Developing High Quality Human Resources of High-Tech Agricultural Enterprises in Vietnam

• Autorzy: Hien Le Thi

Identyfikatory

DOI

10.15439/2021KM20

• Języki publikacji: EN

Abstrakty

EN

Globalization and Industrial revolution 4.0 impact increased to the businesses in general and agricultural high-tech enterprises in particular. Businesses focus on applying high technology to improve efficiency in production, business activities and create a sustainable competitive advantage for businesses. Therefore, the human factor, especially the development of high-quality human resources for high-tech agricultural enterprises, should be concerned and play a decisive role. This paper focuses on analysing the current situation of developing high-quality human resources through Recruitment and Selection, Training and Development and Compensation of enterprises. The results show that the above activities still have many limitations, especially Recruitment, Selection and Compensation. From there, the author proposes some suggestions to improve the development of quality human resources of high-tech agricultural enterprises in Vietnam.

Słowa kluczowe

EN

high quality; human resource; developing; high-tech enterprise; agricultural enterprise

PL

wysoka jakość; zasoby ludzkie; przedsiębiorstwo; zaawansowane technologie; przedsiębiorstwo rolnicze

• Wydawca: Polskie Towarzystwo Informatyczne
• Czasopismo: Annals of Computer Science and Information Systems
• Rocznik: 2021
• Tom: Vol. 28
• Strony: 145--150
• Opis fizyczny: Bibliogr. 10 poz., tab., wykr.

Twórcy

autor

Hien Le Thi

• Thuong Mai University

Bibliografia

• 1. Congress Office (2019), High Technology Law number 30/VBHN-VPQH
• 2. Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives.
• 3. L. Borghans, and B. Ter Weel, Computers, skills and wages, Applied Economics, vol. 35, no. 14, pp. 1561-1576.
• 4. E. Berman, J. Bound, and S. Machin, Implications of skill-biased technological change: International evidence, Quarterly Journal of Economics, vol. 113, no. 4, pp.1244-1279, 1998.
• 5. B. P. Cozzarin, and J. C. Percival, Complementarities between organisational strategies and innovation, Economics of Innovation and New Technology, vol. 15, no. 3, pp. 195-217, 2006.
• 6. C. Francalanci, and H. Galal, Information technology and worker composition: Determinants of productivity in the life insurance industry, MIS Quarterly, vol. 22, no. 2, pp. 227-241, 1998.
• 7. B.J.L. Landry, S. Mahesh, and S. Hartman, The changing nature of work in the age of e-business, Journal of Organizational Change Management, vol. 18, no. 2, pp. 132-144, 2005.
• 8. S. Machin, and J. Van Reenen, Technology and changes in skill structure: Evidence from seven OECD countries, The Quarterly Journal of Economics, vol. 113, no. 1, pp. 1215-1244, 1998.
• 9. Tabibi SJ, Khah SV, Nasiripour AA, Vahdat S, and Hessam S (2011). Factors affecting human resource development in the Iranian social security organization’s hospitals. World Applied Sciences Journal, 15(2): 164-173.
• 10. Thousand Oaks, CA: Sage Publications, Inc. Benmore, G., & Palmer, A. (1996). Human resource management in small firms: Keeping it strictly informal. Journal of Small Business and Enterprise Development, 3(3), 109-118

Uwagi

1. Preface

2. Session: International Conference on Research in Management and Technovation