Natural resource dependence, public education investment,and human capital accumulation

This paper examines the relationships between natural resource dependence, public education investment, and human capital accumulation. It addresses why the “blessing” of abundant natural resources often turns into a “curse” in many countries and regions, focusing on the crowding-out effect of natural resources on human capital. According to our empirical analysis of provincial panel data from China, natural resource dependence is significantly and negatively correlated with human capital accumulation. The crowding-out effect of natural resources on human capital exists only in the central and western regions of China. Our introduction of an interaction term for natural resource dependence and public education investment underscores the possibility of investing in public education to reduce the crowding-out effect of natural resource dependence on human capital. The government should utilize the income of the natural resource sector to increase investment in education to enhance local human capital.

Fuzzy Comprehensive Evaluation of Training Effect on Human Resource Development

On the basis of the essential connotation of the training effect on human resource development and the basic principles of setting up a index system, the evaluation index system of the training effect on human resource development in enterprises has been established. It evaluates the training effect on human resource development with the method of fuzzy comprehensive evaluation and achieves better results. It also provides a scientific, practical and quantitative method for the systematic analysis and comprehensive evaluation of the training effect on human resource development.

Process of Human Resource Training for R＆D Projects Based on a Project Management Phronesis Acquisition Model

Research and development （R＆D） projects often employ management by objectives （MBO） as a way to make steady progress toward diffficult-to-reach targets. As a result, it is hard to motivate those project members who may be strongly oriented toward self-management. Furthermore, for R＆D projects that use the stage-gate approach, because there are multiple evaluation barriers, there may be distortions in the behavior or the training of R＆D personnel. For human resource training in R＆D projects, it is important to educate managers and project members in quality-cost-delivery or project-management-body-of-knowledge methods, but this is not enough. For successful R＆D, it is also important to consider approaches that will enable personnel to acquire high-level tacit knowledge related to project management （PM） and practical wisdom （i.e., phronesis）. If comprehensive human resource training that fosters the learning of PM-related knowledge and management by belief （MBB） is possible, this holds forth the prospect of effective human resource training methods for R＆D projects. The present research examines the human resource training process for R＆D projects by using a PM phronesis acquisition model. We confirmed the effectiveness of the PM phronesis acquisition model proposed in this research by testing in an actual R＆D project.

Construction of Human Resources Management Practice Teaching System base on Applied Talents Training

Along with the society＇ s stronger demand for practices of students of human resources management （HRM）, the construction of practice teaching system shall be the key channel for the cultivation of practice talents, especially in local universities and institutions. Combining with the practice of HRM construction in Langfang Teachers University, based on the introduction about the necessity of construction of practice teaching system, the construction content, guarantee measures, and implementation effect of practice teaching system for the cultivation of applied talents of HRM are out forward in this paper, which is in favor of the cultivation of applied talents of HRM.

Cultivating New-type Farmers Based on the Theory of Human Resources Development

Under the direction of theory of human resources development,this thesis analyzes the impact of rural human resources development oncultivating new-type farmers.Firstly,it increases the input of rural basic education;secondly,it reinforces the vocational education and technologytraining;thirdly,it promotes the rural medical and public health services;fourthly,it quickens the rural labor transfer.The status quo of China's ruralhuman resources has been analyzed as follows:in terms of the quantity of rural human resources,the status quo is large and quick-developed baseof rural human resources,high labor participatory rate,and constitution of low age;in terms of the quality of rural human resources,the status quois the ubiquitous low quality of rural human resources,low technological level of rural human resources,and overall low physical quality of farmers;in terms of the structure of rural human resources,the status quo is the irrational industrial structure distribution and imbalanced regional structuredistribution.The thesis also discusses the edification of theory of human resources development in cultivating new-type farmers.First,in terms ofthe control over quantity of rural human resources,it is to keep the stability of family planning policy,and expedite the transfer of rural surplus la-bor;second,in terms of promoting the quality of rural human resources,it is to bolster the development of reserve rural labor force resources,toconstruct the adult educational training system with Chinese characteristics,and to build rural primary health care system;third,in terms of adjus-ting the structure of rural human resources,it is to perfect rural human resources market,and adjust rural economical structure and talents struc-ture.

Investments in Human Capital： Elements of Investments, Their Valuation, and the Related Financial Performance Ratios

Investments in human capital （employees） include investments in the direct assurance of working abilities, investments in health and well-being, and investments in loyalty to the company. These investments are crucial for the long-term existence and development of a company, but their value is not disclosed on the assets side of the classical balance sheet. The most important argument of the mentioned approach＇s promoters is that the economic benefits stemming from such investments are uncertain. However, investments in human capital are those with the highest long-term benefits for the company. Therefore, human capital is the only element of the business process that can add value. Other elements （equipment, materials, and services） just transfer their value to products and services. In this paper, the elements of investments in human capital and the methods used to evaluate these investments are addressed. In addition, uniquely shaped financial performance ratios related to investments in human capital are presented along with the system of integrated ratios.

