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

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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.

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

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 ...

Nurture of human resources for geological repository program

International Nuclear Information System (INIS)

Fujiwara, A.

2004-01-01

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

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

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Fatema Nusrat

2018-01-01

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

Human ResourceManagement Practices and Employee Performance in Banking Sector of Bangladesh

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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.

ANALYSIS OF AGRARIAN SECTOR RESOURCE PROVIDING IN UKRAINE

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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

Post-disaster recovery: a case study of human resource deployment in the health sector in post-conflict Kosovo.

Science.gov (United States)

O'Hanlon, Katherine P; Budosan, Boris

2011-02-01

A professional understanding of disasters, paired with the need for health service development, can provide opportunities for the recovery and improvement of the health sector. Investment in training capacity ranks among the top priorities of a recovering health sector. The recovery and development of primary healthcare delivery systems has been implemented by various international and local health players in the aftermath of conflicts around the world. However, human resource development in the post-conflict environment has not been evaluated and/or published appropriately in the medical literature. In this retrospective, descriptive study, the authors describe the strategy and evaluate the effectiveness of a field-based training program for primary healthcare doctors implemented by the US-based international non-governmental organization, the International Medical Corps, after the conflict in Kosovo in 1999. A six-month, comprehensive education and training program on primary healthcare issues was delivered to 134 Kosovar primary healthcare physicians in 10 Kosovo municipalities in 1999 and 2000. Qualitative and quantitative data were collected. The qualitative methods included open-ended, semi-structured, key informant interviews, structured focus groups, and unstructured participant observations. The quantitative method was multiple-choice knowledge tests. The education and training program proved to be culturally appropriate and well-accepted by local communities. The program met its overall objective to refresh the knowledge of primary care doctors on various primary healthcare issues and set the stage for further strengthening and development of primary health services and their required human resources in Kosovo. The comprehensive education and training of primary healthcare doctors in Kosovo was a feasible, much appreciated, and effective intervention implemented in a difficult post-conflict environment. This training was one of the early steps in the

Activities of nuclear human resource development in nuclear industry

International Nuclear Information System (INIS)

Tsujikura, Yonezo

2010-01-01

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

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

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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

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…

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…

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

Science.gov (United States)

Prabawati, I.; Meirinawati; AOktariyanda, T.

2018-01-01

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

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

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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.

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

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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.

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

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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.

Improving the income taxation of the resource sector in Canada

International Nuclear Information System (INIS)

2003-03-01

In October 2000, the Government of Canada announced a reduction in the general statutory rate or corporate income tax, from 28 to 21 per cent over 5 years. The reduction applied to the most highly taxed sectors, including services, but not to manufacturing and processing. The reduction did not apply to income from the non-renewable resource sector which was subject to a sector-specific income tax provision. In 2003, the government expressed an interest to extend the lower tax rate to resource income, and phase it in over a 5 year period. The proposed change is expected to improve the international competitiveness of the Canadian resource sector, particularly in relation to the United States. A common statutory rate of corporate income tax for all sectors promotes the efficient development of Canada's natural resource base. The proposed new structure is simple to administer and sends clear signals to investors. The 2003 federal budget also proposed the elimination of the federal capital tax over a 5 year period in order to strengthen the Canadian tax advantage for investment. 2 tabs., 3 figs

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.

Benchmarking of human resources management

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David M. Akinnusi

2008-11-01

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

PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

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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.

Human resources for the nuclear sector in the Republic of Niger

International Nuclear Information System (INIS)

Hassane, S.

2004-01-01

The important role in the development of human resources played by the Ministry of Mines and Energy in its capacity of national co-ordination, as well as its planning and programming function need to be enhanced and streamlined further in order to achieve better impact of technical co-operation. Both regulatory authorities, users and suppliers of human resources need to develop their competence. The Government should be encouraged to continue to strengthen its regulatory framework so that it can be self-sustaining. In the addition to the important matter of education and training, it must be pointed out that maintaining competence needs more effort that just excellent training programmes. One key element is generally an intelligent use of the knowledge through good management

Management of Human Resources in CNCAN

International Nuclear Information System (INIS)

Ghinea, P.; Goicea, C.

2014-01-01

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

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

Science.gov (United States)

Méndez, Claudio A

2009-09-01

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

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

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.

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...

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.

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...... budget in Greenland is nearly in balance, but at unchanged policies and standards public expenditures relative to GDP are bound to increase dramatically over the next decades due to population ageing. At the same time, the freezing of the block grant from Denmark implies a decrease in revenues relative...... 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...

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.

Maintenance modeling and optimization integrating human and material resources

International Nuclear Information System (INIS)

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

2010-01-01

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

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.

New hand at the helm of CERN Human Resources

CERN Document Server

2004-01-01

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

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.

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.

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

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.

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%.

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

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

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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”.

Assessing global resource utilization efficiency in the industrial sector

International Nuclear Information System (INIS)

Rosen, Marc A.

2013-01-01

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. - Highlights: ► The global industrial sector and its industries are assessed by using energy and exergy methods. ► Global industrial sector efficiencies are evaluated as 51% based on energy and 30% based on exergy. ► Exergy analysis shows global industrial energy to be less efficient than does energy analysis. ► A misleadingly low margin for efficiency improvement is indicated by energy analysis. ► A significant and rational margin for efficiency improvement exists from an exergy perspective

Inter-professional collaboration as a health human resources strategy: moving forward with a western provinces research agenda.

Science.gov (United States)

Mickelson, Grace; Suter, Esther; Deutschlander, Siegrid; Bainbridge, Lesley; Harrison, Liz; Grymonpre, Ruby; Hepp, Shelanne

2012-01-01

The current gap in research on inter-professional collaboration and health human resources outcomes is explored by the Western Canadian Interprofessional Health Collaborative (WCIHC). In a recent research planning workshop with the four western provinces, 82 stakeholders from various sectors including health, provincial governments, research and education engaged with WCIHC to consider aligning their respective research agendas relevant to inter-professional collaboration and health human resources. Key research recommendations from a recent knowledge synthesis on inter-professional collaboration and health human resources as well as current provincial health priorities framed the discussions at the workshop. This knowledge exchange has helped to consolidate a shared current understanding of inter-professional education and practice and health workforce planning and management among the participating stakeholders. Ultimately, through a focused research program, a well-aligned approach between sectors to finding health human resources solutions will result in sustainable health systems reform. Copyright © 2013 Longwoods Publishing.

Final report: Skills needs in the resource-based sectors in Atlantic Canada

International Nuclear Information System (INIS)

Davis, C.; Hulett, L.

1999-01-01

Skills requirements in the resource industries in Atlantic Canada were put under the microscope at this conference. One of the objectives was to show that while the resource-based industries may not undertake extensive research and development, they are employing increasingly sophisticated technology which places increasing emphasis on the need for skilled personnel. Participants at the conference concluded that Atlantic Canada has the means to meet increasing demand for skilled workers in the resource sectors, and that the post-secondary educational system appears to have established a good rapport with the industries to ensure that the programs are meeting the sectors' changing needs. The oil and gas sector is an exception in that it is new to the area, combined with the fact that it has placed emphasis not only on skilled but skilled and experienced personnel from the start. There is also a paucity of training programs in sustainable development which is expected to become the dominant issue for resource management personnel in the next century. New skills are required to deal with this issue and post-secondary institutions of learning and the resource-based sectors will have to work together to develop the skills such as understanding ecosystem management problems and communicating with the public. Atlantic Canada cannot afford not to find a path to sustainability through the application of science and technology to management, knowledgeable extraction, and imaginative transformation of natural resources. 28 refs., 2 tabs

Iran’s Pharmaceutical Sectoral Innovation System

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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.

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

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

A Study on Human Resource Practices of Mother Dairy, Delhi

OpenAIRE

Shilpy Verma; Prof. Rajesh Mehrotra

2017-01-01

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

Emerging issues confronting the renewable natural resources sector in sub-Saharan Africa.

Science.gov (United States)

Marter, A; Gordon, A

1996-05-01

The renewable natural resources sector in Africa is highly important because of the relatively high proportion of livelihoods it supports relative to other developing regions. However, ongoing rapid population growth threatens the long-term survival of the sector. Key concerns include the need for agricultural intensification in the context of systems which are often located in marginal areas, the demands imposed by rapid urbanization, and access rights to essential resources such as water. The policy and institutional environment can make problems worse since trends toward greater democracy often prove destabilizing or deflect the political agenda toward short-term expediency instead of longer-term strategies essential to the renewable natural resources sector. Structural adjustment has yet to produce the expected benefits and it is clear that the private sector will be unable to meet growth and distributional objectives on its own. A broader-based strategy is needed which includes not only government institutions at national and local levels, but also nongovernmental organizations, community organizations, and regional and international bodies.

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2009-06-15

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

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.

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

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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.

Water resources planning in a strategic context: Linking the water sector to the national economy

Science.gov (United States)

Rogers, Peter; Hurst, Christopher; Harshadeep, Nagaraja

1993-07-01

In many parts of the developing world investment in water resources takes a large proportion of the available public investment funds. As the conflicts for funds between the water and other sectors become more severe, the traditional ways of analyzing and planning water investments has to move away from project-by-project (or even a river basin-by-river basin) approaches to include the relationships of water investments to other sectors and to overall national development policies. Current approaches to water resources investments are too narrow. There is a need for ways to expand the strategic thinking of water sector managers. This paper develops a water resources planning methodology with the primary objective of giving insights into the linking of water sector investments and macroeconomic policies. The model optimizes the present value of investments for water resources development, while embedding a macroeconomic model into the framework to allow for an examination of the interactions between water investments, the growth in the agricultural sector, and the performance of the overall economy. A case study of Bangladesh is presented which shows how strategic thinking could lead to widely differing implications for water investments than would conventional water resources systems planning models.

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…

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,

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.

THE ANALYSIS OF HUMAN RESOURCES MANAGEMENT (HRM IN MARITIME AFFAIRS

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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.

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

Defense Human Resources Activity > PERSEREC

Science.gov (United States)

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

Human resources challenges for wind energy

Energy Technology Data Exchange (ETDEWEB)

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

2006-07-01

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

ECONOMICS OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

IOANA - JULIETA JOSAN

2011-04-01

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

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…

Evaluation of Private Sector Roles in Space Resource Development

Science.gov (United States)

Lamassoure, Elisabeth S.; Blair, Brad R.; Diaz, Javier; Oderman, Mark; Duke, Michael B.; Vaucher, Marc; Manvi, Ramachandra; Easter, Robert W.

2003-01-01

An integrated engineering and financial modeling approach has been developed and used to evaluate the potential for private sector investment in space resource development, and to assess possible roles of the public sector in fostering private interest. This paper presents the modeling approach and its results for a transportation service using propellant extracted from lunar regolith. The analysis starts with careful case study definition, including an analysis of the customer base and market requirements, which are the basis for design of a modular, scalable space architecture. The derived non-recurring, recurring and operations costs become inputs for a `standard' financial model, as used in any commercial business plan. This model generates pro forma financial statements, calculates the amount of capitalization required, and generates return on equity calculations using two valuation metrics of direct interest to private investors: market enterprise value and multiples of key financial measures. Use of this model on an architecture to sell transportation services in Earth orbit based on lunar propellants shows how to rapidly test various assumptions and identify interesting architectural options, key areas for investment in exploration and technology, or innovative business approaches that could produce an economically viable industry. The same approach can be used to evaluate any other possible private ventures in space, and conclude on the respective roles of NASA and the private sector in space resource development and solar system exploration.

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)

THE IMPORTANCE OF HUMAN RESOURCES ON ROMANIA'S LABOR MARKET

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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.

Competencies for Port and Logistics Personnel: An Application of Regional Human Resource Development

Science.gov (United States)

Ahn, Young-sik; McLean, Gary N.

2008-01-01

Human resource development for regional strategic industries is an emerging emphasis for the development of industries that have growth potential. This article identifies competencies and expertise levels needed by port and logistics industry personnel, a sector that has growth potential in Busan, South Korea. The research consisted of expert…

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

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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

The ensuring of the competitiveness of the enterprises through the strategic human resource management

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Anna Burkovska

2016-12-01

Full Text Available The purpose of the article is to study the possibilities of ensuring competitiveness through the strategic human resource management. The study is based on the description of the necessity of strategic human resource management in Ukrainian conditions as a tool to enhance the competitiveness of agricultural enterprises. It is proved that the strategic management of the organization is the initial condition for the strategic management of its staff and competitiveness. Strategic management of human resources potential is considered as an approach to making decisions on the intentions and plans of the organization relating to the strategy and practice of recruitment, training, development, management performance and labor relations. The article describes the features of strategic human resource management as a basis for strategic capacity, which affects the competitiveness of enterprises and determines the direction of its further development. Correlation and regression analysis of dependence of productivity on the size of the average monthly wage of workers in the agricultural sector was held.

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

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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

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

Science.gov (United States)

Heywood, Peter F; Harahap, Nida P

2009-02-03

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. 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. 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. 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 increase sectoral "decision space" at the district level, the

Human Resource Management And The Search For The Happy Workplace

OpenAIRE

Peccei, R.E.

2004-01-01

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

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.

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

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Deysi Alfonso Porraspita

2018-02-01

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

HR in the Canadian renewable energy sector: HRSDC situational analysis

International Nuclear Information System (INIS)

Martin, B.; Ferguson, T.

2006-01-01

This paper outlines the human resources needs in the Canadian renewable energy sector. Emerging energies sector has many skills needs, some of which need to be developed. Emerging energy sector includes wind, solar photovoltaic (PV) and bio energy

Health sector reform and public sector health worker motivation: a conceptual framework.

Science.gov (United States)

Franco, Lynne Miller; Bennett, Sara; Kanfer, Ruth

2002-04-01

Motivation in the work context can be defined as an individual's degree of willingness to exert and maintain an effort towards organizational goals. Health sector performance is critically dependent on worker motivation, with service quality, efficiency, and equity, all directly mediated by workers' willingness to apply themselves to their tasks. Resource availability and worker competence are essential but not sufficient to ensure desired worker performance. While financial incentives may be important determinants of worker motivation, they alone cannot and have not resolved all worker motivation problems. Worker motivation is a complex process and crosses many disciplinary boundaries, including economics, psychology, organizational development, human resource management, and sociology. This paper discusses the many layers of influences upon health worker motivation: the internal individual-level determinants, determinants that operate at organizational (work context) level, and determinants stemming from interactions with the broader societal culture. Worker motivation will be affected by health sector reforms which potentially affect organizational culture, reporting structures, human resource management, channels of accountability, types of interactions with clients and communities, etc. The conceptual model described in this paper clarifies ways in which worker motivation is influenced and how health sector reform can positively affect worker motivation. Among others, health sector policy makers can better facilitate goal congruence (between workers and the organizations they work for) and improved worker motivation by considering the following in their design and implementation of health sector reforms: addressing multiple channels for worker motivation, recognizing the importance of communication and leadership for reforms, identifying organizational and cultural values that might facilitate or impede implementation of reforms, and understanding that reforms

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

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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.

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

Science.gov (United States)

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

2018-01-01

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. PMID:29301375

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.

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)

Learning on human resources management in the radiology residency program

International Nuclear Information System (INIS)

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

2014-01-01

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

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

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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.

Human Resource Construction

Institute of Scientific and Technical Information of China (English)

2015-01-01

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

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

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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.

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

OpenAIRE

Dietrichson, Jens

2013-01-01

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 imp...

