Interests Of Employees Research Articles

Methodology for ensuring employee engagement in the context of enterprise digital transformation

The implementation of strategic priorities of domestic enterprises digital transformation actualizes the tasks of employee engagement in this process. It necessitates the development of methodological approaches to the study of employee engagement in strategic decision-making to improve the quality of processes and production activities of the enterprise. The purpose of the study is to present the results of research on methodological approaches development that reveal the content and features of employee engagement management in the activities of the enterprise. The research methodology includes logical substantiation of essence of the processes under study, data from scientific and analytical publications on the problem under consideration. In the course of the research interrelation between the problems of ensuring employee engagement and leadership of enterprise management has been revealed, and criteria for evaluating the actions of different categories of personnel in ensuring and increasing employee engagement developed. Active and passive approaches to involvement management determining interests of managers and employees and their influence on business results and organizational changes have been identified. The model of employee engagement in enterprise’s activities has been created considering the content of digital transformation processes, application of which allows motivating personnel to manifest digital initiatives and participate in the activities of project teams. The conclusions obtained by the authors are of a theoretical and applied nature. They will contribute to development of scientifically based approaches to developing a strategy for managing employee engagement in digital transformation processes. The results of the research can be useful to scientists and practitioners dealing with the problems of human resource management in innovations and digital standards of industrial enterprises implementation.

Research on Enterprise Supply Chain Management --- Taking Apple as an Example

The term supply chain management first appeared in the logistics literature in the mid-1980s. The goal of so-called supply chain management is to plan, implement and control in order to reduce production costs and improve production efficiency. This paper aims to analyze enterprise supply chain management. The supply chain involves most of the products in our lives. The paper starts by presenting an overview of supply chain and the importance of it. This paper chooses Apple as an example to analyze supply chain management. Apple is the world's leading high-tech company, which can offer me some experience. The supply chain was not pioneered by Apple, but they do a good job. In the supply chain, part of the enterprise's business is external, which reduces costs and improves production efficiency. Apple is consumer-oriented. Some businesses are external and so on, which makes it a win-win situation for him and his partners. But there are also some problems in Apple's supply chain management, such as excessive exploitation of downstream suppliers and neglect of employee rights and interests. Then this paper discusses how they make changes in order to improve supply management. Finally, we summarize how to effectively manage supply chains in businesses. Apple needs to pay attention to the low-end market, strengthen the supervision of suppliers, reduce the exploitation of suppliers, and truly protect the rights and interests of those suppliers' employees. In addition, it should shorten and optimize the supply chain to make the company's operations more stable.

Research on the Legal Review Standard of Anti-hostile Takeover by Listed Companies

With the acquisition and merger of various companies in the international economic market becoming more and more common, the phenomenon of hostile takeover in order to obtain the interests and competitiveness of the company is also more and more, the target company to prevent hostile takeover also created a lot of anti-hostile takeover measures. The legal regulations of anti-hostile takeover are different in different countries, but the types of anti-hostile takeover events are rich, so that the current legal regulations are not perfect, the legality premise of anti-hostile takeover cannot be effectively guaranteed, and the legality of anti-hostile takeover cannot be effectively reviewed. Therefore, this paper will use research method, case analysis method and summary method to solve the problem that the current legal review standard is relatively vague and insufficient. It holds that a more reasonable legal review standard of anti-hostile takeover should be established by establishing relevant legal principles, reasonably distributing the decision-making rights of shareholders and the board of directors, confirming the rights and obligations of the decision makers of anti-hostile takeover, and protecting the interests of minority shareholders and employees.

The Mandatory and Default Regulation in Hungarian Company Law – A Decade of Experience

Abstract 314The option to deviate from a legal provision has been problematic for company law. The theoretical background of legislation is rooted in the interpretative models of company law: the investor model favouring the interests of its members (shareholder theory) and a contractual model which takes into account the stakeholders in the business relationship with the company (stakeholder theory). This article reflects on the development of the regulation’s nature of Hungarian company law; the legislator implemented a fundamental change in the central element to the governance of company law in 2013. After the modification of central regulation concept of Hungarian company law, the role of the judiciary shifted to the classification of the different default-mandatory rules. This article investigates the development of the new company law regulations concept, and the related judicial practice, and also approaches the topic from the view of interests (of creditors, employees and members), striving to create a coherent dogmatic system.

