Distributed resources and re-regulated electricity markets

International Nuclear Information System (INIS)

Ackermann, Thomas

2007-01-01

This paper briefly defines distributed resources (DR) and discusses the current status of DR. The main focus is on discussing the value DR can provide to re-regulated electricity markets. DR can, under certain circumstances, help to significantly reduce the main problem of re-regulation, i.e. market power. Distributed generation and demand-side resources may, even if only small quantities in terms of size of the entire market are utilised, be able to help to significantly reduce market power. This results in a significantly more efficient market. To achieve such benefits, however, DR must be in operation during times when market power issues are likely to arise. To a certain extent this is the case as demand-side resources are usually independent of established generation companies. In addition, many business cases for DG require DG to actually operate to capture the second revenue. (author)

Marketing resources management in conditions of domestic enterprises’ innovative development

OpenAIRE

E.A. Belovodskaya; Ya.A. Kovalenko

2013-01-01

The aim of the article. In the article the urgency of differentiation of concepts marketing potential and marketing resource is examined. The appropriateness of marketing resources allocation into a separate part of the resource base of innovation-directed enterprises is defined. Theoretical bases of marketing resources management for innovation-oriented enterprise are investigated. The author's approach to classification of marketing resources and formation of principles of their management ...

Resource Communication Technology and Marketing of Textile Products: A U.S. Textile Industry Case Study

Science.gov (United States)

Baah, Anthony

2010-01-01

The purpose of the qualitative positivistic case study was to explore whether resource communication technology has helped or would help the marketing of textile products in the U.S. textile industry. The contributions of human capital in the marketing department, the marketing-demand information system function, and the product supply chain…

Exhaustible-resource theory and the uranium market

International Nuclear Information System (INIS)

Hsieh, Y.L.

1982-01-01

Exhaustible-resource theory has been developed rapidly by economists since the OPEC shocks of 1973-1974 and the theory now provides a framework for analyzing the optimal production pattern for resource commodities. However, applications of the theory to particular markets, such as crude oil, have not provided accurate predictions due no doubt to theoretical problems in explaining exploration and discovery events, market organization changes, and uncertainty. This thesis investigated the uranium market in an effort to determine how well the exhaustible-resource theory explains the past price and quantity time paths of this energy resource, and what might be expected in the future. The exhaustible-resource theory was first developed in a form appropriate to an application to the uranium market. An econometric simulation model that combines the history of uranium price formation and the exhaustible-resource theory was developed to forecast future uranium prices. The model was designed not only to reflect the physical processes of drilling activities, changing reserves, production, and prices of uranium through individual equations, but also to account for the interaction of all these interrelationships at the same time

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.

[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.

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.

Uranium market and resources

International Nuclear Information System (INIS)

Capus, G.; Arnold, T.

2005-01-01

Under the combined effect of various factors, such as interrogations related to facing the climatic changes, the increasing prices of oil versus announced decrease of its resources, the major geopolitical evolution and the remarkable development of Asia, we live nowadays a revival of nuclear power in the very front of stage. In tis context, the following question is posed: could the nuclear fission be a sustainable source of energy when taking into consideration the availability of uranium resources? The article aims at pinpointing the knowledge we have about the world uranium resources, their limits of uncertainty and the relation between knowledge resources and market evolution. To conclude, some susceptible tracks are proposed to improve the using process of uranium resources particularly in softening the impact of high prices

MARKETIZATION OF GREEN FOOD RESOURCES IN FOREST REGION OF THE CHANGBAI MOUNTAINS

Institute of Scientific and Technical Information of China (English)

XIAO Yan

2004-01-01

The Changbai Mountains is rich in the resources of green food. At present, the low marketization of green food resources in the forest region of the Changbai Mountains becomes the bottleneck to restrict the benign development of its green food industry. With huge market demands at home and abroad, it is the urgent problem how to improve marketization process of green food resources and transfer the resources superiority into the market superiority in the region. According to the investigation, this paper analyzed the status quo and the cause of formation of low-marketization with the method of combining comparative research and practice research. It pointed out that necessary condition of marketization of green food resources in the forest region, such as strategy, economic environment, marketization allocation of sci-tech resources, etc. should be established. Furthermore, the concrete strategies of marketization of green food resources in the region such as market location, strategies of objective markets, combined strategy of marketing, etc. were advanced.

Security-Constrained Resource Planning in Electricity Market

International Nuclear Information System (INIS)

Roh, Jae Hyung; Shahidehpour, Mohammad; Yong Fu

2007-06-01

We propose a market-based competitive generation resource planning model in electricity markets. The objective of the model is to introduce the impact of transmission security in a multi-GENCO generation resource planning. The proposed approach is based on effective decomposition and coordination strategies. Lagrangian relaxation and Benders decomposition like structure are applied to the model. Locational price signal and capacity signal are defined for the simulation of competition among GENCOs and the coordination of security between GENCOs and the regulatory body (ISO). The numerical examples exhibit the effectiveness of the proposed generation planning model in electricity markets.

A market-based optimization approach to sensor and resource management

Science.gov (United States)

Schrage, Dan; Farnham, Christopher; Gonsalves, Paul G.

2006-05-01

Dynamic resource allocation for sensor management is a problem that demands solutions beyond traditional approaches to optimization. Market-based optimization applies solutions from economic theory, particularly game theory, to the resource allocation problem by creating an artificial market for sensor information and computational resources. Intelligent agents are the buyers and sellers in this market, and they represent all the elements of the sensor network, from sensors to sensor platforms to computational resources. These agents interact based on a negotiation mechanism that determines their bidding strategies. This negotiation mechanism and the agents' bidding strategies are based on game theory, and they are designed so that the aggregate result of the multi-agent negotiation process is a market in competitive equilibrium, which guarantees an optimal allocation of resources throughout the sensor network. This paper makes two contributions to the field of market-based optimization: First, we develop a market protocol to handle heterogeneous goods in a dynamic setting. Second, we develop arbitrage agents to improve the efficiency in the market in light of its dynamic nature.

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.

H2@Scale Resource and Market Analysis

Energy Technology Data Exchange (ETDEWEB)

Ruth, Mark

2017-07-12

This presentation overviews progress to date on the H2@Scale resource and market analysis work. The work finds, for example, that hydrogen demand of 60 MMT/yr is possible when transportation and industry are considered; resources are available to meet that demand; using renewable resources would reduce emissions and fossil use by over 15%; further impacts are possible when considering synergistic benefits; additional analysis is underway to improve understanding of potential markets and synergistic impacts; and further analysis will be necessary to estimate impacts due to spatial characteristics, feedback effects in the economy, and inertia characteristics.

Marketing and organizational aspects of HRM

Directory of Open Access Journals (Sweden)

Gutić Dragutin

2007-01-01

Full Text Available Every manager has responsibility for human resources management: managers of all divisions and of all business functions in a company. Principles, as well as contents of these resources management are generally known and accepted as one of certain and key factors of management and managers. In this scientific paper the author defines the basic thesis: marketing employees management can not only be a task for the center for human resources management on a corporate level, as it is usually represented in theory and practice. Instead, the author argues and pleads for human resources management in marketing to be one of the certain functions for every marketing manager. Marketing managers should be essential holders of human resources management function in a marketing organization. This could possibly be achieved in a way that management functions and tasks are regularly distributed between the center for human resources on corporate level and marketing organization. Marketing managers have more information and knowledge, as well as the greatest interest to realize key functions of employees management in marketing. In this direction, the author offers several decentralization models of this function, as well as division of work between the center for human resources on corporate level and marketing organization. The author makes contribution in defining three models: centralized, decentralized operative functions and a model of complete decentralization of all human resources management functions. The choice of a certain model is determined by a number of different factors: type and size of a company, management system development, marketing conception and organization development, strategic goals of a company and others. Centralized model of human resources management in a marketing organization includes implicitly that all the functions of that management are directly under the authority of marketing manager. Managers of lower levels, like sales

DIY Solar Market Analysis Webinar Series: Solar Resource and Technical

Science.gov (United States)

Series: Solar Resource and Technical Potential DIY Solar Market Analysis Webinar Series: Solar Resource and Technical Potential Wednesday, June 11, 2014 As part of a Do-It-Yourself Solar Market Analysis Potential | State, Local, and Tribal Governments | NREL DIY Solar Market Analysis Webinar

Electricity Sector Council : human resources challenges

Energy Technology Data Exchange (ETDEWEB)

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

2007-07-01

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

Electricity Sector Council : human resources challenges

International Nuclear Information System (INIS)

Goldie, T.

2007-01-01

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

Public sector reform and demand for human resources for health (HRH

Directory of Open Access Journals (Sweden)

Lethbridge Jane

2004-11-01

Full Text Available Abstract This article considers some of the effects of health sector reform on human resources for health (HRH in developing countries and countries in transition by examining the effect of fiscal reform and the introduction of decentralisation and market mechanisms to the health sector. Fiscal reform results in pressure to measure the staff outputs of the health sector. Financial decentralisation often leads to hospitals becoming "corporatised" institutions, operating with business principles but remaining in the public sector. The introduction of market mechanisms often involves the formation of an internal market within the health sector and market testing of different functions with the private sector. This has immediate implications for the employment of health workers in the public sector, because the public sector may reduce its workforce if services are purchased from other sectors or may introduce more short-term and temporary employment contracts. Decentralisation of budgets and administrative functions can affect the health sector, often in negative ways, by reducing resources available and confusing lines of accountability for health workers. Governance and regulation of health care, when delivered by both public and private providers, require new systems of regulation. The increase in private sector provision has led health workers to move to the private sector. For those remaining in the public sector, there are often worsening working conditions, a lack of employment security and dismantling of collective bargaining agreements. Human resource development is gradually being recognised as crucial to future reforms and the formulation of health policy. New information systems at local and regional level will be needed to collect data on human resources. New employment arrangements, strengthening organisational culture, training and continuing education will also be needed.

Strategic Factor Markets Scale Free Resources and Economic Performance

DEFF Research Database (Denmark)

Geisler Asmussen, Christian

2015-01-01

-theoretic model, it shows how the impact of strategic factor markets on economic profits is influenced by product market rivalry, preexisting competitive (dis)advantages, and the interaction of acquired resources with those preexisting asymmetries. New insights include the result that resource suppliers will aim...

Roadmap for human resources for expanded Indian nuclear industry

International Nuclear Information System (INIS)

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

2011-01-01

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

Roadmap for human resources for expanded Indian nuclear industry

Energy Technology Data Exchange (ETDEWEB)

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

2011-07-01

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

Legal and Ethical Implications of Using Social Media in Human Resource Management

Directory of Open Access Journals (Sweden)

Lu Zhang

2014-06-01

Full Text Available Now more than ever we live in a society saturated with technology and media.  We are captured by the technology whirlwind such as the internet, instant messages, emails, and social media such as Twitter and Facebook.  Technologies not only are changing the way people live, work, and interact with each other but also the way companies conduct their businesses.  Social media no doubt is one of such technologies that enables companies to market their products and services in new and unique dimensions.  Beyond marketing, social media is also changing the way human resource professionals recruit and select employees.   Recruiting and selecting potential new employees using social media, is gaining popularity.  There are even software programs that capitalize on the information available on social media sites to assist human resources professionals to source, screen, and track job applicants.  Although there are many advantages in using social media networks to assist HR to select and filter job candidates, there are reasons for concerns.  In this paper, we’ll examine the legal and ethical consequences of using social media in the area of human resource management.   Keywords: Social Media, Facebook, Human Resources, Management.

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

Directory of Open Access Journals (Sweden)

Carmen NOVAC

2016-12-01

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

Marketing of Information Resources in Selected Public Libraries in ...

African Journals Online (AJOL)

Marketing of Information Resources in Selected Public Libraries in Lagos State: ... and the e xtent to which competitive strategies could be employed in marketing ... negative influence were all indicated as factors militating against marketing of ...

Smart Markets for Water Resources

Science.gov (United States)

Raffensperger, John

2017-04-01

Commercial water users often want to trade water, but their trades can hurt other users and the environment. So government has to check every transaction. This checking process is slow and expensive. That's why "free market" water trading doesn't work, especially with trading between a single buyer and a single seller. This talk will describe a water trading mechanism designed to solve these problems. The trading mechanism is called a "smart market". A smart market allows simultaneous many-to-many trades. It can reduce the transaction costs of water trading, while improving environmental outcomes. The smart market depends on a combination of recent technologies: hydrology simulation, computer power, and the Internet. Our smart market design uses standard hydrological models, user bids from a web page, and computer optimization to maximize the economic value of water while meeting all environmental constraints. Before the smart market can be implemented, however, users and the water agency must meet six critical prerequisites. These prerequisites may be viewed as simply good water management that should be done anyway. I will describe these prerequisites, and I will briefly discuss common arguments against water markets. This talk will be an abstract of a forthcoming book, "Smart Markets for Water Resources: A Manual for Implementation," by John F. Raffensperger and Mark W. Milke, from Springer Publishing.

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

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.

Market Opportunities for Cellulose Products From Combined Renewable Resources

Science.gov (United States)

Zihare, Lauma; Blumberga, Dagnija

2017-05-01

This study investigates available resources that has not been used or is used with low added value, such as woody crops, forest residues and invasive species possibilities in case of cellulosic products. Main aspect is this study is market outlook, to see if the products can have positive market sales if produced. Resource have been selected by availability and current usage and properties they contain. Products have been chosen the most basic, to see is there possibility to enter an existing cellulose product markets. GE/McKinsey matrix have been used for clear visual decision making. The results show that only two out of seven products has a potential in international market.

Human Resource Management and Human Resource Development: Evolution and Contributions

Science.gov (United States)

Richman, Nicole

2015-01-01

Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD…

Sustainable resource planning in energy markets

International Nuclear Information System (INIS)

Kamalinia, Saeed; Shahidehpour, Mohammad; Wu, Lei

2014-01-01

Highlights: • Sustainable resource planning with the consideration of expected transmission network expansion. • Incomplete information non-cooperative game-theoretic method for GEP. • Maximizing utility value whiling considering merits of having various generation portfolios. • Minimizing risk of investment using renewable generation options. • Application of the stochastic approach for evaluating the unpredictability of opponent payoffs and commodity values. - Abstract: This study investigates the role of sustainable energy volatility in a market participant’s competitive expansion planning problem. The incomplete information non-cooperative game-theoretic method is utilized in which each generation company (GENCO) perceives strategies of other market participants in order to make a decision on its strategic generation capacity expansion. Sustainable generation incentives, carbon emission penalties, and fuel price forecast errors are considered in the strategic decisions. The market clearing process for energy and reserves is simulated by each GENCO for deriving generation expansion decisions. A merit criterion (i.e., the utility value) is proposed for a more realistic calculation of the expected payoff of a GENCO with sustainable energy resources. Finally, the impact of transmission constraints is investigated on the GENCO’s expansion planning decision. The case studies illustrate the effectiveness of the proposed method

H2@Scale Resource and Market Analysis

Energy Technology Data Exchange (ETDEWEB)

Ruth, Mark

2017-05-04

The 'H2@Scale' concept is based on the potential for wide-scale utilization of hydrogen as an energy intermediate where the hydrogen is produced from low cost energy resources and it is used in both the transportation and industrial sectors. H2@Scale has the potential to address grid resiliency, energy security, and cross-sectoral emissions reductions. This presentation summarizes the status of an ongoing analysis effort to quantify the benefits of H2@Scale. It includes initial results regarding market potential, resource potential, and impacts of when electrolytic hydrogen is produced with renewable electricity to meet the potential market demands. It also proposes additional analysis efforts to better quantify each of the factors.

Networking and cultural differences in Human Resource Management: The Case of Kazakhstan

OpenAIRE

Altynbekov, Mardan

2014-01-01

The new emerging markets are becoming significant players in global market in recent decade. This study follows current pace in employing institutional theory to explore the specific pressures and factors makes networking essential in Human Resource Management in different countries. The study is a detailed qualitative analysis of networking and cultural differences in Kazakhstan, a country with very different value and government structure. Contrary to simplistic expectations, Kazakhstan sho...

Marketing of Information Resources in Selected Public Libraries in ...

African Journals Online (AJOL)

Marketing of Information Resources in Selected Public Libraries in Lagos State: A Competitive Intelligence Approach. ... examined the use of marketing techniques in public libraries , and the e xtent to ... EMAIL FULL TEXT EMAIL FULL TEXT

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"

State Electricity Regulatory Policy and Distributed Resources: Accommodating Distributed Resources in Wholesale Markets

Energy Technology Data Exchange (ETDEWEB)

Weston, F.; Harrington, C.; Moskovitz, D.; Shirley, W.; Cowart, R.; Sedano, R.

2002-10-01

Distributed resources can provide cost-effective reliability and energy services - in many cases, obviating the need for more expensive investments in wires and central station electricity generating facilities. Given the unique features of distributed resources, the challenge facing policymakers today is how to restructure wholesale markets for electricity and related services so as to reveal the full value that distributed resources can provide to the electric power system (utility grid). This report looks at the functions that distributed resources can perform and examines the barriers to them. It then identifies a series of policy and operational approaches to promoting DR in wholesale markets. This report is one in the State Electricity Regulatory Policy and Distributed Resources series developed under contract to NREL (see Annual Technical Status Report of the Regulatory Assistance Project: September 2000-September 2001, NREL/SR-560-32733). Other titles in this series are: (1) Distributed Resource Distribution Credit Pilot Programs - Revealing the Value to Consumers and Vendors, NREL/SR-560-32499; (2) Distributed Resources and Electric System Reliability, NREL/SR-560-32498; (3) Distribution System Cost Methodologies for Distributed Generation, NREL/SR-560-32500; (4) Distribution System Cost Methodologies for Distributed Generation Appendices, NREL/SR-560-32501

Study of network resource allocation based on market and game theoretic mechanism

Science.gov (United States)

Liu, Yingmei; Wang, Hongwei; Wang, Gang

2004-04-01

We work on the network resource allocation issue concerning network management system function based on market-oriented mechanism. The scheme is to model the telecommunication network resources as trading goods in which the various network components could be owned by different competitive, real-world entities. This is a multidisciplinary framework concentrating on the similarity between resource allocation in network environment and the market mechanism in economic theory. By taking an economic (market-based and game theoretic) approach in routing of communication network, we study the dynamic behavior under game-theoretic framework in allocating network resources. Based on the prior work of Gibney and Jennings, we apply concepts of utility and fitness to the market mechanism with an intention to close the gap between experiment environment and real world situation.

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...

How Emerging Market Resource-poor Firms Compete and Outcompete Advanced Country Resource-Rich Rivals

DEFF Research Database (Denmark)

Li, Xin

2018-01-01

Purpose: The purpose of this paper is to comment on Professor Ming-Jer Chen’s recent publication titled “Competitive dynamics: Eastern roots, Western growth” and present an asymmetry reversing perspective on the competitive dynamics between two nonobvious, invisible or indirect competitors, namely......, how emerging market resource-poor firms compete and outcompete advanced country resource-rich rivals. Design/methodology/approach: The author first identifies an important neglect in Professor Chen’s scholarship on competitive dynamics, i.e., the neglect of the ubiquity of the less visible competition...... position, and try to avoid any direct competition with the strong incumbents. They often tactically appear to pursue different paths of development from those of the strong incumbents by focusing on particular product categories and market segments. Doing so allows the resource-poor firms to win times...

