Human Resources Division
A report on CERN Human Resources is published once every two years. The English version of the 2002 report is now available: on the Web in your divisional secretariat if you need a paper copy. The Human Resources 2002 report gives information on various subjects: general information on CERN's aim and the organization of its operations, results of the five-yearly review of financial and social conditions, an overview of members of personnel working at CERN, with breakdowns by a wide range of parameters, significant aspects in employment conditions. The report is intended, in the first instance, to inform people outside CERN. However, all staff members should be familiar with the most important facts and figures it contains. Think about publicizing it among your contacts outside the Laboratory! A French version will be ready in September. Human Resources Division Tel. 74108
Human resources is more than just an administrative function, said CERN's new HR Department head, Carla Bryois, in an interview with the Bulletin. Human resources management is about getting the best out of an organization's staff. That's good for the organisation as a whole, and it's good for the individual. A suitable task for a psychologist, you might think? And that's exactly the kind of person who has just taken over as head of CERN's Human Resources Department. Carla Bryois, who has Dutch and Swiss nationality, took up her duties on 1 April, and brings with her a wealth of experience from the private sector. Her career began with a degree in psychology and social sciences from the Geneva school made famous by Jean Piaget. From there, she went on to specialise in clinical psychology before taking a career break to raise a family. Carla Bryois, CERN's new HR Department head Returning to work, she moved from academic to occupational psychology, taking up a position in human resources with Elsevier scien...
The library is launching a 'sharing resources@CERN' campaign, aiming to increase the library's utility by including the thousands of books bought by individual groups at CERN. This will improve sharing of information among CERN staff and users. Photo 01: L. to r. Eduardo Aldaz, from the PS division, Corrado Pettenati, Head Librarian, and Isabel Bejar, from the ST division, read their divisional copies of the same book.
The library is launching a 'sharing resources@CERN' campaign, aiming to increase the library's utility by including the thousands of books bought by individual groups at CERN. This will improve sharing of information among CERN staff and users. Until now many people were unaware that copies of the same book (or standard, or journal) are often held not only by the library but by different divisions. (Here Eduardo Aldaz, from the PS division, and Isabel Bejar, from the ST division, read their divisional copies of the same book.) The idea behind the library's new sharing resources@CERN' initiative is not at all to collect the books in individual collections at the CERN library, but simply to register them in the Library database. Those not belonging to the library will in principle be unavailable for loan, but should be able to be consulted by anybody at CERN who is interested. "When you need a book urgently and it is not available in the library,' said PS Division engineer Eduardo Aldaz Carroll, it is a sham...
Diversity and respect are defining aspects of CERN and something that I am very proud of. Our institution is the closest to a true meritocracy that I have ever experienced in my long career, and as such is a valuable role model for the world. It is a place where everyone is welcome, and where anyone can succeed, regardless of his or her ethnicity, beliefs or sexual orientation. It is therefore with some disappointment that I have learned of a spate of recent events concerning posters put up around the Laboratory by our LGBT community. Freedom of expression is a fundamental human right. One needs to look no further than the Universal Declaration of Human Rights for common-sense clarity on this issue. It states that: ‘everyone has the right to freedom of opinion and expression; this right includes freedom to hold opinions without interference and to seek, receive and impart information and ideas through any media and regardless of frontiers’. In line with that, I fully supp...
A new educational website, STEM Works, has been launched this month, presenting science and technology in an industrial context for students aged 11-14. Developed with contributions from CERN, the site highlights the Laboratory as a “real-world” example of the opportunities available to science graduates. While the site was developed in Northern Ireland, STEM Works addresses issues of global relevance. Students share their projects with Steve Myers, Richard Hanna (CCEA), and Catriona Ruane (Education Minister). STEM stands for Science, Technology, Engineering and Mathematics – the four cornerstones of the curriculum featured on the STEM Works website. It is part of a nationwide push in Northern Ireland to highlight how important STEM subjects are to both academia and industry. CERN worked closely with the Northern Ireland Council for the Curriculum, Examinations and Assessment (CCEA) to develop educational content for the site. “The CCEA STEM Works site i...
Division du Personnel
A report on CERN Human Resources is published once every two years. The version of the 1999 report is now available in French and in English: in your divisional secretariat for paper copieson the Web: http://www.cern.ch/HRreportIn its foreword, the Director-General addresses some key issues:'Many ( ) key personnel are now steadily approaching retirement. ( ) More efficient working methods and new technology can absorb not all the natural depletion. New blood is vital, and about a hundred new people are taken on each year'About the RSL programme, he says:' More than 30 additional posts have been opened by this voluntary scheme. This programme displays the excellent mutual understanding that has been carefully built up between CERN management and staff. This harmonious atmosphere bodes well for continued success.'The Human Resources 1999 report gives information on a lot of subjects:general information on CERN's aim and the organisation of its operations,major changes in recent years...
Ellis, Jonathan Richard
As a large international research laboratory, CERN feels it has a special responsibility for outreach, and has many activities directed towards schools, including organized visits, an on-site museum, hands-on experiments, a Summer intern programme for high-school teachers, lecture series and webcasts. Ongoing activities and future plans are reviewed, and some ideas stimulated by this workshop are offered concerning the relevance of CERN's experience to Asia, and the particular contribution that CERN can make as a non-school resource for science education.
Division des ressources humaines
In the years to come, CERN faces big challenges in the planning and use of human resources. At this moment, Personnel (PE) Division is being reorganised to prepare for new tasks and priorities. In order to accentuate the purposes of the operation, the name of the division has been changed into Human Resources (HR) Division, with effect from 1st January 2000. Human Resources DivisionTel.73222
"La réparation de l'accélérateur géant de particules LHC, qui devrait redémarrer mi-novembre aprés une panne de plus d'un an, a coûté 23 millions d'euros, selon un haut responsable du Centre européen de recherche nucléaire (CERN), cité vendredi par les médias espagnols" (1 paragraph)
Navaz, A. S. Syed; Fiaz, A. S. Syed; Prabhadevi, C.; V.Sangeetha2; Gopalakrishnan, S.
The paper titled HUMAN RESOURCE MANAGEMENT SYSTEM is basically concerned with managing the Administrator of HUMAN RESOURCE Department in a company. A Human Resource Management System, refers to the systems and processes at the intersection between human resource management and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standa...
The purpose of this paper is to analyze human resources in terms of quantitative and qualitative side with special focus on the human capital accumulation influence. The paper examines the human resources trough human capital accumulation in terms of modern theory of human resources, educational capital, health, unemployment and migration. The findings presented in this work are based on theoretical economy publications and data collected from research materials. Sources of information includ...
Hoffman, W. H.; Wyatt, L. L.
By using the total resource approach, we have focused attention on the need to integrate human resource planning with other business plans and highlighted the importance of a productivity strategy. (Author)
IOANA - JULIETA JOSAN
Full Text Available The purpose of this paper is to analyze human resources in terms of quantitative and qualitative side with special focus on the human capital accumulation influence. The paper examines the human resources trough human capital accumulation in terms of modern theory of human resources, educational capital, health, unemployment and migration. The findings presented in this work are based on theoretical economy publications and data collected from research materials. Sources of information include: documents from organizations - the EUROSTAT, INSSE - studies from publications, books, periodicals, and the Internet. The paper describes and analyzes human resources characteristics, human resource capacities, social and economic benefits of human capital accumulation based on economy, and the government plans and policies on health, education and labor market.
ConCERNed for Humanity and Cine Club
Thursday 26 April 2012 at 20:00 CERN Council Chamber Sicko By Michael Moore (USA, 2007) 123 min, original version English; French subtitles. Documentary look at health care in the United States as provided by profit-oriented health maintenance organizations (HMOs) compared to free, universal care in Canada, the U.K., and France. Moore contrasts U.S. media reports on Canadian care with the experiences of Canadians in hospitals and clinics there. He interviews patients and doctors in the U.K. about cost, quality, and salaries. He examines why Nixon promoted HMOs in 1971, and why the Clintons’ reform effort failed in the 1990s. He talks to U.S. ex-pats in Paris about French services, and he takes three 9/11 clean-up volunteers, who developed respiratory problems, to Cuba for care. He asks of Americans, “Who are we?” Organisation : ConCERNed for Humanity Club and CERN CineClub Projection from DVD – entrance free – for info: http://cern.ch/C...
China issues its first white paper on human resources The Chinese Government issued a white paper on its human resources on September 10, highlighting the country’s policies to cope with employment pressures and a lack of "high-level innovative talents.
The objective of human resource planning is to adapt the human capital needed to develop the enterprises’ activities and to accomplish their priority objectives on the medium and/or short term. Human resource planning is a dynamic activity, time being an essential variable, both in what regards the quantitative side (adapting the number of jobs according to the organisation’s evolution in time) and the qualitative side (harmonising the jobs’ complexity with technological changes). The quantit...
@@ The Chinese Government issued a white paper on its human resources on September I0, highlighting the coun-try's policies to cope with employ-ment pressures and a lack of "high-level innovative talents."
State secretary to Germany's Federal Ministry of Education and Research, Frieder Meyer-Krahmer, with CERN's Director-General Robert Aymar.On 21 February, Professor Frieder Meyer-Krahmer, State Secretary to Germany's Federal Ministry of Education and Research, came to CERN. He visited the ALICE and ATLAS experiments and the computing centre before meeting the CERN's Director-General, some German physicists and members of the top management. The Minister of Science, Research and the Arts of the Baden-Württemberg regional government, Peter Frankenberg, and CERN's Director-General, Robert Aymar, signing an agreement on education. In the background: Sigurd Lettow, CERN's Director of Finance and Human Resources, and Karl-Heinz Meisel, Rector of the Fachhochschule Karlsruhe. The Minister of Science, Research and the Arts of the Baden-Württemberg regional government, Prof. Peter Frankenberg, visited CERN on 23 February. He was accompanied by the Rector of the Fachhochschule Karlsruhe, Prof. Karl-Heinz Meisel, and b...
RUPESH SINGH; SURESH DHAKA; NIDHI SINGH; KULVINDER NANDA
One would tend to think that Human Resource management in one country would be much like it is in another country. There are similarities in the human resource function from one country to another however; due to cultural differences the human resource function can also be quite different. We must first define the Field of Human Resource Management. According to Peter Dowling in International Human Resource Management, “Human resource management is those activities undertaken by an organizati...
List of benefits for 2002 The CHIS list of benefits for 2002 is now available from the HR Division Website (under 'general information'). We wish to draw your attention to the fact that the copies of this list available at the CERN UNIQA Office are intended ONLY for CERN pensioners. CERN staff members are therefore kindly requested to print this list themselves from the Web. English version HERE We would like to take this opportunity to remind staff members that they should obtain medical expenses claim forms from their divisional secretariat and NOT from the CERN UNIQA Office, which has a limited supply intended for CERN pensioners ONLY. Human Resources Division Tel: 73635
ConCERNed for Humanity Club and Cine Club
Thursday 10th May 2012 at 20:00 CERN Council Chamber Capitalism: A Love Story By Michael Moore (USA, 2009) 123 min, original version English; French subtitles. Capitalism: A Love Story examines the impact of corporate dominance on the everyday lives of Americans. The film moves from Middle America, to the halls of power in Washington, to the global financial epicenter in Manhattan. With both humour and outrage, it explores the question: What is the price that America pays for its love of capitalism? Families pay the price with their jobs, their homes and their savings. Moore goes into the homes of ordinary people whose lives have been turned upside down; and he goes looking for explanations in Washington, DC and elsewhere. What he finds are the all-too-familiar symptoms of a love affair gone astray: lies, abuse, betrayal...and 14,000 jobs being lost every day. Capitalism: A Love Story also presents what a more hopeful future could look like. Organisation : ConCERNed for Humanity Club an...
Garavan, Thomas N.
Reviews literature on strategic human resource development (HRD) focusing on the characteristics of such activities, conditions necessary for the promotion of HRD, and the benefits to an organization pursuing such activities. Empirical evidence is presented on HRD policy formation and planning processes in Irish high technology companies. (JOW)
Enrico Chiaveri has been appointed Head of the Human Resources Department of with effect from 1st April 2005. A senior physicist, Dr Chiaveri joined CERN in 1973. During his career, he has performed various management roles, including that of Deputy Leader of the SPS/LEP Division, and has acquired extensive experience in human resources matters. Over the transition period up to 1st August 2005 he will gradually relinquish his current functions as Group Leader within the AB Department.
Jørgensen, Frances; S., Jacob; Kofoed, Lise Busk
More and more, the ability to compete in today’s market is viewed as being dependent on human capital. One of the most challenging aspects of human resource management involves supplying the organization with the human capital necessary to fulfill its objectives. This task becomes especially...... change processes in which we are engaged?” Without a clear picture of the types of competencies required to implement CI, it is impossible for companies to make informed decisions regarding recruitment, hiring, and training of their workforce. The objective of this paper is therefore to define and...
On Monday 22 September, members of CERN Management welcomed recently-recruited staff members and fellows at the trimester session of the Induction Programme (photographed here with Werner Zapf, Human Resources Division Leader)
On Tuesday 9 March 2004, representatives of the CERN Management welcomed recently-recruited staff members and fellows at the trimester session of the Induction Programme (photographed here with Werner Zapf, Head of the Human Resources Department).
