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Sample records for resource management employee

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

    OpenAIRE

    Ozoliņa-Ozola, I

    2014-01-01

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

  2. 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.

  3. Human resource management tool of motivation and employees job ...

    African Journals Online (AJOL)

    Chi-square and correlation-co-efficient statistical methods were used to test the hypotheses. The following were the findings of the study: 1. There is significant relationship of employees motivation on their job satisfaction (2) There is a cordial relationship between management employees relationship and employees job ...

  4. Employee reactions to human resource management and performance in a developing country

    NARCIS (Netherlands)

    Karsten, Luchien; Ghebregiorgis, F.

    2007-01-01

    Purpose - This paper seeks to examine employee reactions to human resource management (HRM) and performance. It placed employees on a centre stage in analysing HRM to provide theoretical insights. Design/methodology/approach - To explore the theme, a survey of 252 employees drawn from eight

  5. HUMAN RESOURCE MANAGEMENT AND EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE NIGERIAN BANKING INDUSTRY

    OpenAIRE

    Omotayo Adewale OSIBANJO; Oladele Joseph KEHIDE; Abolaji Joachim ABIODUN

    2011-01-01

    The paper examines the effect of human resources management (factors) on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction; and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was t...

  6. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    Directory of Open Access Journals (Sweden)

    Meerman Martha GM

    2011-05-01

    Full Text Available Abstract Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs and human resource managers (HRM. Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Methods Concept mapping methodology was used to elicit and map statements (ideas from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Results Participants generated 35 statements. Each group (LMs and HRM sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. Conclusions There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health

  7. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers.

    Science.gov (United States)

    Haafkens, Joke A; Kopnina, Helen; Meerman, Martha G M; van Dijk, Frank J H

    2011-05-17

    Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs) and human resource managers (HRM). Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Concept mapping methodology was used to elicit and map statements (ideas) from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Participants generated 35 statements. Each group (LMs and HRM) sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health researchers and planners should address in developing job retention

  8. An Exploratory Study of the Role of Human Resource Management in Models of Employee Turnover

    Science.gov (United States)

    Ozolina-Ozola, Iveta

    2016-01-01

    The purpose of this paper is to present the study results of the human resource management role in the voluntary employee turnover models. The mixed methods design was applied. On the basis of the results of the search and evaluation of publications, the 16 models of employee turnover were selected. Applying the method of content analysis, the…

  9. Perceived Human Resource Management Practices: Their Effect on Employee Absenteeism and Time Allocation at Work

    NARCIS (Netherlands)

    Boon, C.; Belschak, F.D.; den Hartog, D.N.; Pijnenburg, M.

    2014-01-01

    How employees spend their work time can have important consequences for organizations. Although some research has examined the relationship between human resource management (HRM) and employee absence, we know less about whether HRM also affects employees’ time allocation at work. This study

  10. Human resource management in the project-oriented organization: Employee well-being and ethical treatment

    OpenAIRE

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

    2008-01-01

    As part of a wider study into human resource management (HRM) practices in project-oriented organizations, we investigated the issue of employee well-being. Project-oriented organizations adopt temporary work processes to deliver products and services to clients. This creates a dynamic work environment, where additional pressures can be imposed on the employee from fluctuating work-loads, uncertain requirements, and multiple role demands. These pressures can create issues for employee well-be...

  11. [Training of health-care employees in crisis resource management].

    Science.gov (United States)

    Spanager, Lene; Østergaard, Doris; Lippert, Anne; Nielsen, Kurt; Dieckmann, Peter

    2013-03-25

    Studies show that human errors contribute to up to 70% of mistakes and mishaps in health care. Crisis resource management, CRM, is a conceptual framework for analysing and training individual and team skills in order to prevent and manage errors. Different CRM training methods, e.g. simulation, are in use and the literature emphasises the need of training the full team or organisation for maximal effect. CRM training has an effect on skill improvement, but few studies have shown an effect on patient outcome. However, these studies show great variability of quality.

  12. Ethical leadership, employee well-being, and helping: the moderating role of human resource management

    NARCIS (Netherlands)

    Kalshoven, K.; Boon, C.T.

    2012-01-01

    In this multi-source study, we examined the link between ethical leadership, human resource management (HRM), employee well-being, and helping. Based on the Conservation of Resources Theory, we proposed a mediated moderation model linking ethical leadership to helping, which includes well-being as

  13. Human Resource Management: Accountability, Reciprocity and the Nexus between Employer and Employee

    Science.gov (United States)

    Charlton, Donna; Kritsonis, William Allan

    2009-01-01

    The article addresses teacher retention challenges employers are experiencing in the quest to effectively meet standard human resource management practices. The quality of the employer-employee relationship forms the foundation upon which effective management practices thrive. Teachers who remain in education value students and their personal…

  14. Human resource management in the project-oriented organization: Employee well-being and ethical treatment

    NARCIS (Netherlands)

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

    2008-01-01

    As part of a wider study into human resource management (HRM) practices in project-oriented organizations, we investigated the issue of employee well-being. Project-oriented organizations adopt temporary work processes to deliver products and services to clients. This creates a dynamic work

  15. Human Resource Management (HRM) strategies and the impact on well-being of employees in Danish private and public firms

    DEFF Research Database (Denmark)

    Nielsen, Kjeld; Nielsen, Peter

    2014-01-01

    that management give employees discretion in the work organization (human resources are seen as an investment), that motivate and involve employees and create well-being among employees. So, management practices commitment strategies shape well-being among employees. This idea of management challenges the ability...... of the organization to persist, especially when organizational and technical changes have to be implemented by employees. So, the question is: How do HRM strategies connect to the employee’s well-being? The analytical results presented shortly in the paper build on data from project Meadow (Employee and Employer...

  16. Human Resource Management and Employee Job Satisfaction: Evidence from the Nigerian Banking Industry

    Directory of Open Access Journals (Sweden)

    Osibanjo, Omotayo Adewale

    2012-06-01

    Full Text Available The paper examines the effect of human resources management (factors on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was the questionnaire. The population of the study covered the entire staff of Intercontinental and Ecobank and the sample size of 200 employees were selected, using the simple random sampling techniques. Correlation and Regression analysis was adopted and the data generated was in line with the objectives of the study. The hypotheses were tested, and valid result was achieved i.e. Human Resources Management has an effect on employee job satisfaction. This suggests that for organization to develop, it must invest more in the human capital. The business environment is dynamic and there is need for organizations to adopt strategies to motivate and equip their staff, so as to ensure their loyalty and be source of competitive advantage.

  17. EMPLOYEE ADAPTATION AS KEY ACTIVITY IN HUMAN RESOURCE MANAGEMENT UPON IMPLEMENTING AND MAINTAINING DESIRED ORGANISATIONAL CULTURE

    Directory of Open Access Journals (Sweden)

    Zdenko Stacho

    2017-11-01

    Full Text Available In order to achieve the greatest possible equivalence between human resources in a company and desired organisational culture elements declared by a company, it is necessary to interconnect activities within individual functions of human resource management with desired values, attitudes and work behaviour. Such an interconnection is crucial for a positive response of employees to a suitable organisational culture, its embedding in their behaviour and subsequent sharing and spreading of organisational values. This paper will specifically define individual activities related to the adaptation of employees which need to be carried out in this regard. Based on a research conducted between 2011 and 2013, the paper will also define the present state and level of focus of organisations operating in Slovakia on both organisational culture as a whole and organisational culture in the context of employee adaptation.

  18. Managing employee well-being: A qualitative study exploring job and personal resources of at-risk employees

    Directory of Open Access Journals (Sweden)

    Cecile Gauche

    2017-11-01

    Full Text Available Orientation: Job and personal resources influence the well-being of employees. Currently, limited information exists in literature surrounding the experience of these resources in employees identified as at-risk of burnout. Research purpose: To investigate the experience of job and personal resources from the perspectives of employees identified as at-risk of burnout. Motivation for the study: Empirical evidence on the integrative role and influence of job and personal resources on the well-being of employees in the South African context is currently limited. Attaining a better understanding of the manner in which at-risk employees experience resources can empower organisations to actively work towards creating an environment that allows for optimal employee well-being. Research design, approach and method: A phenomenological approach was taken to conduct the study in a South African-based financial services organisation. A combination of purposive and convenience sampling was used, and 26 employees agreed to participate. Semi-structured interviews were used to collect data, and data analysis was performed through the use of thematic analysis. Main findings: Employees identified as at-risk of burnout acknowledged both job and personal resources as factors influencing their well-being. Participants in this study elaborated on received job resources as well as lacking job resources. Information was also shared by participants on personal resources through describing used personal resources as well as lacking personal resources. Practical/managerial implications: Knowledge gained from the study will contribute to empower organisations to better understand the impact of resources on the well-being of employees, and allow organisations to adapt workplace resources to ensure adequate and appropriate resources to facilitate optimal employee well-being. Contribution: This study contributes to the limited research available in the South African context

  19. Stimulation of Efficient Employee Performance through Human Resource Management Practices: A Study on the Health Care Sector of Bangladesh

    Directory of Open Access Journals (Sweden)

    Fatema Nusrat

    2018-01-01

    Full Text Available As the world is becoming more competitive and unstable than ever before; health care sector, especially in a developing country like Bangladesh, is seeking to gain competitive advantage through the performance of its employees and is turning to be more innovative in this perspective through human resource management (HRM practices. Experts view HRM practices as a set of internally consistent policies and practices designed and implemented to ensure that the human capital of the organization contributes to the achievement of its objectives. This paper examined the effects of human resource management (HRM practices on stimulating or enhancing efficient employee performance in the health care sector of Bangladesh. Ten dimensions and 43 item statements of human resource management (HRM practices and efficient employee performance have been adopted to undertake this study. Data have been gathered following a quantitative survey by a structured questionnaire conducted among a diverse group of employees (N = 240 working in 20 different health care service providing organizations of Bangladesh following simple random sampling method. Several statistical techniques consisting of descriptive analysis, Pearson correlations, ANOVA, Coefficient and regression analysis have been applied using SPSS software to analyze the collected data for taking decisions regarding the hypotheses. The results of the statistical analysis reveal that human resource management (HRM practices positively stimulates efficient employee performance. This study therefore recommends among others: enhancement of motivation among employees, improvement in the reward system, establishment of strong organizational culture, training and re-training of employees,  and employees participation in decision making.

  20. The role of employees and human resource management in creating brand values

    Directory of Open Access Journals (Sweden)

    Virijević-Jovanović Saša

    2017-01-01

    Full Text Available Regarding the definitions of brand, which indicate that the purpose of branding is to create long-term relationships with consumers, brand management can be defined as the process of building consumer loyalty towards the brand. A brand is more than just a product. Practice shows that branded products have been built on for many years, by raising the level of quality, and creating a special relationship with consumers. In the process of creating loyal customer there is a great importance of human resources whose skills, competence and empathy influence the brand positioning. Considering the importance of human resource management, the paper explores the role of employees in the process of creating brand value.

  1. The role of effective human resource factors in participative management: A comparative Study between Indian and Iranian employees

    Directory of Open Access Journals (Sweden)

    Nader Boroumand

    2013-01-01

    Full Text Available There is an overwhelming need to focus on the human capital and the role of this important resource on organizations’ systems. In addition, there is a need for study on human resource development and participative management system. This would not be an interesting topic for study, if it were not a comparative study in the field of human capital and participative management system. Two important sectors were selected for the study i.e., Gas and Car parts companies. Gas Indian Ltd in Delhi (GAIL and the National Gas Company of Isfahan, Iran; and also, two manufacturers of car parts in India and Iran, named Sona Group Company (in India and Atlas Pump Sepahan (in Iran were selected. The objectives of the study were associated with the role of some important human resource factors in participative management system. Objectives of the study are as follows: The role of communication, employees compassion, employees sentiment, reward system and training in participative management system, also if there were any significant difference on the impact of mentioned variables in Indian and Iranian organizations from the perspective of employees. The questionnaires were distributed among randomly selected employees and the researcher collected responses through the questionnaires of employees. Analysis of data was based on the SPSS (Statistical Package for the Social Sciences. Three levels of analyses were computed: 1.Descriptive analyses 2. T-Test 3. Correlation analyses. The general observations associated with attitudes of Indian and Iranian employees about hypotheses are presented in this paper.

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

    Directory of Open Access Journals (Sweden)

    Chijioke Esogwa Nwachukwu

    2017-06-01

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

  3. Human ResourceManagement Practices and Employee Performance in Banking Sector of Bangladesh

    Directory of Open Access Journals (Sweden)

    Abdus Salam Sarker

    2017-05-01

    Full Text Available In the first growing banking sector like Bangladesh, there are 56 banks offered financial services with different stratagem and always looking for faster growth through employee performance by all means. Performance assessment is highly important while achieving the goals of the organization and determining the individual contributions to the organization. The purpose is to measure the effect of human resource (HR practices on the employee performance in banking sector of Bangladesh. The research has performed through a sample survey on convenience sampling based data set about 328 different levels of employees from the banks in different locations of Bangladesh. A structured questionnaire was used to collect primary data related to some HR issues namely- institutional Commitment and motivation, Employee relations, Compensation, Physical Work Environment, Training & Development, Promotion, Job Satisfaction (independent variables and the employee performance (dependent variable of the designed banks. The study revealed that all the HR practices except compensation and training & development have significant impact on the employee performance in the banking industry of Bangladesh. The findings of study provide a clear guidance to the banking practitioners/policy makers to take further steps in achieving the organizational goal through the employee performance.

  4. From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study

    NARCIS (Netherlands)

    Bal, P.M.; Lange, A.H. de

    2015-01-01

    This study investigated the effects of flexibility human resource management (HRM) on employee outcomes over time, as well as the role of age in these relations. Based on work adjustment theory and AMO theory, it was predicted that availability and use of flexibility HRM would be positively related

  5. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    NARCIS (Netherlands)

    Haafkens, J.A.; Kopnina, H.; Meerman, M.G.M.; van Dijk, F.J.H.

    2011-01-01

    Background: Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the

  6. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    NARCIS (Netherlands)

    Haafkens, Joke A.; Kopnina, Helen; Meerman, Martha G. M.; van Dijk, Frank J. H.

    2011-01-01

    Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by

  7. Human Resources Management: Onboarding Program and Trainer's Guide for Charter School Employees

    Science.gov (United States)

    Cook, Jeannette

    2016-01-01

    The applied dissertation project focused on the development of a comprehensive onboarding program and Trainer's Guide specifically developed for charter school management employees. Charter school education has grown significantly in the last several decades with over 6,100 charter schools that are currently serving students nationwide. Formal or…

  8. The link between perceived human resource management practices, engagement and employee behaviour : A moderated mediation model

    NARCIS (Netherlands)

    Alfes, K.; Shantz, A.D.; Truss, C.; Soane, E.C.

    2013-01-01

    This study contributes to our understanding of the mediating and moderating processes through which human resource management (HRM) practices are linked with behavioural outcomes. We developed and tested a moderated mediation model linking perceived HRM practices to organisational citizenship

  9. Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers

    Science.gov (United States)

    Veth, Klaske N.; Van der Heijden, Beatrice I. J. M.; Korzilius, Hubert P. L. M.; De Lange, Annet H.; Emans, Ben J. M.

    2018-01-01

    This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader–member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees (N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time. PMID:29755386

  10. Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers

    Directory of Open Access Journals (Sweden)

    Klaske N. Veth

    2018-04-01

    Full Text Available This two-wave complete panel study aims to examine human resource management (HRM bundles of practices in relation to social support [i.e., leader–member exchange (LMX, coworker exchange (CWX] and employee outcomes (i.e., work engagement, employability, and health, within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees (N = 228. Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+ outcomes over time.

  11. Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers.

    Science.gov (United States)

    Veth, Klaske N; Van der Heijden, Beatrice I J M; Korzilius, Hubert P L M; De Lange, Annet H; Emans, Ben J M

    2018-01-01

    This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader-member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees ( N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time.

  12. Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization

    Directory of Open Access Journals (Sweden)

    Mohamad Abdullah Hemdi

    2006-01-01

    Full Text Available This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded.

  13. THE ROLE OF HUMAN RESOURCE PRACTICES ON PROFITS GENERATED BY THE INNOVATIONS: THE ROLE OF TOP MANAGEMENT SUPPORT AND REGULARITY OF EMPLOYEES MEETINGS

    Directory of Open Access Journals (Sweden)

    Tatjana Stanovcic

    2016-12-01

    Full Text Available Previous scholars argue that human resource practices advance valuable knowledge what could be reflected positively on innovations. Accordingly, we empirically investigate whether human resource related practices such as top management support and regularity of employees meetings are related to profit generated by the innovation activities. Using survey data of Montenegrin firms, we find that firms in which top management supports employees' idea and have regular employees meetings related to innovation activities are likely to report higher profit generated by innovations. Therefore, our results underline the crucial role of human resource practices in the process of innovation that generates profitability for firms.

  14. A study on effects of the best human resource management methods on employee performance based on Guest model: A case study of Charmahal-Bakhtiari Gas distribution firm

    Directory of Open Access Journals (Sweden)

    Mashallah Valikhani Dehaghani

    2013-03-01

    Full Text Available Human resource management plays an essential role on the success of any business units such as utility firms. In this paper, we present a study to investigate the effects of different human resource management on employee performance. The proposed study is applied on one of gas distribution units in province of Charmahal-Bakhtiari, which is located west part of Iran. There were 161 people working for this firm where 75 employees were working in center of province and 86 employees were working in other sides of province. Cronbach alpha is calculated as 0.83, which is well above the minimum desirable limit. The study uses Pearson correlation test to investigate the effects of Hiring system, Training system, Job design, Organizational relationship and Share ownership programs on employee performance. The results of our survey indicate that job design is the most important technique for employee management followed by training system, organizational relationship and share ownership programs.

  15. The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks

    Directory of Open Access Journals (Sweden)

    Amare Werku Ijigu

    2015-02-01

    Full Text Available Most of the research has been conducted in the job satisfaction of employees’ on employees job related outcomes but there is little well comprehensive research done that shows  the influence of HRM practices on the satisfaction of employees towards a job.This study is correlational type of research design which is aimed to describe or ascertain if there are significant associations between selected HRM practices and employees’ job satisfaction.In addition to Correlation and Regression, Descriptive statistics, frequencies and percentages were utilized to analyze the data. Interpretation is made on the mean, frequency, and percentage of the data and summarized by bar graphs and pie charts.The study result has implied that recruitment and selection is found to have moderate but positive correlation with employees’ job satisfaction and the remaining, training and development, performance appraisal and compensation package found to have strong positive correlation with employees’ job satisfaction. Moreover, the regression result shows that recruitment and selection, training and development, performance appraisal and compensation package have a significant positive impact on job satisfaction.Each HRM practices in the banks should be a source for employees’ satisfaction and then employees will be loyal and willing to stay in those organizations (Banks because, employees’ satisfaction on the job will reduce absenteeism and turn over intentions in public banks.

  16. Managing Employee Assistance Programmes.

    Science.gov (United States)

    Schmidenberg, Olive C.; Cordery, John L.

    1990-01-01

    Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

  17. Employee Information Management System (EIMS)

    Data.gov (United States)

    US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...

  18. STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES AND ITS IMPACT ON WORK LIFE BALANCE OF EMPLOYEES OF AUTOMOBILE INDUSTRY IN PUNE REGION

    OpenAIRE

    Dr. K. Ramamurthi; Mr. Lambodar Saha

    2017-01-01

    Various strategic practices have already been established to promote the value of Human Resource Management in organizations. The Human Resource Management function is now considered as a strategic tool in the formulation and implementation of organizational strategies to attain its objectives. Automobile Industries are chosen as subjects for this study with specific aspects relating to various strategic human resource management practices and its impact on work-life balance and to determine ...

  19. Employee Capital:Resource or Reoccurring Nightmare

    OpenAIRE

    Murphy, James Peter

    2005-01-01

    Employee capital need not be a reoccurring nightmare for bar owners if they create a system for managing their employee capital which deals with recruitment, placement, training and development for all hospitality staff members.

  20. Employee Spirituality in the Workplace: A Cross-Cultural View for the Management of Spiritual Employees.

    Science.gov (United States)

    Lewis, Jeffrey S.; Geroy, Gary D.

    2000-01-01

    Discusses six entry points to initiate discussion of employee spirituality in management education: cross-cultural management, workplace diversity, leadership, team management, organizational culture, and human resource development. (SK)

  1. Employee benefits managers' opinions about addiction treatment.

    Science.gov (United States)

    McFarland, Bentson H; Lierman, Walter K; Penner, Norman R; McCamant, Lynn E; Zani, Brigid G

    2003-01-01

    Employee benefits managers arrange addictive disease treatment insurance coverage for the majority of people in the United States but little is known about these decision-makers. Managers were surveyed to learn their opinions about addiction treatment. Subjects were 131 people (61 percent female, 94 percent white, average age 46, average of 14 years in the human resources field). Managers were asked to rank health benefits (physical health, dental, alcohol-drug, vision, mental health, employee assistance program, and pharmaceuticals) on 15 dimensions. Managers ranked alcohol-drug abuse treatment worst on fiveitems and second to the worst on another four of the 15 dimensions. On the item considered most important by the managers, respondents noted that employees often (2.8) ask for improved physical health benefits but rarely do so for alcohol and drug (4.1) benefits (p < .001). Education of workers and payers will be needed to change opinions about treatment of addictive disorders.

  2. (Mis)managing employee motivation?

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh

    Motivated employees are crucial to all organizations, but some management initiatives may actually decrease motivation. Motivation crowding theory thus expects that command and incentives – if they are perceived as controlling - crowd out intrinsic motivation. The perception is thus expected...

  3. Creating Employee Engagement Through Talent Management: 4 Links Between Talent Management And Employee Engagement

    OpenAIRE

    ONDAY, Ozgur

    2016-01-01

    Talent management is one of the main management tools for 21st century human assets management (Cappelli, 2008) because the crucial resource for firms competing in this century is no longer land, capital, and other tangible assets but the human capital necessary to adapt organizations to global competition and maximize the benefits related to the current technological boom. Talent management (TM) and Employee Engagement (EE) concepts have been extensively studied in management literature in t...

  4. Assessing the Financial Value of Human Resource Management Programs and Employee Behaviors: A Critical Tool Still Coming of Age

    Directory of Open Access Journals (Sweden)

    Aharon Tziner

    2015-11-01

    Full Text Available This paper highlights investigations into several aspects of the field of economic assessment of human resource management strategies and worker organizational behaviors, both classic and recent. We present the reader with both an historical overview and a review of conceptual and practical developments in this field. It is important to emphasize the influence of the early studies since later financial assessment models were built on the earlier paradigms. The basic thrust of this effort is to encourage the greater employment by managers of quantitative models that allow decision makers to generate all the factors needed to estimate real financial gains and/or losses before any intervention strategy is implemented in the workplace. As indicated, the use of these quantitative models to estimate the net financial gains of using particular intervention strategies or the value of certain types of worker behaviors, can ultimately save companies from making gross tactical errors and, more positively, can assist management in promoting the organization’s long-term economic goals with all the incumbent rewards.

  5. Management Resource Values

    Directory of Open Access Journals (Sweden)

    A. B. Bakuradze

    2013-01-01

    Full Text Available The paper looks at the managerial resource values guaranteeing the effective functioning and development of any social institution. The main emphasis is on the asset management in educational sphere and optimizationopportunities of organizational processes. The human, logistical, technical, informational and time resources ofmanagerial activity are outlined and specified from the strategic perspective and effectiveness standpoint. The necessary criteria of a strategic resource are identified as the value, rarity, originality and indispensability. The author makes a conclusion about the priority of human resources in the value hierarchy of social organization in the era of information society. The paper demonstrates both the theoretical and practical ways and means of raising the effectiveness and efficiency of educational institutions, as well as the constant need for teacher’s training, retraining, and stimulation of self-education. The investment in human resources and motivating environment, aimed at developing the potential of academic staff and other employees of educational institutions, benefits both the managers and employees alike and leads to social partnership, harmony, and conciliation of economic and social interests within the organization.

  6. What diversity management practices do hotel managers and employees view as important for retaining employees?

    OpenAIRE

    Twum, Sophia Araba

    2015-01-01

    Master's thesis in International hotel and tourism management Abstract Research shows that the hotel industry is noted for high rate of turnover. Again, diversity management practices have been found to be a good human resource tool helping to manage and retain diverse workforce. A lot of studies have been done on employee retention and diversity management separately but the two concepts are related therefore there is the need to look at them together. This thesis aims...

  7. Employees in Total Quality Management

    Directory of Open Access Journals (Sweden)

    M. G. Matlhape

    2002-12-01

    • affirmative action and divers ity management • skills shortages, training and development • low levels of employee well-being. Working with people requires fundamental understanding of the uniqueness of each individual with their own identity and set of preferences. It also requires an understanding of teams and the mechanisms of making a group of individuals work well or poorly together. This will assist managers to realise active participation, quality output from their workers through individualised, and team based motivational processes.

  8. Managing employee creativity and health in nursing homes : the moderating role of matching job resources and matching occupational rewards

    NARCIS (Netherlands)

    de Jonge, J.; Gevers, J.M.P.; Dollard, M.F.

    2014-01-01

    Health care staff in nursing homes are facing increasingly high job demands at work, which can have a detrimental impact on their health and work motivation. The Demand-Induced Strain Compensation (DISC) Model offers a theoretical framework to study how matching job resources and matching

  9. Human resource management in international organizations

    Directory of Open Access Journals (Sweden)

    Sonja Treven

    2001-01-01

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

  10. Managing the employee's soul: Foucault applied to modern management technologies

    Directory of Open Access Journals (Sweden)

    Kaspar Villadsen

    Full Text Available This paper presents an alternative approach to analyse power in modern organisations. It does so by applyingFoucauldian concepts to new types of management technologies, which are directed at the employee's personality. Most often, studies of power and management focus on organisational structures, power games between groups and issues of how to manage processes within and between organisations. We rarely talk about whatcould be termed 'the management of personality'. This paper argues, however, that this kind of Human Resource Management is becoming increasingly important and should be a key focus in critical organisational analysis. It also discusses the consequences and possibilities for employees facing a proliferation of management-ofpersonality technologies.

  11. Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

    Science.gov (United States)

    Holton, M Kim; Barry, Adam E; Chaney, J Don

    2015-01-01

    Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the

  12. The Organisational Justice as a Human Resources Management Practice and its Impact on Employee Engagement: The case of the Prefecture of Attica (Greece

    Directory of Open Access Journals (Sweden)

    Lamprakis Athanasios

    2018-03-01

    Full Text Available Organisational justice is a key component in the practice of human resources management in any work environment. The aim of this research survey is to highlight the meaning and importance of organisational justice and its impact on employee engagement. To achieve this aim, except for the literature review, the survey examines the extent to which the distributive, procedural and interactional justice impact on work and organisational engagement, through a research in a certain Greek public organisation. As regards the statistical analysis of the research hypotheses, we used methods of the SPSS 17.00 statistical package. The results showed that the distributive justice significantly impacts on both types of engagement, while no effect was detected between procedural justice and the two types of engagement. The interactional justice was found to determine, partly, only the organisational engagement. The findings overwhelmingly verified the existing bibliographical references, resulting in a noteworthy empirical precedent which could contribute to the field concerning the impact that organisational justice exerts on certain aspects of organisational behaviour.

  13. Manager-employee interaction in ambulance services: an exploratory study of employee perspectives on management communication.

    Science.gov (United States)

    Nordby, Halvor

    2015-01-01

    Managers of ambulance stations face many communicative challenges in their interaction with employees working in prehospital first-line services. The article presents an exploratory study of how paramedics experience these challenges in communication with station leaders. On the basis of a dialogue perspective in qualitative method, 24 paramedics were interviewed in one-to-one and focus group settings. Naturalistic and phenomenological approaches were used to analyze the interviews. All the paramedics said that they wished to be more involved in decision processes and that station managers should provide better explanations of information "from above." The paramedics understood that it was difficult for the managers to find time for extensive dialogue, but many thought that the managers should give more priority to communication. The paramedics' views correspond to theoretical assumptions in human resource management. According to this model, employees should be involved in decision processes on management levels, as long as it is realistically possible to do so. Furthermore, expressing emotional support and positive attitudes does not take much time, and the study suggests that many ambulance managers should focus more on interpersonal relations to employees. It has been extensively documented that management communication affects organizational performance. The study indicates that managers of ambulance stations should be more aware of how their leadership style affects professional commitment and motivation in the first-line services.

  14. The Values of Self-tracking and Persuasive eCoaching According to Employees and Human Resource Advisors for a Workplace Stress Management Application : A Qualitative Study

    NARCIS (Netherlands)

    Lentferink, Aniek; Polstra, Louis; de Groot, Martijn; Oldenhuis, Hilbrand; Velthuijsen, Hugo; van Gemert-Pijnen, Lisette; Ham, Jaap; Karapanos, Evangelos; Morita, Plinio P.; Burns, Catherine M.

    2018-01-01

    Self-tracking and automated persuasive eCoaching combined in a smartphone application may enhance stress management among employees at an early stage. For the application to be persuasive and create impact, we need to achieve a fit between the design and end-users’ and important stakeholders’

  15. 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.

  16. How Malaysian Managers Persuade Employees' Innovative Behaviour?

    DEFF Research Database (Denmark)

    Farid, Hadi; Hakimian, Fatemeh; Ismail, Mohd Nazari

    2017-01-01

    The intention of this paper was to examine the impact of six selected leaders' behaviours on employees' innovative behaviour through the mediating role of leader-member exchange (LMX). A total number of 155 pairs of employees and their immediate managers participated in this study. Employees rated...... their managers' behaviours and managers evaluated their subordinates' innovative behaviour. Both managers and employees answered to LMX measurement. Then, the agreements of employees' and managers' LMX rating were applied based on the results of within and between analysis (WABA). The obtained data were analysed...... through structural equation modelling-partial least square (SEM-PLS). The findings revealed the significance of mediating role of LMX in relationship between behaviour of recognising, taking risks for change and paternalistic with employees' innovative behaviour. Thus, this study has contributed...

  17. How Malaysian managers persuade employees' innovative behaviour?

    DEFF Research Database (Denmark)

    Farid, Hadi; Hakimian, Fatemeh; Ismail, Mohd Nazari

    2017-01-01

    The intention of this paper was to examine the impact of six selected leaders' behaviours on employees' innovative behaviour through the mediating role of leader-member exchange (LMX). A total number of 155 pairs of employees and their immediate managers participated in this study. Employees rated...... their managers' behaviours and managers evaluated their subordinates' innovative behaviour. Both managers and employees answered to LMX measurement. Then, the agreements of employees' and managers' LMX rating were applied based on the results of within and between analysis (WABA). The obtained data were analysed...... through structural equation modelling-partial least square (SEM-PLS). The findings revealed the significance of mediating role of LMX in relationship between behaviour of recognising, taking risks for change and paternalistic with employees' innovative behaviour. Thus, this study has contributed...

