WorldWideScience

Sample records for human resource countries

  1. Comparative Analysis of OECD Member Countries' Competitive Advantage in National Human Resource Development System

    Science.gov (United States)

    Oh, Hunseok; Choi, Yeseul; Choi, Myungweon

    2013-01-01

    The purpose of this study was to assess, evaluate, and compare the competitive advantages of the human resource development systems of advanced countries. The Global Human Resource Development Index was utilized for this study, since it has been validated through an expert panel's content review and analytic hierarchy process. Using a sample of 34…

  2. Assessment and Evaluation of National Human Resource Development System Competitiveness in Emerging Countries

    Science.gov (United States)

    Oh, HunSeok; Seo, DongIn; Kim, JuSeuk; Yoo, SangOk; Seong, HeeChang

    2015-01-01

    This study assessed and evaluated the competitiveness of national human resource development (NHRD) systems in emerging countries with potential for growth. The literature on emerging countries and NHRD systems was reviewed. The study developed a model mechanism with forty-one indices and nine sub-components for the NHRD system assessment in…

  3. How Can We Assess and Evaluate the Competitive Advantage of a Country's Human Resource Development System?

    Science.gov (United States)

    Oh, Hunseok; Ryu, Hyue-Hyun; Choi, Myungweon

    2013-01-01

    The purpose of this study was to develop an index to assess and evaluate the competitive advantage of a country's human resource development system. Based on an extensive literature review, a theoretical model of a human resource development system at the national level (named National Human Resource Development: NHRD) was constructed. The…

  4. EVALUATION OF FINANCIAL AUTONOMY PROCESS OF BINH THUAN PROVINCE IN TRAINING PUBLIC HUMAN RESOURCES IN FOREIGN COUNTRIES

    OpenAIRE

    NGUYEN THANH, NHAN

    2012-01-01

    This paper will discuss the financial autonomy in training public human resources in foreign countries in Binh Thuan province. The process of financial autonomy helps Binh Thuan province be proactive in dealing with its performances in many aspects, especially in training public human resources. Although central government has built many training policies, the training focuses on the fields that meet the general requirements of the whole country. This leads to the situation that the trained m...

  5. Characteristics and critical success factors for implementing problem-based learning in a human resource-constrained country.

    Science.gov (United States)

    Giva, Karen R N; Duma, Sinegugu E

    2015-08-31

    Problem-based learning (PBL) was introduced in Malawi in 2002 in order to improve the nursing education system and respond to the acute nursing human resources shortage. However, its implementation has been very slow throughout the country. The objectives of the study were to explore and describe the goals that were identified by the college to facilitate the implementation of PBL, the resources of the organisation that facilitated the implementation of PBL, the factors related to sources of students that facilitated the implementation of PBL, and the influence of the external system of the organisation on facilitating the implementation of PBL, and to identify critical success factors that could guide the implementation of PBL in nursing education in Malawi. This is an ethnographic, exploratory and descriptive qualitative case study. Purposive sampling was employed to select the nursing college, participants and documents for review.Three data collection methods, including semi-structured interviews, participant observation and document reviews, were used to collect data. The four steps of thematic analysis were used to analyse data from all three sources. Four themes and related subthemes emerged from the triangulated data sources. The first three themes and their subthemes are related to the characteristics related to successful implementation of PBL in a human resource-constrained nursing college, whilst the last theme is related to critical success factors that contribute to successful implementation of PBL in a human resource-constrained country like Malawi. This article shows that implementation of PBL is possible in a human resource-constrained country if there is political commitment and support.

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

    International Nuclear Information System (INIS)

    Saeed Hakami; Salim Almarmary

    2009-01-01

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

  7. The practice of career development in the international human resource management of the European countries

    Directory of Open Access Journals (Sweden)

    Berber Nemanja

    2014-01-01

    Full Text Available The function very close to the training in the management of human resources is certainly the human resource development. Specifically, the employees acquire new knowledge, abilities and skills during the training process, but also gain new experiences through various business tasks during their working life, developing themselves both, in private life and in the professional sense. Human resource development is seen as the development of the expertise of people through organizational development and training of employees in order of improvement of the performances. In this paper authors explored the practice of carrier development in European countries. Research was based on data from international project, CRANET, in the period from 2008 to 2010. The authors presented data about the usage of techniques for evaluation of career development and investigated obtained results.

  8. Development and human resources in the Islamic world: a study of selected countries.

    Science.gov (United States)

    Duza, M B

    1987-01-01

    "The present paper attempts to provide an analytical profile of development and human resources in [12] selected [Islamic] countries." The countries--Bangladesh, Somalia, Pakistan, Indonesia, Egypt, Turkey, Malaysia, Algeria, Iraq, Saudi Arabia, Kuwait, and United Arab Emirates--vary in income levels from low to high and in population size from 1 million to 159 million. Using data from the World Bank and the Population Council, comparisons are made on the basis of mortality and fertility levels, family size, income, urbanization, labor force size and growth, education, nutrition, and health. Governmental policy changes and future directions are discussed. excerpt

  9. Human Resource Management in Public Higher Education in the Tempus Partner Countries. A Tempus Study. Issue 10

    Science.gov (United States)

    Dubosc, Flora; Kelo, Maria

    2011-01-01

    The aim of this study is to give an overview of the ways in which human resources are managed in public higher education institutions in the Tempus Partner Countries. It is based on a survey addressed to individuals involved in Tempus projects and on information gathered at the level of the national authorities. In all the countries covered by the…

  10. Human resource management interventions to improve health workers' performance in low and middle income countries : a realist review

    NARCIS (Netherlands)

    Dieleman, Marjolein; Gerretsen, Barend; van der Wilt, Gert Jan

    2009-01-01

    BACKGROUND: Improving health workers' performance is vital for achieving the Millennium Development Goals. In the literature on human resource management (HRM) interventions to improve health workers' performance in Low and Middle Income Countries (LMIC), hardly any attention has been paid to the

  11. Human resource management interventions to improve health workers' performance in low and middle income countries: a realist review.

    NARCIS (Netherlands)

    Dieleman, M.; Gerretsen, B.; Wilt, G.J. van der

    2009-01-01

    BACKGROUND: Improving health workers' performance is vital for achieving the Millennium Development Goals. In the literature on human resource management (HRM) interventions to improve health workers' performance in Low and Middle Income Countries (LMIC), hardly any attention has been paid to the

  12. A sample application of nuclear power human resources model

    International Nuclear Information System (INIS)

    Gurgen, A.; Ergun, S.

    2016-01-01

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

  13. Cervical cancer screening and practice in low resource countries ...

    African Journals Online (AJOL)

    Key words: Cervical cancer screening; human papillomavirus, low resource countries; Nigeria; premalignant disease. ... has led to a significant decline in the incidence of cervical .... and malignant lesions as integration of the viral DNA into the.

  14. Impact of Globalization on the Human Resource Management ...

    African Journals Online (AJOL)

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

  15. 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

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

    Directory of Open Access Journals (Sweden)

    Shymanska Kateryna V.

    2017-06-01

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

  17. Natural Resources and FDI in GCC Countries

    OpenAIRE

    Mohamed Mahjoub Elheddad

    2016-01-01

    Natural resources are a blessing for some countries to attract FDI but cursed for others. Existing literature argues the suggestion that resource-rich countries attract less FDI because of resource (oil) price volatility. This study examines that natural resources discourage FDI in GCC countries (the FDI-Natural resources curse hypothesis), using panel data analysis for six oil dependent countries during 1980-2013 and applying several econometrics techniques. The main findings of this paper i...

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

    Science.gov (United States)

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

    2016-05-01

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

  19. Cultural diversity and human resources management in Europe

    OpenAIRE

    Cristian MARINAS; Monica CONDRUZ- BACESCU

    2009-01-01

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

  20. Assessment of human resources for health using cross-national comparison of facility surveys in six countries

    Directory of Open Access Journals (Sweden)

    Dal Poz Mario R

    2009-03-01

    Full Text Available Abstract Background Health facility assessments are being increasingly used to measure and monitor indicators of health workforce performance, but the global evidence base remains weak. Partly this is due to the wide variability in assessment methods and tools, hampering comparability across and within countries and over time. The World Health Organization coordinated a series of facility-based surveys using a common approach in six countries: Chad, Côte d'Ivoire, Jamaica, Mozambique, Sri Lanka and Zimbabwe. The objectives were twofold: to inform the development and monitoring of human resources for health (HRH policy within the countries; and to test and validate the use of standardized facility-based human resources assessment tools across different contexts. Methods The survey methodology drew on harmonized questionnaires and guidelines for data collection and processing. In accordance with the survey's dual objectives, this paper presents both descriptive statistics on a number of policy-relevant indicators for monitoring and evaluation of HRH as well as a qualitative assessment of the usefulness of the data collection tool for comparative analyses. Results The findings revealed a large diversity in both the organization of health services delivery and, in particular, the distribution and activities of facility-based health workers across the sampled countries. At the same time, some commonalities were observed, including the importance of nursing and midwifery personnel in the skill mix and the greater tendency of physicians to engage in dual practice. While the use of standardized questionnaires offered the advantage of enhancing cross-national comparability of the results, some limitations were noted, especially in relation to the categories used for occupations and qualifications that did not necessarily conform to the country situation. Conclusion With increasing experience in health facility assessments for HRH monitoring comes

  1. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    OpenAIRE

    Flavian Clipa; Raluca Irina Clipa

    2009-01-01

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

  2. Human resources management in the process of internationalization

    Directory of Open Access Journals (Sweden)

    Arnaldo Mazzei Nogueira

    2013-04-01

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

  3. 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.

  4. Natural Resources and FDI in GCC Countries

    Directory of Open Access Journals (Sweden)

    Mohamed Mahjoub Elheddad

    2016-08-01

    Full Text Available Natural resources are a blessing for some countries to attract FDI but cursed for others. Existing literature argues the suggestion that resource-rich countries attract less FDI because of resource (oil price volatility. This study examines that natural resources discourage FDI in GCC countries (the FDI-Natural resources curse hypothesis, using panel data analysis for six oil dependent countries during 1980-2013 and applying several econometrics techniques. The main findings of this paper is that natural resources measured by oil rents have a negative association with FDI inflows; this negative impact is robust even when other FDI determinates of FDI  are included. FDI inflows decreased between 0.15 and 0.92% when oil rents increased by 1%. In addition, the empirical results show that trade openness and labour force are the main factors that encourage FDI, while political instability and corruption deter FDI inflows into GCC countries.

  5. INTERNATIONAL DIMENSIONS OF HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Cristian Marinaş; Aurel Manolescu

    2007-01-01

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

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

    OpenAIRE

    Marco-Lajara, Bartolomé; Úbeda García, Mercedes

    2013-01-01

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

  7. Infection control practice in countries with limited resources

    Directory of Open Access Journals (Sweden)

    Alp Emine

    2011-10-01

    Full Text Available Abstract Nosocomial infections and their control are a world-wide challenge. The prevalence of nosocomial infections is generally higher in developing countries with limited resources than industrialized countries. In this paper we aimed to further explain the differences with regard to infection control challenges between Turkey, a country with "limited" resources, and the Netherlands, a country with "reasonable" resources. Infrastructure of hospitals, low compliance of hand hygiene, understaffing, overcrowding, heavy workload, misuse of personal protective equipments, late establishment of infection control programme are major problems in limited-resources countries. These problems cause high infection rates and spread of multi-drug resistant pathogens. To improve the control and prevention of infections in countries with limited resources, a multi-facet approach is needed.

  8. Development of human resources for Indian nuclear power programme

    International Nuclear Information System (INIS)

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

    2013-01-01

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

  9. 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…

  10. Limited resources of genome sequencing in developing countries: Challenges and solutions

    Directory of Open Access Journals (Sweden)

    Mohamed Helmy

    2016-06-01

    Full Text Available The differences between countries in national income, growth, human development and many other factors are used to classify countries into developed and developing countries. There are several classification systems that use different sets of measures and criteria. The most common classifications are the United Nations (UN and the World Bank (WB systems. The UN classification system uses the UN Human Development Index (HDI, an indicator that uses statistic of life expectancy, education, and income per capita for countries' classification. While the WB system uses gross national income (GNI per capita that is calculated using the World Bank Atlas method. According to the UN and WB classification systems, there are 151 and 134 developing countries, respectively, with 89% overlap between the two systems. Developing countries have limited human development, and limited expenditure in education and research, among several other limitations. The biggest challenge facing genomic researchers and clinicians is limited resources. As a result, genomic tools, specifically genome sequencing technologies, which are rapidly becoming indispensable, are not widely available. In this report, we explore the current status of sequencing technologies in developing countries, describe the associated challenges and emphasize potential solutions.

  11. 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” .

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

    Science.gov (United States)

    Bradley, Robert H.; Putnick, Diane L.

    2012-01-01

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

  13. The global human resource management casebook

    NARCIS (Netherlands)

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

    2017-01-01

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

  14. Post-approval monitoring and oversight of U.S.-initiated human subjects research in resource-constrained countries.

    Science.gov (United States)

    Brown, Brandon; Kinsler, Janni; Folayan, Morenike O; Allen, Karen; Cáceres, Carlos F

    2014-06-01

    The history of human subjects research and controversial procedures in relation to it has helped form the field of bioethics. Ethically questionable elements may be identified during research design, research implementation, management at the study site, or actions by a study's investigator or other staff. Post-approval monitoring (PAM) may prevent violations from occurring or enable their identification at an early stage. In U.S.-initiated human subjects research taking place in resource-constrained countries with limited development of research regulatory structures, arranging a site visit from a U.S. research ethics committee (REC) becomes difficult, thus creating a potential barrier to regulatory oversight by the parent REC. However, this barrier may be overcome through the use of digital technologies, since much of the world has at least remote access to the Internet. Empirical research is needed to pilot test the use of these technologies for research oversight to ensure the protection of human subjects taking part in research worldwide.

  15. Survey of basic data on human resources development (HRD) in the nuclear field in FNCA countries (Contract research)

    International Nuclear Information System (INIS)

    2005-03-01

    In the 3rd FNCA* (Forum for Nuclear Cooperation in Asia) Coordinator Meeting held on March 2002, it was proposed to carry out 'Survey of the Basic Data on Human Resources Development in the Nuclear Field'. It was considered to be the first step for developing the HRD strategy by producing the quantitative data on HRD in nuclear field. The survey results were introduced by Project Leaders during the 2002 FNCA Workshop on HRD held on October 2002. The follow-up survey was conducted with the cooperation of other Project Leaders in the respective field of FNCA such as medical and agriculture applications in each member countries. The collected survey data was analyzed in 2003, and summarized as 'Summary of the Survey Data'. This report consists of the summary of 'Survey of the Basic Data on Human Resources Development in Nuclear Field'. It was reported during the 2003 FNCA Workshop on HRD held on October 2003 and updated until early 2004. (author)

  16. Governance and human resources for health

    NARCIS (Netherlands)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-01-01

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

  17. 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.

  18. 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.

  19. The impact of the financial crisis on human resources for health policies in three southern-Europe countries.

    Science.gov (United States)

    Correia, Tiago; Dussault, Gilles; Pontes, Carla

    2015-12-01

    The public health sector has been the target of austerity measures since the global financial crisis started in 2008, while health workforce costs have been a source of rapid savings in most European Union countries. This article aims to explore how health workforce policies have evolved in three southern European countries under external constraints imposed by emergency financial programmes agreed with the International Monetary Fund, Central European Bank and European Commission. The selected countries, Greece, Portugal and Cyprus, show similarities with regard to corporatist systems of social protection and comprehensive welfare mechanisms only recently institutionalized. Based on document analysis of the Memoranda of Understanding agreed with the Troika, our results reveal broadly similar policy responses to the crisis but also important differences. In Cyprus, General Practitioners have a key position in reducing public expenditure through gatekeeping and control of users' access, while Portugal and Greece seeks to achieve cost containment by constraining the decision-making powers of professionals. All three countries lack innovation as well as monitoring and assessment of the effects of the financial crisis in relation to the health workforce. Consequently, there is a need for health policy development to use human resources more efficiently in healthcare. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

  20. Human resource development in nuclear medicine in developing countries

    International Nuclear Information System (INIS)

    Gopinathan Nair, P.G.

    1998-01-01

    An organization, an enterprise or a movement is only as good as the people in it and these cannot be conceived without considering the people that make it, in other words its human resources (HR). The definition of HR includes the total knowledge, skills, creative abilities, talents and aptitudes of the work-force. Equally important it includes the values, attitudes and benefits of each of the individuals concerned. No development is possible without proper planning. HR planning is therefore a prerequisite for HRD in NM and no planning can be made without defining the objectives of Nuclear Medicine (NM) in developing countries (DC). It is also essential to forecast the future needs of NM in DC keeping in mind the stated objectives before laying out the strategies of the HRD. HRD in NM is best achieved when all the partners in the game play their part with commitment and sincerity of purpose. At the national level the partners are the government (ministries of health and education), professional bodies (national societies of NM) and academic bodies (colleges of NM physicians, physicists and technologists etc.). In the implementation of the HRD systems and processes, involvement of all the partners is essential for success. Creation of task forces to implement, monitor and evaluate HRD tools ensures the quality of these tools. The operation of some of these tools may have to be centralized, and others decentralized depending upon the exigencies of need, propriety and practicality. In summary, the aim of HRD should be to ensure the right people at the right time for the right job and in doing so nuclear medicine achieves its objectives and the individuals in the workforce realize their full potentials, and benefits in full

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

    African Journals Online (AJOL)

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

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

    Directory of Open Access Journals (Sweden)

    Amalia-Luisa PUPĂZĂ

    2011-03-01

    Full Text Available Improving the performance of health sector human resources is a goal pursued by all developed or developing countries. However, the lack of human resources planning and lack of clear and transparent human resources policies may lead to a crisis in this area. Human resource planning should be a priority in terms of health policies. In Romania, the lack of a planning concept and the lack of a policy on human resources has led to the actual context, with a human resources crisis of public health organizations. The role that human resources play in the health care system is indisputable. Essential to achieve quality performance in health care is human resources management. To overcome the human resources crisis that public health organizations in Romania is facing , specialists in the field have made several key recommendations: development of a coherent policy formation, development and allocation of human resources in health, increasing the number of medical staff and opportunities of professional career development in the medical field. Health system reform involves changing some aspects of employment, working conditions, degree of decentralization of management, skills, salary system and staff motivation.

  3. STRATEGIC HUMAN RESOURCE MANAGEMENT : A Cross-Cultural Managerial Approach

    OpenAIRE

    Anyangwe, Xavier

    2017-01-01

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

  4. Capital Flight and Transfer from Resource-Rich Developing Countries

    OpenAIRE

    Demachi, Kazue

    2013-01-01

    This paper analyzes the influence of international resource price movements on capital outflows from resource-rich developing countries (RRDCs) by distinguishing capital flight and capital transfers. The volume of capital flight and transfers are calculated and their determinants are analyzed using macro-panel data constituting 21 resource-rich developing countries from 1990 to 2011. Through the regression analysis, the linkage between capital flight and resource revenue as well as that betwe...

  5. Summary of the 3rd workshop on human resources development (HRD) in FNCA. FY2001

    International Nuclear Information System (INIS)

    2002-07-01

    The Human Resources Development (HRD) Project was added in 1999 to the Cooperation Activities of 'the Forum for Nuclear Cooperation in Asia (FNCA)' which is organized by AEC of Japan. The HRD Project supports to solidify the foundation of nuclear development utilization in Asia by promoting human resources development in Asian countries. The principal activity of the HRD Project is to hold the Workshop on Human Resources Development in the Nuclear Field in Asia once a year. The objective of the Workshop is to clarify problems and needs of the human resources development of each country and to support mutually by exchanging information etc. The report consists of the summary of the 3rd Workshop on Human Resources Development in the Nuclear Field in Asia held on October 29 - November 1, 2001 at the Nuclear Training Center of the Korea Atomic Energy Research Institute in Daejeon, Korea. (author)

  6. 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.

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

    International Nuclear Information System (INIS)

    Nakamura, Yo; Noro, Naoko

    2014-01-01

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

  8. 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.

  9. The 2001 activities and the 3rd workshop of the human resources development project in FNCA

    International Nuclear Information System (INIS)

    2002-07-01

    In 1999, the Project for Human Resources Development (HRD) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project are two kinds of activity; In-workshop activity and Outside-of-workshop activity. The 3rd Workshop on Human Resources Development in the Nuclear Field was held on October 29 to November 1, at the Nuclear Training Center of KAERI. Participating countries were China, Indonesia, Republic of Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam. The secretariat for the Human Resources Development Project is provided by the Nuclear Training Center of the Korea Atomic Energy Research Institute and the Nuclear Technology and Education Center of the Japan Atomic Energy Research Institute. This report consists of presentation papers and materials at the Workshop as In-Workshop Activity, a document of project review on Human Resources Development for the fourth Coordinators Meeting of FNCA at Tokyo on March, 2002, a letter of proposal from the Project Leader of Japan to the project leaders of the participating countries, and training materials of participating countries as Outside-Workshop Activity. (author)

  10. Sudan Country Profile - Human Resource Development (HRD) for the first Nuclear Power Program

    International Nuclear Information System (INIS)

    Yousif, Eltayeb H. Elneel

    2014-01-01

    Sudan has been decided to prepare a strategy plan for the first nuclear power plant for various reasons like production electricity and increase the national industries besides the capabilities to do the scientific and research activities. Sudan has been started to establish and develop a master plan for the human resource development and makes a comprehensive realistic assessment about the organizational, educational and industrial capabilities and determines the requirements for developing the quality and quantity of human resources needed. The national nuclear regulatory authority has been started to update all legislation and regulations and also reviews and evaluates the international agreements and conventions related to the nuclear energy. In this profile we used the methodology of the international atomic energy agency to assess and evaluate the capacity building in Sudan. The expected outcomes from this profile are identified the gaps regarding the strengthening the national infrastructure and nuclear regulatory framework and issuing regulations to met the requirements for safety and security of the nuclear power plant. The availability of the human resources skills are important for effectively monitors the activities of the companies and facilities involved in nuclear power plant. The new nuclear law and the new national policy of the nuclear program are now under the process of approval.(author)

  11. Employee reactions to human resource management and performance in a developing country

    NARCIS (Netherlands)

    Karsten, Luchien; Ghebregiorgis, F.

    2007-01-01

    Purpose - This paper seeks to examine employee reactions to human resource management (HRM) and performance. It placed employees on a centre stage in analysing HRM to provide theoretical insights. Design/methodology/approach - To explore the theme, a survey of 252 employees drawn from eight

  12. Ruminant production systems in developing countries: Resource utilization

    International Nuclear Information System (INIS)

    Devendra, C.

    1989-01-01

    Ruminant production systems are discussed with specific reference to the resource utilization required to support them. Particular focus is placed on the main production resources (animals and feeds) and their underutilization. The ruminant animals include buffaloes, cattle, goats, sheep and camels. With the exception of cattle and sheep, their numbers in developing countries account for between 94 and 100% of total world population. Their biological attributes, including inherent characteristics, feeding behaviour and metabolism, are summarized. The extent and availability of feed resources are considered; resources include permanent pastures, crop residues, agroindustrial by-products and non-conventional feeds. The prevailing ruminant production systems are classified into three main categories: extensive systems, systems incorporating arable cropping (roadside, communal and arable grazing systems; tethering and cut-and-carry feeding), and systems integrated with tree cropping. Their genesis and endurance with patterns of crop production and farming systems are discussed. Integrated systems, involving animals and tree crops, are potentially important. Prevailing ruminant production systems are unlikely to change in the foreseeable future, unless there are major shifts in resource use and the proposed new systems are demonstrably superior. Factors likely to influence future ruminant production systems are market requirements, available feed resources and growth in human populations. Two associated strategies for improvement are proposed: increased priority to buffaloes, goats, sheep and camels, consistent with their potential contribution to meat, milk and fibre supplies and draught power; and more complete utilization of the available feed ingredients and increased feed supplies

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

    African Journals Online (AJOL)

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

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

    International Nuclear Information System (INIS)

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

    2008-01-01

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

  15. Defense Human Resources Activity > PERSEREC

    Science.gov (United States)

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

  16. ECONOMICS OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    IOANA - JULIETA JOSAN

    2011-04-01

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

  17. Pediatric Sepsis Guidelines: Summary for resource-limited countries

    Science.gov (United States)

    Khilnani, Praveen; Singhi, Sunit; Lodha, Rakesh; Santhanam, Indumathi; Sachdev, Anil; Chugh, Krishan; Jaishree, M.; Ranjit, Suchitra; Ramachandran, Bala; Ali, Uma; Udani, Soonu; Uttam, Rajiv; Deopujari, Satish

    2010-01-01

    Justification: Pediatric sepsis is a commonly encountered global issue. Existing guidelines for sepsis seem to be applicable to the developed countries, and only few articles are published regarding application of these guidelines in the developing countries, especially in resource-limited countries such as India and Africa. Process: An expert representative panel drawn from all over India, under aegis of Intensive Care Chapter of Indian Academy of Pediatrics (IAP) met to discuss and draw guidelines for clinical practice and feasibility of delivery of care in the early hours in pediatric patient with sepsis, keeping in view unique patient population and limited availability of equipment and resources. Discussion included issues such as sepsis definitions, rapid cardiopulmonary assessment, feasibility of early aggressive fluid therapy, inotropic support, corticosteriod therapy, early endotracheal intubation and use of positive end expiratory pressure/mechanical ventilation, initial empirical antibiotic therapy, glycemic control, and role of immunoglobulin, blood, and blood products. Objective: To achieve a reasonable evidence-based consensus on the basis of published literature and expert opinion to formulating clinical practice guidelines applicable to resource-limited countries such as India. Recommendations: Pediatric sepsis guidelines are presented in text and flow chart format keeping resource limitations in mind for countries such as India and Africa. Levels of evidence are indicated wherever applicable. It is anticipated that once the guidelines are used and outcomes data evaluated, further modifications will be necessary. It is planned to periodically review and revise these guidelines every 3–5 years as new body of evidence accumulates. PMID:20606908

  18. Human Resource Management and Human Resource Development: Evolution and Contributions

    Science.gov (United States)

    Richman, Nicole

    2015-01-01

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

  19. Respiratory health in Latin America: number of specialists and human resources training.

    Science.gov (United States)

    Vázquez-García, Juan-Carlos; Salas-Hernández, Jorge; Pérez Padilla, Rogelio; Montes de Oca, María

    2014-01-01

    Latin America is made up of a number of developing countries. Demographic changes are occurring in the close to 600 million inhabitants, in whom a significant growth in population is combined with the progressive ageing of the population. This part of the world poses great challenges for general and respiratory health. Most of the countries have significant, or even greater, rates of chronic respiratory diseases or exposure to risk. Human resources in healthcare are not readily available, particularly in the area of respiratory disease specialists. Academic training centers are few and even non-existent in the majority of the countries. The detailed analysis of these conditions provides a basis for reflection on the main challenges and proposals for the management and training of better human resources in this specialist area. Copyright © 2013 SEPAR. Published by Elsevier Espana. All rights reserved.

  20. Assessment of human resources for health programme implementation in 15 Latin American and Caribbean countries.

    Science.gov (United States)

    Dal Poz, Mario Roberto; Sepulveda, Hernan Rodrigo; Costa Couto, Maria Helena; Godue, Charles; Padilla, Monica; Cameron, Rick; Vidaurre Franco, Thais de Andrade

    2015-04-28

    The health systems in the Americas region are characterized by fragmentation and segmentation, which constitute an important barrier to expanding coverage, achieving integrated primary health care, and reducing inefficiency and discontinuity of care. An assessment of the human resources for health (HRH) programmes that have been implemented at the country level was developed as part of the measurement of the 20 HRH regional goals for 2007-2015, adopted in 2007 by the Pan American Sanitary Conference (CSPA). The exercise was a combination of academic research and the development/application of an advocacy tool involving policy makers and stakeholders to influence the decision-making in the development, implementation, or change of HRH programmes while building evidence through a structured approach based on qualitative and quantitative information and the exchange and dissemination of best practices. This paper covers the methodological challenges, as well as a summary of the main findings of the study, which included 15 countries: Belize, Costa Rica, El Salvador, Guatemala, Honduras, Nicaragua and Panama in the Central America, Dominican Republic in the Caribbean, Chile, Colombia, Ecuador and Peru in the Andean sub region, and Argentina, Paraguay, and Uruguay in the South Cone. Despite the different contexts, the results showed that the programmes evaluated faced common challenges, such as lack of political support and financial unsustainability. The evaluation process allowed the exchange and dissemination of practices, interventions, and programmes currently running in the region. A shared lesson was the importance of careful planning of the implementation of programmes and interventions. The similarities in the problems and challenges of HRH among the participating countries highlighted the need for a cooperation programme on the evaluation and assessment of implementation strategies in the Americas region.

  1. Reflections on the ethics of recruiting foreign-trained human resources for health

    Directory of Open Access Journals (Sweden)

    Labonté Ronald

    2011-01-01

    Full Text Available Abstract Background Developed countries' gains in health human resources (HHR from developing countries with significantly lower ratios of health workers have raised questions about the ethics or fairness of recruitment from such countries. By attracting and/or facilitating migration for foreign-trained HHR, notably those from poorer, less well-resourced nations, recruitment practices and policies may be compromising the ability of developing countries to meet the health care needs of their own populations. Little is known, however, about actual recruitment practices. In this study we focus on Canada (a country with a long reliance on internationally trained HHR and recruiters working for Canadian health authorities. Methods We conducted interviews with health human resources recruiters employed by Canadian health authorities to describe their recruitment practices and perspectives and to determine whether and how they reflect ethical considerations. Results and discussion We describe the methods that recruiters used to recruit foreign-trained health professionals and the systemic challenges and policies that form the working context for recruiters and recruits. HHR recruiters' reflections on the global flow of health workers from poorer to richer countries mirror much of the content of global-level discourse with regard to HHR recruitment. A predominant market discourse related to shortages of HHR outweighed discussions of human rights and ethical approaches to recruitment policy and action that consider global health impacts. Conclusions We suggest that the concept of corporate social responsibility may provide a useful approach at the local organizational level for developing policies on ethical recruitment. Such local policies and subsequent practices may inform public debate on the health equity implications of the HHR flows from poorer to richer countries inherent in the global health worker labour market, which in turn could influence

  2. Reflections on the ethics of recruiting foreign-trained human resources for health.

    Science.gov (United States)

    Runnels, Vivien; Labonté, Ronald; Packer, Corinne

    2011-01-20

    Developed countries' gains in health human resources (HHR) from developing countries with significantly lower ratios of health workers have raised questions about the ethics or fairness of recruitment from such countries. By attracting and/or facilitating migration for foreign-trained HHR, notably those from poorer, less well-resourced nations, recruitment practices and policies may be compromising the ability of developing countries to meet the health care needs of their own populations. Little is known, however, about actual recruitment practices. In this study we focus on Canada (a country with a long reliance on internationally trained HHR) and recruiters working for Canadian health authorities. We conducted interviews with health human resources recruiters employed by Canadian health authorities to describe their recruitment practices and perspectives and to determine whether and how they reflect ethical considerations. We describe the methods that recruiters used to recruit foreign-trained health professionals and the systemic challenges and policies that form the working context for recruiters and recruits. HHR recruiters' reflections on the global flow of health workers from poorer to richer countries mirror much of the content of global-level discourse with regard to HHR recruitment. A predominant market discourse related to shortages of HHR outweighed discussions of human rights and ethical approaches to recruitment policy and action that consider global health impacts. We suggest that the concept of corporate social responsibility may provide a useful approach at the local organizational level for developing policies on ethical recruitment. Such local policies and subsequent practices may inform public debate on the health equity implications of the HHR flows from poorer to richer countries inherent in the global health worker labour market, which in turn could influence political choices at all government and health system levels.

  3. Human Resource Development for Introducing and Expanding Nuclear Power Programmes. Summary of an International Conference

    International Nuclear Information System (INIS)

    2012-01-01

    Currently, the world is witnessing a resurgence of interest in nuclear power. More than fifty Member States, with support from the IAEA, are considering the introduction of nuclear power, and human resource development is one of the crucial areas in terms of requests for support. The need for human resources in the nuclear sector is not only experienced by countries embarking on new nuclear power programmes, but also by countries with existing programmes that are considering expansion, as many current professionals are approaching retirement age and the number of newly trained staff is generally not sufficient to meet the potential demand. The IAEA conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes was held from 14 to 18 March 2010 in Abu Dhabi, hosted by the Government of the United Arab Emirates. This conference was organized to address work force issues faced by countries which are embarking on new nuclear power programmes, expanding current programmes or planning to supply nuclear technology to other countries. The situation is different for each country; some need to develop their own local expertise, while others need to scale up existing educational and training programmes to increase the number of professionals. The purpose of this conference was to bring together Member States to help formulate country specific policies on human resource development, education, training and knowledge management to help support each country's nuclear power programme. In addition, the IAEA can facilitate better use of other educational opportunities, including research reactors and development of training facilities. These proceedings highlight the key findings and recommendations of the meeting and the conclusions of the chairperson. All papers presented and discussed during the meeting are included on the attached CD-ROM. To access the papers, click on 'Index' on the CD-ROM.

  4. Human Resource Development for Introducing and Expanding Nuclear Power Programmes. Summary of an International Conference

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2012-10-15

    Currently, the world is witnessing a resurgence of interest in nuclear power. More than fifty Member States, with support from the IAEA, are considering the introduction of nuclear power, and human resource development is one of the crucial areas in terms of requests for support. The need for human resources in the nuclear sector is not only experienced by countries embarking on new nuclear power programmes, but also by countries with existing programmes that are considering expansion, as many current professionals are approaching retirement age and the number of newly trained staff is generally not sufficient to meet the potential demand. The IAEA conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes was held from 14 to 18 March 2010 in Abu Dhabi, hosted by the Government of the United Arab Emirates. This conference was organized to address work force issues faced by countries which are embarking on new nuclear power programmes, expanding current programmes or planning to supply nuclear technology to other countries. The situation is different for each country; some need to develop their own local expertise, while others need to scale up existing educational and training programmes to increase the number of professionals. The purpose of this conference was to bring together Member States to help formulate country specific policies on human resource development, education, training and knowledge management to help support each country's nuclear power programme. In addition, the IAEA can facilitate better use of other educational opportunities, including research reactors and development of training facilities. These proceedings highlight the key findings and recommendations of the meeting and the conclusions of the chairperson. All papers presented and discussed during the meeting are included on the attached CD-ROM. To access the papers, click on 'Index' on the CD-ROM.

  5. GROWTH PERFORMANCE OF MENA AND AFRICAN COUNTRIES: IMPACTS OF THE VARIATIONS IN LAND AND NATURAL RESOURCE OWNERSHIP

    Directory of Open Access Journals (Sweden)

    Ece H. Guleryuz

    2017-12-01

    Full Text Available This paper examines the primary determinants of the contemporary economic growth performance in MENA and African countries using a panel data estimation and random effects model during the period 1996-2014 for 24 countries. It is hypothesized that the variation in natural resources rents, initial human capital stock, and initial inequality in land ownership have significant impacts on contemporary economic growth rates in different countries. Furthermore, various political economy factors are controlled for in order to measure the effect of institutional quality. The estimation results show that the natural resources rents, initial inequality in land ownership, initial income, and government effectiveness influence GDP per capita growth rates with a statistical significance.

  6. Infection control practice in countries with limited resources.

    NARCIS (Netherlands)

    Alp, E.; Leblebicioglu, H.; Doganay, M.; Voss, A.

    2011-01-01

    Nosocomial infections and their control are a world-wide challenge. The prevalence of nosocomial infections is generally higher in developing countries with limited resources than industrialized countries. In this paper we aimed to further explain the differences with regard to infection control

  7. Nuclear Human Resources Development Program using Educational Core Simulator

    International Nuclear Information System (INIS)

    Choi, Yu Sun; Hong, Soon Kwan

    2015-01-01

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

  8. 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.

  9. Human resource management and performance in a developing country : the case of Eritrea

    NARCIS (Netherlands)

    Karsten, Luchien; Ghebregiorgis, F.

    This study investigates the relationship between human resource management (HRM) practices and organizational performance. Results based on a sample of 82 organizations from private and public sectors in Eritrea indicate that some of the practices have a significant impact on employee turnover,

  10. Functioning and disability in people living with spinal cord injury in high- and low-resourced countries: a comparative analysis of 14 countries.

