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The concept of human capital skills and knowledge corresponds to a person who facilitates change and growth in action (Coleman, 1988). Human capital can be developed through formal training and education, with the aim to update and renew the person's capabilities, investing in education in order to get performance in all domains of social and economic life.The economic crisis has affected most countries education budgets, which will reflect the future performance of each nation.For this human capital depend on our wealth of future generations. Therefore, human capital formation should receive the highest priority, since without being supported by an adequate knowledge and human experience connected to all economic production factors will not be able to produce very little or not at all. If we want to be the beneficiary of this capital, governments must have as priorities the budgets related to public expenditure in human capital formation, related to education, because it is the safest investment of an economy and a stable and efficient society.

The European Institute for Gender Equality developed a specific index for measuring how equal women and men are in the EU countries, including in their analysis six core domains. In this present article we want to bring to attention the gender gaps in the EU countries, which represent the difference in the levels of achievement between women and men. We also want to highlight the ranking for different aspects aimed at gender equality and investigate the available solutions to promote women activities for the general progress.

In the present paper we try to find a connexion between two indexes which measure the gender inequality and gender equality in human development. The first one is Gender Inequality Index (IHDI) developed by the United Nation Development Program. The second one is Gender Equality Index, developed by the European Institute for Gender Equality. The aim for both of them is to show the public which is the difference in human development between women and men in terms of income, education, health, labour market participation and some other domains. So, we try to put in correlation these two indicators and also to measure how strong it is.

This article is based on data provided by World Bank and deals with the question of how migration correlates with economic development of the countries where the migrants are living in. In order to prove that, I studied whether the International Migration Stock and Net Migration of several countries, including Romania, are related with Gross Domestic Product, as a variable regarding economic development, and I employed some other variables regarding education, health and employment, as they are the main reasons for migration decision of people.

Considered to be the professional history of an individual, the career is one of the most important issues the contemporary organizations are facing, be it from the public or private environment. The Romanian public administration reform in the recent years also aimed the human resources of the central or local public institutions and authorities. It has made its presence felt, either through legislative changes or by creating new tools for human resource management in public administration. In our concern, through this paper, we want to dwell on a few elements of analysis of the career in the public administration system, with reference to the institutional framework in Romania.

The paper attempts to determine the influence of different quality of life indicators on migration in Europe based on data from Eurostat, World Bank Group, ILO, OECD and IOM and briefly deals with making classification of countries based on emigration and indicators of the ecological performance. In the first part there is made a correlation between emigration and the Gross Domestic Product, a multiple regression using the „ecological” indexes and then a cluster analysis is being implemented. In the second part it is shown the econometric model which will determine what variables are relevant in the research.

The article reviews the main provisions of national programs for maintenance and development of labor potential of Ukraine and gives some additional proposals for the development of the labor potential of the trade industry

The article reviews the main provisions activity of National Service of Mediation and Reconciliation of Ukraine, and especially activity of Poltava branch office of its institution.

Although ergonomics has proven essential to increasing the productivity in every industry, worldwide, in contemporary organizations where managers do not perceive the ergonomic aspects or organizational design as some of their duties, there can still be effects of not paying it the right respect. Acknowledging the importance of the relationship between ergonomics and human resource management in organizational behavior, this paper aims to briefly analyze the determinants of activity, so that interested parties have a clear view of their importance, to identify elements of the labor process that work well, so that they can be maintained in the future, and those elements which do not function well and which can be improved to the purpose of an improved labour process.

Today, more than ever, managers are called to solve the problems facing the economy at the beginning of the third millennium, and on this basis, to solve many social problems of humanity. Also, the business world moves today in a very rapid pace and less ordered. This has a direct implication: in any business, managers need to become extremely efficient. In such an environment, very aggressive in terms of competitiveness and totally unpredictable, managers encounter many difficulties when they implement successful strategies or when they adopt methods and techniques to enhance efficacy. In terms of managerial efficiency, these circumstances compel managers to become as effective as possible. The manager profession requires the systematic training of skills in many developmental areas. Based on these considerations, the paper presents The Mind Lab Method, as a unique and innovative approach for development and training the cognitive skills of managers through strategy games.

The current context of economic development, the transformations that are subject to national and international organizations impose their traditional attitude change in relation to results and performance of current activity. In this context, the Corporate Social Responsibility (CSR) aims to achieve economic success in an ethical manner with respect for people, communities and environment. This article analyses the concept of Corporate Social Responsibility in relation to Human Resources (HR) Management, respectively the issues relating to human resources that an organization must consider when designing their corporate social responsibility strategies.

