A Strategy for Enhancing Competences of Dance Human Resources in Knowledge-Based Society

2017 ◽  
Vol 56 (3) ◽  
pp. 513-526
Author(s):  
Eun-Joo Cha ◽  
Byoung-Soon Ahn
Keyword(s):  
Human Resources ◽  
Knowledge Based

Human capital in the industrial districts

2001 ◽  
Vol 20 (4) ◽  
pp. 319-331
Author(s):  
F. Xavier Molina-Morales
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Conceptual Framework ◽  
Ceramic Tile ◽  
Firm Strategy ◽  
Active Role ◽  
Industrial Districts ◽  
Industrial District ◽  
Knowledge Based ◽  
Degree Of Control

This paper focuses on the creation of human capital in the industrial districts. I argue that the recent firm strategy perspectives may explain regional (district) differences. In this context human resources are critical to creation and dissemination of the knowledge-based resources. I further distinguish between the degree of control and ownership of resources and transferable and non-transferable human capital. Using this conceptual framework I analyze industrial district addressable non-transferable resources. This paper suggests that firms should take on a more active role in creating and exploiting local addressable human resources. The paper ends by describing an illustrative example: the Spanish ceramic tile industry.

Adoption and Success of E-HRM in European Firms

2009 ◽  
pp. 24-30 ◽  
Author(s):  
Eleanna Galanaki ◽  
Leda Panayotopoulou
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Software Suite ◽  
Resources Management ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Level Of Satisfaction

Fairly recently numerous technological applications have emerged, claiming to cover nearly every “traditional” human resources management (HRM) activity; not only complementing it, but often even substituting it (Martin, Alexander, Reddington, & Pate, 2006). In order to meet the demands of today’s knowledge-based economy, companies must maximize the potential and productivity of their employees, a goal towards which HRM information systems in general and e-HRM in particular could help. Some of these applications even claim that they can achieve synergies that were not possible before, by integrating all the HRM functions under one software suite, and combining results and feedback from all their different applications. In this article, we study the adoption of e-HRM in Europe, looking at three mail elements: the extent of e-HRM deployment, the characteristics of the companies that adopt e-HRM, and the level of satisfaction from the system.

Knowledge Strategy

2012 ◽  
Vol 3 (1) ◽  
pp. 1-14
Author(s):  
Joseph E. Kasten
Keyword(s):  
Human Resources ◽  
Organizational Structure ◽  
Early Literature ◽  
Knowledge Based ◽  
Knowledge Strategy ◽  
Technology Strategies ◽  
Mitigating Factor ◽  
Published Paper

Knowledge strategy is defined as the set of guidelines and philosophies that guide an organization’s knowledge-based activities, such as knowledge gathering, development, storage, and utilization. Much of the early literature describing knowledge strategy suggests that its role in the organization is to drive, and be driven by, organizational structure and the human resources and technology strategies. This paper derives a model that places the firm’s knowledge strategy as a mitigating factor between the decisions made by management and the manner in which they are communicated to the rest of the organization. The present research is an update to a previously published paper and extends the research that first generated the metaphor of the KS as a lens.

Adult Learners in Higher Education

2011 ◽  
pp. 618-626
Author(s):  
Maria R. Correia ◽  
Anabela Sarmento
Keyword(s):  
Human Resources ◽  
Economic Status ◽  
Education Programme ◽  
European Council ◽  
The European Union ◽  
Transmission Of Knowledge ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Determining Factor ◽  
And Training

The development and promotion of the strategic goal of the European Union (EU) to become a competitive and dynamic knowledge-based economy and society (Lisbon European Council, 2000) can only be achieved with relevant technological infrastructures together with people equipped with necessary skills and competencies (European Commission, 2002). This must be supported by a well-structured initial education, constantly updated by a continuous lifelong learning programme, so that people can face the challenges of a series of new jobs, maybe separated by spells of short-term contracts or even unemployment. This continuous education programme should be available to all citizens regardless of their age and social or economic status. In a knowledge-based society, education and training are among the highest priorities because they are central to the creation and transmission of knowledge and are a determining factor for societal innovation. It is also recognized that human resources are the main assets for every organization and country (Lisbon European Council).

