WorldWideScience

Sample records for human resources development

  1. Marketing Human Resource Development.

    Science.gov (United States)

    Frank, Eric, Ed.

    1994-01-01

    Describes three human resource development activities: training, education, and development. Explains marketing from the practitioners's viewpoint in terms of customer orientation; external and internal marketing; and market analysis, research, strategy, and mix. Shows how to design, develop, and implement strategic marketing plans and identify…

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

    Directory of Open Access Journals (Sweden)

    SeidMehdi Veise

    2014-08-01

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

  3. 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…

  4. 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 ...

  5. 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,…

  6. Human resource development for decommissioning

    International Nuclear Information System (INIS)

    Yanagihara, Satoshi

    2016-01-01

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

  7. Economic Development and Development of Human Resources

    Directory of Open Access Journals (Sweden)

    Metod Černetič

    1998-12-01

    Full Text Available Černetič deals with certain dilemmas and problems related to employee training within companies, and discusses the complexity of the relationship between technological development and education, developmental gap between the developed and underdevdoped economies, and the goals of social development in Slovenia. Cernetič stresses that training programmes should above all provide flexibility of employment; the competitive edge of an entire state actually depends on effective use of human resources. Slovenia cannot exert any substantial influence on the global economy, it can only follow the main market trends. Knowledge is therefore of great importance, as the wealth of smaller nations is primarily based on the education level of their inhabitants.

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

    African Journals Online (AJOL)

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

  9. Human Resources Development in the 70s

    Science.gov (United States)

    Ludeman, Bart L.

    1977-01-01

    Discusses five major objectives (put forth by the behavioral scientist, Dr. Gordon Lippitt) for human resource development which focus on the need for teamwork among future leaders, company management, and top educators. (LAS)

  10. Human Resources Development in Tajikistan

    International Nuclear Information System (INIS)

    Mirsaidov, U.

    2014-01-01

    The availability of nuclear knowledge is the result of the past and present conditions of organizations of knowledge in the field of atomic and nuclear physics in Tajikistan. It is shown, that despite today's weak material resources, with the support of IAEA and other intergovernmental contracts and the international funds, and also presence of rich intellectual fund of the republic, it is possible to reserve Nuclear Knowledge in Tajikistan. (author)

  11. Human Resources in Geothermal Development

    Energy Technology Data Exchange (ETDEWEB)

    Fridleifsson, I.B.

    1995-01-01

    Some 80 countries are potentially interested in geothermal energy development, and about 50 have quantifiable geothermal utilization at present. Electricity is produced from geothermal in 21 countries (total 38 TWh/a) and direct application is recorded in 35 countries (34 TWh/a). Geothermal electricity production is equally common in industrialized and developing countries, but plays a more important role in the developing countries. Apart from China, direct use is mainly in the industrialized countries and Central and East Europe. There is a surplus of trained geothermal manpower in many industrialized countries. Most of the developing countries as well as Central and East Europe countries still lack trained manpower. The Philippines (PNOC) have demonstrated how a nation can build up a strong geothermal workforce in an exemplary way. Data from Iceland shows how the geothermal manpower needs of a country gradually change from the exploration and field development to monitoring and operations.

  12. 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…

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

    African Journals Online (AJOL)

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

  14. 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...

  15. Cultural Implications of Human Resource Development.

    Science.gov (United States)

    Hiranpruk, Chaiskran

    A discussion of the cultural effects of economic and, by extension, human resource development in Southeast Asia looks at short- and long-term implications. It is suggested that in the short term, increased competition will affect distribution of wealth, which can promote materialism and corruption. The introduction of labor-saving technology may…

  16. 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.)

  17. IAEA Nuclear Security Human Resource Development Program

    International Nuclear Information System (INIS)

    Braunegger-Guelich, A.

    2009-01-01

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

  18. 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, ...

  19. 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)

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

    African Journals Online (AJOL)

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

  1. 2008 Human Resources Development Programmes in Nigerian ...

    African Journals Online (AJOL)

    Gbaje E.S

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

  2. Developing Entrepreneurial Resilience: Implications for Human Resource Development

    Science.gov (United States)

    Lee, Jin; Wang, Jia

    2017-01-01

    Purpose: Leadership development has attracted much research attention within the human resource development (HRD) community. However, little scholarly effort has been made to study a special group of leaders--entrepreneurs. This paper aims to fill in this knowledge gap by taking a close look at entrepreneurial resilience, a key ability of…

  3. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

    . In this line of thinking, the aim is to propose a model for analysing the progress of knowledge improvements in developing countries as an outcome of the management of human, social and organisational capital. In this regard, the paper considers relevant practices and strategies in the context of developing...

  4. Human resource development for uranium production cycle

    International Nuclear Information System (INIS)

    Ganguly, C.

    2014-01-01

    Nuclear fission energy is a viable option for meeting the ever increasing demand for electricity and high quality process heat in a safe, secured and sustainable manner with minimum carbon foot print and degradation of the environment. The growth of nuclear power has shifted from North America and Europe to Asia, mostly in China and India. Bangladesh, Vietnam, Indonesia, Malaysia and the United Arab Emirates are also in the process of launching nuclear power program. Natural uranium is the basic raw material for U-235 and Pu-239, the fuels for all operating and upcoming nuclear power reactors. The present generation of nuclear power reactors are mostly light water cooled and moderated reactor (LWR) and to a limited extent pressurized heavy water reactor (PHWR). The LWRs and PHWRs use low enriched uranium (LEU with around 5% U-235) and natural uranium as fuel in the form of high density UO_2 pellets. The uranium production cycle starts with uranium exploration and is followed by mining and milling to produce uranium ore concentrate, commonly known as yellow cake, and ends with mine and mill reclamation and remediation. Natural uranium and its daughter products, radium and radon, are radioactive and health hazardous to varying degrees. Hence, radiological safety is of paramount importance to uranium production cycle and there is a need to review and share best practices in this area. Human Resource Development (HRD) is yet another challenge as most of the experts in this area have retired and have not been replaced by younger generation because of the continuing lull in the uranium market. Besides, uranium geology, exploration, mining and milling do not form a part of the undergraduate or post graduate curriculum in most countries. Hence, the Technical Co-operation activities of the IAEA are required to be augmented and more country specific and regional training and workshop should be conducted at different universities with the involvement of international experts

  5. 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.

  6. 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…

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

    Science.gov (United States)

    Schein, Edgar H.

    1977-01-01

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

  8. 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

  9. Mind Mapping on Development of Human Resource of Education

    Science.gov (United States)

    Fauzi, Anis

    2016-01-01

    Human resources in the field of education consists of students, teachers, administrative staff, university students, lecturers, structural employees, educational bureaucrats, stakeholders, parents, the society around the school, and the society around the campus. The existence of human resources need to be cultivated and developed towards the…

  10. Revitalizing Society: Practicing Human Resource Development through the Lifespan.

    Science.gov (United States)

    Carter, Phillip Dean

    1988-01-01

    It is time to practice sound principles of human resources development in learning environments and to promote a cooperative, creative, collaboative, and participative leadership style in education as well as in industry, business, and government. (JOW)

  11. 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...

  12. Human Capital Accumulation: The Role of Human Resource Development.

    Science.gov (United States)

    Garavan, Thomas N.; Morley, Michael; Gunnigle, Patrick; Collins, Eammon

    2001-01-01

    Presents definitions of intellectual and human capital. Examines human capital from the individual perspective (employability, performance, career development) and organization perspective (investment, ownership, knowledge management). Reviews papers in the theme issue. (Contains 117 references.) (SK)

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

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  14. Emotional Intelligence Research within Human Resource Development Scholarship

    Science.gov (United States)

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

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

  15. Human Resources Development Challenges for Nuclear Newcomers

    International Nuclear Information System (INIS)

    Perrette, Xavier

    2014-01-01

    Conclusion and take away messages: • HRD solution is dependent upon country’s economical, societal, industrial situation and development strategy. • HRD to be integrated in the global HCB approach (education and training, KM, knowledge networks). • Maximum local benefit with national development. • International collaboration and partnership with competent and experienced partners is recommended (lever effect). • Anticipation is key. → HRD for a nuclear program is challenging but achievable. Countries already did it and are ready to build long term partnerships

  16. Human Resource Development's Contribution to Continuous Improvement

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Hyland, Paul

    2007-01-01

    Continuous Improvement (CI) is an approach to organizational change that requires active involvement of skilled and motivated employees, which implies an important role for HRD practitioners. The findings from a literature review and a survey of 168 Danish manufacturing companies indicate however...... that HRD is rarely integrated with CI. The paper contributes by offering a model that depicts how HR and HRD functions could be exploited to support successful CI development and implementation....

  17. Organizational Ethics Development and the Human Resource Professional.

    Science.gov (United States)

    Petrick, Joseph A.

    1992-01-01

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

  18. European Institutional and Organisational Tools for Maritime Human Resources Development

    OpenAIRE

    Dragomir Cristina

    2012-01-01

    Seafarers need to continuously develop their career, at all stages of their professional life. This paper presents some tools of institutional and organisational career development. At insitutional level there are presented vocational education and training tools provided by the European Union institutions while at organisational level are exemplified some tools used by private crewing companies for maritime human resources assessment and development.

  19. Development of human resources for Indian nuclear power programme

    International Nuclear Information System (INIS)

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

    2013-01-01

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

  20. Human Resource Development, Ethics, and the Social Good

    Science.gov (United States)

    Quinn, Floyd F.

    2018-01-01

    Businesses can achieve competitive advantage and better productivity and performance by attracting and developing exceptional employees, by caring for and listening to stakeholders, and by avoiding financial and reputational damage due to unethical and illegal behaviors. As a profession, human resource development (HRD) engages in practices that…

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

    International Nuclear Information System (INIS)

    Ogura, Kenji; Hoshide, Akehiko

    2008-01-01

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

  2. Human resource development in nuclear medicine in developing countries

    International Nuclear Information System (INIS)

    Gopinathan Nair, P.G.

    1998-01-01

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

  3. 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…

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

    Science.gov (United States)

    Han, Heeyoung; Boulay, David

    2013-01-01

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

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

    Science.gov (United States)

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

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

  6. Professional development and human resources management in networks

    Directory of Open Access Journals (Sweden)

    Evgeniy Rudnev

    2016-05-01

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

  7. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

      Neuroeconomics and Human Resource Development Objective Neuroeconomic game trials have detected a present-bias in human decision making which represents a serious shortcoming facing the long termed nature of complex problems in a globalized economy i.e. regional residual poverty, ecological...... threats and personal stress. So far, the evidence-based findings on human resource development (HRD) seem not to match these huge challenges. The aim of this study is to identify cost-effective means of mental training to recover sufficiently from the present bias to enable more sustainable decisions...... Pragmatic de-stressing by medical meditation adds extra years to a normal life and saves health care expenses for a moderate meditation course fee. So, medical meditation prevails as a dominant de-stressing intervention serving a wider goal of more long termed decision making. An international monitoring...

  8. Human resource training and development. The outdoor management method.

    OpenAIRE

    THANOS KRIEMADIS; ANNA KOURTESOPOULOU

    2008-01-01

    In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD). For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development ...

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

    International Nuclear Information System (INIS)

    2003-01-01

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

  10. 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.

  11. A Study on Human Resources Development in Nuclear Field

    International Nuclear Information System (INIS)

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

    2011-11-01

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

  12. [Development of human resources and the Plan of Action].

    Science.gov (United States)

    Vidal, C

    1984-01-01

    This article (whose first part was published in the previous issue of Educación Médica y Salud) concludes an exhaustive review of manpower development in the Americas. This part considers the specific measures in this field enunciated in the Plan of Action; these measures pertain to four main areas: planning and programming of human resources, training in priority areas, utilization of human resources, and educational technology. The author discusses the present and future possibilities and obstacles of each of these activities and the steps to be taken to bring needs into line with real situations. It is of paramount importance that the national health authorities clearly spell out their policies for the development of human resources in the health field within the framework of general development policies. Another point to be insisted upon is the multiprofessional and multidisciplinary training of the health team and the importance of the education-service-supervision function, which usually results in permanent and continuing education, which in turn optimizes the utilization of personnel. However, none of this will be possible without an appropriate education technology with which to innovate, analyze and refine the entire education process and so meet the needs of both society and the health services.

  13. Current status and issues of nuclear human resource development/General activities of Japan nuclear human resource development network

    International Nuclear Information System (INIS)

    Murakami, Hiroyuki; Hino, Sadami; Tsuru, Hisanori

    2013-01-01

    The Japan Nuclear Human Resource Development Network (JN-HRD Net) was established in November 2010 with the aim of developing a framework for mutual cooperation and information sharing among nuclear-related organizations. Although the tasks and goals of developing human resources in the nuclear field have been shifted since the accident at the Tokyo Electric Power Company (TEPCO) Fukushima Daiichi Nuclear Power Plant, the necessity of fostering capable personnel in this field stays unchanged and the importance of our network activities has further emphasized. The meeting of JN-HRD Net was held on the 5th of February 2013, where its activities by each field were reported and views and opinions were actively exchanged between more than 90 participants. This paper briefly describes current status and issues of JN-HRD Net and its general activities conducted by the JN-HRD Net secretariat. (J.P.N.)

  14. Human Resource Development Issues in the Implementation of the Western China Development Strategy

    Science.gov (United States)

    Xiao, Mingzheng

    2007-01-01

    This paper systematically illustrates the value and role of human resource development in the implementation of the Western China development strategy. It analyzes in details some current human resource issues constraining the implementation of the Western China development strategy and those on the sustainable development process of economic…

  15. Human Resource Development for Nuclear Power Programme in Uganda

    International Nuclear Information System (INIS)

    Henry, Ovona

    2014-01-01

    Conclusions: Despite the effort by the Government to ensure reliable and available access to electricity which is crucial to the socio – economic development, the use of hydro power, biomass and oil, geothermal and peat alone would not meet the target of the vision 2040. There is need to identifies nuclear energy as a potential option for meeting the energy deficit. Development of nuclear energy for power generation needs decision making, preparation and preparatory work which involve human resource development process, strengthening the legislation and regulatory framework, stakeholders’ involvement and public acceptance campaign

  16. Nuclear Human Resources Development Program using Educational Core Simulator

    International Nuclear Information System (INIS)

    Choi, Yu Sun; Hong, Soon Kwan

    2015-01-01

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

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

    International Nuclear Information System (INIS)

    Nakamura, Yo; Noro, Naoko

    2014-01-01

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

  18. Nuclear Human Resources Development Program using Educational Core Simulator

    Energy Technology Data Exchange (ETDEWEB)

    Choi, Yu Sun; Hong, Soon Kwan [KHNP-CRI, Daejeon (Korea, Republic of)

    2015-10-15

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

  19. Human Resources Development and Career Development: Where Are We, and Where Do We Need to Go

    Science.gov (United States)

    Shuck, Brad; McDonald, Kim; Rocco, Tonette S.; Byrd, Marilyn; Dawes, Elliott

    2018-01-01

    At the 2017 meeting of the Academy of Human Resource Development Annual Town Hall, four scholars discussed their diverse outlooks on the research and practice of career development in the Human Resource Development field. What follows in this curated collection of voices is a look into the perspective of each person who spoke at the 2017 Town Hall…

  20. A Development Dilemma for Secondary Vocational Education: Instrumentalist Tendencies in Human Resource Development

    Science.gov (United States)

    Wang, Dong

    2013-01-01

    Human resource development is one of the theories guiding China's development of secondary vocational education. Secondary vocational education has always played a role in human resource training and development from the nation's founding to the present. In Chinese society today, however, there is a clear instrumentalist tendency in secondary…

  1. Human resource training and development. The outdoor management method.

    Directory of Open Access Journals (Sweden)

    THANOS KRIEMADIS

    2008-01-01

    Full Text Available In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD. For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development will be presented. Basic theories and models will be analysed as well as the benefits earned and evaluation concerns about the effectiveness of such training programs.

  2. Examining human resources' efforts to develop a culturally competent workforce.

    Science.gov (United States)

    Whitman, Marilyn V; Valpuesta, Domingo

    2010-01-01

    The increasing diversification of the nation's population poses significant challenges in providing care that meets the needs of culturally diverse patients. Human resource management plays a vital role in developing a more culturally competent workforce. This exploratory study examines current efforts by human resource directors (HRDs) in Alabama's general hospitals to recruit more diverse candidates, train staff, and make language access resources available. A questionnaire was developed based on the Office of Minority Health's Culturally and Linguistically Appropriate Services standards. The HRDs of the 101 Alabama general hospitals served as the study's target population. A sample of 61 responses, or 60.4% of the population, was obtained. The findings indicate that most HRDs are focusing their efforts on recruiting racially/ethnically diverse candidates and training clerical and nursing staff to care for culturally and linguistically diverse patients. Less effort is being focused on recruiting candidates who speak a different language, and only 44.3% have a trained interpreter on the staff. The HRDs who indicated that they work closely with organizations that provide support to diverse groups were more likely to recruit diverse employees and have racially/ethnically and linguistically diverse individuals in leadership positions. It is crucial that health care organizations take the necessary steps to diversify their workforce to broaden access, improve the quality and equity of care, and capture a greater market share.

  3. Safety activities and human resource development at NCA

    International Nuclear Information System (INIS)

    Kumanomido, Hironori; Sakurada, Koichi; Yanagisawa, Shigeru; Masuyama, Tadaharu

    2015-01-01

    Toshiba Nuclear Critical Assembly (NCA) has been safely operated since the first criticality in December 1963. The topics covered in this Yayoi Meeting Report are: (1) the outline of NCA, (2) the safety control situation mainly after the Great East Japan Earthquake in 2011, (3) educational training incorporates the lessons learned in this earthquake, and (4) human resource development during 2008-2015. Regarding safety control, facility maintenance has been conducted systematically according to the maintenance plan from the viewpoint of preventive maintenance. Regarding educational training, two disaster handling training based on the safety regulation and one nuclear emergency drill based on the emergency drill plan for licensee of nuclear energy activity based on the Act of Special Measures Concerning Nuclear Emergency Preparedness every year. Regarding human resource development, development training was given to 358 people including students. This year, training that does not require NCA operation was conducted including gamma-ray spectrum measurement of NCA fuel rod and neutron deceleration property measurement using 252 Cf neutron source. (S.K.)

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

    OpenAIRE

    Wiryanto, Wisber

    2018-01-01

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

  5. 76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  6. 76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

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

    Directory of Open Access Journals (Sweden)

    LAVINIA ELISABETA POPP

    2012-01-01

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

  8. Recovered Alcoholics and Career Development: Implications for Human Resource Development

    Science.gov (United States)

    Gedro, Julie; Mercer, Frances; Iodice, Jody D.

    2012-01-01

    This article presents three issues regarding alcoholism, recovery, and career development. First, alcoholism is a disease that creates health and wellness problems for those it afflicts. It also impacts individual and workplace productivity. Second, alcoholism has a persistent stigmatization. As a result, those alcoholics who are in recovery face…

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

    International Nuclear Information System (INIS)

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

    1998-01-01

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

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

    Science.gov (United States)

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

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

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

    Appelbaum, Steven H.

    1979-01-01

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

  13. Technological Innovation and Strategic Human Resource Management: Developing a Theory.

    Science.gov (United States)

    Gattiker, Urs E.

    Technological innovation affects the structure and content of jobs. Research indicates that there is a need for a theory of technological innovation and strategic human resource management considering several factors, such as an employee's beliefs about the effect of technological innovations on the quality of work life and work content.…

  14. Human resources development in nuclear field in Japan

    International Nuclear Information System (INIS)

    Seki, Y.

    2007-01-01

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

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

    International Nuclear Information System (INIS)

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

    2009-08-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2009-08-15

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

  17. The Development of Pyro Human Resource Information System

    International Nuclear Information System (INIS)

    Jung, M. S.; Kim, S. K.; Ko, W. I.

    2012-01-01

    This paper aims to provide the current status of the development of a human resource information system. Establishing an expert information system helps readily provide the personal information of international and local pyroprocess experts who are currently conducting research at institutes. The information system offers a data processing environment in which users can easily access the necessary information online for a prompt search. Setting up this online networking enables us to easily obtain the personal information of pyro-experts, if necessary, and to provide the basic materials to seek an efficient system of technical cooperation. As pyro-technology presently falls under a high-tech field in the area of back-end fuel cycle, the research is under way at some advanced nuclear nations such as the United States, Korea, and Japan: therefore, the cooperation of experts from home and abroad is critical, helping gain maximum achievements through minimum investments and personnel. Since many efforts should be preceded to secure original technology in the field of fair technology and pyrosystem engineering, we can attain the research goal efficiently if other advanced nuclear nations have already obtained advanced technology, by efficiently realizing the goal through the benchmarking of the necessary technology. To form a cooperative system for such experts, we should know, above all, what research experts are conducting in certain fields at certain laboratories of certain countries

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

    Science.gov (United States)

    Yoshida, Aya

    2017-01-01

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

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

    African Journals Online (AJOL)

    NESG PUBLICATIONS

    resources required to apply Information and Communications Technology. (ICT) for development? ... programmes) and work experience opportunities. ... leadership because of the critical role. ICT plays in ... The Barrier called Access. Whichever .... women? Fewer women are developing the ability to access and utilise ICT.

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

    OpenAIRE

    Sampathkumar, Sriram (Ram)

    2012-01-01

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

  1. The sustainable utilization of human resources in global product development

    DEFF Research Database (Denmark)

    Hansen, Zaza Nadja Lee; Rasmussen, Lauge Baungaard; Hansen, Mette Sanne

    2010-01-01

    This empirical paper investigates the challenges global product development faces in regard to a sustainable utilization of resources through case studies and interviews in six Danish multinational corporations. Findings revealed 3 key challenges, which relates to increased rework in product...... development and production, overlapping work and a lack of utilization of knowledge and information at the supplier or subsidiary. The authors suggest the use of strategic simulation in order to gain greater transparency in the global network and thus utilize resources better. Strategic simulation...

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

    Directory of Open Access Journals (Sweden)

    Yusuf Setiawan Syukur

    2015-12-01

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

  3. Perspectives on Adult Education, Human Resource Development, and the Emergence of Workforce Development

    Science.gov (United States)

    Jacobs, Ronald L.

    2014-01-01

    This article presents a perspective on the relationship between adult education and human resource development of the past two decades and the subsequent emergence of workforce development. The lesson taken from the article should be more than simply a recounting of events related to these fields of study. Instead, the more general lesson may be…

  4. Toward A Multilevel Theory of Career Development: Advancing Human Resource Development Theory Building

    Science.gov (United States)

    Upton, Matthew G.; Egan, Toby Marshall

    2007-01-01

    The established limitations of career development (CD) theory and human resource development (HRD) theory building are addressed by expanding the framing of these issues to multilevel contexts. Multilevel theory building is an approach most effectively aligned with HRD literature and CD and HRD practice realities. An innovative approach multilevel…

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

    Science.gov (United States)

    Hu, Po

    2007-01-01

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

  6. Human resource development, National Nuclear Energy Agency, Indonesia

    International Nuclear Information System (INIS)

    Karsono

    2007-01-01

    The development of an adequate national education and training infrastructure is the solution to solve the demand for qualified manpower to meet the national requirements of any nuclear program. Education and training activities were initiated in the year of 1981 with the forming of the Education and Training Center (ETC). The aging of manpower and the government policy on zero growth results in the discontinuity of knowledge transfer within the organization, and may be in the future of nuclear technology implementation. Since 1981 ETC has contributed to the training of its employees and industrial personnel through 800 training and involving around eleven thousand participants. Education and Training Center of BATAN accredited by BAPETEN as the nuclear training institutes for Radiation Protection Officer Certification, and in process of accreditation by National Accreditation Board as training institute for Non Destructive Test Personnel Certification. Annually ETC conduct 5 RPO training and 5 NDT Level I and 3 NDT Level II training. As shown in attached Table, there are at least 2999 RPO in Indonesia responsible for the safe operation of 4843 radioactive sources and 3741 radiation sources. Among the approximately 3700 employees of BATAN, national infrastructure has contributed to the education of 911 S1-graduates program, 24 master degree and 21 doctoral degree programs, while 46 bachelors degree, 201 master degree and 98 doctoral degree were taken overseas. Human resources have been identified on many occasions as being one of the most important elements for engaging in various types of nuclear applications. Major efforts must be directed towards attracting sufficient number of bright and interested students to the nuclear field for both current and future nuclear technology utilization. Therefore, it is necessary to transfer knowledge and know-how to the young generation for the sustainable development of nuclear science and technology. Courses in nuclear

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

    International Nuclear Information System (INIS)

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

    2008-01-01

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

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

    International Nuclear Information System (INIS)

    2002-07-01

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

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

    Science.gov (United States)

    Oh, Hunseok; Choi, Yeseul; Choi, Myungweon

    2013-01-01

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

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

    OpenAIRE

    Anohi Ionut; Bujduveanu Aurica; ?tefãnicã Virginia

    2012-01-01

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

  11. Water resources and the development of human civilization

    International Nuclear Information System (INIS)

    Radic, Z.M.

    1997-01-01

    This paper presents available water resources in the world and the relation between socio-economic and natural systems throughout history of mankind. Some of the monuments of culture from the Iron Gate (hydro power constructions) region of the Danube river are described which illustrate old bond between man and water. The Danube river waters are of prime importance for Danubian counties and a change in people's treatment and relation to water is necessary at both national and international level. This implies application of long-term environmentally compatible economic strategies in accordance with bio-culture, which, at the bottom line, should lead to the concept of sustainable development. There is an interest in Yugoslavia for international co-operation with Danubian countries and vice versa, as well as the concern for environmental in the Yugoslavian part of the Danube basin, problems and means for management of pollution sources in the area. (author)

  12. 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"

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

    International Nuclear Information System (INIS)

    Yamamoto, Shinji

    2009-01-01

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

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

    Science.gov (United States)

    Seitova, Dinara

    2016-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Perlat Lame

    2004-01-01

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

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

    International Nuclear Information System (INIS)

    Lee, Eui Jin

    2005-01-01

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

  17. Developing Humanities Collections in the Digital Age: Exploring Humanities Faculty Engagement with Electronic and Print Resources

    Science.gov (United States)

    Kachaluba, Sarah Buck; Brady, Jessica Evans; Critten, Jessica

    2014-01-01

    This article is based on quantitative and qualitative research examining humanities scholars' understandings of the advantages and disadvantages of print versus electronic information resources. It explores how humanities' faculty members at Florida State University (FSU) use print and electronic resources, as well as how they perceive these…

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

    Directory of Open Access Journals (Sweden)

    Micu Bogdan Ghilic

    2011-01-01

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

  19. Use of Case Study Methods in Human Resource Management, Development, and Training Courses: Strategies and Techniques

    Science.gov (United States)

    Maxwell, James R.; Gilberti, Anthony F.; Mupinga, Davison M.

