К прогнозированию динамики трудовых ресурсов КНР
The principal result of this research is that the valuable skills have a negative and significant effect on alcohol abuse. We found that a higher professional level is consistent with a stronger negative relationship between earnings and alcohol-related behaviors and problems. The explanation of the result is proposed in that the pecuniary losses imposed on an individual by alcohol-related physical inability are positively conditioned by the valuable skills.
Article gives a characteristics of workforce and examines principals and approaches to development of it s innovation in modern conditions.
Economy is embedded in ongoing concrete social networks, and economic processes are increasingly international in character. Three interrelated processes are crucial for setting the frame of analysis for this book: globalisation, development of post-industrial societies, and transformation of European post-socialist countries. Within this framework the main issues will be as follows: economies in transition - reliable patterns, imitation, local adaptation, cultural embeddedness; multiplicity of markets - commodification of life, new markets in old societies; economic behavior - households, micro-enterprises, local and global influences; and, contemporary polities i.e. states, the European Union and global corporations. The stress will be placed on actors, relations and institutions as the driving forces of the above described processes. The authors of this collection analyze, based on their empirical material, very interesting socio-economic issues. These are: ethical consumption from the perspective of the moral economy and its connection to political institutions in Europe (and particularly in Hungary); the cultural context of consumption, both in the case of social networks in Bangladesh and of counterfeited goods on the Russian market; the new and old, individual and organizational actors in transition economies, for instance in Poland and Croatia; the new approach to corporations as global actors, stressing their social responsibility; the dynamics of managerial practices in the example of Russia; the influence of EU funds and policies on the Polish SMEs market; the cultural embeddedness of economic behavior, in the case of Poles working in the Scottish market and of entrepreneurs in Damascus; the retirement policy in the fast aging societies of Spain and Poland; and, the emergence of the new markets, like that of health services, in Russia and that of the property market in Eastern and Central Europe.
The article presents analysis of the impact of human resource management systems (HRM) on the financial performance of banks operating in the Russian market. The sample includes 67 banks with different organizational characteristics (nationality of capital, ownership, lo-cation of the head office, number of years of operation in the Russian market). The research is based both on qualitative (a survey of heads of HR services of banks) and quantitative (analysis of financial statements of banks). Data were collected in the period from 2011 to 2015. Initially, the main indicators characterizing the effectiveness of the HRM system (labor productivity and return on investment in human capital), as well as indicators of the financial performance of banks (return on assets and return on capital), were calculated. Further, with the help of the system of econometric equations, the impact of performance indicators of HRM systems on financial results of banks was determined. The study revealed that, on one hand, implementation of the functions of the HRM system does not have a positive impact on financial performance of the bank. At the same time, the impact of effects of some particular variables characterizing the HRM system itself (orientation on the strategic goals of the bank, the composition of the functions performed, the automation of functions, the flexibility and innovation of the HRM system, the amount of personnel costs) on performance of banks was revealed. So, the positive effect of the HRM system arises from its orientation towards the strategic goals of the bank, as well as with the use of electronic systems that automate the functions of HRM and thus improving the timing and quality of their implementation. Together, these variables, characterizing the HRM system, increase the return on investment in human capital. If the bank also achieves the flexibility and innovation of the HRM system, then labor productivity also increases. This, in turn, has a positive impact on the financial performance of banks.