scholarly journals Human Resource Potential of Local Governments оf the Saratov Region

2019 ◽  
Vol 19 (6) ◽  
pp. 18-26
Author(s):  
N.S. Gegedyush ◽  
◽  
E.A. Mamlina ◽  
Keyword(s):  
Human Resource ◽  
Local Governments ◽  
Resource Potential ◽  
Saratov Region

scholarly journals PLANNING OF THE HUMAN RESOURCES OF THE AGRARIAN SECTOR OF THE REGIONAL ECONOMY

2021 ◽  
pp. 23-32
Author(s):  
А.И. Клименко ◽  
М.А. Холодова
Keyword(s):  
Human Resource ◽  
Agricultural Production ◽  
Triple Helix ◽  
Large Scale ◽  
Agricultural Sector ◽  
Digital Technologies ◽  
State Regulation ◽  
Resource Potential ◽  
Variable Approach ◽  
The Creation

Современная трансформация сельскохозяйственного производства, обусловленная переходом к цифровым технологиям и масштабным обновлением материальнотехнической базы, влечет за собой необходимость разработки научно обоснованной методики планирования потребности аграрного производства в рабочей силе и ее адаптации к новым вызовам. Статья посвящена разработке методики планирования кадрового потенциала аграрного сектора экономики в условиях цифровых технологий. Разработан алгоритм планирования кадровой потребности отрасли на среднесрочную перспективу. Ключевыми показателями плановой работы по определению потребности в кадровом обеспечении согласно методике должны выступить контрольные цифры приема в образовательные учреждения и создание условий по обеспечению трудоустройства выпускников. С целью обоснования прогноза ежегодной дополнительной потребности аграрного сектора экономики в кадрах предложен расчетно-аналитический инструментарий с применением технологий стратегического форсайтинга, который позволяет в условиях формирования аграрной экономики инновационного типа сформировать новую парадигму прогнозирования кадровой потребности для сельскохозяйственного производства, демонстрирующую переход от сценарного (вариативного) подхода к подходу «тройная спираль». Подход «тройная спираль» не только позволит прогнозировать качественную динамику кадрового потенциала сельского хозяйства, учитывающую изменение условий труда, тенденции масштабной модернизации производственных фондов, применение современных технологий, достигнув максимального соответствия между ресурсным потенциалом отрасли и ее ежегодными кадровыми потребностями, но и будет способствовать созданию системы объективного государственного регулирования общего профессионального и дополнительного аграрного образования на региональном уровне. Практическая значимость исследования заключается в разработке организационно-экономического механизма государственного регулирования вопроса кадрового обеспечения на основе проектных методов управления в сельском хозяйстве, позволяющего сбалансировать ситуацию на аграрном рынке труда. The modern transformation of agricultural production, due to the transition to digital technologies and large-scale modernization of the material and technical base, entails the need to develop a scientifically based methodology for planning the needs of agricultural production in the labor force and its adaptation to new challenges. The article is devoted to the development of a methodology for planning the personnel potential of the agricultural sector of the economy in the context of digital technologies. An algorithm for planning the personnel needs of the industry for the medium-term perspective has been developed. The key indicators of the planned work to determine the need for personnel support according to the methodology should be the control figures for admission to educational institutions and the creation of conditions for ensuring the employment of graduates. In order to justify the forecast of the annual additional demand for personnel in the agricultural sector of the economy, a calculation and analytical tool is proposed with the use of strategic foresight technologies, which allows, in the conditions of the formation of an innovative agricultural economy, to form a new paradigm for predicting the personnel need for agricultural production, demonstrating the transition from a scenario (variable) approach to the «triple helix» approach. The «Triple Helix» approach will not only predict the qualitative dynamics of the human resource potential of agriculture, taking into account changes in working conditions, trends in large-scale modernization of production assets, the use of modern technologies, achieving maximum compliance between the resource potential of the industry and its annual human resource needs, but will also contribute to the creation of a system of objective state regulation of general professional and additional agricultural education at the regional level. The practical significance of the study lies in the development of an organizational and economic mechanism for state regulation of the issue of labor security on the basis of project management methods in agriculture, which allows to balance the situation in the agricultural labor market.

