Characteristics Of Human Resources Research Articles

Is human resources management sustainable enough? Evidence from the food industry

PurposeBased on the Natural resource-based view (NRBV), this study aims to analyze the association between the Sustainable Development Goals related to Gender Equality, Decent Work, Innovation, and Climatic Action in the Food Industry.Design/methodology/approachA quantitative study is adopted based on the 2019 World Bank Enterprise Survey microdata. The database includes 1,242 food enterprises from 16 European Union countries. We applied logistic regression with cluster robust standard errors.FindingsDespite global efforts to promote decent work and gender equity, the anticipated results have not yet been achieved, suggesting varying performance in different contexts. Food firms, characterized by significant environmental impacts and seasonal tasks, employ diverse Human Resource Management (HRM) strategies based on whether they pursue innovation or environmental objectives. Grounded in the NRBV, our findings underscore the importance of investing in qualified workers and offering attractive wages to meet environmental goals, as well as providing stable contracts for female workers. The NRBV framework also highlights the crucial role of product and process innovations, whether green or not, in achieving climate action objectives.Practical implicationsEuropean policies must be adapted to the human resources characteristics in the food industry, providing specific training on environmental and innovation issues and contributing to more work stability and gender equality.Originality/valueOur study applies the NRBV to analyze how human resources and product/process innovations can boost environmental preservation in an industry characterized by strong environmental impacts, seasonal tasks, and financial constraints.

Is human resources management sustainable enough? Evidence from the food industry

PurposeBased on the Natural resource-based view (NRBV), this study aims to analyze the association between the Sustainable Development Goals related to Gender Equality, Decent Work, Innovation, and Climatic Action in the Food Industry.Design/methodology/approachA quantitative study is adopted based on the 2019 World Bank Enterprise Survey microdata. The database includes 1,242 food enterprises from 16 European Union countries. We applied logistic regression with cluster robust standard errors.FindingsDespite global efforts to promote decent work and gender equity, the anticipated results have not yet been achieved, suggesting varying performance in different contexts. Food firms, characterized by significant environmental impacts and seasonal tasks, employ diverse Human Resource Management (HRM) strategies based on whether they pursue innovation or environmental objectives. Grounded in the NRBV, our findings underscore the importance of investing in qualified workers and offering attractive wages to meet environmental goals, as well as providing stable contracts for female workers. The NRBV framework also highlights the crucial role of product and process innovations, whether green or not, in achieving climate action objectives.Practical implicationsEuropean policies must be adapted to the human resources characteristics in the food industry, providing specific training on environmental and innovation issues and contributing to more work stability and gender equality.Originality/valueOur study applies the NRBV to analyze how human resources and product/process innovations can boost environmental preservation in an industry characterized by strong environmental impacts, seasonal tasks, and financial constraints.

«Каждому молодому труженику – среднее образование»: всеобуч в сельской Якутии 1960–1980-х гг.

The present article hinges primarily on the research of quantitative and qualitative characteristics of human resources of rural Yakutia in the Soviet period. The regional experience in implementing the policy of introduc-ing secondary universal education in rural areas is considered. Republican measures to involve working youth in a flexible educational system through educational and advisory centers, part-time and evening schools are highlighted. Difficulties in providing universal schooling for rural schoolchildren and lagging behind the materi-al and technical base of educational institutions in small and remote settlements are pointed out. According to the study, in the period of 1960–1980s, the network of rural schools of different forms of education expanded in the republic and the number of secondary school students increased. Thanks to targeted campaigns, a real breakthrough in the education system occurred, and the level of general education of rural youth and agricul-tural workers in general was raised.