    2006-01-01

    This paper will study some of the problems associated with case studies and make recommendations using standard and innovative methodologies effectively. Human resource management (HRM) and resource development cases provide context for analysis and decision-making designs in different industries. In most HRM development and training courses…

  20. The Strategic Role of Human Resources Development in the Management of Organizational Crisis

    Directory of Open Access Journals (Sweden)

    Cristina MANOLE

    2011-06-01

    Full Text Available Together with the global economic crisis, the impact of organizational crises on human capital and its performances has become increasingly obvious. From this perspective, the strategic role of human resources’ development is crucial, being analyzed in this article. It provides the conceptual basis for human resource management practitioners, to understand how to strengthening and developing human potential enables the construction of crisis management skills, manifested at the institutional level.

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

    Science.gov (United States)

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

    2013-01-01

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

  2. THE STRATEGIC DEVELOPMENT OF HUMAN RESOURCES-IMPERATIVE REQUIREMENT OF THE PUBLIC ADMINISTRATION REFORM

    OpenAIRE

    Cristina MANOLE

    2011-01-01

    Together with the global economic crisis, the impact of organizational crises on human capital and its performances has become increasingly obvious. From this perspective, the strategic role of human resources’ development is crucial. This development can help the organizational management to improve their operational abilities, that allow a better management of the existing crises and also preventing future one. Most researchers agree that the strategic development of human resources implies...

  3. Rethinking Teacher Workforce Development: A Strategic Human Resource Management Perspective

    Science.gov (United States)

    Smylie, Mark A.; Miretzky, Debra; Konkol, Pamela

    2004-01-01

    In this chapter, the authors focus on teacher development as a collective and organizational issue. They begin with a brief review of conventional approaches to teacher workforce development and management, including current critiques of these efforts, their possible consequences, and an overview of the recent calls for more comprehensive,…

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

    Directory of Open Access Journals (Sweden)

    Berber Nemanja

    2014-01-01

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

  5. Developing Military Human Resources Managers for Senior Level Positions

    National Research Council Canada - National Science Library

    McPhaul, Jr, John H

    2008-01-01

    Army transformation efforts are focusing on developing an Army capable of responding to a wide range of contingency operations given the unpredictable and complex security environment demands of the world...

  6. Human Resources

    International Nuclear Information System (INIS)

    2006-01-01

    For ENSA, people are the fundamental base for achieving the Comany's objectives, and for this reason it tries to obtain their commitment by offering employability and stability, by integrating and motivating, by securing loyalty and recognizing merits, by putting training and improvement plans into place, and by rewarding hard work and maximizing their potential and professional performance. The company's current staff is composed of approximately 400 workers, including shop personnel and senior and middle-level technical personnel. ENSA is based on a series of values that provide a common direction to everyone in the Company and some guidelines for its daily activity based on: Customer orientation; Quality; Competitiveness (understood as a continuous effort to excel): Excellence; continuous improvement; Rigor; Safety; Personal development; Teamwork; Transparency and Communication; Honesty and Ethics. Regarding reconciliation of family and professional life, the Management has prepared a package of measures, in collaboration with the workers representatives, to improve the staff's quality of life. Following is a description of the ENSA H. R. organization and responsibilities. (Author)

  7. Strategic Human Resource Development in Hospitality Crisis Management: A Conceptual Framework for Food and Beverage Departments

    OpenAIRE

    Ala`a Nimer AbuKhalifeh; Ahmad Puad Mat Som; Ahmad Rasmi AlBattat

    2013-01-01

    Crisis management has been a largely unnoticed territory in human resource development. Despite the increased impact of organizational crises on individual and organizational performance, it remains to be an issue that must be recognized and addressed. This paper reviews the current literature on hotel industry crisis management, its progression and effective crisis management framework. Garavan`s strategic human resource model as a guiding framework is discussed to help understand the variou...

  8. Sustainable development goals and the human resources crisis.

    Science.gov (United States)

    Freer, Joseph

    2017-01-01

    Achieving universal health coverage by 2030 requires that lessons from the Millennium Development Goals must be heeded. The most important lesson is that the workforce underpins every function of the health system, and is the rate-limiting step. The three dimensions that continue to limit the success of the development agenda are availability, distribution and performance of health workers - and the Sustainable Development Goals cannot be achieved without addressing all three. Hence, the traditional response of scaling up supply is inadequate: a paradigm shift is required in the design of systems that can properly identify, train, allocate and retain health workers. © The Author 2016. Published by Oxford University Press on behalf of Royal Society of Tropical Medicine and Hygiene. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  9. Human Resources Development for Jordan’s Nuclear Energy Programme

    International Nuclear Information System (INIS)

    Malkawi, Salaheddin; Amawi, Dala’

    2014-01-01

    Jordan's HRD strategy: • Utilize Jordan’s academic infrastructure: – 25 Universities (10 public & 15 private); – 35 Community Colleges (15 public & 20 private). • Build on existing programmes and establish new ones to support Nuclear Energy Programme. • Nuclear Education in Jordan: – B. Sc. Nuclear Engineering at Jordan University of Science & Technology (JUST); – M. Sc. Nuclear Physics at University of Jordan, Yarmouk University and Al-Balqa Applied University. • Scholarships for M. Sc. and Ph. D in Nuclear Engineering and Nuclear Science from Universities outside Jordan: – United States, Russia, France, Japan, China, Korea. Utilization of JSA and JRTR; • Vendor supplied training; • Support through Nuclear Cooperation Agreements; • IAEA Technical Cooperation; • Development of a Jordan-Specific Qualification and Certification Programmes; • Specialized Training in International Codes & Standards: – Transition to JNRC Developed/Adopted Standards, Codes, Regulations

  10. Education Factor and Human Resources Development - Albania Case

    Directory of Open Access Journals (Sweden)

    Sonila Berdo

    2010-04-01

    Full Text Available Conflicts and disputes among people are an integral part of everyday life, of our private and professional life. They can be of any kind, from social, commercial, family related disputes up to those between the states themselves. Just as the types and natures of disputes increase with the economic and cultural development of any society, the mechanisms of dealing with them take a special importance as well. Besides dispute resolution by state bodies that are established by law, alternative ways for resolving disputes are developing increasingly and are receiving a special importance as well. The alternative solution of a dispute is nothing more than an alternative for resolving the dispute outside the judicial system, where the main ways are mediation and arbitration. Alternative solutions to disputes are widespread in countries of common law systems, considering that most disputes are solved in this way. In this article we will examine mediation and its development especially in Albania. Mediation is a way to resolve disputes between two or more parties, where a third person, the mediator, negotiates with the parties so that they arrive at a solution acceptable to all.

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

    International Nuclear Information System (INIS)

    2002-07-01

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

  12. Country report on human resource development in nuclear field

    International Nuclear Information System (INIS)

    Wanitsuksombut, Warapon; Noochpramool, Kovit

    2000-01-01

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

  13. World Bank Education Policy and Human Resource Development in Sub-Saharan Africa

    Science.gov (United States)

    Mutamba, Charlene

    2014-01-01

    There is increasing interest in the intersection of education and training through societal development in the developing world, a concept linked to national human resource development (NHRD). In addition, education and training is known to correlate strongly with employment outcomes that are connected to economic success, health and family…

  14. Human Resource Development to Facilitate Experiential Learning: The Case of Yahoo Japan

    Science.gov (United States)

    Matsuo, Makoto

    2015-01-01

    Although work experiences are recognized as important mechanisms for developing leaders in organizations, existing research has focused primarily on work assignments rather than on human resource development (HRD) systems that promote experiential learning of managers. The primary goal of this study was to develop an HRD model for facilitating…

  15. 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.

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

    International Nuclear Information System (INIS)

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

    2009-01-01

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

  17. Developing and sustaining human resources in the health supply chain in Ethiopia

    DEFF Research Database (Denmark)

    Kälvemark Sporrong, Sofia; Traulsen, Janine M; Damene Kabtimer, Woynabeba

    2016-01-01

    management. The aim of this study was to explore the current status of the development of human resources in health supply chain management in Ethiopia and to identify important factors affecting this development. METHODS: A series of face-to-face interviews with key stakeholders was carried out in 2014...... and training, and Barriers and enablers. Results confirm the development of human resources in health supply chain management in many areas. However, several problems were identified including lack of coordination, partly due to the large number of stakeholders; reported high staff mobility; and a lack...... of overall strategy regarding the job/career structures necessary for maintaining human resources. Rural areas have a particular set of problems, including in transportation of goods and personnel, attracting and keeping personnel, and in communication and access to information. CONCLUSIONS: Ethiopia...

  18. 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.

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

    Science.gov (United States)

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

    2015-01-01

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

  20. Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective

    Science.gov (United States)

    Peterson, Shari L.

    2004-01-01

    This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…

  1. Learning Agreements and Socially Responsible Approaches to Professional and Human Resource Development in the United Kingdom

    Science.gov (United States)

    Wallis, Emma

    2008-01-01

    This article draws upon original qualitative data to present an initial assessment of the significance of learning agreements for the development of socially responsible approaches to professional and human resource development within the workplace. The article suggests that the adoption of a partnership-based approach to learning is more…

  2. Human Resource Development Practices as Determinant of HRD Climate and Quality Orientation

    Science.gov (United States)

    Hassan, Arif; Hashim, Junaidah; Ismail, Ahmad Zaki Hj

    2006-01-01

    Purpose: The aim of the study was to measure employees' perception of human resource development (HRD) practices, to explore whether ISO certification leads to any improvements in HRD system, and to examine the role of HRD practices on employees' development climate and quality orientation in the organization. Design/methodology/approach: A total…

  3. 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…

  4. Human Resource Development in the Irish Hotel Industry: The Case of the Small Firm.

    Science.gov (United States)

    Nolan, Clara

    2002-01-01

    A profile of small businesses in the Irish hotel industry shows that all claim to believe in human resource development but few practice it. Small hotels favor informal, specific job training focused on solution of immediate problems rather than long-term development. (Contains 119 references.) (SK)

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

    Directory of Open Access Journals (Sweden)

    Paul P. IVAN

    2014-04-01

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

  6. Developing and sustaining human resources in the health supply chain in Ethiopia: barriers and enablers.

    Science.gov (United States)

    Kälvemark Sporrong, Sofia; Traulsen, Janine M; Damene Kabtimer, Woynabeba; Mekasha Habtegiorgis, Bitsatab; Teshome Gebregeorgise, Dawit; Essah, Nana Am; Khan, Sara A; Brown, Andrew N

    2016-01-01

    The health supply chain is often the weakest link in achieving the health-related Millennium Development Goals and universal health coverage, requiring trained professionals who are often unavailable. In Ethiopia there have been recent developments in the area of health supply chain management. The aim of this study was to explore the current status of the development of human resources in health supply chain management in Ethiopia and to identify important factors affecting this development. A series of face-to-face interviews with key stakeholders was carried out in 2014. The interviews were conducted using a semi-structured interview guide. The interview guide comprised 51 questions. A qualitative analysis of transcripts was made. A total of 25 interviews were conducted. Three themes were identified: General changes: recognition, commitment and resources, Education and training, and Barriers and enablers. Results confirm the development of human resources in health supply chain management in many areas. However, several problems were identified including lack of coordination, partly due to the large number of stakeholders; reported high staff mobility; and a lack of overall strategy regarding the job/career structures necessary for maintaining human resources. Rural areas have a particular set of problems, including in transportation of goods and personnel, attracting and keeping personnel, and in communication and access to information. Ethiopia is on the way to developing a nationwide viable system for health supply chain management. However, there are still challenges. Short-term challenges include the importance of highlighting strategies and programs for human resources in health supply chain management. In the long term, commitments to financial support must be obtained. A strategy is needed for the further development and sustainability of human resources in the health supply chain in Ethiopia.

  7. The Importance of Intangible Resources in Regional Developing:human capital, social capital

    OpenAIRE

    POPA Florina

    2010-01-01

    A region’s competitiveness is the product of its creative, attractive and maintenance activities which may increase its influence, assuming that for a sustainable economic development there are needed both the existence of resources and the implementation of some policies conductive to growth,employment and stability. The study focuses on the importance of intangible resources highlighting – human capital, social capital, the relationships they create within the region and the influence they ...

  8. Perancangan SIMRS Terintegrasi Modul Human Resource Development Pada Rumah Sakit Pendidikan

    Directory of Open Access Journals (Sweden)

    A.A Primaningrat Gita Puspita

    2015-11-01

    Full Text Available Human resources at the hospital consists of many kind of disciplines and professions that can be divided into Medical and Non-Medical Personnel. Management Information System Human Resource Development Module needed to accelerate and facilitate the processing of employee data and helpful for management decision making. The module also needs to be integrated with the Payroll Module to facilitate the process of Payroll and remuneration in the hospital. Stage of the system design was conducted by TAS (Total Architecture Syntesis, they are the determination of initial scope, determination of needs, determination of business processes, system design, and evaluation. Human Resource Development Module contains the data collection process, transfer, performance assessment, absences, schedulin, hiring, and reporting. Payroll module contains Payroll and remuneration. This work described by Data Flow Diagrams, Database Structure, and User Interface Design. This design can be used as guidelines for programmers in the manufacture of Hospital Information System are integrated.

  9. THE QUALITY OF HUMAN RESOURCES – A REQUEST FOR HOTEL INDUSTRY DEVELOPMENT. A THEORETICAL APPROACH

    Directory of Open Access Journals (Sweden)

    Aruștei Carmen Claudia

    2013-04-01

    Full Text Available In this article we focus on the importance of human resource quality from hotel industry in obtaining quality services and further more in obtaining hotel industry development. We address this issue due to the fact that, usually, when talking about tourism or hotel industry development, the literature in the field offers macro solutions like, infrastructure development, service/product development and/or improving service quality. We consider that a micro approach is also important and from this perspective, we emphasis the role of human resource quality for industry development. The quality of human resources, as a dimension of service quality was not detailed extensively by the literature in the field but we found it relevant for hotel industry development, as this industry it is a service industry, and as Ritz-Carlton Company’s motto say “service comes only from people”. In this article we focus on the importance of human resource quality from hotel industry in obtaining quality services and further more in obtaining hotel industry development. We address this issue due to the fact that, usually, when talking about tourism or hotel industry development, the literature in the field offers macro solutions like, infrastructure development, service/product development and/or improving service quality. We consider that a micro approach is also important and from this perspective, we emphasis the role of human resource quality for industry development. The quality of human resources, as a dimension of service quality was not detailed extensively by the literature in the field but we found it relevant for hotel industry development, as this industry it is a service industry, and as Ritz-Carlton Company’s motto say “service comes only from people”. In this article we focus on the importance of human resource quality from hotel industry in obtaining quality services and further more in obtaining hotel industry development. We address this

  10. THE QUALITY OF HUMAN RESOURCES – A REQUEST FOR HOTEL INDUSTRY DEVELOPMENT. A THEORETICAL APPROACH

    OpenAIRE

    Arustei Carmen Claudia

    2013-01-01

    In this article we focus on the importance of human resource quality from hotel industry in obtaining quality services and further more in obtaining hotel industry development. We address this issue due to the fact that, usually, when talking about tourism or hotel industry development, the literature in the field offers macro solutions like, infrastructure development, service/product development and/or improving service quality. We consider that a micro approach is also important and from t...

  11. 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

  12. Employee Self Service-based Human Resources Information System Development and Implementation. Case Study: BCP Indonesia

    Directory of Open Access Journals (Sweden)

    Lestari Margatama

    2017-01-01

    Full Text Available Human Resources Information System is a Decision Support System that provides necessary information regarding human resources in an organization. Web-based e-HR is one of the best practical solution in human resources management that allows employees to focus more on their job instead of HR administration procedures. By implementing Employee Self Service (ESS it is expected that worker satisfaction can be improved and in turn will also improve employees’ performance. The web-based ESS is characterized by personalized information approach which offers personal and management services on information access and structured workflow process. The object covered in this research is HR administration of PT. BCP to create and implement ESS with system prototype development and UML modeling tool. The resulting system is designed to quickly access the information and company procedures to shorten the time for BCP’s employee administration and documentation

  13. Exploring the Strategic Role of Human Resource Development in Organizational Crisis Management

    Science.gov (United States)

    Wang, Jia; Hutchins, Holly M.; Garavan, Thomas N.

    2009-01-01

    Crisis management has been a largely overlooked territory in human resource development (HRD) despite the increasingly recognized impact of organizational crises on the individual and organizational performance. This article explores the strategic role of HRD in the context of organizational crisis management using Garavan's strategic HRD model as…

  14. Bridging the Gap between Human Resource Development and Adult Education: Part Two, the Critical Turn

    Science.gov (United States)

    Hatcher, Tim; Bowles, Tuere

    2014-01-01

    Human resource development (HRD) as a scholarly endeavor and as a practice is often criticized in the adult education (AE) literature and by AE scholars as manipulative and oppressive and, through training and other interventions, controlling workers for strictly economic ends (Baptiste, 2001; Cunningham, 2004; Schied, 2001; Welton, 1995). The…

  15. The Factors and Conditions for National Human Resource Development in Brazil

    Science.gov (United States)

    Sparkman, Torrence E.

    2015-01-01

    Purpose: The purpose of this paper is to understand the factors and conditions that influence national human resource development (NHRD) in Brazil. In this paper, the transitioning nature of the political, economic, social and educational conditions; the current challenges and trends that may impact NHRD; and the current status of NHRD research in…

  16. Bridging the Gap between Human Resource Development and Adult Education: Part One, Assumptions, Definitions, and Critiques

    Science.gov (United States)

    Hatcher, Tim; Bowles, Tuere

    2013-01-01

    Human resource development (HRD) as a scholarly endeavor and as a practice is often criticized in the adult education (AE) literature and by AE scholars as manipulative and oppressive and, through training and other interventions, controlling workers for strictly economic ends (Baptiste, 2001; Cunningham, 2004; Schied, 2001; Welton, 1995).…

  17. Recognizing and Accommodating Employees with PTSD: The Intersection of Human Resource Development, Rehabilitation, and Psychology

    Science.gov (United States)

    Hughes, Claretha; Lusk, Stephanie L.; Strause, Stephanie

    2016-01-01

    All employees within the workplace must be treated fairly and equitably including those with disabilities who may require accommodations that serve to increase access to and maintenance of competitive employment. Human Resource Development (HRD) researchers and practitioners have experience in accommodating employees with disabilities but are now…

  18. Andragology and social capital theory: the implications for human resource development

    NARCIS (Netherlands)

    Kessels, Joseph; Poell, Rob F.

    2004-01-01

    The problem and the solution. This article portrays a perspective from andragogy, individual learning, and social capital theory as a contribution to the discussion on the relationship between adult learning theory and human resource development (HRD). Andragogy and social capital theory may offer a

  19. Neoclassical and Institutional Economics as Foundations for Human Resource Development Theory

    Science.gov (United States)

    Wang, Greg G.; Holton, Elwood F., III

    2005-01-01

    In an effort to more comprehensively understand economics as a foundation of human resource development (HRD), this article reviews economic theories and models pertinent to HRD research and theory building. By examining neoclassical and neoinstitutional schools of contemporary economics, especially the screening model and the internal labor…

  20. Human Resource Development (HRD) Evaluation and Principles Related to the Public Interest

    Science.gov (United States)

    Russ-Eft, Darlene F.

    2009-01-01

    This paper examines the issues involved in the use of ethical standards related to social responsibility using the two ethical codes: the American Evaluation Association "Guiding Principles for Evaluators" and the Academy of Human Resource Development "Standards on Ethics and Integrity." This examination will take the perspective of an internal…

  1. Critical Review on Power in Organization: Empowerment in Human Resource Development

    Science.gov (United States)

    Jo, Sung Jun; Park, Sunyoung

    2016-01-01

    Purpose: This paper aims to analyze current practices, discuss empowerment from the theoretical perspectives on power in organizations and suggest an empowerment model based on the type of organizational culture and the role of human resource development (HRD). Design/methodology/approach: By reviewing the classic viewpoint of power, Lukes'…

  2. Exploring the Relationship between Human Resource Development Functions and the Mentoring Process: A Qualitative Study

    Science.gov (United States)

    Cole, Ann F.; McArdle, Geri; Clements, Kimberly D.

    2005-01-01

    Human resource development professionals are in a unique position to help organizations achieve maximum positive impact and avoid legal difficulties when implementing mentoring programs. This case study explored a formal mentoring program that was data-based and linked to HRD in order to advance the mentoring process as an effective individual and…

  3. Robert Owen: A Historiographic Study of a Pioneer of Human Resource Development

    Science.gov (United States)

    Hatcher, Tim

    2013-01-01

    Purpose: The purpose of this paper is to investigate the ideals and activities of the nineteenth century Welsh industrialist and reformer Robert Owen (1771-1858), and how they informed modern human resource development (HRD) concepts and practices and provided evidence of Owen as a HRD pioneer. Design/methodology/approach: Historiography provided…

  4. Critiquing Human Resource Development's Dominant Masculine Rationality and Evaluating Its Impact

    Science.gov (United States)

    Bierema, Laura L.

    2009-01-01

    The purpose of this article is to critique human resource development's (HRD) dominant philosophy, practices, and research; illustrate how they negatively affect women HRD practitioners and recipients; and recommend alternative conceptualizations of the field. This article is grounded in a critical feminist theoretical framework, draws on critical…

  5. Managers' perspectives on recruitment and human resource development practices in primary health care.

    Science.gov (United States)

    Lammintakanen, Johanna; Kivinen, Tuula; Kinnunen, Juha

    2010-12-01

    The aim of this study is to describe primary health care managers' attitudes and views on recruitment and human resource development in general and to ascertain whether there are any differences in the views of managers in the southern and northern regions of Finland. A postal questionnaire was sent to 315 primary health care managers, of whom 55% responded. The data were analysed using descriptive statistics and cross-tabulation according to the location of the health centre. There were few differences in managers' attitudes and views on recruitment and human resource development. In the southern region, managers estimated that their organization would be less attractive to employees in the future and they were more positive about recruiting employees abroad. Furthermore, managers in the northern region were more positive regarding human resource development and its various practices. Although the results are preliminary in nature, it seems that managers in different regions have adopted different strategies in order to cope with the shrinking pool of new recruits. In the southern region, managers were looking abroad to find new employees, while in the northern region, managers put effort into retaining the employees in the organization with different human resource development practices.

  6. Human Resource Development Scholar-Practitioners: Connecting the Broken Divide of Research and Practice

    Science.gov (United States)

    Banks, Claretha H.; Wang, Jia; Zheng, Wei; McLean, Laird

    2007-01-01

    The challenge of combining research and practice in HRD [Human Resource Development] led to continuing debate concerning who are scholar-practitioners and how they combine research and practice in the workplace. A study of seven scholar-practitioners provides some answers for HRD scholar-practitioners on connecting research and practice. The…

  7. The Lavender Ceiling atop the Global Closet: Human Resource Development and Lesbian Expatriates

    Science.gov (United States)

    Gedro, Julie

    2010-01-01

    This literature review will examine international assignments as career development opportunities and uncover multiple issues and considerations with respect to lesbians and international assignments. There is a clear interest in the fields of management and human resource management in the privileges, challenges, and opportunities of…

  8. Intervention Research and Its Influence on Nonintervention Research in Human Resource Development

    Science.gov (United States)

    Park, Sunyoung; Chae, Chungil

    2017-01-01

    Purpose: The purpose of this paper is to identify how intervention research weighed in nonintervention research in the field of human resource development (HRD) by examining the number, citation frequency and use of experimental studies in HRD academic journals. Design/methodology/approach: A total of 2,700 articles published between 1990 and 2014…

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

    OpenAIRE

    Haslinda Abdullah

    2009-01-01

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

  10. The correlation between the development of human resource in education and the Romanian economy

    Directory of Open Access Journals (Sweden)

    Daniela Pintilie

    2010-12-01

    Full Text Available This article is a thorough reflection on development of human resources and on influence they have programs career development of individual improvement. Representative data describe the impact of development programs on educational career. Education plays an essential role in the life of the individual both in terms of career, as well as economically. In this sense, the informations and the representative data which characterizes the Romanian educational system and ensure quality in education, are in important issue.

