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Sample records for cern human resources

  1. CERN HUMAN RESOURCES 2002 REPORT NOW AVAILABLE

    CERN Multimedia

    Human Resources Division

    2002-01-01

    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

  2. New hand at the helm of CERN Human Resources

    CERN Document Server

    2004-01-01

    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...

  3. Sharing resources@CERN

    CERN Multimedia

    Maximilien Brice

    2002-01-01

    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.

  4. Sharing resources@CERN

    CERN Multimedia

    2002-01-01

    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...

  5. Our humanity at CERN

    CERN Multimedia

    2015-01-01

    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...

  6. New learning resource features CERN

    CERN Multimedia

    Katarina Anthony

    2011-01-01

    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...

  7. CERN as a Non-School Resource for Science Education

    CERN Document Server

    Ellis, Jonathan Richard

    2000-01-01

    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.

  8. CERN HUMAN RESSOURCES 1999 FRENCH VERSION NOW AVAIABLE

    CERN Multimedia

    Division du Personnel

    1999-01-01

    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...

  9. PERSONNEL DIVISION BECOMES HUMAN RESOURCES DIVISION

    CERN Document Server

    Division des ressources humaines

    2000-01-01

    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

  10. Human Resource Planning

    Science.gov (United States)

    Hoffman, W. H.; Wyatt, L. L.

    1977-01-01

    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)

  11. Human Resources Accounting

    Institute of Scientific and Technical Information of China (English)

    2002-01-01

    The 21 st century will be the epoch of knowled ge economy. Knowledge economy is to develop economy on the basis of knowledge will surely become the major resources of economy development. Therefore, human resources accounting which provides such information as the ebb and follow of hu man resources investment, the size of the human resources employment, will bec ome the main stream of accounting the time of knowledge economy. To face China 's reality, to develop economy, and to flourish enterprise...

  12. ConCERNed for Humanity and Cine Club

    CERN Multimedia

    ConCERNed for Humanity and Cine Club

    2012-01-01

      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...

  13. Human Resource Accounting System

    Science.gov (United States)

    Cerullo, Michael J.

    1974-01-01

    Main objectives of human resource accounting systems are to satisfy the informational demands made by investors and by operating managers. The paper's main concern is with the internal uses of a human asset system. (Author)

  14. Report Details Human Resources

    Institute of Scientific and Technical Information of China (English)

    2010-01-01

    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.

  15. Human Resource Construction

    Institute of Scientific and Technical Information of China (English)

    2015-01-01

    Centering on strategic objective of reform and development,CIAE formulated its objectives in human resource construction for the 13th Five-year Plan period,and achieved new apparent progress in human resource construction in 2015.1 Implementation of"LONGMA Project"

  16. Human Resource Accounting

    Science.gov (United States)

    Woodruff, Robert L., Jr.

    1973-01-01

    An interview is reported which discussed the implications for the hiring, recruiting, screening and development of employees in the light of human resource accounting, here defined as the identification, accumulation and dissemination of information about human resources in dollar terms. (SA)

  17. German visits to CERN

    CERN Multimedia

    2007-01-01

    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...

  18. CERN HEALTH INSURANCE SCHEME (CHIS)

    CERN Multimedia

    HR Department

    2002-01-01

    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

  19. Report Details Human Resources

    Institute of Scientific and Technical Information of China (English)

    YIN PUMIN

    2010-01-01

    @@ 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."

  20. Human Resources Plan 2003-2010

    CERN Document Server

    2002-01-01

    In July this year, the Management launched a CERN-wide manpower planning review for the period 2003-2010, within the overall programme and resourcing framework set out in the Medium-Term Plan, presented in June. The Human Resources Plan put forward in the present document takes due account of the recommendations of the External Review Committee, also presented in June. It is the result of the subsequent manpower planning review and has served as the basis, as far as human resources are concerned, for drawing up the Activities and Resources Baseline Plan covering the construction and financing of the LHC (2003-2010). The Management hereby submits this HR Plan for information to the Finance Committee and the Council.

  1. Strategic Human Resources Management

    OpenAIRE

    Marta Muqaj

    2016-01-01

    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...

  2. ConCERNed for Humanity Club and Cine Club

    CERN Multimedia

    ConCERNed for Humanity Club and Cine Club

    2012-01-01

      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...

  3. HUMAN RESOURCES MANAGEMENT CONTROL

    Directory of Open Access Journals (Sweden)

    Mihaela DUMITRANA

    2009-12-01

    Full Text Available We consider that the human being is the most important asset of the company. In the context of the socialpolitics of the company and of the objectives of the man agement, along with all the other departments, the managementcontrol contributes to the resources of the entity. In this paper we want to demonstrate the importance of human capitalas one of the key factors of the growth process in all countries and the necessity of the organization of a managementcontrol to be able to provide information about human resources. Which are the axes for the reporting of theinformation concerning the human resources? What kind of reports and indicators should be prepared by companiesfor management? Which are the main concerns of the companies connected to profitableness – efficiency – wages? Theanswer will be found in this paper. In the current conditions in which personnel restructuring processes, combined withthe costs reduction efforts and new requirements arise in the management control of the company, our paper willpresent how we can make a correct assessment of the value created by the human resources component of the company

  4. CERN's new arrivals, September 2003

    CERN Multimedia

    Maximilien Brice

    2003-01-01

    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)

  5. CERN's new arrivals, March 2004.

    CERN Multimedia

    Patrice Loïez

    2004-01-01

    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).

  6. Enrico Chiaveri, new Head of the Human Resources Department

    CERN Document Server

    2005-01-01

    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.

  7. (Human) Resourcing For CI

    DEFF Research Database (Denmark)

    Jørgensen, Frances; S., Jacob; Kofoed, Lise Busk

    2005-01-01

    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...... and characterize the types of competencies necessary for persons involved change implementation. Data collection involved interviews and observations in three longitudinal studies in five companies based in Denmark. From these data, a list of competencies that appeared to facilitate CI implementation was compiled...

  8. The effects of human resource flexibility on human resources development

    Directory of Open Access Journals (Sweden)

    SeidMehdi Veise

    2014-08-01

    Full Text Available Human resources are the primary factor for development of competitiveness and innovation and reaching competitive advantage and they try to improve corporate capabilities through various characteristics such as value creation, scarcity and difficulty of imitation. This paper investigates the effect of human resource flexibility and its dimensions on human resource development and its dimensions. The survey was conducted using descriptive-correlation method that intended to describe how human resource flexibility was effective on human resource development. Questionnaire was tool of data collection. The statistical population included one hundred employees of the Electric Company in Ilam province, thus census method was used. Reliability of the questionnaire was measured via Cronbach's alpha equal to 0.96. The findings revealed that flexibility and its dimensions were effective on human resource development and dimensions of it. As a result, human resource flexibility should be considered for development of human resources and employees with the highest flexibility should be selected.

  9. Survey Relationship between Human Resources Roles and Human Resources Competencies

    Directory of Open Access Journals (Sweden)

    Hasan Darvish

    2012-09-01

    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.

  10. Human resources report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2004-05-01

    The human resources issues associated with offshore oil and gas exploration and development in British Columbia were discussed with particular focus on the nature of direct employment opportunities associated with two development scenarios. The scenarios involved one natural gas project in the Hecate Strait, and one oil project in the Queen Charlotte Sound. One of the promises of offshore oil and gas development in British Columbia's west coast has been the creation of employment opportunities which would in turn, improve the social conditions and standard of living of residents in British Columbia. Some background information was provided on labour requirements by phases of exploration, pre-development planning, construction and production. Information on labour supply and training was also included and a range of human resource planning issues were identified. It was concluded that the oil and gas industry is capital-intensive, requiring highly trained and skilled people. The industry supports above average wage rates. Most of the employment is not generated by the oil and gas industry, but by their many service and supply contractors. The existing oil and gas industry in the province could supply some of the qualified labour, but in most instances, more specific training will be required. Exploration activity will probably be intermittent and carried out by specialized work crews. Local employment will come from servicing and supplying the seismic and support vessels. The occupational requirements will change through the exploration, development and production phases. refs., tabs., figs.

  11. Strategic Human Resources Management

    Directory of Open Access Journals (Sweden)

    Marta Muqaj

    2016-07-01

    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.

  12. Human Resource Outsourcing Success

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul-Halim

    2014-07-01

    Full Text Available The existing literature on partnership seems to take the relationship between partnership quality and outsourcing success for granted. Therefore, this article aims at examining the role of service quality in strengthening the relationship between partnership quality and human resource (HR outsourcing success. The samples were obtained from 96 manufacturing organizations in Penang, Malaysia. The results showed that partnership quality variables such as trust, business understanding, and communication have significant positive impact on HR outsourcing success, whereas in general, service quality was found to partially moderate these relationships. Therefore, comprehending the HR outsourcing relationship in the context of service quality may assist the organizations to accomplish HR outsourcing success by identifying areas of expected benefits and improvements.

  13. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    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...

  14. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

    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.

  15. Application software of the CERN PS accelerator controls system - analysis of its cost and resources

    Energy Technology Data Exchange (ETDEWEB)

    Benincasa, G.; Daneels, A.; Heymans, P.; Serre, C.

    1986-06-01

    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.

  16. Competitive dimensions of human resources

    Directory of Open Access Journals (Sweden)

    Neykova Rumyana Mykolaivna

    2015-02-01

    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.

  17. Competitive dimensions of human resources

    OpenAIRE

    Neykova Rumyana Mykolaivna; Prokopenko Olha Volodymyrіvna; Shcherbachenko Viktoriia Oleksiivna

    2015-01-01

    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.

  18. CERN Colloquium: The Effects of Limited Resources and Opportunities on Women’s Careers in Physics

    CERN Multimedia

    2012-01-01

    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...

  19. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    Human resources in innovation systems: With focus on introduction of highly educated labour in small Danish firms This thesis has two purposes: (1) a ‘general' purpose to enhance our knowledge on the relationship between innovation, technological and organisational change, and human resources......, including knowledge and skills embodied in human resources, and (2) a more ‘specific' purpose to enhance our knowledge on introduction of highly educated labour, innovation, and upgrading changes in small Danish firms. Chapter 1 establishes the relevance of this research interest, and it also states...... stemming from human resources - such as insight, understanding, creativity, and action - are inherently important to all innovation processes. The chapter also suggests a tentative conceptual and analytical framework for studying human resources and their development within a system of innovation approach...

  20. HUMAN RESOURCES MANAGEMENT IN SLOVAK TRANSPORT COMPANY

    OpenAIRE

    Farkašová, V.; KLIEŠTIK T.

    2005-01-01

    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.

  1. A dynamic new group within Human Resources Division

    CERN Multimedia

    2003-01-01

    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...

  2. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

    Facette, J. [Canadian Association of Technicians and Technologists (Canada)

    2005-07-01

    The electricity industry is expanding, with new supply and infrastructure development equivalent to 35 per cent of existing capacity over the next 20 years. This paper examines the preliminary results of a human resources sector review providing industry specific labor force data. The key objectives of the review were to develop detailed industry profiles, identify root causes of human resources issues, identify industry best practices and develop a human resources strategy for the Canadian electricity sector. Estimates of current employment were provided, with age of employees, retirement projections, regional projections and estimated supply/demand gaps. Current shortages were identified, including wind energy technicians. The paper also identified a declining Canadian born labor force and a concurrent dependence on immigrants. A project research methodology was provided with a list of participating major employers. tabs., figs.

  3. A resource for CERN community: the Bookshop in the Central Library

    CERN Multimedia

    2008-01-01

    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 (bookshop@cern.ch). CERN us...

  4. CERN anti-fraud policy

    CERN Multimedia

    2013-01-01

    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...

  5. Cooperation between CERN and ITER

    CERN Multimedia

    2008-01-01

    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...

  6. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

      Neuroeconomics and Human Resource Development Objective Neuroeconomic game trials have detected a present-bias in human decision making which represents a serious shortcoming facing the long termed nature of complex problems in a globalized economy i.e. regional residual poverty, ecological...... threats and personal stress. So far, the evidence-based findings on human resource development (HRD) seem not to match these huge challenges. The aim of this study is to identify cost-effective means of mental training to recover sufficiently from the present bias to enable more sustainable decisions...... of Western decision makers to a level of sustainable development. In order to support the dissemination of non-dogmatic medical meditation an international scientific monitoring program for various competing medical meditation settings might be useful. Western psychology rooted in the Western humanities...

  7. From Resource to Human Being

    Directory of Open Access Journals (Sweden)

    Michel Fortier

    2015-09-01

    Full Text Available Modern human resource management (HRM has been found to be unsatisfactory as a model and as a praxis concerning human beings in organizations. This article proposes a conceptual change from resource to human being, which we define as “persons management.” After addressing what a person is (a subject navigating between individualism and collectivism; a creative, ethical, and complex being, this text examines how persons can be managed, remembering that persons manage persons. In a dialogical sense, they can help each other and work together, even if they are adversaries. In that sense, persons management must strive to be sustainable at the human, organizational, and environmental levels. We examine certain theoretical and conceptual aspects implied by this restructuring of the field.

  8. Human Resources Key Performance Indicators

    Directory of Open Access Journals (Sweden)

    Gabčanová Iveta

    2012-03-01

    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.

  9. Diversiteit en Human Resources Beleid

    NARCIS (Netherlands)

    Meerman, G.M. M.

    2005-01-01

    Diversiteit en Human Resources Beleid een van de hoofdstukken uit het Leerboek Personeelsmanagement. Dit leerboek is opgebouwd uit vijf delen: Deel 1. Inleiding personeelsmanagement. In het eerste deel worden de context en de geschiedenis van personeelsmanagement behandeld. Deel 2. Planning en sturi

  10. Strategic Human Resource Development. Symposium.

    Science.gov (United States)

    2002

    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…

  11. INPO Assistance Activities: Human Resources

    Energy Technology Data Exchange (ETDEWEB)

    Wheelock, J.T.

    1999-11-14

    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.

  12. Human resources, physical resources and economic development: A foundation of human resource economics

    OpenAIRE

    Furuoka, Fumitaka

    2015-01-01

    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.

  13. Reorganizing and restructuring the human resources function

    OpenAIRE

    Alexandrina Mirela, Stan

    2010-01-01

    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.

  14. "Infinitely CERN Memories from 50 years of research" CERN and Editions Suzanne Hurter are publishing a beautiful book, "Infinitely CERN", to commemorate the human and scientific adventure of CERN.

    CERN Multimedia

    Maximilien Brice

    2004-01-01

    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.

  15. Developing Human Resources through Actualizing Human Potential

    Science.gov (United States)

    Clarken, Rodney H.

    2012-01-01

    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,…

  16. Human resources in a draught

    OpenAIRE

    Arzenšek, Ana; Musek Lešnik, Kristijan

    2016-01-01

    An empirical study of interpretive schemas regarding human resource management (HRM) and its social responsibility of selected manufacturers in the automotive industry and of financial institutions is presented. We were interested in how participants interpreted the role of the HRM department during the economic crisis of 2008. It was assumed that HRM is subjected to increased accommodation processes during economic turbulence. Interpretive schemas regarding HRM of three selected manufacturer...

  17. Strategic Management of Human Resources

    OpenAIRE

    Madlena Nen

    2014-01-01

    In the context of Romania’s integration into European structures, the modernization process of educational system constitutes a natural necessity. This scientific approach has proposed a comprehensive approach of the issue of the Community programs efficiency on highly qualified human resources as part of Romania's accession to the European structures. I want to highlight that, in the content of this work, educational system integration into European structures is presented, analy...

  18. Natural Resources and Human Impact

    Science.gov (United States)

    Starkel, Leszek

    2016-01-01

    It is rotational movement of the Earth that decides on the climatic zonation of natural resources, as modified by the positions of the continents and oceans and the irregular spread of fossil fuels. Intensive human activity poses threats to the development of natural geoecosystems. The last century also brought growing civilizational threats to the environment on the global, regional and local scales. The author characterise the prospects in regard to global changes, and discuss the solutions needing to be pursued if human geoecosystems are to be protected (through management and education).

  19. Anne-Sylvie Catherin, Head of the Human Resources Department

    CERN Multimedia

    2009-01-01

    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.

  20. Population and human resources development.

    Science.gov (United States)

    Jones, G W

    1992-06-01

    The concern of this discourse on social development planning was that individuals be part of human resources development. Population growth is an obstacle to social development, but so is national expenditures on the military rather than diverting funds for social improvements. There are important benefits for society in social development: a valued consumption good, increased productivity, and reduced fertility. Dissatisfaction with an economic growth model of development occurred during the 1960s, and by the mid-1980s, human resource development was capsuled in Asia and the Pacific Region in the Jakarta Plan of Action on Human Resources Development and adopted in 1988. Earlier approaches favored the supply side. This article emphasizes "human" development which considers people as more than inputs to productivity. The quality of human resources is dependent on the family and society, the educational system, and individual levels of health and nutrition. Differences in income levels between East and South Asia have been attributed by Oshima to full use of the labor force and mechanization and training of workers. Ogawa, Jones, and Williamson contend that huge investment in infrastructure, efficient absorption of advanced technology, a stable political environment, and commitment to human capital formation are key to development. Demographic transition and decline in fertility at one point reflect growth and engagement in the labor force and resource accumulation. Although East Asia had higher levels of literacy and educational attainment than many developing countries, South Asia still has high fertility. Human resource development is dependent on reduced population growth rates, but rapid population growth is not an insurmountable obstacle to achieving higher levels of education. Rapid population growth is a greater obstacle in poorer countries. The impact can be reflected in increased costs of attaining educational targets of universal primary education or in

  1. NEW APPROACHES OF THE CONCEPTS OF HUMAN RESOURCES, HUMAN RESOURCE MANAGEMENT AND STRATEGIC HUMAN RESOURCE MANAGEMENT

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2013-07-01

    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.

  2. The Nature of Effective Human Resource Planning.

    Science.gov (United States)

    Don, Daniel; Kleiner, Brian H.

    1991-01-01

    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)

  3. Trends affecting hospitals' human resources.

    Science.gov (United States)

    Neudeck, M M

    1985-01-01

    Hospital workers at every level--from administrators to housekeepers--will be affected by the interaction of changes already underway in the healthcare industry. Societal forces that will affect the hospital workforce include demographic change, the rise of the participatory ethic and decentralization, a growing philosophy of job entitlement, and new pressures for unionization. At the same time, the industry is faced with changing manpower requirements, cost containment, and the oversupply of physicians. This article identifies some of the likely effects of these changes on hospital human resources and suggests ways that administrators can prepare for them.

  4. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

    Cottingham, C. [Canadian Electricity Association, Montreal, PQ (Canada)

    2004-07-01

    The Canadian Electricity Association (CEA) has conducted a review of the human resources (HR) sector to provide industry with labour force data. The study developed a detailed forward looking industry profile in order to identify industry best practices and to develop an HR strategy for the Canadian electricity sector. The study revealed a declining Canadian born labor force and questioned whether immigration can fulfill Canada's labor needs. Demand for talent will continue as the electric power industry expands with new supply and infrastructure development over the next 20 years. tabs., figs.

  5. Chosen Concepts of Human Resources Management

    Directory of Open Access Journals (Sweden)

    Marcin W. Staniewski

    2007-07-01

    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.

  6. Handbook of human resources management

    CERN Document Server

    2016-01-01

    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...

  7. Enterprise Resource Planning Software in the Human Resource Classroom

    Science.gov (United States)

    Bedell, Michael D.; Floyd, Barry D.; Nicols, Kay McGlashan; Ellis, Rebecca

    2007-01-01

    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…

  8. The application software of the CERN PS accelerator controls system — analysis of its cost and resources

    Science.gov (United States)

    Benincasa, Gianpaolo; Daneels, Axel; Heymans, Paul; Serre, Christian

    1986-06-01

    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.

  9. Human resources training in coastal science

    Digital Repository Service at National Institute of Oceanography (India)

    Vijayaraghavan, S.

    The paper stresses the importance of training and education to the development and application of knowledge on the coastal marine environment and its resources. Present status of human resources training in India is discussed and changes...

  10. Strategic Imperative of Human Resource Leadership Competencies

    Science.gov (United States)

    Rajini, G.; Gomathi, S.

    2010-01-01

    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…

  11. Managing Human Resources in a Multinational Context

    Science.gov (United States)

    Sumetzberger, Walter

    2005-01-01

    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…

  12. Managing Human Resource Learning for Innovation

    DEFF Research Database (Denmark)

    Nielsen, Peter

    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...

  13. Dear CERN Computing Community,

    CERN Multimedia

    2003-01-01

    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

  14. Dear CERN Computing Community,

    CERN Multimedia

    2003-01-01

    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

  15. Integrity at CERN

    CERN Document Server

    Department, HR

    2015-01-01

    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”.

  16. New psychologist at CERN

    CERN Multimedia

    Laëtitia Pedroso

    2010-01-01

    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...

  17. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-12-01

    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.

  18. Competencies - a roadmap for CERN Staff

    CERN Multimedia

    CERN Bulletin

    2011-01-01

    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...

  19. ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    Nicoleta, BELU

    2014-11-01

    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.

  20. Linking Career Development and Human Resource Planning.

    Science.gov (United States)

    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.…

  1. Economics and Human Resource Development: A Rejoinder

    Science.gov (United States)

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

    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…

  2. Strategic Human Resource Planning in Academia

    Science.gov (United States)

    Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

    2009-01-01

    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…

  3. Human Resource Function Competencies in European Companies

    NARCIS (Netherlands)

    J.P.P.E.F. Boselie (Paul); J. Paauwe (Jaap)

    2004-01-01

    textabstractThis paper presents an overview of recent empirical research on human resource competencies in Europe. The data were collected in 2002 in the global Human Resource Competence Study, an initiative of the University of Michigan. The results suggest that personal credibility and HR delivery

  4. HOW TO SELECT APPROPRIATE HUMAN RESOURCE CONTROLLING INDICATORS

    OpenAIRE

    Monika Dugelova; Mariana Strenitzerova

    2015-01-01

    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...

  5. Human Capital, Wealth, and Renewable Resources

    Directory of Open Access Journals (Sweden)

    Wei-Bin ZHANG

    2014-05-01

    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.

  6. HUMAN RESOURCE MANAGEMENT IN MULTIPROJECT ENVIRONMENT

    Directory of Open Access Journals (Sweden)

    Vyara Slavyanska

    2015-12-01

    Full Text Available А monograph is presented, whose purpose is to justify the need to adapt the system for human resources management to a multiproject context and to propose alternatives for making appropriate amendments. First chapter "Human resources management as a function of general management" examines the relationship between human resource management and organizational effectiveness in the light of the perception of human resources as the main competitive advantage of the modern organization and the criteria for evaluating the effectiveness of the management of human resources. Special attention is paid to the content and structure of this system. Chapter Two "The multiproject organization as a modern working environment" is dedicated to the project management as a management concept and clarifies the essence of project management, the concept of the project lifecycle, criteria and critical success factors of the project. Emphasis is placed on the multiproject organization as a natural environment of project management by clarifying the nature and characteristics of this type of organization and positioning options for structural projects in it. The focus in the chapter “Specifications of human resource management in the multiproject environment" is the need for changes in the management of human resources and alternatives to adapt the system for managing human resources to conditions of the multiproject environment through specific changes in its content and structure. Chapter Four "Human Resource Management in the multiproject environment" presents the results of an empirical study. Based on the outlined conceptual framework of the study, specifying the purpose, objectives, methodology and tools, consistently carried out a comparative analysis of human resources management as a strategic organizational priority project activity as a strategic organizational priority, efficiency and basic problems of multiproject medium degree of adapting the system

  7. France at CERN

    CERN Document Server

    2001-01-01

    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 ...

  8. Human Resources Operational Data Store Core Services

    Data.gov (United States)

    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)...

  9. Human Resource Planning for Equity and Efficiency.

    Science.gov (United States)

    Martin, Ann M.

    1982-01-01

    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.

  10. Human Resources Development in the 70s

    Science.gov (United States)

    Ludeman, Bart L.

    1977-01-01

    Discusses five major objectives (put forth by the behavioral scientist, Dr. Gordon Lippitt) for human resource development which focus on the need for teamwork among future leaders, company management, and top educators. (LAS)

  11. Human Resource Development Strategies: The Malaysian Scenario

    Directory of Open Access Journals (Sweden)

    Haslinda Abdullah

    2007-01-01

    Full Text Available 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 country’s economic growth. In acknowledging human resources importance in this sector, the country’s 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 human resource development (HRD at the national level in Malaysia. In examining HRD from the national perspective, a review of documentary evidence from relevant Governmental reports and documents was utilised. The plans, policies, strategies, roles and responsibilities in HRD at the national level were discussed.

  12. Highlights of Human Resource Development Conferences 1979.

    Science.gov (United States)

    Bunker, Barbara Benedict; And Others

    1979-01-01

    The articles focus on building interpersonal skills utilizing experiential training to socialize new employees and develop leadership. They also focus on training decision makers, performance appraisal, career development, mobilizing human resources and ego stages in organizational development. (CMG)

  13. Challenging (Strategic) Human Resource management Theory

    NARCIS (Netherlands)

    J. Paauwe (Jaap); J.P.P.E.F. Boselie (Paul)

    2002-01-01

    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 branch

  14. Human Resource Management should be more strategic

    Institute of Scientific and Technical Information of China (English)

    邢存宇; 梅凯

    2010-01-01

    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.

  15. A Consideration of Human Resource Management Future

    OpenAIRE

    Samad Nasiri; Sahar Valikhanfard Zanjani

    2012-01-01

    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 ...

  16. [Guidelines for the management of human resources].

    Science.gov (United States)

    Charbonnier, E; Vaubourdolle, M; Pernet, P; Gerrier, F

    2013-06-01

    The management of human resources is a major issue for laboratory accreditation, since it allows to show the proofs of competency assessment, a basis to ensure the confidence. In this paper, the main processes involved are described: the general process for the management of human resources and the authorization for personnel process. Guidelines for document control are also proposed. At least, examples are given to facilitate the implementation of these guidelines in a medical laboratory.

  17. Natural resources, redistribution and Human capital formation

    OpenAIRE

    Aguero, Jorge; Balcazar, Carlos Felipe; Maldonado, Stanislao; Ñopo, Hugo

    2016-01-01

    How do resource booms affect human capital accumulation? We exploit time and spatial variation generated by the commodity boom across local governments in Peru to measure the effect of natural resources on human capital formation. We explore the effect of both mining production and tax revenues on test scores, finding a substantial and statistically significant effect for the latter. Transfers to local governments from mining tax revenues are linked to an increase in math test scores of aroun...

  18. Human Resource Development in Construction Industry

    OpenAIRE

    Behnam Neyerstani

    2014-01-01

    Human Resource Development (HRD) is the domain that performs core function in an organization for the advancement of personal and professional skills, knowledge and abilities of employees. Human resource development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification and organization development. HRD has the key role in improving knowledge and skills on huma...

  19. Human resource policy and Danish multinational companies

    DEFF Research Database (Denmark)

    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....

  20. UK @ CERN

    CERN Multimedia

    FI Department

    2008-01-01

    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:caroline.laignel@cern.ch, 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...

  1. CERN, Geneva

    CERN Multimedia

    2007-01-01

    "The Large Hadron Collider (pages 1-3) is being built at CERN, the European Centre for Nuclear Research near Geneva. CERN offers some extremely exciting opportunities to see "big bang" in action. (1 page)

  2. 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.

    CERN Multimedia

    Mona Schweizer

    2008-01-01

    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.

  3. 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)

    CERN Multimedia

    Laurent Guiraud

    1999-01-01

    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)

  4. Electronic Recruitment at CERN

    CERN Multimedia

    2004-01-01

    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...

  5. Human Resource and Work Life

    DEFF Research Database (Denmark)

    Hansen, Gitte Dalgaard

    2016-01-01

    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...

  6. Human Resource Development in Changing Organizations.

    Science.gov (United States)

    London, Manuel; Wueste, Richard A.

    This book is intended to help managers and human resource professionals understand organizational change and manage its effects on their own development and that of their subordinates. The following topics are covered in 11 chapters: organizational change, employee motivation, new managerial roles, human performance systems, upward and peer…

  7. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

    M.K.M. Ibrahim (Mohammed); P.M.A. Ribbers (Piet); B.W.M. Bettonvil

    2007-01-01

    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

  8. 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

    CERN Multimedia

    2012-01-01

    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).

  9. Human Resources Management within Civil Service

    Directory of Open Access Journals (Sweden)

    Victor Teodor Alistar

    2012-12-01

    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.

  10. Green Human Resource Management: Policies and practices

    Directory of Open Access Journals (Sweden)

    Shoeb Ahmad

    2015-12-01

    Full Text Available Recently, there has been observed an increasing awareness within business communities on the significance of going green and adopting various environment management techniques. As the corporate world is going global, the business is experiencing a shift from a conventional financial structure to a modern capacity-based economy which is ready to explore green economic facets of business. Today, Green Human Resource Management (GHRM has become a key business strategy for the significant organizations where Human Resource Departments play an active part in going green at the office. The paper largely focuses upon the various Green Human Resource Practices pursued by the organizations all over the world and, explains the simplified meaning of GHRM. The study also adds to the extant literature by discussing future direction of some GHRM functions. Finally, the paper suggests some potentially prolific HR initiatives for Green organizations.

  11. Human resource management and technological challenges

    CERN Document Server

    Davim, J

    2014-01-01

    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.

  12. Human Resource Management in Virtual Organizations. Research in Human Resource Management Series.

    Science.gov (United States)

    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,…

  13. CERN, an Invaluable Asset for Humanity – Interview with the Director-General, Fabiola Gianotti

    CERN Multimedia

    Staff Association

    2016-01-01

    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 Director-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 wor...

  14. 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.

    CERN Document Server

    Maximilien Brice

    2011-01-01

    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.

  15. Spotlight on CERN : The code of conduct

    CERN Multimedia

    CERN Video Productions

    2010-01-01

    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 .

  16. The human resources in mergers and acquisitions

    Directory of Open Access Journals (Sweden)

    Noemí Martínez Caraballo

    2007-07-01

    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.

  17. Human Resource Ecosystem and its evolutionary rules

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    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.

  18. Exploring Data in Human Resources Big Data

    Directory of Open Access Journals (Sweden)

    Adela BARA

    2016-01-01

    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".

  19. CERN meets Facebook

    CERN Multimedia

    2012-01-01

    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 ...

  20. 16 CFR 1000.22 - Office of Human Resources Management.

    Science.gov (United States)

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support...

  1. Tunnel Linking the CERN Sites: Discontinuation of the (small) 'Attestation CERN'

    CERN Multimedia

    Service des Relations avec les Pays-hôtes

    2004-01-01

    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...

  2. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    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....

  3. Human Resource Planning: An Introduction. Report 312.

    Science.gov (United States)

    Reilly, Peter

    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…

  4. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

    (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...

  5. Human Resource Management Practices and Innovation

    DEFF Research Database (Denmark)

    Laursen, Keld; Foss, Nicolai Juul

    2014-01-01

    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...

  6. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

    J.P.P.E.F. Boselie (Paul); J. Paauwe (Jaap); R. Richardson

    2002-01-01

    textabstractThe relationship between Human Resource Management (HRM) and firm performance has been a hotly debated topic over the last decade, especially in the United States (e.g. Osterman, 1994; Huselid, 1995; MacDuffie, 1995). The question arises whether the domination of USA oriented models, how

  7. Managing human resources to improve employee retention.

    Science.gov (United States)

    Arnold, Edwin

    2005-01-01

    Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.

  8. Integrating Oracle Human Resources with Other Modules

    Science.gov (United States)

    Sparks, Karl; Shope, Shawn

    1998-01-01

    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.

  9. Human resources and the gas industry

    Energy Technology Data Exchange (ETDEWEB)

    Klass, D.L. (Inst. of Gas Tech., Chicago, IL (United States))

    1991-07-01

    This article addresses the need for a work force that is well trained and efficient in order for the natural gas industry to be competitive in the future and offers recommendations for industry involvement in encouraging and enabling technical education. Topics discussed include developments affecting human resources, gas industry training methods, and recommendations for improvement.

  10. Cultural Development through Human Resource Systems Integration.

    Science.gov (United States)

    Albert, Michael

    1985-01-01

    Discusses the framework for developing a cultural human resources management (HRM) perspective. Central to this framework is modifying HRM programs to reinforce the organization's preferred practices. Modification occurs through selection, orientation, training and development, performance appraisal, career development, and compensation and…

  11. CERN Choir

    CERN Multimedia

    Staff Association

    2015-01-01

      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.bleus@cern.ch Facebook/Choeur-du-CERN

  12. Shared resource control between human and computer

    Science.gov (United States)

    Hendler, James; Wilson, Reid

    1989-01-01

    The advantages of an AI system of actively monitoring human control of a shared resource (such as a telerobotic manipulator) are presented. A system is described in which a simple AI planning program gains efficiency by monitoring human actions and recognizing when the actions cause a change in the system's assumed state of the world. This enables the planner to recognize when an interaction occurs between human actions and system goals, and allows maintenance of an up-to-date knowledge of the state of the world and thus informs the operator when human action would undo a goal achieved by the system, when an action would render a system goal unachievable, and efficiently replans the establishment of goals after human intervention.

  13. Courrier CERN

    CERN Multimedia

    2015-01-01

    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.

  14. CERN & Society

    CERN Multimedia

    2016-01-01

    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.

  15. Discussing the Effective Factors on Maintenance of Human Resources

    OpenAIRE

    Bahare Shahriari

    2016-01-01

    In this research, the author has elaborated on detection of effective factors on maintenance and retention of human resources. Since human resources are the most resources for obtaining competitive advantage, it is essential to pay attention to different dimensions of human resources management. One of these dimensions is retention of human resources. Factors such as providing correct and valid information at the time of recruitment, assigning tasks based on competence, existence of a clear c...

  16. UK @ CERN

    CERN Multimedia

    FI Department

    2008-01-01

    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 (caroline.laignel@cern.ch, 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.

  17. HOW TO SELECT APPROPRIATE HUMAN RESOURCE CONTROLLING INDICATORS

    Directory of Open Access Journals (Sweden)

    Monika Dugelova

    2015-09-01

    Full Text Available 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 tools is the most important part of implementation. This article deals with the problem of human resource indicators selection as the most frequently used human resource controlling tool. Many international authors have solved the problem of performance appraisal measurement, and there are numerous demonstrations on how to choose key performance indicators. Our motivation to draft the complex methodology of human resource indicators selection is based on non-existing solution among the authors. To solve the problem and find appropriate methodology, we use the methods comparison, abstraction, and concretization. The result is a creation of the right human resource indicators selection in line with human resource controlling aim. We use the Balanced Scorecard, Deloitte human resource strategy framework, and partial solution of Kleinhempel (2010. These results constitute the basis for our future research and for drafting the whole methodology of human resource controlling implementation in information technology companies.

