Results for 'human resources'

953 found
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  1. Transforming Human Resource Management: The Impact of Artificial Intelligence on Recruitment and Beyond.Hazem A. S. Alrakhawi, Randa Elqassas, Mohammed M. Elsobeihi, Basel Habil, Basem S. Abunasser & Samy S. Abu-Naser - 2024 - International Journal of Academic Information Systems Research (IJAISR) 8 (8):1-5.
    Abstract: The integration of Artificial Intelligence (AI) into Human Resource Management (HRM) is fundamentally transforming how organizations approach recruitment, performance management, and employee engagement. This paper explores the multifaceted impact of AI on HR practices, highlighting its role in enhancing efficiency, reducing bias, and driving strategic decision-making. Through an in-depth analysis of AI-driven recruitment tools, performance management systems, and personalized employee engagement strategies, this study examines both the opportunities and challenges associated with AI in HRM. Ethical considerations, including data (...)
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  2. Human Resource Management Practices and Organizational Support as Antecedents to Commitment Among Employees in Visayan Surety and Insurance Corporation in Cebu City, Philippines.Jiomarie Jesus - 2024 - Preo Journal of Business and Management 5 (1):43-54.
    This study looks at the relationship between organizational support, employee commitment, and human resource management (HRM) practices at Visayan Surety & Insurance Corporation in Cebu City, Philippines. This descriptive-correlational study used a survey questionnaire to gather data from 25 employees. The results show that although the company does a great job in areas like leadership development and talent management, employee development initiatives could need some work. The study also emphasizes the importance of organizational support in promoting employee commitment and (...)
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  3. REVISITING THE HUMAN RESOURCE AND MANAGEMENT PROGRAM OF THE EARLY YEARS LEARNING CENTER IN MANDALUYONG CITY.Fe Jocelyn G. Dioquino, Albert S. Billones, Ana Katrina S. Caldeira, Melanie Carl T. Espe & Alfredo G. Sy Jr - 2023 - Get International Research Journal 1 (2).
    This study sought to investigate the Human Resource and Management (HRM) Program of a preschool hereinafter referred to as the Early Years Learning Center (EYLC) in Mandaluyong City for purposes of this research study. This is a qualitative case study that delved particularly into the issue of employee retention, especially of seasoned teachers and staff of the subject learning center. It used the interview method to generate an in-depth analysis as it revisited its HRM Program. To triangulate the data (...)
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  4. Green Human Resource Management Practices Among Palestinian Manufacturing Firms- An Exploratory Study.Samer Arqawi, Ahmed A. Zaid, Ayham A. M. Jaaron, Amal A. Al Hila, Mazen J. Al Shobaki & Samy S. Abu-Naser - 2019 - Journal of Resources Development and Management 59:1-8.
    Organizations are increasingly finding it challenging to balance economic and environmental performance particularly those that face competitive, regulatory and community pressure. With the increasing pressures for environmental sustainability, this calls for the new formulation of strategies by the manufacturers in order to minimize their products and services negative impact on the environment. Hence, Green Human Resource Management (GHRM) continues to be an important research agenda among the researchers. In Palestine, green issues are new and still developing. Constant study is (...)
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  5. Human resource management and teachers’ job performance in secondary schools in Akamkpa Local Government Area of Cross River State, Nigeria.Festus Obun Arop, Valentine Joseph Owan & Esther Chijioke Madukwe - 2019 - International Journal of Social Sciences and Management Research 5 (2):27-34.
    This study assessed human resource management and teachers’ job performance in secondary schools in Akamkpa Local Government Area of Cross River State. Three null hypotheses were formulated accordingly to guide the study. Census technique was adopted in selecting the entire population of 432 teachers. The instrument used for data collection was a questionnaire designed and administered by the researcher. Collected data were analyzed using descriptive statistics, while the null hypotheses were all tested at .05 level of significance using Pearson (...)
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  6. From human resources to human rights: Impact assessments for hiring algorithms.Josephine Yam & Joshua August Skorburg - 2021 - Ethics and Information Technology 23 (4):611-623.
