Investment In Human Resources Research Articles

THE ROLE OF HUMAN CAPITAL IN THE MANAGEMENT OF INNOVATIVE DEVELOPMENT OF AN ENTERPRISE

In a market economy, the competitiveness of an enterprise is ensured by the introduction of innovations. In order to remain innovative, enterprises need high-quality human resources. Investments in human resources, as the main factor of innovative growth, determine the ability of employees to transform their existing knowledge, skills and abilities into high-tech products, highly qualified services.

MEASURING IMPACT OF COVID-19 ON CONSUMER BEHAVIOUR AND FACTORS DRIVING CONSUMER BEHAVIOUR THROUGH STATISTICAL TOOLS: A STUDY WITH RESPECT TO BENGALURU URBAN

Covid-19 impacted very much the consumer behaviour. With economic instability consumers are experiencing a transformation in behaviour (Seema Mehta et al. [10]). The consumers are put to financial constraints with a new twist which has healthcare, personal health, and well being concern. Gates [4] in his research work urged for a `wakeup call' for investments in capabilities, infrastructure and human resources for health, surveillance and management of deadly epidemic outbreaks. Covid-19 has disturbed the consumer habits of buying and shopping through lock down and physical distance (Sheth [6]). Changing consumer demographics, innovative technology and services gave room for birth for new habits, but the consumers have learned cope with work schedule, leisure and education boundaries. Covid-19 has brought geopolitical tensions which drastically impacted rationalist consumer behaviour. It has altered the consumption philosophy and the question before us is to verify whether the consumerism influenced by Covid-19 is going to alter the behaviour. The purpose of present research paper is to measure rank of the buying behaviours, and find factors driving consumer behaviour, social environment driving behaviour and drivers of buying decision process.

Resource generation challenges for burn care in Iran

Given the importance of investment in human and physical resources and knowledge in burn injuries for improving health service performance, this study endeavoured to identify resource production challenges in the burn care of Iran. In this descriptive qualitative study, semi-structured interviews were conducted with 21 key informants. The purposive sampling method was applied to select interviewees, and data collection through interviews was continued to achieve data saturation. Using the framework of Adams etal. for health resource production, the directed content analysis approach was undertaken to analyse the qualitative data. Three main themes and seven sub-themes were identified, and the main themes (sub-themes) were human (the lack of motivation, job stressors and the lack of clinical staff), physical (capital resources and consumables) and intellectual (burn care education and staff training) resources. In general, investment in different areas would help provide better burn services, including educating and empowering employees, motivating through identifying and defining their needs, and considering points for job stressors as work hardship, burnout and workplace harassment. Other areas of investment are increasing the recruitment of burn section personnel, providing burn specialized equipment and updating them, providing standard physical space, and supplying consumables such as medicines and dressings.

Investment Perspectives in Human Resources Management and Its Contribution on Organizational Performance and Competitive Advantages

Abstract
 The dynamics of business environment signed by the volatility, uncertainty, complexity and ambiguity (VUCA) is urging organizations to rethink and redefine their business strategies and the source of their performance and competitive advantage. Human resources (human capital) hold the most important role in achieving organizational goals through the alignment of human capital investment and the organizational strategy. This article investigates on how the organization manage and align the investment in human resources (human capital) with the strategy of the organization and does investment in human capital have impact to the organizational performance and contribute to the creating value and competitive advantages of the organization. Based on the literature reviews and previous researches, we found that the alignment of investment in human resource (human capital) and organizational strategy is mediated by strategic performance management system namely Balanced Scorecard. The investment in human resources (human capital) has positive impact on organizational performance. Finally, The investment in human resources (human capital) has positive contribution to value creation and competitive advantages of the organizations.

