Hasil untuk "Personnel management. Employment management"

Nan Hao, Y. Fan

Under the background of global climate change and sustainable development, low-carbon transformation has become an inevitable choice for China and even global economic development. As the cornerstone of social stability and the key to people’s well-being, employment is facing profound changes brought about by low-carbon development. Based on the micro perspective of enterprise behavior change, this paper takes the implementation of China’s low-carbon city pilot policy as an exogenous policy shock and constructs a time-varying difference-in-differences (DID) model to test the impact of the low-carbon city pilot policy on enterprise employment, based on the data of China’s A-share listed enterprises from 2008–2021. The results show that the implementation of low-carbon city pilot policies significantly expands the employment scale of enterprises and increases overall employment by about 6.77%. From the perspective of employment skill structure, it can promote the employment of high-skilled and low-skilled workers. From the perspective of employment position structure, it can promote the employment of production operations personnel, technology research and development personnel, and service and management personnel. These results are still valid after a series of robustness tests. The policy effect is due to the deepening of enterprise capital integration, green investment, technological innovation and vertical specialization. In addition, it is also affected by the differences of enterprise ownership, enterprise scale, industry pollution degree, regional environmental regulation, and market competition degree. Further research shows that low-carbon city pilot policies significantly reduce the share of labor income of employees in heavily polluting enterprises, resulting in the loss of employee welfare. From the perspective of employment, this paper provides more theoretical support and empirical evidence for low-carbon policies to drive changes in micro-enterprise behavior, so as to achieve the sustainable goals of “double carbon” and “stable employment”.

Tanya Glushko, Arman Barseghyan, Bohdan Polupanov

Abstract. The article examines the role of HR technologies in the transformation of personnel administration in remote-format conditions. The focus is on the role and importance of HR technologies in ensuring the effectiveness of personnel management in remote-format conditions, which involves flexible place and mode of work, employee mobility, as well as an emphasis on performance rather than strict time control. Special attention is paid to the national context: the specifics of implementing digital HR technologies in Ukraine in conditions of martial law, unequal access to digital infrastructure, regulatory restrictions and the need to adhere to data security principles. The key benefits and risks of implementing HR technologies are analyzed, especially in the context of Ukrainian realities, including martial law, digital inequality and regulatory restrictions. The differences between the concepts of “remote work” and “remote format” are identified, with an emphasis on flexibility, mobility and performance. The purpose of the study was to identify modern approaches to the implementation of HR technologies in remote personnel administration processes and to develop practical recommendations for their effective use. The object of the study in the work is the organizational and technological aspects of personnel administration in the conditions of flexible remote employment. The task of the study is to substantiate the opportunities, advantages and challenges of using HR technologies in the practice of remote personnel management, taking into account the specifics of the Ukrainian legal field and digital infrastructure. The methodological basis of the study was the works of domestic and foreign researchers in the fields of HR management, digital business transformation, labor law and human resource management. The results of the study identified key areas of application of HRM systems, electronic document management platforms, digital identification systems, analytical tools and services for assessing the performance of employees remotely. The scope of application of the research results is related to the practical activities of HR departments of enterprises, institutions and organizations that implement or optimize remote and hybrid work models. The research results will allow Ukrainian enterprises to more effectively adapt their personnel policy to the conditions of a changing work environment, increase flexibility, digital resilience and competitiveness through the integration of modern HR technologies. The research results can be used as a theoretical basis and practical tools for specialists in the field of HR, personnel management, organizational development and digital transformation. The article contains recommendations for improving personnel processes in the remote format, in particular, adapting internal company policies to flexible work modes, forming result-oriented KPIs, developing digital competence of employees and HR specialists. The scientific novelty of the research lies in the theoretical substantiation of the concept of digital personnel administration, formulating a model of its organization in the remote format, as well as systematizing modern HR technologies taking into account their functional potential.

