WorldWideScience

Sample records for human resource sector

  1. Strategic Human Resource Management and the Australian Public Sector

    Directory of Open Access Journals (Sweden)

    Karen MANNING

    2010-06-01

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

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

    Science.gov (United States)

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

    2016-11-21

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

  3. The Place of Human Resource Management Department in Private and Public Sector Organisations in Lithuania

    Directory of Open Access Journals (Sweden)

    Asta Stankevičienė

    2015-02-01

    Full Text Available Growing strategic significance of the human capital develops the demand of new human resource management functions, which requires constructive participation of the human resource department in the process of formation and implementation of the organisational strategy. The extent to which a human resource department is given a possibility to implement their strategic role can be explained by the place of the department within the organizational structure. The aim of the article is to identify the place human resource departments hold in private and public sector organisations in Lithuania: their role, status and functions in strategic management of organisations. To achieve this aim the survey of human resource department managers and specialists of 160 private sector and 152 public sector organisations in Lithuania was conducted. Results of the survey also aimed to demonstrate the importance of performed functions of human resource departments at present and in perspective. The research revealed that despite of recognised importance of human resource management in both private and public sector organizations of Lithuania, human resource departments remain on the level of service rather than strategic units.

  4. The Human Resource crisis in the Zambian Health Sector – a ...

    African Journals Online (AJOL)

    Objectives: The human resource crisis facing the Zambian health sector has potential to derail existing health programs including millennium development goals. This paper will highlight the underpinning factors, analyze current interventions and propose alternative solutions to this crisis. Design: The study was done ...

  5. Human resource practices and affective organisational commitment: A sectoral comparative study

    Directory of Open Access Journals (Sweden)

    Renier Steyn

    2017-01-01

    Full Text Available Orientation: Organisational commitment (OC is often depicted as a desirable employee attitude and relates to organisational performance. Little research has been carried out on the (Human Resource HR practices–OC relationship within the South African context, and specifically with regard to this relationship across various sectors.Research purpose: The purpose of this contribution is to specify the HR practices–OC relationship, within South Africa, and specifically across various sectors.Motivation for the study: It addresses the important matter of OC, a necessary requirement for sustaining organisations, through effective delivery of HR practices.Research design, approach and method: This study is based on a cross-sectional survey design, collecting primary data on HR practices and OC from South African employees in public and private sector organisations, as well as state-owned entities.Main findings: Minimal practically significant mean scored differences were detected among HR practices delivered per sector. Furthermore, a positive link between effective HR practices and OC was found within each of the three sectors, but this relationship was sector-specific.Practical implications: The findings of this study offer a new, contextualised perspective on the HR practices–OC relationship. The data gathered could assist practitioners in reshaping HR policies – and particularly practices – to suit their specific sector.Contribution and value add: The findings of this study are expected to offer valuable insight into the deferential management along sector lines. They also reiterate the importance of localised research and caution practitioners not to transfer research findings to local settings without a thorough investigation of local research.

  6. Human resource strategies and organizational performance in the hotel sector: the role of organizational capabilities

    Directory of Open Access Journals (Sweden)

    Leilianne Michelle Trindade da Silva Barreto

    2014-09-01

    Full Text Available The general objective of this research was to establish relationships among the settings of human resource strategies, organizational capabilities and organizational performance in the hotel sector. A descriptive and relational study, with a quantitative approach, was developed in hotels of the principal tourist destinations of four states in the Northeast Region of Brazil. The relationships discovered confirm the super positioning proposed by Cameron and Quinn (2006 between the human resource strategies of the Competing Values Model and the organizational capabilities of Ulrich’s (1998 Multiple Roles Model. Complementary analyses present testimony that hotels that are able to develop the four organizational capabilities in a equilibrated form, manage to reach higher performance.

  7. Corporate Governance and Human Resource Management in Nigeria’s Downstream Petroleum Sector

    Directory of Open Access Journals (Sweden)

    Oyewunmi Olabode A.

    2017-06-01

    Full Text Available The emergence of a ‘new world economy’ makes it imperative for corporate entities to adjust their corporate values, practices and internal processes. This paper explored the interrelatedness of selected corporate governance practices and human resource management outcomes. The paper relied on established corporate management theories as a platform for empirical consideration of selected issues relative to four established players in Nigeria’s downstream petroleum sector. A descriptive method was adopted and data was collected via a survey of 112 respondents. Contextual arguments were captured to achieve a robust appreciation of issues affecting individual participation and operations of corporate entities. The study found that there is a significant relationship between corporate governance practices and human resource management outcomes. Requisite conclusions and recommendations were provided in the light of empirical and theoretical findings.

  8. THE MAIN DEFICIENCIES IN THE IMPLEMENTATION OF THE SECTORAL OPERATIONAL PROGRAMME HUMAN RESOURCES DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    Pautu Sorina

    2013-07-01

    Full Text Available The absorption of EU funds for Romania is a necessity in the nowadays context. The slow pace of absorption of these structural funds earmarked for Romania as EU member state is a deficiency with negative effects on the economic and social development of our country. Their low absorption shows deficiencies in their coordination and implementation at central level and also at the level of beneficiaries. Their coordinative authorities, in particular the Managing Authority of Structural Instruments, together with its subordinated institutions presents deficiencies in their coordination and implementation as having negative effects on their absorption. The main weaknesses identified on national level mainly consist in the lack of specialized personnel, in excessive bureaucracy and a mismatch of national legislation with the European one. The lack of transparency and change is specific to these structural funds, representing deficiencies that lead to beneficiaries’ discouragement to implement projects financed from structural funds. In the Sectoral Operational Programme, the Human Resources Development Program is a leader in the rate of absorption but it also has the largest number of problems and deficiencies in implementation. Due to the deficiencies identified by the auditing European Commission of the Sectoral Operational Programme Human Resources Development, payments were suspended for a period of four months. Following this situation, it was necessary to implement the necessary corrective measures at the level of POSDRU, leading to its release. Taking action and removing the deficiencies at the POSDRU level, and also at the level of other operational programs, it is a necessity and a priority to increase the absorption of these funds. The main measures that need to be taken mainly consist of training the personnel involved in the management of these funds, reimbursements release funds to the final beneficiaries, creating a more transparent

  9. Human resources: the Cinderella of health sector reform in Latin America

    Directory of Open Access Journals (Sweden)

    Ugalde Antonio

    2005-01-01

    Full Text Available Abstract Human resources are the most important assets of any health system, and health workforce problems have for decades limited the efficiency and quality of Latin America health systems. World Bank-led reforms aimed at increasing equity, efficiency, quality of care and user satisfaction did not attempt to resolve the human resources problems that had been identified in multiple health sector assessments. However, the two most important reform policies – decentralization and privatization – have had a negative impact on the conditions of employment and prompted opposition from organized professionals and unions. In several countries of the region, the workforce became the most important obstacle to successful reform. This article is based on fieldwork and a review of the literature. It discusses the reasons that led health workers to oppose reform; the institutional and legal constraints to implementing reform as originally designed; the mismatch between the types of personnel needed for reform and the availability of professionals; the deficiencies of the reform implementation process; and the regulatory weaknesses of the region. The discussion presents workforce strategies that the reforms could have included to achieve the intended goals, and the need to take into account the values and political realities of the countries. The authors suggest that autochthonous solutions are more likely to succeed than solutions imported from the outside.

  10. Human Resource Management Practices and Employees’ Satisfaction Towards Private Banking Sector in Bangladesh

    Directory of Open Access Journals (Sweden)

    Md. Tofael Hossain Majumder

    2012-01-01

    Full Text Available Dramatic advances of Information and Communication Technology (ICT, changing mix and personal values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hyper-competitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study, some statistical measures such as Z-test, mean and proportion analysis is used to examine employee’s satisfaction. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh does not satisfied to the employees equally. Most of the employees are dissatisfied with compensation package followed by reward and motivation, career growth, training and development, management style, and job design and responsibilities. So, these HRM dimensions quality should be improved for the betterment of the bank’s success.

  11. Human ResourceManagement Practices and Employee Performance in Banking Sector of Bangladesh

    Directory of Open Access Journals (Sweden)

    Abdus Salam Sarker

    2017-05-01

    Full Text Available In the first growing banking sector like Bangladesh, there are 56 banks offered financial services with different stratagem and always looking for faster growth through employee performance by all means. Performance assessment is highly important while achieving the goals of the organization and determining the individual contributions to the organization. The purpose is to measure the effect of human resource (HR practices on the employee performance in banking sector of Bangladesh. The research has performed through a sample survey on convenience sampling based data set about 328 different levels of employees from the banks in different locations of Bangladesh. A structured questionnaire was used to collect primary data related to some HR issues namely- institutional Commitment and motivation, Employee relations, Compensation, Physical Work Environment, Training & Development, Promotion, Job Satisfaction (independent variables and the employee performance (dependent variable of the designed banks. The study revealed that all the HR practices except compensation and training & development have significant impact on the employee performance in the banking industry of Bangladesh. The findings of study provide a clear guidance to the banking practitioners/policy makers to take further steps in achieving the organizational goal through the employee performance.

  12. The Place of Human Resource Management Department in Private and Public Sector Organisations in Lithuania

    OpenAIRE

    Asta Stankevičienė; Julija Šarupičiūtė

    2014-01-01

    Growing strategic significance of the human capital develops the demand of new human resource management functions, which requires constructive participation of the human resource department in the process of formation and implementation of the organisational strategy. The extent to which a human resource department is given a possibility to implement their strategic role can be explained by the place of the department within the organizational structure. The aim of the article is to identify...

  13. Quality Service in the International Hotel Sector: A Catalyst for Strategic Human Resource Development?

    Science.gov (United States)

    Maxwell, Gill; Watson, Sandra; Quail, Samantha

    2004-01-01

    This paper analyses the nature of, and relationship between, a quality service initiative and the concept of strategic human resource development. Hilton International is the case study used for this analysis. The principal finding is that the quality initiative is acting as a catalyst for a strategic approach to human resource development to…

  14. Economic planning and equilibrium growth of human resources and capital in health-care sector: Case study of Iran.

    Science.gov (United States)

    Mahboobi-Ardakan, Payman; Kazemian, Mahmood; Mehraban, Sattar

    2017-01-01

    During different planning periods, human resources factor has been considerably increased in the health-care sector. The main goal is to determine economic planning conditions and equilibrium growth for services level and specialized workforce resources in health-care sector and also to determine the gap between levels of health-care services and specialized workforce resources in the equilibrium growth conditions and their available levels during the periods of the first to fourth development plansin Iran. In the study after data collection, econometric methods and EViews version 8.0 were used for data processing. The used model was based on neoclassical economic growth model. The results indicated that during the former planning periods, although specialized workforce has been increased significantly in health-care sector, lack of attention to equilibrium growth conditions caused imbalance conditions for product level and specialized workforce in health-care sector. In the past development plans for health services, equilibrium conditions based on the full employment in the capital stock, and specialized labor are not considered. The government could act by choosing policies determined by the growth model to achieve equilibrium level in the field of human resources and services during the next planning periods.

  15. Economic planning and equilibrium growth of human resources and capital in health-care sector: Case study of Iran

    Science.gov (United States)

    Mahboobi-Ardakan, Payman; Kazemian, Mahmood; Mehraban, Sattar

    2017-01-01

    CONTEXT: During different planning periods, human resources factor has been considerably increased in the health-care sector. AIMS: The main goal is to determine economic planning conditions and equilibrium growth for services level and specialized workforce resources in health-care sector and also to determine the gap between levels of health-care services and specialized workforce resources in the equilibrium growth conditions and their available levels during the periods of the first to fourth development plansin Iran. MATERIALS AND METHODS: In the study after data collection, econometric methods and EViews version 8.0 were used for data processing. The used model was based on neoclassical economic growth model. RESULTS: The results indicated that during the former planning periods, although specialized workforce has been increased significantly in health-care sector, lack of attention to equilibrium growth conditions caused imbalance conditions for product level and specialized workforce in health-care sector. CONCLUSIONS: In the past development plans for health services, equilibrium conditions based on the full employment in the capital stock, and specialized labor are not considered. The government could act by choosing policies determined by the growth model to achieve equilibrium level in the field of human resources and services during the next planning periods. PMID:28616419

  16. Oracle HRMS for the human resources management in the public sector

    OpenAIRE

    Vatuiu, Teodora; Ion LUNGU

    2008-01-01

    Oracle Human Resources (Oracle HRMS) represents a strong set of applications for the optimization of the human capital an organization disposes of. In the new economy, based on the Internet, the optimum usage of work force is one of the imperatives in e-business. In order to successfully meet this target, an organization needs a simple and efficient system for the administration of the human capital.

  17. The Role of Human Resource Management Practice Mediated by Knowledge Management (Study on companies from ICT sector, Croatia

    Directory of Open Access Journals (Sweden)

    Marina Klacmer Calopa

    2015-05-01

    Full Text Available This paper integrates theories and findings of the role of human resources management (HRM in the process of knowledge management (KM in the information and communication technologies (ICT sector in Croatia.In order to succeed, companies must prevent the loss of knowledge. Therefore, they must recognize the importance of human resources as the main factor of business. Only knowledge management enables knowledge sharing.Furthermore, applications of information technology (IT in the field of HRM can prevent the loss of knowledge and arise the transfer of knowledge among employees.For the purpose of this paper, a survey regarding human resource and knowledge management in IT companies is conducted in order to analyze the structure of HR and the importance of knowledge sharing in an organization.

  18. The Human Resource crisis in the Zambian Health Sector – a ...

    African Journals Online (AJOL)

    USER

    Conclusion: The human resource crisis in Zambia has reached a disastrous stage with the health system at breaking point. Corrective measures have been started but these need to be strengthened and as comprehensive as can be. There is also need for innovation to consider other solutions that have not been tried ...

  19. Human Resource Management Practices and Employees’ Satisfaction Towards Private Banking Sector in Bangladesh

    OpenAIRE

    Md. Tofael Hossain Majumder

    2012-01-01

    Dramatic advances of Information and Communication Technology (ICT), changing mix and personal values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hyper-competitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employ...

  20. Climate change and its effect on agriculture, water resources and human health sectors in Poland

    Directory of Open Access Journals (Sweden)

    M. Szwed

    2010-08-01

    Full Text Available Multi-model ensemble climate projections in the ENSEMBLES Project of the EU allowed the authors to quantify selected extreme-weather indices for Poland, of importance to climate impacts on systems and sectors. Among indices were: number of days in a year with high value of the heat index; with high maximum and minimum temperatures; length of vegetation period; and number of consecutive dry days. Agricultural, hydrological, and human health indices were applied to evaluate the changing risk of weather extremes in Poland in three sectors. To achieve this, model-based simulations were compared for two time horizons, a century apart, i.e., 1961–1990 and 2061–2090. Climate changes, and in particular increases in temperature and changes in rainfall, have strong impacts on agriculture via weather extremes – droughts and heat waves. The crop yield depends particularly on water availability in the plant development phase. To estimate the changes in present and future yield of two crops important for Polish agriculture i.e., potatoes and wheat, some simple empirical models were used. For these crops, decrease of yield is projected for most of the country, with national means of yield change being: –2.175 t/ha for potatoes and –0.539 t/ha for wheat. Already now, in most of Poland, evapotranspiration exceeds precipitation during summer, hence the water storage (in surface water bodies, soil and ground decreases. Summer precipitation deficit is projected to increase considerably in the future. The additional water supplies (above precipitation needed to use the agro-potential of the environment would increase by half. Analysis of water balance components (now and in the projected future can corroborate such conclusions. As regards climate and health, a composite index, proposed in this paper, is a product of the number of senior discomfort days and the number of seniors (aged 65+. The value of this index is projected to increase over 8-fold during

  1. Health sector reforms and human resources for health in Uganda and Bangladesh: mechanisms of effect

    Directory of Open Access Journals (Sweden)

    Kielmann Tara

    2007-02-01

    Full Text Available Abstract Background Despite the expanding literature on how reforms may affect health workers and which reactions they may provoke, little research has been conducted on the mechanisms of effect through which health sector reforms either promote or discourage health worker performance. This paper seeks to trace these mechanisms and examines the contextual framework of reform objectives in Uganda and Bangladesh, and health workers' responses to the changes in their working environments by taking a 'realistic evaluation' approach. Methods The study findings were generated by triangulating both qualitative and quantitative methods of data collection and analysis among policy technocrats, health managers and groups of health providers. Quantitative surveys were conducted with over 700 individual health workers in both Bangladesh and Uganda and supplemented with qualitative data obtained from focus group discussions and key interviews with professional cadres, health managers and key institutions involved in the design, implementation and evaluation of the reforms of interest. Results The reforms in both countries affected the workforce through various mechanisms. In Bangladesh, the effects of the unification efforts resulted in a power struggle and general mistrust between the two former workforce tracts, family planning and health. However positive effects of the reforms were felt regarding the changes in payment schemes. Ugandan findings show how the workforce responded to a strong and rapidly implemented system of decentralisation where the power of new local authorities was influenced by resource constraints and nepotism in recruitment. On the other hand, closer ties to local authorities provided the opportunity to gain insight into the operational constraints originating from higher levels that health staff were dealing with. Conclusion Findings from the study suggest that a reform planners should use the proposed dynamic responses model to

  2. Hospital volunteerism as human resource solution: Motivation for both volunteers and the public health sector

    Directory of Open Access Journals (Sweden)

    Guinevere M. Lourens

    2017-01-01

    Full Text Available Background: A volunteer programme with 50 registered volunteers was established in 2007 at a secondary-level public, semi-rural regional hospital in the Cape Winelands, South Africa. This was a rapid response to the extensive renovations and system changes brought about by the hospital revitalisation initiated in 2006 and the resultant expanded services, which required additional human resources. This study describes the hospital volunteer programme and provides hospital administrators with practical planning guidance for hospital volunteer programme implementation.Purpose: The purpose of this study is to (1 describe the outcomes of the hospital volunteer programme implementation intervention and (2 to make sound recommendations for volunteer programme implementation.Methodology and approach: A qualitative case-study methodology was employed using purposive sampling as a technique. Participants were recruited from a public hospital in the Western Cape. A case-study design was applied to explore the hospital volunteer programme implementation. In-depth interviews and a focus group discussion with thematic content analysis of transcripts as well as document reviews were conducted to conclude the study during 2015. The key participants were individually interviewed and included two members of the hospital management, two volunteers and one volunteer coordinator. A focus group discussion consisting of three volunteers was also conducted.Findings: The findings of this study indicate that a volunteer programme can meet needs and be a motivational force for both the individual volunteer and the organisation. However, it requires co-ordination and some secure funding to remain sustainable. Such a programme holds huge benefits in terms of human resource supplementation, organisational development, as well as the possibility of gainful employment for the previously unemployed.Practical implications: In practice, a health service contemplating a volunteer

  3. SIMULATION OF INTERNAL AUDIT WITHIN THE DEPARTMENT OF HUMAN RESOURCES IN AN ECONOMIC ENTITY FROM THE PUBLIC SECTOR

    Directory of Open Access Journals (Sweden)

    BOGDAN RĂVAŞ

    2015-12-01

    Full Text Available The theoretical research in the fields - internal audit and human resources aims to explain why successful companies have failed to implement effective strategies and policies and effective internal audit and human resources through the application of appropriate models for assessment and analysis activities and specific processes and identifying good practices. The scientific approach was based on the analysis of the operational performance of processes and activities of internal audit and human resources and the size analysis behaviours of the organization as a component of the human resources strategy, which together with marketing strategy and production, are part of a strategic plan of the company.

  4. AN OVERVIEW OF HUMAN RESOURCES IN SCIENCE AND TECHNOLOGY (HRST FROM RESEARCH DEVELOPMENT AND INNOVATION (RDI SECTOR DURING 1993-2009 IN ROMANIA

    Directory of Open Access Journals (Sweden)

    NICOLOV MIRELA

    2011-12-01

    Full Text Available The present paper present a study done on the Human Resources in Science and Technology (HRST in Research Development and Innovation (RDI sector in Romania during 1993-2009 .This paper started from the elements defined in Canberra Manual based on the qualification and occupation. Labor force in this study refers to university level and technician level as skill from education. These definitions from Canberra Manual for HRST were used in the present paper in reference to all the researchers in Romania for different areas of research as engineering and technology sciences domains, natural and exact sciences, medical sciences, agricultural science, social sciences and humanities. After a short presentation of the US origin of the Human Resources in Science and Technology Management and the situation from Europe, the present paper are dealing with the area of the Human Resources in Science and Technology system from Romania, the sector of Research Development and Innovation. This study is focused on the employees by categories of the activities in research, development and innovation sector. We took into account the employees with different categories of graduation diploma which are working in the fields of research and development activities too. Samples data were took from Tempo online database from National Institute of Statistics from Romania, updated database in 21 of October in 2010.Data were took for simulations in December 2010. We try to do a simulation on the evolution of Human Resources in Science and Technology (HRST in Research Development and Innovation (RDI sector in Romania during this period (1993-2009 and we observed that real data fitting on a regression curve of sixth degree whose coefficients were defined during this study. This type of simulation can be good for future forecasting for Human Resources in Science and Technology in Research Development and Innovation (RDI sector in Romania. The present study is part of Doctoral

  5. National Electric Sector Cybersecurity Organization Resource (NESCOR)

    Energy Technology Data Exchange (ETDEWEB)

    None, None

    2014-06-30

    The goal of the National Electric Sector Cybersecurity Organization Resource (NESCOR) project was to address cyber security issues for the electric sector, particularly in the near and mid-term. The following table identifies the strategies from the DOE Roadmap to Achieve Energy Delivery Systems Cybersecurity published in September 2011 that are applicable to the NESCOR project.

  6. The rate of the productivity of human resources, capital, and energy in sub-sectors of industry during 1991-2011

    Directory of Open Access Journals (Sweden)

    Morteza Parandakh

    2015-12-01

    Full Text Available This study estimated the rate of productivity of human resources, capital, and energy (electricity in a selection of sub-sectors of industry (basic metals, chemicals, non-metallic minerals, rubber and plastic products, and food products during 1991-2011 using the econometric methods. For this purpose, first, the amount of the stability of the model's variables in time series was tested. Then, the existence of co-integration between them was determined and, finally, the productivity of the model was calculated using ARDL. According to the results, the elasticity of labor force, capital and energy were 1.07, 1.47 and -0.23, respectively.

  7. Conditions for development of human resources in the private and public sector in the Pelagonia region in the Republic of Macedonia

    Directory of Open Access Journals (Sweden)

    Dr.Sc. Lidija Stefanovska

    2012-12-01

    Full Text Available With the intention of having a successful performance of organizations, in conditions of increased competition in particular, human resources and their development are of utmost importance. The uniqueness of these resources, above all, due to the capabilities and competencies they possess, which guarantee to the organization sustainable, long-term company competitiveness, requires their permanent professional development and advancement. The organizations that have this practice already gain relative advantage which on its part insures better strategic position in the frames of highly competitive environment. This research is in the direction of a real perception, ascertaining of assumptions and conditions and suggestions for human resources development. The basis for my knowledge is the reflections of the employees of their experiences in their organizations referring to the permanent professional development and advancement and the degree of satisfaction from work initiated in this context. The paper's title itself initiates draft measures that can be taken in course of inevitable change towards which all the organizations should be directed, in order to create climate for achieving aims, in direction of creating competitive organization, with effective ways of human resources development. In this paper, the results of the conducted research in the public and private sector in the Pelagonia region in the Republic of Macedonia are presented.