Strategy Handling Stunting and Poverty in Palembang City, Indonesia

Stunting that has occurred if not addressed will cause public health problems. Investments in human resources are important to improve competitiveness, and tackling stunting be a concrete step that greatly contribute to improving the quality of life of the people. The achievement of reducing stunting rates is still far from the target, so a systematic evaluation of government programs is needed. The study applies quantitative and qualitative methods to describe the conditions of stunting and poverty in Palembang City, the factors that cause poverty, analyzes opportunities, threats, strengths and weaknesses in empowering activities for the poor and formulates strategies to alleviate stunting and poverty. Strategies to accelerate stunting reduction are family food security and parenting that determine nutritional adequacy and are strengthened by coordination of poverty alleviation programs, namely the New Entrepreneurial Growth Program and empowerment of micro and small businesses. Areas near the river have water plants “enceng gondok” that can be processed into products of economic value and also as a solution for river hygiene. The government policy must also support this activity by requiring the use of water hyacinth handicraft products as a solution to reducing plastic use. In addition, there are mussels or shellfish typical of the city of Palembang and fish which can be used as innovative products for the development of typical Palembang food besides pempek and crackers. The programs designed can be implemented effectively and achieve the desired goals by socializing and maximizing the number and quality of assistants in accordance with the number of poor people who must be assisted on an ongoing basis.

Online Sales And Payment In Smes Financial Reporting Preparation

The objective to evaluate relationship between online sales & payment to financial preparation Small & Medium Enterprises. Ecommerce provideautomationtransaction processing through various information technology platforms can have impact in recording transaction and financial reports preparation.Quantitative research method uses Partial Least Square Structural Equation Modeling analysis with descriptive analysis of financial reporting preparation.Result, greatest positive impact Online Payment to Recording Transactions and Online Sales to Financial Statements as well as ability to explain from recording Transactions and Financial Statements in Average Determination state. Average 66.7% positive responsestoservice online features, completeness, accuracy and product sales notifications, 81% support for online payment speed & ease processing, economic value and level of use, 75% support for recording transactions on completeness, simplification and data security and 60% understanding SAK, ease of use, consistency in use, desire to increase understanding accounting and economic value in preparing formal financial reports. Constraints from online sales to financial reporting include infrastructure readiness, human resource adaptation, investment costs and Automation implementation. Overall evidence of digital transactions makes positive contribution to recording &reporting SMEs finances and becomes part of learning in the process of increasing digital iteration and digital transformation in the accounting sector.

Human Capital Reporting (HCR) and Shareholder Value Maximization in Listed Manufacturing Firms in Nigeria

This study examines the impact of human resource reporting (HCR) or disclosures on share price and earnings potential measured by the earnings per share. It adopts an ex-post causal research design and employs secondary data retrieved from annual reports of 30 selected manufacturing firms in Nigeria. Data was analyzed using descriptive statistics, correlation analysis and the quantile regression techniques. The research outcome from the distributional dynamics for share price tends to highlight that the effect of HRD-Index is significant at 5% for firms at high levels above average financial performance at Q[0.2.] - Q[0.4] and also significant at 5% for firms at average levels of firm value Q[0.5] and even below average levels Q[0.6]-Q[0.9]. Finding thus highlights that the impact of human resource disclosures on share price or market value may not necessarily be a function of the share price levels. The distributional dynamics for EPS used as the measure for earnings potential is similar to that which was observed for Share price and tends to highlight that the effect of human resource disclosure is significant at 5% for firms at high levels above average earnings per share measure of financial performance at Q[0.1], Q[0.2.], Q[0.3.] and Q[0.4.] and also significant at 5% for firms at average levels of financial performance Q[0.5] and even below average levels Q[0.6]-Q[0.8]. The recommendation is that human resource investments should not been looked at as an expense but as a competitive strategy of the firm.

Precision medicine in psychosis: Translating findings from research into clinical practice

Abstract Body Precision medicine is “an emerging approach for treatment and prevention that takes into account each person’s variability in genes, environment, and lifestyle” [1]. The terminology is increasingly used in psychiatry, and especially in research relevant to the prediction of psychosis onset, response to treatment and functional outcome. While this is an important step-forward for the discipline, at this stage it is very important to promote the translation of research findings into clinical practice, as much as possible. Nowadays the availability of machine learning and artificial intelligence tools, together with advances in data storage and data security, enable the integration of neuroimaging, biological, clinical and cognitive data. By overcoming current limitations in multiple domain data analysis these tools may lead to the identification of reliable diagnostic, prognostic and therapeutic markers in routine clinical care, as well as to the prediction of clinically meaningful outcomes (e.g., psychosis onset, symptomatic and functional outcome, and treatment response). Precision medicine in psychiatry is a developing science, deserving further large-scale research, translational approaches and refinement that, hopefully, will soon be an integral part of every-day clinical practice. However, challenges in pursuing this strategy should not be underestimated, and efforts should be made to constantly advocate for more investments in human and financial resources in psychiatry, and to concentrate on the use of widely available and not too expensive and time-consuming methods.1 Toward Precision Medicine. Building a Knowledge Network for Biomedical Research and a New Taxonomy of Disease. Washington, DC: National Academies Press; 2011.DisclosureNo significant relationships.

