AbstractSelecting human resources represents complex tasks and ultimately determines an organisation's future stability and development. High‐quality selection procedures serve as the basis for proper employee utilisation and individual career development, which generate organisational success. To be most effective, in addition to applicant competency in the field, decision makers use various selection techniques and tools. These are applied to reveal and distinguish applicants' characteristics, qualifications and competencies, as well as to predict their success and organisational contribution specified for each profession and position. The main aim of this paper is to develop a fuzzy multicriteria model based on the technique for order preference by similarity to ideal solution (TOPSIS) as support for decision making when teaching and research staff are selected for employment within higher education. The model is based on hierarchically structured selection criteria fortified by the different qualitative and quantitative nature of each criterion, as well as the influence of required experts' competencies. We apply this model in the higher education sector for selecting teaching and research staff in Croatia.
The aim of this paper is to explore the dynamics between human capital investments and company profitability measured by return on equity and profit margin ratios using panel data analysis over a five-year period. The research hypothesis assumes that more profitable companies have higher employee costs (human capital investment) and the opposite is also true. This specially refers to companies in human-capital-intensive industries, such as the information technology industry, where a company's most valuable asset is employee knowledge. Thus, the assumption is that such entities will have a greater part of intellectual capital capitalized through trademarks. Furthermore, this paper analyses whether the level of human capital investments significantly differ with regard to company size and listing status. Verification of empirical evidence is provided using a sample of approx. 5,000 companies in the European Union from the information technology industry for the period 2011-2015, i.e. approx. 25,000 company-year observations using an adequate panel data analysis technique.
Background/Aim. Pharmacists' competence represents a dynamic framework of knowledge, skills and abilities to carry out tasks, and it reflects on improving the quality of life and on patients' health. One of the documents for the Evaluation and Competency Development of Pharmacists is the Global Competency Framework (GbCF). The aim of this study was to implement the GBCF document into Serbian pharmacies, to perform assessment and self assessment of the competencies. Methods. The assessment and self-assessment of pharmacists' competencies were performed during the period 2012-13 year in eight community pharmacy chains, in seven cities in Serbia. For assessment and self-assessment of pharmacists competencies the GbCF model was applied, which was adjusted to pharmaceutical practice and legislation in Serbia. External assessment was conducted by teams of pharmacists using the structured observation of the work of pharmacists during regular working hours. Evaluated pharmacists filled out the questionnaire about demographic indicators about the pharmacist and the pharmacy where they work. Results. A total of 123 pharmacists were evaluated. Pharmacists' Professional Competency Cluster (KK1) had the lowest score (average value 2.98), while the cluster Management and Organizational Competency (KK2) had the highest score (average value 3.15). The competence Recognition of the Diagnosis and Patient Counseling (K8), which belonged to the cluster KK1, had the lowest score (average value for assessment and self-assessment were 2.09, and 2.34, respectively) among the all evaluated competencies. Conclusion. GbCF might be considered as an instrument for the competencies' evaluation/self-evaluation and their improvement, accordingly. ; Uvod/Cilj. Kompetencije farmaceuta predstavljaju dinamični okvir i obuhvataju znanja, veštine i sposobnosti da se izvrše zadaci sa ciljem unapređenja kvaliteta života i zdravlja bolesnika. Jedan od dokumenata za ocenu i razvoj kompetencija farmaceuta je globalni okvir stručnosti - Global Competence Framework (GbCF). Cilj ovog rada bio je primena GbCF u apotekama u Srbiji i ocena i samoocena kompetencije farmaceuta. Metode. U periodu 2012-2013. godine izvršena je ocena i samoocena kompetencije farmaceuta u osam apotekarskih lanaca iz sedam gradova u Srbiji. Za ocenu i samoocenu stručnosti farmaceuta primenjen je model GbCF, prilagođen praksi i zakonodavstvu u Srbiji. Eksternu ocenu izvršili su timovi farmaceuta kroz strukturiranu opservaciju (upotrebom GbCF dokumenta) kompetencija farmaceuta tokom radnog vremena. Ocenjivani farmaceuti su popunili i upitnik o demografskim pokazateljima koji su se odnosili na podatke o samom farmaceutu i apoteci u kojoj radi. Rezultati. Ocenjena su ukupno 123 farmaceuta. Najviša ocena kompetencija farmaceuta zabeležena je za skup 'Upravljanje i organizacija' (KK2) (srednja vrednost 3,15), dok je skup 'Stručno znanje' (KK1) (srednja vrednost 2,98) ocenjen najnižom ocenom. Kompetencija K8 - 'Prepoznavanje dijagnoze i savetovanje bolesnika', koje pripadaju skupu KK1, imale su najniži skor (srednja vrednost u proceni i samoproceni iznosila je 2,09 i 2,34, respektivno) posmatrajući sve, kompetencije. Zaključak. Dokument za ocenu i razvoj kompetencija farmaceuta GbCF može služiti kao instrument za ocenu/samoocenu kompetencije, a samim tim i za njihovo poboljšanje.