    Science.gov (United States)

    Reinhardt, Jan D; Mansmann, Ulrich; Fellinghauer, Bernd A G; Strobl, Ralf; Grill, Eva; von Elm, Erik; Stucki, Gerold

    2011-06-01

    We examined whether persons with spinal cord injury (SCI) from countries with differential resources and resource distribution differ in the level and structure of functioning and disability. We analysed cross-sectional data of 1,048 persons with SCI from 14 countries based on the International Classification of Functioning, Disability and Health (ICF). We used penalized logistic regression to identify ICF categories distinguishing lower- and higher-resourced countries. Hierarchical linear models were employed to predict the number of problems in functioning. The association structure of ICF categories was compared between higher- and lower-resourced countries using graphical models. A total of 96 ICF categories separated lower- and higher-resourced countries. Differences were not univocal. Lower resources and unequal distribution were predictive of more functional problems in persons with higher age or tetraplegia. In the graphical models, few associations between ICF categories persisted across countries. Higher-resourced countries do not score higher in all ICF categories. Countries' economic resources and their distribution are significant predictors of disability in vulnerable groups such as tetraplegics and the elderly. Functioning is multi-dimensional and structures of association suggest that country-specific pathways towards disability exist.

  11. Human Resource Construction

    Institute of Scientific and Technical Information of China (English)

    2015-01-01

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

  12. How to Improve Small and Medium-Sized Enterprises Profitability by Practicing an Efficient Human Resources Management

    Directory of Open Access Journals (Sweden)

    Antonio GARCÍA SÁNCHEZ

    2011-01-01

    Full Text Available In The European Union’s country members, small and medium-sized enterprises (SMEs play an essential role in economic life, having special features that make adaptation process to the contemporary economy easier. Small and medium sized enterprises (SMEs are the most dynamic and vital factor of progress in the contemporary society, main generator of economic performance and substance in any country, employment opportunity provider for most of population, major contributor to the national budget, and engine to improve the living standard of the population. SMEs represent 99% from all enterprises, drawing up the main human resources aglomeration. In the contemporary economic context, SMEs should act as learning entities, by developing the most important resources they own: the human resources. Human resource development (HRD has gained a permanent role within SMEs, agencies and nations, increasingly not only as an academic discipline, but as a central theme in development area. Being a combination of training and education, in a broad context of adequate human resource policies, HRD ensures the continual improvement and growth of both individual and organization.

  13. Competition and Constraint : Economic Globalization and Human Resource Practices in 23 European Countries

    NARCIS (Netherlands)

    Koster, Ferry; Wittek, Rafael

    2016-01-01

    Economic globalization is often considered to be one of the main causes of recent changes in the workplace and the way in which organizations manage their human resources. Nevertheless, an empirical study putting this claim to the test by relating the internationalization of the economy to the use

  14. A summary of the 2nd workshop on Human Resources Development (HRD) in the nuclear field in Asia. FY2000

    International Nuclear Information System (INIS)

    2001-06-01

    The Human Resources Development (HRD) Project was added in 1999 as a Cooperation Activity of 'the Forum for Nuclear Cooperation in Asia (FNCA)' which is organized by Nuclear Committee. The HRD Project supports to solidify the foundation of nuclear development utilization in Asia by promoting human resources development in Asian countries. The principal activity of the HRD Project is to hold the Workshop on Human Resources Development in the Nuclear Field in Asia once a year. The objective of the Workshop is to clarify problems and needs of the human resources development of each country and to support it mutually by exchanging information etc. The report consists of a summary of the 2nd Workshop on Human Resources Development in the Nuclear Field in Asia held on November 27 and 28, 2000 at Tokai Research Establishment of JAERI. (author)

  15. A summary of the 2nd workshop on Human Resources Development (HRD) in the nuclear field in Asia. FY2000

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2001-06-01

    The Human Resources Development (HRD) Project was added in 1999 as a Cooperation Activity of 'the Forum for Nuclear Cooperation in Asia (FNCA)' which is organized by Nuclear Committee. The HRD Project supports to solidify the foundation of nuclear development utilization in Asia by promoting human resources development in Asian countries. The principal activity of the HRD Project is to hold the Workshop on Human Resources Development in the Nuclear Field in Asia once a year. The objective of the Workshop is to clarify problems and needs of the human resources development of each country and to support it mutually by exchanging information etc. The report consists of a summary of the 2nd Workshop on Human Resources Development in the Nuclear Field in Asia held on November 27 and 28, 2000 at Tokai Research Establishment of JAERI. (author)

  16. 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.

  17. Preparation of human resources for future nuclear energy using FBNR as the instrument of learning

    International Nuclear Information System (INIS)

    Sefidvash, Farhang; Espinoza, Patricio; Guerrero, Victor Hugo

    2015-01-01

    An increasing number of developing countries are showing interest to become the emerging countries to nuclear energy. Most of these countries lack human resources and adequate infrastructures to enter such a venture. The principle objective of activities of FBNR Group is to train human resources for the countries that at the present lack the necessary conditions, but aim at the future clean and safe nuclear energy through the fourth generation and INPRO compatible nuclear reactors. The preparation for the future nuclear energy is done through development of innovative nuclear reactor that meets the INPRO philosophies and criteria. These countries may or may not have decided as yet to utilize nuclear energy, but are interested to gain a strong educational foundation for their future. The research and development of a small innovative nuclear reactor FBNR is used as the instrument for learning. The young scientists will learn how to be innovative with the vision of INPRO philosophy and criteria.

  18. Preparation of human resources for future nuclear energy using FBNR as the instrument of learning

    Energy Technology Data Exchange (ETDEWEB)

    Sefidvash, Farhang; Espinoza, Patricio; Guerrero, Victor Hugo [Escuela Politecnica Nacional (EPN), Quito (Ecuador); and others

    2015-11-15

    An increasing number of developing countries are showing interest to become the emerging countries to nuclear energy. Most of these countries lack human resources and adequate infrastructures to enter such a venture. The principle objective of activities of FBNR Group is to train human resources for the countries that at the present lack the necessary conditions, but aim at the future clean and safe nuclear energy through the fourth generation and INPRO compatible nuclear reactors. The preparation for the future nuclear energy is done through development of innovative nuclear reactor that meets the INPRO philosophies and criteria. These countries may or may not have decided as yet to utilize nuclear energy, but are interested to gain a strong educational foundation for their future. The research and development of a small innovative nuclear reactor FBNR is used as the instrument for learning. The young scientists will learn how to be innovative with the vision of INPRO philosophy and criteria.

  19. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

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

  20. 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

  1. Human factors that derail extension services delivery in developing countries: implications for policy

    Directory of Open Access Journals (Sweden)

    E.N. Ajani

    2012-12-01

    Full Text Available The paper examines human factors derailing extension services delivery in developing countries. Poor management of rewards and incentives; quality of work life; poor assessment system; limited quality of human resource; inadequate extension support training materials; inconsistencies of government programmes; inadequate staff training and poor extension programme evaluation were viewed as major constraints. Considering the role of extension to agricultural development, the paper recommends that efforts should be made by the various stakeholders in agricultural extension services to improve the capability of human resources involved in extension services and highlights the need for government agricultural programmes to be consistent to enable the beneficiaries of such programmes derive the benefits that will boost productivity in agriculture.

  2. Study of health human resource migration in India

    Directory of Open Access Journals (Sweden)

    Panneer Sigamani

    2015-01-01

    Full Text Available Background Human Resource for Health (HRH migration is an emerging concern in the development paradigm due to the critical importance to sustainability of health system in India. Being the largest human resource supplier to the world, it is important to analyze the consequences of the migration of HRH in the delivery of healthcare services to the country’s population. The study evidences limited to examine the size, distribution of the existing human resources or trends or patterns in migration. The consequences of migration have its implications to the healthcare delivery mechanism which needed to be critically analyzed. Review Methodology The methodology adopted in the paper is descriptive design. The critical review used to evaluate the existing evidence and to develop conceptual framework. The process involved the setting of the inclusion and exclusion criteria to select the articles. It included wide range of articles from the world development reports to specific studies oriented on the HRH scenario of the country. The search strategy comprised both form of studies qualitative and quantitative. The study utilizes the official data set published as report form. Main Findings The data on the migration in context of India, not systematically updated in the existing evidences. The availability of data on migration limits to few reports i.e.(World Health Organization WHO’s Joint Learning Initiatives and studies which combines census data of Organization for Economic Cooperation and Development (OECD and results in the number of foreign born health professionals. 1. A major proportion of the research studies reviewed describes the disparity in distribution of HRH between rural-urban and public-private. Few researches focused towards the policy environment of the source and destination country for the migration. 2. There is pool of literature explaining the factors of migration but it margins when to analyze the significant implications to

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

    African Journals Online (AJOL)

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

  4. Human resource development – A key factor for the sustainable development of Albania

    Directory of Open Access Journals (Sweden)

    Perlat Lame

    2004-01-01

    Full Text Available This article deals with the current situation of labor resources in Albania and its trends from the viewpoint of their contributions to the overall country progress. A real partnership between business and public institutions, the efforts to formalize the economy, to promote discipline and better application of international standards are considered key issues for the future country developments. The effective management of human resources and coordination could not be reached without profound structural and economic reforms, without free entrepreneurship initiative encouragement, and without mutual confidence between the employers and the employees.

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

    Science.gov (United States)

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

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

  6. HUMAN RESOURCES MANAGEMENT IN ADVERTISING AGENCY

    Directory of Open Access Journals (Sweden)

    Cristina LEOVARIDIS

    2009-01-01

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

  7. Human resource management in international organizations

    Directory of Open Access Journals (Sweden)

    Sonja Treven

    2001-01-01

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

  8. Strategic Management of Human Resources

    Directory of Open Access Journals (Sweden)

    Madlena Nen

    2014-05-01

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

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

    Directory of Open Access Journals (Sweden)

    Dussault Gilles

    2003-04-01

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

  10. Use of Validation by Enterprises for Human Resource and Career Development Purposes. Cedefop Reference Series No 96

    Science.gov (United States)

    Cedefop - European Centre for the Development of Vocational Training, 2014

    2014-01-01

    European enterprises give high priority to assessing skills and competences, seeing this as crucial for recruitment and human resource management. Based on a survey of 400 enterprises, 20 in-depth case studies and interviews with human resource experts in 10 countries, this report analyses the main purposes of competence assessment, the standards…

  11. 'Now I am free' - education and human resource development in Eritrea : contradictions in the lives of Eritrean women in higher education

    NARCIS (Netherlands)

    Müller, T.R.

    2004-01-01

    Human resource development as an objective of education policy in developing countries is increasingly narrowed down to its human capital component. In Eritrea, the objective of a highly centralized human resource development strategy is to produce human capital for the advancement of the nation.

  12. The provision of Primary Health Care in two rural districts of the Eastern Cape Province with particular reference to human resources and accessibility

    Directory of Open Access Journals (Sweden)

    M. Thipanyana

    1998-09-01

    Full Text Available The provision of Primary Health Care Services (PHC is still a problem in developing countries like South Africa. In other countries, one finds enough human resources whilst in other countries there may be enough material resources. A both qualitative and quantitative research was conducted at Mqanduli and part of the Eastern Elliotdale districts in the Eastern Cape Province with the aim of investigating the provision of Primary health Care Services, reference was made to the availability of human resources and accessibility of PHC services.

  13. Building local human resources to implement SLMTA with limited donor funding: The Ghana experience.

    Science.gov (United States)

    Nkrumah, Bernard; van der Puije, Beatrice; Bekoe, Veronica; Adukpo, Rowland; Kotey, Nii A; Yao, Katy; Fonjungo, Peter N; Luman, Elizabeth T; Duh, Samuel; Njukeng, Patrick A; Addo, Nii A; Khan, Fazle N; Woodfill, Celia J I

    2014-11-03

    In 2009, Ghana adopted the Strengthening Laboratory Management Toward Accreditation (SLMTA) programme in order to improve laboratory quality. The programme was implemented successfully with limited donor funding and local human resources. To demonstrate how Ghana, which received very limited PEPFAR funding, was able to achieve marked quality improvement using local human resources. Local partners led the SLMTA implementation and local mentors were embedded in each laboratory. An in-country training-of-trainers workshop was conducted in order to increase the pool of local SLMTA implementers. Three laboratory cohorts were enrolled in SLMTA in 2011, 2012 and 2013. Participants from each cohort attended in a series of three workshops interspersed with improvement projects and mentorship. Supplemental training on internal audit was provided. Baseline, exit and follow-up audits were conducted using the Stepwise Laboratory Quality Improvement Process Towards Accreditation (SLIPTA) checklist. In November 2013, four laboratories underwent official SLIPTA audits by the African Society for Laboratory Medicine (ASLM). The local SLMTA team successfully implemented three cohorts of SLMTA in 15 laboratories. Seven out of the nine laboratories that underwent follow-up audits have reached at least one star. Three out of the four laboratories that underwent official ASLM audits were awarded four stars. Patient satisfaction increased from 25% to 70% and sample rejection rates decreased from 32% to 10%. On average, $40 000 was spent per laboratory to cover mentors' salaries, SLMTA training and improvement project support. Building in-country capacity through local partners is a sustainable model for improving service quality in resource-constrained countries such as Ghana. Such models promote country ownership, capacity building and the use of local human resources for the expansion of SLMTA.

  14. Networking and cultural differences in Human Resource Management: The Case of Kazakhstan

    OpenAIRE

    Altynbekov, Mardan

    2014-01-01

    The new emerging markets are becoming significant players in global market in recent decade. This study follows current pace in employing institutional theory to explore the specific pressures and factors makes networking essential in Human Resource Management in different countries. The study is a detailed qualitative analysis of networking and cultural differences in Kazakhstan, a country with very different value and government structure. Contrary to simplistic expectations, Kazakhstan sho...

  15. 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...

  16. Beyond Wage Bill Ceilings : The Impact of Government Fiscal and Human Resource Management Policies on the Health Workforce in Developing Countries, Background Country Study for Rwanda

    OpenAIRE

    World Bank

    2008-01-01

    One of the main explanations put forth on why access to health workers is so low in developing countries is that there are insufficient resources within the public sector to pay the wage bill - the salary and allowance payments - of an expanded health workforce. In turn, the lack of wage bill resources for the health sector is thought to be a direct result of restrictive macroeconomic poli...

  17. Understanding the impacts of medical tourism on health human resources in Barbados: a prospective, qualitative study of stakeholder perceptions

    Science.gov (United States)

    2013-01-01

    Background Medical tourism is a global health practice where patients travel internationally with the intention of receiving medical services. A range of low, middle, and high income countries are encouraging investment in the medical tourism sector, including countries in the Caribbean targeting patients in North America and Europe. While medical tourism has the potential to provide economic and employment opportunities in destination countries, there are concerns that it could encourage the movement of health workers from the public to private health sector. Methods We present findings from 19 semi-structured interviews with stakeholders across the public health care, private health care, government, allied business, and civil society sectors. These interviews were conducted in-person in Barbados and via phone. The interview transcripts were coded and a thematic analysis developed. Results Three themes were identified: 1) Stakeholder perceptions of the patterns and plans for health human resource usage by current and planned medical tourism facilities in Barbados. We found that while health human resource usage in the medical tourism sector has been limited, it is likely to grow in the future; 2) Anticipated positive impacts of medical tourism on health human resources and access to care in the public system. These benefits included improved quality control, training opportunities, and health worker retention; and 3) Anticipated negative impacts of medical tourism on health human resources and access to care in the public system. These impacts included longer wait times for care and a shift in planning priorities driven by the medical tourism sector. Conclusions Stakeholders interviewed who were connected to medical tourism expansion or the tourism sector took a generally positive view of the likely impacts of medical tourism on health human resources in Barbados. However, stakeholders associated with the public health system and health equity expressed concern

  18. Understanding the impacts of medical tourism on health human resources in Barbados: a prospective, qualitative study of stakeholder perceptions.

    Science.gov (United States)

    Snyder, Jeremy; Crooks, Valorie A; Turner, Leigh; Johnston, Rory

    2013-01-05

    Medical tourism is a global health practice where patients travel internationally with the intention of receiving medical services. A range of low, middle, and high income countries are encouraging investment in the medical tourism sector, including countries in the Caribbean targeting patients in North America and Europe. While medical tourism has the potential to provide economic and employment opportunities in destination countries, there are concerns that it could encourage the movement of health workers from the public to private health sector. We present findings from 19 semi-structured interviews with stakeholders across the public health care, private health care, government, allied business, and civil society sectors. These interviews were conducted in-person in Barbados and via phone. The interview transcripts were coded and a thematic analysis developed. Three themes were identified: 1) Stakeholder perceptions of the patterns and plans for health human resource usage by current and planned medical tourism facilities in Barbados. We found that while health human resource usage in the medical tourism sector has been limited, it is likely to grow in the future; 2) Anticipated positive impacts of medical tourism on health human resources and access to care in the public system. These benefits included improved quality control, training opportunities, and health worker retention; and 3) Anticipated negative impacts of medical tourism on health human resources and access to care in the public system. These impacts included longer wait times for care and a shift in planning priorities driven by the medical tourism sector. Stakeholders interviewed who were connected to medical tourism expansion or the tourism sector took a generally positive view of the likely impacts of medical tourism on health human resources in Barbados. However, stakeholders associated with the public health system and health equity expressed concern that medical tourism may spread

  19. Analysing inter-relationships among water, governance, human development variables in developing countries

    Science.gov (United States)

    Dondeynaz, C.; Carmona Moreno, C.; Céspedes Lorente, J. J.

    2012-10-01

    The "Integrated Water Resources Management" principle was formally laid down at the International Conference on Water and Sustainable development in Dublin 1992. One of the main results of this conference is that improving Water and Sanitation Services (WSS), being a complex and interdisciplinary issue, passes through collaboration and coordination of different sectors (environment, health, economic activities, governance, and international cooperation). These sectors influence or are influenced by the access to WSS. The understanding of these interrelations appears as crucial for decision makers in the water sector. In this framework, the Joint Research Centre (JRC) of the European Commission (EC) has developed a new database (WatSan4Dev database) containing 42 indicators (called variables in this paper) from environmental, socio-economic, governance and financial aid flows data in developing countries. This paper describes the development of the WatSan4Dev dataset, the statistical processes needed to improve the data quality, and finally, the analysis to verify the database coherence is presented. Based on 25 relevant variables, the relationships between variables are described and organised into five factors (HDP - Human Development against Poverty, AP - Human Activity Pressure on water resources, WR - Water Resources, ODA - Official Development Aid, CEC - Country Environmental Concern). Linear regression methods are used to identify key variables having influence on water supply and sanitation. First analysis indicates that the informal urbanisation development is an important factor negatively influencing the percentage of the population having access to WSS. Health, and in particular children's health, benefits from the improvement of WSS. Irrigation is also enhancing Water Supply service thanks to multi-purpose infrastructure. Five country profiles are also created to deeper understand and synthetize the amount of information gathered. This new

  20. Analysing inter-relationships among water, governance, human development variables in developing countries

    Directory of Open Access Journals (Sweden)

    C. Dondeynaz

    2012-10-01

    Full Text Available The "Integrated Water Resources Management" principle was formally laid down at the International Conference on Water and Sustainable development in Dublin 1992. One of the main results of this conference is that improving Water and Sanitation Services (WSS, being a complex and interdisciplinary issue, passes through collaboration and coordination of different sectors (environment, health, economic activities, governance, and international cooperation. These sectors influence or are influenced by the access to WSS. The understanding of these interrelations appears as crucial for decision makers in the water sector. In this framework, the Joint Research Centre (JRC of the European Commission (EC has developed a new database (WatSan4Dev database containing 42 indicators (called variables in this paper from environmental, socio-economic, governance and financial aid flows data in developing countries. This paper describes the development of the WatSan4Dev dataset, the statistical processes needed to improve the data quality, and finally, the analysis to verify the database coherence is presented. Based on 25 relevant variables, the relationships between variables are described and organised into five factors (HDP – Human Development against Poverty, AP – Human Activity Pressure on water resources, WR – Water Resources, ODA – Official Development Aid, CEC – Country Environmental Concern. Linear regression methods are used to identify key variables having influence on water supply and sanitation. First analysis indicates that the informal urbanisation development is an important factor negatively influencing the percentage of the population having access to WSS. Health, and in particular children's health, benefits from the improvement of WSS. Irrigation is also enhancing Water Supply service thanks to multi-purpose infrastructure. Five country profiles are also created to deeper understand and synthetize the amount of information gathered

  1. Present status of uranium resource development in foreign countries, 1984

    International Nuclear Information System (INIS)

    1984-12-01

    The book of the same title as this one was published in 1983. Since then, the situation requiring the correction of the contents, such as the correction of uranium resource policy in various countries accompanying the change of uranium market condition and the change of uranium policy in Australia due to the political situation, has occurred, consequently, the revision has been made adding these new information. The confirmed resources of uranium and the resources of uranium to be added by estimation in the free world are tabulated. About each country, the organization and policy, the policy of exporting uranium and the present status of the export, the quantity of uranium resources, the production of uranium, the state of exploration and development and so on are reported. Japan has taken part in the development of uranium resources in Australia, Canada, Gabon, Zambia, Morocco, Guinea, Mali and so on. (Kako, I.)

  2. The Characteristics of Finding Employment abroad in Case of the Szeged Tourism Human Resources (Szeged, Hungary

    Directory of Open Access Journals (Sweden)

    Peter Mihaly

    2014-01-01

    Full Text Available Human work provided for tourists is an indispensible element and, in a sense, the very soul of tourism services, and its quality highly influences what image is formed of the travel. By today, the significance of qualified human resources in tourism has been more and more appreciated in Hungary, as one of the conditions of realising internationally competitive tourism is the presence and development of quality human resources. Language knowledge and professional knowledge can make employees more qualified and more in demand both abroad and in the Hungarian labour market. Based on international statistics, it can be stated that the main target countries of Hungarian employees are Germany, Great Britain and Austria. The majority of Hungarian employees in these countries find jobs in the catering sector. The present study was conducted in 2012 with the aim of surveying the target countries of finding employment in case of the Szeged human resources of tourism. 874 people working in the Szeged tourism sector were involved in the survey. The data of the participants were examined according to local touristic structure, age group and highest school qualifications. The survey included those as well who had qualifications in tourism and catering.

  3. Energy resources in Arab countries: an overview

    Energy Technology Data Exchange (ETDEWEB)

    Al-Lababidi, M. Mukhtar [Organization of Arab Petroleum Exporting Countries, Technical Affairs Dept., Safat (Kuwait)

    1999-12-01

    The author examines the energy resources of Middle East and North African countries under the headings: oil (proven reserves, undiscovered potential recovery, improved recovery techniques, production capacities), natural gas (reserves, undiscovered potential gas recovery), shale oil and tar sand, coal, uranium, hydro, wind energy, solar energy and biomass. (UK)

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

    OpenAIRE

    Hannah HERLEMANN

    2007-01-01

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

  5. Human-resource planning in the Venezuelan oil industry

    Energy Technology Data Exchange (ETDEWEB)

    Delgado, S J.V.

    1985-01-01

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

  6. Hydrologic modeling for water resource assessment in a developing country: the Rwanda case study

    Science.gov (United States)

    Steve McNulty; Erika Cohen Mack; Ge Sun; Peter Caldwell

    2016-01-01

    Accurate water resources assessment using hydrologic models can be a challenge anywhere, but particularly for developing countries with limited financial and technical resources. Developing countries could most benefit from the water resource planning capabilities that hydrologic models can provide, but these countries are least likely to have the data needed to run ...

  7. 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.

  8. Building local human resources to implement SLMTA with limited donor funding: The Ghana experience

    Directory of Open Access Journals (Sweden)

    Bernard Nkrumah

    2014-11-01

    Full Text Available Background: In 2009, Ghana adopted the Strengthening Laboratory Management Toward Accreditation (SLMTA programme in order to improve laboratory quality. The programme was implemented successfully with limited donor funding and local human resources. Objectives: To demonstrate how Ghana, which received very limited PEPFAR funding, was able to achieve marked quality improvement using local human resources. Method: Local partners led the SLMTA implementation and local mentors were embedded in each laboratory. An in-country training-of-trainers workshop was conducted in order to increase the pool of local SLMTA implementers. Three laboratory cohorts were enrolled in SLMTA in 2011, 2012 and 2013. Participants from each cohort attended in a series of three workshops interspersed with improvement projects and mentorship. Supplemental trainingon internal audit was provided. Baseline, exit and follow-up audits were conducted using the Stepwise Laboratory Quality Improvement Process Towards Accreditation (SLIPTA checklist. In November 2013, four laboratories underwent official SLIPTA audits by the African Society for Laboratory Medicine (ASLM. Results: The local SLMTA team successfully implemented three cohorts of SLMTA in 15 laboratories. Seven out of the nine laboratories that underwent follow-up audits have reached at least one star. Three out of the four laboratories that underwent official ASLM audits were awarded four stars. Patient satisfaction increased from 25% to 70% and sample rejection rates decreased from 32% to 10%. On average, $40 000 was spent per laboratory to cover mentors’salaries, SLMTA training and improvement project support. Conclusion: Building in-country capacity through local partners is a sustainable model for improving service quality in resource-constrained countries such as Ghana. Such modelspromote country ownership, capacity building and the use of local human resources for the expansion of SLMTA.

  9. Analysis of human resources for health strategies and policies in 5 countries in Sub-Saharan Africa, in response to GFATM and PEPFAR-funded HIV-activities.

    Science.gov (United States)

    Cailhol, Johann; Craveiro, Isabel; Madede, Tavares; Makoa, Elsie; Mathole, Thubelihle; Parsons, Ann Neo; Van Leemput, Luc; Biesma, Regien; Brugha, Ruairi; Chilundo, Baltazar; Lehmann, Uta; Dussault, Gilles; Van Damme, Wim; Sanders, David

    2013-10-25

    Global Health Initiatives (GHIs), aiming at reducing the impact of specific diseases such as Human Immunodeficiency Virus (HIV), have flourished since 2000. Amongst these, PEPFAR and GFATM have provided a substantial amount of funding to countries affected by HIV, predominantly for delivery of antiretroviral therapy (ARV) and prevention strategies. Since the need for additional human resources for health (HRH) was not initially considered by GHIs, countries, to allow ARV scale-up, implemented short-term HRH strategies, adapted to GHI-funding conditionality. Such strategies differed from one country to another and slowly evolved to long-term HRH policies. The processes and content of HRH policy shifts in 5 countries in Sub-Saharan Africa were examined. A multi-country study was conducted from 2007 to 2011 in 5 countries (Angola, Burundi, Lesotho, Mozambique and South Africa), to assess the impact of GHIs on the health system, using a mixed methods design. This paper focuses on the impact of GFATM and PEPFAR on HRH policies. Qualitative data consisted of semi-structured interviews undertaken at national and sub-national levels and analysis of secondary data from national reports. Data were analysed in order to extract countries' responses to HRH challenges posed by implementation of HIV-related activities. Common themes across the 5 countries were selected and compared in light of each country context. In all countries successful ARV roll-out was observed, despite HRH shortages. This was a result of mostly short-term emergency response by GHI-funded Non-Governmental Organizations (NGOs) and to a lesser extent by governments, consisting of using and increasing available HRH for HIV tasks. As challenges and limits of short-term HRH strategies were revealed and HIV became a chronic disease, the 5 countries slowly implemented mid to long-term HRH strategies, such as formalisation of pilot initiatives, increase in HRH production and mitigation of internal migration of HRH

  10. Simulating irrational human behavior to prevent resource depletion.

    Science.gov (United States)

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

    2015-01-01

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

  11. 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

  12. Disposition of Human Resource Development Structure in Manufacturing Firms in Malaysia

    OpenAIRE

    Haslinda Abdullah

    2009-01-01

    Problem statement: Human Resource Development (HRD) is rapidly gaining importance in manufacturing firms in Malaysia, as there are strong driving forces such as legal, financial and infrastructural support from the Government. This is because the Government believes that investment in human capital is key to the success of the countrys economy. However, this strategy may not be effective without the availability of a properly implemented HRD structure. Approach: The aim of this paper is to ex...

  13. 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.

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

    DEFF Research Database (Denmark)

    Gretzinger, Susanne; Lemke, Sarah; Matiaske, Wenzel

    2014-01-01

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

  15. Postgraduate and research programmes in Medicine and Public Health in Rwanda: an exciting experience about training of human resources for health in a limited resources country.

    Science.gov (United States)

    Kakoma, Jean Baptiste

    2016-01-01

    The area of Human Resources for Health (HRH) is the most critical challenge for the achievement of health related development goals in countries with limited resources. This is even exacerbated in a post conflict environment like Rwanda. The aim of this commentary is to report and share the genesis and outcomes of an exciting experience about training of qualified health workers in medicine and public health as well as setting - up of a research culture for the last nine years (2006 - 2014) in Rwanda. Many initiatives have been taken and concerned among others training of qualified health workers in medicine and public health. From 2006 to 2014, achievements were as follows: launching and organization of 8 Master of Medicine programmes (anesthesiology, family and community medicine, internal medicine, obstetrics & gynecology, otorhinolaryngology, pediatrics, psychiatry and surgery) and 4 Master programmes in public health (MPH, MSc Epidemiology, MSc Field Epidemiology & Laboratory Management, and Master in Hospital and Healthcare Administration); training to completion of more than 120 specialists in medicine, and 200 MPH, MSc Epidemiology, and MSc Field Epidemiology holders; revival of the Rwanda Medical Journal; organization of graduate research training (MPhil and PhD); 3 Master programmes in the pipeline (Global Health, Health Financing, and Supply Chain Management); partnerships with research institutions of great renown, which contributed to the reinforcement of the institutional research capacity and visibility towards excellence in leadership, accountability, and self sustainability. Even though there is still more to be achieved, the Rwanda experience about postgraduate and research programmes is inspiring through close interactions between main stakeholders. This is a must and could allow Rwanda to become one of the rare examples to other more well-to-do Sub - Saharan countries, should Rwanda carry on doing that.

  16. Mapping human resources for eye health in 21 countries of sub-Saharan Africa: current progress towards VISION 2020

    Science.gov (United States)

    2014-01-01

    Background Development of human resources for eye health (HReH) is a major focus of the Global Action Plan 2014 to 2019 to reduce the prevalence of avoidable visual impairment by 25% by the year 2019. The eye health workforce is thought to be much smaller in sub-Saharan Africa than in other regions of the world but data to support this for policy-making is scarce. We collected HReH and cataract surgeries data from 21 countries in sub-Sahara to estimate progress towards key suggested population-based VISION 2020 HReH indicators and cataract surgery rates (CSR) in 2011. Methods Routinely collected data on practitioner and surgery numbers in 2011 was requested from national eye care coordinators via electronic questionnaires. Telephone and e-mail discussions were used to determine data collection strategies that fit the national context and to verify reported data quality. Information was collected on six practitioner cadres: ophthalmologists, cataract surgeons, ophthalmic clinical officers, ophthalmic nurses, optometrists and ‘mid-level refractionists’ and combined with publicly available population data to calculate practitioner to population ratios and CSRs. Associations with development characteristics were conducted using Wilcoxon rank sum tests and Spearman rank correlations. Results HReH data was not easily available. A minority of countries had achieved the suggested VISION 2020 targets in 2011; five countries for ophthalmologists/cataract surgeons, four for ophthalmic nurses/clinical officers and two for CSR. All countries were below target for optometrists, even when other cadres who perform refractions as a primary duty were considered. The regional (sample) ratio for surgeons (ophthalmologists and cataract surgeons) was 2.9 per million population, 5.5 for ophthalmic clinical officers and nurses, 3.7 for optometrists and other refractionists, and 515 for CSR. A positive correlation between GDP and CSR as well as many practitioner ratios was observed

  17. Mapping human resources for eye health in 21 countries of sub-Saharan Africa: current progress towards VISION 2020.

    Science.gov (United States)

    Palmer, Jennifer J; Chinanayi, Farai; Gilbert, Alice; Pillay, Devan; Fox, Samantha; Jaggernath, Jyoti; Naidoo, Kovin; Graham, Ronnie; Patel, Daksha; Blanchet, Karl

    2014-08-15

    Development of human resources for eye health (HReH) is a major focus of the Global Action Plan 2014 to 2019 to reduce the prevalence of avoidable visual impairment by 25% by the year 2019. The eye health workforce is thought to be much smaller in sub-Saharan Africa than in other regions of the world but data to support this for policy-making is scarce. We collected HReH and cataract surgeries data from 21 countries in sub-Sahara to estimate progress towards key suggested population-based VISION 2020 HReH indicators and cataract surgery rates (CSR) in 2011. Routinely collected data on practitioner and surgery numbers in 2011 was requested from national eye care coordinators via electronic questionnaires. Telephone and e-mail discussions were used to determine data collection strategies that fit the national context and to verify reported data quality. Information was collected on six practitioner cadres: ophthalmologists, cataract surgeons, ophthalmic clinical officers, ophthalmic nurses, optometrists and 'mid-level refractionists' and combined with publicly available population data to calculate practitioner to population ratios and CSRs. Associations with development characteristics were conducted using Wilcoxon rank sum tests and Spearman rank correlations. HReH data was not easily available. A minority of countries had achieved the suggested VISION 2020 targets in 2011; five countries for ophthalmologists/cataract surgeons, four for ophthalmic nurses/clinical officers and two for CSR. All countries were below target for optometrists, even when other cadres who perform refractions as a primary duty were considered. The regional (sample) ratio for surgeons (ophthalmologists and cataract surgeons) was 2.9 per million population, 5.5 for ophthalmic clinical officers and nurses, 3.7 for optometrists and other refractionists, and 515 for CSR. A positive correlation between GDP and CSR as well as many practitioner ratios was observed (CSR P = 0

  18. Neurobehavioural methods, effects and prevention: workers' human rights are why the field matters for developing countries.

    Science.gov (United States)

    London, L

    2009-11-01

    Little research into neurobehavioural methods and effects occurs in developing countries, where established neurotoxic chemicals continue to pose significant occupational and environmental burdens, and where agents newly identified as neurotoxic are also widespread. Much of the morbidity and mortality associated with neurotoxic agents remains hidden in developing countries as a result of poor case detection, lack of skilled personnel, facilities and equipment for diagnosis, inadequate information systems, limited resources for research and significant competing causes of ill-health, such as HIV/AIDS and malaria. Placing the problem in a human rights context enables researchers and scientists in developing countries to make a strong case for why the field of neurobehavioural methods and effects matters because there are numerous international human rights commitments that make occupational and environmental health and safety a human rights obligation.

  19. Can human resources induce sustainability in business?: Modeling, testing and correlating HR index and company's business results

    Directory of Open Access Journals (Sweden)

    Zubović Jovan

    2015-01-01

    Full Text Available Abstract In this paper the authors analyze the impact of the composite human resource index on sustainable growth in a specific business sector in a transition country. Sustainability of country's economy is growingly relying on the knowledge economy which has been implemented in strategies of sustainable development throughout Europe. The knowledge economy is mostly based on human resources and the way they are organized and managed in the companies actively operating in competitive markets. In order to confirm importance of the human resources (HR index, results were tested by means of modeling, measuring and correlating the HR index with business results at micro level. The tests were conducted on the data from the survey in Serbian meat processing industry. The results were then compared with the results from the survey conducted in a financial industry. Moreover, a model was made that could be applicable in all countries that do not have available official statistic data on the level of investments in human resources. The focus was on determining the correlation direction, and hence creating a research model applicable in all business sectors. It has been found that a significant one-way correlation exists between business performance and increased HR index. In that way it has been confirmed that in Serbian economy that has recorded global decrease during transition, certain business sectors, and especially companies with high levels of investments in improving its HR index record above average and sustainable growth.

  20. Perspectives on the Present State and Future of Higher Education Faculty Development in Kazakhstan: Implications for National Human Resource Development

    Science.gov (United States)

    Seitova, Dinara

    2016-01-01

    The article aims at examining the present state of higher education faculty development in Kazakhstan in the context of multidimensional nationwide development reforms and exploring implications for the National Human Resource Development of the country. For the purpose of this research, theoretical human resource development (HRD) and…

  1. Proposed Methodology for Developing a National Strategy for Human Resource Development: Lessons Learned from a NNSA Workshop

    International Nuclear Information System (INIS)

    Elkhamri, Oksana O.; Frazar, Sarah L.; Essner, Jonathan; Vergino, Eileen; Bissani, Mo; Apt, Kenneth E.; McClelland-Kerr, John; Mininni, Margot; VanSickle, Matthew; Kovacic, Donald

    2009-01-01

    This paper describes a recent National Nuclear Security Administration (NNSA) workshop on Human Resource Development, which was focused on the potential methodology for developing a National Human Resource strategy for nuclear power in emerging nuclear states. The need for indigenous human resource development (HRD) has been singled out as a key milestone by the International Atomic Energy Agency (IAEA) in its 2007 Milestones document. A number of countries considering nuclear energy have reiterated this need for experts and specialists to support a national nuclear program that is sustainable and secure. Many have expressed concern over how best to assure the long-term availability of crucial human resource, how to approach the workforce planning process, and how to determine the key elements of developing a national strategy.

