Transformation of The Role and Functions of HR in The Conditions of New Economic Challenges

The article discusses the new roles and functions of HR specialists in the context of the formation of a new economic model. The first part of the article discusses the reasons for the change in the role and status of HR in the company and the emergence of new areas of work with personnel. Among the main reasons for HR transformation, the author highlights: the formation of a new model of the business environment – the transition from the VUCA-world to the BANI world; digitalization and active development of the gig economy, which caused the emergence of new forms of social and labor relations; changing the model of the organization itself – the spread of heterarchical structures and cross-functional teams, changing the paradigm of employee management – orientation towards the concept of human capital management. The second part of the article provides an overview of the new HR functions. HR transformation is associated with the expansion of the field of attention and sphere of influence of HR specialists. Currently, the focus of HR work is shifting to strategic issues, deep immersion in business, due to the liberation from routine. At the same time, the content of traditional HR functions is changing: new HR functions are becoming more focused and technologically advanced, new employee management tools and new positions are emerging (for example, HR-marketer, HR-Ambassador, HR-evangelist, happiness manager, HR-business-travel, specialist in managing remote work of employees, etc.). Currently, there is a «war for talents» all over the world, associated with attracting the most promising, highly qualified and unique employees. In these conditions, it is the personnel management system that becomes a competitive advantage.

Treatment of COVID-19 disease in pregnancy and breastfeeding

The physiological and anatomical clinical characteristics of pregnant women make them susceptible to complications caused by coronavirus disease (COVID-19). Increased coagulation and risk of thromboembolic phenomena are common during pregnancy; they are further enhanced when associated with a thrombogenic pathology such as in COVID-19. The treatment of COVID-19 is controversial and limited, even for non-pregnant patients. During pregnancy, the options are even more restricted due to the teratogenicity of some drugs and anatomical and physiological difficulties, especially in advanced pregnancy in patients with respiratory failure. Therefore, the focus of treatment for pregnant patients should be centered on isolation, monitoring fetal and maternal vital signs, uterine activity, and general maternal-fetal well-being. The prescription of drugs and management orientation should be based on gestational age and maternal clinical conditions. The optimal type of delivery is guided by obstetric indications and COVID-19 disease severity. Breastfeeding should be encouraged with the use of masks and hand hygiene. The treatment of pregnant women with COVID-19 brings important peculiarities that should be considered in order to make better decisions for preserving the health of the mother and fetus.

Iranian EFL teachers’ personality types and classroom management orientations: A correlational study

Language learners’ achievement relies to a great extent on what goes on inside the classroom. The teachers’ personality types and their classroom management orientations play a role in such achievement. The present study intended to explore Iranian EFL teachers’ major personality types and classroom management orientations. Moreover, the relationship between their personality types and classroom management orientations were probed. Sixty EFL teachers were chosen through the convenience sampling method from foreign language institutes in Isfahan, Iran. The results showed that extroverted–sensing–thinking–judging type was the most frequent personality type and the interactionalist approach was the major classroom management orientation among Iranian EFL teachers teaching at language institutes. The findings of this study enhance EFL teachers’, as well as directors, of language institutes’ understanding of the personality type as one crucial factor related to EFL teachers’ behaviour management approaches. More implications of the results and future research directions are also discussed. Keywords: Classroom, management orientations, effective teaching, Iranian EFL teachers, personality types

EPISTIMOLOGI MANAJEMEN DI ERA KEMAJUAN ISLAM

In the context of Islam, science is the beginning of human substance in building world civilization. Islamic epistemology has similarities with the term science in Western epistemology. Just as science in Western epistemology is distinguished from knowledge, science in Islamic epistemology is distinguished from opinion (ra'y). Science is not arbitrary knowledge or just opinion, but knowledge that has been tested for truth. The understanding of science is actually not much different from science, only science is limited to physical or sensory fields, science goes beyond it in non-physical fields such as metaphysics. Historical metamorphosis is added to analysis and management knowledge. Muslim philosophers are used as a basic reference as the core paradigm of management based on humanity and human patterns. Keywords: Epistemology, Muslim Philosophers, Islamic Management Orientation

Workplace Inclusion Competence and Employer Engagement

Existing active labor market policy (ALMP) measures have been unsuccessful in establishing long- term employment for vulnerable groups.This paper contributes to further development of the role of the employer engagement perspective in ALMP. We introduce the term workplace inclusion competence and explore its association to two distinct work-organizational categories: participa tion- and control-oriented management. We operationalize workplace inclusion competence as inclusion opportunity and inclusion capability. We argue that such competence is dynamic and processual, and find that organizational management-orientation, as well as work pace, employees’ developmental opportunities, financial situation and OSH, have an impact on workplace inclusion competence. Survey data among a sample of managers is analyzed regarding workplaces’ capabilities and opportunities in work inclusion processes. We present two sets of indexes to measure organizational management-orientation and inclusion skills competence. As such, we contribute to the research field by providing new and more specific concepts with adherent question indexes, and by connecting them to a work-organizational perspective.

