Call for Papers: 2014 Summer Global Symposium on Women Leadership

Date: July 25-26, 2014
Los Angeles, United States of America

Web address:
http://www.uofriverside.com/conferences/global-womens-leadership-symposium/

Submission of an abstract, topic of interest or proposal will be accepted for the purpose of registration. Time schedule to be determined later after all the papers have been received. 30 minute presentation per paper.

Topics:

Abstracts of research papers in 150-200 words are invited from female professionals, females of any age interested in career growth, men who are supportive of women in leadership, executives, supervisors, managers, administrators, educators and Ph.D. scholars/Post Graduate students on contemporary issues in Women's Leadership befitting any of the conference tracks mentioned below. Topics of interest for submissions include, but are not limited to:

-Gender and history

-Women in the university: benefits and barriers

-Market limitations

-Glass ceilings

-Trials and triumphs

-Economics of Gender

-Women at Work

-Women and social justice

-Women in the military

-Politics of gender

-Feminism

-Culture and progress

-Reproductive politics

-Women’s education demographics

-Women’s health, politics and the child

-Women’s rights and the law.

Call for Papers: 2014 Spring Global Management Conference

Conference

Proposal Deadline: February 28^th, 2014

7th to 8th March 2014
Los Angeles, California, United States of America

Website

Submission of an abstract, topic of interest or proposal will be accepted for the purpose of registration. Time schedule to be determined later after all the papers have been received. 30 minute presentation per paper

Call for Papers: International Journal of Management and Sustainability (IJMS)

The journal focuses on the following topics: corporate governance, human resource management, strategic management, entrepreneurship, marketing, e-business, services, information technology management, production & operations management, financial management, decision analysis, management research methods and managerial economics,  environmental sustainability, corporate social responsibility, economic sustainability and any disciplines concerning the interaction between management and enterprise sustainable development. It seeks to provide a forum for debates on practical and policy implications to sustainable development. This journal also encourages studies on solutions to improve corporate performance towards sustainability.

More Information

San Diego SHRM-Strategic HR Conference September 10th, 2013

San Diego SHRM is hosting a Conference on Building Strategy on the Quicksand of Change. The conference will discuss topics related to change, traditional jobs, employee engagement, social media policies, creative thinking and healthcare benefits. At present there is still space available for interested participants as well as vendors. 

Employers are within changing times and with that come the need to change strategy. By thinking strategically and moving ahead of the curve businesses can maximize their opportunities. The conference will discuss important policies and strategies that can reduce risk and improve output. 

When:

Tuesday, September 10^th, 2013

7:30-4:20PM

Where:

Hilton San Diego/Del Mar

15575 Jimmy Durante Boulevard, Del Mar, CA 92014

Click to Open Flyer

Human Capital: The development of success

Human Capital Theory postulates that the more biological, psychological, creative, knowledge, social, and work skills a person develops the more successfully they are going to be in life.  The theory is often broken into intangible capital that focuses on things like social abilities and tangible capital that focuses more closely on skills and education. In many ways educational attainment and skill development are used to measure human capital. Generally, the human capital a person retains, or can develop, the more beneficial they become to the organization and society. 

Human capital creates an incentive for developing employees to their highest possible skill level. By raising the human capital of an organization it is believed that the organization will become more efficient, creative and productive. The time, effort, and costs are some of the detractors associated with the developing employees. Yet those organizations that do not engage in training generally have stagnant workers stuck in low skilled jobs and in turn maintain lower profits. 

Assuming that each organizations is a process that takes inputs and transforms them into greater outputs it is possible to see how low skilled labor minimizes the opportunities to make profits out of the process. For example, a plant that simply nails a few boards together to create a box, but must purchase pre-cut boards, will make less money per transaction than one that can process the entire chain of development from uncut board to box. When employee skill levels are low the organization must focus on automation and volume to develop enough products to raise profit margins. 

In highly competitive markets it is necessary to move beyond basic rudimentary skills into highly developed reasoning and decision-making abilities. Specialization often occurs as people seek to maximize a smaller set of skills for higher productivity. At the executive and management level a greater level of general skills are needed to complete a variety of reasoning tasks on a complex global scale. Education becomes a medium to this growth.

The very education a person chooses to raise their human capital is based in expectations, perceptions and beliefs (Van der Merwe, 2009). Such people who choose to pursue a high level of education do so because of an expected economic, personal, and social return. Intellectual markets seek to recruit from that education and experience to maximize their market opportunities. 

On a macro level human capital, education, and skill obtainment have something to do with the overall productivity of a nation. When regions, nations, and cities retain more skilled employees they are able to foster more productivity and earn higher profits than areas where low skills abound. According to research by Neagu (2012) on 22 countries it found that nations with the highest level of productivity also had the highest level of human capital. 

Whether one is discussing the individual level, the organization level, or the national level the development of human capital is important for economic success. Where productivity and creativity are high so are the opportunities for financial success. In today’s world, many emerging countries can compete on low skilled labor and therefore nations must adapt and develop to retain their financial strength. Through organizational training, formal education, and experimentation people develop higher sets of skills that they can use to enhance their own earning power and sell on the market for larger economic improvement. 

Neagu, O. (2012). Labour productivity and human capital in the EU countries: an empirical analysis. Annals of the University of Oradea, Economic Science Series, 21 (1). 

Van der Merwe, A. (2010). Does human capital theory account for individual higher education choice? International Business & Economics Research Journal, 9 (6).