scholarly journals Tehetségmenedzsmenttel a versenyképességünk szolgálatában

2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Attila Zöldréti
Keyword(s):  
Human Resources ◽  
Financial Support ◽  
Talent Management ◽  
Business Sector ◽  
Talented People ◽  
Catch Up ◽  
Innovative Economy ◽  
And Performance ◽  
And Training ◽  
The Eu

Magyarország évek óta magasabb GDP növekedést ér el, mint az EU28 átlaga és 2019-re az előrejelzések alapján már az EU legdinamikusabban fejlődő országává vált. Ez a növekedési többlet a fokozatos gazdasági felzárkózásunk garanciája. A tanulmány rangos nemzetközi források felhasználásával rámutat arra, hogy ma a versenyszférában szabályos harc folyik a tehetségekért, mert a humán erőforrás, különösen a magas humán potenciával rendelkező tehetségek motiváltsága és teljesítménye közvetlenül hat a vállalatok és azon keresztül az ország versenyképességére. 53 hazai vállalkozásra kiterjedő 18 témakört érintő, a jelenlegi helyzet gyakorlat oldaláról történő feltérképezése érdekében elvégzett kérdőíves felmérés eredményei azt mutatják, hogy a hazai KKV szektor a közvetlen szakmai tanácsadás és képzés típusú támogatást előrébb rangsorolja ezen a területen a pénzügyi támogatásnál. A szerző kiemeli, hogy a növekedési többlet fenntartása és a teljes versenyképességi fordulat elérése érdekében hazánkban is el kell érni, hogy a tehetségmenedzsment segítségével elérhető teljesítménytöbblet eredményeként erősödjön a KKV szektor versenyképessége és innovatív ereje, hozzájárulva ezzel az innovatív gazdaság fejlődéséhez. For the recent years, Hungary had been achieving higher growth in the GDP than the average of the EU28, and according to some predictions, by 2019 it became the most dynamically developing country of the EU. This excess growth is the warrantee of our gradual economic catch-up. By using acknowledged international sources, the study presents the fact that real fight is going on for the talented people in the business sector because human resources, especially the motivation and performance of the talented ones with high human potentials, have a direct impact on the competitiveness of the companies and through them, of the country. The results of the query survey that involved 53 domestic enterprises and 18 topics and was made to map the practical aspects of the  current situation show that the SME sector ranks direct professional consultation and training-like support higher than financial support. The author emphasizes the fact that in order to maintain the excess growth and the achieve the total competitiveness turn, the competitiveness and the innovative power of the domestic SME sector must be strengthened by the excess performance achievable by talent management, contributing by this to the development of the innovative economy.

scholarly journals Leading and education of talented employees as one of the major impacts of globalization on human resources management

2020 ◽  
Vol 74 ◽  
pp. 04029
Author(s):  
Luba Tomcikova ◽  
Jana Coculova
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Business Performance ◽  
Human Resources Management ◽  
Talent Management ◽  
Roles And Responsibilities ◽  
Talented People ◽  
Management And Development ◽  
Modern Business ◽  
Acquisition Management

Human resources and knowledge play an important role in the today’s fast-changing world. Human resource optimization is achieved when human resources are aligned with key organizational initiatives to maximize business performance. Talented people are the future of every business. Leading and developing the potential of talented employees should be on the agenda of every modern business. Businesses that know what globalization brings try to attract talented people as talented people are playing an increasingly important role in all sectors, thus confirming that talent management is becoming the fastest growing global human resource management trend. Many businesses realize that they must relocate their business, sometimes even across borders, to succeed. Working with talent must be a top priority for businesses, as talent needs to be constantly developed and managed. The aim of the paper is to define the basic concepts related to the acquisition, management and development of talents at the theoretical level and to point out the importance of talent management as it is becoming an important global trend. Based on the survey we carried out and literature available, the main objective of the paper is to identify key roles and responsibilities that talented employees take upon, to specify a set of requirements placed upon talented employees and to identify factors determining the ability of a business to attract talents.

scholarly journals The Relationship between Training and Employee Performance: The Case of Mutare City Council, Zimbabwe