Occupational Morbidity of Women Associated with Working Conditions in Agriculture

Introduction. About a third of employees of medium and large agricultural enterprises work in hazardous and harmful conditions. It is worth clarifying that the situation in this area is constantly changing, information may become outdated. The presented scientific work is designed to solve this problem. New information should be considered and systematized to study current data. The work objective is to analyze recently published official statistics on the impact of working conditions on the health of agricultural sector workers and, in particular, women. In addition, the problems of the formation and development of occupational diseases of women employed in agriculture are considered.Materials and Methods. The data of the Federal State Statistics Service, the Ministry of Health of the Russian Federation, as well as the works of foreign and Russian scientists who studied the peculiarities of work in agriculture were used as research materials. Official statistics data were summarized in the form of tables, visualized as diagrams. The illustrative material allowed us, in particular, to compare the indicators, to identify the most significant risks associated with the work of women in the agro-industrial complex.Results. About 35% (that is, more than a third) of the personnel of medium and large enterprises of the agro-industrial complex are women. Many of them work in harmful and dangerous conditions. From 2015 to 2021, the corresponding minimum recorded figure was 26.4% of all women employed in agriculture, the maximum was 37%. Generalized statistical data suggested that from 2015 to 2021 the situation was not significantly improving, a downward trend was not formed. If to speak about hard work, the proportion of women performing such functions increased from 13.8 % to 17.7%, that is, by 2021 the situation noticeably worsened. We noted the progress with strenuous labor processes in agriculture. The proportion of women engaged in such jobs almost halved: from 3.5% to 1.8%. Physical overload, which functionally overstrain the organs and systems of the body, should be recognized as a particularly harmful factor for agricultural sector workers. The most problematic industry from the point of view of women's health was animal husbandry.Discussion and Conclusion. The results of the work allow us to conclude about the unsatisfactory working conditions of women in agriculture. The situation can be improved by state control, mutual interest of employers and employees in the organization of workplaces and the compliance with labor protection requirements. A systematic approach should reduce the number of occupational diseases among women, improve the health indicators of agricultural workers.

Assessment of job meaning based on attributes of food-delivery mobile applications

ABSTRACT Using a mixed method, this study investigated how food delivery employees’ perceived sense of purpose, autonomy, and self-efficacy from delivery applications affected job meaning using data from online surveys and online reviews of food delivery employees in the United States. The results of partial least-squares structural equation modelling revealed that mobile application attributes influenced both intrinsic and extrinsic motivation, which was reflected in job meaning. Perceived autonomy from mobile delivery applications showed the highest impact on intrinsic motivation, followed by sense of purpose and self-efficacy. The impact of intrinsic motivation on job meaning was greater than that of extrinsic motivation. Furthermore, the results of the qualitative study highlighted the role of food delivery applications in employees’ job-related outcomes. Given the increasing interest in service employees’ well-being, this study provided deeper understanding of not just the functional characteristics that have a positive significance in work, but also the psychological aspects of mobile applications.

Analysis Of The Effect Of Motivation And Knowledge About Capital Market, Return, Risk And Minimum Capital On Interest To Invest In The Indonesia Stock Exchange (Case Study In The Financial Audit Board Of The Republic Of Indonesia)

