Evaluation Of Skilled Migrants' Career Capital: Implications For Strategic HRM Essay.

Step 1: Bibliographic Details

Q1 How do you cite this article according to RMIT Harvard Business Referencing style?

Zikic, J., 2015. Skilled migrants’ career capital as a source of competitive advantage: Implications for strategic HRM. The International Journal of Human Resource Management, 26(10), pp.1360-1381.

Step 2: Brief Overview/Description

Q2 Indicate the aim of the study

The fundamental aim of this study is to critically evaluate the career capital of skilled migrants as a source of competitive advantages towards the implication of strategic HRM.

Q3 Outline the main argument/s and key theory/ies

It has been obtained that the economists are changing their focus towards the efficient individuals from the international domain virtually due to the influence of globalisation. It is also increasing among economists due to the shortage of labour in developing countries (Rajendran et al., 2020). Economists and management are focusing on the essential groups based on the integration issues and skilled management career transition. It has been understood that the lack of skilled management in the local markets is increasing unemployment, which has a massive influence on the overall economic growth of these markets. It has been evaluated that the skilled migrants are determined as the source that enables gaining competitive advantages. The integration of skilled migrants into the local markets enables managing diversity in these markets in an appropriate manner (Brown, Hooley and Wond, 2020). Moreover, independent transitions of organisations are increasing different structural barriers, as it allows for focusing on the individuals in the global arena. It is increasing barriers for the local individuals. The individual level of the career capital of SM has also been provided here, which evaluates the expectations and ability of the local labour market, along with the requirement of motivation for them. Furthermore, understanding the individuals of the local market and the need for their motivation has also been identified (Dickmann et al., 2018). The strategic management of the career development of skilled management allows for maintaining the relationship with the employees. It is vital for the organisational motivation by knowing the terms of managing and attracting SM, which allows for gaining competitive advantages after the adoption of the theory of SM’s career development. 

Step 3: Critical Analysis

Q4 What is the main contribution of the manuscript to both the literature and practitioners?

The manuscript has contributed to the practitioners and the literature, as it has evaluated the requirement of skilled management to focus on the virtual labour groups in the international domain (Hajro et al., 2019). It allows the practitioners to understand the benefits of the career development of SM. On the other hand, the primary contribution of the manuscript to the practitioners and the manuscript is determined as the evaluation of the significance of managing career development for the local labour market.

Q5 What is the main limitation of the study?

This particular study was primarily focused on the evaluation of skilled migrants and the effect of globalisation on the management of local labour markets. The primary limitation of this specific paper is that it was not focused on a specific market or a country (Kozhevnikov, 2021). It has evaluated the data of the international arena, which is unable to provide the data of a particular market. The data of a specific market could allow for identifying the challenges that local employees are facing. On the contrary, the data of a market could evaluate the benefits of SM’s career development planning for the labour market of a specific country. 

Aim of the study

Step 4: Statement of Relevance

Q6 In what way does the article relate to the concepts outlined in the course?

It has been evaluated in the study that the career capital for skilled migrants is increasing opportunities for human resource management in the international domain. It is essential for the HR managers, as they are able to focus on the labour market of the global arena. It is increasing the benefits of recruiting employees from different locations based on their abilities and skills. It enables the opportunities for the HRM in the global domain by increasing the number of employees. It evaluates that the article relates to the concepts that have been outlined in the course. 

Q7 What is your opinion regarding the argument/s expressed by the authors?

The argument in the study evaluates that the carer capital for the migrants is helping HR managers to recruit employees from different locations by identifying their skills. It has also been identified that the career capital for the migrants is drastically affecting the local employees in several locations. There are local employees, which are not being recruited by HR managers, which is increasing challenges for them. The lack of identification of the local employees is increasing issues for the HR managers in identifying their skills of them due to the career capital. 

Step 1: Bibliographic Details

Q1 How do you cite this article according to RMIT Harvard Business Referencing style?

Prodanova, J. and Kocarev, L., 2021. Employees’ dedication to working from home in times of COVID-19 crisis. Management Decision. 

Step 2: Brief Overview/Description

Q2 Indicate the aim of the study

The primary aim of this paper is to create a critical evaluation of the dedication of employees to work from home after the outbreak of COVID-19. 

