Human Resource Management and Human Resource Development: Evolution and Contributions

Science.gov (United States)

Richman, Nicole

2015-01-01

Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD…

Meeting the coming organizational risk challenges in human resources

Directory of Open Access Journals (Sweden)

Zakić Nebojša

2016-01-01

Full Text Available The research presented in this paper concerns challenges of organizational risk in the field of human resources. Research goals are to determine the degree of importance and influence of human risks in order to achieve a more favorable environment for successful business. The empirical research has been conducted in Serbia during 2015, with a sample of 43 companies from the Processing industry. There were mathematical and statistical methods, multiple regression analysis and logistic regression used. Group's core results showed that over 80% of production companies are aware of the human resources risks and their importance for the business. The contribution of this paper is to prove the scientific significance of the upcoming risks of human resources establishing theoretical and empirical knowledge about the need to improve organization approach to managing these risks.

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

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.

Human Resource Construction

Institute of Scientific and Technical Information of China (English)

2015-01-01

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

Housing Quality and Access to Material and Learning Resources within the Home Environment in Developing Countries

Science.gov (United States)

Bradley, Robert H.; Putnick, Diane L.

2012-01-01

This study examined home environment conditions (housing quality, material resources, formal and informal learning materials) and their relations with the Human Development Index (HDI) in 28 developing countries. Home environment conditions in these countries varied widely. The quality of housing and availability of material resources at home were…

A Model for Urban Environment and Resource Planning Based on Green GDP Accounting System

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Linyu Xu

2013-01-01

Full Text Available The urban environment and resources are currently on course that is unsustainable in the long run due to excessive human pursuit of economic goals. Thus, it is very important to develop a model to analyse the relationship between urban economic development and environmental resource protection during the process of rapid urbanisation. This paper proposed a model to identify the key factors in urban environment and resource regulation based on a green GDP accounting system, which consisted of four parts: economy, society, resource, and environment. In this model, the analytic hierarchy process (AHP method and a modified Pearl curve model were combined to allow for dynamic evaluation, with higher green GDP value as the planning target. The model was applied to the environmental and resource planning problem of Wuyishan City, and the results showed that energy use was a key factor that influenced the urban environment and resource development. Biodiversity and air quality were the most sensitive factors that influenced the value of green GDP in the city. According to the analysis, the urban environment and resource planning could be improved for promoting sustainable development in Wuyishan City.

The influence of facility design and human resource management on health care professionals.

Science.gov (United States)

Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle M

2015-01-01

Cost control of health care services is a strategic concern for organizations. To lower costs, some organizations reduce staffing levels. However, this may not be worth the trade-off, as the quality of services will likely be reduced, morale among health care providers tends to suffer, and patient satisfaction is likely to decline. The potential synergy between human resource management and facility design and operation was investigated to achieve the goal of providing cost containment strategies without sacrificing the quality of services and the commitment of employees. About 700 health care professionals from 10 acute-care hospitals participated in this cross-sectional study. The authors used structural equation modeling to test whether employees' evaluations of their physical work environment and human resource practices were significantly associated with lower job-related anxiety, higher job satisfaction, and higher organizational commitment. The analysis found that employees' evaluations of their physical work environment and human resource practices influenced their job-related feelings and attitudes. Perceived organizational support mediated this relationship. The study also found a small but positive interaction effect between the physical work environment and human resource practices. The influence of physical work environment was small, mainly because of the high predictive value of human resource practices and strong confounding variables included in the analysis. This study specifically showed the role of facility design in reducing job-related anxiety among caregivers. Preliminary evidence is provided that facility design can be used as a managerial tool for improving job-related attitudes and feelings of employees and earning their commitment. Providing a healthy and safe work environment can be perceived by employees as an indication that the organization respects them and cares about their well-being, which might be reciprocated with higher levels

Revitalizing Society: Practicing Human Resource Development through the Lifespan.

Science.gov (United States)

Carter, Phillip Dean

1988-01-01

It is time to practice sound principles of human resources development in learning environments and to promote a cooperative, creative, collaboative, and participative leadership style in education as well as in industry, business, and government. (JOW)

Nuclear human resource projection up to 2030 in KOREA

International Nuclear Information System (INIS)

Min, Byung Joo; Lee, Man Ki; Nam, Kee Yung; Jeong, Ki Ho

2011-01-01

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

Interactions of Forests, Climate, Water Resources, and Humans in a Changing Environment: Research Needs

OpenAIRE

Sun, Ge; Segura, Catalina

2013-01-01

The aim of the special issue “Interactions of Forests, Climate, Water Resources, and Humans in a Changing Environment” is to present case studies on the influences of natural and human disturbances on forest water resources under a changing climate. Studies in this collection of six papers cover a wide range of geographic regions from Australia to Nigeria with spatial research scale spanning from a tree leaf, to a segment of forest road, and large basins with mixed land uses. T...

Motivation and policies of human resources management in the organization

Directory of Open Access Journals (Sweden)

Jovanović Goca

2017-01-01

Full Text Available Organizations today operate in an uncertain environment, accompanied by constant change and technological innovation. The greatest impact on performance as the key feature of human resources business. Motivation and employee satisfaction becoming the basis of a modern organization. Motivated employees today represent a strategic resource which confer a competitive advantage of the organization.

Managing information technology human resources in health care.

Science.gov (United States)

Mahesh, Sathiadev; Crow, Stephen M

2012-01-01

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

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…

Soils, Environment and Human Action. Challenges and Treats to an Essential Resources

International Nuclear Information System (INIS)

Garcia Alvarez, A.; Millan, R.; Schmid, T.; Diaz Puente, J. F.

2007-01-01

The soil consists of a self-organized system in space and time representing an interface formed between lithosphere, hydrosphere, atmosphere and biosphere. This system includes a great structural and functional complexity due to the wide diversity of its abiotic and biotic components and to processes that occur within the system. At the same time, the soil is an irreplaceable and a non-renewable resource enabling the production of basic nourishment, fibres and other essential products for the survival of humankind. However, in the last fifty year human have contributed to an un precedent increase in erosion processes as ell as new forms of soil degradation. these include contamination, compaction or sealing of soils as a result of urban and infrastructure development. As a consequence, there is a general state of environmental degradation, induced by human intervention, that is increasing wide the exploitation of natural resources. (Author)

CSIR eNews: Natural resources & the environment

CSIR Research Space (South Africa)

CSIR

2008-12-01

Full Text Available The CSIR conducts core research and develops competencies in various strategically critical areas of the natural resources and the environment (NRE) fields of study. Through relevant and focused research, CSIR Natural Resources and the Environment...

CSIR eNews: Natural resources and environment

CSIR Research Space (South Africa)

CSIR

2009-09-01

Full Text Available The CSIR conducts core research and develops competencies in various strategically critical areas of the natural resources and the environment (NRE) fields of study. Through relevant and focused research, CSIR Natural Resources and the Environment...

Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

Directory of Open Access Journals (Sweden)

Zdenko Stacho

2013-01-01

Full Text Available A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340 and in Czech Republic (n = 109 focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

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...

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.

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)

Shao, Shuai; Yang, Lili

2014-01-01

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. �

The global resource balance table, an integrated table of energy, materials and the environment

International Nuclear Information System (INIS)

Tsuchiya, Haruki

2013-01-01

This paper introduces the Global Resource Balance Table (GRBT), which is an extension of the energy balance tables that expresses the relationships between energy, materials and the environment. The material division of the GRBT includes steel, cement, paper, wood and grain. In contrast, the environmental division of the GRBT includes oxygen, CO 2 and methane. The transaction division rows in the GRBT include production, conversion, end use and stock. Each cell of the GRBT contains the quantities of the respective resources that were generated or consumed. The relationships between the cells were constructed from the laws of conservation of the materials and energy. We constructed a GRBT for 2007 and discussed the increasing air temperature due to waste heat and the CO 2 equivalent from human breathing. The GRBT is a comprehensive integrated table that represents the resources that are consumed by human activities and is useful for energy and environmental studies. - Highlights: • We extended energy balance table and introduced Global Resource Balance Table. • It shows relationships between energy, materials and the environment. • The material division includes steel, cement, paper, wood and grain. • The environmental division includes oxygen, CO 2 and methane. • We discussed on waste heat and CO 2 emission by human breathing

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...

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…

Measuring and managing the work environment of the mid-level provider – the neglected human resource

Directory of Open Access Journals (Sweden)

McAuliffe Eilish

2009-02-01

Full Text Available Abstract Background Much has been written in the past decade about the health workforce crisis that is crippling health service delivery in many middle-income and low-income countries. Countries having lost most of their highly qualified health care professionals to migration increasingly rely on mid-level providers as the mainstay for health services delivery. Mid-level providers are health workers who perform tasks conventionally associated with more highly trained and internationally mobile workers. Their training usually has lower entry requirements and is for shorter periods (usually two to four years. Our study aimed to explore a neglected but crucial aspect of human resources for health in Africa: the provision of a work environment that will promote motivation and performance of mid-level providers. This paper explores the work environment of mid-level providers in Malawi, and contributes to the validation of an instrument to measure the work environment of mid-level providers in low-income countries. Methods Three districts were purposively sampled from each of the three geographical regions in Malawi. A total of 34 health facilities from the three districts were included in the study. All staff in each of the facilities were included in the sampling frame. A total of 153 staff members consented to be interviewed. Participants completed measures of perceptions of work environment, burnout and job satisfaction. Findings The Healthcare Provider Work Index, derived through Principal Components Analysis and Rasch Analysis of our modification of an existing questionnaire, constituted four subscales, measuring: (1 levels of staffing and resources; (2 management support; (3 workplace relationships; and (4 control over practice. Multivariate analysis indicated that scores on the Work Index significantly predicted key variables concerning motivation and attrition such as emotional exhaustion, job satisfaction, satisfaction with the profession

LINKING HUMAN RESOURCES STRATEGY WITH KNOWLEDGE MANAGEMENT STRATEGY TO DRIVE MEASURABLE RESULTS

Directory of Open Access Journals (Sweden)

Otilia‐Maria\tBORDEIANU

2015-06-01

Full Text Available Today the human resources are seen as a very valuable asset to achieve long-term performance. Today we understand that every employee is required to learn throughout life, so to acquire new knowledge, to process such knowledge and possibly disseminate expertise with other members of the organization. The theory on human resources in various organizations has changed over time; recommendations have become more numerous, but there is no consensus on the subject. In other words, the permanent change which defines the competitive environment of business remains a type of constant when analysing the efficiency of human resources within companies; inter-individual relations (formal and informal and the values to which each employee relates remains crucial for any theoretical construction in this area. Principles and strategies applied by organizations yesterday could prove their inefficiency today; human resource strategies in organizations today should include a separate subcomponent, we believe, i.e. knowledge management (KM strategy. This is because the competitive advantage obtained or maintained by the company depends today, in large proportion, on the type, quality and value of knowledge possessed by the organization. Therefore, organizational strategy and thus the strategy of acquisition, developing and rewarding of human resources (HR should take into account this reality from the global environment. Moreover, in the current knowledge-driven economy, organizations must know how to develop and implement knowledge-based strategies to drive measurable business results. The goal of this paper is to describe a potential relation between the overall company strategy, HR strategy and KM strategy.

Human Resource Reforms in Public Administration: The Importance of the Reward System

Directory of Open Access Journals (Sweden)

De Freitas Bradley Christopher

2017-08-01

Full Text Available Human resource management encompasses administrating and managing human resources or otherwise known as employees. The HR or Human Resources department of any company, whether it be public or private, deals with the day to aspects pertaining to employees, from the recruitment process to probably the most important aspect for any employee; remuneration and benefits. The importance of finding a perfect equilibrium between monetary and non-monetary incentives is crucial in obtaining an efficient work environment, as well as increasing productivity and employee motivation. Having an administrative background or knowledge is essential for any HR manager, in order to detect and implement the most beneficial reward system for both implicated parties.

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.

Classification of human- and automated resource allocation approaches in multi-project management

NARCIS (Netherlands)

Ponsteen, A.; Kusters, R.J.; Pasian, B.; Storm, P.

2015-01-01

Managing a multi-project environment requires a different method than managing a single project. The main challenge of managing a multi-project environment is the allocation of scarce human resources over the projects in execution. As part of a broader research on this topic, the aim of this paper

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.

Lunar Polar In Situ Resource Utilization (ISRU) as a Stepping Stone for Human Exploration

Science.gov (United States)

Sanders, Gerald B.

2013-01-01

A major emphasis of NASA is to extend and expand human exploration across the solar system. While specific destinations are still being discussed as to what comes first, it is imperative that NASA create new technologies and approaches that make space exploration affordable and sustainable. Critical to achieving affordable and sustainable exploration beyond low Earth orbit (LEO) are the development of technologies and approaches for advanced robotics, power, propulsion, habitats, life support, and especially, space resource utilization systems. Space resources and how to use them, often called In-Situ Resource Utilization (ISRU), can have a tremendous beneficial impact on robotic and human exploration of the Moon, Mars, Phobos, and Near Earth Objects (NEOs), while at the same time helping to solve terrestrial challenges and enabling commercial space activities. The search for lunar resources, demonstration of extraterrestrial mining, and the utilization of resource-derived products, especially from polar volatiles, can be a stepping stone for subsequent human exploration missions to other destinations of interest due to the proximity of the Moon, complimentary environments and resources, and the demonstration of critical technologies, processes, and operations. ISRU and the Moon: There are four main areas of development interest with respect to finding, obtaining, extracting, and using space resources: Prospecting for resources, Production of mission critical consumables like propellants and life support gases, Civil engineering and construction, and Energy production, storage, and transfer. The search for potential resources and the production of mission critical consumables are the primary focus of current NASA technology and system development activities since they provide the greatest initial reduction in mission mass, cost, and risk. Because of the proximity of the Moon, understanding lunar resources and developing, demonstrating, and implementing lunar ISRU

Human Resources Strategies in Romanian Tourism Companies

Directory of Open Access Journals (Sweden)

Tătăruşanu Maria

2016-06-01

Full Text Available In the context of political, social and economic global worries, tourism remains an underexploited option as its ability to be a consistent revenues source in Romania. Some companies have understood this and thus they have successfully developed their activities by building their business in a strategic way. In the same way, others failed due to lack of vision and coherence. The strategic thinking capacity, that has led them to success, has been reflected specially in their human resources strategies - positive effects generator on long term. What do they mean and what do these strategies consist of? The main purpose of this article consists in the analysis of information both from the online environment and literature reviews referring to this subject. It also aims to provide best practices and recommendations for a strategic approach of human resources in tourism companies, having in mind an area whose future must to be considered.

[Management human resources].

Science.gov (United States)

Schena, F P

2004-01-01

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

Lessons from the Dust Bowl: Human-Environment Education on the Great Plains

Science.gov (United States)

Porter, Jess

2012-01-01

This article documents regional demand for human-environment educational resources via assessment of public knowledge of the environmental crisis known as the Dust Bowl. The steadily eroding knowledge-base on the topic is discussed along with the desire for enhanced Dust Bowl educational resources. Regionally focused educational activities…

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.

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. © The Author(s) 2016.

The Role of Strategic Human Resources Management in the Performance of Logistic Service Provider Firms: A Case Study of Owerri

OpenAIRE

G.N. Okeudo

2012-01-01

Owing to the continuous changes in the external business environment, the function of Strategic Human Resources Management in organizations is of paramount importance. The function of the human resource (HR) department has over time, evolved from personnel management to Strategic Human Resource Management (SHRM) currently seen as a new breed in the management of human resource of organizations. Prior studies have found substantial positive evidence for statistical associations between SHRM pr...

THE ROLE OF STRATEGIES FOR PREVENTION AND ADMINISTRATION OF ORGANIZATIONAL STRESS ON THE EFFICIENCY OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

Mituţ Iulian

2011-12-01

Full Text Available In knowledge-based organizations the stress becomes predictable and success ends up dependent on antistress organizational strategies, on the non-financial motivation and efficiency of human resource. Such human resources strategies influence organization’s excellence in crisis or normal situations. The pressures and tensions of organizational environment have amplified and changed the way/ lifestyle of the individual and organizations, they changed political, economic and organizational decisions. The study of organizational stress in an occupational environment with extremely high expectations enables the formulation of conclusions regarding the influence of organizational strategies on human resources and organizational efficiency. Stress management in modern organizational environment is a prerequisite for organizational performance, competitiveness and organizational success, requiring strategic approach and theoretical / practical knowledge. The aim of this study is to analyze the relationship between organizational stress and the satisfaction of human resource in organization. The main objectives of research aim at: 1 elaboration of organizational stress diagnosis in the military environment and 2 analysis of the effects of organizational stress in the same organizational environment. The study analyzes the index of organizational stress and stress effects according to the satisfaction with organization and job on a sample of 66 subjects. The analysis of correlations between variables revealed the influence of organizational stress upon the satisfaction with organization and job, i.e. individual's motivational system that plays the essential role in achieving organizational excellence.

Coupled human-environment timelines of SWP small island societies

DEFF Research Database (Denmark)

Reenberg, Anette; Birch-Thomsen, Torben; Fog, Bjarne

2007-01-01

despite an increase in de facto population (47% from 1966-2006). A questionnaire survey of 48 households provide data on the entire household livelihood portfolio and reveal that the natural resources remains a widespread activity, yet increasingly supplemented by other income generating activities( ex....... shop keeping, private business, government employment). Group interviews have been employed to reveal how local farmers perceive cause-effect relationships between societal and ecological events and their individual and collective management of resources. The coupled human-environment timelines...

Human health improvement in Sub-Saharan Africa through integrated management of arthropod transmitted diseases and natural resources

Directory of Open Access Journals (Sweden)

Baumgärtner Johann

2001-01-01

Full Text Available A concept of an ecosystem approach to human health improvement in Sub-Saharan Africa is presented here. Three factors mainly affect the physical condition of the human body: the abiotic environment, vector-transmitted diseases, and natural resources. Our concept relies on ecological principles embedded in a social context and identifies three sets of subsystems for study and management: human disease subsystems, natural resource subsystems, and decision-support subsystems. To control human diseases and to secure food from resource subsystems including livestock or crops, integrated preventive approaches are preferred over exclusively curative and sectorial approaches. Environmental sustainability - the basis for managing matter and water flows - contributes to a healthy human environment and constitutes the basis for social sustainability. For planning and implementation of the human health improvement scheme, participatory decision-support subsystems adapted to the local conditions need to be designed through institutional arrangements. The applicability of this scheme is demonstrated in urban and rural Ethiopia.

Human health improvement in Sub-Saharan Africa through integrated management of arthropod transmitted diseases and natural resources

Directory of Open Access Journals (Sweden)

Johann Baumgärtner

Full Text Available A concept of an ecosystem approach to human health improvement in Sub-Saharan Africa is presented here. Three factors mainly affect the physical condition of the human body: the abiotic environment, vector-transmitted diseases, and natural resources. Our concept relies on ecological principles embedded in a social context and identifies three sets of subsystems for study and management: human disease subsystems, natural resource subsystems, and decision-support subsystems. To control human diseases and to secure food from resource subsystems including livestock or crops, integrated preventive approaches are preferred over exclusively curative and sectorial approaches. Environmental sustainability - the basis for managing matter and water flows - contributes to a healthy human environment and constitutes the basis for social sustainability. For planning and implementation of the human health improvement scheme, participatory decision-support subsystems adapted to the local conditions need to be designed through institutional arrangements. The applicability of this scheme is demonstrated in urban and rural Ethiopia.

Human health improvement in Sub-Saharan Africa through integrated management of arthropod transmitted diseases and natural resources.

Science.gov (United States)

Baumgärtner, J; Bieri, M; Buffoni, G; Gilioli, G; Gopalan, H; Greiling, J; Tikubet, G; Van Schayk, I

2001-01-01

A concept of an ecosystem approach to human health improvement in Sub-Saharan Africa is presented here. Three factors mainly affect the physical condition of the human body: the abiotic environment, vector-transmitted diseases, and natural resources. Our concept relies on ecological principles embedded in a social context and identifies three sets of subsystems for study and management: human disease subsystems, natural resource subsystems, and decision-support subsystems. To control human diseases and to secure food from resource subsystems including livestock or crops, integrated preventive approaches are preferred over exclusively curative and sectorial approaches. Environmental sustainability - the basis for managing matter and water flows - contributes to a healthy human environment and constitutes the basis for social sustainability. For planning and implementation of the human health improvement scheme, participatory decision-support subsystems adapted to the local conditions need to be designed through institutional arrangements. The applicability of this scheme is demonstrated in urban and rural Ethiopia.

Retaining nurses in metropolitan areas: insights from senior nurse and human resource managers.

Science.gov (United States)

Drennan, Vari M; Halter, Mary; Gale, Julia; Harris, Ruth

2016-11-01

To investigate the views of senior nurse and human resource managers of strategies to retain hospital nurses in a metropolitan area. Against a global shortage, retaining nurses is a management imperative for the quality of hospital services. Semi-structured interviews, thematically analysed. Metropolitan areas have many health organisations in geographical proximity, offering nurses choices in employer and employment. Senior nurse and human resource managers recognised the complexity of factors influencing nurse turnover, including those that 'pulled' nurses out of their jobs to other posts and factors that 'pushed' nurses to leave. Four themes emerged in retaining nurses: strategy and leadership, including analysis of workforce and leavers' data, remuneration, the type of nursing work and career development and the immediate work environment. In contexts where multiple organisations compete for nurses, addressing retention through strategic leadership is likely to be important in paying due attention and apportioning resources to effective strategies. Aside from good human resource management practices for all, strategies tailored to different segments of the nursing workforce are likely to be important. This metropolitan study suggests attention should be paid to strategies that address remuneration, progressing nursing careers and the immediate work environment. © 2016 The Authors Journal of Nursing Management Published by John Wiley & Sons Ltd.

