Development Of Human Talent Research Articles

Selected issues in the use of RegTech in the Islamic and conventional financial markets

PurposeThis study aims to explore several challenges in the use of regulatory technologies (RegTech) in Islamic and conventional financial markets and share recommendations in this regard.Design/methodology/approachA qualitative research methodology was used to identify the existing challenges. Literature was reviewed and analyzed, and seven experts were interviewed or consulted online and their feedback examined. The judgment of the case B2C2 Ltd v Quoine Pte Ltd. was reviewed.FindingsThis study reveals a lack of relevant regulatory frameworks capable of meeting some of the evolving challenges, lack of awareness among market players and lack of expertise in RegTech. The list of additional challenges includes the issue of legacy technology, the weaknesses of human programmers and the need for a multifaceted solution for compliance requirements.Research limitations/implicationsThis study notes the novelty of RegTech in the financial world, especially in the Islamic financial market. Thus, there is a dearth of relevant literature. This study assists relevant conventional and Islamic financial market entities and authorities in determining the potential impact of RegTech on their respective businesses and the financial system.Practical implicationsThis study proffers recommendations to assist in addressing the challenges facing its users and paving the way for innovative solutions that will facilitate and enhance the use of RegTech in financial markets. Regulators and other stakeholders of the financial industry will learn from the challenges identified and can review the recommendations for adoption. Apart from that, the decision of B2C2 Ltd v Quoine has practical implications for RegTech users, as the court in B2C2 Ltd v Quoine accessed the “knowledge” of the programmers of deterministic software at the time of the coding.Originality/valueRegTech can offer cost-effective and efficient means to comply with regulations and ensure the accuracy of the information provided to regulators. This study provides a better understanding of the challenges associated with its use. The recommendations include enactment of a blueprint for a digitally enabled regulatory framework, creating awareness of RegTech via stakeholder roundtable discussions, development of human talent, formulating human governance standards and finding innovative ways to manage risks.

Performance Evaluation Of Public Servants Of Digercic Zone 5, Guayas Province, Milagro Canton And Its Impact On The Work Productivity

The study is carried out in a public institution that provides services related to the management of identity, facts and acts of civil status of persons, General Directorate of Civil Registry, Identification and Identification DIGERCIC Zone 5; its officials are governed under the Organic Law of Public Service (LOSEP), in which its article 54 states that the Integrated System of Human Talent Development of the Public Service is formed, among others, by the Performance Evaluation Subsystem, applied once a year to all its employees. The objective of this work is to analyze the relationship between the variables performance evaluation and the productivity of its employees, for which descriptive non-experimental research with a correlational design of quantitative approach was used. The results showed that the performance evaluation positively impacts the productivity of their daily work. It should be emphasized that the performance evaluation and productivity results have very good and excellent averages.

Organized Scientific Diaspora and Its Contributions to Science Diplomacy in Emerging Economies: The Case of Latin America and the Caribbean.

The current knowledge society has driven an unprecedented mobility of people, especially scientists, from emerging economies to developed countries. This mobility can allow the development of human talent and the access to first class infrastructure and resources, but it can also mean a loss for emerging economies due to the phenomenon of brain drain. To counteract this situation, some countries in Latin America and the Caribbean have developed models for the articulation of their scientific diaspora in projects and programs, with the aim of exchanging knowledge and capitalizing on human and technical resources to advance science, technology and innovation systems. Likewise, science diplomacy has become a tool for interlinking the work of various actors in order to advance the solution of national, transnational or global problems through scientific advice. Scientific diasporas are vital in new structures of cooperation, enabling them to innovate and solve problems jointly, advising their countries of origin and articulating policies and programs. This research seeks to analyze the interactions and initiatives identified between the organized scientific diaspora from Latin America and the Caribbean and their countries of origin in relation to science diplomacy processes, providing recommendations and proposals for public policy to improve the interaction between the diaspora and the governments of their countries of origin. Results show that diaspora organizations from Latin America and the Caribbean engage with governmental and non-state actors and are active science diplomacy stakeholders promoting the scientific developments of their country or their researchers, as well as enabling access to research resources creating alliances for scientific, institutional and academic collaborations. In the cases studied, these efforts are planned and executed by the diaspora without responding to any science diplomacy strategy of the country. Policies and programs are needed to effectively link the scientific diaspora organizations to the interests of the countries.

