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Journal articles on the topic 'Skills of economy and management'
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Zupančič, Magda. "Competency Management, Coordination and Responsibility in Slovenia." Naše gospodarstvo/Our economy 66, no. 3 (September 1, 2020): 36–47. http://dx.doi.org/10.2478/ngoe-2020-0016.
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AbstractThe purpose of this article is to highlight the importance of investments into competencies. The identification of competencies should belong to the strategic goals of any socially responsible society. The right competencies are a crucial precondition for a functioning labour market in times of digitalisation and technological changes: for good economic performance as well as to ensure lifelong productive and inclusive individuals. Relevant skills and competencies should respond to labour market needs as well as to economic requirements. The approach to this study is linked to the practical deficiencies of ineffective competency management in Slovenia and its consequences. The methodology combines study of theoretical models and specific skill framework in selected countries with chosen policies. The findings confirm that educational paths in Slovenia are not aligned with the economy requirements. Competencies do not correspond to actual industrial policy priorities. The article identifies the reality of competency policy in Slovenia and governance gaps in comparison with EU and OECD countries. It focuses on foreseen skills challenges and skills forecasting needs. The article offers solutions and policies for better skills matching and further reflections on more co-ordination and governance between educational policies and competency requirements in the economy. One limitation of this study is the variety of policies in countries, hindering the transferability. Nevertheless, the article tackles skill and competency challenges, which are common in most of the countries and require actions.
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Galloway, Laura, Maggie Anderson, Wendy Brown, and Laura Wilson. "Enterprise skills for the economy." Education + Training 47, no. 1 (January 2005): 7–17. http://dx.doi.org/10.1108/00400910510580593.
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Harrison, Christian, Kevin Burnard, and Stuart Paul. "Entrepreneurial leadership in a developing economy: a skill-based analysis." Journal of Small Business and Enterprise Development 25, no. 3 (June 18, 2018): 521–48. http://dx.doi.org/10.1108/jsbed-05-2017-0160.
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PurposeThe purpose of this paper is to examine entrepreneurial leadership and to determine the entrepreneurial leadership skills which are important for success in a developing economy environment. Specifically, the focus of this research was on entrepreneurial leadership within the retail pharmacy sector in Nigeria.Design/methodology/approachThis study was guided by an interpretivist-constructionist perspective. By adopting a qualitative approach, the lived experiences of the retail pharmacy entrepreneurs could be understood. In total, 51 semi-structured interviews were the mode of data collection, and data were triangulated via three sources: entrepreneurs, employees, and literature.FindingsFrom the study results, a vivid picture of entrepreneurial leadership was formed, which in turn provides the basis for an empirical skill-based model of this phenomenon in a developing economy. This study identifies four distinct entrepreneurial leadership skill categories. These include technical/business skills, interpersonal skills, conceptual skills, and entrepreneurial skills. The findings of this study also show the factors and conditions necessary for entrepreneurial leadership in a developing economy.Originality/valueThe findings of this study have implications in theory and practice. Its results provide an empirical, skill-based framework on entrepreneurial leadership in a developing economy, a subject area for which there exists a lack of background literature. In practice, the findings of this study serve as a useful reference for practitioners and policy makers of the skills and other factors required for people to succeed as entrepreneurial leaders.
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Ivanova, Valentina V. "Management of Digital Information Technologies in Digital Economy." Mechanism of an Economic Regulation, no. 3 (2019): 83–96. http://dx.doi.org/10.21272/mer.2019.85.08.
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The problem of managing digital information technologies in the context of intensified transformation of the economy into a digital one is considered in the article. The tasks of “digitization” of the economy, business environment, socio-cultural relations in modern society are extremely urgent and complex. By and large, Ukraine is just starting to move in that direction. Given the importance and complexity of the tasks, both tactical and strategic, unfolding before economic agents in the study the definitions of “digital economy” and “digital information technology” are offered. The definition of “management of digital information technologies” and the main components of this process are offered. The state of integration of digital technologies in the business processes of enterprises in the European Union countries with the most advanced digital economy is analysed within the study. It was found that digital technologies are sufficiently used in every country, while most people have basic or higher than basic digital skills when conducting research. It has been determined that the main driver for business digitization and integration of digital information technologies into business processes is management staff with relevant competencies, experience, knowledge, skills. Staff (staff, contractors, stakeholders) must have competitive digital skills and skills to manage digital information technology, integrate them into business processes, practical, scientific and engineering consultancy, in particular to develop companies' digital strategies, recruitment and information and communication technology staffing he has tasks to digitize his business. A sufficiently high level of digitalization and integration of digital information technology into the business processes of enterprises is more likely provided by the priority role of managers in these processes, which have sufficiently high digital skills than information and communication technology employees (without denying their role in management decisions). Key words: digital economy, management of digital information technologies, digital skills, digital information technology, management, staff, competence, skills, business environment.
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Horváth-Csikós, Gabriella, and Cseh Papp Imola. "Educational and Economic Aspects of Mentoring." GiLE Journal of Skills Development 1, no. 1 (March 9, 2021): 3–11. http://dx.doi.org/10.52398/gjsd.2021.v1.i1.pp3-11.
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The OECD's skills strategy and policy highlights skills ahead of formal qualifications and draws attention to the importance of work-based learning (apprenticeships). In the economy, given the utilisation of the skill set of individuals at the workplace level, the conscious management of the knowledge and skills of the organisation now appears to be an efficiency-increasing factor. One way to do this is to involve and mentor economically inactive groups (students / new entrants, low-skilled social groups and pensioners) in the labour market. Mentoring should be treated as a discrete area, but one that is still a part of the organisation's strategically defined human resource management and knowledge management system, in which the goals, roles, processes, responsibilities and benefits, as well as the possibilities for development, are clarified. This study analyses the educational and economic context of mentoring, the nature of mentoring and the possibility of its application; its conclusions provide an appropriate framework for developing a mentoring programme.
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Govender, Ivan. "Evaluating student perceptions on the development management curricula to promote green economy." Environmental Economics 7, no. 4 (December 21, 2016): 130–38. http://dx.doi.org/10.21511/ee.07(4-1).2016.05.
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The purpose of the paper is to determine the students’ perceptions on the development management curricula in relation to education in green economy, as no previous research has been conducted to evaluate the perceptions of the students enrolled for this course. The study seeks to answer the following question: To what extent were students exposed to the skills and competencies required for engaging in green economy and its effect on their home and work environment.The study used the quantitative approach where the students were given a questionnaire to complete. The findings indicated that the sustainable development attributes were adequately covered with strong focus on global issues, time management and systems theory and thinking. Personal attribute awareness gained during the course included leadership skills, critical thinking and decision making that could enhance the understanding of the economy and environmental management. The study also highlights the students’ perceptions that they could make significant contributions towards the green economy both at work and home. The study recommends that the course be redesigned to include aspects of green economy, the assessment strategies be made more relevant at the program level to include the tenets of engaged scholarship. The study is important for curriculum developers and higher education policy developers to ensure that the course content is relevant to addressing economic relations in the area of environmental management. Keywords: re-curriculum, student, perceptions, sustainable, development, higher education. JEL Classification: I23, Q56
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Mamabolo, M. Anastacia, Myres Kerrin, and Tumo Kele. "Entrepreneurship management skills requirements in an emerging economy: A South African outlook." Southern African Journal of Entrepreneurship and Small Business Management 9, no. 1 (May 24, 2017): 10. http://dx.doi.org/10.4102/sajesbm.v9i1.111.
