WorldWideScience

Sample records for group human resources

  1. 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...

  2. 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.

  3. A dynamic new group within Human Resources Division

    CERN Multimedia

    2003-01-01

    Since 1st May CERN's training and development and personnel management teams have been fused into a new group called Personnel Management and Development. The new Personnel Management and Development Group is responsible for career advancement and management, recruitment, remuneration and for language, communication, management, academic and technical training, keys to a sense of greater well-being and to career progression. The new group was born on 1st May out of the fusion of the "Personnel Management" and "Training and Development" Groups within CERN's Human Resources Division. Its aim is to offer a practical and easily accessible service to assist the members of the personnel and supervisors to manage careers more harmoniously, to make progress and to continue to learn on the job. With Sue Foffano as its Group Leader, the Group comprises four sections: Academic and Technical Training under the guiding hand of Mick Storr; Management, Communication and Language Training headed by Sudeshna Datta-Cockeril...

  4. Group attributional training as an effective approach to human resource development under team work systems.

    Science.gov (United States)

    Wang, Z M

    1994-07-01

    An experimental programme of group attributional training under team work system was conducted as part of human resource development in Chinese industrial enterprises. One hundred and ten shopfloor employees participated in the study. Among them, 58 employees took part in the factorial-designed experiment to find out the effects of attributions on performance, and 52 employees of ten work groups participated in the group attributional training programme twice a week for two months. The results showed that the group attributional training was effective in modifying employees' attributional patterns and enhancing group performance and satisfaction. On the basis of the results, an attributional model of work motivation is proposed, and its theoretical and practical implications for human resource management discussed.

  5. PENGUKURAN KINERJA KARYAWAN PT. PERTAMINA (PERSERO TBBM SEMARANG GROUP DENGAN PENDEKATAN HUMAN RESOURCES SCORECARD

    Directory of Open Access Journals (Sweden)

    Dyah Aisyah Putri

    2015-11-01

    Full Text Available PT. PERTAMINA (PERSERO Terminal Bahan Bakar Minyak (TBBM Semarang Group memiliki tugas utama yaitu sebagai tempat Penerimaan, Penyimpanan, dan Penyaluran. TBBM Semarang Group menargetkan posisi perusahaan ada pada peringkat “GOLD” di Tahun 2014 dengan standar kriteria persentase penilaian keseluruhan sebesar 90%. Dari data yang didapatkan hasil nilai audit POSE (Pertamina Operation & Service Excellent pada tahun 2013 mencapai 92%, dan pada tahun 2014 meningkat menjadi 93,9%. Namun pada 4 elemen yang berkaitan dengan aspek Human Resources terjadi penurunan. Tujuan dari penelitian ini untuk mengidentifikasi KPI (Key performance indicator terpilih yang dapat menunjang peningkatan nilai POSE dengan menggunakan rancangan HR Scorecard, serta menghitung bobot masing-masing KPI dengan metode Analytical Hierarchy Process dan mengukur nilai pencapaian kinerja dengan metode Scoring System dan evaluasi hasil pengukuran kinerja dengan Traffic Light System. Perancangan pengukuran kinerja dengan kerangka Human Resources Scorecard menghasilkan 17 KPI yang dapat menunjang peningkatan nilai POSE, yaitu 5 KPI dari perspektif High Performance Work System, 3 KPI HR System Alignment, 4 KPI HR Efficiency, dan 5 KPI HR Deliverable. Dari hasil pengukuran kinerja TBBM Semarang Group berada pada level hijau dengan hasil kinerja sebesar 98% atau sudah baik. Namun, masih terdapat 2 KPI yang berada pada level merah yaitu tingkat keterlambatan karyawan dan biaya penjagaan lingkungan. Maka, perusahaan harus melakukan perbaikan segera pada kedua KPI tersebut agar dapat meningkatkan nilai persentase POSE pada aspek Human Resources. Kata Kunci : human resources scorecard; key performance indicator; pengukuran kinerja; analytical hierarchy process; scoring system dan traffic light system Abstract The main roles of PT. Pertamina (Persero Fuel Oil Terminal (TBBM Semarang Group consist of Receiving, Storing, and Distribution. In 2004, TBBM Semarang Group targeted the

  6. A Case Study of the Global Group for Sharing Knowledge and Efforts in Human Resources within the Nuclear Industry

    International Nuclear Information System (INIS)

    Thomas, C.

    2016-01-01

    Full text: One of the main conclusions from the IAEA’s HRD Conference in 2014 was that people and organisations in the global nuclear industry could cooperate more in sharing information and efforts. This was an inspiring conclusion, and there seemed an especially great opportunity for such sharing of information and efforts related to the attraction, recruitment, development and retention of people within the nuclear workforce. Founding members include people from the IAEA, WNA, WANO, EDF and OPG amongst others, the global working group for Human Resource matters aimed at “Building and Sustaining a Competent Nuclear Workforce” was established. This global working group is free to join and is open to anyone concerned with Building and Sustaining a Competent NuclearWorkforce. The objectives of the group are to share useful information, find others with similar objectives to cooperate with, ask questions, share opinions and crucially to avoid unnecessary duplication of efforts. The group already has 160 members from more than 15 countries and is currently hosted as a group on the LinkedIn website. The vision for the group is that it will become an invaluable resource for people across the world in the nuclear industry for sharing information and efforts. (author

  7. Defense Human Resources Activity > PERSEREC

    Science.gov (United States)

    Skip to main content (Press Enter). Toggle navigation Defense Human Resources Activity Search Search Defense Human Resources Activity: Search Search Defense Human Resources Activity: Search Defense Human Resources Activity U.S. Department of Defense Defense Human Resources Activity Overview

  8. Human resource assignment and role representation mechanism with the "cascading staff-group authoring" and "relation/situation" model.

    Science.gov (United States)

    Hirose, Y; Sasaki, Y; Kinoshita, A

    2001-01-01

    We have previously reported the access control mechanism and audit strategy of the "patient-doctor relation and clinical situation at the point-of-care" model with multi-axial access control matrix (ACM). This mechanism overcomes the deficit of ACM in the aspect of data accessibility but does not resolve the representation of the staff's affiliate and/or plural membership in the complex real world. Care groups inside a department or inter-department clinical team plays significant clinical role but also spend great amount of time and money in the hospital. Therefore the impact of human resource assignment and cost of such stakeholders to the hospital management is huge, so that they should be accurately treated in the hospital information system. However multi-axial ACM has problems with the representation of staff groups due to static parameters such as department/license because staffs belong to a group rather temporarily and/or a medical staff may belong to plural groups. As a solution, we have designed and implemented "cascading staff-group authoring" method with "relation and situation" model and multi-axial ACM. In this mechanism, (i) a system administrator certifies "group chief certifying person" according to the request and authorization by the department director, (ii) the "group chief certifying person" certifies "group chief(s)", (iii) the "group chief" recruits its members from the medical staffs, and at the same time the "group chief" decides the profit distribution policy of this group. This will enable medical staff to access EMR according to the role he/she plays whether it is as a department staff or as a group member. This solution has worked successfully over the past few years. It provides end-users with a flexible and time-to-time staff-group authoring environment using a simple human-interfaced tool without security breach and without system administration cost. In addition, profit and cost distribution is clarified among departments and

  9. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    Abstract: Quality in Human Resource Practice – a process perspective The purpose of this article is to establish criteria for what quality in human resource practice (HRP) actually means. The general thesis is that quality in human resource practices is shaped within social processes in the HRM...... areas (recruitment, training, work environment etc.). Initially the concept of quality is defined in general on the basis of selections from the HRM literature, and then related to human resource practice. The question posed in the article is then answered using examples from case studies of human...... resource practice in industrial and service-related work processes. The focus in these studies is directed at behavioural processes between managers and employees, especially at individual and group level. The conclusion is that quality in human resource practice can be considered to be a social process...

  10. ECONOMICS OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    IOANA - JULIETA JOSAN

    2011-04-01

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

  11. 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"

  12. Toward human resource management in inter-professional health practice: linking organizational culture, group identity and individual autonomy.

    Science.gov (United States)

    Tataw, David

    2012-01-01

    The literature on team and inter-professional care practice describes numerous barriers to the institutionalization of inter-professional healthcare. Responses to slow institutionalization of inter-professional healthcare practice have failed to describe change variables and to identify change agents relevant to inter-professional healthcare practice. The purpose of this paper is to (1) describe individual and organizational level barriers to collaborative practice in healthcare; (2) identify change variables relevant to the institutionalization of inter-professional practice at individual and organizational levels of analysis; and (3) identify human resource professionals as change agents and describe how the strategic use of the human resource function could transform individual and organizational level change variables and therefore facilitate the healthcare system's shift toward inter-professional practice. A proposed program of institutionalization includes the following components: a strategic plan to align human resource functions with organizational level inter-professional healthcare strategies, activities to enhance professional competencies and the organizational position of human resource personnel, activities to integrate inter-professional healthcare practices into the daily routines of institutional and individual providers, activities to stand up health provider champions as permanent leaders of inter-professional teams with human resource professionals as consultants and activities to bring all key players to the table including health providers. Copyright © 2012 John Wiley & Sons, Ltd.

  13. 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

  14. 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…

  15. 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...

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

    Directory of Open Access Journals (Sweden)

    SeidMehdi Veise

    2014-08-01

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

  17. 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.

  18. Human Resource Outsourcing Success

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul-Halim

    2014-07-01

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

  19. [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.

  20. 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…

  1. LEADERSHIP IN OPTIMIZING MANAGEMENT OF HUMAN RESOURCES FOR GROUP SUSTAINABILITY (Case of Farmer Groups of Gisik Pranaji Bugel Village Panjatan Kulon Progo Regency

    Directory of Open Access Journals (Sweden)

    Sri Kuning Retno Dewandini

    2016-07-01

    Full Text Available Leadership is one important aspect in the sucess of the group. The leader of a group have a role as determinat sucess of the group. Nothing a leader, a group will only run without direction and purpose. But the sucess of a group is not only determined by a leader, but also it determined by his followers as well as a supportive environment. Gisik Pranaji farmer groups in the Bugel village of Panjatan Kulon Progo Regency able to survive due to the role of farmer group. To sustain these group need the support of the parties involved in it, including all the members of farmers and the environment.

  2. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

    Research purpose: The purpose of this special edition is to introduce readers to the evaluation of human resource (HR programmes. Motivation for the study: There are few comprehensive evaluations of HR programmes despite many publications on functional efficiency measures of HR (i.e. measures of cost, time, quantity, error and quality. Research design, approach and method: This article provides a value chain for HR activities and introduces the reader to programme theory-driven evaluation. Main findings: In summarising all of the contributions in this edition, one of the main findings was the lack of programme evaluation experience within HR functions and the difficulty this posed for the evaluators. Practical/managerial implications: This introductory article presents answers to two simple questions: What does HR do? and, What is programme evaluation? These answers will enable practitioners to understand what programme evaluators mean when we say that programme evaluation seeks to determine the merit of a programme. Contribution/value-add: The main contribution of this introductory article is to set the scene for the HR evaluations that follow. It alerts the reader to the rich theory contribution in HR literature and how to apply this in a theory-driven evaluation.

  3. Human resource and radiotherapist planning

    International Nuclear Information System (INIS)

    Lauzon, R.; Lachance, M.J.; McCammond, R.; Harnett, N.; Robson, S.; Wenz, J.

    2000-01-01

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

  4. 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...

  5. Creating new library services through collaboration with resident groups : Aimimg at human resource development and information literacy education in ways only libraries can do : Study on activities of an NPO called Ueda Library Club

    Science.gov (United States)

    Morita, Utako

    Creating new library services through collaboration with resident groups : Aimimg at human resource development and information literacy education in ways only libraries can do : Study on activities of an NPO called Ueda Library Club

  6. Immigration Reform and Administrative Relief for 2014 and Beyond: A Report on Behalf of the Committee for Immigration Reform Implementation (CIRI, Human Resources Working Group

    Directory of Open Access Journals (Sweden)

    Charles Kamasaki

    2015-08-01

    Full Text Available Successful implementation of any broad-scale immigrant legalization program requires an adequately funded infrastructure of immigrant-serving organizations. In 2014, President Obama announced an expanded Deferred Action for Childhood Arrivals (DACA program, as well as the Deferred Action for Parents of Citizens and Lawful Permanent Residents (DAPA program, which would make it possible for approximately five million people to attain lawful, albeit temporary, status and employment authorization. As the initial DACA program instituted in 2012 has already stretched the capacity of immigrant-serving organizations to their limits or even beyond them, the possibility of full implementation of DAPA and the expanded DACA programs presents a formidable challenge for these organizations.In this paper, the Human Resources Working Group of the Committee for Immigration Reform Implementation (CIRI draws on the lessons of the Immigrant Reform and Control Act of 1986 (IRCA, DACA, and other initiatives to provide a roadmap for immigrant service delivery agencies and their partners in planning for implementation of the expanded DACA and the DAPA programs, with an eye (ultimately to broad legislative reform. In particular, this paper focuses on the funding and human resources that the immigrant service delivery field, writ large, would require to implement these programs.If expanded DACA and DAPA were implemented, the CIRI Working Group estimates that, of the total of five million that may be eligible, 1.08 million individuals will require extensive application assistance, generating the need for approximately three times more full-time staff than are currently in the field. Moreover, without additional funding and staff, agencies will likely not be able to shift a portion of staff time to accommodate any new program, even taking the typical fee-for-service model into account. Thus, the paper identifies a pressing need for “upfront” funding as early in the

  7. 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)

  8. 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...

  9. 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.

  10. Issues about Human Resources Recruitment

    Directory of Open Access Journals (Sweden)

    Aurel Manolescu

    2008-04-01

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

  11. 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.

  12. 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

  13. 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,…

  14. 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 ...

  15. Operations of human resources engagement

    OpenAIRE

    Δημητρέλη, Αλεξάνδρα

    2017-01-01

    This current study, attempts to shed light on the relationship between HR Operations and employee engagement by testing the relationship empirically. More specifically, it looks at how employee engagement could be embedded into day-to-day human resources operations. Employee engagement is a topic that is repeatedly being discussed in most of the HR forums, articles and journals in the recent past. Employers recognize that truly engage and motivate employee’s produce impressive levels of in...

  16. 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)

  17. Leadership in moving human groups.

    Directory of Open Access Journals (Sweden)

    Margarete Boos

    2014-04-01

    Full Text Available How is movement of individuals coordinated as a group? This is a fundamental question of social behaviour, encompassing phenomena such as bird flocking, fish schooling, and the innumerable activities in human groups that require people to synchronise their actions. We have developed an experimental paradigm, the HoneyComb computer-based multi-client game, to empirically investigate human movement coordination and leadership. Using economic games as a model, we set monetary incentives to motivate players on a virtual playfield to reach goals via players' movements. We asked whether (I humans coordinate their movements when information is limited to an individual group member's observation of adjacent group member motion, (II whether an informed group minority can lead an uninformed group majority to the minority's goal, and if so, (III how this minority exerts its influence. We showed that in a human group--on the basis of movement alone--a minority can successfully lead a majority. Minorities lead successfully when (a their members choose similar initial steps towards their goal field and (b they are among the first in the whole group to make a move. Using our approach, we empirically demonstrate that the rules of swarming behaviour apply to humans. Even complex human behaviour, such as leadership and directed group movement, follow simple rules that are based on visual perception of local movement.

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2013-07-01

    M. Porter highlights the important role of human resources within an organization, considering that in any business there are potential sources for obtaining competitive advantage. It comes from the ability of firms to master better than its rivals competitive forces. Any subdivision organizational structure and any employee of the organization, no matter how far away lies the strategy development process, contributing to gaining and maintaining competitive advantage.

  19. 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 ...

  20. 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 ...

  1. 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...

  2. Human resource development for decommissioning

    International Nuclear Information System (INIS)

    Yanagihara, Satoshi

    2016-01-01

    This paper summarized the features of decommissioning work and the methods how to develop human resources. The general flow of decommissioning includes the following steps: (1) evaluation of facility characteristics, (2) planning, (3) decontamination and disassembly of equipment and structures contaminated with radioactivity, (4) radioactivity measurement, (5) treatment and disposal of radioactive waste, and (6) release from legal restrictions (termination of decommissioning). For this purpose, techniques in various fields are required. In the evaluation of facility characteristics, radiation measurement and calculation of activation amount in the core part are required. In decontamination and dismantling, cutting technology (mechanical cutting, thermal cutting, etc.), decontamination technology, and remote control technology are required. In the nuclear power education in the past, the fields related to design, construction, operation, and maintenance among the plant life cycle were the main parts. Much attention was not payed to decommissioning and the treatment/disposal of radioactive waste in the second half of life cycle. As university education, Hokkaido University and Fukui University have lectures on decommissioning. Furthermore, the education and research for students are proceeding at seven universities, with a focus on common reactors including those of Fukushima Daiichi Power Station. It is a key for promoting decommissioning, to incorporate project management, risk analysis, cost evaluation, and decision making into education, and to foster human resources heading toward challenging problems including social problems. (A.O.)

  3. 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.

  4. Working group report on water resources

    International Nuclear Information System (INIS)

    Baulder, J.

    1991-01-01

    The results and conclusions of a working group held to discuss climate change implications for water resources are presented. The existing water resources and climatological databases necessary to develop models and functional relationships lack integration and coordination. The density and spatial distribution of the existing sampling networks for obtaining necessary climatological data is inadequate, especially in areas of complex terrain, notably higher elevations in the Rocky Mountains. Little information and knowledge is available on potential socio-economic responses that can be anticipated from either increases in climate variability or major change. Recommended research initiatives include the following. Basic functional relationships between climatic events, climatic variability and change, and both surface and groundwater hydrologic processes need to be investigated and improved. Basin-scale and regional-scale climatic models need to be developed, tested, and interfaced with existing global climate models. Public sector attitudes to water management issues and opportunities need to be investigated, and integrated scientific, socio-economic, multidisciplinary, regional databases on climatic change and variability and associated processes need to be developed

  5. 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…

  6. Strategic Management of Human Resources

    Directory of Open Access Journals (Sweden)

    Madlena Nen

    2014-05-01

    Full Text Available In the context of Romania’s integration into European structures, the modernization process of educational system constitutes a natural necessity. This scientific approach has proposed a comprehensive approach of the issue of the Community programs efficiency on highly qualified human resources as part of Romania's accession to the European structures. I want to highlight that, in the content of this work, educational system integration into European structures is presented, analyzed and treated as a complex and long process. Many countries have drawn up action plans for the dissemination of potential negative effects of “brain drain” and the valorization, at internal level, of the international experience of the co-nationals.

  7. Spontaneous flocking in human groups.

    Science.gov (United States)

    Belz, Michael; Pyritz, Lennart W; Boos, Margarete

    2013-01-01

    Flocking behaviour, as a type of self-organised collective behaviour, is described as the spatial formation of groups without global control and explicit inter-individual recruitment signals. It can be observed in many animals, such as bird flocks, shoals or herds of ungulates. Spatial attraction between humans as the central component of flocking behaviour has been simulated in a number of seminal models but it has not been detected experimentally in human groups so far. The two other sub-processes of this self-organised collective movement - collision avoidance and alignment - are excluded or held constant respectively in this study. We created a computer-based, multi-agent game where human players, represented as black dots, moved on a virtual playground. The participants were deprived of social cues about each other and could neither communicate verbally nor nonverbally. They played two games: (1) Single Game, where other players were invisible, and (2) Joint Game, where each player could see players' positions in a local radius around himself/herself. We found that individuals approached their neighbours spontaneously if their positions were visible, leading to less spatial dispersion of the whole group compared to moving alone. We conclude that human groups show the basic component of flocking behaviour without being explicitly instructed or rewarded to do so. Copyright © 2012 Elsevier B.V. All rights reserved.

  8. Human resources training in coastal science

    Digital Repository Service at National Institute of Oceanography (India)

    Vijayaraghavan, S.

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

  9. 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…

  10. 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…

  11. 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...

