WorldWideScience

Sample records for human resource projects

  1. Nuclear human resource projection up to 2030 in KOREA

    International Nuclear Information System (INIS)

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

    2011-01-01

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

  2. 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.

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

    OpenAIRE

    G. van Zyl; P. Venier

    2006-01-01

    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 i...

  4. 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...

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

    NARCIS (Netherlands)

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

    2015-01-01

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

  6. 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)

  7. 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"

  8. ADP Analysis project for the Human Resources Management Division

    Science.gov (United States)

    Tureman, Robert L., Jr.

    1993-01-01

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

  9. 78 FR 8192 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2013-02-05

    ... NATIONAL SCIENCE FOUNDATION Agency Information Collection Activities: Comment Request; Education and Human Resources Project Monitoring Clearance AGENCY: National Science Foundation. ACTION: Notice... study will assess the implementation of resources, models, and technologies to determine how and why...

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

    Directory of Open Access Journals (Sweden)

    Renato Penha

    2012-10-01

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

  11. 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

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

    NARCIS (Netherlands)

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

    2008-01-01

    As part of a wider study into human resource management (HRM) practices in project-oriented organizations, we investigated the issue of employee well-being. Project-oriented organizations adopt temporary work processes to deliver products and services to clients. This creates a dynamic work

  13. 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)

  14. Responsible Mining: A Human Resources Strategy for Mine Development Project

    OpenAIRE

    Sampathkumar, Sriram (Ram)

    2012-01-01

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

  15. 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.

  16. 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

  17. 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)

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

    OpenAIRE

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

    2008-01-01

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

  19. 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)

  20. 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)

  1. 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)

  2. 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)

  3. 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…

  4. 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)

  5. 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.)

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

    Directory of Open Access Journals (Sweden)

    SeidMehdi Veise

    2014-08-01

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

  7. Global-minded Human Resources and Expectations for Universities

    Science.gov (United States)

    Inoue, Hiroshi

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

  8. Learning about the Human Genome. Part 2: Resources for Science Educators. ERIC Digest.

    Science.gov (United States)

    Haury, David L.

    This ERIC Digest identifies how the human genome project fits into the "National Science Education Standards" and lists Human Genome Project Web sites found on the World Wide Web. It is a resource companion to "Learning about the Human Genome. Part 1: Challenge to Science Educators" (Haury 2001). The Web resources and…

  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. PROJECT - RESOURCE MANAGEMENT OF INNOVATIONS IN EDUCATION: ANTHROPOLOGICAL PROJECTION

    Directory of Open Access Journals (Sweden)

    Galina Aleksandrovna Ignat’eva

    2015-08-01

    Full Text Available The purpose of the research was to denote a way to solve the problem of education mana-gement ΄s insufficient efficiency considered from the point of view of education opportunities to influence on the formation of mechanisms for sustainable development of society as a whole and its educational component. The concept «project-resource management of innovation in education» regarded on the basis of the anthropological project-transforming paradigm. Conceptually-categorical context presented by conceptual cluster composed of coordinated concepts «project», «resource», «educational reality», «organizational-resource potential», «project commonality». In the theoretical part of the study on the basis of analysis of the normative and exploratory approaches to educational innovations organization and management it was established the search approach ΄s leading role in the methodological substantiation of project-resource management. The study have indicated that in the presence of variable models of innovation management in education, corresponding to various predictive models of continuing education post-industrial society, project-resource management is an universal mechanism for the transition from separate innovation΄s precedents to the an authentic reality of innovative education. In the technological part of the study the main concern was to submit the project-resource management by the management goal’s system, each of which includes the specific management actions, projected results and the organizational forms. The project-resource management ΄s professional – activity context of the study showed evolution of managerial positions: an effective performer – an effective leader – strategist, implemented during the transition from directly directive management to the project management and further to the project-resource management. Based on the findings identified the key factors of initiatively-problem projects

  13. Next generation of human resources for GEN (Generation) III+ new build projects

    International Nuclear Information System (INIS)

    Baltin, Goerge; Glaubrecht, Stefan; Schoenfelder, Christian

    2014-01-01

    requires a wide spread approach, involving important stakeholders in this field, such as nuclear operators, nuclear suppliers, academic institutions and political institutions. The specific approach will vary from one country to another and will depend on various factors, e.g. the objectives of the national nuclear program, the existing nuclear infrastructure (if any, e.g. legal framework, educational institutions), the existence (and possibly maturity) of a nuclear industry, the selected GEN III+ technology and the related local supply chain, as well as the integration of national institutions into international networks. The paper provides a systematic overview of the dimensions to be considered as well as the various options and development paths available, and the factors determining the selection process for a specific national approach fusing the efforts of authorities, utilities, education providers and industry. The commitment of industry is illustrated by presenting some examples from recent activities in which AREVA is involved, such as partnerships with academic institutions in Germany, Poland, or Slovakia. Furthermore, as international networks will play an increasingly important role for human resources development, AREVA's participation in international educational associations like ENEN (European Nuclear Education Network), or in international projects, e.g. those funded by the European Commission, is covered. This is assisted by AREVA's involvement in implementing a new methodology for training and job taxonomy (ECVET), supporting life-long learning and international mobility. Finally the paper draws some conclusions on different approaches, and provides some recommendations for future human resources development activities. (authors)

  14. 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)

  15. Resource Roads demonstration project : final report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2009-07-15

    British Columbia's vast network of resource roads are considered to be amongst the most dangerous, high-risk workplaces in the province. Resource roads, also known as industrial roads, forest service roads, or petroleum development roads, present several unique safety challenges as workplaces. They are built for the purpose of access, egress and transport of materials, resources, equipment and people. However, the lack the same diligence of enforcement and a consistent design, construction, maintenance and standard for use as public highways or municipal roads. There are also safety challenges related to public use of resource roads. This report presented a project, called ResourceRoads by WorkSafe BC that focused on the organization and implementation of a management structure that would provide a system of coordination and a process of compliance for the users of the defined road systems. The project was based on information gathered in two forest districts of Prince George and the South Peace Forest Districts. A committee consisting of the actual owner of the road and other users was formed. The report presented a history of British Columbia's resource road system, and discussed resource roads as industrial workplaces and worksites, as well as resource road fatality statistics. The demonstration project was outlined in terms of project leadership; scope; strategic objectives; project purpose; performance objectives; project communication; demonstration areas; and project stages. Project fundamentals and project findings were also presented along with recommendations and responses to the Auditor General report and the Forest Safety Ombudsman report. It was concluded that potential uses of new technologies for resource road vehicles should be reviewed. tabs., figs.

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

    African Journals Online (AJOL)

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

  17. Human Resource Management in Australian Registered Training Organisations: Literature Review and Discussion Starter. Support Document

    Science.gov (United States)

    Smith, Andrew

    2008-01-01

    This project seeks to establish the current state of human resource management practice in RTOs in Australia. The project takes a strategic approach, particularly in the case study phase where the research will attempt to examine the links between human resource management and the strategy of the organisation. The results of the project will…

  18. Projections of specialist physicians in Mexico: a key element in planning human resources for health.

    Science.gov (United States)

    Nigenda, Gustavo; Muños, José Alberto

    2015-09-22

    Projections are considered a useful tool in the planning of human resources for health. In Mexico, the supply and demand of specialist doctors are clearly disconnected, and decisions must be made to reduce labour market imbalances. Thus, it is critical to produce reliable projections to assess future interactions between supply and demand. Using a service demand approach, projections of the number of specialist physicians required by the three main public institutions were calculated using the following variables: a) recent recruitment of specialists, b) physician productivity and c) retirement rates. Two types of scenarios were produced: an inertial one with no changes made to current production levels and an alternative scenario adjusted by recommended productivity levels. Results show that institutions must address productivity as a major policy element to act upon in future contracting of specialist physicians. The projections that adjusted for productivity suggest that the hiring trends for surgeons and internists should be maintained or increased to compensate for the increase in demand for services. In contrast, due to the decline in demand for obstetric and paediatric services, the hiring of new obstetrician-gynaecologists and paediatricians should be reduced to align with future demand.

  19. Current Resource Imagery Projects

    Data.gov (United States)

    Farm Service Agency, Department of Agriculture — Map showing coverage of current Resource imagery projects. High resolution/large scale Resource imagery is typically acquired for the U.S. Forest Service and other...

  20. Front Range Infrastructure Resources Project: water-resources activities

    Science.gov (United States)

    Robson, Stanley G.; Heiny, Janet S.

    1998-01-01

    Infrastructure, such as roads, buildings, airports, and dams, is built and maintained by use of large quantities of natural resources such as aggregate (sand and gravel), energy, and water. As urban area expand, local sources of these resource are becoming inaccessible (gravel cannot be mined from under a subdivision, for example), or the cost of recovery of the resource becomes prohibitive (oil and gas drilling in urban areas is costly), or the resources may become unfit for some use (pollution of ground water may preclude its use as a water supply). Governmental land-use decision and environmental mandates can further preclude development of natural resources. If infrastructure resources are to remain economically available. current resource information must be available for use in well-reasoned decisions bout future land use. Ground water is an infrastructure resource that is present in shallow aquifers and deeper bedrock aquifers that underlie much of the 2,450-square-mile demonstration area of the Colorado Front Range Infrastructure Resources Project. In 1996, mapping of the area's ground-water resources was undertaken as a U.S. Geological Survey project in cooperation with the Colorado Department of Natural Resources, Division of Water Resources, and the Colorado Water Conservation Board.

  1. All about the Human Genome Project (HGP)

    Science.gov (United States)

    ... Care Genomic Medicine Working Group New Horizons and Research Patient Management Policy and Ethics Issues Quick Links for Patient Care Education All About the Human Genome Project Fact Sheets Genetic Education Resources for ...

  2. 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

  3. 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.

  4. Mongolia wind resource assessment project

    International Nuclear Information System (INIS)

    Elliott, D.; Chadraa, B.; Natsagdorj, L.

    1998-01-01

    The development of detailed, regional wind-resource distributions and other pertinent wind resource characteristics (e.g., assessment maps and reliable estimates of seasonal, diurnal, and directional) is an important step in planning and accelerating the deployment of wind energy systems. This paper summarizes the approach and methods being used to conduct a wind energy resource assessment of Mongolia. The primary goals of this project are to develop a comprehensive wind energy resource atlas of Mongolia and to establish a wind measurement program in specific regions of Mongolia to identify prospective sites for wind energy projects and to help validate some of the wind resource estimates. The Mongolian wind resource atlas will include detailed, computerized wind power maps and other valuable wind resource characteristic information for the different regions of Mongolia

  5. 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…

  6. Resource allocation in IT projects: using schedule optimization

    Directory of Open Access Journals (Sweden)

    Michael Chilton

    2014-01-01

    Full Text Available Resource allocation is the process of assigning resources to tasks throughout the life of a project. Despite sophisticated software packages devoted to keeping track of tasks, resources and resource assignments, it is often the case that project managers find some resources over-allocated and therefore unable to complete the assigned work in the allotted amount of time. Most scheduling software has provisions for leveling resources, but the techniques for doing so simply add time to the schedule and may cause delays in tasks that are critical to the project in meeting deadlines. This paper presents a software application that ensures that resources are properly balanced at the beginning of the project and eliminates the situation in which resources become over-allocated. It can be used in a multi-project environment and reused throughout the project as tasks, resource assignments and availability, and the project scope change. The application utilizes the bounded enumeration technique to formulate an optimal schedule for which both the task sequence and resource availability are taken into account. It is run on a database server to reduce the running time and make it a viable application for practitioners.

  7. Scheduling of resource-constrained projects

    CERN Document Server

    Klein, Robert

    2000-01-01

    Project management has become a widespread instrument enabling organizations to efficiently master the challenges of steadily shortening product life cycles, global markets and decreasing profit margins. With projects increasing in size and complexity, their planning and control represents one of the most crucial management tasks. This is especially true for scheduling, which is concerned with establishing execution dates for the sub-activities to be performed in order to complete the project. The ability to manage projects where resources must be allocated between concurrent projects or even sub-activities of a single project requires the use of commercial project management software packages. However, the results yielded by the solution procedures included are often rather unsatisfactory. Scheduling of Resource-Constrained Projects develops more efficient procedures, which can easily be integrated into software packages by incorporated programming languages, and thus should be of great interest for practiti...

  8. The analysis of MS Project Server platform for managing of human resources in multiproject environment

    OpenAIRE

    Kadunc, Boštjan

    2009-01-01

    Effective project management requires qualified project managers, who must have complete control over their projects, so they can perform fluently. For easier and more effective project management, we can use various software solutions. In my graduation thesis I focused on working with resources - detecting and resolving their over-allocation. For their regulation I have used Microsoft Office Project Professional 2007 in connection with Microsoft Office Project Server 2007. My goal wa...

  9. 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)

  10. 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...

  11. 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)

  12. 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)

  13. 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

  14. STRUCTURAL FUNDS FOR HUMAN RESOURCES DEVELOPMENT AND MIGRATION – A GENERAL OVERVIEW

    Directory of Open Access Journals (Sweden)

    Paul P. IVAN

    2014-04-01

    Full Text Available The ample intervention of the European Social Fund in Romania trough the Human Resources Development Operational Programme has pursuit, among other objectives, to help migrant people for a successful participation in a modern and flexible labour market. Of course, the interest and support of emigrants are laudable initiatives but unfortunately the inconsistencies and problems that occurred in the implementation of grant projects have generated doubts on the efficiency of funds allocations in this area of interest. This paper aims to observe how grants have supported the Romanian emigrants and to analyse the implementation of this goal in the human resource development projects.

  15. Electronic Resources Management Project Presentation 2012

    KAUST Repository

    Ramli, Rindra M.

    2012-11-05

    This presentation describes the electronic resources management project undertaken by the KAUST library. The objectives of this project is to migrate information from MS Sharepoint to Millennium ERM module. One of the advantages of this migration is to consolidate all electronic resources into a single and centralized location. This would allow for better information sharing among library staff.

  16. 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…

  17. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

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

  18. 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

  19. Effects of resource management regimes on project schedule

    NARCIS (Netherlands)

    Al-Jibouri, Saad H.S.

    2002-01-01

    This paper deals with the problem of resource scheduling within given resource constraints on a sectionalised construction project. A computer model has been developed which realistically simulates the progress of projects. A project has been selected and divided into sections whereby section

  20. Radiotherapy infrastructure and human resources in Switzerland. Present status and projected computations for 2020

    International Nuclear Information System (INIS)

    Datta, Niloy Ranjan; Khan, Shaka; Marder, Dietmar; Zwahlen, Daniel; Bodis, Stephan

    2016-01-01

    The purpose of this study was to evaluate the present status of radiotherapy infrastructure and human resources in Switzerland and compute projections for 2020. The European Society of Therapeutic Radiation Oncology ''Quantification of Radiation Therapy Infrastructure and Staffing'' guidelines (ESTRO-QUARTS) and those of the International Atomic Energy Agency (IAEA) were applied to estimate the requirements for teleradiotherapy (TRT) units, radiation oncologists (RO), medical physicists (MP) and radiotherapy technologists (RTT). The databases used for computation of the present gap and additional requirements are (a) Global Cancer Incidence, Mortality and Prevalence (GLOBOCAN) for cancer incidence (b) the Directory of Radiotherapy Centres (DIRAC) of the IAEA for existing TRT units (c) human resources from the recent ESTRO ''Health Economics in Radiation Oncology'' (HERO) survey and (d) radiotherapy utilization (RTU) rates for each tumour site, published by the Ingham Institute for Applied Medical Research (IIAMR). In 2015, 30,999 of 45,903 cancer patients would have required radiotherapy. By 2020, this will have increased to 34,041 of 50,427 cancer patients. Switzerland presently has an adequate number of TRTs, but a deficit of 57 ROs, 14 MPs and 36 RTTs. By 2020, an additional 7 TRTs, 72 ROs, 22 MPs and 66 RTTs will be required. In addition, a realistic dynamic model for calculation of staff requirements due to anticipated changes in future radiotherapy practices has been proposed. This model could be tailor-made and individualized for any radiotherapy centre. A 9.8 % increase in radiotherapy requirements is expected for cancer patients over the next 5 years. The present study should assist the stakeholders and health planners in designing an appropriate strategy for meeting future radiotherapy needs for Switzerland. (orig.) [de

  1. Project Management Methodology in Human Resource Management

    Science.gov (United States)

    Josler, Cheryl; Burger, James

    2005-01-01

    When charged with overseeing a project, how can one ensure that the project will be completed on time, within budget, and to the satisfaction of everyone involved? In this article, the authors examine project management methodology as a means of ensuring that projects are conducted in a disciplined, well-managed and consistent manner that serves…

  2. ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    Nicoleta, BELU

    2014-11-01

    Full Text Available The strategic planning of human resources is an ongoing process closely connected to the mission, vision and goals of an organization. The need for strategic planning arises from the dynamism of social and economic life, with a proactive approach in any type of organization. The role of strategic planning of human resources is to "ensure the right man in the right place at the right time", as a human resource is the only one with a creative and innovative effect. Thus, there is a synergistic effect between an individual and the organization in which he/she operates, between a human resources strategy and an organization's overall strategy. The main objectives of strategic planning are ensuring the necessary human resources, suitability to an organization's nature and the effective use of human resources in achieving organizational objectives. Analyzing the necessary human resources according to an organization's objectives and linking them to the existing labour supply and demand, there is an absolutely essential balance in strategic planning. The benefits obtained therefore are undeniable and human capital is transformed into a true competitive advantage. The challenges generated by the changes that may occur at any time in any type of organization and which directly affect the existing human resources can be effectively managed through strategic planning.

  3. The mobilization of supplier resources for complex projects

    DEFF Research Database (Denmark)

    Lutz, Salla; Ellegaard, Chris

    2015-01-01

    . Therefore, buying companies also need to influence supplier actors to prioritize and optimize resource flows into their specific exchange. Based on a theoretical basis comprising the literature on buyer-seller relationship, including resource based research of the Industrial Marketing and Purchasing (IMP......) group, as well as Dynamic Capabilities theory and the project management literature, this paper presents the results from a study of applied buying company resource mobilization routines. We report on a qualitative investigation of routines applied in complex construction projects in the North European...... offshore wind turbine industry. Complex construction/production projects are widespread global business phenomena, but knowledge of resource mobilization routines in this context is scarce in the literature. We find that the complex project owner (buying company) applies a series of 11 particular routines...

  4. Getting ready for the Human Phenome Project: the 2012 forum of the Human Variome Project.

    Science.gov (United States)

    Oetting, William S; Robinson, Peter N; Greenblatt, Marc S; Cotton, Richard G; Beck, Tim; Carey, John C; Doelken, Sandra C; Girdea, Marta; Groza, Tudor; Hamilton, Carol M; Hamosh, Ada; Kerner, Berit; MacArthur, Jacqueline A L; Maglott, Donna R; Mons, Barend; Rehm, Heidi L; Schofield, Paul N; Searle, Beverly A; Smedley, Damian; Smith, Cynthia L; Bernstein, Inge Thomsen; Zankl, Andreas; Zhao, Eric Y

    2013-04-01

    A forum of the Human Variome Project (HVP) was held as a satellite to the 2012 Annual Meeting of the American Society of Human Genetics in San Francisco, California. The theme of this meeting was "Getting Ready for the Human Phenome Project." Understanding the genetic contribution to both rare single-gene "Mendelian" disorders and more complex common diseases will require integration of research efforts among many fields and better defined phenotypes. The HVP is dedicated to bringing together researchers and research populations throughout the world to provide the resources to investigate the impact of genetic variation on disease. To this end, there needs to be a greater sharing of phenotype and genotype data. For this to occur, many databases that currently exist will need to become interoperable to allow for the combining of cohorts with similar phenotypes to increase statistical power for studies attempting to identify novel disease genes or causative genetic variants. Improved systems and tools that enhance the collection of phenotype data from clinicians are urgently needed. This meeting begins the HVP's effort toward this important goal. © 2013 Wiley Periodicals, Inc.

  5. 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.

  6. Strategically oriented management and controlling of resource intensive projects

    International Nuclear Information System (INIS)

    Kemmeter, Sascha

    2015-01-01

    The book on strategically oriented management and controlling of resource intensive projects covers the following issues: frame of project management and project controlling, classification of the decommissioning of nuclear facilities as resource intensive projects, research design for case studies, results of the study of project management specific characteristics of decommissioning, reference model for the project management of nuclear facility decommissioning.

  7. Electronic Resources Management Project Presentation 2012

    KAUST Repository

    Ramli, Rindra M.

    2012-01-01

    This presentation describes the electronic resources management project undertaken by the KAUST library. The objectives of this project is to migrate information from MS Sharepoint to Millennium ERM module. One of the advantages of this migration

  8. Time-constrained project scheduling with adjacent resources

    NARCIS (Netherlands)

    Hurink, Johann L.; Kok, A.L.; Paulus, J.J.; Schutten, Johannes M.J.

    We develop a decomposition method for the Time-Constrained Project Scheduling Problem (TCPSP) with adjacent resources. For adjacent resources the resource units are ordered and the units assigned to a job have to be adjacent. On top of that, adjacent resources are not required by single jobs, but by

  9. Time-constrained project scheduling with adjacent resources

    NARCIS (Netherlands)

    Hurink, Johann L.; Kok, A.L.; Paulus, J.J.; Schutten, Johannes M.J.

    2008-01-01

    We develop a decomposition method for the Time-Constrained Project Scheduling Problem (TCPSP) with Adjacent Resources. For adjacent resources the resource units are ordered and the units assigned to a job have to be adjacent. On top of that, adjacent resources are not required by single jobs, but by

  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. Proteogenomics Dashboard for the Human Proteome Project.

    Science.gov (United States)

    Tabas-Madrid, Daniel; Alves-Cruzeiro, Joao; Segura, Victor; Guruceaga, Elizabeth; Vialas, Vital; Prieto, Gorka; García, Carlos; Corrales, Fernando J; Albar, Juan Pablo; Pascual-Montano, Alberto

    2015-09-04

    dasHPPboard is a novel proteomics-based dashboard that collects and reports the experiments produced by the Spanish Human Proteome Project consortium (SpHPP) and aims to help HPP to map the entire human proteome. We have followed the strategy of analog genomics projects like the Encyclopedia of DNA Elements (ENCODE), which provides a vast amount of data on human cell lines experiments. The dashboard includes results of shotgun and selected reaction monitoring proteomics experiments, post-translational modifications information, as well as proteogenomics studies. We have also processed the transcriptomics data from the ENCODE and Human Body Map (HBM) projects for the identification of specific gene expression patterns in different cell lines and tissues, taking special interest in those genes having little proteomic evidence available (missing proteins). Peptide databases have been built using single nucleotide variants and novel junctions derived from RNA-Seq data that can be used in search engines for sample-specific protein identifications on the same cell lines or tissues. The dasHPPboard has been designed as a tool that can be used to share and visualize a combination of proteomic and transcriptomic data, providing at the same time easy access to resources for proteogenomics analyses. The dasHPPboard can be freely accessed at: http://sphppdashboard.cnb.csic.es.