Mia Larson, Cecilia Cassinger

This article explores the development process of a sharing platform in the tourism industry, drawing on a longitudinal case study of a sharing-based business in adventure tourism in Sweden. The purpose is to explore how sharing business models emerge through processes of ideological narration—the strategic use of stories to shape and sustain a business. Over a two-year period, empirical data were collected through in-depth interviews, participant observations, and document study. The findings suggest that sharing business models are developed in processes of ideological narration designed to attract labour, capital, and users to a digital platform. Four master narratives are identified—sharing, sustainability, shared identity, and profit-making—narratives grounded in conflicting ideological logics. The dominance of these narratives shifts over time, reflecting different priorities and challenges encountered at various stages of a sharing business model’s development. This dynamic highlights the fluid and multi-faceted nature of narratives in shaping and sustaining sharing businesses in the tourism industry.

Eduardo Moraes Sarmento, Sandra Loureiro, Zorro Mendes et al.

This research proposes a framework for Eudaimonic well-being in destination competitiveness. This framework is based on the theoretical Ritchie and Crouch’s model (1993, 2000, 2003) and the recent theoretical notion that a travel trip may influence life satisfaction through tourists’ experiences. We conducted a qualitative study based on 34 in-depth interviews with key tourism stakeholders in Cape Verde, a small island developing country (SIDS) dependent on the tourism sector. The findings contribute to identifying specific sources of positive and negative effects that may affect the tourists’ and residents’ overall sense of well-being and thus affect the overall destination competitiveness.

Adriaan De Man

The economic resources of the United Arab Emirates (UAE) follow a national diversification strategy that aims at sustainable growth. In this scenario, archaeological tourism plays a significant role in affirming cultural heritage but remains dependent on variables that are difficult to manipulate. This paper examines not only the opportunities but also the structural constraints of developing archaeology-based tourism propositions in a rapidly growing and highly competitive economy. The UAE counts on multiple sites, all of which face a combination of challenges to sustainable development. These comprise commercial tensions, environmental and infrastructural concerns, perspectives on authenticity, as well as global socioeconomic pressure. Such constraints are analyzed by tapping into the existing literature and recommendations for policymakers are offered in order to balance heritage conservation with economic growth. The findings emphasize the need for prioritizing community engagement and favoring sustainable representations of Emirati archaeology.

Nanang Sobarna, Yadi Janwari, Sofyan Al-Hakim

Fiscal policy had an important role in shaping the economic and social stability of society during the era of the Islamic Caliphate, starting from the Umawiyah and Abbasiyah periods, the Umawiyah in Spain to the Small Kingdoms. Fiscal policy during these times not only functions to collect revenue but also to support development, social welfare, and maintain political stability. This research aims to analyze the history of fiscal policy in various periods by highlighting the main sources of income, allocation of fiscal funds, and the effectiveness and benefits of policies in supporting economic development. This research approach uses a historical descriptive method by analyzing primary and secondary literature sources. The data collected includes aspects of fiscal policy such as the type and amount of taxes applied, financial administration systems, and budget distribution in various public sectors. The analysis is carried out comparatively to highlight the differences and similarities between fiscal policies during the times of large caliphates and small kingdoms in meeting the social and economic needs of society. The research results show that fiscal policy during the Umawiyah and Abbasiyah periods tended to rely on sources of income from agricultural taxes (kharaj), taxes on non-Muslims (jizyah), zakat, and trade taxes (usyr). During the Umawiyah period in Spain, fiscal policy succeeded in creating harmonious social and economic integration between Muslim and non-Muslim communities, thanks to fair tax policies and investment in community welfare.

In this article, we analyse the drivers of international migration in the European Union (EU) using data from 23 EU countries in Bayesian model averaging and quantile regression. Our findings reveal that the association between differences in earnings and migration is twice as strong as that of unemployment and a robust feature in the data. Nevertheless, we find that economic factors play a secondary role, with cultural proximity and the “friends and relatives” effect taking precedence. Our results indicate a limited role for labour mobility as an adjustment mechanism within the EU.

