A Different Approach to Knowledge

Author(s): Ivona Orzea / Language(s): English / Issue: S1/2009

Defining knowledge is not an easy job because it is one of those concepts that don’t have a universal definition. It can be looked upon as the processing of information with the main purpose of gaining understanding of the events occurring in the surrounding environment. It is a concept deeply influenced by the personality of the holder, its beliefs, attitudes and culture. Knowledge is dynamic, it moves up and down, it becomes obsolete easily hence the challenge for companies to understand how they can use it in order to gain a competitive advantage. The main purpose of this paper is to present the processes of transformation that knowledge undergoes into an organization, its dynamics and how companies can use it into their advantage.

A Dynamic Analysis of the Nexus between Entrepreneurship, Human Capital Development and Financial Deepening: Evidence from Selected African Economies

Author(s): Patrick Omoruyi EKE,Lawrence Uchenna OKOYE,Grace Ofure EVBUOMWAN / Language(s): English / Issue: 59/2018

This paper examines whether human capital development is significant in the nexus between entrepreneurship and financial deepening, while also accounting for institutional quality as control variable in thirteen selected African economies from 1995-2014. Evidence from the augmented Toda-Yamamoto technique shows that human capital does not have long run causal effect on entrepreneurship and financial deepening, which suggests low quality human capital for entrepreneurial development. The paper recommends market-based funding for human capital development to enhance quality, creativity, entrepreneurship, and hence financial deepening. Global best-practice institutional governance system would reduce ‘cost to start business’ and thereby encourage growth of entrepreneurship.

A foglalkoztatás területi koncentrációjának változásai Magyarországon a népszámlálások ingázási adatai alapján, 1990–2011

Author(s): János Péter Kiss,Gábor Szalkai / Language(s): Hungarian / Issue: 05/2014

Commuting, an outstandingly important phenomenon of modern labour market and spatial flow research, is surveyed only at population censuses. The present paper reviews the process of increasing spatial separation between the residence and the working place in the period of 1960–2011. After giving and overview about the problems in interpretation of data on commuting, the paper details underlying general and periodically changing reasons, taking a standpoint for a modernization trend, which represents the expansion of labour division and slackening of the majority of settlements’ labour markets. Impacts of the transitions after 1990 on the size of commuting are analyzed in detail. It is shown why the opinion is incorrect that labour market pinch after the change of the regime concerned commuters most. The coherence between the growth of commuting volume and the level of employment, just like the high regional differences are also shown for the period after the turn of the millennium. Finally, the analysis of data of 2011 describes the main reasons for differences in commuting pattern, factors of partial shifts in commuting destinations, among others also the rapid growth in migration abroad after accession to the Schengen Treaty.

A fuzzy model for organization structure design with human resource allocation

Author(s): Dragan Pamučar,Nikola Knežević,Dragana Macura,Boban Đorović / Language(s): English / Issue: 3/2019

Research Question: The paper explores the problem of defining the number of required employees and their skills, as well as optimizing the work time. Motivation: Motivation for this paper arises from the fact that an organizational structure of business system has to be conceived and proportioned so as to justify the main company jobs and goals. Almost every job set for the management must be performed properly and reliably in changeable environmental conditions. In order to maintain the efficiency of complex business systems with dynamic and stochastic changeable and unchangeable variables, it is essential that the organizational structure be flexible and constantly adjusted. Idea: The idea of the paper was to develop a model for human resource allocation (HRA) in fuzzy environment. Data: The model is tested in realistic industrial environment - the example of the logistics administrative bodies in the Petroleum Industry of Serbia. Tools: To solve the problem, the following approaches are used: Fuzzy logic, Neural network and Simulated annealing. The model for HRA is based on an adaptive neuro-fuzzy inference system (ANFIS) and fuzzy mathematical model (FMM) for treating uncertainty. ANFIS-FMM model enables the human resource strategy development based on the optimisation of the employees’ work time. In this ANFIS-FMM model the input variables are described using fuzzy sets represented by Gaussian functions. Using expert reasoning, an unique knowledge base is formed which enables the human resource strategy development based on the optimisation of the employees’ work time. Findings: Based on authors’ knowledge there is a lack of the fuzzy logic applications, adaptive neuro-fuzzy models, linear and dynamic programming, as well as heuristic and metaheuristic models related to HRA. In most of the papers, the classical methods of strategic management have been used for HRA. Contribution: In this paper the model for HRA is developed based on adaptive neuro-fuzzy technique application and FMM. The model has four main advantages over other HRA methods: the system possesses adaptability, the model is efficient in conditions of uncertainty, the neuro-fuzzy based HRA model allows dynamic decision making in HRA management through the implementation of a computer-based system, it can be IT-supported tool.

