WorldWideScience

Sample records for internal human resource

  1. INTERNATIONAL DIMENSIONS OF HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Cristian Marinaş; Aurel Manolescu

    2007-01-01

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

  2. International human resources management challenges and changes

    CERN Document Server

    2015-01-01

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

  3. Human resource management in international organizations

    Directory of Open Access Journals (Sweden)

    Sonja Treven

    2001-01-01

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

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

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

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

  5. 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.

  6. 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.

  7. Integrating internal communications, human resource management and marketing concepts into the new internal marketing philosophy

    OpenAIRE

    Sinčić, Dubravka; Pološki Vokić, Nina

    2007-01-01

    Successful companies attach great importance to human resource management and internal communications, because they are aware of the value of those activities and of strategic advantage they can bring to the organization. They should also realize that it is necessary to live internal marketing philosophy, if they stream to offer quality products and services to both markets: internal and external. The idea of satisfied employees for the benefit of satisfied customers is accepted and developed...

  8. Human resources for health: global crisis and international cooperation.

    Science.gov (United States)

    Portela, Gustavo Zoio; Fehn, Amanda Cavada; Ungerer, Regina Lucia Sarmento; Poz, Mario Roberto Dal

    2017-07-01

    From the 1990s onwards, national economies became connected and globalized. Changes in the demographic and epidemiological profile of the population highlighted the need for further discussions and strategies on Human Resources for Health (HRH). The health workforce crisis is a worldwide phenomenon. It includes: difficulties in attracting and retaining health professionals to work in rural and remote areas, poor distribution and high turnover of health staff particularly physicians, poor training of health workforces in new sanitation and demographic conditions and the production of scientific evidence to support HRH decision making, policy management, programs and interventions. In this scenario, technical cooperation activities may contribute to the development of the countries involved, strengthening relationships and expanding exchanges as well as contributing to the production, dissemination and use of technical scientific knowledge and evidence and the training of workers and institutional strengthening. This article aims to explore this context highlighting the participation of Brazil in the international cooperation arena on HRH and emphasizing the role of the World Health Organization in confronting this crisis that limits the ability of countries and their health systems to improve the health and lives of their populations.

  9. Book Review: Current Issues in International Human Resource Management and Strategy Research

    DEFF Research Database (Denmark)

    Gretzinger, Susanne

    2009-01-01

    The article reviews the book "Current Issues in International Human Resource Management and Strategy Research," edited by Marion Festing and Susanne Royer.......The article reviews the book "Current Issues in International Human Resource Management and Strategy Research," edited by Marion Festing and Susanne Royer....

  10. Human Resource Management in COSO Internal Control: Integrated Framework

    OpenAIRE

    Uysal, Gürhan

    2010-01-01

    COSO perceives human resource management (HRM) as an organizational governance technic. Because COSO aims to increase efficency and effectiveness of business operations, reliability of financial reporting, and compliance with applicable laws and regulations. Therefore, for example, in COSO HRM policy and practices should enable organizations to achieve organizational goals and objectives. Moreover, HRM is to find out best-ability and capable employees for managerial positions. In addition, or...

  11. The Trends in International Migration of Human Resources under Conditions of Geo-Economic Transformations

    Directory of Open Access Journals (Sweden)

    Shymanska Kateryna V.

    2017-06-01

    Full Text Available The aim of the article is to reveal the influence of geo-economic transformations on the trends in international migration of human resources as an element of the resource potential of countries and regions. The current state of geo-economic transformations is analyzed, and their influence on the processes of international migration of human resources is revealed. The relevance of analyzing international movement of human resources, not labor ones, in building the geo-economic strategy of a country or a regional grouping is justified. The connection between the international migration of human resources and the trends in development of individual countries and regions (oil exporting countries, newly industrialized countries and least developed agrarian countries is determined, the general patterns of migration flows in these countries are described. Furthermore, the topical issues in studying international migration of human resources in the context of the directions of geo-economics identified by scientists are formulated. It is determined that the regional migration policy should contribute to maximizing the benefits of migration of human resources for the development of the region and the use of immigrants in the countries of the region as an economic resource that becomes strategically important under conditions of geo-economic transformations.

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

    Directory of Open Access Journals (Sweden)

    Irfan Ullah

    2013-08-01

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

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

    Directory of Open Access Journals (Sweden)

    Protik Basu

    2018-01-01

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

  14. 'Soft' human resource management in small international joint ventures

    DEFF Research Database (Denmark)

    Dao, Li

    2012-01-01

    This paper examines the value creation aspects of HRM in international joint ventures of a relatively small size and their implications for strategic management. We assume that HRM in this context is rather a process than a function, and a ‘soft’ – humanistic rather than a ‘hard’, instrumentalist...... of joint venture autonomy. A conceptual framework developed from these empirical insights invites further generalizing efforts, and more importantly, contributes to a dynamic understanding of HRM in small IJVs....

  15. A quarter-century review of human resource management in the US: The growth in importance of the international perspective

    OpenAIRE

    Schuler, Randall S.; Jackson, Susan E.

    2005-01-01

    The past quarter century has witnessed many developments in the research and practice of managing human resources in the United States. In this article, we briefly describe two major areas in which these developments have been unfolding: strategic human resource management and international human resource management. Across these two areas of activity, HRM in the U. S. has evolved to encompass a greater appreciation of issues associated with: the systemic character of human resource managemen...

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

    OpenAIRE

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

    2017-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Berber Nemanja

    2014-01-01

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

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

    Directory of Open Access Journals (Sweden)

    BOGDAN RĂVAŞ

    2015-12-01

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

  19. International Human Resources Management of Japanese, American, and European Firms in Asia : The Roles of Headquarters and Subsidiaries

    OpenAIRE

    Hiromichi Shibata; Andrew Doyle

    2006-01-01

    The main role of the headquarters international human resources departments/business units of seven Japanese firms we researched is to manage the Japanese expatriates at their subsidiaries in Asia; they have little involvement with the management of local employees. The headquarters international human resources departments/business units at five researched American firms tend to maintain strong company value/mission that drives use of their performance appraisal/promotion systems for employe...

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

    International Nuclear Information System (INIS)

    2014-01-01

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

  1. Monitoring and evaluation of human resources for health: an international perspective

    Directory of Open Access Journals (Sweden)

    Gupta Neeru

    2003-04-01

    Full Text Available Abstract Background Despite the undoubted importance of human resources to the functions of health systems, there is little consistency between countries in how human resource strategies are monitored and evaluated. This paper presents an integrated approach for developing an evidence base on human resources for health (HRH to support decision-making, drawing on a framework for health systems performance assessment. Methods Conceptual and methodological issues for selecting indicators for HRH monitoring and evaluation are discussed, and a range of primary and secondary data sources that might be used to generate indicators are reviewed. Descriptive analyses are conducted drawing primarily on one type of source, namely routinely reported data on the numbers of health personnel and medical schools as covered by national reporting systems and compiled by the World Health Organization. Regression techniques are used to triangulate a given HRH indicator calculated from different data sources across multiple countries. Results Major variations in the supply of health personnel and training opportunities are found to occur by region. However, certain discrepancies are also observed in measuring the same indicator from different sources, possibly related to the occupational classification or to the sources' representation. Conclusion Evidence-based information is needed to better understand trends in HRH. Although a range of sources exist that can potentially be used for HRH assessment, the information that can be derived from many of these individual sources precludes refined analysis. A variety of data sources and analytical approaches, each with its own strengths and limitations, is required to reflect the complexity of HRH issues. In order to enhance cross-national comparability, data collection efforts should be processed through the use of internationally standardized classifications (in particular, for occupation, industry and education at the

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

    International Nuclear Information System (INIS)

    2006-01-01

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

  3. The intellectual structure of human resource management research: A bibliometric study of The International Journal of Human Resource Management, 2000-2012

    OpenAIRE

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

    2015-01-01

    El propósito del presente trabajo de investigación es tratar de identificar las principales corrientes de investigación dentro del campo o dominio científico de la dirección de recursos humanos analizando todos los artículos de investigación publicados en la revista The International Journal of Human Resource Management (IJHRM) durante el período comprendido entre los años 2000 y 2012. En otras palabras o dicho de otro modo, la «estructura intelectual» de la disciplina analizada (the HRM disc...

  4. Human resources for health in southeast Asia: shortages, distributional challenges, and international trade in health services.

    Science.gov (United States)

    Kanchanachitra, Churnrurtai; Lindelow, Magnus; Johnston, Timothy; Hanvoravongchai, Piya; Lorenzo, Fely Marilyn; Huong, Nguyen Lan; Wilopo, Siswanto Agus; dela Rosa, Jennifer Frances

    2011-02-26

    In this paper, we address the issues of shortage and maldistribution of health personnel in southeast Asia in the context of the international trade in health services. Although there is no shortage of health workers in the region overall, when analysed separately, five low-income countries have some deficit. All countries in southeast Asia face problems of maldistribution of health workers, and rural areas are often understaffed. Despite a high capacity for medical and nursing training in both public and private facilities, there is weak coordination between production of health workers and capacity for employment. Regional experiences and policy responses to address these challenges can be used to inform future policy in the region and elsewhere. A distinctive feature of southeast Asia is its engagement in international trade in health services. Singapore and Malaysia import health workers to meet domestic demand and to provide services to international patients. Thailand attracts many foreign patients for health services. This situation has resulted in the so-called brain drain of highly specialised staff from public medical schools to the private hospitals. The Philippines and Indonesia are the main exporters of doctors and nurses in the region. Agreements about mutual recognition of professional qualifications for three groups of health workers under the Association of Southeast Asian Nations Framework Agreement on Services could result in increased movement within the region in the future. To ensure that vital human resources for health are available to meet the needs of the populations that they serve, migration management and retention strategies need to be integrated into ongoing efforts to strengthen health systems in southeast Asia. There is also a need for improved dialogue between the health and trade sectors on how to balance economic opportunities associated with trade in health services with domestic health needs and equity issues. Copyright © 2011

  5. 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…

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

    International Nuclear Information System (INIS)

    2004-01-01

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

  7. Special issue of International journal of human resource management: Conceptual and empirical discoveries in successful HRM implementation

    OpenAIRE

    Mireia Valverde; Tanya Bondarouk; Jordi Trullen

    2016-01-01

    Special issue of International journal of human resource management: Conceptual and empirical discoveries in successful HRM implementation DOI: 10.1080/09585192.2016.1154378 URL: http://www.tandfonline.com/doi/full/10.1080/09585192.2016.1154378 Filiació URV: SI Inclòs a la memòria: SI Paraules clau en blanc [No abstract available

  8. Comparative international management of human resources and human resources management in Brazil: An analysis in view of the calculative and collaborative models

    Directory of Open Access Journals (Sweden)

    Tatiani dos Santos Zuppani

    2016-09-01

    Full Text Available The aim of this study was to analyze the adoption of calculative and collaborative practices dominating comparative international human resources management, according to the different profiles of the areas of Human Resources Management (HRM of private organizations operating in Brazil. The method employed was a Survey, operated by means of an electronic questionnaire on HRM practices and organizational characteristics. A total of 326 respondents was obtained. Initially a cluster was conducted, in which respondents were clustered into four groups with different HRM profiles. The use of calculative and collaborative practices was compared in the four groups formed through the ANOVA (analysis of variance collection of statistical models. The main findings showed that the strategic group was the one with the highest average of adoption of calculative and collaborative practices. The Communicative HRM group showed a higher propensity to collaborative practices and the Formalized HRM group would adopt calculative practices, although none of the groups showed an average of adoption than the Strategic HRM group. This suggests that it is necessary to learn how to deal with different aspects of the management of people in organizations operating in Brazil.

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

    International Nuclear Information System (INIS)

    2012-01-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2012-10-15

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

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

    International Nuclear Information System (INIS)

    Klein, Dale E.

    2012-01-01

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

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

    International Nuclear Information System (INIS)

    Al Kaabi, H.

    2010-03-01

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

  13. Defense Human Resources Activity > PERSEREC

    Science.gov (United States)

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

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

    International Nuclear Information System (INIS)

    Amano, Y.

    2012-01-01

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

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

    International Nuclear Information System (INIS)

    Amano, Y.

    2010-03-01

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

  16. The Role of Information Technology as Moderating Variable and Internal Control Effectiveness as intervening in the Relationship between Human Resource Competency and Internal Auditor Service Quality on of Report

    OpenAIRE

    Haliah, Hamid,Irdam

    2015-01-01

    in general, this research is intended to investigate factors that effect quality of report of local government in west Sulawesi province, Indonesia. Human resource competence and quality of services of internal auditor have indirect effect through the effectiveness of internal control to the quality of the report. These results indicate that the effectiveness of internal control serves as an intervening variable on the relationship of competence of human resources and internal auditor service...

  17. ECONOMICS OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    IOANA - JULIETA JOSAN

    2011-04-01

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

  18. Human Resource Construction

    Institute of Scientific and Technical Information of China (English)

    2015-01-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2004-07-01

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

  20. A Review of International Cross-Cultural Mixed Messages and Their Implications for Human Resource Development

    Science.gov (United States)

    Altman, Brian A.

    2013-01-01

    This paper presents a literature review on the concept of international cross-cultural mixed messages. Although there is limited literature on this topic, the review suggests that messages from one's home culture and a second culture can result in conflicting expectations for one's own behavior and for the behavior of others. Double bind theory is…

  1. The effects of international acquisitions in Serbia on status and engagement of human resources

    Directory of Open Access Journals (Sweden)

    Branko Rakita

    2013-04-01

    Full Text Available In the past few decades globalization and deregulation of international economy has been noticeably accelerated. Consequently, new globalized business environment with numerous business opportunities as well as growing business risks has been made. The new business environment opened the door to intensive implementation of acquisitions as a market entry strategy. Foreign direct investments (FDI in most of transition countries, including Serbia, predominantly come in the form of international acquisitions. There is a wide theoretical analysis of the effects of FDIs on target country economy. The overall conclusion is that green field projects, in comparison with international acquisitions, have more favorable effects on all aspects of host country’s economy. This paper examines the effects of international acquisitions in Serbia on work practices, wages and productivity using the analysis of the financial statements and the results of survey carried out among the foreign investors. It was found that decline of employment; productivity growth and increase in real wages are the results of the acquisitions. The survey also shows that the foreign investors invested in training and development of the acquired employees.

  2. OAS :: Accountability :: Human Resources

    Science.gov (United States)

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

  3. 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...

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

    International Nuclear Information System (INIS)

    Klein, D.E.

    2010-03-01

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

  5. 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.

  6. 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.

  7. 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.

  8. [Management human resources].

    Science.gov (United States)

    Schena, F P

    2004-01-01

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

  9. 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…

  10. Strategic Management of Human Resources

    Directory of Open Access Journals (Sweden)

    Madlena Nen

    2014-05-01

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

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

    Science.gov (United States)

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

    2015-08-01

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

  12. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

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

  13. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

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

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

    International Nuclear Information System (INIS)

    Awadalla, S.A.

    2006-02-01

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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2006-02-15

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

  16. 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 ...

  17. 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...

  18. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

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

  19. International Perspective on Teaching Human Sexuality

    Science.gov (United States)

    Wylie, Kevan; Weerakoon, Patricia

    2010-01-01

    Objective: The authors outline international training programs in human sexuality. Methods: The authors reviewed the international literature and Internet resources to identify key training opportunities and curricula, with particular emphasis on training opportunities for psychiatrists. Results: The authors outline key resources and training…

  20. 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.

  1. Automation and Human Resource Management.

    Science.gov (United States)

    Taft, Michael

    1988-01-01

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

  2. Issues about Human Resources Recruitment

    OpenAIRE

    Aurel Manolescu

    2008-01-01

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

  3. The global human resource management casebook

    NARCIS (Netherlands)

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

    2017-01-01

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

  4. The Role of a Short-Term Education Programme in International Nuclear Human Resource Development and Knowledge Management

    International Nuclear Information System (INIS)

    Murakami, K.; Uesaka, M.

    2016-01-01

    Full text: The Nuclear Energy Management School is proposed as a good tool to structure the experiences of industries. The importance of a short-term international education programme for gathering knowledge regarding nuclear embarkation projects is discussed in this paper. The results of evaluating education efficiency from 2013 to 2016 will also be introduced in this presentation (or poster). (author

  5. 'Soft' human resource management in small international joint ventures:Cases from the Danish-Vietnamese context

    OpenAIRE

    Dao, Li

    2012-01-01

    This paper examines the value creation aspects of HRM in international joint ventures of a relatively small size and their implications for strategic management. We assume that HRM in this context is rather a process than a function, and a ‘soft’ – humanistic rather than a ‘hard’, instrumentalist managerial approach. Using cases from a modest sample of Danish – Vietnamese joint ventures, we propose that HRM is significantly associated with creating a healthy and adaptive environment for mutua...

