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The lack of synergy between the HRM functions and the ambiguity of human resources business partnering (HRBP) role are significantly blocking the way of HR professionals to become business partners. The paper proposed a theoretical framework, based on Ibrahim (2015) model focusing on the antecedents of HRBP performance, and further link HRBP performance to Organizational Performance and effectiveness. We proposed that factors such as having HR Business Knowledge by Management, Top Management & Line Manager support to HRBP, Management understanding of HRBP’s Role, and Synergy between HRM practices, positively affect the performance of HRBP, and better performance would lead to increased Organizational Performance and effectiveness. To establish the empirical validity, we conducted a self-administered study, from 250 employees belongs to HR top management, line managers, and professionals working in the banking sector. Data were analyzed using confirmatory factor analysis and structured equation modeling. The results showed that among other factors, Synergy between HRM practices has a positive and significant influence on HRBP performance. However, HRBP performance positively and significantly affects both Organizational Performance and effectiveness. The findings revealed that HRBP would play an important and positive role to achieve goals, implement HR strategy, and also increased Synergy between HRM functions makes HRBP performance more effective.

The India is famous for its size, diversity and complexity, whether it be geographical, socioeconomic, cultural, political or developmental, all of which impact on every aspect of life, including education, training employment and workforce considerations. In the world level, India has one of the major technical human resources. Population of India’s is enormous at 1.21 billion. It is rapidly increasing at a rate of 17 percent and incorporating speedily into the international economy. India is one of the amongst the ‘young’ nations in the globe. The age group of 15-59 years is a proportionately increasing steadily of the work force. Education is the organised and thoughtful procedure that trains the beginner with knowledge, achievement of skills, ethics and attitudes which empowers them to partake efficiently in entire spheres of lifetime. Inclusive Education and Skill development training is indispensable tool of several plans to enhancing farm and nonfarm output that increases urban and rural incomes. Skill is the bridge between employment and workforce. Skills development is an imperative to enlightening domestic production, employability and income-earning prospects for persons through better-quality skills, knowledge and globally familiar qualifications to facilitate them to access decent employment, to encourage inclusive country development and to make sure India’s competitiveness in the international marketplace. It also is improving sustainable development and standard of livings. Skill development in a great scale takes off, executing organizations like government, institutes – both government and private, vocational training providers, and other such implementers will be tackled with challenges that originate at each sector of the ‘skill development value chain’. In this paper we analysis the demand for trainers and teachers till 2022 thru the crucial parts of the Education and Skill Development Sector in India.

In March of 2017, when we were blissfully ignorant of what was to come in that same month a few years later, an associate professor of political science named Robert Kelly was being interviewed on BBC from his home office in South Korea. About a minute into the interview, his four year old daughter pranced into the room, in the most literal sense of the word, followed by her little brother in a baby walker and, shortly thereafter, Kelly’s horrified spouse, Kim Jung-A, who scrambled to collect the kids and close the office door. That viral BBC interview, which now has tens of millions of views on YouTube, took place long before our collective experiment in working from home. While Kelly’s experience was truly novel in 2017, it feels like just another day at the office in 2020. If we have not personally had a kid “bust down the door,” as my toddlers like to say, during a Zoom call, then we have seen someone else’s kid do the same. While Kelly’s interview may have still gone viral if it had happened today—this was live on BBC, after all—the whole thing feels far more familiar than it once did. COVID-19 has upended the workplace as we know it. Employment experts widely speculate that certain industries have fast-forwarded in the direction of working remotely by years. If the future of work for many employees is primarily virtual, what challenges does this entail for employers? What new rights might employees have coming out of the pandemic? In industries that continue operating in person, how should employers accommodate vulnerable employees who request to work remotely? What about non-vulnerable employees who are simply afraid to come in? While analyzing these and related questions, this article explores the arguments for and against remote work. It goes on to show that the “hybrid workplace,” in which more people work from home more of the time, is our likely future. The article considers the new challenges this raises for employers and the new rights that it bestows on employees. The article concludes by arguing that giving employees choice about their work location is a mechanism for employers to avoid potential liability while boosting workplace morale and increasing productivity; creating a win-win for employees and employers alike.

The research work presented in this paper is related to the design and development of a framework based on the Blockchain technology for the upscaling of modern academic education. The goal is to securely and successfully connect the multiple stakeholders involved in the academic education, including students, universities, research organizations and industries as well. Based on the concept of the distributed ledger, each stakeholder maintains a copy of the Blockchain locally, ensuring valuable information, such as achievements, projects, intellectual property, and patents/inventions. By extension, the proposed framework can act as a reward system for the academic stakeholders, i.e. the universities and the students. On the one hand, students via the creation of a virtual wallet can gather reward points based on their performance, their achievements as well as their participation in Teaching Factories (TF). On the other hand, universities can benefit from this framework as regards their accreditation, in worldwide basis. Concretely, with the participation in TF, award points are provided to these organizations, which act as a proof of the educational quality they provide to the students. Similarly, industries and research foundations, are also rewarded for their participation in such TF. The TF in the proposed framework can be realized as Smart contracts created by the industries and undertaken by the academic or research organizations. Furthermore, with the proposed framework human resources managers are facilitated in selecting competent and adequately qualified professionals. The selection of the professionals is based on their academic portfolio, which is part of the distributed ledger. Therefore under the scope of this research work, a group of young engineers was formed. The students had the opportunity to get familiar with the concept of Blockchain and assisted in the conceptualization and development of a distributed Teaching Factory platform based on the Blockchain Technology.

