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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. ConCERNed for Humanity and Cine Club

    CERN Document Server

    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...

  12. 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...

  13. 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...

  14. 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)

  15. Human Resources Accounting

    Institute of Scientific and Technical Information of China (English)

    2002-01-01

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

  16. 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...

  17. CERN HEALTH INSURANCE SCHEME (CHIS)

    CERN Multimedia

    HR Department

    2002-01-01

    List of benefits for 2002 The CHIS list of benefits for 2002 is now available from the HR Division Website (under 'general information'). We wish to draw your attention to the fact that the copies of this list available at the CERN UNIQA Office are intended ONLY for CERN pensioners. CERN staff members are therefore kindly requested to print this list themselves from the Web. English version HERE We would like to take this opportunity to remind staff members that they should obtain medical expenses claim forms from their divisional secretariat and NOT from the CERN UNIQA Office, which has a limited supply intended for CERN pensioners ONLY. Human Resources Division Tel: 73635

  18. 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.

  19. 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...

  20. 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...

  1. 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."

  2. CERN's new arrivals, September 2003

    CERN Multimedia

    Maximilien Brice

    2003-01-01

    On Monday 22 September, members of CERN Management welcomed recently-recruited staff members and fellows at the trimester session of the Induction Programme (photographed here with Werner Zapf, Human Resources Division Leader)

  3. 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).

  4. (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...... the 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...

  5. 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...

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

    Directory of Open Access Journals (Sweden)

    SeidMehdi Veise

    2014-08-01

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

  7. 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.

  8. 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...

  9. 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...

  10. 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...

  11. Strategic Human Resources Management

    Directory of Open Access Journals (Sweden)

    Marta Muqaj

    2016-07-01

    Full Text Available Strategic Human Resources Management (SHRM represents an important and sensitive aspect of the functioning and development of a company, business, institution, state, public or private agency of a country. SHRM is based on a point of view of the psychological practices, especially by investing on empowerment, broad training and teamwork. This way it remains the primary resource to maintain stability and competitiveness. SHRM has lately evolved on fast and secure steps, and the transformation from Management of Human Resources to SHRM is becoming popular, but it still remains impossible to exactly estimate how much SHRM has taken place in updating the practices of HRM in organizations and institutions in general. This manuscript aims to make a reflection on strategic management, influence factors in its practices on some organizations. Researchers aim to identify influential factors that play key roles in SHRM, to determine its challenges and priorities which lay ahead, in order to select the most appropriate model for achieving a desirable performance. SHRM is a key factor in the achievement of the objectives of the organization, based on HR through continuous performance growth, it’s a complex process, unpredictable and influenced by many outside and inside factors, which aims to find the shortest way to achieve strategic competitive advantages, by creating structure planning, organizing, thinking values, culture, communication, perspectives and image of the organization. While traditional management of HR is focused on the individual performance of employees, the scientific one is based on the organizational performance, the role of the HRM system as main factor on solving business issues and achievement of competitive advantage within its kind.

  12. Human Resource Outsourcing Success

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul-Halim

    2014-07-01

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

  13. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    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......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...... resource practice in industrial and service-related work processes. The focus in these studies is directed at behavioural processes between managers and employees, especially at individual and group level. The conclusion is that quality in human resource practice can be considered to be a social process...

  14. 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...

  15. 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...

  16. 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 ...

  17. 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.)

  18. 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.

  19. 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...

  20. 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.

  1. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

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

  2. 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...

  3. 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.

  4. 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...

  5. 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...

  6. "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.

  7. 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...

  8. 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...

  9. From Resource to Human Being

    Directory of Open Access Journals (Sweden)

    Michel Fortier

    2015-09-01

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

  10. 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.

  11. 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...

  12. 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,…

  13. Diversiteit en Human Resources Beleid

    NARCIS (Netherlands)

    Meerman, G.M. M.

    2005-01-01

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

  14. 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.

  15. 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.

  16. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

    threats and personal stress. So far, the evidence-based findings on human resource development (HRD) seem not to match these huge challenges. The aim of this study is to identify cost-effective means of mental training to recover sufficiently from the present bias to enable more sustainable decisions......  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...... meditation, Harvard relaxation procedure, ACEM meditation and Autogenic training. IV. Broad health effects of regular medical meditation are evidenced by RCT and even reviews/meta-analysis in more medical meditation settings: Recovery from basal anxiety Stabilization of plasma cortisol Independence...

