Micro, Small and Medium Enterprises (MSMEs) are flourishing in Indonesia and contributing greatly to Gross Domestic Product of Indonesia. This attracted the attention of many people to examine more about Micro SME and its development. The purpose of this study is to identify the variable forming firm performance with case studies on food MSMEs in Bandung city. This study tried to answer questions about the MSME performance improvement model of Bandung city. The method used is survey by distributing questionnaires to 40 MSMEs in Bandung. Testing of variable in this research by using Partial Least Square (PLS) test. The findings of the study revealed that firm performance model (MSMEs) has a significant influenced by entrepreneurial competency moderated by competitive scope. The managerial implication of this research is expected that the actors of MSMEs can improve their ability on financial knowledge and organize their business in order to grow and become big company in the future which can give contribution of bigger economic development to the country.
The problem of mobbing in the work environment is significant, there are many factors determining mobbing, and its negative effects affect both the employees of the organization and their social environment as well as the work process. The aim of this study is to determine the relationship of experiencing mobbing with psychological gender dimensions and occupational burnout. 180 people participated in the study, a group of respondents consisted of 123 women and 57 men, aged 20 to 57 years. The research process used: Negative Action Questionnaire (NAQ), Psychological Gender Inventory (IPP) and Questionnaire to study behaviours and experiences related to work (AVEM).
In order to analyse the obtained research results, a correlation analysis was performed to check the relationship between experiencing mobbing activities, (1) and the psychological gender and (2) burnout as well as a linear regression analysis to check what predictors of burnout are. The results of statistical analyses revealed that there is no connection between the experience of mobbing and the psychological gender dimension – femininity, while it was noticed that at the level of statistical tendency there is the relationship between the experience of mobbing and the psychological gender dimension – masculinity. Analysing the results obtained, it was noticed that there is a connection between the experience of mobbing and burnout, people experiencing mobbing are at risk of occupational burnout.
This investigation is focused on two objectives: 1) explaining the relationship between quality management and performance management in higher education; 2) evaluating the existing quality management systems in the higher education institutions of the Republic of Moldova. In order to accomplish the first objective, a comparative theoretical analysis of the quality management and performance management was carried out in terms of common aspects and distinctive peculiarities. Consequently, it was reasoned that the performance management system of a higher education institution is created and functions on the basis of the quality management system by extending the area of the quality objectives to the level at which they will ensure performance or, in other terms, by moving towards excellence. In order to achieve the second objective, an opinion survey for the teaching and managerial staff from 6 universities was carried out. As a consequence of processing the obtained results, there were identified problems related to the functioning of the quality management systems. The investigation resulted in the formulation of a set of recommendations for the higher education institutions of the Republic of Moldova in order to increase the efficiency of the quality management systems functioning and thus to ensure an efficient management.
Paper describes the procedure for developing academic programs which are properly aligned to the requirements of the knowledge-based economy. The paper also addresses the continuous quality improvement (CQI) process with the CQI loop closing on the program level and the course level. This process is needed to make continuous adjustments to an academic program, so that the program is always aligned to the constantly-changing needs of the economy. Paper also discusses the system of mutual dependency between the academic program and external partnership like local industry, secondary schools, local government, local community, regional business incubator center, other educational institutions, alumni and industrial advisory council. The ongoing collaboration with external partners allows the program to prosper and grow.
Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.
The main objective of the research was to determine how temporary employees perceive the process of their onboarding in the context of the efficient performance of their responsibilities. The analysis covered the information obtained by the employee during onboarding, such as the employer’s expectations concerning the position in question, organization of work, procedures and values applied at the company, as well as work evaluation terms. A quantitative research was held based on a questionnaire filled in by 286 respondents. The study revealed that temporary employees had a good opinion of the methods of onboarding. It turned out that the opinion on onboarding, especially with respect to work organization, worsened with age. The study also determined that with increasing level of education, employees’ opinion worsened with regard to the completeness of information provided during onboarding and concerning work evaluation methods and the values applied at the company.
This paper provides an overview of the evolution of management theories with an emphasis on human resource management (HRM). It examines the early philosophical viewpoints which laid the foundation for the development of management theories. It traces the evolution of management theories from the pre-industrial revolution through the two world wars to the era of rapid economic growth of the 1960s to the 1980s. In recent years, management theories had become more multi-faceted where emphasis has shifted from behavioural science to organisational structures and quality assurance. With rapid globalisation and increasing importance of cultural awareness, the paper concludes that more research will be needed in the area of cross-cultural and multi-national human resource management.
Aleksandra Stoiljković Ranđelović, Radenko Milojević and Marija Radosavljević
Under the conditions of ever-increasing competition in the market, companies can reach a competitive advantage only with flexible offer of quality superior and cheaper products/services. In order to achieve this, companies must carry out innovative and effective business processes and manage them appropriately. In this regard, it is important to identify the factors that may be considered critical for improving business process management. The aim of this paper is to identify and analyse key business process management factors, on the example of the electronic industry. The research results show that the factors that are usually accepted as the most important for increasing the maturity of business process management are not recognised as dominant in the electronic industry. One of the findings of the survey reveals, as the main lagging factors, four of the six most important factors for the successful implementation of business processes. Based on results of the research, Managing employees has been detected as the most important maturity factor for companies from the electronic industry; hence, the suggestion is further improvement within this field.
Knowledge-Intensive Business Services (KIBS) are services that involve intensive use of high technologies, specialized skills and professional knowledge. However, there are insufficient findings on the competences of employees in the sector of KIBS. The purpose of this paper is to present the results of the research on employees’ competences in different service sectors of two CEE countries: Poland and Belarus. This study adopted a quantitative approach based on a questionnaire applied to 101 companies from Poland and 42 companies from Belarus. The comparative analysis shows quite similar findings - the most significant competencies are employee engagement, motivation and customer-focused orientation and play a crucial role in the efficiency of services in both countries.
The new generation, who grew up with social media and the intensive use of information technology, is pouring into the job market, disrupting the corporate culture and leadership models that have been known until now.
If these young experts have unique working methods and a language of their own, they are also at the center of the value creation network. How can a leader cope with these changes and exploit the remarkable potential of this new generation? No Fear builds on the personal experiences of leaders of major international companies and points the way forward for any leader who wants to grow its business and its employees in the digital age.
The digital revolution will pose new challenges to the leaders of the companies. First of all, the proliferation of technological innovations and their rapid diffusion are a major challenge to understand, assimilate and use them wisely. Second, the exponential growth of Internet-based businesses poses a major challenge for those in the old economy that are at risk of a rapid break in their core business.