Potential of Human Resources as Key Factor of Success of Innovation in Organisations

2019 ◽  
pp. 229-247
Author(s):  
Stacho Zdenko ◽  
Stachová Katarína ◽  
Cagáňová Dagmar
Keyword(s):  
Human Resources ◽  
Key Factor

scholarly journals Development of Vietnamese Vocational Education Teachers to adapt the Industrial Revolution 4.0

2019 ◽  
Vol 2 (4) ◽  
pp. 1-7
Author(s):  
Van Hong Bui ◽  
Do Van Dung
Keyword(s):  
Human Resources ◽  
Vocational Education ◽  
Education System ◽  
Teaching Methods ◽  
Vocational Training ◽  
Industrial Revolution ◽  
Fourth Industrial Revolution ◽  
Key Factor ◽  
Training Quality

Teacher is always a key factor which determines training quality in general and vocational training quality of the Vocational Education System (VES) in particular. In face of strong influences from the fourth industrial revolution (IR 4.0), teacher is getting more important in training of human resources, especially qualification level and capacity to apply technology and innovate teaching methods. Based on the analysis for impacts of the IR 4.0 on VES, requirements for capacity of teachers and the reality on vocational education teachers (VETs) today, this article suggests some solutions to develop VETs to adapt to the IR 4.0 as a basis for development of teachers at vocational education institutions in Vietnam.

The Effects of Gamification on Nurse Work Motivation

2022 ◽  
pp. 262-276
Author(s):  
Jaana-Maija Koivisto ◽  
Elina Haavisto ◽  
Antti J. Kaipia ◽  
Ira H. Saarinen ◽  
Jari Multisilta
Keyword(s):  
Human Resources ◽  
Intrinsic Motivation ◽  
Positive Feedback ◽  
Work Motivation ◽  
Hospital Setting ◽  
Surgical Ward ◽  
Key Factor ◽  
Quasi Experimental ◽  
Continuous Feedback ◽  
A Current

A current concern in the medical field is that nurses leave their careers due to low work motivation. Intrinsic motivation is a key factor that influences satisfaction in the workplace. This study aimed to develop a gamification intervention for implementation in a hospital setting and evaluate its effects on nurses' work motivation. It was hypothesized that nurses' work motivation would improve by the end of the intervention. The study was conducted in a surgical ward at a hospital in Finland. The design was descriptive and quasi-experimental. The study found that continuous feedback from gamification interventions influenced nurses' work motivation. The gamified group offered more positive feedback than the non-gamified group. These findings add to our understanding of the effects of gamification interventions on nurses' work motivation in hospital settings. However, more research is needed to demonstrate the potential of gamification to increase the retention of much-needed human resources.

scholarly journals Vietnam’s Development of Human Resources in Science and Technology

2021 ◽  
pp. 1-10
Author(s):  
M.A Kien ◽  
Tran Thi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Knowledge Economy ◽  
Significant Contribution ◽  
Management Practices ◽  
Science And Technology ◽  
Key Factor ◽  
The Government

In the knowledge-economy era, the quality of human resources has become a key factor in determining a nation's future. Many people agree that improving not only the skill level of individuals but also management practices and the entire human resources system is the prerequisite for the long-term competitiveness and prosperity of a country. Recently, the Government of Vietnam has issued the number of policies to develop human resources in S&T. Although, Vietnam's human resource in science and technology has increased markedly, both in quality and quantity, making a significant contribution to the development and prosperity of the country, but these policies have not brought the expected results.

The Influence of Job Placement and Job Stress on Teacher Performance

2020 ◽  
Vol 4 (2) ◽  
pp. 280-289
Author(s):  
Frilly Angelina Kusuma Putri
Keyword(s):  
Human Resources ◽  
Job Stress ◽  
Employee Performance ◽  
Teacher Performance ◽  
Statistical Test ◽  
Job Placement ◽  
Simultaneous Test ◽  
Working Stress ◽  
Key Factor ◽  
Independent Variable

Improving employee performance is very important because it is a key factor in a company's success. Job placement and job stress are some of the factors that affect employee performance. This research aims to determine the influence of Job placement and job stress on the performance of study teachers at SDN 208 Luginasari Sukagalih. Job placements can nurture skilled human resources and amdal to accomplish a given task. This analysis uses an independent variable i.e. job placement and working stress, the dependencies of which are the teacher's performance. The population used in this study to collect data was nailed by using a questionnaire that was disseminated by ± 33 people. Statistical methods use path analysis with a partial statistical test (T) and simultaneous test hypothesis testing (test F). The results showed that Job placement and job work significantly impact the performance of teachers at SDN 208 Luginasari Sukagalih.

EDUCATION FOR QUALITY TOURISM MANAGEMENT

2009 ◽  
Vol 15 (2) ◽  
pp. 229-245
Author(s):  
Vinka Cetinski ◽  
Violeta Sugar
Keyword(s):  
Economic Development ◽  
Human Resources ◽  
Human Resource ◽  
Developed Countries ◽  
Service Work ◽  
Human Potential ◽  
Highly Educated ◽  
Tourism Management ◽  
Key Factor ◽  
Service Field

In every analysis of the economic development of Croatia, education is pointed out as a key factor. With the share of highly educated in the workforce of less than 15 percent, Croatia is seriously lagging behind developed countries. Human resource management (HRM) is a philosophy, a way of thinking for each employee. It is especially important in service, work–intensive fields, such as tourism. Croatia should, as a country which declared itself tourism country, as soon as possible apply the good experiences, adopt ways of application and the practice and results of the HRM philosophy. It is impossible to manage the development of tourism without a strategically placed system of management of human resources. Since tourism, as a service field, rests for the biggest part on people, their work, serviceability, knowledge, abilities, education, motivation, intelligence, in short on the human potential, that potential should be treated as capital, not as an expense or a burden.