In today’s volatile global market, outdated human resources practices continue to cause value-driven talent loss. Corporate executives have sparse information on the needed competency characteristics for an innovative talent leader whose primary responsibility is retaining value-driven talent to support organizational competitive advantage. This multiple case study addressed talent management experts’ views on an innovative talent leader's competency characteristics. Semistructured interviews with 10 participants, journaling field notes, and archival data constituted the multiple data sources. Through thematic analysis and cross-case synthesis and analysis, six categories enclosing 16 themes were identified. The analysis allowed informing corporate executives on novel and creative means to prevent talent loss while evolving outdated human resources processes that lead to exit behaviors. The results are an original contribution to the theoretical literature on talent management leader roles that have yet to be introduced theoretically or developed conceptually within the talent management body of knowledge or scholarly literature. Recommendations are made for future research directions and social change initiatives on talent management leadership roles within organizations to better support sustainability goal agendas.

Using Krippendorf's qualitative content analysis, this study uses comments from 96 Human Resources professionals to discover how they deal with workplace bullying. Four theme emerged, which confirmed that leadership must charge HR to engage effectively to resolve workplace bullying in higher education

What is the causal impact of managerial attention on employee attrition, productivity, and well-being? How should firms strategically allocate managerial attention among workers? We formulate a theory that illustrates how different attention allocation strategies influence workers’ updated beliefs about the manager’s type, and, in turn, employee performance. To test the theoretical predictions of the model, we conduct a 6-month randomized control trial at a leading multi-national spa chain with 157 stores and more than 10,000 workers in China. In the experiment, managers are given a weekly list of employees with whom they are required to have a standardized, private conversation. We compare the random allocation method, where attention allocation is uncorrelated with any employee characteristics, to the directed allocation method, where managers focus on employees with more negative emotions and therefore higher attrition probabilities. We document significant causal effects of managerial attention on employee attrition and well-being. Consistent with the theory, we find that random allocation of managerial attention is more effective than directed allocation in reducing turnover.

Despite the growing use and adoption of information and communication technologies (ICTs) in government, few studies investigate how ICTs impact the well-being of public managers in the workplace. Information system and psychology studies define “techno-stress” as a form of stress stemming from the social and technical changes brought by ICTs use. Public managers likely experience techno-stress as ICTs become pervasive in their professional and private life and add new demands to their workload. Using nationwide 2014-survey data of 2,500 local government managers, we focus on technology use and individual and organizational practices around ICT use to investigate their effect on techno-stress. We find that ICT use for professional purposes increases techno-stress but public organizations can reduce techno-stress by providing policies and guidelines on ICT use. Personal use of ICTs and electronic monitoring do not affect techno-stress. We discuss implications for technology and human resource management in public organizations.

Nations that embark on a deliberate journey towards self-organization and capacitation through systematic human capital planning, development, talent identification and maximum exploitation of their national talent to achieve the highest impacts in targeted fields of human activity, tend to gravitate towards economic prosperity faster than others. This paper explores the potential of STEM as a human capital development strategy for the industrialization and modernization of Zimbabwe. The research adopted a mixed method research approach which allowed the researcher to gain insight into enquiring the matter under investigation. In-depth interviews with 12 officials from Zimbabwe Manpower Development Fund and Principals of Polytechnics were done and they were purposively selected to take part in the study. Data from 30 questionnaires were used to support and triangulate claims made form in-depth interviews. The findings of the paper noted that STEM education offers competent graduates that will drive the Zimbabwean industrialization agenda create employment and modernize the country. The study results realized that policy inconsistency, corruption and nepotism were negatively affecting the initiative as officials embezzle funds and non deserving people are benefiting from the scheme by sending their children to private school while the initiative is meant for students from public schools. Though the initiative is noble the researcher noted that the staff in schools, polytechnics and universities lacks the desired skills for the STEM agenda to be achieved. In a way the policy framework of STEM education needs to be capacitated to develop competent human resources. The paper recommends that innovation centers should be developed and synergies with foreign companies should be made. The paper also recommends that there should be high level of investment on human capital in STEM education and corruption and nepotism should be curbed so as to produce positive efficiency effect for productivity growth and modernization of Zimbabwe.

Firms with good management practices optimize and synthesize human resources, leadership, and technical and conceptual skills to enhance firm value. In this paper, we examine the role of management practices in merger and acquisition (M&A) decisions. M&A decisions are among the most important corporate decisions, on which firms spend a lot of resources and managerial qualities. We estimate management practices as a latent variable using a structural equation production model and Bayesian techniques. The key advantage of the Bayesian approach is the use of informative priors from survey-based management estimation methods, which are however available for a limited number of firms. Subsequently, we examine the effect of management practices on takeover events. We first show that management practices, on average, increase the probability of M&A deals. However, we also uncover a nonlinear U-shaped effect, which is consistent with the theoretical premise that poor management leads to many value-decreasing M&A deals, whereas good management leads to many value-increasing M&A deals.

This study examines the relationship between technology inclusion and educational investment made by the Indonesian government on economic growth in Indonesia. This study uses secondary data from world banks and processed regression using the moving average autoregression method. We found that education and technology inclusion were positively related to economic growth. This indicates that education and technology inclusion in Indonesia contribute to economic growth in Indonesia.

