Ninety-six hours to build a prototype robot showing human emotions

CERN Multimedia

Stefania Pandolfi

2016-01-01

Thirty-five Master's students in the fields of business, design and engineering participated in an intensive five-day project-based introduction to programming and advanced electronics. The goal of the initiative was to build a fully functional prototype robot able to communicate and show at least four basic human emotions.    A group of students is presenting a prototype robot showing human emotions at IdeaSquare. With no previous experience in electronics or coding, groups of students from Portugal, Italy, Norway and Estonia were introduced to the basics of sensors, integrated circuits and actuators, and after just 96 hours they presented their functioning robots at IdeaSquare on Friday, 15 January. These robots, mostly built around Arduino boards and recycled materials, were able to display different human emotions as a response to external environmental inputs. The five-day workshop, called öBot, was organised by the IdeaSquare te...

ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

Nicoleta, BELU

2014-11-01

Full Text Available The strategic planning of human resources is an ongoing process closely connected to the mission, vision and goals of an organization. The need for strategic planning arises from the dynamism of social and economic life, with a proactive approach in any type of organization. The role of strategic planning of human resources is to "ensure the right man in the right place at the right time", as a human resource is the only one with a creative and innovative effect. Thus, there is a synergistic effect between an individual and the organization in which he/she operates, between a human resources strategy and an organization's overall strategy. The main objectives of strategic planning are ensuring the necessary human resources, suitability to an organization's nature and the effective use of human resources in achieving organizational objectives. Analyzing the necessary human resources according to an organization's objectives and linking them to the existing labour supply and demand, there is an absolutely essential balance in strategic planning. The benefits obtained therefore are undeniable and human capital is transformed into a true competitive advantage. The challenges generated by the changes that may occur at any time in any type of organization and which directly affect the existing human resources can be effectively managed through strategic planning.

Chosen Concepts of Human Resources Management

Directory of Open Access Journals (Sweden)

Marcin W. Staniewski

2007-07-01

Full Text Available The article is a trial of clarifying and making order of terminology that is used in area of human resources management. This is an overview of basic definitions, conceptions and models of people management, that emerged from the beginning (XIX/XX century to nowadays. The article is a kind of presentation of human resources management evolution. It comprises a descriptions of broad range of human resources management models beginning from classic models (Harvard and Michigan models and finishing on strategic human resources models (orthodox model and human resources architecture, proposed by R.G. Klimecki S. A. Litz and D.P. Lepak S.A. Snell.

A prototype case-based reasoning human assistant for space crew assessment and mission management

Science.gov (United States)

Owen, Robert B.; Holland, Albert W.; Wood, Joanna

1993-01-01

We present a prototype human assistant system for space crew assessment and mission management. Our system is based on case episodes from American and Russian space missions and analog environments such as polar stations and undersea habitats. The general domain of small groups in isolated and confined environments represents a near ideal application area for case-based reasoning (CBR) - there are few reliable rules to follow, and most domain knowledge is in the form of cases. We define the problem domain and outline a unique knowledge representation system driven by conflict and communication triggers. The prototype system is able to represent, index, and retrieve case studies of human performance. We index by social, behavioral, and environmental factors. We present the problem domain, our current implementation, our research approach for an operational system, and prototype performance and results.

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

Enterprise Resource Planning Software in the Human Resource Classroom

Science.gov (United States)

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

2007-01-01

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

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

Directory of Open Access Journals (Sweden)

Erlinda Muslim

2016-08-01

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

Achieving competitive advantage through strategic human resource management.

Science.gov (United States)

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

1990-01-01

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

Resource management: Hotel Zira human resource management department analysis

Directory of Open Access Journals (Sweden)

Petrović Jelena

2015-01-01

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

Implementating Information Technology in E-Human Resource Management

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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 ...

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

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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.

PRMS Data Warehousing Prototype

Science.gov (United States)

Guruvadoo, Eranna K.

2002-01-01

Project and Resource Management System (PRMS) is a web-based, mid-level management tool developed at KSC to provide a unified enterprise framework for Project and Mission management. The addition of a data warehouse as a strategic component to the PRMS is investigated through the analysis, design and implementation processes of a data warehouse prototype. As a proof of concept, a demonstration of the prototype with its OLAP's technology for multidimensional data analysis is made. The results of the data analysis and the design constraints are discussed. The prototype can be used to motivate interest and support for an operational data warehouse.

CHARACTERISTICS OF HUMAN RESOURCE PLANNING IN HEALTHCARE

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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.

ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

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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.

Developing a Prototype ALHAT Human System Interface for Landing

Science.gov (United States)

Hirsh, Robert L.; Chua, Zarrin K.; Heino, Todd A.; Strahan, Al; Major, Laura; Duda, Kevin

2011-01-01

The goal of the Autonomous Landing and Hazard Avoidance Technology (ALHAT) project is to safely execute a precision landing anytime/anywhere on the moon. This means the system must operate in any lighting conditions, operate in the presence of any thruster generated regolith clouds, and operate without the help of redeployed navigational aids or prepared landing site at the landing site. In order to reach this ambitious goal, computer aided technologies such as ALHAT will be needed in order to permit these landings to be done safely. Although there will be advanced autonomous capabilities onboard future landers, humans will still be involved (either onboard as astronauts or remotely from mission control) in any mission to the moon or other planetary body. Because many time critical decisions must be made quickly and effectively during the landing sequence, the Descent and Landing displays need to be designed to be as effective as possible at presenting the pertinent information to the operator, and allow the operators decisions to be implemented as quickly as possible. The ALHAT project has established the Human System Interface (HSI) team to lead in the development of these displays and to study the best way to provide operators enhanced situational awareness during landing activities. These displays are prototypes that were developed based on multiple design and feedback sessions with the astronaut office at NASA/ Johnson Space Center. By working with the astronauts in a series of plan/build/evaluate cycles, the HSI team has obtained astronaut feedback from the very beginning of the design process. In addition to developing prototype displays, the HSI team has also worked to provide realistic lunar terrain (and shading) to simulate a "out the window" view that can be adjusted to various lighting conditions (based on a desired date/time) to allow the same terrain to be viewed under varying lighting terrain. This capability will be critical to determining the

Towards Improved Human Resource Development In Nigeria ...

African Journals Online (AJOL)

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

10 CFR 1.39 - Office of Human Resources.

Science.gov (United States)

2010-01-01

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

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...

A preclinical Talbot-Lau prototype for x-ray dark-field imaging of human-sized objects.