  6. 77 FR 33774 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-06-07

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

  7. Exploring Data in Human Resources Big Data

    Directory of Open Access Journals (Sweden)

    Adela BARA

    2016-01-01

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

  8. Creating a charter of collaboration for international university partnerships: the Elmina Declaration for Human Resources for Health.

    Science.gov (United States)

    Anderson, Frank; Donkor, Peter; de Vries, Raymond; Appiah-Denkyira, Ebenezer; Dakpallah, George Fidelis; Rominski, Sarah; Hassinger, Jane; Lou, Airong; Kwansah, Janet; Moyer, Cheryl; Rana, Gurpreet K; Lawson, Aaron; Ayettey, Seth

    2014-08-01

    The potential of international academic partnerships to build global capacity is critical in efforts to improve health in poorer countries. Academic collaborations, however, are challenged by distance, communication issues, cultural differences, and historical context. The Collaborative Health Alliance for Reshaping Training, Education, and Research project (funded by the Bill and Melinda Gates Foundation and implemented through academic medicine and public health and governmental institutions in Michigan and Ghana) took a prospective approach to address these issues. The project had four objectives: to create a "charter for collaboration" (CFC), to improve data-driven policy making, to enhance health care provider education, and to increase research capacity. The goal of the CFC was to establish principles to guide the course of the technical work. All participants participated at an initial conference in Elmina, Ghana. Nine months later, the CFC had been revised and adopted. A qualitative investigation of the CFC's effects identified three themes: the CFC's unique value, the influence of the process of creating the CFC on patterns of communication, and the creation of a context for research and collaboration. Creating the CFC established a context in which implementing technical interventions became an opportunity for dialogue and developing a mutually beneficial partnership. To increase the likelihood that research results would be translated into policy reforms, the CFC made explicit the opportunities, potential problems, and institutional barriers to be overcome. The process of creating a CFC and the resulting document define a new standard in academic and governmental partnerships.

  9. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

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

    2005-07-01

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

  10. Extension Resources for International Trade

    Science.gov (United States)

    Seal, Susan D.

    2016-01-01

    With the opening of additional trade partnerships, the reduction of global transportation and communication costs, and the increase in demand for U.S. agricultural products and services, international trade is an area of great importance to more and more Extension clients and stakeholders. This article provides information about the primary…

  11. Issues about Human Resources Recruitment

    Directory of Open Access Journals (Sweden)

    Aurel Manolescu

    2008-04-01

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

  12. 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.

  13. Human Resource Management and Performance

    NARCIS (Netherlands)

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

    2000-01-01

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

  14. Community Resources for International Trade Education.

    Science.gov (United States)

    Blanco, Virgil H.; Channing, Rose M.

    1985-01-01

    Describes Middlesex Community College's involvement in education and training programs aimed at encouraging local business involvement in international trade and the activities of its National Resource for International Trade Education (e.g., information dissemination; consulting services; seminars and workshops; a speakers bank; research; staff…

  15. 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,…

  16. Human Resource Management and Corporate Social Responsibility

    OpenAIRE

    Bujor Anca Liliana

    2012-01-01

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

  17. Improving Human Resources Recruitment in Maritime Domain

    OpenAIRE

    Surugiu Felicia; Dragomir Cristina

    2011-01-01

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

  18. Human Resources Development in Tajikistan

    International Nuclear Information System (INIS)

    Mirsaidov, U.

    2014-01-01

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

  19. The Relationships between Human Fatigue and Public Health: A Brief Commentary on Selected Papers from the 9th International Conference on Managing Fatigue in Transportation, Resources and Health

    OpenAIRE

    Charli Sargent; Paul Roberts; Drew Dawson; Sally Ferguson; Lynn Meuleners; Libby Brook; Gregory D. Roach

    2016-01-01

    The 9th International Conference on Managing Fatigue in Transportation, Resources and Health was held in Fremantle, Western Australia in March 2015. The purpose of the conferences in this series is to provide a forum for industry representatives, regulators, and scientists to discuss recent advances in the field of fatigue research. We have produced a Special Issue of the International Journal of Environmental Research and Public Health based on papers from the conference that were focused on...

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

    African Journals Online (AJOL)

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

  1. Cultural diversity and human resources management in Europe

    OpenAIRE

    Cristian MARINAS; Monica CONDRUZ- BACESCU

    2009-01-01

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

  2. Operations of human resources engagement

    OpenAIRE

    Δημητρέλη, Αλεξάνδρα

    2017-01-01

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

  3. DIMENSIÓN INTERNA DE LA RESPONSABILIDAD SOCIAL EMPRESARIAL DESDE LA ÓPTICA DE LA GESTIÓN DE RECURSOS HUMANOS | INTERNAL DIMENSION OF CORPORATE SOCIAL RESPONSIBILITY FROM THE OPTICS OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    María Gabriela Guzmán González

    2016-11-01

    Full Text Available Corporate social responsibility (CSR, represents the active participation of companies in the adoption and implementation of social initiatives aimed at a continuous improvement of the community in which they operate. It is a way to generate collective welfare, which starts from within, from the attention to the people that work in them, their human resources. The management of human resources is closely linked to CSR, since the latter represents an opportunity for the development of workers. The results of this study represent a theoretical input for the study of this topic in the field of management referred to, and may be a reference to propitiate in management, entrepreneurship and community in general the emergence of various modalities to meet the growing demands of human resources. The objective was to analyze the internal dimension of CSR, from the perspective of human resource management. A theoretically oriented research was conducted through literature inquiry and document analysis. It was determined that CSR becomes a challenge for human resource management, and that organizations which incorporate it into their internal dimension can get various advantages, such as a greater involvement and sense of belonging of workers to the company, a chance to increase organizational capacity for the efficient management of its members.

  4. Management of Human Resources in CNCAN

    International Nuclear Information System (INIS)

    Ghinea, P.; Goicea, C.

    2014-01-01

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

  5. IAEA Nuclear Security Human Resource Development Program

    International Nuclear Information System (INIS)

    Braunegger-Guelich, A.

    2009-01-01

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

  6. International strategy in the management of human resources are they valid cultural models; La estrategia internacional en la gestion de recursos humanos. Son validos los modelos culturales?

    Energy Technology Data Exchange (ETDEWEB)

    Lertxundi, A.

    2012-07-01

    Managing people with different cultural backgrounds that will make up the new foreign subsidiaries of multinational enterprises is not being easy. Management presents cultural models as instruments that can be used as a basis for the human resource strategy definition in multinational enterprises. However, its validity is being increasingly questioned due to the methodological limitations that are attributed to them. (Author)

  7. 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.

  8. International Directory of Mental Retardation Resources.

    Science.gov (United States)

    Dybwad, Rosemary F., Ed.

    The directory lists and describes governmental and voluntary agencies, research, and other resources in the field of mental retardation in foreign countries. The first section, on international organizations, gives names, addresses, names of directors, and one or more paragraphs of description for the United Nations and its specialized agencies,…

  9. Resource allocation planning with international components

    Science.gov (United States)

    Burke, Gene; Durham, Ralph; Leppla, Frank; Porter, David

    1993-01-01

    Dumas, Briggs, Reid and Smith (1989) describe the need for identifying mutually acceptable methodologies for developing standard agreements for the exchange of tracking time or facility use among international components. One possible starting point is the current process used at the Jet Propulsion Laboratory (JPL) in planning the use of tracking resources. While there is a significant promise of better resource utilization by international cooperative agreements, there is a serious challenge to provide convenient user participation given the separate project and network locations. Coordination among users and facility providers will require a more decentralized communication process and a wider variety of automated planning tools to help users find potential exchanges. This paper provides a framework in which international cooperation in the utilization of ground based space communication systems can be facilitated.

  10. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    Frederick Iraki

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

  11. 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 ...

  12. 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...

  13. Human resource development for decommissioning

    International Nuclear Information System (INIS)

    Yanagihara, Satoshi

    2016-01-01

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

  14. 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.

  15. Human resources for health: task shifting to promote basic health service delivery among internally displaced people in ethnic health program service areas in eastern Burma/Myanmar

    Directory of Open Access Journals (Sweden)

    Sharon Low

    2014-09-01

    Full Text Available Background: Burma/Myanmar was controlled by a military regime for over 50 years. Many basic social and protection services have been neglected, specifically in the ethnic areas. Development in these areas was led by the ethnic non-state actors to ensure care and the availability of health services for the communities living in the border ethnic-controlled areas. Political changes in Burma/Myanmar have been ongoing since the end of 2010. Given the ethnic diversity of Burma/Myanmar, many challenges in ensuring health service coverage among all ethnic groups lie ahead. Methods: A case study method was used to document how existing human resources for health (HRH reach the vulnerable population in the ethnic health organizations’ (EHOs and community-based organizations’ (CBHOs service areas, and their related information on training and services delivered. Mixed methods were used. Survey data on HRH, service provision, and training were collected from clinic-in-charges in 110 clinics in 14 Karen/Kayin townships through a rapid-mapping exercise. We also reviewed 7 organizational and policy documents and conducted 10 interviews and discussions with clinic-in-charges. Findings: Despite the lack of skilled medical professionals, the EHOs and CBHOs have been serving the population along the border through task shifting to less specialized health workers. Clinics and mobile teams work in partnership, focusing on primary care with some aspects of secondary care. The rapid-mapping exercise showed that the aggregate HRH density in Karen/Kayin state is 2.8 per 1,000 population. Every mobile team has 1.8 health workers per 1,000 population, whereas each clinic has between 2.5 and 3.9 health workers per 1,000 population. By reorganizing and training the workforce with a rigorous and up-to-date curriculum, EHOs and CBHOs present a viable solution for improving health service coverage to the underserved population. Conclusion: Despite the chronic conflict in

  16. Human resources for health: task shifting to promote basic health service delivery among internally displaced people in ethnic health program service areas in eastern Burma/Myanmar.

    Science.gov (United States)

    Low, Sharon; Tun, Kyaw Thura; Mhote, Naw Pue Pue; Htoo, Saw Nay; Maung, Cynthia; Kyaw, Saw Win; Shwe Oo, Saw Eh Kalu; Pocock, Nicola Suyin

    2014-01-01

    Burma/Myanmar was controlled by a military regime for over 50 years. Many basic social and protection services have been neglected, specifically in the ethnic areas. Development in these areas was led by the ethnic non-state actors to ensure care and the availability of health services for the communities living in the border ethnic-controlled areas. Political changes in Burma/Myanmar have been ongoing since the end of 2010. Given the ethnic diversity of Burma/Myanmar, many challenges in ensuring health service coverage among all ethnic groups lie ahead. A case study method was used to document how existing human resources for health (HRH) reach the vulnerable population in the ethnic health organizations' (EHOs) and community-based organizations' (CBHOs) service areas, and their related information on training and services delivered. Mixed methods were used. Survey data on HRH, service provision, and training were collected from clinic-in-charges in 110 clinics in 14 Karen/Kayin townships through a rapid-mapping exercise. We also reviewed 7 organizational and policy documents and conducted 10 interviews and discussions with clinic-in-charges. Despite the lack of skilled medical professionals, the EHOs and CBHOs have been serving the population along the border through task shifting to less specialized health workers. Clinics and mobile teams work in partnership, focusing on primary care with some aspects of secondary care. The rapid-mapping exercise showed that the aggregate HRH density in Karen/Kayin state is 2.8 per 1,000 population. Every mobile team has 1.8 health workers per 1,000 population, whereas each clinic has between 2.5 and 3.9 health workers per 1,000 population. By reorganizing and training the workforce with a rigorous and up-to-date curriculum, EHOs and CBHOs present a viable solution for improving health service coverage to the underserved population. Despite the chronic conflict in Burma/Myanmar, this report provides evidence of the substantive

  17. 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…

  18. Swasti: An International Health Resource Centre

    OpenAIRE

    Kumar, N.S.

    2013-01-01

    Swasti, an International Health Resource Centre was established in 2002 in India. The objective was to enhance the health and well-being of communities, particularly the marginalized. Swasti’s main focus lies in the areas of primary health, sexual and reproductive health including HIV, communicable and non-communicable diseases, water, sanitation and hygiene and gender based violence. The organization, during the last decade has grown in leaps and bounds reaching out to the most affected comm...

  19. Human resource and radiotherapist planning

    International Nuclear Information System (INIS)

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

    2000-01-01

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

  20. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    2015-01-01

    This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity of comp...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network.......This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity...... 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...

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

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  2. Human resources training in coastal science

    Digital Repository Service at National Institute of Oceanography (India)

    Vijayaraghavan, S.

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

  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. 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…

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

    International Nuclear Information System (INIS)

    2003-01-01

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

  6. Managing Human Resource Learning for Innovation

    DEFF Research Database (Denmark)

    Nielsen, Peter

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

  7. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-11-01

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

  8. Human resources management in the process of internationalization

    Directory of Open Access Journals (Sweden)

    Arnaldo Mazzei Nogueira

    2013-04-01

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

  9. 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...

  10. Human resource management and learning for innovation: pharmaceuticals in Mexico

    OpenAIRE

    Santiago-Rodriguez, Fernando

    2010-01-01

    This paper investigates the influence of human resource management on learning from internal and external sources of knowledge. Learning for innovation is a key ingredient of catching-up processes. The analysis builds on survey data about pharmaceutical firms in Mexico. Results show that the influence of human resource management is contingent on the knowledge flows and innovation goals pursued by the firm. Practices such as training-- particularly from external partners; and remuneration for...

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2012-10-15

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

  12. The impact of human resource practices on psychological empowerment

    Directory of Open Access Journals (Sweden)

    Fatemeh Moradi

    2016-07-01

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

  13. The Relationships between Human Fatigue and Public Health: A Brief Commentary on Selected Papers from the 9th International Conference on Managing Fatigue in Transportation, Resources and Health.

    Science.gov (United States)

    Sargent, Charli; Roberts, Paul; Dawson, Drew; Ferguson, Sally; Meuleners, Lynn; Brook, Libby; Roach, Gregory D

    2016-08-24

    The 9th International Conference on Managing Fatigue in Transportation, Resources and Health was held in Fremantle, Western Australia in March 2015. The purpose of the conferences in this series is to provide a forum for industry representatives, regulators, and scientists to discuss recent advances in the field of fatigue research. We have produced a Special Issue of the International Journal of Environmental Research and Public Health based on papers from the conference that were focused on various aspects of public health. First, the Special Issue highlights the fact that working long shifts and/or night shifts can affect not only cognitive functioning, but also physical health. In particular, three papers examined the potential relationships between shiftwork and different aspects of health, including the cardiovascular system, sleep disordered breathing, and eating behaviour. Second, the Special Issue highlights the move away from controlling fatigue through prescriptive hours of service rules and toward the application of risk management principles. In particular, three papers indicated that best-practice fatigue risk management systems should contain multiple redundant layers of defense against fatigue-related errors and accidents.

  14. The Relationships between Human Fatigue and Public Health: A Brief Commentary on Selected Papers from the 9th International Conference on Managing Fatigue in Transportation, Resources and Health

    Directory of Open Access Journals (Sweden)

    Charli Sargent

    2016-08-01

    Full Text Available The 9th International Conference on Managing Fatigue in Transportation, Resources and Health was held in Fremantle, Western Australia in March 2015. The purpose of the conferences in this series is to provide a forum for industry representatives, regulators, and scientists to discuss recent advances in the field of fatigue research. We have produced a Special Issue of the International Journal of Environmental Research and Public Health based on papers from the conference that were focused on various aspects of public health. First, the Special Issue highlights the fact that working long shifts and/or night shifts can affect not only cognitive functioning, but also physical health. In particular, three papers examined the potential relationships between shiftwork and different aspects of health, including the cardiovascular system, sleep disordered breathing, and eating behaviour. Second, the Special Issue highlights the move away from controlling fatigue through prescriptive hours of service rules and toward the application of risk management principles. In particular, three papers indicated that best-practice fatigue risk management systems should contain multiple redundant layers of defense against fatigue-related errors and accidents.

  15. The International Human Epigenome Consortium

    DEFF Research Database (Denmark)

    Stunnenberg, Hendrik G; Hirst, Martin

    2016-01-01

    The International Human Epigenome Consortium (IHEC) coordinates the generation of a catalog of high-resolution reference epigenomes of major primary human cell types. The studies now presented (see the Cell Press IHEC web portal at http://www.cell.com/consortium/IHEC) highlight the coordinated ac...

