scholarly journals Business Hybridization in the Financial Sphere Under the Conditions of Po St-Quarantine Economic Recovery

2021 ◽  
Vol 17 (4) ◽  
pp. 70-90
Author(s):  
Volodymyr Momot ◽  
Olena Lytvynenko
Keyword(s):  
Financial Institutions ◽  
Corporate Culture ◽  
Age Distribution ◽  
Economic Recovery ◽  
Global Business ◽  
Hybrid Form ◽  
Spiral Dynamics ◽  
Human Resource Policy ◽  
Resource Policy ◽  
Theoretical Assessment

Abstract The article discusses the alternatives for financial institutions related to global business reshaping after pandemic waves during post-quarantine economic recovery. To select the most acceptable variant of business hybridization, the theory of generations was used, which allows us to determine the value orientation of different age group representatives and impose it on the financial institutions’ human resource policy during the transition to a hybrid form of business organization. On the basis of the integral spiral dynamics theory, a theoretical assessment of the correspondence of the corporate culture of organizations of different types to the options for the transition to a hybrid business is given. Various models of hybrid organizations in the financial sector have been developed and presented and their degree of compliance with the level of business development in Ukraine has been assessed. Sociometric analysis done on the representative sample in the well-developed business center of Ukraine reveals the possible approaches to the hybridization in the financial sphere with regards to age distribution of employees.

scholarly journals Transparency of Human Resource Policy

2014 ◽  
pp. 197-218
Author(s):  
Erik Mellander
Keyword(s):  
Learning Outcomes ◽  
Human Resource ◽  
Age Distribution ◽  
Market Failures ◽  
Human Resource Policies ◽  
Human Resource Policy ◽  
Input Use ◽  
Equity And Efficiency ◽  
Resource Policy ◽  
Benefit Cost

Public human resource policies are motivated by market failures that prevent equal access to education and training and lead to too low investments in skills. The market failures also limit the supply of information about human resources—and, thus, transparency. At the same time, the dynamics of learning impose strong requirements on information, for planning and evaluation purposes. Five aspects of human resource policy relevant for transparency are considered: efficiency and equity, input utilization, learning outcomes, the dimensioning of education, and benefits and costs. The chapter shows that there need not be a tradeoff between equity and efficiency and argued that input use transparency should focus on the teachers. Regarding learning outcomes, needs for better information are identified in the tails of the age distribution. Suggestions for enhanced transparency concern, inter alia, improved benefit–cost analyses through better estimates of educational externalities and extended policy accountability through initial commitment to effect evaluations.

Investing in Sustainable Infrastructure in Latin America: Instruments, Strategies and Partnerships for Institutional Investors Mobilization

2021 ◽  
Author(s):  
Giovanni Leo Frisari ◽  
Max Messervy
Keyword(s):  
Latin America ◽  
Financial Institutions ◽  
Institutional Investors ◽  
Economic Recovery ◽  
Economic Systems ◽  
Investment Strategies ◽  
Financial Instruments ◽  
Low Carbon ◽  
Investment Opportunity ◽  
Sustainable Infrastructure

Despite the significant challenges in mobilizing investors resources towards sustainable infrasctrure investments in Latin America and the Carribbean, an investment opportunity in low carbon and resilient assets exists and represents a critical step towards a sustainable economic recovery from the financial duress due to the COVID-19 pandemic and its impacts on health and economic systems of the region. This papers contribuition is two-fold: it attempts to estimate and size an ideal sustainable investable pipeline accross the region generated by several policies promoting public-private-partnerships (PPP) in the transport and energy sectors. Then it identifies and details different investment strategies and financial instruments available to institutional investors to invest in the region while mitigating the risks they perceived and hinder the mobilization of their resources. Such strategies discussed in the paper include: joint ventures with local counterparties, direct and active investments in the national markets, and/or access to markets via partnerships with development financial institutions.

The Next Generation of Leaders

2015 ◽  
pp. 16-42 ◽  
Author(s):  
Ben Tran
Keyword(s):  
Corporate Culture ◽  
Hospitality Industry ◽  
Business Environment ◽  
Women In Leadership ◽  
Hotel Management ◽  
Female Leaders ◽  
Leadership Positions ◽  
Female Executives ◽  
Global Business ◽  
Male And Female

The low number of female (expatriate) leaders in today's hotel management industry within the global business environment is a concern to most scholars writing on female executives. Most studies focus on the difficulties women face, while a minority of them examine the sources of their success. For academicians, it has been proven time and time again that differences between male and female do not warrant the fact that there are less women in leadership positions in the hotel and hospitality industry due to the claim that men are more qualified than women. For practitioners, however, many organizations have managed to demonstrate to the contrary of academicians, through the practice and maintenance of its corporate culture. The purpose of this chapter is to address two sets of stereotypes about female leaders in the hotel management industry: 1) the glass ceiling, the glass cliff, the glass border, and the pink collar ghetto or patterns of employment ghettos; and 2) the three persistent myths regarding female leaders in the hotel management industry.

scholarly journals Economic Development Strategies and Macro-and Micro-Level Human Resource Policies: The Case of India's “Outsourcing” Industry

ILR Review ◽  
2008 ◽  
Vol 62 (1) ◽  
pp. 39-72 ◽  
Author(s):  
Sarosh Kuruvilla ◽  
Aruna Ranganathan
Keyword(s):  
Economic Development ◽  
Human Resource ◽  
Development Strategy ◽  
Field Research ◽  
Rapid Expansion ◽  
Human Resource Policies ◽  
Human Resource Policy ◽  
Extensive Field ◽  
Resource Policy ◽  
Economic Development Strategies

This detailed case study of India's “outsourcing” industry illustrates the challenges in linking macro and micro human resource policies with an economic development strategy based on export-oriented services. The rapid expansion in the outsourcing of services to India has raised the possibility that this sector will be a key engine of India's economic growth. Based on extensive field research carried out over a four-year period, the authors of this study argue that four interrelated human resource policy challenges threaten the outsourcing industry's growth: two “macro” problems (current skill shortages and the inability of the country to produce higher levels of skills for the long-term growth and sustainability of the industry), and two micro problems (very high levels of employee turnover and rapidly increasing employee costs). The authors evaluate current policy responses and suggest options.

Sign in / Sign up

Export Citation Format

Share Document