Nuclear human resources management in Serbia

International Nuclear Information System (INIS)

Videnovic, I.

2007-01-01

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

Policy for securing human resources in the nuclear industry of Japan

International Nuclear Information System (INIS)

Takeuchi, S.

1993-01-01

The shortage of human resources in the field of nuclear industry in Japan is due to: structural difficulty resulting from the prevailing labor shortage in Japan, difficulties from the ever-intensifying adverse wind against nuclear power, and difficulties specific to R and D organizations. A practical plan is proposed for securing qualified personnel: approach to be directly made on campuses; effective/advanced management of human resources; better treatment and fringe benefit; promoting the nuclear industry attractiveness; expanding the scope of basic and fundamental researches; regaining the public confidence; closer cooperation between the government and the nuclear power groups. 6 figs

Modelling human resource requirements for the nuclear industry in Europe

Energy Technology Data Exchange (ETDEWEB)

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

2017-11-15

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

Modelling human resource requirements for the nuclear industry in Europe

International Nuclear Information System (INIS)

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

2017-01-01

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

Human resources for the nuclear sector in the Republic of Niger

International Nuclear Information System (INIS)

Hassane, S.

2004-01-01

Full text: 1. Introduction: It is interesting to examine how the need to develop and maintain skills in term of human resources was dealt with Niger's nuclear sector. Although the country is one of poorest in the world, some insight can be derived from its experience. The Niger politics and strategies for both demand and supply side of human resources in the nuclear sector are to promote tangible socio-economic impact to the achievement of major sustainable development priorities. Member state of International Atomic Energy Agency (IAEA) since 1968, Niger was started during the same year, its nuclear activities by extraction and processing uranium from open pit mine of SOMAIR. With 2960 tons of uranium from two big mines, Niger becomes the 3rd world producer. Training and education are critical components of the development of human resources related to the nuclear sector in Niger Republic. The country has gone through a number of initiatives to consolidate its legal framework concerning radiation safety. The National Centre of Radio Protection (NCRP), under the Ministry of Heath, is operational and is responsible for national regulatory activities programme, while the Ministry of Mines and Energy regulates uranium mining and milling activities. Both regulatory authorities need to develop their human resources to be able to inspect users and enforce regulatory requirements in all areas. 2. Human resources suppliers: In order to establish a pool of competency, mining companies send their workers to France for education and training. Incentives (good social condition, salaries etc) were provided to attract people to work in nuclear programme. Many foreign professionals were short-term consultants, but many of them are employed by the companies, forming a pool of well-skilled and motivated professionals. One way that was used to enhance and maintain the pool of trained professionals was the technical co-operation with the IAEA In this regard, we thank IAEA who has

Human resources in nuclear power program

International Nuclear Information System (INIS)

Machi, Sueo

2008-01-01

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

Assessment of the human resources infrastructure for nuclear energy program in Macedonia

International Nuclear Information System (INIS)

Chaushevski, A.; Spasevska, H.; Nikolova-Poceva, S.; Popov, P.

2015-01-01

Macedonia is a country with no nuclear power and research reactors. The nuclear application is currently only in the medical industry, agriculture and food industry, accompanied by radiation measuring and protection activities in these sectors. On the other side the energy needs have been increasing in the last ten years, which resulted in electrical energy import of about 20–30% (around 3000 GWh). Nuclear power is one of the options for satisfying energy needs in the next 50 years. One of the crucial problems in nuclear energy implementation are human resources needs and educational infrastructure development in this field. No matter what will be the future energy scenario in the Republic of Macedonia, the nuclear educational program is the first step to have HR in the field of nuclear energy. This paper presents the proposed direction for having HR in nuclear energy program in a small country such as the Republic of Macedonia. Taking into account the existing national education program related to nuclear topics and in particular to nuclear power, and following the guidance and recommendations from the international nuclear educational programs at the IAEA, EHRO and others, the planning of the educational nuclear programs and human resources development in the Republic of Macedonia has been carried out. This includes the enhancing the capabilities of the national regulatory body in the Republic of Macedonia. (authors) Keywords: NEP (Nuclear Energy Program), HR (Human Resources), NEPIO (Nuclear Energy Program Implementation Organization), NRB (Nuclear Regulatory Body), NPP

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

International Nuclear Information System (INIS)

Zheng Mingguang

2011-01-01

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

Challenges in education and qualification of human resources for next nuclear generation

International Nuclear Information System (INIS)

Pupak, Marcia Orrico

2009-01-01

The general goal of this paper is to present an overview of Higher Education and personnel qualification for Nuclear Field by the perspective of the International Atomic Energy Agency (IAEA), also by the Organization for Economic Co-operation and Development (OECD and by the United Nations Educational Scientific and Cultural Organization (UNESCO). On the other hand to present the challenge of the Brazilian Government in redesigning, since 2003, the role of the state in order to make it active for younger generations, while promoting growth and social justice, has guided in all actions carried out under the Policy of Human Resources Management of public personnel. The government should be able to formulate and implement public policies and decide among various options, what is the most appropriate for its Human Resources. For this, they require the strengthening of strategic intelligence and government adoption of new ways of interaction and participation. The role played by the Brazilian Nuclear Energy Commission (CNEN) in looking forward to replace and qualify its nuclear staff, as soon as up, since that the qualification of a human resource in this field demands more than one decade. Last but not least the proactive work of IPEN-CNEN/SP to encourage young generation to enter nuclear area, and the efforts of the Brazilian government to implement an integrated Nuclear Programme to form human resources, to attract and retain students in nuclear engineering and related specialized fields, and how this problem should attract the attention of the entire nuclear community, government and industry. (author)

Risk management and nuclear human resources management in construction nuclear power plants in the Gulf Countries

International Nuclear Information System (INIS)

Saeed Hakami; Salim Almarmary

2009-01-01

The countries of the Gulf region have the capacity to rapidly expand their economic growth and gross domestic product (GDP). Also, one may observe that their growth rate is very high. To match this, they need a mix of energy sources for this economic growth. Nuclear power plants can have a significant role as a source of energy in the Gulf countries. Although, some of the Gulf countries signed contracts to construct nuclear power plants, they still require high a level of education as well as sufficient and adequate human resources in order to solve complex issues which may happen at nuclear power plants. The objective of this paper is to identify the complex issues that may arise at a nuclear site. Then the paper goes on to discuss how to evaluate these issues. Finally, the paper studies how to manage and control such complex issues in the work place. The advantage of highly educated people as well as sufficient and adequate human resource can increasingly protect and save human health and the natural environment from issues relating to the use of nuclear energy. There are vast theories, strategies and tools that have discussed in regards to human resources management in the nuclear industries. However, this paper chiefly provides a new risk management methodology. This methodology helps to highlight the risk factors and their consequences at nuclear sites. This paper is intended to decrease risks; to protect human health in the work place at nuclear power plants and save the environment within and beyond national borders and for future generations. It aims to increase safety from the use of nuclear energy, particularly in the Gulf countries.(Author)

Future perspectives of human resources in nuclear technology - The Korean case

International Nuclear Information System (INIS)

Min, B.J.

2007-01-01

Full text: Synopsis. The prospects for growth for the nuclear power industry in the Republic of Korea, have improved notably in last few years, as the need for generating capacity grows to meet burgeoning energy demand and developmental needs, and as environment, climate change and energy supply security continue become matters of rising concern. Nuclear technology itself has also changed, with evolutionary and innovative changes in reactor design and safety measures. Nuclear technology development both requires and fosters human resource development (HRD). 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. It also fosters the development of spin-off industries and synergies. Productive and goal-oriented HRD and M is a dynamic long-term process that balances the dynamics of supply and demand of human resources with respect to the education, recruitment, maintenance and proper training of the human resources needed for industry operations as well as innovation. Such a programme in fact was the foundation for the birth of the Korean nuclear industry, with the government sponsoring nuclear-related- training and education for hundreds of persons under the tutelage of companies and countries overseas having experience with nuclear and related sciences and technology. This cadre, once repatriated, formed the nucleus for domestic training and education programmes as an integral part of nuclear energy development and consistent with national policies. HRD and M in Korea today comprises an educational network among academic and research institutes, government and industry. Forming such a cadre is not the result of a one-off training process, but must be planned and sustained consistently over time and its talents regularly applied

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

Science.gov (United States)

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

2017-01-01

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

Human resources development in nuclear field in Japan

International Nuclear Information System (INIS)

Seki, Y.

2007-01-01

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

Evaluation of Human Resource Needs for a New Nuclear Power Plant: Armenian Case Study

International Nuclear Information System (INIS)

2011-05-01

Rising expectations of an increased role for nuclear power in providing energy for future national and global sustainable development have become a reality in many Member States of the IAEA. Over the last several years, dozens of Member States have announced plans to embark on or expand nuclear power programmes. Reflecting on these developments, the IAEA has adjusted its priorities to focus more on the nuclear power programmes of newcomers. Specifically, the IAEA has produced publications providing guidance on the development of a national infrastructure for nuclear power (IAEA Nuclear Energy Series No. NG-G-3.1) and on managing human resources in the field of nuclear energy (IAEA Nuclear Energy Series No. NG-G-2.1). Additionally, assistance to eligible Member States through new technical cooperation (TC) projects has been increased, including direct support through on-site assist visits. In 2007-2008, the IAEA carried out a TC project titled 'Feasibility study of nuclear energy development in Armenia: Evaluation of human resource needs in conjunction with new NPP build' (ARM-005). The project analysed the human resource demands required to support work at all stages of the life cycle of a new power unit planned for Armenia. This included drafting proposals for the means, conditions and requirements for development of human resource capabilities needed to carry out the work. This report is intended to complement the previous IAEA publications by providing an in-depth technical consideration into this critical area of human resource development. The report summarizes major findings of the TC project and details the tasks linked to management of the human resources that will be required by a country planning to build a new NPP. Additional guidance on the development of a national nuclear infrastructure can be found in the IAEA publication 'Milestones in the Development of a National Infrastructure for Nuclear Power', IAEA Nuclear Energy Series No. NG-G-3.1. The

Nuclear training as the integral part of managing of human resources

International Nuclear Information System (INIS)

Kazennov, A.Yu.; )

2010-01-01

The author reports on the personnel training that is one of important measures to achieve and maintain the required competence of various categories of nuclear facility employees, including nuclear power plants, and one of important activities in the framework of overall management system to improve organizational and human performance of a nuclear facility. The role of the IAEA in the assistance in the development of training systems for nuclear power plants is described, in particular the activity of the Technical Working Group on Managing Human Resources in the Field of Nuclear Energy (TWG-MHR) and The Education and Training Support Group (ETSG) [ru

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

International Nuclear Information System (INIS)

Yousif, Eltayeb H. Elneel

2014-01-01

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

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

International Nuclear Information System (INIS)

Lee, Eui Jin

2005-01-01

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

Human Resource Development for Nuclear Power Programme in Uganda

International Nuclear Information System (INIS)

Henry, Ovona

2014-01-01

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

Measures for human resources assure in nuclear energy sector in Bulgaria

International Nuclear Information System (INIS)

Parvanov, B.; Kostadinova, K.; Marinov, L.

2009-01-01

The planned and undertaken measures like: Council of Ministers Decree on the provision and training of personnel for nuclear energy; development of regional nuclear technology and training center for development and deployment of nuclear technology and education and training; establishment of a national system for providing and maintaining of nuclear education quality; creation of a national nuclear research program within framework of Scientific Research Fund ect. The assessment of the future human resources needs in nuclear energy sector for period 2009-2013, as well as the opportunities for training, education and qualification of the personnel are presented

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

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

International Nuclear Information System (INIS)

2001-06-01

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

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2001-06-01

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

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

International Nuclear Information System (INIS)

2012-01-01

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

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2012-10-15

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

Global status of nuclear power and the needed human resources

International Nuclear Information System (INIS)

Bernido, Corazon C.

2009-01-01

According to projections of the OECD/IEA, the world energy demand will expand by 45% from now until 2030, with coal accounting for more than a third of the overall rise. To reduce greenhouse gases and mitigate climate change, many countries are resorting to renewables and nuclear power. Some statistics about nuclear energy in the global energy mix and about nuclear power plants worldwide, as well as the energy situation in the country are presented. According to sources from the Department of Energy on the Philippine Energy Plan, nuclear power is a long-term energy option and will likely enter the energy mix by 2025. Preparation of the infrastructure for nuclear power has to start ten to fifteen years before the first plant comes online. The needed human resources, the education and training required are present. (Author)

GC Side Event: Nuclear Operators Forum: Challenges in Human Resources Management for Sustainable Nuclear Power Generation. Presentations

International Nuclear Information System (INIS)

2017-01-01

This year’s Forum focussed on human resources challenges and necessary actions to support the future of nuclear energy, including building and maintaining the workforce, economic challenges and new ways of learning

Preparation of human resources for future nuclear energy using FBNR as the instrument of learning

International Nuclear Information System (INIS)

Sefidvash, Farhang; Espinoza, Patricio; Guerrero, Victor Hugo

2015-01-01

An increasing number of developing countries are showing interest to become the emerging countries to nuclear energy. Most of these countries lack human resources and adequate infrastructures to enter such a venture. The principle objective of activities of FBNR Group is to train human resources for the countries that at the present lack the necessary conditions, but aim at the future clean and safe nuclear energy through the fourth generation and INPRO compatible nuclear reactors. The preparation for the future nuclear energy is done through development of innovative nuclear reactor that meets the INPRO philosophies and criteria. These countries may or may not have decided as yet to utilize nuclear energy, but are interested to gain a strong educational foundation for their future. The research and development of a small innovative nuclear reactor FBNR is used as the instrument for learning. The young scientists will learn how to be innovative with the vision of INPRO philosophy and criteria.

Preparation of human resources for future nuclear energy using FBNR as the instrument of learning

Energy Technology Data Exchange (ETDEWEB)

Sefidvash, Farhang; Espinoza, Patricio; Guerrero, Victor Hugo [Escuela Politecnica Nacional (EPN), Quito (Ecuador); and others

2015-11-15

An increasing number of developing countries are showing interest to become the emerging countries to nuclear energy. Most of these countries lack human resources and adequate infrastructures to enter such a venture. The principle objective of activities of FBNR Group is to train human resources for the countries that at the present lack the necessary conditions, but aim at the future clean and safe nuclear energy through the fourth generation and INPRO compatible nuclear reactors. The preparation for the future nuclear energy is done through development of innovative nuclear reactor that meets the INPRO philosophies and criteria. These countries may or may not have decided as yet to utilize nuclear energy, but are interested to gain a strong educational foundation for their future. The research and development of a small innovative nuclear reactor FBNR is used as the instrument for learning. The young scientists will learn how to be innovative with the vision of INPRO philosophy and criteria.

Human Resources Requirements for New Nuclear Power Programs

International Nuclear Information System (INIS)

Goodnight, Charles T.

2014-01-01

Summary: Planning to Meet HR Requirements for New Nuclear Power Programs Must Begin Early. Many years of preparation are required before the “Right Number of the Right People” … will be … “In the Right Place at the Right Time”. • Seven key steps which must be taken include: 1) Identify detailed Human Resources requirements, based on the selected site and reactor design; 2) Conduct an assessment of national capacity to develop and/or provide those resources; 3) Conduct a Gap Analysis to determine what additional steps will be needed to fill any capacity shortfalls; 4) Develop initial and recurring recruiting and training plans; 5) Begin recruiting and training; 6) Review and adjust as personnel move and/or leave; 7) Ensure adequate relationships are in place for sources of future recruiting

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

International Nuclear Information System (INIS)

Shadrack, A.

2014-01-01

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

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

Energy Technology Data Exchange (ETDEWEB)

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

2014-07-01

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

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

International Nuclear Information System (INIS)

Simo, A.; Nyobe, J.B.

2004-01-01

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

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

International Nuclear Information System (INIS)

Simo, A.; Nyobe, J.B.

2004-01-01

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

Human resource issues related to an expanding nuclear power programme

International Nuclear Information System (INIS)

2006-05-01

The IAEA Technical Working Group on Training and Qualification of Nuclear Power Plant Personnel recommended that the IAEA develop guidelines on human resource management (including staffing) and training/education programmes for new nuclear power plant (NPP) designs. This recommendation was made in recognition that these future NPPs may have significantly different needs in this area compared to operating plants, and if so, NPP operating organizations should integrate these needs into their planning for future NPP projects. This report is primarily intended for use by NPP operating organizations that already have units in operation and that are considering adding to their fleet. Therefore, the addition of both new and current designs are addressed in this report. However, it should also be of value to those organizations that are considering the initial implementation of nuclear power, as well as decision makers in government, and in other nuclear industry organizations

The Thai-Canadian nuclear human resources development linkage project

International Nuclear Information System (INIS)

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

1998-01-01

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

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

International Nuclear Information System (INIS)

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

2016-01-01

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

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

International Nuclear Information System (INIS)

2017-06-01

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

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)

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)

The nature of expertise and human resource functions supporting expertise in nuclear industry organizations

International Nuclear Information System (INIS)

Rintala, N.; Katri, S.; Eila, J.; Pahkin, K.; Anneli, L.

