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. The geography and human cultural resources working group of the EROS program

    Science.gov (United States)

    Gerlach, A. C.

    1972-01-01

    The functions, activities, and objectives of the Geography and Human-Cultural Resources Working Group of the EROS program are outlined. The Group's primary function is to coordinate remote sensing experiments of physical scientists and the needs of socioeconomic and culturally orientated planners, policy makers, administrators, and other user groups. Other functions of the Group include land use analysis, resource mapping, and development of an operational automatic information system receptive to land use and environmental data.

  5. The geography and human cultural resources working group of the EROS program

    Science.gov (United States)

    Gerlach, A. C.

    1972-01-01

    The functions, activities, and objectives of the Geography and Human-Cultural Resources Working Group of the EROS program are outlined. The Group's primary function is to coordinate remote sensing experiments of physical scientists and the needs of socioeconomic and culturally orientated planners, policy makers, administrators, and other user groups. Other functions of the Group include land use analysis, resource mapping, and development of an operational automatic information system receptive to land use and environmental data.

  6. Human Resource Management System

    OpenAIRE

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

    2013-01-01

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

  7. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    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......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...

  8. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    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......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...

  9. [The function of the group tutorial in training human resources in public health].

    Science.gov (United States)

    Guzmán-Pizarro, L; Rodríguez-Roa, G

    1994-01-01

    Within the educational system, the method of group tutor was developed as a teaching strategy: the tutor goes along with a group of students to field training and works with them on the systematization and analysis of the study to obtain the final report. The purpose of this paper is to recuperate the work experience of the Department of Didactics of the School of Public Health of Mexico during 1991. A relevant conclusion is that this form of work needs to be studied and developed, since it demands a greater amount of independence from the students and requires a different participation from the teacher, both as coordinator and advisor.

  10. Human Resource Planning

    Science.gov (United States)

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

    1977-01-01

    By using the total resource approach, we have focused attention on the need to integrate human resource planning with other business plans and highlighted the importance of a productivity strategy. (Author)

  11. Human Resources Accounting

    Institute of Scientific and Technical Information of China (English)

    2002-01-01

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

  12. Human Resource Accounting System

    Science.gov (United States)

    Cerullo, Michael J.

    1974-01-01

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

  13. 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.

  14. Human Resource Accounting

    Science.gov (United States)

    Woodruff, Robert L., Jr.

    1973-01-01

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

  15. Report Details Human Resources

    Institute of Scientific and Technical Information of China (English)

    2010-01-01

    China issues its first white paper on human resources The Chinese Government issued a white paper on its human resources on September 10, highlighting the country’s policies to cope with employment pressures and a lack of "high-level innovative talents.

  16. 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"

  17. (Human) Resourcing For CI

    DEFF Research Database (Denmark)

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

    2005-01-01

    More and more, the ability to compete in today’s market is viewed as being dependent on human capital. One of the most challenging aspects of human resource management involves supplying the organization with the human capital necessary to fulfill its objectives. This task becomes especially...

  18. Report Details Human Resources

    Institute of Scientific and Technical Information of China (English)

    YIN PUMIN

    2010-01-01

    @@ The Chinese Government issued a white paper on its human resources on September I0, highlighting the coun-try's policies to cope with employ-ment pressures and a lack of "high-level innovative talents."

  19. Strategic Human Resources Management

    OpenAIRE

    Marta Muqaj

    2016-01-01

    Strategic Human Resources Management (SHRM) represents an important and sensitive aspect of the functioning and development of a company, business, institution, state, public or private agency of a country. SHRM is based on a point of view of the psychological practices, especially by investing on empowerment, broad training and teamwork. This way it remains the primary resource to maintain stability and competitiveness. SHRM has lately evolved on fast and secure steps, and the transformation...

  20. 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…

  1. 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…

  2. 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.

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

    Directory of Open Access Journals (Sweden)

    Hasan Darvish

    2012-09-01

    Full Text Available This study evaluates relationship between Human resources roles and Human resources competencies in Iranian Petroleum Company. For this study, we were looking for answers to these questions: What are the new required Human Resources competencies For Contemporary organizations? And For Gain these competencies what roles should be played by Human Resources? The study had one main hypothesis and four minor hypotheses. Research method was descriptive, and regression and correlation tests were used to determine the relationship between variables. The populations of this study were managers of Iranian Petroleum Company. This Research showed that Human resources roles have significant effect on Human resources competencies; Strategic partner, Employee champion, and Change agent had significant relationship with all of Human resource competencies; Administrative expert had not significant relationship with none of the Human resource competencies.

  4. (Human) Resourcing For CI

    DEFF Research Database (Denmark)

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

    2005-01-01

    More and more, the ability to compete in today’s market is viewed as being dependent on human capital. One of the most challenging aspects of human resource management involves supplying the organization with the human capital necessary to fulfill its objectives. This task becomes especially...... challenging in organizations involved in change processes such as Continuous Improvement (CI), as the technical skills traditionally valued are no longer adequate. These companies are faced with the question: “What competencies should our employees possess in order to contribute to our success, given...... the change processes in which we are engaged?” Without a clear picture of the types of competencies required to implement CI, it is impossible for companies to make informed decisions regarding recruitment, hiring, and training of their workforce. The objective of this paper is therefore to define...

  5. Discussion on Human Resource Management of Medical Group%集团型医疗机构人力资源管理的探讨

    Institute of Scientific and Technical Information of China (English)

    林平平

    2016-01-01

    在现行医疗制度改革形势下,为使医疗资源被最大化利用,各医疗机构进行集团化的整合已成为新型的组织模式,随之医疗集团的人力资源管理也必须进行相应的改革创新。本文以台州恩泽医疗中心(集团)为例,介绍了医疗集团人力资源统一管理的实践探索,并由此带来的作用以及存在的一些难点问题。%Under the environment of current medical system reform, in order to maximize the use of medical resources, group integration of medical institutions has become a new organization model. Therefore, human resource management of the medical group should also have corresponding reform and innovation. This paper takes Taizhou Enze Medical Center (Group) as an example and introduces the exploration and practice of unified human resources management, the effect of management and some existing difficult problems.

  6. Human resources report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2004-05-01

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

  7. 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.

  8. [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.

  9. 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.

  10. ANALYSIS OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Anis Cecilia - Nicoleta

    2010-07-01

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

  11. Analysis of the human resource management of Lenovo Group%联想集团的人力资源管理分析

    Institute of Scientific and Technical Information of China (English)

    朱彦旭

    2015-01-01

    Under the market competition environment, enterprise how to standing on its own advantage in the market, the author thinks that in addition to technological innovation, capital scale, more lies in the scientific management of human resources, how to improve employees' comprehensive skills, how to effectively stimulate the potential to increase its strength is the core problem. The knowledge economy era, the high quality human resources has become a scarce resource, high-tech enterprise only through effective improve the internal management mechanism, to attract and retain the enterprise needed for key talent. High-tech has its own characteristics, how to manage talents, retain staff, is high-tech enterprises in China need to think about the problem, as a starting point, this paper expounded the human resources related theory, analysis of the Lenovo Group as a case of high-tech enterprise human resources management in the outstanding problems and the causes behind, to explore the methods and problems of the high-tech enterprise performance management countermeasures.%在市场竞争日趋激烈环境下,企业如何依靠自身优势屹立于市场之林,笔者认为除了技术创新、资本规模以外,更多地在于人力资源的科学管理,如何提升员工综合技能、如何有效激发潜能以增强自身实力都是核心问题。知识经济时代,高素质的人力资源已成为高科技企业的稀缺资源,只有通过有效完善的内部管理机制,才能吸引并留住企业所需的关键人才。高科技有其自身特征,如何管理人才、留住人才,是中国高科技企业需要思考的问题,本文以此为出发点,阐述了人力资源相关理论,分析了以联想集团为案例的高科技企业人力资源管理在的突出问题及背后成因,希望探索我国高科技企业绩效管理的方法和问题对策。

  12. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

    Full Text Available Orientation: Programme evaluation is a transdiscipline, which examines whether a programme has merit or not. A programme is a coherent set of activities aimed at bringing about a change in people or their circumstances.Research purpose: The purpose of this special edition is to introduce readers to the evaluation of human resource (HR programmes.Motivation for the study: There are few comprehensive evaluations of HR programmes despite many publications on functional efficiency measures of HR (i.e. measures of cost, time, quantity, error and quality.Research design, approach and method: This article provides a value chain for HR activities and introduces the reader to programme theory-driven evaluation.Main findings: In summarising all of the contributions in this edition, one of the main findings was the lack of programme evaluation experience within HR functions and the difficulty this posed for the evaluators.Practical/managerial implications: This introductory article presents answers to two simple questions: What does HR do? and, What is programme evaluation? These answers will enable practitioners to understand what programme evaluators mean when we say that programme evaluation seeks to determine the merit of a programme.Contribution/value-add: The main contribution of this introductory article is to set the scene for the HR evaluations that follow. It alerts the reader to the rich theory contribution in HR literature and how to apply this in a theory-driven evaluation.

  13. 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

  14. Competitive dimensions of human resources

    OpenAIRE

    Neykova Rumyana Mykolaivna; Prokopenko Olha Volodymyrіvna; Shcherbachenko Viktoriia Oleksiivna

    2015-01-01

    This article deals with the essence of human resources competitive dimensions. Their competitive priorities are analyzed in dynamic business environment, with an emphasis on the quality of human resources, their adaptive skills, communication skills and mobility. The attention is paid to the role behavior of personnel and the policies for its management in the context of cutting down management costs.

  15. Competitive dimensions of human resources

    Directory of Open Access Journals (Sweden)

    Neykova Rumyana Mykolaivna

    2015-02-01

    Full Text Available This article deals with the essence of human resources competitive dimensions. Their competitive priorities are analyzed in dynamic business environment, with an emphasis on the quality of human resources, their adaptive skills, communication skills and mobility. The attention is paid to the role behavior of personnel and the policies for its management in the context of cutting down management costs.

  16. Human Resource Management. Third Edition.

    Science.gov (United States)

    Fisher, Cynthia D.; And Others

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

  17. 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...

  18. 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

  19. HUMAN RESOURCES MANAGEMENT IN SLOVAK TRANSPORT COMPANY

    OpenAIRE

    Farkašová, V.; KLIEŠTIK T.

    2005-01-01

    The article deals with human resource management in a transport company. It shortly examines the following: quality management, the functions of human resources management and requirements to the human resources personnel.

  20. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    the research questions which are studied in the thesis.      Chapter 2 reviews relevant literature on systems of innovation, human capital, and skill-biased technological and organisational change. It is stated in the chapter that this thesis primarily refers to a system of innovation approach as its......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...

  1. Planning as a part of human resource management activities

    OpenAIRE

    Kulić, Živko; Milošević, Goran

    2012-01-01

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

  2. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

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

    2005-07-01

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

  3. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

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

  4. 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.

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

    OpenAIRE

    Furuoka, Fumitaka

    2015-01-01

    Despite numerous studies on production inputs, such labour and capital, there is still a lack of systematic analysis on the crucial interaction between the human resources (HR) and physical resources (PR) in the process of economic development. Thus, the current paper aims to describe how these production resources would jointly determine the dynamics process of economic development. This holistic role of the HR in the economic development can be a foundation for the human resource economics.

  6. Maximizing the human resource asset.

    Science.gov (United States)

    Thomas, L

    1998-06-01

    Managers are challenged to provide for employees' needs and increased expectations in a way that will benefit both them and the organization without significant increases in human resource costs. This article suggests another look at motivation, employee involvement, and the value of work itself as a means of meeting these challenges.

  7. INPO Assistance Activities: Human Resources

    Energy Technology Data Exchange (ETDEWEB)

    Wheelock, J.T.

    1999-11-14

    The Institute of Nuclear Power Operations (INPO) has a number of ongoing activities designed to provide assistance to our members in the human resources area. These include the Educational Assistance Program and the ongoing facilitation of information exchange through Nuclear Network and INPO publications. INPO will continue to seek ways to assist its member utilities.