  16. 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.

  17. INTERNATIONAL COOPERATION AGAINST HUMAN TRAFFICKING

    OpenAIRE

    Ionita COCHINTU; Laura TUTUNARU; Narcisa Mihaela STOICU; Daniela Cristina VALEA

    2011-01-01

    Trafficking in human beings, a phenomenon with global dimensions constitutes a serious violation of human rights, dignity and freedom, a social phenomenon with negative consequences for the entire society. Countries have been concerned over the time to find the most effective policy measures to combat and prevent human trafficking, and in this regard the United Nations, the European Union and the Council of Europe have developed a series of international documents which established an interna...

  18. 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…

  19. 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…

  20. Future for nuclear data research. Human resources

    International Nuclear Information System (INIS)

    Baba, Mamoru

    2006-01-01

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

  1. Human Resource Orientation and Corporate Performance.

    Science.gov (United States)

    Lam, Long W.; White, Louis P.

    1998-01-01

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

  2. 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.

  3. Training of human resources in the UNAM

    International Nuclear Information System (INIS)

    Iturbe H, F.

    2008-12-01

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

  4. The 2006 Eldon D. Foote lecture in international business : a changing China : the resource challenge

    International Nuclear Information System (INIS)

    Balloch, H.R.

    2006-01-01

    China's important role in the market for international resources was discussed. China's emergence as a major economic power may mean that human activity in the world will continue to stress global resource capacities. Challenges that currently face China will affect its own growth in addition to the future of global resource markets and international politics, and China's global influence will have profound implications for the Canadian and international business community. This paper discussed China's economic growth and drivers, and examined the country's growing need for resources. China's foreign policy was examined, and the politics of resource acquisitions were discussed. Recent technological innovations in China were reviewed

  5. Nuclear human resources management in Serbia

    International Nuclear Information System (INIS)

    Videnovic, I.

    2007-01-01

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

  6. 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.

  7. CHARACTERISTICS OF HUMAN RESOURCE PLANNING IN HEALTHCARE

    Directory of Open Access Journals (Sweden)

    Tsvetelina Mihaylova

    2018-03-01

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

  8. 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

  9. Beyond Host Language Proficiency: Coping Resources Predicting International Students' Satisfaction

    Science.gov (United States)

    Mak, Anita S.; Bodycott, Peter; Ramburuth, Prem

    2015-01-01

    As international students navigate in a foreign educational environment, having higher levels of coping or stress-resistance resources--both internal and external--could be related to increased satisfaction with personal and university life. The internal coping resources examined in this study were host language proficiency, self-esteem,…

  10. Price regulation and international resource supply

    Energy Technology Data Exchange (ETDEWEB)

    Siebert, H

    1982-03-01

    Price regulation is an instrument between two diverging aims: The demand for low resource prices motivated by the principle of equal distribution in our day, and the desire for economical management of resources as a responsibility we have to future generations. The present publication investigates how price regulation influences intertemporal supply of resources. For the assumed cases constant resource price, constant admissible increase in resource price, expected release of resource price and deregulation of a price held constant for a period of time mathematical models are developmed.

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

  13. Human Resources Development in the 70s

    Science.gov (United States)

    Ludeman, Bart L.

    1977-01-01

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

  14. human resources management and lecturer's job satisfaction

    African Journals Online (AJOL)

    PROF EKWUEME

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

  15. Managing the human resources in beer industry

    Directory of Open Access Journals (Sweden)

    Živković Dragić

    2014-01-01

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

  16. 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)...

  17. 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

  18. 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...

  19. Training human resource for NPP in Vietnam

    International Nuclear Information System (INIS)

    Nguyen, Trung Tinh; Dam, Xuan Hiep

    2008-01-01

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

  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 resource policy and Danish multinational companies

    DEFF Research Database (Denmark)

    Fleming, Daniel; Søborg, Henrik

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

  2. Human Resource Management Careers: Different Paths for Men and Women?

    Science.gov (United States)

    Ackah, Carol; Heaton, Norma

    2003-01-01

    Responses from individuals with postgraduate human resource management qualifications (n=52, 60% women, 40% men) indicated that men received more internal promotions, women sought career advancement externally and received lower salaries. Women were much more likely to perceive career barriers such as lack of role models or self-confidence.…

  3. Resources | IDRC - International Development Research Centre

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

    Through IDRC's resource library, we share our results, provide support to ... Our Research Support team provides the resources and tools researchers need to ... It also includes information on how to structure and design your policy brief to ...

  4. Human Resource Development in Changing Organizations.

    Science.gov (United States)

    London, Manuel; Wueste, Richard A.

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

  5. Organizing socially constructed internal and external resources

    NARCIS (Netherlands)

    Sorge, A

    The analysis of economic institutions stands to gain from a consideration of the interactionist theory of institutions, a resource-based view of organizations to develop business and economic perspectives, and a linkage between the two and any theory of economic institutions. A resource-based view

  6. Human Resource Development in Hybrid Libraries

    OpenAIRE

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

    2000-01-01

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

  7. Human resource management and technological challenges

    CERN Document Server

    Davim, J

    2014-01-01

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

  8. Challenges of human resource capacity building assistance

    International Nuclear Information System (INIS)

    Noro, Naoko

    2013-01-01

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

  9. 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.

  10. Development of human resources for Indian nuclear power programme

    International Nuclear Information System (INIS)

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

    2013-01-01

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

  11. 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.

  12. Resources Management Officer | IDRC - International Development ...

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

    The Resources Management Officer (RMO) contributes intellectual, technical and ... by initiating, coordinating, and monitoring key processes, activities and issues. ... managing the publication site and overseeing the final quality control by the ...

  13. International Migration, Management of Natural Resources and ...

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

    ... of Natural Resources and Division of Labour along Gender Lines in Veracruz, Mexico ... Mexico, are experiencing an increased rate of migration to Mexico City and the ... Linking research to urban planning at the ICLEI World Congress 2018.

  14. 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.

  15. 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.

  16. 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.

  17. Strategic human resource management practices and ...

    African Journals Online (AJOL)

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

  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. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

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

  20. 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...

  1. 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,

  2. Cultural Implications of Human Resource Development.

    Science.gov (United States)

    Hiranpruk, Chaiskran

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

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

    African Journals Online (AJOL)

    2007-06-14

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

  4. The Human Resources Management System: Part 1.

    Science.gov (United States)

    Ceriello, Vincent R.

    1982-01-01

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

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

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

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

  6. 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 ...

  7. 2008 Human Resources Development Programmes in Nigerian ...

    African Journals Online (AJOL)

    Gbaje E.S

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

  8. Penny Burton - Chief Human Resources Officer | NREL

    Science.gov (United States)

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

  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. GENDER INEQUALITY AND HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    LUCY

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

  11. Human resource development for management of decommissioning

    International Nuclear Information System (INIS)

    Tanaka, Kenichi

    2017-01-01

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

  12. Career Management for Human Resource Professionals.

    Science.gov (United States)

    Wiley, Carolyn

    1992-01-01

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

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

    African Journals Online (AJOL)

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

  14. Human 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

  15. Conceptual modelling of human resource evaluation process

    Directory of Open Access Journals (Sweden)

    Negoiţă Doina Olivia

    2017-01-01

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

  16. Governance and human resources for health

    NARCIS (Netherlands)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-01-01

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

  17. 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

  18. Roadmap for human resources for expanded Indian nuclear industry

    International Nuclear Information System (INIS)

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

    2011-01-01

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

  19. 16 CFR 1000.22 - Office of Human Resources Management.

    Science.gov (United States)

    2010-01-01

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

  20. Renewable Resources, Environmental Pollution, and International Migration

    OpenAIRE

    KENJI KONDO

    2013-01-01

    We develop a two-country model with two industries: the smokestack manufacturing industry, which generates pollution, and the transboundary renewable resource industry. With no trade, migration occurs from the foreign country, with lower manufacturing productivity, to the home country. If the gap in pollution abatement technology, which is superior in the home country, dominates the productivity gap, both countries gain from migration. Under a free trade equilibrium, we also show that if the ...

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

    OpenAIRE

    Sampathkumar, Sriram (Ram)

    2012-01-01

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

  2. 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 ...

  3. US Human Rights Conduct and International Legitimacy

    DEFF Research Database (Denmark)

    Keating, Vincent Charles

    Did the Bush administration fundamentally harm the international human rights system through its rejection of human rights norms? This is the central question explored within US Human Rights Conduct and International Legitimacy, which analyses the practices of legitimacy between the Bush...... nations have followed in America's footsteps, and that the Bush administration's deviation from international norms has served to reaffirm worldwide commitment to human rights....

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

    International Nuclear Information System (INIS)

    Nakamura, Yo; Noro, Naoko

    2014-01-01

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

  5. US Human Rights Conduct and International Legitimacy

    DEFF Research Database (Denmark)

    Keating, Vincent Charles

    Did the Bush administration fundamentally harm the international human rights system through its rejection of human rights norms? This is the central question explored within US Human Rights Conduct and International Legitimacy, which analyses the practices of legitimacy between the Bush...... nations have followed in America's footsteps, and that the Bush administration's deviation from international norms has served to reaffirm worldwide commitment to human rights....... administration, states, and international organizations in cases of torture, habeas corpus, and rendition. Vincent Keating argues that despite the material power of the United States, there is little evidence that the Bush administration gravely damaged international norms on torture and habeas corpus as few...

  6. 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.

  7. 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.

  8. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

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

  9. 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.

  10. Human Resources Strategies in Romanian Tourism Companies

    Directory of Open Access Journals (Sweden)

    Tătăruşanu Maria

    2016-06-01

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

  11. 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.

  12. Electricity Sector Council : human resources challenges

    Energy Technology Data Exchange (ETDEWEB)

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

    2007-07-01

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

  13. Electricity Sector Council : human resources challenges

    International Nuclear Information System (INIS)

    Goldie, T.

    2007-01-01

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

  14. 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.

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2015-03-01

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

  16. The 2006 Eldon D. Foote lecture in international business : a changing China : the resource challenge

    Energy Technology Data Exchange (ETDEWEB)

    Balloch, H.R. [Balloch Group, Beijing (China)

    2006-07-01

    China's important role in the market for international resources was discussed. China's emergence as a major economic power may mean that human activity in the world will continue to stress global resource capacities. Challenges that currently face China will affect its own growth in addition to the future of global resource markets and international politics, and China's global influence will have profound implications for the Canadian and international business community. This paper discussed China's economic growth and drivers, and examined the country's growing need for resources. China's foreign policy was examined, and the politics of resource acquisitions were discussed. Recent technological innovations in China were reviewed.

  17. Ethical human resource management: a critical analysis

    OpenAIRE

    Khan, Muhammad

    2014-01-01

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

  18. Investigating the virtual representation of human resources

    OpenAIRE

    Canko, Mert

    2015-01-01

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

  19. Personality Model in Human Resources Management

    OpenAIRE

    Jovan Zubovic

    2008-01-01

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

  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. Adaptation to the International Business Environment: A Resource Advantage Perspective

    Directory of Open Access Journals (Sweden)

    Manuel Portugal Ferreira

    2008-01-01

    Full Text Available This paper discusses the importance of the adaptation of the firm to the International Business Environment. Using concepts from the literature on resource advantage, we posit that the firms' adaptation capability to different International Business Environments is a valuable, difficult to imitate, non-tradeable, rare butnot scarce and path dependent resource. We further suggest that adaptation to International Business Environment is a non-substitutable core source of competitive advantage for the multinational enterprises, developed over time through the firms experiences and built into their routines. In line with this argument, some propositions are formulated. We conclude with a broad discussion and suggesting some avenues for future research\\.

  2. Human resource development for uranium production cycle

    International Nuclear Information System (INIS)

    Ganguly, C.

    2014-01-01

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

  3. International Experience of Resource Management in the North

    DEFF Research Database (Denmark)

    Rasmussen, Rasmus Ole

    2005-01-01

    sustainable development requires the linking new economic practices with conditions that make them possible, including a general acceptance among both inhabitants, planners and politicians. Such a linkage between scientific insight, practical experience, and public acceptance is possible through......: - Distorted economies: - Property rights, resource access and traditional resource usage: - Human resource impact: - Social impact: - Institutional impact: - New settlement patterns Besides raising the general question of the need for research on the environmental and social impact of development in the North...

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

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

    ... make arrangements for retreats and travel and prepare appropriate claims. ... as necessary;; Records administrative actions and decisions on the files that the ... Prepares all purchase requisitions;; Arranges an all-staff ceremony for staff, ...

  7. 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.

  8. Demographic and human dimension of international migration in Ukraine

    OpenAIRE

    Duhinets H. V.; Rielina I. Ie.

    2015-01-01

    Modern transformation of the economic system of this country led to structural changes in the social environment. Movement of population and human resources inside and outside the country increased. The growth of the scale of international migration processes, their mixed impact on the development of the countries, qualitative transformation of the specified processes determine the importance of the study of demographic and employment dimension of the international migration processes in Ukra...

  9. HUMAN RESOURCES MANAGEMENT IN ADVERTISING AGENCY

    Directory of Open Access Journals (Sweden)

    Cristina LEOVARIDIS

    2009-01-01

    Full Text Available The paper presents advertising agencies as a new type of knowledge-basedorganizations (knowledge-intensive organizations, whose essential resourceis its people with their competences, in conditions in which in the presentsociety knowledge is becoming the most important source of competitiveadvantage for current organizations. Such professional services firms have topractice a particular type of management, focused on their employees, onthier aspirations and satisfaction, therefore the component processes of thehuman resources management (recruitment, selection, integration, motivationetc. have a particularly important role in obtaining employees’ loyalty andincreasing their performance and consequently in the survival anddevelopment of the company. The empirical research used case studiesbased on in-depth interviews with managers in Bucharest advertisingorganizations, but also a survey through questionnaire sent by e-mail toadvertisers across the country, to provide a clear picture on thecharacteristics of human resources management in Romanian advertisingagencies.

  10. Human Resources practices and workplace environmental support

    Directory of Open Access Journals (Sweden)

    Noel Ngwenya

    2014-01-01

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

  11. Paradise lost: Sovereign State Interest, Global Resource Exploitation and the Politics of Human Rights

    OpenAIRE

    Augenstein, Daniel

    2016-01-01

    Taking its cue from the US Supreme Court judgment in Kiobel that restricted the extraterritorial reach of the Alien Tort Claims Act, this article explores how sovereignty structures the relationship between global resource exploitation and the localization of human rights in the international order of states. The argument situates international human rights law in an area of tension between national political self-determination and the global economic exploitation of natural resources. Global...

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

    African Journals Online (AJOL)

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

  13. 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

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

    African Journals Online (AJOL)

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

  15. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    Directory of Open Access Journals (Sweden)

    Flavian Clipa

    2009-09-01

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

  16. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    OpenAIRE

    Flavian Clipa; Raluca Irina Clipa

    2009-01-01

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

  17. Three essays on human resource management

    OpenAIRE

    Avgoustaki, Argyro

    2012-01-01

    This thesis comprises three essays on human resource management. The first one studies the effect of on-the-job training on firm productivity using a micro-dataset of a large firm in Greece for the period 2005 to 2006. The data consist of daily observations on the productivity of the same workers tracked before, during, and after the receipt of training. Overall, the empirical findings show that after the implementation of on-the-job training, productivity improves by almost 6.5 percent. Resu...

  18. Human resource management approaches in Spanish hotels: An introductory analysis

    OpenAIRE

    Marco-Lajara, Bartolomé; Úbeda García, Mercedes

    2013-01-01

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

  19. ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

    Directory of Open Access Journals (Sweden)

    R. R. Lukyanova

    2010-03-01

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

  20. Human Resource Management in Russia: Some Unwritten Rules

    OpenAIRE

    Denisova-Schmidt, Elena

    2011-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Erlinda Muslim

    2016-08-01

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

  2. Annual Report 2014 from the Human Resources Department

    CERN Multimedia

    HR Department

    2015-01-01

    The 2014 Annual Report from the Human Resources department concerning the settlement of disputes and discipline under Chapter VI of the Staff Rules and Regulations.   1) Introduction The 2014 Annual Report, under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations, serves to report: • cases of submission of requests for review, • internal appeals, • complaints before the Administrative Tribunal of the International Labour Organization (ILOAT); and • cases in which disciplinary action was taken.   2) Requests for Review and Internal Appeals Under Article S VI 1.01 of the Staff Rules, members of the personnel may challenge an administrative decision by the Director-General where it adversely affects the conditions of employment or association that derive from their contract or from the Staff Rules and Regulations. If permitted by the Staff Rules and Regulations, a decision may be chall...

