Pacific Northwest National Laboratory Institutional Plan FY 2001-2005

Energy Technology Data Exchange (ETDEWEB)

Fisher, Darrell R.; Pearson, Erik W.

2000-12-29

The Pacific Northwest National Laboratory Institutional Plan for FY 2001-2005 sets forth the laboratory's mission, roles, technical capabilities, and laboratory strategic plan. In the plan, major initiatives also are proposed and the transitioning initiatives are discussed. The Programmatic Strategy section details our strategic intent, roles, and research thrusts in each of the U.S. Department of Energy's mission areas. The Operations/Infrastructure Strategic Plan section includes information on the laboratory's human resources; environment, safety, and health management; safeguards and security; site and facilities management; information resources management; managaement procatices and standards; and communications and trust.

Pacific Northwest National Laboratory Institutional Plan FY 2000-2004

Energy Technology Data Exchange (ETDEWEB)

Pearson, Erik W.

2000-03-01

The Pacific Northwest National Laboratory Institutional Plan for FY 2000-2004 sets forth the laboratory's mission, roles, technical capabilities, and laboratory strategic plan. In the plan, major initiatives also are proposed and the transitioning initiatives are discussed. The Programmatic Strategy section details our strategic intent, roles, and research thrusts in each of the U.S. Department of Energy's mission areas. The Operations/Infrastructure Strategic Plan section includes information on the laboratory's human resources; environment, safety, and health management; safeguards and security; site and facilities management; information resources management; management practices and standards; and communications and trust.

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)

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)

Research and development project plans for FY 1995; 1995 nendo kenkyu kaihatsu jigyo keikaku

Energy Technology Data Exchange (ETDEWEB)

NONE

1995-04-01

The present research and development project plans for FY 1995 administrated by NEDO consist of research and development of new energy, and research and development of industrial technology. Are illustrated further enhancement of new energy introduction promotion measures, new stage of international projects, promotion of new energy and new energy technology development, further enhancement of industrial and scientific technology research and development, integrated measures against global and urban environment problems, and budget of NEDO projects in FY 1995. The research and development of new energy includes coal conversion technology, solar energy technology, geothermal energy technology, energy conversion and storage technology, hydrogen, alcohol and biomass energy technology, geothermal energy resources, coal resources development, new energy promotion department activities, NEDO information center activities, and so on. On the other hand, the research and development of industrial technology includes research and development of industrial technology, and global environment technology. The research and development of industrial technology consists of superconductivity, new materials, biotechnology, electronics, information and communications, machinery and aerospace, natural resources, humanity, life and society, and various leading researches.

A plan for administrative computing at ANL FY1991 through FY1993

Energy Technology Data Exchange (ETDEWEB)

Caruthers, L.E. (ed.); O' Brien, D.E.; Bretscher, M.E.; Hischier, R.C.; Moore, N.J.; Slade, R.G.

1990-10-01

In July of 1988, Argonne National Laboratory management approved the restructuring of Computing Services into the Computing and Telecommunications Division, part of the Physical Research area of the Laboratory. One major area of the Computing and Telecommunications Division is Management Information Systems (MIS). A significant aspect of Management Information Systems' work is the development of proposals for new and enhanced administrative computing systems based on an analysis of informational needs. This document represent the outcome of the planning process for FY1991 through FY1993. The introduction of the FY1991 through FY1993 Long-Range Plan assesses the state of administrative computing at ANL and the implications of FY1991 funding recommendations. It includes a history of MIS planning for administrative data processing. This document discusses the strategy and goals which are an important part of administrative data processing plans for the Laboratory. It also describes the management guidelines established by the Administrative Data Processing Oversight Committee for the proposal and implementation of administrative computing systems. Summaries of the proposals for new or enhanced administrative computing systems presented by individual divisions or departments with assistance of Management Information Systems, to the Administrative Data Processing Oversight Committee are given. The detailed tables in this paper give information on how much the resources to develop and implement a given systems will cost its users. The tables include development costs, computing/operations costs, software and hardware costs, and efforts costs. They include both systems funded by Laboratory General Expense and systems funded by the users themselves.

Human Factors in Training - Space Flight Resource Management Training

Science.gov (United States)

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

2009-01-01

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

Hanford Site Environment Safety and Health (ES and H) FY 1999 and FY 2000 Execution Commitment Summary

Energy Technology Data Exchange (ETDEWEB)

REEP, I.E.

1999-12-01

All sites in the U.S. Department of Energy (DOE) Complex prepare this report annually for the DOE Office of Environment, Safety and Health (EH). The purpose of this report is to provide a summary of the previous and current year's Environment, Safety and Health (ES&H) execution commitments and the S&H resources that support these activities. The fiscal year (FY) 1999 and 2000 information (Sieracki 1999) and data contained in the ''Hanford Site Environment, Safety and Health Fiscal Year 2001 Budget-Risk Management Summary'' (RL 1999) were the basis for preparing this report. Fiscal year 2000 finding of Office of Environmental Management (EM) and Office of Nuclear Energy, Science and Technology (NE) activities is based on the President's budget of $1,065.1 million and $28.0 million, plus $2.7 million carryover finding, respectively, as of October 31, 1999. Any funding changes as a result of the Congressional appropriation process will be reflected in the Fiscal Year 2002 ES&H Budget-Risk Management Summary to be issued in May 2000. This report provides the end-of-year status of FY 1999 ES&H execution commitments, including actual S&H expenditures, and describes planned FY 2000 ES&H execution commitments and the S&H resources needed to support those activities. This requirement is included in the ES&H ''Guidance for FY200l Budget Formulations and Execution'' (DOE 1999).

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

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.

Lawrence Berkeley Laboratory, Institutional Plan FY 1994--1999

Energy Technology Data Exchange (ETDEWEB)

1993-09-01

The Institutional Plan provides an overview of the Lawrence Berkeley Laboratory mission, strategic plan, scientific initiatives, research programs, environment and safety program plans, educational and technology transfer efforts, human resources, and facilities needs. For FY 1994-1999 the Institutional Plan reflects significant revisions based on the Laboratory`s strategic planning process. The Strategic Plan section identifies long-range conditions that will influence the Laboratory, as well as potential research trends and management implications. The Initiatives section identifies potential new research programs that represent major long-term opportunities for the Laboratory, and the resources required for their implementation. The Scientific and Technical Programs section summarizes current programs and potential changes in research program activity. The Environment, Safety, and Health section describes the management systems and programs underway at the Laboratory to protect the environment, the public, and the employees. The Technology Transfer and Education programs section describes current and planned programs to enhance the nation`s scientific literacy and human infrastructure and to improve economic competitiveness. The Human Resources section identifies LBL staff diversity and development program. The section on Site and Facilities discusses resources required to sustain and improve the physical plant and its equipment. The new section on Information Resources reflects the importance of computing and communication resources to the Laboratory. The Resource Projections are estimates of required budgetary authority for the Laboratory`s ongoing research programs. The Institutional Plan is a management report for integration with the Department of Energy`s strategic planning activities, developed through an annual planning process.

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…

The Chinese FY-1 Meteorological Satellite Application in Observation on Oceanic Environment

Science.gov (United States)

Weimin, S.

meteorological satellite is stated in this paper. exploration of the ocean resources has been a very important question of global strategy in the world. The exploration of the ocean resources includes following items: Making full use of oceanic resources and space, protecting oceanic environment. to observe the ocean is by using of satellite. In 1978, US successfully launched the first ocean observation satellite in the world --- Sea Satellite. It develops ancient oceanography in to advanced space-oceanography. FY-1 B and FY- IC respectively. High quality data were acquired at home and abroad. FY-1 is Chinese meteorological satellite, but with 0.43 ~ 0.48 μm ,0.48 ~ 0.53 μm and 0.53 ~ 0.58 μm three ocean color channels, actually it is a multipurpose remote sensing satellite of meteorology and oceanography. FY-1 satellite's capability of observation on ocean partly, thus the application field is expanded and the value is increased. With the addition of oceanic channels on FY-1, the design of the satellite is changed from the original with meteorological observation as its main purpose into remote sensing satellite possessing capability of observing meteorology and ocean as well. Thus, the social and economic benefit of FY-1 is increased. the social and economic benefit of the development of the satellite is the key technique in the system design of the satellite. technically feasible but also save the funds in researching and manufacturing of the satellite, quicken the tempo of researching and manufacturing satellite. the scanning radiometer for FY-1 is conducted an aviation experiment over Chinese ocean. This experiment was of vital importance to the addition of oceanic observation channel on FY-1. FY-1 oceanic channels design to be correct. detecting ocean color. This is the unique character of Chinese FY-1 meteorological satellite. meteorological remote sensing channel on FY-1 to form detecting capability of three visible channels: red, yellow and blue

Richland Operations (DOE-RL) Environmental Safety Health (ES and H) FY 2000 and FY 2001 Execution Commitment Summary

Energy Technology Data Exchange (ETDEWEB)

REEP, I.E.

2000-12-01

All sites in the U.S. Department of Energy (DOE) Complex prepare this report annually for the DOE Office of Environment, Safety and Health (EH). The purpose of this report is to provide a summary of the previous and current year's Environment, Safety and Health (ES&H) execution commitments and the Safety and Health (S&H) resources that support these activities. The fiscal year (FY) 2000 and 2001 information and data contained in the Richland Operations Environment, Safefy and Health Fiscal Year 2002 Budget-Risk Management Summary (RL 2000a) were the basis for preparing this report. Fiscal year 2001 activities are based on the President's Amended Congressional Budget Request of $689.6 million for funding Ofice of Environmental Management (EM) $44.0 million for Fast Flux Test Facility standby less $7.0 million in anticipated DOE, Headquarters holdbacks for Office of Nuclear Energy, Science and Technology (NE); and $55.3 million for Safeguards and Security (SAS). Any funding changes as a result of the Congressional appropriation process will be reflected in the Fiscal Year 2003 ES&H Budget-Risk Management Summary to be issued in May 2001. This report provides the end-of-year status of FY 2000 ES&H execution commitments, including actual S&H expenditures, and describes planned FY 2001 ES&H execution commitments and the S&H resources needed to support those activities. This requirement is included in the ES&H guidance contained in the FY 2002 Field Budget Call (DOE 2000).

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"

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...

Idaho National Laboratory Cultural Resource Monitoring Report for Fiscal Year 2016

Energy Technology Data Exchange (ETDEWEB)

Gilbert, Hollie Kae [Idaho National Lab. (INL), Idaho Falls, ID (United States); Holmer, Marie Pilkington [Idaho National Lab. (INL), Idaho Falls, ID (United States); Olson, Christina Liegh [Idaho National Lab. (INL), Idaho Falls, ID (United States); Pace, Brenda Ringe [Idaho National Lab. (INL), Idaho Falls, ID (United States)

2016-11-01

This report describes the cultural resource monitoring activities of the Idaho National Laboratory’s (INL) Cultural Resource Management (CRM) Office during fiscal year (FY) 2016. Overall monitoring included surveillance of the following 23 individual cultural resource localities: two locations with human remains, one of which is also a cave; seven additional caves; six prehistoric archaeological sites; four historic archaeological sites; one historic trail; Experimental Breeder Reactor I (EBR-I), a National Historic Landmark; Aircraft Nuclear Propulsion (ANP) objects located at EBR-I; and one Arco Naval Proving Ground (NPG) property, CF-633 and related objects and structures. Several INL work processes and projects were also monitored to confirm compliance with original INL CRM recommendations and assess the effects of ongoing work. On one occasion, ground disturbing activities within the boundaries of the Critical Infrastructure Test Range Complex (CITRC) were observed by INL CRM staff prepared to respond to any additional finds of Native American human remains. Additionally, the CRM office was notified during two Trespass Investigations conducted by INL Security. Most of the cultural resources monitored in FY 2016 exhibited no adverse impacts, resulting in Type 1 impact assessments. However, Type 2 impacts were noted five times. Three previously reported Type 2 impacts were once again documented at the EBR-I National Historic Landmark, including spalling and deterioration of bricks due to inadequate drainage, minimal maintenance, and rodent infestation. The ANP engines and locomotive on display at the EBR-I Visitors Center also exhibited impacts related to long term exposure. Finally, most of the Arco NPG properties monitored at Central Facilities Area exhibited problems with lack of timely and appropriate maintenance as well as inadequate drainage. No new Type 3 or Type 4 impacts that adversely affected significant cultural resources and threatened National

Idaho National Laboratory Cultural Resource Monitoring Report for Fiscal Year 2016

International Nuclear Information System (INIS)

Gilbert, Hollie Kae; Holmer, Marie Pilkington; Olson, Christina Liegh; Pace, Brenda Ringe

2016-01-01

This report describes the cultural resource monitoring activities of the Idaho National Laboratory's (INL) Cultural Resource Management (CRM) Office during fiscal year (FY) 2016. Overall monitoring included surveillance of the following 23 individual cultural resource localities: two locations with human remains, one of which is also a cave; seven additional caves; six prehistoric archaeological sites; four historic archaeological sites; one historic trail; Experimental Breeder Reactor I (EBR-I), a National Historic Landmark; Aircraft Nuclear Propulsion (ANP) objects located at EBR-I; and one Arco Naval Proving Ground (NPG) property, CF-633 and related objects and structures. Several INL work processes and projects were also monitored to confirm compliance with original INL CRM recommendations and assess the effects of ongoing work. On one occasion, ground disturbing activities within the boundaries of the Critical Infrastructure Test Range Complex (CITRC) were observed by INL CRM staff prepared to respond to any additional finds of Native American human remains. Additionally, the CRM office was notified during two Trespass Investigations conducted by INL Security. Most of the cultural resources monitored in FY 2016 exhibited no adverse impacts, resulting in Type 1 impact assessments. However, Type 2 impacts were noted five times. Three previously reported Type 2 impacts were once again documented at the EBR-I National Historic Landmark, including spalling and deterioration of bricks due to inadequate drainage, minimal maintenance, and rodent infestation. The ANP engines and locomotive on display at the EBR-I Visitors Center also exhibited impacts related to long term exposure. Finally, most of the Arco NPG properties monitored at Central Facilities Area exhibited problems with lack of timely and appropriate maintenance as well as inadequate drainage. No new Type 3 or Type 4 impacts that adversely affected significant cultural resources and threatened National

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

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…

Oak Ridge National Laboratory Institutional Plan FY 1984-FY 1989

International Nuclear Information System (INIS)

1983-11-01

In this plan, Oak Ridge National Laboratory (ORNL) continues to be committed to scientific and technological research that is based on technical excellence and innovation and that provides a foundation for and a stimulus to broader and more sustained economic growth. DOE is being asked to assist in establishing a new program for Laboratory cooperation with industry, beginning with an initial focus on materials science. The current Institutional Plan thus projects growth in the materials science area as well as in other basic physical science areas and suggests a new initiative designed to extend the various technology transfer activities and to make them more effective by using ORNL as the trial Laboratory for some of these different approaches. This Institutional Plan projects a stable future for ORNL, with only modest amounts of growth in selected areas of research for the FY 1984-FY 1989 planning cycle. Summaries of the overall picture of the proposed budget and personnel levels for the current planning cycle are included. Scientific programs, laboratory resource development, and private sector interactions are discussed

Lawrence Berkeley Laboratory Institutional Plan, FY 1993--1998

Energy Technology Data Exchange (ETDEWEB)

1992-10-01

The FY 1993--1998 Institutional Plan provides an overview of the Lawrence Berkeley Laboratory mission, strategic plan, scientific initiatives, research programs, environment and safety program plans, educational and technology transfer efforts, human resources, and facilities needs. The Strategic Plan section identifies long-range conditions that can influence the Laboratory, potential research trends, and several management implications. The Initiatives section identifies potential new research programs that represent major long-term opportunities for the Laboratory and the resources required for their implementation. The Scientific and Technical Programs section summarizes current programs and potential changes in research program activity. The Environment, Safety, and Health section describes the management systems and programs underway at the Laboratory to protect the environment, the public, and the employees. The Technology Transfer and Education programs section describes current and planned programs to enhance the nation's scientific literacy and human infrastructure and to improve economic competitiveness. The Human Resources section identifies LBL staff composition and development programs. The section on Site and Facilities discusses resources required to sustain and improve the physical plant and its equipment. The Resource Projections are estimates of required budgetary authority for the Laboratory's ongoing research programs. The plan is an institutional management report for integration with the Department of Energy's strategic planning activities that is developed through an annual planning process. The plan identifies technical and administrative directions in the context of the National Energy Strategy and the Department of Energy's program planning initiatives. Preparation of the plan is coordinated by the Office for Planning and Development from information contributed by the Laboratory's scientific and support divisions.

Lawrence Berkeley Laboratory Institutional Plan, FY 1993--1998

Energy Technology Data Exchange (ETDEWEB)

Chew, Joseph T.; Stroh, Suzanne C.; Maio, Linda R.; Olson, Karl R.; Grether, Donald F.; Clary, Mary M.; Smith, Brian M.; Stevens, David F.; Ross, Loren; Alper, Mark D.; Dairiki, Janis M.; Fong, Pauline L.; Bartholomew, James C.

1992-10-01

The FY 1993--1998 Institutional Plan provides an overview of the Lawrence Berkeley Laboratory mission, strategic plan, scientific initiatives, research programs, environment and safety program plans, educational and technology transfer efforts, human resources, and facilities needs. The Strategic Plan section identifies long-range conditions that can influence the Laboratory, potential research trends, and several management implications. The Initiatives section identifies potential new research programs that represent major long-term opportunities for the Laboratory and the resources required for their implementation. The Scientific and Technical Programs section summarizes current programs and potential changes in research program activity. The Environment, Safety, and Health section describes the management systems and programs underway at the Laboratory to protect the environment, the public, and the employees. The Technology Transfer and Education programs section describes current and planned programs to enhance the nation`s scientific literacy and human infrastructure and to improve economic competitiveness. The Human Resources section identifies LBL staff composition and development programs. The section on Site and Facilities discusses resources required to sustain and improve the physical plant and its equipment. The Resource Projections are estimates of required budgetary authority for the Laboratory`s ongoing research programs. The plan is an institutional management report for integration with the Department of Energy`s strategic planning activities that is developed through an annual planning process. The plan identifies technical and administrative directions in the context of the National Energy Strategy and the Department of Energy`s program planning initiatives. Preparation of the plan is coordinated by the Office for Planning and Development from information contributed by the Laboratory`s scientific and support divisions.

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...