  18. HUMAN RESOURCES AND HUMAN RESOURCES STRATEGY – STRATEGIC PARTNERS OF AN ORGANIZATION

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2015-03-01

    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

  19. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    Directory of Open Access Journals (Sweden)

    Zoltan-Bela FARKAS

    2014-06-01

    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.

  20. Electricity Sector Council : human resources challenges

    Energy Technology Data Exchange (ETDEWEB)

    Goldie, T. [Electricity Sector Council, Ottawa, ON (Canada)

    2007-07-01

    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.

  1. Exploring Data in Human Resources Big Data

    OpenAIRE

    Adela BARA; Iuliana BOTHA; Anda BELCIU (VELICANU); Bogdan NEDELCU

    2016-01-01

    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...

  2. SOME ASPECTS CONCERNING HUMAN RESOURCES INDEMNIFICATION

    Directory of Open Access Journals (Sweden)

    Cristina Mihaela Grozea

    2007-05-01

    Full Text Available Present overtures point out a juridical- economical approach of the domestic waging system.Expansion of the competition segment in the domestic economy and limitation of the institutional environmentonly to the fiscal aspect , the minim guaranteed salary generate waging policies increasing contribution to theentities targets achievement, performances improvement , obtainment of the expected behaviour on all levelsbut the best quality human resources supply, too.

  3. Green Human Resource Management: Policies and practices

    OpenAIRE

    Shoeb Ahmad

    2015-01-01

    Recently, there has been observed an increasing awareness within business communities on the significance of going green and adopting various environment management techniques. As the corporate world is going global, the business is experiencing a shift from a conventional financial structure to a modern capacity-based economy which is ready to explore green economic facets of business. Today, Green Human Resource Management (GHRM) has become a key business strategy for the significant organi...

  4. International human resources management challenges and changes

    CERN Document Server

    2015-01-01

    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.

  5. STRATEGIC HUMAN RESOURCE MANAGEMENT ASSESSMENT AT PRICEWATERHOUSECOOPERS

    Directory of Open Access Journals (Sweden)

    Amelia Boncea

    2010-12-01

    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.

  6. Human Resource Evaluation in Hotel Units

    Directory of Open Access Journals (Sweden)

    George Aspridis

    2012-03-01

    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.

  7. 10 CFR 1.39 - Office of Human Resources.

    Science.gov (United States)

    2010-01-01

    ... 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...

  8. Human resources for health in India.

    Science.gov (United States)

    Rao, Mohan; Rao, Krishna D; Kumar, A K Shiva; Chatterjee, Mirai; Sundararaman, Thiagarajan

    2011-02-12

    India has a severe shortage of human resources for health. It has a shortage of qualified health workers and the workforce is concentrated in urban areas. Bringing qualified health workers to rural, remote, and underserved areas is very challenging. Many Indians, especially those living in rural areas, receive care from unqualified providers. The migration of qualified allopathic doctors and nurses is substantial and further strains the system. Nurses do not have much authority or say within the health system, and the resources to train them are still inadequate. Little attention is paid during medical education to the medical and public health needs of the population, and the rapid privatisation of medical and nursing education has implications for its quality and governance. Such issues are a result of underinvestment in and poor governance of the health sector--two issues that the government urgently needs to address. A comprehensive national policy for human resources is needed to achieve universal health care in India. The public sector will need to redesign appropriate packages of monetary and non-monetary incentives to encourage qualified health workers to work in rural and remote areas. Such a policy might also encourage task-shifting and mainstreaming doctors and practitioners who practice traditional Indian medicine (ayurveda, yoga and naturopathy, unani, and siddha) and homoeopathy to work in these areas while adopting other innovative ways of augmenting human resources for health. At the same time, additional investments will be needed to improve the relevance, quantity, and quality of nursing, medical, and public health education in the country.

  9. The Importance of Human Resource Planning in Industrial Enterprises

    Science.gov (United States)

    Koltnerová, Kristína; Chlpeková, Andrea; Samáková, Jana

    2012-12-01

    Human resource planning in the business practice should represent generally used and key activity for human resource management because human resource planning helps to make optimum utilisation of the human resources in the enterprise and it helps to avoid wastage of human resources. Human resource planning allows to forecast the future manpower requirements and also to forecast the number and type of employees who will be required by the enterprise in a near future. In the long term period, success of any enterprise depends on whether the right people are in the right places at the right time, which is the nature of human resource planning. The aim of this contribution is to explain the importance of human resource planning and to outline results of questionnaire survey which it was realized in industrial enterprises.

  10. Human metabolic atlas: an online resource for human metabolism.

    Science.gov (United States)

    Pornputtapong, Natapol; Nookaew, Intawat; Nielsen, Jens

    2015-01-01

    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 serve as an information exchange interface for human metabolism knowledge within the research community. The HMA consists of three major components: Repository, Hreed (Human REaction Entities Database) and Atlas. Repository is a collection of GEMs for specific human cell types and human-related microorganisms in SBML (System Biology Markup Language) format. The current release consists of several types of GEMs: a generic human GEM, 82 GEMs for normal cell types, 16 GEMs for different cancer cell types, 2 curated GEMs and 5 GEMs for human gut bacteria. Hreed contains detailed information about biochemical reactions. A web interface for Hreed facilitates an access to the Hreed reaction data, which can be easily retrieved by using specific keywords or names of related genes, proteins, compounds and cross-references. Atlas web interface can be used for visualization of the GEMs collection overlaid on KEGG metabolic pathway maps with a zoom/pan user interface. The HMA is a unique tool for studying human metabolism, ranging in scope from an individual cell, to a specific organ, to the overall human body. This resource is freely available under a Creative Commons Attribution-NonCommercial 4.0 International License.

  11. CERN Rocks

    CERN Multimedia

    2004-01-01

    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.

  12. Planning as a part of human resource management activities

    OpenAIRE

    Kulić, Živko; Milošević, Goran

    2012-01-01

    Human resource management activities are most often grouped, or classified in that they are reduced to some ten basic activities. These activities are considered to be: work analysis; human resource planning; human resource recruitment; human resource selection; employee socialization and orientation; employee training and education; employee performance evaluation; employee rewarding and motivating; employee health and security; career management, and employee degradation and lying off. The ...

  13. ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

    Directory of Open Access Journals (Sweden)

    R. R. Lukyanova

    2010-03-01

    Full Text Available The paper deals with the issues of human resource development regarding an innovation activity. Concepts of labor and human resources have been surveyed. An integral index for assessment of human resources for regional innovation activity has been developed and assessment of the Russian regions has been made on the basis of it. Development tendencies of modern human resources for innovation activity in Russia have been revealed.

  14. A new approach for measuring human resource accounting

    OpenAIRE

    2014-01-01

    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...

  15. The impact of technological era in human resource management

    OpenAIRE

    2016-01-01

    The Impact of the Technological Era in Human Resource Management This work project is a literature review, which covers current studies (theoretical and empirical) on electronic Human Resource Management, human resources analytics and telework, and discusses some implications of the adoption of technology in human resource management processes. The Work Project presents and discusses different and contradictory perspectives between empirical and theoretical studies, demonstrating that t...

  16. 20 CFR 628.215 - State Human Resource Investment Council.

    Science.gov (United States)

    2010-04-01

    ... 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...

  17. Human Resources Management: Issues for the 1980s.

    Science.gov (United States)

    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…

  18. Toward Strategic Human Resource Management in the Central Office

    Science.gov (United States)

    Mosley Linhardt, Heather LeAnn

    2011-01-01

    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…

  19. Designing The Human Resource Scorecard as a Performance Measurement of Human Resource

    Directory of Open Access Journals (Sweden)

    Erlinda Muslim

    2016-08-01

    Full Text Available Abstract. This study discusses the importance of performance measurement in a company because it can be used to assess the success of the company. The purpose of this study is to design and measure the performance of a MIGAS company using the Human Resource Scorecard approach by establishing the priority weight of strategic objectives and Key Performance Indicators on the Strategy Map through the Analytical Network Process. Results of this study are acquiring 16 strategic objectives, and 20 leading indicators and 17 lag ging indicators. Results of the priority weight show that the company is more focused on the operational perspective, then the financial perspective, strategic perspective, and the last is the customer perspective. From the design and measurement results obtained from this study, a plan of the Human Resource Scorecard design was created that can be used by the company. Keywords: performance measurement, human resource scorecard, strategy map, key performance indicator, analytical network process

  20. The qualitative indicators in human resource accounting

    Directory of Open Access Journals (Sweden)

    R. Zámečník

    2016-12-01

    Full Text Available The aim of this article. The paper focuses on one of the “non-traditional” fields of the Human Resources Management System – i.e. Human Resource Accounting (hereinafter referred to as “HRA”. It presents HRA as an integral part of the Human Resources Management System and an important tool for measuring Human Resources Key Performance Indicators (hereinafter referred to as “HR KPIs” in an enterprise. The focal point of this paper is the analysis of the possibilities of using the qualitative indicators of HRA in a selected industrial enterprise. The measurement of these qualitative values and their enumeration is one of the main problems of HRA, e.g. motivation, employees’ satisfaction, the quality of individual employees’ competencies, or performance assessments of employees can be ranked among such instruments. Therefore, the paper discusses problems related with the use of the mathematical-statistical analysis methods for measurement of these qualitative values that have been chosen very carefully. The fundamental tool used in this process is a cluster analysis and its use when preparing motivational programs. The paper will also deal with an outline of motivational factors analysis methods in a selected industrial enterprise. The results of the analysis. The result of the study indicates that when solving the problems from above we can use the selected mathematical-statistical methods, or combination of these, e.g. using the factor and cluster analysis at once. We are planning to concentrate on the following topics when working on another research in the near future: 1. The use of Spearman’s correlation coefficient (evaluation of the statistical correlation importance for the purposes mentioned below: - comparison of employees’motivational structure in various fields of industry; - comparison of employees’ motivational structure in enterprises of the same field of industry - wood processing industry and furniture

  1. 12 May 2014 - Turkey Minister for Energy and Natural Resources T. Yildiz visitng the laboratory on the occasion of the Signature of the Agreement between CERN and the Republic of Turkey concerning the granting of the status of Associate Member at CERN witnessed by the members of the Turkish community.

    CERN Multimedia

    Gadmer, Jean-Claude

    2014-01-01

    Mr Taner Yildiz Minister for Energy and Natural Resources Republic of Turkey: Signature of the agreement by Ambassador to the UNOG M. F. ÇARIKÇI; signature of the guest book by Minister T. Yildiz. Welcome by CERN Director-General R. Heuer; In the welcome line: Directors S. Bertolucci, F. Bordry and S. Lettow; Department Heads: F. Hemmer, T. Lagrange, L. Mapelli, L. Miralles; Head of International Relations R. Voss and Deputy Head of International Relations E. Tsesmelis. In the CMs experimental area with CERN Team Leader A. Petrilli, in SM18 with Technology Department L. Bottura.

  2. State Policies on Human Capital Resource Management: Ohio. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    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 &…

  3. State Policies on Human Capital Resource Management: Indiana. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    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 &…

  4. State Policies on Human Capital Resource Management: Minnesota. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Bhatt, Monica; Behrstock, Ellen; Cushing, Ellen; Wraight, Sara

    2010-01-01

    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 &…

  5. State Policies on Human Capital Resource Management: Illinois. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Meyers, Coby; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    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 &…

  6. State Policies on Human Capital Resource Management: Iowa. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Behrstock, Ellen; Bhatt, Monica; Cushing, Ellen; Wraight, Sara

    2010-01-01

    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 &…

  7. State Policies on Human Capital Resource Management: Michigan. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

    2010-01-01

    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 &…

  8. State Policies on Human Capital Resource Management: Wisconsin. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Cushing, Ellen; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Meyer, Cassandra

    2010-01-01

    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 &…

  9. Human resource management in local governments

    Directory of Open Access Journals (Sweden)

    María Isabel Barba Aragón

    2012-09-01

    Full Text Available 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 employees management is related to better organizational-level outcomes, in individuals and services. Findings suggest that the local governments that develop recruitment and selection, training, performance appraisal and compensation practices taking into account the needs of the specific jobs to cover, employees' potential and their performances, improve their results.

  10. Human resources in the 1980s

    Energy Technology Data Exchange (ETDEWEB)

    Mills, D.Q.

    1979-07-01

    New trends in human resources will test the ingenuity of corporate planners to produce policies for the 1980s that will match changing corporate demands with changing employee expectations. The 1970s produced much-publicized problems - for example, the introduction to the work force of larger numbers of minorities and women - that are not yet fully resolved and that can be expected to continue. But the 1980s will bring their own special challenges. Shifting populations (such as legal and illegal immigrants), the women movement's demand for equal pay for work of comparable worth, and the push for civil liberties at the workplace are all factors that will dramatically change the business climate. With these factors in mind, the author examines the 1980's business environment, takes a backward look at planning policies in the 1970s, and shows how the priorities of those policies will have to be reevaluated to meet the challenges of the future.

  11. Ombudspersons gather at CERN

    CERN Multimedia

    CERN Bulletin

    2012-01-01

    On 30 March, Vincent Vuillemin, CERN’s Ombuds, welcomed twelve of his counterparts from Geneva-based international organisations. The guests enjoyed the visit and asked him to arrange another visit in a year or so, when they will be able to visit the LHC underground experimental areas.   Group photo in the Main Building. Vincent Vuillemin, former Head of the EN department, was appointed as CERN's first “Ombuds” in June 2010. The Ombuds is one of the first people who can be consulted when it has not proved possible to resolve a potential interpersonal conflict amicably or with the assistance of the competent hierarchy. “My counterparts from the other international organisations come from different backgrounds to me, mainly from Human Resources,” explains Vincent Vuillemin. “It was quite an experience for them to witness the magnitude of the LHC project when they visited the SM18 hall and the ATLAS Visitor Centre. They were ex...

  12. Robot adventures at CERN

    CERN Multimedia

    2015-01-01

    Imagine if the CERN robots had an end-of-year party... From retrieving data tapes to handling material safely, the robots at CERN fulfill numerous tasks. Find out more: http://cern.ch/go/VjX7 Produced by: CERN Video Productions Director: Christoph M. Madsen Copyright © 2015 CERN. Terms of use: http://copyright.web.cern.ch/

  13. Monitoring Evolution at CERN

    CERN Document Server

    Andrade, P; Murphy, S; Pigueiras, L; Santos, M

    2015-01-01

    Over the past two years, the operation of the CERN Data Centres went through significant changes with the introduction of new mechanisms for hardware procurement, new services for cloud provisioning and configuration management, among other improvements. These changes resulted in an increase of resources being operated in a more dynamic environment. Today, the CERN Data Centres provide over 11000 multi-core processor servers, 130 PB disk servers, 100 PB tape robots, and 150 high performance tape drives. To cope with these developments, an evolution of the data centre monitoring tools was also required. This modernisation was based on a number of guiding rules: sustain the increase of resources, adapt to the new dynamic nature of the data centres, make monitoring data easier to share, give more flexibility to Service Managers on how they publish and consume monitoring metrics and logs, establish a common repository of monitoring data, optimise the handling of monitoring notifications, and replace the previous ...

  14. A new approach for measuring human resource accounting

    Directory of Open Access Journals (Sweden)

    Esmat Bavali

    2014-06-01

    Full Text Available 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 Goleman model. Finally, Analytical Hierarchy Process (AHP and experts’ ideas in human resource accounting in superior universities of the world are used to classify the indicators; and the conceptual model of measuring human resource accounting is designed based on guidelines of management and human capital development vice-presidency and inspiring effort rate of return method.

  15. CERN choir

    CERN Multimedia

    2004-01-01

    Don't forget a special performance of Joseph Haydn's Creation, an oratorio in three parts, given by the CERN choir and the Annecy choir Pro Musica, this Sunday at 8.30 p.m. at the Grand Casino. Tickets (38 CHF) are available at Fnac Rive and Balexert.

  16. Organization Context and Human Resource Management in the Small Firm

    NARCIS (Netherlands)

    J.M.P. de Kok (Jan); L.M. Uhlaner (Lorraine)

    2001-01-01

    textabstractThis paper examines the relationship between organization contextual variables and human resource management (HRM) practices in small firms. The proposed model is based on an integration of theoretical perspectives, including the resource-based approach, institutional theory, transaction

  17. 45 CFR 1304.52 - Human resources management.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Human resources management. 1304.52 Section 1304.52 Public Welfare Regulations Relating to Public Welfare (Continued) OFFICE OF HUMAN DEVELOPMENT... DELEGATE AGENCIES Program Design and Management § 1304.52 Human resources management. (a)...

  18. DESY greets CERN

    CERN Multimedia

    Helmut Dosch, Chairman of the DESY Board of Directors, continues the series of occasional exchanges between CERN and other laboratories world-wide. As part of this exchange, CERN Director-General Rolf Heuer wrote a message in DESY inForm. Helmut Dosch took over from Albrecht Wagner in March 2009. You may think that the connections between CERN and DESY are obvious – particle physics labs with record-breaking accelerators and users from all around the world trying to solve mankind’s great mysteries. We even exchanged a few Directors. But did you know that there are similarities that are much closer to home – for example that both labs have names for their staff in the host language that are untranslatable into English? You are CERNoises and CERNois, we are DESYanerinnen and DESYaner. And in the end it’s the people it all comes down to. We at DESY admire the resourcefulness, enthusiasm, dedication and perseverance with which you at CERN have designed, built, started ...

  19. The Extent to Which Human Resources Managers in the Kuwaiti Insurance Sector Perceived the Modern Roles Human Resources Management

    Directory of Open Access Journals (Sweden)

    Salah A. Alabduljader

    2012-08-01

    Full Text Available This study aimed at investigating the extent to which human resources managers in the Kuwaiti insurance sector perceives the modern roles of Human Resources Management.The study population consisted of Managers of human resources in the insurance sector of Kuwait wand a number of these companies is 33 companies, with a comprehensive survey of those companies. 23 questionnaires has been recovered to identify valid statistical analysis.The study concluded the following:1. There is a high level of awareness among the managers of human resources of the modern roles of Human Resources Management2. There is a difference in the level of awareness of human resource managers of the roles of the modern roles of Human Resources Management due to the (practical experience.3. There is no difference in the level of awareness of human resource managers of the roles of the modern roles of Human Resources Management due to the qualification.The study recommended the necessity of developing the roles management of human resources and training managers on how to use them.

  20. Developing Skills- a Priority for the Management of Human Resources

    OpenAIRE

    Radu Catalin Criveanu; Marius Mitrache; Magdalena Criveanu

    2010-01-01

    The management system based on skills allows a relevant integration to manage and support the human resource in his career. Recent studies showed us that vocational skills training has become a priority in Management of human resources.The aim of these studies ist o establish a correlation between the company’s objective and the employees’ skills.Human resources management, based on the organisation values will contribute to improving employment and rapid adaptation to market requirements.Thi...

  1. A professional culture at CERN

    CERN Multimedia

    James Purvis

    2016-01-01

    James Purvis, Human Resources Department Head, on breaching CERN’s Code of conduct.   The richness of our Organization comes from our people; with diverse cultures, backgrounds and interests, we are able to achieve the incredible – pushing the frontiers of knowledge. Regrettably, the behaviour of some members of our community occasionally undermines our collective ambitions and the opportunity we have to work at CERN. Currently, the senior management, HR, computer security, legal service and communications teams are managing the consequences of the actions of a small group of individuals, which is having significant and widespread repercussions for our Organization – from queries about our conduct, culture & security through to potentially more politically delicate questions. Despite our relaxed and informal campus atmosphere we are professional people, working in a professional environment. Maintaining CERN’s unique character requires respect for...

  2. Designing The Human Resource Scorecard as a Performance Measurement of Human Resource

    OpenAIRE

    Erlinda Muslim; Frinda Firania

    2016-01-01

    Abstract. This study discusses the importance of performance measurement in a company because it can be used to assess the success of the company. The purpose of this study is to design and measure the performance of a MIGAS company using the Human Resource Scorecard approach by establishing the priority weight of strategic objectives and Key Performance Indicators on the Strategy Map through the Analytical Network Process. Results of this study are acquiring 16 strategic objectives, and 20 l...

  3. Developing a strategic human resources plan for the Urban Angel.

    Science.gov (United States)

    Owen, Susan M

    2011-01-01

    In healthcare a significant portion of the budget is related to human resources. However, many healthcare organizations have yet to develop and implement a focused organizational strategy that ensures all human resources are managed in a way that best supports the successful achievement of corporate strategies. St. Michael's Hospital, in Toronto, Ontario, recognized the benefits of a strategic human resources management plan. During an eight-month planning process, St. Michael's Hospital undertook the planning for and development of a strategic human resources management plan. Key learnings are outlined in this paper.

  4. Fuzzy Comprehensive Evaluation of Training Effect on Human Resource Development

    Institute of Scientific and Technical Information of China (English)

    曾建权

    2003-01-01

    On the basis of the essential connotation of the training effect on human resource development and the basic principles of setting up a index system, the evaluation index system of the training effect on human resource development in enterprises has been established. It evaluates the training effect on human resource development with the method of fuzzy comprehensive evaluation and achieves better results. It also provides a scientific, practical and quantitative method for the systematic analysis and comprehensive evaluation of the training effect on human resource development.

  5. CERN Shuttle

    CERN Multimedia

    General Infrastructure Services Department

    2011-01-01

    As of Monday 21 February, a new schedule will come into effect for the Airport Shuttle (circuit No. 4) at the end of the afternoon: Last departure at 7:00 pm from Main Buildig, (Bldg. 500) to Airport (instead of 5:10 p.m.); Last departure from Airport to CERN, Main Buildig, (Bldg. 500), at 7:30 p.m. (instead of 5:40 p.m.). Group GS-IS

  6. Outcomes of Human Resource Development Interventions

    Directory of Open Access Journals (Sweden)

    Haslinda

    2009-01-01

    Full Text Available Problem statement: In Malaysia, Human Resource Development (HRD plays an important role in the economic development of the country. Despite government policies encouraging the implementation of HRD activities, as well as the substantial infrastructural and financial support provided, the benefits or outcomes of the HRD activities being implemented and provided to employees have not been examined. The aim of this study was to examine the outcomes of HRD interventions using the fundamental aspects of HRD’s definitions. Approach: This study utilised a mixed method approach, combining questionnaire surveys and interviews with HR practitioners. Results: The findings suggested that HRD programs and activities being implemented and provided to employees in manufacturing firms in Malaysia generate individual and team development as well as work process improvement, but do not support HRD strategic planning for organizational change. Conclusion/Recommendations: This study implied that HRD programs and activities implemented had not been strategically planned and aligned with organizational goals and objectives. The limitations of the study and recommendations for further research were discussed.

  7. Human resources and their possible forensic meanings.

    Science.gov (United States)

    Russo, Andrea; Urlić, Ivan; Kasum, Josip

    2015-09-01

    Forensics (forensic--before the Forum) means the application of knowledge from different scientific fields in order to define facts in judicial and/or administrative procedures. Nowadays forensics, besides this, finds its application even in different economic processes. For example, forensics enters the commercial areas of business intelligence and of different security areas. The European Commission recognized the importance of forensics, and underscored the importance of development of its scientific infrastructure in member States. We are witnessing the rise of various tragedies in economic and other kinds of processes. Undoubtedly, the world is increasingly exposed to various forms of threats whose occurrences regularly involve people. In this paper we are proposing the development of a new approach in the forensic assessment of the state of human resources. We are suggesting that in the focus should be the forensic approach in the psychological assessment of awareness of the individual and of the critical infrastructure sector operator (CISO) in determining the level of actual practical, rather than formal knowledge of an individual in a particular field of expertise, or in a specific scientific field, and possible forensic meanings.

  8. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

    Larumbe Andueza, Ma Carmen; De Mendoza Cánton, Juana Hermoso

    2016-05-01

    We are living in a time with a lot of changes in which health organizations have more challenges to face. One of them is to recognize, strengthen, develop and retain the talent they have. Competency-based human resources management is emerging as a tool that contributes to achieve that aim. Competencies from the generic or characteristic perspective: personality traits, values and motivations, which are deeply rooted in the person. Through elaborating a competencies map for the organization, and identifying the job competencies profile, above all in key jobs, the employees know what it is going to expect from them. After, detect and cover the learning needs, it is possible to achieve better adjust between worker-job. The nursing unit manager is a key job because it is a link between management team and nursing team. The way that it is performed, it will have impact on the quality of care and its team motivation. So, the most adequate person who covers this job would have a part of knowledge, skills, attitudes and compatible interests with her job. Competency-based management helps identify both the potential and learning needs to performing this job.

  9. International human resource management and organizational learning

    Directory of Open Access Journals (Sweden)

    Bogićević-Milikić Biljana

    2005-01-01

    Full Text Available Global companies are pressed by the need to simultaneously manage globally since they consider the whole world as their own market, and locally, because the global market consists of various different and weakly connected market segments. The need to be global and local at the same time presents, perhaps the most important challenge for management of global companies in 21st century. Searching this balance presents also an important challenge for human resource management (HRM, regarding the ways of accomplishing it. HRM is expected to contribute to achievement of global competitive advantage worldwide efficiency, local responsiveness, as well as transfer of learning within global organizations. The transfer of learning gains on its importance as many authors see it as the main motive of establishing global companies. However, regardless of recognized significance of organizational learning for global companies, international HRM literature simply lacks studies related to transfer of learning, recommendations about how to develop this organizational ability, how to improve it and measure, and how to provide permanency of the learning process. Therefore, the aim of this paper is through reviewing the relevant literature, to shed light on different aspects of the responsiveness-integration paradigm and its implications on the transfer of learning in global companies.

  10. The impact of human resource practices on psychological empowerment

    OpenAIRE

    Fatemeh Moradi; Naser Sanai Dashti

    2016-01-01

    Today, human capital is considered a key factor of achieving the competitive advantage in different industries. The present study, as an applied and descriptive research, aims at providing formulation and evaluation of human resource development of an Iranian Petrochemical Company (APC). The human resource experts and managers of APC together with university professors of human capital and familiar with local conditions of Khuzestan province, Iran, made up the statistical population of this r...

  11. Increasing Organizational Effectiveness through Better Human Resource Planning and Development

    Science.gov (United States)

    Schein, Edgar H.

    1977-01-01

    Discusses the increasing importance of human resource planning and development for organizational effectiveness, and examines how the major components of a human resource planning and development system should be coordinated for maximum effectiveness. Available from Alfred P. Sloan School of Management, Massachusetts Institute of Technology,…

  12. Human Resource Planning: Challenges for Industrial/Organizational Psychologists.

    Science.gov (United States)

    Jackson, Susan E.; Schuler, Randall S.

    1990-01-01

    Describes activities that industrial/organizational psychologists engage in as they seek to improve the competitiveness of organizations through effective human resource planning. Presents a model for describing human resource short-term, intermediate-term, and long-term planning. (JS)

  13. Outsourcing HR Services: The Role of Human Resource Intermediaries

    Science.gov (United States)

    Kock, Henrik; Wallo, Andreas; Nilsson, Barbro; Hoglund, Cecilia

    2012-01-01

    Purpose: In this article, the area of interest is an emerging type of organisation called human resource intermediaries (HRIs), which focus on delivering human resource (HR) services to public sector organisations and private companies. The purpose of this article is, thus, to explore HRIs as deliverers of HR services. More specifically, the…

  14. Adult Education & Human Resource Development: Overlapping and Disparate Fields

    Science.gov (United States)

    Watkins, Karen E.; Marsick, Victoria J.

    2014-01-01

    Adult education and human resource development as fields of practice and study share some roots in common but have grown in different directions in their histories. Adult education's roots focused initially on citizenship for a democratic society, whereas human resource development's roots are in performance at work. While they have…

  15. Human Resource Practices and Firm Performance in Chinese Enterprises

    Institute of Scientific and Technical Information of China (English)

    2002-01-01

    This study uses data from 201 Chinese firms to test two competing theories concerning human resource practices and firm performance. "Best practice theory" is supported for many of the human resource practices examined in the study. Contingency theory is generally not supported for three contingencies: business strategy, ownership and industry.

  16. Mind Mapping on Development of Human Resource of Education

    Science.gov (United States)

    Fauzi, Anis

    2016-01-01

    Human resources in the field of education consists of students, teachers, administrative staff, university students, lecturers, structural employees, educational bureaucrats, stakeholders, parents, the society around the school, and the society around the campus. The existence of human resources need to be cultivated and developed towards the…

  17. Human Resources Administration in Education: A Management Approach. Sixth Edition.

    Science.gov (United States)

    Rebore, Ronald W.

    This book reflects the changing aspects of school human-resources management. Current concerns include the impact of new laws related to disabilities, civil rights, family and medical leave, and the testing of school bus drivers for alcohol and controlled substances. Also examined are human resources' responsibilities to military reservists and…

  18. The Need for an Operational Thrust to Human Resources Developet.

    Science.gov (United States)

    Jain, S. K.

    1986-01-01

    Discusses some of the issues involved in professionalizing human resources planning and implementation at the national level. Issues include (1) incorporating human resources into national development, (2) demand considerations, (3) using the skill supply system, (4) obstacles to effectiveness, and (5) enhancing roles of social partners. (CH)

  19. HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

    Directory of Open Access Journals (Sweden)

    Todericiu Ramona

    2013-07-01

    The purpose of this article is to present the current research state in the field of strategic human resource management. In order to achieve this, the factors that underline the importance of human resource management are assessed. The study has been accomplished using the methodology of bibliographic study and qualitative research.

  20. Workplace Issues in Human Resources. Symposium 40. [AHRD Conference, 2001].

    Science.gov (United States)

    2001

    This symposium on workplace issues in human resources consists of two presentations. "The Effect of Organizational Structure on Single-Source and Multiple-Source Performance Appraisal Processes: Implications for Human Resource Development (HRD)" (Karen K. Yarrish, Judith A. Kolb) investigates ratee acceptance of single- and multi-source…

  1. Are we running out of oil? : ConCERNed for Humanity

    CERN Document Server

    CERN. Geneva; Jørgensen, C

    2005-01-01

    Are we running out of oil? Speaker: Jean Laherrere. Jean Laherrere is a geophysicist and a former deputy exploration manager of TOTAL. Together with Colin Campbell, he warned humanity in the now famous Scientific American article "The end of cheap oil" (1998). Only seven years later the exploding oil price seems to indicate that the moment of truth is close. The speaker will discuss the scientific basis of peak oil and its probable consequences for humanity. See also: www.hubbertpeak.com/laherrere

  2. Personnel and human resource management in the occupational therapy curriculum.

    Science.gov (United States)

    Fazio, L S

    1988-01-01

    Personnel and human resource management has emerged as a dynamic, vital, and important component of the management of any organization. Persons involved in management at all levels are responsible for organizing, directing, motivating, coordinating, and controlling the people under them in the organizational hierarchy. Health care professionals are almost always in a position requiring them to supervise some aspect of human resources. Graduates of the health professions often find themselves unprepared to meet the rigors of human resource management and are not cognizant of the body of information available to assist them in becoming proficient managers. This article outlines the development of a graduate course in human resource management for occupational therapists. The course was designed to recognize the unique background, experience and needs the health care professional brings to management while offering the student a strong base of information appropriate to the discipline of human resource management.

  3. CERN Services Availability during the CERN Annual Closure 2011

    CERN Multimedia

    IT & GS Departments

    2011-01-01

    General Services: Most of the services provided by the GS Department that do not depend on continuous human presence will remain available during the CERN annual closure. Support levels are reduced during this period, in general the target reaction time for problems will be ½ day. Apart from the heating system, no interruptions are scheduled. In case of failure, the reaction time for restoration of services depends on the arrangements that have been made on a service by service level. Incidents will be documented at http://gssb.web.cern.ch/ For more detailed information please consult the service-portal (http://cern.ch/service-portal). Computing Services Most of the services provided by the IT Department - including WLCG production services - will remain available during the CERN annual closure. No interruptions are scheduled but in case of failure, the restoration of services cannot be guaranteed. Problems will be dealt with on a best effort basis only. However, please note: Experts shoul...

  4. CERN moves to http://home.cern

    CERN Multimedia

    2015-01-01

    A new top-level domain for CERN will be inaugurated next week, with the migration of the core website to http://home.cern.   The new home.cern webpage. The .cern top-level domain is intended for the exclusive use of CERN and its affiliates, and will soon be open for applications from within the community. Clear governance mechanisms for registration and management of .cern domains have been put in place. Applications for domains may be submitted by current members of the CERN personnel, and must be sponsored by a CERN entity such as a department, experiment, project or CERN-recognised experiment. For more information please refer to the registration policy. The acquisition of the .cern top-level domain was negotiated via ICANN’s new gTLD programme by a board comprising members of the CERN Legal Service, Communications group and IT department. .cern is one of over 1,300 new top-level domains that will launch over the coming months and years. The .cern domain nam...

  5. Human resources challenges for wind energy

    Energy Technology Data Exchange (ETDEWEB)

    Cottingham, C. [Electricity Sector Council, Ottawa, ON (Canada)

    2006-07-01

    The potential role of the Electricity Sector Council in wind power workforce development was reviewed. Canada is a major exporter of electricity, and production of electricity in the country has grown by 10 per cent in the last 10 years. The electric industry has become increasingly interested in the development of renewable and sustainable energy sources in order to reduce the environmental impacts of electricity production and use, as well to address potential supply shortages. However, total labour force growth in Canada is expected to drop to 0.5 per cent by 2010, and is expected to keep falling. Engineering and science enrolments in post-secondary institutions are declining. Many immigrants to Canada choose to settle in metropolitan areas, and only 4 in 10 immigrants are able to achieve validation of their credentials in the Canadian education system. One-third of Canadian employees are expected to retire in the next 8 years. The wind energy sector is the fastest growing energy source sector in Canada, and there are limited training facilities available. Competency profiles for roles in the industry are not clearly defined. Many provinces have very little development to support or sustain educational services for wind power training. This presentation suggested that the wind energy sector should prepare for the anticipated workforce shortage by planning training programs and building partnerships in workforce development. Investments in wind power research and development should have contract provisions regarding labour and skills development. Retiring electricity workers may provide a source of labour support. Sector councils provide a neutral forum for employers, educators, and employees, with a focus on human resource development for specific industry sectors. The councils represent an estimated 45 to 50 per cent of the labour market, and have significant federal funding. The Electricity Sector Council offers advanced career and workforce training; youth

  6. 10,000th teacher visits CERN

    CERN Multimedia

    Kathryn Coldham

    2016-01-01

    This year, the 10,000th teacher will visit CERN since its first teacher programme in 1998.   HST 2016 teachers with CERN Director-General Fabiola Gianotti in the CERN Council Chamber. (Image: Maximilien Brice/CERN) This summer, CERN welcomed the 10,000th teacher to participate in one of its teacher programmes! This milestone was achieved in this year’s International High School Teacher (HST) programme, a three-week residential programme that saw 48 enthusiastic teachers flock from all over the world to help inspire young minds. Taking place every July since 1998, the HST programme aims to increase teachers’ knowledge on the cutting-edge particle physics research currently being carried out at CERN. It also opens up a whole new world of educational resources available for use by the teachers to inspire their students’ curious young minds. More information is available here.