The mediating role of knowledge generation between training and development of human talent and innovative performance

PurposeThis study aims to examine the relationship between training and development (TD) of human talent and innovative performance (IP) while considering the mediating role of knowledge generation (KG).Design/methodology/approachAn explanatory design with latent variables was used, represented through a system of structural equations made up of observable and latent variables. The study had a sample of 1,572 companies belonging to the Colombian manufacturing industrial sector between 2017 and 2018. The instrument used in this research was the survey on technological development and innovation in the manufacturing industry EDIT IX. The statistical approach for estimating the parameters of the structural equation model (SEM) was the variance-based or PLS-SEM approach.FindingsThe results link the existing theory on the relationship between TD of human talent and IP with the empirical evidence in Colombian manufacturing companies. In addition, the research highlights the role of KG in the relationship presented, which leads to the conclusion that it is an essential factor for any organization today.Originality/valueThe findings obtained are practical use for the various agents involved in the management of manufacturing companies. At present, it is not only important for companies to generate good economic returns. It is necessary to focus on IP, which will favor the economic and non-economic firm performance, which involves the improvement in the quality of the products and services offered.

Talent Management in increasing Company Competitiveness in the Business world

Management with human talent skills should be understood regarding employee performance in private or public entity businesses and staff performance enhancement and contributing to ethical and socially responsible activities. Management with human talent abilities has gained significant importance today; hence, each firm must have adequate knowledge of this functional area. This research focuses on the factors that influence human talent skills in organizations since its theoretical development, where concepts and theories of human talent and skills management are discussed. Additionally, the discussion presents the findings of empirical studies conducted on human talent development in various companies worldwide. In contrast to what is conceptually described, Indonesia.

Mapping socio-ecological resilience along the seven economic corridors of the Belt and Road Initiative

China's Belt and Road Initiative (BRI) is a massive development plan in terms of scale and scope. It aims at facilitating China's connectivity with the rest of the world through trade, investment, and infrastructure projects. BRI encompasses seven economic corridors, which cover over 100 countries. Consequently, the spectrum of their social and ecological conditions is diverse and broad. To date, no systematic BRI scale study exists to assess the ecological challenges of these economic corridors and associate the challenges with the BRI's capacity to cope with them. Thus, it is of profound importance to understand the complex interactions between human (social-economic) and natural (ecological) systems, which are essential to design sustainable development policies in this vast region. This challenging task requires innovative and interdisciplinary research approaches in a policy relevant way. We address this gap by presenting a data-driven geospatial analysis on this complex entity using the Social-Ecological Systems approach. Methodologically, we use resilience analysis, as an equilibrium concept of Ecological Vulnerability (EV) and Adaptive Capacity (AC). A high-resolution geospatial resilience (the ability to withstand and reorganize disruptions when experiencing changes) mapping is made for the river basins along the BRI corridors to identify the drivers of resilience from 1990 to 2015. The results reveal highly diverse patterns of these drivers across the BRI economic corridors. The differences among the corridors grew within the study period. The root cause for the low resilience along the 21st-C Maritime Silk Road (predominantly the African continent) is low adaptive capacity, whereas higher ecological vulnerability is the main reason along the Bangladesh-China-India-Myanmar, China-Pakistan, China-Central-Asia-West Asia, and China-Indochina Peninsula economic corridors. Further adaptation measures are needed to mitigate the risks related to decreased AC levels and increased EV levels. Investments under the initiative should better combine adequate physical infrastructure with improving institutional (both human talent development and efficient governance) and economic capacities to cope with the existing ecological vulnerability challenges. Finally, this study highlights that over time, AC has shown notable improvements, particularly in Asia, and in contrast to a less volatile EV. The equilibrium analysis between AC and EV offers a valuable resource for policy and decision-makers to plan and manage social-ecological resilience challenges within the seven economic corridors of the BRI, and plan adaptation and mitigation strategies.