Valuation of Human Resource During the Implementation of Resource Strategy of Sport Club

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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

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

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Adrian Negrea

2016-12-01

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

Analysis of Human Resource Competency as Effort to Increase SMEs Economic Sector Productivity with Gender as Differentiating Variable

OpenAIRE

Wibawa, Dian Prihardini

2018-01-01

Competence is a very important factor in increasing work productivity. A qualified workforce will have a positive impact on improving business productivity. Thus, the level of corporate profitability also increased. Human resource improvement strategy is an excellent strategy apart from other factors such as technology improves. Increased strategy through human resource competence can be done with the improvement of ability, attitude, knowledge, and expertise. The purpose of this research is ...

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.

Roadmap for human resources for expanded Indian nuclear industry

International Nuclear Information System (INIS)

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

2011-01-01

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

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

Key challenges of human resources for health in India

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Priya Sinha

2016-01-01

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

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.

Quality in Human Resource Practice

DEFF Research Database (Denmark)

Nielsen, Kjeld

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

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…

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.

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

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MUNTEANU ANCA-IOANA

2015-03-01

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

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

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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

Equilibrium between resources and expenditure of health sector of Social Security Fund: a case study of Iran

Directory of Open Access Journals (Sweden)

Azadeh Ahmadi Dashtian

2017-10-01

Full Text Available In Iran, Social Security is the most important institution of social insurance fund, currently insuring more than a half of country population, and it has a significant role in fulfilling short-term and long-term commitments. Therefore investigation of the balance of resources and expenditure of health sector of the fund can be a scientific process of the funding the future and can pave the way to provide necessary revisions in this sector. Analyzing equilibrium between resources and expenditure of health sector of Social Security Fund in the past years, the present study offers recommendations for improving it in terms of parametric and structural dimensions. The methodology includes documentary library methods and statistical part is descriptive using Excel. Findings indicated that, regarding the present lack of balance of resources and expenditure of health sector, keeping on with the present conditions can lead to many crises. As a result, to escape from the present conditions of the funds where lack of balance of resources and expenditure exists, carrying out parametric and management-structural revisions seems necessary.

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

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…

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

Directory of Open Access Journals (Sweden)

Hanefeld Johanna

2009-02-01

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

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

International Nuclear Information System (INIS)

Naeem, S.; Islam, M.H.

2016-01-01

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. (author)

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.

Sectoral Innovation Performance in the Food and Drinks Sector. Final Report. Task 1

NARCIS (Netherlands)

Leis, M.

2010-01-01

Food and drinks manufacturing is a very complex sector with a lot of possibilities for improvement and innovation, but also with a variety of challenges in regard to financial and human resources, fragmented consumer interests and concerns, regulations, costs and a balancing act between novelty and

Optimal production resource reallocation for CO2 emissions reduction in manufacturing sectors

OpenAIRE

Fujii, Hidemichi; Managi, Shunsuke

2015-01-01

To mitigate the effects of climate change, countries worldwide are advancing technologies to reduce greenhouse gas emissions. This paper proposes and measures optimal production resource reallocation using data envelopment analysis. This research attempts to clarify the effect of optimal production resource reallocation on CO2 emissions reduction, focusing on regional and industrial characteristics. We use finance, energy, and CO2 emissions data from 13 industrial sectors in 39 countries from...

Guide to resource conservation and cost savings opportunities in the soap, detergents and related products sector

Energy Technology Data Exchange (ETDEWEB)

NONE

1998-03-01

The soaps, detergents and related products sector is an important component of the chemical industry within Ontario, as these products are used for cleaning purposes in industrial, institutional and domestic consumer applications. This guide was prepared to assist the sector with cost savings and resource conservation. The guide highlights opportunities for resource conservation through energy and water efficiency improvements, more efficient utilisation of raw materials, and reduction of environmental releases at source. 54 figs.

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

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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.

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...

Human resources in innovation systems

DEFF Research Database (Denmark)

Nielsen, René Nesgaard

2007-01-01

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

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

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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.

Private sector, human resources and health franchising in Africa.

Science.gov (United States)

Prata, Ndola; Montagu, Dominic; Jefferys, Emma

2005-04-01

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

Private sector, human resources and health franchising in Africa.

Science.gov (United States)

Prata, Ndola; Montagu, Dominic; Jefferys, Emma

2005-01-01

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

Sustainable Competitiveness of the SME Sector Formed by Collaboration: The Prominent Role of HR

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Tamás Molnár

2016-04-01

Full Text Available Human resources play a prominent role in the analysis of the development and competitiveness of the SME sector, therefore the discussion of the human resources is inevitable during the general characterisation of the sector. The development of and application of the appropriate organisational culture, motivation, competence are fundamental competitiveness factors of the success of SMEs. Maslow’s hierarchy of needs can be adapted to the SMEs. The role of the state is necessary for the success of SMEs. The European Union continues to give special emphasis to the SME sector in the future, as one of the key business sectors influencing the economic success of a nation.

Structural change and inter-sectoral mobility in a two-sector economy

International Nuclear Information System (INIS)

Antoci, Angelo; Galeotti, Marcello; Iannucci, Gianluca; Russu, Paolo

2015-01-01

This paper studies the dynamics of a two-sector economy (with a natural resource-dependent sector and an industrial sector) characterized by free inter-sectoral labor mobility and heterogeneity of agents (workers and entrepreneurs). In such a context, we analyze the effects of the deterioration of natural resources, caused by the production activity of both sectors, on inter-sectoral movements of the labor force (structural changes), on ecological dynamics and on the revenues of workers and entrepreneurs. As in the seminal work by Matsuyama (1992), we obtain that a low productivity of labor in the resource-dependent sector can fuel the industrialization process. However, differently from Matsuyama, in our model the industrialization process may give rise to a reduction in workers’ revenues if the contribution to environmental depletion of the industrial sector, per unit of product, is higher than that of the resource-dependent one.

Policies, Programmes and Institutions of Water Sector in Sub-Saharan Africa

International Nuclear Information System (INIS)

Krhoda, G.O

2001-01-01

Meaningful investment in the water sector can easily increase food production and productivity of human resources and thus stimulate economic growth, human and environmental health. The author indicates that, the Mar del Plata Action Plan (1977), the New Delhi Statement (1990), Dublin Statement (1991)and the Agenda 21 Chapter 18 of UNCED (1992) emphasise the urgent need for integrated, sustainable water resources management. The publication looks at the policy development in the water sector, the disparities in the allocation of water supplies in the urban and the rural areas, the importance of water in the development of the industrial sector and how to manage the demand for water in sub-Saharan Africa

All in transition: human resource management and labour relations in the Chinese industrial sector

OpenAIRE

Yu, Nan

2012-01-01

This discussion paper is a literature study reviewing the development of human resource management in China, with a particular focus (where possible) on the automobile industry. It presents the Chinese context for HRM discussing the normative debate about the adaptation of Western management methods and the heritage of Chinese philosophy and values, and it describes the economic, cultural, and transition-specific factors which influence HRM in China. In more detail, the paper deals with work ...

Uranium Resources Modeling And Estimation In Lembah Hitam Sector, Kalan, West Kalimantan

International Nuclear Information System (INIS)

Adi Gunawan Muhammad; Bambang Soetopo

2016-01-01

Lembah Hitam Sector is part of Schwaner Mountains and Kalan Basin upper part stratigraphy. Uranium (U) mineralization layer is associated with metasiltstone and metapelites schistose heading to N 265° E/60° S. Evaluation drilling carried out with a distance of 50 m from an existing point (FKL 14 and FKL 13) to determine the model and the amount of U resources in measured category. To achieve these objectives some activities including reviewing the previous studies, geological and U mineralization data collecting, grades quantitative estimation using log gross-count gamma ray, database and modeling creation and resource estimation of U carried out. Based on modeling on ten drilling data and completed with drilled core observation, the average grade of U mineralization in Lembah Hitam Sector obtained. The average grade is ranging from 0.0076 - 0.95 % eU_3O_8, with a thickness of mineralization ranging from 0.1 - 4.5 m. Uranium mineralization present as fracture filling (veins) or groups of veins and as matrix filling in tectonic breccia, associated with pyrite, pyrrhotite, magnetite, molybdenite, tourmaline and quartz in metasiltstone and metapelites schistose. Calculation of U resources to 26 ores body using 25 m searching radius resulted in 655.65 tons ores. By using 0.01 % cut-off grade resulted in 546.72 tons ores with an average grade 0.101 % eU_3O_8. Uranium resource categorized as low-grade measured resources. (author)

ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

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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.

Performance measurement in transport sector analysis

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M. Išoraitė

2004-06-01

Full Text Available The article analyses the following issues: 1. Performance measurement in literature. The performance measurement has an important role to play in the efficient and effective management of organizations. Kaplan and Johnson highlighted the failure of the financial measures to reflect changes in the competitive circumstances and strategies of modern organizations. Many authors have focused attention on how organizations can design more appropriate measurement systems. Based on literature, consultancy experience and action research, numerous processes have been developed that organizations can follow in order to design and implement systems. Many frameworks have been proposed that support these processes. The objective of such frameworks is to help organizations define a set of measures that reflect their objectives and assess their performance appropriately. 2. Transport sector performance and its impacts measuring. The purpose of transport measurement is to identify opportunities enhancing transport performance. Successful transport sector management requires a system to analyze its efficiency and effectiveness as well as plan interventions if transport sector performance needs improvement. Transport impacts must be measurable and monitorable so that the person responsible for the project intervention can decide when and how to influence them. Performance indicators provide a means to measure and monitor impacts. These indicators essentially reflect quantitative and qualitative aspects of impacts at given time and places. 3. Transport sector output and input. Transport sector inputs are the resources required to deliver transport sector outputs. Transport sector inputs are typically: human resources, particularly skilled resources (including specialists consulting inputs; technology processes such as equipment and work; and finance, both public and private. 4. Transport sector policy and institutional framework; 5. Cause – effect linkages; 6

[Recruitment and selection of human resources in a psychiatric hospital at a municipality of São Paulo].

Science.gov (United States)

Mazon, L; Trevizan, M A

2000-08-01

This paper aims at disseminating the experience of recruiting and selecting human resources in a psychiatric hospital in the city of Ribeirão Preto, a philanthropic institution with one hundred and four beds that assists pharmaco-dependent patients with mental problems. It presently has eighty-four employees and a high staff turnover in different sectors. As trainees, we realized that the high turnover impaieds the development of activities at the organization as well as prevented a better care delivery to clients. Therefore, we were invited to integrate a team that was made responsible for the recruitment and selection of human resources for this institution. After these procedures and the respective follow-up by those in charge of different sectors, our purpose is to reduce the turnover, implement larger institutional engagement and more synchrony among employees, reduce expenses and bureaucratic activities related to hiring and laying off personnel, reduce operational work and implementing more assisting activities in terms of planning, orientation, execution and evaluation.

Chosen Concepts of Human Resources Management

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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.

Leadership and Followership in Organizational Impact Humanity in Government Sector

OpenAIRE

Ahmad Norazilawani; Hassan Hanum

2018-01-01

Leadership in organizational behavior can be impact of humanity in Goverrment Sector., tourism, service sector. Communication style in the organization is very important and also key forces in providing employees with job satisfaction, humanity and communication skills. When employees do not get satisfaction from their jobs, morale drops an absences and lateness increases. Any person just follow instruction from a leader behavior and subordinates even the step, instruction good job, take acti...

Single-sector thermophysiological human simulator

International Nuclear Information System (INIS)

Psikuta, Agnieszka; Richards, Mark; Fiala, Dusan

2008-01-01

Thermal sweating manikins are used to analyse the heat and mass transfer phenomena in the skin–clothing–environment system. However, the limiting factor of present thermal manikins is their inability to simulate adequately the human thermal behaviour, which has a significant effect on the clothing microenvironment. A mathematical model of the human physiology was, therefore, incorporated into the system control to simulate human thermoregulatory responses and the perception of thermal comfort over a wide range of environmental and personal conditions. Thereby, the computer model provides the physiological intelligence, while the hardware is used to measure the required calorimetric states relevant to the human heat exchange with the environment. This paper describes the development of a single-sector thermophysiological human simulator, which consists of a sweating heated cylinder 'Torso' coupled with the iesd-Fiala multi-node model of human physiology and thermal comfort. Validation tests conducted for steady-state and, to some extent, transient conditions ranging from cold to hot revealed good agreement with the corresponding experimental results obtained for semi-nude subjects. The new coupled system enables overall physiological and comfort responses, health risk and survival conditions to be predicted for adult humans for various scenarios

Investigation of Mergers in Terms of Human Resources and an Example of Application

Directory of Open Access Journals (Sweden)

Alparslan Şahin GÖRMÜŞ

2016-01-01

Full Text Available Businesses may grow by acquisitions in order to protect their assets, to compete and to synergize in today’s global competitive environment. This kind of growth occurred among the businesses varies according to the different criteria. While businesses aim to growth achieve in order to increase their economic profitability, it is necessary to consider the human factor which is the businesses’ building block. As people working within the different businesses will continue to work within the same business culture after the business combination, the importance of human resource management is an undeniable truth in businesses for ensuring employees’ adaptation during of the merger process. The aim of this study, the impact of the problem occurred as a result of ignoring the human resources management is investigated. The study is executed in a business which merge by the way of a textile company operating Uşak province taking over another company in the same sector.

An empirical inquiry into the relationship between corporate governance and human resource management

OpenAIRE

Ibrahim, Hazril Izwar; Zulkafli, Abdul Hadi

2016-01-01

Purpose – Based on the tenets of the stakeholder theory, the study investigates the influence of corporate governance best practices on 'hard' and 'soft' human resource management practices in public listed companies in Malaysia. Design/methodology/approach – Data was collected from public listed companies in the consumer product sector via structured questionnaire. Multiple regression analysis is conducted using SPSS to test the hypotheses. Findings – The findings suggest that board of di...

Development of a resource protection and waste strategy for water use by the agricultural sector.

Science.gov (United States)

Ligthelm, M E; Ranwedzi, R; Morokane, M; Senne, M

2007-01-01

The South African Department of Water Affairs and Forestry (DWAF) has started developing a strategy to regulate activities and water uses by the agricultural sector that could impact on the water resource quality. The aim would not be to over-regulate the sector, but to protect the water resource where necessary. Most of these activities constitute diffuse sources of potential pollution. The strategic process will start with investigative discussions with major stakeholders and determining the strategic context and current situation. The latter will consist of a detailed literature and stakeholder survey, and an evaluation of existing agricultural activities. The next steps of determining a vision and the setting of strategic objectives will be done with active participation by the major players. An action plan will be developed to achieve the set objectives. Important components of the strategy will be to: classify activities according to their risk to the water resource, taking into account the sensitivity of the water resource; set regulatory measures in accordance with the risk posed by the activity (measures could include the promulgation of regulations, general authorisations and/or issuing of licenses); harmonise and link the process with existing relevant processes and guidelines within DWAF and other government departments; review existing guidelines; sign agreements with relevant government departments and the agricultural sector; and provide training, built capacity and raise awareness during and after the process.

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.

Hospital management autonomy in Chile: the challenges for human resources in health.

Science.gov (United States)

Méndez, Claudio A; Torres A, M Cristina

2010-04-01

In Latin America, some health sector reforms have included steps to the implementation of autonomous hospitals. In Chile, the health system is implementing a reform that introduces a network of self-managed institutions. These organizations will be high complexity centers that involve greater technical diversity, cost centers and mechanisms to evaluate users' satisfaction. For human resources in health, the implementation of these centers creates challenges in the planning of service provision and a change from the traditional management style of the teams to one based on networks. These challenges include the estimation of gaps in medical specialists and in other professions in the health sector. In order to be successful with self-management, Chile needs to establish universal and local policies that address training and the organization of health service provisioning in these institutions.