  7. CERN@school shoots for the stars

    CERN Multimedia

    Katarina Anthony

    2011-01-01

    CERN technology will be taking a stellar journey as the Langton Ultimate Cosmic ray Intensity Detector (LUCID) is launched into space in 2012. LUCID has been designed by students from the CERN@school programme using Timepix chips from the Medipix Collaboration at CERN.   CERN@school students present LUCID.  In today’s educational environment, a pioneering school physics programme that involves students in authentic research seems unlikely. But in the UK, the CERN@school programme is providing the resources for school students to do just that. “We develop projects which allow students to work alongside scientists and engineers before they go to university,” says Becky Parker, head of the Langton Star Centre and founder of the CERN@school programme. “Thanks to these programmes, students can make a genuine contribution to global scientific research. LUCID is the culmination of three years of efforts by the students.” Surrey Satellite Tech...

  8. OVERVIEW ABOUT THE MANAGEMENT OF THE HUMAN RESOURCE IN PROJECTS

    Directory of Open Access Journals (Sweden)

    Catalin Drob

    2015-07-01

    Full Text Available The purpose of this study is to emphasize the main aspects regarding the management of the human resource in projects. This study tries to present in the comparative manner, different approaches of several guidelines, international standards and methodologies regarding the management of the human resource in projects (the PMBOK ® Guide elaborated by the Project Management Institute and the PRINCE method elaborated by the British Office of Government Commerce. The PMBOK® Guide describes four elements (processes of human resource management: human resource planning, acquire project team, develop project team and manage project team. The PMBOK approach regarding human resource management is focused on utilizing the people involved in the project in the best way. According the PRINCE method the management of the human resource is focused on the roles and responsibilities of the human resource within the project. In this standard, the responsibilities are viewed like a roles. Everybody involved in the project can have one or more roles and a role can be fulfilled by several persons.

  9. The Impact of Strategic Human Resource Management on Organizational Performance

    Directory of Open Access Journals (Sweden)

    Luftim CANIA

    2014-12-01

    Full Text Available Organizational performance is getting more and more important, especially in a market with greater competition and dynamic. Organizational performance is measured through different indicators. It guarantees the continuity of the organization to be competitive in a global marketplace. Normally, the implementation of performance indicators achieved through human resources. Human resources are the key for keeping the organization in the market so competitive. These human resources need to be managed effectively to achieve the required performance of the organization. It is necessary to manage strategically the human resources and to adapt at its strategy with organizational strategy. The aim of this study is focused on the impact of the strategic management of human resource in achieving organizational performance. This study was conducted based on primary and secondary sources. How much organizations appear competitive in the market through achieving the performance indicators? How important is the management of human resources in achieving organizational performance? So, through the skills, behaviors and attitudes would be expected by human resources to achieve the required performance in the organization.

  10. Web Resources for Teaching about Human Rights

    Science.gov (United States)

    Merryfield, Merry M.; Badang, Germain; Bragg, Christina; Kvasov, Aleksandr; Taylor, Nathan; Waliaula, Anne; Yamaguchi, Misato

    2012-01-01

    The study of human rights is inseparable from social studies. Beyond the basic political, economic, and social freedoms and rights spelled out in The Universal Declaration of Human Rights, hundreds of specialized topics have developed that demonstrate the complex nature of human rights in the twenty-first-century world--environmental exploitation…

  11. Competition over personal resources favors contribution to shared resources in human groups.

    Directory of Open Access Journals (Sweden)

    Jessica L Barker

    Full Text Available Members of social groups face a trade-off between investing selfish effort for themselves and investing cooperative effort to produce a shared group resource. Many group resources are shared equitably: they may be intrinsically non-excludable public goods, such as vigilance against predators, or so large that there is little cost to sharing, such as cooperatively hunted big game. However, group members' personal resources, such as food hunted individually, may be monopolizable. In such cases, an individual may benefit by investing effort in taking others' personal resources, and in defending one's own resources against others. We use a game theoretic "tug-of-war" model to predict that when such competition over personal resources is possible, players will contribute more towards a group resource, and also obtain higher payoffs from doing so. We test and find support for these predictions in two laboratory economic games with humans, comparing people's investment decisions in games with and without the options to compete over personal resources or invest in a group resource. Our results help explain why people cooperatively contribute to group resources, suggest how a tragedy of the commons may be avoided, and highlight unifying features in the evolution of cooperation and competition in human and non-human societies.

  12. Le CERN prépare son avenir

    CERN Multimedia

    CERN Press Office. Geneva

    1993-01-01

    Hubert Curien elected President of CERN Council. The CERN Council, where the representatives of the 17 Member States of the Organization decide on CERN's scientific programmes and financial resources, held its 97th Session on June 25 under the chairmanship of Sir William Mitchell (United Kingdom).

  13. From the CERN web: New Year ceremony, new LHC Programme Coordinator, scientific prize and more

    CERN Multimedia

    2016-01-01

    This section highlights articles, blog posts and press releases published in the CERN web environment over the past weeks. This way, you won’t miss a thing...     CERN DG meets locals and internationals in New Year ceremony 15 January – by James Gillies  In one of her first official duties as CERN Director General, Fabiola Gianotti met representatives of CERN’s local communities and international Geneva in Microcosm on Thursday evening to wish them a Happy New Year 2016, and to express thanks for their support. Photo (left to right): Charlotte Lindberg Warakaulle, Director for International Relations, Martin Steinacher, Director for Finance and Human Resources, Fabiola Gianotti, CERN Director-General, Eckhard Elsen, Director for Research and Computing and Frédérick Bordry, Director for Accelerators and Technology. Continue to read…    Jamie Bo...

  14. The keys to CERN conference rooms - Managing local collaboration facilities in large organisations

    CERN Multimedia

    Baron, T; Duran, G; Correia Fernandes, J; Ferreira, P; Gonzalez Lopez, J B; Jouberjean, F; Lavrut, L; Tarocco, N

    2013-01-01

    For a long time HEP has been ahead of the curve in its usage of remote collaboration tools, like videoconference and webcast, while the local CERN collaboration facilities were somewhat behind the expected quality standards for various reasons. This time is now over with the creation by the CERN IT department in 2012 of an integrated conference room service which provides guidance and installation services for new rooms (either equipped for video-conference or not), as well as maintenance and local support. Managing now nearly half of the 250 meeting rooms available on the CERN sites, this service has been built to cope with the management of all CERN rooms with limited human resources. This has been made possible by the intensive use of professional software to manage and monitor all the room equipment, maintenance and activity. This paper will focus on presenting these packages, either off-the-shelf commercial products (asset and maintenance management tool, remote audiovisual equipment monitoring systems, ...

  15. The impact of human resource practices on psychological empowerment

    Directory of Open Access Journals (Sweden)

    Fatemeh Moradi

    2016-07-01

    Full Text Available Today, human capital is considered a key factor of achieving the competitive advantage in different industries. The present study, as an applied and descriptive research, aims at providing formulation and evaluation of human resource development of an Iranian Petrochemical Company (APC. The human resource experts and managers of APC together with university professors of human capital and familiar with local conditions of Khuzestan province, Iran, made up the statistical population of this research. In this connection, first the internal factors (including advantages and disadvantages were identified using human resource excellence indicators. Then, the opportunities and threats of human resource system were found via PESTEL approach. In the next step, the primary strategies were formulated using the strength, weakness, opportunities and threats (SWOT Matrix. The next phases of the study were included evaluation and ranking of human resource development strategies based on analytical network process (ANP multi-criteria decision making method and grey systems theory. According to results of the research, defensive strategies (WT are suggested as the best and most appropriate strategies in human resource area. In other words, the internal and external factors of APC are problematic. Accordingly, APC is expected to adopt WT strategy, minimize the weaknesses, and avoid threats. Subsequent to the above policy, the strategies of WO, ST, and SO are advised to employ.

  16. The Role of Human Resource Management in Employee Motivation

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

    Full Text Available The main objectives of this study are to present the condition of Human resources management in Bosnian and Herzegovinian companies. Therefore, the developed survey questionnaire is conducted through the employees of Bosnian companies. Data was obtained from surveyed 193 employees, and descriptively analyzed using SPSS software. The results identified low level of human resources management in Bosnia and Herzegovina. It can be suggested that Bosnian companies should develop their human resources strategies and functions and enhance the motivation of their employees in order to get more benefit.

  17. The Importance of Human Resources in European Quality Management

    Directory of Open Access Journals (Sweden)

    Cristian-Ştefan Craciun

    2013-01-01

    Full Text Available On European level, the involved human resources have an important role in ensuring a high competitiveness of some organizations. The quality management is a field with a spectacular rising, due to the beneficial effect on the organizations. Therefore, being familiar with the typology and the specialists’ role in this field is very relevant for the research of the human resources importance on improving the organizations activities. The human resources involved in this process are mainly the consultants in quality management, whose skills and abilities objectively determine the performance growth of organizations having called for their support.

  18. 42 CFR 486.326 - Condition: Human resources.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 5 2010-10-01 2010-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human...

  19. Library and Information Resources and Users of Digital Resources in the Humanities

    Science.gov (United States)

    Warwick, Claire; Terras, Melissa; Galina, Isabel; Huntington, Paul; Pappa, Nikoleta

    2008-01-01

    Purpose: The purpose of this article is to discuss the results of the Log Analysis of Internet Resources in the Arts and Humanities (LAIRAH) study. It aims to concentrate upon the use and importance of information resources, physical research centres and digital finding aids in scholarly research. Design/methodology/approach: Results are presented…

  20. Competition over personal resources favors contribution to shared resources in human groups

    DEFF Research Database (Denmark)

    Barker, Jessie; Barclay, Pat; Reeve, H. Kern

    2013-01-01

    laboratory economic games with humans, comparing people's investment decisions in games with and without the options to compete over personal resources or invest in a group resource. Our results help explain why people cooperatively contribute to group resources, suggest how a tragedy of the commons may......Members of social groups face a trade-off between investing selfish effort for themselves and investing cooperative effort to produce a shared group resource. Many group resources are shared equitably: they may be intrinsically non-excludable public goods, such as vigilance against predators, or so...... large that there is little cost to sharing, such as cooperatively hunted big game. However, group members' personal resources, such as food hunted individually, may be monopolizable. In such cases, an individual may benefit by investing effort in taking others' personal resources, and in defending one...

  1. Managing Economic Transition. Dimensions of Human Resource Development in Hungary.

    Science.gov (United States)

    Benedek, Andras; Klekner, Peter

    1997-01-01

    Outlines the state of economic transition in Hungary, the status of human resource development, economic and legal reforms, and the social partnership (education, business, government) in vocational training. (SK)

  2. Enterprise Human Resources Information Mining Based on Improved Apriori Algorithm

    Directory of Open Access Journals (Sweden)

    Lei He

    2013-05-01

    Full Text Available With the unceasing development of information and technology in today’s modern society, enterprises’ demand of human resources information mining is getting bigger and bigger. Based on the enterprise human resources information mining situation, this paper puts forward a kind of improved Apriori algorithm based model on the enterprise human resources information mining, this model introduced data mining technology and traditional Apriori algorithm, and improved on its basis, divided the association rules mining task of the original algorithm into two subtasks of producing frequent item sets and producing rule, using SQL technology to directly generating frequent item sets, and using the method of establishing chart to extract the information which are interested to customers. The experimental results show that the improved Apriori algorithm based model on the enterprise human resources information mining is better in efficiency than the original algorithm, and the practical application test results show that the improved algorithm is practical and effective.

  3. Positioning the human resource business using service level agreements.

    Science.gov (United States)

    Tonks, P; Flanagan, H

    1994-01-01

    Explores the introduction and development of Service Level Agreements (SLAs) in relation to Human Resource Departments. Considers approaches to SLAs and highlights four dimensions necessary for the completion of an SLA. Stresses that Human Resource Specialists should have a thorough understanding of how directorates and other departments relate to one another to provide added value in terms of contribution to the organizational outcomes. Suggests the idea of adding value is an integral part of the SLA process which ensures that it operates as a means to an end and does not become an end in itself. Examines the degree of devolved freedom given to a department to seek work or sell its products outside its Trust/Unit. Scrutinizes the format of SLAs and concludes that the benefits of SLAs for users of Human Resource Departments and the benefits to the Human Resource Departments are similar.

  4. Global-minded Human Resources and Expectations for Universities

    Science.gov (United States)

    Inoue, Hiroshi

    Under the globalized economy, Japanese corporations compete with rivals of the western countries and emerging economies. And domestically, they face with deflation, falling birth-rate, an aging society, and shrinking market. So they need to foster and retain global-minded human resources who can play an active role in global business, and who can drive innovation. What Japanese corporations expect for global-minded human resources are ability to meet challenges, ability to think independently free from conventional wisdom, communication skills in foreign languages, interests in foreign cultures and different values, and so on. In order to foster global-minded human resources, Keidanren work with the 13 universities selected under the Japanese Government‧s “Global 30” projects to undertake “Global-minded Human Resources Development Projects” .

  5. Modelling the Role of Human Resource Management in Continuous Improvement

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Hyland, Paul; Kofoed, Lise B.

    2006-01-01

    Although it is widely acknowledged that both Human Resource Management (HRM) and Continuous Improvement have the potential to positively influencing organizational performance, very little attention has been given to how certain HRM practices may support CI, and consequently, a company...

  6. Emotional Intelligence Research within Human Resource Development Scholarship

    Science.gov (United States)

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

    Purpose: The purpose of this study is to review and synthesize pertinent emotional intelligence (EI) research within the human resource development (HRD) scholarship. Design/methodology/approach: An integrative review of literature was conducted and multiple electronic databases were searched to find the relevant resources. Using the content…

  7. Assessment of Professional Competences. Constructive Dimension of Human Resources Management

    OpenAIRE

    Simona PONEA; Antonio SANDU

    2010-01-01

    The present article proposes a model of how to develop a plan for evaluate professional skills, applicable to people who want to certify skills acquired in non-formal ways and also in human resource departments, that want to evaluate professional skills of its own members, with the purpose to achieve a more efficient use of human resources, and also to derulate organizational development programs that includes professional training.

  8. European developments in public sector human resource management

    OpenAIRE

    Hegewisch, A.; Larsen, Henrik Holt

    1994-01-01

    This paper discusses national differences in HRM within the public sector in nine European countties. Drawing on data from the PW Cranfeld Survey of International Human Resource Management we examine the decentralisation of HR policy decisions and trends in the devolvement to line management of responsibility for human resource management. In particular we looked at trends in the compensation area, ie pay determination and merit/ performance related pay and its impact on perfor...

  9. Human resource flexibility and job satisfaction: empirical study

    OpenAIRE

    2015-01-01

    Treball final de Grau en Administració d’Empreses. Codi: AE1049. Curs acadèmic 2014-2015 Flexibility is every day more important for organizations due to the environmental changes. One way for organization to get that flexibility is through human resources flexibility, so this is becoming essential for organizations. The main aim of this study is to examine the effects of flexible human resources practices, specifically quantitative flexibility, on job satisfaction. We will do ...

  10. A Keyword Analysis for Human Resource Management Factors

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

    Full Text Available With the constant increasing in technology and education, with development of multinational corporations and frequent changes in economic status and structures, Human Resources become the most crucial, the most reliable and necessary department. Moreover, in many companies, Human Resource Department is the most important department. The main purpose of this research is to mark off top rated factors related with Human Resource Management by analyzing all the abstracts of the published papers of a Human Resource Management journal for the period between the first issue of 2005 and the first issue of 2013. We identified the most frequent categories of the articles during this analyzed period. The literature is reviewed according to the identified factors related to Human Resource Management. If the keywords about Human Resources (35,7 % is not considered, it is observed that the researches, for the selected period, have organizational approach (39,2 % (Management, organizational strategy, organizational performance, organizational culture, contextual issues, technical issues and location and from the individual approach (24,4 % (Individual performance, training and education, employee rights, and behavioral issues. Furthermore, it is also observed that the researchers (a mainly give importance to the practice more than the theory and (b consider the organization more than the individual.

  11. Denis Guedj at CERN

    CERN Multimedia

    2009-01-01

    Denis Guedj (right), pictured with Etiennette Auffray Hillemanns of the CMS collaboration and Hartmut Hillemanns of the DG-KTT group.French author Denis Guedj, who is also a mathematician and Professor of History of Science at Paris VIII University, visited CERN on 7 and 8 October. During a presentation in the CERN Library he discussed his 15 published books and likened the process of novel writing to working on a scientific experiment: it begins with a limited amount of data, and then questions arise, problems are solved and further research reveals truths. Denis Guedj works hard to ensure that his novels contain ‘true fiction’. His most recent visit to CERN will help him to write a new book set at the LHC in which he will combine his scientific interest in what happens when a proton and proton collide with a human story about what happens to a male and female physicist who meet in the LHC tunnel. "Visiting the CMS cavern was...

  12. CHANGE@CERN:Task Force 4: Matching personnel to activities

    CERN Multimedia

    2002-01-01

    Our series on the work of the Task Forces moves on to Human Ressources at CERN. Staff mobility and topics related to contract policy were the main personnel issues to be considered by Task Force 4, led by John Ferguson, head of AS Division. The aim, as with the other Task Forces, was to find ways to focus resources on the LHC, and once again the recommendations recognise the opportunity to make constructive changes, in this case in Human Resources policy at CERN. Movement of staff between divisions at CERN has generally not been easy, with 'staff complements' (total numbers) set for each sector (research, accelerator, technical and administration). However, the restructuring of the accelerator sector (proposed by Task Force 5 and already agreed in principle) should allow some staff to move to LHC activities. More generally, Task Force 4 recommends that the Laboratory carries out a review of all activities, at a relatively detailed level, so as to identify the resources required to achieve specific goals (t...

  13. High School Teachers at CERN

    CERN Multimedia

    Anna Pantelia

    2012-01-01

    Now in its 15th consecutive year, CERN's High School Teachers (HST) Programme continues to bring secondary school physics teachers from member and non-member states to CERN to update their knowledge of particle physics and inspire the next generation of scientists. During this 3-week residential course, participants attend lectures and workshops, visit experimental facilities and create new teaching resources in a truly collaborative and international atmosphere. This video documents the experiences of some of the 42 participants of the HST 2012 Programme, which has been marked by the July 4th Seminar on Higgs.

  14. Policy and evidence in Canadian health human resources planning.

    Science.gov (United States)

    Wilson, C Ruth

    2013-01-01

    The health human resources supply in Canada swings reactively between over- and under-supply. There are numerous policy actors in this arena, each of whom could contribute to good data collection and an agreed-on process for decision-making. This could form the basis for evidence-informed policy. Absent these tools for pan-Canadian health human resources policy development, smaller health jurisdictions are experimenting with quality improvement initiatives which, when properly evaluated, can discover useful methods of aligning patient and community needs with healthcare resources.

  15. Bienvenue au CERN !

    CERN Multimedia

    CERN Press Office. Geneva

    1998-01-01

    CERN, the Laboratory which invented the World-Wide Web has re-invented its public Web site. The new face of CERN has gone live at http://www.cern.ch/ Public . CERN's new Web pages have been designed to give visitors an informative introduction to the fascinating world of particle physics. For those whose whirl around the Web only allows a short stop, there's the 'CERN in two minutes' page.

  16. Disk storage at CERN

    CERN Document Server

    Mascetti, L; Chan, B; Espinal, X; Fiorot, A; Labrador, H Gonz; Iven, J; Lamanna, M; Presti, G Lo; Mościcki, JT; Peters, AJ; Ponce, S; Rousseau, H; van der Ster, D

    2015-01-01

    CERN IT DSS operates the main storage resources for data taking and physics analysis mainly via three system: AFS, CASTOR and EOS. The total usable space available on disk for users is about 100 PB (with relative ratios 1:20:120). EOS actively uses the two CERN Tier0 centres (Meyrin and Wigner) with 50:50 ratio. IT DSS also provide sizeable on-demand resources for IT services most notably OpenStack and NFS-based clients: this is provided by a Ceph infrastructure (3 PB) and few proprietary servers (NetApp). We will describe our operational experience and recent changes to these systems with special emphasis to the present usages for LHC data taking, the convergence to commodity hardware (nodes with 200-TB each with optional SSD) shared across all services. We also describe our experience in coupling commodity and home-grown solution (e.g. CERNBox integration in EOS, Ceph disk pools for AFS, CASTOR and NFS) and finally the future evolution of these systems for WLCG and beyond.

  17. 77 FR 33774 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-06-07

    ... Agency Information Collection Activities: Comment Request; Education and Human Resources Project... of Collection: Education and Human Resources Project Monitoring Clearance. OMB Approval Number: 3145... States and internationally. The Directorate for Education and Human Resources (EHR), a unit within...

  18. Human resources - meeting the challenge. An Organization of CANDU Industries perspective

    Energy Technology Data Exchange (ETDEWEB)

    Wash, M. [OCI, Organization of CANDU Industries, Pickering, Ontario (Canada)

    2008-07-01

    This paper discusses the topic of human resources in the nuclear industry. The primary drivers for new human resources are retirement or normal turnover of existing human resources base and sustained new or increased reliance on nuclear energy.

  19. The resources of Mars for human settlement

    Science.gov (United States)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  20. Maintenance modeling and optimization integrating human and material resources

    Energy Technology Data Exchange (ETDEWEB)

    Martorell, S., E-mail: smartore@iqn.upv.e [Dpto. Ingenieria Quimica y Nuclear, Universidad Politecnica Valencia (Spain); Villamizar, M.; Carlos, S. [Dpto. Ingenieria Quimica y Nuclear, Universidad Politecnica Valencia (Spain); Sanchez, A. [Dpto. Estadistica e Investigacion Operativa Aplicadas y Calidad, Universidad Politecnica Valencia (Spain)

    2010-12-15

    Maintenance planning is a subject of concern to many industrial sectors as plant safety and business depend on it. Traditionally, the maintenance planning is formulated in terms of a multi-objective optimization (MOP) problem where reliability, availability, maintainability and cost (RAM+C) act as decision criteria and maintenance strategies (i.e. maintenance tasks intervals) act as the only decision variables. However the appropriate development of each maintenance strategy depends not only on the maintenance intervals but also on the resources (human and material) available to implement such strategies. Thus, the effect of the necessary resources on RAM+C needs to be modeled and accounted for in formulating the MOP affecting the set of objectives and constraints. In this paper RAM+C models to explicitly address the effect of human resources and material resources (spare parts) on RAM+C criteria are proposed. This extended model allows accounting for explicitly how the above decision criteria depends on the basic model parameters representing the type of strategies, maintenance intervals, durations, human resources and material resources. Finally, an application case is performed to optimize the maintenance plan of a motor-driven pump equipment considering as decision variables maintenance and test intervals and human and material resources.

  1. PARTICULARITIES OF HUMAN RESOURCE MANAGEMENT IN THE ROMANIAN SECONDARY EDUCATION

    Directory of Open Access Journals (Sweden)

    MONICAăLOGOF;TU

    2016-12-01

    Full Text Available Professional skills of teachers, their level of engagement in fulfilling the responsibilities of educating pupils is a crucial key in the educational process. Need to understand the particularities of management is given by increasing efficiency, effectiveness of achieving the aims of education, and not only by providing resources and effective directing the activities. In this paperwork we performed an analysis of the particularities of human resource management in secondary education and a quantitative research of human resource management aspects in secondary education at the local level in rural areas from Romania. In order to improve pupil outcomes, secondary schools need a strong and ambitious strategy for improving the educational process, in which human resource management acquire strategic dimensions.

  2. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

    . In this line of thinking, the aim is to propose a model for analysing the progress of knowledge improvements in developing countries as an outcome of the management of human, social and organisational capital. In this regard, the paper considers relevant practices and strategies in the context of developing...

  3. Human Resources Development for Change and Innovation.

    Science.gov (United States)

    Hey, McKenzie H.

    1979-01-01

    In helping staff adapt to inevitable organizational changes, whether in industry or school, personnel motivation and participation are necessary for institutional efficiency. The articles examines how organizations can meet human needs in planning for change, citing several studies on handling organizational change systems. (MF)

  4. 42 CFR 482.98 - Condition of participation: Human resources.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 5 2010-10-01 2010-10-01 false Condition of participation: Human resources. 482.98 Section 482.98 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN... Specialty Hospitals Transplant Center Process Requirements § 482.98 Condition of participation:...

  5. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.

    2013-01-01

    Over past decades, terrestrial water fluxes have been affected by humans at an unprecedented scale and the fingerprints that humans have left on Earth’s water resources are turning up in a diverse range of records. In this thesis, a state-of-the-art global hydrological model (GHM) and global water d

  6. THE ANALYSIS OF HUMAN RESOURCES MANAGEMENT (HRM IN MARITIME AFFAIRS

    Directory of Open Access Journals (Sweden)

    Goran Vučur

    2016-12-01

    Full Text Available Specifics of human resources management in maritime affairs is reflected in the fact that part of the staff of enterprises is displaced on ships which represent a specific and isolated environment. Specifics of human resources management on ships are focused to decision-making in crisis situations, the deployment of personnel and work load, and giving orders to perform certain tasks. In this context it is necessary to examine the management of human resources which should include managing, motivation, rewarding, communication, education, advancement, decision-making and employee satisfaction in the specific environment. The aim of the research is to analyze the above stated parameters and connect them with the characteristics of companies in the sector of maritime logistics. The purpose of this paper is to provide an insight into the human resources management in companies involved in logistics in maritime transport i.e. delivery and transport of goods. Taking into account their differences, it can be concluded that companies in the maritime industry have different human resource management systems, which affects the company's business. The research methodology is based on the collection of data through questionnaires and databases created from them. The study included a total of 31 companies. According to the collected data, statistical analysis will be conducted which will be based on correlation and descriptive statistics. The analysis of the theoretical basis has not confirmed the existence of similar studies that take into account the observation of human resources management on ships. Therefore, it can be concluded that the research will be of interest for the field of business logistics as well as the whole scientific and professional community. Recommendations related to the current and future human resource management in maritime companies will be given in the conclusion.

  7. Practical guide to electronic resources in the humanities

    CERN Document Server

    Dubnjakovic, Ana

    2010-01-01

    From full-text article databases to digitized collections of primary source materials, newly emerging electronic resources have radically impacted how research in the humanities is conducted and discovered. This book, covering high-quality, up-to-date electronic resources for the humanities, is an easy-to-use annotated guide for the librarian, student, and scholar alike. It covers online databases, indexes, archives, and many other critical tools in key humanities disciplines including philosophy, religion, languages and literature, and performing and visual arts. Succinct overviews of key eme

  8. HR ANALYTICS FOR STRATEGIC HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    2014-01-01

    Understanding HR’s contributions in driving organizational performance is nowadays essential. HR professionals need to face the new realities and adopt an integrated management model in order to provide the best actions regarding the management of human capital. An organization needs and can quantify the HR’s overall strategic impact by finding the proper ways for measuring its impact on the success drivers. This paper aims to identify and describe the steps needed in order to asses HR’s stra...

  9. Michael Frayn visits CERN

    CERN Multimedia

    2007-01-01

    Award-winning playwright and novelist Michael Frayn gave a guest lecture in the main auditorium at CERN on Friday 15 March about his new book The Human Touch: Our Part in the Creation of the Universe. The lecture focused on cosmology and philosophy and the limitations that language places on our ability to understand the creation of a universe in which we seem to play such a small part. In addition to his novels and plays, which include Copenhagen, a play about the 1941 meeting between German physicist Werner Heisenberg and Danish physicist Niels Bohr, Frayn has translated several works from Russian, including plays by Chekhov and Tolstoy.

  10. Review on the Development of Human Resource Accounting in China

    Institute of Scientific and Technical Information of China (English)

    XIEZongjie

    2002-01-01

    A review through the origination,development and prospect of Human resource accounting(HPA) is presented based on the study of plentiful literatures about if.HRA is defined as an accounting procedure and method to discriminate and meaure the data of human resources,aiming to provide information which is concerned with the change of human resources for the outside people to serve human resource management,It is experiencing a nearly frozen period following its hot time in 1970s after its origination in America in 1960s.The theoretic foundation of HRA is classical plutonomy dated back to 17th century,There were two preeminent persons in the higtory of HRA,One was Theodore Schultz who established his human capital theory relating education that improves the human capital value with economy;the other was Eric G.Flamholtz who enriched the concept,research methods and application of HRA,In China,the research on HRA started i 1980s beginning with introducing overseas achievements.Multiple views coexist i the academy on whether human resources should be taken as accounting assets and on where to put the HRA information in financial statements.The application of HRA is constrained by the absence of ull-blown theories and methodological systems about it as well as difficulties in evaluating human resources and the obstacle of conventional understandings,However,with the coming of intellective economy,the globalization of competition and the entry of China into WTO.The day of HRA will surely come.

  11. Human resources management in the process of internationalization

    Directory of Open Access Journals (Sweden)

    Arnaldo Mazzei Nogueira

    2013-04-01

    Full Text Available This article aims at presenting a case study of a Brazilian company's global engineering and construction segment. The focus of the article is the international human resource management subsystems with emphasis on recruitment and selection, training and development, compensation and expatriates and repatriates. The study was divided into four stages: the first was to review the literature on the topic of international human resources and culture of countries, the second was the realization of various semi-structured interviews to collect data on the procedures, policies and practices of international human resource the company, the third was to search on websites and in internal company documents, and the last step was to analyze the content of the interviews and their correlations with the conceptual framework. There was a need for developing a joint strategic planning between the areas of international relations in the area of human resources, that takes into account the cultural aspects of each country where they operate to better preparation of leaders today. It was also noted that the company is undertaking actions to change the position of Human Resources for a more strategic.

  12. Do Human Resource Management Practices Inspire Employees’ Retention?

    Directory of Open Access Journals (Sweden)

    Tajammal Hussain

    2013-10-01

    Full Text Available This study examines the relationship between the human resource management practices implemented by the organization and employees’ motivated intention to stay and work effectively for the organization. Human resource management practices deployed in study are training and Development, development of teams, performance appraisal, internal communication system, employment security, person-organization fit, employee empowerment and reward and compensation. Four hundred questionnaires were distributed among the middle management cadre employees of textile industry, out of which, 303 questionnaires completed in all respects were received back with a response rate of 75.75%. It is explored that four human resource management practices: person-organization fit, employment security, communication and training and development are contributing strongly (adjusted R2 = 0.782 in developing the employees’ intentions to stay with organization. Further, strong positive inter-relationships were found between human resource management practices and employees’ retention. It is concluded that adoption of human resource management practices enhances employees’ retain ability of organizations.

  13. The state of human dimensions capacity for natural resource management: needs, knowledge, and resources

    Science.gov (United States)

    Sexton, Natalie R.; Leong, Kirsten M.; Milley, Brad J.; Clarke, Melinda M.; Teel, Tara L.; Chase, Mark A.; Dietsch, Alia M.

    2013-01-01

    The social sciences have become increasingly important in understanding natural resource management contexts and audiences, and are essential in design and delivery of effective and durable management strategies. Yet many agencies and organizations do not have the necessary resource management. We draw on the textbook definition of HD: how and why people value natural resources, what benefits people seek and derive from those resources, and how people affect and are affected by those resources and their management (Decker, Brown, and Seimer 2001). Clearly articulating how HD information can be used and integrated into natural resource management planning and decision-making is an important challenge faced by the HD field. To address this challenge, we formed a collaborative team to explore the issue of HD capacity-building for natural resource organizations and to advance the HD field. We define HD capacity as activities, efforts, and resources that enhance the ability of HD researchers and practitioners and natural managers and decision-makers to understand and address the social aspects of conservation. Specifically, we sought to examine current barriers to integration of HD into natural resource management, knowledge needed to improve HD capacity, and existing HD tools, resources, and training opportunities. We conducted a needs assessment of HD experts and practitioners, developed a framework for considering HD activities that can contribute both directly and indirectly throughout any phase of an adaptive management cycle, and held a workshop to review preliminary findings and gather additional input through breakout group discussions. This paper provides highlights from our collaborative initiative to help frame and inform future HD capacity-building efforts and natural resource organizations and also provides a list of existing human dimensions tools and resources.

  14. Professional development and human resources management in networks

    OpenAIRE

    Evgeniy Rudnev

    2016-01-01

    Social networks occupy more places in development of people and organizations. Confidence in institutions and social networking are different and based on referentiality in Internet. For communication in network persons choose a different strategies and behavior in LinkedIn, resources of whom may be in different degree are interesting in Human Resources Management for organizations. Members of different social groups and cultures demonstrate some differences in interaction with Russian identi...

  15. PROVIDING RELIABILITY OF HUMAN RESOURCES IN PRODUCTION MANAGEMENT PROCESS

    Directory of Open Access Journals (Sweden)

    Anna MAZUR

    2014-07-01

    Full Text Available People are the most valuable asset of an organization and the results of a company mostly depends on them. The human factor can also be a weak link in the company and cause of the high risk for many of the processes. Reliability of the human factor in the process of the manufacturing process will depend on many factors. The authors include aspects of human error, safety culture, knowledge, communication skills, teamwork and leadership role in the developed model of reliability of human resources in the management of the production process. Based on the case study and the results of research and observation of the author present risk areas defined in a specific manufacturing process and the results of evaluation of the reliability of human resources in the process.