  12. Radiotherapy infrastructure and human resources in Switzerland : Present status and projected computations for 2020.

    Science.gov (United States)

    Datta, Niloy Ranjan; Khan, Shaka; Marder, Dietmar; Zwahlen, Daniel; Bodis, Stephan

    2016-09-01

    The purpose of this study was to evaluate the present status of radiotherapy infrastructure and human resources in Switzerland and compute projections for 2020. The European Society of Therapeutic Radiation Oncology "Quantification of Radiation Therapy Infrastructure and Staffing" guidelines (ESTRO-QUARTS) and those of the International Atomic Energy Agency (IAEA) were applied to estimate the requirements for teleradiotherapy (TRT) units, radiation oncologists (RO), medical physicists (MP) and radiotherapy technologists (RTT). The databases used for computation of the present gap and additional requirements are (a) Global Cancer Incidence, Mortality and Prevalence (GLOBOCAN) for cancer incidence (b) the Directory of Radiotherapy Centres (DIRAC) of the IAEA for existing TRT units (c) human resources from the recent ESTRO "Health Economics in Radiation Oncology" (HERO) survey and (d) radiotherapy utilization (RTU) rates for each tumour site, published by the Ingham Institute for Applied Medical Research (IIAMR). In 2015, 30,999 of 45,903 cancer patients would have required radiotherapy. By 2020, this will have increased to 34,041 of 50,427 cancer patients. Switzerland presently has an adequate number of TRTs, but a deficit of 57 ROs, 14 MPs and 36 RTTs. By 2020, an additional 7 TRTs, 72 ROs, 22 MPs and 66 RTTs will be required. In addition, a realistic dynamic model for calculation of staff requirements due to anticipated changes in future radiotherapy practices has been proposed. This model could be tailor-made and individualized for any radiotherapy centre. A 9.8 % increase in radiotherapy requirements is expected for cancer patients over the next 5 years. The present study should assist the stakeholders and health planners in designing an appropriate strategy for meeting future radiotherapy needs for Switzerland.

  13. Integrated multi-resource planning and scheduling in engineering project

    Directory of Open Access Journals (Sweden)

    Samer Ben Issa

    2017-01-01

    Full Text Available Planning and scheduling processes in project management are carried out sequentially in prac-tice, i.e. planning project activities first without visibility of resource limitation, and then schedul-ing the project according to these pre-planned activities. This is a need to integrate these two pro-cesses. In this paper, we use Branch and Bound approach for generating all the feasible and non-feasible project schedules with/without activity splitting, and with a new criterion called “the Minimum Moments of Resources Required around X-Y axes (MMORR”, we select the best feasible project schedule to integrate plan processing and schedule processing for engineering projects. The results illustrate that this integrated approach can effectively select the best feasible project schedule among alternatives, improves the resource utilization, and shortens the project lead time.

  14. Human resource development for decommissioning

    International Nuclear Information System (INIS)

    Yanagihara, Satoshi

    2016-01-01

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

  15. 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)

  16. The Human Genome Diversity Project

    Energy Technology Data Exchange (ETDEWEB)

    Cavalli-Sforza, L. [Stanford Univ., CA (United States)

    1994-12-31

    The Human Genome Diversity Project (HGD Project) is an international anthropology project that seeks to study the genetic richness of the entire human species. This kind of genetic information can add a unique thread to the tapestry knowledge of humanity. Culture, environment, history, and other factors are often more important, but humanity`s genetic heritage, when analyzed with recent technology, brings another type of evidence for understanding species` past and present. The Project will deepen the understanding of this genetic richness and show both humanity`s diversity and its deep and underlying unity. The HGD Project is still largely in its planning stages, seeking the best ways to reach its goals. The continuing discussions of the Project, throughout the world, should improve the plans for the Project and their implementation. The Project is as global as humanity itself; its implementation will require the kinds of partnerships among different nations and cultures that make the involvement of UNESCO and other international organizations particularly appropriate. The author will briefly discuss the Project`s history, describe the Project, set out the core principles of the Project, and demonstrate how the Project will help combat the scourge of racism.

  17. The Environmental Restoration Project Style and Resources Guide; TOPICAL

    International Nuclear Information System (INIS)

    C. J. Forbes

    1999-01-01

    This Style Guide identifies the wide and flexible array of support services/resources that are available to ER project and functional organizations through Publication and Graphic Services. The Style Guide describes how ER Project groups can complete virtually any kind of information project without any costs charged to their budgets. Another purpose of the Style Guide is to provide ER project and functional organizations with the ability to determine when to request capabilities/resources for information projects, and when to complete such projects on their own

  18. 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…

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

    Directory of Open Access Journals (Sweden)

    Erlinda Muslim

    2016-08-01

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

  20. 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.

  1. Data Resources for Biodemographic Studies on Familial Clustering of Human Longevity

    Directory of Open Access Journals (Sweden)

    1999-09-01

    Full Text Available The main cause that hampered many previous biodemographic studies of human longevity is the lack of appropriate data. At the same time, many existing data resources (millions of genealogical records are under-utilized, because their very existence is not widely known, let alone the quality and scientific value of these data sets are not yet validated. The purpose of this work is to review the data resources that could be used in familial studies of human longevity. This is an extended and supplemented version of the previous study made by the authors upon the request of the National Institute on Aging (1998 NIH Professional Service Contract. The review describes: (1 data resources developed for biodemographic studies, (2 data collected in the projects on historical demography, (3 data resources for long lived individuals and their families, (4 publicly available computerized genealogical data resources, (5 published genealogical and family history data. The review also contains the description of databases developed by the participants of the Research Workshops "Genes, Genealogies, and Longevity" organized by the Max Planck Institute for Demographic Research.

  2. 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.

  3. 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.

  4. 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 ...

  5. Factors of human capital related to project success in health care work units.

    Science.gov (United States)

    Suhonen, Marjo; Paasivaara, Leena

    2011-03-01

    To explore factors of human capital related to project success that employees expect from nurse managers. Human capital refers to those resources that managers working with projects possess, such as abilities, knowledge and qualities of character. The data were collected by open interviews (n=14) with nurses, public health nurses and nurse managers working in primary health care and a hospital. Data analysis was carried out using qualitative content analysis. The main factors of human capital related to project success proved to be as follows: (1) management of enthusiastic project culture, (2) management of regeneration and (3) management of emotional intelligence. Future research is needed on the kind of means nurse managers use in human capital management in projects and how they see their possibilities in managing human capital. Human capital management skills should be underlined as an important competence area when recruiting a nurse manager. The success of health care projects cannot be improved only through education or by training of nurse managers; in addition, projects need nurse managers who understand workplace spirituality and have high emotional intelligence. © 2011 The Authors. Journal compilation © 2011 Blackwell Publishing Ltd.

  6. 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)

  7. 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)

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

    Science.gov (United States)

    Brady, F J

    1989-01-01

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

  9. 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...

  10. The mouse-human anatomy ontology mapping project.

    Science.gov (United States)

    Hayamizu, Terry F; de Coronado, Sherri; Fragoso, Gilberto; Sioutos, Nicholas; Kadin, James A; Ringwald, Martin

    2012-01-01

    The overall objective of the Mouse-Human Anatomy Project (MHAP) was to facilitate the mapping and harmonization of anatomical terms used for mouse and human models by Mouse Genome Informatics (MGI) and the National Cancer Institute (NCI). The anatomy resources designated for this study were the Adult Mouse Anatomy (MA) ontology and the set of anatomy concepts contained in the NCI Thesaurus (NCIt). Several methods and software tools were identified and evaluated, then used to conduct an in-depth comparative analysis of the anatomy ontologies. Matches between mouse and human anatomy terms were determined and validated, resulting in a highly curated set of mappings between the two ontologies that has been used by other resources. These mappings will enable linking of data from mouse and human. As the anatomy ontologies have been expanded and refined, the mappings have been updated accordingly. Insights are presented into the overall process of comparing and mapping between ontologies, which may prove useful for further comparative analyses and ontology mapping efforts, especially those involving anatomy ontologies. Finally, issues concerning further development of the ontologies, updates to the mapping files, and possible additional applications and significance were considered. DATABASE URL: http://obofoundry.org/cgi-bin/detail.cgi?id=ma2ncit.

  11. 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.

  12. Leadership and Human Resource Management in Project Circumstances

    OpenAIRE

    Fadjar, Adnan

    2008-01-01

    Leadership is a very important issue in any organizations. The complexity of a project makes the role of the project manager as the leader even more challenging because he/she has to work in an organization which has relatively short time period and dealing with many people who come from various backgrounds. This paper discusses various theories of leadership and proposes their application in project circumstances. As It is often said that the project management is effective if it can manage ...

  13. Resources for human genetics on the World Wide Web.

    Science.gov (United States)

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

    1997-09-01

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

  14. Solving Multi-Resource Constrained Project Scheduling Problem using Ant Colony Optimization

    Directory of Open Access Journals (Sweden)

    Hsiang-Hsi Huang

    2015-01-01

    Full Text Available This paper applied Ant Colony Optimization (ACO to develop a resource constraints scheduling model to achieve the resource allocation optimization and the shortest completion time of a project under resource constraints and the activities precedence requirement for projects. Resource leveling is also discussed and has to be achieved under the resource allocation optimization in this research. Testing cases and examples adopted from the international test bank were studied for verifying the effectiveness of the proposed model. The results showed that the solutions of different cases all have a better performance within a reasonable time. These can be obtained through ACO algorithm under the same constrained conditions. A program was written for the proposed model that is able to automatically produce the project resource requirement figure after the project duration is solved.

  15. Humane Education Projects Handbook.

    Science.gov (United States)

    Junior League of Ogden, UT.

    This handbook was developed to promote interest in humane education and to encourage the adoption of humane education projects. Although specifically designed to assist Junior Leagues in developing such projects, the content should prove valuable to animal welfare organizations, zoos, aquariums, nature centers, and other project-oriented groups…

  16. 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.

  17. A STUDY ON OPTIMISATION OF RESOURCES FOR MULTIPLE PROJECTS BY USING PRIMAVERA

    Directory of Open Access Journals (Sweden)

    B. S. K. REDDY

    2015-02-01

    Full Text Available Resources play vital role in construction projects. The performance of construction industry depends chiefly on how best the resources are managed. Optimisation play pivotal role in resource management, but task is highly haphazard and chaotic under the influence of complexities and vastness. Management always looks for optimum utility of resources available with them. Hence, the project management has got important place especially in resource allocation and smooth functioning with allocated budget. To achieve these goals and to exercise enhance optimisation certain tools are used for resource allocation optimally. Present work illustrates resource optimisation exercises on two ongoing projects in Dubai, UAE. Resource demands of project A & B are individually levelled and observed cumulative requirement is 17475. In other option demands of projects A & B are aggregated and then together levelled, the necessary resource observed is 16490. Comparison of individually levelled and then combined option with aggregated and then levelled clearly indicates reduction in demand of resources by 5.65% in later option, which could be best considered for economy.

  18. The master builders : LAIRAH research on good practice in the construction of digital humanities projects.

    OpenAIRE

    Warwick, C.; Terras, M.; Huntington, P.; Pappa, N.; Galina, I.

    2007-01-01

    This paper describes the results of research carried out during the LAIRAH (Log analysis of Internet Resources in the Arts and Humanities) project (http://www.ucl.ac.uk/slais/circah/lairah/) which is based at UCL’s School of Library Archive and Information Studies. It was a fifteen month study (reporting in October 2006) to discover what influences the long-term sustainability and use of digital resources in the humanities through the analysis and evaluation of real-time use. At Digital Human...

  19. 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.

  20. 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 ...

  1. 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...

  2. 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)

  3. 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...

  4. The international Genome sample resource (IGSR): A worldwide collection of genome variation incorporating the 1000 Genomes Project data.

    Science.gov (United States)

    Clarke, Laura; Fairley, Susan; Zheng-Bradley, Xiangqun; Streeter, Ian; Perry, Emily; Lowy, Ernesto; Tassé, Anne-Marie; Flicek, Paul

    2017-01-04

    The International Genome Sample Resource (IGSR; http://www.internationalgenome.org) expands in data type and population diversity the resources from the 1000 Genomes Project. IGSR represents the largest open collection of human variation data and provides easy access to these resources. IGSR was established in 2015 to maintain and extend the 1000 Genomes Project data, which has been widely used as a reference set of human variation and by researchers developing analysis methods. IGSR has mapped all of the 1000 Genomes sequence to the newest human reference (GRCh38), and will release updated variant calls to ensure maximal usefulness of the existing data. IGSR is collecting new structural variation data on the 1000 Genomes samples from long read sequencing and other technologies, and will collect relevant functional data into a single comprehensive resource. IGSR is extending coverage with new populations sequenced by collaborating groups. Here, we present the new data and analysis that IGSR has made available. We have also introduced a new data portal that increases discoverability of our data-previously only browseable through our FTP site-by focusing on particular samples, populations or data sets of interest. © The Author(s) 2016. Published by Oxford University Press on behalf of Nucleic Acids Research.

  5. 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.

  6. 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...

  7. 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.

  8. OPPORTUNITIES FOR HUMAN RESOURCES DEVELOPMENT BY PROFESSIONAL INTEGRATION / REINTEGRATION

    Directory of Open Access Journals (Sweden)

    LAVINIA ELISABETA POPP

    2012-01-01

    Full Text Available The present paper presents some opportunities for the development of human resources by means of professional insertion / reinsertion. It is about an intervention project, more precisely the establishment of a Centre for Career Counselling and Professional Requalification (CORP within the University “Eftimie Murgu” of Reşita. The objective was the promotion of an inclusive society able to facilitate the access and integration on the labour market of the young unemployed. By its activities, the project forwards an inclusive model of social inclusion of the professionally inactive young people through individualised programmes of qualification - requalification, support and professional counselling. By its results the project contributed to the stimulation of the participation of young unemployed persons to the social, economic and educational life, the consideration of the importance of the role played by education and professional training among the youth.

  9. Human Genome Project

    Energy Technology Data Exchange (ETDEWEB)

    Block, S. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Cornwall, J. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Dally, W. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Dyson, F. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Fortson, N. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Joyce, G. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Kimble, H. J. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Lewis, N. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Max, C. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Prince, T. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Schwitters, R. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Weinberger, P. [The MITRE Corporation, McLean, VA (US). JASON Program Office; Woodin, W. H. [The MITRE Corporation, McLean, VA (US). JASON Program Office

    1998-01-04

    The study reviews Department of Energy supported aspects of the United States Human Genome Project, the joint National Institutes of Health/Department of Energy program to characterize all human genetic material, to discover the set of human genes, and to render them accessible for further biological study. The study concentrates on issues of technology, quality assurance/control, and informatics relevant to current effort on the genome project and needs beyond it. Recommendations are presented on areas of the genome program that are of particular interest to and supported by the Department of Energy.

  10. 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.

  11. 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.

  12. 16 CFR 1000.22 - Office of Human Resources Management.

    Science.gov (United States)

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

  13. Strategic Imperative of Human Resource Leadership Competencies

    Science.gov (United States)

    Rajini, G.; Gomathi, S.

    2010-01-01

    Using multiple constituencies approach, variances in competencies in human resource leadership have been studied as this is becoming highly significant in India's globalisation efforts. Previous research in leadership orientation focused on localisation of human resource competencies rather than its globalisation. For this, human resource…

  14. 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...

  15. 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...

  16. Resource Constrained Planning of Multiple Projects with Separable Activities

    Science.gov (United States)

    Fujii, Susumu; Morita, Hiroshi; Kanawa, Takuya

    In this study we consider a resource constrained planning problem of multiple projects with separable activities. This problem provides a plan to process the activities considering a resource availability with time window. We propose a solution algorithm based on the branch and bound method to obtain the optimal solution minimizing the completion time of all projects. We develop three methods for improvement of computational efficiency, that is, to obtain initial solution with minimum slack time rule, to estimate lower bound considering both time and resource constraints and to introduce an equivalence relation for bounding operation. The effectiveness of the proposed methods is demonstrated by numerical examples. Especially as the number of planning projects increases, the average computational time and the number of searched nodes are reduced.

  17. 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.

  18. 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.

  19. Heavy Metals Contaminated Soil Project, Resource Recovery Project, and Dynamic Underground Stripping Project

    International Nuclear Information System (INIS)

    1994-02-01

    The Department of Energy (DOE) established the Office of Technology Development (EM-50) (OTD) as an element of Environmental Restoration and Waste Management (EM) in November, 1989. OTD has begun to search out, develop, test and demonstrate technologies that can now or in the future be applied to the enormous remediation problem now facing the DOE and the United States public in general. Technology demonstration projects have been designed to attack a separate problem as defined by DOE. The Heavy Metals Contaminated Soil Project was conceived to test and demonstrate off-the-shelf technologies (dominantly from the mining industry) that can be brought to bear on the problem of radionuclide and heavy metal contamination in soils and sediments. The Resource Recovery Project is tasked with identifying, developing, testing, and evaluating new and innovative technologies for the remediation of metal contaminated surface and groundwater. An innovative twist on this project is the stated goal of recovering the metals, formerly disposed of as a waste, for reuse and resale, thereby transforming them into a usable resource. Finally, the Dynamic Underground Stripping Project was developed to demonstrate and remediate underground spills of hydrocarbons from formations that are (1) too deep for excavation, and/or (2) require in-situ remediation efforts of long duration. This project has already been shown effective in reducing the time for remediation by conventional methods from an estimated 200 years at the Lawrence Livermore National Laboratory (LLNL) to less than one year. The savings in time and dollars from this technology alone can be immeasurable

  20. 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 ...

  1. Danish-Czech wind resource know-how transfer project. Interim report 2002

    Energy Technology Data Exchange (ETDEWEB)

    Rathmann, O.; Noergaerd, P.; Frandsen, S.

    2003-12-01

    The progress of the Danish-Czech Wind Resource Know-how Transfer Project is reported. The know-how transfer component of the project has consisted in performing a wind resource training workshop for about 13 individuals from the Czech Republic, ranging from scientists to wind farm project developers, and in donating modern software for evaluating wind resources. The project has also included a review of a Czech overview-study of wind speeds inside the country as well as a study of the electricity tariffs and their impact on wind energy utilization in the Czech Republic. A problematic existing Czech wind farm project, locked up in a no-production situation, was also addressed. However, this situation turned out to be related to problems with economy and owner-ship to a higher degree than to low wind resources and technical problems, and it was not possible for the project to point out a way out of this situation. (au)

  2. Natural Resource Damages Settlement Projects at the Fernald Preserve - 12316

    Energy Technology Data Exchange (ETDEWEB)

    Powell, Jane [Fernald Preserve Site Manager, DOE Office of Legacy Management, Harrison, Ohio (United States); Schneider, Tom [Fernald Project Manager, Ohio Environmental Protection Agency, Dayton, Ohio (United States); Hertel, Bill [Project Manager, S.M. Stoller Corporation, Harrison, Ohio (United States); Homer, John [Environmental Scientist, S.M. Stoller Corporation, Harrison, Ohio (United States)

    2012-07-01

    This paper describes the development and implementation of two ecological restoration projects at the Fernald Preserve that are funded through a CERCLA natural resource damage settlement. The Paddys Run Tributary Project involves creation of vernal pool wetland habitat with adjacent forest restoration. The Triangle Area Project is a mesic tall-grass prairie establishment, similar to other efforts at the Fernald Preserve. The goal of the Fernald Natural Resource Trustees is to establish habitat for Ambystomatid salamander species, as well as grassland birds. Planning and implementation of on-property ecological restoration projects is one component of compensation for natural resource injury. As with the rest of the Fernald Preserve, ecological restoration has helped turn a DOE liability into a community asset. (authors)

  3. 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”.

  4. 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...

  5. 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.

  6. 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.

  7. 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.

  8. Strategic Human Resource Planning in Academia

    Science.gov (United States)

    Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

    2009-01-01

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

  9. The Prevalence and Distribution of Aging-Friendly Human Resource Practices.

    Science.gov (United States)

    Segel-Karpas, Dikla; Bamberger, Peter A; Bacharach, Samuel B

    2015-07-01

    The aging of the workforce in the developed world has prompted organizations to implement human resource (HR) policies and practices encouraging older workers to defer retirement. However, little is known about the prevalence of such practices, and the organizational factors associated with their adoption. In this study, we used data collected from 2008 to 2009 from a national probability sample of retirement eligible workers in the United States (N = 407) to assess the prevalence of aging-friendly human resource practices (AFHRP), and their organizational predictors. Results indicate that employee wellness programs, unpaid leave, and reassignment based on physical needs are among the most prevalent AFHRP. However, in the vast majority of enterprises, AFHRP are limited. Results also indicate that projected organizational growth and a focus on internal labor market practices are positively associated with the adoption of AFHRP. Organizational size and the degree of unionization, while positively associated with aging-friendly benefits, were inversely associated with flexibility practices. © The Author(s) 2015.

  10. 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 ...

  11. NASA In-Situ Resource Utilization (ISRU) Technology and Development Project Overview

    Science.gov (United States)

    Sanders, Gerald B.; Lason, William E.; Sacksteder, Kurt R.; Mclemore, Carole; Johnson, Kenneth

    2008-01-01

    Since the Vision for Space Exploration (VSE) was released in 2004, NASA, in conjunction with international space agencies, industry, and academia, has continued to define and refine plans for sustained and affordable robotic and human exploration of the Moon and beyond. With the goal of establishing a lunar Outpost on the Moon to extend human presence, pursue scientific activities, use the Moon to prepare for future human missions to Mars, and expand Earth s economic sphere, a change in how space exploration is performed is required. One area that opens up the possibility for the first time of breaking our reliance on Earth supplied consumables and learn to live off the land is In-Situ Resource Utilization (ISRU). ISRU, which involves the extraction and processing of space resources into useful products, can have a substantial impact on mission and architecture concepts. In particular, the ability to make propellants, life support consumables, and fuel cell reagents can significantly reduce the cost, mass, and risk of sustained human activities beyond Earth. However, ISRU is an unproven capability for human lunar exploration and can not be put in the critical path of lunar Outpost success until it has been proven. Therefore, ISRU development and deployment needs to take incremental steps toward the desired end state. To ensure ISRU capabilities are available for pre-Outpost and Outpost deployment by 2020, and mission and architecture planners are confident that ISRU can meet initial and long term mission requirements, the ISRU Project is developing technologies and systems in three critical areas: (1) Regolith Excavation, Handling and Material Transportation; (2) Oxygen Extraction from Regolith; and (3) Volatile Extraction and Resource Prospecting, and in four development stages: (I) Demonstrate feasibility; (II) Evolve system w/ improved technologies; (III) Develop one or more systems to TRL 6 before start of flight development; and (IV) Flight development for

  12. 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.

  13. 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 ...

  14. Natural Resources Management on Corps of Engineers Water Resources Development Projects: Practices, Challenges, and Perspectives on the Future

    National Research Council Canada - National Science Library

    Kasual, Richard

    1998-01-01

    Natural resources management on U.S. Army Corps of Engineers water resources development projects was documented from the responses of management personnel to a detailed questionnaire mailed to a stratified random sample of projects...