The purpose of this study was to find out how the influence of motivation, capital market knowledge, return, risk and initial capital on interest in investing in the Indonesia Stock Exchange.The research method uses a quantitative approach using primary data in the form of a survey through a questionnaire instrument, while the analytical method uses multiple regression statistical analysis. The research sample is BPK employees with random sampling technique.Based on the results of this study confirms: 1) Motivation has a positive and significant effect on interest in investing, the results of statistical tests noted that 49.4% of investment interest is influenced by motivation which shows that BPK employee motivation has a positive and significant influence on investment interest; 2) Knowledge of the capital market has a positive effect on investment interest. The results of statistical tests noted that 19.8% of BPK employees' investment interest was influenced by knowledge of the capital market; 3) Knowledge of Return has an effect on investment interest. The results of statistical tests noted that only 9.8% of BPK employees' investment interest was influenced by knowledge of returns; 4) knowledge about risk has a positive effect on investment interest. The results of statistical tests noted that 0.277 or 27.7% of knowledge about risk affects the investment interest of BPK employees; 5) Knowledge of minimum capital has an effect on investment interest. The results of statistical tests noted that 11.3% knowledge of minimum capital affects the investment interest of BPK employees; and 6) Motivation, knowledge of the capital market, stock returns, risk and minimal capital together have an effect on interest in investing in the capital market. The results of statistical tests noted that 76.9% interest in investment is jointly influenced by motivation, knowledge of the capital market, stock returns, risk and minimal capital. Meanwhile, the remaining 23.1% is influenced by external factors other than the five independent variables studied.

Actual Situation of Salary as the Basis for Paying Social Insurance Premiums of Employees in Enterprises in Vietnam

In Vietnam today, the business sector is growing stronger and making an important contribution to the economy. However, in the process of implementing the law on social insurance payment, the compliance level of enterprises with the salary as the basis for payment of social insurance is still low, affecting the legitimate interests of employees and limiting revenue to the social insurance fund. In this article, the author has used a combination of documentary research methods, methods of collecting data from secondary sources, and at the same time used descriptive statistics, synthetic analysis methods and normative research methods to clarify the legal provisions on wages as the basis for payment of social insurance and the actual situation of wages as the basis for payment of social insurance premiums of employees working in various types of enterprises in Vietnam.

Centralized and local legal regulation of labor relations: problems of correlation and development

The current state of centralized and local legal regulation of labor relations in Ukraine has been studied and its shortcomings have been identified. The points of view of scientists regarding the essence of centralized and local legal regulation of labor relations have been analyzed.
 It has been indicated that Ukraine, positioning itself as a social, legal state and a future member of the European Union, should centrally establish social standards in the field of labor that correspond to those adopted in the European Union, while not reducing the existing level of existing social guarantees, as well as ensure them proper implementation and protection. Centralized legal regulation of labor relations in Ukraine should be based on a modern codified normative legal act, which will ensure a full-fledged comprehensive regulation of labor relations, implementation and protection of the rights of employees, compliance with the interests of employers, and also contribute to the development of local rulemaking.
 It has been justified that the focus on the protection of the employee's rights should continue to be the conceptual line of the centralized legal regulation of labor relations. The idea of balancing the interests of the employee and the employer is acceptable under certain conditions at the local level when concluding collective agreements, where it takes the form of a compromise. Here, balancing the interests of employees and employers can exist to the extent permitted by labor law.
 Attention has been drawn to the fact that modernity requires ensuring the development of collective contractual regulation of labor relations. The collective agreement, as the main local regulatory act in the field of labor, should comprehensively regulate labor relations within a specific enterprise, institution, organization or individual who uses hired labor. The conclusion of a collective agreement involves the search for a compromise between the employees and the employer in the process of establishing working and rest conditions. The collective agreement must provide for the mechanisms for fulfilling the established obligations and take into account the financial capabilities of the employer, which will make it a real and effective means of legal regulation of labor relations.
 It has been proposed to supplement Art. 11 of the Law of Ukraine “On the Organization of Labor Relations in Martial Law” part 2 with the following content: “During the period of martial law, it is not allowed to suspend the provisions of the collective agreement regarding wages, labor protection, medical care, ensuring equal rights and opportunities for women and men , measures aimed at preventing, countering and stopping mobbing (harassment), prohibition of discrimination”.