  8. Integrating human health into environmental impact assessment: case studies of Canada's Northern mining resource sector

    Energy Technology Data Exchange (ETDEWEB)

    Noble, B.F. [Univ. of Saskatchewan, Dept. of Geography, Saskatoon, SK (Canada)]. E-mail: b.noble@usask.ca; Bronson, J.E. [Stantec Consulting, Saskatoon, SK (Canada)]. E-mail: Jbronson@stantec.com

    2005-12-15

    This paper examines the integration of human health considerations into environmental impact assessment (EIA) in the Canadian North. Emphasis is placed on the northern mining sector, where more land has been staked in the past decade than in the previous 50 years combined. Using information from interviews with northern EIA and health practitioners and reviews of selected project documents, we examined three principal mining case studies, northern Saskatchewan uranium mining operations, the Ekati diamond project, and the Voisey's Bay mine/mill project, to determine whether and how health considerations in EIA have evolved and the current nature and scope of health integration. Results suggest that despite the recognized link between environment and health and the number of high-profile megaprojects in Canada's North, human health, particularly social health, has not been given adequate treatment in northern EIA. Health considerations in EIA have typically been limited to physical health impacts triggered directly by project-induced environmental change, while social and other health determinants have been either not considered at all, or limited to those aspects of health and well-being that the project proponent directly controlled, namely employment opportunities and worker health and safety. In recent years, we have been seeing improvements in the scope of health in EIA to reflect a broader range of health determinants, including traditional land use and culture. However, there is still a need to adopt impact mitigation and enhancement measures that are sensitive to northern society, to monitor and follow up actual health impacts after project approval, and to ensure that mitigation and enhancement measures are effective. (author)

  9. Responsabilidad social y competitividad en las organizaciones del sector del automóvil: un enfoque de recursos humanos = Corporate social responsibility and competitiveness in the automotive sector: a focus on human resources

    Directory of Open Access Journals (Sweden)

    José Antonio Martínez Navarrete

    2014-12-01

    Full Text Available El ejercicio de la Responsabilidad Social y la divulgación de sus resultados son aspectos a tener en cuenta por las empresas en el contexto actual. Su importancia se encuentra en las diferentes ventajas competitivas que puedan obtener de la puesta en marcha voluntaria de medidas socialmente responsables, lo cual proporcionará ventajas competitivas a la empresa. Uno de los aspectos fundamentales de la responsabilidad es de índole interna, consistente en una gestión eficiente de los Recursos Humanos, proporcionando mayores índices de calidad laboral y repercutiendo directamente en la competitividad de la empresa. Con esta base teórica este trabajo analiza el sector del automóvil en España intentando determinar hasta qué punto la divulgación de acciones responsables de las empresas del sector están considerando las políticas de gestión del capital humano como un eje vertebrador de la misma. The exercise of social responsibility and disclosure of results are issues to be considered by companies in the current context. Its importance lies in the different competitive advantages they can get from the start up of socially responsible voluntary measures, which will provide the company competitive advantages. One of the fundamental aspects of accountability is internal, consisting in the efficient management of human resources by providing higher rates of labor quality and directly affecting the competitiveness of the company. With this theoretical basis, this paper analyzes the automobile sector in Spain trying to determine to what extent the disclosure of responsible actions of companies in the sector are considering policies to manage human capital as a backbone of it

  10. 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.

  11. Competences and evaluation of human resource performance in the tourism sector. The case of Ambato-Ecuador

    Directory of Open Access Journals (Sweden)

    Mary Elizabeth Cruz Lascano

    2016-11-01

    Full Text Available Personnel evaluation is a tool and not an end in itself. It is a means to obtain data and information that can be registered, processed and channeled to improve human performance in organizations. There are several management practices that meet the needs of the time and the predominant structure of organizations, however, change is the only constant as far as human behavior is concerned, because of this, all the time are analyzing and researching new ways to evaluate staff performance in business, with the sole purpose of creating spaces of motivation to ensure the involvement of staff in achieving business goals. At the time, results have been achieved, but there is way to go, the analysis of the information obtained through a survey undertaken several staff tourist establishments in the city, will be the basis to determine the evaluation methodology in order to enhance the skills of those who are the driving force within the company, collaborators.

  12. Challenges in preparing human resources for the production sector involving fields with marginal accumulations; Desafios na capacitacao de recursos humanos para o setor de producao em campos com acumulacoes marginais

    Energy Technology Data Exchange (ETDEWEB)

    Oliveira, Paulo Cezar Paim de

    2009-07-01

    Among the main obstacles that operating companies in the exploration and production (E and P) sector of oil and natural gas worldwide currently face to develop their activities is the scarcity of qualified staff. The fast growth of investments in E and P during the recent years (higher than 10% per year), as a function of the increase in oil prices, has created a gap between the demand and the supply of skilled human resources. In Brazil, the demand-supply relation of the aforementioned human resources is even more critical because, beyond the increasing investments, the recent opening of the sector for the participation of private initiative, after more than 50 years of state monopoly, still encounters a natural concentration os specialized knowledge within PETROBRAS. For small operators, especially those in oil fields with marginal accumulations, such scarcity also causes an increase in costs. Given this scenery, educational institutions together with companies of the sector face the great challenge of developing the needed human resources with the pace and quality demanded. The appropriate equation and the adequate solution to this challenge will contribute to the success of the growing sector of small size independent E and P operators in the country. (author)

  13. Human Resource Management System

    OpenAIRE

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

    2013-01-01

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

  14. Job satisfaction and organizational commitment in human resources in the hotel sector of Cordoba (Spain: Influence of the type of contract and working day

    Directory of Open Access Journals (Sweden)

    Francisco González Santa Cruz

    2014-02-01

    Full Text Available Purpose: This paper aims to analyze the situation of job satisfaction and organizational commitment in the hospitality sector in Cordoba (Spain, trying to analyze the possible influence or relationship between contractual typology and time dedication to both constructs. Design/methodology/approach: Initial theoretical study of constructs and certain independent variables, design of a field work, approach of a number of assumptions associated with the study variables and application of statistical techniques, which lead, finally, to the main results and conclusions emanating from them. Findings and Originality/value: Contributions and Results: workers under permanent employment relationships have a higher level of organizational commitment, but not in the case of job satisfaction given its cyclical more than global character. Meanwhile, when the employees have a time part-time dedication their commitment is higher, as it allows a better reconciliation of work and family life. Research limitations/implications: To progress in research on these constructs it would be desirable to develop official statistical sources, allowing results which lead to the establishment of labour policies aimed at improving the welfare of workers. Practical implications: Among other programs, systems strategic compensation and performance evaluation can be better focused through knowledge of how the contractual relationships and time commitment of persons to whom they are addressed, influence the satisfaction and commitment of these. Originality/value: The better understanding of the relationships in the field of study of this article, allows hotel managers to adopt measures that encourage satisfaction and commitment of its human resources, through the pursuit of stable labour relations that allow reconciliation of family and working life.

  15. The crisis in human resources for health care and the potential of a 'retired' workforce: case study of the independent midwifery sector in Tanzania.

    Science.gov (United States)

    Rolfe, Ben; Leshabari, Sebalda; Rutta, Fredrik; Murray, Susan F

    2008-03-01

    The human resource crisis in health care is an important obstacle to attainment of the health-related targets for the Millennium Development Goals. One suggested strategy to alleviate the strain upon government services is to encourage new forms of non-government provision. Detail on implementation and consequences is often lacking, however. This article examines one new element of non-government provision in Tanzania: small-scale independent midwifery practices. A multiple case study analysis over nine districts explored their characteristics, and the drivers and inhibitors acting upon their development since permitted by legislative change. Private midwifery practices were found concentrated in a 'new' workforce of 'later life entrepreneurs': retired, or approaching retirement, government-employed nursing officers. Provision was entirely facility-based due to regulatory requirements, with approximately 60 'maternity homes' located mainly in rural or peri-urban areas. Motivational drivers included fear of poverty, desire to maintain professional status, and an ethos of community service. However, inhibitors to success were multiple. Start-up loans were scarce, business training lacking and registration processes bureaucratic. Cost of set-up and maintenance were prohibitively high, registration required levels of construction and equipping similar to government sector dispensaries. Communities were reluctant to pay for services that they expected from government. Thus, despite offering a quality of basic maternity care comparable to that in government facilities, often in poorly-served areas, most private maternity homes were under-utilized and struggling for sustainability. Because of their location and emphasis on personalized care, small-scale independent practices run by retired midwives could potentially increase rates of skilled attendance at delivery at peripheral level. The model also extends the working life of members of a professional group at a time of

  16. Needs-based human resources for health planning in Jamaica: using simulation modelling to inform policy options for pharmacists in the public sector.

    Science.gov (United States)

    Tomblin Murphy, Gail; MacKenzie, Adrian; Guy-Walker, Joan; Walker, Claudette

    2014-12-06

    Planning for human resources for health (HRH) is central to health systems strengthening around the world, including in the Caribbean and Jamaica. In an effort to align Jamaica's health workforce with the changing health needs of its people, a partnership was established between Jamaican and Canadian partners. The purpose of the work described in this paper is to describe the development and application of a needs-based HRH simulation model for pharmacists in Jamaica's largest health region. Guided by a Steering Committee of Jamaican stakeholders, a simulation modelling approach originally developed in Canada was adapted for the Jamaican context. The purpose of this approach is to promote understanding of how various factors affect the supply of and/or requirements for HRH in different scenarios, and to identify policy levers for influencing each of these under different future scenarios. This is done by integrating knowledge of different components of the health care system into a single tool that shows how changes to different parameters affect HRH supply or requirements. Data to populate the model were obtained from multiple administrative databases and key informants. Findings were validated with the Steering Committee. The model estimated an initial shortage of 110 full-time equivalent (FTE) pharmacists in the South East Region that, without intervention, would increase to a shortage of about 150 FTEs over a 15-year period. In contrast to the relatively small impact of a large enrollment increase in Jamaica's pharmacy training programme, interventions to increase recruitment of pharmacists to the public sector, or improve productivity - through, for example, the use of support staff and/or new technologies - may have much greater impact on reducing this shortage. The model represents an improvement on the HRH planning tools previously used in Jamaica in that it supports the estimation of HRH requirements based directly on measures of population health need

  17. Human Resource Planning

    Science.gov (United States)

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

    1977-01-01

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

  18. Outsourcing in Human Resource

    OpenAIRE

    Oliver Pamelan

    2017-01-01

    The research paper aimed to contribute to the literature of Human Resource Management Planning and employment through the widely used function of the outsourcing human resource. The research paper is based on the description of the process of outsourcing with the reference to the theories of outsourcing management activities. It also explained the effects of this function through measuring the benefits and drawbacks of the outsourcing human resource while planning the employment strategies. T...

  19. Human Resource Accounting System

    Science.gov (United States)

    Cerullo, Michael J.

    1974-01-01

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

  20. Human Resource Accounting

    Science.gov (United States)

    Woodruff, Robert L., Jr.

    1973-01-01

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

  1. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-12-01

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

  2. ANALYSIS OF AGRARIAN SECTOR RESOURCE PROVIDING IN UKRAINE

    Directory of Open Access Journals (Sweden)

    Iryna Bezpyata

    2016-11-01

    Full Text Available The aim of this article is an analysis of material well-being level in agrarian sector of economy by productive resources (by land, labour, hardware providing with that provides efficiency of economic activity and ground of basic directions of the rational bringing in and use of resource potential of agrarian sector of economy in Ukraine in market conditions. Research methodology consists in the use of statistical and economic research methods for analysis of productive resources using modern state of agriculture for period from 2010 to 2014 years. Research results show that the resource providing agrarian sector development can be defined as totality of certain types of resources (land, technological, labour, financial and sources of their forming, directly participating in the processes of agrarian sector economies development that can be mobilized with the purpose of providing the scale using of their potential possibilities and transition of agriculture to the qualitatively new state. Analysis of the modern state of material well-being of agrarian sector resources of economy in Ukraine is unsatisfactory and with every year gets worse. To overcome this problem agricultural commodity producers are unable only by themselves. For the improvement of the economic state of agrarian sector of economy in whole country and regional state support of home agricultural producer, stimulation of his activity is needed. And first of all the self-weighted investment policy of the state should become such measures in the agrarian sector of economy that will allow bringing in of greater amount of investment resources for the improvement of technical equipment at agricultural enterprises, development of production co-operation and products sale, introduction of personnel management modern methodology, increase in labour activity level in agrarian sector, realization of the permanent updating and increase in products quality control, etc. Practical value. Got

  3. Human Resource Planning

    OpenAIRE

    Lache Cãtãlina

    2011-01-01

    The objective of human resource planning is to adapt the human capital needed to develop the enterprises’ activities and to accomplish their priority objectives on the medium and/or short term. Human resource planning is a dynamic activity, time being an essential variable, both in what regards the quantitative side (adapting the number of jobs according to the organisation’s evolution in time) and the qualitative side (harmonising the jobs’ complexity with technological changes). The quantit...

  4. Strategic Human Resources Management

    National Research Council Canada - National Science Library

    Marta Muqaj

    2016-01-01

    Strategic Human Resources Management (SHRM) represents an important and sensitive aspect of the functioning and development of a company, business, institution, state, public or private agency of a country...

  5. ELECTRONIC HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Dr. M. Panneerselvam

    2017-01-01

    Electronic Human Resource Management is an essence the revolution of human resource functions to management and employees. These functions are typically used via intranet and web technology. This helps the organization to improve their standards where they can able to review and forward. All those documents can be viewed within a fraction of second with help of client and server links. The phenomenon of E- HRM deserves closer and more fundamental roots to HR activity. The E-HRM develops and b...

  6. Partnering for Learnware: Critical Success Factors in the Use of Learnware by Human Resources Sector Councils and Industry Associations in Canada = Partenariats pour les technologies d'apprentissage: Facteurs critiques de succes dans l'utilisation des technologies d'apprentissage par les conseils sectoriels des ressources humaines et les associations industrielles au Canada.

    Science.gov (United States)

    Stahmer, Anna; Green, Lyndsay

    The use of learnware by human resources sector councils and industry associations in Canada was examined to identify critical success factors in the use of technology-based training. Eight case studies--four involving sector councils and four involving industry associations that either have national mandates or distribute their products across…

  7. Exploitation of Natural Resources and the Public Sector in Greenland

    DEFF Research Database (Denmark)

    Nielsen, Søren Bo

    This paper considers the role of the public sector in future exploitation of non-renewable resources, especially minerals, in Greenland. The focus is on fiscal sustainability, principles for public sector involvement and the form of government take from mining activities. At present, the public...... to GDP. Hence, fiscal policy is quite far from being sustainable. Apart from a need for reforms, these facts also constrain the possible role of the public sector in future resource exploitation. In any case, the government should preferably adhere to strict principles when developing the mineral sector...... in Greenland. Furthermore, serious attention should be given to how to secure an appropriate government take from mineral activities. The paper discusses several types of taxes as well as financing models....

  8. 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 ...

  9. Cracking the Labor Market for Human Resource Planning.

    Science.gov (United States)

    Sum, Andy; And Others

    This publication is designed to increase the skills and knowledge of practicing human resource staff, private sector decision makers, and university students preparing for careers in the human resources field in the use of labor market and occupational information for policymaking and planning. Chapter 1 reviews human resource issues, concepts and…

  10. Humanidades Médicas,una contribución a la formación de recursos humanos en Salud Humanidades Médicas, a contribution to human resources formation within the Health Care sector

    Directory of Open Access Journals (Sweden)

    Luis Alfredo Díaz Cruz

    2010-08-01

    Full Text Available El artículo aborda aspectos significativos de las Ciencias Sociales y Humanísticas que perfeccionan la práctica profesional en la Salud y expone algunos de los desafíos, iniciativas y progresos de la publicación científica latinoamericana; específicamente los de la revista Humanidades Médicas. Más adelante se describen el impacto científico y social de una estrategia organizativa para contribuir a la formación integral de recursos humanos en el sector de la Salud a través de la revista, los resultados esperados y las principales acciones dentro del proceso editorial y aquellas que aumentarán el impacto de la revista como producto editorial.This article deals with key aspects of the Social Sciences and Humanities that improve the professional practice in Health Care, and presents some of the challenges, projects, and advances of Latin American scientific publication, especially those of the journal Humanidades Médicas. Later on, it describes the scientific and social impact of an organizational strategy to contribute to the integrated formation of human resources in the Health Care sector through the journal. The strategys prospective results and main tasks within the editorial process and those to increase the journals impact as an editorial product are taken into account, as well.

  11. 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...

  12. 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…

  13. Human Resource Utilization: Employers' Preference between ...

    African Journals Online (AJOL)

    Human Resource Utilization: Employers' Preference between Polytechnic and University Graduates in the Financial Sector of the Nigerian Economy. ... for university and polytechnic graduates. (ii) There is no significant relationship between employee's qualification and job allocation. (iii)There is no significant relationship ...

  14. Assessing global resource utilization efficiency in the industrial sector.

    Science.gov (United States)

    Rosen, Marc A

    2013-09-01

    Designing efficient energy systems, which also meet economic, environmental and other objectives and constraints, is a significant challenge. In a world with finite natural resources and large energy demands, it is important to understand not just actual efficiencies, but also limits to efficiency, as the latter identify margins for efficiency improvement. Energy analysis alone is inadequate, e.g., it yields energy efficiencies that do not provide limits to efficiency. To obtain meaningful and useful efficiencies for energy systems, and to clarify losses, exergy analysis is a beneficial and useful tool. Here, the global industrial sector and industries within it are assessed by using energy and exergy methods. The objective is to improve the understanding of the efficiency of global resource use in the industrial sector and, with this information, to facilitate the development, prioritization and ultimate implementation of rational improvement options. Global energy and exergy flow diagrams for the industrial sector are developed and overall efficiencies for the global industrial sector evaluated as 51% based on energy and 30% based on exergy. Consequently, exergy analysis indicates a less efficient picture of energy use in the global industrial sector than does energy analysis. A larger margin for improvement exists from an exergy perspective, compared to the overly optimistic margin indicated by energy. Copyright © 2012 Elsevier B.V. All rights reserved.

  15. Human resource management

    OpenAIRE

    Balážová, Barbora

    2008-01-01

    Human resource management is currently regarded as one of the most important areas of management of the organization. Its task is to ensure and maintain sufficient number of skilled and motivated employees and their optimum use to achieve the planned prosperity and competitiveness of the organization. This task is pursued through partial personnel activities (the creation and analysis of jobs, personnel planning, acquisition, selection, recruitment and orientation of staff, evaluation and com...

  16. Human Resource Management Roles

    OpenAIRE

    Tamara R. Mitchell

    2017-01-01

    The roles of Human Resource and Management play a vital role in the success of the organization. Internal recruitment is more valuable than external recruitment because it is less expensive, the employee’s skills are well known and companies that do internal recruitment have an important tool to boost morale in the organization. Performance management is an important part of an organization. The most important thing is that it strengthens the supervisor and employee relationship and promotes ...

  17. 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.

  18. 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.

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2013-01-01

    This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above. The purpose of this paper is to demonstrate through a critical analysis of concepts, that in this era of change and uncertainty, attention to human resources of an organization has changed radically. It can be seen by analyzing the definitions, evol...

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2013-01-01

    This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above. The purpose of this paper is to demonstrate through a critical analysis of concepts, that in this era of change and uncertainty, attention to human resources of an organization has changed radically. It can be seen by analyzing the definitions, e...

  1. 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.

  2. 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…

  3. 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…

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

    Science.gov (United States)

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

    2016-01-01

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

  5. Managing Human Resource Learning for Innovation

    DEFF Research Database (Denmark)

    Nielsen, Peter

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

  6. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

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

  7. ANALYSIS OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Anis Cecilia - Nicoleta

    2010-07-01

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

  8. GUIDELINES IN HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Neves, Carmo; Galvão, Ana Maria; Pereira, Fernando

    2013-01-01

    The purpose of this communication is to address the management of human resources in the organizations. The aim is to discuss a range of issues that are likely to be applied in the management of human resources, such as management skills, organizational development, and administrational management (also known as payroll issues). Reference is also made to some support tools for decision making as well as the coaching process in the management of human resources. The methodology ...

  9. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

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

  10. Effects of spatially distributed sectoral water management on the redistribution of water resources in an integrated water model

    Science.gov (United States)

    Voisin, Nathalie; Hejazi, Mohamad I.; Leung, L. Ruby; Liu, Lu; Huang, Maoyi; Li, Hong-Yi; Tesfa, Teklu

    2017-05-01

    Realistic representations of sectoral water withdrawals and consumptive demands and their allocation to surface and groundwater sources are important for improving modeling of the integrated water cycle. To inform future model development, we enhance the representation of water management in a regional Earth system (ES) model with a spatially distributed allocation of sectoral water demands simulated by a regional integrated assessment (IA) model to surface and groundwater systems. The integrated modeling framework (IA-ES) is evaluated by analyzing the simulated regulated flow and sectoral supply deficit in major hydrologic regions of the conterminous U.S, which differ from ES studies looking at water storage variations. Decreases in historical supply deficit are used as metrics to evaluate IA-ES model improvement in representating the complex sectoral human activities for assessing future adaptation and mitigation strategies. We also assess the spatial changes in both regulated flow and unmet demands, for irrigation and nonirrigation sectors, resulting from the individual and combined additions of groundwater and return flow modules. Results show that groundwater use has a pronounced regional and sectoral effect by reducing water supply deficit. The effects of sectoral return flow exhibit a clear east-west contrast in the hydrologic patterns, so the return flow component combined with the IA sectoral demands is a major driver for spatial redistribution of water resources and water deficits in the US. Our analysis highlights the need for spatially distributed sectoral representation of water management to capture the regional differences in interbasin redistribution of water resources and deficits.

  11. Three Essays on Human Capital in the Public Sector

    OpenAIRE

    Linos, Elizabeth

    2016-01-01

    This dissertation presents three empirical studies on how to improve human capital in the public sector. In reverse chronological order, the essays ask who is attracted to public sector jobs (Paper 3); consider who can actually get a public sector job (Paper 2); and evaluate how current civil servants can be more effective at doing their job (Paper 1). In doing so, the dissertation presents tools that public managers can use to improve human capital within the constraints of government. P...

  12. Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships: An Analysis Across Sectors.

    Science.gov (United States)

    Van den Broeck, Anja; Elst, Tinne Vander; Baillien, Elfi; Sercu, Maarten; Schouteden, Martijn; De Witte, Hans; Godderis, Lode

    2017-04-01

    The aim of this study was to gain insight in the importance of job demands and resources and the validity of the Job Demands Resources Model across sectors. We used one-way analyses of variance to examine mean differences, and multi-group Structural Equation Modeling analyses to test the strength of the relationships among job demands, resources, burnout, and work engagement across the health care, industry, service, and public sector. The four sectors differed in the experience of job demands, resources, burnout, and work engagement, but they did not vary in how (strongly) job demands and resources associated with burnout and work engagement. More attention is needed to decrease burnout and increase work engagement, particularly in industry, service, and the public sector. The Job Demands-Resources model may be helpful in this regard, as it is valid across sectors.

  13. Development and Empowerment of Health Human Resources the Important Aspect in Decentralization

    OpenAIRE

    Misnaniarti, Misnaniarti

    2010-01-01

    Since the decentralization applied in Indonesia, the district has flexibility to organize aspects of government that includes several sectors, including the health sector. One aspect need to examine carefully the impact of decentralization in the health sector is in the management of Human Resources. This paper highlights some aspects of change in health human resources in the decentralization, used literature study. Improving the quality of service will be related also to increase the qu...

  14. 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.

  15. Values of Land and Renewable Resources in a Three-Sector Economic Growth Model

    Directory of Open Access Journals (Sweden)

    Zhang Wei-Bin

    2015-04-01

    Full Text Available This paper studies dynamic interdependence of capital, land and resource values in a three sector growth model with endogenous wealth and renewable resources. The model is based on the neoclassical growth theory, Ricardian theory and growth theory with renewable resources. The household’s decision is modeled with an alternative approach proposed by Zhang two decades ago. The economic system consists of the households, industrial, agricultural, and resource sectors. The model describes a dynamic interdependence between wealth accumulation, resource change, and division of labor under perfect competition. We simulate the model to demonstrate the existence of a unique stable equilibrium point and plot the motion of the dynamic system. The study conducts comparative dynamic analysis with regard to changes in the propensity to consume resources, the propensity to consume housing, the propensity to consume agricultural goods, the propensity to consume industrial goods, the propensity to save, the population, and the output elasticity of capital of the resource sector.

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

    OpenAIRE

    FURUOKA, Fumitaka

    2015-01-01

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

  17. 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,…

  18. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    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......, as well as they indicate that introduction of highly educated labour with ‘other' academic qualifications, e.g. from social and human sciences, significantly increases the likelihood of important organisational changes, technological upgrades, and product/service innovation in small firms.      Chapter 6...... is concerned with the latter of the two different causalities mentioned in chapter 4, and it argues that innovation and upgrading changes, as e.g. important organisational or technological changes, need to be integrated in small firms through creation of new routines and contexts conditions and, as such...

  19. Does human resource management help a company's financial operating result?

    NARCIS (Netherlands)

    van Otterlo, Rob C.H.

    2013-01-01

    Human Resource Management (HRM) is widely believed to have a positive effect on the performance of company. However, empirical proof of this is hard to come by. In this study, we try to establish a linkage between HRM and financial output of two case studies in the profit sector. To do this, we have

  20. Building Human Resource Capacity in Uruguay's Extractive Industry ...

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

    Properly managing and gaining maximum benefit from the extractive sectors in developing countries relies on skilled human resources. This project will help Uruguay navigate many of the challenges it faces in its shift from agriculture to a greater focus on extractive industries. It will provide funds to build research and ...

  1. Building Human Resource Capacity in Uruguay's Extractive Industry ...

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

    In small countries with relatively few (and mostly non-specialized) post-graduate educational options, training human resources needed for the extractive industries sector is especially challenging. This is also true for countries where the extractive industries are relatively new. This is Uruguay's reality, a small country with ...