Application and Experience of Putting People First in Hospital Human Resource Management

The recent years have witnessed the rapid economic growth of our country.The medical industry has also come to a new era.The number of hospital staff continues to increase,while some problems of managing human resource have gradually emerged.These problems have a bad impact on the functions of the hospital.We must attach great importance to solve them.In the process of managing the human resources of hospital,we must insist to put people first.That is how we can better boost the working initiative of medical staff,setting the foundation for the development of hospital in a long run.This article has conducted deepening research on this issue.First of all,it briefly introduced the theory of putting people first.And then it stated the connotation of the theory of putting people first applied in managing human resources of hospital.At last,it explored the strategies on applying the theory of putting people first in managing human resources of hospital in accordance to the concrete conditions.

How to Evaluate Human Capital？

A company is usually founded by individuals striving to achieve their own or broader goals. Goal achievement related to a company＇s operations is called business or the business process. Human capital （man＇s work, employees） is an important element of the business process, however its value is not disclosed on the assets side of the classical balance sheet. In order to shown assets, human capital has to be evaluated. Evaluation can be made in monetary or non-monetary terms. Non-monetary models for evaluating human capital include organisational and behavioural variables. These variables are not expressed in monetary terms, however, based on changes in their quality, one can assume the increased or decreased value of human capital within the company. The value of non-monetary models should not be underestimated, however monetary models are of greater importance. In this article, the most significant non-monetary and monetary models of human capital evaluation are discussed. Among non-monetary models the Michigan, Flamholz, and Ogan models are discussed. Among monetary models the replacement costs model, the opportunity costs model, the discounted wages and salaries model, and originally created dynamic model are discussed. A descriptive approach is used to identify the basic characteristics of existing models for evaluating human capital. According to these findings a different approach is taken in developing an original model. Dynamic model can efficiently overcome most of the practical problems and can be used as an appropriate estimator of human capital value expressed in monetary terms. The research limitations are that the dynamic model has not been sufficiently verified in practice. The model could prove to be directly applicable in those enterprises that would like to define the value of their human capital.

Human Resource Accounting： Costs and Benefits Analysis

Human resource accounting is related with intellectual capital in literature. This study adds another dimension for human resource accounting field. It is costs, human resource management related costs. Research topic is intellectual capital and human resource costs in human resource accounting. Research question is that human resource accounting is technic of management accounting. Research methodology is the case study approaches. Main result of study is that human resource costs are recorded in financial accounting and this information might be used by human resource leaders and other executives. Further, human resource of company may be recorded as intellectual capital in balanced sheet. Quantity of record might become total compensation of firms. In conclusion, HR accounting is management accounting technic with its support for information role and decision-making role.

Patient Safety Culture Post Covid-19 Pandemic: In Perspective of Millennials Human Capital Issues

Background: Patient safety is the core task of any healthcare business. As medical harm caused by hospitalisation is still on the rise and patient safety culture is a struggle. We aim to determine the nature of patient safety culture in a private hospital and explore some unique human resource problems in Malaysia. Methods: In our case study, we use the Hospital Survey on Patient Safety Culture (HSOPSC) questionnaire to measure the 12 dimensions of patient safety culture. The survey received 281 respondents (76% response rate) from all the millennial frontline healthcare providers, including doctors, nurses and allied healthcare providers. The result of the survey was used as the basis to further explore the problems in this hospital. In-depth interviews, observation and document reviews were conducted in relation to human resource problems. This study used IBM SPSS 26 for Windows for statistical analysis and Atlas ti.8 for qualitative analysis of open comments. We used Interpretive Phenomenological Interpretation for analysis of data after triangulation. Results: The overall average positive response rate for the 12 patient safety culture dimensions of the HSOPSC survey was 64%. The result showed that the staff feels positively toward patient safety culture in this hospital. The dimension that received good performance is “Manager expectation”, “Management support for patient safety” and “Organisational learning”. The dimension with the poor performance was “Staffing”, “Frequency of error reporting”, “Teamwork across units”, and “Handoff and transitions”. The open comments indicated inadequate staffing and nursing retention issues. Interviews, observation and document reviews related to staffing reveal high turnover rates among millennial nurses, high overtime and on-call rates, chaotic units with procedures, doctors’ round, admission and discharges mainly in medical and surgical units causing distraction. Poor shared governance is the biggest challenges that need immediate attention post Covid-19 pandemic. Conclusions: The HSOPSC measurement gave valuable insights on patient safety culture in a private hospital in Malaysia. The overall perception of patient safety culture was satisfactory. The poor positive response rate for “Staffing” dimension and the open comments suggests a need for an urgent need for retention and human resource management strategies to prevent brain drain due to high turnover rates, especially among millennial nurses. The key factors causing dissatisfaction and brain drain among nurses are the lack of shared governance.

