WorldWideScience

Sample records for human resources united

  1. Human Resource Evaluation in Hotel Units

    Directory of Open Access Journals (Sweden)

    George Aspridis

    2012-03-01

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

  2. Human Resources Management Practices in Japanese Organizations in the United States.

    Science.gov (United States)

    Dicle, Ulku; And Others

    1988-01-01

    This study examines human resource management practices in Japanese organizations in the United States, specifically those in the Fort Custer Industrial Park, Battle Creek, Michigan. It identifies characteristics of human resource management, compares them with those of their parent organizations, and looks at modifications needed because of a new…

  3. Health care units and human resources management trends.

    Science.gov (United States)

    André, Adriana Maria; Ciampone, Maria Helena Trench; Santelle, Odete

    2013-02-01

    To identify factors producing new trends in basic health care unit management and changes in management models. This was a prospective study with ten health care unit managers and ten specialists in the field of Health in São Paulo, Southeastern Brazil, in 2010. The Delphi methodology was adopted. There were four stages of data collection, three quantitative and the fourth qualitative. The first three rounds dealt with changing trends in management models, manager profiles and required competencies, and the Mann-Whitney test was used in the analysis. The fourth round took the form of a panel of those involved, using thematic analysis. The main factors which are driving change in basic health care units were identified, as were changes in management models. There was consensus that this process is influenced by the difficulties in managing teams and by politics. The managers were found to be up-to-date with trends in the wider context, with the arrival of social health organizations, but they are not yet anticipating these within the institutions. Not only the content, but the professional development aspect of training courses in this area should be reviewed. Selection and recruitment, training and assessment of these professionals should be guided by these competencies aligned to the health service mission, vision, values and management models.

  4. Human resource management and unit performance in knowledge-intensive work.

    Science.gov (United States)

    Kehoe, Rebecca R; Collins, Christopher J

    2017-08-01

    To clarify the potential value of a targeted system of human resource (HR) practices, we explore the unique effects of a relationship-oriented HR system and the more commonly studied high commitment HR system on unit performance in the context of knowledge-intensive work. We develop theoretical arguments suggesting that the high commitment HR system contributes to unit performance through its positive effects on employees' collective organizational commitment, general and firm-specific human capital, and access to knowledge. We argue that the relationship-oriented HR system contributes to unit performance through its positive effects on employees' collective access to knowledge by fostering a social context and interpersonal exchange conditions which support employees' ongoing access to knowledge flows within and outside their unit and broader organization. Based on unit-level data collected from a matched sample of employees and managers in 128 units in the science and engineering division of a large hydroelectric power organization, our results suggest that the targeted, relationship-oriented HR system is related to firm performance and may complement a broader, high commitment approach to managing knowledge workers. Specifically, the positive relationship between the high commitment HR system and unit performance is mediated by employees' collective organizational commitment, firm-specific human capital, and access to knowledge in other organizational units; whereas the positive relationship between the relationship-oriented HR system and unit performance is mediated by units' access to knowledge within the unit, in other units, and outside the organization. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  5. Human Trafficking in the United States. Part II. Survey of U.S. Government Web Resources for Publications and Data

    Science.gov (United States)

    Panigabutra-Roberts, Anchalee

    2012-01-01

    This second part of a two-part series is a survey of U.S. government web resources on human trafficking in the United States, particularly of the online publications and data included on agencies' websites. Overall, the goal is to provide an introduction, an overview, and a guide on this topic for library staff to use in their research and…

  6. Forecasting Unit Performance: A Current Value Human Resources Accounting System for Navy Organizations

    Science.gov (United States)

    1983-08-01

    T Ol en in ’ ft »n to ft co Q ’ O co if> O ’ rftKC"-^Otf< p* C- *• tP^OCCftftCtPftiprnvr^r^ft»«’ tf) rio ɟ>ftntfft,ceir,,*r» •"• it "-Oftftff...NAS Alameda , CA 94501 Director, Human Resource Management Training Department Naval Amphibious School NAB Coronado, CA 92155 Commanding Officer

  7. THE THEORY AND PRACTICE OF HUMAN RESOURCES MOTIVATIONS IN HOSPITAL UNITS

    Directory of Open Access Journals (Sweden)

    C. BOTEZ

    2013-12-01

    Full Text Available Management of human resources represents the sci‑ ence of elaboration and implementation of the staff strat‑ egy and policy for a most efficient attainment of the objectives of an organisation. Motivation is one of the defining activities of human resource management, as it influences in a decisive way participation to the fulfillment of objectives, both by the extent of rewards or of material/ moral-spiritual sanctions, and by the motivation criteria applied. Motivation is defined as the sum of the internal and external energies which initiate, control and support an orientative effort for attaining an objective of the organ‑ isation, which will simultaneously satisfy one’s individual needs. The motivation function aims at stimulating the employees for reaching performance. It begins with the recognition of the fact that the individuals are unique natures, and that the motivational techniques should be adapted to the needs of each one in part. Individual moti‑ vation is maximum when the employee is conscious of his own competence, working within a structure which requires the best from his part and turns to good account his abilities. To be motivated in his activity, an individual should have the certainty that, by developing some activity, his own needs will be also fulfilled; one’s motivation as to the work he/she performs is determined by a series of moti‑ vational factors, of intrinsic (individual and extrinsic (organisational nature. Motivation is related to more pro‑ found feelings of growth and development; an increased particiption may indicate a higher level of motivation. Peo‑ ple are motivated or demotivated according to their inner state. Motivation is especially important in determining the behaviour, even if it is not the only element generating it; factors of biological, psycho-social, organisational and cultural nature may also have a certain influence.

  8. Human Resource Management System

    OpenAIRE

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

    2013-01-01

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

  9. Online Resources for Teaching Units on: Ecological Footprint of Human Food

    Science.gov (United States)

    Marrocco, Aldo T.

    2011-01-01

    The modern food system involves high consumption of natural resources and other forms of environmental degradation. This paper is a presentation of internet resources such as scientific contributions, graphics, tables, images, animations and interactive atlases that can help to teach this subject. The discussion contains some subjects considered…

  10. Human Resource Planning

    Science.gov (United States)

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

    1977-01-01

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

  11. Outsourcing in Human Resource

    OpenAIRE

    Oliver Pamelan

    2017-01-01

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

  12. Human Resource Accounting System

    Science.gov (United States)

    Cerullo, Michael J.

    1974-01-01

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

  13. Human Resource Accounting

    Science.gov (United States)

    Woodruff, Robert L., Jr.

    1973-01-01

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

  14. A Chinese resource curse? The human rights effects of oil export dependence on China versus the United States

    NARCIS (Netherlands)

    Bader, J.; Daxecker, U.

    2015-01-01

    Critiques of China’s ‘oil diplomacy’ center on its alleged disregard for transparency and human rights, yet such claims ignore that the problematic relationship between resource extraction and human rights precedes Chinese market entry. This article explores whether human rights implications are

  15. Human Resource Planning

    OpenAIRE

    Lache Cãtãlina

    2011-01-01

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

  16. Strategic Human Resources Management

    National Research Council Canada - National Science Library

    Marta Muqaj

    2016-01-01

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

  17. ELECTRONIC HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Dr. M. Panneerselvam

    2017-01-01

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

  18. 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...

  19. 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…

  20. Human resource management

    OpenAIRE

    Balážová, Barbora

    2008-01-01

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

  1. Human Resource Management Roles

    OpenAIRE

    Tamara R. Mitchell

    2017-01-01

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

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

    Directory of Open Access Journals (Sweden)

    SeidMehdi Veise

    2014-08-01

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

  3. 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.

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2013-01-01

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

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

    OpenAIRE

    MUNTEANU ANCA-IOANA

    2013-01-01

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

  6. Human Resource Outsourcing Success

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul-Halim

    2014-07-01

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

  7. 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…

  8. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

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

  9. ANALYSIS OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Anis Cecilia - Nicoleta

    2010-07-01

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

  10. GUIDELINES IN HUMAN RESOURCES MANAGEMENT

    OpenAIRE

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

    2013-01-01

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

  11. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

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

  12. DEVELOPMENT OF HUMAN RESOURCES OF THE MUNICIPAL UNIT: EVALUATION, PROBLEMS, STRATEGY, AND IMPLEMENTATION MECHANISMS (by the example of Ordynskiy District, Novosibirsk Region)

    OpenAIRE

    Molotkov Y.I.

    2012-01-01

    Purpose: to analyze the state and level of the human resources development in the studied municipal region. The method of involved observation, structural and system analysis of statistical data on the state of human resources of the municipal region administration and adjacent structures was used in the research. In accordance with the research results, a strategic plan of the municipal district administration human resources and the system of monitoring of the scheduled measures aimed at th...

  13. Resource Readiness of Armored Units.

    Science.gov (United States)

    1979-11-01

    rate of 1350 gallons. At high attrition rates the TSAR /AURA simulation suggests that for the attack SOC support resources--spares and manpower--are...important to validate the data processed by the TSAR /AURA simulation model. The uses of readiness measures generally fall into two classes: near-term...This study could not have been done were it not for the assistance of Rand colleagues Don Emerson, who developed the TSAR computer model, and Milt

  14. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

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

    2002-01-01

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

  15. Human Resource Development for International Operation.

    Science.gov (United States)

    Coulson-Thomas, Colin J.

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

  16. Foods and Nutrition Resource Unit. Entertaining.

    Science.gov (United States)

    Gantt, Sara

    This resource unit, a supplement to the foods and nutrition curriculum guide (see related note), was designed to help secondary education home economics teachers provide students with additional food study and plan for learning experiences in the art of entertaining. The unit covers four principle topics regarding the art of entertaining in a…

  17. Helium resources of the United States, 1989

    Science.gov (United States)

    Miller, Richard D.; Hamak, John E.

    The helium resources base of the United States was estimated by the Bureau of Mines to be 894.6 Bcf as of January 1, 1989. These resources are divided into four categories in decreasing degree of the assurance of their existence: (1) helium in storage and in proved natural gas reserves, 282.4 Bcf; (2) helium in probable natural gas resources, estimated at 237.7 Bcf; (3) helium in possible natural gas resources, estimated to be 263.2 Bcf; and (4) helium in speculative natural gas resources, 111.4 Bcf. These helium resources are further divided into depleting and nondepleting, with the helium in storage being in a separate classification. The depleting resources are those associated with natural gasfields that are, or will be, produced for the natural gas they contain. Almost all of the helium in potential (probable, possible, and speculative) natural gas resources is included in this classification. These depleting resources are estimated to contain 775 Bcf of the total helium resource base.

  18. 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.

  19. Managing Natural Resources for Sustainable Livelihoods : Uniting ...

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

    Couverture du livre Managing Natural Resources for Sustainable Livelihoods : Uniting Science and Participation ... Il donne des idées afin que la recherche soit participative tout en restant rigoureuse et dans le domaine de la science biologique de haute qualité, en conservant différentes formes de participation et des ...

  20. Teachers Environmental Resource Unit: Energy and Power.

    Science.gov (United States)

    Bemiss, Clair W.

    Problems associated with energy production and power are studied in this teacher's guide to better understand the impact of man's energy production on the environment, how he consumes energy, and in what quantities. The resource unit is intended to provide the teacher with basic information that will aid classroom review of these problems. Topics…

  1. Phosphate rock resources of the United States

    Science.gov (United States)

    Cathcart, James Bachelder; Sheldon, Richard Porter; Gulbrandsen, Robert A.

    1984-01-01

    In 1980, the United States produced about 54 million tons of phosphate rock, or about 40 percent of the world's production, of which a substantial amount was exported, both as phosphate rock and as chemical fertilizer. During the last decade, predictions have been made that easily ruinable, low-cost reserves of phosphate rock would be exhausted, and that by the end of this century, instead of being a major exporter of phosphate rock, the United States might become a net importer. Most analysts today, however, think that exports will indeed decline in the next one or two decades, but that resources of phosphate are sufficient to supply domestic needs for a long time into the future. What will happen in the future depends on the actual availability of low-cost phosphate rock reserves in the United States and in the world. A realistic understanding of future phosphate rock reserves is dependent on an accurate assessment, now, of national phosphate rock resources. Many different estimates of resources exist; none of them alike. The detailed analysis of past resource estimates presented in this report indicates that the estimates differ more in what is being estimated than in how much is thought to exist. The phosphate rock resource classification used herein is based on the two fundamental aspects of a mineral resource(l) the degree of certainty of existence and (2) the feasibility of economic recovery. The comparison of past estimates (including all available company data), combined with the writers' personal knowledge, indicates that 17 billion metric tons of identified, recoverable phosphate rock exist in the United States, of which about 7 billion metric tons are thought to be economic or marginally economic. The remaining 10 billion metric tons, mostly in the Northwestern phosphate district of Idaho, are considered to be subeconomic, ruinable when some increase in the price of phosphate occurs. More than 16 billion metric tons probably exist in the southeastern

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

    OpenAIRE

    FURUOKA, Fumitaka

    2015-01-01

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

  3. 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,…

  4. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    stemming from human resources - such as insight, understanding, creativity, and action - are inherently important to all innovation processes. The chapter also suggests a tentative conceptual and analytical framework for studying human resources and their development within a system of innovation approach......, as well as they indicate that introduction of highly educated labour with ‘other' academic qualifications, e.g. from social and human sciences, significantly increases the likelihood of important organisational changes, technological upgrades, and product/service innovation in small firms.      Chapter 6...... is concerned with the latter of the two different causalities mentioned in chapter 4, and it argues that innovation and upgrading changes, as e.g. important organisational or technological changes, need to be integrated in small firms through creation of new routines and contexts conditions and, as such...

  5. Reorganizing and restructuring the human resources function

    OpenAIRE

    Alexandrina Mirela, Stan

    2010-01-01

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

  6. Natural Resources and Human Impact

    Science.gov (United States)

    Starkel, Leszek

    2016-01-01

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

  7. Domestic Violence, 1978; Hearings Before the Subcommittee On Child and Human Development of the Committee on Human Resources, United States Senate, Ninety-Fifty Congress, Second Session.

    Science.gov (United States)

    Congress of the U.S., Washington, DC. Senate Committee on Human Resources.

    This volume contains the transcripts from the 1978 Congressional hearings from the subcommittee on child and human development. Major topics focus on domestic violence and relevant legislation. Witnesses represented such organizaitons as State Departments of Health, Education and Welfare, the U.S. Senate, Comission on the Status of Women and the…

  8. Population and human resources development.

    Science.gov (United States)

    Jones, G W

    1992-06-01

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

  9. 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.

  10. Low resource ventilation unit; Ressourcebesparende ventilationsenhed

    Energy Technology Data Exchange (ETDEWEB)

    Drivsholm, C.

    2012-03-15

    In the project a resource-saving ventilation device was developed which is based on the use of a regenerator and a reversible air flow. The regenerator is placed in the building envelope, and the concept works in the way that the heat in the air during ventilation is stored in the regenerator and brought back into the building by a reversible air change. The heated air is blown from inside the building out through the regenerator. In this way the regenerator accumulates the heat in the air. Over a period of 30-120 seconds, the regenerator capacity is utilized. When the regenerator cannot be further heated, the air flow is reversed and there is now blown cold air through the regenerator. Thereby the heat from the regenerator is released to the cold fresh air. Thus, the fresh air brings heat back into the building, whereby the air is replaced with a limited heat loss. Ventilation with a regenerator is described as micro-ventilation. The developed micro-ventilation unit was tested by the Danish Technological Institute. The test results shows that the unit performs according to expectations: 1) The heat recovery is 85%; 2) The flow through the unit is 80m3 per hour in a 5 section unit; 3) The noise level is 30 db(A) in a representative room; 4) The energy consumption is <300 J/m3. The unit is introduced into the market, and the first plants have been sold. (LN)

  11. Human Resources Management and Organizational Politics

    OpenAIRE

    Aspiannor Masrie; Seniwati

    2010-01-01

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

  12. 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 ...

  13. Developing Global Human Resource Strategies

    OpenAIRE

    Mueller, Hans-Erich

    2001-01-01

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

  14. The Nature of Effective Human Resource Planning.

    Science.gov (United States)

    Don, Daniel; Kleiner, Brian H.

    1991-01-01

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

  15. 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...

  16. 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…

  17. 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.

  18. Dementia care worker stress associations with unit type, resident, and work environment characteristics: a cross-sectional secondary data analysis of the Swiss Nursing Homes Human Resources Project (SHURP).