La enseñanza de educación socioemocional en la escuela primaria desde la perspectiva de la socioformación

Actualmente se enfrentan diversas tensiones conductuales, emocionales y sociales que influyen de manera negativa en el devenir armónico de la humanidad. En este contexto, la educación enfrenta nuevos retos y desafíos que no sólo estarán permeados por la enseñanza de aprendizajes cognitivos, sino por otros aprendizajes emocionales que promuevan la formación integral del ser humano como se establece en los principios filosóficos de la educación mexicana. La presente investigación, tiene como propósito realizar un análisis teórico a partir de la revisión bibliográfica sobre las emociones y la educación socioemocional como área formativa que pretende favorecer el desarrollo armónico e integral de los estudiantes. Se hace un análisis conceptual de las emociones, la educación socioemocional y la socioformación como enfoque emergente de enseñanza que orienta la formación del individuo a partir de la resolución de problemas del contexto, el trabajo colaborativo y el desarrollo del talento humano. Los resultados concluyen que los educadores deben potenciar el desarrollo de las habilidades socioemocionales en los estudiantes para favorecer su formación integral y el despliegue de las capacidades de autoconocimiento, autorregulación y autonomía en el marco de la empatía y la colaboración.

ESTRATEGIA DE TALENTO HUMANO Y COMPETENCIAS LABORALES EN UNA EMPRESA AGROINDUSTRIAL

The present research aimed to determine how deficiencies in the management of administrative human talent influence the levels of development of labor competencies in an agro-industrial company, theoretically based on the process of development of human talent and its dynamics, at the same time it diagnosed the current state of the competences of administrative collaborators. The methodology was mixed, descriptive, using the survey with its structured questionnaire validated by Cronbach's alpha, whose population was made up of 40 administrative collaborators and the sample was 27. At the consolidated level, the attitude dimension reached an average mean of 2, 76, knowledge competence 2.46 and skill competence an average mean of 2.47. The results reveal that there are deficiencies in various competencies of human talent, which correspond to the three operationalized dimensions: attitude, knowledge, ability. It was concluded that the collaborators of the agroindustrial company presented deficiencies in their labor competencies in the 3 dimensions addressed, since a human talent development strategy is urgently needed to improve the levels of labor competencies in the collaborators.

Capacitación del talento humano y la gestión de la calidad en instituciones del sector salud

Este documento está fundamentado en bases teóricas de estudios realizados sobre el desarrollo del talento humano. Las empresas contemporáneas están en una continua actualización de conocimientos impartidos al talento humano, pues las necesidades de adiestramiento y capacitación son una etapa obligada en el escenario laboral, para poder enfrentar el desafío a la apertura de nuevos mercados nacionales e internacionales y de esta manera alcanzar la eficiencia y garantizar la competitividad. Es esencial determinar los canales de capacitación que se han de aplicar, la estructura en la que estará basado; por ejemplo, la comunicación en las diferentes etapas es fundamental, los recursos tecnológicos (TICs) como herramientas básicas para proporcionar información de la empresa a los empleados, en razón de que permitirá hacerlo con efectividad y en menor tiempo, garantizando que las actividades estarán desarrolladas en base a la Gestión de Calidad Total. Se evidencia que las organizaciones deben implementar acciones que desarrollen al personal, de modo que existen muchas maneras de preparación, entre las que sobresalen las capacitaciones virtuales, que ofrecen múltiples ventajas, como: la disponibilidad de horario y accesibilidad, además, la educación virtual fortalece la capacidad del pensamiento crítico. Palabras clave: Formación, gestión, capital humano, empresas.