  17. 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.

  18. 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.

  19. 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

  20. 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.

  1. 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...

  2. 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)

  3. 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)

  4. 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).

  5. 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...

  6. Trends affecting hospitals' human resources.

    Science.gov (United States)

    Neudeck, M M

    1985-01-01

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

  7. Benchmarking of human resources management

    OpenAIRE

    David M. Akinnusi

    2008-01-01

    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 HR...

  8. 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...

  9. 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.

  10. 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...

  11. 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...

  12. 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”.

  13. 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…

  14. 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...

  15. Effects of Technological Applications on Human Resources

    OpenAIRE

    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 ...

  16. 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...

  17. 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...

  18. Competencies - a roadmap for CERN Staff

    CERN Multimedia

    CERN Bulletin

    2011-01-01

    Back in November, the new CERN Competency Model (CCM), a framework defining the competencies that “ drive performance and lead to excellence”, was introduced by Anne-Sylvie Catherin, Head of the Human Resources (HR) Department, in a special edition of the "Spotlight on CERN" interviews.   What are competencies? Competencies are the characteristics that allow you to do the job you have been assigned. In more precise terms, competencies may be described as the knowledge, skills and types of behaviour that individuals demonstrate in carrying out a given task. Listing all the competencies that make CERN work is an impossible task but one can identify the two main types: technical and behavioural. Both are needed to work effectively in this Organization. While technical competencies are simply the domains of expertise that CERN needs – examples include physics, mechanical engineering and information technology – behavioural competencies are th...

  19. 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…

  20. 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…

  1. 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.

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  8. 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.

  9. 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.

  10. 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.

  11. 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)

  12. 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.…

  13. 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…

  14. 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…

  15. 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 ...

  16. 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...

  17. 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, ...

  18. 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.

  19. 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...

  20. CERN, Geneva

    CERN Multimedia

    2007-01-01

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

  1. 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...

  2. 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...

  3. 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).

  4. 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.

  5. ELECTRONIC RESOURCES FOR THE HUMANITIES

    Directory of Open Access Journals (Sweden)

    Petrauskiene, Zibute

    2006-12-01

    Full Text Available Electronic information resources (EIR including electronic journals, books, and databases, as well as other different collections of information on the internet either paid or accessed for free withoutany doubt became one of the most important information resources in contemporary research and studies. The point is whether representatives of all fields of sciences use them with equal intensity and effectiveness. There is an opinion, that EIR are more applicable for physical, biomedical and technological sciences and representatives of these sciences are better prepared and use them much more extensively. It is thought that those, who study liberal arts, are technophobial, moreover, representatives of liberal arts themselves maintain that manuscript material is frequently moreimportant than electronic information, that books are primary and not articles.The aim of the article is to overview the peculiarity of representatives of liberal arts and to present an evaluated qualitative and acknowledged register of electronic information resources, which could be useful for representatives of liberal arts, ensure supplying of specific information needs and disseminate information about electronic information resources.To implement this goal the following tasks are solved in the article: problems of typology of electronic information resources are discussed and their original classification scheme presented based on theoretical and practical material; assessment criteria of electronic information resources are analyzed; an annotated list of electronic information resources for representatives of liberal arts is presented.The article may be relevant to the whole community of representatives of liberal arts: researchers, lecturers, students, as well as library specialists and others, interested in electronic information.

  6. 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 ...

  7. 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...

  8. 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...

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

    CERN Document Server

    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 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)...

  11. 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.

  12. Human Resource Development Strategies: The Malaysian Scenario

    Directory of Open Access Journals (Sweden)

    Haslinda Abdullah

    2007-01-01

    Full Text Available The socio-economic development of Malaysia is greatly influenced by human resources activities in both the private and public sectors. But the private sector, particularly the industrial sector is the key player for the country’s economic growth. In acknowledging human resources importance in this sector, the country’s developmental plans developed thrusts that support the development of human resources to become skilled, creative and innovative. This article examines the concepts and nature of human resource development (HRD at the national level in Malaysia. In examining HRD from the national perspective, a review of documentary evidence from relevant Governmental reports and documents was utilised. The plans, policies, strategies, roles and responsibilities in HRD at the national level were discussed.