  2. Assessing human resources for health: what can be learned from labour force surveys?

    Directory of Open Access Journals (Sweden)

    Dal Poz Mario R

    2003-07-01

    Full Text Available Abstract Background Human resources are an essential element of a health system's inputs, and yet there is a huge disparity among countries in how human resource policies and strategies are developed and implemented. The analysis of the impacts of services on population health and well-being attracts more interest than analysis of the situation of the workforce in this area. This article presents an international comparison of the health workforce in terms of skill mix, sociodemographics and other labour force characteristics, in order to establish an evidence base for monitoring and evaluation of human resources for health. Methods Profiles of the health workforce are drawn for 18 countries with developed market and transitional economies, using data from labour force and income surveys compiled by the Luxembourg Income Study between 1989 and 1997. Further descriptive analyses of the health workforce are conducted for selected countries for which more detailed occupational information was available. Results Considerable cross-national variations were observed in terms of the share of the health workforce in the total labour market, with little discernible pattern by geographical region or type of economy. Increases in the share were found among most countries for which time-trend data were available. Large gender imbalances were often seen in terms of occupational distribution and earnings. In some cases, health professionals, especially physicians, were overrepresented among the foreign-born compared to the total labour force. Conclusions While differences across countries in the profile of the health workforce can be linked to the history and role of the health sector, at the same time some common patterns emerge, notably a growing trend of health occupations in the labour market. The evidence also suggests that gender inequity in the workforce remains an important shortcoming of many health systems. Certain unexpected patterns of

  3. Public sector reform and demand for human resources for health (HRH

    Directory of Open Access Journals (Sweden)

    Lethbridge Jane

    2004-11-01

    Full Text Available Abstract This article considers some of the effects of health sector reform on human resources for health (HRH in developing countries and countries in transition by examining the effect of fiscal reform and the introduction of decentralisation and market mechanisms to the health sector. Fiscal reform results in pressure to measure the staff outputs of the health sector. Financial decentralisation often leads to hospitals becoming "corporatised" institutions, operating with business principles but remaining in the public sector. The introduction of market mechanisms often involves the formation of an internal market within the health sector and market testing of different functions with the private sector. This has immediate implications for the employment of health workers in the public sector, because the public sector may reduce its workforce if services are purchased from other sectors or may introduce more short-term and temporary employment contracts. Decentralisation of budgets and administrative functions can affect the health sector, often in negative ways, by reducing resources available and confusing lines of accountability for health workers. Governance and regulation of health care, when delivered by both public and private providers, require new systems of regulation. The increase in private sector provision has led health workers to move to the private sector. For those remaining in the public sector, there are often worsening working conditions, a lack of employment security and dismantling of collective bargaining agreements. Human resource development is gradually being recognised as crucial to future reforms and the formulation of health policy. New information systems at local and regional level will be needed to collect data on human resources. New employment arrangements, strengthening organisational culture, training and continuing education will also be needed.

  4. 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.

  5. 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

  6. Entrepreneurial Team: How Human and Social Capital Influence Entrepreneurial Opportunity Identification and Mobilization of External Resources

    Directory of Open Access Journals (Sweden)

    Ahlem Omri

    2015-01-01

    Full Text Available Entrepreneurial teams play an extremely important role in the development of any country, especially in developing countries. To understand entrepreneurial teams that operate in a low-technology industry, we rely on the network and human perspective on entrepreneurship. In this paper, we investigate how the social and human capital of entrepreneurial team members influences their ability to identify entrepreneurial opportunities and mobilize external resources. We extend prior research in two ways. First, by using the ordered probit method to measure the identified entrepreneurial opportunities number at the level of entrepreneurial teams. Second, to our knowledge, there is a very small number of studies that have theoretically and empirically investigated the mobilization of external resources, especially at the level of entrepreneurial teams.

  7. Assessment of the human resources infrastructure for nuclear energy program in Macedonia

    International Nuclear Information System (INIS)

    Chaushevski, A.; Spasevska, H.; Nikolova-Poceva, S.; Popov, P.

    2015-01-01

    Macedonia is a country with no nuclear power and research reactors. The nuclear application is currently only in the medical industry, agriculture and food industry, accompanied by radiation measuring and protection activities in these sectors. On the other side the energy needs have been increasing in the last ten years, which resulted in electrical energy import of about 20–30% (around 3000 GWh). Nuclear power is one of the options for satisfying energy needs in the next 50 years. One of the crucial problems in nuclear energy implementation are human resources needs and educational infrastructure development in this field. No matter what will be the future energy scenario in the Republic of Macedonia, the nuclear educational program is the first step to have HR in the field of nuclear energy. This paper presents the proposed direction for having HR in nuclear energy program in a small country such as the Republic of Macedonia. Taking into account the existing national education program related to nuclear topics and in particular to nuclear power, and following the guidance and recommendations from the international nuclear educational programs at the IAEA, EHRO and others, the planning of the educational nuclear programs and human resources development in the Republic of Macedonia has been carried out. This includes the enhancing the capabilities of the national regulatory body in the Republic of Macedonia. (authors) Keywords: NEP (Nuclear Energy Program), HR (Human Resources), NEPIO (Nuclear Energy Program Implementation Organization), NRB (Nuclear Regulatory Body), NPP

  8. Medical diagnosis in resource-poor tropical countries.

    Science.gov (United States)

    Ramos-Rincón, J M; Cuadros-González, J; Malmierca-Corral, E; de Górgolas-Hernández, M

    2015-01-01

    When working in healthcare centers in developing countries where diagnostic resources are limited, clinical skills are of considerable importance. This study presents the diagnostic tools available in resource-poor areas. Anamnesis and physical examination are key components for reaching a correct diagnosis. The laboratory has at its disposal hemograms, basic blood chemistry and urinalysis. The available basic microbiological tests are the study of fresh feces, smears for malaria, direct smears for bacilli in sputum and Gram staining of clinical exudates. Basic radiography of the chest, abdomen, bones and soft tissues are of considerable usefulness but are not available in all centers. Ultrasonography can be of considerable usefulness due to its simplicity and versatility. The diagnosis in low resource conditions should sharpen our clinical skills and should be supported by the use of additional basic tests. Copyright © 2014 Elsevier España, S.L.U. All rights reserved.

  9. Human resource development (HRD) with the introduction of nuclear & research reactors in Kenya

    International Nuclear Information System (INIS)

    Shadrack, A.

    2014-01-01

    Capacity building is one of the most important infrastructures towards the realization of any project undertaking. Infrastructure has been identified as a key priority under the African Union's strategic Plan for 2009-2012 which seeks to promote integration, socioeconomic development and cooperation on the continent. For effective capacity building and implementation of a sustainable nuclear power program, a country needs a diversity of professionals in the fields of planning, siting, designing, licensing, construction, commissioning, operation, maintenance, decommissioning, and waste management system. The purpose of this paper was to develop human resource development (HRD) with the introduction of nuclear power program in Kenya by using the realistic development strategies and lessons learned from the successful Korean and Japanese experience based on the milestones structure of the IAEA. To do this, this paper assessed human resource development (HRD) strategies that have been and are currently applied in Korea and Japan in order to drive rationales for development process. The lessons learned for a successful human resource development were identified as: Workforce planning; Nuclear Energy Program Implementing Organization (NEPIO); bilateral & multilateral partnerships; availability of research & development (R&D); international exchange programmes; long-term domestic education and training; good remuneration packages; high cadre personnel positions; good working environments; and stakeholder engagement. A total projected workforce of approximately 4,000 was estimated and that includes preoperational, operational, and permanent operational staff when the country's four NPPs is scheduled to be operational. This study is useful for developing countries newly starting nuclear power program as a long-term energy supply option and will help decision makers, and national planners of nuclear power program. (author)

  10. Human resource development (HRD) with the introduction of nuclear & research reactors in Kenya

    Energy Technology Data Exchange (ETDEWEB)

    Shadrack, A., E-mail: ashadrack6@gmail.com [Kenyatta National Hospital (KNH), Radiation Protection Board, Kenyatta National Hospital Grounds, Nairobi (Kenya)

    2014-07-01

    Capacity building is one of the most important infrastructures towards the realization of any project undertaking. Infrastructure has been identified as a key priority under the African Union's strategic Plan for 2009-2012 which seeks to promote integration, socioeconomic development and cooperation on the continent. For effective capacity building and implementation of a sustainable nuclear power program, a country needs a diversity of professionals in the fields of planning, siting, designing, licensing, construction, commissioning, operation, maintenance, decommissioning, and waste management system. The purpose of this paper was to develop human resource development (HRD) with the introduction of nuclear power program in Kenya by using the realistic development strategies and lessons learned from the successful Korean and Japanese experience based on the milestones structure of the IAEA. To do this, this paper assessed human resource development (HRD) strategies that have been and are currently applied in Korea and Japan in order to drive rationales for development process. The lessons learned for a successful human resource development were identified as: Workforce planning; Nuclear Energy Program Implementing Organization (NEPIO); bilateral & multilateral partnerships; availability of research & development (R&D); international exchange programmes; long-term domestic education and training; good remuneration packages; high cadre personnel positions; good working environments; and stakeholder engagement. A total projected workforce of approximately 4,000 was estimated and that includes preoperational, operational, and permanent operational staff when the country's four NPPs is scheduled to be operational. This study is useful for developing countries newly starting nuclear power program as a long-term energy supply option and will help decision makers, and national planners of nuclear power program. (author)

  11. 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…

  12. 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

  13. Resource nationalism and credit growth in FSU countries

    International Nuclear Information System (INIS)

    Kalyuzhnova, Yelena; Nygaard, Christian

    2009-01-01

    This paper analyses the connection between resource nationalism and financial sector intervention in the FSU countries. We consider recent financial development in the FSU and the special features of energy rich emerging economies (Russia and Kazakhstan, in particular) which are influencing recent credit expansions. We find that the hydrocarbon sector has boosted boosting domestic credits through a number of direct and indirect routes. Recent decline in oil prices may change government attitudes to a continued resource nationalist strategy. Sovereign wealth funds that were established in a majority of energy rich emerging economies may, to the extent that they enable the selection of winners in specific economic sectors, create path dependency or exacerbate longer term allocative inefficiency arising from the governance structure associated with resource nationalism.

  14. Resource nationalism and credit growth in FSU countries

    Energy Technology Data Exchange (ETDEWEB)

    Kalyuzhnova, Yelena; Nygaard, Christian [The Centre for Euro-Asian Studies, The University of Reading, Whiteknights, PO Box 218, Reading RG6 6AA (United Kingdom)

    2009-11-15

    This paper analyses the connection between resource nationalism and financial sector intervention in the FSU countries. We consider recent financial development in the FSU and the special features of energy rich emerging economies (Russia and Kazakhstan, in particular) which are influencing recent credit expansions. We find that the hydrocarbon sector has boosted boosting domestic credits through a number of direct and indirect routes. Recent decline in oil prices may change government attitudes to a continued resource nationalist strategy. Sovereign wealth funds that were established in a majority of energy rich emerging economies may, to the extent that they enable the selection of winners in specific economic sectors, create path dependency or exacerbate longer term allocative inefficiency arising from the governance structure associated with resource nationalism. (author)

  15. [Priorities for health policy and systems research focused on human resources in health].

    Science.gov (United States)

    Reveiz, Ludovic; Chapman, Evelina; Flórez, Carlos E Pinzón; Torres, Rubén

    2013-11-01

    Identify priorities for health policy and systems research related to human resources in Latin America and Caribbean countries. An online survey was designed based on a search in PubMed, Cochrane Library, and LILACS that contributed previously prioritized research questions. Respondents, mainly researchers and decision-makers, were identified through various sources. The first round, directed at researchers, aimed at refining and adding research questions and prioritizing questions that researchers regarded as relevant or very relevant. The second round was directed at researchers and decision-makers. A question was considered a priority when 50% (or more) of respondents described it as "relevant" or "very relevant." The first round included 20 questions on human resources and 33/66 researchers responded. Questions suggested by the researchers were added, resulting in 26 questions for the second round, which were sent to 121 researchers and decision-makers. Respondent representation by country was uniform in both rounds. In the second round, 14/26 (54%) questions were described as very relevant. Priority issues related to regulation of the market, integration of education and health care needs, and distribution of human resources. The response rate was 50% in the first round (33/66), and 34% in the second round (41/121). The results of this exercise provide a starting point for mobilization of resources for health policy and systems research. Identification of health systems research priorities is an effective and efficient strategy for reorienting political, financial, management, and social organization efforts for attaining universal health coverage.

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2017-11-15

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

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

    International Nuclear Information System (INIS)

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

    2017-01-01

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

  18. Workshop: Towards an integrative European perspective on health human resources policy: how and why?

    NARCIS (Netherlands)

    Batenburg, R.; Kuhlmann, E.

    2013-01-01

    Background: Across many countries, shortages and inefficient use of qualified healthcare staff – together with changes in the composition of the health professional workforce by age, gender and citizenship – have created an urgent call for health human resources policy, planning and management. In

  19. Achieving competitive advantage through strategic human resource management.

    Science.gov (United States)

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

    1990-01-01

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

  20. Resource management: Hotel Zira human resource management department analysis

    Directory of Open Access Journals (Sweden)

    Petrović Jelena

    2015-01-01

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

  1. Implementating Information Technology in E-Human Resource Management

    Directory of Open Access Journals (Sweden)

    Cristina-Dana Popescu (Mitu

    2016-01-01

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

  2. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    Frederick Iraki

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

  3. Statement to international conference on human resource development for introducing and expanding nuclear power programs

    International Nuclear Information System (INIS)

    Amano, Y.

    2010-03-01

    Full text: Mr. President, Excellencies, Ladies and Gentlemen, It is a pleasure for me to open this IAEA conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes. I am very grateful to the Government of the United Arab Emirates for hosting this important event. As you know, the world is witnessing a resurgence of interest in nuclear power. The IAEA has projects on introducing nuclear power with no fewer than fifty-eight of our Member States. We expect between 10 and 25 new countries to bring their first nuclear power plants on-line by 2030. These are momentous changes. However, some countries are concerned about a possible shortage of skilled professionals in the nuclear field in the coming decades. The generation of professionals who built and led the nuclear power industry for much of the past 50 years is approaching retirement and in some countries there are not enough students coming up through the educational system to take their place. Naturally, we at the IAEA want to do all we can to help Member States address this issue. That is why we have organized this conference. The situation is different in different countries. For countries with expanding nuclear power programmes, the challenge is to scale up their existing education and training in order to have the required qualified workforce on time. Countries planning to supply nuclear technology to others not only have to meet their national human resource needs, but must also be able to transfer education and training capacity together with the technology they provide. Finally, countries embarking on nuclear power cannot become too dependent on their technology supplier and need to develop their own home-grown expertise and skills base. The Agency would be happy to help interested States to formulate country-specific policies on human resource development, education, training and knowledge management in support of nuclear power programmes. We could also help countries

  4. Statement to International Conference on Human Resource Development for Introducing and Expanding Nuclear Power Programs

    International Nuclear Information System (INIS)

    Amano, Y.

    2012-01-01

    Mr. President, Excellencies, Ladies and Gentlemen, It is a pleasure for me to open this IAEA conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes. I am very grateful to the Government of the United Arab Emirates for hosting this important event. As you know, the world is witnessing a resurgence of interest in nuclear power. The IAEA has projects on introducing nuclear power with no fewer than fifty-eight of our Member States. We expect between 10 and 25 new countries to bring their first nuclear power plants on-line by 2030. These are momentous changes. However, some countries are concerned about a possible shortage of skilled professionals in the nuclear field in the coming decades. The generation of professionals who built and led the nuclear power industry for much of the past 50 years is approaching retirement and in some countries there are not enough students coming up through the educational system to take their place. Naturally, we at the IAEA want to do all we can to help Member States address this issue. That is why we have organized this conference. The situation is different in different countries. For countries with expanding nuclear power programmes, the challenge is to scale up their existing education and training in order to have the required qualified workforce on time. Countries planning to supply nuclear technology to others not only have to meet their national human resource needs, but must also be able to transfer education and training capacity together with the technology they provide. Finally, countries embarking on nuclear power cannot become too dependent on their technology supplier and need to develop their own home-grown expertise and skills base. The Agency would be happy to help interested States to formulate country-specific policies on human resource development, education, training and knowledge management in support of nuclear power programmes. We could also help countries make better

  5. Ways of Human Resource Branding in Czech Agricultural Companies

    Directory of Open Access Journals (Sweden)

    Hlavsa Tomáš

    2015-09-01

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

  6. Human resources management within the process management in small and medium-sized enterprises

    Directory of Open Access Journals (Sweden)

    Marie Duspivová

    2013-01-01

    Full Text Available Sector of small and medium-sized enterprises is regarded as the backbone of the economy and a driving force of innovation, employment and social integration. Development of the sector of small and medium-sized enterprises in the Czech Republic has a substantial impact on economic and social development of the country and its various regions. This article deals with the human resources management in small and medium-sized enterprises, because it is more than obvious recently that the prosperity of the organization is depended on human resources and management of them can determine not only whether the organizations succeed, but whether it will be able to survive in turbulent conditions in the present world. The main aim of this paper is to analytical describe the monitoring the process of human resources management in selected categories of enterprises by business activity and number of employees including statistical analysis of causal effects. Further to analytical describe the evaluation the process of human resources management and indicators of this process, which are monitored by small and medium-sized enterprises. To achieve this aim were used selected primary data collected in the project GAJU 068/2010/S titled “Process management and its possible implementation in small and medium-sized enterprises”.

  7. 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...

  8. 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.

  9. The 2003 activities and the workshop of the human resources development project in FNCA

    International Nuclear Information System (INIS)

    2004-07-01

    In 1999, the Project for Human Resources Development (HRD Project) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kinds of activity; In-workshop activity and Outside-of-workshop activity. The FNCA 2003 Workshop on HRD Project was held on October 8-10, 2003, in Bangkok, Thailand. The Workshop was sponsored by the Ministry of Science and Technology (MOST) of Thailand and the Ministry of Education, Culture, Sports, Science and Technology (MEXT) of Japan. Office of Atoms for Peace (OAP) and the Japan Atomic Energy Research Institute (JAERI) acted as the hosts. Participating countries were China, Republic of Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam. Unfortunately Indonesia could not attend the Workshop this time. This report consists of presentation papers and materials at the FNCA 2003 Workshop as In-Workshop Activity, a review document of HRD Project for the 6th Coordinators Meeting of FNCA at Tokyo on March, 2004, a letter of proposal from the Project Leader of Japan to the Project Leaders of the participating countries, and training materials of participating countries as Outside-Workshop Activity. (author)

  10. The role of human resources on the economy: A study of the Balkan EU member states

    Directory of Open Access Journals (Sweden)

    Vuković Darko B.

    2015-01-01

    Full Text Available In this paper we analyze the impact of the quality of human capital on the main economic indicators of South-Eastern Europe countries [SEE] at the NUTS 2 level. The subjects of this research are the human capital indicators of regional competitiveness. The quality of human capital depends largely on the age structure of the population and the quality of education. Those regions, which have the highest percentage of the working-age population and highly educated people, are able to achieve higher productivity and gain a competitive advantage over other regions. As main indicators of the quality of human capital we identified: population; persons aged 25-64 with tertiary education attainment; students in tertiary education and participation of adults aged 25-64 in education and training and human resources in science and technology. As main economic indicators, we identified: regional gross domestic product; employment and income of households. The aim of this paper is to determine whether there is a correlation between the indicators of the quality of human capital and economic indicators. As a main methodology we have used the correlation coefficient which shows interdependence of the analyzed indicators. As part of our analysis, we consider only EU member states that belong to the SEE countries: Slovenia, Croatia, Romania, Bulgaria and Greece. We conclude that in all countries there is a high multiple correlation coefficient between the indicators human resources in science and technology, number of students and employment. [Projekat Ministarstva nauke Republike Srbije, br. 47007 III

  11. Building Human Resources Management Capacity for University Research: The Case at Four Leading Vietnamese Universities

    Science.gov (United States)

    Nguyen, T. L.

    2016-01-01

    At research-intensive universities, building human resources management (HRM) capacity has become a key approach to enhancing a university's research performance. However, despite aspiring to become a research-intensive university, many teaching-intensive universities in developing countries may not have created effective research-promoted HRM…

  12. The research and training of human resources to produce renewable resources of energy

    Directory of Open Access Journals (Sweden)

    José Ernesto Rangel Delgado

    2008-10-01

    Full Text Available The prospective technique approach used as a context, this paper emphasizes the importance of a long term vision on the human resources development for renewable energies production. In the same sense it outlines the connection between the professions associated with the generation of renewable energy and the labor market. Results are presented on the research intellectual capacity of Mexico, highlighting, the public universities, specialized research centers, researchers, and the associated academic programs to renewable energies. Finally, it is presented the conclusions, and suggestions oriented to increase strategically, the renewable energies research for the technology development. Also it might incorporate our country towards the international market for renewable technologies, in the long term.

  13. Monitoring and evaluation of human resources for health: an international perspective

    Directory of Open Access Journals (Sweden)

    Gupta Neeru

    2003-04-01

    Full Text Available Abstract Background Despite the undoubted importance of human resources to the functions of health systems, there is little consistency between countries in how human resource strategies are monitored and evaluated. This paper presents an integrated approach for developing an evidence base on human resources for health (HRH to support decision-making, drawing on a framework for health systems performance assessment. Methods Conceptual and methodological issues for selecting indicators for HRH monitoring and evaluation are discussed, and a range of primary and secondary data sources that might be used to generate indicators are reviewed. Descriptive analyses are conducted drawing primarily on one type of source, namely routinely reported data on the numbers of health personnel and medical schools as covered by national reporting systems and compiled by the World Health Organization. Regression techniques are used to triangulate a given HRH indicator calculated from different data sources across multiple countries. Results Major variations in the supply of health personnel and training opportunities are found to occur by region. However, certain discrepancies are also observed in measuring the same indicator from different sources, possibly related to the occupational classification or to the sources' representation. Conclusion Evidence-based information is needed to better understand trends in HRH. Although a range of sources exist that can potentially be used for HRH assessment, the information that can be derived from many of these individual sources precludes refined analysis. A variety of data sources and analytical approaches, each with its own strengths and limitations, is required to reflect the complexity of HRH issues. In order to enhance cross-national comparability, data collection efforts should be processed through the use of internationally standardized classifications (in particular, for occupation, industry and education at the

  14. Human resource development for a community-based health extension program: a case study from Ethiopia.

    Science.gov (United States)

    Teklehaimanot, Hailay D; Teklehaimanot, Awash

    2013-08-20

    Ethiopia is one of the sub-Saharan countries most affected by high disease burden, aggravated by a shortage and imbalance of human resources, geographical distance, and socioeconomic factors. In 2004, the government introduced the Health Extension Program (HEP), a primary care delivery strategy, to address the challenges and achieve the World Health Organization Millennium Development Goals (MDGs) within a context of limited resources. The health system was reformed to create a platform for integration and institutionalization of the HEP with appropriate human capacity, infrastructure, and management structures. Human resources were developed through training of female health workers recruited from their prospective villages, designed to limit the high staff turnover and address gender, social and cultural factors in order to provide services acceptable to each community. The service delivery modalities include household, community and health facility care. Thus, the most basic health post infrastructure, designed to rapidly and cost-effectively scale up HEP, was built in each village. In line with the country's decentralized management system, the HEP service delivery is under the jurisdiction of the district authorities. The nationwide implementation of HEP progressed in line with its target goals. In all, 40 training institutions were established, and over 30,000 Health Extension Workers have been trained and deployed to approximately 15,000 villages. The potential health service coverage reached 92.1% in 2011, up from 64% in 2004. While most health indicators have improved, performance in skilled delivery and postnatal care has not been satisfactory. While HEP is considered the most important institutional framework for achieving the health MDGs in Ethiopia, quality of service, utilization rate, access and referral linkage to emergency obstetric care, management, and evaluation of the program are the key challenges that need immediate attention. This article

  15. CHARACTERISTICS OF HUMAN RESOURCE PLANNING IN HEALTHCARE

    Directory of Open Access Journals (Sweden)

    Tsvetelina Mihaylova

    2018-03-01

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

  16. The 2000 activities and the 2nd Workshop on Human Resources Development in the Nuclear Field as part of Asian regional cooperation

    International Nuclear Information System (INIS)

    2001-06-01

    In 1999, the Project for Human Resources Development (HRD) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kind of activities; in-workshop activities and outside-of-workshop activities. As in-workshop activities, the 2nd Workshop on Human Resources Development in the Nuclear Field was held on November 27 and 28, 2000, at the Tokai Research Institute of JAERI. As outside-of-workshop activities. 'The presentation of the present state of international training and education in the nuclear field in Japan' was held on November 29, 2000 after the workshop. Participating countries were China, Indonesia, South Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam. The secretariat for the Human Resources Development Projects is provided by the Nuclear Technology and Education Center of the Japan Atomic Energy Research Institute. This report consists of presentation papers and materials at the Workshop, presentation documents of 'The present state of international training and education in the nuclear field in Japan', a letter of proposal from the Project Leader of Japan to the project leaders of the participating countries after the Workshop and a presentation paper on Human Resources Development at the 3rd Coordinators Meeting of FNCA at Tokyo on March 14-16, 2001. (author)

  17. The 2000 activities and the 2nd Workshop on Human Resources Development in the Nuclear Field as part of Asian regional cooperation

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2001-06-01

    In 1999, the Project for Human Resources Development (HRD) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kind of activities; in-workshop activities and outside-of-workshop activities. As in-workshop activities, the 2nd Workshop on Human Resources Development in the Nuclear Field was held on November 27 and 28, 2000, at the Tokai Research Institute of JAERI. As outside-of-workshop activities. 'The presentation of the present state of international training and education in the nuclear field in Japan' was held on November 29, 2000 after the workshop. Participating countries were China, Indonesia, South Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam. The secretariat for the Human Resources Development Projects is provided by the Nuclear Technology and Education Center of the Japan Atomic Energy Research Institute. This report consists of presentation papers and materials at the Workshop, presentation documents of 'The present state of international training and education in the nuclear field in Japan', a letter of proposal from the Project Leader of Japan to the project leaders of the participating countries after the Workshop and a presentation paper on Human Resources Development at the 3rd Coordinators Meeting of FNCA at Tokyo on March 14-16, 2001. (author)

  18. 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.

  19. 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.

  20. The Social Development Summit and the developing countries.

    Science.gov (United States)

    Barnabas, A P; Kulkarni, P D; Nanavatty, M C; Singh, R R

    1996-01-01

    This article discusses some concerns of the 1996 UN Summit on Social Development. Conference organizers identified the three key conference issues as poverty alleviation, social integration of the marginalized and disadvantaged, and expansion of productive employment. The goal of a "society for all" means dealing with the increasing differences between rich and poor countries, the survival of weaker economies in a competitive market system, wide variations in consumption patterns between countries, attainment of political stability while respecting ethnic identity, the rise in social problems among countries with a high human development index, and increasing joblessness. The Human Development Report for 1994 emphasizes human security. Social development is not the equivalent of human resource development nor a side issue of economic growth. The integration of ethnic groups poses social and political problems. There remains a question about what political system and culture would be best for social integration. Developed countries define poverty as the inability of people and government to provide resources and necessary services for people's productive activity. Poverty in developing countries is blamed on colonialism. Globally, developed countries control 71% of world trade. Sharing resources to meet basic needs throughout the world is not an operational ideal. The highest 20% of income earners receive 83% of the world income. The culture of poverty is the strategy used by the poor to survive. Welfare is not an end in itself but does enable the poor to improve their conditions. Development that focuses on productive employment is uncertain. Developed and developing countries do not share similar perceptions of human rights. There is a question as to who should set the priorities for social development. Sustainable social development is related to preservation of natural resources, control of population growth, and promotion of social security.

  1. Towards Improved Human Resource Development In Nigeria ...

    African Journals Online (AJOL)

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

  2. 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...

  3. Human Resource Orientation and Corporate Performance.

    Science.gov (United States)

    Lam, Long W.; White, Louis P.

    1998-01-01

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

  4. Issues about Human Resources Recruitment

    OpenAIRE

    Aurel Manolescu

    2008-01-01

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

  5. What works for human papillomavirus vaccine introduction in low and middle-income countries?

    Directory of Open Access Journals (Sweden)

    Natasha Howard

    2017-12-01

    Full Text Available Since 2007, low and middle-income countries (LMICs have gained experience delivering HPV vaccines through HPV vaccination pilots, demonstration projects and national programmes. This commentary summarises lessons from HPV vaccination experiences in 45 LMICs and what works for HPV vaccination introduction. Methods included a systematic literature review, unpublished document review, and key informant interviews. Data were extracted from 61 peer-reviewed articles, 11 conference abstracts, 188 technical reports, and 56 interviews, with quantitative data analysed descriptively and qualitative data analysed thematically. Key lessons are described under five themes of preparation, communications, delivery, coverage achievements, and sustainability. Lessons learnt were generally consistent across countries and projects and sufficient lessons have been learnt for countries to deliver HPV vaccine through phased national rollout rather than demonstration projects. However, challenges remain in securing the political will and financial resources necessary to implement successful national programmes. Keywords: Cervical cancer prevention, Human papillomavirus, Vaccination, Low and middle-income countries, Demonstration projects

  6. Costing the scaling-up of human resources for health: lessons from Mozambique and Guinea Bissau.

    Science.gov (United States)

    Tyrrell, Amanda K; Russo, Giuliano; Dussault, Gilles; Ferrinho, Paulo

    2010-06-25

    In the context of the current human resources for health (HRH) crisis, the need for comprehensive Human Resources Development Plans (HRDP) is acute, especially in resource-scarce sub-Saharan African countries. However, the financial implications of such plans rarely receive due consideration, despite the availability of much advice and examples in the literature on how to conduct HRDP costing. Global initiatives have also been launched recently to standardise costing methodologies and respective tools. This paper reports on two separate experiences of HRDP costing in Mozambique and Guinea Bissau, with the objective to provide an insight into the practice of costing exercises in information-poor settings, as well as to contribute to the existing debate on HRH costing methodologies. The study adopts a case-study approach to analyse the methodologies developed in the two countries, their contexts, policy processes and actors involved. From the analysis of the two cases, it emerged that the costing exercises represented an important driver of the HRDP elaboration, which lent credibility to the process, and provided a financial framework within which HRH policies could be discussed. In both cases, bottom-up and country-specific methods were designed to overcome the countries' lack of cost and financing data, as well as to interpret their financial systems. Such an approach also allowed the costing exercises to feed directly into the national planning and budgeting process. The authors conclude that bottom-up and country-specific costing methodologies have the potential to serve adequately the multi-faceted purpose of the exercise. It is recognised that standardised tools and methodologies may help reduce local governments' dependency on foreign expertise to conduct the HRDP costing and facilitate regional and international comparisons. However, adopting pre-defined and insufficiently flexible tools may undermine the credibility of the costing exercise, and reduce the

  7. How Emerging Market Resource-poor Firms Compete and Outcompete Advanced Country Resource-Rich Rivals

    DEFF Research Database (Denmark)

    Li, Xin

    2018-01-01

    Purpose: The purpose of this paper is to comment on Professor Ming-Jer Chen’s recent publication titled “Competitive dynamics: Eastern roots, Western growth” and present an asymmetry reversing perspective on the competitive dynamics between two nonobvious, invisible or indirect competitors, namely......, how emerging market resource-poor firms compete and outcompete advanced country resource-rich rivals. Design/methodology/approach: The author first identifies an important neglect in Professor Chen’s scholarship on competitive dynamics, i.e., the neglect of the ubiquity of the less visible competition...... position, and try to avoid any direct competition with the strong incumbents. They often tactically appear to pursue different paths of development from those of the strong incumbents by focusing on particular product categories and market segments. Doing so allows the resource-poor firms to win times...

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

    Science.gov (United States)

    Fagerström, Lisbeth

    2009-05-01

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

  9. 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...

  10. Initiating a Human Variome Project Country Node.

    Science.gov (United States)

    AlAama, Jumana; Smith, Timothy D; Lo, Alan; Howard, Heather; Kline, Alexandria A; Lange, Matthew; Kaput, Jim; Cotton, Richard G H

    2011-05-01

    Genetic diseases are a pressing global health problem that requires comprehensive access to basic clinical and genetic data to counter. The creation of regional and international databases that can be easily accessed by clinicians and diagnostic labs will greatly improve our ability to accurately diagnose and treat patients with genetic disorders. The Human Variome Project is currently working in conjunction with human genetics societies to achieve this by establishing systems to collect every mutation reported by a diagnostic laboratory, clinic, or research laboratory in a country and store these within a national repository, or HVP Country Node. Nodes have already been initiated in Australia, Belgium, China, Egypt, Malaysia, and Kuwait. Each is examining how to systematically collect and share genetic, clinical, and biochemical information in a country-specific manner that is sensitive to local ethical and cultural issues. This article gathers cases of genetic data collection within countries and takes recommendations from the global community to develop a procedure for countries wishing to establish their own collection system as part of the Human Variome Project. We hope this may lead to standard practices to facilitate global collection of data and allow efficient use in clinical practice, research and therapy. © 2011 Wiley-Liss, Inc.

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

    Directory of Open Access Journals (Sweden)

    Susilo H.

    2017-08-01

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

  12. Sanitation planning in developing countries

    NARCIS (Netherlands)

    Kerstens, S.M.

    2016-01-01

    Sanitation planning in developing countries: Added value of resource recovery

    Worldwide 2.5 billion people lack access to sanitation. This impacts human live, the environment and represents a loss of valuable resources that can be regained from wastewater. This study

  13. Country programme review. Mongolia

    International Nuclear Information System (INIS)

    Dolnicar, J.; Kamel, R.; Perera, O.; Tauchid, M.

    1992-08-01

    This document reviews the current nuclear program in Mongolia, identifying the peaceful uses of nuclear technology in the country and possible future technical co-operation activities. Separate brief sections deal with food and agriculture; mineral resources; nuclear chemistry, nuclear physics and instrumentation; human health; radiation protection; water resources and nuclear energy. 1 tab

  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 to...

  15. Human Resources Training Requirement on NPP Operation and Maintenance

    International Nuclear Information System (INIS)

    Nurlaila; Yuliastuti

    2009-01-01

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

  16. 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…

  17. 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...

  18. 45 CFR 1304.52 - Human resources management.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Human resources management. 1304.52 Section 1304.52 Public Welfare Regulations Relating to Public Welfare (Continued) OFFICE OF HUMAN DEVELOPMENT... DELEGATE AGENCIES Program Design and Management § 1304.52 Human resources management. (a) Organizational...

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

    African Journals Online (AJOL)

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

  20. Examining Container Port Resources and Environments to Enhance Competitiveness: A Cross-Country Study from Resource-Based and Institutional Perspectives1

    Directory of Open Access Journals (Sweden)

    Hyuksoo CHO

    2015-09-01

    Full Text Available This study aims to analyze the competitiveness of container ports using a cross-country analysis with theoretical foundations. Tangible and intangible resources are discussed as determinants of container port competitiveness using the resource-based view and the institutional theory. This study analyzes the relationships among six variables: container port competitiveness, traffic volume, quality of infrastructure, linear shipping connectivity, operating efficiency, and institutional influence. This study retrieved country-level data on different indicators and countries from several trade and maritime databases. Structural Equation Modeling (SEM is used to test various hypotheses and to evaluate the casual relationships among six variables. Additionally, Ordinary Least Squares (OLS regression is used to test the moderating effects of institutional influence.

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

    African Journals Online (AJOL)

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

  2. Human resources for the nuclear sector in the Republic of Niger

    International Nuclear Information System (INIS)

    Hassane, S.