Science.gov (United States)

Hauke, C; Bartl, P; Leghissa, M; Ritschl, L; Sutter, S M; Weber, T; Zeidler, J; Freudenberger, J; Mertelmeier, T; Radicke, M; Michel, T; Anton, G; Meinel, F G; Baehr, A; Auweter, S; Bondesson, D; Gaass, T; Dinkel, J; Reiser, M; Hellbach, K

2018-03-26

Talbot-Lau x-ray interferometry provides information about the scattering and refractive properties of an object - in addition to the object's attenuation features. Until recently, this method was ineligible for imaging human-sized objects as it is challenging to adapt Talbot-Lau interferometers (TLIs) to the relevant x-ray energy ranges. In this work, we present a preclinical Talbot-Lau prototype capable of imaging human-sized objects with proper image quality at clinically acceptable dose levels. The TLI is designed to match a setup of clinical relevance as closely as possible. The system provides a scan range of 120 × 30 cm 2 by using a scanning beam geometry. Its ultimate load is 100 kg. High aspect ratios and fine grid periods of the gratings ensure a reasonable setup length and clinically relevant image quality. The system is installed in a university hospital and is, therefore, exposed to the external influences of a clinical environment. To demonstrate the system's capabilities, a full-body scan of a euthanized pig was performed. In addition, freshly excised porcine lungs with an extrinsically provoked pneumothorax were mounted into a human thorax phantom and examined with the prototype. Both examination sequences resulted in clinically relevant image quality - even in the case of a skin entrance air kerma of only 0.3 mGy which is in the range of human thoracic imaging. The presented case of a pneumothorax and a reader study showed that the prototype's dark-field images provide added value for pulmonary diagnosis. We demonstrated that a dedicated design of a Talbot-Lau interferometer can be applied to medical imaging by constructing a preclinical Talbot-Lau prototype. We experienced that the system is feasible for imaging human-sized objects and the phase-stepping approach is suitable for clinical practice. Hence, we conclude that Talbot-Lau x-ray imaging has potential for clinical use and enhances the diagnostic power of medical x-ray imaging. �

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.

A human tissue and data resource: an overview of opportunities, challenges, and development of a provider/researcher partnership model.

Science.gov (United States)

Kort, Eric J; Campbell, Bryon; Resau, James H

2003-02-01

As we continue to strive to apply the findings of in vitro and animal studies to human disease and transition from genomics to proteomics, we will experience an ever-increasing need for human tissues. A web based system that provides access to tissues repositories and associated data will best facilitate the access to these vital resources and the application of research information to human disease treatment. There are organizational and design requirements that must be addressed in the implementation of the infrastructures that are needed to implement such a system, with special attention paid to the protection of patient anonymity. This report describes the implementation of a prototype human tissue network in the hope of encouraging implementation of similar systems among other consortia of providers and researchers.

16 CFR 1000.22 - Office of Human Resources Management.

Science.gov (United States)

2010-01-01

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

Strategic Imperative of Human Resource Leadership Competencies

Science.gov (United States)

Rajini, G.; Gomathi, S.

2010-01-01

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

42 CFR 486.326 - Condition: Human resources.

Science.gov (United States)

2010-10-01

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

45 CFR 1304.52 - Human resources management.

Science.gov (United States)

2010-10-01

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

Overview of Trends Shaping Human Resource Management for ...

African Journals Online (AJOL)

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

Influence Of Globalization On Human Resource Development In ...

African Journals Online (AJOL)

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

Managing Human Resources in a Multinational Context

Science.gov (United States)

Sumetzberger, Walter

2005-01-01

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

An unsupervised meta-graph clustering based prototype-specific feature quantification for human re-identification in video surveillance

Directory of Open Access Journals (Sweden)

Aparajita Nanda

2017-06-01

Full Text Available Human re-identification is an emerging research area in the field of visual surveillance. It refers to the task of associating the images of the persons captured by one camera (probe set with the images captured by another camera (gallery set at different locations in different time instances. The performance of these systems are often challenged by some factors—variation in articulated human pose and clothing, frequent occlusion with various objects, change in light illumination, and the cluttered background are to name a few. Besides, the ambiguity in recognition increases between individuals with similar appearance. In this paper, we present a novel framework for human re-identification that finds the correspondence image pair across non-overlapping camera views in the presence of the above challenging scenarios. The proposed framework handles the visual ambiguity having similar appearance by first segmenting the gallery instances into disjoint prototypes (groups, where each prototype represents the images with high commonality. Then, a weighing scheme is formulated that quantifies the selective and distinct information about the features concerning the level of contribution against each prototype. Finally, the prototype specific weights are utilized in the similarity measure and fused with the existing generic weighing to facilitates improvement in the re-identification. Exhaustive simulation on three benchmark datasets alongside the CMC (Cumulative Matching Characteristics plot enumerate the efficacy of our proposed framework over the counterparts.

Discussing the Effective Factors on Maintenance of Human Resources

OpenAIRE

Bahare Shahriari

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

Jessica L Barker

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

Human resource management and technological challenges

CERN Document Server

Davim, J

2014-01-01

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

Managing the human resources in beer industry

Directory of Open Access Journals (Sweden)

Živković Dragić

2014-01-01

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

Strategic Human Resource Planning in Academia

Science.gov (United States)

Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

2009-01-01

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

Communication and Human Resources Management and Their ...

African Journals Online (AJOL)

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

A sample application of nuclear power human resources model

International Nuclear Information System (INIS)

Gurgen, A.; Ergun, S.

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

MUNTEANU ANCA-IOANA

2013-07-01

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

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

African Journals Online (AJOL)

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

Human Resources Management within Civil Service

Directory of Open Access Journals (Sweden)

Victor Teodor Alistar

2012-12-01

Full Text Available The main objective of this article is to examine the notion of management, as an area of study which analyses, regulates and renders the theoretical and technical support in order to provide rationality within the processes that unfold in the civil service. In order to accomplish this task, human resources management will be analyzed as a process which relies in exerting four main functions: ensuring, developing, motivating and maintaining the human resources, which are conditioned by external factors that must be taken into consideration, such as: legislative framework, labor force, unions, cultural context (here one includes management practices and philosophy, and economic circumstances. All these factors are considered to have a significant impact on the management of human resources.

Nurture of human resources for geological repository program

International Nuclear Information System (INIS)

Fujiwara, A.