    Over the years, companies have adopted hiring algorithms because they promise wider job candidate pools, lower recruitment costs and less human bias. Despite these promises, they also bring perils. Using them can inflict unintentional harms on individual human rights. These include the five human rights to work, equality and nondiscrimination, privacy, free expression and free association. Despite the human rights harms of hiring algorithms, the AI ethics literature has predominantly focused on abstract ethical principles. This is (...)
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  7. Human Resource Management in a Compartmentalized World: Whither Moral Agency? [REVIEW]Tracy Wilcox - 2012 - Journal of Business Ethics 111 (1):85-96.
    This article examines the potential for moral agency in human resource management practice. It draws on an ethnographic study of human resource managers in a global organization to provide a theorized account of situated moral agency. This account suggests that within contemporary organizations, institutional structures—particularly the structures of Anglo-American market capitalism— threaten and constrain the capacity of HR managers to exercise moral agency and hence engage in ethical behaviour. The contextualized explanation of HR management action directly addresses the (...)
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  8. AI-Driven Human Resource Analytics for Enhancing Workforce Agility and Strategic Decision-Making.S. M. Padmavathi - 2024 - Journal of Science Technology and Research (JSTAR) 5 (1):530-540.
    In today’s rapidly evolving business landscape, organizations must continuously adapt to stay competitive. AI-driven human resource (HR) analytics has emerged as a strategic tool to enhance workforce agility and inform decision-making processes. By leveraging advanced algorithms, machine learning models, and predictive analytics, HR departments can transform vast data sets into actionable insights, driving talent management, employee engagement, and overall organizational efficiency. AI’s ability to analyze patterns, forecast trends, and offer data-driven recommendations empowers HR professionals to make proactive decisions in (...)
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  9. The Impact of Human Resource Management on Corporate Social Performance Strengths and Concerns.Sandra Rothenberg, Clyde Eiríkur Hull & Zhi Tang - 2017 - Business and Society 56 (3):391-418.
    Although high-performance human resource practices do not directly affect corporate social performance strengths, they do positively affect CSP strengths in companies that are highly innovative or have high levels of slack. High-performance human resource management practices also directly and negatively affect CSP concerns. Drawing on the resource-based view and using secondary data from an objective, third-party database, the authors develop and test hypotheses about how high-performance HRM affects a company’s CSP strengths and concerns. Findings suggest that HRM and (...)
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  10. Global Regulatory System of Human Resources Development.Sergii Sardak - 2014 - Dissertation, Київський Національний Економічний Університет Імені Вадима Гетьмана
    ANNOTATION Sardak S.E. Global Regulatory System of Human Resources Development. – Manuscript. Thesis for the Doctor of Economic Science academic degree with major in 08.00.02 – World Economy and international economic relations. – SHEE «Kyiv National Economic University named after Vadym Hetman», Kyiv, 2014. The preconditions and factors of the global economic system with the identified relevant subjects areas and mechanisms of regulation instruments have been investigated. The crucial role of humans in the global economic system as a (...)
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  11. Human Resources International Organizations.Olu Cassila - 2023 - Assigment.
    When a company wishes to enter new country, the three major issues can be seen like marketing, sourcing and investment.
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  12. The Dark Side of Human Resource Management: The Story behind the Story.Nigel Holden & Nancy K. Napier - manuscript
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  13. AI Decision Making with Dignity? Contrasting Workers’ Justice Perceptions of Human and AI Decision Making in a Human Resource Management Context.Sarah Bankins, Paul Formosa, Yannick Griep & Deborah Richards - forthcoming - Information Systems Frontiers.
    Using artificial intelligence (AI) to make decisions in human resource management (HRM) raises questions of how fair employees perceive these decisions to be and whether they experience respectful treatment (i.e., interactional justice). In this experimental survey study with open-ended qualitative questions, we examine decision making in six HRM functions and manipulate the decision maker (AI or human) and decision valence (positive or negative) to determine their impact on individuals’ experiences of interactional justice, trust, dehumanization, and perceptions of decision-maker (...)