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<strong>Background:</strong> Entrepreneurship is seen as a driver of sustainable economic growth as entrepreneurs create new businesses and employment. Because entrepreneurship contributes to economic growth, it is important to have the skills needed to be successful in business venturing.<p><strong>Aim:</strong> This study’s aim was to determine skills required by South African entrepreneurs to run their businesses.</p><p><strong>Setting:</strong> Entrepreneurs who own and run businesses in South Africa.</p><p><strong>Method:</strong> A sequential exploratory mixed method research design was applied in the study. Phase I, which consisted of qualitative interviews with 15 entrepreneurs and 6 national experts, resulted in skills that were used to develop a survey instrument. A survey was conducted in Phase II on 235 entrepreneurs to confirm the skills to a larger population.</p><p><strong>Results:</strong> Confirmatory factor analysis results showed that entrepreneurs require financial management, human resource management, start-up, social and interpersonal, leadership, personality, marketing, technical and business management skills.</p><p><strong>Conclusion:</strong> The identified skills through empirical research will be instrumental in the training of entrepreneurs and as a tool to measure skills in future entrepreneurship skills research.</p>
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Madej-Kurzawa, Iwona, Katarzyna Pieczarka, and Grażyna Węgrzyn. "Professional and educational activity of youth in the digital economy." Problems and Perspectives in Management 19, no. 3 (August 20, 2021): 175–84. http://dx.doi.org/10.21511/ppm.19(3).2021.15.
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The paper is aimed to rank countries similar in terms of selected diagnostic variables: in terms of digital competencies held and variables related to the youth professional activity. The method of descriptive and statistical analysis, including comparative analysis, is used in the study. The paper also uses cluster analysis. The conducted analysis included the empirical material referring to the youth at the age of 15-29 taken from the Eurostat database. The research period is 2011–2019. The analysis by type of educational and professional activity of young people conducted in the EU member countries allowed the identification of four groups of countries, differing in the levels of both the NEET rate (Neither in employment nor in education or training) and the digital skills. The digital skills have been additionally grouped into competences in the field of information, communication, problem-solving and programming skills. The group of countries with the lowest NEET rate proved to include those where young people presented high levels of digital skills in all the dimensions analyzed. The study shows that acquiring digital competencies enables young people to participate in communities and gives them a better chance for professional activity.
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Knell, John. "Labour Force Skills and Human Resource Management: A Local Economy Perspective." Personnel Review 22, no. 7 (July 1993): 30–44. http://dx.doi.org/10.1108/00483489310047649.
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Adeyinka-Ojo, Samuel, Sean Lee, Shamsul Kamariah Abdullah, and John Teo. "Hospitality and tourism education in an emerging digital economy." Worldwide Hospitality and Tourism Themes 12, no. 2 (March 21, 2020): 113–25. http://dx.doi.org/10.1108/whatt-12-2019-0075.
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Purpose This paper addresses the strategic industry challenge relating to new education frameworks. The paper identifies key digital literacy and employability skills that students and educators need to develop to better understand and negotiate the changing, digitally focused landscape of the hospitality and tourism industry (HTI). Design/methodology/approach Content analysis was conducted on relevant literature related to digital technologies and employability skills. In particular, the paper explores the role of digital literacy and employability skills in an emerging digital economy and the disruptive impacts on hospitality and tourism operations. Findings There are three key findings related to digital literacy skills and technologies: industry practitioner perspectives, employability skills and experience economy services and disruptive digital innovations. These findings are conceptualised to craft an innovative framework for technology-driven hospitality and tourism curriculum development. The framework developed in this paper will be of interest to both hospitality and tourism educators and managers in the increasingly digitalized Malaysian HTI. Originality/value This paper presents an innovative, collaborative framework for hospitality and tourism curriculum development in education and industry to identify and develop the required digital literacy and employability skills.
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Brown, Phillip. "Globalisation and the Political Economy of High Skills." Journal of Education and Work 12, no. 3 (October 1999): 233–51. http://dx.doi.org/10.1080/1363908990120302.
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Senker, Peter. "Book Review: Technology, Skills and Management: Human Resources in the Market Economy." Journal of General Management 19, no. 1 (September 1993): 97–98. http://dx.doi.org/10.1177/030630709301900109.
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Tolochko, Svіtlana, Nataliia Bordiug, and Inna Knysh. "TRANSVERSAL COMPETENCIES OF INNOVATIVE ENTREPRENEURSHIP PROFESSIONALS IN LIFELONG EDUCATION." Baltic Journal of Economic Studies 6, no. 3 (August 5, 2020): 156–65. http://dx.doi.org/10.30525/2256-0742/2020-6-3-156-165.
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For the effective development of Ukraine in the conditions of global changes (political, economic, social, educational) the priority should be transition to a new economy – knowledge economy. The basis of knowledge economy will be the professional development of specialists in innovative business structures through lifelong learning, in particular formation of their transversal competencies. These qualitatively new specialists will be able to ensure the transition of companies to innovative forms of organization of production activities. The purpose of the article is to reveal the importance of transversal competencies formation among specialists of innovative business structures in lifelong learning to ensure competitiveness of Ukrainian companies at the international level. Methodology. To achieve the goal, general scientific and special research methods were used: comparative analysis and generalization – to study the international experience of innovative business structures; synthesis of theoretical and empirical data – to characterize Ukrainian companies according to the innovation index; structural-functional and system analysis – to study the features of knowledge economy and form hard, soft and business skills. Results. In formation of business structures, Ukraine still uses traditional criteria, while in the world there are innovative approaches – companies "gazelles", clusters, etc. Characteristic features and problems of gazelle companies functioning are analyzed, in particular concerning the personnel component. It is proposed to consider successful enterprises as centers of new economic zones, around which related enterprises, promotion infrastructure, clusters should be purposefully built. It is determined that national economic competitiveness is associated with knowledge and innovation driven capital. Two approaches to the management of business structures are analyzed. The first is based on implementation of subject-subject relationships, development of innovative transversal competencies in order to expand managers' “breadth of management skills" through LLL-education. The second is the experience of innovative enterprises, where management is transformed into information management with its inherent impersonal post / non / management. Formation of the phenomenon of transversal competencies on the basis of LLL-education is analyzed. This is ensured by changes in hard skills, acquisition of new soft skills and integrated business skills, which contributes to the creation of a new generation of professionals. It is determined that business skills are integrated from soft skills, which accumulate intellectual property knowledge, investment and financial literacy, sales skills, presentations and business negotiations, event management, project management, people, their work and time, etc. Emphasis is placed on the importance of forming knowledge economy based on the intellectual potential of society, in which the main levers are the processes of accumulation and use of information and its transformation into knowledge, which depends on the economic progress of the country. It is determined that on the basis of formation of scientific and educational clusters, introduction of crowd technologies, crowdsourcing in education during life the professional development of experts of innovative business structures will be provided. Practical importance. The results of the research can be used in the creation of training programs, retraining, reskilling and changing types of work in the modern production space, which include provisions of knowledge economy for professional development of innovative business structures through lifelong learning. The basic postulates of research can be useful for managers whose companies implement innovative approaches to management, the latest technologies in production activities and promote mobility in retraining in accordance with sociel needs. Correlation/ originality. Conclusions reached will help economists, politologists, social scientists and LLL learning educators to understand the importance of innovative concepts in development business structures and formation transverse competencies based on hard, soft and business skills.