  18. Employee perceptions of managers' leadership over time.

    Science.gov (United States)

    Palm, Kristina; Ullström, Susanne; Sandahl, Christer; Bergman, David

    2015-01-01

    This paper aims to explore if and how employees in a healthcare organisation perceive changes in their managers' leadership behaviour over time. An interview study was conducted with employees whose managers had participated in a two-year leadership development programme offered by their employer, Healthcare Provision Stockholm County. Qualitative content analysis was applied, and the interview discussions focused on areas in which the majority of the informants perceived that a change had occurred over time and their answers were relatively consistent. The majority of employees did discern changes in their managers' leadership over time, and, with very few exceptions, these changes were described as improvements. The knowledge that employees perceived changes in their managers' leadership supports investments in leadership development through courses, programmes or other initiatives. The present findings contribute to a deeper empirical understanding of leadership as it is practised over time in everyday contexts among employees in healthcare organisations.

  19. 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.

  20. BENEFICIAL COALITIONS: KNOWLEDGE MANAGEMENT AND DEVELOPMENT OF EMPLOYEE COMMITMENT

    Directory of Open Access Journals (Sweden)

    Renata Winkler

    2015-06-01

    Full Text Available Presently, knowledge is considered as the most strategic resource of organizations. The literature on the subject often raises the issues of commitment. The purpose of the article was to discuss the associations between knowledge management and employee commitment. The article presents the stages of knowledge management and describes the category of commitment, taking account of several criteria. In the opinion of the authors, from the point of view of knowledge management particular importance can be attained to the way qualifications, skills, predispositions and knowledge of employees will be used, which, in turn, depends on "quality" of their commitment (its type, intensity, dimension and direction in achieving organizational goals.

  1. Network resource management

    NARCIS (Netherlands)

    2009-01-01

    The invention provides real time dynamic resource management to improve end-to-end QoS by mobile devices regularly updating a resource availability server (RAS) with resource update information. Examples of resource update information are device battery status, available memory, session bandwidth,

  2. Job resources and employee engagement : A cross-national study

    NARCIS (Netherlands)

    Farndale, E.; Murrer, I.N.J.

    2015-01-01

    Purpose In light of increasing globalization of workforces, the purpose of this paper is to explore the moderating effect of country on the relationship between job resources and employee engagement. Design/methodology/approach Questionnaire responses from 19,260 employees of a large multinational

  3. Manager, Employee and Labour Relations | IDRC - International ...

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

    Develop high-level presentations to senior management on strategic labour ... Plan, IDRC Annual Report, Corporate Dashboard and other reporting obligations by ... complex employee relations cases by supporting the HR Business Solutions ...

  4. Employee Resourcing: The Planning and Recruitment Phase

    OpenAIRE

    Crowley-Henry, Marian

    2013-01-01

    Over recent years, in the context of the global financial crisis and economic recession, the demand for and supply of labour have changed. The labour market has moved from being described as 'tight' to being described as 'loose'. A tight labour market is a seller's or jobseeker's market, where organizations find it more difficult to source employees due to high overall national employment levels. On the other hand, a loose labour market is a buyer's or employer's marke...

  5. Identifying enabling management practices for employee engagement

    Directory of Open Access Journals (Sweden)

    Marius Joubert

    2011-12-01

    Full Text Available Orientation: A currently emerging viewpoint is that today's management practices no longer add value to organisations. The focus of this article is to conduct a systematic review of the scholarly literature on management practices that could be related to employee engagement. Research purpose: This study searched for evidence in support of the notion of a management value chain, and enabling management practices within each value chain component that could relate to employee engagement. Motivation for the study: An alternative management value chain model could contribute towards a better understanding of which management practices may potentially impact employee engagement. Research design, approach, and method: This is a non-empirical (theoretical study, based on a systematic, in-depth literature review to identify the key management components and enabling practices within this proposed management value chain. Scholarly research databases were sourced for relevant peer reviewed research conducted since 1990, not excluding important contributions prior to 1990. The literature was systematically searched, selected, studied, and contextualized within this study. Main findings: Support was found for the notion of a management value chain, for enabling management practices within each proposed management value chain component, and it was also established these management practices indeed have an impact on employee engagement. Practical/managerial/implications: The possibility that management work can be presented as a generic management value chain allows managers to approach engaging management practices more systematically. Contribution/value-add: This study highlights the importance of some management practices that have never been seen as part of management work.

  6. The Effects of Human Resources Training on Employee Performance in Business

    Directory of Open Access Journals (Sweden)

    Kerem KAPTANGİL

    2012-12-01

    Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.

  7. From employee representation to problem-solving: Mainstreaming OHS management

    DEFF Research Database (Denmark)

    Hasle, Peter; Seim, Rikke; Refslund, Bjarke

    2016-01-01

    . The role of OHS representatives has accordingly changed to focus on solving specific problems in the workplace as an integrated part of daily operations. Both management and colleagues consider the OHS representatives as a resource that can be utilized to manage the work environment. The consequences......The role of occupational health and safety representatives is changing. A study in 60 Danish enterprises indicates that representation, and especially negotiation on behalf of colleagues, has diminished. The work environment is mainstreamed in many enterprises and is rarely an area of conflict...... of this development for the employees may be a stronger joint management–employee effort to improve the work environment, but also management domination and an accordingly weaker employee voice in some companies....

  8. Strategic Management Foundations and Employee Performance of ...

    African Journals Online (AJOL)

    Strategic management foundation is a fundamental part of any organization. Strategic management comprise of environmental scanning, strategy formulation, implementation, evaluation and control. Through this process, an organization plans its activities which shall be profitable to the firm. Employee performance is the ...

  9. Employee Engagement and Organizational Behavior Management

    Science.gov (United States)

    Ludwig, Timothy D.; Frazier, Christopher B.

    2012-01-01

    Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…

  10. Job demands-resources : a gender perspective on employee well-being and resilience in retail stores in China

    OpenAIRE

    Huang, Qihai; Xing, Yijun; Gamble, Jos

    2016-01-01

    Organisational resilience can be promoted through human resource management (HRM) practices that enhance individual employees’ well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shop floor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands–resources mode...

  11. Adaptive radar resource management

    CERN Document Server

    Moo, Peter

    2015-01-01

    Radar Resource Management (RRM) is vital for optimizing the performance of modern phased array radars, which are the primary sensor for aircraft, ships, and land platforms. Adaptive Radar Resource Management gives an introduction to radar resource management (RRM), presenting a clear overview of different approaches and techniques, making it very suitable for radar practitioners and researchers in industry and universities. Coverage includes: RRM's role in optimizing the performance of modern phased array radars The advantages of adaptivity in implementing RRMThe role that modelling and

  12. Personality Model in Human Resources Management

    OpenAIRE

    Jovan Zubovic

    2008-01-01

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

  13. When middel managers are doing employee coaching

    DEFF Research Database (Denmark)

    Spaten, Ole Michael; Flensborg, Winnie

    2013-01-01

    -by-doing: Spaten, 2011b) - when they were coaching their 75 employees through an online survey and semi-structured interviews. Methods: Four middle managers and employees were interviewed after the intervention. Thematic analysis was chosen and elicited three main themes: (1) coaching skills; (2) professional...... and personal development; and (3) the coaching relationship and power relation. Results: The study found that the manager as coach should be highly sensitive and empathetic in building the coaching relationship, should be aware of the power relation, and should draw clear boundaries between their role...

  14. Self managing experiment resources

    International Nuclear Information System (INIS)

    Stagni, F; Ubeda, M; Charpentier, P; Tsaregorodtsev, A; Romanovskiy, V; Roiser, S; Graciani, R

    2014-01-01

    Within this paper we present an autonomic Computing resources management system, used by LHCb for assessing the status of their Grid resources. Virtual Organizations Grids include heterogeneous resources. For example, LHC experiments very often use resources not provided by WLCG, and Cloud Computing resources will soon provide a non-negligible fraction of their computing power. The lack of standards and procedures across experiments and sites generated the appearance of multiple information systems, monitoring tools, ticket portals, etc... which nowadays coexist and represent a very precious source of information for running HEP experiments Computing systems as well as sites. These two facts lead to many particular solutions for a general problem: managing the experiment resources. In this paper we present how LHCb, via the DIRAC interware, addressed such issues. With a renewed Central Information Schema hosting all resources metadata and a Status System (Resource Status System) delivering real time information, the system controls the resources topology, independently of the resource types. The Resource Status System applies data mining techniques against all possible information sources available and assesses the status changes, that are then propagated to the topology description. Obviously, giving full control to such an automated system is not risk-free. Therefore, in order to minimise the probability of misbehavior, a battery of tests has been developed in order to certify the correctness of its assessments. We will demonstrate the performance and efficiency of such a system in terms of cost reduction and reliability.

  15. Exercise and sleep predict personal resources in employees' daily lives.

    Science.gov (United States)

    Nägel, Inga J; Sonnentag, Sabine

    2013-11-01

    The present study investigates the interaction of exercise and sleep on state-like personal resources in employees' daily lives. Further, the study examines the association between state-like personal resources and emotional exhaustion. We conducted a diary study over five consecutive working days (total of 443 days) with 144 employees who answered daily online surveys after work and before bedtime. Multilevel modeling showed that exercise after work was positively related to the next day's personal resources when sleep duration during the night time was longer compared to other nights. Furthermore, personal resources positively related to lower emotional exhaustion after work on the next day. This study demonstrates that exercise and sleep may help to renew personal resources. Results stress the importance of balancing exercise and sleep in daily life. © 2013 The International Association of Applied Psychology.

  16. Employee Self Service-based Human Resources Information System Development and Implementation. Case Study: BCP Indonesia

    Directory of Open Access Journals (Sweden)

    Lestari Margatama

    2017-01-01

    Full Text Available Human Resources Information System is a Decision Support System that provides necessary information regarding human resources in an organization. Web-based e-HR is one of the best practical solution in human resources management that allows employees to focus more on their job instead of HR administration procedures. By implementing Employee Self Service (ESS it is expected that worker satisfaction can be improved and in turn will also improve employees’ performance. The web-based ESS is characterized by personalized information approach which offers personal and management services on information access and structured workflow process. The object covered in this research is HR administration of PT. BCP to create and implement ESS with system prototype development and UML modeling tool. The resulting system is designed to quickly access the information and company procedures to shorten the time for BCP’s employee administration and documentation

  17. Resource conservation management

    International Nuclear Information System (INIS)

    Miller, W.

    1999-01-01

    Resource conservation management is a management program similar to financial management in that its success requires commitment by all levels of the organization to the process as well as an accounting procedure and auditing of critical components. Resource conservation management provides a framework for all elements of efficient building operations and maintenance. The savings connected with the program are principally connected with changes in the way buildings are operated and maintained. Given the reduction in rebates for the installation of energy-efficient equipment, this approach has considerable promise. This paper discusses the evolution of the resource conservation management service and the savings associated with a two-year pilot effort with seven school districts, as well as the critical components of a successful program

  18. Strategic Management Foundations and Employee Performance of ...

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    Performance of Aluminium Companies in Delta State. Nzewi, Hope Ngozi ... In this way, employee performance and overall organizational ... in a firm is best determined by analyzing relationship between strategic management and ... for organizational, administrative changes, setting measures on control systems and.

  19. Managing reward strategy to enhance employee performance ...

    African Journals Online (AJOL)

    In a globalized economy with millions of businesses vying for talented workforce, an organization must be able to motivate and properly compensate ... that should be embedded in the organization's culture; management should identify employees' needs/preferences in developing organizations' compensation structure.

  20. Natural Resource Management Plan

    Energy Technology Data Exchange (ETDEWEB)

    Green, T. [Brookhaven National Laboratory (BNL), Upton, NY (United States); Schwager, K. [Brookhaven National Laboratory (BNL), Upton, NY (United States)

    2016-10-01

    This comprehensive Natural Resource Management Plan (NRMP) for Brookhaven National Laboratory (BNL) was built on the successful foundation of the Wildlife Management Plan for BNL, which it replaces. This update to the 2003 plan continues to build on successes and efforts to better understand the ecosystems and natural resources found on the BNL site. The plan establishes the basis for managing the varied natural resources located on the 5,265-acre BNL site, setting goals and actions to achieve those goals. The planning of this document is based on the knowledge and expertise gained over the past 15 years by the Natural Resources management staff at BNL in concert with local natural resource agencies including the New York State Department of Environmental Conservation, Long Island Pine Barrens Joint Planning and Policy Commission, The Nature Conservancy, and others. The development of this plan works toward sound ecological management that not only benefits BNL’s ecosystems but also benefits the greater Pine Barrens habitats in which BNL is situated. This plan applies equally to the Upton Ecological and Research Reserve (Upton Reserve). Any difference in management between the larger BNL area and the Upton Reserve are noted in the text.

  1. Do managers experience more stress than employees?

    DEFF Research Database (Denmark)

    Skakon, Janne; Kristensen, Tage S.; Christensen, Karl Bang

    2011-01-01

    Aim: To examine whether managers’ perceived stress and work strain is higher than perceived stress and work strain among employees. Methods: The study is based on questionnaire responses from 2052 respondents (128 managers and 1924 employees) at 48 worksites. Bi-variate and multivariate analyses...... were used to explain possible differences in stress levels and related mediators. Results: Managers experienced higher demands, higher level of conflicts, and lower degree of social support from peers. They tended to experience significantly lower emotional stress, whereas this trend was non......-significant with regards to behavioural, somatic and cognitive stress. The difference was partly explained by higher scores in the psychosocial work environment factors; job satisfaction, perceived management quality from their managers, influence, degrees of freedom at work, possibilities for development and meaning...

  2. Ethical human resource management: a critical analysis

    OpenAIRE

    Khan, Muhammad

    2014-01-01

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

  3. Managing Entrepreneurial Employees Who Bring Their Own IT to Work

    Directory of Open Access Journals (Sweden)

    David Hudson

    2012-12-01

    Full Text Available Why do some employees invest their own time and money to acquire consumer information technology (IT for use in the workplace as corporate IT? This behaviour occurs even when their firms already possess considerable IT resources. Moreover, IT governance policies typically oppose the use of unsanctioned IT within the firm. IT governance assumes that the only IT assets that are relevant to the firm are those that are owned by the firm. However, employees can create value for the firm by combining their personal IT assets with the firm's IT assets. Creating novel asset combinations is consistent with entrepreneurship but entrepreneurship theory does not address this type of voluntary employee entrepreneurship using personal IT assets. This article proposes a link between the theory of the firm and entrepreneurship theory to explain why employees act entrepreneurially. This link is significant because it advances the notion that employees of established firms can be entrepreneurial when they use their own consumer IT as corporate IT. This link is also significant because it suggests that managing employee entrepreneurship requires tolerance of value creation that is emergent and can occur within a firm.

  4. Capitalism, Identity Politics, and Queerness Converge: LGBT Employee Resource Groups

    Science.gov (United States)

    Githens, Rod P.

    2009-01-01

    Lesbian, gay, bisexual, and transgender (LGBT) employee resource groups have brought about substantial organizational change within corporations. Capitalist structures have enabled these changes to occur more quickly in the private sector than within the public sector. In this article, I explore how capitalism has converged with two approaches of…

  5. Impact of euthanasia rates, euthanasia practices, and human resource practices on employee turnover in animal shelters.

    Science.gov (United States)

    Rogelberg, Steven G; Reeve, Charlie L; Spitzmüller, Christiane; DiGiacomo, Natalie; Clark, Olga L; Teeter, Lisa; Walker, Alan G; Starling, Paula G; Carter, Nathan T

    2007-03-01

    To examine the effects of euthanasia rates, euthanasia practices, and human resource practices on the turnover rate among employees with euthanasia responsibilities at animal shelters. Cross-sectional original study. 36 shelters across the United States that employed at least 5 full-time employees and performed euthanasia on site. By mail, 1 survey was sent to each shelter. Surveys were completed by a senior member of management and were returned by mail. Questions assessed characteristics (eg, euthanasia rates) and practices of the animal shelter, along with employee turnover rates. By use of correlation coefficients and stepwise regression analyses, key predictors of turnover rates among employees with euthanasia responsibilities were investigated. Employee turnover rates were positively related to euthanasia rate. Practices that were associated with decreased turnover rates included provision of a designated euthanasia room, exclusion of other live animals from vicinity during euthanasia, and removal of euthanized animals from a room prior to entry of another animal to be euthanized. Making decisions regarding euthanasia of animals on the basis of factors other than behavior and health reasons was related to increased personnel turnover. With regard to human resources practices, shelters that used a systematic personnel selection procedure (eg, standardized testing) had comparatively lower employee turnover. Data obtained may suggest several specific avenues that can be pursued to mitigate turnover among employees with euthanasia responsibilities at animal shelters and animal control or veterinary medical organizations.

  6. Safeguards resource management

    International Nuclear Information System (INIS)

    Strait, R.S.

    1986-01-01

    Protecting nuclear materials is a challenging problem for facility managers. To counter the broad spectrum of potential threats, facility managers rely on diverse safeguards measures, including elements of physical protection, material control and accountability, and human reliability programs. Deciding how to upgrade safeguards systems involves difficult tradeoffs between increased protection and the costs and operational impact of protection measures. Effective allocation of safeguards and security resources requires a prioritization of systems upgrades based on a relative measure of upgrade benefits to upgrade costs. Analytical tools are needed to help safeguards managers measure the relative benefits and cost and allocate their limited resources to achieve balanced, cost-effective protection against the full spectrum of threats. This paper presents a conceptual approach and quantitative model that have been developed by Lawrence Livermore National Laboratory to aid safeguards managers

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

    African Journals Online (AJOL)

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

  8. What locals want: Jordanian employees' views on expatriate managers

    OpenAIRE

    Syed, Jawad; Hazboun, Nour George; Murray, Peter A.

    2014-01-01

    This paper sheds light on the expatriate–local relationship based on local employees' perspectives of expatriate managers. Drawing on a survey of local employees working in three Western multinational banks in Jordan, the study explores local employees' views on expatriate managers and their performance. The study reveals that local employees are generally indifferent to their manager's nationality as long as the manager has the capability to drive the subsidiary forward. However, one key con...

  9. Employees development

    OpenAIRE

    Kilijánová, Radka

    2010-01-01

    Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

  10. Telework and the Manager Employee Relationship

    Science.gov (United States)

    2017-04-06

    comparative research method , this paper examines the impact that telework can have on relationships and makes some suggestions on how to improve telework... qualitative strategy that uses causal-comparative research to explore the impact that telework has on the manager-employee relationship. Research ...intended to answer this paper’s specific research question. Therefore, it is possible that either the wrong types of studies were selected or that their

  11. International employee perspectives on disability management.

    Science.gov (United States)

    Wagner, Shannon; Buys, Nicholas; Yu, Ignatius; Geisen, Thomas; Harder, Henry; Randall, Christine; Fraess-Phillips, Alex; Hassler, Benedikt; Scott, Liz; Lo, Karen; Tang, Dan; Howe, Caroline

    2018-05-01

    To provide an international analysis of employees' views of the influence of disability management (DM) on the workplace. An international research team with representation from Australia, Canada, China, and Switzerland collected survey data from employees in public and private companies in their respective regions. Due to lack of availability of current measures, a research team-created survey was used and a total of 1201 respondents were collected across the four countries. Multiple linear (enter) regression was also employed to predict DM's influence on job satisfaction, physical health, mental health, workplace morale and reduced sickness absence, from respondents' perceptions of whether their company provided disability prevention, stay-at-work, and return-to-work initiatives within their organization. One-way ANOVA comparisons were used to examine differences on demographic variables including company status (public versus private), union status (union versus nonunion), and gender. The perceived influence of DM programs was related to perceptions of job satisfaction; whereas, relationships with mental health, physical health, morale, and sickness absence were variable according to type of DM program and whether the response was related to self or others. Difference analyses (ANOVA) revealed significantly more positive perceptions for private and nonunion organizations; no gender effects were found. There is perceived value of DM from the perspective of employees, especially with respect to its value for coworkers. Implications for Rehabilitation Rehabilitation efforts should continue to focus attention on the value of disability management (DM). In particular, DM that is fully committed to the biopsychosocial model would be supported by this research. Employees reported the most value in the psychosocial variables addressed by DM, such that rehabilitation professionals could focus on these valued aspects to improve buy-in from employees. The interest in

  12. Managing employee motivation: Exploring the connections between managers' enforcement actions, employee perceptions, and employee intrinsic motivation

    DEFF Research Database (Denmark)

    Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh

    2017-01-01

    analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft......” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we...

  13. Evaluation by employees of employee management on large US dairy farms.

    Science.gov (United States)

    Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

    2018-05-23

    Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee

  14. Employee perceptions of management relations as influences on job satisfaction and quit intentions

    NARCIS (Netherlands)

    Frenkel, S.; Sanders, Karin; Bednall, T.

    2013-01-01

    In this paper we use a relational approach to investigate how employee perceptions of their relationships with three types of managers—senior, line, and human resource managers—are related to employees’ job satisfaction and intention to quit. Based on an employee survey (n = 1,533), and manager

  15. Wireless communications resource management

    CERN Document Server

    Lee, B; Seo, H

    2009-01-01

    Wireless technologies continue to evolve to address the insatiable demand for faster response times, larger bandwidth, and reliable transmission. Yet as the industry moves toward the development of post 3G systems, engineers have consumed all the affordable physical layer technologies discovered to date. This has necessitated more intelligent and optimized utilization of available wireless resources. Wireless Communications Resource Managem ent, Lee, Park, and Seo cover all aspects of this critical topic, from the preliminary concepts and mathematical tools to detailed descriptions of all the resource management techniques. Readers will be able to more effectively leverage limited spectrum and maximize device battery power, as well as address channel loss, shadowing, and multipath fading phenomena.

  16. Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

    Science.gov (United States)

    McCroskey, James C.; And Others

    Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

  17. The role of managers in addressing employees with musculoskeletal pain

    DEFF Research Database (Denmark)

    Larsen, Anne Konring; Falkenstrøm, Signe; Jørgensen, Marie Birk

    2018-01-01

    Purpose This study investigates management awareness of employee musculoskeletal pain and conditions that shape managers’ handling of employees with pain. Methods We used a mixed methods design including data from a questionnaire survey and focus group sessions. All employees and managers from...

  18. Safeguards resource management

    International Nuclear Information System (INIS)

    Strait, R.S.

    1986-01-01

    Protecting nuclear materials is a challenging problem for facility managers. To counter the broad spectrum of potential threats, facility managers rely on diverse safeguards measures, including elements of physical protection, material control and accountability, and human reliability programs. Deciding how to upgrade safeguards systems involves difficult tradeoffs between increased protection and the costs and operational impact of protection measures. Effective allocation of safeguards and security resources requires a prioritization of system upgrades based on a relative measure of upgrade benefits to upgrade costs. Analytical tools are needed to help safeguards managers measure the relative benefits and costs and allocate their limited resources to achieve balanced, cost-effective protection against the full spectrum of threats. This paper presents a conceptual approach and quantitative model that have been developed by Lawrence Livermore National Laboratory to aid safeguards managers. The model is in the preliminary stages of implementation, and an effort is ongoing to make the approach and quantitative model available for general use. The model, which is designed to complement existing nuclear safeguards evaluation tools, incorporates a variety of factors and integrates information on the likelihood of potential threats, safeguards capabilities to defeat threats, and the relative consequences if safeguards fail. The model uses this information to provide an overall measure for comparing safeguards upgrade projects at a facility

  19. [Management human resources].

    Science.gov (United States)

    Schena, F P

    2004-01-01

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

  20. Water resources management plan

    Directory of Open Access Journals (Sweden)

    Glauco Maia

    2011-12-01

    Full Text Available Water resources manageWith the mission of providing reliable data for water supply activities in medium and large firefighting operations, the Firefighting Water Supply Tactical Group (GTSAI represents an important sector of the Rio de Janeiro State Fire Departmentment plan strategic support. Acting proactively, the Tactical Group prepared a Water Resources Management Plan, aiming to set up water resources for each jurisdiction of firefighters in the City of Rio de Janeiro, in order to assist the Fire Department in its missions. This goal was reached, and in association with LAGEOP (Geoprocessing Laboratory, UFRJ, the Tactical Group started using GIS techniques. The plan provides for the register of existing operational structures within each group (troops, vehicles and special equipment, along with knowledge about the nature and operating conditions of fire hydrants, as well as a detailed survey of areas considered to be "critical". The survey helps to support actions related to environmental disasters involved in the aforementioned critical areas (hospital, churches, schools, and chemical industries, among others. The Caju neighborhood, in Rio de Janeiro, was defined as initial application area, and was the first jurisdiction to have the system implemented, followed by Copacabana, Leblon, Lagoa, and Catete districts.

  1. 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

  2. Organisational justice and employee perceptions on hospital management.

    Science.gov (United States)

    Wiili-Peltola, Erja; Kivimäki, Mika; Elovainio, Marko; Virtanen, Marianna

    2007-01-01

    The purpose to clarify what kind of managerial challenges employees experience regarding organisational justice in hospitals. This exploratory study of 8,971 employees working in 14 hospitals and examines the concept of organisational justice in management with qualitative and quantitative methods. An inductive content analysis of the comments revealed five integrative frames describing challenges in hospital management at respondents' workplaces. These frames should be regarded as major managerial challenges in hospitals. These findings illustrate important antecedents of organisational justice and suggest that work units tend to share the same perceptions of justice. They also reveal that individually produced comments reflect collective experiences in organisational justice. Further, the results indicate that problems in management and policies are often experienced in a complex way, and people making justice judgements do not separate procedural and interactional factors. Although the commentators producing qualitative data represented many organisational hierarchy levels, the results should not be generalised to apply to horizontal, informal social relationships. This paper gives useful information regarding challenges in human resources management in hospitals. The paper suggests that people making fairness judgements do not make a distinction between procedural and interpersonal factors. Instead, they use any information available to judge the righteousness of the management events. This paper serves to guide hospital managers towards a better understanding of the importance of organisational justice and its collective nature.

  3. Optimising resource management in neurorehabilitation.

    Science.gov (United States)

    Wood, Richard M; Griffiths, Jeff D; Williams, Janet E; Brouwers, Jakko

    2014-01-01

    To date, little research has been published regarding the effective and efficient management of resources (beds and staff) in neurorehabilitation, despite being an expensive service in limited supply. To demonstrate how mathematical modelling can be used to optimise service delivery, by way of a case study at a major 21 bed neurorehabilitation unit in the UK. An automated computer program for assigning weekly treatment sessions is developed. Queue modelling is used to construct a mathematical model of the hospital in terms of referral submissions to a waiting list, admission and treatment, and ultimately discharge. This is used to analyse the impact of hypothetical strategic decisions on a variety of performance measures and costs. The project culminates in a hybridised model of these two approaches, since a relationship is found between the number of therapy hours received each week (scheduling output) and length of stay (queuing model input). The introduction of the treatment scheduling program has substantially improved timetable quality (meaning a better and fairer service to patients) and has reduced employee time expended in its creation by approximately six hours each week (freeing up time for clinical work). The queuing model has been used to assess the effect of potential strategies, such as increasing the number of beds or employing more therapists. The use of mathematical modelling has not only optimised resources in the short term, but has allowed the optimality of longer term strategic decisions to be assessed.

  4. A cohort study of employees of Eldorado Resources Limited

    International Nuclear Information System (INIS)

    Howe, G.R.; Abbatt, J.D.

    1985-01-01

    This study has determined the mortality experience of Eldorado Resources Limited employees between 1950 and 1980. This crown corporation is involved in the mining and processing of uranium products. An initial analysis shows significant excesses of lung cancer deaths at Port Raduim and Beaverlodge mines and a smaller, nonsignificant excess at the Port Hope refinery. The lung-cancer mortality has been analyzed as a function of radon-daughter exposure. This initial analysis is currently being refined to further develop estimates of excess risk

  5. Electronic Resource Management Systems

    Directory of Open Access Journals (Sweden)

    Mark Ellingsen

    2004-10-01

    Full Text Available Computer applications which deal with electronic resource management (ERM are quite a recent development. They have grown out of the need to manage the burgeoning number of electronic resources particularly electronic journals. Typically, in the early years of e-journal acquisition, library staff provided an easy means of accessing these journals by providing an alphabetical list on a web page. Some went as far as categorising the e-journals by subject and then grouping the journals either on a single web page or by using multiple pages. It didn't take long before it was recognised that it would be more efficient to dynamically generate the pages from a database rather than to continually edit the pages manually. Of course, once the descriptive metadata for an electronic journal was held within a database the next logical step was to provide administrative forms whereby that metadata could be manipulated. This in turn led to demands for incorporating more information and more functionality into the developing application.

  6. ATTRACTING AND MOTIVATING EMPLOYEES DURING CHANGES IN ORGANIZATION. THE ROLE OF THE HUMAN RESOURCES DEPARTMENT

    Directory of Open Access Journals (Sweden)

    Emanoil Muscalu

    2016-10-01

    Full Text Available The success or failure of an organization is intrinsically linked to how managers treat their employees. The role of motivation is not just to make people work, but to make them work well, causing managers to use in full physical and intellectual resources. Where there is motivation, there is productivity and performance, and people are happy. In other words, everyone wins. Motivation and retention are crucial in the success of not only at the organization level, but also at the level of any department, project or plan and, arguably, are one of the most important areas of responsibility of a manager.

  7. Self-managed working time and employee effort: Microeconometric evidence

    OpenAIRE

    Beckmann, Michael; Cornelissen, Thomas

    2014-01-01

    Based on German individual-level panel data, this paper empirically examines the impact of self-managed working time (SMWT) on employee effort. Theoretically, workers may respond positively or negatively to having control over their own working hours, depending on whether SMWT increases work morale, induces reciprocal work intensification, or encourages employee shirking. We find that SMWT employees exert higher effort levels than employees with fixed working hours, but after accounting for o...

  8. Influence of the Human Resources Practices on the Employees Attachment. Empirical Study within the Companies in the Processing Industry

    Directory of Open Access Journals (Sweden)

    Liviu ILIES

    2017-12-01

    Full Text Available The purpose of this study is to show a series of results obtained during a research whose objective was the elaboration of an analysis and assessment model of human resources management practices in order to identify the factors that determine the performance of the management system for the purpose of perfecting it, within the organizations in the processing industry in Romania. The study aims to show the importance of the influence that the human resources practices have on the employees attachment towards the organizations they are a part of. The research has as base quantitative methods of analysis, therefore, as a tool for gathering data was used the survey based on questionnaire, composed of sets of simple questions, using a measurement scale of the agreement of Likert type, from 1 to 5 (1 = total disagreement - 5 = total agreement. The study is based on questioning a number of 463 employees within 27 companies in the processing industry in Romania. Among the main conclusions obtained, we mention that, the perception of the questioned employees on the human resources practices within the analyzed organizations is relatively good, respectively the attachment of the employees towards the organizations is also relatively good. We have identified that there is a strong and positive association between the human resources practices and the employees attachment, therefore, the organizations questioned need to make efforts in order to improve the human resources practices for consolidating the employees attachment.