  2. Reorganizing and restructuring the human resources function

    OpenAIRE

    Alexandrina Mirela, Stan

    2010-01-01

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

  3. Natural Resources and Human Impact

    Science.gov (United States)

    Starkel, Leszek

    2016-01-01

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

  4. Estimating Companies and Sectoral Sustainability in Resource Consumption

    Directory of Open Access Journals (Sweden)

    Ramona CRUCERU

    2013-06-01

    Full Text Available The economic growth during the last decades has been associated with a continuously increasing intensive use of material resources, in spite of the technological progress. The historical data over a century reveals that the current economic system supports to a certain degree the inefficient use of resources by allowing large waste, low conversions factors, pricing below true costs. The paper intends to address some interesting points based on observations derived from statistical evidence on resource indicators. The resource efficiency indicators relate to the following broad categories - overall (national resource consumption/ efficiency and industry resource consumption/efficiency. In the paper, the first category is addressed by involving the resource productivity - measured as the volume of Gross Domestic Product in market prices (GDP over Domestic Material Consumption (DMC, it is studied for the period 2000-2009 based on the Eurostat database. The indicator has increased by 16 %, with a slightly larger rhythm as compared to the growth in GDP (around 12 % over the same period, indicating that in the EU27 there was placed in a separate and decoupled growth pattern from that one of domestic resource consumption. Yet the evolution was very specific at the member states’ level depending on domestic context – the economic structure, the competitiveness level, the impact of financial crisis etc. Even if the most frequently used to estimate the efficiency of the resource consumption is resource productivity, the link with other time series or structure indicators bring to light new perspectives in revealing the patterns of consumption and policy actions to improve the resource efficient use.

  5. Population and human resources development.

    Science.gov (United States)

    Jones, G W

    1992-06-01

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

  6. 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.

  7. Do Natural Resources Attract FDI? Evidence from non-stationary sector level data

    OpenAIRE

    Steven Poelhekke; Frederick van der Ploeg

    2010-01-01

    A new and extensive panel of outward foreign direct investment (FDI) at the sector level is used to estimate the determinants of non-resource and resource FDI. Since FDI is I(1), we estimate panel error-correction models of FDI with spatial lags for FDI and market potential. Our main result is that subsoil assets boost resource FDI, but crowd out non-resource FDI. The effect on non-resource FDI dominates, so that aggregate FDI is less in resource-rich countries. Spatial lags aggravate this cr...

  8. Human Resources Management and Organizational Politics

    OpenAIRE

    Aspiannor Masrie; Seniwati

    2010-01-01

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

  9. 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 ...

  10. Market study for direct utilization of geothermal resources by selected sectors of economy

    Science.gov (United States)

    1980-08-01

    A comprehensive analysis is presented of industrial markets potential for direct use of geothermal energy by a total of six industry sectors: food and kindred products; tobacco manufactures; textile mill products; lumber and wood products (except furniture); chemicals and allied products; and leather and leather products. Location determinants and potential for direct use of geothermal resources are presented. The data was gathered through interviews with 30 senior executives in the six sectors of economy selected for study. Probable locations of plants in geothermal resource areas and recommendations for geothermal resource marketing are presented.

  11. Developing Global Human Resource Strategies

    OpenAIRE

    Mueller, Hans-Erich

    2001-01-01

    A few years ago it was typical to give one’s subsidiaries a free rein and send managers overseas from headquarters only. But today a great deal depends on overcoming this one-way street and in looking for and employing the best-suited managers, regardless of their origins. What contribution can human resource management make towards a company’s global orientation – an area in which local scope and latitude are traditionally very high? Our study shows that in recent years large US and German i...

  12. Human rights in the energy sector: where are we going?

    Energy Technology Data Exchange (ETDEWEB)

    Wright, Jim [KBC Advanced Technologies, Surrey (United Kingdom)

    2012-07-01

    There is considerable guidance and tools to avoid and remediate adverse Human Rights impacts; Environmental Impact Assessment (EIA), specific Human Right Impact Assessments or stand alone assessments across the whole spectrum of Human Rights. However the oil and gas sector has yet to address Human Rights risks in a comprehensive manner. In 2011 the Special Representative of the Secretary-General issued Guiding Principles (GP) to implement the United Nations 'Protect, Respect and Remedy' Framework. A survey of Human Rights performance against GP16 by the largest International Oil Companies (IOCs) and National Oil Companies (NOCs) shows a dichotomy with most (93%) of IOCs having a Human Rights Policy, approved at the highest level and available via the www to the general public (compliant with GP16) whilst 27% of NOCs have a Policy, of which, 9% are GP16 compliant. When service companies are included, only 23% are GP16 compliant. Only 8% provide Human Rights training. Human Rights in 41% of new projects are assessed via an EIA process, 18% via a specific Human Rights process, and 41% do not focus on Human Rights at all. Most companies do not have a Human Rights grievance mechanism. Whilst the IOCs are performing well the rest of the oil and gas sector, including the NOCs and service companies, are under-performing. The apparent reliance on the EIA process to Protect, Respect and Remedy Human Rights may be inadequate as the delivery of EIA is: still heavily biased toward environment compared to social and health impacts; they are time consuming and the Human Rights landscape can change during the EIA process; and the EIA disclosure process may expose vulnerable people to abuse. The oil and gas sector needs to address the record of poor compliance and develop and integrate some of the widely available Human rights tools. (author)

  13. The Nature of Effective Human Resource Planning.

    Science.gov (United States)

    Don, Daniel; Kleiner, Brian H.

    1991-01-01

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

  14. Integrated water assessment and modelling: A bibliometric analysis of trends in the water resource sector

    Science.gov (United States)

    Zare, Fateme; Elsawah, Sondoss; Iwanaga, Takuya; Jakeman, Anthony J.; Pierce, Suzanne A.

    2017-09-01

    There are substantial challenges facing humanity in the water and related sectors and purposeful integration of the disciplines, connected sectors and interest groups is now perceived as essential to address them. This article describes and uses bibliometric analysis techniques to provide quantitative insights into the general landscape of Integrated Water Resource Assessment and Modelling (IWAM) research over the last 45 years. Keywords, terms in titles, abstracts and the full texts are used to distinguish the 13,239 IWAM articles in journals and other non-grey literature. We identify the major journals publishing IWAM research, influential authors through citation counts, as well as the distribution and strength of source countries. Fruitfully, we find that the growth in numbers of such publications has continued to accelerate, and attention to both the biophysical and socioeconomic aspects has also been growing. On the other hand, our analysis strongly indicates that the former continue to dominate, partly by embracing integration with other biophysical sectors related to water - environment, groundwater, ecology, climate change and agriculture. In the social sciences the integration is occurring predominantly through economics, with the others, including law, policy and stakeholder participation, much diminished in comparison. We find there has been increasing attention to management and decision support systems, but a much weaker focus on uncertainty, a pervasive concern whose criticalities must be identified and managed for improving decision making. It would seem that interdisciplinary science still has a long way to go before crucial integration with the non-economic social sciences and uncertainty considerations are achieved more routinely.

  15. Main Problems of Human Resources Management in Romanian’s Public Administration

    OpenAIRE

    Moinescu, Gabriel

    2009-01-01

    The main resources at hand for the administrative structures are: personnel resource, financial resources, material resources and informational resources interacting with the purpose of ensuring some public services of a certain qualitative level. The human resource is the main factor bringing performance in public sector. Ensuring a high level of public services can be realised, mainly, by increasing the performance of public agent’s activities, without minimising the importance of the other...

  16. 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...

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

    Science.gov (United States)

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

    2007-01-01

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

  18. Human Resource Management in Micro and Small Enterprises

    Directory of Open Access Journals (Sweden)

    Virag C.E

    2014-12-01

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

  19. Strategy for Addressing the Retail Sector under the Resource Conservation and Recovery Act's Regulatory Framework

    Science.gov (United States)

    The Retail Strategy lays out a cohesive and effective plan to address the unique challenges the retail sector has with complying with the hazardous waste regulations while reducing burden and protecting human health and the environment.

  20. 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…

  1. 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.

  2. INFLUENCE OF HUMAN RESOURCES INVESTMENTS UPON PUBLIC ADMINISTRATION EMPLOYEES PERFORMANCE STIMULATION

    OpenAIRE

    Ph.D Teculescu Silviu Alexandru

    2010-01-01

    Investments in human resources are one of the important factors for improving public sector performance. The main hypothesis is that investments in human resources improve efficiency and effectiveness of public sector. Tax administration was chosen to test the hypothesis. The main obstacle is that not long-time series are used for better test of hypothesis. The results indicate a positive correlation between training and performance indicators and training and taxpayers’ satisfaction.

  3. Market study for direct utilization of geothermal resources by selected sectors of economy

    Energy Technology Data Exchange (ETDEWEB)

    1980-08-01

    A comprehensive analysis is presented of industrial markets potential for direct use of geothermal energy by a total of six industry sectors: food and kindred products; tobacco manufactures; textile mill products; lumber and wood products (except furniture); chemicals and allied products; and leather and leather products. A brief statement is presented regarding sectors of the economy and major manufacturing processes which can readily utilize direct geothermal energy. Previous studies on plant location determinants are summarized and appropriate empirical data provided on plant locations. Location determinants and potential for direct use of geothermal resources are presented. The data was gathered through interviews with 30 senior executives in the six sectors of economy selected for study. Probable locations of plants in geothermal resource areas and recommendations for geothermal resource marketing are presented. Appendix A presents factors which impact on industry location decisions. Appendix B presents industry executives interviewed during the course of this study. (MHR)

  4. Effects of spatially distributed sectoral water management on the redistribution of water resources in an integrated water model: SECTORAL WATER MANAGEMENT IN IA-ESM

    Energy Technology Data Exchange (ETDEWEB)

    Voisin, Nathalie [Pacific Northwest National Laboratory, Richland Washington USA; Hejazi, Mohamad I. [Joint Global Change Research Institute, College Park Maryland USA; Leung, L. Ruby [Pacific Northwest National Laboratory, Richland Washington USA; Liu, Lu [Department of Civil and Environmental Engineering, University of Maryland, College Park Maryland USA; Huang, Maoyi [Pacific Northwest National Laboratory, Richland Washington USA; Li, Hong-Yi [Montana State University, College of Agriculture, Bozeman Montana USA; Tesfa, Teklu [Pacific Northwest National Laboratory, Richland Washington USA

    2017-05-01

    To advance understanding of the interactions between human activities and the water cycle, an integrated terrestrial water cycle component has been developed for Earth system models. This includes a land surface model fully coupled to a river routing model and a generic water management model to simulate natural and regulated flows. A global integrated assessment model and its regionalized version for the U.S. are used to simulate water demand consistent with the energy technology and socio-economics scenarios. Human influence on the hydrologic cycle includes regulation and storage from reservoirs, consumptive use and withdrawal from multiple sectors ( irrigation and non-irrigation) and overall redistribution of water resources in space and time. As groundwater provides an important source of water supply for irrigation and other uses, the integrated modeling framework has been extended with a simplified representation of groundwater as an additional supply source, and return flow generated from differences between withdrawals and consumptive uses from both groundwater and surface water systems. The groundwater supply and return flow modules are evaluated by analyzing the simulated regulated flow, reservoir storage and supply deficit for irrigation and non-irrigation sectors over major hydrologic regions of the conterminous U.S. The modeling framework is then used to provide insights on the reliability of water resources by isolating the reliability due to return flow and/or groundwater sources of water. Our results show that high sectoral ratio of withdrawals over consumptive demand adds significant stress on the water resources management that can be alleviated by reservoir storage capacity. The return flow representation therefore exhibits a clear east-west contrast in its hydrologic signature, as well as in its ability to help meet water demand. Groundwater use has a limited hydrologic signature but the most pronounced signature is in terms of decreasing water

  5. THE DETERMINANTS OF RESOURCE-PROVIDING CONTRACTS: CASE-STUDY OF THE POLISH DAIRY SECTOR

    Directory of Open Access Journals (Sweden)

    Liesbeth DRIES

    2015-03-01

    Full Text Available Growth in the agri-food sector in developing and transition countries is typically impeded by major imperfections in both input and output markets. Providing resources to farmers as part of an interlinked market contract is one way of overcoming these market imperfections. This paper identifies the factors that determine access to these types of contracts for smallholders. The econometric analysis uses data from a unique survey of Polish dairy farm households during transition. The main conclusions are that competition and FDI in the processing sector are major driving forces for the spread of resource-providing contracts.

  6. Information Assurance for Enterprise Resource Planning Systems: Risk Considerations in Public Sector Organizations

    Directory of Open Access Journals (Sweden)

    SHAHZAD NAEEM

    2016-10-01

    Full Text Available ERP (Enterprise Resource Planning systems reveal and pose non-typical risks due to its dependencies of interlinked business operations and process reengineering. Understanding of such type of risks is significant conducting and planning assurance involvement of the reliability of these complicated computer systems. Specially, in case of distributed environment where data reside at multiple sites and risks are of unique nature. Until now, there are brief pragmatic grounds on this public sector ERP issue. To analyze this subject, a partially organized consultation study was carried out with 15 skilled information systems auditors who are specialists in evaluating ERP systems risks. This methodology permitted to get more elaborated information about stakeholder?s opinions and customer experiences. In addition, interviewees mentioned a numerous basic execution troubles (e.g. inadequately skilled human resource and insufficient process reengineering attempts that lead into enhanced hazards. It was also reported by the interviewees that currently risks vary across vendors and across applications. Eventually, in offering assurance with ERP systems participants irresistibly stresses examining the process instead of system end product.

  7. Strategic human resource management practices and ...

    African Journals Online (AJOL)

    Also SHRMPs, can only be a source of sustained competitive advantage when Human Resource (HR) managers support resources or competencies that provide value to an organization. Given the increased emphasis on HR practices, the study recommended that, it is imperative for Human Resource (HR) to understand ...

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

    OpenAIRE

    Peccei, Riccardo

    2004-01-01

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

  9. HUMAN RESOURC EVALUATION: THE INDIAN EXPERIENCE

    National Research Council Canada - National Science Library

    Sandeep

    2012-01-01

      Human resource is one of the most important resources of any organization. It is equally true that their valuation is one of the most cumbersome tasks and therefore, most of the organizations shy away from their valuation...

  10. Managing Human Resources in a Multinational Context

    Science.gov (United States)

    Sumetzberger, Walter

    2005-01-01

    Purpose: To develop more sensitivity for different patterns of human resource management in multinational companies. Design/methodology/approach: Systemic approach; the concepts and models are based on the evaluation of consulting projects in the field of human resource management. Findings: A concept of four typical varieties of human resource…

  11. 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…

  12. 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.

  13. 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.

  14. PERSONNEL DIVISION BECOMES HUMAN RESOURCES DIVISION

    CERN Multimedia

    Division des ressources humaines

    2000-01-01

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

  15. Site, Sector, Scope: Mapping the Epistemological Landscape of Health Humanities.

    Science.gov (United States)

    Charise, Andrea

    2017-12-01

    This essay presents a critical appraisal of the current state of baccalaureate Health Humanities, with a special focus on the contextual differences currently influencing the implementation of this field in Canada and, to a lesser extent, the United States and United Kingdom. I argue that the epistemological bedrock of Health Humanities goes beyond that generated by its written texts to include three external factors that are especially pertinent to undergraduate education: site (the setting of Health Humanities education), sector (the disciplinary eligibility for funding) and scope (the critical engagement with a program's local context alongside an emergent "core" of Health Humanities knowledge, learning, and practice). Drawing largely from the Canadian context, I discuss how these differences can inform or obstruct this field's development, and offer preliminary recommendations for encouraging the growth of baccalaureate Health Humanities-in Canada and elsewhere-in light of these factors.

  16. 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...

  17. Private and Public Sector Enterprise Resource Planning System Post-Implementation Practices: A Comparative Mixed Method Investigation

    Science.gov (United States)

    Bachman, Charles A.

    2010-01-01

    While private sector organizations have implemented enterprise resource planning (ERP) systems since the mid 1990s, ERP implementations within the public sector lagged by several years. This research conducted a mixed method, comparative assessment of post "go-live" ERP implementations between public and private sector organization. Based on a…

  18. Human resources and their possible forensic meanings.

    Science.gov (United States)

    Russo, Andrea; Urlić, Ivan; Kasum, Josip

    2015-09-01

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

  19. Guide to resource conservation and cost savings opportunities in the dairy processing sector

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-12-31

    This guide identifies and promotes opportunities for conserving energy and water, as well as reducing waste, in the dairy processing sector. The guide begins with an introduction and a profile of Ontario`s dairy processing sector, outlining the context for resource conservation and cost savings opportunities. It then outlines the rationale and the generic processes selected for careful examination of resource conservation and cost savings opportunities. Subsequent chapters describe the energy, water, and material resources commonly used in relation to the generic processes; the air, water, and solid waste residuals commonly derived from those processes; and new technologies with potential application in dairy processing. The generic processes covered in the guide are for fluid milk, cheese, ice cream and frozen products, cultured products such as yogurt, butter, and dried or evaporated products. The report ends with additional useful information for dairy processors.

  20. 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.

  1. Director, Human Resources | IDRC - International Development ...

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

    Job Summary. Under the direction of the VP, Resources Branch and Chief Financial Officer, provides leadership and establishes within the Centre's strategic planning horizon clear directions for the deployment of the human resources function within the Centre, and for the management of staff as the key resource in the ...

  2. 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…

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

    National Research Council Canada - National Science Library

    Marius Emil Patrichi

    2015-01-01

    .... 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...

  4. 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…

  5. strategic human resource management practices and organizational ...

    African Journals Online (AJOL)

    utmost importance of effectiveness of all SHRMPs such as training, planning, reward, recruitment, selection and promotion in creating value for the organization. KEYWORDS: Human Resource Management Practices, Organizational Growth,. INTRODUCTION. Human Resource (HR) is staring at an incredible opportunity to ...

  6. Linking Career Development and Human Resource Planning.

    Science.gov (United States)

    Gutteridge, Thomas G.

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

  7. Human Resource Administration in Catholic School Systems.

    Science.gov (United States)

    Dobzanski, Joan L.

    2000-01-01

    Describes a comprehensive human resource program, the purpose of which is to enhance the quality of Catholic education for all students. Defines the assumptions on which the formation and implementation of human resource programs for Catholic schools are based. Highlights the role and responsibilities of Catholic school system leaders. (VWC)

  8. Economics and Human Resource Development: A Rejoinder

    Science.gov (United States)

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

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

  9. Human Resource Function Competencies in European Companies

    NARCIS (Netherlands)

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

    2004-01-01

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

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

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

    Job Summary The Manager, Human Resources (HR) Business Solutions is responsible for the delivery of integrated HR business solutions to clients ensuring ... Work with the Director Human Resources, Manager, Global Compensation and Manager Employee and Labour Relations to develop objectives, set priorities and ...

  11. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    The purpose of this study was to explore the application of modern human resource management practices by women SME owner/managers in Kenya. The objectives of the study were two: to examine to what extend the women SME owner/managers applied human resources management practices in their organizations ...

  12. HUMAN RESOURCES MANAGEMENT AND QUALITY OF LIFE HUMAN RESOURCES OF SMES

    Directory of Open Access Journals (Sweden)

    BORCOȘI CORINA ANA

    2015-12-01

    Full Text Available For by 2020 it wants a smart and sustainable growth, human resource development, lifelong learnin, and increasing employment of labor. All this can be done on increasing the level of training of human resources by improving education and training, increasing life quality human resource in enterprise and beyond.

  13. 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.

  14. Problems of software financial resources agrarian sector in the current economic conditions of management

    Directory of Open Access Journals (Sweden)

    Grischuk Nadiya Viktorivna

    2016-12-01

    Full Text Available Research of financial science on questions providing of financial resources does not exhaust and needs a further study that acquires new descriptions and vectors of development constantly, what costing illuminations in the conditions of present time. Research of the state of provision of financial resources agrarian to the sector of economy with allocating of main segment – loan and attracted financial resources, today topically. In the article the essence funds are considered sources of agricultural enterprises financial resources and problems associated with the formation and use of financial resources in the modern world. Also the problems arising in improving the process of raising funds agricultural enterprises. Revealed that an effective tool to attract financial resources is the issue of convertible bonds and the introduction of agricultural receipts. It is well-proven that in the conditions of unstable environment forward development of the system of agrarian relations must be carried out on the basis of the government programs, and normatively-legal adjusting that take into account not only the existent state of affairs at the market of agroindustrial products but also economic provision of enterprises national agrarian to the sector.

  15. 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.

  16. MANAGEMENT OF HUMAN RESOURCES IN TOURISM

    OpenAIRE

    Sandra Herman

    2015-01-01

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

  17. FEATURES OF HUMAN RESOURCES IN THE OLTENIA ENERGY COMPLEX IMPORTANT PART OF THE COUNTY'S LABOR MARKET RESOURCES GORJ COUNTY

    Directory of Open Access Journals (Sweden)

    Păunescu Alberto Nicolae

    2013-06-01

    Full Text Available Currently the company Oltenia Energy Complex is in a comprehensive reorganization but not completed. This project implies also the restructuring the workforce including labor force county level. Due to increased production from renewable resources (due to legislation that lead to low price sale by manufacturers and high income by selling green certificates allocated requires a shift in market strategy and the unit with powerful implications on human resources both in the manufacturing sector, energy, heat mining sector, as well as TESA(economic, technical, service, administrative. This implies at least retraining and reducing staff in compliance with the new realities of Energy.

  18. Total quality management: managing the human dimension in natural resource agencies

    Science.gov (United States)

    Denzil Verardo

    1995-01-01

    Stewardship in an era of dwindling human resources requires new approaches to the way business is conducted in the public sector, and Total Quality Management (TQM) can be the avenue for this transformation. Resource agencies are no exception to this requirement, although modifications to "traditional" private enterprise versions of TQM implementation...

  19. A LINEAR PROGRAMMING METHOD TO ENHANCE RESOURCE UTILIZATION CASE OF ETHIOPIAN APPAREL SECTOR

    Directory of Open Access Journals (Sweden)

    Gezahegn Tesfaye

    2016-06-01

    Full Text Available The Ethiopian industrial development strategy is characterized by export-led and labor intensive industrialization. The country is emerging as the most important investment destination in its apparel sector. Thought this sector is expected to generate more income from the export market, its export earnings remain trivial mainly due to the inefficient organizational resource utilization. One of the competent techniques that help companies to efficiently improve the use of their resources to increase their profit is linear programming. In apparel manufacturing firms, efficient use of materials such as fabrics and sewing threads and processing time at different stages of production as well as minimization of labor and materials cost are necessary to enhance their profitability. Cutting, sewing, and finishing operations deserve more attention for apparel process optimization. However, the issue of proper resource allocation remains an unsolved problem within the Ethiopian apparel industry. The aim of this research is to devise efficient resource utilization mechanism for Ethiopian apparel sector to improve their resource utilization and profitability, taking one of the garment factories engaged in the export market as a case study. Five types of products the company is currently producing, the amount of resources employed to produce each unit of the products, and the value of profit per unit from the sale of each products have been collected from the case company. The monthly availability of resources utilized and the monthly production volume of the five products have also been collected from the company. The data gathered was mathematically modeled using a linear programming technique, and solved using MS-Excel solver. The findings of the study depicts that all of the organizational resources are severely underutilized. This research proved that the resource utilization of the case company can be improved from 46.41% of the current resource

  20. Coordination Incentives, Performance Measurement and Resource Allocation in Public Sector Organizations

    DEFF Research Database (Denmark)

    Dietrichson, Jens

    Why are coordination problems common when public sector organizations share responsibilities, and what can be done to mitigate such problems? This paper uses a multi-task principal-agent model to examine two related reasons: the incentives to coordinate resource allocation and the difficulties...... of measuring performance. The analysis shows that when targets are set individually for each organization, the resulting incentives normally induce inefficient resource allocations. If the principal impose shared targets, this may improve the incentives to coordinate but the success of this instrument depends...

  1. Scoping study of integrated resource planning needs in the public utility sector

    Energy Technology Data Exchange (ETDEWEB)

    Garrick, C J; Garrick, J M; Rue, D R [NEOS Corp., Lakewood, CO (United States)

    1993-06-01

    Integrated resource planning (IRP) is an approach to utility resource planning that integrates the evaluation of supply- and demand-site options for providing energy services at the least cost. Many utilities practice IRP; however, most studies about IRP focus on investor-owned utilities (IOUs). This scoping study investigates the IRP activities and needs of public utilities (not-for-profit utilities, including federal, state, municipal, and cooperative utilities). This study (1) profiles IRP-related characteristics of the public utility sector, (2) articulates the needs of public utilities in understanding and implementing IRP, and (3) identifies strategies to advance IRP principles in public utility planning.

  2. Human Resource Efficiency as a Development Factor for the Kaliningrad Economy

    Directory of Open Access Journals (Sweden)

    Fedorov Gennady

    2015-03-01

    Full Text Available Various studies of economic and geographical relations in Russian regions often overemphasise the role of economy. However, the quality and quantity of human resources is one of the key factors behind distribution and development of production. Human resources are of even more importance in the Kaliningrad exclave. This paper aims to increase understanding of the role of human resources in the economic development of the Kaliningrad region. The study uses the cohort component method, scenario-based forecasting of the development and application of human resources, and econometric calculations of the comparative efficiency of human resources application across a range of economic activities. The author puts forward a number of recommendations for a better application of labour resources through sectoral restructurization of economy (which requires a higher value-added standard and has to be consistent with local natural, human, and innovation resources and through improvement of the professional training system.