Assessment of Web 2.0 Applications Employed by Human Resource Departments in U.S. Cities

2012 ◽  
pp. 854-870
Author(s):  
Maureen McDonald ◽  
J. Scott McDonald ◽  
Gerald A. Merwin ◽  
Keith A. Merwin ◽  
Mathew Richardson
Keyword(s):  
Human Resources ◽  
Web 2.0 ◽  
Human Resource ◽  
Local Governments ◽  
Telephone Survey ◽  
Human Resources Management ◽  
Economic Recession ◽  
Government Officials ◽  
Resources Management ◽  
Cost Efficiencies

Most local governments employ an intranet within the organization, to assist in human resources. A telephone survey of local government officials (n=17) found these intranet sites employ few Web 2.0 applications. The survey found most cities have plans to increase their use of Web 2.0 applications for human resources management. However, the recent economic recession has adversely impacted these plans. The chapter forwards recommendations to improve local governments’ use of Web 2.0 applications while maintaining cost efficiencies.

Assessment of Web 2.0 Applications Employed by Human Resource Departments in U.S. Cities

2012 ◽  
pp. 122-138 ◽  
Author(s):  
Maureen McDonald ◽  
J. Scott McDonald ◽  
Gerald A. Merwin ◽  
Keith A. Merwin ◽  
Mathew Richardson
Keyword(s):  
Human Resources ◽  
Web 2.0 ◽  
Human Resource ◽  
Local Governments ◽  
Telephone Survey ◽  
Human Resources Management ◽  
Economic Recession ◽  
Government Officials ◽  
Resources Management ◽  
Cost Efficiencies

Most local governments employ an intranet within the organization, to assist in human resources. A telephone survey of local government officials (n=17) found these intranet sites employ few Web 2.0 applications. The survey found most cities have plans to increase their use of Web 2.0 applications for human resources management. However, the recent economic recession has adversely impacted these plans. The chapter forwards recommendations to improve local governments’ use of Web 2.0 applications while maintaining cost efficiencies.

ASSESSMENT OF HUMAN RESOURCE POTENTIAL DYNAMICS IN THE FOREST SECTOR IN RUSSIA

2020 ◽  
Author(s):  
L. A. Tret’yakova ◽  
N. A. Azarova
Keyword(s):  
Human Resource ◽  
Forest Sector ◽  
Resource Potential

Предприятия лесопромышленного комплекса, являясь частью ведущих отраслей отечественной экономики, обеспечивающих национальную безопасность, формирующих конкурентоспособность страны на глобальном мировом рынке, призванных реализовать стратегические цели новой государственной экономической политики: инновационное реформирование экономики. Для сбалансированного рынка труда характерен показатель индекса от 2 до 3, а в лесной промышленности он уже достиг 1,3 и продолжает последовательно снижаться. При сохранении этих тенденций через один-два года рынок труда столкнется с острым дефицитом персонала. Уже сейчас работодатели отмечают сложности в поиске квалифицированных рабочих, операторов производственных линий и инженернотехнических работников. Между тем лесная промышленность готова предложить квалифицированным сотрудникам вполне конкурентоспособную заработную плату и адекватные условия труда. Поэтому один из очевидных выходов из сложившейся ситуации на рынке — развитие программ по релокации персонала из внутренних регионов, переброс трудовых ресурсов туда, где они нужнее

scholarly journals The concept and classification of human resource risks in the personnel management system in local government bodies in Ukraine

2021 ◽  
Author(s):  
V. Fesenko
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Human Resource ◽  
Personnel Management ◽  
Local Governments ◽  
Management System ◽  
Main Body ◽  
Local Authorities ◽  
Personnel Management System