Research on deep electromagnetic induction methods (Fy 1985)

Energy Technology Data Exchange (ETDEWEB)

Murakami, Hiroshi; Uchida, Toshihiro; Tanaka, Shin' ichi

1987-06-01

Geological Survey of Japan started from FY 1984 a research of deep electomagnetic induction methods as a part of the research on deep geothermal resources prospecting technology, the Sunshine Project. This article is the report of its second fiscal year. These methods are a generic term of the methods to survey specific resistance structure in the deep part of the earth by utilizing the technique of the electromagnetic induction method and the time domain CSMT method aiming to survey about estimated depth of 5Km as well as the CA method to estimate the general structure of the earth of the depth of 5Km or more are now being developed. This article reports the respective methods separately. Concerning the former, the reception of useful signals were successfully made during the FY 1984 field experiment and based on this, field experiments in a geothermal area were conducted in FY 1985 verifying its effectivenss. With regard to the latter, following FY 1984, CA observations were conducted in the northern part of Tohoku Region and the deep specific resistance structure in a wide area was surveyed. (43 figs, 1 tab, 11 refs)

Information Technology Resources Assessment

Energy Technology Data Exchange (ETDEWEB)

1993-04-01

The Information Technology Resources Assessment (ITRA) is being published as a companion document to the Department of Energy (DOE) FY 1994--FY 1998 Information Resources Management Long-Range Plan. This document represents a collaborative effort between the Office of Information Resources Management and the Office of Energy Research that was undertaken to achieve, in part, the Technology Strategic Objective of IRM Vision 21. An integral part of this objective, technology forecasting provides an understanding of the information technology horizon and presents a perspective and focus on technologies of particular interest to DOE program activities. Specifically, this document provides site planners with an overview of the status and use of new information technology for their planning consideration.

Sandia National Laboratories Institutional Plan: FY 1999-2004

Energy Technology Data Exchange (ETDEWEB)

Garber, D.P.

1999-01-06

This Institutional Plan is the most comprehensive yearly "snapshot" available of Sandia National Laboratories' major programs, facilities, human resources, and budget. The document also includes overviews of our missions, organization, capabilities, planning functions, milestones, and accomplishments. The document's purpose is to provide the above information to the US Department of Energy, key congressional committees, Sandia management, and other present and potential customers. Chapter 2 presents information about Sandia's mission and summarizes our recent revision of Sandia's Strategic Plan. Chapter 3 presents an overview of Sandia's strategic objectives, chapter 4 lists laboratory goals and milestones for FY 1999, and chapter 5 presents our accomplishments during FY 1998. Chapters 3 through 5 are organized around our eight strategic objectives. The four primary objectives cover nuclear weapons responsibilities, nonproliferation and materials control, energy and critical infrastructures, and emerging national security threats. The major programmatic initiatives are presented in chapter 7. However, the programmatic descriptions in chapter 6 and the Associated funding tables in chapter 9 continue to be presented by DOE Budget and Reporting Code, as in previous Sandia institutional plans. As an aid to the reader, the four primary strategic objectives in chapter 3 are cross-referenced to the program information in chapter 6.

Tanks focus area multiyear program plan - FY96-FY98

International Nuclear Information System (INIS)

1995-07-01

The Tanks Focus Area (TFA) Multiyear Program Plan (MYPP) presents the recommended TFA technical program. The recommendation covers a 3-year funding outlook (FY96-FY98), with an emphasis on FY96 and FY97. In addition to defining the recommended program, this document also describes the processes used to develop the program, the implementation strategy for the program, the references used to write this report, data on the U.S. Department of Energy (DOE) tank site baselines, details on baseline assumptions and the technical elements, and a glossary

FY 1998 report on the result of the R and D of human sense measurement application technology. II. Main issue (1); 1998 nendo ningen kankaku keisoku oyo gijutsu no kenkyu kaihatsu itaku kenkyu seika hokokusho. 2. Honronhen (1)

Energy Technology Data Exchange (ETDEWEB)

NONE

1999-03-01

The paper reported the results of the FY 1998 R and D on human sense measurement application technology. Term I of this project is FY 1990-1994, when the interim evaluation was made. The project entered Term II of FY 1995-1998. In Term II, developments were made of the human sense measuring technology to make a 'measure' for health/safety and amenity/convenience which are important to human life, study of application examples for studying effectiveness by concretely applying this measuring technology to examples of products and working place/residential environment, evaluation simulation technology to qualitatively/objectively measure/evaluate amenity and adaptability in stead of humans, human sense database models which collected various human sense data obtained in measuring, etc. Through these technology development, the systematization of human sense indexes is attempted, and finally the following are conducted: development of measuring technology of kindness and evaluation equipment, environment/product design support, manual making for human sense measurement, construction of human sense database, etc. In FY 1998, the results of the measuring technology were mainly obtained. (NEDO)

Biological and Environmental Research Program at Oak Ridge National Laboratory, FY 1992--1994

International Nuclear Information System (INIS)

1992-01-01

This report is the 1992--1994 Program Director's Overview Report for Oak Ridge National Laboratory's (ORNL's) Biological and Environmental Research (BER) Program, and as such it addresses KP-funded work at ORNL conducted during FY 1991 and in progress during FY 1992; it also serves as a planning document for the remainder of FY 1992 through FY 1994. Non-BER funded work at ORNL relevant to the mission of OHER is also discussed. The second section of the report describes ORNL facilities and resources used by the BER program. The third section addresses research management practices at ORNL. The fourth, fifth, and sixth sections address BER-funded research in progress, program accomplishments and research highlights, and program orientation for the remainder of FY 1992 through FY 1994, respectively. Work for non-BER sponsors is described in the seventh section, followed by a discussion of significant near and long-term issues facing BER work at ORNL in the eighth section. The last section provides a statistical summary of BER research at ORNL. Appendices supplement the above topics with additional detail

Hydrologic Resources Management Program and Underground Test Area Project FY2005 Progress Report

International Nuclear Information System (INIS)

Eaton, G F; Genetti, V; Hu, Q; Hudson, G B; Kersting, A B; Lindvall, R E; Moran, J E; Nimz, G J; Ramon, E C; Rose, T P; Shuller, L; Williams, R W; Zavarin, M; Zhao, P

2007-01-01

This report describes FY 2005 technical studies conducted by the Chemical Biology and Nuclear Science Division (CBND) at Lawrence Livermore National Laboratory (LLNL) in support of the Hydrologic Resources Management Program (HRMP) and the Underground Test Area Project (UGTA). These programs are administered by the U.S. Department of Energy, National Nuclear Security Administration, Nevada Site Office (NNSA/NSO) through the Defense Programs and Environmental Restoration Divisions, respectively. HRMP-sponsored work is directed toward the responsible management of the natural resources at the Nevada Test Site (NTS), enabling its continued use as a staging area for strategic operations in support of national security. UGTA-funded work emphasizes the development of an integrated set of groundwater flow and contaminant transport models to predict the extent of radionuclide migration from underground nuclear testing areas at the NTS. The report is organized on a topical basis and contains five chapters that highlight technical work products produced by CBND. However, it is important to recognize that most of this work involves collaborative partnerships with the other HRMP and UGTA contract organizations. These groups include the Energy and Environment Directorate at LLNL (LLNL-E and E), Los Alamos National Laboratory (LANL), the Desert Research Institute (DRI), the U.S. Geological Survey (USGS), Stoller-Navarro Joint Venture (SNJV), and Bechtel Nevada (BN)

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.

Endangered species and cultural resources program Naval petroleum Reserves in California. Annual report FY96

Energy Technology Data Exchange (ETDEWEB)

NONE

1997-07-01

In FY96, Enterprise Advisory Services, Inc. (EASI) continued to support efforts to protect endangered species and cultural resources at the Naval Petroleum Reserves in California (NPRC). These efforts are conducted to ensure NPRC compliance with regulations regarding the protection of listed species and cultural resources on federal properties. Population monitoring activities were conducted for San Joaquin kit foxes, giant kangaroo rats, blunt-nosed leopard lizards, and Hoover`s wooly-star. Kit fox abundance and distribution was assessed by live-trapping over a 329-km{sup 2} area. Kit fox reproduction and mortality were assessed by radiocollaring and monitoring 22 adults and two pups. Reproductive success and litter size were determined through live-trapping and den observations. Rates and sources of kit fox mortality were assessed by recovering dead radiocollared kit foxes and conducting necropsies to determine cause of death. Abundance of coyotes and bobcats, which compete with kit foxes, was determined by conducting scent station surveys. Kit fox diet was assessed through analysis of fecal samples collected from live-trapped foxes. Abundance of potential prey for kit foxes was determined by conducting transect surveys for lagornorphs and live-trapping small mammals.

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.

FY 2001 report on the results of the development of the hydrothermal utilization power plant, etc. Development of collecting technology for deep geothermal resources (Development of drilling technology for deep geothermal resources); 1992 - 2001 nessui riyo hatsuden plant tou kaihatsu sokatsu seika hokokusho. Shinbu chinetsu shigen saishu gijutsu no kaihatsu - Shinbu chinetsu shigen kussaku gijutsu no kaihatsu (2001 nendo seika hokokusho bessatsu shiryo)

Energy Technology Data Exchange (ETDEWEB)

NONE

2002-03-01

For the purpose of developing deep geothermal resources, development of 'drilling technology of deep geothermal resources' was made from FY 1991 to FY 2001, and the results were summarized. As to the development of bits, the bit that can be used for 30 hours or more at a temperature of 250 degrees C was developed, and the demonstrative test was made in FY 1997. Relating to the development of the high temperature use drilling mud, the mud that can be used at a temperature of 350 degrees C was developed, and the test using the actual well was conducted in FY 1997. Concerning the development of the high temperature use cement slurry, the cement slurry with specific gravity of 1.35 or below that can be used under the environment of a temperature of 350 degrees C was developed, and the hanging test of the specimen was made in the actual well in FY 1998. About the development of the high temperature use downhole motor, a prototype of 1/12 scale was fabricated in FY 1998, and the performance test at high temperature was conducted. As to the development of the high temperature use high strength cement slurry, a cement slurry with specific gravity of 1.50 or below and compressive strength of 19.61 MPa that is used under the environment of a temperature of 300 degrees C was developed, and the test on the long-term compressive strength was made in FY 2001. (NEDO)

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

Laboratory directed research and development program FY 2003

Energy Technology Data Exchange (ETDEWEB)

Hansen, Todd

2004-03-27

The Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab or LBNL) is a multi-program national research facility operated by the University of California for the Department of Energy (DOE). As an integral element of DOE's National Laboratory System, Berkeley Lab supports DOE's missions in fundamental science, energy resources, and environmental quality. Berkeley Lab programs advance four distinct goals for DOE and the nation: (1) To perform leading multidisciplinary research in the computing sciences, physical sciences, energy sciences, biosciences, and general sciences in a manner that ensures employee and public safety and protection of the environment. (2) To develop and operate unique national experimental facilities for qualified investigators. (3) To educate and train future generations of scientists and engineers to promote national science and education goals. (4) To transfer knowledge and technological innovations and to foster productive relationships among Berkeley Lab's research programs, universities, and industry in order to promote national economic competitiveness. In FY03, Berkeley Lab was authorized by DOE to establish a funding ceiling for the LDRD program of $15.0 M, which equates to about 3.2% of Berkeley Lab's FY03 projected operating and capital equipment budgets. This funding level was provided to develop new scientific ideas and opportunities and allow the Berkeley Lab Director an opportunity to initiate new directions. Budget constraints limited available resources, however, so only $10.1 M was expended for operating and $0.6 M for capital equipment (2.4% of actual Berkeley Lab FY03 costs). In FY03, scientists submitted 168 proposals, requesting over $24.2 M in operating funding. Eighty-two projects were funded, with awards ranging from $45 K to $500 K. These projects are summarized in Table 1.

Biological and Environmental Research Program at Oak Ridge National Laboratory, FY 1992--1994

Energy Technology Data Exchange (ETDEWEB)

1992-01-01

This report is the 1992--1994 Program Director's Overview Report for Oak Ridge National Laboratory's (ORNL's) Biological and Environmental Research (BER) Program, and as such it addresses KP-funded work at ORNL conducted during FY 1991 and in progress during FY 1992; it also serves as a planning document for the remainder of FY 1992 through FY 1994. Non-BER funded work at ORNL relevant to the mission of OHER is also discussed. The second section of the report describes ORNL facilities and resources used by the BER program. The third section addresses research management practices at ORNL. The fourth, fifth, and sixth sections address BER-funded research in progress, program accomplishments and research highlights, and program orientation for the remainder of FY 1992 through FY 1994, respectively. Work for non-BER sponsors is described in the seventh section, followed by a discussion of significant near and long-term issues facing BER work at ORNL in the eighth section. The last section provides a statistical summary of BER research at ORNL. Appendices supplement the above topics with additional detail.

LBNL Institutional Plan, FY 1996--2001. Draft

International Nuclear Information System (INIS)

1995-06-01

The FY 1996-2001 Institutional Plan provides an overview of the Lawrence Berkeley National Laboratory mission, strategic plan, core business areas, critical success factors, and the resource requirements to fulfill its mission in support of national needs in fundamental science and technology, energy resources, and environmental quality. The Strategic Plan section identifies long-range conditions that will influence the Laboratory, as well as potential research trends and management implications. The Core Business Areas section identifies those initiatives that are potential new research programs representing major long-term opportunities for the Laboratory, and the resources required for their implementation. It also summarizes current programs and potential changes in research program activity, science and technology partnerships, and university and science education. The Critical Success Factors section reviews human resources; work force diversity; environment, safety, and health programs; management practices; site and facility needs; and communications and trust. The Resource Projections are estimates of required budgetary authority for the Laboratory's ongoing research programs. The Institutional Plan is a management report for integration with the Department of Energy's strategic planning activities, developed through an annual planning process. The plan identifies technical and administrative directions in the context of the national energy policy and research needs and the Department of Energy's program planning initiatives. Preparation of the plan is coordinated by the Office for Planning and Communications from information contributed by the Laboratory's scientific and support divisions

LBNL Institutional Plan, FY 1996--2001. Draft

Energy Technology Data Exchange (ETDEWEB)

NONE

1995-06-01

The FY 1996-2001 Institutional Plan provides an overview of the Lawrence Berkeley National Laboratory mission, strategic plan, core business areas, critical success factors, and the resource requirements to fulfill its mission in support of national needs in fundamental science and technology, energy resources, and environmental quality. The Strategic Plan section identifies long-range conditions that will influence the Laboratory, as well as potential research trends and management implications. The Core Business Areas section identifies those initiatives that are potential new research programs representing major long-term opportunities for the Laboratory, and the resources required for their implementation. It also summarizes current programs and potential changes in research program activity, science and technology partnerships, and university and science education. The Critical Success Factors section reviews human resources; work force diversity; environment, safety, and health programs; management practices; site and facility needs; and communications and trust. The Resource Projections are estimates of required budgetary authority for the Laboratory`s ongoing research programs. The Institutional Plan is a management report for integration with the Department of Energy`s strategic planning activities, developed through an annual planning process. The plan identifies technical and administrative directions in the context of the national energy policy and research needs and the Department of Energy`s program planning initiatives. Preparation of the plan is coordinated by the Office for Planning and Communications from information contributed by the Laboratory`s scientific and support divisions.

Disability Compensation and Patient Expenditures: FY2000 to FY2013

Data.gov (United States)

Department of Veterans Affairs — This report contains FY2000 through FY2013 data on disability compensation expenditures and recipients and on VA healthcare system patients and patient expenditures.

Idaho National Laboratory Cultural Resource Management Annual Report FY 2006

Energy Technology Data Exchange (ETDEWEB)

Clayton F. Marler; Julie Braun; Hollie Gilbert; Dino Lowrey; Brenda Ringe Pace

2007-04-01

The Idaho National Laboratory Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500-year span of human occupation in the region. As a federal agency, the Department of Energy Idaho Operations Office has legal responsibility for the management and protection of those resources and has delegated these responsibilities to its primary contractor, Battelle Energy Alliance (BEA). The INL Cultural Resource Management Office, staffed by BEA professionals, is committed to maintaining a cultural resource management program that accepts these challenges in a manner reflecting the resources’ importance in local, regional, and national history. This annual report summarizes activities performed by the INL Cultural Resource Management Office staff during Fiscal Year 2006. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be both informative to internal and external stakeholders, and to serve as a planning tool for future cultural resource management work to be conducted on the INL.

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

FY 1999 basic survey of coal resource development. Coal GIS survey; 1999 nendo sekitan shigen kaihatsu kiso chosa. Sekitan GIS chosa

Energy Technology Data Exchange (ETDEWEB)

NONE

2000-03-01

The purpose of this survey is to construct a comprehensive coal field assessment technology system which can promptly cope with any natural conditions/geological situations of coal field. As to the GIS (geographical information system) which can unifiedly manage/analyze various data being used in other fields, survey was conducted of present situations/technology trends of the resource related GIS, and at the same time the survey is aimed at applying it to the coal resource field. In the survey in this fiscal year, based on the survey made in FY 1998, applicability of GIS function was verified for Australia where the coal GIS is prepared. And the fundamental design was made to construct a coal GIS considered of concrete application in the stage of coal resource exploration and resource assessment. In the fundamental design, prototypes of individual functions of the system were made. Making the analysis using the actual data, expansion and complication of the system size were advanced step by step toward the completion of the system. Such prototypical development method was adopted. (NEDO)

State, Foreign Operations, and Related Programs: FY2009 Appropriations

Science.gov (United States)

2009-04-03

resources in a few low- and low- middle income countries that have demonstrated a strong commitment to political, economic, and social reforms. The...several other areas.11 In FY2008, BBG proposed to reduce or eliminate radio broadcasting in a number of services, including Cantonese , Ukrainian

Idaho National Laboratory Cultural Resource Management Annual Report FY 2007

Energy Technology Data Exchange (ETDEWEB)

Julie Braun; Hollie Gilbert; Dino Lowrey; Clayton Marler; Brenda Pace

2008-03-01

The Idaho National Laboratory (INL) Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500-year span of human land use in the region. As a federal agency, the Department of Energy Idaho Operations Office has legal responsibility for the management and protection of those resources and has delegated these responsibilities to its primary contractor, Battelle Energy Alliance (BEA). The BEA professional staff is committed to maintaining a cultural resource management program that accepts these challenges in a manner reflecting the resources’ importance in local, regional, and national history. This annual report summarizes activities performed by the INL Cultural Resource Management Office (CRMO) staff during fiscal year 2007. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be both informative to internal and external stakeholders, and to serve as a planning tool for future cultural resource management work to be conducted on the INL.