  16. The Effect of Human Resources Development on Organizational Productivity

    Directory of Open Access Journals (Sweden)

    P.V.C. Okoye

    2013-10-01

    Full Text Available 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 affecting human resource development and organizational productivity and to ascertain the attitude of the senior management and other employees on the need for proper utilization of available human resources which have tremendous effect on the firm’s profitability. The five research questions and three hypotheses were formulated in line with the objectives of the study. To achieve the aims of the study, data were collected from both primary and secondary source. Data collected were analyzed by use of means, variance and standard deviation and the three hypothesis formulated were tested using z-test statistical tool. Based on the analysis, the study found that human resource development is very vital to any organizations ranging from small to large scare enterprise since it is well known that no business can exist entirely without human being also that one of the major functions of human resource development is the engagement of people to work in order to achieve sales growth and profitability another finding is that the method of training and development as gathered from interview contracted by the researcher are just by reason of the problems the company has due to lack of fund. Based on the findings of the study, the researcher recommends that organization should inculcate the habit of attending seminars and conference, the company should make sure that the effort of employers are appraised from time to time to find out how they contribute to the achievement

  17. Development of human resources for Indian nuclear power programme

    Indian Academy of Sciences (India)

    R B Grover; R R Puri

    2013-10-01

    The continuing research and development on nuclear technology by research establishments in the country and maturing of Indian industry have brought the nuclear energy programme in India to a stage where it is poised to take a quantum leap forward. The vision of expansion of nuclear power also requires a wellstructured specialized human resource development programme. This paper discusses the requirements of the human resource development programme for nuclear energy, the challenges in the way of its realization, its national and international status and traces the history of nuclear education in the country. It brings out the linkage of human resource development programme with the nuclear energy programme in the country. It also describes the initiatives by the university system in the area of nuclear education and support provided by the Department of Atomic Energy to the university system by way of extra-mural funding and by providing access to research facilities.

  18. HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

    Directory of Open Access Journals (Sweden)

    POPESCU Dan

    2011-12-01

    Full Text Available The present research aims to establish and configurate human resources development strategies for the employees of small and medium-sized enterprises (SMEs that activate in the tourism field of activity (hotels and other accomodation establishments, restaurants, passenger trasnport, travel agencies, cultural turism agencies. As knowledge role in the contemporany economy is increasing and defining the economical and social context as knowledge-based ones, we shall consider the research frame as the knowledge-based economy. Moreover, in order to better highlight weaknesses and strenghts of the human resources management approaches and to define recommendations, our research theme is developped as comparative study: similarities and differences within SMEs human resources management practices in Romania and other European Union's country members (the example of Spain was considered.

  19. CULTURAL DIMENSIONS IN GLOBAL HUMAN RESOURCE MANAGEMENT: IMPLICATIONS FOR NIGERIA

    Directory of Open Access Journals (Sweden)

    John N. N. Ugoani

    2016-09-01

    Full Text Available As enterprise operations continue to be globalized through overseas expansions, joint ventures, mergers and acquisitions as well as strategic relationships and partnerships transnational organizations need to give attention to issues of culture in human resource management practices as a panacea for prosperity. The global organization is competent if only it is able to bridge the gap between management and culture so that personal relationships with other peoples in the organization and society become in harmony. This is critical because cultural relativity and reality in organizations influence operations. The study was designed to explore possible relationships between cultural dimensions and global human resource management. The survey research design was employed and data generated through primary and secondary sources. The participants comprised of 385 respondents from a cross-section of the population in Nigeria. By Chi-Square test, it was found that culture has a significant positive relationship with global human resource management.

  20. Human Resource Management Practice Tourism and Hotel Industry

    Directory of Open Access Journals (Sweden)

    Al Hrou S.A.

    2014-01-01

    Full Text Available Due to the importance of human resources management (HRM in promoting competitiveness in tourism and hotel industry, this review intend to enhance the understanding of practical issues of HRM more importantly since it involve organizing the management of human resources, with respect to accomplishment of organizational objective further more it shows that the issues either related to external factors, which include technological change, legislation and regulation, and national culture, globalization, or internal factors including size, industry and sector characteristic and structure of an organization, strategy and past practice of HRM. On the issue of human resources capability training, this research review recommend provision of array of opportunity for capability building and conducive working environment to promote productivity. Also worth considering, employee, employer relationship, Other variables such as attitude and productivity of employees, relationship between employees and employers, increase and decrease in financial assets should be taken into account.

  1. Urgent need for human resources to promote global cardiovascular health.

    Science.gov (United States)

    Vedanthan, Rajesh; Fuster, Valentin

    2011-02-01

    The World Health Organization estimates the existence of a global shortage of over 4 million health-care workers. Given the growing global burden of cardiovascular disease (CVD), the shortfall in global human resources for health (HRH) is probably even greater than predicted. A critical challenge going forward is to determine how to integrate CVD-related human resource needs into the overall global HRH agenda. We describe the CVD implications of core HRH objectives, including coverage, motivation, and competence, in addition to issues such as health-care worker migration and the need for input from multiple stakeholders to successfully address the current problems. We emphasize gaps in knowledge regarding HRH for global CVD-related care and research opportunities. In light of the current global epidemiologic transition from communicable to noncommunicable diseases, now is the time for the global health community to focus on CVD-related human resource needs.

  2. Industrial services at CERN

    CERN Multimedia

    2002-01-01

    The Bulletin looks at industrial services contracts and the real impact of the cost reductions at CERN. The level of industrial services contracts varies from one phase to another. For example, during the dismantling of LEP (photo) it rose substiantially to fall again at the end of dismantling. Industrial services contracts are an important resource for CERN. The level and nature of such contracts changes according to the phase of operation of the Laboratory. A construction phase, as for the LHC, requires a higher level of industrial services contracts compared with a period of normal running. During the operation of LEP, industrial services contracts were thus maintained at a level of 120 MCHF per year. The level rose to 156 MCHF in 2001 to include contracts awarded for dismantling LEP, and fell to about 144 MCHF in 2002 when the dismantling was complete. During the whole LHC construction period, up to 2007, industrial services spending will be stable in the range 135-140 MCHF per year. For the running pe...

  3. Roadmap for human resources for expanded Indian nuclear industry

    Energy Technology Data Exchange (ETDEWEB)

    Singh, R.K. [Bhabha Atomic Research Centre, Mumbai (India); Indian Nuclear Society (India); Srinivasan, G.R.; Goyal, O.P. [Bhabha Atomic Research Centre, Mumbai (India)

    2011-07-01

    This paper deals with detailed requirement of human resources for all phases of nuclear power plant, for the manufacturing sector and the probable roadmap for achieving India's target. The accident in Fukushima has brought out that only nuclear power that avoids being a threat to the health and safety of the population and the environmental will be acceptable to the society and for this to be achieved human resources could be a single major contributor. India has ambitious plan of achieving 20,000MW by 2020 and 63,000MW by 2050. It is felt out of the three resources men, material and money; the critical shortage would be human resources both in quality and quantity. As per IAEA report (Publication of 2008 edition of energy, electricity and nuclear power estimates for the period of 2030), nuclear capacity must grow to at least 1.8 times current capacity by 2030 if global temperature rises are to be kept at 2°C. Objective of recruiting and training human resources for Indian Industry can be as follows: a) For catering domestic market. b) For catering international market later on for nuclear industries outside India. As India will be an important future international player. The above would require a multiplication of human resources by nearly seven times. In addition it has to be wholesome covering all levels and all skills and all disciplines and stages covering the whole nuclear cycle including regulators. Human resources are required for design and engineering, construction, commissioning, operation, manufacturing and for support services. The manpower for these has to be trained to achieve high quality of nuclear standards. Presently Indian Department of Atomic Energy(DAE) runs several training schools giving one year Post Graduate, tailor made courses. This needs to be multiplied by Joint efforts. Training should be on 'SAT (Systematic Approach to Training)' methodology to ensure focussed, specific, needed to culminate in safe, reliable and

  4. Hangout with CERN: Welcome to CERN (S01E01)

    CERN Multimedia

    Kahle, Kate

    2012-01-01

    In this first Hangout with CERN "Welcome to CERN" ATLAS physicist Steven Goldfarb, CERN theorist Alvaro De Rujula and Mick Storr from the CERN education group introduce CERN and answer some of the questions received via #askCERN on Twitter and Google+. Recorded live on 1st November 2012.

  5. Developing Humanities Collections in the Digital Age: Exploring Humanities Faculty Engagement with Electronic and Print Resources

    Science.gov (United States)

    Kachaluba, Sarah Buck; Brady, Jessica Evans; Critten, Jessica

    2014-01-01

    This article is based on quantitative and qualitative research examining humanities scholars' understandings of the advantages and disadvantages of print versus electronic information resources. It explores how humanities' faculty members at Florida State University (FSU) use print and electronic resources, as well as how they perceive these…

  6. Fuzzy synthetic evaluation on layoff mechanism for human resource

    Institute of Scientific and Technical Information of China (English)

    LEI Yong; PU Yong-jian

    2004-01-01

    According to the modern theory of human resource management, the condition of buyout mainly depends on two variables of an employee: his interior value of product and exterior work reward. There exist shortages in evaluating the value of the employees in an enterprise. Consequently, a lot of employees might be laid off. Hence, this paper puts forward a two-stage method for decision-making to carry out a selective plan of buyout, based on the fuzzy synthetic evaluation involing many factors impacting on human resource. Moreover, a positive analysis is also given.

  7. [Human resources and health work: challenges for a research agenda].

    Science.gov (United States)

    Assunção, Ada Avila; Belisário, Soraya Almeida; Campos, Francisco Eduardo; D'Avila, Luciana Souza

    2007-01-01

    This article discusses several key concepts for human resources policy in health in the context of Latin America's regional integration efforts. The article focuses on different concepts of integration to emphasize the analytical distinction between regional and conceptual integration. It also presents labor and human resources concepts before discussing, in the final analysis, the challenges that a common research agenda faces in the context of current health sector reforms in Latin America. The conclusion emphasizes the need to develop a technology and research system capable of supporting the agenda for exchange between MERCOSUR member countries.

  8. Managing Human Resource based Intellectual Capital in a Global setting

    DEFF Research Database (Denmark)

    Gretzinger, Susanne; Lemke, Sarah; Matiaske, Wenzel

    2014-01-01

    From a strategic management perspective human capital and the embedded knowledge can be viewed as intellectual capital and became inevitably important for companies in general as well as for multinationals. While national companies just have to (re-)combine resources within a homogeneous...... of incentives on retention management and therewith implicates that retention management is significant for the process of developing and fostering a MNCs intellectual capital. To improve their human-resource based intellectual capital MNCs have to adapt their initiatives to the cultural background...

  9. Psychometric testing and Human Resource Management

    Directory of Open Access Journals (Sweden)

    R. P. van der Merwe

    2002-09-01

    Full Text Available This is a cumulative report on the findings of various exploratory research that were done with regard to the practice of psychometric testing in the Eastern Cape. Recent and ongoing developments in the South African labour legislation, and especially the implications of the Employment Equity Act, highlight once again the importance of the validation of all instruments to be used for human assessment and selection purposes. Information was gathered to establish which psychometric tests are used, and for what purposes, in industry today. Biographical information on each organisation is supplied, including the number of employees. The role of psychometric testing in the selection procedure is discussed. The different tests used, as well as the test users, are also indicated. The findings of other, related research, as well as comments, recommendations and shortcomings, are discussed. Opsomming Hierdie is ‘n kumulatiewe verslag wat die resultate verstrek van verskeie verkennende ondersoeke wat gedoen is na die aanwending van psigometriese toetsing in die Oos-Kaap. Onlangse en voortdurende ontwikkelinge in die Suid-Afrikaanse arbeidswetgewing, en veral die implikasies van die Wet op Gelyke Indiensneming, beklemtoon weer eens die belangrikheid van die validering van enige instrumente wat gebruik word vir evaluerings- en keuringsdoeleindes van individue. Inligting is ingewin om te bepaal watter psigometriese toetse, sowel as vir watter doel, vandag in die bedryf gebruik word. Biografiese inligting oor die onderskeie organisasies, insluitende hul aantal werknemers, word verstrek. Die rol van psigometriese toetsing in die keuringsproses word bespreek. Die verskillende toetse wat deur die organisasies gebruik word, sowel as die toetsge-bruikers, word ook aangedui. Die bevindinge van ander, relevante navorsing, sowel as opmerkings, aanbevelings en tekortkominge word bespreek.

  10. The Evolution of CERN EDMS

    CERN Document Server

    Wardzinska, Aleksandra; Bray, Rachel; Delamare, Christophe; Arza, Griselda Garcia; Krastev, Tsvetelin; Pater, Krzysztof; Suwalska, Anna; Widegren, David

    2015-01-01

    Large-scale long-term projects such as the LHC require the ability to store, manage, organize and distribute large amounts of engineering information, covering a wide spectrum of fields. This information is a living material, evolving in time, following specific lifecycles. It has to reach the next generations of engineers so they understand how their predecessors designed, crafted, operated and maintained the most complex machines ever built.This is the role of CERN EDMS. The Engineering and Equipment Data Management Service has served the High Energy Physics Community for over 15 years. It is CERN's official PLM (Product Lifecycle Management), supporting engineering communities in their collaborations inside and outside the laboratory. EDMS is integrated with the CAD (Computer-aided Design) and CMMS (Computerized Maintenance Management) systems used at CERN providing tools for engineers who work in different domains and who are not PLM specialists.Over the years, human collaborations and machines grew in si...

  11. Virgin Galactic explores CERN

    CERN Multimedia

    2016-01-01

    Virgin Galactic visited CERN with a group of future astronauts and Sir Richard Branson. During their visit the group was shown around various experiments, including the Globe, SM18, AMS and the CERN Control Centre.

  12. CERN Shop Christmas Sale

    CERN Multimedia

    Visits & Exhibition Service/ETT-VE

    2001-01-01

    11-13.12.2001 Looking for Christmas present ideas? Come to the Reception Shop Special Stand in Meyrin, Main Building, ground floor, from Tuesday 11 to Thursday 13 December from 10.30 to 16.00. CERN Calendar 10.- CERN Sweat-shirts(M, L, XL) 30.- CERN T-shirt (M, L, XL) 20.- New CERN silk tie (2 colours) 35.- Fancy silk tie (blue, bordeau) 25.- Silk scarf (light blue, red, yellow) 35.- Swiss army knife with CERN logo 25.- CERN watch 25.- CERN baseball cap 15.- CERN briefcase 15.- Book 'Antimatter' (English) 35.- Book 'How the web was born' (English) 25.- The Search for Infinity (French, Italian, English, German) 40.-   If you miss this special occasion, the articles are also available at the Reception Shop in Building 33 from Monday to Saturday between 08.30 and 17.30 hrs.

  13. Doing business with CERN

    CERN Multimedia

    2015-01-01

    The Procurement Service, in collaboration with the Communications group’s Design team, has recently launched a new information campaign targeted at companies wishing to supply their products and services to CERN. This campaign comprises:   A brochure, available in hard and soft copy:  http://procurement.web.cern.ch/brochures/doing-business-with-cern.   A 6-minute video overview: https://procurement-dev.web.cern.ch/doing-business-with-cern. This campaign is intended for Member State firms with whom CERN is yet to do business. The key objectives are: To emphasise that CERN can be considered a major customer across a wide range of activities;   To present CERN’s procurement procedures in a dynamic and digestible way;   To highlight the information available on CERN’s procurement website: http://procurement.web.cern.ch. Furthermore, a new section called “Having a contract with CERN” is also now ava...

  14. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

    Uhlén, Mathias; Hallström, Björn M.; Lindskog, Cecilia

    2016-01-01

    a framework for defining the molecular constituents of the human body as well as for generating comprehensive lists of proteins expressed across tissues or in a tissue-restricted manner. Here, we review publicly available human transcriptome resources and discuss body-wide data from independent genome......Quantifying the differential expression of genes in various human organs, tissues, and cell types is vital to understand human physiology and disease. Recently, several large-scale transcriptomics studies have analyzed the expression of protein-coding genes across tissues. These datasets provide...

  15. France at CERN

    CERN Multimedia

    CERN Bulletin

    2010-01-01

    Rolf Heuer, CERN Director General, visits the exhibition "La France au CERN". The exhibition France at CERN, organized by UBIFRANCE in collaboration with CERN's GS/SEM (Site Engineering and Management) service, took place from Monday 7 to Wednesday 9 June in the Main Building. The 36 French firms taking part came to present their products and technologies related to the Organization's activities. The next exhibition will be "Netherlands at CERN" in November.

  16. Greece at CERN

    CERN Multimedia

    CERN Press Office. Geneva

    1997-01-01

    Greece, one of CERN*'s founding Member States, inaugurated its first Industrial Exhibition at the Meyrin site on Tuesday, 14 October. After a meeting with CERN's Director General, Professor Christopher Llewellyn Smith, Professor Emmanuel Frangoulis, the General Secretary of the Greek Ministry of Industry, accompanied by Prof Emmanuel Floratos, Greek delegate to CERN council visited the DELPHI experiment on the LEP collider, guided by Andromachi Tsirou, a Greek physicist.

  17. La Pologne au CERN

    CERN Document Server

    CERN Press Office. Geneva

    1995-01-01

    On 28 November 1995 the first Polish industrial and technological exhibition opened at CERN. In his inaugural speech Prof Aleksander Luczak, the Polish Deputy Prime Minister, announced : "The first Polish exhibition which I am opening today indicates a new stage of our presence at CERN. It provides an opportunity for CERN to get better acquainted with our industrial potential and, on the other hand, provides an opportunity for our exhibitors to learn more about CERN and the extraordinary people who work here.

  18. The CERN Library

    CERN Multimedia

    Hester, Alec G

    1968-01-01

    Any advanced research centre needs a good Library. It can be regarded as a piece of equipment as vital as any machine. At the present time, the CERN Library is undergoing a number of modifications to adjust it to the changing scale of CERN's activities and to the ever increasing flood of information. This article, by A.G. Hester, former Editor of CERN COURIER who now works in the Scientific Information Service, describes the purposes, methods and future of the CERN Library.

  19. Human resources FY 1995 Site Program Plan WBS 6.10.2

    Energy Technology Data Exchange (ETDEWEB)

    1994-09-01

    This document contains information concerning human resources management at the Hanford Reservation. Information discusses the following topics: Cost estimates, closure and placement of labor resources, and management of human resources throughout the Hanford Site.

  20. Devolution and human resources in primary healthcare in rural Mali.

    Science.gov (United States)

    Lodenstein, Elsbet; Dao, Dramane

    2011-06-08

    Devolution, as other types of decentralization (e.g. deconcentration, delegation, privatization), profoundly changes governance relations in the health system. Devolution is meant to affect performance of the health system by transferring responsibilities and authority to locally elected governments. The key question of this article is: what does devolution mean for human resources for health in Mali?This article assesses the key advantages and dilemmas associated with devolution such as responsiveness to local needs, downward accountability and health worker retention. Challenges of politics and capacities are also addressed in relation to human resources for health at the local level. Examples are derived from experiences in Mali with a capacity development programme and from case studies of other countries. It is not research findings that are presented, but highlights of key issues at stake aimed at inspiring the debate in Mali and elsewhere.A first lesson from the discussion suggests that in the context of human resources for health, decentralization of authority and resources is not the main issue. The challenge is to develop or strengthen accountability of those who decide and act, whether they are local politicians, bureaucrats or community representatives. If decentralization policies do not address public accountability, they will not fundamentally change human resource management, quality and equity of staffing. A second lesson is that successful devolution requires innovations in capacity development of all actors involved and in designing effective incentive measures. A final key conclusion is that the topic of devolution policy and its effects on human resources for health, and vice versa, merit more attention. A better understanding may lead to more appropriate policy designs and better preparation for the actors involved in countries that are embarking on decentralization, as is the case in Mali.

  1. Devolution and human resources in primary healthcare in rural Mali

    Directory of Open Access Journals (Sweden)

    Dao Dramane

    2011-06-01

    Full Text Available Abstract Devolution, as other types of decentralization (e.g. deconcentration, delegation, privatization, profoundly changes governance relations in the health system. Devolution is meant to affect performance of the health system by transferring responsibilities and authority to locally elected governments. The key question of this article is: what does devolution mean for human resources for health in Mali? This article assesses the key advantages and dilemmas associated with devolution such as responsiveness to local needs, downward accountability and health worker retention. Challenges of politics and capacities are also addressed in relation to human resources for health at the local level. Examples are derived from experiences in Mali with a capacity development programme and from case studies of other countries. It is not research findings that are presented, but highlights of key issues at stake aimed at inspiring the debate in Mali and elsewhere. A first lesson from the discussion suggests that in the context of human resources for health, decentralization of authority and resources is not the main issue. The challenge is to develop or strengthen accountability of those who decide and act, whether they are local politicians, bureaucrats or community representatives. If decentralization policies do not address public accountability, they will not fundamentally change human resource management, quality and equity of staffing. A second lesson is that successful devolution requires innovations in capacity development of all actors involved and in designing effective incentive measures. A final key conclusion is that the topic of devolution policy and its effects on human resources for health, and vice versa, merit more attention. A better understanding may lead to more appropriate policy designs and better preparation for the actors involved in countries that are embarking on decentralization, as is the case in Mali.

  2. HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS

    Directory of Open Access Journals (Sweden)

    Ewa Mazanowska

    2015-01-01

    Full Text Available Behaviourists believe human capital is seen as the potential in people. They believe that the human resource in the organization are intangible assets embodied in the employees, not the people themselves. Behavioral economics emphasizes that people aren’t owned by the company, only their abilities and skills made available to the employer on the basis of certain legal relations which holds it to manage these assets in a rational way. Recognition of behavioral economics also highlights the aspects of development and human capital perspective, which appear in the may resource Staff in the future. These may be limited to: raise, awareness of capacity, internal aspirations, motives. Human capital management is nothing but a recognition of the relevant characteristics of the potential held within the company Staff and correct its use. As a consequence, it can bring tangible benefits to the organization.

  3. In the CERN Library

    CERN Multimedia

    1963-01-01

    Seen in this picture is Noria Christophoridou, librarian of the Greek Atomic Energy Commission, who has been sent by her government to CERN for a year to widen her experience of library and documentation services. In the photograph she is providing information to Kurt Gottfried, a CERN visiting scientist from Harvard University, who is spending a year with CERN's Theory Division

  4. 2005 CERN Relay Race

    CERN Multimedia

    Patrice Loiez

    2005-01-01

    The CERN Relay Race takes place each year in May and sees participants from all areas of the CERN staff. The winners in 2005 were The Shabbys with Los Latinos Volantes in second and Charmilles Technologies a close third. To add a touch of colour and levity, the CERN Jazz Club provided music at the finishing line.

  5. CERN Photowalk 2015

    CERN Multimedia

    2015-01-01

    CERN is organising a Photowalk on Friday 25 September 2015. At this event a few selected photographers will get the chance to come to CERN, the European Organization for Nuclear Research, for an exclusive behind-the-scenes tour of the laboratory. For more information: http://photowalk2015.web.cern.ch/

  6. Offering Global Collaboration Services beyond CERN and HEP

    Science.gov (United States)

    Fernandes, J.; Ferreira, P.; Baron, T.

    2015-12-01

    The CERN IT department has built over the years a performant and integrated ecosystem of collaboration tools, from videoconference and webcast services to event management software. These services have been designed and evolved in very close collaboration with the various communities surrounding the laboratory and have been massively adopted by CERN users. To cope with this very heavy usage, global infrastructures have been deployed which take full advantage of CERN's international and global nature. If these services and tools are instrumental in enabling the worldwide collaboration which generates major HEP breakthroughs, they would certainly also benefit other sectors of science in which globalization has already taken place. Some of these services are driven by commercial software (Vidyo or Wowza for example), some others have been developed internally and have already been made available to the world as Open Source Software in line with CERN's spirit and mission. Indico for example is now installed in 100+ institutes worldwide. But providing the software is often not enough and institutes, collaborations and project teams do not always possess the expertise, or human or material resources that are needed to set up and maintain such services. Regional and national institutions have to answer needs, which are growingly global and often contradict their operational capabilities or organizational mandate and so are looking at existing worldwide service offers such as CERN's. We believe that the accumulated experience obtained through the operation of a large scale worldwide collaboration service combined with CERN's global network and its recently- deployed Agile Infrastructure would allow the Organization to set up and operate collaborative services, such as Indico and Vidyo, at a much larger scale and on behalf of worldwide research and education institutions and thus answer these pressing demands while optimizing resources at a global level. Such services would

  7. Strategy for preventing the waste of human resources

    Science.gov (United States)

    Jones, William E.

    1992-05-01

    Rapid technological advances and the declining educational preparedness of industrial workers has established a need for new training strategies and initiatives regarding human resource development. The productivity, competitiveness, motivation, and creativity of our people determines whether our business enterprises succeed or fail during the next decade. Due to a change process that many organizations have undertaken to become more competitive toward the year 2000, many of the previous styles of engineering leadership that involves the management of projects and human resources require new approaches. It is also important to recognize that technology has its limits and a broader focus to include the human aspects of accomplishing jobs over the long term is more critical than ever before. More autonomy and the responsibility for broader practices by the professional staff requires that the professional worker operate differently. Business planning and development of the organization's future strategic intent requires a high priority on the human resource linkage to the business plans and strategies. A review of past practices to motivate the worker toward higher productivity clearly shows that past techniques are not as effective in today's work environment. Many practices of organizational and individual leadership don't fit today's approach of worker involvement because they were designed for administrative supervisory control processes. Therefore, if we are going to organize a business strategy that prevents the `waste of human resources,' we need to develop a strategy that is appropriate for the times which considers the attitude of the employees and their work environment. Having worked with scientists and engineers for the majority of my twenty-five year career, I know they see and appreciate the logic of a formula. A formula fits when developing a future strategy because a formula can become a model to enhance balanced planning. In this paper, I want to

  8. Teachers' work engagement: Considering interaction with pupils and human resources practices as job resources

    NARCIS (Netherlands)

    Runhaar, P.R.; Sanders, K.; Konermann, J.

    2013-01-01

    The goal of these 2 studies was to investigate whether teachers' work engagement is related to the extent to which they experience their interactions with pupils and human resource (HR) practices within their schools as motivating. Study 1 was a qualitative study, including document analysis and int

  9. Signature of an agreement between CERN and the National Technical University of Athens (NTUA) to increase the participation of Greek students in CERN's Doctoral, Technical and Summer Student programmes.

    CERN Multimedia

    Patrice Loïez

    2002-01-01

    Left to right: Professor Claude Detraz (Director for fixed target and future programmes); Dr. Magda Lola (deputy leader of the Recruitment andd FAS Programmes group of Human Resources division), responsible for the negotiations from the CERN side; and Professor Evangelos Gazis (NTUA), representing the Rector of NTUA, Professor Themistoklis Xanthopoulos.

  10. Human protein reference database as a discovery resource for proteomics

    Science.gov (United States)

    Peri, Suraj; Navarro, J. Daniel; Kristiansen, Troels Z.; Amanchy, Ramars; Surendranath, Vineeth; Muthusamy, Babylakshmi; Gandhi, T. K. B.; Chandrika, K. N.; Deshpande, Nandan; Suresh, Shubha; Rashmi, B. P.; Shanker, K.; Padma, N.; Niranjan, Vidya; Harsha, H. C.; Talreja, Naveen; Vrushabendra, B. M.; Ramya, M. A.; Yatish, A. J.; Joy, Mary; Shivashankar, H. N.; Kavitha, M. P.; Menezes, Minal; Choudhury, Dipanwita Roy; Ghosh, Neelanjana; Saravana, R.; Chandran, Sreenath; Mohan, Sujatha; Jonnalagadda, Chandra Kiran; Prasad, C. K.; Kumar-Sinha, Chandan; Deshpande, Krishna S.; Pandey, Akhilesh

    2004-01-01

    The rapid pace at which genomic and proteomic data is being generated necessitates the development of tools and resources for managing data that allow integration of information from disparate sources. The Human Protein Reference Database (http://www.hprd.org) is a web-based resource based on open source technologies for protein information about several aspects of human proteins including protein–protein interactions, post-translational modifications, enzyme–substrate relationships and disease associations. This information was derived manually by a critical reading of the published literature by expert biologists and through bioinformatics analyses of the protein sequence. This database will assist in biomedical discoveries by serving as a resource of genomic and proteomic information and providing an integrated view of sequence, structure, function and protein networks in health and disease. PMID:14681466

  11. Integrating Workforce Planning, Human Resources, and Service Planning.

    Science.gov (United States)

    O'Brien-Pallas, Linda; Birch, Stephen; Baumann, Andrea; Murphy, Gail Tomblin

    The feasibility of integrated health human resources planning (IHHRP) was examined. The analysis focused on the following topics: ways of integrating labor market indicators into service planning; whether planning is sufficiently responsive and flexible to retain relevance and validity in rapidly changing health systems; different models and…

  12. Communicator Style: A Study of Human Resource Managers.

    Science.gov (United States)

    Evans, Jennifer Payne

    Researchers who have focused on issues of interpersonal communication in organizations have concluded that it is an essential component of organizational life. This paper presents findings of a study that examined the communicator image of human-resource managers. A survey instrument called the Norton Communicator Style Measure (CSM) was sent to…

  13. Getting Human Resource Planning on the Dean's List.

    Science.gov (United States)

    Vetter, Eric W.

    1985-01-01

    The author analyzes human resource planning, in which he gives the various aspects of career development a report card that, the author states, shows the field is far from achieving its self-stated goals. He states that succession planning and systems approaches would help this situation. (CT)

  14. Coordination and Human Resource Planning in the Hawaii Visitor Industry.

    Science.gov (United States)

    Hawaii State Commission on Manpower and Full Employment, Honolulu.

    This report was undertaken in response to a request by the Sixth Legislature, which expressed its concern with the lack of coordination and overall human resource planning in the visitor industry and that the findings of the January 6-7, 1970 Travel Industry Congress had not been fully implemented. The State Commission on Manpower and Full…

  15. Human Resource Management And The Search For The Happy Workplace

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

    textabstractRiccardo Peccei (1945, Totino, Italy, D.Phil Sociology, Oxford University 1984) is Reader in Organisational Behaviour (OB) and Human Resource Management (HRM) in the Department of Management at King’s College London. His research interests include the study of the impact of HRM on organi

  16. Driving Performance Improvements by Integrating Competencies with Human Resource Practices

    Science.gov (United States)

    Lee, Jin Gu; Park, Yongho; Yang, Gi Hun

    2010-01-01

    This study explores the issues in the development and application of a competency model and provides implications for more precise integration of competencies into human resource (HR) functions driving performance improvement. This research is based on a case study from a Korean consumer corporation. This study employed document reviews,…

  17. Beginning Teachers' Perceptions of School Human Resource Practices

    Science.gov (United States)

    Kwan, Paula

    2009-01-01

    Human resource (HR) management is defined as the sum of activities employed by an organization to attract, develop, and retain people with the appropriate knowledge and skills for effectively and efficiently achieving organizational goals. An understanding of the HR practices in schools is important, as the assembly of a team of qualified and…

  18. When the Resources Are Human: Managing Staff, Students, and Ourselves

    Science.gov (United States)

    Murphy, Nora

    2009-01-01

    Managing people can be an unanticipated responsibility--suddenly there aren't only collections to care for, but also human beings. Learning what resources and training opportunities are available to hone managerial skills is a task that can't be delayed until a difficult personnel situation develops. Working with supervisors, those we supervise…

  19. Human Resources Skills: Learning through an Interactive Multimedia Business Simulation.

    Science.gov (United States)

    Klassen, Johanna; Drummond, Damon

    2000-01-01

    Describes and evaluates the design and development of an interactive multimedia simulation package for management education called Business Simulation which combines the concepts of case study methods with business simulation games. It is designed to provide students with skills-based training in human resources management, particularly…

  20. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

    Purpose: The purpose of this paper is to provide an overview of human resource development (HRD) education in Middle Eastern countries. In particular, the authors discuss the current state of HRD education, country readiness and challenges that hinder HRD progress in Middle Eastern countries. They argue that HRD programs need to prepare young…

  1. Reflections and Future Prospects for Evaluation in Human Resource Development

    Science.gov (United States)

    Han, Heeyoung; Boulay, David

    2013-01-01

    Human resource development (HRD) evaluation has often been criticized for its limited function in organizational decision making. This article reviews evaluation studies to uncover the current status of HRD evaluation literature. The authors further discuss general evaluation theories in terms of value, use, and evaluator role to extend the…

  2. Human Resource Architectures for New Teachers in Flemish Primary Education

    Science.gov (United States)

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

    Since research shows that the quality of a school's teaching force is related to its personnel practices, there is a growing interest in human resource management (HRM) in education. Existing research has generated insights into the differences, constraints and effects of single and isolated HR practices. Yet, little research is available…

  3. Human Resource Development in Mauritius: Context, Challenges and Opportunities

    Science.gov (United States)

    Garavan, Thomas N.; Neeliah, Harris; Auckloo, Raj; Ragaven, Raj

    2016-01-01

    Purpose: The purpose of this paper is to explore human resource development (HRD) in Mauritius and the challenges and opportunities faced by organisations in different sectors in adopting HRD practices. Findings: This special issue presents four papers that explore dimensions of HRD in public sector, small- and medium-sized enterprises (SMEs) and…

  4. Human Resources Administration: A School-Based Perspective. Fourth Edition

    Science.gov (United States)

    Smith, Richard

    2009-01-01

    Enhanced and updated, this Fourth Edition of Richard E. Smith's highly successful text examines the growing role of the principal in planning, hiring, staff development, supervision, and other human resource functions. The Fourth Edition includes new sections on ethics, induction, and the role of the mentor teacher. This edition also introduces…

  5. The Microfoundations of Human Resources Management in US Public Schools

    Science.gov (United States)

    Pogodzinski, Ben

    2016-01-01

    Purpose: The purpose of this paper is to identify the extent to which human resources (HR) decision making is influenced by the social context of school systems. More specifically, this study draws upon organizational theory focussed on the microfoundations of organizations as a lens identify key aspects of school HR decision making at the…

  6. Human Resource Management in Australian Registered Training Organisations

    Science.gov (United States)

    Smith, Andrew; Hawke Geof

    2008-01-01

    This report forms part of a comprehensive research program that has examined issues related to building the organisational capability of vocational education and training providers. In particular, this report focuses on the current state of human resource management practice in both technical and further education and private registered training…

  7. Empowering the Human Resources and the Role of Distance Learning

    Science.gov (United States)

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

    As the world is invaded by technological inventions and wonders, life becoming more fast and crazy, yet there can be no doubt that the critical factor for the development of a nation or a state is its human resource. The productivity of a nation is influenced by the number of its skilled population. When we look into the problem of…

  8. Personnel vs. Strategic Human Resource Management in Public Education

    Science.gov (United States)

    Tran, Henry

    2015-01-01

    Education human resources (HR) professionals have often been neglected in education research. This study seeks to better understand their role in the American school industry, by first examining how districts conceptualize the position of HR professionals and then exploring how the professionals themselves understand their role in school business.…

  9. International Human Resource Management: A Review from Pakistani Perspective

    OpenAIRE

    Shah, Syed Tanveer Hussain; Jamil, Raja Ahmed; Shah, Tazeem Ali; Kazmi, Zain

    2014-01-01

    This article provides information about the International Human Resource Management and discusses HRM according to the international prospective in Pakistan. In this article it is discussed that how environmental and cultural factors affect the recruitment, selection and industry/employee relation in Pakistan. In the end some conclusions are made in reference to the context.