2007-01-01

Full text: The nuclear industry worldwide faces the challenge of preserving the existing expertise, competence and knowledge despite of the ageing workforce and upcoming retirements. Challenges are also imposed by the reducing amount of new recruits and students entering the nuclear industry, which amounts to fewer young professionals that have the potential to become nuclear experts in the future. Although many other industries share similar challenges, the preservation of expertise in the nuclear industry is even more important due to the safety-critical nature of the nuclear operations and the special characteristics that high-reliability organizations such as nuclear power plants have. As a response to the risk of knowledge loss, nuclear organizations have engaged in knowledge capturing efforts. New information systems and organizational practices have been implemented to safeguard nuclear expertise. Recently, IAEA has proposed nuclear organizations to design and adopt people-centered programs that encompass themes such as workforce planning, recruitment, training, succession planning, leadership development and knowledge management. Thus, in order to address the current risks to nuclear expertise, attention should be focused on these different areas and corresponding human resources (HR) functions within the nuclear organizations. Our paper presents results from a project which examines the nature of expert work and human resources (HR) functions that support the development and preservation of expertise. The study adopts a qualitative cross-sectional case study design. Two organizational units from different nuclear industry organizations have been selected as cases. The research data will be gathered in April-May 2007 and preliminary results will be presented in the International Conference of Knowledge Management in Nuclear Facilities, in June 2007. The main data will comprise of thematic interviews to experts, their managers and HR representatives

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

International Nuclear Information System (INIS)

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

2012-01-01

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

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

International Nuclear Information System (INIS)

2006-01-01

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

The PRONUCLEAR role (1976-1986 in the human resource training for the nuclear area in Brazil: science history

International Nuclear Information System (INIS)

Schmiedecke, Winston Gomes

2006-01-01

In 1975, an agreement between the governments of Brazil and West-Germany was signed for the construction of nuclear power plants in Brazil as well as the extraction, processing and enrichment of uranium. As the result of the first oil crisis and facing the perspective of a continuous world energy crisis, the Brazilian government decided to turn to nuclear power as an alternative supply for the country's energy needs. However, serious limitations were present regarding the transfer of nuclear technology for a third world country. This paper analyzes some aspects of the process involved in the creation of the specialized human resources during the extent of the agreement between Brazil and West Germany. Since its inception, the agreement received harsh criticism from the Brazilian nuclear physics and related fields scientific communities. Because the planning and implementation of the agreement took place during a period of military dictatorship, the decisions relating to the agreement were never debated between the policy makers and the scientific community. Not surprisingly, the agreement received plenty of criticism that ranged from the actual need for nuclear power to technical feasibility and suspicious of possible military uses and even the very policies created to prepare human resources to work in the nuclear area. One of the most important tools of these policies was the Programa de Recursos Humanos para o Setor Nuclear - PRONUCLEAR (Nuclear Sector Human Resources Program), implemented in 1976 and gradually deactivated starting in 1983. (author)

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

International Nuclear Information System (INIS)

Peddicord, K.L.

2014-01-01

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

Human capital in nuclear industry

International Nuclear Information System (INIS)

Anon.

2010-01-01

On June 7, 2010, as part of the Atomexpo 2010 exhibition, a round-table discussion took place on the topic Human capital in the nuclear industry: challenges and solutions. The article summarizes reports made during the meeting. Tatiana Kozhevnikova, deputy director general of the Rosatom Corporation, made a report about the strategy and best human resource management practices in member companies of the Corporation. She briefly described the state of the human capital in the Russian nuclear industry and outlined the key provisions of the human resource management strategy. Attendees to the round-table discussion elaborated further on the key statements of the report. The discussion has given an evidence that the Russian nuclear industry is giving an enormous importance to human resource management and is firmly intended on successfully tacking the issues associated with the provision of sufficient staff for the industry's safe and efficient development [ru

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

International Nuclear Information System (INIS)

Murao, Yoshio

2000-01-01

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

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 - 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

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

International Nuclear Information System (INIS)

Amano, Y.

2010-03-01

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

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

International Nuclear Information System (INIS)

Amano, Y.

2012-01-01

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

Promotion of Bilateral Cooperative Programs in Nuclear Human Resources Development

Energy Technology Data Exchange (ETDEWEB)

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

2009-08-15

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

Promotion of Bilateral Cooperative Programs in Nuclear Human Resources Development

International Nuclear Information System (INIS)

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

2009-08-01

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

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

International Nuclear Information System (INIS)

Ngo Qui Viet; Vu Dang Ninh

2000-01-01

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

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

Energy Technology Data Exchange (ETDEWEB)

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

2000-12-01

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

Generating human resources in nuclear engineering in India: need of the hour

International Nuclear Information System (INIS)

Roy, Prateep

2010-01-01

With the fast growth of energy requirement scenario, particularly, in India with limited dependence on fossil power and increased emphasis on green power we have lots of nuclear power plant and associated projects in pipeline. This requires enormous human resources trained and qualified in nuclear engineering who will be engaged in all aspects of nuclear plant projects right from conceptualization, design, construction, development, operation, maintenance till decommissioning. As on today, Department of Atomic Energy (DAE) in Government of India is almost the only agency catering to this need. DAE grooms graduate engineers from various disciplines and postgraduates from sciences, specially, Physics and Chemistry. But, it takes enough financial resources and full 1-year duration past graduation from Indian Government. Even after imparting training to these freshly recruited DAE employees, sizeable chunk of the population quit DAE for better prospect such as higher studies abroad, management studies, IT profession etc. Also, the people trained in nuclear engineering are fewer in number than required and the gap would be increasingly large as time progresses and increasing number of nuclear plants would be constructed/operational. Comparatively larger number of engineering graduates currently produced in India are in Computer Engineering/Information Technology rather than in conventional disciplines like Civil, Mechanical, Electrical, Electronics and Telecommunications Engineering. This poses another problem of orienting/motivating the manpower in nuclear fields. Considering these problems the author proposes to produce and develop nuclear engineering graduates directly in the academic institutions which will help the nation in reducing the gap between the increasing demand of manpower in view of large number of nuclear plants in the pipeline and the availability of the nuclear engineers. Even large number of industries related to manufacturing and consultancy also

e-Cluster Building and Using for Nuclear Industry Human Resources

International Nuclear Information System (INIS)

Hur, Jung Hoon; Suh, Jang Soo

2009-01-01

In line with its industry support policy, KHNP provides training courses for small and medium sized companies within the nuclear sector. The courses cover three main areas; technical development, market expansion and human resource and finance. They are provided in traditional classroom settings and on-line. Employees from small and medium sized companies can take any of the available courses according to company and individual training and development requirements. While the training and development opportunities serve a role in the growth and development of skills and capabilities industry-wide, KHNP also sees the involvement of a wide range of nuclear industry participants in the program as a means of developing a safety consensus that addresses both operational and social safety concerns. The purpose of this paper is to outline the successes of the KHNP industry training support program to date and to propose the development of an e-Cluster model. This model envisages the development of a nuclear industry. It will provide a means for sharing information and developing and maintaining industry-wide technical, management and safety standards

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

International Nuclear Information System (INIS)

2001-06-01

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

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2001-06-01

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

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2004-07-01

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

Human Resource Managements as a part of the Human Factors Management Program(HFMP) for Nuclear Power Plants

International Nuclear Information System (INIS)

Kim, DaeHo; Lee, YongHee; Lee, JungWoon; Kim, Younggab

2007-01-01

Programs for the effective implementation and management of human factor issues in nuclear power plants (NPPs) should contain technical criteria, an establishment of a job process, and activities for job improvements and be a system through which human factors can be managed in an integrated way. Human factors to be managed should include those related to an operation of plants as well as those related to a plant design as mentioned in NUREG-0800(2004), NUREG- 0711(2004), and NUREG-0700(2002). Human factor items to be managed for an operation of plants are listed in the PSR (Periodic Safety Review) items defined in the Enforcement of Regulation of the Atomic Energy Act. They are procedures, a work management system including a shift work management, a qualification management of plant personnel, training, a work amount assessment, a MMI (Man Machine Interface), and the use of experience. Among these factors, factors related to a human resource management include work management systems and the status of a work management including shift work, a qualification management ensuring qualified workers on duty at all times, and the systems for and the status of training and education. This paper addresses the scope of a human resource management, guidelines and procedures to be developed for a human resource management, and considerations critical in the development of guidelines and procedures

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

Energy Technology Data Exchange (ETDEWEB)

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

2000-12-01

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

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

International Nuclear Information System (INIS)

Choi, Young-Myung; Lee, Eui-Jin

2000-01-01

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

Current situation of the facilities, equipments and human resources in nuclear medicine in Argentina

International Nuclear Information System (INIS)

Chiliutti, Claudia A.

2008-01-01

The current situation of nuclear medicine in Argentina, taking into account the facilities, their equipment and human resources available is presented in this paper. A review and analysis of the equipment, including technical characteristics and a survey of the professionals and technicians of the area, was carried out. In Argentina, there are 266 centers of nuclear medicine distributed all over the country. The operating licenses are granted by the Nuclear Regulatory Authority (Autoridad Regulatoria Nuclear - ARN). Forty four percent of the installed equipment are SPECT of 1 or 2 heads and 39,4 % are gamma camera. Besides, there are eleven PET operating in Argentina. There are 416 nuclear medicine physicians with individual permit for diagnostic purposes and 50% of them has also individual permit for treatment purposes. With the purpose of analyzing the regional distribution of the available resources in nuclear medicine, the country was divided into 7 geographical regions: City of Buenos Aires, Province of Buenos Aires, Pampa, Cuyo, Northeast, Northwest and Patagonia. From the analysis of the gathered information it is possible to conclude that the nuclear medicine equipment as well as the personnel present an irregular distribution, with a major concentration in the City of Buenos Aires and Province of Buenos Aires. The Northeast region presents the lowest number of Nuclear Medicine centers and the Patagonia region has the lowest number of medicine nuclear physicians with individual permits. The number of SPECT and gamma cameras is 7,3 per million of inhabitants. The information about the available resources in nuclear medicine presented in this paper and its comparison with the international information available provide elements for a better planning of the future activities in the area not only for the operators but also from the regulatory point of view. (author)

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

International Nuclear Information System (INIS)

Klein, D.E.

2010-03-01

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

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

International Nuclear Information System (INIS)

2005-03-01

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

Strategies for the formation of human resources in the mexican nuclear field

International Nuclear Information System (INIS)

Gomez T, A.M.; Valle G, E. del; Francois L, J.L.; Espinosa P, G.; Mireles G, F.; Croche B, R.; Lartigue G, J.

2007-01-01

This work looks for to put in the discussion table the topic of the formation of human resources highly qualified that doubtless will need the country in the short term, same that will have to begin to be formed from now on to be able to satisfy the demand in the next future. They take like base several studies carried out by the NEA/OECD and the recommendations that have emanated of the same ones for later to make an approach of the current Mexican situation and to conclude with a series of recommendations that have been identified. The recommendations here exposed, they are only the thought of the authors and in no way they are based on an already carried out study. However it will be important to open the debate on the real strategies to have a national nuclear politics based on solid resultant foundations of the production and training of brilliant human resources. (Author)

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

International Nuclear Information System (INIS)

2017-07-01

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

Deriving human resource requirements for new nuclear plants

International Nuclear Information System (INIS)

Goodnight, Ch.T.

2007-01-01

For those contemplating the deployment of a new nuclear plant, critical issues include the development of the operational staff and its organization. This paper will discuss the key elements of deriving an appropriate staff plan for steady state operations. There are five areas that must be analyzed, and each area has unique requirements. These key areas are 1) Operations, 2) Engineering, 3) Maintenance, 4) Regulatory/Oversight, and 5) Site Support. After the analysis for each area is complete, and the human resource requirements are identified, an organizational structure must be developed to support the necessary management, potential centralization, and appropriate functional alignments for effective and safe plant operation. Four organizational design principals have been defined. The first design principal relates to the organizational structure: no more than 7 layers of management between an individual contributor and the senior nuclear manager in the NPP. The second design principal relates to the grouping of activities in order to ensure appropriate management of related or supporting activities. The third design principal relates to out-sourcing support activities when these activities comply with particular conditions for instance when they are not mission critical to day-to day plant operations. The fourth design principal relates to the centralization of some activities when there is more than one NPP operated by the same parent company

Human resource development, National Nuclear Energy Agency, Indonesia

International Nuclear Information System (INIS)

Karsono

2007-01-01

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

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

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)

Building an integrated nuclear engineering and nuclear science human resources pipeline at the Idaho National Engineering and Environmental Laboratory

International Nuclear Information System (INIS)

Sneed, A.; Sikorski, B.; Lineberry, M.; Jolly, J.

2004-01-01

Full text: In 2002, the US Department of Energy (US DOE) transferred sponsorship of the INEEL and ANL-W to the DOE Office of Nuclear Energy, Science and Technology and designated the INEEL and ANL-W as the nation's lead laboratories for nuclear reactor and nuclear fuel cycle research and development. This transfer acknowledged the laboratories' history, infrastructure, expertise and commitment to collaborate broadly in order to fulfill its assigned role as the nation's center for nuclear energy research and development. Key to this role is the availability of well-educated and trained nuclear engineers, professionals from other disciplines of engineering, nuclear scientists, and others with advanced degrees in supporting disciplines such as physics, chemistry, and math. In 2005 the INEEL and ANL-W will be combined into the Idaho National Laboratory (INL). One of US DOE's objectives for the INL will be for it to take a strong role in the revitalization of nuclear engineering and nuclear science education in the US. Responding to this objective for the INL and the national need to rejuvenate nuclear engineering and nuclear science research and education, ISU, University of Idaho (UI), Boise State University, the INEEL, and ANL-W are all supporting a new Institute of Nuclear Science and Engineering (INSE), initially proposed by and to be administered by ISU. The Institute will rely on the resources of both universities and the INL to create a US center for reactor and fuel cycle research to development and attract outstanding faculty and students to Idaho and to the INL. The Institute and other university based education development efforts represent only one component of a viable Human Resources Pipeline from university to leading edge laboratory researcher. Another critical component is the successful integration of new graduates into the laboratory research environment, the transfer of knowledge from senior researchers, and the development of these individuals into

State-of-the-art of the installations, equipments and human resources of nuclear medicine in Argentina

International Nuclear Information System (INIS)

Chiliutti, Claudia A.

2004-01-01

The current situation of nuclear medicine in Argentina, taking into account the facilities, their equipment and human resources available is presented in this paper. A review and analysis of the equipment, including technical characteristics and a survey of the professionals and technicians of the area, was carried out . In Argentina, there are 292 centers of nuclear medicine distributed all over the country. The operating licenses are granted by the Nuclear Regulatory Authority. Forty percent of the installed equipment are SPECT of 1 or 2 heads and 40 % are gamma camera. Besides, there are two PET operating in Argentina. There are 402 nuclear medicine physicians with individual permit for diagnostic purposes and 50% of them has also individual permit for treatment purposes. With the purpose of analyzing the regional distribution of the available resources in nuclear medicine, the country was divided into 7 geographical regions: City of Buenos Aires, Province of Buenos Aires, Pampeana, Cuyo, Northeast, Northwest and Patagonia. From the analysis of the gathered information it is possible to conclude that the nuclear medicine equipment as well as the personnel presents an irregular distribution, with a major concentration in the City of Buenos Aires and Province of Buenos Aires. The Northeast region presents the lowest number of Nuclear Medicine centers and the Patagonia region has the lowest number of nuclear medicine physicians with individual permits. The number of SPECT and gamma cameras is 8,65 per million of inhabitants. The information about the available resources in nuclear medicine presented in this paper and its comparison with the international available information provide elements for a better planning of the future activities in the area not only for the operators but also from the regulatory point of view. (author)

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

International Nuclear Information System (INIS)

2015-07-01

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

Toshiba's activity concerning technology succession and human resource development

International Nuclear Information System (INIS)

Ogura, Kenji; Hoshide, Akehiko

2008-01-01

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

Human Resources Capacity Building as a Strategy in Strengthening Nuclear Knowledge Sustainability in the Experimental Fuel Element Installation of BATAN-Indonesia

International Nuclear Information System (INIS)

Ratih Langenati; Bambang, Herutomo; Arief Sasongko Adhi

2014-01-01

Strategy in Strengthening Nuclear Knowledge Sustainability: • In order to maintain human resources capacity related to nuclear fuel production technology, a nuclear knowledge preservation program is implemented in the EFEI. • The program includes coaching/training, mentoring and documenting important knowledge. • The program activities are monitored and evaluated quarterly for its improvement in the following year

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

International Nuclear Information System (INIS)

2000-12-01

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

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2000-12-01

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

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

International Nuclear Information System (INIS)

2002-07-01

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

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

International Nuclear Information System (INIS)

2013-11-01

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

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

International Nuclear Information System (INIS)

2014-03-01

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

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

International Nuclear Information System (INIS)

Hotta, Akitoshi

2010-01-01

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

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

International Nuclear Information System (INIS)

2012-03-01

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

Managing Human Performance to Improve Nuclear Facility Operation

International Nuclear Information System (INIS)

2013-01-01

One of the IAEA's statutory objectives is to 'seek to accelerate and enlarge the contribution of atomic energy to peace, health and prosperity throughout the world.' One way this objective is achieved is through the publication of a range of technical series. Two of these are the IAEA Nuclear Energy Series and the IAEA Safety Standards Series. According to Article III.A.6 of the IAEA Statute, the safety standards establish 'standards of safety for protection of health and minimization of danger to life and property'. The safety standards include the Safety Fundamentals, Safety Requirements and Safety Guides. These standards are written primarily in a regulatory style, and are binding on the IAEA for its own programmes. The principal users are the regulatory bodies in Member States and other national authorities. The IAEA Nuclear Energy Series comprises reports designed to encourage and assist R and D on, and application of, nuclear energy for peaceful uses. This includes practical examples to be used by owners and operators of utilities in Member States, implementing organizations, academia, and government officials, among others. This information is presented in guides, reports on technology status and advances, and best practices for peaceful uses of nuclear energy based on inputs from international experts. The IAEA Nuclear Energy Series complements the IAEA Safety Standards Series. IAEA Nuclear Energy Series No. NG-G-2.1, Managing Human Resources in the Field of Nuclear Energy, was published in 2009. In that publication, four interrelated objectives of the management of human resources were identified and discussed: ensuring that nuclear industry personnel have the necessary competence for their jobs; effectively organizing work activities; anticipating human resource needs; and monitoring and continually improving performance. This publication addresses the fourth objective and, in particular, summarizes good practices in the area of managing human performance

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

International Nuclear Information System (INIS)

2014-01-01

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

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

International Nuclear Information System (INIS)

Ruslan, Jeni; Sagala, F.P.

