HR-manager: Prospects for Employment in the Labor Markets

Zhukovska, Valentyna; Piatnytska, Galyna; Raksha, Nataliia; Lukashova, Liudmyla; Salimon, Olha

doi:10.1051/shsconf/202111101011

Cited by 5 publications

(2 citation statements)

References 16 publications

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“…The study [17] showed the importance of ensuring the compliance of the structure of training young people with the current and prospective needs of the labor market, and the requirements of employers. This paper also deals with the trends in the development of competencies, which are a prerequisite for determining the value propositions of employers in the labor market.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

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Analysis of employer brand for young people

Dzhulai

Fedulova

Bolotina

2022

EEJET

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Different approaches to determining the employer brand were analyzed. The main components of the employer brand were identified. It is customary to divide the components of the employer brand into tangible and intangible ones. Material ones include wages, official employment, the material system of motivation. Intangible components are additional benefits, office, rating, and reputation of a company, type of activity of a company, the possibility of training and development. A tendency of the lack of information to form the employer brand for Generation Z was detected. Generation Z is the people born in 1997–2012. The list of value propositions of employers in the labor market for Generation Z was analyzed. The results of our own research – a survey among students (1341 respondents) having or not having experience – were analyzed. To analyze the results of the survey, mathematical expectation, root mean square deviation, and coefficient of variation of expert evaluation results were used. The rating of the components of the employer brand and their integrated scores in terms of attractiveness for Generation Z were established. The aspects to which employers need primarily to pay attention to for forming a value proposition in the labor market when selecting personnel were established This study is important because the main components of the employer brand and their priority for Generation Z were not investigated in the scientific field. As a result of the study, companies were rated by their attractiveness as a place of work or internship in retail and FMCG (fast-moving consumer goods) spheres. These data can be used by HR-brand agencies, HR departments of international and national companies. Using the results of the survey of the formation of the employer brand for Generation Z will allow enterprises to take into account the expectations of their target audience.

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Section: Literature Review and Problem Statementmentioning

confidence: 99%

“…In the above-mentioned scientific sources [1][2][3][4][5][6][7][8][9][10][11][12][13][14][15][16][17][18][19][20], separate value propositions of employers were considered to a certain extent. However, the characteristics that affect the formation of the employer brand for Generation Z were not fully explored.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

Analysis of employer brand for young people

Dzhulai

Fedulova

Bolotina

2022

EEJET

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COVID-crisis: opportunities vs challenges for innovative transformations and self-development

2021

Self Cite

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Topical issues related to the identification of factors influencing innovative transformations during the COVID-crisis have been highlighted. The aim of the study is to identify opportunities and challenges for innovative transformations and self-development in the context of the COVID-crisis. The methods of systems analysis, surveys and synthesis were used. Research data confirmed that the pandemic has not fundamentally changed the fact that the potential of breakthrough innovations continues to exist. It is not expedient for enterprises to abandon R&D and innovations, despite the current challenges. Innovative transformations require not only financial support, but also human resources and innovative ideas. According to our survey of students in 2020, it was identified that today they can be divided into those who are: 1) able to develop and try to solve problems regardless of the situation; 2) able to take advantage of opportunities but may be unable to resist threats and solve problems; 3) unable to make constructive decisions and think creatively in the COVID-crisis. To ensure progressive innovation development, the number of the first group should be the largest, and the third – the smallest. It is concluded that currently, the situation for innovative transformations is ambiguous. The paradox of imaginary and real positioning is revealed. This showed discrepancies between how potential business managers assess opportunities and respond to challenges in the COVID-crisis.

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Society, Cost of Migrants, and Digital Economy impact on Unemployment of Omani Youth’s: An Empirical investigation of The Gender Moderate Role

Abdelfattah,

Balushi,

Alawi

et al. 2023

Preprint

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This study aims to shed light on the situation of unemployment in the Sultanate of Oman in the context of the global and national economic shift toward digital technology. In this study, the topic of youth unemployment was examined from a variety of angles, such as social perception, the cost of migrants, and the effect of the digital economy on employment opportunities. The mild impact of gender on the variables under investigation is also examined in this research. The study has applied the quantitative approach. The data was collected from Omani youths through the adopted questionnaire. A total of 312 responses were received for further analysis SPSS and Partial Least Squares (PLS) were used to analyse the data. This study demonstrated how social perception has a significant impact on Omani youth. Youth unemployment is also strongly impacted by the cost of migrant labor. As well as, the digital economy is significantly influencing youth employment opportunities. On the other hand, the association between social perception and unemployment among Omani youth is considerably influenced by the mild effect of gender. This study contributes significantly to the current knowledge of the factors influencing unemployment in the Sultanate of Oman. The research models may also be used to establish new initiatives, develop programs, and establish policies on the labour market to reduce the unemployment rate among the youth of the Sultanate of Oman.

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HR-manager: Prospects for Employment in the Labor Markets

Cited by 5 publications

References 16 publications

Analysis of employer brand for young people

Analysis of employer brand for young people

COVID-crisis: opportunities vs challenges for innovative transformations and self-development

Society, Cost of Migrants, and Digital Economy impact on Unemployment of Omani Youth’s: An Empirical investigation of The Gender Moderate Role

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