A gazdasági felzárkózás új ösvényei

Author(s): Gabriella Richman / Language(s): Hungarian / Issue: 2/2018

Xavier Cirera & William F. Marloney: The Innovation Paradox: Developing-Country Capabilities and the Unrealized Promise of Technological Catch-Up. Washington (DC), 2017. World Bank, xxvi + 186 p.

A globalizáció és migráció magyarországon

Author(s): Attila Melegh / Language(s): Hungarian / Issue: 2/2011

The study by Attila Melegh (Globalization and migration: the case of Hungary) concentrates on how Hungary has been integrated into migratory processes shaped by the changes occurring in the era of globalization. The study argues that the collapse of state socialism in Hungary was an important consequence of the macro-economic changes in the era of globalization, and the migratory processes since the early 1980s can be explained by these changes. The study also argues that until the early 2000s Hungary was becoming a newly immigrant country with low intensity out-migration, and there was a utilization of some of the comparative advantages here in terms of economic well-being in the country; while, later, this process slowed down and, due to difficult labour market conditions, the country has lost most of its attractive features.

A hazai emberi erőforrások ma és holnap

Author(s): István Polónyi / Language(s): Hungarian / Issue: 4/2016

The paper first describes the current situation of Hungarian human resources, using various well-known indicators (the Human Capital Index, the Human Development Index, the Legatum Prosperity Index). It notes that the development of human resources in Hungary lags behind developed countries. Following this, it describes some forecasts relating to the various elements of human resources in Hungary. The study presents forecasts relating to total fertility, aging, education and employment. It notes that in terms of the future development of human resources, Hungary will be one of the weakest performers in the European Union,

A két világ legjava? Vállalkozói stratégiák erdélyi kisgyermekes nők körében

Author(s): Réka Geambaşu / Language(s): Hungarian / Issue: 10/2019

The paper aims to explore the reality and meanings of an emerging social category – that of “mompreneurs”. The central questions of the analysis are: what kind of entrepreneurial strategies are available for mothers with pre-school children; how and under what conditions do any of these strategies contribute to an improved quality of life or as many put it, to enjoying “the best of two worlds”. While maternal entrepreneurship is not in itself new, “mompreneurship” has recently become a socially legitimate and visible labour market strategy for mothers. Furthermore, an increasing number of “mompreneurial” networks and bottom-up initiatives has been set up for the past years worldwide. Quantitative data used in the paper were collected in 2018 through an online survey carried out among ethnic Hungarian maternal entrepreneurs living in Romania, with 224 respondents. The first part of the empirical section is a general description of the population, while the second, using cluster analysis, identifies 3 entrepreneurial strategies, among which two are specific for women with young children. The two strategies offer different solutions to mompreneurs’ personal and professional needs.

A külföldi tőke és munkaerő szerepe

Author(s): István Polónyi / Language(s): Hungarian / Issue: 2/2011

The first article – The effects of foreign capital and labour – by István Polónyi, first analyses the flow of FDI into Hungary – considering, too, the economic theories related to this phenomenon, before illustrating the nature of the incoming capital by source country and the future prospects for inward investment. Following this, the article touches on the most important factors related to international labour migration and then considers the effects of investment flows and inward labour migration on educational policy and the education system. The article also offers a brief introduction to the other articles in the volume.