  9. HUMAN RESOURCES MANAGEMENT IN ADVERTISING AGENCY

    Directory of Open Access Journals (Sweden)

    Cristina LEOVARIDIS

    2009-01-01

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

  10. TOWARDS PROPER CULTURAL RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    GRACE

    proper harnessing and management of cultural resources in Nigeria for sustainable development .... and knowledge) to organize the resources available to man with the aim of optimizing their use in the ... needs‖ (World Bank 1992). Thus, as ...

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

    OpenAIRE

    Peccei, R.E.

    2004-01-01

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

  12. Management, Resources and Reproductive Biology

    Directory of Open Access Journals (Sweden)

    Bernard Wallner

    2014-10-01

    Full Text Available This work presents a relationship between environmental conditions and reproductive performance in modern humans. Birth rates and sex ratio (SRB at birth were analyzed from large data scales. The results include data from people working or living under different job respectively socio-economic conditions, such as employees working in the academic field, employees under supervisory or hire and fire conditions, and people who have better access to resources. The results show that employees who have better jobs and earn more money do have more children and females under better socio-economic conditions do give birth to more sons. In conclusion, it is suggested that different socio-economic environmental conditions may have an impact on female and male birth rates and SRBs, which may be related to stress perception rates.

  13. The Management of NASA Employee Health Problem; Status 1971

    Science.gov (United States)

    Arnoldi, L. B.

    1971-01-01

    A system for assessing employee health problems is introduced. The automated billing system is based on an input format including cost of medical services by user and measures in dollars, that portion of resources spent on preventive techniques versus therapeutic techniques. The system is capable of printing long term medical histories of any employee.

  14. When asset management and organizations meet: accounting for employee experiences

    NARCIS (Netherlands)

    Schraven, Daan; Hartmann, Andreas; Dewulf, Geert P.M.R.

    2015-01-01

    For some time, organisations have encountered challenges when implementing asset management, particularly when closing the gap between how the asset management is understood by employees and how they support it in practice. Maturity models, common applied evaluations for implementing asset

  15. 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)

  16. Diversity management: the treatment of HIV-positive employees.

    Science.gov (United States)

    Yap, Matthew H T; Ineson, Elizabeth M

    2012-01-01

    Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation.

  17. Managing Changes with focus on Employee Involvement and Learning

    DEFF Research Database (Denmark)

    Kofoed, L.B.; Rosenørn, T.U.; Jensen, Lars Peter

    1999-01-01

    in the experimentarium, and it is shown that the role of managers and supervisors is very important for the outcome of the learning. Results from work in experimentaria show that management and employees have unclear, different and not communicated expectations to each other and that this is a barrier for a successful......The initiating question guiding this study is how employee participation can be established during an organisational change process in order to ensure the employees' involvement in the design of their future work environment. A case study where an "experimentarium" (learning lab) was set up...... in a medium size Danish company (200 employees) is presented in this paper. The study shows that management as well as employees have to learn respectively to manage and to participate in the change process and to deal with the unforeseen problems during the change process. The case study demonstrates...

  18. Innovations for Natural Resource Management

    Indian Academy of Sciences (India)

    First page Back Continue Last page Graphics. Improving input use efficiency and sustainable management of natural resource endowments - a continuous challenge. Improving input use efficiency and sustainable management of natural resource endowments - a continuous challenge. Innovations have focused on ...

  19. Human Resource Management: Managerial Efficacy in Recruiting and Retaining Teachers-- National Implications

    Science.gov (United States)

    Butcher, Jennifer; Kritsonis, William Allan

    2007-01-01

    Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…

  20. LHCb: Self managing experiment resources

    CERN Multimedia

    Stagni, F

    2013-01-01

    Within this paper we present an autonomic Computing resources management system used by LHCb for assessing the status of their Grid resources. Virtual Organizations Grids include heterogeneous resources. For example, LHC experiments very often use resources not provided by WLCG and Cloud Computing resources will soon provide a non-negligible fraction of their computing power. The lack of standards and procedures across experiments and sites generated the appearance of multiple information systems, monitoring tools, ticket portals, etc... which nowadays coexist and represent a very precious source of information for running HEP experiments Computing systems as well as sites. These two facts lead to many particular solutions for a general problem: managing the experiment resources. In this paper we present how LHCb, via the DIRAC interware addressed such issues. With a renewed Central Information Schema hosting all resources metadata and a Status System ( Resource Status System ) delivering real time informatio...

  1. Traffic incident management resource management.

    Science.gov (United States)

    2009-01-01

    The necessity of a multi-disciplinary approach involving law enforcement, fire and rescue, transportation, towing and recovery, and others has been well-recognized and integrated into incident management operations. This same multidisciplinar...

  2. Strategic collaborative quality management and employee job satisfaction.

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad

    2014-05-01

    This study aimed to examine Strategic Collaborative Quality Management (SCQM) impact on employee job satisfaction. The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees' job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees' job satisfaction. However, the success of quality management needs top management commitment and stability.

  3. Best Practices in Human Resource Management: The Source of Excellent Performance and Sustained Competitiveness

    Directory of Open Access Journals (Sweden)

    Martin Šikýř

    2013-03-01

    Full Text Available Based on summarizing the results of the global research on human resource management and the author’s dissertation research on best practices in human resource management, the paper attempts to explain the essence of the positive relationship between best practices in human resource management and organizational performance and competitiveness. It supports the assumption that the essence is the optimal system of human resource management, based on proven best practices in job design, employee selection, performance management, employee compensation or employee training, that enables managers to achieve expected organizational performance and competitiveness by achieving desired employee abilities, motivation and performance. The author's dissertation research verified the theoretical assumptions about application of best practices in human resources management and through a questionnaire survey examined the views of executives and HR managers from Czech TOP 100 companies or the best employers in the Czech Republic.

  4. Information resource management concepts for records managers

    Energy Technology Data Exchange (ETDEWEB)

    Seesing, P.R.

    1992-10-01

    Information Resource Management (ERM) is the label given to the various approaches used to foster greater accountability for the use of computing resources. It is a corporate philosophy that treats information as it would its other resources. There is a reorientation from simply expenditures to considering the value of the data stored on that hardware. Accountability for computing resources is expanding beyond just the data processing (DP) or management information systems (MIS) manager to include senior organization management and user management. Management`s goal for office automation is being refocused from saving money to improving productivity. A model developed by Richard Nolan (1982) illustrates the basic evolution of computer use in organizations. Computer Era: (1) Initiation (computer acquisition), (2) Contagion (intense system development), (3) Control (proliferation of management controls). Data Resource Era: (4) Integration (user service orientation), (5) Data Administration (corporate value of information), (6) Maturity (strategic approach to information technology). The first three stages mark the growth of traditional data processing and management information systems departments. The development of the IRM philosophy in an organization involves the restructuring of the DP organization and new management techniques. The three stages of the Data Resource Era represent the evolution of IRM. This paper examines each of them in greater detail.

  5. How do small business managers influence employee satisfaction and commitment?

    Directory of Open Access Journals (Sweden)

    Janine Kruger

    2010-12-01

    Originality and value of the research : This research focused on what small business managers should concentrate on when motivating their employees. Small business managers should also realise that motivation cannot be separated from employee satisfaction and commitment. The value of the research is that when small business managers pay more attention to these factors as identified in this study, it may lead to better business performance in the long run. With regard to the originality of this research, previous research has focused mainly on motivational theories without reaching a conclusion or highlighting possible strategies that could be used by small businesses to motivate employees.

  6. Information Management and Employee Assistance Program Imperatives.

    Science.gov (United States)

    Bickerton, Richard

    1987-01-01

    The ALMACA Clearinghouse for Employee Assistance Program (EAP) Information collects and disseminates EAP-specific data to provide subscribers with information to maintain their own competence and to improve upon the understanding and use of EAP practices and procedures. (JOW)

  7. Managing problem employees: a model program and practical guide.

    Science.gov (United States)

    Miller, Laurence

    2010-01-01

    This article presents a model program for managing problem employees that includes a description ofthe basic types of problem employees and employee problems, as well as practical recommendations for. (1) selection and screening, (2) education and training, (3) coaching and counseling, (4) discipline, (5) psychological fitness-for-duty evaluations, (6) mental health services, (7) termination, and (8) leadership and administrative strategies. Throughout, the emphasis on balancing the need for order and productivity in the workplace with fairness and concern for employee health and well-being.

  8. Information resource management concepts for records managers

    Energy Technology Data Exchange (ETDEWEB)

    Seesing, P.R.

    1992-10-01

    Information Resource Management (ERM) is the label given to the various approaches used to foster greater accountability for the use of computing resources. It is a corporate philosophy that treats information as it would its other resources. There is a reorientation from simply expenditures to considering the value of the data stored on that hardware. Accountability for computing resources is expanding beyond just the data processing (DP) or management information systems (MIS) manager to include senior organization management and user management. Management's goal for office automation is being refocused from saving money to improving productivity. A model developed by Richard Nolan (1982) illustrates the basic evolution of computer use in organizations. Computer Era: (1) Initiation (computer acquisition), (2) Contagion (intense system development), (3) Control (proliferation of management controls). Data Resource Era: (4) Integration (user service orientation), (5) Data Administration (corporate value of information), (6) Maturity (strategic approach to information technology). The first three stages mark the growth of traditional data processing and management information systems departments. The development of the IRM philosophy in an organization involves the restructuring of the DP organization and new management techniques. The three stages of the Data Resource Era represent the evolution of IRM. This paper examines each of them in greater detail.

  9. Management of natural resources

    International Nuclear Information System (INIS)

    Danielo, Olivier; Loubens, Audrey

    2016-08-01

    As a sustainable exploitation of fossil natural resources has become an ecological opportunity, this publication proposes a set of articles focused on the cases of gas, oils (conventional or not) and coal. A first article outlines the unavoidable environmental issue associated with the exploitation of fossil energies. The second one comments the meaning of fossil fuel availability, and more particularly the distinction between resources and reserves, and the transformation of resources into reserves for saving purposes. This last issue of transformation of resources into reserves is addressed by next articles which respectively focus on conventional gases and oils, on non conventional gases and oils, and on coal. Two articles then comment perspectives by 2040 by discussing the high tension between fossil resources and geopolitical situation, and by discussing whether a world energy transition is possible. The three last articles notice that the abundance of fossil energies is hiding the potential of renewable energies, discuss whether chemical industry could do without oil, and comment the fact that Russia strengthens its claims on Arctic territories

  10. Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources

    Science.gov (United States)

    Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa

    2011-01-01

    This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…

  11. 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.

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

    OpenAIRE

    Murat KoC; Mustafa Fedai Cavus; Turgay Saracoglu

    2014-01-01

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

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

    OpenAIRE

    Özden AKIN; Hayat Ebru ERDOST ÇOLAK

    2012-01-01

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

  14. The Implementation of Appreciative Management in the Recruting Process and the Integration of the New Employees

    OpenAIRE

    Simona PONEA

    2010-01-01

    Appreciative management support organizations, especially in the process of development of the human resources. Appreciative management,considered as a management centred on excellence, is based on the filosophy of appreciative inquiry.Any organization can apply this model starting with the process of recruitment. The process of employment requires each time a new beginning for the organization. New employees should be introduced carefully in the organizational culture and also must be provid...

  15. 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)

  16. 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.

  17. Calling line managers in employee continuous professional development in South East Asia

    Directory of Open Access Journals (Sweden)

    Anubama Ramachandra

    2011-11-01

    Full Text Available Purpose: The paper aims to study the relationship of Line Managers’ (LMs Human Resource (HR role and its facets within employee’s Continuous Professional Development (CPD.Design/methodology/approach: A quantitative approach using 100 questionnaires were distributed to line managers in a South East Asia with a response rate of 87%.Findings: Results depict that LMs are actively involved in Strategic Partner, Employee Champion, and Change Agent roles. Study also shows that these three HR roles correlate with employee CPD. LMs’ are neither involved in Administrative Expert role, nor it correlates with employee Continuous Professional Development.Research limitations: Inability of the line managers to be fully involved with the four HR roles constraints the process of line manager deployment of HR roles specifically to employee CPD.Practical implications: Argues that the importance of strategic partner, employee champion, and change agent roles are the most important barrier and enabler of employee CPD, thus indirectly promoting organizational success and productivity.Social implications: Highlights the difficulties of managing organisations by getting the line managers directly involve in the development of employee CPD. Many line managers have to be made and given opportunities to develop their capabilities on this platform. Contends that HR can help an organization to succeed, provided that all line managers understand their roles, work together and take responsibility for their contribution. In addition is the adoption of the HR roles for the smooth delivery of HR functions which aligns with the overall organizational success.Originality/value: Specific HR roles are significant importance to the development of employee CPD within the setting of this South East Asian organization.

  18. Employee no-shows: managing library absenteeism.

    OpenAIRE

    Wygant, L J

    1988-01-01

    Employee absenteeism is a problem faced by all library administrators. This paper describes the development, implementation, and results of a program to discourage absenteeism at the Moody Medical Library of the University of Texas Medical Branch at Galveston. The important role of library administrators and supervisors in controlling absenteeism is emphasized.

  19. Managing Reward Strategy to Enhance Employee Performance

    African Journals Online (AJOL)

    Prof

    strategy in organizations with a view to ascertaining its efficacy on ... (contingent or variable pay), or for their services in the job (service-related pay). ... The concepts of rewards and incentives are interchangeably used by .... employee's base salary or in most cases organization use a combination of ... to the market values.

  20. 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)

  1. Environmental and resource management

    DEFF Research Database (Denmark)

    Madsen, Henning; Ulhøi, John Parm

    1996-01-01

    Artiklen bringer bl.a. de seneste resultater (i forkortet udgave) fra et igangværende flerårigt forskningsprojekt - The Danish Environmental Management Survey (DEMS) - der sigter efter løbende at analysere og vurdere den igangværende 'forgrønnelse' i erhvervslivet i et longitudinalt perspektiv...

  2. Managing Changes With Focus on Employee Involvement and Learning

    DEFF Research Database (Denmark)

    Kofoed, Lise Busk; Rosenørn, Torben

    2000-01-01

    The initiating question guiding this study is how employee participation can be established during an organisational change process in order to ensure the employees' involvement in the design of their future work environment. A case study where an "experimentarium" (learning lab) was set up...... that it is feasible to generate employee participation in designing their future working environment in the experimentarium when careful attention is given to the influence of situational factors and the work in the experimentarium is supported by management. Furthermore a common learning process was started...... in the experimentarium, and it is shown that the role of managers and supervisors is very important for the outcome of the learning. Results from work in experimentaria show that management and employees have unclear, different and not communicated expectations to each other and that this is a barrier for a successful...

  3. Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing.

    Science.gov (United States)

    Kubo, Jessica T; Cullen, Mark R; Desai, Manisha; Modrek, Sepideh

    2013-11-08

    Prior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one's manager could in theory affect injury rates among male and female employees through their managers' response to an employee's psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee's manager's gender modifies the effect of employee gender with regards to risk of acute injury. A cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year. The percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor of time to first acute injury (p

  4. Managing service quality: Human resource management strategies

    Directory of Open Access Journals (Sweden)

    K. K. Govender

    2000-06-01

    Full Text Available This article reports the results of an empirical evaluation of a conceptual service encounter management model (Govender, 1999. The various hypotheses proposed to show a relationship between formal and informal socialisation strategies, and the bank employees' perception of the organisational climate and their role are empirically evaluated. Furthermore, the mediated effects of these socialization tactics on the bank customers perception of the service quality was also ascertained by matching a random sample of 210 bank employees with 1050 customers. Opsomming Hierdie artikel rapporteer die resultate van n empiriese evaluering van n konseptuele dienservaringsbestuursmodel (Govender, 1999. Verskeie hipoteses word voorgehou om n verband tussen formele en informele sosialise- ringstrategiee aan te toon, en die bankwerkers se persepsie van die organisatoriese klimaat en hulle rolle word empirics geevalueer.Verder word die modererende effek van hierdie sosialiseringstrategie op die bankkliente se persepsie van dienskwaliteit bepaal deur 'n ewekansige steekproefvan 210 bankwerkers met 1050 kliente af te paar.

  5. Sustainability issues for resource managers.

    Science.gov (United States)

    Daniel L. Bottom; Gordon H. Reeves; Martha H. Brookes

    1996-01-01

    Throughout their history, conservation science and sustainable-yield management have failed to maintain the productivity of living resources. Repeated overexploitation of economic species, loss of biological diversity, and degradation of regional environments now call into question the economic ideas and values that have formed the foundation of scientific management...

  6. Management and employee control in current industrial work

    DEFF Research Database (Denmark)

    Holt, Helle; Hvid, Helge

    2014-01-01

    This article examines how employee control is affected by the ongoing erosion of boundaries in work organization and established boundaries in the relationship between employees and management. One assumption is that the erosion of boundaries offers potential for increased employee control, meaning...... increased autonomy or self-determination at work (employee control how and when to do what). This assumption is supported by theories on the psychosocial working environment. Another assumption is that the erosion of boundaries threatens the frontiers from where employees can defend their interests......, and consequently reduces employees’ control of their work (what and how much to do). This assumption is supported by “labor process theory.” This article studies control and the erosion of boundaries in two case factories in the food industry. Two perspectives are applied: the psychosocial working environment...

  7. Management and employee control in current industrial work

    DEFF Research Database (Denmark)

    Holt, Helle; Hvid, Helge

    2014-01-01

    , and consequently reduces employees’ control of their work (what and how much to do). This assumption is supported by “labor process theory.” This article studies control and the erosion of boundaries in two case factories in the food industry. Two perspectives are applied: the psychosocial working environment......This article examines how employee control is affected by the ongoing erosion of boundaries in work organization and established boundaries in the relationship between employees and management. One assumption is that the erosion of boundaries offers potential for increased employee control, meaning...... increased autonomy or self-determination at work (employee control how and when to do what). This assumption is supported by theories on the psychosocial working environment. Another assumption is that the erosion of boundaries threatens the frontiers from where employees can defend their interests...

  8. Common Property Resource Management, Institutional Change and ...

    African Journals Online (AJOL)

    Common Property Resource Management, Institutional Change and ... Most contemporary discussions on African development since independence forty ... theories on CPR Resource Management in a specific ecological and political setting.

  9. Human resource management practices stimulating knowledge sharing

    Directory of Open Access Journals (Sweden)

    Matošková Jana

    2017-12-01

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

  10. Covariance of engineering management characteristics with engineering employee performance

    Science.gov (United States)

    Hesketh, Andrew Arthur

    1998-12-01

    As business in the 1990's grapples with the impact of continuous improvement and quality to meet market demands, there is an increased need to improve the leadership capabilities of our managers. Engineers have indicated desire for certain managerial characteristics in their leadership but there have been no studies completed that approached the problem of determining what managerial characteristics were best at improving employee performance. This study addressed the idea of identifying certain managerial characteristics that enhance employee performance. In the early 1990's, McDonnell Douglas Aerospace in St. Louis used a forced distribution system and allocated 35% of its employees into a "exceeds expectations" category and 60% into a "meets expectations" category. A twenty-question 5 point Likert scale survey on managerial capabilities was administered to a sample engineering population that also obtained their "expectations" category. A single factor ANOVA on the survey results determined a statistical difference between the "exceeds" and "meets" employees with four of the managerial capability questions. The "exceeds expectations" employee indicated that supervision did a better job of supporting subordinate development, clearly communicating performance expectations, and providing timely performance feedback when compared to the "meets expectations" employee. The "meets expectations" employee felt that their opinions, when different from their supervisor's, were more often ignored when compared to the "exceeds expectations" employee. These four questions relate to two specific managerial characteristics, "gaining (informal) authority and support" or "control" characteristic and "providing assistance and guidance" or "command" characteristic, that can be emphasized in managerial training programs.

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

    Science.gov (United States)

    Gattiker, Urs E.

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

  12. Improving of the management quality of human resources

    OpenAIRE

    Miceski, Trajko

    2004-01-01

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

  13. Age management in Slovenian enterprises: the viewpoint of older employees

    Directory of Open Access Journals (Sweden)

    Jana Žnidaršič

    2010-12-01

    Full Text Available The main aim of this research is to highlight age management within Slovenian enterprises from the viewpoint of older employees by finding out what influences older employees to decide “should I stay or should I go”. The empirical research methodology is based on mixed strategy of approaching organizations (employees, which means that the quantitative (factor analysis, cluster analysis, correlation, regression, descriptive statistics and frequency distributions and qualitative parts (in-depth interviews analysis of research were conducted simultaneously. The results of the research indicate that there are in fact two groups of older employees, which can be referred to as “susceptible” and “insusceptible” in terms of how the employer can affect their decisions. “The unsusceptible” have already decided to retire as soon as possible and they cannot be influenced by any employer measure. On the other hand, “the susceptible” employees are sensitive to employers’ measures aimed at prolonging their working lives. Besides, a regression analysis confirmed a statistically significant correlation between the inclination towards extending one’s employment period and the susceptibility to the employer measures. It can thus be concluded that, through age management measures, an employer has an impact on an extended employment period of older employees. However, employers should be interested primarily in those employees who are inclined towards extending their working lives.

  14. Essays on Operations Management: Setting Employees Up for Success

    OpenAIRE

    Gibson, Hise

    2015-01-01

    As a result of globalization, organizations expect more from their employees. While organizations have become leaner, the productivity requirements have not decreased. Further, there is greater importance being placed on the connection between human capital and operational outcomes. This research explores the impact of management decisions on teams of employees. It also examines how organizations use and develop their workforce. In three studies, my dissertation considers how an organization ...

  15. Corporate management of quality in employee health plans.

    Science.gov (United States)

    Maxwell, James; Temin, Peter

    2003-01-01

    As large companies move their employees into managed care, they must concern themselves with the quality and price of their employees' health care. Based on a survey of Fortune 500 companies, we show that most are integrating several aspects of quality into their purchasing and contracting decisions by focusing on three dimensions--customer service, network composition, and clinical quality. Companies focus on the customer service dimension while the medical community emphasizes clinical quality.

  16. Recognizing and Accommodating Employees with PTSD: The Intersection of Human Resource Development, Rehabilitation, and Psychology

    Science.gov (United States)

    Hughes, Claretha; Lusk, Stephanie L.; Strause, Stephanie

    2016-01-01

    All employees within the workplace must be treated fairly and equitably including those with disabilities who may require accommodations that serve to increase access to and maintenance of competitive employment. Human Resource Development (HRD) researchers and practitioners have experience in accommodating employees with disabilities but are now…

  17. Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective

    Science.gov (United States)

    Peterson, Shari L.

    2004-01-01

    This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…

  18. Cybernetics in water resources management

    International Nuclear Information System (INIS)

    Alam, N.

    2005-01-01

    The term Water Resources is used to refer to the management and use of water primarily for the benefit of people. Hence, successful management of water resources requires a solid understanding of Hydrology. Cybernetics in Water Resources Management is an endeavor to analyze and enhance the beneficial exploitation of diverse scientific approaches and communication methods; to control the complexity of water management; and to highlight the importance of making right decisions at the right time, avoiding the devastating effects of drought and floods. Recent developments in computer technology and advancement of mathematics have created a new field of system analysis i.e. Mathematical Modeling. Based on mathematical models, several computer based Water Resources System (WRS) Models were developed across the world, to solve the water resources management problems, but these were not adaptable and were limited to computation by a well defined algorithm, with information input at various stages and the management tasks were also formalized in that well structured algorithm. The recent advancements in information technology has revolutionized every field of the contemporary world and thus, the WRS has also to be diversified by broadening the knowledge base of the system. The updation of this knowledge should be a continuous process acquired through the latest techniques of networking from all its concerned sources together with the expertise of the specialists and the analysis of the practical experiences. The system should then be made capable of making inferences and shall have the tendency to apply the rules based on the latest information and inferences in a given stage of problem solving. Rigid programs cannot adapt to changing conditions and new knowledge. Thus, there is a need for an evolutionary development based on mutual independence of computational procedure and knowledge with capability to adapt itself to the increasing complexity of problem. The subject

  19. Are Entrepreneurs more Optimistic and Overconfident than Managers and Employees?

    DEFF Research Database (Denmark)

    Koudstaal, Martin; Sloof, Randolph; Van Praag, Mirjam

    Empirical evidence supports the conventional wisdom that entrepreneurs are more optimistic and overconfident than others. However, the same holds true for top managers. In this lab-in-the-field experiment we directly compare the scores of entrepreneurs, managers and employees on a comprehensive s...

  20. Management and Employee Sati sfaction in a Municipal Administration

    Directory of Open Access Journals (Sweden)

    Polona Kambič

    2014-09-01

    Full Text Available Research Question (RQ: Do knowledge and skills of the director of municipal administration have an influence on employee satisfaction? Purpose: To research the knowledge and skills, a leader needs to guide employees towards reaching a work place satisfaction and consequently towards higher effectiveness of the organization. Method: A case study on a smaller municipal administration based on an interview with the director of municipal administration on development of knowledge and skills; a questionnaire for determining leadership abilities and a questionnaire for measuring work satisfaction of employees in municipal administration. Results: The influence of knowledge and skills of the director of municipal administration on employee satisfaction. Organization: Organization that strives for success needs to devote special attention to people management. Satisfied employees are successful in their work assignments and consequently contribute to effectiveness of the organization. Society: The purpose of municipal administration is to fulfill the needs of its citizens as much as possible. A quality service for citizens as service users can only be provided by satisfied employees in the municipal administration. Originality: In the municipal administration of the studied municipality a research study on the influence of knowledge and skills of the leader on employee satisfaction has not been carried out yet, so this will serve as grounds for improvement of organizational climate in the organization. Limitations/further research: The director of municipal administration is the author’s subordinate. The municipal administration has only eight employees, which is a limited sample size even though all employees participated in the research study. In the future it would be wise to conduct a study with all three municipal administrations of the Bela krajina region, as this would provide a clearer picture of employee satisfaction in the municipalities of

  1. DIFFERENCES BETWEEN EMPLOYEES AND MANAGERS REGARDING SOCIO-EMOTIONAL COMPETENCES

    Directory of Open Access Journals (Sweden)

    Gordana Nikić

    2014-10-01

    Full Text Available The main goal of this paper is to examine differences between employees and managers in attachment styles, emotional intelligence, life satisfaction, personality traits and humour styles, as well to discuss implications of this connection to the quality of management at work. The survey includes 240 participants from Serbia. The sample includes employees and managers of both genders and of a various age. The instruments used are: Emotional Skills and Competence Questionnaire (Takšić et al., 2006, Experiences in Close Relations (Kamenov & Jelić, 2003, Personality Questionnaire (Zuckerman, 2002, Humour Styles Questionnaire (Martin et al., 2003 and Satisfaction With Life Scale (Diener et al., 1985. The results indicate that the owners, top managers and managers in relation to employees have higher scores on all three dimensions of emotional intelligence, dominant affiliative humour style, they are more satisfied with life and show higher activity. Employees have dominant aggressive and self-defeating humour style and neuroticism in relation to owners, managers and top managers.

  2. RIMS: Resource Information Management System

    Science.gov (United States)

    Symes, J.

    1983-01-01

    An overview is given of the capabilities and functions of the resource management system (RIMS). It is a simple interactive DMS tool which allows users to build, modify, and maintain data management applications. The RIMS minimizes programmer support required to develop/maintain small data base applications. The RIMS also assists in bringing the United Information Services (UIS) budget system work inhouse. Information is also given on the relationship between the RIMS and the user community.

  3. Flexible work designs and employee well-being: examining the effects of resources and demands

    OpenAIRE

    ter Hoeven, C.L.; van Zoonen, W.

    2015-01-01

    Advances in communication technology continue to expand the possibilities for redesigning work environments to allow for temporal and spatial flexibility. Although flexible work designs (FWDs) are typically launched with high expectations, recent research shows that FWDs also pose challenges to employees and can even impede employee well-being. Based on the Job Demands-Resources model, we argue that FWDs offer both advantages (FWD-related resources) and challenges (FWD-related demands) to emp...

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

    Directory of Open Access Journals (Sweden)

    Jelka Gazvoda

    1997-01-01

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

  5. 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

  6. Planning and Resource Allocation Management.

    Science.gov (United States)

    Coleman, Jack W.

    1986-01-01

    Modern scientific management techniques provide college administrators with valuable planning and resource allocation insights and enhances the decision process. The planning model should incorporate assessment, strategic planning, dynamic and long-term budgeting, operational planning, and feedback and control for actual operations. (MSE)

  7. Hanford cultural resources management plan

    Energy Technology Data Exchange (ETDEWEB)

    Chatters, J.C. (ed.)

    1989-06-01

    As a federal agency, the US Department of Energy (DOE) has been directed by Congress and the President to provide leadership in the preservation of prehistoric, historical, and cultural resources on lands it administers, to manage these in a spirit of stewardship for future generations, and to protect and preserve the rights of Native Americans to religious freedom. The purpose of this document is to describe how the DOE-Richland Operations (DOE-RL) will meet those responsibilities on the Hanford Site, pursuant to guidelines for Agency Responsibilities under the Historic Preservation Act (FR 53:31, February 17, 1988). This document is intended for multiple uses. Among other things, the text is designed as a manual for cultural resource managers to follow and as an explanation of the process of cultural resource regulatory compliance for the DOE-RL and Site contractors. 10 refs., 17 figs., 11 tabs.

  8. Strategic Collaborative Quality Management and Employee Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Ali Mohammad Mosadeghrad

    2014-05-01

    Full Text Available Background This study aimed to examine Strategic Collaborative Quality Management (SCQM impact on employee job satisfaction. Methods The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees’ job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. Results The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. Conclusion This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees’ job satisfaction. However, the success of quality management needs top management commitment and stability.

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

    Directory of Open Access Journals (Sweden)

    Özden AKIN

    2012-12-01

    Full Text Available The main goal of this study is to investigate the relationship between organizational performance variables and Human Resource Management practices. Workforce planning, training and development, performance appraisal, rewarding, firm-employee relationship, and internal communication are used as human resource management practices. Employee turnover rate, employee productivity, and sales are used as organizational performance variables. The results are collected by survey from 108 companies which are the members of Istanbul Chamber of Industry (ICI. Analyses show that workforce planning has a significant effect on employee productivity and sales, but no significant effect on employee turnover rate. The results also show that employee turnover rate is negatively associated with employee productivity and sales.

  10. Personal Knowledge Management for Employee Commoditization

    Science.gov (United States)

    Schild, Susie A.

    2013-01-01

    Knowledge management thinking has resulted in the perception that the organization is the relevant beneficiary of knowledge. Individual approaches to and experiences with personal knowledge management are not well documented in empirical studies, which uncovered the specific problem that the situatedness of knowledge worker contemporaries within…

  11. Advances in water resources management

    CERN Document Server

    Yang, Chih; Wang, Mu-Hao

    2016-01-01

    This volume provides in-depth coverage of such topics as multi-reservoir system operation theory and practice, management of aquifer systems connected to streams using semi-analytical models, one-dimensional model of water quality and aquatic ecosystem-ecotoxicology in river systems, environmental and health impacts of hydraulic fracturing and shale gas, bioaugmentation for water resources protection, wastewater renovation by flotation for water pollution control, determination of receiving water’s reaeration coefficient in the presence of salinity for water quality management, sensitivity analysis for stream water quality management, river ice process, and computer-aided mathematical modeling of water properties. This critical volume will serve as a valuable reference work for advanced undergraduate and graduate students, designers of water resources systems, and scientists and researchers. The goals of the Handbook of Environmental Engineering series are: (1) to cover entire environmental fields, includin...