  11. Strategic relationship between innovation development and management of human resources potential in the region

    Directory of Open Access Journals (Sweden)

    Anastasiya Nikolaevna Kozitsina

    2015-03-01

    Full Text Available The modern concept for modernization of Russia’s economy, put forward by the federal executive authorities, provides for an innovation development model. It is believed that only innovation is able to solve many problems that the Russian economy faces, and first of all, the enhancement of its competitiveness. One of the problems of Russia’s innovation system consists in the lack of resources and in their inefficient use in certain directions of development of innovation activity: outdated production capacities and facilities and equipment at research organizations; ageing of staff; limited access to financial resources. The availability and condition of these resources, the opportunities for their usage – in other words, the choice of innovation development strategy, all these factors determine the effectiveness of innovation activity in the region. The article provides a classification of the region’s innovation strategies. Due to the fact that the most important factor in achieving innovation economic development is the improvement of the quality of human resources, the authors highlight the issue of strategic compliance between the innovation development of the region and human resources management. The authors define the strategy for innovative development of Krasnoyarsk Krai on the basis of the proposed methodology according to the methodology of strategic compliance; they also give recommendations on human resources management in the region. The authors use analytical and statistical methods of research, and they take into consideration relevant scientific publications of domestic and foreign scientists. The research findings can be applied in the implementation of the concept for innovation development of the region

  12. THE MANAGEMENT OF HUMAN RESOURCE DEVELOPMENT IN AR RAIHAN BANDAR LAMPUNG JUNIOR HIGH SCHOOL

    Directory of Open Access Journals (Sweden)

    Betti Nuraini

    2014-11-01

    Full Text Available This case study portrays the human resources development management in Junior High School Ar Raihan Bandar Lampung. It was designed into five stages, i.e. planning, designing (determining, collecting data, analyzing data, and drawing conclusion. The study found that (1 the selection process the teachers’, librarians’ and laboratory personnels’ recruitment was nil; (2 the recruitment gave priority only to teachers, counselors, and administrative staff;; (3 the employment of librarians and laboratory assistants becomes a second priority compared to teachers, counselors, and administrative staff; (5 the school gave an equal renumeration to the teachers and the education personnel; (6 the focus of human development was on teachers.

  13. 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.

  14. 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.

  15. The Synergy between City Human Resources and City Economy Development Based on the City Marketing: The Case of Chengdu

    Directory of Open Access Journals (Sweden)

    Bo Pu

    2014-01-01

    Full Text Available City human resources and the city economic development have a synergistic effect to attract high-quality talent and to encourage the sustainable development of the urban economy in the city marketing. Based on synergetics, we find out the evaluation indexes between the city human resources subsystem and urban economic development subsystem and constructed the evaluation system and model, and then used the yearbook data of Chengdu human resources and economic development from 2002 to 2012 and carried on empirical research. The results show that the level of coordinated development is weak between city human resources and city economic development at Chengdu, but it keeps rising slowly. The strong policy support shall be provided to Chengdu human resources and economic development by Chengdu government.

  16. ECONOMICS OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    IOANA - JULIETA JOSAN

    2011-04-01

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

  17. Personal view of educating two-phase flow and human resource development as a nuclear engineer

    International Nuclear Information System (INIS)

    Hotta, Akitoshi

    2010-01-01

    As an engineer who has devoted himself in the nuclear industry for almost three decades, the author gave a personal view on educating two-phase flow and developing human resources. An expected role of universities in on-going discussions of collaboration among industry-government-academia is introduced. Reformation of two-phase flow education is discussed from two extreme viewpoints, the basic structure of physics and the practical system analysis. (author)

  18. Goal Setting Theory: What It Implies for Strategic Human Resource Development

    OpenAIRE

    AVCI, Ömer

    2016-01-01

    Among numerous motivational theories, goal setting theory particularly can serve strategic human resource development practices. The goal-setting theory suggests that organizational goals have to be communicated clearly and the goals need to be specific enough. Another feature of goal-setting is that they need not be too easy or perceived to be impossible to fulfill. SHRD personnel should keep in mind that some employees prefer to work individually toward fulfilling a goal, while others prefe...

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

    International Nuclear Information System (INIS)

    2001-06-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2001-06-01

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

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

    Science.gov (United States)

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

    2017-01-01

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

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

    International Nuclear Information System (INIS)

    Yousif, Eltayeb H. Elneel

    2014-01-01

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

  3. Academy of Human Resource Development Conference Proceedings (Raleigh-Durham, North Carolina, March 8-12, 2000).

    Science.gov (United States)

    Kuchinke, K. Peter, Ed.

    This two-volume document contains the proceedings of the 2000 conference of the Academy of Human Resource Development (AHRD). Volume 1 contains the following materials: conference overview; text of a town forum on social responsibility and human resource development (HRD); papers from symposia 1-24; and papers from innovative sessions 1-4. The…

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

    International Nuclear Information System (INIS)

    Simo, A.; Nyobe, J.B.

    2004-01-01

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

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

    International Nuclear Information System (INIS)

    Simo, A.; Nyobe, J.B.

    2004-01-01

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

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

    International Nuclear Information System (INIS)

    Shadrack, A.

    2014-01-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2014-07-01

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

  8. EVALUATION OF EDUCATION IMPLEMENTATION OF TRAINING PIM III IN AGENCY OF HUMAN RESOURCE DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    Kencana Sari

    2017-12-01

    Full Text Available This study is a qualitative research aims to find out how the implementation of leadership level III training at Human Resources Development Board of Province of South Sumatera based on: (1 participant's satisfaction covers: participant's satisfaction to widyaiswara or resource person, participant's satisfaction to organizer committee service, participant's satisfaction on training materials, participant's satisfaction on training schedule, Participants on training facilities and infrastructure, and participant's satisfaction with the training consumption; (2 learning activities include: participant activity in learning process, widyaiswara activity or resource in learning process, and organizer activity of organizer in learning process; (3 changes in the behavior of alumni after returning to their respective duties, including: behavioral changes in implementing management functions, behavior change in task delegation, behavior change in coordination, and behavior change in decision making; (4 Impact of change in employment behavior of alumni to improve agency performance; and (5 Impact of change in work behavior of alumni to improve service quality of institution.

  9. Group attributional training as an effective approach to human resource development under team work systems.

    Science.gov (United States)

    Wang, Z M

    1994-07-01

    An experimental programme of group attributional training under team work system was conducted as part of human resource development in Chinese industrial enterprises. One hundred and ten shopfloor employees participated in the study. Among them, 58 employees took part in the factorial-designed experiment to find out the effects of attributions on performance, and 52 employees of ten work groups participated in the group attributional training programme twice a week for two months. The results showed that the group attributional training was effective in modifying employees' attributional patterns and enhancing group performance and satisfaction. On the basis of the results, an attributional model of work motivation is proposed, and its theoretical and practical implications for human resource management discussed.

  10. Lenses on ‘Japaneseness’ in the Development Cooperation Charter of 2015: Soft power, human resources development, education and training

    OpenAIRE

    King, Kenneth

    2016-01-01

    The Working Paper provides a critical analysis of the 2015 Development Assistance Charter, paying particular attention to its case for Japan’s comparative advantage and uniqueness in its development cooperation policies and practice. The term ‘Japaneseness’ is used as a shorthand for this ‘Japan brand ODA’. The paper’s focus is especially on the softer side of Japanese aid, notably its long history of concern with human resources development, knowledge creation, and self-help. These prioritie...

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

    International Nuclear Information System (INIS)

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

    2006-01-01

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

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

    International Nuclear Information System (INIS)

    Ngo Qui Viet; Vu Dang Ninh

    2000-01-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2000-12-01

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

  14. Development of a Centralized Human Resource Information System of Cavite State University

    Directory of Open Access Journals (Sweden)

    Jeffrey F. Papa

    2016-08-01

    Full Text Available This study focused in the automation and improvement of the Human Resource services. This includes managing of employees’ records, facilitating requests and processing of leave credits in accordance to the Civil Service Commission (CSC rules and regulation, tracking the employees' performance and skills, generating reports needed, and analyzing of employee information that will help in the decision making. This also includes attendance monitoring using biometrics, calculation of tardiness and absences of employees, and processing and printing of payroll. The system is developed using Visual Basic.Net, as the main programming language, SQL Server 2008 for back end database, MS Word and MS Excel for all needed reports. Two (2 units of computers that served as server and client, network devices and finger print biometric scanner completed the set-up of the developed system. The developed system consists of three (3 major application software or modules such as the Human Resource Information System, the Fingerprint Attendance System and the Payroll Alert System. The Human Resource Information System is used in the processing of employee records of the HR office. The Fingerprint Attendance System is used for getting the employee’s time-in and time-out for their attendance. The Payroll Alert System is used in notifying the accounting staff to generate the payroll on time. Test results based on efficiency in terms of CPU and memory usage, processing speed and accuracy of data, and consistency of outputs turned out favorable to the system. Forty respondents composed of faculty and administrative personnel of Cavite State University rated the system as “Excellent” with an overall mean of 4.73. It signifies that the developed system is acceptable and functions according to its preferred specifications.

  15. Developing the function of human resource management with a view to building competitive advantage of enterprises in Bosnia and Herzegovina

    Directory of Open Access Journals (Sweden)

    Adisa Delić

    2014-12-01

    Full Text Available Contemporary business environment generates hyper changes and hyper competition, which is why enterprises are challenged to search for new sources to preserve and build competitive advantage in the global marketplace. In the theory and practice of management, the general view is that people and their knowledge are becoming a fundamental value in modern enterprises, and that successful human resource management is an important determinant of competitiveness. However, the importance of having specific knowledge and skills in the enterprises in Bosnia and Herzegovina (BiH is still not recognized and human resources of these enterprises are not treated in accordance with their importance. Therefore, the objective of this paper is to point to the state and prospects of human resource development in the enterprises in BiH in the context of improving their competitiveness. This paper includes the results of one part of the empirical research covering 120 enterprises from BiH. The research was conducted in order to identify and analyze the situation in the field of key phases of human resource management in these enterprises (job analysis, human resource planning, management and selection of human resources, training and human resource development, evaluation of work performance, selection and implementation of the reward system, and management of human resource fluctuation. Based on the results, it can be concluded that the human resource management in these enterprises is underdeveloped when viewed as a special managerial function or business function, but also when treated as a separate modern business orientation in which people and their knowledge are the key value in the enterprise. The study results also show inadequate organizational treatment of human resource management in the enterprises in BiH, considering that managers’ awareness about the importance of establishing a department of human resources in these enterprises is still not

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

    Science.gov (United States)

    Teklehaimanot, Hailay D; Teklehaimanot, Awash

    2013-08-20

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

  17. Regional programme on quality control of radioimmunoassay: Development of human resources and external quality assessments

    International Nuclear Information System (INIS)

    Quiroga, S.; Torres, M.; Mendizabal, A.F.; Farinati, Z.; Galanternik, A.

    1986-01-01

    Since 1978 the authors have been concerned with helping to standardize radioimmunoassay (RIA) methodology in Argentina and other Latin American countries by: (1) developing human resources through courses on quality control of RIA and training of fellows, and (2) developing four external quality assessment (EQA) schemes to evaluate the performance of laboratories in determining several analytes by RIA. The number of collaborating laboratories increased between the first and fourth schemes. The average analytical performance achieved by the participants in each scheme was estimated by the average between-laboratory variation. Thyroxine, cortisol and tri-iodothyronine were measured the most accurately. Different problems were evident in the RIAs of thyrotrophin, luteinizing hormone, follicle stimulating hormone, prolactin, testosterone, progesterone, cortisol, immunoglobulin E and human growth hormone. RIA of oestradiol showed the worst accuracy. Analysis of the results showed an increasing interest in RIA quality control as it was found to improve the reliability of RIA. (author)

  18. The Barrier and Strategy of Higher Education in Developing Human Resources

    Directory of Open Access Journals (Sweden)

    Muhammad Zakiy

    2018-03-01

    Full Text Available The purpose of this study is to find out the characteristics of human resources, the barriers and strategies of college in developing human resource. This is a library research. The results of this study are a. Characteristics of human resources are: (1 kafa’ah, (2 himmatul-’amal, (3 amanah; b. The obstacles faced by college, both Islamic and public universities as producers of sharia-based human resources are the limitations of Islamic finance economists who comprehensively master financial economics and sharia sciences, the limitations of sharia based teaching curriculum, the lack of textbooks on sharia economics, no linkage with sharia financial institutions and limited funds so research on sharia economy is still very limited; (c. The strategies that can be done by universities are: looking for qualified human resources, having good intangible asset and quality system and organizational support. From these strategies, it is expected that college can contribute by providing qualified practitioners and academicians of sharia economic. Tujuan penelitian ini adalah untuk mengetahui karakteristik Sumber Daya Insani (SDI, Hambatan perguruan tinggi dalam mengembangkan SDI, dan strategi perguruan tinggi dalam mengembangkan SDI. Penelitian ini menggunakan pendekatan library research. Hasil penelitian ini adalah a. Karakteristik dari SDI adalah Sumber Daya Manusia (SDM yang bercirikan tiga hal, yaitu: (1 kafa’ah, (2 himmatul-‘amal, (3 amanah; b. Hambatan yang dihadapi perguruan tinggi baik PTAI (perguruan Tinggi Agama Islam maupun umum sebagai penyedia SDI berbasis ekonomi syariah adalah keterbatasan ahli ekonomi keuangan Islam yang menguasai secara komprehensif ekonomi keuangan dan ilmu syariah, keterbatasan segi kurikulum pengajaran yang berbasis syariah, kurangnya buku teks tentang ekonomi syariah, belum adanya linkage dengan lembaga keuangan syariah dan keterbatasan dana sehingga riset tentang ekonomi syariah masih sangat terbatas

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

    Science.gov (United States)

    Duza, M B

    1987-01-01

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

  20. 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...

  1. Water resources development in Santa Clara Valley, California: insights into the human-hydrologic relationship

    Energy Technology Data Exchange (ETDEWEB)

    Reynolds, Jesse L. [Univ. of California, Berkeley, CA (United States)

    2000-06-01

    Groundwater irrigation is critical to food production and, in turn, to humankind's relationship with its environment. The development of groundwater in Santa Clara Valley, California during the early twentieth century is instructive because (1) responses to unsustainable resource use were largely successful; (2) the proposals for the physical management of the water, although not entirely novel, incorporated new approaches which reveal an evolving relationship between humans and the hydrologic cycle; and (3) the valley serves as a natural laboratory where natural (groundwater basin, surface watershed) and human (county, water district) boundaries generally coincide. Here, I investigate how water resources development and management in Santa Clara Valley was influenced by, and reflective of, a broad understanding of water as a natural resource, including scientific and technological innovations, new management approaches, and changing perceptions of the hydrologic cycle. Market demands and technological advances engendered reliance on groundwater. This, coupled with a series of dry years and laissez faire government policies, led to overdraft. Faith in centralized management and objective engineering offered a solution to concerns over resource depletion, and a group dominated by orchardists soon organized, fought for a water conservation district, and funded an investigation to halt the decline of well levels. Engineer Fred Tibbetts authored an elaborate water salvage and recharge plan that optimized the local water resources by integrating multiple components of the hydrologic cycle. Informed by government investigations, groundwater development in Southern California, and local water law cases, it recognized the limited surface storage possibilities, the spatial and temporal variability, the relatively closed local hydrology, the interconnection of surface and subsurface waters, and the value of the groundwater basin for its storage, transportation, and

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

    Directory of Open Access Journals (Sweden)

    Adrian Negrea

    2016-12-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2005-08-01

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

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

    International Nuclear Information System (INIS)

    2003-07-01

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

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

    International Nuclear Information System (INIS)

    2007-09-01

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

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

    International Nuclear Information System (INIS)

    2006-10-01

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

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

    International Nuclear Information System (INIS)

    2004-07-01

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

  8. Formulating Human Resources Development Strategies for Nuclear R and D, Safety and Security

    International Nuclear Information System (INIS)

    Min, B. J.; Kim, M. K.; Son, M. Y.

    2010-05-01

    Enforced by the recent launch of the 4th National Power Expansion Plan and the 1st Basic Plan for National Energy Policy with an ambitious goal of achieving 'Low CO2 Emission and Green Growth', a rapid expansion of nuclear technology development has been reemphasized. In addition, the nation, being a potential exporter of nuclear power plants and nuclear technologies strives to explore their exports markets. In response, it is inevitable to set the priority in human resource development (HRD) as nuclear technology development both requires and fosters HRD which in turn, enables to meet the successful implementation of nuclear power expansion. A continuous, consistent and well-managed programme of HRD is crucial to assure continuity over time in the needed capacities, skills and knowledge, and to establish and maintain a cadre of manpower variously trained in different nuclear-related skills and educated in nuclear relevant fields. The objective of the study is to conduct comprehensive quantitative analyses to estimate future human resources requirements, particularly in the field of nuclear R and D, safety and security in order to establish an appropriate long-term nuclear HRD plan

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

    Directory of Open Access Journals (Sweden)

    Germano Glufke Reis

    2014-09-01

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

  10. 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)

  11. OAS :: Accountability :: Human Resources

    Science.gov (United States)

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

  12. 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.

  13. The Joint Role of Industry and Education in Human Resource Development.

    Science.gov (United States)

    Striner, Herbert E.

    1981-01-01

    Until the United States adopts an investment approach to its labor force and provides adequate funds for continuous upgrading of human resources, the unemployment rate will remain above acceptable levels. (SK)

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

    Directory of Open Access Journals (Sweden)

    Wyss Kaspar

    2004-07-01

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

  15. Indonesia's present status and needs of human resource development in nuclear field

    International Nuclear Information System (INIS)

    Ruslan, Jeni; Sagala, F.P.

    2000-01-01

    BATAN, started out as a governmental committee established in 1954, has a new organizational structure, based on Presidential Decree of 1998. BATAN has developed its researches in almost practically all-nuclear fields. The situation in Indonesia has been much influenced by the economic crisis, which still being faced by Indonesia. BATAN's strategic planning is described in four areas, those are: 1. Basic human needs, 2. Energy, natural resources and environment, 3. Industry, 4. Socio-cultural and institution. Priority has been given to fulfill, as well as to promote agriculture, health and the industry related to people's welfare, which may develop and improve the immediate needs of the people. In the meantime, we have made considerable investments in manpower development in anticipation of the introduction of nuclear power. BATAN, as of September 1999, has 3889 employees, 26 % of them have bachelor degree, 6 % hold master degrees, and only 2% hold doctoral degree, a total of 34 % employees with university education. Others 11 % have either non-vocational or vocational education beyond High School. The rest of 55 % have high school education or lower, they are administrative clerks (25 %) or technicians (30 %). In the human resources development, BATAN's Education and Training Center, in collaboration with some universities and other national/international institutions, is managing education and training programs for employees. To date, there are 43 BATAN employees studying in various universities in Japan, while another 42 employees are studying in six different countries. Research and Development that have more direct impact to the community will become a priority in the coming years. Without undermining the importance of basic research in advanced fields, we will expect to have more research on application to optimize utilization of research reactors and related facilities for the benefit of both the energy and non-energy sectors. (Tanaka, Y.)

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

    Directory of Open Access Journals (Sweden)

    Luminita, ANDONE

    2014-11-01

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

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

    Directory of Open Access Journals (Sweden)

    Luminita, ANDONE

    2014-07-01

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

  18. Corporate Culture in Developing Professionalism of Human Resources in LEMHANNAS RI

    Directory of Open Access Journals (Sweden)

    Paula Theresia Ekowati Purwaning Utami

    2012-08-01

    Full Text Available Based on a case study by Lemhannas RI, this work attempts to discuss the relation of professionalism of human resources and corporate culture. The change and growth of corporate culture in an organization requires strong commitment from those involved in it. Corporate culture should be continually developed through a persistent socialization, partnership and supervision programs. The right management of human resources, which follows the basis of management, will give a great contribution when applied well. In addition, policy evaluation on corporate culture should include structural and cultural aspects and be conducted in several steps, including identification of goals and ways of completing them, measurement of relevant information activities, analysis of data for a conclusion and recommendation. The recommendation is a crucial step that needs a special attention for the restructurization of culture for better results. This study concludes that interaction between structure and culture is a key and pre-condition for the growth of a better and conducive corporate culture for accomplishing the goals of organization.

  19. Human resource development contributes to the creation of outstanding regenerative medicine products

    Directory of Open Access Journals (Sweden)

    Fusako Nishigaki

    2017-12-01

    Full Text Available Regenerative medicine is currently the focus of global attention. Countries all around the world are actively working to create new regenerative treatment modalities through pioneering research and novel technologies. This is wonderful news for patients who could not be treated with existing medical options. New venture businesses and companies are being established in regenerative medicine and their rapid industrialization is anticipated. However, to ensure high-quality products, human resources qualified in research and development and the manufacturing of these products are essential. The Forum for Innovative Regenerative Medicine (FIRM conducted a questionnaire of its industry members to examine the training and hiring of people in research and development, product creation, manufacturing, and more. Regenerative medicine is a brand new field; thus, many different businesses will need to cooperate together. People with a broad range of technical skills, abilities, and knowledge will be in demand, with various levels of expertise, from basic to advanced.

  20. Human Resources Development and Preparation for Operations Braka Nuclear Power Plant, ENEC

    International Nuclear Information System (INIS)

    Kim, Soon Rae

    2012-01-01

    The purpose of the Human Resources Development Strategy is to identify needed capabilities, assess the ability of the current market to provide those capabilities and then develop skills and abilities in the UAE so that they are available when needed and certainly for the start of operations in the spring of 2017. The goal of the strategy is to provide enough well-qualified people to meet the staffing needs of ENEC, the Prime Contractor, FANR, and UAE industry. These strategies require engaging with key players in Abu Dhabi early in the process so that they contribute to development and implementation of the strategies and become 'owners' who play a part to achieve the ENEC vision and the goal of building a talent pool to support the newborn nuclear industry. Educational programs are designed to support ENEC's long range staffing plan and support national capacity building goals. Strong partnerships are in place with UAE Education Institutions and future collaborations are underway. The potential risks to the success of this strategy include the ability to attract sufficient numbers of people to the program. We believe that these risks can be overcome by implementing intelligent initiatives and leveraging UAE resources

  1. Human Resources Development and Preparation for Operations Braka Nuclear Power Plant, ENEC

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Soon Rae [ENEC, Abu Dhabi (United Arab Emirates)

    2012-03-15

    The purpose of the Human Resources Development Strategy is to identify needed capabilities, assess the ability of the current market to provide those capabilities and then develop skills and abilities in the UAE so that they are available when needed and certainly for the start of operations in the spring of 2017. The goal of the strategy is to provide enough well-qualified people to meet the staffing needs of ENEC, the Prime Contractor, FANR, and UAE industry. These strategies require engaging with key players in Abu Dhabi early in the process so that they contribute to development and implementation of the strategies and become 'owners' who play a part to achieve the ENEC vision and the goal of building a talent pool to support the newborn nuclear industry. Educational programs are designed to support ENEC's long range staffing plan and support national capacity building goals. Strong partnerships are in place with UAE Education Institutions and future collaborations are underway. The potential risks to the success of this strategy include the ability to attract sufficient numbers of people to the program. We believe that these risks can be overcome by implementing intelligent initiatives and leveraging UAE resources.

  2. Human Resource Investment – a Step in the Development of Public Administration

    Directory of Open Access Journals (Sweden)

    Luminita Iordache

    2015-05-01

    Full Text Available Human capital development supposes important investments in the field of public administration and the assurance of the necessary conditions to provide some quality–services. This paper has as a starting point the statement of the German sociologist Max Weber according to which “a modern society can function efficiently by training and perfecting the experts within a bureaucracy.” Modern societies put into evidence new values of public administration such social responsibility and adaptability. By specializing human resources, we contribute to using them efficiently. The purpose of this paper is to analyse the degree of involvement of the public institutions in developing human capital and to focus on the role of the education of public administration in order to internally increase stability so that we resist the frequent changes which suppose the continuous adjustment to external conditions. Our aim is also to analyse the already-implemented programmes as well as the ongoing ones concerning the training and perfecting of the public servants.

  3. HUMAN RESOURCES, SUSTAINABLE DEVELOPMENT PAWN IN SOUTH-WEST OLTENIA REGION

    Directory of Open Access Journals (Sweden)

    Camelia, Marin

    2012-01-01

    Full Text Available Sustainable development is a strategy by which people seek ways to economic development, benefiting also from the local environment or to benefit quality of life. Aim of this paper is to highlight that each county has different sustainable development opportunities, according to demographic and economic potential. These opportunities exist for each urban area in part due to each Region.Starting from the idea accepted worldwide through sustainable development that seeks interaction and compatibility of four systems: human (social economic, environmental (for environmental or ecological and technology, we considered an analysis of human resources in the South-West Oltenia Region. Rresearch methods used consist of systemic analysis, comparative and comprehensive approach to the topic investigated, depending on the target. This research is based on different databases, and uses various methods in an attempt to provide an explanation of the issues that are, theoretically speaking, persuasive. Research results are to highlight the employment rate in the South region West Oltenia, the programs used by authorities to reduce unemployment and to identify any tracks to revive the labor market in this region.

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

    International Nuclear Information System (INIS)

    Amano, Y.

    2012-01-01

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

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

    International Nuclear Information System (INIS)

    2017-06-01

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

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

    International Nuclear Information System (INIS)

    Amano, Y.

    2010-03-01

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

  7. Human resource development formulation and evaluation in an Iranian Petrochemical Company using ANP and grey relational analysis

    Directory of Open Access Journals (Sweden)

    Ahmad Reza Ghasemi

    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.

  8. The Models of Human Resource Development in Preparing Prisoners for Entrepreneurship in Banjarmasin

    Directory of Open Access Journals (Sweden)

    Zainal Arifin

    2015-09-01

    Full Text Available Tendency to ex-prisoners back into previous environment after being released from the detention center is a phenomenon that raises a big question. Although training programs have become routine activities provided by the government every year and inmates are trained in various skills in preparation for their after-free, some still choose to return to the criminal world.  Empirical studies show that there are two main causes, namely (1 the training program is given to make them skilled workers that after they acquire freedom no company will hire former prisoners, (2 there are constraints such as capital and knowledge emerge as for those starting and running a business. A new approach is necessary for construction problems. This study attempts to test the model of human resource development for former prisoners to prepare them for entrepreneurship. This study is the first step in testing the model of development of human resources for ex-prisoners to prepare them for entrepreneurship. In this study, the object to be examined is inmates of a prison in Banjarmasin. The data collection is done by filling in questionnaires, in-depth interviews to 150 inmates of their last year before the end of the period of detention, business confidence surveys, training and mentoring consultancy. The results from the test using MSC-T Miner questionnaire method showed 100 of the 150 prisoners have entrepreneurial potential. 100 people have been matched with their preferred business qualifications only 50 people who have interest in accordance with market rates. Intervention by the research team is to provide motivation and knowledge about entrepreneurship and personality development showed better results than before the intervention of the 50 inmates in preparing for entrepreneurship.

