Search results for "jel:M1"
showing 8 items of 48 documents
A HUMAN RESOURCE ONTOLOGY FOR RECRUITMENT PROCESS
2009
In this paper we propose a model of ontology for the human resource domain. We emphasize the benefits resulting from the application of Semantic Web technologies in the recruitment process. We use currently available standards and classifications to develop a human resource ontology which gives us means for semantic annotation of job postings and applications. Furthermore, we outline the process of semantic matching which improves the quality of query results. Finally, we propose the architecture of an evaluation system based on Semantic Web technologies.
The influence of culture on the economic freedom and the international business
2006
The firms who decide to expand their business in an international environment must modify their management style through international management. Certainly, international management must adapt their on functions to the different framework of the business development. The culture is a cardinally factor, being an essential component in the success equation of multinational companies. The culture, the habits and the attitudes became points of major interests on the global market. Their importance is obvious through numerous "blunders" which find out in international trade and international. For the success of international business the economies must bees free, but the economic freedom is inf…
HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER
2013
In most of the organizations, people are now recognized as the vital asset. Their knowledge, skills and abilities must be deployed to the maximum effect if the organization is to become successful. The intangible value of an organization relating to the people it employs and its human resource strategies is gaining recognition and it is generally accepted that this has implications for long-term sustained performance. The recent chances in the economy and the development of new technologies are creating the proper set for a series of other changes regarding the human resource management. The first one refers to the need to respond to the challenges raised by the knowledge workers and the se…
DEFINING ASPECTS OF HUMAN RESOURCE MANAGEMENT STRATEGY WITHIN THE GENERAL STRATEGY OF THE MODERN ORGANIZATION
2013
The field of human resources requires the presence and action of several categories of persons and managerial structures interested in the quality of human resources and the activities developed by them. Besides managers and employees there are also the shareholders, the unions, the customers, the different national or local agencies, the local community, etc., with major interests regarding decisions in the human resources area. In order to harmonize their activities and achieve an optimal perspective within the evolution of Human Resource Management, special attention is paid to the strategy of human resources management. According to many specialists, strategies in the field of Human Res…
The Efficient Management of the Material Resources - One ot the most Important Premises in Promoting and Increasing of Business
2011
Even if we are talking about different periods of time, periods in which the economy of the states have met different levels of development, the material resources have maintained their importance and distinctness, no matter what the evolution, activity, or size of the company was. The resort of the materials with everything it includes, supply, management and consumption have been considered a main priority for every kind of management. Not only because the field of the materials is a cvasi permanent one, for all the types of companies, but also because this field could easily represent the basics of what is called profit achievement, competitiveness, efficiency, promotion and development …
Adaptación al castellano y estructura factorial del Denison Organizational Culture Survey
2009
[EN]: This article presents a Spanish adaptation of the Denison Organizational Culture Survey, a questionnaire designed to evaluate organizational culture. This survey consists of 60 items, grouped in 12 subscales, which identify 4 cultural dimensions. These dimensions have been widely studied and their influence in organizational effectiveness has been accepted. This adaptation was applied to 488 participants, and analysed with confirmatory factor analysis. Results show adequate psychometric properties, so it can be concluded that the Spanish adaptation almost completely replicates the structure of the original version in English. © 2009 Psicothema.
A New Development in Online Marketing: Introducing Digital Inbound Marketing
2015
This paper addresses the conceptualization, scale development and scale validation related to the study of consumer engagement in online settings. It first reviews this concept and draws attention to the multidimensionality of the construct, considering the underlying cognitive, emotional, and behavioral dimensions of consumer engagement. Then, it presents the foundation of this concept in relationship marketing and adds support to this proposition. Further, it proposes the construction and psychometric assessment of a 37 scales that examine all three dimensions, based on an international sample of 110 respondents who engage with a brand on a social media network. Based on multiple and succ…
STUDY REGARDING THE ATTITUDES TOWARD CORPORATE SOCIAL RESPONSIBILITY OF THE WORLD’S TOP TRANSNATIONAL CORPORATIONS
2012
Transnational corporations (TNCs) are the leading actors of the global economic scene; so their strategic behaviors tend to be followed by their challengers - in search for global competitiveness. Therefore (and in spite of some well known blunders and slippages), Corporate Social Responsibility (CSR) may have the vocation to become a generalized dimension of the corporate strategy - as well as an answer to some of the very thorny problems facing the humankind. The aim of the paper is to analyze the attitudes toward CSR of the world's top TNCs, in order to see if there is a pattern regarding their strategies.