Hasil untuk "Personnel management. Employment management"

Devi Yulia Rahmi, Fikri Alwi, Ratni Prima Lita et al.

Objective: The study aims to examine the effect of halal awareness, halal logo, religiosity, and price on consumers' intention to buy food products with a halal logo. This study also examines the effect of purchase intention on consumer purchase behaviour of food products with the halal logo Research Design & Methods: This study uses a quantitative method with 200 respondents who consume food products with the halal logo in West Sumatra. Data were analyzed using the PLS-SEM (Partial Least Square-Structural Equational Modeling) method. Findings: The results of the study show that the halal logo, religiosity, and price are significant for purchase intention. No significant effect was found on halal awareness and attitude towards purchase intention. Moreover, the study's results show that purchase intention significantly affects purchase behaviour. Implications and Recommendations: This research implies that consumers of food products labelled halal consider the halal logo on a product before consuming it, so food producers must try to sell products that have a halal logo Contribution & Value Added: This study addresses the existing literature by modifying the research model regarding the purchase behaviour of halal products. In practical, companies in the halal food industry should focus on maintaining and enhancing product quality, obtaining halal certification, and establishing a trusted halal label to foster consumer purchase intention and behavior.

Olena Stryzhak, Volodymyr Yermachenko, L’uboš Cibák et al.

The study focuses on the challenges that the gig-economy brings to the labour market. Digitalisation is transforming the nature of labour relations, and the ratio of the employed to the self-employed is changing. By expanding the scope of digital technology and the use of digital platforms, changes are affecting all areas, including the tourism industry. The article assesses the relationship between tourism development, digitalisation, and self-employment indicators. The study covers 112 countries for 2021. The paper uses the Travel & Tourism Development Index, Network Readiness Index and the World Bank’s self-employment indicator. The analysis showed that the features of the relationship between tourism development, digitalisation and self-employment vary across the three groups of countries identified as a result of cluster analysis. The study found that there is a positive relationship between the level of tourism sector development and the level of the country’s digitalisation. The relationship between the level of self-employment and tourism development is variable across groups. The relationship between self-employment and digitalisation was confirmed only for the sample as a whole.

Antonella Senese, Cecilia D. Almagioni, Davide Fugazza et al.

Glacier retreat due to climate change is accelerating worldwide, yet the phenomenon remains abstract for many people, especially those unfamiliar with mountain environments. The Urban Glaciology experiment, conducted during Milan’s internationally renowned “Fuorisalone” 2024 design event, aimed to bridge this perceptual gap by simulating real glacier melt processes in a busy urban square. Three large ice blocks with contrasting surface conditions (i.e., clean, dirty, and debris-covered) were exposed to springtime urban temperatures, mimicking conditions found on Alpine glaciers during summer. Over one week, the blocks produced a total of 748 L of meltwater, with dirty ice melting up to four times faster than debris-covered ice, consistent with established albedo effects. These results confirmed the thermal analogy between Milan’s spring conditions (+15 to +20 °C) and the ablation season on Alpine glaciers. Visitors observed the differential melting in real time, supported by visual indicators, explanatory panels, immersive virtual experiences, and direct interaction with researchers and students. Informal interviews indicated that more than 60% of participants reported a perceptual shift, recognizing for the first time that urban temperatures can replicate glacier melting conditions. By embedding a science-based installation in a major cultural tourism event, the experiment reached a diverse, non-traditional audience—including tourists, designers, and citizens—and encouraged reflection on the implications of glacier loss. The success of this initiative highlights the potential of replicating similar models in other cities to raise awareness of environmental change through culturally engaging experiences.

Yiran Li

A type of emerging industry in the current tourism sector, intelligent tourism is causing a significant upheaval in China's tourism sector. It has not only altered the traditional modes of service delivery and operation, but it has also partially fueled changes in the employment landscape in the sector. Due to the increased demands placed on tourist talent by the industry, educational institutions need to adapt and innovate their talent training programs accordingly. In order to discuss effective strategies for the cultivation of tourism professionals in colleges and universities to perform well in the current environment, the article conducts relevant research, introduces the current state of the development of intelligent tourism, and discusses the requirements of professional talent training under the background of intelligent tourism. This is done in the hopes of simultaneously promoting the good development of China's tourism industry and improving the quality of talent cultivation, which prompt the positive growth in China's tourism sector.

