scholarly journals Quality Assurance in Contemporary Islamic Universities: Issues and Challenges

2014 ◽  
Vol 2 (2) ◽  
pp. 40-58
Author(s):  
Bakare Kazeem ◽  
Che Noraini Hashim
Keyword(s):  
Human Capital ◽  
Quality Assurance ◽  
Brain Drain ◽  
Good Governance ◽  
Leadership Quality ◽  
Cast Doubt ◽  
The Right ◽  
Higher Institutions ◽  
Goals And Objectives

The inability of contemporary Islamic higher institutions of learning to produce human capital of the “right mind and sound thought” has cast doubt on the goals and objectives of Islamic Universities of the present milieu. The purpose of this article is to critically analyze some issues and challenges of quality assurance confronting Islamic universities and propose a quality assurance model that stems from leadership concepts rooted in Qur’anic tenets. Admittedly, some of the written goals of contemporary Islamic universities with respect to quality assurance had been partially fulfilled. However, compared with other contemporary universities, quality assurance in Islamic universities has not lived up to expectations, especially in terms of creative innovations and inventions that are beneficial for all humanity. These weaknesses could be attributed to lack of leadership quality to spearhead innovative projects, and subsequent brain drain due to the exodus of bright Muslim minds migrating to ‘greener pastures’. Finally, we discuss strategies for improving quality assurance in Islamic universities, with special emphasis on good governance and leadership.   Abstrak   Kekurangan upaya institusi pengajian tinggi Islam kontemporari melahirkan modal manusia yang mempunyai “minda yang betul dan pemikiran yang sahih” telah menimbulkan keraguan terhadap matlamat dan objektif universiti Islam masakini.  Perubahan adalah satu kemestian. Tujuan makalah ini adalah untuk menganalisis secara kritis tentang beberapa isu dan cabaran jaminan kualiti yang dihadapi oleh universiti Islam dan mencadangkan satu model baginya yang terbit daripada konsep kepimpinan yang berakar umbi daripada al-Qur’an.  Memang diakui bahawa beberapa matlamat bertulis universiti Islam kontemporari berkaitan jaminan kualiti telah separuhnya dipenuhi.  Bagaimana pun, apabila dibandingkan dengan universiti kontemporari yang lain, jaminan kualiti universiti Islam masih belum mencapai apa yang dijangka, khususnya dalam kontek inovasi dan penciptaan yang kreatif, yang amat berfaedah kepada semua manusia.  Kelemahan-kelemahan ini boleh disabitkan kepada kelemahan kualiti pimpinan universiti bagi merintis projek yang inovatif, dan seterusnya ketandusan tenaga pemikir kerana penghijrahan beramai-ramai oleh Muslim yang bergeliga kepada tempat yang lebih subur.  Kertas ini menawarkan strategi untuk mempertingkatkan jaminan kualiti di institusi pengajian tinggi Islam, dengan penekanan khas terhadap kepimpinan dan tadbir urus yang baik.  

SYSTEMIC CAUSES OF THE APPEARANCE OF “COBRA EFFECT” IN THE MANAGEMENT OF SOCIO-ECONOMIC DEVELOPMENT

2019 ◽  
Vol 86 (3) ◽  
pp. 51-61
Author(s):  
M. S. Mokiy ◽  
E. K. Borzenko
Keyword(s):  
Economic Development ◽  
Economic System ◽  
Gross National Product ◽  
The Family ◽  
Social And Economic Development ◽  
Socio Economic Development ◽  
Energy Consuming ◽  
The Right ◽  
Goals And Objectives ◽  
Least Energy

The article on the basis of extrapolation of system laws of management of social and economic development illustrates the system reason of the Cobra effect, that is, a situation where, despite the rather attractive goals that managers formulate, the result of the activities of subordinates is opposite to what was intended. The main problem of management is the development of a system of indicators, in which, working on the indicator, employees would change the state in the right direction. The reason for the Cobra effect is the manifestation of systemic patterns of socio-economic development. The main system regularity is the desire of the system for stability and self-preservation. This state of the system is achieved using the least energy-consuming way. It is shown that any worker, realizing system regularities, aspires to stability and self-preservation. Therefore, the employee is always forced to work for achieving the indicator. The article analyzes the manifestation of these laws at the level of enterprises and state. When managers understand these patterns explicitly or covertly, changes in the economic system are moving in the right direction. It is shown that the existing system of target indicators used as indicators to assess the effectiveness of management does not meet the goals and objectives of socio-economic development. At the meso- and macrolevel, absolute, volumetric indicators, such as gross national product and others, reduce the range of benefits to the population. The article defines the vector of change in the system of indicators for assessing the effectiveness of management at the regional and state levels, based on the fact that the key element is the family. At the same time, the targets should be indicators to assess the availability of benefits for households.