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

    Directory of Open Access Journals (Sweden)

    Pautu Sorina

    2013-07-01

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

  10. International Conference on Human Resource Development for Nuclear Power Programmes: Building and Sustaining Capacity. Presentations

    International Nuclear Information System (INIS)

    2014-01-01

    The objectives of the conference are to: • Review developments in the global status of HRD since the 2010 international conference; • Emphasize the role of human resources and capacity building programmes at the national and organizational level for achieving safe, secure and sustainable nuclear power programmes; • Discuss the importance of building competence in nuclear safety and security; • Provide a forum for information exchange on national, as well as international, policies and practices; • Share key elements and best practices related to the experience of Member States that are introducing, operating or expanding nuclear power programmes; • Highlight the practices and issues regarding HRD at the organizational and national level; • Highlight education and training programmes and practices; • Emphasize the role of nuclear knowledge management for knowledge transfer and HRD; and • Elaborate on the role and scope of various knowledge networks

  11. Mutagenesis and phenotyping resources in zebrafish for studying development and human disease

    Science.gov (United States)

    Varshney, Gaurav Kumar

    2014-01-01

    The zebrafish (Danio rerio) is an important model organism for studying development and human disease. The zebrafish has an excellent reference genome and the functions of hundreds of genes have been tested using both forward and reverse genetic approaches. Recent years have seen an increasing number of large-scale mutagenesis projects and the number of mutants or gene knockouts in zebrafish has increased rapidly, including for the first time conditional knockout technologies. In addition, targeted mutagenesis techniques such as zinc finger nucleases, transcription activator-like effector nucleases and clustered regularly interspaced short sequences (CRISPR) or CRISPR-associated (Cas), have all been shown to effectively target zebrafish genes as well as the first reported germline homologous recombination, further expanding the utility and power of zebrafish genetics. Given this explosion of mutagenesis resources, it is now possible to perform systematic, high-throughput phenotype analysis of all zebrafish gene knockouts. PMID:24162064

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

    International Nuclear Information System (INIS)

    Tamaki, Tomoaki; Nakano, Takashi

    2015-01-01

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

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

    International Nuclear Information System (INIS)

    2017-07-01

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

  14. 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

  15. Opening remarks at the International Conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes

    International Nuclear Information System (INIS)

    Klein, D.E.

    2010-03-01

    The topic of this conference - human resources development and the expansion of nuclear power - is about the commitment and investment in people. The importance of this 'human side' of modern technology is sometimes forgotten or assumed to develop on its own once basic educational programs and institutions are put in place. In my view, the development and maintenance of a skilled national workforce is critical to the development of a stable, successful national nuclear power program

  16. 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 ...

  17. 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...

  18. Present status and needs of human resource development in nuclear field in Korea

    International Nuclear Information System (INIS)

    Choi, Young-Myung; Lee, Eui-Jin

    2000-01-01

    The Nuclear Training Center (NTC) of KAERI (Korea Atomic Energy Research Institute) began training technical personnel in the field of radioisotope utilization and radiation protection during the 1960's. During the first stage of the nation's nuclear power project in the 1970's, the main effort of the Center focused on training those in nuclear power and nuclear engineering. During a stage of increased technical self-reliance in the 1980's, the Center extended its training role to implement more specific training courses on nuclear power and safety fields. Since 1983, the Center has been empowered at the request of government to provide retraining courses for nuclear-related license holders and qualified engineers. The Center has offered IAEA regional training course annually for Asia and Pacific region member states since 1988. Since 1967, the total number of trainees is up to 27,777 as of the end of 1998. KEPCO (Korea Electric Power Corporation) started Nuclear Power Education Center (NPEC) in 1990. The outlines of KEPCO's in-house training programs are presented in the report. The reactor operators, and the persons engaged in nuclear fuel materials, radioisotope or radiation generating devices need particular licenses in accordance with Korean Atomic Energy Laws and Regulation. NTC/KAERI and NPEC/KEPCO should report annual retraining programs for licensed personnel to Ministry Of Science and Technology (MOST) every year. The outlines of projects, which are directly related to human resources development in nuclear field in Korea, are described in the paper. The International Atomic Energy Agency (IAEA) has made efforts to provide training programs for technical personnel of developing countries for the peaceful uses of nuclear energy. Korea has also received lots of assistance for her manpower development from the Agency. Korea is now on the verge of transforming herself from a technology recipient country in some practical and fundamental fields. The

  19. Present status and needs of human resource development in nuclear field in Korea

    Energy Technology Data Exchange (ETDEWEB)

    Choi, Young-Myung; Lee, Eui-Jin [Nuclear Training Center, Korea Atomic Energy Research Institute, Taejon (Korea)

    2000-12-01

    The Nuclear Training Center (NTC) of KAERI (Korea Atomic Energy Research Institute) began training technical personnel in the field of radioisotope utilization and radiation protection during the 1960's. During the first stage of the nation's nuclear power project in the 1970's, the main effort of the Center focused on training those in nuclear power and nuclear engineering. During a stage of increased technical self-reliance in the 1980's, the Center extended its training role to implement more specific training courses on nuclear power and safety fields. Since 1983, the Center has been empowered at the request of government to provide retraining courses for nuclear-related license holders and qualified engineers. The Center has offered IAEA regional training course annually for Asia and Pacific region member states since 1988. Since 1967, the total number of trainees is up to 27,777 as of the end of 1998. KEPCO (Korea Electric Power Corporation) started Nuclear Power Education Center (NPEC) in 1990. The outlines of KEPCO's in-house training programs are presented in the report. The reactor operators, and the persons engaged in nuclear fuel materials, radioisotope or radiation generating devices need particular licenses in accordance with Korean Atomic Energy Laws and Regulation. NTC/KAERI and NPEC/KEPCO should report annual retraining programs for licensed personnel to Ministry Of Science and Technology (MOST) every year. The outlines of projects, which are directly related to human resources development in nuclear field in Korea, are described in the paper. The International Atomic Energy Agency (IAEA) has made efforts to provide training programs for technical personnel of developing countries for the peaceful uses of nuclear energy. Korea has also received lots of assistance for her manpower development from the Agency. Korea is now on the verge of transforming herself from a technology recipient country in some practical and

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

    NARCIS (Netherlands)

    Müller, T.R.

    2004-01-01

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

  1. Education and Training Networks as a Tool for Nuclear Security Human Resource Development and Capacity Building

    International Nuclear Information System (INIS)

    Nikonov, D.

    2014-01-01

    Human Resource Development for Capacity Building for Nuclear Security: • Comprehensive Training Programme Objective: To raise awareness, to fill gaps between the actual performance of personnel and the required competencies and skills and, to build-up qualified instructors/trainers. • Promoting Nuclear Security Education Objective: To support the development of teaching material, faculty expertise and preparedness, and the promotion of nuclear security education in collaboration with the academic and scientific community. Ultimate Goal: To develop capabilities for supporting sustainable implementation of the international legal instruments and IAEA guidelines for nuclear security worldwide, and to foster nuclear security culture. Education priorities for the future: • Incorporate feedback from the first pilot program into future academic activities in nuclear security; • Based on feedback from pilot program: • Revise the NSS12 guidance document; • Update educational materials and textbooks. • Support INSEN members, which consider launching MSc programs at their institutions; • Continue promoting nuclear security education as part of existing degree programs (through certificate or concentration options); • Support the use of new forms of teaching and learning in nuclear security education: • Online e-learning degree programmes and modules; • Learning by experience; • Problem-oriented learning tailored to nuclear security functions

  2. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

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

    2005-07-01

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

  3. Human resource development strategies adopted by the Department of Atomic Energy, India

    International Nuclear Information System (INIS)

    Grover, R.B.

    2007-01-01

    In view of the knowledge intensive nature of the nuclear technology and the state of hi-tech industrial infrastructure in India, Bhabha Atomic Research Centre (BARC) has been designed to have a composite character. It is a large institution and has been pursuing activities starting from basic research to technology development. At BARC, we have also put in place a very effective human resource development programme and this programme is run by faculty drawn from within the organization. As a result, BARC has attributes of an institute, a research laboratory and also an industrial organization. The composite character is confined not only to BARC but also extends to the Department of Atomic Energy (DAE) as a whole. Simultaneous with research centres, we have been setting up industrial units. The fountainhead of success of the atomic energy programme in India is the fact that both the research centres, which generate knowledge and the industrial units, which generate wealth from the knowledge, are under one umbrella and that is the DAE working under the policy framework laid by the Atomic Energy Commission. The two sets of institutions maintain an organic linkage permitting seamless interaction and facilitating technology transfer without any cumbersome formalities. The common policy framework followed by all the institutions enables the department to follow an integrated approach towards human resource development and this further strengthens the linkages between the institutions. This has enabled the country to be self-reliant in all aspects of nuclear fuel cycle, starting with prospecting and mining of uranium and ending with the back-end of the fuel cycle, which involves reprocessing of the spent fuel and nuclear waste management. Most of the R and D work, which led to realization of this capability, was done or initiated at BARC at Trombay. Some of the activities have now been taken over by other research centers: IGCAR at Kalpakkam for fast reactors, Centre for

  4. Understanding Generational Diversity: Strategic Human Resource Management and Development across the Generational "Divide"

    Science.gov (United States)

    Amayah, Angela Titi; Gedro, Julie

    2014-01-01

    There are more generations in today's workforce than ever before, which has the possibility to create challenges for Human Resource professionals. The purpose of this article is to interrogate existing stereotypes and generalities about the characteristics of different generations with respect to the workplace, and to offer suggestions for…

  5. 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,

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

    NARCIS (Netherlands)

    Karsten, Luchien; Ghebregiorgis, F.

    2007-01-01

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

  7. Human resource needs and development for the gas industry of the future

    International Nuclear Information System (INIS)

    Klass, D.L.

    1991-01-01

    The natural gas industry will confront many challenges in the 1990s and beyond, one of which is the development of human resources to meet future needs. An efficient, trained work force in this era of environmental concern, high technology, and alternative fuels is essential for the industry to continue to meet the competition and to safely deliver our product and service to all customers. Unfortunately, during this period there will be an increasing shortfall of technical personnel to replace those lost to attrition and a steady decline in the availability of new employees who are able to read, write, and perform simple math. Technological and government developments that will impact the industry and the skill levels needed by the industry employees are reviewed. In-house and external training of professional and nonprofessional personnel and the benefits and disadvantages of selected advanced training methods are discussed. Recommendations are presented that can help improve the training of gas industry employees to meet future needs. 22 refs

  8. The Nuclear Power Institute Programs for Human Resource Development for the Nuclear Industry

    International Nuclear Information System (INIS)

    Peddicord, K.L.

    2014-01-01

    Principal conclusions: 1. NPI is a full-scope, end-to-end, integrated approach to human resource development. Participation of government and government agencies, and elected officials and decision makers is vital. These key individuals and organizations encourage the effort, and provide support, a voice and advocacy for NPI and its programs. 2. Critical role of vocational training. The majority of the workforce does not involve only B.S. level engineers, but are graduates from two-year programs that are developed in collaboration with industry that prepare them for careers as technologists and technicians at a nuclear power plant. 3. In education and training, education is only part of the story. Collaboration with industry results in: – curricula, material, inputs and programs, – opportunities for students to benefit from industry mentors and get onsite experience, and – work on real-world, industry defined problems. 4. Outreach is instrumental in: –engaging with the next generation both for support of nuclear power and in building the workforce, and –generating vital contacts with the community to foster public understanding and acceptance of nuclear energy

  9. INIS-based Japanese literature materials of bibliographic tools for human resource development

    International Nuclear Information System (INIS)

    Kunii, Katsuhiko; Gonda, Mayuki; Ikeda, Kiyoshi; Nagaya, Shun; Itabashi, Keizo; Nakajima, Hidemitsu; Mineo, Yukinobu

    2011-01-01

    The Library of the Japan Atomic Energy Agency (JAEA) has developed two Japanese literature materials of bibliographic tools based on the International Nuclear Information System (INIS) of the IAEA which contains over 3.3 million records of 127 countries and 24 international organizations. These materials have been elaborated by appropriately designating Japanese terminology of nuclear field corresponding with English terminology or vice versa. One is 'Transliterated Japanese journal title list' and the other is 'INIS Thesaurus in Japanese'. While the former is served as a reference that enables users to access articles of Japanese journals better matching their needs, the latter is served as a dictionary to bridge the gap on nuclear field terminologies between over 30,000 English terms and Japanese terms which correspond with those in a semantic manner. The application of those materials to the INIS's full text collection over 280,000 of technical reports, proceedings etc. as an archive is helpful for enhancement of human resource development. The authors describe the effectiveness of those INIS-based materials with bibliographic references of Fukushima Daiichi NPS accident. (author)

  10. Annual report of Nuclear Human Resource Development Center. April 1, 2011 - March 31, 2012

    International Nuclear Information System (INIS)

    2013-11-01

    This annual report summarizes the activities of Nuclear Human Resource Development Center (NuHRDeC) of Japan Atomic Energy Agency (JAEA) in the fiscal year 2011. In this fiscal year, we flexibly designed and conducted training courses corresponding with the needs from outside, while conducting the annually scheduled training programs, and also actively addressed the challenge of human resource development, such as to enhance the collaboration with academia and to organize international training for Asian countries. The number of trainees who completed the domestic training courses in 2011 was increased to 387, which is 14 percent more than the previous year. And also, in order to respond to the Tokyo Electric Power Company (TEPCO)'s Fukushima No.1 nuclear power plant accident, we also newly designed and organized the special training courses on radiation survey for the subcontracting companies working with TEPCO, and the training courses on decontamination work for the construction companies in Fukushima prefecture. The total number of attendees in these special courses was 3,800 persons. JAEA continued its cooperative activities with universities. In respect of the cooperation with graduate school of University of Tokyo, we accepted 17 students and cooperatively conducted practical exercises for nuclear major. Furthermore, we also actively continued cooperation on practical exercises for students of universities which were signed in Nuclear HRD Program. In terms of the collaboration network with universities, the joint course was held with six universities through utilizing the remote education system. Furthermore, the intensive course at Okayama University and practical exercise at Nuclear Fuel Cycle Engineering Laboratories of JAEA were also conducted. In respect of International training, NuHRDeC continuously implemented the Instructor Training Program (ITP) by receiving the annual sponsorship from MEXT. In fiscal year 2011, seven countries (i.e. Bangladesh

  11. Annual report of Nuclear Human Resource Development Center. April 1, 2013 - March 31, 2014

    International Nuclear Information System (INIS)

    2015-07-01

    This annual report summarizes the activities of Nuclear Human Resource Development Center (NuHRDeC) of Japan Atomic Energy Agency (JAEA) in the FY2013. In FY2013, we flexibly designed special training courses corresponding with the outside training needs, while organizing the annually scheduled regular training programs. We also actively addressed the challenging issues on human resource development, such as to enhance the collaboration with academia and to organize international training for Asian countries. The number of trainees who participated in the domestic regular training courses in 2013 was more than 300 persons. Besides these regular courses, we also organized the special training courses based on the outside needs, e.g. the training courses on radiation survey and decontamination work in Fukushima prefecture for the subcontracting companies of the Tokyo Electric Power Company (TEPCO) working to respond to the TEPCO's Fukushima Daiichi nuclear power station accident. JAEA continued its cooperative activities with universities. In respect of the cooperation with graduate school of University of Tokyo, we accepted nuclear major students and cooperatively conducted lectures and practical exercises for one year. In terms of the collaboration network with universities, the joint course was successfully held with six universities through utilizing the remote education system. Furthermore, the intensive course at Okayama University, University of Fukui, and practical exercise at Nuclear Fuel Cycle Engineering Laboratories of JAEA were also conducted. In respect of International training, we continuously implemented the Instructor Training Program (ITP) by receiving the annual sponsorship from Ministry of Education, Culture, Sports, Science and Technology. In fiscal year 2013, eight countries (i.e. Bangladesh, Indonesia, Kazakhstan, Malaysia, Mongolia, Philippines, Thailand, Vietnam) joined this Instructor training courses. Furthermore, we organized nuclear

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

    International Nuclear Information System (INIS)

    2012-03-01

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

  13. Annual report of Nuclear Human Resource Development Center. April 1, 2012 - March 31, 2013

    International Nuclear Information System (INIS)

    2014-03-01

    This annual report summarizes the activities of Nuclear Human Resource Development Center (NuHRDeC) of Japan Atomic Energy Agency (JAEA) in the fiscal year 2012. In this fiscal year, we flexibly designed training courses corresponding with the needs from outside, while organizing the annually scheduled training programs, and also actively addressed the challenging issues on human resource development, such as to enhance the collaboration with academia and to organize international training for Asian countries. The number of trainees who completed the domestic training courses in 2012 was increased to 525, which is 30 percent more than the previous year. And also, in order to respond to the Tokyo Electric Power Company (TEPCO)'s Fukushima No.1 nuclear power plant accident, we also organized the special training courses on radiation survey for the subcontracting companies working with TEPCO, and the training courses on decontamination work for the construction companies in Fukushima prefecture. The total number of attendees in these special courses was more than 4,000 persons. JAEA continued its cooperative activities with universities. In respect of the cooperation with graduate school of University of Tokyo, we accepted 14 students and cooperatively conducted practical exercises for nuclear major. Furthermore, we also actively continued cooperation on practical exercises for students of universities which were signed in Nuclear HRD Program. In terms of the collaboration network with universities, the joint course was held with six universities through utilizing the remote education system. Furthermore, the intensive course at Okayama University, Fukui University, and practical exercise at Nuclear Fuel Cycle Engineering Laboratories of JAEA were also conducted. In respect of International training, NuHRDeC continuously implemented the Instructor Training Program (ITP) by receiving the annual sponsorship from MEXT. In fiscal year 2012, eight countries (i

  14. Human resource development and antiretroviral treatment in Free State province, South Africa

    Directory of Open Access Journals (Sweden)

    Schneider Helen

    2008-07-01

    Full Text Available Abstract Background In common with other developing countries, South Africa's public health system is characterised by human resource shortfalls. These are likely to be exacerbated by the escalating demand for HIV care and a large-scale antiretroviral therapy (ART programme. Focusing on professional nurses, the main front-line providers of primary health care in South Africa, we studied patterns of planning, recruitment, training and task allocation associated with an expanding ART programme in the districts of one province, the Free State. Methods Data collection included an audit of professional nurse posts created and filled following the introduction of the ART programme, repeated surveys of facilities providing ART over two years to assess the deployment of staff, and secondary data analysis of government personnel databases to track broader patterns of recruitment and training. Results Although a substantial number of new professional nurse posts were established for the ART programme in the Free State, nearly 80% of these posts were filled by nurses transferring from other programmes within the same facility or from facilities within the same district, rather than by new recruits. From the beginning, ART nurse posts tended to be graded at a senior level, and later, in an effort to recruit professional nurses for the ART programme, the majority (54.6% of nurses entering the programme were promoted to a senior level. The vacancy rate of nurse ART posts was significantly lower than that of other posts in the primary health care (PHC system (15.7% vs 37.1%. Nursing posts in urban ART facilities were more easily filled than those in rural areas, exacerbating existing imbalances. The shift of nurses into the ART programme was partially compensated for by the appointment of additional support staff, task shifting to community health workers, and a large investment in training of PHC workers. However, the use of less-trained, mid-level enrolled

  15. Why is Organizing Human Resource Development so Problematic? Perspectives from the Learning-Network Theory (Part II)

    Science.gov (United States)

    Poell, Rob F.; Van Der Krogt, Ferd

    2017-01-01

    Purpose: Human resource development (HRD) is an important field within management. Developing employees is often regarded as an instrument to improve the internal labor market and support organizational change. Organizing HRD to these ends, however, is frequently a problematic affair, in terms of training effectiveness, participant motivation and…

  16. Why is organizing human resource development so problematic? : Perspectives from the learning-network theory (Part II)

    NARCIS (Netherlands)

    Poell, R.F.; van der Krogt, F.J.

    2017-01-01

    Purpose Human resource development (HRD) is an important field within management. Developing employees is often regarded as an instrument to improve the internal labor market and support organizational change. Organizing HRD to these ends, however, is frequently a problematic affair, in terms of

  17. Why is organizing human resource development so problematic? : Perspectives from the learning-network theory (Part I)

    NARCIS (Netherlands)

    Poell, R.F.; van der Krogt, F.J.

    2017-01-01

    Purpose Human resource development (HRD) is an important field within management. Developing employees is often regarded as an instrument to improve the internal labor market and support organizational change. Organizing HRD to these ends, however, is frequently a problematic affair, in terms of

  18. Reactor experiments, workshops, and human resource development education simulating the Great East Japan Earthquake

    International Nuclear Information System (INIS)

    Horiguchi, Tetsuo; Yamamoto, Tomosada

    2012-01-01

    Kinki University Atomic Energy Research Institute has been implementing a social education program such as reactor experiments and training sessions for junior and senior high school teachers since 1987, and in recent years, it has been implementing an education program for common citizens. However, the Great East Japan Earthquake has made it necessary to consider not only the dissemination of accurate knowledge, but also responding to the anxiety on nuclear power. This paper explains the contents of the social contribution activities and workshops conducted at Kinki University Atomic Energy Research Institute, after the Great East Japan Earthquake and the Fukushima Daiichi Nuclear Power Station accident. As the activities that are carried out in addition to training sessions, it introduces the implementation state of telephone consultation about nuclear power, and earthquake reconstruction assistance advisory at Kawamata Town, Date-gun, Fukushima Prefecture. As workshop support, it reports human resource development education in the nuclear field at the university, activities at the workshops for junior/senior high school teachers and general public, and questionnaire survey at the time of the workshops. (A.O.)

  19. Human resource development in the beginning phase of nuclear technology development in Japan

    International Nuclear Information System (INIS)

    Yamashita, Kiyonobu

    2015-01-01

    Japan Research Reactor No.1 (JRR-1) was constructed as the first nuclear reactor in Japan and reached the first criticality in 1957. The construction of both the first BWR and the first PWR were started in the same year 1967 and they started power operation in the same year 1970. Engineers of electrical utilities and vendors gave efforts to have knowledge for reactor engineering mainly on the job training with high self-motivation to contribute for nuclear technology development. A part of them participated in the reactor engineering training course of the JAERI. (author)

  20. Human resources development: capabilities and experience of CNEA and its institutes in Argentina

    International Nuclear Information System (INIS)

    Sbaffoni, M.M.; Soler, S.G.; Harriague, S.

    2007-01-01

    Full text: The Argentinean Atomic Energy Commission (Comision Nacional de Energia Atomica - CNEA) was created in 1950. CNEA and its related companies of the nuclear sector are presently active in several fields: operation of two nuclear power plants, construction of a third one, operation of several research reactors and critical facilities, production of Mo-99 from low enrichment targets (having world leadership in that field). Argentina has also exported, in the last twenty-five years, four research reactors (the last one, OPAL in Australia, attained criticality last year), and is active in the fuel cycle (having attained maturity in high-density and very high-density fuel for research reactors, among others), in radioisotope production and in nuclear medicine. The successful attainment of these achievements has always been supported by an active policy of human resources development, either through 'on the job' training activities guided by experienced professionals and sustained on a fellowship programme, or via institutes for under and postgraduate studies. This programme not only satisfies CNEA demands, but also helps providing highly qualified personnel to the local industry and research institutions. Nowadays, the perspective for nuclear energy is promising, but for many years nuclear activities had been loosing momentum worldwide. The nuclear sector became weaker, and CNEA was not an exception. However, it never stopped its activities in educational areas, knowing that many years are needed to form a solid professional in the nuclear field, and having the conviction that, for a sustainable development of the country, nuclear energy should necessarily be part of the supply. Nuclear engineers, material scientists and technologists, physicists, radio chemists, etc., ended up working in industries, universities and R and D institutions after finishing their education, instead of joining CNEA. In 2006 the Argentinean government re-launched nuclear energy

  1. Human Resource Development and New Technology in the Automobile Industry: A Case Study of Ford Motor Company's Dearborn Engine Plant. The Development and Utilization of Human Resources in the Context of Technological Change and Industrial Restructuring.

    Science.gov (United States)

    Chen, Kan; And Others

    This report centers around a plant-level study of the development and utilization of human resources in the context of technological change and industrial restructuring in the crankshaft production area of Ford Motor Company's Dearborn Engine Plant (DEP). The introductory chapter describes how the study was conducted, provides an introduction to…

  2. Development of a Centralized Human Resource Information System of Cavite State University

    OpenAIRE

    Jeffrey F. Papa

    2016-01-01

    This study focused in the automation and improvement of the Human Resource services. This includes managing of employees’ records, facilitating requests and processing of leave credits in accordance to the Civil Service Commission (CSC) rules and regulation, tracking the employees' performance and skills, generating reports needed, and analyzing of employee information that will help in the decision making. This also includes attendance monitoring using biometrics, calculation of ...

