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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 Multimedia

    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 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...

  8. 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.

  9. PERSONNEL DIVISION BECOMES HUMAN RESOURCES DIVISION

    CERN Multimedia

    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. Cern

    CERN Multimedia

    2009-01-01

    "La réparation de l'accélérateur géant de particules LHC, qui devrait redémarrer mi-novembre aprés une panne de plus d'un an, a coûté 23 millions d'euros, selon un haut responsable du Centre européen de recherche nucléaire (CERN), cité vendredi par les médias espagnols" (1 paragraph)

  11. Human Resource Management System

    OpenAIRE

    Navaz, A. S. Syed; Fiaz, A. S. Syed; Prabhadevi, C.; V.Sangeetha2; Gopalakrishnan, S.

    2013-01-01

    The paper titled HUMAN RESOURCE MANAGEMENT SYSTEM is basically concerned with managing the Administrator of HUMAN RESOURCE Department in a company. A Human Resource Management System, refers to the systems and processes at the intersection between human resource management and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standa...

  12. ECONOMICS OF HUMAN RESOURCES

    OpenAIRE

    IOANA-JULIETA JOSAN

    2011-01-01

    The purpose of this paper is to analyze human resources in terms of quantitative and qualitative side with special focus on the human capital accumulation influence. The paper examines the human resources trough human capital accumulation in terms of modern theory of human resources, educational capital, health, unemployment and migration. The findings presented in this work are based on theoretical economy publications and data collected from research materials. Sources of information includ...

  13. 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)

  14. ECONOMICS OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    IOANA - JULIETA JOSAN

    2011-04-01

    Full Text Available The purpose of this paper is to analyze human resources in terms of quantitative and qualitative side with special focus on the human capital accumulation influence. The paper examines the human resources trough human capital accumulation in terms of modern theory of human resources, educational capital, health, unemployment and migration. The findings presented in this work are based on theoretical economy publications and data collected from research materials. Sources of information include: documents from organizations - the EUROSTAT, INSSE - studies from publications, books, periodicals, and the Internet. The paper describes and analyzes human resources characteristics, human resource capacities, social and economic benefits of human capital accumulation based on economy, and the government plans and policies on health, education and labor market.

  15. 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...

  16. 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.

  17. Human Resource Planning

    OpenAIRE

    Lache Cãtãlina

    2011-01-01

    The objective of human resource planning is to adapt the human capital needed to develop the enterprises’ activities and to accomplish their priority objectives on the medium and/or short term. Human resource planning is a dynamic activity, time being an essential variable, both in what regards the quantitative side (adapting the number of jobs according to the organisation’s evolution in time) and the qualitative side (harmonising the jobs’ complexity with technological changes). The quantit...

  18. 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."

  19. 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...

  20. HUMAN RESOURCE MANAGEMENT & TECHNOLOGICAL CRISIS

    OpenAIRE

    RUPESH SINGH; SURESH DHAKA; NIDHI SINGH; KULVINDER NANDA

    2012-01-01

    One would tend to think that Human Resource management in one country would be much like it is in another country. There are similarities in the human resource function from one country to another however; due to cultural differences the human resource function can also be quite different. We must first define the Field of Human Resource Management. According to Peter Dowling in International Human Resource Management, “Human resource management is those activities undertaken by an organizati...

  1. CERN HEALTH INSURANCE SCHEME (CHIS)

    CERN Document Server

    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

  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. Strategic Human Resource Development.

    Science.gov (United States)

    Garavan, Thomas N.

    1991-01-01

    Reviews literature on strategic human resource development (HRD) focusing on the characteristics of such activities, conditions necessary for the promotion of HRD, and the benefits to an organization pursuing such activities. Empirical evidence is presented on HRD policy formation and planning processes in Irish high technology companies. (JOW)

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

    CERN Multimedia

    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.

  5. (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...... change processes in which we are engaged?” Without a clear picture of the types of competencies required to implement CI, it is impossible for companies to make informed decisions regarding recruitment, hiring, and training of their workforce. The objective of this paper is therefore to define and...

  6. CERN's new arrivals, September 2003

    CERN Document Server

    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)

  7. 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).

  8. Human resource management

    OpenAIRE

    Šrámek, Petr

    2013-01-01

    The aim of the Bachelor thesis "Personnel strategy for a micro enterprise" is to create a human resource management plan particularly for a small firm with 10 employees and it is intended for its internal purposes. Since the HR management in small or micro firms is very specific and mostly based on interpersonal relationships, this thesis focuses on motivational and management skills that are necessary to obtain optimal performance of the entire team or workgroup. The first part concerns on t...

  9. Human resource management

    OpenAIRE

    Balážová, Barbora

    2008-01-01

    Human resource management is currently regarded as one of the most important areas of management of the organization. Its task is to ensure and maintain sufficient number of skilled and motivated employees and their optimum use to achieve the planned prosperity and competitiveness of the organization. This task is pursued through partial personnel activities (the creation and analysis of jobs, personnel planning, acquisition, selection, recruitment and orientation of staff, evaluation and com...

  10. 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.

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

    OpenAIRE

    Hasan Darvish; Alireza Moogali; Mohammad Moosavi; Belal Panahi

    2012-01-01

    This study evaluates relationship between Human resources roles and Human resources competencies in Iranian Petroleum Company. For this study, we were looking for answers to these questions: What are the new required Human Resources competencies For Contemporary organizations? And For Gain these competencies what roles should be played by Human Resources? The study had one main hypothesis and four minor hypotheses. Research method was descriptive, and regression and correlation tests were use...

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2013-01-01

    This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above. The purpose of this paper is to demonstrate through a critical analysis of concepts, that in this era of change and uncertainty, attention to human resources of an organization has changed radically. It can be seen by analyzing the definitions, e...

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2013-01-01

    This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above. The purpose of this paper is to demonstrate through a critical analysis of concepts, that in this era of change and uncertainty, attention to human resources of an organization has changed radically. It can be seen by analyzing the definitions, evol...

  14. 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.

  15. [Management human resources].

    Science.gov (United States)

    Schena, F P

    2004-01-01

    The management of human resources may follow different models, defined as bureaucratic, technocratic or managerial-entrepreneurial models. The latter being the most used. However, the relationship individual-enterprise is based on both a legal and a psychological contract regardless of the model used. The winning concept considers the personnel as the first and most important customer to be trained, informed and kept updated. For these reasons it is necessary to create a warm working environment, which is the first marketing tool, thus improving the marketing skills (enterprise-customer). The improved results (products, processes and publications) will be achieved by total quality management, which includes training and transformation of the chief's role from the hierarchical management to a coaching approach. This approach will recreativity, personality and competence of the personnel. This new type of leadership is based on the authority recognised by the personnel, service and motivation. PMID:15356849

  16. 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...

  17. TRENDS IN HUMAN RESOURCES STRUCTURE

    OpenAIRE

    Claudiu George BOCEAN

    2013-01-01

    As a result of economic globalization, technological progress and population growth, changes occur in the structure of human resources, in all worlds’ economies. This paper presents the trends of human resources structure in the European Union and Euro zone. Using the International Monetary Fund (IMF) predictions on GDP, the paper tries to predict the future trends of human resources structure in the European Union. Following research I found there is an increase in services sector employment...

  18. ANALYSIS OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Anis Cecilia - Nicoleta

    2010-07-01

    Full Text Available Along with other material, financial resources, human resource is an indispensable element of each work process. The concept of human resource derives exactly from the fact that it has a limited nature and it is consumed by usage in the workplace. Any work process cannot be developed without the labour factor. Work is essentially a conscious activity specific to humans through which they release certain labour objects and transforms them according to his needs.

  19. ANALYSIS OF HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Anis Cecilia-Nicoleta; Popa - Lala Ioan

    2010-01-01

    Along with other material, financial resources, human resource is an indispensable element of each work process. The concept of human resource derives exactly from the fact that it has a limited nature and it is consumed by usage in the workplace. Any work process cannot be developed without the labour factor. Work is essentially a conscious activity specific to humans through which they release certain labour objects and transforms them according to his needs.

  20. Guidelines in human resources management

    OpenAIRE

    Neves, Carmo; Galvão, Ana Maria; Pereira, Fernando

    2012-01-01

    The purpose of this communication is to address the management of human resources in the organizations. The aim is to discuss a range of issues that are likely to be applied in the management of human resources, such as management skills, organizational development, and administrational management (also known as payroll issues). Reference is also made to some support tools for decision making as well as the coaching process in the management of human resources. The methodology ...

  1. The Strategic Human Resource Management

    OpenAIRE

    Merthová, Hana

    2012-01-01

    This thesis deals with the topic " Strategic management of human resources." It is divided into two main parts, the theoretical and the practical. The theoretical part focuses on the characteristics and definition of terms related to issues of strategic human resources management and defining relationships between these concepts. In this part there is further processed one of the most important fields of strategic management of human resources in the company which is the education and per...

  2. 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.

  3. Human Resource Management. Third Edition.

    Science.gov (United States)

    Fisher, Cynthia D.; And Others

    This book offers students, practicing managers, and human resource professionals a comprehensive, current, research-based introduction to the human resource management (HRM) function. It is organized in eight sections, logically following the progression of individuals into, through, and out of the organization. Part 1, overview and introduction,…

  4. 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.

  5. 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.

  6. Human Resource Management: Key Issues

    OpenAIRE

    Popovici Norina; Moraru Camelia; Popovici Veronica

    2013-01-01

    Currently, human problems occupy leading positions in business analysis, although personnel function has been almost absent from the economic literature. Quality workforce is essential to the success of any organization, in peak areas and in areas less technologically advanced. Not only are organizations interested in human resources but also society as a whole. Effectiveness of human resources affect national wealth, the success of a country in international competition, special programs are...

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

    International Nuclear Information System (INIS)

    The CERN PS accelerators have evolved into one of the world's most sophisticated high energy physics facility. The variety of beams and their high repetition rate means that a most sophisticated controls system is required. This reflects on the application software. At the time of the completion of the new control system, nearly 1000 programs, amounting to around 450 000 lines of code, have been developed at the cost of approximately 120 man-years. The span of this software ranges from real-time application programs to special purpose development and management tools. This paper documents the cost, resources and production of this software project. These are analyzed in terms of the structure of the application software. Rules-of-thumb are suggested for estimating the required effort at various phases of the project and to define the implementation strategy. (orig.)

  8. 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...

  9. 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.

  10. Issues about Human Resources Recruitment

    Directory of Open Access Journals (Sweden)

    Aurel Manolescu

    2008-04-01

    Full Text Available As to ensure its success or even for surviving, organizations must settle accordingly some issues regarding the human resources enlistment, presented in great details within the article, whose success settlement ensure, concomitantly, the success of the entire assurance process with personnel, process extremely important, if there are taken into consideration, especially, the effects of some possible errors or hire errors. Therefore, the human resources recruitment tends to become a complex and expensive activity and, concomitantly, an independent activity, sustained both through the necessary work volume as well as through its importance for the organization.

  11. 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...

  12. 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.

  13. Human Resources Key Performance Indicators

    OpenAIRE

    Gabčanová Iveta

    2012-01-01

    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.

  14. Competiveness and Human Resource Development

    OpenAIRE

    Deolalikar, Anil; Hasan, Rana; Khan, Haider; Quibria, M.G.

    1997-01-01

    Rapid growth in a number of East Asian economies over the last three decades has been facilitated by an effective strategy of human resource development. The principal element of this strategy has been to provide basic education and health to a wider segment of society. This strategy helped these countries achieve rapid growth through labor-intensive manufacturing on one hand and ensure equitable distribution in society on the other. However, these countries are confronted with new human reso...

  15. Transparency of human resource policy

    OpenAIRE

    Mellander, Erik

    2014-01-01

    The scope of public human resource policy is outlined. Motivation for the need of transparency in this policy is provided in terms of informational asymmetries, human capital externalities, and long planning horizons. Transparency is defined both along a time dimension - ex ante and ex post - and by a taxonomy due to Geraats (2014), referring to different facets of decision-making, implementation, and outcomes: political, economic, procedural, policy, and operational transparency. Five aspect...

  16. 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,…

  17. INPO Assistance Activities: Human Resources

    International Nuclear Information System (INIS)

    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

  18. 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 sustainable…

  19. 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.

  20. 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.

  1. 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...

  2. 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...

  3. "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.

  4. 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...

  5. 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.

  6. 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.

  7. MOTIVATION OF HUMAN RESOURCES IN CORPORATES

    OpenAIRE

    SUSHIL KUMAR; MOHIT BHATARA

    2012-01-01

    The aim of this study was to know the possibilities of motivation of human resources for sustainable development in an organization. The research has made it possible to identify the behavioral dimensions of human resource motivation process

  8. Exploration on Virtual Human Resource Management

    OpenAIRE

    Hui Xiong; Jiawen Huang

    2009-01-01

    This paper gives a new concept and understanding to the virtual human resource management, analysis its theoretical basis preliminarily, and compares with the traditional human resource management model for the pros, finally summarizes the form and content thoroughly.

  9. Human resources Management in Public Administration

    OpenAIRE

    Tišma, Sanja; Mileusnić Škrtić, Mira; Prelec, Dubravka

    2005-01-01

    Improvement and development of public administration system take a significant role in the process of the Republic of Croatia's accession into the European Union. The system of human resource management in central state administrative bodies and in local administration assumes the importance of legal framework for human resource management. Strategic Human Resource Management deals with determining human resource needs, attracting potential employees, choosing employees, teaching or preparing...

  10. ALGORITHM AND METHODS OF HUMAN RESOURCES EVALUATION

    OpenAIRE

    Gontiuk, Viktoriia

    2014-01-01

    The paper deals with the scientific position and methodical approaches of human resource evaluation and indicates it importance in the organization management. This study provides the algorithm of human resources evaluation. Author argues that the most fully human resources evaluation manifests in complex using of different methods (qualitative, quantitative and combined methods).

  11. Human Resources for Information Development in Sudan.

    Science.gov (United States)

    Wesley, Cecile

    1992-01-01

    Describes the state of human resources development in Sudan's information industry. Training problems and the emigration of high level personnel are discussed, guidelines for human resource development are suggested, and national strategies to develop and retain Sudan's human resources are suggested. (EA)

  12. 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)

  13. Developing Global Human Resource Strategies

    OpenAIRE

    Mueller, Hans-Erich

    2001-01-01

    A few years ago it was typical to give one’s subsidiaries a free rein and send managers overseas from headquarters only. But today a great deal depends on overcoming this one-way street and in looking for and employing the best-suited managers, regardless of their origins. What contribution can human resource management make towards a company’s global orientation – an area in which local scope and latitude are traditionally very high? Our study shows that in recent years large US and German i...

  14. Human Resources Development: A Paradigm Shift?

    OpenAIRE

    Corner, Lorraine

    1993-01-01

    A paradigm shift is taking place in contemporary understanding of the role of human resources in development. Support for the supply-sided human capital model rests on the proposition, not yet established empirically, that it leads to more rapid rates of development than alternative approaches. The human resources development strategy stresses that human resources are both producers and the intended beneficiaries of development. It thus focuses on the achievement of human development directly...

  15. 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.

  16. 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...

  17. EXAMINING SOME FIELDS WITHIN HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Kovacs, Erzsebet Dienesne; Gergely, Eva

    2009-01-01

    Human resources management is one of the management functions, dealing with people as the essential resource of the organization. This function aims at the most efficient usage of employees in order to realize both organizational and individual goals. Nowadays high significance is attributed to human resources management, since the human factor is the resource that determines the success of an organization. The results of a company are in proportion with the knowledge and talent of the people...

  18. 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…

  19. Sustainable Development and Human Resource Capital

    OpenAIRE

    Tisdell, Clement A.

    2000-01-01

    Human resources are central to economic development and can be increased in value and productivity by investment in human beings e.g. in their education and health. But for a considerable period in the past economists stressed the importance of the accumulation of man-made physical capital for economic growth and development to the neglect of human resource capital. Nevertheless, in the second half of the 20th century the importance of human resource capital (particularly education) for econo...

  20. Human resource management in a company

    OpenAIRE

    Šulcová, Veronika

    2013-01-01

    Bachelor thesis is focused on Human resources management in a company. Main goal is to explain theories of human resource management and capturing these problems in practice. The first part contains important information about this issue. Theoretical framework consists of more detailed explanation of management and manager, which passes to the more specific issues of human resource management such as manager activities. The next chapter deals with human recourses management in a compan...

  1. The SAGE handbook of human resource management.

    OpenAIRE

    Wilkinson, A; Bacon, N.; Redman, T.; Snell, S.

    2009-01-01

    The SAGE Handbook of Human Resource Management brings together contributions from leading international scholars in an influential collection that combines both global and interdisciplinary perspectives. An indispensable resource for advanced students and researchers in the field, the handbook focuses on familiarising the reader with the fundamentals of applied human resource management whilst contextualizing practice within wider theoretical considerations. Internationally minded chapte...

  2. Human resource and radiotherapist planning

    International Nuclear Information System (INIS)

    This information document was presented to the working group of the human resource requirements planning of the Canadian Strategy for the fight against cancer. The Canadian Cancer Society; The National Canadian Cancer Institute and the Association of the Provincial Organizations for the Fight Against Cancer and Canada Health, linked their efforts to plan this strategy. It aims at determining national priorities for the fight against cancer, which is comprised of the goals, the objectives, the interventions, the roles and the responsibilities; mechanisms of concretization of research, and finally the mechanisms required to face the topical questions and to maintain the partnerships. The Canadian Association of Medical Radiation Therapists is only one of the many interest groups collaborating in initiative by their participation in the work of the various groups and management committees. Presented in February 2000, the report could contain questions and present working conditions regulated since

  3. 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…

  4. Human Resources Management in the European Context

    OpenAIRE

    Petrescu, Ion; Camelia KONRAD

    2012-01-01

    Human resources management has a central place within European management. The European Union’s demands are continuously increasing, asking more and more from human resources management in terms of knowledge, studying and generalization of experience, in the field of ordered development by using specific European methods and rules, and following the reflected results in the profits and the human resources’ state of satisfaction.

