Diffusion of International Projects Ecosystem and Human Resources Management in Universities
Universities play the role of «knowledgeable» organizations and therefore do not always have time to adapt to new methods in training employees, improving their qualifications, and expanding the list of competencies. To remedy this situation, universities must review their policies and become an «ever-learning» organization in the field of human resources management to achieve their strategic goals. This article explains the impact of human capital management on the activity indicators of international project work using an example of Kahramanmaras Sutcu Imam University (Turkey), Hryhorii Skovoroda University in Pereiaslav, Mu ̆gla Sıtkı Kocman University (Turkey). The general purpose of this study is to consider the impact of human capital management as a concept in the organizational activities of three universities in the field of international academic design work. In particular, the study sought to examine whether management is related to human capital management on the results of international design work (quantitative aspect). The methods used in the research are method of analysis, analytical descriptive method, questionnaire, average statistics, the Pearson's product-moment correlation etc. The results. It has been proposed that performance evaluation was not positively correlated with perceived employees» performance; besides, for performance effort, employee behavior in the workplace has important implications and HRM practices have an impact on individual employee behaviors. The authors believe that change management, international projects, project structure and management and project effectiveness are significant predictors of performance effort, and increased job satisfaction is also related to greater faculty members» operational performance effort. Change management is working with the organization's personnel, which helps to change the perception of change within the company, to ensure a positive attitude of personnel to innovations and prepare employees to receive new knowledge and apply it in practice. Implementation of changes is an ongoing process that accompanies a project, from the stage of its conception to the stage of achieving the planned results. During analyzing the results, including open-ended questions, the following statements can be distinguished as the basis for planning human resources management in universities in the aspects of initiating active international project work. The degree of resistance to change depends on the corporate culture of the company, the participation of employees in the implementation of changes is encouraged and supported by management at all levels in the organization, the involvement of the organization»s employees in the change process depends on the degree to which senior management supports the change, the speed and effectiveness of implementing changes depends on the existing IT platform in the organization and the degree of automation of business processes. The wider the automation, the faster you can transform the business, the process of transfer, exchange and accumulation of knowledge within the organization affects the effectiveness of the implementation of transformations, the presence in the organization of a manager / team for change management has a positive effect on the implementation of transformations. The analysis of the results showed that human capital management has a significant and positive impact on the results of activity in the field of international academic design work. The researchers used the analytical descriptive method through a questionnaire to the sample of 150 staff from the universities. Conclusions. The results showed that the universities highly value the role of HR in the implementation of the mission and goals. However, practical exercises on personnel management and the implementation of human resources are not always implemented. Human capital management positively correlates with performance indicators in international academic design work. Recommendations on improvement of human resources management in universities are offered.
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