Causality Between Higher Education With Economic Growth In Indonesia

The aim of this study is to investigate the causality between higher education and economic growth in Indonesia in 1980-2017. The econometric approach of this study used the Vector Auto Regressive (VAR) and Granger Causality Test. The Empirical results show evidence of unidirectional causality between higher education and economic growth in lag 1 with α of 10%. These results indicate that education as a form of investment in human resources will affect the economy. This study also shows that economic growth does not affect higher education. This unidirectional causality can be explained that the economic growth that occurs does not directly increase the overall income of the community, meaning that the positive impact of growth can only be enjoyed largely by a group of high-income people.

THE HUMAN RESOURCE INVESTMENT IN HOTEL SECTOR: A CASE STUDY OF THE DIP PROGRAM

Recent investigations suggest that human capital investment influences and largely impacted the organization’s performance and success. Other human resource practices such as training and development may also improve the level of human capital in the firm. In this study, the human resource investment that aims to improve the level of knowledge and skills of mid-level managers, as well other features such as their managerial and leadership skills, employee engagement, and empowerment, that was practiced by The Datai Langkawi, will be the main focus. The program initiated by The Datai Resort in Langkawi called the ‘Datai Investing People’ or ‘DIP’ program, is a certification for an executive program for their mid-level managers and supervisors. A qualitative interview was conducted with nine of the DIP program participants, in investigating the impact and challenges of the DIP program. The data from the interview were recorded, transcribed verbatim, and analysed using thematic analysis. It was found that overall, participants of the DIP program were satisfied and mentioned improved managerial and leadership skills, personal development, and improvement, and improved interdepartmental communication and engagement as the impact of the DIP program. Meanwhile, among the challenges found are the approaches and method and unfamiliar classroom setting and environment of the DIP program. Furthermore, the program has successfully conducted and achieved its intended outcome for The Datai. As a pioneer of such a program, this could be a catalyst to promote human resource practices among hotels, in ensuring an improved organization’s performance and human capital’s knowledge and skills development.

School Library Resources Usage in a Faith-Based Secondary School

A school library advances the course of education and is made up of resources such as books, learning aids, audio-visual and serial publications. The ownership of a school library requires huge investments in physical, human and material resources. Many schools are unable to justify the investment due to lack of data on library usage and access to library resources. This work seeks to provide information on library resource use by students in a faith-based secondary school. The data was collected from attendance register and library inventory. Simple statistical analysis was carried out on the data. Results indicate that the day of the week does not affect use of library resources. There is also the need for a variety of library resources because the reading pattern of the students changes every week.

The extent to which training centers are committed to the standards of Technical and Vocational Training Corporation (TVTC) from the viewpoint of training supervisors in the Kingdom of Saudi Arabia: مدى التزام مراكز التدريب التقني والمهني في السعودية بمعايير المؤسسة العامة للتدريب التقني والمهني من منظور مشرفي المؤسسة

The current study aimed to identify the extent to which training centers are committed to the standards of Technical and Vocational Training Corporation (TVTC) from the viewpoint of training supervisors at Technical and Vocational Training Corporation (TVTC) in the Kingdom of Saudi Arabia. The study used the descriptive analytical approach, and the questionnaire was used as a tool to collect information. The study population included all training supervisors at Technical and Vocational Training Corporation (TVTC) in the Kingdom of Saudi Arabia whose number is (175) supervisors. The comprehensive survey method was used in the sample. The conclusions of the study revealed that there is a high level of commitment to the training standards determined by at Technical and Vocational Training Corporation (TVTC) at training centers, and it was found that there are some obstacles and difficulties that prevent achieving technical and vocational training standards in training centers in the Kingdom of Saudi Arabia. The study recommended the necessity to alleviate some of the legislations and laws that hinder the work of training centers in the Kingdom of Saudi Arabia. It also recommended that training centers have to rely on management and leadership for the optimal investment of human resources (HR) by motivating and encouraging them and identify the necessary needs for them to raise the level of their performance.