Life Cycle Engineering 4.0: A Proposal to Conceive Manufacturing Systems for Industry 4.0 Centred on the Human Factor (DfHFinI4.0)

Engineering 4.0 environments are characterised by the digitisation, virtualisation, and connectivity of products, processes, and facilities composed of reconfigurable and adaptive socio-technical cyber-physical manufacturing systems (SCMS), in which Operator 4.0 works in real time in VUCA (volatile, uncertain, complex and ambiguous) contexts and markets. This situation gives rise to the interest in developing a framework for the conception of SCMS that allows the integration of the human factor, management, training, and development of the competencies of Operator 4.0 as fundamental aspects of the aforementioned system. The present paper is focused on answering how to conceive the adaptive manufacturing systems of Industry 4.0 through the operation, growth, and development of human talent in VUCA contexts. With this objective, exploratory research is carried, out whose contribution is specified in a framework called Design for the Human Factor in Industry 4.0 (DfHFinI4.0). From among the conceptual frameworks employed therein, the connectivist paradigm, Ashby’s law of requisite variety and Vigotsky’s activity theory are taken into consideration, in order to enable the affective-cognitive and timeless integration of the human factor within the SCMS. DfHFinI4.0 can be integrated into the life cycle engineering of the enterprise reference architectures, thereby obtaining manufacturing systems for Industry 4.0 focused on the human factor. The suggested framework is illustrated as a case study for the Purdue Enterprise Reference Architecture (PERA) methodology, which transforms it into PERA 4.0.

Factores organizacionales que influyen en la generación de vinculación entre empresas y universidades

El presente artículo tuvo como objetivo identificar los factores organizacionales que influyen en la generación de vinculación entre empresas y universidades. Se asume una metodología mixta para la recolección y el análisis de datos cuantitativos y cualitativos en el método que forma parte de la investigación, en donde la muestra fue por conveniencia y estuvo constituida por diez (10) directivos de empresas a nivel estatal. Se utilizó como técnica la entrevista semi estructurada, fundamentada en un instrumento tipo guía de entrevista dirigido a todos los directivos de las empresas. Se revisan documentos especializados con el fin de realizar una disertación teórica inicial, tales como Pérez (2016), Alcántar y Arcos (2004), Chiang, et al (2008), Saavedra (2009), Strauss y Corbin (1990), entre otros. Los resultados indican que para la generación de vinculación entre las empresas y universidades es de gran relevancia que tengan conocimiento de los factores organizacionales que permitan la generación de proyectos de vinculación. Así mismo, con base a los resultados obtenidos se desarrolló propuesta de modelo basado en teoría fundamentada que incluye los factores internos, trabajo colaborativo, desarrollo de talento humano, área de vinculación y tipo de vinculación como factores organizacionales identificados durante el proceso de teoría fundamentada. El artículo propone un punto de partida para realizar investigaciones futuras que permitan corroborar su utilidad y puesta a punto. La necesidad de trabajo futuro es clara, sobre todo para dar seguimiento a los hallazgos encontrados durante el desarrollo de la investigación.

Desarrollo del talento humano para líderes de la gerencia financiera del servicio integrado de administración tributaria

El estudio tiene por propósito el desarrollo del talento humano para líderes de la gerencia financiera del servicio integrado de administración tributaria. El objetivo es el desarrollo del talento humano, por medio de los líderes de gerencia en la administración tributaria dentro del cambio organizacional. Se busca concientizar a nivel empresarial, sobre la optimización del tiempo y de los recursos, así como del empleado en función de las competencias identificadas en su puesto de trabajo. La metodología utilizada fue un diseño evaluativo, apoyado en un diseño no experimental, investigación de campo a nivel descriptivo, evaluativo ex post y de corte cuantitativo. La técnica de recolección de datos empleada fue la encuesta, mediante un cuestionario con escala Likert que se aplicó a la población de 29 representantes de la administración tributaria en Madrid, España. La gestión por competencias pasa a transformarse en un canal comunicación entre los trabajadores y la institución; es ahora cuando en la organización comienza la formación de liderazgo en sus trabajadores, con el fin de desarrollar, optimizar y ofrecer una formación continua del personal capaz de generar conocimientos, así como estimular habilidades y destrezas en cada trabajador.