  15. Mars Atmospheric In Situ Resource Utilization Projects at the Kennedy Space Center

    Science.gov (United States)

    Muscatello, A. C.; Hintze, P. E.; Caraccio, A. J.; Bayliss, J. A.; Karr, L. J.; Paley, M. S.; Marone, M. J.; Gibson, T. L.; Surma, J. M.; Mansell, J. M.; hide

    2016-01-01

    The atmosphere of Mars, which is approximately 95% carbon dioxide (CO2), is a rich resource for the human exploration of the red planet, primarily by the production of rocket propellants and oxygen for life support. Three recent projects led by NASA's Kennedy Space Center have been investigating the processing of CO2. The first project successfully demonstrated the Mars Atmospheric Processing Module (APM), which freezes CO2 with cryocoolers and combines sublimated CO2 with hydrogen to make methane and water. The second project absorbs CO2 with Ionic Liquids and electrolyzes it with water to make methane and oxygen, but with limited success so far. A third project plans to recover up to 100% of the oxygen in spacecraft respiratory CO2. A combination of the Reverse Water Gas Shift reaction and the Boudouard reaction eventually fill the reactor up with carbon, stopping the process. A system to continuously remove and collect carbon is under construction.

  16. Mars Atmospheric In Situ Resource Utilization Projects at the Kennedy Space Center

    Science.gov (United States)

    Muscatello, Anthony; Hintze, Paul; Meier, Anne; Bayliss, Jon; Karr, Laurel; Paley, Steve; Marone, Matt; Gibson, Tracy; Surma, Jan; Mansell, Matt; hide

    2016-01-01

    The atmosphere of Mars, which is 96 percent carbon dioxide (CO2), is a rich resource for the human exploration of the red planet, primarily by the production of rocket propellants and oxygen for life support. Three recent projects led by NASAs Kennedy Space Center have been investigating the processing of CO2. The first project successfully demonstrated the Mars Atmospheric Processing Module (APM), which freezes CO2 with cryocoolers and combines sublimated CO2 with hydrogen to make methane and water. The second project absorbs CO2 with Ionic Liquids and electrolyzes it with water to make methane and oxygen, but with limited success so far. A third project plans to recover up to 100 of the oxygen in spacecraft respiratory CO2. A combination of the Reverse Water Gas Shift reaction and the Boudouard reaction eventually fill the reactor up with carbon, stopping the process. A system to continuously remove and collect carbon has been tested with encouraging results.

  17. 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.

  18. Flexible resource management and its effect on project cost and duration

    Science.gov (United States)

    Pinha, Denis C.; Ahluwalia, Rashpal S.

    2018-06-01

    In practice, most projects result in cost overruns and schedule slippage due to poor resource management. This paper presents an approach that aims at reducing project duration and costs by empowering project managers to assess different scenarios. The proposed approach addresses combinatorial modes for tasks, multi-skilled resources, and multiple calendars for resources. A case study reported in the literature is presented to demonstrate the capabilities of this method. As for practical implications, this approach enhances the decision-making process which results in improved solutions in terms of total project duration and cost. From an academic viewpoint, this paper adds empirical evidence to enrich the existing literature, as it highlights relevant issues to model properly the complexity of real-life projects.

  19. The human genome project

    International Nuclear Information System (INIS)

    Worton, R.

    1996-01-01

    The Human Genome Project is a massive international research project, costing 3 to 5 billion dollars and expected to take 15 years, which will identify the all the genes in the human genome - i.e. the complete sequence of bases in human DNA. The prize will be the ability to identify genes causing or predisposing to disease, and in some cases the development of gene therapy, but this new knowledge will raise important ethical issues

  20. NREL Solar Radiation Resource Assessment Project: Status and outlook

    Science.gov (United States)

    Renne, D.; Riordan, C.; Maxwell, E.; Stoffel, T.; Marion, B.; Rymes, M.; Wilcox, S.; Myers, D.

    1992-05-01

    This report summarizes the activities and accomplishments of NREL's Solar Radiation Resource Assessment Project during fiscal year 1991. Currently, the primary focus of the SRRAP is to produce a 1961 - 1990 National Solar Radiation Data Base, providing hourly values of global horizontal, diffuse, and direct normal solar radiation at approximately 250 sites around the United States. Because these solar radiation quantities were measured intermittently at only about 50 of these sites, models were developed and applied to the majority of the stations to provide estimates of these parameters. Although approximately 93 percent of the data base consists of modeled data this represents a significant improvement over the SOLMET/ERSATZ 1952 - 1975 data base. The magnitude and importance of this activity are such that the majority of SRRAP human and financial resources were devoted to the data base development. However, in FY 1991 the SRRAP was involved in many other activities, which are reported here. These include the continued maintenance of a solar radiation monitoring network in the southeast United States at six Historically Black Colleges and Universities (HBCU's), the transfer of solar radiation resource assessment technology through a variety of activities, participation in international programs, and the maintenance and operation of NREL's Solar Radiation Research Laboratory.

  1. Danish-Czech wind resource know-how transfer project. Final report

    Energy Technology Data Exchange (ETDEWEB)

    Rathmann, O.; Noergaerd, P.; Frandsen, S.

    2004-06-01

    The course of the Danish-Czech Wind Resource Know-how Transfer Project is reported. The know-how transfer component of the project has consisted in performing a wind resource training work-shop for about 13 individuals from the Czech Republic, ranging from scientists to wind farm project developers, and in donating modern software for evaluating wind resources. The project has also included a review of a Czech overview-study of wind speeds inside the country as well as an investigation of the electricity tariffs and their impact on wind energy utilization in the Czech Republic. A problematic existing Czech wind farm project, locked up in a no-production situation, was also addressed. Not until the purchase by a new owner-company, which initiated the necessary repair and maintenance, the wind farm resumed normal operation. As its last task, the present project assisted in consolidating future operation through a helping package consisting of a training course for the wind farm technicians and in a package of relevant spare parts. (au)

  2. Italy-Japan international project-based learning for developing human resources using design of welfare equipment as a subject.

    Science.gov (United States)

    Hanafusa, A; Komeda, T; Ito, K; Zobel, P Beomonte

    2015-08-01

    Project-based learning (PBL) is effective for developing human resources of young students. The design of welfare equipment, such as wheelchairs and gait assistive devices, is taken as the subject in this study because these devices must be fit to their environment, users, and method of use; students must consider the circumstances of each country concerned. The program commenced in 2012 at L'Aquila, Italy, and the Shibaura Institute of Technology, Japan and has been continuing for three years. Students were divided into four groups and discussions were held on how to adapt the equipment to the user and environment. After discussion, they designed and simulated a model of the equipment using CAD. Finally, they presented their designs to each other. Through the program, students had fruitful discussions, exchanged ideas from different cultures, and learned from each other. Furthermore, friendships among the students were nurtured. It is believed that the objective of the program was satisfactorily accomplished.

  3. Human Document Project

    NARCIS (Netherlands)

    de Vries, Jeroen; Abelmann, Leon; Manz, A; Elwenspoek, Michael Curt

    2012-01-01

    “The Human Document Project‿ is a project which tries to answer all of the questions related to preserving information about the human race for tens of generations of humans to come or maybe even for a future intelligence which can emerge in the coming thousands of years. This document mainly

  4. 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)

  5. Research on evaluating water resource resilience based on projection pursuit classification model

    Science.gov (United States)

    Liu, Dong; Zhao, Dan; Liang, Xu; Wu, Qiuchen

    2016-03-01

    Water is a fundamental natural resource while agriculture water guarantees the grain output, which shows that the utilization and management of water resource have a significant practical meaning. Regional agricultural water resource system features with unpredictable, self-organization, and non-linear which lays a certain difficulty on the evaluation of regional agriculture water resource resilience. The current research on water resource resilience remains to focus on qualitative analysis and the quantitative analysis is still in the primary stage, thus, according to the above issues, projection pursuit classification model is brought forward. With the help of artificial fish-swarm algorithm (AFSA), it optimizes the projection index function, seeks for the optimal projection direction, and improves AFSA with the application of self-adaptive artificial fish step and crowding factor. Taking Hongxinglong Administration of Heilongjiang as the research base and on the basis of improving AFSA, it established the evaluation of projection pursuit classification model to agriculture water resource system resilience besides the proceeding analysis of projection pursuit classification model on accelerating genetic algorithm. The research shows that the water resource resilience of Hongxinglong is the best than Raohe Farm, and the last 597 Farm. And the further analysis shows that the key driving factors influencing agricultural water resource resilience are precipitation and agriculture water consumption. The research result reveals the restoring situation of the local water resource system, providing foundation for agriculture water resource management.

  6. The software analysis project for the Office of Human Resources

    Science.gov (United States)

    Tureman, Robert L., Jr.

    1994-01-01

    There were two major sections of the project for the Office of Human Resources (OHR). The first section was to conduct a planning study to analyze software use with the goal of recommending software purchases and determining whether the need exists for a file server. The second section was analysis and distribution planning for retirement planning computer program entitled VISION provided by NASA Headquarters. The software planning study was developed to help OHR analyze the current administrative desktop computing environment and make decisions regarding software acquisition and implementation. There were three major areas addressed by the study: current environment new software requirements, and strategies regarding the implementation of a server in the Office. To gather data on current environment, employees were surveyed and an inventory of computers were produced. The surveys were compiled and analyzed by the ASEE fellow with interpretation help by OHR staff. New software requirements represented a compilation and analysis of the surveyed requests of OHR personnel. Finally, the information on the use of a server represents research done by the ASEE fellow and analysis of survey data to determine software requirements for a server. This included selection of a methodology to estimate the number of copies of each software program required given current use and estimated growth. The report presents the results of the computing survey, a description of the current computing environment, recommenations for changes in the computing environment, current software needs, management advantages of using a server, and management considerations in the implementation of a server. In addition, detailed specifications were presented for the hardware and software recommendations to offer a complete picture to OHR management. The retirement planning computer program available to NASA employees will aid in long-range retirement planning. The intended audience is the NASA civil

  7. 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.)

  8. 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.)

  9. 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.

  10. 76 FR 64085 - Post-2014 Resource Pool-Loveland Area Projects, Final Power Allocation

    Science.gov (United States)

    2011-10-17

    ... Resource Pool; Loveland Area Projects, General Eligibility Criteria. The resource pool for capacity and... transmission in Kansas. Final allocation of the Post-2014 Resource Pool; Loveland Area Projects, is contingent...

  11. 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

  12. 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...

  13. 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..

  14. 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.

  15. 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.

  16. Speculative resources of uranium. A review of International Uranium Resources Evaluation Project (IUREP) estimates 1982-1983

    International Nuclear Information System (INIS)

    1983-01-01

    On a country by country basis the International Uranium Resources Evaluation Project (IUREP) estimates 1982-1983 are reviewed. Information provided includes exploration work, airborne survey, radiometric survey, gamma-ray spectrometric survey, estimate of speculative resources, uranium occurrences, uranium deposits, uranium mineralization, agreements for uranium exploration, feasibilities studies, geological classification of resources, proposed revised resource range, production estimate of uranium

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

    International Nuclear Information System (INIS)

    Min, B.J.

    2007-01-01

    . Experience shows that training without continued application and without long term commitment of a coordinated core of participants and programmes, is virtually worthless. HRD management must be a dynamic process that includes not only basic education and specific training but also looks to other spin-off learning/industries and to basic inputs/learning as part of the process. Comprehensive HRD and M policy and strategies for nuclear energy is one of the essential and priority issues for long-term nuclear energy development. Since a nuclear power programme cannot exist in a vacuum, future HRD and M schemes for nuclear energy should include a broad base of disciplines, sciences and technologies, perhaps within a framework of national sustainable development goals, generally considered to include economics, environment and social concerns. Within this context, areas of interest would include technical performance, nuclear science and engineering, as well as matters related to the economic performance of new nuclear generating capacities compared to alternatives (standards, economics, finance, liability, risks, internalization of externalities), environmental protection (emissions, wastes, decommissioning), social and political issues, energy demand and supply, inter generational concerns about long-lived wastes and resource depletion, supply security considerations, and innovation. The medium and long term nuclear human resources projections to be developed here for the Republic of Korea up to 2030 are not predictions but rather scenarios of plausible ranges of future nuclear human resource requirements based on nuclear power generation projections reflecting a variety of economic, social and environmental driving factors. Both the LOW and HIGH projections are derived from Input-Output analysis based on a review of national nuclear technology development programmes and plans. (author)

  18. 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...

  19. Atmosphere Resource Recovery & Environmental Monitoring for Long Duration Exploration Project

    Data.gov (United States)

    National Aeronautics and Space Administration — The AES Atmosphere Resource Recovery & Environmental Monitoring (ARREM) for Long Duration Exploration Project project is maturing Atmosphere Revitalization...

  20. 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...

  1. 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…

  2. 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...

  3. 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...

  4. 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.

  5. OER, Resources for Learning--Experiences from an OER Project in Sweden

    Science.gov (United States)

    Ossiannilsson, Ebba S. I.; Creelman, Alastair M.

    2012-01-01

    This article aims to share experience from a Swedish project on the introduction and implementation of Open Educational Resources (OER) in higher education with both national and international perspectives. The project, "OER--resources for learning", was part of the National Library of Sweden Open Access initiative and aimed at exploring, raising…

  6. 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...

  7. 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)

  8. 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.

  9. 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.

  10. Sensemaking in Enterprise Resource Planning Project Deescalation: An Empirical Study

    Science.gov (United States)

    Battleson, Douglas Aloys

    2013-01-01

    Enterprise resource planning (ERP) projects, a type of complex information technology project, are very challenging and expensive to implement. Past research recognizes that escalation, defined as the commitment to a failing course of action, is common in such projects. While the factors that contribute to escalation (e.g., project conditions,…

  11. 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

  12. Standard guidelines for the chromosome-centric human proteome project.

    Science.gov (United States)

    Paik, Young-Ki; Omenn, Gilbert S; Uhlen, Mathias; Hanash, Samir; Marko-Varga, György; Aebersold, Ruedi; Bairoch, Amos; Yamamoto, Tadashi; Legrain, Pierre; Lee, Hyoung-Joo; Na, Keun; Jeong, Seul-Ki; He, Fuchu; Binz, Pierre-Alain; Nishimura, Toshihide; Keown, Paul; Baker, Mark S; Yoo, Jong Shin; Garin, Jerome; Archakov, Alexander; Bergeron, John; Salekdeh, Ghasem Hosseini; Hancock, William S

    2012-04-06

    The objective of the international Chromosome-Centric Human Proteome Project (C-HPP) is to map and annotate all proteins encoded by the genes on each human chromosome. The C-HPP consortium was established to organize a collaborative network among the research teams responsible for protein mapping of individual chromosomes and to identify compelling biological and genetic mechanisms influencing colocated genes and their protein products. The C-HPP aims to foster the development of proteome analysis and integration of the findings from related molecular -omics technology platforms through collaborations among universities, industries, and private research groups. The C-HPP consortium leadership has elicited broad input for standard guidelines to manage these international efforts more efficiently by mobilizing existing resources and collaborative networks. The C-HPP guidelines set out the collaborative consensus of the C-HPP teams, introduce topics associated with experimental approaches, data production, quality control, treatment, and transparency of data, governance of the consortium, and collaborative benefits. A companion approach for the Biology and Disease-Driven HPP (B/D-HPP) component of the Human Proteome Project is currently being organized, building upon the Human Proteome Organization's organ-based and biofluid-based initiatives (www.hupo.org/research). The common application of these guidelines in the participating laboratories is expected to facilitate the goal of a comprehensive analysis of the human proteome.

  13. 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

  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. 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

  16. 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.)

  17. 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.

  18. 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.

  19. Optimizing strategy for repetitive construction projects within multi-mode resources

    Directory of Open Access Journals (Sweden)

    Remon Fayek Aziz

    2013-03-01

    Full Text Available Estimating tender data for specific project is the most essential part in construction areas as of a contractor’s view such as: proposed project duration with corresponding gross value and cash flows. Cash flow analysis of construction projects has a long history and has been an important topic in construction management. Determination of project cash flows is very sensitive, especially for repetitive construction projects. This paper focuses on how to calculate tender data for repetitive construction projects such as: project duration, project cost, project/bid price, project cash flows, project maximum working capital and project net present value that is equivalent to net profit at the beginning of the project. A simplified multi-objective optimization formulation will be presented that creates best tender data to contractor comparing with more feasible options that are generated from multi-mode resources in a given project. This mathematical formulation is intended to give more scenarios which provide a practical support for typical construction contractors who need to optimize resource utilization in order to minimize project duration, project/bid price and project maximum working capital while maximizing its net present value simultaneously. At the end of the paper, an illustrative example will be presented to demonstrate the applications of proposed technique to an optimization expressway of repetitive construction project.

  20. Management and Development of the Western Resources Project

    Energy Technology Data Exchange (ETDEWEB)

    Terry Brown

    2009-03-09

    The purpose of this project was to manage the Western Resources Project, which included a comprehensive, basin-wide set of experiments investigating the impacts of coal bed methane (CBM; a.k.a. coal bed natural gas, CBNG) production on surface and groundwater in the Powder River Basin in Wyoming. This project included a number of participants including Apache Corporation, Conoco Phillips, Marathon, the Ucross Foundation, Stanford University, the University of Wyoming, Montana Bureau of Mines and Geology, and Western Research Institute.

  1. The Digital Humanities as a Humanities Project

    Science.gov (United States)

    Svensson, Patrik

    2012-01-01

    This article argues that the digital humanities can be seen as a humanities project in a time of significant change in the academy. The background is a number of scholarly, educational and technical challenges, the multiple epistemic traditions linked to the digital humanities, the potential reach of the field across and outside the humanities,…

  2. 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.

  3. Pre-emptive resource-constrained multimode project scheduling using genetic algorithm: A dynamic forward approach

    Directory of Open Access Journals (Sweden)

    Aidin Delgoshaei

    2016-09-01

    Full Text Available Purpose: The issue resource over-allocating is a big concern for project engineers in the process of scheduling project activities. Resource over-allocating drawback is frequently seen after scheduling of a project in practice which causes a schedule to be useless. Modifying an over-allocated schedule is very complicated and needs a lot of efforts and time. In this paper, a new and fast tracking method is proposed to schedule large scale projects which can help project engineers to schedule the project rapidly and with more confidence. Design/methodology/approach: In this article, a forward approach for maximizing net present value (NPV in multi-mode resource constrained project scheduling problem while assuming discounted positive cash flows (MRCPSP-DCF is proposed. The progress payment method is used and all resources are considered as pre-emptible. The proposed approach maximizes NPV using unscheduled resources through resource calendar in forward mode. For this purpose, a Genetic Algorithm is applied to solve. Findings: The findings show that the proposed method is an effective way to maximize NPV in MRCPSP-DCF problems while activity splitting is allowed. The proposed algorithm is very fast and can schedule experimental cases with 1000 variables and 100 resources in few seconds. The results are then compared with branch and bound method and simulated annealing algorithm and it is found the proposed genetic algorithm can provide results with better quality. Then algorithm is then applied for scheduling a hospital in practice. Originality/value: The method can be used alone or as a macro in Microsoft Office Project® Software to schedule MRCPSP-DCF problems or to modify resource over-allocated activities after scheduling a project. This can help project engineers to schedule project activities rapidly with more accuracy in practice.

  4. 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 ...

  5. 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…

  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. Multi-Agent Modeling in Managing Six Sigma Projects

    Directory of Open Access Journals (Sweden)

    K. Y. Chau

    2009-10-01

    Full Text Available In this paper, a multi-agent model is proposed for considering the human resources factor in decision making in relation to the six sigma project. The proposed multi-agent system is expected to increase the acccuracy of project prioritization and to stabilize the human resources service level. A simulation of the proposed multiagent model is conducted. The results show that a multi-agent model which takes into consideration human resources when making decisions about project selection and project team formation is important in enabling efficient and effective project management. The multi-agent modeling approach provides an alternative approach for improving communication and the autonomy of six sigma projects in business organizations.

  8. 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)

  9. 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)

  10. 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...

  11. 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.

  12. Assessment of the role of the International Atomic Energy Agency in relevant human resources development in Sudan during the period 1999-2004

    International Nuclear Information System (INIS)

    Awadalla, S.A.

    2006-02-01

    The objective of the study is to evaluate the role of International Atomic Energy Agency in human resources development. The Agency is believed to be one of the specialized U N organizations aiming at peaceful applications of atomic energy in areas such as human health, animal health, agriculture, industry. Sudan joined the Agency in 1958 to make use of assistance provided to establish human development projects in the country through technical cooperation. Through this study, the role of research projects has been highlighted and the impact on human resources development and service enhancement is discussed. The annual reports from the Agency and the competent authority were the secondary sources. The primary source was personal interviews with national coordinators and director general of Sudan Atomic Energy Commission. The study concluded that the technical assistance from the Agency played a significant role in development through technology transfer especially in waste management, non-destructive testing, and human health. The role of Sudan Atomic Energy Commission in management of such projects is acknowledged.(Author)

  13. Assessment of the role of the International Atomic Energy Agency in relevant human resources development in Sudan during the period 1999-2004

    Energy Technology Data Exchange (ETDEWEB)

    Awadalla, S A [Development Studies and Research Institute, University of Khartoum, Khartoum (Sudan)

    2006-02-15

    The objective of the study is to evaluate the role of International Atomic Energy Agency in human resources development. The Agency is believed to be one of the specialized U N organizations aiming at peaceful applications of atomic energy in areas such as human health, animal health, agriculture, industry. Sudan joined the Agency in 1958 to make use of assistance provided to establish human development projects in the country through technical cooperation. Through this study, the role of research projects has been highlighted and the impact on human resources development and service enhancement is discussed. The annual reports from the Agency and the competent authority were the secondary sources. The primary source was personal interviews with national coordinators and director general of Sudan Atomic Energy Commission. The study concluded that the technical assistance from the Agency played a significant role in development through technology transfer especially in waste management, non-destructive testing, and human health. The role of Sudan Atomic Energy Commission in management of such projects is acknowledged.(Author)

  14. 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....

  15. SERI Solar Radiation Resource Assessment Project: Fiscal Year 1990 Annual Progress Report

    Energy Technology Data Exchange (ETDEWEB)

    Riordan, C; Maxwell, E; Stoffel, T; Rymes, M; Wilcox, S

    1991-07-01

    The purpose of the Solar Radiation Resource Project is to help meet the needs of the public, government, industry, and utilities for solar radiation data, models, and assessments as required to develop, design, deploy, and operate solar energy conversion systems. The project scientists produce information on the spatial (geographic), temporal (hourly, daily, and seasonal), and spectral (wavelength distribution) variability of solar radiation at different locations in the United States. Resources committed to the project in FY 1990 supported about four staff members, including part-time administrative support. With these resources, the staff must concentrate on solar radiation resource assessment in the United States; funds do not allow for significant efforts to respond to a common need for improved worldwide data. 34 refs., 21 figs., 6 tabs.

  16. 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.

  17. 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 ...

  18. 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 ...

  19. Solmap: Project In India's Solar Resource Assessment

    Directory of Open Access Journals (Sweden)

    Indradip Mitra

    2014-12-01

    Full Text Available India launched Jawaharlal Nehru National Solar Mission in 2009, which aims to set up 20 000 MW of grid connected solar power, besides 2 000 MW equivalent of off-grid applications and cumulative growth of solar thermal collector area to 20 million m2 by 2022. Availability of reliable and accurate solar radiation data is crucial to achieve the targets. As a result of this initiative, Ministry of New and Renewable Energy (MNRE of Government of India (GoI has awarded a project to Centre for Wind Energy Technology (C-WET, Chennai in the year 2011 to set up 51 Solar Radiation Resource Assessment (SRRA stations using the state-of-the-art equipment in various parts of the country, especially the sites with high potential for solar power. The GoI project has synergy with SolMap project, which is implemented by the Deutsche GesellschaftfürInternationaleZusammenarbeit (GIZ in cooperation with the MNRE. SolMap project is contributing to SRRA project in establishing quality checks on the data obtained as per International protocols and helping data processing to generate investment grade data. The paper highlights the details of SRRA stations and an attempt has been made to present some of the important results of quality control and data analysis with respect to GHI and DNI. While our analysis of the data over one year finds that intensity and profile of the insolation are not uniform across the geographic regions, the variability in DNI is particularly high. Strong influence of monsoon is also identified. SRRA infrastructure aims to develop investment grade solar radiation resource information to assist project activities under the National Solar Mission of India.