2004-01-01

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

Activities of nuclear human resource development in nuclear industry

International Nuclear Information System (INIS)

Tsujikura, Yonezo

2010-01-01

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

Human resource management at 'AD Imlek Belgrade'

Directory of Open Access Journals (Sweden)

Samardžić Maja

2016-01-01

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

Importance of Knowledge Management in Human Resource Development

International Nuclear Information System (INIS)

Pleslic, Sanda

2014-01-01

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

Cultural diversity and human resources management in Europe

OpenAIRE

Cristian MARINAS; Monica CONDRUZ- BACESCU

2009-01-01

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

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

Directory of Open Access Journals (Sweden)

Marius Emil PATRICHI

2015-10-01

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

Human Resource Management: Some Vital Considerations

OpenAIRE

Mishra, SK

2007-01-01

The paper discusses how and why the theories of neo-classical economics are inadequate to provide a framework to human resource management and therefore must give way to dynamic gradual optimization procedure based on the principles of bounded rationality and satisficing behaviour in dealing with the problems of an adaptive complex system of business organization. It also widens the scope of human resource management to include crowd-sourcing.

Issues about Human Resources Recruitment

Directory of Open Access Journals (Sweden)

Aurel Manolescu

2008-04-01

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

Eight years' operation of the SGHWR prototype

International Nuclear Information System (INIS)

Phillips, J.L.

1976-01-01

Experience gained of the SGHWR system during the first eight years of operation of the UKAEA's 100 MW(e) prototype at AEE Winfrith is discussed. Modifications and additions have been made to the plant to overcome problems which only operation of a prototype unit can reveal. No problems have arisen which could not be overcome by the application of normal engineering resources, and there is no reason why the commercial successor to the prototype should be other than a fully viable proposition. (author)

20 CFR 628.215 - State Human Resource Investment Council.

Science.gov (United States)

2010-04-01

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

Global-minded Human Resources and Expectations for Universities

Science.gov (United States)

Inoue, Hiroshi

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

Human resources training in coastal science

Digital Repository Service at National Institute of Oceanography (India)

Vijayaraghavan, S.

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

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...

Future for nuclear data research. Human resources

International Nuclear Information System (INIS)

Baba, Mamoru

2006-01-01

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

PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

Directory of Open Access Journals (Sweden)

Amalia-Luisa PUPĂZĂ

2011-03-01

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

Conceptual modelling of human resource evaluation process

Directory of Open Access Journals (Sweden)

Negoiţă Doina Olivia

2017-01-01

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

OAS :: Accountability :: Human Resources

Science.gov (United States)

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

Challenging (Strategic) Human Resource management Theory

NARCIS (Netherlands)

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

2002-01-01

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

Impact of Globalization on the Human Resource Management ...

African Journals Online (AJOL)

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

NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

Directory of Open Access Journals (Sweden)

Milorad M. Drobac

2009-11-01

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

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

International Nuclear Information System (INIS)

Yamamoto, Shinji

2009-01-01

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

Human resources management in the process of internationalization

Directory of Open Access Journals (Sweden)

Arnaldo Mazzei Nogueira

2013-04-01

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

The Impact of Strategic Human Resource Management on Organizational Performance

Directory of Open Access Journals (Sweden)

Luftim CANIA

2014-12-01

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

The impact of human resource practices on psychological empowerment

Directory of Open Access Journals (Sweden)

Fatemeh Moradi

2016-07-01

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

Civil Service Human Resource Capacity and Information Technology

African Journals Online (AJOL)

Tesfaye

2009-01-01

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

Recognizing human actions by learning and matching shape-motion prototype trees.

Science.gov (United States)

Jiang, Zhuolin; Lin, Zhe; Davis, Larry S

2012-03-01

A shape-motion prototype-based approach is introduced for action recognition. The approach represents an action as a sequence of prototypes for efficient and flexible action matching in long video sequences. During training, an action prototype tree is learned in a joint shape and motion space via hierarchical K-means clustering and each training sequence is represented as a labeled prototype sequence; then a look-up table of prototype-to-prototype distances is generated. During testing, based on a joint probability model of the actor location and action prototype, the actor is tracked while a frame-to-prototype correspondence is established by maximizing the joint probability, which is efficiently performed by searching the learned prototype tree; then actions are recognized using dynamic prototype sequence matching. Distance measures used for sequence matching are rapidly obtained by look-up table indexing, which is an order of magnitude faster than brute-force computation of frame-to-frame distances. Our approach enables robust action matching in challenging situations (such as moving cameras, dynamic backgrounds) and allows automatic alignment of action sequences. Experimental results demonstrate that our approach achieves recognition rates of 92.86 percent on a large gesture data set (with dynamic backgrounds), 100 percent on the Weizmann action data set, 95.77 percent on the KTH action data set, 88 percent on the UCF sports data set, and 87.27 percent on the CMU action data set.

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...

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

Science.gov (United States)

2010-01-01

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

WHO ADOPT AND IMPLEMENT HUMAN RESOURCES STRATEGY IN AN ORGANIZATION?

Directory of Open Access Journals (Sweden)

MUNTEANU ANCA-IOANA

2016-04-01

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

Human resource policy and Danish multinational companies

DEFF Research Database (Denmark)

Fleming, Daniel; Søborg, Henrik

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

Relevance of counselling to human resource management in ...

African Journals Online (AJOL)

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

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

African Journals Online (AJOL)

Toshiba

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

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

Directory of Open Access Journals (Sweden)

BÎRCĂ ALIC

2017-06-01

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

INVESTMENT ASPECT IN MATERIAL INCENTIVE OF HUMAN RESOURCES

Directory of Open Access Journals (Sweden)

Potasheva Galina Anatol’evna

2017-03-01

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

Human resource management practices in public and private ...

African Journals Online (AJOL)

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

Management of Human Resources in CNCAN

International Nuclear Information System (INIS)

Ghinea, P.; Goicea, C.

2014-01-01

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

A Consideration of Human Resource Management Future

OpenAIRE

Samad Nasiri; Sahar Valikhanfard Zanjani

2012-01-01

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

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.

Human resource development for management of decommissioning

International Nuclear Information System (INIS)

Tanaka, Kenichi

2017-01-01

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

Putting your human resource department to work for you.

Science.gov (United States)

McConnell, C R

1991-06-01

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

HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

Directory of Open Access Journals (Sweden)

Todericiu Ramona

2013-07-01

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

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

African Journals Online (AJOL)

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

Training human resource for NPP in Vietnam

International Nuclear Information System (INIS)

Nguyen, Trung Tinh; Dam, Xuan Hiep

2008-01-01

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

SATISFACTION OF HUMAN RESOURCES IN SECONDARY SCHOOLS FROM ROMANIAN RURAL AREAS

Directory of Open Access Journals (Sweden)

Cristian Stefanescu

2017-06-01

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

Developing Human Resources through Actualizing Human Potential

Science.gov (United States)

Clarken, Rodney H.

2012-01-01

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

The Impact of Human Resource Management Practices on ...

African Journals Online (AJOL)

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

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 ...

