A procedure for quantification of technological changes on human resources.

It is possible to develop ourselves to advance our career and collective work, even though self-improvement is very difficult. So, for the purpose of human resource development, the article identified the keys to personal development, based on the philosophy of VETS, namely V = Vision is the vision of the organization in the future, which is derived from wisdom, ideas, possible and consistent with goals and organizational obligations, E = Education is a method of human resource development that is necessary in one way because it increases the qualifications of human resources to have more knowledge due to technological changes adaptations, T = Training is to increase the knowledge, expertise, ability and change the attitudes, attitudes, feelings of the participants, S = Study tour is an activity that will help us to do the best practice. Study tour has many advantages, example, it helps to observe the business in other departments, their office operations, process of working, etc. These symbols should be in conjunction with the principle of path of accomplishment; basis for success (Iddhipada IV), consisting of 1) Chanta (satisfaction) is satisfaction or motivation, 2) Viriya (intention) is the indomitable intention, 3) Chitta (concentration) is a mind focused on work, 4) Wimangsa (check) is the use of intelligence to contemplate, contemplate, inspect, reason and examine even more slack, defect or failure, etc. in a business that has been known, tried, and thought to find solutions to improve. Following these principles will lead human being to develop their skills in working for oneself or for others to get a better life or to achieve the target goals of their organizations. Finally, achieving these goals will lead to one’s happiness and ultimately will result to a successful and prosperous organization.

Download Full-text

TRAINING AND RETRAINING AS A TOOL FOR PROMOTING WORKERS’ PRODUCTIVITY IN NIGERIA

Sokoto Educational Review ◽

10.35386/ser.v16i2.129 ◽

2015 ◽

Vol 16 (2) ◽

pp. 11

Author(s):

Mabel Oyitso ◽

C. O. Olomukoro

Keyword(s):

Human Resources ◽

National Development ◽

Technological Changes ◽

Productivity Level ◽

Organizational Goals ◽

Efficiency And Effectiveness ◽

Service Training ◽

Indispensable Tool ◽

Financial Allocation ◽

Worthwhile Investment

Human resources are the key element in any organization as they plan, coordinate, organize and harness all other resources towards the achievement of organizational goals. For any organization to increase its productivity level depends on the level of competence of its workforce. Hence, the need for training and retraining of workers to develop their abilities in order to function effectively and efficiently in the organization. Training is an indispensable tool for human and national development, hence a worthwhile investment for greater productivity in the organization. Training can be viewed as the acquisition of skills, knowledge and abilities to enable one function effectively in the performance of one’s job. The major types of training for workers are in-service training made up of on – the – job and off – the – job training. Training makes workers to be confident, enriches employee’s knowledge and increased performance skill, creates greater efficiency and effectiveness, increases productivity and leads to higher profitability. The major problems affecting the training of workers are inadequate finance and lack of constant training. Therefore, periodic training should be organized for workers to keep them abreast of technological changes in their work and adequate financial allocation should be devoted to training of workers in the organization.

Download Full-text

РЕІНЖИНІРИНГ МЕНТАЛІТЕТУ ЛЮДСЬКИХ РЕСУРСІВ – ОБОВ’ЯЗКОВА СКЛАДОВА ПРОЦЕСУ УСПІШНОГО УПРАВЛІННЯ ЗМІНАМИ В СОЦІАЛЬНО-ЕКОНОМІЧНИХ СИСТЕМАХ

International Journal of Innovative Technologies in Economy ◽

10.31435/rsglobal_ijite/01062018/5662 ◽

2018 ◽

Vol 1 (5(17)) ◽

pp. 60-68

Author(s):

Панасюк Р. ◽

Петренко В. ◽

Попова Х. ◽

Ясінська Й.

Keyword(s):

Human Resources ◽

Large Scale ◽

New Economy ◽

Path Dependency ◽

Economic Systems ◽

Technological Changes ◽

Working Definition ◽

Definition Of

The article substantiates the need to improve the known technologies of managing changes in society in general and within its separate socio- economic subsystems by introducing the technology of reengineering the mentality of human resources as a compulsory component of these processes. The main reason of occurrence of unpreparedness and even resistance to implementation changes of human resources of socio-economic systems in the processes of management of changes, determined by the "path dependency problem" that arise in the processes of transformation of society and its components due to the differentiation of ideological, political and the economic views of the participants, as demonstrated by the example of alternative and dominant-complementary institutional matrices of the western and eastern type. It is demonstrated that for conditions and requirements of the society of a new economy it is more appropriate to interpret the institutional matrix as a result of the union of two dominant-complementary matrices in the form of a rhombus, or diamond, the ideological and economic setups of the sides of which will form such changes in the mentality of human resources of modern socio-economic systems that will not be conflicting, which requires a reengineering of the mentality of human resources, ahead of the development and implementation of key organizational, social, technical and technological changes. The working definition of the concept of "reengineering the mentality" of human resources is proposed and it is established that for its large-scale introduction into the management of changes it is necessary to master the leading personnel of systems by ideological and economic installations of a new diamond-like institutional matrix

Download Full-text