Strategic Factor Markets Scale Free Resources and Economic Performance

DEFF Research Database (Denmark)

Geisler Asmussen, Christian

2015-01-01

This paper analyzes how scale free resources, which can be acquired by multiple firms simultaneously and deployed against one another in product market competition, will be priced in strategic factor markets, and what the consequences are for the acquiring firms' performance. Based on a game-theo...

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.

Strategic management of labor resources of agricultural enterprises on the basis of marketing

Directory of Open Access Journals (Sweden)

Julia Kalyuzhna

2018-06-01

Full Text Available Purpose. The goal of this paper is to characterize the theoretical aspects of strategic management of labor resources with the marketing principles in agrarian enterprises; to identify individual factors of influence on labor resources and to form a scheme effective strategic management of labor resources in conjunction with marketing activities of the enterprise. Methodology / approach. In the process of writing the article, were used such methods as: logical generalization – for the theoretical substantiation of the marketing activity’s and labor resources’ essence; statistical analysis – for the estimation of such factors, as migration movement of labor resources from rural areas, which influence on the functioning of agrarian enterprises; system analysis – for research and substantiation of effective strategic management of labor resources with the marketing principles as the main element of the enterprise’s activity. Results. Today in Ukraine one of the main problems of effective management of is the attraction and use of labor resources. Since labor is the main productive force in solving the issues of competitiveness, economic growth and ensuring the effective operation of the enterprise. The labor resources management is a complex process and has its own specific properties and regularities and should have systemic character and completeness based on the development of strategic management. Application of strategic management of labor resources with the marketing principles at agrarian enterprises will allow using economic, organizational and technical possibilities of production effectively. Originality / scientific novelty. An attempt to investigate the influence of interstate migration growth (decrease in the rural population as a negative factor of the labor resources reduction in agrarian enterprises, and the forecast for the prospective period was made. Practical value / implications. The forecasting level of labor

A resource-based theory of market structure and organizational form

NARCIS (Netherlands)

van Witteloostuijn, A.; Boone, C.A.J.J.

We argue that combining the insights from both the industrial organization and organizational ecology perspectives is likely to produce value added. We develop a resource-based theory of market structure, where resources pertain to the environmental assets (together forming the resource space)

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…

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

Directory of Open Access Journals (Sweden)

Paul P. IVAN

2014-04-01

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

BIG DATA RESOURCES, MARKETING CAPABILITIES, AND FIRM PERFORMANCE.

OpenAIRE

Suoniemi, Samppa; Meyer-Waarden, Lars; Munzel, Andreas

2017-01-01

RESEARCH QUESTION Big data may significantly improve the efficiency and effectiveness of the firm's marketing capabilities. However, firms must overcome technological, skill-based and organisational challenges to become data-driven. Academic research has not empirically investigated how strategic big data resources, and to what extent, influence strategic marketing capabilities and, by extension, firm performance. The primary objective of this research is to remedy this crucial knowledge ...

Human Resource Management Practice and Organizational Performance: Case Study from Hormuud Telecom in Mogadishu-Somalia

Directory of Open Access Journals (Sweden)

Abdulkadir Mohamud Dahie

2017-06-01

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. 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 to investigate the influence of recruitment and selection on organizational performance, to examine the role of compensation and reward on organizational performance as well as the effect of performance appraisal management on organizational performance at Hormuud Telecom in Mogadishu-Somalia. The researcher utilized convenient sampling to collect 100 questionnaires from Hormuud Telecom in Mogadishu, Somalia. These respondents were provided a questionnaire with four main construct which measuring recruitment and selection, compensation and reward, performance appraisal management and organizational performance. However, using correlation coefficient, the study found that organizational performance (Dependent variable had significant positive influence with three dimensions of independent variable. The result of regression analysis found that three constructs had statistically significant, positive, and straight effects with organizational performance.

Market-based autonomous resource and application management in private clouds

KAUST Repository

Costache, Stefania; Kortas, Samuel; Morin, Christine; Parlavantzas, Nikos

2016-01-01

High Performance Computing (HPC) clouds need to be efficiently shared between selfish tenants having applications with different resource requirements and Service Level Objectives (SLOs). The main difficulty relies on providing concurrent resource access to such tenants while maximizing the resource utilization. To overcome this challenge, we propose Merkat, a market-based SLO-driven cloud platform. Merkat relies on a market-based model specifically designed for on-demand fine-grain resource allocation to maximize resource utilization and it uses a combination of currency distribution and dynamic resource pricing to ensure proper resource distribution among tenants. To meet the tenant’s SLO, Merkat uses autonomous controllers, which apply adaptation policies that: (i) dynamically tune the application’s provisioned CPU and memory per virtual machine in contention periods, or (ii) dynamically change the number of virtual machines. Our evaluation with simulation and on the Grid’5000 testbed shows that Merkat provides flexible support for different application types and SLOs and good tenant satisfaction compared to existing centralized systems, while the infrastructure resource utilization is improved.

Market-based autonomous resource and application management in private clouds

KAUST Repository

Costache, Stefania

2016-10-12

High Performance Computing (HPC) clouds need to be efficiently shared between selfish tenants having applications with different resource requirements and Service Level Objectives (SLOs). The main difficulty relies on providing concurrent resource access to such tenants while maximizing the resource utilization. To overcome this challenge, we propose Merkat, a market-based SLO-driven cloud platform. Merkat relies on a market-based model specifically designed for on-demand fine-grain resource allocation to maximize resource utilization and it uses a combination of currency distribution and dynamic resource pricing to ensure proper resource distribution among tenants. To meet the tenant’s SLO, Merkat uses autonomous controllers, which apply adaptation policies that: (i) dynamically tune the application’s provisioned CPU and memory per virtual machine in contention periods, or (ii) dynamically change the number of virtual machines. Our evaluation with simulation and on the Grid’5000 testbed shows that Merkat provides flexible support for different application types and SLOs and good tenant satisfaction compared to existing centralized systems, while the infrastructure resource utilization is improved.

20 CFR 416.1246 - Disposal of resources at less than fair market value.

Science.gov (United States)

2010-04-01

... at less than fair market value. (a) General. (1) An individual (or eligible spouse) who gives away or sells a nonexcluded resource for less than fair market value for the purpose of establishing SSI or Medicaid eligibility will be charged with the difference between the fair market value of the resource and...

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.

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

NARCIS (Netherlands)

Bader, J.; Daxecker, U.

2015-01-01

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

Optimal planning and operation of aggregated distributed energy resources with market participation

International Nuclear Information System (INIS)

Calvillo, C.F.; Sánchez-Miralles, A.; Villar, J.; Martín, F.

2016-01-01

Highlights: • Price-maker optimization model for planning and operation of aggregated DER. • 3 Case studies are proposed, considering different electricity pricing scenarios. • Analysis of benefits and effect on electricity prices produced by DER aggregation. • Results showed considerable benefits even for relatively small aggregations. • Results suggest that the impact on prices should not be overlooked. - Abstract: This paper analyzes the optimal planning and operation of aggregated distributed energy resources (DER) with participation in the electricity market. Aggregators manage their portfolio of resources in order to obtain the maximum benefit from the grid, while participating in the day-ahead wholesale electricity market. The goal of this paper is to propose a model for aggregated DER systems planning, considering its participation in the electricity market and its impact on the market price. The results are the optimal planning and management of DER systems, and the appropriate energy transactions for the aggregator in the wholesale day-ahead market according to the size of its aggregated resources. A price-maker approach based on representing the market competitors with residual demand curves is followed, and the impact on the price is assessed to help in the decision of using price-maker or price-taker approaches depending on the size of the aggregated resources. A deterministic programming problem with two case studies (the average scenario and the most likely scenario from the stochastic ones), and a stochastic one with a case study to account for the market uncertainty are described. For both models, market scenarios have been built from historical data of the Spanish system. The results suggest that when the aggregated resources have enough size to follow a price-maker approach and the uncertainty of the markets is considered in the planning process, the DER systems can achieve up to 50% extra economic benefits, depending on the market

Ethics and morala as a significant part of resource of human management

OpenAIRE

ŠKODOVÁ, Hana

2008-01-01

The objective of this bachelor´s work was to specify decisive differences between ethics and morality in today´s market environment on the level of business sphere, to occupy with ethical probléme and to find out if ethics is reallly an important part of the human resource management nowadays.

Strategic human resource management and corporate social responsibility: Evidence from Emerging Markets

OpenAIRE

Rosolen, Talita; Maclennan, Maria Laura Ferranty

2016-01-01

Corporate social responsibility practices are increasingly being adopted and legitimized in business and they impact the strategic and operational levels in various areas. The integration of these criteria and practices in the strategic management involves many factors, and human resource management is an essential aspect for the accomplishment of such initiative. Thus, this paper associates the relationship among corporate social responsibility (CSR) various dimensions (strategic, ethical, s...

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

Directory of Open Access Journals (Sweden)

Quan Chen

2018-01-01

Full Text Available Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees’ low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees’ job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice.

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

Science.gov (United States)

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

2018-01-01

Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees’ low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees’ job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice. PMID:29301375

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

Science.gov (United States)

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

2018-01-03

Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees' low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees' job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice.

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...

Securing Energy and Mineral Resources for China: Debating the role of markets

International Nuclear Information System (INIS)

Seaman, John

2015-10-01

This paper examines how China seeks to secure access to an ever growing level of natural resources from overseas. In its quest for resources necessary to fuel its economy, does China seek to bolster the development of international markets, or rather to procure resources in a more mercantilist fashion? China's varied behavior in a broad range of resource markets suggest that there is no guiding principle that pre-ordains a common approach today. Three cases - oil, iron ore and rare earths - show three different Chinese approaches to issues of resource procurement and allocation. In the case of oil, China has shown an increasing acceptance of market principles over the course of the last decade. In iron ore, meanwhile, China's strategy to gain a strong negotiating position within a pre-existing, closed system was ultimately upended by its inability to control its own market actors. The result was the opening-up of a more fluid market. Finally, the rare earth case provides an example of China's approach when it controls global production (albeit production within its own borders). China has been willing to contravene market principles in the rare earth trade either for diplomatic gains or to incite transfers of foreign technology to China. Nevertheless, it has also shown that it is not willing to sacrifice its participation in the broader system of international trade rules as laid out in the World Trade Organization (WTO). Ultimately, while China's growing need for imported raw materials certainly poses a number of challenges, many of the concerns about China are exaggerated, or overlook emerging trends in the way Chinese companies do business overseas. In particular, fears of Chinese 'mercantilism' are tempered by the fact that Chinese companies have in practice served to reinforce and even improve, rather than contravene international market mechanisms for trade in resources. Skepticism of international market principles in China has seemingly waned over time, and

Human Resources as a Strategic Partner: Sitting at the Table with Six Sigma

Science.gov (United States)

Fazzari, Alan J.; Levitt, Kenneth

2008-01-01

For nearly three decades, the quality management philosophy known as Six Sigma has brought competitive advantage to organizations implementing it. The typical approach, however, has been to have leaders from operations, engineering, quality, and marketing manage this strategic initiative. Human resource's role has been to default to the…

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

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

Science.gov (United States)

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

2011-06-01

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

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.

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.

Market-Based Resource Allocation in a Wirelessly Integrated Naval Engineering Plant

Science.gov (United States)

2009-12-01

available wireless nodes will be developed. Using a multi-agent approach based on free market economics (termed market based control) will be explored...as battery power, data storage capacity, MPU time, wireless bandwidth, etc.) required to perform complex computational tasks are available only in a...network. One approach to this problem is to apply free-market economics to help allocate these resources. Free-market economies can be thought of as

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.

Four Essays on the Economics of Energy and Resource Markets

OpenAIRE

Hecking, Harald

2015-01-01

The thesis at hand seeks to improve the understanding of resource and energy markets, their specific characteristics and their interaction with each other. Therefore, the thesis includes four research papers on the markets for natural gas, coking coal, iron ore, electricity and heat. Each paper, representing one chapter of this thesis, addresses one or more of the specific characteristics outlined above. Chapter 2 assesses the effects of a supply shock on the world market for natural gas....

Why do health labour market forces matter?

Science.gov (United States)

McPake, Barbara; Araújo, Edson Correia; Lemiere, Christophe; El Maghraby, Atef; Cometto, Giorgio

2013-01-01

Abstract Human resources for health have been recognized as essential to the development of responsive and effective health systems. Low- and middle-income countries seeking to achieve universal health coverage face human resource constraints – whether in the form of health worker shortages, maldistribution of workers or poor worker performance – that seriously undermine their ability to achieve well-functioning health systems. Although much has been written about the human resource crisis in the health sector, labour economic frameworks have seldom been applied to analyse the situation and little is known or understood about the operation of labour markets in low- and middle-income countries. Traditional approaches to addressing human resource constraints have focused on workforce planning: estimating health workforce requirements based on a country’s epidemiological and demographic profile and scaling up education and training capacities to narrow the gap between the “needed” number of health workers and the existing number. However, this approach neglects other important factors that influence human resource capacity, including labour market dynamics and the behavioural responses and preferences of the health workers themselves. This paper describes how labour market analysis can contribute to a better understanding of the factors behind human resource constraints in the health sector and to a more effective design of policies and interventions to address them. The premise is that a better understanding of the impact of health policies on health labour markets, and subsequently on the employment conditions of health workers, would be helpful in identifying an effective strategy towards the progressive attainment of universal health coverage. PMID:24347708

Assessing market structures in resource markets. An empirical analysis of the market for metallurgical coal using various equilibrium models

Energy Technology Data Exchange (ETDEWEB)

Lorenczik, Stefan; Panke, Timo [Koeln Univ. (Germany). Inst. of Energy Economics

2015-05-15

The prevalent market structures found in many resource markets consist of a high concentration on the supply side and a low demand elasticity. Market results are therefore frequently assumed to be an outcome of strategic interaction between producers. Common models to investigate the market outcomes and underlying market structures are games representing competitive markets, strategic Cournot competition and Stackelberg structures taking into account a dominant player acting first followed by one or more followers. Besides analysing a previously neglected scenario of the latter kind, we add to the literature by expanding the application of mathematical models by applying an Equilibrium Problem with Equilibrium Constraints (EPEC), which is used to model multi-leader-follower games, to a spatial market. We apply our model by investigating the prevalent market setting in the international market for metallurgical coal between 2008 and 2010, whose market structure provides arguments for a wide variety of market structures. Using different statistical measures and comparing model with actual market outcomes, we find that two previously neglected settings perform best: First, a setting in which the four largest metallurgical coal exporting firms compete against each other as Stackelberg leaders, while the remainders act as Cournot followers. Second, a setting with BHPB acting as sole Stackelberg leader.

Assessing market structures in resource markets. An empirical analysis of the market for metallurgical coal using various equilibrium models

International Nuclear Information System (INIS)

Lorenczik, Stefan; Panke, Timo

2015-01-01

The prevalent market structures found in many resource markets consist of a high concentration on the supply side and a low demand elasticity. Market results are therefore frequently assumed to be an outcome of strategic interaction between producers. Common models to investigate the market outcomes and underlying market structures are games representing competitive markets, strategic Cournot competition and Stackelberg structures taking into account a dominant player acting first followed by one or more followers. Besides analysing a previously neglected scenario of the latter kind, we add to the literature by expanding the application of mathematical models by applying an Equilibrium Problem with Equilibrium Constraints (EPEC), which is used to model multi-leader-follower games, to a spatial market. We apply our model by investigating the prevalent market setting in the international market for metallurgical coal between 2008 and 2010, whose market structure provides arguments for a wide variety of market structures. Using different statistical measures and comparing model with actual market outcomes, we find that two previously neglected settings perform best: First, a setting in which the four largest metallurgical coal exporting firms compete against each other as Stackelberg leaders, while the remainders act as Cournot followers. Second, a setting with BHPB acting as sole Stackelberg leader.

Reallocation of resources between generations and genders in the market and non-market economy. The case of Italy

Science.gov (United States)

Zannella, Marina

2015-01-01

In this article the National Transfer Accounts (NTA) method is used to develop a comprehensive account of resource reallocations between population members in Italy, encompassing the age and the gender perspective, the public and the familial institutional sectors as well as the market and non-market dimensions of the economy. The inclusion of the non-market economy, referring to household and care time, allows for an insight into the gender division of labour and the strength of intergenerational obligations in the Italian familistic welfare regime. Results highlight the existence of large flows of resources within the family both between genders and toward young generations, with men and women giving rise to considerable monetary and time transfers, respectively. PMID:26110106

The Prevalence and Distribution of Aging-Friendly Human Resource Practices.

Science.gov (United States)

Segel-Karpas, Dikla; Bamberger, Peter A; Bacharach, Samuel B

2015-07-01

The aging of the workforce in the developed world has prompted organizations to implement human resource (HR) policies and practices encouraging older workers to defer retirement. However, little is known about the prevalence of such practices, and the organizational factors associated with their adoption. In this study, we used data collected from 2008 to 2009 from a national probability sample of retirement eligible workers in the United States (N = 407) to assess the prevalence of aging-friendly human resource practices (AFHRP), and their organizational predictors. Results indicate that employee wellness programs, unpaid leave, and reassignment based on physical needs are among the most prevalent AFHRP. However, in the vast majority of enterprises, AFHRP are limited. Results also indicate that projected organizational growth and a focus on internal labor market practices are positively associated with the adoption of AFHRP. Organizational size and the degree of unionization, while positively associated with aging-friendly benefits, were inversely associated with flexibility practices. © The Author(s) 2015.

Ways of Human Resource Branding in Czech Agricultural Companies

Directory of Open Access Journals (Sweden)

Hlavsa Tomáš

2015-09-01

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

Marketing a national forest: the resource manager's dilemma

Science.gov (United States)

Howard A. Clonts; Jeffrey R. Hibbert

1995-01-01

National Forests throughout the United States are facing critical management decisions regarding optimal resource use amidst strong countervailing pressures for access. Visitors to Talladega National Forest in Alabama were surveyed to develop appropriate marketing strategies. Cluster analysis showed that separate homogeneous user groups exist. This information was...

[Surveys on resources and varieties on Chinese markets of crude drug mahuang].