СТРАТЕГІЧНЕ УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ ПІДПРИЄМСТВ НА ОСНОВІ ЦИФРОВИХ КОМПЕТЕНЦІЙ

The article focuses on the need to take into account digital competences in the strategic management of the company's human resources. The purpose of the article is to systematize the main elements of the human resources management strategy of enterprises based on digital competencies. The methodological basis of the research was the use of general scientific methods: comparison (when studying research terminology), analysis and synthesis (to study the main directions of research in previous publications), modeling (to present a model of strategic management of human resources of an enterprise based on digital competencies), as well as special methods : grouping methods (to create a digital competence assessment pyramid) and a graphic method. The article examines a number of scientific works devoted to the concepts of "human resources", "strategic management", "strategic management of human resources" and "digital competences of personnel". This made it possible to propose the author's concept of "strategic management of human resources based on digital competences", under which we propose to understand the model of perspective management of the enterprise by harmonizing the strategic goals of development with its capabilities and interests of employees in the conditions of digitalization of the economy. The article proposes a model of strategic management of human resources based on digital competencies, the main elements of which include: purpose, tasks, prerequisites, principles, functions, objects, subjects, methodology for evaluating the human resources of an enterprise based on digital competencies, motivation of human resources to the acquisition of digital competences, the main consequences of the implementation of the company's human resources management strategy based on digital competences. A "pyramid for evaluating digital competencies" is proposed, the use of which will contribute to the step-by-step identification of digital competencies in all business processes of the enterprise, which will contribute to the development of an effective human resources management strategy. It is emphasized the need to use in-house training, which is based on the use of the strategy of anticipatory training of specialists during their entire professional activity.

МОТИВАЦІЙНІ НАПРЯМИ У ФОРМУВАННІ ЕВДЕМОНІЗМУ ПЕРСОНАЛУ НА ПІДПРИЄМСТВАХ

At the stage of significant structural transformations in Ukraine, the issue of forming an effective motivation system at enterprises is very important. Personnel is a complex and specialized type of potential resource that enterprises use in their activities for the purpose of further development. The efficiency of the enterprise largely depends on the efficiency and motivation of its personnel. In fact, thanks to the employee's interest in the results of his work, when creating appropriate working conditions, it is possible to increase labor productivity and the level of intellectualization. One of the main functions of enterprise management is motivation. Enterprises can realize their economic growth potential only if effective motivation is formed and implemented. Insufficient motivation at the enterprise can be a limiting factor in the development of its indicators of effective development. Therefore, the problem of increasing the level of motivation of the company's employees is important for the development of the company and the construction of strategic goals and objectives. In the conditions of modern challenges, the formation of personal motivation, the search for new forms and methods of its development is of great importance. The main resource of any enterprise is human resources, and employees are the determining driving force for the development of the economy of the enterprise, the region and the country as a whole. For the successful functioning of any enterprise, it is not enough to recruit and train highly qualified employees, motivated, interested, responsible and loyal employees are needed. Employee motivation is a guaranteed condition for efficiency and quality of work, which allows the enterprise to create a personnel reputation and increase its competitiveness in the market due to the development of intellectual potential. The effectiveness and quality of professional activity depends on the effectiveness of the motivation system and its compliance with the strategic and tactical goals and objectives of the enterprise. The data of many applied studies confirm the hypothesis that the goal of an effective work motivation system is to satisfy the important needs of employees with the help of work activities and the formation of eudaemonism. A modern manager must take into account all the factors that ensure the successful operation of the enterprise. One of these factors is the issue of motivation. When forming an optimal motivational system, modern managers of enterprises should use the classical theory of motivation and take into account the mentality of the Ukrainian people. Taking into account the current situation in Ukraine and the peculiarities of the development of the economy and its functional structure, we can conclude that the period of motivation based only on monetary incentives is gradually receding into the past. But Ukraine's motivational problem in practice is still waiting for a solution for a long time. Summarizing the research results, we note that the company's employee motivation system is a multifaceted, complex structure. An effective motivational system should be based on a system of tangible and intangible rewards, balancing the interests of the enterprise and employees with direct efforts to achieve certain goals.