    Science.gov (United States)

    Vogel, Barbara; De Geest, Sabina; Fierz, Katharina; Beckmann, Sonja; Zúñiga, Franziska

    2017-03-01

    Although caring for residents with dementia in nursing homes is associated with various stressors for care workers, the role of the unit type, and particularly the proportion of residents with dementia, remains unclear. This study aimed to explore associations between unit type and care worker stress, taking into account additional potential stressors. This cross-sectional study was a secondary data analysis in the Swiss Nursing Homes Human Resources Project, which included data from 3,922 care workers from 156 Swiss nursing homes. Care workers' stress was measured with a shortened version of the Health Professions Stress Inventory. Generalized estimating equation models were used to assess care worker stress and its relationships with three unit types (special care units and others with high or low proportions of residents with dementia), work environment factors, and aggressive resident behavior. After including all potential stressors in the models, no significant differences between the three unit types regarding care worker stress were found. However, increased care worker stress levels were significantly related to lower ratings of staffing and resources adequacy, the experience of verbal aggression, and the observation of verbal or physical aggression among residents. Although the unit type plays only a minor role regarding care worker stress, this study confirms that work environment and aggressive behavior of residents are important factors associated with work-related stress. To prevent increases of care worker stress, interventions to improve the work environment and strengthen care workers' ability to cope with aggressive behavior are suggested.

  19. Timing of nurses activities: human resources management

    Directory of Open Access Journals (Sweden)

    Hamid Hosein Poor

    2016-11-01

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

  20. Strategic human resource management practices and ...

    African Journals Online (AJOL)

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

  1. HUMAN RESOURC EVALUATION: THE INDIAN EXPERIENCE

    National Research Council Canada - National Science Library

    Sandeep

    2012-01-01

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

  2. 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…

  3. 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…

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

    OpenAIRE

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

    2009-01-01

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

  5. PERSONNEL DIVISION BECOMES HUMAN RESOURCES DIVISION

    CERN Multimedia

    Division des ressources humaines

    2000-01-01

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

  6. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-12-01

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

  7. 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...

  8. Forest Resources of the United States, 2007

    Science.gov (United States)

    W. Brad, tech. coord. Smith; Patrick D., data coord. Miles; Charles H., map coord. Perry; Scott A., Data CD coord. Pugh

    2009-01-01

    Forest resource statistics from the 2000 Resources Planning Act (RPA) Assessment were updated to provide current information on the Nation's forests. Resource tables present estimates of forest area, volume, mortality, growth, removals, and timber products output in various ways, such as by ownership, region, or State. Current resource data and trends are analyzed...

  9. 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.

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

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

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

  11. 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…

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

    National Research Council Canada - National Science Library

    Marius Emil Patrichi

    2015-01-01

    .... This is more obvious in the human resource domain than in any other area. In the competition to recruit and retain quality personnel, the military organizations should strategically align the human resource management to the overall strategy...

  13. 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…

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

    African Journals Online (AJOL)

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

  15. Linking Career Development and Human Resource Planning.

    Science.gov (United States)

    Gutteridge, Thomas G.

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

  16. Human Resource Administration in Catholic School Systems.

    Science.gov (United States)

    Dobzanski, Joan L.

    2000-01-01

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

  17. Economics and Human Resource Development: A Rejoinder

    Science.gov (United States)

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

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

  18. Human Resource Function Competencies in European Companies

    NARCIS (Netherlands)

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

    2004-01-01

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

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

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

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

  20. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

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

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

    Directory of Open Access Journals (Sweden)

    BORCOȘI CORINA ANA

    2015-12-01

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

  2. Resource management: Hotel Zira human resource management department analysis

    Directory of Open Access Journals (Sweden)

    Petrović Jelena

    2015-01-01

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

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

    Science.gov (United States)

    Tonks, P; Flanagan, H

    1994-01-01

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

  4. MANAGEMENT OF HUMAN RESOURCES IN TOURISM

    OpenAIRE

    Sandra Herman

    2015-01-01

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

  5. 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.

  6. Managing Natural Resources for Sustainable Livelihoods: Uniting ...

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

    2003-07-31

    Jul 31, 2003 ... Managing Natural Resources for Sustainable Livelihoods analyses and extends this premise to show unequivocally that the process of research for improving natural resource management must incorporate participatory and user-focused approaches, leading to development based on the needs and ...

  7. Managing Natural Resources for Sustainable Livelihoods: Uniting ...

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

    31 juil. 2003 ... Management of local resources has a greater chance of a sustainable outcome when there is partnership between local people and external agencies, and agendas relevant to their aspirations and circumstances. Managing Natural Resources for Sustainable Livelihoods analyses and extends this premise ...

  8. ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

    OpenAIRE

    Nicoleta, BELU; Alina, VOICULEȚ

    2014-01-01

    The strategic planning of human resources is an ongoing process closely connected to the mission, vision and goals of an organization. The need for strategic planning arises from the dynamism of social and economic life, with a proactive approach in any type of organization. The role of strategic planning of human resources is to "ensure the right man in the right place at the right time", as a human resource is the only one with a creative and innovative effect. Thus, there is a synergistic ...

  9. 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

  10. 2016 Offshore Wind Energy Resource Assessment for the United States

    Energy Technology Data Exchange (ETDEWEB)

    Musial, Walt [National Renewable Energy Lab. (NREL), Golden, CO (United States); Heimiller, Donna [National Renewable Energy Lab. (NREL), Golden, CO (United States); Beiter, Philipp [National Renewable Energy Lab. (NREL), Golden, CO (United States); Scott, George [National Renewable Energy Lab. (NREL), Golden, CO (United States); Draxl, Caroline [National Renewable Energy Lab. (NREL), Golden, CO (United States)

    2016-09-01

    This report, the 2016 Offshore Wind Energy Resource Assessment for the United States, was developed by the National Renewable Energy Laboratory, and updates a previous national resource assessment study, and refines and reaffirms that the available wind resource is sufficient for offshore wind to be a large-scale contributor to the nation's electric energy supply.

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

    African Journals Online (AJOL)

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

  12. Human Resource Planning for Equity and Efficiency.

    Science.gov (United States)

    Martin, Ann M.

    1982-01-01

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

  13. 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)...

  14. human resource management for sustainable microfinance ...

    African Journals Online (AJOL)

    Ada

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

  15. 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....

  16. 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

  17. Towards Improved Human Resource Development In Nigeria ...

    African Journals Online (AJOL)

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

  18. 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 ...

  19. 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...

  20. 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.

  1. HUMAN RESOURCES MANAGEMENT IN SPORTS ORGANIZATIONS

    OpenAIRE

    Breznik, Mihaela

    2015-01-01

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

  2. 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...

  3. Human Resource Development in Construction Industry

    OpenAIRE

    Behnam Neyerstani

    2014-01-01

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

  4. HUMAN RESOURCE MANAGEMENT PRACTICES IN BRAZILIAN COMPANIES

    OpenAIRE

    Li, Y.

    2017-01-01

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

  5. Human Resource Models: An Overview.

    Science.gov (United States)

    1982-11-01

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

  6. Managing Natural Resources for Sustainable Livelihoods : Uniting ...

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

    La gestion des ressources locales a plus de chance d'obtenir des résultats durables quand il existe un partenariat entre la population locale et les organismes externes, ainsi que des programmes répondant à leurs aspirations et aux circonstances dans lesquelles ils évoluent. Managing Natural Resources for Sustainable ...

  7. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

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

    2007-01-01

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

  8. Timber resource of Minnesota's Prairie unit, 1977.

    Science.gov (United States)

    Jerold T. Hahn; W. Brad Smith

    1980-01-01

    The fourth inventory of Minnesota's Prairie Unit shows that although commercial forest area decreased 31.7% between 1962 and 1977, growing-stock volume increased 22%. This report gives statistical highlights and contains detailed tables of forest area as well as timber volume, growth, mortality, ownership, and use.

  9. Human Resources Management Value in Knowledge-Based Society

    OpenAIRE

    Lobanova, Liudmila

    2009-01-01

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

  10. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

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

    2016-05-01

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

  11. A new approach for measuring human resource accounting

    National Research Council Canada - National Science Library

    Bavali, Esmat; Jokar, Iman

    2014-01-01

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

  12. 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.

  13. CERN HUMAN RESOURCES 2002 REPORT NOW AVAILABLE

    CERN Multimedia

    Human Resources Division

    2002-01-01

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

  14. 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.

  15. Managing Human Resource Learning for Innovation

    DEFF Research Database (Denmark)

    Nielsen, Peter

    in organizations and work is approached without considerations on how to integrate it in the management of human resources. The book investigates the empirical conditions for managing human resources learning for innovation. With focus on innovative performance the importance of modes of innovation, clues......Managing human resource learning for innovation develops a systemic understanding of building innovative capabilities. Building innovative capabilities require active creation, coordination and absorption of useful knowledge and thus a cohesive management approach to learning. Often learning...... for organizing learning and ways of utilizing employee knowledge are considered as main challenges. Identification of principles and management instruments are based on research, which means generated form theoretical knowledge and empirical panel data covering firms from the private urban sector in Denmark...

  16. Visiting An "Egg Factory" on the Farm: A Resource Unit.

    Science.gov (United States)

    Ediger, Marlow

    The resource unit indicates how elementary school teachers can use contemporary poultry farming to teach the concepts of change and specialization in American society and to show the effects of automation of American farms. The unit lists general objectives for students: to develop an understanding of farm specialization, especially in egg…

  17. Living with Volcanoes: Year Eleven Teaching Resource Unit.

    Science.gov (United States)

    Le Heron, Kiri; Andrews, Jill; Hooks, Stacey; Larnder, Michele; Le Heron, Richard

    2000-01-01

    Presents a unit on volcanoes and experiences with volcanoes that helps students develop geography skills. Focuses on four volcanoes: (1) Rangitoto Island; (2) Lake Pupuke; (3) Mount Smart; and (4) One Tree Hill. Includes an answer sheet and resources to use with the unit. (CMK)

  18. Timber resource of Wisconsin's Central Survey Unit, 1983.

    Science.gov (United States)

    Jerold T. Hahn

    1985-01-01

    The timber resource of the Central Wisconsin Survey Unit increased 4.2% in commercial forest area and increased 75% in growing-stock volume between 1968 and 1983. Highlights and statistics from the fourth inventory of this unit are presented for area, volume, growth, mortality, removals, utilization, and biomass.

  19. Housing and Home Furnishings Resource Unit. Landscaping the Homegrounds.

    Science.gov (United States)

    Barnett, Ruby S.

    This resource unit, a supplement to the housing and home furnishings curriculum guide (see related note), was designed to help secondary education home economics teachers plan student learning experiences pertaining to the landscaping of a family's home grounds. The unit contains one page for each of nine principle topics, with each topic…

  20. 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".

  1. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

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

  2. 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.

  3. 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.

  4. Human Resources for Health Challenges in Nigeria and Nurse Migration.

    Science.gov (United States)

    Salami, Bukola; Dada, Foluke O; Adelakun, Folake E

    2016-05-01

    The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries. © The Author(s) 2016.

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

    African Journals Online (AJOL)

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

  6. Managing human resources to improve employee retention.

    Science.gov (United States)

    Arnold, Edwin

    2005-01-01

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

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

    Science.gov (United States)

    Reilly, Peter

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

  8. 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.

  9. Integrating Oracle Human Resources with Other Modules

    Science.gov (United States)

    Sparks, Karl; Shope, Shawn

    1998-01-01

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    User

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

  14. Retention practices in education human resources management

    African Journals Online (AJOL)

    Erna Kinsey

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

  15. Human resources for health in Europe

    National Research Council Canada - National Science Library

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

    2006-01-01

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

  16. Human resources in home care in Europe.

    NARCIS (Netherlands)

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

    2010-01-01

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

  17. Human Resources in Academe: Challenge for Leadership

    Science.gov (United States)

    Burns, Dorothy M.

    1978-01-01

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    User

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

  3. 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

  4. Human resource management for sustainable microfinance ...

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

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

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

  8. Forest resources of the United States, 2002: mapping the renewable resource planning act data

    Science.gov (United States)

    Cassandra M. Kurtz; Daniel J. Kaisershot; Dale D. Gormanson; Jeffery S. Wazenegger

    2009-01-01

    Forest Inventory and Analysis (FIA), a national program of the Forest Service, U.S. Department of Agriculture conducts and maintains comprehensive inventories of the forest resources in the United States. The Forest and Rangeland Renewable Resources Planning Act (RPA) of 1974 mandates a comprehensive assessment of past trends, current status, and the future potential...

  9. Human milk: an invisible food resource.

    Science.gov (United States)

    Hatløy, A; Oshaug, A

    1997-12-01

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

  10. Shared resource control between human and computer

    Science.gov (United States)

    Hendler, James; Wilson, Reid

    1989-01-01

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

  11. Formation of compensation mechanism of regional enterprises’ human resources regeneration in the labor potential development system

    OpenAIRE

    Alexeev, I.; Voloshyn, O.

    2013-01-01

    The article substantiates the formation principles of administration bodies in implementation of compensation mechanism of human resources regeneration. It defines stages of the preparatory period of forming administration bodies of human resources regeneration with the primary units for training and exploitation of human resources, for which was designed the organizational structure of enterprise’s personnel departments subdivisions. A model of a compensation mechanism for regeneration...

  12. Human Resource Management in Chinese manufacturing companies

    Directory of Open Access Journals (Sweden)

    Martin Čech

    2016-03-01

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

  13. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    Directory of Open Access Journals (Sweden)

    Zoltan-Bela FARKAS

    2014-06-01

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

  14. The University Council for Workforce and Human Resource Education: Its History, Purpose, and Activities

    Science.gov (United States)

    Johnson, Scott D.; Martinez, Reynaldo L., Jr.

    2009-01-01

    This article features the University Council for Workforce and Human Resource Education, a nonprofit organization representing leading United States universities that offer graduate programs in career and technical education (CTE) and human resource development (HRD). The mission of the Council is to be a recognized force in shaping the future of…

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

    Science.gov (United States)

    Öztürk, Sevim

    2016-01-01

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

  16. Human resource management in international organizations

    OpenAIRE

    Sonja Treven

    2001-01-01

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

  17. Human resource management in the PMO

    OpenAIRE

    Kelly, David

    2014-01-01

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

  18. International human resources management challenges and changes

    CERN Document Server

    2015-01-01

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

  19. Human Resource Management in contemporary transnational companies

    OpenAIRE

    Cappellen, Tineke; Zanoni, Patrizia; Janssens, Maddy

    2011-01-01

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

  20. 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...

  1. Timber resource of Michigan's Southern Lower Peninsula Unit, 1980.

    Science.gov (United States)

    Jerold T. Hahn

    1982-01-01

    The fourth inventory of the timber resource of Michigan's Southern Lower Peninsula Survey Unit shows a 12% decline in commercial forest area and a 26% gain in growing-stock volume between 1966 and 1980. Presented are highlights and statistics on area, volume, growth, mortality, removals, utilization, and biomass.

  2. Timber resource of Wisconsin's Northwest Survey Unit, 1983.

    Science.gov (United States)

    W. Brad Smith

    1984-01-01

    The fourth inventory of the timber resource of the Northwest Wisconsin Survey Unit shows a 1.8% decline in commercial forest area and a 36% gain in growing-stock volume between 1968 and 1983. Presented are highlights and statistics on area, volume, growth, mortality, removals, utilization, and biomass.

  3. Resource Unit on Egypt for the Intermediate Grades.

    Science.gov (United States)

    Husbands, Kenneth; Taylor, Bob

    Resources for teaching about modern and ancient Egypt are provided in this guide for intermediate grade social studies teachers. Material includes: a detailed outline for a unit on Egypt which contains a geographic overview followed by sections on the Nile River Valley, agriculture, the pharaohs, religion, architecture, science, hieroglyphics,…

  4. 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...

  5. 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 ...

  6. Modifcation and Improvement of Human Resource Management System in Metallurgical Enterprise

    OpenAIRE

    R. Prusak; Waszkielewicz, W.; A. Kulawik

    2007-01-01

    In this paper the example of methodic of proceeding in analysis and modification of human resource management system are presented. Besides results of research carried on analyzed question on the example of chosen unit of metallurgical enterprise are discussed.

  7. The Auto Industry. Grade Nine. Resource Unit (Unit IV). Project Social Studies.

    Science.gov (United States)

    Minnesota Univ., Minneapolis. Project Social Studies Curriculum Center.