  13. Highlights of Human Resource Development Conferences 1979.

    Science.gov (United States)

    Bunker, Barbara Benedict; And Others

    1979-01-01

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

  14. 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...

  15. 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.

  16. Challenging (Strategic) Human Resource management Theory

    NARCIS (Netherlands)

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

    2002-01-01

    textabstractTo fully understand the relationship between human resource management and performance in different contexts, we are in need of a synthesis between resource-based theory and new institutionalism. We argue that differences in institutional settings (between for example countries or branch

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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.

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

    Science.gov (United States)

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

    2013-06-01

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

  4. 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...

  5. 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 ...

  6. 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...

  7. 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. ...

  8. 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 ...

  9. 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....

  10. 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.

  11. 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 ...

  12. 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 .

  13. 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...

  14. Human Resource Development in Changing Organizations.

    Science.gov (United States)

    London, Manuel; Wueste, Richard A.

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

  15. 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

  16. Industrial Activity at CERN

    CERN Document Server

    Kowalik, G

    2000-01-01

    The decrease in the number of CERN staff creates the need for optimization of the non-core, infrastructure-related activities. An industrial, service-orientated approach has long been considered as an appropriate way to cope with the problem of diminishing resources. This paper presents industrial and service activity issues at CERN based on the experience of the exploitation of the power network. The most important problems linked to the application of the industrial approach to the exploitation of equipment in the CERN research environment are covered. These include the interface between accelerators and electrical exploitation services, external and internal regulations, sharing of responsibility between CERN staff and external contractors, continuous modification of clients' requirements, the balance between the cost of accelerator downtime versus the cost of infrastructure upgrade. A benchmarking through a comparison with a big industrial manufacturer is followed by recommendations for possible improveme...

  17. CERN meets Facebook

    CERN Document Server

    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 ...

  18. 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.

  19. 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

  20. 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...

  1. 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)

  2. 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.

  3. 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.

  4. Green Human Resource Management: Policies and practices

    Directory of Open Access Journals (Sweden)

    Shoeb Ahmad

    2015-12-01

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

  5. 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,…

  6. 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.

  7. 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.

  8. 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.

  9. 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.

  10. 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".

  11. 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.

  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... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support...

  13. 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 ...

  14. 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...

  15. 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....

  16. 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.

  17. 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…

  18. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

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

    2002-01-01

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

  19. 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…

  20. 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...

  1. Human Resource Strategies for the '80s.

    Science.gov (United States)

    Odiorne, George S.

    1985-01-01

    Areas of concern for human resource managers include a move toward management by anticipation, relating people to organizations, motivational effects of physical plant design and layout, more use of work teams, better strategies for managing managers and professionals, treating employees as assets, new systems of managing managers and…

  2. 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)

  3. Human Resources Management & Development Handbook. Second Edition.

    Science.gov (United States)

    Tracey, William R., Ed.

    This revised handbook on the theory and practice of human resources management and development (HRM/D) focuses on people management and the personnel development processes. The book's 18 parts and 102 chapters by 107 contributors provide authoritative and comprehensive information on every aspect of modern HRM/D. Part 1 provides an overview of…

  4. Cultural Development through Human Resource Systems Integration.

    Science.gov (United States)

    Albert, Michael

    1985-01-01

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

  5. 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

  6. 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.

  7. 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...

  8. HOW TO SELECT APPROPRIATE HUMAN RESOURCE CONTROLLING INDICATORS

    Directory of Open Access Journals (Sweden)

    Monika Dugelova

    2015-09-01

    Full Text Available Human resource controlling represents a company’s strategic method to support its role is planning, checking, and managing—including information supplement for human resources department. Human resource controlling helps with optimization and transformation of human resource functions and with general human resource management. Our survey deals with the implementation of human resource controlling in information technology companies. The selection of appropriate human resource controlling tools is the most important part of implementation. This article deals with the problem of human resource indicators selection as the most frequently used human resource controlling tool. Many international authors have solved the problem of performance appraisal measurement, and there are numerous demonstrations on how to choose key performance indicators. Our motivation to draft the complex methodology of human resource indicators selection is based on non-existing solution among the authors. To solve the problem and find appropriate methodology, we use the methods comparison, abstraction, and concretization. The result is a creation of the right human resource indicators selection in line with human resource controlling aim. We use the Balanced Scorecard, Deloitte human resource strategy framework, and partial solution of Kleinhempel (2010. These results constitute the basis for our future research and for drafting the whole methodology of human resource controlling implementation in information technology companies.