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

International Nuclear Information System (INIS)

Wash, M.

2008-01-01

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

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

OpenAIRE

Flavian Clipa; Raluca Irina Clipa

2009-01-01

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

Natural resources, redistribution and Human capital formation

OpenAIRE

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

2016-01-01

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

Challenges of human resource capacity building assistance

International Nuclear Information System (INIS)

Noro, Naoko

2013-01-01

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

A Systems Model for Teaching Human Resource Management

Directory of Open Access Journals (Sweden)

George R. Greene

2013-07-01

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

Human Resources Key Performance Indicators

Directory of Open Access Journals (Sweden)

Gabčanová Iveta

2012-03-01

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

NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT

OpenAIRE

Milorad M. Drobac; Milica Radović

2009-01-01

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

Human Resource Development in Changing Organizations.

Science.gov (United States)

London, Manuel; Wueste, Richard A.

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

Maintenance modeling and optimization integrating human and material resources

International Nuclear Information System (INIS)

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

2010-01-01

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

Maintenance modeling and optimization integrating human and material resources

Energy Technology Data Exchange (ETDEWEB)

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

2010-12-15

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

Impact of socially responsible human resources policies on intellectual capital

Directory of Open Access Journals (Sweden)

Jesus Barrena-Martínez

2016-03-01

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

Human Resource Outsourcing Success

OpenAIRE

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

2014-01-01

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

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

Directory of Open Access Journals (Sweden)

Jaroslav NEKORANEC

2014-04-01

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

The Role of Human Resource Management in Employee Motivation

Directory of Open Access Journals (Sweden)

Muhammed Kürşad ÖZLEN

2014-05-01

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

CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

Directory of Open Access Journals (Sweden)

Flavian Clipa

2009-09-01

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

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

International Nuclear Information System (INIS)

Shao, Shuai; Yang, Lili

2014-01-01

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

Fundamentals of human resource management : emerging experiences from Africa

NARCIS (Netherlands)

Itika, J.

2011-01-01

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

Chapter 43: Assessment of NE Greenland: Prototype for development of Circum-ArcticResource Appraisal methodology

Science.gov (United States)

Gautier, D.L.; Stemmerik, L.; Christiansen, F.G.; Sorensen, K.; Bidstrup, T.; Bojesen-Koefoed, J. A.; Bird, K.J.; Charpentier, R.R.; Houseknecht, D.W.; Klett, T.R.; Schenk, C.J.; Tennyson, Marilyn E.

2011-01-01

Geological features of NE Greenland suggest large petroleum potential, as well as high uncertainty and risk. The area was the prototype for development of methodology used in the US Geological Survey (USGS) Circum-Arctic Resource Appraisal (CARA), and was the first area evaluated. In collaboration with the Geological Survey of Denmark and Greenland (GEUS), eight "assessment units" (AU) were defined, six of which were probabilistically assessed. The most prospective areas are offshore in the Danmarkshavn Basin. This study supersedes a previous USGS assessment, from which it differs in several important respects: oil estimates are reduced and natural gas estimates are increased to reflect revised understanding of offshore geology. Despite the reduced estimates, the CARA indicates that NE Greenland may be an important future petroleum province. ?? 2011 The Geological Society of London.

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)

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

From Resource-Adaptive Navigation Assistance to Augmented Cognition

Science.gov (United States)

Zimmer, Hubert D.; Münzer, Stefan; Baus, Jörg

In an assistance scenario, a computer provides purposive information supporting a human user in an everyday situation. Wayfinding with navigation assistance is a prototypical assistance scenario. The present chapter analyzes the interplay of the resources of the assistance system and the resources of the user. The navigation assistance system provides geographic knowledge, positioning information, route planning, spatial overview information, and route commands at decision points. The user's resources encompass spatial knowledge, spatial abilities and visuo-spatial working memory, orientation strategies, and cultural habit. Flexible adaptations of the assistance system to available resources of the user are described, taking different wayfinding goals, situational constraints, and individual differences into account. Throughout the chapter, the idea is pursued that the available resources of the user should be kept active.

Effective Management of Human Resources for Business and ...

African Journals Online (AJOL)

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

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

2010-01-01

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

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

Science.gov (United States)

Skinner, Wickham

1982-01-01

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

Nuclear human resource projection up to 2030 in KOREA

International Nuclear Information System (INIS)

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

2011-01-01

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

Mind Mapping on Development of Human Resource of Education

Science.gov (United States)

Fauzi, Anis

2016-01-01

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

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

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-04-01

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

The human resources in mergers and acquisitions

Directory of Open Access Journals (Sweden)

Noemí Martínez Caraballo

2007-07-01

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

An investigation on factors influencing on human resources productivity

Directory of Open Access Journals (Sweden)

Masoumeh Seifi Divkolaii

2014-05-01

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

The study on human resources toward industrialization in Madura

International Nuclear Information System (INIS)

Aziz Jakfar; Mochamad Nasrullah; Sriyana; Moch Djoko Birmano

2007-01-01

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

STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

OpenAIRE

Jaroslav NEKORANEC; Eva RÉVAYOVÁ

2014-01-01

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

Human resources FY 1995 Site Program Plan WBS 6.10.2

Energy Technology Data Exchange (ETDEWEB)

1994-09-01

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

Human Resources as a Competitive Advantage of Travel Agencies in Montenegro

Directory of Open Access Journals (Sweden)

Aleksa Vučetić

2012-04-01

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

[Human resources for health in Ecuador's new model of care].

Science.gov (United States)

Espinosa, Verónica; de la Torre, Daniel; Acuña, Cecilia; Cadena, Cristina

2017-06-08

Describe strategies implemented by Ecuador's Ministry of Public Health (MPH) to strengthen human resources for health leadership and respond to the new model of care, as a part of the reform process in the period 2012-2015. A documentary review was carried out of primary and secondary sources on development of human resources for health before and after the reform. In the study period, Ecuador developed a new institutional and regulatory framework for developing human resources for health to respond to the requirements of a model of care based on primary health care. The MPH consolidated its steering role by forging strategic partnerships, implementing human resources planning methods, and making an unprecedented investment in health worker training, hiring, and wage increases. These elements constitute the initial core for development of human resources for health policy and a health-services study program consistent with the reform's objectives. Within the framework of the reform carried out from 2012 to 2015, intersectoral work by the MPH has led to considerable achievements in development of human resources for health. Notable achievements include strengthening of the steering role, development and implementation of standards and regulatory instruments, creation of new professional profiles, and hiring of professionals to implement the comprehensive health care model, which helped to solve problems carried over from the years prior to the reform.