A learning organization in the light of selected research results

Author(s): Anastasiya Kapatsevich / Language(s): English / Issue: 117/2018

The aim of the study is to present the concept of „a learning organization” and its meaning and role in modern society. The study consists of four parts. The first part presents the concept of a learning organization. The second part takes into consideration the literature and the problem that exists according to the authors’ beliefs. In the third part, the research and comments are presented. Based on the analysis of the selected results of international and Polish research, the main factors influencing the functioning and development of the organization are presented, the learning process in such organizations is analyzed, and the main advantages and possibilities of the learning organization are highlighted. The results obtained in these studies were verified using quantitative methods. At the end of the article, the conclusions and recommendations are presented.

A Long Term Analysis of Two Undeniable Realities of the XXI Century - Global Economic Crisis and Demographic Aging

Author(s): Alina Ștefania Chenic Crețu,Alin Ioan Crețu,Laurențiu Teșcan / Language(s): English / Issue: 2/2018

The article highlights idea which said that, in actual socio-economics conditions, will appear inherently lethal mixture between two undeniable realities of the century, namely, on the one hand, economic and financial crisis, with immediate effects of restricting economic activities and thus drastically reducing job remuneration for work and, on the other hand, the trend of demographic aging in most civilized geopolitical zones, strong or medium economic developed. Mankind has lived a long time with the phobia of population explosion, as well as the phobia of premature death due to incurable medical conditions characteristic of the twentieth century but human medicine and the pharmaceutical industry have made remarkable progress. Life expectancy has increased continuously and spectacularly, especially in economically developed areas in Europe, North America, Asia and Australia. Along with this joyful reality, the civilized world has adopted an unexpected demographic trend, namely a massive reduction in the birth rate. Therefore, along with the trend at the beginning of this millennium - in which the civilized people marry and procreate a maximum of 1-2 children up to the age of 35 - after 2008, the global economic crisis appeared. What will happen in the XXI century? Will the world's median age increase, dramatically reducing the ratio of people of working age and the total population? But the worst thing, in this context, seems to be the strangely inadequate reaction of human society regarding the use of available workforce. Many people of working age - often quite competent people- remain outside the labor market! Thus, this scientific approach constitutes a warning on the urgent and effective implementation necessity of new employment policies. On the contrary, we must accept that human civilization has finally found the brilliant and absolutely ridiculous model of self-destruction precisely because of the scientific and technical progress of medicine regarding the increase in life expectancy? Evolution involves regression?!

A model for establishing and developing relationships with visitors of the Kopački rit Nature Park based on mobile technologies

Author(s): Branimir Dukić,Stojanka Dukić,Biserka Vištica / Language(s): English / Issue: S/2015

Kopački rit as a nature park is a great tourist attractor in northeastern Croatia. Its flora and fauna used to attract people for economic reasons, whereas today people mostly visit it for educational and tourism purposes. Visitor loyalty is increasingly important in tourism development today. One-time visitors cannot be the basis of tourist demand. Such guests often visit a particular destination motivated by global political trends, and not by the need to visit the destination itself. For example, the increased number of guests in Croatia in the past few years is a result of political events in Greece and North Africa. Once the political situation in their primary choice is stabilised, such guests will be lost. Therefore, among many guests of Kopački rit one must recognise those, for whom it was their primary destination, and establish a relationship with them. To achieve a targeted tourist offer, the Nature Park must implement relationship marketing by means of Customer Relationship Management (CRM). The aim of this research is to explore and define an optimum model of the CRM system that would offer a long-term solution to the problem of customer relationship development with visitors to Kopački rit. The research will be carried out deductively, and the methods used to realize the research aim are to be systematic analysis, causal reasoning, descriptive modelling, and logical experiment. The result is a framework model of a marketing database and a descriptive conceptual model of the CRM system for Kopački rit, both of which will use the potentials of mobile and information and communication technologies.