  12. Analisis of human resources managment in selected company

    OpenAIRE

    MELEG, Miroslav

    2010-01-01

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

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

    OpenAIRE

    THANOS KRIEMADIS; ANNA KOURTESOPOULOU

    2008-01-01

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

  14. Employee weight management through health coaching.

    Science.gov (United States)

    Merrill, R M; Aldana, S G; Bowden, D E

    2010-01-01

    This study will evaluate the effectiveness of an interactive health coaching intervention at lowering weight. The study involved 5405 overweight or obese employees aged 18-85, who entered the program sometime during 2001-2008. Average body mass index (BMI) significantly decreased from 32.1 at baseline to 31.4 at 3 months, 31.0 at 6 months, and 30.6 at 12 months. Decreasing BMI was more pronounced in older age groups and among women, those using weight loss medication, those with higher BMI, and those with higher motivation and confidence to make behavior changes. When the effects of these variables on the decreasing trend in BMI were simultaneously estimated, only baseline classifications of BMI, health status, and confidence remained significant. Change in BMI through 12 months was -0.7% for those with normal weight, -2.0% for overweight, -3.6% for obese, and -7.1% for morbidly obese individuals at baseline. Among morbidly obese individuals, decrease in BMI through 12 months was -7.6% for those with "high" confidence to lose weight at baseline vs -4.4% for those with low confidence. Better health status at baseline was also related to more pronounced weight loss. Interactive health coaching significantly lowered BMI among participants through 3, 6, and 12 months of follow-up.

  15. Psychosocial resources and the relationship between transformational leadership and employees' psychological strain.

    Science.gov (United States)

    Schmidt, Burkhard; Loerbroks, Adrian; Herr, Raphael; Litaker, David; Wilson, Mark; Kastner, Michael; Fischer, Joachim

    2014-01-01

    Leadership behavior may both serve as a supportive resource or as a source of psychological distress in the workplace. Transformational leadership (TL), a behavior of superiors that fosters motivation, empowerment and a sense of teamness, has been associated with employee well-being, but the mechanisms that underlie these effects are unclear. We therefore explored the relationship between TL and stress by examining potential mediating roles for established organizational and personal resources. We used cross-sectional data on TL, psychosocial resources and employee strain from a company wide survey. Linear regression and structural equation modeling assessed potential mediation following the method outlined by Baron and Kenny. In a convenience sample consisting of mostly white-collar employees (n=320, 42.6% male), we observed a relationship between TL and employees' perceived work-related stress that was fully mediated by protective psychosocial resources (ß =-0.33, pTransformational leadership seems to be associated with lower stress among employees and a perception of more available psychosocial resources. These findings indicate that TL might serve as a valuable focus for tailored interventions to improve employee health.

  16. Web-Based and Mobile Stress Management Intervention for Employees

    DEFF Research Database (Denmark)

    Heber, E.; Lehr, D.; Ebert, D. D.

    2016-01-01

    Background: Work-related stress is highly prevalent among employees and is associated with adverse mental health consequences. Web-based interventions offer the opportunity to deliver effective solutions on a large scale; however, the evidence is limited and the results conflicting. Objective......: This randomized controlled trial evaluated the efficacy of guided Web-and mobile-based stress management training for employees. Methods: A total of 264 employees with elevated symptoms of stress (Perceived Stress Scale-10, PSS-10 >= 22) were recruited from the general working population and randomly assigned...... to an Internet-based stress management intervention (iSMI) or waitlist control group. The intervention (GET. ON Stress) was based on Lazarus's transactional model of stress, consisted of seven sessions, and applied both well-established problem solving and more recently developed emotion regulation strategies...

  17. MSFC personnel management tasks: Recruitment and orientation of new employees

    Science.gov (United States)

    Brindley, T. A.

    1980-01-01

    In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.

  18. Employee engagement and management standards: a concurrent evaluation.

    Science.gov (United States)

    Ravalier, J M; Dandil, Y; Limehouse, H

    2015-08-01

    The UK Health & Safety Executive's Management Standards Indicator Tool (MSIT) has been used to assess areas of work design, which may act as psychosocial hazards leading to burnout. These have not been assessed as predictors of employee engagement. To determine the utility of the MSIT in evaluating employee engagement as measured by the Utrecht Work Engagement Scale (UWES). A cross-sectional survey of employees from two sales organizations in London was performed using the MSIT and UWES. MSIT scores were analysed stratifying medium-high versus low engagement. Multivariate linear regression evaluated the association of all MSIT scores with UWES factors. Control, managerial support, peer support and employee role differed by engagement level. Demands, peer support and role exceeded MSIT benchmark guidance that would warrant urgent improvement. Role ambiguity was the only factor significantly associated with all subdomains of engagement. Role appears to play a major part in determining employee engagement. Assessment of the relationship between factors measured by the MSIT and UWES requires further investigation in wider organizational settings, particularly the influence of employee role on positive psychological outcomes. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  19. THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Liz Zeny Merry

    2017-07-01

    Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

  20. Employee, State of Alaska

    Science.gov (United States)

    Business Resources Division of Corporations, Business & Professional Licensing Dept. of Commerce Benefits Resources State Employee Directory State Calendar State Training: LearnAlaska State Travel Manager) Web Mail (Outlook) Login Who to Call Health Insurance Insurance Benefits Health and Optional

  1. Employee Assistance Programmes: The Emperor's New Clothes of Stress Management?

    Science.gov (United States)

    Arthur, Andrew R.

    2000-01-01

    Discusses the employee assistance program (EAP), a benefit increasingly provided by United Kingdom employers that claims to reduce the effects of stress on individuals and organizations, provide a management tool to improve workplace performance and productivity, and respond to critical incidents. Describes EAPs, their history, development and…

  2. Integrated resource management of biomass

    International Nuclear Information System (INIS)

    Goodwin, E.R.

    1992-01-01

    An overview is presented of the use of biomass, with emphasis on peat, as an alternative energy source, from an integrated resource management perspective. Details are provided of the volume of the peat resource, economics of peat harvesting, and constraints to peat resource use, which mainly centre on its high water content. Use of waste heat to dry peat can increase the efficiency of peat burning for electric power generation, and new technologies such as gasification and turbo expanders may also find utilization. The burning or gasification of biomass will release no more carbon dioxide to the atmosphere than other fuels, has less sulfur content than solid fuels. The removal of peat reduces methane emissions and allows use of produced carbon dioxide for horticulture and ash for fertilizer, and creates space that may be used for forestry or agricultural biomass growth. 38 refs

  3. Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing

    Science.gov (United States)

    2013-01-01

    Background Prior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one’s manager could in theory affect injury rates among male and female employees through their managers’ response to an employee’s psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee’s manager’s gender modifies the effect of employee gender with regards to risk of acute injury. Methods A cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year. Results The percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor

  4. EXPECTATIONS OF EMPLOYEES ON THE EFFECTS OF THE WORKPLACE HEALTH MANAGEMENT AS A PART OF AN INTERNAL DIVERSITY MANAGEMENT - AN EXPLORATIVE STUDY

    Directory of Open Access Journals (Sweden)

    Matthias Reich

    2015-07-01

    Full Text Available The expectations of employees on the effects of actions of the Workplace Health Management (WHM as a part of the Human Resource Management are relevant for a successful implementation within the companies. The diversity approach can be able to improve the cooperation among different groups of employees. In this relation the measures of the WHM can support the existing Diversity Management efforts of a company. A successful Diversity Management has to meet the expectations of the employees. Therefore the Management needs to know what the employees expect from measures to be implemented in order to improve the performance of the companies. The theoretical framework of the Diversity Management in general, the Work Health Management (WHM measures and the results of a survey carried out among Hungarian employees and their expectations on a WHM are depicted within this paper. As important diversity groups the expectation on effects of the WHM actions on the groups of disabled / able-bodied employees and the groups of younger / older employees are examined. For all groups the cooperation exchange within the own work-unit and in the company as a whole is surveyed. As a result for all groups the most recommendable actions, in consideration of the employees, could be determined.

  5. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

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

    2016-05-01

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

  6. Explaining Employees' Evaluations of Organizational Change with the Job-Demands Resources Model

    Science.gov (United States)

    van Emmerik, I. J. Hetty; Bakker, Arnold B.; Euwema, Martin C.

    2009-01-01

    Purpose: Departing from the Job Demands-Resources (JD-R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand. Design/methodology/approach: Participants were 818 faculty members within six faculties of a Dutch university. Data were…

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2013-07-01

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

  8. Why participation works : the role of employee involvement in the implementation of the customer relationship management type of organizational change

    NARCIS (Netherlands)

    Bouma, J.T.

    2009-01-01

    This dissertation adds insights in two research areas: human resource management (HRM) and customer relationship management (CRM). In the HRM research area employees influencing organizations are usually described using the label participation. The CRM research area focuses on how to improve

  9. Implementing CORAL: An Electronic Resource Management System

    Science.gov (United States)

    Whitfield, Sharon

    2011-01-01

    A 2010 electronic resource management survey conducted by Maria Collins of North Carolina State University and Jill E. Grogg of University of Alabama Libraries found that the top six electronic resources management priorities included workflow management, communications management, license management, statistics management, administrative…

  10. Using employee assistance programmes to achieve total quality management

    OpenAIRE

    2012-01-01

    M.Comm. As global competition among organisations intensifies, it has become increasingly important for an organisation to identify and develop a competitive advantage over its rivals. Increasingly, as service quality and customer delight has caught the attention of managers, awareness is dawning on management that they depend on employees to communicate and deliver value to customers. Therefore, although organisations declare that customer is king, reality has dictated that often the cust...

  11. An Equity Centered Management Approach to Exploiting Sport Employee Productivity

    OpenAIRE

    Schneider, Robert C.

    2017-01-01

    A primary goal ofsport organizations is to exploit employees’ abilities to their fullestcapacities. Sport managers who successfully maximize employee productivity willgreatly increase the chances of achieving the organization’s goals andobjectives. The full potential of sport employees’ abilities can be realizedthrough the application of the equity component grounded in Adam’s EquityTheory (Adams, 1963). Centered on the premise that the relationship betweensport manager and employer must be o...

  12. The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency

    Directory of Open Access Journals (Sweden)

    R Steyn

    2014-01-01

    Full Text Available This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA in that specific organisation. A number of studies have shown that effective human resource (HR practices correlate with positive employee attitudes (EA.The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitute antecedents to organisational performance. As HR practices are under the control of managers, EA and organisational performance can be optimised should managers engage in implementing effective HR practices. Arguments for the use of universalistic, contingency and configurational perspectives in the implementation of HR practices are found in academic literature. However, literature generally does not indicate which perspective is applicable to a specific organisation. To optimise the validity of the results the relationship between HR practices and EA in the selected travel agency is contrasted with that of nine other organisations. Although the overall results suggest a confirmation of the universalistic perspective, where all HR practices generally relate to the desirable EA outcomes, the configuration of HR practices which relate to desirable EA outcomes in the travel agency was unique. This supports a configurational perspective in the particular organisation. The HR practice of training and development was found to be the most important predictor of EA in this travel agency. The generalisation of these results should however be done with caution, as the results are based on only one sample. Managers of travel agencies are therefore urged to investigate the possibility of the implementation or sustainment of training and development initiatives as this HR practice seems to have the most profound influence on EA in such organisations.

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

    Directory of Open Access Journals (Sweden)

    Irena Ashtalkoska

    2012-12-01

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

  14. The influence of bank employees on bank customer relationship management

    Directory of Open Access Journals (Sweden)

    C. Rootman

    2007-12-01

    Full Text Available Purpose: Despite extensive research in services marketing, much is still unknown to specific service providers on the influence of their employees on their services. This paper attempts to address this limitation and investigates the influence of employees on the customer relationship management (CRM of banks. The primary objective of this paper is to investigate the influence of selected independent variables, namely attitude and knowledgeability, on the CRM of banks. Design/Methodology/Approach: An empirical investigation was conducted with a structured questionnaire with items that related to banks' CRM in terms of attitude and knowledgeability. The sample consisted of 290 banking clients in the Nelson Mandela Metropolitan area and the response rate was 91.03%. Findings: Significant positive relationships exist between both the knowledgeability, and attitude of bank employees and a bank's CRM. These relationships imply that more extensive knowledgeability and more positive attitudes of bank employees lead to improved, maintained relationships between a bank and its clients. Employees play an important role in banks’ client relationships. Implications: Banks should focus on increasing their employees' knowledgeability and improving their attitude to ensure higher levels of CRM. This paper provides strategies for banks and could create greater awareness among South African banks of the advantages of CRM, how their employees influence their CRM, and ways to adapt to these influences. Originality/Value: No study has focused exclusively on CRM within banks in South Africa. Prior research focused on customer service and service quality; both possible results of superior CRM. However, this research differs, as it identifies the variables influencing CRM in banks in South Africa. It is proposed that this paper will be beneficial for South African banks, as the recommendations may be used to ensure higher levels of CRM in banks.

  15. The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency

    OpenAIRE

    R Steyn; A Grobler

    2014-01-01

    This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA) in that specific organisation. A number of studies have shown that effective human resource (HR) practices correlate with positive employee attitudes (EA).The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitu...

  16. Insomnia management for ageing employees with job stress

    Directory of Open Access Journals (Sweden)

    Roja I.

    2014-01-01

    Full Text Available In Latvia, the number of aging employees suffering from sleep disorders caused by job stress and poor sleep hygiene is increasing. The non-pharmacologic and pharmacologic treatment is prescribed for these employees in the sleep management. The aim of this research is to clarify the efficiency of using psychotherapy with learning and observing sleep hygiene, combined with the melatonergic drug during a six-week treatment course applied to 25 both male and female intellectual workers over 65 years suffering from insomnia caused by job stress. For the patients representing Group “A” cognitive hypnotherapy, intervention for improving coping with job stress and usage of the melatonergic drug was prescribed, while Group “B” patients received six weeks only drug. The severity of depressive episodes in employees was measured by Montgomery- Åsberg Depression Rating Scale, the level of anxiety was assessed by use Rosenberg Self-Esteem Scale. The results of the research show that insomnia patterns disappeared for 75% of women and 80% of men employees in Group A, but in Group B individuals, – only for 20% of women employees. The results acquired let concluding that the six-week treatment – cognitive hypnotherapy combined with melatonergic drug – is an effective treatment for aging workers suffering from sleep disorders.

  17. What is the social gain from competency management? The employees' perception at a Brazilian public university

    Directory of Open Access Journals (Sweden)

    Guilherme Busch Rocha

    Full Text Available Abstract In the present global scenario of strong competitive edge, the Human factor had its relevance enhanced, presenting itself as a key element to enhance organizations' flexibility and performance. Since the 1990s, one of the most widespread and studied Human Resources practices has consisted of the Management Model by Competency, that innovated by changing the "position" reference to the "people" element. Therefore, this paper tries to investigate what are the elements that influence the employees' perception of social gain within an establishment that had taken on the competency management model. This is a quantitative work with survey methodology. The sample consists of 422 employees of a Brazilian public university that had implanted the competency model in 2011. The questionnaire, available in an online environment, used the dimensions developed by Sarsur (2007. The relationships between the actions on corporate education, wage move, career move, managerial positions held, workplace and seniority (independent variables with the perception employees have of social gain (dependent variables were analyzed through non parametric statistical techniques. The results indicate that the employees' perception of social competency gains in the model displays an essentially utilitarian nature. Namely, just the benefited employees demonstrated higher rankings of perception regarding the new proposal.

  18. Exploring asthma in the workplace: A triangulation of perspectives from management, employees and people with asthma.

    Science.gov (United States)

    Zhao, Denise H; Cheung, Janet M Y; Smith, Lorraine; Saini, Bandana

    2017-08-31

    People with asthma spend a significant amount of time in the workplace but little is known about the current state of disease management in such contexts. The aim of the current study is to explore the experiences, attitudes and perceptions of asthma across different stakeholders in the workplace to help inform potential recommendations for workplace asthma policies. Using purposive and convenience sampling methods, in-depth semi-structured interviews were conducted in Australia with 5 human resource personnel, 10 employees with asthma and 10 employees without asthma. Interviews were guided by a schedule of questions focusing on attitudes and experiences of people with asthma in the workplace, which were audio recorded, transcribed verbatim and thematically analysed. Analysis of the qualitative dataset revealed three key themes: Beliefs and Attitudes about Asthma, Asthma Solutions in the Workplace and Workplace Obstacles. Findings suggest that employees with asthma experience problems managing their asthma at work and there is a lack of workplace support in relation to asthma emergency management. Key recommendations for workplace asthma policies have been made to provide better support for employees with asthma. However, further investigation into the experience of managing asthma is required in a wider variety of occupations and work experiences to inform the development of a workplace asthma policy.

  19. 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 ...

  20. 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 ...

  1. Managing electronic resources a LITA guide

    CERN Document Server

    Weir, Ryan O

    2012-01-01

    Informative, useful, current, Managing Electronic Resources: A LITA Guide shows how to successfully manage time, resources, and relationships with vendors and staff to ensure personal, professional, and institutional success.

  2. 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...

  3. Stress management standards: a warning indicator for employee health.

    Science.gov (United States)

    Kazi, A; Haslam, C O

    2013-07-01

    Psychological stress is a major cause of lost working days in the UK. The Health & Safety Executive (HSE) has developed management standards (MS) to help organizations to assess work-related stress. To investigate the relationships between the MS indicator tool and employee health, job attitudes, work performance and environmental outcomes. The first phase involved a survey employing the MS indicator tool, General Health Questionnaire-12 (GHQ-12), job attitudes, work performance and environmental measures in a call centre from a large utility company. The second phase comprised six focus groups to investigate what employees believed contributed to their perceived stress. Three hundred and four call centre employees responded with a response rate of 85%. Significant negative correlations were found between GHQ-12 and two MS dimensions; demands (Rho = -0.211, P job performance, job motivation and increased intention to quit but low stress levels were associated with reduced job satisfaction. Lack of management support, recognition and development opportunities were identified as sources of stress. The findings support the utility of the MS as a measure of employee attitudes and performance.

  4. Managing information technology human resources in health care.

    Science.gov (United States)

    Mahesh, Sathiadev; Crow, Stephen M

    2012-01-01

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

  5. THE ROLE OF EMPLOYEES AND MANAGERS IN HOTEL INNOVATION - EVIDENCE FROM BRASOV COUNTY

    Directory of Open Access Journals (Sweden)

    Nistor Razvan

    2014-07-01

    The first part of the article consists from a literature review for hotel innovation. Thus, the innovation processes could be very diverse due to the different approaches to new developed products or services from the tourism area. Within the hotel industry human resource has become one crucial element for innovation, mainly because of the increasing role of the customer-contact employee. Considering the specificity of the Romanian hotel industry we appreciate that emphasizing the human resource role could generate and sustain a competitive advantage in a more dynamic environment. Within human resource approach, we point out that training program for employees and managers’ expertise are important factors in sustaining innovation. Therefore, three hypotheses are stated. Two of them refer to the training programs while the last one to the managers’ expertise. All of them are confirmed by the study’s findings. The second part of the study consists of developing findings for the region of Braşov County based on the presented research methodology. We consider two dependent variables, innovation decision and innovation level, respectively. Our goal is to determine the correlations between those two and the explanatory variables referring to employees and managers- training, constant training, occasional training, manager’s experience and manager’s education. The results demonstrate the need for an articulated training process in the hotel industry with a stronger emphasis on managers from the view of making decision process. On the other side, the role of employees is obvious when these decisions should be implemented. Meanwhile, the interference between the two categories is more and more intense due to the increasing process of employee empowerment within the hotel industry area. Thus, innovation could become a more competitive weapon and a source of increasing efficiency, also.

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

    OpenAIRE

    Uysal, Gürhan

    2010-01-01

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

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

    OpenAIRE

    Renard Yung Jhien Siew

    2014-01-01

    While environmental sustainability has been the subject of much debate in the last decade, it was not until recently that attention started to shift towards human resource management as an enabler for sustainability.  Yet, this is still a relatively under researched area.  Much is still unknown about the role of an individual worker in contributing towards sustainable development.  This paper addresses the gap by proposing a framework to measure sustainability competencies of employees within...

  8. A survey of Bureau of Land Management employees on collaboration and alternative dispute resolution

    Science.gov (United States)

    Ruell, Emily W.; Burkardt, Nina; Donovan, Ryan M.

    2015-01-01

    The Bureau of Land Management (BLM) has been actively expanding its capacity to work cooperatively with other agencies, Tribes, the public, and other stakeholders using collaborative and alternative dispute resolution (ADR) approaches. In 1997, the BLM created the BLM’s Collaboration and Alternative Dispute Resolution Program (Collaboration/ADR Program) to centralize, strengthen, and coordinate these efforts. Specifically, the Collaboration/ADR Program is charged with developing ADR policies; ensuring that statutory and regulatory requirements are met; and providing training, resources, and direct support for collaboration and ADR in the BLM. At the request of the Collaboration/ADR Program, the Policy Analysis and Science Assistance Branch of the U.S. Geological Survey, located in the Fort Collins Science Center, conducted an online survey of BLM employees in early 2013 to address four overarching questions: What information sources and assistance resources are BLM employees currently accessing to fill their conflict/dispute resolution and collaboration needs? 

  9. Differences between Brazilian Men and Women Managers in Their Managing of Conflicts with Employees.

    Science.gov (United States)

    Rossi, Ana Maria; Todd-Mancillas, William R.

    A study was conducted to compare Brazilian men and women managers' preferences for using communication versus power-centered strategies when resolving employer/employee disputes. Subjects were 40 men and 40 women in middle and top-management positions. Each manager read a packet of four scripts describing various problems that a manager might have…

  10. Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

    Science.gov (United States)

    Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

    2006-01-01

    This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

  11. A resource management architecture for metacomputing systems.

    Energy Technology Data Exchange (ETDEWEB)

    Czajkowski, K.; Foster, I.; Karonis, N.; Kesselman, C.; Martin, S.; Smith, W.; Tuecke, S.

    1999-08-24

    Metacomputing systems are intended to support remote and/or concurrent use of geographically distributed computational resources. Resource management in such systems is complicated by five concerns that do not typically arise in other situations: site autonomy and heterogeneous substrates at the resources, and application requirements for policy extensibility, co-allocation, and online control. We describe a resource management architecture that addresses these concerns. This architecture distributes the resource management problem among distinct local manager, resource broker, and resource co-allocator components and defines an extensible resource specification language to exchange information about requirements. We describe how these techniques have been implemented in the context of the Globus metacomputing toolkit and used to implement a variety of different resource management strategies. We report on our experiences applying our techniques in a large testbed, GUSTO, incorporating 15 sites, 330 computers, and 3600 processors.

  12. Forest Resource Management Plans: A Sustainability Approach

    Science.gov (United States)

    Pile, Lauren S.; Watts, Christine M.; Straka, Thomas J.

    2012-01-01

    Forest Resource Management Plans is the capstone course in many forestry and natural resource management curricula. The management plans are developed by senior forestry students. Early management plans courses were commonly technical exercises, often performed on contrived forest "tracts" on university-owned or other public lands, with a goal of…

  13. How Much Do Employees Matter? Comparison of Foreign and Domestic Firms’ Management

    Directory of Open Access Journals (Sweden)

    Annamaria Kazai Onodi

    2017-03-01

    Full Text Available People management will be the biggest challenge for companies in the next 10 years according to eiu/shrm survey. There are different scenarios for future work, which are influenced by economic, technological, environmental, institutional and demographic factors. This paper analysed the effect of internationalisation on human resource management based on the Hungarian Competitiveness Research Surveys 2013, 2009, 2004 and 1999. Generally, the research did not confirm that internationalisation generates higher attention towards employees, although we can find some positive tendencies. Foreign owned companies paid more attention to performance evaluation and trainings. The research identified some factors, which can be improved. For example educational cooperation with colleges and universities.

  14. Timing of nurses activities: human resources management

    Directory of Open Access Journals (Sweden)

    Hamid Hosein Poor

    2016-11-01

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

  15. Strategic Information Resources Management: Fundamental Practices.

    Science.gov (United States)

    Caudle, Sharon L.

    1996-01-01

    Discusses six fundamental information resources management (IRM) practices in successful organizations that can improve government service delivery performance. Highlights include directing changes, integrating IRM decision making into a strategic management process, performance management, maintaining an investment philosophy, using business…

  16. Job resources buffer the impact of work-family conflict on absenteeism in female employees

    NARCIS (Netherlands)

    Demerouti, E.; Bouwman, K.; Sanz-Vergel, A.I.

    2011-01-01

    This study examines the relationship between work-family conflict and objective absenteeism 1 year later, by demonstrating that several job resources buffer the impact of work-family conflict on absenteeism. Female employees (N = 386) of a large financial services organization participated in the

  17. Directory of Academic Institutions and Organizations Offering Drug, Alcohol, and Employee Assistance Program Educational Resources.

    Science.gov (United States)

    National Inst. on Drug Abuse (DHHS/PHS), Rockville, MD.

    This directory lists academic institutions, State offices of alcohol and drug abuse, and national organizations which offer drug, alcohol, and employee assistance program (EAP) educational resources. A matrix format is used. Entries include name, address, telephone number, and contact person. A dot appears directly under column headings which are…

  18. Disability management practices in Ontario workplaces: employees' perceptions.

    Science.gov (United States)

    Westmorland, Muriel G; Williams, Renee M; Amick, Ben C; Shannon, Harry; Rasheed, Farah

    2005-07-22

    The purpose of this study was to obtain employees' perceptions about disability management (DM) at their workplaces. Data were obtained from focus group interviews and individual telephone interviews with 58 employees who had sustained a work-related injury or disability in Ontario, Canada. Participants also completed a 22-item Organizational Policies and Practices (OPP) Questionnaire that asked questions about workplace DM practices. Respondents emphasized the need for job accommodation, the importance of open and clear communication and the necessity of job retraining. The provision of ergonomic modifications to their worksites and the development of meaningful and specific DM policies and procedures were seen as key to a comprehensive workplace DM program. Education about health and safety also was identified as an important component of creating a supportive workplace environment. The OPP questionnaire showed good internal consistency (Cronbach's alpha=0.95) and discriminant validity. This study demonstrates the importance of workplaces communicating with their employees and respecting their opinions when establishing and carrying out DM policies and practices. The OPP Questionnaire is useful in determining how DM is managed in the workplace.

  19. 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...

  20. 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.

  1. Effective support for community resource management

    NARCIS (Netherlands)

    Ansink, E.; Bouma, J.A.

    2013-01-01

    A popular alternative to state-led resource management is community resource management. This decentralised approach is potentially more efficient, but is not necessarily stable. We study this issue using coalition theory, arguing that some of the conditions for effective community resource

  2. The relationship between employees' perceptions of human resource systems and organizational performance: examining mediating mechanisms and temporal dynamics.

    Science.gov (United States)

    Piening, Erk P; Baluch, Alina M; Salge, Torsten Oliver

    2013-11-01

    Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outcomes over time. The dynamic panel data analyses provide support for changes in employees' experience of an HR system being related to subsequent changes in customer satisfaction, as mediated by changes in job satisfaction, albeit these effects decrease over time. Moreover, our longitudinal analyses highlight the importance of feedback effects in the HRM-performance chain, which otherwise appears to evolve in a cyclical manner. (c) 2013 APA, all rights reserved.

  3. The arhitecture of the human resources in management based on knowledge and the impact on reduncing unemployment

    Directory of Open Access Journals (Sweden)

    Amalia Venera Todoruţ

    2011-03-01

    Full Text Available In this working paper I proposed to address/aproach issues of relationship and interdependence of human resources and management based on knowledges. I presented during the paper the new type of human resource management and new challenges which are noted in the current economic conjuncture and their influences on human resource management. We have also shown which is the new type of organizational culture and its impact on management based on knowledge. I focused also on the modalities how influence the management of human resources the management based on knowledge materialized in: the organization employee involvement, strong motivation and retention of employees in the firm based on knowledge, connection of management based on knowledges and the human resource management on the firm strategy, development of employees capacity and the intellectual capital, the creation and maintenance of learning practices widely used in business.

  4. Social Media Impact on Human Resources Management Strategies

    Directory of Open Access Journals (Sweden)

    Angela-Eliza Micu

    2016-01-01

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

  5. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-11-01

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

  6. Integrated Resource Management and Recovery

    DEFF Research Database (Denmark)

    Astrup, Thomas Fruergaard

    2014-01-01

    , depends on the quality of these resources and technological abilities to extract resources from mixed materials, e.g. mobile phones, solar cells, or mixed domestic waste. The "effort" invested in recovery of secondary resources should not be more than the "benefit" associated with the secondary resources...

  7. Insights for management among non-gaming industries: Employees´ dissonance in a casino dominant economy

    Directory of Open Access Journals (Sweden)

    Angus C.H. Kuok

    2017-04-01

    Full Text Available This study examined 290 full-time employees among non-gaming industries at Macau, where the economy was mainly dominated by the revenue from casinos. It clarified that work satisfaction was fairly low for employees in non-gaming industries, and dissonance was generated due to the discrepancy between employees´ work satisfaction and affective commitment. Organizational variables - management ethics and distributive justice -, a socio-emotional variable - family emotional support -, as well as personality variables - conscientiousness and neuroticism - were assessed in relation to work satisfaction and affective commitment. Regressions found distributive justice to be the most powerful and positive predictor that, together with management ethics and family emotional support, were the positive predictors of both work satisfaction and affective commitment. In addition, conscientiousness was a positive predictor, while neuroticism was a negative predictor of work satisfaction. Results were interpreted in relation to management, and implications for human resource management practice in non-gaming industries were discussed.

  8. Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement.

    Science.gov (United States)

    Law, Rebecca; Dollard, Maureen F; Tuckey, Michelle R; Dormann, Christian

    2011-09-01

    Psychosocial safety climate (PSC) is defined as shared perceptions of organizational policies, practices and procedures for the protection of worker psychological health and safety, that stem largely from management practices. PSC theory extends the Job Demands-Resources (JD-R) framework and proposes that organizational level PSC determines work conditions and subsequently, psychological health problems and work engagement. Our sample was derived from the Australian Workplace Barometer project and comprised 30 organizations, and 220 employees. As expected, hierarchical linear modeling showed that organizational PSC was negatively associated with workplace bullying and harassment (demands) and in turn psychological health problems (health impairment path). PSC was also positively associated with work rewards (resources) and in turn work engagement (motivational path). Accordingly, we found that PSC triggered both the health impairment and motivational pathways, thus justifying extending the JD-R model in a multilevel way. Further we found that PSC, as an organization-based resource, moderated the positive relationship between bullying/harassment and psychological health problems, and the negative relationship between bullying/harassment and engagement. The findings provide evidence for a multilevel model of PSC as a lead indicator of workplace psychosocial hazards (high demands, low resources), psychological health and employee engagement, and as a potential moderator of psychosocial hazard effects. PSC is therefore an efficient target for primary and secondary intervention. Copyright © 2011 Elsevier Ltd. All rights reserved.