Since the performance of cooperative marketing in India is not very impressive and as they are yet to show their presence in several areas encompassing marketing of agricultural produce, a number of measures need to be initiated to truly exploit their potential for which they have been established. The suggested measures encompass strengthening of existing societies, diversification drive for their various activities, development of multi-purpose societies, restriction imposed on membership, minimum government interference, inculcation of cooperative ideology among members and staff associated with the societies, representation of small and marginal farmers, dependence on well educated and trained personnel, provision of some minimum facilities at the base level, etc. Of late, efforts are initiated by the Government of India to formulate a National Policy on Co-operatives. In view of autonomous characters and priority to human resource development and professionalism, the policy is likely to support values and principles of co-operation. Since co-operative system in India has the capacity as well as potential to offset negative externalities emanating in the process of globalization and liberalization, they will continue to play a dominant role not only in employment generation but also in poverty alleviation with profound influence on production enterprises.

This study aimed to determine Factors Affecting the Success of Implementing Cashier (Point of Sales) Accounting Application in business activities for buyer and seller. In this study, the independent variables (X) were Quality of Point of Sales System, Quality of Information, Quality of Human Resources, and Output Quality Generated. Meanwhile, the dependent variable (Y) was Successful Application of Point of Sales. The Effectiveness and Implementation of POS Application Implementation was used as intervening variable. The research data was collected by questionnaire. 74 questionnaires could be processed further. The hypotheses were analyzed by Structural Equation Model (SEM) using SmartPLS software 3.0. The result of the study was Quality of Point of Sales System, Quality of Information, Quality of Human Resources didn’t affect the Effectiveness and Efficiency of Point of Sales Application Implementation. Effectiveness and Efficiency of Point of Sales Application Implementation didn’t affect the Successful Accounting Application of Point of Sales.

Trade unions sponsored the political campaigns of candidates running for office in many countries throughout the 20th century. Yet little is known about the electoral consequences of these sponsorship arrangements. I study how union sponsorship affected the electoral performance of parliamentary candidates in Great Britain (1900-2019). On the basis of archival material, I collect new data on universe of union-sponsored candidates, and new data on all parliamentary candidates and their electoral campaigns. Employing a series of difference-in-differences designs, I examine how sponsorship affected candidate nominations and general elections. The results show that attaining a union sponsorship increases the probability that a candidate wins the nomination in an electorally attractive constituency. Second, sponsorship causes an inflow of financial and human resources into constituencies, engendering a professionalization of political campaigns and party organizations. Third, union sponsorship approximately causes a six-percentage-point increase in the average candidate's vote share, and two-thirds of this advantage is driven by nomination in better constituencies, while campaign spending account for the remaining boost in performance. Finally, heterogeneity in the treatment effect indicates that the electoral influence of unions is strongest in time periods and in industries where substantial government interventions affected the labor market.

Artificial Intelligence has become an input to the production of goods and services. Therefore, a general question is there that "How the labor hour/human resource will be replaced by the artificial intelligence?". To answer this question the paper considers that both artificial intelligence and the human resources are the inputs to the firm and explains the choice between the two with reference to the Customer Relationship Management. The paper derives the individual firm's and the industry demand functions of the artificial intelligence and the human resources when both are present in the production of the identical or closely related goods and services. Moreover, the paper also shows the strategic behavior of an individual firm with the industry in selecting the artificial Intelligence and the human Resources. It has been shown that the individual firm's choice in the industry depends on the choice of the industry leader. The paper explains the super modular game between the firms in an industry.

By the 21st century, the formation of a positive image of the country for the establishment of effective international relations has become a strategic task of any modern state. It directly affects the activities of the state, its successful cooperation in the international market. In the modern world, the country cannot develop without cooperation with other States in the economic, socio-political, cultural, scientific, technical, educational and information spheres. The state image is a General concept reflecting a dynamic phenomenon, which is formed first of all as a result of the purposeful information policy of the state; secondly, under the influence of its natural factors, history, culture, geographical location, availability of economic and human resources, and other objective factors. At the same time, it is also associated with a subjective factor, such as the attitude of a person to a particular place, art or national cultural values: impression, imagination, the formation of interest. An important factor in the formation of a positive image of the state is its "cultural diplomacy". There are many studies in this field abroad. However, scientific research on the development of a positive image of the state on the materials of Uzbekistan and its place in international relations has not been enough. Based on this, in this article I studied the factors, prospects and importance of the development of a positive image of Uzbekistan.

There are many reasons for workplace bullying which typically focuses on the bully. However, the organization must be ripe for bad behaviors to take hold. In order to stop workplace bullying, Human Resources must. be charged to handle the problem, and leadership must communicate and behave in a way that clearly prohibits workplace bullying campus

The ongoing pandemic has brought about fear and uncertainty in the minds of people across the world. Organizations are sure to undergo many changes in the post-COVID-19 ecosphere. HR environment is one of the key areas that will face numerous changes as a result of the changing times. Even in the absence of the pandemic, there are a multitude of standards set for the HR environment, since it has a major influence on employee morale and productivity. A professional often expects standards of equality amongst different workers concerning remuneration, opportunities, and career development. The bridge between this expectation and the organizational reality is sure to expand in the aftermath of the pandemic. This paper thus aims to identify the expectations of professionals in various organizations, concerning the HR environment by surveying individuals from various professional organizations to derive inferences as to how much the pandemic has influenced the expectations of a standard HR environment and what organizations plan on doing in order to maintain a reputable standard for their HR environments.

