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Literature review example [2]

论文作者:留学生论文论文属性:文献综述 Literature Review登出时间:2010-04-25编辑:steelbeezxp点击率:7570

论文字数:1600论文编号:org201004251022161884语种:英语 English地区:中国价格:免费论文

附件:Literature review example.doc

关键词:Literature review example

5&g提供legislative and labour market constraints are also likely to influence mobility and in particular the decision to migrate (Mondy et al. 1987). Other constraints such as those introduced by the Employment Protection Act are also likely to have an impact.
When an employer needs to go outside their organisation to find workers they must begin by identifying sources and methods of recruitment. HRM research and the more prescriptive literature both emphasise the impact and importance of choice of vacancy notification and methods used to encourage mobility for a company both in terms of the cost of recruitment, and equally in the cost of integrating and supporting new employees within the company (Forster and Munton 1990, Male and Clarke 1991). The crucial factor determining the subsequent stages of this process is the way in which potential applicants are made aware that a vacancy exists. To do this the most cost effective sources of recruitment and the appropriate incentives to encourage internal and external applications must be identified for each specific vacancy.
Subsequent to this the employer will need to select the most suitable candidate. HRM writers have argued that in the future employers will be likely to demand increasing mobility from employees within their company (Forster 1991a). Migration researchers have argued that, at a more aggregate level, the implications of this are considerable. They feel that there will be a similar increase in the number of job changes between companies requiring people to move house, that is migrate (Owen and Green 1992a). HRM research points to the need to provide a range of support mechanisms for new employees who, in addition to coping with a new job, will have moved to a new area would in many cases welcome support with the personal side of relocation (Forster 1991b).
Much of the HRM literature has therefore been concerned with the implications of the recruitment process for the employer; in particular how the employer can best manage it to ensure that quality people can be attracted to the organisation and the overall resourcing strategy met (Spellman 1992). Sisson (1989) argues that this takes two approaches; the most important of these in terms of articles published is largely prescriptive and concerned with techniques of personnel management. The latter is a critique and, whilst also from the manager's viewpoint, is concerned with the controls imposed and methods used to maximise employees' surplus value. By contrast the Migration literature has often taken the job seekers' viewpoint and considered the importance and impact of external factors. In addition the scale at which the process has been viewed has ranged from the individual to the international whilst the HRM literature has been principally concerned with the impact at the individual and company scales.

Saunders, M.N.K. (1993) ‘Vacancy Notification and Employee Mobility’, International Journal of Manpower, 14: 6, 39-57. 1993 MCB University Press, reproduced by permission of the publisher.


The above extract illustrates one possible approach to literature reviews suggested by Saunders (1997:40) which is outlined below

• the overall structure of starting at a more general level before narrowing down
• the provision of a brief overview of some of the key ideas
• summarising, comparing and contrasting the work of key writers
• highlighting 论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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