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…

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

Directory of Open Access Journals (Sweden)

Erlinda Muslim

2016-08-01

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

Human resource management and career planning in a larger library

Directory of Open Access Journals (Sweden)

Jelka Gazvoda

1997-01-01

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

United Nations conference on the human environment, Stockholm, June 5--16, 1972

Energy Technology Data Exchange (ETDEWEB)

None

1972-07-03

Recommendations of the working group of the United Nations conference on the preservation and improvement of the human environment are presented. Emphasis was placed on conservation of natural resources. (CH)

Valuation of Human Resource During the Implementation of Resource Strategy of Sport Club

Directory of Open Access Journals (Sweden)

Polyakov Konstantin, L

2017-06-01

Full Text Available This study deals with the practice of human resource valuation in the professional command football during the implementation of sport club resource strategy. The choice of the direction of research is not random. Resource view in the analysis of strategy and strategy shaping (Barney, 1991 is an effective long term success tool. There are many costs in the process of resource allocation, in particular during resource valuation, in the market economy in connection, e.g. costs related to information collection and negotiating. Costs rise with the globalization of the economy. Therefore, it is important to create and maintain various institutions to control the level of costs and to study the most common practice of the resource strategy implementation. Particularly, it is important to study resource valuation in the context of institutional environment given the heterogeneity of markets. Human resource is the most important strategic resource on the market of professional command sport. At the same time, solving the problem of human resource allocation on this market leads to serious practical problems. Specifics of economic component of command sport results in the inevitability of labor market failure (Downward, Dawson, 2002 for sustainable development of the sector. Therefore, the need for institution which is to regulate the labor market occurs. Institute of transfer plays this role in some kinds of command sport, such as football. It is the system of concepts and rules, which regulate the transfer of athlete from one sport club to another prior to the expiration of the contract. The number of requirements exist due to the institute of transfer to the practice of athlete’s valuation, which determine the sum and the order of payment of compensation for prior sporting club management. The latter should correlate with the value of the athletes, which they are interest in, with the existing restrictions, which is the reason of the strongly

Resource management: Hotel Zira human resource management department analysis

Directory of Open Access Journals (Sweden)

Petrović Jelena

2015-01-01

Full Text Available The world is changing at a fast pace in a number of different areas, economically, politically technologically and socially. All these facts have strong impact on how managers organize their work. Traditionally they focus on delivering efficiency through large bureaucracies which are hierarchical in nature, very much around process and stability. What this mitigates against perhaps it is innovation and flexibility. A demand is no longer predictable and service has to be equally flexible for demand that exists nowadays. The emergence of post bureaucratic organizations is about being leaner, flatter and being much more network-based. Within that network employees are being empowered to take responsibility for producing innovations themselves. In order to speed up the process it is critical to systematize the process of managing people in the back office. Human Resource Management strategies are being transformed by internal social networks and social human resource technologies to better collaborative, transition into social enterprises, and change the positioning of human resource departments from back office to front office activities. All of these subjects are applied and the case study of hotel Zira human resource department is explained and showed in detail with the specific questionnaire. One of the main challenges that human resource management is also facing is the talent management and the number one responsibility of leadership is how to manage talent, how to attract it, utilize and eventually retain it.

Implementating Information Technology in E-Human Resource Management

Directory of Open Access Journals (Sweden)

Cristina-Dana Popescu (Mitu

2016-01-01

More and more organizations have been replacing face-to-face human resource managementactivities with electronic human resource management, which is considered as one of the keyfactors that every organization needs to focus. Considering that human resource management isone of the necessary needs of today’s business, the goal of this article is to establish the importanceof human resource management (HRM, to examine recent research in e-HRM in order to evaluatethe cumulated evidence on the relationship between HRM and e-HRM and to outline the impact ofe-HRM on human resource. Many specialists underlined the fact that human resource requiresmore attention and careful management than any other resource of an organization. This paperalso deals with the influence of Internet and information technology on work and human resourcemanagement.

APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

African Journals Online (AJOL)

Frederick Iraki

strategic perspective and constantly monitor and encourage the development of new skills and ... Human. Resource Management practices affect organizations productivity, corporate and financial ..... Exploring Human Resource. Management ...

Human resource management in patient-centered pharmaceutical care.

Science.gov (United States)

White, S J

1994-04-01

Patient-centered care may have the pharmacists and technicians reporting either directly or in a matrix to other than pharmacy administration. The pharmacy administrative people will need to be both effective leaders and managers utilizing excellent human resource management skills. Significant creativity and innovation will be needed for transition from departmental-based services to patient care team services. Changes in the traditional methods of recruiting, interviewing, hiring, training, developing, inspiring, evaluating, and disciplining are required in this new environment.

Human Resource Management in Sports: A Critical Review of its Importance and Pertaining Issues

Directory of Open Access Journals (Sweden)

Weerakoon Ranjan Kumara

2016-03-01

Full Text Available This paper will illustrate the meaning and importance of human resource management (HRM, human resource planning, and strategic human resource management, which are critically important for an organization’s effectiveness and must be effectively managed (Doherty, 1998. This study used the literature review method to acquire its final results. The relevant HRM literature review was done according to the purpose of the study. It used the purposive random sample method for selecting relevant literature. This study shows the current economic environment in the sports industry; the second part of the study critically analyzes the value of the strategic management of employees for the effective and efficient operation of sports organizations. It also critically evaluates human resource planning and other pertinent issues in terms of legislation, recruitment, selection, training, induction, and reward management from different international examples in sports management. Over the past few decades, increasing competition, globalization, and continuous changes in the market and in technology have emphasized the need to rethink the management of the organization and of human resources for the sake of overcoming significant challenges (Taylor et al., 2006. Therefore, managers should use strategic human resource management to overcome significant issues and to form well-planned strategies so that the organization may succeed.

The Peculiarities of Human Resource Information Management Problems and Solutions

Directory of Open Access Journals (Sweden)

Gražina Kalibataitė

2013-02-01

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

The Peculiarities of Human Resource Information Management Problems and Solutions

Directory of Open Access Journals (Sweden)

Gražina Kalibataitė

2012-12-01

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

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...

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.

Health Impacts from Human Interaction with the Environment

Science.gov (United States)

Hasan, S. E.

2008-12-01

Humans have produced far greater impact on the environment than any other living form. The impact has been so significant-particularly during the past 50 years-that a new word, Anthrposphere has started appearing in recent literature. It is now being used along with the four major components of the system earth to underscore humans' influence on the environment. Human activities have produced a myriad of impacts on the environment that span the scale from local to global. The slow process that brought humanity to the present environmental crisis began with the Industrial Revolution and has greatly accelerated since the World War II. The past 50 years mark a unique period in human history that is characterized by rapid technological advances and unprecedented population growth. While the use of technology has been very effective in meeting the needs of the growing population, it has also produced serious impact on the environment. Large scale exploitation of mineral, fuel, water, forest, and marine resources has led to severe environmental degradation; and the resulting pollution of air, water, and land has caused serious consequences to human and ecological health. The presentation deals with the adverse impact on human health associated with mining, dam and reservoir construction, improper waste management, use of fossil fuels, and climate change. Case studies are included to illustrate health impacts from metal and coal mining; dam and reservoir construction and preponderance of disease vectors; pollution caused by improper waste disposal and the resulting incidence of cancer and other diseases; and emergence of vector-borne diseases at hitherto unknown locations, cardiovascular and respiratory track ailments, and increased morbidity and mortality triggered by elevated temperatures associated with climate change. A brief discussion of possible measures to mitigate the health consequences is also included in the presentation.

Incentives for improving human resource outcomes in health care: overview of reviews.

Science.gov (United States)

Misfeldt, Renee; Linder, Jordana; Lait, Jana; Hepp, Shelanne; Armitage, Gail; Jackson, Karen; Suter, Esther

2014-01-01

To review the effectiveness of financial and nonfinancial incentives for improving the benefits (recruitment, retention, job satisfaction, absenteeism, turnover, intent to leave) of human resource strategies in health care. Overview of 33 reviews published from 2000 to 2012 summarized the effectiveness of incentives for improving human resource outcomes in health care (such as job satisfaction, turnover rates, recruitment, and retention) that met the inclusion criteria and were assessed by at least two research members using the Assessment of Multiple Systematic Reviews quality assessment tool. Of those, 13 reviews met the quality criteria and were included in the overview. Information was extracted on a description of the review, the incentives considered, and their impact on human resource outcomes. The information on the relationship between incentives and outcomes was assessed and synthesized. While financial compensation is the best-recognized approach within an incentives package, there is evidence that health care practitioners respond positively to incentives linked to the quality of the working environments including opportunities for professional development, improved work life balance, interprofessional collaboration, and professional autonomy. There is less evidence that workload factors such as job demand, restructured staffing models, re-engineered work designs, ward practices, employment status, or staff skill mix have an impact on human resource outcomes. Overall, evidence of effective strategies for improving outcomes is mixed. While financial incentives play a key role in enhancing outcomes, they need to be considered as only one strategy within an incentives package. There is stronger evidence that improving the work place environment and instituting mechanisms for work-life balance need to be part of an overall strategy to improve outcomes for health care practitioners.

The fluidities of digital learning environments and resources

DEFF Research Database (Denmark)

Hansbøl, Mikala

2012-01-01

The research project “Educational cultures and serious games on a global market place” (2009-2011) dealt with the challenge of the digital learning environment and hence it’s educational development space always existing outside the present space and hence scope of activities. With a reference...... and establishments of the virtual universe called Mingoville.com, the research shows a need to include in researchers’ conceptualizations of digital learning environments and resources, their shifting materialities and platformations and hence emerging (often unpredictable) agencies and educational development...... spaces. Keywords: Fluidity, digital learning environment, digital learning resource, educational development space...

CHARACTERISTICS OF HUMAN RESOURCE PLANNING IN HEALTHCARE

Directory of Open Access Journals (Sweden)

Tsvetelina Mihaylova

2018-03-01

Full Text Available The planning may be determined as prediction and prognosis making of human resources in a long-term plan, in conformity with the aims of the particular healthcare institution. It is prepared by the medical manager based on different analyses and prognoses with the purpose of ensuring the needed number of human resources. The aim of the study is an exploration of some of the reasons for the shortage of human resources in the healthcare system. In order to be achieved the realization of the aim set, a task was assigned for analysis of the main aspects of human resource planning in the healthcare system. Data from available scientific sources on the subject were used; they were published in different scientific issues. The results from the study demonstrate that the human resource planning is usually determined by the volume of work, however, due to the specificity of the activities in the health care system, it is usually determined by the type of labour functions – basic, governing, assisting. The future needs of personnel are fully determined by the mission, strategy, and aims of the organization. A conclusion may be drawn that the human resource planning is a necessary condition for effective management of human resources, and it has a significant and decisive role in the prosperity of the particular hospital.

Human Resources practices and workplace environmental support

Directory of Open Access Journals (Sweden)

Noel Ngwenya

2014-01-01

Full Text Available The key to retaining employees lies on the organization’s capability of supporting employees by understanding and answering to their intrinsic motivators. It is important for employees to perceive a positive and valuing attitude of the organization toward them in order to have greater motivation for staying in the organization. Such condition for employee retention is based on the social exchange theory which holds that the exchange relationship between employer and employee goes beyond exchange of impersonal resources such as money, information, and service. One of the leading challenges in creating attractive and supporting working environment has be implementing effective human development strategies to enhance organizational performance and employee commitment. Therefore, managing human resources plays a crucial role in a process of increasing organization, starting from line managers who need to be aware of factors that motivate their subordinates to make them perform well, ending up with human resources professionals who have to understand motivation to effectively design and implement reward structure and systems. In employment situation, as in personal relationships, commitment is a tow-away street. If employers want committed employees, they need to be committed employers. Committed employees do better work than uncommitted ones and organizations with committed workers do better financially than organizations with uncommitted ones. Employers need to determine what is responsible for this disparity. Many employees perceive that employers do not value loyalty and are willing to sacrifice workers to maintain the financial bottom line. Employees points to decades of downsizing, rightsizing, and re-engineering as the evidence that employers treat them as expendable commodities when times get tough (Bragg, 2002.

Designing Learning Resources in Synchronous Learning Environments

DEFF Research Database (Denmark)

Christiansen, Rene B

2015-01-01

Computer-mediated Communication (CMC) and synchronous learning environments offer new solutions for teachers and students that transcend the singular one-way transmission of content knowledge from teacher to student. CMC makes it possible not only to teach computer mediated but also to design...... and create new learning resources targeted to a specific group of learners. This paper addresses the possibilities of designing learning resources within synchronous learning environments. The empirical basis is a cross-country study involving students and teachers in primary schools in three Nordic...... Countries (Denmark, Sweden and Norway). On the basis of these empirical studies a set of design examples is drawn with the purpose of showing how the design fulfills the dual purpose of functioning as a remote, synchronous learning environment and - using the learning materials used and recordings...

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.

Electricity sector human resources review

Energy Technology Data Exchange (ETDEWEB)

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

2005-07-01

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

[Evaluation of comprehensive capacity of resources and environments in Poyang Lake Eco-economic Zone].

Science.gov (United States)

Song, Yan-Chun; Yu, Dan

2014-10-01

With the development of the society and economy, the contradictions among population, resources and environment are increasingly worse. As a result, the capacity of resources and environment becomes one of the focal issues for many countries and regions. Through investigating and analyzing the present situation and the existing problems of resources and environment in Poyang Lake Eco-economic Zone, seven factors were chosen as the evaluation criterion layer, namely, land resources, water resources, biological resources, mineral resources, ecological-geological environment, water environment and atmospheric environment. Based on the single factor evaluation results and with the county as the evaluation unit, the comprehensive capacity of resources and environment was evaluated by using the state space method in Poyang Lake Eco-economic Zone. The results showed that it boasted abundant biological resources, quality atmosphere and water environment, and relatively stable geological environment, while restricted by land resource, water resource and mineral resource. Currently, although the comprehensive capacity of the resources and environments in Poyang Lake Eco-economic Zone was not overloaded as a whole, it has been the case in some counties/districts. State space model, with clear indication and high accuracy, could serve as another approach to evaluating comprehensive capacity of regional resources and environment.

Towards Improved Human Resource Development In Nigeria ...

African Journals Online (AJOL)

Towards Improved Human Resource Development In Nigeria: Challenges And Prospects. ... Journal of Research in National Development ... Consequently, the paper recommended; improved investment in education, implementable policies on human resource development, involvement of private organization in human ...

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 supporting...

Resources for human genetics on the World Wide Web.

Science.gov (United States)

Osborne, L R; Lee, J R; Scherer, S W

1997-09-01

A little over a century ago, the HMS Beagle sailed the Pacific Ocean bringing Charles Darwin to the perfect environment in which to piece together his observations forming the theory of evolution. Now, geneticists and laypeople alike surf the equally formidable waters of the internet in search of enlightenment. Here, we attempt to help you navigate towards resources for human genetics by providing maps to three destinations: The Human Genome Project (Box 1), education (Box 2), and human genetic diseases (Box 3). For each, we highlight a few sites that we consider are the most informative and original. A more extensive list containing other useful sites has been compiled and posted on a 'jump site' at: http:/(/)www.cgdn.generes.ca/.

Human Resource Orientation and Corporate Performance.

Science.gov (United States)

Lam, Long W.; White, Louis P.

1998-01-01

A study of 14 manufacturing firms found significantly better financial performance among those that strongly emphasized recruitment, compensation, and training and development (a human resource orientation). Human resource development that helped sustain competence combined with that orientation to form a valuable competitive advantage. (SK)

Issues about Human Resources Recruitment

OpenAIRE

Aurel Manolescu

2008-01-01

As to ensure its success or even for surviving, organizations must settle accordingly some issues regarding the human resources enlistment, presented in great details within the article, whose success settlement ensure, concomitantly, the success of the entire assurance process with personnel, process extremely important, if there are taken into consideration, especially, the effects of some possible errors or hire errors. Therefore, the human resources recruitment tends to become a complex a...

THE ROLE OF STRATEGIES FOR PREVENTION AND ADMINISTRATION OF ORGANIZATIONAL STRESS ON THE EFFICIENCY OF HUMAN RESOURCES

OpenAIRE

Mitut Iulian

2011-01-01

In knowledge-based organizations the stress becomes predictable and success ends up dependent on antistress organizational strategies, on the non-financial motivation and efficiency of human resource. Such human resources strategies influence organization’s excellence in crisis or normal situations. The pressures and tensions of organizational environment have amplified and changed the way/ lifestyle of the individual and organizations, they changed political, economic and organiz...

Assessment of the Human Environment 2012; Balans van de Leefomgeving 2012

Energy Technology Data Exchange (ETDEWEB)

Dassen, T.; Van Veen, M. (eds.)

2012-09-15

The Assessment of the Human Environment evaluates the extent to which policy objectives, as set by the Dutch Cabinet, are being met in the fields that concern the human environment (the environment, nature and space). The human environment is determined by local surroundings and accessibility of the workplace, as well as by more abstract or globally felt factors, such as climate change and the use of natural resources, such as land, water and fertilisers for food production. Although these factors together form the physical human environment, they do not add up to a single quality standard for the human environment. The issues that provide the concept of the human environment with concrete, relevant meaning are all separate, such as the quality of the local surroundings or global climate change. These findings present the most prominent developments in relation to the status of the various factors that determine the quality of the human environment, and compare these with government objectives for the policy areas. In areas where objectives are unlikely to be achieved, suggestions for policy improvements have been provided. Developments around all environmental, nature and spatial objectives can be found in the digital assessment - the website that accompanies this Assessment of the Human Assessment of the Human Environment 2012 (www.pbl.nl/balans2012; in Dutch) [Dutch] Deze Balans is een ex-durante evaluatie van het nationale beleid voor milieu, natuur, water en ruimte. In de Balans evalueert het PBL tweejaarlijks de effecten van het huidige vastgestelde en voorgenomen beleid. Dit keer inclusief de afspraken in het Lenteakkoord voor zover die voldoende concreet zijn uitgewerkt. De evaluatie is geordend rond zes thema's of maatschappelijke handelingssystemen waarin overheden, maatschappelijke partijen en burgers bij het nastreven van hun diverse doelen, van elkaar afhankelijk zijn: energie, voedsel, landelijk gebied, water, bereikbaarheid en het stedelijk

Assessment of the Human Environment 2012; Balans van de Leefomgeving 2012

Energy Technology Data Exchange (ETDEWEB)

Dassen, T.; Van Veen, M. [eds.

2012-09-15

The Assessment of the Human Environment evaluates the extent to which policy objectives, as set by the Dutch Cabinet, are being met in the fields that concern the human environment (the environment, nature and space). The human environment is determined by local surroundings and accessibility of the workplace, as well as by more abstract or globally felt factors, such as climate change and the use of natural resources, such as land, water and fertilisers for food production. Although these factors together form the physical human environment, they do not add up to a single quality standard for the human environment. The issues that provide the concept of the human environment with concrete, relevant meaning are all separate, such as the quality of the local surroundings or global climate change. These findings present the most prominent developments in relation to the status of the various factors that determine the quality of the human environment, and compare these with government objectives for the policy areas. In areas where objectives are unlikely to be achieved, suggestions for policy improvements have been provided. Developments around all environmental, nature and spatial objectives can be found in the digital assessment - the website that accompanies this Assessment of the Human Assessment of the Human Environment 2012 (www.pbl.nl/balans2012; in Dutch) [Dutch] Deze Balans is een ex-durante evaluatie van het nationale beleid voor milieu, natuur, water en ruimte. In de Balans evalueert het PBL tweejaarlijks de effecten van het huidige vastgestelde en voorgenomen beleid. Dit keer inclusief de afspraken in het Lenteakkoord voor zover die voldoende concreet zijn uitgewerkt. De evaluatie is geordend rond zes thema's of maatschappelijke handelingssystemen waarin overheden, maatschappelijke partijen en burgers bij het nastreven van hun diverse doelen, van elkaar afhankelijk zijn: energie, voedsel, landelijk gebied, water, bereikbaarheid en het stedelijk gebied

Human resource crises in German hospitals?an explorative study

OpenAIRE

Schermuly, Carsten C; Draheim, Michael; Glasberg, Ronald; Stantchev, Vladimir; Tamm, Gerrit; Hartmann, Michael; Hessel, Franz

2015-01-01

Background The complexity of providing medical care in a high-tech environment with a highly specialized, limited labour force makes hospitals more crisis-prone than other industries. An effective defence against crises is only possible if the organizational resilience and the capacity to handle crises become part of the hospitals? organizational culture. To become more resilient to crises, a raised awareness?especially in the area of human resource (HR)?is necessary. The aim of this paper is...

Evidence-based human resource management: a study of nurse leaders' resource allocation.

Science.gov (United States)

Fagerström, Lisbeth

2009-05-01

The aims were to illustrate how the RAFAELA system can be used to facilitate evidence-based human resource management. The theoretical framework of the RAFAELA system is based on a holistic view of humankind and a view of leadership founded on human resource management. Nine wards from three central hospitals in Finland participated in the study. The data, stemming from 2006-2007, were taken from the critical indicators (ward-related and nursing intensity information) for national benchmarking used in the RAFAELA system. The data were analysed descriptively. The daily nursing resources per classified patient ratio is a more specific method of measurement than the nurse-to-patient ratio. For four wards, the nursing intensity per nurse surpassed the optimal level 34% to 62.2% of days. Resource allocation was clearly improved in that a better balance between patients' care needs and available nursing resources was maintained. The RAFAELA system provides a rational, systematic and objective foundation for evidence-based human resource management. Data from a systematic use of the RAFAELA system offer objective facts and motives for evidence-based decision making in human resource management, and will therefore enhance the nurse leaders' evidence and scientific based way of working.

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...

ANALYZING AND MODELING THE ROLE OF HUMAN RESOURCE INFORMATION SYSTEM ON HUMAN RESOURCE PLANNING AT HIGHER EDUCATION INSTITUTION IN INDONESIA

Directory of Open Access Journals (Sweden)

Susilo H.

2017-08-01

Full Text Available The challenge of Human Resource Management in Higher Education Institutions is how to plan, organize, and assess the performance of human resources so as to contribute as much as possible to the achievement of high quality education objectives. To answer these challenges, the role of Human Resources Information System (HRIS is needed to facilitate leadership both at the university and faculty level in preparing the needs planning and utilizing the advantages of human resources. This study aims to analyze the role of HRIS in human resource planning, especially in the stages of needs planning activities, recruitment and selection, human resources development, promotion and promotion, and assessment of work and remuneration. The output of research resulted in the form of HRIS-based human resource planning concepts for Higher Education Institutions. The research method was designed using qualitative descriptive approach. Data collection is done through observation technique and interview with research location in University of Brawijaya. The results show that the existing HRIS has not played an optimal role because the function of the system is still limited as a data gathering medium and the submission of employment reports that have not been able to contribute as a decision support system for leaders in HR planning.

40 CFR 1508.14 - Human environment.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 32 2010-07-01 2010-07-01 false Human environment. 1508.14 Section 1508.14 Protection of Environment COUNCIL ON ENVIRONMENTAL QUALITY TERMINOLOGY AND INDEX § 1508.14 Human environment. Human environment shall be interpreted comprehensively to include the natural and...

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 to...

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…

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 resources...

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) Organizational...

Overview of Trends Shaping Human Resource Management for ...

African Journals Online (AJOL)

Human Resource Management (HRM) is a strategic and coherent approach to the ... effectively, human resources will make a substantial impact on firm.s performance used. ... resource managers do and the models for engagement of human capital. ... education, training, skills, and expertise of an organization.s employees.

Influence Of Globalization On Human Resource Development In ...

African Journals Online (AJOL)

The paper addressed the influence of Globalization on human resource development in Nigeria. It traced the origin of human resource development in Nigeria to the coming of the missionaries who spiritually colonized Africa and also educated their adherents. The human resource produced from the education offered were ...

Ethics and morala as a significant part of resource of human management

OpenAIRE

ŠKODOVÁ, Hana

2008-01-01

The objective of this bachelor´s work was to specify decisive differences between ethics and morality in today´s market environment on the level of business sphere, to occupy with ethical probléme and to find out if ethics is reallly an important part of the human resource management nowadays.

