Saba Khan, Rizwan Raheem Ahmed, Dalia Streimikiene, Justas Streimikis, Munsif Ali Jatoi
Teachers’ training is one of the critical and sustainable development goals in technical education & vocational training (TVET) to promote employability and up-gradation of expertise and skills to increase industrydriven education practices and competencies to up-to-date quality of training and education provision (Kennedy et al., 2021). However, the competency-based training & assessment (CBT&A) approach for improvement of teacher training is based on CBT&A curricula on requisite skills. The competency-based training & assessment (CBT&A) approach allows vocational education teachers to regulate updated resources and learning requirements better and efficient manner (Ahmed & Sayed, 2021). Professional development and continuous training of the teachers are vital for the implementation of competency-based training & assessment (CBT&A) delivery in Pakistan (Ahmed & Sayed, 2021).
Investment incentives are a widely used tool of economic policy employed not only in the Czech Republic (CR) but also in other European economies. Given the ambiguous perception established by the review of the literature on investment incentives and the effects that supported investment brings to the economy, this article aims to evaluate the issue of investment incentives in the CR with the use of a time series regression analysis (1998–2019) in order to answer two main research questions: Do investment incentives attract investment into economically weaker regions? Do investments supported by incentives lead to the economic prosperity of these regions? The inspiration for the article comes from a comprehensive study focused on investment incentives in the CR (Schwarz et al., 2007). The experts’ views on investment incentives are ambiguous – some perceive them positively, others criticize them and consider them undesirable.
Petr Scholz, Lenka Červová, Petr Janeček, Ivica Linderová
Currently, at a time greatly impacted by the COVID-19 pandemic affecting not only tourism but also other areas of business, there is demand for modern and effective trends of increasing profitability and cost-effectiveness, especially considering the fact that revenues in tourism have dropped worldwide by 74%. There is a noticeable pressure on cost reduction throughout society at this time. According to Sangeetha and Rebecca (2020), the green approach can, over the long term, reduce business operating costs while increasing the added value in society. Tourism represents 10% of global GDP and is also responsible for 5% of global CO2 emissions, of which 1% is attributed to accommodation facilities. Accommodation facilities, particularly hotels, are the key element of tourism (Khatter et al., 2021). In this respect, sustainable hotel strategies are primarily intended for maintaining and improving the socio-economic and environmental balance of our planet (Migale et al., 2019).
Khurram Ajaz Khan, Gentjan Çera, Sandra Raquel Pinto Alves
The capability theory is concerned with an individual’s ability and opportunity to act, which grants the freedom to live life as one pleases (Sen, 1993). Based upon this theory, financial capability relates to the ability and opportunity to act (Johnson & Sherraden, 2007). A more detail definition given by Brown (2020) that financial capability is classified as internally focused including knowledge, skills, and behaviour, and those that also acknowledge a person’s external context including systems and structures. Many scholars concur that the concept of financial capability is much broader than the idea of financial literacy (Johnson & Sherraden, 2007; Kempson et al., 2013; Shim et al., 2013; Taylor, 2011). Studies explain that financial capability is a broader term, and financial literacy is just a building block of financial capability. It also includes financial advice and financial inclusion (Johnson & Sherraden, 2007). According to Sen’s (1993) theory, financial capability comes from two sources: internal ability and, second, from external opportunity.
Radovan Savov, Jana Kozáková, Jan Tlučhoř
TPeople and especially talented individuals are of remarkable interest for many academics in research (Collings et al., 2019; Meyers et al., 2013; Krishnan & Scullion, 2017). The reason is very simple. Human resources are the most valuable resource a company should have. People are movers of each company and create added value. A high commitment human resources strategy leads to a firm competitive advantage (Collins, 2020). Employees play an important role in forming a competitive advantage for the organization. The role of the employees has become pronounced and significant, and it is no longer conventional. They are responsible for the strategic planning and development of the organization (Chakraborty & Biswas, 2019). Nowadays, firms operate in an environment which is characterized by many political, economic, social, and technological changes (Wee & Taylor, 2018).These changes force companies to transform themselves to gain greater prosperity or to survive (Ocasio et al., 2017; Riviere et al., 2017).