Многомерная демография: новый подход к оценке человеческих ресурсов российского Севера

Over the past three decades, the population of the Russian North has decreased by almost a quarter. Simultaneously, an increasing share of pensioners may negatively affect the availability and quality of labour resources in northern regions. The article examines the dynamics and structure of human resources in 13 regions of the Russian North in the 21st century using multidimensional demography. This approach, along with the main demographic indicators (sex, age) varying in time and space, involves considering such additional characteristics as education and labour force participation. This view of demographic processes can reveal whether an increase in education or employment (qualitative characteristics) can help reduce negative trends in the quantitative characteristics of human resources. The average duration of education of the total and employed population was compared. Indicators of the total duration of education and education costs were used to assess the value of the accumulated educational potential. According to the calculations, in 2002–2010, the total duration of education of the employed population decreased only in 3 of the 13 northern regions and remained at the 2002 level in 3 regions. In 2010–2021, this indicator already decreased in seven constituent entities and remained at the 2010 level in three regions. The total loss of educational potential of human resources amounted to 4.1 million person years of education. To remedy the educational potential in 2020 prices, more than 600 billion roubles of budgetary funds would be needed. The occurred transformations are clearly demonstrated by sex-age-educational pyramids. The study showed that negative demographic trends in the Russian North almost cannot be reduced by improving qualitative characteristics. The findings can be applied to develop demographic, social and labour policies, and to construct demographic forecasts.

Impact of human resource characteristics of internal accounting system on post-earnings announcement drift: Evidence from Korea

When companies invest in their internal accounting personnel, investors place greater trust in disclosed earnings information and highly regard a company’s information transparency. This results in prompt investment decisions regarding the company. Consequently, earnings information will be immediately reflected in stock prices, thereby reducing stock price drift. The purpose of this study is to examine the impact of investments in establishing and operating internal accounting systems on investors’ responses to the mitigation of stock price drift. The study focused on firms listed on the Korea Exchange from 2011 to 2018 and constructed a regression model using the cumulative abnormal return following earnings disclosure dates for 30, 60, and 120 days as the dependent variable, with the characteristics of internal accounting personnel as independent variables. The analysis reveals that companies with many internal accounting personnel and position experts, such as accountants, within their internal accounting control systems, experience a significantly lower stock price drift. The coefficients of the interaction terms between internal accounting personnel characteristics and standardized unexpected earnings are positive and significant at the 1% level for all cumulative abnormal return values. The findings of the study indicate that as efficiency is secured, stemming from the scale of personnel managing internal accounting control systems and their expertise, market investors’ understanding and trust of accounting information also increase. Investors, as information users, react promptly to the earnings information disclosed by the company, leading to a decrease in stock price drift. AcknowledgmentsThis work was supported by the Ministry of Education of the Republic of Korea and the National Research Foundation of Korea (NRF-2021S1A5A8070518).

A Critical Study on the Characteristics of Knowledge Workers

Objectives The supply-demand model in the labor market of the existing industrial society has limitations for sustainable human resource utilization. This is because the labor market has changed due to the advent of the knowledge economy society. Therefore, this study intends to carry out a critical examination of the characteristics of human resources in the knowledge society.
 Methods The economic paradigm and corporate labor environment of the existing industrial society and the knowledge-based economy were compared and analyzed. The overall characteristics and limitations of knowledge workers was discussed. Therefore, the issues of knowledge workers were analyzed in terms of productivity, motivation, and performance management, and the characteristics of general workers and knowledge workers were derived to raise issues about knowledge workers in terms of productivity and motivation.
 Results The characteristics of knowledge workers in the knowledge-based economy show that they are motivated through work achievement through the use of knowledge and challenging work performance rather than existing monetary and time compensation. If the company does not satisfy the motivation of knowledge workers, knowledge workers choose to change jobs more easily than existing workers.
 Conclusions In conclusion, these knowledge workers show that non-monetary compensation is important in addition to various existing incentives and monetary compensation. Therefore, non-monetary compensation requires maximizing knowledge creation, transfer, and utilization within the organization. In addition, it can be suggested as an implication that efforts to promote self-realization and motivation of knowledge workers are included through the development of companies into learning-oriented organizations.