Environmental resources of selected areas of Hawaii: Cultural environment and aesthetic resources

Energy Technology Data Exchange (ETDEWEB)

Trettin, L.D. [Univ. of Tennessee (United States); Petrich, C.H.; Saulsbury, J.W. [Oak Ridge National Lab., TN (United States)

1996-01-01

This report has been prepared to make available and archive the background scientific data and related information collected on the cultural environment and aesthetic resources during the preparation of the environmental impact statement (EIS) for Phases 3 and 4 of the Hawaii Geothermal Project (HGP) as defined by the state of Hawaii in its April 1989 proposal to Congress. The cultural environment in the Geothermal Resource Zone (GRZ) and associated study area consists of Native Hawaiian cultural and religious practices and both Native Hawaiian and non-Native Hawaiian cultural resources. This report consists of three sections: (1) a description of Native Hawaiian cultural and religious rights, practices, and values; (2) a description of historic, prehistoric, and traditional Native Hawaiian sites; and (3) a description of other (non-native) sites that could be affected by development in the study area. Within each section, the level of descriptive detail varies according to the information currently available. The description of the cultural environment is most specific in its coverage of the Geothermal Resource Subzones in the Puna District of the island of Hawaii and the study area of South Maui. Ethnographic and archaeological reports by Cultural Advocacy Network Developing Options and International Archaeological Research Institute, Inc., respectively, supplement the descriptions of these two areas with new information collected specifically for this study. Less detailed descriptions of additional study areas on Oahu, Maui, Molokai, and the island of Hawaii are based on existing archaeological surveys.

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…

On library information resources construction under network environment

International Nuclear Information System (INIS)

Guo Huifang; Wang Jingjing

2014-01-01

Information resources construction is the primary task and critical measures for libraries. In the 2lst century, the knowledge economy era, with the continuous development of computer network technology, information resources have become an important part of libraries which have been a significant indicator of its capacity construction. The development of socialized Information, digitalization and internalization has put forward new requirements for library information resources construction. This paper describes the impact of network environment on construction of library information resources and proposes the measures of library information resources. (authors)

Intergenerational Efforts to Develop a Healthy Environment for Everyone: Sustainability as a Human Rights Issue.

Science.gov (United States)

Kruger, Tina M; Savage, Caroline E; Newsham, Patrick

2014-12-01

As climate change proceeds at an unprecedented rate, concern for the natural environment has increased. The world's population aging also continues to rise at an unprecedented rate, giving greater attention to the implications of an older population. The two trends are linked through the fact that changes to the environment affect older adults, and older adults affect the environment. Sustainability is, therefore, an intergenerational phenomenon, and protecting resources today leaves a positive legacy and enhances quality of life for future generations. Older adults have much to share with younger generations about behaviors that promote sustainable living, yet few sustainability efforts are intergenerational in nature. As large numbers of people currently subsist without secure access to basic needs, ensuring equitable resource consumption for all generations is urgent and aligns with the Universal Declaration of Human Rights. Through exploring linkages between aging and sustainability, we identify intergenerational strategies to protect the environment and promote human rights and quality of life for older adults. © The Author(s) 2015.

Discussing the Effective Factors on Maintenance of Human Resources

OpenAIRE

Bahare Shahriari

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

Jessica L Barker

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

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.

Managing the human resources in beer industry

Directory of Open Access Journals (Sweden)

Živković Dragić

2014-01-01

Full Text Available The human resources' management in business systems comprises a selection of goals, a policy determination, as well as planning, organizing, coordination and control of activities in the field of human resources, by taking over the management actions, in order to achieve the selected goals and to realize the purpose of the management function, as a sub-system of an organization's operation. The basic tasks of the human resources management are: planning, knowledge managing, improvement of work process and quality, control and evaluation of achievements. The paper's goal is to point out to a significance, which it has for its successful business, according to an analysis and description of the most important activities of the human resources' management, as theoretically, as well as practically, in a concrete business system.

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…

Communication and Human Resources Management and Their ...

African Journals Online (AJOL)

communication and Human Resources Management in educationalinstitutions in Nigeria. To achieve this, efforts were made to give a general overview of how culture and communication are significant to Human Resources Management. According to the ...

The Representation of Human-Environment Interactions in Land Change Research and Modelling

NARCIS (Netherlands)

Verburg, P.H.; Manfredo, M.J.; Vaske, J.J.; Rechkemmer, A.; Duke, E.A.

2014-01-01

Land change is the result of multiple human-environment interactions operating across different scales. Land change research needs to account for processes ranging from global trade of food and energy to the local management of land resources at farm and landscape level. Land change has a pronounced

A sample application of nuclear power human resources model

International Nuclear Information System (INIS)

Gurgen, A.; Ergun, S.

2016-01-01

One of the most important issues for a new comer country initializing the nuclear power plant projects is to have both quantitative and qualitative models for the human resources development. For the quantitative model of human resources development for Turkey, “Nuclear Power Human Resources (NPHR) Model” developed by the Los Alamos National Laboratory was used to determine the number of people that will be required from different professional or occupational fields in the planning of human resources for Akkuyu, Sinop and the third nuclear power plant projects. The number of people required for different professions for the Nuclear Energy Project Implementation Department, the regulatory authority, project companies, construction, nuclear power plants and the academy were calculated. In this study, a sample application of the human resources model is presented. The results of the first tries to calculate the human resources needs of Turkey were obtained. Keywords: Human Resources Development, New Comer Country, NPHR Model

Past and present management of water resources in karst environments

Science.gov (United States)

Parise, Mario

2010-05-01

Karst is a very peculiar environment, and has a number of intrinsic features that clearly distinguish it from any other natural setting. Hydrology of karst is dominated by absence or very scarce presence of surface runoff, since water rapidly infiltrates underground through the complex network of conduits and fissures that are at the origin of the development of karst caves. The limited presence of water at the surface represented the main problem to be faced by man, starting from the very first historic phases of establishing settlements in karst territories. As often happens in areas with limited natural resources, man was however able to understand the local environment through observations and direct experience, develop technique in order to collect the limited available water resources, and adapt his way of life to the need of the natural environment. In a few words, a sustainable use of the water resources was reached, that went on for many centuries, allowing development of human settlements and agriculture, and, at the same time, protecting and safeguarding the precious hydric resources. Some of the most typical rural architectures built in karst areas of the Mediterranean Basin can be described as examples of such efforts: from the dry stone walls, to many types of storage-houses or dwellings, known with different names, depending upon the different countries and regions. Dry stone walls, in particular, deserve a particular attention, since they had multiple functions: to delimit the fields and properties, to act as a barrier to soil erosion, to allow terracing the high-gradient slopes, to collect and store water. At this latter aim, dry stone walls were build in order to create a small but remarkable micro-environment, functioning as collectors of moisture and water vapour. In the last centuries, with particular regard to the last decades of XX century, the attention paid by man to the need of the natural environment has dramatically changed. This

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.

The impact of human resource valuation on corporate performance ...

African Journals Online (AJOL)

It was recommended that accounting bodies should educate management of companies & human resource managers on the need to capitalize investment in human resource. It was also recommended that there should be harmonization of the various concept of human resource accounting which include human asset ...

Determinants of human resource investment in internal controls

Directory of Open Access Journals (Sweden)

Jong-Hag Choi

2013-09-01

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

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.

Strategic Human Resource Management and the Australian Public Sector

Directory of Open Access Journals (Sweden)

Karen MANNING

2010-06-01

Full Text Available The connection between human resources and performance in firms in the private sector is well documented. What is less clear is whether the move towards managerialism that has taken place within the Australian public sector during the last twenty years has brought with it some of the features of the relationships between Human Resource Management (HRM and performance experienced within the private sector. The research begins with a review of the literature. In particular the conceptual thinking surrounding the connection between HRM and performance within private sector organizations is explored. Issues of concern are the direction of the relationship between HRM and performance and definitional questions as to the nature and level of HRM to be investigated and the measurement of performance. These conceptual issues are also debated within the context of a public sector and particularly the Australian environment. An outcome of this task is the specification of a set of appropriate parameters for a study of these linkages within Australian public sector organizations.

Effects of modifying water environments on water supply and human health

Science.gov (United States)

Takizawa, S.; Nguyen, H. T.; Takeda, T.; Tran, N. T.

2008-12-01

Due to increasing population and per-capita water demand, demands for water are increasing in many parts of the world. Consequently, overuse of limited water resources leaves only small amounts of water in rivers and is bringing about rapid drawdown of groundwater tables. Water resources are affected by human activities such as excessive inputs of nutrients and other contaminants, agriculture and aquaculture expansions, and many development activities. The combined effects of modifying the water environments, both in terms of quantity and quality, on water supply and human health are presented in the paper with some examples from the Asian countries. In rural and sub-urban areas in Bangladesh and Vietnam, for example, the traditional way of obtaining surface water from ponds had been replaced by taking groundwaters to avert the microbial health risks that had arisen from contamination by human wastes. Such a change of water sources, however, has brought about human health impact caused by arsenic on a massive scale. In Thailand, the industrial development has driven the residents to get groundwater leaden with very high fluoride. Monitoring the urine fluoride levels reveal the risk of drinking fluoride-laden groundwaters. Rivers are also affected by extensive exploitation such as sand mining. As a result, turbidity changes abruptly after a heavy rainfall. In cities, due to shrinking water resources they have to take poor quality waters from contaminated sources. Algal blooms are seen in many reservoirs and lakes due to increasing levels of nutrients. Hence, it is likely that algal toxins may enter the water supply systems. Because most of the water treatment plants are not designed to remove those known and unknown contaminants, it is estimated that quite a large number of people are now under the threat of the public health "gtime bomb,"h which may one day bring about mass-scale health problems. In order to mitigate the negative impacts of modifying the water

Nurture of human resources for geological repository program

International Nuclear Information System (INIS)

Fujiwara, A.

2004-01-01

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

Activities of nuclear human resource development in nuclear industry

International Nuclear Information System (INIS)

Tsujikura, Yonezo

2010-01-01

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)

Big Data X-Learning Resources Integration and Processing in Cloud Environments

Directory of Open Access Journals (Sweden)

Kong Xiangsheng

2014-09-01

Full Text Available The cloud computing platform has good flexibility characteristics, more and more learning systems are migrated to the cloud platform. Firstly, this paper describes different types of educational environments and the data they provide. Then, it proposes a kind of heterogeneous learning resources mining, integration and processing architecture. In order to integrate and process the different types of learning resources in different educational environments, this paper specifically proposes a novel solution and massive storage integration algorithm and conversion algorithm to the heterogeneous learning resources storage and management cloud environments.

Responsible Mining: A Human Resources Strategy for Mine Development Project

OpenAIRE

Sampathkumar, Sriram (Ram)

2012-01-01

Mining is a global industry. Most mining companies operate internationally, often in remote, challenging environments and consequently frequently have respond to unusual and demanding Human Resource (HR) requirements. It is my opinion that the strategic imperative behind success in mining industry is responsible mining. The purpose of this paper is to examine how an effective HR strategy can be a competitive advantage that contributes to the success of a mining project in the global mining in...

Mobile Robots in Human Environments

DEFF Research Database (Denmark)

Svenstrup, Mikael

intelligent mobile robotic devices capable of being a more natural and sociable actor in a human environment. More specific the emphasis is on safe and natural motion and navigation issues. First part of the work focus on developing a robotic system, which estimates human interest in interacting......, lawn mowers, toy pets, or as assisting technologies for care giving. If we want robots to be an even larger and more integrated part of our every- day environments, they need to become more intelligent, and behave safe and natural to the humans in the environment. This thesis deals with making...... as being able to navigate safely around one person, the robots must also be able to navigate in environments with more people. This can be environments such as pedestrian streets, hospital corridors, train stations or airports. The developed human-aware navigation strategy is enhanced to formulate...

Human resource management practices stimulating knowledge sharing

Directory of Open Access Journals (Sweden)

Matošková Jana

2017-12-01

Full Text Available The major goal of the paper was to develop a theoretical framework that conceptualizes the indirect impact on human resource management practice on knowledge sharing in the organization. In the current competitive environment, the ability to use knowledge assets and to continuously renovate it is required for organizational success. Therefore, the field of human resource management should dedicate great effort to understanding how to enhance the knowledge flows within the organization. Theoretical indications were provided about HRM practices that influence the quality and quantity of knowledge sharing within an organization. Further, a conceptual model of relations between HRM practices and factors influencing knowledge sharing within an organization was introduced. It is supposed that HRM practices have direct impacts on personality traits of employees, organizational culture, characteristics of managers, and instruments used for knowledge sharing. Subsequently, these factors have direct effects on the perceived intensity of knowledge sharing. The paper offers 12 testable propositions for the indirect relation between HRM practices and knowledge sharing in the organization. The suggested model could assist future research to examine the influence of HRM practices upon managing knowledge is a more complex way. Via a theoretical contribution to the debate on the influence on HRM practices upon managing knowledge, the study contributes to further research development in this field.

Human resource management at 'AD Imlek Belgrade'

Directory of Open Access Journals (Sweden)

Samardžić Maja

2016-01-01

Full Text Available Human resources include overall human potential within an organization: the available knowledge and experience, usable skills and abilities, possible ideas and creations, the level of motivation and interest in the achievement of organizational objectives, etc. The objective of this paper is to highlight the role and importance of human resource management (HRM in achieving business success, based on the analysis of the most important theoretical and practical aspects of human resource management at the 'Imlek' Company. This study required the use of different methods and techniques such as: content analysis, case study, observation, testing and systemic approach. The study showed that sale of the Imlek Company products was widespread in the country and the region. An ongoing market advantage is achieved due to a high quality standard of products, and primarily due to an effective management of human resources. Company management should make formalization and unification, and implement a set of measures in order to improve discipline of the employees. Top workers should be motivated through incentives for performance and innovation.

A Matchmaking Strategy Of Mixed Resource On Cloud Computing Environment

Directory of Open Access Journals (Sweden)

Wisam Elshareef

2015-08-01

Full Text Available Abstract Today cloud computing has become a key technology for online allotment of computing resources and online storage of user data in a lower cost where computing resources are available all the time over the Internet with pay per use concept. Recently there is a growing need for resource management strategies in a cloud computing environment that encompass both end-users satisfaction and a high job submission throughput with appropriate scheduling. One of the major and essential issues in resource management is related to allocate incoming tasks to suitable virtual machine matchmaking. The main objective of this paper is to propose a matchmaking strategy between the incoming requests and various resources in the cloud environment to satisfy the requirements of users and to load balance the workload on resources. Load Balancing is an important aspect of resource management in a cloud computing environment. So this paper proposes a dynamic weight active monitor DWAM load balance algorithm which allocates on the fly the incoming requests to the all available virtual machines in an efficient manner in order to achieve better performance parameters such as response time processing time and resource utilization. The feasibility of the proposed algorithm is analyzed using Cloudsim simulator which proves the superiority of the proposed DWAM algorithm over its counterparts in literature. Simulation results demonstrate that proposed algorithm dramatically improves response time data processing time and more utilized of resource compared Active monitor and VM-assign algorithms.

Human Resource Management and Employee Job Satisfaction: Evidence from the Nigerian Banking Industry

Directory of Open Access Journals (Sweden)

Osibanjo, Omotayo Adewale

2012-06-01

Full Text Available The paper examines the effect of human resources management (factors on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was the questionnaire. The population of the study covered the entire staff of Intercontinental and Ecobank and the sample size of 200 employees were selected, using the simple random sampling techniques. Correlation and Regression analysis was adopted and the data generated was in line with the objectives of the study. The hypotheses were tested, and valid result was achieved i.e. Human Resources Management has an effect on employee job satisfaction. This suggests that for organization to develop, it must invest more in the human capital. The business environment is dynamic and there is need for organizations to adopt strategies to motivate and equip their staff, so as to ensure their loyalty and be source of competitive advantage.

Importance of Knowledge Management in Human Resource Development

International Nuclear Information System (INIS)

Pleslic, Sanda

2014-01-01

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

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...

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..

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.

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

Science.gov (United States)

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

2016-11-21

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

Issues about Human Resources Recruitment

Directory of Open Access Journals (Sweden)

Aurel Manolescu

2008-04-01

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

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 HRIC's...

Global-minded Human Resources and Expectations for Universities

Science.gov (United States)

Inoue, Hiroshi

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

Managing human resources in the field of nuclear energy

International Nuclear Information System (INIS)

2009-01-01

The nuclear field, comprising industry, government authorities, regulators, R and D organizations and educational institutions, relies heavily on a specialized, highly trained and motivated workforce for its sustainability. An ageing workforce, declining student enrolment and the resultant risk of losing accumulated nuclear knowledge and experience for expanding or newly established nuclear programmes are all serious challenges that influence the management of human resources (HR) in the nuclear field. The management of human resources requires particular attention in the field of nuclear energy, both because of the high standards of performance expected in this field and the considerable time needed to develop such specialists. The peaceful uses of nuclear energy were primarily developed during the second half of the twentieth century. The nuclear field is now at a mature stage of development, with those who were pioneers in the field having retired and their responsibilities handed over to subsequent generations. For those aspects of the nuclear field related to nuclear power, a great deal of effort has been devoted to managing and continuing to improve the safety and operational performance of existing facilities. However, indications are that the next decades may see considerable expansion to meet increasing energy needs, while responding to concerns about the environment, including global warming. Thus, in the nuclear field, those Member States with existing nuclear power programmes may be forced to replace a large part of their current workforce, while also attracting, recruiting and preparing a fresh workforce for the new facilities being planned. At the same time, those who will be initiating nuclear power programmes, or other peaceful applications, will be developing HR for their programmes. In the past, the development of human resources in the nuclear field has depended on considerable support from organizations in the country of origin of the technology

Natural resource collection and desired family size: a longitudinal test of environment-population theories.

Science.gov (United States)

Brauner-Otto, Sarah R; Axinn, William G

2017-06-01

Theories relating the changing environment to human fertility predict declining natural resources may actually increase the demand for children. Unfortunately most previous empirical studies have been limited to cross-sectional designs that limit our ability to understand links between processes that change over time. We take advantage of longitudinal measurement spanning more than a decade of change in the natural environment, household agricultural behaviors, and individual fertility preferences to reexamine this question. Using fixed-effects models, we find that women experiencing increasing time required to collect firewood to heat and cook or fodder to feed animals (the dominant needs for natural resources in this setting) increased their desired family size, even as many other macro-level changes have reduced desired family size. In contrast to previous, cross-sectional studies we find no evidence of such a relationship for men. Our findings regarding time spent collecting firewood are also new. These results support the "vicious circle" perspective and economic theories of fertility pointing to the value of children for household labor. This feedback from natural resource constraint to increased fertility is an important mechanism for understanding long term environmental change.

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…

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...

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...

7 CFR 2.59 - Deputy Under Secretaries for Natural Resources and Environment.

Science.gov (United States)

2010-01-01

... Environment. 2.59 Section 2.59 Agriculture Office of the Secretary of Agriculture DELEGATIONS OF AUTHORITY BY... Under Secretary for Natural Resources and Environment § 2.59 Deputy Under Secretaries for Natural Resources and Environment. Pursuant to § 2.20(a), subject to reservations in § 2.20(b), and subject to...

The Interaction between Human and Organizational Capital in Strategic Human Resource Management (P.49-62)

OpenAIRE

Audia Junita

2017-01-01

Studies in strategic human resource management emphasize the contribution of human and human resource management to organizational performance achievement. Human and organizational capitals are strategic capability and mechanism to create value in an organization.This paper seeks to identify an interactive relationship between human and organizational capital in strategic human resource management theoretically, which so far, have not got adequate attention, particularly in a systemic relatio...

Future for nuclear data research. Human resources

International Nuclear Information System (INIS)

Baba, Mamoru

2006-01-01

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)

Evaluating the mathematical models to Solve Job Shop Problem with the Use of human resources specialists in projects

Directory of Open Access Journals (Sweden)

Renato Penha

2012-10-01

Full Text Available A project can be defined as a complex system. This requires the use of resources (human, material, technology, etc., allocated among alternative uses, as a means to achieve specific goals by the presence of constraints of different orders. The planning, allocation and prioritization of resources, including human resource specialists (HRE, is performed by means of single project management.This treatment can cause internal strife by using the same resource or even its underuse, and may worsen in software development environments due to the high degree of interdependence, uncertainty and risk of each project. This need is related to the so called Job Shop Problem (JSP. In this context, the objective of this study is to evaluate the mathematical models of genetic algorithm and optimization and their contributions to solve Job Shop Problem in software development projects with the use of human resources specialists.

PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

Directory of Open Access Journals (Sweden)

Amalia-Luisa PUPĂZĂ

2011-03-01

Full Text Available 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 resources crisis of public health organizations. The role that human resources play in the health care system is indisputable. Essential to achieve quality performance in health care is human resources management. To overcome the human resources crisis that public health organizations in Romania is facing , specialists in the field have made several key recommendations: development of a coherent policy formation, development and allocation of human resources in health, increasing the number of medical staff and opportunities of professional career development in the medical field. Health system reform involves changing some aspects of employment, working conditions, degree of decentralization of management, skills, salary system and staff motivation.

Conceptual modelling of human resource evaluation process

Directory of Open Access Journals (Sweden)

Negoiţă Doina Olivia

2017-01-01

Full Text Available Taking into account the highly diverse tasks which employees have to fulfil due to complex requirements of nowadays consumers, the human resource within an enterprise has become a strategic element for developing and exploiting products which meet the market expectations. Therefore, organizations encounter difficulties when approaching the human resource evaluation process. Hence, the aim of the current paper is to design a conceptual model of the aforementioned process, which allows the enterprises to develop a specific methodology. In order to design the conceptual model, Business Process Modelling instruments were employed - Adonis Community Edition Business Process Management Toolkit using the ADONIS BPMS Notation. The conceptual model was developed based on an in-depth secondary research regarding the human resource evaluation process. The proposed conceptual model represents a generic workflow (sequential and/ or simultaneously activities, which can be extended considering the enterprise’s needs regarding their requirements when conducting a human resource evaluation process. Enterprises can benefit from using software instruments for business process modelling as they enable process analysis and evaluation (predefined / specific queries and also model optimization (simulations.

OAS :: Accountability :: Human Resources

Science.gov (United States)

OAS, including its organizational structure, each organizational unit's staffing, vacant posts, and a list of procurement notices for formal bids, links to the performance contract and travel control Plan Human Resources Organizational Structure Functions of each organizational unit Vacant Posts

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

Impact of Globalization on the Human Resource Management ...

African Journals Online (AJOL)

Impact of Globalization on the Human Resource Management Function in ... impact on the management of human resources in developing countries including Kenya. ... The non-core jobs have been outsourced which has led to an increase in ...