THE RIGHT TO USE HUMAN CAPITAL IN ACCOUNTING

2017 ◽  
Author(s):  
Oleksandra Mazina ◽  
◽  
Serhii Rohoznyi ◽  
Olena Kareva ◽  
◽  
...  
Keyword(s):  
Human Capital ◽  
Economic Development ◽  
Accounting System ◽  
Mathematical Methods ◽  
Reporting Standard ◽  
International Financial Reporting Standard ◽  
Employment Contract ◽  
Sustainable Economic Development ◽  
Initial Cost ◽  
The Right

The key factor of sustainable economic development is investment support for human capital development aimed at generating innovative knowledge, professional skills, support and development of abilities and talents, qualitative human characteristics without which economic and social growth is excluded. The study of human capital and the right to use it as objects of an accounting system designed to provide reliable information to users will help society to control the process of human development as a core value and driving force in achieving sustainable economic development from the micro to the global level. In this study, the methods for assessing human capital as an object of accounting «The right to use human capital» are applied according to the methodology of the International Financial Reporting Standard 16 "Lease". The condition for applying the methodology of this standard is the analogy with the employment contract between the business entity and the employee with the terms of the lease agreement. The measurement of such an asset is based on the initial measurement of the lease liability, which is calculated as the present value of future lease payments. Such an asset is subject to straight-line amortization over the life of the contract. Additional investment in human capital at the start of a contract, or in the process of execution, increases the value of the Right to Use Human Capital. To calculate the initial cost of an asset and its depreciation during the term of the employment contract, you can use the existing mathematical methods from the standard list of the EXCEL office program. In this study, using a conditional example of an employment contract for a period of five years, a minimum wage of UAH 6,000 and a discount rate of 7%, the calculation of the initial cost of the «Right to use human capital» is provided.

Engaging with stakeholders is critical when leading change

2014 ◽  
Vol 46 (2) ◽  
pp. 68-72 ◽  
Author(s):  
Patrick Mayfield
Keyword(s):  
Good Governance ◽  
Organisational Change ◽  
Business Case ◽  
Leading Change ◽  
Business World ◽  
Content Type ◽  
Computer Tools ◽  
Barriers To Change ◽  
The Right ◽  
The Way

Purpose – The purpose of this paper is to illustrate what would happen if we were to ignore relationships when leading change. Many believe that project management, change management, and related fields, are a matter of marshalling stuff: working the right processes and tasks, writing the correct documents, having good governance mechanisms in place, etc. People just distract and get in the way. Some tend to concentrate on these technicalities working their computer tools, rather than leaning towards people. The result is huge waste. Organisational change will always cut across different business functions, boundaries and across silos of working. This is where stakeholder engagement leads to successful outcomes. Design/methodology/approach – It is a surprise to many, but listening is probably the most powerful influencing strategy of all. The key is to ask the person you seek to influence, first for their thoughts, fears, and aspirations. If you can show you are genuinely interested, you begin to break down any barriers to change. This helps focus on the need for change rather than present the solution first. Yes, time is money, but often we can let this get in the way of engaging successfully. Conversations like this do take time. It feels counter-intuitive. Findings – There is growing evidence that people who make better leaders have a leaning towards action, they are never victims of “paralysis by analysis”. The self-aware, pro-active manager leading change understands that relationships are central to success and are thinking about their relationships in a real and active way. They think about their mental landscape and on that landscape they see the vital importance of stakeholders and are prepared to spend a far higher proportion of their discretionary time devoted to engaging with other people, quite apart from the structured meetings and emails that we usually describe as “communicating”. Originality/value – Most management books are written with the assumption that the business world is rational, but when it comes to change, it appears this is far from the case. We are taught to put a reasonable proposition to people, the business case, the plan, and so on, then expect people to mull it over for a while, then jump into action – reason – analyse – act. But nearly always the actual sequence is – see – feel – act. There is little doubt that people engage with their stakeholders better if there is some kind of emotional connection.