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  14. Management and Development of Human Resources for Graduates Registered In the Palestinian Ministry of Labor between Reality and Hope.Suliman A. El Talla, Mahmoud T. Al Najjar & Mazen J. Al Shobaki - 2023 - International Journal of Academic Management Science Research (IJAMSR) 7 (6):33-42.
    The study aimed to identify the reality of management and development of human resources among graduates registered with the Palestinian Ministry of Labor. The study used the descriptive analytical approach. A structured questionnaire was used to collect data that contribute to achieving the objectives of the study. The study population consists of university graduates in the southern Palestinian governorates who are registered with the Ministry of Labor. Palestinian labor force, and a random sample was used to collect data, (...)
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  15. Periodization and forecast of global dynamics of human resources development.Sergii Sardak & В. Т. Сухотеплий С. Е. Сардак - 2013 - Economic Annals-XXI 1 (3-4):3–6.
    Analyzing and modeling interconnections between crucial factors of human development, rates of growth thereof and elasticity of the growth rates, the authors have defined specific periods of the development and have made a forecast for the dynamics of the human resources development. Those periods have been defined more exactly and arranged as follows: the first one – «Before Christ»; the second one – «Early Medieval» (1–1100 a.d.); the third one – «Advanced Medieval» (1101–1625); the forth one – (...)
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  16. The Reality of Applying Human Resources Information Systems in Major Hospitals in the Southern Palestinian Governorates.Mazen J. Al Shobaki & Suliman A. El Talla - 2022 - International Journal of Academic Information Systems Research (IJAISR) 6 (5):46-71.
    The study aimed to study the reality of the application of human resource information systems in the major hospitals in the southern Palestinian governorates. Department directors, department heads, and computer engineers), totaling (320) male and female employees during the year (2022), where the researchers prepared a questionnaire to achieve the purpose of the study on human resource information systems (Individual Performance Assessment, Organizational Performance Assessment, Performance Management, Training Development, And Knowledge Management). The most important findings of the two (...)
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  17. Conceptual aspects of global human resource management.Sergii Sardak - 2019 - In Maksym Bezpartochnyi, Igor Britchenko, Viera Bartosova, Jaroslav Mazanec, Darina Chlebikova, Olesia Bezpartochna, Robert Dmuchowski, Eva Kicova, Olga Ponisciakova, Rima Žitkienė, Svetlana Kunskaja, Arunas Burinskas, Viktoriia Riashchenko, Jekaterina Korjuhina, Teimuraz Beridze, Jasmina Gržinić, Kolozsi Pál Péter, Lentner Csaba, Veslav Kuranovic, Ramutė Narkūnienė, Erika Onuferova, Veronika Cabinova, Maria Matijova, Renata Fedorcikova, Szmitka Stanisław, Stanisław Szmitka, Andrius Tamošiūnas, Katarina Belanova, Ľubomír Čunderlík, Christian Becker, Erika Kovalova, Katarina Kramarova, Martina Marchevská, Jana Mitríková, Tatiana Racovchena, Nadejda Ianioglo, Aurelija Burinskiene & Lela Jamagidze (eds.), Strategies for sustainable socio-economic development and mechanisms their implementation in the global dimension. VUZF Publishing House “St. Grigorii Bogoslov”. pp. 49-58.
    The author's analysis of conceptual aspects of global human resource management shows the lack of unified mechanisms anf forms. Thus, we state that at the beginning of the XXI century at all management level, the contours of the management influence methodology on human resources are formed. This gives the possibility of determining only the main backbone constituent elements. Due to the complexity of the process of people management as a resource, management mechanisms are formalized only in the (...)
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  18. Prediction in Social Science - The Case of Research on the Human Resource Management-Organisational Performance Link.SteveAnthony FleetwoodHesketh - 2006 - Journal of Critical Realism 5 (2):228-250.
    _ Source: _Volume 5, Issue 2, pp 228 - 250 Despite inroads made by critical realism against the ‘scientific method’ in social science, the latter remains strong in subject-areas like human resource management. One argument for the alleged superiority of the scientific method lies in the taken-for-granted belief that it alone can formulate empirically testable predictions. Many of those who employ the scientific method are, however, confused about the way they understand and practice prediction. This paper takes as a (...)