Science.gov (United States)

Hong, Hao; Chen, Hubiao; Xu, Feng; Zang, Xinyu; Yang, Donghui; Wang, Xuan; Cai, Shaoqing; Mikage, Masayuki

2011-05-01

Many species of the genus Ephedra plants are used as Chinese traditional medicines, in Chinese which are known as "Mahuang" (Ephedrae Herba). In order to get a clear picture of resources distribution and varieties on Chinese markets of the crude drug Mahuang and provide scientific basis for their resource conservation and sustainable use, during recent years we conducted field investigations and market researches many times. The results showed that the most common species on the Chinese markets was E. sinica (33/38 commercial samples), followed by E. intermedia (5/38 commercial samples), which was also used in local clinics in Qing-hai, Gansu and Xinjiang province, no E. equisetina was found in the market. We noticed that the resources of both official and non-official plants of Mahuang, especially Zhong-Mahuang and Muzei-Mahuang, were seriously damaged in the past decade because of the ecological environment damage and over-digging. Zhong-Mahuang was distinguished in Ningxia and north Gansu, which was once one of the most distribution areas and contains more than 10,000 t Zhong-Mahuang. Muzei-Mahuang was distinguished in most places and distributed sparsely around Altay Mountains in northeast in Xinjiang. Thus, Cultivation of Mahuang, especially Zhong-Mahuang and Muzei-Mahuang should be greatly developed. At the same time, wild resources of Mahuang must be preserved strictly, i.e., proper method of cutting Ephedra plant could prevent the damage of the resource.

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

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

NARCIS (Netherlands)

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

2017-01-01

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

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

NARCIS (Netherlands)

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

2017-01-01

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

[Surveys on resources and varieties on Chinese markets of crude drug Xixin].

Science.gov (United States)

Li, Yaoli; Yu, Jie; Cao, Chen; Xie, Baibo; Zhang, Cuiying; Liu, Zhong; Shang, Mingying; Wang, Xuan; Cai, Shaoqing

2010-12-01

Many species of the genus Asarum plants are used as Chinese traditional or folk medicines, in Chinese which are known as "Xixin" (Asari Radix et Rhizoma) , "Bei-Xixin" , "Hua-Xixin" and "Nan-Xixin" , etc. In order to get a clear picture of resources distribution and varieties on Chinese markets of the crude drug Xixin and provide scientific basis for their resource conservation and sustainable use, during recent years we conducted field investigations and market researches many times. The results showed that the resources of both official Xixins and non-official Xixins were decreased because of the ecological environment damage and over-digging, especially species whose population size was small. Bei-Xixin derived from A. heterotropoides var. mandshuricum was the most species on the Chinese markets except for a few areas of China. Hua-Xixin derived from A. sieboldii and non-official Xixins were mainly used in their producing areas. Cultivation of Hua-Xixin should be greatly developed, and wild resources of non-official species must be preserved strictly.

Illegal markets, human trade and transnational organised crime

Directory of Open Access Journals (Sweden)

Nikolić-Ristanović Vesna Ž.

2003-01-01

Full Text Available In this paper the author explores, focusing largely on the example of the Balkans, the connection between the expansion of neoliberal market economy and war, and related to it the growth of illegal markets and the shadow economy, on one hand, and the victimisation by human trafficking, on the other. By locating human trade within expanding local and global illegal markets, the author is arguing that, without taking into consideration wider social contexts, which create structural incentives for illegal markets and transnational organised crime, we can hardly understand the causes, let alone build effective strategies to combat and prevent it. Consequently, on the basis of the analyses of human trade as a form of both transnational organised crime and illegal markets, some strategies (short-term and long-term for the prevention and control of human trafficking on both the micro and macro level are suggested.

Human resources for health in Peru: recent trends (2007-2013) in the labour market for physicians, nurses and midwives.

Science.gov (United States)

Jimenez, M Michelle; Bui, Anthony L; Mantilla, Eduardo; Miranda, J Jaime

2017-09-21

Most analyses of gaps in human resources for health (HRH) do not consider training and the transition of graduates into the labour market. This study aims to explore the labour market for Peru's recent medical, nursing, and midwifery graduates as well as their transition into employment in the Ministry of Health's (MOH) system. Data from four different datasets, covering 2007-2013, was used to characterize the patterns of recently trained physicians, nurses, midwives, and postgraduate-trained physicians that enter employment in the MOH system, and scenario analyses were used to describe how this rate of entry needs to adapt in order to fill current HRH shortages. HRH graduates have been increasing from 2007 to 2011, but the proportions that enter employment in the MOH system 2 years later range from 8 to 45% and less than 10% of newly trained medical specialists. Scenario analyses indicate that the gap for physicians and nurses will be met in 2027 and 2024, respectively, while midwives in 2017. However, if the number of HRH graduates entering the MOH system doubles, these gaps could be filled as early as 2020 for physicians and 2019 for nurses. In this latter scenario, the MOH system would still only utilize 56% of newly qualified physicians, 74% of nurses, and 66% of midwives available in the labour market. At 2013 training rates, Peru has the number of physicians, nurses, and midwives it needs to address HRH shortages and meet estimated HRH gaps in the national MOH system during the next decade. However, a significant number of newly qualified health professionals do not work for the MOH system within 2 years of graduation. These analyses highlight the importance of building adequate incentive structures to improve the entry and retention of HRH into the public sector.

THE MARKET VALUE OF HUMAN CAPITAL: AN EMPIRICAL ANALYSIS

OpenAIRE

NEAGU OLIMPIA

2012-01-01

There is a general consensus that human capital is a major determinant of economic growth. Reflections on how human capital is related to growth can be extended by viewing on the market value of the human capital. The concept of the market value of human capital reflects the efficiency of allocation and utilisation of the human capital in the economy. To measure this efficiency the concept of the market value of human capital is explained and developed in the present paper. The aim of the pap...

Enterprise Resource Planning Software in the Human Resource Classroom

Science.gov (United States)

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

2007-01-01

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

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

Directory of Open Access Journals (Sweden)

Erlinda Muslim

2016-08-01

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

Acquisition and allocation of human, financial, and physical resources in the health care system.

Science.gov (United States)

Abraham, Sam

2011-01-01

Based on the current financial status and forthcoming changes in the health care system, governing boards give chief executive officers the responsibility to manage human, financial, and physical resources. The role and degree of involvement of chief executive officers in managing resources--the resource allocation process, retention and recruitment, technology adaptation, reimbursement, and expansion of the outpatient program--are illustrated in this article. A new strategy for diverting resources to tap into the outpatient market is the appropriate direction to choose during days when the economy is down and people are not seeking inpatient treatment as in the past. Reimbursement in the future will depend on customer satisfaction scores; therefore, a dedicated and loyal staff is the most important resource for any service organization.

An Aggregation Model for Energy Resources Management and Market Negotiations

Directory of Open Access Journals (Sweden)

Omid Abrishambaf

2018-03-01

Full Text Available Currently the use of distributed energy resources, especially renewable generation, and demand response programs are widely discussed in scientific contexts, since they are a reality in nowadays electricity markets and distribution networks. In order to benefit from these concepts, an efficient energy management system is needed to prevent energy wasting and increase profits. In this paper, an optimization based aggregation model is presented for distributed energy resources and demand response program management. This aggregation model allows different types of customers to participate in electricity market through several tariffs based demand response programs. The optimization algorithm is a mixed-integer linear problem, which focuses on minimizing operational costs of the aggregator. Moreover, the aggregation process has been done via K-Means clustering algorithm, which obtains the aggregated costs and energy of resources for remuneration. By this way, the aggregator is aware of energy available and minimum selling price in order to participate in the market with profit. A realistic low voltage distribution network has been proposed as a case study in order to test and validate the proposed methodology. This distribution network consists of 25 distributed generation units, including photovoltaic, wind and biomass generation, and 20 consumers, including residential, commercial, and industrial buildings.

Unemployment Benefits and Parental Resources: What Helps the Young Unemployed with Labour Market Integration?

Science.gov (United States)

Jacob, Marita

2008-01-01

This article deals with the question of how different resources affect the labour market integration of the young unemployed. Previous research has often focused on the effects of unemployment compensation benefits on labour market outcomes. However, for young unemployed people additional parental resources may be even more important. The article…

Achieving competitive advantage through strategic human resource management.

Science.gov (United States)

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

1990-01-01

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

Resource management: Hotel Zira human resource management department analysis

Directory of Open Access Journals (Sweden)

Petrović Jelena

2015-01-01

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

Implementating Information Technology in E-Human Resource Management

Directory of Open Access Journals (Sweden)

Cristina-Dana Popescu (Mitu

2016-01-01

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

THE MARKET VALUE OF HUMAN CAPITAL: AN EMPIRICAL ANALYSIS

Directory of Open Access Journals (Sweden)

NEAGU OLIMPIA

2012-12-01

Full Text Available There is a general consensus that human capital is a major determinant of economic growth. Reflections on how human capital is related to growth can be extended by viewing on the market value of the human capital. The concept of the market value of human capital reflects the efficiency of allocation and utilisation of the human capital in the economy. To measure this efficiency the concept of the market value of human capital is explained and developed in the present paper. The aim of the paper is to introduce the concept of market value of human capital and the specific objectives are targeted to define his content, to propose a method for estimating it and to provide calculations of it for OECD countries. The concept of human capital is complex and multifaceted one, consisting of: native human capital (biological, educational capital, health capital and social skills (Neagu, 2010. Clearly, human capital is intangible, a stock that is not directly observable as physical capital. Therefore, the estimation of human capital must be constructed indirectly. The stock of human capital in economy creates economic value, expressed through the economic output per capita. In order to estimate this economic value we have to find an appropriate proxy for the human capital stock producing that value. In the purpose of our paper, we consider that the economic value of human capital can be estimated by calculating the aggregate value created by the active human capital in the economy. In this view, GDP per person employed is a relevant estimation of value created by the employed labour force. The aggregate value is created by the employed persons with different educational level. The market value of human capital is calculated by dividing the GDP per person employed to the human capital stocks active in the economy. The human capital stock depends on educational costs ( on primary, seconadry, tertiary education as a the share of GDP per capita weighted by the

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 ...

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

Directory of Open Access Journals (Sweden)

Dal Poz Mario R

2003-07-01

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

Releasing an album in the US : Entering the Foreign Market with an Independent Label Resources

OpenAIRE

Sikiö, Ville-Mikko

2013-01-01

The objective of the project thesis was to inspect the releasing of an album of a Finnish artist with independent record label resources in the North American market. The focus of the thesis was on the marketing and promotion of an artist with an independent label’s limited resources, and on how the foreign market, its operators and media should be approached. As a case the thesis used the singer-songwriter Mirel Wagner’s debut album and its marketing and the promotion for the release in the ...

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

Science.gov (United States)

Poell, Rob F.; Van Der Krogt, Ferd

2017-01-01

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

Reflections on the ethics of recruiting foreign-trained human resources for health

Directory of Open Access Journals (Sweden)

Labonté Ronald

2011-01-01

Full Text Available Abstract Background Developed countries' gains in health human resources (HHR from developing countries with significantly lower ratios of health workers have raised questions about the ethics or fairness of recruitment from such countries. By attracting and/or facilitating migration for foreign-trained HHR, notably those from poorer, less well-resourced nations, recruitment practices and policies may be compromising the ability of developing countries to meet the health care needs of their own populations. Little is known, however, about actual recruitment practices. In this study we focus on Canada (a country with a long reliance on internationally trained HHR and recruiters working for Canadian health authorities. Methods We conducted interviews with health human resources recruiters employed by Canadian health authorities to describe their recruitment practices and perspectives and to determine whether and how they reflect ethical considerations. Results and discussion We describe the methods that recruiters used to recruit foreign-trained health professionals and the systemic challenges and policies that form the working context for recruiters and recruits. HHR recruiters' reflections on the global flow of health workers from poorer to richer countries mirror much of the content of global-level discourse with regard to HHR recruitment. A predominant market discourse related to shortages of HHR outweighed discussions of human rights and ethical approaches to recruitment policy and action that consider global health impacts. Conclusions We suggest that the concept of corporate social responsibility may provide a useful approach at the local organizational level for developing policies on ethical recruitment. Such local policies and subsequent practices may inform public debate on the health equity implications of the HHR flows from poorer to richer countries inherent in the global health worker labour market, which in turn could influence

Reflections on the ethics of recruiting foreign-trained human resources for health.

Science.gov (United States)

Runnels, Vivien; Labonté, Ronald; Packer, Corinne

2011-01-20

Developed countries' gains in health human resources (HHR) from developing countries with significantly lower ratios of health workers have raised questions about the ethics or fairness of recruitment from such countries. By attracting and/or facilitating migration for foreign-trained HHR, notably those from poorer, less well-resourced nations, recruitment practices and policies may be compromising the ability of developing countries to meet the health care needs of their own populations. Little is known, however, about actual recruitment practices. In this study we focus on Canada (a country with a long reliance on internationally trained HHR) and recruiters working for Canadian health authorities. We conducted interviews with health human resources recruiters employed by Canadian health authorities to describe their recruitment practices and perspectives and to determine whether and how they reflect ethical considerations. We describe the methods that recruiters used to recruit foreign-trained health professionals and the systemic challenges and policies that form the working context for recruiters and recruits. HHR recruiters' reflections on the global flow of health workers from poorer to richer countries mirror much of the content of global-level discourse with regard to HHR recruitment. A predominant market discourse related to shortages of HHR outweighed discussions of human rights and ethical approaches to recruitment policy and action that consider global health impacts. We suggest that the concept of corporate social responsibility may provide a useful approach at the local organizational level for developing policies on ethical recruitment. Such local policies and subsequent practices may inform public debate on the health equity implications of the HHR flows from poorer to richer countries inherent in the global health worker labour market, which in turn could influence political choices at all government and health system levels.

Cultural Imperialism and the Marketing of Native America.

Science.gov (United States)

Whitt, Laurie Anne

1995-01-01

Using capitalist market assumptions and legal theories, the Western legal system is extending practices of cultural imperialism to include commodification and marketing of indigenous cultural resources (medicinal and spiritual knowledge, ceremonies, and artistic expressions) and genetic resources (human DNA). Recognizing that law has never been…

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...

Impact of HIV/AIDS to the tourism sector human resources: Case of selected hotels in Harare

Directory of Open Access Journals (Sweden)

Zengeni, D.M.F.

2013-12-01

Full Text Available The study investigated the impacts of HIV/AIDS on human resources in the tourism sector in Zimbabwe’s capital city, Harare. Harare Hotels were used as a case study establishing how HIV/AIDS affects the workforce in the tourism sector and the consequent effects on service delivery. Visitors’ inflows into Zimbabwe have declined since the year 2000. To understand the reasons and related aspects, data was collected by way of questionnaires which were administered to 9 human resources managers and 9 marketing managers from hotels in Harare during the period of 2008 and 2009. These questionnaires were individually distributed and collected which resulted in 100% return rate. Human resources managers were used because they are involved directly with the social welfare of employees and marketing managers were used because they work in customer care and analyse service delivery. The findings of the study were that HIV/AIDS impact negatively to the hotel sector through deaths of skilled members. This was said to consequently leading to the reduction in service delivery and inconsistence in service delivery. Besides losing skilled members through death it was also discovered that the hotels were now moving HIV/AIDS effected victims to the back of the house to minimise their contact with guests. It was also discovered that hotels were using lot of funds to implement mitigation measures.

Water Market-scale Agricultural Planning: Promoting Competing Water Resource Use Efficiency Through Agro-Economics

Science.gov (United States)

Delorit, J. D.; Block, P. J.

2017-12-01

Where strong water rights law and corresponding markets exist as a coupled econo-legal mechanism, water rights holders are permitted to trade allocations to promote economic water resource use efficiency. In locations where hydrologic uncertainty drives the assignment of annual per-water right allocation values by water resource managers, collaborative water resource decision making by water rights holders, specifically those involved in agricultural production, can result in both resource and economic Pareto efficiency. Such is the case in semi-arid North Chile, where interactions between representative farmer groups, treated as competitive bilateral monopolies, and modeled at water market-scale, can provide both price and water right allocation distribution signals for unregulated, temporary water right leasing markets. For the range of feasible per-water right allocation values, a coupled agricultural-economic model is developed to describe the equilibrium distribution of water, the corresponding market price of water rights and the net surplus generated by collaboration between competing agricultural uses. Further, this research describes a per-water right inflection point for allocations where economic efficiency is not possible, and where price negotiation among competing agricultural uses is required. An investigation of the effects of water right supply and demand inequality at the market-scale is completed to characterize optimal market performance under existing water rights law. The broader insights of this research suggest that water rights holders engaged in agriculture can achieve economic benefits from forming crop-type cooperatives and by accurately assessing the economic value of allocation.

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.

Optimizing the structure of financial resources of industrial enterprises in the market economy mechanism

Directory of Open Access Journals (Sweden)

A. Vlasov

2015-01-01

Full Text Available The article deals with the optimization of the structure of financial resources of industrial enterprises in the market economy mechanism. The slowdown of the Russian economy force companies to promote more accurate system financial planning its activities. In modern economic conditions the company's performance is largely dependent on the ability of management to more accurately predict financial flows, as well as more accurately predict the financial and human resources to ensure solvency of the enterprise, thus more competent to form the strategy of development of the organization.Goal / task. The aim of the article the search for the optimal structure of financial resources of industrial enterprises in the market economy mechanism and to develop proposals for the sustainable development of the enterprise. The task of this article is to investigate the structure of financial resources of the enterprise, in a deteriorating economic situation that must be considered in the sustainable development of industrial enterprises.Methodology. In conducting this study the main sources of the original data were the materials of the state statistics, the works of famous economists. The basis of the methodological developments based on comparative methods of analysis.Results. Given the concept of optimizing the structure of financial resources of the industrial enterprises. It shows the influence of external and internal factors affecting the stability of the industrial enterprises. Highlighted the impact of the economic situation on the role of these factors.Conclusions / significance. In the current economic conditions of the state and the new economic realities, it is necessary to focus to industrial enterprises to conduct an effective economic policy, thereby improving the financial stability of the enterprise.

Electricity market equilibrium model with resource constraint and transmission congestion

Energy Technology Data Exchange (ETDEWEB)

Gao, F. [ABB, Inc., Santa Clara, CA 95050 (United States); Sheble, G.B. [Portland State University, Portland, OR 97207 (United States)

2010-01-15

Electricity market equilibrium model not only helps Independent System Operator/Regulator analyze market performance and market power, but also provides Market Participants the ability to build optimal bidding strategies based on Microeconomics analysis. Supply Function Equilibrium (SFE) is attractive compared to traditional models and many efforts have been made on it before. However, most past research focused on a single-period, single-market model and did not address the fact that GENCOs hold a portfolio of assets in both electricity and fuel markets. This paper first identifies a proper SFE model, which can be applied to a multiple-period situation. Then the paper develops the equilibrium condition using discrete time optimal control considering fuel resource constraints. Finally, the paper discusses the issues of multiple equilibria caused by transmission network and shows that a transmission constrained equilibrium may exist, however the shadow price may not be zero. Additionally, an advantage from the proposed model for merchant transmission planning is discussed. (author)

Electricity market equilibrium model with resource constraint and transmission congestion

International Nuclear Information System (INIS)

Gao, F.; Sheble, G.B.

