scholarly journals An Empirical Research on the Correlation between Human Capital and Career Success: Serbian and Macedonian Banking Sector

2017 ◽  
Vol 8 (1) ◽  
pp. 279-284
Author(s):  
Tatjana Boshkov ◽  
Gligor Bishev ◽  
Zarko Rađenović ◽  
Aleksandra Zezova
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Human Resource ◽  
Career Success ◽  
Banking Sector ◽  
Critical Role ◽  
Resource Planning ◽  
Chi Square ◽  
Competitive Labor Market ◽  
The Impact

Abstract Understanding the impact of human capital on the achievement of career success is essential for each individual in turbulent times on the labor market. Banking sector also is human capital intensive and plays a critical role for the banks in meeting their goals and offering services to its clients. In the current era of technology, globalization and the general progress principles of "knowledge economy" are ruling. So, each individual in the labor market who wants to build own career, should work on continuous improvement of human capital. This helps their recognition in the increasingly competitive labor market, which eliminates "weak players" since their inability to adapt the modern trends and staff needs. The paper determines that human resource management (HRM) in banking sector must embrace strategic human resource planning programs with all banks strategy. This underlines the essential meaning of designing an effective recruitment policy with these strategies as formulation and implementation of active reward policy. Also, banks should include more active training and development for employees. This paper presents a statistical analysis of the correlation mentioned categories, based on 474 employees, in Serbian and Macedonian banking sector. Analyses such as Chi-square test, Mann-Whitney U, Kolmogorov-Smirnov Z test and linear regression, proving the significance impact of the development of employees' human capital on career success, viewed through different hierarchical positions in a particular sector.

scholarly journals Talent Management: An Emerging Focus on the Banking Sector of South Africa

2021 ◽  
Vol 8 (6) ◽  
pp. 1
Author(s):  
Abhinanda . ◽  
Sandeep Muralidharan
Keyword(s):  
Human Resource ◽  
Quantitative Data ◽  
Management Practices ◽  
Banking Sector ◽  
Management Practice ◽  
Talent Management ◽  
Retention Rates ◽  
Chi Square ◽  
Recruitment And Selection ◽  
The Impact

An organisation's talent management practice is a human resource strategy aimed at identifying, developing, deploying and retaining talented and high-potential staff. Talent management is primarily among the human resource practices of employee development. By identifying and enhancing the skills of employees, it not only increases their efficiency, but also results in higher job satisfaction, increased motivation, and elevated retention rates of staff.The purpose of this research was to look into the impact of talent management on South Africa's banking sector, with reference to the retention of employees. Those included in the study were randomly selected managers and staff from FNB, ABSA and Nedbank. The study's goal was to investigate if targeted talent management influences the retention of employees within the organisation.This study used a descriptive research design. To obtain quantitative data, the researcher applied a questionnaire. Descriptive statistics were used to analyse the quantitative data produced from Cronbach alpha, Z-test and Chi-square tests. The research disclosed that the primary talent methods are motivation, regular training and employee development.However, succession planning, career mentoring, recruitment, and selection - as talent management techniques have a direct relationship with employee retention. Based on the study’s findings, it is recommended that the organisation should develop effective talent management practices aimed at increasing the retention of employees.

Influence of human resource capital information disclosure on investors’ share investment intentions

2017 ◽  
Vol 46 (3) ◽  
pp. 551-571 ◽  
Author(s):  
Sugumar Mariappanadar ◽  
Alma Kairouz
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Information Disclosure ◽  
Banking Sector ◽  
Strategic Human Resource Management ◽  
Annual Reports ◽  
Individual Investors ◽  
Content Type ◽  
Investment Intentions ◽  
The Impact

Purpose The purpose of this paper is to apply the strategic human resource management (HRM) perspective to investigate the schematic relationship between the dimensions of human resource (HR) capital information and intentions to use such information in individual investors’ decisions relating to investing equities in the banking industry. Design/methodology/approach A two-stage empirical study was conducted in 2010 using a four-part HR capital disclosure questionnaire, which was developed and validated in stage 1 (n=145) of the study. In stage 2 (n=157), current or previous shareholders in one of the Australian banking sector corporations participated in the study. The collected data were analyzed using confirmatory factor and logistic regression analyses. Findings The findings of this explorative study highlight that the individual investors’ perception on the importance of performance management dimension of HR capital information has varied impacts on their intentions to use such information in investment decisions to buy, hold on to, or sell stocks. Practical implications This study has made an important contribution to the strategic HRM and behavioral finance literature that the human capital information facilitates the propensity to avoid regrets in selling shares too early (dispositional effect bias) to achieve utility benefits in future which is different from the findings of financial information disclosure study. Originality/value A recent critical review of HR disclosure indicated that most of the published articles on HR capital have used company annual reports for data source. However, this is the first study that attempts to understand the impact of HR capital disclosure information on investment intentions from individual investors’ schema rather than drawing data from company annual reports.