Enterprise Resource Planning Software in the Human Resource Classroom

Science.gov (United States)

Bedell, Michael D.; Floyd, Barry D.; Nicols, Kay McGlashan; Ellis, Rebecca

2007-01-01

The relatively recent development of comprehensive human resource information systems (HRIS) software has led to a large demand for technologically literate human resource (HR) professionals. For the college student who is about to begin the search for that first postcollege job, the need to develop technology literacy is even more necessary. To…

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

Directory of Open Access Journals (Sweden)

Erlinda Muslim

2016-08-01

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

Achieving competitive advantage through strategic human resource management.

Science.gov (United States)

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

1990-01-01

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

Resource management: Hotel Zira human resource management department analysis

Directory of Open Access Journals (Sweden)

Petrović Jelena

2015-01-01

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

Implementating Information Technology in E-Human Resource Management

Directory of Open Access Journals (Sweden)

Cristina-Dana Popescu (Mitu

2016-01-01

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

Alternative Electrochemical Salt Waste Forms, Summary of FY11-FY12 Results

Energy Technology Data Exchange (ETDEWEB)

Riley, Brian J. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Mccloy, John S. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Crum, Jarrod V. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Lepry, William C. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Rodriguez, Carmen P. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Windisch, Charles F. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Matyas, Josef [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Westman, Matthew P. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Rieck, Bennett T. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Lang, Jesse B. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Olszta, Matthew J. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Pierce, David A. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States)

2014-01-17

The Fuel Cycle Research and Development Program, sponsored by the U.S. Department of Energy Office of Nuclear Energy, is currently investigating alternative waste forms for wastes generated from nuclear fuel processing. One such waste results from an electrochemical separations process, called the “Echem” process. The Echem process utilizes a molten KCl-LiCl salt to dissolve the fuel. This process results in a spent salt containing alkali, alkaline earth, lanthanide halides and small quantities of actinide halides, where the primary halide is chloride with a minor iodide fraction. Pacific Northwest National Laboratory (PNNL) is concurrently investigating two candidate waste forms for the Echem spent-salt: high-halide minerals (i.e., sodalite and cancrinite) and tellurite (TeO2)-based glasses. Both of these candidates showed promise in fiscal year (FY) 2009 and FY2010 with a simplified nonradioactive simulant of the Echem waste. Further testing was performed on these waste forms in FY2011 and FY2012 to assess the possibility of their use in a sustainable fuel cycle. This report summarizes the combined results from FY2011 and FY2012 efforts.

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 ...

Energy Resources Performance Report, FY 1991 and FY 1992.

Energy Technology Data Exchange (ETDEWEB)

United States. Bonneville Power Administration.

1993-07-01

Once the Federal Columbia River Power System provided all the power our customers needed and surplus energy, which we sold to others. However, we planned for the time when the surplus would disappear. With our customers, we developed centralized, region-wide conservation programs to conserve energy and build the knowledge and ability to save more energy when needed. We began to look at conservation as a resource, comparing it with supply-side alternatives. Much was accomplished. In Bonneville`s service area in the 1980s, our customers acquired 300 average megawatts (aMW) of conservation savings. How? By weatherizing about 240,000 homes, by making aluminum plants, other industrial plants and commercial buildings more efficient, and also by encouraging states to adopt energy-efficient building codes. Now, our energy surplus is gone. Our customers need energy, and in a hurry. While we plan how much energy will be needed, when and by which customers, we must concurrently accelerate our efforts to acquire resources. Our 1990 Resource Program launched a strategy to do just that, starting in 1991 and 1992, with continuing activities in 1993--1995. The goals and plans of the 1990 Resource Program are still being implemented.

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...

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.

Idaho National Laboratory Cultural Resource Management Office FY 2010 Activity Report

Energy Technology Data Exchange (ETDEWEB)

Hollie K. Gilbert; Clayton F. Marler; Christina L. Olson; Brenda R. Pace; Julie Braun Williams

2011-09-01

The Idaho National Laboratory (INL) Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500 year span of human land use in the region. As a federal agency, the Department of Energy, Idaho Operations Office (DOE-ID) has legal responsibility for the management and protection of the resources and has contracted these responsibilities to Battelle Energy Alliance (BEA). The BEA professional staff is committed to maintaining a cultural resource management program that accepts the challenge of preserving INL cultural resources in a manner reflecting their importance in local, regional, and national history. This report summarizes activities performed by the INL Cultural Resource Management Office (CRMO) staff during fiscal year 2010. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be informative to both internal and external stakeholders and to serve as a planning tool for future INL cultural resource management work.

Hydrologic resources management program and underground test area operable unit fy 1997

Energy Technology Data Exchange (ETDEWEB)

Smith, D. F., LLNL

1998-05-01

This report present the results of FY 1997 technical studies conducted by the Lawrence Livermore National Laboratory (LLNL) as part of the Hydrology and Radionuclide Migration Program (HRMP) and Underground Test Area Operable Unit (UGTA). The HRMP is sponsored by the US Department of Energy to assess the environmental (radiochemical and hydrologic) consequences of underground nuclear weapons testing at the Nevada Test Site.

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.

FY 1997 basic survey for coal resource development. Data collection of the joint research of new technology in the geophysical exploration of coal resources (water area medium depth seam survey); 1997 nendo sekitan shigen kaihatsu kiso chosa shiryoshu. Shintansa gijutsu chosa kaihatsu (suiiki chushindoso tansa)

Energy Technology Data Exchange (ETDEWEB)

NONE

1999-03-01

In 'the new exploration technology test on coal resource' (water area medium depth seam exploration) jointly conducted between Japan and China, tests have been carried out for 5 years on the BDR-5 test boring measurement monitoring system and the diamond bit which are items of the technology development of high resolution seismic survey system and high efficiency test boring system. As a result, the new technology test was successful, and technical economic effects were obtained. The situation of the test was summarized. The following data were compiled as shown in Data No.1-12. 1. The proceedings of the FY 1997 Japan-China steering committee (No.9). 2. Report on the survey of China verification field South Sihu water level situation. 3. The proceedings of the FY 1997 Japan-China steering committee (final). 4. Report on the FY 1997 reflection seismic exploration survey. 5. Report on the FY 1997 No.2 test boring survey. 6. Summarization of the test on 'the new exploration technology of coal source' conducted between Japan and China. 7. Report on the drilling data measurement. 8. Various sections of the reflection seismic survey data processing. 9. Traverse line chart. 10. T3 isochrone chart. 11. T3 depth structural chart. 12. Report on the new exploration technology survey development (water area medium depth seam exploration) geological model making. (NEDO)

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.

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.

Towards Improved Human Resource Development In Nigeria ...

African Journals Online (AJOL)

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

10 CFR 1.39 - Office of Human Resources.

Science.gov (United States)

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and supporting...

Idaho National Laboratory Cultural Resource Management Office FY 2011 Activity Report

Energy Technology Data Exchange (ETDEWEB)

Julie Braun Williams; Brenda R. Pace; Hollie K. Gilbert; Christina L. Olson

2012-09-01

The Idaho National Laboratory (INL) Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500 year span of human land use in the region. As a federal agency, the Department of Energy, Idaho Operations Office (DOE-ID) has legal responsibility for the management and protection of the resources and has contracted these responsibilities to Battelle Energy Alliance (BEA). The BEA professional staff is committed to maintaining a cultural resource management program that accepts the challenge of preserving INL cultural resources in a manner reflecting their importance in local, regional, and national history. This report is intended as a stand-alone document that summarizes activities performed by the INL Cultural Resource Management Office (CRMO) staff during fiscal year 2011. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be informative to both internal and external stakeholders, serve as a planning tool for future INL cultural resource management work, and meet an agreed upon legal requirement.

Human Resource Orientation and Corporate Performance.

Science.gov (United States)

Lam, Long W.; White, Louis P.

1998-01-01

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

Issues about Human Resources Recruitment

OpenAIRE

Aurel Manolescu

2008-01-01

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

FY 1994 Annual Work Plan

Energy Technology Data Exchange (ETDEWEB)

1993-10-01

This is the third Office of Inspector General (OIG)Annual Work Plan. Its purpose is to summarize work completed in Fiscal Year (FY) 1993, identify ongoing projects from previous fiscal years which the OIG intends to continue into FY 1994, and announce planned projects which the OIG intends to begin in FY 19994.

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

Science.gov (United States)

Fagerström, Lisbeth

2009-05-01

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

Human Resource Management in Russia: Some Unwritten Rules

OpenAIRE

Denisova-Schmidt, Elena

2011-01-01

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

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

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.

Los Alamos Waste Management FY96 and FY97 Tactical Plan, March 1, 1996

International Nuclear Information System (INIS)

1996-01-01

The Los Alamos National Laboratory (LANL) Waste Management Program (WMP) began a transition to become a open-quotes best of classclose quotes waste management program during fiscal year 1995 (FY95). A best of class waste management program means that LANL will provide cost-effective and compliant management of the minimum amount of waste. In FY94, the WMP could be characterized as a level of effort program requiring several new facilities and new LANL-developed technologies to carry out its waste management responsibilities. By the end of FY95, significant progress had been made in the transition to best of class. The FY96 WMP is realigned and reorganized. Its budget and scope of work are built upon discrete work packages. It is committed to achieving improved cost-effectiveness, providing significant tangible technical results, and to having its performance measured. During FY95, over $11,000,000 in facility and operational costs were avoided. The need for three new major facilities was reexamined and lower cost solutions, not requiring the development of new facilities, were agreed to. Technology development activities were terminated and replaced with the use of commercial facilities to achieve aggressive reductions in the Low-Level Mixed Waste legacy inventory. In addition, over $14,000,000 in improved cost-effectiveness has been included in the FY96 Baseline. An overall WMP vision, specific milestones, performance measures, and commitments are in place for FY96 to ensure that LANL continues the transition to a best of class waste management program. The following table identifies the overall vision and success indicators for FY96

FY 1991--FY 1995 Information Technology Resources Long-Range Plan

Energy Technology Data Exchange (ETDEWEB)

1989-12-01

The Department of Energy has consolidated its plans for Information Systems, Computing Resources, and Telecommunications into a single document, the Information Technology Resources Long-Range Plan. The consolidation was done as a joint effort by the Office of ADP Management and the Office of Computer Services and Telecommunications Management under the Deputy Assistant Secretary for Administration, Information, and Facilities Management. This Plan is the product of a long-range planning process used to project both future information technology requirements and the resources necessary to meet those requirements. It encompasses the plans of the various organizational components within the Department and its management and operating contractors over the next 5 fiscal years, 1991 through 1995.

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...

Strategic Imperative of Human Resource Leadership Competencies

Science.gov (United States)

Rajini, G.; Gomathi, S.

2010-01-01

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

42 CFR 486.326 - Condition: Human resources.

Science.gov (United States)

2010-10-01

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

45 CFR 1304.52 - Human resources management.

Science.gov (United States)

2010-10-01

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

Overview of Trends Shaping Human Resource Management for ...

African Journals Online (AJOL)

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

Influence Of Globalization On Human Resource Development In ...

African Journals Online (AJOL)

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

Managing Human Resources in a Multinational Context

Science.gov (United States)

Sumetzberger, Walter

2005-01-01

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

Discussing the Effective Factors on Maintenance of Human Resources

OpenAIRE

Bahare Shahriari

2016-01-01

In this research, the author has elaborated on detection of effective factors on maintenance and retention of human resources. Since human resources are the most resources for obtaining competitive advantage, it is essential to pay attention to different dimensions of human resources management. One of these dimensions is retention of human resources. Factors such as providing correct and valid information at the time of recruitment, assigning tasks based on competence, existence of a clear c...

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

Directory of Open Access Journals (Sweden)

Jessica L Barker

Full Text Available Members of social groups face a trade-off between investing selfish effort for themselves and investing cooperative effort to produce a shared group resource. Many group resources are shared equitably: they may be intrinsically non-excludable public goods, such as vigilance against predators, or so large that there is little cost to sharing, such as cooperatively hunted big game. However, group members' personal resources, such as food hunted individually, may be monopolizable. In such cases, an individual may benefit by investing effort in taking others' personal resources, and in defending one's own resources against others. We use a game theoretic "tug-of-war" model to predict that when such competition over personal resources is possible, players will contribute more towards a group resource, and also obtain higher payoffs from doing so. We test and find support for these predictions in two laboratory economic games with humans, comparing people's investment decisions in games with and without the options to compete over personal resources or invest in a group resource. Our results help explain why people cooperatively contribute to group resources, suggest how a tragedy of the commons may be avoided, and highlight unifying features in the evolution of cooperation and competition in human and non-human societies.

Human resource management and technological challenges

CERN Document Server

Davim, J

2014-01-01

This book focuses on the challenges and changes that new technologies bring to human resources (HR) of modern organizations. It examines the technological implications of the last changes taking place and how they affect the management and motivation of human resources belonging to these organizations. It looks for ways to understand and perceive how organizational HR, individually and as a team, conceptualize, invent, adapt, define and use organizational technology, as well as how they are constrained by features of it. The book provides discussion and the exchange of information on principles, strategies, models, techniques, methodologies and applications of human resources management and technological challenges and changes in the field of industry, commerce and services.

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.

Strategic Human Resource Planning in Academia

Science.gov (United States)

Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

2009-01-01

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

Communication and Human Resources Management and Their ...

African Journals Online (AJOL)

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

A sample application of nuclear power human resources model

International Nuclear Information System (INIS)

Gurgen, A.; Ergun, S.

2016-01-01

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

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.

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 ...

FY2017 Report on NISC Measurements and Detector Simulations

Energy Technology Data Exchange (ETDEWEB)

Andrews, Madison Theresa [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Meierbachtol, Krista Cruse [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Jordan, Tyler Alexander [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

2017-11-14

FY17 work focused on automation, both of the measurement analysis and comparison of simulations. The experimental apparatus was relocated and weeks of continuous measurements of the spontaneous fission source ²⁵²Cf was performed. Programs were developed to automate the conversion of measurements into ROOT data framework files with a simple terminal input. The complete analysis of the measurement (which includes energy calibration and the identification of correlated counts) can now be completed with a documented process which involves one simple execution line as well. Finally, the hurdles of slow MCNP simulations resulting in low simulation statistics have been overcome with the generation of multi-run suites which make use of the highperformance computing resources at LANL. Preliminary comparisons of measurements and simulations have been performed and will be the focus of FY18 work.

FY 1990/FY 1991 Biennial Budget Descriptive Summaries for the Strategic Defense Initiative Organization

Science.gov (United States)

1989-01-01

reduction in cryccooler size. o (U) Develop the first diamond ME_2 with monocrystalline , semiconductor quality thin-film diamcnd. o (U) Develop Atomic Layer...stiffness and dynamic response. A lightweight thermal radiator panel will also be fabricated and tested. Fabrication of tubes and sheets in gauges...FY 91 o Precision Gimbal Test IQ FY 91 C Cx:mlete Deveic..ent of Integrated Structures Model 2Q FY 91 c Light’weight Ccmpcsitas Radiator Panel Demo 2Q

Operating plan FY 1998

Energy Technology Data Exchange (ETDEWEB)

NONE

1997-10-01

This document is the first edition of Argonne`s new Operating Plan. The Operating Plan complements the strategic planning in the Laboratory`s Institutional Plan by focusing on activities that are being pursued in the immediate fiscal year, FY 1998. It reflects planning that has been done to date, and it will serve in the future as a resource and a benchmark for understanding the Laboratory`s performance. The heart of the Institutional Plan is the set of major research initiatives that the Laboratory is proposing to implement in future years. In contrast, this Operating Plan focuses on Argonne`s ongoing R&D programs, along with cost-saving measures and other improvements being implemented in Laboratory support operations.

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.

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)

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)

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.

Importance of Knowledge Management in Human Resource Development

International Nuclear Information System (INIS)

Pleslic, Sanda

2014-01-01

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

Cultural diversity and human resources management in Europe

OpenAIRE

Cristian MARINAS; Monica CONDRUZ- BACESCU

2009-01-01

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

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

Directory of Open Access Journals (Sweden)

Marius Emil PATRICHI

2015-10-01

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

Advanced Fuels Campaign FY 2015 Accomplishments Report

Energy Technology Data Exchange (ETDEWEB)

Braase, Lori Ann [Idaho National Lab. (INL), Idaho Falls, ID (United States); Carmack, William Jonathan [Idaho National Lab. (INL), Idaho Falls, ID (United States)

2015-10-29

The mission of the Advanced Fuels Campaign (AFC) is to perform research, development, and demonstration (RD&D) activities for advanced fuel forms (including cladding) to enhance the performance and safety of the nation’s current and future reactors; enhance proliferation resistance of nuclear fuel; effectively utilize nuclear energy resources; and address the longer-term waste management challenges. This report is a compilation of technical accomplishment summaries for FY-15. Emphasis is on advanced accident-tolerant LWR fuel systems, advanced transmutation fuels technologies, and capability development.

Institutional plan. FY 1997-2002

Energy Technology Data Exchange (ETDEWEB)

NONE

1996-06-01

The FY 1997-2002 Institutional Plan provides an overview of the Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab) mission, strategic plan, core business areas, critical success factors, and the resource requirements to fulfill its mission in support of national needs in fundamental science and technology, energy resources, and environmental quality. Of particular significance this year is the role of computing sciences in supporting a broad range of research activities, at Berkeley Lab in particular and throughout the entire Department of Energy system in general. The Institutional Plan is a management report for integration with the Department of Energy`s mission and programs and is an element of Department of Energy`s strategic management planning activities, developed through an annual planning process. The plan identifies technical and administrative directions in the context of the national energy policy and research needs and the Department of Energy`s program planning initiatives.

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.

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.