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Matrizayeva, D. "Role of Innovative Management in Providing Economic Growth in Industrial Enterprises." Bulletin of Science and Practice 6, no. 4 (April 15, 2020): 303–8. http://dx.doi.org/10.33619/2414-2948/53/35.
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The main goal of the article is to analyze the successful optimization of the issue under consideration in accordance with the general goals of management through innovation. The study of the theory and practice of innovation management in industrial enterprises, as one of the main directions of increasing competitiveness in a market economy. The data presented in this article show the possibilities of ensuring sustainable economic growth in Uzbekistan. Discusses modern skills and effective management in companies to ensure appropriate competencies in the national economy.
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Hoe, Siu Loon. "Thinking about how to think: cognitive skills to stay relevant in a digital economy." Human Resource Management International Digest 25, no. 5 (July 10, 2017): 1–3. http://dx.doi.org/10.1108/hrmid-02-2017-0040.
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Purpose The purpose of this paper is to propose a holistic set of thinking or cognitive skills for professionals, managers, and executives to stay relevant in a digital economy. Design/methodology/approach The viewpoint is based on more than 20 years of experience gained working with multinational companies and public sector organizations across various industries in Asia. Findings To stay relevant in a digital economy, there is a need to develop a holistic set of cognitive skills such as design thinking, process thinking, systems thinking, futures thinking, and creative thinking that complements technical and people skills. Research limitations/implications The paper provides senior human resources practitioners with suggestions on a holistic set of thinking skills that complements technical and people skills to help manage organizational capabilities and develop talents to stay relevant in a digital economy. Practical implications The paper provides senior human resources practitioners with suggestions on a holistic set of thinking skills that complements technical and people skills to help manage organizational capabilities and develop talents to stay relevant in a digital economy. Originality/value This paper contributes to the existing literature on human resource development by providing insights on a holistic set of thinking skills that are needed in a digital economy.
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Baliyan, Som Pal, Tshepo Oitsile, and Comfort Motlhabane. "Evaluation of Management Skills and Training among Horticultural Farmers in Botswana." Journal of Education and Training 5, no. 2 (July 20, 2018): 63. http://dx.doi.org/10.5296/jet.v5i2.13231.
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This quantitative study aimed to determine the level of management skills and training among small scale horticultural farmers in Botswana. The study adopted an exploratory and descriptive survey research design. A valid and reliable questionnaire was used to collect data through a survey of forty (n=40) purposively sampled small scale horticultural farmers in Botswana. A six-point Likerts’ scale ranging from 0=No skill to 5=very high skill was used to measure the level of eight areas of farm management skills and training namely; planning and goal setting skills, accounting and financial management skills, communication skills, productivity management skills, product procurement and marketing skills, decision making skills, risk management skills, and technical skills. Mean and standard deviations for each of the farm management skills were calculated and, tested for their significance using a Chi Square test. Findings revealed that farmers had an overall high level of farm management skills and training. Communication skill was the only skill which the farmers had at a very high level. Farmers had high skills levels in the technical skills, product procurement and marketing management skills, planning and goal setting skills and, decision-making skills. Farmers had a low skill levels in risk management skills followed by accounting and financial management skills and, production and productivity management skills. Therefore, the farmers need to be adequately trained in skill areas of risk management, production and productivity management skills and, accounting and financial management. Specific and important recommendations include formulation and implementation of effective agricultural insurance policies; inculcate the adoption of appropriate farm technologies, leadership and cooperation skills among farmers and, training of farmers in the areas of scientific production techniques, plant protection and record keeping. To prioritize the areas for effective and time bound improvement in the farm management skills among horticultural farmers, further study can be conducted to determine the influence of socio-economic characteristics of farmers on the level of their farm management skills.
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Fenwick, Tara, and Richard Hall. "Skills in the Knowledge Economy: Changing Meanings in Changing Conditions." Journal of Industrial Relations 48, no. 5 (November 2006): 571–74. http://dx.doi.org/10.1177/0022185606070936.
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Smith, Judith M., and Linda Webster. "The knowledge economy and SMEs: a survey of skills requirements." Business Information Review 17, no. 3 (September 2000): 138–46. http://dx.doi.org/10.1177/0266382004237656.
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Ermakova, Zh A. "Training Specialists for the Digital Economy in Orenburg State University." Vysshee Obrazovanie v Rossii = Higher Education in Russia 28, no. 7 (August 1, 2019): 129–38. http://dx.doi.org/10.31992/0869-3617-2019-28-7-129-138.
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The article analyzes the experience of Orenburg State University in the field of training specialists for the digital economy. It describes key competences for the digital economy: hybrid interdisciplinary management skills, team work abilities, skills in the spheres of management in cyberphysical systems, management in institutional changes and options for their generation in the training process of a university. It actualizes the task for universities and employers to coordinate their activities in making up the list of requirements to provide successive development of the digital economy competences. Special focus is given to designing and implementation of an electronic information and educational environment at university, and its characteristics are described. The article highlights the use of new format learning materials to meet the challenges of the digital economy in the fields of engineering, construction, computer safety, management.
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Nair, Dr V. Raman, and Mr George K. Mathew. "Impact of Management Education on Skill Development: A Study of Alumni of Management Institutes in Kerala State." Ushus - Journal of Business Management 14, no. 4 (December 15, 2015): 33–45. http://dx.doi.org/10.12725/ujbm.33.3.