2010-01-01

Electricity market equilibrium model not only helps Independent System Operator/Regulator analyze market performance and market power, but also provides Market Participants the ability to build optimal bidding strategies based on Microeconomics analysis. Supply Function Equilibrium (SFE) is attractive compared to traditional models and many efforts have been made on it before. However, most past research focused on a single-period, single-market model and did not address the fact that GENCOs hold a portfolio of assets in both electricity and fuel markets. This paper first identifies a proper SFE model, which can be applied to a multiple-period situation. Then the paper develops the equilibrium condition using discrete time optimal control considering fuel resource constraints. Finally, the paper discusses the issues of multiple equilibria caused by transmission network and shows that a transmission constrained equilibrium may exist, however the shadow price may not be zero. Additionally, an advantage from the proposed model for merchant transmission planning is discussed. (author)

A test of the theory of nonrenewable resources. Controlling for exploration and market power

Energy Technology Data Exchange (ETDEWEB)

Malischek, Raimund [Koeln Univ. (Germany). Inst. of Energy Economics; Tode, Christian [Koeln Univ. (Germany). Inst. of Energy Economics; Koeln Univ. (Germany). Dept. of Economics

2015-05-15

Despite the central role of the Hotelling model within the theory of nonrenewable resources, tests of the model are rarely found. If existent, these tests tend to ignore two key features, namely market power and exploration. We therefore suggest an extension of the basic Hotelling framework to incorporate exploration activity and market power and propose an implicit price behavior test of the model to indicate whether firms undergo inter-temporal optimization. When applied to a newly constructed data set for the uranium mining industry, the null hypothesis of the firm optimizing inter-temporally is rejected in all settings. However, parameter estimates of the model still yield valuable information on cost structure, resource scarcity and market power. Our results suggest that the shadow price of the resource in situ is comparably small and may be overshadowed by market power, which may serve as an explanation for the firm failing to optimize inter-temporally.

A test of the theory of nonrenewable resources. Controlling for exploration and market power

International Nuclear Information System (INIS)

Malischek, Raimund; Tode, Christian; Koeln Univ.

2015-01-01

Despite the central role of the Hotelling model within the theory of nonrenewable resources, tests of the model are rarely found. If existent, these tests tend to ignore two key features, namely market power and exploration. We therefore suggest an extension of the basic Hotelling framework to incorporate exploration activity and market power and propose an implicit price behavior test of the model to indicate whether firms undergo inter-temporal optimization. When applied to a newly constructed data set for the uranium mining industry, the null hypothesis of the firm optimizing inter-temporally is rejected in all settings. However, parameter estimates of the model still yield valuable information on cost structure, resource scarcity and market power. Our results suggest that the shadow price of the resource in situ is comparably small and may be overshadowed by market power, which may serve as an explanation for the firm failing to optimize inter-temporally.

Prices and costs of irregularity in renewable resources in the liberalized electricity markets

International Nuclear Information System (INIS)

Menanteau, Ph.; Finon, D.

2004-01-01

The problems raised by incorporating irregular production are of a technical nature (risk of non-availability during peak demand, the requirements for additional reserves) but the electricity markets methods of operation impose economic penalties, which greatly exceed these additional technical costs. In this document, the authors examine the nature of the technical problems posed by irregularity of production and the additional costs resulting from this, and then analyse the origins of the economic penalties that the operation of liberalized electricity markets impose, taking in particular the example of the British market, the New Energy Trading Arrangement (NETA). It would appear that the markets' operating rules may conflict, in certain cases, with the targets for promoting electricity generation from renewable resources. Two types of solutions can therefore be envisaged: a set of rules to limit the impact on irregular production or collective handling of the adjustment to production from renewable resources as already exists in the Nordic electricity markets. (authors)

Market organization and animal genetic resource management: a revealed preference analysis of sheep pricing.

Science.gov (United States)

Tindano, K; Moula, N; Leroy, P; Traoré, A; Antoine-Moussiaux, N

2017-10-01

Farm animal genetic resources are threatened worldwide. Participation in markets, while representing a crucial way out of poverty for many smallholders, affects genetic management choices with associated sustainability concerns. This paper proposes a contextualized study of the interactions between markets and animal genetic resources management, in the case of sheep markets in Ouagadougou, Burkina Faso. It focusses on the organization of marketing chains and the valuation of genetic characteristics by value chain actors. Marketing chain characterization was tackled through semi-structured interviews with 25 exporters and 15 butchers, both specialized in sheep. Moreover, revealed preference methods were applied to analyse the impact of animals' attributes on market pricing. Data were collected from 338 transactions during three different periods: Eid al-Adha, Christmas and New Year period, and a neutral period. The neutral period is understood as a period not close to any event likely to influence the demand for sheep. The results show that physical characteristics such as live weight, height at withers and coat colour have a strong influence on the animals' prices. Live weight has also had an increasing marginal impact on price. The different markets (local butcher, feasts, export market, sacrifices) represent distinct demands for genetic characteristics, entailing interesting consequences for animal genetic resource management. Any breeding programme should therefore take this diversity into account to allow this sector to contribute better to a sustainable development of the country.

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.

Canada's conventional natural gas resources : a status report : an energy market assessment

International Nuclear Information System (INIS)

2004-04-01

The National Energy Board monitors the supply of all energy commodities in Canada as well as the demand for Canadian energy commodities in domestic and export markets. Energy market assessment reports examine different facets of the Canadian energy market and include long term-assessments of Canada's supply and demand as well as near-term energy market issues. This report examines the geological potential for conventional natural gas resources. An estimate of those resources for Canada was also presented. The main objective of the report is to set the groundwork for future partnerships between provincial, territorial and federal agencies. The size of Alberta's conventional natural gas resources is being examined in partnership with the Alberta Energy and Utilities Board (EUB). The ultimate potential for conventional natural gas in British Columbia is being assessed by the British Columbia Ministry of Energy and Mines. The Board's internal assessment for 2004 has revealed an estimate of 207 trillion cubic feet for the ultimate of conventional natural gas in Alberta. This estimate is higher than the estimate provided by the Canadian Gas Potential Committee in 2001 and higher than the 1992 assessment of the EUB. It was noted that most undiscovered resources in Alberta will be found in the shallow Cretaceous zones, not in deep Devonian zones. The Board also revised its estimate for the Mackenzie Delta-Beaufort Sea region and the East Newfoundland Basin. The current estimate for ultimate potential of conventional natural gas in Canada is 501 trillion cubic feet, with the following distribution of the resources by basin: Western Canada Sedimentary Basin (54.5 per cent), Northern Canada (23.1 per cent), East Coast (18.3 per cent), West Coast (3.4 per cent), Ontario (0.5 per cent), and Gulf of St. Lawrence (0.3 per cent). 39 refs., 7 tabs., 13 figs

ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

Directory of Open Access Journals (Sweden)

R. R. Lukyanova

2010-03-01

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

Electricity sector human resources review

Energy Technology Data Exchange (ETDEWEB)

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

2005-07-01

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

Towards Improved Human Resource Development In Nigeria ...

African Journals Online (AJOL)

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

Exploring Terra Incognita: Preliminary Reflections on the Impact of the Global Financial Crisis upon Human Resource Management.

NARCIS (Netherlands)

Zagelmeyer, S.J.; Gollan, P.J.

2012-01-01

Since 2007, the global financial crisis (GFC) appears not only to have shaken the foundations of the financial markets and the real economy; it also appears to have harmed the social and political life of many countries. For human resource management (HRM), the global crisis represents an external

10 CFR 1.39 - Office of Human Resources.

Science.gov (United States)

2010-01-01

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

Human Resource Orientation and Corporate Performance.

Science.gov (United States)

Lam, Long W.; White, Louis P.

1998-01-01

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

Issues about Human Resources Recruitment

OpenAIRE

Aurel Manolescu

2008-01-01

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

Geothermal prospects in British Columbia: Resource, market and regulatory aspects

International Nuclear Information System (INIS)

Ghomshei, M.M.; Brown, T.L.S.; MacRae, J.M.

1992-01-01

British Columbia is host to about 15 young volcanic centres and 60 hot springs, all evidence of presence of geothermal resources. Most high-grade geothermal prospects in British Columbia are located along 3 volcanic belts in the south-western region of the province. It is estimated that a minimum of 800 MWe can be generated from the known prospects in this region. Significant low-grade geothermal resources exist in several provincial regions. Market applications consistent with the geothermal resources known and expected to occur in British Columbia include electrical generation, process and other direct heat uses and recreation. Leasing, exploration and development operations for high-grade geothermal resources are addressed by the British Columbia open-quotes Geothermal Resources Actclose quotes which defines geothermal resources and reserves all rights to the Crown in the right of the Province

Efficient pricing and investment in electricity markets with intermittent resources

International Nuclear Information System (INIS)

Chao, Hung-po

2011-01-01

Facing growing technological and environmental challenges, the electricity industry needs effective pricing mechanism to promote efficient risk management and investment decisions. In a restructured electricity market with competitive wholesale prices and traditionally regulated retail rates, however, there are technical and institutional barriers that prevent dynamic pricing with price responsive demand. In regions with limited energy storage capacity, intermittent renewable resources present special challenges. This could adversely affect the effectiveness of public policies causing inefficient investments in energy technologies. In this paper, we present an updated economic model of pricing and investment in restructured electricity market and use the model in a simulation study for an initial assessment of renewable energy strategy and alternative pricing mechanisms. A key objective of the study is to shed light on the policy issues so that effective decisions can be made to improve efficiency. - Highlights: → Renewable resources present special challenges in regions with limited energy storage capacity. → This paper presents an updated economic model of pricing and investment in restructured electricity market. → A simulation study assesses renewable energy strategy and alternative pricing mechanisms. → The study results inform policy decisions to improve efficient investments in energy technologies.

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

Science.gov (United States)

Whitman, Marilyn V; Valpuesta, Domingo

2010-01-01

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

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.

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

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Susilo H.

2017-08-01

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

Key issues in human resource planning for home support workers in Canada.

Science.gov (United States)

Keefe, Janice M; Knight, Lucy; Martin-Matthews, Anne; Légaré, Jacques

2011-01-01

This paper is a synthesis of research on recruitment and retention challenges for home support workers (HSWs) in Canada. Home support workers (HSWs) provide needed support with personal care and daily activities to older persons living in the community. Literature (peer reviewed, government, and non-government documents) published in the past decade was collected from systematic data base searches between January and September 2009, and yielded over 100 references relevant to home care human resources for older Canadians. Four key human resource issues affecting HSWs were identified: compensation, education and training, quality assurance, and working conditions. To increase the workforce and retain skilled employees, employers can tailor their marketing strategies to specific groups, make improvements in work environment, and learn about what workers value and what attracts them to home support work. Understanding these HR issues for HSWs will improve recruitment and retention strategies for this workforce by helping agencies to target their limited resources. Given the projected increase in demand for these workers, preparations need to begin now and consider long-term strategies involving multiple policy areas, such as health and social care, employment, education, and immigration.

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...

Reschedule of Distributed Energy Resources by an Aggregator for Market Participation

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Pedro Faria

2018-03-01

Full Text Available Demand response aggregators have been developed and implemented all through the world with more seen in Europe and the United States. The participation of aggregators in energy markets improves the access of small-size resources to these, which enables successful business cases for demand-side flexibility. The present paper proposes aggregator’s assessment of the integration of distributed energy resources in energy markets, which provides an optimized reschedule. An aggregation and remuneration model is proposed by using the k-means and group tariff, respectively. The main objective is to identify the available options for the aggregator to define tariff groups for the implementation of demand response. After the first schedule, the distributed energy resources are aggregated into a given number of groups. For each of the new groups, a new tariff is computed and the resources are again scheduled according to the new group tariff. In this way, the impact of implementing the new tariffs is analyzed in order to support a more sustained decision to be taken by the aggregator. A 180-bus network in the case study accommodates 90 consumers, 116 distributed generators, and one supplier.

Strategic Imperative of Human Resource Leadership Competencies

Science.gov (United States)

Rajini, G.; Gomathi, S.

2010-01-01

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

42 CFR 486.326 - Condition: Human resources.

Science.gov (United States)

2010-10-01

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

45 CFR 1304.52 - Human resources management.

Science.gov (United States)

2010-10-01

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

Overview of Trends Shaping Human Resource Management for ...

African Journals Online (AJOL)

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

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

Directory of Open Access Journals (Sweden)

Jelena Horvat

2014-12-01

Full Text Available This paper integrates theories and findings of the level of tertiary educated workforce, the human resources in science and technology and skills that are desirable in employees from in the information and communication technologies (ICT sector. It is important to examine the real situation on the labor market in the ICT sector, which is often referred to as the key to overcoming the crisis and the future of national economy. Basic statistical elements, upon which to predict future demand for human resources in science and technology (HRST, are people who enter tertiary level of education (inputs or are already in the system (throughputs, but until graduation are not considered HRST’s (outputs. Analysis is based on a sample of 56 small companies in ICT sector in Croatia. This paper presents the overview of the situations of human resources in small companies ICT sector in Croatia. Existing literature on HRST, employee’s skills and ICT sector is reviewed in the light of this analysis, in order to better understand current employment structure and desirable competencies of future employees of small companies in the ICT sector in Croatia.

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 ...

Human resources management in fitness centers and their relationship with the organizational performance

Directory of Open Access Journals (Sweden)

Jerónimo García Fernández

2014-12-01

Full Text Available Purpose: Human capital is essential in organizations providing sports services. However, there are few studies that examine what practices are carried out and whether they, affect sports organizations achieve better results are. Therefore the aim of this paper is to analyze the practices of human resource management in private fitness centers and the relationship established with organizational performance.Design/methodology/approach: Questionnaire to 101 managers of private fitness centers in Spain, performing exploratory and confirmatory factor analysis, and linear regressions between the variables.Findings: In organizations of fitness, the findings show that training practices, reward, communication and selection are positively correlated with organizational performance.Research limitations/implications: The fact that you made a convenience sampling in a given country and reduce the extrapolation of the results to the market.Originality/value: First, it represents a contribution to the fact that there are no studies analyzing the management of human resources in sport organizations from the point of view of the top leaders. On the other hand, allows fitness center managers to adopt practices to improve organizational performance.

Wind power, network congestion and hydro resource utilisation in the Norwegian power market

International Nuclear Information System (INIS)

Foersund, Finn; Singh, Balbir; Jensen, Trond; Larsen, Cato

2005-01-01

Capacity constraints in electricity networks can have important impacts on utilization of new renewable energy (RE) capacity and incumbent generation resources. Neglect of such impacts in development of RE resources can result in crowding-out of incumbent generation. This trade-off is particularly problematic if the incumbent generation also consists of renewable sources, such as hydropower in the Norwegian electricity system. This paper presents a numerical analysis of the current wind-power development plans in North Norway and their impacts on utilization of hydropower. Policy simulations in paper are conducted using a dynamic partial equilibrium model that is calibrated to reflect the structure of the Nordic power market. The paper draws conclusion and policy implications for integration of RE resources in the Norwegian power market. (Author)

Managing Human Resources in a Multinational Context

Science.gov (United States)

Sumetzberger, Walter

2005-01-01

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

Discussing the Effective Factors on Maintenance of Human Resources

OpenAIRE

Bahare Shahriari

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

Jessica L Barker

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

New Real-Time Market Facilitating Demand-Side Resources for System Balancing

DEFF Research Database (Denmark)

Feng, Donghan; Nyeng, Preben; Xie, Jun

2011-01-01

Many demand side resources have the potential to provide fast and low cost balancing services. Switching these devices on and off can be executed in seconds and have limited consequences for the customers if the duration is not long. With carefully designed market rules, tens of thousands...... the participation of demand-side resources. In light of the future environment of increasing intermittent renewable power and distributed energy/storage resources, stochastic time-series and Monte-Carlo simulation are used to analyze the relationship between balancing requirement and generation/demand uncertainties...

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.

Market-based autonomous resource and application management in the cloud

International Nuclear Information System (INIS)

Costache, Stefania Victoria

2013-01-01

Organizations owning HPC infrastructures are facing difficulties in managing their resources. These difficulties come from the need to provide concurrent resource access to different application types while considering that users might have different performance objectives for their applications. Cloud computing brings more flexibility and better resource control, promising to improve the user's satisfaction in terms of perceived Quality of Service. Nevertheless, current cloud solutions provide limited support for users to express or use various resource management policies and they don't provide any support for application performance objectives. In this thesis, we present an approach that addresses this challenge in an unique way. Our approach provides a fully decentralized resource control by allocating resources through a proportional-share market, while applications run in autonomous virtual environments capable of scaling the application demand according to user performance objectives. The combination of currency distribution and dynamic resource pricing ensures fair resource utilization. We evaluated our approach in simulation and on the Grid'5000 test bed. Our results show that our approach can enable the co-habitation of different resource usage policies on the infrastructure, improving resource utilisation. (author)

Managing the human resources in beer industry

Directory of Open Access Journals (Sweden)

Živković Dragić

2014-01-01

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

Strategic Human Resource Planning in Academia

Science.gov (United States)

Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

2009-01-01

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

Communication and Human Resources Management and Their ...

African Journals Online (AJOL)

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

CURRENT SITUATION OF HUMAN RESOURCES IN ROMANIAN PRE-UNIVERSITY EUCATION CONTEXT OF E.U. INTEGRATION

Directory of Open Access Journals (Sweden)

Luminita Claudia CORBU

2016-02-01

Full Text Available The paper aims to present development of human resource in the process of accession to the European Union took into account the standards proposed by the European Union, as formulated at the level of principles and objectives, the Single European Act and the Treaty on European Union, including the Treaty Amsterdam, then the sequence of documents developed by the European Commission. It is expected that documents the evolution of education and training in the European Union around concepts such as: further education, knowledge society, knowledge - skills - competitiveness, globalization, discrimination and inequality etc. Around this concept formulated a strategy for workforce training to meet European standards and to escape from captivity regional. But this process of convergent evolution of the labor force for the European market has gone from multiple realities. One of these areas, with its own legacy in terms of human resources and how to perceive its specific educational objectives proposed by Europe was Romania. Knowing one of the toughest centralized systems, the labor market was absorbing all graduates of vocational education, high school and university, after 1989, Romania was confronted with a massive disturbance of the labor market. This dimension has been linked to a certain inadequacies supply training system Romanian, which itself on the one hand, a transformation natural caused by seclusion has been maintained for several years, on the other hand, in a process of adaptation to European standards.

A sample application of nuclear power human resources model

International Nuclear Information System (INIS)

Gurgen, A.; Ergun, S.

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

MUNTEANU ANCA-IOANA

2013-07-01

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

The impact of human resource valuation on corporate performance ...

African Journals Online (AJOL)

It was recommended that accounting bodies should educate management of companies & human resource managers on the need to capitalize investment in human resource. It was also recommended that there should be harmonization of the various concept of human resource accounting which include human asset ...

A Competitive Market in Human Organs

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Danny Frederick

2010-11-01

Full Text Available I offer consequentialist and deontological arguments for a competitive market in human organs, from live as well as dead donors. I consider the objections that a market in organs will frustrate altruism, coerce the desperate, expose under-informed agents to unacceptable risks, exacerbate inequality, degrade those who participate in it, involve a kind of slavery, impose invidious costs, and impair third-party choice sets. I show that each of these objections is without merit and that, in consequence, the opposition to markets in organs is an untenable endorsement of death, suffering and the suppression of freedom.