Ernest Orlando Lawrence Berkeley National Laboratory institutional plan, FY 1996--2001

Energy Technology Data Exchange (ETDEWEB)

NONE

1995-11-01

The FY 1996--2001 Institutional Plan provides an overview of the Ernest Orlando Lawrence Berkeley National Laboratory mission, strategic plan, core business areas, critical success factors, and the resource requirements to fulfill its mission in support of national needs in fundamental science and technology, energy resources, and environmental quality. The Laboratory Strategic Plan section identifies long-range conditions that will influence the Laboratory, as well as potential research trends and management implications. The Core Business Areas section identifies those initiatives that are potential new research programs representing major long-term opportunities for the Laboratory, and the resources required for their implementation. It also summarizes current programs and potential changes in research program activity, science and technology partnerships, and university and science education. The Critical Success Factors section reviews human resources; work force diversity; environment, safety, and health programs; management practices; site and facility needs; and communications and trust. The Resource Projections are estimates of required budgetary authority for the Laboratory`s ongoing research programs. The Institutional Plan is a management report for integration with the Department of Energy`s strategic planning activities, developed through an annual planning process. The plan identifies technical and administrative directions in the context of the national energy policy and research needs and the Department of Energy`s program planning initiatives. Preparation of the plan is coordinated by the Office of Planning and Communications from information contributed by the Laboratory`s scientific and support divisions.

LSTA Allotments (FY 2003-2016)

Data.gov (United States)

Institute of Museum and Library Services — Review Library Services and Technology Act (LSTA) allotments by state from FY 2003 to FY 2016. The Grants to States program is the largest source of federal funding...

20 CFR 628.215 - State Human Resource Investment Council.

Science.gov (United States)

2010-04-01

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

Global-minded Human Resources and Expectations for Universities

Science.gov (United States)

Inoue, Hiroshi

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

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...

FY 10 Multifamily Initial Endorsements

Data.gov (United States)

Department of Housing and Urban Development — In FY 2010, HUD's Multifamily's 18 Hubs initially endorsed 1011 loans totaling $11.3 billion and providing 170,672 units/ beds. FY 10's $11.3 billion is the highest...

Toward Strategic Human Resource Management in the Central Office

Science.gov (United States)

Mosley Linhardt, Heather LeAnn

2011-01-01

The purpose of this study was to identify and explore how human resources are managed, what human resource management can look like, and what organizational issues, tensions, and ambiguities are likely to surface as a district central office moves toward being more strategic with their human resources. The research design was an exploratory case…

FY 1998 result report. Research/development on the energy overall development/utilization technology of gas hydrate resource; 1998 nendo seika hokokusho. Gas haidoreto shigen no energy sogo kaihatsu riyo gijutsu no kenkyu kaihatsu

Energy Technology Data Exchange (ETDEWEB)

NONE

1999-03-01

This study is aimed at studying for survey of gas hydrate (GH) deposit required for GH resource development and gathering of it, and further at studying for industrial utilization technology development of GH which is different in formation condition depending on kind of gas with which it reacts. The results of FY 1998 are as follows. In the study of the situation of existence of gas hydrate in the tundra, the sedimentary environment of the tundra where natural gas hydrate exists was simulated in laboratory to measure thermal conductivity of the sediments including GH. In this fiscal year, design/fabrication/calibration were conducted of the GH synthesizer and thermal analyzer. In the study of GH gathering technology in the tundra, a technology is discussed for recovering gas from GH layer and at the same time substituting CO2 hydrate for GH by blowing CO2 into the geologic layer. In FY 1998, formation/dissociation behaviors were first studied of methane/CO2 mixture hydrate. For the overall energy development of GH resource and promotion of R and D of the utilization technology, studies were made on physical properties of GH and development of the usage. (NEDO)

INTERNATIONAL DIMENSIONS OF HUMAN RESOURCE MANAGEMENT

OpenAIRE

Cristian Marinaş; Aurel Manolescu

2007-01-01

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

Human Resource Management Practices in Nigeria

OpenAIRE

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

2011-01-01

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

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

OpenAIRE

Audia Junita

2017-01-01

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

Future for nuclear data research. Human resources

International Nuclear Information System (INIS)

Baba, Mamoru

2006-01-01

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

PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

Directory of Open Access Journals (Sweden)

Amalia-Luisa PUPĂZĂ

2011-03-01

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

Conceptual modelling of human resource evaluation process

Directory of Open Access Journals (Sweden)

Negoiţă Doina Olivia

2017-01-01

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

OAS :: Accountability :: Human Resources

Science.gov (United States)

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

Challenging (Strategic) Human Resource management Theory

NARCIS (Netherlands)

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

2002-01-01

textabstractTo fully understand the relationship between human resource management and performance in different contexts, we are in need of a synthesis between resource-based theory and new institutionalism. We argue that differences in institutional settings (between for example countries or

Impact of Globalization on the Human Resource Management ...

African Journals Online (AJOL)

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

Integrated Disposal Facility FY 2012 Glass Testing Summary Report

Energy Technology Data Exchange (ETDEWEB)

Pierce, Eric M. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Kerisit, Sebastien N. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Krogstad, Eirik J. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Burton, Sarah D. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Bjornstad, Bruce N. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Freedman, Vicky L. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Cantrell, Kirk J. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Snyder, Michelle MV [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Crum, Jarrod V. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States); Westsik, Joseph H. [Pacific Northwest National Lab. (PNNL), Richland, WA (United States)

2013-03-29

PNNL is conducting work to provide the technical basis for estimating radionuclide release from the engineered portion of the disposal facility for Hanford immobilized low-activity waste (ILAW). Before the ILAW can be disposed, DOE must conduct a performance assessment (PA) for the Integrated Disposal Facility (IDF) that describes the long-term impacts of the disposal facility on public health and environmental resources. As part of the ILAW glass testing program, PNNL is implementing a strategy, consisting of experimentation and modeling, to provide the technical basis for estimating radionuclide release from the glass waste form in support of future IDF PAs. Key activities in FY12 include upgrading the STOMP/eSTOMP codes to do near-field modeling, geochemical modeling of PCT tests to determine the reaction network to be used in the STOMP codes, conducting PUF tests on selected glasses to simulate and accelerate glass weathering, developing a Monte Carlo simulation tool to predict the characteristics of the weathered glass reaction layer as a function of glass composition, and characterizing glasses and soil samples exhumed from an 8-year lysimeter test. The purpose of this report is to summarize the progress made in fiscal year (FY) 2012 and the first quarter of FY 2013 toward implementing the strategy with the goal of developing an understanding of the long-term corrosion behavior of LAW glasses.

NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

Directory of Open Access Journals (Sweden)

Milorad M. Drobac

2009-11-01

Full Text Available Principal object of the author’s research in work is identification of notion, cru- cial elements and evaluation of human resources management in general and apart in sport. From the beginning of usage of term “human resources management”, we use foretoken “strategic” that has especially signified meaning. Strategic approach to the exploration of this problem points to the fact that human resources are from particularly significance for all forms of human organization (firms, associations, institutions etc., regardless are we talking about economy, social activity, politics, science, sport or any other area of human activity. Experience shows that, in our society, we mainly considered human resources management from the aspect of formulation and implementation of strategy in any shape and segment of altogether human activity, but we pay a little interest to the control, or in other words evaluation of human resources performance. What is attained in world rela- tions, on the human resources management plan, admonish and binds that we must ac- cept employees in our environment (it implies sport as an equal partner in management

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.)

FY97 nuclear-related budgets total 493 billion yen (4.4 billion dollars)

International Nuclear Information System (INIS)

Anon.

1996-01-01

On September 13, the Atomic Energy Commission of Japan announced the estimated nuclear-related budget requests for FY1997 (April, 1997 - Mach, 1998), giving the breakdowns for eight ministries and agencies. The total amount requested by the government bodies was 493.3 billion yen, 0.8% increase as compared with FY96. this figure includes the budget requests of the Science and Technology Agency (STA), the Ministry of International Trade and Industry (MITI), the Ministry of Foreign Affairs, the Ministry of Transport, the Ministry of Agriculture, Forestry and Fisheries, the Okinawa Development Agency, and the Ministry of Home Affairs, but excludes the budget request made by the Ministry of Education. The budget requests of STA and MITI are 360 billion yen and 126 billion yen, respectively. On August 29, STA released its estimated FY97 budget request. The nuclear-related 360.4 billion yen is 0.9% more than that in year before. Of this sum, 199.9 billion yen is in the general account, and 160.6 billion yen is in the special account for power source development. The details of the nuclear-related amounts are explained. On August 26, MITI released its estimated budget request for FY97, and of the nuclear-related 125.7 billion yen (0.1% increase from FY96), 200 million yen is in the general account, and 98.9 billion yen and 26.6 billion yen are in the special accounts for power resource development and power source diversification, respectively. (K.I.)

Human resources management in the process of internationalization

Directory of Open Access Journals (Sweden)

Arnaldo Mazzei Nogueira

2013-04-01

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

The Impact of Strategic Human Resource Management on Organizational Performance

Directory of Open Access Journals (Sweden)

Luftim CANIA

2014-12-01

Full Text Available Organizational performance is getting more and more important, especially in a market with greater competition and dynamic. Organizational performance is measured through different indicators. It guarantees the continuity of the organization to be competitive in a global marketplace. Normally, the implementation of performance indicators achieved through human resources. Human resources are the key for keeping the organization in the market so competitive. These human resources need to be managed effectively to achieve the required performance of the organization. It is necessary to manage strategically the human resources and to adapt at its strategy with organizational strategy. The aim of this study is focused on the impact of the strategic management of human resource in achieving organizational performance. This study was conducted based on primary and secondary sources. How much organizations appear competitive in the market through achieving the performance indicators? How important is the management of human resources in achieving organizational performance? So, through the skills, behaviors and attitudes would be expected by human resources to achieve the required performance in the organization.

The impact of human resource practices on psychological empowerment

Directory of Open Access Journals (Sweden)

Fatemeh Moradi

2016-07-01

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

Civil Service Human Resource Capacity and Information Technology

African Journals Online (AJOL)

Tesfaye

2009-01-01

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

Marketing Human Resource Development.

Science.gov (United States)

Frank, Eric, Ed.

1994-01-01

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

Human resource management approaches in Spanish hotels: An introductory analysis

OpenAIRE

Marco-Lajara, Bartolomé; Úbeda García, Mercedes

2013-01-01

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

Idaho National Laboratory Cultural Resource Monitoring Report for Fiscal Year 2007

Energy Technology Data Exchange (ETDEWEB)

Brenda R. Pace

2007-10-01

This report describes the cultural resource monitoring activities of the Idaho National Laboratory’s (INL) Cultural Resource Management (CRM) Office during fiscal year 2007 (FY 2007). In FY 2007, 40 localities were revisited: two locations of heightened Shoshone-Bannock tribal sensitivity, four caves, three butte/craters, twelve prehistoric archaeological sites, two historic stage stations, nine historic homesteads, a portion of Goodale’s Cutoff of the Oregon Trail, a portion of historic trail T-16, one World War II dump, four buildings from the World War II period, and Experimental Breeder Reactor –I, a modern scientific facility and National Historic Landmark. Several INL project areas were also monitored in FY 2007. This included direct observation of ground disturbing activities within the Power Burst Facility (PBF, now designated as the Critical Infrastructure Test Range Complex – CITRC), backfilling operations associated with backhoe trenches along the Big Lost River, and geophysical surveys designed to pinpoint subsurface unexploded ordnance in the vicinity of the Naval Ordnance Disposal Area. Surprise checks were also made to three ongoing INL projects to ensure compliance with INL CRM Office recommendations to avoid impacts to cultural resources. Although some impacts were documented, no significant adverse effects that would threaten the National Register eligibility of any resource were observed at any location.

Idaho National Laboratory Cultural Resource Monitoring Report for Fiscal Year 2007

International Nuclear Information System (INIS)

Brenda R. Pace

2007-01-01

This report describes the cultural resource monitoring activities of the Idaho National Laboratory's (INL) Cultural Resource Management (CRM) Office during fiscal year 2007 (FY 2007). In FY 2007, 40 localities were revisited: two locations of heightened Shoshone-Bannock tribal sensitivity, four caves, three butte/craters, twelve prehistoric archaeological sites, two historic stage stations, nine historic homesteads, a portion of Goodale's Cutoff of the Oregon Trail, a portion of historic trail T-16, one World War II dump, four buildings from the World War II period, and Experimental Breeder Reactor-I, a modern scientific facility and National Historic Landmark. Several INL project areas were also monitored in FY 2007. This included direct observation of ground disturbing activities within the Power Burst Facility (PBF, now designated as the Critical Infrastructure Test Range Complex-CITRC), backfilling operations associated with backhoe trenches along the Big Lost River, and geophysical surveys designed to pinpoint subsurface unexploded ordnance in the vicinity of the Naval Ordnance Disposal Area. Surprise checks were also made to three ongoing INL projects to ensure compliance with INL CRM Office recommendations to avoid impacts to cultural resources. Although some impacts were documented, no significant adverse effects that would threaten the National Register eligibility of any resource were observed at any location

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

Science.gov (United States)

2010-01-01

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

WHO ADOPT AND IMPLEMENT HUMAN RESOURCES STRATEGY IN AN ORGANIZATION?

Directory of Open Access Journals (Sweden)

MUNTEANU ANCA-IOANA

2016-04-01

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

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....

Relevance of counselling to human resource management in ...

African Journals Online (AJOL)

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

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

African Journals Online (AJOL)

Toshiba

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

The FY2011 Federal Budget

Science.gov (United States)

2010-08-04

long been the largest source of federal revenues, followed by social insurance (payroll) taxes. Federal individual and corporate income tax revenues...915 billion (6.4% of GDP). Corporate income tax revenues fell from $304 billion in FY2008 to $138 billion in FY2009. Federal revenues from other

FY2000 Annual Self-Evaluation Report for the Pacific Northwest National Laboratory

Energy Technology Data Exchange (ETDEWEB)

RR Labarge

2000-11-15

This self-evaluation report offers a summary of results from FY2000 actions to achieve Pacific Northwest National Laboratory's strategy and provides an analysis of the state of their self-assessment process. The result of their integrated planning and assessment process identifies Laboratory strengths and opportunities for improvement. Critical elements of that process are included in this report; namely, a high-level summary of external oversight activities, progress against Operations Improvement Initiatives, and a summary of Laboratory strengths and areas for improvement developed by management from across the laboratory. Some key areas targeted for improvement in FY2001 are: systems approach to resource management; information protection; integrated safety management flow-down to the benchtop; cost management; integrated assessment; Price Anderson Amendments Act (PAAA) Program; and travel risk mitigation.

FY 2005 Supplement to the President`s Budget

Data.gov (United States)

Networking and Information Technology Research and Development, Executive Office of the President — The Supplement to the President`s FY 2005 Budget reports on the FY 2004 research and development R and D activities and FY 2005 plans of the multiagency Networking...

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

Directory of Open Access Journals (Sweden)

BÎRCĂ ALIC

2017-06-01

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

INVESTMENT ASPECT IN MATERIAL INCENTIVE OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

Potasheva Galina Anatol’evna

2017-03-01

Full Text Available Value of intellectual resources in modern economy due to which the assets of human resources became one of the factors of formation of value of systems on the basis of their investing, is considered. Adequate evaluation of employees’ activities as one of the basic resources will make it possible to meet competition under conditions of "survival" through periodic formation of socio-economic profile and stimulation of investment in human resources on the basis of the following technologies: formation of a balanced scorecard system, creation of a mechanism of formation and distribution of labour compensation funds, use of the golden section principle. Establishment of wages according to the golden section principle contributes to the stability and commitment of employees and increase of efficiency of investments in human resources, provided that it doubles the sales volume and should accordingly increase the wages of each employee by a factor of 1.62. Statistical analysis demonstrated that organizations that work using the golden section principle increased the labour productivity on average by 10-20 %, augmented the turnover by a factor of 1.3–1.5, minimized the costs by 15-20 %. Application of the golden section technology creates conditions necessary for economic growth on the basis of efficiency of investments in human resources.

75 FR 15686 - NOAA'S Office of Ocean Exploration and Research (OER) Strategic Plan FY 2011-FY 2015

Science.gov (United States)

2010-03-30

...-01] NOAA'S Office of Ocean Exploration and Research (OER) Strategic Plan FY 2011-FY 2015 AGENCY... and Atmospheric Administration (NOAA), Commerce. ACTION: Notice of availability and request for public comment. [[Page 15687

Human resource management practices in public and private ...

African Journals Online (AJOL)

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

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)

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 ...

Hanford Cultural Resources Laboratory annual report for fiscal year 1989

Energy Technology Data Exchange (ETDEWEB)

Chatters, J.C.; Cadoret, N.A.; Minthorn, P.E.

1990-06-01

This report summarizes activities of the Hanford Cultural Resources Laboratory (HCRL) during fiscal year 1989. The HCRL provides support for managing the archaeological, historical, and cultural resources of the Hanford Site, Washington, in a manner consistent with the National Historic Preservation Act of 1966, the Archaeological Resources Protection Act of 1979, and the American Indian Religious Freedom Act of 1978. A major task in FY 1989 was completion and publication of the Hanford Cultural Resources Management Plan, which prioritizes tasks to be undertaken to bring the US Department of Energy -- Richland Operations into compliance with federal statutes, relations, and guidelines. During FY 1989, six tasks were performed. In order of priority, these were conducting 107 cultural resource reviews, monitoring the condition of 40 known prehistoric archaeological sites, assessing the condition of artifact collections from the Hanford Site, evaluating three sites and nominating two of those to the National Register of Historic Places, developing an education program and presenting 11 lectures to public organizations, and surveying approximately 1 mi{sup 2} of the Hanford Site for cultural resources. 7 refs., 4 figs., 4 tabs.

Pacific Northwest National Laboratory Institutional Plan FY 2004-2008

Energy Technology Data Exchange (ETDEWEB)

Quadrel, Marilyn J.

2004-04-15

This Institutional Plan for FY 2004-2008 is the principal annual planning document submitted to the Department of Energy's Office of Science by Pacific Northwest National Laboratory in Richland, Washington. This plan describes the Laboratory's mission, roles, and technical capabilities in support of Department of Energy priorities, missions, and plans. It also describes the Laboratory strategic plan, key planning assumptions, major research initiatives, and program strategy for fundamental science, energy resources, environmental quality, and national security.

FY 1996 Congressional budget request: Budget highlights

Energy Technology Data Exchange (ETDEWEB)

1995-02-01

The FY 1996 budget presentation is organized by the Department`s major business lines. An accompanying chart displays the request for new budget authority. The report compares the budget request for FY 1996 with the appropriated FY 1995 funding levels displayed on a comparable basis. The FY 1996 budget represents the first year of a five year plan in which the Department will reduce its spending by $15.8 billion in budget authority and by $14.1 billion in outlays. FY 1996 is a transition year as the Department embarks on its multiyear effort to do more with less. The Budget Highlights are presented by business line; however, the fifth business line, Economic Productivity, which is described in the Policy Overview section, cuts across multiple organizational missions, funding levels and activities and is therefore included in the discussion of the other four business lines.