Franck Bailly, Benjamin Dubrion

Personnel economics has undoubtedly been one of the major developments in mainstream labour economics in recent decades. Its aim is not simply to report on firms’ actual labour management practices but also to prescribe the optimal practices for managers to adopt. The pursuit of this goal has led it to close itself off from other approaches to the analysis of the employment relationship. Drawing on concepts from political science, we show that personnel economics is imbued with a particular conception of politics, even though it goes unacknowledged. Making this point visible enables us to show that other conceptions of politics than that to which personnel economics refers are possible and leads to the acknowledgement of the legitimacy of other points of view in matters of labour management.

Irina Igorevna Nagirner, Elena Gennadievna Kirikutsa, Olga Leonidovna Grigorieva

Digitalization and information and communication technologies have led to significant structural changes in the development of the economy. The labor market is no exception, and its dynamics are changing significantly as a result of these transformations. One of the key components of the structural shift in employment is the spread and development of remote work. This form of labor organization is becoming more and more in demand and an integral part of the digital economy, which determines the special nature and working conditions that allow you to work remotely. Remote work offers new opportunities and benefits for both employers and employees. It allows companies to expand the geographical coverage of their operations, attract specialists from all over the world and reduce the cost of renting office space. At the same time, remote work gives employees flexibility in choosing a workplace and work schedule, facilitating communication and collaboration over the Internet. At the same time, the proliferation of remote work also raises provocative questions and challenges. For example, how to ensure the security and protection of data when working remotely? How to create effective tools and environments for remote collaboration? What issues of internal communication and corporate culture arise in a remote work environment? Researching this topic will help you better understand these challenges and identify the most effective practices for organizing remote work. Moreover, it can help shape policies and strategies aimed at maintaining a balance between flexibility and productivity in the new digital economic order.

Büşra Özcan

The primary objective of this research is to explore the perspectives of personnel within sports organizations concerning Total Quality Management (TQM). Specifically, the study targets a sample comprising 127 voluntary institutional personnel employed at the Istanbul Directorate of Youth Services and Sports. To gauge the extent of TQM implementation, the 'Total Quality Management Implementation Factors Scale,' developed by Balcı (2002), was randomly administered to this sample. The research delves into the levels of TQM implementation among the personnel of the Istanbul Directorate of Youth Services and Sports. The acquired data were scrutinized in correlation with variables such as gender, age, education level, duration of employment, title, and job satisfaction. The study investigates the implementation of Total Quality Management (TQM) among personnel at the Istanbul Directorate of Youth Services and Sports, utilizing the 'Total Quality Management Implementation Factors Scale' developed by Balcı (2002). The research assesses TQM levels in relation to various variables, including gender, age, education level, duration of employment, title, and job satisfaction.

Nikkita G. Shankar, Anisha Ramsaroop

Orientation: Performance management aligns individual and organisational goals, enhancing employee motivation, sustaining organisational success. Research purpose: The study aimed to investigate challenges experienced by security managers with performance management systems in a tertiary institution in Durban, South Africa. Motivation for the study: Understanding challenges delivers insights to advance organisational effectiveness, support sustainable development, and enhance human resources (HR) practices in the higher education security sector. Research approach/design and method: A qualitative approach was used. Twelve security managers were purposively selected for semi-structured interviews. Data were analysed using thematic analysis and NVivo software. Main findings: The study identified three challenges, namely inadequate training, education, development and communication, technological barriers and low computer literacy, limited resource allocation, inconsistent rewards, and a lack of transparency. These challenges were found to hinder performance management system application, reducing employee engagement and productivity. Practical/managerial implications: The study recommends the institution increase adult basic education and training in technological skills and literacy. Enhancing feedback mechanisms, conducting performance needs assessments, and implementing fair reward strategies may improve sustainable development of performance management practices. Contribution/value-add: The study advocates for practical strategies in response to the challenges faced by security managers to enhance performance aligned with sustainable development goals 4 (quality education), 8 (decent work and economic growth), 10 (reduced inequalities) and 16 (peace, justice and strong institutions), contributing to sustainable HR, embracing contextualised performance management application in developing countries.

Muhammad Sulaman Akram, Noureen A. Khan, Baharom Hamid et al.

The research explores Financial Literacy (FL) among undergraduate students. The study aims to evaluate the FL of a specific group of undergraduate students. It investigates how different demographic and socioeconomic factors influence these students' FL and analyzes various demographic and socioeconomic factors to determine if they are better predictors of FL among students. The demographic and socioeconomic factors analysis shows that FL among university students is generally low. Male students studying business and coming from higher-income families have improved FL, while students in their early twenties typically have lower levels of FL. Educators should help low-income parents and women with FL, promoting financial inclusion. Helping women improve their financial understanding brings numerous benefits and positively influences the financial attitudes of their children, encouraging them to foster strong financial skills and knowledge from an early ages.