    Unit four of this curriculum plan for ninth grade social studies outlines a study of the automobile industry in the United States. Objectives state the desired generalizations, skills, and attitudes to be developed. A condensed outline of course content precedes expanded guidelines for teaching procedures and suggested resource materials. A…

  8. Strategies to Reduce Hunger in America. Hearing before the Committee on Labor and Human Resources. United States Senate, Ninety-ninth Congress, Second Session on Oversight on Strategies to Reduce Hunger in America.

    Science.gov (United States)

    Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

    This document is a transcript of testimony given to the Senate Committee on Labor and Human Resources. Strategies to reduce hunger in America are described and analyzed in the wake of proposed legislation, the Hunger Relief Act of 1986. Testimony is given on the following topics: (1) the Food Stamp Program; (2) supplemental food programs; (3)…

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

    Science.gov (United States)

    Lipiec, Jacek

    2001-01-01

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

  10. 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

  11. An investigation on factors influencing on human resources productivity

    National Research Council Canada - National Science Library

    Masoumeh Seifi Divkolaii

    2014-01-01

    Human resources development is one of the most important components of any organization and detecting important factors influencing on human resources management plays essential role on the success of the firms...

  12. Human Resource Management Practices and Innovation

    DEFF Research Database (Denmark)

    Laursen, Keld; Foss, Nicolai Juul

    2014-01-01

    This article surveys, organizes, and critically discusses the literature on the role of human resource practices for explaining innovation outcomes. We specifically put an emphasis on what is often called ‘new’ or ‘modern’ HRM practices—practices that imply high levels of delegation of decisions...... discuss various possible moderators and mediators of the HRM/innovation link, such as the type of knowledge involved (tacit/codified), knowledge sharing, social capital, and network effects. We argue—despite substantial progress made in the pertinent literature—that the precise causal mechanisms...

  13. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

    The case included in this paper is based on a real life case in Ericsson Denmark. The innovation project is described from its start in summer 1997 to the end of 2001. This is a unique case study in more than one respect. The first author has collected the data and written all the logbooks during...... (Internet technology), which transcends the traditional business of the company in question. It illustrates what goes wrong when innovative human resources do not succeed in becoming integrated into the rest of the host organization and therefore may become trapped by their own passion in a position as self...

  14. Human Resources and the Competitive Organizational Management

    Directory of Open Access Journals (Sweden)

    Viorel Lefter

    2006-01-01

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

  15. Employee satisfaction analysis with human resource index

    Directory of Open Access Journals (Sweden)

    Luhur Prayogo

    2017-05-01

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

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

    OpenAIRE

    Desmond, Elizabeth; Briggs, Francis

    2014-01-01

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

  17. A new approach for measuring human resource accounting

    OpenAIRE

    Esmat Bavali; Iman Jokar

    2014-01-01

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

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

    Science.gov (United States)

    2010-04-01

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

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

    African Journals Online (AJOL)

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

  20. Toward Strategic Human Resource Management in the Central Office

    Science.gov (United States)

    Mosley Linhardt, Heather LeAnn

    2011-01-01

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

  1. Cracking the Labor Market for Human Resource Planning.

    Science.gov (United States)

    Sum, Andy; And Others

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

  2. 16 CFR 1000.22 - Office of Human Resources Management.

    Science.gov (United States)

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Office of Human Resources Management. 1000.22 Section 1000.22 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the...

  3. 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..

  4. Timber resource statistics for the Sitka inventory unit, Alaska, 1971.

    Science.gov (United States)

    Willem W.S. Van Hees; Vernon J. LaBau

    1983-01-01

    This report summarizes a 1971 timber resource inventory of the Sitka unit in southeast Alaska. Estimates for timberland total 821,700 acres (332 500 ha) with 4.8 billion cubic feet (137.6 million m3) of net growing stock volume. Annual net growth is estimated at -36.8 million cubic feet and mortality at 59.7 million cubic feet (-1.0 and 1.7...

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

    OpenAIRE

    Susilo H.; Astuti E.S.; Wiyata

    2017-01-01

    The challenge of Human Resource Management in Higher Education Institutions is how to plan, organize, and assess the performance of human resources so as to contribute as much as possible to the achievement of high quality education objectives. To answer these challenges, the role of Human Resources Information System (HRIS) is needed to facilitate leadership both at the university and faculty level in preparing the needs planning and utilizing the advantages of human resources. This study ai...

  6. Human Rights in the United Kingdom.

    Science.gov (United States)

    British Information Service, New York, NY. Reference Div.

    This pamphlet uses the Articles of the United Nations Universal Declaration of Human Rights as a framework within which to describe legal safeguards of individual rights in the United Kingdom. Under each article of the Declaration, a historical perspective of the tradition of civil liberties is provided, as are descriptions of recent trends and…

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

    Directory of Open Access Journals (Sweden)

    Johnson Sarah

    2009-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

  9. State Policies on Human Capital Resource Management: 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 &…

  10. 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 &…

  11. 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 &…

  12. 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 &…

  13. 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 &…

  14. 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 &…

  15. Quantifying the undiscovered geothermal resources of the United States

    Science.gov (United States)

    Williams, Colin F.; Reed, Marshall J.; DeAngelo, Jacob; Galanis, S. Peter

    2009-01-01

    In 2008, the U.S. Geological Survey (USGS) released summary results of an assessment of the electric power production potential from the moderate- and high-temperature geothermal resources of the United States (Williams et al., 2008a; USGS Fact Sheet 2008-3082; http://pubs.usgs.gov/fs/2008/3082). In the assessment, the estimated mean power production potential from undiscovered geothermal resources is 30,033 Megawatts-electric (MWe), more than three times the estimated mean potential from identified geothermal systems: 9057 MWe. The presence of significant undiscovered geothermal resources has major implications for future exploration and development activities by both the government and private industry. Previous reports summarize the results of techniques applied by the USGS and others to map the spatial distribution of undiscovered resources. This paper describes the approach applied in developing estimates of the magnitude of the undiscovered geothermal resource, as well as the manner in which that resource is likely to be distributed among geothermal systems of varying volume and temperature. A number of key issues constrain the overall estimate. One is the degree to which characteristics of the undiscovered resources correspond to those observed among identified geothermal systems. Another is the evaluation of exploration history, including both the spatial distribution of geothermal exploration activities relative to the postulated spatial distribution of undiscovered resources and the probability of successful discoveries from the application of standard geothermal exploration techniques. Also significant are the physical, chemical, and geological constraints on the formation and longevity of geothermal systems. Important observations from this study include the following. (1) Some of the largest identified geothermal systems, such as The Geysers vapor-dominated system in northern California and the diverse geothermal manifestations found in Yellowstone

  16. Critical mineral resources of the United States—An introduction

    Science.gov (United States)

    Schulz, Klaus J.; DeYoung, John H.; Seal, Robert R.; Bradley, Dwight C.; Schulz, Klaus J.; DeYoung, John H.; Seal, Robert R.; Bradley, Dwight C.

    2017-12-19

    Many changes have taken place in the mineral resource sector since the publication by the U.S. Geological Survey of Professional Paper 820, “United States Mineral Resources,” which is a review of the long-term United States resource position for 65 mineral commodities or commodity groups. For example, since 1973, the United States has continued to become increasingly dependent on imports to meet its demands for an increasing number of mineral commodities. The global demand for mineral commodities is at an alltime high and is expected to continue to increase, and the development of new technologies and products has led to the use of a greater number of mineral commodities in increasing quantities to the point that, today, essentially all naturally occurring elements have several significant industrial uses. Although most mineral commodities are present in sufficient amounts in the earth to provide adequate supplies for many years to come, their availability can be affected by such factors as social constraints, politics, laws, environmental regulations, land-use restrictions, economics, and infrastructure.This volume presents updated reviews of 23 mineral commodities and commodity groups viewed as critical to a broad range of existing and emerging technologies, renewable energy, and national security. The commodities or commodity groups included are antimony, barite, beryllium, cobalt, fluorine, gallium, germanium, graphite, hafnium, indium, lithium, manganese, niobium, platinum-group elements, rare-earth elements, rhenium, selenium, tantalum, tellurium, tin, titanium, vanadium, and zirconium. All these commodities have been listed as critical and (or) strategic in one or more of the recent studies based on assessed likelihood of supply interruption and the possible cost of such a disruption to the assessor. For some of the minerals, current production is limited to only one or a few countries. For many, the United States currently has no mine production or any

  17. The United Nations Human Space Technology Initiative (HSTI)

    CERN Document Server

    Ochiai, M; Niu, A; Haubold, H; Balogh, W; Doi, T

    2012-01-01

    The Human Space Technology Initiative (HSTI) has been launched under the framework of the United Nations Programme on Space Applications with its aims of promoting international cooperation in human spaceflight and space exploration-related activities; creating awareness among United Nations Member States on the benefits of utilizing human space technology and its applications; and building capacity in microgravity education and research. The International Space Station (ISS), being operational with a permanent crew of six (6), is an unprecedented facility for research on science and technology and can be regarded as one of the greatest resources for humankind to explore space. The HSTI seeks to promote human space technology and to expand ISS utilization. This report describes the background, objectives, and current three-year work plan of HSTI which is composed of organizing expert meetings, seminars, and workshops as well as building capacity by distributing educational materials and zero-gravity experimen...

  18. Are human resource professionals strategic business partners?

    DEFF Research Database (Denmark)

    Chiu, Randy; Selmer, Jan

    2011-01-01

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

  19. Human Resource Outsourcing: Lesson from Multinational Enterprises

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul Halim

    2011-03-01

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

  20. Biographical approach to human resource management

    Directory of Open Access Journals (Sweden)

    Ratković-Njegovan Biljana

    2015-01-01

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

  1. Electronic human resource management: Enhancing or entrancing?

    Directory of Open Access Journals (Sweden)

    Paul Poisat

    2017-01-01

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

  2. HUMAN RESOURCES MANAGEMENT SYSTEM IN A MUNICIPAL ADMINISTRATION

    OpenAIRE

    Mincho Vasilev

    2016-01-01

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

  3. Improvement of Human Resource Management CASE: Okey markets

    OpenAIRE

    Bogdanov, Yury

    2015-01-01

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

  4. Characterization of wind power resource in the United States

    Directory of Open Access Journals (Sweden)

    U. B. Gunturu

    2012-10-01

    Full Text Available Wind resource in the continental and offshore United States has been reconstructed and characterized using metrics that describe, apart from abundance, its availability, persistence and intermittency. The Modern Era Retrospective-Analysis for Research and Applications (MERRA boundary layer flux data has been used to construct wind profile at 50 m, 80 m, 100 m, 120 m turbine hub heights. The wind power density (WPD estimates at 50 m are qualitatively similar to those in the US wind atlas developed by the National Renewable Energy Laboratory (NREL, but quantitatively a class less in some regions, but are within the limits of uncertainty. The wind speeds at 80 m were quantitatively and qualitatively close to the NREL wind map. The possible reasons for overestimation by NREL have been discussed. For long tailed distributions like those of the WPD, the mean is an overestimation and median is suggested for summary representation of the wind resource.

    The impact of raising the wind turbine hub height on metrics of abundance, persistence, variability and intermittency is analyzed. There is a general increase in availability and abundance of wind resource but there is an increase in intermittency in terms of level crossing rate in low resource regions.

  5. Humans in Biogeophysical Models: Colonial Period Human-Environment Interactions in the Northeastern United States

    Science.gov (United States)

    Parolari, A.; Greco, F.; Green, M.; Lally, M.; Hermans, C.

    2008-12-01

    Earth system models increasingly require representation of human activities and the important role they play in the environment. At the most fundamental level, human decisions are driven by the need to acquire basic resources - nutrients, energy, water, and space - each derived from the biogeophysical setting. Modern theories in Ecological Economics place these basic resources at the base of a consumption hierarchy (from subsistence to luxury resources) on which societies and economies are built. Human decisions at all levels of this hierarchy are driven by dynamic environmental, social, and economic factors. Therefore, models merging socio-economic and biogeophysical dynamics are required to predict the evolving relationship between humans and the hydrologic cycle. To provide an example, our study focuses on changes to the hydrologic cycle during the United States colonial period (1600 to 1800). Both direct, intentional, human water use (e.g. water supply, irrigation, or hydropower) and indirect, unintentional effects resulting from the use of other resources (e.g. deforestation or beaver trapping) are considered. We argue that water was not the limiting resource to either the Native or Colonist population growth. However, food and tobacco production and harvesting of beaver pelts led to indirect interventions and consequent changes in the hydrologic cycle. The analysis presented here suggests the importance of incorporating human decision- making dynamics with existing geophysical models to fully understand trajectories of human-environment interactions. Predictive tools of this type are critical to characterizing the long-term signature of humans on the landscape and hydrologic cycle.

  6. Sudden Infant Death Syndrome Act Extension, 1978. Hearing Before the Subcommittee on Child and Human Development of the Committee on Human Resources, United States Senate, Ninety-Fifth Congress, Second Session, on S. 2523, March 1, 1978.

    Science.gov (United States)

    Congress of the U.S., Washington, DC. Senate Committee on Human Resources.

    This document presents the hearings before the Subcommittee on Child and Human Development on the enactment of the Sudden Infant Death Syndrome (SIDS) Act Extension of 1978. The purpose of the hearing was to determine the effectiveness of the SIDS program which was established by Public Law 93-270, to determine how it can be improved or expanded,…

  7. A new approach for measuring human resource accounting

    Directory of Open Access Journals (Sweden)

    Esmat Bavali

    2014-06-01

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

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

    NARCIS (Netherlands)

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

    2001-01-01

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

  9. Phenology research for natural resource management in the United States.

    Science.gov (United States)

    Enquist, Carolyn A F; Kellermann, Jherime L; Gerst, Katharine L; Miller-Rushing, Abraham J

    2014-05-01

    Natural resource professionals in the United States recognize that climate-induced changes in phenology can substantially affect resource management. This is reflected in national climate change response plans recently released by major resource agencies. However, managers on-the-ground are often unclear about how to use phenological information to inform their management practices. Until recently, this was at least partially due to the lack of broad-based, standardized phenology data collection across taxa and geographic regions. Such efforts are now underway, albeit in very early stages. Nonetheless, a major hurdle still exists: phenology-linked climate change research has focused more on describing broad ecological changes rather than making direct connections to local to regional management concerns. To help researchers better design relevant research for use in conservation and management decision-making processes, we describe phenology-related research topics that facilitate "actionable" science. Examples include research on evolution and phenotypic plasticity related to vulnerability, the demographic consequences of trophic mismatch, the role of invasive species, and building robust ecological forecast models. Such efforts will increase phenology literacy among on-the-ground resource managers and provide information relevant for short- and long-term decision-making, particularly as related to climate response planning and implementing climate-informed monitoring in the context of adaptive management. In sum, we argue that phenological information is a crucial component of the resource management toolbox that facilitates identification and evaluation of strategies that will reduce the vulnerability of natural systems to climate change. Management-savvy researchers can play an important role in reaching this goal.

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

    Directory of Open Access Journals (Sweden)

    Asta Stankevičienė

    2015-02-01

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

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

    OpenAIRE

    Muslim, Erlinda; Firania, Frinda

    2016-01-01

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

  12. IMPROVING HUMAN RESOURCES REPORTING IN NON FOR PROFIT ORGANIZATIONS

    OpenAIRE

    Nicolae Todea1; Delia Corina Mihaltan2

    2013-01-01

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

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

    OpenAIRE

    Jaroslav NEKORANEC; Eva RÉVAYOVÁ

    2014-01-01

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

  14. Human resource management in crisis: motivation of employees

    OpenAIRE

    Sharaeva, Maria

    2016-01-01

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

  15. Human resources and their possible forensic meanings.

    Science.gov (United States)

    Russo, Andrea; Urlić, Ivan; Kasum, Josip

    2015-09-01

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

  16. The importance of human resources management in health care: a global context

    Directory of Open Access Journals (Sweden)

    Soriano Mark A

    2006-07-01

    Full Text Available Abstract Background This paper addresses the health care system from a global perspective and the importance of human resources management (HRM in improving overall patient health outcomes and delivery of health care services. Methods We explored the published literature and collected data through secondary sources. Results Various key success factors emerge that clearly affect health care practices and human resources management. This paper will reveal how human resources management is essential to any health care system and how it can improve health care models. Challenges in the health care systems in Canada, the United States of America and various developing countries are examined, with suggestions for ways to overcome these problems through the proper implementation of human resources management practices. Comparing and contrasting selected countries allowed a deeper understanding of the practical and crucial role of human resources management in health care. Conclusion Proper management of human resources is critical in providing a high quality of health care. A refocus on human resources management in health care and more research are needed to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes from and access to health care around the world.