Santos Manuel Cavero López, Ignacio Ruiz Guerra, Jesús Barreal

This study addresses the need for a comprehensive analysis of the demand for qualified personnel in Spain’s hotel accommodation sector, situating the issue within a context of increasing demand for specialized and highly personalized services in the tourism industry. The objective of this research is to develop a theoretical framework and conduct a preliminary assessment of a model designed to identify and quantify the need for skilled professionals across hotels of different categories and locations. This model considers key factors such as seasonality, required technical competencies, and labour market demands in the tourism sector. The methodology employed combines quantitative and qualitative data analysis from multiple sources, including prior studies, surveys of human resources managers, a review of the academic literature on human resource assessment models in the hotel industry, and a validation survey. Preliminary findings indicate a significant shortage of professionals with advanced expertise in critical areas such as operations management, multilingual customer service, and process digitalization, highlighting the urgent need for a strategic approach to training and talent retention. The conclusions emphasize the importance of adapting workforce planning to the specific demands of Spain’s hotel sector while drawing comparative insights from models in France and the United States. This study proposes strategies to enhance the sector’s competitiveness and sustainability in an increasingly globalized market.

Sharon T. Rugotwi, Nhamo Mashavira, Munyaradzi Chikove et al.

Orientation: Chinese-owned businesses in Zimbabwe are affected by high labour turnover. High labour turnover in these businesses reduces productivity, causes low employee morale, and augments recruitment and training costs. Research purpose: The study assesses the association between precarious employment, job engagement and employees’ intention to quit in Chinese-owned businesses considering the Midlands Province in Zimbabwe as a case study. Motivation for the study: There is limited literature on the connection between precarious employment, job engagement and employees’ intention to quit in Chinese-owned businesses. Research approach/design and method: This assessment is quantitative. Employing the Employment Precariousness Scale, Utrecht Work Engagement Scale and employees’ intention to quit scale, the data implemented in this study were collected from 211 workers employed by Chinese-owned businesses. Structural equation modelling was adopted to examine the connection between precarious employment, job engagement and employees’ intention to quit and to test the structural model. Main findings: The study results indicate that precarious employment is negatively connected to job engagement, job engagement is negatively connected to employees’ intention to quit and precarious employment positively influences employees’ intention to quit. Practical/managerial implications: Precarious employment, job engagement and employees’ intention to quit are linked. Interventions and strategies are required to address these issues. Contribution/value-add: This assessment adds a voice to the existing discourse by illuminating the connection between precarious employment, job engagement and employees’ intention to quit.

Liping Qiu, Yixue Duan, Yang Zhou et al.

Many studies have examined the influence of digital technologies, such as robots and artificial intelligence, on enterprise labor, but few have investigated the underlying mechanisms and impact paths of digital empowerment on labor employment. Therefore, this study uses data on manufacturing enterprises listed on China's Shanghai and Shenzhen A-share markets from 2011 to 2020, and applies a panel fixed effect model to test the relationship between digital empowerment and labor employment, and the mechanisms underlying this relationship. We find that digital empowerment increases labor employment. However, the effects are heterogeneous: firms with better corporate governance, more competitive industry, and less favorable regional business environments are more motivated to optimize the structure of their labor resources. Through robustness test and mediation effect model test, we find that digital empowerment can improve enterprise human capital by increasing economies scale and managerial efficiency, especially the employment of R&D and innovation personnel and management personnel; it can also affect the amount of human capital by improving total factor productivity.

Runsheng Pan, Zhijin Hou

PurposeThe purpose of this study is to investigate the boundary conditions between objective overqualification and perceived overqualification. In addition, we aim to investigate the mediation patterns between objective overqualification, perceived overqualification and job satisfaction.Design/methodology/approachA two-wave survey was conducted with 382 new entrants of job market. Data was analyzed with Process 3.5 in SPSS 26.0 to test the hypothesized moderated mediation model.FindingsResults indicated that perceived overqualification fully mediated the relationship between objective overqualification and job satisfaction. In addition, the relationship between objective overqualification and perceived overqualification was significant unless employees perceived high internal employment opportunities but low external employment opportunities at the same time. Same moderating pattern was also evident in the indirect effect of objective overqualification? Perceived overqualification? Job satisfaction.Research limitations/implicationsThis study has theoretical and practical implications for personnel management. Theoretically, this study contributed to the understanding of the relationship between objective overqualification and perceived overqualification. Practically, this study found that offering internal employment opportunities can mitigate the perception of overqualification when employees perceive limited external employment opportunities.Originality/valueThis is one of few studies that stressed the boundary conditions between objective overqualification and perceived overqualification under the framework of relative deprivation theory. In addition, this study provided time-lagged evidence of the relationship between objective overqualification, perceived overqualification and job satisfaction.