O. Zamula, Oleksii Zamula, Iryna Uhrimova

The paper proves the need to change approaches to personnel management in modern conditions, since there is a change in certain factors influencing the organizational behavior of employees of enterprises, namely: the number of people with disabilities is increasing in Ukraine, the labor potential of the social sphere is decreasing due to the mobilization and forced migration of specialists from various spheres of economic activity. It has been proven that it is also necessary, among other work with the personnel of enterprises based on the concept of sustainable development, to highlight as a separate component the formation of sustainable tolerance for people with disabilities, as well as laying the foundations for inclusive employment when concluding employment contracts with them. Inclusive employment should be understood as the process of employment of persons with disabilities. The executive and legislative power in Ukraine take care of employment of people with disabilities, but this initiative should be supported by business and the public. The objective of managers in this field is to develop staff development programs, which should include not only tools for employees to acquire professional and specialized competencies. Such programs should be aimed at forming a holistic view of both the technical and economic aspects of interaction in the process of realizing their knowledge and skills in order to achieve the goals of the organization, and about the social and environmental consequences of their behavior. Therefore, staff training and education should be carried out taking into account the latest scientific achievements in the field of sustainable development, in particular, in terms of encouraging ethical behavior of staff in relation to employees with disabilities.

Ali Mustopa Yakub Simbolon, Hidayani Syam, Z. Sesmiarni et al.

The objective of this study is to expound upon and provide an explanation of the concept of educational workforce management in Islamic educational institutions. The research approach employed is literature research, where relevant and reliable sources are utilized to gather the necessary information. These sources include books and online scholarly articles (journals). The findings demonstrate that educational workforce management encompasses a range of activities, such as establishing norms, standards, procedures, recruitment, development, administration, well-being, and termination of employment for educational personnel in Islamic educational institutions. The primary goal of educational workforce management is to effectively and efficiently utilize educational personnel to achieve optimal outcomes in alignment with the institution's objectives. There are four key stages involved in educational workforce planning. Firstly, planning to meet future needs; secondly, planning to maintain future balance; thirdly, planning for recruitment, selection, and termination of employment; and fourthly, planning for workforce development. Workforce development entails a series of steps, including identifying needs, defining objectives, designing program content, applying learning principles, implementing programs, and evaluating program execution. By carefully and effectively implementing development programs through these stages, it is anticipated that the specific goals of these activities can be successfully realized.

L. Idigova, Svetlana Plis, H. Chaplaev

The paper considers modern technologies of personnel management necessary for the digital economy. Nowadays, in the process of transforming HR approaches due to the pandemic and economic situations, most companies in general and HR management in particular are faced with an acute question: what to do with the HR strategy. The study is aimed at identifying relevant areas of digitalization of the HR management process in a business organization. The paper authors identify basic reasons hindering the transition of personnel management to digital technologies, as well as opportunities for their further solution. The authors believe that the digitalization process is irreversible in modern conditions and enterprises should pay attention to this significant aspect. Most business leaders are not ready for the introduction of digital technologies and believe that they may negatively affect the employment level. On the contrary, another part of managers is introducing digital technologies, trying to improve the skills of employees in order to meet labor market standards. The authors conclude that a large role in the efficient formation of personnel management is the presence of personnel, formed from specialists with a psychological education and with the ability to solve mathematical tasks. The authors believe that the demand for such specialists will increase every year. Besides, high-quality personnel management is becoming a strategic center for the enterprise development, which the corporate brand formation depends on. Most enterprises prefer to do business online; it becomes a trigger for the formation of new approaches in the field of the company personnel management, which has always been a complicated and multifaceted phenomenon.

A. Starovoytov, E. Dupliy

This article is devoted to the analysis of the status of a foreign worker on the territory of the Russian Federation, whose employment is due to various difficulties for the employer: obtaining a permit to attract foreign labor, a work permit for an employee, etc. Particular attention is paid to such a category of foreign workers as highly qualified specialists, attracting which is greatly simplified due to the high interest in such specialists and their unique skills. The isolated position of highly qualified specialists among other categories of foreign workers is determined by building such relationships with the employer, in which the latter bears increased responsibility for the foreign worker and his actions in the Russian Federation, assumes additional obligations To determine the specifics of this connection and the peculiarities of the position of a highly qualified specialist, to familiarize themselves with the specific rules of law governing their employment and labor activity.