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.

Novelty, Stress, and Biological Roots in Human Market Behavior

Directory of Open Access Journals (Sweden)

Alexey Sarapultsev

2014-02-01

Full Text Available Although studies examining the biological roots of human behavior have been conducted since the seminal work Kahneman and Tversky, crises and panics have not disappeared. The frequent occurrence of various types of crises has led some economists to the conviction that financial markets occasionally praise irrational judgments and that market crashes cannot be avoided a priori (Sornette 2009; Smith 2004. From a biological point of view, human behaviors are essentially the same during crises accompanied by stock market crashes and during bubble growth when share prices exceed historic highs. During those periods, most market participants see something new for themselves, and this inevitably induces a stress response in them with accompanying changes in their endocrine profiles and motivations. The result is quantitative and qualitative changes in behavior (Zhukov 2007. An underestimation of the role of novelty as a stressor is the primary shortcoming of current approaches for market research. When developing a mathematical market model, it is necessary to account for the biologically determined diphasisms of human behavior in everyday low-stress conditions and in response to stressors. This is the only type of approach that will enable forecasts of market dynamics and investor behaviors under normal conditions as well as during bubbles and panics.

Barriers to increased market-oriented activity

DEFF Research Database (Denmark)

Bisp, Søren

1999-01-01

and related activities still seem to attract relatively few resources is not answered by supplying another checklist or package of facilitators. Based on published conceptual writings and empirical studies this article makes an account of what the intra-organizational barriers may be to increased market......Most research on market orientation has dealt with assessing how market orientation behaviour is related to business performance. This work has established an intense market-oriented activity as significantly and positively related to business performance under most circumstances. In a maturing......-oriented activity. A framework of six generic domains is suggested: Organizational structure, human resource management, market-oriented activity competence, psychological climate, managers' personality characteristics, and individually held beliefs. A model is suggested inter-relating the domains....

Load As A Reliability Resource in the Restructured Electricity Market

Energy Technology Data Exchange (ETDEWEB)

Kueck, J.D.

2002-06-10

Recent electricity price spikes are painful reminders of the value that meaningful demand-side responses could bring to the restructuring US electricity system. Review of the aggregate offers made by suppliers confirms that even a modest increase in demand elasticity could dramatically reduce these extremes in price volatility. There is a strong need for dramatically increased customer participation in these markets to enhance system reliability and reduce price volatility. Indeed, allowing customers to manage their loads in response to system conditions might be thought of as the ultimate reliability resource. Most would agree that meaningful demand-side responses to price are the hallmark of a well-functioning competitive market [1]. Yet, in today's markets for electricity, little or no such response is evident. The reason is simple: customers currently do not experience directly the time-varying costs of their consumption decisions. Consequently, they have no incentive to modify these decisions in ways that might enhance system reliability or improve the efficiency of the markets in which electricity is traded. Increased customer participation is a necessary step in the evolution toward more efficient markets for electricity and ancillary services. This scoping report provides a three-part assessment of the current status of efforts to enhance the ability of customer's load to participate in competitive markets with a specific focus on the role of customer loads in enhancing electricity system reliability. First, this report considers the definitions of electricity-reliability-enhancing ancillary services (Section 2) and a preliminary assessment of the ability of customer's loads to provide these services. Second, is a review a variety of programs in which load has been called on as a system reliability resource (Section 3). These experiences, drawn from both past and current utility and ISO programs, focus on programs triggered by system

Nurture of human resources for geological repository program

International Nuclear Information System (INIS)

Fujiwara, A.

2004-01-01

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

Activities of nuclear human resource development in nuclear industry

International Nuclear Information System (INIS)

Tsujikura, Yonezo

2010-01-01

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

Marketing and organizational aspects of HRM

OpenAIRE

Gutić Dragutin

2007-01-01

Every manager has responsibility for human resources management: managers of all divisions and of all business functions in a company. Principles, as well as contents of these resources management are generally known and accepted as one of certain and key factors of management and managers. In this scientific paper the author defines the basic thesis: marketing employees management can not only be a task for the center for human resources management on a corporate level, as it is usually repr...

The resource adequacy scheme in the Korean electricity market

International Nuclear Information System (INIS)

Kim, Hyunsook; Kim, Sung-Soo

2012-01-01

In South Korea, the incentive scheme for generators to add new power generation is based on the system marginal price (SMP) and the capacity payment (CP). The infra-marginal generators receive an extra margin due to the high SMP level and the new infra-marginal generators need to be built to achieve the optimal fuel mix. However, the Metropolitan zone needs more marginal generators due to the transmission congestion and environmental regulations, but the marginal generator in the Metropolitan zone does not have adequate profits for the new investment under the current CP. This paper suggests the appropriate investment incentive scheme for different zones. The introduction of forward capacity markets for different regions creates higher capacity market prices in the Metropolitan zone than those in the Southern zone. The introduction of forward capacity market also induces a new LNG generator investment in the Metropolitan zone while only new infra-marginal generators need to be added in the Southern zone. - Highlights: ► We suggest the introduction of a capacity market for resource adequacy in Korea. ► The current capacity payment does not induce the optimal fuel mix. ► The Southern zone needs more infra-marginal generators. ► The Metropolitan zone needs marginal generators due to transmission congestion. ► Zonal capacity markets induce the efficient generation investment across zones.

Importance of Knowledge Management in Human Resource Development

International Nuclear Information System (INIS)

Pleslic, Sanda

2014-01-01

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

Cultural diversity and human resources management in Europe

OpenAIRE

Cristian MARINAS; Monica CONDRUZ- BACESCU

2009-01-01

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

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

Directory of Open Access Journals (Sweden)

Marius Emil PATRICHI

2015-10-01

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

Webquest and Comics in the Formation of Human Resources in Nursing.

Science.gov (United States)

Maruxo, Harriet Bárbara; Prado, Cláudia; Almeida, Denise Maria de; Tobase, Lucia; Grossi, Manoela Gomes; Vaz, Débora Rodrigues

2015-12-01

Objective To describe the process of constructing and implementation of Webquest as pedagogical strategy as guiding the study about the pedagogical concepts using Comic. Method The first stage of the study was outlined applied research of technological production. The second stage was characterized as research exploratory, descriptive documentary for the analysis of Comic. in the teaching diploma in Nursing of EEUSP in 2013. Results The proposed Webquest was implemented, resulting in 18 Comic. All Pedagogical Concepts studied were addressed; used the software indicated and the power point, the plots developed in different scenarios and most Comic contemplated mandatory items. Conclusion The use of different technological resources provide learning, by mobilizing multiple potentialities, abilities and interests of students, favoring the construction of collective and collaborative learning, strengthening important and necessary features in training that will influence the human resource profile in tune with the aspirations of the labor market.

Utilization of market research in managing hospital pharmacy resources.

Science.gov (United States)

Hernandez, L; McNamara, E J

1984-10-01

A market research survey of staff physicians and nurses was completed to obtain information on customer preference to be used in making planning and development decisions about the allocation of the pharmacy department's resources. Survey questionnaires were mailed to representative samples of each professional group and included the optimum mix of open-ended and closed-ended questions that would result in the highest response rate. The survey responses identified differences in wants and needs between the nurses and physicians that demonstrate the value of market research. Data obtained from the survey are being used by a staff advisory committee and management to develop departmental goals and objectives that will reduce costs and increase profit margins under the ever-increasing restrictions of prospective reimbursement.

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.

MARKETING AND SUSTAINABLE TOURISM

OpenAIRE

Silvia Muhcină

2007-01-01

Among others, tourism marketing has the purpose to facilitate the process of conceiving and developing those specific tourism products, which better corresponding to different tourists categories' needs. These products are created going from utilization of some natural and human resources, considered as tourism attraction. In the sustainable development spirit, marketers must conceive harmonious tourism product policies; as to satisfy the actual tourists' needs and future tourists generation'...

Human resources challenges for the 21st century

Directory of Open Access Journals (Sweden)

Rasca Lavinia

2017-07-01

Full Text Available Researchers predict that, in the next decade, significant changes will dominate the labor market. On the on hand, new jobs will be created by employers, while others will be displaced. The World Economic Forum recently estimated that 65% of the children entering primary school today will work in completely new jobs when they will enter the labor market, while many in-demand occupations or specialties are less than 10 years old. Employers start to have as a major objective to increase labor productivity, and innovation. They look for new skills, that are scarce, willing to attract, engage and retain in their organizations people that demonstrate attitudes like resilience, responsiveness to change, entrepreneurial mindset, willingness to innovate. While corporations, in their attempt to increase productivity, restructure and lay off people, entrepreneurship becomes a hope for a better living. On the other hand, the human resources market will start soon to be dominated by millennials, having to work together with people from X generation, who will retire later or not at all. Women will be more and more present in the labor force, as well as immigrants. All these phenomena will change the characteristics of the working places. In the digital world, the border between the work life and the professional life will become blurred. Wellbeing, meant at enhancing both professional and personal life, will be crucial. HR departments and leaders will have new challenges. In this paper, based on relevant literature review, attempts to identify challenging changes encountered in the labor markets, as well as actions that might improve knowledge, skills, and attitudes, necessary in the present society. Another goal is to create a model depicting the factors and flows that motivate, satisfy, and engage employees. The paper might be of interest for government, educators, training providers, employers, and workers.

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.

[Priorities for health policy and systems research focused on human resources in health].

Science.gov (United States)

Reveiz, Ludovic; Chapman, Evelina; Flórez, Carlos E Pinzón; Torres, Rubén

2013-11-01

Identify priorities for health policy and systems research related to human resources in Latin America and Caribbean countries. An online survey was designed based on a search in PubMed, Cochrane Library, and LILACS that contributed previously prioritized research questions. Respondents, mainly researchers and decision-makers, were identified through various sources. The first round, directed at researchers, aimed at refining and adding research questions and prioritizing questions that researchers regarded as relevant or very relevant. The second round was directed at researchers and decision-makers. A question was considered a priority when 50% (or more) of respondents described it as "relevant" or "very relevant." The first round included 20 questions on human resources and 33/66 researchers responded. Questions suggested by the researchers were added, resulting in 26 questions for the second round, which were sent to 121 researchers and decision-makers. Respondent representation by country was uniform in both rounds. In the second round, 14/26 (54%) questions were described as very relevant. Priority issues related to regulation of the market, integration of education and health care needs, and distribution of human resources. The response rate was 50% in the first round (33/66), and 34% in the second round (41/121). The results of this exercise provide a starting point for mobilization of resources for health policy and systems research. Identification of health systems research priorities is an effective and efficient strategy for reorienting political, financial, management, and social organization efforts for attaining universal health coverage.

Resources of the workers of small and medium business and their well-being in the labor market

Directory of Open Access Journals (Sweden)

Yu Yu Chilipenok

2016-12-01

Full Text Available The article presents the results of the study aimed to describe the employee of small and medium business as a subject of the contemporary Russian social and labor relations in terms of his resource endowments. From the theoretical point of view, the study was conducted within the resource-based approach: the main resources of small and medium business employees, their behavior in the labor market as depending on the resource supply were analyzed on the data of the Russian monitoring of the economic situation and the health of the population (RLMS of the National Research University “Higher School of Economics”. The employees’ well-being in the labor market was measured by the fear to lose one’s jobs, and confidence in the ability and the desire to find a new job. Based on the empirical data the authors identify average, normal levels of resource endowments, and the features of the subject of social and labor relations in the light of particular levels of different resources supply. The authors note the low economic security of small and medium business employees as a reason for the financial factor to have a decisive influence on the behavior of this category of workers in the labor market. There also conclusions about the importance of information and innovative resource and workers’ health to realize their independent position in the labor market and get ready for the labor mobility.

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...

Two African woodfuel markets: urban demand, resource depletion, and environmental degradation

International Nuclear Information System (INIS)

Hosier, R.H.; Milukas, M.V.

1992-01-01

This paper examines charcoal markets in two African cities: Mogadishu, Somalia and Kigali, Rwanda. Economic theory dictates that if woodfuel resources become scarce, their real price will increase commensurately with the interest rate. Although Rwanda and Somalia represent drastically different physical environments, both are considered to be wood-scarce. But neither market has demonstrated straightforward depletion effects. In Mogadishu, the price first rose and then fell in reaction to shifts in the structure of the charcoal market, relaxed regulations, and economic contraction. In Rwanda, the price began rising only after the closing of the Bugasera Region to charcoal producers. Charcoal must be increasingly produced from private farmland. These two case studies highlight the importance of agricultural land clearance, conflicting government regulations, and shifts in market structure in determining whether or not charcoal prices will demonstrate depletion effects, and whether or not charcoal production will lead to local environmental degradation. (author)

Human resources training in coastal science

Digital Repository Service at National Institute of Oceanography (India)

Vijayaraghavan, S.

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

The 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.

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…

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...

Mass and energy-capital conservation equations to study the price evolution of non-renewable energy resources. Part II-Extension to resources sold to the market

International Nuclear Information System (INIS)

Gori, F.

2006-01-01

The time evolution of the price of resources sold to the market and of the price difference, between sold and extracted resources, is investigated in case of no accumulation of the resources; i.e. when the resources are extracted and sold to the market at the same mass flow rate. The price evolution of sold resources varies with time according to the relation between the price increase factor, PIF, of sold and extracted resources. The price evolutions of sold resources and price difference are investigated according to the relation between extraction rate and interest rate of extracted and sold resources. The price of sold resources and the price difference increase with time if the PIF of sold resources is greater than the PIF of extracted resources and the initial price is greater than the critical price of sold resources, which depends on the initial price of extracted resources and the interest rate of non-extracted and extracted resources. The price of sold resources and the price difference decrease with time if the PIF of sold resources is greater than the PIF of extracted resources and the initial price is smaller than the critical price of sold resources. The other cases are discussed extensively in the paper. (author)

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

OpenAIRE

Audia Junita

2017-01-01

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

Future for nuclear data research. Human resources

International Nuclear Information System (INIS)

Baba, Mamoru

2006-01-01

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

PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

Directory of Open Access Journals (Sweden)

Amalia-Luisa PUPĂZĂ

2011-03-01

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

Marketing and technology resource complementarity : An analysis of their Interaction Effect in two environmental contexts

NARCIS (Netherlands)

Song, X.M.; Droge, C.; Hanvanich, S.; Calantone, R.J.

2005-01-01

The dynamic capabilities perspective posits that a firm can leverage the performance impact of existing resources through resource configuration, complementarity, and integration, but little empirical research addresses these issues. We investigate the effects on performance of marketing

OAS :: Accountability :: Human Resources

Science.gov (United States)

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

Challenging (Strategic) Human Resource management Theory

NARCIS (Netherlands)

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

2002-01-01

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

Market study for direct utilization of geothermal resources by selected sectors of economy

Energy Technology Data Exchange (ETDEWEB)

1980-08-01

A comprehensive analysis is presented of industrial markets potential for direct use of geothermal energy by a total of six industry sectors: food and kindred products; tobacco manufactures; textile mill products; lumber and wood products (except furniture); chemicals and allied products; and leather and leather products. A brief statement is presented regarding sectors of the economy and major manufacturing processes which can readily utilize direct geothermal energy. Previous studies on plant location determinants are summarized and appropriate empirical data provided on plant locations. Location determinants and potential for direct use of geothermal resources are presented. The data was gathered through interviews with 30 senior executives in the six sectors of economy selected for study. Probable locations of plants in geothermal resource areas and recommendations for geothermal resource marketing are presented. Appendix A presents factors which impact on industry location decisions. Appendix B presents industry executives interviewed during the course of this study. (MHR)

Impact of Globalization on the Human Resource Management ...

African Journals Online (AJOL)

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

NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

Directory of Open Access Journals (Sweden)

Milorad M. Drobac

2009-11-01

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

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.)

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.

Marginal Cost Pricing in a World without Perfect Competition: Implications for Electricity Markets with High Shares of Low Marginal Cost Resources

Energy Technology Data Exchange (ETDEWEB)

Frew, Bethany A. [National Renewable Energy Lab. (NREL), Golden, CO (United States); Clark, Kara [National Renewable Energy Lab. (NREL), Golden, CO (United States); Bloom, Aaron P. [National Renewable Energy Lab. (NREL), Golden, CO (United States); Milligan, Michael [National Renewable Energy Lab. (NREL), Golden, CO (United States)

2017-12-02

A common approach to regulating electricity is through auction-based competitive wholesale markets. The goal of this approach is to provide a reliable supply of power at the lowest reasonable cost to the consumer. This necessitates market structures and operating rules that ensure revenue sufficiency for all generators needed for resource adequacy purposes. Wholesale electricity markets employ marginal-cost pricing to provide cost-effective dispatch such that resources are compensated for their operational costs. However, marginal-cost pricing alone cannot guarantee cost recovery outside of perfect competition, and electricity markets have at least six attributes that preclude them from functioning as perfectly competitive markets. These attributes include market power, externalities, public good attributes, lack of storage, wholesale price caps, and ineffective demand curve. Until (and unless) these failures are ameliorated, some form of corrective action(s) will be necessary to improve market efficiency so that prices can correctly reflect the needed level of system reliability. Many of these options necessarily involve some form of administrative or out-of-market actions, such as scarcity pricing, capacity payments, bilateral or other out-of-market contracts, or some hybrid combination. A key focus with these options is to create a connection between the electricity market and long-term reliability/loss-of-load expectation targets, which are inherently disconnected in the native markets because of the aforementioned market failures. The addition of variable generation resources can exacerbate revenue sufficiency and resource adequacy concerns caused by these underlying market failures. Because variable generation resources have near-zero marginal costs, they effectively suppress energy prices and reduce the capacity factors of conventional generators through the merit-order effect in the simplest case of a convex market; non-convexities can also suppress prices.

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.

STAFF MARKETING IN MODERN RUSSIAN CONDITIONS

OpenAIRE

Nataliya N. Kretova; Natalya N. Mitina

2017-01-01

The conception of staff marketing, which was developed abroad, is effectively used in the developed countries for a long time. Its main advantage consists in the possibility of organizing some planning for the implementation of staff strategy: staff marketing provides the enterprise on the long-term basis with human resources capable of forming strategic potential, which would allow to implement the planned activities. Numerous problems of formation and development of civilized market relatio...

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 ...

OPPORTUNITIES FOR HUMAN RESOURCES DEVELOPMENT BY PROFESSIONAL INTEGRATION / REINTEGRATION

Directory of Open Access Journals (Sweden)

LAVINIA ELISABETA POPP

2012-01-01

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

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...

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

Science.gov (United States)

2010-01-01

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

WHO ADOPT AND IMPLEMENT HUMAN RESOURCES STRATEGY IN AN ORGANIZATION?

