Search results for "human resources"
showing 10 items of 718 documents
MOTIVATION – A STIMULATING FACTOR FOR INCREASING HUMAN RESOURCE MANAGEMENT PERFORMANCE
2012
Motivation is the basis of behaviours and activities that people deliver inside the association in relation to the peculiarity of the challenges that follow a category or another of functional relations. Thus, in order to assure the performance of the modern associations there is the need to know and understand the elements that motivate or demotivate an employee and even more, to apply them. Individual and constructional performance is in direct relationship with the direct implementation of the management of human resources. Thus, only by knowing the motivational theories and by applying efficient managerial strategies in order to engage the employees in competitive achievement of the org…
Talent Competitiveness and Competitiveness through Talent
2014
Abstract The current economic environment makes us acknowledge that the human factor is the most critical resource for all national economies which aspire to improve their competitiveness and innovativeness in a sustainable way. Talent is the engine of that and a growing number of countries have recognized the importance of talent competitiveness. This article aims to cast a light on this matter and to present the findings of the Global Talent Competitiveness Report form 2013 which shows us why “the war for talent” is a global one. Also, the article provides some guidelines for a deeper understanding of talent: how we can attract and retain the workforce of the future.
Can corporate social responsibility (CSR) be recruited? : an insight to future employees' values and perceptions on attractive employers
2013
Many businesses acknowledge that they want to achieve the best possible employees in order to succeed in the markets in the near future. This study takes a stance on who these employees, the future talents, are and what do they value, especially from the Corporate Social Responsibility (CSR) point of view. Thus future employees’ values and their aspirations towards attractive employers are observed in this qualitative, theme-interview based study conducted to Master’s level students of University of Jyväskylä, School of Business and Economics. The results show that there are five (5) different classes of future employees, which are Environmental Idealists, Equality Enhancers, Corporate Mone…
Sekcijas "Latvijas uzņēmumu konkurētspēja ārējos tirgos (EKOSOC VPP 5.2.1)" Ekonomikas un vadības fakultātē (19. februāris, 2016): Referātu tēzes
2016
Human Resources – A Value Driven Perspective
2019
The information age has changed many of the “classical” business activities by altering the core values and management principles. Human resources management has also changed and has adapted to the new challenges of the 21st -century information age. The hunt for knowledge and for the determined business value is driven by more complex and far-reaching human resources activities. Companies must change their “classic” view on human resources to prevail and to be successful in the new complex and speed century. Human resources have changed its old working principles to fit the requirements of constant data, information, and knowledge “hunting” and morphed to a proactive and dynamic business v…
Student intention to engage in leisure-time physical activity: The interplay of task-involving climate, competence need satisfaction and psychobiosoc…
2018
Grounded in achievement goal theory and basic psychological needs theory, the aim of this study was to examine the impact of the interaction of perceived motivational climate in physical education with psychological needs satisfaction (relatedness, competence and autonomy) and psychobiosocial states on student intention to engage in leisure-time physical activity. Participants ( N = 470 Italian students, 287 boys and 183 girls, aged 16–19 years) completed the Teacher-Initiated Motivational Climate in Physical Education Questionnaire, the Psychological Needs Satisfaction Scale in Physical Education, the Psychobiosocial States Questionnaire, and a measure of intention to engage in leisure-tim…
APPLYING PERT AND CRITICAL PATH METHOD IN HUMAN RESOURCE TRAINING
2011
The subject of the article is referring to the modelling and simulating of the formation of human resources by applying the PERT/CPM (Program Evaluation and Review Technique/Critical Path Method) and the taking into consideration of some risks associated to this activity. The aim of the article is to offer practical support to the management of organizations in order to make a formation program of human resources, which implies activities of precedence and interrelated, critical paths, the distribution of time resources and necessary costs for the fulfilment of the organizational objectives.
MODELLING AND SIMULATING RISKS IN THE TRAINING OF THE HUMAN RESOURCES BY APPLYING THE CHAOS THEORY
2012
The article approaches the modelling and simulation of risks in the training of the human resources, as well as the forecast of the degree of human resources training impacted by risks by applying the mathematical tools offered by the Chaos Theory and mathematical statistics. We will highlight that the level of knowledge, skills and abilities of the human resources from an organization are autocorrelated in time and they depend on the level of a previous moment of the training, as well as on the impact of the risk factors that can materialize in the process of the continuous training of human resources. The process of self-correlation and continuous training ensures the sustainable and qual…
Diversidad de género, igualdad de oportunidades y entornos laborales
2004
Gender diversity can be considered a useful strategy for improving equal opportunities in the labour market. It is also a valid criterion for optimising human resources in management professions. Unlike other strategies for promoting equal opportunities that have been applied in political or social spheres (quota system, parity representation, etc.), gender diversity combines humanitarian criteria based on citizenship rights for women with maximalist arguments relating to the value such a strategy can add to labour organisations. The Divers@: género y diversidad project lays down a working method and operational model for analysing possible imbalance caused by the specific gender diversity …
Possibilities of increasing the efficiency of using human resources in tourism
2007
The paper starts from the roles of the human resources in the development of the tourist agencies’ activities (the role of stimulator, creator and coordinator factor of the activity) and has as a purpose to emphasize the essential problems of the human resources management in this kind of activity: creating a team work, its motivation and its creativity.