International conference on nuclear knowledge management: Strategies, information management and human resource development. Book of extended synopses

Energy Technology Data Exchange (ETDEWEB)

NONE

2004-07-01

In recent years, a number of trends have drawn attention to the need for better management of nuclear knowledge. Depending on region and country, they include an ageing workforce, declining student enrolment figures, the risk of losing nuclear knowledge accumulated in the past, the need for capacity building and transfer of knowledge and recognition of achieving added value through knowledge sharing and networking. The objective of this conference is to reach a clear and common understanding of issues related to nuclear knowledge management for sustaining knowledge and expertise in nuclear science and technology. The conference will provide a forum for professionals and decision makers in the nuclear sector, comprising industry, governments and academia as well as professionals in the knowledge management and information technology sectors; to exchange information and share experience on nuclear knowledge management, comprising strategies, information management and human resource development; to identify lessons learned and to embark on the development of new initiatives and concepts for nuclear knowledge management in IAEA Member States; for the INIS session, to discuss the present status and future developments of INIS. The conference comprised the following topical sessions: Session 1: Nuclear knowledge management - policies and strategies; Managing nuclear information - policies and strategies; Managing nuclear information - case studies; Human resources for the nuclear sector; Networking nuclear education and training. Special sessions were held on: the International Nuclear Information System (INIS); Young Generation in the Nuclear Sector; and 'Innovation and Nuclear Knowledge'.

Innovation excellence. Creating market success in the energy and natural resources sector

Energy Technology Data Exchange (ETDEWEB)

Scholtissek, Stephan

2011-07-01

In this book, author Stephan Scholtissek examines innovations as they relate to companies in the energy and natural resources sector, which contrary to popular opinion are indeed innovative. These companies are undergoing massive change as the balance of power shifts towards emerging economies and as the world looks to a range of low carbon technologies. Scholtissek sheds light on different forms of innovation and argues that R and D resources must be extended across all these forms. He includes a number of detailed case studies from the energy and natural resources industries that have shown a remarkable capacity to innovate: BP, Dow Corning, Evonik Industries, Iberdrola, Marathon Oil, Perrier, Schott and Siemens. (orig.)

Defense Industrial Base: Critical Infrastructure and Key Resources Sector-Specific Plan as Input to the National Infrastructure Protection Plan

National Research Council Canada - National Science Library

2007-01-01

This Defense Industrial Base (DIB) Sector-Specific Plan (SSP), developed in collaboration with industry and government security partners, provides sector-level critical infrastructure and key resources (CI/KR...

Accelerating Innovation that Enhances Resource Recovery in the Wastewater Sector: Advancing a National Testbed Network.

Science.gov (United States)

Mihelcic, James R; Ren, Zhiyong Jason; Cornejo, Pablo K; Fisher, Aaron; Simon, A J; Snyder, Seth W; Zhang, Qiong; Rosso, Diego; Huggins, Tyler M; Cooper, William; Moeller, Jeff; Rose, Bob; Schottel, Brandi L; Turgeon, Jason

2017-07-18

This Feature examines significant challenges and opportunities to spur innovation and accelerate adoption of reliable technologies that enhance integrated resource recovery in the wastewater sector through the creation of a national testbed network. The network is a virtual entity that connects appropriate physical testing facilities, and other components needed for a testbed network, with researchers, investors, technology providers, utilities, regulators, and other stakeholders to accelerate the adoption of innovative technologies and processes that are needed for the water resource recovery facility of the future. Here we summarize and extract key issues and developments, to provide a strategy for the wastewater sector to accelerate a path forward that leads to new sustainable water infrastructures.

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

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)

Job Values in Today's Workforce: A Comparison of Public and Private Sector Employees.

Science.gov (United States)

Karl, Katherine A.; Sutton, Cynthia L.

1998-01-01

A comparison of 47 public- and 170 private-sector workers revealed private-sector workers value good wages most and public-sector workers value interesting work. Results suggest that employers must keep in touch with employee values to design jobs, reward systems, and human-resource policies that will result in maximum job satisfaction. (JOW)

Individual and organizational impact of enterprises resources planning system in health care sector

International Nuclear Information System (INIS)

Ilyas, A.; Fiaz, M.; Tayyaba, A.

2016-01-01

Use of ERPS (Enterprise Resource Planning System) in health care sector has positive impacts. The purpose of this research is to find out the individual and organizational impact in health care sector. Hypotheses were postulated that the use of ERPS has positive individual and organizational impacts. A research questionnaire was used to test these hypotheses which have twelve dimensions for both impacts. This instrument was adopted from literature and self-administrated to 504 individuals with response rate of 60 percentage and only 56 percentage of questionnaires were used. The results of this study revealed that the use of ERPS has positive individual and organizational impacts. This study will help the health care organizations to find out impacts of ERPS in health care sector and also to better understand the individual and organizational impacts. (author)

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…

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

Directory of Open Access Journals (Sweden)

Erlinda Muslim

2016-08-01

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

Disconnect Between Public Sector Management System and ...

African Journals Online (AJOL)

three regional governments, this article exposes how public sector management system (public finance and human resource management system) determines decentralization outcomes. It contends that outcomes of decentralization reforms are shaped not only by political and economic factors, as suggested in the ...

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

Science.gov (United States)

Adams, O

1992-07-01

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

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.

Managing nuclear knowledge: Strategies and human resource development. Summary of an international conference

International Nuclear Information System (INIS)

2006-01-01

The nuclear industry is knowledge based, similar to other highly technical industries, and relies heavily on the accumulation of knowledge. Recent trends such as workforce ageing and declining student enrolment numbers, and the risk of losing accumulated knowledge and experience, have drawn attention to the need for better management of nuclear knowledge. In 2002 the IAEA General Conference adopted a resolution on nuclear knowledge, which was reiterated in 2003; the resolution emphasized the importance of nuclear knowledge and information management and urged both the IAEA and Member States to strengthen their activities and efforts in this regard. Consequently, the International Conference on Nuclear Knowledge Management: Strategies, Information Management and Human Resource Development, which was held on 7-10 September 2004 in Saclay, was organized by the IAEA and the Government of France through the Commissariat a l'energie atomique in cooperation with the European Commission, OECD Nuclear Energy Agency, European Atomic Forum, Japan Atomic Industrial Forum, World Council of Nuclear Workers, World Nuclear University and European Association of Information Services. The conference was attended by 250 experts, scientists and officials from 54 Member States and nine international organizations, giving the conference a very broad representation of the nuclear sector. The objective of the conference was to reach a clear and common understanding of the issues related to nuclear knowledge management for sustaining knowledge and expertise in nuclear science and technology and to define a strategic framework for developing IAEA cross-cutting knowledge management activities. The conference provided a forum for professionals and decision makers in the nuclear sector, comprising industry, government and academia, as well as professionals in the knowledge management and information technology sectors. Based on the results of the conference, the key insights, lessons learned

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

Science.gov (United States)

Nishtar, Sania

2006-12-01

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

An investigation of the challenges of the strategic human resources management in the safety and security sector education training authority (SASSETA) / Stephina Pulane Molefi

OpenAIRE

Molefi, Stephina Pulane

2011-01-01

The purpose of th1e study was to investigate the challenges in the implementation of the strategic human resource management functions and practices in SASSETA. The study investigated the impact of organisational structure, the positioning and reporting lines on the ability of the Human Resource Professionals to become strategic business partners. The study further investigated whether the Human Resource Practitioners possess the relevant competencies that contribute towards th...

Achieving competitive advantage through strategic human resource management.

Science.gov (United States)

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

1990-01-01

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

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.

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.

Implementating Information Technology in E-Human Resource Management

Directory of Open Access Journals (Sweden)

Cristina-Dana Popescu (Mitu

2016-01-01

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

APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

African Journals Online (AJOL)

Frederick Iraki

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

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…

Work-related threats and violence in human service sectors

DEFF Research Database (Denmark)

Andersen, Lars Peter Sønderbo; Hogh, Annie; Biering, Karin

2018-01-01

BACKGROUND: Threats and violence at work are major concerns for employees in many human service sectors. The prevention of work-related violence is a major challenge for employees and management. OBJECTIVE: The purpose of this study was to identify prospective associations between psycho-social w......BACKGROUND: Threats and violence at work are major concerns for employees in many human service sectors. The prevention of work-related violence is a major challenge for employees and management. OBJECTIVE: The purpose of this study was to identify prospective associations between psycho...... rewards at work, low role clarity, many role conflicts, many work-family conflicts and low organizational justice had statistically significant associations with high levels of work-related threats. Furthermore, high emotional demands, low predictability, low role clarity, many role conflicts, many work......-family conflicts, low supervisor quality and low support from nearest supervisor had statistically significant associations with high levels of work-related violence. Finally, across the four sectors both similar and different associations between psycho-social work environment and work-related violence...

Test of a causal Human Resource Management-Performance Linkage Model: Evidence from the Greek manufacturing sector

OpenAIRE

Katou, A.; Katou, A.

2011-01-01

Although a number of studies have recognized the relationship between Human Resource Management (HRM) policies and organisational performance, the mechanisms through which HRM policies lead to organisational performance remain still unexplored. The purpose of this paper is to investigate the pathways leading from HRM policies to organisational performance by using structural equation modelling. Specifically, this analytical tool has been used to test a research framework that is constituted ...

Managing Human Resource Learning for Innovation

DEFF Research Database (Denmark)

Nielsen, Peter

Managing human resource learning for innovation develops a systemic understanding of building innovative capabilities. Building innovative capabilities require active creation, coordination and absorption of useful knowledge and thus a cohesive management approach to learning. Often learning...... in organizations and work is approached without considerations on how to integrate it in the management of human resources. The book investigates the empirical conditions for managing human resources learning for innovation. With focus on innovative performance the importance of modes of innovation, clues...

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.

Persistence as the path from motivation to performance in the Papua New Guinea health sector.

Science.gov (United States)

Elich, Luke

2009-01-01

This paper considers how the individual capacity states of motivation, confidence, skill and ability relate to performance, and identifies a crucial role for the discretionary behaviour of individuals: specifically, employee persistence and innovation. The study Understanding the people and performance link: unlocking the black box undertaken by Purcell and colleagues is relied upon in constructing a theoretical framework for the conceptual interrelationships between performance and the human-resource-mediating variables, which is then applied within the Papua New Guinea (PNG) health sector context. The study by Purcell and colleagues, which was informed by organizations with well-developed and functioning human resource policies and practices, is distinguished from the PNG health sector, where human resource frameworks are largely ineffective--yet it is determined that the importance of 'discretionary behaviour' relative to performance, whilst varied, is undiminished.

CHARACTERISTICS OF HUMAN RESOURCE PLANNING IN HEALTHCARE

Directory of Open Access Journals (Sweden)

Tsvetelina Mihaylova

2018-03-01

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

Recruitment for Competencies in Public and Private Sectors

OpenAIRE

Codruța OSOIAN; Monica ZAHARIE

2014-01-01

The capacity to attract highly skilled human resources is dependent on the employee recruitment process implemented by organizations, which plays an important role for their competitiveness on the market. As the concern for the success of the recruitment process in public sectors is becoming more salient, the present study compares the use of recruitment practices in public and private sectors through a survey applied to 97 organizations. It also explores the outcomes in terms of quantity and...

Homegrown hydro, part 2: Private sector an important resource for developing Canadian exports

International Nuclear Information System (INIS)

Wiebe, P. A.

1994-01-01

A review of four major hydro consultants across Canada illustrates how the private sector has become an important resource for export of Canadian goods and services. The major utilities have contributed in operations and training and have acted as catalysts in this process. An overview is presented of the history and export activities of four consultants: Monenco, Acres, SNC, and Klohn-Crippen. The linkage between domestic experience and expansion into foreign markets in hydro resource development is apparent. Domestic projects have fallen into a severe decline due to the market; it is suggested that cyclical markets might be avoided by constructing capacity in advance. A tally is provided of current Canadian projects, which represent a substantial economic potential for sustainable, renewable hydroelectric resource development. 1 fig

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

International Nuclear Information System (INIS)

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

2015-01-01

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

Effective post-literacy learning: A question of a national human resource strategy

Science.gov (United States)

Ahmed, Manzoor

1989-12-01

Initial literacy courses must be followed by opportunities for consolidating the mechanics of literacy skills and practical application of three skills in life. Experience has shown that these `post-literacy' objectives can be achieved, not by a second stage of the literacy course, but by a range of opportunities for learning and application of learning through a network of continuing education opportunities geared to the diverse needs and circumstances of different categories of neo-literates. A taxonomy of learner categories and learning needs is seen as a basis for planning and supporting the network of post-literacy learning. Examples from China, India and Thailand demonstrate the importance of recognizing the continuity of literacy and post-literacy efforts, the need for commitment of resources for this continuum of learning, the role of an organizational structure to deal with this continuum in a coordinated way, and the value of a comprehensive range of learning opportunities for neo-literates. A necessary condition for success in building a network of continuing learning opportunities and contributing to the creation of a `learning society' is to make human resource development the core of national development. It is argued that the scope and dimensions of post-literacy continuing education are integrally linked with the goal of mass basic education and ultimately with the vision of a `learning society'. Such a vision can be a reality only with a serious human resource development focus in national development that will permit the necessary mobilization of resources, the coordination of sectors of government and society and the generation of popular enthusiasm. A radical or an incremental approach can be taken to move towards the primacy of a human resource strategy in national development. In either case, a functioning coordination and support mechanism has to be developed for the key elements of mass basic education including post-literacy learning.

ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

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R. R. Lukyanova

2010-03-01

Full Text Available The paper deals with the issues of human resource development regarding an innovation activity. Concepts of labor and human resources have been surveyed. An integral index for assessment of human resources for regional innovation activity has been developed and assessment of the Russian regions has been made on the basis of it. Development tendencies of modern human resources for innovation activity in Russia have been revealed.

A Human Resources Perspective on Responsible Corporate Behavior. Case Study: The Multinational Companies in Western Romania

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Ciprian Obrad

2018-03-01

Full Text Available This article aims to show the extent to which socially responsible Human Resource Management practices are implemented in multinational companies. As more recent studies highlight, the manner in which companies in Romania presently comprehend the social responsibility of their actions is mostly aimed towards the social component of the outer environment in which they function and less towards their own employees. In Romania, at the moment, there are only a few studies that catalogue the efforts made by companies in order to become more responsible towards their employees, or in other words, studies that present Corporate Social Responsibility (CSR within its relationship with Human Resources Management (HRM. The research method we used for our case study was the semi-structured interview, applied on 32 respondents from the multinational companies carrying out their activities in the automotive sector in western Romania. Our study shows that multinational companies from the automotive sector are aware that CSR effects a series of long-term advantages, either externally—enhancing the company’s reputation and consolidating its brand as employer, its competitive advantage on the market, its media visibility—or internally—fostering an organizational culture that may generate greater engagement from its own employees, and financial advantages.

Towards Improved Human Resource Development In Nigeria ...

African Journals Online (AJOL)

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

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...

Human Resource Orientation and Corporate Performance.

Science.gov (United States)

Lam, Long W.; White, Louis P.

1998-01-01

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

Issues about Human Resources Recruitment

OpenAIRE

Aurel Manolescu

2008-01-01

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

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

Science.gov (United States)

Furtado, Kheya Melo; Kar, Anita

2014-04-01

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. This study reports the number and characteristics of health resources in a 200 000 urban population in Pune. 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. 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. 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.