The aim of the Bachelor thesis "Personnel strategy for a micro enterprise" is to create a human resource management plan particularly for a small firm with 10 employees and it is intended for its internal purposes. Since the HR management in small or micro firms is very specific and mostly based on interpersonal relationships, this thesis focuses on motivational and management skills that are necessary to obtain optimal performance of the entire team or workgroup. The first part concerns on t...
Human resource management is currently regarded as one of the most important areas of management of the organization. Its task is to ensure and maintain sufficient number of skilled and motivated employees and their optimum use to achieve the planned prosperity and competitiveness of the organization. This task is pursued through partial personnel activities (the creation and analysis of jobs, personnel planning, acquisition, selection, recruitment and orientation of staff, evaluation and com...
Full Text Available This study evaluates relationship between Human resources roles and Human resources competencies in Iranian Petroleum Company. For this study, we were looking for answers to these questions: What are the new required Human Resources competencies For Contemporary organizations? And For Gain these competencies what roles should be played by Human Resources? The study had one main hypothesis and four minor hypotheses. Research method was descriptive, and regression and correlation tests were used to determine the relationship between variables. The populations of this study were managers of Iranian Petroleum Company. This Research showed that Human resources roles have significant effect on Human resources competencies; Strategic partner, Employee champion, and Change agent had significant relationship with all of Human resource competencies; Administrative expert had not significant relationship with none of the Human resource competencies.
Hasan Darvish; Alireza Moogali; Mohammad Moosavi; Belal Panahi
This study evaluates relationship between Human resources roles and Human resources competencies in Iranian Petroleum Company. For this study, we were looking for answers to these questions: What are the new required Human Resources competencies For Contemporary organizations? And For Gain these competencies what roles should be played by Human Resources? The study had one main hypothesis and four minor hypotheses. Research method was descriptive, and regression and correlation tests were use...
This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above. The purpose of this paper is to demonstrate through a critical analysis of concepts, that in this era of change and uncertainty, attention to human resources of an organization has changed radically. It can be seen by analyzing the definitions, e...
This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above. The purpose of this paper is to demonstrate through a critical analysis of concepts, that in this era of change and uncertainty, attention to human resources of an organization has changed radically. It can be seen by analyzing the definitions, evol...
Full Text Available Strategic Human Resources Management (SHRM represents an important and sensitive aspect of the functioning and development of a company, business, institution, state, public or private agency of a country. SHRM is based on a point of view of the psychological practices, especially by investing on empowerment, broad training and teamwork. This way it remains the primary resource to maintain stability and competitiveness. SHRM has lately evolved on fast and secure steps, and the transformation from Management of Human Resources to SHRM is becoming popular, but it still remains impossible to exactly estimate how much SHRM has taken place in updating the practices of HRM in organizations and institutions in general. This manuscript aims to make a reflection on strategic management, influence factors in its practices on some organizations. Researchers aim to identify influential factors that play key roles in SHRM, to determine its challenges and priorities which lay ahead, in order to select the most appropriate model for achieving a desirable performance. SHRM is a key factor in the achievement of the objectives of the organization, based on HR through continuous performance growth, it’s a complex process, unpredictable and influenced by many outside and inside factors, which aims to find the shortest way to achieve strategic competitive advantages, by creating structure planning, organizing, thinking values, culture, communication, perspectives and image of the organization. While traditional management of HR is focused on the individual performance of employees, the scientific one is based on the organizational performance, the role of the HRM system as main factor on solving business issues and achievement of competitive advantage within its kind.
Schena, F P
The management of human resources may follow different models, defined as bureaucratic, technocratic or managerial-entrepreneurial models. The latter being the most used. However, the relationship individual-enterprise is based on both a legal and a psychological contract regardless of the model used. The winning concept considers the personnel as the first and most important customer to be trained, informed and kept updated. For these reasons it is necessary to create a warm working environment, which is the first marketing tool, thus improving the marketing skills (enterprise-customer). The improved results (products, processes and publications) will be achieved by total quality management, which includes training and transformation of the chief's role from the hierarchical management to a coaching approach. This approach will recreativity, personality and competence of the personnel. This new type of leadership is based on the authority recognised by the personnel, service and motivation. PMID:15356849
Abstract: Quality in Human Resource Practice – a process perspective The purpose of this article is to establish criteria for what quality in human resource practice (HRP) actually means. The general thesis is that quality in human resource practices is shaped within social processes in the HRM...... areas (recruitment, training, work environment etc.). Initially the concept of quality is defined in general on the basis of selections from the HRM literature, and then related to human resource practice. The question posed in the article is then answered using examples from case studies of human...... resource practice in industrial and service-related work processes. The focus in these studies is directed at behavioural processes between managers and employees, especially at individual and group level. The conclusion is that quality in human resource practice can be considered to be a social process...
Claudiu George BOCEAN
As a result of economic globalization, technological progress and population growth, changes occur in the structure of human resources, in all worlds’ economies. This paper presents the trends of human resources structure in the European Union and Euro zone. Using the International Monetary Fund (IMF) predictions on GDP, the paper tries to predict the future trends of human resources structure in the European Union. Following research I found there is an increase in services sector employment...
Anis Cecilia - Nicoleta
Full Text Available Along with other material, financial resources, human resource is an indispensable element of each work process. The concept of human resource derives exactly from the fact that it has a limited nature and it is consumed by usage in the workplace. Any work process cannot be developed without the labour factor. Work is essentially a conscious activity specific to humans through which they release certain labour objects and transforms them according to his needs.
Anis Cecilia-Nicoleta; Popa - Lala Ioan
Along with other material, financial resources, human resource is an indispensable element of each work process. The concept of human resource derives exactly from the fact that it has a limited nature and it is consumed by usage in the workplace. Any work process cannot be developed without the labour factor. Work is essentially a conscious activity specific to humans through which they release certain labour objects and transforms them according to his needs.
Neves, Carmo; Galvão, Ana Maria; Pereira, Fernando
The purpose of this communication is to address the management of human resources in the organizations. The aim is to discuss a range of issues that are likely to be applied in the management of human resources, such as management skills, organizational development, and administrational management (also known as payroll issues). Reference is also made to some support tools for decision making as well as the coaching process in the management of human resources. The methodology ...
This thesis deals with the topic " Strategic management of human resources." It is divided into two main parts, the theoretical and the practical. The theoretical part focuses on the characteristics and definition of terms related to issues of strategic human resources management and defining relationships between these concepts. In this part there is further processed one of the most important fields of strategic management of human resources in the company which is the education and per...
Full Text Available Orientation: Programme evaluation is a transdiscipline, which examines whether a programme has merit or not. A programme is a coherent set of activities aimed at bringing about a change in people or their circumstances.Research purpose: The purpose of this special edition is to introduce readers to the evaluation of human resource (HR programmes.Motivation for the study: There are few comprehensive evaluations of HR programmes despite many publications on functional efficiency measures of HR (i.e. measures of cost, time, quantity, error and quality.Research design, approach and method: This article provides a value chain for HR activities and introduces the reader to programme theory-driven evaluation.Main findings: In summarising all of the contributions in this edition, one of the main findings was the lack of programme evaluation experience within HR functions and the difficulty this posed for the evaluators.Practical/managerial implications: This introductory article presents answers to two simple questions: What does HR do? and, What is programme evaluation? These answers will enable practitioners to understand what programme evaluators mean when we say that programme evaluation seeks to determine the merit of a programme.Contribution/value-add: The main contribution of this introductory article is to set the scene for the HR evaluations that follow. It alerts the reader to the rich theory contribution in HR literature and how to apply this in a theory-driven evaluation.
Fisher, Cynthia D.; And Others
This book offers students, practicing managers, and human resource professionals a comprehensive, current, research-based introduction to the human resource management (HRM) function. It is organized in eight sections, logically following the progression of individuals into, through, and out of the organization. Part 1, overview and introduction,…
Neykova Rumyana Mykolaivna
Full Text Available This article deals with the essence of human resources competitive dimensions. Their competitive priorities are analyzed in dynamic business environment, with an emphasis on the quality of human resources, their adaptive skills, communication skills and mobility. The attention is paid to the role behavior of personnel and the policies for its management in the context of cutting down management costs.
Neykova Rumyana Mykolaivna; Prokopenko Olha Volodymyrіvna; Shcherbachenko Viktoriia Oleksiivna
This article deals with the essence of human resources competitive dimensions. Their competitive priorities are analyzed in dynamic business environment, with an emphasis on the quality of human resources, their adaptive skills, communication skills and mobility. The attention is paid to the role behavior of personnel and the policies for its management in the context of cutting down management costs.
Popovici Norina; Moraru Camelia; Popovici Veronica
Currently, human problems occupy leading positions in business analysis, although personnel function has been almost absent from the economic literature. Quality workforce is essential to the success of any organization, in peak areas and in areas less technologically advanced. Not only are organizations interested in human resources but also society as a whole. Effectiveness of human resources affect national wealth, the success of a country in international competition, special programs are...
The CERN PS accelerators have evolved into one of the world's most sophisticated high energy physics facility. The variety of beams and their high repetition rate means that a most sophisticated controls system is required. This reflects on the application software. At the time of the completion of the new control system, nearly 1000 programs, amounting to around 450 000 lines of code, have been developed at the cost of approximately 120 man-years. The span of this software ranges from real-time application programs to special purpose development and management tools. This paper documents the cost, resources and production of this software project. These are analyzed in terms of the structure of the application software. Rules-of-thumb are suggested for estimating the required effort at various phases of the project and to define the implementation strategy. (orig.)
The Effects of Limited Resources and Opportunities on Women’s Careers in Physics: Results from the Global Survey of Physicists, by Rachel Ivie (American Institute of Physics). Thursday, May 3, 2012 from 16:30 to 17:30 (Europe/Zurich) at CERN ( 503-1-001 - Council Chamber ) The results of the Global Survey of Physicists draw attention to the need to focus on factors other than representation when discussing the situation of women in physics. Previous studies of women in physics have mostly focused on the lack of women in the field. This study goes beyond the obvious shortage of women and shows that there are much deeper issues. For the first time, a multinational study was conducted with 15000 respondents from 130 countries, showing that problems for women in physics transcend national borders. Across all countries, women have fewer resources and opportunities and are more affected by cultural expectations concerning child care. We show that limited resources and opportunities hurt ca...
Farkašová, V.; Klieštik, T.
The article deals with human resource management in a transport company. It shortly examines the following: quality management, the functions of human resources management and requirements to the human resources personnel.
Full Text Available As to ensure its success or even for surviving, organizations must settle accordingly some issues regarding the human resources enlistment, presented in great details within the article, whose success settlement ensure, concomitantly, the success of the entire assurance process with personnel, process extremely important, if there are taken into consideration, especially, the effects of some possible errors or hire errors. Therefore, the human resources recruitment tends to become a complex and expensive activity and, concomitantly, an independent activity, sustained both through the necessary work volume as well as through its importance for the organization.
Since 1st May CERN's training and development and personnel management teams have been fused into a new group called Personnel Management and Development. The new Personnel Management and Development Group is responsible for career advancement and management, recruitment, remuneration and for language, communication, management, academic and technical training, keys to a sense of greater well-being and to career progression. The new group was born on 1st May out of the fusion of the "Personnel Management" and "Training and Development" Groups within CERN's Human Resources Division. Its aim is to offer a practical and easily accessible service to assist the members of the personnel and supervisors to manage careers more harmoniously, to make progress and to continue to learn on the job. With Sue Foffano as its Group Leader, the Group comprises four sections: Academic and Technical Training under the guiding hand of Mick Storr; Management, Communication and Language Training headed by Sudeshna Datta-Cockeril...
Full Text Available The article brings out a proposed strategy map and respective key performance indicators (KPIs in human resources (HR. The article provides an overview of how HR activities are supported in order to reach the partial goals of HR as defined in the strategic map. Overall the aim of the paper is to show the possibilities of using the modern Balanced Scorecard method in human capital.
The article brings out a proposed strategy map and respective key performance indicators (KPIs) in human resources (HR). The article provides an overview of how HR activities are supported in order to reach the partial goals of HR as defined in the strategic map. Overall the aim of the paper is to show the possibilities of using the modern Balanced Scorecard method in human capital.
Deolalikar, Anil; Hasan, Rana; Khan, Haider; Quibria, M.G.
Rapid growth in a number of East Asian economies over the last three decades has been facilitated by an effective strategy of human resource development. The principal element of this strategy has been to provide basic education and health to a wider segment of society. This strategy helped these countries achieve rapid growth through labor-intensive manufacturing on one hand and ensure equitable distribution in society on the other. However, these countries are confronted with new human reso...
The scope of public human resource policy is outlined. Motivation for the need of transparency in this policy is provided in terms of informational asymmetries, human capital externalities, and long planning horizons. Transparency is defined both along a time dimension - ex ante and ex post - and by a taxonomy due to Geraats (2014), referring to different facets of decision-making, implementation, and outcomes: political, economic, procedural, policy, and operational transparency. Five aspect...
Clarken, Rodney H.