  5. 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…

  6. SMSs INNOVATION AND HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Alexandra MIRONESCU; STEPIEN, Sebastian

    2012-01-01

    This paper aims at analysing the relationship between innovation and human resource management (HRM),attempting to establish whether innovation determines the firms human resource management or, conversely, human resource management influences the innovation level of the company. Based on this review, some research hypotheses are formulated. Articles findings results provide evidence that, in order to affect employee behaviour, the firms must develop a bundle of internally consistent HRM prac...

  7. Mechanisms of transnationalization of the human resources

    OpenAIRE

    Yuliia Hurova

    2009-01-01

    The article provides an analysis of the concept and levels of transnationalization process of the human resource. It reveals the manifestations of transnationalization processes of the human resource at micro-, government, regional and global levels. There are researched the mechanisms of reproduction, qualitative improvement, intergovernmental distribution and utilization of the human resource in the process of its transnationalization. There were determined a positive influence of the exis...

  8. SETTING INTERNATIONAL STANDARDS IN HUMAN RESOURCES

    OpenAIRE

    Claudiu-George BOCEAN; Cătălina Soriana SITNIKOV

    2015-01-01

    As a result of globalization, more organizations are expanding internationally, which makes human resources increasingly mobile and global. In this context, managing workforce governed by a global culture is becoming increasingly difficult for the organization's human resources departments from the country of origin. Harmonization of human resource management practices and procedures through development of standards in this area is essential to ensure processes effectiveness and quality impro...

  9. Chosen Concepts of Human Resources Management

    OpenAIRE

    Marcin W. Staniewski

    2007-01-01

    The article is a trial of clarifying and making order of terminology that is used in area of human resources management. This is an overview of basic definitions, conceptions and models of people management, that emerged from the beginning (XIX/XX century) to nowadays. The article is a kind of presentation of human resources management evolution. It comprises a descriptions of broad range of human resources management models beginning from classic models (Harvard and Michigan models) and fini...

  10. Human Resource Development in a Small Company

    OpenAIRE

    Bernik Mojca; Kermc Dušanka

    2013-01-01

    The small business sector is often overlooked in human resource development researches, despite representing a large portion of the total economy. Very few studies exist on the subject of human resources development needs analysis in small organisations. Development plans remain mostly unwritten, which can lead to the impression that development is not being implemented or planned and is therefore not valid. This paper presents case study of the existing human resource development system in a...

  11. STRATEGIC HUMAN RESOURCES MANAGEMENT AND CAREER PLANNING

    OpenAIRE

    Migally WAEL

    2015-01-01

    Human resources management and labor economics operates with a variety of terms whose contents are often intertwined. The desire to deepen specialist fields of science related to human resources led to an avalanche of concepts that, because joint enrolment spheres were often used incorrectly when they were taken in economic practice. Precisely for this reason we intend to create a presentation and to relate them to the current concept of human resources. Career is explained by some authors as...

  12. Human Resources and the Risk Management

    OpenAIRE

    Panczel Zoltan Tibor

    2010-01-01

    That paper wish to show how important is to manage efficiently human resources in the period of crisis HR professionals assume a central role in crisis management activities. HR professionals, by assuming a leadership role in crisis management, can help their organizations prepare for it-- whatever it brings. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing d...

  13. Human resources management in selected company

    OpenAIRE

    Matějková, Lenka

    2010-01-01

    The objective of this diploma thesis is the characteristic and the evaluation of the human resources management, an examination of the individual personal activities and the suggestion of general changes to improve the activities in the human resources management and the competitive capacity of a company. This diploma contains the theoretical statement of the human resources management, its most important activities followed by a comparison of the personal activities in the selected company e...

  14. Human Resource Development Strategies: The Malaysian Scenario

    OpenAIRE

    Haslinda Abdullah; Raduan C. Rose; Naresh Kumar

    2007-01-01

    The socio-economic development of Malaysia is greatly influenced by human resources activities in both the private and public sectors. But the private sector, particularly the industrial sector is the key player for the countrys economic growth. In acknowledging human resources importance in this sector, the countrys developmental plans developed thrusts that support the development of human resources to become skilled, creative and innovative. This article examines the concepts and nature of...

  15. 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...

  16. A Consideration of Human Resource Management Future

    Directory of Open Access Journals (Sweden)

    Samad Nasiri

    2012-01-01

    Full Text Available The prediction of future events, at best, is a risky endeavor. Researchers and theorists have different views about what will happen to human resource managers. Most research has been done on topics of technology, intellectual capital, and government regulation, workforce demographic changes, shrinking organizations, international management and globalization. It is evident that all the issues mentioned play a very important role in human resource management over the coming decades, and some are clearly more effective than others, but very broad issues related to human resource management are ambiguous. This paper considers the problems and challenges related to human resource management.

  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. 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.

  19. 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...

  20. 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”.

  1. 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

  2. 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

  3. Future for nuclear data research. Human resources

    International Nuclear Information System (INIS)

    A comment is given on the problem of human resources to support the future nuclear data activity which will be indispensable for advanced utilization of nuclear energy and radiations. Emphasis is put in the importance of the functional organization among the nuclear data center (JAEA), industries and universities for provision of human resources. (author)

  4. 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.…

  5. 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…

  6. 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…

  7. From Internal Marketing to Human Resource Marketing. A Conceptual Framework of the Human Resources Marketing

    OpenAIRE

    Neagu Olimpia

    2011-01-01

    The paper focuses on shaping a conceptual framework of the human resources marketing, having as starting points the interactions between internal marketing and human management resources at the organisation’s level. The concept of internal customers, belonging to internal marketing and refering to the employees, can be taken in the human resources marketing as focus of the specific processes.

  8. HUMAN RESOURCES MANAGEMENT AND QUALITY OF LIFE HUMAN RESOURCES OF SMES

    OpenAIRE

    BORCOȘI CORINA ANA

    2015-01-01

    For by 2020 it wants a smart and sustainable growth, human resource development, lifelong learnin, and increasing employment of labor. All this can be done on increasing the level of training of human resources by improving education and training, increasing life quality human resource in enterprise and beyond.

  9. Challenging (Strategic) Human Resource management Theory

    OpenAIRE

    Paauwe, Jaap; 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 branches of industry) affect the shaping of HRM. In this paper we develop a conceptual model (human resource based theory of the firm) that will be illustrated by means of empirical evidence on macro, me...

  10. Innovation and Requirements for Human Resources

    OpenAIRE

    Haustein, H.-D.; Maier, H.; Ulrich, E.

    1983-01-01

    No study of technological innovation can be complete without an investigation of its impacts on human resources. Innovation does not always have a positive effect on human resources, as there are many imbalances between technological innovations and the requirements for such resources. However, without technological innovation it would be nearly impossible, in the long term, to improve working conditions and create opportunities for the development and realization of man's social, cultural, ...

  11. Competencies - a roadmap for CERN Staff

    CERN Document Server

    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...

  12. 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...

  13. Creating Corporate Advantage through Human Resource Development

    OpenAIRE

    Shobha Ahuja

    2002-01-01

    The purpose of the paper is to ascertain the extent to which human resource development impacts the economy in general and the corporate sector in particular.The paper, while analysing in detail the situation prevailing in the international arena, concludes that there is no close correspondence between economic development and human resource management at the aggregate level. A high ranking of the Human Development Index does not necessarily imply wealth creation which would lead the economy ...

  14. MANAGEMENT OF HUMAN RESOURCES IN TOURISM

    OpenAIRE

    Sandra Herman

    2015-01-01

    Topic of this paper is human resources management in tourism with the aim of increasing the quality of products and services and achieving greater economic effects and competitiveness on the tourist market. Whereas products and services in tourism highly depend on quality human labor, the task of human resources management is to ensure high quality man labor, and encourage it by motivation, education as well as with the possibility of career advancement to maximal efficiency, and retention wi...

  15. 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.

  16. ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

    OpenAIRE

    Nicoleta, BELU; Alina, VOICULEȚ

    2014-01-01

    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 ...

  17. HUMAN RESOURCE MANAGEMENT IN CONTEMPORARY BUSINESS ORGANIZATIONS: A LITERATURE REVIEW

    OpenAIRE

    Brikend Aziri; Izet Zeqiri; Sadudin Ibraimi

    2014-01-01

    Human resource management has grown to become one of the most important issues in nowadays business management. Human resources are without a doubt the most specific and some might argue the most important resource. Therefore business organizations, around the world are treating human resources as their most valuable and scars resource. Unlike other inputs and resources, human resources that is the employees are a long-term investment that must be carefully managed. Managing human resources n...

  18. 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)...

  19. 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.

  20. Are human resource professionals strategic business partners?

    DEFF Research Database (Denmark)

    Chiu, Randy; Selmer, Jan

    2011-01-01

    Theoretical speculations and prescriptive discussions abound in the literature regarding the strategic importance of human resource management. However, evidence based on rigorous empirical studies that the transformation from an administrative service function to strategic partnership has taken...

  1. HUMAN RESOURCES MANAGEMENT STRATEGYADDRESSED IN RESEARCH PROJECTS

    OpenAIRE

    Ecaterina Gicã; Nicoleta Dumitrache

    2011-01-01

    Research entities can achieve sustainable competitive advantages, exercised by strategic operational management of their human resources. But conditions are still unclear: how employees of an eligible research entity can benefit from a strategic human resource management (SHRM) so that they make performances in research - development and innovation, knowing that this area is one with its own status. An important role in the success of national and international research projects plays the hum...

  2. INTERNATIONAL DIMENSIONS OF HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Cristian Marinaş; Aurel Manolescu

    2007-01-01

    In a global context it is necessary to redefine the role of human resources department that has to offer to high level managers the necessary instruments to react on an international market, which is highly competitive. Speaking about human resources management from an international perspective, it is also important to discuss about the development process of the multinational companies, which are the main way to transfer the managerial know-how between countries and regions. The globalizatio...

  3. Human resources methods analysis in engineering company

    OpenAIRE

    Akšteinová, Michaela

    2009-01-01

    Aim of this bachelor thesis is to make analysis of human resources activities in company SPG Czech,s.r.o. which produces machines. Thesis is divided in theoretical and practical part. In theoretical part human resources activities are described: work analysis, obtaining and choosing of employees, accepting and adjustment of employees, managing the job performance and evaluating the employees, education and formation of the employees, rewarding of the employees and care of the employees. Based...

  4. Cross-Cultural Human Resource Management

    OpenAIRE

    Pu, Jing

    2010-01-01

    In the 21st century, many international companies have rushed into China. In the fierce competition, the winners will be companies who know China and Chinese people. Cross-cultural Human Resource Management becomes a “must” for international companies in this situation. There is much literature about Cross-Cultural Human Resource Management, but they discuss in this field generally instead of specifically guilds for international companies; in real practice, there are many companies lost mana...

  5. Obtaining, developing and preserving human resources

    OpenAIRE

    Hasegan Mares, Gabriela Adina

    2011-01-01

    The human resources management has become increasingly important, as a result of the developing goods and services market, and as regionalisation and globalisation gain more ground. The international expansion of companies’ activities brings about a rise in the scope of actions they carry out, especially in developing and diversifying human resources management tools. These tools are used to manage cultural and economic factors that influence the companies’ activity in each country. ...

  6. 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.

  7. : A recipe for human resource sustainability

    OpenAIRE

    Festré, Agnès; Giustiniano, Luca

    2011-01-01

    This paper attempts to give some hints for human resources management that are founded on a motivation-based economic analysis of incentives and the idea of relational capital. It is argued that cross-fertilization between traditional economic literature on incentives, experimental economics and research in cognitive psychology can provide useful insights on how best to design incentives schemes in firms. This analysis promotes a diffused style of leadership which could render human resources...

  8. A HUMAN RESOURCE ONTOLOGY FOR RECRUITMENT PROCESS

    OpenAIRE

    Ionela MANIU; George MANIU

    2009-01-01

    In this paper we propose a model of ontology for the human resource domain. We emphasize the benefits resulting from the application of Semantic Web technologies in the recruitment process. We use currently available standards and classifications to develop a human resource ontology which gives us means for semantic annotation of job postings and applications. Furthermore, we outline the process of semantic matching which improves the quality of query results. Finally, we propose the architec...

  9. Human Resource Management Practices in Nigeria

    OpenAIRE

    Sola Fajana; Oluwakemi Owoyemi; Tunde Elegbede; Mariam Gbajumo-Sheriff

    2011-01-01

    The globalization of business is having a significant impact on human resource management practices; and it is has now become more imperative than ever for business organizations to engage in human resource management practices on an international standard. While the management of people is mostly associated with HRM, the definition, parameter and context are contested by different writers. Some authors such as Kane (1996) argued that HRM is in its infancy, while other authors such as Welbour...

  10. Present Day Recession Effects on Human Resources

    OpenAIRE

    Bujor Anca Liliana

    2012-01-01

    Specific characteristic for recession situation are: instability, anxiety, unpredictable attitude and behavior accentuation of knowledge, cognitive filters and erroneous interpretation of social, economic or existential realities. In this paper, for knowing this recession from the perspective of human resources, I started from determining some objectives such as: Knowledge of present recession peculiarities, of its area and depth, learning recession effects, its impact upon human resources, i...

  11. INTERNATIONAL HUMAN RESOURCES MANAGEMENT: A NEW CHALLENGE

    OpenAIRE

    Trudel, Jean M.

    2009-01-01

    One of the greatest challenges facing international organizations lies in their capacity to adapt their human resources management to the norms and values of different cultures. Organizations often confuse international human resources management and expatriate management. In doing so, they involuntarily block out scores of employees who are also active in the organizations. Country of origin, locations of recruitment and work, and geographical mobility constitute the fundamental elements of ...

  12. Training human resource for NPP in Vietnam

    International Nuclear Information System (INIS)

    Vietnam will establish the first NPP in the near future. With us the first important thing is the human resource, but now there is no university in Vietnam training nuclear engineers. In EPU (Electric Power University), now we are preparing for training nuclear engineers. In this paper, we review the nuclear man power and the way to train the high quality human resource for NPP and for other nuclear application in Vietnam. (author)

  13. 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....

  14. Human resources and personnel management in tourism

    OpenAIRE

    Hurtlová, Kateřina

    2011-01-01

    Bachelor thesis discusses the importance of employees and employee care in tourism, particularly in the hotel industry. The aim of this thesis is to analyze the issue of personnel management and attitude to human resources in an organization which is typical for the tourism industry. The theoretical part deals with human resources management and the position of personnel activities in a company, specifies the importance of employees in the service sector and focuses on hotel management and it...

  15. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    OpenAIRE

    Zoltan-Bela FARKAS; Viorica BAESU; Anca-Diana POPESCU

    2014-01-01

    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 ...

  16. Human Resource Management: Some Vital Considerations

    OpenAIRE

    Mishra, SK

    2007-01-01

    The paper discusses how and why the theories of neo-classical economics are inadequate to provide a framework to human resource management and therefore must give way to dynamic gradual optimization procedure based on the principles of bounded rationality and satisficing behaviour in dealing with the problems of an adaptive complex system of business organization. It also widens the scope of human resource management to include crowd-sourcing.

  17. 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 ...

  18. France at CERN

    CERN Multimedia

    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 ...

  19. 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

  20. 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...

  1. 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...

  2. 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).

  3. Natural Resource Abundance and Human Capital Accumulation

    OpenAIRE

    Jean-Philippe C. Stijns

    2001-01-01

    This study examines indicators of human capital accumulation together with data for natural resource abundance and rents in a panel of 102 countries running from 1970 to 1999. Mineral wealth makes a positive and marked difference on human capital accumulation. Matching on observables reveals that cross-country results are not driven by a third factor such as overall economic development. Political stability does seem to affect both human capital accumulation and subsoil wealth, but not enough...

  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. Principles of Using Human Resource: Respect for Human Nature

    OpenAIRE

    Xiaojun Huang; Liangqun Qian

    2009-01-01

    Human resource has been the most centered and crucial resource for an enterprise to achieve its goal. In management practice, each enterprise uses various ways to motivate this centered resource for survival and development. Given different situations, some motivation succeeds and other fails. This thesis analyzes two motivation cases of two IT enterprises comparatively, and then attempts to sum up which motivation case succeeds in the basics of having met the employee’s need for development ...

  6. 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.

  7. 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)

  8. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    in chapter 3 to a study of the relationship between introduction of highly educated labour, innovation, and upgrading change in small Danish firms. In the chapter highly educated labour is analytically assumed to embody specialised knowledge within a given field of study, as well as general academic skills......, as well as they indicate that introduction of highly educated labour with ‘other' academic qualifications, e.g. from social and human sciences, significantly increases the likelihood of important organisational changes, technological upgrades, and product/service innovation in small firms.      Chapter 6......, these activities are likely to imply a somewhat new qualitative labour demand in given small firms. Based on this view, chapter 6 gives reasons for why different types of innovation and upgrading changes may spur introduction of highly educated labour. Statistical tests in the chapter indicate that implementation...

  9. 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 Directorate-General. Indeed, her in-depth knowledge of CERN and its functioning, as well as the current and future challenges of the Organization, are indispensable assets in guiding her ambitions for the Laboratory. Among her greatest aspirations for CERN, she names the increase of scientific excellence in the field of experimental research, development of cutting-edge technologies, education of younger generations, and collaborations with scientists from all over the ...

  10. Human Resource Development in Hybrid Libraries

    OpenAIRE

    Prakasan, E. R.; Swarna, T.; Vijai Kumar, *

    2000-01-01

    This paper explores the human resources and development implications in hybrid libraries. Due to technological changes in libraries, which is a result of the proliferation of electronic resources, there has been a shift in workloads and workflow, requiring staff with different skills and educational backgrounds. Training of staff at all levels in information technology is the key to manage change, alleviate anxiety in the workplace and assure quality service in the libraries. Staff developmen...