Problem setting. More recently, the problem of the shortage of skilled personnel in Ukraine has become significantly aggravated, primarily due to emigratory mood of young people. To maximize the implementation of labor potential, it is necessary to identify and minimize the relevant human resource risks that may arise during the development of the organization, in particular of local authorities. After all, the functioning of many spheres of the state as a whole depends on the efficiency of local governments activities. Recent research and publication analysis. The concept and classification of human resource risks were considered and presented in the works of A. Alaverdov, O. Diomin, V. Zhukovska, L. Ischuk, V. Rodchenko, G. Rekun, O. Pakhlova, S. Lobazova, O. Smagulov. V. Fedoseev and M. Khromov investigated the causes of human resources risks. E. Bulanova developed methods for identifying the causes and factors of human resources risks, accounting for them, and minimizing the influence. N. Kazakova, Zh. Denisova, O. Kalmykova studied the minimization of human resource risks in the management of civil service personnel with the help of psychological influence. Highlighting previously unsettled parts of the general problem. Despite the elaboration of many aspects of this issue, the definition, specificity, and classification of human resource risks in local government bodies have been studied insufficiently and require a more thorough study and justification. The purpose of the paper is to identify and classify human resource risks in the personnel management system in local government bodies in Ukraine. Paper main body. Personnel management is a multifaceted and complex process, which is characterized by specific features and patterns. Human resource risks are an integral part of the HR management system. According to the majority of scientists, the activities of the organization are impossible without human resource risks. The main reason for human resource risks is the unpredictability of human behavior, which generates a significant range of possible solutions to problems and their consequences. Human resource risks in each area have their own characteristics. The wording of the concept of “human resource risks” in local government bodies is not officially fixed. Today, this term is also insufficiently developed in the scientific literature. Taking into account the specifics of these bodies, it can be taken as a basis that human resource risks in the personnel management system in local government bodies in Ukraine are a set of threats to personnel and the local government body as a whole, associated with factors of the personal factor, economic nature and the specifics of the social and professional environment of civil servants. The personnel hazard at each stage of work with the cadre potential can be generated by the following factors: technical, technological, motivational, psychological, and corruption. An important point in changing personnel hazards is circumstances that change over time. This includes the situation in the country, the team, the official's family, his/her character, needs, priorities. Today, during the quarantine period, technical and technological risks are especially relevant. They can simplify most procedures for obtaining services to protect workers from danger. However, there is another side to this situation – the psychological side. Not every official is capable of drastically changing his/her work schedule. These changes are especially difficult for aged employees. Conclusions of the research and prospects for further studies. Each personnel risk is constantly changing, crowding out stereotypes, and requires due attention from the management. It is extremely urgent today to increase the level of digitalization. It is the flexibility of the personnel management system that can become the basis for unlocking the long-term potential of local authorities, although the identification of human resource risks and their minimization is a long and difficult process.

scholarly journals STRATEGI PENINGKATAN KESIAPAN SUMBER DAYA MANUSIA DALAM IMPLEMENTASI AKUNTANSI BERBASIS AKRUAL DI PEMERINTAH KABUPATEN KEPULAUAN SELAYAR

2018 ◽  
Vol 10 (1) ◽  
Author(s):  
Nur Mayani ◽  
A. Faroby Falatehan ◽  
Ekawati Sri Wahyuni
Keyword(s):  
Performance Analysis ◽  
Human Resources ◽  
Human Resource ◽  
Financial Reporting ◽  
Local Governments ◽  
Gap Analysis ◽  
Promotion Policy ◽  
Government Accounting ◽  
The Republic ◽  
The Government

ABSTRACTThe application of Government Accounting Standards in the preparation of financial statements is one indicator of opinion giving by the Supreme Audit Board of the Republic of Indonesia (BPK-RI). Based on the results of BPK RI 2015 examination of 109 local governments in Indonesia, the efforts made by local governments had not been fully effective, where the results of the examination indicated the problems related to policies, information technology and human resources to support accrual-based financial reporting. The Government of Kepulauan Selayar has only implemented accrual-based accounting in the last two years. This study aimed to analyze the performance of the government of Kepulauan Selayar in overcoming the problems related to the human resources of financial report makers as a consideration to setting strategy priorities to increase human resources readiness that supported the implementation of accrual-based accounting using the method of Importance Performance Analysis (IPA) and Gap Analysis. To solve human resource problems required strategies i.e. creating a mutation and promotion policy that supported the accrual-based accounting implementation, creating competency on planning documents and human resource training, making planning documents on education needs and accrual basis accounting training, and financial administration officials must be from the alumni of accounting training.Key words: Accrual-Based Financial Reporting, Kepulauan Selayar, IPA, AHPABSTRAKPenerapan Standar Akuntansi Pemerintahan dalam penyusunan laporan keuangan merupakan salah satu indikator pemberian opini oleh Badan Pemeriksa Keuangan Republik Indonesia (BPK-RI). Berdasarkan hasil pemeriksaan BPK tahun 2015 terhadap 109 Pemda di Indonesia, menyimpulkan bahwa upaya yang telah dilakukan pemerintah daerah belum sepenuhnya efektif, di mana hasil pemeriksaan menunjukkan adanya permasalahan terkait kebijakan, teknologi informasi dan SDM untuk mendukung pelaporan keuangan berbasis akrual. Pemerintah Kabupaten Kepulauan Selayar baru mengimplementasikan akuntansi berbasis akrual dalam dua tahun terakhir ini. Penelitian ini bertujuan menganalisis kinerja Pemda Kepulauan Selayar dalam mengatasi masalah terkait SDM pembuat laporan keuangan sebagai bahan pertimbangan dalam menetapkan prioritas kebijakan yang dapat menunjang implementasi akuntansi berbasis akrual menggunakan metode Importance Performance Analysis (IPA) dan Gap Analysis, dan merumuskan strategi prioritas peningkatan kesiapan SDM dalam implementasi SAP berbasis akrual menggunakan Analytical Hierarchy Process (AHP). Untuk meningkatkan kesiapan SDM memerlukan strategi membuat kebijakan mutasi dan promosi yang mendukung implementasi akuntansi berbasis akrual, Membuat dokumen perencanaan kebutuhan kompetensi dan pelatihan SDM, Membuat dokumen perencanaan kebutuhan diklat penerapan akuntansi berbasis akrual, dan Pejabat Penatausahaan Keuangan Organisasi Perangkat Daerah harus dari alumni diklat akuntansi.Kata Kunci: Laporan Keuangan Berbasis Akrual, Kepulauan Selayar, IPA, AHP.