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Management education in India gained demand with the opening of the economy in 1991. Many institutes and colleges have come up since then to offer Post Graduate courses like Master of Business Administration (MBA) and Post Graduate Diploma in Management (PGDM) to the students. There is a widely prevalent perception among all stake holders that the quality of management education has been suffering, with only about 10% of the B-School graduates employable, which in turn has been attributed to the lack of employability skills among the B- school graduates. The study identified the key dimensions of employability skills perceived to be beneficial through a survey of alumni from the Kerala based management institutes. The set of higher education skills expected of management graduates, as per the Framework for Higher Education Qualification (FHEQ) in UK was combined with employability skills propounded by other researchers and assessed with 28 qualification descriptors under six dimensions for employability skills.
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Cant, Michael Colin, Cindy Erdis, Safura M. Kallier, and Bernard Van Heerden. "Skills vs training needed by SMEs in the financial intermediation sector: Is a marriage between these two better?" Corporate Ownership and Control 12, no. 1 (2014): 330–36. http://dx.doi.org/10.22495/cocv12i1c3p2.
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SMEs within the financial intermediation sector has an important role to play in any economy and maybe even more so in a third world economy. This sector provides the country with essential financial functions, such as daily economic transactions, savings and insurance. Attaining the correct skills and receiving the correct training is essential in the survival of these SMEs in an ever changing business environment. This article focuses on the existing skills that SMEs in the financial intermediation sector possess and establishing the skills and training that they need or perceive to need in order to adapt to this environment. The target population for this study consisted of SMEs within the City of Tshwane in South Africa and structured questionnaires were used to collect the data. The results of the study showed that both employers and employees in the financial intermediation sector are in need of essential financial, technical and conceptual skills, and that these will have to be integrated to secure the best possible results
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Istance, David, and Teresa Rees. "Escaping the Low Wage/Low Skill Economy Syndrome: The Case for Investing in Women's Skills." British Journal of Education & Work 9, no. 1 (January 1996): 43–58. http://dx.doi.org/10.1080/0269000960090104.
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Paris, David C. "Schools, Scapegoats, and Skills: educational Reform and the Economy." Policy Studies Journal 22, no. 1 (March 1994): 10–24. http://dx.doi.org/10.1111/j.1541-0072.1994.tb02177.x.
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Piontkevich, Nadezhda, and Ekaterina Shatkovskaya. "Sustainable functioning of the finances of organizations in various sectors of the economy." E3S Web of Conferences 291 (2021): 07016. http://dx.doi.org/10.1051/e3sconf/202129107016.
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The current stage of development of the world economy is characterized by specific transformations that affect not only the state of the national economies of the countries of the world, but also the peculiarities of conducting financial and economic activities of individual organizations (enterprises) employed in various sectors of the economy. The emerging trends require the development of financial knowledge, skills, and financial management skills of an economic entity, which, in turn, confirms the need for in-depth theoretical and empirical studies of the organizational and economic aspects of the finances of organizations (enterprises) in various spheres of the economy. The purpose of the article is to develop theoretical and methodological provisions that form the basis for the formation of a financial management system for organizations in various sectors of the economy. The article uses modern methods of collecting and processing initial information, representative sample sets with the justification for the selection of financial indicators for the objects of financial management of organizations (enterprises). The leading method for the study of the problem of financial management of organizations (enterprises) has become the dynamic method. The problems in the world financial science in the field of studying the finances of organizations on a linear basis are identified and the need for an integrated approach is substantiated. The prospects of using a systematic approach to the formation of a financial management system for organizations in various sectors of the economy in science and practice have been proved. The theoretical significance of the study lies in the development of the theory of finance of organizations. The scientific theoretical provisions developed by the authors are aimed at improving the quality of financial management of organizations, depending on their belonging to the relevant sphere of the economy. The practical significance of the results of the work is reduced to determining the prospects for the practical use of the theory of financial management of organizations (enterprises) in various spheres of the economy in practice.
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Cieszyński, Kazimierz, Andrzej Minasowicz, Paul Olaf Nowak, and José Cardoso Teixeira. "MANAGEMENT EDUCATION FOR CONSTRUCTION IN POLAND AND PORTUGAL." Technological and Economic Development of Economy 11, no. 4 (December 31, 2005): 270–77. http://dx.doi.org/10.3846/13928619.2005.9637707.
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Countries emerging from centralised economies presently face the challenge of rapidly adapting their production structures to the market economy. In the last twelve years Poland has consistently evolved in that direction leading to the development of substantial construction investments and to the advent of thousands of small and medium construction companies. However, construction staff does not seem to fully stand for the demands of this shift, especially because of the lack of management skills now required. Portugal benefits from an uninterrupted process of development in a free economic market environment. Nevertheless, the broad nature of civil engineering undergraduate programmes does not allow young construction professionals to get these management skills at this level of studies. However, present requirements of project management expertise in the free European construction market call for the involvement of higher education institutions of both countries to answer industry demands in this field of knowledge. This paper reports the main objectives and findings of a survey conducted in the scope a Leonardo da Vinci project on the Polish education system requirements for technical and managerial skills of construction professionals.
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Hirschhorn, Larry. "The Post-Industrial Economy: Labour, Skills and the New Mode of Production." Service Industries Journal 8, no. 1 (January 1988): 19–38. http://dx.doi.org/10.1080/02642068800000003.
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Sharma, Sanjay, and Rekha Sharma. "Culinary skills: the spine of the Indian hospitality industry." Worldwide Hospitality and Tourism Themes 11, no. 1 (February 11, 2019): 25–36. http://dx.doi.org/10.1108/whatt-10-2018-0061.
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Purpose India is edging China to become the most populous country by 2028. More than 60 per cent of the current population of India is between 15 and 59 years of age, whereas domestically, its relatively youthful profile is seen as the biggest challenge for the government, as India is the largest employable manpower base globally. In the past two decades, the rate of population growth in India has reduced, but the skilled labor force is expected to grow almost 2 per cent annually for the next couple of years. Historically, the Indian economy has been mainly agriculturally based, but, with urbanization, the labor is drifting toward service sectors, and people are increasingly looking to develop their skills in sectors such as hotels, restaurants, airlines, retail and health care. To sustain economic growth, there is an urgent need to develop vocational training programs that address current needs. In spite of all the favorable numbers, the question that must be answered by employers and policymakers remains: Is the available labor being skilled appropriately to be employable? The mushrooming of educational and training institutes in India has imparted professional skills to youth, but industry leaders tend to talk about the unavailability of skilled labor, especially in the culinary skills arena. In a country like India, the labor market tends to alternate between the availability and shortage of skilled labor, and so it seems ironic that on the one hand, there is a shortage of staff and at the same time graduates from various colleges and professional institutes remain unemployed; the reason could be lack of employability skills, especially culinary skills. Given this, the hospitality and tourism industry has emerged as the main driver of the service sector in India; it contributes 6.23 per cent to National GDP and 8.78 per cent of the total employment in India, contributing to significant economic growth. In this context, it is imperative for the government to take appropriate steps in devising strategies to address the problem and also secure successful implementation. This paper aims to analyze the Skill India initiative for the hospitality sector and compare it with the realities on the ground, with particular reference to culinary skills. Design/methodology/approach The research reported here was conducted using primary and secondary sources. Industry data were collected through focused groups and roundtable discussions. Online sources, magazines, newspapers and books are referred to as secondary sources, and the data collected are critically analyzed to reach a conclusion. Findings There is a significant increase in foreign and domestic tourists, and the subsectors discussed are very closely linked to food, health, traditional cooking, regional and seasonal cuisines. The demand for Indian food and slow cooking is increasing; however, despite various government initiatives, there is no significant improvement in the skill set of the available labor. As food is an important component of all tourism packages, there is a particular need for public–private partnerships to take the Skill India initiative to the next level. That said, academic standards and curriculum must align with international quality frameworks and be in sync with current and future industry demands and benchmarks. Research limitations/implications The dependence on the sources available online and their credibility remains the biggest challenge; however, increasing the sample size and more participation from nodal bodies and government officials would have broadened the base of the study. Originality/value The research adds value for industry leaders and policymakers at large. Educational institutions, students and hoteliers will find it useful as they attempt to bridge the gap and plan a roadmap according to industry requirements.
