Jose Antonio Fernandez-Sanchez's research while affiliated with University of Alicante and other places
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Publications (18)
Cross-cultural knowledge management in the e-environment results from interactions with others from different cultures that require new understanding and interpretations. The authors find that few studies have been conducted to address the objective of identifying the competences that are needed to promote learning and information processing in the...
It seems appropriate and coherent to start this study with a detailed description of the basic analysis unit in the human resource management model that constitutes the study object of this chapter: competency. With this aim in mind, the first section in this chapter is dedicated to three tasks the authors consider basic and introductory: (a) defin...
In the current changing economic environment, organisations are searching for ever more flexibility in their quest towards competitiveness. One of the avenues towards flexibility is the outsourcing of some business processes, whether it is to achieve cost cutting or acquire expertise from external organisations. The HR function or some of its compo...
The economic situation in the last few years has forced companies to adjust their workforces and reduce hierarchical levels. They have also had to undertake overhead cost and expense adjustment programmes, including salary freeze and the reduction of training budgets, amongst others; all of it within an environment where human capital has acquired...
Human resources are considered the company’s most valuable resource. For that reason, organizations require a Human Resource Management (HRM) that provides the adequate work force within the new global economy. The psychological contract includes solid agreements between company and its employees, beyond the written contract, specifying their contr...
E-recruitment, also known as online or Web-based recruitment, is little discussed in research from an organizational perspective. The aim of this chapter, therefore, is to analyze and discuss the process of e-recruitment, its key constituents, and organizing principles, based on the results of a qualitative study conducted in 2008-2009, together wi...
Web 2.0 is changing the rules, reducing costs of access to technology, increasing the volume of cyber social contact through networking, both social and professional, making possible that any information is just a click away. This evolution causes the birth of new requirements, including the adaptation of people and, because organizations are made...
In this chapter, the authors analyze how it is possible to achieve the best results in the task of developing leaders. For this purpose, they first present as a starting point a framework based on strategic principles for managerial development which have to be assumed before taking action and, after which, they propose the operational means which...
This chapter focuses on the analysis of two factors; the characteristics of new work teams and the management and leadership tools required for these innovative teams, in order to generate greater effectiveness. Firstly, the authors present the differences between a work team and a group and the basic characteristics of innovative work teams (multi...
In the context of the new economy, business organizations need to learn faster, and to maintain and to improve knowledge, producing creative solutions based on their knowledge, skills, and new technologies to develop a customer responsive culture in a more economic and efficient way.In order to achieve this, CEOs and Human Resource (HR) policies sh...
In this chapter, the authors list different points of view about entrepreneurship and entrepreneurs. For this, they take into account the relationship between an entrepreneur and his or her environment. Thus, the chapter identifies the main competences that characterize an entrepreneur distinguishing between innate and/or learned competencies.
The aim of this chapter is to assess the impact of different organizational factors on the success of e-learning programs, in terms of both self-reported satisfaction and the level of learning. Hence, this study adds to the analysis of the efficacy of e-learning models from an organizational perspective by providing some useful insights, which may...
1. A flexible workforce is emerging as a critical success factor to counteract certain organizational rigidities and to guarantee organizational competitiveness in challenging environments .This chapter provides a review of the relevant definitions and classifications of human resource (HR) flexibility that have appeared during recent years. Furthe...
Talent management is a new concept in the scientific literature, but not in the practitioner arena. In this sense, this chapter underlines the powerful perspective of talent management integrating practices from organizations and providing a scientific approach. Some previous results from different research are expressed in relation to strategy and...
People are an essential source on the competitiveness of organizations. Numerous authors have recognized the importance of organizational commitment and job satisfaction as key attitudes related with work and influencing aspects like rotation, absenteeism or productivity. However, a clearly delimited posture on the relationship between both constru...
This era is both characterized by continually evolving and changing market conditions and the relevance of knowledge to adapt to the new environment.In this chapter, the authors will focus on three ideas: the connection between the company results and the leader’s listening skills; people as the firm’s most valuable resource; and therefore, interna...
The main goal of this chapter is to undertake a critical analysis of the current situation concerning the equal treatment of female managers in Spain. In this chapter, the authors analysed the dynamics of business behaviour in order to understand why inequality of women managers for gender reasons persists in spite of the anti-discrimination measur...
An information system (IS) is “a set of people, procedures, and resources that collects, transforms, and disseminates information in an organization. A system that accepts data resources as input and processes them into information products as output” (O’Brien & Marakas, 2005). Likewise, the definition of human resource information Systems (hencefo...
Citations
... The web intra-personal relationships as organisational commitment, however, does have the important role of personal satisfaction of each employee (Cañizares & García, 2012), which provide sort of binding force for other factors such as rewards and work conditions to transform into a successful organisational commitment. The practitioners, nevertheless, look at the organisational commitment as a way towards identifiable performance and in this regard there are growing confusion when the notion of organization commitment is expending and not clear in terms of its determinants (Mercurio, 2015). ...
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