  11. 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,…

  12. Challenges of human resource capacity building assistance

    International Nuclear Information System (INIS)

    At the first Nuclear Security Summit in Washington DC in 2010, Integrated Support Center for Nuclear Nonproliferation and Nuclear Security (ISCN) of the Japan Atomic Energy Agency was established based on Japan's National Statement which expressed Japan's strong commitment to contribute to the strengthening of nuclear security in Asian region. ISCN began its activities from JFY 2011. One of the main activities of ISCN is human resource capacity building support. Since JFY 2011, ISCN has offered various nuclear security training courses, seminars and workshops and total number of the participants to the ISCN's event reached more than 700. For the past three years, ISCN has been facing variety of challenges of nuclear security human resource assistance. This paper will briefly illustrate ISCN's achievement in the past years and introduce challenges and measures of ISCN in nuclear security human resource capacity building assistance. (author)

  13. 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.

  14. 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.

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

    OpenAIRE

    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...

  16. 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".

  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. 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.

  19. Human Knowledge Resources and Interorganizational Systems

    OpenAIRE

    Ibrahim, Mohammed; Ribbers, Piet; Bettonvil, B.W.M.

    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 positively influences IOS capabilities related to cross-organizational business processes and transfer of knowledge. The data show that strategic benefits are the consequence of knowledge transfer, whe...

  20. Linking Ergonomics with the Human Resources Management

    OpenAIRE

    Aurel MANOLESCU; Ion VERBONCU; Victor LEFTER; Cristian MARINAS

    2010-01-01

    During the last years, ergonomics became one of the reference domains in the managerial theory and practice. Ergonomics is a major component of the human resources management and also, it is an important factor of performances. Ergonomics is the link between efficiency, effectiveness, security and heath and in this context it is necessary to approach the ergonomics and its impact on the process of the organizational development and on the employees. The links between ergonomics and Human Reso...

  1. STRATEGIC HUMAN RESOURCE MANAGEMENT ASSESSMENT AT PRICEWATERHOUSECOOPERS

    OpenAIRE

    Amelia Boncea; Cîrnu Doru

    2010-01-01

    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 ...

  2. Human resource evaluation in hotel units:

    OpenAIRE

    George Aspridis; Dimitrios Kyriakou

    2012-01-01

    This paper aims at presenting and analysing the performance appraisal systems and the human potential development in hotel units. It aims at integrating and updating many aspects of performance appraisal while concentrating on the hotel units system to prove the importance of human resource evaluation in hotel units and the procedure that is to be followed by the enterprise for further development of hotel employees. HR evaluation analysis is presented through relevant theoretical background ...

  3. 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 Multimedia

    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.

  4. 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....

  5. 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.

  6. Human Resources in Academe: Challenge for Leadership

    Science.gov (United States)

    Burns, Dorothy M.

    1978-01-01

    It is suggested that the management and development of human resources in higher education is begging for leadership. That leadership requires complex and special knowledge, strong but harmonious relationships with academic administrators, and a humanistic philosophy that reaches out to people. (LBH)

  7. Human Resource Development and Organizational Values

    Science.gov (United States)

    Hassan, Arif

    2007-01-01

    Purpose: Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship.…

  8. Defining International Human Resource Development: A Proposal

    Science.gov (United States)

    McLean, Gary N.; Wang, Xiaohui

    2007-01-01

    From the beginning of the use of the term, there have been struggles over the meaning of human resource development (HRD). In recent years, there has been increased attention to the field's definition. This paper moves this exploration one more step to an exploration of the dilemma of defining international and cross-national HRD. A beginning…

  9. Human Resource Development for International Operation.

    Science.gov (United States)

    Coulson-Thomas, Colin J.

    A 1990 questionnaire and interview survey identified requirements for programs and courses relating to human resource development for international operation. The survey was designed to seek the views of United Kingdom (UK) and European and international companies, professional associations, and accounting firms. Of 540 organizations, 91 returned…

  10. 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…

  11. Cultural Implications of Human Resource Development.

    Science.gov (United States)

    Hiranpruk, Chaiskran

    A discussion of the cultural effects of economic and, by extension, human resource development in Southeast Asia looks at short- and long-term implications. It is suggested that in the short term, increased competition will affect distribution of wealth, which can promote materialism and corruption. The introduction of labor-saving technology may…

  12. 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...

  13. 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...

  14. Spotlight on CERN : The code of conduct

    CERN Document Server

    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 .

  15. 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 ...

  16. Responding to the global human resources crisis.

    Science.gov (United States)

    Narasimhan, Vasant; Brown, Hilary; Pablos-Mendez, Ariel; Adams, Orvill; Dussault, Gilles; Elzinga, Gijs; Nordstrom, Anders; Habte, Demissie; Jacobs, Marian; Solimano, Giorgio; Sewankambo, Nelson; Wibulpolprasert, Suwit; Evans, Timothy; Chen, Lincoln

    2004-05-01

    The global community is in the midst of a growing response to health crises in developing countries, which is focused on mobilising financial resources and increasing access to essential medicines. However, the response has yet to tackle the most important aspect of health-care systems--the people that make them work. Human resources for health--the personnel that deliver public-health, clinical, and environmental services--are in disarray and decline in much of the developing world, particularly in sub-Saharan Africa. The reasons behind this disorder are complex. For decades, efforts have focused on building training institutions. What is becoming increasingly clear, however, is that issues of supply, demand, and mobility (transnational, regional, and local) are central to the human-resource problem. Without substantial improvements in workforces, newly mobilised funds and commodities will not deliver on their promise. The global community needs to engage in four core strategies: raise the profile of the issue of human resources; improve the conceptual base and statistical evidence available to decision makers; collect, share, and learn from country experiences; and begin to formulate and enact policies at the country level that affect all aspects of the crisis. PMID:15121412

  17. 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...

  18. 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

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2015-01-01

    This work is purely theoretical, based on information in the literature, but also on their correlations. The text does not have a generalized, but are personal opinions and conclusions. The objective of this paper is to present particular emphasis to be placed today on the implications of human resources of an organization and human resources strategy have on vital processes within any organization, namely strategic planning, implementing changes and achieve competitive advantage. Organizatio...

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2015-01-01

    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....

  1. 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

  2. Human resources in the economic crisis

    Directory of Open Access Journals (Sweden)

    Carmen RADU

    2015-06-01

    Full Text Available This paper is meant to be an extension of our studies published over recent years, which were meant to seek some answers regarding the existing cause-effect relationship between the economic, financial, demograph and food crisis. In the said article we place the human resource, in its sense of labor force and demograph potential as well, in the middle of the economic, financial, demography and even the food crisis. Provided that in the previous case we demonstrated the hypothesis according to which a food crisis can be caused as well as lead to the migration of the active population to other countries (especially from the rural area and the agglomeration of underprivileged population in certain geographic areas, we are currently resuming to the mutations recorded by the human resource, as part of the active population, under the aspect of social and economic disequilibrium.

  3. Electricity Sector Council : human resources challenges

    International Nuclear Information System (INIS)

    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.

  4. Human resources for health: overcoming the crisis.

    Science.gov (United States)

    Chen, Lincoln; Evans, Timothy; Anand, Sudhir; Boufford, Jo Ivey; Brown, Hilary; Chowdhury, Mushtaque; Cueto, Marcos; Dare, Lola; Dussault, Gilles; Elzinga, Gijs; Fee, Elizabeth; Habte, Demissie; Hanvoravongchai, Piya; Jacobs, Marian; Kurowski, Christoph; Michael, Sarah; Pablos-Mendez, Ariel; Sewankambo, Nelson; Solimano, Giorgio; Stilwell, Barbara; de Waal, Alex; Wibulpolprasert, Suwit

    In this analysis of the global workforce, the Joint Learning Initiative-a consortium of more than 100 health leaders-proposes that mobilisation and strengthening of human resources for health, neglected yet critical, is central to combating health crises in some of the world's poorest countries and for building sustainable health systems in all countries. Nearly all countries are challenged by worker shortage, skill mix imbalance, maldistribution, negative work environment, and weak knowledge base. Especially in the poorest countries, the workforce is under assault by HIV/AIDS, out-migration, and inadequate investment. Effective country strategies should be backed by international reinforcement. Ultimately, the crisis in human resources is a shared problem requiring shared responsibility for cooperative action. Alliances for action are recommended to strengthen the performance of all existing actors while expanding space and energy for fresh actors. PMID:15567015

  5. Human resources development for Thai regulators

    International Nuclear Information System (INIS)

    Office of Atoms for Peace (OAP), as the nuclear safety regulator of Thailand, foresees the necessity of Human Resources Development (HRD), as a key for successful preparation of NPPs safety regulations. Since Thailand does not have any clear and continuous policy for application use of nuclear energy, we are currently facing the personnel shortage, both in term of number and quality. Moreover, BNSR used to be responsible for both R and D and regulation, which resulting in an inadequate focus on regulation. This also results in very limited affords on recruitment of specialists in regulation field. Despite the efforts, there are many difficulties presented in the following aspects. 1. Public policy is unclear, resulting in limited budget. 2. Development processes take time, since both training and accumulating experience cannot be done within a short period of time. 3. There is inadequate in human resources

  6. 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.

  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. 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.

  9. 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.

  10. Human resources in higher education and research

    OpenAIRE

    Avveduto, Sveva

    2010-01-01

    The workshop "Human resources for research: perspectives and tendencies for researchers'career, expectations and job satisfaction in the European research area" aimed to explore the state of play of scientific policies of individual European countries and tried to clarify the limits of individual national research systems to achieve the aim of creating the European Research Area. Further the objective of the meeting was to propose a critical reflection on traditional indicators of development...

  11. Human resources management in construction companies

    OpenAIRE

    Pregelj, Goran

    2011-01-01

    In the presented diploma thesis I am addressing human resources management (HRM) in construction companies and the application of different tools that are applicable for HRM. I have analyzed HRM as a set of processes identified by the literature addressing HRM as a tool used to increase productivity, efficiency and effectiveness of employees, teams, and organizations. For these processes, a review of their possible implementation in the construction sector has been carried out using mainly th...

  12. A Systemic Approach to Human Resources Management

    OpenAIRE

    Achouri Cyrus

    2010-01-01

    Modern leadership research today is very much focused on certain styles and especially on the role of the manager. The “Systemic Leadership Theory” stands for the change from the focus on the manager towards a focus on the role of the employees. Therefore the results of interdisciplinary system theory are used to derivate implications for leadership and human resources man-agement in general. This article gives a short overview about the theoretical deduction from some systemic fundamentals t...

  13. Exploring Data in Human Resources Big Data

    OpenAIRE

    Adela BARA; Iuliana BOTHA; Anda BELCIU; 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...

  14. Human resource management in the PMO

    OpenAIRE

    Kelly, David

    2014-01-01

    The purpose of this research is to provide an analysis of Human Resource Management policy and practice in the Project Management Office, a project orientated context that often leads in the implementation of organisational change and the development of change capability within the Irish insurance industry. This research was in the form of a case study and draws on information gathered from 14 semi structured interviews conducted amongst project professionals who work in this P...

  15. Human resources in the economic crisis

    OpenAIRE

    Carmen RADU; Liviu RADU

    2015-01-01

    This paper is meant to be an extension of our studies published over recent years, which were meant to seek some answers regarding the existing cause-effect relationship between the economic, financial, demograph and food crisis. In the said article we place the human resource, in its sense of labor force and demograph potential as well, in the middle of the economic, financial, demography and even the food crisis. Provided that in the previous case we demonstrated the hypothesis according to...

  16. New Methods in Human Resources Management

    OpenAIRE

    Ibragimova, Yuliya

    2014-01-01

    This diploma thesis concentrates on relationship between employee satisfaction and usage of new methods in Human Resources Management, particularly coaching and talent management. As employee satisfaction becomes one of the most important sources of influence on company's performance, it is also discussed in the theoretical background the relationship between employee satisfaction and company performance. The goal of the thesis is to find relationship between usage of new HRM methods (coachin...

  17. Managing human resources - a central bank perspective

    OpenAIRE

    Donna Hickey; Geof Mortlock

    2002-01-01

    The adage that "people are our greatest asset" has been a recurrent theme in many businesses and organisations through history. This is no less true for a central bank. Indeed, people are, without doubt, a central bank's most important resource. Our business relies heavily on the expertise, experience and sound judgement of our staff. A central bank's effectiveness crucially depends on its credibility, and this in turn largely comes down to the quality of its staff. Therefore, managing human ...

  18. Improving Human Resources Recruitment in Maritime Domain

    OpenAIRE

    Surugiu Felicia; Dragomir Cristina

    2011-01-01

    In order to improve maritime human resources recruitment, most crewing and shipping companies implement an internal procedure of recruitment and management of ship’s crew. Based on observations at several crewing companies, this paper presents an example of such procedure meant to ensure that qualified and competent personnel is recruited and all ships in the fleet have crew members understanding their roles, duties and responsibilities and capable of working effectively in teams

  19. Human resource management in local governments

    OpenAIRE

    María Isabel Barba Aragón; José Serrano Segura

    2012-01-01

    Literature highlights the key role that organizations' workforce has in companies' performance. It is also emphasized that human resource management is a source of competitive advantage. However, although this topic has been widely studied in the private sector, little research has focused on public administration, particularly for local governments. In order to fill this gap, this research based on a case study of nine city councils sited in the Region of Murcia, analyses if an adequate empl...

  20. Human resource management in triangular employment relationships

    OpenAIRE

    Fontinha, Ana Rita Ramos

    2013-01-01

    This dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., their commitment towards both the agency/outsourcer and the client organisation. We developed three empirical studies. In the first study, we found that commitmentfocused HRM att...

  1. Staff Psychological Contract Innovates Human Resource Management

    OpenAIRE

    Wei, Xin; Liu, Xiaoyan

    2009-01-01

    This paper mainly studies on the relationships between the contents of staff psychological contract, job satisfaction level and occupation satisfaction level by surveying, combining research methods of literature, academic and empirical research. The research results have important reference value on human resource management innovation. New suggestions were also put forward, which are relative with recruitment, measure of psychological contract, culture construction and targeted incentives t...

  2. Human Resource Management and Transformation Strategy

    OpenAIRE

    Luděk Rychetník

    1998-01-01

    The quality of management has turned out to be the critical factor in the transformation of the Czech Republic to an open liberal market society. At the level of firms, privatised enterprise must be transformed into "high performance organisations". Initiatives as "lean production systems", "process reengineering", "human resource management", which have emerged in the West during the last 20 years, show the way. At the macro level, they can be interpreted as a search for a new post-fordist p...

  3. Corporate Finance and Human Resource Management

    OpenAIRE

    Masahiro Abe; Takeo Hoshi

    2004-01-01

    Corporate governance can be defined to be an institution that constrains relations between corporate managers and various stakeholders, including shareholders, creditors, workers, suppliers, and customers. Under this broad definition, corporate governance is a system of various sub-systems that are complementary to one another. This paper focuses on two sub-systems of the Japanese corporate governance: one on corporate finance and another on human resource management. After briefly documentin...

  4. Personality Model in Human Resources Management

    OpenAIRE

    Jovan Zubovic

    2008-01-01

    This paper presents the new „Personality model” of managing human resources in an organisation. The model analyses administrative personnel (usually called management) in an organisation and divides them into three core categories: managers, executives and advisors. Unlike traditional models which do not recognise advisors as part of an organisation, this model gives to advisors the same ranking as managers and executives. Model traces 11 categories of personality traits for every employee, r...

  5. RECENT TRENDS IN HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Priyanka; Meenu; Harish kumar

    2015-01-01

    Due to increase in globalisation, countries have been allowing to do international business freely across the world and the way of operating across the world is different counties to countries. This may lead to employers to think out of the box because employer have to deal with the demands of managing people in different context and develop different human resource policies and practices which is appropriate for the organisation and its environment. In this paper I would be describing the cu...

  6. 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.

  7. Human Resource Management and Corporate Social Responsibility

    OpenAIRE

    Bujor Anca Liliana

    2012-01-01

    The current context of economic development, the transformations that are subject to national and international organizations impose their traditional attitude change in relation to results and performance of current activity. In this context, the Corporate Social Responsibility (CSR) aims to achieve economic success in an ethical manner with respect for people, communities and environment. This article analyses the concept of Corporate Social Responsibility in relation to Human Resources (HR...

  8. 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.

  9. IAEA Nuclear Security Human Resource Development Program

    International Nuclear Information System (INIS)

    The IAEA is at the forefront of international efforts to strengthen the world's nuclear security framework. The current Nuclear Security Plan for 2006-2009 was approved by the IAEA Board of Governors in September 2005. This Plan has three main points of focus: needs assessment, prevention, detection and response. Its overall objective is to achieve improved worldwide security of nuclear and other radioactive material in use, storage and transport, and of their associated facilities. This will be achieved, in particular, through the provision of guidelines and recommendations, human resource development, nuclear security advisory services and assistance for the implementation of the framework in States, upon request. The presentation provides an overview of the IAEA nuclear security human resource development program that is divided into two parts: training and education. Whereas the training program focuses on filling gaps between the actual performance of personnel working in the area of nuclear security and the required competencies and skills needed to meet the international requirements and recommendations described in UN and IAEA documents relating to nuclear security, the Educational Program in Nuclear Security aims at developing nuclear security experts and specialists, at fostering a nuclear security culture and at establishing in this way sustainable knowledge in this field within a State. The presentation also elaborates on the nuclear security computer based learning component and provides insights into the use of human resource development as a tool in achieving the IAEA's long term goal of improving sustainable nuclear security in States. (author)

  10. Management of Human Resources in CNCAN

    International Nuclear Information System (INIS)

    Human Resources Policy is a system of goals, principles, methods and criteria for staff undertaking work that is common to all employees. The content of HR policy: – Provide highly skilled workforce; – Training and raising staff qualifications; – High motivation of staff; – Ensure proper working conditions; – Promoting young employees. Recruitment and selection of personnel is the activity of identifying people who are eligible for a certain position. This activity takes place within the management of human resource, and it should be a continuous one. Recruitment and selection of personnel can be done both in the internal and external environment to the organization. Key challenge is to achieve initial competence, and then sustainability, of Human Resources to support for a safe, secure and sustainable nuclear power programmes. This requires the coordination, and cooperation, of all national stakeholders (government, education sector, industry, international bodies). Issues related to staff recruiting: – Experience requirements for specialist jobs is high (minimum 5-10 years); – In Regulatory Body, the percent of Graduates is higher than 50%, but specialist Technicians still needed (nuclear engineers)

  11. 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.