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  19. Methodological approach to management and development of human resources.Sergii Sardak & V. Fisheliev S. Sardak - 2019 - In Біла К. О (ed.), Економіка і менеджмент 2019 : перспективи інтеграції та інноваційного розвитку. pp. 5-7.
    The proposed methodological approach to the management and development of human resources formalizes and visualizes the possible forms of management decision-making for any person, family, company, city, country, and the world as a whole, based on the tasks and competencies of researchers.
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  20. Formation of global regulatory system for human resources development.S. Sardak - 2016 - In International Scientific Practical Conference «Modern Transformation of Economics and Management in the Era of Globalization». pp. 21-22.
    Focused on evolutionary and continuous human development the global, the regulatory system should be formed in the conceptual (the constant research for the detection, identification and evaluation of global imperatives) and application (development and implementation of activities and coordination tools of influence to ensure the existence of human civilization in a secure politically, economically, socially and environmentally balanced world) planes. On the author's calculations of its formation in functionally complete, holistic view is expected by 2030 due to historically (...)
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  21. Organizational Commitment, Human Resources, Continuance Commitment, Affective Commitment, Normative Commitment, Banking Sector.Ayşe ASİLTÜRK - 2019 - Mevzu - Journal of Social Sciences (2):65-91.
    The concept of organizational commitment is defined as employees's strong belief in accepting organizational goals and values; a strong desire to spend high-level effort taking into account the benefit of the organization and to maintain membership in the organization. Although there are different classifications related to organizational commitment in the literature, affective commitment, continuance commitment and normative commitment sub-dimensions were emphasized. This study includes the implementation of an organizational commitment questionnaire developed by Allen and Meyer (1990) and adapted to Turkish (...)
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  22. The concept of state economic policy of regulation of human resources international movement of Ukraine in the context of global intellectualization.Sergii Sardak & А. О. Samoilenko S. Е. Sardak - 2016 - International Scientific Conference Economy and Society: Modern Foundation for Human Development: Conference Proceedings, Part 2, October 31, 2016.
    The problem of the concept of Ukraine’s state economic policy of regulation of human resources international movement in the context of global intellectualization remains topical throughout the existence of Ukraine as an independent state. It should be noted that the favorable geopolitical position of Ukraine provides potential opportunities for the development of both regions and the state as a whole, creates conditions that are associated with the involvement in international migration, tourism and transit and professional processes. Their number (...)
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  23. The Organizational Culture in the Human Resources management of a Medical Institution.Nataliya Lubenets - 2020 - In Економіка і менеджмент 2020: перспективи інтеграції та інноваційного розвитку : зб. наук. праць Міжнар. наук.-практ. конф., 2–3 квіт. 2020 р. : у 7 т. Т. 1. Соціально-економічні аспекти управління підприємствами: теорія та практика. Днипро, Днепропетровская область, Украина, 49000: pp. 7-9.
    Therefore, the first sign of the organizational culture's effectiveness of a medical institution should be considered the degree of compliance of staff values with the values of the institution and the expectations of stakeholders. The experience of the world's leading medical institutions demonstrates that an organizational culture is always a useful tool for managing human resources and one of the primary sources of competitive advantage for healthcare providers.
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  24. (1 other version)Non Discrimination as a moral obligation in Human resources management.Geert Demuijnck - 2009 - Journal of Business Ethics 88 (S1):83-101.
    In this paper, I will argue that it is a moral obligation for companies, firstly, to accept their moral responsibility with respect to non-discrimination, and secondly, to address the issue with a full-fledged programme, including but not limited to the countering of microsocial discrimination processes through specific policies. On the basis of a broad sketch of how some discrimination mechanisms are actually influencing decisions, that is, causing intended as well as unintended bias in Human Resources Management, I will (...)
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  25. Moral Sensitive Human Resource Development: A Conceptual Model and Its Implementation.Saleh Afroogh, Seyyed Abbas Kazemi & Faegheh Hajhosseini - 2021 - International Journal of Business and Management 16 (6).
