scholarly journals OUTSTAFFING AS AN ALTERNATIVE MECHANISM FOR PRESERVATION OF EXCESS SOCIO-ECONOMIC POTENTIAL OF HIGHER EDUCATION INSTITUTIONS

2021 ◽  
Author(s):  
Maryna Artyukhina
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Academic Staff ◽  
Educational Services ◽  
Alternative Mechanism ◽  
Staff Turnover ◽  
Economic Potential ◽  
Financial Indicators ◽  
New Type ◽  
Main Component

The COVID-19 pandemic has impacted every aspect of life, in particular Ukrainian higher school, reinforcing the negative trends of recent years associated with a decrease in the number of applicants, the migration of school graduates to the Western countries to study, the deterioration of economic indicators of HEIs etc. In this regard, in some HEIs there are processes of the release of personnel, reducing the workload of academic staff, reducing the degree of services provided by HEIs. If the human resources potential of HEIs is excessive, there is a decrease in the workload of academic staff, in their motivation. On the contrary, the risks of losing their licenses, non-accreditation, staff turnover and other negative trends increase. In such conditions, innovative approaches become relevant to neutralize the negative trends in the process of the formation and preservation of the socio-economic potential of HEIs, the main component of which is human resources. The article identifies the essence of the excess socio-economic potential of HEI and outstaffing as an innovative mechanism for preserving and shaping the socio-economic potential. Outstaffing is the remote employment of staff for a project. A teacher at HEI can be an outstaffer and a university itself can act as an outstaffed company. The use of outstaffing as a new type of non-educational services will allow HEIs to maintain human resources, increase the workload, staff motivation, financial indicators and preserve the socio-economic potential of the institution as a whole.

scholarly journals Antecedents of Growth in Higher Education Institutions of North Cyprus: Resource-Based Approach

2016 ◽  
Vol 7 (1) ◽  
pp. 1
Author(s):  
Mehmet Ali Ekemen ◽  
Gozde Inal Cavlan
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Developing Country ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Developed Economies ◽  
North Cyprus ◽  
Marketing Resources ◽  
The University ◽  
Different Cultures

<p>This study aims to reveal the antecedents of growth in Higher Education Institutions of North Cyprus, using Resource Based Approach. Research in this field is limited to developed economies and there is a need for more research in the developing country settings. North Cyprus is a unique location for this study since it is a developing country which is geographically located in between Europe, Africa and Middle East harmonizing several different cultures in its unique settings. An explanatory research design was adopted using a questionnaire survey to collect data and test the hypotheses. Data was collected from 343 respondents, consisting of 172 administrative and 171 academic staff, in five universities which have 10 years of history in higher education sector. The results of the study showed that Marketing resources, Human resources, Research and Development resources, Organizational resources and accessibility of these resources have been shown to positively influence the university growth.</p>

scholarly journals RESEARCH ON THE ECONOMIC INTERACTION OF THE LABOR MARKET AND HUMAN RESOURCES IN THE HEALTHCARE SECTOR IN UKRAINE

2020 ◽  
Vol 22 (1(74)) ◽  
pp. 37-51
Author(s):  
O.M. GUTSALYUK ◽  
A.S. NAVOLOKINA
Keyword(s):  
Higher Education ◽  
Medical Education ◽  
Labor Market ◽  
Human Resources ◽  
Labor Markets ◽  
Supply And Demand ◽  
Healthcare Sector ◽  
Educational Services ◽  
Economic Interaction ◽  
Higher Medical Education