INNOVATIVE FORMS OF EMPLOYMENT IN THE PROCESS OF GLOBALIZATION AND THEIR IMPACT ON THE LABOR MARKET

This article discusses the latest trends in transformation of employment in the context of transition to innovative technologies in the modern world. Unlike traditional employment, innovative employment involves flexible working conditions to satisfy a variety of customers, part time employment, a shift in the employees interests towards self-expression and stimulation of creative thinking. The innovative development of the economy involves the emergence of new non-standard forms of employment, each of which has its own characteristics and rationality of application. An influence of the innovative economy on the labor market is considered. The tendencies and challenges of the employment transformation are assessed. KEYWORDS: informal employment, automation, innovative forms of labor, artificial intelligence, labor transformation, precarization, human capital, innovative economy

Organisational voice and employee‐focused voice: Two distinct voice forms and their effects on burnout and innovative behavior

AbstractScholars and practitioners have long emphasised the importance of employees speaking up about workplace issues. Yet, voice research remains divided on fundamental questions such as underlying purpose. Drawing on the Job Demands‐Resources Model, this study offers an integrative perspective, building on the idea that the interests of employees and managers are distinct concerning the purpose of voice. This article draws on responses from a cross‐sectional national online survey distributed by YouGov, with a survey design that ensured that only those employed within an organisational setting with a reporting structure would be included in the data. The sample size used for the analysis (N = 1858) was representative of the UK workforce regarding gender, full‐ or part‐time work status, organisation size and industry. The exploratory and confirmatory factor analysis provides empirical evidence of two alternative and distinct voice forms: organisational and employee‐focused. Results show that while organisational voice is associated with significantly higher innovative behaviour and higher levels of burnout, employee‐focused voice is significantly and negatively associated with employee burnout. Lastly, our analysis reveals that while the total effect of organisational voice on burnout is positive, employee‐focused voice, partially mediating the organisational voice‐burnout relationship, exerts a countervailing effect, lowering burnout. Accordingly, organisations are advised to promote both voice forms, given their unique, positive effects, first on the employee (ameliorating burnout) and second on strategically important outcomes (innovative behaviours). Implications for theory and practice are discussed.

Features of the legal status of Trade Unions as subjetcs of supervision and control over compliance with labor legislation

The right to ensure an adequate level of work is guaranteed to every person and is controlled both by the state and other entities, in particular trade unions, which have a special legal status, which significantly distinguishes them from other entities authorized to supervise and control labor law compliance. Trade unions actually carry out continuous supervision of compliance with the norms of current legislation at each individual enterprise, institution of the organization, as they are independent from employers, which gives them more opportunities to carry out effective and efficient control over compliance with the norms of current legislation by the later. Trade unions are organizations that are formed on a voluntary basis and are non-profitable, because the purpose of their activity is to protect the rights, freedoms and interests of employees. Based on the analysis of scientific views of scholars, the author's definition of the concept of "trade union" is proposed in the article. The role and purpose of trade unions as subjects of supervision and control are revealed. The analysis of the current legislation is carried out, the norms of which fix the legal status of trade unions as subjects of supervision and control over compliance with labor legislation. The key features of the legal status of trade unions are highlighted, which distinguish them from other subjects of supervision and control over compliance with labor legislation.

Analysis and research on the economic benefits of employee labor in enterprises in the context of the Internet

Abstract Analyzing the economic benefits of enterprise employees is better for protecting the rights and interests of enterprise employees. In this paper, based on the K-means clustering algorithm in the context of the Internet, the K-means clustering algorithm is optimized by the entropy weight method, and a K-means clustering model for exploring the analysis of the economic benefits of enterprise employees’ labor is proposed. For the model of this paper, the classification accuracy of the model is verified by employing controlled experiments, and two types of evaluation indexes for the labor economic efficiency of enterprise employees are analyzed and mined, namely labor employment and work environment and wage compensation and training and learning, using enterprise T as an example. Regarding labor and work environment indicators, 74.52% of the evaluations were above C grade. From the data of the indicators of salary and compensation and training and learning, the percentage of C grades or above is 89.41%. In the background of the Internet, the K-means algorithm model to analyze the relationship between the economic benefits of enterprise employee labor can help enterprises understand the current problems of employee labor and improve the happiness of employee labor, thus promoting the increase of enterprise economic benefits.