A meta-analytical study on the association of human resource management practices with financial, market and operational performance

Purpose: This article draws on the meta-analysis technique to systematically analyse and compare the association of human resource management (HRM) practices with financial, market and operational performance.Design/methodology/approach: An exhaustive search of HRM-performance link resulted in a final sample (k) of 24 independent studies. For this purpose, Comprehensive Meta-Analysis (Version 3.0) software was used. Heterogeneity of the studies was determined using Q-statistic with a p-value, I2, T2 and Tau. As the degree of heterogeneity was very high, random effects model was selected to estimate the mean of effects. Lastly, publication bias was studied using graphical and statistical methods.Findings/results: The results revealed the average correlational (r) association of HRM practices with financial performance, market performance and operational performance as 0.305, 0.434 and 0.311, respectively. More specifically, HRM practices have the strongest association with market performance.Practical implications: The results statistically quantify the association between HRM practices and organisational performance measures for developing desired knowledge, skills and abilities to generate higher and improved performance. The results of this study provide HR managers with evidence that right investment in human resources does significantly contribute to the bottom line; they should make better and higher allocation of the resources for HRM.Originality/value: To the best of our knowledge, this study is the first to meta-analytically examine the varying association of HRM with three distinct organisational performance measures.

A meta-analytical study on the association of human resource management practices with financial, market and operational performance

Purpose: This article draws on the meta-analysis technique to systematically analyse and compare the association of human resource management (HRM) practices with financial, market and operational performance. Design/methodology/approach: An exhaustive search of HRM-performance link resulted in a final sample ( k ) of 24 independent studies. For this purpose, Comprehensive Meta-Analysis (Version 3.0) software was used. Heterogeneity of the studies was determined using Q-statistic with a p -value, I 2 , T 2 and Tau. As the degree of heterogeneity was very high, random effects model was selected to estimate the mean of effects. Lastly, publication bias was studied using graphical and statistical methods. Findings/results: The results revealed the average correlational ( r ) association of HRM practices with financial performance, market performance and operational performance as 0.305, 0.434 and 0.311, respectively. More specifically, HRM practices have the strongest association with market performance. Practical implications: The results statistically quantify the association between HRM practices and organisational performance measures for developing desired knowledge, skills and abilities to generate higher and improved performance. The results of this study provide HR managers with evidence that right investment in human resources does significantly contribute to the bottom line; they should make better and higher allocation of the resources for HRM. Originality/value: To the best of our knowledge, this study is the first to meta-analytically examine the varying association of HRM with three distinct organisational performance measures.

Surviving an economic downturn: Dynamic capabilities of SMEs

This study examines dynamic capabilities contributing to SME survival and growth during an economic downturn. Adopting a qualitative approach using the collective, instrumental case-based method, we conducted forty interviews with both successful and unsuccessful franchisees and independent SMEs, business and franchising experts, and franchisors in Australia. A framework of SMEs’ success was developed. Under survival mechanisms, it confirms the importance of business owner characteristics and firm resources. Three dimensions of dynamic capabilities are sensing (business assessment and information acquisition), seizing (product portfolio decisions, and investment in technologies and human resources) and reconfiguring (innovation, decentralization and knowledge management). It was found that performative routine aspects were more dominant, demonstrating the flexibility and context-dependence in the deployment of dynamic capabilities among SMEs. The research fills a gap in the entrepreneurship literature by investigating SMEs’ dynamic capabilities in a turbulent market with a special focus on unravelling salient ostensive and performative routine aspects.

Engines need transmission belts: the importance of people in technology transfer offices

Over the last 20 years, universities and Public Research Organizations have increased their efforts to transfer their research results towards industrial applications in order to generate economic and social impact. Among many different actions, new technology transfer offices (TTOs) have been set up and existing ones strengthened. The present paper intends to evaluate the effects of a specific policy action launched by the Italian Patent and Trademark Office (UIBM) within the Italian Ministry of Economic Development (MISE), aimed at increasing the number of employees in TTOs to foster technology transfer in general and the valorization of intellectual property rights more specifically. Our results suggest that the impact of the UIBM policy action has been positive and that in some specific situations the impact was stronger. Our results therefore contribute to the technology transfer literature and can have implications for both academic research and decisions regarding investments in human resources in university TTOs.