  10. Ten years development of human resources in Serbian health system.

    Science.gov (United States)

    Krstic, Maja; Grozdanov, Jasmina; Ivanovic, Ivan; Korac, Vesna; Vasic, Milena

    2010-01-01

    A key component of any healthcare reform process is to ensure that the services are delivered by the right numbers of staff with appropriate skills and training. In 2007, public health institutions in Serbia had 2% more employees than before the economic transition. Nevertheless, the trend of the total number of employees in the Serbian health care system still preserved a mild rising trend. The most prominent changes in the structure of human resources were effectuated in the total numbers of physicians, nurses and administrative and technical staff. Development of medical science and practice in Serbia is characterized by more intensive processes of specializations, resulting in increased number of specialists among medical doctors. Health care provided in in-patient institutions still employs most of the doctors. The number of unemployed physicians, dentists and pharmacists has been rising since 2000. Another aspect that explains the rise of unemployed, university educated human resources is the rising number of graduated physicians, dentist and pharmacists. Health care policy makers may recognize the need for more integrated planning of human resources in health care, in particular, making management of human resources responsive to system needs and design, instead of vice versa.

  11. Human Resources for Health Challenges in Nigeria and Nurse Migration.

    Science.gov (United States)

    Salami, Bukola; Dada, Foluke O; Adelakun, Folake E

    2016-05-01

    The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries.

  12. The Process Approach to Management of Enterprise Human Resources

    Science.gov (United States)

    Gorlenko, O.; Mozhayeva, T.

    2016-04-01

    The paper describes the approach to human resources management in the quality management system of an enterprise on the basis of their dual nature. The expediency of this approach application is analysed to ensure harmony between the interests of the company and its personnel and to improve the quality of labour.

  13. A Competency-Based Model for Developing Human Resource Professionals

    Science.gov (United States)

    McEvoy, Glenn M.; Hayton, James C.; Warnick, Alan P.; Mumford, Troy V.; Hanks, Steven H.; Blahna, Mary Jo

    2005-01-01

    This article describes a framework for the design and implementation of a competency-based curriculum for graduate management education. The article also outlines how this model has been implemented at one university in the context of a graduate degree in human resource management. Among the significant challenges discussed are the identification…

  14. Human/Nature Discourse in Environmental Science Education Resources

    Science.gov (United States)

    Chambers, Joan M.

    2008-01-01

    It is argued that the view of nature and the relationship between human beings and nature that each of us holds impacts our decisions, actions, and notions of environmental responsibility and consciousness. In this study, I investigate the discursive patterns of selected environmental science classroom resources produced by three disparate…

  15. Human resource management in the project-oriented organization

    NARCIS (Netherlands)

    J.R. Turner; M. Huemann; A. Keegan

    2008-01-01

    Human Resource Management (HRM) in project-oriented organizations is a relatively unexplored topic though it is essential to the success of the organization and its competitive advantage. Project-oriented organizations operate differently from classic business organizations in that they adopt tempor

  16. Human Resource Management Careers: Different Paths for Men and Women?

    Science.gov (United States)

    Ackah, Carol; Heaton, Norma

    2003-01-01

    Responses from individuals with postgraduate human resource management qualifications (n=52, 60% women, 40% men) indicated that men received more internal promotions, women sought career advancement externally and received lower salaries. Women were much more likely to perceive career barriers such as lack of role models or self-confidence.…

  17. Promoting Instructional Improvement: A Strategic Human Resource Management Perspective

    Science.gov (United States)

    Smylie, Mark A.; Wenzel, Stacy A.

    2006-01-01

    This report argues that instructional improvement, which goes hand-in-hand with efforts at education reform, can be promoted through the strategic use of human resource management (HRM) practices at the school, district, and state levels. The authors present information from the organizational and management literatures on how firms in several…

  18. Improving public administration performance demands investment in human resources

    Directory of Open Access Journals (Sweden)

    Maja Klun

    2008-06-01

    Full Text Available The paper emphasizes that investments in human resources are one of the important factors for improving public sector performance. In strategic papers of Slovenian government and during the reform process of public administration, government stressed out that human resources are one of the most important factors for improving performance. This is originating point of research. The main hypothesis of presented research is that investments in human resources improve efficiency and effectiveness of public sector. For several reasons explained in the paper, tax administration was chosen to test the hypothesis. We used a number of training participations per employee as an indicator of investments in human resources. For determination of effi ciency and effectiveness, we used selected performance indicators and survey among taxpayers about their satisfaction. The main obstacle of the research is that not long-time series are used for better test of hypothesis since surveys among taxpayers are not regular. The results indicate a positive correlation between training and performance indicators and training and taxpayers’ satisfaction.

  19. Industrial Buying Behavior Related to Human Resource Consulting Services

    DEFF Research Database (Denmark)

    Grünbaum, Niels Nolsøe; Hollensen, Svend; Kahle, Lynn

    2013-01-01

    The purpose of this article is to extend the understanding of the industrial buying process in connection with purchasing professional business (B2B) services, specifically human resource (HR) consulting services. Early B2B buying-behavior literature strongly emphasizes the rational aspects...

  20. Attitudes of Prospective Human Resource Personnel towards Distance Learning Degrees

    Science.gov (United States)

    Udegbe, I. Bola

    2012-01-01

    This study investigated the attitudes of Prospective Human Resource Personnel toward degrees obtained by distance learning in comparison to those obtained through conventional degree program. Using a cross-sectional survey design, a total of 215 postgraduate students who had been or had potential to be involved in the hiring process in their…

  1. Developing a Working Code of Ethics for Human Resource Personnel.

    Science.gov (United States)

    Rampal, Kuldip R.

    1991-01-01

    To develop codes of ethics for their profession, college human resources personnel must first understand their primary job-related responsibilities. These include being alert to evolving organizational needs; coordinating needed training of employees; appreciating the nuances of psychology, communication, and motivation; and observing employee…

  2. Methods of Human Resource Management Evaluation and Directions for Their Improvement in Large Enterprises of Latvia

    OpenAIRE

    Peiseniece, Līga

    2011-01-01

    The goal of the dissertation „Methods of Human Resource Management Evaluation and Directions for Their Improvement in Large Enterprises of Latvia” is to establish new methods for efficiency evaluation of human resource management to improve processes of human resource management in large enterprises of Latvia. The first chapter covers the nature and methods of evaluation of human resource management. The necessity of evaluation of human resource management has been based ...

  3. Comparative Evaluation of the Practical Areas of Human Resource Management in Lithuania and Latvia

    OpenAIRE

    Lobanova, L; Ozoliņa-Ozola, I

    2014-01-01

    The aim of the paper is to identify the significant aspects of human resource management practices. The article discusses significant aspects of human resource management practices in the context of the high performance human resource management. The authors carried out a comparative theoretical analysis of the various functional areas of human resource management practices. This paper presents the results of experts’ evaluation of human resource management in organizations of Latvia and Lith...

  4. CERN through the lens of Peter Ginter

    CERN Multimedia

    2008-01-01

    This summer, passers-by along the Quai Wilson on the banks of Lake Geneva will be able to enjoy an unusual exhibition of photographs devoted to CERN and the LHC. Fifty images from the work of Peter Ginter, organized into themes, give strollers on the Quai Wilson a glimpse of the unique human and scientific adventure at CERN. An exhibition panel, showing a scientist against the background of ALICE’s huge red electromagnet.CERN will reach an important milestone in 2008 with the start-up of the LHC, opening a new window on our Universe for physicists around the world. To celebrate this event with the people who live around Lake Geneva and visitors to the area, CERN and the city of Geneva are jointly putting on the photography exhibition "CERN through the lens of Peter Ginter", which opens on 29 May. A group of some fifty images taken by the German photo...

  5. CERN Video News

    CERN Multimedia

    2003-01-01

    From Monday you can see on the web the new edition of CERN's Video News. Thanks to a collaboration between the audiovisual teams at CERN and Fermilab, you can see a report made by the American laboratory. The clip concerns the LHC magnets that are being constructed at Fermilab. Also in the programme: the spectacular rotation of one of the ATLAS coils, the arrival at CERN of the first American magnet made at Brookhaven, the story of the discovery 20 years ago of the W and Z bosons at CERN. http://www.cern.ch/video or Bulletin web page.

  6. CERN Cricket Club

    CERN Multimedia

    CERN Cricket Club

    2010-01-01

    CERN Cricket Club Match Reports The cricket season is well under way, despite the weather, and several matches have been played. The match reporters have, however, found it too difficult to limit their reports to ¼ of a page, hence the reports have not appeared in the bulletin. All reports can be found at http://cern.ch/Club-Cricket/reports/reports.html The list of forthcoming matches can be consulted at http://cern.ch/Club-Cricket/fixtures.html Further information about the CERN Cricket Club can be found at http://cern.ch/Club-Cricket/

  7. CERN Photo club

    CERN Multimedia

    CERN Photo club

    2016-01-01

    The CERN Photo Club organizes in collaboration with Canon Switzerland a photo contest open to all members of the CERN (Persons with a CERN access card). The only restriction is that the photos must have been taken with a CANON camera (DSLR, bridge or compact) between 1 and 31 October 2016. Send your three best pictures at  Photo.Contest@cern.ch with a short description explaining the images. Further information on the Photo club website: http://photoclub.web.cern.ch/content/photo-contest-october-2016

  8. Collide@CERN Geneva

    CERN Document Server

    CERN. Geneva; Kieffer, Robert; Blas Temino, Diego; Bertolucci, Sergio; Mr. Decelière, Rudy; Mr. Hänni, Vincent

    2014-01-01

    CERN, the Republic and Canton of Geneva, and the City of Geneva are delighted to invite you to “Collide@CERN Geneva Music”. Come to the public lecture about collisions between music and particle physics by the third winners of Collide@CERN Geneva, Vincent Hänni & Rudy Decelière, and their scientific inspiration partners, Diego Blas and Robert Kieffer. The event marks the beginning of their residency at CERN, and will be held at the CERN Globe of Science and Innovation on 16 October 2014 at 19.00. Doors will open at 18.30.

  9. Britain at CERN

    CERN Multimedia

    CERN Press Office. Geneva

    1996-01-01

    On 8 October, H.E. Mr David Beattie, British Ambassador to Switzerland, Mr John R. Nichols, H.M. Consul-General in Geneva and, Prof. Christopher Llewellyn Smith, CERN*'s Director General, formally opened the industrial exhibition of thirty-three British hi-tech companies at CERN, which takes place from 8 to 11 October, 1996. The exhibition offers British companies the opportunity to display their products in fields that are of immediate importance to the scientists, engineers and technicians working at CERN, and also to scientists from non-Member States who take part in research projects at CERN.

  10. Human resource leadership: the key to improved results in health

    Directory of Open Access Journals (Sweden)

    O'Neil Mary L

    2008-06-01

    Full Text Available Abstract This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch the feature with an opening editorial to be found in the journal's blog. This opening article describes the human resource challenges that managers around the world report and analyses why solutions often fail to be implemented. Despite rising attention to the acute shortage of health care workers, solutions to the human resource (HR crisis are difficult to achieve, especially in the poorest countries. Although we are aware of the issues and have developed HR strategies, the problem is that some old systems of leading and managing human resources for health do not work in today's context. The Leadership Development Program (LDP is grounded on the belief that good leadership and management can be learned and practiced at all levels. The case studies in this issue were chosen to illustrate results from using the LDP at different levels of the health sector. The LDP makes a profound difference in health managers' attitudes towards their work. Rather than feeling defeated by a workplace climate that lacks motivation, hope, and commitment to change, people report that they are mobilized to take action to change the status quo. The lesson is that without this capacity at all levels, global policy and national HR strategies will fail to make a difference.

  11. Human resource leadership: the key to improved results in health.

    Science.gov (United States)

    O'Neil, Mary L

    2008-01-01

    This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH) under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch the feature with an opening editorial to be found in the journal's blog. This opening article describes the human resource challenges that managers around the world report and analyses why solutions often fail to be implemented. Despite rising attention to the acute shortage of health care workers, solutions to the human resource (HR) crisis are difficult to achieve, especially in the poorest countries. Although we are aware of the issues and have developed HR strategies, the problem is that some old systems of leading and managing human resources for health do not work in today's context. The Leadership Development Program (LDP) is grounded on the belief that good leadership and management can be learned and practiced at all levels. The case studies in this issue were chosen to illustrate results from using the LDP at different levels of the health sector. The LDP makes a profound difference in health managers' attitudes towards their work. Rather than feeling defeated by a workplace climate that lacks motivation, hope, and commitment to change, people report that they are mobilized to take action to change the status quo. The lesson is that without this capacity at all levels, global policy and national HR strategies will fail to make a difference.

  12. EUCYS prizewinner visits CERN

    CERN Multimedia

    Jennifer Toes

    2016-01-01

    Young Turkish student Baris Volkan Gürses visited CERN from 4 to 8 July after winning the prize in the 2015 European Contest for Young Scientists (EUCYS).    Baris Volkan Gürses, EUCYS prizewinner, visiting the Microcosm. After winning both regional and national competitions in Turkey, 18-year-old student Baris Volkan Gürses competed against 169 young scientists and was awarded a visit to CERN by EIROforum for his physics project in EUCYS 2015. His project, entitled “Generation of artificial gravity by using electrostatic force for prevention of muscle atrophy and osteoporosis occurring in gravity-free environments”, focused on the design of a mechanism to help with the impact of spaceflight on the human body. “My objective was to eliminate the negative effects of a gravity-free environment on astronauts who stay in space for longer periods of time, like in the International Space Station,” explained Volkan. &...

  13. CERN honours Georges Charpak

    CERN Multimedia

    2009-01-01

    CERN pays tribute to the work of Georges Charpak at a colloquium in honour of his 85th birthday. var flash_video_player=get_video_player_path(); insert_player_for_external('Video/Public/Movies/2009/CERN-MOVIE-2009-008/CERN-MOVIE-2009-008-0753-kbps-480x360-25-fps-audio-64-kbps-44-kHz-stereo', 'mms://mediastream.cern.ch/MediaArchive/Video/Public/Movies/2009/CERN-MOVIE-2009-008/CERN-MOVIE-2009-008-Multirate-200-to-753-kbps-480x360.wmv', 'false', 480, 360, 'https://mediastream.cern.ch/MediaArchive/Video/Public/Movies/2009/CERN-MOVIE-2009-008/CERN-MOVIE-2009-008-posterframe-480x360-at-10-percent.jpg', '1167500', true, 'Video/Public/Movies/2009/CERN-MOVIE-2009-008/CERN-MOVIE-2009-008-0600-kbps-maxH-360-25-fps-audio-128-kbps-48-kHz-stereo.mp4'); Watch the video conference of Georges Charpak.   On 9 March CERN’s Main Auditorium was the venue for a fascinating and moving celebration marking the 85th birthday of Georges Charpak, who was awarded the Nobel Prize for Physics in 1992 for his inven...

  14. THE IMPACT OF SOCIAL AUDIT IN HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    NĂSTASIE MIHAELA – ANDREEA

    2015-03-01

    Full Text Available General research area of this article is the impacts of social audit in human resources management, in full compliance with the identification of social risks that may threaten the proper functioning of the economic entity. An essential tool used in human resource management is social audit, which provides a balance between the economic entity's financial results and its social results. Social audit is at the same time, an instrument of leadership and management interference in internal audit and financial audit and pursues an economic entity management capacity on the part of human problems and on the other hand the social problems generated by a continuously changing environment. This article is part of a broader research and through it we tried to address a topical issue, ie the impact of social audit and its consequences on economic and financial development level of economic entities.

  15. Alternative Responses to the Human Resource Challenge for CBR

    Directory of Open Access Journals (Sweden)

    Huib Cornielje

    2013-02-01

    Full Text Available This commentary outlines some ways of understanding CBR and offers corresponding suggestions for responding to the contemporary human resource challenge it is faced with. It is argued that CBR exists within an increasingly complex reality, characterised by new challenges, new approaches to development and numerous international principles and guidelines.  In response, the authors advocate the use of multiple research methods, participatory action and contextualised ways of addressing human resource issues.  They suggest that new understandings are required, for future CBR workers to be enablers of people with disabilities, agents of change in communities and societies, and champions of human rights.  The complex reality of CBR suggests the need for a CBR cadre which is capable of creative and reflective reasoning.  This might be achieved through the participatory development of contextualised training curricula, practical hands-on learning, the use of mentoring, and an emphasis on reflection and adaptability.

  16. PERFORMANCE OF HUMAN RESOURCE MANAGEMENT IN AN INTERNATIONALLY OPERATING COMPANY

    Directory of Open Access Journals (Sweden)

    Ladislav Mura

    2012-02-01

    Full Text Available In our days, society is greatly influenced and altered by the process of internationalization andglobalization. Globalization refers to a whole set of changes, not to one single dimensional change.The process of internationalization puts a special and high importance on the work of humanresources managers. In order to remain successful and competitive in the international businessenvironment, companies have to pay close attention to cultural factors. These may considerablydiffer among workers in multinational companies. We are taking a careful look at human resourcemanagement in this new age, and especially at the impact of globalization and internationalization.Our case study is built on the company MOL, specifically on some of the activities it develops in thefield of human resource management: training programmes, personnel motivation, careerdevelopment. We highlight some of the critical aspects of human resources management at MOL,and see what lessons are being learned and what conclusions we can draw.

  17. Contextual Reference of Gandhian Philosophy in Human Resources Management Practices

    Directory of Open Access Journals (Sweden)

    Kuppannagari Venkata Suryanarayana Patnaik

    2014-02-01

    Full Text Available India is a land of philosophers; Gandhi is a reformer and a modern philosopher who invented tools to inspire the masses. These tools find relevance in present day, Gandhian Philosophy is based on the four pillars; Truth, Non-Violence or Ahimsa, Self-Respect and Satyagraha. He practiced and preached the life of austerity, humbleness and truth. His philosophy of simple living and high thinking attracted the peasants, humbled the mighty and the rich. The present paper analyses the application of the principles in the present context with respect to human resources practices. The present global context requires inspirational leadership style with appropriate strategy; Gandhiji is the best strategist with follower centric approach. The human resource management practices were linked with human factor theory and defined as a bundle of practices. The strike as a right, collective bargaining, arbitration and self-introspection were some of his contributions.

  18. [Human resources for health in Chile: the reform's pending challenge].

    Science.gov (United States)

    Méndez, Claudio A

    2009-09-01

    Omission of human resources from health policy development has been identified as a barrier in the health sector reform's adoption phase. Since 2002, Chile's health care system has been undergoing a transformation based on the principles of health as a human right, equity, solidarity, efficiency, and social participation. While the reform has set forth the redefinition of the medical professions, continuing education, scheduled accreditation, and the introduction of career development incentives, it has not considered management options tailored to the new setting, a human resources strategy that has the consensus of key players and sector policy, or a process for understanding the needs of health care staff and professionals. However, there is still time to undo the shortcomings, in large part because the reform's implementation phase only recently has begun. Overcoming this challenge is in the hands of the experts charged with designing public health strategies and policies.

  19. Enabling research with human embryonic and fetal tissue resources

    Science.gov (United States)

    Gerrelli, Dianne; Lisgo, Steven; Copp, Andrew J.; Lindsay, Susan

    2015-01-01

    Summary Congenital anomalies are a significant burden on human health. Understanding the developmental origins of such anomalies is key to developing potential therapies. The Human Developmental Biology Resource (HDBR), based in London and Newcastle UK, was established to provide embryonic and fetal material for a variety of human studies ranging from single gene expression analysis to large scale genomic/transcriptomic studies. Increasingly HDBR material is enabling the derivation of stem cell lines and contributing towards developments in tissue engineering. Use of the HDBR and other fetal tissue resources discussed here will contribute to the long term aims of understanding the causation and pathogenesis of congenital anomalies, and developing new methods for their treatment and prevention. PMID:26395135

  20. CERN Holiday Gift Guide

    CERN Multimedia

    2013-01-01

    Do you have last-minute gifts to get? Stuck for ideas? The CERN Shop and the ATLAS and CMS secretariats have some wonderfully unique gifts and stocking-fillers for sale this year - perfect for the physics fanatics in your life. Let's take a look...   1. CERN Notebook, 10 CHF - 2. CERN Pop-up book, 30 CHF - 3. USB Stick 8GB, 25 CHF - 4. CERN Tumbler, 12 CHF 5. ATLAS 3D Viewer, 5 CHF - 6. ATLAS Puzzle, 15 CHF - 7. CMS Umbrella, 25 CHF   These gifts are all available at the CERN Shop, with the exception of the ATLAS 3D Viewer and the CMS umbrella, which are only available from the respective secretariats. Don’t forget! If you’re from CERN, you still have time to take advantage of a 10% off discount at the CERN shop. Offer ends 20 December.

  1. CERN to introduce new Local Staff employment category

    CERN Multimedia

    2003-01-01

    At the June meeting of CERN Council, a new Local Staff employment category was approved. This will cover some 250-300 people in technical and administrative positions between now and 2010, satisfying an urgent need for manpower over the coming years. This article explains the main features of this new category. The Local Staff employment category is an important building block in CERN's new Human Resources Plan, and is essential in the run-up to the LHC. In the immediate future, it will allow some Industrial Services activities to be insourced - corresponding to about 150 additional CERN staff positions. In the longer run, it will allow the Organization to replace more retiring staff members than formerly foreseen - corresponding to 100-150 staff positions. The activities that will lead to Local Staff vacancies were identified at last year's resources planning exercise (the "Morges-III" meetings) as those which could not be outsourced in a Field Support Unit or other type of result-oriented Industrial Serv...

  2. CERN, a laboratory of social excellence

    CERN Multimedia

    Staff Association

    2012-01-01

    The HR 2012 Forum, where Human Resources (HR) professionals meet and present innovative services and tools in the HR sector, was held on 3rd and 4th October at Palexpo, Geneva. CERN won the 3rd HR Innovation Award for the Long-Term Saved Leave Scheme (LTSLS) for its novelty and innovation. The award was presented to Jean-Marc Saint Viteux, Deputy-Head of HR Department. This is excellent news for our Organization. One can say that the Long-Term Saved Leave Scheme (LTSLS) originated from proposals by the Staff Association in 1996, based on general considerations on a framework for flexible working time arrangements. This article recalls the history of our work on this topic, which resulted in the implementation of PRP and various variants of a saved leave scheme. In a future issue of Echo, we will come back on other elements of CERN's social policy that we would like to improve upon to ensure a better work-life balance.  Indeed, a good employer must offer a working environment that allows an...

  3. Professional development and human resources management in networks

    Directory of Open Access Journals (Sweden)

    Evgeniy Rudnev

    2016-05-01

    Full Text Available Social networks occupy more places in development of people and organizations. Confidence in institutions and social networking are different and based on referentiality in Internet. For communication in network persons choose a different strategies and behavior in LinkedIn, resources of whom may be in different degree are interesting in Human Resources Management for organizations. Members of different social groups and cultures demonstrate some differences in interaction with Russian identity native. There are gender differences behavior in networks. Participating in groups need ethical behavior and norms in social networking for professional development and communication in future.

  4. OPERATIONAL CIRCULAR No. 4 (REV. 1) – USE OF VEHICLES BELONGING TO OR RENTED BY CERN

    CERN Multimedia

    2012-01-01

    Operational Circular No. 4 (Rev. 1) entitled “Use of vehicles belonging to or rented by CERN”, approved by the Director-general following discussion in the Standing Concertation Committee meeting of 15 February 2012, is available on the intranet site of the Human Resources Department: https://hr-docs.web.cern.ch/hr-docs/opcirc/opcirc.asp It cancels and replaces Operational Circular No. 4 entitled “Conditions for use by members of the CERN personnel of vehicles belonging to or rented by CERN” of April 2003. This new version enables, in particular, to include CERN contractors and their personnel, to harmonize the structure of the circular with other circulars and to simplify the procedures by permitting electronics forms. Department Head Office HR Department

  5. CERN Table Tennis Club

    CERN Multimedia

    CERN Table Tennis Club

    2014-01-01

    CERN Table Tennis Club Announcing CERN 60th Anniversary Table Tennis Tournament to take place at CERN, from July 1 to July 15, 2014   The CERN Table Tennis Club, reborn in 2008, is encouraging people at CERN to take more regular exercise. This is why the Club, thanks to the strong support of the CERN Staff Association, installed last season a first outdoor table on the terrace of restaurant # 1, and will install another one this season on the terrace of Restaurant # 2. Table tennis provides both physical exercise and friendly social interactions. The CERN Table Tennis club is happy to use the unique opportunity of the 60th CERN anniversary to promote table tennis at CERN, as it is a game that everybody can easily play, regardless of level. Table tennis is particularly well suited for CERN, as many great physicists play table tennis, as you might already know: “Heisenberg could not even bear to lose a game of table tennis”; “Otto Frisch played a lot of table tennis;...

  6. Helping CERN give back to society

    CERN Multimedia

    2014-01-01

    The CERN & Society mission: ‘To spread the CERN spirit of scientific curiosity for the inspiration and benefit of society.’   Digital library schools in Africa, Arts@CERN, a beam line for schools competition and perhaps soon a dedicated biomedical research facility: CERN infrastructure and expertise have a great influence on society, and we have the potential to do much more. For that, however, we need help, and that’s why we have launched the CERN & Society initiative, which this week sees the publication of a new website for those who want to understand more about how our research touches everyday life, as well as for those who wish to help CERN in this new endeavour. Fundamental research fulfils a very human need. The quest to understand the universe we live in is as old as humanity itself, and CERN is in the vanguard of that effort today. For our scientists and engineers, pushing technology to the limit is part of their day job, and in doing so they ...

  7. Distributed Human Resource Redistribution System Based on Agent and Ontology

    Institute of Scientific and Technical Information of China (English)

    Li Xiangquan; Wang Ningsheng; Long Wen

    2006-01-01

    A computer system for human resource (HR) redistribution system is presented to solve the balance problem of the "surplus resources" and "surplus tasks" among a group of project units. The system architecture is designed in a compositional manner using the elements of agent technology and knowledge technology. A combination of generic agent models, ontology and knowledge provides an effective approach to address the dynamic, distributed and knowledge-intensive characters of the HR management. In the system, the broker agent acting as intermediary provides matchmaking services to the domain agents, and the individual domain agents communicate directly with each other. The HR ontology provides the semantic match of the surplus task and the surplus resource. Finally, an application example is presented to illustrate the achieved solution for a concrete scenario. This novel way offers a comprehensive HR exchange solution and is suitable for both intra-organizational and inter-organizational HR management.

  8. THE IMPORTANCE OF HUMAN RESOURCES ON ROMANIA'S LABOR MARKET

    Directory of Open Access Journals (Sweden)

    IRINA-ELENA CHIRTOC

    2010-01-01

    Full Text Available An increasingly important role in economic activity has the human resources. These are represented of population, also planning and management of such resources are extremely important, almost as important as raw materials and energy resources. Without people, any activity of exploitation of deposits is not possible, as otherwise there can be not possible any economic action or otherwise. The labor market in Romania has undergonesignificant changes in the process of economic transition, manifested by reducing the active and occupied people, by maintaining relatively steady unemployment rate and increasing youth unemployment and the long term unemployment, being affected mainly by the limited capacity of creation new jobs. In parallel with the reduction in employment people, it occurred significant changes in employment structure by sectors, industries, regions, types of ownership, age and occupational status.

  9. Facing the challenges in human resources for humanitarian health.

    Science.gov (United States)

    Mowafi, Hani; Nowak, Kristin; Hein, Karen

    2007-01-01

    The human resources crisis in humanitarian health care parallels that seen in the broader area of health care. This crisis is exacerbated by the lack of resources in areas in which humanitarian action is needed--difficult environments that often are remote and insecure--and the requirement of specific skill sets is not routinely gained during traditional medical training. While there is ample data to suggest that health outcomes improve when worker density is increased, this remains an area of critical under-investment in humanitarian health care. In addition to under-investment, other factors limit the availability of human resources for health (HRH) in humanitarian work including: (1) over-reliance on degrees as surrogates for specific competencies; (2) under-development and under-utilization of national staff and beneficiaries as humanitarian health workers; (3) lack of standardized training modules to ensure adequate preparation for work in complex emergencies; (4) and the draining of limited available HRH from countries with low prevalence and high need to wealthier, developed nations also facing HRH shortages. A working group of humanitarian health experts from implementing agencies, United Nations agencies, private and governmental financiers, and members of academia gathered at Hanover, New Hampshire for a conference to discuss elements of the HRH problem in humanitarian health care and how to solve them. Several key elements of successful solutions were highlighted, including: (1) the need to develop a set of standards of what would constitute "adequate training" for humanitarian health work; (2) increasing the utilization and professional development of national staff; (3) "training with a purpose" specific to humanitarian health work (not simply relying on professional degrees as surrogates); (4) and developing specific health task-based competencies thereby increasing the pool of potential workers. Such steps would accomplish several key goals, such as

  10. [Development of Human Resources to Solve Psychiatric Issues].

    Science.gov (United States)

    Ozaki, Norio

    2015-01-01

    Psychiatric research is important to answer daily clinical questions, clarify the etiopathology, and develop diagnostic methods and treatments based on the etiopathology. Therefore, the goal of departments of psychiatry in universities is to train the next generation of leaders in psychiatry who can promote innovative and personalized care for patients. In terms of the development of research-oriented human resources, it is necessary to emphasize the importance of prioritizing patients' demands and education regarding the following points:1) After the critical appraisal of papers, we have to elucidate what we know and what we do not know to clearly determine the purpose of research (Social or scientific value). 2) We have to use accepted methods, including statistical techniques, to produce reliable and valid data (Scientific validity). In addition, we should introduce ethical considerations into clinical research, including informed consent. The development of research-oriented human resources is indispensable for future research focused on the needs of psychiatric patients and their families.

  11. Human Resource Diversity Management in Selected Czech Agricultural Companies

    Directory of Open Access Journals (Sweden)

    H. Urbancová

    2015-09-01

    Full Text Available The aim of this paper is to evaluate human resource Diversity Management in agricultural companies in the Czech Republic and to prepare a set of recommendations for the companies in this area. The primary data for the study was obtained by the use of questionnaires designed for quantitative analysis (n = 549, n agriculture = 108. The results indicate that the use of Diversity Management on Czech companies is relatively low (36.1%; n a = 108. But in view of the employment situation in the agricultural sector, as well as the characteristics of the workforce engaged in agriculture, it would appear that Diversity Management will become an important feature of company management in the not so distant future. This contribution is a follow-up to the project of University – wide internal grant agency (CIGA, number 20141002 - Human resource branding using of the new strategic trends in organizations in the Czech Republic.

  12. Managing information technology human resources in health care.

    Science.gov (United States)

    Mahesh, Sathiadev; Crow, Stephen M

    2012-01-01

    The health care sector has seen a major increase in the use of information technology (IT). The increasing permeation of IT into the enterprise has resulted in many non-IT employees acquiring IT-related skills and becoming an essential part of the IT-enabled enterprise. Health care IT employees work in a continually changing environment dealing with new specializations that are often unfamiliar to other personnel. The widespread use of outsourcing and offshoring in IT has introduced a third layer of complexity in the traditional hierarchy and its approach to managing human resources. This article studies 3 major issues in managing these human resources in an IT-enabled health care enterprise and recommends solutions to the problem.

  13. A Study on Human Resources Development in Nuclear Field

    Energy Technology Data Exchange (ETDEWEB)

    Moon, Keehwan; Lee, M. K.; Kim, S. S.; Nam, J. H.; Won, B. C.; Lee, D. S; Hwang, I. A.; Seo, M. W.

    2011-11-15

    The study encompasses 4 major parts, each results being described here under: Various policy alternatives through supply-demand analysis of domestic nuclear skilled manpower are suggested. Human resources development programs of main educational organizations in domestic and overseas are comprehensively reviewed. Establishment of 'Integrated Management Organization' which can combine and manage domestic educational organizations' educational functions is necessary to efficiently deal with the increased educational demand and the shift of educational paradigm from supply-driven to needs-driven education and to make nuclear energy export sustainable. And road map on human resource development to efficiently accomplish 'Integrated Management Organization's mission is suggested. It is provided that an overall strategies for the reasonable educational program reflecting the good practices with their implications in overseas nuclear education programs.

  14. SOCIALLY RESPONSIBLE HUMAN RESOURCE POLICIES AND PRACTICES: ACADEMICAND PROFESSIONAL VALIDATION

    Directory of Open Access Journals (Sweden)

    Barrena-Martínez, Jesus

    2017-01-01

    Full Text Available This article addresses the measurement and validation of socially responsible human resource policiesfrom academic and professional points of view. Corporate Social responsibility (CSR has made greatprogress in recent years in the theoretical realm, showing its importance through different perspectivessuch as the institutional theory, the stakeholder approach, the theory of legitimacy, and the process ofshared value. However, from an empirical standpoint, more research is needed to provide new indicatorsand evidence of testing socially responsible policies on business performance. This paper aims to devise aset of socially responsible human resource policies, demonstrate the validation of their content throughseveral practices, and review the analysis of their relative weights thanks to the contribution of a panelof academic experts and a professional pretest, conducted in large Spanish companies.

  15. New Trends In Education Of Human Resources In Companies

    OpenAIRE

    Tanja Jankovic

    2010-01-01

    Education and training of human resources related to the planned efforts of companies to facilitate employee mastery of skills related to work. These skills include knowledge, skills or behaviors that are essential for effective job performance, and highlighted the training programs. The goal of training is to be employed to adopt and apply in their everyday activities in order to achieve competitive advantage. To this end, training should be seen beyond, as a way of creation of intellectual ...

  16. Human Resource Management Practices, Job Satisfaction and Organizational Commitment

    OpenAIRE

    2014-01-01

    The purpose of this study is to explore the role of human resource management (HRM) practices, job satisfaction and organizational commitment intentions of employees working in Turkish private organizations. A total of 200 employees participated in the study. The results indicate that there is a positive relationship between HRM practices (recruitment and selection, training and development, compensation and benefits, performance appraisals) and job satisfaction and organizational commitment....

  17. Human Resources Staffing Plan for the Tank Farm Contractor

    Energy Technology Data Exchange (ETDEWEB)

    BOSLEY, J.W.

    2000-04-22

    The Human Resources Staffing Plan quantified the equivalent staffing needs required for the Tank Farm Contractor (TFC) and its subcontractors to execute the readiness to proceed baseline between FY 2000-2008. The TFC staffing needs were assessed along with the staffings needs of Fluor Hanford and the privatization contractor. The plan then addressed the staffing needs and recruitment strategies required to execute the baseline.