  3. 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…

  4. International conference on nuclear knowledge management: Strategies, information management and human resource development. Unedited papers

    International Nuclear Information System (INIS)

    2004-01-01

    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. The unedited papers are presented in this report

  5. Human resource development program for nuclear safety and security in Tokyo Institute of Technology

    International Nuclear Information System (INIS)

    Han, Chi Young; Sagara, Hiroshi; Nagasaka, Hideo

    2014-01-01

    The Academy for Global Nuclear Safety and Security Agent was established at Tokyo Institute of Technology in 2011, to develop global nuclear human resources in the field of 3S (Safety, Security, and Safeguards) as a Program for Leading Graduate Schools supported by MEXT (Ministry of Education, Culture, Sports, Science and Technology). New courses of nuclear safety and security were developed in addition to the existing nuclear engineering program; 1) Environmental Dynamics of Radioactive Nuclides; Numerical simulation of the environmental dispersion of radioactive materials released from hypothetical nuclear accidents and evaluation of the public exposure are performed, by using a computer-based emergency response system, to have students predict the environmental dispersion of radionuclides and radiological consequence by nuclear accidents. 2) Measurement of Environmental Radiation; Students acquire hands-on experiences measuring environmental radiation contamination caused by the nuclear accident in Fukushima with multiple types of radiation detectors. Environmental samples are collected and analyzed for isotope identification and its spatial distribution. 3) Simulation of Severe Nuclear Accidents; The evaluation results of Fukushima accident progression are discussed as well as typical sever accidents that threaten the integrity of reactor vessel. Students simulate BWR (Boiling Water Cooled Reactor) transients, design basis accidents, and severe accidents by using simulators. 4) Nuclear Security Training; Design of physical protection systems, its fundamental physics, and regulatory frameworks are covered and students gain the practical experiences by use of intrusion detection systems at JAEA (Japan Atomic Energy Agency), and by numerical simulation of hydro-dynamics of structure material and nuclear material criticality at the university. (author)

  6. What Is the Moral Imperative of Workplace Learning: Unlocking the DaVinci Code of Human Resource Development?

    Science.gov (United States)

    Short, Tom

    2006-01-01

    In the course of the author's doctoral study, he is exploring the strategic linkages between learning activities in the modern workplace and the long-term success they bring to organisations. For many years, this challenge has been the Holy Grail of human resource (HR) development practitioners, who invest heavily on training and professional…

  7. Utilizing Immersive Visualization Systems: How to Dynamically Revolutionize Site-based Professional Development Experiences within Human Resources Management?

    Science.gov (United States)

    Craft, Kirby A.

    2009-01-01

    How can we train today's workforce with innovative technologies when families are surrounded by state-of-the-art video games and high-definition televisions? Human resource managers and administrators are faced with difficult challenges to prepare beneficial and relevant professional development exercises that engage the minds of their employees.…

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

    Czech Academy of Sciences Publication Activity Database

    Vobecká, Jana

    2009-01-01

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

  9. 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...

  10. Remarks at the International Conference on Human Resource Development for Introducing and Expanding Nuclear Power Programs

    International Nuclear Information System (INIS)

    Klein, Dale E.

    2012-01-01

    Thank you and good morning, everyone. I am pleased to be in Abu Dhabi, which I have heard so much about but have never visited before. During my tenure at the U.S. Nuclear Regulatory Commission as Chairman and now as a Commissioner, I have traveled extensively across the globe in support of international nuclear safety and security and visited a number of countries. So, I can say with some experience that this is one of the most impressive examples of modern development that I have encountered anywhere in my travels. I congratulate the UAE for its commitment to national development, to this location, and to the ideal of progress toward a bright future. The topic of this conference - human resources development and the expansion of nuclear power - is about the commitment and investment in people. The importance of this 'human side' of modern technology is sometimes forgotten or assumed to develop on its own once basic educational programs and institutions are put in place. In my view, the development and maintenance of a skilled national workforce is critical to the development of a stable, successful national nuclear power program. As many of you know, I am on leave from the University of Texas and will soon be returning there. And because of my academic background, I have made the need to expand scientific and engineering education and to promote technological development a recurring theme in my numerous presentations while serving at the U.S. NRC. So I am pleased to participate in this conference today and to share the podium for this keynote address session with my distinguished and honorable colleague from India, Mr. Rajagopala Chidambaram. I also want to commend the International Atomic Energy Agency for convening this special conference on this vital subject. The subject of highly qualified, nuclear trained people has been a significant theme in my speeches and private conversations. There is little doubt that ensuring there will be enough trained and

  11. Present status and needs of human resource development in the nuclear field in the Philippines

    Energy Technology Data Exchange (ETDEWEB)

    Bernido, Corazon C.; Roceles, Pilar C. [Philippine Nuclear Research Institute, Commonwealth Avenue, Diliman, Quezon (Philippines)

    2000-12-01

    The first nuclear power plant was nearing completion. However, due to change in political climate and support for the nuclear power program, this has been mothballed. There is a possibility for the introduction of nuclear power plant in the country's projected energy sources by the year 2020. The country has one research reactor, but at the present time it is undergoing repair and is not operational. The Philippine Nuclear Research Institute (PNRI), an Institute under the Department of Science and Technology (DOST), is the sole government agency mandated by the law to take charge of all matters pertaining to nuclear science and technology, and the regulation of nuclear energy. There is one another government agency, the Radiation Health Service (RHS) of the Department of Health, which is responsible for regulating the use and application of X-rays and non-ionizing radiation. The PNRI conducts national training courses in nuclear science and technology, and radiation protection to users of radioisotopes. Individual courses are outlined in the paper. Up to the present time, around 7,300 have participated in national training courses conducted by PNRI. Distributions of PNRI trainees are: 53 % for industrial, 12 % medical, 12 % for academe, and 23 % for others. Nuclear science and technology education in schools and universities are presented. The International Atomic Energy Agency (IAEA) training activities availed 77 % of the total foreign training from 1993 to 1998; Japan follows next at 20 %; and others comprise the remaining 3 %. An approach to training and human resources development, which could reach out to more target trainees, is Distance Learning. In 1998, as a part of a Regional Cooperative Agreement (RCA) and IAEA project, the Philippines participated in the trial of distance learning modules in radiation protection. The distance learning modules were developed at the Australian Nuclear Science and Technology Organization (ANSTO). These modules will

  12. Present status and needs of human resource development in the nuclear field in the Philippines

    International Nuclear Information System (INIS)

    Bernido, Corazon C.; Roceles, Pilar C.

    2000-01-01

    The first nuclear power plant was nearing completion. However, due to change in political climate and support for the nuclear power program, this has been mothballed. There is a possibility for the introduction of nuclear power plant in the country's projected energy sources by the year 2020. The country has one research reactor, but at the present time it is undergoing repair and is not operational. The Philippine Nuclear Research Institute (PNRI), an Institute under the Department of Science and Technology (DOST), is the sole government agency mandated by the law to take charge of all matters pertaining to nuclear science and technology, and the regulation of nuclear energy. There is one another government agency, the Radiation Health Service (RHS) of the Department of Health, which is responsible for regulating the use and application of X-rays and non-ionizing radiation. The PNRI conducts national training courses in nuclear science and technology, and radiation protection to users of radioisotopes. Individual courses are outlined in the paper. Up to the present time, around 7,300 have participated in national training courses conducted by PNRI. Distributions of PNRI trainees are: 53 % for industrial, 12 % medical, 12 % for academe, and 23 % for others. Nuclear science and technology education in schools and universities are presented. The International Atomic Energy Agency (IAEA) training activities availed 77 % of the total foreign training from 1993 to 1998; Japan follows next at 20 %; and others comprise the remaining 3 %. An approach to training and human resources development, which could reach out to more target trainees, is Distance Learning. In 1998, as a part of a Regional Cooperative Agreement (RCA) and IAEA project, the Philippines participated in the trial of distance learning modules in radiation protection. The distance learning modules were developed at the Australian Nuclear Science and Technology Organization (ANSTO). These modules will be

  13. Challenges in developing human resources for nuclear safety in South Africa

    Energy Technology Data Exchange (ETDEWEB)

    Tsatsi, Louisa [National Nuclear Regulator, PO BOX 7106, 00046 Centurion (South Africa)

    2008-07-01

    Challenges in developing Human Resources for nuclear safety in South Africa ESKOM Holding Limited which is the South African Government owned utility, operates over 10 power stations. The total installed is about 40 GW, and nuclear contributes only 6 percent. The existing nuclear power station, Koeberg NPP, is comprised of two 900 MW(e) units at the South African west coast near Cape Town. The South African Government has a policy to increase the share of nuclear in the generation mix from 6 percent to 15 percent before the year 2020. The challenge is that there have been a 'greying' of nuclear experts and a shrinking of nuclear engineering and science departments. As a consequence of this, ESKOM has realized that a large number of young engineers and scientists would have to be recruited and then trained in South Africa and abroad. Some people, especially high performers in the industry are continually looking for new challenges and opportunities and though it is important in the nuclear industry to retain these key staff members it have proved to be a serious challenge. The nuclear industry had to consider their national training infrastructures and the South African government in partnership with ESKOM, NECSA and PBMR has started a process of funding university chairs in reactor engineering and allied subjects. These departments undertake research and provide training for the South African nuclear industry. The recruitment process has initially involved the transfer of personnel from ESKOM, NECSA as well as direct recruitment from the market. The primary recruitment process going forward will be from universities and other Further Education Training (FET) institutions with a focus on ESKOM and PBMR providing the specific nuclear training. In this regard, both ESKOM and PBMR provide bursaries, project work and other assistance to selected candidates. Upon completion of studies, the specific training is provided both in-house and with partner national

  14. Challenges in developing human resources for nuclear safety in South Africa

    International Nuclear Information System (INIS)

    Tsatsi, Louisa

    2008-01-01

    Challenges in developing Human Resources for nuclear safety in South Africa ESKOM Holding Limited which is the South African Government owned utility, operates over 10 power stations. The total installed is about 40 GW, and nuclear contributes only 6 percent. The existing nuclear power station, Koeberg NPP, is comprised of two 900 MW(e) units at the South African west coast near Cape Town. The South African Government has a policy to increase the share of nuclear in the generation mix from 6 percent to 15 percent before the year 2020. The challenge is that there have been a 'greying' of nuclear experts and a shrinking of nuclear engineering and science departments. As a consequence of this, ESKOM has realized that a large number of young engineers and scientists would have to be recruited and then trained in South Africa and abroad. Some people, especially high performers in the industry are continually looking for new challenges and opportunities and though it is important in the nuclear industry to retain these key staff members it have proved to be a serious challenge. The nuclear industry had to consider their national training infrastructures and the South African government in partnership with ESKOM, NECSA and PBMR has started a process of funding university chairs in reactor engineering and allied subjects. These departments undertake research and provide training for the South African nuclear industry. The recruitment process has initially involved the transfer of personnel from ESKOM, NECSA as well as direct recruitment from the market. The primary recruitment process going forward will be from universities and other Further Education Training (FET) institutions with a focus on ESKOM and PBMR providing the specific nuclear training. In this regard, both ESKOM and PBMR provide bursaries, project work and other assistance to selected candidates. Upon completion of studies, the specific training is provided both in-house and with partner national and

  15. Human Resource Outsourcing Success

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul-Halim

    2014-07-01

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

  16. [Management human resources].

    Science.gov (United States)

    Schena, F P

    2004-01-01

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

  17. 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…

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

    International Nuclear Information System (INIS)

    2005-03-01

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

  19. Role of oil service companies in developing human resources worldwide to implement new technology

    Energy Technology Data Exchange (ETDEWEB)

    Baird, D.E.; Bismuth, B.

    1983-01-01

    The role of specialized oil service companies in helping the oil industry develop the hydrocarbon resources of the world efficiently has increased over the last 20 yr. This trend is expected to continue as the complexity and variety of the techniques required increased. In order to provide a large range of services worldwide, the oil service industry has to be highly flexible and mobile. At the same time, successful implementation of these services requires a knowledge of and empathy with local conditions and cultures. The challenge will be to attract, train, and develop technical people from all corners of the globe to become part of the process of developing and implementing new technology. The involvement of the developing nations in the technical evolution of the oil service companies is perhaps the only long-lasting method of transferring these technologies.

  20. Guidelines to the Development of Human Resources in Libraries: Rationale, Policies, Programs and Recommendations

    Science.gov (United States)

    Library Trends, 1971

    1971-01-01

    It is apparent that there are many roadblocks preventing the release of the human potential in our libraries. These guidelines take the position that a great deal can be done toward diagnosing and removing these roadblocks by establishing and developing meaningful policies and programs. (49 references) (Author/NH)

  1. 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)

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

    International Nuclear Information System (INIS)

    Murao, Yoshio

    2000-01-01

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

  3. Managing Human Resource Learning for Innovation

    DEFF Research Database (Denmark)

    Nielsen, Peter

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

  4. 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...

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2013-07-01

    M. Porter highlights the important role of human resources within an organization, considering that in any business there are potential sources for obtaining competitive advantage. It comes from the ability of firms to master better than its rivals competitive forces. Any subdivision organizational structure and any employee of the organization, no matter how far away lies the strategy development process, contributing to gaining and maintaining competitive advantage.

  6. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

    Research purpose: The purpose of this special edition is to introduce readers to the evaluation of human resource (HR programmes. Motivation for the study: There are few comprehensive evaluations of HR programmes despite many publications on functional efficiency measures of HR (i.e. measures of cost, time, quantity, error and quality. Research design, approach and method: This article provides a value chain for HR activities and introduces the reader to programme theory-driven evaluation. Main findings: In summarising all of the contributions in this edition, one of the main findings was the lack of programme evaluation experience within HR functions and the difficulty this posed for the evaluators. Practical/managerial implications: This introductory article presents answers to two simple questions: What does HR do? and, What is programme evaluation? These answers will enable practitioners to understand what programme evaluators mean when we say that programme evaluation seeks to determine the merit of a programme. Contribution/value-add: The main contribution of this introductory article is to set the scene for the HR evaluations that follow. It alerts the reader to the rich theory contribution in HR literature and how to apply this in a theory-driven evaluation.

  7. Integrative Literature Review: Concept Mapping--A Strategy to Support the Development of Practice, Research, and Theory within Human Resource Development

    Science.gov (United States)

    Daley, Barbara J.; Conceicao, Simone C. O.; Mina, Liliana; Altman, Brian A.; Baldor, Maria; Brown, James

    2010-01-01

    The purpose of this integrative literature review is to summarize research on concept mapping and to offer ideas on how concept mapping can facilitate practice, research, and theory development within human resource development. In this review, more than 300 articles, written in both English and Spanish, presented at two different concept mapping…

  8. Human Resources Development and ICT Contribution to the Tourist Destination Competitiveness

    OpenAIRE

    Ramona Gruescu; Roxana Nanu; Anca Tanasie

    2009-01-01

    The paper envisages aspects concerning identification of the competitive advantage of a tourist destination from a double perspective: the critical contribution of the employees and the ICT impact on promoting and selling the destination. Research methodology includes „bottom to top” analysis of the mentioned indicators. Thus, results include the eficientisation of tourist businesses and destinations due to both human element development and ICT technologies. Two essential basis of the compet...

  9. Development of human resources through the 2nd WNU Summer Institute

    International Nuclear Information System (INIS)

    Min, B. J.; Kang, H. K.; Kim, E. S.; Yun, S. K.

    2006-10-01

    WNU-SI(World Nuclear University - Summer Institute) is the six-week program designed to develop and inspire future international leaders in the field of nuclear science and technology. In 2006, three Korean young scientists had chances to participate by support of this project. There were three purposes in this project; (1) to motivate young Korean nuclear engineers, (2) to develop the human network with future nuclear leaders in the world, (3) to collect the information for successful WNU-SI 2007 Korea

  10. Development of human resources through the 2nd WNU Summer Institute

    Energy Technology Data Exchange (ETDEWEB)

    Min, B. J.; Kang, H. K.; Kim, E. S.; Yun, S. K

    2006-10-15

    WNU-SI(World Nuclear University - Summer Institute) is the six-week program designed to develop and inspire future international leaders in the field of nuclear science and technology. In 2006, three Korean young scientists had chances to participate by support of this project. There were three purposes in this project; (1) to motivate young Korean nuclear engineers, (2) to develop the human network with future nuclear leaders in the world, (3) to collect the information for successful WNU-SI 2007 Korea.

  11. 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…

  12. Implementation of "social and communicative competencies" in medical education. The importance of curriculum, organisational and human resource development.

    Science.gov (United States)

    Pruskil, Susanne; Deis, Nicole; Druener, Susanne; Kiessling, Claudia; Philipp, Swetlana; Rockenbauch, Katrin

    2015-01-01

    With this article we want to support teachers and curriculum planners to be aware of and apply knowledge and recommendations of organisational (OD), curriculums (CD) and human resource development (HRD) ideas already in the planning phase of a project. Taking these into account can influence the process of change successfully and controlled during the introduction and establishment of curricula in the field of communication and social skills in medical education. In the context of a multi-stage developmental process, a recommendation on CD for "Communicative and social competencies" was developed. The basis for it was made during two workshops of the GMA-committee "Communicative and social competencies" and supplemented by the available literature and the experience of communication experts. The "Undeloher Recommendation" (see attachment ) includes a compilation of recommendations and guiding questions, which is geared to the various phases of CD. Additionally, general approaches and recommendations of organisational and human resource development were integrated, which turned out to be particularly relevant in the process of CD. Thus, the "Undeloher recommendation" includes an orientation for each phase of the curriculum development process, the organisation and the staff in order to successfully implement a longitudinal curriculum. In addition to theoretical models the long-term discussion process and the personal experiences of a variety of curriculum planners and teachers have been integrated. The "Undeloher recommendation" can support the implementation processes of curricula in communication and social skills during development and realisation. Its application was reviewed in the context of workshops based on concrete examples. The participating teachers and curriculum planners assessed it to be very helpful. The recommendation goes beyond of what has been described in terms of content models in the CD so fare. In particular, the organisational and human

  13. INL Human Resource Development and the Next-Generation Safeguards Initiative

    Energy Technology Data Exchange (ETDEWEB)

    Gouveia, Fernando; Metcalf, Richard Royce Madison

    2010-07-01

    It is the stated goal of the Next Generation Safeguards Initiative (NGSI) to promote the development of a strengthened nuclear safeguards base, one with the potential to advance the secure and peaceful implementation of nuclear energy world-wide. To meet this goal, the initiative, among other things, has sought to develop a revitalized effort to ensure the continued availability of next generation safeguards professionals. Accordingly, this paper serves to outline the human capital building strategies taken by Idaho National Laboratory (INL) in line with the NGSI. Various components are presented in detail, including INL’s efforts directed at university outreach, in particular the laboratory’s summer internship program, along with the development of various innovative training programs and long-term oriented strategies for student professional development. Special highlights include a video training series, developed by INL in cooperation with LLNL and other laboratories, which sought to expose students and entry-level professionals to the concept and practice of international nuclear safeguards.

  14. A Case Study of Human Resource Development Professionals' Decision Making in Vendor Selection for Employee Development: A Degrees-of-Freedom Analysis

    Science.gov (United States)

    Cathcart, Stephen Michael

    2016-01-01

    This mixed method study examines HRD professionals' decision-making processes when making an organizational purchase of training. The study uses a case approach with a degrees of freedom analysis. The data to analyze will examine how HRD professionals in manufacturing select outside vendors human resource development programs for training,…

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

    Science.gov (United States)

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

    2014-01-01

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

  16. Statement to International Conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes

    International Nuclear Information System (INIS)

    Al Kaabi, H.

    2010-03-01

    United Arab Emirates is going through a rapid growth in its energy needs, projected to increase to three folds by the year 2020 compared to 2007, reflecting an annual growth rate of 9% from 2007 onward. In evaluating different options to meet the projected demand, Nuclear energy emerged as a proven, environmentally promising and commercially competitive option which could make a significant contribution to the UAE's economy and future energy security. A sustainable , materially-sized nuclear energy program could contribute substantially to the UAE's basic power needs for decades, retain the continued support of international investment partners, yield sufficient revenues to support a competent and fully-professionalized regulation and safety authority, and ensure the continual improvement of safety practices and security in accordance with best international standards. In conclusion, I would like to emphasize the importance that nuclear energy introduction plans are based on long term sustainable strategy to ensure its successful deployment in a safe and responsible manner, and through the adoption of plans and strategies that will ensure the availability of resources and efficiency of the sector through its long life. In the UAE, as we continue to develop our nuclear energy program , the actions outlined in the policy paper will continue to provide a framework which is robust, in line with international best practices, and which is an accurate demonstration of our commitments as a responsible member of the international community

  17. Development of human resources through the 3rd WNU Summer Institute

    International Nuclear Information System (INIS)

    Min, B. J.; Kang, H. G.; Shin, J. H.; Lim, S. G.; Lee, A. R.

    2008-01-01

    WNU-SI(World Nuclear University - Summer Institute) is the six-week program designed to develop and inspire future international leaders in the field of nuclear science and technology. In 2007, three Korean young scientists had chances to participate by support of this project. The main purposes in this project are to promote abilities of young Korean nuclear professions, and to build the human network with future leaders in the world-wide nuclear field. The WNU-SI offered an intensive six-week program of lectures, group discussion, field trips, and team projects presented by some of the world's foremost authorities on the global environment and sustainable development, nuclear-related technology innovation, nuclear diplomacy, and nuclear industry operations. The programme is consisted of the following parts. -Lecture -Distinguished Speaker's Presentation -Group Discussion -Case Study -Issue Forum -Technical Tour -Cultural Events Lectures were given by 33 outstanding profession from international organizations, companies, universities and institutes around the world. It covered the wide ranges of subjects from technology to economics and politics. 11 working group were facilitated by Mentors, who are 14 from 8 different countries, to review and discuss about the each lecture subjects. Twice case studies and the issue forum were also main work in working group. The case study is the chance to find the solutions about some specific cases regarding lecture subject. The results was presented and evaluated with all the fellows, mentors and specialists in that field. In the issue forum, the participants selected the subjects they wanted to attend, and proceeded the term project for two weeks after technical tour. This program was one of the highlight in this programme. The final output was presented to the fellows, mentors, and specialists with a final summary report. The following issues were dealt with. -Options for storing radioactive waste -Advantages and

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

    International Nuclear Information System (INIS)

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

    2016-01-01

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

  19. ANALYSIS ABSORPTION CAPACITY OF EUROPEAN FUNDS UNDER THE OPERATIONAL PROGRAMME HUMAN RESOURCES DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    DANIELA FLORESCU

    2013-10-01

    Full Text Available One of the main goals of the European Union is the economic progress. In the last 50 years, and especially beginning with the ‘80s, remarkable efforts have been made for removing the borders between the EU national economies and for creating a unique market where goods, persons, capital and services could move freely. Commercial interchanges between UE states have significantly grown and at the same time EU has become a global commercial force. EU’s goal is to become the most dynamic economy based on global recognition. This implies a significant investment in research, education and forming, which allows the population to have access to this new information. This research work displays diverse aspects concerning the Romania’s ability draw of irredeemable funds in period 2007 – 2013, focusing on human capital development activity. Today, the problem absorptions are no longer able to develop projects, that knowing a significant improvement but the stage of implementation and funding.

  20. 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'.

  1. The relationship between human resource development factors, career growth and turnover intention: The mediating role of organizational commitment

    Directory of Open Access Journals (Sweden)

    Muhammad Shahid Nawaz

    2016-02-01

    Full Text Available Retaining the best employees is of high concern for most organizations and this issue has become a significant focus of attention for many researchers. For this reason, this paper discusses different factors which influence the employee turnover intention-behavior in the organization, specifically to examine the effect of salary, performance appraisal, training & development and career growth on turnover intention. In addition, based on the social exchange theory this paper explains the mediating role of organizational commitment in the relationship between human resource development factors, career growth and turnover intention. A cross sectional, survey data study is undertaken to investigate the relationships in a sample of 270 full time faculty members employed in different private universities of Pakistan. Partial Least Square two step path modeling is used to test the direct and the indirect hypothesis of the study. The results of PLS (SEM path modeling reveal that human resource development factors specially salary and performance appraisal were negatively associated with turnover intention. In addition, the results also indicate that career growth had significant relationships with turnover intention. Moreover, out of four dimensions of career growth, only two dimensions, namely promotion speed and remuneration growth, have strong influence on turnover intention. Finally, in terms of organizational commitment as mediating variable between the relationships of salary, performance appraisal, career growth and turnover intention, four out of six variables indicate partial mediation including career growth (career goal progress, career growth (promotion speed, career growth (remuneration growth and performance appraisal.

  2. Development of human resources through the 3rd WNU Summer Institute

    Energy Technology Data Exchange (ETDEWEB)

    Min, B. J.; Kang, H. G. [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of); Shin, J. H. [KAIST, Daejeon (Korea, Republic of); Lim, S. G. [Kyunghee University, Seoul (Korea, Republic of); Lee, A. R. [Hanyang University, Seoul (Korea, Republic of)

    2008-01-15

    WNU-SI(World Nuclear University - Summer Institute) is the six-week program designed to develop and inspire future international leaders in the field of nuclear science and technology. In 2007, three Korean young scientists had chances to participate by support of this project. The main purposes in this project are to promote abilities of young Korean nuclear professions, and to build the human network with future leaders in the world-wide nuclear field. The WNU-SI offered an intensive six-week program of lectures, group discussion, field trips, and team projects presented by some of the world's foremost authorities on the global environment and sustainable development, nuclear-related technology innovation, nuclear diplomacy, and nuclear industry operations. The programme is consisted of the following parts. -Lecture -Distinguished Speaker's Presentation -Group Discussion -Case Study -Issue Forum -Technical Tour -Cultural Events Lectures were given by 33 outstanding profession from international organizations, companies, universities and institutes around the world. It covered the wide ranges of subjects from technology to economics and politics. 11 working group were facilitated by Mentors, who are 14 from 8 different countries, to review and discuss about the each lecture subjects. Twice case studies and the issue forum were also main work in working group. The case study is the chance to find the solutions about some specific cases regarding lecture subject. The results was presented and evaluated with all the fellows, mentors and specialists in that field. In the issue forum, the participants selected the subjects they wanted to attend, and proceeded the term project for two weeks after technical tour. This program was one of the highlight in this programme. The final output was presented to the fellows, mentors, and specialists with a final summary report. The following issues were dealt with. -Options for storing radioactive waste -Advantages and

  3. Trend Analysis of Human Resources Development Representing the Base for Researchers in Selected Economies

    Directory of Open Access Journals (Sweden)

    Lelek Tomas

    2014-03-01

    Full Text Available This paper discusses the issue of precondition for the number of researchers as an important input factor for research and development (hereinafter ‘R&D’. R&D is one of the main sources for new knowledge creation through human capital. It can be seen as one of the most important sources of competitiveness. There was an analysis carried out on higher education graduates, who can be considered a base of a group of researchers, and the number of inhabitants. A method such as regression analysis for empirical data variables dependence was used. An assessment of quantitative indicators related to the number of inhabitants and the number of higher education graduates was performed by regression analysis. An analysis on higher education graduates and the number of inhabitants was conducted with the same method. These variables were examined for the European Union, the USA and the Czech Republic in the first decade of the 21st century. Based on the analysis values of all variables, a comparison of the countries was carried out.