  8. Strategic Human Resource Development. Symposium.

    Science.gov (United States)

    2002

    This document contains three papers on strategic human resource (HR) development. "Strategic HR Orientation and Firm Performance in India" (Kuldeep Singh) reports findings from a study of Indian business executives that suggests there is a positive link between HR policies and practices and workforce motivation and loyalty and…

  9. Diversiteit en Human Resources Beleid

    NARCIS (Netherlands)

    Meerman, G.M. M.

    2005-01-01

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

  10. Group Membership Based Authorization to CADC Resources

    Science.gov (United States)

    Damian, A.; Dowler, P.; Gaudet, S.; Hill, N.

    2012-09-01

    The Group Membership Service (GMS), implemented at the Canadian Astronomy Data Centre (CADC), is a prototype of what could eventually be an IVOA standard for a distributed and interoperable group membership protocol. Group membership is the core authorization concept that enables teamwork and collaboration amongst astronomers accessing distributed resources and services. The service integrates and complements other access control related IVOA standards such as single-sign-on (SSO) using X.509 proxy certificates and the Credential Delegation Protocol (CDP). The GMS has been used at CADC for several years now, initially as a subsystem and then as a stand-alone Web service. It is part of the authorization mechanism for controlling the access to restricted Web resources as well as the VOSpace service hosted by the CADC. We present the role that GMS plays within the access control system at the CADC, including the functionality of the service and how the different CADC services make use of it to assert user authorization to resources. We also describe the main advantages and challenges of using the service as well as future work to increase its robustness and functionality.

  11. Reorganizing and restructuring the human resources function

    OpenAIRE

    Alexandrina Mirela, Stan

    2010-01-01

    To determine what kind of skills (internal or external) of human resources are adequate organization can use human resources audit. Audit is an action guide that provides step by step consistency of human resources activities within the organization with legal regulations and informal practices. This paper aims to highlight the importance of human resources audit which is an essential activity and is basis for the reorganization and restructuring of human resources function.

  12. Developing Human Resources through Actualizing Human Potential

    Science.gov (United States)

    Clarken, Rodney H.

    2012-01-01

    The key to human resource development is in actualizing individual and collective thinking, feeling and choosing potentials related to our minds, hearts and wills respectively. These capacities and faculties must be balanced and regulated according to the standards of truth, love and justice for individual, community and institutional development,…

  13. Strategic Management of Human Resources

    OpenAIRE

    Madlena Nen

    2014-01-01

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

  14. Human resources in a draught

    OpenAIRE

    Arzenšek, Ana; Musek Lešnik, Kristijan

    2016-01-01

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

  15. Natural Resources and Human Impact

    Science.gov (United States)

    Starkel, Leszek

    2016-01-01

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

  16. Human Resources--The Last Resources of a Frontier Society?

    Science.gov (United States)

    Hayes, James L.

    1976-01-01

    The development of physical resources has brought about major problems for society. Management must recognize that it is in the realm of human resources where growth can be best achieved through training and development. (EC)

  17. Population and human resources development.

    Science.gov (United States)

    Jones, G W

    1992-06-01

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

  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. Human Resources Management and Organizational Politics

    OpenAIRE

    Aspiannor Masrie; Seniwati

    2010-01-01

    This Paper extends the literatur on the connection betwwen human resource management and organizational politics in Indonesia. This paper provides a critical examination of the meaning of organizational politics (OP) for human resource management (HRM).

  20. Human Resources Management and Organizational Politics

    OpenAIRE

    Aspiannor Masrie; Seniwati

    2010-01-01

    This Paper extends the literatur on the connection betwwen human resource management and organizational politics in Indonesia. This paper provides a critical examination of the meaning of organizational politics (OP) for human resource management (HRM).

  1. The Nature of Effective Human Resource Planning.

    Science.gov (United States)

    Don, Daniel; Kleiner, Brian H.

    1991-01-01

    The general structure of the human resource planning function in organizations and the responsibilities at each level of management are discussed. A framework for constructing and implementing a human resource planning system is outlined, and several approaches for human resource forecasting are examined. (MSE)

  2. 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.

  3. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

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

    2004-07-01

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

  4. Benchmarking of human resources management

    OpenAIRE

    David M. Akinnusi

    2008-01-01

    This paper reviews the role of human resource management (HRM) which, today, plays a strategic partnership role in management. The focus of the paper is on HRM in the public sector, where much hope rests on HRM as a means of transforming the public service and achieving much needed service delivery. However, a critical evaluation of HRM practices in the public sector reveals that these services leave much to be desired. The paper suggests the adoption of benchmarking as a process to revamp HR...

  5. 人力资源视角下团购企业发展瓶颈与对策浅析%Research on Barrier and Corresponding Countermeasures of Online Group-Buying Enterprises from Perspective of Human Resource

    Institute of Scientific and Technical Information of China (English)

    曾军丽; 常少华

    2012-01-01

    人力资源管理是企业管理的基石,企业间的竞争归根结底是人力资源管理能力的较量,当前网络团购异军突起,在消费领域日趋兴旺,而团购企业发展却出现步履维艰,赢利迟缓、融资困难、市场前景不明朗等一系列问题,预示着团购企业的人力资源管理能力改进成为当务之急,大幅度裁员以解决企业面临困难的方法并未奏效,团购企业应该从厘清人力资源战略、组织结构重设、规范招聘培训和薪酬体系入手,改善目前企业粗放式的人力资源管理模式,提高企业人力资源管理能力,促进企业自身发展。%Human resources management is the foundation of business administration, and ultimately, the competition between enterprises is the human resources management ability. Online group-buying sprung up in the consumption field, however, enterprises of online group-buying developed with lots of difficulties. Series of problems such as no sight of profit up to now, the prospect uncertainty indicate the human resources management has become a top priority. Solving the difficulties through massive job cuts did not work well, the problems existing in the aspects of human resource strategy, organization resetting, recruiting, training and compensation system should be examined to improve human resources management ability of the enterprise, and promote development of the enterprises.

  6. 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…

  7. 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...

  8. Library Resource Categories and Their Possible Groupings

    Science.gov (United States)

    Hider, Philip

    2009-01-01

    The resource typologies proposed in the new standard, "Resource Description and Access" (RDA), are evaluated in the context of a particular university library catalogue through two card-sort exercises. Although it was found that end-users recognised the content and carrier aspects of the resource types as listed in RDA, they did not categorise…

  9. Chosen Concepts of Human Resources Management

    Directory of Open Access Journals (Sweden)

    Marcin W. Staniewski

    2007-07-01

    Full Text Available The article is a trial of clarifying and making order of terminology that is used in area of human resources management. This is an overview of basic definitions, conceptions and models of people management, that emerged from the beginning (XIX/XX century to nowadays. The article is a kind of presentation of human resources management evolution. It comprises a descriptions of broad range of human resources management models beginning from classic models (Harvard and Michigan models and finishing on strategic human resources models (orthodox model and human resources architecture, proposed by R.G. Klimecki S. A. Litz and D.P. Lepak S.A. Snell.

  10. HUMAN RESOURCE MANAGEMENT IN THE HOSPITALITY INDUSTRY

    OpenAIRE

    Ivanovic, Slobodan; Blazevic, Maja

    2009-01-01

    An enterprises human assets or, put more conventionally, its human resources tend to be one the most significant costs for most hospitality enterprises. In most hotels the payroll is the single biggest cost item, whilst in restaurants and bars it is usually second only to material costs. Furthermore, human resources are usually the first point of contact between an enterprise and its customers. The effective management of these human resources is therefore vital to the success of the enter...

  11. 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...

  12. 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…

  13. 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…

  14. 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…

  15. 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…

  16. PERSONNEL DIVISION BECOMES HUMAN RESOURCES DIVISION

    CERN Document Server

    Division des ressources humaines

    2000-01-01

    In the years to come, CERN faces big challenges in the planning and use of human resources. At this moment, Personnel (PE) Division is being reorganised to prepare for new tasks and priorities. In order to accentuate the purposes of the operation, the name of the division has been changed into Human Resources (HR) Division, with effect from 1st January 2000. Human Resources DivisionTel.73222

  17. 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...

  18. SMSs INNOVATION AND HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Alexandra MIRONESCU; STEPIEN, Sebastian

    2012-01-01

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

  19. The Effectiveness of Human Resource Management Practices

    National Research Council Canada - National Science Library

    Eric Ng Chee Hong; Lam Zheng Hao; Ramesh Kumar; Charles Ramendran; Vimala Kadiresan

    2012-01-01

    An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention...

  20. Educational Resources Recommendation System for a heterogeneous Student Group

    Directory of Open Access Journals (Sweden)

    Paula Andrea RODRÍGUEZ MARÍN

    2016-12-01

    Full Text Available In a face-class, where the student group is heterogeneous, it is necessary to select the most appropriate educational resources that support learning for all. In this sense, multi-agent system (MAS can be used to simulate the features of the students in the group, including their learning style, in order to help the professor find the best resources for your class. In this paper, we present MAS to educational resources recommendation for group students, simulating their profiles and selecting resources that best fit. Obtained promising results show that proposed MAS is able to delivered educational resources for a student group.

  1. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-12-01

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

  2. 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.

  3. 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…

  4. Economics and Human Resource Development: A Rejoinder

    Science.gov (United States)

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

    This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…

  5. Economics and Human Resource Development: A Rejoinder

    Science.gov (United States)

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

    This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…

  6. Linking Career Development and Human Resource Planning.

    Science.gov (United States)

    Gutteridge, Thomas G.

    When organizations integrate their career development and human resources planning activities into a comprehensive whole, it is the exception rather than the rule. One reason for the frequent dichotomy between career development and human resource planning is the failure to recognize that they are complements rather than synonyms or substitutes.…

  7. Human Resource Function Competencies in European Companies

    NARCIS (Netherlands)

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

    2004-01-01

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

  8. 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…

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

    OpenAIRE

    Neagu Olimpia

    2011-01-01

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

  10. 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.

  11. MANAGEMENT OF HUMAN RESOURCES IN TOURISM

    OpenAIRE

    Sandra Herman

    2015-01-01

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

  12. HOW TO SELECT APPROPRIATE HUMAN RESOURCE CONTROLLING INDICATORS

    OpenAIRE

    Monika Dugelova; Mariana Strenitzerova

    2015-01-01

    Human resource controlling represents a company’s strategic method to support its role is planning, checking, and managing—including information supplement for human resources department. Human resource controlling helps with optimization and transformation of human resource functions and with general human resource management. Our survey deals with the implementation of human resource controlling in information technology companies. The selection of appropriate human resource controlling too...

  13. 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.

  14. 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.

  15. 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

  16. 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)...

  17. Highlights of Human Resource Development Conferences 1979.

    Science.gov (United States)

    Bunker, Barbara Benedict; And Others

    1979-01-01

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

  18. Retention practices in education human resources management

    African Journals Online (AJOL)

    Erna Kinsey

    Department of Education Management and Policy Studies, University of Pretoria, ... teachers is premised on the principles of quality management which aim at continual ... (tenure) applied in the management of human resources in education.

  19. Human resources evaluation in a marketing organization

    National Research Council Canada - National Science Library

    Gutić Dragutin; Matković Ivan

    2009-01-01

    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...

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

    African Journals Online (AJOL)

    Human Resource Subjects Allocation and Students' Academic Performance in ... AFRICAN JOURNALS ONLINE (AJOL) · Journals · Advanced Search · USING AJOL ... while the dependent variables were students' academic performance.

  1. Human Resource Development Strategies: The Malaysian Scenario

    Directory of Open Access Journals (Sweden)

    Haslinda Abdullah

    2007-01-01

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

  2. 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)

  3. Human Resource Planning for Equity and Efficiency.

    Science.gov (United States)

    Martin, Ann M.

    1982-01-01

    The author discusses the factors which must be considered for effective human resource planning. These factors include a grasp of regional reindustrialization, social and demographic changes, and social and economic priorities.