  18. Education and making human resources activities in japanese universities

    Energy Technology Data Exchange (ETDEWEB)

    Toshikazu, Takeda [Osaka Univ., Div. of Sustainable Energy and Environmental Engineering, Graduate School of Engineering, Suita Osaka (Japan); Yoshiaki, Oka [Tokyo Univ., Dept. of Nuclear Engineering and Management (Japan); Seiji, Shiroya [Kyoto Univ., Research Reactor Institute, Osaka (Japan)

    2007-07-01

    Education systems of Japanese Universities for developing human resources in nuclear industry are described. As examples, the present nuclear engineering curricula of the University of Tokyo, of the Tokyo Institute of Technology and of the Osaka University are presented. The experimental courses on reactor physics using the Kyoto University Critical Assembly, the Kinki University Training Reactor, and the Joyo reactor and Monju are also presented. (authors)

  19. Cultural dimensions in global human resource management: implications for Nigeria

    OpenAIRE

    John N. N. Ugoani

    2016-01-01

    As enterprise operations continue to be globalized through overseas expansions, joint ventures, mergers and acquisitions as well as strategic relationships and partnerships transnational organizations need to give attention to issues of culture in human resource management practices as a panacea for prosperity. The global organization is competent if only it is able to bridge the gap between management and culture so that personal relationships with other peoples in the organization and socie...

  20. The department manager and effective human resource planning: an overview.

    Science.gov (United States)

    Arnold, Edwin; Pulich, Marcia

    2007-01-01

    Department managers in health care organizations play a pivotal role in ensuring the success of human resource (HR) planning. This article describes HR planning and its importance to the organization and department managers. Organizational support necessary for effective HR planning is also covered. The HR planning process is examined. Managerial responsibilities such as interviewing and performance appraisal and their relationship to HR planning are discussed.

  1. Personnel economics: An economic approach to human resource management

    OpenAIRE

    Backes-Gellner, Uschi

    2004-01-01

    The theoretical idea of personnel economics is to apply simple economic principles to the field of human resources management. Personnel economics as a research field has grown rapidly since the first text book on 'Personnel Economics' was published in 1998. The development is driven by new theoretical insights based on institutional and behavioural economics and new empirical methods and data sets. Those new theoretical insights are very fruitful to analyze reasons and consequences of variou...

  2. Germany at CERN

    CERN Document Server

    2005-01-01

    From left to right: Maximilian Metzger, CERN's Secretary-General, Hermann Schunck, Director at the German Federal Ministry of Education and Research, and Robert Aymar, CERN's Director-General, talking to Wolfgang Holler from Butting, one of the companies at the "Germany at CERN" exhibition. Far right : Susanne-Corinna Langer-Greipl from BMBF, delegate to the CERN Finance Committee. For three days, CERN's Main Building was transformed into a showcase for German industry. Twenty-nine companies from sectors related to particle physics (electrical engineering, vacuum and low temperature technology, radiation protection, etc.) were here for the ninth "Germany at CERN" exhibition, organised by the German Federal Ministry of Education and Research (BMBF), which gave them the opportunity to meet scientists and administrators from the Laboratory. On 1 March the exhibition was visited by a German delegation headed by Dr Hermann Schunck, Director at BMBF.

  3. CERN Cricket club

    CERN Multimedia

    CERN Cricket club

    2015-01-01

    The CERN Cricket Club 2015 season begins soon, the first net practice is scheduled (weather permitting) for Thursday April 16th, at 18:00! The club is always looking for new players and newcomers will be made very welcome. Anyone who is interested in joining the club should sign up on our web site: http://cern.ch/Club-Cricket/ or turn up for net practice, which takes place each Thursday evening from April 16th (apart from CERN official holidays) until the end of September (starting at 18:00 to around 19:30) at the CERN Prévessin site: http://club-cricket.web.cern.ch/Club-Cricket/CERN-Ground.html The first match will be at home on Sunday, April 19th against Rhone CC from Lyon.

  4. CERN and the environment

    CERN Multimedia

    Corinne Pralavorio

    2016-01-01

    New webpages answer common questions about CERN and the environment.   One of the new public webpages dedicated to CERN and the environment. Do your neighbours ever ask you about CERN’s environmental impact? And about radiation in particular? If so, the answers to those questions can now be found online on a new set of public webpages dedicated to CERN and the environment. These pages, put together by the Occupational Health, Safety and Environmental Protection (HSE) unit and the groups responsible for CERN's site maintenance, contain a wealth of information on topics linked to the environment, such as biodiversity at CERN, waste management, ionising radiation, and water and electricity consumption. “CERN forms part of the local landscape, with its numerous sites and scientific activities. It’s understandable that people living nearby have questions about the impact of these activities and it’s important that we respond with complete transp...

  5. Young Artists@ CERN

    CERN Multimedia

    2004-01-01

    In view of 50th anniversary of CERN, about 20 young artists will be visiting CERN from 26 to 31 January to learn about the laboratory's research and the mysterious world of particle physics. The impressions they take home will be the main inspiration for the artwork they will then produce for an exhibition to be inaugurated in October 2004 as part of CERN's 50th anniversary celebration. We are looking for scientists who are interested in the Art-Science synergy and who can volunteer to discuss their work at CERN to these young artists during this week (25-31/01). Please contact renilde.vanden.broeck@cern.ch if you are interested. The project is called Young Artists@ CERN and for more information look at this website: http://www.hep.ucl.ac.uk/~andy/CERNart/

  6. ADVANCED DEVELOPMENT MODEL OF TERRITORIAL HUMAN RESOURCES POTENTIAL

    Directory of Open Access Journals (Sweden)

    Alexander G. Моkronosov

    2015-03-01

    Full Text Available The aim of the study is to substantiate the need for eliminating the excessive spatial polarization of territorial socio-economic development as a necessary condition for advanced development of human resources potential. The authors explore the basic problems and contradictions of modern regional and local labor markets in Russia. Based on generalization and systematization of foreign and domestic research outcomes, the paper reveals the main condition for eliminating the territorial polarization threats, which implies formation of a new institutional environment in order to provide co-operation of participants in the territorial interest zone in personnel training and new jobs creating.The research findings demonstrate the increased disproportions between the workforce and labor markets of municipal formations in Sverdlovsk region, and emphasize the need for territorial industrial educational clusters maximizing the network co-operation of the involved parties.The scientific novelty combines adaptation of theoretical concepts of the “new economic geography” applied to reorganization processes in the Russian economy; and elaboration of the cluster model of advanced development of territorial human resources potential by means of territorial centers coordinating the interests of administration, business society, and households.Practical significance of the research results is related to facilitating the administrative efficiency of regional and municipal formations, employers, territorial employment centers, and thereby the advanced development of human resources potential.

  7. ADVANCED DEVELOPMENT MODEL OF TERRITORIAL HUMAN RESOURCES POTENTIAL

    Directory of Open Access Journals (Sweden)

    Alexander G. Моkronosov

    2014-01-01

    Full Text Available The aim of the study is to substantiate the need for eliminating the excessive spatial polarization of territorial socio-economic development as a necessary condition for advanced development of human resources potential. The authors explore the basic problems and contradictions of modern regional and local labor markets in Russia. Based on generalization and systematization of foreign and domestic research outcomes, the paper reveals the main condition for eliminating the territorial polarization threats, which implies formation of a new institutional environment in order to provide co-operation of participants in the territorial interest zone in personnel training and new jobs creating.The research findings demonstrate the increased disproportions between the workforce and labor markets of municipal formations in Sverdlovsk region, and emphasize the need for territorial industrial educational clusters maximizing the network co-operation of the involved parties.The scientific novelty combines adaptation of theoretical concepts of the “new economic geography” applied to reorganization processes in the Russian economy; and elaboration of the cluster model of advanced development of territorial human resources potential by means of territorial centers coordinating the interests of administration, business society, and households.Practical significance of the research results is related to facilitating the administrative efficiency of regional and municipal formations, employers, territorial employment centers, and thereby the advanced development of human resources potential.

  8. Impact of Human Resources Management on Entrepreneurship Development

    Directory of Open Access Journals (Sweden)

    Obasan Kehinde A.

    2014-02-01

    Full Text Available The decisive role played by Human Resources Management (HRM in the emergence and sustenance of entrepreneurship development in an organisation cannot be misplaced as it ensures optimum deployment and development of personnel towards the actualization of set organisational objectives. Using a primary data sourced through a well-structured and self- administered questionnaires served to sixty HR managers and supervisors, and analyzed with descriptive statistics and Pearson product moment correlation coefficient, this study investigates the role of (HRM in entrepreneurship development. The tested hypotheses revealed a correlation coefficient of 0.44 which indicate the existence of a moderate positive relationship between Human Resources Management (HRM and entrepreneurship development. This indicates that HRM can facilitate entrepreneurship development in an organization. Hence HR managers must seek as much as possible measures that will ensure that their human resource are adequately compensated, rewarded and motivated to enhance their performance which will translate to improved performance that will influence the overall performance of the organisation.

  9. Learning on human resources management in the radiology residency program

    Energy Technology Data Exchange (ETDEWEB)

    Oliveira, Aparecido Ferreira de; Lederman, Henrique Manoel; Batista, Nildo Alves, E-mail: aparecidoliveira@ig.com.br [Universidade Federal de Sao Paulo (EPM/UNIFESP), Sao Paulo, SP (Brazil). Escola Paulista de Medicina

    2014-03-15

    Objective: to investigate the process of learning on human resource management in the radiology residency program at Escola Paulista de Medicina - Universidade Federal de Sao Paulo, aiming at improving radiologists' education. Materials and methods: exploratory study with a quantitative and qualitative approach developed with the faculty staff, preceptors and residents of the program, utilizing a Likert questionnaire (46), taped interviews (18), and categorization based on thematic analysis. Results: According to 71% of the participants, residents have clarity about their role in the development of their activities, and 48% said that residents have no opportunity to learn how to manage their work in a multidisciplinary team. Conclusion: Isolation at medical records room, little interactivity between sectors with diversified and fixed activities, absence of a previous culture and lack of a training program on human resources management may interfere in the development of skills for the residents' practice. There is a need to review objectives of the medical residency in the field of radiology, incorporating, whenever possible, the commitment to the training of skills related to human resources management thus widening the scope of abilities of the future radiologists. (author)

  10. Labor of love. A model for planning human resource needs.

    Science.gov (United States)

    Brady, F J

    1989-01-01

    Typically, the annual budgeting process is the hospital's only attempt to forecast human resource requirements. In times of rapid change, this traditional ad hoc approach is incapable of satisfying either the Catholic hospital's ethical obligations as an employer or its responsibilities to provide healthcare to the poor and suffering. Assumptions about future activity, including volume projections on admissions, patient days, and other services, influence the budgeting process to a large degree. Because the amount of work to be done and the number of employees required to do it are related, changes in demand for service immediately and directly affect staffing requirements. A hospital cannot achieve ethical human resource management or provide high-quality healthcare if inadequate planning forces management into a cycle of crisis-coping--reacting to this year's nursing shortage with a major recruiting effort and next year's financial crunch with a traumatic reduction in force. The human resource planning approach outlined here helps the hospital meet legitimate business needs while satisfying its ethical obligations. The model has four phases and covers a charge to the planning committee; committee appointments; announcements; the establishment of ground rules, focus, and task forces; and the work of each task force.

  11. Learning on human resources management in the radiology residency program

    Directory of Open Access Journals (Sweden)

    Aparecido Ferreira de Oliveira

    2014-04-01

    Full Text Available Objective To investigate the process of learning on human resource management in the radiology residency program at Escola Paulista de Medicina – Universidade Federal de São Paulo, aiming at improving radiologists' education. Materials and Methods Exploratory study with a quantitative and qualitative approach developed with the faculty staff, preceptors and residents of the program, utilizing a Likert questionnaire (46, taped interviews (18, and categorization based on thematic analysis. Results According to 71% of the participants, residents have clarity about their role in the development of their activities, and 48% said that residents have no opportunity to learn how to manage their work in a multidisciplinary team. Conclusion Isolation at medical records room, little interactivity between sectors with diversified and fixed activities, absence of a previous culture and lack of a training program on human resources management may interfere in the development of skills for the residents' practice. There is a need to review objectives of the medical residency in the field of radiology, incorporating, whenever possible, the commitment to the training of skills related to human resources management thus widening the scope of abilities of the future radiologists.

  12. Learning on human resources management in the radiology residency program*

    Science.gov (United States)

    de Oliveira, Aparecido Ferreira; Lederman, Henrique Manoel; Batista, Nildo Alves

    2014-01-01

    Objective To investigate the process of learning on human resource management in the radiology residency program at Escola Paulista de Medicina - Universidade Federal de São Paulo, aiming at improving radiologists' education. Materials and Methods Exploratory study with a quantitative and qualitative approach developed with the faculty staff, preceptors and residents of the program, utilizing a Likert questionnaire (46), taped interviews (18), and categorization based on thematic analysis. Results According to 71% of the participants, residents have clarity about their role in the development of their activities, and 48% said that residents have no opportunity to learn how to manage their work in a multidisciplinary team. Conclusion Isolation at medical records room, little interactivity between sectors with diversified and fixed activities, absence of a previous culture and lack of a training program on human resources management may interfere in the development of skills for the residents' practice. There is a need to review objectives of the medical residency in the field of radiology, incorporating, whenever possible, the commitment to the training of skills related to human resources management thus widening the scope of abilities of the future radiologists. PMID:25741056

  13. Nuclear Human Resources Development Program using Educational Core Simulator

    Energy Technology Data Exchange (ETDEWEB)

    Choi, Yu Sun; Hong, Soon Kwan [KHNP-CRI, Daejeon (Korea, Republic of)

    2015-10-15

    KHNP-CRI(Korea Hydro and Nuclear Power Co.-Central Research Institute) has redesigned the existing Core Simulator(CoSi) used as a sort of training tools for reactor engineers in operating nuclear power plant to support Nuclear Human Resources Development (NHRD) Program focusing on the nuclear department of Dalat university in Vietnam. This program has been supported by MOTIE in Korea and cooperated with KNA(Korea Nuclear Association for International Cooperation) and HYU(Hanyang University) for enhancing the nuclear human resources of potential country in consideration with Korean Nuclear Power Plant as a next candidate energy sources. KHNP-CRI has provided Edu-CoSi to Dalat University in Vietnam in order to support Nuclear Human Resources Development Program in Vietnam. Job Qualification Certificates Program in KHNP is utilized to design a training course for Vietnamese faculty and student of Dalat University. Successfully, knowhow on lecturing the ZPPT performance, training and maintaining Edu-CoSi hardware are transferred by several training courses which KHNP-CRI provides.

  14. Human resources for the control of road traffic injury.

    Science.gov (United States)

    Mock, Charles; Kobusingye, Olive; Anh, Le Vu; Afukaar, Francis; Arreola-Risa, Carlos

    2005-04-01

    The definition of the ideal numbers and distribution of human resources required for control of road traffic injury (RTI) is not as advanced as for other health problems. We can nonetheless identify functions that need to be addressed across the spectrum of injury control: surveillance; road safety (including infrastructure, vehicle design, and behaviour); and trauma care. Many low-cost strategies to improve these functions in low- or middle-income countries can be identified. For all these strategies, there is need for adequate institutional capacity, including funding, legal authority, and human resources. Several categories of human resources need to be developed: epidemiologists who can handle injury data, design surveillance systems, and undertake research; engineers and planners versed in safety aspects of road design, traffic flow, urban planning, and vehicle design; police and lawyers who understand the health impact of traffic law; clinicians who can develop cost-effective improvements in the entire system of trauma treatment; media experts to undertake effective behaviour change and social marketing; and economists to assist with cost-effectiveness evaluations. RTI control can be strengthened by enhancing such training in these disciplines, as well as encouraging retention of those who have the needed skills. Mechanisms to enhance collaboration between these different fields need to be promoted. Finally, the burden of RTI is borne disproportionately by the poor; in addition to technical issues, more profound equity issues must be addressed. This mandates that people from all professional backgrounds who work for RTI control should develop skills in advocacy and politics.

  15. Human resource management and career planning in a larger library

    Directory of Open Access Journals (Sweden)

    Jelka Gazvoda

    1997-01-01

    Full Text Available Human resource management is presented as a managerial function which is used to develop potential abilities of the employees to achieve organizational goals.Different perception of the employees is essential - people working in the organization are treated as capital and not as an expenditure. In human resource management the most important view of the employees is their potential growth and professional development, training for acquiring new responsibilities and encouragement for innovation. Library management is becoming more and more complex as the result of introducing new technologies. For this reason libraries need well trained people with potentials to modernize library performance and to overcome the conflict between the traditional organizational culture and the requirements of the modem technologically developed environment. The author presents different techniques of active human resource management, which can be used in larger libraries where an appropriate number of employees exists to realize different programmes with. These are programmes for education, staffing,career planning, stimmulation and reward systems, job redefinition and enrichment,and other forms of internal segmentation.

  16. CERN - better than science fiction!

    CERN Multimedia

    2007-01-01

    From left to right: Allan Cameron (Production Designer), Sam Breckham (Location Manager), James Gillies (Head of Communication at CERN), Jacques Fichet (from the CERN audiovisual service), Rolf Landua (former spokesman of the ATHENA antihydrogen experiment at CERN and Head of CERN's Education Group), Ron Howard, and Renilde Vanden Broeck (CERN press officer).

  17. CERN Relay Race

    CERN Document Server

    CERN Running Club

    2010-01-01

    The CERN relay race will take place around the Meyrin site on Thursday 20 May, starting at 12.15. If possible, please avoid driving on the site during this 20-minute period. If you do meet runners while driving your car, please STOP until they have all passed. Thank you for your cooperation. Details on the route, and how to register your team for the relay race, can be found at: https://espace.cern.ch/Running-Club/CERN-Relay

  18. The CERN PC farm

    CERN Multimedia

    Serge Bellegarde

    2005-01-01

    Housed in the CERN Computer Centre, these banks of computers process and store data produced on the CERN systems. When the LHC starts operation in 2008, it will produce enough data every year to fill a stack of CDs 20 km tall. To handle this huge amount of data, CERN has also developed the Grid, allowing the processing power to be shared between computer centres around the world.

  19. Britain at CERN

    CERN Multimedia

    2000-01-01

    H. E. Mr Christopher Hulse, Ambassador of United Kingdom in Switzerland, CERN Director General Luciano Maiani, Sir David Wright, Chief Executive of British Trade International and Roger Cashmore, CERN Director of research visit the Britain at CERN exhibition. From 14 to 17 November 30 British companies exhibited leading edge technologies at CERN. This is Britain's 18th exhibition at CERN since 1968. Out of the 30 companies, which attended the Britain at CERN exhibition in 1998, 25 have received an order or a contract relating to CERN during the last two years. The exhibition was inaugurated on Tuesday by Sir David Wright, Chief Executive of British Trade International. He was accompanied by H.E. Mr Christopher Hulse CMG, OBE, Her Majesty's Ambassador to Switzerland, and Mr. David Roberts, Deputy Head of Mission and Director of Trade Promotion at the British Embassy in Bern. CERN Director-General, Professor Luciano Maiani, underlined the major contribution of British physicists to CERN, pointing out the fact ...

  20. Theory Development and Convergence of Human Resource Fields: Implications for Human Performance Technology

    Science.gov (United States)

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

    This study examines major theory developments in human resource (HR) fields and discusses implications for human performance technology (HPT). Differentiated HR fields are converging to improve organizational performance through knowledge-based innovations. Ruona and Gibson (2004) made a similar observation and analyzed the historical evolution…

  1. The Peculiarities of Human Resource Information Management Problems and Solutions

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2012-12-01

    Full Text Available The current article explores one of the traditional management functional areas of enterprises—human resources management and its multi-component information environments, components. The traditional enterprises, usually manufacturing-oriented enterprises, controlled according to the functions of the activity, when many operating divisions is specialized in carrying out some certain tasks, functions (i.e. every department or unit is focused on the specific information technology applications which are not integrated. But quick changes in the modern activity environment fosters enterprises to switch from the classical functional management approaches (i.e. non-effective databases that are of marginal use, duplicative of one another, and operational systems that cannot adequately provide important information for enterprise control towards more adaptive, contemporary information processing models, knowledge-based enterprises, process management (i.e. a computer-aided knowledge bases, automatic information exchange, structured and metadata-oriented way. As mentioned above, are the databases now really becoming increasingly unmanageable, non-effective? Slow information processing not only costs money, but also endangers competitiveness and makes users unhappy. However, it should be noted that every functional area, group of users of the enterprise, have their specific, purpose, subjects and management structure, otherwise they have different information needs, requirements. Therefore, organizational information systems need be constantly maintained and applied to their surroundings.This article presents and critically analyzes the theoretical, practical aspects of the human resources or employee and information management, i.e. the first introduces 1 the major problems of information management (e.g., data integration and interoperability of systems, why business users often don’t have direct access to the important business data; 2 the process

  2. The Peculiarities of Human Resource Information Management Problems and Solutions

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2013-02-01

    Full Text Available The current article explores one of the traditional management functional areas of enterprises—human resources management and its multi-component information environments, components. The traditional enterprises, usually manufacturing-oriented enterprises, controlled according to the functions of the activity, when many operating divisions is specialized in carrying out some certain tasks, functions (i.e. every department or unit is focused on the specific information technology applications which are not integrated. But quick changes in the modern activity environment fosters enterprises to switch from the classical functional management approaches (i.e. non-effective databases that are of marginal use, duplicative of one another, and operational systems that cannot adequately provide important information for enterprise control towards more adaptive, contemporary information processing models, knowledge-based enterprises, process management (i.e. a computer-aided knowledge bases, automatic information exchange, structured and metadata-oriented way. As mentioned above, are the databases now really becoming increasingly unmanageable, non-effective? Slow information processing not only costs money, but also endangers competitiveness and makes users unhappy. However, it should be noted that every functional area, group of users of the enterprise, have their specific, purpose, subjects and management structure, otherwise they have different information needs, requirements. Therefore, organizational information systems need be constantly maintained and applied to their surroundings. This article presents and critically analyzes the theoretical, practical aspects of the human resources or employee and information management, i.e. the first introduces 1 the major problems of information management (e.g., data integration and interoperability of systems, why business users often don’t have direct access to the important business data; 2 the process

  3. 76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

    ... Proposal Review Panel for Human Resource Development; Notice of Meeting In accordance with the Federal... Person: Kelly Mack, Division of Human Resource Development, Room 815, National Science Foundation... following meeting: Name: ADVANCE Institutional Transformation Site Visit; Proposal Review Panel...

  4. The Application of Expand Option of Real Options in Human Resources Evaluation

    Institute of Scientific and Technical Information of China (English)

    CHANG Qing; HU Cheng-cui

    2006-01-01

    The traditional models of evaluating human resources are mainly based upon the discounted value of future payment, but these models fail to take the employment risk into account, and often neglect the uncertainty and underestimate the human resource value. This paper first introduces the option theory, and then presents human resources as the real commodity for the call option. Second, concerning the choices for the uncertainty decision, the decisions of delaying the employment of the human resources, expanding or deducing the scale of human resources, giving up or changing human resources, etc., are made to deal with the future uncertainties appropriately. This will cause the investment to be more beneficial or to reduce the loss. Finally, the expand option theory of real options is used to evaluate the value of reinvestment in human resources, and the expand option theory could be provided as a reference for management implementation and decision-making in human resources.

  5. 76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

    ... Proposal Review Panel for Human Resource Development; Notice of Meeting In accordance with the Federal... Person: Kelly Mack, Division of Human Resource Development, Room 815, National Science Foundation... following meeting: Name: ADVANCE Institutional Transformation Site Visit, Proposal Review Panel...

  6. Analysis of Human Resources Management Strategy in China Electronic Commerce Enterprises

    Science.gov (United States)

    Shao, Fang

    The paper discussed electronic-commerce's influence on enterprise human resources management, proposed and proved the human resources management strategy which electronic commerce enterprise should adopt from recruitment strategy to training strategy, keeping talent strategy and other ways.

  7. International Human Resource Management Education: A Survey of HR Professionals, Suggestions for Skill Dissemination.

    Science.gov (United States)

    Barclay, Lizabeth A.; Wagner-Marsh, Fraya; Loewe, G. Michael

    2002-01-01

    Surveyed a human resource professional association about training and interest in international human resources management. Based on results, offers recommendations for expanding coverage of this topic in credit and non-credit courses. (EV)

  8. Social Media Impact on Human Resources Management Strategies

    Directory of Open Access Journals (Sweden)

    Angela-Eliza Micu

    2016-01-01

    Full Text Available The aim of this paper is to do a research of human resource management in Romania for the ITsector, and focus the attention to a couple of things like culture, trainings and the impact resultedon social media that this companies and their employees are producing. The use of social media has a huge impact on the quality of the work and also is contributing tostrengthen the relationships between employees. It can be a good resource in attracting new talentsand also promoting the company. This research used mined data from LinkedIn and other socialmedia and publicly available websites in order to statistically test hypotheses using the Pearsonchi-square method and successfully finding 6 strong correlations between data analyzed forRomanian software development companies.

  9. ESO: The CERN Years

    CERN Multimedia

    Schaeffer, A

    2012-01-01

    In 1970, CERN and ESO signed a collaboration agreement for the construction of the Observatory’s first telescope. That same year, ESO’s Telescope Division and Sky Atlas laboratory settled on the CERN site in Meyrin. Let’s turn back to the beginnings of this lasting and fruitful alliance.

  10. The CERN Accelerator School

    CERN Multimedia

    2016-01-01

    Introduction to accelerator physics This course will take place in Budapest, Hungary, from 2 to 14 October 2016. It is now open for registration and further information can be found at: http://cas.web.cern.ch/cas/Hungary2016/Hungary-advert.html and http://indico.cern.ch/event/532397/.

  11. CERN's Early History Revisited

    CERN Multimedia

    Schopper, Herwig Franz; Krige, Gerhard John

    2005-01-01

    As a member of the group of historians charged to write the history of the founding of CERN, John Krige particularly underlines the important role I.I. Rabi played. The first author, former Director General of CERN add a few comments. S.A. Khan gives precisions about the role played by E. Amaldi and P. Auger; then J. Krige replies

  12. CERN openlab Open Day

    CERN Multimedia

    Purcell, Andrew Robert

    2015-01-01

    The CERN openlab Open Day took place on 10 June, 2015. This was the first in a series of annual events at which research and industrial teams from CERN openlab can present their projects, share achievements, and collect feedback from their user communities.

  13. Punctualizaciones del CERN

    CERN Document Server

    2002-01-01

    "Viene de la pagina anterior. Puntualizaciones del CERN. La valoracion que me merece la aprobacion en el Consejo de Ministros el 24 de mayo de un acuerdo de colaboracion entre el MCYT y el CERN para el proyecto de neutrinos al Gran Sasso es positiva" (1 page).

  14. Integration of CERN staff

    CERN Multimedia

    1965-01-01

    An example of the integration of CERN staff in the neighbouring communes is provided by the hamlet of Bugnon at St-Genis-Pouilly (Ain), FRance. The CERN installation on the Swiss site are visible on the left in the background. Behind them the Saleve mountain in Haute-Savoie.

  15. UK Mission to CERN

    CERN Multimedia

    2004-01-01

    At the end of June, nine experts from UK industry visited CERN to study techniques for developing distributed computing systems and to look at some specific applications. In a packed three-day programme, almost 40 CERN experts presented a comprehensive survey of achievements.

  16. Human resource management in the telecommunications sector of Laos

    Directory of Open Access Journals (Sweden)

    Nittana Southiseng

    2013-03-01

    Full Text Available This paper presents quantitative outcomes regarding human resource management (HRM in telecom companies in Laos. A total of 73 valid responses from managers and 396 from employees were obtained as part of a self-completing personally distributed survey, using questionnaires. Analysis of the results showed that the management team seemed not to have a great deal of impact in terms of strengthening the companies’ human capital development (HCD. Employees felt that the more the HRM practices were put into practice, the more that employees’ performance improvement, perceptual development and satisfaction were improved. Factor analysis grouped HRM practices into three categories: (1 compensation management and information exchange, (2 training and development (T&D management and (3 needs assessment. It is apparent that HRM in the telecom industry of Laos is not yet properly executed and executives involved in it had low attention in managing and developing their human resource. There was unclear understanding of how to execute HRM effectively, as a result, the variables of the compensation management and information exchange had been fallen into the same aspect. With such findings, the recommendations have been proposed to the telecom companies of Laos to firstly gain higher awareness from the top management, to have precise HRM policies and adequate supports, and to include the HRM, HRD and T&D in either formal or informal curricular of the education system in Laos.

  17. Integrity at CERN – Conflict of Interest Policy

    CERN Multimedia

    HR Department

    2015-01-01

    In 2014, a working group was established to develop a policy on conflicts of interest at CERN and to review the related obligations under Article S I.3.13 of the Staff Rules and Regulations. The group was composed of the Director for Administration and General Infrastructure, the heads of the Human Resources Department, the Internal Audit and the Legal Service, and other representatives from these services.   In March 2015, the Director-General approved the working group’s recommendation to adopt a global conflict of interest prevention and management policy that is based on established best practices, that further implements CERN’s core value of integrity, and that, like the CERN Code of Conduct, applies to all CERN contributors. The Conflict of Interest Policy, together with implementation guidelines, was presented to the Enlarged Directorate in April and approved by the Director-General for entry into force on 10 April 2015. It has been integrated with the existing A...

  18. A new director for Arts@CERN

    CERN Multimedia

    CERN Bulletin

    2015-01-01

    On 2 March 2015, Mónica Bello will take the reins of the Arts@CERN programme. A few days before taking over the new job, the curator and art critic talked to the CERN Bulletin about her interest in arts and science, her motivations for the job, and her plans for the future of the programme.   Mónica Bello. “The exciting nature of CERN almost demands an artistic programme like Arts@CERN,” says Mónica, former artistic director of VIDA (one of the most important competitions in digital and new media arts worldwide), who has recently been appointed as the new director of the Arts@CERN programme. “The programme is unique as it provides the artist not only with resources, but also with interesting scientific topics and a natural way for the artists to become involved. Thanks to this programme, artists can come to CERN, bring their individuality, and really benefit from the sharing experience with scientists.” Mónica,...

  19. The Relevancy of Graduate Curriculum to Human Resource Professionals' Electronic Communication.

    Science.gov (United States)

    Hoell, Robert C.; Henry, Gordon O.

    2003-01-01

    Electronic communications of human resource professionals and the content of 23 university human resource management courses were categorized using the Human Resource Certification Institute's body of knowledge. Differences between proportion of topics discussed and topics covered in curricula suggest some topics are over- or undertaught.…

  20. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: May 5..., engineering, and mathematics (STEM) education and human resources programming. Agenda May 5, 2010 I....

  1. 77 FR 61033 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-10-05

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 7... technology, engineering, and mathematics (STEM) education and human resources programming. Agenda November...

  2. 76 FR 20376 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2011-04-12

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: May 4..., technology, engineering, and mathematics (STEM) education and human resources programming. Agenda May 4,...

  3. 78 FR 61400 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-10-03

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 6...'s science, technology, engineering, and mathematics (STEM) education and human resources...

  4. 7 CFR 2.92 - Director, Office of Human Resources Management.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 false Director, Office of Human Resources Management. 2.92... Secretary for Administration § 2.92 Director, Office of Human Resources Management. (a) Delegations... Human Resources Management: (1) Formulate and issue Department policy, standards, rules and...

  5. 78 FR 21979 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-04-12

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: May 6... (STEM) education and human resources programming. Agenda May 6, 2013 (Monday Morning) Remarks by...

  6. 24 CFR 7.14 - Responsibilities of the Office of Human Resources.

    Science.gov (United States)

    2010-04-01

    ... Human Resources. 7.14 Section 7.14 Housing and Urban Development Office of the Secretary, Department of... Reprisal Responsibilities § 7.14 Responsibilities of the Office of Human Resources. In accordance with guidelines issued by the Assistant Secretary for Administration, Human Resources Officers shall: (a)...

  7. 77 FR 23766 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-04-20

    ... FOUNDATION Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the... the following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time..., and mathematics (STEM) education and human resources programming. Agenda May 9, 2012...

  8. 77 FR 74517 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-12-14

    ... FOUNDATION Agency Information Collection Activities: Comment Request; Education and Human Resources Project...: Education and Human Resources Program Monitoring Clearance. OMB Approval Number: 3145-NEW. Type of Request... parts of the United States and internationally. The Directorate for Education and Human Resources...

  9. 75 FR 63209 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-10-14

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 3..., and mathematics (STEM) education and human resources programming. Agenda November 3, 2010...

  10. 78 FR 78401 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-12-26

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: January 7... Human Resources (EHR) Brief updates on EHR and Committee of Visitor Reports ] Presentation,...

  11. The Answer Is Blowing in the Wind. Investment in Training from a Human Resource Accounting Perspective.

    Science.gov (United States)

    Johanson, Ulf

    1998-01-01

    Presents components of human resource accounting (HRA)--description of human resource costs, estimation of return on investment, estimation of human resource values. Reviews research on the influence of HRA on decision making, concluding that a number of factors inhibit its effective use. (SK)

  12. An urban plan for CERN

    CERN Multimedia

    Laëtitia Pedroso

    2010-01-01

    The GS Department has just initiated several preliminary studies with a view to the elaboration of an urban plan for CERN. The aim is to re-define the organisation of the Laboratory's infrastructures and give it a new lease of life where the top priorities are environmental protection and quality of life for all who work here.   When CERN was established in 1954, the land was made available to the Laboratory by the Host States for exclusively scientific purposes. The question as to how the infrastructures would be organised was not on the agenda. Buildings were erected one after another to meet the needs of one scientific project after another. Nearly all of CERN's financial resources were then poured into the construction of the LHC but hardly any were invested in its infrastructure. "Back around 2000, we started realising how dilapidated certain buildings were becoming," notes Matti Tiirakari, who heads the Site Engineering and Management Group in the GS Department. But agein...

  13. CERN Mobility Survey

    CERN Multimedia

    GS Department

    2011-01-01

    The Institute of Shipping and Transport of the University of the Aegean and the National Technical University of Athens are partners with CERN in a study of mobility patterns between and within the CERN sites and to that effect have realized a mobility survey dedicated to the CERN community.         The study aims to understand: How you presently get around the CERN sites; What problems you encounter regarding mobility; What your needs are; What improvements you’d like to see; What measures you would like to see implemented most. The replies we receive will enable us to define a general policy promoting the diversity of mobility at CERN and to establish and quantify the strategic actions to be implemented for both the short and medium term. The objectives of the transport mobility plans are to: Facilitate mobility within and between the CERN sites by identifying adequate solutions in response to individual ...