Jackeline García-Serna, Guillermo Almeida-Huanca, Jeff Huarcaya-Victoria et al.

Abstract Background This study aims to describe the training offered and the availability of professionals required by the Ministry of Health for mental health problems management in the community. Methods A cross-sectional study was carried out on the training offered in mental health in Peruvian universities. A search for programs was conducted using the University Information System database and universities' websites, as well as using the Ministry of Health's database on health personnel and data on the number of enrolled and current students provided by the University Information System database and the Transparency section of the universities. Results There were 214 undergraduate, 55 specialty and 7 subspecialty programmes, of which 39%, 47% and 100%, respectively, were offered in the capital city. The duration ranged from 5 to 7 years for undergraduate programs and from 1 to 3 years for subspecialty and second specialty programs. The cost of undergraduate programs ranged from free of charge up to USD 6863.75 for the first semester of study. Second specialty programs ranged from 720 up to 11 986 USD and subspecialty programs ranged from 2267 up to 9138 USD, with medicine being the most expensive. On the other hand, there are a greater number of psychology students (n = 78 781) pursuing undergraduate studies than working professionals (n = 5368), while in the second specialty of psychiatry there are far fewer students pursuing the specialty (n = 67) than working professionals (n = 454). Conclusions The problem of professional training in mental health requires that the institutions involved in health and education develop policies to decentralize programs, communicate the demand for professionals in certain areas, make them accessible to the low-income population, respond to mental health problems and guarantee their quality. On the other hand, regarding the low number of mental health personnel working, it is suggested to increase the mental health budget to generate more mental health services and employment.

O. Yakovenko

The article is devoted to the analysis of the content and practice of personnel management in the conditions of remote work. The topic raised by the author is relevant, because in the context of the COVID-19 epidemic, many employees switched to telecommuting, and managers change their approaches to personnel management. The concepts of remote employment and remote worker are given. The article considers promising opportunities and shortcomings that must be taken into account when managing personnel in the transition to remote work. In the future, the author proceeds to a direct review of management functions in the conditions of remote work. When planning staff, special attention is paid to the diligence of personnel selection, because the control of tasks in remote work is somewhat complicated, and the quality and timeliness of tasks will depend not only on the financial stability of the company but also its reputation. The stages of personnel selection for remote employment are outlined. In the future, the author moves on to update the managerial functions of the head and the need for proper software and hardware as the most remote work of employees and the process of its management. The author emphasizes that the motivation of remote workers also differs due to limited professional and personal communication, direct assessment of productivity, emphasizes that these facts must be taken into account and proposes measures that provide not only material motivation, such as online support, advice, corporate culture, creating groups of remote workers in social networks for informal communication or for sharing experiences, conducting various online events, trainings, direct communication with the head, etc. However, the author also highlights the interests of companies that employ remote workers. The flexible and controlled schedule in remote work, means of their control are considered. The issue of information and property security management of the enterprise is considered. The author concludes that the management of remote employment has further scientific and practical development, research, analysis of the experience of enterprises, especially during the coronavirus.

The most expensive capital at all times has been and remains intellectual capital, which in today's economy allows you to adapt quickly to the fast-paced conditions of the external environment and find opportunities to develop even during economic downturns and crises. The basis for the formation of intellectual capital is the personnel, management of which in modern economic conditions to a new level, as on the correctly built system of personnel management depends on the performance of many companies. At the same time, training of specialists in the field of personnel management should take into account the real needs of the market in order to ensure that most graduates at employment possess a basic set of competencies necessary for successful work in this area. Consequently, for effective training in the field of human resource management, the requirements of the market and potential employers should be taken into account. The market requirements in this case are the maximum orientation of specialists to solve the problems in the field of personnel management, from recruiting to building a team management strategy of a large enterprise. Consequently, the basic economic basis for the training of specialists in human resource management is the need to solve a wide range of tasks and the ability to adapt to working conditions in companies of different levels and different orientations. And in recent years there is an additional extremely important competence - the ability to self-organize and work remotely, because during the COVID-19 pandemic and now under martial law in Ukraine, many specialists had to work remotely and form new approaches to personnel management in the online format. Therefore, the ability to combine professional qualities and effective self-organization is at the core of an effective training specialist's work.

