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Assisting Employees to Redeploy into...

Mayhew, Todd.

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Assisting Employees to Redeploy into Jobs of the Future: An Innovation Study.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Assisting Employees to Redeploy into Jobs of the Future: An Innovation Study./
Author:	Mayhew, Todd.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	157 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-10, Section: A.
Contained By:	Dissertations Abstracts International81-10A.
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27740965
ISBN:	9781658438278

Assisting Employees to Redeploy into Jobs of the Future: An Innovation Study.
Mayhew, Todd.

Assisting Employees to Redeploy into Jobs of the Future: An Innovation Study. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 157 p.

Source: Dissertations Abstracts International, Volume: 81-10, Section: A.

Thesis (Ed.D.)--University of Southern California, 2020.

This item must not be sold to any third party vendors.

This study applies the Clark and Estes (2008) gap analysis framework to an innovation initiative at a not-for-profit health insurance firm operating in the western United States. The purpose of this study was to ascertain the knowledge, motivation, and organization influences affecting a team charged with creating a novel redeployment program for employees displaced by computerization or other efficiency initiatives. Interview data collected from the team members were analyzed and coded to surface the assets and needs bearing on the team's ability to develop and implement the program successfully. Analysis of the company's intranet served to corroborate the interview data. Findings from this study indicate that team members need to close a procedural knowledge gap around knowing how best to match employees whose jobs are eliminated with new roles. In addition, a commitment to employee development for jobs that will persist in the future, and hiring from within versus recruiting externally are cultural models at the company that represent encumbrances to the team's success. Evidence-based recommendations were advanced to address these gaps and sustain the influences that were determined to be an asset. The New World Kirkpatrick Model (Kirkpatrick & Kirkpatrick, 2016) was used to translate the recommendations into an implementation and evaluation program. This study provides a template for firms to follow when they are confronting rising obsolescence of the skills their employees possess, and increasing difficulty in hiring the skills they need in the open labor market.

ISBN: 9781658438278Subjects--Topical Terms:

516664
Management.
Subjects--Index Terms:

Computerization

Assisting Employees to Redeploy into Jobs of the Future: An Innovation Study.
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300 $a 157 p.
500 $a Source: Dissertations Abstracts International, Volume: 81-10, Section: A.
500 $a Advisor: Yates, Kenneth.
502 $a Thesis (Ed.D.)--University of Southern California, 2020.
506 $a This item must not be sold to any third party vendors.
520 $a This study applies the Clark and Estes (2008) gap analysis framework to an innovation initiative at a not-for-profit health insurance firm operating in the western United States. The purpose of this study was to ascertain the knowledge, motivation, and organization influences affecting a team charged with creating a novel redeployment program for employees displaced by computerization or other efficiency initiatives. Interview data collected from the team members were analyzed and coded to surface the assets and needs bearing on the team's ability to develop and implement the program successfully. Analysis of the company's intranet served to corroborate the interview data. Findings from this study indicate that team members need to close a procedural knowledge gap around knowing how best to match employees whose jobs are eliminated with new roles. In addition, a commitment to employee development for jobs that will persist in the future, and hiring from within versus recruiting externally are cultural models at the company that represent encumbrances to the team's success. Evidence-based recommendations were advanced to address these gaps and sustain the influences that were determined to be an asset. The New World Kirkpatrick Model (Kirkpatrick & Kirkpatrick, 2016) was used to translate the recommendations into an implementation and evaluation program. This study provides a template for firms to follow when they are confronting rising obsolescence of the skills their employees possess, and increasing difficulty in hiring the skills they need in the open labor market.
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650 4 $a Organizational behavior. $3 516683
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653 $a Downsizing
653 $a Employee redeployment
653 $a Layoffs
653 $a Retraining
653 $a Technology change
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