  4. Challenging (Strategic) Human Resource management Theory

    NARCIS (Netherlands)

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

    2002-01-01

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

  5. 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

  6. Human Resource Management should be more strategic

    Institute of Scientific and Technical Information of China (English)

    邢存宇; 梅凯

    2010-01-01

    Today’s business environment is placing unparalleled demands on organizations to discover ways to operate more efficiently,while quickly responding to changing needs and demands in business and environment. Both new approaches and techniques are needed to meet these demands (Dangayach,2001). So,human resource management needs a long-term strategy and to be corresponding with a company’s business strategy. In other words,human resource management should be more strategic.

  7. 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....

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

    Science.gov (United States)

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

    2013-06-01

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

  9. 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...

  10. 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 ...

  11. Human Resource Development in Construction Industry

    OpenAIRE

    Behnam Neyerstani

    2014-01-01

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

  12. 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....

  13. Human Resources Management Value in Knowledge-Based Society

    OpenAIRE

    Lobanova, Liudmila

    2009-01-01

    While building knowledge-based society and economy, particular importance in human resources management falls on the value of human resources and management expertise. The article analyses the features of human resources management competences in terms of completing human resources management functions in practice with a view to advantages of human resources management approaches compared with traditional approaches to human resources management. Upon research on personnel management function...

  14. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

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

    2007-01-01

    textabstractThis paper analyses how human knowledge resources affect capabilities and subsequently attainment of operational and strategic benefits. We test a conceptual model using data from two qualitative case studies and a quantitative field study. The findings indicate that human knowledge

  15. 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…

  16. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

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

    2007-01-01

    textabstractThis paper analyses how human knowledge resources affect capabilities and subsequently attainment of operational and strategic benefits. We test a conceptual model using data from two qualitative case studies and a quantitative field study. The findings indicate that human knowledge posi

  17. The Influence Institution of Supportive Human Resource Practice on Group Citizenship Behavior%群体公民行为的培育——基于SHRP视角的实证研究

    Institute of Scientific and Technical Information of China (English)

    黄瑛; 王宝荣

    2012-01-01

    Group citizenship behavior(GCB) is lubricant for effective performance of organization and flexibil-ity as well. However, traditional job border is restricted under the hypothesis of "economic man" and "bounded ra- tionality" as well. The essence of enterprise is viewed as maximum of profits. Employee is more interested in the job in-role instead of job extra-role. Combined with departmentalism and higher power distance in china, the conflictionsbetween work groups are general among almost all kinds of organizations. This problem is widespread concerned by entrepreneurs and researchers as well. With warming-up of contextual performance research , people pay more atten- tion to organizational citizenship behavior (OCB)for its altruism essence helpful in promotion of group performance~ In this way , cross level OCB, which is named group citizenship behavior (GCB), is more interested m t;hmese context. To break the limitation of reasonable utilitarianism analysis, a new framework of analysis is very necessary based on hypothesis closer to humanity. "Adaptable rationality" is a better hypothesis for organizational behavior analysis, which means that both of dignity and acceptance are basic need for human being as material interests. Therefore, employee prefer corporation more than it is expected. It is normally agreed that Confucianism is main stream value in Chinese culture. It is awared that both of compliance and conscientiousness are very importantto improvement of social orthodox. Besides, group behavior are deeply influenced by social context with our limited knowledge and information as well. A good human resource management system will make work groups perform as predicted such as corporation with other teams. However,acceptance to hierarchy constructure in Chinese traditional value hinder the nature of team corporation. Therefore, systematic institution is far more important to stimulate cohe- sion between employee and work group as well in china. However

  18. 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.

  19. Human Resources Plan 2003-2010

    CERN Document Server

    2002-01-01

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

  20. Human resources: a common-sense discipline.

    Science.gov (United States)

    Courtney, Lisa R

    2004-02-01

    Being able to hire the right team members, keeping them engaged ina professional and productive environment, and avoiding litigation help keep the team functioning and meeting the everyday goals of providing quality patient care. Although these topics may seem complex, medical providers and professionals have resources available to them, such as the Human Resources department, the Medical Director, senior management,and legal counsel. Hiring the right people, creating a positive work environment, and avoiding litigation are all common sense principals that are relevant regardless of profession, industry, or company. Understanding how to apply the principles and concepts of Human Resources and personnel management can seem overwhelming: however, asking for help from the resources mentioned previously and applying the common sense information found in this article will help one to be a successful leader and practitioner.

  1. Professional development and human resources management in networks

    OpenAIRE

    Evgeniy Rudnev

    2016-01-01

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

  2. Human Resource and Work Life

    DEFF Research Database (Denmark)

    Hansen, Gitte Dalgaard

    2016-01-01

    of human beings the nurses are – what they priorities in their lives and therefore what they priorities in their work. In my Ph.D. I have described the staffing challenges that characterize the Danish labor market as a way to illustrate the relevance of the thesis. More specifically a clarification...... of the recruitment- and maintenance problems that have existed in the hospital organization in the recent years (despite the existing financial crisis) and will continue to influence the organization in the upcoming years. The focus will be on the shortage of the nurses that have influenced the Danish labor market...... that the challenges of the manpower planning in relation to nurses not only applies to the selected ward (Heart-Lung Surgical Ward) at a Danish hospital (Aalborg Hospital), but are issues that can and has affected the entire Danish healthcare system. Challenges, which must be taken seriously if the consequences...

  3. 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...... for organizing learning and ways of utilizing employee knowledge are considered as main challenges. Identification of principles and management instruments are based on research, which means generated form theoretical knowledge and empirical panel data covering firms from the private urban sector in Denmark...

  4. 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.

  5. CERN HUMAN RESOURCES 2002 REPORT NOW AVAILABLE

    CERN Multimedia

    Human Resources Division

    2002-01-01

    A report on CERN Human Resources is published once every two years. The English version of the 2002 report is now available: on the Web in your divisional secretariat if you need a paper copy. The Human Resources 2002 report gives information on various subjects: general information on CERN's aim and the organization of its operations, results of the five-yearly review of financial and social conditions, an overview of members of personnel working at CERN, with breakdowns by a wide range of parameters, significant aspects in employment conditions. The report is intended, in the first instance, to inform people outside CERN. However, all staff members should be familiar with the most important facts and figures it contains. Think about publicizing it among your contacts outside the Laboratory! A French version will be ready in September. Human Resources Division Tel. 74108

  6. Green Human Resource Management: Policies and practices

    Directory of Open Access Journals (Sweden)

    Shoeb Ahmad

    2015-12-01

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

  7. 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.

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

    Science.gov (United States)

    Heneman, Robert L., Ed.; Greenberger, David B., Ed.

    This document contains 14 papers on human resources (HR) and human resource management (HRM) in virtual organizations. The following papers are included: "Series Preface" (Rodger Griffeth); "Volume Preface" (Robert L. Heneman, David B. Greenberger); "The Virtual Organization: Definition, Description, and Identification" (David B. Greenberger,…

  9. 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.

  10. Human Resource Ecosystem and its evolutionary rules

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    The Paper,based on the concept and the elements of human resource ecosystem(HR Ecosystem),studies the function and structure of HR Ecosystem,introduces the entropy theory to define the content of entropy of HR Ecosystem,constructs the corresponding distinctive model to distinguish the direction of the evolution of HR Ecosystem and the evolutionary entropy model, and applies the models to demonstrate the evolutionary rules of HR Ecosystem.The study shows that the entropy theory can be well applied to the analysis on HR Ecosystem and that it opens up a new field in the research of human resource management and provides a new effective technical method.

  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. 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.

  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. 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......

  15. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management......, Strategic Human Resource Development and Stakeholder Management studies and, on this basis, investigates the case of an Italian bank to understand the nature and characteristics of collaborative learning activities towards external stakeholders. The investigation supports the proposition that HR development...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network....

  16. Cultural Development through Human Resource Systems Integration.

    Science.gov (United States)

    Albert, Michael

    1985-01-01

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

  17. 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...

  18. Human resources and the gas industry

    Energy Technology Data Exchange (ETDEWEB)

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

    1991-07-01

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

  19. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

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

    2002-01-01

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

  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. 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......-righteous missionaries. In closing, implications for research and management are addressed....

  2. 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.

  3. The Dictionary for Human Resource Development.

    Science.gov (United States)

    Smith, Douglas H., Comp.

    This dictionary lists and defines approximately 360 words and phrases used in the field of human resource development (HRD). It reflects the opinions and collective expertise of a diverse range of HRD practitioners and faculty. The words and phrases selected were drawn from a search of more than 300 current and recent texts and 10 periodicals in…

  4. Managing human resources to improve employee retention.

    Science.gov (United States)

    Arnold, Edwin

    2005-01-01

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

  5. 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...

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

    Science.gov (United States)

    Reilly, Peter

    This report is designed to give readers an introduction to the principles of human resource planning (HRP) and the areas in which it can be used, including those facing today's managers. Chapter 1 outlines why some organizations no longer plan, describes the background of change and uncertainty that discouraged them, and defines HRP. Chapter 2…

  7. Human Resource Development and Organizational Values

    Science.gov (United States)

    Hassan, Arif

    2007-01-01

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

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

    Science.gov (United States)

    Tracey, William R., Ed.

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

  9. Cultural Development through Human Resource Systems Integration.

    Science.gov (United States)

    Albert, Michael

    1985-01-01

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

  10. 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.

  11. Identity as constraint and resource in interest group evolution

    DEFF Research Database (Denmark)

    Halpin, Darren; Daugbjerg, Carsten

    2015-01-01

    a constraint and a resource for radical group change. While group scholars have long noted instances of change in overall organisational form—say from amateur scientific group to environmental campaign group—the literature is short on persuasive accounts of the mechanism(s) that drive or constrain such radical...... types of change. How can we explain groups getting from form A to form B? In this article we explore how tools from the historical institutionalism literature might aid in the analytical process. Specifically we focus on the combination of focussing events, internal challengers to the status quo...

  12. Shared resource control between human and computer

    Science.gov (United States)

    Hendler, James; Wilson, Reid

    1989-01-01

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

  13. Accounting for care: Healthcare Resource Groups for paediatric critical care.

    Science.gov (United States)

    Murphy, Janet; Morris, Kevin

    2008-02-01

    Healthcare Resource Groups are a way of grouping patients in relation to the amount of healthcare resources they consume. They are the basis for implementation of Payment by Results by the Department of Health in England. An expert working group was set up to define a dataset for paediatric critical care that would in turn support the derivation of Healthcare Resource Groups. Three relevant classification systems were identified and tested with data from ten PICUs, including data about diagnoses, number of organ systems supported, interventions and nursing activity. Each PICU provided detailed costing for the financial year 2005/2006. Eighty-three per cent of PICU costs were found to be related to staff costs, with the largest cost being nursing costs. The Nursing Activity Score system was found to be a poor predictor of staff resource use, as was the adult HRG model based on the number of organ systems supported. It was decided to develop the HRGs based on a 'levels of care' approach; 32 data items were defined to support HRG allocation. From October 2007, data have been collected daily to identify the HRGs for each PICU patient and are being used by the Department of Health to estimate reference costs for PICU services. The data can also be used to support improved audit of PICU activity nationally as well as comparison of workload across different units and modelling of staff requirements within a unit.

  14. 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…

  15. Contemporary Perspectives of Strategic Human Resource Administration

    Directory of Open Access Journals (Sweden)

    Héctor L Bermúdez

    2014-12-01

    Full Text Available The literature review on Human Resource Administration (HRA permits inferring that since the late 1970s, interest emerged to align processes in personnel management with the business strategy. Along with new practice, also came a new field of study: Strategic Human Resource Administration (SHRA. It was proved that, since the last quarter of the century, the global tendency in the executive practice has been the application of Strategic Human Resource Models (SHRM. These have been classified by this new field of study from each of their theoretical contributions. Thus, it is possible to currently find in the world four dominant theoretical perspectives: the Universalist, the contingent, the configurational, and the contextual perspectives. This article presents a concise description of these perspectives and criticizes the fact that, in spite of the huge theoretical accumulation, within this strategic vision of personnel management, the ethical aspects are quite problematic. This leaves the need to formulate local investigations seeking to improve the state-of-the-art and it is concluded that with these types of theoretical approaches, it is not possible to conduct human management stricto sensu

  16. 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...