    2004-01-01

    Full text: 1. Introduction: It is interesting to examine how the need to develop and maintain skills in term of human resources was dealt with Niger's nuclear sector. Although the country is one of poorest in the world, some insight can be derived from its experience. The Niger politics and strategies for both demand and supply side of human resources in the nuclear sector are to promote tangible socio-economic impact to the achievement of major sustainable development priorities. Member state of International Atomic Energy Agency (IAEA) since 1968, Niger was started during the same year, its nuclear activities by extraction and processing uranium from open pit mine of SOMAIR. With 2960 tons of uranium from two big mines, Niger becomes the 3rd world producer. Training and education are critical components of the development of human resources related to the nuclear sector in Niger Republic. The country has gone through a number of initiatives to consolidate its legal framework concerning radiation safety. The National Centre of Radio Protection (NCRP), under the Ministry of Heath, is operational and is responsible for national regulatory activities programme, while the Ministry of Mines and Energy regulates uranium mining and milling activities. Both regulatory authorities need to develop their human resources to be able to inspect users and enforce regulatory requirements in all areas. 2. Human resources suppliers: In order to establish a pool of competency, mining companies send their workers to France for education and training. Incentives (good social condition, salaries etc) were provided to attract people to work in nuclear programme. Many foreign professionals were short-term consultants, but many of them are employed by the companies, forming a pool of well-skilled and motivated professionals. One way that was used to enhance and maintain the pool of trained professionals was the technical co-operation with the IAEA In this regard, we thank IAEA who has

  3. Human resources for health: lessons from the cholera outbreak in Papua New Guinea.

    Science.gov (United States)

    Rosewell, Alexander; Bieb, Sibauk; Clark, Geoff; Miller, Geoff; MacIntyre, Raina; Zwi, Anthony

    2013-01-01

    Papua New Guinea is striving to achieve the minimum core requirements under the International Health Regulations in surveillance and outbreak response, and has experienced challenges in the availability and distribution of health professionals. Since mid-2009, a large cholera outbreak spread across lowland regions of the country and has been associated with more than 15 500 notifications at a case fatality ratio of 3.2%. The outbreak placed significant pressure on clinical and public health services. We describe some of the challenges to cholera preparedness and response in this human resource-limited setting, the strategies used to ensure effective cholera management and lessons learnt. Cholera task forces were useful to establish a clear system of leadership and accountability for cholera outbreak response and ensure efficiencies in each technical area. Cholera outbreak preparedness and response was strongest when human resource and health systems functioned well before the outbreak. Communication relied on coordination of existing networks and methods for empowering local leaders and villagers to modify behaviours of the population. In line with the national health emergencies plan, the successes of human resource strategies during the cholera outbreak should be built upon through emergency exercises, especially in non-affected provinces. Population needs for all public health professionals involved in health emergency preparedness and response should be mapped, and planning should be implemented to increase the numbers in relevant areas. Human resource planning should be integrated with health emergency planning. It is essential to maintain and strengthen the human resource capacities and experiences gained during the cholera outbreak to ensure a more effective response to the next health emergency.

  4. African leaders' views on critical human resource issues for the implementation of family medicine in Africa.

    Science.gov (United States)

    Moosa, Shabir; Downing, Raymond; Essuman, Akye; Pentz, Stephen; Reid, Stephen; Mash, Robert

    2014-01-17

    The World Health Organisation has advocated for comprehensive primary care teams, which include family physicians. However, despite (or because of) severe doctor shortages in Africa, there is insufficient clarity on the role of the family physician in the primary health care team. Instead there is a trend towards task shifting without thought for teamwork, which runs the risk of dangerous oversimplification. It is not clear how African leaders understand the challenges of implementing family medicine, especially in human resource terms. This study, therefore, sought to explore the views of academic and government leaders on critical human resource issues for implementation of family medicine in Africa. In this qualitative study, key academic and government leaders were purposively selected from sixteen African countries. In-depth interviews were conducted using an interview guide. All interviews were audio-recorded, transcribed and thematically analysed. There were 27 interviews conducted with 16 government and 11 academic leaders in nine Sub-Saharan African countries: Botswana, Democratic Republic of Congo, Ghana, Kenya, Malawi, Nigeria, Rwanda, South Africa and Uganda. Respondents spoke about: educating doctors in family medicine suited to Africa, including procedural skills and holistic care, to address the difficulty of recruiting and retaining doctors in rural and underserved areas; planning for primary health care teams, including family physicians; new supervisory models in primary health care; and general human resource management issues. Important milestones in African health care fail to specifically address the human resource issues of integrated primary health care teamwork that includes family physicians. Leaders interviewed in this study, however, proposed organising the district health system with a strong embrace of family medicine in Africa, especially with regard to providing clinical leadership in team-based primary health care. Whilst these

  5. INTRODUCING WESTERN HUMAN RESOURCE MANAGEMENT PRACTICES TO CHINA: SHOPFLOOR WORKERS' PERSPECTIVES

    Directory of Open Access Journals (Sweden)

    Jos Gamble

    2006-01-01

    Full Text Available The management of host country employees is often portrayed as a particularly fraught dimension for multinational firms. The problems involved are considered exponentially greater when there are substantial institutional differences and 'cultural distance' between the host country and a firm's parent country, as is assumed to be the case for Western firms operating in China. Based upon detailed case study research conducted at a UK-invested firm in China between 1999 and 2003 and a comparative study of a Chinese state-owned firm, this paper explores the veracity of such assumptions. The findings indicate that Western human resource management practices can be transplanted successfully and questions the degree to which foreign-invested enterprises need to adopt 'the Chinese way of doing things'. Indeed, such practices can be innovative in the Chinese context and provide a competitive source of differentiation for multinationals as employees.

  6. 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…

  7. 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...

  8. 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.

  9. Human resource development for nuclear generation - from the perspective of a utility company

    Science.gov (United States)

    Kahar, Wan Shakirah Wan Abdul; Mostafa, Nor Azlan; Salim, Mohd Faiz

    2017-01-01

    Malaysia is currently in the planning phase of its nuclear power program, with the first unit targeted to be operational in 2030. Training of nuclear power plant (NPP) staffs are usually long and rigorous due to the complexity and safety aspects of nuclear power. As the sole electricity utility in the country, it is therefore essential that Tenaga Nasional Berhad (TNB) prepares early in developing its human resource and nuclear expertise as a potential NPP owner-operator. A utility also has to be prudent in managing its work force efficiently and effectively, while ensuring that adequate preparations are being made to acquire the necessary nuclear knowledge with sufficient training lead time. There are several approaches to training that can be taken by a utility company with no experience in nuclear power. These include conducting feasibility studies and benchmarking exercises, preparing long term human resource development, increasing the exposure on nuclear power technology to both the top management and general staff, and employing the assistance of relevant agencies locally and abroad. This paper discusses the activities done and steps taken by TNB in its human resource development for Malaysia's nuclear power program.

  10. If diversification is good, why don't countries diversify more? The political economy of diversification in resource-rich countries

    International Nuclear Information System (INIS)

    Wiig, Arne; Kolstad, Ivar

    2012-01-01

    For resource-rich countries, diversification is claimed to represent a strategy for reducing resource curse problems. This, however, depends on whether diversification has a positive effect on the country's institutions. While there is a lot of evidence that exports of oil have a negative impact on institutions, we know much less about the extent to which diversification leads to better institutions. This article applies recent political economy theory to the phenomenon of diversification. Theoretical arguments suggest that it is the pattern of industrial activity rather than diversification per se, which affects institutions like democracy. In other words, not all forms of diversification lead to better institutions. Furthermore, where diversification has a positive impact on institutions, diversification may be difficult to attain when it threatens the power base of the ruling elite. A possible implication of these arguments is that policies for diversification should focus on international regulation affecting elite incentives, rather than domestic industrial policy. - Highlights: ► Diversification can be a strategy for reducing resource curse problems in oil-rich countries. ► But this requires that diversification has a positive effect on the institutions of a country. ► It is the pattern of industrial activity rather than diversification per se, which affects institutions like democracy. ► Diversification may be difficult to attain when it threatens the power basis of the ruling elite. ► Policies for diversification should focus on international ruling affect elite incentives, rather than home industrial policy.

  11. 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.

  12. Managing the human resources in beer industry

    Directory of Open Access Journals (Sweden)

    Živković Dragić

    2014-01-01

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

  13. Managing human resources in the field of nuclear energy

    International Nuclear Information System (INIS)

    2009-01-01

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

  14. Strategic Human Resource Planning in Academia

    Science.gov (United States)

    Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

    2009-01-01

    A strategic plan guides a college in successfully meeting its mission. Based on the strategic plan, a college can develop a human resource plan that will allow it to make management decisions in the present to support the future direction of the college. The overall purpose of human resource management is to: (1) ensure the organization has…

  15. Communication and Human Resources Management and Their ...

    African Journals Online (AJOL)

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

  16. Diagnosis of primary ciliary dyskinesia: potential options for resource-limited countries

    Directory of Open Access Journals (Sweden)

    Nisreen Rumman

    2017-01-01

    Full Text Available Primary ciliary dyskinesia is a genetic disease of ciliary function leading to chronic upper and lower respiratory tract symptoms. The diagnosis is frequently overlooked because the symptoms are nonspecific and the knowledge about the disease in the primary care setting is poor. Additionally, none of the available tests is accurate enough to be used in isolation. These tests are expensive, and need sophisticated equipment and expertise to analyse and interpret results; diagnosis is therefore only available at highly specialised centres. The diagnosis is particularly challenging in countries with limited resources due to the lack of such costly equipment and expertise. In this review, we discuss the importance of early and accurate diagnosis especially for countries where the disease is clinically prevalent but diagnostic tests are lacking. We review the diagnostic tests available in specialised centres (nasal nitric oxide, high-speed video microscopy, transmission electron microscopy, immunofluorescence and genetics. We then consider modifications that might be considered in less well-resourced countries whilst maintaining acceptable accuracy.

  17. 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.

  18. Evaluating the Relative Environmental Impact of Countries

    OpenAIRE

    Bradshaw, Corey J. A.; Giam, Xingli; Sodhi, Navjot Singh

    2010-01-01

    Environmental protection is critical to maintain ecosystem services essential for human well-being. It is important to be able to rank countries by their environmental impact so that poor performers as well as policy ?models? can be identified. We provide novel metrics of country-specific environmental impact ranks ? one proportional to total resource availability per country and an absolute (total) measure of impact ? that explicitly avoid incorporating confounding human health or economic i...

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

    African Journals Online (AJOL)

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

  20. Country report present status and need of human resource development in nuclear field in Vietnam

    International Nuclear Information System (INIS)

    Ngo Qui Viet; Vu Dang Ninh

    2000-01-01

    Vietnam Atomic Energy Commission (VAEC) was officially established in 1976, and is a national research and development organization in the field of nuclear science and technology for peaceful purposes in Vietnam. Under the VAEC, there are three institutes and one center. Status of main facilities, such as TRIGA MARK II, neutron generator, electron accelerator MT-17, and irradiation facilities are outlined in the paper. At present, the VAEC has a total staff of about 540 persons. The number of staff appears adequate to fulfill the present task on application of isotopes and nuclear techniques. When Vietnam decides to develop nuclear power program, the demand for human resources will be significantly high. During the last five years, Vietnam has been developing and implementing a national regulatory program on Radiation Protection and Nuclear Safety. The Ministry of Science, Technology and Environment (MOSTE) have established independent Vietnam Radiation Protection and Nuclear Safety Authority (VRPA) in 1994. If the Vietnamese Government approves the proposed nuclear power program, human resources training should be a key point for all research and development directions at all revel of personnel. When looking back in the history of formation and development of nuclear science and technology in Vietnam, the international cooperation has played an extremely important role in promoting the program. The exchange of information and direct participation in concrete cooperation activities under the framework of the Forum are expected. (Tanaka, Y.)

  1. Country report present status and need of human resource development in nuclear field in Vietnam

    Energy Technology Data Exchange (ETDEWEB)

    Ngo Qui Viet [Department of Organization and Scientific Human Resource Development, The Ministry of Science, Technology and Environment, Hanoi (Viet Nam); Vu Dang Ninh [Department of Administration and Personnel, The Vietnam Atomic Energy Commission, Hanoi (Viet Nam)

    2000-12-01

    Vietnam Atomic Energy Commission (VAEC) was officially established in 1976, and is a national research and development organization in the field of nuclear science and technology for peaceful purposes in Vietnam. Under the VAEC, there are three institutes and one center. Status of main facilities, such as TRIGA MARK II, neutron generator, electron accelerator MT-17, and irradiation facilities are outlined in the paper. At present, the VAEC has a total staff of about 540 persons. The number of staff appears adequate to fulfill the present task on application of isotopes and nuclear techniques. When Vietnam decides to develop nuclear power program, the demand for human resources will be significantly high. During the last five years, Vietnam has been developing and implementing a national regulatory program on Radiation Protection and Nuclear Safety. The Ministry of Science, Technology and Environment (MOSTE) have established independent Vietnam Radiation Protection and Nuclear Safety Authority (VRPA) in 1994. If the Vietnamese Government approves the proposed nuclear power program, human resources training should be a key point for all research and development directions at all revel of personnel. When looking back in the history of formation and development of nuclear science and technology in Vietnam, the international cooperation has played an extremely important role in promoting the program. The exchange of information and direct participation in concrete cooperation activities under the framework of the Forum are expected. (Tanaka, Y.)

  2. Global status of nuclear power and the needed human resources

    International Nuclear Information System (INIS)

    Bernido, Corazon C.

    2009-01-01

    According to projections of the OECD/IEA, the world energy demand will expand by 45% from now until 2030, with coal accounting for more than a third of the overall rise. To reduce greenhouse gases and mitigate climate change, many countries are resorting to renewables and nuclear power. Some statistics about nuclear energy in the global energy mix and about nuclear power plants worldwide, as well as the energy situation in the country are presented. According to sources from the Department of Energy on the Philippine Energy Plan, nuclear power is a long-term energy option and will likely enter the energy mix by 2025. Preparation of the infrastructure for nuclear power has to start ten to fifteen years before the first plant comes online. The needed human resources, the education and training required are present. (Author)

  3. HUMAN RESOURCE MANAGEMENT AND KNOWLEDGE ORGANIZATION IN ESTONIA AND SLOVENIA

    Directory of Open Access Journals (Sweden)

    Dana Mesner Andolšek

    2015-01-01

    Full Text Available The purpose of the analysis is to make a comparison of HRM practices among New Member States (especially Estonia and Slovenia and how these practices help to create the conditions to develop a knowledge organization. In the paper, the systemic and logical analysis of knowledge management concept and its relations with HRM was used. For empirical research a simple exploratory analysis statistical technique was used on Cranet (the Cranfield Network on Comparative Human Resource Management data on HRM practices across countries was used. Major findings allow stating that two important prerequisites for knowledge organization are met and they are successfully implemented through HRM practices especially in organizations in one country. The empirical research findings showed the trends in global economy and the ability of organizations in the New Member States to adapt through institutionally developed HRM practices.

  4. Screening for genital tuberculosis in a limited resource country: case report

    OpenAIRE

    Namani, Sadie; Qehaja-Bu?aj, Emine; Namani, Diell?za

    2017-01-01

    Background Screening for benign or malignant process of pelvis in young females is a challenge for a physician in a limited resource country. Tuberculosis should be always considered in the differential diagnosis of a pelvic mass in countries with high prevalence of tuberculosis. Negative results of analysis of peritoneal fluid for acid-fast staining, late cultures, and unavailability of new diagnostics methods such as polymerase chain reaction and adenosine deaminase of the aspirated fluid f...

  5. 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.

  6. The 2002 activities and the 4th workshop of the human resources development project in FNCA

    International Nuclear Information System (INIS)

    2003-07-01

    In 1999, the Project for Human Resources Development (HRD Project) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kinds of activity; In-workshop activity and Outside-of-workshop activity. The 4th Workshop on HRD Project was held on october 8-10, 2002, in Batangas, the Philippines. The Workshop was sponsored by the Department of Science and Technology (DOST) of the Philippines and the Ministry of Education, Culture, Sports, Science and Technology (MEXT) of Japan. The Philippine Nuclear Research Institute (PNRI) and the Japan Atomic Energy Research Institute (JAERI) acted as the hosts. Participating countries were China, Indonesia, Republic of Korea, Japan, Malaysia, the Phillippines, Thailand, and Vietnam. This report consists of presentation papers and materials at the 4th workshop as In-Workshop Activity, a review document of HRD Project for the 5th Coordinators Meeting of FNCA at Tokyo on March, 2003, a letter of proposal from the Project Leader of Japan to the Project Leaders of the participating countries, and training materials of participating countries as Outside-Workshop Activity. (author)

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

    Science.gov (United States)

    Nishtar, Sania

    2006-12-01

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

  8. Nurture of human resources for geological repository program

    International Nuclear Information System (INIS)

    Fujiwara, A.

    2004-01-01

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

  9. The Peculiarities of Human Resource Information Management Problems and Solutions

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2013-02-01

    of formation, generation of the business process, business information flows and information structure (information system and its development; and finally examines 3 the possible changes in the information infrastructure of the human resource development sector—presenting a general framework of an enterprise’s human resource information system, based on the meta-data management model and the usage associated with it (e.g., discovery, extraction, acquisition, distribution. Nowadays, human resources management is being renewed in enterprises and becoming one of the fundamental functions of activity management. Unfortunately, most business and industrial enterprises in the country often lack the capacity to effectively manage (identify, collect, store, manage its real information resources, and lack the ability to perform systems analysis, modelling, re-building or re-engineering of legacy applications, activity processes. This article presents several relatively simple, practical, but effective techniques (specific adaptations of technologies that allow an increase in the effectiveness of the information systems; continually improving, reviewing, controlling the existing data in the databases, the human resource management and business (work processes quality, such as: a reflective cycle for information system development, business information problem solving; enterprise knowledge or experience bases, meta-data management model.

  10. The Peculiarities of Human Resource Information Management Problems and Solutions

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2012-12-01

    of formation, generation of the business process, business information flows and information structure (information system and its development; and finally examines 3 the possible changes in the information infrastructure of the human resource development sector—presenting a general framework of an enterprise’s human resource information system, based on the meta-data management model and the usage associated with it (e.g., discovery, extraction, acquisition, distribution. Nowadays, human resources management is being renewed in enterprises and becoming one of the fundamental functions of activity management. Unfortunately, most business and industrial enterprises in the country often lack the capacity to effectively manage (identify, collect, store, manage its real information resources, and lack the ability to perform systems analysis, modelling, re-building or re-engineering of legacy applications, activity processes.This article presents several relatively simple, practical, but effective techniques (specific adaptations of technologies that allow an increase in the effectiveness of the information systems; continually improving, reviewing, controlling the existing data in the databases, the human resource management and business (work processes quality, such as: a reflective cycle for information system development, business information problem solving; enterprise knowledge or experience bases, meta-data management model.

  11. Activities of nuclear human resource development in nuclear industry

    International Nuclear Information System (INIS)

    Tsujikura, Yonezo

    2010-01-01

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

  12. Environmental and resource economics in South Africa: status quo and lessons for developing countries

    CSIR Research Space (South Africa)

    Nahman, Anton

    2009-09-01

    Full Text Available The paper reviews the potential contributions of environmental and resource economics (ERE) to the achievement of sustainable development in developing countries and highlights the limitations associated with applying ERE within a developing country...

  13. Trends and implications for achieving VISION 2020 human resources for eye health targets in 16 countries of sub-Saharan Africa by the year 2020.

    Science.gov (United States)

    Palmer, Jennifer J; Chinanayi, Farai; Gilbert, Alice; Pillay, Devan; Fox, Samantha; Jaggernath, Jyoti; Naidoo, Kovin; Graham, Ronnie; Patel, Daksha; Blanchet, Karl

    2014-08-15

    Development of human resources for eye health (HReH) is a major global eye health strategy to reduce the prevalence of avoidable visual impairment by the year 2020. Building on our previous analysis of current progress towards key HReH indicators and cataract surgery rates (CSRs), we predicted future indicator achievement among 16 countries of sub-Saharan Africa by 2020. Surgical and HReH data were collected from national eye care programme coordinators on six practitioner cadres: ophthalmologists, cataract surgeons, ophthalmic clinical officers, ophthalmic nurses, optometrists and 'mid-level refractionists' and combined them with publicly available population data to calculate practitioner-to-population ratios and CSRs. Data on workforce entry and exit (2008 to 2010) was used to project practitioner population and CSR growth between 2011 and 2020 in relation to projected growth in the general population. Associations between indicator progress and the presence of a non-physician cataract surgeon cadre were also explored using Wilcoxon rank sum tests and Spearman rank correlations. In our 16-country sample, practitioner per million population ratios are predicted to increase slightly for surgeons (ophthalmologists/cataract surgeons, from 3.1 in 2011 to 3.4 in 2020) and ophthalmic nurses/clinical officers (5.8 to 6.8) but remain low for refractionists (including optometrists, at 3.6 in 2011 and 2020). Among countries that have not already achieved target indicators, however, practitioner growth will be insufficient for any additional countries to reach the surgeon and refractionist targets by year 2020. Without further strategy change and investment, even after 2020, surgeon growth is only expected to sufficiently outpace general population growth to reach the target in one country. For nurses, two additional countries will achieve the target while one will fall below it. In 2011, high surgeon practitioner ratios were associated with high CSR, regardless of the type

  14. Strategies for the formation of human resources in the mexican nuclear field

    International Nuclear Information System (INIS)

    Gomez T, A.M.; Valle G, E. del; Francois L, J.L.; Espinosa P, G.; Mireles G, F.; Croche B, R.; Lartigue G, J.

    2007-01-01

    This work looks for to put in the discussion table the topic of the formation of human resources highly qualified that doubtless will need the country in the short term, same that will have to begin to be formed from now on to be able to satisfy the demand in the next future. They take like base several studies carried out by the NEA/OECD and the recommendations that have emanated of the same ones for later to make an approach of the current Mexican situation and to conclude with a series of recommendations that have been identified. The recommendations here exposed, they are only the thought of the authors and in no way they are based on an already carried out study. However it will be important to open the debate on the real strategies to have a national nuclear politics based on solid resultant foundations of the production and training of brilliant human resources. (Author)

  15. 3. Poor countries: Breaking the cycle of poverty, environmental degradation, and human deprivation

    International Nuclear Information System (INIS)

    Philips, R.

    1992-01-01

    In the poor countries, where poverty, environmental degradation, and human deprivation are closely linked and are aggravated by high population growth, measures to address these problems can be mutually reinforcing. Improvements in people's health and skills contribute to economic progress and - when available to women - to reduced births. Slower population growth increases the opportunities available to the current population, which in turn increases the people's capacity for responding to opportunities and incentives that protect the environment and promote economic development. A secure resource base and increases in nonagricultural employment opportunities - again, especially for women - in turn contribute to economic growth and to improved human prospects. Because of these synergistic relationships, simultaneously pursuing action on all fronts - investing in the development of people, promoting economic growth, and arresting massive environmental destruction - offers the possibility of turning a vicious cycle into a virtuous cycle. But the challenge is formidable and will require political commitment and a host of policies to foster equity, participation, and resource conservation. The alternative, however, may well be increased ecological disaster and poverty - and the social cleavages they create - in poor countries. People are their own best advocates when they have the opportunity. They know what they want and understand better than outsiders the local ecological, social, political, and cultural context. Initiatives that respect local knowledge, support rather than supplant local leadership, and work within existing institutions, supplementing but not replacing local wisdom with technical expertise, have the best chances of success

  16. Costing the scaling-up of human resources for health: lessons from Mozambique and Guinea Bissau

    Directory of Open Access Journals (Sweden)

    Dussault Gilles

    2010-06-01

    Full Text Available Abstract Introduction In the context of the current human resources for health (HRH crisis, the need for comprehensive Human Resources Development Plans (HRDP is acute, especially in resource-scarce sub-Saharan African countries. However, the financial implications of such plans rarely receive due consideration, despite the availability of much advice and examples in the literature on how to conduct HRDP costing. Global initiatives have also been launched recently to standardise costing methodologies and respective tools. Methods This paper reports on two separate experiences of HRDP costing in Mozambique and Guinea Bissau, with the objective to provide an insight into the practice of costing exercises in information-poor settings, as well as to contribute to the existing debate on HRH costing methodologies. The study adopts a case-study approach to analyse the methodologies developed in the two countries, their contexts, policy processes and actors involved. Results From the analysis of the two cases, it emerged that the costing exercises represented an important driver of the HRDP elaboration, which lent credibility to the process, and provided a financial framework within which HRH policies could be discussed. In both cases, bottom-up and country-specific methods were designed to overcome the countries' lack of cost and financing data, as well as to interpret their financial systems. Such an approach also allowed the costing exercises to feed directly into the national planning and budgeting process. Conclusions The authors conclude that bottom-up and country-specific costing methodologies have the potential to serve adequately the multi-faceted purpose of the exercise. It is recognised that standardised tools and methodologies may help reduce local governments' dependency on foreign expertise to conduct the HRDP costing and facilitate regional and international comparisons. However, adopting pre-defined and insufficiently flexible tools may

  17. Importance of Knowledge Management in Human Resource Development

    International Nuclear Information System (INIS)

    Pleslic, Sanda

    2014-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Marius Emil PATRICHI

    2015-10-01

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

  19. Nuclear human resources management in Serbia

    International Nuclear Information System (INIS)

    Videnovic, I.

    2007-01-01

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

  20. Human Resource Management: Some Vital Considerations

    OpenAIRE

    Mishra, SK

    2007-01-01

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

  1. Issues about Human Resources Recruitment

    Directory of Open Access Journals (Sweden)

    Aurel Manolescu

    2008-04-01

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

  2. Exploring Terra Incognita: Preliminary Reflections on the Impact of the Global Financial Crisis upon Human Resource Management.

    NARCIS (Netherlands)

    Zagelmeyer, S.J.; Gollan, P.J.

    2012-01-01

    Since 2007, the global financial crisis (GFC) appears not only to have shaken the foundations of the financial markets and the real economy; it also appears to have harmed the social and political life of many countries. For human resource management (HRM), the global crisis represents an external

  3. Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

    Directory of Open Access Journals (Sweden)

    Kaplan Avril D

    2013-02-01

    hold health workers accountable after they enter the workforce; and making use of health information systems to acquire data from providers and deliver it to policymakers. Conclusions The breadth of challenges facing the health workforce requires strengthening health governance as well as human resource systems in order to effect change in the health system. Further research into the effectiveness of specific interventions that enhance the link between the health workforce and governance are warranted to determine approaches to strengthening the health system.

  4. Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

    Science.gov (United States)

    Kaplan, Avril D; Dominis, Sarah; Palen, John Gh; Quain, Estelle E

    2013-02-15

    ; and making use of health information systems to acquire data from providers and deliver it to policymakers. The breadth of challenges facing the health workforce requires strengthening health governance as well as human resource systems in order to effect change in the health system. Further research into the effectiveness of specific interventions that enhance the link between the health workforce and governance are warranted to determine approaches to strengthening the health system.

  5. Human taeniasis: current insights into prevention and management strategies in endemic countries

    Science.gov (United States)

    Okello, Anna L; Thomas, Lian Francesca

    2017-01-01

    Human taeniasis is a zoonotic condition resulting from infection with the adult stages of Taenia saginata (“beef tapeworm”), Taenia solium (“pork tapeworm”) or Taenia asiatica (“Asian tapeworm”). Although these parasites have a worldwide distribution, the overwhelming burden is felt by communities in low- and middle-income countries. This is particularly true for T. solium, whereby infection of the central nervous system with the larval stage of the parasite (neurocysticercosis) is a major cause of acquired epilepsy in low-resource settings. With a focus on endemic countries, this review provides an insight into the prevention and management of human taeniasis, concluding with some recent case studies describing their implementation. Discussion of the opportunities and challenges regarding current fecal and serological diagnostic assays for detecting Taenia spp. highlights the importance of accurate and accessible diagnostic options for the field situation. The lack of long-term impact on the parasites’ lifecycle from human anthelmintic treatment, coupled with the propensity for adverse reactions, highlights the importance of a “two-pronged” approach that considers the relevant animal hosts, particularly in the case of T. solium. Aside from the therapeutic options, this review reiterates the importance of adequate assessment and consideration of the associated behavioral and policy aspects around sanitation, hygiene and meat inspection that have been shown to support parasite control, and potential elimination, in endemic regions. PMID:28615981

  6. Renewable energy resources and their role in the energy balance of the country

    International Nuclear Information System (INIS)

    Ivanov, P.; Trifonova, L.

    2001-01-01

    The role of the renewable energy sources in the energy production sector is discussed. The main features of solar, wind and biomass energy are reviewed. Studies for Bulgaria show a total solar radiation above 1600 kWh/m 2 for the Southern regions. The assessment of the solar resources, made by the DOE gives about 170 000 TWh/y for the whole territory. The economically advantageous resources for passive heating are 10.6 TWh till 2020. For the same period the utilization of 0.92 TWh solar energy is possible. Solar installations with surface about 14 000 m 2 are currently in operation. 54% of them are in the tourism sphere and only 8% are in industry (due to some economical difficulties about 44% of the industrial installations are shut down). On the base of processing of the data from more that 100 meteorological stations on the country territory, a spatial assessment of the resources has been done. For the whole territory the wind potential is estimated to about 15800 GW. Theoretical average annual wind resources at 10 km above the surface are 125 000 TWh. There are several areas with wind velocity 5-6 m/s which are suitable for wind energy production. The energy resources of biomass for the country are large - around 35.5 TWh. Under the programmes 'Country Study Project' and PHARE, different scenarii for the renewable energy source utilization till 2020 are developed. Estimation for the possibilities for wider application of the renewable sources in the market are done

  7. Human resources management in fitness centers and their relationship with the organizational performance

    Directory of Open Access Journals (Sweden)

    Jerónimo García Fernández

    2014-12-01

    Full Text Available Purpose: Human capital is essential in organizations providing sports services. However, there are few studies that examine what practices are carried out and whether they, affect sports organizations achieve better results are. Therefore the aim of this paper is to analyze the practices of human resource management in private fitness centers and the relationship established with organizational performance.Design/methodology/approach: Questionnaire to 101 managers of private fitness centers in Spain, performing exploratory and confirmatory factor analysis, and linear regressions between the variables.Findings: In organizations of fitness, the findings show that training practices, reward, communication and selection are positively correlated with organizational performance.Research limitations/implications: The fact that you made a convenience sampling in a given country and reduce the extrapolation of the results to the market.Originality/value: First, it represents a contribution to the fact that there are no studies analyzing the management of human resources in sport organizations from the point of view of the top leaders. On the other hand, allows fitness center managers to adopt practices to improve organizational performance.

  8. 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...

  9. Present status of development of uranium resources in foreign countries

    International Nuclear Information System (INIS)

    1983-10-01

    The book with the same title as this was published in 1981. Thereafter, the necessity to correct the contents arose, such as the remarkable change in uranium market condition and the change of uranium resource policy in Australia accompanying the change of regime, accordingly, the revision was carried out by adding more new information. As the main sources of the information collected in this book, 25 materials are shown. The confirmed resources of uranium in the free world as of the beginning of 1981 amounted to 2,293,000 t U, and the estimated additional resources were 2,720,000 t U. The political system and uranium policy, the present status of uranium export, the quantity of resources and the estimated amount of deposits, the uranium production and the status of uranium exploration and development of 25 foreign countries are reported. Japan has carried out uranium development activities in Australia, Canada, Niger, Gabon, Zambia and so on. (Kako, I.)

  10. 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...

  11. The 2004 activities and the workshop of the human resources development project in FNCA. Contract research

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2005-08-01

    In 1999, the Project for Human Resources Development (HRD Project) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kinds of activity; in-workshop activity and Outside-of-workshop activity. The FNCA 2004 Workshop on HRD Project was held on October 4-7, 2004, in Kuala Lumpur, Malaysia. The Workshop was sponsored by the Ministry of Science and Technology Innovation (MOSTI) of Malaysia and the Ministry of Education, Culture, Sports, Science and Technology (MEXT) of Japan. The Malaysian Institute for Nuclear Technology Research (MINT) and the Japan Atomic Energy Research Institute (JAERI) acted as the hosts. Participating countries were China, Indonesia, Republic of Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam. The activities of HRD Project was presented in the Sixth Coordinators Meeting of FNCA was held on March 30 - April 1, 2005, in Tokyo, Japan. This report consists of presentation papers and materials at the FNCA 2004 Workshop, a review document of HRD Project for the Coordinators Meeting of FNCA, a letter of request from the Project Leader of Japan to the Project Leaders of the participating countries and theme of the country report as Outside-Workshop Activity. (author)

  12. The ESTHER hospital partnership initiative: a powerful levy for building capacities to combat the HIV pandemic in low-resource countries

    OpenAIRE

    Raguin, Gilles

    2016-01-01

    Partnerships between hospitals in high income countries and low resource countries are uniquely capable of fulfilling the tripartite needs of care, training, and research required to address health care crises in low resource countries. Of particular interest, at a time when the EBOLA crisis highlights the weaknesses of health systems in resource-poor settings, the institutional resources and expertise of hospitals can also contribute to strengthening health systems with long-term sustainabil...

  13. The Role of Home Country Political Resources for Brazilian Multinational Companies

    Directory of Open Access Journals (Sweden)

    Karina Regina Vieira Bazuchi

    2013-10-01

    Full Text Available This paper aims to analyze the interactions between home country governments and Developing Country Multinational Companies (DMNCs. Drawing on evidence from the Brazilian political environment and Brazilian multinationals we investigate the mechanisms governments use to influence the internationalization process of domestic companies and firms’ political strategic responses to shape the political institutional environment in which they operate. We argue that foreign direct investment (FDI outflows from developing economies need to be explored given specific country level contextual factors, such as high levels of government involvement. Our main findings support this idea and indicate that home country governments use a series of formal and informal mechanisms in order to drive the international expansion of DMNCs in both the entry and consolidation phases. Moreover, DMNCs political behavior in the home country political environment accounts for an important part of their strategy to develop political resources and obtain above average returns from governmental benefits.

  14. What impact do Global Health Initiatives have on human resources for antiretroviral treatment roll-out? A qualitative policy analysis of implementation processes in Zambia

    Directory of Open Access Journals (Sweden)

    Hanefeld Johanna

    2009-02-01

    Full Text Available Abstract Background Since the beginning of the 21st century, development assistance for HIV/AIDS has increasingly been provided through Global Health Initiatives, specifically the United States Presidential Emergency Plan for AIDS Relief, the Global Fund to Fight HIV, TB and Malaria and the World Bank Multi-country AIDS Programme. Zambia, like many of the countries heavily affected by HIV/AIDS in southern Africa, also faces a shortage of human resources for health. The country receives significant amounts of funding from GHIs for the large-scale provision of antiretroviral treatment through the public and private sector. This paper examines the impact of GHIs on human resources for ART roll-out in Zambia, at national level, in one province and two districts. Methods It is a qualitative policy analysis relying on in-depth interviews with more than 90 policy-makers and implementers at all levels. Results Findings show that while GHIs do not provide significant funding for additional human resources, their interventions have significant impact on human resources for health at all levels. While GHIs successfully retrain a large number of health workers, evidence suggests that GHIs actively deplete the pool of skilled human resources for health by recruiting public sector staff to work for GHI-funded nongovernmental implementing agencies. The secondment of GHI staff into public sector facilities may help alleviate immediate staff shortages, but this practice risks undermining sustainability of programmes. GHI-supported programmes and initiatives add significantly to the workload of existing public sector staff at all levels, while incentives including salary top-ups and overtime payments mean that ART programmes are more popular among staff than services for non-focal diseases. Conclusion Research findings suggest that GHIs need to actively mediate against the potentially negative consequences of their funding on human resources for health. Evidence

  15. 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…

  16. Human Resource Management Practices in Nigeria

    OpenAIRE

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

    2011-01-01

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

  17. Sanitation planning in developing countries

    OpenAIRE

    Kerstens, S.M.

    2016-01-01

    Sanitation planning in developing countries: Added value of resource recovery Worldwide 2.5 billion people lack access to sanitation. This impacts human live, the environment and represents a loss of valuable resources that can be regained from wastewater. This study shows that resource recovery can be a potential driver to accelerate sanitation. A new sanitation decision framework for policy makers was created and tested in Indonesia. The variety of advantages and disadvantages of sanitatio...

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

    OpenAIRE

    Audia Junita

    2017-01-01

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

  19. Future for nuclear data research. Human resources

    International Nuclear Information System (INIS)

    Baba, Mamoru

    2006-01-01

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

  20. Conceptual modelling of human resource evaluation process

    Directory of Open Access Journals (Sweden)

    Negoiţă Doina Olivia

    2017-01-01

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

  1. OAS :: Accountability :: Human Resources

    Science.gov (United States)

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

  2. The new context for industrializing around natural resources: an opportunity for Latin America (and other resource rich countries)?