Zalán Márk Maró, Áron József Borda, J. Balogh

The agriculture and food industry faces many challenges, including a shortage of skilled and seasonal workers, low productivity, and a demographic shift towards an ageing agricultural population. The agricultural productivity and efficiency of Central and Eastern European countries, including Hungary, are relatively low compared to that of Western Europe. This study explores the complex landscape of agricultural employment in Hungary by analysing its situation and challenges that are in line with international standards. Using national- and company-level data, the study applies an analytical framework comprising descriptive statistics and a non-parametric Kruskal-Wallis test to explore patterns and trends in the sector’s performance. In Hungary, more than 70% of farm managers are over 45 years old. Furthermore, despite the increase in the number of people with an agricultural education, around 150,000 farms still rely on experience-based management. We identify statistically verifiable and notable differences in the investigated indicators (sales revenue in proportion to number of employees, wage efficiency, personnel expenses per capita, assets value per capita) according to the founding period (pre-1989, 1989-2004, post-2004). The study concludes by arguing for generational change, better agricultural education and emphasis on the concentration of skills and capital within families as a sustainable solution, thereby addressing the complex challenges of the agricultural labour market and creating flexibility in the sector by attracting younger and educated people.

V. Pashkevich

Personnel policy provides a strategically oriented tool that allows to achieve main social and commercial goals through efficient personnel management. A comprehensive personnel policy promotes the formation of progressive labor and social relations in an organization, high-quality personnel, a favorable moral and psychological climate, which are important factors in stimulating highly productive work. Forming a rational structure of personnel and increasing the efficiency of their use is the main priority for development of agriculture, along with an increase in resource provision based on the growth of production potential. This predetermined the purpose of this paper – to study and systematize scientific approaches to defining the concept of “personnel policy”, research its structural elements and processes, identify trends, problems and propose solutions for its effective implementation. The results of the analysis of scientific literature and practical approaches to the formation and implementation of personnel policy are presented, its target guidelines for the levels “republican – industry – organizational” are defined, indicators of the quantitative and qualitative composition of personnel in agricultural organizations are analyzed, and assessment of indicators of labor productivity and labor activity is given. A problem in implementation of personnel policy at the level of agricultural organizations has been identified, expressed in the discrepancy between the actual and required number of workers in certain professions. For digitalization of the agricultural economy, a system of indicators for monitoring the staffing of this process is proposed. The conceptual diagram of correlation between personnel policy measures by levels in the agricultural sector is substantiated. Directions for improving personnel policy at the level of agricultural organizations through mentoring mechanisms and mastering competencies in the field of digital agriculture have been identified. The results of the study can be used to substantiate, develop and improve the concepts of personnel policy and program documents for problems of employment of rural labor resources in the context of modernization of the agro-industrial complex and development of rural areas based on the program-target method.

Rongmei Liu, Qiuping Zhao, Wenyong Dong et al.

The public health service capability of primary healthcare personnel directly affects the utilization and delivery of health services, and is influenced by various factors. This study aimed to examine the status, factors, and urban-rural differences of public health service capability among primary healthcare personnel, and provided suggestions for improvement. We used cluster sampling to survey 11,925 primary healthcare personnel in 18 regions of Henan Province from 20th to March 31, 2023. Data encompassing demographics and public health service capabilities, including health lifestyle guidance, chronic disease management, health management of special populations, and vaccination services. Multivariable regression analysis was employed to investigate influencing factors. Propensity Score Matching (PSM) quantified urban-rural differences. The total score of public health service capability was 80.17 points. Chronic disease management capability scored the lowest, only 19.60. Gender, education level, average monthly salary, professional title, health status, employment form, work unit type, category of practicing (assistant) physician significantly influenced the public health service capability (all P < 0.05). PSM analysis revealed rural primary healthcare personnel had higher public health service capability scores than urban ones. The public health service capability of primary healthcare personnel in Henan Province was relatively high, but chronic disease management required improvement. Additionally, implementing effective training methods for different subgroups, and improving the service capability of primary medical and health institutions were positive measures.

Олена Ястремська, Людмила Малярець, Вікторія Самойленко et al.