  4. human resources management and lecturer's job satisfaction

    African Journals Online (AJOL)

    PROF EKWUEME

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

  5. 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...

  6. 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...

  7. Evolution and development of laws, regulations, criteria and human resources to ensure the safe decommissioning of nuclear facilities in Thailand

    International Nuclear Information System (INIS)

    Keinmeesuke, S.

    2006-01-01

    The Research Reactor, TRR-1 (renamed TRR-1/M1 after core replacement) in Thailand has been operated for more than 43 years. This ageing reactor will be facing shutdown in the near future. Laws and Regulations have been continually developed to assure the safe operation of nuclear facilities, particularly of the research reactor, and to ensure the safe decommissioning of the reactor after its operational life. However, the Thai nuclear legislation is still not applicable to a number of areas. Office of Atoms for Peace is working toward development of a new consolidated Act. In addition, the licensing steps for modification and decommissioning are added to the new Ministerial Regulation and to the new guidance documents on the licensing process for research reactors. Regulations, guidance and criteria for approval of decommissioning are being developed using the IAEA Safety Standards Series as the main basis for drafting. Human resource development is considered as one of the key important factor to ensure safe decommissioning of the installation. Staffing and training of the operating organization and the regulatory body personnel have been addressed to ensure the achievement of competency level. Simple methods and technologies are the best means for implementation while learning from experience of others will help and support us in our attempt to be the 'second First'. IAEA advice and assistance on the decommissioning of nuclear facilities in countries with limited resources is desirable. (author)

  8. Human Resources – One of the Key Challenges of Tourism Development in the Republic of Croatia

    Directory of Open Access Journals (Sweden)

    Buneta Anđelka

    2016-12-01

    , employment in the hospitality and tourism industry has a very high seasonal fluctuation of work, while the proportion of highly educated so-called senior managers is weak due to the contemporary needs of the tourism of the 21st century. The system of education for tourism is not performed well at all levels of education, and the result is inadequate qualifications. On the other hand, salaries of employees in the tourism industry, especially in the hospitality and catering industry, are among the lowest in the Republic of Croatia. With its tourism development strategy, the Republic of Croatia has turned towards building quality destinations (new facilities, renovation of existing and quality services. This paper will analyze how the quality of services, backed by human activity, is the key to the success of any enterprise, with an adopted conclusion about what kind of future we are building in this segment. The research will be carried out through the review and analysis of trends in employment in the tourism industry, the qualifying term structure of employees, their share in the total employees in the Republic of Croatia, the competitiveness in the international labor market for a period of last 5 years.

  9. Review of the human resources needed for development of the activity in a service hospital radio physics

    International Nuclear Information System (INIS)

    Almansa, J. F.; Burgos, D. E.; Guerrero, R.

    2011-01-01

    The age of the recommendations on minimum human and material resources of the SEFM, along with the emergence of new imaging techniques and new equipment, plus analysis of recent international publications relating to the subject and the establishment of relative value units in several Spanish regions, justify a revision of the minimum necessary human resources to carry out the tasks of Radio physics service with adequate safety and quality.

  10. Review - Water resources development

    Energy Technology Data Exchange (ETDEWEB)

    Todd, David K [Civil Engineering, University of California, Berkeley (United States)

    1970-05-15

    For the past 15 years the possibilities of employing nuclear explosives to develop and manage water resources for the benefit of man have been studied, Experimental and theoretical studies of many types have been undertaken. Numerous applications have been considered including site studies for particular projects. Attention has been given to the economics of specific applications, to hazards and safety problems, to legal limitations, to geologic and hydrologic considerations, and to effects on water quality. The net result of this effort has been the development of a large body of knowledge ready to be drawn upon wherever and whenever needed. Nuclear explosives are important tools for water resources development; they must be carefully selected so as to serve their intended purpose at minimum cost with few side effects. (author)

  11. Review - Water resources development

    International Nuclear Information System (INIS)

    Todd, David K.

    1970-01-01

    For the past 15 years the possibilities of employing nuclear explosives to develop and manage water resources for the benefit of man have been studied, Experimental and theoretical studies of many types have been undertaken. Numerous applications have been considered including site studies for particular projects. Attention has been given to the economics of specific applications, to hazards and safety problems, to legal limitations, to geologic and hydrologic considerations, and to effects on water quality. The net result of this effort has been the development of a large body of knowledge ready to be drawn upon wherever and whenever needed. Nuclear explosives are important tools for water resources development; they must be carefully selected so as to serve their intended purpose at minimum cost with few side effects. (author)

  12. Human Resource Development Practices, Managers and Multinational Enterprises in Australia: Thinking Globally, Acting Locally

    Science.gov (United States)

    Sablok, Gitika; Stanton, Pauline; Bartram, Timothy; Burgess, John; Boyle, Brendan

    2017-01-01

    Purpose: The purpose of this paper is to examine the HRD practices of multinational enterprises (MNEs) operating in Australia to understand the value that MNEs place on investment in their human capital, particularly managerial talent. Design/methodology/approach: Drawing on a representative sample of 211 MNEs operating in Australia, this paper…

  13. Human Resource Development for the Proposed 9.6 GW Nuclear Build Programme in South Africa

    International Nuclear Information System (INIS)

    Larkin, J.F.S.; Moduka, V.; Smit, J.; Potgieter, L.

    2014-01-01

    Summary: • Universities can probably produce the required numbers of graduates on time, provided they start developing them now. • Technical/artisanal training requires significant work to develop the necessary capacity to develop/grow the local skills base necessary to bring the project to completion on time and within budget

  14. Development of geothermal resources

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-09-01

    This paper describes the geothermal development promotion survey project. NEDO is taking the lead in investigation and development to reduce risks for private business entities and promote their development. The program is being moved forward by dividing the surveys into three ranks of A, B and C from prospects of geothermal resource availability and the state of data accumulation. The survey A lacks number of data, but covers areas as wide as 100 to 300 km{sup 2}, and studies possible existence of high-temperature geothermal energy. The survey B covers areas of 50 to 70 km{sup 2}, investigates availability of geothermal resources, and assesses environmental impacts. The survey C covers areas of 5 to 10 km{sup 2}, and includes production well drilling and long-term discharge tests, other than those carried out by the surveys A and B. Results derived in each fiscal year are evaluated and judged to establish development plans for the subsequent fiscal year. This paper summarizes development results on 38 areas from among 45 areas surveyed since fiscal 1980. Development promotion surveys were carried out over seven areas in fiscal 1994. Development is in progress not only on utilization of high-temperature steam, but also on binary cycle geothermal power generation utilizing hot waters of 80 to 150{degree}C. Fiscal 1994 has carried out discussions for spread and practical use of the systems (particularly on economic effects), and development of small-to-medium scale binary systems. 2 figs., 1 tab.

  15. 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...

  16. Human Resources for Industrial Development. Some Aspects of Policy and Planning.

    Science.gov (United States)

    International Labour Office, Geneva (Switzerland).

    This book analyzes some of the major manpower and social problems encountered by developing countries during industrialization. The first part of the book examines the skill requirements for industrial development in low-income countries, the aims and characteristics of industrial manpower training programs at the national level, the measures…

  17. Implications of Leader-Member Exchange Theory and Research for Human Resource Development Research.

    Science.gov (United States)

    Burns, Janet Z.; Otte, Fred L.

    1999-01-01

    Leader/member exchange theory is proposed as an alternate approach to the study of organizational leadership. Recent research supports the theory but additional development work is needed. The theory seeks to explain how leader/member relationships develop and the behavioral components of leadership relations. Contains 74 references. (Author/JOW)

  18. ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

    Directory of Open Access Journals (Sweden)

    R. R. Lukyanova

    2010-03-01

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

  19. Progress in Human Resources Development of Office of Atoms for Peace, Thailand

    International Nuclear Information System (INIS)

    Ampornrat, Pantip

    2014-01-01

    Conclusion: 1. Although Thailand’s national policy on the NPP is unstable, the OAP needs to develop HRDP for its future works. 2. Due to lacking of experiences in NPP and limitation of manpower, the OAP started with the HRD of the BNSR for near-term responsibilities (research reactor programs). 3. Competence analysis was conducted using SARCoN tool. 4. Future works: – Develop training plan, which will focus on regulatory practices. – Implementation of the training plan. – Conduct the analyses for major bureaus of the OAP. – Develop HRPD for NPP (includes recruitment plan). 5. Outreach programs (training and curriculum) has been developed to promote public understanding, to transfer knowledge and experience, and to build and sustain capacity

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

    Science.gov (United States)

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

    2015-08-01

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

  1. The development of old age human resource under the background of population ageing in china

    OpenAIRE

    Cheng, Xin; Xu, Jian-pei

    2007-01-01

    China is the country that has the most population in quantity of the world. Rapidly growing population has brought about enormous pressure on the social and economic development. Thus population control is always one of the population policies focuses in our country. However, China has not succeed in escaping out from the pressure of population control, another challenge-population ageing is coming. This challenge also can bring the great impact on the whole social and economic development. M...

  2. An Introduction to Human Resource Development in Taiwan, R.O.C. = Jong Hwa Min Gwo Ren Li Tz Yuan Fa Jaan Jyan Jieh.

    Science.gov (United States)

    Lee, Lung-Sheng; Chen, Ya-Yan

    In Taiwan, human resource development (HRD) is defined as the systematic education, training, and development employers provide for their employees as well as organizational development for corporations. A history of HRD development indicates that in the 1960s, the government began to implement planning measures for HRD in business and industry;…

  3. THE DEVELOPMENT OF PROFESSIONAL SUBJECTIVE POSITION OF MANAGEMENT HUMAN RESOURCES FOR HEALTH

    Directory of Open Access Journals (Sweden)

    Ol'ga L. Zadvornaya

    2016-01-01

    Full Text Available The article is devoted to the problem of development of professional-subjective position of managerial staff of health care in the system of continuous professional education in the conditions of optimization of activities of the health system. Professional and subject position reflects the position of individual managers in a professional environment, its relationship to the quality of professional activity, to himself, to patients and colleagues to level their skills.Purpose/objectives: analysis of core competencies, forming the professional and subject position of heads of medical organizations; identify possible ways of development of professional-subjective position of managerial staff of the public health based on the use of modern technologies and active methods of training in system of continuous professional education. Methodology. In conducting the present study used data from official sources, literature review, scientific methods of analysis and synthesis, comparative analysis and modeling. The results of the study indicate the necessity of actualization of the subject position of heads of medical organizations. Conclusions /Significance. The necessity of formation and development of professional subjective position of the heads due to the needs of society and the health care system with modern requirements for quality management training of health. Professional and subject position is a characteristic feature of a highly qualified specialist in the area of governance, reflecting its active attitude toward self and professional activity, factor of efficiency of activity of medical organizations. The real practice of activity of medical organizations requires improved approaches in the preparation of healthcare managers. Most of the leaders are having difficulties, associated not only with necessity of development of universal and professional competences, but also the necessity of development of professional-subjective position

  4. Development of coal resources

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-09-01

    It is an important issue to expand stable coal supply areas for Japan, especially to assure stable supply of overseas coals. The investigations on geological structures in foreign countries perform surveys on geological structures in overseas coal producing countries and basic feasibility studies. The investigations select areas with greater business risks in coal producing countries and among private business entities. The geological structure investigations were carried out on China, Indonesia and Malaysia and the basic feasibility studies on Indonesia during fiscal 1994. The basic coal resource development investigations refer to the results of previous physical explorations and drilling tests to develop practical exploration technologies for coal resources in foreign countries. The development feasibility studies on overseas coals conduct technological consultation, surface surveys, physical explorations, and trial drilling operations, and provide fund assistance to activities related thereto. Fiscal 1994 has provided fund assistance to two projects in Indonesia and America. Fund loans are provided on investigations for development and import of overseas coals and other related activities. Liability guarantee for development fund is also described.

  5. Overview of NRA Human Resource Development Center and NRA Cooperation and Support for IAEA/ANSN

    International Nuclear Information System (INIS)

    Sato, Shohei

    2014-01-01

    Vision: • Development and training of NRA employees: → To achieve and maintain nuclear regulation based on a high level of expertise; → To abide by the plan over a long period of time; → To recognize that such workforce is the most valuable asset of the regulatory body. • Establishment of safety culture: → To continuously master specialized knowledge and skills on nuclear safety; → To implement constant thorough review of the safety improvement. • Enhancement of international cooperation: → Cooperation with foreign nuclear regulatory organizations; → Cooperation with emerging nuclear power countries; → Special emphasis on sharing lessons learned from the Fukushima Dai-ichi NPP accident. Mission: • Design, develop and implement training programs for NRA employees; • Promote knowledge transfer from experienced expert to young staff; • Strengthen international cooperation with other nuclear regulatory organizations; • Implement national examinations and develop nuclear safety experts at large etc.; • Continuously improve training programs by implementing a PDCA cycle

  6. Human Resources; Recursos Humanos

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2006-07-01

    For ENSA, people are the fundamental base for achieving the Comany's objectives, and for this reason it tries to obtain their commitment by offering employability and stability, by integrating and motivating, by securing loyalty and recognizing merits, by putting training and improvement plans into place, and by rewarding hard work and maximizing their potential and professional performance. The company's current staff is composed of approximately 400 workers, including shop personnel and senior and middle-level technical personnel. ENSA is based on a series of values that provide a common direction to everyone in the Company and some guidelines for its daily activity based on: Customer orientation; Quality; Competitiveness (understood as a continuous effort to excel): Excellence; continuous improvement; Rigor; Safety; Personal development; Teamwork; Transparency and Communication; Honesty and Ethics. Regarding reconciliation of family and professional life, the Management has prepared a package of measures, in collaboration with the workers representatives, to improve the staff's quality of life. Following is a description of the ENSA H. R. organization and responsibilities. (Author)

  7. 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.

  8. Human Resource Development Activities in Japan and Contribution to the Global Standards

    International Nuclear Information System (INIS)

    Uesaka, Mitsuru

    2014-01-01

    • Japan HRD Network has worked effectively for 4 years and is expected to be upgraded under the collaboration with IAEA. • Education and degrees, HRD and linceses, research and development should be always carefully discussed depending on countries and regions. • We are making and upgrading the HRD roadmap and actions in Japan. (author)

  9. Characteristic Features of Innovation Project Management Aimed at University Human Resource Development

    Science.gov (United States)

    Kalimullin, Aydar M.; Yungblud, Valery T.; Khodyreva, Elena A.

    2016-01-01

    The relevance of the studied issue is based on the need to develop theoretical approaches to project management at a higher educational institution taking into consideration the specifics of the subject area of the projects that ensure finding the "growth points" and addressing the long-term objectives of a university in the field of…

  10. Skill Needs and Human Resources Development in the Emerging Field of Nanotechnology

    Science.gov (United States)

    Yawson, Robert Mayfield

    2010-01-01

    Strong societal requirements and consumer acceptance are the driving force of nanotechnology development. The necessity for qualified experts and strong demand on education in the multi-, trans- and interdisciplinary field of nanotechnology is a logical consequence of this driving force. There is the need for a comprehensive national…

  11. Jordanian Pre-Service Teachers' and Technology Integration: A Human Resource Development Approach

    Science.gov (United States)

    Al-Ruz, Jamal Abu; Khasawneh, Samer

    2011-01-01

    The purpose of this study was to test a model in which technology integration of pre-service teachers was predicted by a number of university-based and school-based factors. Initially, factors affecting technology integration were identified, and a research-based path model was developed to explain causal relationships between these factors. The…

  12. Training of Family Planning Counselors in Jordan: Developing Human Resources through Adult Education

    Science.gov (United States)

    Jabbar, Sinaria Kamil Abdel

    2012-01-01

    This paper briefly describes the development and status of family planning (FP) services, including counseling, in the Hashemite Kingdom of Jordan. It also reports extensively on a FP counseling training course organized by the Jordanian Association for Family Planning and Protection (JAFPP) which is a local NGO. A field survey approach, with…

  13. Assessment method for analyzing and developing human resource management practices in nuclear power industry

    International Nuclear Information System (INIS)

    Maeki, E.; Pahkin, K.; Lindstroem, S.; Kurki, A-L.

    2014-01-01

    Implementation of HRM practices is often devolved from the HRM unit to front line managers and supervisors. However, the implementation of these practices by line managers and supervisors may vary significantly. They may, for example, be unaware of how to implement HRM practices or skeptical towards the effectiveness of the intended practices. Based on the literature, interviews and workshops in the nuclear power industry, a self-assessment method of HRM practices for intra-organizational use was developed. The assessment method was piloted in four nuclear power organizations. The assessment method seems to be a good tool for generating fruitful discussion on HRM practices, finding areas of HRM practices that need to be developed, and triggering peer-to-peer knowledge sharing and learning on HRM practices. (authors)

  14. Assessment method for analyzing and developing human resource management practices in the nuclear power industry

    International Nuclear Information System (INIS)

    Maeki, Eerikki; Pahkin, Krista; Lindstroem, S.; Kurki, Anna-Leena

    2015-01-01

    Implementation of HRM practices is often devolved from the HRM unit to front line managers and supervisors. However, the implementation of these practices by line managers and supervisors may vary significantly. They may, for example, be unaware of how to implement HRM practices or sceptical towards the effectiveness of the intended practices. Based on the literature, interviews and workshops in the nuclear power industry, a self-assessment method of HRM practices for intra-organizational use was developed. The assessment method was piloted in four nuclear power organizations. The assessment method seems to be a good tool for generating fruitful discussion on HRM practices, finding areas of HRM practices that need to be developed, and triggering peer-to-peer knowledge sharing and learning on HRM practices.

  15. Assessment method for analyzing and developing human resource management practices in the nuclear power industry

    Energy Technology Data Exchange (ETDEWEB)

    Maeki, Eerikki [Aalto Univ. (Finland). Dept. of Industrial Engineering and Management; Pahkin, Krista; Lindstroem, S.; Kurki, Anna-Leena [Finnish Institue of Occupational Health, Helsinki (Finland). Centre of Expertise for the Development of Work and Organizations

    2015-04-15

    Implementation of HRM practices is often devolved from the HRM unit to front line managers and supervisors. However, the implementation of these practices by line managers and supervisors may vary significantly. They may, for example, be unaware of how to implement HRM practices or sceptical towards the effectiveness of the intended practices. Based on the literature, interviews and workshops in the nuclear power industry, a self-assessment method of HRM practices for intra-organizational use was developed. The assessment method was piloted in four nuclear power organizations. The assessment method seems to be a good tool for generating fruitful discussion on HRM practices, finding areas of HRM practices that need to be developed, and triggering peer-to-peer knowledge sharing and learning on HRM practices.

  16. Human resource training and development importance in post communist countries in cross-cultural context

    OpenAIRE

    Kumpikaitė, Vilmantė

    2009-01-01

    The manufacturing-dominated economies of Lithuania, Latvia and Estonia, formed during the Soviet occupation, collapsed with the USSR. However, they are now well into the process of evolving to market economies. Among other aspects, this evolutionary process includes adapting to new social institutions and economic relationships, reacting to the impact of new technologies, and meeting the increasing social needs and developing employees in these countries. This review addresses the importance ...

  17. Statement to International Conference on Human Resource Development for Introducing and Expanding Nuclear Power Programmes

    International Nuclear Information System (INIS)

    Al Kaabi, Hamad

    2012-01-01

    United Arab Emirates is going through a rapid growth in its energy needs, projected to increase to three folds by the year 2020 compared to 2007, reflecting an annual growth rate of 9% from 2007 onward. In evaluating different options to meet the projected demand, Nuclear energy emerged as a proven, environmentally promising and commercially competitive option which could make a significant contribution to the UAE's economy and future energy security. In April 2008, UAE Government has formally endorsed its 'Policy on the Evaluation and Potential Development of Peaceful Nuclear Energy'. The policy defines a framework for developing the domestic nuclear energy program in form of commitments, strategies and principles. The policy is based on principles of complete operational transparency, highest standards of safety, security and non-proliferation, working directly with the IAEA and responsible nations of expertise, and lastly developing the program in way that ensures the long term sustainability. Focusing on the later, government plans on introduction of nuclear energy has put a great emphasis from the outset on principles that will ensure the program is successful and sustainable in the long run.

  18. 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 ...

  19. Human Resources Key Performance Indicators

    Directory of Open Access Journals (Sweden)

    Gabčanová Iveta

    2012-03-01

    Full Text Available The article brings out a proposed strategy map and respective key performance indicators (KPIs in human resources (HR. The article provides an overview of how HR activities are supported in order to reach the partial goals of HR as defined in the strategic map. Overall the aim of the paper is to show the possibilities of using the modern Balanced Scorecard method in human capital.

  20. HUMAN RESOURCES MOTIVATION – AN IMPORTANT FACTOR IN THE DEVELOPMENT OF BUSINESS PERFORMANCE

    Directory of Open Access Journals (Sweden)

    NICU IOANA ELENA

    2012-07-01

    Full Text Available It is well known that the people of a company are a strong resource for business and that the human resource function is valuable in assisting the workforce in order to accomplish the objective of the company. The productivity of a company is strongly related to its people and its strategies. Therefore, a powerful human resources management system has started to develop in Romania as well. The people that are hired in companies bring along a wide range of qualifications, abilities and knowledge, which might as well be useless to the company needs. Some of them identify with the company and are motivated in helping reaching goals, while others see the company as a vehicle meant to satisfy their own targets. This paper touches upon the importance of human resources motivation when it comes to accomplishing individual performances and, implicitly attaining organizational performances. Many human resources scientific researchers have discussed the subject of human resources motivation, have sought to understand what prompts people and how they have been motivated. The question ‘Why do we need motivated employees?’ is so often asked by chairmen. Motivated employees help the business survive and they are more productive. When aiming at efficiency, managers must understand what motivates the employees, according to their tasks. Of all the functions of a manager, motivating human resources is probably the most complex.

  1. An Integrative Literature Review on Employee Engagement in the Field of Human Resource Development: Exploring Where We Are and Where We Should Go

    Science.gov (United States)

    Lee, Yunsoo; Shin, Heh Youn; Park, Jiwon; Kim, Woocheol; Cho, Daeyeon

    2017-01-01

    Numerous studies on employee engagement in the HRD (human resource development) field have contributed to the promotion of employee engagement in organizations, yet issues and challenges remain. The purpose of this study is to investigate how employee engagement has been discussed in four representative HRD journals: "Human Resource…

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

    International Nuclear Information System (INIS)

    2001-06-01

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

  3. 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

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

    Directory of Open Access Journals (Sweden)

    Ievdokymov V.V.

    2017-06-01

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

  5. 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".

  6. A Human Resource Development Action Plan for the Radiography Program Sponsored by Lincoln Land/St. John's Based on a View of the Radiographer of the Future.

    Science.gov (United States)

    Dowd, Steven B.

    The purpose of a practicum was to develop an effective and valid human resource development plan based on a view of the practitioner of the future. The targeted program was one in radiography (radiologic technology) co-sponsored by Lincoln Land Community College and St. John's Hospital (Illinois). A review of the literature was used to establish a…

  7. 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...

  8. Operations of human resources engagement

    OpenAIRE

    Δημητρέλη, Αλεξάνδρα

    2017-01-01

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

  9. El desarrollo de los recursos humanos a través del mentoring: El caso español The human resources development through mentoring: The Spanish case The human resources development through mentoring: The Spanish case

    Directory of Open Access Journals (Sweden)

    Félix Angel Grande Torraleja

    2012-04-01

    minuciosa, de manera que la pareja mentor-pupilo tenga afinidad, confianza y se desarrolle en un clima propicio. Por otro lado, el mentoring ayuda a incorporar y socializar nuevos empleados, pues el mentor actúa como trasmisor de conocimiento e información de la cultura de la compañía, sus valores, normas estrategias, prepara los profesionales que proceden o son destinados a otros países, mejorando adaptación y conocimiento del país. El pupilo que interviene en el proceso de mentoring conseguirá estar preparado para alcanzar posiciones de mayor responsabilidad en la empresa, de acuerdo con sus planes de carrera y estrategia de la organización.Originalidad / Valor añadido: Este trabajo permite el avance en el conocimiento del mentoring en el ámbito empresarial y proporciona evidencia empírica de su utilidad para los directivos de recursos humanos.Purpose: Mentoring is a practice to encourage the development of human resources increasingly used by companies. However, research on the subject still presents many aspects that have not been sufficiently addressed. Thus, the aim of this study is analyze the effects of this practice and its benefits in individuals and businesses, exposing a series of practical guidelines for its use to be effective. Then, we proceed to contrast the previous approaches, analyzing the impact of mentoring on performance, both organizational and individual levels in a sample of Spanish companies. The results show that there is a direct causal relationship between the use of mentoring programs and growth of the company and its human capital.Design/methodology: Following the theoretical approach we proceed to test the hypotheses using structural equation methodology and confirmatory factor analysis of the measurement scales.Findings: The results show the existence of a causal and direct effect of the implementation of mentoring and businesses performance. This validated the theoretical approaches formulated and contribute to a deeper

  10. 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

  11. A human tissue and data resource: an overview of opportunities, challenges, and development of a provider/researcher partnership model.

    Science.gov (United States)

    Kort, Eric J; Campbell, Bryon; Resau, James H

    2003-02-01

    As we continue to strive to apply the findings of in vitro and animal studies to human disease and transition from genomics to proteomics, we will experience an ever-increasing need for human tissues. A web based system that provides access to tissues repositories and associated data will best facilitate the access to these vital resources and the application of research information to human disease treatment. There are organizational and design requirements that must be addressed in the implementation of the infrastructures that are needed to implement such a system, with special attention paid to the protection of patient anonymity. This report describes the implementation of a prototype human tissue network in the hope of encouraging implementation of similar systems among other consortia of providers and researchers.