  9. 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

  10. 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.

  11. 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

  12. 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.

  13. Human Resource Management in Chinese manufacturing companies

    Directory of Open Access Journals (Sweden)

    Martin Čech

    2016-03-01

    Full Text Available The objective of this article is to analyse and present current Human Resource Management (HRM practices in Chinese manufacturing companies. This work is an initial study of research focused on comparison of Human Resource Management in Chinese and Czech manufacturing companies. A questionnaire consisting of 58 questions devoted to specific aspects of HRM such as recruitment, performance evaluation and remuneration, training and development, was designed to acquire necessary data. Data acquired from 67 Chinese companies were analysed; descriptive statistics and analysis of variation were applied in order to yield the most beneficial outcomes. Results show significant differences in various aspects of HRM depending on the size and the ownership of monitored companies. Results followed with discussion and implications emphasize the importance of proper practices implementing all aspects of HRM in one functional complex.

  14. 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.

  15. 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.

  16. 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...

  17. 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...

  18. SOME ASPECTS CONCERNING HUMAN RESOURCES INDEMNIFICATION

    Directory of Open Access Journals (Sweden)

    Cristina Mihaela Grozea

    2007-05-01

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

  19. 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...

  20. 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

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  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. 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...

  8. 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...

  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. Human resources for health in India.

    Science.gov (United States)

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

    2011-02-12

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

  12. 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)

  13. 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.

  14. 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.

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

    OpenAIRE

    Verma, S; 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

    Directory of Open Access Journals (Sweden)

    R. R. Lukyanova

    2010-03-01

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

  3. 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.

  4. 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...

  5. 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.

  6. 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…

  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. 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…

  9. 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/

  10. 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...

  11. 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...

  12. 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...

  13. CERN choir

    CERN Document Server

    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.

  14. 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.

  15. 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 ...

  16. 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..

  17. 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)

  18. DESY greets CERN

    CERN Multimedia

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

  19. 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 &…

  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: 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 &…

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

    Science.gov (United States)

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

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  3. State Policies on Human Capital Resource Management: 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 &…

  4. 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 &…

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

    Science.gov (United States)

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

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

  6. 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...

  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. CERN Shuttle

    CERN Multimedia

    General Infrastructure Services Department

    2011-01-01

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

  9. 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.

  10. 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.

  11. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

    The case included in this paper is based on a real life case in Ericsson Denmark. The innovation project is described from its start in summer 1997 to the end of 2001. This is a unique case study in more than one respect. The first author has collected the data and written all the logbooks during...... his employment in a new business development department (BDD) at Ericsson Denmark. Secondly, the study covers all phases and aspects of the innovation process, from inception to field trials. Thirdly, it represents a radical innovation (The Home Communication Concept) based on a disruptive technology...... (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...

  12. 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.

  13. 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

  14. A new approach for measuring human resource accounting

    Directory of Open Access Journals (Sweden)

    Esmat Bavali

    2014-06-01

    Full Text Available Significance of identifying human resource competency in organizations and the necessity for valuating human resource in accounting persuade many researchers to design a conceptual model for measuring human resource accounting. This study, first, examines dimensions of various valuation models of human resource and then they are compared with Goleman individual and social competency indicators. Next, individual, organizational and social competency indicators are designed through developing Goleman model. Finally, Analytical Hierarchy Process (AHP and experts’ ideas in human resource accounting in superior universities of the world are used to classify the indicators; and the conceptual model of measuring human resource accounting is designed based on guidelines of management and human capital development vice-presidency and inspiring effort rate of return method.

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

    NARCIS (Netherlands)

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

    2001-01-01

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

  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... DELEGATE AGENCIES Program Design and Management § 1304.52 Human resources management. (a)...

  17. 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.

  18. 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.

  19. 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...

  20. 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...

  1. 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...

  2. 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...

  3. 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...

  4. 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 ...

  5. 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...

  6. 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...

  7. 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...

  8. 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. 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.

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

    Science.gov (United States)

    Owen, Susan M

    2011-01-01

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

  15. 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.

  16. 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...

  17. 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...

  18. [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.

  19. 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.

  20. 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.

  1. [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

  2. 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 ...