  17. HOW TO SELECT APPROPRIATE HUMAN RESOURCE CONTROLLING INDICATORS

    Directory of Open Access Journals (Sweden)

    Monika Dugelova

    2015-09-01

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

  18. 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.

  19. 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

  20. Electricity Sector Council : human resources challenges

    Energy Technology Data Exchange (ETDEWEB)

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

    2007-07-01

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

  1. 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.

  2. 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.

  3. 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...... underlying the HRM/innovation links remain poorly understood. Against this backdrop we suggest avenues for future research....

  4. Green Human Resource Management: Policies and practices

    OpenAIRE

    Shoeb Ahmad

    2015-01-01

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

  5. 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.

  6. SOME ASPECTS CONCERNING HUMAN RESOURCES INDEMNIFICATION

    Directory of Open Access Journals (Sweden)

    Cristina Mihaela Grozea

    2007-05-01

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

  7. Exploring Data in Human Resources Big Data

    OpenAIRE

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

    2016-01-01

    Nowadays, social networks and informatics technologies and infrastructures are constantly developing and affect each other. In this context, the HR recruitment process became complex and many multinational organizations have encountered selection issues. The objective of the paper is to develop a prototype system for assisting the selection of candidates for an intelligent management of human resources. Such a system can be a starting point for the efficient organization of semi-structured an...

  8. Human resource management in triangular employment relationships

    OpenAIRE

    Fontinha, Ana Rita Ramos

    2013-01-01

    Tese de doutoramento (co-tutela), Psicologia (Psicologia dos Recursos Humanos do Trabalho e das Organizações), Katholieke Universiteit Leuven, Universidade de Lisboa, 2013 This dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., the...

  9. Human Resource Outsourcing: Lesson from Multinational Enterprises

    OpenAIRE

    Hasliza Abdul Halim; Norbani Che Ha

    2011-01-01

    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 t...

  10. 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.

  11. STRATEGIC HUMAN RESOURCE MANAGEMENT ASSESSMENT AT PRICEWATERHOUSECOOPERS

    Directory of Open Access Journals (Sweden)

    Amelia Boncea

    2010-12-01

    Full Text Available The world we are living in today has increasingly become aware of the importance of the human factor in all types of organizations. The present paper is intended to assess the performance of the human resource department at PricewaterhouseCoopers and to provide adequate recommendations for activity improvement. After a statement of the current HR strategy and an in-depth analysis of the external and internal environment, the paper continues with some proposals upon a more efficient HR function and the corresponding action plan to achieve this objective. In addition, the paper presents a section on how employees respond to change inside the company.

  12. 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...

  13. Group choice: the ideal free distribution of human social behavior.

    Science.gov (United States)

    Kraft, J R; Baum, W M

    2001-07-01

    Group choice refers to the distribution of group members between two choice alternatives over time. The ideal free distribution (IFD), an optimal foraging model from behavioral ecology, predicts that the ratio of foragers at two resource sites should equal the ratio of obtained resources, a prediction that is formally analogous to the matching law of individual choice, except that group choice is a social phenomenon. Two experiments investigated the usefulness of IFD analyses of human group choice and individual-based explanations that might account for the group-level events. Instead of nonhuman animals foraging at two sites for resources, a group of humans chose blue and red cards to receive points that could earn cash prizes. The groups chose blue and red cards in ratios in positive relation to the ratios of points associated with the cards. When group choice ratios and point ratios were plotted on logarithmic coordinates and fitted with regression lines, the slopes (i.e., sensitivity measures) approached 1.0 but tended to fall short of it (i.e., undermatching), with little bias and little unaccounted for variance. These experiments demonstrate that an IFD analysis of group choice is possible and useful, and suggest that group choice may be explained by the individual members' tendency to optimize reinforcement.

  14. Human resources for health in India.

    Science.gov (United States)

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

    2011-02-12

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

  15. Building a Human Resource System. Marketing Community Education.

    Science.gov (United States)

    Gallagher, Karen S.

    1990-01-01

    The coordination of human resources is a fundamental part of the community education process. It may also be the community educator's most effective marketing strategy. Four models for human resource programs are informational, participatory, advisory, and educational. (JOW)

  16. 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

  17. The Importance of Human Resource Planning in Industrial Enterprises

    Science.gov (United States)

    Koltnerová, Kristína; Chlpeková, Andrea; Samáková, Jana

    2012-12-01

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

  18. Influence Of Globalization On Human Resource Development In ...

    African Journals Online (AJOL)

    It was seen as a panacea for the training of marketable, self employed individuals ... presence in human resource development, international transfer of technology. ... human resource planning based on the cost benefit analysis of education.

  19. 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.

  20. 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.

  1. A new approach for measuring human resource accounting

    OpenAIRE

    2014-01-01

    Significance of identifying human resource competency in organizations and the necessity for valuating human resource in accounting persuade many researchers to design a conceptual model for measuring human resource accounting. This study, first, examines dimensions of various valuation models of human resource and then they are compared with Goleman individual and social competency indicators. Next, individual, organizational and social competency indicators are designed through developing G...

  2. The impact of technological era in human resource management

    OpenAIRE

    2016-01-01

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

  3. 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.

  4. 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...

  5. The impact of technological era in human resource management

    OpenAIRE

    Ritter, Andrea Fernandes Rodrigues

    2016-01-01

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

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

    Science.gov (United States)

    Pornputtapong, Natapol; Nookaew, Intawat; Nielsen, Jens

    2015-01-01

    Human tissue-specific genome-scale metabolic models (GEMs) provide comprehensive understanding of human metabolism, which is of great value to the biomedical research community. To make this kind of data easily accessible to the public, we have designed and deployed the human metabolic atlas (HMA) website (http://www.metabolicatlas.org). This online resource provides comprehensive information about human metabolism, including the results of metabolic network analyses. We hope that it can also serve as an information exchange interface for human metabolism knowledge within the research community. The HMA consists of three major components: Repository, Hreed (Human REaction Entities Database) and Atlas. Repository is a collection of GEMs for specific human cell types and human-related microorganisms in SBML (System Biology Markup Language) format. The current release consists of several types of GEMs: a generic human GEM, 82 GEMs for normal cell types, 16 GEMs for different cancer cell types, 2 curated GEMs and 5 GEMs for human gut bacteria. Hreed contains detailed information about biochemical reactions. A web interface for Hreed facilitates an access to the Hreed reaction data, which can be easily retrieved by using specific keywords or names of related genes, proteins, compounds and cross-references. Atlas web interface can be used for visualization of the GEMs collection overlaid on KEGG metabolic pathway maps with a zoom/pan user interface. The HMA is a unique tool for studying human metabolism, ranging in scope from an individual cell, to a specific organ, to the overall human body. This resource is freely available under a Creative Commons Attribution-NonCommercial 4.0 International License.

  7. IMPROVING THE SYSTEM OF HUMAN RESOURCE MANAGEMENT IN THE EDUCATIONAL SPHERE

    OpenAIRE

    L. V. Kartashova; A. E. Shklyaev

    2015-01-01

    The article is devoted to the problem of formation of effective system of HUMAN RESOURCE MANAGEMENT of educational institutions. On the basis of Russian and foreign experience describes the main tasks and functions of human resource management of the University. Identified key groups of factors that determine the peculiarities of of human resource management in higher education institution, depending on its strategy, life cycle development, size, market of educational services and priorities....

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

    Science.gov (United States)

    Devanna, Mary Anne; And Others

    This collection of five articles examines the role and influence of human resources management (HRM) in strategic planning in major American companies. The first article, "Human Resources Management: A Strategic Perspective," by Mary Anne Devanna, Charles Fombrun, and Noel Tichy, describes how to conduct a human resource management audit to assess…

  9. 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…

  10. Toward Strategic Human Resource Management in the Central Office

    Science.gov (United States)

    Mosley Linhardt, Heather LeAnn

    2011-01-01

    The purpose of this study was to identify and explore how human resources are managed, what human resource management can look like, and what organizational issues, tensions, and ambiguities are likely to surface as a district central office moves toward being more strategic with their human resources. The research design was an exploratory case…

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

    Science.gov (United States)

    Devanna, Mary Anne; And Others

    This collection of five articles examines the role and influence of human resources management (HRM) in strategic planning in major American companies. The first article, "Human Resources Management: A Strategic Perspective," by Mary Anne Devanna, Charles Fombrun, and Noel Tichy, describes how to conduct a human resource management audit to assess…

  12. 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...

  13. 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...

  14. 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

  15. The qualitative indicators in human resource accounting

    Directory of Open Access Journals (Sweden)

    R. Zámečník

    2016-12-01

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

  16. 长荣汽贸人力资源管理实践对组织绩效影响研究%Research the Impact of Human Resource Management Practices of Evergreen Group on Organizational Performance

    Institute of Scientific and Technical Information of China (English)

    聂攀科; 田雪莹

    2015-01-01

    In the face of fierce competition, talent management has caused widespread concern in the enterprise. The paper with the evergreen Qimao company data from 2008 to 2013, made an empirical analysis of the influence of human resource management practices on firm performance. The results of the study show that, only part of the practice of performance in human resource management has a significant effect. And different practical impact on the financial performance and non-financial performance is of different degree. The effects of training on organizational performance is maximum. The influence degree of the practice of human resource management system on financial performance is more than the degree of the influence of non financial performance.%面对激烈的外部竞争环境,人才的管理逐渐引起了企业的广泛关注。利用长荣汽贸公司2008—2013年的数据,实证检验了人力资源管理实践对企业绩效的影响。研究结果表明,人力资源管理中只有部分实践对绩效有显著影响,并且不同的实践对财务绩效和非财务绩效的影响程度不同,其中员工培训对组织绩效的影响最大。此外,人力资源管理实践系统对财务绩效的影响程度大于其对非财务绩效的影响程度。

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

    Institute of Scientific and Technical Information of China (English)

    Li Xiangquan; Wang Ningsheng; Long Wen

    2006-01-01

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

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

    NARCIS (Netherlands)

    Batistic, S.

    2017-01-01

    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

  19. Features of effective medical knowledge resources to support point of care learning: a focus group study.

    Directory of Open Access Journals (Sweden)

    David A Cook

    Full Text Available OBJECTIVE: Health care professionals access various information sources to quickly answer questions that arise in clinical practice. The features that favorably influence the selection and use of knowledge resources remain unclear. We sought to better understand how clinicians select among the various knowledge resources available to them, and from this to derive a model for an effective knowledge resource. METHODS: We conducted 11 focus groups at an academic medical center and outlying community sites. We included a purposive sample of 50 primary care and subspecialist internal medicine and family medicine physicians. We transcribed focus group discussions and analyzed these using a constant comparative approach to inductively identify features that influence the selection of knowledge resources. RESULTS: We identified nine features that influence users' selection of knowledge resources, namely efficiency (with sub-features of comprehensiveness, searchability, and brevity, integration with clinical workflow, credibility, user familiarity, capacity to identify a human expert, reflection of local care processes, optimization for the clinical question (e.g., diagnosis, treatment options, drug side effect, currency, and ability to support patient education. No single existing resource exemplifies all of these features. CONCLUSION: The influential features identified in this study will inform the development of knowledge resources, and could serve as a framework for future research in this field.