    In this paper, we propose a conceptual model to improve moral sensitivity in human resource development (HRD) to assist human resource (HR) practitioners in contending with moral challenges in HRD. The literature on the relationship between ethics and HRD suggests that the organizational and employee development discipline deals with ethical issues at three different levels: Individual, organizational and communal, and international levels. In section I, we elaborate on moral challenges facing HRD. In section II, we conceptualize moral sensitive (...)
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  26. Nonprofit organizations and volunteer leadership development: A narrative review with implications for human resource development.Amin Alizadeh, Bhagyashree Barhate, Tamim Choudhury & Khalil Dirani - 2021 - International Journal of HRD Practice Policy and Research 5 (2):65-78.
    Despite the growing support for the importance of volunteer leadership development activities across nonprofit organizations, little is known about volunteer leadership development in the field of human resource development. This narrative literature review highlighted the main challenges in running a nonprofit organization, emphasized the value of volunteer leadership development, and stressed the important role of HRD to develop more capable and trained volunteers. Due to the shortage of skilled volunteers, special efforts are needed to concentrate on volunteers' development; proper (...)
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  27.  59
    Optimizing Workforce Agility with AI-Enhanced Human Resource Analytics.M. Sheik Dawood - 2024 - Journal of Science Technology and Research (JSTAR) 5 (1):515-525.
    This paper explores the application of AI-driven HR analytics in shaping workforce agility, focusing on how real-time data collection, analysis, and modeling foster an adaptable workforce. It highlights the role of predictive analytics in forecasting workforce needs, identifying skill gaps, and optimizing talent deployment. Additionally, the paper discusses how AI enhances strategic decision-making by providing precise metrics and insights into employee behavior, productivity, and satisfaction. The integration of AI into HR systems ultimately shifts HR from a traditionally reactive to a (...)
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  28. Medical AI and human dignity: Contrasting perceptions of human and artificially intelligent (AI) decision making in diagnostic and medical resource allocation contexts.Paul Formosa, Wendy Rogers, Yannick Griep, Sarah Bankins & Deborah Richards - 2022 - Computers in Human Behaviour 133.
    Forms of Artificial Intelligence (AI) are already being deployed into clinical settings and research into its future healthcare uses is accelerating. Despite this trajectory, more research is needed regarding the impacts on patients of increasing AI decision making. In particular, the impersonal nature of AI means that its deployment in highly sensitive contexts-of-use, such as in healthcare, raises issues associated with patients’ perceptions of (un) dignified treatment. We explore this issue through an experimental vignette study comparing individuals’ perceptions of being (...)
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  29. Appropriating Resources: Land Claims, Law, and Illicit Business.Edmund F. Byrne - 2012 - Journal of Business Ethics 106 (4):453-466.
    Business ethicists should examine ethical issues that impinge on the perimeters of their specialized studies (Byrne 2011 ). This article addresses one peripheral issue that cries out for such consideration: the international resource privilege (IRP). After explaining briefly what the IRP involves I argue that it is unethical and should not be supported in international law. My argument is based on others’ findings as to the consequences of current IRP transactions and of their ethically indefensible historical precedents. In particular I (...)
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  30. Principals' management of financial and non-financial resources as correlates of institutional goal fulfilment in secondary schools in Calabar Metropolis.Francisca Nonyelum Odigwe & Valentine Joseph Owan - 2022 - Global Journal of Educational Research 21 (2):123-134.
    This research examined the management of financial and non-financial resources by Calabar Metropolis’ public secondary school principals in relation to the fulfillment of institutional goals. Null hypotheses were developed based on the two specific objectives guiding the study. The study used the ex-post facto research design under the quantitative research framework. A census approach was adopted in enumerating all the 69 school managers (24 principals and 45 vice principals) in Calabar Metropolis, Nigeria. A validated questionnaire, with a reliability index (...)
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  31. Computerized MIS Resources and their Relationship to the Development of Performance in the Electricity Distribution Company in Gaza.Samy S. Abu Naser & Mazen J. Al Shobaki - 2016 - European Academic Research 4 (8):1-22.