    OpenAIRE

    Carlota Perez

    2015-01-01

    This chapter argues that development is a moving target, and that windows of opportunity to both ‘catch up’ and ‘leap ahead’ present themselves at certain times and in specific regions due to technological revolutions and paradigm shifts. Having examined the historical precedents, it observes that the exploitation and processing of natural resources (NR), once seen as a ‘curse’ for developing nations, present such an opportunity for Latin America and other resource-rich countries at this stag...

  3. The 1999 activities and the 1st seminar on human resources development in the nuclear field as part of Asian regional cooperation (contract research)

    International Nuclear Information System (INIS)

    2000-12-01

    In August, 1999, the Project for Human Resources Development (HRD) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia, organized by the Atomic Energy Commission based on a resolution of the 10th International Conference for Nuclear Cooperation in Asia, held in March, 1999. The resolution was adopted as a recognition that 'human resources development' was an important area that should be added to the existing fields of cooperation. The Project was organized by the Atomic Energy Bureau of the Science and Technology Agency (STA) and is administrated by the Nuclear Technology and Education Center (NuTEC) of the Japan Atomic Energy Research Institute. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kind of activities: in-workshop activities and outside-of-workshop activities, as the time of the workshops themselves is too short to achieve the objectives. As In-workshop activities, 1st Seminar on Human Resources Development in the Nuclear Field was held on November 25 and 26, 1999, at the Tokyo International Forum. Participating countries were China, Indonesia, South Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam, with Australia submitting a study report only. This report consists of presentation papers at the Seminar as in-workshop activities, and a letter of proposal from the project leader of Japan to the project leaders of participating countries after the Seminar and a presentation paper on Human Resources Development at the First Coordinators Meeting on March 7 and 8, 2000 as outside-of-workshop activities. The 10 of the presented papers are indexed individually. (J.P.N.)

  4. The 1999 activities and the 1st seminar on human resources development in the nuclear field as part of Asian regional cooperation (contract research)

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2000-12-01

    In August, 1999, the Project for Human Resources Development (HRD) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia, organized by the Atomic Energy Commission based on a resolution of the 10th International Conference for Nuclear Cooperation in Asia, held in March, 1999. The resolution was adopted as a recognition that 'human resources development' was an important area that should be added to the existing fields of cooperation. The Project was organized by the Atomic Energy Bureau of the Science and Technology Agency (STA) and is administrated by the Nuclear Technology and Education Center (NuTEC) of the Japan Atomic Energy Research Institute. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kind of activities: in-workshop activities and outside-of-workshop activities, as the time of the workshops themselves is too short to achieve the objectives. As In-workshop activities, 1st Seminar on Human Resources Development in the Nuclear Field was held on November 25 and 26, 1999, at the Tokyo International Forum. Participating countries were China, Indonesia, South Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam, with Australia submitting a study report only. This report consists of presentation papers at the Seminar as in-workshop activities, and a letter of proposal from the project leader of Japan to the project leaders of participating countries after the Seminar and a presentation paper on Human Resources Development at the First Coordinators Meeting on March 7 and 8, 2000 as outside-of-workshop activities. The 10 of the presented papers are indexed individually. (J.P.N.)

  5. Equality in Distribution of Human Resources: the Case of Iran's Ministry of Health and Medical Education.

    Science.gov (United States)

    Mobaraki, H; Hassani, A; Kashkalani, T; Khalilnejad, R; Chimeh, E Ehsani

    2013-01-01

    Equity in access to and utilization of health services is a common goal of policy-makers in most countries. The fair allocation of human resources is one of the dimensions of equity, which was evaluated in this study. We evaluated the equity of human resources' distribution among Iran's medical science universities between 2005 and 2009 by inequality measures including Lorenze curve, Gini coefficient and Rabin hood indexes. In the distribution 60403 recruitment licenses among medical universities with 72456140 covered populations, Gini coefficient was 0.167 and Robin Hood Index 0.11. Calculations indicated Recruitment licenses are equitably distributed in MOH&ME of Iran. However a portion of recruitment licenses should redistributed for achieving perfect equal distribution among all public medical universities of Iran.

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

    Directory of Open Access Journals (Sweden)

    Remigiusz Gawlik

    2016-12-01

    Full Text Available Objective: The paper aims at identifying and assessing the significance of work-life balance determinants between the Youth of highly developed societies and its implications for human resources management on the example of Norway. Research Design & Methods: The research target group consists of 236 respondents recruited among Norwegian tertiary education students. It employed literature analysis, two-stage exploratory research: direct individual in-depth interviews, survey based on a self-administered, web-based questionnaire with single-answer, limited choice qualitative & quantitative, as well as explanatory research (informal moderated group discussions. Findings: The research on perceptions of determinants of quality of life and attractiveness of life strategies shows that in a country with relatively high socio-economic development level, such as Norway, differences in rankings do exist. They can be observed in relevance to both material and non-material QoL determinants. Implications & Recommendations: The study revealed a need for deeper research on individually driven early decision-making of future employees and entrepreneurs. This will result in closer modelling of socio-economic phenomena, including more accurate adaptation to trends on the labour market and creation of new business models. Contribution & Value Added: Research value added comes from the comparison of perceptions of quality of life determinants between countries at various stages of socio-economic development and its implications for human resource management.

  7. 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

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

    International Nuclear Information System (INIS)

    Yamamoto, Shinji

    2009-01-01

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

  9. Treatment facilities, human resource development, and future prospect of particle beam therapy

    International Nuclear Information System (INIS)

    Tamaki, Tomoaki; Nakano, Takashi

    2015-01-01

    The number of particle beam therapy facilities is increasing globally. Among the countries practicing particle beam therapy, Japan is one of the leading countries in the field with four operating carbon-ion therapy facilities and ten operating proton therapy facilities. With the increasing number of particle beam therapy facilities, the human resource development is becoming extremely important, and there has been many such efforts including the Gunma University Program for Cultivating Global Leaders in Heavy Ion Therapeutics and Engineering, which aimed to educate and train the radiation oncologists, medical physicists, accelerator engineers, and radiation biologists to become global leaders in the field of particle beam therapy. In the future, the benefit and effectiveness of particle beam therapy should be discussed and elucidated objectively in a framework of comprehensive cancer care. (author)

  10. 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.

  11. Governance and human resources for health

    Directory of Open Access Journals (Sweden)

    Dieleman Marjolein

    2011-11-01

    Full Text Available Abstract Despite an increase in efforts to address shortage and performance of Human Resources for Health (HRH, HRH problems continue to hamper quality service delivery. We believe that the influence of governance is undervalued in addressing the HRH crisis, both globally and at country level. This thematic series has aimed to expand the evidence base on the role of governance in addressing the HRH crisis. The six articles comprising the series present a range of experiences. The articles report on governance in relation to developing a joint vision, building adherence and strengthening accountability, and on governance with respect to planning, implementation, and monitoring. Other governance issues warrant attention as well, such as corruption and transparency in decision-making in HRH policies and strategies. Acknowledging and dealing with governance should be part and parcel of HRH planning and implementation. To date, few experiences have been shared on improving governance for HRH policy making and implementation, and many questions remain unanswered. There is an urgent need to document experiences and for mutual learning.

  12. 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.

  13. The impact of human resource practices on psychological empowerment

    Directory of Open Access Journals (Sweden)

    Fatemeh Moradi

    2016-07-01

    Full Text Available Today, human capital is considered a key factor of achieving the competitive advantage in different industries. The present study, as an applied and descriptive research, aims at providing formulation and evaluation of human resource development of an Iranian Petrochemical Company (APC. The human resource experts and managers of APC together with university professors of human capital and familiar with local conditions of Khuzestan province, Iran, made up the statistical population of this research. In this connection, first the internal factors (including advantages and disadvantages were identified using human resource excellence indicators. Then, the opportunities and threats of human resource system were found via PESTEL approach. In the next step, the primary strategies were formulated using the strength, weakness, opportunities and threats (SWOT Matrix. The next phases of the study were included evaluation and ranking of human resource development strategies based on analytical network process (ANP multi-criteria decision making method and grey systems theory. According to results of the research, defensive strategies (WT are suggested as the best and most appropriate strategies in human resource area. In other words, the internal and external factors of APC are problematic. Accordingly, APC is expected to adopt WT strategy, minimize the weaknesses, and avoid threats. Subsequent to the above policy, the strategies of WO, ST, and SO are advised to employ.

  14. Energy needs, uses, and resources in developing countries

    Energy Technology Data Exchange (ETDEWEB)

    Palmedo, P.F.; Nathans, R.; Beardsworth, E.; Hale, S. Jr.

    1978-03-01

    The report identifies the energy needs, uses, and resources in the developing countries of the world and examines the energy options available to them for their continued social and economic growth. If traditional patterns of development are to continue, oil consumption in the non-OPEC LDCs will grow steadily to become comparable with current U.S. consumption between 2000 and 2020. Attempts to exploit indigenous hydrocarbon resources even in those LDCs with untapped reserves will be limited by shortages of capital and technical manpower. In the absence of major actions to replace noncommercial fuels or to increase the effectiveness with which they are used, a large fraction of the 3 to 4 billion LDC rural population in the year 2000 will not be able to raise their energy usage above subsistence levels. There is a wide variety of solutions to these problems, many of them emerging directly from the changed economics of energy. For example, most LDCs have not adequately explored and developed their own indigenous resources; in virtually all energy conversion and utilization processes there are opportunities for improvements in efficiency and substitution of renewable energy forms. In virtually all these areas there are opportunities for effective assistance activities.

  15. Civil Service Human Resource Capacity and Information Technology

    African Journals Online (AJOL)

    Tesfaye

    2009-01-01

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

  16. Development of Reference Training Courses for the Countries Introducing Nuclear Power

    Energy Technology Data Exchange (ETDEWEB)

    Lee, Eui-Jin; Han, Kyong-Won; Min, Byung-Joo; Nam, Young-Mi [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of)

    2008-10-15

    Human resources development is an important issue for the countries introducing their first nuclear power plant. Countries, which are considering introducing the nuclear power programs, will have to establish their infrastructure required for such programs. Since Korea has successfully achieved her self-reliance in nuclear power technology over the last 3 decades with a rapid expansion of nuclear power program, most of the countries have been interested in the Korean experience on human resources development and also hoped to share the experiences on nuclear training and education. The purpose of this paper is to present reference training courses developed at KAERI which can be shared with countries that need an infrastructure development for nuclear power.

  17. Human resources for health planning and management in the Eastern Mediterranean region: facts, gaps and forward thinking for research and policy

    OpenAIRE

    El-Jardali, Fadi; Jamal, Diana; Abdallah, Ahmad; Kassak, Kassem

    2007-01-01

    Abstract Background The early decades of the 21st century are considered to be the era of human resources for health (HRH). The World Health Report (WHR) 2006 launched the Health Workforce Decade (2006–2015), with high priority given for countries to develop effective workforce policies and strategies. In many countries in the Eastern Mediterranean Region (EMR), particularly those classified as Low and Low-Middle Income Countries (LMICs), the limited knowledge about the nature, scope, composi...

  18. 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…

  19. The impact of health care resources, socioeconomic status, and demographics on life expectancy: a cross-country study in three Southeast Asian countries.

    Science.gov (United States)

    Chan, Moon Fai

    2015-03-01

    This study aimed to examine the impact of health care resources, socioeconomic status, and demographic changes on life expectancy in Indonesia, Philippines, and Vietnam. This was a cross-country study to collect annual data (1980-2008) from each target country. Life expectancy was the dependent variable and health care resources, socioeconomic status, and demographics were the 3 main determinants. Structural equation modeling was employed, and the results indicate that the availability of more health care resources (Indonesia: coefficient = .47, P = .008; Philippines: coefficient = .48, P = .017; Vietnam: coefficient = .48, P = .004) and higher levels of socioeconomic advantages (Indonesia: coefficient = .41, P = .014; Vietnam: coefficient = .34, P = .026) are more likely to increase life expectancy. In contrast, demographic changes are more likely to increase life expectancy because of the wide range of health care resources. These findings suggest that more effort, particularly during economic downturns, should be put into removing the barriers that impede access to health care services and increasing preventive care for the population that currently has less access to health care in communities where there is a shortage of medical resources. © 2013 APJPH.

  20. The impact of HIV/AIDS on human development in African countries.

    Science.gov (United States)

    Boutayeb, Abdesslam

    2009-11-18

    In the present paper, we consider the impact of HIV/AIDS on human development in African countries, showing that, beyond health issues, this disease should and must be seen as a global development concern, affecting all components of human development. Consequently, we stress the necessity of multidisciplinary approaches that model, estimate and predict the real impact of HIV/AIDS on human development of African countries in order to optimise the strategies proposed by national countries, international institutions and their partners. In our search strategy, we relied on secondary information, mainly through National Human Development Reports of some African countries and regular publications released by the United Nations (UN), United Nations Development Programme (UNDP), World Health Organization (WHO) and the World Bank. We restricted ourselves to reports dealing explicitly with the impact of HIV/AIDS on human development in African countries. HIV/AIDS is affecting the global human development of African countries through its devastating impact on health and demographic indicators such as life expectancy at birth, healthcare assistance, age and sex distribution, economic indicators like income, work force, and economic growth, education and knowledge acquisition and other indicators like governance, gender inequality and human rights. On the basis of the national reports reviewed, it appears clearly that HIV/AIDS is no longer a crisis only for the healthcare sector, but presents a challenge to all sectors. Consequently, HIV/AIDS is a development question and should be viewed as such. The disease is impeding development by imposing a steady decline in the key indicators of human development and hence reversing the social and economic gains that African countries are striving to attain. Being at the same time a cause and consequence of poverty and underdevelopment, it constitutes a challenge to human security and human development by diminishing the chances of

  1. The management of human resources in the Basic Units of Cooperative Production in Cuba: An essential challenge

    Directory of Open Access Journals (Sweden)

    Deysi Alfonso Porraspita

    2018-02-01

    Full Text Available The socioeconomic structure of Cuba has undergone a stage of profound transformation, with various factors that have intervened in this process, where different forms of business structures have converged, one of which has been represented by the cooperative sector, fundamentally developed in agriculture from the country. In this scenario the issue of the effectiveness of these entities has been subject to dissimilar analyzes and debates from different sides, where what is related to the human factor has played an essential role, this implies a detailed observation of the adequate management of human resources in the integral management of these organizations. In this line, the fundamental challenge will be to manage human resources in a way that contributes to the continuous improvement of the Cooperative Production Units as one of the representative structures of the agrarian cooperative sector in Cuba. Carrying out an analysis highlighting the importance of the management of human resources as a contribution to affectivity of the Basic Units of Cooperative production constituted the objective of the work. Through analysis, synthesis and use of the logical historical in the system analysis, the work addressed the theoretical pillars and methodological aspects that support the management of human resources in the cooperative entities analyzed as a tribute to the effectiveness of their results.

  2. The limits of human development and the use of energy and natural resources

    International Nuclear Information System (INIS)

    Dias, Rubens A.; Mattos, Cristiano R.; Balestieri, Jose A.P.

    2006-01-01

    The development of nations is an unquestionable requirement. A lot of challenges concerning health, education and economy are present. A discussion on these development models has occupied the minds of decision makers in recent years. When energy supply and demand is considered, the situation becomes critical and the crucial question is: how to improve the quality of life of developing countries based on available models of development that are related to the life style of developed countries, for which the necessary use and waste of energy are present? How much energy is essential to humanity for not so as to endangering the survival conditions of future generations? The human development index (HDI) establishes the relationship among energy use, economic growth and social growth. Here it can be seen that 75% of the world population has a significant energy consumption potential. This is a strong reason to consider that the sustainable development concepts on energy policies are strategic to the future of the planet. This paper deals with the importance of seeking alternative development models for human development balance, natural resources conservation and environment through rational energy use concepts

  3. 7 CFR 2.92 - Director, Office of Human Resources Management.

    Science.gov (United States)

    2010-01-01

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

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2016-04-01

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

  5. Potential for Zika virus introduction and transmission in resource limited countries in Africa and Asia-Pacific: A modeling study

    Science.gov (United States)

    German, Matthew; Creatore, Maria I.; Brent, Shannon; Watts, Alexander G.; Hay, Simon I.; Kulkarni, Manisha A.; Brownstein, John S.; Khan, Kamran

    2016-01-01

    Summary Background As the epidemic of Zika virus expands in the Americas, countries across Africa and the Asia-Pacific region are becoming increasingly susceptible to the importation and possible local spread of the virus. To support public health readiness, we aim to identify regions and times where the potential health, economic, and social effects from Zika virus are greatest, focusing on resource-limited countries in Africa and the Asia-Pacific region. Methods Our model combined transportation network analysis, ecological modelling of mosquito occurrences, and vector competence for flavivirus transmission, using data from the International Air Transport Association, entomological observations from Zika’s primary vector species, and climate conditions using WorldClim. We overlaid monthly flows of airline travellers arriving to Africa and the Asia-Pacific region from areas of the Americas suitable for year-round transmission of Zika virus with monthly maps of climatic suitability for mosquito-borne transmission of Zika virus within Africa and the Asia-Pacific region. Findings An estimated 2·6 billion people live in areas of Africa and the Asia-Pacific region where the presence of competent mosquito vectors and suitable climatic conditions could support local transmission of Zika virus. Countries with large volumes of travellers arriving from Zika affected areas of the Americas and large populations at risk of mosquito-borne Zika virus infection include, India (67 422 travellers arriving per year; 1·2 billion residents in potential Zika transmission areas), China (238 415 travellers; 242 million residents), Indonesia (13 865 travellers; 197 million residents), Philippines (35 635 travellers; 70 million residents), and Thailand (29 241 travellers; 59 million residents). Interpretation Many countries across Africa and the Asia-Pacific region are vulnerable to Zika virus. Strategic use of available health and human resources is essential to prevent or mitigate

  6. Priority needs and wisdom strategy for blood transfusion safety in developing low-resource countries.

    Science.gov (United States)

    Abdelrazik, Abeer Mohamed; Ezzat Ahmed, Ghada M

    2016-02-01

    To evaluate the implementation of alternative safety measures that reduce the risk of transfusion transmissible infections as an affordable measure in low resource countries. It is still difficult in developing countries with limited resources to mandate nucleic acid testing due to its high cost. Although NAT reduces the window period of infection, the developing countries are still in need of an efficient and effective transfusion programme before implementing the complex high cost NAT. Two thousand eight hundred eighty sero-negative first-time and repeat donations from Fayoum University Hospital blood bank were individually analysed by NAT for HIV, HBV and HCV. Only discriminatory-positive NAT were classified comparing the non-remunerated and family replacement donations. Significant discriminatory-positive differences were observed for HBV NAT results, 2 remunerated donations compared to 0 non-remunerated sero-negative donations. The discriminatory positive differences were also significant for HCV NAT results, 4 remunerated donations compared to 1 non-remunerated sero-negative donation. No sero-negative, discriminatory-positive NAT HIV case was found. Seven out of 8 discriminatory positive cases were from first time donations. In order to ensure blood safety, the recruitment and retention of voluntary, non-remunerated repeat donors should be a major commitment for low resource countries in which NAT implementation is costly and not feasible. Copyright © 2016 Elsevier Ltd. All rights reserved.

  7. Natural resources - food nexus: food-related environmental footprints in the mediterranean countries.

    Science.gov (United States)

    Lacirignola, Cosimo; Capone, Roberto; Debs, Philipp; El Bilali, Hamid; Bottalico, Francesco

    2014-01-01

    Immediate action is required in the Mediterranean to address environmental degradation that is mainly driven by consumption patterns. Increasing stress on biological and social systems is put by unsustainable consumption patterns. Food consumption patterns are important drivers of environment degradation. The objective of this review paper is to explore natural resources-food nexus in the Mediterranean region by highlighting the environmental footprints of the current consumption and production patterns. Secondary data from different sources such as FAOSTAT, the World Bank, Water Footprint Network (WFN), and Global Footprint Network were used to analyze the situation in 21 Mediterranean countries. The region faces many environmental challenges, e.g., land degradation, water scarcity, environment pollution, biodiversity loss, and climate change. The current consumption patterns imply high ecological, carbon, and water footprints of consumption and unfavorable national virtual-water balances. Food Balance Sheets data show that the contribution of vegetal and animal-based food product groups to food supply is variable among the Mediterranean countries. This has implications also in terms of the WF of food supply, which was calculated for Bosnia, Egypt, Italy, Morocco, and Turkey. The WF of the current diet resulted lower than that of the proposed Mediterranean one in the case of Italy. There is a strong scientific evidence supporting assumption that it is so also for other Mediterranean countries. The Mediterranean is characterized by a high resource use intensity that is further exacerbated by food losses and waste (FLW). In fact, FLW implies the loss of precious resources (water, land, energy) and inputs (fertilizers). Therefore, it is crucial to increase adherence to the traditional Mediterranean diet and to reduce FLW in order to foster transition to more sustainable food consumption patterns thus reducing pressure on the scarce resources of the Mediterranean

  8. 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....

  9. Relevance of counselling to human resource management in ...

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    Toshiba

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

  11. An approach to classifying human resources constraints to attaining health-related Millennium Development Goals

    Directory of Open Access Journals (Sweden)

    Wyss Kaspar

    2004-07-01

    Full Text Available Abstract Background For any wide-ranging effort to scale up health-related priority interventions, human resources for health (HRH are likely to be a key to success. This study explores constraints related to human resources in the health sector for achieving the Millennium Development Goals (MDGs in low-income countries. Methods and framework The analysis drew on information from a variety of publicly-available sources and principally on data presented in published papers in peer-reviewed journals. For classifying HRH constraints an analytical framework was used that considers constraints at five levels: individual characteristics, the health service delivery level, the health sector level, training capacities and the sociopolitical and economic context of a country. Results and discussion At individual level, the decision to enter, remain and serve in the health sector workforce is influenced by a series of social, economic, cultural and gender-related determinants. For example, to cover the health needs of the poorest it is necessary to employ personnel with specific social, ethnic and cultural characteristics. At health-service level, the commitment of health staff is determined by a number of organizational and management factors. The workplace environment has a great impact not only on health worker performance, but also on the comprehensiveness and efficiency of health service delivery. At health-sector level, the use of monetary and nonmonetary incentives is of crucial importance for having the accurate skill mix at the appropriate place. Scaling up of priority interventions is likely to require significant investments in initial and continuous training. Given the lead time required to produce new health workers, such investments must occur in the early phases of scaling up. At the same time coherent national HRH policies are required for giving direction on HRH development and linking HRH into health-sector reform issues, the scaling

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

    Directory of Open Access Journals (Sweden)

    BÎRCĂ ALIC

    2017-06-01

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

  13. 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.

  14. International Migration and Human Development in Destination Countries: A Cross-National Analysis of Less-Developed Countries, 1970-2005

    Science.gov (United States)

    Sanderson, Matthew

    2010-01-01

    Contemporary levels of international migration in less-developed countries are raising new and important questions regarding the consequences of immigration for human welfare and well-being. However, there is little systematic cross-national evidence of how international migration affects human development levels in migrant-receiving countries in…

  15. Japanese experiences in human resources development in the nuclear fields and proposal on procedure of the 1st seminar

    International Nuclear Information System (INIS)

    Murao, Yoshio

    2000-01-01

    The Atomic Energy Basic Act was enforced in 1956. The law prescribed establishment of the Atomic Energy Commission (establishment of the Nuclear Safety Commission was added in 1978), definition of administrative bodies for nuclear fuel materials and reactors and radiation protection, and necessary regulatory laws. The law also prescribed establishment of a national nuclear center for R and D and human resources development, i.e. Japan Atomic Energy Research Institute (JAERI) was established in 1956. The Nuclear Technology and Education Center (NuTEC) RI school was opened in 1958. Establishments of Power Reactor and Nuclear Fuel Development Corporation and National Institute of Radiological Science were in 1956 and 1957, respectively. In universities, nuclear facilities were constructed for supplying young human resources based on decision by Ministry of Education after 1961. The foundation of Japan Atomic Energy Power Co. (JAPCO) was in 1957. In the NuTEC, a variety of training courses had been prepared and carried out to meet the requirements of the nuclear community. Many leaders and experts had been produced and they worked for development of nuclear infrastructure in Japan. International training programs were started in 1985 and the experiences were applied for helping Asian countries to develop the manpower for nuclear infrastructure. Japanese safety actions for nuclear technology had strongly depended on that of USA. Therefore, much efforts on safety evaluation and phenomenological understanding are necessary in Japan. Recent tendency is changed from development-minded approach to safety-minded approach and is focused more on efforts to get public consent on nuclear energy. However, Japanese experiences will be useful for developing human resources in other countries. The NuTEC of JAERI will operate the seminar once a year. The seminar will be implemented; to get mutual recognition on present status and problems of regional countries by gathering information

  16. Human resource management practices in public and private ...

    African Journals Online (AJOL)

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

  17. Management of Human Resources in CNCAN

    International Nuclear Information System (INIS)

    Ghinea, P.; Goicea, C.

    2014-01-01

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

  18. 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 ...

  19. 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.

  20. Human Capital and Cross-Country Comparison of Inequality

    NARCIS (Netherlands)

    J.M.A. Viaene (Jean-Marie); I. Zilcha (Itzhak)

    2002-01-01

    textabstractThe paper studies the effects of cross-country differences in the production process of human capital on income distribution and growth. Our overlapping gen- erations economy has the following features: (1) consumers are heterogenous with respect to parental human capital and wealth; (2)

  1. Human resource development for management of decommissioning

    International Nuclear Information System (INIS)

    Tanaka, Kenichi

    2017-01-01

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

  2. Putting your human resource department to work for you.

    Science.gov (United States)

    McConnell, C R

    1991-06-01

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

  3. The role of food-security solutions in the protection of natural resources and environment of developing countries.

    Science.gov (United States)

    Lashgarara, Farhad; Mirdamadi, Seyyed Mehdi; Hosseini, Seyyed Jamal Farajollah; Chizari, Mohammad

    2008-10-01

    The majority of the countries of the world, especially developing countries, face environmental problems. Limitations of basic resources (water and soil) and population growth have been the cause of these environmental problems that countries are confronted with. Developing countries have numerous problems, including destruction of forests, vegetable and animal species, and pollution of the environment. Damage to natural resources and the environment can influence the food-security situation. One of the main millennium development goals (MDGs) is protection of the environment and people's health. This cannot obtained unless there is ensured food security. Food security has been defined as a situation when all people, at all times, have physical and economic access to sufficient, safe, and nutritious food needed to maintain a healthy and active life. At the same time, with ensured food security, we can hope to protect the natural resources and environment. The methodology used is descriptive-analytical, and its main purpose is determining the importance and role of food-security solutions in the reduction of environmental hazards and improvement of natural resources and the environmental situation in developing countries. Therefore, some of the most important food-security solutions that can play an important role in this relation were discussed, including conventional research-based technology, biotechnology, information and communication technologies (ICTs), alternative energy sources, and food irradiation.

  4. 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.

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

    African Journals Online (AJOL)

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

  6. Training human resource for NPP in Vietnam

    International Nuclear Information System (INIS)

    Nguyen, Trung Tinh; Dam, Xuan Hiep

    2008-01-01

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

  7. The PRONUCLEAR role (1976-1986 in the human resource training for the nuclear area in Brazil: science history

    International Nuclear Information System (INIS)

    Schmiedecke, Winston Gomes

    2006-01-01

    In 1975, an agreement between the governments of Brazil and West-Germany was signed for the construction of nuclear power plants in Brazil as well as the extraction, processing and enrichment of uranium. As the result of the first oil crisis and facing the perspective of a continuous world energy crisis, the Brazilian government decided to turn to nuclear power as an alternative supply for the country's energy needs. However, serious limitations were present regarding the transfer of nuclear technology for a third world country. This paper analyzes some aspects of the process involved in the creation of the specialized human resources during the extent of the agreement between Brazil and West Germany. Since its inception, the agreement received harsh criticism from the Brazilian nuclear physics and related fields scientific communities. Because the planning and implementation of the agreement took place during a period of military dictatorship, the decisions relating to the agreement were never debated between the policy makers and the scientific community. Not surprisingly, the agreement received plenty of criticism that ranged from the actual need for nuclear power to technical feasibility and suspicious of possible military uses and even the very policies created to prepare human resources to work in the nuclear area. One of the most important tools of these policies was the Programa de Recursos Humanos para o Setor Nuclear - PRONUCLEAR (Nuclear Sector Human Resources Program), implemented in 1976 and gradually deactivated starting in 1983. (author)

  8. SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

    Directory of Open Access Journals (Sweden)

    Cristian Stefanescu

    2017-06-01

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

  9. 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,…

  10. Removing financial barriers to access reproductive, maternal and newborn health services: the challenges and policy implications for human resources for health.

    Science.gov (United States)

    McPake, Barbara; Witter, Sophie; Ensor, Tim; Fustukian, Suzanne; Newlands, David; Martineau, Tim; Chirwa, Yotamu

    2013-09-22

    The last decade has seen widespread retreat from user fees with the intention to reduce financial constraints to users in accessing health care and in particular improving access to reproductive, maternal and newborn health services. This has had important benefits in reducing financial barriers to access in a number of settings. If the policies work as intended, service utilization rates increase. However this increases workloads for health staff and at the same time, the loss of user fee revenues can imply that health workers lose bonuses or allowances, or that it becomes more difficult to ensure uninterrupted supplies of health care inputs.This research aimed to assess how policies reducing demand-side barriers to access to health care have affected service delivery with a particular focus on human resources for health. We undertook case studies in five countries (Ghana, Nepal, Sierra Leone, Zambia and Zimbabwe). In each we reviewed financing and HRH policies, considered the impact financing policy change had made on health service utilization rates, analysed the distribution of health staff and their actual and potential workloads, and compared remuneration terms in the public sectors. We question a number of common assumptions about the financing and human resource inter-relationships. The impact of fee removal on utilization levels is mostly not sustained or supported by all the evidence. Shortages of human resources for health at the national level are not universal; maldistribution within countries is the greater problem. Low salaries are not universal; most of the countries pay health workers well by national benchmarks. The interconnectedness between user fee policy and HRH situations proves difficult to assess. Many policies have been changing over the relevant period, some clearly and others possibly in response to problems identified associated with financing policy change. Other relevant variables have also changed.However, as is now well

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

    African Journals Online (AJOL)

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

  12. Country programme review. Ethiopia

    International Nuclear Information System (INIS)

    1991-01-01

    This document reviews the current nuclear program in Ethiopia, identifying the peaceful uses of nuclear technology in the country and possible future technical cooperation activities. Separate brief sections deal with food and agriculture; human health; water and geothermal resources; industrial applications and instrumentation; radiation protection; higher education; programming, coordination and development

  13. Annual report of Nuclear Human Resource Development Center. April 1, 2010 - March 31, 2011

    International Nuclear Information System (INIS)

    2012-03-01

    This annual report summarizes the activities of Nuclear Human Resource Development Center (NuHRDeC) of Japan Atomic Energy Agency (JAEA) in the fiscal year 2010. In this fiscal year, NuHRDeC flexibly designed and conducted as need training courses upon requests while conducting the annually scheduled training programs, and actively addressed the challenge of human resource development, such as to enhance the collaboration with academia and to expand the number of participating countries for international training. The number of trainees who completed the domestic training courses in 2010 was slightly increased to 340, which is 6 percent more than the previous year. The number of those who completed the staff technical training courses was 879 in 2010, which is 12 percent more than the previous year. As a result, the total number of trainees during this period is about 10 percent more than the previous year. In order to correspond with the needs from outside of JAEA, four temporary courses were held upon the request from Nuclear and Industrial Safety Agency (NISA), Ministry of Economy, Trade and Industry (METI). JAEA continued its cooperative activities with universities; cooperation with graduate school of University of Tokyo, and the cooperative graduate school program was enlarged to cooperate with totally 19 graduate schools, one faculty of undergraduate school, and one technical college, including the newly joined 1 graduate school in 2010. JAEA also continued cooperative activities with Nuclear HRD Program initiated by MEXT and METI in 2007. The joint course has continued networking with six universities through utilizing the remote education system, Japan Nuclear Education Network (JNEN), and special lectures, summer and winter practice were also conducted. In respect of International training, NuHRDeC continuously implemented the Instructor Training Program (ITP) by receiving the annual sponsorship from MEXT. In fiscal year 2010, four countries (Bangladesh

  14. Human resources for health: global crisis and international cooperation.

    Science.gov (United States)

    Portela, Gustavo Zoio; Fehn, Amanda Cavada; Ungerer, Regina Lucia Sarmento; Poz, Mario Roberto Dal

    2017-07-01

    From the 1990s onwards, national economies became connected and globalized. Changes in the demographic and epidemiological profile of the population highlighted the need for further discussions and strategies on Human Resources for Health (HRH). The health workforce crisis is a worldwide phenomenon. It includes: difficulties in attracting and retaining health professionals to work in rural and remote areas, poor distribution and high turnover of health staff particularly physicians, poor training of health workforces in new sanitation and demographic conditions and the production of scientific evidence to support HRH decision making, policy management, programs and interventions. In this scenario, technical cooperation activities may contribute to the development of the countries involved, strengthening relationships and expanding exchanges as well as contributing to the production, dissemination and use of technical scientific knowledge and evidence and the training of workers and institutional strengthening. This article aims to explore this context highlighting the participation of Brazil in the international cooperation arena on HRH and emphasizing the role of the World Health Organization in confronting this crisis that limits the ability of countries and their health systems to improve the health and lives of their populations.

  15. Dietary heterogeneity among Western industrialized countries reflected in the stable isotope ratios of human hair.

    Science.gov (United States)

    Valenzuela, Luciano O; Chesson, Lesley A; Bowen, Gabriel J; Cerling, Thure E; Ehleringer, James R

    2012-01-01

    Although the globalization of food production is often assumed to result in a homogenization of consumption patterns with a convergence towards a Western style diet, the resources used to make global food products may still be locally produced (glocalization). Stable isotope ratios of human hair can quantify the extent to which residents of industrialized nations have converged on a standardized diet or whether there is persistent heterogeneity and glocalization among countries as a result of different dietary patterns and the use of local food products. Here we report isotopic differences among carbon, nitrogen and sulfur isotope ratios of human hair collected in thirteen Western European countries and in the USA. European hair samples had significantly lower δ(13)C values (-22.7 to -18.3‰), and significantly higher δ(15)N (7.8 to 10.3‰) and δ(34)S (4.8 to 8.3‰) values than samples from the USA (δ(13)C: -21.9 to -15.0‰, δ(15)N: 6.7 to 9.9‰, δ(34)S: -1.2 to 9.9‰). Within Europe, we detected differences in hair δ(13)C and δ(34)S values among countries and covariation of isotope ratios with latitude and longitude. This geographic structuring of isotopic data suggests heterogeneity in the food resources used by citizens of industrialized nations and supports the presence of different dietary patterns within Western Europe despite globalization trends. Here we showed the potential of stable isotope analysis as a population-wide tool for dietary screening, particularly as a complement of dietary surveys, that can provide additional information on assimilated macronutrients and independent verification of data obtained by those self-reporting instruments.

  16. Dietary heterogeneity among Western industrialized countries reflected in the stable isotope ratios of human hair.

    Directory of Open Access Journals (Sweden)

    Luciano O Valenzuela

    Full Text Available Although the globalization of food production is often assumed to result in a homogenization of consumption patterns with a convergence towards a Western style diet, the resources used to make global food products may still be locally produced (glocalization. Stable isotope ratios of human hair can quantify the extent to which residents of industrialized nations have converged on a standardized diet or whether there is persistent heterogeneity and glocalization among countries as a result of different dietary patterns and the use of local food products. Here we report isotopic differences among carbon, nitrogen and sulfur isotope ratios of human hair collected in thirteen Western European countries and in the USA. European hair samples had significantly lower δ(13C values (-22.7 to -18.3‰, and significantly higher δ(15N (7.8 to 10.3‰ and δ(34S (4.8 to 8.3‰ values than samples from the USA (δ(13C: -21.9 to -15.0‰, δ(15N: 6.7 to 9.9‰, δ(34S: -1.2 to 9.9‰. Within Europe, we detected differences in hair δ(13C and δ(34S values among countries and covariation of isotope ratios with latitude and longitude. This geographic structuring of isotopic data suggests heterogeneity in the food resources used by citizens of industrialized nations and supports the presence of different dietary patterns within Western Europe despite globalization trends. Here we showed the potential of stable isotope analysis as a population-wide tool for dietary screening, particularly as a complement of dietary surveys, that can provide additional information on assimilated macronutrients and independent verification of data obtained by those self-reporting instruments.

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

    OpenAIRE

    Rupietta, Christian; Backes-Gellner, Uschi

    2013-01-01

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

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

    International Nuclear Information System (INIS)

    Wash, M.

    2008-01-01

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

  19. 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...

