Population skills as an indicator of European countries' competitiveness in the modern economy

Radivojević, Vladimir; Kahrović, Ernad; Krstić, Miloš

doi:10.5937/vojdelo1905105r

Cited by 6 publications

(4 citation statements)

References 16 publications

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“…Human capital and their skills are the main drivers of economic growth and national competitiveness in the modern economy (Kordić & Milićević, 2018;Radivojević, Kahrović & Krstić 2019), "they introduce changes and innovations, they create additional value and they increase business efficiency, and thus the initiation of future organization performance" (Perić, Gašić, Stojiljković & Nešić, 2018, p. 618). Also, in the era of automation and digitalization, it is important to develop human capital in a firm to make them capable to handle new challenges (Nica, 2018;Stuken & Korzhova, 2019).…”

Section: Introductionmentioning

confidence: 99%

Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research

Poór

Slavić

Tóth

et al. 2020

Strategic Management

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In the Central and Eastern European (CEE) countries within the framework of the previous economic system, there were only traces of the features of modern human resource management (HRM). Since the political and economic changes, major transformation in the HRM practice has occurred, resulting in a development of the organizational position, role and practices of HR activity in the Central and Eastern European countries. The aim of our benchmark study is to compare the HRM practice of the CEE region with the other European countries and with the global HRM trends. The benchmarking study may show the region-specific characteristics of HRM practice in the CEE region. The comparison of specific HR variables (availability of HR departments and HR services, strategic importance of HR functions, budget of training and development, influences of Trade Unions) will be made based on the data of Cranet international research results from 2004 to 2016.

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Section: Introductionmentioning

confidence: 99%

Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research

Poór

Slavić

Tóth

et al. 2020

Strategic Management

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“…Such projects can be a good initiative to increase awareness amongst the general masses and to address the fears of teachers and management of inclusive education schools. UNICEF program titled "A lternate Learning Pathways (ALP)" is also yielding very positive results, where deprived and disabled individuals are brought into the loop of educational institutions (Radivojevićet al, 2019). In fact, ALP is part of UNICEF's broader initiative known as SCR or UNICEF Social Cohesion and Resilience program.…”

Section: Literature Reviewmentioning

confidence: 99%

The attitude of Teachers Towards Delayed Students in Mainstream Classrooms at Elementary Level in Pakistan

Kanwal,

Edwin,

Khattak

et al. 2021

J. manag. pract. humanit I am. sci

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After becoming a signatory of UNCRPD, inclusive education is a reality for approaching days; however, due to our already weak and socio-religiously confused educational system, teachers and parents of delayed students, are not ready to accept them in mainstream classrooms. The basic reason for such reluctance is lack of awareness and fears of added responsibilities, which may be associated with this major shift in educational methodology. The aim of the research is to understand the attitude and perception of teachers about the inclusive education concept. In this study, mixed-method research (both qualitative and quantitative) was used. The research instrument was developed according to the directions and guidance provided by experts with fourteen items, which were then shared with 100 elementary school teachers belonging from different Federally administered educational institutions in District Okara, and their responses were quanti􀅫ied for analysis. Moreover, interviews of senior teachers from the same educational institutions were also conducted to obtain a clear perspective of the issue. Convenience sampling techniques were used, and descriptive analysis was used to assess responses. Based on acquired data, results were 􀅫inalized, which showed reluctance by teachers due to lack of awareness as well as fear of additional responsibilities and expectations without any visible incentive. Moreover, neither required human resources nor infrastructures allow an inclusive schooling system to be adopted. Thus, a gradual approach towards implementation of a new concept along with concrete steps by the government is found to be the most viable option for approaching the issue.

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“…In the presented paper, the authors focused on selected elements of HRM system (Hauff, Alewell, and Hansen, 2017) in the company, which, in their opinion may affect the future competitive position of the company. These aspects include mainly, job descriptions (Pató, 2015) and employee specifications (Abd Rahman, Kek Siok, Khairunesa, Ng Kim, and Hairul Rizad Md, 2019), which allow to specify expectations of the company towards the employees, forms of conducting evaluation of employees (Kuzula and Cemal, 2016), as well as ways of using it, financing of employee development (Bagdadli and Gianecchini, 2019), employing talented people (Collings, Mellahi, and Cascio, 2019;De Boeck et al, 2018) and people with intercultural skills (Radivojević, Kahrović, and Krstić, 2019).…”

Section: Introductionmentioning

confidence: 99%

The Human Resources Management System in Slovakia and Poland – Chosen Aspects

Misiak-Kwit,

Wlodarczyk,

Mazur-Wierzbicka

et al. 2023

ERSJ

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Purpose:The primary objective of this paper is to identify similarities and differences between Slovak and Polish companies for selected elements of HRM. Design: Literature review and questionnaire research were conducted among 811 Polish and Slovak companies. The possibility of comparing these countries resulted mainly from the fact that both countries underwent transformation at the beginning of the 1990s and were struggling with similar problems resulting from political, economic, social and cultural changes. Findings: The paper presents the results of research on job descriptions, evaluation of employees, financing employee development and employing talented and intercultural people. The analysis and assessment of data obtained in the course of research has proved the existence of statisticall significant differences in selected elements of the system of HRM in Slovak and Polish companies. Practical Implications: For employees of HR departments, the results of the conducted research may indicate the directions of changes to clarify expectations for employees, ways to use the employee evaluation, financing employee development and employment of talents and people with intercultural skills. For business owners and management staff, the results of conducted research may be helpful in determining the consistency of the general strategy of the company with the adopted HRM strategy in the company and to indicate the directions of future changes in the HRM system in order to achieve compliance of these strategies. Originality Value: The findings allowed to suggest relevant recommendations for Slovak and Polish companies. A comparison of activities related to the functioning of selected aspects of the HRM system provided an opportunity to exchange good practices and experiences. This paper also indicates the need to constantly monitor the entire HRM process and its individual elements in the company.

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Population skills as an indicator of European countries' competitiveness in the modern economy

Cited by 6 publications

References 16 publications

Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research

Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research

The attitude of Teachers Towards Delayed Students in Mainstream Classrooms at Elementary Level in Pakistan

The Human Resources Management System in Slovakia and Poland – Chosen Aspects

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