Topicality The relevance of the research of the economic interaction of the labor market and human resources in the healthcare sector is growing today, as it is necessary to involve all interested parties to effective interaction, to ensure the flexibility of higher and vocational education system by adjustment of labor training to the needs of employers. Aim and tasks. The goal of the study is to analyze the interaction of labor markets and education, identify the main disadvantages of this interaction and develop proposals to increase its productivity in the context of meeting the needs and interests of the subjects of these markets. Research results. The interaction of labor markets and educational services can be considered as coordinated behavior of entities engaged in economic activity in these markets in order to balance the supply and demand for skilled labor, create conditions for socio-economic growth of the national economy through the reproduction of human capital and increasing the competitiveness of the workforce. The economic interaction of the labor market and the human resources in the healthcare sector of Ukraine has been analyzed. An assessment of the competitiveness of the field of higher medical education and its institutions in the context of the economic interaction has been carried out. The level of the economic interaction of the educational services market and the labor market has been determined. The process of harmonization of the labor market of EU countries and Ukraine has been investigated. The main causes and disadvantages of the economic interaction of the educational services and the labor markets have been identified. The directions of improvement of the forecasting process of the labor market development as measures of improving the productivity of the studied processes are suggested. The approach to determining the competitive position of a higher medical education institution using a qualimetric approach has been considered, where educational and pedagogical work, personnel, scientific work and international activity are chosen as parameters. The main factor by the parameter of educational and pedagogical work is the medical work, which includes the following evaluation criteria: the number of university clinics, consultative and surgical activity of employees during the year, participation in the creation of clinical protocols, the availability of medical qualification among the teachers, technology acquisition of practical skills. According to the results of competitiveness assessment of higher education institutions, it is proposed to determine the following levels: critical (low); sufficient (average); high (higher than average); excellent (very high). Conclusion. The results of the study indicate an unsatisfactory level of the economic interaction of the labor market and the human resources in the healthcare sector in Ukraine, which is manifested in an imbalance in supply and demand for specialists in the relevant specialties, the low percentage of employed graduates of HEI, the high share of unemployed with higher education and the absence of direct connection between the amount of expenses on the education and the quality of educational services, the imperfection in the information support system and the poor state of forecasting processes in the main indicators of functioning and development of the labor market.

scholarly journals Academic Staff Turnover Intention in Madda Walabu University, Bale Zone, South-east Ethiopia

2017 ◽  
Vol 6 (3) ◽  
pp. 21
Author(s):  
Ibrahim Yimer Ibrahim ◽  
Rahel Nega Kassa ◽  
Gemechu Ganfure Tasisa
Keyword(s):  
Higher Education ◽  
Work Environment ◽  
Turnover Intention ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Multiple Logistic Regression Analysis ◽  
Staff Turnover ◽  
Staff Retention ◽  
Depth Interview ◽  
Management And Leadership

AbstractIntroduction: Employee retention is one of the challenges facing several organizations in both the developed and developing countries of the world. Higher education institutions serve as storehouses of knowledge for nurturing the manpower needs of the nation. Higher education institutions are therefore more dependent on the intellectual and creative abilities and commitment of the academic staff than most other organizations. This therefore makes it critically important to retain this cadre of staff. This research was carried out to determine the prevalence of academic staff turnover intention and the factors contributing for it among Madda Walabu University academic staff.Methods: An institution based cross sectional study design was employed. Two hundred and seventeen  academic staff were selected randomly and interviewed using a structured self-administered questionnaire. An in-depth interview was carried out on six academic staff. Binary and multiple logistic regression analysis was used using SPSS version 16. To have a more accurate result, triangulation of quantitative findings and an in-depth interview was used. Results: A total of 217 academicians responded to the questionnaire. One hundred sixty four, (75.6%) respondents intended to leave Madda Walabu University and 24.4% of academic staff intended to retain their position or post. A bad work environment (lack of facilities like offices, chairs, internet and toilets) was the most frequently cited reason for leaving (71.3%) followed by 63.4% due to poor management and leadership and 63.4% due to inadequate salary. Academic staff who had worked five or more years in Madda Walabu University were 4.5 times more likely to leave their  institution [AOR = 4.5, 95% CI: 1.37, 14.9]. Conclusion: The prevalence of academic staff intending to leave was found to be very high and as a result, Madda Walabu University will be in an alarming state of staff turnover. Before this happens, there should be staff retention mechanisms in place to improve the work environment, management and leadership and remuneration methods to retain senior and skilled academicians.