2000-01-01

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

Challenges in developing human resources for nuclear safety in South Africa

Energy Technology Data Exchange (ETDEWEB)

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

2008-07-01

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

Challenges in developing human resources for nuclear safety in South Africa

International Nuclear Information System (INIS)

Tsatsi, Louisa

2008-01-01

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

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

International Nuclear Information System (INIS)

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

2014-01-01

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

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

International Nuclear Information System (INIS)

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

2009-01-01

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

Los Alamos nuclear enterprise resource and infrastructure model (LA-NERIM)

International Nuclear Information System (INIS)

Li, Ning; Dale, Crystal; Kern, Kristen; Scott, Sara

2009-01-01

In this nascent global 'Nuclear Renaissance', potential shortages of human resources and supply chains have become the top concerns for the policymakers and industry leaders. A number of industry studies have examined the potential supply shortages in qualified labors for specific deployment scenarios, the general shortage in nuclear engineers, and ways to ramp up educational and training pipelines. A Los Alamos National Laboratory team has been developing a nuclear enterprise resource and infrastructure model (LA-NERIM) to provide a dynamic and versatile tool for the systematic study of resource needs and flows. LA-NERIM is built around a stock-and-flow model of the nuclear fuel cycle model using the iThinkTM software, with modules and connections describing all the front-end, reactor operation and back-end processes. It is driven by nuclear power demand growth. We are using LA-NERIM to study the human resource development (HRD) needs for a number of scenarios for US and Russia. The US study includes a comparison of three scenarios of maintaining current capacity, expansion at 500 MWe/yr and maintaining current market share. We are also examining the impact of the sharply peaked demographics of the ageing US nuclear workforce on future growth. LA-NERIM can be modularized with more detailed labor categories and customer defined boundary conditions to provide high fidelity projection of dynamic staffing needs for nuclear vendors, owner/operators and suppliers. With different kinds of inputs, LA-NERIM can be used to project needs of other resources, such as concrete, steels, capital outlays and manufacturing capacities. Coupled with data from NFCSim, another Los Alamos code that calculates the quantities and isotopic compositions in the flows of nuclear materials throughout the fuel cycles, LA-NERIM has the potential to become a powerful and versatile system tool for policymakers and industry leaders to examine and compare the feasibilities and impacts of various

Building an integrated nuclear engineering and nuclear science human resources pipeline at the Idaho National Engineering and Environmental Laboratory

International Nuclear Information System (INIS)

Sneed, A.; Sikorski, B.; Lineberry, M.; Jolly, J.

2004-01-01

In a joint effort with the Argonne National Laboratory - West (ANL-W), the Idaho National Engineering and Environmental Laboratory (INEEL) has assumed the lead role for nuclear energy reactor research for the United States Government. In 2005, these two laboratories will be combined into one entity, the Idaho National Laboratory (INL). There are two objectives for the INL: (1) to act as the lead systems integrator for the Department of Energy's Office of Nuclear Energy Science and Technology and, (2) to establish a Center for Advanced Energy Studies. Focusing on the Center for Advanced Energy Studies, this paper presents a Human Resources Pipeline Model outlining a nuclear educational pathway that leads to university and industry research partnerships. The pathway progresses from education to employment and into retirement. Key to the model is research and mentoring and their impact upon each stage. The Center's success will be the result of effective and advanced communications, faculty/student involvement, industry support, inclusive broadbased involvement, effective long-term partnering, and increased federal and state support. (author)

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

International Nuclear Information System (INIS)

Belfort, A.

2004-01-01

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

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

International Nuclear Information System (INIS)

Belfort, A.

2004-01-01

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

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

International Nuclear Information System (INIS)

Nikonov, D.

2014-01-01

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

Safety activities and human resource development at NCA

International Nuclear Information System (INIS)

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

2015-01-01

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

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.

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

Human resource development in nuclear medicine in developing countries

International Nuclear Information System (INIS)

Gopinathan Nair, P.G.

1998-01-01

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

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

International Nuclear Information System (INIS)

2002-07-01

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

A Case Study of the Global Group for Sharing Knowledge and Efforts in Human Resources within the Nuclear Industry

International Nuclear Information System (INIS)

Thomas, C.

2016-01-01

Full text: One of the main conclusions from the IAEA’s HRD Conference in 2014 was that people and organisations in the global nuclear industry could cooperate more in sharing information and efforts. This was an inspiring conclusion, and there seemed an especially great opportunity for such sharing of information and efforts related to the attraction, recruitment, development and retention of people within the nuclear workforce. Founding members include people from the IAEA, WNA, WANO, EDF and OPG amongst others, the global working group for Human Resource matters aimed at “Building and Sustaining a Competent Nuclear Workforce” was established. This global working group is free to join and is open to anyone concerned with Building and Sustaining a Competent NuclearWorkforce. The objectives of the group are to share useful information, find others with similar objectives to cooperate with, ask questions, share opinions and crucially to avoid unnecessary duplication of efforts. The group already has 160 members from more than 15 countries and is currently hosted as a group on the LinkedIn website. The vision for the group is that it will become an invaluable resource for people across the world in the nuclear industry for sharing information and efforts. (author

Nuclear data and human society

International Nuclear Information System (INIS)

Fuketa, Toyojiro

2002-01-01

Necessity and significance of nuclear data activities are discussed with background of the world typical aspects at the end of the 20th century. We have to overcome the worldwide adverse wind to nuclear power production with a view to preserving global environment including natural resources and climate. The nuclear data activities should be promoted further to achieve more and more wide comprehension and integrity of evaluated nuclear databases. The comprehensive evaluated nuclear databases which link microscopic world to macroscopic world may be of use to link science and technology with perception of the public, and to link science and technology with the other fields of learning, hence of use to coordinate and integrate natural, human, and social sciences. (author)

Nuclear medicine resources manual

International Nuclear Information System (INIS)

2006-02-01

Over the past decade many IAEA programmes have significantly enhanced the capabilities of numerous Member States in the field of nuclear medicine. Functional imaging using nuclear medicine procedures has become an indispensable tool for the diagnosis, treatment planning and management of patients. However, due to the heterogeneous growth and development of nuclear medicine in the IAEA's Member States, the operating standards of practice vary considerably from country to country and region to region. This publication is the result of the work of over 30 international professionals who have assisted the IAEA in the process of standardization and harmonization. This manual sets out the prerequisites for the establishment of a nuclear medicine service, including basic infrastructure, suitable premises, reliable supply of electricity, maintenance of a steady temperature, dust exclusion for gamma cameras and radiopharmacy dispensaries. It offers clear guidance on human resources and training needs for medical doctors, technologists, radiopharmaceutical scientists, physicists and specialist nurses in the practice of nuclear medicine. The manual describes the requirements for safe preparation and quality control of radiopharmaceuticals. In addition, it contains essential requirements for maintenance of facilities and instruments, for radiation hygiene and for optimization of nuclear medicine operational performance with the use of working clinical protocols. The result is a comprehensive guide at an international level that contains practical suggestions based on the experience of professionals around the globe. This publication will be of interest to nuclear medicine physicians, radiologists, medical educationalists, diagnostic centre managers, medical physicists, medical technologists, radiopharmacists, specialist nurses, clinical scientists and those engaged in quality assurance and control systems in public health in both developed and developing countries

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

International Nuclear Information System (INIS)

2004-01-01

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

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

Energy Technology Data Exchange (ETDEWEB)

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

2012-10-15

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

The PRONUCLEAR role (1976-1986) in the human resource training for the nuclear area in Brazil: science history; O papel do PRONUCLEAR (1976 -1986) na formacao de recursos humanos para a area nuclear no Brasil: historia da ciencia

Energy Technology Data Exchange (ETDEWEB)

Schmiedecke, Winston Gomes

2006-07-01

In 1975, an agreement between the governments of Brazil and West-Germany was signed for the construction of nuclear power plants in Brazil as well as the extraction, processing and enrichment of uranium. As the result of the first oil crisis and facing the perspective of a continuous world energy crisis, the Brazilian government decided to turn to nuclear power as an alternative supply for the country's energy needs. However, serious limitations were present regarding the transfer of nuclear technology for a third world country. This paper analyzes some aspects of the process involved in the creation of the specialized human resources during the extent of the agreement between Brazil and West Germany. Since its inception, the agreement received harsh criticism from the Brazilian nuclear physics and related fields scientific communities. Because the planning and implementation of the agreement took place during a period of military dictatorship, the decisions relating to the agreement were never debated between the policy makers and the scientific community. Not surprisingly, the agreement received plenty of criticism that ranged from the actual need for nuclear power to technical feasibility and suspicious of possible military uses and even the very policies created to prepare human resources to work in the nuclear area. One of the most important tools of these policies was the Programa de Recursos Humanos para o Setor Nuclear - PRONUCLEAR (Nuclear Sector Human Resources Program), implemented in 1976 and gradually deactivated starting in 1983. (author)

The PRONUCLEAR role (1976-1986) in the human resource training for the nuclear area in Brazil: science history; O papel do PRONUCLEAR (1976 -1986) na formacao de recursos humanos para a area nuclear no Brasil: historia da ciencia

Energy Technology Data Exchange (ETDEWEB)

Schmiedecke, Winston Gomes

2006-07-01

In 1975, an agreement between the governments of Brazil and West-Germany was signed for the construction of nuclear power plants in Brazil as well as the extraction, processing and enrichment of uranium. As the result of the first oil crisis and facing the perspective of a continuous world energy crisis, the Brazilian government decided to turn to nuclear power as an alternative supply for the country's energy needs. However, serious limitations were present regarding the transfer of nuclear technology for a third world country. This paper analyzes some aspects of the process involved in the creation of the specialized human resources during the extent of the agreement between Brazil and West Germany. Since its inception, the agreement received harsh criticism from the Brazilian nuclear physics and related fields scientific communities. Because the planning and implementation of the agreement took place during a period of military dictatorship, the decisions relating to the agreement were never debated between the policy makers and the scientific community. Not surprisingly, the agreement received plenty of criticism that ranged from the actual need for nuclear power to technical feasibility and suspicious of possible military uses and even the very policies created to prepare human resources to work in the nuclear area. One of the most important tools of these policies was the Programa de Recursos Humanos para o Setor Nuclear - PRONUCLEAR (Nuclear Sector Human Resources Program), implemented in 1976 and gradually deactivated starting in 1983. (author)

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

Energy Technology Data Exchange (ETDEWEB)

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

2012-03-15

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

Human factors in nuclear safety oversight

International Nuclear Information System (INIS)

Taylor, K.

1989-01-01

The mission of the nuclear safety oversight function at the Savannah River Plant is to enhance the process and nuclear safety of site facilities. One of the major goals surrounding this mission is the reduction of human error. It is for this reason that several human factors engineers are assigned to the Operations assessment Group of the Facility Safety Evaluation Section (FSES). The initial task of the human factors contingent was the design and implementation of a site wide root cause analysis program. The intent of this system is to determine the most prevalent sources of human error in facility operations and to assist in determining where the limited human factors resources should be focused. In this paper the strategy used to educate the organization about the field of human factors is described. Creating an awareness of the importance of human factors engineering in all facets of design, operation, and maintenance is considered to be an important step in reducing the rate of human error

The human factor in the organisation and regulation of nuclear safety

International Nuclear Information System (INIS)

Bordes, F.; Savagner, J.-M.; Snanoudj, G.

1981-10-01

The TMI accident has brought to light the importance of the human factor in the safe operation of complex installations such as nuclear power plants. On this basis, the paper outlines the institutional framework for nuclear safety in France and reports on EDF practices in human resources management as well as in the improvement of working premises (control rooms) to optimize human behaviour in accident conditions. Finally, the interaction of labour laws on nuclear law in connection with safety is described. (NEA) [fr

The mapping and preparation of human resources for NPP’S operation and maintenance in Indonesia

International Nuclear Information System (INIS)

Moch-Djoko Birmano; Yohanes Dwi Anggoro

2013-01-01

The preparation of the competent human resources (HRs) is one of the basic infrastructure of NPP’s development. IAEA recommends that at the initial activity in preparation of human resources for NPP is doing Business Process Mapping by identifying the knowledge, skills and abilities of required human resources to carry out the operation and maintenance of NPPs. This study aims to mapping and preparing of human resources for NPP’s operation and maintenance in Indonesia. The method used are mapping business processes at operation and maintenance stage of NPP, identifying positions, conducting surveys with questionnaires and calculations, and data analysis. Surveys and questionnaires to determine the level of technical competence of personnel in BATAN at operation and maintenance stage. Analysis using the Method of Gap Analysis with human resources Competency Standards Criteria based on technical competence qualifications. This study uses the assumption that the nuclear power plant will be built 2 units (twin) and start operation in 2027. The results showed that from the aspect of education, BATAN able to meet the needs of human resources at 53.64 to 73.75%. While from the aspect of training and specific work experience, participation level of BATAN’s human resources is still very low of IAEA requirements. This case caused because young human resources in BATAN who have educational qualifications, experience, training and technical certifications in the field of operation and maintenance of nuclear power plants is still limited. Based on this, there should be preparation of NPP’s human resources with establish NPP’s human resources development program based on required qualifications. (author)

ROLE OF TRAINING COURSES IN MOTIVATING HUMAN RESOURCES IN THE NUCLEAR RESEARCH SUBSIDIARY OF PITESTI

Directory of Open Access Journals (Sweden)

Carmen Gabriela SECARĂ

2014-06-01

Full Text Available With the globalization and industrialization of all areas of activity, it also increased the role of the individual within the organization, moving from being a mere employee to that of human resource, thus emphasizing their role and importance in the organization, which is why human resource management should pay special attention to people, to treat them professionally according to principles of human resource management. The main investment is human resource. Their motivation should be a constant concern for all organizations. Among motivating factors, an increasingly important role is training courses that are part of the extensive process of training.

Defense Human Resources Activity > PERSEREC

Science.gov (United States)

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

ECONOMICS OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

IOANA - JULIETA JOSAN

2011-04-01

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

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…

Human resources for the nuclear sector in the Republic of Niger

International Nuclear Information System (INIS)

Hassane, S.