La Práctica Pedagógica Socioformativa como estrategia que favorece el Desarrollo Social Sostenible

This article presents the results of the analysis made to the concepts of pedagogical practice from the socioformative approach, considering the knowledge society to favor attention to the diversity of students. A documentary methodology based on research and analysis of indexed journals, books published by recognized publishers and conferences presented at research conferences was used. It is concluded that the socioformación approach frames pedagogical axes and didactic strategies that favor the practice of teaching and learning of educational actors, favoring an integral formation of students and teachers, and the development of human talent and sustainable social development in accordance with the society of knowledge.

Enfoque del Desarrollo Social Sostenible y la Gestión del Talento Humano en el contexto de la Socioformación

The contribution of this reflection is to address the concepts of sustainable social development and human talent, from its traditional context to its conception in the socioformative plane. It is necessary to add the activity of social development for its tendency to shelter multiple areas and dimensions of social, cultural, scientific, environmental, economic, political and educational life. Contextualize the three areas of sustainable development (economic, environmental and social) that are interrelated from three principles or analytical guidelines, livable (or bearable), equitable and viable. Detect the abysses in school environments to achieve programs conducive to the development of human talent, focused from the classroom allowing sustainable social development as a training base. The management scheme of distinguished human talent has been undermined since socioformation, where it aims to focus on the individual and their ability to link with others to respond to the challenges and problems given the environment.

Artificial intelligence: HR friend or foe?

PurposeWhile the use of artificial intelligence (AI) in the workplace is on the rise, few understand how it will affect our jobs. Will it be a hindrance? A threat? Or the solution to the current productivity dilemma? As with any new, and largely untested, technology, AI brings both challenges and opportunities that we need to be conscious of.Design/methodology/approachThe current and potential future implementation of AI technologies at Schneider Electric is assessed.FindingsIn HR, it is our responsibility to help navigate business leaders towards making the best business decision, often with the use of technology. AI, like analytics before it, has huge potential.Originality/valueWhat we know for sure, is that the development of human talent has become one of the top priorities for global CEOs. With severe talent shortages in the UK, finding the right candidates for the job and investing in their professional development and well-being to keep them for longer look like no-brainers.

Propuesta de una política de desarrollo del talento humano para la mejora de la calidad del servicio en una muestra de hoteles de 3 y 5 estrellas en Lima y Huánuco

La presente investigación buscó establecer cómo deben ser las políticas desarrollo del talento humano orientadas a la mejora de calidad de servicio hotelero. La metodología fue con un análisis correlativo, aplicado a muestras simultaneas de las zonas de Lima y Huánuco, tomando como muestra a trabajadores de establecimiento de Lima y Huánuco, a quienes se les evaluó a través de instrumentos para apreciar las dos variables del presente estudio, la primera de ellas, la independiente, la política de desarrollo del talento, la segunda, la dependiente, la calidad del servicio hotelero, obteniendo un índice de correlación de 0.981 ptos.; es decir, 98.1%, con un índice de libertad de 0,019 o 1,9%, con lo que validamos nuestra hipótesis alterna, concluyendo que a mayor aplicación de las políticas de desarrollo del talento humano orientadas, mejorará la calidad de servicio hotelero en los casos de estudio, lo que se puede manifestar a través de una percepción regular de los indicadores de ambas variables.

Procesos de desarrollo del talento humano en una clínica de especialidades de Pasto, Colombia

Introducción: Los trabajadores en la organización desempeñan un papel fundamental en el cumplimiento de los objetivos corporativos, en ese sentido, es importante identificar los procesos de desarrollo de talento humano en el sector salud puesto que éstos contribuyen en el desarrollo humano y organizacional. Objetivo: Se caracterizó los procesos de desarrollo de talento humano capacitación, calidad de vida laboral, salud laboral, clima organizacional y evaluación de desempeño en una clínica de especialidades de la ciudad de Pasto- Colombia. Materiales y Métodos: El estudio se abordó desde el paradigma cuantitativo de tipo descriptivo con una muestra de 211 colaboradores. Se construyó la escala denominada “Percepción de los procesos de desarrollo del talento humano”, cuyo alfa de Cronbach fue de 0,97. Resultados: Se encontraron diferencias estadísticamente significativas en la categoría de capacitación (en las subcategorías detección de las necesidades, plan y programas, evaluación de la capacitación, seguimiento), calidad de vida laboral (en las subcategorías significado del trabajo, compromiso laboral) y evaluación de desempeño (en las subcategorías métodos y resultados). Conclusiones: Se reconoce la necesidad de continuar fortaleciendo los procesos de capacitación, calidad de vida laboral y evaluación de desempeño.