HUMAN RESOURCE MANAGEMENT AND BUSINESS INTELLIGENCE

This paper will present the results of the research of relevant literature and research conducted in the practice of small and medium-sized enterprises with the aim of examining the possibilities of applying business intelligence and the impact of human resource management on the improvement of business operations. Companies today, in the conditions of increasing competition, have a complex task of how to survive in the global market and maintain a competitive advantage. In their business, companies are faced with huge amounts of data that they get from internal and external sources and have a huge problem of how to choose and extract from that huge amount of data the ones they need for business. In this sense, companies are increasingly turning to the use of modern information and communication technologies for the purpose of processing large amounts of data, and are especially based on the application of business intelligence and the methods, techniques and tools that this sophisticated technology provides. During the implementation of this research, professional literature, scientific articles, domestic and above all foreign eminent experts were studied, as well as the latest works published on the Internet in the field of business intelligence and human resource management. The goal of this research paper is to present and compare different theories of business intelligence and the impact that human resources can have in business, as well as to present the specifics of business intelligence application, potential costs, risks and benefits that you can expect from the introduction of such a system. In this research work, the problem of effective application of business intelligent systems will be investigated, as well as the critical factors that influence the successful application of these technologies, with a special emphasis on the influence of human resources, methodological approach, through research and studious analysis of the latest scientific research in this field applied, how in theory as well as in practice. The paper will present the results of how the application of business intelligence methods and tools contributes to more efficient operations of small and medium-sized enterprises. In addition, the paper will present the results of a practical example in the practice of a company that is in the process of introducing a business intelligence system, and the way of implementing the decision. The results of the research provide important information for certain companies, as well as managers and providers of IT solutions in search of greater, more efficient and continuous application of business intelligence systems. In order to confirm the theoretical results, research was conducted with semi-structured interviews, detailed conversations with key users of the business intelligence system. When looking at the organizational characteristics of the company and the business environment of using the business intelligence system, we primarily focus on the elements that, along with the considered characteristics of business intelligence and human resources, emphasize their strategic importance for small and medium-sized companies, the size of the company (eg: strategic direction, achieving corporate goals and the company's focus on its clients).

STRATEGI KEPEMIMPINAN KEPALA SEKOLAH DALAM MENINGKATKAN MOTIVASI KERJA GURU

Leadership is the competence of an individual to be able to influence others. School is a place that works on the development of personality characteristics of human resources. The teacher's role is very important, so the principal's work in order to improve teacher performance by motivating teachers must be as effective and efficient as possible. The aim of the authors of this article is to examine leadership strategies that school principals can use to increase teacher motivation. The method used is the literary method which follows various literary studies using various reading sources, both books and journals. Based on the results of studies from various sources, it can be understood that the principal's management strategy to increase teacher work motivation is important, because the right motivation of the principal to teachers can influence motivation. quality of work and teacher commitment. A teacher's work motivation is influenced by two factors, namely internal factors and factors that come from outside the teacher.

Analysis of human resources development in the context of social policy of the Russian Federation

The article analyzes the state, development and position of human resources in retrospect from 1990 to 2022 from the point of view of social policy. Socio–economic indicators are divided into 2 groups: the number and structure of human resources and the characteristics of human resources. The author presents an analysis in quantitative and qualitative terms to understand and identify weaknesses, threats and opportunities in the implementation of social policy. The analysis will allow us to determine the triggers for the development of human resources, which allows us to set targets for the implementation of social and demographic policy in the Russian Federation. The authors noted the demographic crisis, aging and depopulation of the population, marked the stratification of society, overdue structural negative shifts in education, which will be increasingly actualized over the next 10 years.

Концептуализация цифровых стратегий развития человеческих ресурсов: региональный аспект