  20. Resource Letter MP-3: The Manhattan Project and Related Nuclear Research

    Science.gov (United States)

    Reed, B. Cameron

    2016-10-01

    This Resource Letter is a supplement to the earlier Resource Letters MP-1 and MP-2, and provides further sources on the Manhattan Project and related research. Books, review papers, journal articles, videos, and websites are cited for the following topics: general works, technical works, biographical and autobiographical works, foreign wartime nuclear programs and related allied intelligence, the use of the bombs against Hiroshima and Nagasaki, technical papers of historical interest, postwar policy and technical developments, and educational materials. Together, these three Resource Letters describe nearly 400 sources of information on the Manhattan Project.

  1. The promise of common pool resource theory and the reality of commons projects

    Directory of Open Access Journals (Sweden)

    Fred P. Saunders

    2014-08-01

    Full Text Available Commons projects, such as community-based natural resource management, have widespread appeal, which has enabled them to shrug off a mixed performance in practice. This paper discusses how the theoretical assumptions of common pool resource (CPR theory may have inadvertently contributed to the unfulfilled expectations of commons projects. The paper argues that the individual ‘rational resource user’, encapsulated in the CPR design principles, struggles to provide clear direction for meaningful consideration of local norms, values and interests in commons projects. The focus of CPR theory on efficiency and functionality results in a tendency in commons projects to overlook how local conditions are forged through relations at multiple scales. Commonly politically complex and changing relations are reduced to institutional design problems based on deriving the incentives and disincentives of ‘rational resource users. The corollary is that CPR theory oversimplifies the project context that it is seeking to change because it offers little or no direction to deal with the social embeddedness of resource use or implications of different stratifications.

  2. 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.

  3. 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.

  4. 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.

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

    Science.gov (United States)

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

    2011-01-01

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

  6. Czech Rural Development Policies for Human Resources, post-2004: A Story of Muddled Definitions Preventing Strategic Visions?"

    Czech Academy of Sciences Publication Activity Database

    Vobecká, Jana

    2009-01-01

    Roč. 3, č. 1 (2009), s. 44-65 ISSN 1802-4866 R&D Projects: GA MŠk 2D06006 Institutional research plan: CEZ:AV0Z70280505 Keywords : rural development * human resources * policy formulation Subject RIV: AD - Politology ; Political Sciences

  7. 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)

  8. 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 ...

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

    Directory of Open Access Journals (Sweden)

    Prof. Ph.D.Gheorghita Caprarescu

    2008-12-01

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

  10. 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.

  11. 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.

  12. 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.

  13. 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 ...

  14. 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)

  15. 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.

  16. 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,…

  17. Interventions and Interactions: Understanding Coupled Human-Water Dynamics for Improved Water Resources Management in the Himalayas

    Science.gov (United States)

    Crootof, A.

    2017-12-01

    Understanding coupled human-water dynamics offers valuable insights to address fundamental water resources challenges posed by environmental change. With hydropower reshaping human-water interactions in mountain river basins, there is a need for a socio-hydrology framework—which examines two-way feedback loops between human and water systems—to more effectively manage water resources. This paper explores the cross-scalar interactions and feedback loops between human and water systems in river basins affected by run-of-the-river hydropower and highlights the utility of a socio-hydrology perspectives to enhance water management in the face of environmental change. In the Himalayas, the rapid expansion of run-of-the-river hydropower—which diverts streamflow for energy generation—is reconfiguring the availability, location, and timing of water resources. This technological intervention in the river basin not only alters hydrologic dyanmics but also shapes social outcomes. Using hydropower development in the highlands of Uttarakhand, India as a case study, I first illustrate how run-of-the-river projects transform human-water dynamics by reshaping the social and physical landscape of a river basin. Second, I emphasize how examining cross-scalar feedbacks among structural dynamics, social outcomes, and values and norms in this coupled human-water system can inform water management. Third, I present hydrological and social literature, raised separately, to indicate collaborative research needs and knowledge gaps for coupled human-water systems affected by run-of-the-river hydropower. The results underscore the need to understand coupled human-water dynamics to improve water resources management in the face of environmental change.

  18. 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 ...

  19. 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 ...

  20. 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

  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. 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...

  3. 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)

  4. 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.

  5. 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.

  6. 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...

  7. Projected wood energy impact on US forest wood resources

    Energy Technology Data Exchange (ETDEWEB)

    Skog, K.E. [USDA Forest Service, Madison, WI (United States)

    1993-12-31

    The USDA Forest Service has developed long-term projections of wood energy use as part of a 1993 assessment of demand for and supply of resources from forest and range lands in the United States. To assess the impact of wood energy demand on timber resources, a market equilibrium model based on linear programming was developed to project residential, industrial, commercial, and utility wood energy use from various wood energy sources: roundwood from various land sources, primary wood products mill residue, other wood residue, and black liquor. Baseline projections are driven by projected price of fossil fuels compared to price of wood fuels and the projected increase in total energy use in various end uses. Wood energy use is projected to increase from 2.67 quad in 1986 to 3.5 quad in 2030 and 3.7 quad in 2040. This is less than the DOE National Energy Strategy projection of 5.5 quad in 2030. Wood energy from forest sources (roundwood) is projected to increase from 3.1 billion (10{sup 9}) ft{sup 3} in 1986 to 4.4. billion ft{sup 3} in 2030 and 4.8 billion ft{sup 3} in 2040 (88, 124 and 136 million m{sup 3}, respectively). This rate of increase of roundwood use for fuel -- 0.8 percent per year -- is virtually the same as the projected increase rate for roundwood for pulpwood. Pulpwood roundwood is projected to increase from 4.2 billion ft{sup 3} in 1986 to 6.0 billion ft{sup 3} in 2030 and 6.4 billion ft{sup 3} in 2040 (119, 170 and 183 million m{sup 3}, respectively).

  8. Hawaii energy strategy project 3: Renewable energy resource assessment and development program

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-11-01

    RLA Consulting (RLA) has been retained by the State of Hawaii Department of Business, Economic Development and Tourism (DBEDT) to conduct a Renewable Energy Resource Assessment and Development Program. This three-phase program is part of the Hawaii Energy Strategy (HES), which is a multi-faceted program intended to produce an integrated energy strategy for the State of Hawaii. The purpose of Phase 1 of the project, Development of a Renewable Energy Resource Assessment Plan, is to better define the most promising potential renewable energy projects and to establish the most suitable locations for project development in the state. In order to accomplish this goal, RLA has identified constraints and requirements for renewable energy projects from six different renewable energy resources: wind, solar, biomass, hydro, wave, and ocean thermal. These criteria were applied to areas with sufficient resource for commercial development and the results of Phase 1 are lists of projects with the most promising development potential for each of the technologies under consideration. Consideration of geothermal energy was added to this investigation under a separate contract with DBEDT. In addition to the project lists, a monitoring plan was developed with recommended locations and a data collection methodology for obtaining additional wind and solar data. This report summarizes the results of Phase 1. 11 figs., 22 tabs.

  9. 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…

  10. Idiosyncratic responses of grizzly bear habitat to climate change based on projected food resource changes.

    Science.gov (United States)

    Roberts, David R; Nielsen, Scott E; Stenhouse, Gordon B

    2014-07-01

    Climate change vulnerability assessments for species of conservation concern often use species distribution and ecological niche modeling to project changes in habitat. One of many assumptions of these approaches is that food web dependencies are consistent in time and environmental space. Species at higher trophic levels that rely on the availability of species at lower trophic levels as food may be sensitive to extinction cascades initiated by changes in the habitat of key food resources. Here we assess climate change vulnerability for Ursus arctos (grizzly bears) in the southern Canadian Rocky Mountains using projected changes to 17 of the most commonly consumed plant food items. We used presence-absence information from 7088 field plots to estimate ecological niches and to project changes in future distributions of each species. Model projections indicated idiosyncratic responses among food items. Many food items persisted or even increased, although several species were found to be vulnerable based on declines or geographic shifts in suitable habitat. These included Hedysarum alpinum (alpine sweet vetch), a critical spring and autumn root-digging resource when little else is available. Potential habitat loss was also identified for three fruiting species of lower importance to bears: Empetrum nigrum (crowberry), Vaccinium scoparium (grouseberry), and Fragaria virginiana (strawberry). A general trend towards uphill migration of bear foods may result in higher vulnerability to bear populations at low elevations, which are also those that are most likely to have human-bear conflict problems. Regardless, a wide diet breadth of grizzly bears, as well as wide environmental niches of most food items, make climate change a much lower threat to grizzly bears than other bear species such as polar bears and panda bears. We cannot exclude, however, future alterations in human behavior and land use resulting from climate change that may reduce survival rates.

  11. 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.

  12. Maintenance modeling and optimization integrating human and material resources

    Energy Technology Data Exchange (ETDEWEB)

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

    2010-12-15

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

  13. 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.

  14. 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...

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

    Directory of Open Access Journals (Sweden)

    Jaroslav NEKORANEC

    2014-04-01

    Full Text Available Human resource management is an important area of strategic management of the organization which focuses on everything that concerns people. The main role of human resource management is to contribute to organizational performance and its continuous improvement. In order to fulfill the aims and objectives of the organization, it is necessary that organization top management has a clear-cut view of human resource management strategies that would work in practice. One of the most important and most challenging aspects of human resource management can be applied also in organizations characterized by specific features such as the Armed Forces of the Slovak Republic.

  16. 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.

  17. 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.

  18. Water Resources Research Grant Program project descriptions, fiscal year 1987

    Science.gov (United States)

    ,

    1987-01-01

    This report contains information on the 34 new projects funded by the United States Geological Survey 's Water Resources Research Grant Program in fiscal year 1987 and on 3 projects completed during the year. For the new projects, the report gives the grant number, project title, performing organization, principal investigator(s), and a project description that includes: (1) identification of water related problems and problem-solution approach (2) contribution to problem solution, (3) objectives, and (4) approach. The 34 projects include 12 in the area of groundwater quality problems, 12 in the science and technology of water quality management, 1 in climate variability and the hydrologic cycle, 4 in institutional change in water resources management, and 5 in surface water management. For the three completed projects, the report furnishes the grant number; project title; performing organization; principal investor(s); starting data; data of receipt of final report; and an abstract of the final report. Each project description provides the information needed to obtain a copy of the final report. The report contains tables showing: (1) proposals received according to area of research interest, (2) grant awards and funding according to area of research interest, (3) proposals received according to type of submitting organization, and (4) awards and funding according to type of organization. (Author 's abstract)

  19. 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.

  20. 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

  1. Resource Letter MP-2: The Manhattan project and related nuclear research

    Science.gov (United States)

    Reed, B. Cameron

    2011-02-01

    This Resource Letter is a supplement to my earlier Resource Letter MP-1 and provides further sources on the Manhattan Project and related nuclear research. Books and journal articles are cited for the following topics: General works, technical works, biographical and autobiographical works, foreign wartime programs and allied intelligence, technical papers of historical interest, and postwar policy and technical developments. I also give a list of videos and websites dealing with the Manhattan Project, nuclear weapons, and nuclear issues.

  2. 24 CFR 7.14 - Responsibilities of the Office of Human Resources.

    Science.gov (United States)

    2010-04-01

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

  3. 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)

  4. RAID: a comprehensive resource for human RNA-associated (RNA–RNA/RNA–protein) interaction

    Science.gov (United States)

    Zhang, Xiaomeng; Wu, Deng; Chen, Liqun; Li, Xiang; Yang, Jinxurong; Fan, Dandan; Dong, Tingting; Liu, Mingyue; Tan, Puwen; Xu, Jintian; Yi, Ying; Wang, Yuting; Zou, Hua; Hu, Yongfei; Fan, Kaili; Kang, Juanjuan; Huang, Yan; Miao, Zhengqiang; Bi, Miaoman; Jin, Nana; Li, Kongning; Li, Xia; Xu, Jianzhen; Wang, Dong

    2014-01-01

    Transcriptomic analyses have revealed an unexpected complexity in the eukaryote transcriptome, which includes not only protein-coding transcripts but also an expanding catalog of noncoding RNAs (ncRNAs). Diverse coding and noncoding RNAs (ncRNAs) perform functions through interaction with each other in various cellular processes. In this project, we have developed RAID (http://www.rna-society.org/raid), an RNA-associated (RNA–RNA/RNA–protein) interaction database. RAID intends to provide the scientific community with all-in-one resources for efficient browsing and extraction of the RNA-associated interactions in human. This version of RAID contains more than 6100 RNA-associated interactions obtained by manually reviewing more than 2100 published papers, including 4493 RNA–RNA interactions and 1619 RNA–protein interactions. Each entry contains detailed information on an RNA-associated interaction, including RAID ID, RNA/protein symbol, RNA/protein categories, validated method, expressing tissue, literature references (Pubmed IDs), and detailed functional description. Users can query, browse, analyze, and manipulate RNA-associated (RNA–RNA/RNA–protein) interaction. RAID provides a comprehensive resource of human RNA-associated (RNA–RNA/RNA–protein) interaction network. Furthermore, this resource will help in uncovering the generic organizing principles of cellular function network. PMID:24803509

  5. Distributing Resources in a Construction Project

    DEFF Research Database (Denmark)

    Axel, Erik

    2015-01-01

    In the present paper the status of theories are discussed. It will be based on the fact that our understanding comes out of our common activity, and we will take point of departure in some empirical material from a construction project. We shall explore a conception of conflictual cooperation, wh...... that accordingly theories must change with the process, that they are dissolving in praxis. Keywords: arrangement, common cause, concept, conflictual cooperation, contradictions, design of square, praxis, procedure, resources, theory....

  6. A national human resource strategy for the electricity and renewable energy industry in Canada: results of a Pan-Canadian consultation

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2009-06-15

    The Electricity Sector Council (ESC) conducted a labour market information study in 2008 indicating that more than a quarter of the employees currently working in the electricity sector would be retiring four or five years later. Up to now, Canada has not been engaged enough in hiring and has not supported electricity and renewable energy training programs needed to satisfy workforce needs. The skills profile of workers in the electricity sector are modified by the advances in technology, especially regarding the sectors of energy efficiency and renewable energy. ESC has conducted the building connectivity project, which included a consultation process with 88 provincial/regional and federal important stakeholders. The purpose of this project was to establish a Pan-Canadian human resource strategy to undertake industry human resource practices and promote workforce development. The national human resource strategy for the electricity and renewable energy sector is based on the results of regional consultations. Stakeholders were invited to give their opinion regarding existing human resources limitations and gaps, the skills that should be developed, the suggested practices regarding recruitment and retention, the partnerships and collaborations that should be created or reinforced, and the tools and support that would be needed by industry stakeholders to undertake these issues. The regional consultations resulted in the final strategies and tactics, which were prioritized by senior industry stakeholders by the means of web surveys. 5 tabs., 1 fig.

  7. 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

  8. 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.

  9. 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 &…

  10. 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 &…

  11. 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 &…

  12. 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 &…

  13. 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 &…

  14. 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 &…

  15. 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 &…

  16. 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)

  17. Forest resource projection tools at the European level

    NARCIS (Netherlands)

    Schelhaas, M.; Nabuurs, G.J.; Verkerk, P.J.; Hengeveld, G.M.; Packalen, Tuula; Sallnäs, O.; Pilli, Roberto; Grassi, J.; Forsell, Nicklas; Frank, S.; Gusti, Mykola; Havlik, Petr

    2017-01-01

    Many countries have developed their own systems for projecting forest resources and wood availability. Although studies using these tools are helpful for developing national policies, they do not provide a consistent assessment for larger regions such as the European Union or Europe as a whole.

  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. 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.

  20. 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.

  1. 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.

  2. An interactive computer approach to performing resource analysis for a multi-resource/multi-project problem. [Spacelab inventory procurement planning

    Science.gov (United States)

    Schlagheck, R. A.

    1977-01-01

    New planning techniques and supporting computer tools are needed for the optimization of resources and costs for space transportation and payload systems. Heavy emphasis on cost effective utilization of resources has caused NASA program planners to look at the impact of various independent variables that affect procurement buying. A description is presented of a category of resource planning which deals with Spacelab inventory procurement analysis. Spacelab is a joint payload project between NASA and the European Space Agency and will be flown aboard the Space Shuttle starting in 1980. In order to respond rapidly to the various procurement planning exercises, a system was built that could perform resource analysis in a quick and efficient manner. This system is known as the Interactive Resource Utilization Program (IRUP). Attention is given to aspects of problem definition, an IRUP system description, questions of data base entry, the approach used for project scheduling, and problems of resource allocation.

  3. 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

  4. Human resource development progress to sustain nuclear science and technology applications in Cameroon

    International Nuclear Information System (INIS)

    Simo, A.; Nyobe, J.B.

    2004-01-01

    Full text: Cameroon as a Member of the International Atomic Energy Agency (IAEA) has made full use of the Agency's Technical Co-operation Programme in his effort to promote peaceful applications of nuclear science and technology at national level. This paper presents the progress made in the development of reliable human resources. Results obtained have been achieved through national and regional technical co-operation projects. Over the past twenty years, the development of human resources in nuclear science and technology has focused on the training of national scientists and engineers in various fields such as crop and animal production, human and animal nutrition, human health applications, medical physics, non-destructive testing in industry, groundwater management, maintenance of medical and scientific equipment, radiation protection and radioactive waste management. Efforts made also involve the development of graduate teaching in nuclear sciences at the national universities. However, the lack of adequate training facilities remains a major concern. The development of new training/learning methods is being considered at national level through network linking of national training centres with existing international training institutions, and the use of Information Communication Technologies (ICT) which offer great flexibility with regard to the number of trainees and the actual needs. (author)

  5. Human resource development progress to sustain nuclear science and technology applications in Cameroon

    International Nuclear Information System (INIS)

    Simo, A.; Nyobe, J.B.

    2004-01-01

    Cameroon as a Member of the International Atomic Energy Agency (IAEA) has made full use of the Agency's Technical Co-operation Programme in his effort to promote peaceful applications of nuclear science and technology at national level. This paper presents the progress made in the development of reliable human resources. Results obtained have been achieved through national and regional technical co-operation projects. Over the past twenty years, the development of human resources in nuclear science and technology has focussed on the training of national scientists and engineers in various fields such as crop and animal production, human and animal nutrition, human health applications, medical physics, non destructive testing in industry, groundwater management, maintenance of medical and scientific equipment, radiation protection and radioactive waste management. Efforts made also involve the development of graduate teaching in nuclear sciences at the national universities. However, the lack of adequate training facilities remains a major concern. The development of new training/learning methods is being considered at national level through network linking of national training centres with existing international training institutions, and the use of Information Communication Technologies (ICT) which offer great flexibility with regard to the number of trainees and the actual needs. (author)

  6. Uranium resource evaluation project quality assurance evaluation

    International Nuclear Information System (INIS)

    Grimes, J.G.

    1981-01-01

    This evaluation was conducted over an eight-month period from February 4 through October 1, 1980. During this time, field sampling was suspended for an indefinite time period while the National Uranium Resource Evaluation (NURE) Program underwent restructuring. In addition, the Uranium Resource Evaluation (URE) Project archives are being restructured. Since it is difficult to evaluate quality assurance needs of a program that is undergoing drastic change and because sections of the evaluation were well along before these changes were announced, this evaluation reflects the situation as it was during February 1980. The following quality assurance related programs are continuing to date: (1) periodic checks of field sampling procedures by the Supervising Field Geologist and the Director of Field Operations; (2) verification of field form information and laboratory analytical data verification for all geochemical surveys; (3) URE Project laboratory quality control program (all elements routinely analyzed); and (4) Ames interlaboratory quality control program (uranium only). UCC-ND was given the responsibility of conducting a Hydrogeochemical and Stream Sediment Reconnaissance (HSSR) survey in the Central United States (Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Nebraska, North Dakota, Oklahoma, Texas, South Dakota, and Wisconsin). During 1979 and 1980, 13 detailed surveys were conducted by the URE Project in the Central and Western United States to characterize the hydrogeochemistry, stream sediment geochemistry, and/or radiometric patterns of known or potential uranium occurrences. Beginning in 1980, the HSSR surveys were modified to the Regional Hydrogeochemical and Stream Sediment (RHSS) surveys

  7. 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 ...

  8. The Combinatorial Multi-Mode Resource Constrained Multi-Project Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Denis Pinha

    2016-11-01

    Full Text Available This paper presents the formulation and solution of the Combinatorial Multi-Mode Resource Constrained Multi-Project Scheduling Problem. The focus of the proposed method is not on finding a single optimal solution, instead on presenting multiple feasible solutions, with cost and duration information to the project manager. The motivation for developing such an approach is due in part to practical situations where the definition of optimal changes on a regular basis. The proposed approach empowers the project manager to determine what is optimal, on a given day, under the current constraints, such as, change of priorities, lack of skilled worker. The proposed method utilizes a simulation approach to determine feasible solutions, under the current constraints. Resources can be non-consumable, consumable, or doubly constrained. The paper also presents a real-life case study dealing with scheduling of ship repair activities.

  9. 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.

  10. 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)

  11. Toward a Framework for Resource Efficiency Evaluation in Industry: Recommendations for Research and Innovation Projects

    Directory of Open Access Journals (Sweden)

    Sophie Sfez

    2017-01-01

    Full Text Available The world is facing a tremendous resource supply challenge. One strategy of regions and nations to address this issue is to encourage research and innovation through funding programs. Most of the time, these programs require that research and innovation projects quantify potential increases in resource efficiency achieved by the projects. However, no consensus exists on how to calculate resource efficiency; therefore, a wide range of approaches is followed. As a result, resource efficiency results are not comparable between projects, and because no rules or guidelines exist to help project developers, the approach followed is not always appropriate. This paper aims to discuss the existing approaches and methods used to evaluate resource efficiency. In this context, resource efficiency is defined as the ratio between the benefits obtained from resources and the impact or amount of resources used. The most challenging step is the determination of this ratio’s denominator because a wide range of methods to quantify resource consumption exist and are being used. They can be classified as gate-to-gate or life cycle based methods and can be subdivided into accounting methods and impact assessment methods. Each method considers different aspects of resources; thus, no single method aims to answer the same research questions. Therefore, project developers must make a well informed choice about which method to use. This paper provides recommendations to support this choice, as well as the overall evaluation and the valorization of the resource efficiency ratio in the framework of research and innovation programs.

  12. Resource Contingency Program - Oregon : Final Environmental Impact Statement, Hermiston Power Project.

    Energy Technology Data Exchange (ETDEWEB)

    United States. Bonneville Power Administration.

