Core-Competencies in the Labor Markets

                                                                                  

  

Systems Owners must assess the effectiveness of both technologies and Human Resources in Non-Biological Systems to achieve a sustainable competitive advantage in a broad range of market or industry segments. One of the solid solution mechanisms in a competitive environment is the breakdown of annual system costs. Human Resource Costs can be a significant issue in gaining a competitive advantage.  

Measuring Human Resource Costs is an approach for breaking down construction costs. The main element of value in Non-Biological Systems is Human Resource Costs; hence, Systems Owners target salaries, benefits of Human Resources, and labor performance/efficiency. Two criteria can improve costs and reliability outcomes in Non-Biological Systems. 

Low Salaries and High-Speed Performances can maximize efficiency within business activities and reduce total costs in system platforms. The role of high-efficiency performance and labor productivity ensures strategic planning for competitive advantages. Low Salaries and High-Speed Performances can challenge Systems Owners to revolutionize the labor market and social parameters. Two criteria determine who would have a chance of employment in system environments. Low Salaries may challenge Systems Owners to implement a strategy pattern for insourcing, outsourcing, and youth employment. High-speed performances suggest hiring a healthy employee with optimal stress tolerance. These two criteria revolutionize and modify core competencies in labor markets. Systems Owners make self-interest in hiring candidates through Global Group Profile.

In other words, the job candidate must fulfill the Global Group Profile requirements. Human resource departments review job candidates' profiles and compare Profile Attributes with attributes in the Global Group Profile. There are better solutions for social complexities because many job candidates can discriminate in the labor market because of the structure design within the Global Group Profile. 

Global Group Profile can generate profits for corporations in the short term. However, it explores economic issues, social burdens, open loops of productivity, and instability facing the evolutionary path of Non-Biological System Performances. The first two sharp criteria in the Global Group Profile are low Salaries and High-Speed Performance. Candidates need these two criteria to move forward in the recruitment process. Nevertheless, job candidates with tremendous qualifications, precondition skill levels, and remarkable experiences are exceptions to the rule.

Complex core competencies in Social Contexts can create a Designated Recruiting Platform. Besides, Ethical Global Variables can be replaced by Performance Trade-offs. Austerity measures and downsizing strategies for the workforce can activate procedure runs in trade-offs conceptual framework on a Recruitment Platform. 

Two Recruitment channels explore hiring job candidates. Channel (A) operates for job seekers who recruit through their job networks. Channel (B) works for candidates without job networks and seeks employment through Recruiting Agencies.

Job candidates search for jobs proactively through their networks, which contradicted social norms in the past time. A culture of nepotism is unfair treatment by favoring relatives who hardly merit a specific position. 

However, preferential treatment can be used in a way that violates principles of justice and fairness. The acquisition of education and jobs has become a tribal issue because of nepotism. 

According to statistics reported by the System Owner, 65 percent of job candidates get jobs through Channel (A) Fig (1). Our world has a High-integrated System, which indicates similar episodes. Thus, Channel (A) can exist in almost any Non-Biological system. Nepotism is a tool of corruption and needs help in presenting job candidates. Nevertheless, it gains a good competitive advantage over community networks. Nepotism can reduce the natural unemployment rate and contribute to the Global Economy. Therefore, Systems Owners interpret ugly nepotism as bright network solutions for job candidates. Today, job candidates are encouraged to find career opportunities in Non-Biological Systems through various community networks. Low basic requirements for employment can cause a low proportion of qualified laborers in many social networking communities.

It is the absolute deception of Systems Rulers who provide the chaotic labor market. This conceptual paradigm and approach for the labor market illustrate how unethical parameters on Global Variables can convert and develop an original account of social complexity. The labor market paradox indicates how improper social norms on Recruiting Platforms can modify Global Variables. According to an observational study, changing Global Variables by Recruiting Platform creates Critical Global Variables. Performance Trade-offs are an equation for removing temporary issues, and they explain the reduction of stimulus complexity in the labor market in the short term. 