The key to human resource development is in actualizing individual and collective thinking, feeling and choosing potentials related to our minds, hearts and wills respectively. These capacities and faculties must be balanced and regulated according to the standards of truth, love and justice for individual, community and institutional development,…
The Institute of Nuclear Power Operations (INPO) has a number of ongoing activities designed to provide assistance to our members in the human resources area. These include the Educational Assistance Program and the ongoing facilitation of information exchange through Nuclear Network and INPO publications. INPO will continue to seek ways to assist its member utilities
This document contains three papers on strategic human resource (HR) development. "Strategic HR Orientation and Firm Performance in India" (Kuldeep Singh) reports findings from a study of Indian business executives that suggests there is a positive link between HR policies and practices and workforce motivation and loyalty and sustainable…
Alexandrina Mirela, Stan
To determine what kind of skills (internal or external) of human resources are adequate organization can use human resources audit. Audit is an action guide that provides step by step consistency of human resources activities within the organization with legal regulations and informal practices. This paper aims to highlight the importance of human resources audit which is an essential activity and is basis for the reorganization and restructuring of human resources function.
Despite numerous studies on production inputs, such labour and capital, there is still a lack of systematic analysis on the crucial interaction between the human resources (HR) and physical resources (PR) in the process of economic development. Thus, the current paper aims to describe how these production resources would jointly determine the dynamics process of economic development. This holistic role of the HR in the economic development can be a foundation for the human resource economics.
In 2011, a working group on improved fraud prevention and management was established. The group was composed of the Director of Administration and General Infrastructure, the Head of the Human Resources Department, and the Heads of the Legal Service and Internal Audit. It recommended the adoption of a global fraud prevention and management policy. The global fraud prevention and management policy was implemented through the CERN Anti-Fraud Policy, which was endorsed by the Enlarged Directorate in May 2012 and approved by the Director-General for entry into force on 1 January 2013. The CERN Anti-Fraud Policy defines the Organization’s policy in matters of fraud. CERN has a zero tolerance approach towards fraud, as it would compromise the accomplishment of its objectives and undermine its functioning, credibility and reputation. The policy also states CERN’s commitment to the prevention, identification and investigation of fraud. All CERN contributors have a key rol...
CERN and the International Fusion Organisation ITER have just signed a first cooperation agreeement. Kaname Ikeda, the Director-General of the International Fusion Energy Organisation (ITER) (on the right) and Robert Aymar, Director-General of CERN, signing the agreement.The Director-General of the International Fusion Energy Organization, Mr Kaname Ikeda, and CERN Director-General, Robert Aymar, signed a cooperation agreement at a meeting on the Meyrin site on Thursday 6 March. One of the main purposes of this agreement is for CERN to give ITER the benefit of its experience in the field of technology as well as in administrative domains such as finance, procurement, human resources and informatics through the provision of consultancy services. Currently in its start-up phase at its Cadarache site, 70 km from Marseilles (France), ITER will focus its research on the scientific and technical feasibility of using fusion energy as a fu...
The book tells the history of CERN through the voices of those who lived it. Highlights such as scientific events, technical achievements and CERN's role as an international organization in Geneva, are recalled chronologically by people who witnessed them: administrators, engineers and physicists, including Georges Charpak, Carlo Rubbia and Simon van der Meer, who received the Nobel Prize in physics for discoveries made at CERN.
If you are looking for technical and scientific books on topics such as IT, Radiation Protection, Detectors and Experimental Techniques, Project Management, or simply for a good read, why not check whether the CERN Bookshop has it in stock? You will be surprised by its coverage in IT (150 titles) and physics (300 titles). In total the Bookshop sells around 500 titles from around 15 publishing houses. However, the offer is not limited to these publishers – the Bookshop staff are ready to order any title that exists in print. In addition, we welcome suggestions from the user community for new titles to be added to the stock. The title list - which is integrated into the CERN library catalogue – is available from http://cdsweb.cern.ch/collection/CERN Bookshop This Bookshop is located in the Central Library, Building 52 1-052 and is open on weekdays from 8.30 a.m. to 5.30 p.m. It can be contacted by e-mail (email@example.com). CERN us...
Anne-Sylvie Catherin has been appointed Head of the Human Resources Department with effect from 1 August 2009. Mrs Catherin is a lawyer specialized in International Administration and joined CERN in 1996 as legal advisor within the Office of the HR Department Head. After having been promoted to the position of Group Leader responsible for social and statutory conditions in 2000, Mrs Catherin was appointed Deputy of the Head of the Human Resources Department and Group Leader responsible for Strategy, Management and Development from 2005 to date. Since 2005, she has also served as a member of CCP and TREF. In the execution of her mandate as Deputy HR Department Head, Mrs Catherin closely assisted the HR Department Head in the organization of the Department and in devising new HR policies and strategies. She played an instrumental role in the last five-yearly review and in the revision of the Staff Rules and Regulations.
M. Porter highlights the important role of human resources within an organization, considering that in any business there are potential sources for obtaining competitive advantage. It comes from the ability of firms to master better than its rivals competitive forces. Any subdivision organizational structure and any employee of the organization, no matter how far away lies the strategy development process, contributing to gaining and maintaining competitive advantage.
SUSHIL KUMAR; MOHIT BHATARA
The aim of this study was to know the possibilities of motivation of human resources for sustainable development in an organization. The research has made it possible to identify the behavioral dimensions of human resource motivation process
Hui Xiong; Jiawen Huang
This paper gives a new concept and understanding to the virtual human resource management, analysis its theoretical basis preliminarily, and compares with the traditional human resource management model for the pros, finally summarizes the form and content thoroughly.
Tišma, Sanja; Mileusnić Škrtić, Mira; Prelec, Dubravka
Improvement and development of public administration system take a significant role in the process of the Republic of Croatia's accession into the European Union. The system of human resource management in central state administrative bodies and in local administration assumes the importance of legal framework for human resource management. Strategic Human Resource Management deals with determining human resource needs, attracting potential employees, choosing employees, teaching or preparing...
The paper deals with the scientific position and methodical approaches of human resource evaluation and indicates it importance in the organization management. This study provides the algorithm of human resources evaluation. Author argues that the most fully human resources evaluation manifests in complex using of different methods (qualitative, quantitative and combined methods).
Describes the state of human resources development in Sudan's information industry. Training problems and the emigration of high level personnel are discussed, guidelines for human resource development are suggested, and national strategies to develop and retain Sudan's human resources are suggested. (EA)
Don, Daniel; Kleiner, Brian H.
The general structure of the human resource planning function in organizations and the responsibilities at each level of management are discussed. A framework for constructing and implementing a human resource planning system is outlined, and several approaches for human resource forecasting are examined. (MSE)
A few years ago it was typical to give one’s subsidiaries a free rein and send managers overseas from headquarters only. But today a great deal depends on overcoming this one-way street and in looking for and employing the best-suited managers, regardless of their origins. What contribution can human resource management make towards a company’s global orientation – an area in which local scope and latitude are traditionally very high? Our study shows that in recent years large US and German i...
A paradigm shift is taking place in contemporary understanding of the role of human resources in development. Support for the supply-sided human capital model rests on the proposition, not yet established empirically, that it leads to more rapid rates of development than alternative approaches. The human resources development strategy stresses that human resources are both producers and the intended beneficiaries of development. It thus focuses on the achievement of human development directly...
Marcin W. Staniewski
Full Text Available The article is a trial of clarifying and making order of terminology that is used in area of human resources management. This is an overview of basic definitions, conceptions and models of people management, that emerged from the beginning (XIX/XX century to nowadays. The article is a kind of presentation of human resources management evolution. It comprises a descriptions of broad range of human resources management models beginning from classic models (Harvard and Michigan models and finishing on strategic human resources models (orthodox model and human resources architecture, proposed by R.G. Klimecki S. A. Litz and D.P. Lepak S.A. Snell.
Human resources topics are gaining more and more strategic importance in modern business management. Only those companies that find the right answers to the following questions have a sustainable basis for their future success: - How can we attract and select the right talent for our teams? - How can we develop the skills and behaviors which are key for our business? - How can we engage and retain the talent we need for our future? While most other management disciplines have their standards and procedures, Human Resources still lacks a broadly accepted basis for its work. Both the structured collection of reflected real-life experience and the multi-perspective view support readers in making informed and well-balanced decisions. With this handbook, Springer provides a landmark reference work on today’s HR management, based on the combined experience of more than 85 globally selected HR leaders and HR experts. Rather than theoretical discussions about definitions, the handbook focuses on sharing practical e...
Kovacs, Erzsebet Dienesne; Gergely, Eva
Human resources management is one of the management functions, dealing with people as the essential resource of the organization. This function aims at the most efficient usage of employees in order to realize both organizational and individual goals. Nowadays high significance is attributed to human resources management, since the human factor is the resource that determines the success of an organization. The results of a company are in proportion with the knowledge and talent of the people...
Bedell, Michael D.; Floyd, Barry D.; Nicols, Kay McGlashan; Ellis, Rebecca
The relatively recent development of comprehensive human resource information systems (HRIS) software has led to a large demand for technologically literate human resource (HR) professionals. For the college student who is about to begin the search for that first postcollege job, the need to develop technology literacy is even more necessary. To…
Tisdell, Clement A.
Human resources are central to economic development and can be increased in value and productivity by investment in human beings e.g. in their education and health. But for a considerable period in the past economists stressed the importance of the accumulation of man-made physical capital for economic growth and development to the neglect of human resource capital. Nevertheless, in the second half of the 20th century the importance of human resource capital (particularly education) for econo...
Bachelor thesis is focused on Human resources management in a company. Main goal is to explain theories of human resource management and capturing these problems in practice. The first part contains important information about this issue. Theoretical framework consists of more detailed explanation of management and manager, which passes to the more specific issues of human resource management such as manager activities. The next chapter deals with human recourses management in a compan...
Wilkinson, A; Bacon, N.; Redman, T.; Snell, S.
The SAGE Handbook of Human Resource Management brings together contributions from leading international scholars in an influential collection that combines both global and interdisciplinary perspectives. An indispensable resource for advanced students and researchers in the field, the handbook focuses on familiarising the reader with the fundamentals of applied human resource management whilst contextualizing practice within wider theoretical considerations. Internationally minded chapte...
This information document was presented to the working group of the human resource requirements planning of the Canadian Strategy for the fight against cancer. The Canadian Cancer Society; The National Canadian Cancer Institute and the Association of the Provincial Organizations for the Fight Against Cancer and Canada Health, linked their efforts to plan this strategy. It aims at determining national priorities for the fight against cancer, which is comprised of the goals, the objectives, the interventions, the roles and the responsibilities; mechanisms of concretization of research, and finally the mechanisms required to face the topical questions and to maintain the partnerships. The Canadian Association of Medical Radiation Therapists is only one of the many interest groups collaborating in initiative by their participation in the work of the various groups and management committees. Presented in February 2000, the report could contain questions and present working conditions regulated since
Purpose: To develop more sensitivity for different patterns of human resource management in multinational companies. Design/methodology/approach: Systemic approach; the concepts and models are based on the evaluation of consulting projects in the field of human resource management. Findings: A concept of four typical varieties of human resource…
Petrescu, Ion; Camelia KONRAD
Human resources management has a central place within European management. The European Union’s demands are continuously increasing, asking more and more from human resources management in terms of knowledge, studying and generalization of experience, in the field of ordered development by using specific European methods and rules, and following the reflected results in the profits and the human resources’ state of satisfaction.
Rajini, G.; Gomathi, S.
Using multiple constituencies approach, variances in competencies in human resource leadership have been studied as this is becoming highly significant in India's globalisation efforts. Previous research in leadership orientation focused on localisation of human resource competencies rather than its globalisation. For this, human resource…
Alexandra MIRONESCU; STEPIEN, Sebastian
This paper aims at analysing the relationship between innovation and human resource management (HRM),attempting to establish whether innovation determines the firms human resource management or, conversely, human resource management influences the innovation level of the company. Based on this review, some research hypotheses are formulated. Articles findings results provide evidence that, in order to affect employee behaviour, the firms must develop a bundle of internally consistent HRM prac...
The article provides an analysis of the concept and levels of transnationalization process of the human resource. It reveals the manifestations of transnationalization processes of the human resource at micro-, government, regional and global levels. There are researched the mechanisms of reproduction, qualitative improvement, intergovernmental distribution and utilization of the human resource in the process of its transnationalization. There were determined a positive influence of the exis...
Claudiu-George BOCEAN; Cătălina Soriana SITNIKOV
As a result of globalization, more organizations are expanding internationally, which makes human resources increasingly mobile and global. In this context, managing workforce governed by a global culture is becoming increasingly difficult for the organization's human resources departments from the country of origin. Harmonization of human resource management practices and procedures through development of standards in this area is essential to ensure processes effectiveness and quality impro...
Marcin W. Staniewski
The article is a trial of clarifying and making order of terminology that is used in area of human resources management. This is an overview of basic definitions, conceptions and models of people management, that emerged from the beginning (XIX/XX century) to nowadays. The article is a kind of presentation of human resources management evolution. It comprises a descriptions of broad range of human resources management models beginning from classic models (Harvard and Michigan models) and fini...
Bernik Mojca; Kermc Dušanka
The small business sector is often overlooked in human resource development researches, despite representing a large portion of the total economy. Very few studies exist on the subject of human resources development needs analysis in small organisations. Development plans remain mostly unwritten, which can lead to the impression that development is not being implemented or planned and is therefore not valid. This paper presents case study of the existing human resource development system in a...
Human resources management and labor economics operates with a variety of terms whose contents are often intertwined. The desire to deepen specialist fields of science related to human resources led to an avalanche of concepts that, because joint enrolment spheres were often used incorrectly when they were taken in economic practice. Precisely for this reason we intend to create a presentation and to relate them to the current concept of human resources. Career is explained by some authors as...