Talent Management to Support the Transformation of Human Resource

This paper discusses talent management to support Human Resource （HR） tranformation and analyzes the role and the function of Human Resource Management （HRM）, how it is expected to be in the future for any organization. The discussion about the relation between HRM, talent management/talent pool, training and development, and HR preparation for leader＇s candidates （succession） required by every organization to maintain its existence and competitive advantage, is raised in this paper, using literatures/content analyzes and descriptive explanation. Based on the analysis, HRM in the future should be involved more directly in overall people-related business process in order to support the competitive advantage of organization. The role of HRM is no longer limited to the administration, but has shii^ed into a strategic partner and change agent. Talent management can be applied to the fields of business and education in order to achieve superior performance. Appropriate talent management can be used as a strategy to improve organizational performance. Talent management application that is consistent with the goals, strategies, and values of the organization will provide a positive impact on organizational performance.

Research on Human Resource Accounting Based on Value Chain

The requirements of management practice make the research of human resource accounting popular. But the difficulty of calculation hinders the implementation of human resource accounting. The paper selects observes the crossing field of management and economics, human resource accounting based on value chain. The paper explains that the present human resource accounting measurement should be innovated, and proposes that the human capital can be divided into general human capital and critical human capital according to the role on value chain, and makes color measurement.

Development of Human Resources for GEN （Generation） II1＋ New Build Projects

After a long period without new NPPs （nuclear power plants） being designed or constructed in Europe, new build projects have been prepared, planned and are now under construction. The majority of these projects involve a new design with an enhanced level of safety, called GEN （Generation） III＋. Although the serious events at the Japanese Fukushima Daiichi NPP caused by a tsunami led to a reduction in the number of new projects or even a phase out of nuclear power in some countries, only a slight reduction or delay of projects is expected globally. GEN III＋ new build projects give rise to several economical, technical, human resource and organizational challenges. The paper starts with a discussion of these challenges and presents several activities that have been started to deal with them. It focuses on the development of human resources, coordinated approach of operators and suppliers can lead to the needs-oriented human resources development. particularly with operators and suppliers of GEN III＋ NPPs. Only a successful execution of these projects. The focus must be on the

Concerning the Capitalization Restriction of Training Cost According to IAS 38

In today＇s knowledge-based economy, the role played by human capital in the determination of the market value of a firm is recognized. To be able to persist in the open competition, entities are forced to invest increasingly in the professional training of their employees. Inconsistent with this rising importance is the prohibition to capitalize professional training cost according to international accounting standards （IAS） 38.69 （b）. Highly qualified employees ensure competitive advantages and thus lead to an increase in shareholder value. Regarding the financial statement as a primary source of information, it does not seem reasonable to leave such a valuable resource completely unnoticed in the balance sheet. Consequently, a truthful representation of a firm＇s asset should take training costs into account. This article pleads for a limitation of this general legal prohibition and analyzes under which premises those expenditures for training can comply with the common criteria of capitalization according to IAS 38.

Malaysia and the Factors that Influence Its Seed Industry: Natural Resources, Policies, Market and Fundings

Malaysia, situated in Southeast Asia, is a relatively small country of 33 million hectares of land, and with a total cultivable area estimated in 14.2 million ha. However, in 2013, only 53% of it was cultivated. Remarkably enough, in 2012, 67% of the whole land used under agriculture was destined for oil palm plantations. Likewise, Malaysia has been recognized as one of the twelve mega-diversity countries of the world, thanks to its rich variety of species and diverse number of ecosystems. Furthermore, as Malaysia lies in the equatorial zone, the average temperature throughout the entire year is 26 °C; which is controlled by the northeast and southwest monsoons, and consequently, receiving around 2,000 mm to 2,500 mm of rainfall annually. In addition, Malaysia has an annual average of 990 billion m3 of water resources inside the entire territory. Moreover, as Malaysia realized the importance of shifting into a knowledge-based economy, it's now really focused on the development of human and intellectual capital in order to produce adequate supply. In that way, under the Malaysia Education Blueprint from 2013 to 2015, a sum of RM 41.3 billion is expected to be allocated in 2016, to improve the quality of education. Conjointly, the agriculture in Malaysia is a fundamental piece in the country's economy, contributing to the National Gross Domestic Product (GDP), as in 2013 this sector employed more than 1.6 million people. On the other hand, in Malaysia two distinct Agricultural Policies have been established to give strategic direction to the agricultural sector: The Policy before Independence (1948-1957) and The Policy after the independence (1957-2020) (which is as well, formed by several policies). In conjunction, as Malaysia aspires to become a developed country, it nourishes its research culture; being the public sector an important contributor for the agricultural research funding. Notwithstanding, a substantial factor that has contributed in the development of the seed industry in Malaysia, is the fact of having the “Legislation” in place; with the establishment of the Protection of New Plant Varieties (PNPV) Act, which came into force in October of 2008. To finalize, Malaysia is now certainly facing limitations towards the development of the seed industry, which are: lack of new local varieties, lack of mandatory seed quality control system, unorganized information of the seed industry, inadequate number of trained personnel in the seed industry, lack of private sector involvement.