  3. Efficient Resource Allocation and Sectorization for Fractional Frequency Reuse (FFR in LTE Femtocell Systems

    Directory of Open Access Journals (Sweden)

    M. T. Kawser

    2015-12-01

    Full Text Available The Fractional Frequency Reuse (FFR is a resource allocation technique that can effectively mitigate inter-cell interference (ICI in LTE based HetNets and it is a promising solution. Various FFR schemes have been suggested to address the challenge of interference in femtocell systems. In this paper, we study the scopes of interference mitigation and capacity improvement. We propose a resource allocation scheme that gradually varies frequency resource share with distance from the eNodeB for both macrocells and femtocells in order to attain better utilization of the resources. This is performed effectively using three layers in the cell. The proposal also employs high number sectors in a cell, low interference and good frequency reuse. Monte-Carlo simulations are performed, which show that the proposed scheme achieves significantly better throughput compared to the existing FFR schemes.

  4. ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

    OpenAIRE

    Nicoleta, BELU; Alina, VOICULEȚ

    2014-01-01

    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 ...

  5. HUMAN RESOURCE MANAGEMENT IN MULTIPROJECT ENVIRONMENT

    Directory of Open Access Journals (Sweden)

    Vyara Slavyanska

    2015-12-01

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

  6. Maximum Regional Emission Reduction Potential in Residential Sector Based on Spatial Distribution of Population and Resources

    Science.gov (United States)

    Winijkul, E.; Bond, T. C.

    2011-12-01

    In the residential sector, major activities that generate emissions are cooking and heating, and fuels ranging from traditional (wood) to modern (natural gas, or electricity) are used. Direct air pollutant emissions from this sector are low when natural gas or electricity are the dominant energy sources, as is the case in developed countries. However, in developing countries, people may rely on solid fuels and this sector can contribute a large fraction of emissions. The magnitude of the health loss associated with exposure to indoor smoke as well as its concentration among rural population in developing countries have recently put preventive measures high on the agenda of international development and public health organizations. This study focuses on these developing regions: Central America, Africa, and Asia. Current and future emissions from the residential sector depend on both fuel and cooking device (stove) type. Availability of fuels, stoves, and interventions depends strongly on spatial distribution. However, regional emission calculations do not consider this spatial dependence. Fuel consumption data is presented at country level, without information about where different types of fuel are used. Moreover, information about stove types that are currently used and can be used in the future is not available. In this study, we first spatially allocate current emissions within residential sector. We use Geographic Information System maps of temperature, electricity availability, forest area, and population to determine the distribution of fuel types and availability of stoves. Within each country, consumption of different fuel types, such as fuelwood, coal, and LPG is distributed among different area types (urban, peri-urban, and rural area). Then, the cleanest stove technologies which could be used in the area are selected based on the constraints of each area, i.e. availability of resources. Using this map, the maximum emission reduction compared with

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

    Directory of Open Access Journals (Sweden)

    IRINA-ELENA CHIRTOC

    2010-01-01

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

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

    African Journals Online (AJOL)

    :17. Research Article (Human Resources for Health). Postoperative outcome of caesarean sections and other major emergency obstetric surgery by clinical officers and medical officers in Malawi. Garvey Chilopora1, Caetano Pereira2,3, ...

  9. Human Resource Planning for Equity and Efficiency.

    Science.gov (United States)

    Martin, Ann M.

    1982-01-01

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

  10. 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)...

  11. human resource management for sustainable microfinance ...

    African Journals Online (AJOL)

    Ada

    2005) to explain in simple terms the human resource ... institutions themselves and ineffective supervision and control of operators by the regulatory authorities. It is therefore ... aspect of the problems of microfinancing in. Nigeria. Specifically, the ...

  12. Human resource policy and Danish multinational companies

    DEFF Research Database (Denmark)

    Fleming, Daniel; Søborg, Henrik

    A study of Danish multinational companies' human resource policy in their subsidiaries in Malaysia and Singapore.The sample of companies consists of 8 Danish multinational companies with activities in both Malaysia and Singapore....

  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. Towards Improved Human Resource Development In Nigeria ...

    African Journals Online (AJOL)

    Development of society is the major preoccupation of most governments in the third world countries. As a result, human resource has been identified as one of the most important catalyst in the nation\\'s development. Infact it is the major propeller for development. In Nigeria, this important and critical resource has not been ...

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

    Directory of Open Access Journals (Sweden)

    Buchelt Beata Irma

    2017-06-01

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

  16. [Planning human resources in nursing: challenge for the leadership].

    Science.gov (United States)

    Magalhães, Ana Maria Muller de; Riboldi, Caren de Oliveira; Dall'Agnol, Clarice Maria

    2009-01-01

    This study proposes an essay of issues involving human resources planning in nursing in the hospital sector in our current reality, discussing possible topics for future research. This is a retrospective of the evolution of research on determining the number of staff in Brazil, and the incorporation of new instruments to evaluate the work load based on the degree of dependency of the patients and actions in care. The impact of the quantity and quality of human resources on the results of care is discussed, and the role of leaders in adapting the staff composition, in order to supply safe, risk-free care to the patients and their families, seeking a management model for health practices from the perspective of complex care.

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

    Directory of Open Access Journals (Sweden)

    Renard Yung Jhien Siew

    2014-06-01

    Full Text Available While environmental sustainability has been the subject of much debate in the last decade, it was not until recently that attention started to shift towards human resource management as an enabler for sustainability.  Yet, this is still a relatively under researched area.  Much is still unknown about the role of an individual worker in contributing towards sustainable development.  This paper addresses the gap by proposing a framework to measure sustainability competencies of employees within the construction industry sector.  As part of the framework, four proficiency levels together with relevant descriptions are defined for a total of eight sustainability competencies.  Suggested proficiency levels are then mapped to main construction related jobs based on the framework.  An example is also given to illustrate the manner in which competencies should be assessed.  This framework is original and of practical use to construction managers and human resource practitioners.

  18. 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.

  19. 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 ...

  20. 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...

  1. 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.

  2. HUMAN RESOURCES MANAGEMENT IN SPORTS ORGANIZATIONS

    OpenAIRE

    Breznik, Mihaela

    2015-01-01

    Human resources in sport organizations is a challenging task in the context of changing technologies, workforce composition and work patterns, community expectations, employee expectations, employment legislation, and the increasing impact of global competition. This master’s thesis took a brief look at different approaches to human resource management that can help sport organizations respond to these challenges. We attempted to locate these approaches within various theoretical and regulato...

  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. Human Resource Development in Construction Industry

    OpenAIRE

    Behnam Neyerstani

    2014-01-01

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

  5. HUMAN RESOURCE MANAGEMENT PRACTICES IN BRAZILIAN COMPANIES

    OpenAIRE

    Li, Y.

    2017-01-01

    The article considers the analysis of human resource management practices for Brazilian companies. The country-specific context and organizational behavior peculiarities of Brazil define the companies’ approach for HRM practices. The example of “CCR Group” is considered as a case study example. Analysis from company structure, culture specific context, current situation of human resource management not only in this company, but also in Brazil, in order to give the recommendation about how to ...

  6. New hand at the helm of CERN Human Resources

    CERN Multimedia

    2004-01-01

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

  7. Taxing of financial sector as possible own resource of EU budget

    Directory of Open Access Journals (Sweden)

    Danuše Nerudová

    2013-01-01

    Full Text Available The discussion about the possible taxation of the financial sector has started in the European Union as a result of the financial crisis which has spread to the Europe from the United States in 2008. European Commission concluded that EU should lead the efforts to introduce system of levies or taxies on financial institutions. EU member states individually committed to support the financial sector for a total about EUR 4.6 trillion (i.e. 39% of EU-27 GDP in 2009. Those public interventions have significant budgetary consequences (strongly felt in Greece, Spain or Italy and imposes a heavy burden on the present and future generations. Therefore there is a strong consensus not only on the level of the European Union but also internationally, that financial sector should contribute to the public finance more fairly. As a reaction on costs of the financial crisis which was paid out from the public money, some of the countries immediately introduced temporary measures in order to collect back paid out money. The aim of the paper is to research the possibility of financial sector taxation, to discuss the proposal of the European Union on the introduction of financial transaction tax on EU level and through the multi-criteria analysis to research, whether this type of the tax is suitable as an own resource of EU budget.

  8. The Emergence of Human Resource Management as a Profession in the Public Schools.

    Science.gov (United States)

    Aks, Robert G.

    Within the private sector, the human resource management perspective has replaced the traditional personnel management approach. A similar evolution within the educational community is necessary for implementation of successful school reforms. Presented in this paper are an overview of the transition from personnel management to human resource…

  9. Human Resource Models: An Overview.

    Science.gov (United States)

    1982-11-01

    simulation models in which human performance plays an important part see, A.I. Siegel and J.J. Wolf , "Digital Behavioral Simulation--State-of-the-Art...atford and Petersen, Charles C., ’Mfaritine 421-439 Factors Adfecting Iberian Security," (Factores hbritimos Que "Northwestern University, Evanston

  10. Nuclear Accidents: Consequences for Human, Society and Energy Sector

    Directory of Open Access Journals (Sweden)

    L. A. Bolshov

    2016-01-01

    Full Text Available The article examines radiation and hygienic regulations with regard to the elimination of consequences of the Chernobyl NPP accident in the context of relationships with other aspects, primarily socio-economic and political factors. This experience is reasonable to take into account when defining criteria in other regulatory fields, for example, in radioactive waste classification and remediation of areas. The article presents an analysis of joint features and peculiarities of nuclear accidents in the industry and energy sectors. It is noted that the scale of global consequences of the Chernobyl NPP accident is defined by the large-scale release of radioactivity into the environment, as well as an affiliation of the nuclear installation with the energy sector. Large-scale radiation accidents affect the most diverse spheres of human activities, what, in its turn, evokes the reverse reaction from the society and its institutions, including involvement of political means of settlement. If the latter is seeing for criteria that are scientifically justified and feasible, then the preconditions for minimizing socio-economic impacts are created. In other cases, political decisions, such as nuclear units’ shutdown and phasing out of nuclear energy, appear to be an economic price which society, as a whole and a single industry sector, pay to compensate the negative public response. The article describes fundamental changes in approaches to ensure nuclear and radiation safety that occurred after the Chernobyl NPP accident. Multiple and negative consequences of the Chernobyl accident for human and society are balanced to some extent by a higher level of operational safety, emergency preparedness, and life-cycle safety. The article indicates that harmonization and ensuring consistency of regulations that involve different aspects of nuclear and radiation safety are important to implement practical solutions to the nuclear legacy problems. The

  11. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

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

    2007-01-01

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

  12. 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

  13. Human Resources Management Value in Knowledge-Based Society

    OpenAIRE

    Lobanova, Liudmila

    2009-01-01

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

  14. A new approach for measuring human resource accounting

    National Research Council Canada - National Science Library

    Bavali, Esmat; Jokar, Iman

    2014-01-01

    Significance of identifying human resource competency in organizations and the necessity for valuating human resource in accounting persuade many researchers to design a conceptual model for measuring...

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

    Science.gov (United States)

    O'Neil, Mary L

    2008-06-20

    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.

  17. Public sector refraction and spectacle dispensing in low-resource countries of the Western Pacific.

    Science.gov (United States)

    Ramke, Jacqueline; du Toit, Rènée; Palagyi, Anna; Williams, Carmel; Brian, Garry

    2008-05-01

    Given that uncorrected refractive error is a frequent cause of vision impairment, and that there is a high unmet need for spectacles, an appraisal of public sector arrangements for the correction of refractive error was conducted in eight Pacific Island countries. Mixed methods (questionnaire and semi-structured interviews) were used to collect information from eye care personnel (from Fiji, Papua New Guinea, Solomon Islands, Vanuatu, Cook Islands, Samoa, Tonga and Tuvalu) attending a regional eye health workshop in 2005. Fiji, Tonga and Vanuatu had Vision 2020 eye care plans that included refraction services, but not spectacle provision. There was wide variation in public sector spectacle dispensing services, but, except in Samoa, ready-made spectacles and a full cost recovery pricing strategy were the mainstay. There were no systems for the registration of personnel, nor guidelines for clinical or systems management. The refraction staff to population ratio varied considerably. Solomon Islands, Tuvalu and Vanuatu had the best coverage by services, either fixed or outreach. Most services had little promotional activity or community engagement. To be successful, it would seem that public sector refraction services should answer a real and perceived need, fit within prevailing policy and legislation, value, train, retain and equip employees, be well managed, be accessible and affordable, be responsive to consumers, and provide ongoing good quality outcomes. To this end, a checklist to aid the initiation and maintenance of refraction and spectacle systems in low-resource countries has been constructed.

  18. 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.

  19. Ways of Human Resource Branding in Czech Agricultural Companies

    Directory of Open Access Journals (Sweden)

    Hlavsa Tomáš

    2015-09-01

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

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

    Directory of Open Access Journals (Sweden)

    Rao Krishna D

    2012-08-01

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

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

    Science.gov (United States)

    Rao, Krishna D; Bhatnagar, Aarushi; Berman, Peter

    2012-08-13

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

  2. Analysis of human resources in science and technology in ICT companies–case of Croatia

    Directory of Open Access Journals (Sweden)

    Jelena Horvat

    2014-12-01

    Full Text Available This paper integrates theories and findings of the level of tertiary educated workforce, the human resources in science and technology and skills that are desirable in employees from in the information and communication technologies (ICT sector. It is important to examine the real situation on the labor market in the ICT sector, which is often referred to as the key to overcoming the crisis and the future of national economy. Basic statistical elements, upon which to predict future demand for human resources in science and technology (HRST, are people who enter tertiary level of education (inputs or are already in the system (throughputs, but until graduation are not considered HRST’s (outputs. Analysis is based on a sample of 56 small companies in ICT sector in Croatia. This paper presents the overview of the situations of human resources in small companies ICT sector in Croatia. Existing literature on HRST, employee’s skills and ICT sector is reviewed in the light of this analysis, in order to better understand current employment structure and desirable competencies of future employees of small companies in the ICT sector in Croatia.

  3. 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.

  4. CERN HUMAN RESOURCES 2002 REPORT NOW AVAILABLE

    CERN Multimedia

    Human Resources Division

    2002-01-01

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

  5. Human Resources Management within Civil Service

    Directory of Open Access Journals (Sweden)

    Victor Teodor Alistar

    2012-12-01

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

  6. 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

  7. 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".

  8. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management......, Strategic Human Resource Development and Stakeholder Management studies and, on this basis, investigates the case of an Italian bank to understand the nature and characteristics of collaborative learning activities towards external stakeholders. The investigation supports the proposition that HR development...

  9. The human resources in mergers and acquisitions

    Directory of Open Access Journals (Sweden)

    Noemí Martínez Caraballo

    2007-07-01

    Full Text Available In view of intangible resources -and, among them, human capital- play a significant role in the managerial strategy, this article aims to analyze the fit of human resources in companies that has been target of mergers and/or acquisitions processes. In this sense, the present paper will be centered in carrying out a state of the art of this topic and in showing some evidences about the top managers perceptions of the target company with the purpose of better understanding which are the reasons for the departure and the permanence of them.

  10. Human resource 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.

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

    Directory of Open Access Journals (Sweden)

    Aparecido Ferreira de Oliveira

    2014-04-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2014-03-15

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

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

    Directory of Open Access Journals (Sweden)

    Johnson Sarah

    2009-01-01

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

  14. strategic human resource management practices and organizational ...

    African Journals Online (AJOL)

    ABSTRACT. This paper examined the theoretical perspectives of Strategic Human Resource Management Practices. (SHRMPs) ..... issues and identify appropriate actions. Improvement in the strategic management of people in organization requires a commitment to sustained long term action. Therefore, skills, patience ...

  15. Managing human resources to improve employee retention.

    Science.gov (United States)

    Arnold, Edwin

    2005-01-01

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

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

    Science.gov (United States)

    Reilly, Peter

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

  17. 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.

  18. Integrating Oracle Human Resources with Other Modules

    Science.gov (United States)

    Sparks, Karl; Shope, Shawn

    1998-01-01

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

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

    African Journals Online (AJOL)

    Research Article ( Human Resources for Health ) Postoperative outcome of caesarean sections and other major emergency obstetric surgery by clinical officers ... 24 hours postoperatively – and regarding occurrence of pyrexia, wound infection, wound dehiscence, need for re-operation, neonatal outcome or maternal death.

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

    African Journals Online (AJOL)

    Human Resources Development Programmes in Nigerian Academic Libraries: A Comparative Study of Universities in Imo State. ... In Imo State University, librarians and para-professionals sponsored themselves for training and development programmes while in FUTO they were sponsored by the university management.

  1. Human Resource Management Practices in Selected Secondary ...

    African Journals Online (AJOL)

    User

    Abstract. The purpose of this study was to evaluate the practices and challenges of. Human Resource Management (HRM) in some selected government secondary schools in East Shoa Zone (sample size: 285 teachers and staff). To this end, descriptive survey method was employed. Accordingly, the study results reveal ...

  2. Retention practices in education human resources management

    African Journals Online (AJOL)

    Erna Kinsey

    The public education system in South Africa, particularly in public schools, faces serious problems. The review of retention practices for teachers is premised on the principles of quality management which aim at continual increase of the accountability in education human resources management. This research revealed that ...

  3. 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 ...

  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. Human Resources in Academe: Challenge for Leadership

    Science.gov (United States)

    Burns, Dorothy M.

    1978-01-01

    It is suggested that the management and development of human resources in higher education is begging for leadership. That leadership requires complex and special knowledge, strong but harmonious relationships with academic administrators, and a humanistic philosophy that reaches out to people. (LBH)

  6. 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 ...

  7. Effects of transformational leadership on human resource ...

    African Journals Online (AJOL)

    Effects of transformational leadership on human resource management in primary schools. Prakash Singh, Kari Lokotsch. Abstract. No Abstract. South African journal of Education Vol. 25(4) 2005: 279-286. Full Text: EMAIL FREE FULL TEXT EMAIL FREE FULL TEXT · DOWNLOAD FULL TEXT DOWNLOAD FULL TEXT.

  8. Human Resource Management Practices in Selected Secondary ...

    African Journals Online (AJOL)

    User

    reward systems for employees, professional development of workers, and maintenance of work force. ... for management of pay administration, rewards, and promotion. Pareek,. U. & Rao, T. V. (1992: 233) also observed ...... concerning their views on the school principals' engagement in some human resource management ...

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

    African Journals Online (AJOL)

    Innovative human resource management has been the focus of intellectual ferment over whether it exists in reality or is merely rhetoric. The 2005 consolidation exercise in the Nigerian banking industry created a competitive environment and to respond to the challenges, banks make some innovative changes in their HRM ...

  10. Human resources development indicators for software project ...

    African Journals Online (AJOL)

    Nowadays, organizations cannot afford maintaining people who evidently are not contributing to fulfill the objectives of the project. Project Manager not only must know in a subjective way the development of the staff, but he/she should perform a monitoring what permit him/she knows the human resources development in ...

  11. 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,

  12. 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

  13. Human resource management for sustainable microfinance ...

    African Journals Online (AJOL)

    The paper analyzes some of the provisions of the Microfinance Policy, Regulatory and Supervisory Framework for Nigeria (2005) to explain in simple terms the human resource implications of some of the roles stipulated for key stakeholders of the microfinance institutions. The paper discovers that some of the factors that ...

  14. Human resource management practices in selected secondary ...

    African Journals Online (AJOL)

    The purpose of this study was to evaluate the practices and challenges of Human Resource Management (HRM) in some selected government secondary schools in East Shoa Zone (sample size: 285 teachers and staff). To this end, descriptive survey method was employed. Accordingly, the study results reveal ...

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

    African Journals Online (AJOL)

    The public education system in South Africa, particularly in public schools, faces serious problems. The review of retention practices for teachers is premised on the principles of quality management which aim at continual increase of the accountability in education human resources management. This research revealed that ...

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

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

    Job Summary Under the direction of the Director of Human Resources, the Administrative Assistant provides operational and administrative assistance to her supervisor, performs a variety of administrative, research, coordinating and logistical services in support of the operations of the Director's office, and contributes to the ...

  17. Human Resource Development for International Operation.

    Science.gov (United States)

    Coulson-Thomas, Colin J.

    A 1990 questionnaire and interview survey identified requirements for programs and courses relating to human resource development for international operation. The survey was designed to seek the views of United Kingdom (UK) and European and international companies, professional associations, and accounting firms. Of 540 organizations, 91 returned…

  18. The Role Of The Natural Resource Sector And Government Spending For Education Towards Poverty Reduction In East Kalimantan

    Directory of Open Access Journals (Sweden)

    Sudarlan

    2017-10-01

    Full Text Available East Kalimantan Province is one of the rich provinces in natural resources such as coal mining oil and gas. Utilization of the natural resources is expected to be used optimally to improve the welfare of the community. The purpose of this research is to find out how big the influence of natural resources sector which the consist of mining and quarrying sector and processing industry sector and government expenditure for education against poverty alleviation in East Kalimantan Province. This research uses explanatory method with time-series and cross-section data and applying multiple regression model with Ordinary Least Square OLS method. The results of this study show that a the natural resource sector and government spending on education have no effect on per capita income growth b economic growth as measured by per capita income growth positively affects on poverty and government spending on education is not significantly influential to poverty reduction and c the natural resource sector has no significant effect on the poverty headcount in East Kalimantan.

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

    NARCIS (Netherlands)

    Karsten, Luchien; Ghebregiorgis, F.

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

  20. University-Firm Interactions in Brazil: Beyond Human Resources and Training Missions

    Science.gov (United States)

    Rapini, Marcia Siqueira; Chiarini, Tulio; Bittencourt, Pablo Felipe

    2015-01-01

    The motivation for this article comes from the proposition in the literature that Latin American universities are detached from the research needs of the productive sector and that they limit their role to the human resources and training missions. The authors investigated the Brazilian scenario, using data from a survey conducted in 2008-2009…

  1. Modeling climate change impact in hospitality sector, using building resources consumption signature

    Science.gov (United States)

    Pinto, Armando; Bernardino, Mariana; Silva Santos, António; Pimpão Silva, Álvaro; Espírito Santo, Fátima

    2016-04-01

    Hotels are one of building types that consumes more energy and water per person and are vulnerable to climate change because in the occurrence of extreme events (heat waves, water stress) same failures could compromise the hotel services (comfort) and increase energy cost or compromise the landscape and amenities due to water use restrictions. Climate impact assessments and the development of adaptation strategies require the knowledge about critical climatic variables and also the behaviour of building. To study the risk and vulnerability of buildings and hotels to climate change regarding resources consumption (energy and water), previous studies used building energy modelling simulation (BEMS) tools to study the variation in energy and water consumption. In general, the climate change impact in building is evaluated studying the energy and water demand of the building for future climate scenarios. But, hotels are complex buildings, quite different from each other and assumption done in simplified BEMS aren't calibrated and usually neglect some important hotel features leading to projected estimates that do not usually match hotel sector understanding and practice. Taking account all uncertainties, the use of building signature (statistical method) could be helpful to assess, in a more clear way, the impact of Climate Change in the hospitality sector and using a broad sample. Statistical analysis of the global energy consumption obtained from bills shows that the energy consumption may be predicted within 90% confidence interval only with the outdoor temperature. In this article a simplified methodology is presented and applied to identify the climate change impact in hospitality sector using the building energy and water signature. This methodology is applied to sixteen hotels (nine in Lisbon and seven in Algarve) with four and five stars rating. The results show that is expect an increase in water and electricity consumption (manly due to the increase in

  2. Human milk: an invisible food resource.

    Science.gov (United States)

    Hatløy, A; Oshaug, A

    1997-12-01

    Human milk is an invaluable food resource for infants and young children in Sub-Saharan Africa. Statistics on production of human milk at local and national levels are lacking. In this article, estimates of the quantity of human milk production in Mali, Senegal, Nigeria, and Zimbabwe were calculated. Annual production in the urban and rural areas in Mali was 13 and 17 kg per capita, respectively. National annual median production ranged from 93,000 (Zimbabwe) to 1.3 million metric tons (Nigeria), and from 9 (Zimbabwe) to 15 kg per capita (Mali). Given a value of (US)$1 per liter, inclusion of human milk in calculations of the gross national product (GNP) for these countries would increase this value by more than 5% for Mali, and nearly 2% for Senegal. Human milk is a significant food source to children in this region and should be included in national food statistics due to its nutritional and economic importance.

  3. Shared resource control between human and computer

    Science.gov (United States)

    Hendler, James; Wilson, Reid

    1989-01-01

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

  4. The Evaluation Of Training And Development Activities Of Human Resources In The ITSector

    OpenAIRE

    Serap Benligiray

    2006-01-01

    Education is very important for everybody, for every industry and for every business field in today’s world. But the training and development of human resources is particularly important for the new, dynamic, strategic and fastly developing information technology (IT) sector. It’s expected that information technology companies consider training as a fundemental function and determine their strategies and policies relatively; allocate sufficient resources for training, prepare efficient tr...