    1995-09-01

    The Bonneville Power Administration (BPA) has statutory responsibilities to supply electrical power to its utility, industrial, and other customers in the Pacific Northwest. In 1990, to cover the outer range of potential load growth with new resources, BPA embarked upon the Resource Contingency Program (RCP). Instead of buying or building generating plants now, BPA has purchased options to acquire power later, if and when it is needed. The decision to acquire any of these option energy projects to fulfill statutory supply obligations will be influenced by Federal system load growth, the outcome of BPA`s Business Plan, required operational changes in Columbia-Snake River Hydroelectric facilities, and the loss of major generating resources. In September 1993, three option development agreements were signed with three proposed natural gas-fired, combined cycle combustion turbine CT projects near Chehalis and Satsop, Washington, and near Hermiston, Oregon. Together these three projects could supply BPA with 1,090 average megawatts (aMW) of power. Under these agreements, sponsors are obtaining permits and conducting project design work, and BPA is completing this EIS process. In September 1993, BPA published a Notice of Intent to prepare an environmental impact statement (EIS) on these three proposed gas-fired combustion turbine projects and held public scoping meetings in October 1993 at each site. In February 1994, BPA released an Implementation Plan on the proposed scope of the EIS. A draft EIS on the three proposed projects was published in February 1995. The impacts of the Chehalis and Satsop projects located in Washington State will be covered in one EIS document, while the impacts of the Hermiston project located in Oregon are covered in this final EIS document. It is BPA`s intent to continue to base the analysis of impacts on the assumption that all three projects may be constructed at some point in the future.

  13. Resource contingency program - Oregon. Final environmental impact statement, Hermiston power project

    International Nuclear Information System (INIS)

    1995-09-01

    The Bonneville Power Administration (BPA) has statutory responsibilities to supply electrical power to its utility, industrial, and other customers in the Pacific Northwest. In 1990, to cover the outer range of potential load growth with new resources, BPA embarked upon the Resource Contingency Program (RCP). Instead of buying or building generating plants now, BPA has purchased options to acquire power later, if and when it is needed. The decision to acquire any of these option energy projects to fulfill statutory supply obligations will be influenced by Federal system load growth, the outcome of BPA's Business Plan, required operational changes in Columbia-Snake River Hydroelectric facilities, and the loss of major generating resources. In September 1993, three option development agreements were signed with three proposed natural gas-fired, combined cycle combustion turbine CT projects near Chehalis and Satsop, Washington, and near Hermiston, Oregon. Together these three projects could supply BPA with 1,090 average megawatts (aMW) of power. Under these agreements, sponsors are obtaining permits and conducting project design work, and BPA is completing this EIS process. In September 1993, BPA published a Notice of Intent to prepare an environmental impact statement (EIS) on these three proposed gas-fired combustion turbine projects and held public scoping meetings in October 1993 at each site. In February 1994, BPA released an Implementation Plan on the proposed scope of the EIS. A draft EIS on the three proposed projects was published in February 1995. The impacts of the Chehalis and Satsop projects located in Washington State will be covered in one EIS document, while the impacts of the Hermiston project located in Oregon are covered in this final EIS document. It is BPA's intent to continue to base the analysis of impacts on the assumption that all three projects may be constructed at some point in the future

  14. 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.

  15. [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.

  16. Specifics of multi-project management: interaction and resources constraints

    Directory of Open Access Journals (Sweden)

    Tsvetkova Nadezhda

    2017-01-01

    Full Text Available Multi-project management is fundamentally different from the control of a particular project or a set of slightly interconnected projects in terms of complexity and specifics. In multiproject management of the company production it is important to analyze the innovation interaction and its impact on the commercialization stage. A multiparameter factor of innovations interaction was introduced. The optimization problem which considers this factor was mathematically defined. The solution of this problem produces a schedule of innovations launches. This problem definition allows updating the objective function that corresponds to the aims of a manufacturing company. For example, it can help maximize the number of interdependent innovations with restrictions to current tangible and intangible resources or minimize the number of used tangible resources at a fixed number of innovations implemented. In order to verify the optimization problem an evolutionary approach based on genetic algorithm and local search is used. The verification was performed by the Solver a Microsoft Excel add-in. The readiness for practical use of the proposed solution was proved by the experiment.

  17. 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...

  18. Joint-operation in water resources project in Indonesia: Integrated or non-integrated

    Science.gov (United States)

    Ophiyandri, Taufika; Istijono, Bambang; Hidayat, Benny

    2017-11-01

    The construction of large water resources infrastructure project often involved a joint-operation (JO) project between two or more construction companies. The form of JO can be grouped into two categories - an integrated type and a non-integrated type. This paper investigates the reason of forming a JO project made by companies. The specific advantages and problems of JO project is also analysed in this paper. In order to achieve the objectives, three water resources infrastructure projects were selected as case studies. Data was gathered by conducting 11 semi-structured interviews to project owners, contractor managers, and project staffs. Data was analysed by means of content analysis. It was found that the most fundamental factor to form a JO is to win a competition or tender. An integrated model is in favour because it can reduce overhead costs and has a simple management system, while a non-integrated model is selected because it can avoid a sleeping partner and make contractor more responsible for their own job.

  19. 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...

  20. 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.

  1. 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...

  2. 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…

  3. Assessing local resources and culture before instituting quality improvement projects.

    Science.gov (United States)

    Hawkins, C Matthew

    2014-12-01

    The planning phases of quality improvement projects are commonly overlooked. Disorganized planning and implementation can escalate chaos, intensify resistance to change, and increase the likelihood of failure. Two important steps in the planning phase are (1) assessing local resources available to aid in the quality improvement project and (2) evaluating the culture in which the desired change is to be implemented. Assessing local resources includes identifying and engaging key stakeholders and evaluating if appropriate expertise is available for the scope of the project. This process also involves engaging informaticists and gathering available IT tools to plan and automate (to the extent possible) the data-gathering, analysis, and feedback steps. Culture in a department is influenced by the ability and willingness to manage resistance to change, build consensus, span boundaries between stakeholders, and become a learning organization. Allotting appropriate time to perform these preparatory steps will increase the odds of successfully performing a quality improvement project and implementing change. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  4. 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...

  5. The Lifestyle Project: Challenging Students to Redefine their Approach to Resource Use (Invited)

    Science.gov (United States)

    Kirk, K.

    2009-12-01

    The Lifestyle Project is a way for students to learn about environmental impacts by changing their own lifestyles. It is a three-week exercise during which students reduce their energy use, waste output and water use by changing the way they live from day to day. The project has fairly rigid parameters, allowing students to achieve a gradual but definitive change in their everyday habits. Students begin by taking baseline measurements of their resource use, and then they select three different areas in which they are interested in reducing their environmental impact. Within each area there are clearly defined rules that provide a structured means for achieving significant changes. Each week the project becomes more rigorous, because students will have to meet the requirements more frequently. They write about their experiences in journals, which are incredibly insightful and illustrate just how profoundly the project affects them. The Lifestyle Project has been used across several campuses and in many educational settings such as traditional courses, online courses and in informal settings. Its strength lies in allowing students to quantify and modify their own use of resources, then compare their personal reductions to what could be applied in a larger population. This helps them apply and personalize many of the concepts addressed in courses about environmental geology, climate change, or energy resources. The incremental nature of the project allows students several opportunities to practice new behaviors, so that they become adept at using far fewer resources than they thought would be possible. Results from the Lifestyle Project indicate that students save significant amounts of energy, on the order of 1 to 2 million BTUs per day. Journal reflections illustrate a corresponding shift in students’ personal awareness of their use of resources and the repercussions of their daily decisions. Although many students find the project frustrating at first, after

  6. Success probability orientated optimization model for resource allocation of the technological innovation multi-project system

    Institute of Scientific and Technical Information of China (English)

    Weixu Dai; Weiwei Wu; Bo Yu; Yunhao Zhu

    2016-01-01

    A success probability orientated optimization model for resource al ocation of the technological innovation multi-project system is studied. Based on the definition of the technological in-novation multi-project system, the leveling optimization of cost and success probability is set as the objective of resource al ocation. The cost function and the probability function of the optimization model are constructed. Then the objective function of the model is constructed and the solving process is explained. The model is applied to the resource al ocation of an enterprise’s technological innovation multi-project system. The results show that the pro-posed model is more effective in rational resource al ocation, and is more applicable in maximizing the utility of the technological innovation multi-project system.

  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. The life cycle of the Book of the Dead as a Digital Humanities resource

    Directory of Open Access Journals (Sweden)

    Ulrike Henny

    2017-11-01

    Full Text Available This contribution tracks and analyzes the life cycle of the Book of the Dead as a digital project and a rather complex research resource. It gives an account of how the digital archive “Das altägyptische Totenbuch – Ein digitales Textzeugenarchiv” was constructed in the context of the digitization efforts of the Academy for Science of North Rhine-Westphalia. From the beginning, the design of the archive has factored in a life of the digital archive beyond its funding period and has sighted to create a sustainable information resource. The main issues to be discussed here are what experiences have been made with sustainability, use and reuse of the Book of the Dead archive since the official end of the project in December 2012, with a focus on conceptual, technical and organizational aspects. The lessons learned can be of interest for future undertakings in the creation of XML and web-based digital platforms in Digital Classics and beyond. In a nutshell, they are: (a the importance of wary technological choices in an initial phase cannot be underestimated, (b the application and presentation layers of a digital resource, if present, are an essential part of it, (c a certain degree of commitment from the research community and funding bodies alike is indispensable for maintaining a web-based complex Digital Humanities resource.

  12. 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

  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. 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.

  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. 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.

  17. The family medicine curriculum resource project structural framework.

    Science.gov (United States)

    Stearns, Jeffrey A; Stearns, Marjorie A; Davis, Ardis K; Chessman, Alexander W

    2007-01-01

    In the original contract for the Family Medicine Curricular Resource Project (FMCRP), the Health Resources and Services Administration (HRSA), Division of Medicine and Dentistry, charged the FMCRP executive committee with reviewing recent medical education reform proposals and relevant recent curricula to develop an analytical framework for the project. The FMCRP executive and advisory committees engaged in a review and analysis of a variety of curricular reform proposals generated during the last decade of the 20th century. At the same time, in a separate and parallel process, representative individuals from all the family medicine organizations, all levels of learners, internal medicine and pediatric faculty, and the national associations of medical and osteopathic colleges (Association of American Medical Colleges and the American Association of Colleges of Osteopathic Medicine) were involved in group discussions to identify educational needs for physicians practicing in the 21st century. After deliberation, a theoretical framework was chosen for this undergraduate medical education resource that mirrors the Accreditation Council for Graduate Medical Education (ACGME) competencies, a conceptual design originated for graduate medical education. In addition to reflecting the current environment calling for change and greater accountability in medical education, use of the ACGME competencies as the theoretical framework for the FMCR provides a continuum of focus between the two major segments of physician education: medical school and residency.

  18. 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.

  19. Selecting downscaled climate projections for water resource impacts and adaptation

    Science.gov (United States)

    Vidal, Jean-Philippe; Hingray, Benoît

    2015-04-01

    Increasingly large ensembles of global and regional climate projections are being produced and delivered to the climate impact community. However, such an enormous amount of information can hardly been dealt with by some impact models due to computational constraints. Strategies for transparently selecting climate projections are therefore urgently needed for informing small-scale impact and adaptation studies and preventing potential pitfalls in interpreting ensemble results from impact models. This work proposes results from a selection approach implemented for an integrated water resource impact and adaptation study in the Durance river basin (Southern French Alps). A large ensemble of 3000 daily transient gridded climate projections was made available for this study. It was built from different runs of 4 ENSEMBLES Stream2 GCMs, statistically downscaled by 3 probabilistic methods based on the K-nearest neighbours resampling approach (Lafaysse et al., 2014). The selection approach considered here exemplifies one of the multiple possible approaches described in a framework for identifying tailored subsets of climate projections for impact and adaptation studies proposed by Vidal & Hingray (2014). It was chosen based on the specificities of both the study objectives and the characteristics of the projection dataset. This selection approach aims at propagating as far as possible the relative contributions of the four different sources of uncertainties considered, namely GCM structure, large-scale natural variability, structure of the downscaling method, and catchment-scale natural variability. Moreover, it took the form of a hierarchical structure to deal with the specific constraints of several types of impact models (hydrological models, irrigation demand models and reservoir management models). The implemented 3-layer selection approach is therefore mainly based on conditioned Latin Hypercube sampling (Christierson et al., 2012). The choice of conditioning

  20. 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

  1. 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

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

    African Journals Online (AJOL)

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

  3. [The human variome project and its progress].

    Science.gov (United States)

    Gao, Shan; Zhang, Ning; Zhang, Lei; Duan, Guang-You; Zhang, Tao

    2010-11-01

    The main goal of post genomics is to explain how the genome, the map of which has been constructed in the Human Genome Project, affacts activities of life. This leads to generate multiple "omics": structural genomics, functional genomics, proteomics, metabonomics, et al. In Jun. 2006, Melbourne, Australia, Human Genome Variation Society (HGVS) initiated the Human Variome Project (HVP) to collect all the sequence variation and polymorphism data worldwidely. HVP is to search and determine those mutations related with human diseases by association study between genetype and phenotype on the scale of genome level and other methods. Those results will be translated into clinical application. Considering the potential effects of this project on human health, this paper introduced its origin and main content in detail and discussed its meaning and prospect.

  4. 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, ...

  5. 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

  6. Sustainability-Oriented Financial Resource Allocation in a Project Portfolio through Multi-Criteria Decision-Making

    Directory of Open Access Journals (Sweden)

    Nomeda Dobrovolskienė

    2016-05-01

    Full Text Available Modern portfolio theory attempts to maximize the expected return of a portfolio for a given level of portfolio risk, or equivalently minimize risk for a given level of expected return. The reality, however, shows that, when selecting projects to a portfolio and allocating resources in the portfolio, an increasing number of organizations take into account other aspects as well. As a result of the sole purpose (risk-return, it offers only a partial solution for a sustainable organization. Existing project portfolio selection and resource allocation methods and models do not consider sustainability. Therefore, the aim of this article is to develop a sustainability-oriented model of financial resource allocation in a project portfolio by integrating a composite sustainability index of a project into Markowitz’s classical risk-return scheme (mean-variance model. The model was developed by applying multi-criteria decision-making methods. The practicability of the model was tested by an empirical study in a selected construction company. The proposed sustainability-oriented financial resource allocation model could be used in allocating financial resources in any type of business. The use of the model would not only help organisations to manage risk and achieve higher return but would also allow carrying out sustainable projects, thereby promoting greater environmental responsibility and giving more consideration to the wellbeing of future generations. Moreover, the model allows quantifying the impact of the integration of sustainability into financial resource allocation on the return of a portfolio.

  7. 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

  8. Genomics and the human genome project: implications for psychiatry

    OpenAIRE

    Kelsoe, J R

    2004-01-01

    In the past decade the Human Genome Project has made extraordinary strides in understanding of fundamental human genetics. The complete human genetic sequence has been determined, and the chromosomal location of almost all human genes identified. Presently, a large international consortium, the HapMap Project, is working to identify a large portion of genetic variation in different human populations and the structure and relationship of these variants to each other. The Human Genome Project h...

  9. Implications of applying solar industry best practice resource estimation on project financing

    International Nuclear Information System (INIS)

    Pacudan, Romeo

    2016-01-01

    Solar resource estimation risk is one of the main solar PV project risks that influences lender’s decision in providing financing and in determining the cost of capital. More recently, a number of measures have emerged to mitigate this risk. The study focuses on solar industry’s best practice energy resource estimation and assesses its financing implications to the 27 MWp solar PV project study in Brunei Darussalam. The best practice in resource estimation uses multiple data sources through the measure-correlate-predict (MCP) technique as compared with the standard practice that rely solely on modelled data source. The best practice case generates resource data with lower uncertainty and yields superior high-confidence energy production estimate than the standard practice case. Using project financial parameters in Brunei Darussalam for project financing and adopting the international debt-service coverage ratio (DSCR) benchmark rates, the best practice case yields DSCRs that surpass the target rates while those of standard practice case stay below the reference rates. The best practice case could also accommodate higher debt share and have lower levelized cost of electricity (LCOE) while the standard practice case would require a lower debt share but having a higher LCOE. - Highlights: •Best practice solar energy resource estimation uses multiple datasets. •Multiple datasets are combined through measure-correlate-predict technique. •Correlated data have lower uncertainty and yields superior high-confidence energy production. •Best practice case yields debt-service coverage ratios (DSCRs) that surpass the benchmark rates. •Best practice case accommodates high debt share and have low levelized cost of electricity.

  10. Implications of the Human Genome Project

    Energy Technology Data Exchange (ETDEWEB)

    Kitcher, P.

    1998-11-01

    The Human Genome Project (HGP), launched in 1991, aims to map and sequence the human genome by 2006. During the fifteen-year life of the project, it is projected that $3 billion in federal funds will be allocated to it. The ultimate aims of spending this money are to analyze the structure of human DNA, to identify all human genes, to recognize the functions of those genes, and to prepare for the biology and medicine of the twenty-first century. The following summary examines some of the implications of the program, concentrating on its scientific import and on the ethical and social problems that it raises. Its aim is to expose principles that might be used in applying the information which the HGP will generate. There is no attempt here to translate the principles into detailed proposals for legislation. Arguments and discussion can be found in the full report, but, like this summary, that report does not contain any legislative proposals.

  11. Energy saving and emission reduction: A project of coal-resource integration in Shanxi Province, China

    International Nuclear Information System (INIS)

    Zhang Jianjun; Fu Meichen; Geng Yuhuan; Tao Jin

    2011-01-01

    The small or middle coal mines with illegal operations in developing countries or regions can cause bad energy waste and environmental disruption. The project of coal-resource integration in Shanxi Province of China gives a new idea or an approach to energy saving and emission reduction. It is a social- and economic-ecological project. The paper shows the targets of energy saving and emission reduction in Shanxi Province, and analyses the aims, significance, design process and implementation of the integration project. Based on that, the paper discusses the challenges and opportunities the project brings. The analysis shows that the project of coal-resource integration in developing countries or regions can effectively improve mining technologies, collect capital and impel international cooperation and exchange. Finally, the paper analyses the concerns about the future, including the possible problems of implementation period, industrial updating, environmental impact and re-employment. However, the successful integration of coal resources can mitigate energy crisis and climate crisis and promote cleaner production effectively. - Highlights: → Coal-resource integration gives a new idea or an approach to energy saving and emission reduction. → Coal-resource integration mitigates climate crisis and promotes cleaner production. → Coal-resource integration brings challenges and opportunities to traditional mining industries.

  12. Models of Financing and Available Financial Resources for Transport Infrastructure Projects

    Directory of Open Access Journals (Sweden)

    O. Pokorná

    2001-01-01

    Full Text Available A typical feature of transport infrastructure projects is that they are expensive and take a long time to construct. Transport infrastructure financing has traditionally lain in the public domain. A tightening of many countries' budgets in recent times has led to an exploration of alternative resources for financing transport infrastructures. A variety of models and methods can be used in transport infrastructure project financing. The selection of the appropriate model should be done taking into account not only financial resources but also the distribution of construction and operating risks and the contractual relations between the stakeholders.

  13. [Projective identification in human relations].

    Science.gov (United States)

    Göka, Erol; Yüksel, Fatih Volkan; Göral, F Sevinç

    2006-01-01

    Melanie Klein, one of the pioneers of Object Relations Theory, first defined "projective identification", which is regarded as one of the most efficacious psychoanalytic concepts after the discovery of the "unconscious". Examination of the literature on "projective identification" shows that there are various perspectives and theories suggesting different uses of this concept. Some clinicians argue that projective identification is a primitive defense mechanism observed in severe psychopathologies like psychotic disorder and borderline personality disorder, where the intra-psychic structure has been damaged severely. Others suggest it to be an indispensable part of the transference and counter-transference between the therapist and the patient during psychotherapy and it can be used as a treatment material in the therapy by a skillful therapist. The latter group expands the use of the concept through normal daily relationships by stating that projective identification is one type of communication and part of the main human relation mechanism operating in all close relationships. Therefore, they suggest that projective identification has benign forms experienced in human relations as well as malign forms seen in psychopathologies. Thus, discussions about the definition of the concept appear complex. In order to clarify and overcome the complexity of the concept, Melanie Klein's and other most important subsequent approaches are discussed in this review article. Thereby, the article aims to explain its important function in understanding the psychopathologies, psychotherapeutic relationships and different areas of normal human relations.

  14. 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

  15. Democratizing Human Genome Project Information: A Model Program for Education, Information and Debate in Public Libraries.

    Science.gov (United States)

    Pollack, Miriam

    The "Mapping the Human Genome" project demonstrated that librarians can help whomever they serve in accessing information resources in the areas of biological and health information, whether it is the scientists who are developing the information or a member of the public who is using the information. Public libraries can guide library…

  16. 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...

  17. 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".

  18. 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.

  19. Origins of the Human Genome Project.

    Science.gov (United States)

    Watson, J D; Cook-Deegan, R M

    1991-01-01

    The Human Genome Project has become a reality. Building on a debate that dates back to 1985, several genome projects are now in full stride around the world, and more are likely to form in the next several years. Italy began its genome program in 1987, and the United Kingdom and U.S.S.R. in 1988. The European communities mounted several genome projects on yeast, bacteria, Drosophila, and Arabidospis thaliana (a rapidly growing plant with a small genome) in 1988, and in 1990 commenced a new 2-year program on the human genome. In the United States, we have completed the first year of operation of the National Center for Human Genome Research at the National Institutes of Health (NIH), now the largest single funding source for genome research in the world. There have been dedicated budgets focused on genome-scale research at NIH, the U.S. Department of Energy, and the Howard Hughes Medical Institute for several years, and results are beginning to accumulate. There were three annual meetings on genome mapping and sequencing at Cold Spring Harbor, New York, in the spring of 1988, 1989, and 1990; the talks have shifted from a discussion about how to approach problems to presenting results from experiments already performed. We have finally begun to work rather than merely talk. The purpose of genome projects is to assemble data on the structure of DNA in human chromosomes and those of other organisms. A second goal is to develop new technologies to perform mapping and sequencing. There have been impressive technical advances in the past 5 years since the debate about the human genome project began. We are on the verge of beginning pilot projects to test several approaches to sequencing long stretches of DNA, using both automation and manual methods. Ordered sets of yeast artificial chromosome and cosmid clones have been assembled to span more than 2 million base pairs of several human chromosomes, and a region of 10 million base pairs has been assembled for

  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. The Zagreb Collection of human brains: a unique, versatile, but underexploited resource for the neuroscience community.

    Science.gov (United States)

    Judaš, Miloš; Šimić, Goran; Petanjek, Zdravko; Jovanov-Milošević, Nataša; Pletikos, Mihovil; Vasung, Lana; Vukšić, Mario; Kostović, Ivica

    2011-05-01

    The Zagreb Collection of developing and adult human brains was founded in 1974 by Ivica Kostović and consists of 1,278 developing and adult human brains, including 610 fetal, 317 children, and 359 adult brains. It is one of the largest collections of developing human brains. The collection serves as a key resource for many focused research projects and has led to several seminal contributions on mammalian cortical development, such as the discovery of the transient fetal subplate zone and of early bilaminar synaptogenesis in the embryonic and fetal human cerebral cortex, and the first description of growing afferent pathways in the human fetal telencephalon. The Zagreb Collection also serves as a core resource for ever-growing networks of international collaboration and represents the starting point for many young investigators who now pursue independent research careers at leading international institutions. The Zagreb Collection, however, remains underexploited owing to a lack of adequate funding in Croatia. Funding could establish an online catalog of the collection and modern virtual microscopy scanning methods to make the collection internationally more accessible. © 2011 New York Academy of Sciences.

