scholarly journals Long-Term Perspectives of Human Resources in Georgia

2021 ◽  
Author(s):  
Gela Svirava ◽  
Giorgi Svirava
Keyword(s):  
Human Resources ◽  
Population Growth ◽  
Human Resource ◽  
Educational System ◽  
Work Force ◽  
Natural Increase ◽  
Calculation Methodology ◽  
Almost All ◽  
Quantitative Condition

we have analyzed Georgia’s population by country and by region, developed calculation methodology of occupied region’s population, analyzed quantitative condition of Georgia’s citizenship receiving persons and those with residency permit , natural increase and Natural increase coefficient are studied on the level of country and region. Based on research we made Georgia’s population and human resource (work force) quantitative forecast for 2025-2100 years. Also, it is mentioned, that for human resource drain, decrease and natural population growth it is important for economical politics to be completely revised and with that, happen the reforming of educational system in a way, that the development of technology-generating specializations and increase of research costs within at least 1.5 percent of GDP to be fully supported. Also, it is important to implement large projects in the regions, such as, for example "Anaklia Port". The Non-implementation of this kind of project specifically in region of Samegrelo-Zemo Svaneti will decrease the population in nearest 45 years by 50 percent. The situation is similar in almost all regions of Georgia.

Reinventing Public Personnel Administration as Strategic Human Resource Management

1993 ◽  
Vol 22 (4) ◽  
pp. 565-578 ◽  
Author(s):  
Donald Klingner
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Force ◽  
Strategic Human Resource Management ◽  
Public And Private ◽  
Asset Development ◽  
Position Management ◽  
Personnel Administration

Strategic human resource management (SHRM) is an enhancement in the effectiveness of personnel management which has developed out of pressures for change in the way organizations manage human resources. It consists of common elements found in a variety of public and private employers: recognition that human resources are critical; a shift from position management to work and employees; more innovation; asset development and cost control; and a transition from EEO/AA compliance to work force diversity.

The use of marketing in human resource management

2016 ◽  
Vol 6 (2) ◽  
pp. 107-114
Author(s):  
Pavol Durana ◽  
Darina Chlebikova
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Corporate Culture ◽  
Human Resources Management ◽  
Current Status ◽  
Resources Management ◽  
Research Problems ◽  
Status Level ◽  
Search And Retrieval

One of the decisive factors of the long-term functioning and effectiveness of any company business is human resources. The article discusses the approaches and insights on human resources management through the eyes of various authors and explains that human resources are not linked only to the field of management but also in areas such as planning, searching, selection, evaluation, motivation, training, remuneration and of course the release of human resources. The globalized market sharpens competition and human resources management can decide if the company stands on the side of winners. The aim of the article is to assess how companies in the Slovak economy cope with the challenges raised by human resources. Based on the realized survey aimed at identifying the current level of human resources management in organizations operating in Slovakia for the years 2010 - 2012 will analyze and evaluate the current status level of human resources. The gaps in research problems will be identified and will be provided recommendations for improvement of activities related to human resources and enhancing the competitive position of the company through personnel marketing tools. A personnel marketing is used primarily for search and retrieval quality people, their stabilization and strengthening their solidarity with the company. An application of personnel marketing leads to specific staff and corporate culture.   Keywords: Human resource, Recruitment of employees, Personnel marketing;  

The Paradox of Nineteenth-century Population Growth in Southeast Asia: Evidence from Java and the Philippines

1987 ◽  
Vol 18 (1) ◽  
pp. 45-57 ◽  
Author(s):  
Norman G. Owen
Keyword(s):  
Nineteenth Century ◽  
Population Growth ◽  
Southeast Asia ◽  
Rapid Growth ◽  
The Philippines ◽  
Natural Increase ◽  
Early Nineteenth Century ◽  
Line Passing ◽  
Demographic Theory ◽  
Almost All

The paradox can be expressed simply: the population of nineteenth-century Southeast Asia apparently grew much more rapidly than precedent or demographic theory would have led us to expect. In the two areas for which we have the most and best data — Dutch Java and the Spanish Philippines — almost all the statistical evidence points to rates of natural increase reaching 1 per cent a year by the early nineteenth century and rising well above that level for most of the rest of the century. Though the evidence is much less clear for other countries in the region, it is generally compatible with a hypothesis of comparably rapid growth. In Siam, for example, the trend line passing through most nineteenth-century estimates reaches 1.3 per cent by the 1860s, 3 per cent by the 1890s.