2004-01-01

The important role in the development of human resources played by the Ministry of Mines and Energy in its capacity of national co-ordination, as well as its planning and programming function need to be enhanced and streamlined further in order to achieve better impact of technical co-operation. Both regulatory authorities, users and suppliers of human resources need to develop their competence. The Government should be encouraged to continue to strengthen its regulatory framework so that it can be self-sustaining. In the addition to the important matter of education and training, it must be pointed out that maintaining competence needs more effort that just excellent training programmes. One key element is generally an intelligent use of the knowledge through good management

Prediction on Human Resource Supply/Demand in Nuclear Industry Using Markov Chains Model and Job Coefficient

International Nuclear Information System (INIS)

Kwon, Hyuk; Min, Byung Joo; Lee, Eui Jin; You, Byung Hoon

2006-01-01

According to the recent report by the OECD/NEA, there is a large imbalance between supply and demand of human resource in nuclear field. In the U.S., according to survey of Nuclear Engineering Department Heads Organization (NEDHO), 174 graduates in B.S or M.S degree were fed to nuclear industry in year 2004. Meanwhile, the total amount of demand in nuclear industry was about 642 engineers, which was approximately three times of the supply. In case of other developed western nations, the OECD/NEA report stated that the level of imbalance is similar to that of the U.S. However, nations having nuclear power development programs such as Korea, Japan and France seem to be in a different environment of supply and demand from that of the U.S. In this study, the difference of manpower status between the U.S and Korea has been investigated and the nuclear manpower required for the future in Korea is predicted. To investigate the factors making difference between the U.S. and NPP developing countries including Korea, a quantitative manpower planning model, Markov chains model, is applied. Since the Markov chains model has the strength of analyzing an inflow or push structure, the model fits the system governed by the inflow of manpower. A macroscopic status of manpower demand on nuclear industry is calculated up to 2015 using the Job coefficient (JC) and GDP, which are derived from the Survey for Roadmap of Electric Power Industry Manpower Planning. Furthermore, the total numbers of required manpower and supplied manpower up to 2030 were predicted by JC and Markov Chains model, respectively. Whereas the employee status of nuclear industries has been annually investigated by KAIF since 1995, the following data from the 10 th survey and nuclear energy yearbooks from 1998 to 2005 are applied; (a) the status of the manpower demand of industry, (b) number of students entering, graduating and getting job in nuclear engineering

Prediction on Human Resource Supply/Demand in Nuclear Industry Using Markov Chains Model and Job Coefficient

Energy Technology Data Exchange (ETDEWEB)

Kwon, Hyuk; Min, Byung Joo; Lee, Eui Jin; You, Byung Hoon [Korea Atomic Energy Research Institute, Taejon (Korea, Republic of)

2006-07-01

According to the recent report by the OECD/NEA, there is a large imbalance between supply and demand of human resource in nuclear field. In the U.S., according to survey of Nuclear Engineering Department Heads Organization (NEDHO), 174 graduates in B.S or M.S degree were fed to nuclear industry in year 2004. Meanwhile, the total amount of demand in nuclear industry was about 642 engineers, which was approximately three times of the supply. In case of other developed western nations, the OECD/NEA report stated that the level of imbalance is similar to that of the U.S. However, nations having nuclear power development programs such as Korea, Japan and France seem to be in a different environment of supply and demand from that of the U.S. In this study, the difference of manpower status between the U.S and Korea has been investigated and the nuclear manpower required for the future in Korea is predicted. To investigate the factors making difference between the U.S. and NPP developing countries including Korea, a quantitative manpower planning model, Markov chains model, is applied. Since the Markov chains model has the strength of analyzing an inflow or push structure, the model fits the system governed by the inflow of manpower. A macroscopic status of manpower demand on nuclear industry is calculated up to 2015 using the Job coefficient (JC) and GDP, which are derived from the Survey for Roadmap of Electric Power Industry Manpower Planning. Furthermore, the total numbers of required manpower and supplied manpower up to 2030 were predicted by JC and Markov Chains model, respectively. Whereas the employee status of nuclear industries has been annually investigated by KAIF since 1995, the following data from the 10{sup th} survey and nuclear energy yearbooks from 1998 to 2005 are applied; (a) the status of the manpower demand of industry, (b) number of students entering, graduating and getting job in nuclear engineering.

Nuclear fuel resources: enough to last?

International Nuclear Information System (INIS)

Price, R.; Blaise, J.R.

2002-01-01

The need to meet ever-growing energy demands in an environmentally sustainable manner has turned attention to the potential for nuclear energy to play an expanded role in future energy supply mixes. One of the key aspects in defining the sustainability of any energy source is the availability of fuel resources. This article shows that available nuclear energy fuel resources can meet future needs for hundreds, even thousands, of years

The Information Management Platform on Nuclear Emergency Resources of China

International Nuclear Information System (INIS)

Dong, L.

2016-01-01

Full text: The Chinese government has always attached great importance to nuclear emergency work, and has invested to form lots of nuclear emergency resources. Meanwhile, there also exist some management problems such as repeated investment, fragmented inventory list, inefficient management, etc. To achieve integrated management on the nuclear emergency resources of China, the Chinese government initiated the project “The Information Management Platform on Nuclear Emergency Resources of China”. The goal of the project is to support a timely, managed, controlled, coordinated and effective response while the resources managing process remains economically efficient. The project team firstly completed the nuclear emergency resources classification and encoding. Based on these, the nuclear emergency resources information management software system was developed. The pilot operation in the system was carried out both in Guangxi and Liaoning Province at the same time. Nuclear emergency resources survey was done as the relevant information was put into the database in these regions. The evaluation result on the pilot operation showed that, the information management platform on emergency resources would apparently improve efficiency of nuclear emergency preparedness and response, and it also would increase economical efficiency on inventory list, information management and invest decision. (author

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

Energy Technology Data Exchange (ETDEWEB)

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

2000-12-01

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

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

International Nuclear Information System (INIS)

Bernido, Corazon C.; Roceles, Pilar C.

2000-01-01

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

Solar System Exploration Augmented by In-Situ Resource Utilization: Human Mercury and Saturn Exploration

Science.gov (United States)

Palaszewski, Bryan

2015-01-01

Human and robotic missions to Mercury and Saturn are presented and analyzed. Unique elements of the local planetary environments are discussed and included in the analyses and assessments. Using historical studies of space exploration, in-situ resource utilization (ISRU), and industrialization all point to the vastness of natural resources in the solar system. Advanced propulsion benefitted from these resources in many way. While advanced propulsion systems were proposed in these historical studies, further investigation of nuclear options using high power nuclear thermal and nuclear pulse propulsion as well as advanced chemical propulsion can significantly enhance these scenarios. Updated analyses based on these historical visions will be presented. Nuclear thermal propulsion and ISRU enhanced chemical propulsion landers are assessed for Mercury missions. At Saturn, nuclear pulse propulsion with alternate propellant feed systems and Titan exploration with chemical propulsion options are discussed.

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"

Training of human resources in the UNAM

International Nuclear Information System (INIS)

Iturbe H, F.

2008-12-01

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

Nuclear contamination of water resources

International Nuclear Information System (INIS)

1990-01-01

In the wake of the Chernobyl accident, the vulnerability of the water cycle to radionuclide contamination has been an issue of great concern. The impact of the event throughout Europe has been highly variable and wide-ranging, and has demonstrated the need to evaluate the potential risk to drinking water supplies, soilwater and the food chain. This book provides information on radiological standards as they exist at present, on the methods of monitoring, and on concepts in design to minimize risk and to highlight the possible consequences of a nuclear event. With contributions from engineers and scientists from eight countries, this book is a unique source of information about present radiological standards and monitoring requirements. It also includes comprehensive coverage of the effects on water resources of, and deals with the development of management strategies designed to cope with, a nuclear event. There are 19 papers all indexed separately. These are divided into sections -introduction, present radiological standards relating to drinking water, radiological monitoring requirements, the consequences of a nuclear event on water resources and water resource management strategy. The discussion at the end of each section is recorded. (author)

CSNI Technical Opinion Papers No. 14 - Nuclear Licensee Organisational Structures, Resources and Competencies: Determining their Suitability

International Nuclear Information System (INIS)

2012-01-01

The way in which nuclear licensees' organisations are structured and resourced clearly has a potential impact on nuclear safety. As experience has continually demonstrated, operating organisations with a strong training programme for personnel, adequate resourcing and overall effective leadership and management perform more effectively in times of crisis than those lacking in one or more of these areas. In parallel, the nuclear industry is developing new resource deployment strategies which are making increased use of contractors and leading to changes in organisational structure, which in turn create challenges for the continued safe operation of nuclear facilities. This technical opinion paper represents the consensus among human and organisational factor specialists in NEA member and associated countries on the methods, approaches and good practices to be followed in designing an organisation with a strong safety focus while meeting business needs. It also considers some of the attributes that an organisation which is effectively managing its resources and capabilities might demonstrate

Strengths of common resources for managing emergencies in the Spanish nuclear power plants (CAE y UME)

International Nuclear Information System (INIS)

Blas, J. de

2014-01-01

Following the accident at the Fukushima-Daiichi power plants, the electrical sector of nuclear generation recognised the need to reinforce the capacities that the nuclear power plants already had and which they were developing in order to satisfy the requisites of the stress tests, with the additional support of equipment and human resources common to all of them. Thus the idea arose to create a Spanish emergency Support centre. Its scope included an intervention unit, pumping equipment and electrical generation, a centralised warehouse and transfer logistics. UNESA-UME Collaboration Protocol With the collaboration of the CSN as a mediator, the UME reached an agreement with the nuclear electrical sector (UNESA) in order to be able to increase knowledge about the Spanish nuclear power plants and establish a means of collaboration to be able to act with their own human and equipment resources at a site that might suffer an accident such as the one at the Japanese plants of Fukushima-Daiichi. (Author)

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...

Human resources in the Japanese nuclear industry

International Nuclear Information System (INIS)

Katayama, M.

1995-01-01

Japan is becoming rapidly a nation with an elderly population. Japanese students are turning away from the manufacturing industries, including the nuclear industry, and turning towards more service oriented industries that are considered to be cleaner and to pay better. Studies have been performed to devise ways to attract young workers to the nuclear industry, which is projected to continue to grown under the current long range energy plants. The paper summarizes the findings and recommendations of the recent studies conducted by the nuclear industry and academic circles. All studies point out that insufficient emphasis is placed on science in the present Japanese educational programme and that implementation of effective programmes to revitalize education in science is most urgently needed to keep Japan in the forefront of high technology. Utilization of advanced computer technology and automation is promoted to improve working conditions and efficiency in the nuclear industry. In addition, the establishment of a professional status of engineers and technicians will be vital for an effective utilization of qualified workers in the nuclear industry. (author). 3 refs, 1 tab

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

Directory of Open Access Journals (Sweden)

MUNTEANU ANCA-IOANA

2015-03-01

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

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

Science.gov (United States)

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

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

Human factor as nuclear safety element

International Nuclear Information System (INIS)

Valeca, S.C.; Preda, M.; Valeca, M.; Ana, E. M.; Popescu, D.

2008-01-01

National nuclear power system is based on western technology, it covers almost 20% from national need and could be briefly described by: - Safety and economic performances of Cernavoda NPP Unit 1; - Reduced influence on environment, population and workers; - Excellent ranking (place 4) among CANDU units from all over the world. Also, the national nuclear power system plays a major role in Romanian power policy accomplishment: - Energy safety and independence assurance; - Decrease of production of greenhouse effect gases; - Preserve the stability and adequacy of energy cost. 'Nuclear Safety' concept covers all the activities resulting from nuclear fuel cycle. By taking into account the international experience, the related activities are estimated to last around 70 years in Romania: - 10 years for site description and selection, design, manufacturing and commissioning activities; - 40 years for Nuclear Power Plant operation, maintenance and modernization activities; - 20 years for preservation and decommissioning activities. The above mentioned activities requires human resources, qualified and specialized in the following areas: - research and development; - equipment design, manufacturing and operation; - components construction and assembly, operation and maintenance. (authors)

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

International Nuclear Information System (INIS)

Klein, Dale E.

2012-01-01

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

Non-nuclear power application of nuclear technology in Nigeria

International Nuclear Information System (INIS)

Funtua, I.I.

2008-01-01

Nuclear Technology applications are found in Food and Agriculture, Human Health, Water Resources, Industry, Environment, Education and Research.There are more potentials for the deployment of nuclear technology in more aspects of our life with needed economic development in Nigeria.Nuclear Technology plays and would continue to play vital role in Agriculture, Human health, Water resources and industry in Nigeria.Nuclear technologies have been useful in developmental efforts worldwide and for these to take hold, capacity building programmes must be expanded and the general public must have informed opinions about the benefits and risk associated with the technologies.This presentation gives an overview of nuclear technology applications in Nigeria in the following areas: Food and Agriculture, Human Health, Water Resources, Industry, Education and Research

Uranium resources, scenarios, nuclear and energy dynamics - 5200

International Nuclear Information System (INIS)

Bidaud, A.; Mima, S.; Criqui, P.; Gabriel, S.; Monnet, A.; Mathonniere, G.; Cuney, M.; Bruneton, P.

2015-01-01

In this paper we present a new model of the impact of uranium scarcity on the development of nuclear reactors. A dynamic simulation of coupled supply and demand of energy, resources and nuclear reactors is done with the global model Prospective Outlook for Long Term Energy Supply (POLES) over this century. In this model, both electricity demand and uranium supply are not independent of the cost of all base load electricity suppliers. Only two nuclear reactor types are modeled in POLES. Globally one has the characteristics of a Thermal Neutron Reactor (TR) and the other one has the ones of Fast Breeder Reactors (FBR). The results show that If both generations of nuclear reactors can be competitive with other sources, we see that in many countries their development would probably be limited by the availability of natural and recycled materials. Depending on the locally available alternative (hydro, coal) and local regulatory framework (safety and waste management for nuclear reactors but also environmental constraints such as CO 2 targets), both nuclear technologies could be developed. The advantage of the new model is that it avoids the difficult question of defining 'ultimate resources'. The drawback is that it needs a description of the volume of uranium resources but also of the link between the cost and the potential production capacities of these resources

Discussion the exploitation of nuclear power archival resources

International Nuclear Information System (INIS)

Fan Fei

2012-01-01

In recent years with the development of government policy on nuclear power by the 'proper development' to 'positive rapid development', the nuclear power stations have mushroomed. As an important part of nuclear power plant the archives plays an important role in ensuring the safe and stable operation. With the increasing nuclear power archival resources, its how the rational and efficient development and utilization of nuclear power as an important corporate archivists subject. Nuclear power archives is no longer a static file 'archive' but a steady steam of out knowledge and wisdom of the 'think tank', 'treasure', our archives staff also no longer simply a medium used to provide lending, but to provide reference 'experts' and 'think tank'. Based on the analysis of nuclear features of archival resources, the use of a new perspective on nuclear power development and utilization of enterprise file made bold attempts and innovation. (author)

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

International Nuclear Information System (INIS)

Keinmeesuke, S.

2006-01-01

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

Nuclear energy resources for electrical power generation

International Nuclear Information System (INIS)

Alder, K.F.

1974-01-01

'Nuclear Energy Resources' is interpreted as the nuclear power systems currently available commercially and those at an advanced stage of development, together with full and associated resources required to implement large-scale nuclear programs. Technical advantages and disadvantages of the established power reactor systems are reviewed, and the uranium fuel situation is outlined in terms of supply and demand, the relationship of resources to the requiremnts of current reactor types, and the likely future implications of the Fast Breeder Reactor (FBR). Because of its importance for the future, the problems, status, and likely time scale of the FBR are discussed in some detail. It is concluded that the most important areas for nearterm attention in Australia are the criteria and conditions that would apply to nuclear installations, and the possible development of uranium fuel cycle industries. The pattern of development of reactor and fuel cycle strategies overseas is important for uranium industry planning, and in the long term plutonium availability may be a key factor in power and energy planning. Finally, acceptance of nuclear power includes acceptance that its radioactive wastes will have to be stored on earth, and recent developments to demonstrate that this can be done safely and economically are very important in terms of longterm public attitudes. (author)

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...

Human resource development for decommissioning

International Nuclear Information System (INIS)

Yanagihara, Satoshi

2016-01-01

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

Role of human factor in safety assurance in the nuclear industry

International Nuclear Information System (INIS)

Agapov, A.M.; Mikhajlov, M.V.; Novikov, G.A.

2010-01-01

The authors discuss the issues of human resource activities in the Rosatom Corporation that aim to achieve and maintain the required levels of safety culture and qualification of personnel involved in the operations of nuclear energy sites. These activities are supported by the appropriate resources, organisational management structure and quality control system, legislation, regulations and methodological support. It is emphasized that systematic and versatile HR-related activities in the nuclear industry represent one of the key areas of production operations that assure safety and reliability of nuclear sites at all stages of their life cycle. Especially important is the assurance of high professional level of nuclear regulators. They believe that it would appear sensible, in addition to the existing system of training, to engage the mechanisms of rotation of personnel from utility organisations to regulatory authorities [ru

The formation of human resources in the area of imaging diagnosed and therapeutic of the Universidad de Costa Rica and its contribution to the services of radiology, radiotherapy and nuclear medicine: period 1969 - 2007

International Nuclear Information System (INIS)

Mendez Avila, Maria Catalina

2009-01-01

The formation of human resources in the area of imaging diagnosed and therapeutic at the Universidad de Costa Rica, was carried out during the last 38 years and has been necessary to realize an assessment of that trajectory and value the impact it has had, the race today, in radiodiagnostic services, radiotherapy and nuclear medicine. The present work was carried out in order of providing to the Escuela de Tecnologias en Salud, the Universidad de Costa Rica, radiology services, radiotherapy, nuclear medicine and all those involved and interested in the area, a documented and rigorous analysis regarding the trajectory and characterization of the different stages of historical development of human resources training in imaging diagnosed and therapeutic. Also, suffered changes in the curriculum are considered in accordance with historical events and service needs. The analysis of each curriculum was performed and used for training of technicians and graduates in nuclear medicine and ionizing radiation, as well as the curriculum for the training of bachelors and degrees in imaging diagnosed and therapeutics, as part of the curriculum evolution in the formation of human resources. The strengths, deficiencies and challenge in each curriculum were presented, determining in this way how the changes made to the curriculum meet the needs and demands of radiology services, nuclear medicine and radiotherapy. (author) [es

The analysis of the nuclear information resources on the internet

International Nuclear Information System (INIS)

Zhang Guoqing; Tu Jinchi; Yao Ruiquan

2014-01-01

Information resources have become increasingly prominent role in social and economic development, which has become the focus of international competition in the new open environment such as political, economic, cultural and military. The level of management, development and utilization of network information resources has become an important symbol for the measure of the level of development and degree of informatization of a country or an enterprise. But the exploitation of information resources has greater complexity compared with that of natural resources. Facing of the mass and the uneven quality of the network information, we must sort out the resources through a broader perspective and make a structured framework for the development of network information resources. This article analysed the statistical data of the published content, publishing style, renewal period, data type and so on. It also analysed and evaluated the different types and content of the nuclear information resources on the Internet by its number and characters. Furthermore, it provides a basis for developing and utilizing of nuclear information resources on the Internet of foreign related organizations and sifting the targeted, high qualitied, guaranteed and valued nuclear information resources. It can make the organization and management of the nuclear information resources on the Internet more effective. (authors)

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.

