developing capability in new zealand organisations mary mallon massey university
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Developing Capability in New Zealand organisations
Mary MallonMassey University
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Research Grant
• Government funded (FRST)
• Victoria University with Massey University
• Five years
• Commences July 2003
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Issues for NZ
• Accustomed to competing on global stage from far away
• Slipping down OECD league tables• Small companies • History as commodity based economy-
aiming for “knowledge economy”• “Low road” HRM tendencies• Brain drain (and O.E.) vs. “Magnet for
talent”
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Population projections to 2050
•
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Problems ahead?
• This transition – from a rapidly growing population to a slower population – is something we haven’t dealt with before.
• All takes place alongside growth in non-standard work.
• And it won’t just be our problem …increased competition for skilled labour (as global immigration policies become more permissive?).
(Department of Labour, Future of Work Overview, 2002)
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FRST signals of research priorities
• Developing New Zealand’s Human Potential
and• Well-being Through Economic Prosperity
in context of
• Changing nature of work
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Outcome…
“The researchers say their study will produce a model that will lead to the recruitment and retention of more talented New Zealanders and to make New Zealand a work destination of choice for talented migrants.”
http://www.frst.govt.nz
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Three Objectives
• Employment institutions and capability
• Organisations and capability
• Individual capability
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Employment Institutions and Capability• Relationships of:
– Changes in the structure and operation of labour market institutions
– Development of employment case law– Industrial relations outcomes,– Human resource practices– Organisational capability and productivity
• Specific impacts & implications for less advantaged in workplace
• Emerging forms or employee representation
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Organisations and Capability
• How is human capability development defined and operationalised and integrated with other HRM activities?
• Processes for identification of capability needs and evaluation of effectiveness of initiatives
• The relationship between development activities and organisational level outcomes
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Individuals and capability
• What factors are involved in individuals’ decisions about the development of their own capability?
• What formal and informal learning opportunities are utilized and how do they link to performance at work?
• How do individuals regard organizational involvement in their capability development?
• What are the implications of the changing structure of careers and movement between roles, organizations, industries/sectors?
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Individuals and organisations
• Relevance of sector, industry, organizational size, product market, regulatory environment and/or labour force composition?
• Impact of factors such as age, ethnicity, gender, disability, credentials and participation in non-standard forms of employment?
• Issues for Maori and in Maori organizations• Impact of ICT and related technologies and
increasing demand for ICT skills.
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Research activities
• Case studies- in-depth, small number initially–multi-level and multi-method
• Surveys (organisations and individuals, specific data on older workers and ICT and others as necessary).
• Action research case studies to explore implementation implications of findings
• On-going use of and development of data-base
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VUW Database
• Covers the period 1984-present• Funded by FRST, 1991-2008• Contains over 15000 settlements, 2500
current, 1500 received each year• Data reports 80+ employment conditions-• Annual union membership survey• Develop database to include individual
agreements and develop and adapt codings
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Dissemination…
• The Employment Agreement newsletter quarterly and the annual Bargaining Trends
• Collective Agreements and Employment Law Update seminars
• Academic and practitioner seminars• Advisory Board• International symposium March 2005