  9. 7 CFR 210.14 - Resource management.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 4 2010-01-01 2010-01-01 false Resource management. 210.14 Section 210.14 Agriculture... Participation § 210.14 Resource management. (a) Nonprofit school food service. School food authorities shall.... Expenditures of nonprofit school food service revenues shall be in accordance with the financial management...

  10. Construction Cost Management in Resource Based Economy

    OpenAIRE

    Elazzazy, Muhammad

    2017-01-01

    Resource Based Economy tested according to criteria formulated from the construction cost management best practices. A cost management plan modeled to demonstrate the possibility of construction management under a new socio-economic system, which counts the consumed natural resources by construction as the dry cost to the environment.

  11. Information Resources Management Framework for Virtual Enterprise

    OpenAIRE

    Mao, Lingxiang

    2015-01-01

    Virtual enterprise is a new form of organization in recent years which adapt to the IT environment. Information resources management implemented in the virtual enterprise is determined by the form of business organization and information exchange mechanisms. According to the present characteristics of virtual enterprise management, it puts forward the strategies and measures of information resources management framework for virtual enterprise.

  12. Water Resources Management in Tanzania: Identifying Research ...

    African Journals Online (AJOL)

    by human-induced activities. Over the past ... Review of water resources management in Tanzania; Global literature review on water resources ..... requirements for biodiversity and human health. .... Global warming is altering regional climates.

  13. The Recruitment Process as a Part of Effective Human Resource Management in Public Administration in Croatia

    OpenAIRE

    Tišma, Sanja; Ozimec, Kristina

    2007-01-01

    Facing global trends, recognizing and retaining talented and perspective employees became an important issue in every public administration reform. Human resources management in public administration has a mission to help an institution to meet strategic goals by attracting, maintaining and managing employees more effectively. On its way to EU Croatia also has to cope with improvements and development of its public administration system with accent on HRM importance. Taking into account other...

  14. The Influence of Human Resource Management Practices on Career Satisfaction: Evidence from Malaysia

    OpenAIRE

    Hee, Ong Choon; Cheng, Teo Yin; Yaw, Chang Chun; Gee, Wong Vee; Kamaludin, Siti Maryam; Prabhagaran, Jasveena R.

    2016-01-01

    The purpose of this study is to examine the relationship between Human Resource Management (HRM) practices (Training and Development, Compensation and Benefit, Performance Management) and career satisfaction. Data was collected through questionnaire from 80 employees of various banks in Johor Bahru, Malaysia. The results of the regression analysis showed that training and development and compensation and benefitwere significantlyrelated to employee career satisfaction. Thefindings suggested t...

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

    Directory of Open Access Journals (Sweden)

    THANOS KRIEMADIS

    2008-01-01

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

  16. Resource Management in Mobile Cloud Computing

    Directory of Open Access Journals (Sweden)

    Andrei IONESCU

    2015-01-01

    Full Text Available Mobile cloud computing is a major research topic in Information Technology & Communications. It integrates cloud computing, mobile computing and wireless networks. While mainly built on cloud computing, it has to operate using more heterogeneous resources with implications on how these resources are managed and used. Managing the resources of a mobile cloud is not a trivial task, involving vastly different architectures. The process is outside the scope of human users. Using the resources by the applications at both platform and software tiers come with its own challenges. This paper presents different approaches in use for managing cloud resources at infrastructure and platform levels.

  17. Electronic Resources Management System: Recommendation Report 2017

    KAUST Repository

    Ramli, Rindra M.

    2017-05-01

    This recommendation report provides an overview of the selection process for the new Electronic Resources Management System. The library has decided to move away from Innovative Interfaces Millennium ERM module. The library reviewed 3 system as potential replacements namely: Proquest 360 Resource Manager, Ex Libris Alma and Open Source CORAL ERMS. After comparing and trialling the systems, it was decided to go for Proquest 360 Resource Manager.

  18. Implementing Model-Check for Employee and Management Satisfaction

    Science.gov (United States)

    Jones, Corey; LaPha, Steven

    2013-01-01

    This presentation will discuss methods to which ModelCheck can be implemented to not only improve model quality, but also satisfy both employees and management through different sets of quality checks. This approach allows a standard set of modeling practices to be upheld throughout a company, with minimal interaction required by the end user. The presenter will demonstrate how to create multiple ModelCheck standards, preventing users from evading the system, and how it can improve the quality of drawings and models.

  19. 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

  20. Senegal - Irrigation and Water Resource Management

    Data.gov (United States)

    Millennium Challenge Corporation — IMPAQ: This evaluation report presents findings from the baseline data collected for the Irrigation and Water Resources Management (IWRM) project, which serves as...

  1. 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...

  2. Retention Management Of Critical (Core) Employees A Challenging Issue Confronting Organisations In The 21st Century

    OpenAIRE

    Janet Chew; Lanny Entrekin

    2011-01-01

    Employee retention is one of the challenges facing many business organisations today. Many industries are afflicted with high demand for specialised employees and are also suffering high levels of turnover. We have moved into a knowledge-based society where human capital is considered a key resource and a competitive business advantage. The high attrition rate of critical (core) employees is costly to corporations. Loss of these high talent employees results in the stripping of valuable human...

  3. THE ANALYSIS OF HUMAN RESOURCES MANAGEMENT (HRM IN MARITIME AFFAIRS

    Directory of Open Access Journals (Sweden)

    Goran Vučur

    2016-12-01

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

  4. Human Resource Management and Human Resource Development: Evolution and Contributions

    Science.gov (United States)

    Richman, Nicole

    2015-01-01

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

  5. Managing risk with renewable resources

    International Nuclear Information System (INIS)

    Brower, M.C.; Bernow, S.; Duckworth, M.; Spinney, P.; Bell, K.

    1997-01-01

    One approach to managing risk is for a utility company to invest in diverse power sources such as wind power plants. Since wind plants consume no fuel, can be built in relatively small increments with short construction lead times, and generate no pollutants, it is often said that they offer significant protection from risks associated with conventional fossil-fuel power plants. With assistance from Convergence Research, Charles River Associates, and the Tellus Institute, the authors tested this hypothesis by conducting an in-depth analysis of the risk implications of a decision to build a 1,600 MW wind power plant instead of a 400 MW gas-fired combined cycle plant. (The two plants were assumed to have equal firm capacity.) The case study utility was Texas Utilities Electric, a very large investor-owned company serving an area with substantial, high-quality wind resources. The uncertain inputs included fuel prices, environmental regulations (specifically, CO 2 and air pollution controls), wind plant output, conventional plant availability, and load growth. Two different market scenarios were examined: traditional regulation and an unregulated wholesale market characterized either by a power pool or fixed-price contracts of varying duration. Conclusions are striking: under traditional regulation, wind energy provides a net present-value risk-reduction benefit of $3.4 to $7.8/MWh

  6. Electronic Resource Management and Design

    Science.gov (United States)

    Abrams, Kimberly R.

    2015-01-01

    We have now reached a tipping point at which electronic resources comprise more than half of academic library budgets. Because of the increasing work associated with the ever-increasing number of e-resources, there is a trend to distribute work throughout the library even in the presence of an electronic resources department. In 2013, the author…

  7. Strategic Management of Network Resources

    DEFF Research Database (Denmark)

    Antero, Michelle; Riis, Philip Holst

    2011-01-01

    This paper applies the resource-based view (RBV) theory to a case study aimed at identifying the complementary resources among partners in the ERPCorp ecosystem of development and implementation of Enterprise Resource Planning (ERP) for small and medium enterprises (SMEs) in Denmark. The paper an...

  8. Beyond territory and scarcity - exploring conflicts over natural resource management

    DEFF Research Database (Denmark)

    Ressources management, enviromental degradation, natural resources, conflicts, boundaries, Africa......Ressources management, enviromental degradation, natural resources, conflicts, boundaries, Africa...

  9. Work organization and human resource management

    CERN Document Server

    Davim, J

    2014-01-01

    This book provides support to academics as well as managers, who deal with policies and strategies related to work issues. Effective work practices and good employee relations are a real necessity of nowadays organizations, as they can help to reduce absenteeism, employee turnover, and organizational costs. Instead, they support high levels of commitment, effectiveness, performance as well as productivity. The book focusses on the implications of those changes in productivity and organizations management. It explores the models, tools and processes used by organizations in order to help managers become better prepared to face the challenges and changes in work and, consequently, in the way how to manage todays' organizations.

  10. 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 ...

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

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

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

  12. THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

    OpenAIRE

    Merry, Liz Zeny; Syarief, Faroman

    2017-01-01

    The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee eng...

  13. Green Lean TQM Human Resource Management Practices in Malaysian Automotive Companies

    OpenAIRE

    Noor Azlina Mohd Salleh; Salmiah Kasolang; Ahmed Jaffar

    2012-01-01

    Green Lean Total Quality Management (LTQM) Human Resource Management (HRM) System is a system comprises of HRM in Environmental Management System (EMS) practices which is integrated to TQM with Lean Manufacturing (LM) principles. HRM is essential especially in dealing with low motivation and less productive employees. The ultimate goal of this system is to focus on achieving total human resource development that is motivated and capable to optimize their creativity to be a part of Green and L...

  14. Attitudes towards disability management: A survey of employees returning to work and their supervisors.

    Science.gov (United States)

    Busse, Jason W; Dolinschi, Roman; Clarke, Andrew; Scott, Liz; Hogg-Johnson, Sheilah; Amick, Benjamin C; Rivilis, Irina; Cole, Donald

    2011-01-01

    Return to work after a leave on disability is a common phenomenon, but little is known about the attitudes of employees or their supervisors towards the disability management process. We report on employee and supervisor feedback from one disability management experience. 389 consecutive employees from the Ontario offices of a single private Canadian insurance company returning to work from short-term disability, and their supervisors. We surveyed employees and their supervisors about their experience with, and attitudes towards, the disability management process. Of those surveyed, 88 employees and 75 supervisors provided data (response rates of 22.6% and 19.3% respectively). The majority of respondents (79.1% of employees and supervisors) endorsed positive attitudes towards their disability management experience. More than 25% of employees disagreed with the following three items: case managers contributed to recovery, case managers removed barriers to recovery, and sufficient support was provided in the return to work process. More than 25% of employees and managers reported that a commitment to modify an unhelpful work situation was not followed through. The majority of participating employees returning to work from short-term disability, and their supervisors, reported a high level of satisfaction with the disability management process. Areas that may benefit from attention include some aspects of case manager-employee interaction and ensuring that support during the return to work process is provided, including modification to work situations when appropriate.

  15. 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

  16. Managers' perspectives on recruitment and human resource development practices in primary health care.

    Science.gov (United States)

    Lammintakanen, Johanna; Kivinen, Tuula; Kinnunen, Juha

    2010-12-01

    The aim of this study is to describe primary health care managers' attitudes and views on recruitment and human resource development in general and to ascertain whether there are any differences in the views of managers in the southern and northern regions of Finland. A postal questionnaire was sent to 315 primary health care managers, of whom 55% responded. The data were analysed using descriptive statistics and cross-tabulation according to the location of the health centre. There were few differences in managers' attitudes and views on recruitment and human resource development. In the southern region, managers estimated that their organization would be less attractive to employees in the future and they were more positive about recruiting employees abroad. Furthermore, managers in the northern region were more positive regarding human resource development and its various practices. Although the results are preliminary in nature, it seems that managers in different regions have adopted different strategies in order to cope with the shrinking pool of new recruits. In the southern region, managers were looking abroad to find new employees, while in the northern region, managers put effort into retaining the employees in the organization with different human resource development practices.

  17. 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.

  18. Managing patient safety through NPSGs and employee performance.

    Science.gov (United States)

    Adair, Liberty

    2010-01-01

    Patient safety can only exist in a culture of patient safety, which implies it is a value perceived by all. Culture predicts safety outcomes and leadership predicts the culture. Leaders are obligated to continually mitigate hazard and take action consciously. Healthcare workers should focus on preventing and reporting mistakes with the National Patient Safety Goals (NPSGs) in mind. These include: accuracy of patient identification, effectiveness of communication among caregivers, improving safety of medications, reducing infections, reducing risk of falls, and encouraging patients to be involved in care. Poor performers and reckless behavior need to be mitigated. If employees recognize their roles in the process, feel empowered,and have appropriate tools, resources,and data to implement solutions, errors can be avoided and patient safety becomes paramount.

  19. Resource Management in Diffserv (RMD) Framework

    NARCIS (Netherlands)

    Westberg, L.; Jacobsson, M.; Oosthoek, S.; Partain, D.; Rexhepi, V.; Szabo, R.; Wallentin, P.; Karagiannis, Georgios

    This draft presents the work on the framework for the Resource Management in Diffserv (RMD) designed for edge-to-edge resource reservation in a Differentiated Services (Diffserv) domain. The RMD extends the Diffserv architecture with new resource reservation concepts and features. Moreover, this

  20. Community management of coastal resources, southern Thailand

    OpenAIRE

    Chansnoh, P.

    1993-01-01

    The involvement of communities with the assistance and support of government and non government organizations on the management of the coastal resources in Southern Thailand are discussed. The 3 most important resources, mangrove, seagrass and coral, create a complex coastal ecology. Several man-made activities causing the deterioration of this resources are also presented.

  1. Tribal-federal collaboration in resource management

    Science.gov (United States)

    Ellen M. Donoghue; Sara A. Thompson; John C. Bliss

    2010-01-01

    The increase in collaborative projects involving American Indian tribes and natural resource management agencies in the United States reflects two emergent trends: 1) the use of collaborative approaches between agencies and groups in managing natural resources; and 2) the concurrent increased recognition of American Indian rights, institutionalization of consultation...

  2. Water resources management in Tanzania: identifying research ...

    African Journals Online (AJOL)

    This paper aims at identifying research gaps and needs and recommendations for a research agenda on water resources management in Tanzania. We reviewed published literature on water resources management in Tanzania in order to highlight what is currently known, and to identify knowledge gaps, and suggest ...

  3. Armenia : Towards Integrated Water Resources Management

    OpenAIRE

    World Bank

    2001-01-01

    The objective of this paper is to examine the challenges in the water sector faced by Armenia today, and outline options for management and allocation of its water resources in the future, considering the need for a stable, transparent apublic sector management framework and sustainable resource use for long-term private investment and job creation, and for appropriate balances among water...

  4. Managing Human Resources in a Multinational Context

    Science.gov (United States)

    Sumetzberger, Walter

    2005-01-01

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

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

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

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

  6. Information resources management for policy formulation ...

    African Journals Online (AJOL)

    This article discusses the findings of a study conducted on the state of information resources management (IRM) in government ministries in Tanzania. The purpose of the study was to investigate and establish the extent to which the information resources management in the ministries reflect and support the process of ...

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

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

    2003-07-31

    Jul 31, 2003 ... Management of local resources has a greater chance of a ... Managing Natural Resources for Sustainable Livelihoods: Uniting Science and Participation ... innovative approaches for establishing and sustaining participation and ... A new IDRC-supported project will help improve water conservation and ...

  8. Workplace bullying and burnout among healthcare employees: The moderating effect of control-related resources.

    Science.gov (United States)

    Livne, Yael; Goussinsky, Ruhama

    2018-03-01

    Workplace bullying is a widespread and challenging problem in healthcare organizations, bearing negative consequences for individuals and organizations. Drawing on the job demands-resources theory, in this study, we examined the relationship between workplace bullying and burnout among healthcare employees, as well as the moderating role of job autonomy and occupational self-efficacy in this relationship. Using a cross-sectional design with anonymous questionnaires, data were collected from two samples of 309 healthcare employees in a mental health facility, and 105 nurses studying for their bachelor degree in health systems administration. The findings indicated that workplace bullying was positively related to burnout dimensions, and that this relationship was moderated by job autonomy and occupational self-efficacy resources. Job autonomy interacted with workplace bullying in predicting emotional exhaustion and depersonalization; the interaction of bullying with occupational self-efficacy significantly predicted depersonalization. These results underscore the importance of control-related resources in mitigating the harmful effects of workplace bullying on employees. Implications for research and managerial practices are discussed. © 2017 John Wiley & Sons Australia, Ltd.

  9. Efficient Resource Management in Cloud Computing

    OpenAIRE

    Rushikesh Shingade; Amit Patil; Shivam Suryawanshi; M. Venkatesan

    2015-01-01

    Cloud computing, one of the widely used technology to provide cloud services for users who are charged for receiving services. In the aspect of a maximum number of resources, evaluating the performance of Cloud resource management policies are difficult to optimize efficiently. There are different simulation toolkits available for simulation and modelling the Cloud computing environment like GridSim CloudAnalyst, CloudSim, GreenCloud, CloudAuction etc. In proposed Efficient Resource Manage...

  10. Cognitive resource management for heterogeneous cellular networks

    CERN Document Server

    Liu, Yongkang

    2014-01-01

    This Springer Brief focuses on cognitive resource management in heterogeneous cellular networks (Het Net) with small cell deployment for the LTE-Advanced system. It introduces the Het Net features, presents practical approaches using cognitive radio technology in accommodating small cell data relay and optimizing resource allocation and examines the effectiveness of resource management among small cells given limited coordination bandwidth and wireless channel uncertainty. The authors introduce different network characteristics of small cell, investigate the mesh of small cell access points in

  11. Nevada Test Site Resource Management Plan

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1998-12-01

    The Nevada Test Site (NTS) Resource Management Plan (RMP) describes the NTS Stewardship Mission and how its accomplishment will preserve the resources of the ecoregion while accomplishing the objectives of the mission. The NTS Stewardship Mission is to manage the land and facilities at the NTS as a unique and valuable national resource. The RMP has defined goals for twelve resource areas based on the principles of ecosystem management. These goals were established using an interdisciplinary team of DOE/NV resource specialists with input from surrounding land managers, private parties, and representatives of Native American governments. The overall goal of the RMP is to facilitate improved NTS land use management decisions within the Great Basin and Mojave Desert ecoregions.

  12. MANAGING AFRICA'S NATURAL RESOURCE ENDOWMENTS ...

    African Journals Online (AJOL)

    RAYAN_

    explained by the fact that many of the oil-producing countries or petro- states are ... Specifically for Africa, it has been argued that the resource curse paradigm .... sector.18 In Mozambique, after an audit of investments between 2002 and 2008, the ..... resources reserves in Africa, in most cases, the heart of usage – especially.

  13. The Importance of Fitting Personality Dimensions and Job Characteristics in Employees in the Hotel Management

    Directory of Open Access Journals (Sweden)

    Ana Jovičić

    2011-07-01

    Full Text Available The aim of this paper is to present the importance of the connection between personality dimensions of employees with the characteristics of their job in order to achieve more productive work and accomplish maximum customer satisfaction, as well as to create competitive advantage. The survey was conducted on a sample of 50 employees in the hotel “Prezident” in Novi Sad. In the survey was used the questionnaire of personality dimensions of the big five, and traits that have been described in this questionnaire are extroversion, conscientiousness, pleasantness, openness to new experiences and negative affectivity. The results of the survey show that in the selected facility prevail positive personality dimensions, and the negative affectivity is at its lowest level. For that reason this hotel should serve as an example of how to coordinate work in hotel management with the personality dimensions of employees, all in the service of satisfaction of guests. In that sense a very important role has the sector of human resources whose task is identifying personality characteristics and fitting personality characteristics with business activities that an individual performs, and the development of emotional intelligence which is especially important in hotel management.

  14. Employee Attitude to Management Style : case: International equitable association Nigeria Limited.

    OpenAIRE

    Osondu, Marshall

    2012-01-01

    The aim of the study is to reveal employees’ attitudes to management style in International equitable association Limited, Aba, Nigeria (IEA). IEA is a soap and detergent manufacturing company. The company uses modern management styles to drive employee performance. This study set out to investigate employee attitudes to the various management styles in use at IEA. The study used a framework which shows that employee attitude is driven by the employee’s awareness, the employee’s application o...

  15. Some of the practices of human resources management fostering entrepreneurship in the danger of crisis

    Directory of Open Access Journals (Sweden)

    Joanna Żarnik Żuławska

    2012-12-01

    The study reveals examples of human resource management practices that encourage creativity among employees and productivity growth. The paper is an attempt to assess the relationship between the undertaken actions and the competitive edge of a company. The paper includes some examples of modern methods of personnel management, including the measures of their effectiveness.

  16. 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.

  17. 32 CFR 536.154 - Claims involving tortfeasors other than nonappropriated fund employees: NAFI risk management...

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 3 2010-07-01 2010-07-01 true Claims involving tortfeasors other than nonappropriated fund employees: NAFI risk management program (RIMP) claims. 536.154 Section 536.154 National... nonappropriated fund employees: NAFI risk management program (RIMP) claims. The risk management program (RIMP) is...

  18. Data management: Managing data as an organisational resource

    Directory of Open Access Journals (Sweden)

    S. G. Maritz

    2003-12-01

    Full Text Available Managing data as a resource is an important function of information management. Accurate and relevant data is the source of valuable information. By managing data efficiently, sound management decisions can be made. The traditional file environment is not appropriate for managing data; database management systems are the most popular choice for managing data effectively. Some of the broader trends in data management include outsourcing, data reuse, data re-engineering, archiving, data warehousing and data mining.

  19. Employees Misbehaviour: Formes, Causes and What Management Should do to Handle With

    Directory of Open Access Journals (Sweden)

    Edit LUKÁCS

    2009-01-01

    Full Text Available In many organizations there are employees who sabotage processes, stealcompany property, harass others, cheat the management or mislead customers.These misbehaviours of the employees are pervasive and costly. In the sametime, they are warning that employees` needs are not met. Sometimes managersavoid to facing the unacceptable behaviours of the employee due to certainpsychological reasons. The approach of problem-employees is a challenge forthe managers. While most of them may be tempted to dismiss these employeesresearches have indicated that the best alternative is to learn how to behave withthat person.

  20. Crew Resource Management: An Introductory Handbook

    Science.gov (United States)

    1992-08-01

    AND MAINTENANCE SKILLS: a cluster of CRM skills focusing on interpersonal relationships and effective team practices. 56 TEAM MANAGEMENT : command and...Information Service, Springfield, VA 22161 13. ABSTRACT (Maximum 200 words) Recent research findings suggest that crew resource management ( CRM ) training can...of ways to achieve effective CRM . 14. SUBJECT TERMS 15. NUMBER OF PAGES 62 Crew Resource Management ( CRM ). Air Carrier Training, Flight Crew

  1. 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 ...

  2. Human Resource Management Practices in Nigeria

    OpenAIRE

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

    2011-01-01

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

  3. Knowledge Management – the Key Resource in the Knowledge Economy

    Directory of Open Access Journals (Sweden)

    Domingo NEVADO PEÑA

    2010-06-01

    Full Text Available The influence of global information and communication technology changes and globalization have transformed our society by favoring the economy and innovation as key driver of global competition. Creation and exploitation of knowledge has become key resource in the new economy. All advanced economies are technologically knowledgebased economy. Many of today's managers and their employees, still guided by the definition given by Francis Bacon (1597 “Knowledge is power” instead of “sharing and managing knowledge is power”. Knowing taken alone may not bring value if not shared before and then managed in an efficient manner. This article seeks to demonstrate what knowledge, what the knowledge management is and what are its main implications in the new economy, a knowledge-based economy.

  4. 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.

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

    Directory of Open Access Journals (Sweden)

    Zakić Katarina

    2017-01-01

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

  6. MANAGEMENT ANALYSIS REGARDING THE EMPLOYEES' ENGAGEMENT FACTORS AS MOTIVATIONAL TOOLS FOR INCREASING JOB SATISFACTION AND COMMITEMENT TO THE ORGANISATION

    Directory of Open Access Journals (Sweden)

    MUSCALU EMANOIL

    2015-03-01

    Full Text Available Regardless of the field, each organization has come to know and appreciate the true value of motivating staff and its involvement. Job satisfaction is worthy of interest both because of its beneficial effects on personal and organizational basis, being known that competitive organizations are those who know to pay attention to employee satisfaction. However, in practice it is extremely difficult to find how to engage employees, so they are present not only physically but also mentally and emotionally. Experts put forward that the ability to engage employees, making them partakers of the business, dedicated to the organization, will be one of the biggest organizational challenges in the next 10 years. (Berdarkar, M., Pandita, D., 2014 Consequently, human resource management, as a true art, must find the right "recipe" to make employees feel satisfaction, to contribute positively to the smooth running of the organization by encouraging their participation in decision-making processes. The organization is not solely responsible for the performance of staff, an overwhelming role having those employees who participate with their own strategies of action, to achieve the objectives set by management structures or implicitly assuming and expanding responsibilities including the freedom of decision. The special interest paid to the employee status at work and the relationship between the degree of involvement and the individual and organizational performance is the subject of numerous studies, this article proposing a synthesis of the current guidelines and an attempt to define the fundamental concepts as completely as possible .

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

    Directory of Open Access Journals (Sweden)

    Jovanović Goca

    2017-01-01

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

  8. Analysis of Managing Safety in Small Enterprises: Dual-Effects of Employee Prosocial Safety Behavior and Government Inspection

    Science.gov (United States)

    2018-01-01

    This paper aims to promote a national and international occupational health and safety (OHS) intervention for small and medium enterprises (SMEs) within internal and external resources. Based on the characteristics of small SME management, the work environment and occupational health may be positively affected by the dual-effects of employees and government. Evolutionary game theory is utilized to identify relevant interactions among the government, small enterprises, and employees. Furthermore, dynamic simulations of the evolutionary game model are used to explore stability strategies and to identify modes of equilibrium. PMID:29707574

  9. Analysis of Managing Safety in Small Enterprises: Dual-Effects of Employee Prosocial Safety Behavior and Government Inspection.

    Science.gov (United States)

    Wang, Qiwei; Mei, Qiang; Liu, Suxia; Zhang, Jingjing

    2018-01-01

    This paper aims to promote a national and international occupational health and safety (OHS) intervention for small and medium enterprises (SMEs) within internal and external resources. Based on the characteristics of small SME management, the work environment and occupational health may be positively affected by the dual-effects of employees and government. Evolutionary game theory is utilized to identify relevant interactions among the government, small enterprises, and employees. Furthermore, dynamic simulations of the evolutionary game model are used to explore stability strategies and to identify modes of equilibrium.

  10. Resource Management in Broadband Communication Networks

    DEFF Research Database (Denmark)

    Hansen, Mads Stenhuus

    2003-01-01

    . The first part gives a brief description of some of the existing protocols for routing and controlling resources, such as RSVP, OSPF, BGP, PNNI, etc. The remaining part concerns the following two fundamentally different approaches to resource management etc.: - Software agents - Simulated ants......This thesis - Resource Management in Broadband Communication Networks - deals with different ways of optimizing the available resources of data- or telecommunication networks. Especially topics like optimal routing, load balancing and fast recovery of routes in case of link failures are covered...

  11. MANAGEMENT OF CAREER GROWTH OF TALENTED EMPLOYEES IN THE STRATEGIC DEVELOPMENT OF THE ENTERPRISE

    Directory of Open Access Journals (Sweden)

    Tatiana Valerevna Bolshunova

    2018-02-01

    Full Text Available Purpose. Modern business is constantly seeking new resources to optimize and improve their own processes. In this context, particular attention is paid to staff, but rather opportunities for its development. Man becomes the most important condition for the victory in the competition. Given the conditions of economic globalization, companies are becoming increasingly difficult to compete in technology and finance – these resources are becoming more and more accessible, and as a consequence of the same. The main opportunity to gain a competitive advantage becomes a staff, his skills and his attitude to work. In this case, the concept of talent management is to constantly identify talented personnel and their application is best for the company. Methodology. The basis of the research is the comparative and phenomenological methods and such methods of sociological research as expert survey, in-depth interviews, questionnaires, analyze of documents. Results. The author proposes to maintain a high level of innovativeness of the organization due to the activation of talented employees. The proposed organizational practices of career development are aimed at retaining talents of the organization. With some correction, the research results сan be used to develop a strategy of talent management in enterprises with a similar profile of activity. Practical implications. The results of the study can be applied in the sphere of sociology of management and human resources management.

  12. Water resource management: an Indian perspective.

    Science.gov (United States)

    Khadse, G K; Labhasetwar, P K; Wate, S R

    2012-10-01

    Water is precious natural resource for sustaining life and environment. Effective and sustainable management of water resources is vital for ensuring sustainable development. In view of the vital importance of water for human and animal life, for maintaining ecological balance and for economic and developmental activities of all kinds, and considering its increasing scarcity, the planning and management of water resource and its optimal, economical and equitable use has become a matter of the utmost urgency. Management of water resources in India is of paramount importance to sustain one billion plus population. Water management is a composite area with linkage to various sectors of Indian economy including the agricultural, industrial, domestic and household, power, environment, fisheries and transportation sector. The water resources management practices should be based on increasing the water supply and managing the water demand under the stressed water availability conditions. For maintaining the quality of freshwater, water quality management strategies are required to be evolved and implemented. Decision support systems are required to be developed for planning and management of the water resources project. There is interplay of various factors that govern access and utilization of water resources and in light of the increasing demand for water it becomes important to look for holistic and people-centered approaches for water management. Clearly, drinking water is too fundamental and serious an issue to be left to one institution alone. It needs the combined initiative and action of all, if at all we are serious in socioeconomic development. Safe drinking water can be assured, provided we set our mind to address it. The present article deals with the review of various options for sustainable water resource management in India.

  13. Natural-resource management in Bangladesh

    International Nuclear Information System (INIS)

    Hasan, S.; Mulamoottil, G.

    1994-01-01

    The paper discusses the major natural resource management issues in relation to land, forests, and water in Bangladesh. It shows how government policies and programs in one sector may affect other sectors. A lack of land use, and forest policies can be responsible for degradation of agricultural land and deforestation. The paper argues that better management of the natural resources can only be achieved by an integrated approach covering all the sectors of development. In Bangladesh, with a freely elected government in power, there is a unique opportunity to formulate an integrated natural resource management strategy. 44 refs, 2 figs, 1 tab

  14. Performance evaluation of knowledge management among hospital employees.

    Science.gov (United States)

    Chang, Ying-Ying; Hsu, Pi-Fang; Li, Min-Hua; Chang, Ching-Ching

    2011-01-01

    The purpose of this study is to investigate the cognition of knowledge management (KM) among hospital employees and the relationship between KM and the KM enabler activities (financial, customer, internal business processes, learning and growth) in a regional hospital in Taiwan. Both qualitative and quantitative research were used in this study. The instrument was conducted using in-depth interviews of three policy-makers as participants. The quantitative data were collected from a regional hospital in the Northern part of Taiwan with a 77 percent effective response rate (n=154). The findings in this paper indicate that the cognition and demand for KM in subordinates is close to the expectations of policy-makers. The policy-makers expect subordinates working in the hospital to be brave in taking on new responsibilities and complying with hospital operation norms. KM is emphasized as a powerful and positive asset. Moreover, understanding KM predicts good performance in an organization. The findings in this paper can be generalized to other regional hospitals. The findings may be applied to a wider population. This study can provide insights into the perceptions and cognitions of workers in a hospital about KM and the activities of KM enablers. The responses and perceptions observed in the interviews in this study, as well as the quantitative research results could be useful to other hospitals and individuals who engage KM as a new management trend. This study suggested KM guidelines for policy-makers who are experienced managers.