Solar System Exploration Augmented by In-Situ Resource Utilization: Human Planetary Base Issues for Mercury and Saturn

Science.gov (United States)

Palaszewski, Bryan A.

2017-01-01

Human and robotic missions to Mercury and Saturn are presented and analyzed with a range of propulsion options. Historical studies of space exploration, planetary spacecraft, and astronomy, in-situ resource utilization (ISRU), and industrialization all point to the vastness of natural resources in the solar system. Advanced propulsion benefitted from these resources in many ways. While advanced propulsion systems were proposed in these historical studies, further investigation of nuclear options using high power nuclear thermal and nuclear pulse propulsion as well as advanced chemical propulsion can significantly enhance these scenarios. Updated analyses based on these historical visions are presented. Nuclear thermal propulsion and ISRU enhanced chemical propulsion landers are assessed for Mercury missions. At Saturn, nuclear pulse propulsion with alternate propellant feed systems and Saturn moon exploration with chemical propulsion and nuclear electric propulsion options are discussed. Issues with using in-situ resource utilization on Mercury missions are discussed. At Saturn, the best locations for exploration and the use of the moons Titan and Enceladus as central locations for Saturn moon exploration is assessed.

Human Resources Development in Tajikistan

International Nuclear Information System (INIS)

Mirsaidov, U.

2014-01-01

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

Next generation of human resources for GEN (Generation) III+ new build projects

International Nuclear Information System (INIS)

Baltin, Goerge; Glaubrecht, Stefan; Schoenfelder, Christian

2014-01-01

requires a wide spread approach, involving important stakeholders in this field, such as nuclear operators, nuclear suppliers, academic institutions and political institutions. The specific approach will vary from one country to another and will depend on various factors, e.g. the objectives of the national nuclear program, the existing nuclear infrastructure (if any, e.g. legal framework, educational institutions), the existence (and possibly maturity) of a nuclear industry, the selected GEN III+ technology and the related local supply chain, as well as the integration of national institutions into international networks. The paper provides a systematic overview of the dimensions to be considered as well as the various options and development paths available, and the factors determining the selection process for a specific national approach fusing the efforts of authorities, utilities, education providers and industry. The commitment of industry is illustrated by presenting some examples from recent activities in which AREVA is involved, such as partnerships with academic institutions in Germany, Poland, or Slovakia. Furthermore, as international networks will play an increasingly important role for human resources development, AREVA's participation in international educational associations like ENEN (European Nuclear Education Network), or in international projects, e.g. those funded by the European Commission, is covered. This is assisted by AREVA's involvement in implementing a new methodology for training and job taxonomy (ECVET), supporting life-long learning and international mobility. Finally the paper draws some conclusions on different approaches, and provides some recommendations for future human resources development activities. (authors)

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.

Human Resources Development for Jordan’s Nuclear Energy Programme

International Nuclear Information System (INIS)

Malkawi, Salaheddin; Amawi, Dala’

2014-01-01

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

Uranium resources and the scope for nuclear power

International Nuclear Information System (INIS)

Vaughan, R.D.

1975-01-01

The subject is discussed under the following headings: uranium resources, forecast on nuclear programme, avenues for reduction in uranium consumption, uranium consumption for fixed programme with various breeders, possible nuclear growth determined by uranium supply. (U.K.)

Development of human resources for Indian nuclear power ...

Indian Academy of Sciences (India)

issues arising out of radiation and nuclear safety, physical protection of nuclear ..... The course work is offered at all campuses of BARC Training School and ..... exposes the students to R&D environment, but also motivates them to take up a ...

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

Nuclear Human Resource Development in Tokyo Institute of Technology

International Nuclear Information System (INIS)

Satio, Masaki; Igashira, Masayuki; Obara, Toru; Kikura, Hironari; Kawahara, Akira; Ujita, Hiroshi

2012-01-01

Nuclear engineering education has been initiated in 1957 at the graduate school of Tokyo Institute of Technology. Higher Educational activities have been conducted for more than half century. More than 1000 Master students and 200 Doctoral students graduated from the Department of Nuclear Engineering in Tokyo Institute if Technology. Many of them are working in nuclear industries and institutes. International course of nuclear engineering was initiated in 1994, and 130 students from 20 overseas countries have graduated from Master and Doctoral Programs. In the present paper, the current nuclear educational activities in Tokyo Institute of Technology are summarized

Nuclear contamination of water resources

International Nuclear Information System (INIS)

1990-01-01

The impact of the Chernobyl accident throughout Europe has been highly variable and wide-ranging, and has demonstrated the need to evaluate potential risk to drinking water supplies, soil water and the food chain. This book provides information on radiological standards as they exist at present, methods of monitoring, and concepts in design to minimize risk and to highlight possible consequences of a nuclear event. With contributions from engineers and scientists from eight countries, this book includes comprehensive coverage of the effects on water resources of, and deals with the development of management strategies designed to cope with, a nuclear event. (author)

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

Special feature article-very urgent nuclear energy personnel training

International Nuclear Information System (INIS)

Saito, Shinzo; Tsujikura, Yonezo; Kawahara, Akira

2007-01-01

Securing human resources is important for the sustainable development of research, development and utilization of nuclear energy. However, concerns have been raised over the maintenance of human resources due to the decline of public and private investment in research and development of nuclear energy in recent years. To that end, it is essential for the workplace in the field of nuclear energy to be engaging. This special feature article introduced the Government's fund program supporting universities and vocational colleges to develop human resources in the area of nuclear energy. Electric utilities, nuclear industries, nuclear safety regulators and related academia presented respective present status and issues of nuclear energy personnel training with some expectations to the program to secure human resources with professional qualifications. (T. Tanaka)

Proceedings of Seminar on Nuclear Geology and Mining Resources

International Nuclear Information System (INIS)

Zulkarnain, Iskandar; Soeprapto; Soetarno, Djoko; H, Johan-Baratha; Effendi, Amir; Widiyanta; Arief, Erni-Rifandriah; Supriyadi; Yusron, Hari

2004-01-01

The proceedings contains the result research and development on nuclear geology and mining resources by the center for development of nuclear ore-National Nuclear Energy Agency, Indonesia. The proceedings consist of nuclear mining activity, exploration/exploitation mining mineral and processing, and environmental process. The proceedings consists of one article from keynote speaker and 22 articles from BATAN participants. (PPIN)

Creating a National Nuclear Regulatory Authority

International Nuclear Information System (INIS)

Way, R.

2010-01-01

For a number of reasons, countries throughout the world are now considering the development of new nuclear power programs. Whether it is to meet increased power requirements, lack of indigenous resources or environmental concerns, these countries are looking at nuclear power as a solution to their increasing energy needs. Such an undertaking will require a concerted effort by national industrial firms and several branches of government. This paper will look the various phases that encompass the development of a nuclear power program from the perspective of the human resources development. In short it will consider the following issues: Planning a Human Resource Development strategy; Establishing organization, roles and responsibilities; Establishing an Human Resource Development vision, mission, goals and objectives; Collecting and evaluating data for an HRD needs and resource assessment; Conducting a Human Resource Development needs and resource assessment; Determining short-, medium-, and long-term needs; Developing an implementation plan to address education, training, recruitment, retention and knowledge management; Establishing systems that monitor, evaluate and anticipate HRD needs as the nuclear program evolves; Funding and financing short- and long-term Human Resource Development efforts

Strategy and implementation of resources control of key equipments in nuclear power plant

International Nuclear Information System (INIS)

Zha Qing

2014-01-01

The strategic resources of the construction of nuclear power plant, which include the main equipment of nuclear island, heavy forgings, the bottleneck equipment and strategic materials, is one of the key issues in the construction of nuclear power projects. The control of these strategic resources has become the focus of competition in industry and the major nuclear power groups are willing to fight for this huge advantages. The resource control strategies of key equipment of nuclear power projects are analyzed in this paper. This paper put forward specific measures and methods for the strategic resources control. By the application to a plurality of nuclear power engineering construction projects, these specific measures and methods achieved good results and will be with important guidance and reference for the construction of future nuclear power projects in China. (author)

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.

Extracts from IAEA's Resources Manual in Nuclear Medicine. Part-3: Establishing Nuclear Medicine Services

International Nuclear Information System (INIS)

2003-01-01

In the past, consideration was given to the categories of nuclear medicine ranging from simple imaging or in-vitro laboratories, to more complex departments performing a full range of in-vitro and in-vivo procedures that are also involved in advanced clinical services, training programmes, research and development. In developing countries, nuclear medicine historically has often been an offshoot of pathology, radiology or radiotherapy services. These origins are currently changing as less radioimmunoassay is performed and fully-fledged, independent departments of nuclear medicine are being set up. The trend appears to be that all assays (radioassay or ELISA) are done in a biochemistry laboratory whereas nuclear medicine departments are involved largely in diagnostic procedures, radionuclide therapy and non-imaging in-vitro tests. The level of nuclear medicine services is categorized according to three levels of need: Level 1: Only one gamma camera is needed for imaging purposes. The radiopharmaceutical supply, physics and radiation protection services are contracted outside the centre. Other requirements include a receptionist and general secretarial assistance. A single imaging room connected to a shared reporting room should be sufficient, with a staff of one nuclear medicine physician and one technologist, with back-up. This level is appropriate for a small private practice. Level 2: This is suitable for a general hospital where there are multiple imaging rooms where in-vitro and other non-imaging studies would generally be performed as well as radionuclide therapy. Level 3: his is appropriate for an academic institution where there is a need for a comprehensive clinical nuclear medicine service, human resource development and research programmes. Radionuclide therapy for in-patients and outpatients is provided

Industry, university and government partnership to address research, education and human resource challenges for nuclear industry in Canada

International Nuclear Information System (INIS)

Mathur, R.M.

2004-01-01

Technology. Each of the above six NSERC-UNENE Industrial Research Chairs are tenured positions, funded at 2.0 M dollars or more for first five years. The Chairs may be subsequently renewed. A large number of graduate students are already enrolled with Professors Holt, Jiang and Pandey. In anticipation of receiving Ontario Council of Graduate Studies accreditation for the course-based M. Eng. Degree in Nuclear Engineering, the following courses have already been offered to a typical class of 20 students: Reactor Physics; Nuclear Plant Systems and Operations; Nuclear Reactor Safety Design; Thermal Hydraulics. In addition to these, courses to be offered in near future include: Engineering Risk Analysis; Reactor Chemistry and Corrosion; Nuclear Materials; Control, Instrumentation and Electrical Power Systems; Nuclear Waste Management; Fuel Management; Health Physics/Radiation Protection; Power Plant Thermodynamics; Codes, Standards and Jurisdictions; and Business Management. M.Eng. Courses are delivered in flexible format to suit distant faculty and part-time students. UNENE, an industry driven partnership of nuclear industry, universities and governments, created to address the future challenge of research, education and human resources in Canada, has made an impressive start. (author)

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.

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 ...

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

International Nuclear Information System (INIS)

Sekimura, N.

2016-01-01

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

The need and direction of a human factors research program for the nuclear power industry

International Nuclear Information System (INIS)

Blackman, H.S.; Meyer, O.R.; Nelson, W.R.

1986-01-01

It is axiomatic that the need for a human factors program in the nuclear power industry must be based upon an examination of the process of nuclear energy production and the role that the human plays in this process. It has been pointed out by others that a large number of incidents in technology based industries can be attributed to human error, thereby demonstrating the need to understand the human in interacting with complex processes. But an emphasis upon human ''error'' is a negative approach and can be non-productive, particularly when the ''correct'' human action has not been clearly defined prior to the incident. Some industries have expended great resources in a positive attempt to maximize the performance of the human in critical roles, e.g., the man-in-space program, the commercial airlines industry, deep-sea exploration. Central to this issue of human factors in nuclear power is the question of the role that the human plays in reducing the risk of the total system. If, as in other areas of application, the nuclear industry can make substantial improvements in the performance of humans, one needs to know how much risk is really reduced

Human Resources Readiness as TSO for Deterministic Safety Analysis on the First NPP in Indonesia

International Nuclear Information System (INIS)

Sony Tjahyani, D. T.

2010-01-01

In government regulation no. 43 year 2006 it is mentioned that preliminary safety analysis report and final safety analysis report are one of requirements which should be applied in construction and operation licensing for commercial power reactor (NPPs). The purpose of safety analysis report is to confirm the adequacy and efficiency of provisions within the defence in depth of nuclear reactor. Deterministic analysis is used on the safety analysis report. One of the TSO task is to evaluate this report based on request of operator or regulatory body. This paper discusses about human resources readiness as TSO for deterministic safety analysis on the first NPP in Indonesia. The assessment is done by comparing the analysis step on SS-23 and SS-30 with human resources status of BATAN currently. The assessment results showed that human resources for deterministic safety analysis are ready as TSO especially to review preliminary safety analysis report and to revise final safety analysis report in licensing on the first NPP in Indonesia. Otherwise, to prepare the safety analysis report is still needed many competency human resources. (author)

Managing Human Resource Learning for Innovation

DEFF Research Database (Denmark)

Nielsen, Peter

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

Human Capital, Wealth, and Renewable Resources

Directory of Open Access Journals (Sweden)

Wei-Bin ZHANG

2014-05-01

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

Country report on human resource development in nuclear field

International Nuclear Information System (INIS)

Wanitsuksombut, Warapon; Noochpramool, Kovit

2000-01-01

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

Nuclear energy prospects and uranium resources in Latin America

International Nuclear Information System (INIS)

Polliart, A.J.; Barretto, P.M.C.

1976-01-01

Nuclear power and other major technological applications of nuclear energy will become of interest to a growing number of Latin American countries as their demand for electricity rises because of the expansion of industry. Nevertheless, for many years to come, the chief benefits that atomic energy can bring to Latin America will take the form of applying nuclear science techniques in medicine, water resources development and agricultural research. The medical applications are widely known and the water resources applications are highly specialized. The agricultural applications are many, but generally less well known, and this is one reason why the Agency is devoting a special meeting of the Conference to a review of the use of nuclear science techniques in agricultural research, food production and food preservation. Latin America is the only region of the world in which substantial progress has been made towards what is now known as a nuclear-weapon-free zone - in other words, a zone in which no country possesses or seeks to possess the capacity to make nuclear weapons or other nuclear explosive devices, or permits such weapons on its territory. This has been achieved partly by the operation of Treaties and partly by the policy of individual Governments. The nuclear-weapon-free status is partly reflected in safeguards agreements with the Agency. In this way, the countries of the region are avoiding the vast waste of scarce resources that a nuclear weapons programme entails and, particularly, of scarce scientific manpower and technological skill, which they urgently need for their own peaceful development. The Agency safeguards thus provide international assurance that the nuclear programmes of the countries concerned will not be diverted to nuclear weapons or other nuclear explosives. In this way the Agency's safeguards contribute to security and peace in the region. It is obviously of interest to all countries in the region that this de facto nuclear

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.

Resource Letter MP-2: The Manhattan project and related nuclear research

Science.gov (United States)

Reed, B. Cameron

2011-02-01

This Resource Letter is a supplement to my earlier Resource Letter MP-1 and provides further sources on the Manhattan Project and related nuclear research. Books and journal articles are cited for the following topics: General works, technical works, biographical and autobiographical works, foreign wartime programs and allied intelligence, technical papers of historical interest, and postwar policy and technical developments. I also give a list of videos and websites dealing with the Manhattan Project, nuclear weapons, and nuclear issues.

Application of Resource Portfolio Concept in Nuclear Regulatory Infrastructure Support

International Nuclear Information System (INIS)

Lee, Y. E.; Ha, J. T.; Chang, H. S.; Kam, S. C.; Ryu, Y. H.

2010-01-01

As the new entrants in the global nuclear construction market are increasing and the establishment of an effective and sustainable regulatory infrastructure becomes more important, they have requested international assistance from the international nuclear communities with mature nuclear regulatory programmes. It needs to optimize the use of limited resources from regulatory organization providing support to regulatory infrastructure of new comers. This paper suggests the resource portfolio concept like a GE/Mckinsey Matrix used in business management and tries to apply it to the current needs considered in the regulatory support program in Korea as the case study

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 ...

Resources of nuclear fuels and materials

Energy Technology Data Exchange (ETDEWEB)

Kawamura, K [Tokyo Inst. of Tech. (Japan); Kamiyama, Teiji; Hayashi, S; Hida, Noboru; Okano, T

1974-11-01

In this explanatory article, data on the world resources of nuclear fuels and materials, their production, and the present state of utilization are presented by specialists in varied fields. Main materials taken up are uranium, thorium, beryllium, zirconium, niobium, rare earth elements, graphite, and materials for nuclear fusion (heavy hydrogen and tritium). World reserves and annual production of these materials listed in a number of tables are cited from statistics of the period 1970-1973 or given by estimation. These data may be used as valuable numerical data for various projects and problems of atomic power industries.