scholarly journals Developing the Personal Potential of Academic Staff and Higher Education Applicants as an Integrated Criterion for the Performance and Effectiveness of University Management

2019 ◽  
pp. 65-88 ◽  
Author(s):  
Volodymyr Ryabchenko
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Academic Staff ◽  
Education Institution ◽  
University Management ◽  
Higher Education Institution ◽  
Efficient Operation ◽  
Effectiveness And Efficiency ◽  
The University

The development of the personal potential of academic staff and higher education applicants as an integrated criterion for the effectiveness and efficiency of university management is substantiated in the article. To give ground to his position, the author proceeded from determination of the effectiveness and efficiency of university activities. The effectiveness of university activities is defined as the degree of compliance with the result secured by the goal it pursued. The efficiency of university activities is a qualitative indicator that determines the degree of use of resources (human, material, financial, etc.) in achieving a particular result. Methodological incorrectness of determination of efficiency of university activities by formal criteria is emphasized. In particular, the diploma of higher education regardless of the level of competence and development of the personal potential of its owner. The impossibility of correct differentiation in the value expression of the results of educational and scientific activities of the university is proved. The necessity of defining and substantiating alternative criteria that would orient the management to ensuring the effective and efficient operation of the higher education institution is kept current. In case of incorrect appeal to quantitative criteria, it is suggested for the management to focus on evaluation of criteria in determining the results of university activities. Assessment scales of such relevance are recommended. They should guide the management of a higher education institution to improve the activities. At the same time, the improvement of results should be achieved not at any cost of resources, but at the minimum permissible without deteriorating their quality. It is noted that only with the use of such methodological approach the efficiency of the university's activity as a guarantee of its competitiveness can increase. The competitiveness of the university is proposed to be considered as an integrated indicator of corporate competence of all participants of its activities, including managers, academic staff and applicants for higher education. It is emphasized that unlike other resources that are inevitably spent, human resources in the process of their use are self-renewing and developing. Self-renewal and the development of human resources or human capital are better the more developed the personal potential of university participants is. In addition, the level of development of the personal potential of higher education applicants is the current and final result of the university's educational activities. The more advanced personal potential the university graduates have, the more productive they will be in their careers, therefore, more expensive in terms of value and vice versa. After all, the more productive persons with higher education, the more productive the society in which they work is and the more prosperous life in such a society is. In its turn, the development of the personal potential of higher education applicants in the learning process depends directly on the level of personal capacity development of the academic staff with whom they interact. Not only the effectiveness of educational but also scientific activities depends on the personal potential of academic staff.

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

Students' Independent Professional Activity in Pedagogical Practice

2010 ◽  
Vol 12 (2) ◽  
pp. 38-58
Author(s):  
Aina Strode
Keyword(s):  
Higher Education ◽  
Comparative Analysis ◽  
Empirical Study ◽  
Qualitative Data ◽  
Academic Staff ◽  
Professional Activity ◽  
Pedagogical Practice ◽  
Structured Interviews ◽  
Criteria And Indicators ◽  
Study Process

Students' Independent Professional Activity in Pedagogical PracticeThe topicality of the research is determined by the need for changes in higher education concerned with implementing the principles of sustainable education. The article focuses on teacher training, highlighting the teacher's profession as an attractive choice of one's career that permits to ensure the development of general and professional skills and an opportunity for new specialists to align with the labour market. The empirical study of students' understanding of their professional activity and of the conditions for its formation is conducted by applying structured interviews (of practice supervisors, students, academic staff); students and experts' questionnaire. Comparative analysis of quantitative and qualitative data and triangulation were used in case studies. As a result, a framework of pedagogical practice organisation has been created in order to form students' independent professional activity. The criteria and indicators of independent professional activity have been formulated and suggestions for designers of study programmes and organisers of the study process have been provided.

HACIA UNA DIRECCIÓN UNIVERSITARIA CON EFICIENCIA EN EL TRABAJO DE LAS FACULTADES. REFLEXIONES.