scholarly journals Attitude of Public towards Higher Education: Conceptual Analysis

2016 ◽  
Vol 2 (12) ◽  
pp. 19 ◽  
Author(s):  
Anuja Roy ◽  
Jacqueline Kareem
Keyword(s):  
Higher Education ◽  
Human Resource ◽  
Well Being ◽  
Poverty Line ◽  
Resource Potential ◽  
The People ◽  
Education In India ◽  
Indian Higher Education ◽  
Males And Females ◽  
The Government

Indian higher education has never received much prominence when compared to the primary level. Academicians of our country have already pointed out that for economic and social well-being of our country majorly depends on the quality and widespread of higher education in our country. The main obstruction is the misconceptions by the general public of our country which is accompanied by the economic issues. The vision of Ministry of Human Resource and Development heads the department of Higher Education whose aim is to realize India’s human resource potential to its fullest in the education sector, with equity and excellence. Higher education is a costly affair when we take into consideration the fact that almost 20% of the population still lie under the poverty line. There is still a gap in the level of enrolment between males and females. The government is trying hard to overcome this disparity. Skills have often been ignored in our country’s scenario. Thus, higher education should also promote and encourage technical education. An All India Survey on Higher Education was initiated only in 2011, only because none of the sources had a complete picture of the data on higher education. The large amount of population is also a problem as it becomes difficult to cater to the needs of each individual or group. The resources are scarce when compared to the people demanding for it. We should try to identify the problems, and then we should work towards solving those problems. Public of our country should be willing to send their children for higher education; they should be having a positive attitude towards higher education. This paper discusses several steps that can be untaken to bridge the gaps in the system of higher education in India.

scholarly journals Recentralization of local government chief administrative officers appointments in Uganda: Implications for downward accountability

2013 ◽  
pp. 17-29 ◽  
Author(s):  
Lazarus Nabaho
Keyword(s):  
Local Government ◽  
Human Resource ◽  
Local Governments ◽  
Service Management ◽  
Civil Service ◽  
Central Government ◽  
Constitutional Amendment ◽  
Chief Administrative Officers ◽  
The Right ◽  
National Governments

The Uganda Constitution of 1995 spelt out the principle of decentralization by devolution. Accordingly, from 1995 to 2005, district local governments had a dejure mandate to hire and fire all categories of civil servants through their respective district service commissions (DSCs). Following the Constitutional amendment in September 2005, the right to hire and fire district chief administrative officers (CAOs) reverted to central government. Critics of recentralization of CAO appointments contend that the shift in the policy and legislation for managing CAOs runs contrary to the principles of decentralization by devolution. This paper argues that recentralization of CAOs has confused reporting, reduced the autonomy of sub-national governments in civil service management, undermined accountability of CAOs to elected councils, and shifted the loyalty of CAOs from local governments with and for which they work to central government that appoints and deploys them. To deepen accountability in local governments, the paper advocates for decentralization of CAO appointments, but for participation of central government in recruitment of CAOs within the confines of a separate personnel system. It further calls for a rethinking of the current call by the 9th Parliament to recentralize human resource in health in local governments owing to accountability challenges of managing the civil service in sub-national governments under an integrated personnel system.

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