Resource mapping and emergency preparedness to infectious diseases in human and animal populations in Kibaha and Ngorongoro districts, Tanzania

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E.D. Karimuribo

2012-06-01

Full Text Available A rapid situation analysis was conducted in Kibaha and Ngorongoro districts in Tanzania to map resources as well as analysing emergency preparedness to infectious diseases in animal (domestic and wild and human populations. Kibaha was chosen as a district close to a commercial city (Dar es Salaam while Ngorongoro represented a remote, border district with high interactions between humans, domestic and wild animals. In this study, data on resources and personnel as well as emergency preparedness were collected from all wards (n = 22, human health facilities (n = 40 and livestock facilities in the two districts using interview checklists and questionnaires. Descriptive statistics for resources were calculated and mapped by district. Kibaha district had a higher human population density, more health workers, better equipped health facilities and better communication and transport systems. On the other hand, Ngorongoro had a higher population of livestock and more animal health facilities but a poorer ratio of animal health workers to livestock. The average ratio of health personnel to population in catchment areas of the health facilities was 1:147 (range of 1:17−1:1200. The ratio of personnel to human population was significantly higher in Kibaha (1:95 than in Ngorongoro (1:203 district (p = 0 < 0.001. Considering the limited resources available to both human and animal health sectors and their different strengths and weaknesses there are opportunities for greater collaboration and resource-sharing between human and animal health for improved surveillance and emergency-preparedness.

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

Science.gov (United States)

Fagerström, Lisbeth

2009-05-01

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

Human Resource Management in Russia: Some Unwritten Rules

OpenAIRE

Denisova-Schmidt, Elena

2011-01-01

In spite of the fact that Western companies have been actively developing the Russian market over the last twenty years, they are still faced with the Soviet-era heritage in human resource management. This paper gives an overview of the common Soviet human resource practices of the past. Understanding traditional human resource practices in the Soviet Union prior to the end of communism will help practitioners to design human resource management systems for Russia more effic...

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

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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.

Managing Multiple Forms of Employment in the Construction Sector

DEFF Research Database (Denmark)

Raja, Jawwad; D. Green, Stuart; Leiringer, Roine

2013-01-01

different contracting arrangements impinge on attempts to reposition human resource management (HRM) as a strategic function along the business partnering model. Elevating the role of the HR function is found to be difficult to reconcile with the concurrent demands of managing multiple forms of employment......The construction industry is one of the largest and most complex industrial sectors in the UK. The industry's failure to adopt progressive human resource (HR) practices is routinely blamed on the challenges of operating in a fragmented, project-based environment reliant on subcontracting...

16 CFR 1000.22 - Office of Human Resources Management.

Science.gov (United States)

2010-01-01

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

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.

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…

42 CFR 486.326 - Condition: Human resources.

Science.gov (United States)

2010-10-01

... 42 Public Health 5 2010-10-01 2010-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

45 CFR 1304.52 - Human resources management.

Science.gov (United States)

2010-10-01

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

Factores explicativos de las diferencias de eficiencia en el sector de la distribución en España: una aproximación paramétrica || Influence of Company Resources in Productive Efficiency: A Parametric Approach in the Distribution Sector in Spain

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De Jorge Moreno, Justo

2013-01-01

Full Text Available Este trabajo se plantea como objetivo el análisis de la influencia que los recursos y capacidades de las empresas del sector de la distribución en España tienen para explicar la eficiencia productiva como medida de desempeño en el período 1997-2006 para un total de 42 sectores de actividad a 4 dígitos CNAE. Asimismo se ha prestado especial atención al sector de actividad y la localización de la empresa como factores de control del entorno. Los principales resultados alcanzados revelan que los recursos disponibles por las empresas del sector de la distribución son explicativos de los mayores niveles de eficiencia productiva en términos de performance alcanzados por estas. En particular, las diferencias de eficiencia se relacionan con mayores niveles de integración vertical, una mayor dotación de recursos materiales en términos de intensidad de capital y humanos medidos a través de una mayor retribución salarial. Finalmente, la localización de la empresa según la comunidad autónoma donde está ubicada es un factor a considerar como explicativo de las diferencias de eficiencia. || The objective of this work is the analysis of the influence that the resources and capabilities of companies in the distribution sector in Spain has to explain productive efficiency as a performance measure (in the period 1997-2006, for a total of 42 sectors of activity a 4-digit NACE. It also pays special attention to the sector and the location of the company as environmental control factors. The main results show that the resources made available by companies in the distribution sector explain the higher levels of production efficiency in terms of performance achieved by them. In particular, differences in efficiency are related to greater levels of vertical integration, greater provision of material resources in terms of intensity, and human capital as measured by higher salaries. Finally, the regional location of the company is a factor while

Overview of Trends Shaping Human Resource Management for ...

African Journals Online (AJOL)

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

Analysis Income Business Food and Beverage Informal Sector in Kecamatan Tampan City Pekanbaru

OpenAIRE

Sari, Novi Ulya; Khaswarina, Shorea; Muwardi, Didi

2014-01-01

A development is an effort to gain the more and the better life. There are 4 indicators in gaining the development they are economic change, human resources, social inhibition and the high of life needed. A development in the development country likes Indonesia, generally more consider the development of economic sector in the hope of much progressed in production of job vacancy.There are two kinds of economic activities, they are from formal sector and informal one. Formal sector is a sector...

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 ...

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…

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...

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.

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.

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

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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.

Managing the human resources in beer industry

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Živković Dragić

2014-01-01

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

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…

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 ...

A sample application of nuclear power human resources model

International Nuclear Information System (INIS)

Gurgen, A.; Ergun, S.

2016-01-01

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

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

International Nuclear Information System (INIS)

Noble, B.F.; Bronson, J.E.

2005-01-01

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)

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

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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.

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 ...

Efficiency in the European agricultural sector: environment and resources.

Science.gov (United States)

Moutinho, Victor; Madaleno, Mara; Macedo, Pedro; Robaina, Margarita; Marques, Carlos

2018-04-22

This article intends to compute agriculture technical efficiency scores of 27 European countries during the period 2005-2012, using both data envelopment analysis (DEA) and stochastic frontier analysis (SFA) with a generalized cross-entropy (GCE) approach, for comparison purposes. Afterwards, by using the scores as dependent variable, we apply quantile regressions using a set of possible influencing variables within the agricultural sector able to explain technical efficiency scores. Results allow us to conclude that although DEA and SFA are quite distinguishable methodologies, and despite attained results are different in terms of technical efficiency scores, both are able to identify analogously the worst and better countries. They also suggest that it is important to include resources productivity and subsidies in determining technical efficiency due to its positive and significant exerted influence.

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

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

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.

Place integration through efforts to support healthy aging in resource frontier communities: the role of voluntary sector leadership.

Science.gov (United States)

Hanlon, Neil; Skinner, Mark W; Joseph, Alun E; Ryser, Laura; Halseth, Greg

2014-09-01

Resource-dependent communities in hinterland regions of Australia, Canada and elsewhere are rapidly aging, yet many features that distinguish them (e.g., geographic remoteness, small populations, infrastructure built with younger persons in mind) also pose significant challenges for healthy aging. These challenges can lead to substantial gaps in access to formal health and social services, with negative implications for older residents aging-in-place and the development aspirations of resource frontier communities. In this paper, we explore the efforts of voluntary sector leaders to transform resource communities into more livable and supportive places for older adults. We offer a case study of two small towns in Canada׳s aging resource frontier; one forestry-dependent and the other dependent on coal mining. Our findings suggest that place integration develops through volunteer work and explains how voluntarism works as both a process and outcome of 'placemaking'. We argue that greater attention to place integration is needed to bring into focus the transformative potential of the voluntary sector in creating supportive and sustainable environments for healthy aging. Copyright © 2014 Elsevier Ltd. All rights reserved.

Resource rent taxation and benchmarking-A new perspective for the Swiss hydropower sector

International Nuclear Information System (INIS)

Banfi, Silvia; Filippini, Massimo

2010-01-01

The electricity generation in Switzerland is mainly based on hydropower (55% of total production). The exploitation of water in the hydropower sector can generate significant so-called resource rents. These are defined by the surplus return above the value of capital, labor, materials, and energy used to exploit hydropower. In Switzerland, hydropower producers pay to the State a fixed fee per kW gross capacity. With this system the substantial differences in costs, revenues and in the production characteristics of the hydropower plants are not taken into account. In this context, the following paper has two main goals: (1) to discuss the introduction in the Swiss hydropower sector of a new payment system based on a resource rent tax; (2) To propose a combination of a RRT system with a benchmarking analysis of the production cost obtained through the estimation of a stochastic frontier variable cost function. We estimate a true random effects stochastic frontier variable cost function using panel data in order to overcome the asymmetric information problem. In addition, using the information on cost efficiency of the single companies, we show how to introduce in the RRT scheme a benchmark system which gives incentives to minimize the production costs.

Communication in third sector organisations

Directory of Open Access Journals (Sweden)

Patricia Durán-Bravo, M.A.

2010-01-01

Full Text Available Third sector organisations favour the social development due to their capacity to produce human and social capital in society (Putman, 2001. In order to achieve social welfare third sector organisations need to produce a positive change in the relations among individuals, groups and institutions in a society. The expectations about the third sector organisations’ transparency and capacity to tackle social problems are increasing worldwide. In Mexico, this problematic is more complex because there is a low level of professionalism, transparency, accountability and participation culture in the organized civil society (ITAM, 2010. The development of the organized civil society in Mexico will depend to a great extent on its capacity to communicate its values to society and achieve a cultural and social change. Therefore, the third sector organisations must adopt strategic initiatives to reinforce their credibility and reputation, because the public and private donors are increasingly more demanding in their criteria to grant resources to social projects; and because the Mexican society has a low participation level and faces increasingly more complex social problems.

Private sector participation in power sector in India

International Nuclear Information System (INIS)

Ranganathan, V.

1992-01-01

The Indian Government is currently thinking of allowing private sector to participate in power sector inviting private sector to generate electricity mainly from coal. The main motivation is resource mobilization from private sector, since the Plan funds are diverted to rural development away from power sector; and yet the massive expansion has to be financed. The paper analyzes the inherent difficulties and contradictions in the Government's proposal, such as co-existence of high cost private power and low cost public power, the potential goal-conflicts of private and public utilities and the constraints in raising finance. It suggests a different model in order to make the privatization proposition feasible. 12 refs

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.

Technologies for climate change adaptation. The water sector

Energy Technology Data Exchange (ETDEWEB)

Lopez, T De [ed.; UNEP Risoe Centre, Roskilde (Denmark); Elliott, M; Armstrong, A; Lobuglio, J; Bartram, J [The Water Institute at the Univ. of North Carolina at Chapel Hill, Chapel Hill, NC (United States)

2011-04-15

This guidebook aims to provide expert information on the technologies most relevant for climate change adaptation in the water sector in developing countries. It is meant to be a practical tool for use by a broad range of stakeholders, including those in governmental agencies, water utilities, community water boards, non-governmental organizations, and private sector companies. Adaptation is an essential element of human response to climate change. The adverse impacts of climate change on the water sector will be experienced worldwide and are often projected to be most severe in resource-poor countries. Therefore, it is necessary to have access to a diverse array of adaptation technologies and practices that are appropriate and affordable in various contexts. The scale of these adaptation technologies/practices should range from the individual household level (e.g. household water treatment), to the community scale (e.g. rainwater collection in small reservoirs), to large facilities that can benefit a city or region (e.g. a desalination plant). The guidebook first reviews the projected impacts of climate change on the water sector. It then addresses the role of adaptation in the water sector and six typologies under which available strategies are categorized. Eleven technologies and practices are given detailed treatment in this guidebook and four others are covered briefly. While these do not constitute all of the adaptation technologies available in the water sector, they do represent many of the most important adaptation technologies for developing countries. For each of the 11 adaptation technologies and practices, the following are addressed: basic description, contribution to climate change and development, institutional and capacity building requirements, costs, barriers and opportunities for implementation, and extensive reference to external resources and case studies. The practical steps and appropriate contexts for implementation are covered in the

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.

Cost-effectiveness of Training Programmes in Insurance Sector of India

Directory of Open Access Journals (Sweden)

Surbhi JAIN

2015-09-01

Full Text Available In the present era of globalization, trough competition and advancement of information technology, the paradigm for success has shifted towards intellectual assets. New ways of commerce and management structures are required to effectively exploit intellectual assets foremost to an improved approach on the development of human capital. Training requires substantial allocation of monetary, human and time resources. A systematic evaluation of training programs is the call of the time. The insurance sector has been playing a vital role in the process of economic advancement since independence in India. The objective of the present study is to identify the cost-effectiveness of training programs in the insurance sector in India. A sample of four companies has been randomly selected. This study is descriptive in nature. Secondary data has been analysed. Effectiveness-cost ratios were calculated and inferences have been drawn accordingly. Finding suggests that training programs in public insurance sector is more cost-effective as compared to private insurance sector in India.

Importance of Knowledge Management in Human Resource Development

International Nuclear Information System (INIS)

Pleslic, Sanda

2014-01-01

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

Cultural diversity and human resources management in Europe

OpenAIRE

Cristian MARINAS; Monica CONDRUZ- BACESCU

2009-01-01

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

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

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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..

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.

Human resource management practices in a medical complex in the Eastern Cape, South Africa: assessing their impact on the retention of doctors.

Science.gov (United States)

Longmore, Bruce; Ronnie, Linda

2014-03-26

Human resource management (HRM) practices have the potential to influence the retention of doctors in the public health sector. To explore the key human resource (HR) practices affecting doctors in a medical complex in the Eastern Cape, South Africa. We used an open-ended questionnaire to gather data from 75 doctors in this setting. The most important HR practices were paying salaries on time and accurately, the management of documentation, communication, HR staff showing that they respected and valued the doctors, and reimbursement for conferences and special leave requests. All these practices were judged to be poorly administered. Essential HR characteristics were ranked in the following order: task competence of HR staff, accountability, general HR efficiency, occupation-specific dispensation adjustments and performance management and development system efficiency, and availability of HR staff. All these characteristics were judged to be poor. HRM practices in this Eastern Cape medical complex were inadequate and a source of frustration. This lack of efficiency could lead to further problems with regard to retaining doctors in public sector service.

Issues about Human Resources Recruitment

Directory of Open Access Journals (Sweden)

Aurel Manolescu

2008-04-01

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

The dominance of the private sector in the provision of emergency obstetric care: studies from Gujarat, India.

Science.gov (United States)

Salazar, Mariano; Vora, Kranti; De Costa, Ayesha

2016-07-07

India has experienced a steep rise in institutional childbirth. The relative contributions of public and private sector facilities to emergency obstetric care (EmOC) has not been studied in this setting. This paper aims to study in three districts of Gujarat state, India:(a) the availability of EmOC facilities in the public and private sectors; (b) the availability and distribution of human resources for birth attendance in the two sectors; and (c) to benchmark the above against 2005 World Health Report benchmarks (WHR2005). A cross-sectional survey of obstetric care facilities reporting 30 or more births in the last three months was conducted (n = 159). Performance of EmOC signal functions and availability of human resources were assessed. EmOC provision was dominated by private facilities (112/159) which were located mainly in district headquarters or small urban towns. The number of basic and comprehensive EmOC facilities was below WHR2005 benchmarks. A high number of private facilities performed C-sections but not all basic signal functions (72/159). Public facilities were the main EmOC providers in rural areas and 40/47 functioned at less than basic EmOC level. The rate of obstetricians per 1000 births was higher in the private sector. The private sector is the dominant EmOC provider in the state. Given the highly skewed distribution of facilities and resources in the private sector, state led partnerships with the private sector so that all women in the state receive care is important alongside strengthening the public sector.