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

    Directory of Open Access Journals (Sweden)

    Jaroslav NEKORANEC

    2014-04-01

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

  18. HUMAN RESOURCES MANAGEMENT SYSTEM IN A MUNICIPAL ADMINISTRATION

    National Research Council Canada - National Science Library

    Mincho Vasilev

    2016-01-01

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

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

    Science.gov (United States)

    Owen, Susan M

    2011-01-01

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

  20. Cost of wind energy: comparing distant wind resources to local resources in the midwestern United States.

    Science.gov (United States)

    Hoppock, David C; Patiño-Echeverri, Dalia

    2010-11-15

    The best wind sites in the United States are often located far from electricity demand centers and lack transmission access. Local sites that have lower quality wind resources but do not require as much power transmission capacity are an alternative to distant wind resources. In this paper, we explore the trade-offs between developing new wind generation at local sites and installing wind farms at remote sites. We first examine the general relationship between the high capital costs required for local wind development and the relatively lower capital costs required to install a wind farm capable of generating the same electrical output at a remote site,with the results representing the maximum amount an investor should be willing to pay for transmission access. We suggest that this analysis can be used as a first step in comparing potential wind resources to meet a state renewable portfolio standard (RPS). To illustrate, we compare the cost of local wind (∼50 km from the load) to the cost of distant wind requiring new transmission (∼550-750 km from the load) to meet the Illinois RPS. We find that local, lower capacity factor wind sites are the lowest cost option for meeting the Illinois RPS if new long distance transmission is required to access distant, higher capacity factor wind resources. If higher capacity wind sites can be connected to the existing grid at minimal cost, in many cases they will have lower costs.

  1. An imminent human resource crisis in ground water hydrology?

    Science.gov (United States)

    Stephens, Daniel B

    2009-01-01

    Anecdotal evidence, mostly from the United States, suggests that it has become increasingly difficult to find well-trained, entry-level ground water hydrologists to fill open positions in consulting firms and regulatory agencies. The future prospects for filling positions that require training in ground water hydrology are assessed by considering three factors: the market, the numbers of qualified students entering colleges and universities, and the aging of the existing workforce. The environmental and water resources consulting industry has seen continuous albeit variable growth, and demand for environmental scientists and hydrologists is expected to increase significantly. Conversely, students' interest and their enrollment in hydrology and water resources programs have waned in recent years, and the interests of students within these departments have shifted away from ground water hydrology in some schools. This decrease in the numbers of U.S. students graduating in hydrology or emphasizing ground water hydrology is coinciding with the aging of and pending retirement of ground water scientists and engineers in the baby boomer generation. We need to both trigger the imagination of students at the elementary school level so that they later want to apply science and math and communicate the career opportunities in ground water hydrology to those high school and college graduates who have acquired the appropriate technical background. Because the success of a consulting firm, research organization, or regulatory agency is derived from the skills and judgment of the employees, human resources will be an increasingly more critical strategic issue for many years.

  2. Ameliorating the effects of global crisis on human resources

    Directory of Open Access Journals (Sweden)

    Wilfred UKPERE

    2011-06-01

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

  3. United Nations Human Space Technology Initiative (HSTI)

    CERN Document Server

    Ochiai, M; Steffens, H; Balogh, W; Haubold, H J; Othman, M; Doi, T

    2015-01-01

    The Human Space Technology Initiative was launched in 2010 within the framework of the United Nations Programme on Space Applications implemented by the Office for Outer Space Affairs of the United Nations. It aims to involve more countries in activities related to human spaceflight and space exploration and to increase the benefits from the outcome of such activities through international cooperation, to make space exploration a truly international effort. The role of the Initiative in these efforts is to provide a platform to exchange information, foster collaboration between partners from spacefaring and non-spacefaring countries, and encourage emerging and developing countries to take part in space research and benefit from space applications. The Initiative organizes expert meetings and workshops annually to raise awareness of the current status of space exploration activities as well as of the benefits of utilizing human space technology and its applications. The Initiative is also carrying out primary ...

  4. Circum-Arctic Resource Appraisal (north of the Arctic Circle) Assessment Units

    Data.gov (United States)

    U.S. Geological Survey, Department of the Interior — The Assessment Unit is the fundamental unit used in the World Petroleum Resources Project. The Assessment Unit is defined within the context of the higher-level...

  5. Human resources evaluation in a marketing organization

    Directory of Open Access Journals (Sweden)

    Gutić Dragutin

    2009-01-01

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

  6. The Peculiarities of Human Resource Information Management Problems and Solutions

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2012-12-01

    Full Text Available The current article explores one of the traditional management functional areas of enterprises—human resources management and its multi-component information environments, components. The traditional enterprises, usually manufacturing-oriented enterprises, controlled according to the functions of the activity, when many operating divisions is specialized in carrying out some certain tasks, functions (i.e. every department or unit is focused on the specific information technology applications which are not integrated. But quick changes in the modern activity environment fosters enterprises to switch from the classical functional management approaches (i.e. non-effective databases that are of marginal use, duplicative of one another, and operational systems that cannot adequately provide important information for enterprise control towards more adaptive, contemporary information processing models, knowledge-based enterprises, process management (i.e. a computer-aided knowledge bases, automatic information exchange, structured and metadata-oriented way. As mentioned above, are the databases now really becoming increasingly unmanageable, non-effective? Slow information processing not only costs money, but also endangers competitiveness and makes users unhappy. However, it should be noted that every functional area, group of users of the enterprise, have their specific, purpose, subjects and management structure, otherwise they have different information needs, requirements. Therefore, organizational information systems need be constantly maintained and applied to their surroundings.This article presents and critically analyzes the theoretical, practical aspects of the human resources or employee and information management, i.e. the first introduces 1 the major problems of information management (e.g., data integration and interoperability of systems, why business users often don’t have direct access to the important business data; 2 the process

  7. The Peculiarities of Human Resource Information Management Problems and Solutions

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2013-02-01

    Full Text Available The current article explores one of the traditional management functional areas of enterprises—human resources management and its multi-component information environments, components. The traditional enterprises, usually manufacturing-oriented enterprises, controlled according to the functions of the activity, when many operating divisions is specialized in carrying out some certain tasks, functions (i.e. every department or unit is focused on the specific information technology applications which are not integrated. But quick changes in the modern activity environment fosters enterprises to switch from the classical functional management approaches (i.e. non-effective databases that are of marginal use, duplicative of one another, and operational systems that cannot adequately provide important information for enterprise control towards more adaptive, contemporary information processing models, knowledge-based enterprises, process management (i.e. a computer-aided knowledge bases, automatic information exchange, structured and metadata-oriented way. As mentioned above, are the databases now really becoming increasingly unmanageable, non-effective? Slow information processing not only costs money, but also endangers competitiveness and makes users unhappy. However, it should be noted that every functional area, group of users of the enterprise, have their specific, purpose, subjects and management structure, otherwise they have different information needs, requirements. Therefore, organizational information systems need be constantly maintained and applied to their surroundings. This article presents and critically analyzes the theoretical, practical aspects of the human resources or employee and information management, i.e. the first introduces 1 the major problems of information management (e.g., data integration and interoperability of systems, why business users often don’t have direct access to the important business data; 2 the process

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

    DEFF Research Database (Denmark)

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

    2013-01-01

    's own resources against others. We use a game theoretic “tug-of-war” model to predict that when such competition over personal resources is possible, players will contribute more towards a group resource, and also obtain higher payoffs from doing so. We test and find support for these predictions in two...... be avoided, and highlight unifying features in the evolution of cooperation and competition in human and non-human societies....

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

    African Journals Online (AJOL)

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

  10. 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 ...

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

    Science.gov (United States)

    Seyfarth, John T.

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

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

    Science.gov (United States)

    Jackson, Susan E.; Schuler, Randall S.

    1990-01-01

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

  13. 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,…

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

    Indian Academy of Sciences (India)

    This paper discusses the requirements of the human resource development programme for nuclear energy, the challenges in the way of its realization, its national and international status and traces the history of nuclear education in the country. It brings out the linkage of human resource development programme with the ...

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

    Science.gov (United States)

    Rebore, Ronald W.

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

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

    African Journals Online (AJOL)

    Nneka Umera-Okeke

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

  17. 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…

  18. 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…

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    NESG PUBLICATIONS

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

  1. 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…

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

    Lippitt, Gordon L., Ed.; And Others

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

  4. 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.

  5. 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.

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    OpenAIRE

    D. Charvatova; C.G. van der Veer

    2008-01-01

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

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

    African Journals Online (AJOL)

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

  10. 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...

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

    OpenAIRE

    Audia Junita

    2016-01-01

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

  12. Water energy resources of the United States with emphasis on low head/low power resources

    Energy Technology Data Exchange (ETDEWEB)

    Hall, Douglas G. [Idaho National Lab. (INL), Idaho Falls, ID (United States). Idaho National Engineering and Environmental Lab. (INEEL); Cherry, Shane J. [Idaho National Lab. (INL), Idaho Falls, ID (United States). Idaho National Engineering and Environmental Lab. (INEEL); Reeves, Kelly S. [Idaho National Lab. (INL), Idaho Falls, ID (United States). Idaho National Engineering and Environmental Lab. (INEEL); Lee, Randy D. [Idaho National Lab. (INL), Idaho Falls, ID (United States). Idaho National Engineering and Environmental Lab. (INEEL); Carroll, Gregory R. [Idaho National Lab. (INL), Idaho Falls, ID (United States). Idaho National Engineering and Environmental Lab. (INEEL); Sommers, Garold L. [Idaho National Lab. (INL), Idaho Falls, ID (United States). Idaho National Engineering and Environmental Lab. (INEEL); Verdin, Kristine L. [Idaho National Lab. (INL), Idaho Falls, ID (United States). Idaho National Engineering and Environmental Lab. (INEEL)

    2004-04-01

    Analytical assessments of the water energy resources in the 20 hydrologic regions of the United States were performed using state-of-the-art digital elevation models and geographic information system tools. The principal focus of the study was on low head (less than 30 ft)/low power (less than 1 MW) resources in each region. The assessments were made by estimating the power potential of all the stream segments in a region, which averaged 2 miles in length. These calculations were performed using hydrography and hydraulic heads that were obtained from the U.S. Geological Survey’s Elevation Derivatives for National Applications dataset and stream flow predictions from a regression equation or equations developed specifically for the region. Stream segments excluded from development and developed hydropower were accounted for to produce an estimate of total available power potential. The total available power potential was subdivided into high power (1 MW or more), high head (30 ft or more)/low power, and low head/low power total potentials. The low head/low power potential was further divided to obtain the fractions of this potential corresponding to the operating envelopes of three classes of hydropower technologies: conventional turbines, unconventional systems, and microhydro (less than 100 kW). Summing information for all the regions provided total power potential in various power classes for the entire United States. Distribution maps show the location and concentrations of the various classes of low power potential. No aspect of the feasibility of developing these potential resources was evaluated. Results for each of the 20 hydrologic regions are presented in Appendix A, and similar presentations for each of the 50 states are made in Appendix B.

  13. 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.

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

    Directory of Open Access Journals (Sweden)

    Păunescu Alberto Nicolae

    2013-06-01

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

  15. Web Resources for Teaching about Human Rights

    Science.gov (United States)

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

    2012-01-01

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

  16. A study on effects of human resource architecture on organizational performance

    Directory of Open Access Journals (Sweden)

    Aliakbar Ahmadi

    2013-07-01

    Full Text Available Measuring the performance of an organization plays an important role on development of business units. Human resource development, on the other hand, plays an important role on contributing to organizational performance. In this paper, we present an empirical study on one of Iranian industries to measure the effects of human resource architecture on organizational performance. The proposed study of this paper considers human resource architecture in terms of three factors including process, objectives and responsibilities and measures the impact of each component on organizational performance. To examine the effects of three mentioned factors, we design a questionnaire and distribute them among some experts. Structural equation modeling is implemented to examine three hypothesis of this survey. The results of the survey have confirmed the positive effects of three human resource architecture components on organization performance.

  17. Ameliorating the effects of global crisis on human resources

    OpenAIRE

    UKPERE, Wilfred

    2011-01-01

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

  18. 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

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

    Directory of Open Access Journals (Sweden)

    Catalin Drob

    2015-07-01

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

  20. 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.

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

    Directory of Open Access Journals (Sweden)

    Jessica L Barker

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

  2. Resources

    Science.gov (United States)

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

  3. 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.

  4. Role of Human Resources in the Mergers and Acquisitions Processes

    Directory of Open Access Journals (Sweden)

    Anna Szewczyk

    2007-06-01

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

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

    Science.gov (United States)

    Mollahaliloğlu, Salih; Taşkaya, Serap; Kosdak, Mustafa

    2010-01-01

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

  6. 45 CFR 1304.52 - Human resources management.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Human resources management. 1304.52 Section 1304.52 Public Welfare Regulations Relating to Public Welfare (Continued) OFFICE OF HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION FOR CHILDREN, YOUTH AND FAMILIES, HEAD START PROGRAM PROGRAM PERFORMANCE STANDARDS...

  7. Human resource management as a profession in South Africa

    Directory of Open Access Journals (Sweden)

    Huma van Rensburg

    2011-02-01

    Full Text Available Orientation: Various countries recognise human resource (HR management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession.Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa.Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK, the United States of America (USA and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP completed a questionnaire. The researchers analysed the data using content analysis and Lawshe’s Content Validity Ratio (CVR.Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession.Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa.Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession.

  8. The United Nations Human Space Technology Initiative

    Science.gov (United States)

    Balogh, Werner; Miyoshi, Takanori

    2016-07-01

    The United Nations Office for Outer Space Affairs (OOSA) launched the Human Space Technology Initiative (HSTI) in 2010 within the United Nations Programme on Space Applications, based on relevant recommendations of the Third United Nations Conference on the Exploration and Peaceful Uses of Outer Space (UNISPACE III). The activities of HSTI are characterized by the following "Three Pillars": International Cooperation, Outreach, and Capacity-building. For International Cooperation, OOSA and the Japan Aerospace Exploration Agency (JAXA) jointly launched a new programme entitled "KiboCUBE". KiboCUBE aims to provide educational or research institutions located in developing countries with opportunities to deploy cube satellites of their own design and manufacture from Japanese Experiment Module "Kibo" on-board the International Space Station (ISS). The Announcement of Opportunity was released on 8 September 2015 and the selected institution is to be announced by 1 August 2016. OOSA is also collaborating with WHO and with the COPUOS Expert Group on Space and Global Health to promote space technologies and ground- and space-based research activities that can contribute to improving global health. For Outreach, OOSA and the government of Costa Rica are jointly organising the United Nations/Costa Rica Workshop on Human Space Technology from 7 to 11 March 2016. Participants will exchange information on achievements in human space programmes and discuss how to promote international cooperation by further facilitating the participation of developing countries in human space exploration-related activities. Also, it will address the role of space industries in human space exploration and its related activities, considering that they have become significant stakeholders in this field. For Capacity-building, OOSA has been carrying out two activities: the Zero-Gravity Instrument Project (ZGIP) and the Drop Tower Experiment Series (DropTES). In ZGIP, OOSA has annually distributed

  9. United Nations Human Space Technology Initiative (HSTI)

    Science.gov (United States)

    Ochiai, Mika; Niu, Aimin; Steffens, Heike; Balogh, Werner; Haubold, Hans; Othman, Mazlan; Doi, Takao

    2014-11-01

    The Human Space Technology Initiative was launched in 2010 within the framework of the United Nations Programme on Space Applications implemented by the Office for Outer Space Affairs of the United Nations. It aims to involve more countries in activities related to human spaceflight and space exploration and to increase the benefits from the outcome of such activities through international cooperation, to make space exploration a truly international effort. The role of the Initiative in these efforts is to provide a platform to exchange information, foster collaboration between partners from spacefaring and non-spacefaring countries, and encourage emerging and developing countries to take part in space research and benefit from space applications. The Initiative organizes expert meetings and workshops annually to raise awareness of the current status of space exploration activities as well as of the benefits of utilizing human space technology and its applications. The Initiative is also carrying out primary science activities including the Zero-Gravity Instrument Project and the Drop Tower Experiment Series aimed at promoting capacity-building activities in microgravity science and education, particularly in developing countries.