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Kokovikhin, Aleksandr. "Skills management in regional economic policy of the OECD and the EU member countries." Upravlenets 11, no. 5 (November 6, 2020): 81–96. http://dx.doi.org/10.29141/2218-5003-2020-11-5-7.
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The paper analyzes the theoretical concepts and practice of skills management implemented in the countries of the Organisation for Economic Cooperation and Development (OECD) and the European Union (EU). The relevance of the study is due to the lack of data about the OECD and the EU experience examined in the Russian literature in terms of theoretical comprehension of gaps and mismatches in employees competencies, jobs requirements and the skills management policy at state and regional levels. This problem not only significantly narrows the Russian research field, but also deprives regional authorities and self-government specialists of access to approved management tools. The methodological background of the study is the competence-based approach that provides necessary tools for both theoretical conceptualization and the development of an appropriate state policy. In the paper, we apply the methods of comparative and system-based analysis of the theory and practice of competency management at regional level. Using them, the author discusses the role, content and toolkit of state and regional policy on skills management, and analyzes how theoretical concepts of new public management, knowledge economy and institutional economy affect the development and implementation of the strategic documents of the OECD and the EU, as well as member countries and regions in a historical perspective. The research findings indicate a general trend towards change in the priorities of the regional skills management policy from competency supply management in 2000–2007 to the balanced development of competency demand and supply in 2007–2015 and focusing on skills in breakthrough technologies that underlie the region’s smart specialization. The research also reveals the special features of regional skills management policy in particular countries. The research results can be used for further theoretical analysis of state policy in regional labor markets, as well as in the development of strategies and policies for managing labor resources at the level of Russia’ regions.
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Пуляева, Валентина, and Valentina Pulyaeva. "Creating a management personnel competence service-management-based model." Universities for Tourism and Service Association Bulletin 8, no. 3 (September 2, 2014): 69–77. http://dx.doi.org/10.12737/5553.
Full textAbstract:
Service management is regarded by the author as a philosophy of management which dictates that
it be largely oriented at satisfying the specific needs of an individual customer through providing
a tailored value-effect service product, as well as at an organizational creation of tailored-productoffer opportunities and conditions and a linkage between the goals and benefits (profit) of the parties involved in the service-provision process (organizations, customers, other interest groups). The article deals with the issues of realization of service management principles by means of the currently much promoted and implemented HR tool as competence management. Practice demonstrates several different competence models, with the most widely employed in Russia being the 20-faceted model, it being highly adapted to the Russian specific environment. In the article, the author provides a thorough analysis of the model and proposes a 20-faceted-model-based manager competence approach, which is fully in compliance with the requirements of the new profession-knowledge- and personnel-qualification-driven quality economy. The approach as proposed by the author rests on a 24-competene model, with the competences divided into 6 groups: personal qualities; intrinsic motivation; management skills, decision-making skills; corporate knowledge management skills, interpersonal skills. The approach slows to assess and evaluate an organization’s management, as well as identify several its key levels: unacceptable for a manager, border-line case, developing management, expert management, master management.
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Chepeliuk, M. I. "Digital Transformation of Business Structures in Ukraine: The Barriers and Drivers." Business Inform 8, no. 523 (2021): 48–53. http://dx.doi.org/10.32983/2222-4459-2021-8-48-53.
Full textAbstract:
In recent decades, one of the main trends in the development of economy and society has been the penetration of information technologies into various spheres of human activity. The digital transformation of the economy poses challenges to economic science and management, as the socio-economic institutions of society change dramatically, the same holds for the conditions and methods of doing business under the influence of technological changes in the economy. The problem is that traditional economic laws (economies of scale, value chain) are no longer functioning, and new economic actors (digital companies) are emerging that do not fit into traditional models of performance and business indicators. In addition, in the context of digitalization of the economy, the management of economic entities is the relevant issue. In order to play a dominant role in the global computer economy, a country must pay special attention to the production of innovations and to the domestic employment opportunities. For each country, the production and support of technical skills is an important component of economic development, employment, economic growth and development. The article analyses the development trends and the size of the digital economy in Ukraine and in other countries of the world. Key trends that will determine the direction of this type of economy are identified. It is proved that digitalization should be carried out in accordance with the principles of equal access, creating benefits, economic growth, promoting the development of the information society and the orientation towards cooperation. The advantages of digitalization of the Ukrainian economy are presented, as well as the threats and risks that will arise as a result of this process are specified. Thus, the developmental role of many countries, including Ukraine, is associated with unlimited access and transformation of new forms of economic development, taking into account the use of intellectual skills.
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Naong, Tshedi. "The moderating effect of skills development transfer on organizational commitment – a case-study of Free State TVET colleges." Problems and Perspectives in Management 14, no. 4 (December 23, 2016): 159–69. http://dx.doi.org/10.21511/ppm.14(4-1).2016.04.
Full textAbstract:
One of the legacies of Apartheid South Africa which has ominous consequences for the economy, is the insidious dire skills shortage for majority of the citizens. Compelling government to embark on an intensive wholesale skills development to ameliorate and stimulate the general economic performance. This paper therefore, explored the relationship between employee organizational commitment and skills development transfer. A longitudinal study, with a pre- and post-quasi experimental research design was adopted in this paper employing Organizational Climate (OC) instrument to collect data from 59 randomly selected TVET college employees. The study revealed significant correlation between organizational commitment and skills development transfer. For example, appreciative of the access to training opportunities, involvement and frequency of training, sense of belonging, an indicative of the affective organizational commitment, with meagre 23% indicating intention to use acquired new skills to look for greener pastures elsewhere. This paper attempts to assist organizations better tailor their training provision to align it with certain desirable behavioral patterns, so as to enhance organizational commitment and reduce the turnover rate of staff. Keywords: TVET colleges, skills transfer, organizational commitment, staff turnover, performance JEL Classification: D23
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Abell, Angela, and Nigel Oxbrow. "Skills for the Knowledge Economy: the reality of the market-place." Business Information Review 16, no. 3 (September 1999): 115–21. http://dx.doi.org/10.1177/0266382994237225.