    This paper aims to identify computerized management information systems resources and their relationship to the development of performance in the Electricity Distribution Company in Gaza. This research used two dimensions. The first dimension is computerized management information systems and the second dimension the Development of Performance. The control sample was (063). (360) questioners were distributed and (306) were retrieved back with a percentage of (85%). Several statistical tools were used for data analysis and hypotheses testing, including reliability correlation using (...)
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  32. Ethics and HRM Education.Harry J. Van Buren & Michelle Greenwood - 2013 - Journal of Academic Ethics 11 (1):1-15.
    Human resource management (HRM) education has tended to focus on specific functions and tasks within organizations, such as compensation, staffing, and evaluation. This task orientation within HRM education fails to account for the bigger questions facing human resource management and employment relationships, questions which address the roles and responsibilities of the HR function and HR practitioners. An educational focus on HRM that does not explicitly address larger ethical questions fails to equip students to address stakeholder concerns about how (...)
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  33. The Resource Curse Mirage: The Blessing of Resources and the Curse of Empire?Ricardo Restrepo Echavarria - 2016 - Real World Economics Review 75:92-112.
    Auty (1993) and Sachs and Warner (1997) reignited the line of argument of the resource curse: the idea that natural resource wealth has negative net effects on the development of nations. However, the result has been found to be highly dependent on the types of variables used to represent natural resource wealth (Brunnschweiler, 2007) and similar questions can raised about variables used to represent being “cursed”. In this paper we pursue the hunt for better variables by looking at the relationship (...)
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  34. Unfair distribution of resources in Africa: What should be done about the ethnicity factor?Gail M. Presbey - 2003 - Human Studies 26 (1):21-40.
    The article examines the role of ethnic favoritism in maldistribution of national resources in Kenya and discusses two broad proposals for attacking such corruption. Evidence drawn from research in Kenya disproves the view of Chabal and Daloz, who argue that Africans prefer to distribute goods according to ethnic ties, and shows that frustration with the lack of alternatives to such a system, rather than enthusiasm for it, drives cooperation with corrupt maldistribution. One solution to the problem is to decentralize (...)
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  35. Why Should One Reproduce? The Rationality and Morality of Human Reproduction.Lantz Miller - 2014 - Dissertation, City University of New York Graduate Center
    Human reproduction has long been assumed to be an act of the blind force of nature, to which humans were subject, like the weather. However, with recent concerns about the environmental impact of human population, particularly resource depletion, human reproduction has come to be seen as a moral issue. That is, in general, it may be moral or immoral for people to continue propagating their species. The past decade’s philosophical discussions of the question have yielded varying results. (...)
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  36. Human Rights, Human Dignity, and Power.Pablo Gilabert - 2015 - In Rowan Cruft, S. Matthew Liao & Massimo Renzo (eds.), Philosophical Foundations of Human Rights. Oxford, United Kingdom: Oxford University Press UK. pp. 196-213.
    This paper explores the connections between human rights, human dignity, and power. The idea of human dignity is omnipresent in human rights discourse, but its meaning and point is not always clear. It is standardly used in two ways, to refer to a normative status of persons that makes their treatment in terms of human rights a proper response, and a social condition of persons in which their human rights are fulfilled. This paper pursues (...)
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  37.  53
    Requiring Country managers to pay attention to human development from the viewpoint of Nahjolbalagheh.Seyedsaber Seyedi Fazlollahi & Naser Mohammadi - 2016 - Management, Economics, Accounting and Humanities 1 (Humanities):1.
    Nowadays the key to all aspects of development is human development, That Without it, development is not possible. In the Islamic system, the goal is the human resources And on the other hand is a key to development. The need to nurture body and soul has always been of interest to scholars at any time. From the beginning of creation until now, the issue of education, the most basic mission of the Prophet Followed by, in this context, (...)
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  38. The human genome as public: Justifications and implications.Michelle J. Bayefsky - 2016 - Bioethics 31 (3):209-219.
    Since the human genome was decoded, great emphasis has been placed on the unique, personal nature of the genome, along with the benefits that personalized medicine can bring to individuals and the importance of safeguarding genetic privacy. As a result, an equally important aspect of the human genome – its common nature – has been underappreciated and underrepresented in the ethics literature and policy dialogue surrounding genetics and genomics. This article will argue that, just as the personal nature (...)