A munkaerő-piaci szenzitivitás. Új módszer a magyarországi munkaerőpiac területi, térszerkezeti kérdéseinek feltárásában

Author(s): Levente Alpek,Róbert Tésits / Language(s): Hungarian / Issue: 04/2014

A New Challenge – Intellectual Capital Evaluation in a Romanian University

Author(s): Maria Luminita Gogan / Language(s): English / Issue: 22/2014

Over the past decade, intellectual capital evaluation is gaining importance as an approach for measuring intangibles, while the universities need a tool to manage the intangibles and to measure their performance in a new way. In order to deal with this requirement, this paper undertakes a proposal for evaluation intellectual capital in a Romanian University. This study contributes to broaden the research community’s understanding about the importance of managing and publishing information of the intellectual capital of a university. This paper offers practical help to universities to develop instrument to identify and measure their intellectual capital.

A new method of job evaluation

Author(s): Wiktor Adamus / Language(s): English / Issue: 1/2009

Job within organization can be discussed in the context of its quantity possible to do, quality resulting from its difficulty level and effect achieved by the employee that is effects of his work. To measure job from a quantitative point of view we use work norms as a function of time standards, products quantity or service level. It is much more difficult to measure qualitative job parameters than measuring quantity of job and its effects. In the literature we know several methods to job evaluation. However, none of them determines precisely the value of individual job evaluation within organization. The paper aims to develop a new method to measure and assess qualitative parameters of job in a simple, transparent, universal and timeless way. When evaluating a given feature, factor, object, subject we weight various quality and quantity criteria relative to an accepted pattern or value in a given organization, society or culture. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Building a system of job evaluation in the organization 7. synthetic criteria were taken: knowledge, experience, wisdom, psychological and physical effort, intellectual effort, responsibility and cooperation. Each synthetic criterion was given a few analytical criteria, which in turn was assigned a verbal, adjective level of intensity. To solve the problem we used a multicriterial problem solution method AHP (Analytic Hierarchy Process). By pair wise comparison of each synthetic criteria (on a verbal scale) in relation to job quality in the Saaty’s fundamental scale we arrived a weight comparison matrix (priorities) within the range [>0,<1]A sum of weights from comparisons of all synthetic criteria is equal to one. Next, the same scale was used for comparisons of analytical criteria (sub criteria) and their values in relation to particular synthetic criteria. Each analytical criterion was given weight (priority) resulting from comparisons, their total sum for each synthetic criterion is also equal to one. Next, each analytical sub-criterion in the system of work quality assessment was assigned adjectival level of intensity, also in a numerical scale calculated from a matrix of verbal adjectival comparison scale. The sum of those weights is also equal to 1. Our method differs from all its predecessors by the fact that a final weight (priority) for a given analytical factor is a multiplicative value transferring values from synthetic criteria onto analytical, those in turn into point assessments. Certain interdependencies between factors examined are not linear, just like in a real world. Having all the numerical values for all synthetic, analytical criteria and analytical intensity sub criteria, we calculated point values of hundreds of possible work positions in various enterprises. All those values were aggregated in matrices (tables). The method developed has a universal value in the sense, that with its use the job that can be valued can be directly manufacturing (service) as well as indirect – managerial or administrative. Moreover it can be used in various organizations, cultures, societies or states. The method is well grounded in cognitive psychology, applied mathematics and computer science.