The human resource conditions of lifetime extension

International Nuclear Information System (INIS)

Aszodi, A.

2002-01-01

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

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...

Human Resource and Nuclear Awareness Development: A Common Synergetic Approach

International Nuclear Information System (INIS)

Dreimanis, A.

2016-01-01

Full text: The nuclear education problem is treated as societal optimization task of nuclear energy management, with the key parameter of optimization—stakeholder awareness level. As the key principles of optimisation are chosen: a self-organization concept, the principle of the requisite variety, where as a primary source of growth of internal variety is information and knowledge. We have shown: public education, social learning and the use of mass media are efficient self-organization mechanisms, thereby forming a knowledge-creating community. Such a created knowledge could facilitate solution of key issues: a) public acceptance of novel nuclear objects, b) promotion of adequate risk perception, and c) fostering of interest to nuclear energy. Comprehensive knowledge management and informational support firstly is needed in: a) for increasing general nuclear awareness and confidence level to nuclear activities, b) personnel education and training, c) reliable staff renascence, d) public education and involvement of all stakeholder categories in decision making, e) risk management. A common approach to nuclear education should include also comprehensive research activities, thereby joining knowledge acquisition with the generation of novel advanced knowledge. (author

Human Resources Training Requirement on NPP Operation and Maintenance

International Nuclear Information System (INIS)

Nurlaila; Yuliastuti

2009-01-01

This paper discussed the human resources requirement on Nuclear Power Plant (NPP) operation and maintenance (O&M) phase related with the training required for O&M personnel. In addition, this paper also briefly discussed the availability of training facilities domestically include with some suggestion to develop the training facilities intended for the near future time in Indonesia. This paper was developed under the assumptions that Indonesia will build twin unit of NPP with capacity 1000 MWe for each using the turnkey contract method. The total of NPP O&M personnel were predicted about 692 peoples which consists of 42 personnel located in the head quarter and the rest 650 people work at NPP site. Up until now, Indonesia had the experience on operating and maintaining the nonnuclear power plant and several research reactors namely Kartini Reactor Yogyakarta, Triga Mark II Reactor Bandung, and GA Siwabessy Reactor Serpong. Beside that, experience on operating and maintaining the NPP in other countries would act as one of the reference to Indonesia in formulating an appropriate strategy to develop NPP human resources particularly in O&M phases. Education and training development program could be done trough the cooperation with vendor candidates. (author)

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

Science.gov (United States)

Fagerström, Lisbeth

2009-05-01

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

Human Resource Management in Russia: Some Unwritten Rules

OpenAIRE

Denisova-Schmidt, Elena

2011-01-01

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

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

Directory of Open Access Journals (Sweden)

Susilo H.

2017-08-01

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

16 CFR 1000.22 - Office of Human Resources Management.

Science.gov (United States)

2010-01-01

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

Strategic Imperative of Human Resource Leadership Competencies

Science.gov (United States)

Rajini, G.; Gomathi, S.

2010-01-01

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

42 CFR 486.326 - Condition: Human resources.

Science.gov (United States)

2010-10-01

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

45 CFR 1304.52 - Human resources management.

Science.gov (United States)

2010-10-01

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

Overview of Trends Shaping Human Resource Management for ...

African Journals Online (AJOL)

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

Influence Of Globalization On Human Resource Development In ...

African Journals Online (AJOL)

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

Effectively Managing Nuclear Risk Through Human Performance Improvement

International Nuclear Information System (INIS)

Coe, Richard; Lake, Patricia

2003-01-01

The U.S. commercial nuclear industry has just completed an outstanding decade of plant performance. Safety levels and electric production are at unprecedented high levels and continue to exceed even high industry goals. Nuclear energy continues to keep the highest priority on performance improvement programs and highly trained and qualified people that maintain its record setting safety and reliability of operations. While the industry has maintained a high level of performance, the advent of deregulation and the consolidation of nuclear power plant ownership, as well as the current climate for concern about both rising energy costs and the availability of power, have raised the standard for nuclear energy's level of competitiveness in today's market place. The resulting challenge is how to more effectively manage risk and to improve performance even further in a generally high-performing industry. One of the most effective ways to develop this culture is to apply the principles of Hum an Performance Technology, or HPT. HPT is a relatively new field. Its principles are derived from the research and practice of behavioral and cognitive psychologists, instructional technologists, training designers, organizational developers, and various human resource specialists. Using the principles of HPT can help the nuclear industry successfully meet ever-changing environmental and business demands

Nuclear Manpower Training

International Nuclear Information System (INIS)

Han, K. W.; Lee, H. Y.; Lee, E. J. and others

2004-12-01

Through the project on nuclear human resources development in 2004, the Nuclear Training Center of KAERI has provided various nuclear education and training courses for 1,962 persons from the domestic nuclear related organizations such as Government Agencies, nuclear industries, R and D institutes, universities, and public as well as from IAEA Member States. The NTC has developed education programs for master/doctorial course on advanced nuclear engineering in cooperation with the University of Science and Technology which was established in 2003. Additionally, nuclear education programs such as nuclear technical training courses for the promotion of cooperation with member countries, have developed during the project period. The center has also developed and conducted 7 training courses on nuclear related technology. In parallel, the center has produced 20 training materials including textbooks, 3 multi-media education materials, and 56 Video On Demand (VOD) cyber training materials. In order to promote international cooperation for human resources development, the NTC has implemented a sub-project on the establishment of a web-portal including database for the exchange of information and materials within the framework of ANENT. Also, the center has cooperated with FNCA member countries to establish a model of human resources development, as well as with member countries on bilateral cooperation bases to develop training programs. The International Nuclear Training and Education Center (INTEC), which was opened in 2002, has hosted 318 international and domestic events (training courses, conferences, workshops, etc.) during the project period

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…

Workforce Planning for New Nuclear Power Programmes

International Nuclear Information System (INIS)

2011-01-01

An appropriate infrastructure is essential for the efficient, safe, reliable and sustainable use of nuclear power. The IAEA continues to be encouraged by its Member States to provide assistance to those considering the introduction of nuclear power. Its response has been to increase technical assistance, organize more missions and hold workshops, as well as to issue new and updated publications in the IAEA Nuclear Energy Series. Milestones in the Development of a National Infrastructure for Nuclear Power, an IAEA Nuclear Energy Series publication (NG-G-3.1), provides detailed guidance on a holistic approach to national nuclear infrastructure development involving three phases. Nineteen issues are identified in this guide, ranging from development of a government's national position on nuclear power to planning for procurement related to the first nuclear power plant. One of these 19 issues upon which each of the other 18 depend is suitable human resources development. As a growing number of Member States begin to consider the nuclear power option, they ask for guidance from the IAEA on how to develop the human resources necessary to launch a nuclear power programme. The nuclear power field, comprising industry, government authorities, regulators, R and D organizations and educational institutions, relies on a specialized, highly trained and motivated workforce for its sustainability and continued success, quite possibly more than any other industrial field. This report has been prepared to provide information on the use of integrated workforce planning as a tool to effectively develop these resources for the spectrum of organizations that have a stake in such nuclear power programmes. These include, during the initial stages, a nuclear energy programme implementing organization (NEPIO), as well as the future operating organization, nuclear regulatory body, government authorities and technical support organizations if a decision is made to initiate a nuclear power

Discussing the Effective Factors on Maintenance of Human Resources

OpenAIRE

Bahare Shahriari

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

Jessica L Barker

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

Human resource management and technological challenges

CERN Document Server

Davim, J

2014-01-01

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

Nuclear power in human medicine

International Nuclear Information System (INIS)

Kuczera, Bernhard

2012-01-01

The public widely associate nuclear power with the megawatt dimensions of nuclear power plants in which nuclear power is released and used for electricity production. While this use of nuclear power for electricity generation is rejected by part of the population adopting the polemic attitude of ''opting out of nuclear,'' the application of nuclear power in medicine is generally accepted. The appreciative, positive term used in this case is nuclear medicine. Both areas, nuclear medicine and environmentally friendly nuclear electricity production, can be traced back to one common origin, i.e. the ''Atoms for Peace'' speech by U.S. President Eisenhower to the U.N. Plenary Assembly on December 8, 1953. The methods of examination and treatment in nuclear medicine are illustrated in a few examples from the perspective of a nuclear engineer. Nuclear medicine is a medical discipline dealing with the use of radionuclides in humans for medical purposes. This is based on 2 principles, namely that the human organism is unable to distinguish among different isotopes in metabolic processes, and the radioactive substances are employed in amounts so small that metabolic processes will not be influenced. As in classical medicine, the application of these principles serves two complementary purposes: diagnosis and therapy. (orig.)

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…

GE Nuclear Hitachi Energy is prepared for the nuclear Renaissance

International Nuclear Information System (INIS)

Carelli, J. M.

2008-01-01

GE Hitachi Nuclear Energy (GEH) is offering two technologies to meet the needs of utilities planning new nuclear projects. An aging workforce, new technological developments and forecasts of considerable new construction projects, raise questions for the entire industry regarding our human resources. In order to prepare for the coming resurgence in new nuclear projects, GEH taking positive action to ensure that adequate human resources are available. From early learning programs that encourage young students to pursue careers in science and technology, to hands-on vocational and engineering programs, GEH works with communities and young people to recruit and train the workforce that will enable our success. (Author)

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 ...

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 ...

Application of United Nations Framework Classification – 2009 (UNFC-2009) to nuclear fuel resources

International Nuclear Information System (INIS)

Tulsidas, H.; Hanly, A.; Li, S.; Miezitis, Y.; Carson, L.; Hall, S.; Van Gosen, B.; Vance, R.; Mukusheva, A.; Villas-Bôas, R.; Griffiths, C.; Ross, J.; MacDonald, D.; Bankes, P.

2014-01-01

Nuclear energy currently provides approximately 15% of the world’s electricity, utilized in about 30 countries. As many countries are planning to expand capacity or introduce nuclear power into the energy mix, the demand for uranium fuel is expected to increase. Reactors suitable for utilizing thorium as fuel are also being developed for deployment in the long-term. Since nuclear power is capital intensive and uranium feedstock is required for a nuclear reactor life of between 40 and 60 years, operators need assurance of a reliable uranium supply. Comprehensive and up-to-date information on the worldwide supply of nuclear fuel resources is therefore essential for planning and implementation of nuclear power programmes. Information on resources are provided through the bi-annual Organisation for Economic Co-operation and Development / Nuclear Energy Agency – International Atomic Energy Agency (OECD-NEA/IAEA ) report “Uranium: Resources, Production and Demand” (the “Red Book”) and the online datasets of World Distribution of Uranium Deposits (UDEPO) and World Thorium Deposits and Resources (ThDEPO).

Uranium Resource Availability Analysis of Four Nuclear Fuel Cycle Options

International Nuclear Information System (INIS)

Youn, S. R.; Lee, S. H.; Jeong, M. S.; Kim, S. K.; Ko, W. I.

2013-01-01

Making the national policy regarding nuclear fuel cycle option, the policy should be established in ways that nuclear power generation can be maintained through the evaluation on the basis of the following aspects. To establish the national policy regarding nuclear fuel cycle option, that must begin with identification of a fuel cycle option that can be best suited for the country, and the evaluation work for that should be proceeded. Like all the policy decision, however, a certain nuclear fuel cycle option cannot be superior in all aspects of sustain ability, environment-friendliness, proliferation-resistance, economics, technologies, which make the comparison of the fuel cycle options very complicated. For such a purpose, this paper set up four different fuel cycle of nuclear power generation considering 2nd Comprehensive Nuclear Energy Promotion Plan(CNEPP), and analyzed material flow and features in steady state of all four of the fuel cycle options. As a result of an analysis on material flow of each nuclear fuel cycle, it was analyzed that Pyro-SFR recycling is most effective on U resource availability among four fuel cycle option. As shown in Figure 3, OT cycle required the most amount of U and Pyro-SFR recycle consumed the least amount of U. DUPIC recycling, PWR-MOX recycling, and Pyro-SFR recycling fuel cycle appeared to consumed 8.2%, 12.4%, 39.6% decreased amount of uranium respectively compared to OT cycle. Considering spent fuel can be recycled as potential energy resources, U and TRU taken up to be 96% is efficiently used. That is, application period of limited uranium natural resources can be extended, and it brings a great influence on stable use of nuclear energy

Human factors in nuclear power plants

International Nuclear Information System (INIS)

Swain, A.D.

1981-01-01

This report describes some of the human factors problems in nuclear power plants and the technology that can be employed to reduce those problems. Many of the changes to improve the human factors in existing plants are inexpensive, and the expected gain in human reliability is substantial. The human factors technology is well-established and there are practitioners in most countries that have nuclear power plants. (orig.) [de

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

International Nuclear Information System (INIS)

Al Kaabi, H.

2010-03-01

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

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.

Survey of Public Understanding on Energy Resources including Nuclear Energy (I)

International Nuclear Information System (INIS)

Park, Se-Moon; Song, Sun-Ja

2007-01-01

Women in Nuclear-Korea (WINK) surveyed the public understanding on various energy resources in early September 2006 to offer the result for establishment of the nuclear communication policy. The reason why this survey includes other energy resources is because the previous works are only limited on nuclear energy, and also aimed to know the public's opinion on the present communication skill of nuclear energy for the public understanding. The present study is purposed of having data how public understands nuclear energy compared to other energies, such as fossil fuels, hydro power, and other sustainable energies. The data obtained from this survey have shown different results according to the responded group; age, gender, residential area, etc. Responded numbers are more than 2,000 of general public and university students. The survey result shows that nuclear understanding is more negative in women than in men, and is more negative in young than older age

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)

Resource Letter MP-1: The Manhattan Project and related nuclear research

Science.gov (United States)

Reed, B. Cameron

2005-09-01

This Resource Letter provides a guide to literature on the Manhattan Project and related nuclear research. Books and journal articles are cited for the following topics: general works, technical works, biographical and autobiographical works, the German nuclear program, and technical papers of historical interest. A list of videos and websites dealing with the Manhattan Project, nuclear weapons, and nuclear issues is also given.

Nuclear Power and Resource Efficiency—A Proposal for a Revised Primary Energy Factor

Directory of Open Access Journals (Sweden)

Ola Eriksson

2017-06-01

Full Text Available Measuring resource efficiency can be achieved using different methods, of which primary energy demand is commonly used. The primary energy factor (PEF is a figure describing how much energy from primary resources is being used per unit of energy delivered. The PEF for nuclear power is typically 3, which refers to thermal energy released from fission in relation to electricity generated. Fuel losses are not accounted for. However; nuclear waste represents an energy loss, as current plans for nuclear waste management mostly include final disposal. Based on a literature review and mathematical calculations of the power-to-fuel ratio for nuclear power, PEF values for the open nuclear fuel cycle (NFC option of nuclear power and different power mixes are calculated. These calculations indicate that a more correct PEF for nuclear power would be 60 (range 32–88; for electricity in Sweden (41% nuclear power PEF would change from 1.8 to 25.5, and the average PEF for electricity in the European Union (EU would change from 2.5 to 18. The results illustrate the poor resource efficiency of nuclear power, which paves the way for the fourth generation of nuclear power and illustrates the policy implication of using PEFs which are inconsistent with current waste management plans.

Human Resources Development Challenges for Nuclear Newcomers

International Nuclear Information System (INIS)

Perrette, Xavier

2014-01-01

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

Human resource management at 'AD Imlek Belgrade'

Directory of Open Access Journals (Sweden)

Samardžić Maja

2016-01-01

Full Text Available Human resources include overall human potential within an organization: the available knowledge and experience, usable skills and abilities, possible ideas and creations, the level of motivation and interest in the achievement of organizational objectives, etc. The objective of this paper is to highlight the role and importance of human resource management (HRM in achieving business success, based on the analysis of the most important theoretical and practical aspects of human resource management at the 'Imlek' Company. This study required the use of different methods and techniques such as: content analysis, case study, observation, testing and systemic approach. The study showed that sale of the Imlek Company products was widespread in the country and the region. An ongoing market advantage is achieved due to a high quality standard of products, and primarily due to an effective management of human resources. Company management should make formalization and unification, and implement a set of measures in order to improve discipline of the employees. Top workers should be motivated through incentives for performance and innovation.

Importance of Knowledge Management in Human Resource Development

International Nuclear Information System (INIS)

Pleslic, Sanda

2014-01-01

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

Cultural diversity and human resources management in Europe

OpenAIRE

Cristian MARINAS; Monica CONDRUZ- BACESCU

2009-01-01

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

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

Directory of Open Access Journals (Sweden)

Marius Emil PATRICHI

2015-10-01

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

Nuclear Knowledge Management in Vietnam: Challenges and Approaches

International Nuclear Information System (INIS)

Nguyen, T. T.

2016-01-01

Full text: In Vietnam, nuclear knowledge in general, and in particular in relation to nuclear power remains weak, since training and human resource development in this area have not received adequate attention. In August 18, 2010 the Prime Minister issued the decision 1558 approving the scheme for “Training and development of human resources in the field of atomic energy”. Then, on 10/15/2015 The Prime Minister issued the decision 1756 approving a Plan for the training and retraining of state management personnel, research and development, and technical support to serve nuclear power development till 2020. To implement the training and development of human resources, the organization in the field of atomic energy has planned to conduct recruitment, training and development of human resources. Thus Vietnam has a policy and plan for the development of nuclear knowledge. However, knowledge management has yet to be thoroughly implemented. At Government level there are no specific policy decisions on knowledge management. Level implementation units have not implemented the scientific step, the switch serving the knowledge management. This is one of the main reasons why the development of human resources in the field of atomic energy has been slow. (author

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.