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Пуляева and Valentina Pulyaeva. "Competency Model for Managers in Client-Oriented Economy." Management of the Personnel and Intellectual Resources in Russia 4, no. 2 (April 17, 2015): 24–30. http://dx.doi.org/10.12737/11191.
Full textAbstract:
Current stage of development of economy and society is characterized by general customization, increasing role of consumers and their needs;and today only
those companies can lead the global fi erce competition which have unique intellectual resources. First of all, these resources include personnel competence. In
this regard, the modern theory of human resource management actively developsthe competency-based approach. However, the existing competency models
do not take into account all aspects of modern management and economy intellectualization, among which knowledge management has a special place due
to the dependence of quality of goods and services on managers’ skills; hence the competitiveness of the business as a whole depends on the knowledge of
managers at various levels.
This paper deals with the implementation of the principles of modern client-oriented management andoff ers the competency model for managers developed
by the author.The model meets the requirements of the new economy, in which the key role is played by professional knowledge and skills of employees in the
production of quality goods and services. This model is based on existing and proven developments in the fi eld of human resource management.The author
based the model on ”20 faces” model of manager’s competencies, but redesigned it completely, supplemented, extended and specifi ed levels of development
for each of the features in this model.
The proposed model can be an eff ective tool for human resource management and knowledge management in the transition to the production of goods and
services with high consumer value.
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Ubalde, Josep, and Amado Alarcón. "Are all automation-resistant skills rewarded? Linguistic skills in the US labour market." Economic and Labour Relations Review 31, no. 3 (February 12, 2020): 403–24. http://dx.doi.org/10.1177/1035304620903152.
Full textAbstract:
Skills that are difficult to automate are expected to increase in demand and reward according to skill-biased technological change advocates, who have identified high rewards for cognitive and social skills. However, such broad skill categories involve numerous essential competencies that can be differentially rewarded or go simply unrewarded. Using US data, this article analyses the demand for and payment of linguistic competency, a cross-cutting kind of skill that is basic for both cognitive and social work in the new economy and is one of the human capacities that is most difficult to automate. While human capital theory predicts an increase in wages as the demand for linguistic skills rises, from cultural/institutional perspectives, it can be theorised that communicative abilities and foreign-language knowledge are socially undervalued because of their association with feminised activities, ethnicity, and low-status service jobs. We analyse the demand and reward for linguistic skills through a two-step analysis of occupational and individual data derived from two sources: the Occupational Information Network and the Current Population Survey. Results show that while ‘hard’ verbal-reasoning skills are associated with high average salaries, as is predicted by neoclassical theory, the potentially undervalued linguistic skills – interactive and multilingual skills – are unrewarded and even penalised. This evidence requires further political attention, given its implications for large number of workers, especially in feminised, low-status service jobs. JEL Codes: J01, J23, J24, J31, J38
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Bozkurt, Ödül, and Alison Stowell. "Skills in the green economy: recycling promises in the UK e‐waste management sector." New Technology, Work and Employment 31, no. 2 (July 2016): 146–60. http://dx.doi.org/10.1111/ntwe.12066.
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Alderman, Harold, Jere R. Behrman, David R. Ross, and Richard Sabot. "Decomposing the Gender Gap in Cognitive Skills in a Poor Rural Economy." Journal of Human Resources 31, no. 1 (1996): 229. http://dx.doi.org/10.2307/146049.
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Joubert, C. S., N. J. Schoeman, and J. N. Blignaut. "Small, Medium and Micro-Sized Enterprises (SMMEs) and the housing construction industry: A possible solution to South Africa's socio-economic problems." South African Journal of Economic and Management Sciences 2, no. 1 (March 31, 1999): 21–33. http://dx.doi.org/10.4102/sajems.v2i1.2561.
Full textAbstract:
South Africa as a developing country faces many socio-economic problems like high unemployment, low levels of working skills, poverty and rampant crime. In this paper it is argued that by targeting SMMEs both in general and specifically in the housing construction industry, there is meaningful scope for the creation of jobs in the South African economy. This is mainly because SMMEs are labour intensive. Using Endogenous Growth theory as a basis, it is argued that by employing greater numbers of workers the level of skills in the economy can be raised too.
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Zambarloukos, Stella, and Anastasia Constantelou. "Learning and skills formation in the new economy: evidence from Greece." International Journal of Training and Development 6, no. 4 (December 2002): 240–53. http://dx.doi.org/10.1111/1468-2419.00162.
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Vankevich, Alena. "The new trends in human resource management in the context of the economy digitalization." University Economic Bulletin, no. 43 (November 20, 2019): 7–12. http://dx.doi.org/10.31470/2306-546x-2019-43-7-12.
Full textAbstract:
The subject of research is the changes of human resources management at the micro level in the conditions of the economy digitalization. The main directions of the transformation of the labor market in the economy digitalization conditions are the following: expansion of labor supply due to participation in economic activity of various socio-demographic groups of the population; increase in the volume of information about the labor market and its openness due to electronic resources; industry changes in the structure of the labor demand; the jobs polarization; the rapid renewal of professions and skills; the reduction of traditional sectors of the economy; the break of the national labor markets borders. It has been substantiated that these transformations change the requirements for the human resources management service in organizations and modify their functions. The main trends of the human resource management changes in the digitalization conditions are highlighted - the development of employment analysis under Big Data analytics; increased attenion to the formation of the HR- brand; changing the organizational role of the human resources department at the micro level; more active using the staff outsourcing; digitalization of human resource management technologies; expansion of interaction HR-departments and educational institutions, anticipating future skills and competencies; increasing the requirements for the HR manager, especially professional HR-specialists. As a result of the study, the directions for the formation of modern human resources departments in the organizations of the Republic of Belarus were determined, taking into account the course taken by the country to digitalization of the economy.
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Sumarna, Alfonsa Dian. "RESHAPING FUTURE SKILLS OF PROFESSIONAL ACCOUNTANTS." Ultimaccounting : Jurnal Ilmu Akuntansi 12, no. 2 (December 28, 2020): 134–51. http://dx.doi.org/10.31937/akuntansi.v12i2.1516.