scholarly journals DEVELOPMENT OF ISLAMIC EDUCATION IN PHILOSOPHY OF EXISTENTIALISM PERSPECTIVE

2017 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Jam'ah Abidin
Keyword(s):  
Learning Environment ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Educational System ◽  
Learning Process ◽  
Resource Development ◽  
Islamic Education ◽  
The Way

Theories of human resource development in the context of existentialism really uphold the fundamental principles inherent in every individual. That's, in the development of human resources through the efforts of Islamic Education must provide guarantees of freedom (hurriyyah/liberalism) to all students subject to be imaginative and creative according to their talents and their irâdah (will). For this flow, just the way a subject so students can develop their potential, so they were able to become a man of independent, creative, innovative and dynamic. This guarantees certainly described in the overall of educational system, both in the context of the curriculum, the learning process and the learning environment.

scholarly journals Contemporary issues in accounting: With special reference to creative accounting

2021 ◽  
Vol 8 (2) ◽  
pp. 93-96
Author(s):  
N Karunakaran ◽  
T Bayavanda Chinnappa
Keyword(s):  
Human Resources ◽  
Special Reference ◽  
Human Resource ◽  
Creative Accounting ◽  
Income Generating Activities ◽  
Almost All

Almost all economic entities irrespective of their size, turnover, ownership, goods or services produced or traded have realized the fact that the human resources is their single most valuable and long-lasting resource which is capable of contributing heavily to the revenue or income generating activities. Hence, the corporate undertakings started thinking of accounting assets status to their human resource which it rightly deserves.

scholarly journals Vietnam’s Development of Human Resources in Science and Technology

2021 ◽  
pp. 1-10
Author(s):  
M.A Kien ◽  
Tran Thi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Knowledge Economy ◽  
Significant Contribution ◽  
Management Practices ◽  
Science And Technology ◽  
Key Factor ◽  
The Government

In the knowledge-economy era, the quality of human resources has become a key factor in determining a nation's future. Many people agree that improving not only the skill level of individuals but also management practices and the entire human resources system is the prerequisite for the long-term competitiveness and prosperity of a country. Recently, the Government of Vietnam has issued the number of policies to develop human resources in S&T. Although, Vietnam's human resource in science and technology has increased markedly, both in quality and quantity, making a significant contribution to the development and prosperity of the country, but these policies have not brought the expected results.

scholarly journals REFORMASI SUMBER DAYA MANUSIA: KONSEP DAN STRATEGI PERUBAHAN UNTUK INDONESIA MAJU

2019 ◽  
Vol 1 (2) ◽  
pp. 69-86
Author(s):  
Joko Tri Nugraha
Keyword(s):  
Developing Countries ◽  
Human Resources ◽  
Human Resource ◽  
Performance Indicators ◽  
Administrative Reform ◽  
Qualitative Descriptive ◽  
The Government ◽  
Long Term Impact ◽  
Positive Results

Administrative reform in the developing countries becomes a necessity and focus ofgovernments. The term administrative reform contains meanings, varied in functions,but also brings debate that has never been completed among practitioners, societiesand theorists. Administrative reform aims to improve the performance of individuals,groups and institutions. One of the administrative reform agendas is to improve thesalary of state apparatuses. However, the government does not have yet any payrollregulation of state apparatuses that relate their workload and proper reward.Consequently, its long-term impact is to bring down the spirit, work ethic and workdiscipline among the state apparatuses which are supposed to have high productivityand discipline. This article aims to explain the concept of administration reform fromthe perspective of human resources, as well as the change strategy for the developmentof Indonesia. It applied major theories of administrative reform and bureaucracy aswell as human resource management. The method used is qualitative descriptive, withresearchers as a tool based on literature studies. The results of this study show thatadministrative reform in the context of bureaucracy reform is not a new issue. Manyministries and institutions have implemented administrative reform, but not yetoptimally gave positive results. The implications of this study is that bureaucracyreform should involve stakeholders in formulating performance indicators as well asthe institutionalization of values and bureaucratic culture oriented towards the publicinterest.