  14. Lectures for CERN pensioners

    CERN Multimedia

    GS Department

    2009-01-01

    The CERN Medical Service and the Pensioners Association are pleased to invite CERN pensioners to a series of lectures given by professors and specialists from the Teaching Hospitals and the Faculty of Medicine of the University of Geneva on the following topic: PROMOTION OF OPTIMUM BRAIN AGEING The lectures will take place in the Main CERN Auditorium (Building 60) from 2.30 p.m. to 4.30 p.m. on the following dates: Thursday 15 January 2009: Diagnosing and treating Alzheimer’s disease Pr Gabriel GOLD Wednesday 25 February 2009: What is the brain reserve? Speaker’s name to be announced at a later date. The lectures will be given in French, with transparencies in English, and will be followed by a wide-ranging debate with the participants. CERN Medical Service - Pensioners Association - CERN-ESO (GAC-EPA)

  15. Romanian President Visits CERN

    CERN Multimedia

    2001-01-01

    Director General Luciano Maiani watches as Romanian President Ion Iliescu signs the CERN guest book. On Friday the 12th of October, Romanian President Ion Iliescu arrived at CERN and was warmly greeted by Director General Luciano Maiani at the steps of building 500. After initial greetings and a general presentation of the laboratory, President Iliescu and his entourage embarked on a whistle stop tour of the CERN facilities. They visited the CMS magnet assembly hall and civil engineering work where presentations were made by CMS spokesperson Michel Della Negra and the ATLAS Tile Calorimeter where the president was introduced to Romanian physicists working here at CERN. Michel Della Negra explains some of the general principles behind CMS to President Iliescu during his visit last week. The Romanian teams working on CERN projects make very visible contributions, for example to the construction of the ATLAS experiment and to the preparation of its eventual scientific exploitation. 'Those of us on the ATLAS ...

  16. CERN in the park

    CERN Multimedia

    2002-01-01

    CERN will be the centre of debate at a 'Café scientifique' on Monday 29 April. The aim of the Cafés scientifiques, which are organised by the association of Bancs Publics, is to kindle discussion between ordinary people and specialists in a scientific field. This Monday, Maurice Bourquin, President of the CERN Council, Hans Hoffmann, Director of Technology Transfer and Scientific Computing at CERN, Gilbert Guignard, a physicist at CERN, and Ruhal Floris, who teaches mathematical didactics at the University of Geneva, will explain the usefulness and contributions to science of the world's biggest laboratory for particle physics. What is CERN for? Monday 29 April at 18.30 Musée d'histoire des sciences, Geneva (in the park Perle du Lac) Entry free Wine and buffet after the discussion

  17. Impact of human resource management practices on nursing home performance.

    Science.gov (United States)

    Rondeau, K V; Wagar, T H

    2001-08-01

    Management scholars and practitioners alike have become increasingly interested in learning more about the ability of certain 'progressive' or 'high-performance' human resource management (HRM) practices to enhance organizational effectiveness. There is growing evidence to suggest that the contribution of various HRM practices to impact firm performance may be synergistic in effect yet contingent on a number of contextual factors, including workplace climate. A contingency theory perspective suggests that in order to be effective, HMR policies and practices must be consistent with other aspects of the organization, including its environment. This paper reports on empirical findings from research that examines the relationship between HRM practices, workplace climate and perceptions of organizational performance, in a large sample of Canadian nursing homes. Data from 283 nursing homes were collected by means of a mail survey that included questions on HRM practices, programmes, and policies, on human resource aspects of workplace climate, as well as a variety of indicators that include employee, customer/resident and facility measures of organizational performance. Results derived from ordered probit analysis suggest that nursing homes in our sample which had implemented more 'progressive' HRM practices and which reported a workplace climate that strongly values employee participation, empowerment and accountability tended to be perceived to generally perform better on a number of valued organizational outcomes. Nursing homes in our sample that performed best overall were found to be more likely to not only have implemented more of these HRM practices, but also to report having a workplace climate that reflects the seminal value that it places on its human resources. This finding is consistent with the conclusion that simply introducing HRM practices or programmes, in the absence of an appropriately supportive workplace climate, will be insufficient to attain

  18. Impact of information technology on human resources in healthcare.

    Science.gov (United States)

    Anvari, Mehran

    2007-01-01

    Incorporation of advances in information communications technology (ICT) into the workplace has had a major impact in human resource utilization in sectors of the economy where it has occurred in a substantial manner, such as manufacturing and financial services. While some benefits of ICT have been realized in healthcare, the full impact of its benefits will only be realized if it is incorporated in a systematic form, rather than in the current patchy and uneven manner seen around the province and across the country to date.

  19. Determinants of human resource investment in internal controls

    Institute of Scientific and Technical Information of China (English)

    Jong-Hag; Choi; Joonil; Lee; Catherine; Heyjung; Sonu

    2013-01-01

    Using the unique reporting environment in Korea, this study investigates the determinants of human resource investment in internal controls for 1352 listed firms disclosing the number of personnel who are in charge of internal controlrelated tasks(IC personnel) from 2005 to 2008. We find that the number of IC personnel within a firm and several key departments increase with firm size,number of employees, complexity and for Chaebols, and decrease in rapidly growing firms. Additional analysis reveals that the factors influencing internal control systems have an accentuated effect on firms with relatively larger firm size.

  20. Human resource training and development. The outdoor management method.

    Directory of Open Access Journals (Sweden)

    THANOS KRIEMADIS

    2008-01-01

    Full Text Available In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD. For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development will be presented. Basic theories and models will be analysed as well as the benefits earned and evaluation concerns about the effectiveness of such training programs.

  1. Determinants of human resource investment in internal controls

    Directory of Open Access Journals (Sweden)

    Jong-Hag Choi

    2013-09-01

    Full Text Available Using the unique reporting environment in Korea, this study investigates the determinants of human resource investment in internal controls for 1352 listed firms disclosing the number of personnel who are in charge of internal control-related tasks (IC personnel from 2005 to 2008. We find that the number of IC personnel within a firm and several key departments increase with firm size, number of employees, complexity and for Chaebols, and decrease in rapidly growing firms. Additional analysis reveals that the factors influencing internal control systems have an accentuated effect on firms with relatively larger firm size.

  2. FRUSTRATION OF WORKING AS A PROBLEM OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Irena Ashtalkoska

    2012-12-01

    Full Text Available The development of human resources that finds an important practical application in enterprises from the developed world, account facts which refer to the conclusion that satisfaction of employee can greatly contribute to increasing productivity in enterprises and in states from whole world.Enterprises should assume appropriate measures which will be concentrated on reviewing the toolkit related to management staff, especially systems of payment and organization culture if they want to avoid negative consequences caused by dissatisfaction of employees in the workplace.

  3. THE MARKETING HUMAN RESOURCES IN SMALL AND MEDIUM ENTERPRISES

    OpenAIRE

    Felicia Sabou

    2011-01-01

    The paper presents a study on human resources in small and medium-sized enterprises inMaramures county, in the field of marketing. The study was made on a sample of 205SMEs from Maramures. With this study it is wanted to get an answer to the question “Arethe small and medium sized enterprises in Maramures county using qualified persons inmarketing? The research method used was the market investigation, made with the specifictool - questionnaire. After processing and analysis the results are: ...

  4. ADP Analysis project for the Human Resources Management Division

    Science.gov (United States)

    Tureman, Robert L., Jr.

    1993-01-01

    The ADP (Automated Data Processing) Analysis Project was conducted for the Human Resources Management Division (HRMD) of NASA's Langley Research Center. The three major areas of work in the project were computer support, automated inventory analysis, and an ADP study for the Division. The goal of the computer support work was to determine automation needs of Division personnel and help them solve computing problems. The goal of automated inventory analysis was to find a way to analyze installed software and usage on a Macintosh. Finally, the ADP functional systems study for the Division was designed to assess future HRMD needs concerning ADP organization and activities.

  5. Human resource development in rural health care facilities.

    Science.gov (United States)

    Johnson, L

    1991-01-01

    In this paper, human resource development problems facing rural health care facilities are identified and it is recognised that, particularly in the face of escalating demands for training arising from environmental pressures such as implementation of the structural efficiency principle, a coordinated approach to meet these problems is desirable. Such coordination is often sought via a regional staff development service. Accordingly, using the organisational life cycle as a conceptual framework, staff development services in five NSW health regions are examined. Ranging from a cafeteria style to a results-orientation, a diversity of strategic approaches to staff development is reflected.

  6. System of Rewards - Instrument of Fundamental Human Resource Management

    Directory of Open Access Journals (Sweden)

    Prof. Ph.D.Gheorghita Caprarescu

    2008-12-01

    Full Text Available Although not the only nor the most important factor of human motivation, reward remainsone of the oldest visible, direct and rapid tools for behavioral targeting to work towards a convergence ofindividual objectives with the group and organizational. Recognized as instrumental value right from thebeginning of civilization, projections of various cultures and religions - happiness and eternal life, Heaven,Nirvana - reward was to influence gift mentality, behavior and attitudes of individual plan at the company.In organizations, changes in rewards was a marked evolution of the human resources. If the initial rewardwas positive (money and praise and negative (punishment and blamu, and maximum value was of materialand financial subsequently reward was restricted only positive side, broadening the scope of the moral -whose spiritual values are increasingly appreciated, the more so as they have become, in fact, inexhaustible,as form, volume and ways of expression.

  7. Overview on business ethics and human resources management ethics

    Directory of Open Access Journals (Sweden)

    Prof. Ph.D. Cãtãlina Bonciu

    2008-05-01

    Full Text Available In the contemporary business world ethics represents one of the most exciting challenges,precisely because there is still no universally valid modality for solving a problem of this kind. Adopting anethic personal behavior does not always ensure winning in the problems regarding the actual business, norin the organizational behavior itself. The personal values, either native or gained by an individual throughouthis socializing do not represent a support or advantage in the attitude towards the economic life. What is it that actually concerns the managers:to succeed in their activity or to have an ethic activity? A successful business is necessarily an ethic one, or one lacking ethics? In particular, should the human resources manager choose the human factor of solid moral and ethic grounds, or the one exclusively focused on money quantifiable performance?

  8. An imminent human resource crisis in ground water hydrology?

    Science.gov (United States)

    Stephens, Daniel B

    2009-01-01

    Anecdotal evidence, mostly from the United States, suggests that it has become increasingly difficult to find well-trained, entry-level ground water hydrologists to fill open positions in consulting firms and regulatory agencies. The future prospects for filling positions that require training in ground water hydrology are assessed by considering three factors: the market, the numbers of qualified students entering colleges and universities, and the aging of the existing workforce. The environmental and water resources consulting industry has seen continuous albeit variable growth, and demand for environmental scientists and hydrologists is expected to increase significantly. Conversely, students' interest and their enrollment in hydrology and water resources programs have waned in recent years, and the interests of students within these departments have shifted away from ground water hydrology in some schools. This decrease in the numbers of U.S. students graduating in hydrology or emphasizing ground water hydrology is coinciding with the aging of and pending retirement of ground water scientists and engineers in the baby boomer generation. We need to both trigger the imagination of students at the elementary school level so that they later want to apply science and math and communicate the career opportunities in ground water hydrology to those high school and college graduates who have acquired the appropriate technical background. Because the success of a consulting firm, research organization, or regulatory agency is derived from the skills and judgment of the employees, human resources will be an increasingly more critical strategic issue for many years.

  9. Les Robertson, CERN's LCG project manager

    CERN Multimedia

    Maximilien Brice

    2003-01-01

    "The LCG will provide a vital test-bed for the new Grid computing technologies that are set to revolutionise the way scientists use the world's computing resources in areas ranging from fundamental research to medical diagnosis," said Les Robertson, CERN's LCG project manager. The Grid is a new method of sharing processing power between computers in centres around the world.

  10. Subject,Object and Target Systems of Rural Human Resource Development

    Institute of Scientific and Technical Information of China (English)

    2012-01-01

    From subject,object and target subsystems,we analyze the rural human resource development system.The subject system includes government,education and training organizations,society,and rural human resource itself.Different development subject bears different responsibility.Object system includes farmers engaged in farming,farmer workers,rural unemployed people,rural students,rural left-behind people,and other people in rural areas.Different development object has different features.Development target system includes raising quality of rural human resource,keeping reasonable population size,optimizing structure of rural human resource,and improving vitality of rural human resource,etc.

  11. Ways of Human Resource Branding in Czech Agricultural Companies

    Directory of Open Access Journals (Sweden)

    Hlavsa Tomáš

    2015-09-01

    Full Text Available Current demographic and economic conditions in individual countries lead to a significant increase in competition in the labour market. Every employer from all economic sectors wants to have competent and talented human resources and the fight for such employees becomes still harder. To attract and retain the best employees, it is necessary for the companies to build up a good employer brand that may appeal to talented employees. The article provides a picture of the current situation in employer branding in the agricultural, forestry, and fishing sectors in the Czech Republic and deals with the ways of its improvement. The investigation was conducted by means of a questionnaire survey covering 108 participating companies, and the methods of analysis, synthesis, deduction, and induction. The results have shown that the majority of agricultural companies (75.9% perceive knowledge continuity management as a trend that contributes to good employer branding. The major benefits arising from the encouragement of employer branding in agricultural companies include acquisition of new talented human resources (57.4% and retention of key employees (56.4%.

  12. Human Resource – Potential Factor of Organiztional Crisis

    Directory of Open Access Journals (Sweden)

    Mihail Cristian Negrulescu

    2008-10-01

    Full Text Available At the level of any economic system, the change brings about the modification of the internal operating method of the relations between the actors and of the work habits. In other words, the substance (main, important modifications can be shaped on each of the organizational dominant of the system at a structural, functional or cultural level, in which the main actor, the human resource, intends to be part of this equation of changes. In this context, significant is the role played by the main organization actors, a role which can be materialized either as a factor of innovation, prevention and even progress, or as a conflict promoting factor, which, in time, generates a state of abnormality, of crisis. That is why major importance must be allotted to the human resources at the level of each organisation, considering the progress focused on knowledge, experience, experiments, attitude, behaviour and competences, these implying factors of correction and efficient reaction for the administration of the organizational crises.

  13. Understanding human resource management practices in Botswana's public health sector.

    Science.gov (United States)

    Seitio-Kgokgwe, Onalenna Stannie; Gauld, Robin; Hill, Philip C; Barnett, Pauline

    2016-11-21

    Purpose The purpose of this paper is to assess the management of the public sector health workforce in Botswana. Using institutional frameworks it aims to document and analyse human resource management (HRM) practices, and make recommendations to improve employee and health system outcomes. Design/methodology/approach The paper draws from a large study that used a mixed methods approach to assess performance of Botswana's Ministry of Health (MOH). It uses data collected through document analysis and in-depth interviews of 54 key informants comprising policy makers, senior staff of the MOH and its stakeholder organizations. Findings Public health sector HRM in Botswana has experienced inadequate planning, poor deployment and underutilization of staff. Lack of comprehensive retention strategies and poor working conditions contributed to the failure to attract and retain skilled personnel. Relationships with both formal and informal environments affected HRM performance. Research limitations/implications While document review was a major source of data for this paper, the weaknesses in the human resource information system limited availability of data. Practical implications This paper presents an argument for the need for consideration of formal and informal environments in developing effective HRM strategies. Originality/value This research provides a rare system-wide approach to health HRM in a Sub-Saharan African country. It contributes to the literature and evidence needed to guide HRM policy decisions and practices.

  14. So many, yet few: Human resources for health in India

    Directory of Open Access Journals (Sweden)

    Rao Krishna D

    2012-08-01

    Full Text Available Abstract Background In many developing countries, such as India, information on human resources in the health sector is incomplete and unreliable. This prevents effective workforce planning and management. This paper aims to address this deficit by producing a more complete picture of India’s health workforce. Methods Both the Census of India and nationally representative household surveys collect data on self-reported occupations. A representative sample drawn from the 2001 census was used to estimate key workforce indicators. Nationally representative household survey data and official estimates were used to compare and supplement census results. Results India faces a substantial overall deficit of health workers; the density of doctors, nurses and midwifes is a quarter of the 2.3/1000 population World Health Organization benchmark. Importantly, a substantial portion of the doctors (37%, particularly in rural areas (63% appears to be unqualified. The workforce is composed of at least as many doctors as nurses making for an inefficient skill-mix. Women comprise only one-third of the workforce. Most workers are located in urban areas and in the private sector. States with poorer health and service use outcomes have a lower health worker density. Conclusions Among the important human resources challenges that India faces is increasing the presence of qualified health workers in underserved areas and a more efficient skill mix. An important first step is to ensure the availability of reliable and comprehensive workforce information through live workforce registers.

  15. HUMAN RESOURCE MANAGEMENT & ENTREPRENEURSHIP EDUCATION IN A CHANGING WORLD

    Directory of Open Access Journals (Sweden)

    Simona NICOLAE

    2009-10-01

    Full Text Available The main aim of the paper is to emphasize how the dynamic changes in the economic sectors affect the Human Resource Management and the entrepreneurship education. Nowadays the Human Resource Management (HRM has to be beyond its limits because phenomena like head hunting, migration and brain drain are more and more present in any modern organization’s life. Also, the entrepreneurship involves competences in solving conflicts, rising productivity and creating an adequate social climate in the firm. As a result, entrepreneurship education becomes very important in order to prevent and solve all the problems that can appear in a modern firm. The paper will present entrepreneurship education as it is seen both in E.U. and United States. The importance of entrepreneurship has become a highlighted theme in E.U. from 2001 when “developing the spirit of enterprise” was declared one of the most important objectives that should be taking in account by the education and training system in E.U. In U.S.A. this subject was approached for a long time ago and nowadays is seen as a way to success not only in business but even in personal life.

  16. CERN in 2030

    CERN Multimedia

    Laëtitia Pedroso

    2011-01-01

    A competition will soon be launched to select the architect, urban planner or landscape designer to undertake the first phase of redevelopment of the parking area by the flagpoles, between Entrances A and B. This will be the first stage in a wider development project aimed at sprucing up the CERN site and enhancing its image. Work to create a pleasant and harmonious area at the CERN entrance will start in 2013 while preparatory work for other developments inside the CERN site has already begun…   CERN as it is today.  By 2030, CERN will be a greener place, much like a university campus. The arrival of the tramway on 30 April will be an opportunity to forge ahead with the urban plan aimed at rejuvenating the CERN site and redefining how it is organised. "Nearly sixty years after CERN's first buildings went up, this plan will help transform the site and give it a welcoming, friendly face, a bit like a university campus," explains Thierry Chanard, urban plannin...

  17. CERN honours its guides

    CERN Multimedia

    2004-01-01

    At the end of January, CERN's guides were rewarded for their devotion to the Laboratory. They have a passion for their work, know CERN inside-out and for 40 years have shown people of all ages and nationalities, from all walks of life, around the Laboratory. Who are they? Why, the CERN guides, of course. On 27 January, ten of CERN's 180 guides received special honours for their impressive number of guided tours in 2003. Presenting the awards in the Microcosm hall, CERN's Director-General Robert Aymar congratulated the winners on the key role they play with respect to the general public. "CERN would be nothing without you who show them its activities," he stressed. CERN's Director-General Robert Aymar congratulates Alberto Ribon for his tally of over 40 visits in the course of 2003.One of the prizes was the book «The Particle Odyssey». Here the book's co-author Christine Sutton dedicates it for Sijin Qian. Tzanko Spassoff (PH) and retired staff members Klaus Batzner and Antonio Francano wo...

  18. CERN: Digitally open, too

    CERN Multimedia

    Computer Security Team

    2013-01-01

    The Open Days are here!! From tomorrow onwards, we will be welcoming thousands of people to CERN. No barriers, no boundaries!   For decades, we have welcomed researchers and visitors from around the world to work at CERN, discuss physics research and attend our training sessions, lectures and conferences. This is how fundamental research should be conducted!!! But have you ever noticed how you are welcome at CERN in the digital world, too? Once you are affiliated and are registered with CERN, you receive a CERN computing account and e-mail address.  You can register your laptops, PCs and smartphones to use our (wireless) network, you can easily create your personal webpage, and profit from a vast disk space for file storage (AFS and DFS). CERN is indeed an Open Campus and not only during the Open Days. CERN is an Open Campus in the digital world. This digital Open Campus culture is exactly the reason why “computer security” has been dele...

  19. Transcriptomics resources of human tissues and organs.

    Science.gov (United States)

    Uhlén, Mathias; Hallström, Björn M; Lindskog, Cecilia; Mardinoglu, Adil; Pontén, Fredrik; Nielsen, Jens

    2016-04-04

    Quantifying the differential expression of genes in various human organs, tissues, and cell types is vital to understand human physiology and disease. Recently, several large-scale transcriptomics studies have analyzed the expression of protein-coding genes across tissues. These datasets provide a framework for defining the molecular constituents of the human body as well as for generating comprehensive lists of proteins expressed across tissues or in a tissue-restricted manner. Here, we review publicly available human transcriptome resources and discuss body-wide data from independent genome-wide transcriptome analyses of different tissues. Gene expression measurements from these independent datasets, generated using samples from fresh frozen surgical specimens and postmortem tissues, are consistent. Overall, the different genome-wide analyses support a distribution in which many proteins are found in all tissues and relatively few in a tissue-restricted manner. Moreover, we discuss the applications of publicly available omics data for building genome-scale metabolic models, used for analyzing cell and tissue functions both in physiological and in disease contexts.

  20. Centième session du Conseil du CERN

    CERN Multimedia

    CERN Press Office. Geneva

    1994-01-01

    The CERN* Council, where the representatives of the 19 Member States of the Organization decide on scientific programmes and financial resources, held its 101st session on 16 December under the chairmanship of Prof. Hubert Curien (F).

  1. Analysis of Integration Mode of Human Resources Development and Cultural Ecology in Hebei Province

    Institute of Scientific and Technical Information of China (English)

    Li Peihong; Zhang Shiqi

    2012-01-01

    People and culture coexist and human resources development and regional cultural ecology integrate, The present thesis for the first time puts forward the integration mode of human resources development and cultural ecology, argues that personnel innovation should be attracted by motive injection, open culture, resources integration, culture dilution, thinking blending and people-orientation and discusses the transmission mechanism for functions of integration mode of human resources development and cultural ecology from the aspects of cultural values, living styles and cultural industry.

  2. Italy at CERN

    CERN Multimedia

    2003-01-01

    From 23 to 26 June, Italian industry went on display at CERN for the ninth time. Twenty-four Italian firms working closely with CERN showed off the latest high-energy physics technology developed by them. Guido Possa, Vice-Minister for Education, Universities and Research, inaugurated the exhibition on 24 June. He took the opportunity afforded by his visit to tour Building SM18, where LHC magnets are tested and assembled, before inspecting the assembly hall for ATLAS detector components. Guido Possa, Italian Vice-Minister for Education, Universities and Research, is seen visiting one of the "Italy at CERN" exhibition stands.

  3. CERN Infrastructure Evolution

    CERN Document Server

    Bell, Tim

    2012-01-01

    The CERN Computer Centre is reviewing strategies for optimizing the use of the existing infrastructure in the future, and in the likely scenario that any extension will be remote from CERN, and in the light of the way other large facilities are today being operated. Over the past six months, CERN has been investigating modern and widely-used tools and procedures used for virtualisation, clouds and fabric management in order to reduce operational effort, increase agility and support unattended remote computer centres. This presentation will give the details on the project’s motivations, current status and areas for future investigation.

  4. Signature CERN-URSS

    CERN Document Server

    Jentschke,W

    1975-01-01

    Le DG W.Jentschke souhaite la bienvenue à l'assemblée et aux invités pour la signature du protocole entre le Cern et l'URSS qui est un événement important. C'est en 1955 que 55 visiteurs soviétiques ont visité le Cern pour la première fois. Le premier DG au Cern, F.Bloch, et Mons.Amaldi sont aussi présents. Tandis que le discours anglais de W.Jentschke est traduit en russe, le discours russe de Mons.Morozov est traduit en anglais.

  5. La Hollande au CERN

    CERN Multimedia

    CERN Press Office. Geneva

    1995-01-01

    On 17 October the third industrial exhibition, "Holland at CERN" was officially opened by Dr R.J. van Duinen, President of the Dutch Organisation for Scientific Research (NWO). In his opening speech he encouraged scientific organisations such as CERN to take full advantage of industry's ability to design and invent new processes and equipment stressing that the purpose of the "Holland at CERN" exhibition was not simply to sell equipment, but to establish an efficient cross-fertilisation between fundamental science and industry.

  6. CAREER MANAGEMENT IN THE UNDERSTANDING OF CHANGING HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Polat TUNÇER

    2012-03-01

    Full Text Available The aim of this article examine career management in an organizational and indivuald dimensions. Human resources management replaced personnel management understanding as a result of modern develoıpments. Human resources management involves peprsonnel management and deal with people in every aspect. Modern management techniques born by scientific and technologic developments are focused on people. In order to make people efficient and effective, their expectations should be met. Within this context, one of the needs of people is developing in careeer steps. Organizations can increase motivations of their employees and make their aims efficient and effective by using career management in an efficient way. Human resources management is directly effective on the management of organizations. Successful organizations are centered on people and use means to motivate their empoloyees. Organizations which can’t satisfy their employes cant manage their human resources in an efficient and effective way. Qualities, abilities and competence of mployees is necessary, but not enough for managing the organization in an efficient and effective way. Motivation means to increase their motivations are necessary. Within this conctext, career management can be used as an efficient means. One of the ways to connect individuals to the organization is providing them career opportunities. Career is directly connected to individual and organizationsl targets and is a process connected to business experience and activities that people cab partly and cmopletely live during life. Career management is providing organizaiton support to realise individual career targets with activities directed to bring up personnel in a way organization will need later. The management of Human resources department not only supports their workers’ career goals but also help them reach the mutual target. Career development is applied programs, actions and activities in order to achieve

  7. Cultivating New-type Farmers Based on the Theory of Human Resources Development

    Institute of Scientific and Technical Information of China (English)

    2010-01-01

    Under the direction of theory of human resources development,this thesis analyzes the impact of rural human resources development oncultivating new-type farmers.Firstly,it increases the input of rural basic education;secondly,it reinforces the vocational education and technologytraining;thirdly,it promotes the rural medical and public health services;fourthly,it quickens the rural labor transfer.The status quo of China’s ruralhuman resources has been analyzed as follows:in terms of the quantity of rural human resources,the status quo is large and quick-developed baseof rural human resources,high labor participatory rate,and constitution of low age;in terms of the quality of rural human resources,the status quois the ubiquitous low quality of rural human resources,low technological level of rural human resources,and overall low physical quality of farmers;in terms of the structure of rural human resources,the status quo is the irrational industrial structure distribution and imbalanced regional structuredistribution.The thesis also discusses the edification of theory of human resources development in cultivating new-type farmers.First,in terms ofthe control over quantity of rural human resources,it is to keep the stability of family planning policy,and expedite the transfer of rural surplus la-bor;second,in terms of promoting the quality of rural human resources,it is to bolster the development of reserve rural labor force resources,toconstruct the adult educational training system with Chinese characteristics,and to build rural primary health care system;third,in terms of adjus-ting the structure of rural human resources,it is to perfect rural human resources market,and adjust rural economical structure and talents struc-ture.

  8. Human Factors in Training - Space Flight Resource Management Training

    Science.gov (United States)

    Bryne, Vicky; Connell, Erin; Barshi, Immanuel; Arsintescu, L.

    2009-01-01

    . Work on SFRM training has been conducted in collaboration with the Expedition Vehicle Division at the Mission Operations Directorate (MOD) and with United Space Alliance (USA) which provides training to Flight Controllers. The space flight resource management training work is part of the Human Factors in Training Directed Research Project (DRP) of the Space Human Factors Engineering (SHFE) Project under the Space Human Factors and Habitability (SHFH) Element of the Human Research Program (HRP). Human factors researchers at the Ames Research Center have been investigating team work and distributed decision making processes to develop a generic SFRM training framework for flight controllers. The work proposed for FY10 continues to build on this strong collaboration with MOD and the USA Training Group as well as previous research in relevant domains such as aviation. In FY10, the work focuses on documenting and analyzing problem solving strategies and decision making processes used in MCC by experienced FCers.

  9. Information systems on human resources for health: a global review

    Directory of Open Access Journals (Sweden)

    Riley Patricia L

    2012-04-01

    Full Text Available Abstract Background Although attainment of the health-related Millennium Development Goals relies on countries having adequate numbers of human resources for health (HRH and their appropriate distribution, global understanding of the systems used to generate information for monitoring HRH stock and flows, known as human resources information systems (HRIS, is minimal. While HRIS are increasingly recognized as integral to health system performance assessment, baseline information regarding their scope and capability around the world has been limited. We conducted a review of the available literature on HRIS implementation processes in order to draw this baseline. Methods Our systematic search initially retrieved 11 923 articles in four languages published in peer-reviewed and grey literature. Following the selection of those articles which detailed HRIS implementation processes, reviews of their contents were conducted using two-person teams, each assigned to a national system. A data abstraction tool was developed and used to facilitate objective assessment. Results Ninety-five articles with relevant HRIS information were reviewed, mostly from the grey literature, which comprised 84 % of all documents. The articles represented 63 national HRIS and two regionally integrated systems. Whereas a high percentage of countries reported the capability to generate workforce supply and deployment data, few systems were documented as being used for HRH planning and decision-making. Of the systems examined, only 23 % explicitly stated they collect data on workforce attrition. The majority of countries experiencing crisis levels of HRH shortages (56 % did not report data on health worker qualifications or professional credentialing as part of their HRIS. Conclusion Although HRIS are critical for evidence-based human resource policy and practice, there is a dearth of information about these systems, including their current capabilities. The absence of

  10. Tourism development and Human Resources challenges (Gjirokastra Region

    Directory of Open Access Journals (Sweden)

    Daniela Qiqi

    2014-10-01

    Full Text Available The economic development of many countries in general, depends on a large extent on the development of the tertiary sector and tourism is one of the most important components of this sector. Tourism significantly affects GDP growth, export growth, environmental protection and also employs many people. As a result, many developing countries promote tourism as a tool for economic and social development. In our country tourism development tends to be one of the main ways to alleviate the problem of high unemployment.Human resources play a vital role as an important element in the organization's performance for achieving its economic objectives. This role is increased even more in the case of organizations that provide services. This means that it is necessary to ensure high standards of quality and efficiency of HR. Intendedobjectives can only be achieved by defining the specific needs of human resources development in various segments of the sector.Keyword: Human Resources, Tourism, Training, Education system, Gjirokastra1. The Importance of Tourism DevelopmentTourism is an important economic activity worldwide. There is a direct and anindirect impact of this sector in the economic development and in the number ofemployees. This paper is mainly based on the national and international institution’s databut we must mention that the revenues of this sector are higher than statistic data shows.There are practical difficulties in the right collection of this sector’s data because of thediverse structure of its services and it’s all inclusive nature. However, based on the reportmade by WTTC (World Travel & Tourism Council, we can mention that in Albania thetotal contribution of Tourism & Travel in GDP for 2013 was 68.1 bn ALL or 4,8% ofGDP and it is predicted to grow by 5.5% up to 71.9 bn ALL in 2014. The forecast for2024 shows a growth up to 123.6 bn ALL or 6.1% of GDP.1An element with great importance in the sector of tourism is the number of

  11. FwWebViewPlus: integration of web technologies into WinCC OA based Human-Machine Interfaces at CERN

    Science.gov (United States)

    Golonka, Piotr; Fabian, Wojciech; Gonzalez-Berges, Manuel; Jasiun, Piotr; Varela-Rodriguez, Fernando

    2014-06-01

    The rapid growth in popularity of web applications gives rise to a plethora of reusable graphical components, such as Google Chart Tools and JQuery Sparklines, implemented in JavaScript and run inside a web browser. In the paper we describe the tool that allows for seamless integration of web-based widgets into WinCC Open Architecture, the SCADA system used commonly at CERN to build complex Human-Machine Interfaces. Reuse of widely available widget libraries and pushing the development efforts to a higher abstraction layer based on a scripting language allow for significant reduction in maintenance of the code in multi-platform environments compared to those currently used in C++ visualization plugins. Adequately designed interfaces allow for rapid integration of new web widgets into WinCC OA. At the same time, the mechanisms familiar to HMI developers are preserved, making the use of new widgets "native". Perspectives for further integration between the realms of WinCC OA and Web development are also discussed.

  12. [Human factors and crisis resource management: improving patient safety].

    Science.gov (United States)

    Rall, M; Oberfrank, S

    2013-10-01

    A continuing high number of patients suffer harm from medical treatment. In 60-70% of the cases the sources of harm can be attributed to the field of human factors (HFs) and teamwork; nevertheless, those topics are still neither part of medical education nor of basic and advanced training even though it has been known for many years and it has meanwhile also been demonstrated for surgical specialties that training in human factors and teamwork considerably reduces surgical mortality.Besides the medical field, the concept of crisis resource management (CRM) has already proven its worth in many other industries by improving teamwork and reducing errors in the domain of human factors. One of the best ways to learn about CRM and HFs is realistic simulation team training with well-trained instructors in CRM and HF. The educational concept of the HOTT (hand over team training) courses for trauma room training offered by the DGU integrates these elements based on the current state of science. It is time to establish such training for all medical teams in emergency medicine and operative care. Accompanying safety measures, such as the development of a positive culture of safety in every department and the use of effective critical incident reporting systems (CIRs) should be pursued.

  13. CERN at ESOF 2016

    CERN Multimedia

    James Gillies

    2016-01-01

    CERN had a major presence at the ESOF2016 conference this week, largely in collaboration with our EIROforum partners. A keynote session featuring the CERN Director-General, Fabiola Gianotti, EMBL Director-General, Iain Mattaj, and ESO Director for Science, Rob Ivison, and chaired by BBC science correspondent Pallab Ghosh debated the value of European collaboration in science.   The focal point of EIROforum’s presence was a stand highlighting the societal benefit of EIROforum science. (Image: Matt Wilkinson Photography/ ESOF 2016) A double session covered the science of the EIROs, with ATLAS physicist Claire Lee representing CERN, and there was a session exploring the ways that the EIROforum organisations create business value locally, with the leader of the Knowledge Transfer group, Giovanni Anelli, representing CERN. The focal point of EIROforum’s presence was a stand highlighting the societal benefit of EIROforum science. Side events linked to the stand discussed subjects su...