  12. 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.

  13. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    OpenAIRE

    Flavian Clipa; Raluca Irina Clipa

    2009-01-01

    When the multinational firms employ human resources from different countries they have to submit to the restrictions concerning cultural differences. The paper is an attempt to show how the human resource management administrates these cultural differences.

  14. Human Resource Development in Europe--At the Crossroads.

    Science.gov (United States)

    Nyhan, Barry

    2002-01-01

    Two competing human resource management theories are the humanistic developmental approach, which compliments mainstream European traditions, and the instrumental-utilitarian perspective, a response to increasing globalization. Human resource development policymakers in Europe are currently debating these two approaches. (SK)

  15. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    Directory of Open Access Journals (Sweden)

    Flavian Clipa

    2009-09-01

    Full Text Available When the multinational firms employ human resources from different countries they have to submit to the restrictions concerning cultural differences. The paper is an attempt to show how the human resource management administrates these cultural differences.

  16. Human Resources Management Perspective at the Turn of the Century.

    Science.gov (United States)

    Lipiec, Jacek

    2001-01-01

    Based on nine reports, four sets of changes affecting human resource management are outlined: market, demographic, social, and managerial. The evolution of the role of human resource managers from functional to strategic approaches is discussed. (Contains 20 references.) (SK)

  17. A new approach for measuring human resource accounting

    OpenAIRE

    Esmat Bavali; Iman Jokar

    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...

  18. Valuing human resources: perceptions and practices in UK organisations.

    OpenAIRE

    S Verma; Dewe, P.

    2006-01-01

    Despite Government and academic interest in valuing human resources, there has been relatively little progress in reflecting the value of human resources in UK organisations. This research uses a survey questionnaire to identify perceptions and practices in the area of valuing human resources in three types of UK organizations; traditional companies, knowledge intensive companies and local authorities. The survey focuses on the importance of valuing human resources, current measurement practi...

  19. Human Resource Management in Russia: Some Unwritten Rules

    OpenAIRE

    Denisova-Schmidt, Elena

    2011-01-01

    In spite of the fact that Western companies have been actively developing the Russian market over the last twenty years, they are still faced with the Soviet-era heritage in human resource management. This paper gives an overview of the common Soviet human resource practices of the past. Understanding traditional human resource practices in the Soviet Union prior to the end of communism will help practitioners to design human resource management systems for Russia more effic...

  20. Human resource management approaches in Spanish hotels: An introductory analysis

    OpenAIRE

    Marco Lajara, Bartolomé; Úbeda García, Mercedes

    2013-01-01

    Although Spain is one of the most important tourism destinations in the world, Spanish tourism firms need to be more competitive in order to continue attracting citizens from other countries and human resource strategies can help. The present study aims to identify the specific human resource practices applied by hotels. The variables of interest are those related to human resource profile (number of employees, nationality and sex) and to human resource strategies (recruitment, hiring and tra...

  1. The Effect of Human Resources Development on Organizational Productivity

    OpenAIRE

    P.V.C. Okoye; Raymond A. Ezejiofor

    2013-01-01

    This paper is “The Effect of Human resource Development on organizational productivity.” The study aims to determine the extent at which effective human resource development can enhance productivity in order to reduce poor performance in organization, to determine the efficiency of human resource training and development in organization growth, to ascertain if human resource development have any significant impact on organizational profitability, to determine and identify the factors affectin...

  2. Human resource management in the nuclear power plant

    OpenAIRE

    BAZGIEROVÁ, Barbora

    2016-01-01

    This Bachelor thesis investigates particularities in human resource management in the nuclear power plant. The goal of this work is to describe basic models of human resource management and their use in practise including models of human resource management that are used in the monitored nuclear power plant. This work contains options how to manage people, recruitment and education or remuneration of employees. The paper deals with human resource management in the specific nuclear power plant...

  3. IMPACT OF HUMAN RESOURCES ON PERFORMANCE OF COMPANIES

    OpenAIRE

    Cosmina Simona Toader; Tiberiu Iancu; Ana-Mariana Dincu; Remus Gherman

    2013-01-01

    Increasing of the international competition and increasing globalization reinforces the importance of human resources management. Complexity of the actions carried out by companies requires a stronger development tools used in human resource management. It can thus rethink the strategic role of human resources as a competitive advantage.Companies have available finance, equipment, materials, time and employees and their managers.Human resources department of a company must deal with the manag...

  4. BASICS FOR APPLYING A CONTEMPORARY CONCEPT FOR HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Camilovic, Slobodan

    2009-01-01

    In the process of organizational adaptation to environmental demands, primarily through the anticipated outputs, human resources play a key role. The procuring of necessary human resources, their working commitment and development, are the basic assignments of the management of human resources. The appliance of a contemporary concept of management of human resources, based on theoretical and practical cognizance of successful organizations, contributes to a successful execution of these an...

  5. Curse or Blessing? Natural Resources and Human Development

    OpenAIRE

    José Pineda and Francisco Rodríguez

    2010-01-01

    This paper argues against a natural resource curse for human development. We find evidence that changes in human development from 1970 to 2005, proxied by changes in the Human Development Index, are positively and significantly correlated with natural resource abundance. While our results are consistent with those of other authors who have recently argued that natural resources do not adversely affect growth, we find strong evidence that natural resources have a positive effect on human devel...

  6. HUMAN RESOURCES MANAGEMENT IN ADVERTISING AGENCY

    Directory of Open Access Journals (Sweden)

    Cristina LEOVARIDIS

    2009-01-01

    Full Text Available The paper presents advertising agencies as a new type of knowledge-basedorganizations (knowledge-intensive organizations, whose essential resourceis its people with their competences, in conditions in which in the presentsociety knowledge is becoming the most important source of competitiveadvantage for current organizations. Such professional services firms have topractice a particular type of management, focused on their employees, onthier aspirations and satisfaction, therefore the component processes of thehuman resources management (recruitment, selection, integration, motivationetc. have a particularly important role in obtaining employees’ loyalty andincreasing their performance and consequently in the survival anddevelopment of the company. The empirical research used case studiesbased on in-depth interviews with managers in Bucharest advertisingorganizations, but also a survey through questionnaire sent by e-mail toadvertisers across the country, to provide a clear picture on thecharacteristics of human resources management in Romanian advertisingagencies.

  7. Competency Assessment and Human Resource Management of County Extension Chairs.

    Science.gov (United States)

    Lindner, James R.

    The purpose of this descriptive and correlational study was to examine perceptions of Ohio State University Extension county chairs regarding their human resource management competencies and performance of human resource management activities. The study also sought to describe the relationship between human resource management competencies and…

  8. 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…

  9. Strategic Management of Human Resources in a Firm

    OpenAIRE

    Hronek, Jiří

    2008-01-01

    The theme of this work is the strategic management of human resources at Faurecia Components s.r.o. The theoretical part focuses on areas that include strategic human resource management and the individual personnel actions. The practical part deals with the company's strategy for human resources and suggestions on improving personal activities. It also includes an assessment of the current situation in society.

  10. 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…

  11. 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...

  12. 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. 1000.22 Section 1000.22 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of...

  13. Human resource challenges in home care

    OpenAIRE

    Helfrich, Ed

    2012-01-01

    This video clip comprises one of the 4 presentations of the PANEL SESSION: “Human Resource Challenges in Home Care” held at the 21st Annual John K. Friesen Conference, "Innovations in Home Care: A Public Policy Perspective," MAY 16-17, 2012, Vancouver, BC. Presented by Ed Helfrich, CEO, BC Care Providers Association. It is well known that jurisdictions with more comprehensive and integrated home care delivery systems are able to extend independent living for older people for longer pe...

  14. Three essays on human resource management

    OpenAIRE

    Avgoustaki, Argyro

    2012-01-01

    This thesis comprises three essays on human resource management. The first one studies the effect of on-the-job training on firm productivity using a micro-dataset of a large firm in Greece for the period 2005 to 2006. The data consist of daily observations on the productivity of the same workers tracked before, during, and after the receipt of training. Overall, the empirical findings show that after the implementation of on-the-job training, productivity improves by almost 6.5 percent. Resu...

  15. GENERAL MILITARY HUMAN RESOURCE MANAGEMENT AND SPECIAL FORCES HUMAN RESOURCE MANAGEMENT. A COMPARATIVE OUTLOOK

    Directory of Open Access Journals (Sweden)

    Marius Emil PATRICHI

    2015-10-01

    Full Text Available The switch from conscript’s army to an all volunteer force military brought new challenges for the military organization. This is more obvious in the human resource domain than in any other area. In the competition to recruit and retain quality personnel, the military organizations should strategically align the human resource management to the overall strategy. The challenges are greater for the Special Forces because the need for a rigorous selection process to recruit from within the military. The rift already in place between the conventional military and the Special Forces need to be overcome to transform the strain relationship into a positive sum game..

  16. 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.

  17. Brief Analysis on Human Resources Management in Modern Private Enterprises

    Directory of Open Access Journals (Sweden)

    Pingping Zhao

    2011-02-01

    Full Text Available Currently in China, private enterprises have become the backbone of promoting Chinese economic development and social progress. However, many private enterprises to some extent experience difficulties in human resources management in their development because of some intrinsic and historical reasons, which slows down the speed of their sustainable development. On the basis of clarifying the concept and function of human resources, human resources management and private enterprises, by analyzing the present condition of private enterprises’ human resources management, this thesis illustrates how to improve the mechanism of using, keeping and training the employees of private enterprises, and proposes the measures of personalized human resources management in private enterprises.

  18. Activities of nuclear human resource development in nuclear industry

    International Nuclear Information System (INIS)

    Since 2007, the JAIF (Japan Atomic Industrial Forum) had established the nuclear energy human resource development council to make analysis of the issue on nuclear human resource development. The author mainly contributed to develop its road map as a chairman of working group. Questionnaire survey to relevant parties on issues of nuclear human resource development had been conducted and the council identified the six relevant issues and ten recommendations. Both aspects for career design and skill-up program are necessary to develop nuclear human resource at each developing step and four respective central coordinating hubs should be linked to each sector participating in human resource development. (T. Tanaka)

  19. 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 &…

  20. 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 &…

  1. 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 &…

  2. 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 &…

  3. 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 &…

  4. 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 &…

  5. 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 &…

  6. ROLE OF HUMAN RESOURCE MANGAMENT (HRM IN VASAVADATTA CEMENT INDUSTRY

    Directory of Open Access Journals (Sweden)

    Kshemling S.Bhaskar

    2014-11-01

    Full Text Available Human resources are the source of achieving competitive advantage because of its capability to convert the other resources (money, machine, methods and material in to output (product/service. The competitor can imitate other resources like technology and capital but the human resource are unique. In the view of resource based theory of Barney (1991 stated that Human resources lead to competitive advantage when they are valuable, inimitable and well organized.HRM can help firms improve organizational behavior in such areas as staff commitment, competency and flexibility, which in turn leads to improved staff performance (Koch and McGrath, 1996.

  7. Nuclear human resources management in Serbia

    International Nuclear Information System (INIS)

    Full text: Over the past fifty years Serbia passed a way from a founder of the International Atomic Energy Agency and a country with an extensive nuclear program which was supported by the knowledgeable and experienced expert human sources, to the period followed by political and economic difficulties and major changes. They, among the other factors, caused a considerable modification in the scope of the nuclear program and a range of its activities which were diminished. Inherited nuclear infrastructure, as a legacy of the past, comprises nowadays significant and complex issues to be solved in a serious and urgent manner in the forthcoming period, what requires a high level of knowledge and sufficient and adequate human sources. Brain drain, aging workforce, absence of a well established nuclear education system and strategy and a lack of younger experts to which the experience could be transferred are, gradually, but certainly, leading to a loss of knowledge and capabilities to handle and cope with the existing requests and the ones of the future overall development of nuclear energy and its application in the peaceful purposes. To overcome this situation, an active approach and serious consideration of all the relating elements with a goal to define future directions and prospective in the nuclear human resource management in Serbia are therefore a task to be undertaken by the state without a delay and a prerequisite for a future development. (author)

  8. HUMAN RESOURCE MANAGEMENT RISKS IN TOURISM

    Directory of Open Access Journals (Sweden)

    Maria TĂTĂRUŞANU

    2009-01-01

    Full Text Available An important area of the economy is the tourism sector, both in Romania and in other many countries. Eventhough the jobs in this sector are considered as being „poor” and whitouth career perspectives, tourism is an important employer in the economy. In this work paper, the author emphasizes the importance of the human ressources in the tourism sector, espeacially because of the specifique activities which suppose a countinuous communication and customer involvement in the services offered. Human ressources in any firm are a source of risk and in the meantime a resource seeking the solution of this troubbles. How could the enterprises eliminate the risks that affect the human ressources? Are them counscious about these risks and do they want to take its into consideration? What is the price of an inadequate policies concerning people of the tourism organizations and the benefits role for them? In this paper, the author tries to furnish answers to these important challenges that affect the tourism firms’ actitivities.

  9. Effects of Technological Applications on Human Resources

    OpenAIRE

    Resul Kaya

    2015-01-01

    There are two tasks the human resources are entrusted with. The first one is to increase productivity, and the second is to increase qualification of professional life. At the beginning of 1990s, personnel management left its duty to the human resources management. The human factor gains a strategic importance as the result of developments in communication and information technologies. Human resources started to develop strategies and plans for to reach the suitable target of organisation in ...

  10. Dimensions of human resource development: concepts and approaches

    OpenAIRE

    Sinha, Braj Raj Kumar

    2012-01-01

    The notion of human resource development dimensions is very complicated as it has interconnections with several approaches and has involvement of variables of multiple natures. Dimension refers to the constituent elements of human resources. Different population components play different roles in the process of enhancing human capital and with a view to analyse the relative importance of them human resource development dimensions can be divided into different groups on the basis of the spatia...

  11. Methods and techniques specific to human resource management

    OpenAIRE

    Ovidiu NICOLESCU

    2009-01-01

    The first part of the study presents the contextual and conceptual novelty elements concerning human resources on which this human resource management approach relies. The conceptual novelty element is represented by the comprehensive approach of human resource management (MRU), focused on the relationships of the organisation with internal and external human stakeholders, not limiting to the traditional approach, managers subordonees. The second part of the paper makes a selection of methods...

  12. Improvement of Human Resource Management CASE: Okey markets

    OpenAIRE

    Bogdanov, Yury

    2015-01-01

    The target of this project is to analyse human resource management focusing on the case of an existing company, "OKEY" and find out how improve human resource management and how it could be possible to implement it in this company. In this work I have used web resources and information from the company together with an interview.

  13. The Effectiveness of Human Resource Management Practices

    Directory of Open Access Journals (Sweden)

    Eric Ng Chee Hong

    2012-04-01

    Full Text Available An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.

  14. 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.

  15. 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.

  16. Training of human resources in the UNAM

    International Nuclear Information System (INIS)

    Some background on the development of human resources in radiation protection (RP), is found in the annals of the UNAM, which in mid-1960 was given a basic course of RP during 8 weeks, coordinated by Romeo Espana Valenzuela. At UNAM was the year 1967 with a nuclear laboratory, which evolved to Nuclear Studies Center in 1972 and at Nuclear Sciences Institute in 1980. Within the institute was formed an irradiation and radiation safety unit since 1999, which offers a course of RP to occupationally exposed personnel (14 courses 94 graduates), and an advanced course in RP (10 courses, 60 graduates) . At the Physics Institute was established in 1998 a master in medical physics with compulsory subjects as introduction to the medical sciences, principles of molecular cell biology, introduction to the instrumentation and signals, and physics in the medicine. In this Master, one course of radiobiology is a total of 96 hours, the radiation protection course 80 hours, and the radiation physics and dosimetry of 128 hours. As optional subjects are offered clinical laboratory of medical physics, physics of nuclear medicine, physics of radiologic image, biological and medical image processing, medical applications of lasers, weak shocks, biomechanics and biomaterials. For its part, the advanced course in RP from Nuclear Sciences Institute contains as subjects an introduction to the RP, radiation sources characterization, radiation interaction with the matter, theoretical characterization of radiation field, radiation detection and measurement, potential biological effects characterization, RP philosophy, radiation sources exposure, radiation protection external and internal, RP in hospitals and national and international standardization. The total duration of the course is 82 hours, including 16 practices. In total, since its formation 49 professionals have graduated from the Master of Medical Physics, of which 82% are incorporated in various branches of the workplace, 8% and the

  17. 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.

  18. 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...

  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. 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.

  1. 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/

  2. A Business Process Approach to Human Resource Development

    OpenAIRE

    Asad Abbas; Ali Madni

    2013-01-01

    The initial objective of this research is to highlight research work carried out in the field of HRM and HRD. Researchers found out that there is a gap in body of knowledge that there is no comprehensive business process model for human resource development field. The primary objective of this research is to give business process view of human resource development. This research paper than describes the model developed for human resource development process.

  3. Cultural diversity and human resources management in Europe

    OpenAIRE

    Cristian MARINAS; Monica CONDRUZ- BACESCU

    2009-01-01

    The increase in the international dimensions of human resources management and the extension of European Union represents important premises regarding the harmonization of human resources practices at the level of the European countries. Despite this, the main characteristic of the European model of management is diversity. During the last decade, the human resource function registered profound changes, determined especially by the economic, social, cultural and political context registered a...

  4. Fundamentals of human resource management: emerging experiences from Africa

    OpenAIRE

    Itika, J.

    2011-01-01

    The fundamentals of human resource management are extensively described in European and American literature. This book summarises the general human resource management philosophies, theories, strategies and techniques and links them to the specific African context. The usefulness of these general insights of human resource management not only depends on whether or not the organisation is public or private, but also whether they are local or foreign. It also depends on the socio economic and c...

  5. A Keyword Analysis for Human Resource Management Factors

    OpenAIRE

    ÖZLEN, Muhammed Kürşad; Nereida Hadžiahmetović

    2014-01-01

    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 o...