  3. Sovereignty, human rights, and international migrations

    Directory of Open Access Journals (Sweden)

    Rossana Rocha Reis

    2006-01-01

    Full Text Available This article discusses the relationship between sovereignty and human rights concerning the elaboration of immigration policies. It deals with the role of the State in international migrations, the effects of the development of an international human rights legislation over the immigration question, and finally discusses the idea that the increasing international migration is leading the State to lose control over its population and territory, two central features of the sovereignty concept.

  4. 20 CFR 628.215 - State Human Resource Investment Council.

    Science.gov (United States)

    2010-04-01

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

  5. 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 ...

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

    African Journals Online (AJOL)

    Toshiba

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

  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 ... effectively, human resources will make a substantial impact on firm.s performance used. ... resource managers do and the models for engagement of human capital. ... education, training, skills, and expertise of an organization.s employees.

  8. 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…

  9. 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..

  10. Human resource management practices stimulating knowledge sharing

    Directory of Open Access Journals (Sweden)

    Matošková Jana

    2017-12-01

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

  11. 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.

  12. Barriers and opportunities to access international resources for ...

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

    But tobacco control does not appear to be a health and development priority for the national government and development stakeholders in Bolivia. The Ministry of Health and civil organizations have experience difficulties in accessing international resources for tobacco control. At the same time, there is neither clear ...

  13. Activities of nuclear human resource development in nuclear industry

    International Nuclear Information System (INIS)

    Tsujikura, Yonezo

    2010-01-01

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

  14. Nuclear Human Resources Development Program using Educational Core Simulator

    International Nuclear Information System (INIS)

    Choi, Yu Sun; Hong, Soon Kwan

    2015-01-01

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

  15. 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.

  16. Nuclear Human Resources Development Program using Educational Core Simulator

    Energy Technology Data Exchange (ETDEWEB)

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

    2015-10-15

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

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

    International Nuclear Information System (INIS)

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

    2008-01-01

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

  18. 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 &…

  19. 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 &…

  20. 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 &…

  1. 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 &…

  2. 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 &…

  3. 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 &…

  4. 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 &…

  5. 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

  6. Implementating Information Technology in E-Human Resource Management

    Directory of Open Access Journals (Sweden)

    Cristina-Dana Popescu (Mitu

    2016-01-01

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

  7. A sample application of nuclear power human resources model

    International Nuclear Information System (INIS)

    Gurgen, A.; Ergun, S.

    2016-01-01

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

  8. Bioethics and international human rights.

    Science.gov (United States)

    Thomasma, D C

    1997-01-01

    Noting how the spread of medical technology is creating clashes with traditional values and within cultures, the author addresses the clash between Western rights-based incentives, as used by the United Nations to guarantee respect for life and dignity, and communitarian traditions. He proposes a mean between wholesale cultural relativism and international absolutism.

  9. Economic Development and Development of Human Resources

    Directory of Open Access Journals (Sweden)

    Metod Černetič

    1998-12-01

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

  10. 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...

  11. 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.

  12. Electronic human resource management: Enhancing or entrancing?

    Directory of Open Access Journals (Sweden)

    Paul Poisat

    2017-07-01

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

  13. NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

    OpenAIRE

    Milorad M. Drobac; Milica Radović

    2009-01-01

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

  14. The International Human Rights Muddle.

    Science.gov (United States)

    Machan, Tibor R.

    1979-01-01

    Discusses confusion about the meaning of human rights in the United States. Suggests that welfare rights usurp the more traditional freedom rights of the founding fathers. Contrasts American interpretations with those of the Soviet Union. Journal availability: see SO 507 190. (KC)

  15. Human dignity according to international instruments on human rights

    Directory of Open Access Journals (Sweden)

    José Pablo Alzina de Aguilar

    2011-01-01

    Full Text Available According to international instruments on human rights, the dignity of the human person is the foundation of human rights, and both human dignity and human rights are inherent to the human being, universal and inviolable. This understanding of human dignity is not a fruitless truism, but the solid foundation on which to build a world community under the rule of the new ius gentium: the International Law for Humankind. Moreover, it is the clue to answer many questions raised by the new world of globalization and of the exponential growth of international rules.Consequently, there is a need to a common doctrine on a notion of human dignity which will allow the implementation and adjudication of the aforementioned instruments, at the service of the human person and in conformity with the juridical conscience which they reflect. Philosophy of Law concepts which can be traced back to Aristotle provide that notion. According to these concepts, the demanding nature of “human dignity” sustains the notion of “legal personhood”, and both notions pertain to the realm of Law and Right, not of Morale and Values. Thus, human dignity and human rights are and must be, respectively, a basic principle and a necessary part of any Law system, including international law

  16. The Virginia Henderson International Nursing Library: resource for nurse administrators.

    Science.gov (United States)

    Graves, J R

    1997-01-01

    This article describes the major knowledge resource of the Virginia Henderson International Nursing Library, The Registry of Nursing. The first part of this article examines informatics issues and is accompanied by examples of retrieval from a typical bibliographic database and a retrieval from the Registry of Nursing Research using case mix, both as a subject heading and as a research variable. The second part of the article examines the interaction of informatics and technology used in the Registry and presents some other Library resources.

  17. Water resources and human behaviour: an integrated landscape management perspective

    Directory of Open Access Journals (Sweden)

    Luiz Oosterbeek

    2013-09-01

    Full Text Available A two sides balance can be drawn from the last 20 years of active intents to change local, regional and global policies concerning water and global environment issues. On one hand, as a consequence of the “sustainable development” model, there is an increasing awareness of the issues in stake, and environment became a core part of any public policy. International conferences and the investment in scientific research in these areas are an expression of this. Yet, concerns are growing in face of the increasing stress imposed on freshwater resources, climate change and the difficulties to achieve international consensus on specific strategies. This was the focus of discussion in the international conference on climate change organised in Nagoya in December 2010, by ICSS, ICSU and ICPHS. A revision of the conceptual approach to sustainable development, moving beyond a strictly socio-economic understanding of human behaviour and incorporating, as basic strategies, the dimensions of culture, didactics of dilemma and governance, is currently being applied in some scenarios, hopefully with a better result. The paper discusses water resources in the context of climate change from this integrated perspective.

  18. Efects of production relocation on human resources

    Directory of Open Access Journals (Sweden)

    Bonciu Catalina

    2011-05-01

    Full Text Available Extensively discussed and analyzed (many times controversial, globalization is accepted as an objective phenomenon, by its size and unrivalled evolution in the world history. Both globalization and regionalization have emerged and developed as a result of the unprecedented intensification of competition among economic agents, countries or regions. Many countries have been helped to develop at a much faster pace than they would have normally done under other circumstances. An advantage of the accelerated development of their economies was explained by reducing barriers to international trade (as a globalization effect. The international trade can significantly contribute to the growth of a nation, and on its turn, being influenced by the exports, represents the central component of a state’s economic policy, one that contributes to improving living standards of millions of people and to the national development. (Drucker, P., 1997. However, this requires a shift of the human factor from one area of the world to another. The temporary or permanent migration, driven by the economic development, may still be an important element to strengthen the power of certain economies on the detriment of others? Absolutely. In fact, the economic future will be a regionalization of wealth in other areas than those well known. And this will lead or amplify, at every level, the social, politic, economic and even military confrontations.

  19. 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

  20. 42 CFR 486.326 - Condition: Human resources.

    Science.gov (United States)

    2010-10-01

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

  1. 45 CFR 1304.52 - Human resources management.

    Science.gov (United States)

    2010-10-01

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

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

    Science.gov (United States)

    Gedro, Julie

    2010-01-01

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

  3. Biosecurity and Health Monitoring at the Zebrafish International Resource Center

    OpenAIRE

    Murray, Katrina N.; Varga, Zolt?n M.; Kent, Michael L.

    2016-01-01

    The Zebrafish International Resource Center (ZIRC) is a repository and distribution center for mutant, transgenic, and wild-type zebrafish. In recent years annual imports of new zebrafish lines to ZIRC have increased tremendously. In addition, after 15 years of research, we have identified some of the most virulent pathogens affecting zebrafish that should be avoided in large production facilities, such as ZIRC. Therefore, while importing a high volume of new lines we prioritize safeguarding ...

  4. Importance of Knowledge Management in Human Resource Development

    International Nuclear Information System (INIS)

    Pleslic, Sanda

    2014-01-01

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

  5. 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 ...

  6. Governance and human resources for health.

    Science.gov (United States)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-11-24

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

  7. Governance and human resources for health

    Directory of Open Access Journals (Sweden)

    Dieleman Marjolein

    2011-11-01

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

  8. 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.

  9. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

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

    2016-05-01

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

  10. International standardisation for the reporting of resources and reserves

    International Nuclear Information System (INIS)

    Farmer, K.

    2014-01-01

    The mining industry is a vital contributor to national and global economies and yet it is very different from other industries. It is based on depleting finite mineral resources, the knowledge of which is imperfect prior to the commencement of mining or extraction. It is an industry with a colourful history of success and failure, entrepreneurs and opportunists, visionaries and short sightedness. These aspect or traits were both positive, it fostered innovation, and negative for the industry. Negative in that the merit of certain projects or results was difficult to assess, it created a credibility issue and consequently investment in the industry was impacted. In 1989 the first JORC code was released (Joint Ore Reserves Committee) in Australia. It was incorporated into the Australian Stock Exchange (ASX) listing rules thereby becoming binding on companies listed on the ASX it was also adopted by the Australian Institute of Mining and Metallurgy (AusIMM) and became binding on its members. Essentially JORC was the pre-cursor or model for an international standard for the reporting of exploration results, mineral resources and ore reserves. A trend towards tighter corporate governance and regulation demanded an international standard to “good practice” in mineral reserve management as well as high standards of public reporting by responsible, experienced persons. In 2006 CRIRSCO (Committee for Mineral Reserves International Reporting Standards)released an International Reporting Template (the Template), the purpose of which is to assist with the dissemination and promotion of effective, well-tried, good practice for public reporting of Exploration Results, Mineral Resources and Ore Reserves already widely adopted through national reporting codes and standards. CRIRSCO’s members are National Reporting Organisations (NROs) that are responsible for developing mineral reporting codes, standards and guidelines in Australasia (JORC), Chile (National Committee

  11. 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.

  12. 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.

  13. 291 Communication and Human Resources Management and Their ...

    African Journals Online (AJOL)

    User

    Key words: Culture, Communication, Human Resources Management,. Educational ... transactions, communicating through all forms of media, and dealing with ..... imparting traditional aesthetics, historical, technical and social ethics, and.

  14. Achieving competitive advantage through strategic human resource management.

    Science.gov (United States)

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

    1990-01-01

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

  15. A Study on the Relationship between Human Resource Management Practices and Organizational Performance

    OpenAIRE

    Özden AKIN; Hayat Ebru ERDOST ÇOLAK

    2012-01-01

    The main goal of this study is to investigate the relationship between organizational performance variables and Human Resource Management practices. Workforce planning, training and development, performance appraisal, rewarding, firm-employee relationship, and internal communication are used as human resource management practices. Employee turnover rate, employee productivity, and sales are used as organizational performance variables. The results are collected by survey from 108 companies wh...

  16. HUMAN RESOURCE MANAGEMENT BEST PRACTICES AND FIRM PERFORMANCE: A UNIVERSALISTIC PERSPECTIVE APPROACH

    Directory of Open Access Journals (Sweden)

    Loo-See Beh

    2013-11-01

    Full Text Available The universalistic perspective of human resource management practices perceives that a set of practices can achieve competitive advantage and firm performance. This study sought to investigate the relationship between best human resource practices and firm performance. A descriptive survey research design was used to gather primary data using self-administered questionnaire. The study population (n=312 was comprised of non-executives, executives, managers, and top management from seven major insurance firms at headquarters in the Klang Valley, Malaysia. The study found that performance appraisal, internal communication, SHRM alignment in the organization, and career planning were the human resource management best practices.

  17. Optimal allocation of international atomic energy agency inspection resources

    International Nuclear Information System (INIS)

    Markin, J.T.

    1987-01-01

    Each year the Department of Safeguards of the International Atomic Energy Agency (IAEA) conducts inspections to confirm that nuclear materials and facilities are employed for peaceful purposes. Because of limited inspection resources, however, the IAEA cannot fully attain its safeguards goals either quantitatively as measured by the inspection effort negotiated in the facility attachments or qualitatively as measured by the IAEA criteria for evaluating attainment of safeguards goals. Under current IAEA procedures the allocation of inspection resources assigns essentially equal inspection effort to facilities of the same type. An alternative approach would incorporate consideration of all material categories and facilities to be assigned inspection resources when allocating effort to a particular facility. One such method for allocating inspection resources is based on the IAEA criteria. The criteria provide a framework for allocating inspection effort that includes a ranking of material types according to their safeguards importance, an implicit definition of inspection activities for each material and facility type, and criteria for judging the attainment of safeguards goals in terms of the quality and frequency of these inspection activities. This framework is applicable to resource allocation for an arbitrary group of facilities such as a state's fuel cycle, the facilities inspected by an operations division, or all of the facilities inspected by the IAEA

  18. The human resource conditions of lifetime extension

    International Nuclear Information System (INIS)

    Aszodi, A.

    2002-01-01

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

  19. 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

  20. Speculative resources of uranium. A review of International Uranium Resources Evaluation Project (IUREP) estimates 1982-1983

    International Nuclear Information System (INIS)

    1983-01-01

    On a country by country basis the International Uranium Resources Evaluation Project (IUREP) estimates 1982-1983 are reviewed. Information provided includes exploration work, airborne survey, radiometric survey, gamma-ray spectrometric survey, estimate of speculative resources, uranium occurrences, uranium deposits, uranium mineralization, agreements for uranium exploration, feasibilities studies, geological classification of resources, proposed revised resource range, production estimate of uranium

  1. Human resources in nuclear power program

    International Nuclear Information System (INIS)

    Machi, Sueo

    2008-01-01

    plant or nuclear power plant manufacture. Newly hired graduates or technical personnel working in industry undergo further training. Those working for the NPP manufactures undergo training in designs, manufacturing and construction while those working with the power companies undertake plant operation training using simulator, plant maintenance, safety culture and design specification. A survey of newly hired BS and MS graduates in engineering by power companies for nuclear power sector in Japan showed that 221 graduates were hired in 1997 and the number dropped to 134 in 1999 and maintained this level up to 2001. These engineering graduates majored in electronics, nuclear, chemistry, mechanics and others. Meanwhile, 30% of the engineering graduates hired by 3 major NPP manufactures for their NPP division are nuclear engineers while the other 70% consists of engineers majoring in mechanics, electronics, materials and other majors. The number of staff for NPP division will have to be increased in future to meet increased demand in Japan and overseas. The human resource development for nuclear energy is faced with the dilemma because the young generation is losing interest in science and technology and many experienced nuclear engineers are retiring and there is a decreasing number of new construction of NPPs till 2030. Possible solutions are to improve public perception on nuclear power, ensure effective succession of nuclear knowledge and experience to young engineers and technicians, strengthen R and D on generationIV NPP and Fast Breeder Reactors (FBR), and strengthen nuclear education and training. In support of this human resource development, the Japanese government provided funding of US$3.4 million in 2007. Within the framework of the Forum for Nuclear Cooperation in Asia (FNCA), the Asian Nuclear Training and Education Program (ANTEP) has the following objectives: (1) to train and educate nuclear engineers and scientists and specialists of radiation applications

  2. 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.

  3. 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...

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

    African Journals Online (AJOL)

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

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

    Directory of Open Access Journals (Sweden)

    Emanoil MUSCALU

    2013-07-01

    organizations nowadays. Thus, contemporary economic thinking is invited to solve the numerous challenges that society faces in general, aspects that can be solved, we believe, only if a strategic Human Resource Management is achieved with great professionalism. Therefore, Human Resource Management strategies constitute a continuous challenge for organizations’ researchers and a real possibility to attain performance within organizations, be they present in a national or international area.

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

    Science.gov (United States)

    Skinner, Wickham

    1982-01-01

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

  7. 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…

  8. 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…

  9. 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.

  10. 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…

  11. 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 ...

  12. 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.

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

    African Journals Online (AJOL)

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

  14. HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

    Directory of Open Access Journals (Sweden)

    Todericiu Ramona

    2013-07-01

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

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

    Science.gov (United States)

    Schein, Edgar H.