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

    Science.gov (United States)

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

    2016-11-21

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

  1. Challenges of human resource capacity building assistance

    International Nuclear Information System (INIS)

    Noro, Naoko

    2013-01-01

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

  2. A Systems Model for Teaching Human Resource Management

    Directory of Open Access Journals (Sweden)

    George R. Greene

    2013-07-01

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

  3. 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.

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

    OpenAIRE

    Milorad M. Drobac; Milica Radović

    2009-01-01

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

  5. OECD Reviews of School Resources : Austria 2016

    OpenAIRE

    Theisens, Henno

    2016-01-01

    The effective use of school resources is a policy priority across OECD countries. The OECD Reviews of School Resources explore how resources can be governed, distributed, utilised and managed to improve the quality, equity and efficiency of school education. The series considers four types of resources: financial resources, such as public funding of individual schools; human resources, such as teachers, school leaders and education administrators; physical resources, such as location, buildin...

  6. 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…

  7. Screening for genital tuberculosis in a limited resource country: case report.

    Science.gov (United States)

    Namani, Sadie; Qehaja-Buçaj, Emine; Namani, Diellëza

    2017-02-07

    Screening for benign or malignant process of pelvis in young females is a challenge for a physician in a limited resource country. Tuberculosis should be always considered in the differential diagnosis of a pelvic mass in countries with high prevalence of tuberculosis. Negative results of analysis of peritoneal fluid for acid-fast staining, late cultures, and unavailability of new diagnostics methods such as polymerase chain reaction and adenosine deaminase of the aspirated fluid from peritoneal cavity can often result in invasive diagnostic procedures such as laparotomy. We report a case of a 24 year old Albanian unemployed female living in urban place in Kosovo who presented with abdominal pain, loss of appetite, fever, headache, a weight loss, nonproductive cough and menstrual irregularity for three weeks. In this example case, the patient with cystic mass in tubo-ovarial complex and elevated serum cancer antigen 125 levels was diagnosed for genital tuberculosis after performing laparotomy. Caseose mass found in left tubo-ovarial complex and histopathological examination of biopsied tissue were the fastest diagnostic tools for confirming pelvis TB. The Lowenstein-Jensen cultures were positive after six weeks and her family history was positive for tuberculosis. Young females with abdominopelvic mass, ascites, a positive family history for tuberculosis and high serum cancer antigen 125, should always raise suspicion of tuberculosis especially in a limited resource country. A laparoscopy combined with peritoneal biopsy should be performed to confirm the diagnosis as this could lead to a prevention of unnecessary laparotomies.

  8. Maintenance modeling and optimization integrating human and material resources

    International Nuclear Information System (INIS)

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

    2010-01-01

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

  9. 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.

  10. E-learning in medical education in resource constrained low- and middle-income countries.

    Science.gov (United States)

    Frehywot, Seble; Vovides, Yianna; Talib, Zohray; Mikhail, Nadia; Ross, Heather; Wohltjen, Hannah; Bedada, Selam; Korhumel, Kristine; Koumare, Abdel Karim; Scott, James

    2013-02-04

    In the face of severe faculty shortages in resource-constrained countries, medical schools look to e-learning for improved access to medical education. This paper summarizes the literature on e-learning in low- and middle-income countries (LMIC), and presents the spectrum of tools and strategies used. Researchers reviewed literature using terms related to e-learning and pre-service education of health professionals in LMIC. Search terms were connected using the Boolean Operators "AND" and "OR" to capture all relevant article suggestions. Using standard decision criteria, reviewers narrowed the article suggestions to a final 124 relevant articles. Of the relevant articles found, most referred to e-learning in Brazil (14 articles), India (14), Egypt (10) and South Africa (10). While e-learning has been used by a variety of health workers in LMICs, the majority (58%) reported on physician training, while 24% focused on nursing, pharmacy and dentistry training. Although reasons for investing in e-learning varied, expanded access to education was at the core of e-learning implementation which included providing supplementary tools to support faculty in their teaching, expanding the pool of faculty by connecting to partner and/or community teaching sites, and sharing of digital resources for use by students. E-learning in medical education takes many forms. Blended learning approaches were the most common methodology presented (49 articles) of which computer-assisted learning (CAL) comprised the majority (45 articles). Other approaches included simulations and the use of multimedia software (20 articles), web-based learning (14 articles), and eTutor/eMentor programs (3 articles). Of the 69 articles that evaluated the effectiveness of e-learning tools, 35 studies compared outcomes between e-learning and other approaches, while 34 studies qualitatively analyzed student and faculty attitudes toward e-learning modalities. E-learning in medical education is a means to an end

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

    Directory of Open Access Journals (Sweden)

    Jesus Barrena-Martínez

    2016-03-01

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

  12. Human Resource Outsourcing Success

    OpenAIRE

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

    2014-01-01

    The existing literature on partnership seems to take the relationship between partnership quality and outsourcing success for granted. Therefore, this article aims at examining the role of service quality in strengthening the relationship between partnership quality and human resource (HR) outsourcing success. The samples were obtained from 96 manufacturing organizations in Penang, Malaysia. The results showed that par...

  13. 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.

  14. 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.

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

    International Nuclear Information System (INIS)

    Shao, Shuai; Yang, Lili

    2014-01-01

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

  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. Human population, grasshopper and plant species richness in European countries

    Science.gov (United States)

    Steck, Claude E.; Pautasso, Marco

    2008-11-01

    Surprisingly, several studies over large scales have reported a positive spatial correlation of people and biodiversity. This pattern has important implications for conservation and has been documented for well studied taxa such as plants, amphibians, reptiles, birds and mammals. However, it is unknown whether the pattern applies also to invertebrates other than butterflies and more work is needed to establish whether the species-people relationship is explained by both variables correlating with other environmental factors. We studied whether grasshopper species richness (Orthoptera, suborder Caelifera) is related to human population size in European countries. As expected, the number of Caelifera species increases significantly with increasing human population size. But this is not the case when controlling for country area, latitude and number of plant species. Variations in Caelifera species richness are primarily associated with variations in plant species richness. Caelifera species richness also increases with decreasing mean annual precipitation, Gross Domestic Product per capita (used as an indicator for economic development) and net fertility rate of the human population. Our analysis confirms the hypothesis that the broad-scale human population-biodiversity correlations can be explained by concurrent variations in factors other than human population size such as plant species richness, environmental productivity, or habitat heterogeneity. Nonetheless, more populated countries in Europe still have more Caelifera species than less populated countries and this poses a particular challenge for conservation.

  18. Opening Address [International Conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes, Abu Dhabi (United Arab Emirates), 14-18 March 2010

    Energy Technology Data Exchange (ETDEWEB)

    Amano, Y [International Atomic Energy Agency, Vienna (Austria)

    2012-10-15

    Full text: It is a pleasure for me to open this IAEA conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes. I am very grateful to the Government of the United Arab Emirates for hosting this important event. As you know, the world is witnessing a resurgence of interest in nuclear power. The IAEA has projects on introducing nuclear power with no fewer than 58 of our Member States. We expect between 10 and 25 new countries to bring their first nuclear power plants on line by 2030. These are momentous changes. However, some countries are concerned about a possible shortage of skilled professionals in the nuclear field in the coming decades. The generation of professionals who built and led the nuclear power industry for much of the past 50 years is approaching retirement and in some countries not enough students are coming up through the educational system to take their place. Naturally, we, at the IAEA, want to do all we can to help Member States address this issue. That is why we have organized this conference. The situation is different in each country. For countries with expanding nuclear power programmes, the challenge is to scale up their existing education and training in order to have the required qualified workforce on time. Countries planning to supply nuclear technology to others must not only meet their national human resource needs, but also be able to transfer education and training capacity together with the technology they provide. Finally, countries embarking on nuclear power cannot become too dependent on their technology supplier and need to develop their own home grown expertise and skills base. The IAEA would be happy to help interested States to formulate country specific policies on human resource development, education, training and knowledge management in support of nuclear power programmes. We could also help countries make better use of training facilities, research reactors and other educational

  19. 24 CFR 7.14 - Responsibilities of the Office of Human Resources.

    Science.gov (United States)

    2010-04-01

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

  20. Automation and Human Resource Management.

    Science.gov (United States)

    Taft, Michael

    1988-01-01

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

  1. The 2006 activities and the workshop of the human resources development project in FNCA (Contract research)

    International Nuclear Information System (INIS)

    2007-09-01

    In 1999, the Project for Human Resources Development (HRD Project) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asia countries. In the Project there are two kinds of activity; In-workshop activity and Outside-workshop activity. The FNCA 2006 Workshop on HRD Project was held on July 31 - August 4, 2006, in Shenzhen, China. The Workshop was sponsored by the China Atomic Energy Authority (CAEA) and the Ministry of Education, Culture, Sports, Science and Technology (MEXT) of Japan. The China Atomic Energy Authority (CAEA) and the Japan Atomic Energy Agency (JAEA) acted as the hosts. Participating countries were China, Indonesia, Republic of Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam. The activities of HRD Project was presented in the Eighth Coordinators Meeting of FNCA held on February 7th - 9th, 2007, in Tokyo, Japan. This report consists of presentation papers and materials at the FNCA 2006 Workshop, a review document of HRD Project for the Coordinators Meeting of FNCA as Outside-Workshop Activity. (author)

  2. The 2005 activities and the workshop of the human resources development project in FNCA (Contract research)

    International Nuclear Information System (INIS)

    2006-10-01

    In 1999, the Project for Human Resources Development (HRD Project) was initiated as defined in the framework of the Forum for Nuclear Cooperation in Asia (FNCA), organized by the Atomic Energy Commission of Japan. The objective of the HRD Project is to solidify the foundation of technologies for nuclear development and utilization in Asia by promoting human resources development in Asian countries. In the Project there are two kinds of activity; In-workshop activity and Outside-of-workshop activity. The FNCA 2005 Workshop on HRD Project was held on September 13-16, 2005, in Dalat, Viet Nam. The Workshop was sponsored by the Ministry of Science and Technology (MOST) of Viet Nam and the Ministry of Education, Culture, Sports, Science and Technology (MEXT) of Japan. The Vietnam Atomic Energy Commission (VAEC) and the Japan Atomic Energy Agency (JAEA) acted as the hosts. Participating countries were China, Indonesia, Republic of Korea, Japan, Malaysia, the Philippines, Thailand, and Vietnam. The activities of HRD Project was presented in the Seventh Coordinators Meeting of FNCA was held on March 30 - April 1, 2006, in Tokyo, Japan. This report consists of presentation papers and materials at the FNCA 2005 Workshop, a review document of HRD Project for the Coordinators Meeting of FNCA as Outside-Workshop Activity. (author)

  3. 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

  4. Effective Management of Human Resources for Business and ...

    African Journals Online (AJOL)

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

  5. Annual report of Nuclear Human Resource Development Center. April 1, 2014 - March 31, 2015

    International Nuclear Information System (INIS)

    2017-06-01

    This annual report summarizes the activities of Nuclear Human Resource Development Center (NuHRDeC) of Japan Atomic Energy Agency (JAEA) in the fiscal year (FY) 2014. In FY 2014, we flexibly designed special training courses corresponding with the outside training needs, while organizing the annually scheduled regular training programs. We also actively addressed the challenging issues on human resource development, such as to enhance the collaboration with academia and to organize international training for Asian countries. Besides these regular courses, we also organized the special training courses based on the outside needs, e.g. Nuclear Regulatory Authority or the people in Naraha town in Fukushima Prefecture. JAEA continued its cooperative activities with universities. In respect of the cooperation with graduate school of The University of Tokyo, we accepted nuclear major students and cooperatively conducted lectures and practical exercises for one year. In terms of the collaboration network with universities, the joint course was successfully held with six universities through utilizing the remote education system. Besides, the intensive summer course and practical exercise at Nuclear Fuel Cycle Engineering Laboratories were also conducted. Furthermore, JAEA had re-signed the agreement “Japan Nuclear Education Network” with 7 Universities in Feb. 2015 for the new participation of Nagoya University from FY 2015. Concerning International training, we continuously implemented the Instructor Training Program (ITP) by receiving the annual sponsorship from Ministry of Education, Culture, Sports, Science and Technology. In FY 2014, eight countries (i.e. Bangladesh, Indonesia, Kazakhstan, Malaysia, Mongolia, Philippines, Thailand and Vietnam) joined this Instructor training courses such as “Reactor Engineering Course”. Furthermore, we organized nuclear technology seminar courses, e.g. “Basic Radiation Knowledge for School Education”. In respect of

  6. 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 &…

  7. 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 &…

  8. 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 &…

  9. 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 &…

  10. 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 &…

  11. 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 &…

  12. 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 &…

  13. Fuel forests: a spreading energy resource in developing countries

    Energy Technology Data Exchange (ETDEWEB)

    Smith, N J.H.

    1981-09-01

    The fuel potential of forests, particularly in Third World countries, to raise the contribution of fuelwood to global energy resources is receiving positive notice in the incentive programs for forestry projects offered by lending institutions and actions taken by governments to arrest the loss of forest cover. Residential and industrial use of wood must be balanced by rigorous woodland protection and management to increase tree planting. The example of Korea's success in increasing fuelwood supplies illustrates the importance of public understanding and community involvement so that local environmental and cultural factors are considered and local leaders are involved. 56 references, 1 table. (DCK)

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

    Science.gov (United States)

    Skinner, Wickham

    1982-01-01

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

  15. Evolution of External Consultant Involvement in Human Resource Management in Eastern Europe (1990-2007

    Directory of Open Access Journals (Sweden)

    József Poór

    2015-03-01

    Full Text Available This paper aims to analyze the evolution of Human Resources (HR consulting in transitional economies of Eastern Europe (EE from the political changes till the economic crisis (2008. This article provides insights into the specific socio-economic environment and HR practice of the region.  Following Markham's model (1999 we analyze specific characteristics of four typical ways of external consultant involvement: informative-becnhmarking, design, change and organizational learning consulting.  in this region. In general, before the political changes at the end of the 1980's, in most EE countries , consulting service was redendered by sector  research institutes, controlled by the state or by the different minsitries. Consulting approach in EE countries  were predominant similar to the school of scientific management. HR consulting hardly existed that time. Since changes in the regime's consulting linked to privatization, firm restructuring, and development has been developing significantly in all countries of the region. HR consulting underwent a significant development in the region.

  16. Nuclear human resource projection up to 2030 in KOREA

    International Nuclear Information System (INIS)

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

    2011-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Buchelt Beata Irma

    2017-06-01

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

  18. 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…

  19. Regional energy resource development and energy security under CO2 emission constraint in the greater Mekong sub-region countries (GMS)

    International Nuclear Information System (INIS)

    Watcharejyothin, Mayurachat; Shrestha, Ram M.

    2009-01-01

    The paper evaluates effects of energy resource development within the Greater Mekong Sub-region (GMS) on energy supply mix, energy system cost, energy security and environment during 2000-2035. A MARKAL-based integrated energy system model of the five GMS countries was developed to examine benefits of regional energy resource development for meeting the energy demand of these countries. The study found that an unrestricted energy resource development and trade within the region would reduce the total-regional energy systems cost by 18% and would abate the total CO 2 emission by 5% as compared to the base case. All the five countries except Myanmar would benefit from the expansion of regional energy resource integration in terms of lower energy systems costs and better environmental qualities. An imposition of CO 2 emission reduction constraint by 5% on each of the study countries from that of the corresponding emissions under the unrestricted energy resource development in the GMS is found to improve energy security, reduce energy import and fossil fuels dependences and increase volume of power trade within the region. The total energy system cost under the joint CO 2 emission reduction strategy would be less costly than that under the individual emission targets set for each country.

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

    Directory of Open Access Journals (Sweden)

    Chux Gervase Iwu

    2016-04-01

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

  1. 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.

  2. An investigation on factors influencing on human resources productivity

    Directory of Open Access Journals (Sweden)

    Masoumeh Seifi Divkolaii

    2014-05-01

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

  3. Potential for Zika virus introduction and transmission in resource-limited countries in Africa and the Asia-Pacific region: a modelling study.

    Science.gov (United States)

    Bogoch, Isaac I; Brady, Oliver J; Kraemer, Moritz U G; German, Matthew; Creatore, Maria I; Brent, Shannon; Watts, Alexander G; Hay, Simon I; Kulkarni, Manisha A; Brownstein, John S; Khan, Kamran

    2016-11-01

    As the epidemic of Zika virus expands in the Americas, countries across Africa and the Asia-Pacific region are becoming increasingly susceptible to the importation and possible local spread of the virus. To support public health readiness, we aim to identify regions and times where the potential health, economic, and social effects from Zika virus are greatest, focusing on resource-limited countries in Africa and the Asia-Pacific region. Our model combined transportation network analysis, ecological modelling of mosquito occurrences, and vector competence for flavivirus transmission, using data from the International Air Transport Association, entomological observations from Zika's primary vector species, and climate conditions using WorldClim. We overlaid monthly flows of airline travellers arriving to Africa and the Asia-Pacific region from areas of the Americas suitable for year-round transmission of Zika virus with monthly maps of climatic suitability for mosquito-borne transmission of Zika virus within Africa and the Asia-Pacific region. An estimated 2·6 billion people live in areas of Africa and the Asia-Pacific region where the presence of competent mosquito vectors and suitable climatic conditions could support local transmission of Zika virus. Countries with large volumes of travellers arriving from Zika virus-affected areas of the Americas and large populations at risk of mosquito-borne Zika virus infection include India (67 422 travellers arriving per year; 1·2 billion residents in potential Zika transmission areas), China (238 415 travellers; 242 million residents), Indonesia (13 865 travellers; 197 million residents), Philippines (35 635 travellers; 70 million residents), and Thailand (29 241 travellers; 59 million residents). Many countries across Africa and the Asia-Pacific region are vulnerable to Zika virus. Strategic use of available health and human resources is essential to prevent or mitigate the health, economic, and social

  4. The study on human resources toward industrialization in Madura

    International Nuclear Information System (INIS)

    Aziz Jakfar; Mochamad Nasrullah; Sriyana; Moch Djoko Birmano

    2007-01-01

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

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

    OpenAIRE

    Jaroslav NEKORANEC; Eva RÉVAYOVÁ

    2014-01-01

    Human resource management is an important area of strategic management of the organization which focuses on everything that concerns people. The main role of human resource management is to contribute to organizational performance and its continuous improvement. In order to fulfill the aims and objectives of the organization, it is necessary that organization top management has a clear-cut view of human resource management strategies that would work in practice. One of the most important and ...

  6. 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.

  7. Strengthening laboratory systems in resource-limited settings.

    Science.gov (United States)

    Olmsted, Stuart S; Moore, Melinda; Meili, Robin C; Duber, Herbert C; Wasserman, Jeffrey; Sama, Preethi; Mundell, Ben; Hilborne, Lee H

    2010-09-01

    Considerable resources have been invested in recent years to improve laboratory systems in resource-limited settings. We reviewed published reports, interviewed major donor organizations, and conducted case studies of laboratory systems in 3 countries to assess how countries and donors have worked together to improve laboratory services. While infrastructure and the provision of services have seen improvement, important opportunities remain for further advancement. Implementation of national laboratory plans is inconsistent, human resources are limited, and quality laboratory services rarely extend to lower tier laboratories (eg, health clinics, district hospitals). Coordination within, between, and among governments and donor organizations is also frequently problematic. Laboratory standardization and quality control are improving but remain challenging, making accreditation a difficult goal. Host country governments and their external funding partners should coordinate their efforts effectively around a host country's own national laboratory plan to advance sustainable capacity development throughout a country's laboratory system.

  8. Human taeniasis: current insights into prevention and management strategies in endemic countries

    Directory of Open Access Journals (Sweden)

    Okello A

    2017-06-01

    Full Text Available Anna L Okello,1 Lian Francesca Thomas2 1Division of Infection and Pathway Medicine, Edinburgh Medical School, Biomedical Sciences College of Medicine and Veterinary Medicine, University of Edinburgh, Scotland; 2Independent Consultant, Lusaka, Zambia Abstract: Human taeniasis is a zoonotic condition resulting from infection with the adult stages of Taenia saginata (“beef tapeworm”, Taenia solium (“pork tapeworm” or Taenia asiatica (“Asian tapeworm”. Although these parasites have a worldwide distribution, the overwhelming burden is felt by communities in low- and middle-income countries. This is particularly true for T. solium, whereby infection of the central nervous system with the larval stage of the parasite (neurocysticercosis is a major cause of acquired epilepsy in low-resource settings. With a focus on endemic countries, this review provides an insight into the prevention and management of human taeniasis, concluding with some recent case studies describing their implementation. Discussion of the opportunities and challenges regarding current fecal and serological diagnostic assays for detecting Taenia spp. highlights the importance of accurate and accessible diagnostic options for the field situation. The lack of long-term impact on the parasites’ lifecycle from human anthelmintic treatment, coupled with the propensity for adverse reactions, highlights the importance of a “two-pronged” approach that considers the relevant animal hosts, particularly in the case of T. solium. Aside from the therapeutic options, this review reiterates the importance of adequate assessment and consideration of the associated behavioral and policy aspects around sanitation, hygiene and meat inspection that have been shown to support parasite control, and potential elimination, in endemic regions. Keywords: Taenia solium, Taenia saginata, cysticercosis, zoonotic disease, neglected tropical diseases

  9. Human Resources as a Competitive Advantage of Travel Agencies in Montenegro

    Directory of Open Access Journals (Sweden)

    Aleksa Vučetić

    2012-04-01

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

  10. [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.

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

    Directory of Open Access Journals (Sweden)

    Rao Krishna D

    2012-08-01

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

  12. Strengthening human resources for health through information, coordination and accountability mechanisms: the case of the Sudan.

    Science.gov (United States)

    Badr, Elsheikh; Mohamed, Nazar A; Afzal, Muhammad Mahmood; Bile, Khalif Mohamud

    2013-11-01

    Human resources for health (HRH) in the Sudan were limited by shortages and the maldistribution of health workers, poor management, service fragmentation, poor retention of health workers in rural areas, and a weak health information system. A "country coordination and facilitation" process was implemented to strengthen the national HRH observatory, provide a coordination platform for key stakeholders, catalyse policy support and HRH planning, harmonize the mobilization of resources, strengthen HRH managerial structures, establish new training institutions and scale up the training of community health workers. The national government of the Sudan sanctioned state-level governance of the health system but many states lacked coherent HRH plans and policies. A paucity of training institutions constrained HRH production and the adequate and equitable deployment of health workers in rural areas. The country coordination and facilitation process prompted the establishment of a robust HRH information system and the development of the technical capacities and tools necessary for data analysis and evidence-based participatory decision-making and action. The success of the country coordination and facilitation process was substantiated by the stakeholders' coordinated support, which was built on solid evidence of the challenges in HRH and shared accountability in the planning and implementation of responses to those challenges. The support led to political commitment and the mobilization of resources for HRH. The leadership that was promoted and the educational institutions that were opened should facilitate the training, deployment and retention of the health workers needed to achieve universal health coverage.

  13. 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...

  14. Human resources for health strategies adopted by providers in resource-limited settings to sustain long-term delivery of ART: a mixed-methods study from Uganda.

    Science.gov (United States)

    Zakumumpa, Henry; Taiwo, Modupe Oladunni; Muganzi, Alex; Ssengooba, Freddie

    2016-10-19

    Human resources for health (HRH) constraints are a major barrier to the sustainability of antiretroviral therapy (ART) scale-up programs in Sub-Saharan Africa. Many prior approaches to HRH constraints have taken a top-down trend of generalized global strategies and policy guidelines. The objective of the study was to examine the human resources for health strategies adopted by front-line providers in Uganda to sustain ART delivery beyond the initial ART scale-up phase between 2004 and 2009. A two-phase mixed-methods approach was adopted. In the first phase, a survey of a nationally representative sample of health facilities (n = 195) across Uganda was conducted. The second phase involved in-depth interviews (n = 36) with ART clinic managers and staff of 6 of the 195 health facilities purposively selected from the first study phase. Quantitative data was analysed based on descriptive statistics, and qualitative data was analysed by coding and thematic analysis. The identified strategies were categorized into five themes: (1) providing monetary and non-monetary incentives to health workers on busy ART clinic days; (2) workload reduction through spacing ART clinic appointments; (3) adopting training workshops in ART management as a motivation strategy for health workers; (4) adopting non-physician-centred staffing models; and (5) devising ART program leadership styles that enhanced health worker commitment. Facility-level strategies for responding to HRH constraints are feasible and can contribute to efforts to increase country ownership of HIV programs in resource-limited settings. Consideration of the human resources for health strategies identified in the study by ART program planners and managers could enhance the long-term sustainment of ART programs by providers in resource-limited settings.

  15. 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...

  16. 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.

  17. Equity in the allocation of public sector financial resources in low- and middle-income countries: a systematic literature review.

    Science.gov (United States)

    Anselmi, Laura; Lagarde, Mylene; Hanson, Kara

    2015-05-01

    This review aims to identify, assess and analyse the evidence on equity in the distribution of public health sector expenditure in low- and middle-income countries. Four bibliographic databases and five websites were searched to identify quantitative studies examining equity in the distribution of public health funding in individual countries or groups of countries. Two different types of studies were identified: benefit incidence analysis (BIA) and resource allocation comparison (RAC) studies. Quality appraisal and data synthesis were tailored to each study type to reflect differences in the methods used and in the information provided. We identified 39 studies focusing on African, Asian and Latin American countries. Of these, 31 were BIA studies that described the distribution, typically across socio-economic status, of individual monetary benefit derived from service utilization. The remaining eight were RAC studies that compared the actual expenditure across geographic areas to an ideal need-based distribution. Overall, the quality of the evidence from both types of study was relatively weak. Looking across studies, the evidence confirms that resource allocation formulae can enhance equity in resource allocation across geographic areas and that the poor benefits proportionally more from primary health care than from hospital expenditure. The lack of information on the distribution of benefit from utilization in RAC studies and on the countries' approaches to resource allocation in BIA studies prevents further policy analysis. Additional research that relates the type of resource allocation mechanism to service provision and to the benefit distribution is required for a better understanding of equity-enhancing resource allocation policies. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine © The Author 2014; all rights reserved.

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

    OpenAIRE

    BÎRCĂ ALIC

    2017-01-01

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

  19. Transmission of Hepatitis E Virus in Developing Countries

    Directory of Open Access Journals (Sweden)

    Mohammad S. Khuroo

    2016-09-01

    Full Text Available Hepatitis E virus (HEV, an RNA virus of the Hepeviridae family, has marked heterogeneity. While all five HEV genotypes can cause human infections, genotypes HEV-1 and -2 infect humans alone, genotypes HEV-3 and -4 primarily infect pigs, boars and deer, and genotype HEV-7 primarily infects dromedaries. The global distribution of HEV has distinct epidemiological patterns based on ecology and socioeconomic factors. In resource-poor countries, disease presents as large-scale waterborne epidemics, and few epidemics have spread through person-to-person contact; however, endemic diseases within these countries can potentially spread through person-to-person contact or fecally contaminated water and foods. Vertical transmission of HEV from infected mother to fetus causes high fetal and perinatal mortality. Other means of transmission, such as zoonotic transmission, can fluctuate depending upon the region and strain of the virus. For instance, zoonotic transmission can sometimes play an insignificant role in human infections, such as in India, where human and pig HEV infections are unrelated. However, recently China and Southeast Asia have experienced a zoonotic spread of HEV-4 from pigs to humans and this has become the dominant mode of transmission of hepatitis E in eastern China. Zoonotic HEV infections in humans occur by eating undercooked pig flesh, raw liver, and sausages; through vocational contact; or via pig slurry, which leads to environmental contamination of agricultural products and seafood. Lastly, blood transfusion-associated HEV infections occur in many countries and screening of donors for HEV RNA is currently under serious consideration. To summarize, HEV genotypes 1 and 2 cause epidemic and endemic diseases in resource poor countries, primarily spreading through contaminated drinking water. HEV genotypes 3 and 4 on the other hand, cause autochthonous infections in developed, and many developing countries, by means of a unique zoonotic

  20. 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…

  1. Evaluation of Human Resource Needs for a New Nuclear Power Plant: Armenian Case Study

    International Nuclear Information System (INIS)

    2011-05-01

    Rising expectations of an increased role for nuclear power in providing energy for future national and global sustainable development have become a reality in many Member States of the IAEA. Over the last several years, dozens of Member States have announced plans to embark on or expand nuclear power programmes. Reflecting on these developments, the IAEA has adjusted its priorities to focus more on the nuclear power programmes of newcomers. Specifically, the IAEA has produced publications providing guidance on the development of a national infrastructure for nuclear power (IAEA Nuclear Energy Series No. NG-G-3.1) and on managing human resources in the field of nuclear energy (IAEA Nuclear Energy Series No. NG-G-2.1). Additionally, assistance to eligible Member States through new technical cooperation (TC) projects has been increased, including direct support through on-site assist visits. In 2007-2008, the IAEA carried out a TC project titled 'Feasibility study of nuclear energy development in Armenia: Evaluation of human resource needs in conjunction with new NPP build' (ARM-005). The project analysed the human resource demands required to support work at all stages of the life cycle of a new power unit planned for Armenia. This included drafting proposals for the means, conditions and requirements for development of human resource capabilities needed to carry out the work. This report is intended to complement the previous IAEA publications by providing an in-depth technical consideration into this critical area of human resource development. The report summarizes major findings of the TC project and details the tasks linked to management of the human resources that will be required by a country planning to build a new NPP. Additional guidance on the development of a national nuclear infrastructure can be found in the IAEA publication 'Milestones in the Development of a National Infrastructure for Nuclear Power', IAEA Nuclear Energy Series No. NG-G-3.1. The

  2. Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS in Hospitals.

    Directory of Open Access Journals (Sweden)

    Md Golam Rabiul Alam

    Full Text Available The aim of this research is to explore factors influencing the management decisions to adopt human resource information system (HRIS in the hospital industry of Bangladesh-an emerging developing country. To understand this issue, this paper integrates two prominent adoption theories-Human-Organization-Technology fit (HOT-fit model and Technology-Organization-Environment (TOE framework. Thirteen factors under four dimensions were investigated to explore their influence on HRIS adoption decisions in hospitals. Employing non-probability sampling method, a total of 550 copies of structured questionnaires were distributed among HR executives of 92 private hospitals in Bangladesh. Among the respondents, usable questionnaires were 383 that suggesting a valid response rate of 69.63%. We classify the sample into 3 core groups based on the HRIS initial implementation, namely adopters, prospectors, and laggards. The obtained results specify 5 most critical factors i.e. IT infrastructure, top management support, IT capabilities of staff, perceived cost, and competitive pressure. Moreover, the most significant dimension is technological dimension followed by organisational, human, and environmental among the proposed 4 dimensions. Lastly, the study found existence of significant differences in all factors across different adopting groups. The study results also expose constructive proposals to researchers, hospitals, and the government to enhance the likelihood of adopting HRIS. The present study has important implications in understanding HRIS implementation in developing countries.

  3. Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS) in Hospitals

    Science.gov (United States)

    Alam, Md Golam Rabiul; Masum, Abdul Kadar Muhammad; Beh, Loo-See; Hong, Choong Seon

    2016-01-01

    The aim of this research is to explore factors influencing the management decisions to adopt human resource information system (HRIS) in the hospital industry of Bangladesh—an emerging developing country. To understand this issue, this paper integrates two prominent adoption theories—Human-Organization-Technology fit (HOT-fit) model and Technology-Organization-Environment (TOE) framework. Thirteen factors under four dimensions were investigated to explore their influence on HRIS adoption decisions in hospitals. Employing non-probability sampling method, a total of 550 copies of structured questionnaires were distributed among HR executives of 92 private hospitals in Bangladesh. Among the respondents, usable questionnaires were 383 that suggesting a valid response rate of 69.63%. We classify the sample into 3 core groups based on the HRIS initial implementation, namely adopters, prospectors, and laggards. The obtained results specify 5 most critical factors i.e. IT infrastructure, top management support, IT capabilities of staff, perceived cost, and competitive pressure. Moreover, the most significant dimension is technological dimension followed by organisational, human, and environmental among the proposed 4 dimensions. Lastly, the study found existence of significant differences in all factors across different adopting groups. The study results also expose constructive proposals to researchers, hospitals, and the government to enhance the likelihood of adopting HRIS. The present study has important implications in understanding HRIS implementation in developing countries. PMID:27494334

  4. Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS) in Hospitals.

    Science.gov (United States)

    Alam, Md Golam Rabiul; Masum, Abdul Kadar Muhammad; Beh, Loo-See; Hong, Choong Seon

    2016-01-01

    The aim of this research is to explore factors influencing the management decisions to adopt human resource information system (HRIS) in the hospital industry of Bangladesh-an emerging developing country. To understand this issue, this paper integrates two prominent adoption theories-Human-Organization-Technology fit (HOT-fit) model and Technology-Organization-Environment (TOE) framework. Thirteen factors under four dimensions were investigated to explore their influence on HRIS adoption decisions in hospitals. Employing non-probability sampling method, a total of 550 copies of structured questionnaires were distributed among HR executives of 92 private hospitals in Bangladesh. Among the respondents, usable questionnaires were 383 that suggesting a valid response rate of 69.63%. We classify the sample into 3 core groups based on the HRIS initial implementation, namely adopters, prospectors, and laggards. The obtained results specify 5 most critical factors i.e. IT infrastructure, top management support, IT capabilities of staff, perceived cost, and competitive pressure. Moreover, the most significant dimension is technological dimension followed by organisational, human, and environmental among the proposed 4 dimensions. Lastly, the study found existence of significant differences in all factors across different adopting groups. The study results also expose constructive proposals to researchers, hospitals, and the government to enhance the likelihood of adopting HRIS. The present study has important implications in understanding HRIS implementation in developing countries.

  5. Principlism, medical individualism, and health promotion in resource-poor countries: can autonomy-based bioethics promote social justice and population health?

    Science.gov (United States)

    Azétsop, Jacquineau; Rennie, Stuart

    2010-01-18

    Through its adoption of the biomedical model of disease which promotes medical individualism and its reliance on the individual-based anthropology, mainstream bioethics has predominantly focused on respect for autonomy in the clinical setting and respect for person in the research site, emphasizing self-determination and freedom of choice. However, the emphasis on the individual has often led to moral vacuum, exaggeration of human agency, and a thin (liberal?) conception of justice. Applied to resource-poor countries and communities within developed countries, autonomy-based bioethics fails to address the root causes of diseases and public health crises with which individuals or communities are confronted. A sociological explanation of disease causation is needed to broaden principles of biomedical ethics and provides a renewed understanding of disease, freedom, medical practice, patient-physician relationship, risk and benefit of research and treatment, research priorities, and health policy.

  6. Human Resource Development in Hybrid Libraries

    OpenAIRE

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

    2000-01-01

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

  7. 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…

  8. New hand at the helm of CERN Human Resources

    CERN Document Server

    2004-01-01

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

  9. 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.

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

    Directory of Open Access Journals (Sweden)

    Hasan Darvish

    2012-10-01

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

  11. Promotion of Bilateral Cooperative Programs in Nuclear Human Resources Development

    Energy Technology Data Exchange (ETDEWEB)

    Lee, E. J.; Han, K. W.; Nam, Y. M. (and others)

    2009-08-15

    The purpose of this project is strengthening of bilateral cooperation with those countries for sharing Korea's technology, and providing of education and training on Korean experience regarding national nuclear policy, technology self reliance, and technology itself, in the field of nuclear power generation and the application of radioisotopes and radiation. This project covers an analysis on the need of nuclear human resource development in countries having interest in the introduction of nuclear power and/or promotion of the use of nuclear energy, and provision of courses on 'nuclear power policy, planning and management' and 'design and operation of nuclear research reactor, and application of radiation technology' along with the country specific needs. Education and training of key members in nuclear energy development from Egypt: It was implemented through bilateral cooperation and support by KOICA program. The first part, which targeted staff members from Egypt Nuclear Commission, was held for 2 months providing a KOICA course on policy, planning and management for nuclear power project, and second part was on the job training in Korea Hydro and Nuclear Power and Korea Institute of Nuclear Safety, KAERI respectively. On the job training of 1 scientist from Vietnam was implemented on the basis of bilateral cooperation in a research laboratory on radioactive waste treatment technology, at KAERI. Education and training for scientists from South East RCA countries were carried out for 11 participants from Vietnam, Thailand, Indonesia, China, Pakistan, Malaysia, Philippines, and Bangladesh. The course dealt with nuclear research reactor and radiation application technology. Development of nuclear education and training programs for key persons involved in nuclear power projects from countries of Middle East: The developed program consists of 15 courses addressing 3 technical levels, i.e. high level policy makers, middle level project

  12. Promotion of Bilateral Cooperative Programs in Nuclear Human Resources Development

    International Nuclear Information System (INIS)

    Lee, E. J.; Han, K. W.; Nam, Y. M.