Currently, the success of digital transformation of the economy is largely determined by the way in which the development of human resources is carried out. In accordance with this, the article substantiates the importance of developing and implementing digital strategies for human resources’ development. Based on the categorical analysis, the essence and key components of the concept of “human resources” are determined. With the use of scientometric analysis, a network and heat map for the subject field of research were made, the main clusters of research on the issues of digital strategies for the development of human resources were identified and characterized. This made it possible to identify priority levels (organizations and regions) and areas of human resource development. The study proves that digital strategies for the development of human resources have different interpretations as functional, providing, and other strategies. At the same time, the digital strategy under consideration is based on digital data, and digital technologies are the main decision-making tool and a means of human resources’ development. The paper determines that the development of human resources acquires significant features at different levels of the hierarchy of the economy. The regional level of strategic development of human resources is justified as a priority for the Russian economy. The study states the provisions that need to be taken into account for the development of regional strategies for human resources: need for priority analysis of territorial potential, sectoral specialization of regions to determine the characteristics of human resources as a target indicator of development strategies; importance of coordinating human resource development strategies with macro-level strategies as well as other strategies for the development of territories; combination of direct and indirect instruments of influence; exit beyond the scope of training programs in the formation of an instrumental base for the development of human resources, etc. This made it possible to determine the directions for the formation of regional digital strategies for the development of human resources, covering training for competencies, the creation of a digital culture, and a favorable institutional environment.

The Relation between Bio-Industry Performance and Innovation Capacity—Focusing on the Korean Bio-Industry

After the COVID-19 pandemic, the bio-industry is becoming increasingly important. Therefore, it is necessary to respond to the changed environment after COVID-19 by analyzing the bio-industry situation before the COVID-19 pandemic. In addition, Korean bio-industry is a very important industry for Korea’s economic growth, so huge investments are being made in the development of bio-companies. Therefore, it is necessary to analyze the effect of innovation capabilities on the performance of the Korean bio-industry. Korea’s bio-industry has been developing under the leadership of the government. Thus, Korea’s bio-companies need various forms of innovation to achieve sustainability through competitive advantage on their own. The objective of this research is to find the competitive advantage factors that improve the innovation ability of the Korean bio-industry. Therefore, the elements that increase a company’s innovation capability were studied in order to uncover competitive advantage factors that improve the Korean bio-industry’s innovation capability, and the effect on corporate performance was analyzed. Using samples from the ‘Korean Bio-industry Survey’, the current state of the Korean bio-industry was examined through a review of all bio-industry enterprises. In addition, each of the eight bio-industries was examined using Korea’s industrial classification system. As an analysis method, multiple regression analysis of SPSS 25 was performed to analyze how the six input factors have a complex effect on the output factor. This study discovered that R&D intensity, machine investment, and human resource characteristics all had an impact on the business performance of Korean biotech enterprises. In eight bio-sectors, elements affecting company success were defined differently. Therefore, through this study, Korean bio-companies must understand their own industrial characteristics, and develop factors that affect business performance through strategic operational management. In addition, based on the results of this study, companies should strengthen the innovation capabilities of the bio-industry to survive post-COVID-19, analyze changes in innovation capabilities, and promote sustainable growth by strengthening key innovation factors.

Characteristics of traditional medicine human resources in some commune health facilities at Tra Cu District, Tra Vinh province

Objective: To survey characteristics of human resources for traditional medicine at commune medical facilities, Tra Cu district, Tra Vinh province in 2022.Research object and method: A cross-sectional descriptive study combining qualitative and quantitative research. Collecting data by retrospective method of secondary data from management software and statistical reports of 16 commune health stations and 01 health centers in Tra Cu district, Tra Vinh province. In-depth interviews with 22 medical professionals or in charge of traditional medicine, leaders of health stations. Research variables include: age characteristics, gender, ethnicity, professional qualifications, working time of traditional medicine doctors.Results: The total number of traditional medicine personnel of the commune health facilities in Tra Cu district is 330 people, the number of traditional medicine health workers only accounts for 6.6% (22 people). Male proportion accounted for 59.1%, naccounted for 40.9%. Traditional medicine human resources are mainly Kinh people (63.64%), of which 72.73% of health workers can use Khmer to communicate in medical examination and treatment. 63.63% of employees are between the ages of 30 and 50, 74.82% of employees have worked for more than 5 years and have university degrees, accounting for 54.54%. All medical staff are in charge of the main task of medical examination and treatment, including management staff, pharmaceutical activities and scientific research.Recommendation: Continue to train in traditional medicine human resources, increase the rate of undergraduate and graduate school, strive to have medical doctors at health stations. Constantly training to constantly update and improve knowledge in accordance with the local disease model.