Panczel Zoltan Tibor
That paper wish to show how important is to manage efficiently human resources in the period of crisis HR professionals assume a central role in crisis management activities. HR professionals, by assuming a leadership role in crisis management, can help their organizations prepare for it-- whatever it brings. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing d...
The objective of this diploma thesis is the characteristic and the evaluation of the human resources management, an examination of the individual personal activities and the suggestion of general changes to improve the activities in the human resources management and the competitive capacity of a company. This diploma contains the theoretical statement of the human resources management, its most important activities followed by a comparison of the personal activities in the selected company e...
Haslinda Abdullah; Raduan C. Rose; Naresh Kumar
The socio-economic development of Malaysia is greatly influenced by human resources activities in both the private and public sectors. But the private sector, particularly the industrial sector is the key player for the countrys economic growth. In acknowledging human resources importance in this sector, the countrys developmental plans developed thrusts that support the development of human resources to become skilled, creative and innovative. This article examines the concepts and nature of...
Managing human resource learning for innovation develops a systemic understanding of building innovative capabilities. Building innovative capabilities require active creation, coordination and absorption of useful knowledge and thus a cohesive management approach to learning. Often learning...... in organizations and work is approached without considerations on how to integrate it in the management of human resources. The book investigates the empirical conditions for managing human resources learning for innovation. With focus on innovative performance the importance of modes of innovation, clues...
Full Text Available The prediction of future events, at best, is a risky endeavor. Researchers and theorists have different views about what will happen to human resource managers. Most research has been done on topics of technology, intellectual capital, and government regulation, workforce demographic changes, shrinking organizations, international management and globalization. It is evident that all the issues mentioned play a very important role in human resource management over the coming decades, and some are clearly more effective than others, but very broad issues related to human resource management are ambiguous. This paper considers the problems and challenges related to human resource management.
David M. Akinnusi
Full Text Available This paper reviews the role of human resource management (HRM which, today, plays a strategic partnership role in management. The focus of the paper is on HRM in the public sector, where much hope rests on HRM as a means of transforming the public service and achieving much needed service delivery. However, a critical evaluation of HRM practices in the public sector reveals that these services leave much to be desired. The paper suggests the adoption of benchmarking as a process to revamp HRM in the public sector so that it is able to deliver on its promises. It describes the nature and process of benchmarking and highlights the inherent difficulties in applying benchmarking in HRM. It concludes with some suggestions for a plan of action. The process of identifying “best” practices in HRM requires the best collaborative efforts of HRM practitioners and academicians. If used creatively, benchmarking has the potential to bring about radical and positive changes in HRM in the public sector. The adoption of the benchmarking process is, in itself, a litmus test of the extent to which HRM in the public sector has grown professionally.
Full Text Available The strategic planning of human resources is an ongoing process closely connected to the mission, vision and goals of an organization. The need for strategic planning arises from the dynamism of social and economic life, with a proactive approach in any type of organization. The role of strategic planning of human resources is to "ensure the right man in the right place at the right time", as a human resource is the only one with a creative and innovative effect. Thus, there is a synergistic effect between an individual and the organization in which he/she operates, between a human resources strategy and an organization's overall strategy. The main objectives of strategic planning are ensuring the necessary human resources, suitability to an organization's nature and the effective use of human resources in achieving organizational objectives. Analyzing the necessary human resources according to an organization's objectives and linking them to the existing labour supply and demand, there is an absolutely essential balance in strategic planning. The benefits obtained therefore are undeniable and human capital is transformed into a true competitive advantage. The challenges generated by the changes that may occur at any time in any type of organization and which directly affect the existing human resources can be effectively managed through strategic planning.
A new psychologist, Sigrid Malandain, started work at CERN on 1 November. The psychologist’s office, formerly part of the Social Affairs Service in Human Resources, has now moved to the Medical Service (office 57-1-024). It is open every Tuesday and Thursday. The new psychologist, Sigrid Malandain. Working in an organisation like CERN has numerous advantages. However, as in any professional setting, the work can sometimes bring stress, anxiety, overwork and so on. For this reason, a few years ago CERN brought in a psychologist for the staff. “As a psychologist, my role isn’t just to deal with known problems, but also to make assessments and, if possible, prevent difficult situations arising. Sometimes people realise that something is wrong, but they can’t say why. In such cases, I may be able to use a discussion to assess the nature of the problem and determine if further sessions are needed. If that is the case, I can either conduct the session...
In the fulfillment of its mission, CERN relies upon the trust and material support of its Member States and partners, and is committed to exercising exemplary stewardship of the resources with which it is entrusted. Accordingly, CERN expects the highest level of integrity from all its contributors (whether members of the personnel, consultants, contractors working on site, or persons engaged in any other capacity at or on behalf of CERN). Integrity is a core value of CERN, defined in the Code of Conduct as “behaving ethically, with intellectual honesty and being accountable for one’s own actions”.
This is to remind you that LXPLUS6 cluster will be switched off on: Friday May 30th 2003 12:00 CET Please start using lxplus.cern.ch now to avoid unnecessary problems at the last minute. Note especially, that telnet and ftp to lxplus.cern.ch are not provided and will not work, instead secure protocols such as ssh and sftp should be used. Also LINUX6 resources in LXBATCH will no longer be available from the same date - Friday May 30th 2003 8:00 CET. See: http://cern.ch/plus/issues.html for other know issues. Vladimir Bahyl CERN/IT/FIO/FS
This is to remind you that LXPLUS6 cluster will be switched off on: Friday May 30th 2003 12:00 CETPlease start using lxplus.cern.ch now to avoid unnecessary problems at the last minute. Note especially, that telnet and ftp to lxplus.cern.ch are not provided and will not work, instead secure protocols such as ssh and sftp should be used. Also LINUX6 resources in LXBATCH will no longer be available from the same date - Friday May 30th 2003 8:00 CET. See: http://cern.ch/plus/issues.html for other know issues. Vladimir Bahyl CERN/IT/FIO/FS
A comment is given on the problem of human resources to support the future nuclear data activity which will be indispensable for advanced utilization of nuclear energy and radiations. Emphasis is put in the importance of the functional organization among the nuclear data center (JAEA), industries and universities for provision of human resources. (author)
Gutteridge, Thomas G.
When organizations integrate their career development and human resources planning activities into a comprehensive whole, it is the exception rather than the rule. One reason for the frequent dichotomy between career development and human resource planning is the failure to recognize that they are complements rather than synonyms or substitutes.…
Wang, Greg G.; Swanson, Richard A.
This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…
Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan
A strategic plan guides a college in successfully meeting its mission. Based on the strategic plan, a college can develop a human resource plan that will allow it to make management decisions in the present to support the future direction of the college. The overall purpose of human resource management is to: (1) ensure the organization has…
The paper focuses on shaping a conceptual framework of the human resources marketing, having as starting points the interactions between internal marketing and human management resources at the organisation’s level. The concept of internal customers, belonging to internal marketing and refering to the employees, can be taken in the human resources marketing as focus of the specific processes.
BORCOȘI CORINA ANA
For by 2020 it wants a smart and sustainable growth, human resource development, lifelong learnin, and increasing employment of labor. All this can be done on increasing the level of training of human resources by improving education and training, increasing life quality human resource in enterprise and beyond.
Paauwe, Jaap; Boselie, Paul
textabstractTo fully understand the relationship between human resource management and performance in different contexts, we are in need of a synthesis between resource-based theory and new institutionalism. We argue that differences in institutional settings (between for example countries or branches of industry) affect the shaping of HRM. In this paper we develop a conceptual model (human resource based theory of the firm) that will be illustrated by means of empirical evidence on macro, me...
Haustein, H.-D.; Maier, H.; Ulrich, E.
No study of technological innovation can be complete without an investigation of its impacts on human resources. Innovation does not always have a positive effect on human resources, as there are many imbalances between technological innovations and the requirements for such resources. However, without technological innovation it would be nearly impossible, in the long term, to improve working conditions and create opportunities for the development and realization of man's social, cultural, ...
Back in November, the new CERN Competency Model (CCM), a framework defining the competencies that “ drive performance and lead to excellence”, was introduced by Anne-Sylvie Catherin, Head of the Human Resources (HR) Department, in a special edition of the "Spotlight on CERN" interviews. What are competencies? Competencies are the characteristics that allow you to do the job you have been assigned. In more precise terms, competencies may be described as the knowledge, skills and types of behaviour that individuals demonstrate in carrying out a given task. Listing all the competencies that make CERN work is an impossible task but one can identify the two main types: technical and behavioural. Both are needed to work effectively in this Organization. While technical competencies are simply the domains of expertise that CERN needs – examples include physics, mechanical engineering and information technology – behavioural competencies are th...
Monika Dugelova; Mariana Strenitzerova
Human resource controlling represents a company’s strategic method to support its role is planning, checking, and managing—including information supplement for human resources department. Human resource controlling helps with optimization and transformation of human resource functions and with general human resource management. Our survey deals with the implementation of human resource controlling in information technology companies. The selection of appropriate human resource controlling too...
The purpose of the paper is to ascertain the extent to which human resource development impacts the economy in general and the corporate sector in particular.The paper, while analysing in detail the situation prevailing in the international arena, concludes that there is no close correspondence between economic development and human resource management at the aggregate level. A high ranking of the Human Development Index does not necessarily imply wealth creation which would lead the economy ...
Topic of this paper is human resources management in tourism with the aim of increasing the quality of products and services and achieving greater economic effects and competitiveness on the tourist market. Whereas products and services in tourism highly depend on quality human labor, the task of human resources management is to ensure high quality man labor, and encourage it by motivation, education as well as with the possibility of career advancement to maximal efficiency, and retention wi...
Full Text Available This paper studies dynamic interdependence among physical capital, resource and human capital. We integrate the Solow one-sector growth, Uzawa-Lucas two-sector and some neoclassical growth models with renewable resource models. The economic system consists of the households, production sector, resource sector and education sector. We take account of three ways of improving human capital: Arrow’s learning by producing (Arrow, 1962, Uzawa’s learning by education (Uzawa, 1965, and Zhang’s learning by consuming (Zhang, 2007. The model describes a dynamic interdependence among wealth accumulation, human capital accumulation, resource change, and division of labor under perfect competition. We simulate the model to demonstrate existence of equilibrium points and motion of the dynamic system. We also examine effects of changes in the productivity of the resource sector, the utilization efficiency of human capital, the propensity to receive education, and the propensity to save upon dynamic paths of the system.
Nicoleta, BELU; Alina, VOICULEȚ
The strategic planning of human resources is an ongoing process closely connected to the mission, vision and goals of an organization. The need for strategic planning arises from the dynamism of social and economic life, with a proactive approach in any type of organization. The role of strategic planning of human resources is to "ensure the right man in the right place at the right time", as a human resource is the only one with a creative and innovative effect. Thus, there is a synergistic ...
Brikend Aziri; Izet Zeqiri; Sadudin Ibraimi
Human resource management has grown to become one of the most important issues in nowadays business management. Human resources are without a doubt the most specific and some might argue the most important resource. Therefore business organizations, around the world are treating human resources as their most valuable and scars resource. Unlike other inputs and resources, human resources that is the employees are a long-term investment that must be carefully managed. Managing human resources n...
Social Security Administration — This database contains only a very small subset of the Human Resources Operational Data Store data. It supports the SSA Employee and Office Data Retrieval (SEODR)...
Martin, Ann M.
The author discusses the factors which must be considered for effective human resource planning. These factors include a grasp of regional reindustrialization, social and demographic changes, and social and economic priorities.
Chiu, Randy; Selmer, Jan
Theoretical speculations and prescriptive discussions abound in the literature regarding the strategic importance of human resource management. However, evidence based on rigorous empirical studies that the transformation from an administrative service function to strategic partnership has taken...
Ecaterina Gicã; Nicoleta Dumitrache
Research entities can achieve sustainable competitive advantages, exercised by strategic operational management of their human resources. But conditions are still unclear: how employees of an eligible research entity can benefit from a strategic human resource management (SHRM) so that they make performances in research - development and innovation, knowing that this area is one with its own status. An important role in the success of national and international research projects plays the hum...
Cristian Marinaş; Aurel Manolescu
In a global context it is necessary to redefine the role of human resources department that has to offer to high level managers the necessary instruments to react on an international market, which is highly competitive. Speaking about human resources management from an international perspective, it is also important to discuss about the development process of the multinational companies, which are the main way to transfer the managerial know-how between countries and regions. The globalizatio...
Aim of this bachelor thesis is to make analysis of human resources activities in company SPG Czech,s.r.o. which produces machines. Thesis is divided in theoretical and practical part. In theoretical part human resources activities are described: work analysis, obtaining and choosing of employees, accepting and adjustment of employees, managing the job performance and evaluating the employees, education and formation of the employees, rewarding of the employees and care of the employees. Based...
In the 21st century, many international companies have rushed into China. In the fierce competition, the winners will be companies who know China and Chinese people. Cross-cultural Human Resource Management becomes a “must” for international companies in this situation. There is much literature about Cross-Cultural Human Resource Management, but they discuss in this field generally instead of specifically guilds for international companies; in real practice, there are many companies lost mana...
Hasegan Mares, Gabriela Adina
The human resources management has become increasingly important, as a result of the developing goods and services market, and as regionalisation and globalisation gain more ground. The international expansion of companies’ activities brings about a rise in the scope of actions they carry out, especially in developing and diversifying human resources management tools. These tools are used to manage cultural and economic factors that influence the companies’ activity in each country. ...