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.

Yucca Mountain Biological Resources Monitoring Program; Annual report, FY91

Energy Technology Data Exchange (ETDEWEB)

NONE

1992-01-01

The US Department of Energy (DOE) is required by the Nuclear Waste Policy Act of 1982 (as amended in 1987) to study and characterize Yucca Mountain as a possible site for a geologic repository for high-level nuclear waste. During site characterization, the DOE will conduct a variety of geotechnical, geochemical, geological, and hydrological studies to determine the suitability of Yucca Mountain as a repository. To ensure that site characterization activities (SCA) do not adversely affect the Yucca Mountain area, an environmental program has been implemented to monitor and mitigate potential impacts and to ensure that activities comply with applicable environmental regulations. This report describes the activities and accomplishments during fiscal year 1991 (FY91) for six program areas within the Terrestrial Ecosystem component of the YMP environmental program. The six program areas are Site Characterization Activities Effects, Desert Tortoises, Habitat Reclamation, Monitoring and Mitigation, Radiological Monitoring, and Biological Support.

Human resources development in nuclear field in Japan

International Nuclear Information System (INIS)

Seki, Y.

2007-01-01

to nuclear field. There is a strong concern in the future supply of capable human resources in the nuclear field. It is feared that the knowledge and expertise necessary for securing safety of nuclear power plants and radiation application could not be sufficiently preserved and transferred to the next generation. In order to cope with the above situation, several proposals are being considered and some new systems are already being worked out. The joint establishment of a graduate school to educate the core members of nuclear engineers and regulatory officers are being considered with close cooperation between some universities and the new unified corporation to be formed by JAERI and JNC in FY2005. There are several similar plans to jointly establish graduate schools for the nuclear technology and sciences in the areas having various nuclear installations and universities. One of such plans is to establish a graduate school aiming to utilize strong neutron beam generated by the intense proton accelerator, J-PARC which is being constructed in Tokai-mura jointly with JAERI and KEK. Furthermore, there is also a plan to establish a Nuclear Education System Network (NesNET) to serve as the focal organization to enhance better cooperation and coordination of maintenance teams for NPPs, nuclear education and training centers and infrastructures in the industries, universities and national research institutions. In addition, a new qualification system for Professional Engineers in the Nuclear and Radiation Field has been established. This will become effective in 2004 as a national qualification to certify the professional level of nuclear and radiation engineers

Human resource development for management of decommissioning

International Nuclear Information System (INIS)

Tanaka, Kenichi

2017-01-01

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

Putting your human resource department to work for you.

Science.gov (United States)

McConnell, C R

1991-06-01

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

HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

Directory of Open Access Journals (Sweden)

Todericiu Ramona

2013-07-01

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

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

African Journals Online (AJOL)

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

Training human resource for NPP in Vietnam

International Nuclear Information System (INIS)

Nguyen, Trung Tinh; Dam, Xuan Hiep

2008-01-01

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

SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

Directory of Open Access Journals (Sweden)

Cristian Stefanescu

2017-06-01

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

Developing Human Resources through Actualizing Human Potential

Science.gov (United States)

Clarken, Rodney H.

2012-01-01

The key to human resource development is in actualizing individual and collective thinking, feeling and choosing potentials related to our minds, hearts and wills respectively. These capacities and faculties must be balanced and regulated according to the standards of truth, love and justice for individual, community and institutional development,…

The Impact of Human Resource Management Practices on ...

African Journals Online (AJOL)

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

FY 1997 cost savings report

International Nuclear Information System (INIS)

Sellards, J.B.

1998-01-01

With the end of the cold war, funding for the Environmental Management program increased rapidly as nuclear weapons production facilities were shut down, cleanup responsibilities increased, and facilities were transferred to the cleanup program. As funding for the Environmental Management (EM) program began to level off in response to Administration and Congressional efforts to balance the Federal budget, the program redoubled its efforts to increase efficiency and get more productivity out of every dollar. Cost savings and enhanced performance are an integral pair of Hanford Site operations. FY1997 was the third year of a cost savings program that was initially defined in FY 1995. The definitions and process remained virtually the same as those used in FY 1996

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

OpenAIRE

Rupietta, Christian; Backes-Gellner, Uschi

2013-01-01

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

Annotated bibliography of human factors applications literature

International Nuclear Information System (INIS)

McCafferty, D.B.

1984-01-01

This bibliography was prepared as part of the Human Factors Technology Project, FY 1984, sponsored by the Office of Nuclear Safety, US Department of Energy. The project was conducted by Lawrence Livermore National Laboratory, with Essex Corporation as a subcontractor. The material presented here is a revision and expansion of the bibliographic material developed in FY 1982 as part of a previous Human Factors Technology Project. The previous bibliography was published September 30, 1982, as Attachment 1 to the FY 1982 Project Status Report

Annotated bibliography of human factors applications literature

Energy Technology Data Exchange (ETDEWEB)

McCafferty, D.B.

1984-09-30

This bibliography was prepared as part of the Human Factors Technology Project, FY 1984, sponsored by the Office of Nuclear Safety, US Department of Energy. The project was conducted by Lawrence Livermore National Laboratory, with Essex Corporation as a subcontractor. The material presented here is a revision and expansion of the bibliographic material developed in FY 1982 as part of a previous Human Factors Technology Project. The previous bibliography was published September 30, 1982, as Attachment 1 to the FY 1982 Project Status Report.

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

International Nuclear Information System (INIS)

Wash, M.

2008-01-01

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

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

OpenAIRE

Flavian Clipa; Raluca Irina Clipa

2009-01-01

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

Natural resources, redistribution and Human capital formation

OpenAIRE

Aguero, Jorge; Balcazar, Carlos Felipe; Maldonado, Stanislao; Ñopo, Hugo

2016-01-01

How do resource booms affect human capital accumulation? We exploit time and spatial variation generated by the commodity boom across local governments in Peru to measure the effect of natural resources on human capital formation. We explore the effect of both mining production and tax revenues on test scores, finding a substantial and statistically significant effect for the latter. Transfers to local governments from mining tax revenues are linked to an increase in math test scores of aroun...

Challenges of human resource capacity building assistance

International Nuclear Information System (INIS)

Noro, Naoko

2013-01-01

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

Photovoltaic Subcontract Program, FY 1990

Energy Technology Data Exchange (ETDEWEB)

Summers, K.A. (ed.)

1991-03-01

This report summarizes the progress of the subcontracted photovoltaic (PV) research and development (R D) performed under the Photovoltaics Program at the Solar Energy Research Institute (SERI). The SERI subcontracted PV research and development represents most of the subcontracted R D that is funded by the US Department of Energy (DOE) National Photovoltaics Program. This report covers fiscal year (FY) 1990: October 1, 1989 through September 30, 1990. During FY 1990, the SERI PV program started to implement a new DOE subcontract initiative, entitled the Photovoltaic Manufacturing Technology (PVMaT) Project.'' Excluding (PVMaT) because it was in a start-up phase, in FY 1990 there were 54 subcontracts with a total annualized funding of approximately $11.9 million. Approximately two-thirds of those subcontracts were with universities, at a total funding of over $3.3 million. Cost sharing by industry added another $4.3 million to that $11.9 million of SERI PV subcontracted R D. The six technical sections of this report cover the previously ongoing areas of the subcontracted program: the Amorphous Silicon Research Project, Polycrystalline Thin Films, Crystalline Silicon Materials Research, High-Efficiency Concepts, the New Ideas Program, and the University Participation Program. Technical summaries of each of the subcontracted programs discuss approaches, major accomplishments in FY 1990, and future research directions. Another section introduces the PVMaT project and reports the progress since its inception in FY 1990. Highlights of technology transfer activities are also reported.

A Systems Model for Teaching Human Resource Management

Directory of Open Access Journals (Sweden)

George R. Greene

2013-07-01

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

Human 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.

Yucca Mountain biological resources monitoring program; Annual report FY92

Energy Technology Data Exchange (ETDEWEB)

NONE

1993-02-01

The US Department of Energy (DOE) is required by the Nuclear Waste Policy Act of 1982 (as amended in 1987) to study and characterize Yucca Mountain as a potential site for a geologic repository for high-level nuclear waste. During site characterization, the DOE will conduct a variety of geotechnical, geochemical, geological, and hydrological studies to determine the suitability of Yucca Mountain as a potential repository. To ensure that site characterization activities (SCA) do not adversely affect the environment at Yucca Mountain, an environmental program has been implemented to monitor and mitigate potential impacts and ensure activities comply with applicable environmental regulations. This report describes the activities and accomplishments of EG&G Energy Measurements, Inc. (EG&G/EM) during fiscal year 1992 (FY92) for six program areas within the Terrestrial Ecosystem component of the YMP environmental program. The six program areas are Site Characterization Effects, Desert Tortoises, Habitat Reclamation, Monitoring and Mitigation, Radiological Monitoring, and Biological Support.

NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

OpenAIRE

Milorad M. Drobac; Milica Radović

2009-01-01

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

High performance computing and communications: FY 1995 implementation plan

Energy Technology Data Exchange (ETDEWEB)

NONE

1994-04-01

The High Performance Computing and Communications (HPCC) Program was formally established following passage of the High Performance Computing Act of 1991 signed on December 9, 1991. Ten federal agencies in collaboration with scientists and managers from US industry, universities, and laboratories have developed the HPCC Program to meet the challenges of advancing computing and associated communications technologies and practices. This plan provides a detailed description of the agencies` HPCC implementation plans for FY 1994 and FY 1995. This Implementation Plan contains three additional sections. Section 3 provides an overview of the HPCC Program definition and organization. Section 4 contains a breakdown of the five major components of the HPCC Program, with an emphasis on the overall directions and milestones planned for each one. Section 5 provides a detailed look at HPCC Program activities within each agency. Although the Department of Education is an official HPCC agency, its current funding and reporting of crosscut activities goes through the Committee on Education and Health Resources, not the HPCC Program. For this reason the Implementation Plan covers nine HPCC agencies.

Electronics Engineering Research. Final report, FY 1979

International Nuclear Information System (INIS)

Weissenberger, S.

1980-01-01

Accomplishments in Electronics Engineering Research (EER) during FY79 spanned a broad range of technologies, from high-speed microelectronics to digital image enhancement; from underground probing with electromagnetic waves to detecting neutrons with a small solid-state device; and from computer systems to aid engineers, to software tools to aid programmers. This report describes the overall EER program and its objectives, summarizes progress made in FY79, and outlines plans for FY80

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…

Maintenance modeling and optimization integrating human and material resources

International Nuclear Information System (INIS)

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

2010-01-01

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

Maintenance modeling and optimization integrating human and material resources

Energy Technology Data Exchange (ETDEWEB)

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

2010-12-15

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

Tanks Focus Area (TFA) FY1999 Midyear Review Report

International Nuclear Information System (INIS)

Schlahta, Stephan N.

1999-01-01

The purpose of the Tanks Focus Area (TFA) Midyear Review was to improve the quality and responsiveness of TFA technical solutions to identified user needs. This review goal was achieved through executing a multi-phased review approach. The first phase of the midyear review focused on the subset of FY99 work identified by Department of energy users as having continuing benefit in FY00-01. The TFA FY00-02 Technical Responses identified FY99 work that had continued applicability based on the most current set of site user needs. Each TFA FY00-02 Technical Response which included FY work scope was reviewed by the TFA Technical Advisory Group (TAG), in a meeting held in February 1999. Made up of technical experts from across the country, the TAG provides high-quality, short-turnaround, independent technical reviews for the TFA

Impact of socially responsible human resources policies on intellectual capital

Directory of Open Access Journals (Sweden)

Jesus Barrena-Martínez

2016-03-01

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

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...

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

Directory of Open Access Journals (Sweden)

Jaroslav NEKORANEC

2014-04-01

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

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.

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

Directory of Open Access Journals (Sweden)

Flavian Clipa

2009-09-01

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

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

International Nuclear Information System (INIS)

Shao, Shuai; Yang, Lili

2014-01-01

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

Fundamentals of human resource management : emerging experiences from Africa

NARCIS (Netherlands)

Itika, J.

2011-01-01

The fundamentals of human resource management are extensively described in European and American literature. This book summarises the general human resource management philosophies, theories, strategies and techniques and links them to the specific African context. The usefulness of these general

Projected Benefits of Federal Energy Efficiency and Renewable Energy Programs. FY 2005 - FY 2050

Energy Technology Data Exchange (ETDEWEB)

None, None

2004-05-01

This report describes a benefits analysis undertaken by EERE to better understand the extent to which the technologies and market improvements funded by its FY 2005 budget request will make energy more affordable, cleaner, and more reliable. It summarizes the results of the analysis, which focused on economic, environmental, and security benefits related to energy. The report identifies specific measures or indicators of estimated benefits for FY 2005.

Results of single borehole hydraulic tests in the Mizunami Underground Research Laboratory project. FY 2012 - FY 2015

International Nuclear Information System (INIS)

Onoe, Hironori; Takeuchi, Ryuji

2016-11-01

This report summarize the results of the single borehole hydraulic tests of 151 sections carried out at the -300 m Stage and the -500 m Stage of the Mizunami Underground Research Laboratory from FY 2012 to FY 2015. The details of each test (test interval depth, geology, etc.) as well as the interpreted hydraulic parameters and analytical methods used are presented in this report. Furthermore, the previous results of the single borehole hydraulic tests carried out in the Regional Hydrogeological Study Project and the Mizunami Underground Research Laboratory Project before FY 2012 are also summarized in this report. (author)

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

Science.gov (United States)

2010-04-01

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

Automation and Human Resource Management.

Science.gov (United States)

Taft, Michael

1988-01-01

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

NREL Energy Storage Projects: FY2013 Annual Report

Energy Technology Data Exchange (ETDEWEB)

Pesaran, A.; Ban, C.; Brooker, A.; Gonder, J.; Ireland, J.; Keyser, M.; Kim, G. H.; Long, D.; Neubauer, J.; Santhanagopalan, S.; Smith, K.; Tenent, R.; Wood, E.; Han, T.; Hartridge, S.; Shaffer, C. E.

2014-07-01

In FY13, DOE funded NREL to make technical contributions to various R&D activities. This report summarizes NREL's R&D projects in FY13 in support of the USABC; Battery Testing, Analysis, and Design; ABR; and BATT program elements. The FY13 projects under NREL's Energy Storage R&D program are discussed in depth in this report.

Practical guide to electronic resources in the humanities

CERN Document Server

Dubnjakovic, Ana

2010-01-01

From full-text article databases to digitized collections of primary source materials, newly emerging electronic resources have radically impacted how research in the humanities is conducted and discovered. This book, covering high-quality, up-to-date electronic resources for the humanities, is an easy-to-use annotated guide for the librarian, student, and scholar alike. It covers online databases, indexes, archives, and many other critical tools in key humanities disciplines including philosophy, religion, languages and literature, and performing and visual arts. Succinct overviews of key eme

Effective Management of Human Resources for Business and ...

African Journals Online (AJOL)

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

Decontamination and decommissioning activities photobriefing book FY 1999

International Nuclear Information System (INIS)

2000-01-01

The Chicago Pile 5 (CP-5) Reactor, the first reactor built on the Argonne National Laboratory-East site, followed a rich history that had begun in 1942 with Enrico Fermi's original pile built under the west stands at the Stagg Field Stadium of The University of Chicago. CP-5 was a 5-megawatt, heavy water-moderated, enriched uranium-fueled reactor used to produce neutrons for scientific research from 1954--79. The reactor was shut down and defueled in 1979, and placed into a lay-up condition pending funding for decontamination and decommissioning (D and D). In 1990, work was initiated on the D and D of the facility in order to alleviate safety and environmental concerns associated with the site due to the deterioration of the building and its associated support systems. A decision was made in early Fiscal Year (FY) 1999 to direct focus and resources to the completion of the CP-5 Reactor D and D Project. An award of contract was made in December 1998 to Duke Engineering and Services (Marlborough, MA), and a D and D crew was on site in March 1999 to begin work, The project is scheduled to be completed in July 2000. The Laboratory has determined that the building housing the CP-5 facility is surplus to the Laboratory's needs and will be a candidate for demolition. In addition to a photographic chronology of FY 1999 activities at the CP-5 Reactor D and D Project, brief descriptions of other FY 1999 activities and of projects planned for the future are provided in this photobriefing book

State Policies on Human Capital Resource Management: Minnesota. Human Capital Resource Management Technical Brief

Science.gov (United States)

Bhatt, Monica; Behrstock, Ellen; Cushing, Ellen; Wraight, Sara

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Wisconsin. Human Capital Resource Management Technical Brief

Science.gov (United States)

Cushing, Ellen; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Meyer, Cassandra

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Indiana. Human Capital Resource Management Technical Brief

Science.gov (United States)

Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Iowa. Human Capital Resource Management Technical Brief

Science.gov (United States)

Behrstock, Ellen; Bhatt, Monica; Cushing, Ellen; Wraight, Sara

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Michigan. Human Capital Resource Management Technical Brief

Science.gov (United States)

Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Illinois. Human Capital Resource Management Technical Brief

Science.gov (United States)

Meyers, Coby; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Ohio. Human Capital Resource Management Technical Brief

Science.gov (United States)

Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

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

Science.gov (United States)

Skinner, Wickham

1982-01-01

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

Nuclear human resource projection up to 2030 in KOREA

International Nuclear Information System (INIS)

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

2011-01-01

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

U.S. Geological Survey water-resources programs in New Mexico, FY 2015

Science.gov (United States)

Mau, David P.

2015-01-01

The U.S. Geological Survey (USGS) has collected hydrologic information in New Mexico since 1889, beginning with the first USGS streamflow-gaging station in the Nation, located on the Rio Grande near Embudo, New Mexico. Water-resources information provided by the USGS is used by many government agencies for issuing flood warnings to protect lives and reduce property damage,managing water rights and interstate water use, protecting water quality and regulating pollution discharges, designing highways and bridges, planning, designing, and operating reservoirs and watersupply facilities, monitoring the availability of groundwater resources and forecasting aquifer response to human and environmental stressors, and prioritizing areas where emergency erosion mitigation or other protective measures may be necessary after a wildfire. For more than 100 years, the Cooperative Water Program has been a highly successful cost-sharing partnership between the USGS and water-resources agencies at the State, local, and tribal levels. It would be difficult to effectively accomplish the mission of the USGS without the contributions of the Cooperative Water Program.