LINKING MARKETING AND HUMAN RESOURCES RECRUITMENT TO OBTAIN ORGANIZATIONAL EFFICIENCY

Directory of Open Access Journals (Sweden)

Nicoleta Valentina FLOREA

2010-01-01

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

Efforts for nuclear energy human resource development by industry-government-academic sectors cooperation. Nuclear Energy Human Resource Development Council Report

International Nuclear Information System (INIS)

Yamamoto, Shinji

2009-01-01

The report consists of eighteen sections such as the present conditions of nuclear energy, decreasing students in the department of technology and decreasing numbers of nuclear-related subjects, The Nuclear Energy Human Resources Development Program (HRD Program), The Nuclear Energy Human Resources Development Council (HRD Council), the industry-academia partnership for human resource development, the present situation of new graduates in the nuclear field, new workers of nuclear industry, the conditions of technical experts in the nuclear energy industry, long-range forecast of human resource, increasing international efforts, nuclear energy human resources development road map, three points for HRD, six basic subjects for HRD, the specific efforts of the industrial, governmental and academic sectors, promoting a better understanding of nuclear energy and supporting job hunting and employment, students to play an active part in the world, and support of the elementary and secondary schools. Change of numbers of nuclear-related subjects of seven universities, change of number of new graduates in nuclear field of various companies from 1985 to 2006, number of people employed by nuclear industries from 1998 to 2007, number of technical experts in the electric companies and the mining and manufacturing industries and forecast of number of technical experts in total nuclear industries are illustrated. (S.Y.)

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.

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.

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.

Civil Service Human Resource Capacity and Information Technology

African Journals Online (AJOL)

Tesfaye

2009-01-01

Jan 1, 2009 ... had no impact on the size of jobs that require high-level of human resource capacity. Furthermore ... level human resource capacity has an effect on the size of supervisors, which is the main ...... depreciation. 5 This indicates ...

Marketing Human Resource Development.

Science.gov (United States)

Frank, Eric, Ed.

1994-01-01

Describes three human resource development activities: training, education, and development. Explains marketing from the practitioners's viewpoint in terms of customer orientation; external and internal marketing; and market analysis, research, strategy, and mix. Shows how to design, develop, and implement strategic marketing plans and identify…

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...

Human resource solutions--the Gateway Paper proposed health reforms in Pakistan.

Science.gov (United States)

Nishtar, Sania

2006-12-01

The existence of appropriate institutional and human resource capacity underpins the viability and sustainability of a health reform process within a country. Building human resource capacity within the health sector involves building the capacity of health service providers, health managers and administers as well as the stewards of health. Although capacity building is linked to a generic process closely linked to the broader economic, social and developmental context, it has specific health system connotations which should be the focus of a concerted effort. These include quantitative issues, in-effective deployment and brain-drain, qualitative considerations which stem from gaps in the quality of undergraduate as well as discrepancies in the content and format of training and absence of this in service of training health professionals and gaps in regulation. As one of the fundamental corner stones of health reform the Gateway Paper calls attention to the need to avert these issues with the development of a well-defined policy in human resource development as an entry point. This should be based on an analysis of the human resource need and should clearly define career structures for all categories of healthcare providers, and articulate the mechanisms of their effective deployment. Creating a conducive an rewarding environment, institutionalizing personnel management reform which go beyond personnel actions and set standards of performance, and develop appropriate incentives around this, would be critical. It would also be important to pay due attention to the content and format of training at an undergraduate level, at a postgraduate level and with reference to ongoing education and the allied roles of continuing medical education programs and accreditation of health systems educational institutions. The Gateway Paper also lays stress on effective regulation to curb the practice of quackery.

Investigation of Mergers in Terms of Human Resources and an Example of Application

Directory of Open Access Journals (Sweden)

Alparslan Şahin GÖRMÜŞ

2016-01-01

Full Text Available Businesses may grow by acquisitions in order to protect their assets, to compete and to synergize in today’s global competitive environment. This kind of growth occurred among the businesses varies according to the different criteria. While businesses aim to growth achieve in order to increase their economic profitability, it is necessary to consider the human factor which is the businesses’ building block. As people working within the different businesses will continue to work within the same business culture after the business combination, the importance of human resource management is an undeniable truth in businesses for ensuring employees’ adaptation during of the merger process. The aim of this study, the impact of the problem occurred as a result of ignoring the human resources management is investigated. The study is executed in a business which merge by the way of a textile company operating Uşak province taking over another company in the same sector.

CSIR eNews: Natural resources and environment

CSIR Research Space (South Africa)

CSIR

2007-12-01

Full Text Available seeks to address the significant challenges regarding sustainable development in South Africa, with a focus on the optimal utilisation of natural resources in support of economic growth and human wellbeing....

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

Science.gov (United States)

2010-01-01

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

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.

Adaptation to the International Business Environment: A Resource Advantage Perspective

Directory of Open Access Journals (Sweden)

Manuel Portugal Ferreira

2008-01-01

Full Text Available This paper discusses the importance of the adaptation of the firm to the International Business Environment. Using concepts from the literature on resource advantage, we posit that the firms' adaptation capability to different International Business Environments is a valuable, difficult to imitate, non-tradeable, rare butnot scarce and path dependent resource. We further suggest that adaptation to International Business Environment is a non-substitutable core source of competitive advantage for the multinational enterprises, developed over time through the firms experiences and built into their routines. In line with this argument, some propositions are formulated. We conclude with a broad discussion and suggesting some avenues for future research\\.

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....

Relevance of counselling to human resource management in ...

African Journals Online (AJOL)

However, literature has shown that counselling is universal and useful in all fields of human endeavours. This paper therefore brings into focus the relevance of counselling to human resource management in organizations. It defines counselling, resource management and identifies various services that counsellors perform ...

The Need for Inclusion of Human Resources Accounting in the ...

African Journals Online (AJOL)

Toshiba

terms of skill, sex etc. for effective human resources planning, control and management. ... accounting system to provide human resource accounting for its managers. ... A similar effort in disclosing human resource information in the financial ... Estimate the effect of managerial actions on employees' morale, productivity and ...

Human resource management in change – one reason: the European Union

OpenAIRE

Hannah HERLEMANN

2007-01-01

Times are moving fast, especially if political changes are coming up. Romania’s accession to the European Union is followed by several changes in the Human Resource Management; in Romania itself, but also in the other EU countries. Employees are moving beyond borders to work abroad and need to be caught and imbedded in the new working environment. Motivation is an important issue, but also other appeals for qualified staff to decide upon the move into a foreign European country. Further of im...

EVALUATION OF PROFESSIONALISM IN HUMAN RESOURCES MANAGEMENT IN THE REPUBLIC OF MOLDOVA

Directory of Open Access Journals (Sweden)

BÎRCĂ ALIC

2017-06-01

Full Text Available This paper refers to the specialisation of human resources management. Starting from the idea that, human resources specialists are responsible for a number of activities within organizations, it is necessary that they possess the knowledge and skills required to perform them. HR specialists must be able to apply the principles and practices of human resources to add to the success of their organizations. Beyond these requirements, a specialist in human resources must also be efficient on ethical, communication, consultancy, critical evaluation issues etc. Moreover, the article describes the range of skill that human resources specialists should possess. In addition, nowadays it is a must for human resources specialists to assume certain roles to efficiently perform the activities related to the human resources management. The article also shows the real situation in the specialisation of human resources management in the Republic of Moldova. Therefore, a study was conducted that aimed at linking the studies held by the employees from the human resources division to the importance of human resources management activities.

INVESTMENT ASPECT IN MATERIAL INCENTIVE OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

Potasheva Galina Anatol’evna

2017-03-01

Full Text Available Value of intellectual resources in modern economy due to which the assets of human resources became one of the factors of formation of value of systems on the basis of their investing, is considered. Adequate evaluation of employees’ activities as one of the basic resources will make it possible to meet competition under conditions of "survival" through periodic formation of socio-economic profile and stimulation of investment in human resources on the basis of the following technologies: formation of a balanced scorecard system, creation of a mechanism of formation and distribution of labour compensation funds, use of the golden section principle. Establishment of wages according to the golden section principle contributes to the stability and commitment of employees and increase of efficiency of investments in human resources, provided that it doubles the sales volume and should accordingly increase the wages of each employee by a factor of 1.62. Statistical analysis demonstrated that organizations that work using the golden section principle increased the labour productivity on average by 10-20 %, augmented the turnover by a factor of 1.3–1.5, minimized the costs by 15-20 %. Application of the golden section technology creates conditions necessary for economic growth on the basis of efficiency of investments in human resources.

Human resource management practices in public and private ...

African Journals Online (AJOL)

The results, among others, showed that private schools generally better managed their human resources than the public ones. Hence, it was recommended that there should be standard guidelines for operators of schools while human resource managers in the school system should be groomed in managerial psychology.

Developing the function of human resource management with a view to building competitive advantage of enterprises in Bosnia and Herzegovina

Directory of Open Access Journals (Sweden)

Adisa Delić

2014-12-01

Full Text Available Contemporary business environment generates hyper changes and hyper competition, which is why enterprises are challenged to search for new sources to preserve and build competitive advantage in the global marketplace. In the theory and practice of management, the general view is that people and their knowledge are becoming a fundamental value in modern enterprises, and that successful human resource management is an important determinant of competitiveness. However, the importance of having specific knowledge and skills in the enterprises in Bosnia and Herzegovina (BiH is still not recognized and human resources of these enterprises are not treated in accordance with their importance. Therefore, the objective of this paper is to point to the state and prospects of human resource development in the enterprises in BiH in the context of improving their competitiveness. This paper includes the results of one part of the empirical research covering 120 enterprises from BiH. The research was conducted in order to identify and analyze the situation in the field of key phases of human resource management in these enterprises (job analysis, human resource planning, management and selection of human resources, training and human resource development, evaluation of work performance, selection and implementation of the reward system, and management of human resource fluctuation. Based on the results, it can be concluded that the human resource management in these enterprises is underdeveloped when viewed as a special managerial function or business function, but also when treated as a separate modern business orientation in which people and their knowledge are the key value in the enterprise. The study results also show inadequate organizational treatment of human resource management in the enterprises in BiH, considering that managers’ awareness about the importance of establishing a department of human resources in these enterprises is still not

Water resources and human behaviour: an integrated landscape management perspective

Directory of Open Access Journals (Sweden)

Luiz Oosterbeek

2013-09-01

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

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 ...

Biodiversity, Extinction, and Humanity’s Future: The Ecological and Evolutionary Consequences of Human Population and Resource Use

Directory of Open Access Journals (Sweden)

Patrick L. Hindmarsh

2013-04-01

Full Text Available Human actions have altered global environments and reduced biodiversity by causing extinctions and reducing the population sizes of surviving species. Increasing human population size and per capita resource use will continue to have direct and indirect ecological and evolutionary consequences. As a result, future generations will inhabit a planet with significantly less wildlife, reduced evolutionary potential, diminished ecosystem services, and an increased likelihood of contracting infectious disease. The magnitude of these effects will depend on the rate at which global human population and/or per capita resource use decline to sustainable levels and the degree to which population reductions result from increased death rates rather than decreased birth rates.

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.

Transfer of Japanese Human Resource Management to US Subsidiaries: Resource Dependence Theory and Institutionalism

Directory of Open Access Journals (Sweden)

Hisako Matsuo, Ph.D.

2013-07-01

Full Text Available Japanese corporations are characterized by distinctive management practices which have been nurtured in a culturally homogeneous environment. The transferability of these practices to foreign subsidiaries has been a subject of debate among management scholars. Drawing on resource dependence theory and institutionalism, this study examines the impact of homogeneity in management and parent company control on the degree of presence of Japanese human resource management (HRM in U.S. subsidiaries. The study uses Walton and Lawrence’s classification (reward, selection and promotion, employee influence mechanism, and job design to measure uniquely Japanese HRM and a sample survey of 138 U.S. subsidiaries of Japanese multinational corporations for data collection. A principal component analysis reveals that three dimensions of HRM (reward system, selection and promotion, and job design, rather than four, are salient among these establishments. An OLS regression analysis also reveals that the degree of homogeneity in management and parent company control has impact on the transfer of these dimensions of HRM. Some implications for future study are discussed.

VECTR: Virtual Environment Computational Training Resource

Science.gov (United States)

Little, William L.

2018-01-01

The Westridge Middle School Curriculum and Community Night is an annual event designed to introduce students and parents to potential employers in the Central Florida area. NASA participated in the event in 2017, and has been asked to come back for the 2018 event on January 25. We will be demonstrating our Microsoft Hololens Virtual Rovers project, and the Virtual Environment Computational Training Resource (VECTR) virtual reality tool.

Human resource development for management of decommissioning

International Nuclear Information System (INIS)

Tanaka, Kenichi

2017-01-01

This paper described the contents of 'Human resource development for the planning and implementation of safe and reasonable nuclear power plant decommissioning' as the nuclear human resource development project by the Ministry of Education, Culture, Sports, Science and Technology. The decommissioning of a nuclear power plant takes 30 to 40 years for its implementation, costing tens of billions of yen. As the period of decommissioning is almost the same as the operation period, it is necessary to provide a systematic and continuous supply of engineers who understand the essence of the decommissioning project. The engineers required here should have project management ability to take charge of preparation, implementation, and termination of decommissioning, and have the ability to perform not only technology, but also factor management, cost management, and the like. As the preconditions of these abilities, it is important to develop human resources who possess qualities that can oversee decommissioning in the future. The contents of human resource education are as follows; (1) desk training (teaching materials: facilities of nuclear power plants, management of nuclear fuels, related laws, decommissioning work, decontamination, dismantling, disposal of waste, etc.), (2) field training (simulators, inspection of power station under decommissioning, etc.), (3) practical training (radiation inventory evaluation, and safety assessment), and (4) inspection of overseas decommissioning, etc. (A.O.)

Putting your human resource department to work for you.

Science.gov (United States)

McConnell, C R

1991-06-01

As a staff function, human resources is organized as a service activity. Service activities render no patient care; they do not advance the work of the organization. However, they support the performance of the organization's work and in a practical sense become necessary. For example, if a pure service, such as building maintenance, did not exist, the facility's physical plant would gradually self-destruct. Similarly, without human resources to see to the maintenance of the work force, the overall suitability and capability of that work force will steadily erode. Recognize human resources for what it is--an essential service function required to help the organization run as efficiently as possible. Learn what the HR department does, and especially learn why the department does what it does. Provide input to the human resource department. Forge a continuing working relationship with the HR department, making it clear that you expect service from this essential service department. Challenge the HR department to do more, to do better, and to continually improve service--and put the human resource department to work for you and your employees.

Evaluating urban eco-tourism resources and environment: a case study in Shanghai Chenshan Botanical Garden, China

Science.gov (United States)

Yu, Qi; Yin, Jie

2018-02-01

In this paper, Shanghai Chenshan Botanical Garden, China has been selected as the study area. The overall status and the development conditions of resources and environment have been analyzed for the park. The eco-tourism resources and environment of Chenshan Botanical Garden were further evaluated synthetically by using expert analysis and questionnaire. A comprehensive evaluation system including 16 indices has been initially established from three aspects of tourism resource element value, resource development condition and eco-environment condition. The characteristics of eco-tourism resources and the score of each indicator for Chenshan Botanical Garden have subsequently been generated. The results show that the comprehensive evaluation score of eco-tourism resources and environment for Shanghai Chenshan Botanical Garden is 72.06, which belongs to third level of excellent tourism resources and environment. Finally, five suggestions are proposed for future development of its eco-tourism resources and environment.

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.

Human Resource Valuation and the Performance of Selected Banks ...

African Journals Online (AJOL)

Human Resource Valuation and the Performance of Selected Banks in ... the researcher gathered data from Nigerian banks listed in the Nigeria Stock ... Conclusively, human resources cost approach to corporate performance measurement ...

Training human resource for NPP in Vietnam

International Nuclear Information System (INIS)

Nguyen, Trung Tinh; Dam, Xuan Hiep

2008-01-01

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

Key issues in human resource planning for home support workers in Canada.

Science.gov (United States)

Keefe, Janice M; Knight, Lucy; Martin-Matthews, Anne; Légaré, Jacques

2011-01-01

This paper is a synthesis of research on recruitment and retention challenges for home support workers (HSWs) in Canada. Home support workers (HSWs) provide needed support with personal care and daily activities to older persons living in the community. Literature (peer reviewed, government, and non-government documents) published in the past decade was collected from systematic data base searches between January and September 2009, and yielded over 100 references relevant to home care human resources for older Canadians. Four key human resource issues affecting HSWs were identified: compensation, education and training, quality assurance, and working conditions. To increase the workforce and retain skilled employees, employers can tailor their marketing strategies to specific groups, make improvements in work environment, and learn about what workers value and what attracts them to home support work. Understanding these HR issues for HSWs will improve recruitment and retention strategies for this workforce by helping agencies to target their limited resources. Given the projected increase in demand for these workers, preparations need to begin now and consider long-term strategies involving multiple policy areas, such as health and social care, employment, education, and immigration.

SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

Directory of Open Access Journals (Sweden)

Cristian Stefanescu

2017-06-01

Full Text Available Organization’s human resource is often called the "most valuable asset", although it does not appear in the organization’s accounts. Organization's success depends on the way in which its members implement its objectives; therefore the satisfaction of human resources is crucial for achieving good results in the organization. In this work, we conducted an analysis of the particularities of human resource management in secondary education area and an empirical study on the satisfaction of human resources in a typical rural Romanian schools. It is imperative for Romania to adopt a strategy to improve the education system in order to include new approaches of organizational governance and human resources management so that human resources within the education system have a high degree of satisfaction from the work performed.

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,…

Factors Affecting Human Resource Management Practices of Foreign Subsidiaries: Acase study of Japanese Multinational Companies in Malaysia

OpenAIRE

Iberahim, Hadijah

2008-01-01

This study investigates how firm-level human resources management (HRM) practices are transformed to fit the organization's needs of developing skilled workers as core competence, in a changing environment where resources are scarce. This paper deals with the issue of factors influencing HRM practices in the development of competent workforce at two Japanese multinational companies (JMNCs)of Malaysian electric and electrical industry. This qualitative study applied longitudinal and comparat...

A 2-layer and P2P-based architecture on resource location in future grid environment

International Nuclear Information System (INIS)

Pei Erming; Sun Gongxin; Zhang Weiyi; Pang Yangguang; Gu Ming; Ma Nan

2004-01-01

Grid and Peer-to-Peer computing are two distributed resource sharing environments developing rapidly in recent years. The final objective of Grid, as well as that of P2P technology, is to pool large sets of resources effectively to be used in a more convenient, fast and transparent way. We can speculate that, though many difference exists, Grid and P2P environments will converge into a large scale resource sharing environment that combines the characteristics of the two environments: large diversity, high heterogeneity (of resources), dynamism, and lack of central control. Resource discovery in this future Grid environment is a basic however, important problem. In this article. We propose a two-layer and P2P-based architecture for resource discovery and design a detailed algorithm for resource request propagation in the computing environment discussed above. (authors)

The Impact of Human Resource Management Practices on ...

African Journals Online (AJOL)

The focus of this paper is on the impact of HRM practices on private sector organisations performance in Nigeria. Guinness Nigeria Plc is a private sector driving entity. Its human resource practices can be crucial to its performance. The purpose of this study therefore was to assess whether Guinness‟s human resource ...

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

OpenAIRE

Rupietta, Christian; Backes-Gellner, Uschi

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 system it does ...

Marine resource reliance in the human populations of the Atacama Desert, northern Chile - A view from prehistory

Science.gov (United States)

King, Charlotte L.; Millard, Andrew R.; Gröcke, Darren R.; Standen, Vivien G.; Arriaza, Bernardo T.; Halcrow, Siân E.

2018-02-01

The Atacama Desert is one of the most inhospitable terrestrial environments on Earth, yet the upwelling of the Humboldt Current off the coast has resulted in the presence of a rich marine biota. It is this marine environment which first enabled the human settlement of the northern Atacama Desert, and continues to form the basis of regional economies today. In this paper we explore how the desert has shaped human dietary choices throughout prehistory, using carbon and nitrogen isotope analysis of human bone collagen (n = 80) to reconstruct the diets of the inhabitants of the Arica region of the northern Atacama. This area is one of the driest parts of the desert, but has been generally understudied in terms of dietary adaptation. Statistical analysis using FRUITS has allowed deconvolution of isotopic signals to create dietary reconstructions and highlight the continued importance of marine resources throughout the archaeological sequence. Location also appears to have played a role in dietary choices, with inland sites having 10-20% less calories from marine foods than coastal sites. We also highlight evidence for the increasing importance of maize consumption, coinciding with contact with highland polities. In all periods apart from the earliest Archaic, however, there is significant variability between individuals in terms of dietary resource use. We conclude that marine resource use, and broad-spectrum economies persisted throughout prehistory. We interpret these results as reflecting a deliberate choice to retain dietary diversity as a buffer against resource instability.

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

International Nuclear Information System (INIS)

Wash, M.

2008-01-01

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

Human Resource Management in the Enhancement Processes of Knowledge Management

Directory of Open Access Journals (Sweden)

Didi Sundiman

2017-11-01

Full Text Available This research explored Human Resource Management (HRM in enhancement processes of knowledge management. This research explored how HRM practice enhanced the operational of knowledge management. Data were collected by a survey by interviewing 12 informants from Small and Medium Enterprise (SME. The results show that HRM practice gives initiative in the enhancement process of the knowledge management strategy applied to the company. It can be concluded that each sub-component of HRM affects the components of knowledge management, and HRM is highly influential and has a positive effect on quality management processes and vice versa in the work environment.

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.

Natural resources, redistribution and Human capital formation

OpenAIRE

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

2016-01-01

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

Challenges of human resource capacity building assistance

International Nuclear Information System (INIS)

Noro, Naoko

2013-01-01

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)

A Systems Model for Teaching Human Resource Management

Directory of Open Access Journals (Sweden)

George R. Greene

2013-07-01

Full Text Available Efficient and effective human resource management is a complex, involved, and interactive process. This article presents and discusses a unique systems approach model for teaching human resource (people management processes, and the important inter-relationships within that process. The model contains two unique components related to key sub-processes: incentives management and performance evaluation. We have not observed a model applying a systems thinking paradigm presented in any textbook, journal article, business publication, or other literature addressing the topic. For nearly three decades, the model has been used in teaching a comprehensive, meaningful understanding of the human resource management process that can be effectively implemented in both corporate and academic learning venues.

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.

NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

OpenAIRE

Milorad M. Drobac; Milica Radović

2009-01-01

Principal object of the author’s research in work is identification of notion, cru- cial elements and evaluation of human resources management in general and apart in sport. From the beginning of usage of term “human resources management”, we use foretoken “strategic” that has especially signified meaning. Strategic approach to the exploration of this problem points to the fact that human resources are from particularly significance for all forms of human organization (firms, associations, in...

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…

Genotype x environment interaction and optimum resource ...

African Journals Online (AJOL)

... x E) interaction and to determine the optimum resource allocation for cassava yield trials. The effects of environment, genotype and G x E interaction were highly significant for all yield traits. Variations due to G x E interaction were greater than those due to genotypic differences for all yield traits. Genotype x location x year ...