Korea's agriculture is facing a crisis due to the expansion of market opening, the decrease in agricultural population, and the aging population. In this situation, the need for a "6th industry" to revive the economy of agriculture is emphasized by the convergence of agricultural-based primary industries, secondary industries and tertiary industries. As a solution to the agricultural problem, it is urgent to improve production and reduce labor through automation, and smart agriculture, which combines IoT technologies, is suggested as a solution. It is also necessary to provide customer demand information for each industry for the 6th industry through the convergence of big data technologies. With the application of the fourth industrial revolution technology to our agricultural sector, all fields from production to distribution and consumption are changing, and new ICT technologies centered on the Internet of Things are actively introduced in the precision agriculture sector centered on smart farms. Under these circumstances, it is no exaggeration to say that the success or failure of the 6th industry in agriculture depends on the professionalism of the workforce and the securing of the professional workforce. Therefore, this study intends to examine big data and smart farms for the successful 6th industry and provide implications for fostering professional human resources necessary for them.

This study examined the effect of entrepreneurial competency on competitive advantage of hotels in Nigeria. The population of the study consisted of forty (40) managers of small and medium sized hotels operating in Abuja. This study made used cross sectional survey research design. The study made use of primary source of data through structured questionnaire. Pearson Product Moment Correlation was used to test the study hypotheses, with the help of SPSS 25.0. The study revealed that the entrepreneurial competencies of organizations can result in the competitive advantage of the firm if appropriately harnessed. Organizations that engage in the effective use of entrepreneurial competency have competitive advantage in their given industry. The study concluded that planning/management, mobilizing resources as well as learning through experience enhance competitive advantage of hotels in Nigeria. The study therefore recommended that hotel organizations should invest in training of their employees, as the human resource is an important internal strength of every organization and organizations should involve professionals who have experience in their work areas in order to increase the level of entrepreneurial competencies that lead to competitive advantage of the organization.

Strategic Human Resource Management covers the concepts and practices that guide and align Human Resource Management philosophy, tactical planning and practice with the strategic and long term goals of the organization, with a particular focus on human capital. Strategic approach to Human Resource Management Practices has to focus on turning organization and its people to become achievers and not merely remain performers. The present enquiry is a case study of Visakhapatnam Steel Plant, one of the major steel industries in Andhra Pradesh. This study is a modest attempt to fill up the gap as to know what is going on in the organization in regard to strategic management of human resources. Knowledge management and managing the knowledge workers are the major challenges in the new millennium.

Human Resources professionals often comment that their offices would have more power if they reported directly to a cabinet level position. This research uses a Chi Square analysis of 165 HR professionals. The findings confirm that the organizational placement of HR offices is irrelevant in curtailing workplace bullying in higher education.

This is a short article describing Digital transformation as a change-oriented approach that leverages new way of doing the business along with existing businesses across the globe. In prevalent business situations, there is huge transformation of business across industry. The most important thing here is that biggest challenge for all types of organization either small or large it makes sense to adapt digital technology which should sync with the organization. This short article is taken up to explore the various role and nature of Human Resources department in adapting the digital technologies which in turn leads to digital economy. At the same time, it is important that creating value to customers to the customers in digital world is the new challenge in prevalent situation.

This study assesses the emergency policy intervention of the Human Resource Department (HRD)at the employee's housing during the Curfew and Pandemic Lockdown in Kuwait. In this case, the study applies interviews using a structured questionnaire and observation. This study is a qualitative study that primarily uses interviews and observations. Interview and observations are used to gather some feedback from the respondents while comparing the regular or normal-day protocol and emergency protocols in the employees’ housing. The researcher makes use of the total population sampling as a type of purposive sampling. The respondents’ demographics show that majority are mature employees who have reached their level of expertise in doing the right things for the right reasons in policy execution that contributed to the success of their policy execution. The Disaster Risk and Reduction Team (DRRT) regarded the implementation to be responsive since the majority of the employees abide by the policies and that, the housing is not infiltrated by the virus. The role of HRD is vital in Risk management. HRD plans according to considerations, primarily in the promotion of the welfare of its people. It serves as the backbone of policy planning, while the DRRT serves as the frontlines of the housing. They are the implementor of the plans serve by HRD. Yes, there is a significant relationship between the emergency policies and the safety of employees. It is the policies that limit the actions of the employee actions that are distinctive during the regular free-pandemic days. Without the emergency policies, the safety of the employees may be at risk that could probably infect employees in the organization and cause the rise of COVID-19 patients in the country.

In an age where knowledge assets play significant roles in the economic development of nations, the patent system has become one of the essential drivers of technological and economic advancement. Thus, the essence of examining inventions is to ensure good quality of patents granted by a patent office and to ensure that such patent applications satisfy the novelty, inventive step, and industrial application criteria. It is standard practice in most countries that patent applications by patentees go through examination processes before they are granted patents. Local patent rules usually guide such examination processes. The Nigerian patent system is not an exception to such practice. However, it suffices to submit only necessary documents for inspection by officials of the Nigerian Patent Registry before a patent is granted. This process of registering patents in Nigeria, which is the depository process of examination, is not thorough compared to the substantive method of examination. The substantive procedure is lacking in the Nigerian patent system. The need for a substantive process of examination in Nigeria is what this article discusses. The article recommends a mix of both the depository and the substantive process of examination in Nigeria, as practised in some countries to issue quality patents that would aid technological and economic growth in the country. The article also concludes that much more needs to be done by the government and policymakers in Nigeria in terms of funds, human resources, and other things to ensure the institution and sustenance of a substantive method of examination of patent applications.