  2. 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.

  3. 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.

  4. 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.

  5. Data analysis and management for the Uranium Resource Evaluation Project

    International Nuclear Information System (INIS)

    Kane, V.E.

    1980-01-01

    The Department of Energy has funded a large data collection effort with the purpose of determining the US uranium resources. This Uranium Resource Evaluation (URE) Project required a large data management effort which involved collection, retrieval, processing, display, and analysis of large volumes of data. Many of the characteristics of this data processing system are relevant to other applications, particularly where routine processing involves analyses for input into numerous technical reports. The URE Project computing system has a modular program structure which has enabled a straightforward interface with both special and general graphics and analysis packages such as SAS, BMDP, and SURFACE II. Other topics include cost-effective computing, data quality, report quality computer output, and test versus production program development

  6. The New World of Human Genetics: A dialogue between Practitioners & the General Public on Ethical, Legal & Social Implications of the Human Genome Project

    Energy Technology Data Exchange (ETDEWEB)

    Schofield, Amy

    2014-12-08

    The history and reasons for launching the Human Genome project and the current uses of genetic human material; Identifying and discussing the major issues stemming directly from genetic research and therapy-including genetic discrimination, medical/ person privacy, allocation of government resources and individual finances, and the effect on the way in which we perceive the value of human life; Discussing the sometimes hidden ethical, social and legislative implications of genetic research and therapy such as informed consent, screening and preservation of genetic materials, efficacy of medical procedures, the role of the government, and equal access to medical coverage.

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

    Science.gov (United States)

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

    2009-01-01

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

  8. Improving practical training ability at Nuclear Research Institute oriented to nuclear human resource development within First Phase

    International Nuclear Information System (INIS)

    Nguyen Xuan Hai; Nguyen Nhi Dien; Pham Dinh Khang; Pham Ngoc Tuan; Tuong Thi Thu Huong

    2016-01-01

    This report presents results of a research project “Improving practical training ability at Nuclear Research Institute oriented to nuclear human resource development within first phase”. In the frameworks of the project, a guiding document on 27 Ortec’s experiments was translated into Vietnamese. Several equipment are used in the experiments such as neutron howitzer, gamma counter, multi-channel analyzer and alpha-gamma coincidence spectroscopy were designed and fabricated. These products contributed to improving the ability of research and training of Training and Education Center, Nuclear Research Institute (NRI). (author)

  9. "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…

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

    Science.gov (United States)

    Schein, Edgar H.

    1977-01-01

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

  11. Coastal seas as resource for Blue Growth - SmartSea project

    Science.gov (United States)

    Kotilainen, Aarno; Alvi, Kimmo; Boman, Anton; Hämäläinen, Jyrki; Kaskela, Anu; Rantataro, Jyrki; Vallius, Henry; Virtasalo, Joonas

    2017-04-01

    Blue growth is a long term strategy of the European Union (EU) to enhance the sustainable growth of the maritime sector. Our surrounding seas have been drivers for the European economy for a long time, but still they have great potential for further exploiting of natural resources and economic growth. Especially if the growth can be achieved in an environmentally sustainable way, benefits are obvious. It has been estimated that improvement of the state of the Baltic Sea would until 2030 create 900 000 jobs in the whole Baltic Sea area, mainly in Blue Tech, tourism, real estate and building businesses (Dahlgren et al. 2015). However, coastal seas already experience multiple stressors like off-shore construction, pollution, eutrophication, shipping, over-fishing, and climate change. In order to obtain sustainable Blue Growth, it is necessary to localize and assess the current maritime activities, estimate their growth potential, and investigate their present and future effects on each other and on the marine environment. The purpose of the SmartSea project is to support the growth of commercial marine activities in the Gulf of Bothnia region, in the northern Baltic Sea. The Gulf of Bothnia is an essential resource in terms of fish farming and wind power, for example, and it is also possible to make use of the geological resources of the gulf. Moreover, the rapid growth of the commercial marine activities and the consequences of the climate change may lead to conflicts between the different activities and harm the marine ecosystem of the Gulf of Bothnia. The SmartSea project aims to identify these risks and find solutions for the sustainable use of the sea. SmartSea project is funded by the Strategic Research Council of Academy of Finland, grant No: 292 985. The project will last for six years (2015-2020) and its funding totals nearly 8 million euros. The project involves close to 40 researchers from eight different institutions: the Finnish Meteorological Institute

  12. The Development of Digital Collections and Resources Organization Related Projects in Taiwan

    Directory of Open Access Journals (Sweden)

    Hsueh-Hua Chen

    2001-12-01

    Full Text Available With the development of Internet, digital libraries/museums have received worldwide attention and many developed countries are doing extensive researches on digital libraries/museums. In Taiwan, many institutions have digitized their rare collections. This paper introduces the recent development of digital projects in Taiwan, including: Digital Museum Project, National Digital Collection Project and National Culture Database Project, and also especially introduces some resources organization related projects. [Article content in Chinese

  13. 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…

  14. 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

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

    International Nuclear Information System (INIS)

    2003-01-01

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

  16. 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.

  17. Optimizing strategy software for repetitive construction projects within multi-mode resources

    Directory of Open Access Journals (Sweden)

    Remon Fayek Aziz

    2013-09-01

    Full Text Available Estimating tender data for specific project is the most essential part in construction areas as of contractor’s view such as: proposed project duration with corresponding gross value and cash flows. This paper focuses on how to calculate tender data using Optimizing Strategy Software (OSS for repetitive construction projects with identical activity’s duration in case of single number of crew such as: project duration, project/bid price, project maximum working capital, and project net present value of the studied project. A simplified multi-objective optimization software (OSS will be presented that creates best tender data to contractor compared with more feasible options generated from multi-mode resources in a given project. OSS is intended to give more scenarios which provide practical support for typical construction contractors who need to optimize resource utilization in order to minimize project duration, project/bid price, and project maximum working capital while maximizing its net present value simultaneously. OSS is designed by java programing code system to provide a number of new and unique capabilities, including: (1 Ranking the obtained optimal plans according to a set of planner specified weights representing the relative importance of duration, price, maximum working capital and net present value in the analyzed project; (2 Visualizing and viewing the generated optimal trade-off; and (3 Providing seamless integration with available project management calculations. In order to provide the aforementioned capabilities of OSS, the system is implemented and developed in four main modules: (1 A user interface module; (2 A database module; (3 A running module; (4 A connecting module. At the end of the paper, an illustrative example will be presented to demonstrate and verify the applications of the proposed software (OSS to an optimization expressway of repetitive construction project.

  18. Mackenzie Gas Project : gas resource and supply study

    International Nuclear Information System (INIS)

    Harris, D.G.; Braaten, K.M.

    2004-01-01

    A study was conducted to assess the future gas supply for the Mackenzie Gas Project. The economically recoverable gas resources and deliverability in the region were assessed in order to support construction of the Mackenzie Valley pipeline and the associated gathering system. This supply study was based on a 25 year timeframe for resource development. Production forecasts were also prepared for 50 years following the date of the study. Natural gas forecasts for the general area to be served by the proposed pipeline were also presented. This report includes an introduction to the final gas resource and supply study as well as the regional geology relating to discovered and undiscovered resources. The following regions were included in the study area: onshore Mackenzie Delta including the Niglintgak, Parsons Lake and Taglu anchor fields; central Mackenzie Valley region extending from the Mackenzie Delta south to 63 degrees latitude; northern portion of the Yukon Territory; and, portions of the offshore Mackenzie Delta region limited to a water depth of 30 metres. Forecasts and economic analyses were prepared for the following 3 scenarios: contingent onshore resources only; contingent and prospective onshore resources; and, contingent and prospective onshore and offshore resources. Sensitivity forecasts were prepared for a fully expanded pipeline capacity of 1.8 bcf/day with an equal capacity gathering system. In addition, the National Energy Board estimates of resources for the 3 anchor field were used in place of the operator's estimates. A geological review was included for the plays in the study area. 15 refs., 43 tabs., 38 figs

  19. 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...

  20. 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…

  1. Shuffled Frog Leaping Algorithm for Preemptive Project Scheduling Problems with Resource Vacations Based on Patterson Set

    Directory of Open Access Journals (Sweden)

    Yi Han

    2013-01-01

    Full Text Available This paper presents a shuffled frog leaping algorithm (SFLA for the single-mode resource-constrained project scheduling problem where activities can be divided into equant units and interrupted during processing. Each activity consumes 0–3 types of resources which are renewable and temporarily not available due to resource vacations in each period. The presence of scarce resources and precedence relations between activities makes project scheduling a difficult and important task in project management. A recent popular metaheuristic shuffled frog leaping algorithm, which is enlightened by the predatory habit of frog group in a small pond, is adopted to investigate the project makespan improvement on Patterson benchmark sets which is composed of different small and medium size projects. Computational results demonstrate the effectiveness and efficiency of SFLA in reducing project makespan and minimizing activity splitting number within an average CPU runtime, 0.521 second. This paper exposes all the scheduling sequences for each project and shows that of the 23 best known solutions have been improved.

  2. The CDC Hemophilia B mutation project mutation list: a new online resource.

    Science.gov (United States)

    Li, Tengguo; Miller, Connie H; Payne, Amanda B; Craig Hooper, W

    2013-11-01

    Hemophilia B (HB) is caused by mutations in the human gene F9. The mutation type plays a pivotal role in genetic counseling and prediction of inhibitor development. To help the HB community understand the molecular etiology of HB, we have developed a listing of all F9 mutations that are reported to cause HB based on the literature and existing databases. The Centers for Disease Control and Prevention (CDC) Hemophilia B Mutation Project (CHBMP) mutation list is compiled in an easily accessible format of Microsoft Excel and contains 1083 unique mutations that are reported to cause HB. Each mutation is identified using Human Genome Variation Society (HGVS) nomenclature standards. The mutation types and the predicted changes in amino acids, if applicable, are also provided. Related information including the location of mutation, severity of HB, the presence of inhibitor, and original publication reference are listed as well. Therefore, our mutation list provides an easily accessible resource for genetic counselors and HB researchers to predict inhibitors. The CHBMP mutation list is freely accessible at http://www.cdc.gov/hemophiliamutations.

  3. 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...

  4. 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 ...

  5. 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

  6. Heuristic algorithm for single resource constrained project scheduling problem based on the dynamic programming

    Directory of Open Access Journals (Sweden)

    Stanimirović Ivan

    2009-01-01

    Full Text Available We introduce a heuristic method for the single resource constrained project scheduling problem, based on the dynamic programming solution of the knapsack problem. This method schedules projects with one type of resources, in the non-preemptive case: once started an activity is not interrupted and runs to completion. We compare the implementation of this method with well-known heuristic scheduling method, called Minimum Slack First (known also as Gray-Kidd algorithm, as well as with Microsoft Project.

  7. 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

  8. 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...

  9. 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.

  10. 78 FR 43258 - Privacy Act; System of Records: Human Resources Records, State-31

    Science.gov (United States)

    2013-07-19

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

  11. 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...

  12. 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...

  13. 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...

  14. 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 ...

  15. Progress on the HUPO Draft Human Proteome: 2017 Metrics of the Human Proteome Project.

    Science.gov (United States)

    Omenn, Gilbert S; Lane, Lydie; Lundberg, Emma K; Overall, Christopher M; Deutsch, Eric W

    2017-12-01

    The Human Proteome Organization (HUPO) Human Proteome Project (HPP) continues to make progress on its two overall goals: (1) completing the protein parts list, with an annual update of the HUPO draft human proteome, and (2) making proteomics an integrated complement to genomics and transcriptomics throughout biomedical and life sciences research. neXtProt version 2017-01-23 has 17 008 confident protein identifications (Protein Existence [PE] level 1) that are compliant with the HPP Guidelines v2.1 ( https://hupo.org/Guidelines ), up from 13 664 in 2012-12 and 16 518 in 2016-04. Remaining to be found by mass spectrometry and other methods are 2579 "missing proteins" (PE2+3+4), down from 2949 in 2016. PeptideAtlas 2017-01 has 15 173 canonical proteins, accounting for nearly all of the 15 290 PE1 proteins based on MS data. These resources have extensive data on PTMs, single amino acid variants, and splice isoforms. The Human Protein Atlas v16 has 10 492 highly curated protein entries with tissue and subcellular spatial localization of proteins and transcript expression. Organ-specific popular protein lists have been generated for broad use in quantitative targeted proteomics using SRM-MS or DIA-SWATH-MS studies of biology and disease.

  16. Resource Constrained Project Scheduling Subject to Due Dates: Preemption Permitted with Penalty

    Directory of Open Access Journals (Sweden)

    Behrouz Afshar-Nadjafi

    2014-01-01

    Full Text Available Extensive research works have been carried out in resource constrained project scheduling problem. However, scarce researches have studied the problems in which a setup cost must be incurred if activities are preempted. In this research, we investigate the resource constrained project scheduling problem to minimize the total project cost, considering earliness-tardiness and preemption penalties. A mixed integer programming formulation is proposed for the problem. The resulting problem is NP-hard. So, we try to obtain a satisfying solution using simulated annealing (SA algorithm. The efficiency of the proposed algorithm is tested based on 150 randomly produced examples. Statistical comparison in terms of the computational times and objective function indicates that the proposed algorithm is efficient and effective.

  17. 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.

  18. 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.

  19. 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.

  20. 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…

  1. 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...

  2. Report on the EMBER Project--A European Multimedia Bioinformatics Educational Resource

    Science.gov (United States)

    Attwood, Terri K.; Selimas, Ioannis; Buis, Rob; Altenburg, Ruud; Herzog, Robert; Ledent, Valerie; Ghita, Viorica; Fernandes, Pedro; Marques, Isabel; Brugman, Marc

    2005-01-01

    EMBER was a European project aiming to develop bioinformatics teaching materials on the Web and CD-ROM to help address the recognised skills shortage in bioinformatics. The project grew out of pilot work on the development of an interactive web-based bioinformatics tutorial and the desire to repackage that resource with the help of a professional…

  3. 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)...

  4. HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS

    Directory of Open Access Journals (Sweden)

    Ewa Mazanowska

    2015-01-01

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

  5. 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...

  6. 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.

  7. 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

  8. 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…

  9. 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...

  10. 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 ...

  11. Process Demonstration For Lunar In Situ Resource Utilization-Molten Oxide Electrolysis (MSFC Independent Research and Development Project No. 5-81)

    Science.gov (United States)

    Curreri, P. A.; Ethridge, E. C.; Hudson, S. B.; Miller, T. Y.; Grugel, R. N.; Sen, S.; Sadoway, D. R.

    2006-01-01

    The purpose of this Focus Area Independent Research and Development project was to conduct, at Marshall Space Flight Center, an experimental demonstration of the processing of simulated lunar resources by the molten oxide electrolysis process to produce oxygen and metal. In essence, the vision was to develop two key technologies, the first to produce materials (oxygen, metals, and silicon) from lunar resources and the second to produce energy by photocell production on the Moon using these materials. Together, these two technologies have the potential to greatly reduce the costs and risks of NASA s human exploration program. Further, it is believed that these technologies are the key first step toward harvesting abundant materials and energy independent of Earth s resources.

  12. Resource-adaptive cognitive processes

    CERN Document Server

    Crocker, Matthew W

    2010-01-01

    This book investigates the adaptation of cognitive processes to limited resources. The central topics of this book are heuristics considered as results of the adaptation to resource limitations, through natural evolution in the case of humans, or through artificial construction in the case of computational systems; the construction and analysis of resource control in cognitive processes; and an analysis of resource-adaptivity within the paradigm of concurrent computation. The editors integrated the results of a collaborative 5-year research project that involved over 50 scientists. After a mot

  13. 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.

  14. 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)

  15. Resource Letter MP-1: The Manhattan Project and related nuclear research

    Science.gov (United States)

    Reed, B. Cameron

    2005-09-01

    This Resource Letter provides a guide to literature on the Manhattan Project and related nuclear research. Books and journal articles are cited for the following topics: general works, technical works, biographical and autobiographical works, the German nuclear program, and technical papers of historical interest. A list of videos and websites dealing with the Manhattan Project, nuclear weapons, and nuclear issues is also given.

  16. 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...

  17. 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.

  18. 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...

  19. [The Effectiveness of a Strategy for the Flexible Management of Nursing Human Resources: A Pilot Study].

    Science.gov (United States)

    Huang, Chung-I; Lu, Meei-Shiow

    2017-12-01

    The flexibility of a hospital's nursing-related human resource management policies affects the working willingness and retention of nurses. To explore the effectiveness of a flexible nursing-related human resource management strategy. This quasi-experimental research used a one group pretest-posttest design. Supervisors at participating hospitals attended the "Application of Flexible Nursing Human Resources Management Strategies" workshop, which introduced the related measures and assessed nurses' pretest satisfaction. After these measures were implemented at the participating hospitals, implementation-related problems were investigated and appropriate consultation was provided. The posttest was implemented after the end of the project. Data were collected from nurses at the participating hospitals who had served in their present hospital for more than three months. The participating hospitals were all nationally certified healthcare providers, including 13 medical centers, 17 regional hospitals, and 3 district hospitals. A total of nurses 2,810 nurses took the pretest and 2,437 took the posttest. The research instruments included the "Satisfaction with working conditions and system flexibility" scale and the "Flexible nursing human resource management strategies". The effectiveness of the implemented strategy was assessed using independent samples t-test and variance analysis. The result of implementing the flexible strategies shows that the total mean of pretest satisfaction (Likert 5 scores) was 3.47 (SD = 0.65), and the posttest satisfaction was 3.52 (SD = 0.65), with significant statistical differences in task, numerical, divisional, and leading flexibility. Due to the good implementation effectiveness, the authors strongly suggest that all of the participating hospitals continue to apply this strategic model to move toward a more flexible nursing system and work.

  20. MANAGING THE INTERACTION OF RESOURCE DISTRIBUTION IN PROJECT MANAGEMENT OF IMPLEMENTATION AND FUNCTIONING OF EMERGENCY CALL SYSTEMS

    Directory of Open Access Journals (Sweden)

    Дмитро Сергійович КОБИЛКІН

    2016-02-01

    Full Text Available There have been proposed to use a mobile module "Resources manager" and its component model – scheme for managing the distribution of resources during the project management of implementation and functioning of System 112 in Ukraine. Are described the formalized tasks of performance the processes of managing the model – scheme at all stages of the projects life cycle. Also is developed the model – scheme interaction the blocks of the mobile module of resource management at the System 112 project. It describes the step by step interaction of blocks project management with the project data for successful project implementation and obtaining a product of the project, pointing out the environmental impact of the project on each of the project blocks. The conclusions about the expediency and efficiency of implementation of model – scheme in conditions of managing the emergency call systems at a single number were made.

  1. 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

  2. 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.

  3. 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...

  4. Enrico Chiaveri, new Head of the Human Resources Department

    CERN Document Server

    2005-01-01

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

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

    OpenAIRE

    Anyangwe, Xavier

    2017-01-01

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

  6. 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

  7. Call for participation in the neurogenetics consortium within the Human Variome Project.

    Science.gov (United States)

    Haworth, Andrea; Bertram, Lars; Carrera, Paola; Elson, Joanna L; Braastad, Corey D; Cox, Diane W; Cruts, Marc; den Dunnen, Johann T; Farrer, Matthew J; Fink, John K; Hamed, Sherifa A; Houlden, Henry; Johnson, Dennis R; Nuytemans, Karen; Palau, Francesc; Rayan, Dipa L Raja; Robinson, Peter N; Salas, Antonio; Schüle, Birgitt; Sweeney, Mary G; Woods, Michael O; Amigo, Jorge; Cotton, Richard G H; Sobrido, Maria-Jesus

    2011-08-01

    The rate of DNA variation discovery has accelerated the need to collate, store and interpret the data in a standardised coherent way and is becoming a critical step in maximising the impact of discovery on the understanding and treatment of human disease. This particularly applies to the field of neurology as neurological function is impaired in many human disorders. Furthermore, the field of neurogenetics has been proven to show remarkably complex genotype-to-phenotype relationships. To facilitate the collection of DNA sequence variation pertaining to neurogenetic disorders, we have initiated the "Neurogenetics Consortium" under the umbrella of the Human Variome Project. The Consortium's founding group consisted of basic researchers, clinicians, informaticians and database creators. This report outlines the strategic aims established at the preliminary meetings of the Neurogenetics Consortium and calls for the involvement of the wider neurogenetic community in enabling the development of this important resource.

  8. 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…

  9. 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

  10. 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)

  11. 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

  12. 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.

  13. 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.

  14. 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…

  15. 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

  16. 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.

  17. Radiotherapy infrastructure and human resources in Switzerland. Present status and projected computations for 2020

    Energy Technology Data Exchange (ETDEWEB)

    Datta, Niloy Ranjan; Khan, Shaka; Marder, Dietmar [KSA-KSB, Kantonsspital Aarau, RadioOnkologieZentrum, Aarau (Switzerland); Zwahlen, Daniel [Kantonsspital Graubuenden, Department of Radiotherapy, Chur (Switzerland); Bodis, Stephan [KSA-KSB, Kantonsspital Aarau, RadioOnkologieZentrum, Aarau (Switzerland); University Hospital Zurich, Department of Radiation Oncology, Zurich (Switzerland)

    2016-09-15

    The purpose of this study was to evaluate the present status of radiotherapy infrastructure and human resources in Switzerland and compute projections for 2020. The European Society of Therapeutic Radiation Oncology ''Quantification of Radiation Therapy Infrastructure and Staffing'' guidelines (ESTRO-QUARTS) and those of the International Atomic Energy Agency (IAEA) were applied to estimate the requirements for teleradiotherapy (TRT) units, radiation oncologists (RO), medical physicists (MP) and radiotherapy technologists (RTT). The databases used for computation of the present gap and additional requirements are (a) Global Cancer Incidence, Mortality and Prevalence (GLOBOCAN) for cancer incidence (b) the Directory of Radiotherapy Centres (DIRAC) of the IAEA for existing TRT units (c) human resources from the recent ESTRO ''Health Economics in Radiation Oncology'' (HERO) survey and (d) radiotherapy utilization (RTU) rates for each tumour site, published by the Ingham Institute for Applied Medical Research (IIAMR). In 2015, 30,999 of 45,903 cancer patients would have required radiotherapy. By 2020, this will have increased to 34,041 of 50,427 cancer patients. Switzerland presently has an adequate number of TRTs, but a deficit of 57 ROs, 14 MPs and 36 RTTs. By 2020, an additional 7 TRTs, 72 ROs, 22 MPs and 66 RTTs will be required. In addition, a realistic dynamic model for calculation of staff requirements due to anticipated changes in future radiotherapy practices has been proposed. This model could be tailor-made and individualized for any radiotherapy centre. A 9.8 % increase in radiotherapy requirements is expected for cancer patients over the next 5 years. The present study should assist the stakeholders and health planners in designing an appropriate strategy for meeting future radiotherapy needs for Switzerland. (orig.) [German] Ziel dieser Studie war es, den aktuellen Stand der Infrastruktur und Personalausstattung der

  18. 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

  19. 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)

  20. 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...