20 CFR 628.215 - State Human Resource Investment Council.

Science.gov (United States)

2010-04-01

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

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” .

PARAMETERS WHICH INFLUENCE EMPLOYEE SATISFACTION IN PUBLIC SECTOR IN THE REPUBLIC OF CROATIA

Directory of Open Access Journals (Sweden)

Igor Klopotan

2018-06-01

Full Text Available Employees are one of key factors of success of a company and as such represent the most important resource of every organisation. In order to efficiently and effectively complete the tasks assigned to them, employees need to be motivated and satisfied with the work they do. Human resources management is a complex and demanding process and tasks administered by human resources manager are by no means simple. Parameters of employee satisfaction differ in public and private sector. Research indicates that direct financial rewards are not the most important parameter of employee satisfaction. Research conducted within this paper indicates that in the Republic of Croatia there are several relevant parameters of employee satisfaction and they are dependent on education, age, professional qualification level and length of service. Research results also indicate that informants are not of the opinion that salaries are based on work results. This research was a part of a bigger research conducted in public sector of the Republic of Croatia.

Human resources training in coastal science

Digital Repository Service at National Institute of Oceanography (India)

Vijayaraghavan, S.

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

The ECVET toolkit customization for the nuclear energy sector

Energy Technology Data Exchange (ETDEWEB)

Ceclan, Mihail; Ramos, Cesar Chenel; Estorff, Ulrike von [European Commission, Joint Research Centre, Petten (Netherlands). Inst. for Energy and Transport

2015-04-15

As part of its support to the introduction of ECVET in the nuclear energy sector, the Institute for Energy and Transport (IET) of the Joint Research Centre (JRC), European Commission (EC), through the ECVET Team of the European Human Resources Observatory for the Nuclear energy sector (EHRO-N), developed in the last six years (2009-2014) a sectorial approach and a road map for ECVET implementation in the nuclear energy sector. In order to observe the road map for the ECVET implementation, the toolkit customization for nuclear energy sector is required. This article describes the outcomes of the toolkit customization, based on ECVET approach, for nuclear qualifications design. The process of the toolkit customization took into account the fact that nuclear qualifications are mostly of higher levels (five and above) of the European Qualifications Framework.

The ECVET toolkit customization for the nuclear energy sector

International Nuclear Information System (INIS)

Ceclan, Mihail; Ramos, Cesar Chenel; Estorff, Ulrike von

2015-01-01

As part of its support to the introduction of ECVET in the nuclear energy sector, the Institute for Energy and Transport (IET) of the Joint Research Centre (JRC), European Commission (EC), through the ECVET Team of the European Human Resources Observatory for the Nuclear energy sector (EHRO-N), developed in the last six years (2009-2014) a sectorial approach and a road map for ECVET implementation in the nuclear energy sector. In order to observe the road map for the ECVET implementation, the toolkit customization for nuclear energy sector is required. This article describes the outcomes of the toolkit customization, based on ECVET approach, for nuclear qualifications design. The process of the toolkit customization took into account the fact that nuclear qualifications are mostly of higher levels (five and above) of the European Qualifications Framework.

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

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.

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…

INTERNATIONAL DIMENSIONS OF HUMAN RESOURCE MANAGEMENT

OpenAIRE

Cristian Marinaş; Aurel Manolescu

2007-01-01

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

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...

Management skills as competitive advantage. The case of public sector in Córdoba (Spain

Directory of Open Access Journals (Sweden)

Francisco Javier Pereda Pérez

2014-05-01

Full Text Available Purpose: To analyze the assessment of management skills in the public sector of Cordoba (Spain, trying to find out the possible relationship or influence between the administration of belonging to a set of management skills.Design/methodology/approach: Initial Theoretical study on the public sector, public management and managerial skills, conducting fieldwork affecting four administrations and application of statistical techniques contrast, which, finally, the analysis of their results and the conclusions drawn from them.Findings and Originality/value: The findings of an investigation into the management skills in the context of the public sector in the Province of Córdoba (Spain are presented. At present the personal, interpersonal and managerial skills to manage, are becoming increasingly important in companies and organizations. The strong commitment to the development of management skills becomes a true competitive advantage capable of leading business improvement processes in organizations, especially those in which the human resource is crucial, as is the case of the public sector.Research limitations/implications: To progress in research on management skills in the public sector, it would be desirable to develop more sector research to comparative studies the results of which lead to the establishment of specific labor policies aimed at improving the selection of public employees, developing training policies that emphasize the enhancement of skills and a true career based on merit and efficient performance.Social implications: The selection, training and development of public employees, and greater give greater importance to human resource processes in which the skills and competencies should fill the role they need.Originality / value: The better knowledge of the public sector, the importance of having competent public managers , and basically point out the critical importance of developing leadership skills at all levels

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

A classic contract for IS between a supplier and a public sector institution based on a requirements specification is well suited for a stable situation. However, if you have to accept many changes or have ambiguous requirements then you may end up with “endless” re-negotiation of the requirements...... 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....

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...

Future for nuclear data research. Human resources

International Nuclear Information System (INIS)

Baba, Mamoru

2006-01-01

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

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.

OAS :: Accountability :: Human Resources

Science.gov (United States)

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

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

Impact of Globalization on the Human Resource Management ...

African Journals Online (AJOL)

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

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

Human resources management in the process of internationalization

Directory of Open Access Journals (Sweden)

Arnaldo Mazzei Nogueira

2013-04-01

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

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.

The Alberta dilemma: optimal sharing of a water resource by an agricultural and an oil sector

NARCIS (Netherlands)

Gaudet, G.; Moreaux, M.; Withagen, C.A.A.M.

2006-01-01

We fully characterize the optimal time paths of production and water usage by an agricultural and an oil sector that share a limited water resource. We show that for any given water stock, if the oil stock is sufficiently large, it will become optimal to have a phase during which the agricultural

Human resource management in the Georgian National Immunization Program: a baseline assessment

Directory of Open Access Journals (Sweden)

Cohen-Kohler Jillian

2007-07-01

Full Text Available Abstract Background Georgia's health care system underwent dramatic reform after gaining independence in 1991. The decentralization of the health care system was one of the core elements of health care reform but reports suggest that human resource management issues were overlooked. The Georgian national immunization program was affected by these reforms and is not functioning at optimum levels. This paper describes the state of human resource management practices within the Georgian national immunization program in late 2004. Methods Thirty districts were selected for the study. Within these districts, 392 providers and thirty immunization managers participated in the study. Survey questionnaires were administered through face-to-face interviews to immunization managers and a mail survey was administered to immunization providers. Qualitative data collection involved four focus groups. Analysis of variance (ANOVA and Chi-square tests were used to test for differences between groups for continuous and categorical variables. Content analysis identified main themes within the focus groups. Results Weak administrative links exist between the Centres of Public Health (CPH and Primary Health Care (PHC health facilities. There is a lack of clear management guidelines and only 49.6% of all health providers had written job descriptions. A common concern among all respondents was the extremely inadequate salary. Managers cited lack of authority and poor knowledge and skills in human resource management. Lack of resources and infrastructure were identified as major barriers to improving immunization. Conclusion Our study found that the National Immunization Program in Georgia was characterized by weak organizational structure and processes and a lack of knowledge and skills in management and supervision, especially at peripheral levels. The development of the skills and processes of a well-managed workforce may help improve immunization rates, facilitate

Human resource management in the Georgian National Immunization Program: a baseline assessment.

Science.gov (United States)

Esmail, Laura C; Cohen-Kohler, Jillian Clare; Djibuti, Mamuka

2007-07-31

Georgia's health care system underwent dramatic reform after gaining independence in 1991. The decentralization of the health care system was one of the core elements of health care reform but reports suggest that human resource management issues were overlooked. The Georgian national immunization program was affected by these reforms and is not functioning at optimum levels. This paper describes the state of human resource management practices within the Georgian national immunization program in late 2004. Thirty districts were selected for the study. Within these districts, 392 providers and thirty immunization managers participated in the study. Survey questionnaires were administered through face-to-face interviews to immunization managers and a mail survey was administered to immunization providers. Qualitative data collection involved four focus groups. Analysis of variance (ANOVA) and Chi-square tests were used to test for differences between groups for continuous and categorical variables. Content analysis identified main themes within the focus groups. Weak administrative links exist between the Centres of Public Health (CPH) and Primary Health Care (PHC) health facilities. There is a lack of clear management guidelines and only 49.6% of all health providers had written job descriptions. A common concern among all respondents was the extremely inadequate salary. Managers cited lack of authority and poor knowledge and skills in human resource management. Lack of resources and infrastructure were identified as major barriers to improving immunization. Our study found that the National Immunization Program in Georgia was characterized by weak organizational structure and processes and a lack of knowledge and skills in management and supervision, especially at peripheral levels. The development of the skills and processes of a well-managed workforce may help improve immunization rates, facilitate successful implementation of remaining health care reforms and

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

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

International Nuclear Information System (INIS)

2012-01-01

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

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2012-10-15

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

The impact of human resource practices on psychological empowerment

Directory of Open Access Journals (Sweden)

Fatemeh Moradi

2016-07-01

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

Civil Service Human Resource Capacity and Information Technology

African Journals Online (AJOL)

Tesfaye

2009-01-01

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

Recruitment Practices In It Sector A Comparative Analysis Of Select Indian amp Mnc Companies

Directory of Open Access Journals (Sweden)

Dr. N. Sree Rajani

2015-08-01

Full Text Available Recruitment and selection lie at the heart of how businesses procure human resource required to maintain a sustainable competitive advantage over its competitors. Staffing personnel and especially managerial personnel in the organizations may well represent one of the most important human resource management functions. Information technology essentially refers to the digital processing storage and communication of information of all kinds. The IT sector is likely to give employment to 9 million people in India by 2008 and also generate 87 billion in annual revenues and 225 billion in market in India by 2008. The present article focuses on how efficiently the IT sector follows the Recruitment amp selection processes and to trace out the differences of the same between the Indian amp MNC companies if any.

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

OpenAIRE

Sutthichaimethee Pruethsan; Sawangdee Yothin

2016-01-01

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 cap...

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…

Human resource management approaches in Spanish hotels: An introductory analysis

OpenAIRE

Marco-Lajara, Bartolomé; Úbeda García, Mercedes

2013-01-01

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

The public sector nursing workforce in Kenya: a county-level analysis.

Science.gov (United States)

Wakaba, Mabel; Mbindyo, Patrick; Ochieng, Jacob; Kiriinya, Rose; Todd, Jim; Waudo, Agnes; Noor, Abdisalan; Rakuom, Chris; Rogers, Martha; English, Mike

2014-01-27

Kenya's human resources for health shortage is well documented, yet in line with the new constitution, responsibility for health service delivery will be devolved to 47 new county administrations. This work describes the public sector nursing workforce likely to be inherited by the counties, and examines the relationships between nursing workforce density and key indicators. National nursing deployment data linked to nursing supply data were used and analyzed using statistical and geographical analysis software. Data on nurses deployed in national referral hospitals and on nurses deployed in non-public sector facilities were excluded from main analyses. The densities and characteristics of the public sector nurses across the counties were obtained and examined against an index of county remoteness, and the nursing densities were correlated with five key indicators. Of the 16,371 nurses in the public non-tertiary sector, 76% are women and 53% are registered nurses, with 35% of the nurses aged 40 to 49 years. The nursing densities across counties range from 1.2 to 0.08 per 1,000 population. There are statistically significant associations of the nursing densities with a measure of health spending per capita (P value = 0.0028) and immunization rates (P value = 0.0018). A higher county remoteness index is associated with explaining lower female to male ratio of public sector nurses across counties (P value public sector countrywide is complicated by mal-distribution and varying workforce characteristics (for example, age profile) across counties. All stakeholders should support improvements in human resources information systems and help address personnel shortages and mal-distribution if equitable, quality health-care delivery in the counties is to be achieved.

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

Science.gov (United States)

2010-01-01

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

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.

Involving diaspora and expatriates as human resources in the health sector in Nepal.

Science.gov (United States)

Devkota, A; Devkota, B; Ghimire, J; Mahato, R K; Gupta, R P; Hada, A

2013-05-01

Health professional mobility has increased in the recent years and is one of the public health concerns in the developing countries including Nepal. On the other hand, we can't ignore a positive shift of Nepali diaspora coming back to Nepal for some work related projects. The objective of this study was thus to estimate the number of Nepalese Diaspora and foreign expatriate those are coming to Nepal and explore the ways and process of their engagement in the health sector of Nepal. Mixed method was used. In total, 13 Key Informant Interviews were conducted at the central level along with record review from professional councils. Nepalese Diasporas mainly come through Diaspora Volunteering Organizations, Non Resident Nepali Association and personal connections to the place of their origin. Nepalese Diasporas have supported as health specialists, health camps and project organizers, trainer and hospital promoters, supplier of equipment including ambulances etc. The Nepalese Diasporas are unrecorded with professional organizations such as NMC and NHPC. As such the real status and results of support from Nepalese Diaspora are not known. Overall, 5,120 foreign medical professionals have served to Nepal through NMC followed by 739 nursing professionals through NNC and 189 paramedical staff through NHPC as of 2012. Systematic information on number and characteristics of the Nepalese Diaspora and their role in the health sector of Nepal is limited. The health professional bodies have some record systems but they lack uniformity and systematic process.

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

Directory of Open Access Journals (Sweden)

Guinevere M. Lourens

2017-08-01

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

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.

Human resource policy and Danish multinational companies

DEFF Research Database (Denmark)

Fleming, Daniel; Søborg, Henrik

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

Attraction and Retention of Talent in the Tourism Sector. Empirical Evidence in the South of Europe

OpenAIRE

Ruíz-Molina, Antonio; Jiménez-Quintero, José Antonio; Casado-Salguero, Gisela

2013-01-01

The effect that an increase on the workmanship’s quality in the tourism sector, has over the productivity increase, the improvement of living conditions and the economic growth is widely known. In this context, strategy in human resources, one of the key factors in achieving a competitive advantage, must be a stimulus to attract the most talented human capital and to develop its career in this sector, which will result in an improvement in the business performance expectations. The aim in ...

Material flow cost accounting as a tool for improved resource efficiency in the hotel sector: A case of emerging market

Directory of Open Access Journals (Sweden)

Celani John Nyide

2016-12-01

Full Text Available Material Flow Cost Accounting (MFCA is one of the Environmental Management Accounting (EMA tools that has been developed to enable environmentally and economically efficient material usage and thus improve resource efficiency. However, the use of this tool to improve resource efficiency in the South African hotel sector remains unknown. An exploratory study, qualitative in nature, was conducted using a single case study with embedded units approach. A Hotel Management Group that met the selection criteria formed part of this study. In-depth interviews were conducted with 10 participants and additional documents were analysed. The investigated hotels have developed technologies that provide an environmental account in both physical and monetary units which constitute the use of MFCA to improve resource efficiencies. However, the study established a number of factors that affect the implementation of MFCA by the hotel sector in a South African context

The participation of public institutions and private sector stakeholders to Devrekani Watershed management planning process

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Sevgi Öztürk

2014-07-01

Full Text Available Watershed management is creating the ecological balance between human beings and habitats and natural resources especially water resources. In this study the nature and human beings and all of the components involving on human activities in nature were tried to be tackled and the strengths and weaknesses, threats and opportunities (SWOT analysis of the area were evaluated by prioritizing R’WOT (Ranking + SWOT analysis for ensuring the participation and evaluating the ideas and attitudes of public institutions and private sector which are interest groups of Devrekani Watershed. According to the analysis result, both of the participant groups stated that the planned Hydroelectric Power Plant (HPP in the basin will negatively affect the natural resource value. The economical deficiency- for the local administration- and the lack of qualified labour force –for private sector- issues are determined as the most important issues. Having an environmental plan (EP, supporting the traditional animal husbandry were determined as the highest priority factors by the local administration group and the presence of forests and grasslands and the eco-tourism potential were determined as the highest priority factors for the private sector. Creating awareness to local administration group, who are one of the most important decision making mechanisms in the area and did not prefer threats in a high priority way, is foreseen according to the context of the study.