scholarly journals The role of the constitutional complaint in the legislative process: Comparative legal aspect

2021 ◽  
Vol 39 (69) ◽  
pp. 833-850
Author(s):  
Nataliia I. Brovko ◽  
Liudmyla P. Medvid ◽  
Ihor Y. Mahnovskyi ◽  
Vusal A. Ahmadov ◽  
Maksym I. Leonenko
Keyword(s):  
Quality Assurance ◽  
State Government ◽  
Legal Aspect ◽  
Legislative Process ◽  
Constitutional Rights ◽  
State Legislation ◽  
The Subject ◽  
The Right ◽  
Heads Of State

The article deals with the role of constitutional complaint in the system of quality assurance of the state legislation, for protection of the rights and freedoms. Constitutional complaints, as well as their optimal models, require detailed research. Comparative analysis and survey are the main methods. The subject of a constitutional complaint in the model proposed by the authors may be laws or their individual provisions, regulations of heads of state, government, other statutes and regulations, individual administrative acts, judgements in specific cases. Citizens, foreigners, stateless persons, and legal entities are subjects who have the right to file a constitutional complaint. The authors attribute the following conditions of admissibility of a constitutional complaint: the presence and proof of violation of his/its constitutional rights and freedoms, the use of all other remedies to protect violated rights and freedoms, compliance with deadlines for filing a constitutional complaint in some countries, and payment of state duty. The model proposed by the authors is, however, universal, and further needs to be detailed for countries of interest.

scholarly journals STRATEGI PEMBANGUNAN ZONA INTEGRITAS

2021 ◽  
pp. 574
Author(s):  
Dodik Ari Cahyono ◽  
IB Raka Suardana
Keyword(s):  
Human Capital ◽  
Qualitative Methods ◽  
Management Strategy ◽  
Good Governance ◽  
Organizational Management ◽  
Field Observations ◽  
Effective Management ◽  
Organizational Resources ◽  
Research Setting ◽  
Work Programs

Text This study aims to determine the organizational management strategy with all the capabilities and limitations of organizational resources in going beyond the twists and turns, sacrifices, obstacles and challenges in realizing the development of the integrity zone by implementing effective management and empowering potential employees. as human capital. To serve as a reference as a pilot office in realizing good governance. Qualitative methods with triangulation techniques, namely interviews, field observations and document studies, with the research setting at the Office of Supervision and Service of Customs and Excise Type Madya Pabean Ngurah Rai. The data were analyzed against the interviewee's answers with secondary / supporting data obtained and verification of the validity / validity of the data was carried out with no difference between what the researcher reported and what actually happened to the object under study. In this study, it was found the intricacies of organizational efforts in implementing management in the form of work programs / strategies, innovation, empowerment of employees as human capital and the results of developing the integrity zone.

scholarly journals PEDAGOGICAL FOUNDATIONS FOR THE INTRODUCTION OF ELECTIVE COURSES «GEOGRAPHY OF CULTURE» IN GENERAL-EDUCATION SCHOOLS

2020 ◽  
Vol 66 (2) ◽  
pp. 289-293
Author(s):  
A.U. Satybaldieva ◽  
◽  
Z.K. Mirzalieva ◽  
Keyword(s):  
High School Students ◽  
General Education ◽  
Organizational Support ◽  
Cultural Geography ◽  
Specialized Training ◽  
School Students ◽  
Elective Courses ◽  
Elective Course ◽  
The Right ◽  
Goals And Objectives

Specialized training helps high school students choose the right path to continue their education in the future, providing pedagogical, psychological, informational and organizational support to students. Due to the fact that new elective courses are being introduced in General education institutions, there are still not enough regulatory and reference materials. Many teachers cannot create elective courses that will be interesting and useful for students, because the school does not provide detailed information about the goals and objectives of specialized training, types and methods of its implementation. Therefore, one of the most pressing issues today is the systematization of information about elective courses and the identification of methodological features of its implementation. The article presents the program of the elective course "Cultural geography" for mathematical students. In addition, the methodological structure of the course "Cultural geography"was developed.