Risk management and nuclear human resources management in construction nuclear power plants in the Gulf Countries

International Nuclear Information System (INIS)

Saeed Hakami; Salim Almarmary

2009-01-01

The countries of the Gulf region have the capacity to rapidly expand their economic growth and gross domestic product (GDP). Also, one may observe that their growth rate is very high. To match this, they need a mix of energy sources for this economic growth. Nuclear power plants can have a significant role as a source of energy in the Gulf countries. Although, some of the Gulf countries signed contracts to construct nuclear power plants, they still require high a level of education as well as sufficient and adequate human resources in order to solve complex issues which may happen at nuclear power plants. The objective of this paper is to identify the complex issues that may arise at a nuclear site. Then the paper goes on to discuss how to evaluate these issues. Finally, the paper studies how to manage and control such complex issues in the work place. The advantage of highly educated people as well as sufficient and adequate human resource can increasingly protect and save human health and the natural environment from issues relating to the use of nuclear energy. There are vast theories, strategies and tools that have discussed in regards to human resources management in the nuclear industries. However, this paper chiefly provides a new risk management methodology. This methodology helps to highlight the risk factors and their consequences at nuclear sites. This paper is intended to decrease risks; to protect human health in the work place at nuclear power plants and save the environment within and beyond national borders and for future generations. It aims to increase safety from the use of nuclear energy, particularly in the Gulf countries.(Author)

Maintenance modeling and optimization integrating human and material resources

International Nuclear Information System (INIS)

Martorell, S.; Villamizar, M.; Carlos, S.; Sanchez, A.

2010-01-01

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.

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.

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.

Human Resource Outsourcing Success

OpenAIRE

Hasliza Abdul-Halim; Elaine Ee; T. Ramayah; Noor Hazlina Ahmad

2014-01-01

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 par...

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.

Design of the Resources and Environment Monitoring Website in Kashgar

International Nuclear Information System (INIS)

Huang, Z; Lin, Q Z; Wang, Q J

2014-01-01

Despite the development of the web geographical information system (web GIS), many useful spatial analysis functions are ignored in the system implementation. As Kashgar is rich in natural resources, it is of great significance to monitor the ample natural resource and environment situation in the region. Therefore, with multiple uses of spatial analysis, resources and environment monitoring website of Kashgar was built. Functions of water, vegetation, ice and snow extraction, task management, change assessment as well as thematic mapping and reports based on TM remote sensing images were implemented in the website. The design of the website was presented based on database management tier, the business logic tier and the top-level presentation tier. The vital operations of the website were introduced and the general performance was evaluated

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.

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.

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

Study benefit value of utilization water resources for energy and sustainable environment

Science.gov (United States)

Juniah, Restu; Sastradinata, Marwan

2017-11-01

Referring to the concept of sustainable development, the environment is said to be sustainable if the fulfillment of three pillars of development that is economic, social and ecological or the environment itself. The environment can sustained in the principle of ecology or basic principles of environmental science, when the three environmental components, namely the natural environment, the artificial environment (the built environment) and the social environment can be aligned for sustainability. The natural environment in this study is the water resources, the artificial environment is micro hydroelectric power generation (MHPG), and the social environment is the community living around the MHPG. The existence of MHPG is intended for the sustainability of special electrical energy for areas not yet reached by electricity derived from the state electricity company (SEC). The utilization of MHPG Singalaga in South Ogan Komering Ulu (OKUS) district is not only intended for economic, ecological, and social sustainability in Southern OKU district especially those who live in Singalaga Village, Kisam Tinggi District. This paper discusses the economic, ecological and social benefits of water resources utilization in Southern OKU District for MHPG Singalaga. The direct economic benefits that arise for people living around MHPG Singalaga is the cost incurred by the community for the use of electricity is less than if the community uses electricity coming from outside the MHPG. The cost to society in the form of dues amounting to IDR 15,000 a month / household. Social benefits with the absorption of manpower to manage the MHPG is chairman, secretary and 3 members, while the ecological benefits of water resources and sustainable energy as well as the community while maintaining the natural vegetation that is located around the MHPG for the continuity of water resources.

Farmer perceptions on factors influencing water scarcity for goats in resource-limited communal farming environments.

Science.gov (United States)

Mdletshe, Zwelethu Mfanafuthi; Ndlela, Sithembile Zenith; Nsahlai, Ignatius Verla; Chimonyo, Michael

2018-05-09

The objective of the study was to compare factors influencing water scarcity for goats in areas where there are seasonal and perennial rivers under resource-limited communal farming environments. Data were collected using a structured questionnaire (n = 285) administered randomly to smallholder goat farmers from areas with seasonal and perennial rivers. Ceremonies was ranked as the major reason for keeping goats. Water scarcity was ranked the major constraint to goat production in areas with seasonal rivers when compared to areas with perennial rivers (P goat drinking in areas with seasonal and perennial river systems during cool dry and rainy seasons. Rivers were ranked as an important water source for goat drinking where there are seasonal and perennial river systems during the cool dry season. Households located close (≤ 3 km) to the nearest water source reported drinking water for goats a scarce resource. These results show that river systems, season and distance to the nearest water source from a household were factors perceived by farmers to influence water scarcity for goats in resource-limited communal farming environments. Farmers should explore water-saving strategies such as recycling wastewater from kitchens and bathrooms as an alternative water source. The government may assist farmers through sinking boreholes to supply water for both humans and livestock.

Law in Transition Biblioessay: Globalization, Human Rights, Environment, Technology

Directory of Open Access Journals (Sweden)

Michael Marien

2012-04-01

Full Text Available As globalization continues, many transformations in international and domestic laws areunderway or called for. There are too many laws and too few, too much law that is inadequateor obsolete, and too much law-breaking. This biblioessay covers some 100 recentbooks, nearly all recently published, arranged in four categories. 1 International Lawincludes six overviews/textbooks on comparative law, laws related to warfare and security,pushback against demands of globalization, and gender perspectives; 2 Human Rightsencompasses general overviews and normative visions, several books on how some statesviolate human rights, five items on how good laws can end poverty and promote prosperity,and laws regulating working conditions and health rights; 3 Environment/Resources coversgrowth of international environmental law, visions of law for a better environmental future,laws to govern genetic resources and increasingly stressed water resources, two books onprospects for climate change liability, and items on toxic hazards and problems of compliance;4 Technology, Etc. identifies eight books on global crime and the failed war on drugs,books on the response to terrorism and guarding privacy and mobility in our high-tech age,seven books on how infotech is changing law and legal processes while raising intellectualproperty questions, biomedical technologies and the law, and general views on the need forupdated laws and constitutions. In sum, this essay suggests the need for deeper and timelyanalysis of the many books on changes in law.

Human, animal and environmental contributors to antibiotic resistance in low-resource settings: integrating behavioural, epidemiological and One Health approaches.

Science.gov (United States)

Rousham, Emily K; Unicomb, Leanne; Islam, Mohammad Aminul

2018-04-11

Antibiotic resistance (ABR) is recognized as a One Health challenge because of the rapid emergence and dissemination of resistant bacteria and genes among humans, animals and the environment on a global scale. However, there is a paucity of research assessing ABR contemporaneously in humans, animals and the environment in low-resource settings. This critical review seeks to identify the extent of One Health research on ABR in low- and middle-income countries (LMICs). Existing research has highlighted hotspots for environmental contamination; food-animal production systems that are likely to harbour reservoirs or promote transmission of ABR as well as high and increasing human rates of colonization with ABR commensal bacteria such as Escherichia coli However, very few studies have integrated all three components of the One Health spectrum to understand the dynamics of transmission and the prevalence of community-acquired resistance in humans and animals. Microbiological, epidemiological and social science research is needed at community and population levels across the One Health spectrum in order to fill the large gaps in knowledge of ABR in low-resource settings. © 2018 The Author(s).

Citizen Science, Crowdsourcing and Big Data: A Scientific and Social Framework for Natural Resources and Environments

Science.gov (United States)

Glynn, P. D.; Jones, J. W.; Liu, S. B.; Shapiro, C. D.; Jenter, H. L.; Hogan, D. M.; Govoni, D. L.; Poore, B. S.

2014-12-01

We describe a conceptual framework for Citizen Science that can be applied to improve the understanding and management of natural resources and environments. For us, Citizen Science represents an engagement from members of the public, usually volunteers, in collaboration with paid professionals and technical experts to observe and understand natural resources and environments for the benefit of science and society. Our conceptual framework for Citizen Science includes crowdsourcing of observations (or sampling). It considers a wide range of activities, including volunteer and professional monitoring (e.g. weather and climate variables, water availability and quality, phenology, biota, image capture and remote sensing), as well as joint fact finding and analyses, and participatory mapping and modeling. Spatial distribution and temporal dynamics of the biophysical processes that control natural resources and environments are taken into account within this conceptual framework, as are the availability, scaling and diversity of tools and efforts that are needed to properly describe these biophysical processes. Opportunities are sought within the framework to properly describe, QA/QC, archive, and make readily accessible, the large amounts of information and traceable knowledge required to better understand and manage natural resources and environments. The framework also considers human motivational needs, primarily through a modern version of Maslow's hierarchy of needs. We examine several USGS-based Citizen Science efforts within the context of our framework, including the project called "iCoast - Did the Coast Change?", to understand the utility of the framework, its costs and benefits, and to offer concrete examples of how to expand and sustain specific projects. We make some recommendations that could aid its implementation on a national or larger scale. For example, implementation might be facilitated (1) through greater engagement of paid professionals, and (2

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

Science.gov (United States)

2010-04-01

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

Automation and Human Resource Management.

Science.gov (United States)

Taft, Michael

1988-01-01

Discussion of the automation of personnel administration in libraries covers (1) new developments in human resource management systems; (2) system requirements; (3) software evaluation; (4) vendor evaluation; (5) selection of a system; (6) training and support; and (7) benefits. (MES)

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

Effective Management of Human Resources for Business and ...

African Journals Online (AJOL)

Manpower is one of the many resources of an organization. Its relevance cannot be over emphasized as it combines other resources such as capital, materials, and machines, together to achieve organizational goal. Therefore effective management of human resources is pertinent for business and church growth.

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 &…

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 &…

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 &…

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 &…

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 &…

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 &…

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 &…

An Empirical Study on the Relationship between Urbanization and Changes in Resources and Environment

Institute of Scientific and Technical Information of China (English)

Tianyuan; LIU; Yu; JIA

2014-01-01

The expansion of urban scale is the inevitable outcome during urbanization,and it has exacerbated the contradiction between urbanization,and resources and environment. Based on the environmental indicator data related to the urbanization of Chongqing Municipality during the period 2000- 2012,this article uses regression analysis and ARIMA forecasting model to study the impact of rapid urbanization on the resources and environment. It is found that urbanization is significantly and positively correlated with the built-up area,the annual electricity consumption,domestic waste water discharge amount,and industrial waste gas emission,but significantly and negatively correlated with the industrial solid waste discharge amount; before 2020,along with the improvement of the level of urbanization in Chongqing,the degree of deterioration of the environment and resources will be further increased; after 2020,urbanization and ecological environment will be in a new round of balance,and the resources and environment will be improved.

Big Hat, No Cattle: Managing Human Resources, Part 2.

Science.gov (United States)

Skinner, Wickham

1982-01-01

The author discusses why business has difficulty in motivating its employees and proposes a new approach to developing human resources. Discusses mistaken premises, personnel and supervision, setting a long-term goal, changing management's philosophy, and selling human resource development as a company priority. (CT)

Resource Areas in the New Institutional Environment

Directory of Open Access Journals (Sweden)

Valeriy Anatolyevich Kryukov

2014-12-01

Full Text Available The article demonstrates that today the dynamics of development and production of mineral resources in resource specializing regions may differ significantly from the canonical scheme - i.e. there is no gradual and steady depletion of natural resources within mentioned territories. The combination of several factors may again move resource regions that used to be «hopeless» to the stage of growing production. These factors are: a modern knowledge economy, an adequate resource mode (norms, rules and procedures that «master» the process of development of natural resources and developed and available infrastructure of mineral resources extraction. As an example the author considers the USA oil-producing states (Texas, Louisiana and North Dakota which showed rapid growth in production of natural gas and oil in the last few years. The author sees the accumulation of a «critical level» of economic activity (infrastructure, the number and diversity of companies in the oil and gas sector and the availability and quality of human capital as the main cause for the development of shale hydrocarbons in these states. These considerations are very important for Russia: the development of heavy oil deposits in Tatarstan, bringing into development the deposits of the Bazhenov formation in Tyumen Oblast and the future oil extraction from bituminous minerals in Yakutia will occur under the same laws (with some Russian specificity, however

Environment-Crisis and Human Activity

OpenAIRE

Kalachanis Konstantinos

2014-01-01

Our attitude towards the Environment has been changed since Industrial Revolution because our civilization is characterized by the overconsumption of natural resources, resulting in the appearance on health problems, while millions of people have also condemned into poverty. In order to change this harmful model of economy, we need to change our way of thinking by realizing our unity with the Environment. In such a case, it is obvious that a new model of economic growth will ar...

DELIVERing Library Resources to the Virtual Learning Environment

Science.gov (United States)

Secker, Jane

2005-01-01

Purpose: Examines a project to integrate digital libraries and virtual learning environments (VLE) focusing on requirements for online reading list systems. Design/methodology/approach: Conducted a user needs analysis using interviews and focus groups and evaluated three reading or resource list management systems. Findings: Provides a technical…

Emerging pollutants in the environment: A challenge for water resource management

Directory of Open Access Journals (Sweden)

Violette Geissen

2015-03-01

A combination of regulations and management measures with respect to use/emissions of EPs into the environment, as well as to their occurrence in the environment are fundamental to reach an efficient water resource management.

Mind Mapping on Development of Human Resource of Education

Science.gov (United States)

Fauzi, Anis

2016-01-01

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

Strategic Human Resource Metrics: A Perspective of the General Systems Theory

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-04-01

Full Text Available Measuring and quantifying strategic human resource outcomes in relation to key performance criteria is essential to developing value-adding metrics. Objectives This paper posits (using a general systems lens that strategic human resource metrics should interpret the relationship between attitudinal human resource outcomes and performance criteria such as profitability, quality or customer service. Approach Using the general systems model as underpinning theory, the study assesses the variation in response to a Likert type questionnaire with twenty-four (24 items measuring the major attitudinal dispositions of HRM outcomes (employee commitment, satisfaction, engagement and embeddedness. Results A Chi-square test (Chi-square test statistic = 54.898, p=0.173 showed that variation in responses to the attitudinal statements occurred due to chance. This was interpreted to mean that attitudinal human resource outcomes influence performance as a unit of system components. The neutral response was found to be associated with the ‘reject’ response than the ‘acceptance’ response. Value The study offers suggestion on the determination of strategic HR metrics and recommends the use of systems theory in HRM related studies. Implications This study provides another dimension to human resource metrics by arguing that strategic human resource metrics should measure the relationship between attitudinal human resource outcomes and performance using a systems perspective.

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.

An investigation on factors influencing on human resources productivity

Directory of Open Access Journals (Sweden)

Masoumeh Seifi Divkolaii

2014-05-01

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

Future perspectives of human resources in nuclear technology - The Korean case

International Nuclear Information System (INIS)

Min, B.J.

2007-01-01

Full text: Synopsis. The prospects for growth for the nuclear power industry in the Republic of Korea, have improved notably in last few years, as the need for generating capacity grows to meet burgeoning energy demand and developmental needs, and as environment, climate change and energy supply security continue become matters of rising concern. Nuclear technology itself has also changed, with evolutionary and innovative changes in reactor design and safety measures. Nuclear technology development both requires and fosters human resource development (HRD). A continuous, consistent and well-managed programme of HRD is crucial to assure continuity over time in the needed capacities, skills and knowledge, and to establish and maintain a cadre of manpower variously trained in different nuclear-related skills and educated in nuclear relevant fields. It also fosters the development of spin-off industries and synergies. Productive and goal-oriented HRD and M is a dynamic long-term process that balances the dynamics of supply and demand of human resources with respect to the education, recruitment, maintenance and proper training of the human resources needed for industry operations as well as innovation. Such a programme in fact was the foundation for the birth of the Korean nuclear industry, with the government sponsoring nuclear-related- training and education for hundreds of persons under the tutelage of companies and countries overseas having experience with nuclear and related sciences and technology. This cadre, once repatriated, formed the nucleus for domestic training and education programmes as an integral part of nuclear energy development and consistent with national policies. HRD and M in Korea today comprises an educational network among academic and research institutes, government and industry. Forming such a cadre is not the result of a one-off training process, but must be planned and sustained consistently over time and its talents regularly applied

Characterization of Leptospira isolates from humans and the environment in Uruguay.

Science.gov (United States)

Meny, Paulina; Menéndez, Clara; Quintero, Jair; Hernández, Elba; Ríos, Cristina; Balassiano, Ilana Teruszkin; Trindade, Camilla Nunes Dos Reis; Vital-Brazil, Juliana Magalhães; Ramos, Tatiane Mendes Varela; Ashfield, Natalia; Feble, Camila; Avila, Esthefani; Schelotto, Felipe; Varela, Gustavo

2017-12-21

Laboratory diagnosis of human leptospirosis usually relies on indirect methods exploring specific immune response. Isolation and identification of the involved strains are cumbersome, but can provide biological resources for pathogenic studies and relevant information for guiding prevention and control measures. The aim of the research we are hereby reporting was the characterization of Leptospira isolates obtained from humans and the environment in Uruguay. Blood cultures were performed from early samples of 302 Uruguayan patients, mainly rural workers, and from 36 water samples taken from their living or working environments. Eight human isolates and seven environmental isolates were obtained and analyzed by end point Polymerase Chain Reaction (PCR), Multilocus Variable Number of Tandem Repeat Analysis (MLVA) and other molecular methods. Human isolates corresponded to several serogroups and serovars of Leptospira interrogans and Leptospira kirschneri species, probably reflecting the infection with similar involved Leptospira species and serovars of an extended animal reservoir in rural settings of the country, mostly dedicated to meat and dairy production. Culture-positive patients were older than usually affected workers, and presented signs and symptoms of severe illness. A high organic and circulating bacterial burden may explain an easier positive result from these workers' samples. Environmental isolates were mainly identified as Leptospira biflexa strains, with a single L. meyeri isolate of uncertain significance.

The study on human resources toward industrialization in Madura

International Nuclear Information System (INIS)

Aziz Jakfar; Mochamad Nasrullah; Sriyana; Moch Djoko Birmano

2007-01-01

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

Genes, Environment, and Human Behavior.

Science.gov (United States)

Bloom, Mark V.; Cutter, Mary Ann; Davidson, Ronald; Dougherty, Michael J.; Drexler, Edward; Gelernter, Joel; McCullough, Laurence B.; McInerney, Joseph D.; Murray, Jeffrey C.; Vogler, George P.; Zola, John

This curriculum module explores genes, environment, and human behavior. This book provides materials to teach about the nature and methods of studying human behavior, raise some of the ethical and public policy dilemmas emerging from the Human Genome Project, and provide professional development for teachers. An extensive Teacher Background…

Impact of human resource management practices on nursing home performance.

Science.gov (United States)

Rondeau, K V; Wagar, T H

2001-08-01

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

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

OpenAIRE

Jaroslav NEKORANEC; Eva RÉVAYOVÁ

2014-01-01

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 ...

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.

Human Resources as a Competitive Advantage of Travel Agencies in Montenegro

Directory of Open Access Journals (Sweden)

Aleksa Vučetić

2012-04-01

Full Text Available Human resources in travel agencies represent an especially valuable resource, which possesses the multidisciplinary and highly specialized knowledge and skills in the field of selective tourism. Human resources enable the agencies to create the services and products of superior value for the consumers within market niches, and thereby significantly contribute to increase in profitability of agencies, thereby becoming an important factor in competitive advantage of the agencies. Research results enable identification of the relation between human resources and servicing of travel agencies market niches. The paper presents an analysis of travel agencies’ human resources from the aspect of competitive advantage, with a special overview of their role in the domain of offer development and servicing of consumers in various types of selective tourism. The goal of the research is to prove, on a scientific basis, that the human resources represent a very important factor of competitive advantage of travel agencies.

[Human resources for health in Ecuador's new model of care].

Science.gov (United States)

Espinosa, Verónica; de la Torre, Daniel; Acuña, Cecilia; Cadena, Cristina

2017-06-08

Describe strategies implemented by Ecuador's Ministry of Public Health (MPH) to strengthen human resources for health leadership and respond to the new model of care, as a part of the reform process in the period 2012-2015. A documentary review was carried out of primary and secondary sources on development of human resources for health before and after the reform. In the study period, Ecuador developed a new institutional and regulatory framework for developing human resources for health to respond to the requirements of a model of care based on primary health care. The MPH consolidated its steering role by forging strategic partnerships, implementing human resources planning methods, and making an unprecedented investment in health worker training, hiring, and wage increases. These elements constitute the initial core for development of human resources for health policy and a health-services study program consistent with the reform's objectives. Within the framework of the reform carried out from 2012 to 2015, intersectoral work by the MPH has led to considerable achievements in development of human resources for health. Notable achievements include strengthening of the steering role, development and implementation of standards and regulatory instruments, creation of new professional profiles, and hiring of professionals to implement the comprehensive health care model, which helped to solve problems carried over from the years prior to the reform.

User Utility Oriented Queuing Model for Resource Allocation in Cloud Environment

Directory of Open Access Journals (Sweden)

Zhe Zhang

2015-01-01

Full Text Available Resource allocation is one of the most important research topics in servers. In the cloud environment, there are massive hardware resources of different kinds, and many kinds of services are usually run on virtual machines of the cloud server. In addition, cloud environment is commercialized, and economical factor should also be considered. In order to deal with commercialization and virtualization of cloud environment, we proposed a user utility oriented queuing model for task scheduling. Firstly, we modeled task scheduling in cloud environment as an M/M/1 queuing system. Secondly, we classified the utility into time utility and cost utility and built a linear programming model to maximize total utility for both of them. Finally, we proposed a utility oriented algorithm to maximize the total utility. Massive experiments validate the effectiveness of our proposed model.

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...

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

DEFF Research Database (Denmark)

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

2013-01-01

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

EVALUATION OF PROFESSIONALISM IN HUMAN RESOURCES MANAGEMENT IN THE REPUBLIC OF MOLDOVA

OpenAIRE

BÎRCĂ ALIC

2017-01-01

This paper refers to the specialisation of human resources management. Starting from the idea that, human resources specialists are responsible for a number of activities within organizations, it is necessary that they possess the knowledge and skills required to perform them. HR specialists must be able to apply the principles and practices of human resources to add to the success of their organizations. Beyond these requirements, a specialist in human resources must also be effi...

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…

Performance Evaluation of Resource Management in Cloud Computing Environments.

Science.gov (United States)

Batista, Bruno Guazzelli; Estrella, Julio Cezar; Ferreira, Carlos Henrique Gomes; Filho, Dionisio Machado Leite; Nakamura, Luis Hideo Vasconcelos; Reiff-Marganiec, Stephan; Santana, Marcos José; Santana, Regina Helena Carlucci

2015-01-01

Cloud computing is a computational model in which resource providers can offer on-demand services to clients in a transparent way. However, to be able to guarantee quality of service without limiting the number of accepted requests, providers must be able to dynamically manage the available resources so that they can be optimized. This dynamic resource management is not a trivial task, since it involves meeting several challenges related to workload modeling, virtualization, performance modeling, deployment and monitoring of applications on virtualized resources. This paper carries out a performance evaluation of a module for resource management in a cloud environment that includes handling available resources during execution time and ensuring the quality of service defined in the service level agreement. An analysis was conducted of different resource configurations to define which dimension of resource scaling has a real influence on client requests. The results were used to model and implement a simulated cloud system, in which the allocated resource can be changed on-the-fly, with a corresponding change in price. In this way, the proposed module seeks to satisfy both the client by ensuring quality of service, and the provider by ensuring the best use of resources at a fair price.