Q3 Outline the main argument/s and key theory/ies

The outbreak of the pandemic has drastically affected the lifestyle and the way to carry out operations by individuals in the international domain. Carrying out functions has become one of the challenging aspects for firms and employees. It has evaluated the concept of remote working by the employees, which is also possible due to the innovations from several years (Sander, 2020). The adoption of digitalisation and innovation has changed the way of managing communication, carrying out operations, distribution of work, and use of technologies, along with others. It has also evaluated the operations of employees with the adoption of different technologies outside the workplace. Moreover, the pandemic has also affected the needs of customers, which are being managed by the employees with the help of technologies. Employees in the international domain have to manage the operations of the customers to satisfy them while they are in a tough situation after the adoption of new working patterns in their firms. Time management is determined as the primary aspect for the employees to satisfy their consumers (Kaushik and Guleria, 2020). Appropriate time management allows employees to manage their efficiency and productivity, which increases the satisfaction of consumers. Time management allows employees to improve their services, behaviour, flexibility, work-life balance, capabilities for virtual work and others (Sukoco et al., 2020). Remote work is increasing several issues for the employees, such as family issues, perceived interaction, interruptions and others. There are advantages also related to remote working by employees, which are work-life balance, reduced absenteeism, better productivity, and others. The negative aspects are increasing issues for the employees concerning the management of time. The pay cut during COVID-19 has also increased issues for employees in the international domain, which is affecting their productivity in remote work. 

Main argument/s and key theory/ies

Step 3: Critical Analysis

Q4 What is the main contribution of the manuscript to both the literature and practitioners?

The manuscript has contributed to the literature and practitioners by evaluating that the pandemic has changed the working pattern in organisations. It is essential for individuals to manage their time to maintain their work-life balance while operating remotely. The manuscript evaluates the advantages and disadvantages of remote working during the pandemic (Bennett et al., 2020). It has presented the negative effect of the pandemic on the dedication of individuals toward their work. The issues in managing the interruption and time management have increased challenges and reduced the dedication of employees. On the other hand, remote work has also increased the productivity of employees by improving flexibility. 

Q5 What is the main limitation of the study?

Limitations have been identified regarding this particular study, as it has evaluated the effect of the pandemic on the dedication of employees towards operating from their homes. It has evaluated the challenges faced by the employees due to the pandemic (Kumar Bandyopadhyay, Goyal and Dutta, 2020). The study was not focused on the employees of a particular industry, which could present more specific information. The data of a particular industry could [rovide the particular challenges and advantages of functioning from homes by the employees. In addition, the focus on a specific country could have provided data about the policies in a particular country. 

Step 4: Statement of Relevance

Q6 In what way does the article relate to the concepts outlined in the course?

It has been identified from the article that the dedication of employees to their work during the pandemic has evaluated different resutls. There were employees that were unable to manage their work-life balance due to the challenges related to interruption. It has been evaluated that lack of time management strategies has also affected several employees in their productivity during remote work. It allows for the understanding that the work-life balance is essential for individuals to manage time in an appropriate manner. The lack of strategies for the management of time is increasing challenges for employees. 

Q7 What is your opinion regarding the argument/s expressed by the authors?

It is essential for the employees to manage their work and time while working from their homes. It is vital for employees to implement new strategies to improve their work-life balance during the pandemic. It has also been identified that the argument of dedication to the work during the pandemic has affected the productivity of employees by increasing challenges related to remote work. There are advantages also, which are increasing the benefits for the employees and influencing their dedication towards carrying out operations remotely. The argument evaluating that remote working increases the dedication of employees towards their work is not appropriate for all individuals.   

Reference

Bennett, P., Noble, S., Johnston, S., Jones, D. and Hunter, R., 2020. COVID-19 confessions: a qualitative exploration of healthcare workers experiences of working with COVID-19. BMJ open, 10(12), p.e043949.

Brown, C., Hooley, T. and Wond, T., 2020. Building career capital: developing business leaders' career mobility. Career Development International.

Dickmann, M., Suutari, V., Brewster, C., Mäkelä, L., Tanskanen, J. and Tornikoski, C., 2018. The career competencies of self-initiated and assigned expatriates: Assessing the development of career capital over time. The International Journal of Human Resource Management, 29(16), pp.2353-2371.

Hajro, A., Stahl, G.K., Clegg, C.C. and Lazarova, M.B., 2019. Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework. Human Resource Management Journal, 29(3), pp.328-352.

Kaushik, M. and Guleria, N., 2020. The impact of pandemic COVID-19 in workplace. European Journal of Business and Management, 12(15), pp.1-10.

Kozhevnikov, A., 2021. Career capital in global versus second-order cities: Skilled migrants in London and Newcastle. human relations, 74(5), pp.705-728.

Kumar Bandyopadhyay, S., Goyal, V. and Dutta, S., 2020. Problems and solutions due to mental anxiety of it professionals work at home during COVID-19. Psychiatria Danubina, 32(3-4), pp.604-605.

Rajendran, D., Ng, E.S., Sears, G. and Ayub, N., 2020. Determinants of migrant career success: A study of recent skilled migrants in Australia. International Migration, 58(2), pp.30-51.

Sander, L., 2020. Coronavirus could spark a revolution in working from home. Are we ready. The Conversation, 11.

Sukoco, I., Evitha, Y., Hermanto, B. and Herawati, T., 2020. Optimising Human Resources Empowerment In The Era Of Covid-19: From Transactional To Transformational Leadership. Technium Soc. Sci. J., 13, p.265.