The Application of Job Bidding Mechanism in Electrical Enterprises

2011 ◽  
Vol 474-476 ◽  
pp. 127-130
Author(s):  
Jian Na Zhao ◽  
Jing Xu
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Electric Power Industry ◽  
Main Question ◽  
Core Competitiveness ◽  
Strategic Resources ◽  
Key Factor ◽  
Bidding Mechanism

With the advent of knowledge economy era, the man is becoming the key factor to achieve his own strategic objectives. Therefore,in the development of the electric power Industry, the development, utilization and management of human resources have become not only the key factor of electrical enterprises’ economic growth, but also form the strategic resources of enterprises' core competitiveness directly. Consequently, Human Resource Management becomes the main question electrical enterprises’ management. The purpose of human resource management is to put all staff to the best use and put them in the proper positions in order to bring all their creativity. Competition mechanism can fully motivate the staff’s initiative and creativity. That can allocate human resources rationally. Job Bidding is a competitive merit-based, effectively encouraging and energetic working mechanism which is formed during the practice of personnel reform in electrical enterprise.

The impact of industrial clusters on human resource and firms performance

2014 ◽  
Vol 9 (2) ◽  
pp. 141-159 ◽  
Author(s):  
Maw-Shin Hsu ◽  
Yung-Lung Lai ◽  
Feng-Jhy Lin
Keyword(s):  
Human Resources ◽  
Positive Impact ◽  
Industrial Cluster ◽  
Industrial Clusters ◽  
Global Market ◽  
Content Type ◽  
Key Factor ◽  
The Face ◽  
Processing Zone ◽  
The Impact

Purpose – The purpose of this study was to explore the impact of the formation of industrial clusters on the obtainment of professional human resources, to verify the impact of human resources on clustering relationships and firm’s performance and to understand whether the formation of clusters can contribute to the obtainment of professional human resources and the improvement of competitiveness of enterprises. It was expected that solutions could be found to make new contributions through the verification of special economic zones (SEZs). Design/methodology/approach – Using manufacturers in Taiwan’s SEZs as the subjects, this study explored the impact on the obtainment of professional human resources after the formation of industrial clusters in SEZs, through conducting and empirical study with a questionnaire survey. Findings – The professional human resources are the essential factor for the formation of industrial clusters and the improvement of competitiveness. This study also confirmed that industries can have professional human resources by industrial clustering and that this will produce a positive impact on the enterprise clustering relationships, which can also have a positive impact on firm’s performance and can enhance the enterprise’s competitive advantage. Practical implications – Industrial clustering is the key factor to attract professional human resources; industrial clusters can enhance firm’s performance; and professional human resources affect firm’s performance of enterprises. Originality/value – No study has discussed the topic of clusters from the perspective of SEZs also including six export processing zone (EPZ) parks in Taiwan. This study discussed the topic using theories relating to clustering and human resources. The formation of industrial clusters can result in higher competitiveness in the face of the global market. The EPZ industrial cluster provides an excellent investment environment. Coupled with one-stop express services and geographic advantage, the land-use rate is up to 97 per cent and the per hectare output value amounts to NTD 3.2 billion, setting a successful example of an industrial cluster.

scholarly journals HUMAN RESOURCES MANAGEMENT SYSTEM OPTIMIZATION IN THE CONTEXT OF ORGANIZATION PERSONNEL POTENTIAL DEVELOPMENT 

2019 ◽  
Author(s):  
И.М. Ахмадов ◽  
Х.Р. Татиева
Keyword(s):  
Human Resources ◽  
Management System ◽  
Human Resources Management ◽  
System Optimization ◽  
Resources Management ◽  
Potential Development ◽  
Key Factor ◽  
Rational Management ◽  
The One

Кадровая составляющая организации как ключевой фактор обеспечения ее конкурентоспособности, с одной стороны, и как один из наиболее затратных ресурсов с другой, требует построения рациональной системы управления. В статье рассматриваются возможности и ограничения, которые целесообразно учитывать при обосновании предложений по оптимизации системы управления персоналом. Стратегические приоритеты развития организации в данном случае актуализируют в качестве основной цели развитие компетентности персонала и организации, повышение качества кадрового потенциала. При этом необходимо использовать современные программы обучения, а также развивать внутриорганизационные коммуникации. Использование концепции кадрового маркетинга позволяет очертить границы необходимых усилий, которые должна предпринимать организация для достижения указанной цели. The personnel component of the organization as a key factor in ensuring its competitiveness, on the one hand, and as one of the most expensive resources, on the other, requires the construction of a rational management system. The article discusses the possibilities and limitations that should be taken into account when substantiating proposals for optimizing the personnel management system. The strategic priorities of the development of the organization, in this case, actualize as the main goal the development of the competence of the staff and the organization, improving the quality of human resources. At the same time, it is necessary to use modern training programs, as well as develop intraorganizational communications. Using the concept of personnel marketing allows you to outline the boundaries of the necessary efforts that an organization must make to achieve this goal.

scholarly journals IoT Based Smart Farming

2020 ◽  
Vol 9 (3) ◽  
pp. 321-324
Keyword(s):  
Human Resources ◽  
Irrigation System ◽  
Basic Needs ◽  
Smart Farming ◽  
Key Factor ◽  
Automated Process

Agriculture is the key factor to satisfy the economy of our country and it is one of the basic needs of the human resources. Watering the plants is very important in agriculture. By using recent and current technologies irrigation system can be upgraded with the help of sensors and Microcontrollers. Thus, this irrigation system can be groomed and upgraded into an automated process.

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