  15. Performance Management Systems: IRS's Systems for Frontline Employees and Managers Align with Strategic Goals but Improvements Can Be Made

    National Research Council Canada - National Science Library

    2002-01-01

    .... Performance management systems should help employees understand their responsibilities and how their day-to-day work contributes toward meeting their agency's strategic goals as well as providing...

  16. Water management - management actions applied to water resources system

    International Nuclear Information System (INIS)

    Petkovski, Ljupcho; Tanchev, Ljubomir

    2001-01-01

    In this paper are presented a general description of water resource systems, a systematisation of the management tasks and the approaches for solution, including a review of methods used for solution of water management tasks and the fundamental postulates in the management. The management of water resources is a synonym for the management actions applied to water resource systems. It is a general term that unites planning and exploitation of the systems. The modern planning assumes separating the water racecourse part from the hydro technical part of the project. The water resource study is concerned with the solution for the resource problem. This means the parameters of the system are determined in parallel with the definition of the water utilisation regime. The hydro-technical part of the project is the design of structures necessary for the water resource solution. (Original)

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

    OpenAIRE

    Emanoil MUSCALU; Silvana Nicoleta MUNTEAN

    2013-01-01

    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 p...

  18. From employee representation to problem-solving: Mainstreaming OHS management

    DEFF Research Database (Denmark)

    Hasle, Peter; Seim, Rikke; Refslund, Bjarke

    2016-01-01

    The role of occupational health and safety representatives is changing. A study in 60 Danish enterprises indicates that representation, and especially negotiation on behalf of colleagues, has diminished. The work environment is mainstreamed in many enterprises and is rarely an area of conflict....... The role of OHS representatives has accordingly changed to focus on solving specific problems in the workplace as an integrated part of daily operations. Both management and colleagues consider the OHS representatives as a resource that can be utilized to manage the work environment. The consequences...

  19. Bicultural Resourcefulness in Global Management

    DEFF Research Database (Denmark)

    Clausen, Lisbeth; Keita, Maria H.

    2016-01-01

    Biculturals are increasingly viewed as a resource in global business. They are effective in multicultural teams, they are great boundary spanners between corporate headquarters and their subsidiaries, and their abilities are acknowl-edged in cross-cultural leadership. This article aims to generate...

  20. Resource development and the Mackenzie Valley Resource Management Act

    International Nuclear Information System (INIS)

    Donihee, J.

    1999-01-01

    Changes to the resource management regime of the Northwest Territories based on land claim agreements with native peoples which result from the Mackenzie Valley Resource Management Act are the result of commitments made by Canada during the negotiation of these land claims. This statute effects important changes to the legislative framework for environmental impact assessment and land and water management. It also establishes land use planning processes for the Gwich'in and Sahtu settlement areas and will result in an environmental and cumulative effects monitoring program for the Mackenzie Valley. The Act also establishes new institutions of public government responsible for environmental impact assessment, land and water management, and land use planning. These boards will play an internal and continuing role in resource development and management in the Mackenzie Valley. A brief overview is included of some features of the new legislative scheme, specifically focussing on environmental impact assessment and water management. An understanding of the new regime will be important for oil and gas companies that are looking north with renewed interest as a result of improved oil and gas prices and also for mining companies given the continuing interest in diamond exploration and development in the Northwest Territories. 29 refs

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

    OpenAIRE

    Muhammed Kürşad Özlen

    2014-01-01

    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. The...

  2. Project Management Methodology in Human Resource Management

    Science.gov (United States)

    Josler, Cheryl; Burger, James

    2005-01-01

    When charged with overseeing a project, how can one ensure that the project will be completed on time, within budget, and to the satisfaction of everyone involved? In this article, the authors examine project management methodology as a means of ensuring that projects are conducted in a disciplined, well-managed and consistent manner that serves…

  3. Students as Employees: Applying Performance Management Principles in the Management Classroom

    Science.gov (United States)

    Gillespie, Treena L.; Parry, Richard O.

    2009-01-01

    The student-as-employee metaphor emphasizes student accountability and participation in learning and provides instructors with work-oriented methods for creating a productive class environment. The authors propose that the tenets of performance management in work organizations can be applied to the classroom. In particular, they focus on three…

  4. 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 ...

  5. Electronic Resources Management System: Recommendation Report 2017

    KAUST Repository

    Ramli, Rindra M.

    2017-01-01

    This recommendation report provides an overview of the selection process for the new Electronic Resources Management System. The library has decided to move away from Innovative Interfaces Millennium ERM module. The library reviewed 3 system

  6. Electronic Resources Management Project Presentation 2012

    KAUST Repository

    Ramli, Rindra M.

    2012-01-01

    This presentation describes the electronic resources management project undertaken by the KAUST library. The objectives of this project is to migrate information from MS Sharepoint to Millennium ERM module. One of the advantages of this migration

  7. Space Flight Resource Management for ISS Operations

    Science.gov (United States)

    Schmidt, Larry; Slack, Kelley; O'Keefe, William; Huning, Therese; Sipes, Walter; Holland, Albert

    2011-01-01

    This slide presentation reviews the International Space Station (ISS) Operations space flight resource management, which was adapted to the ISS from the shuttle processes. It covers crew training and behavior elements.

  8. Natural Resource Management Index (NRMI), 2010 Release

    Data.gov (United States)

    National Aeronautics and Space Administration — The Natural Resource Management Index (NRMI), 2011 Release is a composite index for 174 countries derived from the average of four proximity-to-target indicators for...

  9. American Indian Systems for Natural Resource Management.

    Science.gov (United States)

    Quintana, Jorge O.

    1992-01-01

    Outlines the philosophy and general principles of "primitive" indigenous production technologies and natural resource management systems in North and South America. Discusses indigenous practices that promote sustainable production in gathering, hunting and fishing, minerals extraction, and agriculture. (SV)

  10. Gender and Natural Resource Management: Livelihoods, Mobility ...

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

    2012-05-31

    May 31, 2012 ... Melissa Leach, Institute of Development Studies, University of Sussex, UK. ... resource management that want to include a gender perspective. ... New initiative will match climate knowledge to developing country needs.

  11. Natural Resource Management Index (NRMI), 2009 Release

    Data.gov (United States)

    National Aeronautics and Space Administration — The Natural Resource Management Index (NRMI), 2009 Release is a composite index for 171 countries derived from the average of four proximity-to-target indicators for...

  12. Natural Resource Management Index (NRMI), 2011 Release

    Data.gov (United States)

    National Aeronautics and Space Administration — The Natural Resource Management Index (NRMI), 2011 Release is a composite index for 174 countries derived from the average of four proximity-to-target indicators for...

  13. Natural Resource Management Index (NRMI), 2010 Release

    Data.gov (United States)

    National Aeronautics and Space Administration — The Natural Resource Management Index (NRMI), 2010 Release is a composite index for 157 countries derived from the average of four proximity-to-target indicators for...

  14. 2008 Natural Resource Management Index (NRMI)

    Data.gov (United States)

    National Aeronautics and Space Administration — The 2008 Natural Resources Management Index (NRMI) is a composite index for 226 countries derived from the average of four proximity-to-target scores from eco-region...

  15. participation in Community Based Natural Resource Management

    African Journals Online (AJOL)

    user

    Rivers State University of Science and Technology, Port Harcourt, Nigeria. ... Resource Management Programme had empowered the beneficiaries in problem identification, ways of seeking for solution, project planning, implementation, ..... International Journal of Research, Innovations and Sustainable Development,.

  16. Airline company management: 'Defining of necessary number of employees in airline by using artificial intelligence tools'

    OpenAIRE

    Petrović, Dragan M.; Puharic, Mirjana A.; Jovanović, Tomislav Ž.

    2015-01-01

    In this paper the model for preliminary estimation of number of employees in airline by using of artificial intelligence tools. It is assumed that the tools of artificial intelligence can be applied even for complex tasks such as defining the number of employees in the airline. The results obtained can be used for planning the number of employees, ie. planning the necessary financial investments in human resources, and may also be useful for a preliminary analysis of the airlines that choose ...

  17. Employee Advocacy on Social Media : The role of management in enhancing employee advocacy

    OpenAIRE

    Latvala, Taru

    2017-01-01

    In recent years, employee advocacy has become a growing trend all over the world, especially now that social media offers new dimensions. The employee advocacy phenomenon is finally starting to gain attention in Finland as well, but businesses have yet to harness the full potential. The research focused on the managerial perspective of the phenomenon. The aim was to gain a deeper understanding of the phenomenon in the Finnish context, focusing on social media. The objective was to create ...

  18. E-HRM: innovation or irritation? An exploration of web-based human resource management in large companies

    NARCIS (Netherlands)

    Ruel, Hubertus Johannes Maria; Bondarouk, Tatiana; Looise, Jan C.

    2004-01-01

    Human Resource Management (HRM of HR) executives are feeling pressured by the threat of a new development in recent years: Electronic Human Resource Management systems, also known as E-HRM. Consultants and other experts purport that this phenomenon will decrease the number of HRM employees, reduce

  19. Electronic Resources Management Project Presentation 2012

    KAUST Repository

    Ramli, Rindra M.

    2012-11-05

    This presentation describes the electronic resources management project undertaken by the KAUST library. The objectives of this project is to migrate information from MS Sharepoint to Millennium ERM module. One of the advantages of this migration is to consolidate all electronic resources into a single and centralized location. This would allow for better information sharing among library staff.

  20. Culture and resource management: factors affecting forests

    Science.gov (United States)

    Marjorie C. Falanruw

    1992-01-01

    Efforts to manage Pacific Island forest resources are more likely to succeed if they are based on an understanding of the cultural framework of land use activities. This paper explores the relationship between agricultural systems, population density, culture, and use of forest resources on the islands of Yap. Agricultural intensification is related to population...

  1. 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

  2. Isotope Hydrology: Understanding and Managing Water Resources

    International Nuclear Information System (INIS)

    Madsen, Michael

    2013-01-01

    Development is intricately linked to water whether concerning issues of health, food and agriculture, sanitation, the environment, industry, or energy. The IAEA, through its Water Resources Programme provides its Member States with science-based information and technical skills to improve understanding and management of their water resources

  3. Water Resources: Management and Strategies in Nigeria ...

    African Journals Online (AJOL)

    Water Resources: Management and Strategies in Nigeria. ... the rational use of water resources poses a great problem and challenge to the nation. ... Suggestions were made on ways of planning sustainable water supply systems for Nigeria ... South Africa (96); South Sudan (1); Sudan (3); Swaziland (3); Tanzania (19) ...

  4. Knowledge Systems and Natural Resources: Management, Policy ...

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

    2007-10-31

    Oct 31, 2007 ... Knowledge Systems and Natural Resources is a unique collection of case studies from Nepal. ... and students of social and political sciences and natural resource management. ... Nepal and founding Editor of the Journal of Forest and Livelihood. ... Ideas from the global climate change hotspot research.

  5. 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...

  6. 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.

  7. Are managers open to involvement in employee retirement? The influence of manager psycho-social characteristics, decision-making environment and older employee situational factors.

    NARCIS (Netherlands)

    Davies, E.M.M.; Heijden, B.I.J.M. van der; Stephenson, J.

    2018-01-01

    The changing retirement landscape calls on employers to develop practices that respond to individuals’ retirement needs. Line managers are a key stakeholder in managing retirement and this study focuses on how they respond to employee retirement scenarios. This empirical work examines manager

  8. Employee reactions to the use of management control systems in hospitals: motivation vs. threat

    Directory of Open Access Journals (Sweden)

    Ernesto Lopez-Valeiras

    2018-03-01

    Conclusions: The results obtained contribute to creating specific knowledge on the reactions of employees to the use of management control systems in hospitals. This information may be important in adapting management control systems to the characteristics of the hospital and its employees, which may in turn contribute to reducing dysfunctional worker behavior.

  9. Communication resources of managers and business professionals.

    Science.gov (United States)

    Pedrotti, Clarissa Araujo; Behlau, Mara

    2017-05-22

    To analyze the communication resources reported by managers in the business environment and compare the resources used to those reported by business professionals. 82 professionals volunteered to participate in the research, divided into 50 managers (MP) and 32 business professionals (BP) from industry section in Caxias do Sul and the surrounding region (Brazil). A questionnaire with 4 topics was used: personal data, self-assessment of communicative behavior, self-assessment of communicative resources, and selection of positive and negative resources influencing communication. Regarding communicative behavior, both groups reported normal voice but with significant differences regarding the use of softness in communication, 25% of MP and only 4% of BP. Both groups selected the following main positive resources: knowledge of subject, use of proper vocabulary, and objectivity. The negative resources were, similarly, the lack of subject domain, criticism or prejudgment, and improper vocabulary. Finally, analyzing the degree of influence of each communicative resource, the MP highlighted tone of voice as an important positive resource, while the BP pointed the subject domain. Still, the monotonous voice for MP and nervousness for BP were indicated as the main negative influences. Managers value more communicative resources connected to communicative attitude, such as tone of voice and expression, while business professionals worry about demonstrating security and technical understanding of the subject.

  10. Resources from waste : integrated resource management phase 1 study report

    International Nuclear Information System (INIS)

    Corps, C.; Salter, S.; Lucey, P.; O'Riordan, J.

    2008-01-01

    Integrated resource management (IRM) of municipal waste streams and water systems requires a structured analysis of options that consider environmental aspects such as greenhouse gases, carbon taxes and credits. Each option's inputs and outputs are assessed to determine the net highest and best use and value. IRM focuses on resource recovery and extracting maximum value. It considers the overall net impact on the taxpayer and requires the integration of liquid and solid waste streams to maximize values for recovering energy in the form of biofuels, heat, minerals, water and reducing electricity demand. IRM is linked to water management through reuse of treated water for groundwater recharge and to offset potable water use for non-potable purposes such as irrigation, including potential commercial use, which contributes to maintaining or improving the health of watersheds. This report presented a conceptual design for the application of IRM in the province of British Columbia (BC) and analyzed its potential contribution to the provincial climate change agenda. The report discussed traditional waste management, the IRM approach, and resource recovery technology and opportunities. The business case for IRM in BC was also outlined. It was concluded that IRM has the potential to be a viable solution to water, solid and liquid waste management that should be less expensive, result in fewer environmental impacts, and provide greater flexibility than traditional approaches to waste management. 63 refs., 17 tabs., 21 figs., 10 appendices

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

    Science.gov (United States)

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

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

  12. Factors Relating to Managerial Stereotypes: The Role of Gender of the Employee and the Manager and Management Gender Ratio

    OpenAIRE

    Stoker, Janka I.; Van der Velde, Mandy; Lammers, Joris

    2011-01-01

    Purpose Several studies have shown that the traditional stereotype of a ?good? manager being masculine and male still exists. The recent changes in the proportion of women and female managers in organizations could affect these two managerial stereotypes, leading to a stronger preference for feminine characteristics and female leaders. This study examines if the gender of an employee, the gender of the manager, and the management gender ratio in an organization are related to employees? manag...

  13. Water Resources Assessment and Management in Drylands

    Directory of Open Access Journals (Sweden)

    Magaly Koch

    2016-06-01

    Full Text Available Drylands regions of the world face difficult issues in maintaining water resources to meet current demands which will intensify in the future with population increases, infrastructure development, increased agricultural water demands, and climate change impacts on the hydrologic system. New water resources evaluation and management methods will be needed to assure that water resources in drylands are optimally managed in a sustainable manner. Development of water management and conservation methods is a multi-disciplinary endeavor. Scientists and engineers must collaborate and cooperate with water managers, planners, and politicians to successfully adopt new strategies to manage water not only for humans, but to maintain all aspects of the environment. This particularly applies to drylands regions where resources are already limited and conflicts over water are occurring. Every aspect of the hydrologic cycle needs to be assessed to be able to quantify the available water resources, to monitor natural and anthropogenic changes, and to develop flexible policies and management strategies that can change as conditions dictate. Optimal, sustainable water management is achieved by cooperation and not conflict, thereby necessitating the need for high quality scientific research and input into the process.

  14. Disability management: corporate medical department management of employee health and productivity.

    Science.gov (United States)

    Burton, W N; Conti, D J

    2000-10-01

    This study describes a proactive in-house program for managing short-term disability (STD) in the workforce of a very large banking system. The goals of this program were to (1) minimize the personal and economic impacts of STD by early intervention, (2) validate the extent and duration of STD, and (3) coordinate medical services and provide guidance to managers that would facilitate an early return to work. This program was made possible by the installation of a comprehensive database, called Occupational Medicine and Nursing Information System. This database mainly includes employees' claims for inpatient and outpatient health services, disability and workers' compensation benefits, wellness program participation, medical examinations and laboratory tests, use of prescription drugs, and results of Health Risk Appraisals. As a result of these efforts, STD event duration declined after this STD management program was implemented in locations heretofore outside the system, and by providing full pay for part-time work after STD, within the system as well. Of note, the average number of STD days per employee showed substantial variation by health plan, including the fact that it was higher (3.9 STD days/employee) for health maintenance organization participants than for indemnity plan members (2.7 STD days/employee).

  15. The Relationship between Job Satisfaction with Burnout and Conflict Management Styles in Employees

    Directory of Open Access Journals (Sweden)

    Mohammad-Hossein Safi

    2016-06-01

    Full Text Available Background and Objective: The organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between job satisfaction and conflict management styles and job burnout among health care employees in north Tehran.Materials and Methods: The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 224 patients at the health center. Data collection tools consisted job satisfaction, job burnout and conflict management questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups.Results: The result indicates positive and significant relationship between job satisfactions with solution-oriented styles, job satisfaction has a negative and significant relationship with control strategy. Non confrontational strategy has not significant relationship with job satisfaction. Also, all of the components of job burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment have a significant negative correlation with job satisfaction, and solution-oriented strategy has a negative significant correlation with emotional exhaustion.Conclusion: According to the correlation of job satisfaction with burnout, control strategy and solution-oriented styles, managers can use efficient methods such as pay and benefits commensurate with ability and experience, training and professional improvement, freedom of action, the division of labor based on merit and ability, etc. affect their behavior and increase their efficiency and effectiveness in order to further the

  16. Assessment of human resources management practices in Lebanese hospitals.

    Science.gov (United States)

    El-Jardali, Fadi; Tchaghchagian, Victoria; Jamal, Diana

    2010-01-01

    Sound human resources (HR) management practices are essential for retaining effective professionals in hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of HR managers in hospitals and those who combine the role of HR managers with other responsibilities should not be underestimated. The objective of this study is to assess the perception of HR managers about the challenges they face and the current strategies being adopted. The study also aims at assessing enabling factors including role, education, experience and HR training. A cross-sectional survey design of HR managers (and those who combine their role as HR manager with other duties) in Lebanese hospitals was utilized. The survey included a combination of open- and close-ended questions. Questions included educational background, work experience, and demographics, in addition to questions about perceived challenges and key strategies being used. Quantitative data analysis included uni-variate analysis, whereas thematic analysis was used for open-ended questions. A total of 96 respondents from 61 hospitals responded. Respondents had varying levels of expertise in the realm of HR management. Thematic analysis revealed that challenges varied across respondents and participating hospitals. The most frequently reported challenge was poor employee retention (56.7%), lack of qualified personnel (35.1%), and lack of a system for performance evaluation (28.9%). Some of the strategies used to mitigate the above challenges included offering continuing education and training for employees (19.6%), improving salaries (14.4%), and developing retention strategies (10.3%). Mismatch between reported challenges and strategies were observed. To enable hospitals to deliver good quality, safe healthcare, improving HR management is critical. There is a need for a cadre of competent HR managers who can fully assume these responsibilities and who can continuously improve

  17. Assessment of human resources management practices in Lebanese hospitals

    Directory of Open Access Journals (Sweden)

    Jamal Diana

    2009-11-01

    Full Text Available Abstract Background Sound human resources (HR management practices are essential for retaining effective professionals in hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of HR managers in hospitals and those who combine the role of HR managers with other responsibilities should not be underestimated. The objective of this study is to assess the perception of HR managers about the challenges they face and the current strategies being adopted. The study also aims at assessing enabling factors including role, education, experience and HR training. Methods A cross-sectional survey design of HR managers (and those who combine their role as HR manager with other duties in Lebanese hospitals was utilized. The survey included a combination of open- and close-ended questions. Questions included educational background, work experience, and demographics, in addition to questions about perceived challenges and key strategies being used. Quantitative data analysis included uni-variate analysis, whereas thematic analysis was used for open-ended questions. Results A total of 96 respondents from 61 hospitals responded. Respondents had varying levels of expertise in the realm of HR management. Thematic analysis revealed that challenges varied across respondents and participating hospitals. The most frequently reported challenge was poor employee retention (56.7%, lack of qualified personnel (35.1%, and lack of a system for performance evaluation (28.9%. Some of the strategies used to mitigate the above challenges included offering continuing education and training for employees (19.6%, improving salaries (14.4%, and developing retention strategies (10.3%. Mismatch between reported challenges and strategies were observed. Conclusion To enable hospitals to deliver good quality, safe healthcare, improving HR management is critical. There is a need for a cadre of competent HR managers who can fully

  18. Employees' perceptions of the effectiveness and fairness of performance management in a South African public sector institution

    Directory of Open Access Journals (Sweden)

    Mpho Makhubela

    2016-11-01

    Full Text Available Orientation: The implementation of performance management systems (PMSs and performance appraisals (PAs by public managers remains a challenge and necessitates an investigation into employees’ perceptions of the effectiveness of the PMS and the fairness of PA. Research purpose: This study investigated the association between employee involvement, performance-oriented culture, management commitment and the effectiveness of a PMS. Six factors that determine and influence employees’ perceptions of PA fairness were also investigated. Motivation for the study: Employees’ experiences of the implementation and practice of PMSs and PAs by public managers may differ from what is intended. The motivation for this study was to quantify employee perceptions of the effectiveness of a PMS and the fairness of PA to establish if there is a discrepancy between what is intended and how they are implemented and practiced. Research approach, design and method: This cross-sectional study conducted a census on a total population of 140 employees in a public sector institution. A questionnaire comprising three sections was used to collect data: Section A contained biographical questions, Section B comprised questions on the contextual factors that measure the perceived effectiveness of the PMS while Section C comprised questions related to the perceived fairness of PA. Main findings: The results show that employees perceive their PMS to be ineffective and their PAs to be unfair. The mean perception scores for PA fairness for the Assets and Facilities Department were significantly lower than those of the Human Resources Department. This is indicative of some deficiencies in the appraisal process in the Assets and Facilities Department. Respondents occupying general positions returned significantly lower mean scores for PA fairness compared to those in managerial and professional positions, which indicates serious shortcomings in their appraisal process. Practical

  19. Service orientation discrepancy between managers and employees and its impact on the affective reactions of employees :a case study of casual restaurant segment

    OpenAIRE

    Cha, Suk-Bin

    1995-01-01

    This study attempted to relate service orientation discrepancy between employees and managers to employees' affective reactions in the restaurant industry. To fulfill this purpose, this study developed a new model and tested it by conducting an empirical analysis of restaurant employees. Specifically, this study examined the relationships among service orientation discrepancy (SOD), service employees' role conflict (RC), role ambiguity (RA), job satisfaction (US), and organizational commitmen...

  20. Emerging technologies for knowledge resource management

    CERN Document Server

    Pandian, M

    2007-01-01

    Emerging Technologies for Knowledge Resource Management examines various factors that contribute to an enabled environment for optimum utilisation of information resources. These include the digital form of information resources, which are inherently sharable, consortia as a concept to bring people and materials together and unified portals as technology to bring together disparate and heterogeneous resources for sharing and access. The book provides a step-by-step guideline for system analysis and requirements analysis. The book also provides reviews of existing portal models for sharing reso

  1. Important Features of Sustainable Aggregate Resource Management

    Directory of Open Access Journals (Sweden)

    Slavko V. Šolar

    2004-06-01

    Full Text Available Every society, whether developed, developing or in a phase of renewal following governmental change, requires stable, adequate and secure supplies of natural resources. In the latter case, there could be significant need for construction materials for rebuilding infrastructure, industrial capacity, and housing. It is essential that these large-volume materials be provided in a rational manner that maximizes their societal contribution and minimizes environmental impacts. We describe an approach to resource management based on the principles of sustainable development. Sustainable Aggregate Resource Management offers a way of addressing the conflicting needs and interests of environmental, economic, and social systems. Sustainability is an ethics based concept that utilizes science and democratic processes to reach acceptable agreements and tradeoffs among interests, while acknowledging the fundamental importance of the environment and social goods. We discuss the features of sustainable aggregate resource management.

  2. Important features of Sustainable Aggregate Resource Management

    Science.gov (United States)

    Solar, Slavko V.; Shields, Deborah J.; Langer, William H.

    2004-01-01

    Every society, whether developed, developing or in a phase of renewal following governmental change, requires stable, adequate and secure supplies of natural resources. In the latter case, there could be significant need for construction materials for rebuilding infrastructure, industrial capacity, and housing. It is essential that these large-volume materials be provided in a rational manner that maximizes their societal contribution and minimizes environmental impacts. We describe an approach to resource management based on the principles of sustainable developed. Sustainable Aggregate Resource Management offers a way of addressing the conflicting needs and interests of environmental, economic, and social systems. Sustainability is an ethics based concept that utilizes science and democratic processes to reach acceptable agreements and tradeoffs among interests, while acknowledging the fundamental importance of the environment and social goods. We discuss the features of sustainable aggregate resource management.

  3. Integrative learning for practicing adaptive resource management

    Directory of Open Access Journals (Sweden)

    Craig A. McLoughlin

    2015-03-01

    Full Text Available Adaptive resource management is a learning-by-doing approach to natural resource management. Its effective practice involves the activation, completion, and regeneration of the "adaptive management cycle" while working toward achieving a flexible set of collaboratively identified objectives. This iterative process requires application of single-, double-, and triple-loop learning, to strategically modify inputs, outputs, assumptions, and hypotheses linked to improving policies, management strategies, and actions, along with transforming governance. Obtaining an appropriate balance between these three modes of learning has been difficult to achieve in practice and building capacity in this area can be achieved through an emphasis on reflexive learning, by employing adaptive feedback systems. A heuristic reflexive learning framework for adaptive resource management is presented in this manuscript. It is built on the conceptual pillars of the following: stakeholder driven adaptive feedback systems; strategic adaptive management (SAM; and hierarchy theory. The SAM Reflexive Learning Framework (SRLF emphasizes the types, roles, and transfer of information within a reflexive learning context. Its adaptive feedback systems enhance the facilitation of single-, double-, and triple-loop learning. Focus on the reflexive learning process is further fostered by streamlining objectives within and across all governance levels; incorporating multiple interlinked adaptive management cycles; having learning as an ongoing, nested process; recognizing when and where to employ the three-modes of learning; distinguishing initiating conditions for this learning; and contemplating practitioner mandates for this learning across governance levels. The SRLF is a key enabler for implementing the "adaptive management cycle," and thereby translating the theory of adaptive resource management into practice. It promotes the heuristics of adaptive management within a cohesive

  4. Career Management for Human Resource Professionals.

    Science.gov (United States)

    Wiley, Carolyn

    1992-01-01

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

  5. 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

  6. Strategic Management of Human Resources

    Directory of Open Access Journals (Sweden)

    Madlena Nen

    2014-05-01

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

  7. Managing new resources in Arctic marine waters

    DEFF Research Database (Denmark)

    Kourantidou, Melina; Fernandez, Linda; Kaiser, Brooks

    and management of the resource which poses challenges due its nature as a ‘sedentary species’ colonizing the Barents Sea continental shelf shared by Norway and Russia and approaching the fishery protection zone around Svalbard. Conversely, little research has looked into the implications of the invasion partly...... fishery straddling Arctic waters which lends towards different productivity under different management and we delineate acceptable risk levels in order build up a bioeconomic framework that pinpoints the underlying trade-offs. We also address the difficulties of managing the resource under uncertainty...

  8. Employee reactions to the use of management control systems in hospitals: motivation vs. threat.

    Science.gov (United States)

    Lopez-Valeiras, Ernesto; Gomez-Conde, Jacobo; Lunkes, Rogerio Joao

    Management control systems (such as budgets or balanced scorecards) are formal procedures used by managers to promote employee behavior aligned with organisational objectives. Employees may react to these control systems by either becoming more motivated or perceiving them as a threat. The aim of this paper is to determine the extent to which hospital ownership (public or private), professional group (physician, nurse, pharmacist or administrative employee), type of contract (fixed or temporary), gender and tenure can condition employee reaction to management control systems. We conducted the study in the three largest hospitals in the State of Santa Catarina (Brazil), two public (federal and state-owned) and one private (non-profit organisation). Physicians, nurses, pharmacists and administrative employees received a questionnaire between October 2013 and January 2014 concerning their current perceptions. We obtained 100 valid responses and conducted an ANOVA variance analysis. Our results show that the effect of management control systems on employees differs according to hospital ownership, professional group and type of contract. However, no significant evidence was found concerning gender or tenure. The results obtained contribute to creating specific knowledge on the reactions of employees to the use of management control systems in hospitals. This information may be important in adapting management control systems to the characteristics of the hospital and its employees, which may in turn contribute to reducing dysfunctional worker behavior. Copyright © 2017 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.

  9. Human Resources Management within Civil Service

    Directory of Open Access Journals (Sweden)

    Victor Teodor Alistar

    2012-12-01

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

  10. High-Performance Management Practices and Employee Outcomes in Denmark

    DEFF Research Database (Denmark)

    Cristini, Annalisa; Eriksson, Tor; Pozzoli, Dario

    2013-01-01

    affect workers in terms of wages, wage inequality and workforce composition. The analysis is based on a survey directed at Danish firms matched with linked employer–employee data and also examines whether the relationship between high-involvement work practices and employee outcomes is affected...

  11. Creating proximity across distances – Management tools to support performance and employee well-being

    DEFF Research Database (Denmark)

    Ipsen, Christine; Poulsen, Signe

    ), in satellite offices (intra-organizational work), or at the customers’ or clients’ locations (interorganizational work) (Verburg et al. 2013; Cropper et al. 2008). In inter-organizations, distance employees are employed by one company (the provider) but work at a different company (the customer) (Cropper et al...... either time or geography separate managers from their employees, it becomes more difficult to ensure both the employees psychosocial work environment and organizational performance. This paper explores distance managers’ preventive activities that ensure both employee well-being and performance across...... distances as part of their daily management. The study contributes to the discussion on management of prevention of work-related stress in the context of distance work. We applied a case study approach to explore the tools distance managers make use of to ensure employee wellbeing and organizational...