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

  3. 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 &…

  4. 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 &…

  5. 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 &…

  6. 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 &…

  7. Between-group competition and human cooperation.

    Science.gov (United States)

    Puurtinen, Mikael; Mappes, Tapio

    2009-01-22

    A distinctive feature of human behaviour is the widespread occurrence of cooperation among unrelated individuals. Explaining the maintenance of costly within-group cooperation is a challenge because the incentive to free ride on the efforts of other group members is expected to lead to decay of cooperation. However, the costs of cooperation can be diminished or overcome when there is competition at a higher level of organizational hierarchy. Here we show that competition between groups resolves the paradigmatic 'public goods' social dilemma and increases within-group cooperation and overall productivity. Further, group competition intensifies the moral emotions of anger and guilt associated with violations of the cooperative norm. The results suggest an important role for group conflict in the evolution of human cooperation and moral emotions.

  8. Berkeley Phylogenomics Group web servers: resources for structural phylogenomic analysis.

    Science.gov (United States)

    Glanville, Jake Gunn; Kirshner, Dan; Krishnamurthy, Nandini; Sjölander, Kimmen

    2007-07-01

    Phylogenomic analysis addresses the limitations of function prediction based on annotation transfer, and has been shown to enable the highest accuracy in prediction of protein molecular function. The Berkeley Phylogenomics Group provides a series of web servers for phylogenomic analysis: classification of sequences to pre-computed families and subfamilies using the PhyloFacts Phylogenomic Encyclopedia, FlowerPower clustering of proteins sharing the same domain architecture, MUSCLE multiple sequence alignment, SATCHMO simultaneous alignment and tree construction and SCI-PHY subfamily identification. The PhyloBuilder web server provides an integrated phylogenomic pipeline starting with a user-supplied protein sequence, proceeding to homolog identification, multiple alignment, phylogenetic tree construction, subfamily identification and structure prediction. The Berkeley Phylogenomics Group resources are available at http://phylogenomics.berkeley.edu.

  9. Energy and Resources Group, University of California, Berkeley.

    Science.gov (United States)

    Christensen, Mark N.

    1987-01-01

    Describes an interdisciplinary program at the University of California (Berkeley) that addresses the multifaceted problems of energy and resources through a teaching and resource program. Discusses the program's structure, curriculum, research activities, students, resources, and problems and possibilities. (TW)

  10. Energy and Resources Group, University of California, Berkeley.

    Science.gov (United States)

    Christensen, Mark N.

    1987-01-01

    Describes an interdisciplinary program at the University of California (Berkeley) that addresses the multifaceted problems of energy and resources through a teaching and resource program. Discusses the program's structure, curriculum, research activities, students, resources, and problems and possibilities. (TW)

  11. 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...

  12. 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.

  13. 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.

  14. Human resource management in local governments

    Directory of Open Access Journals (Sweden)

    María Isabel Barba Aragón

    2012-09-01

    Full Text Available Literature highlights the key role that organizations' workforce has in companies' performance. It is also emphasized that human resource management is a source of competitive advantage. However, although this topic has been widely studied in the private sector, little research has focused on public administration, particularly for local governments. In order to fill this gap, this research based on a case study of nine city councils sited in the Region of Murcia, analyses if an adequate employees management is related to better organizational-level outcomes, in individuals and services. Findings suggest that the local governments that develop recruitment and selection, training, performance appraisal and compensation practices taking into account the needs of the specific jobs to cover, employees' potential and their performances, improve their results.

  15. Human resources in the 1980s

    Energy Technology Data Exchange (ETDEWEB)

    Mills, D.Q.

    1979-07-01

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

  16. A new approach for measuring human resource accounting

    Directory of Open Access Journals (Sweden)

    Esmat Bavali

    2014-06-01

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

  17. 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

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

    African Journals Online (AJOL)

    resource and training policies, weak institutions, and inappropriate structures [1]. Dimensions of the human resource crisis: .... medical personnel are often misused for management ... redefinition of functions, reforms in the staffing standards,.

  19. Overview of Trends Shaping Human Resource Management for ...

    African Journals Online (AJOL)

    The assumptions underpinning the practice of human resource management are that ... key resource, and organizational performance largely depends on them, if, ... education, training, skills, and expertise of an organization.s employees.

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

    African Journals Online (AJOL)

    Toshiba

    For many years, the concern of management was neither for technical values, human values ... managers. This system was later extended to office and factory personnel. ... A similar effort in disclosing human resource information in the financial ... Walker, in his Grolier Business Library "Human Resource Planning" in 1995 ...

  1. 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...

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

    Directory of Open Access Journals (Sweden)

    Salah A. Alabduljader

    2012-08-01

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

  3. Human resource management in crisis: motivation of employees

    OpenAIRE

    Sharaeva, Maria

    2016-01-01

    Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a st...

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

    OpenAIRE

    Radu Catalin Criveanu; Marius Mitrache; Magdalena Criveanu

    2010-01-01

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

  5. SMS’s INNOVATION AND HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Marius-Dan Dalotă

    2013-01-01

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

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

    Science.gov (United States)

    Mowafi, Hani; Nowak, Kristin; Hein, Karen

    2007-01-01

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

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

    OpenAIRE

    Erlinda Muslim; Frinda Firania

    2016-01-01

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

  8. School Resources in Teaching Science to Diverse Student Groups: An Intervention's Effect on Elementary Teachers' Perceptions

    Science.gov (United States)

    Lee, Okhee; Llosa, Lorena; Jiang, Feng; O'Connor, Corey; Haas, Alison

    2016-11-01

    Elementary school teachers' perceptions of school resources (i.e., material, human, and social) for teaching science to diverse student groups were examined across three school districts from one state. As part of a 3-year curricular and professional development intervention, we examined the effect on teachers' perceptions after their first year of participation. The study involved 103 fifth-grade teachers from 33 schools participating in the intervention and 116 teachers from 33 control schools. The teachers completed a survey at the beginning and end of the school year. As a result of the intervention, teachers in the treatment group reported more positive perceptions of school resources than teachers in the control group.

  9. Human resource practices as predictors of engineering staff's organisational commitment

    National Research Council Canada - National Science Library

    Melinde Coetzee; Jeremy Mitonga-Monga; Benita Swart

    2014-01-01

      Human resource practices are an important means of retaining professionally qualified employees and improving and increasing their future level of organisational performance in today's turbulent...

  10. 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.

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

    Institute of Scientific and Technical Information of China (English)

    曾建权

    2003-01-01

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

  12. 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.

  13. Resources

    Science.gov (United States)

    ... resources Alzheimer's - resources Anorexia nervosa - resources Arthritis - resources Asthma and allergy - resources Autism - resources Blindness - resources BPH - resources Breastfeeding - resources Bulimia - resources Burns - resources Cancer - resources Cerebral ...

  14. [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.

  15. 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.

  16. International human resource management and organizational learning

    Directory of Open Access Journals (Sweden)

    Bogićević-Milikić Biljana

    2005-01-01

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

  17. Outcomes of Human Resource Development Interventions

    Directory of Open Access Journals (Sweden)

    Haslinda

    2009-01-01

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

  18. 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.

  19. The Impact of Human Resource Management Practices on ...

    African Journals Online (AJOL)

    AFRREV IJAH: An International Journal of Arts and Humanities ... Abstract. The focus of this paper is on the impact of HRM practices on private sector organisations ... Keywords: Human Resource Management, Performance; Best Practices ...

  20. The impact of human resource practices on psychological empowerment

    OpenAIRE

    Fatemeh Moradi; Naser Sanai Dashti

    2016-01-01

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

  1. 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.

  2. 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.

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

    Science.gov (United States)

    2001

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

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

    Science.gov (United States)

    Jain, S. K.

    1986-01-01

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

  5. Global Preparedness and Human Resources: College and Corporate Perspectives.

    Science.gov (United States)

    Bikson, T. K.; Law, S. A.

    A research study explored the human resource implications of the emerging economic globalism, including the following questions: How is globalism understood by corporations and colleges in the United States? What are the perceived human resource implications of globalism? and What are corporations and colleges doing today to meet these human…

  6. Human Resource Practices and Firm Performance in Chinese Enterprises

    Institute of Scientific and Technical Information of China (English)

    2002-01-01

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

  7. 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…

  8. 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…

  9. 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…

  10. 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,…

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

    Science.gov (United States)

    Jackson, Susan E.; Schuler, Randall S.

    1990-01-01

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

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

    Science.gov (United States)

    Rebore, Ronald W.

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

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

    Science.gov (United States)

    Rebore, Ronald W.

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

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

    Science.gov (United States)

    Seyfarth, John T.

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

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

    NARCIS (Netherlands)

    Itika, J.

    2011-01-01

    The fundamentals of human resource management are extensively described in European and American literature. This book summarises the general human resource management philosophies, theories, strategies and techniques and links them to the specific African context. The usefulness of these general in

  16. 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…

  17. 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…

  18. 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

  19. Group & Intergroup Relations in Living Human Systems.

    Science.gov (United States)

    1980-06-01

    investigations summarized in Table 2-1 include analyses of a broad range of system properties (cf. Adorno et al, 1950, MacKinnon, 1965; Beavers, 1977, Goffman...also characteristic of the authoritarian personality ( Adorno , et al., 1950). The balance of feeling within an underbounded system is typically less...groups being studied. 2 - 45 REFERENCES Adam R.N. and Preiss, J.J. (eds.) Human Organization Research. Homewood, Illinois: Dorsey, 1960. Adorno , T.W

  20. HUMAN RESOURCES MANAGEMENT EFFICIENCY IN THE MILITARY ORGANIZATION

    OpenAIRE

    Alexandra STANIT; RIZESCU Marius

    2012-01-01

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

  1. Human resource management in the telecommunications sector of Laos

    Directory of Open Access Journals (Sweden)

    Nittana Southiseng

    2013-03-01

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

  2. 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.

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

    Science.gov (United States)

    Fazio, L S

    1988-01-01

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

  4. A Demands-Resources Model of Work Pressure in IT Student Task Groups

    Science.gov (United States)

    Wilson, E. Vance; Sheetz, Steven D.

    2010-01-01

    This paper presents an initial test of the group task demands-resources (GTD-R) model of group task performance among IT students. We theorize that demands and resources in group work influence formation of perceived group work pressure (GWP) and that heightened levels of GWP inhibit group task performance. A prior study identified 11 factors…

  5. 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

  6. 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

  7. 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.

  8. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    Frederick Iraki

    resource management practices by women SME owner/managers in Kenya. The objectives of the ... parts of Kenya, who had been identified for entrepreneurship training in Nairobi in. 2013. ..... International Journal of Academic. Research in ...

  9. IMPROVING THE SYSTEM OF HUMAN RESOURCE MANAGEMENT IN THE EDUCATIONAL SPHERE

    Directory of Open Access Journals (Sweden)

    L. V. Kartashova

    2015-01-01

    Full Text Available The article is devoted to the problem of formation of effective system of HUMAN RESOURCE MANAGEMENT of educational institutions. On the basis of Russian and foreign experience describes the main tasks and functions of human resource management of the University. Identified key groups of factors that determine the peculiarities of of human resource management in higher education institution, depending on its strategy, life cycle development, size, market of educational services and priorities. Formulated some proposals for improving the effectiveness of HR and its role in solving strategic problems of increase of competitiveness of Russian education in the international arena.

  10. 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

  11. 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

  12. Reviews of Metallurgical Technology to Recovery Platinum Group Metals from Secondary Resource in China

    Institute of Scientific and Technical Information of China (English)

    GUO Junmei; HE Xiaotang; WANG Huan; WU Xilong; ZHAO Yu; LI Yong; LI Kun; HAN Shouli

    2012-01-01

    China is extremely poor in mineral resources of Platinum Group Metals (PGMs),productive output of PGMs from mineral resource is 2.5 tons per year.At the same time,China is the biggest PGMs consumption country in the world,the mineral resource of PGMs is critical shortage,it shows the importance of recycling the secondary resource of PGMs.Sino-Platinum Metals Resource (Yimen) Co.,Ltd.is the leader in recycling of PGMs from secondary resource,and has made outstanding contributions to China PGMs secondary resources recycling.This article elucidates the current situation of secondary resources recovery and development of metallurgical technology for PGMs.