  10. 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.

  11. 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.

  12. Fish and other aquatic resource trends in the United States

    Science.gov (United States)

    Andrew J. Loftus; Curtis H. Flather

    2000-01-01

    This report documents the general trends in fisheries and aquatic resources for the nation as required by the Renewable Resources Planning Act (RPA) of 1974. The report highlights major trends in water quality, specific fish populations, resource utilization, and imperiled aquatic fauna. Relationships between land use, water quality, and aquatic species conditions are...

  13. Human prion diseases in the United States.

    Directory of Open Access Journals (Sweden)

    Robert C Holman

    Full Text Available BACKGROUND: Prion diseases are a family of rare, progressive, neurodegenerative disorders that affect humans and animals. The most common form of human prion disease, Creutzfeldt-Jakob disease (CJD, occurs worldwide. Variant CJD (vCJD, a recently emerged human prion disease, is a zoonotic foodborne disorder that occurs almost exclusively in countries with outbreaks of bovine spongiform encephalopathy. This study describes the occurrence and epidemiology of CJD and vCJD in the United States. METHODOLOGY/PRINCIPAL FINDINGS: Analysis of CJD and vCJD deaths using death certificates of US residents for 1979-2006, and those identified through other surveillance mechanisms during 1996-2008. Since CJD is invariably fatal and illness duration is usually less than one year, the CJD incidence is estimated as the death rate. During 1979 through 2006, an estimated 6,917 deaths with CJD as a cause of death were reported in the United States, an annual average of approximately 247 deaths (range 172-304 deaths. The average annual age-adjusted incidence for CJD was 0.97 per 1,000,000 persons. Most (61.8% of the CJD deaths occurred among persons >or=65 years of age for an average annual incidence of 4.8 per 1,000,000 persons in this population. Most deaths were among whites (94.6%; the age-adjusted incidence for whites was 2.7 times higher than that for blacks (1.04 and 0.40, respectively. Three patients who died since 2004 were reported with vCJD; epidemiologic evidence indicated that their infection was acquired outside of the United States. CONCLUSION/SIGNIFICANCE: Surveillance continues to show an annual CJD incidence rate of about 1 case per 1,000,000 persons and marked differences in CJD rates by age and race in the United States. Ongoing surveillance remains important for monitoring the stability of the CJD incidence rates, and detecting occurrences of vCJD and possibly other novel prion diseases in the United States.

  14. 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” .

  15. Human Resource Management in Library and Information Services.

    Science.gov (United States)

    Line, Maurice B.; Kinnell, Margaret

    1993-01-01

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

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

    National Research Council Canada - National Science Library

    Clark, Kenneth

    2002-01-01

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

  17. Improving human resource capacity for road network preservation

    CSIR Research Space (South Africa)

    Nxumalo, M

    2010-10-01

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

  18. Determinants of human resource investment in internal controls

    National Research Council Canada - National Science Library

    Jong-Hag Choi Joonil Lee Catherine Heyjung Sonu

    2013-01-01

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

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

    Science.gov (United States)

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

    1988-01-01

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

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

    National Research Council Canada - National Science Library

    Jeffrey Pfeffer

    2007-01-01

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

  1. An investigation on factors influencing on human resources productivity

    Directory of Open Access Journals (Sweden)

    Masoumeh Seifi Divkolaii

    2014-05-01

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

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

    DEFF Research Database (Denmark)

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

    2006-01-01

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

  3. 42 CFR 486.326 - Condition: Human resources.

    Science.gov (United States)

    2010-10-01

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

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

    Directory of Open Access Journals (Sweden)

    Jovanović Goca

    2017-01-01

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

  5. 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…

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

    Prince Edward Island NewStart, Inc., Montague.

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

  8. Human resource training with special overview on administrative clerks

    OpenAIRE

    Miceski, Trajko; Gelevski, Daniel

    2016-01-01

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

  9. A CHALLENGE FOR THE TOURISM INDUSTRY: HUMAN RESOURCES

    OpenAIRE

    Livia Ilie; Adrian Ilie

    2009-01-01

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

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

    CERN Multimedia

    2005-01-01

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

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

    African Journals Online (AJOL)

    Toshiba

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

  12. Corporate culture and its role in human resource management

    OpenAIRE

    PERTLÍKOVÁ, Andrea

    2011-01-01

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

  13. The resources of Mars for human settlement

    Science.gov (United States)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

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

  14. The net benefits of human-ignited wildfire forecasting: the case of tribal land units in the United States

    Science.gov (United States)

    Jeff Prestemon; David T. Butry; Douglas S. Thomas

    2016-01-01

    Research shows that some categories of human-ignited wildfires may be forecastable, owing to their temporal clustering, with the possibility that resources could be predeployed to help reduce the incidence of such wildfires. We estimated several kinds of incendiary and other human-ignited wildfire forecast models at the weekly time step for tribal land units in the...

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

    Science.gov (United States)

    Anand, Sudhir; Bärnighausen, Till

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

  16. [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.

  17. A Keyword Analysis for Human Resource Management Factors

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

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

  18. [Activity-based costing methodology to manage resources in intensive care units].

    Science.gov (United States)

    Alvear V, Sandra; Canteros G, Jorge; Jara M, Juan; Rodríguez C, Patricia

    2013-11-01

    An accurate estimation of resources use by individual patients is crucial in hospital management. To measure financial costs of health care actions in intensive care units of two public regional hospitals in Chile. Prospective follow up of 716 patients admitted to two intensive care units during 2011. The financial costs of health care activities was calculated using the Activity-Based Costing methodology. The main activities recorded were procedures and treatments, monitoring, response to patient needs, patient maintenance and coordination. Activity-Based Costs, including human resources and assorted indirect costs correspond to 81 to 88% of costs per disease in one hospital and 69 to 80% in the other. The costs associated to procedures and treatments are the most significant and are approximately $100,000 (Chilean pesos) per day of hospitalization. The second most significant cost corresponds to coordination activities, which fluctuates between $86,000 and 122,000 (Chilean pesos). There are significant differences in resources use between the two hospitals studied. Therefore cost estimation methodologies should be incorporated in the management of these clinical services.

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

    Science.gov (United States)

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

    2011-06-01

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

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

    African Journals Online (AJOL)

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

  1. Retention practices in education human resources management

    African Journals Online (AJOL)

    Erna Kinsey

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

  2. 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.

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

    Directory of Open Access Journals (Sweden)

    Baba Duza

    2011-05-01

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

  4. 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.

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

    African Journals Online (AJOL)

    DR Nneka

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

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

    African Journals Online (AJOL)

    Counselling is regarded as a programme that is only school based by many Nigerians due to inadequate information. However, literature has shown that counselling is universal and useful in all fields of human endeavours. This paper therefore brings into focus the relevance of counselling to human resource management ...

  7. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.

    2013-01-01

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

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

    Science.gov (United States)

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

    1998-01-01

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

  9. Human Resource Managers' Perception of Selected Communication Competencies

    Science.gov (United States)

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

    2007-01-01

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

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

    African Journals Online (AJOL)

    adedamla

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

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

    African Journals Online (AJOL)

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

  12. 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.

  13. EFFICIENCY OF HUMAN RESOURCES MANAGEMENT IN RAILWAY TRANSPORT

    OpenAIRE

    DANIEL DANECI-PATRAU; LAURA PATACHE

    2011-01-01

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

  14. 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

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

    Directory of Open Access Journals (Sweden)

    MANCIU VENERA CRISTINA

    2015-04-01

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

  16. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

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

  17. 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.

  18. [Brazil: the problem of human resources in the health district].

    Science.gov (United States)

    de Campos, F E

    1989-01-01

    Since the mid-1970s, the reform of the Brazilian health care system had been proposed by social and political leaders, who wanted to democratize and decentralize it, and in 1986 a health care reform project was accepted at the 8th National Conference on Health. A commission created to this end suggested the formation of health districts, as local units of the health care system. Their objectives included universal care, and the assurance of equal access to health care. The remuneration of different categories of recruited human resources within the districts posed a major problem: how to set up a system that would consider different levels of professional skills and education as well as retain incentives for lower echelon workers. The work regime which included repetitive, tedious, and alienating forms of activity presented another obstacle. Appropriate equipment was needed for biomedical professionals, for dentists, psychologists, nutritionists, and physiotherapists. The concept of general practitioner emerged, although the Cuban practice of assigning 1 physician for every 60 families could not be replicated in Brazil because of the lack of physicians. The maintenance of specialized services (internal medicine, pediatrics, surgery, odontology) in urban districts of cities with 150,000-300,000 inhabitants also confronted proponents of the reorganization. Thus, a new model uniquely suited to local and national realities had to be devised that would effectively satisfy the health care needs of the Brazilian population.

  19. 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.

  20. Human resource management - development tendencies and future perspectives

    Directory of Open Access Journals (Sweden)

    Norbert Thom

    2001-01-01

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

  1. Psychometric testing and Human Resource Management

    Directory of Open Access Journals (Sweden)

    R. P. van der Merwe

    2002-09-01

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

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

    Science.gov (United States)

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

    2013-01-01

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

  3. 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.

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

    OpenAIRE

    Gannon, Judie; Roper, Angela; Liz, Doherty

    2015-01-01

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

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

    OpenAIRE

    MONICAăLOGOF;TU; CRISTIAN ȘTEF;NESCU

    2016-01-01

    Professional skills of teachers, their level of engagement in fulfilling the responsibilities of educating pupils is a crucial key in the educational process. Need to understand the particularities of management is given by increasing efficiency, effectiveness of achieving the aims of education, and not only by providing resources and effective directing the activities. In this paperwork we performed an analysis of the particularities of human resource management in secondary educ...

  6. 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.

  7. 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.

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

    Directory of Open Access Journals (Sweden)

    J. Du Preez

    2002-12-01

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

  9. 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.

  10. 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.

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

    Directory of Open Access Journals (Sweden)

    John N. N. Ugoani

    2016-09-01

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

  12. System International d'Unites: Metric Measurement in Water Resources Engineering.

    Science.gov (United States)

    Klingeman, Peter C.

    This pamphlet gives definitions and symbols for the basic and derived metric units, prefixes, and conversion factors for units frequently used in water resources. Included are conversion factors for units of area, work, heat, power, pressure, viscosity, flow rate, and others. (BB)

  13. 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

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

    Science.gov (United States)

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

    2007-01-01

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

  15. 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.

  16. Human Resource Management in Micro and Small Enterprises

    Directory of Open Access Journals (Sweden)

    Virag C.E

    2014-12-01

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

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

    Science.gov (United States)

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

    2014-01-01

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

  18. [The pain resource nurse in a cancer unit].

    Science.gov (United States)

    Praud, Vérène

    2015-04-01

    The pain resource nurse in oncology works on the wards, upon the teams' request, in situations of complex pain in the context of serious and chronic diseases. She supports and cares for patients providing specific pain relief, in collaboration with an algologist, and is involved in the continuous training of caregivers. Copyright © 2015 Elsevier Masson SAS. All rights reserved.

  19. STEM Education in the United States: Selected Web Resources

    Science.gov (United States)

    Harrington, Eileen G.

    2015-01-01

    The purpose of this webliography is to provide an overview of STEM education in the U.S. It provides easy access to research and best practices in the field, as well as specific programs, activities, and lesson plans that formal and informal educators can implement. The webliography also includes links to advocacy programs and resources for…

  20. 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.

  1. The Interplay of Resources and Multiracialism in Small, Four-Year Residential Colleges: A Study of Perception of Multicultural and Human Resource Directors

    Science.gov (United States)

    Farmer-Hanson, Ashley

    2012-01-01

    Colleges and universities in the United States need to find ways to meet the needs of the increasing number of multiracial students, faculty, and staff. The purpose of this survey research study was to compare the perceptions of multicultural directors/chief diversity officers and human resource offices about services and systems of support for…

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

    OpenAIRE

    Nicoleta ISAC; Eliza ANTONIU

    2014-01-01

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

  3. The relation between flexibility of human resources and performance indexes of selected hospitals of Tehran Medical Sciences University

    Directory of Open Access Journals (Sweden)

    Noushin Alibakhshi

    2016-12-01

    Full Text Available Today, flexibility has turned to one of important issues in management theories and policies and most current discussions about flexibility patterns focus on management policies, so that these patterns are one of important aspects of human resources strategic management. This study was performed with the aim of assessing the flexibility rate of human resources and performance indexes of Tehran Medical Sciences University hospitals and determining the possible relation between these variables. The present study is descriptive – analytical which was conducted in cross-sectional form in 2015. The statistical population was selected by stratifies random sampling method as 317 persons from nursing, administrative and financial personnel of 5 hospitals of Tehran Medical Sciences University. Data collecting toll was hospitals performance indexes form and Wright & Snell flexibility questionnaire of human resources. Data analysis was performed using SPSS 18 software and with the aid of descriptive statistical indexes and linear regression analysis. The results showed that personnel ( human resources had high flexibility = 4.16.\tthere was a significant relation between total flexibility and the index of bed circulation so that by one unit increase in bed circulation space, normally, the average of total flexibility decreased 0.64 units ( p-value<0.05. The results showed that human resources of Tehran Medical Sciences University hospitals have high flexibility, so authorities and policy makers are suggested to adopt policies of human resources management for creating flexibility in human resources and improving hospitals performance and amending hospitals status.

  4. Are wildfire management resources in the United States efficiently allocated to protect resources at risk? A case study from Montana

    Science.gov (United States)

    Derek T. O' Donnell; Tyron J. Venna; David E. Calkin

    2014-01-01

    Federal wildfire management agencies in the United States are under substantial pressure to reduce and economically justify their expenditures. To support economically efficient management of wildfires, managers need better estimates of the resource benefits and avoided damage costs associated with alternative wildfire management strategies. This paper reports findings...

  5. 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

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

    NARCIS (Netherlands)

    Wiepking, P.; Maas, I.

    2009-01-01

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

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

    NARCIS (Netherlands)

    Wiepking, P.; Maas, I.

    2009-01-01

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

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  9. Timber resource statistics for the Juneau inventory unit, Alaska, 1970.

    Science.gov (United States)

    Vernon J. LaBau; Willem W.S. Van Hees

    1983-01-01

    Statistics on forest area, total gross and net timber volumes, and annual net growth and mortality are presented for the 1970 timber inventory of the Juneau unit, Alaska. Estimates for commercial forest land area total 1.3 million acres (535 000 ha) with a net growing stock volume of 8.3 billion cubic feet (234 million m3), and annual net growth...

  10. Timber resource statistics for the Ketchikan inventory unit, Alaska, 1974.

    Science.gov (United States)

    Willem W.S. van Hees

    1984-01-01

    Statistics on forest area, total gross and net timber volumes, and annual net growth and mortality are presented from the 1974 timber inventory of the Ketchikan. unit, Alaska. Timberland area is estimated at 1.16 million acres (470 040 ha), net growing stock volume at 6.39 billion cubic feet (181.04 million m3), and annual net growth and...

  11. PEOPLE MANAGEMENT: THE PROCESS OF HUMAN RESOURCES HUMAN AND SOCIAL DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    Carla Cristina Dutra Búrigo

    2011-07-01

    Full Text Available This theoretical and empirical essay aims to discuss the process of establishing the area of People Management in relation to conception of man, world and society, revealing the possibility of raising the process of managing the human resources to the human and social development. Therefore, we place as a concrete reality to study this essay, the area of People Management from the Federal University of Santa Catarina (UFSC, in relation to its action as an administrative unit on its development policy and the context in which it is inserted. The Pró-Reitoria de Desenvolvimento Humano e Social (PRDHS/UFSC is an executive body of senior management, created with the objective of assisting the Rector in his duties in the area of People Management, aimed at improving the worker’s level of quality of life at work, their empowerment as agents of social transformation and the humanization of work relations. We conceive that the area of People Management is a logical challenge. It is to live between utopia and reality increasingly close and stifling, and the contradictions and antagonisms of what is needed to do and what is truly done before the development’s tonic. Keywords: People Management; Development; Work; University.

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

  16. Human Resource Development Planning Based on Accreditation Guidelines.

    Science.gov (United States)

    Dowd, Steven B.

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

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

    Science.gov (United States)

    Vetter, Eric W.

    1985-01-01

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

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

    Science.gov (United States)

    Hawaii State Commission on Manpower and Full Employment, Honolulu.