  14. Fusion Revisits CERN

    CERN Multimedia

    2001-01-01

    It's going to be a hot summer at CERN. At least in the Main Building, where from 13 July to 20 August an exhibition is being hosted on nuclear fusion, the energy of the Stars. Nuclear fusion is the engine driving the stars but also a potential source of energy for mankind. The exhibition shows the different nuclear fusion techniques and research carried out on the subject in Europe. Inaugurated at CERN in 1993, following collaboration between Lausanne's CRPP-EPFL and CERN, with input from Alessandro Pascolini of Italy's INFN, this exhibition has travelled round Europe before being revamped and returning to CERN. 'Fusion, Energy of the Stars', from 13 July onwards, Main Building

  15. Safety at CERN

    CERN Multimedia

    2009-01-01

    Safety is an integral part of our working lives, and should be in our minds whatever job we do at CERN. Ultimately, safety is the responsibility of the Director General – your safety is my concern. That’s why I have this week appointed a new Safety Policy Committee (SAPOCO) that reflects the new Organizational structure of CERN. CERN’s Staff Rules and Regulations clearly lay out in chapter 3 the scope of safety at CERN as well as my responsibilities and yours in safety matters. At CERN, safety is considered in the broadest sense, encompassing occupational Health and Safety, environmental protection, and the safety of equipment and installations. It is my responsibility to put appropriate measures in place to ensure that these conditions are met. And it is the responsibility of us all to ensure that we are fully conversant with safety provisions applicable in our areas of work and that we comply with them. The appointment of a n...

  16. La nascita del CERN

    CERN Multimedia

    Fidecaro, Giuseppe

    2004-01-01

    CERN was born on 30th September 1954, after the ratification of the Convention by the Member States. After the war, there was a need for international collaboration to rebuild the half-destroyed Europe (2 pages)

  17. Star spotting at CERN

    CERN Multimedia

    2008-01-01

    This June, two American celebrities (and physics enthusiasts!) came to CERN. Brian Cox gave Mike Einziger (right), lead guitarist with the rock band Incubus, the star treatment in the ATLAS cavern. Jesse Dylan embraces the spirit of ATLAS! Mike Einziger, lead guitarist with the rock band Incubus, visited CERN on Friday 13 June between concerts in Finland and England. Einziger, a lifelong science enthusiast descended into the ATLAS and CMS caverns and visited the SM18 test magnet facility during his brief tour of CERN. Einziger learned about the LHC through watching online lectures from University of Manchester and ATLAS physicist Brian Cox, and was thrilled to have the chance to see the detectors in person. The musician has created an orchestral piece, inspired in part by the work being done at CERN for the LHC, which will have its debut in Los Angeles on 23 August. Just over a week earlier, Jesse Dylan, Hollywood film director a...

  18. CERN scientists predict supernova

    CERN Multimedia

    2003-01-01

    "A team of theoretical physicists working at CERN and the Technion Institute of Technology in Israel has developed a theory to account for the mysterious gamma ray bursts that come from the depths of the Universe" (1/2 page).

  19. PACMAN at CERN

    CERN Multimedia

    2015-01-01

    PACMAN Particle Accelerator Components Metrology and Alignment to the Nanometre scale. PACMAN is an Innovative Doctoral Program Network, offering training to 10 Early Stage Researchers hosted by CERN thanks to The European Commission FP7 Marie Curie Actions.

  20. Indian President visits CERN

    CERN Multimedia

    Katarina Anthony

    2011-01-01

    On 1 October, her Excellency Mrs Pratibha Devisingh Patil, President of India, picked CERN as the first stop on her official state visit to Switzerland. Accompanied by a host of Indian journalists, a security team, and a group of presidential delegates, the president left quite an impression when she visited CERN’s Point 2!   Upon arrival, Pratibha Patil was greeted by CERN Director General Rolf Heuer, as well as senior Indian scientists working at CERN, and various department directors. After a quick overview of the Organization, Rolf Heuer and the President addressed India’s future collaboration with CERN. India is currently an Observer State of the Organization, and is considering becoming an Associate Member State. A short stop in LHC operations gave Steve Myers and the Accelerator team the opportunity to take the President on a tour through the LHC tunnel. From there, ALICE’s Tapan Nayak and Spokesperson Paolo Giubellino took Pratibha Patil to the experiment&am...

  1. CERN confirms LHC schedule

    CERN Multimedia

    2003-01-01

    The CERN Council held its 125th session on 20 June. Highlights of the meeting included confirmation that the LHC is on schedule for a 2007 start-up, and the announcement of a new organizational structure in 2004.

  2. Rejuvenating CERN's Accelerators

    CERN Multimedia

    2004-01-01

    In the coming years and especially in 2005, CERN's accelerators are going to receive an extensive renovation programme to ensure they will perform reliably and effectively when the LHC comes into service.

  3. YOUR LIFE@CERN

    CERN Document Server

    Guinot, Genevieve

    2016-01-01

    Balancing work and home life, getting support for your family and thriving in an inclusive and respectful workplace: find out more about the support structures in place to enhance your working life@CERN!

  4. Open Hardware at CERN

    CERN Multimedia

    CERN Knowledge Transfer Group

    2015-01-01

    CERN is actively making its knowledge and technology available for the benefit of society and does so through a variety of different mechanisms. Open hardware has in recent years established itself as a very effective way for CERN to make electronics designs and in particular printed circuit board layouts, accessible to anyone, while also facilitating collaboration and design re-use. It is creating an impact on many levels, from companies producing and selling products based on hardware designed at CERN, to new projects being released under the CERN Open Hardware Licence. Today the open hardware community includes large research institutes, universities, individual enthusiasts and companies. Many of the companies are actively involved in the entire process from design to production, delivering services and consultancy and even making their own products available under open licences.

  5. Britain exhibition at CERN

    CERN Multimedia

    Bertin; CERN PhotoLab

    1969-01-01

    The United Kingdom inaugurated the Industrial Exhibitions in 1968, and it wasn't till 1971 that other countries staged exhibitions at CERN. This photo was taken in 1969, at the second British exhibition, where 16 companies were present.

  6. Ex / Noise / CERN / Deerhoof

    CERN Multimedia

    CERN, SM18,

    2015-01-01

    Indie rockers Deerhoof battled with the noise of CERN’s magnet test facilities on 30 August 2015. The band visited CERN at the invitation of ATLAS physicist James Beacham, whose pilot project Ex/Noise/CERN collides experimental music artists with experimental particle physics. Credits: -Producer- CERN Video Productions James Beacham François Briard -Director- Noemi Caraban -Camera- Yann Krajewski Piotr Traczyk Noemi Caraban -Crane operator- Antonio Henrique Jorge-Costa -Live recording at CERN- Mixing at Rec studio/Geneva By Serge Morattel -Infography- Daniel Dominguez Noemi Caraban -Deerhoof- John Dieterich Satomi Matsuzaki Ed Rodriguez Greg Saunier w/Deron Pulley SPECIAL THANKS TO: Michal Strychalski Marta Bajko Maryline Charrondiere Luca Bottura Christian Giloux Rodrigue Faes Mariane Catallon Georgina Hobgen Hailey Reissman Marine Bass

  7. CERN stationery rejuvenated

    CERN Multimedia

    Anaïs Schaeffer

    2013-01-01

    With the introduction of CERN’s new graphic charter, our complete range of official communications stationery has been redesigned. Discover the newly harmonised and standardised range of CERN stationery.   As the Director-General announced in Bulletin 41-42/2012, a new graphic charter is now in force at CERN. The graphics team has taken this opportunity to redesign all the official CERN stationery, such as business cards, correspondence cards, letterheads, envelopes and file holders, all of which will now boast the same, unified format. In keeping with CERN’s new graphic charter, even the business cards have had a makeover: of a better quality than their predecessors, they now elegantly display the CERN colours (namely the familiar Pantone 286 blue). These new cards, which all follow a standardised format, help to project a standardised corporate image of the Organization. Order them online now! As the Director-General highlighted, “it's increasingly imp...

  8. CERN recognises LHC suppliers

    CERN Multimedia

    2002-01-01

    CERN has just presented the first awards recognising LHC suppliers. The Russian institute BINP, the Belgian firm Cockerill-Sambre and the US company Wah-Chang are the recipients of the first 'Golden Hadrons'.

  9. Iran approaches CERN

    CERN Multimedia

    2002-01-01

    Members of Parliament from the Islamic Republic of Iran visit SM18. From left to right : Ali Mojtahed-Shabestari, Deputy Ambassador of the Islamic Republic of Iran in Geneva, Diether Blechschmidt, from CERN, Abdol-Rahim Baharvand and Hossain Amiri, from the Iranian Parliament, Norbert Siegel, from CERN, Hossain Afarideh, Rasool Seddighi and Ahmad Shirzad from the Iranian Parliament. Five members of the Parliament of the Islamic Republic of Iran visited CERN for three days at the beginning of May. All of them have PhD's in Physics, as well as holding their job in politics. They are involved in legislation for science, research and education funding in Iran. Apart from their interest in CERN in general, they were especially attracted to the CMS detector, since an Iranian contribution to the LHC is now starting through a collaboration with the Institute for Studies in Theoretical Physics and Mathematics in Tehran.

  10. The research and training of human resources to produce renewable resources of energy

    Directory of Open Access Journals (Sweden)

    José Ernesto Rangel Delgado

    2008-10-01

    Full Text Available The prospective technique approach used as a context, this paper emphasizes the importance of a long term vision on the human resources development for renewable energies production. In the same sense it outlines the connection between the professions associated with the generation of renewable energy and the labor market. Results are presented on the research intellectual capacity of Mexico, highlighting, the public universities, specialized research centers, researchers, and the associated academic programs to renewable energies. Finally, it is presented the conclusions, and suggestions oriented to increase strategically, the renewable energies research for the technology development. Also it might incorporate our country towards the international market for renewable technologies, in the long term.

  11. Blocking of CERN Accounts after 28 February 28 2011

    CERN Multimedia

    IT Department

    2011-01-01

    Since last year, all persons owning a CERN computer account must follow the obligatory CERN Computer Security Course. This course takes usually less than 15 minutes and is available online from inside and outside CERN at http://cern.ch/computersecuritycourse. Failure to pass this course by February 28th 2011 will lead to blocking the corresponding account. If you haven't taken it yet, do it NOW! Accounts of users who have not followed this course yet will be blocked during the first weeks of March. As a consequence, these users will not able anymore to log into any CERN computing resource with their primary account. Affected users should contact the CERN Service Desk at 77777 (+41 22 76 77777 from outside CERN) or http://cern.ch/service-desk in order to get their account unblocked. They will be given a grace-period of five days to follow the course or the account will be blocked again. Please see also the announcement in a previous issue of the Bulletin. Thank you for your collaboration, CERN Computer Sec...

  12. Theorizing Strategic Human Resource Development: Linking Financial Performance and Sustainable Competitive Advantage

    Science.gov (United States)

    Hu, Po

    2007-01-01

    This paper is to explore potential new underlying theory of strategic human resource development based on critiques of current theoretical foundations of HRD. It offers a new definition and model of Strategic HRD based on resource-based view of firm and human resource, with linkage to financial performance and competitiveness. Proposed new model…

  13. Human Resource Efficiency as a Development Factor for the Kaliningrad Economy

    Directory of Open Access Journals (Sweden)

    Fedorov Gennady

    2015-03-01

    Full Text Available Various studies of economic and geographical relations in Russian regions often overemphasise the role of economy. However, the quality and quantity of human resources is one of the key factors behind distribution and development of production. Human resources are of even more importance in the Kaliningrad exclave. This paper aims to increase understanding of the role of human resources in the economic development of the Kaliningrad region. The study uses the cohort component method, scenario-based forecasting of the development and application of human resources, and econometric calculations of the comparative efficiency of human resources application across a range of economic activities. The author puts forward a number of recommendations for a better application of labour resources through sectoral restructurization of economy (which requires a higher value-added standard and has to be consistent with local natural, human, and innovation resources and through improvement of the professional training system.

  14. Human Resource Efficiency as a Development Factor for the Kaliningrad Economy

    Directory of Open Access Journals (Sweden)

    Fedorov G.

    2015-07-01

    Full Text Available Various studies of economic and geographical relations in Russian regions often overemphasise the role of economy. However, the quality and quantity of human resources is one of the key factors behind distribution and development of production. Human resources are of even more importance in the Kaliningrad exclave. This paper aims to increase understanding of the role of human resources in the economic development of the Kaliningrad region. The study uses the cohort component method, scenario-based forecasting of the development and application of human resources, and econometric calculations of the comparative efficiency of human resources application across a range of economic activities. The author puts forward a number of recommendations for a better application of labour resources through sectoral restructurization of economy (which requires a higher value-added standard and has to be consistent with local natural, human, and innovation resources and through improvement of the professional training system.

  15. Germany at CERN

    CERN Multimedia

    2001-01-01

    The Eighth Exhibition of German Industry, "Germany at CERN" started this week and offers German companies the opportunity to establish professional contacts with CERN. From left to right in the foreground: Maximilian Metzger (BMBF), Bettinna Schöneseffen (BMBF), Karl-Heinz Kissler (SPL division leader), Horst Wenninger, and Hans Hoffman. Behind and to the right of Karl-Heinz Kissler is His Excellency Mr Walter Lewalter, Ambassador and permanent representative of Germany to the UN office in Geneva.

  16. CERN permanent exhibitions

    CERN Multimedia

    2016-01-01

    Explore by yourself the issues CERN's physicists are trying to solve: given that the entire universe is made of particles, where do they come from? Why do they behave in the way they do? Discover the massive apparatus used by physicists at CERN, like the LHC, and see how each part works. And if you have more time on site, follow the LHC circuit at ground level to understand in situ this giant machine. Enter our exhibitions. Welcome!

  17. CERN, Accelerating Science

    CERN Multimedia

    AUTHOR|(CDS)2086185

    2015-01-01

    What is the Universe made of? Where did it come from, where is it going and why does it behave the way it does? These are some of the questions that CERN set out to address when a small number of pioneering scientists created Europe’s first scientific international organization. Founded in 1954, in the aftermath of the Second World War, CERN is not only a first-class centre for fundamental research but also a pioneering adventure in international collaboration.

  18. CERN expositions permanentes

    CERN Multimedia

    2016-01-01

    Explore by yourself the issues CERN's physicists are trying to solve: given that the entire universe is made of particles, where do they come from? Why do they behave in the way they do? Discover the massive apparatus used by physicists at CERN, like the LHC, and see how each part works. And if you have more time on site, follow the LHC circuit at ground level to understand in situ this giant machine. Enter our exhibitions. Welcome!

  19. Cern Women's Club

    CERN Multimedia

    Cern Women's Club

    2014-01-01

      CERN WOMEN’S CLUB   Coffee Morning Tuesday 10th  June 2014, 12:30   Annual Club Lunch at the restaurant “Le Coq Rouge” in St-Genis-Pouilly Those interested in helping should come along. New arrivals and all members are cordially invited. You can enrol for membership, renew membership, find out about and sign up for our activities. Visit our website: http://web.cern.ch/Club-WomensClub/

  20. Cern women's club

    CERN Multimedia

    Club des cernoises

    2014-01-01

    CERN WOMEN’S CLUB Coffee Morning Tuesday 13th  May 2014, 9:30 Bldg 504,  (Restaurant No 2 – DSR) 1st Floor, Club Room 3   Annual General Meeting Those interested in helping should come along. New arrivals and all members are cordially invited. You can enrol for membership, renew membership, find out about and sign up for our activities. Visit our website: http://cern.ch/Club-WomensClub/

  1. Status and Roadmap of CernVM

    Science.gov (United States)

    Berzano, D.; Blomer, J.; Buncic, P.; Charalampidis, I.; Ganis, G.; Meusel, R.

    2015-12-01

    Cloud resources nowadays contribute an essential share of resources for computing in high-energy physics. Such resources can be either provided by private or public IaaS clouds (e.g. OpenStack, Amazon EC2, Google Compute Engine) or by volunteers computers (e.g. LHC@Home 2.0). In any case, experiments need to prepare a virtual machine image that provides the execution environment for the physics application at hand. The CernVM virtual machine since version 3 is a minimal and versatile virtual machine image capable of booting different operating systems. The virtual machine image is less than 20 megabyte in size. The actual operating system is delivered on demand by the CernVM File System. CernVM 3 has matured from a prototype to a production environment. It is used, for instance, to run LHC applications in the cloud, to tune event generators using a network of volunteer computers, and as a container for the historic Scientific Linux 5 and Scientific Linux 4 based software environments in the course of long-term data preservation efforts of the ALICE, CMS, and ALEPH experiments. We present experience and lessons learned from the use of CernVM at scale. We also provide an outlook on the upcoming developments. These developments include adding support for Scientific Linux 7, the use of container virtualization, such as provided by Docker, and the streamlining of virtual machine contextualization towards the cloud-init industry standard.

  2. Simulating irrational human behavior to prevent resource depletion.

    Directory of Open Access Journals (Sweden)

    Anna Sircova

    Full Text Available In a situation with a limited common resource, cooperation between individuals sharing the resource is essential. However, people often act upon self-interest in irrational ways that threaten the long-term survival of the whole group. A lack of sustainable or environmentally responsible behavior is often observed. In this study, we examine how the maximization of benefits principle works in a wider social interactive context of personality preferences in order to gain a more realistic insight into the evolution of cooperation. We used time perspective (TP, a concept reflecting individual differences in orientation towards past, present, or future, and relevant for making sustainable choices. We developed a personality-driven agent-based model that explores the role of personality in the outcomes of social dilemmas and includes multiple facets of diversity: (1 The agents have different behavior strategies: individual differences derived by applying cluster analysis to survey data from 22 countries (N = 10,940 and resulting in 7 cross-cultural profiles of TP; (2 The non-uniform distribution of the types of agents across countries; (3 The diverse interactions between the agents; and (4 diverse responses to those interactions in a well-mixed population. As one of the results, we introduced an index of overall cooperation for each of the 22 countries, which was validated against cultural, economic, and sustainability indicators (HDI, dimensions of national culture, and Environment Performance Index. It was associated with higher human development, higher individualism, lower power distance, and better environmental performance. The findings illustrate how individual differences in TP can be simulated to predict the ways people in different countries solve the personal vs. common gain dilemma in the global limited-resource situation. This interdisciplinary approach to social simulation can be adopted to explain the possible causes of global

  3. CERN Library | Agnes Chavez @ CERN | 3 May

    CERN Multimedia

    CERN Library

    2016-01-01

    Agnes Chavez is an artist and educator participating in a two-week research stay through the ATLAS Experiment at CERN.   Tuesday 3 May at 4 p.m. CERN Library (52 1-052) Artist/educator, Agnes Chavez will share video outcomes from Projecting Particles, an Art + Science + Education collaboration with ATLAS. The Sci-Art project combines the International Masterclass with Projection Art in a series of teen-led youth workshops and projection events. In this presentation Chavez will share her vision and describe the research and development behind the project, now in its third year.  For the Projecting pARTicles series of art installations she has formed an interdisciplinary team of programmers, artists, scientists and educators to investigate how we can create art and education interventions inspired by emerging particle physics theories. Chavez’s art experiments with data visualization, sound and projections to create participatory environments. She collaborates with programmers t...

  4. Annual Report 2014 from the Human Resources Department

    CERN Multimedia

    HR Department

    2015-01-01

    The 2014 Annual Report from the Human Resources department concerning the settlement of disputes and discipline under Chapter VI of the Staff Rules and Regulations.   1) Introduction The 2014 Annual Report, under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations, serves to report: • cases of submission of requests for review, • internal appeals, • complaints before the Administrative Tribunal of the International Labour Organization (ILOAT); and • cases in which disciplinary action was taken.   2) Requests for Review and Internal Appeals Under Article S VI 1.01 of the Staff Rules, members of the personnel may challenge an administrative decision by the Director-General where it adversely affects the conditions of employment or association that derive from their contract or from the Staff Rules and Regulations. If permitted by the Staff Rules and Regulations, a decision may be chall...

  5. Processes, Performance Drivers and ICT Tools in Human Resources Management

    Directory of Open Access Journals (Sweden)

    Oškrdal Václav

    2011-06-01

    Full Text Available This article presents an insight to processes, performance drivers and ICT tools in human resources (HR management area. On the basis of a modern approach to HR management, a set of business processes that are handled by today’s HR managers is defined. Consequently, the concept of ICT-supported performance drivers and their relevance in the area of HR management as well as the relationship between HR business processes, performance drivers and ICT tools are defined. The theoretical outcomes are further enhanced with results obtained from a survey among Czech companies. This article was written with kind courtesy of finances provided by VŠE IGA grant „IGA – 32/2010“.

  6. LINKING MARKETING AND HUMAN RESOURCES RECRUITMENT TO OBTAIN ORGANIZATIONAL EFFICIENCY

    Directory of Open Access Journals (Sweden)

    Nicoleta Valentina FLOREA

    2010-01-01

    Full Text Available In times of rapid change and technical change, in a complex and dynamic environment, organizations must strive for superiority, in order to survive and to serve the clients who want more quality and lower price. Corporate leaders and human resources strategists have to take up this challenge of changing work attitudes across the organization. This involves guiding, leading, enabling and motivating people. This article is looking at aligning marketing with recruitment efforts, to obtain organizational performance. Anticipating customers’ needs, the organization develop specific plans of recruitment, selection and retention of those candidates who satisfy these needs at the highest level. Only anticipating and retaining those “right people at the right time”, an organization may obtain success into a global, dynamic and changing environment.

  7. OPPORTUNITIES FOR HUMAN RESOURCES DEVELOPMENT BY PROFESSIONAL INTEGRATION / REINTEGRATION

    Directory of Open Access Journals (Sweden)

    LAVINIA ELISABETA POPP

    2012-01-01

    Full Text Available The present paper presents some opportunities for the development of human resources by means of professional insertion / reinsertion. It is about an intervention project, more precisely the establishment of a Centre for Career Counselling and Professional Requalification (CORP within the University “Eftimie Murgu” of Reşita. The objective was the promotion of an inclusive society able to facilitate the access and integration on the labour market of the young unemployed. By its activities, the project forwards an inclusive model of social inclusion of the professionally inactive young people through individualised programmes of qualification - requalification, support and professional counselling. By its results the project contributed to the stimulation of the participation of young unemployed persons to the social, economic and educational life, the consideration of the importance of the role played by education and professional training among the youth.

  8. HUMAN RESOURCE PRACTICES IN THE EURO-MEDITERRANEAN REGION: TYPOLOGY

    Directory of Open Access Journals (Sweden)

    Aline SCOUARNEC

    2008-01-01

    Full Text Available Under the project “Agora RH”, we would like to propose a framework for theanalysis of Human Resource practices in the Euro-Mediterranean region.This article is theoretical; it is a reflection of the state of the art and thoughtswhich led to the construction of a framework for analysis, used for anempirical investigation currently being carried out in the eight countriesinvolved in this project (France, Spain, Italy, Portugal, Morocco, Algeria,Tunisia, and Slovenia. In this article, we will attempt to define key conceptsabout the evolution of the HR function. We propose in a forthcoming article toexpand on our work, presenting the theoretical foundations with particularemphasis on the possible cultural variables.

  9. The Development of Human Resources and Labor Market

    Directory of Open Access Journals (Sweden)

    Dr.Sc. Ymer Havolli

    2013-12-01

    Full Text Available This paper aims to give an overview of the need of knowledge management in the organization, as well as understanding the preconditions and obstacles for the openness of economic and education system in Kosovo with systems in the region as a factor in human resource development. Kosovo has some demographical features that have major influence in the overall development. Due to dominance of young population, the demand for education is high in comparison with the absorption capacity of the economy. Also, the requirements of businesses and institutions are ongoing for the applied knowledge, achievement of which requires continuous increase of mobility of the students as well as teachers. Hence, this paper highlights the importance of completion in the education as a way for convergence and sustainable economic development.

  10. Annual Report 2011 from the Human Resources Department

    CERN Document Server

    2012-01-01

    Annual Report 2011 from the Human Resources Department concerning the settlement of disputes and discipline under Chapter VI of the Staff Rules and Regulations.   1) Introduction The 2011 Annual Report under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations serves to report: • cases of submission of requests for review, • internal appeals, • appeals to the ILOAT, and • cases in which disciplinary action was taken.   2) Disciplinary Action Under Article S VI 2.01 of the Staff Rules, the Director-General may take disciplinary action against members of the personnel who, whether intentionally or through carelessness, are guilty of a breach of the Staff Rules and Regulations or of misconduct that is to the detriment of the Organization. Article S VI 2.02 of the Staff Rules stipulates that depending on the gravity of the breach or misconduct involved, the disciplinary action may be: • a...

  11. Information Technology in Human Resource Management: A Practical Evaluation

    Directory of Open Access Journals (Sweden)

    Manpreet Kaur

    2014-12-01

    Full Text Available This paper encloses a brief overview of number of observations on the applications of information technology (IT in the field of human resource management (HRM in general. Although the impact of IT on HRM has long been attracting the concern of academics, no pragmatic research has ever been realized in this field in India, and few studies have been reported elsewhere. The survey was conducted among the IT managers and professionals from various sectors, based on those results, the data shows that IT is used widely in the organizations to perform HRM functions in India’s dynamic economy. The results also shown that, while IT has an impact on all sectors in terms of HRM to certain extent, the types of IT used vary significantly between recruitment, maintenance, and development tasks. However, the observed results here disclosed that these organizations are not applying these technologies systematically and wisely in the performance of HRM functions.

  12. Sustainable Human Presence on the Moon using In Situ Resources

    Science.gov (United States)

    McLemore, Carol A.; Fikes, John C.; McCarley, Kevin S.; Darby, Charles A.; Curreri, Peter A.; Kennedy, James P.; Good, James E.; Gilley, Scott D.

    2008-01-01

    New capabilities, technologies and infrastructure must be developed to enable a sustained human presence on the moon and beyond. The key to having this permanent presence is the utilization of in situ resources. To this end, NASA is investigating how in situ resources can be utilized to improve mission success by reducing up-mass, improving safety, reducing risk, and bringing down costs for the overall mission. To ensure that this capability is available when needed, technology development is required now. NASA/Marshall Space Flight Center (MSFC) is supporting this endeavor, along with other NASA centers, by exploring how lunar regolith can be mined for uses such as construction, life support, propulsion, power, and fabrication. Efforts at MSFC include development of lunar regolith simulant for hardware testing and development, extraction of oxygen and other materials from the lunar regolith, production of parts and tools on the moon from local materials or from provisioned feedstocks, and capabilities to show that produced parts are "ready for use". This paper discusses the lunar regolith, how the regolith is being replicated in the development of simulants and possible uses of the regolith.

  13. The human resource crisis in neuro-ophthalmology.

    Science.gov (United States)

    Frohman, Larry P

    2008-09-01

    Neuro-ophthalmology is facing a serious human resource issue. Few are entering the subspecialty, which is perceived as being poorly compensated compared with other subspecialties of ophthalmology. The low compensation comes from the fact that 1) non-procedural encounters remain undervalued, 2) efforts that benefit other medical specialists are not counted, and 3) the relatively low expenses of neuro-ophthalmologists are not factored into compensation formulas. Mission-based budgeting, which forces academic departments to be financially accountable without the expectation of fiscal relief from medical schools or practice plans, has exacerbated the compensation issue. Solutions must come from within neuro-ophthalmology, academic departments, medical schools, and medical practice plans. They include 1) providing educational resources so that neuro-ophthalmologists need not spend so much time teaching the basics, 2) factoring into compensation the impact of neuro-ophthalmologists in teaching and on revenue generation by procedure-based specialists, 3) improving the efficiency of neuro-ophthalmologists in their consultative practices by providing ample clerical support and other measures, 4) providing contractual salary compensation by departments such as neurosurgery to recognize the contributions made by neuro-ophthalmologists, and 5) reorganizing the academic clinical effort as multidisciplinary rather than departmental.

  14. Water resources and human behaviour: an integrated landscape management perspective

    Directory of Open Access Journals (Sweden)

    Luiz Oosterbeek

    2013-09-01

    Full Text Available A two sides balance can be drawn from the last 20 years of active intents to change local, regional and global policies concerning water and global environment issues. On one hand, as a consequence of the “sustainable development” model, there is an increasing awareness of the issues in stake, and environment became a core part of any public policy. International conferences and the investment in scientific research in these areas are an expression of this. Yet, concerns are growing in face of the increasing stress imposed on freshwater resources, climate change and the difficulties to achieve international consensus on specific strategies. This was the focus of discussion in the international conference on climate change organised in Nagoya in December 2010, by ICSS, ICSU and ICPHS. A revision of the conceptual approach to sustainable development, moving beyond a strictly socio-economic understanding of human behaviour and incorporating, as basic strategies, the dimensions of culture, didactics of dilemma and governance, is currently being applied in some scenarios, hopefully with a better result. The paper discusses water resources in the context of climate change from this integrated perspective.

  15. CREATIVE COLLISIONS: ARTS @CERN

    CERN Document Server

    CERN. Geneva

    2012-01-01

    In 2000, CERN hosted Signatures of the Invisible – one of the landmark initiatives in arts and science. In 2012, CERN is now initiating its own science/arts programme Collide@CERN in different arts disciplines. The first of these is in digital arts, and the international competition to find the winning artist is called the Prix Ars Electronica Collide@CERN. It was announced September 2011 at CERN’s first collaboration with an international arts festival – Ars Electronica in Linz. The competition attracted over 395 entries from 40 countries around the world. The winning artist, Julius Von Bismarck, will begin his two month residency here at CERN next month. Ariane Koek who leads on this initiative, discusses the residency programme, as well as the background about Art@CERN. History has shown that particle physics and the arts are great inspiration partners. The publication of the paper by Max Planck which gave birth to quantum mechanics as well as those by Einstein, heavily influenced some of the grea...

  16. CERN Relay Race

    CERN Multimedia

    Running Club

    2010-01-01

    This year’s CERN Relay Race will take place around the Meyrin site on Thursday 20th May at 12h00. This annual event is for teams of 6 runners covering distances of 1000m, 800m, 800m, 500m, 500m and 300m respectively. Teams may be entered in the Seniors, Veterans, Ladies, Mixed or Open categories. The registration fee is 10 CHF per runner, and each runner receives a souvenir prize. As usual, there will be a programme of entertainments from 12h in the arrival area, in front of the Restaurant no. 1. Drinks, food, CERN club information and music will be available for the pleasure of both runners and spectators. The race starts at 12h15, with results and prize giving at 13:15.   For details of the race, and of how to sign up a team, please visit: https://espace.cern.ch/Running-Club/CERN-Relay The event is organised by the CERN Running Club with the support of the CERN Staff Association.  

  17. CERN openlab Open Day

    CERN Multimedia

    Andrew Purcell

    2015-01-01

    CERN openlab is the unique public-private partnership between CERN and leading companies in the field of information and communication technology. The programme is now entering an exciting new phase and is expanding to include other public research organisations for the first time. A special event will be held at CERN to mark this occasion.   CERN openlab was created in 2001 and is now entering its fifth three-year phase (2015-2017). Its mission is to accelerate the development of cutting-edge solutions to be used by the scientific community to control the operations of complex machines and to analyse the vast amounts of data produced by physics experiments. During Run 2 of the LHC, it is expected that the CERN Data Centre will store more than 30 petabytes of data per year from the LHC experiments, which is equivalent to about 1.2 million Blu-ray discs, or 250 years of HD video. Testing in this demanding environment provides the companies collaborating in CERN openlab with valuable feedback o...

  18. CERN In Focus

    CERN Multimedia

    CERN audiovisual service

    2008-01-01

    First edition 2008 of Cern in Focus. On behalf of the audiovisual team, a selection of the latest videos filmed at CERN. Every six weeks, we will bring you the latest in CERN's activities, from LHC start up to the Computing Grid, featuring the experiments and many other goings-on at CERN. The agenda of this first edition of CERN in Focus features the visit of the prime minister of Malta, Lawrence Gonzi... CMS and the final descent of the YE-1 end cap... The departure of UA1 magnets to Japan... The start up of sectors 4 and 5... And finally, in our sports round up... We'll talk about football. New in brief this month... The final bolt is in place : On 7th November, in the bowels of the LHC tunnel, CERN's Director General Robert Aymar tightened a gold-plated bolt for the last arc interconnection of sector 1-2. This symbolic gesture marks the completion of all the arc interconnections of the LHC. Last welding work: it was never going to be an easy task. On this day last year just one sector had been completed,...

  19. CERN Pensioners Association

    CERN Multimedia

    The GAC Committee

    2004-01-01

    Open Day To all CERN retired staff As part of the celebrations organised for the 50th anniversary of CERN, an Open Day will be held on Saturday 16 October 2004. Anyone willing to act as a guide, either to help and inform visitors at the reception points or to guide groups of visitors, sharing your knowledge with them, is invited to fill in the attached form. A preparatory meeting will be arranged for those who left CERN some time ago and whose knowledge of the site may no longer be quite up-to-date. The Open Day organisers need your help, which will be very much appreciated. We hope that many pensioners will participate. People with internet access may enrol directly without coming to CERN, http://www.cern.ch/CERN50/openday The GAC Committee OPEN DAY : CALL FOR VOLUNTEERS 16th October 2004 So now you are excited about the Open Day, how can you participate? As you can imagine, for such a large number of activities, we need many volunteers. Please return the following form to Elena Battis...

  20. Sandhill crane roost selection, human disturbance, and forage resources

    Science.gov (United States)

    Pearse, Aaron T.; Krapu, Gary; Brandt, David

    2017-01-01

    Sites used for roosting represent a key habitat requirement for many species of birds because availability and quality of roost sites can influence individual fitness. Birds select roost sites based on numerous factors, requirements, and motivations, and selection of roosts can be dynamic in time and space because of various ecological and environmental influences. For sandhill cranes (Antigone canadensis) at their main spring-staging area along the Platte River in south-central Nebraska, USA, past investigations of roosting cranes focused on physical channel characteristics related to perceived security as motivating roost distribution. We used 6,310 roost sites selected by 313 sandhill cranes over 5 spring migration seasons (2003–2007) to quantify resource selection functions of roost sites on the central Platte River using a discrete choice analysis. Sandhill cranes generally showed stronger selection for wider channels with shorter bank vegetation situated farther from potential human disturbance features such as roads, bridges, and dwellings. Furthermore, selection for roost sites with preferable physical characteristics (wide channels with short bank vegetation) was more resilient to nearby disturbance features than more narrow channels with taller bank vegetation. The amount of cornfields surrounding sandhill crane roost sites positively influenced relative probability of use but only for more narrow channels resource features that sandhill cranes selected at river channels along the Platte River, and after incorporating spatial variation due to human disturbance, our understanding of roost site selection was more robust, providing insights on how disturbance may interact with physical habitat features. Managers can use information on roost-site selection when developing plans to increase probability of crane use at existing roost sites and to identify new areas for potential use if existing sites become limited.