Nepal is a developing country. The modern history of education for the ruling class began in 1854 AD but for the mass, it opened when the armed revolution overthrown the Rana Regime in 1951. The curriculum's proper shape had made by the first education commission of Nepal on the 2011 BS. The study carried out with the study of Nepal's curriculum formation process and found a highly centralized curriculum. This has taken a long time to adjust to the changing demand of the market nationally and internationally. Market and education found not compatible with one another and the country itself has some challenges such the implementation of the policy, regular updating curriculum and researching the effectiveness of the curriculum to make it compatible with the market, financial constraints, small amount 1% of GDP separated to the Technical education, it is highly theoretical, minimum of effort to make it practical, lack of workshops, short term technical and vocational education not credited for higher education. The policymaker have also problems not knowing in the global arena in the field of Technical and vocational education, the world is moving on in the 4th Industrial revolution (4IR) with humanoid robotics, virtual world,3D printing, etc. It has created tremendous pressure on the TVET sector to adjust in curriculum and infrastructure development and human resource development to handle the changes to Nepal and for under developing and developing countries, they are far behind to understand the importance of 4IR and preparing themselves. The outcome of the study made some recommendations to policymakers, private sector, implementers, and curriculum developer; those recommendations suggested preparing the human capital to accept the 4IR, prepare infrastructure, research in the curriculum as a continuous process, make TVET institute independent to adjust the incoming challenges, train people time and again, developed a well-equipped institute to train the trainer to cope with the changing pattern of the TVET sector.

The impact of the still ongoing “Coronavirus Disease 2019” (COVID-19) pandemic has been and is still vast, affecting not only global human health and stretching healthcare facilities, but also profoundly disrupting societal and economic systems worldwide. The nature of the way the virus spreads causes cases to come in further recurring waves. This is due a complex array of biological, societal and environmental factors, including the novel nature of the emerging pathogen. Other parameters explaining the epidemic trend consisting of recurring waves are logistic–organizational challenges in the implementation of the vaccine roll-out, scarcity of doses and human resources, seasonality, meteorological drivers, and community heterogeneity, as well as cycles of strengthening and easing/lifting of the mitigation interventions. Therefore, it is crucial to be able to have an early alert system to identify when another wave of cases is about to occur. The availability of a variety of newly developed indicators allows for the exploration of multi-feature prediction models for case data. Ten indicators were selected as features for our prediction model. The model chosen is a Recurrent Neural Network with Long Short-Term Memory. This paper documents the development of an early alert/detection system that functions by predicting future daily confirmed cases based on a series of features that include mobility and stringency indices, and epidemiological parameters. The model is trained on the intermittent period in between the first and the second wave, in all of the South African provinces.

Prior studies support that culture as well as institution influences the way a multinational corporation (MNC) subsidiary implements human resource (HR) practices. However, they tend to ignore variations in HR practices. Through an extensive review of the literature, the current paper asserts that the cultural effect on the implementation of HR practices varies depending on the type of HR practices. To support this view, the paper discusses how MNC subsidiaries implement distinct types of HR practices transferred from the MNC parent. The HR practices discussed are: (1) recruitment, (2) employee training and development, (3) performance appraisal, (4) compensation, benefits, and pensions, (5) teamwork, and (6) quality control (QC) circles. The differences in the implementation of HR practices caused by culture seem to be salient in HR practices where personal relationships are essential. Namely, (3) performance appraisal seems to be the most culturally sensitive. (1) Recruitment is also culturally sensitive as culture determines how and whom subsidiaries recruit. However, it is also subject to institutional effects because an MNC parent controls it by setting internal regulations. Cultural effects on (4) compensation, benefits, and pensions cannot be ignored either. Yet, institutional effects seem to be stronger than culture because minimum wages and pensions are regulated by companies and governments. Although culture can influence the time and the types of (2) employee training and development, its impact on this practice seems smaller than that on the previous three practices. Finally, it is hard to grasp the real cultural effects on (5) teamwork and (6) QC circles. When these ‘popular’ HR practices are explicitly codified, they become highly transferable. Thanks to the codification, subsidiaries can ceremoniously implement them by simply copying forms, avoiding cultural effects.

We experimentally study whether public beliefs about ethnic discrimination, an emotionally loaded issue, are shifted more by information from experts or from ordinary people. We also examine whether people are inclined to choose the most influential sources. For this purpose, we combine, in a novel design, the random provision of information from different sources with endogenous information acquisition from the same sources. We find that individuals update their beliefs most in response to information from experts, namely researchers studying ethnic minorities and human resource managers. Exogenous adjustments in beliefs do not induce changes in attitudes to ethnic minorities. Consistent with the strength of belief updating, more individuals choose information from experts over information from ordinary people. This result suggests that, in the aggregate, people behave rationally as they favor a source that is perceived to be relatively accurate. The findings have implications for information dissemination policies.

Over 100 years since its amalgamation as a British colony and protectorate, and 61 years since its independence, the "Giant of Africa" - Nigeria, has fallen short of even the most pessimistic projections of its potential. In terms of development, economic advancement, standard of living and social welfare, Nigeria consistently ranks amongst the worst performing countries in the world, in spite of its being blessed with tremendous natural and human resources and being one of the world's largest producers of crude oil. Despite its longstanding claim to being an indissoluble federal republic, the country is rife with ethnic and religious conflict, agitations for "true federalism" and even secession. Following from the foregoing, this paper examines some of the foundational issues that have continually hindered Nigeria's development - its constitutional crisis of identity, its pseudo-federalism and the impotence of its constituent parts. The paper shall examine the features of a model federalist state, with a view to determining the veracity of Nigeria's claim to the practice of federalism, and shall propose a socio-political reorganisation towards designing an efficient governance model that reflects the heterogenous developmental needs of Nigeria's constituent parts.