    2009-08-01

    The purpose of this project is strengthening of bilateral cooperation with those countries for sharing Korea's technology, and providing of education and training on Korean experience regarding national nuclear policy, technology self reliance, and technology itself, in the field of nuclear power generation and the application of radioisotopes and radiation. This project covers an analysis on the need of nuclear human resource development in countries having interest in the introduction of nuclear power and/or promotion of the use of nuclear energy, and provision of courses on 'nuclear power policy, planning and management' and 'design and operation of nuclear research reactor, and application of radiation technology' along with the country specific needs. Education and training of key members in nuclear energy development from Egypt: It was implemented through bilateral cooperation and support by KOICA program. The first part, which targeted staff members from Egypt Nuclear Commission, was held for 2 months providing a KOICA course on policy, planning and management for nuclear power project, and second part was on the job training in Korea Hydro and Nuclear Power and Korea Institute of Nuclear Safety, KAERI respectively. On the job training of 1 scientist from Vietnam was implemented on the basis of bilateral cooperation in a research laboratory on radioactive waste treatment technology, at KAERI. Education and training for scientists from South East RCA countries were carried out for 11 participants from Vietnam, Thailand, Indonesia, China, Pakistan, Malaysia, Philippines, and Bangladesh. The course dealt with nuclear research reactor and radiation application technology. Development of nuclear education and training programs for key persons involved in nuclear power projects from countries of Middle East: The developed program consists of 15 courses addressing 3 technical levels, i.e. high level policy makers, middle level project implementers, and beginners

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

    International Nuclear Information System (INIS)

    Bornemann, Manfred

    2010-01-01

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

  14. Public-private partnerships to build human capacity in low income countries: findings from the Pfizer program.

    Science.gov (United States)

    Vian, Taryn; Richards, Sarah C; McCoy, Kelly; Connelly, Patrick; Feeley, Frank

    2007-03-02

    The ability of health organizations in developing countries to expand access to quality services depends in large part on organizational and human capacity. Capacity building includes professional development of staff, as well as efforts to create working environments conducive to high levels of performance. The current study evaluated an approach to public-private partnership where corporate volunteers give technical assistance to improve organizational and staff performance. From 2003 to 2005, the Pfizer Global Health Fellows program sent 72 employees to work with organizations in 19 countries. This evaluation was designed to assess program impact. The researchers administered a survey to 60 Fellows and 48 Pfizer Supervisors. In addition, the team conducted over 100 interviews with partner organization staff and other key informants during site visits in Uganda, Kenya, Ghana, South Africa and India, the five countries where 60% of Fellows were placed. Over three-quarters of Fellowships appear to have imparted skills or enhanced operations of NGOs in HIV/AIDS and other health programs. Overall, 79% of Fellows reported meeting all or most technical assistance goals. Partner organization staff reported that the Fellows provided training to clinical and research personnel; strengthened laboratory, pharmacy, financial control, and human resource management systems; and helped expand Partner organization networks. Local staff also reported the Program changed their work habits and attitudes. The evaluation identified problems in defining goals of Fellowships and matching Organizations with Fellows. Capacity building success also appears related to size and sophistication of partner organization. Public expectations have grown regarding the role corporations should play in improving health systems in developing countries. Corporate philanthropy programs based on "donations" of personnel can help build the organizational and human capacity of frontline agencies

  15. Human Resource Management Practice Tourism and Hotel Industry

    Directory of Open Access Journals (Sweden)

    Al Hrou S.A.

    2014-01-01

    Full Text Available Due to the importance of human resources management (HRM in promoting competitiveness in tourism and hotel industry, this review intend to enhance the understanding of practical issues of HRM more importantly since it involve organizing the management of human resources, with respect to accomplishment of organizational objective further more it shows that the issues either related to external factors, which include technological change, legislation and regulation, and national culture, globalization, or internal factors including size, industry and sector characteristic and structure of an organization, strategy and past practice of HRM. On the issue of human resources capability training, this research review recommend provision of array of opportunity for capability building and conducive working environment to promote productivity. Also worth considering, employee, employer relationship, Other variables such as attitude and productivity of employees, relationship between employees and employers, increase and decrease in financial assets should be taken into account.

  16. Establishing Medical Schools in Limited Resource Settings | Girma ...

    African Journals Online (AJOL)

    Establishing Medical Schools in Limited Resource Settings. ... These countries face challenges related to the rapid scale up which is mostly done without proper strategic planning, without the basic elements of infrastructure development, educational as well as academic and administrative human resources. Medical ...

  17. E-learning in medical education in resource constrained low- and middle-income countries

    Science.gov (United States)

    2013-01-01

    Background In the face of severe faculty shortages in resource-constrained countries, medical schools look to e-learning for improved access to medical education. This paper summarizes the literature on e-learning in low- and middle-income countries (LMIC), and presents the spectrum of tools and strategies used. Methods Researchers reviewed literature using terms related to e-learning and pre-service education of health professionals in LMIC. Search terms were connected using the Boolean Operators “AND” and “OR” to capture all relevant article suggestions. Using standard decision criteria, reviewers narrowed the article suggestions to a final 124 relevant articles. Results Of the relevant articles found, most referred to e-learning in Brazil (14 articles), India (14), Egypt (10) and South Africa (10). While e-learning has been used by a variety of health workers in LMICs, the majority (58%) reported on physician training, while 24% focused on nursing, pharmacy and dentistry training. Although reasons for investing in e-learning varied, expanded access to education was at the core of e-learning implementation which included providing supplementary tools to support faculty in their teaching, expanding the pool of faculty by connecting to partner and/or community teaching sites, and sharing of digital resources for use by students. E-learning in medical education takes many forms. Blended learning approaches were the most common methodology presented (49 articles) of which computer-assisted learning (CAL) comprised the majority (45 articles). Other approaches included simulations and the use of multimedia software (20 articles), web-based learning (14 articles), and eTutor/eMentor programs (3 articles). Of the 69 articles that evaluated the effectiveness of e-learning tools, 35 studies compared outcomes between e-learning and other approaches, while 34 studies qualitatively analyzed student and faculty attitudes toward e-learning modalities. Conclusions E

  18. E-learning in medical education in resource constrained low- and middle-income countries

    Directory of Open Access Journals (Sweden)

    Frehywot Seble

    2013-02-01

    Full Text Available Abstract Background In the face of severe faculty shortages in resource-constrained countries, medical schools look to e-learning for improved access to medical education. This paper summarizes the literature on e-learning in low- and middle-income countries (LMIC, and presents the spectrum of tools and strategies used. Methods Researchers reviewed literature using terms related to e-learning and pre-service education of health professionals in LMIC. Search terms were connected using the Boolean Operators “AND” and “OR” to capture all relevant article suggestions. Using standard decision criteria, reviewers narrowed the article suggestions to a final 124 relevant articles. Results Of the relevant articles found, most referred to e-learning in Brazil (14 articles, India (14, Egypt (10 and South Africa (10. While e-learning has been used by a variety of health workers in LMICs, the majority (58% reported on physician training, while 24% focused on nursing, pharmacy and dentistry training. Although reasons for investing in e-learning varied, expanded access to education was at the core of e-learning implementation which included providing supplementary tools to support faculty in their teaching, expanding the pool of faculty by connecting to partner and/or community teaching sites, and sharing of digital resources for use by students. E-learning in medical education takes many forms. Blended learning approaches were the most common methodology presented (49 articles of which computer-assisted learning (CAL comprised the majority (45 articles. Other approaches included simulations and the use of multimedia software (20 articles, web-based learning (14 articles, and eTutor/eMentor programs (3 articles. Of the 69 articles that evaluated the effectiveness of e-learning tools, 35 studies compared outcomes between e-learning and other approaches, while 34 studies qualitatively analyzed student and faculty attitudes toward e-learning modalities

  19. On the uptake of flexible working arrangements and the association with human resource and organisational performance outcomes

    OpenAIRE

    Berkery, Elaine; Morley, Michael J.; Tiernan, Siobhan; Purtill, Helen; Parry, Emma

    2017-01-01

    The aim of this study was to identify bundles of flexible working arrangements (FWAs) from data provided by 1,064 organizations in seven EU countries, and to relate bundle membership to demographic variables and human resource (HR) and organizational performance outcomes. Using Ward's hierarchical clustering algorithm we identified four distinct bundles of FWAs based on the uptake of twelve individual FWAs across the sample of organizations. Bundle 1 represents organizations engaging in a hig...

  20. First report on the state of the world's animal genetic resources. Views on biotechnology as expressed in country reports

    International Nuclear Information System (INIS)

    Cardellino, R.; Hoffmann, I.; Tempelman, K.A.

    2005-01-01

    As part of the country-driven strategy for the management of farm animal genetic resources, FAO invited 188 counties to participate in the First Report on the State of the World's Animal Genetic Resources, with 145 consenting. Their reports are an important source of information on the use of biotechnology, particularly biotechnical products and processes. This paper analyses information from country reports so far submitted, and is therefore preliminary. There is clearly a big gap in biotechnology applications between developed and developing countries, with artificial insemination the most common technology used in developing countries, although not everywhere. More complex techniques, such as embryo transfer (ET) and molecular tools, are even less frequent in developing countries. Most developing countries wish to expand ET and establish gene banks and cryoconservation techniques. There are very few examples in developing countries of livestock breeding programmes capable of incorporating molecular biotechnologies in livestock genetic improvement programmes. (author)

  1. 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.

  2. Drivers of human resource management competences development in Brazilian multinational subsidiaries: a multilevel research

    Directory of Open Access Journals (Sweden)

    Germano Glufke Reis

    2014-09-01

    Full Text Available This article aims to verify the factors associated with the development of human resource management (HRM competences in foreign subsidiaries of Brazilian multinationals. These competences are essential in that they allow foreign units to adopt HRM practices that are consistent with the countries or markets in which they operate. A multilevel research was conducted, involving headquarters and subsidiaries of major Brazilian companies; the empirical analysis employed hierarchical linear modelling. Despite the recurrent debate on global standardisation versus local adaptation, it was identified that the integration of international HRM policies (addressing simultaneously global guidelines and local response may stimulate competences development. In addition, interaction in external networks in the host country may enhance the development of HRM competences in the subsidiaries. However, specific cultural factors of the company may inhibit development activity in units abroad.

  3. Roadmap for human resources for expanded Indian nuclear industry

    International Nuclear Information System (INIS)

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

    2011-01-01

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

  4. 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

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

    African Journals Online (AJOL)

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

  6. Regional energy resource development and energy security under CO{sub 2} emission constraint in the greater Mekong sub-region countries (GMS)

    Energy Technology Data Exchange (ETDEWEB)

    Watcharejyothin, Mayurachat; Shrestha, Ram M. [School of Environment, Resources and Development, Asian Institute of Technology (Thailand)

    2009-11-15

    The paper evaluates effects of energy resource development within the Greater Mekong Sub-region (GMS) on energy supply mix, energy system cost, energy security and environment during 2000-2035. A MARKAL-based integrated energy system model of the five GMS countries was developed to examine benefits of regional energy resource development for meeting the energy demand of these countries. The study found that an unrestricted energy resource development and trade within the region would reduce the total-regional energy systems cost by 18% and would abate the total CO{sub 2} emission by 5% as compared to the base case. All the five countries except Myanmar would benefit from the expansion of regional energy resource integration in terms of lower energy systems costs and better environmental qualities. An imposition of CO{sub 2} emission reduction constraint by 5% on each of the study countries from that of the corresponding emissions under the unrestricted energy resource development in the GMS is found to improve energy security, reduce energy import and fossil fuels dependences and increase volume of power trade within the region. The total energy system cost under the joint CO{sub 2} emission reduction strategy would be less costly than that under the individual emission targets set for each country. (author)

  7. Development of the human potential in Russian and foreign countries

    Directory of Open Access Journals (Sweden)

    Mikhail Ivanovich Maslennikov

    2013-09-01

    Full Text Available In the article, theoretical and methodical approaches to human development in Russia and foreign countries are analyzed. The contribution of the various countries to its formation and development is revealed. The indicators showing a level of development of human potential and components forming it in the creation of gross domestic product are analyzed. The alternative options of development of education, health care and science, expenses and benefit from their commercialization are revealed. The role of the state, federal regions and local authorities in management and development of health care, education, science during periods of crises, depressions and increases of economic activity is investigated. The interrelation of levels of development of the economy and human potential, with the levels and the population living conditions are revealed. The reasons of close attention of the governments of the developed countries to human development, and also the measures undertaken on minimization of interregional disproportions in its development become clear. Mechanisms and tools of development of health care, education, science in various regions of the world, a way of use of transfers, subsidies and grants on their development are investigated

  8. World resources 1992-93

    International Nuclear Information System (INIS)

    Anon.

    1992-01-01

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

  9. Designing equitable antiretroviral allocation strategies in resource-constrained countries.

    Directory of Open Access Journals (Sweden)

    David P Wilson

    2005-02-01

    Full Text Available Recently, a global commitment has been made to expand access to antiretrovirals (ARVs in the developing world. However, in many resource-constrained countries the number of individuals infected with HIV in need of treatment will far exceed the supply of ARVs, and only a limited number of health-care facilities (HCFs will be available for ARV distribution. Deciding how to allocate the limited supply of ARVs among HCFs will be extremely difficult. Resource allocation decisions can be made on the basis of many epidemiological, ethical, or preferential treatment priority criteria.Here we use operations research techniques, and we show how to determine the optimal strategy for allocating ARVs among HCFs in order to satisfy the equitable criterion that each individual infected with HIV has an equal chance of receiving ARVs. We present a novel spatial mathematical model that includes heterogeneity in treatment accessibility. We show how to use our theoretical framework, in conjunction with an equity objective function, to determine an optimal equitable allocation strategy (OEAS for ARVs in resource-constrained regions. Our equity objective function enables us to apply the egalitarian principle of equity with respect to access to health care. We use data from the detailed ARV rollout plan designed by the government of South Africa to determine an OEAS for the province of KwaZulu-Natal. We determine the OEAS for KwaZulu-Natal, and we then compare this OEAS with two other ARV allocation strategies: (i allocating ARVs only to Durban (the largest urban city in KwaZulu-Natal province and (ii allocating ARVs equally to all available HCFs. In addition, we compare the OEAS to the current allocation plan of the South African government (which is based upon allocating ARVs to 17 HCFs. We show that our OEAS significantly improves equity in treatment accessibility in comparison with these three ARV allocation strategies. We also quantify how the size of the

  10. 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

  11. Human Resources Coordinator | IDRC - International Development ...

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

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

  12. Special course for global nuclear human resource development in cooperation with Hitachi-GE nuclear energy in Tokyo institute of technology

    International Nuclear Information System (INIS)

    Ujita, H.; Futami, T.; Saito, M.; Murata, F.; Shimizu, M.

    2012-01-01

    Many Asian countries are willing to learn Japanese nuclear power plants experiences, and are interested in introducing nuclear power generation to meet their future energy demand. Special course for Global Nuclear Human Resource Development was established in April, 2011 in the Department of Nuclear Engineering at Graduate School of Tokyo Institute of Technology in cooperation with Hitachi-GE Nuclear Energy. Purpose of the special course is to develop global nuclear engineers and researchers not only in the Tokyo Institute of Technology but also in the educational institutes of Southeast Asian countries

  13. Systematic review on human resources for health interventions to improve maternal health outcomes: evidence from low- and middle-income countries.

    Science.gov (United States)

    Lassi, Zohra S; Musavi, Nabiha B; Maliqi, Blerta; Mansoor, Nadia; de Francisco, Andres; Toure, Kadidiatou; Bhutta, Zulfiqar A

    2016-03-12

    There is a broad consensus and evidence that shows qualified, accessible, and responsive human resources for health (HRH) can make a major impact on the health of the populations. At the same time, there is widespread recognition that HRH crises particularly in low- and middle-income countries (LMICs) impede the achievement of better health outcomes/targets. In order to achieve the Sustainable Development Goals (SDGs), equitable access to a skilled and motivated health worker within a performing health system is need to be ensured. This review contributes to the vast pool of literature towards the assessment of HRH for maternal health and is focused on interventions delivered by skilled birth attendants (SBAs). Studies were included if (a) any HRH interventions in management system, policy, finance, education, partnership, and leadership were implemented; (b) these were related to SBA; (c) reported outcomes related to maternal health; (d) the studies were conducted in LMICs; and (e) studies were in English. Studies were excluded if traditional birth attendants and/or community health workers were trained. The review identified 25 studies which revealed reasons for poor maternal health outcomes in LMICs despite the efforts and policies implemented throughout these years. This review suggested an urgent and immediate need for formative evidence-based research on effective HRH interventions for improved maternal health outcomes. Other initiatives such as education and empowerment of women, alleviating poverty, establishing gender equality, and provision of infrastructure, equipment, drugs, and supplies are all integral components that are required to achieve SDGs by reducing maternal mortality and improving maternal health.

  14. Need Assessment of the Digital Archives Industry Human Resources in Taiwan

    Directory of Open Access Journals (Sweden)

    Hsueh-Hua Chen

    2005-03-01

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

  15. Human Resource Management and Performance

    NARCIS (Netherlands)

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

    2000-01-01

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

  16. 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

  17. National nursing strategies in seven countries of the Region of the Americas: issues and impact.

    Science.gov (United States)

    Shasanmi, Rebecca O; Kim, Esther M; Cassiani, Silvia Helena De Bortoli

    2015-07-01

    To identify and examine the current national nursing strategies and policy impact of workforce development regarding human resources for health in seven selected countries in the Region of the Americas: Argentina, Canada, Costa Rica, Jamaica, Mexico, Peru, and the United States. A review of available literature was conducted to identify publicly-available documents that describe the general backdrop of nursing human resources in these seven countries. A keyword search of PubMed was supplemented by searches of websites maintained by Ministries of Health and nursing organizations. Inclusion criteria limited documents to those published in 2008-2013 that discussed or assessed situational issues and/or progress surrounding the nursing workforce. Nursing human resources for health is progressing. Canada, Mexico, and the United States have stronger nursing leadership in place and multisectoral policies in workforce development. Jamaica shows efforts among the Caribbean countries to promote collaborative practices in research. The three selected countries in Central and South America championed networks to revive nursing education. Yet, overall challenges limit the opportunities to impact public health. The national nursing strategies prioritized multisectoral collaboration, professional competencies, and standardized educational systems, with some countries underscoring the need to align policies with efforts to promote nursing leadership, and others, focusing on expanding the scope of practice to improve health care delivery. While each country wrestles with its specific context, all require proper leadership, multisectoral collaboration, and appropriate resources to educate, train, and empower nurses to be at the forefront.

  18. Education Factor and Human Resources Development - Albania Case

    OpenAIRE

    Sonila Berdo

    2010-01-01

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

  19. 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".

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

    Directory of Open Access Journals (Sweden)

    MONICAăLOGOF;TU

    2016-12-01

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

  1. 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.

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

    Directory of Open Access Journals (Sweden)

    Motoniu Ioan Dumitru

    2010-12-01

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

  3. 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.

  4. Industry Through Reinforcement of Institution and Human Power Resource

    Directory of Open Access Journals (Sweden)

    S Nur

    2000-05-01

    Full Text Available The failure of small scale animal farm industry development was indicated by the decreasing of animal farm number and the high price of their product. This failure has an effect into increasing of unemployment, decreasing of animal protein available and animal population because of the high rate of animal slaughtering and the high cost need to buy animal from other countries. This report was aimed to know the strategy on developing of stand alone small scale animal farm. This study based on literature study, panel discussion and interview. The result showed that the development of human power resource was the factor to decide the first priority in developing stand alone small scale animal farm. In the past the government policy always stussed in provision of capital for animal husbandry bussines developing, so it has never been the main priority. (Animal Production 2(2: 60-68 (2000   Key words : developing and reinforcement

  5. The Thai-Canadian nuclear human resources development linkage project

    International Nuclear Information System (INIS)

    Sumitra, Tatchai; Chankow, Nares; Bradley, K.; Bereznai, G.

    1998-01-01

    The Thai-Canadian Nuclear Human Resources Development Linkage Project (the P roject ) was initiated in 1994 in order to develop the engineering and scientific expertise needed for Thailand to decide whether and how the country can best benefit from the establishment of a nuclear power program. The Project was designed to upgrade current academics and people in industry, and to develop an adequate supply of new technical personnel for academic, industry, utility, regulatory and other government institutions. The key Project objectives included the establishment of a Chair in Nuclear Engineering at Chulalongkorn University, the upgrading of the current Masters level curriculum, the establishment of undergraduate and doctorate level curricula, development and delivery of an industrial training program for people in industry and government, exchanges of Thai and Canadian academics and industry experts to establish common research programs and teaching interests, and a public education program that was to test in Thailand some of the techniques that have been successfully used in Canada. (author)

  6. BK Virus-Associated Nephropathy: Current Situation in a Resource-Limited Country.

    Science.gov (United States)

    Yooprasert, P; Rotjanapan, P

    Data on BK virus-associated nephropathy (BKVAN) and treatment strategy in a resource-limited country are scarce. This study aimed to evaluate epidemiology of BKVAN and its situation in Thailand. A retrospective analysis was conducted among adult kidney transplant recipients at Ramathibodi Hospital from October 2011 to September 2016. Patients' demographic data, information on kidney transplantation, immunosuppressive therapy, cytomegalovirus and BK virus infections, and allograft outcomes were retrieved and analyzed. This study included 623 kidney transplant recipients. Only 327 patients (52.49%) received BK virus infection screening, and 176 of 327 patients had allograft dysfunction as a trigger for screening. BKVAN was identified in 39 of 327 patients (11.93%). Deceased donor transplantation and cytomegalovirus infection were associated with a higher risk of BKVAN (odds ratio = 2.2, P = .024, 95% confidence intervals [1.1, 4.43], and odds ratio = 2.6, P = .006, 95% confidence intervals [1.29, 5.26], respectively). BKVAN patients were at significantly higher risk for allograft rejection (P < .001) and allograft failure (P = .036). At the end of the study, 4 graft losses were documented (12.12%). BKVAN was associated with high rate of allograft rejection and failure. However, surveillance of its complications has been underperformed at our facility. Implementing a formal practice guideline may improve allograft outcome in resource-limited countries. Copyright © 2017 The Authors. Published by Elsevier Inc. All rights reserved.

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

    Science.gov (United States)

    Yoshida, Aya

    2017-01-01

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

  8. Human Capital and Cross-Country Comparison of Inequality

    OpenAIRE

    Jean-Marie Viaene; Itzhak Zilcha

    2002-01-01

    textabstractThe paper studies the effects of cross-country differences in the production process of human capital on income distribution and growth. Our overlapping gen- erations economy has the following features: (1) consumers are heterogenous with respect to parental human capital and wealth; (2) intergenerational transfers take place via parental education and, public investments in education financed by taxes (possibly, with a level determined by majority voting); (3) due to investment i...

  9. Increasing Organizational Effectiveness through Better Human Resource Planning and Development

    Science.gov (United States)

    Schein, Edgar H.

    1977-01-01

    Discusses the increasing importance of human resource planning and development for organizational effectiveness, and examines how the major components of a human resource planning and development system should be coordinated for maximum effectiveness. Available from Alfred P. Sloan School of Management, Massachusetts Institute of Technology,…

  10. Radioimmunoassay for human health in developing countries

    International Nuclear Information System (INIS)

    Piyasena, R.D.; Airey, P.L.; Ganatra, R.D.; Nofal, M.

    1989-01-01

    Since first introduced in the early 1960s, radioimmunoassay (RIA) has gained wide acceptance as an analytical method adopted by an increasing number of developing countries as an appropriate technology that can be managed within the capabilities of local infrastructures. An informed estimate would be that there are, at present, more than 500 hospitals, university, or other laboratories in the developing world engaged in RIA on some scale. In the developing world, RIA is used primarily for patient management, but research activity is also increasing as expertise and resources improve. The majority of patient samples processed are in relation to thyroid disorders. However, the technique also is used widely in the investigation of other endocrine conditions and public health problems. Some developing countries have gained the capability to perform radioisotopic microassays in areas of clinical and research importance such as steroid receptor quantification in breast tissue; diagnosis of bacterial and parasitic disorders; investigation of infertility and sterility; narcotic drug abuse; and organ transplantation. 1 fig

  11. Key challenges of human resources for health in India

    Directory of Open Access Journals (Sweden)

    Priya Sinha

    2016-01-01

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

  12. Human resources development in nuclear field in Japan

    International Nuclear Information System (INIS)

    Seki, Y.

    2007-01-01

    In this report, the recent topics in the nuclear field, some investigated data on human resources development (HRD) in nuclear field in Japan and the status of HRD and strategy are presented. We have investigated the basic data on HRD in nuclear field in some Asian countries so that the data could be used to develop HRD strategy. The basic data have been investigated for Japan in the following area. (1) Numbers of graduate and undergraduate students and faculty members for each of the nuclear related departments in the universities have been investigated; (2) The information on the academic associations and societies related to nuclear field has been collected; (3) In addition to the basic data directly related to human resources, the data related to the strategy for nuclear utilization such as the data on research reactors, the data on the level of the application of RI and radiation in medicine, agriculture, industry and environment and the future plan to construct NPPs, the number of NPPs being constructed and NPPs under operation have been collected and tabulated for each country. In Japan, many of the experienced nuclear engineers and scientists who have constructed nuclear power plants and developed the application methodology of RI and radiation, are aging and retiring. Also with the decrease in the construction of nuclear power plants and decrease in the nuclear energy research expenditures, it is becoming more difficult to maintain the present level of capability in designing and manufacturing of nuclear facilities. On the other hand, the educational infrastructures in the universities such as nuclear research reactors and the facilities where handling of radioactive materials is permitted, are deteriorating due to the difficulties to meet the more strict regulatory requirements. With the decrease in the popularity of nuclear energy and maturing of nuclear technology it is becoming more difficult to attract sufficient number of promising young individuals

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

    International Nuclear Information System (INIS)

    2003-01-01

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

  14. Indigenous chicken genetic resources in South Africa

    African Journals Online (AJOL)

    User

    A comparison of genetic diversity between South African conserved and field ... economic loss for human populations, especially in developing countries. .... for Development of National Management of Farm Animal Genetic Resources.

  15. Management of Human Resources in the Aspect of Innovativeness

    Directory of Open Access Journals (Sweden)

    Marcin W. Staniewski

    2011-03-01

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

  16. Using mobile electronic devices to deliver educational resources in developing countries.

    Science.gov (United States)

    Mazal, Jonathan Robert; Ludwig, Rebecca

    2015-01-01

    Developing countries have far fewer trained radiography professionals than developed countries, which exacerbates the limited access to imaging services. The lack of trained radiographers reflects, in part, limited availability of radiographer-specific educational resources. Historically, organizations that provided such resources in the developing world faced challenges related to the limited stock of current materials as well as expenses associated with shipping and delivery. Four mobile electronic devices (MEDs) were loaded with educational content (e-books, PDFs, and digital applications) spanning major radiography topics. The MEDs were distributed to 4 imaging departments in Ghana, India, Nepal, and Nigeria based on evidence of need for radiography-specific resources, as revealed by survey responses. A cost comparison of postal delivery vs digital delivery of educational content was performed. The effectiveness of delivering additional content via Wi-Fi transmission also was evaluated. Feedback was solicited on users' experience with the MEDs as a delivery tool for educational content. An initial average per e-book expense of $30.05, which included the cost of the device, was calculated for the MED delivery method compared with $15.56 for postal delivery of printed materials. The cost of the MED delivery method was reduced to an average of $10.05 for subsequent e-book deliveries. Additional content was successfully delivered via Wi-Fi transmission to all recipients during the 3-month follow-up period. Overall user feedback on the experience was positive, and ideas for enhancing the MED-based method were identified. Using MEDs to deliver radiography-specific educational content appears to be more cost effective than postal delivery of printed materials on a long-term basis. MEDs are more efficient for providing updates to educational materials. Customization of content to department needs, and using projector devices could enhance the usefulness of MEDs for

  17. 75 FR 63209 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-10-14

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

  18. Emotional Intelligence Research within Human Resource Development Scholarship

    Science.gov (United States)

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

    Purpose: The purpose of this study is to review and synthesize pertinent emotional intelligence (EI) research within the human resource development (HRD) scholarship. Design/methodology/approach: An integrative review of literature was conducted and multiple electronic databases were searched to find the relevant resources. Using the content…

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

    Science.gov (United States)

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

    2018-04-11

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

  20. Human resources for primary health care in sub-Saharan Africa: progress or stagnation?

    Science.gov (United States)

    Willcox, Merlin L; Peersman, Wim; Daou, Pierre; Diakité, Chiaka; Bajunirwe, Francis; Mubangizi, Vincent; Mahmoud, Eman Hassan; Moosa, Shabir; Phaladze, Nthabiseng; Nkomazana, Oathokwa; Khogali, Mustafa; Diallo, Drissa; De Maeseneer, Jan; Mant, David

    2015-09-10

    The World Health Organization defines a "critical shortage" of health workers as being fewer than 2.28 health workers per 1000 population and failing to attain 80% coverage for deliveries by skilled birth attendants. We aimed to quantify the number of health workers in five African countries and the proportion of these currently working in primary health care facilities, to compare this to estimates of numbers needed and to assess how the situation has changed in recent years. This study is a review of published and unpublished "grey" literature on human resources for health in five disparate countries: Mali, Sudan, Uganda, Botswana and South Africa. Health worker density has increased steadily since 2000 in South Africa and Botswana which already meet WHO targets but has not significantly increased since 2004 in Sudan, Mali and Uganda which have a critical shortage of health workers. In all five countries, a minority of doctors, nurses and midwives are working in primary health care, and shortages of qualified staff are greatest in rural areas. In Uganda, shortages are greater in primary health care settings than at higher levels. In Mali, few community health centres have a midwife or a doctor. Even South Africa has a shortage of doctors in primary health care in poorer districts. Although most countries recognize village health workers, traditional healers and traditional birth attendants, there are insufficient data on their numbers. There is an "inverse primary health care law" in the countries studied: staffing is inversely related to poverty and level of need, and health worker density is not increasing in the lowest income countries. Unless there is money to recruit and retain staff in these areas, training programmes will not improve health worker density because the trained staff will simply leave to work elsewhere. Information systems need to be improved in a way that informs policy on the health workforce. It may be possible to use existing resources

  1. Treatment of chancroid in resource-poor countries.

    Science.gov (United States)

    Annan, Naa Torshie; Lewis, David A

    2005-04-01

    Chancroid, formerly a major cause of the genital ulcer disease syndrome, remains an important cofactor in both the transmission and acquisition of HIV-1 infection. Those countries with the greatest burden of HIV also have some of the highest prevalence rates of chancroid worldwide. The diagnosis of chancroid, caused by the fastidious bacterium Haemophilus ducreyi, is both expensive and difficult in many resource-poor areas. These areas of the world use syndromic management to treat genital ulcers and such an approach has proven effective in reducing rates of bacterial genital ulcer diseases. There are currently inexpensive and effective single-dose therapies available to treat chancroid. Single-dose regimens, given at first presentation, improve compliance and reduce the risk of sexually transmitted infections. Bacterial resistance to several antimicrobial agents has increased over the years and remains a continued threat to effective antimicrobial therapy. Follow-up of cases, and partner notification and treatment is carried out to limit reinfection and onward transmission of chancroid. Patients with coexistent HIV may be particularly at risk of failing single-dose therapy and should therefore be reviewed wherever possible.

  2. Productive diversification in natural resource abundant countries : limitations, policies and the experience of Argentina in the 2000s

    NARCIS (Netherlands)

    L.A. Serino (Leandro)

    2009-01-01

    textabstractThe debate on the pattern of specialization in natural resource abundant countries has re-emerged as demand for raw materials and food products from the rapidly growing East Asian countries, speculation in financial markets, and changes in production techniques augmented the

  3. Stimulation of Efficient Employee Performance through Human Resource Management Practices: A Study on the Health Care Sector of Bangladesh

    Directory of Open Access Journals (Sweden)

    Fatema Nusrat

    2018-01-01

    Full Text Available As the world is becoming more competitive and unstable than ever before; health care sector, especially in a developing country like Bangladesh, is seeking to gain competitive advantage through the performance of its employees and is turning to be more innovative in this perspective through human resource management (HRM practices. Experts view HRM practices as a set of internally consistent policies and practices designed and implemented to ensure that the human capital of the organization contributes to the achievement of its objectives. This paper examined the effects of human resource management (HRM practices on stimulating or enhancing efficient employee performance in the health care sector of Bangladesh. Ten dimensions and 43 item statements of human resource management (HRM practices and efficient employee performance have been adopted to undertake this study. Data have been gathered following a quantitative survey by a structured questionnaire conducted among a diverse group of employees (N = 240 working in 20 different health care service providing organizations of Bangladesh following simple random sampling method. Several statistical techniques consisting of descriptive analysis, Pearson correlations, ANOVA, Coefficient and regression analysis have been applied using SPSS software to analyze the collected data for taking decisions regarding the hypotheses. The results of the statistical analysis reveal that human resource management (HRM practices positively stimulates efficient employee performance. This study therefore recommends among others: enhancement of motivation among employees, improvement in the reward system, establishment of strong organizational culture, training and re-training of employees,  and employees participation in decision making.

  4. Human resource aspects of antiretroviral treatment delivery models: current practices and recommendations.

    Science.gov (United States)

    Assefa, Yibeltal; Van Damme, Wim; Hermann, Katharina

    2010-01-01

    PURPOSE OF VIEW: To illustrate and critically assess what is currently being published on the human resources for health dimension of antiretroviral therapy (ART) delivery models. The use of human resources for health can have an effect on two crucial aspects of successful ART programmes, namely the scale-up capacity and the long-term retention in care. Task shifting as the delegation of tasks from higher qualified to lower qualified cadres has become a widespread practice in ART delivery models in low-income countries in recent years. It is increasingly shown to effectively reduce the workload for scarce medical doctors without compromising the quality of care. At the same time, it becomes clear that task shifting can only be successful when accompanied by intensive training, supervision and support from existing health system structures. Although a number of recent publications have focussed on task shifting in ART delivery models, there is a lack of accessible information on the link between task shifting and patient outcomes. Current ART delivery models do not focus sufficiently on retention in care as arguably one of the most important issues for the long-term success of ART programmes. There is a need for context-specific re-designing of current ART delivery models in order to increase access to ART and improve long-term retention.

  5. Technological Innovation and Developmental Strategies for Sustainable Management of Aquatic Resources in Developing Countries

    Science.gov (United States)

    Agboola, Julius Ibukun

    2014-12-01

    Sustainable use and allocation of aquatic resources including water resources require implementation of ecologically appropriate technologies, efficient and relevant to local needs. Despite the numerous international agreements and provisions on transfer of technology, this has not been successfully achieved in developing countries. While reviewing some challenges to technological innovations and developments (TID), this paper analyzes five TID strategic approaches centered on grassroots technology development and provision of localized capacity for sustainable aquatic resources management. Three case studies provide examples of successful implementation of these strategies. Success requires the provision of localized capacity to manage technology through knowledge empowerment in rural communities situated within a framework of clear national priorities for technology development.

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

    OpenAIRE

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

    2017-01-01

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

  7. Strategic human resource management practices and ...

    African Journals Online (AJOL)

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

  8. The Relative Effects of Logistics, Coordination and Human Resource on Humanitarian Aid and Disaster Relief Mission Performance

    Directory of Open Access Journals (Sweden)

    Aida Idris

    2014-10-01

    Full Text Available Most studies on humanitarian aid and disaster relief (HADR missions suggest that the quality of logistics, coordination and human resource management will affect their performance. However, studies in developing countries are mainly conceptual and lack the necessary empirical evidence to support these contentions. The current paper thereby aimed to fill this knowledge gap by sta- tistically examining the effects of the abovementioned factors on such missions. Focusing on the Malaysian army due to its extensive experience in HADR operations, the paper opted for a quantita- tive approach to allow for a more objective analysis of the issues. The results show that there are other potential determinants of mission success which deserve due attention in future studies. They also suggest that human resource is not easily measured as a construct, and that this limitation in methodology must be overcome to derive more accurate conclusions regarding its effect on HADR mission performance.

  9. 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.

  10. 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.

  11. Electricity Sector Council : human resources challenges

    International Nuclear Information System (INIS)

    Goldie, T.