2014 ◽  
Vol 4 (4) ◽  
pp. 61 ◽  
Author(s):  
Wehnam Peter Dabale ◽  
Nelson Jagero ◽  
Mentline Nyauchi
Keyword(s):  
Human Resources ◽  
Business Strategy ◽  
Employee Performance ◽  
Human Resources Management ◽  
Sampling Technique ◽  
City Council ◽  
And Performance ◽  
Degree Of Association ◽  
The Relationship ◽  
And Training

The Success of failure of an organization depends on the quality of its human resources and training being an integral part of the strategy to integrate human resources management with an organizations business strategy, coming at the age where employees are beginning to realize that employers have the potential to be much more dynamic and beneficial to the organization. Hence, this study was aimed to determine the relationship between training and employee performance in Mutare City Council, Zimbabwe. Correlational research design was used in this study, with an attempt describe and measure the degree of association between performance and training. A total of one hundred and thirty two (132) respondents (91 males and 41 females) were selected from the employees (population), purposive sampling technique and structured questionnaire were used in data collection. Data was analyzed using quantitative techniques, including inferential statistics. It was established that there was strong positive relationship between training and performance of employees.  It was recommended that all stakeholders, be involved in one way or the other in training to enhance employee knowledge, skills, ability, competencies and behaviour. 

scholarly journals Emotional Labour and Employee Performance Appraisal: The Missing Link in Some Hotels in South East Nigeria

2015 ◽  
Vol 8 (2) ◽  
Author(s):  
Igbojekwe ◽  
Poly A.
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Hotel Industry ◽  
Critical Factor ◽  
Quality Service ◽  
Job Description ◽  
Service Employees ◽  
Emotional Labour ◽  
And Performance ◽  
And Training

The main objective of this study was to determine if emotional labour has become a criterion in performance appraisal, job description, selection, and training schemes in the hotel industry in Nigeria. Our main assumption was that majority of hotel organizations have not built emotional labour into their human resources management schemes. Data were gathered by the use of structured questionnaires designed in Likert format, and interviews. The focus group was managers of the selected hotels. Analyses revealed that majority of the hotels have not built emotional labour into their human resources schemes particularly in the 1, 2, and 3-star hotels. It was observed that service employees of 1, 2, and 3-star hotels have not been adequately trained to perform emotional labour, a critical factor in quality service delivery. Managers of 1, 2, and 3-star hotels have not given serious thought to emotional labour as a critical factor in quality service delivery. The study revealed that suitability of an individuals characteristics is not being considered as a criterion for selection and performance appraisal for service employees. The implication of this is that, person-job-fit is not seriously considered. It was observed that there has been a disconnect between required emotional competency, its recognition, evaluation and training. Based on the findings of this study, it is concluded that selection, training, job description and performance appraisal instruments in use in hotels in Nigeria are inadequate. Human resource implications of the findings in this study are presented. It is recommended that hotel organizations should re-design and plan the emotional content and context of their human resources practices to reflect the emotional demands of frontline jobs in the hotel industry and the crucial role emotional labor plays during service encounters.

scholarly journals HUBUNGAN KWALITAS SUMBER DAYA MANUSIA DAN SISTEM INFORMASI TERHADAP PENINGKATAN KINERJA MELALUI PELATIHAN DAN MOTIVASI KERJA PEGAWAI DI LINGKUNGAN PEMERINTAH KOTA BATU

2020 ◽  
Vol 4 (1) ◽  
pp. 72
Author(s):  
Luqman Almalani
Keyword(s):  
Information System ◽  
Human Resources ◽  
Performance Improvement ◽  
Work Motivation ◽  
Employee Performance ◽  
City Government ◽  
City Environment ◽  
And Performance ◽  
And Training