According to statistics reported by System Owner, 35 percent of job candidates get employment through Channel (B). Three focus groups can attract to Channel (B) Fig (1). 

 

1) Individual candidates without job networks seek work positions through Channel (B). 

2) Dissatisfied Employees with job qualifications apply for work positions directly to employers for A salary increase. According to statistics reported by the Systems Owners, 45 percent of IT employees are dissatisfied with employers. 

3) Recruiting Agencies without job network affiliation Consulting Careers. Nonprofits Consulting Careers cooperate with system authorities and advise graduate students. Some Consulting Firms change public commitment and charitable gestures to a profit-focused enterprise in Channel (B). Job seekers without networking in Channel (B) would find a job in Channel (A) through Headhunter Firms. in Channel (A). Headhunters ensure job seekers discover an appropriate assignment with pay commissions Fig (1). Job candidates face increasingly competitive environments in Channel (B) because more job candidates with high qualifications target Channel (B) than Channel (A); besides, advanced-level competencies are in demand in Channel (B). Without backlink networks and capital, job candidates may not get jobs in Channel (B). "Dissatisfied Employees" and Headhunter Firms have ultimate power in Channel (B) because employers give a distinct advantage to job appliers who have current employment Fig (1). Headhunter Firms would prefer to cooperate with unhappy employees seeking work for increasing salaries. This group of job seekers with high qualifications and good references is more attractive than the poor unemployed without jobs. Besides, Unhappy Employees have new work references.

Poor job candidates without backlink networks in the channel (B) seek jobs without significant results. In the long term, job candidates in Channel (B) diminish work capacity in labor market opportunities because of isolation and discrimination. Phase 2 in Channel (B) is the Rehabilitation process. Job candidates participate in the rehabilitation process for psychological recovery in Fig (2). 

 

Observation:

The Legitimate context of social parameters can activate work performances by system elements because legitimate social parameters are instance threads of Global Variables. Social parameters may hardly operate optimally when Global Variables are barely articulate in Contexts of Social Phenomena. Global Variables run multiple code threads through the system platform. Recruiting Platform is one of the frameworks that can execute algorithmic structures beyond Global Variables. Many contexts of social parameters perform because of compromises between Global Variables and guidelines on the Recruiting Process. 

 

Observation:

On numerous occasions, Systems Owners hide performance complexity from external entities because parameter complexity illustrates core management mistakes. Today, Systems Owners are hardly a sham or afraid to proclaim algorithmic structure beyond work performances, which causes stress in Human Resources. Many laborers perform assignments with tensions underlying group communications (High-Speed Performances). Besides, stress can contribute to burnout and serious health problems. The paradox of strategic control for proclaiming so-called unethical parameters in internal and external environments is a sociological phenomenon that spreads contagious concepts among Systems Owners.  

Observation:

Many laborers are in layoffs under the pressures of unemployment. Although, many other laborers perform assignments at work with high stress. The Discrepancy Model between two labor groups indicates Invisible Entities on the evolutionary path of Biological Systems.

Observation:

Systems Owners and systems elements are highly aware of the Local Storage Platform, which hints at and promotes competitive advantages over Non-Biological Systems. 

Observation:

Individual job-seekers without job networking with a good economy can get employment through Enterprise Recruitment Firms in Channel (A). This type of recruiting firm operates in the impact investing of job candidates. Recruitment agencies can quarantine job availability through social networks when job seekers pay for high commission claims. Invisible Entities are generated when Nonprofit/ public service sectors change activities and visions in the Market Platform because Systems Owners aim to maximize the value of their business.

 

Observation:

Employers might hardly hire long-term unemployed laborers with or without job networks because of Social Isolation. Long-term unemployed can face double discrimination, exposing Invisible Entities in Non-Biological Systems. 

Long-term unemployed job seekers compel them to accept indecent assignments that might hardly fit their college educations. However, their classmates can increase the range of prosperity for a future perspective through Channel (A). Parameter discrepancies illustrate another prognostic assessment of Invisible Entities in Non-Biological Systems.