77 FR 4337 - Notice of the FY 2011 Substantial Amendment Process and Other Related Information for Recipients...

Science.gov (United States)

2012-01-27

... Program Funds AGENCY: Office of Assistant Secretary for Community Planning and Development, HUD. ACTION... ESG, please submit them to the HUD Homelessness Resource Exchange Virtual Help Desk at http://www.... Mercedes M. M[aacute]rquez, Assistant Secretary for Community Planning and Development. Appendix A: FY 2011...

Summary of NREL's FY13-FY15 Photovoltaic Subprogram

Energy Technology Data Exchange (ETDEWEB)

2017-03-31

In this report, you will find summaries of the completed FY13-FY15 Photovoltaic projects that were funded within NREL. The summaries describe the initial motivation for the project; significant achievements, including publications, intellectual property, and collaborations; and remaining challenges. Among the NREL projects, you will find research of almost every major PV technology - from the next generation of silicon PV to relatively new organic PVs - as well as projects advancing PV module durability and characterization. Each of these projects was designed to support SunShot's goals, putting the United States one step closer to widespread use of low-cost, clean electricity.

Mind Mapping on Development of Human Resource of Education

Science.gov (United States)

Fauzi, Anis

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-04-01

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

The human resources in mergers and acquisitions

Directory of Open Access Journals (Sweden)

Noemí Martínez Caraballo

2007-07-01

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

An investigation on factors influencing on human resources productivity

Directory of Open Access Journals (Sweden)

Masoumeh Seifi Divkolaii

2014-05-01

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

EST Table: FY036659 [KAIKOcDNA[Archive

Lifescience Database Archive (English)

Full Text Available FY036659 rbmte13c09 11/12/09 GO hit GO:0047800(cysteamine dioxygenase activity)|GO:...f|XP_974899.1| PREDICTED: similar to 2-aminoethanethiol (cysteamine) dioxygenase [Tribolium castaneum] FY036659 bmte ...

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

Sustainable NREL - Site Sustainability Plan FY 2015

Energy Technology Data Exchange (ETDEWEB)

None, None

2015-01-01

NREL's Site Sustainability Plan FY 2015 reports on sustainability plans for the lab for the year 2015 based on Executive Order Goals and provides the status on planned actions cited in the FY 2014 report.

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

OpenAIRE

Jaroslav NEKORANEC; Eva RÉVAYOVÁ

2014-01-01

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

Environmental management compliance reengineering project, FY 1997 report

International Nuclear Information System (INIS)

VanVliet, J.A.; Davis, J.N.

1997-09-01

Through an integrated reengineering effort, the Idaho National Engineering and Environmental Laboratory (INEEL) is successfully implementing process improvements that will permit safe and compliant operations to continue during the next 5 years, even though $80 million was removed from the Environmental Management (EM) program budget. A 2-year analysis, design, and implementation project will reengineer compliance-related activities and reduce operating costs by approximately $17 million per year from Fiscal Year (FY) 1998 through 2002, while continuing to meet the INEEL''s environment, safety, and health requirements and milestone commitments. Compliance reengineer''s focus is improving processes, not avoiding full compliance with environmental, safety, and health laws. In FY 1997, compliance reengineering used a three-phase approach to analyze, design, and implement the changes that would decrease operating costs. Implementation for seven specific improvement projects was completed in FY 1997, while five projects will complete implementation in FY 1998. During FY 1998, the three-phase process will be repeated to continue reengineering the INEEL

Environmental management compliance reengineering project, FY 1997 report

Energy Technology Data Exchange (ETDEWEB)

VanVliet, J.A.; Davis, J.N.

1997-09-01

Through an integrated reengineering effort, the Idaho National Engineering and Environmental Laboratory (INEEL) is successfully implementing process improvements that will permit safe and compliant operations to continue during the next 5 years, even though $80 million was removed from the Environmental Management (EM) program budget. A 2-year analysis, design, and implementation project will reengineer compliance-related activities and reduce operating costs by approximately $17 million per year from Fiscal Year (FY) 1998 through 2002, while continuing to meet the INEEL`s environment, safety, and health requirements and milestone commitments. Compliance reengineer`s focus is improving processes, not avoiding full compliance with environmental, safety, and health laws. In FY 1997, compliance reengineering used a three-phase approach to analyze, design, and implement the changes that would decrease operating costs. Implementation for seven specific improvement projects was completed in FY 1997, while five projects will complete implementation in FY 1998. During FY 1998, the three-phase process will be repeated to continue reengineering the INEEL.

Human Resources as a Competitive Advantage of Travel Agencies in Montenegro

Directory of Open Access Journals (Sweden)

Aleksa Vučetić

2012-04-01

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

[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.

Enhanced surveillance program FY97 accomplishments. Progress report

Energy Technology Data Exchange (ETDEWEB)

Mauzy, A. [ed.; Laake, B. [comp.

1997-10-01

This annual report is one volume of the Enhanced Surveillance Program (ESP) FY97 Accomplishments. The complete accomplishments report consists of 11 volumes. Volume 1 includes an ESP overview and a summary of selected unclassified FY97 program highlights. Volume 1 specifically targets a general audience, reflecting about half of the tasks conducted in FY97 and emphasizing key program accomplishments and contributions. The remaining volumes of the accomplishments report are classified, organized by program focus area, and present in technical detail the progress achieved in each of the 104 FY97 program tasks. Focus areas are as follows: pits; high explosives; organics; dynamics; diagnostics; systems; secondaries; nonnuclear materials; nonnuclear components; and Surveillance Test Program upgrades.

Handbook of human resources management

CERN Document Server

2016-01-01

Human resources topics are gaining more and more strategic importance in modern business management. Only those companies that find the right answers to the following questions have a sustainable basis for their future success: - How can we attract and select the right talent for our teams? - How can we develop the skills and behaviors which are key for our business? - How can we engage and retain the talent we need for our future? While most other management disciplines have their standards and procedures, Human Resources still lacks a broadly accepted basis for its work. Both the structured collection of reflected real-life experience and the multi-perspective view support readers in making informed and well-balanced decisions. With this handbook, Springer provides a landmark reference work on today’s HR management, based on the combined experience of more than 85 globally selected HR leaders and HR experts. Rather than theoretical discussions about definitions, the handbook focuses on sharing practical e...

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

DEFF Research Database (Denmark)

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

2013-01-01

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

Federal Research and Development Funding: FY2014

Science.gov (United States)

2014-02-19

1.12 billion for FY2014. The FY2014 request proposed $155 million to replace the agency’s Southeast Poultry Disease Research Laboratory in Athens...formula funding, and special grants. 94 U.S. Department of Agriculture, “Statement by Thomas J

Meeting the coming organizational risk challenges in human resources

Directory of Open Access Journals (Sweden)

Zakić Nebojša

2016-01-01

Full Text Available The research presented in this paper concerns challenges of organizational risk in the field of human resources. Research goals are to determine the degree of importance and influence of human risks in order to achieve a more favorable environment for successful business. The empirical research has been conducted in Serbia during 2015, with a sample of 43 companies from the Processing industry. There were mathematical and statistical methods, multiple regression analysis and logistic regression used. Group's core results showed that over 80% of production companies are aware of the human resources risks and their importance for the business. The contribution of this paper is to prove the scientific significance of the upcoming risks of human resources establishing theoretical and empirical knowledge about the need to improve organization approach to managing these risks.

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

OpenAIRE

BÎRCĂ ALIC

2017-01-01

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

Outsourcing HR Services: The Role of Human Resource Intermediaries

Science.gov (United States)

Kock, Henrik; Wallo, Andreas; Nilsson, Barbro; Hoglund, Cecilia

2012-01-01

Purpose: In this article, the area of interest is an emerging type of organisation called human resource intermediaries (HRIs), which focus on delivering human resource (HR) services to public sector organisations and private companies. The purpose of this article is, thus, to explore HRIs as deliverers of HR services. More specifically, the…

Accelerator/Experiment operations - FY 2006

Energy Technology Data Exchange (ETDEWEB)

Brice, S.; Conrad, J.; Denisov, D.; Ginther, G.; Holmes, S.; James, C.; Lee, W.; Louis, W.; Moore, C.; Plunkett, R.; Raja, R.; /Fermilab

2006-10-01

This Technical Memorandum (TM) summarizes the Fermilab accelerator and experiment operations for FY 2006. It is one of a series of annual publications intended to gather information in one place. In this case, the information concerns the FY 2006 Run II at the Tevatron Collider, the MiniBooNE experiments running in the Booster Neutrino Beam in neutrino and antineutrino modes, MINOS using the Main Injector Neutrino Beam (NuMI), and SY 120 activities.

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...

Institutional Plan FY 2001-2005

Energy Technology Data Exchange (ETDEWEB)

Chartock, Michael; Hansen, Todd, editors

2000-07-01

The FY 2001-2005 Institutional Plan provides an overview of the Ernest Orlando Lawrence Berkeley National Laboratory (Berkeley Lab, the Laboratory) mission, strategic plan, initiatives, and the resources required to fulfill its role in support of national needs in fundamental science and technology, energy resources, and environmental quality. To advance the Department of Energy's ongoing efforts to define the Integrated Laboratory System, the Berkeley Lab Institutional Plan reflects the strategic elements of our planning efforts. The Institutional Plan is a management report that supports the Department of Energy's mission and programs and is an element of the Department of Energy's strategic management planning activities, developed through an annual planning process. The Plan supports the Government Performance and Results Act of 1993 and complements the performance-based contract between the Department of Energy and the Regents of the University of California. It identifies technical and administrative directions in the context of the national energy policy and research needs and the Department of Energy's program planning initiatives. Preparation of the Plan is coordinated by the Office of Planning and Communications from information contributed by Berkeley Lab's scientific and support divisions.

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…

SOLID WASTE INTEGRATED FORECAST TECHNICAL (SWIFT) REPORT FY2003 THRU FY2046 VERSION 2003.1 VOLUME 2 [SEC 1 & 2

Energy Technology Data Exchange (ETDEWEB)

BARCOT, R.A.

2003-12-01

This report includes data requested on September 10, 2002 and includes radioactive solid waste forecasting updates through December 31, 2002. The FY2003.0 request is the primary forecast for fiscal year FY 2003.

New hand at the helm of CERN Human Resources

CERN Document Server

2004-01-01

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

THE ANALYSIS OF HUMAN RESOURCES MANAGEMENT (HRM IN MARITIME AFFAIRS

Directory of Open Access Journals (Sweden)

Goran Vučur

2016-12-01

Full Text Available Specifics of human resources management in maritime affairs is reflected in the fact that part of the staff of enterprises is displaced on ships which represent a specific and isolated environment. Specifics of human resources management on ships are focused to decision-making in crisis situations, the deployment of personnel and work load, and giving orders to perform certain tasks. In this context it is necessary to examine the management of human resources which should include managing, motivation, rewarding, communication, education, advancement, decision-making and employee satisfaction in the specific environment. The aim of the research is to analyze the above stated parameters and connect them with the characteristics of companies in the sector of maritime logistics. The purpose of this paper is to provide an insight into the human resources management in companies involved in logistics in maritime transport i.e. delivery and transport of goods. Taking into account their differences, it can be concluded that companies in the maritime industry have different human resource management systems, which affects the company's business. The research methodology is based on the collection of data through questionnaires and databases created from them. The study included a total of 31 companies. According to the collected data, statistical analysis will be conducted which will be based on correlation and descriptive statistics. The analysis of the theoretical basis has not confirmed the existence of similar studies that take into account the observation of human resources management on ships. Therefore, it can be concluded that the research will be of interest for the field of business logistics as well as the whole scientific and professional community. Recommendations related to the current and future human resource management in maritime companies will be given in the conclusion.

NCPV FY 1998 Annual Report

International Nuclear Information System (INIS)

McConnell, R. D.; Hansen, A.

1999-01-01

This report summarizes the in-house and subcontracted research and development (R and D) activities under the National Center for Photovoltaics (NCPV) from October 1, 1997 through September 30, 1998 (FY 1998). The NCPV is part of the U.S. Department of Energy's (DOE's) National Photovoltaics Program, as described in the DOE National Photovoltaics Program Plan for 1996-2000. The mission of the DOE National Photovoltaics Program is to make PV a significant part of the domestic economy--as an industry and as an energy resource. The two primary goals of the national program are to (1) maintain the U.S. industry's world leadership in research and technology development and (2) help the U.S. industry remain a major, profitable force in the world market. The NCPV provides leadership and support to the national program toward achieving its mission and goals

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

Directory of Open Access Journals (Sweden)

Hasan Darvish

2012-10-01

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

Hydrologic resources management program. FY 1995 progress report

International Nuclear Information System (INIS)

Smith, D.K.; Esser, B.K.; Kenneally, J.M.

1996-03-01

This report presents the results of FY 1995 technical studies conducted by the Lawrence Livermore National Laboratory (LLNL) as part of the Hydrology and Radionuclide Migration Program (HRMP), a multi-agency program sponsored by the U.S. Department of Energy, Nevada Operations Office (DOE/NV), to address the environmental consequences of nuclear weapons testing at the Nevada Test Site (NTS). A priority is to better characterize the complex near-field environment in order to assess and predict the movement of radionuclides in groundwater. Other participating organizations include the Los Alamos National Laboratory (LANL), the U.S. Geological Survey (USGS) and the Desert Research Institute (DRI) of the University of Nevada. A radiologic source term in excess of 10 8 curies of tritium, fission products, activation products and actinides is residual from more than three decades of underground nuclear weapons testing at the Nevada Test Site (NTS). Burial depths to insure containment of these explosions necessitated firing approximately one third of the more than 800 underground nuclear tests within one cavity radius or below the static water table. Work at LLNL has focused on studies of radionuclide transport under saturated, partially saturated or unsaturated conditions as well as investigations of the stable, radiogenic and cosmogenic isotope systematics of NTS groundwaters. LLNL has prioritized these studies because of the significance for potential radionuclide migration at the Nevada Test Site. LLNL utilizes expertise in nuclear weapons testing, radiochemical diagnostics, nuclear test phenomenology, mass spectrometry, aqueous geochemistry and field and laboratory studies of radionuclide migration to bring a unique measurement and interpretative capability to this research

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

Directory of Open Access Journals (Sweden)

Dussault Gilles

2003-04-01

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

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.)

Annual Progress Report FY-82. Volume I.

Science.gov (United States)

1982-01-01

Comparison of Binaural Versus 316 Monaural Amplification. (FY-81PI) 2535 Development of Method for Generating 318 Individualized Aural Rehabilitation...Oncology Group. 428 (FY-74 I ) 4116 The Evaluation of Petal Systolic Time Intervals 429 and Beat interval Variation in Fetal heart Rate as Early

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.

Human Resource Management Practice Tourism and Hotel Industry

Directory of Open Access Journals (Sweden)

Al Hrou S.A.

2014-01-01

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

Characteristics of human resources in Serbian rural tourism

Directory of Open Access Journals (Sweden)

Premović Jelena

2016-01-01

Full Text Available Modern consumer society affects the changes in behavior and wishes of modern tourists who require high-quality tourist service which can be provided only by highly qualified and well-trained tourism personnel. However, the education system, in almost all tourist countries doesn't follow the trends of modern tourism. This paper analyzes demographic conditions and the basic characteristics of human resources in rural areas of Serbia. In this analysis were applied the method of induction and deduction, analysis and synthesis method, deductive and comparative methods as well as techniques of structured questionnaire. The obtained data were processed in SPSS program. Based on the results of the original research, it was concluded that there is a positive correlation between level of education and the number of days spent on professional training of human resources and the competitive position of tourism enterprises in which human resources are working.

FY 2001 report on the results of the development of the hydrothermal utilization power plant, etc. Development of collecting technology for deep geothermal resources (Development of production technology for deep geothermal resources); 1992 - 2001 nessui riyo hatsuden plant tou kaihatsu sokatsu seika hokokusho. Shinbu chinetsu shigen saishu gijutsu no kaihatsu - Shinbu chinetsu shigen seisan gijutsu no kaihatsu (2001 nendo seika hokokusho bessatsu shiryo)

Energy Technology Data Exchange (ETDEWEB)

NONE

2002-03-01

For making effective/economical collection of deep geothermal resources, development was made from FY 1991 to FY 2001 of the 'drilling technology for deep geothermal resources' and 'production technology for deep geothermal resources,' and the results were summarized. As to the development of logging technology, the PTSD logging system was developed which can measure temperature/pressure/flow velocity/fluid density in geothermal well under the environment of temperature of 400 degrees C. Concerning the development of monitoring technology, development was made of the PT monitoring system that can make the long-term continuous measuring of temperature/pressure in deep geothermal observation well under the environment of temperature of 400 degrees C and of the C monitoring system that samples geothermal fluids at regular intervals to grasp changes in chemical component. Relating to the development of high temperature tracer monitoring technology, the following were conducted: extraction of high temperature tracer agent that can be used in geothermal reservoirs under the environment of temperature of 300 degrees C, development of simulator, and establishment of how to put tracer agent into the reservoir and how to analyze tracer agent. Further, the R and D were made of scale monitoring technology and scale prevention/removal technology. (NEDO)

FY1983 HTGR summary level program plan

International Nuclear Information System (INIS)

1983-01-01

The major focus and priority of the FY1983 HTGR Program is the development of the HTGR-SC/C Lead Project through one of the candidate lead utilities. Accordingly, high priority will be given to work described in WBS 04 for site and user specific studies toward the development of the Lead Project. Asessment of advanced HTGR systems will continue during FY1983 in accordance with the High Temperature Process Heat (HTPH) Concept Evaluation Plan. Within the context of that plan, the assessment of the monolithic HTPH concepts has been essentially completed in FY1982 and FY1983 activities and will be limited to documentation only. the major advanced HTGR systems efforts in FY1983 will be focused on the further definition of the Modular Reactor Systems concepts in both the reforming (MRS-R) and Steam Cycle/Cogeneration 9MRS-SC/C) configurations in WBS 41. The effort will concentrate upon key technical issues and trade studies oriented to reduction in expected cost and schedule duration. With regard to the latter, the most significant will be trade study addressing the degree of modularization of reactor plant structures. particular attention will be given to the confinement building which currently defines the critical path for construction

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.