  3. 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...

  4. 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.

  5. 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...

  6. 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.

  7. 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.

  8. 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,…

  9. 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)

  10. 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…

  11. 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.

  12. 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

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

    Science.gov (United States)

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

    2012-01-01

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

  14. 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.

  15. 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.

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

    Science.gov (United States)

    2001

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

  17. 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.

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

    NARCIS (Netherlands)

    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 in

  19. 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

  20. 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...

  1. 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, ...

  2. 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...

  3. 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...

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

    Science.gov (United States)

    Fazio, L S

    1988-01-01

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

  5. 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...

  6. 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 ...

  7. 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...

  8. 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 ...

  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. 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...

  11. 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...

  12. Bienvenue au CERN !

    CERN Multimedia

    CERN Press Office. Geneva

    1998-01-01

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

  13. High School Teachers at CERN

    CERN Multimedia

    Anna Pantelia

    2012-01-01

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

  14. Web Resources for Teaching about Human Rights

    Science.gov (United States)

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

    2012-01-01

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

  15. 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.

  16. 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.

  17. 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...

  18. 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.

  19. 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.

  20. Disk storage at CERN

    Science.gov (United States)

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

    2015-12-01

    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.

  1. 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.

  2. 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.

  3. 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...

  4. 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.

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

    Directory of Open Access Journals (Sweden)

    Anna Szewczyk

    2007-06-01

    Full Text Available 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 effects the goodwill, is tried to answer.

  6. 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...

  7. 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.

  8. 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.

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

    Science.gov (United States)

    Tonks, P; Flanagan, H

    1994-01-01

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

  10. 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.

  11. 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.

  12. 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…

  13. 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

  14. 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.

  15. 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)

  16. 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)

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  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. 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...

  10. 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...

  11. 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…

  12. A Keyword Analysis for Human Resource Management Factors

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

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

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

    Science.gov (United States)

    Wilson, C Ruth

    2013-01-01

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

  14. 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...

  15. 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.

  16. 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...

  17. 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.

  18. 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.

  19. The resources of Mars for human settlement

    Science.gov (United States)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

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

  20. 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. Doing business with CERN

    CERN Multimedia

    2015-01-01

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

  2. Virgin Galactic explores CERN

    CERN Multimedia

    2016-01-01

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

  3. CERN Shop Christmas Sale

    CERN Multimedia

    Visits & Exhibition Service/ETT-VE

    2001-01-01

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

  4. Human Resources Development for Change and Innovation.

    Science.gov (United States)

    Hey, McKenzie H.

    1979-01-01

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

  5. Criteria for Business Graduates' Employment: Human Resource Managers' Perceptions.

    Science.gov (United States)

    Ray, Charles M.; And Others

    1994-01-01

    Most of the 202 (of 390) human resource managers responding to a survey felt the resume was most important at initial screening, interviewee poise was most important at the interview stage. Communication skills, then problem solving and human relations, were most used to screen and evaluate applicants. (SK)

  6. 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…

  7. 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

  8. 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:...

  9. 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…

  10. Greece at CERN

    CERN Multimedia

    CERN Press Office. Geneva

    1997-01-01

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

  11. France at CERN

    CERN Multimedia

    CERN Bulletin

    2010-01-01

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

  12. The CERN Library

    CERN Multimedia

    Hester, Alec G

    1968-01-01

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

  13. 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 - ...

  14. 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

  15. 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...

  16. In the CERN Library

    CERN Multimedia

    1963-01-01

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

  17. 2005 CERN Relay Race

    CERN Document Server

    Patrice Loiez

    2005-01-01

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

  18. CERN Photowalk 2015

    CERN Multimedia

    2015-01-01

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

  19. 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)

  20. Human Resources Management in the Knowledge Management

    Directory of Open Access Journals (Sweden)

    Dan POPESCU

    2008-01-01

    Full Text Available Knowledge is increasingly claimed to be a key critical resource and source of competitive advantage in the modern global economy, especially with the rise of the service economy, the growth in the number of 'knowledge workers', the increasingly rapid flow of global information, and the growing recognition of the importance of intellectual capital and intellectual property rights. Knowledge, with its intangible aspects, is becoming a defining characteristic of economic activities, as opposed to tangibles such as goods, services or production processes. The rise of the knowledge economy has seen a proliferation of information and communication technologies, coupled with greater organizational complexity, the growth of virtual and global organizations and rapid change. This in turn requires drastic change within HRM to respond to changing demands of the knowledge economy.