Today’s business environment is placing unparalleled demands on organizations to discover ways to operate more efficiently,while quickly responding to changing needs and demands in business and environment. Both new approaches and techniques are needed to meet these demands (Dangayach,2001). So,human resource management needs a long-term strategy and to be corresponding with a company’s business strategy. In other words,human resource management should be more strategic.
Festré, Agnès; Giustiniano, Luca
This paper attempts to give some hints for human resources management that are founded on a motivation-based economic analysis of incentives and the idea of relational capital. It is argued that cross-fertilization between traditional economic literature on incentives, experimental economics and research in cognitive psychology can provide useful insights on how best to design incentives schemes in firms. This analysis promotes a diffused style of leadership which could render human resources...
Ionela MANIU; George MANIU
In this paper we propose a model of ontology for the human resource domain. We emphasize the benefits resulting from the application of Semantic Web technologies in the recruitment process. We use currently available standards and classifications to develop a human resource ontology which gives us means for semantic annotation of job postings and applications. Furthermore, we outline the process of semantic matching which improves the quality of query results. Finally, we propose the architec...
Sola Fajana; Oluwakemi Owoyemi; Tunde Elegbede; Mariam Gbajumo-Sheriff
The globalization of business is having a significant impact on human resource management practices; and it is has now become more imperative than ever for business organizations to engage in human resource management practices on an international standard. While the management of people is mostly associated with HRM, the definition, parameter and context are contested by different writers. Some authors such as Kane (1996) argued that HRM is in its infancy, while other authors such as Welbour...
Bujor Anca Liliana
Specific characteristic for recession situation are: instability, anxiety, unpredictable attitude and behavior accentuation of knowledge, cognitive filters and erroneous interpretation of social, economic or existential realities. In this paper, for knowing this recession from the perspective of human resources, I started from determining some objectives such as: Knowledge of present recession peculiarities, of its area and depth, learning recession effects, its impact upon human resources, i...
Trudel, Jean M.
One of the greatest challenges facing international organizations lies in their capacity to adapt their human resources management to the norms and values of different cultures. Organizations often confuse international human resources management and expatriate management. In doing so, they involuntarily block out scores of employees who are also active in the organizations. Country of origin, locations of recruitment and work, and geographical mobility constitute the fundamental elements of ...
Vietnam will establish the first NPP in the near future. With us the first important thing is the human resource, but now there is no university in Vietnam training nuclear engineers. In EPU (Electric Power University), now we are preparing for training nuclear engineers. In this paper, we review the nuclear man power and the way to train the high quality human resource for NPP and for other nuclear application in Vietnam. (author)
Fleming, Daniel; Søborg, Henrik
A study of Danish multinational companies' human resource policy in their subsidiaries in Malaysia and Singapore.The sample of companies consists of 8 Danish multinational companies with activities in both Malaysia and Singapore.......A study of Danish multinational companies' human resource policy in their subsidiaries in Malaysia and Singapore.The sample of companies consists of 8 Danish multinational companies with activities in both Malaysia and Singapore....
Bachelor thesis discusses the importance of employees and employee care in tourism, particularly in the hotel industry. The aim of this thesis is to analyze the issue of personnel management and attitude to human resources in an organization which is typical for the tourism industry. The theoretical part deals with human resources management and the position of personnel activities in a company, specifies the importance of employees in the service sector and focuses on hotel management and it...
Zoltan-Bela FARKAS; Viorica BAESU; Anca-Diana POPESCU
Many research studies on the human resources performance of the educational system have proved that pupils/students’ educational success depends, to a high degree, on the level of human resource motivation, as well as on their degree of professional satisfaction. Teachers’ who show a high level of motivation, both intrinsic and extrinsic, invest more into their activity, are more creative and more efficient in problem solving. The paper debates the results of an empirical study regarding the ...
The paper discusses how and why the theories of neo-classical economics are inadequate to provide a framework to human resource management and therefore must give way to dynamic gradual optimization procedure based on the principles of bounded rationality and satisficing behaviour in dealing with the problems of an adaptive complex system of business organization. It also widens the scope of human resource management to include crowd-sourcing.
Samad Nasiri; Sahar Valikhanfard Zanjani
The prediction of future events, at best, is a risky endeavor. Researchers and theorists have different views about what will happen to human resource managers. Most research has been done on topics of technology, intellectual capital, and government regulation, workforce demographic changes, shrinking organizations, international management and globalization. It is evident that all the issues mentioned play a very important role in human resource management over the coming decades, and some ...
From 19 to 22 June, for the 8th edition of France at CERN, 31 French companies presented their latest technology to the Laboratory. Demonstrating the latest in French technology during France at CERN. The France at CERN exhibition was inaugurated by Mr. Bernard Frois, Director of the Department Energy, Transport, Environment and Natural Resources at the Technology Directorate of the Ministry of Research. 'France is happy to be a Member of CERN, which is a successful example of the construction of scientific Europe,' he declared during the inauguration, 'this exhibition is an excellent opportunity to put fundamental research and advanced technology in contact.' Mr. Philippe Petit, French Ambassador to Switzerland, and Mr. Alexandre Defay, technical adviser of the Minister of Research, were also present to represent France and its industry. Representing CERN at the 19 June opening of the exhibition was Claude Detraz, who said, 'I hope that this exhibition will make it possible to weave stronger links between ...
M.K.M. Ibrahim (Mohammed); P.M.A. Ribbers (Piet); B.W.M. Bettonvil
textabstractThis paper analyses how human knowledge resources affect capabilities and subsequently attainment of operational and strategic benefits. We test a conceptual model using data from two qualitative case studies and a quantitative field study. The findings indicate that human knowledge posi
Hansen, Gitte Dalgaard
of human beings the nurses are – what they priorities in their lives and therefore what they priorities in their work. In my Ph.D. I have described the staffing challenges that characterize the Danish labor market as a way to illustrate the relevance of the thesis. More specifically a clarification...
17 – 18 November 2008 9.00 a.m. - 5.00 p.m. on Monday 17 November 9.00 a.m. - 5.00 p.m. on Tuesday 18 November Individual meetings will take place in the technicians’ or engineers’ offices. The companies will contact relevant users/technicians but anyone wishing to arrange an appointment with a specific company can contact Caroline Laignel (mailto:firstname.lastname@example.org, tel. 73722). A list of the companies is available from all departmental secretariats and on the web at: http://fi-dep.web.cern.ch/fi-dep/structure/memberstates/exhibitions_visits.htm List of companies: 1. Caburn MDC Europe Ltd. 2. Croft Engineering Services 3. Cryox Ltd. 4. Goodfellow Cambridge Ltd. 5. Gravatom Engineering Systems Ltd. 6. High Voltage Technology 7. Lilco Ltd. 8. Micro Metalsmiths Ltd. 9. Photek Ltd. 10. Shadow Robot Company 11. Sundance Multiprocessor Technology Ltd. 12. Tessella plc 13. Thermal Resources Management Ltd. 14. Torr Scientific Ltd. For further information please contact Mrs C. Laignel, FI-DI, tel. 7372...
Interview to Bill Gerstenmaier, NASA Human Exploration and Operations, on the occasion of the Spaceparts conference at CERN, on the 100th anniversary of the cosmic rays discovery. Gerstenmeier describes current science aboard the International Space Station (ISS).
Jean-Philippe C. Stijns
This study examines indicators of human capital accumulation together with data for natural resource abundance and rents in a panel of 102 countries running from 1970 to 1999. Mineral wealth makes a positive and marked difference on human capital accumulation. Matching on observables reveals that cross-country results are not driven by a third factor such as overall economic development. Political stability does seem to affect both human capital accumulation and subsoil wealth, but not enough...
The Human Resources Department switches to electronic recruitment. From now on whenever you are involved in a recruitment action you will receive an e-mail giving you access to a Web folder. Inside you will find a shortlist of applications drawn up by the Human Resources Department. This will allow you to consult the folder, at the same time as everyone else involved in the recruitment process, for the vacancy you are interested in. This new electronic recruitment system, known as e-RT, will be introduced in a presentation given at 10 a.m. on 11 February in the Main Auditorium. Implemented by AIS (Administrative Information Services) and the Human Resources Department, e-RT will cover vacancies open in all of CERN's recruitment programmes. The electronic application system was initially made available to technical students in July 2003. By December it was extended to summer students, fellows, associates and Local Staff. Geraldine Ballet from the Recruitment Service prefers e-RT to mountains of paper! The Hu...
Xiaojun Huang; Liangqun Qian
Human resource has been the most centered and crucial resource for an enterprise to achieve its goal. In management practice, each enterprise uses various ways to motivate this centered resource for survival and development. Given different situations, some motivation succeeds and other fails. This thesis analyzes two motivation cases of two IT enterprises comparatively, and then attempts to sum up which motivation case succeeds in the basics of having met the employee’s need for development ...
17 April 2008 - Head of Internal Audit Network meeting visiting the ATLAS experimental area with CERN ATLAS Team Leader P. Fassnacht, ATLAS Technical Coordinator M. Nessi and ATLAS Resources Manager M. Nordberg.
17 April 2008 - Head of Internal Audit Network meeting visiting the ATLAS experimental area with CERN ATLAS Team Leader P. Fassnacht, ATLAS Technical Coordinator M. Nessi and ATLAS Resources Manager M. Nordberg.
The CERN Council, where the representatives of the 20 Member States of the Organization decide on scientific programmes and financial resources, held its 114th session on 17 December under the chairmanship of Dr. Hans C. Eschelbacher (DE)
The CERN Council, where the representatives of the 20 Member States of the Organization decide on scientific programmes and financial resources, held its 114th session on 17 December under the chairmanship of Dr. Hans C. Eschelbacher (DE)
Nielsen, René Nesgaard
in chapter 3 to a study of the relationship between introduction of highly educated labour, innovation, and upgrading change in small Danish firms. In the chapter highly educated labour is analytically assumed to embody specialised knowledge within a given field of study, as well as general academic skills......, as well as they indicate that introduction of highly educated labour with ‘other' academic qualifications, e.g. from social and human sciences, significantly increases the likelihood of important organisational changes, technological upgrades, and product/service innovation in small firms. Chapter 6......, these activities are likely to imply a somewhat new qualitative labour demand in given small firms. Based on this view, chapter 6 gives reasons for why different types of innovation and upgrading changes may spur introduction of highly educated labour. Statistical tests in the chapter indicate that implementation...
Fabiola Gianotti is an Italian physicist and the first woman appointed by the CERN Council as the Director-General of the Laboratory. She took office on January 1st, 2016. The two Vice-Presidents of the Staff Association (SA) met with her to discuss the current affairs of the Organization. Appointment as D-G and ambitions for CERN As a former member of the personnel in the Physics department of CERN, Fabiola Gianotti has a long history with the Organization, and her vast in-house experience was likely a key factor in her appointment as the Directorate-General. Indeed, her in-depth knowledge of CERN and its functioning, as well as the current and future challenges of the Organization, are indispensable assets in guiding her ambitions for the Laboratory. Among her greatest aspirations for CERN, she names the increase of scientific excellence in the field of experimental research, development of cutting-edge technologies, education of younger generations, and collaborations with scientists from all over the ...
Prakasan, E. R.; Swarna, T.; Vijai Kumar, *
This paper explores the human resources and development implications in hybrid libraries. Due to technological changes in libraries, which is a result of the proliferation of electronic resources, there has been a shift in workloads and workflow, requiring staff with different skills and educational backgrounds. Training of staff at all levels in information technology is the key to manage change, alleviate anxiety in the workplace and assure quality service in the libraries. Staff developmen...
Heneman, Robert L., Ed.; Greenberger, David B., Ed.
This document contains 14 papers on human resources (HR) and human resource management (HRM) in virtual organizations. The following papers are included: "Series Preface" (Rodger Griffeth); "Volume Preface" (Robert L. Heneman, David B. Greenberger); "The Virtual Organization: Definition, Description, and Identification" (David B. Greenberger,…
At the first Nuclear Security Summit in Washington DC in 2010, Integrated Support Center for Nuclear Nonproliferation and Nuclear Security (ISCN) of the Japan Atomic Energy Agency was established based on Japan's National Statement which expressed Japan's strong commitment to contribute to the strengthening of nuclear security in Asian region. ISCN began its activities from JFY 2011. One of the main activities of ISCN is human resource capacity building support. Since JFY 2011, ISCN has offered various nuclear security training courses, seminars and workshops and total number of the participants to the ISCN's event reached more than 700. For the past three years, ISCN has been facing variety of challenges of nuclear security human resource assistance. This paper will briefly illustrate ISCN's achievement in the past years and introduce challenges and measures of ISCN in nuclear security human resource capacity building assistance. (author)
Victor Teodor Alistar
Full Text Available The main objective of this article is to examine the notion of management, as an area of study which analyses, regulates and renders the theoretical and technical support in order to provide rationality within the processes that unfold in the civil service. In order to accomplish this task, human resources management will be analyzed as a process which relies in exerting four main functions: ensuring, developing, motivating and maintaining the human resources, which are conditioned by external factors that must be taken into consideration, such as: legislative framework, labor force, unions, cultural context (here one includes management practices and philosophy, and economic circumstances. All these factors are considered to have a significant impact on the management of human resources.