Roadmap for human resources for expanded Indian nuclear industry

International Nuclear Information System (INIS)

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

2011-01-01

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

Roadmap for human resources for expanded Indian nuclear industry

Energy Technology Data Exchange (ETDEWEB)

Singh, R.K. [Bhabha Atomic Research Centre, Mumbai (India); Indian Nuclear Society (India); Srinivasan, G.R.; Goyal, O.P. [Bhabha Atomic Research Centre, Mumbai (India)

2011-07-01

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

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

African Journals Online (AJOL)

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

Strategy for preventing the waste of human resources

Science.gov (United States)

Jones, William E.

1992-05-01

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

Human Resources Coordinator | IDRC - International Development ...

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

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

Need Assessment of the Digital Archives Industry Human Resources in Taiwan

Directory of Open Access Journals (Sweden)

Hsueh-Hua Chen

2005-03-01

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

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

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

Directory of Open Access Journals (Sweden)

Polyakov Konstantin, L

2017-06-01

Full Text Available This study deals with the practice of human resource valuation in the professional command football during the implementation of sport club resource strategy. The choice of the direction of research is not random. Resource view in the analysis of strategy and strategy shaping (Barney, 1991 is an effective long term success tool. There are many costs in the process of resource allocation, in particular during resource valuation, in the market economy in connection, e.g. costs related to information collection and negotiating. Costs rise with the globalization of the economy. Therefore, it is important to create and maintain various institutions to control the level of costs and to study the most common practice of the resource strategy implementation. Particularly, it is important to study resource valuation in the context of institutional environment given the heterogeneity of markets. Human resource is the most important strategic resource on the market of professional command sport. At the same time, solving the problem of human resource allocation on this market leads to serious practical problems. Specifics of economic component of command sport results in the inevitability of labor market failure (Downward, Dawson, 2002 for sustainable development of the sector. Therefore, the need for institution which is to regulate the labor market occurs. Institute of transfer plays this role in some kinds of command sport, such as football. It is the system of concepts and rules, which regulate the transfer of athlete from one sport club to another prior to the expiration of the contract. The number of requirements exist due to the institute of transfer to the practice of athlete’s valuation, which determine the sum and the order of payment of compensation for prior sporting club management. The latter should correlate with the value of the athletes, which they are interest in, with the existing restrictions, which is the reason of the strongly

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...

Exploring Data in Human Resources Big Data

Directory of Open Access Journals (Sweden)

Adela BARA

2016-01-01

Full Text Available Nowadays, social networks and informatics technologies and infrastructures are constantly developing and affect each other. In this context, the HR recruitment process became complex and many multinational organizations have encountered selection issues. The objective of the paper is to develop a prototype system for assisting the selection of candidates for an intelligent management of human resources. Such a system can be a starting point for the efficient organization of semi-structured and unstructured data on recruitment activities. The article extends the research presented at the 14th International Conference on Informatics in Economy (IE 2015 in the scientific paper "Big Data challenges for human resources management".

HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

Directory of Open Access Journals (Sweden)

POPESCU Dan

2011-12-01

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

PARTICULARITIES OF HUMAN RESOURCE MANAGEMENT IN THE ROMANIAN SECONDARY EDUCATION

Directory of Open Access Journals (Sweden)

MONICAăLOGOF;TU

2016-12-01

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

Impact of Human Resources Management on Entrepreneurship Development

Directory of Open Access Journals (Sweden)

Obasan Kehinde A.

2014-02-01

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

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

Directory of Open Access Journals (Sweden)

Motoniu Ioan Dumitru

2010-12-01

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

Waste Generation Forecast for DOE-ORO's Environmental Restoration OR-1 Project: FY 1994--FY 2001

International Nuclear Information System (INIS)

1993-12-01

This Waste Generation Forecast for DOE-ORO's Environmental Restoration OR-1 Project. FY 1994--FY 2001 is the third in a series of documents that report current estimates of the waste volumes expected to be generated as a result of Environmental Restoration activities at Department of Energy, Oak Ridge Operations Office (DOE-ORO), sites. Considered in the scope of this document are volumes of waste expected to be generated as a result of remedial action and decontamination and decommissioning activities taking place at these sites. Sites contributing to the total estimates make up the DOE-ORO Environmental Restoration OR-1 Project: the Oak Ridge K-25 Site, the Oak Ridge National Laboratory, the Y-12 Plant, the Paducah Gaseous Diffusion Plant, the Portsmouth Gaseous Diffusion Plant, and the off-site contaminated areas adjacent to the Oak Ridge facilities (collectively referred to as the Oak Ridge Reservation Off-Site area). Estimates are available for the entire fife of all waste generating activities. This document summarizes waste estimates forecasted for the 8-year period of FY 1994-FY 2001. Updates with varying degrees of change are expected throughout the refinement of restoration strategies currently in progress at each of the sites. Waste forecast data are relatively fluid, and this document represents remediation plans only as reported through September 1993

Summary of FY 17 Assessments Sandia National Laboratories: Evaluation of FY16 SNL FCT M2 Milestone Deliverables

Energy Technology Data Exchange (ETDEWEB)

Appel, Gordon John

2017-03-01

This report is the milestone deliverable M4FT-17SN111102091 “Summary of Assessments Performed FY17 by SNL QA POC” for work package FT-17SN11110209 titled “Quality Assurance – SNL”. This report summarizes the FY17 assessment performed on Fuel Cycle Technologies / Spent Fuel and Waste Disposition efforts.

Role of Human Resources in the Mergers and Acquisitions Processes

Directory of Open Access Journals (Sweden)

Anna Szewczyk

2007-06-01

Full Text Available The human resources are one of the most important topics when you talk about the value and importance of a company itself. The article tries to show the different aspects where the human resource affects a merger in the different states of a merger process, especially to the pre-merger-phase, and to which problems it can lead when you not pay attention to it. Finally the question, which is indeed the most important aim concerning mergers namely: how and in which degree the human resource effects the goodwill, is tried to answer.

"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…

Human genome. 1993 Program report

Energy Technology Data Exchange (ETDEWEB)

1994-03-01

The purpose of this report is to update the Human Genome 1991-92 Program Report and provide new information on the DOE genome program to researchers, program managers, other government agencies, and the interested public. This FY 1993 supplement includes abstracts of 60 new or renewed projects and listings of 112 continuing and 28 completed projects. These two reports, taken together, present the most complete published view of the DOE Human Genome Program through FY 1993. Research is progressing rapidly toward 15-year goals of mapping and sequencing the DNA of each of the 24 different human chromosomes.

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,…

FY 2004 Supplement to the President`s Budget

Data.gov (United States)

Networking and Information Technology Research and Development, Executive Office of the President — ...This Supplement to the Presidents Budget for Fiscal Year (FY) 2004 summarizes the NITRD agencies coordinated research activities and FY 2004 plans, as required by...

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)

Key challenges of human resources for health in India

Directory of Open Access Journals (Sweden)

Priya Sinha

2016-01-01

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

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)

Management of Human Resources in the Aspect of Innovativeness

Directory of Open Access Journals (Sweden)

Marcin W. Staniewski

2011-03-01

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

PDX experimental results in FY82

International Nuclear Information System (INIS)

Kaye, S.M.; Bell, M.; Bol, K.

1983-08-01

This report presents a detailed summary of the major experimental results of PDX in FY82 and represents the efforts of the entire PDX group. Topics covered include β-scaling and fishbone studies, fluctuations, disruptions, impurities and impurity transport, power handling, limiter conditioning, edge studies, plasma fueling, counter-injection, and diagnostic development. A less detailed version will appear as the FY82 PDX contribution to the PPPL Annual Report

NCPV FY 1998 Annual Report

Energy Technology Data Exchange (ETDEWEB)

McConnell, R. D.; Hansen, A.

1999-07-19

This report summarizes the in-house and subcontracted research and development (R and D) activities under the National Center for Photovoltaics (NCPV) from October 1, 1997 through September 30, 1998 (FY 1998). The NCPV is part of the U.S. Department of Energy's (DOE's) National Photovoltaics Program, as described in the DOE National Photovoltaics Program Plan for 1996-2000. The mission of the DOE National Photovoltaics Program is to make PV a significant part of the domestic economy--as an industry and as an energy resource. The two primary goals of the national program are to (1) maintain the U.S. industry's world leadership in research and technology development and (2) help the U.S. industry remain a major, profitable force in the world market. The NCPV provides leadership and support to the national program toward achieving its mission and goals.

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

Science.gov (United States)

2010-10-14

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

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…

Review of Department of Energy HEPA filter test activities, FY 1990--FY 1992

International Nuclear Information System (INIS)

McIntyre, J.A.

1992-01-01

Filter Test Facilities (FTFs) and the FTF Technical Support Group (TSG) continue to provide services to the Department of Energy (DOE). Additional tasks relating to the HEPA filter cycle have been added to the TSG. The tasks include the quality assessment review for the in-place testing of HEPA filters at DOE sites and the formation of an in-place testing standards writing group. Summary of ongoing FTFs and TSG activities for FY 1990-FY 1992 including the technical input for implementation of the High Flow Alternative Test System (HFATS), update of the DOE Standards, the status of the quality assessment review and in-place testing standards writing group are discussed

Research and development project report for FY 1996

Energy Technology Data Exchange (ETDEWEB)

NONE

1997-09-01

This report summarizes results of research and development projects administered by NEDO for FY 1996. Overview of new energy projects and twelve chapters for individual projects are provided in the report. The new energy technology development projects administered by NEDO are classified into twelve categories, i.e., Development of technologies for solar energy utilization, Development of geothermal resources, Development of technologies for exploration and utilization of geothermal energy, Development of coal energy utilization technologies, Development of coal resources, Development of energy conversion and storage technologies, Development of hydrogen, alcohol and biomass technologies, Development of other oil-alternative energy technologies, Introduction and promotion of new energy sources, International energy-promotion activities, Promotion of development and introduction, and Activities of the NEDO Information Center. To ensure energy security and actively cope with environmental problems such as by taking carbon dioxide emission control measures, NEDO has stepped up its efforts to develop new energy- and energy saving-related technologies and introduce and diffuse them. 79 figs., 37 tabs.

Wind resource analysis. Annual report

Energy Technology Data Exchange (ETDEWEB)

Hardy, D. M.

1978-12-01

FY78 results of the Wind Resource Analyses task of the ERAB are described. Initial steps were taken to acquire modern atmosphere models of near-surface wind flow and primary data sets used in previous studies of national and regional wind resources. Because numerous assumptions are necessary to interpret available data in terms of wind energy potential, conclusions of previous studies differ considerably. These data analyses may be improved by future SERI research. State-of-the-art atmosphere models are a necessary component of the SERI wind resource analyses capacity. However, these methods also need to be tested and verified in diverse applications. The primary data sets and principal features of the models are discussed.

National Ignition Facility (NIF) FY2015 Facility Use Plan

Energy Technology Data Exchange (ETDEWEB)

Folta, P. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Wisoff, Jeff [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States)

2014-12-18

Major features of the FY2015 NIF Use Plan include: • Performing a record number of layered DT experiments with 28 planned compared with 15 in FY2014. Executing the first plutonium experiments on the NIF in support of the Science Campaigns. • Over 300 targets shots, a 57% increase compared to FY14. This is a stretch goal defined in the 120-Day Study document, and relies upon the success of many shot-rate improvement actions, as well as on the distribution of shot type selected by the users. While the Plan is consistent with this goal, the increased proportion of layered DT experiments described above reduces the margin against this goal. • Commissioning of initial ARC capability, which will support both SSP-HED and SSPICF programs. • Increase in days allocated to Discovery Science to a level that supports an ongoing program for academic use of NIF and an annual solicitation for new proposals. • Six Facility Maintenance and Reconfiguration (FM&R) periods totaling 30 days dedicated to major facility maintenance and modifications. • Utilization of the NIF Facility Advisory Schedule Committee (FASC) to provide stakeholder review and feedback on the NIF schedule. The Use Plan assumes a total FY2015 LLNL NIF Operations funding in MTE 10.7 of $229.465M and in MTE 10.3 of 47.0M. This Use Plan will be revised in the event of significant changes to the FY2015 funding or if NNSA provides FY2016 budget guidance significantly reduced compared to FY2015.

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

OpenAIRE

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

2017-01-01

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

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 ...

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

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.

Accelerator/Experiment Operations - FY 2015

Energy Technology Data Exchange (ETDEWEB)

Czarapata, P. [Fermi National Accelerator Lab. (FNAL), Batavia, IL (United States); et al.

2015-10-01

This Technical Memorandum summarizes the Fermilab accelerator and experiment operations for FY 2015. It is one of a series of annual publications intended to gather information in one place. In this case, the information concerns the FY 2015 NOvA, MINOS+ and MINERvA experiments using the Main Injector Neutrino Beam (NuMI), the activities in the SciBooNE Hall using the Booster Neutrino Beam (BNB), and the SeaQuest experiment and Meson Test Beam (MTest) activities in the 120 GeV external Switchyard beam (SY120).

FY16-20 Strategic Plan.

Energy Technology Data Exchange (ETDEWEB)

Harwell, Amber Suzanne [Sandia National Lab. (SNL-CA), Livermore, CA (United States)

2015-07-01

Welcome to our FY16–FY20 Strategic Plan, which both refects our continued dedication to the work we do and reinforces the importance of the integrated Laboratories’ strategic framework to our future. This document is the result of the leadership team’s journey over the past few years in response to the needs of our nation. In an external environment that continues to change, sometimes in unexpected ways, it is critical that our mission areas and our foundation become increasingly synergistic, forming a whole whose parts are interdependent.

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.

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.

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

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...

Solid Waste Integrated Forecast Technical (SWIFT) Report FY 2001 to FY 2046 Volume 1

International Nuclear Information System (INIS)

BARCOT, R.A.

2001-01-01

In an effort to maintain an up-to-date Solid Waste Forecast, Fluor Hanford, Inc. requested a midyear update to the FY2001 Solid Waste Forecast collected in June 2000. Below is a list of generators reporting significant changes from the baseline FY2001 forecast, as well as approved generators previously not reporting wastes. The updated data was collected in February 2001. The cumulative effect of the changes in the near term was minor. Included in this update are waste generation maps for onsite facilities. The maps are updated annually and use the baseline forecast as a data reference

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

Directory of Open Access Journals (Sweden)

ANCA-IOANA MUNTEANU

2015-02-01

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

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

Science.gov (United States)

2013-07-19

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

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

Science.gov (United States)

2013-12-26

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

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

Science.gov (United States)

2013-10-03

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

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...

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 ...

Analysis of Human Resources Management Strategy in China Electronic Commerce Enterprises

Science.gov (United States)

Shao, Fang

The paper discussed electronic-commerce's influence on enterprise human resources management, proposed and proved the human resources management strategy which electronic commerce enterprise should adopt from recruitment strategy to training strategy, keeping talent strategy and other ways.

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.

76 FR 9399 - Department of State FY10 Service Contract Inventory

Science.gov (United States)

2011-02-17

... DEPARTMENT OF STATE [Public Notice 7321] Department of State FY10 Service Contract Inventory... Contract Inventory. SUMMARY: The Department of State has publically released its Service Contract Inventory for FY10. Section 743 of Division C of the FY 2010 Consolidated Appropriations Act, Public Law 111-117...

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.

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…

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...

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)...

HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS

Directory of Open Access Journals (Sweden)

Ewa Mazanowska

2015-01-01

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

United States Geological Survey uranium and thorium resource assessment and exploration research program, fiscal year 1980

International Nuclear Information System (INIS)

Offield, T.W.

1979-01-01

Research is being conducted by the USGS for the NURE program in six fields: geochemistry and mineralogy, sedimentary environments, igneous and metamorphic environments, geophysical exploration techniques, U resource assessment, and Th resource assessment. Some FY 1979 research results are reported and discussed

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...

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.

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

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…

Fossil Energy Research and Development Program of the U. S. Department of Energy, FY 1979

Energy Technology Data Exchange (ETDEWEB)

None

1978-03-01

The U.S. Department of Energy (DOE) focuses energy Research and Development efforts on new and promising ways to provide for our future energy needs. This document focuses on DOE's programs and projects related to the nation's Fossil Energy resources: coal, oil, natural gas and oil shale. Fossil Energy programs have grown rapidly from about $58 million in FY 1973 to the $802 million requested for FY 1979. As those programs have matured, there have been significant shifts in emphasis. For example, by FY 1979, gasification technologies will have matured sufficiently to enter the demonstration phase. Then we will have to make critical decisions as to which candidate processes to pursue and to encourage industry's active participation as early as possible. We will present the rationale for those changes and others at the beginning of each section describing a particular grouping of similar projects, e.g., coal liquefaction. We will then discuss each project and present its current status along with past and future milestones. Emphasis is on projects with early payoff potential, particularly the direct utilization of coal. However, this near-term emphasis will not overshadow the need for a stong technological base for development of longer-term promising technologies and the need for a strong environmental concern.

FY2012 CoC Competition Grants (New and Renewal)

Data.gov (United States)

Department of Housing and Urban Development — This report displays the FY2012 renewal and new homeless assistance projects awarded by HUD for the FY2012 Continuum of Care (CoC) Program competition. Approximately...

Planning integration FY 1996 program plan. Revision 1

International Nuclear Information System (INIS)

1995-09-01

This Multi-Year Program Plan (MAP) Planning Integration Program, Work Breakdown Structure (WBS) Element 1.8.2, is the primary management tool to document the technical, schedule, and cost baseline for work directed by the US Department of Energy (DOE), Richland Operations Office (RL). As an approved document, it establishes an agreement between RL and the performing contractors for the work to be performed. It was prepared by Westinghouse Hanford Company (WHC) and Pacific Northwest Laboratory (PNL). The MYPPs for the Hanford Site programs are to provide a picture from fiscal year (FY) 1996 through FY 2002. At RL Planning and Integration Division (PID) direction, only the FY 1996 Planning Integration Program work scope has been planned and presented in this MAP. Only those known significant activities which occur after FY 1996 are portrayed in this MAP. This is due to the uncertainty of who will be accomplishing what work scope when, following the award of the Management and Integration (M ampersand I) contract

Mixed Waste Management Facility, revised FY94 Plan

International Nuclear Information System (INIS)

Streit, R.

