Zabijakin Chatleska, Vesna

Preferred name

Official Name

Zabijakin Chatleska, Vesna

Translated Name

Zabijakin Chatleska, V.

Main Affiliation

vesna.catleska@isppi.ukim.edu.mk

Now showing 1 - 7 of 7

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Human Resource Management in Small and Medium-sized Enterprises: Recent Developments and Emerging Issues
(Institute for Sociological, Political and Juridical Research Ss. Cyril and Methodius University in Skopje, 2016)
Small and medium-sized enterprises (SMEs) are backbone of the national economies and represent a source of entrepreneurial skills and predominant growth model. The contribution of SMEs is also confirmed at the job level and in the creation of gross value added. In developing economies, most SMEs are facing with unfavorable external economic and social conditions and extreme forms of institutional upheaval. At the same time they have poor internal capacity that impedes their growth and competitiveness. In this sense, the biggest challenge for SMEs is how to achieve a sustainable growth. The competitiveness and the improved business performance can be built up through internal resources, namely the human resources (HR). Despite the recognition of the importance of human factor in firm growth, entrepreneurs/owner-managers do not pay attention to the development of the HR function in their organizations. SMEs are more focused on the portfolio of expertise of technology and production processes than investing in specific abilities, knowledge, skills, and motivational profile of the employees. On the other hand, the centralization of distinctive skills in one or few people creates managerial rigidity that limits learning abilities and innovation. Typically, the processes of managing human resources are not systematically planned but are rather reactive. This paper highlights human resource management (HRM) issues in SMEs, discusses the challenges related to HRM in SMEs and makes a critical analysis in Macedonian context.
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HUMAN RESOURCE MANAGEMENT IN THE CENTERS FOR DEVELOPMENT OF THE PLANNING REGIONS IN THE REPUBLIC OF MACEDONIA
(Faculty of Engineering Management (Belgrade), 2019)
The centers for development of the eight planning regions have been established under the Law on Balanced Regional Development which was adopted in 2007 with the main goal to strengthen the capacity of networks and stimulating the development on regional level. In order to achieve effective and efficient operation of the centers, the management of human resources in these organizations becomes a matter of high priority because human resources are the agents of the important developmental activities in the region. This paper explores human resource management policies and practices that are adopted in the centers aiming to improve the capacity and competences of the employees, and enable them to perform effectively. Using qualitative research strategy, inductive content analysis of the documents was apply, and also, a semi-structured interviews were conducted with eight executive directors who represent and manage the centers. Research results reveal the need for improvement in the way that human resources are managed and lack of appropriate financial support from local and national authorities and institutions. Also, the findings point to the need of increasing the number of employees in the centers, considering the scope of work and the real opportunities to apply for more developmental projects that are financially supported by the EU pre-accession funds as well as available funds of other foreign and international organizations and donors.
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Career Maturity of the Macedonian Workforce
(Institute of Knowledge Management, 2016-04)
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Topuzovska Latkovikj, Marija
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This research paper is based upon the widely accepted definition of the career as a progress and actions taken by a person throughout a lifetime, especially those related to that person's occupations. The objective dimension of the career understands a combination and sequence of roles played by a person during the course of a lifetime, while the subjective dimension imply certain change of the values, attitudes and motives which occur in the work life of the individual. The questions about the career and the career development are equally important both for the individuals and as well for the nation. The individual’s career is a result of the interaction between the external and internal factors. From the external factors’ view point; especially if we bear in mind how the globalization affects the individuals in all of the life spheres, we are interested about its influence over the career aspirations. The high rate of unemployment and the development of the new technologies are also considered as significant factors. From the internal factors’ view point; the subject of interest are the personal career goals and the self-actualization path of the individuals. Therefore the paper is focused at the individual in the world of work, through analysis of the main attitudes toward the career development. The results of this kind of research can be useful for the creators of the national policies for the employed and unemployed workforce, but also for the organizations, career centers and the individuals.
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ANTECEDENTS OF ENTREPRENEURIAL INTENTION AMONG MACEDONIAN YOUTH: A QUALITATIVE APPROACH
(KNOWLEDGE International Journal Scientific Papers, 2017)
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Cacanoska, Ruzica
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This paper examines antecedents of entrepreneurial intention among young population in Macedonia. Research framework is based on the Entrepreneurial Intention Model which relies on the Theory of Planed Behavior and suggested that decision about creation of a new venture is determined by certain motivational factors which are considered as antecedents of intention. In order to gain a deeper understanding of the relationship between these factors and entrepreneurial intentions, a qualitative method was applied. Using semi-structured interview, research data were collected from a purposive sample of 30 young persons aged 15 to 29 years in Macedonia. The sample stratification was done by gender, place of residence, age, educational level, employment status and ethnicity. The results reveal that young persons whose parents are entrepreneurs have subjective norms and attitudes that favor their personal entrepreneurial intentions. At the same time, they perceived negative normative believes of the referent community regarding the decision to become an entrepreneur. Also, the findings indicate that positive personal attitude towards engaging in entrepreneurial activity is driven by the aspiration to functional independence, preferences for freedom of action and expression, and, above all, it is strongly motivated by profit. Moreover, the attraction of being self-employed is affected by a desire for the successful fulfillment of professional and business goals. In regard to perceived behavioral control and the sense of capacity to fulfill entrepreneurship behavior, respondents expressed believe in their capabilities, such as: strong self-esteem, perception of high personal skills, responsibility, persistence, and ability to manage business processes.