This book focuses on the challenges and changes that new technologies bring to human resources (HR) of modern organizations. It examines the technological implications of the last changes taking place and how they affect the management and motivation of human resources belonging to these organizations. It looks for ways to understand and perceive how organizational HR, individually and as a team, conceptualize, invent, adapt, define and use organizational technology, as well as how they are constrained by features of it. The book provides discussion and the exchange of information on principles, strategies, models, techniques, methodologies and applications of human resources management and technological challenges and changes in the field of industry, commerce and services.
Pornputtapong, Natapol; Nookaew, Intawat; Nielsen, Jens
Human tissue-specific genome-scale metabolic models (GEMs) provide comprehensive understanding of human metabolism, which is of great value to the biomedical research community. To make this kind of data easily accessible to the public, we have designed and deployed the human metabolic atlas (HMA) website (http://www.metabolicatlas.org). This online resource provides comprehensive information about human metabolism, including the results of metabolic network analyses. We hope that it can also...
Full Text Available Nowadays, social networks and informatics technologies and infrastructures are constantly developing and affect each other. In this context, the HR recruitment process became complex and many multinational organizations have encountered selection issues. The objective of the paper is to develop a prototype system for assisting the selection of candidates for an intelligent management of human resources. Such a system can be a starting point for the efficient organization of semi-structured and unstructured data on recruitment activities. The article extends the research presented at the 14th International Conference on Informatics in Economy (IE 2015 in the scientific paper "Big Data challenges for human resources management".
The Paper,based on the concept and the elements of human resource ecosystem(HR Ecosystem),studies the function and structure of HR Ecosystem,introduces the entropy theory to define the content of entropy of HR Ecosystem,constructs the corresponding distinctive model to distinguish the direction of the evolution of HR Ecosystem and the evolutionary entropy model, and applies the models to demonstrate the evolutionary rules of HR Ecosystem.The study shows that the entropy theory can be well applied to the analysis on HR Ecosystem and that it opens up a new field in the research of human resource management and provides a new effective technical method.
Noemí Martínez Caraballo
Full Text Available In view of intangible resources -and, among them, human capital- play a significant role in the managerial strategy, this article aims to analyze the fit of human resources in companies that has been target of mergers and/or acquisitions processes. In this sense, the present paper will be centered in carrying out a state of the art of this topic and in showing some evidences about the top managers perceptions of the target company with the purpose of better understanding which are the reasons for the departure and the permanence of them.
Ibrahim, Mohammed; Ribbers, Piet; Bettonvil, B.W.M.
textabstractThis paper analyses how human knowledge resources affect capabilities and subsequently attainment of operational and strategic benefits. We test a conceptual model using data from two qualitative case studies and a quantitative field study. The findings indicate that human knowledge positively influences IOS capabilities related to cross-organizational business processes and transfer of knowledge. The data show that strategic benefits are the consequence of knowledge transfer, whe...
Aurel MANOLESCU; Ion VERBONCU; Victor LEFTER; Cristian MARINAS
During the last years, ergonomics became one of the reference domains in the managerial theory and practice. Ergonomics is a major component of the human resources management and also, it is an important factor of performances. Ergonomics is the link between efficiency, effectiveness, security and heath and in this context it is necessary to approach the ergonomics and its impact on the process of the organizational development and on the employees. The links between ergonomics and Human Reso...
Amelia Boncea; Cîrnu Doru
The world we are living in today has increasingly become aware of the importance of the human factor in all types of organizations. The present paper is intended to assess the performance of the human resource department at PricewaterhouseCoopers and to provide adequate recommendations for activity improvement. After a statement of the current HR strategy and an in-depth analysis of the external and internal environment, the paper continues with some proposals upon ...
George Aspridis; Dimitrios Kyriakou
This paper aims at presenting and analysing the performance appraisal systems and the human potential development in hotel units. It aims at integrating and updating many aspects of performance appraisal while concentrating on the hotel units system to prove the importance of human resource evaluation in hotel units and the procedure that is to be followed by the enterprise for further development of hotel employees. HR evaluation analysis is presented through relevant theoretical background ...
29 March 2011 - Ninth President of Israel S.Peres welcomed by CERN Director-General R. Heuer who introduces Council President M. Spiro, Director for Accelerators and Technology S. Myers, Head of International Relations F. Pauss, Physics Department Head P. Bloch, Technology Department Head F. Bordry, Human Resources Department Head A.-S. Catherin, Beams Department Head P. Collier, Information Technology Department Head F. Hemmer, Adviser for Israel J. Ellis, Legal Counsel E. Gröniger-Voss, ATLAS Collaboration Spokesperson F. Gianotti, Former ATLAS Collaboration Spokesperson P. Jenni, Weizmann Institute G. Mikenberg, CERN VIP and Protocol Officer W. Korda.
During his visit he toured the ATLAS underground experimental area with Giora Mikenberg of the ATLAS collaboration, Weizmann Institute of Sciences and Israeli industrial liaison office, Rolf Heuer, CERN’s director-general, and Fabiola Gianotti, ATLAS spokesperson. The president also visited the CERN computing centre and met Israeli scientists working at CERN.
Ravazzani, Silvia; Mormino, Sara
of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management......, Strategic Human Resource Development and Stakeholder Management studies and, on this basis, investigates the case of an Italian bank to understand the nature and characteristics of collaborative learning activities towards external stakeholders. The investigation supports the proposition that HR development...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network....
Sparks, Karl; Shope, Shawn
One of the most challenging aspects of implementing an enterprise-wide business system is achieving integration of the different modules to the satisfaction of diverse customers. The Jet Propulsion Laboratory's (JPL) implementation of the Oracle application suite demonstrates the need to coordinate Oracle Human Resources Management System (HRMS) decision across the Oracle modules.
Burns, Dorothy M.
It is suggested that the management and development of human resources in higher education is begging for leadership. That leadership requires complex and special knowledge, strong but harmonious relationships with academic administrators, and a humanistic philosophy that reaches out to people. (LBH)
Purpose: Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship.…
McLean, Gary N.; Wang, Xiaohui
From the beginning of the use of the term, there have been struggles over the meaning of human resource development (HRD). In recent years, there has been increased attention to the field's definition. This paper moves this exploration one more step to an exploration of the dilemma of defining international and cross-national HRD. A beginning…
Coulson-Thomas, Colin J.
A 1990 questionnaire and interview survey identified requirements for programs and courses relating to human resource development for international operation. The survey was designed to seek the views of United Kingdom (UK) and European and international companies, professional associations, and accounting firms. Of 540 organizations, 91 returned…
This report is designed to give readers an introduction to the principles of human resource planning (HRP) and the areas in which it can be used, including those facing today's managers. Chapter 1 outlines why some organizations no longer plan, describes the background of change and uncertainty that discouraged them, and defines HRP. Chapter 2…
A discussion of the cultural effects of economic and, by extension, human resource development in Southeast Asia looks at short- and long-term implications. It is suggested that in the short term, increased competition will affect distribution of wealth, which can promote materialism and corruption. The introduction of labor-saving technology may…
Laursen, Keld; Foss, Nicolai Juul
This article surveys, organizes, and critically discusses the literature on the role of human resource practices for explaining innovation outcomes. We specifically put an emphasis on what is often called ‘new’ or ‘modern’ HRM practices—practices that imply high levels of delegation of decisions...
Madsen, Arne Stjernholm; Ulhøi, John Parm
(Internet technology), which transcends the traditional business of the company in question. It illustrates what goes wrong when innovative human resources do not succeed in becoming integrated into the rest of the host organization and therefore may become trapped by their own passion in a position as self...
CERN Video Productions
The start up of the LHC this year has been a testament to the power of CERN’s scientific collaboration, bringing people, men and women, together for the greatest of achievements. Such collaboration requires openness regarding diversity, as well as inherent, solid values. To ensure the Organization continues on its successful track, consensus has been reached on what values characterize CERN, and these have been brought together into a Code of Conduct, describing the basic standard of behaviour that we can all expect from ourselves and our colleagues in the workplaceInterviews with Rolf Heuer, CERN Director General, Anne-Sylvie Catherin, Head of the Human Resources Department, et Vincent Vuillemin, CERN's Ombuds .
Social networking sites like LinkedIn, MySpace, Google+ and Facebook are on the rise. In particular, the life of youngsters revolves more and more around these sites as they facilitate communication, networking and the exchange of niceties. Who does not today already have an account registered with one of them? A Facebook profile can contain photos, listings of hobbies, job information, preferences… The on-going effort to externalise some of CERN's computing resources continues, and in order to promote a unified interface for personal information, CERN has decided to establish a partnership with Facebook starting on 1stApril. "CERN is a public and trustworthy international organisation, and as such, our staff and users have nothing to hide from the general public," said Alexi Spiner (IT), project leader responsible for this migration: * The computer profiles of all CERN users will be integrated into the Facebook portal; * In addition, we will also ...
Narasimhan, Vasant; Brown, Hilary; Pablos-Mendez, Ariel; Adams, Orvill; Dussault, Gilles; Elzinga, Gijs; Nordstrom, Anders; Habte, Demissie; Jacobs, Marian; Solimano, Giorgio; Sewankambo, Nelson; Wibulpolprasert, Suwit; Evans, Timothy; Chen, Lincoln
The global community is in the midst of a growing response to health crises in developing countries, which is focused on mobilising financial resources and increasing access to essential medicines. However, the response has yet to tackle the most important aspect of health-care systems--the people that make them work. Human resources for health--the personnel that deliver public-health, clinical, and environmental services--are in disarray and decline in much of the developing world, particularly in sub-Saharan Africa. The reasons behind this disorder are complex. For decades, efforts have focused on building training institutions. What is becoming increasingly clear, however, is that issues of supply, demand, and mobility (transnational, regional, and local) are central to the human-resource problem. Without substantial improvements in workforces, newly mobilised funds and commodities will not deliver on their promise. The global community needs to engage in four core strategies: raise the profile of the issue of human resources; improve the conceptual base and statistical evidence available to decision makers; collect, share, and learn from country experiences; and begin to formulate and enact policies at the country level that affect all aspects of the crisis. PMID:15121412
Service des Relations avec les Pays-hôtes
With effect from 1st June 2004, members of the personnel whose contracts with the Organization are too short for them to hold legitimation documents issued by the Host States will be required to carry only the following documents to use the Tunnel linking the CERN sites: their national identity card, if accepted by the French and Swiss regulations, or their passport (with a visa/visas if required by the French and/or Swiss regulations) and their blue CERN card (access card). The (small) 'Attestation CERN' (CERN certificate) issued by the Users Office or the Human Resources Department will no longer be required. This amendment to paragraph 10 b) and to Annex 3 of the Rules for Use of the Tunnel (ref. CERN/DSU-DO/RH/8200) is related to the addition of an expiry date on blue CERN cards, which has been compulsory since 1st January 2003, and to the recording of all relevant information in the database used for the systematic checking of tunnel users by means of card readers installed at the tunnel. Relations...
Do you like singing? The CERN Choir is looking for basses and tenors Join us! Programme Spring Session 2015: Donizetti: Misere & Missa di Gloria e Credo Bellini: Salve Regina Bruckner: Requiem in D minor Next concert: Sunday 31 May 2015 at 17:00 Musicales de Comesières (GE) Rehearsals at CERN Main Auditorium, building 500 On Wednesdays from 20.00 to 22:00 Membership fee: January to June 150 CHF September to December: 100CHF Contact: Baudouin.email@example.com Facebook/Choeur-du-CERN
This work is purely theoretical, based on information in the literature, but also on their correlations. The text does not have a generalized, but are personal opinions and conclusions. The objective of this paper is to present particular emphasis to be placed today on the implications of human resources of an organization and human resources strategy have on vital processes within any organization, namely strategic planning, implementing changes and achieve competitive advantage. Organizatio...
This work is purely theoretical, based on information in the literature, but also on their correlations. The text does not have a generalized, but are personal opinions and conclusions. The objective of this paper is to present particular emphasis to be placed today on the implications of human resources of an organization and human resources strategy have on vital processes within any organization, namely strategic planning, implementing changes and achieve competitive advantage....
Full Text Available This work is purely theoretical, based on information in the literature, but also on their correlations. The text does not have a generalized, but are personal opinions and conclusions. The objective of this paper is to present particular emphasis to be placed today on the implications of human resources of an organization and human resources strategy have on vital processes within any organization, namely strategic planning, implementing changes and achieve competitive advantage. Organizations should have easily adaptable employees with skills needed to meet customer needs and adapt to permanent changes in the environment in real time. The goal of any organization is to attract more customers to get a favorable market position and competitive advantage against competitors. To achieve these goals, the role and importance of human resources in an organization has evolved into a considerably. Being accepted as a strategic partners of the organizations, human resources begin to be involved in determining strategy, decision-making on the organization as a whole. The emphasis in this paper on presenting the importance of human resources and human resources strategy in an organization, the special role that they have in supporting the overall strategy of the organization through strategic planning, implementation of organizational changes that are so necessary to adapt company's current customer requirements, can be a focal point for business and cause awareness among key stakeholders in a company, the need straightening attention to the foregoing
Full Text Available This paper is meant to be an extension of our studies published over recent years, which were meant to seek some answers regarding the existing cause-effect relationship between the economic, financial, demograph and food crisis. In the said article we place the human resource, in its sense of labor force and demograph potential as well, in the middle of the economic, financial, demography and even the food crisis. Provided that in the previous case we demonstrated the hypothesis according to which a food crisis can be caused as well as lead to the migration of the active population to other countries (especially from the rural area and the agglomeration of underprivileged population in certain geographic areas, we are currently resuming to the mutations recorded by the human resource, as part of the active population, under the aspect of social and economic disequilibrium.