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

  19. Integrated Development of Human Resources and Educational Planning.

    Science.gov (United States)

    Chinapah, Vinayagum; And Others

    1989-01-01

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

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

    Science.gov (United States)

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

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

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

    Science.gov (United States)

    Warwick, Jill

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

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

    Science.gov (United States)

    Choi, Hyaeweol

    1999-01-01

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

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

    Campbell, Christine; DeArmond, Michael; Schumwinger, Abigail

    2004-01-01

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

    Smith, Richard E.

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

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

    Science.gov (United States)

    Smith, Richard

    2009-01-01

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

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

    Science.gov (United States)

    Evans, Jennifer Payne

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

  12. Human Resource Development and the Corporate Mission Statement.

    Science.gov (United States)

    Palmer, Teresa M.

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

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

    Science.gov (United States)

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

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

  14. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

  15. New hand at the helm of CERN Human Resources

    CERN Multimedia

    2004-01-01

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

  16. Effective Organizational Vision: Implications for Human Resource Development

    Science.gov (United States)

    Foster, Rex D.; Akdere, Mesut

    2007-01-01

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

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

    Science.gov (United States)

    Tran, Henry

    2015-01-01

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

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

    Science.gov (United States)

    Pogodzinski, Ben

    2016-01-01

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

  19. Human Resource Management in Australian Registered Training Organisations

    Science.gov (United States)

    Smith, Andrew; Hawke Geof

    2008-01-01

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

  20. Industrial Buying Behavior Related to Human Resource Consulting Services

    DEFF Research Database (Denmark)

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

    2013-01-01

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

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

    NARCIS (Netherlands)

    van Otterlo, Rob C.H.

    2013-01-01

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

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

    Science.gov (United States)

    Han, Heeyoung; Boulay, David

    2013-01-01

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

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

    Science.gov (United States)

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

    2016-01-01

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

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

    Science.gov (United States)

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

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

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

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

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

  6. Human resource management in the project-oriented organization

    NARCIS (Netherlands)

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

    2008-01-01

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

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

    Science.gov (United States)

    Smylie, Mark A.; Wenzel, Stacy A.

    2006-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

    Appelbaum, Steven H.

    1979-01-01

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    Nneka Umera-Okeke

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

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

    Science.gov (United States)

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

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

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

    African Journals Online (AJOL)

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

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

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

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

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

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

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

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

    African Journals Online (AJOL)

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

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

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

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

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

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

  2. Human resources FY 1995 Site Program Plan WBS 6.10.2

    Energy Technology Data Exchange (ETDEWEB)

    1994-09-01

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

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

    OpenAIRE

    Irinel MARIN

    2013-01-01

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

  4. The 2017 ACR Commission on Human Resources Workforce Survey.

    Science.gov (United States)

    Bluth, Edward I; Bansal, Swati; Bender, Claire E

    2017-07-29

    The ACR Commission on Human Resources conducts an annual workforce survey to determine the makeup of the radiology workforce and to identify potential plans for hiring new staff in an attempt to understand our profession better. The Practice of Radiology Environment Database group leaders were asked to complete an electronic survey regarding the makeup of their present workforce by subspecialty, as well as the numbers and types of subspecialists hired in 2016 and the numbers and types of subspecialists expected to be hired in 2017 and 2020. They were also asked about midlevel practitioners. Twenty-six percent of practice leaders (477) representing 11,056 radiologists, 33% of all practicing radiologists in the United States, responded to the survey. The workforce distribution by practice type and radiologists' ages has been relatively stable since 2012. Six percent of the practicing workforce is over the age of 65 years. Sixteen percent of radiologists work part-time, and 21.5% of radiologists are female. The survey results indicate that 1,569 to 2,037 radiologists were hired in 2016. In 2017, 1,826 to 2,370 new job opportunities are anticipated, a 14.1% increase compared with 2016. For 2017, the subspecialists most recruited will be neuroradiologists, general interventionalists, after-hours radiologists, and body imagers. Approximately 2,156 midlevel practitioners are presently working and supervised by radiologists. The 2017 ACR workforce study shows an optimistic picture and outlook for those seeking jobs as practicing radiologists in 2017. For practice leaders, the market will be much more competitive than it has been in past years. Copyright © 2017 American College of Radiology. Published by Elsevier Inc. All rights reserved.

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

    OpenAIRE

    WILFRED I. UKPERE

    2009-01-01

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

  6. The Effectiveness of Human Resource Management on Improving the Performance of Education Staff

    OpenAIRE

    Reza Alami, Lincoln University College Malaysia, Branch Iran; Reza Sohaei, Lincoln University College Malaysia, Branch Iran; Abdul Karim Maleki Berneti, Education and Training District 2 Sari, Mazandaran, Iran; Ali Younesi, Education and Training District 2 Sari, Mazandaran, Iran; Milad Farnia, University Payam Noor Branch Sari, Iran; Hassan Mirzajani , Department of Educational Studies, University Putra Malaysia

    2015-01-01

    This study examines and analyzes the role of human resources management on improving the effectiveness of education staff. The aim of this study is to analyze the main indicators of organizational management that includes5subscales, searching for staff, staff recruitment and selection, design and implementation of training programs, employee performance evaluation and training of trainers in the organizational unit. For this purpose, 120 people from statistical community of admini...

  7. Undiscovered gas resources assessment unit boundaries for Bangladesh (au8bg)

    Data.gov (United States)

    U.S. Geological Survey, Department of the Interior — This coverage includes arcs, polygons, and polygon labels that describe the undiscovered natural gas resources assessment unit boundaries of the Bangladesh. This...

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

    Directory of Open Access Journals (Sweden)

    O'Neil Mary L

    2008-06-01

    Full Text Available Abstract This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch the feature with an opening editorial to be found in the journal's blog. This opening article describes the human resource challenges that managers around the world report and analyses why solutions often fail to be implemented. Despite rising attention to the acute shortage of health care workers, solutions to the human resource (HR crisis are difficult to achieve, especially in the poorest countries. Although we are aware of the issues and have developed HR strategies, the problem is that some old systems of leading and managing human resources for health do not work in today's context. The Leadership Development Program (LDP is grounded on the belief that good leadership and management can be learned and practiced at all levels. The case studies in this issue were chosen to illustrate results from using the LDP at different levels of the health sector. The LDP makes a profound difference in health managers' attitudes towards their work. Rather than feeling defeated by a workplace climate that lacks motivation, hope, and commitment to change, people report that they are mobilized to take action to change the status quo. The lesson is that without this capacity at all levels, global policy and national HR strategies will fail to make a difference.

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

    Science.gov (United States)

    O'Neil, Mary L

    2008-06-20

    This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH) under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch the feature with an opening editorial to be found in the journal's blog. This opening article describes the human resource challenges that managers around the world report and analyses why solutions often fail to be implemented. Despite rising attention to the acute shortage of health care workers, solutions to the human resource (HR) crisis are difficult to achieve, especially in the poorest countries. Although we are aware of the issues and have developed HR strategies, the problem is that some old systems of leading and managing human resources for health do not work in today's context. The Leadership Development Program (LDP) is grounded on the belief that good leadership and management can be learned and practiced at all levels. The case studies in this issue were chosen to illustrate results from using the LDP at different levels of the health sector. The LDP makes a profound difference in health managers' attitudes towards their work. Rather than feeling defeated by a workplace climate that lacks motivation, hope, and commitment to change, people report that they are mobilized to take action to change the status quo. The lesson is that without this capacity at all levels, global policy and national HR strategies will fail to make a difference.

  10. Timber resource statistics for the Yakutat inventory unit, Alaska, 1975.

    Science.gov (United States)

    Willem W.S. Van Hees; Vernon J. LaBau

    1984-01-01

    Statistics on forest area, total gross and net,timber volumes, and annual net growth and mortality are presented from the 1975 timber inventory of the Yakutat unit, Alaska. Area of timberland is estimated at 236.3 thousand acres (95.6 thousand ha), net volume of growing stock at 1.1 billion cubic feet (29.9 million m3), and annual net growth and...

  11. Timber resource statistics for the Yakataga inventory unit, Alaska, 1976.

    Science.gov (United States)

    Willem W.S. van Hees

    1985-01-01

    Statistics on forest area, total gross and net timber volumes, and annual net growth and mortality are presented from the 1976 timber inventory of the Yakataga unit, Alaska. Timberland area is estimated at 209.3 thousand acres (84.7 thousand ha), net growing stock volume at 917.1 million cubic feet (26.0 million m3), and annual net growth and...

  12. [Utilization of technological resources within the framework of operation of a Mobile Mental Health Unit].

    Science.gov (United States)

    Garoni, D; Sarantidis, D; Katsadoros, K

    2016-01-01

    Telepsychiatry was introduced in the early 1950's for the provision of mental health services from a distance. In 1990 the progress made in telecommunications technologies caused a significant expansion in telepsychiatry services. It can refer to store and forward technologies, interactive technologies, remote monitoring technologies and it is applied to contribute to the lift of restrictions placed on providing mental health services. Restrictions may exist due to geographic isolation, lack of specialized services, high cost of moving patients etc. The positive cost-benefit analysis and the reliability of diagnosis and efficacy of interventions through telepsychiatry have been documented in various research papers referring to a wide range of contexts such as prisons, remote areas, general and psychiatric hospitals. Since 2003 the Mobile Mental Health Unit of South- Eastern (SE) Cyclades has been using videoconferencing in order to provide mental health services in thirteen islands. This area shares many of the characteristics of remote areas such as residential dispersion, lack of mental health services and frequent lack of access to services in urban centers. Telepsychiatry in conjunction with physical presence of professionals was launched by the Mobile Mental Health Unit in order to provide assistance to the evaluation of patients, to therapeutic interventions, to medicine prescription, to crisis intervention, to psychoeducation of patients and their families and to the implementation of educational and administrative activities . The use of existing technology in combination with the development of human resources has enabled continuity of care, crisis intervention and avoidance of involuntary hospitalization for a significant number of persons. Moreover, it has improved cooperation and coordination between the interdisciplinary team and local authorities and agencies. When professionals located in different parts are collaborating via telepsychiatry it is

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

    Science.gov (United States)

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

    2013-03-01

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

  14. THE IMPACT OF SOCIAL AUDIT IN HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    NĂSTASIE MIHAELA – ANDREEA

    2015-03-01

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

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

    Directory of Open Access Journals (Sweden)

    Ladislav Mura

    2012-02-01

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

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

    Directory of Open Access Journals (Sweden)

    Kuppannagari Venkata Suryanarayana Patnaik

    2014-02-01

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

  17. Alternative Responses to the Human Resource Challenge for CBR

    Directory of Open Access Journals (Sweden)

    Huib Cornielje

    2013-02-01

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

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

    OpenAIRE

    Peiseniece, Līga

    2011-01-01

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

  19. RESOLVE OVEN Field Demonstration Unit for Lunar Resource Extraction

    Science.gov (United States)

    Paz, Aaron; Oryshchyn, Lara; Jensen, Scott; Sanders, Gerald B.; Lee, Kris; Reddington, Mike

    2013-01-01

    The Oxygen and Volatile Extraction Node (OVEN) is a subsystem within the Regolith & Environment Science and Oxygen & Lunar Volatile Extraction (RESOLVE) project. The purpose of the OVEN subsystem is to release volatiles from lunar regolith and extract oxygen by means of a hydrogen reduction reaction. The complete process includes receiving, weighing, sealing, heating, and disposing of core sample segments while transferring all gaseous contents to the Lunar Advanced Volatile Analysis (LAVA) subsystem. This document will discuss the design and performance of the OVEN Field Demonstration Unit (FDU), which participated in the 2012 RESOLVE field demonstration.

  20. Assessment of geothermal resources of the United States, 1978

    Energy Technology Data Exchange (ETDEWEB)

    Muffler, L.J.P. (ed.)

    1979-01-01

    The geothermal resource assessment presented is a refinement and updating of USGS Circular 726. Nonproprietary information available in June 1978 is used to assess geothermal energy in the ground and, when possible, to evaluate the fraction that might be recovered at the surface. Five categories of geothermal energy are discussed: conduction-dominated regimes, igneous-related geothermal systems, high-temperature (> 150/sup 0/C) and intermediate-temperature (90 to 150/sup 0/C) hydrothermal convection systems, low-temperature (< 90/sup 0/C) geothermal waters, and geopressured-geothermal energy (both thermal energy and energy from dissolved methane). Assessment data are presented on three colored maps prepared in cooperation with the National Oceanic and Atmospheric Administration. Separate abstracts were prepared for papers on these five categories.

  1. Professional development and human resources management in networks

    Directory of Open Access Journals (Sweden)

    Evgeniy Rudnev

    2016-05-01

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

  2. 76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  3. 76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Science.gov (United States)

    2011-09-30

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

  4. Healthcare resource utilisation by critically ill older patients following an intensive care unit stay.

    Science.gov (United States)

    Jeitziner, Marie-Madlen; Zwakhalen, Sandra Mg; Hantikainen, Virpi; Hamers, Jan Ph

    2015-05-01

    This study examines the utilisation of healthcare resources by critically ill older patients over one year following an intensive care unit stay. Information on healthcare resource utilisation following intensive care unit treatment is essential during times of limited financial resources. Prospective longitudinal nonrandomised study. Healthcare resource utilisation by critically ill older patients (≥65 years) was recorded during one year following treatment in a medical-surgical intensive care unit. Age-matched community-based participants served as comparison group. Data were collected at one-week following intensive care unit discharge/study recruitment and after 6 and 12 months. Recorded were length of stay, (re)admission to hospital or intensive care unit, general practitioner and medical specialist visits, rehabilitation program participation, medication use, discharge destination, home health care service use and level of dependence for activities of daily living. One hundred and forty-five critically ill older patients and 146 age-matched participants were recruited into the study. Overall, critically ill older patients utilised more healthcare resources. After 6 and 12 months, they visited general practitioners six times more frequently, twice as many older patients took medications and only the intensive care unit group patients participated in rehabilitation programs (n = 99, 76%). The older patients were less likely to be hospitalised, very few transferred to nursing homes (n = 3, 2%), and only 7 (6%) continued to use home healthcare services 12 months following the intensive care unit stay. Critically ill older patients utilise more healthcare resources following an intensive care unit stay, however, most are able to live at home with no or minimal assistance after one year. Adequate healthcare resources, such as facilitated access to medical follow-up care, rehabilitation programs and home healthcare services, must be easily accessible for older

  5. The ambiguous role of healthcare providers: a new perspective in Human Resources Management.

    Science.gov (United States)

    Panari, Chiara; Levati, W; Bonini, A; Tonelli, M; Alfieri, E; Artioli, Giovanna

    2016-05-26

    A strategic Human Resources Management approach, that overcomes anadministrative Personnel Management, is becoming crucial for hospital organizations. In this sense, the aimof this work was to examine the figure of healthcare provider using the concept of role, as expected behaviourin term of integration in the organizational culture. The instrument used to analyse the healthcareprovider figure was "role mapping". Particularly, semistructured interviews were conducted and involved to36 health professionals of four units in order to examine the behaviour expectations system towards thehealthcare providers. The analysis revealed that the expectations of different professionals relatedto the healthcare provider were dissimilar. Physicians' expectations referred to technical preparation and efficiency,while nurses and nurse coordinators required collaboration in equip work and emotional support forpatients. In all Operating Units, directors were perceived as missing persons with vague expectations of efficiency.Differences concerned also the four Units. For example, in intensive care Unit, the role of healthcareprovider was clearer and this figure was perceived as essential for patients' care and for the equip teamwork.On the contrary, in Recovery Unit the healthcare provider was underestimated, the role was ambiguous andnot integrated in the equip even if there was a clear division of tasks between nurses and healthcare providers. The "role mapping" instrument allows to identify healthcare provider profile and find possible roleambiguity and conflicts in order to plan adequate human resources management interventions.

  6. 15 CFR 971.501 - Resource assessment, recovery plan, and logical mining unit.

    Science.gov (United States)

    2010-01-01

    ..., and logical mining unit. 971.501 Section 971.501 Commerce and Foreign Trade Regulations Relating to... COMMERCE GENERAL REGULATIONS OF THE ENVIRONMENTAL DATA SERVICE DEEP SEABED MINING REGULATIONS FOR... mining unit. (a) The applicant must submit with the application a resource assessment to provide a basis...

  7. Comparative Anatomy of Mouse and Human Nail Units

    OpenAIRE

    Fleckman, Philip; Jaeger, Karin; Silva, Kathleen A.; Sundberg, John P.