Adult Learners in Higher Education

2011 ◽  
pp. 72-78
Author(s):  
Ana Maria R. Correia ◽  
Anabela Sarmento
Keyword(s):  
Human Resources ◽  
Economic Status ◽  
Education Programme ◽  
European Council ◽  
The European Union ◽  
Transmission Of Knowledge ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Determining Factor ◽  
And Training

The development and promotion of the strategic goal of the European Union (EU) to become a competitive and dynamic knowledge-based economy and society (Lisbon European Council, 2000) can only be achieved with relevant technological infrastructures together with people equipped with necessary skills and competencies (European Commission, 2002). This must be supported by a well-structured initial education, constantly updated by a continuous lifelong learning programme, so that people can face the challenges of a series of new jobs, maybe separated by spells of short-term contracts or even unemployment. This continuous education programme should be available to all citizens regardless of their age and social or economic status. In a knowledge-based society, education and training are among the highest priorities because they are central to the creation and transmission of knowledge and are a determining factor for societal innovation. It is also recognized that human resources are the main assets for every organization and country (Lisbon European Council).

The Role of E-HRM Practices on Digital Era

2020 ◽  
pp. 1-20
Author(s):  
Nurten Polat Dede
Keyword(s):  
Human Resources ◽  
Business Processes ◽  
Human Resources Management ◽  
Rapid Change ◽  
Resources Management ◽  
Knowledge Based ◽  
Digital Era ◽  
Knowledge Based Economy ◽  
Technological Developments ◽  
Management Functions

The changes brought about by trends such as globalization, technological developments, and knowledge-based economy, and the speed of these changes are forcing the enterprises to create more innovative ways of doing business and business processes. This rapid change has also affected and altered human resources departments' way of business. In this chapter, the changes in human resources management functions and applications with the effect of technology during this time have been explained. In addition, the electronic human resources management process and its applications, which have been more important as a result of developed human resources technology, are examined and presented in this chapter.

scholarly journals Challenges of the Knowledge Based Economy in East Asia

2016 ◽  
Vol 8 (2) ◽  
pp. 36-49
Author(s):  
Virachai Vongbunsin ◽  
John Walsh
Keyword(s):  
Economic Growth ◽  
Human Resources ◽  
East Asia ◽  
State Level ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Social Level

The knowledge-based economy (KBE) is widely considered to be the foundation of the next stage of economic growth, following agriculture, manufacturing and services. Countries seeking to enter the KBE must take care to ensure that their resources ‘particularly human resources ‘ are willing and able to fulfil the roles requested of them. That in turn means that countries must be aware of what challenges and difficulties they will face in taking this next step in development. This paper attempts to outline at the macro-social level the issues involved in this process with a view to identifying an agenda of state-level developmental goals to be tackled.

scholarly journals INTEGRATION OF WALISONGO’S DA’WAH SPIRIT WITH SCIENCE IN INDONESIAN NATIONAL QUALIFICATION FRAMEWORK BASED CURRICULUM

2019 ◽  
Vol 21 (1) ◽  
pp. 37
Author(s):  
Agus Zaenul Fitri ◽  
Muntahibun Nafis ◽  
Fathul Mujib
Keyword(s):  
Human Resources ◽  
Scientific Knowledge ◽  
Islamic Law ◽  
Core Values ◽  
Scientific Development ◽  
Human Resources Development ◽  
Values In Science ◽  
Institutional Management ◽  
Knowledge Based ◽  
Qualification Framework