  12. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-11-01

    Full Text Available This paper reviews the role of human resource management (HRM which, today, plays a strategic partnership role in management. The focus of the paper is on HRM in the public sector, where much hope rests on HRM as a means of transforming the public service and achieving much needed service delivery. However, a critical evaluation of HRM practices in the public sector reveals that these services leave much to be desired. The paper suggests the adoption of benchmarking as a process to revamp HRM in the public sector so that it is able to deliver on its promises. It describes the nature and process of benchmarking and highlights the inherent difficulties in applying benchmarking in HRM. It concludes with some suggestions for a plan of action. The process of identifying “best” practices in HRM requires the best collaborative efforts of HRM practitioners and academicians. If used creatively, benchmarking has the potential to bring about radical and positive changes in HRM in the public sector. The adoption of the benchmarking process is, in itself, a litmus test of the extent to which HRM in the public sector has grown professionally.

  13. 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...

  14. 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.

  15. 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…

  16. 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…

  17. 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)

  18. 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)

  19. Within-group competition reduces cooperation and payoffs in human groups

    DEFF Research Database (Denmark)

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

    2012-01-01

    Social organisms in many taxa cooperate to produce resources that are shared among group members. Some cooperatively produced resources may be monopolized by individuals who invest in within-group competition, but these have largely been overlooked in empirical and theoretical research on human c......, and demonstrates unifying principles in cooperation and competition across the animal kingdom....

  20. 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.

  1. 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.

  2. 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.

  3. HUMAN RESOURCE MANAGEMENT IN MULTIPROJECT ENVIRONMENT

    Directory of Open Access Journals (Sweden)

    Vyara Slavyanska

    2015-12-01

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

  4. 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.

  5. 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...

  6. Human Resources Development in Tajikistan

    International Nuclear Information System (INIS)

    Mirsaidov, U.

    2014-01-01

    The availability of nuclear knowledge is the result of the past and present conditions of organizations of knowledge in the field of atomic and nuclear physics in Tajikistan. It is shown, that despite today's weak material resources, with the support of IAEA and other intergovernmental contracts and the international funds, and also presence of rich intellectual fund of the republic, it is possible to reserve Nuclear Knowledge in Tajikistan. (author)

  7. 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

  8. 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 ...

  9. 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)

  10. 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 ...

  11. 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.

  12. 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, ...

  13. 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)...

  14. 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

  15. 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...

  16. 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...

  17. A Consideration of Human Resource Management Future

    OpenAIRE

    Samad Nasiri; Sahar Valikhanfard Zanjani

    2012-01-01

    The prediction of future events, at best, is a risky endeavor. Researchers and theorists have different views about what will happen to human resource managers. Most research has been done on topics of technology, intellectual capital, and government regulation, workforce demographic changes, shrinking organizations, international management and globalization. It is evident that all the issues mentioned play a very important role in human resource management over the coming decades, and some ...

  18. 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)

  19. 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.

  20. Human Resource Management Practices in Nigeria

    OpenAIRE

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

    2011-01-01

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

  1. 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....

  2. Analytical group decision making in natural resources: methodology and application

    Science.gov (United States)

    Daniel L. Schmoldt; David L. Peterson

    2000-01-01

    Group decision making is becoming increasingly important in natural resource management and associated scientific applications, because multiple values are treated coincidentally in time and space, multiple resource specialists are needed, and multiple stakeholders must be included in the decision process. Decades of social science research on decision making in groups...

  3. 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…

  4. Resource Information and Forecasting Group; Electricity, Resources, & Building Systems Integration (ERBSI) (Fact Sheet)

    Energy Technology Data Exchange (ETDEWEB)

    2009-11-01

    Researchers in the Resource Information and Forecasting group at NREL provide scientific, engineering, and analytical expertise to help characterize renewable energy resources and facilitate the integration of these clean energy sources into the electricity grid.

  5. Human resource development in FBTR

    International Nuclear Information System (INIS)

    Ravishankar, K.

    2006-01-01

    Since Fast Breeder Test Reactor (FBTR) is the first sodium cooled reactor in India, the training of personnel was tailored specifically to meet the various requirements. Personnel with experience in operation of reactor were inducted for management and Shift Charge Engineer positions. Taking advantage of the Indo French collaboration, this initial team was trained in Reactor Rapsodie, France for about one year. Also to acquire experience in operation of turbine generator, they were trained in RAPS. They prepared the O and M documents and trained other engineers, supervisors and technicians. Recruitment of O and M manpower was carefully planned and carried out in stages matching the project schedule and to ensure adequate availability of trained and licensed personnel for operation and maintenance. Personnel for maintenance were inducted from construction group and in addition from other process industries. Staffing for Technical services wing was largely from Design Group. Training and licensing Qualification procedure were prepared after the task analysis so that personnel at various positions possess the requisite competence. Innovative strategies were adopted to ensure adequate availability of licensed manpower during the trying situations like heavy turn over licensed personnel. (author)

  6. 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...

  7. 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.

  8. 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)

  9. Human Resources Management within Civil Service

    Directory of Open Access Journals (Sweden)

    Victor Teodor Alistar

    2012-12-01

    Full Text Available The main objective of this article is to examine the notion of management, as an area of study which analyses, regulates and renders the theoretical and technical support in order to provide rationality within the processes that unfold in the civil service. In order to accomplish this task, human resources management will be analyzed as a process which relies in exerting four main functions: ensuring, developing, motivating and maintaining the human resources, which are conditioned by external factors that must be taken into consideration, such as: legislative framework, labor force, unions, cultural context (here one includes management practices and philosophy, and economic circumstances. All these factors are considered to have a significant impact on the management of human resources.

  10. Business groups' outward FDI: A managerial resources perspective

    OpenAIRE

    Tan, D C; Meyer, Klaus E

    2010-01-01

    Outward FDI strategies are driven by firms' resource endowments, which in turn are conditioned by their home environment. In emerging economies, thus, the pattern of outward FDI is shaped by local firms' idiosyncratic contexts and the resources that these firms developed to fit the contexts. This includes business groups, a dominant organizational form in many emerging economies, competing with context-bound resources. When they wish to transcend their home context, they need internationally ...

  11. 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".

  12. 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.

  13. 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.

  14. Analytical group decision making in natural resources: Methodology and application

    Science.gov (United States)

    Schmoldt, D.L.; Peterson, D.L.

    2000-01-01

    Group decision making is becoming increasingly important in natural resource management and associated scientific applications, because multiple values are treated coincidentally in time and space, multiple resource specialists are needed, and multiple stakeholders must be included in the decision process. Decades of social science research on decision making in groups have provided insights into the impediments to effective group processes and on techniques that can be applied in a group context. Nevertheless, little integration and few applications of these results have occurred in resource management decision processes, where formal groups are integral, either directly or indirectly. A group decision-making methodology is introduced as an effective approach for temporary, formal groups (e.g., workshops). It combines the following three components: (1) brainstorming to generate ideas; (2) the analytic hierarchy process to produce judgments, manage conflict, enable consensus, and plan for implementation; and (3) a discussion template (straw document). Resulting numerical assessments of alternative decision priorities can be analyzed statistically to indicate where group member agreement occurs and where priority values are significantly different. An application of this group process to fire research program development in a workshop setting indicates that the process helps focus group deliberations; mitigates groupthink, nondecision, and social loafing pitfalls; encourages individual interaction; identifies irrational judgments; and provides a large amount of useful quantitative information about group preferences. This approach can help facilitate scientific assessments and other decision-making processes in resource management.

  15. 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.

  16. 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 ...

  17. Human Resource Subjects Allocation and Students' Academic ...

    African Journals Online (AJOL)

    This study investigated human resource subjects' allocation and students' academic performance in Secondary Schools in Obudu, Nigeria. The relevant variables of teachers subject was used as independent variable while the dependent variables were students' academic performance. Six hundred teachers from 20 ...

  18. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

    (Internet technology), which transcends the traditional business of the company in question. It illustrates what goes wrong when innovative human resources do not succeed in becoming integrated into the rest of the host organization and therefore may become trapped by their own passion in a position as self...

  19. 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...

  20. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

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

    2002-01-01

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

  1. Cultural Implications of Human Resource Development.

    Science.gov (United States)

    Hiranpruk, Chaiskran

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

  2. Research Article (Human Resources for Health) Postoperative ...

    African Journals Online (AJOL)

    2007-06-14

    Jun 14, 2007 ... ... of Public Health Sciences, Karolinska Institutet, Stockholm, Sweden. 4. ... six year Emergency Human Resource Programme aimed ... therefore to elucidate the extent of major surgical work ... back for review seven days after discharge. ... and 24 hour maternal condition, post-operative fever, wound.

  3. The Human Resources Management System: Part 1.

    Science.gov (United States)

    Ceriello, Vincent R.

    1982-01-01

    Presents a systematic and disciplined approach to planning for the development and implementation of an information system which will collect, store, maintain, and report human resources data. Discusses guidelines, priorities, training requirements, security, auditing, interface with payroll, and personnel reporting. (CT)

  4. 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.

  5. Human resources for health in Europe

    National Research Council Canada - National Science Library

    McKee, Martin; Dubois, Carl-Ardy; Nolte, Ellen

    2006-01-01

    ... systems in the field of personnel. The authors also identify which strategies are most likely to lead to the optimal management of health professionals in the future. Human Resources for Health in Europe is key reading for health policymakers and postgraduates taking courses in health services management, health policy and health economics. It is also ...

  6. 2008 Human Resources Development Programmes in Nigerian ...

    African Journals Online (AJOL)

    Gbaje E.S

    Personnel management in libraries is an aspect of library administration that involves planning for human resource needs ... and organisation (of staff) in order to achieve the organizational goals. When the right personnel are recruited, the management puts the staff through with the operations of the library through a staff ...

  7. Penny Burton - Chief Human Resources Officer | NREL

    Science.gov (United States)

    with leadership experience in all human resources functional areas for both profit and non-profit over 50% employee growth. Burton brings over 30 years of progressive experience in various industries Pioneer Financial Industries where she was a member of the senior leadership team. During her time on the

  8. Integrating Oracle Human Resources with Other Modules

    Science.gov (United States)

    Sparks, Karl; Shope, Shawn

    1998-01-01

    One of the most challenging aspects of implementing an enterprise-wide business system is achieving integration of the different modules to the satisfaction of diverse customers. The Jet Propulsion Laboratory's (JPL) implementation of the Oracle application suite demonstrates the need to coordinate Oracle Human Resources Management System (HRMS) decision across the Oracle modules.

  9. 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.

  10. 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.)

  11. Career Management for Human Resource Professionals.

    Science.gov (United States)

    Wiley, Carolyn

    1992-01-01

    Claims growing importance of human resource (HR) management suggests there are extensive career opportunities in HR. Notes there is no single entry position in HR management, and only one in seven HR professionals believes luck was a factor in his or her success. Concludes HR professionals must be able to deliver usual services and effectively…

  12. 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

  13. Resource efficiency in agricultural development: human capital ...

    African Journals Online (AJOL)

    Resource efficiency in agricultural development: human capital development perspective and poverty challenges in developing countries. ... in Nigeria and contributed about 23.9% of the Gross National Domestic product in 2016. ... Equally, the new focus on agriculture involves training on new technologies and evolving ...

  14. Human resources in home care in Europe.

    NARCIS (Netherlands)

    Genet, N.; Lamura, G.; Boerma, W.; Hutchinson, A.; Garms-Homolova, V.; Naiditch, M.; Chlabicz, S.; Ersek, K.; Gulácsi, L.; Fagerstrom, C.; Bolibar, B.

    2010-01-01

    Introduction: The increasing old-age dependency ratio implies future reduction of human resources available to provide services. Little information is available about the level of qualification, contractual aspects, payment and working conditions of home care workers and the existence of staff

  15. 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.

  16. 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

  17. Group & Intergroup Relations in Living Human Systems.

    Science.gov (United States)

    1980-06-01

    organizational diagnosis , the group is itself a living human system. A group may be underbounded, overbounded, or optimally bounded. The state of group...very im- portant to understand and to use in order to conduct organizational diagnosis " using group methods. 2 -43 (Alderfer, 1977b). The group...Boundary Relations and Organizational Diagnosis . In H. Meltzer and F.W. Wickert (eds.) Humanizing Organizational Behavior. Springfield, Illinois: Thomas

  18. Comparative emergency department resource utilisation across age groups.

    Science.gov (United States)

    Burkett, Ellen; Martin-Khan, Melinda G; Gray, Leonard C

    2017-12-11

    Objectives The aim of the present study was to assess comparative emergency department (ED) resource utilisation across age groups. Methods A retrospective analysis of data collected in the National Non-admitted Patient Emergency Department Care Database was undertaken to assess comparative ED resource utilisation across six age groups (0-14, 15-35, 36-64, 65-74, 75-84 and ≥85 years) with previously used surrogate markers of ED resource utilisation. Results Older people had significantly higher resource utilisation for their individual ED episodes of care than younger people, with the effect increasing with advancing age. Conclusion With ED care of older people demonstrated to be more resource intensive than care for younger people, the projected increase in older person presentations anticipated with population aging will have a magnified effect on ED services. These predicted changes in demand for ED care will only be able to be optimally managed if Australian health policy, ED funding instruments and ED models of care are adjusted to take into account the specific care and resource needs of older people. What is known about the topic? Current Australian ED funding models do not adjust for patient age. Several regional studies have suggested higher resource utilisation of ED patients aged ≥65 years. Anticipated rapid population aging mandates that contribution of age to ED visit resource utilisation be further explored. What does this paper add? The present study of national Australian ED presentations compared ED resource utilisation across age groups using surrogate markers of ED cost. Older people were found to have significantly higher resource utilisation in the ED, with the effect increasing further with advancing age. What are the implications for practitioners? The higher resource utilisation of older people in the ED warrants a review of current ED funding models to ensure that they will continue to meet the needs of an aging population.

  19. 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...

  20. Developing Entrepreneurial Resilience: Implications for Human Resource Development

    Science.gov (United States)

    Lee, Jin; Wang, Jia

    2017-01-01

    Purpose: Leadership development has attracted much research attention within the human resource development (HRD) community. However, little scholarly effort has been made to study a special group of leaders--entrepreneurs. This paper aims to fill in this knowledge gap by taking a close look at entrepreneurial resilience, a key ability of…

  1. Human Resource Development for Health in Ethiopia: Challenges of ...

    African Journals Online (AJOL)

    Review of different documents on human resource for health was undertaken. Particular attention was given to documents from Ethiopia. Generally there is shortage in number of different groups of professionals, mal distribution of professionals between regions, urban and rural setting, and governmental and non ...

  2. A brief history of human blood groups.

    Science.gov (United States)

    Farhud, Dariush D; Zarif Yeganeh, Marjan

    2013-01-01

    The evolution of human blood groups, without doubt, has a history as old as man himself. There are at least three hypotheses about the emergence and mutation of human blood groups. Global distribution pattern of blood groups depends on various environmental factors, such as disease, climate, altitude, humidity etc. In this survey, the collection of main blood groups ABO and Rh, along with some minor groups, are presented. Several investigations of blood groups from Iran, particularly a large sampling on 291857 individuals from Iran, including the main blood groups ABO and Rh, as well as minor blood groups such as Duffy, Lutheran, Kell, KP, Kidd, and Xg, have been reviewed.

  3. Professional development and human resources management in networks

    Directory of Open Access Journals (Sweden)

    Evgeniy Rudnev

    2016-05-01

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

  4. 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.

  5. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    Directory of Open Access Journals (Sweden)

    Zoltan-Bela FARKAS

    2014-06-01

    Full Text Available Many research studies on the human resources performance of the educational system have proved that pupils/students’ educational success depends, to a high degree, on the level of human resource motivation, as well as on their degree of professional satisfaction. Teachers’ who show a high level of motivation, both intrinsic and extrinsic, invest more into their activity, are more creative and more efficient in problem solving. The paper debates the results of an empirical study regarding the influence of pre-university teachers’ motivation and satisfaction regarding the general work conditions on their work performance by measuring the present motivation and satisfaction level. Furthermore, the determinant factors of their satisfaction with the work place are determined and analyzed. Finally, based on the statistical data process we will conclude and debate on the research hypothesis validation and the empirical model related to motivation – satisfaction – performance interdependences.

  6. 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.

  7. 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.

  8. Human Resource Evaluation in Hotel Units

    Directory of Open Access Journals (Sweden)

    George Aspridis

    2012-03-01

    Full Text Available This paper aims at presenting and analysing the performance appraisalsystems and the human potential development in hotelunits. It aims at integrating and updating many aspects of performanceappraisal while concentrating on the hotel units systemto prove the importance of human resource evaluation in hotelunits and the procedure that is to be followed by the enterprisefor further development of hotel employees. HR evaluation analysisis presented through relevant theoretical background on theevaluation method and the presentation of the practical problematicalissues in order to create an image for a whole evaluationsystem of HR in Greek hotel enterprises.

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2015-03-01

    Full Text Available This work is purely theoretical, based on information in the literature, but also on their correlations. The text does not have a generalized, but are personal opinions and conclusions. The objective of this paper is to present particular emphasis to be placed today on the implications of human resources of an organization and human resources strategy have on vital processes within any organization, namely strategic planning, implementing changes and achieve competitive advantage. Organizations should have easily adaptable employees with skills needed to meet customer needs and adapt to permanent changes in the environment in real time. The goal of any organization is to attract more customers to get a favorable market position and competitive advantage against competitors. To achieve these goals, the role and importance of human resources in an organization has evolved into a considerably. Being accepted as a strategic partners of the organizations, human resources begin to be involved in determining strategy, decision-making on the organization as a whole. The emphasis in this paper on presenting the importance of human resources and human resources strategy in an organization, the special role that they have in supporting the overall strategy of the organization through strategic planning, implementation of organizational changes that are so necessary to adapt company's current customer requirements, can be a focal point for business and cause awareness among key stakeholders in a company, the need straightening attention to the foregoing

  10. Ethical human resource management: a critical analysis

    OpenAIRE

    Khan, Muhammad

    2014-01-01

    In modern day, Human Resource Management (HRM) is seen as a mere variant of management control aiming intentionally to ‘colonize’ the identity of the individual employee which points to the contradictions between the idealised HRM theories and its practice commonly referred to as the difference between rhetoric and reality. These critical analyses suggest that HRM reflects a historical shift in the way work is defined and managed and research has to be undertaken on how morality and ethics ma...

  11. 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...

  12. Improving Human Resources Recruitment in Maritime Domain

    OpenAIRE

    Surugiu Felicia; Dragomir Cristina

    2011-01-01

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

  13. Investigating the virtual representation of human resources

    OpenAIRE

    Canko, Mert

    2015-01-01

    Despite all the advancements of software technologies to increase the productivity of companies, their capabilities to find solutions for certain problem domains are still limited. For the purpose of collaboratively addressing problems, which cannot be solved by algorithms alone, humans as computational units that are connected in a network of hardware and software resources, are therefore becoming increasingly popular. In this diploma thesis we investigate virtual representations of huma...

  14. Personality Model in Human Resources Management

    OpenAIRE

    Jovan Zubovic

    2008-01-01

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

  15. International human resources management challenges and changes

    CERN Document Server

    2015-01-01

    This book covers the issues related to human resource management (HRM) in an international context. It gives perspectives and future direction in International HRM research. The chapters explore the models, tools and processes used by international organizations in order to assist international managers to better face the challenges and changes in HRM. It is suitable to HR managers, engineers, entrepreneurs, practitioners, academics and researchers in the field.

  16. Management of Human Resources in CNCAN

    International Nuclear Information System (INIS)

    Ghinea, P.; Goicea, C.

    2014-01-01

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

  17. IAEA Nuclear Security Human Resource Development Program

    International Nuclear Information System (INIS)

    Braunegger-Guelich, A.

    2009-01-01

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

  18. 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...

  19. 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...

  20. 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 ...

  1. Human cooperation by lethal group competition.

    Science.gov (United States)

    Egas, Martijn; Kats, Ralph; van der Sar, Xander; Reuben, Ernesto; Sabelis, Maurice W

    2013-01-01

    Why humans are prone to cooperate puzzles biologists, psychologists and economists alike. Between-group conflict has been hypothesized to drive within-group cooperation. However, such conflicts did not have lasting effects in laboratory experiments, because they were about luxury goods, not needed for survival ("looting"). Here, we find within-group cooperation to last when between-group conflict is implemented as "all-out war" (eliminating the weakest groups). Human subjects invested in helping group members to avoid having the lowest collective pay-off, whereas they failed to cooperate in control treatments with random group elimination or with no subdivision in groups. When the game was repeated, experience was found to promote helping. Thus, not within-group interactions alone, not random group elimination, but pay-off-dependent group elimination was found to drive within-group cooperation in our experiment. We suggest that some forms of human cooperation are maintained by multi-level selection: reciprocity within groups and lethal competition among groups acting together.