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  39. AI in HRM: Revolutionizing Recruitment, Performance Management, and Employee Engagement.Mostafa El-Ghoul, Mohammed M. Almassri, Mohammed F. El-Habibi, Mohanad H. Al-Qadi, Alaa Abou Eloun, Bassem S. Abu-Nasser & Samy S. Abu-Naser - 2024 - International Journal of Academic Applied Research (Ijaar) 8 (9):16-23.
    Artificial Intelligence (AI) is rapidly transforming Human Resource Management (HRM) by enhancing the efficiency and effectiveness of key functions such as recruitment, performance management, and employee engagement. This paper explores the integration of AI technologies in HRM, focusing on their potential to revolutionize these critical areas. In recruitment, AI-driven tools streamline candidate sourcing, screening, and selection processes, leading to more accurate and unbiased hiring decisions. Performance management is similarly transformed, with AI enabling continuous, data-driven feedback and personalized development plans (...)
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  40. A Framework for Acquiring the Resources Vital for the Start-up of a Business in South Africa: an African Immigrant’s Perspective.Robertson K. Tengeh, Harry Ballard & Andre Slabbert - 2011 - European Journal of Social Sciences 23 ( 3):362-381.
    Using a triangulation of three methods, we devise a framework for the acquisition of the resources vital for the start-up of a business in South Africa. Against the backdrop of the fact that numerous challenges prohibit African immigrants from starting a business, let alone growing the business, we set out to investigate how those who succeed acquired the necessary resources. Within the quantitative paradigm, the survey questionnaire was used to collect and analyze the data. To complement the quantitative (...)
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  41. The mindsponge and BMF analytics for innovative thinking in social sciences and humanities.Quan-Hoang Vuong, Minh-Hoang Nguyen & Viet-Phuong La (eds.) - 2022 - Berlin, Germany: De Gruyter.
    Academia is a competitive environment. Early Career Researchers (ECRs) are limited in experience and resources and especially need achievements to secure and expand their careers. To help with these issues, this book offers a new approach for conducting research using the combination of mindsponge innovative thinking and Bayesian analytics. This is not just another analytics book. 1. A new perspective on psychological processes: Mindsponge is a novel approach for examining the human mind’s information processing mechanism. This conceptual framework (...)
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  42. The Effect of Developing Human Capabilities on the Company's Performance through Developing the Company's Capabilities.Nasareldeen Hamed Ahmed Alnor - 2023 - WSEAS Transactions on Business and Economics 21:95-108.
    By studying the effect of human resource development on strengthening the firm's total capabilities this literature review investigates the relationship between the development of human capabilities and company performance by studying the effects of human resource development on strengthening a firm’s total capabilities. To provide a thorough grasp of the subject, the review synthesizes and analyzes pertinent research articles, academic papers, and industry reports. SPSS version 22 statistical software was used for social sciences. Descriptive and inferential statistics (...)
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  43. Human achievement and artificial intelligence.Brett Karlan - 2023 - Ethics and Information Technology 25 (3):1-12.
    In domains as disparate as playing Go and predicting the structure of proteins, artificial intelligence (AI) technologies have begun to perform at levels beyond which any humans can achieve. Does this fact represent something lamentable? Does superhuman AI performance somehow undermine the value of human achievements in these areas? Go grandmaster Lee Sedol suggested as much when he announced his retirement from professional Go, blaming the advances of Go-playing programs like AlphaGo for sapping his will to play the game (...)
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  44. Computerized Management Information Systems Resources and their Relationship to the Development of Performance in the Electricity Distribution Company in Gaza.Samy S. Abu Naser & Mazen J. Al Shobaki - 2016 - European Academic Research 4 (8):6969-7002.
    This paper aims to identify computerized management information systems resources and their relationship to the development of performance in the Electricity Distribution Company in Gaza. This research used two dimensions. The first dimension is computerized management information systems and the second dimension the Development of Performance. The control sample was (063). (360) questioners were distributed and (306) were retrieved back with a percentage of (85%). Several statistical tools were used for data analysis and hypotheses testing, including reliability correlation using (...)