  12. 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.

  13. The Human Resources Management System: Part 1.

    Science.gov (United States)

    Ceriello, Vincent R.

    1982-01-01

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

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

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

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

  15. 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.

  16. The role of human resource development in organizational change : Professional development strategies of employees, managers and HRD practitioners

    NARCIS (Netherlands)

    Poell, R.F.; van der Krogt, F.J.; Billett, S.; Harteis, C.; Gruber, H.

    2014-01-01

    The aim of this chapter is to present, and provide empirical evidence for, a theory that gives central stage to actors operating strategically in the context of professional development. The learning-network theory (based on the seminal work of Ferd van der Krogt) deals with the organization of HRD

  17. Cultural Myths in Stories about Human Resource Development: Analysing the Cross-Cultural Transfer of American Models to Germany and the Cote d'Ivoire.

    Science.gov (United States)

    Hansen, Carol D.

    2003-01-01

    Analysis of reactions of 14 German and 20 Ivory Coast managers to informant stories from 14 U.S. human resource professionals revealed differences in work myths that reflected national differences, e.g., individual versus collective orientation, business development patterns, and management approaches. Awareness of the ethnocentrism of work myths…

  18. Social Responsibility of Human Resource Development: How Our Definitions and Worldviews Impact Our Leadership Role. Town Forum. [Concurrent Town Forum Session at AHRD Annual Conference, 2000.

    Science.gov (United States)

    Hatcher, Timothy G.; Brooks, Ann K.

    The question of whether human resource development (HRD) should assume a leadership role in social responsibility has not been seriously or rigorously addressed in the HRD literature. As a multidisciplinary field, HRD is influenced not only by societal needs but also by underlying disciplines, including economics, psychology, general systems,…

  19. Competence and Human Resource Development in Multinational Companies in Three European Union Member States: A Comparative Analysis between Austria, the Netherlands and the United Kingdom. CEDEFOP Panorama Series.

    Science.gov (United States)

    Markowitsch, Jorg; Kollinger, Iris; Warmerdam, John; Moerel, Hans; Konrad, John; Burell, Catherine; Guile, David

    A comparative analysis of human resources development and management in the subsidiaries of three multinational companies (Xerox, Glaxo Wellcome, and AXA Nordstern Colonia) was conducted in these three European Union (EU) member states: Austria, the United Kingdom, and the Netherlands. Case studies were used, focusing on competence needs and…

  20. 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 ...

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

    International Nuclear Information System (INIS)

    2000-12-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2000-12-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2001-06-01

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

  4. THE IMPORTANCE OF ASSESSING HUMAN RESOURCES FOR THE SUSTAINABLE DEVELOPMENT-A STUDY CASE, SOUTH WEST OLTENIA REGION

    Directory of Open Access Journals (Sweden)

    Reta CONDEI

    2015-04-01

    Full Text Available In the center of all the activities of an organization is the human being. All the other resources such as land, buildings, equipments, vehicles or money are only of a secondary importance. Without people, business cannot be achieved. The importance of the human being in the success management of a business is to make from the”Human Resource Management” the essential competence for all the managers. This responsibility is not only to give people jobs, to guide them how to work and to record their performances, although the managers have to do this thing. Beside all these, there is an investment: to give people the power they need to act efficiently and effective. It also means to exploit the individual knowledge, the talents, the imagination and creativity for the common good. The world changes with an unprecedented speed determine each organization to employ competent, well informed, loyal, flexible and talented personnel. The managers should think well at what they offer to employees and at what they expect from them if they want to reach high performance and increase the firm competitiveness.

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

    Directory of Open Access Journals (Sweden)

    Dr.Sc. Lidija Stefanovska

    2012-12-01

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

  6. Electricity Sector Council : human resources challenges

    Energy Technology Data Exchange (ETDEWEB)

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

    2007-07-01

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

  7. Electricity Sector Council : human resources challenges

    International Nuclear Information System (INIS)

    Goldie, T.

    2007-01-01

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

  8. Chosen Concepts of Human Resources Management

    Directory of Open Access Journals (Sweden)

    Marcin W. Staniewski

    2007-07-01

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

  9. Human Resource Evaluation in Hotel Units

    Directory of Open Access Journals (Sweden)

    George Aspridis

    2012-03-01

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

  10. From Good Work to Sustainable Development - Human Resources Consumption and Regeneration in the Post-Bureaucratic Working Life

    OpenAIRE

    Kira, Mari

    2003-01-01

    The thesis concentrates on the psychological consequences ofthe contemporary work. Two focal question of the thesis are,first, why do employees’psychological resources becomeconsumed in the contemporary working life? Second, how tocreate regenerative work enabling employees’developmentin the present situation? The latter question aims todistinguish the conditions for sustainable individual andcollective development at work. The empirical research consistsof two studies; the Empirical Study I ...

  11. Strategic Management of Human Resources

    Directory of Open Access Journals (Sweden)

    Madlena Nen

    2014-05-01

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

  12. Human resource and radiotherapist planning

    International Nuclear Information System (INIS)

    Lauzon, R.; Lachance, M.J.; McCammond, R.; Harnett, N.; Robson, S.; Wenz, J.

    2000-01-01

    This information document was presented to the working group of the human resource requirements planning of the Canadian Strategy for the fight against cancer. The Canadian Cancer Society; The National Canadian Cancer Institute and the Association of the Provincial Organizations for the Fight Against Cancer and Canada Health, linked their efforts to plan this strategy. It aims at determining national priorities for the fight against cancer, which is comprised of the goals, the objectives, the interventions, the roles and the responsibilities; mechanisms of concretization of research, and finally the mechanisms required to face the topical questions and to maintain the partnerships. The Canadian Association of Medical Radiation Therapists is only one of the many interest groups collaborating in initiative by their participation in the work of the various groups and management committees. Presented in February 2000, the report could contain questions and present working conditions regulated since

  13. 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...

  14. The Urgency of the Regulation of Certification as an Attempt to Optimize the Human Resources in Developing Indonesia’s Sharia Insurance

    Directory of Open Access Journals (Sweden)

    lastuti abubakar Gani

    2016-04-01

    Full Text Available Objectives - The development of Islamic insurance in Indonesia contributed to economic growth in 2014. The principle of mutual cooperation and tabarru contract is a characteristic of Islamic insurance. The Opportunity to increase the role of Islamic insurance as an economic entity is done by utilizing various aspects of human resource readiness. Human Resource are required to have a comprehensive understanding of Islamic insurance in order to create compliance with Islamic principles for product and services offered.It can provide legal protection against the Takaful participants. Issues to be examined is how the readiness of the relevant regulatory certification and how Regulatory model certification appropriate human resources in order to develop Islamic insurance in Indonesia.              Methods -The method used is a normative juridical that through the efforts of an inventory of rules and descriptive analytical. To obtain the appropriate regulatory models, a legal comparison method is employed.Results - Based on the research results, the regulation of certification is required and should include the human resources, starting from a selling agent to the management as a decision maker. This regulation will push the entire human resources involved in the Islamic insurance industry to has the capacity and capability in providing services to the public, and to ensure and guarantee that the services offered comply with Islamic principles. Association of Islamic Insurance Indonesia was initiated concerning certification provisions, but has not been followed by a strong regulations readiness as a legal basis.Conclusion -Therefore we need a comprehensive regulation and it must be issued by Indonesian Financial Services Authority.

  15. 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

  16. Human Resource Management and Corporate Social Responsibility

    OpenAIRE

    Bujor Anca Liliana

    2012-01-01

    The current context of economic development, the transformations that are subject to national and international organizations impose their traditional attitude change in relation to results and performance of current activity. In this context, the Corporate Social Responsibility (CSR) aims to achieve economic success in an ethical manner with respect for people, communities and environment. This article analyses the concept of Corporate Social Responsibility in relation to Human Resources (HR...

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

    International Nuclear Information System (INIS)

    Awadalla, S.A.

    2006-02-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2006-02-15

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

  19. 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)

  20. 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…

  1. Human Resources Strategies in Romanian Tourism Companies

    Directory of Open Access Journals (Sweden)

    Tătăruşanu Maria

    2016-06-01

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

  2. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    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.

  3. Developing technologies and resources

    Energy Technology Data Exchange (ETDEWEB)

    Walker, R.S. [Canadian Nuclear Laboratories, Chalk River, ON (Canada)

    2015-07-01

    Our success as a nuclear nation rests on interdependent pillars involving industry, governments, regulators, and academia. In a context of coherent public policy, we must achieve: 5 Nuclear Industry Priorities: Ensure refurbishments are completed to cost and schedule; Achieve Canadian supply chain success in international nuclear business; Support a strong Canadian nuclear science, technology and innovation agenda; Enhance the supply of skilled workers; Develop a coordinated and integrated strategy for the long term management of all radioactive waste materials; Refine communication strategies informed by insights from social sciences. Canada's nuclear sector has the opportunity to adapt to the opportunities presented by having a national laboratory in Canada.

  4. Developing technologies and resources

    International Nuclear Information System (INIS)

    Walker, R.S.

    2015-01-01

    Our success as a nuclear nation rests on interdependent pillars involving industry, governments, regulators, and academia. In a context of coherent public policy, we must achieve: 5 Nuclear Industry Priorities: Ensure refurbishments are completed to cost and schedule; Achieve Canadian supply chain success in international nuclear business; Support a strong Canadian nuclear science, technology and innovation agenda; Enhance the supply of skilled workers; Develop a coordinated and integrated strategy for the long term management of all radioactive waste materials; Refine communication strategies informed by insights from social sciences. Canada's nuclear sector has the opportunity to adapt to the opportunities presented by having a national laboratory in Canada.

  5. Federal Supervisors and Strategic Human Resources Management

    National Research Council Canada - National Science Library

    1998-01-01

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

  6. Natural resources, innovation and development

    DEFF Research Database (Denmark)

    Andersen, Allan Dahl; Johnson, Bjørn Harold; Marín, Anabel

    be supported politically? The Globelics review considers a range of contemporary and historical studies and diverse theoretical positions concerning resource intensive development paths. The intention is to make it easier for analysts and policy makers to learn both from countries that in the past have......In this Globelics Thematic Review, the author team presents and discusses recent research on the relationships between natural resources, innovation and development, and suggests some implications of this body of knowledge for policy makers. The Review sets out to explore three interlinked...... questions with a particular focus on innovation and industry dynamics. First, to what extent is it currently possible for a country to develop on the basis of natural resources? Second, what are the main underlying mechanisms of resource intensive development paths? Third, how can such mechanisms...

  7. New Professionals on tap? The human resource challenges in developing a new generation of municipal and local government managers in Nova Scotia

    Directory of Open Access Journals (Sweden)

    Andrew Molloy

    2010-03-01

    Full Text Available Canadian governments are facing significant human resource management challenges due to pending retirements, projected labour market shortages and the workplace expectations of New Professionals. This paper explores human resource recruitment planning initiatives, which have been undertaken by Nova Scotia municipalities, in order to attract and retain a new generation of municipal government managers. We will argue, in line with a recent Association of Municipal Administrators (AMA of Nova Scotia municipal report that Nova Scotia municipalities must take intergenerational issues into account, for management succession planning to be successful. Our exploration of municipal succession planning will take place in the context of a larger study, which we have done on “New Professional” recruitment, retention and development initiatives in Canada

  8. 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 &…

  9. 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 &…

  10. 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 &…

  11. 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 &…

  12. 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 &…

  13. 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 &…

  14. 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 &…

  15. Lunar Solar Power System Driven Human Development of the Moon and Resource-Rich Exploration of the Inner Solar System

    Science.gov (United States)

    Criswell, D. R.

    2002-01-01

    The people of Earth require, by the middle of the 21st century, a new source of commercial power that is sustainable, clean, reliable, low in cost (biosphere, and at least 4 to 5 times more abundant (> 2 kWe/person or > 20 TWe) than now (1, 2). The Lunar Solar Power (LSP) System appears to be the only reasonable option (2, 3). The Moon dependably receives 13,000 TWs of solar power. The LSP System consists of pairs of power bases located on opposite limbs of the Moon as seen from Earth. The power bases collect the solar energy and convert it to beams of microwaves. The microwaves are delivered directly to moonward-facing receivers on Earth or indirectly through relay satellites in orbit about Earth. To achieve low cost, the power bases are made primarily of local lunar materials by machines, facilities, and people deployed from Earth. Hundreds to thousands of people will be required on the Moon, in cis-lunar space, and operating tele-robotically from Earth to construct the full scale LSP System. Models indicate that power sales on Earth can easily support the required people, their regular transport between the Earth and Moon, and provide the required return on investment to develop the LSP System (4, 5). Construction of the LSP System, even at an early stage, creates fundamentally new wealth and capabilities supportive of rapid growth of human activities within the inner solar system. A factor of ten increase in global Earth-to-orbit transport will be required in the demonstration phase. Launch cost of 5,000 /kg is acceptable. Lower cost transport decreases the upfront cost of the LSP System but is not critical to the cost of energy from the mature LSP. Logistic and assembly facilities in orbit about the Earth and Moon will be required that are at least a factor of ten large than planned for the full scale International Space Station. Transport must be provided between the Earth and the Moon of hundreds, possibly thousands, of workers. Production machinery will be

  16. State financial resources of social development

    OpenAIRE

    Grinevskaya, Svetlana

    2015-01-01

    Problems of financial social resources management are considered. A model of interconnections of processes of financial provision of people's life sufficient level is proposed. It is identified that state budget is one of the main instruments of state regulation of economic processes of people's living quality provision.Improving of state regulation by financial resources of social development conditions the following budgeting principals: optimization of budget with the aim of human's develo...

  17. The need for nuclear knowledge management and human resources development in the nuclear technology in a least developed country: The Haiti case

    International Nuclear Information System (INIS)

    Belfort, A.

    2004-01-01

    Full text: As All specialist recognizes it knowledge management refers to issues related to organizational adaptation, survival and competence in the context of a discontinuous environmental change. It concerns also organizational process seeking synergistic combination of data and information processing capacity of the technologies of information with the capacity of human beings. Knowledge management in this sense implies not only organizational and technology processes but involves also human resources development. Our intervention in the context of this forum will focus around a planned INIS project that has been submitted to the Agency for the cycle 2005-2006 and the synergistic ties it can develop with a nuclear knowledge management policy for Haiti. Haiti is the sole least developed country of Latin America and the main challenge it faces is that of reducing poverty. The population of Haiti is around 7.900.000 inhabitants; In terms of annual per capita income the estimated indigency line for 1996 was $160 per year and the poverty line was around $ 220; 2/3 of the rural households fell under the indigency line and 20% only of the population exceeded the poverty line. Main causes of this situation are: land erosion, water scarcity, degradation of the environment, lack of the competitiveness of the economy, lack of electricity etc In all these areas the nuclear techniques can contribute to solve the problem of poverty in Haiti by fulfilling the need to sustain the valuable human resources under the dire circumstances of the local economic conditions. By taking account of the recent efforts of the Government to enhance the manpower capabilities there is a real need now to manage the scarce resources so that they can be retained, expanded and eventually multiplied. Under this perspective the Haitian Government is applying a strategy seeking to involve all the sectors concerned by the peaceful applications of nuclear techniques. After 3 years of diffusion of

  18. The need for nuclear knowledge management and human resources development in the nuclear technology in a least developed country: The Haiti case

    International Nuclear Information System (INIS)

    Belfort, A.

    2004-01-01

    Full text: As all specialist recognizes it knowledge management refers to issues related to organizational adaptation, survival and competence in the context of a discontinuous environmental change. It concerns also organizational process seeking synergistic combination of data and information processing capacity of the technologies of information with the capacity of human beings. Knowledge management in this sense implies not only organizational and technology processes but involves also human resources development. Our intervention in the context of this forum will focus around a planned INIS project that has been submitted to the Agency for the cycle 2005-2006 and the synergistic ties it can develop with a nuclear knowledge management policy for Haiti. Haiti is the sole least developed country of Latin America and the main challenge it faces is that of reducing poverty. The population of Haiti is around 7.900.000 inhabitants;In terms of annual per capita income the estimated indigency line for 1996 was $160 per year and the poverty line was around $ 220; 2/3 of the rural households fell under the indigency line and 20% only of the population exceeded the poverty line. Main causes of this situation are: land erosion, water scarcity, degradation of the environment, lack of the competitiveness of the economy, lack of electricity etc In all these areas the nuclear techniques can contribute to solve the problem of poverty in Haiti by fulfilling the need to sustain the valuable human resources under the dire circumstances of the local economic conditions. By taking account of the recent efforts of the Government to enhance the manpower capabilities there is a real need now to manage the scarce resources so that they can be retained, expanded and eventually multiplied. Under this perspective the Haitian Government is applying a strategy seeking to involve all the sectors concerned by the peaceful applications of nuclear techniques. After 3 years of diffusion of

  19. ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    Nicoleta, BELU

    2014-11-01

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

  20. Resources that promote positive youth development

    Directory of Open Access Journals (Sweden)

    Martha Frías Armenta

    2016-12-01

    Full Text Available Adolescence is a crucial developmental phase that shapes people´s futures. Positive psychology investigates the variables that promote the optimal development of human beings. It recognizes that all children and adolescents have strengths that will develop once these strengths match the resources needed to achieve this in the various settings in which they live. The aim of this study was to analyze from a multidisciplinary perspective (e.g. psychological, sociological, and economic the effect of resources that promote positive youth development. The sample consisted of 200 middle school students (15 to 19 years. EQS statistical software was used to analyse a structural equation model in which the study variables comprised 4 factors: one for each resource (economic, psychological, sociological, and one for positive youth development. The results showed a direct association between psychological and social resources and positive development, and between social resources and psychological assets. However, no association was found between economic resources and positive youth development. These results suggest that the main influences on positive youth development are psychological and social resources.

  1. Strategy community development based on local resources

    Science.gov (United States)

    Meirinawati; Prabawati, I.; Pradana, G. W.

    2018-01-01

    The problem of progressing regions is not far from economic problems and is often caused by the inability of the regions in response to changes in economic conditions that occur, so the need for community development programs implemented to solve various problems. Improved community effort required with the real conditions and needs of each region. Community development based on local resources process is very important, because it is an increase in human resource capability in the optimal utilization of local resource potential. In this case a strategy is needed in community development based on local resources. The community development strategy are as follows:(1) “Eight Line Equalization Plus” which explains the urgency of rural industrialization, (2) the construction of the village will be more successful when combining strategies are tailored to regional conditions, (3) the escort are positioning themselves as the Planner, supervisor, information giver, motivator, facilitator, connecting at once evaluators.

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

    Science.gov (United States)

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

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

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

    International Nuclear Information System (INIS)

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

    2012-01-01

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

  4. 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)

  5. The Challenges and Countermeasures of Human Resources on Nuclear Power in the 21st Century

    International Nuclear Information System (INIS)

    Zheng Mingguang; Ye Cheng; Han Xu

    2011-01-01

    The paper addresses the situations of nuclear power development and nuclear industry human resources and points out that the development and supply of human resources are becoming the big challenges in the effective and sustainable development of nuclear power. At the same time, the paper analyzes the root causes of human resources shortage and recommends several countermeasures to confront human resources problems. At last, the paper introduces what SNPTC and SNERDI do to overcome the human resources problem and give conclusions. (author)

  6. 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.

  7. Human resource management in international organizations

    Directory of Open Access Journals (Sweden)

    Sonja Treven

    2001-01-01

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

  8. Human development recruiting and selection

    Directory of Open Access Journals (Sweden)

    Maksimović Marijana

    2002-01-01

    Full Text Available Along with the development of trends towards internationalization and globalization, human resource management and, especially, international human resource management, attracted overall theoretical and practical interest. International environment is complex, made of numerous elements like social organization, laws, education, values and attitudes, religion language, politics, material and technological culture. In multicultural environment, strategic activities could be multiplied through economical political, cultural, social and technological spheres of action, making the recruitment, selection and successful resource allocation in the international human resource management a real challenge for top management. In international human resource management practice, several approaches to the recruitment have differentiated, playing the key roles in hiring talented individuals and retaining efficient workforce KW resources, labor force, recruiting, managers, education

  9. Integrated sustainable development and energy resource planning

    OpenAIRE

    Virgiliu NICULA

    2011-01-01

    Integrated sustainable development of a country cannot be conceived and begun without considering in an intricate tandem environmental protection and economic development. No one can exist without a natural material support of the life he or she enjoys. All economic development plans must include environmental and human civilization’s protection implicitly. Integrated resource planning must be done in an absolutely judicious manner, so we can all leave as a legacy for future generations both ...

  10. Developing speech resources from parliamentary data for South African english

    CSIR Research Space (South Africa)

    De Wet, Febe

    2016-05-01

    Full Text Available Workshop on Spoken Language Technology for Under-resourced Languages, SLTU 2016, 9-12 May 2016, Yogyakarta, Indonesia Developing Speech Resources from Parliamentary Data for South African English Febe de Wet*, Jaco Badenhorst, Thipe Modipa Human...

  11. Provincial resource development research policy

    Energy Technology Data Exchange (ETDEWEB)

    Flock, D L

    1976-01-01

    In Alberta, there is an abundance of oil, natural gas, and coal. But only a small portion of the Alberta oil sands and coal resources are commercially accessible to surface-mining techniques. It is quite apparent that some in-situ technological breakthrough will be required, which will mean a concerted research effort at the provincial level. It is the purpose of this paper to present certain concepts and recommendations for a coordinated provincial resource development research policy for the Province of Alberta. Research as discussed in this paper covers basic and applied research and development. (MCW)

  12. Human Capital, Wealth, and Renewable Resources

    Directory of Open Access Journals (Sweden)

    Wei-Bin ZHANG

    2014-05-01

    Full Text Available This paper studies dynamic interdependence among physical capital, resource and human capital. We integrate the Solow one-sector growth, Uzawa-Lucas two-sector and some neoclassical growth models with renewable resource models. The economic system consists of the households, production sector, resource sector and education sector. We take account of three ways of improving human capital: Arrow’s learning by producing (Arrow, 1962, Uzawa’s learning by education (Uzawa, 1965, and Zhang’s learning by consuming (Zhang, 2007. The model describes a dynamic interdependence among wealth accumulation, human capital accumulation, resource change, and division of labor under perfect competition. We simulate the model to demonstrate existence of equilibrium points and motion of the dynamic system. We also examine effects of changes in the productivity of the resource sector, the utilization efficiency of human capital, the propensity to receive education, and the propensity to save upon dynamic paths of the system.

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

    International Nuclear Information System (INIS)

    Bornemann, Manfred

    2010-01-01

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

  14. 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.

  15. Students developing resources for students.

    Science.gov (United States)

    Pearce, Michael; Evans, Darrell

    2012-06-01

    The development of new technologies has provided medical education with the ability to enhance the student learning experience and meet the needs of changing curricula. Students quickly adapt to using multimedia learning resources, but these need to be well designed, learner-centred and interactive for students to become significantly engaged. One way to ensure that students become committed users and that resources become distinct elements of the learning cycle is to involve students in resource design and production. Such an approach enables resources to accommodate student needs and preferences, but also provides opportunities for them to develop their own teaching and training skills. The aim of the medical student research project was to design and produce an electronic resource that was focused on a particular anatomical region. The views of other medical students were used to decide what features were suitable for inclusion and the resulting package contained basic principles and clinical relevance, and used a variety of approaches such as images of cadaveric material, living anatomy movies and quizzes. The completed package was assessed using a survey matrix and found to compare well with commercially available products. Given the ever-diversifying arena of multimedia instruction and the ability of students to be fully conversant with technology, this project demonstrates that students are ideal participants and creators of multimedia resources. It is hoped that such an approach will help to further develop the skill base of students, but will also provide an avenue of developing packages that are student user friendly, and that are focused towards particular curricula requirements. © Blackwell Publishing Ltd 2012.

  16. 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

  17. Human resource management practices stimulating knowledge sharing

    Directory of Open Access Journals (Sweden)

    Matošková Jana

    2017-12-01

    Full Text Available The major goal of the paper was to develop a theoretical framework that conceptualizes the indirect impact on human resource management practice on knowledge sharing in the organization. In the current competitive environment, the ability to use knowledge assets and to continuously renovate it is required for organizational success. Therefore, the field of human resource management should dedicate great effort to understanding how to enhance the knowledge flows within the organization. Theoretical indications were provided about HRM practices that influence the quality and quantity of knowledge sharing within an organization. Further, a conceptual model of relations between HRM practices and factors influencing knowledge sharing within an organization was introduced. It is supposed that HRM practices have direct impacts on personality traits of employees, organizational culture, characteristics of managers, and instruments used for knowledge sharing. Subsequently, these factors have direct effects on the perceived intensity of knowledge sharing. The paper offers 12 testable propositions for the indirect relation between HRM practices and knowledge sharing in the organization. The suggested model could assist future research to examine the influence of HRM practices upon managing knowledge is a more complex way. Via a theoretical contribution to the debate on the influence on HRM practices upon managing knowledge, the study contributes to further research development in this field.

  18. Human Resources practices and workplace environmental support

    Directory of Open Access Journals (Sweden)

    Noel Ngwenya

    2014-01-01

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

  19. The Role of Human Resource Management in Employee Motivation

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

    Full Text Available The main objectives of this study are to present the condition of Human resources management in Bosnian and Herzegovinian companies. Therefore, the developed survey questionnaire is conducted through the employees of Bosnian companies. Data was obtained from surveyed 193 employees, and descriptively analyzed using SPSS software. The results identified low level of human resources management in Bosnia and Herzegovina. It can be suggested that Bosnian companies should develop their human resources strategies and functions and enhance the motivation of their employees in order to get more benefit.

  20. 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.