A New Reporting Management System after 2008 Crises

Author(s): Valentina-Terezia Ciocodan Segărceanu / Language(s): English / Issue: S2/2009

In the last ten years the management concepts, principles and measures were absorbed with great energy by manager’s mind and were faster developed and applied in most important fields. It was created even a new people community named ”management readers” which could be the future more trained managers or could remain the same readers educated in management. Taking up the research level, I briefly present you a Reporting Management System created for a flexible implementation in medium and large dimension companies, but also could be applied in small firms. I consider this Reporting Management Methodology proves itself very useful in work days after the 2008 crises and could contributed to restructuring the companies, bringing more accuracy in making decision, have an effective impact in solving task, a speedily respond time and highly controlling in operational situation. No more ancient days for managers!

A Performance Management Policy Model for Romanian Banks Employees

Author(s): Ioana Florentina Savu,Victor Ioane,Mihail Romulus Rădulescu,Ioana Ceauşu / Language(s): English / Issue: 3/2012

Banks employees are one of the most important resources available to it. The need to invest in this resource is becoming stronger in the current conditions where the workload is high and the stress is a word used particularly by employees to describe their work. The overall aim of the performance management policy is to establish a high performance culture among Romanian banks employees in which individuals and teams take responsibility for the continuous improvement of business processes and for their own skills. Specifically, performance management is about aligning individual objectives to organizational objectives and ensurin that individuals uphold corporate core values. It provides for expectations to be defined and agreed in terms of role responsibilities and accountabilities (expected to do), skills (expected to have) and behaviours (expected to be). The main objective is to develop the capacity of people to meet and exceed expectations and to achieve their full potential to the benefit of themselves and the organization. Performance management is concerned with ensuring that the support and guidance people need to develop and improve are readily available.

A Plea for the Importance of Business Ethics Education for Future Managers in an International Competitive Environment

Author(s): Marian Năstase,Diana Corina Gligor-Cimpoieru / Language(s): English / Issue: 2/2013

Nowadays all around the globe managers are working in an ever increasingly competitive environment and their education and formation should take into account the new challenges posed by the traits of this kind environment. Though this article we try to underline the importance of business ethics education which with its various subjects, including corporate social responsibility, begins to play an important role in the education process of future managers all over the world, as a new way for approaching problems that arise in this international business environment characterises as being highly competitive for limited resources. We will analyse the roots and the premises that determined this need for change in the approach of future manager’s education, the benefits and challenges associated to this change, and we will set the premises for an analysis of the level at which this need for business ethics education for managers is understood and taken into account by the Romanian business and economics curriculum in universities.

A possible chain of motivation

Author(s): Rodica Ianole / Language(s): English / Issue: 06/2007

On a world-wide basis there is a growing concern about organization’s capability to retain their top talents. In the specific case of a student’s organization – Team Work - we confront with the same problems: how to inspire our members to act in the spirit of the values we share: professionalism, team work and voluntariate, and how to determine them to remain part of the system. This is where motivation appears like one of those terms that can mean very different things depending on exactly where you sit. The aim of the present paper is to draw a schematic picture of how it can work a chain of motivation in Team Work and other similar organizations.

A Practical Perspective on Human Capital Post Merger Integration in Central and Eastern Europe

Author(s): Sebastian Mădălin Munteanu,Marian-Adrian Grosu / Language(s): English / Issue: 3/2011

Driven by a philosophy of shareholder value, mergers and acquisitions form a new economic, social and cultural environment. It is only by a profound understanding of the success factors in mergers and acquisitions that they are able to improve transaction management and create new economic values. In this paper we focus on the perception of employees on a merger or acquisition, the impact it has on the new organization and what should be further done by the management team in order to ensure that critical employees are kept within the organization. We present a survey among 146 companies in 6 countries from Central and Eastern Europe that have experienced mergers or acquisitions in the last 5 years, in which we exhibit a comprehensive view of employees’ satisfaction on different hierarchical and demographic levels on the success of integration. In addition, this report includes information on risks identified that need to be addressed in the forthcoming period, especially by the organizations included in this survey, to cover areas that have been overlooked or that have been insufficiently addressed in the run to integrate faster.