    2007-01-01

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

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

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  13. Federal Supervisors and Strategic Human Resources Management

    National Research Council Canada - National Science Library

    1998-01-01

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

  14. Annual report of Nuclear Human Resource Development Center. April 1, 2015 - March 31, 2016

    International Nuclear Information System (INIS)

    2017-07-01

    This annual report summarizes the activities of Nuclear Human Resource Development Center (NuHRDeC) of Japan Atomic Energy Agency (JAEA) in the fiscal year (FY) 2015. In FY 2015, we were actively engaged in organizing special training courses in response to external training needs, cooperating with universities, and offering international training courses for Asian countries in addition to the regular training programs at NuHRDeC. In accordance to the annual plan for national training, we conducted training courses for radioisotopes and radiation engineers, nuclear energy engineers, and national qualification examinations, as well as for officials in Nuclear Regulatory Authority and prefectural and municipal officials in Fukushima as outreach activities in order to meet the training needs from the external organizations. We continued to enhance cooperative activities with universities, such as the acceptance of postdoctoral researchers, the cooperation according to the cooperative graduate school system, including the acceptance of students from Nuclear Professional School of University of Tokyo. Furthermore, through utilizing the remote education system, the joint course was successfully held with seven universities, and the intensive summer course and the practical exercise at Nuclear Fuel Cycle Engineering Laboratories were also conducted as part of the collaboration network with universities. The Instructor Training Program (ITP) was continually offered to the ITP participating countries (Bangladesh, China, Indonesia, Kazakhstan, Malaysia, Mongolia, Philippines, Saudi Arabia, Sri Lanka, Thailand, Turkey and Viet Nam) in FY2015 under contact with Ministry of Education, Culture, Sports, Science and Technology. As part of the ITP, the Instructor Training Course and the Nuclear Technology Seminar were organized at NuHRDeC such as “Reactor Engineering Course” and “Basic Radiation Knowledge for School Education Seminar”. Eight and eleven countries

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

    Directory of Open Access Journals (Sweden)

    ANCA-IOANA MUNTEANU

    2015-02-01

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

  16. A survey on critical care resources and practices in low- and middle-income countries.

    Science.gov (United States)

    Vukoja, Marija; Riviello, Elisabeth; Gavrilovic, Srdjan; Adhikari, Neill K J; Kashyap, Rahul; Bhagwanjee, Satish; Gajic, Ognjen; Kilickaya, Oguz

    2014-09-01

    Timely and appropriate care is the key to achieving good outcomes in acutely ill patients, but the effectiveness of critical care may be limited in resource-limited settings. This study sought to understand how to implement best practices in intensive care units (ICU) in low- and middle-income countries (LMIC) and to develop a point-of-care training and decision-support tool. An internationally representative group of clinicians performed a 22-item capacity-and-needs assessment survey in a convenience sample of 13 ICU in Eastern Europe (4), Asia (4), Latin America (3), and Africa (2), between April and July 2012. Two ICU were from low-income, 2 from low-middle-income, and 9 from upper-middle-income countries. Clinician respondents were asked about bed capacity, patient characteristics, human resources, available medications and equipment, access to education, and processes of care. Thirteen clinicians from each of 13 hospitals (1 per ICU) responded. Surveyed hospitals had median of 560 (interquartile range [IQR]: 232, 1,200) beds. ICU had a median of 9 (IQR: 7, 12) beds and treated 40 (IQR: 20, 67) patients per month. Many ICU had ≥ 1 staff member with some formal critical care training (n = 9, 69%) or who completed Fundamental Critical Care Support (n = 7, 54%) or Advanced Cardiac Life Support (n = 9, 69%) courses. Only 2 ICU (15%) used any kind of checklists for acute resuscitation. Ten (77%) ICU listed lack of trained staff as the most important barrier to improving the care and outcomes of critically ill patients. In a convenience sample of 13 ICU from LMIC, specialty-trained staff and standardized processes of care such as checklists are frequently lacking. ICU needs-assessment evaluations should be expanded in LMIC as a global priority, with the goal of creating and evaluating context-appropriate checklists for ICU best practices. Copyright © 2014 World Heart Federation (Geneva). Published by Elsevier B.V. All rights reserved.

  17. Human resource management interventions to improve health workers' performance in low and middle income countries: a realist review

    Directory of Open Access Journals (Sweden)

    van der Wilt Gert Jan

    2009-04-01

    Full Text Available Abstract Background Improving health workers' performance is vital for achieving the Millennium Development Goals. In the literature on human resource management (HRM interventions to improve health workers' performance in Low and Middle Income Countries (LMIC, hardly any attention has been paid to the question how HRM interventions might bring about outcomes and in which contexts. Such information is, however, critical to assess the transferability of results. Our aim was to explore if realist review of published primary research provides better insight into the functioning of HRM interventions in LMIC. Methodology A realist review not only asks whether an intervention has shown to be effective, but also through which mechanisms an intervention produces outcomes and which contextual factors appear to be of critical influence. Forty-eight published studies were reviewed. Results The results show that HRM interventions can improve health workers' performance, but that different contexts produce different outcomes. Critical implementation aspects were involvement of local authorities, communities and management; adaptation to the local situation; and active involvement of local staff to identify and implement solutions to problems. Mechanisms that triggered change were increased knowledge and skills, feeling obliged to change and health workers' motivation. Mechanisms to contribute to motivation were health workers' awareness of local problems and staff empowerment, gaining acceptance of new information and creating a sense of belonging and respect. In addition, staff was motivated by visible improvements in quality of care and salary supplements. Only a limited variety of HRM interventions have been evaluated in the health sector in LMIC. Assumptions underlying HRM interventions are usually not made explicit, hampering our understanding of how HRM interventions work. Conclusion Application of a realist perspective allows identifying which HRM

  18. National nursing strategies in seven countries of the Region of the Americas: issues and impact

    Directory of Open Access Journals (Sweden)

    Rebecca O. Shasanmi

    2015-07-01

    Full Text Available OBJECTIVE: To identify and examine the current national nursing strategies and policy impact of workforce development regarding human resources for health in seven selected countries in the Region of the Americas: Argentina, Canada, Costa Rica, Jamaica, Mexico, Peru, and the United States. METHODS: A review of available literature was conducted to identify publicly-available documents that describe the general backdrop of nursing human resources in these seven countries. A keyword search of PubMed was supplemented by searches of websites maintained by Ministries of Health and nursing organizations. Inclusion criteria limited documents to those published in 2008-2013 that discussed or assessed situational issues and/or progress surrounding the nursing workforce. RESULTS: Nursing human resources for health is progressing. Canada, Mexico, and the United States have stronger nursing leadership in place and multisectoral policies in workforce development. Jamaica shows efforts among the Caribbean countries to promote collaborative practices in research. The three selected countries in Central and South America championed networks to revive nursing education. Yet, overall challenges limit the opportunities to impact public health. CONCLUSIONS: The national nursing strategies prioritized multisectoral collaboration, professional competencies, and standardized educational systems, with some countries underscoring the need to align policies with efforts to promote nursing leadership, and others, focusing on expanding the scope of practice to improve health care delivery. While each country wrestles with its specific context, all require proper leadership, multisectoral collaboration, and appropriate resources to educate, train, and empower nurses to be at the forefront.

  19. 78 FR 43258 - Privacy Act; System of Records: Human Resources Records, State-31

    Science.gov (United States)

    2013-07-19

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

  20. 78 FR 78401 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-12-26

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

  1. 78 FR 61400 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-10-03

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

  2. 76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  3. human resources management and lecturer's job satisfaction

    African Journals Online (AJOL)

    PROF EKWUEME

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

  4. Information systems for mental health in six low and middle income countries: cross country situation analysis.

    Science.gov (United States)

    Upadhaya, Nawaraj; Jordans, Mark J D; Abdulmalik, Jibril; Ahuja, Shalini; Alem, Atalay; Hanlon, Charlotte; Kigozi, Fred; Kizza, Dorothy; Lund, Crick; Semrau, Maya; Shidhaye, Rahul; Thornicroft, Graham; Komproe, Ivan H; Gureje, Oye

    2016-01-01

    Research on information systems for mental health in low and middle income countries (LMICs) is scarce. As a result, there is a lack of reliable information on mental health service needs, treatment coverage and the quality of services provided. With the aim of informing the development and implementation of a mental health information sub-system that includes reliable and measurable indicators on mental health within the Health Management Information Systems (HMIS), a cross-country situation analysis of HMIS was conducted in six LMICs (Ethiopia, India, Nepal, Nigeria, South Africa and Uganda), participating in the 'Emerging mental health systems in low and middle income countries' (Emerald) research programme. A situation analysis tool was developed to obtain and chart information from documents in the public domain. In circumstances when information was inadequate, key government officials were contacted to verify the data collected. In this paper we compare the baseline policy context, human resources situation as well as the processes and mechanisms of collecting, verifying, reporting and disseminating mental health related HMIS data. The findings suggest that countries face substantial policy, human resource and health governance challenges for mental health HMIS, many of which are common across sites. In particular, the specific policies and plans for the governance and implementation of mental health data collection, reporting and dissemination are absent. Across sites there is inadequate infrastructure, few HMIS experts, and inadequate technical support and supervision to junior staff, particularly in the area of mental health. Nonetheless there are also strengths in existing HMIS where a few mental health morbidity, mortality, and system level indicators are collected and reported. Our study indicates the need for greater technical and resources input to strengthen routine HMIS and develop standardized HMIS indicators for mental health, focusing in

  5. 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.

  6. Manager, Human Resources Business Solutions | IDRC ...

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

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

  7. Multivariate Analysis of Countries according to Subdimensions of Human Development and Gender Inequality Indices

    Directory of Open Access Journals (Sweden)

    Selay Giray

    2014-12-01

    Full Text Available Human Development Index (HDI is an index aiming to measure human development by taking into account a long and healthy life, access to knowledge and a decent standard of living. The 2013 Human Development Report presents HDI values and ranks, the Inequality-adjusted HDI the Gender Inequality Index (GII and the Multidimensional Poverty Index. The aim of this study is to evaluate countries according to their similarities and differences using the indicators contained in the 2013 human development report. A figure created in two dimensional space was used by evaluation. Locations of Turkey, OECD and Eurasian countries are analyzed and interpreted elaborately. Multidimensional scaling is a statistical technique provides visual representation of the objects using proximity patterns. The most recent data of countries were analyzed by Multidimensional Scaling analysis (MDS. Stress value obtained from metric multidimensional scaling application was found in desired range. Also it was determined that we can trust the interpretations made of the map. To begin with, comparison by country groups was made, then remarkable points were interpreted on the basis of country. As examination of the map obtained from MDS application with HDI and GII indexes, it was remarked that OECD countries were grouped on the left hand side and Eurasian countries were grouped on the right hand side. Turkey, a member of OECD, located far away from other OECD countries and located closer to Eurasian countries. According to HDI and GII indexes Mexico is closest country to Turkey. Also Mexico is the country, which is perceived similar to Turkey.

  8. PROVIDING RELIABILITY OF HUMAN RESOURCES IN PRODUCTION MANAGEMENT PROCESS

    Directory of Open Access Journals (Sweden)

    Anna MAZUR

    2014-07-01

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

  9. Organizational Ethics Development and the Human Resource Professional.

    Science.gov (United States)

    Petrick, Joseph A.

    1992-01-01

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

  10. 76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  11. Evaluating the relative environmental impact of countries.

    Science.gov (United States)

    Bradshaw, Corey J A; Giam, Xingli; Sodhi, Navjot S

    2010-05-03

    Environmental protection is critical to maintain ecosystem services essential for human well-being. It is important to be able to rank countries by their environmental impact so that poor performers as well as policy 'models' can be identified. We provide novel metrics of country-specific environmental impact ranks - one proportional to total resource availability per country and an absolute (total) measure of impact - that explicitly avoid incorporating confounding human health or economic indicators. Our rankings are based on natural forest loss, habitat conversion, marine captures, fertilizer use, water pollution, carbon emissions and species threat, although many other variables were excluded due to a lack of country-specific data. Of 228 countries considered, 179 (proportional) and 171 (absolute) had sufficient data for correlations. The proportional index ranked Singapore, Korea, Qatar, Kuwait, Japan, Thailand, Bahrain, Malaysia, Philippines and Netherlands as having the highest proportional environmental impact, whereas Brazil, USA, China, Indonesia, Japan, Mexico, India, Russia, Australia and Peru had the highest absolute impact (i.e., total resource use, emissions and species threatened). Proportional and absolute environmental impact ranks were correlated, with mainly Asian countries having both high proportional and absolute impact. Despite weak concordance among the drivers of environmental impact, countries often perform poorly for different reasons. We found no evidence to support the environmental Kuznets curve hypothesis of a non-linear relationship between impact and per capita wealth, although there was a weak reduction in environmental impact as per capita wealth increases. Using structural equation models to account for cross-correlation, we found that increasing wealth was the most important driver of environmental impact. Our results show that the global community not only has to encourage better environmental performance in less

  12. Evaluating the relative environmental impact of countries.

    Directory of Open Access Journals (Sweden)

    Corey J A Bradshaw

    Full Text Available Environmental protection is critical to maintain ecosystem services essential for human well-being. It is important to be able to rank countries by their environmental impact so that poor performers as well as policy 'models' can be identified. We provide novel metrics of country-specific environmental impact ranks - one proportional to total resource availability per country and an absolute (total measure of impact - that explicitly avoid incorporating confounding human health or economic indicators. Our rankings are based on natural forest loss, habitat conversion, marine captures, fertilizer use, water pollution, carbon emissions and species threat, although many other variables were excluded due to a lack of country-specific data. Of 228 countries considered, 179 (proportional and 171 (absolute had sufficient data for correlations. The proportional index ranked Singapore, Korea, Qatar, Kuwait, Japan, Thailand, Bahrain, Malaysia, Philippines and Netherlands as having the highest proportional environmental impact, whereas Brazil, USA, China, Indonesia, Japan, Mexico, India, Russia, Australia and Peru had the highest absolute impact (i.e., total resource use, emissions and species threatened. Proportional and absolute environmental impact ranks were correlated, with mainly Asian countries having both high proportional and absolute impact. Despite weak concordance among the drivers of environmental impact, countries often perform poorly for different reasons. We found no evidence to support the environmental Kuznets curve hypothesis of a non-linear relationship between impact and per capita wealth, although there was a weak reduction in environmental impact as per capita wealth increases. Using structural equation models to account for cross-correlation, we found that increasing wealth was the most important driver of environmental impact. Our results show that the global community not only has to encourage better environmental performance in

  13. Evaluating the Relative Environmental Impact of Countries

    Science.gov (United States)

    Bradshaw, Corey J. A.; Giam, Xingli; Sodhi, Navjot S.

    2010-01-01

    Environmental protection is critical to maintain ecosystem services essential for human well-being. It is important to be able to rank countries by their environmental impact so that poor performers as well as policy ‘models’ can be identified. We provide novel metrics of country-specific environmental impact ranks – one proportional to total resource availability per country and an absolute (total) measure of impact – that explicitly avoid incorporating confounding human health or economic indicators. Our rankings are based on natural forest loss, habitat conversion, marine captures, fertilizer use, water pollution, carbon emissions and species threat, although many other variables were excluded due to a lack of country-specific data. Of 228 countries considered, 179 (proportional) and 171 (absolute) had sufficient data for correlations. The proportional index ranked Singapore, Korea, Qatar, Kuwait, Japan, Thailand, Bahrain, Malaysia, Philippines and Netherlands as having the highest proportional environmental impact, whereas Brazil, USA, China, Indonesia, Japan, Mexico, India, Russia, Australia and Peru had the highest absolute impact (i.e., total resource use, emissions and species threatened). Proportional and absolute environmental impact ranks were correlated, with mainly Asian countries having both high proportional and absolute impact. Despite weak concordance among the drivers of environmental impact, countries often perform poorly for different reasons. We found no evidence to support the environmental Kuznets curve hypothesis of a non-linear relationship between impact and per capita wealth, although there was a weak reduction in environmental impact as per capita wealth increases. Using structural equation models to account for cross-correlation, we found that increasing wealth was the most important driver of environmental impact. Our results show that the global community not only has to encourage better environmental performance in less

  14. 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)...

  15. 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.

  16. A kidney transplantation model in a low-resource country: an experience from Pakistan.

    Science.gov (United States)

    Rizvi, Syed Adibul Hasan; Naqvi, Syed Ali Anwar; Zafar, Mirza Naqi; Akhtar, Syed Fazal

    2013-05-01

    Pakistan is a low-resource country with a population of 185 million where expenditure on health is 1.3% of the gross national product. The estimated incidence of end-stage renal disease (ESRD) is 100 per million of the population. The paucity and high costs of renal replacement therapy render more than 90% of the ESRD population disenfranchised from replacement therapy. Our center, which is a government sector organization, established as an integrated dialysis and living related renal transplant program in the 1980s, where all services were provided free of cost to all patients with life-long follow-up care including medications. The model was based on a concept of community/government partnership where the contributions to funds vary between 40% and 60% for each partner. The model has been self sustaining for 25 years, with an annual budget of $28 million in 2010. Presently, over 600 patients are dialyzed each day and each week, 7-10 patients have received live related transplants. The overall 1- and 5-year graft survival rate of 3150 transplants is 92% and 85%, respectively. Free dialysis and transplantation established our institute as a focus of transplantation in the country. This model therefore allowed the institute to have a vital role in the campaign against transplant tourism and in the promulgation of the transplant law. It shows that in low-resource countries, specialized centers in the government sector can, with community support, provide high-quality ESRD care to the disenfranchised population.

  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. GENDER INEQUALITY AND HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    LUCY

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

  19. 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…

  20. Rebuilding human resources for health: a case study from Liberia

    Directory of Open Access Journals (Sweden)

    Baba Duza

    2011-05-01

    Full Text Available Abstract Introduction Following twenty years of economic and social growth, Liberia's fourteen-year civil war destroyed its health system, with most of the health workforce leaving the country. Following the inauguration of the Sirleaf administration in 2006, the Ministry of Health & Social Welfare (MOHSW has focused on rebuilding, with an emphasis on increasing the size and capacity of its human resources for health (HRH. Given resource constraints and the high maternal and neonatal mortality rates, MOHSW concentrated on its largest cadre of health workers: nurses. Case description Based on results from a post-war rapid assessment of health workers, facilities and community access, MOHSW developed the Emergency Human Resources (HR Plan for 2007-2011. MOHSW established a central HR Unit and county-level HR officers and prioritized nursing cadres in order to quickly increase workforce numbers, improve equitable distribution of workers and enhance performance. Strategies included increasing and standardizing salaries to attract workers and prevent outflow to the private sector; mobilizing donor funds to improve management capacity and fund incentive packages in order to retain staff in hard to reach areas; reopening training institutions and providing scholarships to increase the pool of available workers. Discussion and evaluation MOHSW has increased the total number of clinical health workers from 1396 in 1998 to 4653 in 2010, 3394 of which are nurses and midwives. From 2006 to 2010, the number of nurses has more than doubled. Certified midwives and nurse aides also increased by 28% and 31% respectively. In 2010, the percentage of the clinical workforce made up by nurses and nurse aides increased to 73%. While the nursing cadre numbers are strong and demonstrate significant improvement since the creation of the Emergency HR Plan, equitable distribution, retention and performance management continue to be challenges. Conclusion This paper

  1. A multi-country approach for attributing human salmonellosis to animal reservoirs

    DEFF Research Database (Denmark)

    de Knegt, Leonardo

    in order to extrapolate results to countries with less data availability, as a first step to perform source attribution of Salmonella in a more global perspective. Cases of foodborne salmonellosis in humans were attributed to travel, outbreaks and four animal reservoirs, namely pigs, broilers, turkeys...... here on referred to as “travel information”), human cases originating from outbreaks with and without a confirmed source and amounts of the meat or eggs of each animal reservoir originating from each country and available for consumption in each country. Thus, special data management, analysis...... with the lack of good-quality data for such studies. The project has also achieved results that may lay the groundwork for future attempts to develop Salmonella source attribution estimates in a more global perspective....

  2. Key challenges of human resources for health in India

    OpenAIRE

    Priya Sinha

    2016-01-01

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

  3. Retention practices in education human resources management ...

    African Journals Online (AJOL)

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

  4. 4. Rapidly industrializing countries: Forging new models

    International Nuclear Information System (INIS)

    Starke, L.

    1992-01-01

    This chapter discusses the following: the experience of newly industrializing countries (NIC); human development; broadening economic development; conserving natural resources (agriculture, forests, air quality); energy consumption; using more efficient technology; new markets and new products. Governments in rapidly industrializing countries can do a great deal to steer development in a sustainable direction by adopting appropriate policies - many of which are discussed in this and preceding chapters. Governments in industrialized countries also have an important role to play by offering the necessary technical and financial assistance to support this kind of development. The chapter uses as examples Brazil, Chile, Mexico, Indonesia, Malaysia, and Thailand

  5. A Life-cycle Approach to Improve the Sustainability of Rural Water Systems in Resource-Limited Countries

    Directory of Open Access Journals (Sweden)

    Nicholas Stacey

    2012-11-01

    Full Text Available A WHO and UNICEF joint report states that in 2008, 884 million people lacked access to potable drinking water. A life-cycle approach to develop potable water systems may improve the sustainability for such systems, however, a review of the literature shows that such an approach has primarily been used for urban systems located in resourced countries. Although urbanization is increasing globally, over 40 percent of the world’s population is currently rural with many considered poor. In this paper, we present a first step towards using life-cycle assessment to develop sustainable rural water systems in resource-limited countries while pointing out the needs. For example, while there are few differences in costs and environmental impacts for many improved rural water system options, a system that uses groundwater with community standpipes is substantially lower in cost that other alternatives with a somewhat lower environmental inventory. However, a LCA approach shows that from institutional as well as community and managerial perspectives, sustainability includes many other factors besides cost and environment that are a function of the interdependent decision process used across the life cycle of a water system by aid organizations, water user committees, and household users. These factors often present the biggest challenge to designing sustainable rural water systems for resource-limited countries.

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

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad Özlen

    2014-07-01

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

  7. 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)

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

    OpenAIRE

    Wiryanto, Wisber

    2018-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Chux Gervase Iwu

    2016-09-01

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

  10. Public-private partnerships to build human capacity in low income countries: findings from the Pfizer program

    Directory of Open Access Journals (Sweden)

    Connelly Patrick

    2007-03-01

    Full Text Available Abstract Background The ability of health organizations in developing countries to expand access to quality services depends in large part on organizational and human capacity. Capacity building includes professional development of staff, as well as efforts to create working environments conducive to high levels of performance. The current study evaluated an approach to public-private partnership where corporate volunteers give technical assistance to improve organizational and staff performance. From 2003 to 2005, the Pfizer Global Health Fellows program sent 72 employees to work with organizations in 19 countries. This evaluation was designed to assess program impact. Methods The researchers administered a survey to 60 Fellows and 48 Pfizer Supervisors. In addition, the team conducted over 100 interviews with partner organization staff and other key informants during site visits in Uganda, Kenya, Ghana, South Africa and India, the five countries where 60% of Fellows were placed. Results Over three-quarters of Fellowships appear to have imparted skills or enhanced operations of NGOs in HIV/AIDS and other health programs. Overall, 79% of Fellows reported meeting all or most technical assistance goals. Partner organization staff reported that the Fellows provided training to clinical and research personnel; strengthened laboratory, pharmacy, financial control, and human resource management systems; and helped expand Partner organization networks. Local staff also reported the Program changed their work habits and attitudes. The evaluation identified problems in defining goals of Fellowships and matching Organizations with Fellows. Capacity building success also appears related to size and sophistication of partner organization. Conclusion Public expectations have grown regarding the role corporations should play in improving health systems in developing countries. Corporate philanthropy programs based on "donations" of personnel can help build

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

    OpenAIRE

    Anohi Ionut; Bujduveanu Aurica; ?tefãnicã Virginia

    2012-01-01

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

  12. Country report on human resource development in nuclear field

    International Nuclear Information System (INIS)

    Wanitsuksombut, Warapon; Noochpramool, Kovit

    2000-01-01

    The short-term plan is to promote utilization of the new research reactor in Thailand. The long-term plan is to gain public understanding and acceptance of nuclear technology. Since 1991, the office has conducted training and seminars in nuclear related field. The major training is in radiation protection, and training in nuclear reactor was at noticeably smaller portion. For ten years of training, 3,649 persons passed different radiation protection courses. Education programs in universities are outlined with the curriculums in the paper. It is clear that the manpower produced in nuclear field in Thailand is inadequate. Further more, most of them are working in limited areas in specific institutes, research laboratories, modern hospitals, and academic teaching. They seldom contact with the public. Hence communication to the public is lacking. After the training course for schoolteachers in our research reactor site, many of them appreciate new knowledge of nuclear technology. They became to realize that they had been involved with the nuclear technology before in their everyday well being. The urgent need is to arrange various suitable courses on research reactor utilization. In this effort, the exchange of information, equipment as well as teaching materials form developed institutes are necessary. The urgent need is a system of qualification for Radiation Protection Officer. By exchange of information and seminars, it may help the country to decide whether the harmonization and accreditation of training courses or the accredited examination is adopted. For long-term achievement, a regular seminar for schoolteacher should be formulated, and a program for social and economics curriculum in nuclear field should be initiated. (Tanaka, Y.)

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

    Directory of Open Access Journals (Sweden)

    BUICLI OLGA

    2017-12-01

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

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

    Directory of Open Access Journals (Sweden)

    Irfan Ullah

    2013-08-01

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

  15. 42 CFR 482.98 - Condition of participation: Human resources.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 5 2010-10-01 2010-10-01 false Condition of participation: Human resources. 482.98 Section 482.98 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN... Specialty Hospitals Transplant Center Process Requirements § 482.98 Condition of participation: Human...

  16. 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.

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

    International Nuclear Information System (INIS)

    Min, B.J.

    2007-01-01

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

  18. 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.

  19. Persistent organic pollutants in human breast milk from Asian countries

    International Nuclear Information System (INIS)

    Tanabe, Shinsuke; Kunisue, Tatsuya

    2007-01-01

    In this paper, we concisely reviewed the contamination of persistent organic pollutants (POPs) such as polychlorinated dibenzo-p-dioxins (PCDDs), dibenzofurans (PCDFs), biphenyls (PCBs), dichlorodiphenyltrichloroethane and its metabolites (DDTs), hexachlorocyclohexane isomers (HCHs), chlordane compounds (CHLs), hexachlorobenzene (HCB) in human breast milk collected from Asian countries such as Japan, China, Philippines, Vietnam, Cambodia, India, Malaysia, and Indonesia during 1999-2003. Dioxins, PCBs, CHLs in Japanese, and DDTs in Vietnamese, Chinese, Cambodian, Malaysian, and HCHs in Chinese, Indian, and HCB in Chinese breast milk were predominant. In India, levels of dioxins and related compounds (DRCs) in the mothers living around the open dumping site were notably higher than those from the reference site and other Asian developing countries, indicating that significant pollution sources of DRCs are present in the dumping site of India and the residents there have been exposed to relatively higher levels of these contaminants possibly via bovine milk. - Contamination aspects of POPs in human breast milk from Asian countries were characterized

  20. Persistent organic pollutants in human breast milk from Asian countries

    Energy Technology Data Exchange (ETDEWEB)

    Tanabe, Shinsuke [Center for Marine Environmental Studies (CMES), Ehime University, Bunkyo-cho 2-5, Matsuyama 790 8577, Ehime Prefecture (Japan)]. E-mail: shinsuke@agr.ehime-u.ac.jp; Kunisue, Tatsuya [Center for Marine Environmental Studies (CMES), Ehime University, Bunkyo-cho 2-5, Matsuyama 790 8577, Ehime Prefecture (Japan)

    2007-03-15

    In this paper, we concisely reviewed the contamination of persistent organic pollutants (POPs) such as polychlorinated dibenzo-p-dioxins (PCDDs), dibenzofurans (PCDFs), biphenyls (PCBs), dichlorodiphenyltrichloroethane and its metabolites (DDTs), hexachlorocyclohexane isomers (HCHs), chlordane compounds (CHLs), hexachlorobenzene (HCB) in human breast milk collected from Asian countries such as Japan, China, Philippines, Vietnam, Cambodia, India, Malaysia, and Indonesia during 1999-2003. Dioxins, PCBs, CHLs in Japanese, and DDTs in Vietnamese, Chinese, Cambodian, Malaysian, and HCHs in Chinese, Indian, and HCB in Chinese breast milk were predominant. In India, levels of dioxins and related compounds (DRCs) in the mothers living around the open dumping site were notably higher than those from the reference site and other Asian developing countries, indicating that significant pollution sources of DRCs are present in the dumping site of India and the residents there have been exposed to relatively higher levels of these contaminants possibly via bovine milk. - Contamination aspects of POPs in human breast milk from Asian countries were characterized.

  1. 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

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

    Science.gov (United States)

    Hu, Po

    2007-01-01

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

  3. Human Resources Development Programmes in Nigerian Academic ...

    African Journals Online (AJOL)

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

  4. The Human Resources for Health Effort Index: a tool to assess and inform Strategic Health Workforce Investments.

    Science.gov (United States)

    Fort, Alfredo L; Deussom, Rachel; Burlew, Randi; Gilroy, Kate; Nelson, David

    2017-07-19

    Despite its importance, the field of human resources for health (HRH) has lagged in developing methods to measure its status and progress in low- and middle-income countries suffering a workforce crisis. Measures of professional health worker densities and distribution are purely numerical, unreliable, and do not represent the full spectrum of workers providing health services. To provide more information on the multi-dimensional characteristics of human resources for health, in 2013-2014, the global USAID-funded CapacityPlus project, led by IntraHealth International, developed and tested a 79-item HRH Effort Index modeled after the widely used Family Planning Effort Index. The index includes seven recognized HRH dimensions: Leadership and Advocacy; Policy and Governance; Finance; Education and Training; Recruitment, Distribution, and Retention; Human Resources Management; and Monitoring, Evaluation, and Information Systems. Each item is scored from 1 to 10 and scores are averaged with equal weights for each dimension and overall. The questionnaire is applied to knowledgeable informants from public, nongovernmental organization, and private sectors in each country. A pilot test among 49 respondents in Kenya and Nigeria provided useful information to improve, combine, and streamline questions. CapacityPlus applied the revised 50-item questionnaire in 2015 in Burkina Faso, Dominican Republic, Ghana, and Mali, among 92 respondents. Additionally, the index was applied subnationally in the Dominican Republic (16 respondents) and in a consensus-building meeting in Mali (43 respondents) after the national application. The results revealed a range of scores between 3.7 and 6.2 across dimensions, for overall scores between 4.8 and 5.5. Dimensions with lower scores included Recruitment, Distribution, and Retention, while Leadership and Advocacy had higher scores. The tool proved to be well understood and provided key qualitative information on the health workforce to assist

  5. Refugees migration as a factor of human resources redistribution in the world: problems of conflict economy’s development

    Directory of Open Access Journals (Sweden)

    Ievdokymov V.V.

    2017-06-01

    Full Text Available Numerous humanitarian, socio-economic and environmental problems caused by the worldwide refugees’ migration lead to aggravation of the political debate on these issues. A geo-economic transformation in the world, which consists of multipolar geo-economic space formation, causing the need to managing migration movements of refugees between countries and regions around the world. This is associated with the importance of consideration of refugees’ migration as a factor of human resources redistribution in the world and the need to develop the regional migration policies for eliminating the negative effects of such migration. The research aimed to studying the current trends, preconditions and problems of refugees’ migration as a special category of migrants from countries developing in conflict and in post-conflict conditions. Found that there are military conflicts in all the countries that are leaders by refugees’ origin. In addition, the indicators of refugees’ pressure on socio-demographic, territorial and economic systems of host countries have been described, as well as analysis of the main refugees’ destination countries indicators has been carried out. This analysis has been done in interconnection with the surveyed countries rank in the Fragile States Index 2017.

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

    Science.gov (United States)

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

    1995-06-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

  8. Jamali lauds PAEC contribution to scientific development defence needs of country

    CERN Multimedia

    2003-01-01

    "The Prime Minister Mir Zafarullah Khan Jamali has appreciated role of Pakistan Atomic Energy Council (PAEC) for its contribution to the scientific development and defence needs of the country. He directed that all resources and energy be devoted to the development of human resource and infrastructure for socio-economic uplift of the nation" (1 page).

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

    Directory of Open Access Journals (Sweden)

    G. van Zyl

    2006-11-01

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

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

    Directory of Open Access Journals (Sweden)

    R. van der Walt

    2008-12-01

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

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

    Directory of Open Access Journals (Sweden)

    Carmen NOVAC

    2016-12-01

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

  12. Kenya's health workforce information system: a model of impact on strategic human resources policy, planning and management.

    Science.gov (United States)

    Waters, Keith P; Zuber, Alexandra; Willy, Rankesh M; Kiriinya, Rose N; Waudo, Agnes N; Oluoch, Tom; Kimani, Francis M; Riley, Patricia L

    2013-09-01

    Countries worldwide are challenged by health worker shortages, skill mix imbalances, and maldistribution. Human resources information systems (HRIS) are used to monitor and address these health workforce issues, but global understanding of such systems is minimal and baseline information regarding their scope and capability is practically non-existent. The Kenya Health Workforce Information System (KHWIS) has been identified as a promising example of a functioning HRIS. The objective of this paper is to document the impact of KHWIS data on human resources policy, planning and management. Sources for this study included semi-structured interviews with senior officials at Kenya's Ministry of Medical Services (MOMS), Ministry of Public Health and Sanitation (MOPHS), the Department of Nursing within MOMS, the Nursing Council of Kenya, Kenya Medical Practitioners and Dentists Board, Kenya's Clinical Officers Council, and Kenya Medical Laboratory Technicians and Technologists Board. Additionally, quantitative data were extracted from KHWIS databases to supplement the interviews. Health sector policy documents were retrieved from MOMS and MOPHS websites, and reviewed to assess whether they documented any changes to policy and practice as having been impacted by KHWIS data. Interviews with Kenyan government and regulatory officials cited health workforce data provided by KHWIS influenced policy, regulation, and management. Policy changes include extension of Kenya's age of mandatory civil service retirement from 55 to 60 years. Data retrieved from KHWIS document increased relicensing of professional nurses, midwives, medical practitioners and dentists, and interviewees reported this improved compliance raised professional regulatory body revenues. The review of Government records revealed few references to KHWIS; however, documentation specifically cited the KHWIS as having improved the availability of human resources for health information regarding workforce planning

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

    Directory of Open Access Journals (Sweden)

    Emanoil MUSCALU

    2013-07-01

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

  14. Human rights conflicts experienced by nurses migrating between developed countries.

    Science.gov (United States)

    Palese, Alvisa; Dobrowolska, Beata; Squin, Anna; Lupieri, Giulia; Bulfone, Giampiera; Vecchiato, Sara

    2017-11-01

    Some developed countries have recently changed their role in the context of international recruitment, becoming donors due to socio-economical and political factors such as recessions. This is also the case in Italy, where there has been a flow of immigrant nurses out of the country that has been documented over the past several years. In a short time, it has become a donor country to other developed European countries, such as the United Kingdom. To advance knowledge in the context of human rights conflicts and ethical implications of the decision-making process of nurses who migrate between developed countries, such as from Italy to the United Kingdom, during times of recession. A case study based on the descriptive phenomenological approach was undertaken in 2014. Participants and research context: A total of 26 Italian newly graduated nurses finding a job in the United Kingdom were interviewed via Skype and telephone. Ethical considerations: The Internal Review Board of the University approved the project. In accordance with the descriptive phenomenological approach undertaken, three main themes emerged: (1) escaping from the feeling of being refused/rejected in order to be desired, (2) perceiving themselves respected, as a person and as a nurse, in a growth project and (3) returning if the country changes its strategy regarding nurses. Ethical implications in the context of human rights, such as autonomy of the decision, social justice and reciprocal obligation, non-maleficence and double effect, have been discussed. The call for investing in nurses and nurses' care in developed countries facing recession is urgent. Investing in nurses means respecting individuals and citizens who are at risk of developing health problems during the recession.

  15. 77 FR 33774 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-06-07

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

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

    International Nuclear Information System (INIS)

    Zheng Mingguang; Ye Cheng; Han Xu

    2011-01-01

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

  17. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

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

  18. 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

  19. Cultural Implications of Human Resource Development.

    Science.gov (United States)

    Hiranpruk, Chaiskran

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

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

    International Nuclear Information System (INIS)

    Murakami, Hiroyuki; Hino, Sadami; Tsuru, Hisanori

    2013-01-01

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