Human resources are one of the important factors in a company to achieve its goals and objectives, because human resources are one of the factors determining the success or failure of a company in achieving its goals. Human resource development is basically an increase in employee performance that reflects the ability of organizational members to work, meaning that the performance of each employee is assessed and measured according to the criteria set by the organization Organizations are systems and human activities that work together. In line with that the organization is said to be a rational coordination of the activities of a number of people to achieve goals. Therefore, the organization expects that employees can excel and be able to create conditional conditions. So that employees will not experience boredom, boredom and feeling lazy to work which results in decreased morale. If morale decreases, it can result in a decrease in employee performance. Decreased employee performance can result in losses in the organization. Improved employee performance will bring progress for the company to be able to survive in an unstable business environment competition. Therefore, efforts to improve employee performance are the most serious management challenges because the success in achieving the goals and survival of the company depends on the quality of the performance of human resources in it. Tokopedia is an online marketplace that allows individuals and business owners in Indonesia to open and manage their online store easily and free of cost, while providing a safe and comfortable online buying and selling experience. Tokopedia is one of the largest and fastest growing internet companies in Indonesia with a vision of “Building a better Indonesia through the internet”. This online buying and selling (start-up) has an office based in Jakarta and a website registered with the name Tokopedia.com. This encyclopedia of online shops in Indonesia takes the form of an online mall that brings together sellers and buyers and allows for safer and more convenient online buying and selling transactions. Tokopedia provides a means of buying and selling online, where anyone can open an online store and serve buyers from all over Indonesia. Tokopedia users, commonly called Toppers, can sell new and used goods through Tokopedia, even though the majority of items sold are new and at a predetermined price. Tokopedia was founded by William Tanuwijaya and Leontinus Alpha Edison on February 6, 2009 and its product, the www.Tokopedia.com website, was officially launched on August 17, 2009. Tokopedia received initial funding of Rp. 2.5 billion from PT. Indonusa Dwitama (a subsidiary of the Nusapati Group) which is an investment company in the field of boksite mining, oil palm cultivation, online shops, trading in the oil and energy sector as well as financial services in February 2009. While it is still in the "closed" version where users are only by invitation, Tokopedia won BubuAwards 2009 with the “Corporate Awards E-commerce Category”. Tokopedia received further investment funds from East Ventures, a Singapore-based company that focuses on investing in the growing internet business. Tokopedia was selected as Marketeers of the Year for the e-commerce sector at the Markplus Conference held by Markplus Inc in 2014. This award was obtained because Tokopedia has contributed to developing online businesses in Indonesia. Being a bridge that connects millions of people who want to create opportunities, Tokopedia was awarded the Best Company in Customer Industry at the 2016 Indonesia Digital Economy Award. Entering the 7th year of establishing Tokopedia, William Tanuwijaya as CEO and Co-Founder of Tokopedia was chosen to represent Indonesia as the Young Global Leader at the World Economic Forum. Back then, our CEO was seen as one of the most influential young leaders in Asia-Pacific for having created promising innovations for the younger generation. Tokopedia has a Marketplace that provides the most diverse selection of products in Indonesia. Tokopedia has collaborated with more than 10 million sellers, various official stores and logistics and payment partners to provide the best experience for its customers.

Sexual orientation, gender identity and expression, and sex characteristics (SOGIESC) have been on the UN’s agenda for more than twenty-five years. Many of the earliest developments took place in the UN human rights mechanisms and Human Rights Council. Increasingly, however, UN agencies, funds, and programs are also integrating SOGIESC into their policy and programming. This paper explores what these UN entities have been doing to respect, protect, promote, and fulfill the rights of lesbian, gay, bisexual, transgender, and intersex (LGBTI) people. It looks at how the UN’s work on SOGIESC has intersected with its work on human rights, global public health, development, humanitarian affairs, peace and security, and gender. It also assesses what has been driving forward policy and programming on SOGIESC and the barriers that have held back further progress. The paper concludes with recommendations for the UN Secretariat, UN agencies, funds, and programs, supportive UN member states, and LGBTI activists across five areas: -Building the human resources needed to institutionalize the UN’s work on SOGIESC; -Making the UN a safe and accepting workplace for LGBTI people; -Mainstreaming and coordinating work on SOGIESC; -Strengthening partnerships between the UN and other actors; and -Continuing to expand policy and programming on SOGIESC into new areas.

Currently the world economy is experiencing heavy pressure caused by the COVID-19 virus or what is known as the corona virus. This virus is coming to be known by the wider community in 2020. This topic aims to discuss whether the global impact caused by corona to the world economy, especially in the field of e-commerce services at PT. Shopee Internasional Indonesia. Seeing economic development and the impact of the economy not only on the economic sphere, but health and culture also have an impact on the economy. Evidenced by the spread of the corona virus has a negative impact on the economy. Technology that is developing so rapidly should be able to be utilized by business people. The use of the right technology will be able to improve company performance. Long, complicated and time-consuming business processes can be more efficient and help reduce costs. E-commerce is a technology that should be applied in companies. E-commerce is the answer to the demands of globalization. The fast growing growth of internet users should be the reason why companies should try to implement e-commerce, even though the development of e-commerce users is not that impressive compared to the growth of internet users. The phenomenon of e-commerce is not well understood and supported, especially in developing countries like Indonesia. The application of e-commerce will be able to increase the competitive advantage of the company. The implementation of e-commerce requires a mature strategy that has been decided by the management of the company, including preparing my resources for reliable technology and human resources in the field of information technology. Build an information system to manage company operations. Has a fast and short service and transaction mechanism with good security. Establish good cooperation with suppliers and distributors. If all of the above can be done properly, it will be able to increase the company's competitive advantage.