1994-01-01

This revision of the FY94 Plan incorporates changes to work during FY94 in response to the DOE request in the DOE KD-1 decision letter of June 28,1994. This letter provided guidance of both scope and budget profile in response to the Conceptual Design Report (CDR) issued by the MWMF Project in April, 1994. This work plan only addresses work for the remainder of FY94. A revised plan for the complete project is in development and will be issued separately. Since February, 1994, the MWMF Project has been operating on DOE guidance directing that work on the CDR be completed, that only other essential work be continued to maintain the project, and that costs be maintained at approximately the January, 1994 spending levels until a KD-1 decision was made. This has formed the basis for monthly reports through June, 1994. The baseline contained in this report will become the basis for reports during the remainder of FY94

Hangman Restoration Project Year-End Report FY2008.

Energy Technology Data Exchange (ETDEWEB)

Coeur d' Alene Tribe Department of Natural Resources.

2008-11-12

This report covers the main goals of FY2008 from which the Work Elements were derived. The goals and products are listed by heading and the associated work elements are referenced in the text. A list of the FY2008 Work Elements is included as Appendix A. FY2008 witnessed the completion of the hntkwipn Management Plan and the first substantive efforts to restore the important habitats encompassed by the mitigation properties in the Upper Hangman Watershed. Native grasses were planted and germination was evaluated. Also, drain tiles that greatly altered the hydrologic function of the Sheep and Hangman Creek Flood Plains were removed and/or disrupted. Preparation for future restoration efforts were also made in FY2008. Designs were produced for the realignment of Sheep Creek and the decommissioning of seven drainage ditches within hntkwipn. A prioritization plan was drafted that greatly expands the area of focus for restoring native fish population in Hangman Creek.

Key challenges of human resources for health in India

OpenAIRE

Priya Sinha

2016-01-01

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

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 ...

The America COMPETES Act and the FY2009 Budget

National Research Council Canada - National Science Library

Stine, Deborah D

2008-01-01

.... An issue for Congress is whether FY2009 appropriations will. The Presidents s Office of Science and Technology Policy reports that the FY2009 budget request includes funding for America COMPETES Act initiatives at 88...

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

Directory of Open Access Journals (Sweden)

Muhammed Kürşad Özlen

2014-07-01

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

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)

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...

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

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-09-01

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

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...

Repository Technology Program activities, FY 1988

International Nuclear Information System (INIS)

Yow, J.L. Jr.; Wijesinghe, A.M.; Thorpe, R.K.; Knapp, R.B.

1989-07-01

Our technical activities in FY 1988 included instrument selection and evaluation, calculational work, and simulator development. Near the end of the fiscal year, we began preparing several topical reports to document our results. This fiscal year, we continued developing three-dimensional numerical simulators to model coupled hydrologic-and mechanical-rock mass responses and, thus, to provide representative numerical tools for understanding and calculating these in situ processes. We also began scoping calculations in the second half of FY 1988 to evaluate ERE design criteria, but this work was redirected late in the year when the DOE/AECL Subsidiary Agreement was set aside. Our work in developing and evaluating experimental techniques focused on total pressure measurements, moisture content measurement, and tracer detection instrumentation for sealing experiments and for rock-mass-response field tests. At the end of the fiscal year, we completed a review of measurement technology for instrumenting migration/sorption tests to help define the technological requirements in these areas. By the end of FY 1988, we had completed a review of the existing codes for simulating reactive transport; we are using the results of this review to help formulate plans for future activities in this area. The following sections describe the major RTP tasks and activities at LLNL in more detail, and they include our FY 1988 accomplishments in these areas. 8 refs., 22 figs

FY11 Facility Assessment Study for Aeronautics Test Program

Science.gov (United States)

Loboda, John A.; Sydnor, George H.

2013-01-01

This paper presents the approach and results for the Aeronautics Test Program (ATP) FY11 Facility Assessment Project. ATP commissioned assessments in FY07 and FY11 to aid in the understanding of the current condition and reliability of its facilities and their ability to meet current and future (five year horizon) test requirements. The principle output of the assessment was a database of facility unique, prioritized investments projects with budgetary cost estimates. This database was also used to identify trends for the condition of facility systems.

Institutional Plan FY 2003 - 2007

Energy Technology Data Exchange (ETDEWEB)

Chartock, Michael; Hansen, Todd

2003-01-27

The Fiscal Year (FY) 2003-2007 Institutional Plan describes the strategic directions and key issues that Lawrence Berkeley National Laboratory management must address with the Department of Energy (DOE) in charting its future as a multiprogram national laboratory. The Plan provides an overview of the Laboratory's mission, strategic plan, initiatives, and the resources required to fulfill its role in support of national needs in fundamental science and technology, energy resources, and environmental quality. The Plan facilitates the Department of Energy's ongoing efforts to strengthen the Integrated Laboratory System. Preparation and review of the Institutional Plan is one element of the Department of Energy's strategic management planning activities, implemented through an annual planning process. The Plan supports the President's Management Agenda and the Government Performance and Results Act of 1993. The Plan complements the current performance-based contract between the Department of Energy and the Regents of the University of California, and summarizes Best Management Practices for a potential future results-based contract as a basis for achieving DOE goals and the Laboratory's scientific and operations objectives. It identifies technical and administrative directions in the context of national energy policy and research needs and the Department of Energy's program planning initiatives. Preparation of the Plan is coordinated by the Planning and Strategic Development Office from information contributed by Berkeley Lab's scientific and support divisions and DOE comments on prior years' plans. The Laboratory Mission section identifies the specific strengths of Berkeley Lab that contribute to the mission in general and the Integrated Laboratory System in particular. The Laboratory Strategic Plan section identifies the existing activities in support of DOE Office of Science and other sponsors; support for DOE goals; and the

Idaho National Laboratory’s FY09 & FY10 Greenhouse Gas Report

Energy Technology Data Exchange (ETDEWEB)

Jennifer D. Morton

2011-06-01

A greenhouse gas (GHG) inventory is a systematic approach to account for the production and release of certain gases generated by an institution from various emission sources. The gases of interest are those that climate science has identified as related to anthropogenic global climate change. This document presents an inventory of GHGs generated during fiscal year (FY) 2009 and 2010 by Idaho National Laboratory (INL), a Department of Energy (DOE)-sponsored entity, located in southeastern Idaho. In recent years, concern has grown about the environmental impact of GHGs. This, together with a desire to decrease harmful environmental impacts, would be enough to encourage the calculation of an inventory of the total GHGs generated at INL. Additionally, INL has a desire to see how its emissions compare with similar institutions, including other DOE national laboratories. Executive Order 13514 requires that federal agencies and institutions document reductions in GHG emissions. INL's GHG inventory was calculated according to methodologies identified in federal GHG guidance documents using operational control boundaries. It measures emissions generated in three scopes: (1) INL emissions produced directly by stationary or mobile combustion and by fugitive emissions, (2) the share of emissions generated by entities from which INL purchased electrical power, and (3) indirect or shared emissions generated by outsourced activities that benefit INL (occur outside INL's organizational boundaries, but are a consequence of INL's activities). This inventory found that INL generated 103,590 and 102,413 MT of CO2-equivalent emissions during FY09 and FY10, respectively. The following conclusions were made from looking at the results of the individual contributors to INL's FY09 and FY10 GHG inventories: (1) Electricity (including the associated transmission and distribution losses) is the largest contributor to INL's GHG inventory, with over 50% of the CO2e

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

Directory of Open Access Journals (Sweden)

BUICLI OLGA

2017-12-01

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

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

Directory of Open Access Journals (Sweden)

Irfan Ullah

2013-08-01

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

42 CFR 482.98 - Condition of participation: Human resources.

Science.gov (United States)

2010-10-01

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

FY 1993 task plans for the Hanford Environmental Dose Reconstruction Project

International Nuclear Information System (INIS)

Shipler, D.B.

1991-10-01

The purpose of the Hanford Environmental Dose Reconstruction (HEDR) Project is to estimate radiation doses from Hanford Site operations since 1944 to individuals and populations. The primary objective of work to be performed in FY 1993 is to complete the source term estimates and dose estimates for key radionuclides for the air and river pathways. At the end of FY 1993, the capability will be in place to estimate doses for individuals in the extended (32-county) study area, 1944--1991. Native American research will continue to provide input for tribal dose estimates. In FY 1993, the Technical Steering Panel (TSP) will decide whether demographic and river pathways data collection should be extended beyond FY 1993 levels. The FY 1993 work scopes and milestones in this document are based on the work plan discussed at the TSP Budget/Fiscal Subcommittee meeting on August 19--20, 1991. Table 1 shows the FY 1993 milestones; Table 2 shows estimated costs. The subsequent work scope descriptions are based on the milestones. This document and the FY 1992 task plans will form the basis for a contract with Battelle and the Centers for Disease Control (CDC). The 2-year dose reconstruction contract is expected to begin in February 1992. This contract will replace the current arrangement, whereby the US Department of Energy directly funds the Pacific Northwest Laboratory to conduct dose reconstruction work. In late FY 1992, the FY 1993 task plans will be more fully developed with detailed technical approaches, data quality objectives, and budgeted labor hours. The task plans will be updated again in July 1993 to reflect any scope, milestone, or cost changes directed during the year by the TSP. 2 tabs

Enrico Chiaveri, new Head of the Human Resources Department

CERN Document Server

2005-01-01

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

STRATEGIC HUMAN RESOURCE MANAGEMENT : A Cross-Cultural Managerial Approach

OpenAIRE

Anyangwe, Xavier

2017-01-01

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

KNOWLEDGE MANAGEMENT SYSTEM DESIGN AT HUMAN RESOURCES DIVISION

Directory of Open Access Journals (Sweden)

Yanti Yanti

2009-05-01

Full Text Available The Human Resources Division of a company is a vital division. Most of the time, they perform their work manually, and therefore creating limitations to their capacity. The knowledge contained is very important for human resources development and subsequently for developing the company. In order to manage this knowledge well, the company shall require a knowledge management system. This knowledge management system would be a solution to be used for the company to manage all knowledge contained in that particular division. Phases in designing knowledge managements starts from analyzing knowledge sources of the company, knowledge identification and definition, and determining knowledge goals. Knowledge management systems contain many functions such as collecting, recording and managing the knowledge and sharing this to all related employees easily. The company may also use knowledge management systems to share and inform employees regarding updates of information, news and/or activity regarding the employees themselves. Information from knowledge management systems may also be used by employees to monitor their performance and thereby increasing it. Knowledge management systems may also help employees in their learning activities.Keywords: knowledge management, human resources, employee

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…

Draft 1992 Resource Program : Technical Report.

Energy Technology Data Exchange (ETDEWEB)

United States. Bonneville Power Administration.

1992-01-01

The 1992 Resource Program will propose actions to meet future loads placed on the Bonneville Power Administration (BPA). It will also discuss and attempt to resolve resource-related policy issues. The Resource Program assesses resource availability and costs, and analyzes resource requirements and alternative ways of meeting those requirements through both conservation and generation resources. These general resource conclusions are then translated to actions for both conservation and generation. The Resource Program recommends budgets for the Office of Energy Resources for Fiscal Years (FY) 1994 and 1995. BPA's Resource Program bears directly on an important BPA responsibility: the obligation under the Northwest Power Act{sup 3} to meet the power requirements of public and private utility and direct service industrial (DSI) customers according to their contractual agreements. BPA's Draft 1992 Resource Program is contained in four documents: (1) 1992 Resource Program Summary; (2) Technical Report; (3) Technical Assumptions Appendix; and, (4) Conservation Implementation Plan. This volume is the Draft 1992 Resource Program Technical Report, a comprehensive document that provides supporting data and analyses for Resource Program recommendations.

Draft 1992 Resource Program : Technical Report.

Energy Technology Data Exchange (ETDEWEB)

United States. Bonneville Power Administration.

1992-01-01

The 1992 Resource Program will propose actions to meet future loads placed on the Bonneville Power Administration (BPA). It will also discuss and attempt to resolve resource-related policy issues. The Resource Program assesses resource availability and costs, and analyzes resource requirements and alternative ways of meeting those requirements through both conservation and generation resources. These general resource conclusions are then translated to actions for both conservation and generation. The Resource Program recommends budgets for the Office of Energy Resources for Fiscal Years (FY) 1994 and 1995. BPA`s Resource Program bears directly on an important BPA responsibility: the obligation under the Northwest Power Act{sup 3} to meet the power requirements of public and private utility and direct service industrial (DSI) customers according to their contractual agreements. BPA`s Draft 1992 Resource Program is contained in four documents: (1) 1992 Resource Program Summary; (2) Technical Report; (3) Technical Assumptions Appendix; and, (4) Conservation Implementation Plan. This volume is the Draft 1992 Resource Program Technical Report, a comprehensive document that provides supporting data and analyses for Resource Program recommendations.

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

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)

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

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.

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.

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

Science.gov (United States)

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

2010-01-01

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

Theoretical Division annual report, FY 1975

International Nuclear Information System (INIS)

Carruthers, P.A.

1976-02-01

This report presents an overview of the activities in the Theoretical Division and a summary of research highlights during FY 1975. It is intended to inform a wide audience about the theoretical work of the LASL and, therefore, contains introductory material which places recent advances in a broader context. The report is organized into two special interest reports: reactor safety research and the Advanced Research Committee, and 11 reports from the T-Division group leaders on the work of their respective groups. Main interests and responsibilities are outlined including the relationship of the group's work to the work of other T-Division groups and other divisions at the Laboratory. The description of research highlights for FY 1975 explains in a fairly simple, straightforward manner the major recent advances and their significance. Each group report is followed by a publication list for FY 1975 (330 references) and a list of talks given outside the Laboratory (140 references). 29 figures

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

Directory of Open Access Journals (Sweden)

G. van Zyl

2006-11-01

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

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

Directory of Open Access Journals (Sweden)

R. van der Walt

2008-12-01

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

The Paradigm Shift in Strategic Human Resources. Research in the case of Romanian Organizations

Directory of Open Access Journals (Sweden)

Carmen NOVAC

2016-12-01

Full Text Available The paper presents the conditions and factors influencing the development of a strategic human capital plan, offering a framework for obtaining competitive advantage and for developing a business plan in which the Human Resources function can actually make a contribution. The authors also present the key elements of a Human Resources paradigm which will change the DNA of its function. The research was first implemented in 2009 with the purpose of identifying specific processes within Strategic Human Resources Management (SHRM. Aiming to obtain further information on HR processes currently applied within Romanian organizations, the authors applied a semi-structured interview on Human Resources specialists working in domains such as supporting services, human resources outsourcing services, telecommunications, automotive and taxi services, call center services and trade marketing. The results indicated that within organizations following the development of human resources processes, the gain of new knowledge in the business area of the company can be observed. The effects are also evident within organizations` development plans.

DEFINING ASPECTS OF HUMAN RESOURCE MANAGEMENT STRATEGY WITHIN THE GENERAL STRATEGY OF THE MODERN ORGANIZATION

Directory of Open Access Journals (Sweden)

Emanoil MUSCALU

2013-07-01

Full Text Available The field of human resources requires the presence and action of several categories of persons and managerial structures interested in the quality of human resources and the activities developed by them. Besides managers and employees there are also the shareholders, the unions, the customers, the different national or local agencies, the local community, etc., with major interests regarding decisions in the human resources area. In order to harmonize their activities and achieve an optimal perspective within the evolution of Human Resource Management, special attention is paid to the strategy of human resources management. According to many specialists, strategies in the field of Human Resource Management show, in the first place, that personnel function adopts a broader perspective and a more dynamic view of human resources, which enables its full integration within the other functions of the organization. In the second place, strategies in the field of Human Resource Management designate the assembly of long term objectives concerning human resources, the main modalities of achieving them and the necessary resources which guarantee that the organization’s structure, value and culture as well as the utilization of its personnel contribute to fulfilling the general objectives of the organization. Therefore, we approached in this paper the problems of grounding and elaborating the Human Resource Management strategy, and we outlined their specific traits, as these are necessary aspects in order to emphasise at the end of our paper the correlation between the strategy in the field of Human Resource Management and the general strategy of the organization. Taking into account specialists and practitioners’ increased interest in knowing, substantiating and implementing strategies in the area of Human Resource Management, we consider that the aspects presented in this paper are modern issues and a starting pointing in solving the great problems of

77 FR 33774 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

Science.gov (United States)

2012-06-07

... and Human Resources Project Monitoring Clearance AGENCY: National Science Foundation. ACTION: Notice...). SUPPLEMENTARY INFORMATION: Title of Collection: Education and Human Resources Project Monitoring Clearance. OMB... States and internationally. The Directorate for Education and Human Resources (EHR), a unit within NSF...

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)

Integrated Data Collection Analysis (IDCA) Program: FY2011 Project Descriptions

Energy Technology Data Exchange (ETDEWEB)

Sandstrom, Mary M. [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Brown, Geoffrey W. [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Warner, Kirstin F. [Naval Surface Warfare Center (NSWC-IHD), Indian Head, MD (United States). Indian Head Division; Remmers, Daniel L. [Naval Surface Warfare Center (NSWC-IHD), Indian Head, MD (United States). Indian Head Division; Whinnery, LeRoy L. [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Shelley, Timothy J. [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Reyes, Jose A. [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Hsu, Peter C. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States); Reynolds, John G. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States)

2012-02-03

This document provides brief descriptions of research topics for consideration by the IDCA for potential funding in funding in FY 2011. The topics include the utilization of the results from the Proficiency Test developed during FY 2010 to start populating the small-scale safety and thermal testing (SSST) Testing Compendium and revising results from methods modifications. Other research topics were also developed for FY 2011 from issues that arose in the Proficiency Test.

FY 1986 annual report on the research and development of observation systems for resources exploitation. 2/4; 1986 nendo shigen tansayo kansoku system no kenkyu kaihatsu. 2/4

Energy Technology Data Exchange (ETDEWEB)

NONE

1987-07-01

Described herein are the FY 1986 results of the researches of the system design management and evaluation techniques, as part of the research and development of observation systems for resources exploitation. The research program for the system design management techniques involves clarification of reviewing the conditions of interfaces with, e.g., dimensions, weight and power consumption, in order to make the synthetic aperture radar compatible with the satellite body. The data transmission circuits and ground system parameters are investigated and clarified, for smooth interfaces between the satellite-borne mission transmitter and ground station. The research program for the system design evaluation techniques involves transformation of the optical sensor data into the images, and reviews of the second draft of the optical sensor design specification evaluation, on the premise of the processes in which geological experts visually extract the geological data. The validation methods, data collecting areas, observation devices, data processing systems and the like are also investigated for the aircraft/space shuttle test plans for the resources exploitation observation systems. (NEDO)

Neuroeconomics and Human Resource Development