  5. The Water-Energy-Food Nexus in a Rapidly Developing Resource Sector

    Science.gov (United States)

    Allen, D. M.; Kirste, D. M.

    2014-12-01

    Technological advances and access to global markets have changed the rate at which resource exploitation takes place. The environmental impact of the rapid development and distribution of resources such as minerals and hydrocarbons has led to a greater potential for significant stress on water resources both in terms of quality and quantity. How and where those impacts manifest is crucial to determining appropriate risk management strategies. North East British Columbia has an abundance of shale gas reserves that are anticipated to be exploited at a large scale in coming years, primarily for export as liquefied natural gas (LNG). However, there is growing concern that fracking and other activities related to shale gas development pose risks to water quality and quantity in the region. Water lies at the center of the water-energy-food nexus, with an accelerating water demand for fracking and industrial operations as well as for domestic, environmental and agricultural uses. Climate change is also anticipated to alter the hydrologic regime, posing added stress to the water resource. This case study examines the water-energy-food nexus in the context of a region that is impacted by a rapidly developing resource sector, encompassing water demand/supply, climate change, interaction between deep aquifers and shallow aquifers/surface waters, water quality concerns related to fracking, land use disturbance, and community impacts. Due to the rapid rate of development, there are significant knowledge gaps in our understanding of the water resource. Currently agencies are undertaking water resource assessments and establishing monitoring sites. This research aims to assess water security in North East British Columbia in a coordinated fashion through various partnerships. In addition to collecting baseline knowledge and data, the study will evaluate risk and resilience indicators in relation to water security. A risk assessment framework specific to the shale gas development

  6. Sectoral Vulnerabilities to Changing Water Resources: Current and Future Tradeoffs between Supply and Demand in the Conterminous U.S

    Science.gov (United States)

    Meldrum, J.; Averyt, K.; Caldwell, P.; Sun, G.; Huber-lee, A. T.; McNulty, S.

    2012-12-01

    Assessing the sustainability of human activities depends, in part, on the availability of water supplies to meet the demands of those activities. Thermoelectric cooling, agriculture, and municipal uses all compete for water supplies, but each sector differs in its characteristic ratio of water consumption versus withdrawals. This creates different implications for contributing to water supply stress and, conversely, vulnerabilities within each sector to changing water supplies. In this study, we use two measures of water stress, relating to water withdrawals and to water consumption, and calculate the role of each of these three sectors in contributing to the two different measures. We estimate water stress with an enhanced version of the Water Supply Stress Index (WaSSI), calculating the ratio of water demand to water supply at the 8-digit Hydrologic Unit Code (HUC) scale (Sun et al. 2008, 2011; Caldwell et al. 2011). Current water supplies are based on an integrated water balance and flow routing model of the conterminous United States, which accounts for surface water supply, groundwater supply, and major return flows. Future supplies are based on simulated regional changes in streamflow in 2050 from an ensemble of 12 climate models (Milly et al. 2005). We estimate water demands separately for agriculture, municipal uses, and thermoelectric cooling, with the first two based on Kenny et al. (2005) and the last on the approach of Averyt et al. (2011). We find substantial regional variation not only in the overall WaSSI for withdrawals and consumption but also in contribution of the three water use sectors to that total. Results suggest that the relative vulnerabilities of different sectors of human activity to water supply stress vary spatially and that policies for alleviating that stress must consider the specific, regional context of the tradeoffs between competing water demands. Ref's: Averyt, K., Fisher, J., Huber-Lee, A., Lewis, A., Macknick, J., Madden, N

  7. Human Resource Management in Chinese manufacturing companies

    Directory of Open Access Journals (Sweden)

    Martin Čech

    2016-03-01

    Full Text Available The objective of this article is to analyse and present current Human Resource Management (HRM practices in Chinese manufacturing companies. This work is an initial study of research focused on comparison of Human Resource Management in Chinese and Czech manufacturing companies. A questionnaire consisting of 58 questions devoted to specific aspects of HRM such as recruitment, performance evaluation and remuneration, training and development, was designed to acquire necessary data. Data acquired from 67 Chinese companies were analysed; descriptive statistics and analysis of variation were applied in order to yield the most beneficial outcomes. Results show significant differences in various aspects of HRM depending on the size and the ownership of monitored companies. Results followed with discussion and implications emphasize the importance of proper practices implementing all aspects of HRM in one functional complex.

  8. 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.

  9. 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.

  10. Human resource management in international organizations

    OpenAIRE

    Sonja Treven

    2001-01-01

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

  11. Human resource management in the PMO

    OpenAIRE

    Kelly, David

    2014-01-01

    non-peer-reviewed The purpose of this research is to provide an analysis of Human Resource Management policy and practice in the Project Management Office, a project orientated context that often leads in the implementation of organisational change and the development of change capability within the Irish insurance industry. This research was in the form of a case study and draws on information gathered from 14 semi structured interviews conducted amongst project professiona...

  12. International human resources management challenges and changes

    CERN Document Server

    2015-01-01

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

  13. Human Resource Management in contemporary transnational companies

    OpenAIRE

    Cappellen, Tineke; Zanoni, Patrizia; Janssens, Maddy

    2011-01-01

    In this chapter, we will discuss the latest evolution in human resource management (HRM) in transnational organizations and the emergence of the global professional as a new profile within these organizations. The structure of the chapter is as follows. In the first section, we will discuss the global context within which transnational companies and global professionals need to work. Afterwards, we present an overview of classical theories and key concepts relevant to transnational companies ...

  14. HUMAN RESOURCE MANAGEMENT. PEOPLE AS CRITICAL RESOURCES IN TOURISM

    OpenAIRE

    Assoc. Prof. Ramona Gruescu Ph.D; Prof. Danut Tiberiu Epure Ph. D; Bogdan Budica Ph. D Student

    2010-01-01

    The tourism sector offers many and varied opportunities for working lives across its diverse sub-sectors and at different levels throughout the world. The industry’s heterogeneity, geographical spread and stochastic demand cycle provides both opportunity and challenge in terms of mapping these against the aspirations and expectations of those attracted into the tourism industry, either as new entrants to the labour force or in the context of change opportunities within their working lives. In...

  15. 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...

  16. Human Trafficking Identification and Service Provision in the Medical and Social Service Sectors.

    Science.gov (United States)

    Schwarz, Corinne; Unruh, Erik; Cronin, Katie; Evans-Simpson, Sarah; Britton, Hannah; Ramaswamy, Megha

    2016-06-01

    The medical sector presents a unique opportunity for identification and service to victims of human trafficking. In this article, we describe local and site-specific efforts to develop an intervention tool to be used in an urban hospital's emergency department in the midwestern United States. In the development of our tool, we focused on both identification and intervention to assist trafficked persons, through a largely collaborative process in which we engaged local stakeholders for developing site-specific points of intervention. In the process of developing our intervention, we highlight the importance of using existing resources and services in a specific community to address critical gaps in coverage for trafficked persons. For example, we focus on those who are victims of labor trafficking, in addition to those who are victims of sex trafficking. We offer a framework informed by rights-based approaches to anti-trafficking efforts that addresses the practical challenges of human trafficking victim identification while simultaneously working to provide resources and disseminate services to those victims.

  17. 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...

  18. 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 ...

  19. Behavioural water resource economics: behavioural applications to the residential water sector

    OpenAIRE

    Correia, Ricardo Emanuel Sarmento

    2016-01-01

    Thesis specially presented for the fulfillment of the degree of Doctor in Economics / JEL Classification: D03, D12, D63, Q25. Water is a natural resource whose scarcity is very likely to rise in the future (Griffin, 2006), in spite of recent breakthroughs regarding the promotion of economic instruments (European Commission, 2007) and governance principles (OECD, 2015), as well as the declaration of water and sanitation as human rights since 2010 (Albuquerque and Roaf, 2012). Be...

  20. Exploring the impact of reduced hydro capacity and lignite resources on the Macedonian power sector development

    Directory of Open Access Journals (Sweden)

    Taseska-Gjorgievskaa Verica

    2014-01-01

    Full Text Available The reference development pathway of the Macedonian energy sector highlights the important role that lignite and hydro power play in the power sector, each accounting for 40% of total capacity in 2021. In 2030, this dominance continues, although hydro has a higher share due to the retirement of some of the existing lignite plants. Three sensitivity runs of the MARKAL-Macedonia energy system model have been undertaken to explore the importance of these technologies to the system, considering that their resource may be reduced with time: (1 Reducing the availability of lignite from domestic mines by 50% in 2030 (with limited capacity of imports, (2 Removing three large hydro options, which account for 310 MW in the business-as-usual case, and (3 Both of the above restrictions. The reduction in lignite availability is estimated to lead to additional overall system costs of 0.7%, compared to hydro restrictions at only 0.1%. With both restrictions applied, the additional costs rise to over 1%, amounting to 348 M€ over the 25 year planning horizon. In particular, costs are driven up by an increasing reliance on electricity imports. In all cases, the total electricity generation decreases, but import increases, which leads to a drop in capacity requirements. In both, the lignite and the hydro restricted cases, it is primarily gas-fired generation and imports that “fill the gap”. This highlights the importance of an increasingly diversified and efficient supply, which should be promoted through initiatives on renewables, energy efficiency, and lower carbon emissions.

  1. The HIV/AIDS philanthropy sector: towards harmonization of resource tracking

    NARCIS (Netherlands)

    Willekens, F.J.C.; Beekink, E.

    2008-01-01

    The HIV/AIDS philanthropic sector, which supports programmes in developing countries, is diverse. Grant making organizations include foundations, public charities and the corporate sector. Foundations include private, family and community foundations. The meaning of the term foundation varies

  2. Using structural equation modelling to integrate human resources with internal practices for lean manufacturing implementation

    Directory of Open Access Journals (Sweden)

    Protik Basu

    2018-01-01

    Full Text Available The purpose of this paper is to explore and integrate the role of human resources with the internal practices of the Indian manufacturing industries towards successful implementation of lean manu-facturing (LM. An extensive literature survey is carried out. An attempt is made to build an ex-haustive list of all the input manifests related to human resources and internal practices necessary for LM implementation, coupled with a similar exhaustive list of the benefits accrued from its suc-cessful implementation. A structural model is thus conceptualized, which is empirically validated based on the data from the Indian manufacturing sector. Hardly any survey based empirical study in India has been found to integrate human resources with the internal processes towards success-ful LM implementation. This empirical research is thus carried out in the Indian manufacturing in-dustries. The analysis reveals six key input constructs and three output constructs, indicating that these constructs should act in unison to maximize the benefits of implementing lean. The structural model presented in this paper may be treated as a guide to integrate human resources with internal practices to successfully implement lean, leading to an optimum utilization of resources. This work is one of the very first researches to have a survey-based empirical analysis of the role of human resources and internal practices of the Indian manufacturing sector towards an effective lean im-plementation.

  3. Model of Environmental Problems Priority Arising from the use of Environmental and Natural Resources in Machinery Sectors of Thailand

    Directory of Open Access Journals (Sweden)

    Sutthichaimethee Pruethsan

    2016-05-01

    Full Text Available The objective of this research is to propose an indicator to evaluate environmental impacts from the Machinery sectors of Thailand, leading to more sustainable consumption and production in this sector of the economy. The factors used to calculate the Forward Linkage, Backward Linkage and Real Benefit were the Total Environmental Costs. The highest total environmental cost was Railway Equipment which needs to be resolved immediately because it uses natural resources more than its carrying capacity, higher environmental cost than standard, and contributes low real benefit. Electric Accumulator & Battery, Secondary Special Industrial Machinery, Motorcycle, Bicycle & Other Carriages, and Engines and Turbines need to be monitored closely because they are able to link to other production sectors more than any other production sectors do, and they have high environmental cost. To decide a sustainable development strategy of the country, therefore, results of this research must be used to support decision-making.

  4. Human Resources Management Perspective at the Turn of the Century.

    Science.gov (United States)

    Lipiec, Jacek

    2001-01-01

    Based on nine reports, four sets of changes affecting human resource management are outlined: market, demographic, social, and managerial. The evolution of the role of human resource managers from functional to strategic approaches is discussed. (Contains 20 references.) (SK)

  5. 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

  6. An investigation on factors influencing on human resources productivity

    National Research Council Canada - National Science Library

    Masoumeh Seifi Divkolaii

    2014-01-01

    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...

  7. Transport sector decarbonisation - a social sciences and humanities annotated bibliography

    OpenAIRE

    Buchmann, Katrin; Rosalyn A. V. Robison; Foulds, Chris

    2017-01-01

    The challenge: \\ud * By 2014, transport had overtaken power companies as the sector with the highest carbon emissions across the European Union (EU). \\ud * From 1990 to 2014, EU road transport emissions rose by 17% and aviation emissions by 82%. Road transport accounted for 70% of EU transport emissions in 2014. \\ud Aim: \\ud * European energy policy has so far mainly relied on research from Science, Technology, Engineering and Mathematics (STEM) disciplines. Energy-related Social Sciences and...

  8. Sectoral Innovation Watch Food and Drinks Sector. Final Sector Report

    NARCIS (Netherlands)

    Leis, M.; Gijsbers, G.; Zee, F. van der

    2011-01-01

    The food and drinks manufacturing industry is a diverse and complex sector. There are ample possibilities for performance improvement and innovation in the food and drinks industry as well as a variety of challenges ranging from a lack of financial and human resources, fragmented consumer interests

  9. 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...... discuss various possible moderators and mediators of the HRM/innovation link, such as the type of knowledge involved (tacit/codified), knowledge sharing, social capital, and network effects. We argue—despite substantial progress made in the pertinent literature—that the precise causal mechanisms...

  10. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

    The case included in this paper is based on a real life case in Ericsson Denmark. The innovation project is described from its start in summer 1997 to the end of 2001. This is a unique case study in more than one respect. The first author has collected the data and written all the logbooks during...... (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...

  11. Human Resources and the Competitive Organizational Management

    Directory of Open Access Journals (Sweden)

    Viorel Lefter

    2006-01-01

    Full Text Available Human resource field is a main component of an organization asset and represents one of the most important features of its management. The competitiveness level of an enterprise is decisively related to the optimum personnel level and to labor productivity at least equal to that of the competitors. Taking into account the above mentioned facts, we present as follows both the procedures concerning the optimum personnel level, and the procedure concerning the improvement of the labor productivity, in order to meet the management competitiveness needs, to face the global competition.

  12. Employee satisfaction analysis with human resource index

    Directory of Open Access Journals (Sweden)

    Luhur Prayogo

    2017-05-01

    Full Text Available The objective of this research is to investigate employee satisfaction in one of Indonesian busi-ness firms named BM*. The study also tries to identify different factors influencing on employee satisfaction in the firm and to give appropriate suggestion for performance improvement. Meth-odology of this research is based on a survey and a questionnaire based on Human Resource In-dex (HRI with measure 15 is used for the assessment. The results show that employee satisfac-tion of BM* was relatively high. However, some of the attributes show the HRI were low. The study gives some insight to improve the customer satisfaction.

  13. Human Resource Management Strategies: A Panacea for Quality Education Delivery

    OpenAIRE

    Desmond, Elizabeth; Briggs, Francis

    2014-01-01

    Managing human resources in public secondary schools is of great important in the attainment of quality education delivery. The quality and quantity of human resources available will determine how the process-output will enhance continual growth in the educational system, since human resources organizes and coordinates other factors. This study examined human resource management strategies that enhances quality education delivery in public secondary schools in Rivers State.

  14. A new approach for measuring human resource accounting

    OpenAIRE

    Esmat Bavali; Iman Jokar

    2014-01-01

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

  15. Resources for startup and growing businesses in the science and engineering sectors

    Science.gov (United States)

    Sabol, Joseph

    2013-03-01

    The American Chemical Society provides resources for members involved in forming startup and growing small businesses in the chemical and related sectors. In particular, the ACS Division of Small Chemical Businesses SCHB provides member benefits, informative programming at national and regional meetings, and networking opportunities for entrepreneurs. SCHB member benefits include listing in a directory of members' products and services, discounted expo booth rental at ACS national meetings, sponsorship to attend ACS leadership development courses, volunteer opportunities to shape and direct SCHB's operations, multiple social networking platforms, and professional networking opportunities with like-minded and similarly situated small business principals. SCHB's mission is ``To aid in the formation, development and growth of small chemical businesses.'' SCHB collaborates with other units in ACS, including local sections, the Chemical Entrepreneurship Council, the Division of Business Development & Management, Entrepreneurial Initiative, and Career Services. SCHB helps chemists gain skills to translate research into commercially successful products; build strong, growing companies that create jobs; and collaborate with professionals outside the chemical community. American Chemical Society, Division of Small Chemical Businesses

  16. Hexavalent IPV-based combination vaccines for public-sector markets of low-resource countries.

    Science.gov (United States)

    Mahmood, Kutub; Pelkowski, Sonia; Atherly, Deborah; Sitrin, Robert D; Donnelly, John J

    2013-09-01

    In anticipation of the successful eradication of wild polio virus, alternative vaccination strategies for public-sector markets of low-resource countries are extremely important, but are still under development. Following polio eradication, inactivated polio vaccine (IPV) would be the only polio vaccine available, and would be needed for early childhood immunization for several years, as maintenance of herd immunity will be important for sustaining polio eradication. Low-cost combination vaccines containing IPV could provide reliable and continuous immunization in the post-polio eradication period. Combination vaccines can potentially simplify complex pediatric routine immunization schedules, improve compliance, and reduce costs. Hexavalent vaccines containing Diphtheria (D), Tetanus (T), whole cell pertussis (wP), Hepatitis B (HBV), Haemophilus b (Hib) and the three IPV serotype antigens have been considered as the ultimate combination vaccine for routine immunization. This product review evaluates potential hexavalent vaccine candidates by composition, probable time to market, expected cost of goods, presentation, and technical feasibility and offers suggestions for development of low-cost hexavalent combination vaccines. Because there are significant technical challenges facing wP-based hexavalent vaccine development, this review also discusses other alternative approaches to hexavalent that could also ensure a timely and reliable supply of low-cost IPV based combination vaccines.

  17. Itaipu royalties: The role of the hydroelectric sector in water resource management.

    Science.gov (United States)

    Lorenzon, Alexandre Simões; Alvares Soares Ribeiro, Carlos Antonio; Rosa Dos Santos, Alexandre; Marcatti, Gustavo Eduardo; Domingues, Getulio Fonseca; Soares, Vicente Paulo; Martins de Castro, Nero Lemos; Teixeira, Thaisa Ribeiro; Martins da Costa de Menezes, Sady Júnior; Silva, Elias; de Oliveira Barros, Kelly; Amaral Dino Alves Dos Santos, Gleissy Mary; Ferreira da Silva, Samuel; Santos Mota, Pedro Henrique

    2017-02-01

    For countries dependent on hydroelectricity, water scarcity poses a real risk. Hydroelectric plants are among the most vulnerable enterprises to climate change. Investing in the conservation of the hydrographic basin is a solution found by the hydropower sector. Given the importance of the Itaipu plant to the energy matrix of Brazil and Paraguay, the aim of this study is to review the current distribution of royalties from Itaipu, using the hydrographic basin as a of criterion of analysis. Approximately 98.73% of the Itaipu basin is in Brazil. The flow contributes 99% of the total electricity generated there, while the drop height of the water contributes only 1%. Under the current policy, royalties are shared equally between Brazil and Paraguay. In the proposed approach, each country would receive a percentage for their participation in the drop height and water flow in the output of the turbines, which are intrinsic factors for electricity generation. Thus, Brazil would receive 98.35% of the royalties and Paraguay, 1.65%. The inclusion of the hydrographic basin as a criterion for the distribution of royalties will promote more efficient water resource management, since the payment will be distributed throughout the basin of the plant. The methodology can be applied to hydroelectric projects worldwide. Copyright © 2016 Elsevier Ltd. All rights reserved.

  18. 20 CFR 628.215 - State Human Resource Investment Council.

    Science.gov (United States)

    2010-04-01

    ... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Human Resource Investment Council. 628..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The HRIC's...

  19. 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 ...

  20. 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…

  1. 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. 1000.22 Section 1000.22 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the...

  2. 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..

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

    OpenAIRE

    Susilo H.; Astuti E.S.; Wiyata

    2017-01-01

    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 ai...

  4. Human resource management for sustainable microfinance ...

    African Journals Online (AJOL)

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

  5. 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 &…

  6. 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 &…

  7. 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 &…

  8. 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 &…

  9. 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 &…

  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. Timing of nurses activities: human resources management

    Directory of Open Access Journals (Sweden)

    Hamid Hosein Poor

    2016-11-01

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

  13. Identifying the potential for resource and embodied energy savings within the UK building sector

    NARCIS (Netherlands)

    Mandley, S.; Harmsen, R.; Worrell, E.; Harmsen, Robert

    2015-01-01

    The EU building sector is widely acknowledged as a primary source of anthropogenic emissions, contributing directly to climate change. Recent studies estimate the sector to account for approximately 40% of primary energy use and 50% of extracted materials within the European Union. The Energy

  14. Are human resource professionals strategic business partners?

    DEFF Research Database (Denmark)

    Chiu, Randy; Selmer, Jan

    2011-01-01

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

  15. Human Resource Outsourcing: Lesson from Multinational Enterprises

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul Halim

    2011-03-01

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

  16. Biographical approach to human resource management

    Directory of Open Access Journals (Sweden)

    Ratković-Njegovan Biljana

    2015-01-01

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

  17. Electronic human resource management: Enhancing or entrancing?

    Directory of Open Access Journals (Sweden)

    Paul Poisat

    2017-01-01

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

  18. HUMAN RESOURCES MANAGEMENT SYSTEM IN A MUNICIPAL ADMINISTRATION

    OpenAIRE

    Mincho Vasilev

    2016-01-01

    The article discusses the opportunities of establishing a system for human resources management in a municipal administration as an example of a public organization operating in tcontemporary dynamic business environment and new trends in theory and practice of human resources management. The main conclusions underline the importance of the human factor to achieve efficiency in organizations and the need for application of new approaches in human resources management, incl. in the structures ...

  19. Improvement of Human Resource Management CASE: Okey markets

    OpenAIRE

    Bogdanov, Yury

    2015-01-01

    The target of this project is to analyse human resource management focusing on the case of an existing company, "OKEY" and find out how improve human resource management and how it could be possible to implement it in this company. In this work I have used web resources and information from the company together with an interview.

  20. An Update on Analyzing Differences Between Public and Private Sector Information Resource Management: Strategic Information Challenges and Critical Technologies

    Science.gov (United States)

    2004-06-01

    ecommerce architecture is the business —it is the company’s competitive advantage. (Morgan, 1998:40) Morgan goes on to illustrate this point by...It Can Work in the Public Sector,” MIS Quarterly, Dec:435-448, 1990. Morgan, T.P. “ Ecommerce Options,” Global Technology Business , Sept:40-42...to focus on managing information resources and IT as a business , conducting performance reviews of these programs, and trying to change agency

  1. A new approach for measuring human resource accounting

    Directory of Open Access Journals (Sweden)

    Esmat Bavali

    2014-06-01

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

  2. Health information systems in the private health sector : pooling of resources and purchasing of health care

    National Research Council Canada - National Science Library

    Matshidze, Patrick; Hanmer, Lyn

    2007-01-01

    This chapter provides an overview of health information systems in the private health sector from a legislative and operational perspective, highlighting the duality of the South African health care...

  3. Designing a guideline for selecting a supplier for an agile fixed budget & resource contract in the public sector

    DEFF Research Database (Denmark)

    Pries-Heje, Lene; Pries-Heje, Jan

    2014-01-01

    ; you need a more flexible way to develop IS. A new way of coping with many changes is to use an agile development approach and a fixed budget and resources contract. Thus instead of specifying requirements for functionality you specify requirements for resources; capabilities for the team...... and the technical support structure. This paper presents a case where that was done. We analyse the case using the iron triangle for projects as our theoretical lens and design a guideline for how to implement a fixed budget and resources contract in the public sector. The guideline includes elements to cope...... with challenges in a tender process such as transparency, criteria for supplier selection, and live assessment of resource skills and capabilities, as well as achieving the flexibility for change needed....