This study investigates the association between human resource investment in information technology (IT) controls over financial reporting and its investment efficiency. To conduct the analysis, it uses novel hand-collected data on the number of IT control personnel. In particular, it uses the ratio of (1) the number of IT control personnel, (2) the number of IT control personnel who are certified public accountants to the total number of employees in a firm, and (3) the natural logarithm of average working experience of IT control personnel in months as a proxy for human resource investment in IT controls. This study finds that such investment is negatively associated with the firm's abnormal investment, suggesting that investing in IT control personnel enhances a firm's investment efficiency. Furthermore, not only quantitative but also qualitative investment in IT control personnel improves investment efficiency. We also find that the association between human resource investment in IT controls and a firm's investment efficiency is more pronounced for firms with lower financial reporting quality and information environment. The results of this study provide useful implications for management, regulators, and market participants, as they demonstrate the positive role of investment in IT control personnel on the firm's internal decision.

Since the establishment of the ASEAN Economic Community (AEC) on 31st December 2015, the members have achieved a significant milestone in the region's comprehensive and growing political, economic, and cultural integration, and each state has actively involved in this process by their own. This paper aims to provide of particular policies in education sector of Vietnamese government on moving labor among ASEAN members while exercising the region's specific commitments to open freely common market under the AEC framework towards sustainable development. We therefore apply deductive approach involving depth interview of proffesionals, academic in service sector and fieldtrip in some Vietnam's universities to investigate the practical evidence to expose the policies in developing education system. The findings of the study reveal the suggestions for supporting the Vietnamese government and stakeholders' engagement to promote high quality human resource in service sector in the Community.

Often, administrators believe that workplace bullying can be ignored because it is not prohibited legally. This paper examines the likelihood that workplace bullying leads to expensive lawsuits. A chi square analysis confirms the association on a statistically significant level.

The continuous shortage of music, PE and art teachers in rural primary schools in China has become an important issue affecting the balanced development of rural basic education. To investigate the shortage of teachers of music, PE and art in rural primary schools, this study mainly adopts qualitative research method to enter the field research site and to cohabit with rural primary school teachers. After a one-year field study, a large number of first-hand materials were collected, and the interview results were processed and analyzed using Nvivol12 software. The findings show that the root cause of the shortage of music, PE and art teachers in rural primary schools is not the insufficient supply of educational human resources but the social spillover problem caused by the needs of professional role adjustment and professional role transformation in rural primary schools.

This is a case study on work place bullying that takes place at a fictional community college. The study presents two characters with different experiences and opportunities to resolve conflict. The author presents the advantages and disadvantages of the study and explores ways that the Human resources personnel can address the bullying behavior.

Employment law issues impact all business enterprises in both for-profit and non-profit settings. Examples illustrating the enormous costs of violating or simply being accused of running afoul of employment laws abound. In addition, the cost to defend these lawsuits can quickly become very large and even result in the actual failure of small, thinly-capitalized enterprises. The purpose of this introduction to employment law is to provide anyone--- including entrepreneurs and busy students, with an overview of the source, foundation, basic and emerging issues surrounding this important topic. Our goal is to convey this primer in a format readable within 20 minutes of diligent effort. Ample additional resources are presented in our footnotes for those desiring a more robust discussion.

Introduction: The companies are facing continuous evolution and disruptions due to digitization in workplaces, thus it has become imperative for organizations to enable their human resources to keep pace with the rate of changes happening in the business world. It is essential for organizations to develop agility in the learning culture to leverage the fast-paced growth and get a competitive advantage. Organizations need to recruit employees who are not only skilled in their current domain but are also adaptable to changes and are willing to learn in the moment of need. With the advanced technology, data has come to play a major role for the HR as well. This has helped establish data-driven strategies. Since most HR operations have gone digital, HR gets instant access to the data and can run analysis on it to reach faster and effective conclusions. Analytics has resulted in greater impact of HR activities starting from talent acquisition through engagement to exit. Purpose: This paper studies the areas in which an HR needs to identify agile employee who is able to recognize the new industry or business trends and should be willing to learn and implement the new practices in their scope of work as and when needed. Methodology: Research is secondary and result will be arrived by reading international papers on Agile methodology. Results: It will empower employees to adapt the ever-changing business ecosystem; organizations must be equipped to provide them with relevant resources that give them an opportunity to apply this knowledge for the organizations competitive advantage to sustain in the competition.

As an actor, the world continues to generate an exciting dichotomy between equity and equality, as diversity and inclusion remain a mockery of unique communities. However, as the generational differences collide both in the workplace and professional cadres, diversity and inclusion have slowly shifted the debate on equality and equity. The value system is designed to create a place of respect, opportunity, and acceptance. Equity and equality are not the same; while equity is fairness, equality is more about access to resources. The counter-argument of equity can also be viewed from the affirmative action policy to and on others; is it unfair?. This paper will briefly review the role of equity in the discussion of diversity and inclusion. Results may help Human Resource Managers and organizational leaders shape the workforce and promote color in the workplace.