  12. The Influence Of Leadership, Talent Management, Organizational Cultureand Organizational Support On Employee Engagement

    Directory of Open Access Journals (Sweden)

    Jimmy Sadeli

    2015-08-01

    Full Text Available A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.Keywords:Talent management practices, Employee engagement, Transformational and transactional Leadership behaviors, Leadership-driven model on employee engagement

  13. International human resources management challenges and changes

    CERN Document Server

    2015-01-01

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

  14. Relationship between islamic human resources management (IHRM practices and trust: An empirical study

    Directory of Open Access Journals (Sweden)

    Nik Mutasim Nik Ab. Rahman

    2013-09-01

    Full Text Available Purpose: The purpose of this study is to explore and examines the theoretical frameworks of Islamic human resource management practices and trust in organization. Additionally, to investigate the extent to which Islamic HRM practices inspire and revival employees trust in organization.Design/methodology/approach: This study comprised sample of 236 Islamic Bank employees in Bangladesh. A cross-sectional research design was used to examine the relationship between Islamic Human Resource Management practices and trust. Data were gathered based on personal administered questionnaire.Findings and Originality/value: This study results show that knowledge, understanding and practices of Islamic principles, recruitment and selection, training and development, and reward system significantly related to the trust. But performance appraisal are found have insignificant relationship.Research limitations/implications: The data for this study are collected by self-administered questionnaire, a method with well-known shortcomings. Second, this study concentrated on the Islamic bank employees in Bangladesh.Practical implications: An important implication of this research is that the interesting findings give some insight to the management of Islamic bank to focus on improving Islamic Human Resource Management practices, in their all kind of management, as that could improve their trust in the bank.Originality/value: The findings are original and unique and are based on the literature from different researches. The results are based on a sample of Islamic Bank employees in Bangladesh. The research findings are useful to academics and management of Islamic bank all over the world.

  15. Job demands, job resources, and work engagement of Japanese employees: a prospective cohort study.

    Science.gov (United States)

    Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Shimazu, Akihito; Tomioka, Kimiko; Nakanishi, Mayuko

    2013-05-01

    Research on the prospective association of job demands and job resources with work engagement is still limited in Asian countries, such as Japan. The purpose of the present study was to investigate the prospective association of job demands (i.e., psychological demands and extrinsic effort) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward), based on the job demands-control (JD-C) [or demand-control-support (DCS)] model and the effort-reward imbalance (ERI) model, with work engagement among Japanese employees. The participants included 423 males and 672 females from five branches of a manufacturing company in Japan. Self-administered questionnaires, including the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance Questionnaire (ERIQ), the nine-item Utrecht Work Engagement Scale (UWES-9), and demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the UWES-9 was used again to assess work engagement. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics and work engagement at baseline, higher psychological demands and decision latitude were positively and significantly associated with greater work engagement at follow-up (β = 0.054, p = 0.020 for psychological demands and β = 0.061, p = 0.020 for decision latitude). Having higher psychological demands and decision latitude may enhance work engagement among Japanese employees.

  16. The relationship between servant leadership and employee empowerment, commitment, trust and innovative behaviour: A project management perspective

    Directory of Open Access Journals (Sweden)

    Camilla L. Krog

    2015-10-01

    Full Text Available Orientation: Understanding the relationship between a project sponsor’s servant leadership traits and employee commitment, trust and innovative behaviour. Research purpose: This study aimed to understand the relationship, if any, between a project sponsor’s servant leadership traits of altruistic calling, emotional healing, wisdom, persuasive mapping and organisational stewardship and a project team’s empowerment, commitment, trust and innovative behaviour. Motivation of the study: Most project leadership studies focus on understanding the role and power position of the project manager, with very little research being dedicated to understanding the effect the leadership style has on the project team and project success. Research approach: A survey was conducted amongst a non-probability sample of 48 project team members from amongst a population of 257, comprising project managers, business analysts and IT staff of a medium sized fleet management organisation that is in the process of implementing an entirely new enterprise resource planning system. Main findings: Through inferential statistical analysis, using structural equation modelling and path analysis, it was determined that persuasive mapping has the strongest impact on employee innovative behaviour, followed by employee commitment and trust via the mediator of employee perceived empowerment. Wisdom and organisational stewardship had a negative impact on employee perceived empowerment. Practical/managerial implications: Project sponsors need to exhibit persuasive mapping, altruistic calling and emotional healing traits due to the significant influence that these have on employee innovative behaviour, commitment and trust, albeit through their perceived empowerment. Contribution/value-add: This study contributes to knowledge of leadership, more especially servant leadership and its significance in project management, which knowledge may contribute to project success

  17. Resource Management in the Microgravity Science Division

    Science.gov (United States)

    Casselle, Justine

    2004-01-01

    In the Microgravity Science Division, the primary responsibilities of the Business Management Office are resource management and data collection. Resource management involves working with a budget to do a number of specific projects, while data collection involves collecting information such as the status of projects and workforce hours. This summer in the Business Management Office I assisted Margie Allen with resource planning and the implementation of specific microgravity projects. One of the main duties of a Project Control Specialists, such as my mentor, is to monitor and analyze project manager s financial plans. Project managers work from the bottom up to determine how much money their project will cost. They then set up a twelve month operating plan which shows when money will be spent. I assisted my mentor in checking for variances in her data against those of the project managers. In order to successfully check for those variances, we had to understand: where the project is including plans vs. actual performance, why it is in its present condition, and what the future impact will be based on known budgetary parameters. Our objective was to make sure that the plan, or estimated resources input, are a valid reflection of the actual cost. To help with my understanding of the process, over the course of my tenure I had to obtain skills in Microsoft Excel and Microsoft Access.

  18. A systems engineering management approach to resource management applications

    Science.gov (United States)

    Hornstein, Rhoda Shaller

    1989-01-01

    The author presents a program management response to the following question: How can the traditional practice of systems engineering management, including requirements specification, be adapted, enhanced, or modified to build future planning and scheduling systems for effective operations? The systems engineering management process, as traditionally practiced, is examined. Extensible resource management systems are discussed. It is concluded that extensible systems are a partial solution to problems presented by requirements that are incomplete, partially immeasurable, and often dynamic. There are positive indications that resource management systems have been characterized and modeled sufficiently to allow their implementation as extensible systems.

  19. Transfer of Japanese Human Resource Management to US Subsidiaries: Resource Dependence Theory and Institutionalism

    Directory of Open Access Journals (Sweden)

    Hisako Matsuo, Ph.D.

    2013-07-01

    Full Text Available Japanese corporations are characterized by distinctive management practices which have been nurtured in a culturally homogeneous environment. The transferability of these practices to foreign subsidiaries has been a subject of debate among management scholars. Drawing on resource dependence theory and institutionalism, this study examines the impact of homogeneity in management and parent company control on the degree of presence of Japanese human resource management (HRM in U.S. subsidiaries. The study uses Walton and Lawrence’s classification (reward, selection and promotion, employee influence mechanism, and job design to measure uniquely Japanese HRM and a sample survey of 138 U.S. subsidiaries of Japanese multinational corporations for data collection. A principal component analysis reveals that three dimensions of HRM (reward system, selection and promotion, and job design, rather than four, are salient among these establishments. An OLS regression analysis also reveals that the degree of homogeneity in management and parent company control has impact on the transfer of these dimensions of HRM. Some implications for future study are discussed.

  20. Idaho National Laboratory Cultural Resource Management Plan

    Energy Technology Data Exchange (ETDEWEB)

    Lowrey, Diana Lee

    2009-02-01

    As a federal agency, the U.S. Department of Energy has been directed by Congress, the U.S. president, and the American public to provide leadership in the preservation of prehistoric, historic, and other cultural resources on the lands it administers. This mandate to preserve cultural resources in a spirit of stewardship for the future is outlined in various federal preservation laws, regulations, and guidelines such as the National Historic Preservation Act, the Archaeological Resources Protection Act, and the National Environmental Policy Act. The purpose of this Cultural Resource Management Plan is to describe how the Department of Energy, Idaho Operations Office will meet these responsibilities at the Idaho National Laboratory. This Laboratory, which is located in southeastern Idaho, is home to a wide variety of important cultural resources representing at least 13,500 years of human occupation in the southeastern Idaho area. These resources are nonrenewable; bear valuable physical and intangible legacies; and yield important information about the past, present, and perhaps the future. There are special challenges associated with balancing the preservation of these sites with the management and ongoing operation of an active scientific laboratory. The Department of Energy, Idaho Operations Office is committed to a cultural resource management program that accepts these challenges in a manner reflecting both the spirit and intent of the legislative mandates. This document is designed for multiple uses and is intended to be flexible and responsive to future changes in law or mission. Document flexibility and responsiveness will be assured through annual reviews and as-needed updates. Document content includes summaries of Laboratory cultural resource philosophy and overall Department of Energy policy; brief contextual overviews of Laboratory missions, environment, and cultural history; and an overview of cultural resource management practices. A series of

  1. Idaho National Laboratory Cultural Resource Management Plan

    Energy Technology Data Exchange (ETDEWEB)

    Lowrey, Diana Lee

    2011-02-01

    As a federal agency, the U.S. Department of Energy has been directed by Congress, the U.S. president, and the American public to provide leadership in the preservation of prehistoric, historic, and other cultural resources on the lands it administers. This mandate to preserve cultural resources in a spirit of stewardship for the future is outlined in various federal preservation laws, regulations, and guidelines such as the National Historic Preservation Act, the Archaeological Resources Protection Act, and the National Environmental Policy Act. The purpose of this Cultural Resource Management Plan is to describe how the Department of Energy, Idaho Operations Office will meet these responsibilities at the Idaho National Laboratory. This Laboratory, which is located in southeastern Idaho, is home to a wide variety of important cultural resources representing at least 13,500 years of human occupation in the southeastern Idaho area. These resources are nonrenewable; bear valuable physical and intangible legacies; and yield important information about the past, present, and perhaps the future. There are special challenges associated with balancing the preservation of these sites with the management and ongoing operation of an active scientific laboratory. The Department of Energy, Idaho Operations Office is committed to a cultural resource management program that accepts these challenges in a manner reflecting both the spirit and intent of the legislative mandates. This document is designed for multiple uses and is intended to be flexible and responsive to future changes in law or mission. Document flexibility and responsiveness will be assured through annual reviews and as-needed updates. Document content includes summaries of Laboratory cultural resource philosophy and overall Department of Energy policy; brief contextual overviews of Laboratory missions, environment, and cultural history; and an overview of cultural resource management practices. A series of

  2. Idaho National Laboratory Cultural Resource Management Plan

    Energy Technology Data Exchange (ETDEWEB)

    Julie Braun Williams

    2013-02-01

    As a federal agency, the U.S. Department of Energy has been directed by Congress, the U.S. president, and the American public to provide leadership in the preservation of prehistoric, historic, and other cultural resources on the lands it administers. This mandate to preserve cultural resources in a spirit of stewardship for the future is outlined in various federal preservation laws, regulations, and guidelines such as the National Historic Preservation Act, the Archaeological Resources Protection Act, and the National Environmental Policy Act. The purpose of this Cultural Resource Management Plan is to describe how the Department of Energy, Idaho Operations Office will meet these responsibilities at Idaho National Laboratory in southeastern Idaho. The Idaho National Laboratory is home to a wide variety of important cultural resources representing at least 13,500 years of human occupation in the southeastern Idaho area. These resources are nonrenewable, bear valuable physical and intangible legacies, and yield important information about the past, present, and perhaps the future. There are special challenges associated with balancing the preservation of these sites with the management and ongoing operation of an active scientific laboratory. The Department of Energy, Idaho Operations Office is committed to a cultural resource management program that accepts these challenges in a manner reflecting both the spirit and intent of the legislative mandates. This document is designed for multiple uses and is intended to be flexible and responsive to future changes in law or mission. Document flexibility and responsiveness will be assured through regular reviews and as-needed updates. Document content includes summaries of Laboratory cultural resource philosophy and overall Department of Energy policy; brief contextual overviews of Laboratory missions, environment, and cultural history; and an overview of cultural resource management practices. A series of appendices

  3. Human resources management for a hospital pharmacy department.

    Science.gov (United States)

    Chase, P A

    1989-06-01

    The concepts of human resources management (HRM) are presented, and the application of HRM concepts to a hospital pharmacy department is described. Low salaries and poor working conditions had precipitated a mass exodus of pharmacists from a 650-bed, tertiary-care medical center. The newly hired director of pharmacy sought to rebuild the department by developing a three-stage HRM model consisting of needs forecasting, performance management, and advanced management systems. In the needs-forecasting stage, the strengths and weaknesses of departmental programs were determined through analysis of existing standards of practice, situational analysis, and financial analyses; the strengths and weaknesses of departmental employees were determined through the use of talent inventories, turnover analysis, analysis of time and leave records, reevaluation of the department's job classifications, performance and productivity evaluations, and productivity evaluations, and development of a philosophy of practice and mission statement. Needs and problems were addressed by examining each existing program and developing new policies and procedures, performance standards, quality assurance mechanisms, and productivity expectations. Personnel needs and problems were addressed by designing a system of differentiated career ladders, contracting with pharmacists for career moves, developing the skills of currently employed pharmacists, and implementing a succession planning model. The model has been in place for approximately three years and is beginning to yield the desired results. Application of HRM concepts to a hospital pharmacy department appears to have been successful in improving employee morale and in helping the department to meet goals of expanded and improved services.

  4. Human resource management and performance in a developing country : the case of Eritrea

    NARCIS (Netherlands)

    Karsten, Luchien; Ghebregiorgis, F.

    This study investigates the relationship between human resource management (HRM) practices and organizational performance. Results based on a sample of 82 organizations from private and public sectors in Eritrea indicate that some of the practices have a significant impact on employee turnover,

  5. Fostering sustainable operations in a natural resource management agency: insights from the field

    Science.gov (United States)

    Patricia L. Winter; Shawn M. Burn

    2010-01-01

    Sustainable operations (SO; operating in an environmentally, economically, and socially sustainable manner) is consistent with the environmental stewardship mission of natural resource management organizations. This study sought to examine SO practices in the daily work lives of US Forest Service employees, including those primarily stationed in the office and in the...

  6. High performance human resource management in Ireland and the Netherlands : adoption and effectiveness

    NARCIS (Netherlands)

    Horgan, Justine

    2003-01-01

    Does high performance human resource management deliver superior organisational performance and if so, how would this come about? Do these practices make a difference to employee work performance and cooperation? Could all companies, regardless of their context, benefit from these HR practices and

  7. Impact of knowledge oriented leadership on knowledge management behaviour through employee work attitudes.

    OpenAIRE

    Shamim, S.; Cang, Shuang; Yu, Hongnian

    2017-01-01

    Despite the acknowledged importance of knowledge management (KM), many employees avoid practicing KM at the individual level. This avoidance often leads to loss of the intellectual capital due to employee turnover. Many potential behavioural remedies are still untapped in the existing literature. This study extends the construct of knowledge oriented leadership (KOL) and examines its role in predicting KM behaviour among employees of the hospitality sector, at the individual level. It also in...

  8. Web-Based and Mobile Stress Management Intervention for Employees: A Randomized Controlled Trial

    OpenAIRE

    Heber, Elena; Lehr, Dirk; Ebert, David Daniel; Berking, Matthias; Riper, Heleen

    2016-01-01

    Background: Work-related stress is highly prevalent among employees and is associated with adverse mental health consequences. Web-based interventions offer the opportunity to deliver effective solutions on a large scale; however, the evidence is limited and the results conflicting. Objective: This randomized controlled trial evaluated the efficacy of guided Web-and mobile-based stress management training for employees. Methods: A total of 264 employees with elevated symptoms of stress (Perce...

  9. Role of Quality Management Practices in Employee Engagement and its impact on Organizational Performance

    OpenAIRE

    Sathishkumar, A S; Karthikeyan, Dr.P.

    2014-01-01

    Employee engagement has emerged as a critical driver of business success in todays competitive marketplace. Further, employee engagement can be a deciding factor in organizational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to Quality management practices in functional process quality, which results in performance, customer satisfaction, company reputation and overall stakeholder value. Thus, ...

  10. Employee commitment in MNCs: impacts of organizational culture, HRM and top management orientations

    OpenAIRE

    Taylor, Sully; Levy, Orly; Beechler, Schon; Boyacıgiller, Nakiye Avdan; Boyacigiller, Nakiye Avdan

    2006-01-01

    This paper examines the impact of organizational culture and HRM system on employee commitment of core employees in multinational companies (MNCs). In addition, it identifies two top management team orientations global orientation and geocentric orientation that are seen as contributing uniquely to employee commitment in international firms. We found strong overall support for the model. The results also suggest that High Performance Work Practices have a positive impact on commitment r...

  11. Challenges of human resource management in the institutions for care of elderly people

    Science.gov (United States)

    Lepir, Lj; Šćepović, D.; Radonjić, A. R.

    2017-05-01

    Human resources are the most important resources of any work organization or institution. They are the bearers of the work process and are key in determining the quality of a product or service. The staff employed in an institution contributes with their work to its business success which is why the institution management should pay close attention to human resources management. Functionally, the successful management of social protection institutions implies the attainment of balance in the process of satisfying interests of beneficiaries, interests of the institution management (founder-owner), and interests of the employees (service providers to elderly people). Interests of beneficiaries (elderly people) who are placed in residential care are reflected in the need for high quality and accessible services. Interests of the institution management are recognized as the need to achieve economically sustainable and profitable institution. An interest of direct service providers (employed caregivers, social workers, etc.) is in the safe premises and good working conditions. The term “human resources” in institutions of social protection implies overall knowledge, skills, abilities, creative capabilities, motivation, loyalty and personal characteristics owned by employees in the institution. It is the overall intellectual and emotional energy of employees that the management can count on and that can be engaged to achieving the objectives of the institution. The objectives of human resource management in social protection institutions are related to providing capability with job demands, fulfillment of professional and optimal number of competent workers, improving socio-economic status of employees, ensuring full time engagement of workers, improving the quality of work conditions and work environment, creating and maintaining a flexible and adaptive potential of employees, reducing resistance and increasing the sensitivity of employees to changes in the

  12. 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...

  13. The determinants of employee participation in occupational health and safety management.

    Science.gov (United States)

    Masso, Märt

    2015-01-01

    This article focuses on employee direct participation in occupational health and safety (OHS) management. The article explains what determines employee opportunities to participate in OHS management. The explanatory framework focuses on safety culture and safety management at workplaces. The framework is empirically tested using Estonian cross-sectional, multilevel data of organizations and their employees. The analysis indicates that differences in employee participation in OHS management in the Estonian case could be explained by differences in OHS management practices rather than differences in safety culture. This indicates that throughout the institutional change and shift to the European model of employment relations system, change in management practices has preceded changes in safety culture which according to theoretical argument is supposed to follow culture change.

  14. The role of human resource management in the process of total quality management implementation

    Directory of Open Access Journals (Sweden)

    Milovanović Vesna

    2014-01-01

    Full Text Available Total quality management (TQM is a holistic philosophy of striving for continuous quality improvement of all processes in the company. This requires the involvement of employees and encouraging them to make proposals, take responsibility and make decisions. Successful implementation of TQM is largely determined by the quality of human resources management (HRM, which should ensure employees' commitment to continuous process improvement. Previous studies worldwide have shown that the effects of this sophisticated philosophy depend on the motivation of employees, which is created through training and rewards, financial and non-financial. The aim of this paper is to present the way in which HRM determines the effectiveness of TQM implementation, and to provide guidelines for improving such effectiveness. The paper presents the results of empirical analysis in hotels in Serbia in order to determine the value of TQM factors related to human resources. The results show that hotels must firstly improve TQM staff factors before taking action to implement TQM philosophy.

  15. Do managers experience more stress than employees? Results from the Intervention Project on Absence and Well-being (IPAW) study among Danish managers and their employees.

    Science.gov (United States)

    Skakon, Janne; Kristensen, Tage S; Christensen, Karl Bang; Lund, Thomas; Labriola, Merete

    2011-01-01

    To examine whether managers' perceived stress and work strain is higher than perceived stress and work strain among employees. The study is based on questionnaire responses from 2052 respondents (128 managers and 1924 employees) at 48 worksites. Bi-variate and multivariate analyses were used to explain possible differences in stress levels and related mediators. Managers experienced higher demands, higher level of conflicts, and lower degree of social support from peers. They tended to experience significantly lower emotional stress, whereas this trend was insignificant with regards to behavioural, somatic and cognitive stress. The difference was partly explained by higher scores in the psychosocial work environment factors; job satisfaction, perceived management quality from their managers, influence, degrees of freedom at work, possibilities for development and meaning of work. For behavioural stress, 41% of the difference was explained by the preventive factors, 20% for somatic stress, 39% for emotional stress and 56% for cognitive stress. This study indicates that the preventive psychosocial factors explain parts of the managers' lower stress level. These results contradict the lay perception of managers being under higher pressure and experiencing more stress than employees. Interventions aiming at reducing employee stress levels, especially regarding behavioural and cognitive stress, could benefit from focussing on psychosocial work environment exposures such as skill discretion, meaning of work, psychological demands, information flow and management quality.

  16. The Measurement, Evaluation, and Performance of Managers and Employees in Kosovo’s Enterprises

    Directory of Open Access Journals (Sweden)

    Dr.Sc. Berim Ramosaj

    2015-02-01

    Full Text Available In the market economy and in terms of an increasing competition, enterprises try to use as effectively as possible all of their sources. Therefore, in such competitive environment, in order to develop the organization, it is necessary to manage human resources with various methods and techniques. Human resources that are motivated and well selected are considered as a competitive advantage for the enterprise. Training the managerial staff and employees helps in increasing business’s performance. A strategic and integrated approach to provide stable success for the enterprise is the improvement of performance for the people that work there by developing the practical and individual skills of the team. One of the elements that has been tried to be treated in this paper is the management of performance, the management of performance systems, the methods of evaluating the performance and the importance of measuring workers performance for the enterprise. This paper contains empirical data, collected through questionnaires and interviews, and also secondary data based on the existing literature about issues that have to do with the management of performance. Therefore, through this research we intend to analyze the measurement and evaluation of managers and workers’ performance in Kosovo enterprises by using comparative reviews. In order to be clear, we have first compiled a questionnaire which will help us in developing the contact. The implementation of the questionnaire, the methodology and the formation of the sample is realized by analyzing the determining factors that affect the measurement and evaluation of managers and workers performance. The research was realized with owners, managers and workers of enterprises in Kosovo. The sample is intentional (not probable. Having very little literature in this field, we hope to have helped at least a bit for everyone interested in this field.

  17. 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.

  18. Turning Video Resource Management into Cloud Computing

    Directory of Open Access Journals (Sweden)

    Weili Kou

    2016-07-01

    Full Text Available Big data makes cloud computing more and more popular in various fields. Video resources are very useful and important to education, security monitoring, and so on. However, issues of their huge volumes, complex data types, inefficient processing performance, weak security, and long times for loading pose challenges in video resource management. The Hadoop Distributed File System (HDFS is an open-source framework, which can provide cloud-based platforms and presents an opportunity for solving these problems. This paper presents video resource management architecture based on HDFS to provide a uniform framework and a five-layer model for standardizing the current various algorithms and applications. The architecture, basic model, and key algorithms are designed for turning video resources into a cloud computing environment. The design was tested by establishing a simulation system prototype.

  19. Resource Management in Constrained Dynamic Situations

    Science.gov (United States)

    Seok, Jinwoo

    Resource management is considered in this dissertation for systems with limited resources, possibly combined with other system constraints, in unpredictably dynamic environments. Resources may represent fuel, power, capabilities, energy, and so on. Resource management is important for many practical systems; usually, resources are limited, and their use must be optimized. Furthermore, systems are often constrained, and constraints must be satisfied for safe operation. Simplistic resource management can result in poor use of resources and failure of the system. Furthermore, many real-world situations involve dynamic environments. Many traditional problems are formulated based on the assumptions of given probabilities or perfect knowledge of future events. However, in many cases, the future is completely unknown, and information on or probabilities about future events are not available. In other words, we operate in unpredictably dynamic situations. Thus, a method is needed to handle dynamic situations without knowledge of the future, but few formal methods have been developed to address them. Thus, the goal is to design resource management methods for constrained systems, with limited resources, in unpredictably dynamic environments. To this end, resource management is organized hierarchically into two levels: 1) planning, and 2) control. In the planning level, the set of tasks to be performed is scheduled based on limited resources to maximize resource usage in unpredictably dynamic environments. In the control level, the system controller is designed to follow the schedule by considering all the system constraints for safe and efficient operation. Consequently, this dissertation is mainly divided into two parts: 1) planning level design, based on finite state machines, and 2) control level methods, based on model predictive control. We define a recomposable restricted finite state machine to handle limited resource situations and unpredictably dynamic environments

  20. Acquisition and Merger Process Through the Eyes of Employees : A Case Study on How Change Management and Integration Process Affected the Employees of Company X

    OpenAIRE

    Maidell, Terhi

    2015-01-01

    This study is a case study about acquisition and merger process, which took place in February 2014, when Company X(name changed) bought three magazines and 42 employees were transferred from Company Y (name changed). The topic covers such issues as; change management during acquisition and merger from the employees’ point of view, how employees react to change and how they experience the change management process. The aim of the study is to understand the employee side of the story during cha...

  1. Zone of Acceptance Under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

    DEFF Research Database (Denmark)

    Nielsen, Poul Aaes; Jacobsen, Christian Bøtcher

    2018-01-01

    Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the “romance of leadership” perspective, the authors argue th...... that performance measurement can alter public sector authority relations and have implications regarding how public managers can use performance information strategically to gain acceptance of management authority and organizational change....

  2. Workplace Financial Wellness Programs Help Employees Manage Health Care Changes.

    Science.gov (United States)

    Meyer, Cynthia; Smith, Michael C

    Employers and employees are navigating major changes in health insurance benefits, including the move to high-deductible health plans in conjunction with health savings accounts (HSAs). The HSA offers unique benefits that could prove instrumental in helping workers both navigate current health care expenses and build a nest egg for much larger health care costs in retirement. Yet employees often don't understand the HSA and how to best use it. How can employers help employees make wise benefits choices that work for their personal financial circumstances?

  3. A study of relationship between managers' leadership style and employees' job satisfaction.

    Science.gov (United States)

    Rad, Ali Mohammad Mosadegh; Yarmohammadian, Mohammad Hossein

    2006-01-01

    The purpose of this descriptive and cross-sectional study is to explore the relationships between managers' leadership styles and employees' job satisfaction in Isfahan University Hospitals, Isfahan, Iran, 2004. The data were collected through the distribution of two questionnaires among the 814 employees, first line, middle and senior managers of these hospitals through a stratified random sampling. The dominant leadership style of managers was participative. The mean score of employee-oriented dimension of leadership style in first line, middle and senior managers were 52, 54, and 54 (from 75 credit) respectively. The mean score of task-oriented dimension of leadership style in first line, middle and senior managers were 68, 69, and 70 (from 100 credit) respectively. The mean score of employee's job satisfaction was 3.26 +/- 0.56 on a 6 scale (moderate satisfaction), 1.9, 26.1, 64.7, and 7.3 percent of hospital employees had respectively very low, low, moderate, and high satisfaction with their job. Employees demonstrated less satisfaction with salaries, benefits, work conditions, promotion and communication as satisfier factors and more satisfaction with factors such as the nature of the job, co-workers and supervision type factors. There was significant correlation (p leadership behaviors and employees and job satisfaction. Employee job satisfaction depends upon the leadership style of managers. Nevertheless, participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity. Although this study conducted in Iran, it is anticipated that the findings may have relevance on a broader scale. By replicating this study in different countries and contexts the results of could be very helpful for developing a new model of leadership with new implementation techniques that can be implemented easily and successfully in a cross cultural context.

  4. Cockpit resource management training at People Express

    Science.gov (United States)

    Bruce, Keith D.; Jensen, Doug

    1987-01-01

    In January 1986 in a continuing effort to maintain and improve flight safety and solve some Cockpit Resource Management (CRM) problems, People Express implemented a new CRM training program. It is a continuously running program, scheduled over the next three years and includes state-of-the-art full-mission simulation (LOFT), semi-annual seminar workshops and a comprehensive academic program authored by Robert W. Mudge of Cockpit Management Resources Inc. That program is outlined and to maximize its contribution to the workshop's goals, is organized into four topic areas: (1) Program content: the essential elements of resource management training; (2) Training methods: the strengths and weaknesses of current approaches; (3) Implementation: the implementation of CRM training; and (4) Effectiveness: the effectiveness of training. It is confined as much as possible to concise descriptions of the program's basic components. Brief discussions of rationale are included, however no attempt is made to discuss or review popular CRM tenets or the supporting research.

  5. THE IMPACT OF KNOWLEDGE AND RESOURCES ON MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Marisa Padovani

    2010-06-01

    Full Text Available This paper considers the knowledge, resource, and competence management practices of a capital intensive company in Brazil. We map general and essential competencies, identify critical performance factors and catalogue the knowledge management tools available to the firm. We also attempt to trace the impact of the implementation strategies selected on the success or failure of the project. Two specific questions that arose in the course of the research were: a. How can firms maintain the knowledge base of the organization in the presence of high turnover, and b. What are the effects of the loss of intellectual capital on the firm. This was exploratory research, using the longitudinal case study method advocated by Voss, Tsikritsis and Frolich. The unit of analysis was the individual project. We studied 15 new plant erections or revamps carried out between 2007 and 2009. Data sources included interviews with key project management employees as well as analyses of management reports, firm data banks, and software used in the project management process. Among other things, our research identified a strong relationship between the profile of the individual project manager and the management structure adopted on a given project.

  6. Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate.

    Science.gov (United States)

    Salanova, Marisa; Agut, Sonia; Peiró, José María

    2005-11-01

    This study examined the mediating role of service climate in the prediction of employee performance and customer loyalty. Contact employees (N=342) from 114 service units (58 hotel front desks and 56 restaurants) provided information about organizational resources, engagement, and service climate. Furthermore, customers (N=1,140) from these units provided information on employee performance and customer loyalty. Structural equation modeling analyses were consistent with a full mediation model in which organizational resources and work engagement predict service climate, which in turn predicts employee performance and then customer loyalty. Further analyses revealed a potential reciprocal effect between service climate and customer loyalty. Implications of the study are discussed, together with limitations and suggestions for future research. ((c) 2005 APA, all rights reserved).

  7. Creating a Culture: A Longitudinal Examination of the Influence of Management and Employee Values on Communication Rule Stability and Emergence.

    Science.gov (United States)

    Shockley-Zalabak, Pamela; Morley, Donald Dean

    1994-01-01

    Provides an examination of management and employee values as influential for organizational rule formation. Demonstrates that management values are directly related to employee values but indirectly influence the evolution of organization rules. Supports a view of rule emergence based on management and employee values. (HB)

  8. Human resource management tool of motivation and employees job ...

    African Journals Online (AJOL)

    Global Journal of Social Sciences. Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives · Journal Home > Vol 15, No 1 (2016) >. Log in or Register to get access to full text downloads.