Handbook of human resources management

CERN Document Server

2016-01-01

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

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

DEFF Research Database (Denmark)

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

2013-01-01

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

Meeting the coming organizational risk challenges in human resources

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Zakić Nebojša

2016-01-01

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

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

OpenAIRE

BÎRCĂ ALIC

2017-01-01

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

Outsourcing HR Services: The Role of Human Resource Intermediaries

Science.gov (United States)

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

2012-01-01

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

Designing clinically valuable telehealth resources: processes to develop a community-based palliative care prototype.

Science.gov (United States)

Tieman, Jennifer Joy; Morgan, Deidre Diane; Swetenham, Kate; To, Timothy Hong Man; Currow, David Christopher

2014-09-04

Changing population demography and patterns of disease are increasing demands on the health system. Telehealth is seen as providing a mechanism to support community-based care, thus reducing pressure on hospital services and supporting consumer preferences for care in the home. This study examined the processes involved in developing a prototype telehealth intervention to support palliative care patients involved with a palliative care service living in the community. The challenges and considerations in developing the palliative care telehealth prototype were reviewed against the Center for eHealth Research (CeHRes) framework, a telehealth development model. The project activities to develop the prototype were specifically mapped against the model's first four phases: multidisciplinary project management, contextual inquiry, value specification, and design. This project has been developed as part of the Telehealth in the Home: Aged and Palliative Care in South Australia initiative. Significant issues were identified and subsequently addressed during concept and prototype development. The CeHRes approach highlighted the implicit diversity in views and opinions among participants and stakeholders and enabled issues to be considered, resolved, and incorporated during design through continuous engagement. The CeHRes model provided a mechanism that facilitated "better" solutions in the development of the palliative care prototype by addressing the inherent but potentially unrecognized differences in values and beliefs of participants. This collaboration enabled greater interaction and exchange among participants resulting in a more useful and clinically valuable telehealth prototype.

Human Resource Development in Hybrid Libraries

OpenAIRE

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

2000-01-01

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

Implicit face prototype learning from geometric information.

Science.gov (United States)

Or, Charles C-F; Wilson, Hugh R

2013-04-19

There is evidence that humans implicitly learn an average or prototype of previously studied faces, as the unseen face prototype is falsely recognized as having been learned (Solso & McCarthy, 1981). Here we investigated the extent and nature of face prototype formation where observers' memory was tested after they studied synthetic faces defined purely in geometric terms in a multidimensional face space. We found a strong prototype effect: The basic results showed that the unseen prototype averaged from the studied faces was falsely identified as learned at a rate of 86.3%, whereas individual studied faces were identified correctly 66.3% of the time and the distractors were incorrectly identified as having been learned only 32.4% of the time. This prototype learning lasted at least 1 week. Face prototype learning occurred even when the studied faces were further from the unseen prototype than the median variation in the population. Prototype memory formation was evident in addition to memory formation of studied face exemplars as demonstrated in our models. Additional studies showed that the prototype effect can be generalized across viewpoints, and head shape and internal features separately contribute to prototype formation. Thus, implicit face prototype extraction in a multidimensional space is a very general aspect of geometric face learning. Copyright © 2013 Elsevier Ltd. All rights reserved.

Adult Education & Human Resource Development: Overlapping and Disparate Fields

Science.gov (United States)

Watkins, Karen E.; Marsick, Victoria J.

2014-01-01

Adult education and human resource development as fields of practice and study share some roots in common but have grown in different directions in their histories. Adult education's roots focused initially on citizenship for a democratic society, whereas human resource development's roots are in performance at work. While they have…

Design of a Functional Training Prototype for Neonatal Resuscitation

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Sivaramakrishnan Rajaraman

2014-11-01

Full Text Available Birth Asphyxia is considered to be one of the leading causes of neonatal mortality around the world. Asphyxiated neonates require skilled resuscitation to survive the neonatal period. The project aims to train health professionals in a basic newborn care using a prototype with an ultimate objective to have one person at every delivery trained in neonatal resuscitation. This prototype will be a user-friendly device with which one can get trained in performing neonatal resuscitation in resource-limited settings. The prototype consists of a Force Sensing Resistor (FSR that measures the pressure applied and is interfaced with Arduino® which controls the Liquid Crystal Display (LCD and Light Emitting Diode (LED indication for pressure and compression counts. With the increase in population and absence of proper medical care, the need for neonatal resuscitation program is not well addressed. The proposed work aims at offering a promising solution for training health care individuals on resuscitating newborn babies under low resource settings.

New hand at the helm of CERN Human Resources

CERN Document Server

2004-01-01

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

THE ANALYSIS OF HUMAN RESOURCES MANAGEMENT (HRM IN MARITIME AFFAIRS

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Goran Vučur

2016-12-01

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

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

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Hasan Darvish

2012-10-01

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

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

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Dussault Gilles

2003-04-01

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

Human resources as multiplier for a company's value

International Nuclear Information System (INIS)

Bornemann, Manfred

2010-01-01

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

Strategic Human Resources Management

Directory of Open Access Journals (Sweden)

Marta Muqaj

2016-07-01

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

Human Resource Management Practice Tourism and Hotel Industry

Directory of Open Access Journals (Sweden)

Al Hrou S.A.

2014-01-01

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

Characteristics of human resources in Serbian rural tourism

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Premović Jelena

2016-01-01

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

KEPCO‧s Activity to Power-Engineer Human Resource Development

Science.gov (United States)

Kobashi, Kazushi

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

Roadmap for human resources for expanded Indian nuclear industry

International Nuclear Information System (INIS)

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

2011-01-01

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

Roadmap for human resources for expanded Indian nuclear industry

Energy Technology Data Exchange (ETDEWEB)

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

2011-07-01

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

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

African Journals Online (AJOL)

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

Strategy for preventing the waste of human resources

Science.gov (United States)

Jones, William E.

1992-05-01

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

Human Resources Coordinator | IDRC - International Development ...

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

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

Need Assessment of the Digital Archives Industry Human Resources in Taiwan

Directory of Open Access Journals (Sweden)

Hsueh-Hua Chen

2005-03-01

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

Building a parabolic solar concentrator prototype

International Nuclear Information System (INIS)

Escobar-Romero, J F M; Montiel, S Vazquez y; Granados-AgustIn, F; Rodriguez-Rivera, E; Martinez-Yanez, L; Cruz-Martinez, V M

2011-01-01

In order to not further degrade the environment, people have been seeking to replace non-renewable natural resources such as fossil fuels by developing technologies that are based on renewable resources. An example of these technologies is solar energy. In this paper, we show the building and test of a solar parabolic concentrator as a prototype for the production of steam that can be coupled to a turbine to generate electricity or a steam engine in any particular industrial process.

