Journal of Contemporary Issues in Business and Government

The understanding of the peculiarities of innovations and innovative development of the energy service enterprise has been outlined in the article. The essence of the concept of "innovation" has been determined. To improve approaches to innovative development of the enterprise, it has been proposed to consider innovation as a result (product, process, service). This article is aimed at solving the problems of the energy service market, in particular the management of enterprises that provide production processes in the power industry to improve the technical equipment of labor, the rational organization of the workplace.
The article presents the features of the formation of energy efficiency management strategy of enterprises using a comprehensive assessment of the internal and external environment based on sustainable development and practical approach combined with a comprehensive interpretation of the concept of energy efficiency management strategy of enterprises. The study takes into account the specificity through the emphasis on the system of areas (directions) to be managed in the framework of strategic management and provides references to the main characteristics associated with existing approaches to target effects and systemic, comprehensive approach to strategic management in this sphere.
A significant role is given to human resources in the mechanism of stimulating and motivating the energy efficiency of the enterprise, which is manifested in situations when the production process is energy-consuming or when the enterprise is a supplier of energy resources. It is in such areas of activity that every employee, regardless of management level, must understand the reasons for specific management actions, how their result will affect the results of work, and what will be the reward for it.

^{The present study identified role of human resource management in the realization of competitiveness in industrial organizations and has focused primarily on some important issues related to human resource management, selection, training, motivating, attracting, employing, evaluating employees, and the setting of salaries, fees and rewards and the realization of competitiveness among business organizations. This paper has undergone the evolution of HRM from past to present which will be discussed in a theoretical concept. Then the role of human resources for organizations to gain competitive advantage and the innovations in HRM in the 21st century will be analyzed in a strategic view. Data were drawn from a sample of two industrial business organizations in the city of Amman. The study results showed that there is a significance relationship between the factors such as training, motivating, attracting, employing, evaluating employees, and the setting of salaries, fees and rewards  of employees and workers and the realization of competitiveness among industrial business organizations. And this result is consistent with the outcome of previous studies.}

Until now, Vietnam's economic activities have mainly relied on the traditional
approach, which is a linear economy. This is also the main cause leading to the shortage of
natural resources and serious environmental pollution. To overcome these problems,
countries in the world, including Vietnam, are moving towards a circular economic
development in order to solve the challenge between economic growth and environmental
protection, “without trade-off” growth. The economy with environmental pollution and
degradation. The World Economic Forum (WEF) also broadcast on its website in early
2020 calling “The world is in need of a cyclic economy”. In that economy, high-quality
human resources are becoming increasingly urgent. This study focuses on analyzing the
current situation of the circulation economy in Vietnam, the human resources in that
economy, thereby posing many issues that need to be discussed in order to develop a
circular economy in Vietnam today

The understanding of the peculiarities of innovations and innovative development of the energy service enterprise has been outlined in the article. The essence of the concept of "innovation" has been determined. To improve approaches to innovative development of the enterprise, it has been proposed to consider innovation as a result (product, process, service). This article is aimed at solving the problems of the energy service market, in particular the management of enterprises that provide production processes in the power industry to improve the technical equipment of labor, the rational organization of the workplace.
The article presents the features of the formation of energy efficiency management strategy of enterprises using a comprehensive assessment of the internal and external environment based on sustainable development and practical approach combined with a comprehensive interpretation of the concept of energy efficiency management strategy of enterprises. The study takes into account the specificity through the emphasis on the system of areas (directions) to be managed in the framework of strategic management and provides references to the main characteristics associated with existing approaches to target effects and systemic, comprehensive approach to strategic management in this sphere.
A significant role is given to human resources in the mechanism of stimulating and motivating the energy efficiency of the enterprise, which is manifested in situations when the production process is energy-consuming or when the enterprise is a supplier of energy resources. It is in such areas of activity that every employee, regardless of management level, must understand the reasons for specific management actions, how their result will affect the results of work, and what will be the reward for it.

The General Hospital of South Tapanuli (RSUD-KTS) is the only hospital in the Regency. Since its establishment in 1998, South Tapanuli Regency Hospital, there has been a shortage of health workers with civil servants' status, it recruited the non-civil servant workers. There are three categories of non-civil servants who work in the hospital, namely; (1) Freelance Daily Workers, (2) Contract Doctors, and (3) Voluntary Workers. Freelance Daily Worker recruitment is based on South Tapanuli Regency's Regulation No. 98 of 2017, thus for Contract Doctor and Voluntary Worker purely hospital management policies. Freelance Daily Worker Position is a policy after enacting Law No. 5 of 2014 concerning civil servants and previously the issuance of PP No. 49 of 2018 about the Management of PPPK (previous policy of non-civil servant). The freelance daily worker policy is a compromise policy of the South Tapanuli Regent for the continuity of position and the earning of the workers who have served before the policy. At the same time, the hospital can also continue to operate well in their presence. However, in this case, the non-civil servant workers are not included as PPPK because PPPK workers are hired based on National selection, and those who have hired possess a NIPPPK number. Contract Doctor's existence is a general hospital business policy carried out in hospitals with BLUD status (internal policy), applied in the South Tapanuli Regency Hospital even though it is not a BLUD and the research shows a positive contribution to the hospital. The voluntary worker policy needs to be reviewed because hiring health workers without salary and the potential will cause related problems; law, employment and professional ethics