    1977-01-01

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

  16. Civil Service Human Resource Capacity and Information Technology

    African Journals Online (AJOL)

    Tesfaye

    2009-01-01

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

  17. 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 ...

  18. 78 FR 57921 - Patch International, Inc., QuadTech International, Inc., Strategic Resources, Ltd., and Virtual...

    Science.gov (United States)

    2013-09-20

    ... International, Inc., Strategic Resources, Ltd., and Virtual Medical Centre, Inc.; Order of Suspension of Trading... lack of current and accurate information concerning the securities of Virtual Medical Centre, Inc... October 1, 2013. By the Commission. Jill M. Peterson, Assistant Secretary. [FR Doc. 2013-23043 Filed 9-18...

  19. Annual Report 2011 from the Human Resources Department

    CERN Multimedia

    2012-01-01

    Annual Report 2011 from the Human Resources Department concerning the settlement of disputes and discipline under Chapter VI of the Staff Rules and Regulations.   1) Introduction The 2011 Annual Report under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations serves to report: • cases of submission of requests for review, • internal appeals, • appeals to the ILOAT, and • cases in which disciplinary action was taken.   2) Disciplinary Action Under Article S VI 2.01 of the Staff Rules, the Director-General may take disciplinary action against members of the personnel who, whether intentionally or through carelessness, are guilty of a breach of the Staff Rules and Regulations or of misconduct that is to the detriment of the Organization. Article S VI 2.02 of the Staff Rules stipulates that depending on the gravity of the breach or misconduct involved, the disciplinary action may be: • a...

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

    Directory of Open Access Journals (Sweden)

    José Ernesto Rangel Delgado

    2008-10-01

    Full Text Available 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 associated academic programs to renewable energies. Finally, it is presented the conclusions, and suggestions oriented to increase strategically, the renewable energies research for the technology development. Also it might incorporate our country towards the international market for renewable technologies, in the long term.

  1. Human resources challenges for wind energy

    Energy Technology Data Exchange (ETDEWEB)

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

    2006-07-01

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

  2. Human genetics: international projects and personalized medicine.

    Science.gov (United States)

    Apellaniz-Ruiz, Maria; Gallego, Cristina; Ruiz-Pinto, Sara; Carracedo, Angel; Rodríguez-Antona, Cristina

    2016-03-01

    In this article, we present the progress driven by the recent technological advances and new revolutionary massive sequencing technologies in the field of human genetics. We discuss this knowledge in relation with drug response prediction, from the germline genetic variation compiled in the 1000 Genomes Project or in the Genotype-Tissue Expression project, to the phenome-genome archives, the international cancer projects, such as The Cancer Genome Atlas or the International Cancer Genome Consortium, and the epigenetic variation and its influence in gene expression, including the regulation of drug metabolism. This review is based on the lectures presented by the speakers of the Symposium "Human Genetics: International Projects & New Technologies" from the VII Conference of the Spanish Pharmacogenetics and Pharmacogenomics Society, held on the 20th and 21st of April 2015.

  3. 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…

  4. Perspectives of International Human Epigenome Consortium

    Directory of Open Access Journals (Sweden)

    Jae-Bum Bae

    2013-03-01

    Full Text Available As the International Human Epigenome Consortium (IHEC launched officially at the 2010 Washington meeting, a giant step toward the conquest of unexplored regions of the human genome has begun. IHEC aims at the production of 1,000 reference epigenomes to the international scientific community for next 7-10 years. Seven member institutions, including South Korea, Korea National Institute of Health (KNIH, will produce 25-200 reference epigenomes individually, and the produced data will be publically available by using a data center. Epigenome data will cover from whole genome bisulfite sequencing, histone modification, and chromatin access information to miRNA-seq. The final goal of IHEC is the production of reference maps of human epigenomes for key cellular status relevant to health and disease.

  5. Funding of Geosciences: Coordinating National and International Resources

    Science.gov (United States)

    Bye, B.; Fontaine, K. S.

    2012-12-01

    Funding is an important element of national as well as international policy for Earth observations. The Group on Earth Observations (GEO) is coordinating efforts to build a Global Earth Observation System of Systems, or GEOSS. The lack of dedicated funding to support specific S&T activities in support of GEOSS is one of the most important obstacles to engaging the S&T communities in its implementation. This problem can be addressed by establishing explicit linkages between research and development programmes funded by GEO Members and Participating Organizations and GEOSS. In appropriate funding programs, these links may take the form of requiring explanations of how projects to be funded will interface with GEOSS and ensuring that demonstrating significant relevance for GEOSS is viewed as an asset of these proposals, requiring registration of Earth observing systems developed in these projects, or stipulating that data and products must adhere to the GEOSS Data Sharing Principles. Examples of Earth observations include: - Measurements from ground-based, in situ monitors; - Observations from Earth satellites; - Products and predictive capabilities from Earth system models, often using the capabilities of high-performance computers; - Scientific knowledge about the Earth system; and, - Data visualization techniques. These examples of Earth observations activities requires different types of resources, R&D top-down, bottom-up funding and programs of various sizes. Where innovation and infrastructure are involved different kind of resources are better suited, for developing countries completely other sources of funding are applicable etc. The European Commission funded Egida project is coordinating the development of a funding mechanism based on current national and international funding instruments such as the European ERANet, the new Joint Programming Initiatives, ESFRI as well as other European and non-European instruments. A general introduction to various

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

    OpenAIRE

    Rupietta, Christian; Backes-Gellner, Uschi

    2013-01-01

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

  7. Human Person of Human Resource - Education in the Neo-Liberal Era

    Directory of Open Access Journals (Sweden)

    Roxana CĂPUŞAN

    2003-01-01

    Full Text Available The current trend in education, as in almost all fields of life, is towards an aggressive corporatism which poses as globalization, while trying to apply economic principles to all aspects of life. In the case of education, such an approach is extremely damaging, because it affects the way human beings themselves are seen- as mere resources. This path will lead to a severe depersonalization of society and to new and aggressive social divisions. True globalization (an internationalism which encompasses more than just the economic aspects is the only valid solution.

  8. 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

  9. Organization management today: setting the human resource ...

    African Journals Online (AJOL)

    International Journal of Development and Management Review. Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives · Journal Home > Vol 12, No 1 (2017) >. Log in or Register to get access to full text downloads.

  10. 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.

  11. AFRREV IJAH: An International Journal of Arts and Humanities - Vol ...

    African Journals Online (AJOL)

    The Sociological Essence of Music in Burial: An Analysis of Akwa Oke ... Application of Ethics, Justice and Fair Treatment in Human Resource Management for ... Overview of Trends Shaping Human Resource Management for Improved ...

  12. World energy resources. International Geohydroscience and Energy Research Institute

    International Nuclear Information System (INIS)

    Brown, C.E.

    2002-01-01

    World Energy Resources is an explanatory energy survey of the countries and major regions of the world, their geographic and economic settings, and significant inter-relationships. This book attempts to combine several interacting energy themes that encompass a historical development, energy issues and forecasts, economic geography, environmental programs, and world energy use. The main thrust of this book -World Energy Resources - is based on principles of energy science, applied geology, geophysics, and other environmental sciences as they relate to the exploration, exploitation, and production of resources in this country and throughout the world. This work is an analysis of the United States (USA) and world oil, gas, coal, and alternative energy resources and their associated issues, forecasts, and related policy. This book could not have been attempted without a broad geological exposure and international geographic awareness. Much information is scattered among federal and state agencies, schools, and other institutions, and this book has attempted to combine some of the vast information base. This attempt can only skim the information surface at best, but its regional and topical coverage is broad in scope. Part I introduces conventional energy resources and their historical developments, and includes chapters 1 to 7. The basic concepts and supporting facts on energy sources are presented here for the general education of energy analysts, policy makers, and scientists that desire a brief review of advanced technologies and history. Part II includes chapters 8 to 14 and provides discussions of the renewable energy sources and the available alternative energy sources and technologies to oil, gas, coal, and nuclear sources. Part III includes chapters 15 to 20 and provides an analysis of United States energy markets and forecasts through the first quarter of the 21st century, while including some world energy data. Widely-used energy forecasting models are

  13. 42 CFR 482.98 - Condition of participation: Human resources.

    Science.gov (United States)

    2010-10-01

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

  14. Impact of socially responsible human resources policies on intellectual capital

    Directory of Open Access Journals (Sweden)

    Jesus Barrena-Martínez

    2016-03-01

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

  15. 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.

  16. 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.

  17. [Management of human resources, materials, and organization processes in radioprotection].

    Science.gov (United States)

    Coppola, V

    1999-06-01

    The radiologist must learn to face daily management responsibilities and therefore he/she needs the relevant knowledge. Aside from the mechanisms of management accounting, which differ only slightly from similar analysis methods used in other centers, the managing radiologist (the person in charge) is directly responsible for planning, organizing, coordinating and controlling radiation protection, a major discipline characterizing diagnostic imaging. We will provide some practical management hints, keeping in mind that radiation protection must not be considered a simple (or annoying) technical task, but rather an extraordinary positive element for the radiologist's cultural differentiation and professional identity. The managing radiologist can use the theory and practice of management techniques successfully applied in business, customizing them to the ethics and economics of health care. Meeting the users' needs must obviously prevail on balancing the budget from both a logical and an accounting viewpoints, since non-profit organizations are involved. In radiological practice, distinguishing the management of human from structural resources (direct funding is not presently available) permits to use internal benchmarking for the former and controlled acquisition and planned replacement of technologies in the latter, obviously after evaluation of specific indicators and according to the relevant laws and technical guidelines. Managing human resources means safeguarding the patient, the operator and the population, which can be achieved or improved using benchmarking in a diagnostic imaging department. The references for best practice will be set per tabulas based on the relevant laws and (inter)national guidelines. The physical-technical and bureaucratic-administrative factors involved will be considered as process indices to evaluate the gap from normal standards. Among the different elements involved in managing structural resources, the appropriate acquisition

  18. Human work interaction design meets international development

    DEFF Research Database (Denmark)

    Campos, P.; Clemmensen, T.; Barricelli, B.R.

    2017-01-01

    opportunity to observe technology-mediated innovative work practices in informal settings that may be related to the notion of International Development. In this unique context, this workshop proposes to analyze findings related to opportunities for design research in this type of work domains: a) human......Over the last decade, empirical relationships between work domain analysis and HCI design have been identified by much research in the field of Human Work Interaction Design (HWID) across five continents. Since this workshop takes place at the Interact Conference in Mumbai, there is a unique...

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

    International Nuclear Information System (INIS)

    Yamamoto, Shinji

    2009-01-01

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

  20. 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.

  1. Human Agency and the Resources of Reason

    DEFF Research Database (Denmark)

    Neumann, Martin; Cowley, Stephen

    2017-01-01

    This chapter presents an interactivity-based approach to human problem-solving in the wild. It introduces the notion of ‘interactivity’ here defined as sense-saturated coordination that contributes to human action. On this view, interactivity is an ontological substrate that can be studied as int...... that human problem-solving is far less linear and planned than assumed in much work on the topic. Rather than problem-solving, it appears as solution-probing in real-time. The cognitive trajectory to a viable solution is thus self-organised, unplanned, and on the edge of chaos....

  2. Are Accounting Metrics Applicable to Human Resources? The Case of Return on Valuing Assignments

    Directory of Open Access Journals (Sweden)

    Adam Steen

    2011-09-01

    Full Text Available The importance of accounting for human resources has long been recognised by the Accounting profession. Until recently, Human Resource Accounting (HRA literature has been dominated by discussion as to whether humans fit the traditional definition of assets, and how to measure and report them. We investigate the concept of human capital and its measurement through a review of the HRA literature, as well as the literature in Human Resources (HR. This paper then draws on the findings of a small exploratory study into the measurement of Return on Investment (ROI for international assignments. Interview data reveals that intangible costs and benefits are problematic when applying such a metric; that much of the outcome from the assignment is intellectual capital, in its broad sense, and therefore difficult to isolate and effectively measure.

  3. 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.

  4. The International Human Epigenome Consortium Data Portal.

    Science.gov (United States)

    Bujold, David; Morais, David Anderson de Lima; Gauthier, Carol; Côté, Catherine; Caron, Maxime; Kwan, Tony; Chen, Kuang Chung; Laperle, Jonathan; Markovits, Alexei Nordell; Pastinen, Tomi; Caron, Bryan; Veilleux, Alain; Jacques, Pierre-Étienne; Bourque, Guillaume

    2016-11-23

    The International Human Epigenome Consortium (IHEC) coordinates the production of reference epigenome maps through the characterization of the regulome, methylome, and transcriptome from a wide range of tissues and cell types. To define conventions ensuring the compatibility of datasets and establish an infrastructure enabling data integration, analysis, and sharing, we developed the IHEC Data Portal (http://epigenomesportal.ca/ihec). The portal provides access to >7,000 reference epigenomic datasets, generated from >600 tissues, which have been contributed by seven international consortia: ENCODE, NIH Roadmap, CEEHRC, Blueprint, DEEP, AMED-CREST, and KNIH. The portal enhances the utility of these reference maps by facilitating the discovery, visualization, analysis, download, and sharing of epigenomics data. The IHEC Data Portal is the official source to navigate through IHEC datasets and represents a strategy for unifying the distributed data produced by international research consortia. Crown Copyright © 2016. Published by Elsevier Inc. All rights reserved.

  5. Optimal allocation of International Atomic Energy Agency inspection resources

    International Nuclear Information System (INIS)

    Markin, J.T.

    1987-12-01

    The Safeguards Department of the International Atomic Energy Agency (IAEA) conducts inspections to assure the peaceful use of a state's nuclear materials and facilities. Because of limited resources for conducting inspections, the careful disposition of inspection effort among these facilities is essential if the IAEA is to attain its safeguards goals. This report describes an optimization procedure for assigning an inspection effort to maximize attainment of IAEA goals. The procedure does not require quantitative estimates of safeguards effectiveness, material value, or facility importance. Instead, the optimization is based on qualitative, relative prioritizations of inspection activities and materials to be safeguarded. This allocation framework is applicable to an arbitrary group of facilities such as a state's fuel cycle, the facilities inspected by an operations division, or all of the facilities inspected by the IAEA

  6. Biosecurity and Health Monitoring at the Zebrafish International Resource Center.

    Science.gov (United States)

    Murray, Katrina N; Varga, Zoltán M; Kent, Michael L

    2016-07-01

    The Zebrafish International Resource Center (ZIRC) is a repository and distribution center for mutant, transgenic, and wild-type zebrafish. In recent years annual imports of new zebrafish lines to ZIRC have increased tremendously. In addition, after 15 years of research, we have identified some of the most virulent pathogens affecting zebrafish that should be avoided in large production facilities, such as ZIRC. Therefore, while importing a high volume of new lines we prioritize safeguarding the health of our in-house fish colony. Here, we describe the biosecurity and health-monitoring program implemented at ZIRC. This strategy was designed to prevent introduction of new zebrafish pathogens, minimize pathogens already present in the facility, and ensure a healthy zebrafish colony for in-house uses and shipment to customers.

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

    International Nuclear Information System (INIS)

    Shao, Shuai; Yang, Lili

    2014-01-01

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

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

    Skinner, Wickham

    1982-01-01

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

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

    Science.gov (United States)

    Carter, Phillip Dean

    1988-01-01

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

  11. Introducing change in organization: implication for human resource ...

    African Journals Online (AJOL)

    Introducing change in organization: implication for human resource ... that one of the most obvious and urgent problems at management level in organizations is ... to change their attitude and behavior as rapidly as their organization requires.

  12. 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” .

  13. Gender inequality and human resource management: A Nigerian ...

    African Journals Online (AJOL)

    Gender inequality and human resource management: A Nigerian perspective. ... examining women's unequal treatment in paid employment through the lens of the ... among other measures that will assure their relevance in the workplace.

  14. 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.

  15. HELENA’S TRAJECT ORIES IN HUMAN RESOURCE MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Denise Genari

    2014-03-01

    students in the role of, Helena Del Bianco and allows them to make decisions regarding the respective issues faced. This case is indicated for use in courses related to human resource management and for undergraduate courses in particular.

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

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

    Human Resources for Health Research in Africa ... the management of research systems for optimal use of results;; packaging research for policymakers; ... Call for new OWSD Fellowships for Early Career Women Scientists now open.

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    ... Values, Socio-Cultural Factors and Human Resource Management Practices in ... Ghanaian worker in general and the HR manager in particular is influenced ... face -to-face interview methods were used to obtain information for the study.