Impulsion of Information Technology on Human Resource Practices

2017 ◽  
pp. 231-254
Author(s):  
ChandraSekhar Patro
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Work Force ◽  
Dynamic Growth ◽  
Impact Of Technology ◽  
Role Of It ◽  
The Impact ◽  
The Way

In recent years, adoption of Information Technology (IT) mechanism has had an intense effect on Human Resources (HR) processes and practices. IT has revolutionized the way in which the organizations execute their day-to-day activities, particularly in the HRM domain, where technology has redefined the way in which HR departments perform their operational, relational and transformational functions. Organizations have realized the emergent value of using IT in leveraging their Human Resource functions and the way they function in the market. Today the organizations are facing more challenges than they ever did due to the rapid and dynamic growth of e-businesses which has lead companies to seek greater opportunities to run HR functions more effectively by implementing technology in the HRM. The chapter provides a conceptual framework on the role of IT in HRM. It examines the impact of technology on HR practices and the factors influencing the effectiveness of human resource dashboards. It also investigates the effect of technology on organizational and work force productivity.

scholarly journals Human resource allocation for humanitarian organizations: a systemic perspective

2018 ◽  
Vol 154 ◽  
pp. 01048 ◽  
Author(s):  
Bertha Maya Sopha ◽  
Anna Maria Sri Asih
Keyword(s):  
Resource Allocation ◽  
Human Resources ◽  
Capacity Building ◽  
Human Resource ◽  
Allocation Policy ◽  
Disaster Victims ◽  
Humanitarian Organizations ◽  
Organization Capacity ◽  
Relief Operations

Human resource allocation appears to be one of the important factors toward effective humanitarian relief operations. Particularly in developing countries, the role of volunteers which is mostly managed by humanitarian organizations has become prominent. Due to the limited human resources, the humanitarian organizations are challenged to allocate their resources to both provide assistance for disaster victims and build organization capacity effectively. The present research aims at identifying effective human resources allocation policy in humanitarian organizations. A formal simulation model was developed using system dynamics approach. Two scenarios, i.e., constant relief demand and empirical relief demand, were developed and tested. Experiments were conducted to examine various allocation policies for both scenarios. Results indicate there is allocation trade-off when it comes to allocate human resources to relief operations and capacity building. Results highlight that allocating resources to capacity building is necessary to sustain relief operations in the long-term.

scholarly journals ANALISIS FAKTOR – FAKTOR YANG BERHUBUNGAN DENGAN PERILAKU PELAYANAN KONTRASEPSI OLEH BIDAN DI KABUPATEN KEBUMEN

2015 ◽  
Vol 11 (2) ◽  
Author(s):  
K Kusumastuti ◽  
Cahya Tri Purnami ◽  
T Tjondrorini
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Availability ◽  
Family Planning Service ◽  
Observational Research ◽  
Survey Method ◽  
Planning Service ◽  
Cross Sectional

IUD is one of the long term contraceptions which its usage is still below the target of Kebumen goverment on 11%. The local government has done a workshop of Contraception Technology Update (CTU) for the midwives in the Kebumen regency so the numbers of the IUD acceptors had increased to 6.57% in June 2012 but however, this is still below the government's target. Some efforts have been done by the local governement but it still can not show a good of IUD contraveption good services. Objective of the research is to give clear descrpition of the analysis of factors  relate to intra Uterine Device (IUD) contraception services by midwives in  Kebumen Regency.This study   this is an observational research with analytic survey method and cross sectional approach. The data were collected using interview consited of strutured questioners to 80 midwives in Kebumen area. The data were analyzed using univariat, bivariat and multivariat analyses techniques.The results show that the variables of knowledge, motivation, acces, human resource availability and policy are in good category but there are still 40% of midwives who have low motivation so they still prefer to give the other more practical contraceptions instead of IUD, and 31% of the places for the IUD services still have not been provided with flipcharts. The variable of IUD contraception has correlation with the variables of knowledge with (p=0.037), motivation (p=0.045), and the availability of the human resources (p=0.021). Meanwhile the variables of service acces (p=0.691) and policy (p=1.000) have no correlation with the behaviour of IUD contraception service. Togetherly the variables of motivation and human resource availability have influenced the behaviour of IUD contraception service p≤ 0.05 with Exp.(B) > 2.It is recomended to midwives to motivate them selves in giving more rasionally Family Planning service and it is necessary to hold an Up to date Contraception Technology Workshops for midwives to increase the quality of IUD contraception services. Keywords     :  IUD Contraception Services, CTU for midwives

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