  1. Attitudes towards the Human Genome Project.

    Science.gov (United States)

    Shahroudi, Julie; Shaw, Geraldine

    Attitudes concerning the Human Genome Project were reported by faculty (N=40) and students (N=66) from a liberal arts college. Positive attitudes toward the project involved privacy, insurance and health, economic purposes, reproductive purposes, genetic counseling, religion and overall opinions. Negative attitudes were expressed regarding…

  2. 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

  3. 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…

  4. 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.)

  5. Corporate sustainability: the environmental design and human resource management interface in healthcare settings.

    Science.gov (United States)

    Sadatsafavi, Hessam; Walewski, John

    2013-01-01

    Purpose of the Paper: The purpose of this study is to provide healthcare organizations with a new perspective for developing strategies to enrich their human resource capabilities and improve their performance outcomes. The focus of this study is on leveraging the synergy between organizational management strategies and environmental design interventions. This paper proposes a framework for linking the built environment with the human resource management system of healthcare organizations. The framework focuses on the impact of the built environment regarding job attitudes and behaviors of healthcare workers. Research from the disciplines of strategic human resource management, resource-based view of firms, evidence-based design, and green building are utilized to develop the framework. The positive influence of human resource practices on job attitudes and behaviors of employees is one mechanism to improve organizational performance outcomes. Organizational psychologists suggest that human resource practices are effective because they convey that the organization values employee contributions and cares about their well-being. Attention to employee socio-emotional needs can be reciprocated with higher levels of motivation and commitment toward the organization. In line with these findings, healthcare environmental studies imply that physical settings and features can have a positive influence on job attitudes and the behavior of caregivers by providing for their physical and socio-emotional needs. Adding the physical environment as a complementary resource to the array of human resource practices creates synergy in improving caregivers' job attitudes and behaviors and enhances the human capital of healthcare firms. Staff, evidence-based design, interdisciplinary, modeling, perceived organizational supportPreferred Citation: Sadatsafavi, H., & Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in

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

    Science.gov (United States)

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

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

  7. Development of Human Resources Using New Technologies in Long-Life Learning

    Directory of Open Access Journals (Sweden)

    Micu Bogdan Ghilic

    2011-01-01

    Full Text Available Information and communication technologies (ICT offer new opportunities to reinvent the education and to make people and makes learning more fun and contemporary but poses many problems to educational institutions. Implementation of ICT determines major structural changes in the organizations and mental switch from bureaucratic mentality to customer-oriented one. In this paper I try to evaluate methods of developing the lifelong learning programs, impact to human resources training and development and the impact of this process on educational institutions. E-learning usage in training the human resources can make a new step in development of the education institutions, human resources and companies.

  8. Combinatorial Optimization in Project Selection Using Genetic Algorithm

    Science.gov (United States)

    Dewi, Sari; Sawaluddin

    2018-01-01

    This paper discusses the problem of project selection in the presence of two objective functions that maximize profit and minimize cost and the existence of some limitations is limited resources availability and time available so that there is need allocation of resources in each project. These resources are human resources, machine resources, raw material resources. This is treated as a consideration to not exceed the budget that has been determined. So that can be formulated mathematics for objective function (multi-objective) with boundaries that fulfilled. To assist the project selection process, a multi-objective combinatorial optimization approach is used to obtain an optimal solution for the selection of the right project. It then described a multi-objective method of genetic algorithm as one method of multi-objective combinatorial optimization approach to simplify the project selection process in a large scope.

  9. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

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

  10. People Strategy in Human Resources: Lessons for Mentoring in Higher Education

    Science.gov (United States)

    Baker, Vicki L.

    2015-01-01

    In this article, I offer the notion of alignment, a human resources framework, as a conceptual tool for better informing the development of mentoring programming and policy in higher education. Alignment accounts for both individual and organizational factors as means for providing the necessary connections among human resources and organizational…

  11. Human resources for health in Europe

    National Research Council Canada - National Science Library

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

    2006-01-01

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

  12. Career Management for Human Resource Professionals.

    Science.gov (United States)

    Wiley, Carolyn

    1992-01-01

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

  13. 77 FR 61033 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-10-05

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

  14. 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)

  15. Resource Allocation in a Repetitive Project Scheduling Using Genetic Algorithm

    Science.gov (United States)

    Samuel, Biju; Mathew, Jeeno

    2018-03-01

    Resource Allocation is procedure of doling out or allocating the accessible assets in a monetary way and productive way. Resource allocation is the scheduling of the accessible assets and accessible exercises or activities required while thinking about both the asset accessibility and the total project completion time. Asset provisioning and allocation takes care of that issue by permitting the specialist co-ops to deal with the assets for every individual demand of asset. A probabilistic selection procedure has been developed in order to ensure various selections of chromosomes

  16. The Human Genome Project: big science transforms biology and medicine.

    Science.gov (United States)

    Hood, Leroy; Rowen, Lee

    2013-01-01

    The Human Genome Project has transformed biology through its integrated big science approach to deciphering a reference human genome sequence along with the complete sequences of key model organisms. The project exemplifies the power, necessity and success of large, integrated, cross-disciplinary efforts - so-called 'big science' - directed towards complex major objectives. In this article, we discuss the ways in which this ambitious endeavor led to the development of novel technologies and analytical tools, and how it brought the expertise of engineers, computer scientists and mathematicians together with biologists. It established an open approach to data sharing and open-source software, thereby making the data resulting from the project accessible to all. The genome sequences of microbes, plants and animals have revolutionized many fields of science, including microbiology, virology, infectious disease and plant biology. Moreover, deeper knowledge of human sequence variation has begun to alter the practice of medicine. The Human Genome Project has inspired subsequent large-scale data acquisition initiatives such as the International HapMap Project, 1000 Genomes, and The Cancer Genome Atlas, as well as the recently announced Human Brain Project and the emerging Human Proteome Project.

  17. A Multiagent Evolutionary Algorithm for the Resource-Constrained Project Portfolio Selection and Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Yongyi Shou

    2014-01-01

    Full Text Available A multiagent evolutionary algorithm is proposed to solve the resource-constrained project portfolio selection and scheduling problem. The proposed algorithm has a dual level structure. In the upper level a set of agents make decisions to select appropriate project portfolios. Each agent selects its project portfolio independently. The neighborhood competition operator and self-learning operator are designed to improve the agent’s energy, that is, the portfolio profit. In the lower level the selected projects are scheduled simultaneously and completion times are computed to estimate the expected portfolio profit. A priority rule-based heuristic is used by each agent to solve the multiproject scheduling problem. A set of instances were generated systematically from the widely used Patterson set. Computational experiments confirmed that the proposed evolutionary algorithm is effective for the resource-constrained project portfolio selection and scheduling problem.

  18. Human Resources Management in Educational Faculties of State Universities in Turkey

    Science.gov (United States)

    Öztürk, Sevim

    2016-01-01

    This study aims to evaluate the human resources management in the faculties of education of state universities in Turkey within the context of Human Resources Management Principles. The study population consisted of 40 academic members in the faculties of education of 20 different state universities and 10 academic unit administrators at different…

  19. Human Resource Accounting: Interests and Conflicts. A Discussion Paper. CEDEFOP Panorama.

    Science.gov (United States)

    Frederiksen, Jens V.; Westphalen, Sven-Age

    This document examines the principles, use, and benefits of human resource accounting (HRA), which uses numerical and nonnumerical data on items such as costs and benefits of training, staff turnover, absenteeism, and the value of employees' knowledge to measure the value of human resources in enterprises. The introduction presents an overview of…

  20. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  1. Managing information technology human resources in health care.

    Science.gov (United States)

    Mahesh, Sathiadev; Crow, Stephen M

    2012-01-01

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

  2. 78 FR 21979 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-04-12

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

  3. The Human Resources Management System: Part 1.

    Science.gov (United States)

    Ceriello, Vincent R.

    1982-01-01

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

  4. Human resources in home care in Europe.

    NARCIS (Netherlands)

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

    2010-01-01

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

  5. [From personnel administration to human resource management : demographic risk management in hospitals].

    Science.gov (United States)

    Schmidt, C E; Gerbershagen, M U; Salehin, J; Weib, M; Schmidt, K; Wolff, F; Wappler, F

    2011-06-01

    The healthcare market is facing a serious shortage of qualified personnel in 2020. Aging of staff members is one important driver of this human resource deficit but current planning periods of 1-2 years cannot compensate the demographic effects on staff portfolio early enough. Therefore, prospective human resource planning is important to avoid loss of competence. The long range development (10 years) of human resources in the hospitals of the City of Cologne was analyzed. The basis for the analysis was a simulation model that included fluctuation of staff, retirement, maternity leave, status of employee illness, partial retirement and fresh engagements per department and profession. The model was matched with the staff requirements for each department. The results showed a capacity analysis which was used to convey strategic measures for staff recruitment and retention. The greatest risk for shortage of qualified staff was found in the fluctuation of doctors and in the aging work force. Without strategic human resource management the hospitals would face a 50% reduction of the work force within 10 years and after 2 years there would be a 25% deficit of anesthesiologists with impact on the function of operation rooms (OR) and intensive care units. Qualification and continuous training of staff members as well as process optimization are the most important spheres of activity for human resource management in order to recruit and retain qualified staff members. Prospective human resource planning for the OR and intensive care units can help to detect shortage of staff and loss of competence early enough to apply effective personnel development measures. A growing number of companies have started to plan ahead of the current demand of human resources. Hospitals should follow this example because the competition for qualified staff members is increasing rapidly.

  6. 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.

  7. 291 Communication and Human Resources Management and Their ...

    African Journals Online (AJOL)

    User

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

  8. DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT IN THE EU CONTEXT. ASPECTS OF EVALUATION AND DIMENSIONS.

    Directory of Open Access Journals (Sweden)

    Adrian Negrea

    2016-12-01

    Full Text Available The potential of any organization depends, firstly, on its human potential. Human resource, especially through managerial activity, augments the material and financial potential of any organization. On the other hand, the public administration in Romania and elsewhere has been and is subject to numerous criticisms concerning the functioning and quality of its provided services. The conducted research is characterized by a sequential approach. It begins by establishing the research goals, after that continues with establishing the research methodology, conducting effective research, presentation of the results representing the final stage of the paper. The overall objective of the conducted research is substantiating the importance of evaluation of human resources in public administration. Fulfilling this objective is done by pursuing and achieving the following general objectives: approaches to human resource management in public administration; highlighting the main aspects specific to the new public management (NPM; the new public management reform areas; corruption in public administration; conceptual approach in terms of performance and evaluation of human resources; performance measurement in public administration in Romania; basically a study showing the importance of evaluating human resources. The approach process of the human resources management in the public sector requires a particle analysis framework to be able to highlight the influence that the political side it has on its evolution. Rosembloom (1982 considers that a long time has been pursued an assimilation of values from the private into the public domain in the management process in general and of human resources in particular. In this section we try to present what are the main approaches to human resource management in public administration, focusing on their sizing and performance evaluation in relation to the volume and quality level of activities. We will also highlight

  9. PROJECT-ORIENTED RESOURCE MANAGEMENT SYSTEM FOR RESPONDING TO EMERGENCIES IN RURAL AREAS

    Directory of Open Access Journals (Sweden)

    Андрій Іванович ІВАНУСА

    2016-02-01

    Full Text Available Substantiated way to determine the feasibility of the location of rescue units in the conditions of rural areas. Proposed improving the existing methods of using of forces and means to extinguish fires, emergencies, etc., by involving specially trained volunteer rescue brigades, carrying out daily duty at their place of residence. To improve the interaction of rescue units involved in the reaction to emergency situations improved the system of information and communication management of forces and means. Developed the model diagram of the project environment optimal allocation of resources when creating center responding to emergencies in conditions of encirclement turbulent environment of a sphere of civil protection. Developed 3D-model and WBS-structure of the project creation of center responding to emergencies using modern energy saving technologies that will minimize the use of financial resources on the stages of the realization and exploitation of the project.

  10. The mapping and preparation of human resources for NPP’S operation and maintenance in Indonesia

    International Nuclear Information System (INIS)

    Moch-Djoko Birmano; Yohanes Dwi Anggoro

    2013-01-01

    The preparation of the competent human resources (HRs) is one of the basic infrastructure of NPP’s development. IAEA recommends that at the initial activity in preparation of human resources for NPP is doing Business Process Mapping by identifying the knowledge, skills and abilities of required human resources to carry out the operation and maintenance of NPPs. This study aims to mapping and preparing of human resources for NPP’s operation and maintenance in Indonesia. The method used are mapping business processes at operation and maintenance stage of NPP, identifying positions, conducting surveys with questionnaires and calculations, and data analysis. Surveys and questionnaires to determine the level of technical competence of personnel in BATAN at operation and maintenance stage. Analysis using the Method of Gap Analysis with human resources Competency Standards Criteria based on technical competence qualifications. This study uses the assumption that the nuclear power plant will be built 2 units (twin) and start operation in 2027. The results showed that from the aspect of education, BATAN able to meet the needs of human resources at 53.64 to 73.75%. While from the aspect of training and specific work experience, participation level of BATAN’s human resources is still very low of IAEA requirements. This case caused because young human resources in BATAN who have educational qualifications, experience, training and technical certifications in the field of operation and maintenance of nuclear power plants is still limited. Based on this, there should be preparation of NPP’s human resources with establish NPP’s human resources development program based on required qualifications. (author)

  11. Excel 2013 for human resource management statistics a guide to solving practical problems

    CERN Document Server

    Quirk, Thomas J

    2016-01-01

    This book shows how Microsoft Excel is able to teach human resource management statistics effectively. Similar to the previously published Excel 2010 for Human Resource Management Statistics, it is a step-by-step exercise-driven guide for students and practitioners who need to master Excel to solve practical human resource management problems. If understanding statistics isn’t your strongest suit, you are not especially mathematically-inclined, or if you are wary of computers, this is the right book for you. Excel, a widely available computer program for students and managers, is also an effective teaching and learning tool for quantitative analyses in human resource management courses. Its powerful computational ability and graphical functions make learning statistics much easier than in years past. However, Excel 2013 for Human Resource Management Statistics: A Guide to Solving Practical Problems is the first book to capitalize on these improvements by teaching students and managers how to apply Excel to ...

  12. Excel 2016 for human resource management statistics a guide to solving practical problems

    CERN Document Server

    Quirk, Thomas J

    2016-01-01

    This book shows the capabilities of Microsoft Excel in teaching human resource management statistics effectively. Similar to the previously published Excel 2013 for Human Resource Management Statistics, this book is a step-by-step exercise-driven guide for students and practitioners who need to master Excel to solve practical human resource management problems. If understanding statistics isn’t your strongest suit, you are not especially mathematically-inclined, or if you are wary of computers, this is the right book for you. Excel, a widely available computer program for students and managers, is also an effective teaching and learning tool for quantitative analyses in human resource management courses. Its powerful computational ability and graphical functions make learning statistics much easier than in years past. However, Excel 2016 for Human Resource Management Statistics: A Guide to Solving Practical Problems is the first book to capitalize on these improvements by teaching students and managers how ...

  13. Operations of human resources engagement

    OpenAIRE

    Δημητρέλη, Αλεξάνδρα

    2017-01-01

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

  14. Human Resource Evaluation in Hotel Units

    Directory of Open Access Journals (Sweden)

    George Aspridis

    2012-03-01

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

  15. Human genetics: international projects and personalized medicine.

    Science.gov (United States)

    Apellaniz-Ruiz, Maria; Gallego, Cristina; Ruiz-Pinto, Sara; Carracedo, Angel; Rodríguez-Antona, Cristina

    2016-03-01

    In this article, we present the progress driven by the recent technological advances and new revolutionary massive sequencing technologies in the field of human genetics. We discuss this knowledge in relation with drug response prediction, from the germline genetic variation compiled in the 1000 Genomes Project or in the Genotype-Tissue Expression project, to the phenome-genome archives, the international cancer projects, such as The Cancer Genome Atlas or the International Cancer Genome Consortium, and the epigenetic variation and its influence in gene expression, including the regulation of drug metabolism. This review is based on the lectures presented by the speakers of the Symposium "Human Genetics: International Projects & New Technologies" from the VII Conference of the Spanish Pharmacogenetics and Pharmacogenomics Society, held on the 20th and 21st of April 2015.

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

    OpenAIRE

    Santiago-Rodriguez, Fernando

    2010-01-01

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

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

    OpenAIRE

    Ozoliņa-Ozola, I

    2014-01-01

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

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

    African Journals Online (AJOL)

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

  19. 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.

  20. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    Directory of Open Access Journals (Sweden)

    Zoltan-Bela FARKAS

    2014-06-01

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

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

    OpenAIRE

    BUICLI OLGA

    2017-01-01

    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 manageme...

  2. IAEA Nuclear Security Human Resource Development Program

    International Nuclear Information System (INIS)

    Braunegger-Guelich, A.

    2009-01-01

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

  3. South Asia river-flow projections and their implications for water resources

    Science.gov (United States)

    Mathison, C.; Wiltshire, A. J.; Falloon, P.; Challinor, A. J.

    2015-12-01

    South Asia is a region with a large and rising population, a high dependence on water intense industries, such as agriculture and a highly variable climate. In recent years, fears over the changing Asian summer monsoon (ASM) and rapidly retreating glaciers together with increasing demands for water resources have caused concern over the reliability of water resources and the potential impact on intensely irrigated crops in this region. Despite these concerns, there is a lack of climate simulations with a high enough resolution to capture the complex orography, and water resource analysis is limited by a lack of observations of the water cycle for the region. In this paper we present the first 25 km resolution regional climate projections of river flow for the South Asia region. Two global climate models (GCMs), which represent the ASM reasonably well are downscaled (1960-2100) using a regional climate model (RCM). In the absence of robust observations, ERA-Interim reanalysis is also downscaled providing a constrained estimate of the water balance for the region for comparison against the GCMs (1990-2006). The RCM river flow is routed using a river-routing model to allow analysis of present-day and future river flows through comparison with available river gauge observations. We examine how useful these simulations are for understanding potential changes in water resources for the South Asia region. In general the downscaled GCMs capture the seasonality of the river flows but overestimate the maximum river flows compared to the observations probably due to a positive rainfall bias and a lack of abstraction in the model. The simulations suggest an increasing trend in annual mean river flows for some of the river gauges in this analysis, in some cases almost doubling by the end of the century. The future maximum river-flow rates still occur during the ASM period, with a magnitude in some cases, greater than the present-day natural variability. Increases in river flow

  4. [Management of human resources, materials, and organization processes in radioprotection].

    Science.gov (United States)

    Coppola, V

    1999-06-01

    The radiologist must learn to face daily management responsibilities and therefore he/she needs the relevant knowledge. Aside from the mechanisms of management accounting, which differ only slightly from similar analysis methods used in other centers, the managing radiologist (the person in charge) is directly responsible for planning, organizing, coordinating and controlling radiation protection, a major discipline characterizing diagnostic imaging. We will provide some practical management hints, keeping in mind that radiation protection must not be considered a simple (or annoying) technical task, but rather an extraordinary positive element for the radiologist's cultural differentiation and professional identity. The managing radiologist can use the theory and practice of management techniques successfully applied in business, customizing them to the ethics and economics of health care. Meeting the users' needs must obviously prevail on balancing the budget from both a logical and an accounting viewpoints, since non-profit organizations are involved. In radiological practice, distinguishing the management of human from structural resources (direct funding is not presently available) permits to use internal benchmarking for the former and controlled acquisition and planned replacement of technologies in the latter, obviously after evaluation of specific indicators and according to the relevant laws and technical guidelines. Managing human resources means safeguarding the patient, the operator and the population, which can be achieved or improved using benchmarking in a diagnostic imaging department. The references for best practice will be set per tabulas based on the relevant laws and (inter)national guidelines. The physical-technical and bureaucratic-administrative factors involved will be considered as process indices to evaluate the gap from normal standards. Among the different elements involved in managing structural resources, the appropriate acquisition

  5. The Human Genome Diversity (HGD) Project. Summary document

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1993-12-31

    In 1991 a group of human geneticists and molecular biologists proposed to the scientific community that a world wide survey be undertaken of variation in the human genome. To aid their considerations, the committee therefore decided to hold a small series of international workshops to explore the major scientific issues involved. The intention was to define a framework for the project which could provide a basis for much wider and more detailed discussion and planning--it was recognized that the successful implementation of the proposed project, which has come to be known as the Human Genome Diversity (HGD) Project, would not only involve scientists but also various national and international non-scientific groups all of which should contribute to the project`s development. The international HGD workshop held in Sardinia in September 1993 was the last in the initial series of planning workshops. As such it not only explored new ground but also pulled together into a more coherent form much of the formal and informal discussion that had taken place in the preceding two years. This report presents the deliberations of the Sardinia workshop within a consideration of the overall development of the HGD Project to date.

  6. Interdisciplinarity and Hermeneutics as Pedagogical Resources for the Elaboration of Learning Projects

    Directory of Open Access Journals (Sweden)

    Lizbeth Teresa Villamizar Vega

    2017-08-01

    Full Text Available The so-called Learning Projects (AP are considered a methodological strategy conceived in the school and for the school, that must be elaborated in a school year product of a collaborative work between the educative community: students, teachers and managers, but where some teachers Have no clear idea of the linkage they can give to the syllabus contents of the subjects they teach with the learning project, they also do not know that interdisciplinarity and hermeneutics are pedagogical resources that will enable both teachers and students to seek the answer to What does their daily action mean? It is here that the need for a holistic view of the teachers who manage the different curricular units in the technical schools is recognized, where they must search through the APs That the students demonstrate their ability to grant new knowledge, instrumental functionality and usefulness to solve present and future problems that can create critical, reflective, humanistic, liberating and environmental human beings that benefit the community where they are immersed, Where the solution of the problem is solved with the interpretation of the transmitted knowledge, as well as with the new interdisciplinary competences to look for real solutions to real problems.

  7. AB052. The Human Variome Project (HVP) and the HVP ASEAN Node

    Science.gov (United States)

    Alwi, Zilfalil Bin

    2015-01-01

    and procedures that ensures that the repository is operated and maintained in a responsible and accountable manner that is consistent with both national and HVP Standards. The HVP Malaysian Node (MyHVP), one of 23 HVP Country Nodes currently in existence, was established in 2010 and officially launched by Professor Cotton. The MyHVP database was made available on the internet a year later. The HVP Malaysian Node has taken a key role in the region and has worked to establish the HVP ASEAN Regional Node. Among its objectives is to foster closer collaboration among ASEAN member states on issues relating to data sharing, data basing and variant interpretation expertise, resources and technical facilities. The HVP ASEAN Regional Node also provides help with capacity building and training, especially to less well-resourced countries in the South East Asian region, for example Cambodia, Laos, and Myanmar. The HVP ASEAN Regional Node was launched in 2013 at Universiti Sains Malaysia, Kota Bharu, Malaysia. Representatives from Thailand, Vietnam, Singapore, Brunei, Indonesia, Philippines and the international Human Variome Project were represented. This presentation will provide an in-depth overview of the HVP ASEAN Regional Node and its progress to date.