  6. Brief Analysis on Human Resources Management in Modern Private Enterprises

    OpenAIRE

    Pingping Zhao; Yanran Yuan; Yongxiang Guo

    2011-01-01

    Currently in China, private enterprises have become the backbone of promoting Chinese economic development and social progress. However, many private enterprises to some extent experience difficulties in human resources management in their development because of some intrinsic and historical reasons, which slows down the speed of their sustainable development. On the basis of clarifying the concept and function of human resources, human resources management and private enterprises, by analyzi...

  7. New Organizational Forms and their Influence on Human Resources Function

    OpenAIRE

    Varzaru Mihai; Varzaru Anca Antoaneta

    2010-01-01

    Dynamics of organizational forms manifests to the enterprise level, and to its subsystems. Human resources function is subject of optical and content changes that are exacerbated by the emergence of NTIC. To be able to promote change, human resource function should adopt a structure best suited to strategic alignment requirements. The article highlights the need for consistency between enterprise organization and human resources function, which must be experiencing the strategic changes withi...

  8. Creating human resource policy for an SME company

    OpenAIRE

    Soinsaari, Anssi

    2014-01-01

    The aim of this thesis was to study the importance of human resource policies and to demonstrate basic steps on creating them. Moreover, various areas where policies can be established were introduced and a human resource policy was drafted for a medium sized company in Vaasa at their request. The theoretical section of the study explains shortly the history of human resource management. The strategic area of HRM is also explained and its connection to HR policy is shown due to close relativi...

  9. Understanding Human Resource Management in a Chinese company

    OpenAIRE

    Zhou, Yanjiao

    2009-01-01

    Human resources have become a key competitive factor in Chinese organizations. With the development of China's socialist economy, modern enterprise management concepts are gradually accepted and applied to practices of business management. China's human resource management has undergone a process of transforming personnel management into strategic human resource management. The target of this study was to explore current status of HRM within company in China, and furthermore it was resea...

  10. Importance of Knowledge Management in Human Resource Development

    International Nuclear Information System (INIS)

    Human resource management and knowledge management: • In human resource management - important to identify crucial knowledge base on which competitiveness of company depends → according this ensure appropriate development of human resources. • Era of so-called knowledge economy - only individual and organizational knowledge could give competitive advantage. • From operational perspective, knowledge management - systematic processes by which an organization identifies, creates, captures, acquires, shares and increase knowledge

  11. Financial Intelligence from The Human Resources Point: A Conceptual Framework

    OpenAIRE

    2013-01-01

    Human resources functions is in a physological trauma as it has been moving away from administrative duties to focusing on strategic management roles. Underlying this trauma is the desire of the professional human resources managers to gain more respect and recognition within their organizations as strategic partners with others from this stand. The common denominator of recognition and respect is being equipped with financial intelligence. To understand the contribution of human resources to...

  12. The Role of Human Resources Management within the Romanian Companies

    OpenAIRE

    Antohi Ionut

    2010-01-01

    Human resources management proves its important role within company facing the challenges brought into light by the actual economic background. Specialised studies have revealed new roles that human resources management will play in the future. The strategic role proves to be a real challenge for the companies in different economies. In order to fulfil this new role human resources management has to go through important changes that will ensure a higher level of competitiveness both for itsel...

  13. A Review of Human Resource Accounting and Organizational Performance

    OpenAIRE

    Jacob Cherian; Sherine Farouq

    2013-01-01

    Human Resources are important assets of an organization. However, there is no legal regulation for accounting human resources in any of the organization’s annual report. The main aim of this review is to study the benefits of HR practices to the firm. This review highlights the theoretical definitions for HRA and challenges faced during implementation of HRA measurement models to predict the organization’s performance. The Human Resource Accounting is defined as “the process of identifying an...

  14. AN ANALYTICAL STUDY ON HUMAN RESOURCE DEVELOPMENT AND EDUCATION

    OpenAIRE

    Rajkumar Rathod

    2014-01-01

    Education is a continuous and never ending process. The concept “Human Resource Development” is of high value in business and industry and has been used and applied since years. In industry and business the human element is considered as a resource and hence its development and protection is very essential and inevitable. Of all the factors of production, human resource is the only factor having rational faculty and therefore, it must be handled with utmost care. Right recruitm...

  15. Matching Strategy and Human Resources in Multinational Corporations

    OpenAIRE

    Anders Edström; Peter Lorange

    1984-01-01

    Strategy is implemented by people; this article emphasizes this fundamental notion throughout. The characteristics of the major strategic levels and tasks in a multinational corporation (MNC) are identified, along with their implications for strategic human resource management. Through observations within 4 Swedish MNCs, the process by which human resources have gained a place in strategic managements is examined. The experience of these firms in matching strategy and human resources is analy...

  16. IMPROVING HUMAN RESOURCES REPORTING IN NON FOR PROFIT ORGANIZATIONS

    OpenAIRE

    Nicolae Todea; Delia Corina Mihaltan

    2013-01-01

    The paper aims to expose the present reality concerning the information offered byaccounting regarding the human resources in a non for profit organization and to propose ways ofimproving it. To this end we display the typical aspects of human resources which are connected tothe specificities of the non for profit organizations and their impact on accounting. We emphasizethe deficiencies of human resources reporting and submit means of improving it.

  17. The Role of Human Resources in Project Management

    OpenAIRE

    DEMILLIERE, Anne-Sophie

    2014-01-01

    This paper is about how Human Resource Management (HRM) impacts project management. Human Resources in Project Management focus on Project Team recruitment, organization and management until the end of a given project. Its role starts from defining core competencies which are going to be needed, to team building and motivation. The interest is to understand how an executive function can impact Project Management. It is as interesting as Human Resource is a function for which I feel a particul...

  18. TRANSFORMING HUMAN RESOURCE MANAGEMENT IN THE KNOWLEDGE ECONOMY

    OpenAIRE

    ANA-MARIA GRIGORE

    2011-01-01

    Paradoxically, in this era of microprocessors, of top technologies, of equipments “independent” of man’s skills and attention, the human resource regains the hegemony among the economic variables of the organization. Human resources traditionally added value to organizations because of what they did or because of their experience. In the new economy, however, many employees add value because of what they know. The management of the human resources has to be torn apart from its bureaucratic pa...

  19. WHO ADOPT AND IMPLEMENT HUMAN RESOURCES STRATEGY IN AN ORGANIZATION?

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2016-01-01

    The need for effective human resources strategies, which have a strong role in achieving goals has been a subject extensively treated in the literature. Thus, those interested in this field could learn about the stages of development of human resources strategy, the criteria necessary to be considered, features that should have a human resource strategy properly adopted and the modalities for its implementation. However, it has neglected an important aspect essential, namely, who ...

  20. EVOLVING TERMS OF HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT

    OpenAIRE

    Haslinda Abdullah

    2009-01-01

    The term HRM and HRD has been used by scholars, academics and practitioners. However, confusion arises on the terms or labels for HRM and HRD and its position in management function. The purpose of this paper is to examine the evolving terms in human resource management (HRM) and human resource development (HRD). Based on a review of the literature, this paper draws the concepts surrounding the terms in human resource management and development. The findings highlight that the terms HRM and H...

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

    OpenAIRE

    Lei He; Jiaxin Qi

    2013-01-01

    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, divid...

  2. The Economic Progress in the Sustainable Human Resources Development

    OpenAIRE

    Loredana-Maria Paunescu

    2013-01-01

    Human resource management is a factor that increases the firm's competitiveness and the overall national economy, an important factor of economic and social progress. Human resources management contributes decisively to harmonize with the goals of individuals and of society, the interweaving of social benefit reasons rather than economic reasons, both within an Organization and the community and society. In our contemporary society, the huge progress of scientific knowledge, human resources m...

  3. Management of human resources in the corporate sector

    OpenAIRE

    Soukupová, Klára

    2014-01-01

    This thesis "Management of human resources in the corporate sector" deal with necessity, operation and care of human resources in the corporate sector, the main objective is to propose on the basis of the detected weaknesses improvement measures in the field of human resources activities of selected company. Nowadays great emphasis is placed on knowledge and skills of workers in any branch and companies are often forced to reduce their staff requirements, however, they do not always realize t...

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

    OpenAIRE

    Luftim CANIA

    2014-01-01

    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 man...

  5. The Importance of Human Resources in European Quality Management

    OpenAIRE

    Cristian-Ştefan Craciun

    2013-01-01

    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 c...

  6. The role of information systems in human resource management

    OpenAIRE

    Dorel, Dusmanescu; Bradic-Martinovic, Aleksandra

    2011-01-01

    Persistency of the organization, competitive advantage and realization of extra profit, in contemporary environment, are directly connected with balance of the resources available to the firm. One of the key issues of successful business is human resource management and that process is under great influence of modern information technology. Human Resources Information Systems (HRIS) are systems used to collect, record, store, analyze and retrieve data concerning an organization’s human resour...

  7. USING ONTOLOGY’S IN HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Enikö Elisabeta ÞOLEA

    2010-01-01

    Abstract: In today’s business environment, human resource management is playing an important role and it is present in each organization. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working in the organization. We try to design an ontology for human resource management, and we want to encompass in it all common items no matter in which area we want to apply this structure. This paper wants to pro...

  8. 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 ...

  9. Pathological Approach to Human Resource Management: Strategic Approach to Maintenance Human Resource and Organizational Commitment

    OpenAIRE

    Akram Ahmadnia Chenijani; Nour Mohammad Yaghoubi

    2013-01-01

    The aim of the present study is the pathological status of strategic approach to maintenance human resource and organizational commitment with checking the status of mediator variables impact on organizational commitment among organizational support, organizational justice, organizational culture and needs of Excellence. The research type is descriptive. In order to realize this, Zahedan Municipal employees, up to 2032 were considered as a statistical population, so Morgan table has been...

  10. 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.

  11. STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

    Directory of Open Access Journals (Sweden)

    Jaroslav NEKORANEC

    2014-04-01

    Full Text Available Human resource management is an important area of strategic management of the organization which focuses on everything that concerns people. The main role of human resource management is to contribute to organizational performance and its continuous improvement. In order to fulfill the aims and objectives of the organization, it is necessary that organization top management has a clear-cut view of human resource management strategies that would work in practice. One of the most important and most challenging aspects of human resource management can be applied also in organizations characterized by specific features such as the Armed Forces of the Slovak Republic.

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

    OpenAIRE

    Salah A. Alabduljader

    2012-01-01

    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 ...

  13. 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 ...

  14. 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. PMID:26417747

  15. 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.

  16. [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. PMID:27405147

  17. 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...

  18. 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

  19. “Managing Human Resources in Modern School“

    OpenAIRE

    Ivanova, Sonja

    2011-01-01

    The human potential is a decisive factor for success in the job market conditions in all industries. The human potential is of great importance for achieving strategic goals. Management of human resources as a scientific discipline whose goal is to establish a deeper cooperation in the development of relations between managers and employees and between employees in general. In this paper we analyzed the role of managers in the development of human resources in modern school and the developmen...

  20. HUMAN RESOURCES MANAGEMENT - A COMPLEX, DYNAMIC AND EVOLUTIONAL PROCESS

    OpenAIRE

    Mirela PUSCASU

    2010-01-01

    The human capital is the essential element of the value of an organization. Quality assessment of human resources management, identifying the “measurement units”, as well as ways of understanding and analysis of information related to this capital, will allow the organization to focus on what must be done in order to find, preserve, develop and build human capital which it holds. Value quantifications and quality assessment of the human resources management, provides the basis of the HR strat...

  1. The role of the human resources development in the strategic resources management

    OpenAIRE

    Hanna Karaszewska

    2010-01-01

    Human Resources Management went through signifi cant evolution. The newly conceived idea of strategic management in human resources is the consequence of past and coming changes. Human capital became the foundation for the business. Businesses realized the importance of strengthening and developing human capital in their organizations. Training programs, therefore, become the most important tool in this development. The article further defi nes the strategies for enterprise development and the ...

  2. Library and information resources and users of digital resources in the humanities.

    OpenAIRE

    C. Warwick; Terras, M.; Galina, I.; Huntington, P.; Pappa, N.

    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 of web server log analysis of portals for humanities scholars: the arts and humanities data service (AHDS) website and Humbul Humanities Hub....

  3. MANAGING HUMAN RESOURCES IN A PUBLIC INSTITUTION – CASE STUDY

    OpenAIRE

    Katarzyna Terlicka

    2013-01-01

    In the article one took an attempt to evaluate management of human resources in Czêstochowa District Office. In order to analyse this issue properly, the author conducted a survey among the District Office workers. The results presented in the following article show that human resources in the office are managed more effectively and efficiently.

  4. Romania's human resources in the European Union accession context

    OpenAIRE

    Alexandra Ionescu

    2006-01-01

    Human resources have always been mobile, and nowadays more than ever, this quality is essential. The migration of Romania’s human resources is, no more at its beginings. But if people want to work outside Romania’s borders, should know how to do it, legaly and professionally

  5. 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.

  6. WHO ADOPT AND IMPLEMENT HUMAN RESOURCES STRATEGY IN AN ORGANIZATION?

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2016-04-01

    Full Text Available The need for effective human resources strategies, which have a strong role in achieving goals has been a subject extensively treated in the literature. Thus, those interested in this field could learn about the stages of development of human resources strategy, the criteria necessary to be considered, features that should have a human resource strategy properly adopted and the modalities for its implementation. However, it has neglected an important aspect essential, namely, who should formulate strategy and human resources of an organization who is responsible for its implementation. In this paper we focused attention on identifying new aspects of the human resources strategy: people involved in adopting and implementing human resources strategy. The present study is one of the fundamental theoretical literature. The facts are not merely generalizing, but is analysis, opinion and personal conclusions. However, they can represent a focal point for business, prompting an awareness among the lead actors in a company, the need straightening attention to the foregoing. The overall conclusion is that it is not enough for an organization to have a human resources strategy. To be fair one, to adopt and implement them have involved those individuals who have the necessary capacity and not the responsibility of everyone. Pawns should be the main human resources manager and senior manager, followed by operational.

  7. The Development of Human Resources: An International Concern.

    Science.gov (United States)

    Orfila, H. E. Alejandro; And Others

    1981-01-01

    This series of articles summarizes discussions from the Second World Conference on Cooperative Education. Topics include "Cooperative Education: A Powerful Instrument for Development and Peace;""Human Resources: An International Concern for Developing Countries;""Human Resources: A Continuing International Concern for Developed Countries;" and…

  8. 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)

  9. 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,…

  10. Human Resources Management for Effective Schools. Third Edition.

    Science.gov (United States)

    Seyfarth, John T.

    This book is about managing people in schools. Its objective is to make prospective and practicing school administrators aware of the wide range of activities covered by the term "human resources management" and to present the best of current practice in personnel work. Chapter titles reflect the book's content: (1) "Human Resources Management and…

  11. Influence of Population Decline in Romania on Human Resources Management

    OpenAIRE

    Balogh Petru; Golea Pompiliu

    2010-01-01

    The beginning of the XXI-st constitutes a period of deep changes in human resources management in Roumania and at European level. Decreasing the population number, especially the active population, decreasing the number of young population, aging the labour forces constitute a lot of sources with a huge impact on the methods and techniques used in human resources management.

  12. Participatory Management of Human Resources - a Solution for Organizations Success

    OpenAIRE

    Grecu Iulia

    2012-01-01

    The gaps between the Romanian and the developed countries in terms of a strong affirmation of the effectiveness of management in general and the participation of human resources in particular have convinced us that our choice might draw attention Romanian companies on the most effective methods management to extend it faster and generally improve overall human resources management in Romania.

  13. 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…

  14. 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…

  15. 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.

  16. The human resource conditions of lifetime extension

    International Nuclear Information System (INIS)

    Full text: According to our present knowledge, the lifetime extension of the Hungarian NPP units will be feasible, in both the technological and economic aspects. It is far more difficult, however, to answer the question whether the human resources conditions of the further application of nuclear energetics in Hungary can be satisfied. Many urgent tasks will have to be solved regarding the informing of the public and the nuclear engineering education. The training of nuclear experts is in crisis in many developed industrial countries. The university departments work with a staff mainly consisting of old and quite often near-retirement trainers and the young generation is practically missing. A particularly grave problem is (see Germany) that in a number of countries hardly any student chooses nuclear technology/engineering. Moreover, several nuclear training and research facilities have been shut down. Although the situation in Hungary is not so critical at present, the rising of the new generation of professionals may easily get into a crisis without immediate intervention. The training reactor of BUTE celebrated its 30th anniversary in 2001 and the technical conditions allow some further 20 or 25 years of operation. On the other hand, however, the age distribution of the operating staff can not be sustained even on a few-year term: the average age is 55 years, while 44% of them are retired! Although, due to financing difficulties the rejuvenation of the operating personnel has not been possible for years, it is definitely vital to maintain and develop the reactor and the ongoing educational work. By analysing the age distribution of the workers of the Hungarian energetics one can conclude: 350 to 400 young engineers will have to start work up till 2020 (i.e. 15 to 20 per year), while only 2 to 8 students graduate from the Hungarian universities who acquire some level of nuclear knowledge during their studies. In a co-operation between BUTE and the Paks NPP we are

  17. Human resources in nuclear power program

    International Nuclear Information System (INIS)

    plant or nuclear power plant manufacture. Newly hired graduates or technical personnel working in industry undergo further training. Those working for the NPP manufactures undergo training in designs, manufacturing and construction while those working with the power companies undertake plant operation training using simulator, plant maintenance, safety culture and design specification. A survey of newly hired BS and MS graduates in engineering by power companies for nuclear power sector in Japan showed that 221 graduates were hired in 1997 and the number dropped to 134 in 1999 and maintained this level up to 2001. These engineering graduates majored in electronics, nuclear, chemistry, mechanics and others. Meanwhile, 30% of the engineering graduates hired by 3 major NPP manufactures for their NPP division are nuclear engineers while the other 70% consists of engineers majoring in mechanics, electronics, materials and other majors. The number of staff for NPP division will have to be increased in future to meet increased demand in Japan and overseas. The human resource development for nuclear energy is faced with the dilemma because the young generation is losing interest in science and technology and many experienced nuclear engineers are retiring and there is a decreasing number of new construction of NPPs till 2030. Possible solutions are to improve public perception on nuclear power, ensure effective succession of nuclear knowledge and experience to young engineers and technicians, strengthen R and D on generationIV NPP and Fast Breeder Reactors (FBR), and strengthen nuclear education and training. In support of this human resource development, the Japanese government provided funding of US$3.4 million in 2007. Within the framework of the Forum for Nuclear Cooperation in Asia (FNCA), the Asian Nuclear Training and Education Program (ANTEP) has the following objectives: (1) to train and educate nuclear engineers and scientists and specialists of radiation applications

  18. The Importance of Communication in Human Resources Management

    OpenAIRE

    Ioan BORDEAN

    2011-01-01

    Human resource is for any organization the most important resource, therefore it’s role is to contribute to their professional development and to lead to organizational goals in a motivating environment for both the group and for each individual parties. All elements needed to obtain effectiveness of the organization can be achieved through harnessing of networking and communication, which constitute the essential conditions for human resources activities. This paper brings in present light o...