The subject of the study is theoretical provisions, methodology of adaptive management of innovation projects and innovative development of enterprises, methodological basis, practical proposals for its research in modern conditions. The purpose of the article is to summarize generalization of the theoretical basis of the features of innovative projects, the expediency of using organizational structures for managing the processes of their formation and implementation, analysis of adaptive methodologies for managing innovative projects to ensure the employment of workers, their innovative development, and development of practical recommendations on these issues for a working enterprise. The purpose is revealed by solving the following tasks: generalize the features of innovative projects that determine the success of their implementation; determine the feasibility of using organizational structures of enterprise management for the formation and implementation of innovative projects to ensure innovative development; identify and propose the use of adaptive management methodologies for innovative projects to achieve successful innovative development of enterprises; develop a hybrid organizational structure for innovation management; the main directions of innovative personnel management of enterprises to promote their employment and management of innovative development are proposed. To solve the tasks, the following methods were used: theoretical generalization, analysis, synthesis, induction and deduction, structural and logical analysis, systemic and situational approaches, the method of working day photography, Agile adaptive management methodology, graphic method, and the authors' own practical experience. The conclusions and results of the article are as follows: it is proved that the management of innovation projects should take into account their features, be based on the use of project, matrix and hybrid organizational management structures and the application of adaptive methodologies for managing innovation development and the formation and implementation of innovation projects, such as Agile, Scrum, Kanban, Lean. For the operating enterprise Nebozvid LLC, using adaptive management methodologies, a hybrid organizational structure of the project department has been developed to ensure the innovative development of the enterprise through the implementation of innovative projects with the organization of small project teams. The main trends in innovative personnel management of enterprises are proposed, the use of which contributes to the success of innovative project management to ensure the innovative development of enterprises.

Justyna Kosydar-Bochenek, D. Religa, M. Knap et al.

Introduction Improving patient safety is one of the most critical components of modern healthcare. Emergency medical services (EMS) are, by nature, a challenging environment for ensuring patient safety. It is fast-paced, physically dangerous, and highly stressful, requiring rapid decision-making and action. This can create risks not only for patients but also for employees. We assessed variations in perceptions of safety culture in prehospital emergency care among an international sample of paramedics and nurses. Methods The Emergency Medical Services Safety Attitudes Questionnaire (EMS-SAQ) was used for the study. The instrument measures six domains of safety culture in the workplace: teamwork climate, job satisfaction, safety climate, working conditions, stress recognition, and perceptions of management. A total of 1,128 EMS from 9 countries participated in this study. Results Safety Climate was 81.32/100 (SD 6.90), Teamwork Climate 84.14/100 (SD 8.74), Perceptions of Management 76.30/100 (SD 10.54), Stress Recognition 89.86/100 (SD 5.70), Working Conditions 81.07/100 (SD 9.75), and Job Satisfaction 70.71/100 (SD 7.21). There was significant variation in safety culture scores across countries for teamwork climate (TWC), working conditions (WC), and job satisfaction (JS). Among the individual variables (age, gender, level of education, and work experience), variations in safety culture scores were unaffected by age, gender, or work experience. Organizational characteristics: employment status and position type were linked to significant variations in safety culture domain scores. Conclusion Participants’ perceptions of the patient safety climate were not particularly satisfactory, confirming that there is still a need to develop a culture of patient safety in prehospital emergency care.