    2013-01-01

    Recent studies of mice with hair defects have resulted in major contributions to the understanding of hair disorders. To use mouse models as a tool to study nail diseases, a basic understanding of the similarities and differences between the human and mouse nail unit is required. In this study we compare the human and mouse nail unit at the macroscopic and microscopic level and use immunohistochemistry to determine the keratin expression patterns in the mouse nail unit. Both species have a pr...

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

    Directory of Open Access Journals (Sweden)

    IRINA-ELENA CHIRTOC

    2010-01-01

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

  9. Characters of physician and nurse staffing in Thai intensive care units (ICU-Resource I study).

    Science.gov (United States)

    Chittawatanarat, Kaweesak; Bhurayanontachai, Rungsun; Thongchai, Chaweewan

    2014-01-01

    There have been no data available on physicians and nurses who are vital human resources in Thailand. The objective of this study is to describe these characteristics as well as their working patterns in Thai ICUs. Data were retrieved from the ICU RESOURCE I study. Physician and nurse characteristics, working patterns and workloads in participating ICUs were recorded. After hour consultations, nurse staff years of experience, nurse specialist training and patient to bedside nurse ratios (PNR) were collected. One hundred and fifty-five hospitals are included in this study. Intensivists are available in 53 hospitals with a median of 0-1 intensivist per unit. Most intensivists are working in academic ICUs. The two specialties most involved in surgical ICUs were in critical care (34.1%) and surgical recovery (47.7%). Almost all pediatric ICUs were covered by pediatricians and only a quarter of them had been staffed with critical care pediatricians (28.6%). Less than 30 percent of Thai ICUs are covered by intensivists. About 42.3% of Thai ICUs have no night shift physician and the units contact the attending physicians directly. Experienced (more than 5 years) nurses staffing ICUs are at 62.5 percent. A total of 85.2% of the ICUs have certificated critical care nurses. Only 23.2% of all ICUs have an advance practice nurse (APN). The median PNR was 2.1 with an exception in academic ICUs. Intensivists continue to be only scarcely available in Thai ICUs. Nurse workloads in non-academic ICUs were higher than those in academic ICUs. Specialty training for certified critical care nurses is in place for only one-third of the total number of ICU nurses. APNs are available in 25% of participating ICUs (Thai Clinical Trial Registry: TCTR201200005).

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

    OpenAIRE

    José Ernesto Rangel Delgado

    2008-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Jianjian Du

    2012-11-01

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

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

    Science.gov (United States)

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

    2009-01-01

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

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

    Science.gov (United States)

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

    2017-08-01

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

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

    CERN Multimedia

    2009-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Ioan Bordean

    2010-07-01

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

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

    Directory of Open Access Journals (Sweden)

    Renard Yung Jhien Siew

    2014-06-01

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

  17. Building And Increasing The Productivity Of Human Resource Management

    Directory of Open Access Journals (Sweden)

    Ali Adel Ali Ibrahim

    2015-01-01

    Full Text Available ABSTRACT This paper is Building and Increasing the productivity of Human Resource Management. It aims to determine what are the factors that may affect the efficiency of company work and its result on performance. There may be some problems that face you during the work you have to destroy it. You may be forced to face conflicts or crises. We will discuss how to build the structure of your work and how to develop the Human Resource Structure or if you have an existing one but you need to develop it. Finally we will learn how to make a strategic plan and we will discuss a case study about making vision and mission to the company.

  18. Managing information technology human resources in health care.

    Science.gov (United States)

    Mahesh, Sathiadev; Crow, Stephen M

    2012-01-01

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

  19. Modern human resources management practice in Peoples Republic of China

    Directory of Open Access Journals (Sweden)

    Zakić Katarina

    2017-01-01

    Full Text Available This paper is dealing with the explanation of the development of human resources management (HRM in China through: explanation of reasons and time of formation and development of HRM in China; different types of HRM in different types of companies that are working in China; the Labor Law that defines HRM practice in China. Based on presented data, conclusions will be given about the development of HRM in China and challenges that are still expecting Chinese employers as well as Chinese employees in this area. Beside that, the degree of correlation between development of economy in Chi- na and development of management of human resources will be shown. The aim of this paper is to show that HRM is still developing in China, weather we are considering it as a scientific discipline or a business function within a company.

  20. Modelling human resource requirements for the nuclear industry in Europe

    Energy Technology Data Exchange (ETDEWEB)

    Roelofs, Ferry [Nuclear Research and Consultancy Group (NRG) (Netherlands); Flore, Massimo; Estorff, Ulrik von [Joint Research Center (JRC) (Netherlands)

    2017-11-15

    The European Human Resource Observatory for Nuclear (EHRO-N) provides the European Commission with essential data related to supply and demand for nuclear experts in the EU-28 and the enlargement and integration countries based on bottom-up information from the nuclear industry. The objective is to assess how the supply of experts for the nuclear industry responds to the needs for the same experts for present and future nuclear projects in the region. Complementary to the bottom-up approach taken by the EHRO-N team at JRC, a top-down modelling approach has been taken in a collaboration with NRG in the Netherlands. This top-down modelling approach focuses on the human resource requirements for operation, construction, decommissioning, and efforts for long term operation of nuclear power plants. This paper describes the top-down methodology, the model input, the main assumptions, and the results of the analyses.

  1. Managing Human Resource based Intellectual Capital in a Global setting

    DEFF Research Database (Denmark)

    Gretzinger, Susanne; Lemke, Sarah; Matiaske, Wenzel

    2014-01-01

    of incentives on retention management and therewith implicates that retention management is significant for the process of developing and fostering a MNCs intellectual capital. To improve their human-resource based intellectual capital MNCs have to adapt their initiatives to the cultural background......From a strategic management perspective human capital and the embedded knowledge can be viewed as intellectual capital and became inevitably important for companies in general as well as for multinationals. While national companies just have to (re-)combine resources within a homogeneous...... if culturally differentiated incentive systems are necessary for optimised retention management? In the empirical part of this study it was made us of data from 32 countries. The research results reveal a moderating impact of cultural dimensions and therefore a cultural dependency for the effectiveness...

  2. Tendências de gerenciamento de unidades de saúde e de pessoas Tendencias de gerenciamiento de unidades de salud y de personas Health care units and human resources management trends

    Directory of Open Access Journals (Sweden)

    Adriana Maria André

    2013-02-01

    , tres cuantitativas y la cuarta cualitativa. En las tres primeras se alzaron las tendencias de cambio en los modelos de gestión, en el perfil del gestor y en las competencias requeridas para la función, utilizando la prueba estadística de Mann Whitney. La cuarta circulación ocurrió por medio de un panel con los involucrados, habiendo así escogido el análisis temático. RESULTADOS: Se identificaron los principales factores que están impulsando el gerenciamiento de las UBSs así como los cambios en los modelos de gestión. Se llegó al consenso que las dificultades en el gerenciamiento de los equipos y en las políticas influyen en este proceso. Se verificó que los gestores están a la par de las tendencias del macro contexto con el advenimiento de las organizaciones sociales de salud, pero, aún, no están anticipándose en las acciones institucionales. CONCLUSIONES: La formación académica debe ser revisada no sólo con respecto a los contenidos, sino también con relación al desarrollo de esos profesionales. El reclutamiento, la selección, el desarrollo y la evaluación deben ser norteados por tales competencias alineadas a la misión, a la visión, a los valores y a los modelos de gestión de las organizaciones en el contexto del SUS.OBJECTIVE: To identify factors producing new trends in basic health care unit management and changes in management models. METHODS: This was a prospective study with ten health care unit managers and ten specialists in the field of Health in São Paulo, Southeastern Brazil, in 2010. The Delphi methodology was adopted. There were four stages of data collection, three quantitative and the fourth qualitative. The first three rounds dealt with changing trends in management models, manager profiles and required competencies, and the Mann-Whitney test was used in the analysis. The fourth round took the form of a panel of those involved, using thematic analysis. RESULTS: The main factors which are driving change in basic health care

  3. Data resource profile: United Nations Children's Fund (UNICEF).

    Science.gov (United States)

    Murray, Colleen; Newby, Holly

    2012-12-01

    The United Nations Children's Fund (UNICEF) plays a leading role in the collection, compilation, analysis and dissemination of data to inform sound policies, legislation and programmes for promoting children's rights and well-being, and for global monitoring of progress towards the Millennium Development Goals. UNICEF maintains a set of global databases representing nearly 200 countries and covering the areas of child mortality, child health, maternal health, nutrition, immunization, water and sanitation, HIV/AIDS, education and child protection. These databases consist of internationally comparable and statistically sound data, and are updated annually through a process that draws on a wealth of data provided by UNICEF's wide network of >150 field offices. The databases are composed primarily of estimates from household surveys, with data from censuses, administrative records, vital registration systems and statistical models contributing to some key indicators as well. The data are assessed for quality based on a set of objective criteria to ensure that only the most reliable nationally representative information is included. For most indicators, data are available at the global, regional and national levels, plus sub-national disaggregation by sex, urban/rural residence and household wealth. The global databases are featured in UNICEF's flagship publications, inter-agency reports, including the Secretary General's Millennium Development Goals Report and Countdown to 2015, sector-specific reports and statistical country profiles. They are also publicly available on www.childinfo.org, together with trend data and equity analyses.

  4. Data Resource Profile: United Nations Children’s Fund (UNICEF)

    Science.gov (United States)

    Murray, Colleen; Newby, Holly

    2012-01-01

    The United Nations Children’s Fund (UNICEF) plays a leading role in the collection, compilation, analysis and dissemination of data to inform sound policies, legislation and programmes for promoting children’s rights and well-being, and for global monitoring of progress towards the Millennium Development Goals. UNICEF maintains a set of global databases representing nearly 200 countries and covering the areas of child mortality, child health, maternal health, nutrition, immunization, water and sanitation, HIV/AIDS, education and child protection. These databases consist of internationally comparable and statistically sound data, and are updated annually through a process that draws on a wealth of data provided by UNICEF’s wide network of >150 field offices. The databases are composed primarily of estimates from household surveys, with data from censuses, administrative records, vital registration systems and statistical models contributing to some key indicators as well. The data are assessed for quality based on a set of objective criteria to ensure that only the most reliable nationally representative information is included. For most indicators, data are available at the global, regional and national levels, plus sub-national disaggregation by sex, urban/rural residence and household wealth. The global databases are featured in UNICEF’s flagship publications, inter-agency reports, including the Secretary General’s Millennium Development Goals Report and Countdown to 2015, sector-specific reports and statistical country profiles. They are also publicly available on www.childinfo.org, together with trend data and equity analyses. PMID:23211414

  5. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Nicoleta ISAC

    2014-11-01

    Full Text Available This paper aims to conduct a study on the main theories of motivation; human resources’ motivation represents a major component of management and one of the most commonly treated subject in the literature. The actual content of every firm motivation reflects the managerial and economic vision promoted therein. The wide variety of these concepts, combined with the diversity of human resources and managerial situations in organizations, are reflected in a pronounced heterogeneity of the concepts and management practices. The empirical basis of this paper is the interpretation’ results of all answers, obtained from the applied within the company questionnaire.

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

    OpenAIRE

    Peccei, Riccardo

    2004-01-01

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

  8. Investing in Human Resource Planning: An International Study

    OpenAIRE

    Døving, Erik; Nordhaug, Odd

    2010-01-01

    In this paper we study drivers of firms’ human resource planning practices. This is done by analyzing two central parts of personnel planning, formal HRM strategies and analyses of competence development needs. Data collected from 3,877 firms in 21 countries are applied in the analysis. Nine out of ten firms conduct analyses of needs for competence development to some extent, while every second firm in the sample has elaborated a formal HRM strategy. Results indicate that resou...

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

    OpenAIRE

    THANOS KRIEMADIS; ANNA KOURTESOPOULOU

    2008-01-01

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

  10. Japanese human resource management from the viewpoint of incentive theory

    OpenAIRE

    Itoh, Hideshi

    1991-01-01

    This essay concerns the management of human resources in the stylized large Japanese firm. The emphasis is on issues of internal incentives, how the Japanese firm provides its employees with incentives to behave in harmony with goals of the firm. By drawing freely the insights from the growing literature on the economics of organizations (incentive theory), I attempt to explain economic rationale of some of the distinct features of Japanese management practices concerning pay and promotion sy...

  11. An evaluation of the human resource development process supporting CASS

    OpenAIRE

    Kilian, George F.

    1995-01-01

    This thesis is an evaluation of the human resource development process supporting the Consolidated Automated Support System (CASS). The CASS Implementation Plan and related Navy Training Plan are established to deliver CASS hardware/software and a trained workforce to the fleet for system operation and maintenance throughout its life cycle. This study involves an overview of both plans, a definition of basic personnel development requirements for any weapons system, a review of historical ATE...

  12. New Trends In Education Of Human Resources In Companies

    OpenAIRE

    Tanja Jankovic

    2010-01-01

    Education and training of human resources related to the planned efforts of companies to facilitate employee mastery of skills related to work. These skills include knowledge, skills or behaviors that are essential for effective job performance, and highlighted the training programs. The goal of training is to be employed to adopt and apply in their everyday activities in order to achieve competitive advantage. To this end, training should be seen beyond, as a way of creation of intellectual ...

  13. Managing human resources in South Africa: A multinational firm focus

    OpenAIRE

    Horwitz, Frank M.; Jain, Harish

    2008-01-01

    Two key developments exert an important influence on the nature of human resource management (HRM) in South Africa (SA). The first is two seemingly conflicting imperatives, sometimes and arguably wrongly juxtaposed: that of developing a high-growth, globally competitive economy with fuller employment and the sociopolitical imperative of redressing past structural inequalities of access to skilled, professional, and managerial positions, as well as ownership opportunities. Th...

  14. Communication as the determination factor of human resources management

    OpenAIRE

    LAVIČKOVÁ, Jana

    2012-01-01

    The work is divided into a theoretical and a practical part. In the first chapter of the theoretical part I focus on social communication, its definition and sublayers of verbal and nonverbal communication. The second chapter brings definitions of the terms ?management? and ?human resources management?. I also concentrate on communication in organisations. The end of the second chapter is devoted to motivation and to the theories of motivation. In the practical part I addressed myself to a re...

  15. Influences on Human Resource Management Practices in Multinational Corporations

    OpenAIRE

    Phillip M Rosenzweig; Nitin Nohria

    1994-01-01

    A study of human resource management practices in 249 U.S. affiliates of foreign-based multinational corporations (MNCs) shows that in general affiliate HRM practices closely follow local practices, with differences among specific practices. The degree of similarity of local practices is significantly influenced by the method of founding, dependence on local inputs, the presence of expatriates, and the extent of communication with the parent. In addition, sharp differences are revealed among ...

  16. PERFORMANCE IN ORGANIZATIONS IN A HUMAN RESOURCE PERSPECTIVE

    OpenAIRE

    LOGOFĂTU MONICA; ȘTEFĂNESCU CRISTIAN

    2017-01-01

    In turbulent financial and economic present conditions a major challenge for the general management of organizations and in particular for the strategic human resources management is to establish a clear, coherent and consistent framework in terms of measuring organizational performance and economic efficiency. This paper aims to conduct an exploratory research of literature concerning measuring organizational performance. Based on the results of research the paper proposes a mult...

  17. INTEGRATION MECHANISMS OF IMPROVEMENT OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Vera A. Akimenko

    2013-01-01

    Full Text Available In the current economic conditions, the efficiency of business processes of an organization is determined by the quality of the staff. Therefore, actual is the creation and application of new approaches to the management of human re-sources. The article presents a comparative analysis of management practices and their impact on the effectiveness of personnel management, the mechanism of their integration to improve the efficiency of the process.

  18. How do Entrepreneurial Human Resource Practices Determine Small Firms’ Performance?

    OpenAIRE

    Sulaimiah; Sulhaini

    2016-01-01

    This study examines the effects of entrepreneurial human resource practices on market-oriented behaviour, relational capability, and business performance at small-sized firms. For the purpose of the study, a survey was carried out for two different product types, namely handi crafts and food/drink, and sample firms were purposively selected. Interestingly, the findings suggest that, though practices may not directly improve firms’ performance, implementing practices characterised by entrepren...

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

    Directory of Open Access Journals (Sweden)

    Aparecido Ferreira de Oliveira

    2014-04-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2014-03-15

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

  1. 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.