Nuclear proliferation and civilian nuclear power. Report of the Nonproliferation Alternative Systems Assessment Program. Volume III. Resources and fuel cycle facilities

International Nuclear Information System (INIS)

1980-06-01

The ability of uranium supply and the rest of the nuclear fuel cycle to meet the demand for nuclear power is an important consideration in future domestic and international planning. Accordingly, the purpose of this assessment is to evaluate the adequacy of potential supply for various nuclear resources and fuel cycle facilities in the United States and in the world outside centrally planned economy areas (WOCA). Although major emphasis was placed on uranium supply and demand, material resources (thorium and heavy water) and facility resources (separative work, spent fuel storage, and reprocessing) were also considered

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.

Annotated bibliography of cultural resources literature for the Nevada Nuclear Waste Storage Investigations

International Nuclear Information System (INIS)

1983-11-01

This annotated bibliography of the cultural resources literature pertinent for the Nevada Nuclear Waste Storage Investigations was assembled in order to (1) identify and evaluate the prehistoric and historic properties previously recorded in the Nevada Nuclear Waste Storage Investigations Project Area of southern Nye County, Nevada, (2) identify and develop research problems that have been and/or could be addressed by the cultural resources of this area, (3) isolate factors that might be important in the selection of a potential locality for a high level nuclear waste repository in the project area, and (4) critically evaluate the adequacy and current status of cultural resources knowledge in the project area. 195 references

Basic research on human reliability in nuclear power plants

International Nuclear Information System (INIS)

Zhang Li; Deng Zhiliang

1996-10-01

Human reliability in nuclear power plants is one of key factors in nuclear safety and economic operation. According to cognitive science, behaviour theory and ergonomic and on the bases of human cognitive behaviour characteristics, performance shaping factors, human error mechanisms and organization management, the project systematically studied the human reliability in nuclear power plant systems, established the basic theory and methods for analyzing human factor accidents and suggested feasible approaches and countermeasures for precaution against human factor accidents and improving human reliability. The achievement has been applied in operation departments, management departments and scientific research institutions of nuclear power, and has produced guiding significance and practical value to design, operation and management in nuclear power plants. (11 refs.)

20 CFR 628.215 - State Human Resource Investment Council.

Science.gov (United States)

2010-04-01

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

Global-minded Human Resources and Expectations for Universities

Science.gov (United States)

Inoue, Hiroshi

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

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

International Nuclear Information System (INIS)

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

2007-01-01

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

Are world uranium resources sufficient to fuel global growth in nuclear generating capacity?

International Nuclear Information System (INIS)

Cameron, R.; Vance, R.E.

2012-01-01

Increased uranium prices since 2003 have produced more activity in the sector than the previous 20 years. Nuclear reactor construction is proceeding in some countries, ambitious expansion plans have been announced in others and several, particularly in the developing world, are considering introducing nuclear power as a means of meeting rising electricity demand without increasing greenhouse gas emissions. Others have recently decided to either withdraw from the use of nuclear power or not proceed with development plans following the accident at the Fukushima Dai-ichi nuclear power plant in Japan in March 2011. Since the mid-1960, the OECD Nuclear Energy Agency and the International Atomic Energy Agency have jointly prepared a comprehensive update of global uranium resources, production and demand (commonly known as the 'Red Book'. The Red Book is based on government responses to a questionnaire that requests information on uranium exploration and mine development activity, resources and plans for nuclear development to 2035. This presentation provides an overview of the global situation based on the recently published 2011 edition. It features a compilation of global uranium resources, projected mine development and production capability in all the countries currently producing uranium or with plans to do so in the near future. This is compared to updated, post-Fukushima demand projections, reflecting nuclear phase-out plans announced in some countries and ambitious expansion plans of others. The 2011 Red Book shows that currently defined uranium resources are sufficient to meet high case projections of nuclear power development to 2035. (authors)

Nuclear Education and training: addressing a global need

International Nuclear Information System (INIS)

Dunn Lee, Janice

2008-01-01

There is growing concern about the difficulties nuclear institutions in many OECD/NEA member countries are experiencing in recruiting qualified specialists. Recent studies have also shown that nuclear education and training have been suffering declines of various degrees. If no action is taken on this issue, the nuclear sector risks facing a shortage of qualified human resources to ensure the appropriate regulation and operation of existing nuclear facilities as well as the construction of new ones in those countries wishing to do so. The NEA Steering Committee for Nuclear Energy issued a statement on this subject in October 2007, the complete text of which is available at: www.nea.fr/html/general/press/2007/2007-05.html. The NEA has for many years been involved in efforts to define and address the need for qualified human resources. In this regard, the Agency: 1- carries out assessments of requirements and availability of qualified human resources in the nuclear field, 2- enhances nuclear education programmes, such as the International School of Nuclear Law, and 3- encourages large, high-profile international research and development programmes. These areas are addressed in the NEA Strategic Plan as well as in the specific NEA programmes discussed below. The presentation will focus on ways to address the issue of qualified human resources, share information about what others are doing, and discuss what we might do collectively. (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...

Developing and maintaining nuclear competencies

International Nuclear Information System (INIS)

Gobert, C.

2004-01-01

The paper discusses the following aspects on the nuclear knowledge management: assimilation of knowledge management, recognition of the nuclear specificity, attracting young talents. Another feature which, possibly, differentiates nuclear from other high-tech industries is that time constraints in some nuclear development may very well exceed the duration of a generation of professionals. That means, not only maintaining scientific and technical knowledge, which, as a minimum, leads to maintain: a rigorous supervision of human resources in quality and quantity; anticipatory planning of human resources, with a special focus on succession planning concerning expertise positions; a steady and continuous effort in training and retraining programs. Maintaining the safety culture is also one of the major managerial duties. Taking full account of the nuclear specificity in knowledge maintenance and development in the AREVA group, requests a multifunctional approach, which combines efforts of Research and Innovation, and Human Resources departments, plus the group Nuclear inspectorate. It is acknowledged that the industry, basically, would readily rely on the capabilities of the academic world and research centers in ensuring that training and education in nuclear science and technologies are attuned to the evolving needs of the industry, in maintaining the proper educational programs and in fostering fruitful cooperations between them

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…

INTERNATIONAL DIMENSIONS OF HUMAN RESOURCE MANAGEMENT

OpenAIRE

Cristian Marinaş; Aurel Manolescu

2007-01-01

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

Human Resource Management Practices in Nigeria

OpenAIRE

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

2011-01-01

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

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

OpenAIRE

Audia Junita

2017-01-01

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

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.

Human factors in nuclear power plant operations

International Nuclear Information System (INIS)

Swain, A.D.

1980-08-01

This report describes some of the human factors problems in nuclear power plants and the technology that can be employed to reduce those problems. Many of the changes to improve the human factors in existing plants are inexpensive, and the expected gain in human reliability is substantial. The human factors technology is well-established and there are practitioners in most countries that have nuclear power plants

Conceptual modelling of human resource evaluation process

Directory of Open Access Journals (Sweden)

Negoiţă Doina Olivia

2017-01-01

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

OAS :: Accountability :: Human Resources

Science.gov (United States)

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

Challenging (Strategic) Human Resource management Theory

NARCIS (Netherlands)

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

2002-01-01

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

Practice and exploration: build nuclear science and technology information resources management system based on the TRS platform

International Nuclear Information System (INIS)

Huang Jing; Meng Xu

2010-01-01

Nuclear science and technology information has played a very important role in the development of Chinese nuclear industry. In information explosion and information technology swift development's today, how to use information technology method to management and shared the nuclear information of nuclear research institutes, nuclear power plants and other nuclear-related units, become an important subject of nuclear information work. TRS information resource management platform provide a doable solution to manage and share the nuclear science and technology information. Nuclear Power Institute of China has built a nuclear science and technology information resources management system based on the TRS platform, through some steps just like system design, re-development and resource building. This management system has served for the research, testing, production and operation. (authors)

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 ...

Importance of human factors on nuclear installations safety

International Nuclear Information System (INIS)

Caruso, G.J.

1990-01-01

Actually, installations safety and, in particular the nuclear installations infer a strong incidence in human factors related to the design and operation of such installations. In general, the experience aims to that the most important accidents have happened as result of the components' failures combination and human failures in the operation of safety systems. Human factors in the nuclear installations may be divided into two areas: economy and human reliability. Human factors treatments for the safety evaluation of the nuclear installations allow to diagnose the weak points of man-machine interaction. (Author) [es

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

International Nuclear Information System (INIS)

2003-07-01

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

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

Human resources management in the process of internationalization

Directory of Open Access Journals (Sweden)

Arnaldo Mazzei Nogueira

2013-04-01

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

The Impact of Strategic Human Resource Management on Organizational Performance

Directory of Open Access Journals (Sweden)

Luftim CANIA

2014-12-01

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

Human factors in nuclear power plants

International Nuclear Information System (INIS)

Hennig, J.; Bohr, E.

1976-04-01

This annotated bibliography is a first attempt to give a survey of the kind of literature which is relevant for the ergonomic working conditions in nuclear power plants. Such a survey seems to be useful in view of the fact that the 'factor human being' comes recently more and more to the fore in nuclear power plants. In this context, the necessity is often pointed out to systematically include our knowledge of the performance capacity and limits of human beings when designing the working conditions for the personnel of nuclear power plants. For this reason, the bibliography is so much intended for the ergonomics experts as for the experts of nuclear engineering. (orig./LN) [de

Human factor problem in nuclear power generation

International Nuclear Information System (INIS)

Yoshino, Kenji; Fujimoto, Junzo

1999-01-01

Since a nuclear power plant accident at Threemile Island in U.S.A. occurred in March, 1979, twenty years have passed. After the accident, the human factor problem became focussed in nuclear power, to succeed its research at present. For direct reason of human error, most of factors at individual level or work operation level are often listed at their center. Then, it is natural that studies on design of a machine or apparatus suitable for various human functions and abilities and on improvement of relationship between 'human being and machine' and 'human being and working environment' are important in future. Here was, as first, described on outlines of the human factor problem in a nuclear power plant developed at a chance of past important accident, and then was described on educational training for its countermeasure. At last, some concrete researching results obtained by human factor research were introduced. (G.K.)

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.

Nuclear safety based on nuclear knowledge - A Romanian approach

International Nuclear Information System (INIS)

Valeca, S.C.; Popescu, D.

2007-01-01

Full text: The recognized 'father' of the nuclear field, the scientist A. Einstein inherited us with a CONTRADICTION. On one hand he was the supporter of researches in the nuclear field, but on the other hand, when he saw the first devastating results of the atomic explosions he suddenly became a fervent opponent. In such conditions, the nuclear field made its first step in the conscience of humanity. Unfortunately it was a left first step. For this reason and also because of the nuclear incidents passed over the history of the field and due to yet unclear strategies regarding the final disposal of radioactive waste, a part of public opinion 'embraced' the concept 'NIMBY - Not In My Back Yard'. At present and for the future we have to fight against this concept in order to transform it in 'PIMY - Please In My Yard'. As a consequence, alongside numerous activities well-known by the specialists in the field, regulated and authorized by the regulatory body in the nuclear field, associated programmes for the CONTINUOUS qualification and education of human resources are needed. The Concept of Nuclear Security covers all the activities resulted from the nuclear fuel cycle. Taking into consideration the international experience in this field in our country's case, these activities were estimated for periods of approximately 70 years, as following: 10 years: the characterization and selection of the site, the design, construction and the commission of a nuclear power plant; 40 years: the operation, maintenance and modernization of a nuclear power plant; 20 years: the preservation for the decommissioning and the decommissioning of the nuclear power plant. In all these stages until present Romania based a lot on the indigene component regarding the activities of research and development, design, construction - assembling, exploitation and maintenance (both for NPP Unit 1 and Unit 2, where this component was approximately of 50%). In such conditions, it was needed the

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 ...

INPRO Methodology for Sustainability Assessment of Nuclear Energy Systems: Environmental Impact from Depletion of Resources

International Nuclear Information System (INIS)

2015-01-01

INPRO is an international project to help ensure that nuclear energy is available to contribute in a sustainable manner to meeting the energy needs of the 21st century. A basic principle of INPRO in the area of environmental impact from depletion of resources is that a nuclear energy system will be capable of contributing to the energy needs in the 21st century while making efficient use of non-renewable resources needed for construction, operation and decommissioning. Recognizing that a national nuclear energy programme in a given country may be based both on indigenous resources and resources purchased from abroad, this publication provides background materials and summarizes the results of international global resource availability studies that could contribute to the corresponding national assessments

The nuclear envelopathies and human diseases

Directory of Open Access Journals (Sweden)

Jeang Kuan-Teh

2009-10-01

Full Text Available Abstract The nuclear envelope (NE consists of two membrane layers that segregate the nuclear from the cytoplasmic contents. Recent progress in our understanding of nuclear-lamina associated diseases has revealed intriguing connections between the envelope components and nuclear processes. Here, we review the functions of the nuclear envelope in chromosome organization, gene expression, DNA repair and cell cycle progression, and correlate deficiencies in envelope function with human pathologies.

Marketing Human Resource Development.

Science.gov (United States)

Frank, Eric, Ed.

1994-01-01

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

Human resource management approaches in Spanish hotels: An introductory analysis

OpenAIRE

Marco-Lajara, Bartolomé; Úbeda García, Mercedes

2013-01-01

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

Enhancing nuclear safety verification ability for personnel of regulatory body in Vietnam

International Nuclear Information System (INIS)

Tu, Nguyen Hoang; Choi, Kwang Sik

2012-01-01

A major issue dominating the nuclear energy development program is the availability of sufficient human resources. Vietnam needs to have significant numbers of engineers, technicians, and scientists in order to support and ensure the safety of nuclear power plant which will be paramount as the government's goal. In particular, to ensure safety in utilization of nuclear energy, a country embarking on a nuclear power program should consider the early establishment of a regulatory body which regulates nuclear power plants at all stages to protect public from radiation hazards and to preserve the environment. In this paper, some lessons learned and the status of human resource development for nuclear safety in Vietnam is presented. Some recommendations, proposed ideas are given on strategy development of human resource

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

Science.gov (United States)

2010-01-01

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

WHO ADOPT AND IMPLEMENT HUMAN RESOURCES STRATEGY IN AN ORGANIZATION?

Directory of Open Access Journals (Sweden)

MUNTEANU ANCA-IOANA

2016-04-01

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

Human resource policy and Danish multinational companies

DEFF Research Database (Denmark)

Fleming, Daniel; Søborg, Henrik

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

Relevance of counselling to human resource management in ...

African Journals Online (AJOL)

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

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

International Nuclear Information System (INIS)

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

2015-10-01

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

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 ...

A World Nuclear University

International Nuclear Information System (INIS)

Yanev, Y.

2004-01-01

The paper discusses the mission and tasks of the World Nuclear University (WNU) established to build worldwide knowledge and support the effective use of nuclear techniques for solving the global human and environmental problems of 21 century and thereby support the global sustainable development. In this respect the WNU would build Human resources, Technical knowledge and Public Support. A Network of educational and research institutions with strong programmes in nuclear science and engineering will be created. The WNU Head quarters and Regional Centers will: 1) Facilitate agreement on curriculum and WNU certification curriculum 2) Develop and administer scholarships; 3) Foster educational exchanges within WNU family institutions; 4) Build core faculty for summer 1/2 year Masters degrees; 5) Co-ordinate research, grants and knowledge management research; 6) Operate think tank and public information service; 7) Emphasise key areas such as safeguards systems and the nuclear-renewable-hydrogen economy; 8) Oversee world-wide human resources pool; 9) Orchestrate alumni support for nuclear technology. The possible participants and possible location of the Regional Centres are given

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.

Nuclear education and training: from concern to capability

International Nuclear Information System (INIS)

2012-01-01

The OECD Nuclear Energy Agency (NEA) first published in 2000 Nuclear Education and Training: Cause for Concern?, which highlighted significant issues in the availability of human resources for the nuclear industry. Ten years on, Nuclear Education and Training: From Concern to Capability considers what has changed in that time and finds that, while some countries have taken positive actions, in a number of others human resources could soon be facing serious challenges in coping with existing and potential new nuclear facilities. This is exacerbated by the increasing rate of retirement as the workforce ages. This report provides a qualitative characterisation of human resource needs and appraises instruments and programmes in nuclear education and training initiated by various stakeholders in different countries. In this context, it also examines the current and future uses of nuclear research facilities for education and training purposes. Regarding the nuclear training component of workforce competence, it outlines a job taxonomy which could be a basis for addressing the needs of workers across this sector. It presents the taxonomy as a way of enhancing mutual recognition and increasing consistency of education and training for both developed and developing countries. Contents: 1 - A decade of change: Background; The evolving environment; A key resource - a competent workforce; 2 - Review of nuclear education and associated facilities: Introduction; Education and training - progress over the last decade; Present use of research infrastructure for education and training in NEA member countries; 3 - Towards a blueprint for workforce development: The benefits of a competent nuclear workforce; Classifying competence; Analysis ; 4 - Ensuring capability - the recommendations: Nuclear human resource features and requirements; Ten years on - the developments; Approach to developing a common job taxonomy; 5 - Appendices: Recommendations from Nuclear Education and Training

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.