  1. 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...

  2. 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.

  3. 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...

  4. 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...

  5. Offering Global Collaboration Services beyond CERN and HEP

    Science.gov (United States)

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

    2015-12-01

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

  6. 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.

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

    Directory of Open Access Journals (Sweden)

    Tajammal Hussain

    2013-10-01

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

  8. CERN through the lens of Peter Ginter

    CERN Multimedia

    2008-01-01

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

  9. Collide@CERN Geneva

    CERN Document Server

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

    2014-01-01

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

  10. CERN Photo club

    CERN Multimedia

    CERN Photo club

    2016-01-01

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

  11. Britain at CERN

    CERN Multimedia

    CERN Press Office. Geneva

    1996-01-01

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

  12. CERN Cricket Club

    CERN Multimedia

    CERN Cricket Club

    2010-01-01

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

  13. 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

  14. EUCYS prizewinner visits CERN

    CERN Multimedia

    Jennifer Toes

    2016-01-01

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

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

    CERN Multimedia

    Patrice Loïez

    2002-01-01

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

  16. CERN honours Georges Charpak

    CERN Multimedia

    2009-01-01

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

  17. CERN Holiday Gift Guide

    CERN Multimedia

    2013-01-01

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

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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

  3. 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.

  4. 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.

  5. 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)

  6. 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.

  7. 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.

  8. 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.

  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. Efects of production relocation on human resources

    Directory of Open Access Journals (Sweden)

    Bonciu Catalina

    2011-05-01

    Full Text Available Extensively discussed and analyzed (many times controversial, globalization is accepted as an objective phenomenon, by its size and unrivalled evolution in the world history. Both globalization and regionalization have emerged and developed as a result of the unprecedented intensification of competition among economic agents, countries or regions. Many countries have been helped to develop at a much faster pace than they would have normally done under other circumstances. An advantage of the accelerated development of their economies was explained by reducing barriers to international trade (as a globalization effect. The international trade can significantly contribute to the growth of a nation, and on its turn, being influenced by the exports, represents the central component of a state’s economic policy, one that contributes to improving living standards of millions of people and to the national development. (Drucker, P., 1997. However, this requires a shift of the human factor from one area of the world to another. The temporary or permanent migration, driven by the economic development, may still be an important element to strengthen the power of certain economies on the detriment of others? Absolutely. In fact, the economic future will be a regionalization of wealth in other areas than those well known. And this will lead or amplify, at every level, the social, politic, economic and even military confrontations.

  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. 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...

  13. CERN, a laboratory of social excellence

    CERN Multimedia

    Staff Association

    2012-01-01

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

  14. 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...

  15. 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.

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

    Science.gov (United States)

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

    2007-01-01

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

  17. 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...

  18. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  19. 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.

  20. 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.

  1. CERN to introduce new Local Staff employment category

    CERN Multimedia

    2003-01-01

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

  2. HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS

    Directory of Open Access Journals (Sweden)

    Ewa Mazanowska

    2015-01-01

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

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

    Science.gov (United States)

    Lodenstein, Elsbet; Dao, Dramane

    2011-06-08

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

  5. 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.

  6. 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.

  7. CERN Table Tennis Club

    CERN Multimedia

    CERN Table Tennis Club

    2014-01-01

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

  8. Helping CERN give back to society

    CERN Multimedia

    2014-01-01

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

  9. 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.

  10. 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...

  11. 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

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

    CERN Multimedia

    2012-01-01

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

  13. 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

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

    Science.gov (United States)

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

    2016-05-01

    The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries. PMID:27365339

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

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

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

  16. 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).…

  17. 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,…

  18. 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

  19. 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…

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

    Science.gov (United States)

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

    2005-01-01

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

  1. 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…

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

    Science.gov (United States)

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

    2016-05-01

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

  3. 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…

  4. 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)

  5. 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…

  6. 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)

  7. 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.

  8. 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

  9. 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…

  10. 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…

  11. 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…

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

    Science.gov (United States)

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

    2010-01-01

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

  15. Human Resource Development Planning Based on Accreditation Guidelines.

    Science.gov (United States)

    Dowd, Steven B.