Khanlar Mahmudov, Vladyslav Chuhlib

The article reveals the essence and influence of digital technologies on the effectiveness of per-sonnel management. The use of the latest digital technologies in the field of personnel management in enterprises under martial law in Ukraine is analyzed. Theuse of digital technologies provides easier access to resources and the ability to work from anywhere in the world. There is an opportunity to acquire new knowledge, develop skills, increase the level of competence and professionalism. The flex-ibility of employment, the level of technical and social mobility is increasing. An important advantage is the ability to store and transfer information at the international level in real time. Traditional and digital models of personnel management were evaluated. The expediency of using digital technologies in the Ukrainian practice of personnel management has been proven. The use of innovative digital tech-nologies ensures the growth of labor productivity, the improvement of qualifications and retraining of employees, the creation of an optimal environment for the development of each employee, the imple-mentation of an emphasis on the disclosure of the creative potential of employees, the unification of the personal goal of the employee with the goals of the enterprise. It has been established that the important tasks of digital transformation are effective recruiting, continuous training and development of person-nel, and attracting competent, promising employees. Under the condition of effective recruiting in en-terprises, there will be a strengthening of the quality of personnel, an increase in labor productivity, and an increase in the image of the enterprise on the labor market. The expediency of using social networks, communication robots (“chat-bots”), big data analysis, applications and analytics based on artificial intelligence, cloud technologies in software for personnel management needs is substantiated.

Mykhaylichenko Mykola V., Hridin Oleksandr V., Vitkovskyi Yurii et al.

Nedeljković Ivana, Rejman-Petrović Dragana

Background: In order to prevent the spread of the Covid-19 virus, a temporary interruption of teaching and educational activities in classrooms occurred. Most schools and faculties were forced to switch from traditional to online teaching. Purpose: This research aims to examine the key factors influencing students' intention to use e-learning, as well as predictors of student satisfaction with online teaching during the Covid-19 pandemic. Study design/methodology/approach: The analysis includes 312 students on the territory of the Republic of Serbia who use e-learning. Reliability analysis, confirmatory factor analysis and structural equations modeling are applied in the paper. Findings/conclusions: It is found that course design significantly affects perceived usefulness, perceived ease of use and quality of e-learning, and perceived usefulness and quality of e-learning are the main drivers of student satisfaction. Then, perceived usefulness, perceived ease of use and satisfaction with online teaching are important predictors of the attitude towards the use of e-learning, and attitude is an important driver of the intention to use e-learning. The results of the research and the implications derived from them can be helpful to educational institutions in creating, introducing and implementing e-learning, as well as increasing student satisfaction with online teaching during the pandemic. Limitations/future research: The limitation of the research stems from the selection of the sample (students). In addition, the research was conducted on the territory of Serbia, so the results cannot be generalized. Third, the possible bias of the respondents in giving answers can lead to wrong conclusions. The recommendation for future research is to examine the attitudes of professors who use e-learning, in addition to students. Another recommendation is to do a segment analysis (by gender, year of study) in order to develop specific strategies for each segment. Another suggestion is to compare students' opinions on e-learning and traditional ways of learning.

Tatyana Dmitrievna Sinyavets

Subject. Remote work as a form of work management has become a fact of life for education, consulting and IT companies, banks, government agencies, trading companies, and other areas. The issue of managing employees’ values by shaping, maintaining, and developing organisational culture in Russian companies has become acute. The fact that managers from all levels appeared to be unprepared for the realities of remote work aggravated the problem of work motivation and reduced the loyalty of the personnel to the employer. Objectives. The purpose of the research is to study the influence of remote work management on the components of organisational culture. The study is important and timely since it identifies the most problematic components of organisational culture which require further maintenance and development. Methodology. The research methodology is based on rational cognition (concept, judgement, inference) and procedures of logical inference and conceptual framework for value management. To achieve the set goal the following methods of scientific knowledge were used: analysis, synthesis, and comparison. The results of the study were systematised using the structure of organisational culture components proposed by F. Harris and R. Moeran. The attitude of employees to various aspects of organisational culture was studied by conducting an online survey among university educators in Omsk and IT specialists from a Russian commercial bank. Conclusions: The results of the study showed a negative impact of remote work on half of the components of organisational culture, 30% of the components were neutral to the impact of remote employment and 10% experienced a positive impact. The obtained results should be taken into consideration by managers from all management levels since organisational culture is an effective tool for strategic management that allows maintaining employee loyalty to the corporate brand.