Do cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era?

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaojun Yao ◽  
Masoumeh Azma
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Resource Planning ◽  
Equation Modeling ◽  
Planning Systems ◽  
Privacy And Security ◽  
Content Type ◽  
Enterprise Resource Planning Systems ◽  
The Impact

PurposeThis study aims to investigate the impact of skills and knowledge of employees, economic situations of the company, current IT infrastructure, payment fashion, cloud availability, and cloud privacy and security on the productivity of the human resources in the COVID-19 era.Design/methodology/approachOver the past few years, the advent of cloud-assisted technologies has dramatically advanced the Information Technology (IT)-based industries by providing everything as a service. Cloud computing is recognized as a growing technology among companies around the world. One of the most critical cloud applications is deploying systems and organizational resources, especially systems whose deployment costs are high. Manpower is one of the basic and vital resources of the organization, and organizations need an efficient workforce to achieve their goals. But, in the COVID-19 era, human resources' productivity can be reduced due to stress, high labor force, reduced organizational performance and profits, unfavorable organizational conditions, inability to manage and lack of training. Therefore, this study tries to investigate the productivity of human resources in the COVID-19 era. Data were collected from the medium-sized companies through a questionnaire. Distributed questionnaires were conducted on the Likert scale. The model is assessed using the structural equation modeling technique to examine its reliability and validity. The study is a library method and literature review. A case study was conducted through a questionnaire and statistical analysis by SPSS 25 and SMART-PLS.FindingsBased on the findings, the skills and knowledge of employees, the economic situations of the company, payment fashion, cloud availability and the current IT infrastructures of the company have a positive impact on human resource efficiency in the COVID-19 era. But cloud privacy and security have a negative effect on the productivity of human resources. The findings can be the basis for companies and organizations in the COVID-19 era.Research limitations/implicationsThis study has some restrictions that need to be considered in evaluating the obtained results. First, due to the prevalence of Coronavirus, access to information from the companies under study was limited. Second, this research may have overlooked other variables that affect human resource productivity in the COVID-19 era. Prospective researchers can examine the impact of Customer Relationship Management (CRM) and Supply Chain Management (SCM) on the human resource's productivity in the COVID-19 era.Practical implicationsThe results of this research are applicable for all companies, their departments and human resources in the COVID-19 era.Originality/valueIn this paper, human resources' productivity in the COVID-19 era is pointed out. The presented new model provides a complete framework for investigating cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era.

Evaluating the impact of human resource planning programs in addressing the strategic goal of the firm

2019 ◽  
Vol 16 (5) ◽  
pp. 659-682 ◽  
Author(s):  
Debarun Chakraborty ◽  
Wendrila Biswas
Keyword(s):  
Factor Analysis ◽  
Competitive Advantage ◽  
Human Resource ◽  
Resource Planning ◽  
Equation Modeling ◽  
Content Type ◽  
Analysis And Design ◽  
Succession Plan ◽  
The Impact ◽  
Strategic Goal

Purpose Today, the employees stand firm as an integral part of the organization and are a precious asset. They are willing to learn, accept challenges and strive hard to deliver their level best. The role of the employees has become pronounced and significant, and it is no more conventional. They are now taking up responsibilities in strategic planning and development of the organization. Thus, HR department plays a profuse role in planning for the human resource of the firm to optimize the utilization of their potentials that would help support and meet the business as well as strategic goal of the firm. These HR planning programs ensure managing people within a planned framework and make them develop their performance that becomes a source of sustained competitive advantage for the firm. The paper aims to discuss these issues. Design/methodology/approach A descriptive research has been conducted with cross-sectional survey through a formalized questionnaire. Multistage sampling has been used in the study. Primary data have been collected from different manufacturing industries of India. Exploratory factor analysis and confirmatory factor analysis have been conducted on the hypothesized research model. Structural equation modeling has been done to specify the relation between the measured and latent variables. Findings The HR planning programs, namely, staffing plan and succession plan, yield a better result in addressing the strategic goal of the company. Succession plan, staffing plan and talent management strategies augment the efficacious performance of the firm. Effectual performance aids in gaining a competitive advantage for the firm in a substantial way. Job analysis and design have no impact in achieving the strategic intent of the organization. Originality/value The study gives a comprehensive scenario of the HR planning programs that can help the organization to meet and uphold their strategic goals. The study provides a model that can solidify and bind the organization toward securing organizational intent and leading a steadfast business process in this dynamic competitive marketplace.