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  45. Commercialization of the nature-resource potential of anthropogenic objects (on the example of exhausted mines and quarries).D. E. Reshetniak S. E. Sardak, O. P. Krupskyi, S. I. Korotun & Sergii Sardak - 2019 - Journal of Geology, Geography and Geoecology 28 (1):180-187.
    Abstract. In this article we developed scientific and applied foundations of commercialization of the nature-resource potential of anthropogenic objects, on the example of exhausted mines. It is determined that the category of “anthropogenic object” can be considered in a narrow-applied sense, as specific anthropogenic objects to ensure the target needs, and in a broad theoretical sense, meaning everything that is created and changed by human influence, that is the objects of both artificial and natural origin. It was determined that (...)
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  46. Public health policy in resource allocation: the role of ubuntu ethics in redressing resource disparity between public and private healthcare in South Africa.Nosisa Cynthia Madaka - 2019 - Dissertation, University of Stellenbosch
    This thesis under the title “Public Health Policy in Resource Allocation: the Role of Ubuntu Ethics in Redressing Resource Disparity between Public and Private Healthcare in South Africa” explores health care disparities pertaining to resource allocation between public and private sector. It is of relevance and importance in South Africa where 54% of the population live on less than US$3 per day. Although the government has instituted certain changes aimed at transforming the public health care system, the resource allocation gap (...)
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  47. African Values and Human Rights as Two Sides of the Same Coin: Reply to Oyowe.Thaddeus Metz - 2014 - African Human Rights Law Journal 14 (2):306-21.
    In an article previously published in this Journal, Anthony Oyowe critically engages with my attempt to demonstrate how the human rights characteristic of South Africa’s Constitution can be grounded on a certain interpretation of Afro-communitarian values that are often associated with talk of ‘ubuntu’. Drawing on recurrent themes of human dignity and communal relationships in the sub-Saharan tradition, I have advanced a moral-philosophical principle that I argue entails and plausibly explains a wide array of individual rights to civil (...)
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  48. Public Policy Influences on Academia in the European Union: A Snapshot of the Convergences Among HRM–Industrial Relations and CSR–Stakeholder Approach.Armando Aliu, Dorian Aliu, Ayten Akatay & Umut Eroglu - 2017 - SAGE Open 7 (1):1-15.
    The aim of this research is to examine the public policy influences on academic investigations that contain a substantial convergence among human resource management–industrial relations and corporate social responsibility–stakeholder approach by means of using bibliometric and content analyses of relevant publications in the Scopus and ScienceDirect databases. Totally, 160 publications were subject to bibliometric, cluster, and summative content analyses. In this context, this study claims that public policy in the EU influences academic investigations and scholars. The investigation draws attention (...)
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  49. The influence of global intellectualization on human development.Sergii Sardak & A. Samoilenko S. Sardak - 2019 - Bulletin of the Cherkasy Bohdan Khmelnytsky National University. Economic Sciences, 1:176-182.
    In the context of the global intellectualization, human capital is the determining factor in the innovation development and the international competitiveness of countries. In the XXI century. the leading component of human capital are qualitatively new information, communication and network technologies. Particular importance are education and training, professionalism, high level of human resources management, building up, reproduction and human capital development. These factors are the prerequisite for the growth of the competitive advantages of the country (...)
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  50. Hegelian Resources for Contemporary Thought. Introductory Essay.Italo Testa - 2016 - In Italo Testa & Luigi Ruggiu (eds.), "I that is we, we that is I," perspectives on contemporary Hegel : social ontology, recognition, naturalism, and the critique of Kantian constructivism. Boston: Brill. pp. 1-28.
    Introductory essay to the collection "I that is We, We that is I" (ed. by Italo Testa and Luigi Ruggiu, Brill Books, 2016). In this book an international group of philosophers explore the many facets of Hegel’s formula which expresses the recognitive and social structures of human life. The book offers a guiding thread for the reconstruction of crucial motifs of contemporary thought such as the socio-ontological paradigm; the action-theoretical model in moral and social philosophy; the question of naturalism; (...)
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