  4. 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

  5. Trends of geographic inequalities in the distribution of human resources in healthcare system: the case of Iran.

    Science.gov (United States)

    Sefiddashti, Sara Emamgholipour; Arab, Mohammad; Ghazanfari, Sadegh; Kazemi, Zhila; Rezaei, Satar; Karyani, Ali Kazemi

    2016-07-01

    Considering the scarcity of skilled workers in the health sector, the appropriate distribution of human resources in this sector is very important for improving people's health. Having information about the degree of equality in the distribution of health human resources and their time trends is necessary for better planning and efficient use of these resources. The aim of this study was to determine the trend of inequality in the allocation of human resources in the health sector in Tehran between 2007 and 2013. This cross-sectional study was conducted in Tehran Province in Iran. The inequality in the distribution of human resources (specialists, general practitioners, pharmacists, paramedics, dentists, nurses and community health workers (Behvarz)) in 10 cities in Tehran Province was investigated using the Gini coefficient and the dissimilarity index. The time trend of inequality was examined by regression analysis. The required data were collected from the statistical yearbook of the Iran Statistics Center (ISC). The highest value of the Gini coefficient (GC) was related to nurses (GC = 0.291) in 2007. The highest value of the Gini coefficient was related to nurses and Behvarzs in 2008 and 2009, respectively. The distribution of specialists had the highest inequality in 2010 (GC = 0.298), 2011 (GC = 0.300) and 2013 (GC = 0.316). General practitioners had the lowest Gini coefficient for 2007, 2008 and 2012. Nurses for 2009 and Behvarzs for 2010, 2011 and 2013 had the lowest value of Gini coefficient. The dissimilarity indexes for specialists and general practitioners were 26.64 and 8.72 in 2013, respectively. The means of this index for included resources were 31.35, 18.27, 16.91, 22.32, 15.82, 26.74, and 24.33, respectively. The time trend analysis showed that the coefficient of time was positive for all of the human resources, except Behvarzes, and only the coefficient of general practitioners was statistically significant ( presources in the health sector have

  6. Education Is a Human Right. EI Barometer on Human and Trade Union Rights in the Education Sector, 2001.

    Science.gov (United States)

    Noonan, Michael A.

    This 2001 edition of Educational International's (EI) "Barometer on Trade Union and Human Rights in the Education Sector" focuses on four fundamental human rights: (1) the right to education; (2) academic freedom; (3) children's right to be protected from exploitation; and (4) workers' rights to form and join trade unions and to organize…

  7. A study of human resource competencies required to implement community rehabilitation in less resourced settings.

    Science.gov (United States)

    Gilmore, Brynne; MacLachlan, Malcolm; McVeigh, Joanne; McClean, Chiedza; Carr, Stuart; Duttine, Antony; Mannan, Hasheem; McAuliffe, Eilish; Mji, Gubela; Eide, Arne H; Hem, Karl-Gerhard; Gupta, Neeru

    2017-09-22

    implementing the WHO guidelines on the interaction between the health sector and CBR, particularly in the context of the Framework for Action for Strengthening Health Systems, in which human resources is one of six components. Realist syntheses can provide policy makers with detailed and practical information regarding complex health interventions, which may be valuable when planning and implementing programmes.

  8. A Study on Governance and Human Resources for Cooperative Road Facilities Management

    Science.gov (United States)

    Ohno, Sachiko; Takagi, Akiyoshi; Kurauchi, Fumitaka; Demura, Yoshifumi

    Within today's infrastructure management, Asset Management systems are becoming a mainstream feature. For region where the risk is low, it is necessary to create a "cooperative road facilities management system". This research both examined and suggested what kind of cooperative road facilities management system should be promoted by the regional society. Concretely, this study defines the operational realities of a previous case. It discusses the problem of the road facilities management as a governance. Furthermore, its realization depends on "the cooperation between municipalities", "the private-sector initiative", and "residents participation" .Also, it discusses the problem of human resources for governance. Its realization depends on "the engineers' promotion", and "creation of a voluntary activity of the resident" as a human resources. Moreover, it defines that the intermediary is important because the human resources tied to the governance. As a result, the prospect of the road facilities management is shown by the role of the player and the relation among player.

  9. Human resources for health through conflict and recovery: lessons from African countries.

    Science.gov (United States)

    Pavignani, Enrico

    2011-10-01

    A protracted conflict affects human resources for health (HRH) in multiple ways. In most cases, the inflicted damage constitutes the main obstacle to health sector recovery. Interventions aimed at healing derelict human resources are however fraught with difficulties of a political, technical, financial and administrative order. The experience accumulated in past recovery processes has made some important players aware of the cost incurred by neglecting human resource development. Several transitions from conflict to peace have been documented, even if largely in unpublished reports. This paper presents condensed descriptions of some African HRH-related recovery processes, which provide useful lessons. The technical work demanded to resuscitate a derelict health workforce is fairly well understood. In most situations, the highest hurdles lie outside of the health domain, and are of a political and administrative nature. Success stories are rare. But useful lessons are taught by failure as well as by success. © 2011 The Author(s). Disasters © Overseas Development Institute, 2011.

  10. Designing the Human Resource Scorecard as a Performance Measurement of Human Resource

    OpenAIRE

    Muslim, Erlinda; Firania, Frinda

    2016-01-01

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

  11. 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”.

  12. IMPROVING HUMAN RESOURCES REPORTING IN NON FOR PROFIT ORGANIZATIONS

    OpenAIRE

    Nicolae Todea1; Delia Corina Mihaltan2

    2013-01-01

    The paper aims to expose the present reality concerning the information offered byaccounting regarding the human resources in a non for profit organization and to propose ways ofimproving it. To this end we display the typical aspects of human resources which are connected tothe specificities of the non for profit organizations and their impact on accounting. We emphasizethe deficiencies of human resources reporting and submit means of improving it.

  13. 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 ...

  14. Human resource management in crisis: motivation of employees

    OpenAIRE

    Sharaeva, Maria

    2016-01-01

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

  15. Provincial Water Resource Allocation in Agricultural Sector Using Conflict Resolution Methods in Atrak Basin

    Directory of Open Access Journals (Sweden)

    Parvaneh KazemiMeresht

    2017-03-01

    Full Text Available Introduction: In spite of improving the water productivity due to development in water infrastructure systems, population increasing causing the water withdrawal is triple in the last fifty years. In this situation competition on water consumption especially in the agricultural sector which is the biggest consumer in the world and also in Iran is a severe problem. Water allocation has been assessed widely in the recent past. Additionally, several studies have explored methods to incorporate conflict resolution methods in water allocation. In a general classification, there are two types of methods. One is the method based on game theory, graph theory and general models based oncooperative game into a category that has the ability to consider the stakeholder preferences and assess the several scenarios under specified policy. Although this type of methods iseligible to cooperate the stakeholder in modeling but due to their weakness on considering the information on details and their limitations in adoption with changes caused from uncertainty, they are not popular in practical cases. Another type of conflict resolution method which is eligible to considering more detailed information of systems has the optimization approach basically, has the most interests between researchers. There is namely the Nash bargaining solution, the Kalai-Smorodinesky solution, the Equal loss solution and the area monotonic solution. There are several studies which areapplied these methods to investigate about groundwater (5, 6 and10. There are a few applications of water resource allocation models which is incorporated with conflict resolution methods in Transboundary Rivers nowadays and restricted to game theory related methods (1 and 2. The aim of this study is the assessment of the application of conflict resolution methods such as symmetric and non symmetric Nash solution, non symmetricKalai-Smorodinesky, non symmetric equal loss solution and finally the area

  16. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

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

    2016-05-01

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

  17. 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.

  18. HUMAN RESOURCES MANAGEMENT SYSTEM IN A MUNICIPAL ADMINISTRATION

    National Research Council Canada - National Science Library

    Mincho Vasilev

    2016-01-01

    The article discusses the opportunities of establishing a system for human resources management in a municipal administration as an example of a public organization operating in tcontemporary dynamic...

  19. Developing a strategic human resources plan for the Urban Angel.

    Science.gov (United States)

    Owen, Susan M

    2011-01-01

    In healthcare a significant portion of the budget is related to human resources. However, many healthcare organizations have yet to develop and implement a focused organizational strategy that ensures all human resources are managed in a way that best supports the successful achievement of corporate strategies. St. Michael's Hospital, in Toronto, Ontario, recognized the benefits of a strategic human resources management plan. During an eight-month planning process, St. Michael's Hospital undertook the planning for and development of a strategic human resources management plan. Key learnings are outlined in this paper.

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

    African Journals Online (AJOL)

    Nigeria's current economic recession, high poverty rate (71-74.2%) and unemployment informed the need to examine the extent that agricultural sector could assist in accelerating ... Agriculture accounts for over 78.3% of labour in Nigeria and contributed about 23.9% of the Gross National Domestic product in 2016.

  1. Resource metabolism of the construction sector an application of material and exergy flow analysis

    OpenAIRE

    Rashedul Hoque, Mohammad

    2013-01-01

    Ésta tesis tiene como objetivo evaluar el consumo de recursos del sector de la construcción, los residuos y las emisiones generadas por el sector. Ésto está motivado por el hecho de que el sector de la construcción es responsable de una gran cantidad de consumo de recursos y representa casi el 9% el valor bruto añadido al producto interno bruto del mundo. La evaluación considera la perspectiva del ciclo de vida, desde la extracción de materias primas, a través de la construcción y fabricación...

  2. Mapping the governance of human resources for health in Serbia.

    Science.gov (United States)

    Santric Milicevic, Milena; Vasic, Milena; Edwards, Matt

    2015-12-01

    This article maps the current governance of human resources for health (HRH) in relation to universal health coverage in Serbia since the health sector reforms in 2003. The study adapts the Global Health Workforce Alliance/World Health Organization four-dimensional framework of HRH in the context of governance for universal health coverage. A set of proxies was established for the availability, accessibility, acceptability and quality of HRH. Analysis of official HRH documentation from relevant institutions and reports were used to construct a governance profile of HRH for Serbia from the introduction of the reform in 2003 up to 2013. The results show that all Serbian districts (except Sremski) surpass the availability threshold of 59.4 skilled midwives, nurses and physicians per 10,000 inhabitants. District accessibility of health workforce greatly differed from the national average with variances from +26% to -34%. Analysis of national averages and patient load of general practitioners showed variances among districts by ± 21%, whilst hospital discharges per 100 inhabitants deviated between +52% and -45%. Pre-service and in-service education of health workforce is regulated and accredited. However, through its efforts to respond to population health needs Serbia lacks a single coordinating entity to take overall responsibility for effective and coordinated HRH planning, management and development within the broader landscape of health strategy development. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

  3. Opportunities for human resources for health and rehabilitation: a response to Jesus et al.

    Science.gov (United States)

    Power, Jessica; McVeigh, Joanne; Gilmore, Brynne; MacLachlan, Malcolm

    2017-09-30

    We welcome Jesus et al.'s paper, which makes an important contribution to the under-researched area of the physical rehabilitation workforce. The authors present recommendations to "advance a policy and research agenda for ensuring that an adequate rehabilitation workforce can meet the current and future rehabilitation health needs" (p. 1). We argue that their perspective could however be strengthened by adopting a stronger global perspective, including consideration of the needs of low-resource settings. In particular, we highlight the integral role of more effective sector and inter-sectoral governance, the opportunity to support the development of community-based rehabilitation (CBR), the lessons that can be learnt from human resources for health (HRH) research and practice more generally, and the recent developments in the global provision of assistive technologies. Each of these issues has important implications and contributions to make to advance the policy and research agenda for the global rehabilitation workforce.

  4. The Impact of Bundled High Performance Human Resource Practices on Intention to Leave: Mediating Role of Emotional Exhaustion

    Science.gov (United States)

    Jyoti, Jeevan; Rani, Roomi; Gandotra, Rupali

    2015-01-01

    Purpose: The purpose of this paper is to examine the mediating effect of emotional exhaustion (EE) in between bundled high-performance human resource practices (HPHRPs) and intention to leave (ITL) in the education sector. Design/methodology/approach: A survey questionnaire method was used to collect data from a sample of 514 teachers working in…

  5. 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

  6. Ameliorating the effects of global crisis on human resources

    Directory of Open Access Journals (Sweden)

    Wilfred UKPERE

    2011-06-01

    Full Text Available Capitalist globalisation has produced certain negative consequences for human resources, industrial democracy and humanity in general. Globalisation is a powerful force that cannot be denied, however, conversely, it has also threatened life, in a broader sense. Globalisation was perceived by globalisers as a worldwide remedy for worldwide problems, but is viewed with great pessimism amongst proletariat (workers. In fact, current globalisation has an enormous negative impact on human resources, industrial democracy and humanity, at large. Hence, the aim of this paper is to proffer mechanisms, which can ameliorate negative impacts of globalisation on human resources, industrial democracy and humanity. It is the author’s belief that if current postulates are considered, globalisation might present a different picture, which could have positive effects on human resources, industrial democracy and humanity, in general.

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

    Directory of Open Access Journals (Sweden)

    Baba Duza

    2011-05-01

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

  8. Human resources evaluation in a marketing organization

    Directory of Open Access Journals (Sweden)

    Gutić Dragutin

    2009-01-01

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

  9. Human resources for health at the district level in Indonesia: the smoke and mirrors of decentralization

    Directory of Open Access Journals (Sweden)

    Harahap Nida P

    2009-02-01

    Full Text Available Abstract Background In 2001 Indonesia embarked on a rapid decentralization of government finances and functions to district governments. One of the results is that government has less information about its most valuable resource, the people who provide the services. The objective of the work reported here is to determine the stock of human resources for health in 15 districts, their service status and primary place of work. It also assesses the effect of decentralization on management of human resources and the implications for the future. Methods We enumerated all health care providers (doctors, nurses and midwives, including information on their employment status and primary place of work, in each of 15 districts in Java. Data were collected by three teams, one for each province. Results Provider density (number of doctors, nurses and midwives/1000 population was low by international standards – 11 out of 15 districts had provider densities less than 1.0. Approximately half of all three professional groups were permanent public servants. Contractual employment was also important for both nurses and midwives. The private sector as the primary source of employment is most important for doctors (37% overall and increasingly so for midwives (10%. For those employed in the public sector, two-thirds of doctors and nurses work in health centres, while most midwives are located at village-level health facilities. Conclusion In the health system established after Independence, the facilities established were staffed through a period of obligatory service for all new graduates in medicine, nursing and midwifery. The last elements of that staffing system ended in 2007 and the government has not been able to replace it. The private sector is expanding and, despite the fact that it will be of increasing importance in the coming decades, government information about providers in private practice is decreasing. Despite the promise of decentralization to

  10. 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

    '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...... be avoided, and highlight unifying features in the evolution of cooperation and competition in human and non-human societies....

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

    Directory of Open Access Journals (Sweden)

    Peter Mihaly

    2014-01-01

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

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

    African Journals Online (AJOL)

    Conclusively, human resources cost approach to corporate performance measurement which have gained substantial attention and use in recent years provides further opportunities for utilization of human resource accounting measures. The study therefore, recommended that banks should use career management ...

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

    Science.gov (United States)

    Seyfarth, John T.

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

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

    Science.gov (United States)

    Jackson, Susan E.; Schuler, Randall S.

    1990-01-01

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

  15. 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,…

  16. Development of human resources for Indian nuclear power ...

    Indian Academy of Sciences (India)

    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 ...

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

    Science.gov (United States)

    Rebore, Ronald W.

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

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

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    Strategic human resource management (SHRM) has become increasingly important to the competitiveness of firms. Despite ... Key words: Strategic human resource management, SME, competitiveness, Nigeria. Introduction .... management staff who have spent at least five years in the business and so they are experienced ...

  19. 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…

  20. Globalization and the challenges of human resource development ...

    African Journals Online (AJOL)

    This paper discusses the challenge of human resource development as it relates counseling in Nigerian schools in the face of globalization of world economy with its attendant changes in every facet of life. It traces the origin of human resource development Iin Nigeria up to the coming of the missionaries who spiritually ...

  1. agenda and outlook: human resource development for ict in nigeria

    African Journals Online (AJOL)

    NESG PUBLICATIONS

    people come first. How well is Nigeria developing the manpower and human resources required to apply Information and Communications Technology. (ICT) for development? What should the agenda be for developing human resources that can compete globally in the digital economy? The nation certainly has a lot to do ...

  2. 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…

  3. 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 ...

  4. Optimizing Human Resources: Readings in Individual and Organization Development.

    Science.gov (United States)

    Lippitt, Gordon L., Ed.; And Others

    The objective of putting together this collection of readings are: (1) to organize the many diverse changes in the human resource development field, (2) to establish links between new and old trends in this field, (3) to choose areas that are on the "cutting edge" of human resource development, and (4) to present different points of view about the…

  5. 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.

  6. 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.

  7. Human Resource Outsourcing: Is The HR Function Losing Its ...

    African Journals Online (AJOL)

    Human resource outsourcing (HRO) is one of the emerging practices in the Business Process Outsourcing market. Available research shows that most organisations are increasingly outsourcing most of their human resource functions. Given these developments, a pertinent question arises whether the continued retention of ...

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

    African Journals Online (AJOL)

    Human Resource Management (HRM) is a strategic and coherent approach to the management of an organization.s most valued assets: the people working there who individually and collectively contribute to the achievement of its objective. The assumptions underpinning the practice of human resource management are ...

  9. Communication and Human Resource Management and its Compliance with Culture

    OpenAIRE

    D. Charvatova; C.G. van der Veer

    2008-01-01

    According to the conception of personnel management, human resource management requires efficient use of human resources. This is ensured by various activities directed towards the area of management. Among these activities there are for example the recruitment of employees, development, strengthening of relations, mutual inspiring, implementation of correct working processes and systems used by individuals or groups.

  10. Human Resources Factor in the Development of Appropriate ...

    African Journals Online (AJOL)

    Discussions on information literacy skills of the School child in Nigeria bring to mind a composite requirement of relevant human resource in the school library. The stakeholders have been identified as veritable human resource in the school library that should encourage the Teacher-Librarian to carry out effective library ...

  11. 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...

  12. The Interaction between Human and Organizational Capital in Strategic Human Resource Management

    OpenAIRE

    Audia Junita

    2016-01-01

    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...

  13. Technical Information Resource on Rare Earth Elements Now Available to Public and Private Sector Stakeholders

    Science.gov (United States)

    A new EPA technical information resource, “Rare Earth Elements: A Review of Production, Processing, Recycling, and Associated Environmental Issues” has been produced as an introductory resource for those interested in learning more about REE mining and alternatives to meet demand...

  14. Web Resources for Teaching about Human Rights

    Science.gov (United States)

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

    2012-01-01

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

  15. Ameliorating the effects of global crisis on human resources

    OpenAIRE

    UKPERE, Wilfred

    2011-01-01

    Capitalist globalisation has produced certain negative consequences for human resources, industrial democracy and humanity in general. Globalisation is a powerful force that cannot be denied, however, conversely, it has also threatened life, in a broader sense. Globalisation was perceived by globalisers as a worldwide remedy for worldwide problems, but is viewed with great pessimism amongst proletariat (workers). In fact, current globalisation has an enormous negative impact on human resource...

  16. 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

  17. Shift–share Analysis of manufacturing as a measuring instrument for Human Resource Management

    Directory of Open Access Journals (Sweden)

    Ewert Philippus Kleynhans

    2009-03-01

    Full Text Available Shift-share analysis of employment as a measuring instrument for human resource management is proposed by this study. The results obtained through this technique can assist human resource management on the macro-level in making informed and strategic decisions regarding future employment practices and trends. This technique is often applied to studies of economic geography, and is illustrated in this article through its application to the estimation of future employment potential of manufacturing industries of South Africa’s Southern District Municipality. The economy in this region is mainly dependent on gold mining, which is declining as gold reserves are becoming depleted. As a result, a large section of the area’s population will be unemployed in future, causing adversity and other development needs. Shift-share analysis provides insight into the shifts of employment in the various sectors over time, as well as insight into the national share effect on employment in the region, including the regional-industrial mix and the competitive share effects. It was found that the sectors with the highest employment creation potential are: transport equipment, wood and paper products, metal products, and furniture. Some suggestions are also made regarding the ways that this information can be utilised in human resource management.

  18. OVERVIEW ABOUT THE MANAGEMENT OF THE HUMAN RESOURCE IN PROJECTS

    Directory of Open Access Journals (Sweden)

    Catalin Drob

    2015-07-01

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

  19. 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.

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

    Directory of Open Access Journals (Sweden)

    Wyss Kaspar

    2004-07-01

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

  1. 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.

  2. Navajo Generating Station and Federal Resource Planning; Volume 1: Sectoral, Technical, and Economic Trends

    Energy Technology Data Exchange (ETDEWEB)

    Hurlbut, David; Haase, Scott; Barrows, Clayton; Bird, Lori; Brinkman, Greg; Cook, Jeff; Day, Megan; Diakov, Victor; Hale, Elaine; Keyser, David; Lopez, Anthony; Mai, Trieu; McLaren, Joyce; Reiter, Emerson; Stoll, Brady; Tian, Tian; Cutler, Harvey; Bain, Dominique; Acker, Tom

    2016-11-01

    This study for the U.S. Bureau of Reclamation examines conditions in the electricity sector that are likely to affect federal decisions with respect to Navajo Generating Station (NGS), the largest coal-fired power plant operating in the western United States. The federal government owns 24.3% of the 2.25-gigawatt plant, which amounts to 547 megawatts (MW) of capacity. By focusing on the unique public interests that depend on the federal share of NGS, this baseline study can help the federal government develop a road map for meeting all of its goals with respect to water delivery, clean energy, emission reduction, and economic development. There is no recommendation for action in this report. Rather, its aim is to provide a credible, thorough description of baseline conditions that might affect federal decisions regarding NGS. It describes facts and trends embedded in current data, but there are no conclusions about how Reclamation or DOI should respond to the trends. The interdependencies among the many sectoral trends and federal goals are complex, and the aim of this study is to provide a foundation from which options can be tested in a deliberate manner.

  3. The non-profit sector: leveraging resources and strengths to promote more physically active lifestyles.

    Science.gov (United States)

    Doyle, Colleen M

    2009-11-01

    Many Americans do not meet current minimum physical activity recommendations. Although the choice to be physically active is made by individuals, that choice is affected by the social and physical environments in which people live, work, play and learn. Creating environments that are more supportive of physical activity will require policies, practices and programs that individuals may not be able to influence on their own; such changes will require comprehensive, coordinated and collaborative action by a variety of organizational sectors at national, state and local levels. Because of their core-and frequently unique-competencies, many nonprofit organizations are poised to be active players in promoting important changes in policy and community environments that can facilitate lifelong physical activity for all Americans. Review of mission statements and strategic plans of a variety of nonprofit organizations reveal key characteristics and competencies that can be leveraged, frequently across multiple levels and sectors, to promote physical activity. Nonprofit organizations should leverage their unique capabilities, particularly in the areas of advocacy, strategic collaborations and outreach to their membership, volunteer and/or constituent bases to promote policy and environmental changes in support of physical activity.

  4. Resources

    Science.gov (United States)

    ... disease - resources Hemophilia - resources Herpes - resources Incest - resources Incontinence - resources Infertility - resources Interstitial cystitis - resources Kidney disease - resources Leukemia - resources Liver disease - resources Loss ...

  5. Service-based health human resources planning for older adults.

    Science.gov (United States)

    Tomblin Murphy, Gail; MacKenzie, Adrian; Rigby, Janet; Rockwood, Kenneth; Gough, Amy; Greeley, Gogi; Montpetit, Frederick; Dill, Donna; Alder, Robert; Lackie, Kelly

    2013-08-01

    To test a service-based health human resources (HHR) planning approach for older adults in the context of home and long term care (LTC); to create a practical template/tools for use in various jurisdictions and/or health care settings. The most serious health needs of seniors in 2 Canadian jurisdictions were identified and linked to the specific services and associated competencies required of health care providers (HCPs) to address those needs. The amounts of each service required were quantified and compared against the capacity of HCPs to perform the services, measured using a self-assessment survey, by using a previously developed analytical framework. Home and LTC sectors in Nova Scotia and Nunavut, Canada. Regulated and nonregulated HCPs were invited to complete either an online or paper-based competency self-assessment survey. Survey response rates in Nova Scotia and Nunavut were 11% (160 responses) and 20% (22 responses), respectively. Comparisons of the estimated number of seniors likely to need each service with the number who can be served by the workforces in each jurisdiction indicated that the workforces in both jurisdictions are sufficiently numerous, active, productive, and competent to provide most of the services likely to be required. However, significant gaps were identified in pharmacy services, ongoing client assessment, client/family education and involvement, and client/family functional and social supports. Service-based HHR planning is feasible for identifying gaps in services required by older adults, and can guide policy makers in planning hiring/recruitment, professional development, and provider education curricula. Implementation will require commitment of policy makers and other stakeholders, as well as ongoing evaluation of its effectiveness. More broadly, the ongoing effectiveness of the approach will depend on workforce planning being conducted in an iterative way, driven by regular reevaluation of population health needs and HHR

  6. 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.

  7. 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.

  8. A macro view on human resources for health in Turkey.

    Science.gov (United States)

    Mollahaliloğlu, Salih; Taşkaya, Serap; Kosdak, Mustafa

    2010-01-01

    This study aims to make an assessment of the current status of human resources for health in Turkey and to bring a new perspective to key issues in the development of human resources for health within the framework of a macro approach. Although a number of issues are covered in human resources for health (HRH) studies which need to be handled carefully, this study focuses on the number of health personnel, health personnel efficiency, geographic distribution, education and financing of health personnel, and migration.

  9. 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 SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION FOR CHILDREN, YOUTH AND FAMILIES, HEAD START PROGRAM PROGRAM PERFORMANCE STANDARDS...

  10. Carbon emissions and resources use by Chinese economy 2007: A 135-sector inventory and input-output embodiment

    Science.gov (United States)

    Chen, G. Q.; Chen, Z. M.

