Our work life effectiveness and efficiency has increased tremendously with the help of technology. But at the same time, the use of technology has increased the stress at workplace. Technostress is causing a lot of physical as well as psychological problems among workers. This paper discusses various work stressors and suggests some techniques such as stress management programs, training programs, autonomy and social support, awareness and communication to deal with work stress related problems. Literature reviews have been done to understand and suggest on this issue. However, very little work has been done on this area till now and that is why, not enough literatures could be found to gather related information. This has been a major limitation of this paper. So, there is huge scope in future to work more elaborately on the causes of technostress and how in can be handled. In this regard, cultural, socio-demographic and occupational dimensions can also be considered.

Almost every organizational activity brings about a competitive world thus, making a paradigm shift inevitable. It therefore calls for the function of human resource in the organization to understand the category of that shift in order to implement meaningful change. Organizations need to identify the impact of values and work preferences of the young generation of workers in order to employ, develop, retain and prepare staff for future leadership. This study examined the relationship between talent management strategies for Generation Y which included Human Resource Planning, Human Resource Procurement, Human Resource Retention and Human Resource Development and the competitive advantage of commercial banks in Kenya. The study tested four hypotheses that related to independent and dependent variables and a cross sectional descriptive survey design was employed. The target population was a census of all the 43 Commercial Banks in Kenya as indicated in Central Bank’s Annual Report of December 2014 and the unit of observation was six (6) departments in each bank. A sample of 258 respondents was drawn and data was obtained through a semi-structured questionnaire that was self-administered through a drop-and-pick later method. The data collected was analyzed using both descriptive and inferential statistics with multiple linear regression analysis to test the hypotheses. With the analysis of the data collected on all the variables and the testing of hypotheses, the study revealed that Talent Management Strategies of HR Planning, HR Procurement, HR Development and HR Retention contributed to a fairly good extent (Mean = 3.8) so as to contribute to competitive advantage of Commercial Banks in Kenya with a percentage level of 56.3% (R2 = .563). The results of the hypotheses found that there exists a statistically significant, but negative relationship between HR planning strategies and competitive advantage (β=-0.323, p 0.05). However, there was a strong positive and statistically significant relationship between HR retention strategies and competitive advantage (β=.599, p<0.05). There was also a positive statistically significant relationship between HR procurement strategies (β=.322, p<0.05).The study suggested that Commercial Banks in Kenya should consider Talent Management Strategies for Generation Y when making organizational policies. They should also embrace best HR practices that contribute to the management of human capital in order for them to realize a competitive advantage.

Di Vaio Assunta Department of Law, University of Naples “Parthenope”, Naples, Italy Email address: susy.divaio@uniparthenope.it To cite this article: Di Vaio Assunta. Special Issue Preface. Journal of Human Resource Management. Special Issue: Challenges and Opportunities in the Performance Measurement and Control Systems of Human Resources Management for the Services Industry. Vol. 3, No. 2-1, 2015, doi: 10.11648/j.jhrm.s.2015030201.17

Nowadays, regardless of what industry they are in, all organizations and managers are vigorously pursuing success, and the basic touchstone to achieve success in any organization, particularly a commercial organization, is having satisfied and loyal customers. Nonetheless, this ideal condition would never be met unless the organization enjoys a team of loyal staff. That is to say keeping satisfied and loyal customers will only be feasible in case of having satisfied and loyal staff, seeing that it is the latter who play the key role in conferring value to the organization and earning the loyalty and consent of the former. This study aimed at evaluating the role of employee loyalty in the success of commercial organizations in the field of heavy equipment dealerships. To this end, data was collected through library resources as well as a survey. The sample was comprised of 280 employees of heavy equipment dealerships and 280 customers who had referred to these dealers. This study involved 7 hypotheses, which were analyzed and checked through Pearson Correlation Coefficient and Regression. The findings show that organizational successful directly affected by loyalty of staff. Besides, positive correlations were reported between employee loyalty and services quality, between services quality and customer satisfaction and loyalty as well as between customer satisfaction and loyalty and success of organizations.