The Balanced Scorecard is a management system that enables organizations both to clarify their vision and strategy and translate them into action. It is not only a measurement system, it is a complex instrument which provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results. When fully deployed, the balanced scorecard transforms strategic planning from an academic exercise into the centered point of an enterprise. Working through the balanced scorecard process enables management to define those key perspectives that will drive the business to success, as well as to define how to measure their impact on the performance and the results of the enterprise. Since intellectual capital is intangible and influenced by complex economic, social and political factors, using this system to assess and measure knowledge management provides suitable indicators.

Research Concerning the Romanian Immigrants Owners of Grocery Stores with Romanian Food Products in Andalusia, Spain

The current economic and financial crisis, triggered in July 2007 in the United States, has hit the world economy with an unprecedent force since the Great Depression in the '30’s. Romania, a country with few years of experience in the functioning of the market economy could not avoid the negative effects of the crisis. One important element of ressilience is the higher education system neccesary for quickly restoring the economy and adapting the human capital to these critical conditions. In this context, the generation of human capital throughout its graduates represents the most direct contribution that a university can provide to regional and national economic development. Under these circumstances, the objective of this paper is to quantify the contribution of Alexandru Ioan Cuza University of Ia?i, the oldest and one of the most prestigious universities in Romania, to the generation of human capital in the North-Eastern Region and in Romania in the context of the current economic crisis.

Even though the need for trust-based relationships existed in the prior period, following the global economic crisis event, it becomes a necessity and not just a growth opportunity. Research analyzes types of relationships and strategic alliances, focusing on long term partnerships. This article sees as a business essential element, relationships that are not based on cost advantage or high production volume at a certain moment. Knowledge management is also an essential element, giving us the possibility to outline the image of future managers. Essential characteristics of relationships that should have managed within a supply chain and between different chains have been known since ancient times, but the lack of importance associated with them has led to serious economic effects, as we are able to identify now in the environment.

The development of the human resources is a process of enriching the knowledge and skills through learning, in order to obtain higher performance. Professional training is an investment in the organization human resources with immediate effect and perspective. The high quality of education and training are essential for Europe to be developed as a knowledge-based society.

The most important resource that managers have available in the company is people. Managers know that people make the critical difference between success and failure. The effectiveness with which organisations manage, develop, motivate, involve and engage the willing contribution of the people who work in them is a key determinant of how well those organisations perform. In 2008, when we started talking about the economic crisis we realized that the approach of business as usual could not work. We all need a new approach to business: out-of-the-box, based on creativity, innovation, flexibility and adaptability to market needs and clients - what differentiates leading companies from the rest. There are many companies who understand that business performance and efficiency are the result of human transformation and development. Therefore, these companies have adopted a new style of management: management coaching style.

This paper attempted to examine the relation between human development and poverty indicator taken into consideration major millennium development goals parameters in Nigeria The importance of human development can not be over emphasized as Human Development Report came out in 1990 at a time when development in Africa and the rest of the Third World was in a state of flux as poverty was widespread experience across the countries. This research work was analytical in nature, employed econometric tools for the analysis. The analysis revealed that human development index (HDI) was first regressed on each on the poverty parameters in simple correlation analysis and the statistically significant at 10% and/or 5% level of significance. Also, HDI and some selected poverty related indicators of millennium development goals (MDGs) parameters show a reverse and unexpected relationship but statistically significant all the same using multiple regressions. The Augmented Dickey-Fuller (ADF) unit root test reveals that all the time series variable employed were stationary at levels for both the intercept and deterministic trend. Appropriate policies are therefore recommended on how best to achieve poverty reduction and MDGs. However, human development (HD) is too important to be under-rated in government policies as corruption and mismanagement of economic resources suffered a series of incorrect macroeconomic policies.sh three types of financial diagnostic, namely: the financial diagnostic of the shareholders, the financial diagnostic of the leaders of the company and the financial diagnostic of the creditors.

The present paper focuses on the present trends in the training and development programmes of public administration employees and on the methods used to assess the training needs for public servants in relation to the recorded performance indicators and to the strategic objectives of the public administration entities. The scientific research methodology of the present paper relies on national and international professional literature, on the analysis of concepts, theories, typologies, methods and instruments used in identifying the training needs of the staff employed in professional organisations. The empirical research focuses on the planning of professional training in relation to the training needs of public servants and makes use of synectics methodology and comparative statistical methods, graphs and dynamics.