Directory of Open Access Journals (Sweden)

MUNTEANU ANCA-IOANA

2016-04-01

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

Understanding Market Concentration: Internet-Based Applications from the Banking Industry

Science.gov (United States)

Hays, Fred H.; Ward, Sidne Gail

2011-01-01

Market structure is an essential topic in economics and finance courses, including bank management as well as many other business school courses, for example marketing, human resources and strategic management. Instructors explain the virtues of perfect competition and the evils of monopoly along with alternative market models. Often conversations…

Situational analysis of the Canadian renewable energy sector with a focus on human resource issues : 2007 final report

International Nuclear Information System (INIS)

2007-01-01

Several factors are steering world energy supplies away from traditional fossil fuel sources and toward renewable energy technologies. As a result, renewable energy markets are experiencing significant growth, and experts predict this trend will continue. As of 2004, 2 per cent of Canada's total electricity generation capacity was provided from emerging renewable technologies, excluding large scale hydro which represents 56 per cent of Canada's electricity generation capacity. The development of renewable energy sources in Canada is expected to contribute to Canada's economic prosperity by providing diversified energy supply to industrial buyers, generating direct economic advantages and employment to local communities, as well as direct benefits such as improved air quality and lower greenhouse gas emissions. Human Resources and Social Development Canada contracted the Delphi Group to provide information on the labour market for the renewable energy sector in Canada in order to identify the steps needed to help the sector in developing a human resource strategy. This report provided an overview of key characteristics defining the renewable energy subsectors in Canada along with anticipated changes in the near term. The study focused on the following technologies: wind turbines; photovoltaics; active solar thermal; geoexchange/earth energy; small scale hydropower; bioenergy; and, ocean energy. A reliable estimate of the labour demands in the subsectors over the next 5 to 10 year was presented along with a review of the human resource issues affecting the sector. This project was guided by an advisory committee of members from 4 sector councils; 3 government agencies including Environment Canada, Industry Canada and Natural Resources Canada; 4 industry associations representing bioenergy, geothermal energy, solar energy and wind energy; and other organizations including the Association of Canadian Community Colleges, the Canadian Council of Technicians and

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....

Vertical integration, credit ratings and retail price settings in energy-only markets: Navigating the Resource Adequacy problem

International Nuclear Information System (INIS)

Simshauser, Paul

2010-01-01

Energy-only markets are prone to the Resource Adequacy problem, i.e. the timely entry of new plant. The reason for this is that competitive energy-only markets struggle to be remunerative given reliability constraints and market price caps. Historically, Australia's 45,000 MW National Electricity Market has managed to navigate this well understood problem, albeit with government entities directly or indirectly responsible for a surprisingly large 73% of all new plant investments to 2007. But government involvement in direct investment has now ceased. So what will enable the industry to navigate the Resource Adequacy problem into the future? Quite simply, industrial organisation, the presence of merchant utilities with investment-grade credit ratings and setting any regulated retail prices or 'price to beat' with an LRMC floor.

Relevance of counselling to human resource management in ...

African Journals Online (AJOL)

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

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

African Journals Online (AJOL)

Toshiba

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

Free Market Challenge And Increasing Of Researchers Role

International Nuclear Information System (INIS)

Febrianto; Suharno

2003-01-01

The free market or globalization is a phenomenon which have to be observed carefully. In this era, the market becomes global and the countries have no border in which products/goods and services flow freely from country to others according to market mechanism. The products/goods and services which have more added value will win in the tight market competition. The same case valid to human resources. Human resources who be able take participation in competition must refer to the professionalism, specialization and competence or knowledge in related field. For researcher in order to get participation in the near free market, they have to master the competence, anticipation for future needs, link with industries and strong motivation. The role of researcher is very important in the increasing of added value and product development to win competition. These role is applied in the R and D activity in cooperation between researcher and industry. The cooperation should be developed through several ways in the mutual benefit and the researcher can obtain reward that can trigger their motivation. (author)

Conserving rangeland resources. | Mentis | African Journal of Range ...

African Journals Online (AJOL)

... goal-attainment, (5) try to correct departures, and (6) align individual and societal interests by manipulating market-forces. Keywords: altruism; conservation; Conservation implementation; Conservation properties; human activity; Human values; philosophy; Range resources; rangeland; Rangelands; Science philosophy

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

Directory of Open Access Journals (Sweden)

BÎRCĂ ALIC

2017-06-01

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

INVESTMENT ASPECT IN MATERIAL INCENTIVE OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

Potasheva Galina Anatol’evna

2017-03-01

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

Human resource management practices in public and private ...

African Journals Online (AJOL)

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

Value of the Company and Marketing Metrics

Directory of Open Access Journals (Sweden)

André Luiz Ramos

2013-12-01

Full Text Available Thinking marketing strategies from a resource-based perspective (Barney, 1991, proposing assets as either tangible, organizational and human, and from Constantin and Luch’s vision (1994, where strategic resources can be tanbigle or intangible, internal or external to the firm, raises a research approach on Marketing and Finance. According to Srivastava, Shervani and Fahey (1998 there are 3 market assets types, which generate firm value. Firm value can be measured by discounted cashflow, compromising marketing activities with value generation forcasts (Anderson, 1982; Day, Fahey, 1988; Doyle, 2000; Rust et al., 2004a. The economic value of marketing strategies and marketing metrics are calling strategy researchers’ and marketing managers’ attention, making clear the need for building a bridge able to articulate marketing and finance form a strategic perspective. This article proposes an analytical framework based on different scientific approaches envolving risk and return promoted by marketing strategies and points out advances concerning both methodological approaches and marketing strategies and its impact on firm metrics and value, usgin Srinivasan and Hanssens (2009 as a start point.

Teaching Direct Marketing and Small Farm Viability: Resources for Instructors, 2nd Edition. Unit 5 - Marketing Basics

OpenAIRE

2015-01-01

Marketing is often the most daunting task for beginning farmers, and with competition increasing in the organic sector, it has become an even more essential component of a farm’s overall business plan. Implementing a successful marketing plan requires a set of analytical and human relations skills that are distinct from but that compliment those used in production agriculture. Ongoing growth in the organic sector has increased competition in the marketplace (including more and larger...

Management of Human Resources in CNCAN

International Nuclear Information System (INIS)

Ghinea, P.; Goicea, C.

2014-01-01

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

A Consideration of Human Resource Management Future

OpenAIRE

Samad Nasiri; Sahar Valikhanfard Zanjani

2012-01-01

The prediction of future events, at best, is a risky endeavor. Researchers and theorists have different views about what will happen to human resource managers. Most research has been done on topics of technology, intellectual capital, and government regulation, workforce demographic changes, shrinking organizations, international management and globalization. It is evident that all the issues mentioned play a very important role in human resource management over the coming decades, and some ...

Caspian energy: Oil and gas resources and the global market

NARCIS (Netherlands)

Amineh, M.P.; Houweling, H.

2003-01-01

his article develops several concepts of critical geopolitics and relates them to the energy resources of the Caspian Region. Energy resources beyond borders may be accessed by trade, respectively by conquest, domination and changing property rights. These are the survival strategies of human groups

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.

Invention, innovation and R and D behaviours in non-renewable resource markets: the case of petroleum

International Nuclear Information System (INIS)

Poudou, J.Ch.

1996-12-01

This work tries to show how the neo-Hotellinian analysis can be reconsidered through the R and D and technological innovation prism. It tries to appreciate how the R and D efforts, the incitation to innovate and the innovation timing phenomena modify the basic r% rule and allow to explain some of the conventionalized facts observed on non-renewable resource markets, and in particular on the crude-oil market. Methodologically talking, this work follows the mining paradigm built by H. Hotelling and L. Gray, i.e. a neo-classical logic of the agents and of the market. This choice corresponds to a wish to carry out a theoretical analysis instead of a pragmatic one of the relations between natural resource sectors and technological innovation. This study is organized around a separation between the decision problems of companies and the market strategy problems. (J.S.)

Can human resources induce sustainability in business?: Modeling, testing and correlating HR index and company's business results

Directory of Open Access Journals (Sweden)

Zubović Jovan

2015-01-01

Full Text Available Abstract In this paper the authors analyze the impact of the composite human resource index on sustainable growth in a specific business sector in a transition country. Sustainability of country's economy is growingly relying on the knowledge economy which has been implemented in strategies of sustainable development throughout Europe. The knowledge economy is mostly based on human resources and the way they are organized and managed in the companies actively operating in competitive markets. In order to confirm importance of the human resources (HR index, results were tested by means of modeling, measuring and correlating the HR index with business results at micro level. The tests were conducted on the data from the survey in Serbian meat processing industry. The results were then compared with the results from the survey conducted in a financial industry. Moreover, a model was made that could be applicable in all countries that do not have available official statistic data on the level of investments in human resources. The focus was on determining the correlation direction, and hence creating a research model applicable in all business sectors. It has been found that a significant one-way correlation exists between business performance and increased HR index. In that way it has been confirmed that in Serbian economy that has recorded global decrease during transition, certain business sectors, and especially companies with high levels of investments in improving its HR index record above average and sustainable growth.

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.)

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

Directory of Open Access Journals (Sweden)

Camelia, Marin

2012-01-01

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

Vertical integration, credit ratings and retail price settings in energy-only markets. Navigating the Resource Adequacy problem

Energy Technology Data Exchange (ETDEWEB)

Simshauser, Paul [Level 22, 101 Miller Street, North Sydney, NSW 2060 (Australia)

2010-11-15

Energy-only markets are prone to the Resource Adequacy problem, i.e. the timely entry of new plant. The reason for this is that competitive energy-only markets struggle to be remunerative given reliability constraints and market price caps. Historically, Australia's 45,000 MW National Electricity Market has managed to navigate this well understood problem, albeit with government entities directly or indirectly responsible for a surprisingly large 73% of all new plant investments to 2007. But government involvement in direct investment has now ceased. So what will enable the industry to navigate the Resource Adequacy problem into the future? Quite simply, industrial organisation, the presence of merchant utilities with investment-grade credit ratings and setting any regulated retail prices or 'price to beat' with an LRMC floor. (author)

Vertical integration, credit ratings and retail price settings in energy-only markets: Navigating the Resource Adequacy problem

Energy Technology Data Exchange (ETDEWEB)

Simshauser, Paul, E-mail: psimshauser@agl.com.a [Level 22, 101 Miller Street, North Sydney, NSW 2060 (Australia)

2010-11-15

Energy-only markets are prone to the Resource Adequacy problem, i.e. the timely entry of new plant. The reason for this is that competitive energy-only markets struggle to be remunerative given reliability constraints and market price caps. Historically, Australia's 45,000 MW National Electricity Market has managed to navigate this well understood problem, albeit with government entities directly or indirectly responsible for a surprisingly large 73% of all new plant investments to 2007. But government involvement in direct investment has now ceased. So what will enable the industry to navigate the Resource Adequacy problem into the future? Quite simply, industrial organisation, the presence of merchant utilities with investment-grade credit ratings and setting any regulated retail prices or 'price to beat' with an LRMC floor.

Putting your human resource department to work for you.

Science.gov (United States)

McConnell, C R

1991-06-01

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

HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

Directory of Open Access Journals (Sweden)

Todericiu Ramona

2013-07-01

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

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

African Journals Online (AJOL)

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

Opportunities for wind resources in the future competitive California power market

International Nuclear Information System (INIS)

Sezgen, O.; Marnay, C.; Bretz, S.; Markel, R.; Wiser, R.

1998-01-01

The goal of this work is to evaluate the profitability of wind development in the future competitive California power market. The viability of possible wind sites is assessed using a geographic information system (GIS) to determine the cost of development and Elfin, an electric utility production costing and capacity expansion model, to estimate the possible revenues and profits of wind farms at the sites. This approach improves on a simple profitability calculation by using site specific development cost calculations and by taking the effect of time varying market prices on revenues into account. The first component of the work is the characterization of wind resources suitable for use in production costing and capacity expansion models such as Elfin that are capable of simulating competitive electricity markets. An improved representation of California wind resources is built, using information collected by the California Energy Commission in previous site evaluations, and by using a GIS approach to estimating development costs at 36 specific sites. These sites, which have been identified as favorable for wind development, are placed on Digital Elevation Models and development costs are calculated based on distances to roads and transmission lines. GIS is also used to develop the potential capacity at each site by making use of the physical characteristics of the terrain, such as ridge lengths. In the second part of the effort, using a previously developed algorithm for simulating competitive entry to the California electricity market, Elfin is used to gauge the viability of wind farms at the 36 sites. The results of this exercise are forecasts of profitable development levels at each site and the effects of these developments on the electricity system as a whole. Results suggest that by the year 2030, about 7.5 GW of potential wind capacity can be profitably developed assuming rising natural gas prices. This example demonstrates that an analysis based on a

Training human resource for NPP in Vietnam

International Nuclear Information System (INIS)

Nguyen, Trung Tinh; Dam, Xuan Hiep

2008-01-01

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

SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

Directory of Open Access Journals (Sweden)

Cristian Stefanescu

2017-06-01

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

Developing Human Resources through Actualizing Human Potential

Science.gov (United States)

Clarken, Rodney H.

2012-01-01

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

TODAY THE GLOBAL LABOR MARKET

Directory of Open Access Journals (Sweden)

D. G. Shchipanova

2013-01-01

Full Text Available The international movement of labor, including temporary impacts on the socio-economic development of the donor and recipient countries the labor force. In this regard, it is relevant and legitimate problems of the evolution of the global labor market, the need to examine the issues of labor mobility, the problems of international labor migration and its impact on the national markets of skilled labor in the context of globalization. Distribution and use of human resources becomes cross-border nature, and so an international study of the labor market.

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 ...

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

International Nuclear Information System (INIS)

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

2010-05-01

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

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 ...

78 FR 43198 - Flexible and Local Resources Needed for Reliability in the California Wholesale Electric Market...

Science.gov (United States)

2013-07-19

... auction impact the effectiveness of forward procurement for reliability purposes? Why or why not? 11:15 a... three-year forward resource adequacy obligation backed by a market-based CAISO backstop procurement... development of a durable, market-based mechanism to provide incentives to insure reliability needs are met...

DMHRSwhy? The Value of the Defense Medical Human Resource System-Internet (DMHRSi) to the Military Health System (MHS)

Science.gov (United States)

2015-02-01

ABSTRACT The Military Health System (MHS) uses a variety of systems and processes to manage its most important asset ???its people. Chief among the...Health System (MHS) uses a variety of systems and processes to manage its most important asset …its people. Chief among the systems employed to do...enhanced multi-service market FTE full-time equivalent HRM human -resource management LCA labor cost assignment MEPRS Medical Expense

Human Resource Management Practices and Employee Satisfaction in Microfinance Banks in Nigeria

Directory of Open Access Journals (Sweden)

Chijioke Esogwa Nwachukwu

2017-06-01

Full Text Available Purpose of the article: The role of microfinance banks (MFBs in the growth and development of businesses in an emerging market such as Nigeria cannot be overemphasised. Implementing sound human resource practices can enable MFBs satisfy their employees and sustain competitive advantage. Methodology/methods: A purposive sample of 60 senior employees of 10 microfinance banks in Nigeria was used for this study. All the 60 questionnaires were returned but 59 were found usable for the analysis, accounting for 98.3% response rate. In analyzing our data, Pearson correlation, ANOVA, and multiple regression techniques were used. Scientific aim: The goal of this study is to investigate HRM practices and employee satisfaction in microfinance banks in Nigeria. Findings: The result shows that a significant positive association exists between human resource planning, training and development, employee compensation and employee satisfaction. However, an insignificant positive relationship exists between work environment and employee satisfaction. Only three out of the four hypotheses are supported. Conclusions: HRM practices are tools used by organisations to get the best out of their workers, thus, achieve superior business performance. The authors, therefore, recommend that organizations that want to remain competitive must ensure that various stakeholders are satisfied (including employees by implementing a robust HRM practices.

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

International Nuclear Information System (INIS)

Wash, M.

2008-01-01

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

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

OpenAIRE

Flavian Clipa; Raluca Irina Clipa

2009-01-01

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

Natural resources, redistribution and Human capital formation

OpenAIRE

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

2016-01-01

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

Challenges of human resource capacity building assistance

International Nuclear Information System (INIS)

Noro, Naoko

2013-01-01

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

A Systems Model for Teaching Human Resource Management

Directory of Open Access Journals (Sweden)

George R. Greene

2013-07-01

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

Human Resources Key Performance Indicators

Directory of Open Access Journals (Sweden)

Gabčanová Iveta

2012-03-01

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

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...

Human Resource Development in Changing Organizations.

Science.gov (United States)

London, Manuel; Wueste, Richard A.

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

Maintenance modeling and optimization integrating human and material resources

International Nuclear Information System (INIS)

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

2010-01-01

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

Maintenance modeling and optimization integrating human and material resources

Energy Technology Data Exchange (ETDEWEB)

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

2010-12-15

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

Impact of socially responsible human resources policies on intellectual capital

Directory of Open Access Journals (Sweden)

Jesus Barrena-Martínez

2016-03-01

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

Human Resource Outsourcing Success

OpenAIRE

Hasliza Abdul-Halim; Elaine Ee; T. Ramayah; Noor Hazlina Ahmad

2014-01-01

The existing literature on partnership seems to take the relationship between partnership quality and outsourcing success for granted. Therefore, this article aims at examining the role of service quality in strengthening the relationship between partnership quality and human resource (HR) outsourcing success. The samples were obtained from 96 manufacturing organizations in Penang, Malaysia. The results showed that par...

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

Directory of Open Access Journals (Sweden)

Jaroslav NEKORANEC

2014-04-01

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

International Comparisons on Internal Labor Markets and Corporate Performance

Directory of Open Access Journals (Sweden)

Joonmo Cho

2003-12-01

Full Text Available This paper presents an analytical framework which demonstrates how the structures of corporate internal labor markets are formed within the broader labor and capital market context in the U.S. and Japan. This framework is then used to evaluate labor markets within Korean companies and to identify points of change which might promote greater efficiency. Prior to the Asian economic crisis, Korean conglomerates had large, closed internal labor markets. However, in the aftermath of the crisis, they have pursued structural downsizing and moved to open their labor markets. The empirical evidence introduced in this paper affirms the argument that the first step toward creating a flexible labor market in Korea should begin with establishing an efficient corporate governance structure. This implies that a simple switch from the Japanese paradigm for human resource management to an Anglo-American model or vice-versa may not improve internal labor market performance unless the change is accompanied by a solution to the problems posed by the minority controlling structure of Korean companies. The implications of this study for guiding policy in developing countries having labor market rigidities and underdeveloped corporate governance is clear. Capital market structure and corporate governance systems may provide an appropriate starting point for the development of any policies aimed at building an efficient human resource management system and a flexible labor market.

The Role of Human Resource Management in Employee Motivation

Directory of Open Access Journals (Sweden)

Muhammed Kürşad ÖZLEN

2014-05-01

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

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

Directory of Open Access Journals (Sweden)

Flavian Clipa

2009-09-01

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

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

International Nuclear Information System (INIS)

Shao, Shuai; Yang, Lili

2014-01-01

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

Fundamentals of human resource management : emerging experiences from Africa

NARCIS (Netherlands)

Itika, J.

