Evaluating and comparing the sustainable development of regions or countries is fundamental in the management of economic and social systems. From the multitude of tools and means for qualitative and quantitative assessment of the level of sustainable development, which ensure the comparability of the performances of each state, there is a set of indicators known as the Sustainable Society Index, originally developed by the Dutch Sustainable Society Foundation and later developed by TH Köln–University of Applied Sciences. Taking this into account, the objective of the undertaken research was to identify the stages and the similarities and disparities between the European states grouped into the four regions (East, North, South and West), as well as the positioning of Romania in this European context. The obtained results emphasize the fact that between the four European regions, as well as between their component states, there are both similarities and differences, especially in areas such as Well-balanced Society, Climate and Energy, and Economic Well-being regarding the values and implicitly the stage of development of sustainable societies. The article is intended to be a catalyst for discussions on understanding the causes which produce differences regarding the sustainability of European states in the context of the EUs commitment to the 2030 Agenda for sustainable development. Additional efforts are needed in the recovery and resilience process, especially in Eastern and Southern European countries.

The paper aims to analyze the effect of geopolitical uncertainties on growth in the countries of selected Turkic republics and neighboring states which are experiencing geopolitical uncertainty, especially regarding their position in the global economy. This study investigates how uncertainties quantified by geopolitical risk indices for the global economy (GE), the United States (US), and the Russian Federation (RS) influence the economic growth of the Turkic republics and neighboring states which implement open macroeconomic policies. This analysis employs panel data techniques that consider the interdependence between cross-sectional units. The selected countries included in the study are Azerbaijan, Kazakhstan, Kyrgyzstan, Tajikistan, Turkey, Turkmenistan, Mongolia, and Uzbekistan. The results show the existence of constricting effects on the economic growth performance of selected countries.

This scientific approach investigates the implications of artificial intelligence (AI) systems on human resource management (HRM). The fast development of AI systems has encompassed all fields of activity, including HRM. At the current stage, AI is replacing human labor, which is leading to substantial changes in the structure of the labor market, in particular in the qualitative content of professional competences. The substitution of human labor by robots or AI systems is becoming a major concern for HR managers. AI systems are also present in all HRM functions. This paper makes a foray into the literature to analyze the extent of involvement of AI in HRM activities. In this context, mostly papers published in scientific journals indexed in WEB of Science were extracted. In total, 42 papers published in journals related to human resources management on the one hand and to information technologies on the other hand were examined. The research results prove the concerns of researchers for all HRM activities. Thus, AI systems are applied in traditional HRM activities such as: recruitment and selection, training and professional development, talent management, performance management, staff turnover and personnel compensation. Beyond traditional HRM activities, AI systems are also implemented in activities that at first sight would seem difficult to apply, such as job design, employee engagement and job satisfaction. Regardless of the HRM activities in which AI systems are embedded, the result leads to the reconfiguration of the HRM system within organizations. These are the future trends that will more strongly appear in the structure of the HR function in organizations, and along with it, the reconsideration of the professional competencies of HR specialists. In the process of the implementation of AI systems, the main concern of both HR managers and employees is to comply with ethical principles and to ensure fairness and objectivity in dealing with all categories of employees in the organization.