Analisa Karakteristik Sumber Daya Manusia yang Memiliki SKA/SKT pada Jasa Konstruksi di Kota Jambi

Construction project resources consist of several types including human resources, human resources are the only resources that have reason, feelings, desires, knowledge skills, encouragement, power and work. Construction services law No. 2 of 2017, requires that every construction worker working in the construction services sector is required to have a Work Competency Certificate. This study aims to examine the characteristics of human resources in construction services and analyze what factors influence so that HR does not have SKA/SKT in construction services. The method in this study is a quantitative method which has several stages, starting from the collection of primary data and secondary data. The sample studied is construction workers who work for companies that are members of the Perkindo regional board association, Jambi Province. The results of the research revealed that the characteristics of human resources who have SKA/SKT in construction services in Jambi City in terms of gender are dominated by men (83.36%), in terms of the latest education, it is dominated by undergraduates (83.36%). , in terms of age, it is dominated by the age of 26-35 years (36.36%), and in terms of length of work experience is dominated by 10 years (45.45%). While the most influencing factors so that construction HR does not have SKA/SKT are the following factors: SKA/SKT only requirements for Tender/SBU have an average value of 3.36, The number of requirements that must be met in making SKA/SKT has an average value of 3, 32, Does not guarantee an increase in wages/salaries if you have SKA/SKT, has an average score of 3.27.

Formation of multinational personnel loyalty as an organization sustainable development factor

The object of the research is represented by foreign employees working in the Russian Federation as part of the multinational personnel of the organization. The aim of the work is to develop theoretical provisions and practical recommendations to increase the level of sustainability of multinational organization development on the basis of effective management of international staff loyalty and its optimal use. The work used complementary methods of questioning and expert survey, based on the assessment - Likert scale with subsequent comparison of the actual state of management processes with expert assessments, determining the sustainability of organizational development. The system of factors influencing the formation of multinational personnel loyalty in the organization was formed, focusing on the importance of mechanisms of adaptation and motivation of foreign workers. The method of predicting the performance of enterprises on the basis of calculation of the recommended level of use of adaptation and motivation processes which form the loyalty of multinational personnel in organizations is proposed. The method is based on the expression of traditionally qualitative indicators of human resource management in quantitative formats in order to determine the regression dependences of the sustainability of organizations’ performance on the initial processes of personnel management. The scientific novelty of the research results consists in substantiating the specifics of forming the loyalty of multinational personnel and developing practical recommendations aimed at enhancing the sustainable development of multinational organizations, taking into account the cross-cultural characteristics of human resources. The application of the author's methodology and algorithm in the practice of organizations with multinational staff allows to estimate the level of actual use of factors influencing the formation of multinational staff loyalty and their significance, as well as to develop a set of measures aimed at increasing the sustainability of organization development.

THỰC TRẠNG KIẾN THỨC VÀ THỰC HÀNH CỦA GIÁO VIÊN KHU VỰC MIỀN TRUNG VỀ GIÁO DỤC STEAM CHO TRẺ MẪU GIÁO

This study researched the reality of STEAM Education knowledge and practical kills of 274 managers (9) and preschool teachers (265) teaching children aged 3-6 in three provinces of Central Vietnam: Thua Thien Hue, Da Nang, and Dak Lak. This is a quantitative study using the teacher's rubric on the Likert scale of 4 degrees (for self-assessment questions about knowledge) and 6 degrees (for self-assessment questions about skills). The results showed that the knowledge and practice of preschool teachers about STEAM education for preschoolers were not high. Educators self-assess that they have some understanding of STEAM education (level 3\4) and skills that need further improvement (level 3\6), in which the planning skill group has the lowest average score. There was a positive correlation between the variables of knowledge and practical skills of STEAM education. Comparing the knowledge and practical skills of preschool teachers among the three provinces pointed out that there is no significant difference in knowledge but there is a significant difference in the practical skills of preschool teachers. This is the basis for conducting further studies towards training and fostering to improve knowledge and practice for preschool teachers on STEAM education in accordance with the characteristics of human resources in each locality.