Relevance of counselling to human resource management in ...

African Journals Online (AJOL)

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

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

African Journals Online (AJOL)

Toshiba

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

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

Directory of Open Access Journals (Sweden)

BÎRCĂ ALIC

2017-06-01

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

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.

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.

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 ...

STRATEGIC PLANNING AND HIGH PERFORMANCE HUMAN RESOURCE MANAGEMENT PRACTICES IN PAKISTANI SMES

Directory of Open Access Journals (Sweden)

Abdul RAZIQ

2014-10-01

Full Text Available This study is concerned with the relationship between Strategic Planning and High Performance Human Resource Management Practices (HPHRMP. The study was conducted in the context of Small & Medium-size Enterprises (SMEs in the service and manufacturing sector in Pakistani. The primary data was collected through a survey of HPHRMP and as such the study is quantitative in nature. The target population of the study consisted of SMEs operating in the city of Karachi, Pakistan. Stratified random sampling method was applied to collect data from 357 SMEs. An independent-sample t-test test was employed to see whether group means of Strategic Planning are significantly different in relation to prevalence of HPHRMP. The overall results were mixed and partially supportive of a positive relationship between Strategic Planning and the adoption of HPHRMP.

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.

Human resource development for management of decommissioning

International Nuclear Information System (INIS)

Tanaka, Kenichi

2017-01-01

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

Putting your human resource department to work for you.

Science.gov (United States)

McConnell, C R

1991-06-01

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

HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

Directory of Open Access Journals (Sweden)

Todericiu Ramona

2013-07-01

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

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

African Journals Online (AJOL)

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

Training human resource for NPP in Vietnam

International Nuclear Information System (INIS)

Nguyen, Trung Tinh; Dam, Xuan Hiep

2008-01-01

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

SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

Directory of Open Access Journals (Sweden)

Cristian Stefanescu

2017-06-01

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

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,…

INFLUENCE OF CLIMATE CHANGES ON WATER RESOURCES IN MOLDOVA

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Violeta Ivanov

2012-06-01

Full Text Available The paper aims to analyze the current state of affairs with water resources in Moldova, the challenges it faces for its national human and economic development, having in mind that the water resources are quite limited in Moldova, which encounters pollution, degradation influenced by climate change and unwise human activity to their biodiversity and ecosystems, availability and accessibility. It also attempts to highlight the relationship between climate change and water resources in Moldova, which has adverse effects on both environment and people’s health, and raise significant hurdles to the international, regional and sectoral development.

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

OpenAIRE

Rupietta, Christian; Backes-Gellner, Uschi

2013-01-01

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

Integration of carbon capture and sequestration and renewable resource technologies for sustainable energy supply in the transportation sector

International Nuclear Information System (INIS)

Kim, Minsoo; Won, Wangyun; Kim, Jiyong

2017-01-01

Highlights: • Integration of carbon capture and sequestration and renewable resource technologies. • A new superstructure-based optimization model to identify the energy supply system. • Model validation via application study of the future transportation sector in Korea. - Abstract: In this study, a new design for a sustainable energy system was developed by integrating two technology frameworks: the renewable resource-based energy supply and the conventional (fossil fuel) resource-based energy production coupled with carbon capture and sequestration. To achieve this goal, a new superstructure-based optimization model was proposed using mixed-integer linear programming to identify the optimal combination of these technologies that minimizes the total daily cost, subject to various practical and logical constraints. The performance of the proposed model was validated via an application study of the future transportation sector in Korea. By considering six different scenarios that combined varying crude oil/natural gas prices and environmental regulation options, the optimal configuration of the energy supply system was identified, and the major cost drivers and their sensitivities were analyzed. It was shown that conventional resource-based energy production was preferred if crude oil and natural gas prices were low, even though environmental regulation was considered. Environmental regulation caused an increase in the total daily cost by an average of 26.4%, mainly due to CO_2 capture cost.

Corruption, development and the curse of natural resources

International Nuclear Information System (INIS)

Pendergast, S.M.; Clarke, J.A.; Van Kooten, G.C.

2008-01-01

This paper presented a model that was designed to evaluate the benefits of natural resources in the economic development and well-being of nations. Studies have demonstrated a negative relationship between the share of primary exports in gross domestic product (GDP) and economic growth. Negative associations have also been demonstrated between the liquidation of forest resources and economic growth rates. Negative impacts were attributed to 6 potential explanations, notably (1) a rise in the value of natural resource exports causing real exchange rates to appreciate; (2) increases in export commodity prices; (3) reduced attention to secondary or manufacturing sectors; (4) a decreased emphasis on exchange rate movements; (5) growth of the primary sector at the expense of more advanced sectors; and (6) the volatility of commodity prices. Countries with abundant natural resources may also have reduced incentives to invest in human capital. Resource rents have also been used to provide income for corrupt governments and to finance rebellions. A 2-equation model was developed using regression equations and a systems generalized method of moments (GMM) estimator. The model included data on latitudes, ethnicity, and languages as well as pooled estimation, fixed effects and random effects. The study showed that while fuel resources negatively impact economic development, institutional factors can be used to mitigate the negative impacts of fuel resource development. 51 refs., 7 tabs., 5 figs.

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

International Nuclear Information System (INIS)

Wash, M.

2008-01-01

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

An empirical inquiry into the relationship between corporate governance and human resource management

Directory of Open Access Journals (Sweden)

Hazril Izwar Ibrahim

2016-04-01

Full Text Available Purpose – Based on the tenets of the stakeholder theory, the study investigates the influence of corporate governance best practices on 'hard' and 'soft' human resource management practices in public listed companies in Malaysia. Design/methodology/approach – Data was collected from public listed companies in the consumer product sector via structured questionnaire. Multiple regression analysis is conducted using SPSS to test the hypotheses. Findings – The findings suggest that board of directors' independence significantly predicts training and development practices. It is also evidenced that audit committee's effectiveness is significantly related to team-based work. Research limitations/implications - The study is conducted in a single sector of the economy resulted to a small number of listed companies. Originality/value – The significant relationship between board of directors' independence and training and development; and audit committee effectiveness and team-based work indicate that training and development and team-based work are ingrained in the companies' HRM practices, more acceptable and the least complicated to implement. Indicating that public listed companies are answerable to various stakeholders, thus, making it difficult to introduce and implement certain HRM practices.

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

OpenAIRE

Flavian Clipa; Raluca Irina Clipa

2009-01-01

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

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...

Challenges of human resource capacity building assistance

International Nuclear Information System (INIS)

Noro, Naoko

2013-01-01

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

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.

Human Resource Information System implementation readiness in the Ethiopian health sector: a cross-sectional study.

Science.gov (United States)

Dilu, Eyilachew; Gebreslassie, Measho; Kebede, Mihiretu

2017-12-20

Health workforce information systems in low-income countries tend to be defective with poor relationship to information sources. Human Resource Information System (HRIS) is currently in a pilot implementation phase in the Federal Ministry of Health and Regional Health Bureaus of Ethiopia. Before scaling up the implementation, it is important to understand the implementation readiness of hospitals and health departments. The aims of this study were to assess the readiness for HRIS implementation, identify associated factors, and explore the implementation challenges in public hospitals and health departments of the Amhara National Regional State, Ethiopia. An institution-based cross-sectional study supplemented with a qualitative study was conducted from the 15th of February to the 30th of March 2016 in 19 public hospitals and health departments of the Amhara National Regional State, Ethiopia. A self-administered questionnaire was used to collect the data. The questionnaire includes items on socio-demographic characteristics and questions measuring technical, personal, and organizational factors adapted from the 32-item questionnaire of the Management Science for Health (MSH) HRIS readiness assessment tool. The data were entered and analyzed with statistical software. Descriptive statistics and bivariate and multivariable logistic regression analyses were performed. Odds ratios with 95% confidence interval were computed to identify the factors statistically associated with readiness of HRIS implementation. In-depth interviews and observation checklists were used to collect qualitative data. Thematic content analysis was used to analyze the qualitative data. A total of 246 human resource (HR) employees and 16 key informants have been included in the study. The HR employee's level of readiness for HRIS implementation in this study was 35.8%. Employee's Internet access (AOR = 2.59, 95%CI = 1.19, 5.62), availability of separate HR section (AOR = 8.08, 95%CI�

Human Resources Key Performance Indicators

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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.

NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

OpenAIRE

Milorad M. Drobac; Milica Radović

2009-01-01

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

Attractiveness of employment sectors for physical therapists in Ontario, Canada (1999-2007: implication for the long term care sector

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Landry Michel D

2012-05-01

Full Text Available Abstract Background Recruiting and retaining health professions remains a high priority for health system planners. Different employment sectors may vary in their appeal to providers. We used the concepts of inflow and stickiness to assess the relative attractiveness of sectors for physical therapists (PTs in Ontario, Canada. Inflow was defined as the percentage of PTs working in a sector who were not there the previous year. Stickiness was defined as the transition probability that a physical therapist will remain in a given employment sector year-to-year. Methods A longitudinal dataset of registered PTs in Ontario (1999-2007 was created, and primary employment sector was categorized as ‘hospital’, ‘community’, ‘long term care’ (LTC or ‘other.’ Inflow and stickiness values were then calculated for each sector, and trends were analyzed. Results There were 5003 PTs in 1999, which grew to 6064 by 2007, representing a 21.2% absolute growth. Inflow grew across all sectors, but the LTC sector had the highest inflow of 32.0%. PTs practicing in hospitals had the highest stickiness, with 87.4% of those who worked in this sector remaining year-to-year. The community and other employment sectors had stickiness values of 78.2% and 86.8% respectively, while the LTC sector had the lowest stickiness of 73.4%. Conclusion Among all employment sectors, LTC had highest inflow but lowest stickiness. Given expected increases in demand for services, understanding provider transitional probabilities and employment preferences may provide a useful policy and planning tool in developing a sustainable health human resource base across all employment sectors.

Attractiveness of employment sectors for physical therapists in Ontario, Canada (1999-2007): implication for the long term care sector

Science.gov (United States)

2012-01-01

Background Recruiting and retaining health professions remains a high priority for health system planners. Different employment sectors may vary in their appeal to providers. We used the concepts of inflow and stickiness to assess the relative attractiveness of sectors for physical therapists (PTs) in Ontario, Canada. Inflow was defined as the percentage of PTs working in a sector who were not there the previous year. Stickiness was defined as the transition probability that a physical therapist will remain in a given employment sector year-to-year. Methods A longitudinal dataset of registered PTs in Ontario (1999-2007) was created, and primary employment sector was categorized as ‘hospital’, ‘community’, ‘long term care’ (LTC) or ‘other.’ Inflow and stickiness values were then calculated for each sector, and trends were analyzed. Results There were 5003 PTs in 1999, which grew to 6064 by 2007, representing a 21.2% absolute growth. Inflow grew across all sectors, but the LTC sector had the highest inflow of 32.0%. PTs practicing in hospitals had the highest stickiness, with 87.4% of those who worked in this sector remaining year-to-year. The community and other employment sectors had stickiness values of 78.2% and 86.8% respectively, while the LTC sector had the lowest stickiness of 73.4%. Conclusion Among all employment sectors, LTC had highest inflow but lowest stickiness. Given expected increases in demand for services, understanding provider transitional probabilities and employment preferences may provide a useful policy and planning tool in developing a sustainable health human resource base across all employment sectors. PMID:22643111

Human Resource Development in Changing Organizations.

Science.gov (United States)

London, Manuel; Wueste, Richard A.

This book is intended to help managers and human resource professionals understand organizational change and manage its effects on their own development and that of their subordinates. The following topics are covered in 11 chapters: organizational change, employee motivation, new managerial roles, human performance systems, upward and peer…

CARRYING CAPACITY MODEL OF FOOD MANUFACTURING SECTORS FOR SUSTAINABLE DEVELOPMENT FROM USING ENVIRONMENTAL AND NATURAL RESOURCES OF THAILAND

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Pruethsan Sutthichaimethee

2015-11-01

Full Text Available The objective of this research is to propose an indicator to assess and rank environmental problems caused by production within the food manufacturing sector of Thailand. The factors used to calculate the real benefit included the costs of natural resources, energy and transportation, fertilizer and pesticides, and sanitary and similar service. The highest environmental cost in terms of both natural resources materials and energy and transportation was ice, while the highest environmental cost for fertilizer and pesticides was coconut and palm oil. Confectionery had the highest environmental cost for sanitary and similar services. Overall, real estate gained the highest real benefit, while repair not classified elsewhere had the lowest real benefit for the company. If Thailand uses an indicator of environmental harm, especially within the food manufacturing sector, it could help to formulate efficient policies and strategies for the country in three areas of development, which are social, economic, and environmental development.

Ghana and the Oil Sector: Beyond the Resource Curse?

International Nuclear Information System (INIS)

Pellerin, Mathieu

2015-09-01

Four years after the Jubilee block went into production, we can make an initial assessment of the governance of Ghana's oil resources. In terms of its institutional structure, Ghana is seen as a model for the entire continent. This structure is certainly not an empty shell and serves as an effective regulator for this strategic sector and, singularly, for the use of oil revenues. Although this framework clearly has its limitations, as highlighted in this paper, the balance sheet is a positive one and there have been notable improvements since 2011. The relative success of this governance is a direct consequence of Ghana's political maturity. This is evidenced by the preeminent role played by Parliament and civil society in formulating, implementing, monitoring and continuously improving this framework for governance. Conditions seem to be reunited for Ghana to transform its oil potential into opportunities for success. However, this is not the case, and this is due to economic obstacles as much as a Ghanaian sense of disillusion concerning oil exploitation and the benefits thereof. (author)

Workplace violence in service sectors with implications for the education sector : issues, solutions and resources

OpenAIRE

Verdugo, Richard; Vere, Anamaria

2003-01-01

Examines the causes of workplace violence and stress and investigates the scope of violence and stress in the education sector and its impact on the sector and its workforce. Explores strategies to remedy the problem.

Impact of socially responsible human resources policies on intellectual capital

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Jesus Barrena-Martínez

2016-03-01

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

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...

The Role of Bioeconomy Sectors and Natural Resources in EU Economies: A Social Accounting Matrix-Based Analysis Approach

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Patricia D. Fuentes-Saguar

2017-12-01

Full Text Available The bio-based economy will be crucial in achieving a sustainable development, covering all ranges of natural resources. In this sense, it is very relevant to analyze the economic links between the bioeconomic sectors and the rest of the economy, determining their total and decomposed impact on economic growth. One of the major problems in carrying out this analysis is the lack of information and complete databases that allow analysis of the bioeconomy and its effects on other economic activities. To overcome this issue, disaggregated social accounting matrices have been obtained for the highly bio-based sectors of the 28 European Union member states. Using this complex database, a linear multiplier analysis shows the future key role of bio-based sectors in boosting economic development in the EU. Results show that the bioeconomy has not yet unleashed its full potential in terms of output and job creation. Thus, output and employment multipliers show that many sectors related to the bioeconomy are still underperforming compared to the EU average, particularly those with higher value added; although, they are still crucial sectors for the wealth creation.