The measles outbreak in Israel in 2018-19: lessons for COVID-19 pandemic

ABSTRACT During 2018–2019 Israel saw some 4300 measles cases in a country-wide epidemic. Increased measles incidence rates and considerable disease burden have been observed in under-vaccinated communities, predominantly Jewish ultraorthodox. The measles epidemic, despite proper public health handling, revealed susceptible population subgroups as well as gaps and lacking resources in the Israeli public health systems. In the COVID-19 pandemic in Israel, as of December 2020, the number of COVID-19 cases reported nationally was over 300,000 with approximately 3000 fatalities. Notably, minority groups such as the ultraorthodox Jewish community and the Arab community in Israel has been profoundly affected by the COVID-19 pandemic. We believe it is still possible to implement the key lessons from the measles outbreak in Israel that could aid in the COVID-19 response in Israel and elsewhere. These conceptions should include a social-based approach, investment in public health human resources and infrastructure, tackling root causes of inequalities, emphasis on trust and solidarity, proactive communication, need for political will, and proper use of epidemiological data as a basis for decision-making. In parallel to proper use of COVID-19 vaccines, when available, a ‘social vaccine’ is crucial as well as preparedness and response according to public health principles.

Effect of internal accounting control system on the value of cash holdings

ABSTRACT This study investigates the relationship between the adequacy of internal control personnel and the value of cash holdings. The internal control personnel of firms have a responsibility to ensure the reliability of financial statements, prevent corruption, and protect assets, including cash. Investors value cash based on its use by the company. The value of cash holdings declines when managers use cash to maximize private utility, while it increases when cash is used to create corporate value. The internal control personnel contribute towards increasing the value of cash holdings. The results show that an inadequate number of internal control personnel negatively impacts the value of cash holdings. However, investors ignore the expertise of such personnel when evaluating the value of cash holdings. These findings suggest an increase in firms’ understanding of the significance of human resource investment in terms of internal control and its impact on investors’ decisions.

The long arm of the neoliberal leviathan in the counter-trafficking field: the case of Portuguese NGOs

ABSTRACT In recent decades, in many countries including Portugal, human trafficking has become an important issue on political agendas, attracting increased investment of financial and human resources, and the growing involvement of civil society organizations. Employing a historical perspective, this article analyses the role of non-governmental organizations (NGOs) in the counter-trafficking field, in particular, in the conceptualization of human trafficking, the elaboration of counter-trafficking policies and practices, and NGOs’ potentials and limitations in challenging them. Using data obtained through prolonged empirical research, the article argues that in contexts characterized by a high level of institutionalization and structural weakness in organized civil society, NGOs have little chance to assume a role beyond serving as a long arm of the neoliberal state apparatus. Both the outsourcing of certain counter-trafficking services to NGOs and the controversial yet undisputed national security-focused approach to trafficking represent integral parts of the practical logics of the counter-trafficking field, which remains largely unquestioned by counter-trafficking NGOs. These logics include the silencing of any debate about prostitution, at least within the Portuguese counter-trafficking apparatus.

The Impact of Training on the Employees’ Career Path Development Case of the Algerian company: Oran Port Enterprise

This paper aimed to clarify the role that the training employees’ plays on the development of their career path in the company, training becomes a tool that company must use it to improve their performance and so achieve their goals, it becomes an investment in Human Resources! This study focused on two sides, the steps of training in the Oran Port Enterprises especially determination of training needs which is the most important step to develop the competency of employees, and the career path improvement in this company. The purpose of this article is answer the main question of the study which is to know how training contributes in the career path development of employees, and which can affect the performance of the Algerian company: Oran Port Enterprise. Firstable, we counted on the stages of scientific research by gathering information about the Oran Port Enterprise, after that we chose our sample; we elaborated the questionnaire to answer the questions. Secondly, we analysed the process of training in this company. Our sample contained 50 employees, we relied the descriptive analytical approach, a set of tools were used which is: observation, interview guide, questionnaire, in addition to the internal documents, the result of study assured that training contributes to drawing employees’ career path, by gaining knowledge and experience and thus occupying several positions and jobs in the company, the study concluded the following recommendations: providing sufficient period to train employees, involve all stakeholders in the process of designing the training plan, relying on training as basis for promotion and internal recruitment, and thus reducing costs. Finally, we have reached that training is an investment in human resources in the medium-and long-term, and it allows adapting with transformations and organizational changes in the level of external environment and within organization.