Full textAbstract:
Acceleration change of global economy causes accounting profession require to have knowledges, skills, and abilities that can support company’s sustainability growth and able to compete nationally and internationally. The accounting profession in the future cannot be a solitery skill but must adapt and evolve in line with new emerging technology. In this research, we using descriptive qualitative research, to explore in depth a review of the factors that influence the accounting profession in the future due to the evolution and revolution of information technology. This research explores information using narrative perspective to understand the implications of modern technology, the drivers of change in the accounting profession, and the future needed of accountant’s skills in accounting work area such as audit and assurance; corporate reporting; financial management; strategic planning and performance management; tax; and governance, risk, and ethics. The needed of competence in analytical and communication skills, knowledge of software and big data, holistic knowledge of internal business, local and global trends are important things that need attention for profesional accountants. Technical skills and ethics (TEQ) and behavior take the prominent role to be able to adapt to changing professional needed.
.
Keywords: Professional Accountant, Information Technology, Competency, Accounting
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Weaver, Andrew, and Paul Osterman. "Skill Demands and Mismatch in U.S. Manufacturing." ILR Review 70, no. 2 (July 20, 2016): 275–307. http://dx.doi.org/10.1177/0019793916660067.
Full textAbstract:
Recent economic events have sparked debates over the degree of structural mismatch in the U.S. economy. One of the most frequent claims is that workers lack the skills that employers demand. The existing literature, however, analyzes this potential mismatch at a high level of aggregation with abstract indices and noisy proxies that obscure the underlying mechanisms. The authors address these issues by presenting and analyzing results from a survey of U.S. manufacturing establishments. The survey is the first, to their knowledge, to directly measure concrete employer skill demands and hiring experiences in a nationally representative survey at the industry level. The findings indicate that demand for higher-level skills is generally modest, and that three-quarters of manufacturing establishments do not show signs of hiring difficulties. Among the remainder, demands for higher-level math and reading skills are significant predictors of long-term vacancies, but demands for computer skills and other critical-thinking/problem-solving skills are not. Of particular interest, high-tech plants do not experience greater levels of hiring challenges. When the authors examine the potential mechanisms that could contribute to hiring difficulties, they find that neither external regional supply conditions nor internal firm practices are predictive of hiring problems. Rather, the data show that establishments that are members of clusters or that demand highly specialized skills have the greatest probability of incurring long-term vacancies. The authors interpret these results as a sign that it is important to think about factors that complicate the interaction of supply and demand—such as disaggregation and communication/coordination failures—rather than simply focusing on inadequate labor supply.
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Khoo, Benjamin K. S. "Towards A Career Skills Oriented Undergraduate Information Systems Curriculum." International Journal of Information and Communication Technology Education 8, no. 2 (April 2012): 1–19. http://dx.doi.org/10.4018/jicte.2012040101.
Full textAbstract:
The Information Systems (IS) curriculum needs to be updated to be current with the advances in information systems (IS), the technologies that drive IS, and also industry’s skill requirement of IS graduates. This paper is for IS academicians and it describes a career skills oriented approach to enhance the IS curriculum based on current information from recent career skills studies, IS2002 model curriculum recommendations, United States Bureau of Labor Statistics (BLS), the current demand for information security professionals, professional certifications in demand, and the availability of the resources of a School of Management. Employers in industry are in serious need of IS professionals with the specialized skills required to strive in the Internet economy. The career skills oriented approach is an effective method to enhance the IS curriculum to educate and train IS undergraduates to meet the IS skills needs of industry.
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Akyürek, Muhammet İbrahim. "Time Management Skills of University Students." Yuksekogretim Dergisi 11, no. 1 (April 29, 2021): 139–47. http://dx.doi.org/10.2399/yod.19.644818.
Full textAbstract:
The purpose of this study is to determine university students' perceptions of their time management skills. The research sample is composed of 384 undergraduate students studying in state universities located in various Turkish cities during the 2016-2017 academic year. The Time Management Questionnaire (TMQ) was used in the collection of the data, which was developed by Britton and Tesser (1991) and adapted to Turkish by Alay and Koçak (2002). It was found that students rated their time management skills as being at the "medium-level". In addition, it was concluded that there was no significant gender-related difference in their perceptions of their skill level in time management. While their perceptions of "time-attitudes" and "time-wasters" differed by gender, no such difference was found regarding their perceptions of "time planning". The study included only state university students as the research group. Similar studies regarding time management skills can be conducted with students or educators in different types of educational settings and levels of education. Furthermore, this study analyzed student perceptions of their own time management skills only by the gender variable. However, their perception of these skills can also be analyzed by other demographic variables such as socio-economic status, age, and department of study.
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Bruwer, Juan-PierrÃ, and Judith Smith. "The Role of Basic Business Skills Development and Their Influence on South African Small, Medium and Micro Enterprise Sustainability." Journal of Economics and Behavioral Studies 10, no. 2(J) (May 19, 2018): 48–62. http://dx.doi.org/10.22610/jebs.v10i2(j).2216.
Full textAbstract:
South African Small, Medium and Micro Enterprises (SMMEs) have received vast amounts of attention from both government and scholars over the years, mainly due to the socio-economic value they add to the national economy. Notwithstanding the importance of these business entities to the South African economy, prior research suggests that South African SMMEs have one of the worst sustainability rates in the world; mainly attributable to the influence of unmanaged economic factors. Included in these economic factors is the matter of a scarcity of skills, particularly that of basic business skills. Though limited research has been conducted on the individual business skills which require development in South African SMMEs the perception was formulated that the development of basic business skills in these business entities may have a positive influence on their attainment of key businesses objectives in the foreseeable future. As such, empirical research was performed which fell within the positivistic research paradigm; data were gleaned from South African SMME management through means of a questionnaire. Stemming from the results, it was found that although there is a dire need for the development of basic business skills in South African SMMEs. It can be argued that some basic business skills were more important to develop than others as only a few had a positive influence on the attainment of business objectives.
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Bruwer, Juan-Pierré, and Judith Smith. "The Role of Basic Business Skills Development and Their Influence on South African Small, Medium and Micro Enterprise Sustainability." Journal of Economics and Behavioral Studies 10, no. 2 (May 19, 2018): 48. http://dx.doi.org/10.22610/jebs.v10i2.2216.
Full textAbstract:
South African Small, Medium and Micro Enterprises (SMMEs) have received vast amounts of attention from both government and scholars over the years, mainly due to the socio-economic value they add to the national economy. Notwithstanding the importance of these business entities to the South African economy, prior research suggests that South African SMMEs have one of the worst sustainability rates in the world; mainly attributable to the influence of unmanaged economic factors. Included in these economic factors is the matter of a scarcity of skills, particularly that of basic business skills. Though limited research has been conducted on the individual business skills which require development in South African SMMEs the perception was formulated that the development of basic business skills in these business entities may have a positive influence on their attainment of key businesses objectives in the foreseeable future. As such, empirical research was performed which fell within the positivistic research paradigm; data were gleaned from South African SMME management through means of a questionnaire. Stemming from the results, it was found that although there is a dire need for the development of basic business skills in South African SMMEs. It can be argued that some basic business skills were more important to develop than others as only a few had a positive influence on the attainment of business objectives.