The electricity sector is currently undergoing significant human resource challenges. Several charts illustrated the aging Canadian workforce; workforce by key occupation; statistics on a 2004 sector study requirements of retirement estimations; and average annual growth rate of the domestic labour force. Several slides also depicted the dependence on immigrants for labour growth; trades intake through immigration; and a 2007 environmental scan. The presentation also provided information on the Electricity Sector Council (ESC) and its projects and occupational standards currently under development. The ESC in partnership with Human Resources and Social Development Canada has begun the process of developing a National Occupational Standard for geoexchange professionals. It is intended to enable colleges and Ministries of Education to standardize national training and evaluate new hires. Last, several slides containing background information on the ESC board of directors were included along with slides of labour market information; connectivity; and projects under development. tabs., figs.
Chen, Lincoln; Evans, Timothy; Anand, Sudhir; Boufford, Jo Ivey; Brown, Hilary; Chowdhury, Mushtaque; Cueto, Marcos; Dare, Lola; Dussault, Gilles; Elzinga, Gijs; Fee, Elizabeth; Habte, Demissie; Hanvoravongchai, Piya; Jacobs, Marian; Kurowski, Christoph; Michael, Sarah; Pablos-Mendez, Ariel; Sewankambo, Nelson; Solimano, Giorgio; Stilwell, Barbara; de Waal, Alex; Wibulpolprasert, Suwit
In this analysis of the global workforce, the Joint Learning Initiative-a consortium of more than 100 health leaders-proposes that mobilisation and strengthening of human resources for health, neglected yet critical, is central to combating health crises in some of the world's poorest countries and for building sustainable health systems in all countries. Nearly all countries are challenged by worker shortage, skill mix imbalance, maldistribution, negative work environment, and weak knowledge base. Especially in the poorest countries, the workforce is under assault by HIV/AIDS, out-migration, and inadequate investment. Effective country strategies should be backed by international reinforcement. Ultimately, the crisis in human resources is a shared problem requiring shared responsibility for cooperative action. Alliances for action are recommended to strengthen the performance of all existing actors while expanding space and energy for fresh actors. PMID:15567015
Office of Atoms for Peace (OAP), as the nuclear safety regulator of Thailand, foresees the necessity of Human Resources Development (HRD), as a key for successful preparation of NPPs safety regulations. Since Thailand does not have any clear and continuous policy for application use of nuclear energy, we are currently facing the personnel shortage, both in term of number and quality. Moreover, BNSR used to be responsible for both R and D and regulation, which resulting in an inadequate focus on regulation. This also results in very limited affords on recruitment of specialists in regulation field. Despite the efforts, there are many difficulties presented in the following aspects. 1. Public policy is unclear, resulting in limited budget. 2. Development processes take time, since both training and accumulating experience cannot be done within a short period of time. 3. There is inadequate in human resources
Full Text Available Many research studies on the human resources performance of the educational system have proved that pupils/students’ educational success depends, to a high degree, on the level of human resource motivation, as well as on their degree of professional satisfaction. Teachers’ who show a high level of motivation, both intrinsic and extrinsic, invest more into their activity, are more creative and more efficient in problem solving. The paper debates the results of an empirical study regarding the influence of pre-university teachers’ motivation and satisfaction regarding the general work conditions on their work performance by measuring the present motivation and satisfaction level. Furthermore, the determinant factors of their satisfaction with the work place are determined and analyzed. Finally, based on the statistical data process we will conclude and debate on the research hypothesis validation and the empirical model related to motivation – satisfaction – performance interdependences.
... 10 Energy 1 2010-01-01 2010-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and...
Full Text Available The world we are living in today has increasingly become aware of the importance of the human factor in all types of organizations. The present paper is intended to assess the performance of the human resource department at PricewaterhouseCoopers and to provide adequate recommendations for activity improvement. After a statement of the current HR strategy and an in-depth analysis of the external and internal environment, the paper continues with some proposals upon a more efficient HR function and the corresponding action plan to achieve this objective. In addition, the paper presents a section on how employees respond to change inside the company.
Full Text Available This paper aims at presenting and analysing the performance appraisalsystems and the human potential development in hotelunits. It aims at integrating and updating many aspects of performanceappraisal while concentrating on the hotel units systemto prove the importance of human resource evaluation in hotelunits and the procedure that is to be followed by the enterprisefor further development of hotel employees. HR evaluation analysisis presented through relevant theoretical background on theevaluation method and the presentation of the practical problematicalissues in order to create an image for a whole evaluationsystem of HR in Greek hotel enterprises.
The workshop "Human resources for research: perspectives and tendencies for researchers'career, expectations and job satisfaction in the European research area" aimed to explore the state of play of scientific policies of individual European countries and tried to clarify the limits of individual national research systems to achieve the aim of creating the European Research Area. Further the objective of the meeting was to propose a critical reflection on traditional indicators of development...
In the presented diploma thesis I am addressing human resources management (HRM) in construction companies and the application of different tools that are applicable for HRM. I have analyzed HRM as a set of processes identified by the literature addressing HRM as a tool used to increase productivity, efficiency and effectiveness of employees, teams, and organizations. For these processes, a review of their possible implementation in the construction sector has been carried out using mainly th...
Modern leadership research today is very much focused on certain styles and especially on the role of the manager. The “Systemic Leadership Theory” stands for the change from the focus on the manager towards a focus on the role of the employees. Therefore the results of interdisciplinary system theory are used to derivate implications for leadership and human resources man-agement in general. This article gives a short overview about the theoretical deduction from some systemic fundamentals t...
Adela BARA; Iuliana BOTHA; Anda BELCIU; Bogdan NEDELCU
Nowadays, social networks and informatics technologies and infrastructures are constantly developing and affect each other. In this context, the HR recruitment process became complex and many multinational organizations have encountered selection issues. The objective of the paper is to develop a prototype system for assisting the selection of candidates for an intelligent management of human resources. Such a system can be a starting point for the efficient organization of semi-structured an...
The purpose of this research is to provide an analysis of Human Resource Management policy and practice in the Project Management Office, a project orientated context that often leads in the implementation of organisational change and the development of change capability within the Irish insurance industry. This research was in the form of a case study and draws on information gathered from 14 semi structured interviews conducted amongst project professionals who work in this P...
Carmen RADU; Liviu RADU
This paper is meant to be an extension of our studies published over recent years, which were meant to seek some answers regarding the existing cause-effect relationship between the economic, financial, demograph and food crisis. In the said article we place the human resource, in its sense of labor force and demograph potential as well, in the middle of the economic, financial, demography and even the food crisis. Provided that in the previous case we demonstrated the hypothesis according to...
This diploma thesis concentrates on relationship between employee satisfaction and usage of new methods in Human Resources Management, particularly coaching and talent management. As employee satisfaction becomes one of the most important sources of influence on company's performance, it is also discussed in the theoretical background the relationship between employee satisfaction and company performance. The goal of the thesis is to find relationship between usage of new HRM methods (coachin...
Donna Hickey; Geof Mortlock
The adage that "people are our greatest asset" has been a recurrent theme in many businesses and organisations through history. This is no less true for a central bank. Indeed, people are, without doubt, a central bank's most important resource. Our business relies heavily on the expertise, experience and sound judgement of our staff. A central bank's effectiveness crucially depends on its credibility, and this in turn largely comes down to the quality of its staff. Therefore, managing human ...
Surugiu Felicia; Dragomir Cristina
In order to improve maritime human resources recruitment, most crewing and shipping companies implement an internal procedure of recruitment and management of ship’s crew. Based on observations at several crewing companies, this paper presents an example of such procedure meant to ensure that qualified and competent personnel is recruited and all ships in the fleet have crew members understanding their roles, duties and responsibilities and capable of working effectively in teams
María Isabel Barba Aragón; José Serrano Segura
Literature highlights the key role that organizations' workforce has in companies' performance. It is also emphasized that human resource management is a source of competitive advantage. However, although this topic has been widely studied in the private sector, little research has focused on public administration, particularly for local governments. In order to fill this gap, this research based on a case study of nine city councils sited in the Region of Murcia, analyses if an adequate empl...
Fontinha, Ana Rita Ramos
This dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., their commitment towards both the agency/outsourcer and the client organisation. We developed three empirical studies. In the first study, we found that commitmentfocused HRM att...
Wei, Xin; Liu, Xiaoyan
This paper mainly studies on the relationships between the contents of staff psychological contract, job satisfaction level and occupation satisfaction level by surveying, combining research methods of literature, academic and empirical research. The research results have important reference value on human resource management innovation. New suggestions were also put forward, which are relative with recruitment, measure of psychological contract, culture construction and targeted incentives t...
The quality of management has turned out to be the critical factor in the transformation of the Czech Republic to an open liberal market society. At the level of firms, privatised enterprise must be transformed into "high performance organisations". Initiatives as "lean production systems", "process reengineering", "human resource management", which have emerged in the West during the last 20 years, show the way. At the macro level, they can be interpreted as a search for a new post-fordist p...
Masahiro Abe; Takeo Hoshi
Corporate governance can be defined to be an institution that constrains relations between corporate managers and various stakeholders, including shareholders, creditors, workers, suppliers, and customers. Under this broad definition, corporate governance is a system of various sub-systems that are complementary to one another. This paper focuses on two sub-systems of the Japanese corporate governance: one on corporate finance and another on human resource management. After briefly documentin...
This paper presents the new „Personality model” of managing human resources in an organisation. The model analyses administrative personnel (usually called management) in an organisation and divides them into three core categories: managers, executives and advisors. Unlike traditional models which do not recognise advisors as part of an organisation, this model gives to advisors the same ranking as managers and executives. Model traces 11 categories of personality traits for every employee, r...
Priyanka; Meenu; Harish kumar
Due to increase in globalisation, countries have been allowing to do international business freely across the world and the way of operating across the world is different counties to countries. This may lead to employers to think out of the box because employer have to deal with the demands of managing people in different context and develop different human resource policies and practices which is appropriate for the organisation and its environment. In this paper I would be describing the cu...
This book covers the issues related to human resource management (HRM) in an international context. It gives perspectives and future direction in International HRM research. The chapters explore the models, tools and processes used by international organizations in order to assist international managers to better face the challenges and changes in HRM. It is suitable to HR managers, engineers, entrepreneurs, practitioners, academics and researchers in the field.
Bujor Anca Liliana
The current context of economic development, the transformations that are subject to national and international organizations impose their traditional attitude change in relation to results and performance of current activity. In this context, the Corporate Social Responsibility (CSR) aims to achieve economic success in an ethical manner with respect for people, communities and environment. This article analyses the concept of Corporate Social Responsibility in relation to Human Resources (HR...
Example of the cover page of the French version of the CERN Courier; Courrier CERN from January 1962. The journal was published both in English and French up to volume 45, no. 5, June 2005. Since then there is a single-language edition where articles are published either in French or English with an abstract in the other language.
The IAEA is at the forefront of international efforts to strengthen the world's nuclear security framework. The current Nuclear Security Plan for 2006-2009 was approved by the IAEA Board of Governors in September 2005. This Plan has three main points of focus: needs assessment, prevention, detection and response. Its overall objective is to achieve improved worldwide security of nuclear and other radioactive material in use, storage and transport, and of their associated facilities. This will be achieved, in particular, through the provision of guidelines and recommendations, human resource development, nuclear security advisory services and assistance for the implementation of the framework in States, upon request. The presentation provides an overview of the IAEA nuclear security human resource development program that is divided into two parts: training and education. Whereas the training program focuses on filling gaps between the actual performance of personnel working in the area of nuclear security and the required competencies and skills needed to meet the international requirements and recommendations described in UN and IAEA documents relating to nuclear security, the Educational Program in Nuclear Security aims at developing nuclear security experts and specialists, at fostering a nuclear security culture and at establishing in this way sustainable knowledge in this field within a State. The presentation also elaborates on the nuclear security computer based learning component and provides insights into the use of human resource development as a tool in achieving the IAEA's long term goal of improving sustainable nuclear security in States. (author)
Human Resources Policy is a system of goals, principles, methods and criteria for staff undertaking work that is common to all employees. The content of HR policy: – Provide highly skilled workforce; – Training and raising staff qualifications; – High motivation of staff; – Ensure proper working conditions; – Promoting young employees. Recruitment and selection of personnel is the activity of identifying people who are eligible for a certain position. This activity takes place within the management of human resource, and it should be a continuous one. Recruitment and selection of personnel can be done both in the internal and external environment to the organization. Key challenge is to achieve initial competence, and then sustainability, of Human Resources to support for a safe, secure and sustainable nuclear power programmes. This requires the coordination, and cooperation, of all national stakeholders (government, education sector, industry, international bodies). Issues related to staff recruiting: – Experience requirements for specialist jobs is high (minimum 5-10 years); – In Regulatory Body, the percent of Graduates is higher than 50%, but specialist Technicians still needed (nuclear engineers)
Non Member State Summer Students 2015 are interviewed about their decision to study STEM subjects, to apply for CERN NMSSS programme, their experience onsite @CERN and takeaways, their future goals and aspirations, offering also advice to fellow students.The Non Member State Summer Student Programme stands for a unique opportunity for students from all over the world to spend their summer at CERN in Geneva, getting involved in some of the world’s biggest experiments. For 8 weeks, summer students gather on-site at CERN and join in the day-to-day work of research. The Programme targets advanced undergraduate and beginning graduate students of physics, computing and engineering, particularly from developing countries. Participating students receive scientific training, attend lectures and work on laboratory-based projects alongside with CERN experts and fellow students.