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

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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.

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

Science.gov (United States)

Sutthichaimethee, Pruethsan; Sawangdee, Yothin

2016-05-01

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.

The Role of Human Resource Management in Employee Motivation

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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.

Multi-Sector Sustainability Browser (MSSB) User Manual: A ...

Science.gov (United States)

EPA’s Sustainable and Healthy Communities (SHC) Research Program is developing methodologies, resources, and tools to assist community members and local decision makers in implementing policy choices that facilitate sustainable approaches in managing their resources affecting the built environment, natural environment, and human health. In order to assist communities and decision makers in implementing sustainable practices, EPA is developing computer-based systems including models, databases, web tools, and web browsers to help communities decide upon approaches that support their desired outcomes. Communities need access to resources that will allow them to achieve their sustainability objectives through intelligent decisions in four key sustainability areas: • Land Use • Buildings and Infrastructure • Transportation • Materials Management (i.e., Municipal Solid Waste [MSW] processing and disposal) The Multi-Sector Sustainability Browser (MSSB) is designed to support sustainable decision-making for communities, local and regional planners, and policy and decision makers. Document is an EPA Technical Report, which is the user manual for the Multi-Sector Sustainability Browser (MSSB) tool. The purpose of the document is to provide basic guidance on use of the tool for users

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

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Flavian Clipa

2009-09-01

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

Rebuilding human resources for health: a case study from Liberia

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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

Space Sharing Between Formal and Informal Sectors In Kemang Area

Science.gov (United States)

Sihombing, Antony; Dewanti, Hafizka Chandra

2018-01-01

Sharing is a form of human activity as a social being, over resources or spaces. Humans generally define their space according to their psychological and biological needs. However, what if space sharing takes place in an urban scope? The phenomenon of space sharing happens in Kemang area done by two distinct sectors, formal and informal which both are engaged in commercial activities independently. In the study of territory and the behavior settings, the quality of environment can affect the formation of human activities in a space, occurs a phenomenon of space sharing. The researcher will discuss and present a form of the space sharing by the formal and informal sectors in a commercial area through different environmental qualities. In some circumstance, a form of space sharing can increase the value of space and obtain to a shared space, where both sectors mutually take benefits. Otherwise, it leads to an adverse impact in some others. It is clear that differences in the physical environment and social environment have an impact on the formation of space sharing and the value of space in an urban region.

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

International Nuclear Information System (INIS)

Shao, Shuai; Yang, Lili

2014-01-01

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

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

The impact of human capital outsourcing on human capital management practices in Karachi pharmaceutical industry

OpenAIRE

Rana, Tariq Mehmood; Syed, Qamar Ali Zaidi; Muhmmad, Sajid; Herani, Gobind M.

2011-01-01

Purpose: The aim of this research is to examine relationship between Human Capital Management (HRM) and Human Resource (HR) Outsourcing in the Pharmaceutical sector. The specific objective is to find out that how important is HRM for an Organization to perform its operations more efficiently, and at what level Human Resource Outsourcing is affecting it. Literature review: Literature review shows that HR outsourcing has positive impact on HRM for an Organization to perform its operations more ...

Cross-Sector Partnership Formation

NARCIS (Netherlands)

I. Stöteler (Ismaela); S. Reeder (Sabine); R.J.M. van Tulder (Rob)

2012-01-01

textabstractA cross-sector partnership is a collaborative effort in which parties from different societal sectors pool resources to provide solutions to (perceived) common problems. These partnerships are often rather complex because of a number of reasons: (1) they address complex issues, (2) they

Algae potential resource assessment for the energy and chemistry sectors in France by 2030

International Nuclear Information System (INIS)

Kerlero De Rosbo, Guillaume; Payen, Luc; Bernard, Olivier; Mairet, Francis; Grimaud, Ghjuvan; Delclaux, Etienne; Rey, David; Ras De Moncuit, Monique; Houdon, Aude-Claire; Gagnepain, Bruno; Gueudet, Alice; El Khamlichi, Aicha; Delalande, Claire; Eglin, Thomas; Pouet, Jean-Christophe; Allouche, Yohan; Lombard, Christophe; Mhiri, Tarek; Mazzenga, Anthony; Lasserre, Thomas; Potin, Philippe; Kaas, Raymond; Lecurieux-Belfond, Laura

2014-07-01

To address environmental and climate issues, alternative technologies to fossil resources are sought after, both for the production of fuels and of chemicals. Algae appear as an attractive solution and have applications in the food, feed, energy or chemistry at large. A study funded by ADEME and conducted by ENEA, a consulting firm for energy and sustainable development for the industrial sector, in partnership with INRIA assessed the potential of algal French resources (micro- and macro-algae) for the production of advanced bio-fuels and molecules of interest (bio-plastic, nutrients etc.) in 2030. This assessment is based both on a model of the French national resources (physical production potential without the use of agricultural land) and what the we now know of the markets concerned and their projection 2030. The analysis shows a physical potential output of up to 9% of the French bio-diesel consumption in 2030 and enough to supply many European markets in algal bio-products. R and d efforts are however required to achieve sufficient technical and economic performance to fully exploit this potential

MEASURING THE CUSTOMER SATISFACTION OF ISLAMIC BANKING SECTOR IN BANGLADESH

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Hossain Shahid SHOHROWARDHY

2015-08-01

Full Text Available The banking sector has been playing a significant role in achieving the economic growth of Bangladesh, where contribution of Islamic Banking Sector is remarkable. Islamic Banking Sector shows a substantial growth position in Bangladesh. Customer satisfaction is the most significant affecting phenomenon in determining the banking growth. Thus, this study attempts to measure the existing level of customer satisfaction of Islamic Banks in Bangladesh, using the Structural Equation Model (SEM. This study uses the 22 dimensions of customer satisfaction which used in the earlier studies in different countries for measuring the customer satisfaction of Islamic Banking Sector. A total of 385 samples have been taken from six full pledged Islamic Banks in Bangladesh. It reveals form the study that Human Resources and Systemization Service Delivery is the strongest indicator of customer satisfaction of Islamic Banking Sector in Bangladesh followed by Core Product, Service Capability and Social Responsibility. The findings therefore, may be helpful for policy-makers of banking authorities who have been making serious endeavor to sustain the growth of Islamic Banking Sector in Bangladesh.

Job Demands and Job Resources in Human Service Managerial Work An External Assessment ThroughWork Content Analysis

Directory of Open Access Journals (Sweden)

Linda Corin

2016-12-01

Full Text Available Managers’ psychosocial working conditions are important for managerial sustainability in the public sector. The job demands-resources (JD-R model is a widely applied and well-recognized framework for measuring psychosocial working conditions. However, there is still a need for methodological contributions including more objective as well as qualitative ways to assess these conditions. In this study, job demands and job resources as well as the balance between them was qualitatively and externally assessed for first-line human service managers using a work content analysis method. Conditions and actions were focused upon with an external perspective. Special attention was paid to concrete examples and consequences of work characteristics with predefined criteria and cut-off points to guide the assessments. The results reveal an imbalance for human service managers between high levels of job demands and the lack of job resources available to meet these demands. Work overload, conflicting and unclear goals and tasks, emotional demands, restricted control, and lack of supervisory and organizational support generally characterized the managerial assignment. The analysis provided concrete explanations of the current work strain in this group of employees, thereby giving both short-term and long-term possibilities for improvement of managerial work and sustainability.

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

Science.gov (United States)

2010-04-01

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

Automation and Human Resource Management.

Science.gov (United States)

Taft, Michael

1988-01-01

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

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.

Leadership and Followership in Organizational Impact Humanity in Government Sector

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Ahmad Norazilawani

2018-01-01

Full Text Available Leadership in organizational behavior can be impact of humanity in Goverrment Sector., tourism, service sector. Communication style in the organization is very important and also key forces in providing employees with job satisfaction, humanity and communication skills. When employees do not get satisfaction from their jobs, morale drops an absences and lateness increases. Any person just follow instruction from a leader behavior and subordinates even the step, instruction good job, take action for respontibilities from communication transaction by interpersonal. Even the staff followers support for leaders is enhanced when their decisions affirm a distinct social identity that is shared with followers. Participants showed less support for a leader who favored in group members who were relatively sympathetic to an out group position than for one who favored in group members who opposed an out group position. A social constructionist view is highlighted. I clarify some of the assumptions of this approach, contrasting them with those of a more leader-centered perspective. In an effort to increase the testability of this approach, In outline a general model, paving the way for generating individual and group-level hypotheses, and discuss implications for practice and for future leadership research

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

Effective Management of Human Resources for Business and ...

African Journals Online (AJOL)

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

Kenya's health workforce information system: a model of impact on strategic human resources policy, planning and management.

Science.gov (United States)

Waters, Keith P; Zuber, Alexandra; Willy, Rankesh M; Kiriinya, Rose N; Waudo, Agnes N; Oluoch, Tom; Kimani, Francis M; Riley, Patricia L

2013-09-01

Countries worldwide are challenged by health worker shortages, skill mix imbalances, and maldistribution. Human resources information systems (HRIS) are used to monitor and address these health workforce issues, but global understanding of such systems is minimal and baseline information regarding their scope and capability is practically non-existent. The Kenya Health Workforce Information System (KHWIS) has been identified as a promising example of a functioning HRIS. The objective of this paper is to document the impact of KHWIS data on human resources policy, planning and management. Sources for this study included semi-structured interviews with senior officials at Kenya's Ministry of Medical Services (MOMS), Ministry of Public Health and Sanitation (MOPHS), the Department of Nursing within MOMS, the Nursing Council of Kenya, Kenya Medical Practitioners and Dentists Board, Kenya's Clinical Officers Council, and Kenya Medical Laboratory Technicians and Technologists Board. Additionally, quantitative data were extracted from KHWIS databases to supplement the interviews. Health sector policy documents were retrieved from MOMS and MOPHS websites, and reviewed to assess whether they documented any changes to policy and practice as having been impacted by KHWIS data. Interviews with Kenyan government and regulatory officials cited health workforce data provided by KHWIS influenced policy, regulation, and management. Policy changes include extension of Kenya's age of mandatory civil service retirement from 55 to 60 years. Data retrieved from KHWIS document increased relicensing of professional nurses, midwives, medical practitioners and dentists, and interviewees reported this improved compliance raised professional regulatory body revenues. The review of Government records revealed few references to KHWIS; however, documentation specifically cited the KHWIS as having improved the availability of human resources for health information regarding workforce planning

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 &…

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 &…

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 &…

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 &…

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 &…

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 &…

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 &…

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

Science.gov (United States)

Skinner, Wickham

1982-01-01

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

Nuclear human resource projection up to 2030 in KOREA

International Nuclear Information System (INIS)

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

2011-01-01

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

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

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.

Leadership Strategies of Performance Measures Impacts in Public Sector Management: A National Content Analysis.

Science.gov (United States)

Kubala, James Joseph

A quantitative and qualitative study examined three leadership strategies found in performance-based management (human resource, scientific management and political strategies used in public sector management); a framework by which performance measurement (PM) supports leadership strategies; and how the strategies impact PM. It examined leadership…

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…

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

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Chux Gervase Iwu

2016-04-01

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

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.

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.

The study on human resources toward industrialization in Madura

International Nuclear Information System (INIS)

Aziz Jakfar; Mochamad Nasrullah; Sriyana; Moch Djoko Birmano

2007-01-01

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

Management of change in health care organisations and human resource role

International Nuclear Information System (INIS)

Carignani, Vania

2000-01-01

The paper is focused on the analysis of the most relevant factors necessary to manage change in health care organisations. The approach suggested is the Stakeholder one. According to this approach, the hospital's managers seem to be successful if they are able to satisfy people (internal and external stakeholders) that have a stake in the health care institution. The attention of the author is mainly focused on the internal forces that make the health care sector competitive and successful. In order to motivate internal human resources to accept change and to achieve the organisational targets two main methods can be suggested. The former is based on tangible variables and in particular on a fair reward system; the latter is built on intangible elements e.g. communication, negotiation, contracting, and organisational values sharing. Moreover, in order to cope with change it is important to develop the information technology management and to reengineer delivery processes, taking into consideration both the costs and benefits of these kinds of innovations

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 ...

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.

Evaluation of the carboniferous resources of the sectors El Jupal, El Carmen y Guayabal. Zone Chinavita, Umbita, Tibana, Department of Boyaca

International Nuclear Information System (INIS)

Mejia, Luis Jorge; Pulido Gonzalez, Orlando

1985-01-01

The area of the sub-project Chinavita-Umbita-Tibana, located in the Southwest part of the Department of Boyaca was object of a geologic exploration with the purpose of evaluating its carboniferous resources. It was defined an stratigraphic interval of 250 m denominated, middle member from the Guaduas Formation of Maestrichtian to Paleocene age; in which they were determined until 9 coal layers, that were recognized total or partially in 7 chosen sectors during the exploration stage. In them it was made the quantification of the resources and the determination of the physical-chemical characteristics of the coal. The results of 4 of these denominated, El Arenal, Quina, Chiguata and Sisa sectors, they were presented in previous reports. In this report the 3 remaining, denominated El Jupal, El Carmen and Guayabal sectors are studied. The certain coal is bituminous high volatile, capable for thermal use and their importance are in the use that can be given inside the plan of national electrification, of the future amplifications of the thermoelectric of Paipa or Zipaquira. Keeping in mind that resources of the order of 148 million tons were calculated with a power heating average of 6.000 kcal/kg. It is possible to planning a new thermoelectric in this area that could serve as energy source in the critical times of the hydroelectric of Chivor

Organisational ecology in the Danish restaurant sector

DEFF Research Database (Denmark)

Hjalager, Anne Mette

2000-01-01

The article demonstrates the high rates of organisational turmoil in the restaurant sector. The intensity of natural selection depends mainly on the age and size of the enterprise. Affiliation with other enterprises increases the chances of survival, but only if there is a substantial number...... of units co-operating in a group. Surprisingly, the level of staff competence and managerial capacity - measured in quantitative terms - cannot explain the level of success or failure in the restaurant business to any significant degree. Organisational ecology, which constitutes the theoretical...... and methodological base of this article, is a promising research approach to tourism issues. The article, which focuses on explanations for the occurrence of life events in the restaurant sector, calls for more careful policy considerations than are often the case. In particular, human-resource- and labour...

Human Resources as a Competitive Advantage of Travel Agencies in Montenegro

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Aleksa Vučetić

2012-04-01

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

[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.

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...

Competition over personal resources favors contribution to shared resources in human groups

DEFF Research Database (Denmark)

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

2013-01-01

laboratory economic games with humans, comparing people's investment decisions in games with and without the options to compete over personal resources or invest in a group resource. Our results help explain why people cooperatively contribute to group resources, suggest how a tragedy of the commons may......Members of social groups face a trade-off between investing selfish effort for themselves and investing cooperative effort to produce a shared group resource. Many group resources are shared equitably: they may be intrinsically non-excludable public goods, such as vigilance against predators, or so...... large that there is little cost to sharing, such as cooperatively hunted big game. However, group members' personal resources, such as food hunted individually, may be monopolizable. In such cases, an individual may benefit by investing effort in taking others' personal resources, and in defending one...