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Singh, Anmole. "The English language factor as a litmus test for placement with luxury hotel brands in India." Worldwide Hospitality and Tourism Themes 11, no. 1 (February 11, 2019): 68–77. http://dx.doi.org/10.1108/whatt-10-2018-0060.
Full textAbstract:
Purpose Travel and tourism has played an instrumental role in the growth of a progressive Indian economy. Contributing 6.3 per cent to the total Indian gross domestic product in 2015 and expected to rise by 7.3 per cent in 2016, the sector has exhibited positive signs of growth and is delivering to its forecasted potential (WTTC, 2017). To manage this growth, it is estimated that there is an incremental need of 4.9 million people to take up varied job roles. To cater to the growing need and take advantage of being the youngest economy, Skill India mission was launched with a view to training 400 million people by 2022. This paper aims to explore the recruitment of Skill Initiative-certified candidates for Luxury Hotels in India, identify the challenges in recruiting Skill Initiative candidates and explore whether the knowledge of the English language is important to the recruitment of skilled personnel by employers. Design/methodology/approach Primary information was gathered via conversations with industry practitioners to gauge the effectiveness of the hospitality-based curriculum design and to explore the concept of employability and the challenges they face. To measure the effectiveness of a course designed to develop English language proficiencies, interviews were conducted with language trainers. Findings Skill India initiative is not delivering the promise that was expected. The key findings were that the initiative is being perceived as a program for those not willing to help themselves or the marginalized who would have opted out or failed to complete formal education. There should be structural changes in primary education to develop English language skills in particular. The program needs to reconsider the time it allocates to developing soft skills. The biggest barrier to the absorption of candidates after being skilled and certified via the Government’s skilling agenda is poor English language communication, especially verbal expression. Originality/value Although the issue discussed is a genuine bottleneck, there has been no prior formal research on this topic in relation to the Skill India initiative. There is an abundance of literature on the topic of communication skills as it relates to employment and growth, but there is very limited work in the Indian context, especially in relation to the Skill India Initiative. The research forms a platform for various stakeholders, government planners/agencies (for understanding gaps and making necessary changes), training providers (to identify requisite profile of trainers), researchers and industry specialists (to recognize their role and contribution) to build upon and develop.
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Reilly, Peter. "Building customer centricity in the hospitality sector: the role of talent management." Worldwide Hospitality and Tourism Themes 10, no. 1 (February 12, 2018): 42–56. http://dx.doi.org/10.1108/whatt-10-2017-0068.
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Purpose The purpose of this paper is to consider how talent management can be a strategic lever to enable the development of a customer-centric culture in the hospitality sector. Design/methodology/approach In-depth interviews with HR practitioners within the hospitality industry have been used to explore different approaches to talent management. Findings Changing customer requirements necessitate increased emphasis on customer experience demanding a more skilled workforce, especially stronger in interpersonal skills. Companies are adjusting their attraction, retention and development strategies to deliver a revised understanding of talent. They are focusing on building that capability rather than buying it in. Leadership selection and development is also being adjusted. Practical implications This approach has implications for the skill demands placed on the workforce, for the sort of staff who are hired (chosen on attitude more than technical skills) and how they are trained, assessed and rewarded. Leaders (at all levels) must adjust their style to suit and work in partnership with HR. Originality/value The paper offers the chance for hospitality sector leaders to reflect on how they manage talent, giving them ways to link people management with the drivers of business success. It shows how organisations can meet the challenges of the “experience economy” through attracting and developing the right staff and how talent management policy and practice can be used as a vehicle for culture change and development.
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Christenko, Aleksandr, Žilvinas Martinaitis, and Simonas Gaušas. "Specific and general skills: Concepts, dimensions, and measurements." Competition & Change 24, no. 1 (October 25, 2019): 44–69. http://dx.doi.org/10.1177/1024529419882554.
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A number of academic debates rely on the distinction between general and specific skills as being valuable to a large number or a few firms. However, the meaning attributed to these concepts as well as empirical measurement strategies have significantly varied in the literature. To address the resulting theoretical and empirical confusion, we propose a multidimensional approach for defining skill specificity, which encompasses four distinct concepts: accessibility and similarity of skill sets as well as the portability and replaceability of skills. The former two refer to skills acquired by an individual (i.e. skills are substantively specific), while the latter two depend on the structure of labour demand and supply, institutions and firms’ strategies (i.e. on economic factors) that are time and place dependent. This paper proposes and tests empirical strategies for measuring each concept. The results challenge assumptions in the literature that graduates of vocational training and high-skilled blue-collar occupations have substantively specific skills. The multidimensional conceptualization and empirical results provide a number of theoretical implications. We focus on three conceptual debates regarding firms’ incentives to fund training, workers’ demand for social insurance and types of skills that facilitate or obstruct adjustment to technological and economic shocks.
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Akinbobola, Olusola I. "Predicting Innovative Work Behavior from Soft Skills and Emotional Demands–Abilities Fit in Knowledge Economy." Management and Economics Research Journal 6, no. 3 (July 30, 2020): 1–8. http://dx.doi.org/10.18639/merj.2020.9900013.
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The aim of this study is to determine the impact of green human resources management (GHRM) practices on organizational excellence in higher education institutions in Duhok governorate, Kurdistan region. Descriptive and analytical methods were used in this study. GHRM practices (green recruitment and selection, green reward management, green performance appraisal, green training and development, and green career management) were considered as the independent variables and organizational excellence was considered as dependent variable for this study. The primary data used in this study were obtained from a structured questionnaire distributed to examine university staff. Seventy-three valid questionnaires have been collected and analyzed. The findings of the research showed that there is a positive correlation between GHRM practices and organizational excellence. Career management has the strongest relationship with organizational excellence and their correlation coefficient is 0.391. Performance appraisal has the lowest value among the independent variables but the correlation is positive (0.302).
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., Saher Kadouri. "Role of Professional Management in Improving Job Performance." Iraqi Administrative Sciences Journal 1, no. 2 (June 30, 2017): 190–202. http://dx.doi.org/10.33013/iqasj.v1n2y2017.pp190-202.
Full textAbstract:
Management is a special career requiring special skills. To define management as a task with economic, humanitarian and temporal dimensions, it must be emphasized that management is a profession that differs from specialized professions. It is different from the profession of the engineer, the doctor, the accountant, the seller and the teacher. An individual's success in a job does not necessarily make him a successful individual as a manager. Dealing with people as subordinates, bosses, colleagues and clients, taking into account individual differences, requires the manager to have human skill as well as the technical skill associated with the nature of his work. Thinking about the future and preparing for it, and thinking about the particles and their relationship to the colleges requires intellectual skill, and that the appropriate mix of these skills varies according to the administrative level of the manager. While the technical and intellectual skills vary according to management levels, the common denominator among all these levels is human skill as management is the execution of business through other individuals.