scholarly journals The Impact of Human Capital on Stocks Performance in Emerging Markets: Evidence From Egypt

2020 ◽  
Vol 10 (1) ◽  
pp. 73
Author(s):  
Walid Abouzeid ◽  
Sharihan Mohamed Aly
Keyword(s):  
Human Capital ◽  
Emerging Markets ◽  
Banking Sector ◽  
The Other ◽  
Common Stock ◽  
General Tendency ◽  
Other Hand ◽  
The Common ◽  
The Impact ◽  
Statistical Results

This study attempts to investigate the impact of human capital on the common stock's return. The population of the study is Egyptian companies listed at the Egyptian exchange (EGX) due to 2014-2018. The statistical results indicate that there is a general tendency to change common stock's hold return to the corporation's human capital, and it is significant at 0.01 levels. In other terms, it can be stated that the corporation's human capital has a significant impact on common stock's hold return in the Egyptian corporation, and according to Adjusted R-squared the corporation's human capital explain a 57.8% from the change common stock's hold return.so; led to the impact of human capital on creating value of common stock. This can be traced back to investing in "the development and researches" on the other hand besides training, therefore medicine and technology companies get affected through these fields of development researches areas; however companies in industrial and banking sector get impacted by training field.

scholarly journals HUMAN CAPITAL AND ITS ROLE IN THE FOURTH INDUSTRIAL REVOLUTION

2021 ◽  
Author(s):  
Yelyzaveta Snitko ◽  
Yevheniia Zavhorodnia
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Labor Market ◽  
Technological Change ◽  
Industrial Revolution ◽  
Skilled Workers ◽  
Fourth Industrial Revolution ◽  
Modern Economy ◽  
The Future ◽  
The Impact

The development of a modern economy, in the context of the fourth industrial revolution, is impossible without the accumulation and development of human capital, since the foundation of the transformation of the economic system in an innovative economy is human capital. In this regard, the level of development and the efficiency of using human capital are of paramount importance. This article attempts to assess the role of human capital in the fourth industrial revolution. In the future, human talent will play a much more important role in the production process than capital. However, it will also lead to a greater division of the labor market with a growing gap between low-paid and high-paid jobs, and will contribute to an increase in social tensions. Already today, there is an increase in demand for highly skilled workers, especially in high-income countries, with a decrease in demand for workers with lower skills and lower levels of education. Analysis of labor market trends suggests that the future labor market is a market where there is simultaneously a certain demand for both higher and lower skills and abilities, combined with the devastation of the middle tier. The fourth industrial revolution relies heavily on the concept of human capital and the importance of finding complementarity between human and technology. In assessing the impact of the fourth industrial revolution, the relationship between technology, economic growth and human resources was examined. The analysis was carried out in terms of three concepts of economic growth, technological change and human capital. Human capital contributes to the advancement of new technologies, which makes the concept of human capital an essential factor in technological change. The authors emphasize that the modern economy makes new demands on workers; therefore it is necessary to constantly accumulate human capital, develop it through continuous learning, which will allow the domestic economy to enter the trajectory of sustainable economic growth. The need to create conditions for a comprehensive increase in the level of human capital development is noted.

The Impact of ERP System on Academic Performance: A Case Study Approach

2019 ◽  
Vol 18 (02) ◽  
pp. 1950018 ◽  
Author(s):  
Ahmad Saleh Shatat ◽  
Wadha Abdullah Humaid Al Burtamani
Keyword(s):  
Academic Performance ◽  
Human Resource ◽  
Financial Management ◽  
Resource Planning ◽  
Case Study Approach ◽  
Erp System ◽  
Study Approach ◽  
Information Module ◽  
The Impact

Enterprise Resource Planning (ERP) system is a very powerful solution to many academic and non-academic institutions in case it has been implemented and used effectively. Otherwise, the system will interrupt several business processes. This research paper investigates the impact of ERP system on academic performance at Sohar University. A survey questionnaire is distributed to several academic stakeholders to investigate the impact of ERP system on academic performance within the University context. A total of 110 questionnaires was received from the key academic stakeholders to examine the relationship between the three core ERP modules i.e. the students’ information module, the financial module, and human resource module. The research outcomes indicate that there is a relationship between the three modules and the academic performance. However, only students’ information module and financial management module demonstrate a significant impact on academic performance, though the human resource module shows no impact on the academic performance at Sohar University. This study is a single case study approach, which might limit the findings to be generalized on other education institutes, but it gives a chance to other researchers to do multiple case studies in other Universities in the region.