The Staff Training of Jingdong Mall

This paper takes Jingdong mall as an example to make a brief analysis of the development of human resources, staff training management and Jingdong employees＇ training management system. From Jingdong＇s management methods and by comparing their.costs and effects, other companies, no matter what fields they may engaged in, could gain some valuable experience and apply this to their daily administration. Besides, this paper emphasizes the. extremely significance of human resource to enterprises and other companies in trouble may get some enlightenment from the management ofstaffand employees.

数字乡村建设对壮大农村集体经济的作用效应

壮大农村集体经济发展是带动农业农村发展,实现中国式农业农村现代化的重要抓手和动力引擎。本文基于2020年和2021年“中国土地经济调查”的数据,利用熵值法测算出数字乡村建设水平的综合指数,在此基础上采用固定效应模型实证考察数字乡村建设对壮大农村集体经济发展的影响效应及作用机制。研究发现:数字乡村建设能显著地促进农村集体经济的壮大发展,本结果在经过内生性和稳健性检验后依然稳健;机制分析显示,数字乡村建设通过提升人力资本水平、促进资源要素集聚、推动产业结构升级壮大农村集体经济的发展;进一步异质性分析发现,数字乡村建设尚未对村级集体经济发展实现包容性增长,数字乡村建设对低等收入组的村级集体经济发展并未发挥正向带动作用。此外,相比低产业化经营发展水平的村庄,数字乡村建设对高产业化经营发展水平的村级集体经济壮大发展促进作用更显著。上述结论对数字乡村建设可作为壮大农村集体经济发展的动力引擎提供了实证依据和决策参考。

劳动力流动赋能城乡融合:理论机制与实证检验——基于安徽省6县1002个农户的问卷调查

城乡融合在构建新型城乡关系中发挥着基础性作用,劳动力流动则为城乡融合目标的实现提供了新的可能。安徽省作为传统的农业大省及全国农村劳动力转移大省,城乡融合问题是制约其经济发展的重要因素。因此,基于微观调研数据,探究安徽省劳动力流动对城乡融合发展的影响,并通过机制分析检验资源配置和人力资本在劳动力流动赋能城乡融合过程中的间接作用。研究发现:劳动力流动显著促进了城乡融合发展,这一结论在经过一系列严谨检验后依然成立;劳动力流动可以通过优化资源配置、聚集人力资本等路径有效推动城乡融合;劳动力流动对城乡融合发展的促进效应存在明显的区域异质性,尤其在对政策相对不完善地区的城乡融合促进上,其效应更为显著。基于此,为进一步全面深化改革、促进城乡融合发展、推进中国式现代化建设,提出应统筹资源配置、促进城乡产业融合,激发人才活力、增强城乡一体意识,完善市场规则、健全按要素分配制度,深化土地改革、推进新型城镇化建设,增强政策导向、规范劳动力有序流动等建议。

各美其美,美美与共:多元包容型人力资源实践对员工趋避情绪的影响研究

成员各美其美,美人之美,美美与共,社会方能天下大同,但现实中成员各美其美易,而美人之美以及美美与共难,因而严重制约社会与组织的良性发展。难以美人之美与美美与共对成员后果如何、原因何在、怎样化解以及约束如何等,日渐成为学界和业界亟待解决的问题。基于此,本研究旨在基于情感事件理论,探究多元包容型人力资源实践(DIHRP)通过工作场所人际资本化对员工趋避情绪影响的内在作用机制和边界条件。通过413对员工及其同事配对数据的实证研究发现:(1)DIHRP显著负向影响恶意嫉妒,而显著正向影响积极共情;(2)工作场所人际资本化在DIHRP与恶意嫉妒和积极共情之间有显著中介作用;(3)多元构成调节DIHRP对工作场所人际资本化的正向影响,多元构成程度越高,DIHRP对工作场所人际资本化的正向影响越强;(4)任务依赖性不仅调节工作场所人际资本化对恶意嫉妒和积极共情的影响,还进一步调节DIHRP通过工作场所人际资本化对恶意嫉妒和积极共情的间接作用,即在任务依赖性程度越高,工作场所人际资本化对恶意嫉妒和积极共情的影响越强,DIHRP通过工作场所人际资本化对恶意嫉妒和积极共情的间接作用越强。