17 – 18 November 2008 9.00 a.m. - 5.00 p.m. on Monday 17 November 9.00 a.m. - 5.00 p.m. on Tuesday 18 November Individual meetings will take place in the technicians’ or engineers’ offices. The companies will contact relevant users/technicians but anyone wishing to arrange an appointment with a specific company can contact Caroline Laignel (firstname.lastname@example.org, tel. 73722). A list of the companies is available from all departmental secretariats and on the web here. List of companies: 1. Caburn MDC Europe Ltd. 2. Croft Engineering Services 3. Cryox Ltd. 4. Goodfellow Cambridge Ltd. 5. Gravatom Engineering Systems Ltd. 6. High Voltage Technology 7. Lilco Ltd. 8. Micro Metalsmiths Ltd. 9. Photek Ltd. 10. Shadow Robot Company 11. Sundance Multiprocessor Technology Ltd. 12. Tessella plc 13. Thermal Resources Management Ltd. 14. Torr Scientific Ltd. For further information please contact Mrs C. Laignel, FI-DI, tel. 73722.
Flavian Clipa; Raluca Irina Clipa
When the multinational firms employ human resources from different countries they have to submit to the restrictions concerning cultural differences. The paper is an attempt to show how the human resource management administrates these cultural differences.
Two competing human resource management theories are the humanistic developmental approach, which compliments mainstream European traditions, and the instrumental-utilitarian perspective, a response to increasing globalization. Human resource development policymakers in Europe are currently debating these two approaches. (SK)
Full Text Available When the multinational firms employ human resources from different countries they have to submit to the restrictions concerning cultural differences. The paper is an attempt to show how the human resource management administrates these cultural differences.
Based on nine reports, four sets of changes affecting human resource management are outlined: market, demographic, social, and managerial. The evolution of the role of human resource managers from functional to strategic approaches is discussed. (Contains 20 references.) (SK)
Esmat Bavali; Iman Jokar
Significance of identifying human resource competency in organizations and the necessity for valuating human resource in accounting persuade many researchers to design a conceptual model for measuring human resource accounting. This study, first, examines dimensions of various valuation models of human resource and then they are compared with Goleman individual and social competency indicators. Next, individual, organizational and social competency indicators are designed through developing G...
S Verma; Dewe, P.
Despite Government and academic interest in valuing human resources, there has been relatively little progress in reflecting the value of human resources in UK organisations. This research uses a survey questionnaire to identify perceptions and practices in the area of valuing human resources in three types of UK organizations; traditional companies, knowledge intensive companies and local authorities. The survey focuses on the importance of valuing human resources, current measurement practi...
In spite of the fact that Western companies have been actively developing the Russian market over the last twenty years, they are still faced with the Soviet-era heritage in human resource management. This paper gives an overview of the common Soviet human resource practices of the past. Understanding traditional human resource practices in the Soviet Union prior to the end of communism will help practitioners to design human resource management systems for Russia more effic...
Marco Lajara, Bartolomé; Úbeda García, Mercedes
Although Spain is one of the most important tourism destinations in the world, Spanish tourism firms need to be more competitive in order to continue attracting citizens from other countries and human resource strategies can help. The present study aims to identify the specific human resource practices applied by hotels. The variables of interest are those related to human resource profile (number of employees, nationality and sex) and to human resource strategies (recruitment, hiring and tra...
P.V.C. Okoye; Raymond A. Ezejiofor
This paper is “The Effect of Human resource Development on organizational productivity.” The study aims to determine the extent at which effective human resource development can enhance productivity in order to reduce poor performance in organization, to determine the efficiency of human resource training and development in organization growth, to ascertain if human resource development have any significant impact on organizational profitability, to determine and identify the factors affectin...
This Bachelor thesis investigates particularities in human resource management in the nuclear power plant. The goal of this work is to describe basic models of human resource management and their use in practise including models of human resource management that are used in the monitored nuclear power plant. This work contains options how to manage people, recruitment and education or remuneration of employees. The paper deals with human resource management in the specific nuclear power plant...
Cosmina Simona Toader; Tiberiu Iancu; Ana-Mariana Dincu; Remus Gherman
Increasing of the international competition and increasing globalization reinforces the importance of human resources management. Complexity of the actions carried out by companies requires a stronger development tools used in human resource management. It can thus rethink the strategic role of human resources as a competitive advantage.Companies have available finance, equipment, materials, time and employees and their managers.Human resources department of a company must deal with the manag...
In the process of organizational adaptation to environmental demands, primarily through the anticipated outputs, human resources play a key role. The procuring of necessary human resources, their working commitment and development, are the basic assignments of the management of human resources. The appliance of a contemporary concept of management of human resources, based on theoretical and practical cognizance of successful organizations, contributes to a successful execution of these an...
José Pineda and Francisco Rodríguez
This paper argues against a natural resource curse for human development. We find evidence that changes in human development from 1970 to 2005, proxied by changes in the Human Development Index, are positively and significantly correlated with natural resource abundance. While our results are consistent with those of other authors who have recently argued that natural resources do not adversely affect growth, we find strong evidence that natural resources have a positive effect on human devel...
Full Text Available The paper presents advertising agencies as a new type of knowledge-basedorganizations (knowledge-intensive organizations, whose essential resourceis its people with their competences, in conditions in which in the presentsociety knowledge is becoming the most important source of competitiveadvantage for current organizations. Such professional services firms have topractice a particular type of management, focused on their employees, onthier aspirations and satisfaction, therefore the component processes of thehuman resources management (recruitment, selection, integration, motivationetc. have a particularly important role in obtaining employees’ loyalty andincreasing their performance and consequently in the survival anddevelopment of the company. The empirical research used case studiesbased on in-depth interviews with managers in Bucharest advertisingorganizations, but also a survey through questionnaire sent by e-mail toadvertisers across the country, to provide a clear picture on thecharacteristics of human resources management in Romanian advertisingagencies.
Lindner, James R.
The purpose of this descriptive and correlational study was to examine perceptions of Ohio State University Extension county chairs regarding their human resource management competencies and performance of human resource management activities. The study also sought to describe the relationship between human resource management competencies and…
Devanna, Mary Anne; And Others
This collection of five articles examines the role and influence of human resources management (HRM) in strategic planning in major American companies. The first article, "Human Resources Management: A Strategic Perspective," by Mary Anne Devanna, Charles Fombrun, and Noel Tichy, describes how to conduct a human resource management audit to assess…
The theme of this work is the strategic management of human resources at Faurecia Components s.r.o. The theoretical part focuses on areas that include strategic human resource management and the individual personnel actions. The practical part deals with the company's strategy for human resources and suggestions on improving personal activities. It also includes an assessment of the current situation in society.
Mosley Linhardt, Heather LeAnn
The purpose of this study was to identify and explore how human resources are managed, what human resource management can look like, and what organizational issues, tensions, and ambiguities are likely to surface as a district central office moves toward being more strategic with their human resources. The research design was an exploratory case…
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The...
... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Office of Human Resources Management. 1000.22 Section 1000.22 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of...
This video clip comprises one of the 4 presentations of the PANEL SESSION: “Human Resource Challenges in Home Care” held at the 21st Annual John K. Friesen Conference, "Innovations in Home Care: A Public Policy Perspective," MAY 16-17, 2012, Vancouver, BC. Presented by Ed Helfrich, CEO, BC Care Providers Association. It is well known that jurisdictions with more comprehensive and integrated home care delivery systems are able to extend independent living for older people for longer pe...
This thesis comprises three essays on human resource management. The first one studies the effect of on-the-job training on firm productivity using a micro-dataset of a large firm in Greece for the period 2005 to 2006. The data consist of daily observations on the productivity of the same workers tracked before, during, and after the receipt of training. Overall, the empirical findings show that after the implementation of on-the-job training, productivity improves by almost 6.5 percent. Resu...
Marius Emil PATRICHI
Full Text Available The switch from conscript’s army to an all volunteer force military brought new challenges for the military organization. This is more obvious in the human resource domain than in any other area. In the competition to recruit and retain quality personnel, the military organizations should strategically align the human resource management to the overall strategy. The challenges are greater for the Special Forces because the need for a rigorous selection process to recruit from within the military. The rift already in place between the conventional military and the Special Forces need to be overcome to transform the strain relationship into a positive sum game..
The 15th CERN Hardronic Festival took place on 17 July on the terrace of Rest 3 (Prévessin). Over 1000 people, from CERN and other International Organizations, came to enjoy the warm summer night, and to watch the best of the World's High Energy music. Jazz, rock, pop, country, metal, blues, funk and punk blasted out from 9 bands from the CERN Musiclub and Jazz club, alternating on two stages in a non-stop show. The night reached its hottest point when The Canettes Blues Band got everybody dancing to sixties R&B tunes (pictured). Meanwhile, the bars and food vans were working at full capacity, under the expert management of the CERN Softball club, who were at the same time running a Softball tournament in the adjacent "Higgs Field". The Hardronic Festival is the main yearly CERN music event, and it is organized with the support of the Staff Association and the CERN Administration.
Full Text Available Currently in China, private enterprises have become the backbone of promoting Chinese economic development and social progress. However, many private enterprises to some extent experience difficulties in human resources management in their development because of some intrinsic and historical reasons, which slows down the speed of their sustainable development. On the basis of clarifying the concept and function of human resources, human resources management and private enterprises, by analyzing the present condition of private enterprises’ human resources management, this thesis illustrates how to improve the mechanism of using, keeping and training the employees of private enterprises, and proposes the measures of personalized human resources management in private enterprises.
Since 2007, the JAIF (Japan Atomic Industrial Forum) had established the nuclear energy human resource development council to make analysis of the issue on nuclear human resource development. The author mainly contributed to develop its road map as a chairman of working group. Questionnaire survey to relevant parties on issues of nuclear human resource development had been conducted and the council identified the six relevant issues and ten recommendations. Both aspects for career design and skill-up program are necessary to develop nuclear human resource at each developing step and four respective central coordinating hubs should be linked to each sector participating in human resource development. (T. Tanaka)
Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen
Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…
Bhatt, Monica; Behrstock, Ellen; Cushing, Ellen; Wraight, Sara
Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…
Behrstock, Ellen; Bhatt, Monica; Cushing, Ellen; Wraight, Sara
Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…
Meyers, Coby; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen
Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen
Cushing, Ellen; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Meyer, Cassandra
Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen
Full Text Available Human resources are the source of achieving competitive advantage because of its capability to convert the other resources (money, machine, methods and material in to output (product/service. The competitor can imitate other resources like technology and capital but the human resource are unique. In the view of resource based theory of Barney (1991 stated that Human resources lead to competitive advantage when they are valuable, inimitable and well organized.HRM can help firms improve organizational behavior in such areas as staff commitment, competency and flexibility, which in turn leads to improved staff performance (Koch and McGrath, 1996.
Full text: Over the past fifty years Serbia passed a way from a founder of the International Atomic Energy Agency and a country with an extensive nuclear program which was supported by the knowledgeable and experienced expert human sources, to the period followed by political and economic difficulties and major changes. They, among the other factors, caused a considerable modification in the scope of the nuclear program and a range of its activities which were diminished. Inherited nuclear infrastructure, as a legacy of the past, comprises nowadays significant and complex issues to be solved in a serious and urgent manner in the forthcoming period, what requires a high level of knowledge and sufficient and adequate human sources. Brain drain, aging workforce, absence of a well established nuclear education system and strategy and a lack of younger experts to which the experience could be transferred are, gradually, but certainly, leading to a loss of knowledge and capabilities to handle and cope with the existing requests and the ones of the future overall development of nuclear energy and its application in the peaceful purposes. To overcome this situation, an active approach and serious consideration of all the relating elements with a goal to define future directions and prospective in the nuclear human resource management in Serbia are therefore a task to be undertaken by the state without a delay and a prerequisite for a future development. (author)
Full Text Available An important area of the economy is the tourism sector, both in Romania and in other many countries. Eventhough the jobs in this sector are considered as being „poor” and whitouth career perspectives, tourism is an important employer in the economy. In this work paper, the author emphasizes the importance of the human ressources in the tourism sector, espeacially because of the specifique activities which suppose a countinuous communication and customer involvement in the services offered. Human ressources in any firm are a source of risk and in the meantime a resource seeking the solution of this troubbles. How could the enterprises eliminate the risks that affect the human ressources? Are them counscious about these risks and do they want to take its into consideration? What is the price of an inadequate policies concerning people of the tourism organizations and the benefits role for them? In this paper, the author tries to furnish answers to these important challenges that affect the tourism firms’ actitivities.
There are two tasks the human resources are entrusted with. The first one is to increase productivity, and the second is to increase qualification of professional life. At the beginning of 1990s, personnel management left its duty to the human resources management. The human factor gains a strategic importance as the result of developments in communication and information technologies. Human resources started to develop strategies and plans for to reach the suitable target of organisation in ...
Sinha, Braj Raj Kumar
The notion of human resource development dimensions is very complicated as it has interconnections with several approaches and has involvement of variables of multiple natures. Dimension refers to the constituent elements of human resources. Different population components play different roles in the process of enhancing human capital and with a view to analyse the relative importance of them human resource development dimensions can be divided into different groups on the basis of the spatia...