Performance Evaluation of Resource Management in Cloud Computing Environments.

Directory of Open Access Journals (Sweden)

Bruno Guazzelli Batista

Full Text Available Cloud computing is a computational model in which resource providers can offer on-demand services to clients in a transparent way. However, to be able to guarantee quality of service without limiting the number of accepted requests, providers must be able to dynamically manage the available resources so that they can be optimized. This dynamic resource management is not a trivial task, since it involves meeting several challenges related to workload modeling, virtualization, performance modeling, deployment and monitoring of applications on virtualized resources. This paper carries out a performance evaluation of a module for resource management in a cloud environment that includes handling available resources during execution time and ensuring the quality of service defined in the service level agreement. An analysis was conducted of different resource configurations to define which dimension of resource scaling has a real influence on client requests. The results were used to model and implement a simulated cloud system, in which the allocated resource can be changed on-the-fly, with a corresponding change in price. In this way, the proposed module seeks to satisfy both the client by ensuring quality of service, and the provider by ensuring the best use of resources at a fair price.

Human Resource Development in Hybrid Libraries

OpenAIRE

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

2000-01-01

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

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…

New hand at the helm of CERN Human Resources

CERN Document Server

2004-01-01

Human resources is more than just an administrative function, said CERN's new HR Department head, Carla Bryois, in an interview with the Bulletin. Human resources management is about getting the best out of an organization's staff. That's good for the organisation as a whole, and it's good for the individual. A suitable task for a psychologist, you might think? And that's exactly the kind of person who has just taken over as head of CERN's Human Resources Department. Carla Bryois, who has Dutch and Swiss nationality, took up her duties on 1 April, and brings with her a wealth of experience from the private sector. Her career began with a degree in psychology and social sciences from the Geneva school made famous by Jean Piaget. From there, she went on to specialise in clinical psychology before taking a career break to raise a family. Carla Bryois, CERN's new HR Department head Returning to work, she moved from academic to occupational psychology, taking up a position in human resources with Elsevier scien...

An empirical study on human resource competencies and its relationship with productivity

Directory of Open Access Journals (Sweden)

Hasan Darvish

2012-10-01

Full Text Available This study evaluates the impact of human resource competencies on productivity. The proposed study considers different issues such as different competencies associated with human resources, how we can persuade and strengthen such competencies in organizations and whether human resource competencies impact organizational productivity or not. There are one main hypothesis six minor hypotheses in this study. The proposed study uses descriptive and regression technique to perform the study. The population of this study includes all managers who work for an Iranian petroleum company. This result of this survey shows that that human resource competencies impact organizational productivity. In addition, all dimensions of human resource competencies had significant relationship on organizational productivity.

Human resources for health policies: a critical component in health policies

Directory of Open Access Journals (Sweden)

Dussault Gilles

2003-04-01

Full Text Available Abstract In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM; a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM. There are three broad arguments for modernizing the ways in which human resources for health are managed: • the central role of the workforce in the health sector; • the various challenges thrown up by health system reforms; • the need to anticipate the effect on the health workforce (and consequently on service provision arising from various macroscopic social trends impinging on health systems. The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs. Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH: • to move beyond the traditional approach of personnel administration to a more global concept of HRM; • to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy; • to foster a more proactive attitude among human resources (HR policy-makers and managers; • to promote the full commitment of all professionals and sectors in all phases of the process. The development of explicit human resources

Human resources as multiplier for a company's value

International Nuclear Information System (INIS)

Bornemann, Manfred

2010-01-01

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

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.

Characteristics of human resources in Serbian rural tourism

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Premović Jelena

2016-01-01

Full Text Available Modern consumer society affects the changes in behavior and wishes of modern tourists who require high-quality tourist service which can be provided only by highly qualified and well-trained tourism personnel. However, the education system, in almost all tourist countries doesn't follow the trends of modern tourism. This paper analyzes demographic conditions and the basic characteristics of human resources in rural areas of Serbia. In this analysis were applied the method of induction and deduction, analysis and synthesis method, deductive and comparative methods as well as techniques of structured questionnaire. The obtained data were processed in SPSS program. Based on the results of the original research, it was concluded that there is a positive correlation between level of education and the number of days spent on professional training of human resources and the competitive position of tourism enterprises in which human resources are working.

Human resource management in the project-oriented organization: Employee well-being and ethical treatment

OpenAIRE

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

2008-01-01

As part of a wider study into human resource management (HRM) practices in project-oriented organizations, we investigated the issue of employee well-being. Project-oriented organizations adopt temporary work processes to deliver products and services to clients. This creates a dynamic work environment, where additional pressures can be imposed on the employee from fluctuating work-loads, uncertain requirements, and multiple role demands. These pressures can create issues for employee well-be...

Roadmap for human resources for expanded Indian nuclear industry

International Nuclear Information System (INIS)

Singh, R.K.; Srinivasan, G.R.; Goyal, O.P.

2011-01-01

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

Roadmap for human resources for expanded Indian nuclear industry

Energy Technology Data Exchange (ETDEWEB)

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

2011-07-01

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

The Need for Inclusion of Human Resources Accounting in the ...

African Journals Online (AJOL)

Director to place appropriate values on our physical resources so as to maximize utilization of human assets. This paper has attempted to bring the views of different researchers on the concept of human resource accounting into focus and the ...

Extreme behavioural shifts by baboons exploiting risky, resource-rich, human-modified environments.

Science.gov (United States)

Fehlmann, Gaelle; O'Riain, M Justin; Kerr-Smith, Catherine; Hailes, Stephen; Luckman, Adrian; Shepard, Emily L C; King, Andrew J

2017-11-08

A range of species exploit anthropogenic food resources in behaviour known as 'raiding'. Such behavioural flexibility is considered a central component of a species' ability to cope with human-induced environmental changes. Here, we study the behavioural processes by which raiding male chacma baboons (Papio ursinus) exploit the opportunities and mitigate the risks presented by raiding in the suburbs of Cape Town, South Africa. Ecological sampling and interviews conducted with 'rangers' (employed to manage the baboons' space use) revealed that baboons are at risk of being herded out of urban spaces that contain high-energy anthropogenic food sources. Baboon-attached motion/GPS tracking collars showed that raiding male baboons spent almost all of their time at the urban edge, engaging in short, high-activity forays into the urban space. Moreover, activity levels were increased where the likelihood of deterrence by rangers was greater. Overall, these raiding baboons display a time-activity balance that is drastically altered in comparison to individuals living in more remote regions. We suggest our methods can be used to obtain precise estimates of management impact for this and other species in conflict with people.

Human Resources Coordinator | IDRC - International Development ...

International Development Research Centre (IDRC) Digital Library (Canada)

The Human Resources Coordinator supports the HR Business Partner in the delivery of ... of various reports for HR Business Partners and HR management. ... services and information to candidates applying on job openings in IDRC, ...

Need Assessment of the Digital Archives Industry Human Resources in Taiwan

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Hsueh-Hua Chen

2005-03-01

Full Text Available For an industry to develop successfully, one of the most important factors is to have sufficient and high quality human resources. Digital archives industry will be one of the major industries in Taiwan. We need sufficient human resources in different areas, therefore the job categories, job descriptions, and core technologies of these human resources shall be closely tightened to the need of digital content industry in different development stages. The purpose of this study is to investigate the present status and issues of human resource development of the digital archives industry. It then will study the planning of learning map of the digital archives industry to serve as guideline for Digital Content Institute, educational training and enterprise personnel recruitment. To achieve the above objectives, the method of depth interview is used in this study. We also try to design modular training courses for human resource development of the digital archives industry. [Article Content in Chinese

Human Resource Management and Performance

NARCIS (Netherlands)

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

2000-01-01

textabstractThe relationship between Human Resource Management (HRM) and performance of the firm has been a hot debated topic in the field of HRM/IR for the last decade. Most scientific research on this topic originates from the USA. In our paper we will give an overview of recent USA-based research

Image-based tracking and sensor resource management for UAVs in an urban environment

Science.gov (United States)

Samant, Ashwin; Chang, K. C.

2010-04-01

Coordination and deployment of multiple unmanned air vehicles (UAVs) requires a lot of human resources in order to carry out a successful mission. The complexity of such a surveillance mission is significantly increased in the case of an urban environment where targets can easily escape from the UAV's field of view (FOV) due to intervening building and line-of-sight obstruction. In the proposed methodology, we focus on the control and coordination of multiple UAVs having gimbaled video sensor onboard for tracking multiple targets in an urban environment. We developed optimal path planning algorithms with emphasis on dynamic target prioritizations and persistent target updates. The command center is responsible for target prioritization and autonomous control of multiple UAVs, enabling a single operator to monitor and control a team of UAVs from a remote location. The results are obtained using extensive 3D simulations in Google Earth using Tangent plus Lyapunov vector field guidance for target tracking.

Dementia care worker stress associations with unit type, resident, and work environment characteristics: a cross-sectional secondary data analysis of the Swiss Nursing Homes Human Resources Project (SHURP).

Science.gov (United States)

Vogel, Barbara; De Geest, Sabina; Fierz, Katharina; Beckmann, Sonja; Zúñiga, Franziska

2017-03-01

Although caring for residents with dementia in nursing homes is associated with various stressors for care workers, the role of the unit type, and particularly the proportion of residents with dementia, remains unclear. This study aimed to explore associations between unit type and care worker stress, taking into account additional potential stressors. This cross-sectional study was a secondary data analysis in the Swiss Nursing Homes Human Resources Project, which included data from 3,922 care workers from 156 Swiss nursing homes. Care workers' stress was measured with a shortened version of the Health Professions Stress Inventory. Generalized estimating equation models were used to assess care worker stress and its relationships with three unit types (special care units and others with high or low proportions of residents with dementia), work environment factors, and aggressive resident behavior. After including all potential stressors in the models, no significant differences between the three unit types regarding care worker stress were found. However, increased care worker stress levels were significantly related to lower ratings of staffing and resources adequacy, the experience of verbal aggression, and the observation of verbal or physical aggression among residents. Although the unit type plays only a minor role regarding care worker stress, this study confirms that work environment and aggressive behavior of residents are important factors associated with work-related stress. To prevent increases of care worker stress, interventions to improve the work environment and strengthen care workers' ability to cope with aggressive behavior are suggested.

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...

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".

Human development recruiting and selection

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Maksimović Marijana

2002-01-01

Full Text Available Along with the development of trends towards internationalization and globalization, human resource management and, especially, international human resource management, attracted overall theoretical and practical interest. International environment is complex, made of numerous elements like social organization, laws, education, values and attitudes, religion language, politics, material and technological culture. In multicultural environment, strategic activities could be multiplied through economical political, cultural, social and technological spheres of action, making the recruitment, selection and successful resource allocation in the international human resource management a real challenge for top management. In international human resource management practice, several approaches to the recruitment have differentiated, playing the key roles in hiring talented individuals and retaining efficient workforce KW resources, labor force, recruiting, managers, education

HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

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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.

Ecological Environment in Terms of Human Behavior

OpenAIRE

Chen, Xiaogang; Zhou, Dehu; Lin, Hui

2013-01-01

In terms of human behavior, company and government policy, it is proposed that the ecological behavior of human being is the basis of influence on the ecological environment construction in Poyang Lake and measures to ensure the sustainable development of ecological environment in Poyang Lake.

Resource area environment/energy

International Nuclear Information System (INIS)

1994-01-01

The document comprises a detailed analysis of the business economics of resources related to energy and the environment. Non-domestic and domestic conditions influencing the business economics of this subject area, its infrastructure, problems and future perspectives are dealt with. Tables (amongst other forms of information) indicate the turnover, exports, and numbers of involved employees, workplaces and firms involved in supply, general production, consultancy and production connected with the building sector. The energy sector is the most significant in this respect, giving 30,000 employed (18% in state institutions), a turnover of 63 billion Danish kroner, and with an export of 16 billion Danish kroner. The environmental sector employs 15,000 (29% in the public sector), the total turnover is 20 billion Danish kroner and of this 3 billion Danish kroner is related to export. Many firms are relatively small. A number of firms could compete internationally and this number is growing. (AB) (79 refs.)

PARTICULARITIES OF HUMAN RESOURCE MANAGEMENT IN THE ROMANIAN SECONDARY EDUCATION

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MONICAăLOGOF;TU

2016-12-01

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

Solar System Exploration Augmented by In-Situ Resource Utilization: Human Mercury and Saturn Exploration

Science.gov (United States)

Palaszewski, Bryan

2015-01-01

Human and robotic missions to Mercury and Saturn are presented and analyzed. Unique elements of the local planetary environments are discussed and included in the analyses and assessments. Using historical studies of space exploration, in-situ resource utilization (ISRU), and industrialization all point to the vastness of natural resources in the solar system. Advanced propulsion benefitted from these resources in many way. While advanced propulsion systems were proposed in these historical studies, further investigation of nuclear options using high power nuclear thermal and nuclear pulse propulsion as well as advanced chemical propulsion can significantly enhance these scenarios. Updated analyses based on these historical visions will be presented. Nuclear thermal propulsion and ISRU enhanced chemical propulsion landers are assessed for Mercury missions. At Saturn, nuclear pulse propulsion with alternate propellant feed systems and Titan exploration with chemical propulsion options are discussed.

Impact of Human Resources Management on Entrepreneurship Development

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Obasan Kehinde A.

2014-02-01

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

HUMAN RESOURCES ACCOUNTING ACCOUNTING FOR THE MOST VALUABLE ASSET OF AN ENTERPRISE

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Motoniu Ioan Dumitru

2010-12-01

Full Text Available Employees are the most important assets of an enterprise and its success or failure depends on their qualifications and performance. Human resources are not properly evaluated because the enterprises consider the wages, actually an investment in the qualification and improvement of the staff as expenditure and and not as an investment in the most important asset of an enterprise the human capital. The current accounting system is not able to provide the actual value of employee capabilities and knowledge. This indirectly affects future investments of a company, as each year the cost on human resource development and recruitment increases. Human resource accounting is a direct part of the social accounting and aims to provide information on the evaluation of one of the most important components of the organization, namely human capital. This article seeks to show the importance of human resources for an enterprise, what human resource accounting is, which would be its implications and what are its main objectives.

Role of Human Resources in the Mergers and Acquisitions Processes

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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.

Vulnerability assessment of urban ecosystems driven by water resources, human health and atmospheric environment

Science.gov (United States)

Shen, Jing; Lu, Hongwei; Zhang, Yang; Song, Xinshuang; He, Li

2016-05-01

As ecosystem management is a hotspot and urgent topic with increasing population growth and resource depletion. This paper develops an urban ecosystem vulnerability assessment method representing a new vulnerability paradigm for decision makers and environmental managers, as it's an early warning system to identify and prioritize the undesirable environmental changes in terms of natural, human, economic and social elements. The whole idea is to decompose a complex problem into sub-problem, and analyze each sub-problem, and then aggregate all sub-problems to solve this problem. This method integrates spatial context of Geographic Information System (GIS) tool, multi-criteria decision analysis (MCDA) method, ordered weighted averaging (OWA) operators, and socio-economic elements. Decision makers can find out relevant urban ecosystem vulnerability assessment results with different vulnerable attitude. To test the potential of the vulnerability methodology, it has been applied to a case study area in Beijing, China, where it proved to be reliable and consistent with the Beijing City Master Plan. The results of urban ecosystem vulnerability assessment can support decision makers in evaluating the necessary of taking specific measures to preserve the quality of human health and environmental stressors for a city or multiple cities, with identifying the implications and consequences of their decisions.

Forecasting the Depletion of Transboundary Groundwater Resources in Hyper-Arid Environments

Science.gov (United States)

Mazzoni, A.; Heggy, E.

2014-12-01

The increase in awareness about the overexploitation of transboundary groundwater resources in hyper-arid environments that occurred in the last decades has highlighted the need to better map, monitor and manage these resources. Climate change, economic and population growth are driving forces that put more pressure on these fragile but fundamental resources. The aim of our approach is to address the question of whether or not groundwater resources, especially non-renewable, could serve as "backstop" water resource during water shortage periods that would probably affect the drylands in the upcoming 100 years. The high dependence of arid regions on these resources requires prudent management to be able to preserve their fossil aquifers and exploit them in a more sustainable way. We use the NetLogo environment with the FAO Aquastat Database to evaluate if the actual trends of extraction, consumption and use of non-renewable groundwater resources would remain feasible with the future climate change impacts and the population growth scenarios. The case studies selected are three: the Nubian Sandstone Aquifer System, shared between Egypt, Libya, Sudan and Chad; the North Western Sahara Aquifer System, with Algeria, Tunisia and Libya and the Umm Radhuma Dammam Aquifer, in its central part, shared between Saudi Arabia, Qatar and Bahrain. The reason these three fossil aquifers were selected are manifold. First, they represent properly transboundary non-renewable groundwater resources, with all the implications that derive from this, i.e. the necessity of scientific and socio-political cooperation among riparians, the importance of monitoring the status of shared resources and the need to elaborate a shared management policy. Furthermore, each country is characterized by hyper-arid climatic conditions, which will be exacerbated in the next century by climate change and lead to probable severe water shortage periods. Together with climate change, the rate of population

Challenges of human resource management in the institutions for care of elderly people

Science.gov (United States)

Lepir, Lj; Šćepović, D.; Radonjić, A. R.

2017-05-01

Human resources are the most important resources of any work organization or institution. They are the bearers of the work process and are key in determining the quality of a product or service. The staff employed in an institution contributes with their work to its business success which is why the institution management should pay close attention to human resources management. Functionally, the successful management of social protection institutions implies the attainment of balance in the process of satisfying interests of beneficiaries, interests of the institution management (founder-owner), and interests of the employees (service providers to elderly people). Interests of beneficiaries (elderly people) who are placed in residential care are reflected in the need for high quality and accessible services. Interests of the institution management are recognized as the need to achieve economically sustainable and profitable institution. An interest of direct service providers (employed caregivers, social workers, etc.) is in the safe premises and good working conditions. The term “human resources” in institutions of social protection implies overall knowledge, skills, abilities, creative capabilities, motivation, loyalty and personal characteristics owned by employees in the institution. It is the overall intellectual and emotional energy of employees that the management can count on and that can be engaged to achieving the objectives of the institution. The objectives of human resource management in social protection institutions are related to providing capability with job demands, fulfillment of professional and optimal number of competent workers, improving socio-economic status of employees, ensuring full time engagement of workers, improving the quality of work conditions and work environment, creating and maintaining a flexible and adaptive potential of employees, reducing resistance and increasing the sensitivity of employees to changes in the

"Global Human Resource Development" and Japanese University Education: "Localism" in Actor Discussions

Science.gov (United States)

Yoshida, Aya

2017-01-01

The aim of this paper is to analyse the actions of various actors involved in "global human resource development" and to clarify whether discussions on global human resources are based on local perspectives. The results of the analysis are as follows: 1) after the year 2000 began, industry started discussions on global human resources in…

Exploring the role of the human resource function in the South African information technology industry

Directory of Open Access Journals (Sweden)

Caron Hall

2007-01-01

Full Text Available The Information Technology (IT industry is one that is characterised by rapid change and a heavy reliance on human skills. A study was conducted to qualitatively explore the role of the Human Resource (HR function in the South African IT industry. Semi-structured individual and focus group interviews with professionals in this function highlighted many opportunities for HR to render a more strategic role in an environment where a skills shortage and many related problem areas exist. The implications of these findings are discussed and proposals for redefining the role of HR in the specific industry are offered.

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,…

Strategic Workforce Planning for Health Human Resources: A Nursing Case Analysis.

Science.gov (United States)

Baumann, Andrea; Crea-Arsenio, Mary; Akhtar-Danesh, Noori; Fleming-Carroll, Bonnie; Hunsberger, Mabel; Keatings, Margaret; Elfassy, Michael David; Kratina, Sarah

2016-01-01

Background Health-care organizations provide services in a challenging environment, making the introduction of health human resources initiatives especially critical for safe patient care. Purpose To demonstrate how one specialty hospital in Ontario, Canada, leveraged an employment policy to stabilize its nursing workforce over a six-year period (2007 to 2012). Methods An observational cross-sectional study was conducted in which administrative data were analyzed to compare full-time status and retention of new nurses prepolicy and during the policy. The Professionalism and Environmental Factors in the Workplace Questionnaire® was used to compare new nurses hired into the study hospital with new nurses hired in other health-care settings. Results There was a significant increase in full-time employment and a decrease in part-time employment in the study hospital nursing workforce. On average, 26% of prepolicy new hires left the study hospital within one year of employment compared to 5% of new hires during policy implementation. The hospital nurses scored significantly higher than nurses employed in other health-care settings on 5 out of 13 subscales of professionalism. Conclusions Decision makers can use these findings to develop comprehensive health human resources guidelines and mechanisms that support strategic workforce planning to sustain and strengthen the health-care system.

Evaluation of the Humanity Research Paradigms based on Analysis of Human – Environment Interaction

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Reza Sameh

2015-09-01

Full Text Available As claimed by many behavioral scientists, designing should be based on the knowledge of interaction between human and environment. Environmental quality is also created in the context in which humans interact with their environment. To achieve such quality, designers should develop appropriate models for explaining this relationship, and this requires an understanding of human nature and the environment. Criticisms on the Modern Movement have shown that architects have often used incomplete and simplistic models in this regard, while most of design ideas are based on the definitions of human and environment and the interaction between them. However, the most important question that is raised is that how understanding of human nature and the environment and their interaction, which depends on foundations of different views, can affect the pursuit of quality in designing? Therefore, the present paper, in addition to introduction and comparison of common paradigms in humanities as the and methodological foundation of human sciences, aims to deal with the relationship of human and the environment from the perspective of objectivist, relativist, and critical paradigms in order to identify the characteristics and differences in their views on the analysis of the quality of this interaction. This is the most important step that paves the way for understanding the qualitative foundations of the environment and human life quality and also the quality of interaction between them.

Human resource development for the new nuclear power plant unit in Armenia

International Nuclear Information System (INIS)

Gevorgyan, A.; Galstyan, A.; Donovan, M.