Farmers Suicide Causes and Remedies to avoid of Hingoli District in Maharashtra State : A Geo-Political View

The present research carried out with an exploratory design of social research on farmer’s suicide of Hingoli District in Maharashtra State . These districts were The Hingoli consists of the Five Talukas (Hingoli, Kalamnuri, Basmat, Aundha, Sengaon). The average rainfall in the district is 895 mm. About 83% of the rainfall occurs during June to September and July is the rainiest month. The maximum temperature of the district is 42.6 degree Celsius and minimum temperatures are 10.6 Degree Celsius. Over 192 farmers have committed suicide in Hingoli District between 2008 and 2017. In Hingoli District the farmer 56.25per cent, The majority of the farmers had medium extension contact 38.75per cent, Medium level of cropping intensity 83.75per cent, Medium level of economic motivation 57.50%, deferred gratification were found 70.00 per cent in middle category, management orientation of the farmer is middle level 67.50per cent, farmers found in middle level of the indebtedness 80.00per cent, Majority of the farmer engaged in farming and farm labours 72.50per cent. Indebtedness is negative significant. The relationship was significant at 0.05 level. Major causes of farming distress is failure of crops due to drought/ lack irrigation, failure of crop due to insect disease. Indebtedness related causes increase in indebtedness is major region of distress. Major Social causes of farmer dowry and marriageable age of daughter and sister. Farmer suggests that there should be minimum support price for all crops.

Knowledge of Aromatic Black Rice Growers Regarding Benefits Provided under Mission Organic Value Chain Development Scheme

The present study was carried out during 2020-21 in Thoubal and Bishnupur districts of Manipur state to assess the knowledge of aromatic black rice growers regarding the benefits provided under the Mission Organic Value Chain Development Scheme (MOVCDS). One hundred eighty aromatic black rice growers were interviewed for the study using a pre-tested interview schedule. The results revealed that a vast majority of over 85.00 per cent of the aromatic black rice growers had correct knowledge regarding the various benefits provided under MOVCDS. Education, organic farming experience, livestock possession, crop productivity, achievement motivation, aspiration, management orientation, economic motivation, risk orientation, innovative proneness, mass media exposure, training on organic farming, extension agency contact, and extension participation of aromatic black rice growers have significantly contributed in increasing the knowledge level of aromatic black rice growers regarding the benefits provided under MOVCDS. Further, extension agency contact, extension participation, and training on organic farming of aromatic black rice growers were found to be having the direct effect, indirect effect, and largest indirect effect in increasing the knowledge regarding the benefits provided under MOVCDS. The research finding validates the importance of training, extension participation, and extension agency contact in any social intervention to enhance the knowledge of the beneficiaries regarding the scheme or intervention.

Prioritizing Green HRM practices from policymaker’s perspective

Purpose This study aims to identify and prioritize Green human resource management (GHRM) practices from the policymaker’s perspective in the United Arab Emirates (UAE)-based manufacturing and service sectors to facilitate sustainable environmental performance. Design/methodology/approach Drawing upon the ability–motivation–opportunity (AMO) and corporate environmentalism theory, this study uses the analytic hierarchy process (AHP), a multi-criteria decision-making model, to rank the most influential enablers of GHRM practices. Data were collected from 24 C-suite executives of UAE-based manufacturing and service units. Findings Top management orientation for Green, Green organizational culture and Green corporate strategic planning were the most critical enablers that promote GHRM practices in the UAE’s manufacturing and service firms. Past research has mostly overlooked the strategic variables and focused only on organizational level antecedents based on HR bundles of practices. Research limitations/implications Data were collected only from UAE firms, hence limiting its generalizability. The study shall help organizations operating in emerging countries adopt the best GHRM practices toward Green goal agendas. Originality/value This research provides an AHP framework that can be used to conceptualize and prioritize GHRM practices, which aids in a firm’s Green decision-making and transition toward sustainable Green growth. This study furthers understanding of GHRM practices play out at the various levels-of-analysis within organizations to present a comprehensive paucity of integrative and multi-level studies over recent years. The study may be relevant for other organizations in other national contexts with similar governance homogeneity.