scholarly journals Accumulated Human Capital, Unemployment, And Subsequent Wages

2011 ◽  
Vol 22 (4) ◽  
Author(s):  
Vera Adamchik ◽  
Thomas Hyclak
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Significant Determinant ◽  
Font Size ◽  
Wage Setting ◽  
Market Experience ◽  
Economic Forces ◽  
Data Source ◽  
Specific Human Capital ◽  
The Impact

<p class="MsoNormal" style="text-align: justify; margin: 0in 34.2pt 0pt 0.5in; mso-layout-grid-align: none;"><span style="font-size: 10pt; mso-bidi-font-family: 'Times New Roman';"><span style="font-family: Times New Roman;">The objective of this paper is to empirically examine the determinants of post-unemployment wages and to identify the underlying economic forces triggering the observed wage setting mechanisms. Specifically, the paper focuses on the impact of accumulated human capital on post-unemployment wages and investigates the following issues: (1) Is formal educational attainment a significant determinant of post-unemployment wages? (2) What type of previous labor market experience (general vs. job-specific) is more valued by a new employer? (3) Are workers who find a new job in the same sector, industry or occupation more likely to retain their specific human capital and, thus, earn higher post-unemployment wages? The 1994-2001 Polish Labor Force Surveys are used as the data source for this study. </span></span></p>

scholarly journals SPECIFIC FORMATION OF HUMAN CAPITAL UNDER THE CONDITIONS OF THE LABOR MARKET TRANSITION TO A DIGITAL MODEL OF DEVELOPMENT

2020 ◽  
pp. 117-125
Author(s):  
Светлана Михайловна Ефремова ◽  
Ирина Васильевна Скоблякова
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Market Transition ◽  
Competitive Advantages ◽  
Economic Stability ◽  
Modern Economy ◽  
Digital Competencies ◽  
Capital Development ◽  
The Impact ◽  
Digital Capital

Цель исследования - оценить влияние цифровой трансформации на уровень развития человеческого капитала как источника обеспечения конкурентных преимуществ индивида на рынке труда. Научная новизна состоит в обосновании необходимости включения нового компонента в человеческий капитал - «цифровой капитал», формировании авторского подхода к определению цифрового капитала и оценке влияния цифровых компетенций на структуру и формы занятости его носителей. В качестве общего итога обоснована необходимость формирования кадрового потенциала, владеющего цифровыми компетенциями, как основы социально-экономической стабильности общества. The purpose of the study is to assess the impact of digital transformation on the level of human capital development as a source of ensuring the competitive advantages of an individual in the labor market. A model for the formation of human capital based on the inclusion of digital capital as a leading component that determines the level of its development in a modern economy is proposed. Scientific novelty consists in highlighting the issues of the influence of carriers of digital competencies on the growth of their employment and income. As a general result, the need for the formation of human resources with digital competencies as the basis for the socio-economic stability of society is substantiated.

scholarly journals The impact of human resource planning (HRP) in achieving strategic goal of the firm with moderating role of organizational innovation

2021 ◽  
Vol 10 (4) ◽  
pp. 0-0
Keyword(s):  
Human Resource ◽  
Effect Size ◽  
Organizational Innovation ◽  
Resource Planning ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Organizational Productivity ◽  
Human Resource Planning ◽  
The Impact ◽  
Strategic Goal

The aim of this study is to ex amine the impact of human resource planning (HRP) in achieving strategic goal of the firm and organizational productivity. Structural equation modeling (SEM) approach is used to investigate causal relationship among exogenous and endogenous variables. Findings indicate that underpinned factors like talent management, succession planning, job analysis, staffing plan, and career development have showed positive impact to predict strategic goals of the firm. The interaction effect between achieving strategic goal and organizational innovation is found significant and confirmed that the positive relationship between achieving strategic goal of firm and organizational productivity will be stronger when organizational innovation is higher. Effect size analysis〖 f〗^2 indicates that employee creativity has the highest effect size in achieving strategic goal of the firm. Finally, the current study contributes to theory and practice while showing the importance of human resource planning in predicting organizational productivity.

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