Tujuan penelitian ini adalah: untuk menganalisis pengaruh Kwalitas Sumber Daya Manusia dan sistem informasi terhadap peningkatan kinerja melalui pelatihan dan motivasi kerja pegawai di lingkungan pemerintah Kota Batu. Sampel yang digunakan dalam penelitian ini adalah Pegawai di Lingkungan Balaikota Among Kota Batu yang berjumlah 2500 orang dengan metode penyebaran kuisioner. Hasil penelitian ini menunjukkan bahwa 1) Apakah ada hubungan antara kwalitas Sumber Daya Manusia dengan Pelatihan. 2)Apakah ada hubungan antara Pelatihan yang diadakan di Kota Batu dengan motivasi kerja Pegawai di Lingkungan Balaikota Among Tani Kota Batu 3).Apakah ada hubungan antara Motivasi kerja dengan peningkatkan Kinerja 4).Apakah ada hubungan antara Kwalitas Sumber Daya Manusia dengan peningkatan Kinerja di Pemerintahan. 5).Apakah ada hubungan Sistem Informasi yang dikembangkan di Pemerintah Kota Batu dengan peningkatkan Kinerja Pegawai dan 6).Apakah ada hubungan Sistem Informasi dengan Pelatihan.Kata Kunci: Kwalitas SDM, Sistem Informasi,Peningkatan Kinerja,Pealatihan,dan Motivasi kerja The purpose of this study is to analyze the effect of Quality of Human Resources and information systems on performance improvement through training and motivation of employee work within Batu City government. The sample used in this study were employees in Balai Kota Among Tani Batu City which numbered 2500 people with the method of distributing questionnaires. The results of this study explore about 1) Relationship between the quality of Human Resources and Training 2) Relationship between the Training held with the Employees work motivation in the Balai Kota Among Tani Batu City Environment. 3). Relationship between work motivation and Performance Improvement. 4). Relationship between the Quality of Human Resources and Performance improvement in Government. 5). Connection to the Information System developed in Batu City Government by increasing Employee Performance and 6). Connection between Information System with Training.Keywords: HR Quality, Information System, Performance Improvement, Training, and Work Motivation

scholarly journals Size of the Company as the Main Determinant of Talent Management in Slovakia

2020 ◽  
Vol 13 (3) ◽  
pp. 50
Author(s):  
Radovan Savov ◽  
Drahoslav Lančarič ◽  
Jana Kozáková
Keyword(s):  
Human Resources ◽  
Talent Management ◽  
Small Companies ◽  
Talent Identification ◽  
Main Determinant ◽  
Assessment Development ◽  
Talented People ◽  
Reproduction Process ◽  
Strategy Identification ◽  
Process Strategy

Nowadays, all sources in the reproduction process are easily substituted, thus the most important factors in reaching a competitive advantage are human resources. Talent management is the process oriented to enrich higher the ability of employers to increase their quality and productivity. Globalization has changed the structure of the companies in Slovakia, depending on the size of the company. This paper compares how the size of the company influences the main phases of the talent management process (strategy, identification, assessment, development, retaining). A scaled questionnaire was applied as a tool for data collection in 381 companies operating business in Slovakia. Questionnaire reliability was verified by Cronbach’s alpha. To verify the existence of statistically significant differences between individual groups of respondents, ANOVA was used. We found that the main differences between small and large companies were identified in the phases of talent identification and talent development. In bigger companies, management is more focused on HR plans that include talent identification and acquisition and have more possibilities to develop talented individuals. On the other side we could see that small companies were more successful in the process of retaining the talents. Talented people in small companies are more loyal to the employers and stay in the company for longer periods than talented individuals in large companies.

scholarly journals Optimalisasi Intermediasi dan Pembiayaan BMT Menuju Pemberdayaan Ekonomi Masyarakat

2015 ◽  
Vol 9 (1) ◽  
pp. 161
Author(s):  
Fahrur Ulum
Keyword(s):  
Human Resources ◽  
Financial Support ◽  
Qualitative Approach ◽  
Economic Empowerment ◽  
Muslim Community ◽  
The Poor ◽  
The Rich ◽  
And Training