2011-01-01

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

Partner's Resources and Adjusting Working Hours in the Netherlands: Differences over Time, between Levels of Human Capital, and over the Family Cycle

Science.gov (United States)

Verbakel, Ellen

2010-01-01

We study to what extent adjustments in labor market participation, defined as employment entry and exit, and as increases and reductions of weekly working hours, depend on resources of the partner. Moreover, we investigate whether the influence of the partner depends on historical period, human capital, and children. We are especially interested…

Adaptation of resource-market theory to the company’s strategy

Directory of Open Access Journals (Sweden)

Djujzen Ekaterina Jur'evna

2015-08-01

Full Text Available Based on the integration of resource and market approaches to strategic planning, the author clarified the steps of forming a strategy, concretized the concept of "strategic potential of the company." Formed a methodical approach to the assessment of the strategic company’s potential considering determination of its internal capacity and stability to the external environment. Developed the mechanism of the determining the strategy, involving construction of the matrix and the use of expert methods.

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

Science.gov (United States)

2010-04-01

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

Automation and Human Resource Management.

Science.gov (United States)

Taft, Michael

1988-01-01

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

Review of Real-time Electricity Markets for Integrating Distributed Energy Resources and Demand Response

DEFF Research Database (Denmark)

Wang, Qi; Zhang, Chunyu; Ding, Yi

2015-01-01

The high penetration of both Distributed Energy Resources (DER) and Demand Response (DR) in modern power systems requires a sequence of advanced strategies and technologies for maintaining system reliability and flexibility. Real-time electricity markets (RTM) are the nondiscriminatory transaction...... platforms for providing necessary balancing services, where the market clearing (nodal or zonal prices depending on markets) is very close to real time operations of power systems. One of the primary functions of RTMs in modern power systems is establishing an efficient and effective mechanism for small DER...... and DR to participate in balancing market transactions, while handling their meteorological or intermittent characteristics, facilitating asset utilization, and stimulating their active responses. Consequently, RTMs are dedicated to maintaining the flexibility and reliability of power systems. This paper...

Practical guide to electronic resources in the humanities

CERN Document Server

Dubnjakovic, Ana

2010-01-01

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

Effective Management of Human Resources for Business and ...

African Journals Online (AJOL)

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

An imminent human resource crisis in ground water hydrology?

Science.gov (United States)

Stephens, Daniel B

2009-01-01

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

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

Science.gov (United States)

Skinner, Wickham

1982-01-01

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

Nuclear human resource projection up to 2030 in KOREA

International Nuclear Information System (INIS)

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

2011-01-01

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

Generic Virtual Power Plants: Management of Distributed Energy Resources under Liberalized Electricity Market

DEFF Research Database (Denmark)

You, Shi; Træholt, Chresten; Poulsen, Bjarne

2009-01-01

The emergence of Virtual Power Plant (VPP) can be attributed to the major boost of distributed energy resources (DER), which satisfies the changing needs of modern society on energy industry. Based on this concept, DER units disregarding the differences in each individualtechnology are loosely...... aggregated with a unique interface to the external grid and energy market. This paper gives a broad overview of state-of-the-art VPP concepts and proposes a detailed generic VPP (GVPP) model running in liberalized electricity market environment. An attempt is made to provide an outline of the main functions...

Emerging Market Firms’ Acquisitions in Advanced Markets

DEFF Research Database (Denmark)

Stucchi, Tamara

2012-01-01

markets. These antecedents can influence emerging market firms’ capacities to absorb or exploit technological and/or marketing advantages in advanced markets. In order to be successful, emerging market firms have to undertake those upmarket acquisitions that best “fit” their antecedents. Four mutually......This study draws upon the resource-based view and the institution-based view of the firm to provide a comprehensive overview of how different resource-, institution- and industry-based antecedents affect the motivations guiding the acquisitions that emerging market firms undertake in advanced...... exclusive acquisition strategies are derived, which are then illustrated using examples of Indian firms’ acquisitions in advanced markets....

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…

Social networks, market transactions, and reputation as a central resource. The Mercado del Mar, a fish market in central Mexico

Science.gov (United States)

Hernández, Juan M.

2017-01-01

Fish consumption in Mexico is considered low (around 12 kg per person per year) and non-homogeneously distributed across the country. One of the reasons for this situation is the scarcity of wholesale selling sites. In this context, the Mercado del Mar (MM), located in Guadalajara city, Jalisco, is the second biggest wholesale fish market in Mexico, with a distribution of about 500 tons per day and a variety of about 350 different species of fish. In this paper, we argue that MM has accumulated social capital, which is formed from two main resources: buyer and seller relationships, and reputation. Specifically, the MM manages a broad and intensive interaction among business actors and the already achieved reputation allows the MM to adapt to market changes. To validate our hypotheses, an empirical study was conducted in 2015 by means of interviews to fish wholesalers in the MM and a sample of their suppliers and buyers. For simplicity we have only considered fresh water fish. We have followed snow-ball sampling as the survey strategy. Results show that the MM has responded to fish market dynamics organizing a complex network of buyers and suppliers whose relationships can be explained in the form of strong and weak ties. At the same time, reputation has been the central resource to build this social capital and also gives place to market transactions. Additionally, the strategic position of Guadalajara city and the well-connected routes have facilitated fish bulking and distribution in the region. PMID:29016637

Social networks, market transactions, and reputation as a central resource. The Mercado del Mar, a fish market in central Mexico.

Science.gov (United States)

Pedroza-Gutiérrez, Carmen; Hernández, Juan M

2017-01-01

Fish consumption in Mexico is considered low (around 12 kg per person per year) and non-homogeneously distributed across the country. One of the reasons for this situation is the scarcity of wholesale selling sites. In this context, the Mercado del Mar (MM), located in Guadalajara city, Jalisco, is the second biggest wholesale fish market in Mexico, with a distribution of about 500 tons per day and a variety of about 350 different species of fish. In this paper, we argue that MM has accumulated social capital, which is formed from two main resources: buyer and seller relationships, and reputation. Specifically, the MM manages a broad and intensive interaction among business actors and the already achieved reputation allows the MM to adapt to market changes. To validate our hypotheses, an empirical study was conducted in 2015 by means of interviews to fish wholesalers in the MM and a sample of their suppliers and buyers. For simplicity we have only considered fresh water fish. We have followed snow-ball sampling as the survey strategy. Results show that the MM has responded to fish market dynamics organizing a complex network of buyers and suppliers whose relationships can be explained in the form of strong and weak ties. At the same time, reputation has been the central resource to build this social capital and also gives place to market transactions. Additionally, the strategic position of Guadalajara city and the well-connected routes have facilitated fish bulking and distribution in the region.

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

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-04-01

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

The human resources in mergers and acquisitions

Directory of Open Access Journals (Sweden)

Noemí Martínez Caraballo

2007-07-01

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

An investigation on factors influencing on human resources productivity

Directory of Open Access Journals (Sweden)

Masoumeh Seifi Divkolaii

2014-05-01

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

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

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

OpenAIRE

Jaroslav NEKORANEC; Eva RÉVAYOVÁ

2014-01-01

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

Human resources FY 1995 Site Program Plan WBS 6.10.2

Energy Technology Data Exchange (ETDEWEB)

1994-09-01

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

The Educational Asset Market: A Finance Perspective on Human Capital Investment

DEFF Research Database (Denmark)

Christiansen, Charlotte; Nielsen, Helena Skyt

2002-01-01

on type and level of education enables us to focus on the shared features between human capital and stock investments. An innovative finance-labor approach is applied to study the educational asset market. A risk-return trade-off is revealed which is not directly related to the length of education.......Like the stock market, the human capital market consists of a wide range of assets, i.e. educations. Each young individual chooses the educational asset that matches his preferred combination of risk and return in terms of future income. A unique register-based data set with exact information...

[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.

Successful Women in Marketing: An Exploratory Ghanaian Study ...

African Journals Online (AJOL)

The study of women in management in the Ghanaian business literature is a fairly ... or during their marketing careers either through formal degree programmes, ... disciplines in Ghana like accountancy and human resources management.

Um contributo do marketing sensorial para o marketing da experiência turística rural

Directory of Open Access Journals (Sweden)

Dora Lúcia Agapito

2014-01-01

Full Text Available The importance of the five human senses - sight, hearing, smell, taste and touch on the positive, unique and memorable visitor experiences marketing has been emphasized in research on tourism. Particularly, multisensory richness and vulnerability of existing local resources in rural areas, with differing features of the urban environment and enhancer activity connected to nature and rural assets, justify marketing suitable for sustainable development of rural tourism experience. Considering the contribution of sensory marketing to design an environment enhancer desirable tourist experiences and for targeting tourists, this paper aims to reflect on the role of the five senses in tourist experiences that enhance the sustainable development of rural marketing destinations.

International Conference on Harmonisation; Guidance on M3(R2) Nonclinical Safety Studies for the Conduct of Human Clinical Trials and Marketing Authorization for Pharmaceuticals; availability. Notice.

Science.gov (United States)

2010-01-21

The Food and Drug Administration (FDA) is announcing the availability of a guidance entitled "M3(R2) Nonclinical Safety Studies for the Conduct of Human Clinical Trials and Marketing Authorization for Pharmaceuticals.'' The guidance was prepared under the auspices of the International Conference on Harmonisation of Technical Requirements for Registration of Pharmaceuticals for Human Use (ICH). The guidance, which is a revision of an existing guidance, discusses the types of nonclinical studies, their scope and duration, and their relation to the conduct of human clinical trials and marketing authorization for pharmaceuticals. The guidance is intended to facilitate the timely conduct of clinical trials and reduce the unnecessary use of animals and other drug development resources.

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...

Do resources mediate the relationships between the internet and performance in the marketing domain? Testing the role of customer orientation and brand equity

OpenAIRE

A. Ordanini; G. Rubera

2007-01-01

The adoption of internet solutions for marketing increases over time, but a strong empirical evidence of their effect on performance is still lacking. The paper investigates the links existing between the internet, marketing resources and marketing performance, and test a model where two marketing resources – customer orientation and brand equity – are expected to mediate the relationship between internet technologies and performance. The analysis, based on a sample of 277 service firms an...

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

DEFF Research Database (Denmark)

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

2013-01-01

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

Meeting the coming organizational risk challenges in human resources

Directory of Open Access Journals (Sweden)

Zakić Nebojša

2016-01-01

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

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

OpenAIRE

BÎRCĂ ALIC

2017-01-01

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

Outsourcing HR Services: The Role of Human Resource Intermediaries

Science.gov (United States)

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

2012-01-01

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

THE MARKETING MIX OPTIMIZATION

Directory of Open Access Journals (Sweden)

SABOU FELICIA

2014-02-01

Full Text Available ing mix a particularly important issue is to choose the best combination of its variables, this lead to the achievement objectives, in time. Choosing the right marketing mix is possible only by reporting information to some clear benchmarks, these criteria a related to the objective of the company at the time of analyze. The study shows that the companies must give a great importance to optimize the marketing mix, because of how its combines and integrates company policies relating to the product, price, distribution and promotion, depends the success or the failure on its market. The practice has shown that if an element of the marketing mix is wrong implemented, marketing strategies and programs do not achieve their objectives, and the company can not generate the expected profit. To optimize the marketing mix, companies should consider the following issues: the resources (materials, financial and human, which will be properly allocated to all the elements of the marketing mix, the specific marketing tools and the relationship of interdependence of all the methods and tools used to optimize the marketing mix.

Human Resources: Strategic Management Aspects Žmogiškieji ištekliai: strateginio valdymo aspektai

Directory of Open Access Journals (Sweden)

Eugenijus Chlivickas

2011-02-01

Full Text Available

The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with

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...

Teaching Old Dogs New Tricks: Acquisition or Accumulation of Resources?

DEFF Research Database (Denmark)

Eriksen, Bo

’ skills but also that these policies are substitutes. The study provides important evidence regarding strategic management of human capital resources and the long standing debate regarding the roles of strategic factor markets and internal development of resources.......This paper examines whether firms are able to create and appropriate economic value from their human capital resources in a study of 3,033 Danish manufacturing firms. The study provides empirical evidence that firms can create value from external acquisition and internal development of workers...

EU's forest fuel resources, energy technology market and international bioenergy trade

International Nuclear Information System (INIS)

Asikainen, A.; Laitila, J.; Parikka, H.

2006-01-01

The aim of the project is to provide for the Finnish bioenergy technology, machine and appliance manufactures information about forest fuel resources in the EU and international bioenergy trade mechanisms. The projects results act as an instrument for market potential assessments and provide information to the local energy producer about biomass as an energy source. The possibilities to use forest chips in CHP and heating plants will be investigated in the case studies. Total number of case studies will be 3-4, and they will mainly be located in Eastern Europe, where also large forest resources and utilisation potential are found. Case studies include three main tasks: 1) Assessment of forest fuel resources around the CHP or heating plant. 2) Forest fuel procurement cost study and 3) Study on the economics forest fuel based energy production. The project will be carried out as cooperation between Finnish research institutes and companies, and local actors. First case study was carried out at Poland. (orig.)

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…

New hand at the helm of CERN Human Resources

CERN Document Server

2004-01-01

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

THE ANALYSIS OF HUMAN RESOURCES MANAGEMENT (HRM IN MARITIME AFFAIRS

Directory of Open Access Journals (Sweden)

Goran Vučur

2016-12-01

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

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

Directory of Open Access Journals (Sweden)

Hasan Darvish

2012-10-01

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

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

Directory of Open Access Journals (Sweden)

Dussault Gilles

2003-04-01

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

Human resources as multiplier for a company's value

International Nuclear Information System (INIS)

Bornemann, Manfred

2010-01-01

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

Strategic Human Resources Management

Directory of Open Access Journals (Sweden)

Marta Muqaj

2016-07-01

Full Text Available Strategic Human Resources Management (SHRM represents an important and sensitive aspect of the functioning and development of a company, business, institution, state, public or private agency of a country. SHRM is based on a point of view of the psychological practices, especially by investing on empowerment, broad training and teamwork. This way it remains the primary resource to maintain stability and competitiveness. SHRM has lately evolved on fast and secure steps, and the transformation from Management of Human Resources to SHRM is becoming popular, but it still remains impossible to exactly estimate how much SHRM has taken place in updating the practices of HRM in organizations and institutions in general. This manuscript aims to make a reflection on strategic management, influence factors in its practices on some organizations. Researchers aim to identify influential factors that play key roles in SHRM, to determine its challenges and priorities which lay ahead, in order to select the most appropriate model for achieving a desirable performance. SHRM is a key factor in the achievement of the objectives of the organization, based on HR through continuous performance growth, it’s a complex process, unpredictable and influenced by many outside and inside factors, which aims to find the shortest way to achieve strategic competitive advantages, by creating structure planning, organizing, thinking values, culture, communication, perspectives and image of the organization. While traditional management of HR is focused on the individual performance of employees, the scientific one is based on the organizational performance, the role of the HRM system as main factor on solving business issues and achievement of competitive advantage within its kind.

Human Resource Management Practice Tourism and Hotel Industry

Directory of Open Access Journals (Sweden)

Al Hrou S.A.

2014-01-01

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

Characteristics of human resources in Serbian rural tourism

Directory of Open Access Journals (Sweden)

Premović Jelena

2016-01-01

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

KEPCO‧s Activity to Power-Engineer Human Resource Development

Science.gov (United States)

Kobashi, Kazushi

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

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

African Journals Online (AJOL)

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

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

Directory of Open Access Journals (Sweden)

Andrew Molloy

2010-03-01

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

Strategy for preventing the waste of human resources

Science.gov (United States)

Jones, William E.

1992-05-01

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

Human Resources Coordinator | IDRC - International Development ...

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

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

Need Assessment of the Digital Archives Industry Human Resources in Taiwan

Directory of Open Access Journals (Sweden)

Hsueh-Hua Chen

2005-03-01

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

Human Resource Management and Performance

NARCIS (Netherlands)

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

2000-01-01

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

Uranium market and resources

International Nuclear Information System (INIS)

Capus, G.; Arnold, Th.

2004-01-01

The controversy about the extend of the uranium resources worldwide is still important, this article sheds some light on this topic. Every 2 years IAEA and NEA (nuclear energy agency) edit an inventory of uranium resources as reported by contributing countries. It appears that about 4.6 millions tons of uranium are available at a recovery cost less than 130 dollars per kg of uranium and a total of 14 millions tons of uranium can be assessed when including all existing or supposed resources. In fact there is enough uranium to sustain a moderate growth of the park of nuclear reactors during next decades and it is highly likely that the volume of uranium resources can allow a more aggressive development of nuclear energy. It is recalled that a broad use of the validated breeder technology can stretch the durability of uranium resources by a factor 50. (A.C.)

Education Factor and Human Resources Development - Albania Case

OpenAIRE

Sonila Berdo

2010-01-01

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

Exploring Data in Human Resources Big Data

Directory of Open Access Journals (Sweden)

Adela BARA

2016-01-01

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

HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

Directory of Open Access Journals (Sweden)

POPESCU Dan

2011-12-01

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

Wage Inequity: Within-Market Comparative Analysis of Salary for Public Health Nurses and Hospital Nurses.

Science.gov (United States)

Issel, L Michele; Lurie, Christine Fitzpatrick; Bekemeier, Betty

2016-01-01

The labor market perspective focuses on supply and demand for registered nurses (RNs) as employees. This perspective contrasts with beliefs in the public health sector that RNs working in local health departments (LHD) as public health nurses (PHNs) accept lower wages because of factors other than market demand. This study sought to describe the extent to which hourly wages of RNs working in LHDs are competitive with hospital RN wages within the same county market. A repeated measures survey design was used in collecting 2010 and 2014 data. The unit of analysis was the county, as an RN labor market for LHDs and hospitals. Survey questions captured factors common in human resources benefits and wage packages, such as differential pay, hourly rate pay based on years of experience, components of benefit packages (eg, sick and vacation leave), and reimbursement for education. Within each county, the LHD and all hospitals constituted a "market," yielding a potential 12 markets in our study sample. Human resources representatives from each of the 12 LHDs and from all hospitals within those 12 counties were invited to participate. We conducted comparisons with survey data using t test of mean differences on mean RN wages across years of experience. On average, LHDs paid significantly less than hospitals in their markets, at all levels of RN experience, and this gap increased with RN experience in the sample markets. Salary compression was evident in 2010 and worsened for PHNs in 2014, when compared with hospital RNs. In 2014, 100% of the sample LHDs offered reimbursements for continuing education for PHNs compared with 89% of hospitals providing this benefit. This study contributes to our understanding of the human resources challenges faced by LHDs and provides evidence elucidating resources issues that need to be addressed in order to improve recruitment and retention of PHNs.

Incorporation of human knowledge to the stock markets for improving forecasts

OpenAIRE

Mitra, Swarnava; Ordieres Meré, Joaquín Bienvenido

2016-01-01

This thesis attempts to explore the possibility to model human behavior and how it guides financial markets. According to Behavioral Finance theory the stock market ecosystem is influenced by the decision making of the individuals trading in it. The traders are heterogeneous in nature, with each group having their own belief and expectation. This thesis tries to answer the question Can human behavior and its responses to macroeconomic events be modelled and used as an indicator to predict pri...