    This paper presents a preliminary human resource development plan for the radiography program sponsored by Lincoln Land Community College (Illinois). The plan is based on the "Essentials and Guidelines of an Accredited Program for the Radiographer," initially adopted in 1944, and most recently revised in 1990, it involves the integration of…

  16. Human resource management in the project-oriented organization

    NARCIS (Netherlands)

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

    2008-01-01

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

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

    Science.gov (United States)

    Smylie, Mark A.; Wenzel, Stacy A.

    2006-01-01

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

  18. 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.…

  19. 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.…

  20. 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.

  1. 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.

  2. New Models and Metaphors for Human Resource Development.

    Science.gov (United States)

    1999

    This document contains two reports from a poster session on new ideas and models in human resource development (HRD). The first presentation, "Two-way Customer-Service Provider Cycle" (Harriet V. Lawrence, Albert K. Wiswell), discusses a two-way supply cycle model that illustrates relational issues in customer service, including needs and wants,…

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

    Science.gov (United States)

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

    2016-01-01

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

  4. Human 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…

  5. Improving public administration performance demands investment in human resources

    Directory of Open Access Journals (Sweden)

    Maja Klun

    2008-06-01

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

  6. 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.

  7. 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…

  8. 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...

  9. 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.…

  10. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    OpenAIRE

    Leontina Betianu

    2009-01-01

    Sustainability tends to become in the new millennium the most important characteristic of economic and social development. The possibility to ensure economic development in the context of a reasonable use of raw materials, energy and natural resources in general and to decrease the impact of all human activities on the environment makes the essence of the sustainable development of these activities.

  11. 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.

  12. Beginning Teachers' Perceptions of School Human Resource Practices

    Science.gov (United States)

    Kwan, Paula

    2009-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

  14. 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…

  15. 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...

  16. 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

  17. 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…

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

    Science.gov (United States)

    Rampal, Kuldip R.

    1991-01-01

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

  19. Young Artists@ CERN

    CERN Document Server

    2004-01-01

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

  20. CERN and the environment

    CERN Multimedia

    Corinne Pralavorio

    2016-01-01

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

  1. Germany at CERN

    CERN Multimedia

    2005-01-01

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

  2. CERN Cricket club

    CERN Multimedia

    CERN Cricket club

    2015-01-01

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

  3. 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)

  4. 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 ...

  5. 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...

  6. 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...

  7. Profiles--Mechanical Engineering: Human Resources and Funding. Special Report. Surveys of Science Resources Series.

    Science.gov (United States)

    Lane, Melissa J.

    This report was developed by the National Science Foundation to focus attention on a particular field of engineering. It addresses the human resources and funding for mechanical engineering programs through several perspectives. The first major section, "Personnel," discusses employment levels and trends, salaries, sectors of employment, jobs in…

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  9. CERN - better than science fiction!

    CERN Multimedia

    2007-01-01

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

  10. The CERN PC farm

    CERN Multimedia

    Serge Bellegarde

    2005-01-01

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

  11. CERN Relay Race

    CERN Document Server

    CERN Running Club

    2010-01-01

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

  12. Radiation protection at CERN

    OpenAIRE

    Forkel-Wirth, Doris; Roesler, Stefan; Silari, Marco; Streit-Bianchi, Marilena; Theis, Christian; Vincke, Heinz; Vincke, Helmut

    2013-01-01

    This paper gives a brief overview of the general principles of radiation protection legislation; explains radiological quantities and units, including some basic facts about radioactivity and the biological effects of radiation; and gives an overview of the classification of radiological areas at CERN, radiation fields at high-energy accelerators, and the radiation monitoring system used at CERN. A short section addresses the ALARA approach used at CERN.

