International Scientific-Practical Conference "Economic growth in the conditions of globalization" = Conferinţa Internaţională Ştiinţifico-Practică „Creşterea economică în condiţiile globalizării”
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Item The efficiency of the use of human resources and the investment in human capital in pre-university education(INCE, 2022) Andone, LuminitaThe investments in the human capital represents an essential condition for the economic growth and competitiveness. Despite the numerous “reforms” from the last two decades, the Romanian educational system still requires significant efforts to generate competitive resources for the labour market. This comes as a result because of the “reforms” that were more focused on the organisational dimension of the system and less on the need to restructure the substance of education and angling it towards the needs of the labour market. Increasing the human capital of employees induces the investments productivity gains and competitive advantages. The human capital is very important in a society based on knowledge, both as a factor of production and an intelligent carrier of knowledge and as a consumer of the goods of the knowledge-based economy. Educational capital, health status and income, at aggregate and individual levels, are interrelated, so human capital and economic resources are part of the sphere of their development level. The level of human development in terms of education is statistically represented by two indicators: literacy; degree of education. Literacy represents the percentage of the population age 15 or above, who have completed a school or who can read and write without having completed a school. Degree of education represents the number of students enrolled in a level of education, whether or not they belong to the appropriate age group, as a percentage of the total population in that age group. Investiţiile în capitalul uman reprezintă o condiţie esenţială pentru creşterea şi competitivitatea economică. Sistemul educaţional românesc, în ciuda multiplelor „reforme” din ultimele două decenii, necesită în continuare eforturi semnificative pentru a genera resurse competitive pentru piaţa muncii, deoarece „reformele” au vizat mai mult dimensiunea organizatorică a sistemului şi mai puţin necesitatea de restructurare a substanţei actului educaţional şi orientarea acestuia către nevoile pieţei muncii. Creşterea capitalului uman al angajaţilor induce investiţiilor sporuri de productivitate şi avantaje competitive. Capitalul uman este foarte important în societatea bazată pe cunoaştere, atât ca factor de producţie şi suport inteligent al cunoaşterii, cât şi în postura sa de consumator de bunuri ale economiei bazate pe cunoaştere. Capitalul educaţional, starea de sănătate şi veniturile, la nivel global şi individual, sunt intercorelate, astfel capitalul uman şi resursele economice sunt parte a sferei dezvoltării nivelului lor. Nivelul dezvoltării umane din punct de vedere al instruirii este reprezentat statistic prin doi indicatori: gradul de alfabetizare; gradul de cuprindere în învăţământ. Gradul de alfabetizare reprezintă ponderea persoanelor care au absolvit o şcoală sau care ştiu să scrie şi să citească fără a avea o şcoală absolvită, din totalul populaţiei de 15 ani şi peste. Gradul de cuprindere în învăţământ reprezintă numărul de elevi înscrişi într-un nivel de învăţământ, indiferent dacă aparţin sau nu grupei de vârstă corespunzătoare nivelului, ca procent în totalul populaţiei din grupa de vârstă respectivă. Constatările noastre sunt că în România sunt vizibile efectele pozitive ale reformei din sistemul de învăţământ, iar efectele negative pun în discuţie egalitatea şanselor de acces la educaţie (număr insuficient de cadre didactice calificate, gradul de degradare a clădirilor). Cadrele didactice reprezintă factorul esenţial în formarea forţei de muncă şi sunt principalii actori în diminuarea efectelor negative ale reformei din sistemul de învăţământ.Item Abordarea managementului integrat calitate - risc al resurselor umane în sectorul public(IEFS, 2012) Cojocaru, Svetlana; Butnaru, VeronicaOrganization’s survival and development, is closely linked to its ability to provide quality products and services that meet and even exceed customers’expectations. Human resources issues are central to the philosophy of quality and employee involvement is essential for the introduction and implementation of initiatives, programs, practices and techniques related to quality. In this context, assurance and continuous improvement of human resources “quality” should be included among the main concerns of the organization. Throughout its existence and development organization is at risk. Human resource is one which can be an important factor in risk management, but while it can itself become a source of risk. This thematic, is part of the trends of reconsidering the importance of human resources, their involvement in the quality and risk management organization.Item Dinamismul schimbării resurselor umane în organizaţia bazată pe cunoaştere(IEFS, 2012) Cojocaru, SvetlanaThe beginning of the XXI century is characterized by a shift to the reengineering of the whole economic system in a huge innovation effort, building intensively knowledge-based society. Whenever a relevant phenomenon takes place, it is essential to identify and analyze its causes. This rational approach requires a particularly extensive and complex mutation, as few of them were during human evolution, with profound and multiple effects upon all the spheres of human activity, and not only. Currently the treatment of the causes of the development of knowledge-based society, which in fact can be categorized as "knowledge revolution", is only sporadic and fragmentary, often resumed at the point - explicitly or implicitly - new information and communication technologies, forgetting the human resource role as a generator and promoter of these technologies. Dynamics changes approach produced at the level of human resources, labor, work provided, capacity and ways to create added value is the essence of this research. Thus, changes in training level, quantity and quality of knowledge, capacity of knowledge building, retention, use, and exploitation will be addressed.Item Studiu privind evaluarea performanțelor resurselor umane dintr-o companie industriala în vederea stabilirii politicii de remunerare(IEFS, 2012) Oprea, Sorin; Teseleanu, George; Cioara, IngaMost of the companies are using a certain system of procedures for personnel evaluation. The paper presents some objectives that are used to evaluate personnel performances in small and medium enterprises. Financial and economic results determine the work atmosphere. When the organization registers economic growth, the manager is more relaxed and he is able tocreate the proper work atmosphere in order to obtain maximum results.Item Capitalul uman – sursa performanţei în firmă(IEFS, 2011) Matei-Gherman, CorinaAll firms elaborază strategies to stay competitive and get the profit. To achieve this strategic goal must start from the assumption that human resources, the most important chapter in the company's main source, potential to gain performance by creating value that reached the market, to be profitable. For this reason business management /marketing and the decision to leave this great resource insufficiently exploited, which, through adequate policies to attract elite selection and training and a learning content (the potential of a physical, energetic, emotional and psychological), to enhance performance and continue with it and propel the company towards excellence and a place in the top.Item Aspecte ale politicilor de personal în cadrul întreprinderii(IEFS, 2011) Cristian, IrinaHuman resources policies is a key issue very important and always present to ensure competitiveness and success of any enterprise. These must be disseminated and explained to all those who are responsible for their implementation.