    2010-11-01

    A 135-sector inventory and embodiment analysis for carbon emissions and resources use by Chinese economy 2007 is presented in this paper by an ecological input-output modeling based on the physical entry scheme. Included emissions and resources belong to six categories as: (1) greenhouse gas (GHG) in terms of CO 2, CH 4, and N 2O; (2) energy in terms of coal, crude oil, natural gas, hydropower, nuclear power, and firewood; (3) water in terms of freshwater; (4) exergy in terms of coal, crude oil, natural gas, grain, bean, tuber, cotton, peanut, rapeseed, sesame, jute, sugarcane, sugar beet, tobacco, silkworm feed, tea, fruits, vegetables, wood, bamboo, pulp, meat, egg, milk, wool, aquatic products, iron ore, copper ore, bauxite, lead ore, zinc ore, pyrite, phosphorite, gypsum, cement, nuclear fuel, and hydropower; (5) and (6) solar and cosmic emergies in terms of sunlight, wind power, deep earth heat, chemical power of rain, geopotential power of rain, chemical power of stream, geopotential power of stream, wave power, geothermal power, tide power, topsoil loss, coal, crude oil, natural gas, ferrous metal ore, non-ferrous metal ore, non-metal ore, cement, and nuclear fuel. Accounted based on the embodied intensities are carbon emissions and resources use embodied in the final use as rural consumption, urban consumption, government consumption, gross fixed capital formation, change in inventories, and export, as well as in the international trade balance. The resulted database is basic to environmental account of carbon emissions and resources use at various levels.

  11. COMMENTARY: GLOBALIZATION, HEALTH SECTOR REFORM, AND THE HUMAN RIGHT TO HEALTH: IMPLICATIONS FOR FUTURE HEALTH POLICY.

    Science.gov (United States)

    Schuftan, Claudio

    2015-01-01

    The author here distills his long-time personal experience with the deleterious effects of globalization on health and on the health sector reforms embarked on in many of the more than 50 countries where he has worked in the last 25 years. He highlights the role that the "human right to health" framework can and should play in countering globalization's negative effects on health and in shaping future health policy. This is a testimonial article.

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

    Science.gov (United States)

    Anselmi, Laura; Lagarde, Mylene; Hanson, Kara

    2015-05-01

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

  13. 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.

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

    Directory of Open Access Journals (Sweden)

    Zubović Jovan

    2015-01-01

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

  15. 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” .

  16. Human Resource Management in Library and Information Services.

    Science.gov (United States)

    Line, Maurice B.; Kinnell, Margaret

    1993-01-01

    Discussion of human resource management focuses on academic libraries. Topics addressed include the influence of information technology; strategic planning; equal opportunities; recruitment; staff appraisal; quality of working life; motivation; job satisfaction; participative management; leadership; burnout; conflict; organizational structures;…

  17. Civilian Industry Human Resource Transformation: What Can We Leverage

    National Research Council Canada - National Science Library

    Clark, Kenneth

    2002-01-01

    .... In order to become a more efficient and effective organization and meet the needs of the Army of the future, can we in the human resource profession learn from the transformation efforts of the civilian industry...

  18. Improving human resource capacity for road network preservation

    CSIR Research Space (South Africa)

    Nxumalo, M

    2010-10-01

    Full Text Available There is compelling evidence that a significant factor contributing to the poor condition of much of Africa's rural road network is inadequate human resource capacity. This shortage of professional skills in road engineering inhibits proper...

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

    Science.gov (United States)

    Tonks, P; Flanagan, H

    1994-01-01

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

  20. Determinants of human resource investment in internal controls

    National Research Council Canada - National Science Library

    Jong-Hag Choi Joonil Lee Catherine Heyjung Sonu

    2013-01-01

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

  1. Quality Administration for Academic Departments: A Human Resource Investment.

    Science.gov (United States)

    Hoshmand, Lisa L. T.; Hoshmand, A. Reza

    1988-01-01

    Qualitative aspects of human resource management and leadership are seen as most essential. Based on observations of problematic department management, recommendations are made with respect to selection, training, evaluation, and research and development. (MLW)

  2. Human Resources from an Organizational Behavior Perspective: Some Paradoxes Explained

    National Research Council Canada - National Science Library

    Jeffrey Pfeffer

    2007-01-01

    ... consequences for employers as well as employees. What follows is a necessarily selective exploration of human resource management in organizations, covering why it is often done so badly, what theory suggests about how to do it better, and why...

  3. 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.

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

    DEFF Research Database (Denmark)

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

    2006-01-01

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

  5. 42 CFR 486.326 - Condition: Human resources.

    Science.gov (United States)

    2010-10-01

    ... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources... not limited to performance expectations for staff, applicable organizational policies and procedures...) Standard: Education, training, and performance evaluation. The OPO must provide its staff with the...

  6. Motivation and policies of human resources management in the organization

    Directory of Open Access Journals (Sweden)

    Jovanović Goca

    2017-01-01

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

  7. 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…

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

    African Journals Online (AJOL)

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

  9. Human Resource Development in Prince Edward Island: Abstracts of Research.

    Science.gov (United States)

    Prince Edward Island NewStart, Inc., Montague.

    This document lists abstracts of action research projects in the field of human resource development in Prince Edward Island, performed under the Canada NewStart Program. Subjects studied and reported on include: adult basic education, rural development, educational resources, English for New Canadians, vocational and job training, home economics…

  10. Human resource training with special overview on administrative clerks

    OpenAIRE

    Miceski, Trajko; Gelevski, Daniel

    2016-01-01

    Institutions and organizations of the modern era are more likely to recognize that their greatest assets are the employees, or in other words, human resources. A person that possesses knowledge, skill, motivation and other abilities represents the human asset with potential that assure the organization or the institution competitive advantage. Without the people and their potential there is no organization and success. Despite numerous resources that are valuable for the org...

  11. A CHALLENGE FOR THE TOURISM INDUSTRY: HUMAN RESOURCES

    OpenAIRE

    Livia Ilie; Adrian Ilie

    2009-01-01

    This paper aims to address the issue of human resources development, especially of education and training of people in an industry that heavily depends on the performance of its employees in dealing directly with the customer. In a changing world, the tourism industry is changing also, globalization and technology are important factors in this respect, and human resources have to keep pace with all these changes

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

    OpenAIRE

    Sherk, Karen E; Nauseda, Fiona; Johnson, Sarah; Liston, Delphine

    2009-01-01

    Abstract Problem Strong leadership and management skills are crucial to finding solutions to the human resource crisis in health. Health professionals and human resource (HR) managers worldwide who are in charge of addressing HR challenges in health systems often lack formal education in leadership and management. Approach Management Sciences for Health (MSH) developed the Virtual Leadership Development Program (VLDP) with support from the United States Agency for International Development (U...

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

    CERN Multimedia

    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.

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

    African Journals Online (AJOL)

    Toshiba

    Walker, in his Grolier Business Library "Human Resource Planning" in 1995 ... an reso u rces. B etter p lan n in g fo. r h u m an reso u rces. Assessm en t o f u se o f h u m an reso u rces. Accountability for. Human resources. B etter d ecisio n s. Ab o u. t p ... shorter, and unamortised cost written off, for example, an individual.

  15. Corporate culture and its role in human resource management

    OpenAIRE

    PERTLÍKOVÁ, Andrea

    2011-01-01

    This thesis deals with the corporate culture in a chosen company Podzimek a synové s. r. o. The aim is to analyze the corporate culture and its role in human resource management. There is explained the basic terminology which comes to this field. Various types of corporate culture and interconnection between human resource management and a company culture are described there.The research is carried out in several steps. Based on the observation, studying corporate materials, the thesis for th...

  16. A Two-Sector Growth Model with Endogenous Human Capital and Amenities

    Directory of Open Access Journals (Sweden)

    Wei-Bin Zhang

    2009-01-01

    Full Text Available This paper examines issues related to urbanization with labour migration. The main departures from the traditional approaches to dynamics of economic structures are that the paper uses an alternative approach to consumer behaviour and introduces human capital accumulation via learning by doing. The model describes dynamic interactions among agricultural and industrial production, rural and urban amenities, distribution of production factors and preferences with endogenous capital and human capital accumulation. We show that the dynamic system may have either a single or multiple equilibrium points, depending upon returns to scale in the two sectors. We also examined effects of changes in some parameters.

  17. The resources of Mars for human settlement

    Science.gov (United States)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

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

  18. Human resources and health outcomes: cross-country econometric study.

    Science.gov (United States)

    Anand, Sudhir; Bärnighausen, Till

    Only a few studies have investigated the link between human resources for health and health outcomes, and they arrive at different conclusions. We tested the strength and significance of density of human resources for health with improved methods and a new WHO dataset. We did cross-country multiple regression analyses with maternal mortality rate, infant mortality rate, and under-five mortality rate as dependent variables. Aggregate density of human resources for health was an independent variable in one set of regressions; doctor and nurse densities separately were used in another set. We controlled for the effects of income, female adult literacy, and absolute income poverty. Density of human resources for health is significant in accounting for maternal mortality rate, infant mortality rate, and under-five mortality rate (with elasticities ranging from -0.474 to -0.212, all p values human resources for health is important in accounting for the variation in rates of maternal mortality, infant mortality, and under-five mortality across countries. The effect of this density in reducing maternal mortality is greater than in reducing child mortality, possibly because qualified medical personnel can better address the illnesses that put mothers at risk. Investment in human resources for health must be considered as part of a strategy to achieve the Millennium Development Goals of improving maternal health and reducing child mortality.

  19. [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.

  20. A Keyword Analysis for Human Resource Management Factors

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

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

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

    Science.gov (United States)

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

    2013-01-05

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

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

    Science.gov (United States)

    2013-01-01

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

  3. Characterizing water resources and trends of sector wise water consumptions in Saudi Arabia

    Directory of Open Access Journals (Sweden)

    Shakhawat Chowdhury

    2015-01-01

    Full Text Available Understanding of water resources and trends of water consumptions is important to offer sustainable water resources management strategy. In this research, water resources and trends of water consumptions in Saudi Arabia were investigated. The non-renewable groundwater reserves were estimated to be 259.1–760.6 billion cubic meters (BCM with an effective annual recharge of 886 million cubic meters (MCM. The total internal renewable water was estimated to be 2.4 BCM/year. Approximately 1.4 BCM/year of runoff is collected by 302 dams. The country produces approximately 1.06 BCM desalinated water annually. The wastewater treatment plants treat approximately 0.73 BCM/year of domestic wastewater from which 0.33 BCM is recycled. The water demand in 2009 was 18.51 BCM in which 83.5% were for agriculture. From 2004 to 2009, agricultural water demand was decreased by 2.5%/year, while the domestic and industrial water demands were increased by 2.1%/year and 2.2%/year, respectively. Between 1999 and 2008, domestic water subscribers were increased by 22.7%, while the annual domestic water consumption was increased from 1391 (609–2164 to 3818 (1687–7404 m3/subscriber. The industrial water demands were increased from 56 to 713 MCM/year between 1980 and 2009. Following characterization, nonlinear equations were developed to predict the domestic, industrial and agricultural water demands. The predicted water demands were within 1–10% of the historically reported values. The findings might be useful in understanding water sources, water demands and identifying new sources for sustainable water resources management.

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

    African Journals Online (AJOL)

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

  5. Retention practices in education human resources management

    African Journals Online (AJOL)

    Erna Kinsey

    The public education system in South Africa, particularly in public schools, faces serious ... which aim at continual increase of the accountability in education human ... reference to law education management theories and the involvement of unions. ... education but they focused only on aspects of teachers' professional.

  6. Resource consumption and environmental impacts of the agrofood sector: life cycle assessment of italian citrus-based products.

    Science.gov (United States)

    Beccali, Marco; Cellura, Maurizio; Iudicello, Maria; Mistretta, Marina

    2009-04-01

    Food production and consumption cause significant environmental burdens during the product life cycles. As a result of intensive development and the changing social attitudes and behaviors in the last century, the agrofood sector is the highest resource consumer after housing in the EU. This paper is part of an effort to estimate environmental impacts associated with life cycles of the agrofood chain, such as primary energy consumption, water exploitation, and global warming. Life cycle assessment is used to investigate the production of the following citrus-based products in Italy: essential oil, natural juice, and concentrated juice from oranges and lemons. The related process flowcharts, the relevant mass and energy flows, and the key environmental issues are identified for each product. This paper represents one of the first studies on the environmental impacts from cradle to gate for citrus products in order to suggest feasible strategies and actions to improve their environmental performance.

  7. Aviation or space policy: New challenges for the insurance sector to private human access to space

    Science.gov (United States)

    van Oijhuizen Galhego Rosa, Ana Cristina

    2013-12-01

    The phenomenon of private human access to space has introduced a new set of problems in the insurance sector. Orbital and suborbital space transportation will surely be unique commercial services for this new market. Discussions are under way regarding space insurance, in order to establish whether this new market ought to be regulated by aviation or space law. Alongside new definitions, infrastructures, legal frameworks and liability insurances, the insurance sector has also been introducing a new approach. In this paper, I aim to analyse some of the possibilities of new premiums, capacities, and policies (under aviation or space insurance rules), as well as the new insurance products related to vehicles, passengers and third party liability. This paper claims that a change toward new insurance regimes is crucial, due to the current stage in development of space tourism and the urgency to adapt insurance rules to support future development in this area.

  8. 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.

  9. Health resources in a 200,000 urban Indian population argues the need for a policy on private sector health services

    Directory of Open Access Journals (Sweden)

    Kheya Melo Furtado

    2014-01-01

    Full Text Available Background: There are limited primary data on the number of urban health care providers in private practice in developing countries like India. These data are needed to construct and test models that measure the efficacy of public stewardship of private sector health services. Objective: This study reports the number and characteristics of health resources in a 200 000 urban population in Pune. Materials and Methods: Data on health providers were collected by walking through the 15.46 sq km study area. Enumerated data were compared with existing data sources. Mapping was carried out using a Global Positioning System device. Metrics and characteristics of health resources were analyzed using ArcGIS 10.0 and Statistical Package for the Social Sciences, Version 16.0 software. Results: Private sector health facilities constituted the majority (424/426, 99.5% of health care services. Official data sources were only 39% complete. Doctor to population ratios were 2.8 and 0.03 per 1000 persons respectively in the private and public sector, and the nurse to doctor ratio was 0.24 and 0.71, respectively. There was an uneven distribution of private sector health services across the area (2-118 clinics per square kilometre. Bed strength was forty-fold higher in the private sector. Conclusions: Mandatory registration of private sector health services needs to be implemented which will provide an opportunity for public health planners to utilize these health resources to achieve urban health goals.

  10. Disentangling Rights to Genetic Resources Illustrated by Aquaculture and Forest Sectors

    Directory of Open Access Journals (Sweden)

    Morten Walløe Tvedt

    2013-09-01

    Full Text Available This article explores perceptions of the object of different types of right in genetic resources law. Aquaculture and forestry are used as examples, being areas of GR law that have been studied intensively at the FNI in recent years. The thesis explored here is that there are differences among how these right systems have been set up, and that these differences are highly relevant for the respective success of these systems. ‘Ownership’ is understood as a right that is enforceable amongst private parties. Regulating and specifying ownership is one of several elements of exercising sovereign rights of countries under the Convention on Biological Diversity (CBD. The object for genetic resources contracts will be explored here. To what degree does the contract mechanism (Mutually Agreed Terms, MAT of the Nagoya Protocol (NP and the CBD capture or diverge from a substantial or functional understanding of the object of the right? Since a contract is binding only on the signatory parties, this mechanism allows for considerable flexibility. One basic element of such contractual discussion is that the subject matter is defined in the negotiation of the contract. There are institutional lessons to learn from details in the patent system, which it is argued here, are of value in the development of functional ABS systems.

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

    African Journals Online (AJOL)

    DR Nneka

    Key words: Effective management, human resources, business, church, growth. Introduction. Business and ... vision, ethics and responsiveness to cultural diversity; (3) movement from human .to social action; and (4) ... considered this idea of learning to be so important in the life-world of business and church, that he ...

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

    African Journals Online (AJOL)

    Counselling is regarded as a programme that is only school based by many Nigerians due to inadequate information. 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 ...

  13. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.

    2013-01-01

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

  14. Adult Education and Human Resource Development: A Symbiotic Relationship?

    Science.gov (United States)

    Grubb, Robert E.; Hemby, K. Virginia; Conerly-Stewart, Donna L.

    1998-01-01

    Top-ranked competencies for graduate education in human resources development (HRD) identified by 55 (of 195) HRD practitioners were adult learning, presentation, facilitation, needs assessment, and human relations. Seven of the top 10 were allied with adult education graduate program content. (SK)

  15. Human Resource Managers' Perception of Selected Communication Competencies

    Science.gov (United States)

    English, Donald E.; Manton, Edgar J.; Walker, Janet

    2007-01-01

    The major purpose of this study was to determine human resource managers' perceptions of selected communication competencies. The business communication competencies studied were 1. writing and speaking, 2. interpersonal/collaborative competencies and 3. global communication competences. A questionnaire was developed and mailed to human resource…

  16. Availability and Type of Human Resource for Health in Public ...

    African Journals Online (AJOL)

    adedamla

    1 care process. The implementation of PHC is primarily through services carried out at the primary health centres and this can only be achieved by the human force (Human Resources for Health) at these. 2-5 centres. Health workers are defined as all persons eligible to participate in the national health labour market by. 6.

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

    African Journals Online (AJOL)

    The paper assesses the effects of traditional values (collective conceptions of what is considered good, desirable and proper or bad, undesirable and improper in a given society) and socio-cultural factors (these are models of life, human rights, value systems, customs, beliefs and arts) on human resource management ...

  18. Exploring the Relationship between Human Capital Investment and Corporate Financial Performance of Jordanian Industrial Sectors

    Directory of Open Access Journals (Sweden)

    Faris Nasif ALSHUBIRI

    2013-12-01

    Full Text Available The revolution of globalization, computerization and information technology has entered to Jordanian market. This phenomenon requires company's attention of human element and the acquired knowledge, experience and the development of the so-called concept of intellectual capital.(IC In this study I used only the human capital as a part of IC. This study aims to exploring the relationship between human capital investment (HCI, and corporate financial performance. This study used an 11 industrial sectors listed of Amman Stock Exchange from 2005to 2011. Correlation analysis tests used in this study and the results indicate the high positive significant relationship between HCI and corporate financial performance related to, ROE , PTBV , log of sales , log of assets , DPS and ICR but no significant relationship between HCI and WCTO. The researcher recommends industrial companies to strengthen and stimulate the concept of human capital in the companies and the need for develop administrative innovation program. For future analysis may be used more sectors listed in market in addition used the all parts of intellectual capital related to structural and physical capital with corporate financial performance.

  19. EFFICIENCY OF HUMAN RESOURCES MANAGEMENT IN RAILWAY TRANSPORT

    OpenAIRE

    DANIEL DANECI-PATRAU; LAURA PATACHE

    2011-01-01

    In analyzing the efficiency of human resources management, it is used a system of indicators that aim at, on one hand, provisioning with human resources concerning the number of employees, qualification, structure or personnel mobility, and on the another hand, their use, under the aspect of working time use, and of efficiency time use. This paper presents a type of dynamic analysis for the human potential in the Cãile Ferate Române (CFR) Co. Regional Infrastructure of Constanta, under the as...

  20. 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

  1. MEASURING DEVELOPMENT THROUGH HUMAN RESOURCES. THE CASE OF ROMANIA

    Directory of Open Access Journals (Sweden)

    MANCIU VENERA CRISTINA

    2015-04-01

    Full Text Available Living in a society where knowledge is the main factor that ensures success, the education is vital in the formation of human resources. The present paper aims to illustrate the main issues that create a linkage between human capital and the overall development of both enterprises and society, on the purpose to attract o little more attention for this category of resources. We try to highlight the importance of the human development index and also its representativeness in the case of Romania

  2. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

    . In this line of thinking, the aim is to propose a model for analysing the progress of knowledge improvements in developing countries as an outcome of the management of human, social and organisational capital. In this regard, the paper considers relevant practices and strategies in the context of developing......This paper addresses the crucial call for upgrading to more value-added production in developing country firms in the light of increased global competition and suggests that such upgrading demands a shift in focus from investment in technology to investment in people, knowledge and learning...

  3. 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.

  4. 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.

  5. Planning and administration of human resources in Brazilian Electric Power Companies; Planejamento e administracao de recursos humanos nas empresas brasileiras do setor de energia eletrica

    Energy Technology Data Exchange (ETDEWEB)

    Dias, Devanir Vieira

    1985-12-01

    Administration and planning of human resources in Brazilian Companies of Electric Power Sector analyzes the evolution of the concept of business planning. This work explore the specific literature of this theme, giving emphasis in predict methods and human resources development and planning models. Is also presented a case study, realized in 1979, which comprehended 84 % of Brazilian Energy Companies. This study aims to evaluate the results of an implementation of this planning and development models 64 refs., 12 figs., 22 tabs.

  6. DEVELOPING ETHICAL BEHAVIOURS AT BPK THROUGH HUMAN RESOURCE MANAGEMENT PRACTICES

    Directory of Open Access Journals (Sweden)

    Yusuf Setiawan Syukur

    2015-12-01

    Full Text Available According to the 1945 Constitution, the Audit Board of the Republic of Indonesia (BPK has an important role in fostering good governance and combating corruption in Indonesia’s public sector through its audit works. To be successful, BPK must implement and enforce ethical behaviours within the organisation. There are laws and regulations (e.g., civil servants’ code of ethics and employee discipline and systems, policies, and practices set up by authorities at BPK (e.g., BPK’s code of ethics, whistle-blowing procedure, the Honourary Council of BPK’s Code of Ethics (MKKE, and ethics training that regulate and influence behaviours of employees and members of the board. When reviewing literature, this paper attempts to understand the antecedents of ethical/unethical behaviours in organisations and look for best practices (including human resource management practices in developing ethical behaviours in organisations. It turns out that the ethical frameworks within BPK have a strong theoretical support. Despite the strong theoretical support from the literature, this study attempts to identify gaps between the best practices and ethical frameworks within BPK. In response to the gaps, this study attempts to offer recommendations so as to close the gaps and improve the ethical frameworks within BPK. In the end, this study produces seventeen recommendations. KEYWORDS code of ethics, ethical behaviours, human resource management, ethics audit, and ethical climate survey. ABSTRAK Berdasarkan Undang-undang Dasar 1945, Badan Pemeriksa Keuangan Republik Indonesia (BPK mempunyai peran penting dalam meningkatkan tata kelola pemerintahan yang baik dan memberantas korupsi di sektor publik di Indonesia melalui kegiatan pemeriksaannya. Agar sukses dalam mencapai tujuan tersebut, BPK harus menerapkan dan menegakkan perilaku etis di dalam organisasi. Ada undang-undang dan peraturan peraturan (contoh: kode etik Pegawai Negeri Sipil (PNS dan peraturan disiplin

  7. Institutional Interplay in Natural Resources Governance: Toward a Sub-Sectoral Approach for Medicinal Plants Management in Bangladesh

    Directory of Open Access Journals (Sweden)

    A. K. M. Shahidullah

    2015-03-01

    Full Text Available Recognizing the significance of medicinal plants for rural livelihoods and primary healthcare, this paper attempted to analyze institutional interplays in medicinal plants management in Bangladesh. It assessed the governing process of natural resources by identifying cross-scale linkages of the institutions involved with managing medicinal plants. The study intended to delineate the interactional patterns and dynamics between existing formal and informal organizations toward exploring prospects of new medicinal plants governance institutions. Employing case study and participatory approaches to empirical field investigation, two intervention cases of the Livelihood and Agro-Forestry (LEAF and Sustainable Environmental Management Program (SEMP were assessed in two different social-ecological settings of the country. Involving 45 respondents in each site, Focus Group Discussions were carried out, and a total of 26 Key Informants were interviewed. The findings have revealed that undefined roles and responsibilities, inadequate coordination, and weak linkages among the cross-scale institutions resulted in ineffective management and relatively poor performance. Institutions with direct or indirect involvement in the process of managing medicinal plants interacted haphazardly, without much focus on the subsector and its local producers. Addressing the weaknesses, this study calls for formulating a national sub-sectoral approach focusing on strengthening and sustaining local producers and value addition to producer levels. Finally, this research offers a framework for developing a multi-stakeholder forum to govern medicinal plant resources coherently and effectively in Bangladesh.

  8. Human resource management - development tendencies and future perspectives

    Directory of Open Access Journals (Sweden)

    Norbert Thom

    2001-01-01

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

  9. An Empirical Study on Low-Carbon: Human Resources Performance Evaluation

    Directory of Open Access Journals (Sweden)

    Quan Chen

    2018-01-01

    Full Text Available Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees’ low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees’ job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice.