Brazilian human resources in a polarized Latin America

Directory of Open Access Journals (Sweden)

Elza Fátima Rosa Veloso

2014-12-01

Full Text Available This article provides an overview of human resource strategies employed by Brazilian companies in a polarized region of Latin America. Firstly, we highlighted the concerns of Brazilian managers in respect to the coming years, and to identify the current strategic approach of prominent companies in the Brazilian market. Secondly, we identified possible strategies for internationalization, particularly in the context of Latin America. The results of two surveys were used: one prospecting management trends by 2015 and another consisting of a sample of 541 companies that participate in a national survey in which HR managers answered a questionnaire. Among the results, it is noteworthy that the main issues of concern for Brazilian managers in the coming years. We found most the companies concerned with these challenges in the industries of information technology, iron and steel, and health services. Forty-nine of a total of 541 companies intend to internationalize, 17 of them towards Latin American. Their profile characterization allowed us to divide them into two groups: those focusing on the local needs of Latin American, and those looking to meet the expanding needs of Brazil or the country of their parent company.

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.

Revising an Extension Education Website for Limited Resource Audiences Using Social Marketing Theory

Science.gov (United States)

Francis, Sarah L.; Martin, Peggy; Taylor, Kristin

2011-01-01

Spend Smart Eat Smart (SSES), a unique website combining nutrition and food buying education for limited resource audiences (LRAs), was revised using social marketing theory to make it more appealing and relevant to LRAs (25-40 years). Focus groups and surveys identified the needs and preferences of LRAs. Needs were cooking, basic health, and…

Impact of Human Resources Management on Entrepreneurship Development

Directory of Open Access Journals (Sweden)

Obasan Kehinde A.

2014-02-01

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

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

Directory of Open Access Journals (Sweden)

Motoniu Ioan Dumitru

2010-12-01

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

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2009-06-15

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

Role of Human Resources in the Mergers and Acquisitions Processes

Directory of Open Access Journals (Sweden)

Anna Szewczyk

2007-06-01

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

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

Science.gov (United States)

Yoshida, Aya

2017-01-01

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

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,…

A meta analysis of the variability in firm performance attributable to human resource variables

Directory of Open Access Journals (Sweden)

Lloyd Kapondoro

2015-01-01

Full Text Available The contribution of Human Resource Management (HRM practices to organisation-wide performance is a critical aspect of the Human Resource (HR value proposition. The purpose of the study was to describe the strength of HRM practices and systems in influencing overall organisational performance. While research has concluded that there is a significant positive relationship between HRM practices or systems and an organisation’s market performance, the strength of this relationship has relatively not received much analysis in order to explain the degree to which HRM practices explain variance in firm performance. The study undertook a meta-analysis of published researches in international journals. The study established that HRM variables accounted for an average of 31% of the variability in firm performance. Cohen’s f2 calculated for this study as a meta effect size calculation yielded an average of 0.681, implying that HRM variables account for 68% of variability in firm performance. A one sample Kolmogorov-Smirnov test showed that the distribution of R2 is not normal. A major managerial implication of this study is that effective HRM practices have a significant business case. The study provides, quantitatively, the average variability in firm success that HRM accounts for.

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

International Nuclear Information System (INIS)

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

2008-01-01

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

Key challenges of human resources for health in India

Directory of Open Access Journals (Sweden)

Priya Sinha

2016-01-01

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

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

International Nuclear Information System (INIS)

2003-01-01

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

Work-life Balance Decision-making of Norwegian Students: Implications for Human Resources Management

Directory of Open Access Journals (Sweden)

Remigiusz Gawlik

2016-12-01

Full Text Available Objective: The paper aims at identifying and assessing the significance of work-life balance determinants between the Youth of highly developed societies and its implications for human resources management on the example of Norway. Research Design & Methods: The research target group consists of 236 respondents recruited among Norwegian tertiary education students. It employed literature analysis, two-stage exploratory research: direct individual in-depth interviews, survey based on a self-administered, web-based questionnaire with single-answer, limited choice qualitative & quantitative, as well as explanatory research (informal moderated group discussions. Findings: The research on perceptions of determinants of quality of life and attractiveness of life strategies shows that in a country with relatively high socio-economic development level, such as Norway, differences in rankings do exist. They can be observed in relevance to both material and non-material QoL determinants. Implications & Recommendations: The study revealed a need for deeper research on individually driven early decision-making of future employees and entrepreneurs. This will result in closer modelling of socio-economic phenomena, including more accurate adaptation to trends on the labour market and creation of new business models. Contribution & Value Added: Research value added comes from the comparison of perceptions of quality of life determinants between countries at various stages of socio-economic development and its implications for human resource management.

Geothermal resources in Italy and world-wide: scientific debate and market evolution

International Nuclear Information System (INIS)

Frey, M.; Rizzi, F.

2008-01-01

This paper describes the state of the art in development and utilization of geothermal resources in Italy and Tuscany. Departing from the geological peculiarities of this region, which have contributed to Italy's leading role in technological innovation since the beginning of geo thermoelectric power generation (GPG), recent evidences from the market and scientific community are here analyzed in order to answer the question whether the economic downturn will put geothermal energy on the back burner, or if it will function as a catalyst for change. The first section explores the role of geothermal energy within the renewable energy mix. After an introduction on the strengths and weaknesses of the Italian energy system, the evolution of the matches between different types of geothermal resources (high, medium and low enthalpies) and technologies is analyzed from an economic, technical and environmental point of view. Here, the evolution of the regulatory framework emerges as one of the main driving forces behind incremental innovation and the spreading of technologies. The move towards sustainability seems to stimulate the market in spite of the barriers to entry linked to capital intensiveness and the risks related to geothermal investments. Beside the growth of relationships between industrial actors, public administration and scientific community, the analysis identifies the down scale of plants, the integration with other renewable and the industrial integration as the main next challenges in the field of geothermal competitiveness. To this end, the implementation of such new tools for territorial management as the ones based on LCA (Life Cycle Assessment) and SMCE (Social Multi Criteria Evaluation) is expected to stimulate further improvements and innovations. The second section analyzes the present regulatory framework at the communitarian, national and local level and the allocation of economical resources to research and development in particular in relation

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

Science.gov (United States)

2010-10-14

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

Emotional Intelligence Research within Human Resource Development Scholarship

Science.gov (United States)

Farnia, Forouzan; Nafukho, Fredrick Muyia

2016-01-01

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

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

International Nuclear Information System (INIS)

Kim, Soon Rae

2012-01-01

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

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

OpenAIRE

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

2017-01-01

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

Strategic human resource management practices and ...

African Journals Online (AJOL)

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

The global human resource management casebook

NARCIS (Netherlands)

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

2017-01-01

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

Understanding and valuing the broader health system benefits of Uganda's national Human Resources for Health Information System investment.

Science.gov (United States)

Driessen, Julia; Settle, Dykki; Potenziani, David; Tulenko, Kate; Kabocho, Twaha; Wadembere, Ismail

2015-08-31

To address the need for timely and comprehensive human resources for health (HRH) information, governments and organizations have been actively investing in electronic health information interventions, including in low-resource settings. The economics of human resources information systems (HRISs) in low-resource settings are not well understood, however, and warrant investigation and validation. This case study describes Uganda's Human Resources for Health Information System (HRHIS), implemented with support from the US Agency for International Development, and documents perceptions of its impact on the health labour market against the backdrop of the costs of implementation. Through interviews with end users and implementers in six different settings, we document pre-implementation data challenges and consider how the HRHIS has been perceived to affect human resources decision-making and the healthcare employment environment. This multisite case study documented a range of perceived benefits of Uganda's HRHIS through interviews with end users that sought to capture the baseline (or pre-implementation) state of affairs, the perceived impact of the HRHIS and the monetary value associated with each benefit. In general, the system appears to be strengthening both demand for health workers (through improved awareness of staffing patterns) and supply (by improving licensing, recruitment and competency of the health workforce). This heightened ability to identify high-value employees makes the health sector more competitive for high-quality workers, and this elevation of the health workforce also has broader implications for health system performance and population health. Overall, it is clear that HRHIS end users in Uganda perceived the system to have significantly improved day-to-day operations as well as longer term institutional mandates. A more efficient and responsive approach to HRH allows the health sector to recruit the best candidates, train employees in

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.

AFRA-NEST: A Tool for Human Resource Development

International Nuclear Information System (INIS)

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

2014-01-01

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

Federal Supervisors and Strategic Human Resources Management

National Research Council Canada - National Science Library

1998-01-01

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

Organ markets and human dignity: on selling your body and soul.

Science.gov (United States)

Stempsey, W E

2000-08-01

This article addresses the ethics of selling transplantable organs. I examine and refute the claim that Catholic teaching would permit and even encourage an organ market. The acceptance of organ transplantation by the Church and even its praise of organ donors should not distract us from the quite explicit Church teaching that condemns an organ market. I offer some reasons why the Church should continue to disapprove of an organ market. The recent commercial turn in medicine can blind us to the problem of an organ market. In addition, the reliance on the gift image in organ transplantation raises difficulties of its own. What is needed is a fuller appreciation of the fact that the human person is essentially embodied with all its parts, and not merely an autonomous being that possesses organs as properties to sell. I support this vision of the embodied human person by appealing to the writings of Immanuel Kant.

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

Directory of Open Access Journals (Sweden)

ANCA-IOANA MUNTEANU

2015-02-01

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

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

Science.gov (United States)

2013-07-19

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

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

Science.gov (United States)

2013-12-26

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

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

Science.gov (United States)

2013-10-03

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

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

Science.gov (United States)

2011-09-30

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

human resources management and lecturer's job satisfaction

African Journals Online (AJOL)

PROF EKWUEME

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

Analysis of Human Resources Management Strategy in China Electronic Commerce Enterprises

Science.gov (United States)

Shao, Fang

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

Manager, Human Resources Business Solutions | IDRC ...

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

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

PROVIDING RELIABILITY OF HUMAN RESOURCES IN PRODUCTION MANAGEMENT PROCESS

Directory of Open Access Journals (Sweden)

Anna MAZUR

2014-07-01

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

Organizational Ethics Development and the Human Resource Professional.

Science.gov (United States)

Petrick, Joseph A.

1992-01-01

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

Topological isomorphisms of human brain and financial market networks

Directory of Open Access Journals (Sweden)

Petra E Vértes

2011-09-01

Full Text Available Although metaphorical and conceptual connections between the human brain and the financial markets have often been drawn, rigorous physical or mathematical underpinnings of this analogy remain largely unexplored. Here, we apply a statistical and graph theoretic approach to the study of two datasets - the timeseries of 90 stocks from the New York Stock Exchange over a three-year period, and the fMRI-derived timeseries acquired from 90 brain regions over the course of a 10 min-long functional MRI scan of resting brain function in healthy volunteers. Despite the many obvious substantive differences between these two datasets, graphical analysis demonstrated striking commonalities in terms of global network topological properties. Both the human brain and the market networks were non-random, small-world, modular, hierarchical systems with fat-tailed degree distributions indicating the presence of highly connected hubs. These properties could not be trivially explained by the univariate time series statistics of stock price returns. This degree of topological isomorphism suggests that brains and markets can be regarded broadly as members of the same family of networks. The two systems, however, were not topologically identical. The financial market was more efficient and more modular - more highly optimised for information processing - than the brain networks; but also less robust to systemic disintegration as a result of hub deletion. We conclude that the conceptual connections between brains and markets are not merely metaphorical; rather these two information processing systems can be rigorously compared in the same mathematical language and turn out often to share important topological properties in common to some degree. There will be interesting scientific arbitrage opportunities in further work at the graph theoretically-mediated interface between systems neuroscience and the statistical physics of financial markets.

Topological isomorphisms of human brain and financial market networks.

Science.gov (United States)

Vértes, Petra E; Nicol, Ruth M; Chapman, Sandra C; Watkins, Nicholas W; Robertson, Duncan A; Bullmore, Edward T

2011-01-01

Although metaphorical and conceptual connections between the human brain and the financial markets have often been drawn, rigorous physical or mathematical underpinnings of this analogy remain largely unexplored. Here, we apply a statistical and graph theoretic approach to the study of two datasets - the time series of 90 stocks from the New York stock exchange over a 3-year period, and the fMRI-derived time series acquired from 90 brain regions over the course of a 10-min-long functional MRI scan of resting brain function in healthy volunteers. Despite the many obvious substantive differences between these two datasets, graphical analysis demonstrated striking commonalities in terms of global network topological properties. Both the human brain and the market networks were non-random, small-world, modular, hierarchical systems with fat-tailed degree distributions indicating the presence of highly connected hubs. These properties could not be trivially explained by the univariate time series statistics of stock price returns. This degree of topological isomorphism suggests that brains and markets can be regarded broadly as members of the same family of networks. The two systems, however, were not topologically identical. The financial market was more efficient and more modular - more highly optimized for information processing - than the brain networks; but also less robust to systemic disintegration as a result of hub deletion. We conclude that the conceptual connections between brains and markets are not merely metaphorical; rather these two information processing systems can be rigorously compared in the same mathematical language and turn out often to share important topological properties in common to some degree. There will be interesting scientific arbitrage opportunities in further work at the graph-theoretically mediated interface between systems neuroscience and the statistical physics of financial markets.

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

Science.gov (United States)

2011-09-30

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

Human Resources Operational Data Store Core Services

Data.gov (United States)

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

HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS

Directory of Open Access Journals (Sweden)

Ewa Mazanowska

2015-01-01

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

Human capital and human resource management to achieve ambidextrous learning: A structural perspective

Directory of Open Access Journals (Sweden)

Mirta Diaz-Fernandez

2017-01-01

Full Text Available Organisational learning has become increasingly important for strategic renewal. Ambidextrous organisations are especially successful in the current environment, where firms are required to be efficient and adapt to change. Using a structural approach, this study discusses arguments about the nature of ambidexterity and identifies the kinds of human capital that better support specific learning types and HRM practices suited to these components of human capital. Results highlight learning differences between marketing and production units, as well as different HRM practices and human capital orientations. This study points out that human capital mediates between HRM practices and learning.

Human Resource Management Practices and Innovation

DEFF Research Database (Denmark)

Laursen, Keld; Foss, Nicolai Juul

2014-01-01

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

GENDER INEQUALITY AND HUMAN RESOURCE MANAGEMENT ...

African Journals Online (AJOL)

LUCY

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

Governance and human resources for health

NARCIS (Netherlands)

Dieleman, Marjolein; Hilhorst, Thea

2011-01-01

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

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

Science.gov (United States)

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

2014-01-01

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

The nonutilisation of human capital in regional labour markets across Europe

NARCIS (Netherlands)

Elhorst, JP

In this paper the author investigates the extent to which regional Europe exceeds its minimum level of nonemployment by estimating a stochastic frontier model. This surplus is called the 'inefficiency of regional labour markets'-the degree to which potential labour-force resources among the

Key challenges of human resources for health in India

OpenAIRE

Priya Sinha

2016-01-01

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

Retention practices in education human resources management ...

African Journals Online (AJOL)

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

A Transmission-Cost-Based Model to Estimate the Amount of Market-Integrable Wind Resources

DEFF Research Database (Denmark)

Morales González, Juan Miguel; Pinson, Pierre; Madsen, Henrik

2012-01-01

are made to share the expenses in transmission derived from their integration, they may see the doors of electricity markets closed for not being competitive enough. This paper presents a model to decide the amount of wind resources that are economically exploitable at a given location from a transmission......In the pursuit of the large-scale integration of wind power production, it is imperative to evaluate plausible frictions among the stochastic nature of wind generation, electricity markets, and the investments in transmission required to accommodate larger amounts of wind. If wind producers......-cost perspective. This model accounts for the uncertain character of wind by using a modeling framework based on stochastic optimization, simulates market barriers by means of a bi-level structure, and considers the financial risk of investments in transmission through the conditional value-at-risk. The major...

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

Directory of Open Access Journals (Sweden)

Muhammed Kürşad Özlen

2014-07-01

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

Human Resources Development in the 70s

Science.gov (United States)

Ludeman, Bart L.

1977-01-01

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

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

OpenAIRE

Wiryanto, Wisber

2018-01-01

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

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

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-09-01

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

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

OpenAIRE

Anohi Ionut; Bujduveanu Aurica; ?tefãnicã Virginia

2012-01-01

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

Impact of Market-Based Disturbance on the Composition of West Virginia's Forest Resource

Science.gov (United States)

William G. Luppold; John E. Baumgras; John E. Baumgras

2000-01-01

The eastern hardwood resource has been shaped by a combination of human and natural disturbances. This impact on the forest resources of West Virginia has been especially dramatic. This resource has changed from a virgin forest dominated white oak, chestnut, spruce, white pine, and hemlock in the late 19th century, to one dominated by red oak in the 1950's, to...

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

Directory of Open Access Journals (Sweden)

BUICLI OLGA

2017-12-01

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

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

Directory of Open Access Journals (Sweden)

Irfan Ullah

2013-08-01

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

42 CFR 482.98 - Condition of participation: Human resources.

Science.gov (United States)

2010-10-01

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

Enrico Chiaveri, new Head of the Human Resources Department

CERN Document Server

2005-01-01

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

STRATEGIC HUMAN RESOURCE MANAGEMENT : A Cross-Cultural Managerial Approach

OpenAIRE

Anyangwe, Xavier

2017-01-01

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

Capacity Markets and Market Stability

International Nuclear Information System (INIS)

Stauffer, Hoff

2006-01-01

The good news is that market stability can be achieved through a combination of longer-term contracts, auctions for far enough in the future to permit new entry, a capacity management system, and a demand curve. The bad news is that if and when stable capacity markets are designed, the markets may seem to be relatively close to where we started - with integrated resource planning. Market ideologues will find this anathema. (author)

Using best practices in designing a lifelong learning strategy for human resources in Romania

Directory of Open Access Journals (Sweden)

Dorel Mihai Paraschiv

2013-06-01

Full Text Available Starting from the understanding that society as a whole can not move forward without sufficient incentives, we initiated this research aiming to identify good practices in formulating strategies on lifelong learning in order to emphasize the need to create a stable framework for the development and training of human resources. Considering that in the last decade there has been a growing desire among higher education graduates to study abroad after their mobility period and showed the willingness to engage in the labor market in other european countries, we think that the proposed research theme fully justify its relevance, in terms of the need to create medium and long term strategies in order to ensure compliance with the next european regulations framework and a set of elements that have the capacity to regain the qualified romanian human resources employed abroad. Without a european workforce that is able to respond promptly to training tasks throughout life, Romania and after that Europe will not gain the skills needed to achieve an competitive advantage among other world economies. In this respect, we think that the present theme is sufficiently anchored in the realities of our contemporary society on the one hand and on the other hand requires to identify the concrete measures that could be put in place in order to improve the issues presented.

KNOWLEDGE MANAGEMENT SYSTEM DESIGN AT HUMAN RESOURCES DIVISION

Directory of Open Access Journals (Sweden)

Yanti Yanti

2009-05-01

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