From a cost-benefit perspective, things don’t look good for migrants all over the world, especially in Europe. EU nations are tightening border controls, raising red-tape barriers to legal migration, reducing the length of work permits, and shutting off access to the social welfare system. Some countries have closed the door to both work and social assistance. Other nations think that the “boat is full”, that there are too many migrants increasing unemployment, abuse the welfare system and take jobs from natives. With all these, Europe is a place where migration is especially useful from an economic perspective. European citizens are not mobile and there are large productivity differences across and within countries. Spatial arbitrage by mobile workers – migrants – reduces the economic burden of these rigidities. This article comes in shedding a light unto this subject.

Migration is often seen as a negative cause in the economy. Stereotypes portraying migrants as ‘stealing our jobs’ or ‘scrounging off the taxpayer’ abound in sections of the media and public opinion, especially in times of recession. This paper seeks to broaden and rebalance perceptions of migration to reflect a more complex and highly variable reality. Movement has a huge potential for improving human development. Our vision of development as promoting people’s freedom to lead the lives they choose recognizes mobility as an essential component of that freedom. Also, we want to emphasize the role of migration during history and the benefits in shaping the world as it is now, with future perspective.

The economic phenomena that manifest in the world today, affect the labour market in Romania and, implicitly, human resources management in the Romanian organizations. In the last two years, the Romanian market for human capital has suffered significant changes. Employment activities have seen a drastic decline, which led to an artificial saturated labor market. Forecasts for employment activity are retained in most industries and companies, not just domestically, but also internationally. This paper highlights some of the effects of economic crisis in human resources in Romanian organizations and also proposes some solutions for human resource development in this context of world crisis.

The purpose of the present paper is to make a brief presentation of what human development means in Romania. There are a variety of approaches to measure and monitor different aspects of poverty and human development in general, for our purpose we selected the synthetic indicators proposed by United Nation Development Programs, we will analyze the trend recorded by them and we will compare the position of our country in the European and global scale in terms of development.

The management system based on skills allows a relevant integration to manage and support the human resource in his career. Recent studies showed us that vocational skills training has become a priority in Management of human resources.The aim of these studies ist o establish a correlation between the company’s objective and the employees’ skills.Human resources management, based on the organisation values will contribute to improving employment and rapid adaptation to market requirements.This work was supported by CNCSISUEFISCU, projet number PNII-IDEI code 393/2008.

The main idea on which is based this paper is the one that education and health or what the economists distantly called „human capital” and had a major role in any theoretical and empirical model of the economic growth and development. Of course, no economy can have success only with a workforce that is educated, there are other factors that must be taken into consideration. It is certain that in a capitalist context the educated workforce can give a major impulse to the economy, when other factors are not present. The present article goes on the line of the economic growth following to delimit the interdependent factors that cause and support the growth of the GDP (gross domestic product) per inhabitant in a durable way, with predilection the role of education, of the human capital.

The world is changing. Civilization has moved from discovery and populating their territories through colonization to the next level. Those who recently tried to win a piece of land to settle are now driven by economically developed areas to survive and lead a better life. We therefore return to the abandoned areas in uninhabited areas. Steps to work the developed world now repeat emerging states. Populations we are talking about now migrate to areas that are economically developed but hundreds of millions. And yet migration is not "free" (see the case of China).

We present in this work evidence about the relationships between human capital and wealth for seventy two countries in the world. Human capital is estimated, in monetary per capita terms, from intellectual capital approach with two types of indicators: absolute, in monetary terms, and efficiency, in percentage of utility. Database is generated from World Bank Group. Human capital is divided in two capitals. First, internal human capital: it is based in education investment, and external human capital: it is supported in remittances and people attracted from rest of the world due labour market conditions. Both perspectives are analyzed as factor of wealth in a regression where these are significant, relevant and variables accord of level of GDP. Conclusions about implications for actual time of crisis are obtained.

The free movement of persons is one of the four fundamental freedoms of the European internal market. One of its important components is the free movement of workers within the Union, as provided for in Articles 45 and 46 of the Treaty on the Functioning of the European Union. This provides any national of a Member State of the European Union the right to an employment activity and to pursue such activity in another Member State, subject to limitations justified on grounds of justified public policy, public security and public health restrictions. As far as Romania is concerned a set of transitory measures was set up by the Treaty of Accession, temporarily restricting access of Romanian workers on the labor markets of the Member States, during which the access to the labor markets of the Member States may be regulated by national measures, or by those resulting from bilateral agreements.