2008-01-01

This paper presents a discussion of a study to define the programs for development of the human resource infrastructure needed for a new nuclear power plant unit in the Republic of Armenia. While Armenia has a workforce experienced in operation and regulation of a nuclear power plant (NPP), a significant portion of the current Armenia Nuclear Power Plant (ANPP) workforce is approaching retirement age and will not be available for the new plant. The Government of Armenia is performing a human resource infrastructure study in cooperation with the International Project on Innovative Nuclear Reactors and Fuel Cycles (INPRO), sponsored by the JAEA. The study of Human Resource Development for Armenia uses the INPRO methodology for assessment of human resources. The results of this study will provide the basis for decisions on human resource development programs for nuclear power in Armenia and provide a model for countries with the limited resources that are working to develop nuclear energy in the future. (authors)

Key challenges of human resources for health in India

Directory of Open Access Journals (Sweden)

Priya Sinha

2016-01-01

Full Text Available Background and Objective Since independence the efforts have been to strengthen the health infrastructure, its accessibility and coverage. The human resources for health have been an important determinant for system but it has received significance recently. Even government expenditure on health has remained at not more than 1% of Gross Domestic Product which is very less as compared to world standard. Now the biggest challenge is the shortage of skilled human resource for health at all levels in the healthcare delivery system. The article aimed at understanding the current status of human resources for health and initiatives adopted to deal with existing shortage and to highlight factors leading to further shortage and to bring to notice the use of talent management strategy as a retention tool. Review Methodology The review used descriptive research design using secondary sources from journals-articles using key words. The study also used exclusion and inclusion criteria to select the articles. The study was done using extensive review of literature on health sector, health workforce, its availability and scarcity due to attrition/emigration in India. The critical review helped in setting objective for the study. Findings The review of articles provided insight into the current status of health workforce in India. The earlier studies emphasized that gap between demand and supply of human resource for health is mainly due to increasing population and burden of diseases. Studies have now identified other factors leading to further shortage as attrition/emigration of skilled health workforce. Most of the initiatives are mainly directed towards increasing supply of human resources for health to deal with the scarcity and less emphasis to control attrition. Few studies highlighted the use of talent management strategy to deal with the challenges of attrition and emigration that helps in retention and controlling further shortage. Recommendations

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

International Nuclear Information System (INIS)

2003-01-01

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)

Management of Human Resources in the Aspect of Innovativeness

Directory of Open Access Journals (Sweden)

Marcin W. Staniewski

2011-03-01

Full Text Available The importance of human capital is widely emphasised in the literature as regards the achievement of durable competitive edge. It turns out that a company may achieve an equally durable competitive edge owing to its innovativeness. Which source should be chosen by a company’s managers, which source should they focus their attention and resources on so as not to be driven out of the market – and even more so – to achieve great success on it? This article provides an unambiguous answer to this question. Both these sources are inseparable and must be used simultaneously. The article presents dependencies occurring between Human Resource Management and innovativeness identifying the critical personnel areas from the viewpoint of innovativeness and simultaneously verifying the usefulness of various models of Human Resource Management.

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

Science.gov (United States)

2010-10-14

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... Foundation's science, technology, engineering, and mathematics (STEM) education and human resources... and Human Resources Strategic Vision Break-out Groups: Working Lunch Break-out Groups Report to Full...

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…

Motivation of human resources for health: a case study at rural district level in Tanzania.

Science.gov (United States)

Zinnen, Véronique; Paul, Elisabeth; Mwisongo, Aziza; Nyato, Daniel; Robert, Annie

2012-01-01

An increasing number of studies explore the association between financial and non-financial incentives and the retention of health workers in developing countries. This study aims to contribute to empirical evidence on human resource for health motivation factors to assist policy makers in promoting effective and realistic interventions. A cross-sectional survey was conducted in four rural Tanzanian districts to explore staff stability and health workers' motivation. Data were collected using qualitative and quantitative techniques, covering all levels and types of health facilities. Stability of staff was found to be quite high. Public institutions remained very attractive with better job security, salary and retirement benefits. Satisfaction over working conditions was very low owing to inadequate working equipment, work overload, lack of services, difficult environment, favouritism and 'empty promotions'. Positive incentives mentioned were support for career development and supportive supervision. Attracting new staff in rural areas appeared to be more difficult than retaining staff in place. The study concluded that strategies to better motivate health personnel should focus on adequate remuneration, positive working and living environment and supportive management. However, by multiplying health facilities, the latest Tanzanian human resource for health plan could jeopardize current positive results. Copyright © 2012 John Wiley & Sons, Ltd.

The intellectual structure of human resource management research: a bibliometric study of the international journal of human resource management, 2000–2012

OpenAIRE

García Lillo, Francisco; Úbeda García, Mercedes; Marco-Lajara, Bartolomé

2017-01-01

The purpose of this study is to analyze the existing literature on human resource management (HRM) from all the research papers published in The International Journal of Human Resource Management between 2000 and 2012. The authors apply bibliometric methods to identify the main research lines within this scientific field; in other words, its ‘intellectual structure’. Social network analysis is also used to perform a visualization of this structure. The results of the analysis allow us to defi...

Strategic human resource management practices and ...

African Journals Online (AJOL)

This paper examined the theoretical perspectives of Strategic Human Resource Management Practices (SHRMPs) and organizational growth. The essence was to establish a relationship between SHRMPs and organizational growth. A qualitative research approach was adopted in an attempt to draw a relationship ...

The global human resource management casebook

NARCIS (Netherlands)

Castro-Christiansen, L.; Farndale, E.; Biron Ben Gera, M.; Kuvaas, B.

2017-01-01

This casebook is a collection of international teaching cases focusing on contemporary human resource management issues. Each case centers primarily on one country and illustrates a significant challenge faced by managers and HR practitioners, helping students to understand how the issues they learn

The nursing human resource planning best practice toolkit: creating a best practice resource for nursing managers.

Science.gov (United States)

Vincent, Leslie; Beduz, Mary Agnes

2010-05-01

Evidence of acute nursing shortages in urban hospitals has been surfacing since 2000. Further, new graduate nurses account for more than 50% of total nurse turnover in some hospitals and between 35% and 60% of new graduates change workplace during the first year. Critical to organizational success, first line nurse managers must have the knowledge and skills to ensure the accurate projection of nursing resource requirements and to develop proactive recruitment and retention programs that are effective, promote positive nursing socialization, and provide early exposure to the clinical setting. The Nursing Human Resource Planning Best Practice Toolkit project supported the creation of a network of teaching and community hospitals to develop a best practice toolkit in nursing human resource planning targeted at first line nursing managers. The toolkit includes the development of a framework including the conceptual building blocks of planning tools, manager interventions, retention and recruitment and professional practice models. The development of the toolkit involved conducting a review of the literature for best practices in nursing human resource planning, using a mixed method approach to data collection including a survey and extensive interviews of managers and completing a comprehensive scan of human resource practices in the participating organizations. This paper will provide an overview of the process used to develop the toolkit, a description of the toolkit contents and a reflection on the outcomes of the project.

Electricity Sector Council : human resources challenges

Energy Technology Data Exchange (ETDEWEB)

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

2007-07-01

The electricity sector is currently undergoing significant human resource challenges. Several charts illustrated the aging Canadian workforce; workforce by key occupation; statistics on a 2004 sector study requirements of retirement estimations; and average annual growth rate of the domestic labour force. Several slides also depicted the dependence on immigrants for labour growth; trades intake through immigration; and a 2007 environmental scan. The presentation also provided information on the Electricity Sector Council (ESC) and its projects and occupational standards currently under development. The ESC in partnership with Human Resources and Social Development Canada has begun the process of developing a National Occupational Standard for geoexchange professionals. It is intended to enable colleges and Ministries of Education to standardize national training and evaluate new hires. Last, several slides containing background information on the ESC board of directors were included along with slides of labour market information; connectivity; and projects under development. tabs., figs.

Electricity Sector Council : human resources challenges

International Nuclear Information System (INIS)

Goldie, T.

2007-01-01

The electricity sector is currently undergoing significant human resource challenges. Several charts illustrated the aging Canadian workforce; workforce by key occupation; statistics on a 2004 sector study requirements of retirement estimations; and average annual growth rate of the domestic labour force. Several slides also depicted the dependence on immigrants for labour growth; trades intake through immigration; and a 2007 environmental scan. The presentation also provided information on the Electricity Sector Council (ESC) and its projects and occupational standards currently under development. The ESC in partnership with Human Resources and Social Development Canada has begun the process of developing a National Occupational Standard for geoexchange professionals. It is intended to enable colleges and Ministries of Education to standardize national training and evaluate new hires. Last, several slides containing background information on the ESC board of directors were included along with slides of labour market information; connectivity; and projects under development. tabs., figs.

Cancer: an emergent property of disturbed resource-rich environments? Ecology meets personalized medicine.

Science.gov (United States)

Ducasse, Hugo; Arnal, Audrey; Vittecoq, Marion; Daoust, Simon P; Ujvari, Beata; Jacqueline, Camille; Tissot, Tazzio; Ewald, Paul; Gatenby, Robert A; King, Kayla C; Bonhomme, François; Brodeur, Jacques; Renaud, François; Solary, Eric; Roche, Benjamin; Thomas, Frédéric

2015-07-01

For an increasing number of biologists, cancer is viewed as a dynamic system governed by evolutionary and ecological principles. Throughout most of human history, cancer was an uncommon cause of death and it is generally accepted that common components of modern culture, including increased physiological stresses and caloric intake, favor cancer development. However, the precise mechanisms for this linkage are not well understood. Here, we examine the roles of ecological and physiological disturbances and resource availability on the emergence of cancer in multicellular organisms. We argue that proliferation of 'profiteering phenotypes' is often an emergent property of disturbed, resource-rich environments at all scales of biological organization. We review the evidence for this phenomenon, explore it within the context of malignancy, and discuss how this ecological framework may offer a theoretical background for novel strategies of cancer prevention. This work provides a compelling argument that the traditional separation between medicine and evolutionary ecology remains a fundamental limitation that needs to be overcome if complex processes, such as oncogenesis, are to be completely understood.

AFRA-NEST: A Tool for Human Resource Development

International Nuclear Information System (INIS)

Amanor, Edison; Akaho, E.H.K.; Serfor-Armah, Y.

2014-01-01

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

Federal Supervisors and Strategic Human Resources Management

National Research Council Canada - National Science Library

1998-01-01

.... The premise of the report is that many of the problems that supervisors face in fulfilling their human resources management responsibilities spring from an organizational orientation towards short...

EXISTS A RELATIONSHIP BETWEEN STRATEGIC HUMAN RESOURCES MANAGEMENT, INNOVATION AND COMPETITIVE ADVANTAGE?

Directory of Open Access Journals (Sweden)

ANCA-IOANA MUNTEANU

2015-02-01

Full Text Available This paper is purely theoretical, having as starting points both existing information in the literature and their correlations. The text does not have a generalized, but represent personal opinions and conclusions. Critically analyzing the definitions given in the literature the term "strategic human resource management ", we found that most of them referred to the involvement he has it in obtaining competitive advantage of an organization. Also, starting from the study of different approaches to strategic management of human resources, we can see that besides the role that obtain competitive advantage, it supports innovative activity of a company. So we can talk about a link between strategic management of human resources, innovation and achieving competitive advantage. By presenting how strategic human resource management can be implemented in an organization, its high performance practices for human resources, it demonstrates that they support employee creativity through free expression of ideas, involvement in decision making, resulting in the way to innovation and thus to obtain competitive advantage. This work, theoretical, was completed by a presentation that show the interdependencies that exist between the three think elements: strategic human resources management, innovation, competitive advantage.

78 FR 43258 - Privacy Act; System of Records: Human Resources Records, State-31

Science.gov (United States)

2013-07-19

... DEPARTMENT OF STATE [Public Notice 8384] Privacy Act; System of Records: Human Resources Records... system of records, Human Resources Records, State- 31, pursuant to the provisions of the Privacy Act of... State proposes that the current system will retain the name ``Human Resources Records'' (previously...

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

Science.gov (United States)

2013-12-26

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... Directorate for Education and Human Resources ( [email protected] ) at least 24 hours prior to the teleconference... mathematics (STEM) education and human resources programming. Agenda Remarks by the Committee Chair and NSF...

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

Science.gov (United States)

2013-10-03

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of...) education and human resources programming. Agenda November 6, 2013 Remarks by the Committee Chair and NSF Assistant Director for Education and Human Resources (EHR) Brief updates on EHR and Committee of Visitor...

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

Science.gov (United States)

2011-09-30

... NATIONAL SCIENCE FOUNDATION Proposal Review Panel for Human Resource Development; Notice of...; Proposal Review Panel Human Resource Development ( 1199). Date/Time: November 1, 2011; 5 p.m. to 10 p.m...: Part-Open. Contact Person: Kelly Mack, Division of Human Resource Development, Room 815, National...

human resources management and lecturer's job satisfaction

African Journals Online (AJOL)

PROF EKWUEME

The study revealed that administrators' human resources management effectiveness has a significant influence on ... opportunity for academic publication and administrators' staff relationship. .... enhance professional development. This is true ...

Analysis of Human Resources Management Strategy in China Electronic Commerce Enterprises

Science.gov (United States)

Shao, Fang

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

Manager, Human Resources Business Solutions | IDRC ...

International Development Research Centre (IDRC) Digital Library (Canada)

The incumbent acts as Chief of Staffing in the organization and makes authoritative ... 1 Talent Management Specialist and 1 Learning and Development Officer, ... Manage the application of the talent management strategy to define roles and ... the allocation of financial and human resources, performance management, etc.

PROVIDING RELIABILITY OF HUMAN RESOURCES IN PRODUCTION MANAGEMENT PROCESS

Directory of Open Access Journals (Sweden)

Anna MAZUR

2014-07-01

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

Organizational Ethics Development and the Human Resource Professional.

Science.gov (United States)

Petrick, Joseph A.

1992-01-01

Surveys literature on organizational moral development and describes research methodology employed, summarizes research findings, and examines career implications for human resource professionals. Contends that institutionalizing an ethics program can impact favorably on both the organization and the career of the implementing human resource…

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

Science.gov (United States)

2011-09-30

... NATIONAL SCIENCE FOUNDATION Proposal Review Panel for Human Resource Development; Notice of..., Proposal Review Panel Human Resource Development ( 1199). Date/Time: October 17, 2011; 5 p.m. to 10 p.m... Meeting: Part-Open. Contact Person: Kelly Mack, Division of Human Resource Development, Room 815, National...

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)...

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.

Building a healthy work environment: a nursing resource team perspective.

Science.gov (United States)

Vaughan, Leslie; Slinger, Trisha

2013-01-01

Leadership and staff from the London Health Sciences Centre (LHSC) Nursing Resource Team (NRT), including members of their Continuous Quality Improvement (CQI) Council, attended the first Southern Ontario Nursing Resource Team Conference (SONRTC), held March 2012 in Toronto. The SONRTC highlighted healthy work environments (HWEs), noting vast differences among the province's various organizations. Conversely, CQI Council members anecdotally acknowledged similar inconsistencies in HWEs across the various inpatient departments at LHSC. In fact, the mobility of the NRT role allows these nurses to make an unbiased observation about the culture, behaviours and practices of specific units as well as cross-reference departments regarding HWEs. Studies have documented that HWEs have a direct impact on the quality of patient care. Furthermore, the literature supports a relationship between HWEs and nurse job satisfaction. Based on this heightened awareness, the NRT CQI Council aimed to investigate HWEs at LHSC. The American Association of Critical Care Nurses (AACN) Standards for Establishing and Sustaining Healthy Work Environments was adapted in developing a survey for measuring HWEs based on the perceptions of NRT staff. Each of the departments was evaluated in terms of the following indicators: skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition and authentic leadership (AACN 2005). Ultimately, the Building a Healthy Work Environment: A Nursing Resource Team Perspective survey was employed with NRT nurses at LHSC, and data was collected for use by leadership and staff for creating HWE strategies aimed at improving the quality of patient care.

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...

GENDER INEQUALITY AND HUMAN RESOURCE MANAGEMENT ...

African Journals Online (AJOL)

LUCY

curtail women's participation in paid work, are actually civic responsibilities for society at ... KEYWORDS: Gender inequality, paid work, human resource management, ... treated on the basis of stereotypical ideas about ... ability such that on average, males are 10% taller, .... posits that because women pose a threat to men's.

Governance and human resources for health

NARCIS (Netherlands)

Dieleman, Marjolein; Hilhorst, Thea

2011-01-01

Despite an increase in efforts to address shortage and performance of Human Resources for Health (HRH), HRH problems continue to hamper quality service delivery. We believe that the influence of governance is undervalued in addressing the HRH crisis, both globally and at country level. This thematic

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

Science.gov (United States)

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

2014-01-01

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

A game theoretical model of deforestation in human-environment relationships.

Science.gov (United States)

Rodrigues, António; Koeppl, Heinz; Ohtsuki, Hisashi; Satake, Akiko

2009-05-07

We studied a two-person game regarding deforestation in human-environment relationships. Each landowner manages a single land parcel where the state of land-use is forested, agricultural, or abandoned. The landowner has two strategies available: forest conservation and deforestation. The choice of deforestation provides a high return to the landowner, but it degrades the forest ecosystem services produced on a neighboring land parcel managed by a different landowner. Given spatial interactions between the two landowners, each landowner decides which strategy to choose by comparing the expected discounted utility of each strategy. Expected discounted utility is determined by taking into account the current and future utilities to be received, according to the state transition on the two land parcels. The state transition is described by a Markov chain that incorporates a landowner's choice about whether to deforest and the dynamics of agricultural abandonment and forest regeneration. By considering a stationary distribution of the Markov chain for land-use transitions, we derive explicit conditions for Nash equilibrium. We found that a slow regeneration of forests favors mutual cooperation (forest conservation). As the forest regenerates faster, mutual cooperation transforms to double Nash equilibria (mutual cooperation and mutual defection), and finally mutual defection (deforestation) leads to a unique Nash equilibrium. Two different types of social dilemma emerge in our deforestation game. The stag-hunt dilemma is most likely to occur under an unsustainable resource supply, where forest regenerates extremely slowly but agricultural abandonment happens quite rapidly. In contrast, the prisoner's dilemma is likely under a persistent or circulating supply of resources, where forest regenerates rapidly and agricultural abandonment occurs slowly or rapidly. These results show how humans and the environment mutually shape the dilemma structure in forest management

Dental and Medical Students' Use and Perceptions of Learning Resources in a Human Physiology Course.

Science.gov (United States)

Tain, Monica; Schwartzstein, Richard; Friedland, Bernard; Park, Sang E

2017-09-01

The aim of this study was to determine the use and perceived utility of various learning resources available during the first-year Integrated Human Physiology course at the dental and medical schools at Harvard University. Dental and medical students of the Class of 2018 were surveyed anonymously online in 2015 regarding their use of 29 learning resources in this combined course. The learning resources had been grouped into four categories to discern frequency of use and perceived usefulness among the categories. The survey was distributed to 169 students, and 73 responded for a response rate of 43.2%. There was no significant difference among the learning resource categories in frequency of use; however, there was a statistically significant difference among categories in students' perceptions of usefulness. No correlation was found between frequency of use and perceived usefulness of each category. Students seemingly were not choosing the most useful resources for them. These results suggest that, in the current educational environment, where new technologies and self-directed learning are highly sought after, there remains a need for instructor-guided learning.

Key challenges of human resources for health in India

OpenAIRE

Priya Sinha

2016-01-01

Background and Objective Since independence the efforts have been to strengthen the health infrastructure, its accessibility and coverage. The human resources for health have been an important determinant for system but it has received significance recently. Even government expenditure on health has remained at not more than 1% of Gross Domestic Product which is very less as compared to world standard. Now the biggest challenge is the shortage of skilled human resource for health at all le...

Retention practices in education human resources management ...

African Journals Online (AJOL)

Retention practices in education human resources management. ... education system in South Africa, particularly in public schools, faces serious problems. ... of quality management which aim at continual increase of the accountability in ...

Canadian Library Human Resources Short‐Term Supply and Demand Crisis Is Averted, But a Significant Long‐Term Crisis Must Be Addressed. A review of: 8Rs Research Team. The Future of Human Resources in Canadian Libraries February 2005. Edmonton, AB: University of Alberta. 21 February 2007 .

OpenAIRE

Julie McKenna

2007-01-01

Objective – To examine the human resources environment in Canadian libraries in order to assess readiness to accommodate change and to identify opportunities for human resources planning. The “8Rs” of the study were defined as recruitment, retirement, retention, remuneration, repatriation, rejuvenation, re‐accreditation, and restructuring.Design – This study was undertaken in three phases over nearly three years through the use a variety of methods including literature review, analyses of exi...

Enhancement of environment and resources engineering studies through an international cooperation network

Science.gov (United States)

Caporali, E.; Tuneski, A.

2012-12-01

Higher education plays a very important role in the modern societies development, enhancing social, cultural and economic development for a sustainable growth, environment respectful. In this framework, the European Commission promotes the TEMPUS-Trans European Mobility Programme for University Studies. Curricula harmonization and lifelong learning programme development in higher education are among the focused aspects of the TEMPUS programme. The DEREL-Development of Environment and Resources Engineering Learning, is a three years TEMPUS project coordinated by the University of Firenze, in cooperation with colleagues of the Ss Cyril and Methodius University, Skopje financed and activated since October 2010. The DEREL Project Consortium consists of 4 EU Universities (from Italy, Greece, Germany and Austria), 7 Partner Countries (PC) Universities (from FYR of Macedonia, Serbia and Albania), and 1 PC Ministry, 4 PC National Agencies, 1 PC non governmental organization and 1 PC enterprise. In cooperation with the same 4 EU Universities and the same Macedonian Institutions, in the period 2005-2008 also a TEMPUS JEP entitled DEREC-Development of Environmental and Resources Engineering Curriculum, was also carried out by the University of Firenze in cooperation with colleagues of the Ss Cyril and Methodius University. Within DEREC a new three-years first cycle curriculum in Environmental and Resources Engineering was opened at the University Ss Cyril and Methodius, Skopje, and the necessary conditions for offering a Joint Degree Title, on the basis of an agreement between the Ss. Cyril and Methodius University and the University of Firenze, were fulfilled. The running DEREL project, as a continuation of DEREC, is aimed to introduce a new, up-to-date, postgraduate second cycle curriculum in Environment and Resources Engineering at the Ss Cyril and Methodius University in Skopje, FYR of Macedonia, University of Novi Sad, Serbia and Polytechnic University of Tirana, Albania

The Recent Trend in a Human Resource Management Journal: A Keyword Analysis

Directory of Open Access Journals (Sweden)

Muhammed Kürşad Özlen

2014-07-01

Full Text Available Continuous changes in technology, economic, social and psychological understandings and structures have influence on both Human Resources and their management. Organizations approach their human capital in a more sensitive way in order to win the loyalty and commitment of them, while increasing profit and maximizing the efficiency/effectiveness of its work power. Human Resources Management helps achieving these goals by recruiting, training, developing, motivating and rewarding employees. Therefore, the identification of current research interests is essential to lead them in defining organizational human resources strategies. The main purpose of this research is to identify top rated factors related to Human Resource Management by analyzing all the abstracts of the published papers in a Human Resource Management journal from the beginning of 2005 till the end of 2012. As a result of analyzing the keywords of all abstracts, the frequencies of the keyword categories are identified. Except the keywords related to Human Resources (17.6%, it is observed that the studies for the period consider the following: Employee rights and their career (18.3%, management (14.6%, contextual issues (10%, organizational strategies (9.5%, performance measurement and training (9.5%, behavioral issues and employee motivation (5.7, organizational culture (5.4%, technical issues (4.1%, etc. It should be noted that the researchers (a mainly stress on practice more than theory and (b consider the organization less than the individual. Interestingly, employee motivation is found to be less considered by the researchers. This study is believed to be useful for future studies and the industry by identifying the hot and top rated factors related to Human Resource Management.