This paper aims to verify the role of the managerial control systems in the measurement of the factors that may have a negative impact on the job performance of the human resources working on board ships. More specifically, we investigate the main causes, such as social isolation, boredom, fatigue, lack of social recognition, conflicts among the member of the crews and so on, affecting the efficiency and effectiveness of the seafarers’ job on board and consequently the performance of the ships. In the last years the international regulation about the work on board ships is becoming over more relevant in order to ensure the best security and welfare conditions of the workers and, more in general, of the maritime crews. In addition to the international conventions SOLAS (Safety of Life at Sea) and STCW (Standards of Training, Certification and Watch keeping for Seafarers), in 2006 it has been introduced the Maritime Labour Convention (MLC) no. 186, adopted in Geneva on 23rd Feb by the 94 session, it introduced into force on Aug 20th 2013. This Convention establishes several rules in order to ensure the acceptability between governments, ship owners and seafarers about the principles of safe and healthy work fixed in the Titles. This study, within a wider research project, aims to analyze, through a qualitative approach, on one side, the impact of the MLC on the Italian legislative context, and, on the other side, the fatigue factor in the managerial control and human resources literature. Therefore, this study focuses on the Title “health protection, medical care, welfare and social security” indicated by MLC, and thanks to the support of some shipping companies, it supplies a set of key performance indicators to measure the fatigue causes. Finally, this paper provides interesting insights on the managerial control system adoptable by the shipping companies in the recognition of the MLC

Since economy is facing a new era, slightly and increasingly shifting form the industrial period to the service one, also the scientific world is changing to face the new information and managerial requirements. Human resources (HR) and intangible factors represent ones of the most important factors, but it is quite difficult to evaluate if the company is em-ploying them in the best way to guarantee the company to generate value in the short, but also in the middle and long terms. It traditional industrial companies are more focused on the measurable productivity and effectiveness of the work of the HR, traditional tools and framework could face some difficulties in the application in this changed context. This paper after summarizing the recent traditional theoretical frameworks, their evolution and the connected changes in the management accounting and management control systems, analyzes a case study of a successful Italian Small and Mid-dle Entity (SME) operating in the Information Technology sector (IT) recently introducing formal instruments for helping the company in guaranteeing both short term economic results and long term performance and innovation by the means of effective and useful R&D investments. The paper finds that even ‘old traditional tools’ of management accounting and managerial accounting can be extremely useful, if adapted, to optimize and rationalize the use of human resources. They can in fact provide useful information for the distribution of the working load, for the process analysis and to define the productivity of the worked hour. Management accounting can supply information useful to address the activity of the Sales area, helping it in its pricing activity, but also in identifying which human resources are underemployed and, as a consequence, available for working in new tasks. It also supplies some useful insights to better manage and quantify resources and costs connected to R&D projects.

This study comprehensively evaluated the association between LMX and performance (Task performance, Contextual performance) behavior. Results are based upon a sample of 200 field staff at State Life Insurance Corporation of Pakistan. Sample was identified with snowball sampling method. Pearson coefficient of correlation and linear regression was utilized for data analysis. Results reveal that LMX have significant positive association with subordinates task and contextual performance behavior. Study is novel in its sense, and strengthens the prior research as well.

The trends of creation of new employment is essential to understand for human resource management because of the activities, policies, and practices of any organization involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees. Therefore, the study has sought to provide an understanding on the issues and options involved in the characteristics included in broad sector of employment and employed population by major occupation, level of education, and occupation by sector of employment, employment by industry, status in employment etc. Moreover, the current research has explored the changing pattern of labour market in different points of view for both male and female workers. To achieve the aims of the study, data from Labor Force Survey (LFS) conducted by the Bangladesh Bureau of Statistics (BBS) during the period of 1999 to 2010 have been used. The study showed that the rate of growth in unemployed population was higher than the employed population which might create an extra pressure in labour market. Moreover, it is also found that acute skill shortage is another particular concern which is affecting labour market. The main reason beyond not only the education levels of the workforce are low, but the education and vocational training are not maintained towards the markets needs. Therefore, creating productive employment opportunities will be imperative for sustained economic growth as well as to achieve optimal productivity and effectiveness.

In the article the necessity of the behavioral approach to study rural youth problems of Republic of Bashkortostan is grounding. An analysis of social and economical development of a rural region in 2008-2012 is presented. The negative dynamics of economical indices of the majority of rural territories of Republic causes the considerable deterioration of social components. Using the behavioral approach to study the agrarian sphere permits to provide the importance of behavioral factors in the sustainable development of rural territories. Rural youth is a reproductive foundation and strategic reserves of the sustainable development of agrarian sphere. The role of social factors in the achievement of effectiveness of agricultural production is considered.

Motivation of the employee's is the major issue in the today's organizations. Our study focuses on to find out the relationship of motivation and employee's commitment. Two number of hypothesis are surveyed in our study also we have two numbers of research objectives. The statistical population in this research covers employees of "Banking Sector" of D.G.Khan out of whom 45 employees are selected randomly as sample group. Data was collected by standard questionnaire. For data analysis, correlation coefficient was used through "ANOVA and IBM SPSS". There are the two determinants of Motivation which are job involvement and Incentives. Results showed Positive relationship between Job Involvement and employee's commitment and also there is the Positive relationship between Incentives and employee commitment. Divisional banks can use the motivation as their key element to improve the performance of their employees