  19. HUMAN RESOURCES MANAGEMENT EFFICIENCY IN THE MILITARY ORGANIZATION

    OpenAIRE

    STANIT Alexandra; RIZESCU Marius

    2012-01-01

    The effectiveness of resources available to an organization depends to an extent to a more effective use of human resources. From this point of view, people are not only very valuable or precious, but extremely expensive and becoming more expensive, requiring appropriate treatment and efficient use. The successful application of the human resources management implies a performance evaluation system, a system of employee incentives and results rewarding. This management system aims at the cont...

  20. Efficient development of human language technology resources for resource-scarce languages / Martin Johannes Puttkammer

    OpenAIRE

    Puttkammer, Martin Johannes

    2014-01-01

    The development of linguistic data, especially annotated corpora, is imperative for the human language technology enablement of any language. The annotation process is, however, often time-consuming and expensive. As such, various projects make use of several strategies to expedite the development of human language technology resources. For resource-scarce languages – those with limited resources, finances and expertise – the efficiency of these strategies has not been conclusively establishe...

  1. MANAGING HUMAN RESOURCES ON SIX DAIRY FARMS IN MICHIGAN: A RESOURCE-BASED PERSPECTIVE

    OpenAIRE

    Mugera, Amin W.

    2004-01-01

    How do dairy farms manage their human resources and how can the farms achieve competitive advantage through the human resource management (HRM) function? This inductive study of six dairy farms in Michigan explores those two questions using the resource-based theory (RBT) framework. Onsite interviews were conducted with 7 managers, 6 herdsmen and 7 non-supervisory employees. An interpretive research paradigm was used for both within case and between case analyses. Drawing insights from the RB...

  2. How to combine human resource management systems and human capital portfolios to achieve superior innovation performance

    OpenAIRE

    Christian Rupietta; Uschi Backes-Gellner

    2013-01-01

    Firms generate new knowledge that leads to innovations by recombining existing knowledge sources. A successful recombination depends on both the availability of a knowledge stock (human capital pool) that contains innovation-relevant knowledge and the regulation of the knowledge flow through the application of human resource management practices. However, while human resource theory expects complementarities between both the human capital pool and the human resource management ...

  3. HUMAN RESOURCE DEVELOPMENT AND CONSTITUTION OF INDIA

    OpenAIRE

    Dr. Rambir Sharma

    2012-01-01

    The Universal Declaration of Human Rights is generally agreed to be the foundation of international human rights law. Adopted almost 66 years ago, the Universal Declaration of Human Rights (UDHR) has inspired a rich body of legally binding international human rights treaties and human rights development worldwide. It continues to be an inspiration to us all whether in addressing injustices, in times of conflicts, in societies suffering repression, and in our efforts towards achieving universa...

  4. ROLE OF HUMAN RESOURCE INFORMATION SYSTEMS IN EFFICIENT FUNCTIONING OF BUSINESS ORGANIZATIONS

    OpenAIRE

    A. Shashi Kumar

    2014-01-01

    Human resources and data engineering are two components that numerous firms are looking to use them as key weapons to contend. Data frameworks particularly produced for human resource administration alluded as human resource data framework (HRIS) is a coordinated framework important together, record, store, oversee, convey and present information for human resource and thus advances viability of human resource framework. Human resource innovation or human resource data frame...

  5. Academic Talent Model Based on Human Resource Data Mart

    OpenAIRE

    Mahani Saron; Zulaiha Ali Othman

    2012-01-01

    In higher education such as university, academic is becoming major asset. The performance of academic has become a yardstick of university performance. Therefore it's important to know the talent of academicians in their university, so that the management can plan for enhancing the academic talent using human resource data. Therefore, this research aims to develop an academic talent model using data mining based on several related human resource systems. In the case study, we used 7 human res...

  6. The Role of Human Resource Management in Employee Motivation

    OpenAIRE

    Muhammed Kürşad ÖZLEN; Nereida Hadžiahmetović

    2014-01-01

    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 resour...

  7. Establishing the Linkages of Human Resource Development with Inclusive Growth

    OpenAIRE

    Tullao, Tereso Jr. S.; Christopher James CABUAY; Hofilena, Daniel

    2015-01-01

    This study is one of the component papers in the priority area on inclusive growth of Project APEC 2015. This paper aims to establish the linkages of enhancing human capital and human resource development in an economy in attaining inclusive growth. Various studies have suggested that education, training, and human resource development in general raise the productivity of workers through the transmission of knowledge, skills, and competencies, which then increase the earnings capacity of an i...

  8. Strategic Aspects Of Human Resource Management In The Business Organization

    OpenAIRE

    Petya Dankova

    2012-01-01

    Under conditions of the contemporary „Knowledge economy” human resources become more and more important for the successful development of the business organization. In the present article there is drawn the nature of strategic human resource management. There are presented in a generalized form the results of empirical studies of the interrelation between human re source management in the business organization and the results of its activity. There are generalized the peculiarities of the mai...

  9. Social Audit – Assessment Instrument in Human Resources Management Quality

    OpenAIRE

    IULIA CHIVU

    2006-01-01

    Social audit is set up in human resources management field at the end of the XX-th century as activity of evaluation of human resources’ management participation on organization results. Its objective consists in improving the quality of human resources management. The professional character of the social audit devolves from using a rigorous methodology and a deep understanding of the analysed domain. The social audit area of action is very large due to the fact that all the problems of hum...

  10. Health, human rights and mobilization of resources for health

    OpenAIRE

    Lie Reidar K

    2004-01-01

    Abstract Background There has been an increased interest in the role of a human rights framework to mobilize resources for health. Discussion This paper argues that the human rights framework does provide us with an appropriate understanding of what values should guide a nation's health policy, and a potentially powerful means of moving the health agenda forward. It also, however, argues that appeals to human rights may not necessarily be effective at mobilizing resources for specific health ...

  11. 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.

  12. 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.

  13. 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.

  14. Impact of socially responsible human resources policies on intellectual capital

    Directory of Open Access Journals (Sweden)

    Jesus Barrena-Martínez

    2016-03-01

    Full Text Available Purpose: This research focuses on the benefits that social responsibility can report on the area of human resources, examined the impact of a socially responsible configuration of human resource policies and practices in the generation value process for the company, and more specifically in its intellectual capital. Design/methodology/approach: The study performed a regression analysis, testing the individual effects of socially responsible human resource policies on intellectual capital, broken down into three main variables such as human, social and organizational capital. Findings: The results shed light on how the introduction of socially responsible aspects in the management of human resources can facilitate the exchange of knowledge, skills and attitudes human--capital; lead to improvements in communication, trust, cooperation among employees social-capital and, in turn, generates an institutionalized knowledge encoded in the own organizational culture –organizational capital–. Research limitations/implications: The study only provides information from large companies with over 250 employees. Practical implications: There are important implications in the measure of corporate social responsibility concerns in the area of human resources. Social implications: Also important intangible effects on non-economic variables are confirmed, such as intellectual capital. Originality/value: The value of the study lies in its novelty, testing socially responsible configurations of human resources as well as the direct effects of different policies on intellectual capital.

  15. 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...

  16. 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 SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION FOR CHILDREN, YOUTH AND FAMILIES, HEAD START PROGRAM PROGRAM PERFORMANCE...

  17. Planning of Human Resource Processes : Recruiting and Introduction

    OpenAIRE

    Toljamo, Miika

    2011-01-01

    The aim of this Bachelor’s thesis was to plan and document human resource processes for the target company. In this thesis, two significant human resource processes have been planned and described. These processes are recruiting and introduction. Each process is designed for the target company which previously did not have any documented processes for Human Resources management. Tämän työn tarkoitus oli suunnitella ja toteuttaa henkilöstöjohtamisen prosessit kohdeyritykselle. Tässä opin...

  18. 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.

  19. Role of Human Resources in the Mergers and Acquisitions Processes

    OpenAIRE

    2007-01-01

    The human resources are one of the most important topics when you talk about the value and importance of a company itself. The article tries to show the different aspects where the human resource affects a merger in the different states of a merger process, especially to the pre-merger-phase, and to which problems it can lead when you not pay attention to it. Finally the question, which is indeed the most important aim concerning mergers namely: how and in which degree the human resource effe...

  20. 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...

  1. 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...

  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. INNOVATIVE TECHNOLOGIES IN HUMAN RESOURCES MANAGEMENT AT THE ENTERPRISE

    OpenAIRE

    Bilorus, T.

    2009-01-01

    The article focuses on the analysis of world tendencies in human resources management system development, namely, on high technology and staff development devices that influence the effectiveness of its application.

  4. Human Resource Management in Library and Information Services.

    Science.gov (United States)

    Line, Maurice B.; Kinnell, Margaret

    1993-01-01

    Discussion of human resource management focuses on academic libraries. Topics addressed include the influence of information technology; strategic planning; equal opportunities; recruitment; staff appraisal; quality of working life; motivation; job satisfaction; participative management; leadership; burnout; conflict; organizational structures;…

  5. 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” .

  6. An investigation on factors influencing on human resources productivity

    Directory of Open Access Journals (Sweden)

    Masoumeh Seifi Divkolaii

    2014-05-01

    Full Text Available Human resources development is one of the most important components of any organization and detecting important factors influencing on human resources management plays essential role on the success of the firms. In this paper, we present an empirical investigation to determine different factors influencing productivity of human resources of Islamic Republic of Iran Broadcasting (IRIB in province of Mazandaran, Iran. The study uses analytical hierarchy process (AHP to rank 17 important factors and determines that personal characteristics were the most important factors followed by management related factors and environmental factors. In terms of personal characteristics, job satisfaction plays essential role on human resources development. In terms of managerial factors, paying attention on continuous job improvement by receiving appropriate training is the most important factor followed by welfare facilities for employees and using a system of reward/punishment in organization. Finally, in terms of environmental factors, occupational safety is number one priority followed by organizational rules and regulations.

  7. Human resource development in SCCL - a summary review

    Energy Technology Data Exchange (ETDEWEB)

    Sarma, P.C.; Rahman, M.Z. [Singareni Collieries Co. Ltd., Kothagudem (India)

    2002-04-01

    The approach to human resource development in Singareni Collieries Co. Ltd. (SCCL) covers the following aspects, expanded upon in this article: health education; literacy; personality development; knowledge updating; skill upgrading; computer education; publications; performance appraisal; and training.

  8. 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...

  9. AFRA-NEST: A Tool for Human Resource Development

    International Nuclear Information System (INIS)

    Conclusion: • Regional Networks could serve as a common platform to meet the needs for human resource development. • With AFRA-NEST, International cooperation would be strengthened. • Systematic integration and sharing of available nuclear training resources. • Cost of training future nuclear experts could drastically be reduced

  10. 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…

  11. Natural resource dependence, human capital accumulation, and economic growth: A combined explanation for the resource curse and the resource blessing

    International Nuclear Information System (INIS)

    In existing studies, no consensus has been reached on the relationship between natural resource dependence and human capital accumulation. To narrow the divergence, this paper carries out a normative research to explain the co-existence of the phenomena of the resource curse and the resource blessing based on an organic combination of conceptual and mathematical models. It first establishes a conceptual model to analyse the potential effects of the government's policy preference and natural resource development activities on human capital accumulation and economic growth. Furthermore, it develops an endogenous growth model to normatively illuminate the effects in the conceptual model and to explore the condition for the occurrence of the resource curse. The conceptual model analysis indicates that the rate of return on education investment and government behaviours play the crucial role in promoting the formation of the economic virtuous circle at the micro-level and macro-level, respectively, while resource development activities exert dual impacts on the circle. The main mechanisms in the conceptual model can be validated in the mathematical model. The rise in the subjective discount rate, the elasticity of intertemporal substitution, and resource goods price are adverse to the economic virtuous circle, while high-quality education and the institutional environment giving priority to manufacturing can become the necessary condition and sufficient condition for forming the circle, respectively. The allocation efficiency of production factors plays a decisive role in whether the blessing occurs, whereas sufficient human capital is an essential guarantee for evading the curse. - Highlights: • We conduct normative research combining a conceptual model and a mathematical model. • We discuss the potential impact of resource dependence on human capital and growth. • We explain the co-existence of the resource blessing and resource curse phenomena.

  12. 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...

  13. 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.

  14. Extract from IAEA's Resources Manual in Nuclear Medicine - Part 2. - Human Resources Development

    International Nuclear Information System (INIS)

    The Nuclear Medicine Section of the International Atomic Energy Agency is now engaged in finalizing a reference manual in nuclear medicine, entitled, 'Resources Manual in Nuclear Medicine'. Several renowned professionals from all over the world, from virtually all fields of nuclear medicine have contributed to this manual. The World Journal of Nuclear Medicine will publish a series of extracts from this manual as previews. This is the second extract from the Resources Manual, Part-2 of the chapter on Human Resources Development. (author)

  15. Extracts from IAEA's Resources Manual in Nuclear Medicine - Part 1 - Human Resource Development

    International Nuclear Information System (INIS)

    The Nuclear Medicine Section of the International Atomic Energy Agency is now engaged in finalizing a reference manual in nuclear medicine, entitled, 'Resources Manual in Nuclear Medicine'. Several renowned professionals from all over the world, from virtually all fields of nuclear medicine have contributed to this manual. The World Journal of Nuclear Medicine will publish a series of extracts from this manual as previews. This is the first extract from the Resources Manual, Part-1 of the chapter on Human Resources Development. (author)

  16. 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...

  17. An experience of virtual leadership development for human resource managers

    OpenAIRE

    Johnson Sarah; Nauseda Fiona; Sherk Karen E; Liston Delphine

    2009-01-01

    Abstract Problem Strong leadership and management skills are crucial to finding solutions to the human resource crisis in health. Health professionals and human resource (HR) managers worldwide who are in charge of addressing HR challenges in health systems often lack formal education in leadership and management. Approach Management Sciences for Health (MSH) developed the Virtual Leadership Development Program (VLDP) with support from the United States Agency for International Development (U...

  18. Methods and Techniques to Motivate Human Resources in NFA ROMSILVA

    OpenAIRE

    Preda Costel

    2013-01-01

    In the context of continuous development of society, of a trend of globalization of markets and economy, it is increasingly felt the need to integrate in the work of Romanian institutions the Department of Human Resource Management. Romanian institutions must be brought up to the international bodies’ standards, environmental requirements, given the strong competition and emphasized dynamism. The importance of human resources management in the work of institutions is increasing, the success o...

  19. Human resources management in the process of internationalization

    OpenAIRE

    Arnaldo Mazzei Nogueira; Maria Simone Prates Barreto; Monica Pereira Delgado

    2013-01-01

    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 o...

  20. The Impact of Human Resource Management Practices on Employee Turnover

    OpenAIRE

    Ozoliņa-Ozola, I

    2014-01-01

    The aim of this research was to identify the human resource management practices that are effective for employee turnover reducing. For this purpose the methods of document analysis and expert survey were used. On the basis of analysis of the scientific literature retrieved from academic databases the human resource management practices, which were mentioned in connection with employee turnover, were detected and described its effect on employee turnover. By conducting two separate expert sur...

  1. Documentation and the users of digital resources in the humanities.

    OpenAIRE

    Warwick, C.; Galina, I.; Rimmer, J; M. Terras; Blandford, A.; Gow, J; Buchanan, G

    2009-01-01

    Purpose – The purpose of this paper is to discuss the importance of documentation for digital humanities resources. This includes technical documentation of textual markup or database construction, and procedural documentation about resource construction. Design/methodology/approach – A case study is presented of an attempt to reuse electronic text to create a digital library for humanities users, as part of the UCIS project. The results of qualitative research by the LAIRAH study on prov...

  2. MODERN PECULIARITIES OF HUMAN RESOURCE MANAGEMENT IN AZERBAIJAN

    OpenAIRE

    Gurbanov, V. N.

    2015-01-01

    Human Resource Management practices in each country are different, because HRM practices that affect each country's economic, social, political and cultural factors are different (Brewster, 1993). In the field of HRM once alleged to be universally agreed approaches and practices has become a controversial issue today. Studies of human resource management models are applied to a variety of different features of the affected countries show that they are differed, too. This, reveals that however...

  3. Human resources as multiplier for a company's value

    International Nuclear Information System (INIS)

    On the basis of concrete examples this article demonstrates how knowledge of employees is integrated into value-added processes and how the status quo can be evaluated and developed in relation to strategic requirements. It will be shown why human resources are the strongest means concerning the implementation of measurements for a company's development and for the achievement of entrepreneurial objectives, and which challenges exist for the development of human resources in an increasingly skill-intensive performance routine. (orig.)

  4. Human Resources Empowerment and Its Role in the Sustainable Tourism

    OpenAIRE

    Fateme Tohidy Ardahaey; Hamid Nabilou

    2011-01-01

    During the last decades, the tendency of tourism sector development has been manifested obviously, considering training and empowering human resources involved in this industry, especially in the most industrialized countries. This research aims to study the role of human resource empowerment in the development of tourism industry. After clarifying the concept of empowerment, its importance and its role in sustainable development, the objectives of tourism industry and winning customers’ sati...