  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. OVERVIEW ABOUT THE MANAGEMENT OF THE HUMAN RESOURCE IN PROJECTS

    Directory of Open Access Journals (Sweden)

    Catalin Drob

    2015-07-01

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

  15. 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.

  16. 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…

  17. 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…

  18. 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.

  19. 旅游业人力资源规划方法及实证研究——以千岛湖旅游集团为例%The Methods of Tourism Human Resources Planning and Empirical Study——A Case of the Thousand Island Lake Tourism Group

    Institute of Scientific and Technical Information of China (English)

    丘萍

    2012-01-01

    运用劳动定额法进行人力资源总量规划,从学历结构、专技结构和绩效结构三个方面进行人力资源结构规划,以淳安千岛湖旅游集团为例进行实证研究,并从校企合作、薪酬改革和企业文化建设等方面,提出了维持旅游业人力资源稳定发展的建议.%Based on the method of the labor quota,the gross human resource planning was conducted.The human resources structure planning was made in the three views of the educational structure,the professional and technical structure planning,and the performance structure.Furthermore,Taking the Thousand Island Lake Tourism Group as an example,the empirical research was carried out and some suggestions which can maintain stable development of tourism human resources were put forward from the aspects of the school-enterprise cooperation,the remuneration reform and corporate culture building.

  20. 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.

  1. 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.

  2. The Importance of Human Resources in European Quality Management

    Directory of Open Access Journals (Sweden)

    Cristian-Ştefan Craciun

    2013-01-01

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

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

    Science.gov (United States)

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

    2008-01-01

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

  4. Lesbians, Gays, Bisexuals, and Transgendered People and Human Resource Development: An Examination of the Literature in Adult Education and Human Resource Development

    Science.gov (United States)

    Schmidt, Steven W.; Githens, Rod P.; Rocco, Tonette S.; Kormanik, Martin B.

    2012-01-01

    Issues related to human resource development (HRD) and lesbian, gay, bisexual, and transgender (LGBT) people such as workplace inclusion, employee affinity groups, and LGBT-specific diversity initiatives are being addressed in organizations more often now than ever before. This article explores the existing literature on LGBT issues in HRD and…

  5. Lesbians, Gays, Bisexuals, and Transgendered People and Human Resource Development: An Examination of the Literature in Adult Education and Human Resource Development

    Science.gov (United States)

    Schmidt, Steven W.; Githens, Rod P.; Rocco, Tonette S.; Kormanik, Martin B.

    2012-01-01

    Issues related to human resource development (HRD) and lesbian, gay, bisexual, and transgender (LGBT) people such as workplace inclusion, employee affinity groups, and LGBT-specific diversity initiatives are being addressed in organizations more often now than ever before. This article explores the existing literature on LGBT issues in HRD and…

  6. Strategic Business Planning and Human Resources: Part I.

    Science.gov (United States)

    Smith, Eddie C.

    1982-01-01

    The maturity of a business is strategically important because an organization's characteristics change as it ages. Similarly, elements of the human resource program (compensation, benefits, staff development, etc.) also change as the business matures. (SK)

  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. Enterprise Human Resources Information Mining Based on Improved Apriori Algorithm

    Directory of Open Access Journals (Sweden)

    Lei He

    2013-05-01

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

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

    Science.gov (United States)

    Tonks, P; Flanagan, H

    1994-01-01

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

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

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    an organization are passive resources which require human application to .... performance is contingent on organizations' work place climate in the ... management training in HR, selection system, career planning, and job definition were.

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

    DEFF Research Database (Denmark)

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

    2006-01-01

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

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

    Science.gov (United States)

    Benedek, Andras; Klekner, Peter

    1997-01-01

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

  13. Managing human resources in sport: Issues, challenges and ...

    African Journals Online (AJOL)

    Managing human resources in sport: Issues, challenges and possible remedies. ... the best possible experience in sport to the management, players, sponsors and spectators. ... The important function that volunteers perform is highlighted and ...

  14. HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

    National Research Council Canada - National Science Library

    Todericiu Ramona; Serban Anca;

    2013-01-01

    ...-term sustained performance. The recent chances in the economy and the development of new technologies are creating the proper set for a series of other changes regarding the human resource management...

  15. Determinants of human resource investment in internal controls

    National Research Council Canada - National Science Library

    Jong-Hag Choi Joonil Lee Catherine Heyjung Sonu

    2013-01-01

    Using the unique reporting environment in Korea, this study investigates the determinants of human resource investment in internal controls for 1352 listed firms disclosing the number of personnel who...

  16. Integrating Chinese and African Culture into Human Resource ...

    African Journals Online (AJOL)

    Integrating Chinese and African Culture into Human Resource Management Practice to ... Journal of Language, Technology & Entrepreneurship in Africa ... both economically and politically in her endeavour to foster international relationships.

  17. Abstract: Rwanda Human Resources for Health Program: Genesis ...

    African Journals Online (AJOL)

    Abstract: Rwanda Human Resources for Health Program: Genesis and Evolution ... a program to dramatically improve nursing and midwifery education and practice. ... academic institutions requires flexibility, respect, and thoughtful planning.

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

    African Journals Online (AJOL)

    The paper assesses the effects of traditional values (collective conceptions of ... and arts) on human resource management (HRM) in public sector organizations in ... material, intellectual and emotional features that characterize a society or a ...

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

    National Research Council Canada - National Science Library

    Goran Vucur; Ivica Miloslavic; Maro Bosnjak

    2016-01-01

      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...

  20. Innovative technologies in human resources management at the enterprise

    OpenAIRE

    Bilorus, T.

    2009-01-01

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

  1. 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.

  2. 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…

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

    OpenAIRE

    Simona PONEA; Antonio SANDU

    2010-01-01

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

  4. European developments in public sector human resource management

    OpenAIRE

    Hegewisch, A.; Larsen, Henrik Holt

    1994-01-01

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

  5. Human resource flexibility and job satisfaction: empirical study

    OpenAIRE

    2015-01-01

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

  6. A Keyword Analysis for Human Resource Management Factors

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

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

  7. [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.

  8. Building Social Capital in Groups: Facilitating Skill Development for Natural Resource Management

    Science.gov (United States)

    Kilpatrick, Sue

    2007-01-01

    Analysis of the experiences of four farmer groups set up to learn how to jointly manage local natural resource issues shows that the groups are going though two simultaneous processes. One builds technical competency in natural resource management and the other is the underpinning social process that allows the groups to make decisions and work…

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

    Science.gov (United States)

    Wilson, C Ruth

    2013-01-01

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

  10. 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.

  11. Resource Letter SP-2: Symmetry and Group Theory in Physics.

    Science.gov (United States)

    Rosen, Joe

    1981-01-01

    Presents listings of selected reference materials relevant to symmetry and group theory in college physics and chemistry. Entries are classified according to a scheme involving 34 subject areas divided into four major groups. Comments on these materials and suggestions for future topics will be welcomed. (Author/SK)

  12. 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.

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2008-07-01

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

  14. 77 FR 33774 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-06-07

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

  15. 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.

  16. [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.

  17. 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...

  18. Human Resources Development for Change and Innovation.

    Science.gov (United States)

    Hey, McKenzie H.

    1979-01-01

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

  19. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.

    2013-01-01

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

  20. 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

  1. 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.

  2. Simulating irrational human behavior to prevent resource depletion.

    Directory of Open Access Journals (Sweden)

    Anna Sircova

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

  3. 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.

  4. Using activity-based costing to track resource use in group practices.

    Science.gov (United States)

    Zeller, T L; Siegel, G; Kaciuba, G; Lau, A H

    1999-09-01

    Research shows that understanding how resources are consumed can help group practices control costs. An American Academy of Orthopaedic Surgeons study used an activity-based costing (ABC) system to measure how resources are consumed in providing medical services. Teams of accounting professors observed 18 diverse orthopedic surgery practices. The researchers identified 17 resource-consuming business processes performed by nonphysician office staff. They measured resource consumption by assigning costs to each process according to how much time is spent on related work activities. When group practices understand how their resources are being consumed, they can reduce costs and optimize revenues by making adjustments in how administrative and clinical staff work.

  5. 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

  6. HR ANALYTICS FOR STRATEGIC HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    2014-01-01

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

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

    Institute of Scientific and Technical Information of China (English)

    XIEZongjie

    2002-01-01

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

  8. 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.

  9. Developmental Leadership: A Human Resource Development Project.

    Science.gov (United States)

    1982-12-11

    Ecology 7. The new morality 8. Interracial marriage 9. Premarital and extramarital sex * -10. Cohabitation 11. All-volunteer army 12. Political reform 13...Estimated Median lctual Median 𔃾 80 6. The facilitator asks the demonstrator to turn his back to the group or to stand behind a screen . The

  10. 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.

  11. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

    This paper addresses the crucial call for upgrading to more value-added production in developing country firms in the light of increased global competition and suggests that such upgrading demands a shift in focus from investment in technology to investment in people, knowledge and learning....... 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...

  12. Human resource management - development tendencies and future perspectives

    Directory of Open Access Journals (Sweden)

    Norbert Thom

    2001-01-01

    Full Text Available The dynamics with which changes are taking place in companies has led many managers to better appreciate the necessity and the advantages of comprehensive human resource management. This pressure to change has also helped to generate numerous social innovations within the field of human resource management. The call for each sub-area to play its part in increasing the value of the enterprise is setting new accents in human resource management. The main starting points for increasing the value of an enterprise lie in improving productivity, employee creativity, and motivation. The author bases his ideas on a model of the sub-functions of human resource management used at his own institute, which is subdivided into three basic categories: process functions, cross-section functions, and meta-functions. The human resource management functions discussed can have a positive impact on the above aims. Productivity, for example, is increased through personnel development and personnel placement measures. Personnel retention instruments (incentive systems are almost certain to have an impact on motivation. Ways to influence creativity include selection measures (looking out for candidates with creative potential during the recruitment process and personnel development measures (consciously enhancing a person’s capacity for interdisciplinary thinking, practicing creative techniques.

  13. Human resources management in the process of internationalization

    Directory of Open Access Journals (Sweden)

    Arnaldo Mazzei Nogueira

    2013-04-01

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

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

    Directory of Open Access Journals (Sweden)

    Tajammal Hussain

    2013-10-01

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

  15. Group-based antenatal birth and parent preparation for improving birth outcomes and parenting resources

    DEFF Research Database (Denmark)

    Koushede, Vibeke; Brixval, Carina Sjöberg; Axelsen, Solveig Forberg

    2013-01-01

    To examine the efficacy and cost-effectiveness of group based antenatal education for improving childbirth and parenting resources compared to auditorium based education.......To examine the efficacy and cost-effectiveness of group based antenatal education for improving childbirth and parenting resources compared to auditorium based education....

  16. 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.

  17. Mineral resource of the month: platinum group metals

    Science.gov (United States)

    Loferski, Patricia J.

    2010-01-01

    The article focuses on platinum group metals (PGMs) and their properties. According to the author, PGMs, which include iridium, osmium, palladium, platinum, rhodium, and ruthenium, are among the rarest mineral commodities in the Earth's crust. PGMs are primarily used as catalytic converters that clean harmful exhaust from vehicle engines. They are also used in the chemical industry as catalysts in the production of nitric acid and in the petroleum refining industry.

  18. Strategic human resource management: insights from the international hotel industry

    OpenAIRE

    Gannon, Judie; Roper, Angela; Liz, Doherty

    2015-01-01

    In the strategic human resource management (SHRM) field three approaches have dominated, namely, the universal or best-practice, best-fit or contingency and resource-based view (RBV). This study investigates evidence for the simultaneous or mixed adoption of these approaches by eight case study firms in the international hotel industry. Findings suggest there is considerable evidence of the combined use of the first two approaches but that the SHRM RBV approach was difficult to achieve by all...

  19. 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.

  20. 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.

  1. The Effect of Human Resources Development on Organizational Productivity

    Directory of Open Access Journals (Sweden)

    P.V.C. Okoye

    2013-10-01

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

  2. 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.