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

    Science.gov (United States)

    O'Neil, Mary L

    2008-01-01

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

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

    Directory of Open Access Journals (Sweden)

    O'Neil Mary L

    2008-06-01

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

  15. Britain at CERN

    CERN Multimedia

    2000-01-01

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

  16. Alternative Responses to the Human Resource Challenge for CBR

    Directory of Open Access Journals (Sweden)

    Huib Cornielje

    2013-02-01

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

  17. THE IMPACT OF SOCIAL AUDIT IN HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    NĂSTASIE MIHAELA – ANDREEA

    2015-03-01

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

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

    Directory of Open Access Journals (Sweden)

    Ladislav Mura

    2012-02-01

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

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

    Directory of Open Access Journals (Sweden)

    Kuppannagari Venkata Suryanarayana Patnaik

    2014-02-01

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

  20. Professional development and human resources management in networks

    Directory of Open Access Journals (Sweden)

    Evgeniy Rudnev

    2016-05-01

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

  1. Strategic Concepts for the Development of Chinese Education and Human Resources for the Next Fifty Years

    Science.gov (United States)

    Chinese Education and Society, 2005

    2005-01-01

    This article discusses the strategic concepts for the development of Chinese education and human resources for the next 50 years. These concepts include: (a) Strategic Choice: Human Resources Are the Most Important Resource Development; (b) Strategic Targets: Realize the "Three Steps" of Education and the "Two Promotions" of Human Resources; and…

  2. Academic Talent Model Based on Human Resource Data Mart

    Directory of Open Access Journals (Sweden)

    Mahani Saron

    2012-09-01

    Full Text Available 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 resource systems in one of Government Universities in Malaysia. This study shows how automated human talent data mart is developed to get the most important attributes of academic talent from 15 different tables like demographic data, publications, supervision, conferences, research, and others. Apart from the talent attribute collected, the forecasting talent academician model developed using the classification technique involving 14 classification algorithm in the experiment for example J48, Random Forest, BayesNet, Multilayer perceptron, JRip and others. Several experiments are conducted to get the highest accuracy by applying discretization process, dividing the data set in the different interval year (1,2,3,4, no interval and also changing the number of classes from 24 to 6 and 4. The best model is obtained 87.47% accuracy using data set interval 4 years and 4 classes with J48 algorithm.

  3. Punctualizaciones del CERN

    CERN Document Server

    2002-01-01

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

  4. Integration of CERN staff

    CERN Document Server

    1965-01-01

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

  5. UK Mission to CERN

    CERN Multimedia

    2004-01-01

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

  6. CERN's Early History Revisited

    CERN Multimedia

    Schopper, Herwig Franz; Krige, Gerhard John

    2005-01-01

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

  7. Romanian Visit to CERN

    CERN Multimedia

    2001-01-01

    Romanian Minister for Foreign Affairs, Mr Mircea Dan Geoana, visited CERN on 30 March to discuss collaboration between his country and the Laboratory. Above, Mr Dan Geoana signs the visitors' book in the presence of CERN Director General Luciano Maiani and Mrs Anda Flip, Ambassador and permanent representative of Romania at the United Nations.

  8. CERN openlab Open Day

    CERN Multimedia

    Purcell, Andrew Robert

    2015-01-01

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

  9. The CERN Accelerator School

    CERN Multimedia

    2016-01-01

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

  10. Child Care at CERN

    CERN Document Server

    CERN, Child Care Initiative

    2008-01-01

    This is a document summarizing a survey of child care needs of CERN staff and users which was performed in February 2008 by the CERN Child Care Initiative. The document presents the analysis of this data. Conclusions on the minimal facilities size are derived and possible funding source at the European Union are discussed.

  11. ESO: The CERN Years

    CERN Multimedia

    Schaeffer, A

    2012-01-01

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

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

    Institute of Scientific and Technical Information of China (English)

    Li Xiangquan; Wang Ningsheng; Long Wen

    2006-01-01

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

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

    Directory of Open Access Journals (Sweden)

    IRINA-ELENA CHIRTOC

    2010-01-01

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

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

    Science.gov (United States)

    Mowafi, Hani; Nowak, Kristin; Hein, Karen

    2007-01-01

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

  15. Lectures for CERN pensioners

    CERN Multimedia

    GS Department

    2009-01-01

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

  16. Romanian President Visits CERN

    CERN Multimedia

    2001-01-01

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

  17. CERN in the park

    CERN Multimedia

    2002-01-01

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

  18. CERN Mobility Survey

    CERN Multimedia

    GS Department

    2011-01-01

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

  19. Building And Increasing The Productivity Of Human Resource Management

    Directory of Open Access Journals (Sweden)

    Ali Adel Ali Ibrahim

    2015-01-01

    Full Text Available 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 develop it. Finally we will learn how to make a strategic plan and we will discuss a case study about making vision and mission to the company.

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

    Science.gov (United States)

    Ozaki, Norio

    2015-01-01

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