  19. Innovative strategies to improve human resources for health in Africa ...

    African Journals Online (AJOL)

    and scaling up health professionals' education and training, calling for sustainable and ... SA faces similar human resource challenges to other African countries. ... It also supports teacher ... as opposed to the traditional didactic-only lectures.

  20. 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…

  1. 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.

  2. 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 ...

  3. The Impact of Human Resource Management Practices on Employee Turnover

    OpenAIRE

    Ozoliņa-Ozola, I

    2014-01-01

    The aim of this research was to identify the human resource management practices that are effective for employee turnover reducing. For this purpose the methods of document analysis and expert survey were used. On the basis of analysis of the scientific literature retrieved from academic databases the human resource management practices, which were mentioned in connection with employee turnover, were detected and described its effect on employee turnover. By conducting two separate expert sur...

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

    International Nuclear Information System (INIS)

    Bornemann, Manfred

    2010-01-01

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

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

    CERN Document Server

    2005-01-01

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

  6. STRATEGIC HUMAN RESOURCE MANAGEMENT : A Cross-Cultural Managerial Approach

    OpenAIRE

    Anyangwe, Xavier

    2017-01-01

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

  7. Education Factor and Human Resources Development - Albania Case

    OpenAIRE

    Sonila Berdo

    2010-01-01

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

  8. Key challenges of human resources for health in India

    OpenAIRE

    Priya Sinha

    2016-01-01

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

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

    Science.gov (United States)

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

    2005-01-01

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

  10. Paradise lost : Sovereign State Interest, Global Resource Exploitation and the Politics of Human Rights

    NARCIS (Netherlands)

    Augenstein, Daniel

    Taking its cue from the US Supreme Court judgment in Kiobel that restricted the extraterritorial reach of the Alien Tort Claims Act, this article explores how sovereignty structures the relationship between global resource exploitation and the localization of human rights in the international order

  11. 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.

  12. HUMAN RESOURCE COMPENSATION IN TIME OF CRISIS

    Directory of Open Access Journals (Sweden)

    Claudiu George BOCEAN

    2012-01-01

    Full Text Available Economic and financial crisis persists and is aggravated by poor rates of economic growth recorded in 2011 and 2012. Considerable decrease in production due to reduced exports and domestic demand compression generating new unemployment and lower earnings. This paper presents the impact of the crisis on average and minimum wages in the European Union and Euro zone. Using the International Monetary Fund (IMF predictions on GDP, the paper tries to predict the future trends of wages in the European Union.

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

    DEFF Research Database (Denmark)

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

    2013-01-01

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

  14. [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.

  15. Nurture of human resources for geological repository program

    International Nuclear Information System (INIS)

    Fujiwara, A.

    2004-01-01

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

  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...

  17. Human Resource Management in Sports: A Critical Review of its Importance and Pertaining Issues

    Directory of Open Access Journals (Sweden)

    Weerakoon Ranjan Kumara

    2016-03-01

    Full Text Available This paper will illustrate the meaning and importance of human resource management (HRM, human resource planning, and strategic human resource management, which are critically important for an organization’s effectiveness and must be effectively managed (Doherty, 1998. This study used the literature review method to acquire its final results. The relevant HRM literature review was done according to the purpose of the study. It used the purposive random sample method for selecting relevant literature. This study shows the current economic environment in the sports industry; the second part of the study critically analyzes the value of the strategic management of employees for the effective and efficient operation of sports organizations. It also critically evaluates human resource planning and other pertinent issues in terms of legislation, recruitment, selection, training, induction, and reward management from different international examples in sports management. Over the past few decades, increasing competition, globalization, and continuous changes in the market and in technology have emphasized the need to rethink the management of the organization and of human resources for the sake of overcoming significant challenges (Taylor et al., 2006. Therefore, managers should use strategic human resource management to overcome significant issues and to form well-planned strategies so that the organization may succeed.

  18. Human Resources Development Challenges for Nuclear Newcomers

    International Nuclear Information System (INIS)

    Perrette, Xavier

    2014-01-01

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

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

    Science.gov (United States)

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

    2001-01-01

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

  20. Maintenance modeling and optimization integrating human and material resources

    International Nuclear Information System (INIS)

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

    2010-01-01

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

  1. 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.

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

    Science.gov (United States)

    Fagerström, Lisbeth

    2009-05-01

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

  3. Human Resource Development for Uranium Production Cycle

    International Nuclear Information System (INIS)

    Ganguly, C.

    2014-01-01

    Concluding Remarks & Suggestions: • HRD will be one of the major challenges in the expanding nuclear power program in countries like China and India. • China and India get uranium raw material from domestic mines and international market. In addition, China has overseas uranium property. India is also exploring the possibility of overseas Joint Venture and uranium properties. For uranium production cycle there is a need for trained geologist, mining engineers, chemical and mechanical engineers. • There is a need for introducing specialization course on “uranium production cycle” at post graduate levels in government and private universities. Overseas Utilities and private firms in India engaged in nuclear power and fuel cycle activities may like to sponsor MTech students with assurance of employment after the successful completion of the course. • The IAEA may consider to extend Technical Assistance to universities in HRD in nuclear power and fuel cycle in general and uranium production cycle in particular - IAEA workshops, with participation of international experts, on uranium geology, mining, milling and safety and best practices in uranium production cycle will be of great help. • The IAEA – UPSAT could play an important role in HRD in uranium production cycle

  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. Organizational Ethics Development and the Human Resource Professional.

    Science.gov (United States)

    Petrick, Joseph A.

    1992-01-01

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

  6. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.|info:eu-repo/dai/nl/341387819

    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

  7. AFRREV IJAH: An International Journal of Arts and Humanities ...

    African Journals Online (AJOL)

    AFRREV IJAH: An International Journal of Arts and Humanities: Journal Sponsorship. Journal Home > About the Journal > AFRREV IJAH: An International Journal of Arts and Humanities: Journal Sponsorship. Log in or Register to get access to full text downloads.

  8. 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

  9. 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.

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

    International Nuclear Information System (INIS)

    Wash, M.

    2008-01-01

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

  11. 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.

  12. Statistical mechanics of human resource allocation

    Science.gov (United States)

    Inoue, Jun-Ichi; Chen, He

    2014-03-01

    We provide a mathematical platform to investigate the network topology of agents, say, university graduates who are looking for their positions in labor markets. The basic model is described by the so-called Potts spin glass which is well-known in the research field of statistical physics. In the model, each Potts spin (a tiny magnet in atomic scale length) represents the action of each student, and it takes a discrete variable corresponding to the company he/she applies for. We construct the energy to include three distinct effects on the students' behavior, namely, collective effect, market history and international ranking of companies. In this model system, the correlations (the adjacent matrix) between students are taken into account through the pairwise spin-spin interactions. We carry out computer simulations to examine the efficiency of the model. We also show that some chiral representation of the Potts spin enables us to obtain some analytical insights into our labor markets. This work was financially supported by Grant-in-Aid for Scientific Research (C) of Japan Society for the Promotion of Science No. 25330278.

  13. Internal Resources to Improve the Quality of Higher Education

    Directory of Open Access Journals (Sweden)

    Tatyana V. Zak

    2016-03-01

    Full Text Available The article deals with the situation in the Russian higher education system. The factors affecting the improvement of the quality of higher education are analyzed. The emphasis is on mass universities. The main obstacles to improving the quality of education in these institutions are the Institute of collective reputation and the high costs of the struggle for improving the quality of education.The necessity of focusing on the actuation of the internal resources to improve the quality associated with the change in the educational process: giving students the right to choose the timing exams and training period at university. The implementation of the proposed measures will reduce the opportunity costs associated with quality improvement activities. The proposed change in the organization of the learning process opens the possibility to estimate the activity of universities in terms of medium-term implementation of educational programs. The use of this indicator will not only combine the two different targets of universities, but also to minimize the costs of opportunistic behavior of teachers and management.

  14. Human Rights, Human Needs, Human Development, Human Security - Relationships between four international human discourses.

    NARCIS (Netherlands)

    D.R. Gasper (Des)

    2007-01-01

    markdownabstractAbstract: Human rights, human development and human security form increasingly important, partly interconnected, partly competitive and misunderstood ethical and policy discourses. Each tries to humanize a pre-existing and unavoidable major discourse of everyday life, policy and

  15. 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.

  16. Human resources managers as custodians of the King III code

    Directory of Open Access Journals (Sweden)

    Frank de Beer

    2015-05-01

    Full Text Available The objective of this research was to perform an exploratory study on the knowledge and understanding of the King III code among Human Resources (HR managers in South African companies. The King III code is a comprehensive international corporate governance regime which addresses the financial, social, ethical and environmental practices of organisations. HR management plays a role in managing corporate governance by using the King III code as a guideline. The main research questions were: Does HR management know, understand, apply, and have the ability to use the King III code in terms of ethical decision-making? What role does HR management play in corporate governance? A random sample of available HR managers, senior HR consultants and HR directors was taken and semi-structured interviews were conducted. The results indicated that the respondents had no in-depth knowledge of the King III code. They did not fully understand the King III code and its implications nor did they use it to ensure ethical management. The themes most emphasised by the participants were: culture, reward and remuneration, policies and procedures and performance management. The participants emphasised the importance of these items  and HR’s role in managing them.

  17. The Development of Pyro Human Resource Information System

    International Nuclear Information System (INIS)

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

    2012-01-01

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

  18. [Factors associated with job satisfaction of human resources in healthcare].

    Science.gov (United States)

    Вежновець, Тетяна А; Парій, Валентин Д; Вишнивецький, Іван І; Москаленко, Максим В

    Healthcare employee satisfaction is an important criterion for the efficiency of human resource management and prognostic impact factor for high turnover of staff. Furthermore, job satisfaction positively affects patient satisfaction, which is an important indicator for quality of care. The goal of our study was to identify factors associated with job satisfaction in healthcare organizations in Ukraine. We conducted sociological and psychological survey of 190 healthcare professionals (81% response rate) in Kherson City Hospital. Job satisfaction and organizational climate was assessed through developed questionnaire, "Test Motype" method of Gerchikov (motivational profile designing) and "Diagnosis Syndrome emotional burnout" method of Boyko. Spearman rank correlation was used for analysis. Job satisfaction positively correlated with personnel age and time record, career prospects, professional development, superior-subordinate, peer-to-peer and patient communications (pJob satisfaction did not correlate with responsibility of executives, factors for satisfaction of job description, working conditions and range of wages (all p> 0.05). Based on findings we developed dual job satisfaction-dissatisfaction approach specific for healthcare employee in Ukraine. This model includes internal factors such as work experience, career prospects, professional motivation; external factors such as leadership, governance, work environment, customer satisfaction and preventive factors such as staff role, job description, company policies, salary and benefits.

  19. Nuclear human resource projection up to 2030 in KOREA

    International Nuclear Information System (INIS)

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

    2011-01-01

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

  20. Putting your human resource department to work for you.

    Science.gov (United States)

    McConnell, C R

    1991-06-01

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

  1. Harnessing the International Treaty on Plant Genetic Resources for ...

    African Journals Online (AJOL)

    Nekky Umera

    used to promote benefit sharing and conversation of plant genetic resources particularly in ... and Government at the World Food Summit agreed on a global plan of action ... the sustainable use of plant genetic resources by providing a flexible.

  2. The study on human resources toward industrialization in Madura

    International Nuclear Information System (INIS)

    Aziz Jakfar; Mochamad Nasrullah; Sriyana; Moch Djoko Birmano

    2007-01-01

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

  3. 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.

  4. 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.

  5. International Virtual Observatory System for Water Resources Information

    Science.gov (United States)

    Leinenweber, Lewis; Bermudez, Luis

    2013-04-01

    Sharing, accessing, and integrating hydrologic and climatic data have been identified as a critical need for some time. The current state of data portals, standards, technologies, activities, and expertise can be leverage to develop an initial operational capability for a virtual observatory system. This system will allow to link observations data with stream networks and models, and to solve semantic inconsistencies among communities. Prototyping a virtual observatory system is an inter-disciplinary, inter-agency and international endeavor. The Open Geospatial Consortium (OGC) within the OGC Interoperability Program provides the process and expertise to run such collaborative effort. The OGC serves as a global forum for the collaboration of developers and users of spatial data products and services, and to advance the development of international standards for geospatial interoperability. The project coordinated by OGC that is advancing an international virtual observatory system for water resources information is called Climatology-Hydrology Information Sharing Pilot, Phase 1 (CHISP-1). It includes observations and forecasts in the U.S. and Canada levering current networks and capabilities. It is designed to support the following use cases: 1) Hydrologic modeling for historical and near-future stream flow and groundwater conditions. Requires the integration of trans-boundary stream flow and groundwater well data, as well as national river networks (US NHD and Canada NHN) from multiple agencies. Emphasis will be on time series data and real-time flood monitoring. 2) Modeling and assessment of nutrient load into the lakes. Requires accessing water-quality data from multiple agencies and integrating with stream flow information for calculating loads. Emphasis on discrete sampled water quality observations, linking those to specific NHD stream reaches and catchments, and additional metadata for sampled data. The key objectives of these use cases are: 1) To link

  6. human resource valuation and the performance of selected banks

    African Journals Online (AJOL)

    USER

    system not only helps ensure that employees have the skills they need to ... communicating the information to the interested ... Usang, Obal Usang Edet, Department of Accounting, University of Calabar, Calabar, Cross River .... use of internal promotion systems that focus on .... resource management as a control system is.

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

    Directory of Open Access Journals (Sweden)

    Sukmaya LAMA

    2012-07-01

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

  8. HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

    Directory of Open Access Journals (Sweden)

    POPESCU Dan

    2011-12-01

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

  9. 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.

  10. Management of Human Resources in the Aspect of Innovativeness

    Directory of Open Access Journals (Sweden)

    Marcin W. Staniewski

    2011-03-01

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

  11. 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.

  12. 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.

  13. 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.

  14. 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…

  15. 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.

  16. Proposal for the establishment of an International Centre for Resource Management (ICRM)

    International Nuclear Information System (INIS)

    Islam, S.

    1999-01-01

    Energy and physical resources are necessary for development. These resources are not scarce. What is scarce is Technology. Technology is not only machines, it is also knowledge to run these machines. Most of the developing countries waste whatever resources they do have because of a lack of scientists, technologists and modern management. The main reason for underdevelopment of the poor countries is their weak linkage to modern science and technology. The scientists in the developing countries are isolated. Science cannot survive, let alone flourish, in isolation. The International Centre for Theoretical Physics in Trieste, Italy (ICTP) was established to end scientific isolation and to stop brain drain. The centre was established in 1964 under the auspices of the International Atomic Energy Agency (IAEA). Now the centre's Management is run by the United Nations Educational, Scientific and Cultural Organization (UNESCO), ICTP in Trieste started in 1964 with a budget of US$ 355,000. The building was donated by the Government of Italy. Now its budget is about US$ 20 million (90 per cent from Italy). About 4,000 scientists visit the centre every year. Since its establishment about 40,000 scientists from developing countries and 20,000 from developed countries have visited ICTP. The principal purpose of the proposed International Centre for Resource Management will be to foster through seminars, conferences, teaching and research the advancement of better resource utilization and environmental protection in the less developed countries. An international teaching and research institute dealing in energy policy, research and project management, electronic communication, hydrology, water resource management, soil science, climatology, meteorology, oceanography and desertification will provide the developing countries with expertise needed for successful development policy. Since it happens that the major advance in these fields have relevance for development, aid giving

  17. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

    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......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...

  18. 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.

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

    International Nuclear Information System (INIS)

    Ogura, Kenji; Hoshide, Akehiko

    2008-01-01

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

  20. Human Resource Management, 11th Edition International Student Version. By David A. DeCenzo, Stephen P. Robbins and Susan L. Verhulst, Wiley, 2013; 448 Pages. Price £54.99 / €66.00, ISBN 978-1-1183-7971-4

    OpenAIRE

    Shu-Kun Lin

    2013-01-01

    The 11th Edition of Human Resource Management helps students understand and remember concepts through a straightforward and conversational writing style and a wealth of examples to clarify ideas and build interest. The authors provide a strong foundation of essential elements of Human Resource Management (HRM) as well as a clear understanding of how Human Resource Management links with business strategy. Through practical applications, the authors illustrate the importance of employees on eve...