Human Resource Management and Performance

NARCIS (Netherlands)

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

2000-01-01

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

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

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Polyakov Konstantin, L

2017-06-01

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

Education Factor and Human Resources Development - Albania Case

OpenAIRE

Sonila Berdo

2010-01-01

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

HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

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POPESCU Dan

2011-12-01

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

PARTICULARITIES OF HUMAN RESOURCE MANAGEMENT IN THE ROMANIAN SECONDARY EDUCATION

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MONICAăLOGOF;TU

2016-12-01

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

Impact of Human Resources Management on Entrepreneurship Development

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Obasan Kehinde A.

2014-02-01

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

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

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Motoniu Ioan Dumitru

2010-12-01

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

Role of Human Resources in the Mergers and Acquisitions Processes

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Anna Szewczyk

2007-06-01

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

Iterative Prototyping of Strategy Implementation Workshop Design

DEFF Research Database (Denmark)

Kryger, Anders

2018-01-01

Purpose: The purpose of this paper is to demonstrate how a strategy implementation workshop design can be developed and tested while minimizing the time spent on developing the design. Design/methodology/approach: This multiple case study at a diesel engine company shows how iterative prototyping...... can be used to structure the design process of a strategy implementation workshop. Findings: Strategy implementation workshop design can be developed in resource-constrained environments through iterative prototyping of the workshop design. Each workshop iteration can generate value in its own right...... draw on his/her experience as well as add to his/her knowledge base. Originality/value: Introducing iterative prototyping in an organizational context can facilitate fast yet structured development of a rigorous workshop design. Strategy consultants are provided with empirical examples of how...

Introduction to Space Resource Mining

Science.gov (United States)

Mueller, Robert P.

2013-01-01

There are vast amounts of resources in the solar system that will be useful to humans in space and possibly on Earth. None of these resources can be exploited without the first necessary step of extra-terrestrial mining. The necessary technologies for tele-robotic and autonomous mining have not matured sufficiently yet. The current state of technology was assessed for terrestrial and extraterrestrial mining and a taxonomy of robotic space mining mechanisms was presented which was based on current existing prototypes. Terrestrial and extra-terrestrial mining methods and technologies are on the cusp of massive changes towards automation and autonomy for economic and safety reasons. It is highly likely that these industries will benefit from mutual cooperation and technology transfer.

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

Science.gov (United States)

Yoshida, Aya

2017-01-01

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

Increasing Organizational Effectiveness through Better Human Resource Planning and Development

Science.gov (United States)

Schein, Edgar H.

1977-01-01

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

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

International Nuclear Information System (INIS)

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

2008-01-01

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

Key challenges of human resources for health in India

Directory of Open Access Journals (Sweden)

Priya Sinha

2016-01-01

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

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

International Nuclear Information System (INIS)

2003-01-01

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

Management of Human Resources in the Aspect of Innovativeness

Directory of Open Access Journals (Sweden)

Marcin W. Staniewski

2011-03-01

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

Rapid prototyping of complete systems, the case study of a smart parking

OpenAIRE

Ducreux , Laurent-Frédéric; Guyon-Gardeux , Claire; Louvel , Maxime; Pacull , François; Safietou Raby , Thior; Vergara-Gallego , Maria Isabel

2015-01-01

International audience; This paper details how LINC a coordination middle-ware, can fasten the development of prototypes that integrate several equipment. A case study of rapid prototyping is presented. It illustrates how a smart parking prototype has been built from several independent and autonomous equipment, coming from different vendors. This has been achieved by parallel development thanks to the resource based approach offered by LINC. This paper also describes how LINC helps building ...

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

Science.gov (United States)

2010-10-14

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

Emotional Intelligence Research within Human Resource Development Scholarship

Science.gov (United States)

Farnia, Forouzan; Nafukho, Fredrick Muyia

2016-01-01

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

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

OpenAIRE

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

2017-01-01

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

Strategic human resource management practices and ...

African Journals Online (AJOL)

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

The global human resource management casebook

NARCIS (Netherlands)

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

2017-01-01

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

The nursing human resource planning best practice toolkit: creating a best practice resource for nursing managers.

Science.gov (United States)

Vincent, Leslie; Beduz, Mary Agnes

2010-05-01

Evidence of acute nursing shortages in urban hospitals has been surfacing since 2000. Further, new graduate nurses account for more than 50% of total nurse turnover in some hospitals and between 35% and 60% of new graduates change workplace during the first year. Critical to organizational success, first line nurse managers must have the knowledge and skills to ensure the accurate projection of nursing resource requirements and to develop proactive recruitment and retention programs that are effective, promote positive nursing socialization, and provide early exposure to the clinical setting. The Nursing Human Resource Planning Best Practice Toolkit project supported the creation of a network of teaching and community hospitals to develop a best practice toolkit in nursing human resource planning targeted at first line nursing managers. The toolkit includes the development of a framework including the conceptual building blocks of planning tools, manager interventions, retention and recruitment and professional practice models. The development of the toolkit involved conducting a review of the literature for best practices in nursing human resource planning, using a mixed method approach to data collection including a survey and extensive interviews of managers and completing a comprehensive scan of human resource practices in the participating organizations. This paper will provide an overview of the process used to develop the toolkit, a description of the toolkit contents and a reflection on the outcomes of the project.

Electricity Sector Council : human resources challenges

Energy Technology Data Exchange (ETDEWEB)

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

2007-07-01

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

Electricity Sector Council : human resources challenges

International Nuclear Information System (INIS)

Goldie, T.

2007-01-01

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

AFRA-NEST: A Tool for Human Resource Development

International Nuclear Information System (INIS)

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

2014-01-01

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

Federal Supervisors and Strategic Human Resources Management

National Research Council Canada - National Science Library

1998-01-01

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

Design and commissioning of a multi-mode prototype for thermochemical conversion of human faeces.

Science.gov (United States)

Jurado, Nelia; Somorin, Tosin; Kolios, Athanasios J; Wagland, Stuart; Patchigolla, Kumar; Fidalgo, Beatriz; Parker, Alison; McAdam, Ewan; Williams, Leon; Tyrrel, Sean

2018-05-01

This article describes the design and commissioning of a micro-combustor for energy recovery from human faeces, which can operate both in updraft and downdraft modes. Energy recovery from faecal matter via thermochemical conversion has recently been identified as a feasible solution for sanitation problems in low income countries and locations of high income countries where access to sewage infrastructures is difficult or not possible. This technology can be applied to waterless toilets with the additional outcome of generating heat and power that can be used to pre-treat the faeces before their combustion and to ensure that the entire system is self-sustaining. The work presented here is framed within the Nano Membrane Toilet (NMT) project that is being carried out at Cranfield University, as part of the Reinvent the Toilet Challenge of the Bill and Melinda Gates Foundation. For this study, preliminary trials using simulant faeces pellets were first carried out to find out the optimum values for the main operating variables at the scale required by the process, i.e. a fuel flowrate between 0.4 and 1.2 g/min of dry faeces. Parameters such as ignition temperature, residence time, and maximum temperature reached, were determined and used for the final design of the bench-scale combustor prototype. The prototype was successfully commissioned and the first experimental results, using real human faeces, are discussed in the paper.