  2. Capitalism, Identity Politics, and Queerness Converge: LGBT Employee Resource Groups

    Science.gov (United States)

    Githens, Rod P.

    2009-01-01

    Lesbian, gay, bisexual, and transgender (LGBT) employee resource groups have brought about substantial organizational change within corporations. Capitalist structures have enabled these changes to occur more quickly in the private sector than within the public sector. In this article, I explore how capitalism has converged with two approaches of…

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

    Science.gov (United States)

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

    2013-01-01

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

  4. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    2015-01-01

    This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity of comp...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network.......This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity...... of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management...

  5. HUMAN RESOURCES MANAGEMENT IN ADVERTISING AGENCY

    Directory of Open Access Journals (Sweden)

    Cristina LEOVARIDIS

    2009-01-01

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

  6. Group decision-making techniques for natural resource management applications

    Science.gov (United States)

    Coughlan, Beth A.K.; Armour, Carl L.

    1992-01-01

    This report is an introduction to decision analysis and problem-solving techniques for professionals in natural resource management. Although these managers are often called upon to make complex decisions, their training in the natural sciences seldom provides exposure to the decision-making tools developed in management science. Our purpose is to being to fill this gap. We present a general analysis of the pitfalls of group problem solving, and suggestions for improved interactions followed by the specific techniques. Selected techniques are illustrated. The material is easy to understand and apply without previous training or excessive study and is applicable to natural resource management issues.

  7. 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.

  8. 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 ...

  9. 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

  10. 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 ...

  11. 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.

  12. 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.

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

    CERN Multimedia

    2009-01-01

    Anne-Sylvie Catherin has been appointed Head of the Human Resources Department with effect from 1 August 2009. Mrs Catherin is a lawyer specialized in International Administration and joined CERN in 1996 as legal advisor within the Office of the HR Department Head. After having been promoted to the position of Group Leader responsible for social and statutory conditions in 2000, Mrs Catherin was appointed Deputy of the Head of the Human Resources Department and Group Leader responsible for Strategy, Management and Development from 2005 to date. Since 2005, she has also served as a member of CCP and TREF. In the execution of her mandate as Deputy HR Department Head, Mrs Catherin closely assisted the HR Department Head in the organization of the Department and in devising new HR policies and strategies. She played an instrumental role in the last five-yearly review and in the revision of the Staff Rules and Regulations.

  14. Three essays on human resource management

    OpenAIRE

    Avgoustaki, Argyro

    2012-01-01

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

  15. Human resource management in international organizations

    Directory of Open Access Journals (Sweden)

    Sonja Treven

    2001-01-01

    Full Text Available In the paper, the author first presents various approaches to the management and recruitment of employees in subsidiaries that the company has established in different countries. Then, she turns her attention to the basic functions of international human resource management, among them recruitment and selection of new employees, development and training of employees, assessment of work efficiency, as well as remuneration of employees. As the expatriates are often given special attention by their work organizations, she concludes the paper with the description of the additional challanges occurring in the management of these employees.

  16. 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...

  17. 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.

  18. 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...

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

    Directory of Open Access Journals (Sweden)

    Erlinda Muslim

    2016-08-01

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

  20. ACSNI study group on human factors

    International Nuclear Information System (INIS)

    1993-01-01

    Organisational failures are now recognised as being as important as mechanical failures or individual human errors in causing major accidents such as the capsize of the Herald of Free Enterprise or the Pipa Alpha disaster. The Human Factors Study Group of the Advisory Committee on the Safety of Nuclear Installations was set up to look at the part played by human factors in nuclear risk and its reduction. The third report of the Study Group considers the role played by organisational factors and management in promoting nuclear safety. Actions to review and promote a safety culture are suggested. Three main conclusions are drawn and several recommendations made. (UK)

  1. Human altruism by lethal group competition

    NARCIS (Netherlands)

    Egas, M.; Kats, R.; Reuben, E.; van der Sar, X.; Sabelis, M.W.

    2013-01-01

    Why humans are prone to cooperate puzzles biologists, psychologists and economists alike. Between-group conflict has been hypothesized to drive within-group cooperation. However, such conflicts did not have lasting effects in laboratory experiments, because they were about luxury goods, not needed

  2. 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...

  3. 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 ...

  4. 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 ...

  5. 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.

  6. 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…

  7. 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..

  8. 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.

  9. Social capital as norms and resources: Focus groups discussing alcohol

    DEFF Research Database (Denmark)

    Demant, Jakob Johan; Järvinen, Margaretha

    2011-01-01

    and an effect of their drinking experience. We apply Coleman's micro-oriented perspective on local network mechanisms – with a specific focus on collective norms negotiated in the focus groups – in combination with Bourdieu's definition of social capital as resources. The data used in this article come from......The aim of this article is to analyse the relationship between peer-group social capital and the use of alcohol among young people – as this relationship is expressed in focus group interviews. The main point to be made is that social capital affects alcohol use in two different ways: it incites...... focus group interviews with 18–19-year-old Danes. Read More: http://informahealthcare.com/doi/abs/10.3109/16066351003725776...

  10. 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 &…

  11. 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 &…

  12. 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 &…

  13. 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 &…

  14. 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 &…

  15. 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 &…

  16. 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 &…

  17. Nuclear human resources management in Serbia

    International Nuclear Information System (INIS)

    Videnovic, I.

    2007-01-01

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

  18. Timing of nurses activities: human resources management

    Directory of Open Access Journals (Sweden)

    Hamid Hosein Poor

    2016-11-01

    Full Text Available Costs of human resources include a high percentage of hospital’s costs; therefore, determination of number of real and optimal employees needed for organizations is very important. In the meantime, the optimal organization of nurses, as the biggest human resource in health care organizations, is of great importance. The present study aimed to assess the distribution of nurses’ activities in shifts and the results of productivity in human resources management in Imam Khomeini hospital in Shirvan. The present cross-sectional study was conducted in 2016. All nurses, working in three shifts of morning, afternoon, and evening in emergency unit and general units of Imam Khomeini hospital, Shirvan, were enrolled into the study through census methods. The instrument, used in this study, was the checklist of timing activities and patients’ satisfaction from nurses. The statistical software SPSS was used for analysis. Mean age of employees in these two units/wards was 31 years and mean duration of work experience was 5.24 years, The difference was significant between the two wards. necessity of the work, especially in emergency unit, are issues that need more assessment and need to be adjusted. Given the high volume of non-care matters of nursing staff, including writing services, including completing paper records and work with HIS (Hospital Information System, which has been emphasized in several studies, new definition of service and use of artificial intelligence with high efficacy is proposed. The status of the available equipment, availability, and efficiency of digital equipment and hoteling state of wards and hospitals also play an important factor in the distribution of time of nursing care activities. Employment of nurses to perform non-nursing duties, because of the shortage of other classes or lack of their permanent presence and based on Although there were differences in standard time of direct and indirect care in emergency unit and

  19. 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.

  20. 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

  1. Economic Development and Development of Human Resources

    Directory of Open Access Journals (Sweden)

    Metod Černetič

    1998-12-01

    Full Text Available Černetič deals with certain dilemmas and problems related to employee training within companies, and discusses the complexity of the relationship between technological development and education, developmental gap between the developed and underdevdoped economies, and the goals of social development in Slovenia. Cernetič stresses that training programmes should above all provide flexibility of employment; the competitive edge of an entire state actually depends on effective use of human resources. Slovenia cannot exert any substantial influence on the global economy, it can only follow the main market trends. Knowledge is therefore of great importance, as the wealth of smaller nations is primarily based on the education level of their inhabitants.

  2. Human Resource Outsourcing: Lesson from Multinational Enterprises

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul Halim

    2011-03-01

    Full Text Available This paper examines the consequence of the organization internalization on the practice of human resource (HR outsourcing among manufacturing organizations. The assumption is that HR outsourcing is perceived as an innovative practice and that multinational enterprise (MNEs will employ this practice more than local organizations. The data was gathered from survey questionnaires of 232 manufacturing organizations. Of the sample, 113 organizations engaged with HR outsourcing, and 71 are MNEs that partially outsource their HR functions. The findings reveal that HR outsourcing among MNEs is used to a greater extent than local organizations. A significant difference is found in the extent of outsourcing payroll, benefits, training and recruitment between MNEs and in local organizations.

  3. Are human resource professionals strategic business partners?

    DEFF Research Database (Denmark)

    Chiu, Randy; Selmer, Jan

    2011-01-01

    Theoretical speculations and prescriptive discussions abound in the literature regarding the strategic importance of human resource management. However, evidence based on rigorous empirical studies that the transformation from an administrative service function to strategic partnership has taken...... place has been less pervasive. Based on a sample of CEOs, line managers and HR executives, this study applies both a quantitative and a qualitative approach to examine the research question whether HR professionals are strategic business partners. Although the overall quantitative results provided...... a weak support for an affirmative answer to the research question, quantitative analyses and the qualitative findings revealed that while HR executives regarded themselves as strategic business partners, CEOs and line managers were not sure that they played this strategic business role. Plausible...

  4. Biographical approach to human resource management

    Directory of Open Access Journals (Sweden)

    Ratković-Njegovan Biljana

    2015-01-01

    Full Text Available The paper discusses the importance of biographical approach to managing human resources, which is especially important in the first, anticipatory stage of organizational socialization, in which interview for the job is performed. Biographical principle is based on a broader and more complex approach to the candidate, which enables him to present his working career, personal qualities, professional knowledge and skills, social skills, interests and aspirations. Biographical approach allows an individual who has applied for a certain job to reflect, identify and present their work and life path in their own way.. The organization, in turn, through the biographical method receives valid information to predict the future behavior of candidates and their performance.

  5. Emergence of grouping in multi-resource minority game dynamics

    Science.gov (United States)

    Huang, Zi-Gang; Zhang, Ji-Qiang; Dong, Jia-Qi; Huang, Liang; Lai, Ying-Cheng

    2012-10-01

    Complex systems arising in a modern society typically have many resources and strategies available for their dynamical evolutions. To explore quantitatively the behaviors of such systems, we propose a class of models to investigate Minority Game (MG) dynamics with multiple strategies. In particular, agents tend to choose the least used strategies based on available local information. A striking finding is the emergence of grouping states defined in terms of distinct strategies. We develop an analytic theory based on the mean-field framework to understand the ``bifurcations'' of the grouping states. The grouping phenomenon has also been identified in the Shanghai Stock-Market system, and we discuss its prevalence in other real-world systems. Our work demonstrates that complex systems obeying the MG rules can spontaneously self-organize themselves into certain divided states, and our model represents a basic and general mathematical framework to address this kind of phenomena in social, economical and political systems.

  6. Working group report on water resources, supply and demand

    International Nuclear Information System (INIS)

    Marta, T.J.

    1990-01-01

    A summary is presented of the issues discussed, and the conclusions and recommendations of a working group on water resources, supply and demand. The issues were grouped into the categories of detecting climatic change and water impacts, simulating potential impacts, and responding to potential impacts. The workshop groups achieved consensus on the following points: the physics of global warming and climatic change have been satifactorily proven; there appears to be some evidence of climatic change and a signal could soon be detected; policy decisions and strategic plans for climatic change and its potential impacts are needed immediately; and targets and priorities for decison making should be identified and addressed immediately. Three top-priority issues are the identification of indicators for the detection of climatic change impacts on hydrology, determining response to climate-related change, and evaluation of design criteria. Better information on regional climate and hydrology under conditions of global warming is needed before design criteria could be altered

  7. Electronic human resource management: Enhancing or entrancing?

    Directory of Open Access Journals (Sweden)

    Paul Poisat

    2017-07-01

    Full Text Available Orientation: This article provides an investigation into the current level of development of the body of knowledge related to electronic human resource management (e-HRM by means of a qualitative content analysis. Several aspects of e-HRM, namely definitions of e-HRM, the theoretical perspectives around e-HRM, the role of e-HRM, the various types of e-HRM and the requirements for successful e-HRM, are examined. Research purpose: The purpose of the article was to determine the status of e-HRM and examine the studies that report on the link between e-HRM and organisational productivity. Motivation for the study: e-HRM has the capacity to improve organisational efficiency and leverage the role of human resources (HR as a strategic business partner. Main findings: The notion that the implementation of e-HRM will lead to improved organisational productivity is commonly assumed; however, empirical evidence in this regard was found to be limited. Practical/managerial implications: From the results of this investigation it is evident that more research is required to gain a greater understanding of the influence of e-HRM on organisational productivity, as well as to develop measures for assessing this influence. Contribution: This article proposes additional areas to research and measure when investigating the effectiveness of e-HRM. It provides a different lens from which to view e-HRM assessment whilst keeping it within recognised HR measurement parameters (the HR value chain. In addition, it not only provides areas for measuring e-HRM’s influence but also provides important clues as to how the measurements may be approached.

  8. Training of human resources in the UNAM

    International Nuclear Information System (INIS)

    Iturbe H, F.

    2008-12-01

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

  9. 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...

  10. Looking beyond - socialization tactics : The role of human resource systems in the socialization process

    NARCIS (Netherlands)

    Batistic, S.

    2018-01-01

    Previous research questions whether the association between socialization tactics and human resource systems has been properly explored. Based on theory, we present a framework that links socialization tactics and human resource systems for various groups of newcomers. In doing so, we contribute to

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

    NARCIS (Netherlands)

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

    2001-01-01

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

  12. 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...

  13. 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...

  14. 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

  15. 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 ...

  16. 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...

  17. Governance and human resources for health.

    Science.gov (United States)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-11-24

    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 series has aimed to expand the evidence base on the role of governance in addressing the HRH crisis. The six articles comprising the series present a range of experiences. The articles report on governance in relation to developing a joint vision, building adherence and strengthening accountability, and on governance with respect to planning, implementation, and monitoring. Other governance issues warrant attention as well, such as corruption and transparency in decision-making in HRH policies and strategies. Acknowledging and dealing with governance should be part and parcel of HRH planning and implementation. To date, few experiences have been shared on improving governance for HRH policy making and implementation, and many questions remain unanswered. There is an urgent need to document experiences and for mutual learning.

  18. Governance and human resources for health

    Directory of Open Access Journals (Sweden)

    Dieleman Marjolein

    2011-11-01

    Full Text Available Abstract 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 series has aimed to expand the evidence base on the role of governance in addressing the HRH crisis. The six articles comprising the series present a range of experiences. The articles report on governance in relation to developing a joint vision, building adherence and strengthening accountability, and on governance with respect to planning, implementation, and monitoring. Other governance issues warrant attention as well, such as corruption and transparency in decision-making in HRH policies and strategies. Acknowledging and dealing with governance should be part and parcel of HRH planning and implementation. To date, few experiences have been shared on improving governance for HRH policy making and implementation, and many questions remain unanswered. There is an urgent need to document experiences and for mutual learning.

  19. Human resources and their possible forensic meanings.

    Science.gov (United States)

    Russo, Andrea; Urlić, Ivan; Kasum, Josip

    2015-09-01

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

  20. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

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

    2016-05-01

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

  1. 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.

  2. 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.

  3. 291 Communication and Human Resources Management and Their ...

    African Journals Online (AJOL)

    User

    Key words: Culture, Communication, Human Resources Management,. Educational ... transactions, communicating through all forms of media, and dealing with ..... imparting traditional aesthetics, historical, technical and social ethics, and.

  4. Achieving competitive advantage through strategic human resource management.

    Science.gov (United States)

    Fottler, M D; Phillips, R L; Blair, J D; Duran, C A

    1990-01-01

    The framework presented here challenges health care executives to manage human resources strategically as an integral part of the strategic planning process. Health care executives should consciously formulate human resource strategies and practices that are linked to and reinforce the broader strategic posture of the organization. This article provides a framework for (1) determining and focusing on desired strategic outcomes, (2) identifying and implementing essential human resource management actions, and (3) maintaining or enhancing competitive advantage. The strategic approach to human resource management includes assessing the organization's environment and mission; formulating the organization's business strategy; assessing the human resources requirements based on the intended strategy; comparing the current inventory of human resources in terms of numbers, characteristics, and human resource management practices with respect to the strategic requirements of the organization and its services or product lines; formulating the human resource strategy based on the differences between the assessed requirements and the current inventory; and implementing the appropriate human resource practices to reinforce the strategy and attain competitive advantage.

  5. The human resource conditions of lifetime extension

    International Nuclear Information System (INIS)

    Aszodi, A.

    2002-01-01

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

  6. Human resources evaluation in a marketing organization

    Directory of Open Access Journals (Sweden)

    Gutić Dragutin

    2009-01-01

    Full Text Available This work is first of all part of authors' initiated thinking in which in a certain way they try to promote the idea and need to accept and develop the concept of human resources management by marketing managers. This work's subject matter deals with human resources evaluation in a marketing organization as an important and certain element of this management. A new approach with critical reference to the present state of theory and practice is explained, new solutions are offered and thorough, almost radical changes and turnarounds are supported. Marketing managers mostly reluctantly accept the evaluation system for their employees. They often say that this is not their basic job, that it unnecessarily and absurdly puts a burden on them, that it takes their time, or they think however that their goal is to increase sales, to extend the existing and enter new markets, to improve the relationship with buyers and consumers etc. Evaluation enables employees to understand clearly what they are expected and how their results will be evaluated. Each member of the organization wants to know and have feedback about his or her work. This assessment of his or her work is a basis for rewarding, job security, career development, promotion in the organization, improvement and professional training etc. Evaluation is not in the least easy and simple work. On the contrary, It is a matter of a very complicated work followed by many difficulties and different restrictions in practice. It is a fact that great part of failure and poor system lies in an approach systematically incomplete and taken for granted. The authors gave a thorough review of basic restrictions and difficulties that should be count on when evaluating the employees. They come from the evaluators themselves (marketing managers, unelaborated evaluation methodology, as well as insufficient and late information as a base for evaluation. Marketing managers efficiency evaluation is focused through

  7. Human resources in nuclear power program

    International Nuclear Information System (INIS)

    Machi, Sueo

    2008-01-01

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

  8. Examining human resources' efforts to develop a culturally competent workforce.

    Science.gov (United States)

    Whitman, Marilyn V; Valpuesta, Domingo

    2010-01-01

    The increasing diversification of the nation's population poses significant challenges in providing care that meets the needs of culturally diverse patients. Human resource management plays a vital role in developing a more culturally competent workforce. This exploratory study examines current efforts by human resource directors (HRDs) in Alabama's general hospitals to recruit more diverse candidates, train staff, and make language access resources available. A questionnaire was developed based on the Office of Minority Health's Culturally and Linguistically Appropriate Services standards. The HRDs of the 101 Alabama general hospitals served as the study's target population. A sample of 61 responses, or 60.4% of the population, was obtained. The findings indicate that most HRDs are focusing their efforts on recruiting racially/ethnically diverse candidates and training clerical and nursing staff to care for culturally and linguistically diverse patients. Less effort is being focused on recruiting candidates who speak a different language, and only 44.3% have a trained interpreter on the staff. The HRDs who indicated that they work closely with organizations that provide support to diverse groups were more likely to recruit diverse employees and have racially/ethnically and linguistically diverse individuals in leadership positions. It is crucial that health care organizations take the necessary steps to diversify their workforce to broaden access, improve the quality and equity of care, and capture a greater market share.

  9. 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...

  10. 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.

  11. 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)

  12. 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…

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

    Science.gov (United States)

    Watkins, Karen E.; Marsick, Victoria J.

    2014-01-01

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

  14. 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.

  15. 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…

  16. 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 ...

  17. 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.

  18. 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 ...

  19. HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

    Directory of Open Access Journals (Sweden)

    Todericiu Ramona

    2013-07-01

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

  20. 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,…

  1. 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 ...

  2. 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 ...

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

    Directory of Open Access Journals (Sweden)

    Prof. Ph.D.Gheorghita Caprarescu

    2008-12-01

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

  4. Human resource development for uranium production cycle

    International Nuclear Information System (INIS)

    Ganguly, C.