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

    African Journals Online (AJOL)

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

  2. Big Hat, No Cattle: Managing Human Resources, Part 1.

    Science.gov (United States)

    Skinner, Wickham

    1982-01-01

    Presents an in-depth analysis of problems and a suggested approach to developing human resources which goes beyond identifying symptoms and provides a comprehensive perspective for building an effective work force. (JOW)

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

  5. Managing the human resources in beer industry

    Directory of Open Access Journals (Sweden)

    Živković Dragić

    2014-01-01

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

  6. Human Resources Operational Data Store Core Services

    Data.gov (United States)

    Social Security Administration — This database contains only a very small subset of the Human Resources Operational Data Store data. It supports the SSA Employee and Office Data Retrieval (SEODR)...

  7. 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

  8. 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...

  9. 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 ...

  10. 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)

  11. 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.

  12. 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...

  13. 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....

  14. Creating new library services through collaboration with resident groups : Aimimg at human resource development and information literacy education in ways only libraries can do : Study on activities of an NPO called Ueda Library Club

    Science.gov (United States)

    Morita, Utako

    Creating new library services through collaboration with resident groups : Aimimg at human resource development and information literacy education in ways only libraries can do : Study on activities of an NPO called Ueda Library Club

  15. [Human resources for health in Ecuador's new model of care].

    Science.gov (United States)

    Espinosa, Verónica; de la Torre, Daniel; Acuña, Cecilia; Cadena, Cristina

    2017-06-08

    Describe strategies implemented by Ecuador's Ministry of Public Health (MPH) to strengthen human resources for health leadership and respond to the new model of care, as a part of the reform process in the period 2012-2015. A documentary review was carried out of primary and secondary sources on development of human resources for health before and after the reform. In the study period, Ecuador developed a new institutional and regulatory framework for developing human resources for health to respond to the requirements of a model of care based on primary health care. The MPH consolidated its steering role by forging strategic partnerships, implementing human resources planning methods, and making an unprecedented investment in health worker training, hiring, and wage increases. These elements constitute the initial core for development of human resources for health policy and a health-services study program consistent with the reform's objectives. Within the framework of the reform carried out from 2012 to 2015, intersectoral work by the MPH has led to considerable achievements in development of human resources for health. Notable achievements include strengthening of the steering role, development and implementation of standards and regulatory instruments, creation of new professional profiles, and hiring of professionals to implement the comprehensive health care model, which helped to solve problems carried over from the years prior to the reform.

  16. Nuclear human resources management in Serbia

    International Nuclear Information System (INIS)

    Videnovic, I.

    2007-01-01

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

  17. 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

  18. The impact of human resource practices on psychological empowerment

    Directory of Open Access Journals (Sweden)

    Fatemeh Moradi

    2016-07-01

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

  19. 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.

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2012-10-15

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

  1. Electronic human resource management: Enhancing or entrancing?

    Directory of Open Access Journals (Sweden)

    Paul Poisat

    2017-07-01

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

  2. Human Resources for Industrial Development; Some Aspects of Policy and Planning. Studies and Reports, New Series, No. 71.

    Science.gov (United States)

    International Labour Office, Geneva (Switzerland).

    Major manpower and social problems encountered by developing countries in the process of industrial development, and action to be taken both at the national and international levels comprise the substantive focus of this document. The document is a collection of papers prepared by the International Labor Office. Part I, "Manpower for Industry,"…

  3. 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.

  4. Human Resource Development in a Newcomer Country: MNPC’s Experience as a Dedicated Nuclear Energy Programme Implementing Organization (NEPIO)

    International Nuclear Information System (INIS)

    Mohd Zamzam Jaafar

    2014-01-01

    Concluding remarks: The establishment of MNPC as a fully dedicated NEPIO facilitates a focused drive towards implementation of a nuclear energy development program for Malaysia. Now, 3 years after its establishment, MNPC will continue to spearhead and coordinate collaborative national efforts towards enabling a well-informed Government decision on the option of using nuclear power post-2020. Nuclear Power Infrastructure Development Plan (NPIDP) is being prepared by Consultant engaged by MNPC and expected to be completed in Dec 2014 Professionals including stakeholders involved with nuclear power planning and programmeimplementation, could also serve as a pool of experts & personnel to staff relevant future organisations needed for NPP development

  5. Resource utilization during software development

    Science.gov (United States)

    Zelkowitz, Marvin V.

    1988-01-01

    This paper discusses resource utilization over the life cycle of software development and discusses the role that the current 'waterfall' model plays in the actual software life cycle. Software production in the NASA environment was analyzed to measure these differences. The data from 13 different projects were collected by the Software Engineering Laboratory at NASA Goddard Space Flight Center and analyzed for similarities and differences. The results indicate that the waterfall model is not very realistic in practice, and that as technology introduces further perturbations to this model with concepts like executable specifications, rapid prototyping, and wide-spectrum languages, we need to modify our model of this process.

  6. Maximizing benefits from resource development

    International Nuclear Information System (INIS)

    Skjelbred, B.

    2002-01-01

    The main objectives of Norwegian petroleum policy are to maximize the value creation for the country, develop a national oil and gas industry, and to be at the environmental forefront of long term resource management and coexistence with other industries. The paper presents a graph depicting production and net export of crude oil for countries around the world for 2002. Norway produced 3.41 mill b/d and exported 3.22 mill b/d. Norwegian petroleum policy measures include effective regulation and government ownership, research and technology development, and internationalisation. Research and development has been in five priority areas, including enhanced recovery, environmental protection, deep water recovery, small fields, and the gas value chain. The benefits of internationalisation includes capitalizing on Norwegian competency, exploiting emerging markets and the assurance of long-term value creation and employment. 5 figs

  7. 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.

  8. 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)

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

    Directory of Open Access Journals (Sweden)

    Susilo H.

    2017-08-01

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

  10. 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

  11. Training of human resources in the UNAM

    International Nuclear Information System (INIS)

    Iturbe H, F.

    2008-12-01

    Some background on the development of human resources in radiation protection (RP), is found in the annals of the UNAM, which in mid-1960 was given a basic course of RP during 8 weeks, coordinated by Romeo Espana Valenzuela. At UNAM was the year 1967 with a nuclear laboratory, which evolved to Nuclear Studies Center in 1972 and at Nuclear Sciences Institute in 1980. Within the institute was formed an irradiation and radiation safety unit since 1999, which offers a course of RP to occupationally exposed personnel (14 courses 94 graduates), and an advanced course in RP (10 courses, 60 graduates) . At the Physics Institute was established in 1998 a master in medical physics with compulsory subjects as introduction to the medical sciences, principles of molecular cell biology, introduction to the instrumentation and signals, and physics in the medicine. In this Master, one course of radiobiology is a total of 96 hours, the radiation protection course 80 hours, and the radiation physics and dosimetry of 128 hours. As optional subjects are offered clinical laboratory of medical physics, physics of nuclear medicine, physics of radiologic image, biological and medical image processing, medical applications of lasers, weak shocks, biomechanics and biomaterials. For its part, the advanced course in RP from Nuclear Sciences Institute contains as subjects an introduction to the RP, radiation sources characterization, radiation interaction with the matter, theoretical characterization of radiation field, radiation detection and measurement, potential biological effects characterization, RP philosophy, radiation sources exposure, radiation protection external and internal, RP in hospitals and national and international standardization. The total duration of the course is 82 hours, including 16 practices. In total, since its formation 49 professionals have graduated from the Master of Medical Physics, of which 82% are incorporated in various branches of the workplace, 8% and the

  12. Exploring the Links between Adult Education and Human Resource Development: Learning, Risk-Taking, and Democratic Discourse

    Science.gov (United States)

    Reio, Thomas G., Jr.

    2013-01-01

    Learning is indeed an integral component of adapting successfully to an ever-changing world, one full of intriguing possibilities and insidious barriers. Democratic societies establish educative systems where learning and development is promoted to advance a citizenry of skillful problem solvers, knowledgeable decision makers, incisive risk…

  13. The Lack of Impact of Dissensus Inspired Analysis on Developments in the Field of Human Resource Management

    NARCIS (Netherlands)

    Keegan, A.; Boselie, P.

    2006-01-01

    Mainstream HRM journals have largely ignored critical perspectives on HRM. This is the main finding from our study examining trends in publishing on HRM through an analysis of published work in the period 1995 to 2000. Using the ‘dissensus-consensus’ dimension of a framework developed by Deetz

  14. Human Resource Development in Small Business: An Application of Brethower's Performance Principles to on the Job Training

    Science.gov (United States)

    Twyford, Devon; Alagaraja, Meera; Shuck, Brad

    2016-01-01

    Small businesses provide economic infrastructure in which communities develop and thrive and, in the United States alone, currently represent 99.7 percent of all employer firms. However, many small businesses fail to thrive past the first two years of establishment. Of the reasons small businesses fail, limited or non-existent employee training…

  15. Global-minded Human Resources and Expectations for Universities

    Science.gov (United States)

    Inoue, Hiroshi

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

  16. 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.

  17. 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)

  18. 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.

  19. Planning for energy resource development

    Energy Technology Data Exchange (ETDEWEB)

    Magai, B S [Dept. of Mech. Eng., IIT Bombay, India

    1975-01-01

    A general review is provided of the national energy resources of India. They include wind power, tidal power, geothermal energy, and nuclear fission and fusion. Their present (1975) contribution to India's total energy requirements and the possibility of their accelerated development and impact on the national economy are discussed. Due to the serious proportions which the energy situation is assuming, it is suggested that a national energy council be set up within the Ministry of Energy to review all matters pertaining to energy, and to assume planning and evaluation responsibilities. It is also recommended that a Department of Energy Research, Development, and Demonstration be established as an autonomous agency which would carry out programs in utilization, conservation, environment, economics, and education. Present efforts by various ministries are fragmented and diverge in policy, leadership, and planning. It is believed that the proposed organizations would coordinate energy programs with national objectives.

  20. FROM LABOUR ECONOMICS TO HUMAN RESOURCE MANAGEMENT: THE DEVELOPMENT OF SCIENCE AND DIRECTIONS OF TRAINING OF SPECIALISTS ON LABOR

    Directory of Open Access Journals (Sweden)

    Yuriy G. Odegov

    2016-01-01

    Full Text Available The article deals with the stages of becoming and de-velopment the subject ща labor economy, the problem of training in the eld of labor relations associated with the formation of market relations in Russia, and as consequence, the allocation of separate independent direction of learning for higher education personnel management, the demand for it has been steadily in-creasing. The authors proved the inevitability oriented of learning specialists on the micro- and macrolevel and have offer to create new chairs

  1. A case study on determinants of human resource practices influencing retention of employees in Kedah State Development Corporation, Malaysia

    Directory of Open Access Journals (Sweden)

    Dr. Vimala Sanjeevkumar

    2013-07-01

    This research will explore the influence of the 5 factors (compensation, work-life balance, organizational commitment, career opportunity and supervisor support on employees’ intention to stay in the Kedah State Development Corporation Company, what are the possible attractive factors for them to stay there. This study will combine both theoretical and empirical research, trying to find factors that affect employees’ retention decision. These factors can be used as options for other organizations. So other organizations may take these factors into consideration when they want to keep their labor force and maintain effective employees for the organization. This research will investigate the main factor which causes employee retention in KSDC and why employees are preferred to stay in the KSDC.

  2. Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization

    Directory of Open Access Journals (Sweden)

    Mohamad Abdullah Hemdi

    2006-01-01

    Full Text Available This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded.

  3. Strategic human resource management practices and ...

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

  5. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

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

  6. Human Resource Management Practices and Innovation

    DEFF Research Database (Denmark)

    Laursen, Keld; Foss, Nicolai Juul

    2014-01-01

    This article surveys, organizes, and critically discusses the literature on the role of human resource practices for explaining innovation outcomes. We specifically put an emphasis on what is often called ‘new’ or ‘modern’ HRM practices—practices that imply high levels of delegation of decisions...

  7. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

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

    2002-01-01

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

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

    African Journals Online (AJOL)

    2007-06-14

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

  9. Human resources for health in Europe

    National Research Council Canada - National Science Library

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

    2006-01-01

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

  10. Penny Burton - Chief Human Resources Officer | NREL

    Science.gov (United States)

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

  11. Integrating Oracle Human Resources with Other Modules

    Science.gov (United States)

    Sparks, Karl; Shope, Shawn

    1998-01-01

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

  12. GENDER INEQUALITY AND HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    LUCY

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

  13. Career Management for Human Resource Professionals.

    Science.gov (United States)

    Wiley, Carolyn

    1992-01-01

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

  14. The global human resource management casebook

    NARCIS (Netherlands)

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

    2017-01-01

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

  15. Human resources in home care in Europe.

    NARCIS (Netherlands)

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

    2010-01-01

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

  16. Governance and human resources for health

    NARCIS (Netherlands)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-01-01

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

  17. Cultural-social and human resource challenges facing development of information technology in Iran's higher education in viewpoint of graduate students

    Directory of Open Access Journals (Sweden)

    M. Rahmanpoor

    2017-06-01

    Full Text Available The aim of the this study was survey of cultural-social and human recourses  challenges facing development of information technology in higher education in Iran. The population of this study was all graduate students studying in the Department of the State University in academic year 2010-2011. In first stage, Tehran, Allameh-Tabatabaee, San’ati-Sharif, Isfahan, Shiraz and Kurdistan Universities were selected as samples. Among these universities, 460 patients were randomly selected in proportion. Data were collected via a questionnaire. Reliability using Cronbach's alpha coefficient respectively 0/94, and its validity was confirmed by several professors. The data were calculated using SPSS statistical software and then analyzed. In Descriptive statistics level, indicators of frequency, percentage and standard deviation, and in inferential statistics level, T test, ANOVA and post hoc test was used. The results showed that in cultural-social  dimension including the important challenges were the high ratio of computers to students, poor students searching spirit, and lack of English language teachers and students. In human resource dimension are also unfamiliar of the students with the how access to information in databases, shortage or lack of professional expertise in information technology, faculty and administrators do not understand the capabilities of information technology, were most important challenges Information technology in Iran's higher education.

  18. 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...

  19. 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.

  20. Human resource development in FBTR

    International Nuclear Information System (INIS)

    Ravishankar, K.

    2006-01-01

    Since Fast Breeder Test Reactor (FBTR) is the first sodium cooled reactor in India, the training of personnel was tailored specifically to meet the various requirements. Personnel with experience in operation of reactor were inducted for management and Shift Charge Engineer positions. Taking advantage of the Indo French collaboration, this initial team was trained in Reactor Rapsodie, France for about one year. Also to acquire experience in operation of turbine generator, they were trained in RAPS. They prepared the O and M documents and trained other engineers, supervisors and technicians. Recruitment of O and M manpower was carefully planned and carried out in stages matching the project schedule and to ensure adequate availability of trained and licensed personnel for operation and maintenance. Personnel for maintenance were inducted from construction group and in addition from other process industries. Staffing for Technical services wing was largely from Design Group. Training and licensing Qualification procedure were prepared after the task analysis so that personnel at various positions possess the requisite competence. Innovative strategies were adopted to ensure adequate availability of licensed manpower during the trying situations like heavy turn over licensed personnel. (author)

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

    Science.gov (United States)

    Vincent, Leslie; Beduz, Mary Agnes

    2010-05-01

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

  2. Resource linkages and sustainable development

    Science.gov (United States)

    Anouti, Yahya

    Historically, fossil fuel consumers in most developing hydrocarbon-rich countries have enjoyed retail prices at a discount from international benchmarks. Governments of these countries consider the subsidy transfer to be a means for sharing the wealth from their resource endowment. These subsidies create negative economic, environmental, and social distortions, which can only increase over time with a fast growing, young, and rich population. The pressure to phase out these subsidies has been mounting over the last years. At the same time, policy makers in resource-rich developing countries are keen to obtain the greatest benefits for their economies from the extraction of their exhaustible resources. To this end, they are deploying local content policies with the aim of increasing the economic linkages from extracting their resources. Against this background, this dissertation's three essays evaluate (1) the global impact of rationalizing transport fuel prices, (2) how resource-rich countries can achieve the objectives behind fuel subsidies more efficiently through direct cash transfers, and (3) the economic tradeoffs from deploying local content policies and the presence of an optimal path. We begin by reviewing the literature and building the case for rationalizing transport fuel prices to reflect their direct costs (production), indirect costs (road maintenance) and negative externalities (climate change, local pollutants, traffic accidents and congestion). To do so, we increase the scope of the economic literature by presenting an algorithm to evaluate the rationalized prices in different countries. Then, we apply this algorithm to quantify the rationalized prices across 123 countries in a partial equilibrium setting. Finally, we present the first comprehensive measure of the impact of rationalizing fuel prices on the global demand for gasoline and diesel, environmental emissions, government revenues, and consumers' welfare. By rationalizing transport fuel

  3. Resource Prospector (RP) - Early Prototyping and Development

    Science.gov (United States)

    Andrews, D.; Colaprete, A.; Quinn, J.; Bluethmann, B.; Trimble, J.

    2015-01-01

    The Resource Prospector (RP) is an In-Situ Resource Utilization (ISRU) technology demonstration mission under study by the NASA Human Exploration and Operations Mission Directorate's (HEOMD) Advanced Exploration Systems (AES) Division. The mission, currently planned to launch in 2020, will demonstrate extraction of oxygen from lunar regolith to validate ISRU capability. The mission will address key Strategic Knowledge Gaps (SKGs) for robotic and human exploration to the Moon, Near Earth Asteroids (NEAs), and ultimately Mars, as well as meet the strategic goals of the Global Exploration Roadmap (GER), offered by the International Space Exploration Coordination Group (ISECG). In this roadmap, the use of local resources is specifically addressed relating to human exploration. RP will provide knowledge to inform the selection of future mission destinations, support the development of exploration systems, and reduce the risk associated with human exploration. Expanding human presence beyond low-Earth orbit to asteroids and Mars will require the maximum possible use of local materials, so-called in-situ resources. The moon presents a unique destination to conduct robotic investigations that advance ISRU capabilities, as well as providing significant exploration and science value. Lunar regolith contains useful resources such as oxygen, water, silicon, and light metals, like aluminum and titanium. Oxygen can be separated from the regolith for life support (breathable air), or used to create rocket propellant (oxidizer). Regolith can be used to protect against radiation exposure, be processed into solar cells, or used to manufacture construction materials such as bricks and glass. RP will characterize the constituents and distribution of water and other volatiles at the poles of the Moon, enabling innovative uses of local resources, in addition to validating ISRU capabilities. This capability, as well as a deeper understanding of regolith, will be valuable in the

  4. Web Resources for Teaching about Human Rights

    Science.gov (United States)

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

    2012-01-01

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

  5. 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.

  6. 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.

  7. Governance and human resources for health.

    Science.gov (United States)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-11-24

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

  8. Governance and human resources for health

    Directory of Open Access Journals (Sweden)

    Dieleman Marjolein

    2011-11-01

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

  9. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

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

    2016-05-01

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

  10. 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.

  11. 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...

  12. 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.

  13. The Challenge and Countermeasure of Human Resources on Nuclear Power for China in the 21st Century

    International Nuclear Information System (INIS)

    Zheng Mingguang

    2011-01-01

    The paper addresses the situations of nuclear power development and nuclear industry human resources and points out that the development and supply of human resources are becoming the big challenges in the effective and sustainable development of nuclear power. At the same time, the paper analyzes the root causes of human resources shortage and recommends several countermeasures to confront human resources problems. At last, the paper introduces what SNPTC and SNERDI do to overcome the human resources problem and give conclusions. (author)

  14. Financing resource development after Campbell

    Energy Technology Data Exchange (ETDEWEB)

    Gloster, G A

    1982-05-01

    The paper deals briefly with the basic nature of financial activity and markets and of the intermediaries, including banks, within these markets. It is argued that efforts by the authorities to affect monetary policy through controls on bank lending (quantitative and interest rates) are inefficient and only lead to circumvention. To the degree that prices (interest rates) are kept down in one area, they will be higher in another, and supply of credit reduced from one source will encourage a greater supply from another. The Campbell Committee's recommendations, if implemented, are likely to result in freer financial markets and to improve the resource development sector's access to finance. Clear examples would be the removal of foreign exchange restrictions and the setting up of a market-oriented exchange rate system. However, in one sense this access may be narrowed as the extension of bank-type prudential controls to bank subsidiaries and to all 'deposit-taking institutions' may impede the free functioning of financial markets as well as further entrenching the 'safeguarded deposit' concept over the community's savings.

  15. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    Directory of Open Access Journals (Sweden)

    Zoltan-Bela FARKAS

    2014-06-01

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

  16. 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

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2015-03-01

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

  18. Ethical human resource management: a critical analysis

    OpenAIRE

    Khan, Muhammad

    2014-01-01

    In modern day, Human Resource Management (HRM) is seen as a mere variant of management control aiming intentionally to ‘colonize’ the identity of the individual employee which points to the contradictions between the idealised HRM theories and its practice commonly referred to as the difference between rhetoric and reality. These critical analyses suggest that HRM reflects a historical shift in the way work is defined and managed and research has to be undertaken on how morality and ethics ma...

  19. Improving Human Resources Recruitment in Maritime Domain

    OpenAIRE

    Surugiu Felicia; Dragomir Cristina

    2011-01-01

    In order to improve maritime human resources recruitment, most crewing and shipping companies implement an internal procedure of recruitment and management of ship’s crew. Based on observations at several crewing companies, this paper presents an example of such procedure meant to ensure that qualified and competent personnel is recruited and all ships in the fleet have crew members understanding their roles, duties and responsibilities and capable of working effectively in teams

  20. Investigating the virtual representation of human resources

    OpenAIRE

    Canko, Mert

    2015-01-01

    Despite all the advancements of software technologies to increase the productivity of companies, their capabilities to find solutions for certain problem domains are still limited. For the purpose of collaboratively addressing problems, which cannot be solved by algorithms alone, humans as computational units that are connected in a network of hardware and software resources, are therefore becoming increasingly popular. In this diploma thesis we investigate virtual representations of huma...

  1. Personality Model in Human Resources Management

    OpenAIRE

    Jovan Zubovic

    2008-01-01

    This paper presents the new „Personality model” of managing human resources in an organisation. The model analyses administrative personnel (usually called management) in an organisation and divides them into three core categories: managers, executives and advisors. Unlike traditional models which do not recognise advisors as part of an organisation, this model gives to advisors the same ranking as managers and executives. Model traces 11 categories of personality traits for every employee, r...

  2. International human resources management challenges and changes

    CERN Document Server

    2015-01-01

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

  3. 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)

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

    OpenAIRE

    World Bank

    2008-01-01

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

  5. 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...

  6. PROVIDING RELIABILITY OF HUMAN RESOURCES IN PRODUCTION MANAGEMENT PROCESS

    Directory of Open Access Journals (Sweden)

    Anna MAZUR

    2014-07-01

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

  7. 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...

  8. 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 ...

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

    Science.gov (United States)

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

    1995-06-01

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

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

    Directory of Open Access Journals (Sweden)

    Sukmaya LAMA

    2012-07-01

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

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

    Science.gov (United States)

    Smith, Richard

    2009-01-01

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

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

    Science.gov (United States)

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

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

  13. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

  14. Beginning Teachers' Perceptions of School Human Resource Practices

    Science.gov (United States)

    Kwan, Paula

    2009-01-01

    Human resource (HR) management is defined as the sum of activities employed by an organization to attract, develop, and retain people with the appropriate knowledge and skills for effectively and efficiently achieving organizational goals. An understanding of the HR practices in schools is important, as the assembly of a team of qualified and…

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

    Science.gov (United States)

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

    2010-01-01

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

  16. HUMAN RESOURCES MANAGEMENT SYSTEM IN A TOURISM ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Nadezhda Dicheva

    2016-12-01

    Full Text Available In this study, based on personal observations and analyzed information, an attempt is made to be identified the main problems with personnel management in tourism organizations. It argues that this system needs a thorough reorganization is needed in which sustainable development of the system will be achieved improving its ability to motivate, evaluate and properly manage human resources.

  17. The improving processes in the human resources management

    OpenAIRE

    Darja Holátová

    2002-01-01

    The quality management of the human resources management, the quality of the products, services and prosperities of the firms is among others dependent on the quality management. Managers convey a leadership and commitment necessary for creating the environment for quality improvement. The managers are responsible for their own actions, development and improvement of their own work processes.

  18. 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 ...

  19. The human resource conditions of lifetime extension

    International Nuclear Information System (INIS)

    Aszodi, A.

    2002-01-01

    Full text: According to our present knowledge, the lifetime extension of the Hungarian NPP units will be feasible, in both the technological and economic aspects. It is far more difficult, however, to answer the question whether the human resources conditions of the further application of nuclear energetics in Hungary can be satisfied. Many urgent tasks will have to be solved regarding the informing of the public and the nuclear engineering education. The training of nuclear experts is in crisis in many developed industrial countries. The university departments work with a staff mainly consisting of old and quite often near-retirement trainers and the young generation is practically missing. A particularly grave problem is (see Germany) that in a number of countries hardly any student chooses nuclear technology/engineering. Moreover, several nuclear training and research facilities have been shut down. Although the situation in Hungary is not so critical at present, the rising of the new generation of professionals may easily get into a crisis without immediate intervention. The training reactor of BUTE celebrated its 30th anniversary in 2001 and the technical conditions allow some further 20 or 25 years of operation. On the other hand, however, the age distribution of the operating staff can not be sustained even on a few-year term: the average age is 55 years, while 44% of them are retired! Although, due to financing difficulties the rejuvenation of the operating personnel has not been possible for years, it is definitely vital to maintain and develop the reactor and the ongoing educational work. By analysing the age distribution of the workers of the Hungarian energetics one can conclude: 350 to 400 young engineers will have to start work up till 2020 (i.e. 15 to 20 per year), while only 2 to 8 students graduate from the Hungarian universities who acquire some level of nuclear knowledge during their studies. In a co-operation between BUTE and the Paks NPP we are

  20. Human resources evaluation in a marketing organization

    Directory of Open Access Journals (Sweden)

    Gutić Dragutin

    2009-01-01

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