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

    International Nuclear Information System (INIS)

    Ogura, Kenji; Hoshide, Akehiko

    2008-01-01

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

  9. The remuneration system and productivity of human resources in the company

    OpenAIRE

    CRHONKOVÁ, Marie

    2016-01-01

    The main goal of this graduation theses named "The remuneration system of human resources in the company" is to evaluate the current system of remuneration and productivity of human sources in a company, that I chose and design a process that would lead to improvement in human resources achievments. In the practical part is charecterized the chosen company, in detail described its system of remuneration and structure of employees. On the basis of the observed data there are designed some chan...

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

    African Journals Online (AJOL)

    2007-06-14

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

  11. 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 ...

  12. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

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

    2002-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Sukmaya LAMA

    2012-07-01

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

  14. Management of the Atmosphere Resource Recovery and Environmental Monitoring Project

    Science.gov (United States)

    Roman, Monsi; Perry, Jay; Howard, David

    2013-01-01

    The Advanced Exploration Systems Program's Atmosphere Resource Recovery and Environmental Monitoring (ARREM) project is working to further optimize atmosphere revitalization and environmental monitoring system architectures. This paper discusses project management strategies that tap into skill sets across multiple engineering disciplines, projects, field centers, and industry to achieve the project success. It is the project's objective to contribute to system advances that will enable sustained exploration missions beyond Lower Earth Orbit (LEO) and improve affordability by focusing on the primary goals of achieving high reliability, improving efficiency, and reducing dependence on ground-based logistics resupply. Technology demonstrations are achieved by infusing new technologies and concepts with existing developmental hardware and operating in a controlled environment simulating various crewed habitat scenarios. The ARREM project's strengths include access to a vast array of existing developmental hardware that perform all the vital atmosphere revitalization functions, exceptional test facilities to fully evaluate system performance, and a well-coordinated partnering effort among the NASA field centers and industry partners to provide the innovative expertise necessary to succeed.

  15. 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.

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

    NARCIS (Netherlands)

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

    2001-01-01

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

  17. 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

  18. 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

  19. Idaho National Laboratory Cultural Resource Monitoring Report for FY 2009

    Energy Technology Data Exchange (ETDEWEB)

    Brenda R. Pace; Julie B. Braun

    2009-10-01

    This report describes the cultural resource monitoring activities of the Idaho National Laboratory’s (INL) Cultural Resource Management (CRM) Office during fiscal year 2009 (FY 2009). Throughout the year, thirty-eight cultural resource localities were revisited including: two locations with Native American human remains, one of which is a cave, two additional caves, twenty-two prehistoric archaeological sites, six historic homesteads, two historic stage stations, two historic trails, and two nuclear resources, including Experimental Breeder Reactor-I, which is a designated National Historic Landmark. Several INL project areas were also monitored in FY 2009 to assess project compliance with cultural resource recommendations and monitor the effects of ongoing project activities. Although impacts were documented at a few locations and trespassing citations were issued in one instance, no significant adverse effects that would threaten the National Register eligibility of any resources were observed. Monitoring also demonstrated that several INL projects generally remain in compliance with recommendations to protect cultural resources.

  20. Book Review: Current Issues in International Human Resource Management and Strategy Research

    DEFF Research Database (Denmark)

    Gretzinger, Susanne

    2009-01-01

    The article reviews the book "Current Issues in International Human Resource Management and Strategy Research," edited by Marion Festing and Susanne Royer.......The article reviews the book "Current Issues in International Human Resource Management and Strategy Research," edited by Marion Festing and Susanne Royer....

  1. Project Progress Assessment Report (PPAR) 2015

    International Nuclear Information System (INIS)

    Sall, Baba

    2015-01-01

    This evaluation reports reviews basic information, output achievement, equipment and human resources, comment and recommendations. It highlights outputs Fully achieved, those which are partially achieved or in progress and also non achieved outputs. Regarding comments and lessons learned, counterpart stated that the overall timeline of the project is respected, even if activities are delayed to adapt to technical, financial and human resources constraints. The results obtained are in line with expectations thanks to a rigorously respected scientific approach. The Collegial Coordination of the project (DSV-LNERV-CIRAD) and the TO are in phase on the conduct of the Project the collection of baseline data is a crucial phase in the implementation of tsetse control programs. It makes it possible to implement a good strategy. The scientific and technical rigor and the good atmosphere within the Project team are also to be retained.

  2. Project Progress Assessment Report (PPAR) 2012

    International Nuclear Information System (INIS)

    Sall, Baba

    2012-01-01

    This evaluation reports reviews basic information, output achievement, equipment and human resources, comment and recommendations. It highlights outputs Fully achieved, those which are partially achieved or in progress and also non achieved outputs. Regarding comments and lessons learned, counterpart stated that the overall timeline of the project is respected, even if activities are delayed to adapt to technical, financial and human resources constraints. The results obtained are in line with expectations thanks to a rigorously respected scientific approach. The Collegial Coordination of the project (DSV-LNERV-CIRAD) and the TO are in phase on the conduct of the Project the collection of baseline data is a crucial phase in the implementation of tsetse control programs. It makes it possible to implement a good strategy. The scientific and technical rigor and the good atmosphere within the Project team are also to be retained.

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

    Science.gov (United States)

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

    2013-03-01

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

  4. Study on Model for Human Resources Development Strategy in the Nuclear Field

    International Nuclear Information System (INIS)

    Lee, Eui Jin

    2005-01-01

    Qualified manpower is an essential for the successful implementation of a national long-term nuclear development program as well as the associated R and D programs. Such manpower could only be developed systematically under a well-established national model and strategy, which addresses the demand for human resources, number of personnel and timing, and the education and training. To discuss a model for human resources development, it is suggested to consider the following: approach to the Human Resources Development (HRD) Model, HRD policy targets, estimation of the manpower requirement, organizational coordination frameworks for the HRD, promotion of HRD in the action plan

  5. Freshwater Aquatic Nuisance Species Impacts and Management Costs and Benefits at Federal Water Resources Projects

    Science.gov (United States)

    2006-09-01

    ERDC/TN ANSRP-06-3 September 2006 Freshwater Aquatic Nuisance Species Impacts and Management Costs and Benefits at Federal Water Resources...Cole, R. A. (2006). “ Freshwater aquatic nuisance species impacts and management costs and benefits at Federal Water resources projects,” ANSRP...Projects1 by Richard A. Cole THE ISSUE: A small fraction of the species that inhabit the nation’s fresh waters become aquatic nuisance species (ANS

  6. Aurora Mine project - historical resources baseline study

    International Nuclear Information System (INIS)

    Reeves, B.

    1996-01-01

    This volume contains the results of a base line archaeological study of the Aurora Mine Project local study area. It was compiled in support of Syncrude Canada's application to the Alberta Energy and Utilities Board (AEUB) and Alberta Environmental Protection to construct and operate it new Aurora Mine, located northeast of Fort McMurray, Alberta. The objective of this study was to compile, consolidate, review and analyze the reports for the area compiled over the past 22 years in and adjacent to the local study area (LSA), particularly those of now existing and Syncrude projects, and previously proposed Alsands and OSLO projects. The report is a summary of the human history in the area including pre-contact native archaeological sites, past archaeological studies, the Hinterland site pattern, post-contact native traditional sites, oil sands exploration/development related sites and paleontological sites in the subject area, and areas adjacent to it. 150 refs., 5 tabs., 43 figs

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

    International Nuclear Information System (INIS)

    2006-05-01

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

  8. MERIP - Design of Production Systems with focus on Human Ressources

    DEFF Research Database (Denmark)

    Jacobsen, Peter; Knudsen, Mads Kristian Lund

    1998-01-01

    ", "Employee-activated Production Development - MAPU", "Integrated Production Systems - IPS" and "Strategic Development of Staff - SUM". MERIP (Human resources in production) is a continuation of this type of projects, aiming at increasing the competitive power of the companies. However MERIP scientists want...... to involve the human resources in the production in new ways. Therefore the objective of the project is to develop methods for design of production systems, that use every possibility in human resources supported by the technology aiming at increasing the competitive power of the companies. The task force......The way in which the Industry has involved the human resources in production systems, has changed in last decades. Previously the human resources were mainly considered as means to link together the technical systems, while today they are key resources responsible for development, planning...

  9. Competency-based training model for human resource management and development in public sector

    Science.gov (United States)

    Prabawati, I.; Meirinawati; AOktariyanda, T.

    2018-01-01

    Human Resources (HR) is a very important factor in an organization so that human resources are required to have the ability, skill or competence in order to be able to carry out the vision and mission of the organization. Competence includes a number of attributes attached to the individual which is a combination of knowledge, skills, and behaviors that can be used as a mean to improve performance. Concerned to the demands of human resources that should have the knowledge, skills or abilities, it is necessary to the development of human resources in public organizations. One form of human resource development is Competency-Based Training (CBT). CBT focuses on three issues, namely skills, competencies, and competency standard. There are 5 (five) strategies in the implementation of CBT, namely: organizational scanning, strategic planning, competency profiling, competency gap analysis, and competency development. Finally, through CBT the employees within the organization can reduce or eliminate the differences between existing performance with a potential performance that can improve the knowledge, expertise, and skills that are very supportive in achieving the vision and mission of the organization.

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

    African Journals Online (AJOL)

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

  11. Human Resource Management: Managerial Efficacy in Recruiting and Retaining Teachers-- National Implications

    Science.gov (United States)

    Butcher, Jennifer; Kritsonis, William Allan

    2007-01-01

    Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…

  12. Human Resources Strategies in Romanian Tourism Companies

    Directory of Open Access Journals (Sweden)

    Tătăruşanu Maria

    2016-06-01

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

  13. The NASA Bed Rest Project

    Science.gov (United States)

    Rhodes, Bradley; Meck, Janice

    2005-01-01

    NASA s National Vision for Space Exploration includes human travel beyond low earth orbit and the ultimate safe return of the crews. Crucial to fulfilling the vision is the successful and timely development of countermeasures for the adverse physiological effects on human systems caused by long term exposure to the microgravity environment. Limited access to in-flight resources for the foreseeable future increases NASA s reliance on ground-based analogs to simulate these effects of microgravity. The primary analog for human based research will be head-down bed rest. By this approach NASA will be able to evaluate countermeasures in large sample sizes, perform preliminary evaluations of proposed in-flight protocols and assess the utility of individual or combined strategies before flight resources are requested. In response to this critical need, NASA has created the Bed Rest Project at the Johnson Space Center. The Project establishes the infrastructure and processes to provide a long term capability for standardized domestic bed rest studies and countermeasure development. The Bed Rest Project design takes a comprehensive, interdisciplinary, integrated approach that reduces the resource overhead of one investigator for one campaign. In addition to integrating studies operationally relevant for exploration, the Project addresses other new Vision objectives, namely: 1) interagency cooperation with the NIH allows for Clinical Research Center (CRC) facility sharing to the benefit of both agencies, 2) collaboration with our International Partners expands countermeasure development opportunities for foreign and domestic investigators as well as promotes consistency in approach and results, 3) to the greatest degree possible, the Project also advances research by clinicians and academia alike to encourage return to earth benefits. This paper will describe the Project s top level goals, organization and relationship to other Exploration Vision Projects, implementation

  14. Lithium Resources and Production: Critical Assessment and Global Projections

    Directory of Open Access Journals (Sweden)

    Steve H. Mohr

    2012-03-01

    Full Text Available This paper critically assesses if accessible lithium resources are sufficient for expanded demand due to lithium battery electric vehicles. The ultimately recoverable resources (URR of lithium globally were estimated at between 19.3 (Case 1 and 55.0 (Case 3 Mt Li; Best Estimate (BE was 23.6 Mt Li. The Mohr 2010 model was modified to project lithium supply. The Case 1 URR scenario indicates sufficient lithium for a 77% maximum penetration of lithium battery electric vehicles in 2080 whereas supply is adequate to beyond 2200 in the Case 3 URR scenario. Global lithium demand approached a maximum of 857 kt Li/y, with a 100% penetration of lithium vehicles, 3.5 people per car and 10 billion population.

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

    African Journals Online (AJOL)

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

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

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

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

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

    Directory of Open Access Journals (Sweden)

    John N. N. Ugoani

    2016-09-01

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

  18. Sustainable Human Resource Management in Religiously Diverse Regions: The Podlasie Case

    Directory of Open Access Journals (Sweden)

    Barbara Mazur

    2015-08-01

    Full Text Available The concept of sustainability seems fundamental for companies operating worldwide. Human resources are acknowledged to be among the most valuable assets for them. Even though literature shows that Sustainable Human Resource Management is an upcoming topic there is still limited research on the concept due to its initial state. Prior literature reveals a lack in the consideration of systematic links between sustainability and HRM. The purpose of the study is to present the sociological approach to Sustainable Human Resource Management. The paper contributes to the literature linking sustainability to the issues researched in HRM literature. In the introduction it discusses how the notion of sustainability has emerged and developed. Then the sociological approach to Sustainable Human Resource Management is briefly depicted. Next, Diversity Management is presented as the manifestation of the social approach to Sustainable Human Resource Management. To illustrate this approach, the empirical research is presented. It has been conducted among 32 companies operating in Podlasie region (northeastern part of Poland. The research tried to uncover the companies’ knowledge and consciousness of cultural (religious diversity. It also aimed at finding out whether this diversity was seen as an advantage and taken opportunity of or rather neglected in the companies. The results show the reception of diversity among larger and smaller enterprises in the Podlasie region. In general, smaller companies tend to know the religion of the worker more often, and therefore are able to take advantage of it. The larger companies tend to treat faith as a personal matter.

  19. The Human Genome Project: how do we protect Australians?

    Science.gov (United States)

    Stott Despoja, N

    It is the moon landing of the nineties: the ambitious Human Genome Project--identifying the up to 100,000 genes that make up human DNA and the sequences of the three billion base-pairs that comprise the human genome. However, unlike the moon landing, the effects of the genome project will have a fundamental impact on the way we see ourselves and each other.

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

    Directory of Open Access Journals (Sweden)

    Zdenko Stacho

    2013-01-01

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

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

    OpenAIRE

    Muhammed Kürşad Özlen

    2014-01-01

    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. The...

  2. THE MANAGEMENT AND THE DEVELOPMENT OF THE HUMAN RESOURCES IN THE PRE-UNIVERSITY EDUCATION

    Directory of Open Access Journals (Sweden)

    Luminita, ANDONE

    2014-11-01

    Full Text Available Through the management of the human resources it is provided the necessity of the workforce in an institution, on staff categories with the view of achieving the activities and the obtaining of the expected results. The descentralization of the budget institutions makes the obtaining of some principles of the human resources management to be essential so that they create the conditions of involving and participating in the institution activity, as we wish to live in a society where the fundamental values are creativity, liberty, pluralism and tolerance. The pre-university education institution(kindergartens, schools and high schools are not provided with a human resources manager. The descentralized management of the human resources level of the School County Inspectorate, the lack of a clear policy in the domain of the human resources ( at the level of the School County Inspectorate even if there is a management department of the human resources, those who work in this department do not have the necessary qualification, being selected teaching staff on certain criteria, and the unprofessional involvement of the local authorities, these being disruptive factors of the training-educational process.

  3. THE MANAGEMENT AND THE DEVELOPMENT OF THE HUMAN RESOURCES IN THE PRE-UNIVERSITY EDUCATION

    Directory of Open Access Journals (Sweden)

    Luminita, ANDONE

    2014-07-01

    Full Text Available Through the management of the human resources it is provided the necessity of the workforce in an institution, on staff categories with the view of achieving the activities and the obtaining of the expected results. The descentralization of the budget institutions makes the obtaining of some principles of the human resources management to be essential so that they create the conditions of involving and participating in the institution activity, as we wish to live in a society where the fundamental values are creativity, liberty, pluralism and tolerance. The pre-university education institution(kindergartens, schools and high schools are not provided with a human resources manager. The descentralized management of the human resources level of the School County Inspectorate, the lack of a clear policy in the domain of the human resources ( at the level of the School County Inspectorate even if there is a management department of the human resources, those who work in this department do not have the necessary qualification, being selected teaching staff on certain criteria, and the unprofessional involvement of the local authorities, these being disruptive factors of the training-educational process.

  4. Human resources as a factor of creating competitive advantages of the tourism enterprises

    Directory of Open Access Journals (Sweden)

    Boljević Agneš R.

    2014-01-01

    Full Text Available Human resources are the main factor in the process of creating and achieving competitive advantages of the modern enterprises. Therefore, in the focus of contemporary management are human resources their role and importance they have in every organizational system. Tourism is a labor-intensive economic activity which provides more than 200 million work places all over the world. The tourism share in the world GDP is about 10,5%, through the tourism over 12,5% of the total world export is realized and about 30% world trade of the services. Starting from these facts, the paper highlights the strategic importance of the human resources for every management and for national economy, too. Authors especially analyze the tourist activity and emphasis the basic characteristics of the human resources in the tourism.

  5. Matching of Resources and the Design of Organizations for Project Management

    NARCIS (Netherlands)

    Cunningham, S.

    2012-01-01

    This paper addresses a problem common to many high-technology firms. How can firms select and resource appropriate projects while balancing the needs of management as well as technologists? We argue that such problems result in social dilemmas for organizations, requiring practical institutional

  6. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

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

  7. Penny Burton - Chief Human Resources Officer | NREL

    Science.gov (United States)

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

  8. ELSI Bibliography: Ethical legal and social implications of the Human Genome Project

    Energy Technology Data Exchange (ETDEWEB)

    Yesley, M.S. [comp.

    1993-11-01

    This second edition of the ELSI Bibliography provides a current and comprehensive resource for identifying publications on the major topics related to the ethical, legal and social issues (ELSI) of the Human Genome Project. Since the first edition of the ELSI Bibliography was printed last year, new publications and earlier ones identified by additional searching have doubled our computer database of ELSI publications to over 5600 entries. The second edition of the ELSI Bibliography reflects this growth of the underlying computer database. Researchers should note that an extensive collection of publications in the database is available for public use at the General Law Library of Los Alamos National Laboratory (LANL).

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

    Directory of Open Access Journals (Sweden)

    Martin Šikýř

    2013-03-01

    Full Text Available Based on summarizing the results of the global research on human resource management and the author’s dissertation research on best practices in human resource management, the paper attempts to explain the essence of the positive relationship between best practices in human resource management and organizational performance and competitiveness. It supports the assumption that the essence is the optimal system of human resource management, based on proven best practices in job design, employee selection, performance management, employee compensation or employee training, that enables managers to achieve expected organizational performance and competitiveness by achieving desired employee abilities, motivation and performance. The author's dissertation research verified the theoretical assumptions about application of best practices in human resources management and through a questionnaire survey examined the views of executives and HR managers from Czech TOP 100 companies or the best employers in the Czech Republic.

  10. PROJECT MANAGEMENT FOR THE STATE-GOVERNED GEOLOGICAL EXPLORATION OF MINERAL RESOURCES

    Directory of Open Access Journals (Sweden)

    A. M. Lygin

    2018-03-01

    Full Text Available The relevance of the research. Creating high-efficient and innovation-oriented system of studying the subsoil and the mineral resource base is one of the priority areas of developing the geological sphere. The purpose of the present study is to substantiate the rationale for the adoption of the project management methods for the exploration work. Research methods: method of system analysis, method of comparison and analogies, and method of scientific generalization. The results and their application. This article deals with the content of the main standard legislative documents which determine the strategy and lines of the country’s geological sector development in the nearest future. The article discloses the purposes and their strategic objectives and the content of the state program of the Russian Federation called “Reproduction and use of natural resources”. The resource support of the program and its subroutines is also revealed. The structure of geological industry management in modern conditions is presented. The main activities for restructuring of the geological industry are set out. They include the following points. The transformation of the Federal state unitary enterprises of information and expert profile, the advancement of scientific organizations engaged in scientific and analytical support of performed public functions. These functions are concerned with the geological study of subsoil and reproduction of the mineral resource base, as well as improving its management. The consolidation of specialized geological organizations on the types of exploration and mining, and also the main results of reorganization of the enterprises is taken into account. All of the aforementioned is subordinated to and is conducted by the Federal Agency for subsoil management. The shortcomings of the current system of management of works on the state geological study of the subsoil were revealed at the expense of the Federal budget. The

  11. Human Resources practices and workplace environmental support

    Directory of Open Access Journals (Sweden)

    Noel Ngwenya

    2014-01-01

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

  12. HUMAN RESOURCE MANAGEMENT BEST PRACTICES AND FIRM PERFORMANCE: A UNIVERSALISTIC PERSPECTIVE APPROACH

    Directory of Open Access Journals (Sweden)

    Loo-See Beh

    2013-11-01

    Full Text Available The universalistic perspective of human resource management practices perceives that a set of practices can achieve competitive advantage and firm performance. This study sought to investigate the relationship between best human resource practices and firm performance. A descriptive survey research design was used to gather primary data using self-administered questionnaire. The study population (n=312 was comprised of non-executives, executives, managers, and top management from seven major insurance firms at headquarters in the Klang Valley, Malaysia. The study found that performance appraisal, internal communication, SHRM alignment in the organization, and career planning were the human resource management best practices.

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    International Nuclear Information System (INIS)

    2008-01-01

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

  16. Project Management Personnel Competencies Evaluation

    Directory of Open Access Journals (Sweden)

    Paul POCATILU

    2006-01-01

    Full Text Available An important factor for the success management of IT projects is the human resource. People involved in the project management process have to be evaluated. In order to do that, same criteria has to be specified. This paper describes some aspects regarding the personnel evaluation.

  17. Human Resource Outsourcing Success

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul-Halim

    2014-07-01

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

  18. [Management human resources].

    Science.gov (United States)

    Schena, F P

    2004-01-01

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

  19. Idaho National Laboratory Cultural Resource Monitoring Report for 2013

    Energy Technology Data Exchange (ETDEWEB)

    Williams, Julie B. [Idaho National Lab. (INL), Idaho Falls, ID (United States)

    2013-10-01

    This report describes the cultural resource monitoring activities of the Idaho National Laboratory’s (INL) Cultural Resource Management (CRM) Office during 2013. Throughout the year, thirty-eight cultural resource localities were revisited including: two locations with Native American human remains, one of which is also a cave; fourteen additional caves; seven prehistoric archaeological sites ; four historic archaeological sites; one historic trail; one nuclear resource (Experimental Breeder Reactor-I, a designated National Historic Landmark); and nine historic structures located at the Central Facilities Area. Of the monitored resources, thirty-three were routinely monitored, and five were monitored to assess project compliance with cultural resource recommendations along with the effects of ongoing project activities. On six occasions, ground disturbing activities within the boundaries of the Power Burst Facility/Critical Infrastructure Test Range Complex (PBF/CITRC) were observed by INL CRM staff prepared to respond to any additional finds of Native American human remains. In addition, two resources were visited more than once as part of the routine monitoring schedule or to monitor for additional damage. Throughout the year, most of the cultural resources monitored had no visual adverse changes resulting in Type 1determinations. However, Type 2 impacts were noted at eight sites, indicating that although impacts were noted or that a project was operating outside of culturally cleared limitations, cultural resources retained integrity and noted impacts did not threaten National Register eligibility. No new Type 3 or any Type 4 impacts that adversely impacted cultural resources and threatened National Register eligibility were observed at cultural resources monitored in 2013.

  20. 2008 Human Resources Development Programmes in Nigerian ...

    African Journals Online (AJOL)

    Gbaje E.S

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