IMPLEMENTATION OF THE TQM SYSTEM IN UKRAINIAN ENTERPRISES

This article substantiates the feasibility of using an innovative system of total quality management (TQM) based on theoretical and methodological research. This system has proven its effectiveness in the global economic space. It helps to solve problems associated with increasing the production of high-quality products, the interest and motivation of employees, and also makes production management more effective. The experience of introducing this system by individual countries, in particular, Japan and the USA, is also considered. A comparison of the indicators of Japanese companies before and after the implementation of the TQM model is given. It was concluded that today the majority of domestic enterprises manage product quality in accordance with the principles of the ISO 9000 series. ISO standards are based on technical systems and procedures, but employee involvement and continuous improvement are optional. Unlike ISO, the TQM system involves prioritizing philosophy, concepts, tools and methodology, as well as involvement of all employees and a continuous improvement of quality. The possibility of adapting the TQM system to the practice of Ukrainian enterprises was investigated. Given the available resource potential, this is possible, but first of all, for this, it would be necessary to completely rethink the approach to the management of the organization and conduct trainings on familiarizing employees with the TQM system. Based on the analysis of the main technical and economic indicators of the « Agricultural company 2004» PE, it is proposed to apply the key principles of TQM, which were developed by the famous scientist E. Deming, to increase the efficiency of its activities.

MODERN APPROACHES TO THE FORMATION OF THE COMPANY'S HR STRATEGY

MODERN APPROACHES TO THE FORMATION OF THE COMPANY'S HR STRATEGY

Abuse exercise of the right to strike

Trade union organizations/elected representatives of employees, in their capacity as subject of collective labor relations, may abusively exercise their subjective rights both at the time of conclusion and at the time of modification, suspension and termination of the collective labor contract. A special situation emerges in the case of the abusive exercise of the right to the association and the abusive exercise of the right to strike and the rights of trade union organizations, of the elected representatives of employees, as the case may be. The right to strike, being a means of ensuring collective negotiations, cannot abusively harm the interests of the other party. In the following article, those situations of abusive exercise of the right to strike will be highlighted, wherein the limits of the exercise of this right are intentionally exceeded by the elected representatives of the employees. Starting from the idea that the strike is declared in order to protect the social interests of employees, the abusive exercise of the right to strike must be evaluated taking into account the prejudicial result of the strike in relation to the organizers' intention and interest to produce this result.

Human Resource Management (HRM) Functions in Organizational Development and Sustainability in Nigeria

Human Resource Management (HRM) Functions in Organizational Development and Sustainability in Nigeria

Analisis Kebutuhan Layanan dan Fasilitas Eksisting Transportasi Ramah Lingkungan Dengan Kebutuhan Perjalanan (Studi Kasus: Pegawai di Lingkungan Pemerintah Kota Tanjungpinang)

State employees of Tanjungpinang consists of 4,303 people whose origins and destinations are spread throughout the city. This is the reason for the high travel demand where private vehicles are still superior to the other modes of choice. This adds to problems in environmental aspects, especially the contributors to air pollution and noise on the road. This study uses a quantitative method with descriptive analysis and spatial analysis. Descriptive analysis is used to identify existing employee travel characteristics. The graphic display presented in the results of the descriptive analysis aims to make it easier to explain the results of the analysis of the formation of zones, the number of trips in each zone, as well as the focus services and existing facilities. Spatial analysis is used to point to the edge of the location of existing facilities, and the ease of origin and destination of employee travel. The results of the study indicate that the current supply of services and facilities has not been able to accommodate the travel demand of state employees. The supply of transport services and facilities is still lacking because they only serve and available in several sub-districts which are the points of origin and destinations travel for employees. This caused low interest of employees by using green transport whose origin and destination areas are not covered and crossed by services. Therefore, it is necessary to request institutional-based travel demand management to encourage employees to travel using green transport in the form of policies, coordination, and cooperation within the internal scope of the Tanjungpinang city government.