El Control Aduanero en el Ecuador, una Visión al Período 2013 - 2016

El Ecuador tiene como principales fuentes de financiamiento de su presupuesto los ingresos provenientes de las exportaciones, especialmente de las ventas del petróleo y sus derivados; el financiamiento internacional y la recaudación tributaria. De esta última, un componente importante es la recaudación aduanera, cuyos mayores rubros corresponden a impuestos Ad Valorem, Impuestos a Consumos Especiales, Salvaguardias e Impuesto al Valor Agregado. De ahí la razón para que el Servicio Nacional de Aduana despliegue estrategias y planes que le permitan asegurar un adecuado control aduanero. La normativa internacional comprende una serie de conceptos que facilitan la ejecución de operaciones tanto al interior del país, como en cooperación con las Administraciones Aduaneras de otros Estados. El Ecuador ha emprendido un proceso de modernización del Sistema Aduanero, el mismo que ha incluido reformas legales, equipamiento tecnológico, optimización y desarrollo del talento humano, desarrollo e implementación de procesos y procedimientos; todo ello ha generado un incremento de las recaudaciones, reducción de tiempos de despacho, eficiencia en patrullajes terrestres y marítimos y un gran despliegue del control posterior, entre otros aspectos.

Recursos docentes en la medicina veterinaria colombiana

Para recopilar información acerca del capital humano dedicado a la docencia y su formación de posgrado en los programas de medicina veterinaria (MV) en Colombia, se analizó la información proveniente de once programas de MV y medicina veterinaria y zootecnia (MVZ), entre los que están los de mayor trayectoria en el país y el 90 % de los acreditados. De un total de 175 docentes, el 17,14 % tiene el grado de PhD El de doctor profesional, el 8,74% y el de magister scientiae el 37,71 %. Hay un 17,14 % con el grado de especialista o el de maestría profesional. Sin título de posgrado, el 19,42 %. La mayoría de los doctores están concentrados en tres universidades. En los temas clínicos hay un mayor número de docentes con posgrados de corte profesional y en los del ciclo básico hay mayor proporción de docentes con el título de PhD Dada la escasez de docentes con grados académicos avanzados, el evidente desbordamiento de la oferta de graduados en MV y MVZ frente a la demanda y la pobreza de planes para la especialización de profesores, es deseable que se frene la apertura de nuevos programas. El presente estudio puede servir para proyectar planes de desarrollo del talento humano en los programas de MV y MVZ de las instituciones colombianas.

Private School, College Admissions and the Value of Education

AbstractIn this article, I defend a proposal to cap the proportion of students admitted to elite colleges who were educated at elite, often private, schools to not more than the proportion of students who attend such schools in society as a whole. In order to defend this proposal, I draw on recent debates that pit principles of equality against principles of adequacy, and I defend the need for a pluralist account of educational fairness that includes both elements. I argue that while equality best captures our convictions about unfairness in access to the instrumental and positional benefits of education, such as job prospects and college admission, adequacy best captures our convictions about unfairness in stunting the development of human talent and the intrinsic benefits of education. The proposal to cap the proportion of private school students at elite universities advances both of these, usually conflicting, principles because it permits unequal but efficient talent development through the vehicle of private tuition and elite schooling, and yet promises to seriously curtail the unfair positional instrumental benefits of private or elite schooling by having those students compete against each other and not students who did not attend elite schools. The policy also achieves its aim consistent with preserving some attractive aspects of parental choice. Towards the end of the article I consider a number of practical objections and an alternative proposal.