    2014-01-01

    Nuclear fission energy is a viable option for meeting the ever increasing demand for electricity and high quality process heat in a safe, secured and sustainable manner with minimum carbon foot print and degradation of the environment. The growth of nuclear power has shifted from North America and Europe to Asia, mostly in China and India. Bangladesh, Vietnam, Indonesia, Malaysia and the United Arab Emirates are also in the process of launching nuclear power program. Natural uranium is the basic raw material for U-235 and Pu-239, the fuels for all operating and upcoming nuclear power reactors. The present generation of nuclear power reactors are mostly light water cooled and moderated reactor (LWR) and to a limited extent pressurized heavy water reactor (PHWR). The LWRs and PHWRs use low enriched uranium (LEU with around 5% U-235) and natural uranium as fuel in the form of high density UO_2 pellets. The uranium production cycle starts with uranium exploration and is followed by mining and milling to produce uranium ore concentrate, commonly known as yellow cake, and ends with mine and mill reclamation and remediation. Natural uranium and its daughter products, radium and radon, are radioactive and health hazardous to varying degrees. Hence, radiological safety is of paramount importance to uranium production cycle and there is a need to review and share best practices in this area. Human Resource Development (HRD) is yet another challenge as most of the experts in this area have retired and have not been replaced by younger generation because of the continuing lull in the uranium market. Besides, uranium geology, exploration, mining and milling do not form a part of the undergraduate or post graduate curriculum in most countries. Hence, the Technical Co-operation activities of the IAEA are required to be augmented and more country specific and regional training and workshop should be conducted at different universities with the involvement of international experts

  5. Human resources challenges for wind energy

    Energy Technology Data Exchange (ETDEWEB)

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

    2006-07-01

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

  6. Blood groups and human groups: collecting and calibrating genetic data after World War Two.

    Science.gov (United States)

    Bangham, Jenny

    2014-09-01

    Arthur Mourant's The Distribution of the Human Blood Groups (1954) was an "indispensable" reference book on the "anthropology of blood groups" containing a vast collection of human genetic data. It was based on the results of blood-grouping tests carried out on half-a-million people and drew together studies on diverse populations around the world: from rural communities, to religious exiles, to volunteer transfusion donors. This paper pieces together sequential stages in the production of a small fraction of the blood-group data in Mourant's book, to examine how he and his colleagues made genetic data from people. Using sources from several collecting projects, I follow how blood was encountered, how it was inscribed, and how it was turned into a laboratory resource. I trace Mourant's analytical and representational strategies to make blood groups both credibly 'genetic' and understood as relevant to human ancestry, race and history. In this story, 'populations' were not simply given, but were produced through public health, colonial and post-colonial institutions, and by the labour and expertise of subjects, assistants and mediators. Genetic data were not self-evidently 'biological', but were shaped by existing historical and geographical identities, by political relationships, and by notions of kinship and belonging. Copyright © 2014 The Author. Published by Elsevier Ltd.. All rights reserved.

  7. Web Resources for Teaching about Human Rights

    Science.gov (United States)

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

    2012-01-01

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

  8. 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

  9. 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

  10. 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 ...

  11. Intervention group as a resource of Occupational Therapy: an experience with menopausal women

    Directory of Open Access Journals (Sweden)

    Soraya Diniz Rosa

    2013-08-01

    Full Text Available Intervention group as a resource of Occupational Therapy is the main theme of this study. Herein we present an experience carried out in two universities in the areas of occupational therapy, pharmacy and medicine, more specifically in the field of gynecology regarding the care of climacteric woman. The first intervention occurred in 2004 with trainees of the occupational therapy course and medical school residents. However, the study was restarted in 2010 with expansion to the human resources and knowledge areas. The methodology was based on the transcripts of the remarks made after each group meeting, which was coordinated by the Occupational Therapy. Results showed that the intervention group process has helped participants in the understanding of this stage of life and has interfered in the changing of habits and attitudes, with great improvement in daily life organization. We concluded that the use of intervention group as a resource of Occupational Therapy and the liaison with other areas are of great importance because they enable the construction of a unique treatment plan for the group, given the contribution from each clinical area.

  12. NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

    Directory of Open Access Journals (Sweden)

    Milorad M. Drobac

    2009-11-01

    Full Text Available 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, institutions etc., regardless are we talking about economy, social activity, politics, science, sport or any other area of human activity. Experience shows that, in our society, we mainly considered human resources management from the aspect of formulation and implementation of strategy in any shape and segment of altogether human activity, but we pay a little interest to the control, or in other words evaluation of human resources performance. What is attained in world rela- tions, on the human resources management plan, admonish and binds that we must ac- cept employees in our environment (it implies sport as an equal partner in management

  13. 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.

  14. 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...

  15. 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.

  16. 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.

  17. 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.

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

    Directory of Open Access Journals (Sweden)

    Anna Szewczyk

    2007-06-01

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

  19. Human Agency and the Resources of Reason

    DEFF Research Database (Denmark)

    Neumann, Martin; Cowley, Stephen

    2017-01-01

    This chapter presents an interactivity-based approach to human problem-solving in the wild. It introduces the notion of ‘interactivity’ here defined as sense-saturated coordination that contributes to human action. On this view, interactivity is an ontological substrate that can be studied as int...... that human problem-solving is far less linear and planned than assumed in much work on the topic. Rather than problem-solving, it appears as solution-probing in real-time. The cognitive trajectory to a viable solution is thus self-organised, unplanned, and on the edge of chaos....

  20. 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.

  1. A theory of leadership in human cooperative groups.

    Science.gov (United States)

    Hooper, Paul L; Kaplan, Hillard S; Boone, James L

    2010-08-21

    Two types of models aim to account the origins of rank differentiation and social hierarchy in human societies. Conflict models suggest that the formation of social hierarchies is synonymous with the establishment of relationships of coercive social dominance and exploitation. Voluntary or 'integrative' models, on the other hand, suggest that rank differentiation--the differentiation of leader from follower, ruler from ruled, or state from subject--may sometimes be preferred over more egalitarian social arrangements as a solution to the challenges of life in social groups, such as conflict over resources, coordination failures, and free-riding in cooperative relationships. Little formal theoretical work, however, has established whether and under what conditions individuals would indeed prefer the establishment of more hierarchical relationships over more egalitarian alternatives. This paper provides an evolutionary game theoretical model for the acceptance of leadership in cooperative groups. We propose that the effort of a leader can reduce the likelihood that cooperation fails due to free-riding or coordination errors, and that under some circumstances, individuals would prefer to cooperate in a group under the supervision of a leader who receives a share of the group's productivity than to work in an unsupervised group. We suggest, in particular, that this becomes an optimal solution for individual decision makers when the number of group members required for collective action exceeds the maximum group size at which leaderless cooperation is viable.

  2. 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.

  3. Upgrading Training Skill Levels And Overall Human Resource ...

    African Journals Online (AJOL)

    African Journal for the Psychological Study of Social Issues ... Human Resource Development Of Women For Employment Opportunities ... This setoff inferiority complex and gender enslavement that have been given chance to grow in Nigeria.

  4. Big Hat, No Cattle: Managing Human Resources, Part 1.

    Science.gov (United States)

    Skinner, Wickham

    1982-01-01

    Presents an in-depth analysis of problems and a suggested approach to developing human resources which goes beyond identifying symptoms and provides a comprehensive perspective for building an effective work force. (JOW)

  5. 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)

  6. Introducing change in organization: implication for human resource ...

    African Journals Online (AJOL)

    Introducing change in organization: implication for human resource ... that one of the most obvious and urgent problems at management level in organizations is ... to change their attitude and behavior as rapidly as their organization requires.

  7. 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” .

  8. Gender inequality and human resource management: A Nigerian ...

    African Journals Online (AJOL)

    Gender inequality and human resource management: A Nigerian perspective. ... examining women's unequal treatment in paid employment through the lens of the ... among other measures that will assure their relevance in the workplace.

  9. 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.

  10. HELENA’S TRAJECT ORIES IN HUMAN RESOURCE MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Denise Genari

    2014-03-01

    students in the role of, Helena Del Bianco and allows them to make decisions regarding the respective issues faced. This case is indicated for use in courses related to human resource management and for undergraduate courses in particular.

  11. Human Resources for Health Research in Africa | IDRC ...

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

    Human Resources for Health Research in Africa ... the management of research systems for optimal use of results;; packaging research for policymakers; ... Call for new OWSD Fellowships for Early Career Women Scientists now open.

  12. Improving the Status of Human and Material Resources in Public ...

    African Journals Online (AJOL)

    Improving the Status of Human and Material Resources in Public Primary School in Oyo States ... the Millennium Development Goals project in the State. ... libraries, well-equipped first aid centres, adequate electronically projected instructional ...

  13. Traditional Values, Socio-Cultural Factors and Human Resource ...

    African Journals Online (AJOL)

    ... Values, Socio-Cultural Factors and Human Resource Management Practices in ... Ghanaian worker in general and the HR manager in particular is influenced ... face -to-face interview methods were used to obtain information for the study.

  14. Innovative strategies to improve human resources for health in Africa ...

    African Journals Online (AJOL)

    and scaling up health professionals' education and training, calling for sustainable and ... SA faces similar human resource challenges to other African countries. ... It also supports teacher ... as opposed to the traditional didactic-only lectures.

  15. 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)

  16. Human resource issues related to an expanding nuclear power programme

    International Nuclear Information System (INIS)

    2006-05-01

    The IAEA Technical Working Group on Training and Qualification of Nuclear Power Plant Personnel recommended that the IAEA develop guidelines on human resource management (including staffing) and training/education programmes for new nuclear power plant (NPP) designs. This recommendation was made in recognition that these future NPPs may have significantly different needs in this area compared to operating plants, and if so, NPP operating organizations should integrate these needs into their planning for future NPP projects. This report is primarily intended for use by NPP operating organizations that already have units in operation and that are considering adding to their fleet. Therefore, the addition of both new and current designs are addressed in this report. However, it should also be of value to those organizations that are considering the initial implementation of nuclear power, as well as decision makers in government, and in other nuclear industry organizations

  17. 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

  18. 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…

  19. 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.

  20. The status of human and material resources used in teaching ...

    African Journals Online (AJOL)

    The study explored the status of human and material resources used in teaching biology in public schools in Ilorin. A descriptive survey method was adopted. All senior school students in Ilorin constituted the population, out of which 20 secondary schools were randomly selected. A checklist tagged Inventory of Resources ...

  1. The Trends in International Migration of Human Resources under Conditions of Geo-Economic Transformations

    Directory of Open Access Journals (Sweden)

    Shymanska Kateryna V.

    2017-06-01

    Full Text Available The aim of the article is to reveal the influence of geo-economic transformations on the trends in international migration of human resources as an element of the resource potential of countries and regions. The current state of geo-economic transformations is analyzed, and their influence on the processes of international migration of human resources is revealed. The relevance of analyzing international movement of human resources, not labor ones, in building the geo-economic strategy of a country or a regional grouping is justified. The connection between the international migration of human resources and the trends in development of individual countries and regions (oil exporting countries, newly industrialized countries and least developed agrarian countries is determined, the general patterns of migration flows in these countries are described. Furthermore, the topical issues in studying international migration of human resources in the context of the directions of geo-economics identified by scientists are formulated. It is determined that the regional migration policy should contribute to maximizing the benefits of migration of human resources for the development of the region and the use of immigrants in the countries of the region as an economic resource that becomes strategically important under conditions of geo-economic transformations.

  2. Human resource management and learning for innovation: pharmaceuticals in Mexico

    OpenAIRE

    Santiago-Rodriguez, Fernando

    2010-01-01

    This paper investigates the influence of human resource management on learning from internal and external sources of knowledge. Learning for innovation is a key ingredient of catching-up processes. The analysis builds on survey data about pharmaceutical firms in Mexico. Results show that the influence of human resource management is contingent on the knowledge flows and innovation goals pursued by the firm. Practices such as training-- particularly from external partners; and remuneration for...

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

    OpenAIRE

    Ozoliņa-Ozola, I

    2014-01-01

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

  4. 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.)

  5. 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...

  6. 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...

  7. 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...

  8. The resources of Mars for human settlement

    Science.gov (United States)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

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

  9. [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.

  10. 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)

  11. Unequal Gain of Equal Resources across Racial Groups

    Directory of Open Access Journals (Sweden)

    Shervin Assari

    2018-01-01

    Full Text Available The health effects of economic resources (eg, education, employment, and living place and psychological assets (eg, self-efficacy, perceived control over life, anger control, and emotions are well-known. This article summarizes the results of a growing body of evidence documenting Blacks’ diminished return, defined as a systematically smaller health gain from economic resources and psychological assets for Blacks in comparison to Whites. Due to structural barriers that Blacks face in their daily lives, the very same resources and assets generate smaller health gain for Blacks compared to Whites. Even in the presence of equal access to resources and assets, such unequal health gain constantly generates a racial health gap between Blacks and Whites in the United States. In this paper, a number of public policies are recommended based on these findings. First and foremost, public policies should not merely focus on equalizing access to resources and assets, but also reduce the societal and structural barriers that hinder Blacks. Policy solutions should aim to reduce various manifestations of structural racism including but not limited to differential pay, residential segregation, lower quality of education, and crime in Black and urban communities. As income was not found to follow the same pattern demonstrated for other resources and assets (ie, income generated similar decline in risk of mortality for Whites and Blacks, policies that enforce equal income and increase minimum wage for marginalized populations are essential. Improving quality of education of youth and employability of young adults will enable Blacks to compete for high paying jobs. Policies that reduce racism and discrimination in the labor market are also needed. Without such policies, it will be very difficult, if not impossible, to eliminate the sustained racial health gap in the United States.

  12. Innovative Human Resource Management Practices and Firm ...

    African Journals Online (AJOL)

    AFRREV IJAH: An International Journal of Arts and Humanities. Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives · Journal Home > Vol 1, No 4 (2012) >. Log in or Register to get access to full text downloads.

  13. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

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

  14. Individual and group-level job resources and their relationships with individual work engagement.

    Science.gov (United States)

    Füllemann, Désirée; Brauchli, Rebecca; Jenny, Gregor J; Bauer, Georg F

    2016-06-16

    This study adds a multilevel perspective to the well-researched individual-level relationship between job resources and work engagement. In addition, we explored whether individual job resources cluster within work groups because of a shared psychosocial environment and investigated whether a resource-rich psychosocial work group environment is beneficial for employee engagement over and above the beneficial effect of individual job resources and independent of their variability within groups. Data of 1,219 employees nested in 103 work groups were obtained from a baseline employee survey of a large stress management intervention project implemented in six medium and large-sized organizations in diverse sectors. A variety of important job resources were assessed and grouped to an overall job resource factor with three subfactors (manager behavior, peer behavior, and task-related resources). Data were analyzed using multilevel random coefficient modeling. The results indicated that job resources cluster within work groups and can be aggregated to a group-level job resources construct. However, a resource-rich environment, indicated by high group-level job resources, did not additionally benefit employee work engagement but on the contrary, was negatively related to it. On the basis of this unexpected result, replication studies are encouraged and suggestions for future studies on possible underlying within-group processes are discussed. The study supports the presumed value of integrating work group as a relevant psychosocial environment into the motivational process and indicates a need to further investigate emergent processes involved in aggregation procedures across levels.

  15. Children's Evaluations of Resource Allocation in the Context of Group Norms

    Science.gov (United States)

    Cooley, Shelby; Killen, Melanie

    2015-01-01

    This study investigated children's evaluations of peer group members who deviated from group norms about equal and unequal allocation of resources. Children, ages 3.5 to 4 years and 5 to 6 years (N = 73), were asked to evaluate a peer group member who deviated from 1 of 2 group allocation norms: (a) equal allocation of resources, or (b) unequal…

  16. Human Capital Accumulation: The Role of Human Resource Development.

    Science.gov (United States)

    Garavan, Thomas N.; Morley, Michael; Gunnigle, Patrick; Collins, Eammon

    2001-01-01

    Presents definitions of intellectual and human capital. Examines human capital from the individual perspective (employability, performance, career development) and organization perspective (investment, ownership, knowledge management). Reviews papers in the theme issue. (Contains 117 references.) (SK)

  17. 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.

  18. Maintenance modeling and optimization integrating human and material resources

    Energy Technology Data Exchange (ETDEWEB)

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

    2010-12-15

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

  19. 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.

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

    Directory of Open Access Journals (Sweden)

    MONICAăLOGOF;TU

    2016-12-01

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

  1. [Job Satisfaction: a quality indicator in nursing human resource management].

    Science.gov (United States)

    Siqueira, Vera Thânia Alves; Kurcgant, Paulina

    2012-02-01

    This descriptive study addresses the job satisfaction of nurse managers and clinical nurses working at the Hematology and Hemotherapy Services of a public hospital in São Paulo. The study objectives were to identify the factors that caused job satisfaction among nurse managers and clinical nurses, and support the results in the development of indicators to evaluate the quality of nursing human resource management. The components of the study were: autonomy, interaction, professional status, job requirements, organizational norms and remuneration. Participants were 44 nurses. Data were collected using a Job Satisfaction Index (JSI) questionnaire. In conclusion, this study permitted the identification of the clinical nurse group, which was the most satisfied, with a JSI of 10.5; the managerial group scored 10.0. Regarding the satisfaction levels in regards to the current activity, 88.9% of the nurse managers reported feeling satisfied, as did 90.9% of clinical nurses. For both groups, autonomy was the component with the highest level of professional satisfaction.

  2. Human resource management for sustainable microfinance ...

    African Journals Online (AJOL)

    Microfinancing in Nigeria has developed from the traditional informal groups through direct government intervention to domination by private sector owned and managed institutions. Despite its long history, the sector has not witnessed the existence of sustainable institutions. This prompted the Obasanjo regime to adopt a ...

  3. Unequal Gain of Equal Resources across Racial Groups.

    Science.gov (United States)

    Assari, Shervin

    2017-08-05

    The health effects of economic resources (eg, education, employment, and living place) and psychological assets (eg, self-efficacy, perceived control over life, anger control, and emotions) are well-known. This article summarizes the results of a growing body of evidence documenting Blacks' diminished return, defined as a systematically smaller health gain from economic resources and psychological assets for Blacks in comparison to Whites. Due to structural barriers that Blacks face in their daily lives, the very same resources and assets generate smaller health gain for Blacks compared to Whites. Even in the presence of equal access to resources and assets, such unequal health gain constantly generates a racial health gap between Blacks and Whites in the United States. In this paper, a number of public policies are recommended based on these findings. First and foremost, public policies should not merely focus on equalizing access to resources and assets, but also reduce the societal and structural barriers that hinder Blacks. Policy solutions should aim to reduce various manifestations of structural racism including but not limited to differential pay, residential segregation, lower quality of education, and crime in Black and urban communities. As income was not found to follow the same pattern demonstrated for other resources and assets (ie, income generated similar decline in risk of mortality for Whites and Blacks), policies that enforce equal income and increase minimum wage for marginalized populations are essential. Improving quality of education of youth and employability of young adults will enable Blacks to compete for high paying jobs. Policies that reduce racism and discrimination in the labor market are also needed. Without such policies, it will be very difficult, if not impossible, to eliminate the sustained racial health gap in the United States. © 2018 The Author(s); Published by Kerman University of Medical Sciences. This is an open

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

    Science.gov (United States)

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

    2009-01-01

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

  5. A multi-group and preemptable scheduling of cloud resource based on HTCondor

    Science.gov (United States)

    Jiang, Xiaowei; Zou, Jiaheng; Cheng, Yaodong; Shi, Jingyan

    2017-10-01

    Due to the features of virtual machine-flexibility, easy controlling and various system environments, more and more fields utilize the virtualization technology to construct the distributed system with the virtual resources, also including high energy physics. This paper introduce a method used in high energy physics that supports multiple resource group and preemptable cloud resource scheduling, combining virtual machine with HTCondor (a batch system). It makes resource controlling more flexible and more efficient and makes resource scheduling independent of job scheduling. Firstly, the resources belong to different experiment-groups, and the type of user-groups mapping to resource-groups(same as experiment-group) is one-to-one or many-to-one. In order to make the confused group simply to be managed, we designed the permission controlling component to ensure that the different resource-groups can get the suitable jobs. Secondly, for the purpose of elastically allocating resources for suitable resource-group, it is necessary to schedule resources like scheduling jobs. So this paper designs the cloud resource scheduling to maintain a resource queue and allocate an appropriate amount of virtual resources to the request resource-group. Thirdly, in some kind of situations, because of the resource occupied for a long time, resources need to be preempted. This paper adds the preemption function for the resource scheduling that implement resource preemption based on the group priority. Additionally, the way to preempting is soft that when virtual resources are preempted, jobs will not be killed but also be held and rematched later. It is implemented with the help of HTCondor, storing the held job information in scheduler, releasing the job to idle status and doing second matcher. In IHEP (institute of high energy physics), we have built a batch system based on HTCondor with a virtual resources pool based on Openstack. And this paper will show some cases of experiment JUNO

  6. 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…

  7. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.|info:eu-repo/dai/nl/341387819

    2013-01-01

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

  8. CH2M Hill Hanford Group Inc (CHG) Information Resource Management (IRM) Strategic Plan

    Energy Technology Data Exchange (ETDEWEB)

    NELSON, R.L.