  3. 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.

  4. 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.

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

    Science.gov (United States)

    Vedanthan, Rajesh; Fuster, Valentin

    2011-02-01

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

  6. 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.

  7. Human resource development: new assessments and new directions.

    Science.gov (United States)

    Aitken, Iain W; Kolehmainen-Aitken, Riitta-Liisa

    2009-01-01

    The National Health Plan (NHP) 2001-2010 required a health workforce situation analysis and strategy to match the NHP's priorities and strategies. This paper is based on the work that was done in 2001 to support the preparation of a Health Human Resource Development Strategy for Papua New Guinea (PNG). The analysis showed that changes in health sector financing, population growth and changing health needs had created many human resource problems and challenges. This paper focuses on the main categories of health worker in PNG: doctors, health extension officers, nurses and community health workers. It presents analyses of workforce numbers and costs, and discusses future health system and human resource strategies based on the 2001 study and subsequent developments.

  8. Development of human resources for Indian nuclear power programme

    Indian Academy of Sciences (India)

    R B Grover; R R Puri

    2013-10-01

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

  9. 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

  10. 经济型酒店人力资源管理的现状及对策研究--以如家酒店集团为例%Present Situation and Countermeasure of Budget Hotel Human Resources Management:Take Home Inn Hotel Group as an Example

    Institute of Scientific and Technical Information of China (English)

    赵善荣

    2016-01-01

    经济型酒店,顾名思义是价格低廉、环境舒适、性价比高的现代酒店,价格和服务是其重要特色,而服务质量的保证主要来自于对从业人员的管理。正如管理大师彼得·德鲁克所言,人力不是成本,是企业最重要的资源,如何做好人力资源管理,已经成为增强经济型酒店竞争力的核心。然而,作为酒店发展的核心,人力资源管理却因种种原因,成为了影响我国经济型酒店健康发展的瓶颈。本文以如家酒店集团为例,从经济型酒店人力资源管理方面存在的问题出发,对典型事例进行分析,探索解决这些问题的方法。%Budget hotel, just as its name implies is cheap, comfortable and cost-effective. Price and service are the important characteristic, and guarantee the quality of service is mainly from the management of the practitioners. As management guru Peter Drucker says, the human is not the cost, but is the most important resource of an enterprise, so how to do a good job in human resources management has become a core to increase the competitiveness of budget hotel. However, as the core of hotel development, human resources management has become the bottleneck affecting the healthy development of budget hotel in China because of various reasons. Taking Home Inns hotel group as an example, from the problems of budget hotel human resources management, this paper analyzes the typical cases, and explored the ways to solve these problems.

  11. 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…

  12. 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…

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

    Science.gov (United States)

    Sato, Masaki

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

  14. Fuzzy synthetic evaluation on layoff mechanism for human resource

    Institute of Scientific and Technical Information of China (English)

    LEI Yong; PU Yong-jian

    2004-01-01

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

  15. Human Resource Management in Micro and Small Enterprises

    Directory of Open Access Journals (Sweden)

    Virag C.E

    2014-12-01

    Full Text Available The main goals of this study are, on the one hand, to describe the existing situation regarding the human resource management in micro and small enterprises, and to highlight the manner in which this should be managed to bring a number of benefits to organisations from this sector, on the other hand,. To achieve this goal, previous research and publications from important authors in this domain were consulted. Furthermore, the case of a micro-enterprise from Braşov was studied – Delis Dana S.R.L. to analyse the manner in which the human resources management functions were actually implemented.

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

    Science.gov (United States)

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

    2007-01-01

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

  17. 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.

  18. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  19. 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.

  20. 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.

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

    Science.gov (United States)

    Lodenstein, Elsbet; Dao, Dramane

    2011-06-08

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

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

    Directory of Open Access Journals (Sweden)

    Dao Dramane

    2011-06-01

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

  3. An Improved Constraint Based Resource Scheduling Approach Using Job Grouping Strategy in Grid Computing

    Directory of Open Access Journals (Sweden)

    Payal Singhal

    2013-01-01

    Full Text Available Grid computing is a collection of distributed resources interconnected by networks to provide a unified virtual computing resource view to the user. Grid computing has one important responsibility of resource management and techniques to allow the user to make optimal use of the job completion time and achieving good throughput. It is a big deal to design the efficient scheduler and is implementation. In this paper, the constraint based job and resource scheduling algorithm has been proposed. The four constraints are taken into account for grouping the jobs, i.e. Resource memory, Job memory, Job MI and the fourth constraint L2 cache are considered. Our implementation is to reduce the processing time efficiently by adding the fourth constraint L2 cache of the resource and is allocated to the resource for parallel computing. The L2 cache is a part of computer’s processor; it increases the performance of computer. It is smaller and extremely fast computer memory. The use of more constraint of the resource and job can increase the efficiency more. The work has been done in MATLAB using the parallel computing toolbox. All the constraints are calculated using different functions in MATLAB and are allocated to the resource based on it. The resource memory, Cache, job memory size and job MI are the key factors to group the jobs according to the available capability of the selected resource. The processing time is taken into account to analyze the feasibility of the algorithms.

  4. 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.

  5. 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

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  7. 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

  8. 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

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

    Science.gov (United States)

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

    2004-01-01

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

  10. Civil Service Human Resource Capacity and Information Technology

    African Journals Online (AJOL)

    Tesfaye

    2009-01-01

    Jan 1, 2009 ... Abstract. The New Public Management (NPM) model has inspired reforms both in ... employees in Ethiopia and USA, so that the gap analysis between the two countries ... model for analysing the relationship between IT and human resource ... changing the structure of the civil service organisations. More.

  11. 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.…

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

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

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

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

    Science.gov (United States)

    Udegbe, I. Bola

    2012-01-01

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

  14. Human resource management in the project-oriented organization

    NARCIS (Netherlands)

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

    2008-01-01

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

  15. New hand at the helm of CERN Human Resources

    CERN Multimedia

    2004-01-01

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

  16. 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…

  17. 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…

  18. 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.…

  19. Industrial Buying Behavior Related to Human Resource Consulting Services

    DEFF Research Database (Denmark)

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

    2013-01-01

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

  20. The Process Approach to Management of Enterprise Human Resources

    Science.gov (United States)

    Gorlenko, O.; Mozhayeva, T.

    2016-04-01

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

  1. Improving public administration performance demands investment in human resources

    Directory of Open Access Journals (Sweden)

    Maja Klun

    2008-06-01

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

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

    Science.gov (United States)

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

    2005-01-01

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

  3. 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.

  4. 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…

  5. 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…

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

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

  8. Human Resource beleid, duurzame inzetbaarheid en oudere werknemers

    NARCIS (Netherlands)

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

    2013-01-01

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

  9. Education, Human Resources, and Development in Latin America.

    Science.gov (United States)

    United Nations Economic Commission for Latin America, New York, NY.

    This report combined all information and research data compiled by the Economic Commission for Latin America and the Latin American Institute for Economic and Social Planning about human resources, education, and development for Latin America. The first section examines the demands of development on the educational system in terms of training…

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

    Science.gov (United States)

    Murphy, Nora

    2009-01-01

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

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

    Science.gov (United States)

    Klassen, Johanna; Drummond, Damon

    2000-01-01

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

  12. 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…

  13. 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…

  14. 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…

  15. 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…

  16. 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…

  17. 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...

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

    Science.gov (United States)

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

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

  19. 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.

  20. 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…

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

    Science.gov (United States)

    Vetter, Eric W.

    1985-01-01

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

  2. 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…

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

    Science.gov (United States)

    Evans, Jennifer Payne

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

  4. 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,…

  5. 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…

  6. Human resource management in the project-oriented organization

    NARCIS (Netherlands)

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

    2008-01-01

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

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

    OpenAIRE

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

    2014-01-01

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

  8. 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…

  9. 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…

  10. 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,…

  11. Human Resource Challenges to Integrating HIV Pre-Exposure ...

    African Journals Online (AJOL)

    AJRH Managing Editor

    We documented consultation discussions through note taking. Human resource .... coordinators, and nursing officer in-charges. Interviews were ... shifting as playing an important role in PrEP .... counseling, and to high patient volume and longer wait times on the ... about the safety and efficacy of PrEP, which may influence ...

  12. 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…

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

    OpenAIRE

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

    2014-01-01

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

  14. Human/Nature Discourse in Environmental Science Education Resources

    Science.gov (United States)

    Chambers, Joan M.

    2008-01-01

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

  15. Human Resource Management 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

  16. 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…

  17. 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…

  18. 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…

  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. Attitudes of Prospective Human Resource Personnel towards Distance Learning Degrees

    Science.gov (United States)

    Udegbe, I. Bola

    2012-01-01

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

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

    Science.gov (United States)

    Rampal, Kuldip R.

    1991-01-01

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

  2. 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.

  3. BOOK REVIEW: HUMAN RESOURCES MANAGEMENT CHALLENGES: LEARNING & DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    Valerij DERMOL

    2015-10-01

    Full Text Available The book titled Human Resources Management Challenges: Learning & Development focus on a variety of issues related to diversity of workforce and diversity management. As many researchers claim, the diversity relates to the factors that differentiate employees, such as age, gender, marital status, social status, level of disability, sexual orientation, religion, personality, physical and mental capabilities, moral values, culture, religion, even outlook. Nevertheless, the concept of diversity is not based only on differentiation related to workers’ attributes, but also on other issues, such as relationships between the organisation and workers, interests of organisations’ stakeholders etc. Diversity management is, on the other hand, perceived as an opportunity to increase the competitiveness of enterprises. Organizations might gain competitive advantage through the use of diverse workforce potential and by implementing proper structures and processes with the goal of maximising the ability of the employees to contribute to organizational objectives and to achieve the full potential unhindered by the group identities such as gender, race, nationality, age and departmental affiliation.

  4. 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.

  5. 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.

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

    OpenAIRE

    Lobanova, L; Ozoliņa-Ozola, I

    2014-01-01

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

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

    OpenAIRE

    Lobanova, L; Ozoliņa-Ozola, I

    2014-01-01

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

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

    OpenAIRE

    Peiseniece, Līga

    2011-01-01

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

  9. 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)

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

    Science.gov (United States)

    O'Neil, Mary L

    2008-01-01

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

  11. 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.

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

    Science.gov (United States)

    O'Neil, Mary L

    2008-01-01

    This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH) under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch the feature with an opening editorial to be found in the journal's blog. This opening article describes the human resource challenges that managers around the world report and analyses why solutions often fail to be implemented. Despite rising attention to the acute shortage of health care workers, solutions to the human resource (HR) crisis are difficult to achieve, especially in the poorest countries. Although we are aware of the issues and have developed HR strategies, the problem is that some old systems of leading and managing human resources for health do not work in today's context. The Leadership Development Program (LDP) is grounded on the belief that good leadership and management can be learned and practiced at all levels. The case studies in this issue were chosen to illustrate results from using the LDP at different levels of the health sector. The LDP makes a profound difference in health managers' attitudes towards their work. Rather than feeling defeated by a workplace climate that lacks motivation, hope, and commitment to change, people report that they are mobilized to take action to change the status quo. The lesson is that without this capacity at all levels, global policy and national HR strategies will fail to make a difference. PMID:18570657

  13. The Forest Genetic Resources Working Group of the North American Forestry Commission (FAO)

    Science.gov (United States)

    Ronald C. Schmidtling

    2002-01-01

    The Forest Genetic Resources Working Group (FGRWG) is one of seven working groups established by the North American Forest Commission (NAFC). The NAFC is one of six Forest Commissions established by the Food and Agriculture Organization (F-40). The FGRWG was established by the NAFC in 1961 as the Working Group on Forest Tree Improvement but went through several-changes...

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

    Directory of Open Access Journals (Sweden)

    Kuppannagari Venkata Suryanarayana Patnaik

    2014-02-01

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

  15. 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.

  16. [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.

  17. Enabling research with human embryonic and fetal tissue resources

    Science.gov (United States)

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

    2015-01-01

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

  18. 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.