Preferred leadership prototypes of male and female leaders in 27 countries

OpenAIRE

Lori D Paris; Jon P Howell; Peter W Dorfman; Paul J Hanges

2009-01-01

Our study shows that preferred leadership prototypes held by female leaders differ from the prototypes held by male leaders, and that these prototype differences vary across countries, cultures, and especially industries. In general, female managers prefer participative, team oriented, and charismatic leadership prototype dimensions more than males. Contrary to popular belief, both males and females valued humane-oriented leadership equally. Gender egalitarianism and industry type were import...

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

Directory of Open Access Journals (Sweden)

ANCA-IOANA MUNTEANU

2015-02-01

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

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

Science.gov (United States)

2013-07-19

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

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

Science.gov (United States)

2013-12-26

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

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

Science.gov (United States)

2013-10-03

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

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

Science.gov (United States)

2011-09-30

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

human resources management and lecturer's job satisfaction

African Journals Online (AJOL)

PROF EKWUEME

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

Analysis of Human Resources Management Strategy in China Electronic Commerce Enterprises

Science.gov (United States)

Shao, Fang

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

Manager, Human Resources Business Solutions | IDRC ...

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

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

PROVIDING RELIABILITY OF HUMAN RESOURCES IN PRODUCTION MANAGEMENT PROCESS

Directory of Open Access Journals (Sweden)

Anna MAZUR

2014-07-01

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

Organizational Ethics Development and the Human Resource Professional.

Science.gov (United States)

Petrick, Joseph A.

1992-01-01

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

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

Science.gov (United States)

2011-09-30

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

Human Resources Operational Data Store Core Services

Data.gov (United States)

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

HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS

Directory of Open Access Journals (Sweden)

Ewa Mazanowska

2015-01-01

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

Human Resource Management Practices and Innovation

DEFF Research Database (Denmark)

Laursen, Keld; Foss, Nicolai Juul

2014-01-01

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

GENDER INEQUALITY AND HUMAN RESOURCE MANAGEMENT ...

African Journals Online (AJOL)

LUCY

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

Governance and human resources for health

NARCIS (Netherlands)

Dieleman, Marjolein; Hilhorst, Thea

2011-01-01

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

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

Science.gov (United States)

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

2014-01-01

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

Architecture and prototype of human-machine interface with mobile robotic device

International Nuclear Information System (INIS)

Dyumin, A.A.; Sorokoumov, P.S.; Chepin, E.V.; Urvanov, G.A.

2013-01-01

The possibility of controlling mobile robotic (MRD) device is analyzed and a prototype control system is described. It is established that, for controlling MRD, it is expedient to use a brain-computer interface. A system of interpretation of information obtained from the operator brain has been developed and used in the proposed prototype control system [ru

Architectures of prototypes and architectural prototyping

DEFF Research Database (Denmark)

Hansen, Klaus Marius; Christensen, Michael; Sandvad, Elmer

1998-01-01

together as a team, but developed a prototype that more than fulfilled the expectations of the shipping company. The prototype should: - complete the first major phase within 10 weeks, - be highly vertical illustrating future work practice, - continuously live up to new requirements from prototyping......This paper reports from experience obtained through development of a prototype of a global customer service system in a project involving a large shipping company and a university research group. The research group had no previous knowledge of the complex business of shipping and had never worked...... sessions with users, - evolve over a long period of time to contain more functionality - allow for 6-7 developers working intensively in parallel. Explicit focus on the software architecture and letting the architecture evolve with the prototype played a major role in resolving these conflicting...

Key challenges of human resources for health in India

OpenAIRE

Priya Sinha

2016-01-01

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

Retention practices in education human resources management ...

African Journals Online (AJOL)

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

Collaborative Prototyping

DEFF Research Database (Denmark)

Bogers, Marcel; Horst, Willem

2014-01-01

of the prototyping process, the actual prototype was used as a tool for communication or development, thus serving as a platform for the cross-fertilization of knowledge. In this way, collaborative prototyping leads to a better balance between functionality and usability; it translates usability problems into design......This paper presents an inductive study that shows how collaborative prototyping across functional, hierarchical, and organizational boundaries can improve the overall prototyping process. Our combined action research and case study approach provides new insights into how collaborative prototyping...... can provide a platform for prototype-driven problem solving in early new product development (NPD). Our findings have important implications for how to facilitate multistakeholder collaboration in prototyping and problem solving, and more generally for how to organize collaborative and open innovation...

Development of an appropriate resource information system to support agricultural management at farm enterprise level : a prototype design for a decision support system in Moghan Agro-industrial Complex, Iran

NARCIS (Netherlands)

Sharifi, M.A.

1992-01-01

This thesis describes development of and experimentation with a prototype of an appropriate resource information system that improves decision making processes in farm management The system includes a geographic information system with a powerful process model that forms a decision support

A COMPUTERIZED OPERATOR SUPPORT SYSTEM PROTOTYPE

Energy Technology Data Exchange (ETDEWEB)

Thomas A. Ulrich; Roger Lew; Ronald L. Boring; Ken Thomas

2015-03-01

A computerized operator support system (COSS) is proposed for use in nuclear power plants to assist control room operators in addressing time-critical plant upsets. A COSS is a collection of technologies to assist operators in monitoring overall plant performance and making timely, informed decisions on appropriate control actions for the projected plant condition. A prototype COSS was developed in order to demonstrate the concept and provide a test bed for further research. The prototype is based on four underlying elements consisting of a digital alarm system, computer-based procedures, piping and instrumentation diagram system representations, and a recommender module for mitigation actions. The initial version of the prototype is now operational at the Idaho National Laboratory using the Human System Simulation Laboratory.

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

Directory of Open Access Journals (Sweden)

Muhammed Kürşad Özlen

2014-07-01

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

Human Resources Development in the 70s

Science.gov (United States)

Ludeman, Bart L.