<p><em>This research aims to explain the views of policymakers, the concept of integration in scientific development, and the strategy of integrating da’wah spirit of Walisongo with science in the Indonesian National Qualification Frameworks (KKNI) based curriculum. The results of this study indicate that: (1) stakeholders states that spirit of Walisongo’s dakwah has been used as values in science development by some academics, although it has not been fully understood because some academics still see it as a myth. The spirit of institutional management should match with the institution name itself, otherwise, there will be management error; (2) the concept of integration in KKNI-based curriculum in three institutions has similarities in general. However, there are distinctive characteristics in developing scientific knowledge based on the vision and core values of each institution; (3) the strategy of integrating the spirit of Walisongo is reflected in evaluating aspects: (a) institutions, by building interconnections, tag line or owner’s quote, piety bureaucracy (clean and clear), (b) human resources development, and (c) academic integration through Islamic subject with science and technology, halal laboratories, and Islamic law.</em></p><p><br /><em>Penelitian ini bertujuan menjelaskan pandangan pengambil kebijakan, konsep integrasi dalam pengembangan ilmiah, dan strategi mengintegrasikan semangat dakwah Walisongo dengan ilmu pengetahuan dalam kurikulum berbasis Kerangka Kualifikasi Nasional Indonesia (KKNI). Hasil penelitian ini menunjukkan: (1) pemangku kepentingan berpendapat bahwa semangat dakwah Walisongo telah digunakan sebagai nilai dalam pengembangan ilmu pengetahuan beberapa akademisi, tetapi belum sepenuhnya dipahami karena masih ada beberapa warga akademik yang menganggapnya sebagai mitos. Semangat manajemen kelembagaan harus sesuai dengan nama lembaga tersebut, jika tidak maka ada kesalahan manajemen, (2) konsep integrasi dalam kurikulum berbasis KKNI di tiga lembaga memiliki kesamaan pada umumnya tetapi memiliki karakteristik khusus dalam mengembangkan pengetahuan ilmiah berdasarkan visi dan nilai-nilai inti lembaga. (3) Strategi memadukan semangat Walisongo tercermin dari mengevaluasi aspek-aspek yaitu: a) institusi dengan cara membangun interkoneksi, slogan atau falsafah pendirinya, birokrasi kesalehan (bersih dan jelas), b) pengembangan sumber daya manusia, dan c) integrasi akademik melalui mata pelajaran Islam dengan sains dan teknologi, laboratorium halal, dan hukum Islam.</em></p>

The Theory of the Growth of the Firm

2017 ◽  
Author(s):  
Jago Penrose
Keyword(s):  
Human Resources ◽  
Management Of Change ◽  
Individual Firm ◽  
Rate Of Growth ◽  
Knowledge Based ◽  
Management Concepts ◽  
The Individual ◽  
Influential Book

This chapter comprises a description of Edith’s influential book, The Theory of the Growth of the Firm, how it came to be written, and its main arguments. It is often called revolutionary. She showed that the human resources required for the management of change are tied to the individual firm and so are internally scarce. As management tries to make the best use of the resources available, a ‘dynamic’ interacting process occurs which encourages growth but limits the rate of growth. The book was an important step towards modern, liberally minded management concepts, developing the resource-based and knowledge-based perspective, and ultimately including the theory of stakeholding, in which the interests of employees, customers, and the community count alongside those of shareholder owners.

HRM Practices In Commercial Banks: A Discriminant Analysis Among Public And Private Sector Banks

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 214-221
Author(s):  
E. RUSHIT GNANA ROY ◽  
P. JEGAN
Keyword(s):  
Public Sector ◽  
Human Resources ◽  
Private Sector ◽  
Banking Industry ◽  
Public And Private ◽  
The Public ◽  
Public Sector Banks ◽  
Hrm Practices ◽  
Knowledge Based ◽  
Public And Private Sector

Since the banking industry is a knowledge based industry it is essential to transfer the staff recruited into valuable human resources for the banks. It can be done by the provision of adequate skills, knowledge, competences and talents to the human resources. The investment n HRM is essential and inevitable in banking industry, since the return on investment on HRM practices for higher than its cost. With this background, that rate of implementation of HRM practices is banks was analysed. The study revealed that implementation of HRM practices at private sector banks are higher compared to public sector banks. The public sector banks should realise the importance of implementation of HRM practice in order to enrich their performance.

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