  1. Review of international classification systems for uranium resources

    International Nuclear Information System (INIS)

    Wang Wenyou

    2007-01-01

    The two primary classification systems for uranium resources in common use in the whole world are described. These uranium resource classification systems were developed under two distinct philosophies, it implies two very different processes, criteria, terms and definitions from which the systems evolved and were implemented. However, the two primary systems are all based on two considerations: the degree of geological confidence and the degree of economic attractiveness based on cost of producing the resource. The uranium resource classification methods currently used in most major uranium producing countries have all a bearing on the two aforesaid classification systems. The disparity exists only in the way or practice of classifying and estimating the uranium resources for reasons of different political and economical systems in various countries. The harmonization of these resource classification systems for uranium can be realized with the economic integration on a global scale. (authors)

  2. Human Rights, Human Needs, Human Development, Human Security : Relationships between four international 'human' discourses

    NARCIS (Netherlands)

    D.R. Gasper (Des)

    2007-01-01

    textabstractHuman rights, human development and human security form increasingly important, partly interconnected, partly competitive and misunderstood ethical and policy discourses. Each tries to humanize a pre-existing and unavoidable major discourse of everyday life, policy and politics; each

  3. International Year of Astronomy (IYA 2009): Selected Resources

    Science.gov (United States)

    Taha, Mandy; Kraus, Joseph R.

    2009-01-01

    The International Year of Astronomy 2009 (IYA2009) is a global celebration of astronomy and its contributions to society and culture initiated by the International Astronomical Union (IAU) and UNESCO. Through local, national and international events, the organization wants to help the citizens of the world connect with the universe through the day…

  4. A Study on Human Resource Practices of Mother Dairy, Delhi

    OpenAIRE

    Shilpy Verma; Prof. Rajesh Mehrotra

    2017-01-01

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

  5. Analisis of human resources managment in selected company

    OpenAIRE

    MELEG, Miroslav

    2010-01-01

    Bachelor thesis is focused on human sources as one of the most important part of operating organization. This work describe especially three elements of human resource management - rating, remunerating and motivating. Manpower is engine of organization. Managers have to approach individually to every employee. They have to catch requirements and experiences to regulate the system of leading manpower. Hidden potencial is almost in every person so it is necessary to educate them. That will be u...

  6. Strategy for preventing the waste of human resources

    Science.gov (United States)

    Jones, William E.

    1992-05-01

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

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

    OpenAIRE

    Dragomir Cristina

    2012-01-01

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

  8. Developing Entrepreneurial Resilience: Implications for Human Resource Development

    Science.gov (United States)

    Lee, Jin; Wang, Jia

    2017-01-01

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

  9. 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…

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

    Science.gov (United States)

    Quinn, Floyd F.

    2018-01-01

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

  11. 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…

  12. 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…

  13. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

  14. 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…

  15. 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…

  16. 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.…

  17. 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 ...

  18. Human/Nature Discourse in Environmental Science Education Resources

    Science.gov (United States)

    Chambers, Joan M.

    2008-01-01

    It is argued that the view of nature and the relationship between human beings and nature that each of us holds impacts our decisions, actions, and notions of environmental responsibility and consciousness. In this study, I investigate the discursive patterns of selected environmental science classroom resources produced by three disparate…

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

    African Journals Online (AJOL)

    This study conducted a survey on 120 small and medium-scale hospitality companies. Primary data were collected through structured questionnaire administered to the human resource managers of the companies. Data collected were analysed using frequency, percentage, correlation and multiple regression analysis.

  20. Incorporating Campus-Based Cultural Resources into Humanities Courses

    Science.gov (United States)

    Traver, Amy E.; Nedd, Rolecia

    2018-01-01

    In this article, the authors reviewed one effort to deepen students' connections to the humanities through the use of campus-based cultural resources at Queensborough Community College (QCC) of the City University of New York (CUNY), a minority-serving institution in one of the most diverse counties in the United States. Focusing specifically on…

  1. New hand at the helm of CERN Human Resources

    CERN Document Server

    2004-01-01

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

  2. 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)

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

    Science.gov (United States)

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

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

  4. Gender Differences in Strategy and Human Resource Management

    NARCIS (Netherlands)

    Verheul, I.; Risseeuw, P.A.; Bartelse, G.

    2002-01-01

    The present study aims at investigating the existence of gender differences in entrepreneurship. The focus is on differences in strategy and human resource management (HRM) between male and female entrepreneurs in Dutch real estate brokerage. Several propositions are explored using data from

  5. 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 ...

  6. Human resources management and lecturer's job satisfaction in ...

    African Journals Online (AJOL)

    The study examines the extent to which the management of human resources by the administrators influence lecturers' job satisfaction in tertiary institutions in Akwa Ibom and Cross River States, Nigeria. The ex-post-facto research design was used for the study. The population of the study was 2286 lecturers from nine (9) ...

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

    Science.gov (United States)

    Gattiker, Urs E.

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

  8. 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…

  9. Reconceptualizing fit in strategic human resource management: 'Lost in translation?'

    NARCIS (Netherlands)

    Paauwe, J.; Boon, C.; Boselie, P.; den Hartog, D.; Paauwe, J.; Guest, D.; Wright, P.

    2013-01-01

    To date, studies that focus on the concept of 'fit' in strategic human resource management (SHRM) fail to show consistent evidence. A variety of fit approaches are available, but there is no general consensus about what constitutes fit. This chapter aims to reconceptualize fit through a literature

  10. 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 ...

  11. Beginning Teachers' Perceptions of School Human Resource Practices

    Science.gov (United States)

    Kwan, Paula

    2009-01-01

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

  12. Alignment of Human Resource Practices and Teacher Performance Competency

    Science.gov (United States)

    Heneman III, Herbert G.; Milanowski, Anthony T.

    2004-01-01

    In this article, we argue that human resource (HR) management practices are important components of strategies for improving student achievement in an accountability environment. We present a framework illustrating the alignment of educational HR management practices to a teacher performance competency model, which in turn is aligned with student…

  13. 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,…

  14. 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…

  15. Managing human resources in the nuclear power industry: Lessons learned

    International Nuclear Information System (INIS)

    2003-08-01

    This report is intended for senior and middle level managers in nuclear operating organizations. Its objectives are to facilitate the recognition of priority issues with respect to managing human resources, and to provide pragmatic ideas regarding improvements. The human resource issues addressed in this report, if not managed effectively, can result in significant performance problems at nuclear power plants. About 10 years ago the IAEA initiated an effort to identify such management issues and to find effective practices to deal with them. This information was provided in IAEA Technical Reports Series No. 369, Management for Excellence in Nuclear Power Plant Performance - A Manual (1994). This report builds upon the information in the subject manual. In the past 10 years there have been significant changes in the nuclear power industry resulting primarily from more competitive energy markets and privatization of nuclear power plant operating organizations. In general, the industry has responded positively to these changes, as indicated by IAEA/WANO performance indicators that show both improved operational and safety performance. This report provides examples of approaches to managing human resources that have been effective in responding to these changes. This report was produced through a series of meetings, where meeting participants were asked to share information regarding effective practices in their organizations with respect to managing human resources. The information provided through these meetings was supplemented with good practices in this area identified through IAEA Operational Safety Review Teams (OSARTs) conducted during the past 10 years

  16. 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…

  17. HUMAN RESOURCES MANAGEMENT SYSTEM IN A TOURISM ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Nadezhda Dicheva

    2016-12-01

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

  18. Human Resource Management: The need for theory and diversity

    OpenAIRE

    Weber, Wolfgang; Kabst, Rüdiger

    2004-01-01

    Human Resource Management as an academic discipline needs to be theoretically grounded, i.e. it requires support through theories, theory-driven empirical research and critiques. In doing so, different theoretical perspectives are addressed suggesting a problem-orientated theory selection which leads inevitably to theoretical diversity.

  19. 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

  20. Improving of the management quality of human resources

    OpenAIRE

    Miceski, Trajko

    2004-01-01

    Improvement of the management quality of human resources is a continuous process, based on multidimensional concept of activities, with special emphasis on increasing the level of competence of the employees both in their working place and in additional activities in the decision making bodies.

  1. The improving processes in the human resources management

    OpenAIRE

    Darja Holátová

    2002-01-01

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

  2. 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…

  3. 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.

  4. 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 ...

  5. 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

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

    Directory of Open Access Journals (Sweden)

    Polyakov Konstantin, L

    2017-06-01

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

  7. Report of 'the 2014 international forum on peaceful use of nuclear energy, nuclear non-proliferation and nuclear security. Future direction toward promoting non-proliferation and the ideal method of developing human resources using Centers of Excellence (COEs) following the new strategic energy plan'

    International Nuclear Information System (INIS)

    Yamaga, Chikanobu; Tomikawa, Hirofumi; Kobayashi, Naoki; Naoi, Yosuke; Oda, Tetsuzo; Mochiji, Toshiro

    2015-10-01

    The Japan Atomic Energy Agency (JAEA) held 'International Forum on Peaceful Use of Nuclear Energy, Nuclear Non-proliferation and Nuclear Security – Future direction toward promoting non-proliferation and the ideal method of developing human resources using Centers of Excellence (COEs) following the New Strategic Energy Plan -' on 3 December 2014, with the Japan Institute of International Affairs (JIIA) and School of Engineering, The University of Tokyo, and International Nuclear Research Center, Tokyo Institute of Technology as co-hosts. In the Forum, officials and experts from Japan, the United States explained their efforts regarding peaceful use of nuclear energy, nuclear non-proliferation and nuclear security. Discussion was made in two panels, entitled 'Effective and efficient measures to ensure nuclear non-proliferation based on domestic and foreign issues and the direction and role of technology development' and 'Roles of nuclear security COEs and future expectations'. In Panel Discussion 1, as the nuclear non-proliferation regime is facing various problems and challenges under current international circumstances, how to implement effective and efficient safeguards was discussed. In Panel Discussion 2, panelists discussed the following three points: 1. Current status of Nuclear Security Training and Support Centers and COEs, and Good Practice; 2. What these centers can do to enhance nuclear security (New role for COEs); 3. Regional cooperation in the Nuclear Security Training and Support Center (NSSC) and COEs in states, which the IAEA recommends establishing, and international cooperation and partnerships with international initiatives (New Role). Officials and experts from Japan, IAEA, the United States, France, Republic of Korea, and Indonesia participated in the panel and made contributions to active discussion. This report includes abstracts of keynote speeches, summaries of two panel discussions and materials of the

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

    International Nuclear Information System (INIS)

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

    2011-01-01

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

  9. Roadmap on R&D and Human Resource for Light Water Reactors Safety and Knowledge Management: Status in Japan

    International Nuclear Information System (INIS)

    Sekimura, N.

    2016-01-01

    Full text: The roadmap for light water reactor safety technology and human resource has been constructed by the Special Committee on Nuclear Safety Research Roadmap in the Atomic Energy Society of Japan (AESJ). Based upon the lessons learned from the Fukushima Daiichi accident, effective planning of research activities to improve safety can also contribute to enhance human resource and management of accumulated knowledge-base in the future domestic and international community. (author

  10. Key challenges of human resources for health in India

    Directory of Open Access Journals (Sweden)

    Priya Sinha

    2016-01-01

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

  11. 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.

  12. 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.

  13. International criminal tribunals and human rights law: Adherence and contextualization

    NARCIS (Netherlands)

    Zeegers, K.J.

    2015-01-01

    Given their mandate to prosecute persons responsible for the most atrocious of human rights violations, International Criminal Tribunals (ICTs) are generally hailed as welcome enforcers of international human rights law: a new instrument in the toolkit of human rights protectors. However, ICTs

  14. 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.

  15. Decommissioning of Nuclear Facilities: Training and Human Resource Considerations

    International Nuclear Information System (INIS)

    2008-01-01

    One of the cornerstones of the success of nuclear facility decommissioning is the adequate competence of personnel involved in decommissioning activities. The purpose of this publication is to provide methodological guidance for, and specific examples of good practices in training as an integral part of human resource management for the personnel performing decommissioning activities. The use of the systematic methodology and techniques described in this publication may be tailored and applied to the development of training for all types of nuclear facilities undergoing decommissioning. Examples of good practices in other aspects of human resources, such as knowledge preservation, management of the workforce and improvement of human performance, are also covered. The information contained in this publication, and the examples provided in the appendices and enclosed CD-ROM, are representative of the experience of decommissioning of a wide variety of nuclear facilities.

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

    Science.gov (United States)

    Méndez, Claudio A

    2009-09-01

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

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

    Directory of Open Access Journals (Sweden)

    Ahmad Reza Ghasemi

    2016-07-01

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

  18. Tapping into community resources in China | IDRC - International ...

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

    2011-01-18

    Jan 18, 2011 ... CBNRM focuses on protecting and managing these resources by involving ... In China, where "top-down" methods of management have been the rule, .... Solving the water crisis: Increase supplies or improve management?

  19. Conservation and human rights: the need for international standards

    Energy Technology Data Exchange (ETDEWEB)

    Oviedo, Gonzalo [International Union for the Conservation of Nature (International organizations without location); Pabon, Luis [The Nature Conservancy (United States); Painter, Michael; Redford, Kent [The Wildlife Conservation Society (United States); Siegele, Linda [Foundation for International Environmental Law and Development (United Kingdom); Springer, Jenny [WWF-US (United States); Thomas, David [Birdlife International (International organizations without location); Painemilla, Kristen Walker [Conservation International (United States); Roe, Dilys

    2010-05-15

    Conservation doesn't happen in a vacuum. In recent years, awareness has grown of the relationship of international conservation practice to indigenous peoples and local communities, and especially the links between conservation and human rights. The impacts protected areas can have on rural communities – such as evictions and lost access to natural resources – are now under particular scrutiny. Concern is meanwhile rising over the human rights implications of some climate change mitigation and adaptation measures. But awareness is also growing of the positive contributions of nature conservation to the rights of people to secure their livelihoods, enjoy healthy and productive environments, and live with dignity. International NGOs can play a central role in supporting and promoting conservation actions that respect the rights of indigenous peoples and local communities, and help sustain their livelihoods. Many conservation organisations have long worked towards this. It is vital that they hold to consistent principles and implement measures that ensure their application, so their action on conservation remains accountable, transparent and sustainable.

  20. International Uranium Resources Evaluation Project (IUREP) national favourability studies: Taiwan

    International Nuclear Information System (INIS)

    1977-12-01

    Taiwan is an island of 36,000 sq km located 160 km east of mainland China. Geologically, the oldest rocks are Tertiary, and the only igneous rocks on the island are Quaternary andesites and basalts. Copper, gold, and silver are the only known metallic minerals produced. Uranium occurrences and exploration efforts are unknown. The potential uranium resource of Taiwan is considered a category 1 resource. (author)

  1. Dos and don’ts in human resources management a practical guide

    CERN Document Server

    2015-01-01

    With this book, an international group of approximate 50 HR leaders, professors and senior consultants compiled their knowledge and experience in an easy-to-navigate format to allow busy HR executives finding exactly the advice they need. Re-inventing the wheel – unfortunately – still is a common practice in Human Resources Management. Traditional literature on HR fails to provide advice based on current, real-life experience and online forums lack a logical structure. Hence, there is a clear need for a resource with practical, structured and experience-based advice on Human Resources Management. The book also provides readers from other functional areas and job starters a realistic insight into today's HR management – be it as a personal career orientation or as a way to enrich their overall management knowledge.

  2. The Zagreb Collection of human brains: a unique, versatile, but underexploited resource for the neuroscience community.

    Science.gov (United States)

    Judaš, Miloš; Šimić, Goran; Petanjek, Zdravko; Jovanov-Milošević, Nataša; Pletikos, Mihovil; Vasung, Lana; Vukšić, Mario; Kostović, Ivica

    2011-05-01

    The Zagreb Collection of developing and adult human brains was founded in 1974 by Ivica Kostović and consists of 1,278 developing and adult human brains, including 610 fetal, 317 children, and 359 adult brains. It is one of the largest collections of developing human brains. The collection serves as a key resource for many focused research projects and has led to several seminal contributions on mammalian cortical development, such as the discovery of the transient fetal subplate zone and of early bilaminar synaptogenesis in the embryonic and fetal human cerebral cortex, and the first description of growing afferent pathways in the human fetal telencephalon. The Zagreb Collection also serves as a core resource for ever-growing networks of international collaboration and represents the starting point for many young investigators who now pursue independent research careers at leading international institutions. The Zagreb Collection, however, remains underexploited owing to a lack of adequate funding in Croatia. Funding could establish an online catalog of the collection and modern virtual microscopy scanning methods to make the collection internationally more accessible. © 2011 New York Academy of Sciences.