I. Illiash, Halyna Babiak

Introduction. Rapid changes affecting social development determine the direction of development of economic assets, enterprises and organizations that must function under such conditions. Adaptation of human resource management, and recruitment and selection of personnel as one of its areas, to the latest challenges and opportunities becomes a key management factor. Modern trends in HR management, like many other areas, cannot be separated from the use of digital technologies, social networks and Internet opportunities. The study and implementation of the latter in the practice of human resources management, in particular personnel recruitment, is critically important for achieving business goals, achieving competitive advantages and forming engaged and loyal personnel of organizations. The theoretical generalization and coverage of modern trends in the field of personnel recruiting is becoming more and more relevant, taking into account the demand for quickly finding candidates of the required quality, forming stable teams (under conditions of an unstable external situation), the possibility of remote employment and outsourcing activities. Goal. The purpose of this study is to review and theoretically generalize modern world trends in the field of recruiting and hiring personnel, to study the possibilities of their implementation under modern conditions and the challenges associated with this. Research methods. In order to achieve the goal of the research, the methods of comparative analysis, abstract-logical generalization were used. Results. The problems faced by the market of recruiting services in Ukraine under modern conditions are identified. The peculiarities of employment and the search for candidates in the sharing economy and the impact of the gig economy have been studied. Peculiarities of online recruiting, recruiting in social networks in Ukraine and the world, the possibility of using such technologies as creating your own mobile career sites (or special applications), implementing software for tracking applicants, technologies of robotic automation of processes, applying methods of personnel selection using methods with artificial intelligence, video interview and video resume, virtual and augmented reality, behavioral forecasting, HR analytics, employee referral programs, recruiting and employer branding, etc have been studied. The advantages and threats of applying personnel selection methods with the help of methods with artificial intelligence are presented, foreign experience in this field and suggestions of scientists regarding possible and appropriate areas of implementation of digital technologies in the personnel selection process are studied. Conclusions. The use of cloud technologies, robotic and automated systems, artificial intelligence technology, virtual reality, online platforms, social networks and other means is part of the daily routine of any activity, including the search and attraction of candidates for vacant jobs. Without the knowledge and ability to use modern tools and technologies, it is difficult to gain an advantage in the competition for talent and competent personnel. The study of modern trends in recruiting allows us to generalize the current global practical experience in this field.

L. Shevchenko, N. Zachosova

Peculiarities of the process of organization of personnel management of the enterprise for the preservation and development of human capital have been studied. The impact of war on personnel management processes and management actions for the preservation and development of human capital is substantiated, it is determined what destructive consequences war actions have on various vectors of personnel management – on the selection of personnel, on the retention of specialists, on the motivation of personnel, on their training and development, on release of personnel and rotation of specialists. Tasks and characteristic features of implementation in modern conditions of various stages of personnel management are determined. Problems of personnel management are summarized, such as shortcomings in the process of recruiting and selection of personnel, neglect of the own needs and interests of personnel, insuf icient attention to issues of development and training, lack of ef ective systems for evaluating employees and reporting on their professional results and achievements, conflicts and inef ective corporate culture , lack of strategic planning of personnel employment, insuf icient budget for personnel management measures, changes in legislation and of enses. Measures for the preservation and development of human capital within the framework of personnel management are proposed. In order to preserve and develop human capital within the framework of personnel management, the following measures are proposed: retention of existing employees by of ering them flexible schedules, remote work from safe places, compensation for the cost of housing in safe regions, salary increases, etc.; activation of personnel rotation processes, discussion and agreement with employees of individual career trajectories, joint preparation of plans for additional training and professional development; organization of trainings, seminars, webinars on issues related to the development of both professional and social skills of personnel; compensation for training costs aimed at expanding the boundaries of professional competences, partial compensation for the cost of education, both informal and formal, that is not directly related to the employee's field of professional work.

Silvia Sacchetti, Andrea Salustri

The aim of this study is to analyze the well-being of young music teachers working in Trentino Music Schools (TMS). Specifically, we assess (i) the extent to which the interaction between teaching and playing affects the well-being of young musicians using a satisfaction measure for their overall professional path as teachers and musicians, and (ii) what extrinsic and intrinsic drivers may guide their involvement in teaching activities in the early stages of their careers. To this end, we analyze original survey data on young musicians teaching in TMS to estimate their relative satisfaction and identify their motivational drivers. Specifically, we estimate from elementary items six constructs concerning material work conditions, immaterial welfare (i.e., the capabilities activated by the schools), and initial monetary and non-monetary motivations to become a music teacher, then we run two ordered logit regressions to test whether a set of variables of interest and the estimated constructs contribute to explaining junior teachers’ satisfaction. Our findings highlight that junior teachers are satisfied if they can preserve the desired proportion of artistic activity and can teach a consistent number of hours so as to leave the desired space and time for making music independently of school activities. They consider teaching to be one of the components of their professional activities and can be expected to try to maintain sufficient space to be able to also develop the independent artistic sphere of their career as musicians.