The Gulf Nuclear Energy Infrastructure Institute (GNEII) Four Years On

International Nuclear Information System (INIS)

Finch, Robert J.; Mohagheghi, Amir H.; Solodov, Alexander; Beeley, Philip A.; Boyle, David R.

2014-01-01

Introduction: What is GNEII? • Regionally based Institution → human resource capability → Future decision makers → managers & regulators. • Education & Development → Nuclear energy infrastructure → Integrated safeguards, safety, and security (3S) → Nuclear power fundamentals. • Strategic effort → Coordinated partnership → Responsible national nuclear energy program → Regional context. Why GNEII? • Build indigenous human resources → Education, Research, Technical capacity → Integrated 3S Systems Approach - coupled with - Nuclear Energy Infrastructure. • GNEII Addresses a Need → Increased nuclear power demand → Regional Nuclear Infrastructure → GNEII is a sustainable mechanism for developing a responsible nuclear energy program

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 ...

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

International Nuclear Information System (INIS)

2004-07-01

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

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.

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

International Nuclear Information System (INIS)

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

2011-01-01

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

Cooperation of nuclear manpower development between Viet Nam and Korea in order to enhance establishment of infrastructure in exporting nuclear technology to Viet Nam

International Nuclear Information System (INIS)

Lee, E. J.; Han, K. W.; Park, J. K.; Kim, Y. T.; Nam, Y. M.; Jang, Y. H.; Yang, M. H.

2003-08-01

Through this project, KAERI provided OJT Programme to 3 nuclear experts of Viet Nam at the KAERI for 3 months as a cooperation of human resource development in the field of nuclear policy, nuclear safety analysis and thermo hydraulic. We could have publicity activities of S/W and H/W then achieve an advantage position of economical and technical in exporting nuclear technology to Viet Nam. Also we have provided a training course and seminar for a high-level delegation of nuclear policy decision makers, which is consisted of 5 deputy ministers and general directors of Viet Nam in Korea. Thus we could have Vietnamese who are favoring Korea. The KAERI will also prepare a data base of trained Vietnamese in Korea for the maximum utilization of them in cooperating with Viet Nam. We accomplished the cooperation of human resource development and providing program and curriculum of the nuclear education and training in Viet Nam. Furthermore, it is expected that the enhancement of nuclear technical cooperation between Viet Nam and Korea and the nuclear human resource development

Cooperation of nuclear manpower development between Viet Nam and Korea in order to enhance establishment of infrastructure in exporting nuclear technology to Viet Nam

Energy Technology Data Exchange (ETDEWEB)

Lee, E. J.; Han, K. W.; Park, J. K.; Kim, Y. T.; Nam, Y. M.; Jang, Y. H.; Yang, M. H

2003-08-15

Through this project, KAERI provided OJT Programme to 3 nuclear experts of Viet Nam at the KAERI for 3 months as a cooperation of human resource development in the field of nuclear policy, nuclear safety analysis and thermo hydraulic. We could have publicity activities of S/W and H/W then achieve an advantage position of economical and technical in exporting nuclear technology to Viet Nam. Also we have provided a training course and seminar for a high-level delegation of nuclear policy decision makers, which is consisted of 5 deputy ministers and general directors of Viet Nam in Korea. Thus we could have Vietnamese who are favoring Korea. The KAERI will also prepare a data base of trained Vietnamese in Korea for the maximum utilization of them in cooperating with Viet Nam. We accomplished the cooperation of human resource development and providing program and curriculum of the nuclear education and training in Viet Nam. Furthermore, it is expected that the enhancement of nuclear technical cooperation between Viet Nam and Korea and the nuclear human resource development.

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 ...

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2005-08-01

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

SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

Directory of Open Access Journals (Sweden)

Cristian Stefanescu

2017-06-01

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

Developing Human Resources through Actualizing Human Potential

Science.gov (United States)

Clarken, Rodney H.

2012-01-01

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

The Impact of Human Resource Management Practices on ...

African Journals Online (AJOL)

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

Needs of National Infrastructure for Nuclear Energy Program in Macedonia

International Nuclear Information System (INIS)

Chaushevski, A.; Poceva, S.N.; Spasevska, H.; Popov, N.

2016-01-01

The introduction of a nuclear energy program is a major undertaking with significant implications for many aspects of national infrastructure, ranging from capacity of the power grid, access roads and production facilities, to the involvement of stakeholders and the development of human resources. For new comers countries without nuclear power, even for those who wish to realize substantial expansion of existing nuclear capacity, it can take up to 10-15 years to develop the necessary infrastructure. One of the crucial problems in nuclear energy implementation are human resources needs and educational infrastructure development in this field. No matter what will be the future energy scenario in the Republic of Macedonia, the nuclear educational program is the first step to have HR in the field of nuclear energy. This paper presents the proposed direction for having HR for establishing national infrastructure in nuclear energy program in Macedonia. This includes establishing and developing of MONEP (Macedonian NEPIO), and the enhancing the capabilities of the national regulatory body in the Republic of Macedonia. Keywords: NEP (Nuclear Energy Program), HR (Human Resources), NEPIO (Nuclear Energy Program Implementation Organization), MONEP Macedonian Organization for Nuclear Energy Program (Macedonian NEPIO), NRB (Nuclear Regulatory Body)

Human factors in nuclear power plants

International Nuclear Information System (INIS)

Pack, R.W.

1978-01-01

The Electric Power Research Institute has started research in human factors in nuclear power plants. One project, completed in March 1977, reviewed human factors problems in operating power plants and produced a report evaluating those problems. A second project developed computer programs for evaluating operator performance on training simulators. A third project is developing and evaluating control-room design approaches. A fourth project is reviewing human factors problems associated with power-plant maintainability and instrumentation and control technician activities. Human factors engineering is an interdisciplinary specialty concerned with influencing the design of equipment systems, facilities, and operational environments to promote safe, efficient, and reliable operator performance. The Electric Power Research Institute (EPRI) has undertaken four projects studying the application of human factors engineering principles to nuclear power plants. (author)

Investigation of human system interface design in nuclear power plant

International Nuclear Information System (INIS)

Feng Yan; Zhang Yunbo; Wang Zhongqiu

2012-01-01

The paper introduces the importance of HFE in designing nuclear power plant, and introduces briefly the content and scope of HFE, discusses human system interface design of new built nuclear power plants. This paper also describes human system interface design of foreign nuclear power plant, and describes in detail human system interface design of domestic nuclear power plant. (authors)

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 ...

Nuclear explosives in water-resource management

Energy Technology Data Exchange (ETDEWEB)

Piper, Arthur M [United States Department of the Interior, Geological Survey (United States)

1970-05-15

Nuclear explosives afford diverse tools for managing our water resources. These include principally: the rubble column of a fully contained underground detonation, the similar rubble column of a retarc, the crater by subsidence, the throwout crater of maximum volume (the latter either singly or in-line), and the ejecta of a valley-slope crater. By these tools, one can create space in which to store water, either underground or on the land surface - in the latter instance, to a considerable degree independently of the topography. Underground, one can accelerate movement of water by breaching a confining bed, a partition of a compartmented aquifer, or some other obstruction in the natural 'plumbing system'. Finally, on the land surface, one can modify the natural pattern of water flow, by canals excavated with in-line detonation. In all these applications, the potential advantage of a nuclear explosive rests chiefly in undertakings of large scale, under a consequent small cost per unit of mechanical work accomplished.

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...

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

International Nuclear Information System (INIS)

Grover, R.B.

2007-01-01

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

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.

Perspectives of Nuclear Energy for Human Development

International Nuclear Information System (INIS)

Rouyer, Jean-Loup

2002-01-01

In this period of expectation and short term viewing, everyone has difficulties to draw long term perspectives. A positive global world vision of sustainable development gives confidence in the preparation of energy future in a moving international context. This presentation proposes to share such a long term vision inside which energy scenarios for nuclear development take their right place. It is founded on a specific analysis of an index of countries global development which is representative of a country efficiency. Human Development Index (HDI) is a composite international index recommended and calculated every year since 1990 by the United Nations Development Program (UNDP). This index is still very dependent of GNP, which ignores the disparities of revenues inside the country. That is why a Country Efficiency Index (CEI) has been defined to better represent the capacity of a country to utilize its resources for welfare of its inhabitants. CEI is a ratio of health and education levels to the capacity of the country to satisfy this welfare. CEI has been calculated for the 70 more populated countries of the world for the year 1997. CEI calculation has been also performed for European Countries, the United States, China and India on the period from 1965 to 1997. It is observed a growth of CEI. for France from 0.6 to 0.78, and from 0.7 to 0.85 for USA. In 1997, CEI of China was 0.46, and 0.38 for India. This index is a good tool to measure the progression of development of the countries and the related energy needs. Comparison of the evolutions of CEI of these different countries shows a similar positive trend with some delay between OECD countries and China or India. A positive scenario for the future is based on a similar curve for these developing countries with learning effect which produces development with less energy consumption. This simulation results however in energy needs that exceed fossil fuel today available resources in 2070. Ultimate fossil

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...

The Countermeasures against the Human Errors in Nuclear Power Plants

International Nuclear Information System (INIS)

Lee, Yong Hee; Kwon, Ki Chun; Lee, Jung Woon; Lee, Hyun; Jang, Tong Il

2009-10-01

Due to human error, the failure of nuclear power facilities essential for the prevention of accidents and related research in ergonomics and human factors, including the long term, comprehensive measures are considered technology is urgently required. Past nuclear facilities for the hardware in terms of continuing interest over subsequent definite improvement even have brought, now a nuclear facility to engage in people-related human factors for attention by nuclear facilities, ensuring the safety of its economic and industrial aspects. The point of the improvement is urgently required. The purpose of this research, including nuclear power plants in various nuclear facilities to minimize the possibility of human error by ensuring the safety for human engineering aspects will be implemented in the medium and long term preventive measures is to establish comprehensive

The Countermeasures against the Human Errors in Nuclear Power Plants

Energy Technology Data Exchange (ETDEWEB)

Lee, Yong Hee; Kwon, Ki Chun; Lee, Jung Woon; Lee, Hyun; Jang, Tong Il

2009-10-15

Due to human error, the failure of nuclear power facilities essential for the prevention of accidents and related research in ergonomics and human factors, including the long term, comprehensive measures are considered technology is urgently required. Past nuclear facilities for the hardware in terms of continuing interest over subsequent definite improvement even have brought, now a nuclear facility to engage in people-related human factors for attention by nuclear facilities, ensuring the safety of its economic and industrial aspects. The point of the improvement is urgently required. The purpose of this research, including nuclear power plants in various nuclear facilities to minimize the possibility of human error by ensuring the safety for human engineering aspects will be implemented in the medium and long term preventive measures is to establish comprehensive.

Effectively managing nuclear risk through human performance improvement

International Nuclear Information System (INIS)

Coe, R.P.

2004-01-01

is to apply the principles of Human Performance Technology, or HPT, to the nuclear workplace. HPT is a relatively new field that has been emerging over the several decades. Its principles are derived from the research and practice of behavioral and cognitive psychologist, instructional technologists training designers, organizational developers and various human resource specialists. Relying heavily on general systems theory as applied to organizations, HPT takes a systemic approach to risk assessment and performance analysis/ change as opposed to making piecemeal interventions which often happens in designing training programs intended to be the only fix specific organizational behavior problems in the short term. Specifically, HPT methodology emphasizes examining any given problem in relation to the more global aims of the setting or environment within which the problem is identified. Its consistent driver is measurable performance and the structuring of elements within the system to improve and reward desirable performance and effective risk management. In general, HPT is more than another way to look at training, HPT is a systemized process that combines selection, analysis, design, development, implementation, and evaluation of programs to most cost effectively influence human behavior and accomplishment. By taking a systems view of organizations rather than discreetly focusing on pockets of concern within an organization, it seeks to link the actions and interventions of all the organizational elements that affect overall performance. It does this through identifying, among other things, current performance levels, required performance levels for effective risk management, exemplary performance, and developing measurements for each step in the process. It examines such things as the external and organizational environments as well as the influences that directly impact individual performance. Direct application to the nuclear industry is evident when

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…

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

International Nuclear Information System (INIS)

Horiguchi, Tetsuo; Yamamoto, Tomosada

2012-01-01

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

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.

Emergency Response Resources guide for nuclear power plant emergencies

International Nuclear Information System (INIS)

1992-07-01

On August 28 and September 18, 1990, the States of Louisiana and Mississippi, Gulf States Utilities, five local parishes, six Federal agencies, and the American Nuclear Insurers participated in a post-emergency TABLETOP exercise in Baton Rouge, Louisiana. One of the products developed from that experience was this guide for understanding the responsibilities and obtaining resources for specific needs from the various participants, particularly from those organizations within the Federal Government. This first revision of that guide broadens the focus of the original document. Also, new information defines the major Federal response facilities. This guide should assist State and local government organizations with identifying and obtaining those resources for the post-emergency response when their resources have been exhausted

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.

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

International Nuclear Information System (INIS)

2007-09-01

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

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

International Nuclear Information System (INIS)

2006-10-01

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

Transferring aviation human factors technology to the nuclear power industry

International Nuclear Information System (INIS)

Montemerlo, M.D.

1981-01-01

The purpose of this paper is to demonstrate the availability of aviation safety technology and research on problems which are sufficiently similar to those faced by the nuclear power industry that an agressive effort to adapt and transfer that technology and research is warranted. Because of time and space constraints, the scope of this paper is reduced from a discussion of all of aviation safety technology to the human factors of air carrier safety. This area was selected not only because of similarities in the human factors challenges shared by both industries (e.g. selection, training, evaluation, certification, etc.) but because experience in aviation has clearly demonstrated that human error contributes to a substantially greater proportion of accidents and incidents than does equipment failure. The Congress of the United States has placed a great deal of emphasis on investigating and solving human factors problems in aviation. A number of recent examples of this interest and of the resulting actions are described. The opinions of prominent aviation organizations as to the human factors problems most in need of research are presented, along with indications of where technology transfer to the nuclear power industry may be viable. The areas covered include: fatigue, crew size, information transfer, resource management, safety data-bases, the role of automation, voice and data recording systems, crew distractions, the management of safety regulatory agencies, equipment recertification, team training, crew work-load, behavioural factors, human factors of equipment design, medical problems, toxicological factors, the use of simulators for training and certification, determining the causes of human errors, the politics of systems improvement, and importance of both safety and public perception of safety if the industry is to be viable. (author)

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

The human factor in the nuclear industry

International Nuclear Information System (INIS)

Colas, Armand

1998-01-01

After having evoked the progressive reduction and stabilization of significant incidents occurring every year in French nuclear power plants, and the challenges faced by nuclear energy (loss of public confidence, loss of competitiveness), and then outlined the importance of safety to overcome these challenges, the author comments EDF's approach to the human factor. He first highlights the importance of information and communication towards the population. He briefly discusses the meaning of human factors for the nuclear industry, sometimes perceived as the contribution people to the company's safety and performance. He comments the evolution observed in the perception of human error in different industrial or technical environments and situations, and outlines what is at stake to reduce the production of faults and organize a 'hunt for latent defects'

A nuclear source: a resource kit for teachers

International Nuclear Information System (INIS)

Hawkins, Gay.

1992-01-01

The aim of this Resource Kit is to provide information, diagrams, overheads and classroom activities, set in an Australian context, to broaden and enrich the teaching of nuclear science from both technical and social science aspects. It has been written to address the the Australian secondary school syllabuses and reflects this in both its format and contents. Emphasis has been given to the applications of nuclear physics to our lives today, from new medical diagnostic techniques to efficient methods of monitoring our own environment. This Resource Kit is a valuable source of information not readily available to teachers from textbooks. It provides a unique opportunity to present the picture in Australia, making us all more aware of Australia's front line in Australia, making us all more aware of Australia's front line role in nuclear research. The kit is meant to be used in conjunction with current textbooks, to complement and enrich them. The kit begins with a review of the many applications of nuclear science in order to provide a broad concrete base to motivate students to discover more of the specific details of the basic discoveries contained in the later sections. Topics such as the Structure of the Atom, which are well documented in textbooks, have been approached in a more creative and less rigorous manner to give teachers a fresh approach to the topic. The kit is divided into 10 separate sections and presented in loose-leaf form to facilitate its use in the classroom. Diagrams are inserted into the text to clarify and enrich descriptions, as well as being provided at the back of each section as black line masters for photocopying and overhead projections. ills., tabs

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)

The Development of Pyro Human Resource Information System

International Nuclear Information System (INIS)

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

2012-01-01

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

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.

Ergonomics in nuclear and human factors engineering

International Nuclear Information System (INIS)

Muench, E.; Schultheiss, G.F.

1988-01-01

The work situation including man-machine-relationships in nuclear power plants is described. The overview gives only a compact summary of some important ergonomic parameters, i.e. human body dimension, human load, human characteristics and human knowledge. (DG)

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