Compared with other capital markets around the world, Vietnam’s capital market has a relatively short history of only 20 years. In that time, however, the Vietnamese capital market has transformed—from a small market with limited products and capitalization at 1% of GDP in 2000 into a market with a wide range of stock, bond, and derivative products worth 104% of GDP in June 2020. The market is attracting more participants locally as well as internationally, drawing a large amount of capital into Vietnam’s economy and contributing significantly to the nation’s growth. If Vietnam can adequately address its challenges—such as institutions, high-quality human resources, financial infrastructure, IT, transparency, and financial product range—its capital market will have many opportunities to grow because of its relatively small size (compared with other Asia-Pacific economies) and the country’s great economic prospects.

Payroll is the one of most critical process in every large organization; it has many functionalities to fulfill on time for a smooth payroll process. When the number of employees varies on time to time due to retirements and new appointments and calculation method differs based on it, increases the complication of the system. Management operations concerning data can be a complicated scenario when the amount of data involved is large. More importantly, when the data involved requires a high level of accuracy, then the management role becomes hectic. Payroll is a sector of the management in which accuracy is required and a lapse in the data can lead to adverse effect on employee motivation and production. In such system, cost estimation is very vital for top management proceed with future organizational plans.

One of the objectives of Polytechnic Education (Technical University Education) in Ghana is the promotion of technical and vocational education and training, technology transfer and skills development to enhance the socio-economic development of the country. Polytechnic education plays a significant role in human resource development of a country by employing skilled manpower, enhancing industrial productivity and improving the status quo (quality of life). The main aim of the study was to identify and to address the gap between printing education and printing industry at Takoradi Polytechnic; so as to restructure the curriculum to reflect what is being done in the printing industry across the country. The literature review has been organized together with sub-headings as contained in the subsequent pages and have been reviewed in line with the views of scholars to help readers have an in-depth knowledge and understanding of the topic.The main respondents for the study included students and lecturers in the Department of Graphic Design Technology, Takoradi Polytechnic on one side and working staff of the selected printing firms in the Accra Metropolis. The researchers implemented the use of open and close type of questionnaires, semi-structured interviews and full-participant observational method in gathering data for the study. The study revealed that the Polytechnic Printing programme should be revised by the Polytechnic and the Department of Graphic Design to help produce skilled trained Graphic Designers to fit into the trending Digital Printing Industry. The study exposed that issues that are affecting the Polytechnic students in acquiring the necessary training and skills to march up to the Printing industry is the curriculum. If the Polytechnic curriculum is revised and students are provided with enough practical skills it is believed that the gap between the Printing Education and Printing Industry for the Polytechnic objectives will be achieved.

Outsourcing to Contract Research Organizations (CROs) has become a widespread practice by pharmaceutical and biotechnological firms seeking to reduce risks and costs associated to the development of new products. This paper analyzes empirically the efficiency of the CROs industry by looking at a sample of firms operating in Europe over the years 2010-2019. We compute efficiency scores of the firms in the sample by means of DEA non- parametric techniques. Basic results suggest that the sector achieves large levels of average efficiency, amounting to 0.716. Average efficiency increases over time in the time horizon considered. A second stage Tobit estimation implies that big firms exhibit higher levels of efficiency than medium size and small firms because large sizes facilitate the use of state-of-the-art technology for data collection and analysis and the accession to stable commercial alliances. Efficiency is also positively correlated with sound human resource and financial managements, and with a moderate size of the fixed assets held by the firm. These results suggest that more merges and acquisitions are expected in this sector in the near future.

The present research paper has been based on the healthcare services in India. Though the country is full of natural and human resources, poor healthcare services are one of the drawbacks of the country. The Indian healthcare sector, one of the fastest-growing industries, is expected to reach $ 280 billion. The paper has focused on the Advantages of healthcare services in India. The functioning of the Indian health services market and healthcare expenditure over the years has also been studied. Appropriate expenses on the healthcare services in India will certainly bring an increase in the Gross Domestic Product (GDP). In the present paper Private sector and health services in India and the growth of Per Capita, healthcare expenditure has been elaborated. The researcher has also gone through key companies in the Indian healthcare market. There are various trends in the Indian healthcare sector. The study has also focused on growth drivers of the Indian healthcare sector and medical tourism at the same time 12th Five-Year Plan (2012–17) and health services in India. And finally, the paper has studied the Indian healthcare sector and policy support, opportunities in the Indian healthcare sector. The paper concluded with certain suggestions and recommendations.

This paper examined the relationship between Social Exchange Theory and employee retention to boost employee engagement. At the end of this paper, recommendations and approaches will be explored to allow practical application of principles of Human Resources Development and social exchange theory.

Russian Abstract:Итогом работы стали рекомендации по привлечению молодежи на государственную службу с целью воспроизводства кадрового потенциала государственного управления, а также по повышению привлекательности государственной гражданской службы на рынке труда. Для этого выполнен анализ карьерных предпочтений молодежи, анализ проблем кадрового обеспечения государственной службы. English Abstract:The work resulted in recommendations on attracting young people to the civil service in order to reproduce the personnel potential of public administration, as well as to increase the attractiveness of the civil service in the labor market. For this, an analysis of the career preferences of young people, an analysis of the problems of staffing the civil service has been carried out.