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Margarita de las N. Lamas González. ◽  
Sandra Canalias Lamas
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Formation Process ◽  
University Management ◽  
Educational Management ◽  
The People ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Higher Education Centers ◽  
Efficient Work

Una de las formas de agrupación dentro de los centros de altos estudios, para la gestión de los recursos humanos, que posibiliten el trabajo estratégico, sistémico, humano y eficiente lo constituyen las Facultades Universitarias. El análisis incursiona en algunas reflexiones teóricas sobre la gerencia universitaria por facultades en la actualidad, retomando publicaciones especializadas en dirección empresarial y educativa; así como la experiencia de las autoras en este desempeño. Concluye que la dirección universitaria tiene un valor metodológico significativo al establecer que ésta solo tiene sentido si se relaciona íntimamente y responde al objeto de estudio de la pedagogía, es decir al proceso de formación integral de las personas. Palabras Clave: Recursos Humanos, Gerencia Universitaria, Pedagogía, Formación Integral. ABSTRACT University Faculties constitute one of the ways of grouping within higher education centers for the management of human resources to make strategic, systemic, human and efficient work possible. This analysis involves some theoretical thoughts on university management held by faculties, retaking specialized publications in business and educational management, as well as the experience of more than four decades of the author of this paper. The analysis concludes that university direction has a significant methodological value and it establishes that it makes sense if it is closely related to the object if study of pedagogy, that is, to the people´s integral formation process. Keywords: Human Resources, University Management, Pedagogy, Holistic EducationRecibido: abril, 2012Aprobado: julio, 2012

PROFESSIONAL TRAINING OF ELECTRONICS ENGINEERS: APPLYING US EXPERICENCE TO UKRAINAN HIGHER EDUCATION INSTITUTIONS

2020 ◽  
pp. 80-85
Author(s):  
Olha Pavlenko
Keyword(s):  
Higher Education ◽  
Education Research ◽  
Best Practices ◽  
Cost Reduction ◽  
Professional Training ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Research And Innovation ◽  
Current State

The article discusses the current state of professional training of engineers, in particular, electronics engineers in Ukrainian higher education institutions (HEIs) and explores best practices from US HEIs. The research outlines the features of professional training of electronics engineers and recent changes in Ukrainian HEIs. Such challenges for Ukrainian HEIs as lack of collaboration between higher education and science with industry, R&D cost reduction for HEIs, and downsizing the research and academic staff, the disparity between the available quality of human capital training and the demanded are addressed. The study attempts to identify successful practices of US HEIs professional training of engineers in order to suggest potential improvements in education, research, and innovation for training electronics engineers in Ukraine.

Influence of the characteristics of competences on the employability of graduates of Higher Education Institutions

2020 ◽  
Vol 3 (3) ◽  
Author(s):  
Miguel Cueva Zavala
Keyword(s):  
Higher Education ◽  
Labor Market ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource ◽  
Higher Education Institutions ◽  
Education Institution ◽  
Institutions Of Higher Education ◽  
Contemporary World ◽  
Active Population

This research has a singular and notable importance, because if something should concern a Higher Education Institution, it is knowing what is the destiny within society of the human resource trained in its classrooms, that product that the institution delivers to the community who are its graduates and professionals. For the Institutions of Higher Education it is satisfactory on the part of employers, that the training received in the Institution of Higher Education is indicated, that the majority of graduates and professionals are incorporated into the occupational market; that is to say; some exercise their profession and others do it in occupations that do not correspond to their profession, which is justified, being aware that one of the great problems of the contemporary world is undoubtedly the lack of demand for human resources for stable work, which according to Authorized and reliable studies of every 10 people who join the economically active population, only 3 have real possibilities of fully joining the labor market, either in the private or public sector.

Current issues of medical organizations hr services during the spread of a new type of coronavirus (editorial review)

2020 ◽  
pp. 6-12
Keyword(s):  
Human Resources ◽  
New Type ◽  
Editorial Review

The review discusses the practical issues encountered by human resources personnel during the coronavirus pandemic (COVID-19).

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