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ATTITUDES AND PRACTICES OF DATA SHARING AND DATA PRESERVATION AMONG SOCIAL SCIENCE RESEARCHERS IN THE REPUBLIC OF NORTH MACEDONIA
(Balkan Social Science Review, 2020-06-25)
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The paper aims to analyse current practices and attitudes towards research data sharing among social science researchers in the Republic of North Macedonia. Considering the growing importance of the principle ofopen access to research data, particularly data collected with public funding, and the unification ofdata sharing practices on a global level, the goal is to examine the sharing and archiving potential for research data in the Republic of North Macedonia. According to the findings, a significant amount of research data is created in the country. Despite being predominantly financed from international funds, respondents’ positive attitudes towards data sharing and the satisfactory degree of willingness for depositing data into an accredited data archive/repository, demonstratea good potential in the country for saving existing data towards further use of existing data for new scientific purposes.
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Effects of Employee Training and Development on Firm Performance: Evidence from Successful Companies in the Republic of North Macedonia
(University “Ss. Cyril and Methodius” in Skopje, Institute for Sociological, Political and Juridical Research – Skopje, 2019-10)
Employee training is an indispensable strategic tool for enhancing business performance and creation of a sustainable competitive advantage. The main purpose of the training is to develop employee's knowledge, skills and abilities, which eventually results in improved organizational and financial performance. The present study examines the association between employee training and firm performance in the best performing companies in the Republic of North Macedonia. We specifically suggest that investments in employee training, by adopting various sets of training practices, may have a positive effect on firm profitability. The research hypothesis was empirically tested on a sample of 59 private sector companies in diverse industries. The sample was drawn from the target population of the 200 most successful companies in the Republic of North Macedonia. Data collected from the respondents was analysed by applying statistical methods. The results indicated weak but a statistically significant positive correlation between the two researched variables. Moreover, the research results show some evidence that employee training is confirmed as a predictor of profitability. Also, findings revealed that the various aspects (practices) of the overall employee training and development construct have a significant strong positive correlation with each other, suggesting that the effects of training practices are stronger when used simultaneously, in combination with each other. The research highlights the need for businesses to be focused on and invest more in building employee competences in order to attain better bottom-line results.
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A QUALITATIVE ANALYSIS OF SUSTAINABILITY BARRIERS OF SMALL AND MEDIUM ENTERPRISES
(2021)
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Josifovski, Blaze
This paper presents the barriers for growth and development of small and medium enterprises in the Republic of North Macedonia. The internal, external, institutional and financial barriers faced by managers/owners of small and medium enterprises are analyzed. Barriers from the market and competitive environment are analyzed in the sector in which the company carries out economic activity; the degree of competition and strategic behavior of competing enterprises; range of growth support networks and alliances. The financial environment was analyzed by assessing the capability of the local financial system; methods of financing the business; availability and cost of capital and finance. Internal organizational barriers are explored by analyzing internal resources and capacities; growth barriers related to the whole problem of human resource management and conditions for employment and dismissal of workers; lack of qualified managers; absence of business skills. Social barriers were analyzed through the following aspects: social capital, trust and networking between entrepreneurs; degree of support or lack of local actors and agencies. Institutional barriers were analyzed by assessing the legislative framework; degree of corruption and bribery. For the needs of the research topic and the subject of the analysis in the paper, the data were collected by applying a qualitative research strategy and using an in-depth, semi-structured interview, purposefully created. A deliberate sample was designed, where the main criteria for identification and selection of potential respondents were: managers or owners in/of micro, small and medium enterprises, from different industries, operating within the Republic of North Macedonia. The analysis of the data is thematic and narrative, to illustrate the views and opinions / examples expressed by the respondents, quotes from the received answers are presented. The obtained results give us an in-depth overview of the barriers faced by small and medium enterprises in the external and internal business environment and they can be used as indicators for future development and risk forecasting. The conclusions provide an overview of the priority needs for improving the business climate in enterprises and the country that will enable the sustainability of small and medium enterprises that are an important factor for social development.

Zabijakin Chatleska, Vesna

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