    2000-05-08

    The CH2M Hill Hanford Group, Inc., Information Resource Management Strategic Plan is the top-level planning document for applying information and information resource management to achieve the CHG mission for the management of the River Protection Project

  9. CH2M Hill Hanford Group Inc (CHG) Information Resource Management (IRM) Strategic Plan

    International Nuclear Information System (INIS)

    NELSON, R.L.

    2000-01-01

    The CH2M Hill Hanford Group, Inc., Information Resource Management Strategic Plan is the top-level planning document for applying information and information resource management to achieve the CHG mission for the management of the River Protection Project

  10. 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

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

    Directory of Open Access Journals (Sweden)

    Goran Vučur

    2016-12-01

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

  12. Simulating irrational human behavior to prevent resource depletion.

    Science.gov (United States)

    Sircova, Anna; Karimi, Fariba; Osin, Evgeny N; Lee, Sungmin; Holme, Petter; Strömbom, Daniel

    2015-01-01

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

  13. Simulating irrational human behavior to prevent resource depletion.

    Directory of Open Access Journals (Sweden)

    Anna Sircova

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

  14. 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...

  15. 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

  16. Identification of variables and their influence on the human resources planning in the territorial level

    Energy Technology Data Exchange (ETDEWEB)

    Martínez Vivar, R.; Sánchez Rodríguez, A.; Pérez Campdesuñer, R.; García Vidal, G.

    2016-07-01

    The purpose of this paper lies in the use of experimental way through empirical tools for identification of the set of variables and their interrelationships and influences on the human resources planning at the territorial level. The methodology used to verify the existence of the variables that affect the planning of human resources at the territorial level consists of two phases: a qualitative study of the variables that influence the planning of human resources, where the explicit variables are measured and / or implied raised in the literature analyzing the main contributions and limitations expressed by each of the authors consulted. Then it proceeds to confirmatory phase (quantitative) to prove the existence of the dimensions of the planning of human resources in the territorial level through the use of multivariate statistics through the combination of expert analysis and techniques of factorial grouping. Identification is achieved by using empirical methods, variables that affect human resources planning at the territorial level, as well as their grouping essential dimensions, while the description of a theoretical model that integrates the dimensions is made essential and relationships that affect human resource planning at the regional level, which is characterized by the existence of systemic and prospective nature. The literature shows two streams that address a wide range of approaches to human resources planning. The first is oriented from the business object and the second part of the management in highlighting a limited territorial level to address this latest theoretical development, an element that has contributed to the fragmented treatment of human resources planning and management in general at this level. The originality of this paper is part of the creation and adaptation, on a scientific basis of a theoretical model developed from the conceptual contribution of this process at the territorial level where the key variables that affect this

  17. Individual and group-level job resources and their relationships with individual work engagement

    OpenAIRE

    F?llemann, D?sir?e; Brauchli, Rebecca; Jenny, Gregor J.; Bauer, Georg F.

    2016-01-01

    Objectives: This study adds a multilevel perspective to the well-researched individual-level relationship between job resources and work engagement. In addition, we explored whether individual job resources cluster within work groups because of a shared psychosocial environment and investigated whether a resource-rich psychosocial work group environment is beneficial for employee engagement over and above the beneficial effect of individual job resources and independent of their variability w...

  18. The 2013 ACR Commission on Human Resources workforce survey.

    Science.gov (United States)

    Bluth, Edward I; Truong, Hang; Nsiah, Eugene; Hughes, Danny; Short, Bradley W

    2013-10-01

    The ACR Commission on Human Resources conducts an annual electronic survey during the first quarter of the year to better understand the present workforce situation for radiologists. We used the Practice of Radiology Environment Database (PRED) to identify 2,067 practice leaders and asked them to complete an electronic survey developed by the Commission on Human Resources. The survey asked group leaders or their designates to report the number of radiologists they currently employ or supervise, the number hired in 2012, and the number they plan to hire in 2013 and 2016. The leaders were also asked to report the subspecialty area that was used as the main reason for hiring that physician. Of the 2,067 practice leaders surveyed, 22% responded, a figure corresponding to 23% of all practicing radiologists in the United States. These results showed that 54% of radiologists are in private practice and 46% are employed by various other entities. The current workforce consists of 21% general radiologists and 79% subspecialists. The largest areas of subspecialty include general interventionalists, neuroradiologists, and body imagers. In 2012, 1,407 radiologists were hired. The greatest number of radiologists hired involved general interventional radiologists, followed by general radiologists, body imagers, and those specializing in musculoskeletal radiology, neuroradiology, and breast imaging. In 2013, 1,526 job opportunities were projected and in 2016, 1,434 job opportunities. In 2013, the most sought-after individuals will be general radiologists, general interventionalists, breast imagers, neuroradiologists, musculoskeletal radiologists, and body imagers. Based on the data collected from the responding practices, the demand for hiring radiologists in 2013 will be similar to 2012. Each of the 1,200 residents who complete their training programs each year should have a position available, but the job may not necessarily be in the subspecialty, geographic area, or type of

  19. Identity as constraint and resource in interest group evolution

    DEFF Research Database (Denmark)

    Halpin, Darren; Daugbjerg, Carsten

    2015-01-01

    , and the capability of challengers to demonstrate to key audiences that the ‘radical’ change is in some way consistent with the founding identity of the group. We demonstrate the application of this approach by examining a case of radical change—a shift in overall form—in a well-known UK interest group, the Soil...

  20. 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.

  1. 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

  2. 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.

  3. 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.

  4. Efects of production relocation on human resources

    Directory of Open Access Journals (Sweden)

    Bonciu Catalina

    2011-05-01

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

  5. Implications of Boy Scout group use of public lands for natural resource managers: a regional comparison

    Science.gov (United States)

    Gail A. Vander Stoep

    1992-01-01

    Resource managers can apply group-specific rather than generic communications and management strategies to different public land user groups. This study compares use patterns of one user group, Boy Scout troops, from two regions of the United States. It identifies their public land use patterns, activities, needs, and motivations. Results can be used by resource...

  6. 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

  7. Psychometric testing and Human Resource Management

    Directory of Open Access Journals (Sweden)

    R. P. van der Merwe

    2002-09-01

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

  8. 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.

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

    Directory of Open Access Journals (Sweden)

    Sukmaya LAMA

    2012-07-01

    Full Text Available As the world is invaded by technological inventions and wonders, life becoming more fast and crazy, yet there can be no doubt that the critical factor for the development of a nation or a state is its human resource. The productivity of a nation is influenced by the number of its skilled population. When we look into the problem of underdevelopment from human resource perspective we are bound to take a look at the educational scenario. In India, the higher education scenario has been very sickly, due to the pro profit policies, lack of infrastructure, entry of private players, etc. The growth of distance education phenomenon in India has no doubt brought a ray of hope. The present paper aims to look into the role of distance education in Assam and the potential it carries in building a huge wealth of human resources.

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

    Directory of Open Access Journals (Sweden)

    POPESCU Dan

    2011-12-01

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

  11. 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)

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

    Directory of Open Access Journals (Sweden)

    John N. N. Ugoani

    2016-09-01

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

  13. 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.

  14. Characteristics of human resources in Serbian rural tourism

    Directory of Open Access Journals (Sweden)

    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.

  15. 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.

  16. 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.

  17. Look who's talking. A guide to interoperability groups and resources.

    Science.gov (United States)

    2011-06-01

    There are huge challenges in getting medical devices to communicate with other devices and to information systems. Fortunately, a number of groups have emerged to help hospitals cope. Here's a description of the most prominent ones, including useful web links for each. We also discuss the latest and most pertinent interoperability standards.

  18. 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

  19. 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

  20. KEPCO‧s Activity to Power-Engineer Human Resource Development

    Science.gov (United States)

    Kobashi, Kazushi

    While business environment changes a lot, in order to aim at realization of “what we want the Group to look like in 2030” , it is necessary to cultivate human resources with a strong sense of mission. We need to prepare an opportunity to teach and to be taught, in order to cultivate resources and a measure for connecting every person‧s growth to growth of a company. In chapter one, we show Five Trends for attaining what KANSAI Electric Power Corporation wants to be and explain the importance of human resource development under the changing environment. In chapter two, we explain the fundamental policy of human resource cultivation and describe the development plan and the facilities for training based on the policy in chapter two. In chapter three, we express the specific efforts in the field of maintenance, construction, and operation at the department of Engineering and Operation.

  1. 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.

  2. 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…

  3. StreptoBase: An Oral Streptococcus mitis Group Genomic Resource and Analysis Platform.

    Directory of Open Access Journals (Sweden)

    Wenning Zheng

    Full Text Available The oral streptococci are spherical Gram-positive bacteria categorized under the phylum Firmicutes which are among the most common causative agents of bacterial infective endocarditis (IE and are also important agents in septicaemia in neutropenic patients. The Streptococcus mitis group is comprised of 13 species including some of the most common human oral colonizers such as S. mitis, S. oralis, S. sanguinis and S. gordonii as well as species such as S. tigurinus, S. oligofermentans and S. australis that have only recently been classified and are poorly understood at present. We present StreptoBase, which provides a specialized free resource focusing on the genomic analyses of oral species from the mitis group. It currently hosts 104 S. mitis group genomes including 27 novel mitis group strains that we sequenced using the high throughput Illumina HiSeq technology platform, and provides a comprehensive set of genome sequences for analyses, particularly comparative analyses and visualization of both cross-species and cross-strain characteristics of S. mitis group bacteria. StreptoBase incorporates sophisticated in-house designed bioinformatics web tools such as Pairwise Genome Comparison (PGC tool and Pathogenomic Profiling Tool (PathoProT, which facilitate comparative pathogenomics analysis of Streptococcus strains. Examples are provided to demonstrate how StreptoBase can be employed to compare genome structure of different S. mitis group bacteria and putative virulence genes profile across multiple streptococcal strains. In conclusion, StreptoBase offers access to a range of streptococci genomic resources as well as analysis tools and will be an invaluable platform to accelerate research in streptococci. Database URL: http://streptococcus.um.edu.my.

  4. StreptoBase: An Oral Streptococcus mitis Group Genomic Resource and Analysis Platform.

    Science.gov (United States)

    Zheng, Wenning; Tan, Tze King; Paterson, Ian C; Mutha, Naresh V R; Siow, Cheuk Chuen; Tan, Shi Yang; Old, Lesley A; Jakubovics, Nicholas S; Choo, Siew Woh

    2016-01-01

    The oral streptococci are spherical Gram-positive bacteria categorized under the phylum Firmicutes which are among the most common causative agents of bacterial infective endocarditis (IE) and are also important agents in septicaemia in neutropenic patients. The Streptococcus mitis group is comprised of 13 species including some of the most common human oral colonizers such as S. mitis, S. oralis, S. sanguinis and S. gordonii as well as species such as S. tigurinus, S. oligofermentans and S. australis that have only recently been classified and are poorly understood at present. We present StreptoBase, which provides a specialized free resource focusing on the genomic analyses of oral species from the mitis group. It currently hosts 104 S. mitis group genomes including 27 novel mitis group strains that we sequenced using the high throughput Illumina HiSeq technology platform, and provides a comprehensive set of genome sequences for analyses, particularly comparative analyses and visualization of both cross-species and cross-strain characteristics of S. mitis group bacteria. StreptoBase incorporates sophisticated in-house designed bioinformatics web tools such as Pairwise Genome Comparison (PGC) tool and Pathogenomic Profiling Tool (PathoProT), which facilitate comparative pathogenomics analysis of Streptococcus strains. Examples are provided to demonstrate how StreptoBase can be employed to compare genome structure of different S. mitis group bacteria and putative virulence genes profile across multiple streptococcal strains. In conclusion, StreptoBase offers access to a range of streptococci genomic resources as well as analysis tools and will be an invaluable platform to accelerate research in streptococci. Database URL: http://streptococcus.um.edu.my.

  5. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  6. 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.

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

    International Nuclear Information System (INIS)

    Ogura, Kenji; Hoshide, Akehiko

    2008-01-01

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

  8. Lea blood group antigen on human platelets

    International Nuclear Information System (INIS)

    Dunstan, R.A.; Simpson, M.B.; Rosse, W.F.

    1985-01-01

    One- and two-stage radioligand assays were used to determine if human platelets possess the Lea antigen. Goat IgG anti-Lea antibody was purified by multiple adsorptions with Le(a-b-) human red blood cells, followed by affinity chromatography with synthetic Lea substance and labeling with 125 I. Human IgG anti-Lea antibody was used either in a two stage radioassay with 125 I-labeled mouse monoclonal IgG anti-human IgG as the second antibody or, alternatively, purified by Staph protein A chromatography, labeled with 125 I, and used in a one-stage radioassay. Platelets from donors of appropriate red blood cell phenotypes were incubated with the antisera, centrifuged through phthalate esters, and assayed in a gamma scintillation counter. Dose response and saturation curve analysis demonstrate the presence of Lewis a antigen on platelets from Lea+ donors. Furthermore, platelets from an Le(a-b-) donor incubated in Le (a+b-) plasma adsorb Lea antigen in a similar manner to red blood cells. The clinical significance of these antigens in platelet transfusion remains undefined

  9. A Life-Cycle Model of Human Social Groups Produces a U-Shaped Distribution in Group Size.

    Directory of Open Access Journals (Sweden)

    Gul Deniz Salali

    Full Text Available One of the central puzzles in the study of sociocultural evolution is how and why transitions from small-scale human groups to large-scale, hierarchically more complex ones occurred. Here we develop a spatially explicit agent-based model as a first step towards understanding the ecological dynamics of small and large-scale human groups. By analogy with the interactions between single-celled and multicellular organisms, we build a theory of group lifecycles as an emergent property of single cell demographic and expansion behaviours. We find that once the transition from small-scale to large-scale groups occurs, a few large-scale groups continue expanding while small-scale groups gradually become scarcer, and large-scale groups become larger in size and fewer in number over time. Demographic and expansion behaviours of groups are largely influenced by the distribution and availability of resources. Our results conform to a pattern of human political change in which religions and nation states come to be represented by a few large units and many smaller ones. Future enhancements of the model should include decision-making rules and probabilities of fragmentation for large-scale societies. We suggest that the synthesis of population ecology and social evolution will generate increasingly plausible models of human group dynamics.

  10. 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.

  11. Long-term resource variation and group size: A large-sample field test of the Resource Dispersion Hypothesis

    Directory of Open Access Journals (Sweden)

    Morecroft Michael D

    2001-07-01

    Full Text Available Abstract Background The Resource Dispersion Hypothesis (RDH proposes a mechanism for the passive formation of social groups where resources are dispersed, even in the absence of any benefits of group living per se. Despite supportive modelling, it lacks empirical testing. The RDH predicts that, rather than Territory Size (TS increasing monotonically with Group Size (GS to account for increasing metabolic needs, TS is constrained by the dispersion of resource patches, whereas GS is independently limited by their richness. We conducted multiple-year tests of these predictions using data from the long-term study of badgers Meles meles in Wytham Woods, England. The study has long failed to identify direct benefits from group living and, consequently, alternative explanations for their large group sizes have been sought. Results TS was not consistently related to resource dispersion, nor was GS consistently related to resource richness. Results differed according to data groupings and whether territories were mapped using minimum convex polygons or traditional methods. Habitats differed significantly in resource availability, but there was also evidence that food resources may be spatially aggregated within habitat types as well as between them. Conclusions This is, we believe, the largest ever test of the RDH and builds on the long-term project that initiated part of the thinking behind the hypothesis. Support for predictions were mixed and depended on year and the method used to map territory borders. We suggest that within-habitat patchiness, as well as model assumptions, should be further investigated for improved tests of the RDH in the future.

  12. A note on resource allocation scheduling with group technology and learning effects on a single machine

    Science.gov (United States)

    Lu, Yuan-Yuan; Wang, Ji-Bo; Ji, Ping; He, Hongyu

    2017-09-01

    In this article, single-machine group scheduling with learning effects and convex resource allocation is studied. The goal is to find the optimal job schedule, the optimal group schedule, and resource allocations of jobs and groups. For the problem of minimizing the makespan subject to limited resource availability, it is proved that the problem can be solved in polynomial time under the condition that the setup times of groups are independent. For the general setup times of groups, a heuristic algorithm and a branch-and-bound algorithm are proposed, respectively. Computational experiments show that the performance of the heuristic algorithm is fairly accurate in obtaining near-optimal solutions.

  13. A Study on Human Resource Practices of Mother Dairy, Delhi

    OpenAIRE

    Shilpy Verma; Prof. Rajesh Mehrotra

    2017-01-01

    From past few decades the dairy industry is crucially concentrating on their human resource, as they are the most valued and most treasured assets as per latest studies. To assess the dairy sector Human Resource’s competiveness, the performance analysis in this research looked at four functions: 1. Recruitment and Selection, 2. Training and development, 3. Performance Management System, 4. Compensation and Benefits. The organizations should carefully map the available HR while recruiting the ...

  14. Analisis of human resources managment in selected company

    OpenAIRE

    MELEG, Miroslav

    2010-01-01

    Bachelor thesis is focused on human sources as one of the most important part of operating organization. This work describe especially three elements of human resource management - rating, remunerating and motivating. Manpower is engine of organization. Managers have to approach individually to every employee. They have to catch requirements and experiences to regulate the system of leading manpower. Hidden potencial is almost in every person so it is necessary to educate them. That will be u...

  15. 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

  16. European Institutional and Organisational Tools for Maritime Human Resources Development

    OpenAIRE

    Dragomir Cristina

    2012-01-01

    Seafarers need to continuously develop their career, at all stages of their professional life. This paper presents some tools of institutional and organisational career development. At insitutional level there are presented vocational education and training tools provided by the European Union institutions while at organisational level are exemplified some tools used by private crewing companies for maritime human resources assessment and development.

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

    Science.gov (United States)

    Smith, Richard

    2009-01-01

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

  18. Human Resource Development, Ethics, and the Social Good

    Science.gov (United States)

    Quinn, Floyd F.

    2018-01-01

    Businesses can achieve competitive advantage and better productivity and performance by attracting and developing exceptional employees, by caring for and listening to stakeholders, and by avoiding financial and reputational damage due to unethical and illegal behaviors. As a profession, human resource development (HRD) engages in practices that…

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

    Science.gov (United States)

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

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

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

    Science.gov (United States)

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

    2016-01-01

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

  1. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

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

    Science.gov (United States)

    Han, Heeyoung; Boulay, David

    2013-01-01

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

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

    Science.gov (United States)

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

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

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

    Science.gov (United States)

    Tran, Henry

    2015-01-01

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

  5. Human/Nature Discourse in Environmental Science Education Resources

    Science.gov (United States)

    Chambers, Joan M.

    2008-01-01

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

  6. The Impact of Strategic Human Resource Management on ...

    African Journals Online (AJOL)

    This study conducted a survey on 120 small and medium-scale hospitality companies. Primary data were collected through structured questionnaire administered to the human resource managers of the companies. Data collected were analysed using frequency, percentage, correlation and multiple regression analysis.

  7. Incorporating Campus-Based Cultural Resources into Humanities Courses

    Science.gov (United States)

    Traver, Amy E.; Nedd, Rolecia

    2018-01-01

    In this article, the authors reviewed one effort to deepen students' connections to the humanities through the use of campus-based cultural resources at Queensborough Community College (QCC) of the City University of New York (CUNY), a minority-serving institution in one of the most diverse counties in the United States. Focusing specifically on…

  8. 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...

  9. Human Resource Development: A Foundation for Participative Leadership.

    Science.gov (United States)

    Appelbaum, Steven H.