<p>This article seeks to discuss the economic empowerment of society through the optimalization of BMT’s function of intermediating and financing. Using a descriptive and qualitative approach, this article reveals that the success of economic empowerment should be supported by strategy, tactics and stepping. The program should also be implemented through segmentation and training of clients, providing human resources that understand the vision and mission of empowerment, optimizing BMT’s function of intermediating, and providing a coordinated tool of saving. Intermediation is conducted through developing economic potentials of Muslim community (<em>ummah</em>), improving the quality of human resources, mobilizing societal resources, bridging the relation between the rich and the poor and between the fund owners and users, coaching and balancing in terms of financial support.</p>

scholarly journals The Influence of the European Union Funds on the Development of the Electronic Business Sector in Poland

2012 ◽  
Vol 15 (2) ◽  
pp. 119-137
Author(s):  
Tomasz Czajkowski
Keyword(s):  
European Union ◽  
Economic Activity ◽  
Financial Support ◽  
Electronic Business ◽  
Business Sector ◽  
The European Union ◽  
Entrepreneurship Development ◽  
The Future ◽  
Innovative Economy ◽  
Future Work

The article presents the analysis of the results of research concerning the influence of the European Union funds from the Operational Programme Innovative Economy (“PO IG – Program Operacyjny Innowacyjna Gospodarka” in Polish), measure 8.2. supporting B2B in electronic economy and measure 8.1. supporting economic activity in the range of electronic economy (eServices), on the development of the electronic business sector in Poland. Such important aspects as the innovativeness and competitiveness of the surveyed companies and their cooperation with the Implementing Institution – Polish Agency for Entrepreneurship Development (PARP – Polska Agencja Rozwoju Przedsiębiorczości in Polish) are covered. The conclusions from the research and the recommendations concerning the improvements for the future work and cooperation of the Implementing Institution of the financial support with the enterprises are also presented.

scholarly journals Investigating the Role of Talent Management System (TMS) in the Human Resources Management

2015 ◽  
Vol 5 (4) ◽  
pp. 36 ◽  
Author(s):  
Seyyed Akbar Nilipour Tabatabaei ◽  
Malek Mami
Keyword(s):  
Human Resources ◽  
Present Article ◽  
Human Resources Management ◽  
Talent Management ◽  
Resources Management ◽  
The Status ◽  
Major Attention ◽  
And Training ◽  
Main Factor

The aim of the present article is to investigate the status of talent management in human resources management and how to apply it in attracting and training effective and talented staff. In fact, the aim is to know that how one can utilize it in the best way in organizations and what processes and domains it contains. In the present article, talent management is defined as a system for identifying, employing, training, enhancing, and retaining talented individuals with the objective of optimizing the abilities of organizations for realizing the results with the maximum of productivity. It can be found out that the issues related to talent management can be established in all processes of human resources management. The present research is a descriptive-analytical one. The data collection institute in the present study was note taking. Findings of the present study indicated that the talent management is the main core of HRM and the main factor of success of organizations. Therefore, it can be claimed that talent management plays a sensitive role in the HRM system and accordingly, it seems that the major attention of organizations in doing talent management should be training successors in organizations. Talent management requires the serious determination and comprehensive support of human resources and managers of organizations in order to be able to have deep and solving effects on the processes of HRM.

scholarly journals PENERAPAN SISTEM MERIT DALAM BIROKRASI INDONESIA UNTUK MEWUJUDKAN GOOD GOVERNANCE

2020 ◽  
Vol 3 (2) ◽  
pp. 139-148
Author(s):  
Eviva Nur Khobiburrohma ◽  
Priska Septiana Margareta ◽  
MS. Habbie Hasbullah
Keyword(s):  
Human Resources ◽  
Good Governance ◽  
Developed Countries ◽  
Legal Basis ◽  
The Government ◽  
And Performance ◽  
Merit System ◽  
And Training ◽  
Developing And Developed Countries

In the current era, countries are required to contribute in order to compete with developing and developed countries. The government provides the legal basis governing the State Civil Apparatus, namely Law No. 5 of 2014. The regulation discusses its relation to the merit system based on qualifications, competencies, and performance. With this regulation, planning in developing human resources is needed in order to improve the quality of personnel themselves. The development of good apparatus resources will benefit an organization. One way can be done by providing education and training for apparatuses to improve their competence and quality. The discussion contained in the regulation of Law No. 5 of 2014 explains the management of human resources in accordance with the regulations.

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