the relations between SMEs and HRIs, based on the two broad types of SMEs (with low/high internal HR skills) and two types of HRIs (with short/long-term orientation).
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