    1979-01-01

    Discusses management theories and reports on a study establishing that, if managers are exposed to modern human resources management theories through a series of training programs, they will adopt a participative leadership style, and that this style will be reflected in their attitudes and the perceptions of their subordinates. (Author/IRT)

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

    Science.gov (United States)

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

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

  11. Gender Differences in Strategy and Human Resource Management

    NARCIS (Netherlands)

    Verheul, I.; Risseeuw, P.A.; Bartelse, G.

    2002-01-01

    The present study aims at investigating the existence of gender differences in entrepreneurship. The focus is on differences in strategy and human resource management (HRM) between male and female entrepreneurs in Dutch real estate brokerage. Several propositions are explored using data from

  12. Acquisition And Utilisation Of Human Resources In Public ...

    African Journals Online (AJOL)

    The study examined the acquisition and utilisation of human resources in public secondary schools for students with special needs in Oyo State. The study employed a descriptive research design. The entire 196 teachers and 16 supportive staff formed the sample. The research instrument for the study was a questionnaire ...

  13. Human resources management and lecturer's job satisfaction in ...

    African Journals Online (AJOL)

    The study examines the extent to which the management of human resources by the administrators influence lecturers' job satisfaction in tertiary institutions in Akwa Ibom and Cross River States, Nigeria. The ex-post-facto research design was used for the study. The population of the study was 2286 lecturers from nine (9) ...

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

    Science.gov (United States)

    Gattiker, Urs E.

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

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

    Science.gov (United States)

    Smylie, Mark A.; Wenzel, Stacy A.

    2006-01-01

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

  16. Reconceptualizing fit in strategic human resource management: 'Lost in translation?'

    NARCIS (Netherlands)

    Paauwe, J.; Boon, C.; Boselie, P.; den Hartog, D.; Paauwe, J.; Guest, D.; Wright, P.

    2013-01-01

    To date, studies that focus on the concept of 'fit' in strategic human resource management (SHRM) fail to show consistent evidence. A variety of fit approaches are available, but there is no general consensus about what constitutes fit. This chapter aims to reconceptualize fit through a literature

  17. The current crisis in human resources for health in Africa

    African Journals Online (AJOL)

    Overview. The current crisis in human resources for health in. Africa has reached a serious level in many countries. A complex set of reasons has contributed to this problem, some exogenous, such as the severe economic measures introduced by structural adjustment, which often result in cutbacks in the number of health ...

  18. Beginning Teachers' Perceptions of School Human Resource Practices

    Science.gov (United States)

    Kwan, Paula

    2009-01-01

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

  19. 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…

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

    Hawaii State Commission on Manpower and Full Employment, Honolulu.

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

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

    International Nuclear Information System (INIS)

    2003-08-01

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

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

    Science.gov (United States)

    Pogodzinski, Ben

    2016-01-01

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

  4. HUMAN RESOURCES MANAGEMENT SYSTEM IN A TOURISM ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Nadezhda Dicheva

    2016-12-01

    Full Text Available In this study, based on personal observations and analyzed information, an attempt is made to be identified the main problems with personnel management in tourism organizations. It argues that this system needs a thorough reorganization is needed in which sustainable development of the system will be achieved improving its ability to motivate, evaluate and properly manage human resources.

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

    Science.gov (United States)

    Ackah, Carol; Heaton, Norma

    2003-01-01

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

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

    OpenAIRE

    Weber, Wolfgang; Kabst, Rüdiger

    2004-01-01

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

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

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

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

  8. Improving of the management quality of human resources

    OpenAIRE

    Miceski, Trajko

    2004-01-01

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

  9. 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.

  10. Human Resource Management in Australian Registered Training Organisations

    Science.gov (United States)

    Smith, Andrew; Hawke Geof

    2008-01-01

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

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

    Science.gov (United States)

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

    2016-05-01

    The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries. © The Author(s) 2016.

  12. Human Resources Management and Service Delivery in Nigeria ...

    African Journals Online (AJOL)

    The paper represents essentially an attempt to analyse and comprehend the role of Human Resource Management (HRM) in effective service delivery in Nigeria. The paper advocates that the revamping and transformation of the Nigerian Civil Service to render effective service to the public lies not in the continuous ...

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  14. Private sector, human resources and health franchising in Africa.

    Science.gov (United States)

    Prata, Ndola; Montagu, Dominic; Jefferys, Emma

    2005-04-01

    In much of the developing world, private health care providers and pharmacies are the most important sources of medicine and medical care and yet these providers are frequently not considered in planning for public health. This paper presents the available evidence, by socioeconomic status, on which strata of society benefit from publicly provided care and which strata use private health care. Using data from The World Bank's Health Nutrition and Population Poverty Thematic Reports on 22 countries in Africa, an assessment was made of the use of public and private health services, by asset quintile groups, for treatment of diarrhoea and acute respiratory infections, proxies for publicly subsidized services. The evidence and theory on using franchise networks to supplement government programmes in the delivery of public health services was assessed. Examples from health franchises in Africa and Asia are provided to illustrate the potential for franchise systems to leverage private providers and so increase delivery-point availability for public-benefit services. We argue that based on the established demand for private medical services in Africa, these providers should be included in future planning on human resources for public health. Having explored the range of systems that have been tested for working with private providers, from contracting to vouchers to behavioural change and provider education, we conclude that franchising has the greatest potential for integration into large-scale programmes in Africa to address critical illnesses of public health importance.

  15. Private sector, human resources and health franchising in Africa.

    Science.gov (United States)

    Prata, Ndola; Montagu, Dominic; Jefferys, Emma

    2005-01-01

    In much of the developing world, private health care providers and pharmacies are the most important sources of medicine and medical care and yet these providers are frequently not considered in planning for public health. This paper presents the available evidence, by socioeconomic status, on which strata of society benefit from publicly provided care and which strata use private health care. Using data from The World Bank's Health Nutrition and Population Poverty Thematic Reports on 22 countries in Africa, an assessment was made of the use of public and private health services, by asset quintile groups, for treatment of diarrhoea and acute respiratory infections, proxies for publicly subsidized services. The evidence and theory on using franchise networks to supplement government programmes in the delivery of public health services was assessed. Examples from health franchises in Africa and Asia are provided to illustrate the potential for franchise systems to leverage private providers and so increase delivery-point availability for public-benefit services. We argue that based on the established demand for private medical services in Africa, these providers should be included in future planning on human resources for public health. Having explored the range of systems that have been tested for working with private providers, from contracting to vouchers to behavioural change and provider education, we conclude that franchising has the greatest potential for integration into large-scale programmes in Africa to address critical illnesses of public health importance. PMID:15868018

  16. Brazilian human resources in a polarized Latin America

    Directory of Open Access Journals (Sweden)

    Elza Fátima Rosa Veloso

    2014-12-01

    Full Text Available This article provides an overview of human resource strategies employed by Brazilian companies in a polarized region of Latin America. Firstly, we highlighted the concerns of Brazilian managers in respect to the coming years, and to identify the current strategic approach of prominent companies in the Brazilian market. Secondly, we identified possible strategies for internationalization, particularly in the context of Latin America. The results of two surveys were used: one prospecting management trends by 2015 and another consisting of a sample of 541 companies that participate in a national survey in which HR managers answered a questionnaire. Among the results, it is noteworthy that the main issues of concern for Brazilian managers in the coming years. We found most the companies concerned with these challenges in the industries of information technology, iron and steel, and health services. Forty-nine of a total of 541 companies intend to internationalize, 17 of them towards Latin American. Their profile characterization allowed us to divide them into two groups: those focusing on the local needs of Latin American, and those looking to meet the expanding needs of Brazil or the country of their parent company.

  17. A Human XPC Protein Interactome—A Resource

    Directory of Open Access Journals (Sweden)

    Abigail Lubin

    2013-12-01

    Full Text Available Global genome nucleotide excision repair (GG-NER is responsible for identifying and removing bulky adducts from non-transcribed DNA that result from damaging agents such as UV radiation and cisplatin. Xeroderma pigmentosum complementation group C (XPC is one of the essential damage recognition proteins of the GG-NER pathway and its dysfunction results in xeroderma pigmentosum (XP, a disorder involving photosensitivity and a predisposition to cancer. To better understand the identification of DNA damage by XPC in the context of chromatin and the role of XPC in the pathogenesis of XP, we characterized the interactome of XPC using a high throughput yeast two-hybrid screening. Our screening showed 49 novel interactors of XPC involved in DNA repair and replication, proteolysis and post-translational modifications, transcription regulation, signal transduction, and metabolism. Importantly, we validated the XPC-OTUD4 interaction by co-IP and provided evidence that OTUD4 knockdown in human cells indeed affects the levels of ubiquitinated XPC, supporting a hypothesis that the OTUD4 deubiquitinase is involved in XPC recycling by cleaving the ubiquitin moiety. This high-throughput characterization of the XPC interactome provides a resource for future exploration and suggests that XPC may have many uncharacterized cellular functions.

  18. Deriving human resource requirements for new nuclear plants

    International Nuclear Information System (INIS)

    Goodnight, Ch.T.

    2007-01-01

    For those contemplating the deployment of a new nuclear plant, critical issues include the development of the operational staff and its organization. This paper will discuss the key elements of deriving an appropriate staff plan for steady state operations. There are five areas that must be analyzed, and each area has unique requirements. These key areas are 1) Operations, 2) Engineering, 3) Maintenance, 4) Regulatory/Oversight, and 5) Site Support. After the analysis for each area is complete, and the human resource requirements are identified, an organizational structure must be developed to support the necessary management, potential centralization, and appropriate functional alignments for effective and safe plant operation. Four organizational design principals have been defined. The first design principal relates to the organizational structure: no more than 7 layers of management between an individual contributor and the senior nuclear manager in the NPP. The second design principal relates to the grouping of activities in order to ensure appropriate management of related or supporting activities. The third design principal relates to out-sourcing support activities when these activities comply with particular conditions for instance when they are not mission critical to day-to day plant operations. The fourth design principal relates to the centralization of some activities when there is more than one NPP operated by the same parent company

  19. 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

  20. 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

  1. 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.

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

    Directory of Open Access Journals (Sweden)

    O'Neil Mary L

    2008-06-01

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

  3. Human trafficking: review of educational resources for health professionals.

    Science.gov (United States)

    Ahn, Roy; Alpert, Elaine J; Purcell, Genevieve; Konstantopoulos, Wendy Macias; McGahan, Anita; Cafferty, Elizabeth; Eckardt, Melody; Conn, Kathryn L; Cappetta, Kate; Burke, Thomas F

    2013-03-01

    Human trafficking is an increasingly well-recognized human rights violation that is estimated to involve more than 2 million victims worldwide each year. The health consequences of this issue bring victims into contact with health systems and healthcare providers, thus providing the potential for identification and intervention. A robust healthcare response, however, requires a healthcare workforce that is aware of the health impact of this issue; educated about how to identify and treat affected individuals in a compassionate, culturally aware, and trauma-informed manner; and trained about how to collaborate efficiently with law enforcement, case management, and advocacy partners. This article describes existing educational offerings about human trafficking designed for a healthcare audience and makes recommendations for further curriculum development. A keyword search and structured analysis of peer-reviewed and gray literature, conducted in 2011 and 2012, yielded 27 items that provide basic guidance to health professionals on human trafficking. The 27 resources differed substantially in format, length, scope, and intended audience. Topic areas covered by these resources included trafficking definitions and scope, health consequences, victim identification, appropriate treatment, referral to services, legal issues, and security. None of the educational resources has been rigorously evaluated. There is a clear need to develop, implement, and evaluate high-quality education and training programs that focus on human trafficking for healthcare providers. Copyright © 2013 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

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

    Directory of Open Access Journals (Sweden)

    Ladislav Mura

    2012-02-01

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

  5. Alternative Responses to the Human Resource Challenge for CBR

    Directory of Open Access Journals (Sweden)

    Huib Cornielje

    2013-02-01

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

  6. Decommissioning of Nuclear Facilities: Training and Human Resource Considerations

    International Nuclear Information System (INIS)

    2008-01-01

    One of the cornerstones of the success of nuclear facility decommissioning is the adequate competence of personnel involved in decommissioning activities. The purpose of this publication is to provide methodological guidance for, and specific examples of good practices in training as an integral part of human resource management for the personnel performing decommissioning activities. The use of the systematic methodology and techniques described in this publication may be tailored and applied to the development of training for all types of nuclear facilities undergoing decommissioning. Examples of good practices in other aspects of human resources, such as knowledge preservation, management of the workforce and improvement of human performance, are also covered. The information contained in this publication, and the examples provided in the appendices and enclosed CD-ROM, are representative of the experience of decommissioning of a wide variety of nuclear facilities.

  7. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

      Neuroeconomics and Human Resource Development Objective Neuroeconomic game trials have detected a present-bias in human decision making which represents a serious shortcoming facing the long termed nature of complex problems in a globalized economy i.e. regional residual poverty, ecological...... threats and personal stress. So far, the evidence-based findings on human resource development (HRD) seem not to match these huge challenges. The aim of this study is to identify cost-effective means of mental training to recover sufficiently from the present bias to enable more sustainable decisions...... Pragmatic de-stressing by medical meditation adds extra years to a normal life and saves health care expenses for a moderate meditation course fee. So, medical meditation prevails as a dominant de-stressing intervention serving a wider goal of more long termed decision making. An international monitoring...

  8. 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.

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

    Science.gov (United States)

    Méndez, Claudio A

    2009-09-01

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

  10. Policy for securing human resources in the nuclear industry of Japan

    International Nuclear Information System (INIS)

    Takeuchi, S.

    1993-01-01

    The shortage of human resources in the field of nuclear industry in Japan is due to: structural difficulty resulting from the prevailing labor shortage in Japan, difficulties from the ever-intensifying adverse wind against nuclear power, and difficulties specific to R and D organizations. A practical plan is proposed for securing qualified personnel: approach to be directly made on campuses; effective/advanced management of human resources; better treatment and fringe benefit; promoting the nuclear industry attractiveness; expanding the scope of basic and fundamental researches; regaining the public confidence; closer cooperation between the government and the nuclear power groups. 6 figs

  11. Comparative international management of human resources and human resources management in Brazil: An analysis in view of the calculative and collaborative models

    Directory of Open Access Journals (Sweden)

    Tatiani dos Santos Zuppani

    2016-09-01

    Full Text Available The aim of this study was to analyze the adoption of calculative and collaborative practices dominating comparative international human resources management, according to the different profiles of the areas of Human Resources Management (HRM of private organizations operating in Brazil. The method employed was a Survey, operated by means of an electronic questionnaire on HRM practices and organizational characteristics. A total of 326 respondents was obtained. Initially a cluster was conducted, in which respondents were clustered into four groups with different HRM profiles. The use of calculative and collaborative practices was compared in the four groups formed through the ANOVA (analysis of variance collection of statistical models. The main findings showed that the strategic group was the one with the highest average of adoption of calculative and collaborative practices. The Communicative HRM group showed a higher propensity to collaborative practices and the Formalized HRM group would adopt calculative practices, although none of the groups showed an average of adoption than the Strategic HRM group. This suggests that it is necessary to learn how to deal with different aspects of the management of people in organizations operating in Brazil.

  12. 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)

  13. 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...

  14. Human resource configurations: investigating fit with the organizational context.

    Science.gov (United States)

    Toh, Soo Min; Morgeson, Frederick P; Campion, Michael A

    2008-07-01

    The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bundle may be distinguished by the organizational values they pursue and their organizational structure, thus suggesting that HR choices are related to the context within which organizations operate.

  15. 77 FR 61033 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-10-05

    ... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... human resources programming. Agenda November 7, 2012 (Wednesday Morning) Welcoming Remarks Opening... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human...

  16. 78 FR 21979 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-04-12

    ... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of..., technology, engineering, and mathematics (STEM) education and human resources programming. Agenda May 6, 2013... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human...

  17. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

    ... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... Foundation's science, technology, engineering, and mathematics (STEM) education and human resources... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human...

  18. The Accountability of Armed Groups under Human Rights Law

    NARCIS (Netherlands)

    Fortin, K.M.A.

    2015-01-01

    The starting point for this NWOI funded Ph.D. research is the observation that although UN accountability mechanisms are increasingly holding armed groups ‘accountable’ under human rights law, the legal basis for the responsibility of armed groups under human rights law remains controversial

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

    Directory of Open Access Journals (Sweden)

    IRINA-ELENA CHIRTOC

    2010-01-01

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

  20. A Fuzzy Query Mechanism for Human Resource Websites

    Science.gov (United States)

    Lai, Lien-Fu; Wu, Chao-Chin; Huang, Liang-Tsung; Kuo, Jung-Chih

    Users' preferences often contain imprecision and uncertainty that are difficult for traditional human resource websites to deal with. In this paper, we apply the fuzzy logic theory to develop a fuzzy query mechanism for human resource websites. First, a storing mechanism is proposed to store fuzzy data into conventional database management systems without modifying DBMS models. Second, a fuzzy query language is proposed for users to make fuzzy queries on fuzzy databases. User's fuzzy requirement can be expressed by a fuzzy query which consists of a set of fuzzy conditions. Third, each fuzzy condition associates with a fuzzy importance to differentiate between fuzzy conditions according to their degrees of importance. Fourth, the fuzzy weighted average is utilized to aggregate all fuzzy conditions based on their degrees of importance and degrees of matching. Through the mutual compensation of all fuzzy conditions, the ordering of query results can be obtained according to user's preference.

  1. Modern human resources management practice in Peoples Republic of China

    Directory of Open Access Journals (Sweden)

    Zakić Katarina

    2017-01-01

    Full Text Available This paper is dealing with the explanation of the development of human resources management (HRM in China through: explanation of reasons and time of formation and development of HRM in China; different types of HRM in different types of companies that are working in China; the Labor Law that defines HRM practice in China. Based on presented data, conclusions will be given about the development of HRM in China and challenges that are still expecting Chinese employers as well as Chinese employees in this area. Beside that, the degree of correlation between development of economy in Chi- na and development of management of human resources will be shown. The aim of this paper is to show that HRM is still developing in China, weather we are considering it as a scientific discipline or a business function within a company.

  2. 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.

  3. A Study on Human Resources Development in Nuclear Field

    International Nuclear Information System (INIS)

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

    2011-11-01

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

  4. Modelling human resource requirements for the nuclear industry in Europe

    Energy Technology Data Exchange (ETDEWEB)

    Roelofs, Ferry [Nuclear Research and Consultancy Group (NRG) (Netherlands); Flore, Massimo; Estorff, Ulrik von [Joint Research Center (JRC) (Netherlands)

    2017-11-15

    The European Human Resource Observatory for Nuclear (EHRO-N) provides the European Commission with essential data related to supply and demand for nuclear experts in the EU-28 and the enlargement and integration countries based on bottom-up information from the nuclear industry. The objective is to assess how the supply of experts for the nuclear industry responds to the needs for the same experts for present and future nuclear projects in the region. Complementary to the bottom-up approach taken by the EHRO-N team at JRC, a top-down modelling approach has been taken in a collaboration with NRG in the Netherlands. This top-down modelling approach focuses on the human resource requirements for operation, construction, decommissioning, and efforts for long term operation of nuclear power plants. This paper describes the top-down methodology, the model input, the main assumptions, and the results of the analyses.

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

    DEFF Research Database (Denmark)

    Gretzinger, Susanne; Lemke, Sarah; Matiaske, Wenzel

    2014-01-01

    From a strategic management perspective human capital and the embedded knowledge can be viewed as intellectual capital and became inevitably important for companies in general as well as for multinationals. While national companies just have to (re-)combine resources within a homogeneous...... if culturally differentiated incentive systems are necessary for optimised retention management? In the empirical part of this study it was made us of data from 32 countries. The research results reveal a moderating impact of cultural dimensions and therefore a cultural dependency for the effectiveness...... of incentives on retention management and therewith implicates that retention management is significant for the process of developing and fostering a MNCs intellectual capital. To improve their human-resource based intellectual capital MNCs have to adapt their initiatives to the cultural background...