scholarly journals Operation of Local Government Transparency in South Sulawesi Province, Indonesia

2017 ◽  
Vol 6 (1) ◽  
pp. 118
Author(s):  
A. Jamaluddin
Keyword(s):  
Law Enforcement ◽  
Good Governance ◽  
Local Governance ◽  
Provincial Government ◽  
Regional Administration ◽  
Goods And Services ◽  
South Sulawesi ◽  
Intensive Use ◽  
The Right ◽  
Governance Transparency

<div><p class="Authors"><em>Transparency in South Sulawesi Provincial Government has been applied in efforts to achieve good governance. The problems of this research are; (1) how to transparency in local governance, (2) what factors inhibiting transparency in local governance, and (3) what is the right strategy is used in implementing the transparency of the regional administration. This study aims to: 1) describe the transparency in local governance, 2) analyze the factors that become an obstacle to transparency in local governance, and 3) to apply the right strategy in the transparency of the regional administration. The study found that transparency in governance has been run as expected in the areas of budget, staffing, procurement of goods and services. Human resources mentality of corruption, overlapping rules, the financial system is weak, weak law enforcement and a tolerant society are all factors that become an obstacle to transparency in local governance. Transparency strategy is appropriate intensive use in implementing the transparency of the regional administration. Through this model of good governance transparency can be realized as a solution to overcome the problems of the dynamics of government activity that is not transparent and minimize the factors inhibiting the realization of good governance transparency.</em><em></em></p></div>

scholarly journals DEVELOPMENT STRATEGY OF HUMAN CAPITAL OF PT KIMIA FARMA (PERSERO) TBK

2017 ◽  
Vol 1 (02) ◽  
pp. 153-162
Author(s):  
Antoni Ludfi Arifin
Keyword(s):  
Human Capital ◽  
Development Strategy ◽  
Selection Process ◽  
Theory Building ◽  
Primary Data ◽  
Secondary Sources ◽  
Recruitment And Selection ◽  
The Right ◽  
Capital Development

This research is a qualitative research with case study at PT Kimia Farma (Persero) Tbk. The purpose of this research is to understand the overall development strategy of human capital of the Company. Data were collected from primary data through interview, observation, and recording; while secodary data were obtained from PT Kimia Farma (Persero) Tbk or from the externals that are used by the researcher to strengthen the premise, theory building, or data from previous researchers.  The data collected from primary and secondary sources are then processed. The validity of data is checked though data accuracy checking process (triangulation). This research found that the Company has conducted human reseource development strategy through 1) Integrated HR Development with the Company’s visions and missions; 2) open recruitment and selection process will decide and find the candidates who meet the qualifications; 3) preparing assessement center to select the right candidate for the right position; 4) employees training can improve the employees’ competence; and 5) the right development of human capital to prepare for the competitiveness in the future.. Keywords: Human Capital, Development, Strategy, HR Planning

scholarly journals Extending the Case for a Beneficial Brain Drain

2011 ◽  
Vol 231 (4) ◽  
Author(s):  
Simone Bertoli ◽  
Herbert Brücker
Keyword(s):  
Human Capital ◽  
Brain Drain ◽  
Returns To Education ◽  
Skill Premium ◽  
Immigration Policies ◽  
Level Of Education ◽  
Simulation Results ◽  
And Migration ◽  
Migration Costs ◽  
Parameter Values

SummarySeveral destination countries still adopt general immigration policies, and are characterized by lower returns to education than the countries of origin of the migrants. These two stylized facts challenge the literature on the beneficial brain drain which demonstrates that migration can increase the average human capital in the sending countries if immigration policies are selective, or the skill premium at destination is higher than at origin. We propose a model with empirically sensible assumptions on immigration policies and skill premia, where individuals face heterogeneous and correlated education and migration costs. The model is consistent with a robust stylized fact, namely that the rate of migration increases with schooling, and it shows that the average level of education of the stayers can be increasing in the probability to migrate even in such a setting. Our simulation results prove that these findings hold for reasonable parameter values. This extends the case for a beneficial brain drain in a further direction.

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