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.

e-Cluster Building and Using for Nuclear Industry Human Resources

International Nuclear Information System (INIS)

Hur, Jung Hoon; Suh, Jang Soo

2009-01-01

In line with its industry support policy, KHNP provides training courses for small and medium sized companies within the nuclear sector. The courses cover three main areas; technical development, market expansion and human resource and finance. They are provided in traditional classroom settings and on-line. Employees from small and medium sized companies can take any of the available courses according to company and individual training and development requirements. While the training and development opportunities serve a role in the growth and development of skills and capabilities industry-wide, KHNP also sees the involvement of a wide range of nuclear industry participants in the program as a means of developing a safety consensus that addresses both operational and social safety concerns. The purpose of this paper is to outline the successes of the KHNP industry training support program to date and to propose the development of an e-Cluster model. This model envisages the development of a nuclear industry. It will provide a means for sharing information and developing and maintaining industry-wide technical, management and safety standards

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

OpenAIRE

BÎRCĂ ALIC

2017-01-01

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

Comparative Analysis of the Government of Moldova and Georgia's Management of the Education Sector. The Magic Wand or the Achilles Heel?

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Marcel OLARI

2016-06-01

Full Text Available Human capital is one of the few resources that can offer to the Republic of Moldova a comparative advantage. However, if labor is not specialized in fields required by potential investors – job providers – human capital remains an untapped resource. The development of human resources and the efficient use of existing potential are two of the most important factors contributing to comprehensive economic growth of Georgia. Fast economic growth is an important precondition for increasing population's welfare and reducing poverty. At the same time, creation of equal opportunities for developing human capital through provision of quality services, social justice and strengthening the social systems is necessary as it provides access to quality education and healthcare systems. This research paper consists in an analysis of the political views of Moldova and Georgia's Government on Education sector. Also, to understand better the issues related to this area, I will focus my attention more on the financial aspects of this sector. In order to obtain the correct comparative analysis of the Moldova and Georgia' situation, I will use the macroeconomic aggregates. The methods used in this research document are chronologically and progressive analysis. Finally, it is supposed to be able to respond at the question: the Government of Moldova and Georgia's Management of the Education sector. The Magic wand or the Achilles heel?

Transposition and national level resources

DEFF Research Database (Denmark)

Vasev, Nikolay Rumenov; Vrangbæk, Karsten

2014-01-01

Several recent papers have summarised the status of EU implementation studies. In this paper we suggest that the issue of sector specific resources has received too little attention in previous studies. Sector specific resources include “health sector resources” and “state administrative resources......”. Our theoretical contribution is thus to add an explicit and more detailed concern for "sector specific resources" in national transposition. This can refine the understanding of resources, for example in the multi-variable models that are emerging as the state of the art in the field of EU...... implementation studies. To illustrate these points we have chosen an empirical design focusing on a directive with a potentially high impact on system resources and several ambiguous components (the Cross Border Health Care Directive). We have further chosen to focus on two Eastern European countries (Bulgaria...

The role of effective human resource factors in participative management: A comparative Study between Indian and Iranian employees

Directory of Open Access Journals (Sweden)

Nader Boroumand

2013-01-01

Full Text Available There is an overwhelming need to focus on the human capital and the role of this important resource on organizations’ systems. In addition, there is a need for study on human resource development and participative management system. This would not be an interesting topic for study, if it were not a comparative study in the field of human capital and participative management system. Two important sectors were selected for the study i.e., Gas and Car parts companies. Gas Indian Ltd in Delhi (GAIL and the National Gas Company of Isfahan, Iran; and also, two manufacturers of car parts in India and Iran, named Sona Group Company (in India and Atlas Pump Sepahan (in Iran were selected. The objectives of the study were associated with the role of some important human resource factors in participative management system. Objectives of the study are as follows: The role of communication, employees compassion, employees sentiment, reward system and training in participative management system, also if there were any significant difference on the impact of mentioned variables in Indian and Iranian organizations from the perspective of employees. The questionnaires were distributed among randomly selected employees and the researcher collected responses through the questionnaires of employees. Analysis of data was based on the SPSS (Statistical Package for the Social Sciences. Three levels of analyses were computed: 1.Descriptive analyses 2. T-Test 3. Correlation analyses. The general observations associated with attitudes of Indian and Iranian employees about hypotheses are presented in this paper.

The electrical power sector in Turkey

International Nuclear Information System (INIS)

Gengyilmaz, Nese; Savruk, Nurettin

1998-01-01

In Turkey, highest priority is given to domestic resources, whenever economical. Imports are considered in case it is feasible. Diversification of resources is also taken into account. Efficient utilization of the resources and energy conservation are ensured ant supported. Measures for environmental and public health protection are taken into consideration during power generation and planing. In energy investments, foreign capital and domestic private sector are promoted along with the public sector. A rational structure in energy pricing is applied without any subsidies. Feasible interconnections and higher electric power exchanges with neighbouring countries are supported

Human Resource Development in Hybrid Libraries

OpenAIRE

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

2000-01-01

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

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

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…

Human Resources like a management tool in construction companies

OpenAIRE

Acín Raïch, Xavier

2004-01-01

En aquesta tesina es presenta un anàlisi del paper i la importància dels recursos humans en l'eficiència de les empreses constructores i, veure la situació d'aquesta variable en una mostra d'empreses catalanes del sector.

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

Directory of Open Access Journals (Sweden)

Hasan Darvish

2012-10-01

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

CONCEPTION OF ONTOLOGY-BASED SECTOR EDUCATIONAL SPACE

Directory of Open Access Journals (Sweden)

V. I. Khabarov

2014-09-01

Full Text Available PurposeThe aim of the research is to demonstrate the need for the Conception of Ontology-based Sector Educational Space. This Conception could become the basis for the integration of transport sector university information resources into the open virtual network information resource and global educational space. Its content will be presented by standardized ontology-based knowledge packages for educational programs in Russian and English languages.MethodologyComplex-based, ontological, content-based approaches and scientific principles of interdisciplinarity and standardization of knowledge are suggested as the methodological basis of the research. ResultsThe Conception of Ontology-based Sector Educational Space (railway transport, the method of the development of knowledge packages as ontologies in Russian and English languages, the Russian-English Transport Glossary as a separate ontology are among the expected results of the project implementation.Practical implicationsThe Conception could become the basis for the open project to establish the common resource center for transport universities (railway transport. The Conception of ontology-based sector educational space (railway transport could be adapted to the activity of universities of other economic sectors.

Human resources as multiplier for a company's value

International Nuclear Information System (INIS)

Bornemann, Manfred

2010-01-01

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

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

International Nuclear Information System (INIS)

Schmiedecke, Winston Gomes

2006-01-01

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

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.

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.

The rates and financing of electric sector expansion

International Nuclear Information System (INIS)

Chiganer, L.; Coutinho, L.H.S.A.; Dias, L.E.N.; Silva Pegado, P.A. da; Foletto, N.S.; Guerreiro, A.G.

1993-01-01

The current economic and political crisis of Brazilian society reach the several productive sectors that compose the national economy, and among them the electric sector. An adequate rate policy, new ways of getting resources to its financing, costs reduction, and the increase of internal generation of resources, are the objective of this work, that evaluates and evidences these questions in order to their repercussion in financing of electric sector expansion. (C.M.)

KEPCO‧s Activity to Power-Engineer Human Resource Development

Science.gov (United States)

Kobashi, Kazushi

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

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 ...

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

Directory of Open Access Journals (Sweden)

Dal Poz Mario R

2003-07-01

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

Water resources

International Nuclear Information System (INIS)

2002-01-01

The report entitled Climate Change Impacts and Adaptation : A Canadian Perspective, presents a summary of research regarding the impacts of climate change on key sectors over the past five years as it relates to Canada. This chapter on water resources describes how climate change will affect the supply of water in Canada. Water is one of Canada's greatest resources, which contributes about $7.5 to 23 billion per year to the Canadian economy. The decisions taken to adapt to climate change within the water resources sector will have profound implications in many other areas such as agriculture, human health, transportation and industry. The water related problems include water quality issues that relate to water shortages from droughts, or excesses from floods. The Intergovernmental Panel on Climate Change forecasts an increase in global average surface air temperatures of 1.4 to 5.8 degrees C by 2100. Such a change would impact the hydrological cycle, affecting runoff, evaporation patterns, and the amount of water stored in glaciers, lakes, wetlands and groundwater. The uncertainty as to the magnitude of these changes is due to the difficulty that climate models have in projecting future changes in regional precipitation patterns and extreme events. This chapter presents potential impacts of climate change on water resources in the Yukon, British Columbia, the Prairies, the Great Lakes basin, the Atlantic provinces, and the Arctic and Subarctic. The associated concerns for each region were highlighted. Adaptation research has focused on the impacts of supply and demand, and on options to adapt to these impacts. 60 refs., 2 tabs., 1 fig

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.

Strategy for preventing the waste of human resources

Science.gov (United States)

Jones, William E.

1992-05-01

Rapid technological advances and the declining educational preparedness of industrial workers has established a need for new training strategies and initiatives regarding human resource development. The productivity, competitiveness, motivation, and creativity of our people determines whether our business enterprises succeed or fail during the next decade. Due to a change process that many organizations have undertaken to become more competitive toward the year 2000, many of the previous styles of engineering leadership that involves the management of projects and human resources require new approaches. It is also important to recognize that technology has its limits and a broader focus to include the human aspects of accomplishing jobs over the long term is more critical than ever before. More autonomy and the responsibility for broader practices by the professional staff requires that the professional worker operate differently. Business planning and development of the organization's future strategic intent requires a high priority on the human resource linkage to the business plans and strategies. A review of past practices to motivate the worker toward higher productivity clearly shows that past techniques are not as effective in today's work environment. Many practices of organizational and individual leadership don't fit today's approach of worker involvement because they were designed for administrative supervisory control processes. Therefore, if we are going to organize a business strategy that prevents the `waste of human resources,' we need to develop a strategy that is appropriate for the times which considers the attitude of the employees and their work environment. Having worked with scientists and engineers for the majority of my twenty-five year career, I know they see and appreciate the logic of a formula. A formula fits when developing a future strategy because a formula can become a model to enhance balanced planning. In this paper, I want to

Human Resources Coordinator | IDRC - International Development ...

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

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

Need Assessment of the Digital Archives Industry Human Resources in Taiwan

Directory of Open Access Journals (Sweden)

Hsueh-Hua Chen

2005-03-01

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

DOES PERCEIVED ORGANIZATIONAL SUPPORT MEDIATE THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT?

Directory of Open Access Journals (Sweden)

Aizzat Mohd. Nasurdin

2008-01-01

Full Text Available This study examines a model involving Human Resource Management (HRM practices, perceived organizational support, and organizational commitment. It was hypothesized that HRM practices (performance appraisal, training and career development will be positively related to organizational commitment, and that perceived organizational support would serve as a mediator in the relationship between HRM practices and commitment. The statistical results on data gathered from a sample of 214 employees within the Malaysian manufacturing sector demonstrated that career development and performance appraisal have direct, positive and significant relationships with organizational commitment. In addition, perceived organizational support was found to partially mediate the relationships between two of the three HRM practices (career development and performance appraisal and commitment. Theoretical and managerial implications are suggested.

Human Resource Management and Performance

NARCIS (Netherlands)

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

2000-01-01

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

SWOT analyses of the national energy sector for sustainable energy development

International Nuclear Information System (INIS)

Markovska, N.; Taseska, V.; Pop-Jordanov, J.

2009-01-01

A holistic perspective of various energy stakeholders regarding the Strengths, Weaknesses, Opportunities and Threats (SWOTs) of the energy sector in Macedonia is utilized as baseline to diagnose the current state and to sketch future action lines towards sustainable energy development. The resulting SWOT analyses pointed to the progressive adoption of European Union (EU) standards in energy policy and regulation as the most important achievement in the energy sector. The most important problems the national energy sector faces are scarce domestic resources and unfavorable energy mix, low electricity prices, a high degree of inefficiency in energy production and use, as well as insufficient institutional and human capacities. The formulated portfolio of actions towards enabling sustainable energy development urges the adoption of a comprehensive energy strategy built upon sustainability principles, intensified utilization of the natural gas, economic prices of electricity, structural changes in industry, promotion of energy efficiency and renewables, including Clean Development Mechanism (CDM) projects, enforcement of EU environmental standards and meeting the environmental requirements, as well as institutional and human capacity building.

Education Factor and Human Resources Development - Albania Case

OpenAIRE

Sonila Berdo

2010-01-01

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

[Monkeypox: second human case observed in Ivory Coast (rural health sector of Daloa].

Science.gov (United States)

Merouze, F; Lesoin, J J

1983-01-01

A second case of human monkeypox (world fifty-forth case) has been observed in Ivory Coast (rural health sector of Daloa). A three years old girl presented a major pox-like eruption which evolved to recovery. The authors describe the eruption, the evolution of the sickness, and the scars observed at the fourth month after recovery. It has not been possible to prove neither animal-human nor interhuman contagion.

Sectoral Perspectives on the Benefits of Vocational Education and Training. Research Paper No. 22

Science.gov (United States)

Cedefop - European Centre for the Development of Vocational Training, 2012

2012-01-01

The report confirms the importance of training for the European Union (EU) industrial policy. It demonstrates that sectors where training is firmly integrated in human resource practices have higher productivity gains. Such economic benefits are not only realised through developing workers' skills, but also thanks to higher job satisfaction and…

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".

HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

Directory of Open Access Journals (Sweden)

POPESCU Dan

2011-12-01

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

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.

Impact of Human Resources Management on Entrepreneurship Development

Directory of Open Access Journals (Sweden)

Obasan Kehinde A.

2014-02-01

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

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

Directory of Open Access Journals (Sweden)

Motoniu Ioan Dumitru

2010-12-01

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

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.

Lessons Learned from the Private Sector

Energy Technology Data Exchange (ETDEWEB)

Robichaud, Robert J [National Renewable Energy Laboratory (NREL), Golden, CO (United States)

2017-09-07

This session is focused on lessons learned from private sector energy projects that could be applied to the federal sector. This presentation tees up the subsequent presentations by outlining the differences between private and federal sectors in objectives, metrics for determining success, funding resources/mechanisms, payback and ROI evaluation, risk tolerance/aversion, new technology adoption perspectives, and contracting mechanisms.

Factors influencing resource allocation decisions and equity in the health system of Ghana.

Science.gov (United States)

Asante, A D; Zwi, A B

2009-05-01

Allocation of financial resources in the health sector is often seen as a formula-driven activity. However, the decision to allocate a certain amount of resources to a particular health jurisdiction or facility may be based on a broader range of factors, sometimes not reflected in the existing resource allocation formula. This study explores the 'other' factors that influence the equity of resource allocation in the health system of Ghana. The extent to which these factors are, or can be, accounted for in the resource allocation process is analysed. An exploratory design focusing on different levels of the health system and diverse stakeholders. Data were gathered through semi-structured qualitative interviews with health authorities at national, regional and district levels, and with donor representatives and local government officials in 2003 and 2004. The availability of human resources for health, local capacity to utilize funds, donor involvement in the health sector, and commitment to promote equity have considerable influence on resource allocation decisions and affect the equity of funding allocations. However, these factors are not accounted for adequately in the resource allocation process. This study highlights the need for a more transparent resource allocation system in Ghana based on needs, and takes into account key issues such as capacity constraints, the inequitable human resource distribution and donor-earmarked funding.