  6. Modelling human resource requirements for the nuclear industry in Europe

    International Nuclear Information System (INIS)

    Roelofs, Ferry; Flore, Massimo; Estorff, Ulrik von

    2017-01-01

    The European Human Resource Observatory for Nuclear (EHRO-N) provides the European Commission with essential data related to supply and demand for nuclear experts in the EU-28 and the enlargement and integration countries based on bottom-up information from the nuclear industry. The objective is to assess how the supply of experts for the nuclear industry responds to the needs for the same experts for present and future nuclear projects in the region. Complementary to the bottom-up approach taken by the EHRO-N team at JRC, a top-down modelling approach has been taken in a collaboration with NRG in the Netherlands. This top-down modelling approach focuses on the human resource requirements for operation, construction, decommissioning, and efforts for long term operation of nuclear power plants. This paper describes the top-down methodology, the model input, the main assumptions, and the results of the analyses.

  7. Human-resource planning in the Venezuelan oil industry

    Energy Technology Data Exchange (ETDEWEB)

    Delgado, S J.V.

    1985-01-01

    Because the economy of Venezuela is heavily dependent on its oil industry, the company Petroleos de Venezuela S.A. was chosen for the detailed study. It was found that the system in use in the period 1980-81 was defective in that it did not address the serious medium- and long-term issues of manpower supply in a country seriously short of the skills needed. There was a lack of linkage between human resource planning and the corporation's long term objectives. Too much emphasis was being placed on quantitative, and too little on qualitative approaches to the problem. A new approach was developed to complement the existing shorter term quantitative approach. This involved a direct and active interaction with corporate planning. Within this framework a qualitative method of human resource planning was proposed and implemented. It has proved its usefulness in defining the type of personnel required by the organization in the distant future.

  8. Human resource recommendation algorithm based on ensemble learning and Spark

    Science.gov (United States)

    Cong, Zihan; Zhang, Xingming; Wang, Haoxiang; Xu, Hongjie

    2017-08-01

    Aiming at the problem of “information overload” in the human resources industry, this paper proposes a human resource recommendation algorithm based on Ensemble Learning. The algorithm considers the characteristics and behaviours of both job seeker and job features in the real business circumstance. Firstly, the algorithm uses two ensemble learning methods-Bagging and Boosting. The outputs from both learning methods are then merged to form user interest model. Based on user interest model, job recommendation can be extracted for users. The algorithm is implemented as a parallelized recommendation system on Spark. A set of experiments have been done and analysed. The proposed algorithm achieves significant improvement in accuracy, recall rate and coverage, compared with recommendation algorithms such as UserCF and ItemCF.

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

    OpenAIRE

    Oškrdal Václav; Pavlíček Antonín; Jelínková Petra

    2011-01-01

    This article presents an insight to processes, performance drivers and ICT tools in human resources (HR) management area. On the basis of a modern approach to HR management, a set of business processes that are handled by today’s HR managers is defined. Consequently, the concept of ICT-supported performance drivers and their relevance in the area of HR management as well as the relationship between HR business processes, performance drivers and ICT tools are defined. The theoretical outcomes ...

  10. Human Resource Management in COSO Internal Control: Integrated Framework

    OpenAIRE

    Uysal, Gürhan

    2010-01-01

    COSO perceives human resource management (HRM) as an organizational governance technic. Because COSO aims to increase efficency and effectiveness of business operations, reliability of financial reporting, and compliance with applicable laws and regulations. Therefore, for example, in COSO HRM policy and practices should enable organizations to achieve organizational goals and objectives. Moreover, HRM is to find out best-ability and capable employees for managerial positions. In addition, or...

  11. 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...

  12. 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.

  13. 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...

  14. Human resource management and economic success: An Australian perspective

    OpenAIRE

    Dowling, Peter J.

    2005-01-01

    In this paper we examine the case for a link at the national and firm level between human resource management (HRM) and economic success in Australia. A brief history of the industrial development of Australia (and New Zealand) is presented and some differentiating factors noted (Dowling/Boxall 1994). A key factor with regard to Australia is the relatively small size of the population and economy and the disproportionate impact of globalisation and global political and economic events upon th...

  15. Human Resources Staffing Plan for the Tank Farm Contractor

    International Nuclear Information System (INIS)

    BOSLEY, J.W.

    2000-01-01

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

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

    Science.gov (United States)

    Arnold, Edwin; Pulich, Marcia

    2007-01-01

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

  17. Human Resources and Innovative Behaviour : Improving Nursing Performance

    OpenAIRE

    Xerri, Matthew; Reid, Stuart

    2017-01-01

    This study examines, using the social exchange theory, the mediating effect of employees’ perception of wellbeing on the relationship between two human resource (HR) management factors (satisfaction with teamwork and satisfaction with training opportunities) and innovative behaviour of nurses working in Australian public and private hospitals. Current nurse shortages and limited budgets have increased the need for hospitals to improve their efficiency and cost-effectiveness. It is proposed th...

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

    OpenAIRE

    Murat KoC; Mustafa Fedai Cavus; Turgay Saracoglu

    2014-01-01

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

  19. Human resource management in the construction industry – Sustainability competencies

    OpenAIRE

    Renard Yung Jhien Siew

    2014-01-01

    While environmental sustainability has been the subject of much debate in the last decade, it was not until recently that attention started to shift towards human resource management as an enabler for sustainability.  Yet, this is still a relatively under researched area.  Much is still unknown about the role of an individual worker in contributing towards sustainable development.  This paper addresses the gap by proposing a framework to measure sustainability competencies of employees within...

  20. Use of SQL Databases to Support Human Resource Management

    OpenAIRE

    Zeman, Jan

    2011-01-01

    Bakalářská práce se zaměřuje na návrh SQL databáze pro podporu Řízení lidských zdrojů a její následné vytvoření v programu MS SQL Server. This thesis focuses on the design of SQL database for support Human resources management and its creation in MS SQL Server. A

  1. Human Resource Diversity Management in Selected Czech Agricultural Companies

    OpenAIRE

    H. Urbancová; H. Čermáková; M. Navrátilov

    2015-01-01

    The aim of this paper is to evaluate human resource Diversity Management in agricultural companies in the Czech Republic and to prepare a set of recommendations for the companies in this area. The primary data for the study was obtained by the use of questionnaires designed for quantitative analysis (n = 549, n agriculture = 108). The results indicate that the use of Diversity Management on Czech companies is relatively low (36.1%; n a = 108). But in view ...

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

    OpenAIRE

    Peccei, R.E.

    2004-01-01

    textabstractRiccardo Peccei (1945, Totino, Italy, D.Phil Sociology, Oxford University 1984) is Reader in Organisational Behaviour (OB) and Human Resource Management (HRM) in the Department of Management at King’s College London. His research interests include the study of the impact of HRM on organisational performance and employee well-being, the transformation of work and employment relations in the service sector, and the nature and consequences of employee empowerment, partnership and par...

  3. INTEGRATION MECHANISMS OF IMPROVEMENT OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Vera A. Akimenko

    2013-01-01

    Full Text Available In the current economic conditions, the efficiency of business processes of an organization is determined by the quality of the staff. Therefore, actual is the creation and application of new approaches to the management of human re-sources. The article presents a comparative analysis of management practices and their impact on the effectiveness of personnel management, the mechanism of their integration to improve the efficiency of the process.

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

    OpenAIRE

    THANOS KRIEMADIS; ANNA KOURTESOPOULOU

    2008-01-01

    In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD). For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development ...

  5. Intrapersonal Resources and the Effectiveness of Self-Help Groups for Bereaved Older Adults.

    Science.gov (United States)

    Caserta, Michael S.; Lund, Dale A.

    1993-01-01

    Examined relative impact of 3 intrapersonal resources (self-esteem, competencies, and life satisfaction) and duration of self-help group intervention on levels of depression and grief over time among 295 recently widowed adults. Found that, in general, resources examined had greater direct influence on outcomes than did intervention. (Author/NB)

  6. CH2M Hill Hanford Group Inc (CHG) Information Resource Management (IRM) Strategic Plan

    Energy Technology Data Exchange (ETDEWEB)

    NELSON, R.L.

    2000-06-06

    The CH2M HILL Hanford Group, Inc. (CHG), Information Resource Management Strategic Plan is the top-level planning document for applying information and information resource management to achieve the CHG mission for the management of the River Protection Project waste tank farm.

  7. CH2M Hill Hanford Group Inc (CHG) Information Resource Management (IRM) Strategic Plan

    International Nuclear Information System (INIS)

    NELSON, R.L.

    2000-01-01

    The CH2M HILL Hanford Group, Inc. (CHG), Information Resource Management Strategic Plan is the top-level planning document for applying information and information resource management to achieve the CHG mission for the management of the River Protection Project waste tank farm

  8. 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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2014-03-15

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

  10. 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

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

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  12. Development of human resource capacity building assistance for nuclear security

    International Nuclear Information System (INIS)

    Nakamura, Yo; Noro, Naoko

    2014-01-01

    The Integrated Support Center for Nuclear Nonproliferation and Nuclear Security (ISCN) of the Japan Atomic Energy Agency (JAEA) has been providing nuclear security human resource development projects targeting at nuclear emerging countries in Asia in cooperation with the authorities concerned including the Sandia National Laboratory (SNL) and the International Atomic Energy Agency (IAEA). In the aftermath of the attacks of Sept. 11, the threat of terrorism was internationally recognized and thus the human resource capacity building is underway as an urgent task. In order to responding to emerging threats, the human resource capacity building that ISCN has implemented thus far needs to be multilaterally analyzed in order to develop more effective training programs. This paper studies ISCN's future direction by analyzing its achievements, as well as introduces the collaborative relationships with SNL that contributes to the reflection and maintenance of international trends for the contents of nuclear security training, the nuclear security enhancement support with which Japan is to provide nuclear emerging countries in Asia, and the achievements of the nuclear security training program that ISCN implemented. (author)

  13. [Development of human resources and the Plan of Action].

    Science.gov (United States)

    Vidal, C

    1984-01-01

    This article (whose first part was published in the previous issue of Educación Médica y Salud) concludes an exhaustive review of manpower development in the Americas. This part considers the specific measures in this field enunciated in the Plan of Action; these measures pertain to four main areas: planning and programming of human resources, training in priority areas, utilization of human resources, and educational technology. The author discusses the present and future possibilities and obstacles of each of these activities and the steps to be taken to bring needs into line with real situations. It is of paramount importance that the national health authorities clearly spell out their policies for the development of human resources in the health field within the framework of general development policies. Another point to be insisted upon is the multiprofessional and multidisciplinary training of the health team and the importance of the education-service-supervision function, which usually results in permanent and continuing education, which in turn optimizes the utilization of personnel. However, none of this will be possible without an appropriate education technology with which to innovate, analyze and refine the entire education process and so meet the needs of both society and the health services.

  14. Impact of Human Resources Management on Entrepreneurship Development

    Directory of Open Access Journals (Sweden)

    Obasan Kehinde A.

    2014-02-01

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

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

    Science.gov (United States)

    Brady, F J

    1989-01-01

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

  16. 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.

  17. 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.

  18. Inter-group cooperation in humans and other animals

    DEFF Research Database (Denmark)

    Robinson, Elva; Barker, Jessica Livia

    2017-01-01

    groups in both quantity and type. Where the difference is in type, inequalities can lead to specialization and division of labour between groups, a phenomenon characteristic of human societies, but rarely seen in other animals. The ability to identify members of one’s own group is essential for social...

  19. Nuclear training as the integral part of managing of human resources

    International Nuclear Information System (INIS)

    Kazennov, A.Yu.; )

    2010-01-01

    The author reports on the personnel training that is one of important measures to achieve and maintain the required competence of various categories of nuclear facility employees, including nuclear power plants, and one of important activities in the framework of overall management system to improve organizational and human performance of a nuclear facility. The role of the IAEA in the assistance in the development of training systems for nuclear power plants is described, in particular the activity of the Technical Working Group on Managing Human Resources in the Field of Nuclear Energy (TWG-MHR) and The Education and Training Support Group (ETSG) [ru

  20. Current status and issues of nuclear human resource development/General activities of Japan nuclear human resource development network

    International Nuclear Information System (INIS)

    Murakami, Hiroyuki; Hino, Sadami; Tsuru, Hisanori

    2013-01-01

    The Japan Nuclear Human Resource Development Network (JN-HRD Net) was established in November 2010 with the aim of developing a framework for mutual cooperation and information sharing among nuclear-related organizations. Although the tasks and goals of developing human resources in the nuclear field have been shifted since the accident at the Tokyo Electric Power Company (TEPCO) Fukushima Daiichi Nuclear Power Plant, the necessity of fostering capable personnel in this field stays unchanged and the importance of our network activities has further emphasized. The meeting of JN-HRD Net was held on the 5th of February 2013, where its activities by each field were reported and views and opinions were actively exchanged between more than 90 participants. This paper briefly describes current status and issues of JN-HRD Net and its general activities conducted by the JN-HRD Net secretariat. (J.P.N.)

  1. The organisational and human resource challenges facing primary care trusts: protocol of a multiple case study

    Directory of Open Access Journals (Sweden)

    Tim Scott J

    2001-11-01

    Full Text Available Abstract Background The study is designed to assess the organisational and human resource challenges faced by Primary Care Trusts (PCTs. Its objectives are to: specify the organisational and human resources challenges faced by PCTs in fulfilling the roles envisaged in government and local policy; examine how PCTs are addressing these challenges, in particular, to describe the organisational forms they have adopted, and the OD/HR strategies and initiatives they have planned or in place; assess how effective these structures, strategies and initiatives have been in enabling the PCTs to meet the organisational and human resources challenges they face; identify the factors, both internal to the PCT and in the wider health community, which have contributed to the success or failure of different structures, strategies and initiatives. Methods The study will be undertaken in three stages. In Stage 1 the key literature on public sector and NHS organisational development and human resources management will be reviewed, and discussions will be held with key researchers and policy makers working in this area. Stage 2 will focus on detailed case studies in six PCTs designed to examine the organisational and human resources challenges they face. Data will be collected using semi-structured interviews, group discussion, site visits, observation of key meetings and examination of local documentation. The findings from the case study PCTs will be cross checked with a Reference Group of up to 20 other PCG/Ts, and key officers working in organisational development or primary care at local, regional and national level. In Stage 3 analysis of findings from the preparatory work, the case studies and the feedback from the Reference Group will be used to identify practical lessons for PCTs, key messages for policy makers, and contributions to further theoretical development.

  2. Human Ageing Genomic Resources: new and updated databases

    Science.gov (United States)

    Tacutu, Robi; Thornton, Daniel; Johnson, Emily; Budovsky, Arie; Barardo, Diogo; Craig, Thomas; Diana, Eugene; Lehmann, Gilad; Toren, Dmitri; Wang, Jingwei; Fraifeld, Vadim E

    2018-01-01

    Abstract In spite of a growing body of research and data, human ageing remains a poorly understood process. Over 10 years ago we developed the Human Ageing Genomic Resources (HAGR), a collection of databases and tools for studying the biology and genetics of ageing. Here, we present HAGR’s main functionalities, highlighting new additions and improvements. HAGR consists of six core databases: (i) the GenAge database of ageing-related genes, in turn composed of a dataset of >300 human ageing-related genes and a dataset with >2000 genes associated with ageing or longevity in model organisms; (ii) the AnAge database of animal ageing and longevity, featuring >4000 species; (iii) the GenDR database with >200 genes associated with the life-extending effects of dietary restriction; (iv) the LongevityMap database of human genetic association studies of longevity with >500 entries; (v) the DrugAge database with >400 ageing or longevity-associated drugs or compounds; (vi) the CellAge database with >200 genes associated with cell senescence. All our databases are manually curated by experts and regularly updated to ensure a high quality data. Cross-links across our databases and to external resources help researchers locate and integrate relevant information. HAGR is freely available online (http://genomics.senescence.info/). PMID:29121237

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

    Science.gov (United States)

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

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

  4. 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/.

  5. Dos and don’ts in human resources management a practical guide

    CERN Document Server

    2015-01-01

    With this book, an international group of approximate 50 HR leaders, professors and senior consultants compiled their knowledge and experience in an easy-to-navigate format to allow busy HR executives finding exactly the advice they need. Re-inventing the wheel – unfortunately – still is a common practice in Human Resources Management. Traditional literature on HR fails to provide advice based on current, real-life experience and online forums lack a logical structure. Hence, there is a clear need for a resource with practical, structured and experience-based advice on Human Resources Management. The book also provides readers from other functional areas and job starters a realistic insight into today's HR management – be it as a personal career orientation or as a way to enrich their overall management knowledge.

  6. Human milk oligosaccharides inhibit growth of group B Streptococcus

    NARCIS (Netherlands)

    Lin, Ann E; Autran, Chloe A; Szyszka, Alexandra; Escajadillo, Tamara; Huang, Mia; Godula, Kamil; Prudden, Anthony R; Boons, Geert-Jan; Lewis, Amanda L; Doran, Kelly S; Nizet, Victor; Bode, Lars

    2017-01-01

    Streptococcus agalactiae (group B Streptococcus, GBS) is a leading cause of invasive bacterial infections in newborns, typically acquired vertically during childbirth secondary to maternal vaginal colonization. Human milk oligosaccharides (HMOs) have important nutritional and biological activities

  7. Human Resources Requirements for New Nuclear Power Programs

    International Nuclear Information System (INIS)

    Goodnight, Charles T.

    2014-01-01

    Summary: Planning to Meet HR Requirements for New Nuclear Power Programs Must Begin Early. Many years of preparation are required before the “Right Number of the Right People” … will be … “In the Right Place at the Right Time”. • Seven key steps which must be taken include: 1) Identify detailed Human Resources requirements, based on the selected site and reactor design; 2) Conduct an assessment of national capacity to develop and/or provide those resources; 3) Conduct a Gap Analysis to determine what additional steps will be needed to fill any capacity shortfalls; 4) Develop initial and recurring recruiting and training plans; 5) Begin recruiting and training; 6) Review and adjust as personnel move and/or leave; 7) Ensure adequate relationships are in place for sources of future recruiting

  8. Social Media Impact on Human Resources Management Strategies

    Directory of Open Access Journals (Sweden)

    Angela-Eliza Micu

    2016-01-01

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

  9. 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

  10. Key Determinants of Human Resource Management in Hospitals: Stakeholder Perspective

    Directory of Open Access Journals (Sweden)

    Buchelt Beata Irma

    2017-06-01

    Full Text Available Over the past decade, theoretical and empirical research on the various aspects of human resources (HR within the healthcare (HC sector has grown extensively due to its′ strategic importance in the sector. There is a visible tendency among researchers to pursue an effective human resource management (HRM strategies, methods, and tools. Countries implement policies which should increase the amount and competences of employees within healthcare. Providers of HC services (i.e. hospitals tend to enforce modern HRM solutions adapted from business organisations to attract, retain and develop HR. However, these seem not be as effective as they could (Hyde et al., 2013. Because of this, authors approached a researched reality from the point of view of a contextual paradigm, assuming that HRM solutions to be effective should match the reality of HC providers (Pocztowski, 2008. The aim of the research was to detect determinants which might influence the management of medical personnel in hospitals and identify the possible strength of these determinants so a more adjusted organisational and human resource management strategy could be elaborated. The list of possible determinants of hospital operations as the result of meta-analysis was elaborated. The list created the basis for interviews conducted among stakeholders and experts. Respondents were asked to appraise the factors with the usage of numerical scale considering their influence on medical personnel management in hospitals (physicians, nurses and others. In total, there were 28 interviews completed. The general conclusion which can be drawn from the analysis of these data is that hospitals should reorient their HRM practices in such the way that not only the quantitative but also the qualitative aspect of performance would be properly handled. This paper draws from HRM theory (contextual approach, stakeholder theory, and healthcare management theory, adding new insight to each in the context of

  11. Management of human resources in health care: the Canadian experience.

    Science.gov (United States)

    Adams, O

    1992-07-01

    Each of Canada's ten provinces has a publicly administered system of health insurance, funded by provincial and federal taxes, that is accessible to all citizens and covers all medically necessary services provided by physicians and hospitals. Canadians spend an estimated 9.2 percent of their gross national product on health care (about 2.8 percentage points below US spending), of which three quarters is public-sector spending. According to the Organization for Economic Cooperation and Development, Canada's health status is equal to or better than that of the United States, despite lower per capita health spending. About seven percent of the Canadian labour force works in health care, and attempts to introduce coordinated planning of human resources in health care have not as yet proceeded far. The predominant policy issue here is the supply and the role of physicians. It has been argued that entrenching within the system the fee-for-service method of paying physicians has created a disincentive to the delegation of responsibility to health personnel other than doctors. It is also argued that introduction of government-run health insurance provided the opportunity for human resource planning, but that the decision by governments to act only as the payer resulted in ad-hoc planning approaches. However, governments' concern over health care costs has led to a more direct role by them in the planning of the human resources in health. They are re-examining the autonomy and jurisdictional rights of the professions that deliver health care to Canadians.