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

    Directory of Open Access Journals (Sweden)

    Perlat Lame

    2004-01-01

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

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

    International Nuclear Information System (INIS)

    Zheng Mingguang; Ye Cheng; Han Xu

    2011-01-01

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

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

    OpenAIRE

    Wiryanto, Wisber

    2018-01-01

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

  6. The effects of low internal integration between purchasing and operations on suppliers’ resource mobilization

    DEFF Research Database (Denmark)

    Ellegaard, Chris; Koch, Christian

    2012-01-01

    A company that suffers from low internal integration between corporate functions performs worse than its more integrated competitors, leaving it in a position of competitive disparity. This paper reports on an investigation of the effects of internal integration between purchasing and operations...... on the mobilization of supplier resources. Low internal integration generates uncoordinated operations and purchasing behaviors that negatively affect supplier resource mobilization. We find that the lack of operations support for eight major purchasing initiatives in a construction company negatively affects...

  7. Human resource processes and the role of the human resources function during mergers and acquisitions in the electricity industry

    Science.gov (United States)

    Dass, Ted K.

    Mergers and acquisitions (M&A) have been a popular strategy for organizations to consolidate and grow for more than a century. However, research in this field indicates that M&A are more likely to fail than succeed, with failure rates estimated to be as high as 75%. People-related issues have been identified as important causes for the high failure rate, but these issues are largely neglected until after the deal is closed. One explanation for this neglect is the low involvement of human resource (HR) professionals and the HR function during the M&A process. The strategic HR management literature suggests that a larger role for HR professionals in the M&A process would enable organizations to identify potential problems early and devise appropriate solutions. However, empirical research from an HR perspective has been scarce in this area. This dissertation examines the role of the HR function and the HR processes followed in organizations during M&A. Employing a case-study research design, this study examines M&A undertaken by two large organizations in the electricity industry through the lens of a "process" perspective. Based on converging evidence, the case studies address three sets of related issues: (1) how do organizations undertake and manage M&A; (2) what is the extent of HR involvement in M&A and what role does it play in the M&A process; and (3) what factors explain HR involvement in the M&A process and, more generally, in the formulation of corporate goals and strategies. Results reveal the complexity of issues faced by organizations in undertaking M&A, the variety of roles played by HR professionals, and the importance of several key contextual factors---internal and external to the organization---that influence HR involvement in the M&A process. Further, several implications for practice and future research are explored.

  8. 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.

  9. Human resource configurations: investigating fit with the organizational context.

    Science.gov (United States)

    Toh, Soo Min; Morgeson, Frederick P; Campion, Michael A

    2008-07-01

    The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bundle may be distinguished by the organizational values they pursue and their organizational structure, thus suggesting that HR choices are related to the context within which organizations operate.

  10. International Uranium Resources Evaluation Project (IUREP) national favourability studies: Australia

    International Nuclear Information System (INIS)

    1977-08-01

    In Australia most exploration for uranium has been conducted by companies and individuals. The geological mapping and airborne radiometric surveying conducted by the BMR is made available to interested persons. Exploration for uranium in Australia can be divided into two periods - 1947 to 1961 and 1966-1977. During the first period the Commonwealth Government introduced measures to encourage uranium exploration including a system of rewards for the discovery of uranium ore. This reward system resulted in extensive activity by prospectors particularly in the known mineral fields. Equipped with a Geiger counter or scintillometer, individuals with little or no experience in prospecting could compete with experienced prospectors and geologists. During this period several relative small uranium deposits were discovered generally by prospectors who found outcropping mineralisation. The second phase of uranium exploration in Australia began in 1966 at which time reserves amounted to only 6,200 tonnes of uranium and by 3 977 reserves had been increased to 289,000 tonnes. Most of the exploration was done by companies with substantial exploration budgets utilising more advanced geological and geophysical techniques. In the field of airborne radiometer the development of multi-channel gamma ray spectrometers with large volume crystal detectors increased the sensitivity of the tool as a uranium detector and resulted in several major discoveries. Expenditure or exploration for uranium increased from 1966 to 1971 but has declines in recent years. After listing the major geological elements of Australia, its uranium production and resources are discussed. During the period 1954-71 the total production of uranium concentrate in Australia amounted to 7,780 tonnes of uranium, and was derived from deposits at Rum Jungle (2,990 tonnes U) and the South Alligator River (610 tonnes U) in the Northern Territory, Mary Kathleen (3,460 tonnes U) in Queensland and Radium Hill (720 tonnes U

  11. Public health human resources: a comparative analysis of policy documents in two Canadian provinces.

    Science.gov (United States)

    Regan, Sandra; MacDonald, Marjorie; Allan, Diane E; Martin, Cheryl; Peroff-Johnston, Nancy

    2014-02-24

    Amidst concerns regarding the capacity of the public health system to respond rapidly and appropriately to threats such as pandemics and terrorism, along with changing population health needs, governments have focused on strengthening public health systems. A key factor in a robust public health system is its workforce. As part of a nationally funded study of public health renewal in Canada, a policy analysis was conducted to compare public health human resources-relevant documents in two Canadian provinces, British Columbia (BC) and Ontario (ON), as they each implement public health renewal activities. A content analysis of policy and planning documents from government and public health-related organizations was conducted by a research team comprised of academics and government decision-makers. Documents published between 2003 and 2011 were accessed (BC = 27; ON = 20); documents were either publicly available or internal to government and excerpted with permission. Documentary texts were deductively coded using a coding template developed by the researchers based on key health human resources concepts derived from two national policy documents. Documents in both provinces highlighted the importance of public health human resources planning and policies; this was particularly evident in early post-SARS documents. Key thematic areas of public health human resources identified were: education, training, and competencies; capacity; supply; intersectoral collaboration; leadership; public health planning context; and priority populations. Policy documents in both provinces discussed the importance of an educated, competent public health workforce with the appropriate skills and competencies for the effective and efficient delivery of public health services. This policy analysis identified progressive work on public health human resources policy and planning with early documents providing an inventory of issues to be addressed and later documents providing

  12. Public health human resources: a comparative analysis of policy documents in two Canadian provinces

    Science.gov (United States)

    2014-01-01

    Background Amidst concerns regarding the capacity of the public health system to respond rapidly and appropriately to threats such as pandemics and terrorism, along with changing population health needs, governments have focused on strengthening public health systems. A key factor in a robust public health system is its workforce. As part of a nationally funded study of public health renewal in Canada, a policy analysis was conducted to compare public health human resources-relevant documents in two Canadian provinces, British Columbia (BC) and Ontario (ON), as they each implement public health renewal activities. Methods A content analysis of policy and planning documents from government and public health-related organizations was conducted by a research team comprised of academics and government decision-makers. Documents published between 2003 and 2011 were accessed (BC = 27; ON = 20); documents were either publicly available or internal to government and excerpted with permission. Documentary texts were deductively coded using a coding template developed by the researchers based on key health human resources concepts derived from two national policy documents. Results Documents in both provinces highlighted the importance of public health human resources planning and policies; this was particularly evident in early post-SARS documents. Key thematic areas of public health human resources identified were: education, training, and competencies; capacity; supply; intersectoral collaboration; leadership; public health planning context; and priority populations. Policy documents in both provinces discussed the importance of an educated, competent public health workforce with the appropriate skills and competencies for the effective and efficient delivery of public health services. Conclusion This policy analysis identified progressive work on public health human resources policy and planning with early documents providing an inventory of issues to be

  13. 77 FR 61033 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-10-05

    ... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... human resources programming. Agenda November 7, 2012 (Wednesday Morning) Welcoming Remarks Opening... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human...

  14. 78 FR 21979 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-04-12

    ... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of..., technology, engineering, and mathematics (STEM) education and human resources programming. Agenda May 6, 2013... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human...

  15. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

    ... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... Foundation's science, technology, engineering, and mathematics (STEM) education and human resources... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human...

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

    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 1 (2012) >. Log in or Register to get access to full text downloads.

  17. The Human Genome Project: An Imperative for International Collaboration.

    Science.gov (United States)

    Allende, J. E.

    1989-01-01

    Discussed is the Human Genome Project which aims to decipher the totality of the human genetic information. The historical background, the objectives, international cooperation, ethical discussion, and the role of UNESCO are included. (KR)

  18. International Uranium Resources Evaluation Project (IUREP) national favourability studies: Syria

    International Nuclear Information System (INIS)

    1977-11-01

    Very little information is available to IAEA on the geology and uranium potential of Syria. In 1975 a contract was awarded to Huntings Geology and Geophysics Ltd by the Ministry of Petroleum and Mineral Resources to carry out a study of the country's mineral resources with particular reference to phosphate uranium, chrome and industrial materials. The results of this survey are not known. Apart from the assumption of some possibility of uranium recovery as a by-product from phosphate production it is assumed that the Speculative Potential is likely to be less than 1000 tonnes uranium. (author)

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

    Directory of Open Access Journals (Sweden)

    Peter Mihaly

    2014-01-01

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

  20. The Structure of Trade in Genetic Resources: Implications for the International ABS Regime Negotiation

    Directory of Open Access Journals (Sweden)

    Mikyung Yun

    2010-06-01

    Full Text Available The intensive exploitation of genetic resources at the international level has led to a negotiation of an international regime on Access and Benefit-Sharing (ABS of genetic resources. Due to lack of systematic data, little is known about the structure of trade in genetic resources to inform the negotiators. This study attempts to shed a greater insight into genetic resources trade in the pharmaceutical sector in Korea, mainly relying on interviews of industry practitioners and scientists in related fields. The study finds that Korea is mainly a genetic resource importer, but that pharmaceutical firms rarely carry out bioprospecting directly, relying on semi-processed biochemicals imports trough agents. Therefore, the impact of the to-be negotiated international ABS negotiation will be larger if derivatives are included in its scope. However, the general impact on the economy as a whole would be small, given the small share of genetic resources trade compared to total trade volumes.

  1. 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.

  2. A Fuzzy Query Mechanism for Human Resource Websites

    Science.gov (United States)

    Lai, Lien-Fu; Wu, Chao-Chin; Huang, Liang-Tsung; Kuo, Jung-Chih

    Users' preferences often contain imprecision and uncertainty that are difficult for traditional human resource websites to deal with. In this paper, we apply the fuzzy logic theory to develop a fuzzy query mechanism for human resource websites. First, a storing mechanism is proposed to store fuzzy data into conventional database management systems without modifying DBMS models. Second, a fuzzy query language is proposed for users to make fuzzy queries on fuzzy databases. User's fuzzy requirement can be expressed by a fuzzy query which consists of a set of fuzzy conditions. Third, each fuzzy condition associates with a fuzzy importance to differentiate between fuzzy conditions according to their degrees of importance. Fourth, the fuzzy weighted average is utilized to aggregate all fuzzy conditions based on their degrees of importance and degrees of matching. Through the mutual compensation of all fuzzy conditions, the ordering of query results can be obtained according to user's preference.

  3. 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.

  4. 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.

  5. A Study on Human Resources Development in Nuclear Field

    International Nuclear Information System (INIS)

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

    2011-11-01

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

  6. 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.

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

    DEFF Research Database (Denmark)

    Gretzinger, Susanne; Lemke, Sarah; Matiaske, Wenzel

    2014-01-01

    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...... 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...

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

    International Nuclear Information System (INIS)

    Roelofs, Ferry; Flore, Massimo; Estorff, Ulrik von

    2017-01-01

    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.

  9. Human-resource planning in the Venezuelan oil industry

    Energy Technology Data Exchange (ETDEWEB)

    Delgado, S J.V.

    1985-01-01

    Because the economy of Venezuela is heavily dependent on its oil industry, the company Petroleos de Venezuela S.A. was chosen for the detailed study. It was found that the system in use in the period 1980-81 was defective in that it did not address the serious medium- and long-term issues of manpower supply in a country seriously short of the skills needed. There was a lack of linkage between human resource planning and the corporation's long term objectives. Too much emphasis was being placed on quantitative, and too little on qualitative approaches to the problem. A new approach was developed to complement the existing shorter term quantitative approach. This involved a direct and active interaction with corporate planning. Within this framework a qualitative method of human resource planning was proposed and implemented. It has proved its usefulness in defining the type of personnel required by the organization in the distant future.

  10. 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.

  11. Processes, Performance Drivers and ICT Tools in Human Resources Management

    OpenAIRE

    Oškrdal Václav; Pavlíček Antonín; Jelínková Petra

    2011-01-01

    This article presents an insight to processes, performance drivers and ICT tools in human resources (HR) management area. On the basis of a modern approach to HR management, a set of business processes that are handled by today’s HR managers is defined. Consequently, the concept of ICT-supported performance drivers and their relevance in the area of HR management as well as the relationship between HR business processes, performance drivers and ICT tools are defined. The theoretical outcomes ...

  12. Human resource management in patient-centered pharmaceutical care.

    Science.gov (United States)

    White, S J

    1994-04-01

    Patient-centered care may have the pharmacists and technicians reporting either directly or in a matrix to other than pharmacy administration. The pharmacy administrative people will need to be both effective leaders and managers utilizing excellent human resource management skills. Significant creativity and innovation will be needed for transition from departmental-based services to patient care team services. Changes in the traditional methods of recruiting, interviewing, hiring, training, developing, inspiring, evaluating, and disciplining are required in this new environment.

  13. Human resource crises in German hospitals?an explorative study

    OpenAIRE

    Schermuly, Carsten C; Draheim, Michael; Glasberg, Ronald; Stantchev, Vladimir; Tamm, Gerrit; Hartmann, Michael; Hessel, Franz

    2015-01-01

    Background The complexity of providing medical care in a high-tech environment with a highly specialized, limited labour force makes hospitals more crisis-prone than other industries. An effective defence against crises is only possible if the organizational resilience and the capacity to handle crises become part of the hospitals? organizational culture. To become more resilient to crises, a raised awareness?especially in the area of human resource (HR)?is necessary. The aim of this paper is...

  14. Human resource management and economic success: An Australian perspective

    OpenAIRE

    Dowling, Peter J.

    2005-01-01

    In this paper we examine the case for a link at the national and firm level between human resource management (HRM) and economic success in Australia. A brief history of the industrial development of Australia (and New Zealand) is presented and some differentiating factors noted (Dowling/Boxall 1994). A key factor with regard to Australia is the relatively small size of the population and economy and the disproportionate impact of globalisation and global political and economic events upon th...

  15. Human Resources Staffing Plan for the Tank Farm Contractor

    International Nuclear Information System (INIS)

    BOSLEY, J.W.

    2000-01-01

    The Human Resources Staffing Plan quantified the equivalent staffing needs required for the Tank Farm Contractor (TFC) and its subcontractors to execute the readiness to proceed baseline between FY 2000-2008. The TFC staffing needs were assessed along with the staffings needs of Fluor Hanford and the privatization contractor. The plan then addressed the staffing needs and recruitment strategies required to execute the baseline

  16. The department manager and effective human resource planning: an overview.

    Science.gov (United States)

    Arnold, Edwin; Pulich, Marcia

    2007-01-01

    Department managers in health care organizations play a pivotal role in ensuring the success of human resource (HR) planning. This article describes HR planning and its importance to the organization and department managers. Organizational support necessary for effective HR planning is also covered. The HR planning process is examined. Managerial responsibilities such as interviewing and performance appraisal and their relationship to HR planning are discussed.

  17. Human Resources and Innovative Behaviour : Improving Nursing Performance

    OpenAIRE

    Xerri, Matthew; Reid, Stuart

    2017-01-01

    This study examines, using the social exchange theory, the mediating effect of employees’ perception of wellbeing on the relationship between two human resource (HR) management factors (satisfaction with teamwork and satisfaction with training opportunities) and innovative behaviour of nurses working in Australian public and private hospitals. Current nurse shortages and limited budgets have increased the need for hospitals to improve their efficiency and cost-effectiveness. It is proposed th...

  18. Human Resource Management Practices, Job Satisfaction and Organizational Commitment

    OpenAIRE

    Murat KoC; Mustafa Fedai Cavus; Turgay Saracoglu

    2014-01-01

    The purpose of this study is to explore the role of human resource management (HRM) practices, job satisfaction and organizational commitment intentions of employees working in Turkish private organizations. A total of 200 employees participated in the study. The results indicate that there is a positive relationship between HRM practices (recruitment and selection, training and development, compensation and benefits, performance appraisals) and job satisfaction and organizational commitment....

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

    OpenAIRE

    Renard Yung Jhien Siew

    2014-01-01

    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...

  20. Use of SQL Databases to Support Human Resource Management

    OpenAIRE

    Zeman, Jan

    2011-01-01

    Bakalářská práce se zaměřuje na návrh SQL databáze pro podporu Řízení lidských zdrojů a její následné vytvoření v programu MS SQL Server. This thesis focuses on the design of SQL database for support Human resources management and its creation in MS SQL Server. A