  10. An Empirical Study on Low-Carbon: Human Resources Performance Evaluation.

    Science.gov (United States)

    Chen, Quan; Tsai, Sang-Bing; Zhai, Yuming; Zhou, Jie; Yu, Jian; Chang, Li-Chung; Li, Guodong; Zheng, Yuxiang; Wang, Jiangtao

    2018-01-03

    Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees' low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees' job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice.

  11. Provision of Human Capital by Business Schools of Pakistan: A Need for the Sustainability of the Pakistani Banking Sector

    Science.gov (United States)

    Nauman, Sarwat; Hussain, Nasreen

    2017-01-01

    Economic growth of Pakistan through the banking sector relies heavily on the human capital dispensed to them by the Pakistani business schools. A conceptual model of the continuous improvement cycle for building human capital is developed through a literature review, with the aim of helping to generate human capital. Six semistructured interviews…

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

    Directory of Open Access Journals (Sweden)

    Tim Scott J

    2001-11-01

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

  13. Ethical issues relating to supply of human tissue to the commercial biomedical sector.

    Science.gov (United States)

    Womack, Christopher

    2002-01-01

    Demand for an ethical supply of human tissue for research in the commercial biomedical sector is increasing substantially. This article sets out to review ethical issues specifically relating to acquisition of tissue from patients in a publicly funded national health service (NHS), for research use in a commercial setting. Some of the background to recent high profile Inquiries in England is discussed and is used to illustrate legal and ethical differences between living and dead people. Issues relating to patient consent are investigated and the case is made for a clear distinction between tissue acquisition and tissue processing. Future possibilities for regulation are discussed.

  14. Understanding and valuing the broader health system benefits of Uganda's national Human Resources for Health Information System investment.

    Science.gov (United States)

    Driessen, Julia; Settle, Dykki; Potenziani, David; Tulenko, Kate; Kabocho, Twaha; Wadembere, Ismail

    2015-08-31

    To address the need for timely and comprehensive human resources for health (HRH) information, governments and organizations have been actively investing in electronic health information interventions, including in low-resource settings. The economics of human resources information systems (HRISs) in low-resource settings are not well understood, however, and warrant investigation and validation. This case study describes Uganda's Human Resources for Health Information System (HRHIS), implemented with support from the US Agency for International Development, and documents perceptions of its impact on the health labour market against the backdrop of the costs of implementation. Through interviews with end users and implementers in six different settings, we document pre-implementation data challenges and consider how the HRHIS has been perceived to affect human resources decision-making and the healthcare employment environment. This multisite case study documented a range of perceived benefits of Uganda's HRHIS through interviews with end users that sought to capture the baseline (or pre-implementation) state of affairs, the perceived impact of the HRHIS and the monetary value associated with each benefit. In general, the system appears to be strengthening both demand for health workers (through improved awareness of staffing patterns) and supply (by improving licensing, recruitment and competency of the health workforce). This heightened ability to identify high-value employees makes the health sector more competitive for high-quality workers, and this elevation of the health workforce also has broader implications for health system performance and population health. Overall, it is clear that HRHIS end users in Uganda perceived the system to have significantly improved day-to-day operations as well as longer term institutional mandates. A more efficient and responsive approach to HRH allows the health sector to recruit the best candidates, train employees in

  15. Psychometric testing and Human Resource Management

    Directory of Open Access Journals (Sweden)

    R. P. van der Merwe

    2002-09-01

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

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

    Science.gov (United States)

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

    2013-01-01

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

  17. 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.

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

    OpenAIRE

    Gannon, Judie; Roper, Angela; Liz, Doherty

    2015-01-01

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

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

    OpenAIRE

    MONICAăLOGOF;TU; CRISTIAN ȘTEF;NESCU

    2016-01-01

    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 educ...

  20. Iran’s Pharmaceutical Sectoral Innovation System

    Directory of Open Access Journals (Sweden)

    Bahman Kargar Shahamat

    2017-12-01

    Full Text Available Abstract By reviewing economic performance, two main phenomena could be identified: The first phenomenon is prior to the third wave of the Industrial Revolution in which limited resources are the predominant input; in other words, physical and natural resources are much more credited than human resources. The second phenomenon resonates with the third wave of industrial revolution to the present time, suggesting the pivotal role of humans in production and accumulation of wealth, in which limited resources are no longer considered as predominant input. The present research seeks to understand the behavioral logic of the players of Iran's pharmaceutical sector so as to infer the innovative treatment of the firms in this sector. The concept of innovative system is indebted to the efforts economists and other scientists have made by analyzing economic development based upon technological development. Meanwhile, sectoral innovation system (SIS is a tool for analyzing a technological sector in the context of evolutionary economics with an emphasis on institutional capabilities. The structure of such an approach is composed of some components through which performance analysis of certain technological sector could be made possible. In research, we use expert panel with 12 experts from Universities, Companies, Governmental institutes. The current study wishes to explain structural model of institutional elements in this technological sector. Subsequently, in light of such an explanation, structural elements of this sector would be analyzed through identification of legal and regulatory framework, innovative culture, innovative infrastructure, financial resources, information resources, technology transfer mechanisms, commercialization support and marketing.

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

    Science.gov (United States)

    Vincent, Leslie; Beduz, Mary Agnes

    2010-05-01

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

  2. A Systems Model for Teaching Human Resource Management

    Directory of Open Access Journals (Sweden)

    George R. Greene

    2013-07-01

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

  3. The depletion of the human resources pool in South Africa

    Directory of Open Access Journals (Sweden)

    J. Du Preez

    2002-12-01

    Full Text Available The brain drain has become one of the dominant realities within the South African economy. The official emigration statistics from South African sources inadvertently minimizes the seriousness of the threat, but emigration figures received from foreign countries are indicative of the size of the problem. Emigration, however, is not the only cause for the depletion of the human resource pool. Internal migration, pseudo-emigration and the influx of unskilled workers also negatively effect the composition of the human resource provision in the country. Murder, HIV/AIDS and related diseases severely impact industry and will increasingly contribute to the brain drain. A radical reduction of the skilled work force and a dramatic shift in the composition of the human resource pool towards unskilled labour negatively impact on industry and inhibits South Africa's ability to compete effectively in an increasingly global market.

  4. 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.

  5. 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.

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

    Science.gov (United States)

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

    1995-06-01

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

  7. 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…

  8. Human resource management applications in the developing world: Empowering employees

    National Research Council Canada - National Science Library

    Ronald J Burke

    2016-01-01

    .... Studies in the hospitality sector and the manufacturing sector in Canada, India, and Turkey show that, in general, empowering supervisory behaviors, such as transformational leadership, increase...

  9. 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.

  10. ANALYSIS OF THE HUMAN RESOURCES MOTIVATION WITHIN A COMMERCIAL COMPANY

    OpenAIRE

    Nicoleta ISAC; Eliza ANTONIU

    2014-01-01

    This paper aims to conduct a study on the main theories of motivation; human resources’ motivation represents a major component of management and one of the most commonly treated subject in the literature. The actual content of every firm motivation reflects the managerial and economic vision promoted therein. The wide variety of these concepts, combined with the diversity of human resources and managerial situations in organizations, are reflected in a pronounced heterogeneity of the concept...

  11. Resources that make you generous: Effects of social and human resources on charitable giving

    NARCIS (Netherlands)

    Wiepking, P.; Maas, I.

    2009-01-01

    In this study we examine whether and why human and social resources increase charitable giving. Using the Giving in The Netherlands Panel Study 2003, we find that people with more extended networks and higher education are more generous. However, these effects can be completely explained by

  12. Resources that make you generous : effects of social and human resources on charitable giving

    NARCIS (Netherlands)

    Wiepking, P.; Maas, I.

    2009-01-01

    In this study we examine whether and why human and social resources increase charitable giving. Using the Giving in The Netherlands Panel Study 2003, we find that people with more extended networks and higher education are more generous. However, these effects can be completely explained by

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  14. human resource management tool of motivation andemployees job ...

    African Journals Online (AJOL)

    Items 1 - 12 ... bring about employees job satisfaction in an organization with particular focus on Cross River University of Technology (CRUTECH), Calabar. ... an organization has to plan for its current and future human resources needs. ... psychological, physiological and environmental circumstances. Cross. River University ...

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

    African Journals Online (AJOL)

    The common thread that synchronises all activities associated in a sport organisation is its human resources – the people who work tirelessly behind the scene to bring the best possible experience in sport to the management, players, sponsors and spectators. Thus, the most precious asset in any organisation today is not ...

  16. Human Resource Management Relate d Facto rs Affecting ...

    African Journals Online (AJOL)

    appointed by the universities' directorates of human resources; were not given detailed job descriptions; were not usually given notice of meetings; and felt that their rewards are not equitable, relative to those of their fulltime counterparts, all of which have affected their performance. Thus, it is recommended that, to improve ...

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

    African Journals Online (AJOL)

    Strategic human resource management (SHRM) has become increasingly important to the competitiveness of firms. Despite the widespread practical and academic interests in SHRM and its impact on the competitiveness of firms, few empirical contributions on small and medium-scale enterprises (SMEs) could be found.

  18. Human Resource Development Planning Based on Accreditation Guidelines.

    Science.gov (United States)

    Dowd, Steven B.

    This paper presents a preliminary human resource development plan for the radiography program sponsored by Lincoln Land Community College (Illinois). The plan is based on the "Essentials and Guidelines of an Accredited Program for the Radiographer," initially adopted in 1944, and most recently revised in 1990, it involves the integration…

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

    Science.gov (United States)

    Vetter, Eric W.

    1985-01-01

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

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

    Science.gov (United States)

    Hawaii State Commission on Manpower and Full Employment, Honolulu.

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

  1. Integrated Development of Human Resources and Educational Planning.

    Science.gov (United States)

    Chinapah, Vinayagum; And Others

    1989-01-01

    Presents conclusions based on the critical assessment of educational planning over a number of years. Focuses on the processes and outcomes of educational planning as well as the broader assumptions and premises about education and the development of human resources that underlie educational planning. (KO)

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

    Science.gov (United States)

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

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

  3. Planning Human Resource Development through Equal Opportunities. A Handbook.

    Science.gov (United States)

    Warwick, Jill

    This handbook is intended for managers who wish to develop human resources in their organizations, particularly where women are currently underrepresented. It provides a positive model for the successful equal opportunities manager and a checklist of activities that will lead to the successful implementation of equal opportunities. The handbook…

  4. Shifting Human Resources in South Korean Science and Technology.

    Science.gov (United States)

    Choi, Hyaeweol

    1999-01-01

    Discusses how the changing status of South Korea in the world economy has affected the movement of Korean human resources in science and technology. Examines trends in overseas study by Korean graduate students, the migration of highly educated personnel, and the recent repatriation of Korean scientists and engineers. (SV)

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

    African Journals Online (AJOL)

    This study considered some selected public primary schools in Oyo State in order to determine the status of human and material resources available there so that a case can be made for their improvement towards the achievement of one of the cardinal goals of the Millennium Development Goals project in the State.

  6. From Bystander to Ally: Transforming the District Human Resources Department

    Science.gov (United States)

    Campbell, Christine; DeArmond, Michael; Schumwinger, Abigail

    2004-01-01

    Although policymakers and academics tend to overlook the behind-the-scenes role that district human resources (HR) departments play in education, the HR office's effect is far from small. HR departments determine whether qualified teacher candidates make it to the classroom, or slip through the cracks. They can help principals find teachers who…

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

    African Journals Online (AJOL)

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

  8. Agenda and Outlook: Human Resource Development for ICT in ...

    African Journals Online (AJOL)

    ... in Nigeria has been the vast improvement in telecom infrastructure over the past few years. However real development goes beyond infrastructure; people come first. How well is Nigeria developing the manpower and human resources required to apply information and communications technology for development?

  9. Human Resources Administration: A School-Based Perspective. Second Edition.

    Science.gov (United States)

    Smith, Richard E.

    Many human-resource functions previously belonging to the central office are now the responsibility of school principals. Twelve chapters provide practical information about performing these functions. The first chapter provides an overview for the book. It briefly discusses the major topics and provides an overall framework for the more detailed…

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

    Science.gov (United States)

    Smith, Richard

    2009-01-01

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

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

    Science.gov (United States)

    Evans, Jennifer Payne

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    Globalization has a major impact on the management of human resources in developing countries including Kenya. It has led to homogenization and convergence in organization strategies, structures and processes as well as in consumer choice. With accelerating globalization, organizations have had to change and new ...

  14. Human Resource Development and the Corporate Mission Statement.

    Science.gov (United States)

    Palmer, Teresa M.

    Two research projects examined the extent to which corporate commitment to human resource development is reflected in mission statements. In the first study, a questionnaire designed to elicit training data was sent to 333 Fortune 500 manufacturing and service firms; 81 completed questionnaires were returned. Sixty-nine percent of the respondents…

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

    Science.gov (United States)

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

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

  16. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

  17. Effective Organizational Vision: Implications for Human Resource Development

    Science.gov (United States)

    Foster, Rex D.; Akdere, Mesut

    2007-01-01

    Purpose: The purpose of this paper is to examine the existing literature related to organizational vision and discusses its potential implications for human resource development (HRD). Furthermore, the paper aims to provide a forum for debate on the utility and effectiveness of organizational vision and how it is related to HRD and strategic…

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

    Science.gov (United States)

    Tran, Henry

    2015-01-01

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

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

    Science.gov (United States)

    Pogodzinski, Ben

    2016-01-01

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

  20. Human Resource Management in Australian Registered Training Organisations

    Science.gov (United States)

    Smith, Andrew; Hawke Geof

    2008-01-01

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

  1. Industrial Buying Behavior Related to Human Resource Consulting Services

    DEFF Research Database (Denmark)

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

    2013-01-01

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

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

    Science.gov (United States)

    Han, Heeyoung; Boulay, David

    2013-01-01

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

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

    Science.gov (United States)

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

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

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

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

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

  5. Human resource management in the project-oriented organization

    NARCIS (Netherlands)

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

    2008-01-01

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

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

    Science.gov (United States)

    Smylie, Mark A.; Wenzel, Stacy A.

    2006-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

    Appelbaum, Steven H.

    1979-01-01

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

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

    African Journals Online (AJOL)

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

  10. Human resources management of professional sports coaches in ...

    African Journals Online (AJOL)

    The success that sport organizations can achieve is largely depends on the ability and competence of their human resources. Amongst the paid professional employees in sport is the professional coach who has received relatively little academic enquiry since commercial and professional sport emerged in the 21st century.

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

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    management of human resources as a means of improving firm performance and creating competitive advantage. ... results-oriented appraisal, performance-based compensation, employee voice/participation ... 2012). Thus, such enterprises as SMEs require SHRM to gain competitive advantage in today's rapidly changing ...

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

    Science.gov (United States)

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

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

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

    African Journals Online (AJOL)

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

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

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

    Governments, policymakers and donors are increasingly recognizing that human resources are the critical driver of health research in developing countries. This grant will support a consultation and symposium on the subject. Expert teams will carry out a review and consultation on such themes as: the skills needed to ...

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

    African Journals Online (AJOL)

    ... pressing and fundamental preoccupations of government as the ongoing administrative, economic and social reforms by the Obasanjo's administration depicts. The paper represents essentially an attempt to analyse and comprehend the role of Human Resource Management (HRM) in effective service delivery in Nigeria.

  16. Human Resources for Health Research in Africa | CRDI - Centre de ...

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

    Governments, policymakers and donors are increasingly recognizing that human resources are the critical driver of health research in developing countries. This grant will support a consultation and symposium on the subject. Expert teams will carry out a review and consultation on such themes as: the skills needed to ...

  17. 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.

  18. Demographic analysis of human resources in Nigerian Fisheries ...

    African Journals Online (AJOL)

    The study analysed a directory of human resources in Nigerian Fisheries and Aquatic Sciences. Results showed that the South West zone contributed 39.4% distantly followed by South-South with 17.6%, Central zone with 17. 2%, South East 13.5% , North East 7% and North West 5.4%. The active working age group falls ...

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

    African Journals Online (AJOL)

    ... and suggesting on what the government and management should do, such as enlightening and upgrading women's knowledge and culture dynamics. Train them on skill acquisition and overall aptitude development to enhance their human resource potentials both for day to day living and for employment opportunities.

  20. Human resources FY 1995 Site Program Plan WBS 6.10.2

    Energy Technology Data Exchange (ETDEWEB)

    1994-09-01

    This document contains information concerning human resources management at the Hanford Reservation. Information discusses the following topics: Cost estimates, closure and placement of labor resources, and management of human resources throughout the Hanford Site.

  1. APPLIED MODEL REGARDING FUNDAMENTING AND IMPLEMENTING HUMAN RESOURCES AUDIT IN A COMPANY

    OpenAIRE

    Irinel MARIN

    2013-01-01

    The audit of human resources management emphasizes the contributions the human resources department makes to the company, it enhances its professional image, fosters greater involvement in the main responsibilities of the department. Furthermore, it reduces the costs for human resources by means of more cost-effective personnel procedures. Moreover, it helps identify critical querries with regard to human resources.

  2. MECHANISMS TO AMELIORATE NEGATIVE IMPACTS OF GLOBALISATION ON HUMAN RESOURCES, INDUSTRIAL DEMOCRACY AND HUMANITY

    OpenAIRE

    WILFRED I. UKPERE

    2009-01-01

    Capitalist globalisation has produced certain negative consequences for human resources, industrial democracy and humanity, in general. Globalisation is a powerful force that cannot be denied, however, conversely, it has also threatened life, in a broader sense. Globalisation was perceived by globalisers as a worldwide remedy for worldwide problems, but is viewed with great pessimism amongst proletariat (workers). Current globalisation has an enormous negative impact on human resources, indus...

  3. Connecting Colorado's Renewable Resources to the Markets in a Cabon-Constrained Electricity Sector

    Energy Technology Data Exchange (ETDEWEB)

    None

    2009-12-31

    The benchmark goal that drives the report is to achieve a 20 percent reduction in carbon dioxide (CO{sub 2}) emissions in Colorado's electricity sector below 2005 levels by 2020. We refer to this as the '20 x 20 goal.' In discussing how to meet this goal, the report concentrates particularly on the role of utility-scale renewable energy and high-voltage transmission. An underlying recognition is that any proposed actions must not interfere with electric system reliability and should minimize financial impacts on customers and utilities. The report also describes the goals of Colorado's New Energy Economy5 - identified here, in summary, as the integration of energy, environment, and economic policies that leads to an increased quality of life in Colorado. We recognize that a wide array of options are under constant consideration by professionals in the electric industry, and the regulatory community. Many options are under discussion on this topic, and the costs and benefits of the options are inherently difficult to quantify. Accordingly, this report should not be viewed as a blueprint with specific recommendations for the timing, siting, and sizing of generating plants and high-voltage transmission lines. We convened the project with the goal of supplying information inputs for consideration by the state's electric utilities, legislators, regulators, and others as we work creatively to shape our electricity sector in a carbon-constrained world. The report addresses various issues that were raised in the Connecting Colorado's Renewable Resources to the Markets report, also known as the SB07-91 Report. That report was produced by the Senate Bill 2007-91 Renewable Resource Generation Development Areas Task Force and presented to the Colorado General Assembly in 2007. The SB07-91 Report provided the Governor, the General Assembly, and the people of Colorado with an assessment of the capability of Colorado's utility-scale renewable

  4. Large-scale resource sharing at public funded organizations. e-Human "Grid" Ecology.

    NARCIS (Netherlands)

    T.A. Knoch (Tobias); V. Baumgärtner (Volkmar); L.V. de Zeeuw (Luc); F.G. Grosveld (Frank); K.E. Egger (Kurt)

    2009-01-01

    textabstractWith ever-new technologies emerging also the amount of information to be stored and processed is growing exponentially and is believed to be always at the limit. In contrast, however, huge resources are available in the IT sector alike e.g. the renewable energy sector, which are often

  5. Large-scale resource sharing at public funded organizations. e-Human "Grid" Ecology.

    NARCIS (Netherlands)

    T.A. Knoch (Tobias); V. Baumgärtner (Volkmar); K.E. Egger (Kurt)

    2008-01-01

    textabstractWith ever-new technologies emerging also the amount of information to be stored and processed is growing exponentially and is believed to be always at the limit. In contrast, however, huge resources are available in the IT sector alike e.g. the renewable energy sector, which are often

  6. 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.

  7. THE IMPACT OF SOCIAL AUDIT IN HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    NĂSTASIE MIHAELA – ANDREEA

    2015-03-01

    Full Text Available General research area of this article is the impacts of social audit in human resources management, in full compliance with the identification of social risks that may threaten the proper functioning of the economic entity. An essential tool used in human resource management is social audit, which provides a balance between the economic entity's financial results and its social results. Social audit is at the same time, an instrument of leadership and management interference in internal audit and financial audit and pursues an economic entity management capacity on the part of human problems and on the other hand the social problems generated by a continuously changing environment. This article is part of a broader research and through it we tried to address a topical issue, ie the impact of social audit and its consequences on economic and financial development level of economic entities.

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

    Directory of Open Access Journals (Sweden)

    Ladislav Mura

    2012-02-01

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

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

    Directory of Open Access Journals (Sweden)

    Kuppannagari Venkata Suryanarayana Patnaik

    2014-02-01

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

  10. Alternative Responses to the Human Resource Challenge for CBR

    Directory of Open Access Journals (Sweden)

    Huib Cornielje

    2013-02-01

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

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

    OpenAIRE

    Peiseniece, Līga

    2011-01-01

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

  12. Analysis of adequacy levels for human resources improvement within primary health care framework in Africa

    Directory of Open Access Journals (Sweden)

    Piette Danielle

    2005-12-01

    Full Text Available Abstract Human resources in health care system in sub-Saharan Africa are generally picturing a lack of adequacy between expected skills from the professionals and health care needs expressed by the populations. It is, however, possible to analyse these various lacks of adequacy related to human resource management and their determinants to enhance the effectiveness of the health care system. From two projects focused on nurse professionals within the health care system in Central Africa, we present an analytic grid for adequacy levels looking into the following aspects: - adequacy between skills-based profiles for health system professionals, quality of care and service delivery (health care system /medical standards, needs and expectations from the populations, - adequacy between allocation of health system professionals, quality of care and services delivered (health care system /medical standards, needs and expectations from the populations, - adequacy between human resource management within health care system and medical standards, - adequacy between human resource management within education/teaching/training and needs from health care system and education sectors, - adequacy between basic and on-going education and realities of tasks expected and implemented by different categories of professionals within the health care system body, - adequacy between intentions for initial and on-going trainings and teaching programs in health sciences for trainers (teachers/supervisors/health care system professionals/ directors (teaching managers of schools.... This tool is necessary for decision-makers as well as for health care system professionals who share common objectives for changes at each level of intervention within the health system. Setting this adequacy implies interdisciplinary and participative approaches for concerned actors in order to provide an overall vision of a more broaden system than health district, small island with self

  13. Professional development and human resources management in networks

    Directory of Open Access Journals (Sweden)

    Evgeniy Rudnev

    2016-05-01

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

  14. 76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  15. 76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

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

    OpenAIRE

    José Ernesto Rangel Delgado

    2008-01-01

    The prospective technique approach used as a context, this paper emphasizes the importance of a long term vision on the human resources development for renewable energies production. In the same sense it outlines the connection between the professions associated with the generation of renewable energy and the labor market. Results are presented on the research intellectual capacity of Mexico, highlighting, the public universities, specialized research centers, researchers, and the asso...

  17. A Preliminary Study on Human Resources Management in International Construction

    Directory of Open Access Journals (Sweden)

    Jianjian Du

    2012-11-01

    Full Text Available As construction companies continue to exploreforeign construction markets, variousinternational construction projects are beingundertaken in all corners of the world. In aninternational construction project with manyunique and complicated characteristics, humanresource management can playa significant rolein promoting the efficient use of complex humanresources. The aim of this paper is to establish avalid foundation for further research onmeasuring the impact of human resourcemanagement economically for internationalconstruction projects. The paper examineshuman resource management literature andidentifies the application of the relatedmanagement techniques to the constructionindustry. In addition, the paper uses the literatureanalysis to describe the nature of humanresource management with particular referenceto international construction projects. Inparticular, the research described in this paperidentifies economic performance factors in theimplementation human resource management ininternational construction projects. This paperalso identifies the social effects of humanresource management practices.

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

    Science.gov (United States)

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

    2017-08-01

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

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

    CERN Multimedia

    2009-01-01

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

  20. The Communication Impact on the Productivity Growth of Human Resources

    Directory of Open Access Journals (Sweden)

    Ioan Bordean

    2010-07-01

    Full Text Available In the work process the communication plays an essential role in any system that assumes the existence of an information flow that enables its operation as a whole. Communication is vital, it enables the organization's performance. The features and complexity of human resource are tricky for managers of all levels, so their management is an important aspect of the enterprise. Successfulinitiation and development of various organizations’ activities dependent overwhelmingly on the degree to which it is understood, motivated and coordinated the human factor. The quality and functionality of communication depends on how resources are used and the organization's goals are achieved. None of the managerial functions can exist without communication; they assume complexactivities and decisions, which are, by definition, activities of information processing.