Andrea Martone

Over the last two decades, processes of digital transformation have been progressively implemented in the sphere of public services, including the health sector, albeit at difference paces depending on organizations’ levels of digital maturity. Although the nominal advantages of digitalizing health services are well identified in the conception phase, once implemented, the perceptions of different stakeholders tend to differentiate, even generating certain tensions. Based on qualitative grounded theory research approach among 15 different stakeholders from nine different hospitals of a regional health system located in the northern part of France, this study shows that different stakeholders perceived different advantages, such as improving the integration between the different stakeholders' practices, improving care practices, offering more services, and reducing costs and increasing efficiency. However, a paradox also emerged in the contraposition between the need for higher perceived quality, which requires more investments, and the search for efficiency through the digital transformation of health services, which aims at reducing costs. We conclude by discussing the theoretical contributions and implications for practice.

The Human Resource Management in Small and Medium-sized Enterprises (SMEs) represents a complex and still underexplored field, despite the growing attention it has received from both academic research and practitioner. SMEs, are often characterized by informal management practices, strongly influenced by the central role of the entrepreneur and only partially supported by the presence of an HR Manager. This study, based on a survey conducted among 61 companies in the Insubria area, explores the extent to which HR managers and HR practices actually impact organizational structures and performance, highlighting limitations, opportunities, and future perspectives.

La formazione rappresenta uno strumento più potente nelle mani del management. Può essere un efficace collante per cementare i fondamenti valoriali che sono alla base della cultura aziendale e garantire all'azienda un punto di partenza forte per costruire vantaggio competitivo. La formazione è utile per diffondere in maniera capillare, in tutti i gangli dell'organizzazione, comportamenti, competenze e orientamenti virtuosi utili al mantenimento dello status quo, ma è un'ottima risorsa per accompagnare i processi di cambiamento organizzativo che oggi investono sempre più imprese. Conoscere gli strumenti formativi a disposizione, sapersi orientare nel vasto mare di modalità didattiche e strumenti, nonché mettersi in ascolto e saper cogliere i segnali lanciati dalla popolazione aziendale, sono i requisiti fondamentali per individuare la formazione ideale: quella che soddisfa l'esigenza strategica di una determinata impresa in un dato momento del suo percorso di crescita.