  12. 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

  13. Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges

    NARCIS (Netherlands)

    Bondarouk, Tatiana; Ruel, Hubertus Johannes Maria; Guiderdoni-Jourdain, Karine; Oiry, Ewan

    2009-01-01

    Digital advancements and discoveries are now challenging traditional human resource management services within businesses. The Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges provides practical, situated, and unique

  14. 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.

  15. "Taking the human out of human rights" human rights or group rights?

    Directory of Open Access Journals (Sweden)

    Bojanić Petar

    2015-01-01

    Full Text Available What interest me are the reasons why “human” or “human rights” could be important or possibly most important in constituting a group (hence the introduction of the complicated word “group” and “group right(s” in the subtitle. If I had to justify the existence of the latest debates on nature, justification and universality of human rights, on their distinction from other normative standards, on the philosophy and (legal foundation of human rights, on “Human Rights without (or with Foundations” (Raz, Tasioulas, Besson, then I would immediately conclude that this “process of grandiose concretization” of a complete fabrication is far from over. Despite the innumerable pacts and international conventions established after World War II, the slew of obligations to which states have agreed in the last few decades, the establishment of rights to secession or humanitarian intervention it is as if the constitution of classification of basic human rights and their universality is far from over. [Projekat Ministarstva nauke Republike Srbije, br. 43007

  16. Industrial Buying Behavior Related to Human Resource Consulting Services

    DEFF Research Database (Denmark)

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

    2013-01-01

    The purpose of this article is to extend the understanding of the industrial buying process in connection with purchasing professional business (B2B) services, specifically human resource (HR) consulting services. Early B2B buying-behavior literature strongly emphasizes the rational aspects...... of buying behavior in B2B services. Based on a comprehensive exploratory study of Danish companies’ purchases of HR consulting services, the authors provide insights into the factors that determine how Danish companies choose a consulting services supplier. Five hypotheses are developed based...

  17. 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.

  18. 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.

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

    Directory of Open Access Journals (Sweden)

    Irena Ashtalkoska

    2012-12-01

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

  20. ADP Analysis project for the Human Resources Management Division

    Science.gov (United States)

    Tureman, Robert L., Jr.

    1993-01-01

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

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

    Directory of Open Access Journals (Sweden)

    THANOS KRIEMADIS

    2008-01-01

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

  2. Human Resource Development for Nuclear Power Programme in Uganda

    International Nuclear Information System (INIS)

    Henry, Ovona

    2014-01-01

    Conclusions: Despite the effort by the Government to ensure reliable and available access to electricity which is crucial to the socio – economic development, the use of hydro power, biomass and oil, geothermal and peat alone would not meet the target of the vision 2040. There is need to identifies nuclear energy as a potential option for meeting the energy deficit. Development of nuclear energy for power generation needs decision making, preparation and preparatory work which involve human resource development process, strengthening the legislation and regulatory framework, stakeholders’ involvement and public acceptance campaign

  3. 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.

  4. Algorithm that mimics human perceptual grouping of dot patterns

    NARCIS (Netherlands)

    Papari, G.; Petkov, N.; Gregorio, MD; DiMaio,; Frucci, M; Musio, C

    2005-01-01

    We propose an algorithm that groups points similarly to how human observers do. It is simple, totally unsupervised and able to find clusters of complex and not necessarily convex shape. Groups are identified as the connected components of a Reduced Delaunay Graph (RDG) that we define in this paper.

  5. 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...

  6. Work-life Balance Decision-making of Norwegian Students: Implications for Human Resources Management

    OpenAIRE

    Gawlik, Remigiusz; Jacobsen, Gorm

    2016-01-01

    Objective: The paper aims at identifying and assessing the significance of work-life balance determinants between the Youth of highly developed societies and its implications for human resources management on the example of Norway. Research Design & Methods: The research target group consists of 236 respondents recruited among Norwegian tertiary education students. It employed literature analysis , two-stage exploratory research: direct individual in-depth interviews, survey based on a se...

  7. Working group 4B - human intrusion: Design/performance requirements

    International Nuclear Information System (INIS)

    Channell, J.

    1993-01-01

    There is no summary of the progress made by working group 4B (Human Intrusion: Design/performance Requirements) during the Electric Power Research Institute's EPRI Workshop on the technical basis of EPA HLW Disposal Criteria, March 1993. This group was to discuss the waste disposal standard, 40 CFR Part 191, in terms of the design and performance requirements of human intrusion. Instead, because there were so few members, they combined with working group 4A and studied the three-tier approach to evaluating postclosure performance

  8. Overview on business ethics and human resources management ethics

    Directory of Open Access Journals (Sweden)

    Prof. Ph.D. Cãtãlina Bonciu

    2008-05-01

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

  9. Selection and Storage of Perceptual Groups Is Constrained by a Discrete Resource in Working Memory

    OpenAIRE

    Anderson, David E.; Vogel, Edward K.; Awh, Edward

    2012-01-01

    Perceptual grouping can lead observers to perceive a multielement scene as a smaller number of hierarchical units. Past work has shown that grouping enables more elements to be stored in visual working memory (WM). Although this may appear to contradict so-called discrete resource models that argue for fixed item limits in WM storage, it is also possible that grouping reduces the effective number of “items” in the display. To test this hypothesis, we examined how mnemonic resolution declined ...

  10. 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...

  11. "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…

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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...

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

    Science.gov (United States)

    Johanson, Ulf

    1998-01-01

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

  19. Iranian staff nurses' views of their productivity and human resource factors improving and impeding it: a qualitative study

    Directory of Open Access Journals (Sweden)

    Salsali Mahvash

    2005-10-01

    Full Text Available Abstract Background Nurses, as the largest human resource element of health care systems, have a major role in providing ongoing, high-quality care to patients. Productivity is a significant indicator of professional development within any professional group, including nurses. The human resource element has been identified as the most important factor affecting productivity. This research aimed to explore nurses' perceptions and experiences of productivity and human resource factors improving or impeding it. Method A qualitative approach was used to obtain rich data; open, semi-structured interviews were also conducted. The sampling was based on the maximum variant approach; data analysis was carried out by content analysis, with the constant comparative method. Results Participants indicated that human resources issues are the most important factor in promoting or impeding their productivity. They suggested that the factors influencing effectiveness of human resource elements include: systematic evaluation of staff numbers; a sound selection process based on verifiable criteria; provision of an adequate staffing level throughout the year; full involvement of the ward sister in the process of admitting patients; and sound communication within the care team. Paying attention to these factors creates a suitable background for improved productivity and decreases negative impacts of human resource shortages, whereas ignoring or interfering with them would result in lowering of nurses' productivity. Conclusion Participants maintained that satisfactory human resources can improve nurses' productivity and the quality of care they provide; thereby fulfilling the core objective of the health care system.

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

    Science.gov (United States)

    Stephens, Daniel B

    2009-01-01

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

  1. Human Resources Training Requirement on NPP Operation and Maintenance

    International Nuclear Information System (INIS)

    Nurlaila; Yuliastuti

    2009-01-01

    This paper discussed the human resources requirement on Nuclear Power Plant (NPP) operation and maintenance (O&M) phase related with the training required for O&M personnel. In addition, this paper also briefly discussed the availability of training facilities domestically include with some suggestion to develop the training facilities intended for the near future time in Indonesia. This paper was developed under the assumptions that Indonesia will build twin unit of NPP with capacity 1000 MWe for each using the turnkey contract method. The total of NPP O&M personnel were predicted about 692 peoples which consists of 42 personnel located in the head quarter and the rest 650 people work at NPP site. Up until now, Indonesia had the experience on operating and maintaining the nonnuclear power plant and several research reactors namely Kartini Reactor Yogyakarta, Triga Mark II Reactor Bandung, and GA Siwabessy Reactor Serpong. Beside that, experience on operating and maintaining the NPP in other countries would act as one of the reference to Indonesia in formulating an appropriate strategy to develop NPP human resources particularly in O&M phases. Education and training development program could be done trough the cooperation with vendor candidates. (author)

  2. Human Resource – Potential Factor of Organiztional Crisis

    Directory of Open Access Journals (Sweden)

    Mihail Cristian Negrulescu

    2008-10-01

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

  3. Safety activities and human resource development at NCA

    International Nuclear Information System (INIS)

    Kumanomido, Hironori; Sakurada, Koichi; Yanagisawa, Shigeru; Masuyama, Tadaharu

    2015-01-01

    Toshiba Nuclear Critical Assembly (NCA) has been safely operated since the first criticality in December 1963. The topics covered in this Yayoi Meeting Report are: (1) the outline of NCA, (2) the safety control situation mainly after the Great East Japan Earthquake in 2011, (3) educational training incorporates the lessons learned in this earthquake, and (4) human resource development during 2008-2015. Regarding safety control, facility maintenance has been conducted systematically according to the maintenance plan from the viewpoint of preventive maintenance. Regarding educational training, two disaster handling training based on the safety regulation and one nuclear emergency drill based on the emergency drill plan for licensee of nuclear energy activity based on the Act of Special Measures Concerning Nuclear Emergency Preparedness every year. Regarding human resource development, development training was given to 358 people including students. This year, training that does not require NCA operation was conducted including gamma-ray spectrum measurement of NCA fuel rod and neutron deceleration property measurement using 252 Cf neutron source. (S.K.)

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

    Directory of Open Access Journals (Sweden)

    Rao Krishna D

    2012-08-01

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

  5. Ways of Human Resource Branding in Czech Agricultural Companies

    Directory of Open Access Journals (Sweden)

    Hlavsa Tomáš

    2015-09-01

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

  6. 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.

  7. 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.

  8. Effects of resource-building group intervention on career management and mental health in work organizations: randomized controlled field trial.

    Science.gov (United States)

    Vuori, Jukka; Toppinen-Tanner, Salla; Mutanen, Pertti

    2012-03-01

    A resource-building group intervention was developed to enhance career management, mental health, and job retention in work organizations. The in-company training program provided employees with better preparedness to manage their own careers. The program activities were universally implemented using an organization-level, 2-trainer model with trainers from the human resources management and occupational health services. The study was a within-organizations, randomly assigned field experimental study; it investigated the impacts of the intervention on immediate career management preparedness and later mental health and intentions to retire early. A total of 718 eligible individuals returned a questionnaire in 17 organizations and became voluntary participants. The respondents were randomly assigned to either an intervention (N = 369) or a comparison group (N = 349). Those in the intervention group were invited to group intervention workshops, whereas those in the comparison group received printed information about career and health-related issues. The 7-month follow-up results showed that the program significantly decreased depressive symptoms and intentions to retire early and increased mental resources among the group participants compared to the others. The mediation analyses demonstrated that the increase in career management preparedness as a proximal impact of the intervention mediated the longer term mental health effects. Those who benefited most from the intervention as regards their mental health were employees with elevated levels of depression or exhaustion and younger employees, implying additional benefits of a more targeted use of the intervention. The results demonstrated the benefits of the enhancement of individual-level career management and resilience resources as career and health promotion practice in work organizations.

  9. [Human resource planning in operative anaesthesia : Structured interviews with 23 supervising senior physicians].

    Science.gov (United States)

    Bent, F; Ahlbrandt, J; Wagner, A; Weigand, M A; Hofer, S; Lichtenstern, C

    2016-05-01

    In the hospital, human resource planning has to consider the needs and preferences of personnel and planners as well as the financial interest of the hospital. Additionally, staff planning has become more complex due to a growing number of part-time doctors as well as a variety of working shifts. The aim of the study was to describe existing human resource planning in German anesthesiology departments. Furthermore, we evaluated existing software solutions supporting human resource planning. Anesthesiology departments of German university hospitals were enrolled in the study. The aspects covered were tools and time needed for planning, amount of conflicts while planning, components of the software solutions and the efficiency and satisfaction according to the users. This was evaluated for short-, intermediate- and long-term planning. Two groups were compared: departments with and without software exchanging information among the three planning periods. Out of 35 university anesthesiology departments, 23 took part in the survey. On average they employed 105.8 ± 27.8 doctors who had to cover 13.5 ± 6.3 different shifts during a weekday. Personnel planning is mostly done by senior physicians. In some departments, other staff, such as residents and junior doctors, were involved as well. Software that exchanged information between short-, intermediate- and long-term planning was used in 53 % of the departments (12 out of 23). Five departments used commercially available planning software: Polypoint Deutschland (PolypointDeutschland), Atoss (Atoss AG) and SP Expert (Interflex Datensysteme). The time needed for short-term planning was slightly reduced in the exchanging software group. No difference was shown for the intermediate planning period. The use of this software led to a slight reduction in planning conflicts and increased the self-estimated efficiency of the users (p = 0.02). Throughout all groups, the major complaint was missing interfaces, for example

  10. 77 FR 63872 - Alternative Management Resources, Inc., Doepker Group, Inc., D.B.A. Time Staffing, Inc...

    Science.gov (United States)

    2012-10-17

    ... Resources, Inc., Doepker Group, Inc., D.B.A. Time Staffing, Inc., Personnel Management Group, Inc...., Doepker Group, Inc., D.B.A. Time Staffing, Inc., Personnel Management Group, Inc., Select Staffing, and... follows: ''All workers of Alternative Management Resources, Inc., Doepker Group, Inc., D.B.A. Time...

  11. 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.

  12. Actions speak louder than words in socially foraging human groups.

    Science.gov (United States)

    Sumner, Seirian; King, Andrew J

    2011-11-01

    SOCIAL FORAGING IN HUMANS HAS A DEEP EVOLUTIONARY HISTORY: early hominids searched for dispersed food sources in a patchy, uncertain environment. A fundamental assumption is that social foragers benefit by exchanging information about food sources, in order to make collective decisions based on pooled information. We conducted the first experimental test of this assumption, and showed that, as predicted, communication significantly enhanced group performance. A further, unexpected result was that physical communication through gesturing, rather than verbal communication, appeared to play a crucial role in the early stages of group interaction, facilitating consensus decision making by groups.  The importance of gestures in human interactions may therefore be underestimated, and this has important implications for modern human societies, where communications are becoming increasingly dominated by virtual modes of communication that preclude the use of gestures. 

  13. Humanness and (im)morality in group relations

    OpenAIRE

    Henriques, Ana Patrícia Matos

    2017-01-01

    Tese de Doutoramento em Psicologia na área de especialidade - Psicologia Social Morality is a valued dimension within and between groups (Ellemers, Pagliaro, & Barreto, 2013; Leach, Bilali, & Pagliaro, 2015), that has been consistently pointed out as part of what makes us uniquely human (Demoulin et al., 2004; Leyens et al., 2000; Haslam, 2006). On the other hand, the extent to which we see others as fully human also impacts on other’s moral status (Bastian, Laham, Wilson, Haslam, & Koval,...

  14. The quest for One Health: Human Resource training aspects

    Directory of Open Access Journals (Sweden)

    Angwara Kiwara

    2014-04-01

    Full Text Available Appropriately trained Human Resources for Health (HRH are key inputs into One Health. ‘… more than 50% of all infectious diseases of humans originate from animals and that, of the emerging diseases about 75% could be traced back to animal origin’ (Rweyemamu et al. 2006. A comprehensive understanding of the social determinants of health, through an appropriate training model for HRH, is a key input. This study aimed to explore if human and veterinary medical schools were using such a model or providing time for this model in their curricula. Specific objectives were to: determine the time that human and veterinary medical schools’ curricula provide for subjects or courses related to the social determinants of health; analyse the curricula contents to establish how they relate to the social determinants of health; and explore how a bio-medical model may influence the graduates’ understanding and practice of One Health. A review of human and veterinary graduate-level medical schools’ curricula in East Africa was performed in April 2013 and May 2013. The findings were: in the curricula, SDH contents for knowledge enhancement about One Health are minimal and that teaching is Germ Theory model-driven and partisan. Out of the total training time for physicians and veterinarians, less than 10% was provided for the social determinants of health-related courses. In conclusion, the curricula and training times provided are inadequate for graduates to fully understand the social determinants of health and their role in One Health. Furthermore, the Germ Theory model that has been adopted addresses secondary causes and is inappropriate. There is a need for more in-depth model. This article suggests that a vicious cycle of ill-health model must be taught.

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

    Science.gov (United States)

    Rall, M; Oberfrank, S

    2013-10-01

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

  16. A Primary Exploration on the Systemization of Information of the Cultural Resources of Bulang Ethnic Group

    Institute of Scientific and Technical Information of China (English)

    HUANG Caiwen; LIANG Rui

    2014-01-01

    heritage resources: The first is whether or not the cultural heritage resources could be “systematized”” or digitized using present tech-niques; the second is whether or not the cultural heritage has the value to be “systemematized” or digitized . For the purpose of systematizing the management of the resource and information of the ethnic cultural resources , doing a digital collection of cultural resources is the first step .Then , after making an assessment of the value of the ethnic cultural resources , we should adopt different “sys-tematized information resource management ” tech-niques with regard to the different types of re-sources. Taking the systematized management of “Bu-lang singing with playing stringed instruments tra-dition” as an example , in addition to the digitiza-tion of the melodic text of the folk song , the related cultural space , the inheritors , musical instru-ments, other objects (such as costume, other arti-cles for use ) should also be protected through digi-tization .The digitization of “Bulang ’ s singing with playing stringed instruments” should be done on several levels .The first level is the digitization of text;the second is the digitization of image;the third is the building of a three -dimensional im-age;and the fourth is making virtual products . Ethnic culture is not only a representation of the ethnic spiritual world , but is also a crystalliza-tion of material culture and spiritual culture created by the ethnic group .This discussion of the digiti-zation of the cultural resources of the Bulang , an ethnic group with a small population , can provide some experience and reference for the protection and transmission of China ’ s ethnic cultures .

  17. Social Resources and Change in Functional Health: Comparing Three Age Groups

    Science.gov (United States)

    Randall, G. Kevin; Martin, Peter; Bishop, Alex J.; Johnson, Mary Ann; Poon, Leonard W.

    2012-01-01

    This study examined the mediating and moderating role of social resources on the association between age and change in functional health for three age groups of older adults. Data were provided by those in their 60s, 80s, and 100s who participated in the first two phases of the Georgia Centenarian study. Analyses confirmed the study's hypothesis…

  18. Annual Report 2014 from the Human Resources Department

    CERN Multimedia

    HR Department

    2015-01-01

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

  19. Cardiovascular services and human resources in Puerto Rico - 2008.

    Science.gov (United States)

    García-Palmieri, Mario R

    2009-01-01

    Available information (2004-2008) concerning population statistics, the occurrence of cardiovascular disease, cardiovascular services and human resources in Puerto Rico is presented. Relevant information concerning life expectancy at birth, death by specific causes in a recent four years period, the commonest causes of death, and the related cardiovascular risk factors prevalence data available is included. The surgical and medical interventional services rendered to cardiovascular patients in different institutions and their locations in Puerto Rico in the year 2008 is presented. Some remarks concerning the productivity of physicians by our Schools of Medicine is included. Information about ACGME accredited postgraduate cardiovascular training programs conducted in Puerto Rico is presented. Data concerning the prevalence of hypertension, diabetes mellitus, overweight and obesity obtained by BRFSS in presented.

  20. Human Resource Predictive Analytics HRPA For HR Management In Organizations

    Directory of Open Access Journals (Sweden)

    Sujeet N. Mishra

    2015-08-01

    Full Text Available Human resource predictive analytics is an evolving application field of analytics for HRM purposes. The purpose of HRM is measuring employee performance and engagement studying workforce collaboration patterns analyzing employee churn and turnover and modelling employee lifetime value. The motive of applying HRPA is to optimize performances and produce better return on investment for organizations through decision making based on data collection HR metrics and predictive models. The paper is divided into three sections to understand the emergence of HR predictive analytics for HRM. Firstly the paper introduces the concept of HRPA. Secondly the paper discusses three aspects of HRPA a Need b Approach amp Application c Impact. Lastly the paper leads to the conclusion on HRPA.