Human Resources Development in the 70s

Science.gov (United States)

Ludeman, Bart L.

1977-01-01

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

The Study of Human Resource Competency Development Policy in Tourism Sector of Bureaucracy Reformation Era

OpenAIRE

Wiryanto, Wisber

2018-01-01

The development of the tourism sector ought to be supported by the competent Human Resources (SDM). Human resources of tourism that include human resources apparatus, industrial human resources, and the tourism community until now still facing difficulties of competency gaps and capability certification. Concerning this issue, there will be conducted a research of human resource competency development policy in tourism sector of bureaucratic reformation era. The goal of this research is to ex...

Effects of the Use of Electronic Human Resource Management (EHRM Within Human Resource Management (HRM Functions at Universities

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-09-01

Full Text Available This study set out to examine the effect of e-hrm systems in assisting human resource practitioners to execute their duties and responsibilities. In comparison to developed economies of the world, information technology adoption in sub-Saharan Africa has not been without certain glitches. Some of the factors that are responsible for these include poor need identification, sustainable funding, and insufficient skills. Besides these factors, there is also the issue of change management and users sticking to what they already know. Although, the above factors seem negative, there is strong evidence that information systems such as electronic human resource management present benefits to an organization. To achieve this, a dual research approach was utilized. Literature assisted immensely in both the development of the conceptual framework upon which the study hinged as well as in the development of the questionnaire items. The study also made use of an interview checklist to guide the participants. The findings reveal a mix of responses that indicate that while there are gains in adopting e-hrm systems, it is wiser to consider supporting resources as well as articulate the needs of the university better before any investment is made.

The cognitive environment simulation as a tool for modeling human performance and reliability

International Nuclear Information System (INIS)

Woods, D.D.; Pople, H. Jr.

1989-01-01

Various studies have shown that intention errors, or cognitive error, are a major contributor to the risk of disaster. Intention formation refers to the cognitive processes by which an agent decides on what actions are appropriate to carry out (information gathering, situation assessment, diagnosis, response selection). Understanding, measuring, predicting and correcting cognitive errors depends on the answers to the question - what are difficult problems? The answer to this question defines what are risky situations from the point of view of what incidents will the human-technical system manage safely and what incidents will the human-technical system manage poorly and evolve towards negative outcomes. The authors have made progress in the development of such measuring devices through an NRC sponsored research program on cognitive modeling of operator performance. The approach is based on the demand-resource match view of human error. In this approach the difficulty of a problem depends on both the nature of the problem itself and on the resources (e.g., knowledge, plans) available to solve the problem. One can test the difficulty posed by a domain incident, given some set of resources by running the incident through a cognitive simulation that carries out the cognitive activities of a limited resource problem solver in a dynamic, uncertain, risky and highly doctrinal (pre-planned routines and procedures) world. The cognitive simulation that they have developed to do this in NPP accidents is called the Cognitive Environment Simulation (CES). They will illustrate the power of this approach by comparing the behavior of operators in variants on a simulated accident to the behavior of CES in the same accidents

The Improvement of Human Resources Management through the Development of Best Practices

OpenAIRE

Anohi Ionut; Bujduveanu Aurica; ?tefãnicã Virginia

2012-01-01

Human resources management practice has been subject of numerous studies. Specialists have brought into discussion the concept of human resources management best practice. The issues related with this concept have generated intense debates among specialists. This paper aims to present the theoretical background of the concept and the influence that could exercise upon the level of development for human resources management practice. A clearer image on this issue could be achieved by discussin...

World resources 1992-93

International Nuclear Information System (INIS)

Anon.

1992-01-01

The World Resources series is intended to meet the critical need for accessible, accurate information on some of the most pressing issues of our time. Wise management of natural resources and protection of the global environment are essential to achieve sustainable economic development and hence to alleviate poverty, improve the human condition, and preserve the biological systems on which all life depends. This volume has a special focus on sustainable development, in support of the upcoming 1992 United Nations Conference on Environment and Development (UNCED). Part 1 consists of four special chapters on sustainable development: an overview chapter and three case studies of what sustainable development might mean in industrial countries, low-income countries, and rapidly industrializing countries. Additional material pertinent to this topic is found throughout the volume. Part 2 continues the tradition of examining in each volume a particular region in more detail - in this case, an overview of the severe environmental and resource problems faced by Central Europe as that region makes a difficult transition to more democratic governments and more market-oriented economies. Part 3 reports on basic conditions and trends, key issues, major problems and efforts to resolve them, and recent developments in each of the major resource categories, from population and human development to energy to atmosphere and climate. Where data exist, the chapters give a 20-year perspective on trends in the physical environment - spanning the time between the first United Nations Conference on the Environment and UNCED. Supporting data, as well as the core data tables from the World Resources Data Base, are found in Part 4. Chapters have been processed separately for inclusion on the data base

Human Machine Interfaces for Teleoperators and Virtual Environments Conference

Science.gov (United States)

1990-01-01

In a teleoperator system the human operator senses, moves within, and operates upon a remote or hazardous environment by means of a slave mechanism (a mechanism often referred to as a teleoperator). In a virtual environment system the interactive human machine interface is retained but the slave mechanism and its environment are replaced by a computer simulation. Video is replaced by computer graphics. The auditory and force sensations imparted to the human operator are similarly computer generated. In contrast to a teleoperator system, where the purpose is to extend the operator's sensorimotor system in a manner that facilitates exploration and manipulation of the physical environment, in a virtual environment system, the purpose is to train, inform, alter, or study the human operator to modify the state of the computer and the information environment. A major application in which the human operator is the target is that of flight simulation. Although flight simulators have been around for more than a decade, they had little impact outside aviation presumably because the application was so specialized and so expensive.

HUMAN RESOURCES, SUSTAINABLE DEVELOPMENT PAWN IN SOUTH-WEST OLTENIA REGION

Directory of Open Access Journals (Sweden)

Camelia, Marin

2012-01-01

Full Text Available Sustainable development is a strategy by which people seek ways to economic development, benefiting also from the local environment or to benefit quality of life. Aim of this paper is to highlight that each county has different sustainable development opportunities, according to demographic and economic potential. These opportunities exist for each urban area in part due to each Region.Starting from the idea accepted worldwide through sustainable development that seeks interaction and compatibility of four systems: human (social economic, environmental (for environmental or ecological and technology, we considered an analysis of human resources in the South-West Oltenia Region. Rresearch methods used consist of systemic analysis, comparative and comprehensive approach to the topic investigated, depending on the target. This research is based on different databases, and uses various methods in an attempt to provide an explanation of the issues that are, theoretically speaking, persuasive. Research results are to highlight the employment rate in the South region West Oltenia, the programs used by authorities to reduce unemployment and to identify any tracks to revive the labor market in this region.

Type A natural resource damage assessment models for Great Lakes environments (NRDAM/GLE) and coastal and marine environments (NRDAM/CME)

International Nuclear Information System (INIS)

French, D.P.; Reed, M.

1993-01-01

A computer model of the physical fates, biological effects, and economic damages resulting from releases of oil and other hazardous materials has been developed by ASA to be used in Type A natural resource damage assessments under the Comprehensive Environmental Response, Compensation, and Liability Act of 1980 (CERCLA). Natural Resource Damage Assessment Models for Great Lakes Environments (NRDAM/GLE) and for Coastal and Marine Environments (NRDAM/GLE) and for Coastal and Marine Environments (NRDAM/CME) will become available. These models will also support NOAA's damage assessment regulations under the Oil Pollution Act of 1990. The physical and biological models are three-dimensional. Direct mortality from toxic concentrations and oiling, impacts of habitat loss, and food web losses are included in the model. Estimation of natural resource damages is based both on the lost value of injured resources and on the costs for restoration or replacement of those resources. A coupled geographical information system (GIS) allows gridded representation of complex coastal boundaries, variable bathymetry, shoreline types, and multiple biological habitats. The models contain environmental, geographical, chemical, toxicological, biological, restoration and economic databases with the necessary information to estimate damages. Chemical and toxicological data are included for about 470 chemicals and oils. Biological data are unique to 77 coastal and marine plus 11 Great Lakes provinces, and to habitat type. Restoration and economic valuations are also regionally specific

DEFINING CHARACTERISTICS AND PARTICULARITIES OF HUMAN RESOURCES MANAGEMENT IN THE REPUBLIC OF MOLDOVA

Directory of Open Access Journals (Sweden)

BUICLI OLGA

2017-12-01

Full Text Available In this article are presented the aspects and the defining conceptions of the human resources management, their importance but also the necessity of some major changes in this domain from the autochthonous organisations. In this context, we are aiming to enhance economic efficiency of the companies from the Republic of Moldova by the help of the improvement of the human resources management. Elements, pecualiarities, definition and evolution of the concept human resources management are presented in the vision of different authors. In case of the organizations from the Republic of Moldova the modernization of the old habits dominated by the authorities, the absence of a professional approach of the human resources, represents a significant change, which must be fulfilled and which led to the necessity of the approach of this problem. In conclusion the potential of the human resources and implicitly of the management of the human resources are emphsized by the help of scientifical arguments, as also the proposals, which would contribute to the improvement of the situation in this domain of activity

The Influence of Human Resource Practices on Internal Customer Satisfaction and Organizational Effectiveness

Directory of Open Access Journals (Sweden)

Irfan Ullah

2013-08-01

Full Text Available It is generally believed that the impact of Human Resource Practices on internal customer satisfaction can create comparative advantage for the organizational performance. The main objective of this study was to find out the impact of Human Resource Practices on internal customer satisfaction and organizational effectiveness. The impact of human resource practices on the overall performance of organizations has been a leading subject of research and the results have been encouraging, indicative of positive relationship between Human Resource practices and organizational effectiveness. Data was collected through personally administered questionnaire-based survey from 290 banking personnel of Pakistan. Structural equation modeling was used to examine the anticipated model. The results showed that some Human Resource Practices appear to be linked to internal customer satisfaction and organizational effectiveness. The implications for practitioners were to modify and emphasize certain human resource practices, and to emphasize the role of internal customers for organizational effectiveness enhancement. These findings revealed the importance of internal customers in enhancing employee morale, organizational commitment, employee productivity, turnover rate and the organization’s ability to attract talent.

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: Human...

Enrico Chiaveri, new Head of the Human Resources Department

CERN Document Server

2005-01-01

Enrico Chiaveri has been appointed Head of the Human Resources Department of with effect from 1st April 2005. A senior physicist, Dr Chiaveri joined CERN in 1973. During his career, he has performed various management roles, including that of Deputy Leader of the SPS/LEP Division, and has acquired extensive experience in human resources matters. Over the transition period up to 1st August 2005 he will gradually relinquish his current functions as Group Leader within the AB Department.

STRATEGIC HUMAN RESOURCE MANAGEMENT : A Cross-Cultural Managerial Approach

OpenAIRE

Anyangwe, Xavier

2017-01-01

The goal of the thesis was to examine the impact of the concepts of culture, human resource management and strategic human resource management. A man without a culture is like a man with no identity, so the identity of people needs to be identified for effective unity in diversity. The findings of the thesis show that cultural diversity is an inclusive aspect of almost all communities and countries in the world. The richness of these cultures in terms of cultural values, languages, intera...

KNOWLEDGE MANAGEMENT SYSTEM DESIGN AT HUMAN RESOURCES DIVISION

Directory of Open Access Journals (Sweden)

Yanti Yanti

2009-05-01

Full Text Available The Human Resources Division of a company is a vital division. Most of the time, they perform their work manually, and therefore creating limitations to their capacity. The knowledge contained is very important for human resources development and subsequently for developing the company. In order to manage this knowledge well, the company shall require a knowledge management system. This knowledge management system would be a solution to be used for the company to manage all knowledge contained in that particular division. Phases in designing knowledge managements starts from analyzing knowledge sources of the company, knowledge identification and definition, and determining knowledge goals. Knowledge management systems contain many functions such as collecting, recording and managing the knowledge and sharing this to all related employees easily. The company may also use knowledge management systems to share and inform employees regarding updates of information, news and/or activity regarding the employees themselves. Information from knowledge management systems may also be used by employees to monitor their performance and thereby increasing it. Knowledge management systems may also help employees in their learning activities.Keywords: knowledge management, human resources, employee

Aram Chaos: a Long Lived Subsurface Aqueous Environment with Strong Water Resources Potential for Human Missions on Mars

Science.gov (United States)

Sibille, L.; Mueller, R.; Niles, P. B.; Glotch, T.; Archer, P. D.; Bell, M. S.

2015-01-01

Aram Chaos, Mars is a crater 280 kilometers in diameter with elevations circa. minus 2 to minus 3 kilometers below datum that provides a compelling landing site for future human explorers as it features multiple scientific regions of interest (ROI) paired with a rich extensible Resource ROI that features poly-hydrated sulfates [1]. The geologic history of Aram Chaos suggests several past episodes of groundwater recharge and infilling by liquid water, ice, and other materials [1-3]. The creation of the fractured region with no known terrestrial equivalent may have been caused by melting of deep ice reservoirs that triggered the collapse of terrain followed by catastrophic water outflows over the region. Aram Chaos is of particular scientific interest because it is hypothesized that the chaotic terrain may be the source of water that contributed to the creation of nearby valleys such as Ares Vallis flowing toward Chryse Planitia. The liquid water was likely sourced as groundwater and therefore represents water derived from a protected subsurface environment making it a compelling astrobiological site [2]. The past history of water is also represented by high concentrations of hematite, Fe-oxyhydroxides, mono-hydrated and poly-hydrated sulfates [1, 2]. Poly-hydrated sulfates are likely to contain abundant water that evolves at temperatures below 500 degrees Centigrade thus conferring Aram Chaos a potentially high value for early in-situ resource utilization (ISRU) [4]. The geologic history also calls for future prospecting of deep ice deposits and possibly liquid water via deep drilling. The most recent stratigraphic units in the central part of Aram Chaos are not fractured, and are part of a dome-shaped formation that features bright, poorly-consolidated material that contains both hydrated sulfates and ferric oxides according to OMEGA (Observatoire pour la Minéralogie, l'Eau, les Glaces et l'Activité) data [5]. These surface material characteristics are

Human Resource Management Practices and Employee Satisfaction in Microfinance Banks in Nigeria

Directory of Open Access Journals (Sweden)

Chijioke Esogwa Nwachukwu

2017-06-01

Full Text Available Purpose of the article: The role of microfinance banks (MFBs in the growth and development of businesses in an emerging market such as Nigeria cannot be overemphasised. Implementing sound human resource practices can enable MFBs satisfy their employees and sustain competitive advantage. Methodology/methods: A purposive sample of 60 senior employees of 10 microfinance banks in Nigeria was used for this study. All the 60 questionnaires were returned but 59 were found usable for the analysis, accounting for 98.3% response rate. In analyzing our data, Pearson correlation, ANOVA, and multiple regression techniques were used. Scientific aim: The goal of this study is to investigate HRM practices and employee satisfaction in microfinance banks in Nigeria. Findings: The result shows that a significant positive association exists between human resource planning, training and development, employee compensation and employee satisfaction. However, an insignificant positive relationship exists between work environment and employee satisfaction. Only three out of the four hypotheses are supported. Conclusions: HRM practices are tools used by organisations to get the best out of their workers, thus, achieve superior business performance. The authors, therefore, recommend that organizations that want to remain competitive must ensure that various stakeholders are satisfied (including employees by implementing a robust HRM practices.

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

Science.gov (United States)

Hu, Po

2007-01-01

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

Human Resources Development Programmes in Nigerian Academic ...

African Journals Online (AJOL)

Samaru Journal of Information Studies ... The purpose of this study was to assess Human Resources Development (HRD) programmes of librarians ... It was suggested that for effective HRD, each university library should have a written staff

Development of human resources for Indian nuclear power programme

International Nuclear Information System (INIS)

Grover, R.B.; Puri, R.R.

2013-01-01

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 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)

Nuclear Human Resources Development Program using Educational Core Simulator

International Nuclear Information System (INIS)

Choi, Yu Sun; Hong, Soon Kwan

2015-01-01

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

Nuclear Human Resources Development Program using Educational Core Simulator

Energy Technology Data Exchange (ETDEWEB)

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

2015-10-15

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

The nursing human resource budget: design for success.

Science.gov (United States)

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

1995-06-01

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

Collaboration between Supported Employment and Human Resource Services: Strategies for Success

Science.gov (United States)

Post, Michal; Campbell, Camille; Heinz, Tom; Kotsonas, Lori; Montgomery, Joyce; Storey, Keith

2010-01-01

The article presents the benefits of successful collaboration between supported employment agencies and human resource managers when working together to secure employment for individuals with disabilities. Two case studies are presented: one involving a successful collaboration with county human resource managers in negotiating a change in the…

Compilation Of An Econometric Human Resource Efficiency Model For Project Management Best Practices

Directory of Open Access Journals (Sweden)

G. van Zyl

2006-11-01

Full Text Available The aim of the paper is to introduce a human resource efficiency model in order to rank the most important human resource driving forces for project management best practices. The results of the model will demonstrate how the human resource component of project management acts as the primary function to enhance organizational performance, codified through improved logical end-state programmes, work ethics and process contributions. Given the hypothesis that project management best practices involve significant human resource and organizational changes, one would reasonably expect this process to influence and resonate throughout all the dimensions of an organisation.

Entrepreneurial training for Human Resource practitioners and potential services rendered to Small Enterprises

Directory of Open Access Journals (Sweden)

R. van der Walt

2008-12-01

Full Text Available This article examines to what extent current South African university courses/programmes in Human Resources Management and Industrial Psychology prepare students for a career in entrepreneurship. It is argued that human resources practitioners have much to offer in the line of services and advice to small enterprises on how to succeed. The data of the survey are analysed through a qualitative approach. The findings indicate that entrepreneurship training currently receives limited attention in the training of human resources practitioners and industrial psychologists.   Key words and phrases: entrepreneurial education, human resources management, industrial psychology

The Paradigm Shift in Strategic Human Resources. Research in the case of Romanian Organizations

Directory of Open Access Journals (Sweden)

Carmen NOVAC

2016-12-01

Full Text Available The paper presents the conditions and factors influencing the development of a strategic human capital plan, offering a framework for obtaining competitive advantage and for developing a business plan in which the Human Resources function can actually make a contribution. The authors also present the key elements of a Human Resources paradigm which will change the DNA of its function. The research was first implemented in 2009 with the purpose of identifying specific processes within Strategic Human Resources Management (SHRM. Aiming to obtain further information on HR processes currently applied within Romanian organizations, the authors applied a semi-structured interview on Human Resources specialists working in domains such as supporting services, human resources outsourcing services, telecommunications, automotive and taxi services, call center services and trade marketing. The results indicated that within organizations following the development of human resources processes, the gain of new knowledge in the business area of the company can be observed. The effects are also evident within organizations` development plans.

Application of Selective Algorithm for Effective Resource Provisioning in Cloud Computing Environment

OpenAIRE

Katyal, Mayanka; Mishra, Atul

2014-01-01

Modern day continued demand for resource hungry services and applications in IT sector has led to development of Cloud computing. Cloud computing environment involves high cost infrastructure on one hand and need high scale computational resources on the other hand. These resources need to be provisioned (allocation and scheduling) to the end users in most efficient manner so that the tremendous capabilities of cloud are utilized effectively and efficiently. In this paper we discuss a selecti...

DEFINING ASPECTS OF HUMAN RESOURCE MANAGEMENT STRATEGY WITHIN THE GENERAL STRATEGY OF THE MODERN ORGANIZATION

Directory of Open Access Journals (Sweden)

Emanoil MUSCALU

2013-07-01

Full Text Available The field of human resources requires the presence and action of several categories of persons and managerial structures interested in the quality of human resources and the activities developed by them. Besides managers and employees there are also the shareholders, the unions, the customers, the different national or local agencies, the local community, etc., with major interests regarding decisions in the human resources area. In order to harmonize their activities and achieve an optimal perspective within the evolution of Human Resource Management, special attention is paid to the strategy of human resources management. According to many specialists, strategies in the field of Human Resource Management show, in the first place, that personnel function adopts a broader perspective and a more dynamic view of human resources, which enables its full integration within the other functions of the organization. In the second place, strategies in the field of Human Resource Management designate the assembly of long term objectives concerning human resources, the main modalities of achieving them and the necessary resources which guarantee that the organization’s structure, value and culture as well as the utilization of its personnel contribute to fulfilling the general objectives of the organization. Therefore, we approached in this paper the problems of grounding and elaborating the Human Resource Management strategy, and we outlined their specific traits, as these are necessary aspects in order to emphasise at the end of our paper the correlation between the strategy in the field of Human Resource Management and the general strategy of the organization. Taking into account specialists and practitioners’ increased interest in knowing, substantiating and implementing strategies in the area of Human Resource Management, we consider that the aspects presented in this paper are modern issues and a starting pointing in solving the great problems of

Anthropology and Geosciences: Training and Collaboration Advancing Interdisciplinary Research of Human-environment Interaction

Science.gov (United States)

Brondizio, E.; Moran, E.

2005-05-01

Over the past thirteen years the Anthropological Center for Training and Research on Global Environmental Change (ACT) at Indiana University has pioneered the use of anthropological and environmental research approaches to address issues of land use change, and population-environment interaction, particularly in the Amazon. Our research and training objectives focus on how particular local populations manage resources and how those activities may be studied by integrating time-tested ethnographic methods, survey instruments, ecological field studies, and the spatial and temporal perspectives of remote sensing and Geographical Information Systems. The globalization of the environment crisis bears the risk of the research and training at universities being purely global or large scale in nature. This would fail to take into account the highly variable local causes of human activities or to discover sustainable solutions to the use, conservation, and restoration of human ecosystems. Our approach combines institutional and international collaboration, formal and hands-on laboratory and field activities developed within an interdisciplinary environment, but based on the strength of disciplinary programs. Over the past years, we have particularly emphasized collaboration between American and Brazilian scholars and students and intense work with local farmers and communities both during data collection and field research, as well as in returning data and results using different formats. In this paper, we address our experience, the challenges and advantages of theoretical and methodological development for students approaching interdisciplinary problems, innovations in linking levels of analysis, and new opportunities for international and collaborative training and research on human-environment interaction.

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

Science.gov (United States)

2012-06-07

... and Human Resources Project Monitoring Clearance AGENCY: National Science Foundation. ACTION: Notice...). SUPPLEMENTARY INFORMATION: Title of Collection: Education and Human Resources Project Monitoring Clearance. OMB... States and internationally. The Directorate for Education and Human Resources (EHR), a unit within NSF...

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

International Nuclear Information System (INIS)

Zheng Mingguang; Ye Cheng; Han Xu

2011-01-01

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)

Neuroeconomics and Human Resource Development