Annals of Spiru Haret University. Economic Series

Number 1, 2020

9
DEMOGRAPHIC POLICIES IN THE CONTEXT OF GLOBALIZATION. AN ANALYSIS OF THE RIGHT TO MARRIAGE IN ISLAM

Authors: Ingrid NICOLAU, Flavia GHENCEA, Roxana TOPOR, Ana Maria BEJAN4

Abstract

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Number of views: 209

In the context of globalization, the demographic geometry is suffering major changes that have significant effects on the social economy of states. For any society, change is an element with great development potential but also with an extremely dangerous major component: the fear felt at individual level. The last few years have witnessed a populist xenophobic trend (at least in Europe), if we refer to the crisis of immigrants, mostly Muslims, who are knocking at Europe’s borders. Starting from the certainty that fear has its source in ignorance, the present paper has two objectives: on the one hand, to bring more insight into some particular aspects related to the Islamic family and to the rights of women within this social institution and, on the other hand, to make a presentation of some demographic policies of the European family.

10
SMES – The Main Pillar of Any Economy

Authors: Adrian UNGUREANU, Anca UNGUREANU

Abstract

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Number of views: 404

Micro, small, and medium-sized enterprises (SMEs) account for 99% of EU businesses. They provide two-thirds of private sector jobs and contribute more than half of the total added value created by EU businesses. SMEs play an important role for economic and European growth, producing 60% of the European GDP. In addition, SMEs play a major role in the innovation process and thus constitute an important element for a knowledge-based economy. At European and national level, various action programs have been adopted to support SMEs, with the aim of increasing the competitiveness of SMEs through research and innovation and improving their access to finance.

14
Psychological Contract and Employee Retention: Evidence from Uyi Grand Hotel, Benin City, Edo State

Authors: Idemudia Ernest OBAKPOLOR

Abstract

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Number of views: 599

The breach of psychological contract often results in a decline in employees’ willingness to contribute to and intention to stay in an organization and, employee turnover is an endemic issue in hospitality industry worldwide. Psychological contract and employee retention has been subjects of discourse among social and management scientists from a wide range of disciplines in the last two decades. But unfortunately, very insufficient number of studies in these areas has been conducted in Nigeria and none has been carried out in hospitality industry. This study was undertaken to fill this obvious research gap. A descriptive method was adopted and data was collected via a survey of 53 respondents. Data collected were analyzed using correlation and linear regression analysis with the aid of Statistical Package for Social Sciences (SPSS) version 21. The results of the study showed that there is a significant relationship between psychological contract and employee retention. The study also revealed that psychological contract, positively and significantly, influences employee retention in Uyi Grand Hotel, Benin City, Edo State. Requisite conclusion and recommendations were provided in the light of theoretical and empirical findings.

15
Efficiency of Knowledge Use for Establishing Ideas of Performance

Authors: Lăcrămioara-Rodica HURLOIU, Bianca-Florentina RUSU, Ion-Iulian HURLOIU, Odi-Mihaela ZĂRNESCU

Abstract

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Number of views: 257

The research and development field provides driving forces of economic growth. EU economy, including the national economies under the impact of scientific research and inventions results, turn into a multi-structural system. The intellectual development of the society is the most powerful productive force.

22
Stakeholders’ Perception on the Use of Electronic-Processes at Universities in Rivers State, Nigeria

Authors: Dorcas Dappasika OTTO, Godly OTTO, Wilfred I. UKPERE

Abstract

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Number of views: 296

The use of electronic (e)processes in the workplace has become pervasive in many countries in recent years. In Nigeria, the pervasive use of information technology is quite new. The adoption of this new technology is gaining momentum at Universities in Nigeria. Concepts as e-Senate, e-Campus, e-Examinations, among others depict the extent to which Universities are adopting e-processes. To drive the processes, investments in hard and soft wares are being executed with huge sums of money. This is done in the belief that the new ethos is cost effective, modern and competitive. However, as an innovation, the e-processes are new and will be driven by stakeholders. These stakeholders include Management, Staff and Students; their views, reactions and actions are key determinants of its sustainability. This work is a study of stakeholders’ responses to the use of e-processes (using Rogers’ Diffusion of Innovation Theory) for service delivery by Universities in Nigeria. The outcomes of the research show that about 32% of staff members are fully compliant and another 55% are concerting efforts to achieve compliance. In all, 87% of those interviewed have keyed into the process. Only about 13% are yet to key in, these may be seen as Laggards using Rogers categorization. Since, the new process has taken off, there is need to perfect it by resolving the problems of power supply, internet access, accessories, among others that are limiting its success rate.

25
The Advantage of Integrating Human Resource Planning with Corporate Planning

Authors: Ugo Chuks OKOLIE

Abstract

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Number of views: 1419

Human resource planning has traditionally been used by organizations to ensure that they have the right number and the right kinds of people, performing tasks at the right places and at the right time all in a bid to fulfil corporate objectives. The efficiency and effectiveness of organizations depend, to a great extent, on effective human resource planning. Effective human resource planning is a process of analyzing an organization’s human resources needs under changing conditions and developing the activities necessary to satisfy these needs. Corporate plan focuses on how the organization can be better positioned and equipped to compete effectively in the market, while human resource planning, contributes to the business by providing the means (people) to accomplish specified goals. To achieve these goals, the human resource planning is seen as one of the most crucial factors, without which the goals are as good as dead. This study provides conceptual clarifications and examines the imperative of integrating human resource planning with corporate/business plan. The study concludes that an organization can derive competitive advantage from the development of corporate plan that blends with the human resource plan and that human resource planning is intrinsically linked to business/corporate plan. Lastly, the study recommended that human resource planning should be a priority in every organization, since it has impact on organizational performance and employee’s productivity.