  5. KEY ISSUES RELATED TO THE HUMAN RESOURCES MANAGEMENT NOWADAYS

    OpenAIRE

    ARMENIA ANDRONICEANU

    2012-01-01

    This paper addresses the issue of human resources motivation which is considered one of the most important ways for a sustainable organizational development. The author has conducted a special research on the topic and the main findings are presented and analyzed in the content of this paper. The objective of the research was to identify new possibilities for increasing the degree of human resources motivation for supporting a more sustainable organizational development. Based on ideas from c...

  6. FEATURES OF HUMAN RESOURCES MANAGEMENT IN MILITARY ORGANIZATIONS

    OpenAIRE

    BOGDAN-IOAN CÎMPAN

    2012-01-01

    Military organizations have developed a human resource management performance by which to encourage communication, internal conflict solving, motivation and employee involvement in decision making. This paper aims to identify the features of human resource management in military organizations, the ways to develop and possible solutions for improving performance management. Based on documents, observing participants and on discrete measurements we were able to identify the need for a special p...

  7. Motivation of the Human Resources for a Sustainable Organizational Development

    OpenAIRE

    Armenia ANDRONICEANU

    2011-01-01

    This paper addresses the issue of human resources motivation which is considered one of the most important ways for a sustainable organizational development. The author was conducted a special research on the issue and the main findings are presented and analyzed in the content of this paper. The objective of the research was to identify new possibilities for increasing the degree of human resources motivation for supporting a more sustainable organizational development. Based on ideas from c...

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

    OpenAIRE

    Catalin Drob

    2015-01-01

    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 ...

  9. Towards a ‘European’ Model of Human Resource Management

    OpenAIRE

    Chris Brewster

    1995-01-01

    The concept of human resources management (HRM) has been much debated in the literature. The concept developed initially from work in the U.S.A. in the 1960s and 1970s and since then has been adopted increasingly around the world. This paper argues that in Europe there is only limited acceptance of the organizational autonomy upon which the concept in based, and that, therefore, different approaches to the notion of human resource management are required. External constraints are analysed and...

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

    OpenAIRE

    Shen, Hong; Zhao, Yong-le; Huang, De-bing

    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 featu...

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

    OpenAIRE

    O'Neil Mary L

    2008-01-01

    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 th...

  12. Human Resources Management by Improving the Competences of Employees

    OpenAIRE

    Ma Kura; Piotr K

    2015-01-01

    For modern and innovative enterprises, the priority activity should be effective and skillful management of the possessed human resources since they are considered as one of the most valuable assets of the enterprise, which can provide the achievement of competitive advantage on the market. In the paper, there is discussed the problem of human resource management in the context of providing employees with opportunities for development.In the first part of the paper, there is presented the sig...

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

    OpenAIRE

    TUNÇER, Polat

    2012-01-01

    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 c...

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

    OpenAIRE

    Jelka Gazvoda

    1997-01-01

    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 innovatio...

  15. THE IMPACT OF SOCIAL AUDIT IN HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    NĂSTASIE MIHAELA – ANDREEA

    2015-01-01

    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 in...

  16. The role of social pedagogue in human resource management

    OpenAIRE

    Korošec, Tina

    2012-01-01

    The main purpose of this dissertation was to explore what the situation in the field of human resources is like, how much importance is given to employees in their workplace, their well-being and personal development and what kind of role has the potential to be taken over by a social pedagogue. The theoretical part of the dissertation discusses the significance of work for individuals in modern times, the history of human resource management, the problems faced by employers and employee...

  17. How human resource operations work in higher education institutions

    OpenAIRE

    ARSLAN, Hasan; Akdemir, Ali; Karslı, Mehmet Durdu

    2013-01-01

    The purpose of this study is to examine the perceptions of faculty members about human resources operations in their higher education institutions whether human resources operations were adopting value-added service delivery strategies or not. An assessment instrument from the HR Value Proposition Model was applied to faculty members. The assessment tool from the HR Value Proposition Model was adapted to the higher education environment. The HR value-added model consists of 14 criteria in ord...

  18. The Relationship between Motivation and Efficiency of Human Resources

    OpenAIRE

    Tudorache Ana-Maria

    2013-01-01

    Most experts in human resource management give motivation a fundamental role in achieving efficiency in work. Performance is the result of individual characteristics of a person, of the efforts in his work and the support it receives from the organization. The concept of motivation is a key element in studying work performance. In this article we intend to see the relationship between motivation of human resources and work efficiency obtained by them. To this end we present two theories conce...

  19. Education Factor and Human Resources Development - Albania Case

    OpenAIRE

    Sonila Berdo

    2010-01-01

    The article gives a general view of the actual situation and the potential importance that the education factor plays in the formation and development of human resources in Albania, based on the Albanian education system applied as well as the strategies undertaken regarding the development of human resources by transforming it in an important asset and an unstoppable source of values for all the society. In particular, the article is focused in analyzing and evaluating the link between the l...

  20. Human Resource Development and the context of India

    OpenAIRE

    Miss Jyotsnali Chetia

    2014-01-01

    Human resource is the most important and vital factor of economic development of a country. Development economics in recent years have become more people centric than before. It has rediscovered that human beings are both the means and the end of economic development process, and without Human Development that process becomes hollow rhetoric. The Human Development Report, 2013 notes that over the last decade, countries world over accelerated their achievements in the education, health and in...

  1. 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…

  2. Effective Strategic Human Resource Functions and Globalised Human Resource Management (GHRM) Activities in Current Scenario to Attain Goal of Competitive Market

    OpenAIRE

    Gupta Pramod; Sharma S. Kumar; Kaur Simran

    2012-01-01

    In a rapidly changing competitive environment, human resources are one important source of competitive advantage. Human resource systems can contribute to sustained competitive advantage through acilitating the development of competencies that are firm specific. Strategic human resource management concerns with the creation of a linkage between the overall strategic aims of business and the human resource strategy and implementation. Globalised human resource management (GHRM) should be prepa...

  3. 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...

  4. 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, ...

  5. Nurture of human resources for geological repository program

    International Nuclear Information System (INIS)

    The Japanese geological repository program entered the implementing stage in 2002. At the implementing stage of the program, different sectors need various human resources to conduct their functions. This paper discusses a suitable framework of nurture of the human resources to progress the geological repository program. The discussion is based on considering of specific characters involved in the program and of the multidisciplinary knowledge related to geological disposal. Considering the specific characters of the project, two types of the human resources need to be nurtured. First type is the core persons with the highest knowledge on geological disposal. They are expected to communicate with the various stakeholders and pass down the whole knowledge of the project to the next generation. Another is to conduct the project as the managers, the engineers and the workers. The former human resources can be developed through the broad practice and experience in each sector. The latter human resources can be effectively developed by training of the fundamental knowledge on geological disposal at training centers as well as by conventional on-the-job training. The sectors involved in the program need to take their own roles in the nurture of these human resources. (author)

  6. 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...

  7. 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.

  8. Maintenance modeling and optimization integrating human and material resources

    International Nuclear Information System (INIS)

    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.

  9. 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.

  10. 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...

  11. 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 thr...

  12. Resources for Teaching about Human Rights: An Annotated List.

    Science.gov (United States)

    Totten, Samuel

    1985-01-01

    The following resources are cited in this annotated bibliography dealing with human rights: general references (background readings for teachers and students); classroom materials; fiction; audiovisuals; periodicals; and organizations and associations dedicated to the investigation of human rights infractions or education and communication on…

  13. 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

  14. Human Resource Managers' Perception of Selected Communication Competencies

    Science.gov (United States)

    English, Donald E.; Manton, Edgar J.; Walker, Janet

    2007-01-01

    The major purpose of this study was to determine human resource managers' perceptions of selected communication competencies. The business communication competencies studied were 1. writing and speaking, 2. interpersonal/collaborative competencies and 3. global communication competences. A questionnaire was developed and mailed to human resource…

  15. 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:...

  16. Resources

    Science.gov (United States)

    ... palate - resources Colon cancer - resources Cystic fibrosis - resources Depression - resources Diabetes - resources Digestive disease - resources Drug abuse - resources Eating disorders - resources Elder care - resources Epilepsy - resources Family troubles - ...

  17. Resources

    Science.gov (United States)

    ... Depression - resources Diabetes - resources Digestive disease - resources Drug abuse - resources Eating disorders - resources Elder care - resources Epilepsy - resources Family troubles - resources Gastrointestinal disorders - resources Hearing impairment - resources ...

  18. 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...

  19. 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...

  20. MEASURING DEVELOPMENT THROUGH HUMAN RESOURCES. THE CASE OF ROMANIA

    Directory of Open Access Journals (Sweden)

    MANCIU VENERA CRISTINA

    2015-04-01

    Full Text Available Living in a society where knowledge is the main factor that ensures success, the education is vital in the formation of human resources. The present paper aims to illustrate the main issues that create a linkage between human capital and the overall development of both enterprises and society, on the purpose to attract o little more attention for this category of resources. We try to highlight the importance of the human development index and also its representativeness in the case of Romania

  1. The Challenges Of Human Resources Development In Nigerian Private Universities

    OpenAIRE

    Oluwasanya, Tony Adewale

    2014-01-01

    The availability and the quality of a nations human capital to a large extent determines the rate and quantum of growth and development. The physical, material and financial (Non-human capital) are to be mobilized and utilized by the available human capital to accomplish the set goals. In fact, it is people that activate (the goose that lays the golden egg) the set objectives, determine the resources to use, apply the resources as deemed fit and coordinate the activities of an organization to...

  2. 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

  3. 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.

  4. Human Resource Development for Nuclear Security Law

    International Nuclear Information System (INIS)

    A significant problem for many national governments in implementing effective legal and regulatory measures for nuclear security is the lack of trained and experienced experts in the legal aspects of this highly technical field. This is especially the case for States embarking on new nuclear power programs or expanding the peaceful uses of radioactive materials. This paper relates to Topical Issue No. 4 of the Conference on means for enhancing international safety and security communication and cooperation. It identifies some of the available resources for increasing the number of persons trained in nuclear security law and for providing them more detailed and useful information on means for strengthening the national legal framework for nuclear security. (author)

  5. Human Resources, Poverty, and Regional Development

    OpenAIRE

    Jones, Gavin W

    2000-01-01

    Human development has moved to centre stage in development theory. Education makes an important contribution to economic growth, but achievement of mass education is important for a number of other reasons as well. Inequality of access to education is a serious issue everywhere, and serves to reinforce the inequality of income. Inequality is evident from the viewpoint of socio-economic background, of gender, and of regional disparities. In a poverty alleviation programme, tackling regional in...

  6. Human resource management risks in tourism

    OpenAIRE

    Maria TĂTĂRUŞANU

    2009-01-01

    An important area of the economy is the tourism sector, both in Romania and in other many countries. Eventhough the jobs in this sector are considered as being „poor” and whitouth career perspectives, tourism is an important employer in the economy. In this work paper, the author emphasizes the importance of the human ressources in the tourism sector, espeacially because of the specifique activities which suppose a countinuous communication and customer involvement in the services offered. ...

  7. 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.

  8. Enabling research with human embryonic and fetal tissue resources

    OpenAIRE

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

    2015-01-01

    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...

  9. 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.

  10. Monitoring Evolution at CERN

    Science.gov (United States)

    Andrade, P.; Fiorini, B.; Murphy, S.; Pigueiras, L.; Santos, M.

    2015-12-01

    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 toolset by new open source technologies with large adoption and community support. This contribution describes how these improvements were delivered, present the architecture and technologies of the new monitoring tools, and review the experience of its production deployment.

  11. HUMAN CAPITAL THEORY AND HUMAN RESOURCE MANAGEMENT. IMPLICATIONS IN DEVELEOPMENT OF KNOWLEDGE MANAGEMENT STRATEGIES

    OpenAIRE

    Simona Buta

    2015-01-01

    In terms of the organization, the human capital theory and human resource management raises a number of issues, namely: human capital issues (they relate to attracting, maintaining, developing and rewarding human resources in order to create and maintain a skilled, dedicated and motivated personnel); issues related to the structural capital (with reference to the size and development of organizational structures that stimulate the processes of creating, capturing and sizing of knowledge); iss...

  12. Nuclear human resource projection up to 2030 in KOREA

    International Nuclear Information System (INIS)

    The prospects for growth of the nuclear power industry in Korea have improved remarkably as the demand for energy increases in stride with economic development. Meanwhile, as nuclear energy development is enhanced, nuclear technology has also improved evolutionarily and innovatively in the areas of reactor design and safety measures. As nuclear technology development in Korea advances, more human resources are required. Accordingly, the need for a well-managed program of human resource development (HRD) aimed at assuring needed capacities, skills, and knowledge and maintaining valuable human resources through education and training in various nuclear-related fields has been recognized. A well-defined and object-oriented human resource development and management (HRD and M) is to be developed in order to balance between the dynamics of supply and demand of the workforce in the nuclear industry. The HRD and M schemes include a broad base of disciplines, education, sciences, and technologies within a framework of national sustainable development goals, which are generally considered to include economics, environment, and social concerns. In this study, the projection methodology considering a variety of economic, social, and environmental factors was developed. Using the developed methodology, medium- and long-term nuclear human resources projections up to 2030 were conducted in compliance with the national nuclear technology development programmes and plans

  13. 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.

  14. The study on human resources toward industrialization in Madura

    International Nuclear Information System (INIS)

    This research aims at arriving at rich description about human resources readiness toward industrialization by 1) determining the direction of industrialization development, 2) discovering supporting as well as interfering factors, 3) identifying alternative solution to the problems, 4) analyzing human resources capacity in terms of Human Development Index, 5) recognizing labor development strategy, 6) noticing the role of education in developing human resources, 7) formulating human resources development agenda. The goal of industrialization development in Madura region is to create such conductive circumstances for the investors that it is likely to trigger optimal industries with its potency and expansion based. Some supporting factors associated with the industrial development scenario in Madura are Suramadu bridge, the expansion of Gerbang Kertosusila into Germa Kertosusila and the availability of facilities and infrastructure. In addition, there are some interfering factors to be considered such as low perception of the local community on the importance of industrialization as well as the shortage of electricity and water intake. The alternative solutions to the obstacles above are to promote socialization program on the importance of industrialization for the advancement of Madura region by all related stakeholders while considering the use of PLTN desalination over water and electricity problems. However, human resources development capacity of Madurese, whose average capacity is considered both improper and far below the average capacity of the whole population in East Java. Nevertheless, Madurese relatively has already attained sufficient purchasing power which is above the average on East Java as a whole. Labor development strategy policy can be carried through: 1) improving accessibility to Madura to speed up the flow of outside investment, production as well as business, 2) promoting local labor force, 3) improving the prevailing economics activities

  15. 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.

  16. 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…

  17. 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...

  18. Investing in human resource planning: An international study

    OpenAIRE

    Døving, Erik; Nordhaug, Odd

    2010-01-01

    In this paper we study drivers of firms' human resource planning practices. This is done by analyzing two central parts of personnel planning, formal HRM strategies and analyses of competence development needs. Data collected from 3,877 firms in 21 countries are applied in the analysis. Nine out of ten firms conduct analyses of needs for competence development to some extent, while every second firm in the sample has elaborated a formal HRM strategy. Results indicate that resources (size, hav...

  19. The Relationship Between Human Resource Management and Organizational Performance

    OpenAIRE

    Renata Peregrino de Brito; Lucia Barbosa de Oliveira

    2016-01-01

    This paper presents a theoretical and empirical analysis of the relationship between human resource management (HRM) and organizational performance. Theoretically, we discuss the importance of HRM for the development of resources and its impact on business performance. Empirically, we evaluated articles published on Brazilian academic journals that addressed such relationships. The results showed a lack of studies conducted at this intersection. From the universe of 2,469 articles, only 16 (0...

  20. Motivation and remuneration of human resources in the choice company

    OpenAIRE

    ŠVARCOVÁ, Eva

    2008-01-01

    Purpose of my work was performed the current state analysis of motivation and remuneration of human resources in the choice company and proposed the appropriated changes leading to superior firm prosperity. I choose the company XY Inc form my work. This company is carried business in processing industry and is settled in south Bohemia. In the firm I focused on motivation of employees, who work in workshop. Primary resource of information, needed to getting the basic finding about motivation a...

  1. 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

  2. Development of human resources for Indian nuclear power programme

    International Nuclear Information System (INIS)

    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 well-structured 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. (author)

  3. EMPOWERING THE HUMAN RESOURCES AND THE ROLE OF DISTANCE LEARNING

    Directory of Open Access Journals (Sweden)

    Sukmaya LAMA

    2012-07-01

    Full Text Available 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 underdevelopment from human resource perspective we are bound to take a look at the educational scenario. In India, the higher education scenario has been very sickly, due to the pro profit policies, lack of infrastructure, entry of private players, etc. The growth of distance education phenomenon in India has no doubt brought a ray of hope. The present paper aims to look into the role of distance education in Assam and the potential it carries in building a huge wealth of human resources.

  4. The depletion of the human resources pool in South Africa

    Directory of Open Access Journals (Sweden)

    J. Du Preez

    2002-12-01

    Full Text Available The brain drain has become one of the dominant realities within the South African economy. The official emigration statistics from South African sources inadvertently minimizes the seriousness of the threat, but emigration figures received from foreign countries are indicative of the size of the problem. Emigration, however, is not the only cause for the depletion of the human resource pool. Internal migration, pseudo-emigration and the influx of unskilled workers also negatively effect the composition of the human resource provision in the country. Murder, HIV/AIDS and related diseases severely impact industry and will increasingly contribute to the brain drain. A radical reduction of the skilled work force and a dramatic shift in the composition of the human resource pool towards unskilled labour negatively impact on industry and inhibits South Africa's ability to compete effectively in an increasingly global market.

  5. 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.

  6. 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.

  7. 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.

  8. 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.