  2. Human resource management and career planning in a larger library

    Directory of Open Access Journals (Sweden)

    Jelka Gazvoda

    1997-01-01

    Full Text Available Human resource management is presented as a managerial function which is used to develop potential abilities of the employees to achieve organizational goals.Different perception of the employees is essential - people working in the organization are treated as capital and not as an expenditure. In human resource management the most important view of the employees is their potential growth and professional development, training for acquiring new responsibilities and encouragement for innovation. Library management is becoming more and more complex as the result of introducing new technologies. For this reason libraries need well trained people with potentials to modernize library performance and to overcome the conflict between the traditional organizational culture and the requirements of the modem technologically developed environment. The author presents different techniques of active human resource management, which can be used in larger libraries where an appropriate number of employees exists to realize different programmes with. These are programmes for education, staffing,career planning, stimmulation and reward systems, job redefinition and enrichment,and other forms of internal segmentation.

  3. The United Nations Human Rights Council: Issues for Congress

    Science.gov (United States)

    2008-07-31

    states; ! serve as a forum for dialogue on thematic human rights issues and recommend opportunities for the development of international human rights law to...Commission Act may violate U.S. obligations under international human rights law . 133 U.N. Press Release, “United States Accepts Visit Request of U.N

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

    Science.gov (United States)

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

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

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

    Science.gov (United States)

    Whitman, Marilyn V; Valpuesta, Domingo

    2010-01-01

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

  6. An Estimate of Shallow, Low-Temperature Geothermal Resources of the United States: Preprint

    Energy Technology Data Exchange (ETDEWEB)

    Mullane, Michelle; Gleason, Michael; McCabe, Kevin; Mooney, Meghan; Reber, Timothy; Young, Katherine R.

    2016-10-01

    Low-temperature geothermal resources in the United States potentially hold an enormous quantity of thermal energy, useful for direct use in residential, commercial and industrial applications such as space and water heating, greenhouse warming, pool heating, aquaculture, and low-temperature manufacturing processes. Several studies published over the past 40 years have provided assessments of the resource potential for multiple types of low-temperature geothermal systems (e.g. hydrothermal convection, hydrothermal conduction, and enhanced geothermal systems) with varying temperature ranges and depths. This paper provides a summary and additional analysis of these assessments of shallow (= 3 km), low-temperature (30-150 degrees C) geothermal resources in the United States, suitable for use in direct-use applications. This analysis considers six types of geothermal systems, spanning both hydrothermal and enhanced geothermal systems (EGS). We outline the primary data sources and quantitative parameters used to describe resources in each of these categories, and present summary statistics of the total resources available. In sum, we find that low-temperature hydrothermal resources and EGS resources contain approximately 8 million and 800 million TWh of heat-in-place, respectively. In future work, these resource potential estimates will be used for modeling of the technical and market potential for direct-use geothermal applications for the U.S. Department of Energy's Geothermal Vision Study.

  7. An Estimate of Shallow, Low-Temperature Geothermal Resources of the United States

    Energy Technology Data Exchange (ETDEWEB)

    Mullane, Michelle; Gleason, Michael; Reber, Tim; McCabe, Kevin; Mooney, Meghan; Young, Katherine R.

    2017-05-01

    Low-temperature geothermal resources in the United States potentially hold an enormous quantity of thermal energy, useful for direct use in residential, commercial and industrial applications such as space and water heating, greenhouse warming, pool heating, aquaculture, and low-temperature manufacturing processes. Several studies published over the past 40 years have provided assessments of the resource potential for multiple types of low-temperature geothermal systems (e.g. hydrothermal convection, hydrothermal conduction, and enhanced geothermal systems) with varying temperature ranges and depths. This paper provides a summary and additional analysis of these assessments of shallow (= 3 km), low-temperature (30-150 degrees C) geothermal resources in the United States, suitable for use in direct-use applications. This analysis considers six types of geothermal systems, spanning both hydrothermal and enhanced geothermal systems (EGS). We outline the primary data sources and quantitative parameters used to describe resources in each of these categories, and present summary statistics of the total resources available. In sum, we find that low-temperature hydrothermal resources and EGS resources contain approximately 8 million and 800 million TWh of heat-in-place, respectively. In future work, these resource potential estimates will be used for modeling of the technical and market potential for direct-use geothermal applications for the U.S. Department of Energy's Geothermal Vision Study.

  8. Comparative anatomy of mouse and human nail units.

    Science.gov (United States)

    Fleckman, Philip; Jaeger, Karin; Silva, Kathleen A; Sundberg, John P

    2013-03-01

    Recent studies of mice with hair defects have resulted in major contributions to the understanding of hair disorders. To use mouse models as a tool to study nail diseases, a basic understanding of the similarities and differences between the human and mouse nail unit is required. In this study we compare the human and mouse nail unit at the macroscopic and microscopic level and use immunohistochemistry to determine the keratin expression patterns in the mouse nail unit. Both species have a proximal nail fold, cuticle, nail matrix, nail bed, nail plate, and hyponychium. Distinguishing features are the shape of the nail and the presence of an extended hyponychium in the mouse. Expression patterns of most keratins are similar. These findings indicate that the mouse nail unit shares major characteristics with the human nail unit and overall represents a very similar structure, useful for the investigation of nail diseases and nail biology. Copyright © 2013 Wiley Periodicals, Inc.

  9. Exploring Graphics Processing Unit (GPU) Resource Sharing Efficiency for High Performance Computing

    OpenAIRE

    Li, Teng; Narayana, Vikram; El-Ghazawi, Tarek

    2013-01-01

    The increasing incorporation of Graphics Processing Units (GPUs) as accelerators has been one of the forefront High Performance Computing (HPC) trends and provides unprecedented performance; however, the prevalent adoption of the Single-Program Multiple-Data (SPMD) programming model brings with it challenges of resource underutilization. In other words, under SPMD, every CPU needs GPU capability available to it. However, since CPUs generally outnumber GPUs, the asymmetric resource distributio...

  10. Social Media Impact on Human Resources Management Strategies

    Directory of Open Access Journals (Sweden)

    Angela-Eliza Micu

    2016-01-01

    Full Text Available The aim of this paper is to do a research of human resource management in Romania for the ITsector, and focus the attention to a couple of things like culture, trainings and the impact resultedon social media that this companies and their employees are producing. The use of social media has a huge impact on the quality of the work and also is contributing tostrengthen the relationships between employees. It can be a good resource in attracting new talentsand also promoting the company. This research used mined data from LinkedIn and other socialmedia and publicly available websites in order to statistically test hypotheses using the Pearsonchi-square method and successfully finding 6 strong correlations between data analyzed forRomanian software development companies.

  11. HUMAN CAPITAL THEORY AND HUMAN RESOURCE MANAGEMENT. IMPLICATIONS IN DEVELEOPMENT OF KNOWLEDGE MANAGEMENT STRATEGIES

    Directory of Open Access Journals (Sweden)

    Simona Buta

    2015-02-01

    Full Text Available In terms of the organization, the human capital theory and human resource management raises a number of issues, namely: human capital issues (they relate to attracting, maintaining, developing and rewarding human resources in order to create and maintain a skilled, dedicated and motivated personnel; issues related to the structural capital (with reference to the size and development of organizational structures that stimulate the processes of creating, capturing and sizing of knowledge; issues of organizational capital( those related to knowledge management. Therefore, organizational context, several questions arise: What knowledge do we have? What knowledge do we need now and in the future? How can we create an environment and a culture that encourages individual and organizational learning? How can we do so that both explicit and tacit knowledge to be captured stored and used judiciously? This paper focuses on human capital theory, but there will also be raised concepts associated to the human resources and knowledge management. Therefore, in this paper we try to identify ways in which human resources (HR specialists can support the KM strategy to drive value within organisation, by revising the practices in order to ensure the knowledge focus.

  12. How Do Volcanoes Affect Human Life? Integrated Unit.

    Science.gov (United States)

    Dayton, Rebecca; Edwards, Carrie; Sisler, Michelle

    This packet contains a unit on teaching about volcanoes. The following question is addressed: How do volcanoes affect human life? The unit covers approximately three weeks of instruction and strives to present volcanoes in an holistic form. The five subject areas of art, language arts, mathematics, science, and social studies are integrated into…

  13. Multi-Unit Considerations for Human Reliability Analysis

    Energy Technology Data Exchange (ETDEWEB)

    St. Germain, S.; Boring, R.; Banaseanu, G.; Akl, Y.; Chatri, H.

    2017-03-01

    This paper uses the insights from the Standardized Plant Analysis Risk-Human Reliability Analysis (SPAR-H) methodology to help identify human actions currently modeled in the single unit PSA that may need to be modified to account for additional challenges imposed by a multi-unit accident as well as identify possible new human actions that might be modeled to more accurately characterize multi-unit risk. In identifying these potential human action impacts, the use of the SPAR-H strategy to include both errors in diagnosis and errors in action is considered as well as identifying characteristics of a multi-unit accident scenario that may impact the selection of the performance shaping factors (PSFs) used in SPAR-H. The lessons learned from the Fukushima Daiichi reactor accident will be addressed to further help identify areas where improved modeling may be required. While these multi-unit impacts may require modifications to a Level 1 PSA model, it is expected to have much more importance for Level 2 modeling. There is little currently written specifically about multi-unit HRA issues. A review of related published research will be presented. While this paper cannot answer all issues related to multi-unit HRA, it will hopefully serve as a starting point to generate discussion and spark additional ideas towards the proper treatment of HRA in a multi-unit PSA.

  14. 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.

  15. Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges

    NARCIS (Netherlands)

    Bondarouk, Tatiana; Ruel, Hubertus Johannes Maria; Guiderdoni-Jourdain, Karine; Oiry, Ewan

    2009-01-01

    Digital advancements and discoveries are now challenging traditional human resource management services within businesses. The Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges provides practical, situated, and unique

  16. SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

    National Research Council Canada - National Science Library

    Cristian Stefanescu; Monica Logofatu

    2017-01-01

    .... 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...

  17. Quantification and Evaluation Issues in Group Model Building. An Application to Human Resource Management Transition

    NARCIS (Netherlands)

    Mooy, R.; Rouwette, E.A.J.A.; Valk, G.J.J. de; Vennix, J.A.M.; Maas, A. van der

    2001-01-01

    Telecommunications providers increasingly compete on Human Resource Management (HRM). KPN, the Dutch incumbent telecom provider, found that for its research department human resource policies needed to be adapted to remain competitive. KPN's Business Modelling department facilitated a group model

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

    Directory of Open Access Journals (Sweden)

    Buchelt Beata Irma

    2017-06-01

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

  19. ADP Analysis project for the Human Resources Management Division

    Science.gov (United States)

    Tureman, Robert L., Jr.

    1993-01-01

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

  20. Determinants of human resource investment in internal controls

    Directory of Open Access Journals (Sweden)

    Jong-Hag Choi

    2013-09-01

    Full Text Available Using the unique reporting environment in Korea, this study investigates the determinants of human resource investment in internal controls for 1352 listed firms disclosing the number of personnel who are in charge of internal control-related tasks (IC personnel from 2005 to 2008. We find that the number of IC personnel within a firm and several key departments increase with firm size, number of employees, complexity and for Chaebols, and decrease in rapidly growing firms. Additional analysis reveals that the factors influencing internal control systems have an accentuated effect on firms with relatively larger firm size.

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

    Directory of Open Access Journals (Sweden)

    THANOS KRIEMADIS

    2008-01-01

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

  2. Navy Manpower: Values, Practices, and Human Resources Requirements.

    Science.gov (United States)

    1975-06-01

    deciles describing a 105 random sample of 22.000 people from 32 business organizations Human Resources Primacy Communication Flow Motivational...Procesb Consultation BUBL !B!SaSITE CLASS: PHury »rirnill* »rof I If for Co*Mr*<J trmoi 10t 201 30t «01 SOt «nx 70X 801 «OX 1001 199. Dtdtlon...like It to to: © © © © © G 5 3a The U S. should togm a »radur whether oiher countries do oi r tea may to timr O

  3. Human Resource Management in the Enhancement Processes of Knowledge Management

    Directory of Open Access Journals (Sweden)

    Didi Sundiman

    2017-11-01

    Full Text Available This research explored Human Resource Management (HRM in enhancement processes of knowledge management. This research explored how HRM practice enhanced the operational of knowledge management. Data were collected by a survey by interviewing 12 informants from Small and Medium Enterprise (SME. The results show that HRM practice gives initiative in the enhancement process of the knowledge management strategy applied to the company. It can be concluded that each sub-component of HRM affects the components of knowledge management, and HRM is highly influential and has a positive effect on quality management processes and vice versa in the work environment.

  4. FRUSTRATION OF WORKING AS A PROBLEM OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Irena Ashtalkoska

    2012-12-01

    Full Text Available The development of human resources that finds an important practical application in enterprises from the developed world, account facts which refer to the conclusion that satisfaction of employee can greatly contribute to increasing productivity in enterprises and in states from whole world.Enterprises should assume appropriate measures which will be concentrated on reviewing the toolkit related to management staff, especially systems of payment and organization culture if they want to avoid negative consequences caused by dissatisfaction of employees in the workplace.

  5. 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...

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

    Directory of Open Access Journals (Sweden)

    Prof. Ph.D.Gheorghita Caprarescu

    2008-12-01

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

  7. The Answer Is Blowing in the Wind. Investment in Training from a Human Resource Accounting Perspective.

    Science.gov (United States)

    Johanson, Ulf

    1998-01-01

    Presents components of human resource accounting (HRA)--description of human resource costs, estimation of return on investment, estimation of human resource values. Reviews research on the influence of HRA on decision making, concluding that a number of factors inhibit its effective use. (SK)

  8. 78 FR 78401 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-12-26

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: January 7... Human Resources (EHR) Brief updates on EHR and Committee of Visitor Reports ] Presentation, Discussion...

  9. 77 FR 23766 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-04-20

    ... FOUNDATION Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the... the following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time..., and mathematics (STEM) education and human resources programming. Agenda May 9, 2012 Morning...

  10. 75 FR 63209 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-10-14

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 3..., and mathematics (STEM) education and human resources programming. Agenda November 3, 2010 (Wednesday...

  11. "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…

  12. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: May 5..., engineering, and mathematics (STEM) education and human resources programming. Agenda May 5, 2010 I. Acting...

  13. 78 FR 61400 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-10-03

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 6...'s science, technology, engineering, and mathematics (STEM) education and human resources programming...

  14. Ways of Human Resource Branding in Czech Agricultural Companies

    Directory of Open Access Journals (Sweden)

    Hlavsa Tomáš

    2015-09-01

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

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

    Directory of Open Access Journals (Sweden)

    Rao Krishna D

    2012-08-01

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

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

    Science.gov (United States)

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

    2016-11-21

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

  17. Human Resource – Potential Factor of Organiztional Crisis

    Directory of Open Access Journals (Sweden)

    Mihail Cristian Negrulescu

    2008-10-01

    Full Text Available At the level of any economic system, the change brings about the modification of the internal operating method of the relations between the actors and of the work habits. In other words, the substance (main, important modifications can be shaped on each of the organizational dominant of the system at a structural, functional or cultural level, in which the main actor, the human resource, intends to be part of this equation of changes. In this context, significant is the role played by the main organization actors, a role which can be materialized either as a factor of innovation, prevention and even progress, or as a conflict promoting factor, which, in time, generates a state of abnormality, of crisis. That is why major importance must be allotted to the human resources at the level of each organisation, considering the progress focused on knowledge, experience, experiments, attitude, behaviour and competences, these implying factors of correction and efficient reaction for the administration of the organizational crises.

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

    Science.gov (United States)

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

    2012-08-13

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

  19. Strategic Human Resource Management and the Australian Public Sector

    Directory of Open Access Journals (Sweden)

    Karen MANNING

    2010-06-01

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

  20. [Beliefs about humanized care in a pediatric intensive care unit].

    Science.gov (United States)

    Pauli, Maria Cristina; Bousso, Regina Szylit

    2003-01-01

    This study aimed to understand the nurses' beliefs about humanized care in the Pediatric Intensive Care Unit (PICU). Data collection was accomplished through open interviews with five nurses, which were then taped and fully transcribed. The content analyzed was realized in the framework of symbolic interactionism as a theoretical reference base, and used the Grounded Theory methodology. This study allowed for the understanding that the nurse, although she has difficulties in rendering humanized assistance, seems to be giving up the belief that the PICU is a technicist unit and starts looking for strategies to deliver a more humanized assistance.