The Importance of the Entrepreneur’s Soul in the State Civil Apparatus

The task of the State Civil Apparatus as mandated in the Act is to provide good service to the community, therefore it is very important if the State Civil Apparatus has an entrepreneurial spirit in providing services to the community, so that the services provided have the characteristics of fast and timely service. But in reality, the public services that we meet in the community still have a very long bureaucratic span, because one of them is related to the characteristics of human resources than the ASN who still do not have an understanding of the competencies they have. The method used in this paper is by taking data based on literature reviews from various sources relating to what is studied in this paper and describing some findings that describe the slowness of public services in one area in West Java. The san that becomes an obstacle for ASN still has an entrepreneurial spirit because it collides with some old rules that have been entrenched, so that it has an impact on the weak characteristics of the ability of the State Civil Apparatus in providing public services to the community.

Prospects for the development of China's "silver-haired talents" market in the post demographic dividend period

In order to tap the existing human resources in the post demographic dividend period and support the sustained economic growth, China should pay attention to the development of senior talents. This paper firstly emphasizes the necessity of developing elderly talents by analyzing the current situation of China's labor market under the background of population aging, and affirms the feasibility of developing elderly human resources by analyzing the characteristics of elderly human resources and the employment market. Then by exploring the experiences of South Korea, Japan and the United States in developing the human resources of the elderly, this paper draws on the advanced points, and puts forward suggestions for the development of human resources for the elderly in China. Finally, based on the existing practical experience in China, this paper proposes countermeasures from the perspectives of concept, policies and organization for the possible problems in the development of "silver-haired talents”, hoping to help China's practical development in this field.

Quality of Islamic Education Human Resource Planning Perspective

This article aims to reveal the quality of Islamic education from the point of view of planning educators in Private Tsanawiyah Madrasah. This research is a descriptiveanalytical research with the target of studying the quality of education in the perspective of planning educators using phenomenological techniques. Meanwhile, the object of this study is Human Resource Planning at the Private Tsanawiyah Madrasah in North Lampung. Information is obtained through documentation, interviews and observations. Furthermore, the data were analyzed using descriptive analysis by considering the characteristics of human resources in Private Tsanawiyah Madrasah.The results of this study show that human resource planning in private Tsanawiyah Madrasah uses closed planning and open planning methods. Both of these systems have been implemented in Private Tsanawiyah Madrasah in North Lampung. Based on these findings, it can be concluded that the right human resource plan will produce the right human resources, so that quality Islamic education can be realized.

Creative abilities and digital competencies to transitioning to Business 4.0

The article aims to define the role of human resources in the transition to Business 4.0 and identify the requirements for HRM (Human Resources Management) for this role’s performance. This paper determines the targeted set of characteristics of human resources (distinct traits, skills, and competencies) necessary for the transition to Business 4.0. The critical role of human resources in the changes to Business 4.0 and the conditions and requirements for HRM for this role’s performance are substantiated. As a result, it is demonstrated that the value of human resources in the transition to Business 4.0 is high. This allowed us to reconsider their role from the service-like process to active participation in the creative process using digital competencies. These results necessitate an innovative approach to HRM during the transition to Business 4.0, which presupposes the preservation (retention) of human resources as carriers of unique and valuable abilities, competencies, and skills.

Quality of Islamic Education Human Resource Planning Perspective

This article aims to reveal the quality of Islamic education from the point of view of planning educators in Private Tsanawiyah Madrasah. This research is a descriptiveanalytical research with the target of studying the quality of education in the perspective of planning educators using phenomenological techniques. Meanwhile, the object of this study is Human Resource Planning at the Private Tsanawiyah Madrasah in North Lampung. Information is obtained through documentation, interviews and observations. Furthermore, the data were analyzed using descriptive analysis by considering the characteristics of human resources in Private Tsanawiyah Madrasah.The results of this study show that human resource planning in private Tsanawiyah Madrasah uses closed planning and open planning methods. Both of these systems have been implemented in Private Tsanawiyah Madrasah in North Lampung. Based on these findings, it can be concluded that the right human resource plan will produce the right human resources, so that quality Islamic education can be realized.