  19. 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.

  20. 76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  1. 76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  2. 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.

  3. Human Resource Diversity Management in Selected Czech Agricultural Companies

    Directory of Open Access Journals (Sweden)

    H. Urbancová

    2015-09-01

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

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

    DEFF Research Database (Denmark)

    Gretzinger, Susanne; Lemke, Sarah; Matiaske, Wenzel

    2014-01-01

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

  5. A Study on Human Resources Development in Nuclear Field

    Energy Technology Data Exchange (ETDEWEB)

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

    2011-11-15

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

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

    Directory of Open Access Journals (Sweden)

    Barrena-Martínez, Jesus

    2017-01-01

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

  7. 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.

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

    Science.gov (United States)

    Ozaki, Norio

    2015-01-01

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

  9. 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.

  10. Human Resource Management 'Best Practices' in Europa. Eine empirische Untersuchung.

    OpenAIRE

    Saga, Daniel Thomas

    2009-01-01

    In der wissenschaftlichen Literatur des Human Resource Managements wird viel über normative Empfehlungen bzw. Best Practices für die Organisationspraxis diskutiert. Dabei sind nicht nur die Empfehlungen an sich und deren Erfolgsbeiträge, sondern auch deren Universalität nie ganz unbestritten. Neben der meist theoretisch geführten Diskussion stellt sich die Frage, ob die wissenschaftliche Erkenntnis entgegen allen Barrieren in der Praxis überhaupt umgesetzt wird. Zu diesem Zweck soll das Forsc...

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

    OpenAIRE

    John N. N. Ugoani

    2016-01-01

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

  12. 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.

  13. Human Resources Staffing Plan for the Tank Farm Contractor

    Energy Technology Data Exchange (ETDEWEB)

    BOSLEY, J.W.

    2000-04-22

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

  14. Education and making human resources activities in japanese universities

    Energy Technology Data Exchange (ETDEWEB)

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

    2007-07-01

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

  15. Non-verbal communication in human resource management

    OpenAIRE

    Babkina, Nadezda

    2011-01-01

    Effective non-verbal communication, communication through body language, is one of the fundamental prerequisites for successful manager's performance. The main goal of this bachelor thesis is to analyze the importance of nonverbal communication in human resource management and, on the example of management style and nonverbal communication of two the most successful managers in the world of information and communication technologies, Steve Jobs and Bill Gates, to formulate basic recommendatio...

  16. Human resource management and organizational performance: Evidence from retail banking.

    OpenAIRE

    Ann P. Bartel

    2004-01-01

    Studies of the relationship between human resource management and establishment performance have heretofore focused on the manufacturing sector. Using a unique longitudinal dataset collected through site visits to branch operations of a large bank, the author extends that research to the service sector. Because branch managers had considerable discretion in managing their operations and employees, the HRM environment could vary greatly across branches and over time. Site visits provided speci...

  17. New Trends In Education Of Human Resources In Companies

    OpenAIRE

    Tanja Jankovic

    2010-01-01

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

  18. 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.

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

    OpenAIRE

    2014-01-01

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

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

    OpenAIRE

    Backes-Gellner, Uschi

    2004-01-01

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

  1. 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)

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

    Science.gov (United States)

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

    2005-04-01

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

  3. 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.

  4. Human resource management strategies and the retention of older RNs.

    Science.gov (United States)

    Armstrong-Stassen, Marjorie

    2005-01-01

    This study investigated the human resource management strategies that are most important in retaining older RNs in the workforce and the extent to which hospitals are currently engaging in these practices. The participants (n=361) were RNs aged 50 and over employed in hospitals across Ontario. Along with flexible work schedules, the human resource practices rated as most important in the decision of these RNs to remain in the workforce involved compensation (improving benefits; offering incentives for continued employment), recognition and respect (showing appreciation for a job well done; recognizing the experience, knowledge, skill and expertise of older nurses; ensuring that older nurses are treated with respect by others in the organization) and pre- and post-retirement arrangements (retirement with callback; partial or phased retirement options). There were significant differences between the importance that RNs attributed to the 34 human resource practices and the extent to which their hospitals are currently engaged in each practice, with the largest discrepancies occurring for those practices that RNs indicated were most important in their decision to remain in the workforce. While some hospitals may have difficulty in implementing strategies that have budgetary implications, all could implement recognition and respect with minimal financial consequences.

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

    Science.gov (United States)

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

    2014-01-01

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

  6. 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.

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

    Directory of Open Access Journals (Sweden)

    Johnson Sarah

    2009-01-01

    Full Text Available Abstract Problem Strong leadership and management skills are crucial to finding solutions to the human resource crisis in health. Health professionals and human resource (HR managers worldwide who are in charge of addressing HR challenges in health systems often lack formal education in leadership and management. Approach Management Sciences for Health (MSH developed the Virtual Leadership Development Program (VLDP with support from the United States Agency for International Development (USAID. The VLDP is a Web-based leadership development programme that combines face-to-face and distance-learning methodologies to strengthen the capacity of teams to identify and address health challenges and produce results. Relevant changes The USAID-funded Leadership, Management and Sustainability (LMS Program, implemented by MSH, and the USAID-funded Capacity Project, implemented by IntraHealth, adapted the VLDP for HR managers to help them identify and address HR challenges that ministries of health, other public-sector organizations and nongovernmental organizations are facing. Local settings Three examples illustrate the results of the VLDP for teams of HR managers: 1. the Uganda Protestant and Catholic Medical Bureaus 2. the Christian Health Association of Malawi 3. the Developing Human Resources for Health Project in Uganda. Lessons learnt The VLDP is an effective programme for developing the management and leadership capacity of HR managers in health.

  8. 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.

  9. ADVANCED DEVELOPMENT MODEL OF TERRITORIAL HUMAN RESOURCES POTENTIAL

    Directory of Open Access Journals (Sweden)

    Alexander G. Моkronosov

    2015-03-01

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

  10. ADVANCED DEVELOPMENT MODEL OF TERRITORIAL HUMAN RESOURCES POTENTIAL

    Directory of Open Access Journals (Sweden)

    Alexander G. Моkronosov

    2014-01-01

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

  11. 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

  12. 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.

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

    Directory of Open Access Journals (Sweden)

    Aparecido Ferreira de Oliveira

    2014-04-01

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

  14. 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.

  15. 基于成熟度理论的集团企业人力资源管理质量等级评价理论和方法研究%Study on Evaluation Theory and Method of Human Resource Management Quality Grade in Group Enterprise Based on Maturity Theory

    Institute of Scientific and Technical Information of China (English)

    冯胜平; 李一军

    2016-01-01

    Evaluating human resource management quality( HRMQ) of enterprise is helpful to promote the contin-uous improvement of its HRMQ.Taking group enterprise as example, based on maturity theory, this paper puts forward conceptual framework and maturity level of group enterprise, then establishes a OEC⑤-66 model to evalu-ate HRMQ of group enterprise, which includes 5 aspects, 14 dimensions and 66 criteria from the organization, staff and culture three perspectives.This paper gives the calculation method of HRMQ and quality rating criteria, hoping to provide reference for evaluation and promotion of HRMQ in group enterprise.%对企业的人力资源管理质量进行评价,有助于促进其人力资源管理质量的持续提升。本文以集团企业为例,基于成熟度理论,研究提出了人力资源管理质量概念框架、成熟度等级,从组织、员工和文化三元视角构建了由5大方面、14个维度、66项指标构成的集团企业人力资源管理质量评价OEC⑤-66模型,给出了人力资源管理质量评价计算方法、质量等级判断标准,以期为集团企业人力资源管理质量的评价和提升提供科学参考。

  16. Human resource allocation management in multiple projects using sociometric techniques

    OpenAIRE

    Ballesteros-Pérez, Pablo; González-Cruz, M. C.; Fernández-Diego, M.

    2012-01-01

    This article describes a new application of key psychological concepts in the area of Sociometry for the selection of workers within organizations in which projects are developed. The project manager can use a new procedure to determine which individuals should be chosen from a given pool of resources and how to combine them into one or several simultaneous groups/projects in order to assure the highest possible overall work efficiency from the standpoint of social interaction. The optimizati...

  17. 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…

  18. 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…

  19. 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...

  20. Decentralized architecture for resource management of group-based distributed systems

    Institute of Scientific and Technical Information of China (English)

    Rong ZHANG; Koji ZETTSU; Yutaka KIDAWARA; Yasushi KIYOKI

    2008-01-01

    As the development of hardware and software,large scale,flexible,distributed,secure and coordinated resource sharing has attracted much attention.One of the major challenges is to support distributed group-based resource management,e.g.interest-based organization,with resources/services classifiable.Although there have been some proposals to-address this challenge,they share the same weakness of using either severs or super peers to keep global knowledge,and win good search efficiency at the expenses of the system scalability.As a result,such designs can not keep both the search efficiency and system scalability.To that end,this paper proposes a group-based distributed architecture.It organizes the nodes inside the groups by Chord protocol,a classical Peer-to-Peer (P2P) technology and it defines new communication protocol for nodes among different groups but removes servers/super peers for group management.Such a design keeps the resource classifiable property together with good system performance.The main characteristics of this architecture are highlighted by its convenience for group activity analysis,promising scalability,high search efficiency,as well as robustness.The experimental performance results presented in the paper demonstrate the efficiency of the design.

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

    Institute of Scientific and Technical Information of China (English)

    CHANG Qing; HU Cheng-cui

    2006-01-01

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

  2. 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

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

    Science.gov (United States)

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

    2002-01-01

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

  4. 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.

  5. 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.

  6. 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.

  7. Best Practices in Human Resource Management: The Source of Excellent Performance and Sustained Competitiveness

    OpenAIRE

    Martin Šikýř

    2013-01-01

    Based on summarizing the results of the global research on human resource management and the author’s dissertation research on best practices in human resource management, the paper attempts to explain the essence of the positive relationship between best practices in human resource management and organizational performance and competitiveness. It supports the assumption that the essence is the optimal system of human resource management, based on proven best practices in job design, employee...

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

    Directory of Open Access Journals (Sweden)

    Simona Buta

    2015-02-01

    Full Text Available In terms of the organization, the human capital theory and human resource management raises a number of issues, namely: human capital issues (they relate to attracting, maintaining, developing and rewarding human resources in order to create and maintain a skilled, dedicated and motivated personnel; issues related to the structural capital (with reference to the size and development of organizational structures that stimulate the processes of creating, capturing and sizing of knowledge; issues of organizational capital( those related to knowledge management. Therefore, organizational context, several questions arise: What knowledge do we have? What knowledge do we need now and in the future? How can we create an environment and a culture that encourages individual and organizational learning? How can we do so that both explicit and tacit knowledge to be captured stored and used judiciously? This paper focuses on human capital theory, but there will also be raised concepts associated to the human resources and knowledge management. Therefore, in this paper we try to identify ways in which human resources (HR specialists can support the KM strategy to drive value within organisation, by revising the practices in order to ensure the knowledge focus.

  9. 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.

  10. 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)

  11. 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...

  12. Human Resources Development (HRD) of Public Entities in the Globalization Era

    OpenAIRE

    Anghel Panait; Morariu Alunica; PhD. Stusent Bejan Marius

    2010-01-01

    Human Resource Development (HRD) is the frameworks for helping employees develop their personal and organizational skills and knowledge. Human Resource Development includes such opportunities as employee training, employee career development, performance management, coaching, mentoring, succession planning, key employee identification and definition, assistance in training, and at the same time organization development. The link between human resources development and managerial practice, as ...

  13. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

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

  14. 76 FR 20376 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2011-04-12

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

  15. 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)...

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

    Science.gov (United States)

    Hoell, Robert C.; Henry, Gordon O.

    2003-01-01

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

  17. 78 FR 61400 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-10-03

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

  18. 78 FR 78401 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-12-26

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

  19. 77 FR 74517 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-12-14

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

  20. 77 FR 23766 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-04-20

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