1977-01-01

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

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

OpenAIRE

Wiryanto, Wisber

2018-01-01

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

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

Directory of Open Access Journals (Sweden)

Chux Gervase Iwu

2016-09-01

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

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

OpenAIRE

Anohi Ionut; Bujduveanu Aurica; ?tefãnicã Virginia

2012-01-01

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

Rethink! prototyping transdisciplinary concepts of prototyping

CERN Document Server

Nagy, Emilia; Stark, Rainer

2016-01-01

In this book, the authors describe the findings derived from interaction and cooperation between scientific actors employing diverse practices. They reflect on distinct prototyping concepts and examine the transformation of development culture in their fusion to hybrid approaches and solutions. The products of tomorrow are going to be multifunctional, interactive systems – and already are to some degree today. Collaboration across multiple disciplines is the only way to grasp their complexity in design concepts. This underscores the importance of reconsidering the prototyping process for the development of these systems, particularly in transdisciplinary research teams. “Rethinking Prototyping – new hybrid concepts for prototyping” was a transdisciplinary project that took up this challenge. The aim of this programmatic rethinking was to come up with a general concept of prototyping by combining innovative prototyping concepts, which had been researched and developed in three sub-projects: “Hybrid P...

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

Directory of Open Access Journals (Sweden)

BUICLI OLGA

2017-12-01

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

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

Directory of Open Access Journals (Sweden)

Irfan Ullah

2013-08-01

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

42 CFR 482.98 - Condition of participation: Human resources.

Science.gov (United States)

2010-10-01

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

Enrico Chiaveri, new Head of the Human Resources Department

CERN Document Server

2005-01-01

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

STRATEGIC HUMAN RESOURCE MANAGEMENT : A Cross-Cultural Managerial Approach

OpenAIRE

Anyangwe, Xavier

2017-01-01

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

Rapid prototyping and stereolithography in dentistry

Science.gov (United States)

Nayar, Sanjna; Bhuminathan, S.; Bhat, Wasim Manzoor

2015-01-01

The word rapid prototyping (RP) was first used in mechanical engineering field in the early 1980s to describe the act of producing a prototype, a unique product, the first product, or a reference model. In the past, prototypes were handmade by sculpting or casting, and their fabrication demanded a long time. Any and every prototype should undergo evaluation, correction of defects, and approval before the beginning of its mass or large scale production. Prototypes may also be used for specific or restricted purposes, in which case they are usually called a preseries model. With the development of information technology, three-dimensional models can be devised and built based on virtual prototypes. Computers can now be used to create accurately detailed projects that can be assessed from different perspectives in a process known as computer aided design (CAD). To materialize virtual objects using CAD, a computer aided manufacture (CAM) process has been developed. To transform a virtual file into a real object, CAM operates using a machine connected to a computer, similar to a printer or peripheral device. In 1987, Brix and Lambrecht used, for the first time, a prototype in health care. It was a three-dimensional model manufactured using a computer numerical control device, a type of machine that was the predecessor of RP. In 1991, human anatomy models produced with a technology called stereolithography were first used in a maxillofacial surgery clinic in Viena. PMID:26015715

Rapid prototyping and stereolithography in dentistry.

Science.gov (United States)

Nayar, Sanjna; Bhuminathan, S; Bhat, Wasim Manzoor

2015-04-01

The word rapid prototyping (RP) was first used in mechanical engineering field in the early 1980s to describe the act of producing a prototype, a unique product, the first product, or a reference model. In the past, prototypes were handmade by sculpting or casting, and their fabrication demanded a long time. Any and every prototype should undergo evaluation, correction of defects, and approval before the beginning of its mass or large scale production. Prototypes may also be used for specific or restricted purposes, in which case they are usually called a preseries model. With the development of information technology, three-dimensional models can be devised and built based on virtual prototypes. Computers can now be used to create accurately detailed projects that can be assessed from different perspectives in a process known as computer aided design (CAD). To materialize virtual objects using CAD, a computer aided manufacture (CAM) process has been developed. To transform a virtual file into a real object, CAM operates using a machine connected to a computer, similar to a printer or peripheral device. In 1987, Brix and Lambrecht used, for the first time, a prototype in health care. It was a three-dimensional model manufactured using a computer numerical control device, a type of machine that was the predecessor of RP. In 1991, human anatomy models produced with a technology called stereolithography were first used in a maxillofacial surgery clinic in Viena.

KNOWLEDGE MANAGEMENT SYSTEM DESIGN AT HUMAN RESOURCES DIVISION

Directory of Open Access Journals (Sweden)

Yanti Yanti

2009-05-01

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

Theorizing Strategic Human Resource Development: Linking Financial Performance and Sustainable Competitive Advantage

Science.gov (United States)

Hu, Po

2007-01-01

This paper is to explore potential new underlying theory of strategic human resource development based on critiques of current theoretical foundations of HRD. It offers a new definition and model of Strategic HRD based on resource-based view of firm and human resource, with linkage to financial performance and competitiveness. Proposed new model…

Human Resources Development Programmes in Nigerian Academic ...

African Journals Online (AJOL)

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

Development of human resources for Indian nuclear power programme

International Nuclear Information System (INIS)

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

2013-01-01

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

Nuclear Human Resources Development Program using Educational Core Simulator

International Nuclear Information System (INIS)

Choi, Yu Sun; Hong, Soon Kwan

2015-01-01

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

Nuclear Human Resources Development Program using Educational Core Simulator

Energy Technology Data Exchange (ETDEWEB)

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

2015-10-15

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

The nursing human resource budget: design for success.

Science.gov (United States)

Winkler, J B; Cameron, M L; Flarey, D L

1995-06-01

As vital as the nursing human resource budget is to the successful achievement of institutional goals, it is very important to present a well-developed budget. Using current automated spreadsheet technology, the nursing human resource budget can be laid out in a format that is easy to understand and easy to present. Using the methods discussed in this article, the nurse executive will be able to perform infinite iterations of the proposed budget with a few simple key strokes, thus allowing for things like zero-based budgeting or addition of programs during the budgeting process or at a later date. Implications for nurse executives are discussed.

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

Science.gov (United States)

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

2010-01-01

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

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

Directory of Open Access Journals (Sweden)

G. van Zyl

2006-11-01

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

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

Directory of Open Access Journals (Sweden)

R. van der Walt

2008-12-01

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

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

Directory of Open Access Journals (Sweden)

Carmen NOVAC

2016-12-01

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

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

Directory of Open Access Journals (Sweden)

Emanoil MUSCALU

2013-07-01

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

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

Science.gov (United States)

2012-06-07

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

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

International Nuclear Information System (INIS)

Zheng Mingguang; Ye Cheng; Han Xu

2011-01-01

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

Neuroeconomics and Human Resource Development