  9. Human Resource Management: An Invaluable Asset or an Ineffective Burden?

    OpenAIRE

    Gow, Christopher

    2011-01-01

    In the current economic climate, making the most of the resources that one has available to them is considered key. In the past, the employees of a company have not always been considered as resources but it is clear that times are changing. The topic of Human Resource Management is one that has been discussed in great detail over the years but it is still felt that it is lacking the attention it deserves. Traditional business functions such as Sales or Finance have dominated headlines in the...

  10. PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

    OpenAIRE

    Amalia-Luisa PUPĂZĂ

    2011-01-01

    Improving the performance of health sector human resources is a goal pursued by all developed or developing countries. However, the lack of human resources planning and lack of clear and transparent human resources policies may lead to a crisis in this area. Human resource planning should be a priority in terms of health policies. In Romania, the lack of a planning concept and the lack of a policy on human resources has led to the actual context, with a human resour...

  11. Roadmap for human resources for expanded Indian nuclear industry

    International Nuclear Information System (INIS)

    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 viable operation of

  12. Human resources for eye care: changing the way we think

    OpenAIRE

    Usha Raman

    2009-01-01

    The question of human resources is central to the success of VISION 2020 and of any health programme.The VISION 2020 global initiative document clearly spelt out what personnel was required and, more recently, the World Health Organization document on human resources for health care made recommendations on the type and number of people needed in order to meet all our objectives in global health. In spite of this, practically none of the national eye care policies articulated so far have a cle...

  13. Empowering The Human Resources And The Role Of Distance Learning

    OpenAIRE

    Sukmaya LAMA; Mridusmita KASHYAP

    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 underdevelopment from human resource perspective we are bound to take a look at the educational scenario. In India, the higher education scenario has been very sic...

  14. TEPCO's Approach to Power-Engineer Human Resource Development

    Science.gov (United States)

    Sato, Masaki

    We think 'human resources and technology' is developed only by self-training continuously, keeping higher motivation and practicing repeatedly. Moreover it is indispensable for sustainable development of company. Management vision, top-down message with vertical communication, and bottom-up systematic approaches are necessary for sustainable human resource development, sharing the value with coordination, and in addition, OJT and Off-JT method should be used effectively. This paper shows TEPCO's attempts to develop engineers' technical skills as a reference of a in-company continuing professional development.

  15. Building And Increasing The Productivity Of Human Resource Management

    OpenAIRE

    Ali Adel Ali Ibrahim

    2015-01-01

    ABSTRACT This paper is Building and Increasing the productivity of Human Resource Management. It aims to determine what are the factors that may affect the efficiency of company work and its result on performance. There may be some problems that face you during the work you have to destroy it. You may be forced to face conflicts or crises. We will discuss how to build the structure of your work and how to develop the Human Resource Structure or if you have an existing one but you need to deve...

  16. 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.

  17. 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...

  18. The nursing human resource budget: design for success.

    Science.gov (United States)

    Winkler, J B; Cameron, M L; Flarey, D L

    1995-06-01

    As vital as the nursing human resource budget is to the successful achievement of institutional goals, it is very important to present a well-developed budget. Using current automated spreadsheet technology, the nursing human resource budget can be laid out in a format that is easy to understand and easy to present. Using the methods discussed in this article, the nurse executive will be able to perform infinite iterations of the proposed budget with a few simple key strokes, thus allowing for things like zero-based budgeting or addition of programs during the budgeting process or at a later date. Implications for nurse executives are discussed. PMID:10142544

  19. Toshiba's activity concerning technology succession and human resource development

    International Nuclear Information System (INIS)

    Recently, from the viewpoint of the reduction of carbon-dioxide emission that cause global warming and the energy security, the importance of nuclear power generation is recognized again as an effective approach for solving the problems, and many nuclear power plants are planed to be constructed worldwide. On the other hand, the experienced engineers will face the time of the retirement in the near future and technology succession and human resource development has become important problems. In this paper, Toshiba's Nuclear Energy Systems and Services Division's activity concerning technology succession and human resource development will be introduced. (author)

  20. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

    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 a...

  1. 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.

  2. 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.

  3. 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.

  4. APPLIED MODEL REGARDING FUNDAMENTING AND IMPLEMENTING HUMAN RESOURCES AUDIT IN A COMPANY

    OpenAIRE

    MARIN Irinel

    2013-01-01

    The audit of human resources management emphasizes the contributions the human resources department makes to the company, it enhances its professional image, fosters greater involvement in the main responsibilities of the department. Furthermore, it reduces the costs for human resources by means of more cost-effective personnel procedures. Moreover, it helps identify critical querries with regard to human resources.

  5. 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.

  6. 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.

  7. Mouse Genetic and Phenotypic Resources for Human Genetics

    OpenAIRE

    Paul N. Schofield; Hoehndorf, Robert; Gkoutos, Georgios V

    2012-01-01

    The use of model organisms to provide information on gene function has proved to be a powerful approach to our understanding of both human disease and fundamental mammalian biology. Large-scale community projects using mice, based on forward and reverse genetics, and now the pan-genomic phenotyping efforts of the International Mouse Phenotyping Consortium (IMPC), are generating resources on an unprecedented scale which will be extremely valuable to human genetics and medicine. We discuss the ...

  8. Human Resources Development for Sustainable Aquaculture in Bangladesh

    OpenAIRE

    Zamal, Hossain; Das, Uzzal Kanti; Barua, Prabal

    2008-01-01

    The ennoblement of human resources has become a prime issue in the philosophy of sustainable aquaculture development in the new millennium.Being the planners, designers, conductors and philosophers of sustainable aquaculture, human beings always demand their further improvement at level best from their current positions to bring supreme success in the sector. As sustainable aquaculture is socio-economic –cum-environmental in concept, its operation and management requires constant interplay...

  9. Alternative Responses to the Human Resource Challenge for CBR

    OpenAIRE

    Huib Cornielje; Pim Kuipers

    2013-01-01

    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 re...

  10. Human Resources, Factor Intensity and Comparative Advantage of ASEAN

    OpenAIRE

    A. Chowdhury; Kirkpatrick, C H

    1990-01-01

    The article examines the impact of changing human resource endowments on the factor intensity and commodity composition of manufacturing exports in the ASEAN economies. There is evidence that skill and human capital endowments over the period 1970-83 have increased, and that this rise in the quality of the labour force has influenced the factor use pattern in the manufacturing sector, as reflected in the shift towards relatively more skill-intensive forms of production. The evidence on the hu...

  11. Managing Human Resources and Industrial Relations in Nigeria

    OpenAIRE

    Olatunji Eniola Sule

    2013-01-01

    This study looks critically at the importance and significance of effective management of the most viable factors of production in the organisation-human resource or human capital as well as their interaction with the entrepreneurials in the capitalist economy. Towards the end, solutions were profered to the incessant distruption of production as a result of strike and or lock out to have a harmonious relationship between the workforce and the employer.

  12. HUMAN RESOURCE MANAGEMENT STRATEGIC CONCERN OF THE MANAGERS

    OpenAIRE

    Amelia Boncea; Doru Cîrnu

    2012-01-01

    The world we are living in today has increasingly become aware of the importance of the human factor in all typesof organizations. The present paper is intended to assess the performance of the human resource department atPricewaterhouseCoopers and to provide adequate recommendations for activity improvement. After a statement ofthe current HR strategy and an in-depth analysis of the external and internal environment, the paper continues withsome proposals upon a more efficient HR function an...

  13. Strategic human resource management assessment PricewaterhouseCoopers

    OpenAIRE

    Amelia Boncea; Cîrnu Doru

    2010-01-01

    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 functio...

  14. HUMAN RESOURCE MANAGEMENT STRATEGIC CONCERN OF THE MANAGERS

    OpenAIRE

    Amelia Boncea, Doru Cîrnu

    2012-01-01

    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 functio...

  15. Health human resources planning and the production of health: Development of an extended analytical framework for needs-based health human resources planning.

    OpenAIRE

    Stephen Birch; George Kephart; Gail Tomblin-Murphy; Linda O'Brien-Pallas; Rob Alder; Adrian MacKenzie

    2007-01-01

    Traditional approaches to health human resources planning emphasize the role of demographic change on the needs for health human resources. Conceptual frameworks have been presented that recognize the limited role of demographic change and the broader determinants of health human resource requirements. Nevertheless, practical applications of health human resources planning continue to base plans on the size and demographic mix of the population applied to simple population-provider or populat...

  16. 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

  17. 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...

  18. THE STRATEGIC APPROACH IN HUMAN RESOURCES MANAGEMENT AND A RESEARCH ABOUT INFLUENCES OF ENVIRONMENTAL VARIABLES ON HUMAN RESOURCES POLICIES

    OpenAIRE

    ACUNER, Taner; Genç, Kurtuluş Yılmaz

    2015-01-01

    The main object of this article, is to search the strategic approach in Human Resources Management (HRM) and to present the results of a research about the influences of environmental variables on human resources policies. In the fırst part of the article, main knowledge about strategic approach in HRM which was taken from literature will be present and in the second part we will disscus the results of a research which was implemented in march-april 2007 in Black Sea Region. Data for research...

  19. 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

  20. 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...

  1. 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.

  2. Economic and Human Resource Development: Challenges of the 90s.

    Science.gov (United States)

    Ellison, Nolen M.

    A discussion is presented of the roles of economic and human resource development in a changing economy and society. Introductory material considers the economic changes taking place in society and argues that strategies for economic redevelopment and revitalization must explicitly incorporate strategies for partnership building related to work…

  3. The Role of Education within National Human Resource Development Policy

    Science.gov (United States)

    Schmidt, Kathleen V.

    2008-01-01

    Trade and economic viability are becoming increasingly important in all countries around the world. As a result, Human Resource Development (HRD) is becoming an integral part of a country's ability to sustain development and it is evident that many countries outside of the United States are integrating HRD as part of their national policy (NHRD).…

  4. National Human Resource Development: A Multi-Level Perspective

    Science.gov (United States)

    Nair, Prakash Krishnan; Ke, Jie; Al-Emadi, Mohammed A. S.; Coningham, Beatriz; Conser, Jessica; Cornachione, Edgar; Devassy, Seeja Mary; Dhirani, Khalil

    2007-01-01

    Although there are have been some studies on National Human Resource Development and HRD practices in certain countries, literature shows that we have just scratched the surface in terms of the number of countries we know about. This exploratory study reviews research associated with HRD policies and practices in Brazil, China, India, Italy,…

  5. The Chief Executive's Role in Human Resources Development

    Science.gov (United States)

    Training, 1976

    1976-01-01

    This article gives the dialogue from a roundtable training discussion which answered questions concerning organizational human resources development (HRD), with emphasis on the chief executive officer's (CEO) role. The participants, who were management consultants and leaders in the HRD field, contributed 20 questions (which are included) that…

  6. The Internet Compendium: Subject Guides to Humanities Resources.

    Science.gov (United States)

    Rosenfeld, Louis; And Others

    This guide describes and evaluates the Internet's humanities resources by subject. It offers information on a multitude of listservs; Usenet newsgroups; forums; electronic journals; topical mailing lists; text archives; Freenets; bulletin boards; FAQs; newsletters; real-time chats; databases; and library catalogs. Internet users can draw upon…

  7. Alignment of Human Resource Practices and Teacher Performance Competency

    Science.gov (United States)

    Heneman III, Herbert G.; Milanowski, Anthony T.

    2004-01-01

    In this article, we argue that human resource (HR) management practices are important components of strategies for improving student achievement in an accountability environment. We present a framework illustrating the alignment of educational HR management practices to a teacher performance competency model, which in turn is aligned with student…

  8. Sound Investigation: The Key to Defensible Human Resource Action.

    Science.gov (United States)

    Hirschfeld, Stephen J.

    1994-01-01

    When a college/university employee feels that his/her rights have been abrogated, the human resource department and in-house legal staff should be prepared to conduct a comprehensive, objective, and professional investigation. Such issues as proof of misconduct, "reasonable grounds," negligent investigation claims, and defamation claims are…

  9. Human Resource beleid, duurzame inzetbaarheid en oudere werknemers

    NARCIS (Netherlands)

    D. Kooij (Dorien); J.S.E. Dikkers (Josje); P.G.W. Jansen (Paul); J.J.C. van den Broek (Judith)

    2013-01-01

    markdownabstract__Inleidend__ Gezien de sterke vergrijzing van Westerse samenlevingen (o.a. OECD, 2012; UN, 2007) en ontwikkelingen op overheidsniveau rond het ophogen van de pensioengerechtigde leeftijd is het (nood)zaak voor beleidmakers en Human Resource (HR) professionals om oudere werknemer

  10. Human Resource Management: The need for theory and diversity

    OpenAIRE

    Weber, Wolfgang; Kabst, Rüdiger

    2004-01-01

    Human Resource Management as an academic discipline needs to be theoretically grounded, i.e. it requires support through theories, theory-driven empirical research and critiques. In doing so, different theoretical perspectives are addressed suggesting a problem-orientated theory selection which leads inevitably to theoretical diversity.

  11. 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.

  12. Shifting Human Resources in South Korean Science and Technology.

    Science.gov (United States)

    Choi, Hyaeweol

    1999-01-01

    Discusses how the changing status of South Korea in the world economy has affected the movement of Korean human resources in science and technology. Examines trends in overseas study by Korean graduate students, the migration of highly educated personnel, and the recent repatriation of Korean scientists and engineers. (SV)

  13. The improving processes in the human resources management

    OpenAIRE

    Darja Holátová

    2002-01-01

    The quality management of the human resources management, the quality of the products, services and prosperities of the firms is among others dependent on the quality management. Managers convey a leadership and commitment necessary for creating the environment for quality improvement. The managers are responsible for their own actions, development and improvement of their own work processes.

  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. 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…

  16. 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)

  17. Career Planning Process And Its Role In Human Resource Development

    OpenAIRE

    ELIZA ANTONIU

    2010-01-01

    This paper addresses specific questions on career planning, activity which plays an increasingly representative role in the human resources management. People were always concerned about choosing and building careers to meet their needs and aspirations. Career planning process involves both individual and organization responsibility. In the contemporary business environment, highly competitive, we find that career management responsibility rests increasingly on the individuals. Organizations...

  18. Factors of human resource planning in metallurgical company

    OpenAIRE

    A. Samolejová; P. Wicher; M. Lampa; R. Lenort; J. Kutáč; A. Sikorová

    2015-01-01

    The objective of this article is to define the factors that have the most profound impact on the outputs of human resource (HR) plans and on the business plans they should be based on. The solution involved the Delphi and the Analytic Network Process (ANP) method and close cooperation with HR specialists from the Czech metallurgical branch. Web of Science 54 1 246 243

  19. 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…

  20. New Technology and Human Resource Development in the Automobile Industry.

    Science.gov (United States)

    Organisation for Economic Cooperation and Development, Paris (France). Centre for Educational Research and Innovation.

    This document contains five case studies of plants within large enterprises in the automobile industry (Ford, Toyota, Volkswagen, Renault, and Volvo), plus reports of each company's views on human resource development, new technology, and changes in work organization and skill formation. The document is composed of five narrative sections,…

  1. Improving of the management quality of human resources

    OpenAIRE

    Miceski, Trajko

    2004-01-01

    Improvement of the management quality of human resources is a continuous process, based on multidimensional concept of activities, with special emphasis on increasing the level of competence of the employees both in their working place and in additional activities in the decision making bodies.

  2. 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…

  3. 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…

  4. 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.…

  5. Technological Innovation and Strategic Human Resource Management: Developing a Theory.

    Science.gov (United States)

    Gattiker, Urs E.

    Technological innovation affects the structure and content of jobs. Research indicates that there is a need for a theory of technological innovation and strategic human resource management considering several factors, such as an employee's beliefs about the effect of technological innovations on the quality of work life and work content.…

  6. 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…

  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. 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…

  9. 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…

  10. 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…

  11. 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...

  12. 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…

  13. 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…

  14. 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.…

  15. Managing human resources in the nuclear power industry: Lessons learned

    International Nuclear Information System (INIS)

    This report is intended for senior and middle level managers in nuclear operating organizations. Its objectives are to facilitate the recognition of priority issues with respect to managing human resources, and to provide pragmatic ideas regarding improvements. The human resource issues addressed in this report, if not managed effectively, can result in significant performance problems at nuclear power plants. About 10 years ago the IAEA initiated an effort to identify such management issues and to find effective practices to deal with them. This information was provided in IAEA Technical Reports Series No. 369, Management for Excellence in Nuclear Power Plant Performance - A Manual (1994). This report builds upon the information in the subject manual. In the past 10 years there have been significant changes in the nuclear power industry resulting primarily from more competitive energy markets and privatization of nuclear power plant operating organizations. In general, the industry has responded positively to these changes, as indicated by IAEA/WANO performance indicators that show both improved operational and safety performance. This report provides examples of approaches to managing human resources that have been effective in responding to these changes. This report was produced through a series of meetings, where meeting participants were asked to share information regarding effective practices in their organizations with respect to managing human resources. The information provided through these meetings was supplemented with good practices in this area identified through IAEA Operational Safety Review Teams (OSARTs) conducted during the past 10 years

  16. 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.

  17. The Challenges and Countermeasures of Human Resources on Nuclear Power in the 21st Century

    International Nuclear Information System (INIS)

    The paper addresses the situations of nuclear power development and nuclear industry human resources and points out that the development and supply of human resources are becoming the big challenges in the effective and sustainable development of nuclear power. At the same time, the paper analyzes the root causes of human resources shortage and recommends several countermeasures to confront human resources problems. At last, the paper introduces what SNPTC and SNERDI do to overcome the human resources problem and give conclusions. (author)

  18. 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 ...

  19. A study on the effects of human resources management on employee performance

    OpenAIRE

    Mohamad Malekmohamadi Faradonbeh; Sahar Biglari; Mohammad Reza Shirvani; Farimah Behzadian; Fatemeh Malekmohammadi Faradonbeh

    2014-01-01

    This paper presents an empirical investigation to study the effect of human resources management on employee performance in one of Iranian social security organizations. The proposed study designs a questionnaire for human resources management with 23 questions consists of five components including Beneficiary groups, Long-term achievements, Situational factors, Human resources achievements and human resources achievement for measuring human resources management figures. In addition, the stud...

  20. 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...