  9. Technology adoption in nonrenewable resource management

    International Nuclear Information System (INIS)

    Cunha-e-Sa, Maria A.; Balcao Reis, Ana; Roseta-Palma, Catarina

    2009-01-01

    Technological change has played an important role in models of nonrenewable resource management, since its presence mitigates the depletion effect on extraction costs over time. We formalize the problem of a competitive nonrenewable resource extracting firm faced with the possibility of technology adoption. Based on a quadratic extraction cost function, our results show that the expected net benefits from adoption increase both with the size of the resource stock and with prices. A boundary that separates the region where expected net benefits are positive from the one where they are negative is derived. (author)

  10. Resource management in utility and cloud computing

    CERN Document Server

    Zhao, Han

    2013-01-01

    This SpringerBrief reviews the existing market-oriented strategies for economically managing resource allocation in distributed systems. It describes three new schemes that address cost-efficiency, user incentives, and allocation fairness with regard to different scheduling contexts. The first scheme, taking the Amazon EC2? market as a case of study, investigates the optimal resource rental planning models based on linear integer programming and stochastic optimization techniques. This model is useful to explore the interaction between the cloud infrastructure provider and the cloud resource c

  11. Factors Relating to Managerial Stereotypes: The Role of Gender of the Employee and the Manager and Management Gender Ratio.

    Science.gov (United States)

    Stoker, Janka I; Van der Velde, Mandy; Lammers, Joris

    2012-03-01

    PURPOSE: Several studies have shown that the traditional stereotype of a "good" manager being masculine and male still exists. The recent changes in the proportion of women and female managers in organizations could affect these two managerial stereotypes, leading to a stronger preference for feminine characteristics and female leaders. This study examines if the gender of an employee, the gender of the manager, and the management gender ratio in an organization are related to employees' managerial stereotypes. DESIGN/METHODOLOGY/APPROACH: 3229 respondents working in various organizations completed an electronic questionnaire. FINDINGS: The results confirm our hypotheses that, although the general stereotype of a manager is masculine and although most prefer a man as a manager, female employees, employees with a female manager, and employees working in an organization with a high percentage of female managers, have a stronger preference for feminine characteristics of managers and for female managers. Moreover, we find that proximal variables are much stronger predictors of these preferences than more distal variables. IMPLICATIONS: Our study suggests that managerial stereotypes could change as a result of personal experiences and changes in the organizational context. The results imply that increasing the proportion of female managers is an effective way to overcome managerial stereotyping. ORIGINALITY/VALUE: This study examines the influence on managerial stereotypes of various proximal and distal factors derived from theory among a large group of employees (in contrast to students).

  12. The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

    Directory of Open Access Journals (Sweden)

    Jimmy Sadeli

    2012-12-01

    Full Text Available A leadership-driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.

  13. Exploring Employee Perceptions of Six Sigma as a Change Management Program in Higher Education

    Science.gov (United States)

    Davis, Monica; Fifolt, Matthew

    2018-01-01

    Change initiatives in higher education are frequently guided by an institutional change management program which provides employees with a framework and set of skills to better understand problems and facilitate change at the organisational level. In this paper, we explore employee perceptions of Six Sigma as a tool for facilitating change at one…

  14. Managing Employee CSR Engagement : A study of employee's perceptions and expectations

    OpenAIRE

    Haidari, Alexandra; Strandberg, Hanna

    2016-01-01

    Background- CSR is a highly relevant subject for corporations today, since there is an increased stakeholder demand to report corporate social, economic and environmental performance. CSR may convey numerous benefits for a firm, such as a competitive advantage, increased trust and improved corporate image, as well as many outcomes related to the employee. The automotive industry is facing high external pressures to lower their carbon footprint, and to become more sustainable, consequently, th...

  15. Comparing the perspectives of managers and employees of teaching hospitals about job motivation.

    Science.gov (United States)

    Mohebbifar, Rafat; Zakaria Kiaei, Mohammad; Khosravizadeh, Omid; Mohseni, Mohammad

    2014-07-15

    Recognition of career motivators and understanding of managers and employees in prioritizing them, in order to plan incentives for this understanding, can play an important role in increasing productivity and creating harmony between the goals of the organization and staff. This study was done to survey the importance of career motivating factors from perspective of employees and managers in educational hospitals of Iran. In this study 269 from a total of 1843 employees of educational hospitals in Qazvin province of Iran were selected through Quota-Random sampling and studied along with all 49 Managers. Lawrence Lindale questionnaire with 10 factors where used in order to determine motivational priorities. The results indicated that among the 10 studied motivational factors, from employees' viewpoint; "Good wages", "Good Working Conditions" and "Job Security" have the greatest roles in motivating employees. In the context of perspective agreement amongst employees and managers, the results showed 20 percent agreement. In this study, results of "Independent T" test showed a significant difference in comparison, between prioritizing employees' view and prediction of managers in the factors of "Job Security" (p = 0/031) and "Interesting Work" (p = 0/001). With respect to increase disagreement in the views of managers and employees as compared to previous studies, Managers need to pay more attention to cognition of motivational factors and make their viewpoints closer to actual motivational need of their employees. Attention to this fact can be a great help to the growth and productivity of the organization, making the organizational and individual goals closer and also keeping managers safe from execution of constant and undue motivational patterns.

  16. Employee Turnover and Knowledge Management in the Czech Republic

    Directory of Open Access Journals (Sweden)

    Lucie Vnoučková

    2015-01-01

    Full Text Available Knowledge economy regards employee knowledge as a most important asset. It is a priority task to ensure systematic knowledge continuity of those employees who are the holders of critical knowledge. The aim of the article is to analyse the causes of mobility of knowledge workers and categorise types of employees and mobility according to the future development of an employee’s career. The research areas, i.e. ensuring knowledge continuity and employee turnover were analysed based on the premise of significant relation between those two areas. The data were collected in organizations in the Czech Republic. Surveys were drawn across sectors to ensure representativeness of the outcomes. The outputs revealed two basic approaches to maintaining knowledge inside organizations. Employees can be divided into knowledge workers and remainder, who seek only security. A knowledge worker who decides to transfer is not motivated by the amount of salary (they do not mind a lower level of remuneration; on the contrary they suffer due to an unclear vision on the part of the organization, where they used to work; they cannot stay in conditions where there is no possibility to participate on personal growth. Future research in this area should focus on the return of investments in the knowledge and employee learning, training and retention.

  17. Impact of human resource management practices on nursing home performance.

    Science.gov (United States)

    Rondeau, K V; Wagar, T H

    2001-08-01

    Management scholars and practitioners alike have become increasingly interested in learning more about the ability of certain 'progressive' or 'high-performance' human resource management (HRM) practices to enhance organizational effectiveness. There is growing evidence to suggest that the contribution of various HRM practices to impact firm performance may be synergistic in effect yet contingent on a number of contextual factors, including workplace climate. A contingency theory perspective suggests that in order to be effective, HMR policies and practices must be consistent with other aspects of the organization, including its environment. This paper reports on empirical findings from research that examines the relationship between HRM practices, workplace climate and perceptions of organizational performance, in a large sample of Canadian nursing homes. Data from 283 nursing homes were collected by means of a mail survey that included questions on HRM practices, programmes, and policies, on human resource aspects of workplace climate, as well as a variety of indicators that include employee, customer/resident and facility measures of organizational performance. Results derived from ordered probit analysis suggest that nursing homes in our sample which had implemented more 'progressive' HRM practices and which reported a workplace climate that strongly values employee participation, empowerment and accountability tended to be perceived to generally perform better on a number of valued organizational outcomes. Nursing homes in our sample that performed best overall were found to be more likely to not only have implemented more of these HRM practices, but also to report having a workplace climate that reflects the seminal value that it places on its human resources. This finding is consistent with the conclusion that simply introducing HRM practices or programmes, in the absence of an appropriately supportive workplace climate, will be insufficient to attain

  18. CRITICAL INCIDENTS AND CRITICAL INCIDENT STRESS MANAGEMENT (CISM – AN EMPLOYEE ASSISTANCE PROGRAMME (EAP PERSPECTIVE

    Directory of Open Access Journals (Sweden)

    Terblanche, Lourie

    2014-04-01

    Full Text Available Employees are increasingly becoming victims of critical incidents. From a systems theory point of view, it is necessary to acknowledge the impact of critical incidents not only on the personal life of the employee, but on the workplace itself. Employees respond differently to critical incidents, which makes it even more complicated when this reaches the point of requiring therapeutic intervention. The most common response to critical incidents may be the risk of developing post-traumatic stress disorder (PTSD and/or depression. This reality requires management – through the Employee Assistance Programme (EAP – to be able to effectively deal with such critical incidents.

  19. Sustainable exploitation and management of aquatic resources

    DEFF Research Database (Denmark)

    Neuenfeldt, Stefan; Köster, Fritz

    2014-01-01

    DTU Aqua conducts research, provides advice,educates at university level and contributes toinnovation in sustainable exploitation andmanagement of aquatic resources. The vision of DTUAqua is to enable ecologically and economicallysustainable exploitation of aquatic resourcesapplying an integrated...... management. Marineecosystems aims at understanding the mechanisms that govern the interaction between individuals,species and populations in an ecosystem enabling us to determine the stability and flexibility of theecosystem.Marine living resources looks at the sustainable utilization of fish and shellfish...... stocks.Ecosystem effects expands from the ecosystem approach to fisheries management to an integratedapproach where other human activities are taken into consideration. Fisheries management developsmethods, models and tools for predicting and evaluating the effects of management measures andregulations...

  20. Human resources management within the process management in small and medium-sized enterprises

    Directory of Open Access Journals (Sweden)

    Marie Duspivová

    2013-01-01

    Full Text Available Sector of small and medium-sized enterprises is regarded as the backbone of the economy and a driving force of innovation, employment and social integration. Development of the sector of small and medium-sized enterprises in the Czech Republic has a substantial impact on economic and social development of the country and its various regions. This article deals with the human resources management in small and medium-sized enterprises, because it is more than obvious recently that the prosperity of the organization is depended on human resources and management of them can determine not only whether the organizations succeed, but whether it will be able to survive in turbulent conditions in the present world. The main aim of this paper is to analytical describe the monitoring the process of human resources management in selected categories of enterprises by business activity and number of employees including statistical analysis of causal effects. Further to analytical describe the evaluation the process of human resources management and indicators of this process, which are monitored by small and medium-sized enterprises. To achieve this aim were used selected primary data collected in the project GAJU 068/2010/S titled “Process management and its possible implementation in small and medium-sized enterprises”.

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

    Directory of Open Access Journals (Sweden)

    Didi Sundiman

    2017-11-01

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

  2. Talent management: what to teach employees today to survive tomorrow

    Directory of Open Access Journals (Sweden)

    Bukharina A.Y.

    2017-03-01

    Full Text Available The world is changing, and along with it — the need for education. The article defines the concept of VUCA-world, covers technologies that allow to precisely determine trends, and detail the key issues of who, how and what to teach within the framework of Human Resources with the position of "talent management". Compile and synthesize the latest theoretical and practical experience of experts in the area of education and development of the United States, Europe, and the Russian advanced consulting companies; examples and data from recent trade shows, as well as links to real projects implemented in 2016 and early 2017. This article would be interesting and to those who are interested in practical use of psychological methods and tools, as well as the integration of existing material in the non-standard practice-solutions.

  3. Zone of Acceptance Under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

    DEFF Research Database (Denmark)

    Nielsen, Poul Aaes; Jacobsen, Christian Bøtcher

    2018-01-01

    Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue that perfor......Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue...... that performance information shapes employee attributions of leader quality and perceptions of a need for change in ways that affect their acceptance of management authority, conceptualized using Simon’s notion of a ‘zone of acceptance.’ We conducted a survey experiment among 1,740 teachers, randomly assigning...... true performance information about each respondent’s own school. When employees were exposed to signals showing low or high performance, their acceptance of management authority increased, whereas average performance signals reduced employee acceptance of management authority. The findings suggest...

  4. Bridging the gap between landscape ecologyand natural resource management

    Science.gov (United States)

    Monica G. Turner; Thomas R. Crow; Jianguo Liu; Dale Rabe; Charles F. Rabeni; Patricia A. Soranno; William W. Taylor; Kristiina A. Vogt; John A. Wiens

    2002-01-01

    The challenges facing natural resource managers occur over entire landscapes and involve landscape components at many scales. Many resource managers are shifting their approach from managing resources such as fish, wildlife, and water separately to managing for the integrity of entire ecosystems (Christensen et al., 1996). Indeed, nearly all resource...

  5. Power/Knowledge in Natural Resource Management

    NARCIS (Netherlands)

    Duineveld, Martijn; Van Assche, Kristof; Beunen, R.

    2017-01-01

    This special issue of Journal of Environmental Policy & Planning draws the attention to ongoing concerns about the management of natural resources (NRM): their exploration, extraction, processing, and commodification is still happening in ways that are perceived to be socially unjust and

  6. 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 ...

  7. Resource Management in Tactical Military Networks

    Science.gov (United States)

    2006-12-01

    FGAN FORSCHUNGSINSTITUT FÜR KOMMUNIKATION, INFORMATIONSVERARBEITUNG UND ERGONOMIE KIEKOMMUNIKATION Resource Management in Tactical Military Networks...Martin Lies, Peter Sevenich, Christoph Karg, Christoph Barz Nr: 2 FGAN FORSCHUNGSINSTITUT FÜR KOMMUNIKATION, INFORMATIONSVERARBEITUNG UND ERGONOMIE ...Communication with IPSec in Tunnelmode Nr: 3 FGAN FORSCHUNGSINSTITUT FÜR KOMMUNIKATION, INFORMATIONSVERARBEITUNG UND ERGONOMIE KIEKOMMUNIKATION IPSec in

  8. Power/knowledge and natural resource management

    NARCIS (Netherlands)

    Assche, Van Kristof; Beunen, Raoul; Duineveld, Martijn; Gruezmacher, Monica

    2017-01-01

    In this paper, we present a conceptual framework extending Foucaultian insights on the relations between power and knowledge to link up with current insights into studies of natural resource management (NRM) and more broadly environmental studies. We classify discourses in NRM according to

  9. Resource Guide for Crisis Management in Schools.

    Science.gov (United States)

    LaPointe, Richard T.; And Others

    A crisis can occur at any time, whether or not a school's staff plans for it. This resource guide is a compilation of user-friendly examples of policies, procedures, guidelines, checklists, and forms to help Virginia schools develop and implement a systematic crisis-management plan. Chapter 1 provides an introductory overview of the essential…

  10. Human Resource management, Institutionalisation and Organisational Performance

    NARCIS (Netherlands)

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

    2002-01-01

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

  11. Communication, Scheduling, and Resource Management in SINA

    NARCIS (Netherlands)

    Tripathi, A.; Aksit, Mehmet

    1988-01-01

    In this article we present the object-oriented constructs for communication and concurrent programming in the SINA programming language. The object encapsulation mechanism of SINA allows implementations of hierarchically structured resource management systems and alleviates some of the problems that

  12. Collaborative Governance Models for Managing Aquatic Resources ...

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

    Collaborative Governance Models for Managing Aquatic Resources and Fisheries in the Peruvian ... The idea is to consolidate this knowledge in a model for the participatory ... Linking research to urban planning at the ICLEI World Congress 2018 ... In partnership with UNESCO's Organization for Women in Science for the ...

  13. Lake Victoria water resources management challenges and ...

    African Journals Online (AJOL)

    ... governing management measures capable of meeting the needs of riparian states and ensuring sustainability within the basin is highlighted. Keywords: biodiversity loss; East Africa; eutrophication; heavy metal pollution; international treaties; Nile Basin; shared water resources. African Journal of Aquatic Science 2008, ...

  14. Sustainable Aquatic Resource Management Initiative | CRDI ...

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

    Increasing numbers of stakeholders are recognizing the need for changes in the way aquatic ecosystems are governed. ... for Resource Management and Environmental Studies (CERMES), University of the West Indies, on the application of new thinking (resilience, Complex Adaptive Systems theory) to coastal practices.

  15. Sustainable Aquatic Resource Management Initiative | IDRC ...

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

    ... identify key choices in a state-of-the-art publication. They will also undertake field research in collaboration with the Centre for Resource Management and Environmental Studies (CERMES), University of the West Indies, on the application of new thinking (resilience, Complex Adaptive Systems theory) to coastal practices.

  16. 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.

  17. Managing resource revenues in developing economies

    NARCIS (Netherlands)

    Collier, Paul; Van Der Ploeg, Rick; Spence, Michael; Venables, Anthony J.

    2010-01-01

    This paper addresses the efficient management of natural resource revenues in capital-scarce developing economies. It departs from usual prescriptions based on the permanent income hypothesis and argues that capital-scarce countries should prioritize domestic investment. Because revenue streams are

  18. 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.)

  19. Framework of Resource Management for Intercloud Computing

    Directory of Open Access Journals (Sweden)

    Mohammad Aazam

    2014-01-01

    Full Text Available There has been a very rapid increase in digital media content, due to which media cloud is gaining importance. Cloud computing paradigm provides management of resources and helps create extended portfolio of services. Through cloud computing, not only are services managed more efficiently, but also service discovery is made possible. To handle rapid increase in the content, media cloud plays a very vital role. But it is not possible for standalone clouds to handle everything with the increasing user demands. For scalability and better service provisioning, at times, clouds have to communicate with other clouds and share their resources. This scenario is called Intercloud computing or cloud federation. The study on Intercloud computing is still in its start. Resource management is one of the key concerns to be addressed in Intercloud computing. Already done studies discuss this issue only in a trivial and simplistic way. In this study, we present a resource management model, keeping in view different types of services, different customer types, customer characteristic, pricing, and refunding. The presented framework was implemented using Java and NetBeans 8.0 and evaluated using CloudSim 3.0.3 toolkit. Presented results and their discussion validate our model and its efficiency.

  20. Participation in community based natural resource management ...

    African Journals Online (AJOL)

    The study was on participation in Community Based Natural Resource Management Programme (CBNRMP) and its socio-economic effect on rural families in Ikwerre Area, Rivers State Nigeria. A structured questionnaire was administered to 60 beneficiaries of the programme. Data collected were subjected to descriptive ...

  1. Managing Academic Libraries with Fewer Resources.

    Science.gov (United States)

    Riggs, Donald E.

    1992-01-01

    A discussion of academic library management during retrenchment looks at a variety of issues, including staffing needs in the labor-intensive library environment, acquisitions budgeting, interlibrary cooperation (ownership vs. access to resources), entrepreneurship and strategic planning for problem solving, and use of total quality management…

  2. 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.

  3. Community-based natural resource management

    DEFF Research Database (Denmark)

    Treue, Thorsten; Nathan, Iben

    that deliver credible and easily accessible information. Checks and balances can be supported through civil society as well as the media. Finally, the private sector plays a key and potentially beneficial role in the harvest, transport and marketing of CBNRM products. Thus, dialogue partners should include......This technical note is the product of a long process of consultation with a wide range of resource persons who have over the years been involved in the Danish support to Community Based Natural Resource Management. It gives a brief introduction to community-based natural resource management (CBNRM...... from CBNRM will be useful when designing community-based climate adaptation strategies. Thus, this note is a contribution to an ongoing debate as well as a product of the long-standing experiences of Danida's environmental portfolio. CBNRM is not a stand-alone solution to secure poverty reduction...

  4. The VTIE telescope resource management system

    Science.gov (United States)

    Busschots, B.; Keating, J. G.

    2005-06-01

    The VTIE Telescope Resource Management System (TRMS) provides a frame work for managing a distributed group of internet telescopes as a single "Virtual Observatory". The TRMS provides hooks which allow for it to be connected to any Java Based web portal and for a Java based scheduler to be added to it. The TRMS represents each telescope and observatory in the system with a software agent and then allows the scheduler and web portal to communicate with these distributed resources in a simple transparent way, hence allowing the scheduler and portal designers to concentrate only on what they wish to do with these resources rather than how to communicate with them. This paper outlines the structure and implementation of this frame work.

  5. IMPACT OF CONFLICT MANAGEMENT ON EMPLOYEES' PERFORMANCE IN A PUBLIC SECTOR ORGANISATION IN NIGERIA

    Directory of Open Access Journals (Sweden)

    Olu, OJO

    2014-03-01

    Full Text Available This study investigated the impact of conflict management on employees’ performance in a public sector organisation, a case of Power Holding Company of Nigeria (PHCN. This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee’s performance in an organisation and that organisation’s conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees the organisation. This will reduce conflicting situations in the organisation.

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

    Directory of Open Access Journals (Sweden)

    Buchelt Beata Irma

    2017-06-01

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

  7. Evaluating risk management strategies in resource planning

    International Nuclear Information System (INIS)

    Andrews, C.J.

    1995-01-01

    This paper discusses the evaluation of risk management strategies as a part of integrated resource planning. Value- and scope-related uncertainties can be addressed during the process of planning, but uncertainties in the operating environment require technical analysis within planning models. Flexibility and robustness are two key classes of strategies for managing the risk posed by these uncertainties. This paper reviews standard capacity expansion planning models and shows that they are poorly equipped to compare risk management strategies. Those that acknowledge uncertainty are better at evaluating robustness than flexibility, which implies a bias against flexible options. Techniques are available to overcome this bias

  8. Environmental Restoration Information Resource Management Program Plan

    Energy Technology Data Exchange (ETDEWEB)

    1994-09-01

    The Environmental Restoration Information Resources Management (ER IRM) Program Plan defines program requirements, organizational structures and responsibilities, and work breakdown structure and to establish an approved baseline against which overall progress of the program as well as the effectiveness of its management will be measured. This plan will guide ER IRM Program execution and define the program`s essential elements. This plan will be routinely updated to incorporate key decisions and programmatic changes and will serve as the project baseline document. Environmental Restoration Waste Management Program intersite procedures and work instructions will be developed to facilitate the implementation of this plan.

  9. Environmental Restoration Information Resource Management Program Plan

    International Nuclear Information System (INIS)

    1994-09-01

    The Environmental Restoration Information Resources Management (ER IRM) Program Plan defines program requirements, organizational structures and responsibilities, and work breakdown structure and to establish an approved baseline against which overall progress of the program as well as the effectiveness of its management will be measured. This plan will guide ER IRM Program execution and define the program's essential elements. This plan will be routinely updated to incorporate key decisions and programmatic changes and will serve as the project baseline document. Environmental Restoration Waste Management Program intersite procedures and work instructions will be developed to facilitate the implementation of this plan

  10. The role of human resource management in open innovation: exploring the relation between HR practices and OI

    OpenAIRE

    Paul, Svenja

    2013-01-01

    How do human resource practices strengthen open innovation activities? This inductive study of six cases led to propositions exploring that question. I thereby investigated the role of human resource management in open innovation, specifically the relation between HR practices and an employee's willingness to embrace open innovation.

  11. Assessment of work intensification by managers and psychological distressed and non-distressed employees: a multilevel comparison.

    Science.gov (United States)

    Bamberger, Simon Grandjean; Larsen, Anelia; Vinding, Anker Lund; Nielsen, Peter; Fonager, Kirsten; Nielsen, René Nesgaard; Ryom, Pia; Omland, Øyvind

    2015-01-01

    Work intensification is a popular management strategy to increase productivity, but at the possible expense of employee mental stress. This study examines associations between ratings of work intensification and psychological distress, and the level of agreement between compared employee-rated and manager-rated work intensification. Multi-source survey data were collected from 3,064 employees and 573 company managers from the private sector in 2010. Multilevel regression models were used to compare different work intensification ratings across psychological distress strata. Distressed employees rated higher degree of total work intensification compared to non-distressed employees, and on three out of five sub ratings there were an increased prevalence of work intensification in the case group. In general, there was poor agreement between employee and company work intensification rating. Neither manager-rated work intensification nor employee/manager discrepancy in work intensification ratings was associated with psychological distress. Distressed employees had a higher total score of employee/manager agreed work intensification, and a higher prevalence of increased demands of labour productivity. This study demonstrates higher ratings of employee/manager agreed work intensification in distressed employees compared to non-distressed employees, challenging previous findings of reporting bias in distressed employees' assessment of work environment.

  12. Management across distances – how to ensure performance and employee well-being

    DEFF Research Database (Denmark)

    Ipsen, Christine; Poulsen, Signe; Nielsen, Linda

    2015-01-01

    and employee well-being, also termed sustainable management, is not taken into consideration in most intervention studies. In the present study, the concept of sustainable management is applied at the organizational level, aiming at management, with the intention to improve organizational sustainability......Today many businesses are geographically distributed with co-located employees and teams across dispersed work situations. Furthermore, today’s technologies and business requirements both allow and demand distance management like never before. Distance work and management are characteristic...... at ensuring performance and less on the well-being....

  13. Incorporating permaculture and strategic management for sustainable ecological resource management.

    Science.gov (United States)

    Akhtar, Faiza; Lodhi, Suleman A; Khan, Safdar Shah; Sarwar, Farhana

    2016-09-01

    Utilization of natural assets to the best efficient level without changing natural balance has become a critical issue for researchers as awareness on climate change takes central position in global debate. Conventional sustainable resource management systems are based on neoclassical economic approach that ignores the nature's pattern and therefore are not actually capable of sustainable management of resources. Environmentalists are lately advocating incorporation of Permaculture as holistic approach based on ethics, equitable interaction with eco-systems to obtain sustainability. The paper integrates philosophy of permaculture with strategic management frameworks to develop a pragmatic tool for policy development. The policy design tool augments management tasks by integrating recording of natural assets, monitoring of key performance indicators and integration of sectorial policies in real time, bringing out policy as a truly live document. The tool enhances the edifice process, balancing short term viewpoints and long term development to secure renewability of natural resources. Copyright © 2016 Elsevier Ltd. All rights reserved.

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

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2013-02-01

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

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

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2012-12-01

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

  16. Employee health and wellness in South Africa: The role of legislation and management standards

    Directory of Open Access Journals (Sweden)

    Charlotte Sieberhagen

    2009-05-01

    Full Text Available The aim of this study was to investigate the role that legislation and management standards might play in ensuring occupational health and wellness in South Africa. The Occupational Health and Safety Act of 1993 determines that an employer must establish and maintain a work environment that is safe and without risk to the health of employees. It seems that there is a lack of guidance in the laws and statutes with regard to dealing with employee health and wellness. A management standards approach, which involves all the role players in the regulation of employee health and wellness, should be implemented.

  17. Career Management and Employee Motivation in Low Skilled, Low Margin Environments

    International Nuclear Information System (INIS)

    Salman, S; Khan, A

    2014-01-01

    Career management enhances the level of motivation, resilience, awareness and the direction of employees' careers goals relative to the existing job opportunities within and outside an organisation. The main aim of this paper is to evaluate how a low-skilled company environment can use career management as a tool for employee motivation. While using Company A (Food company) as its case study organisation, the research utilises an interpretivism philosophy, deductive research approach, case study research strategy, and random sampling method. Primary data is collected by way of interviews and questionnaires and analysed using coding method. The study establishes that Company A has a robust employee career management programme. This programme is based on both short-term and long-term goals and aims to meet both individual employees' and organisation-wide goals. Specifically, the study establishes that Company A employee career management programme helps employees to make wise career decisions, become aware of available career opportunities, set career goals, execute career goals, explore their careers, and experience career progression. The findings have implications for employee motivation in other low skilled work environments

  18. Influence of management style on employee views of corporate reputation. Application to audit firms

    Directory of Open Access Journals (Sweden)

    Isabel Olmedo-Cifuentes

    2014-10-01

    Full Text Available In the current economic context where the behaviour of firms is carefully examined by the markets, the corporate reputation which is generated by organisations among their stakeholders may facilitate their success. Since employees are actively involved in its shaping and influence the overall perception of the firm's corporate reputation, the aim of this research is to improve the management of the employee views of reputation in order to increase its global evaluation. To do this, we analyse whether the existence of a characteristic management style influences the employee views of reputation, studying the effect of control variables such as employee age, gender, level of education or job position. Using a sample of 148 employees of Spanish accounting audit firms, we develop a specific tool for measuring the reputation from the employee perspective of service SMEs, as well as confirming that a strong participative management style promotes a better perception of reputation by employees than a competitive style. Hence, this study reflects that men prefer a competitive management style. Also, a high level of education along with job position has a positive impact on the preference of a participative style with the job position being the main moderating variable of the proposed model.

  19. Knowledge management awareness in a research and development facility: Investigating employee perceptions

    Directory of Open Access Journals (Sweden)

    Andrea Potgieter

    2013-12-01

    Objectives: This study aimed to understand Sasol R&D employees’ perceptions of knowledge management (KM. The study also assessed the attitude of Sasol R&D management towards KM. Method: The target population for this research included different levels of seniority and education in Sasol R&D. A questionnaire was distributed to a sample of 150 employees in R&D and 50 more who work closely with R&D in support functions. Results: It was found that the importance of KM is understood by Sasol R&D employees and management. It was established that Sasol R&D management regard KM as important, but that their commitment to KM initiatives is not necessarily evident for employees. A concern highlighted by the study was that employees were not aware of the duties of the identified KM champions within their facility. Conclusion: It was suggested that Sasol R&D employees should be made aware of the duties of KM champions. It was also established that Sasol R&D management needs to be more visible in their support of KM initiatives. Recommendations based on the findings of the study can assist Sasol R&D, and other facilities attempting to implement a KM strategy, to gain insight into the perceptions of employees and the role management needs to play in the facilitation of this process.

  20. 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...

  1. Perceptions of forest resource use and management in two village ...

    African Journals Online (AJOL)

    Perceptions of forest resource use and management in two village ... parts of the developing world in terms of their use and management of natural forest resources ... Neither group was aware of current or future management strategies for the ...

  2. Airline company management: 'Defining of necessary number of employees in airline by using artificial intelligence tools'

    Directory of Open Access Journals (Sweden)

    Petrović Dragan M.

    2015-01-01

    Full Text Available In this paper the model for preliminary estimation of number of employees in airline by using of artificial intelligence tools. It is assumed that the tools of artificial intelligence can be applied even for complex tasks such as defining the number of employees in the airline. The results obtained can be used for planning the number of employees, ie. planning the necessary financial investments in human resources, and may also be useful for a preliminary analysis of the airlines that choose to do restructuring or plan to increase/decrease the number of operations. Results were compared with those obtained by regression analysis.

  3. Resources planning for radiological incidents management

    Science.gov (United States)

    Hamid, Amy Hamijah binti Ab.; Rozan, Mohd Zaidi Abd; Ibrahim, Roliana; Deris, Safaai; Yunus, Muhd. Noor Muhd.

    2017-01-01

    Disastrous radiation and nuclear meltdown require an intricate scale of emergency health and social care capacity planning framework. In Malaysia, multiple agencies are responsible for implementing radiological and nuclear safety and security. This research project focused on the Radiological Trauma Triage (RTT) System. This system applies patient's classification based on their injury and level of radiation sickness. This classification prioritizes on the diagnostic and treatment of the casualties which include resources estimation of the medical delivery system supply and demand. Also, this system consists of the leading rescue agency organization and disaster coordinator, as well as the technical support and radiological medical response teams. This research implemented and developed the resources planning simulator for radiological incidents management. The objective of the simulator is to assist the authorities in planning their resources while managing the radiological incidents within the Internal Treatment Area (ITA), Reception Area Treatment (RAT) and Hospital Care Treatment (HCT) phases. The majority (75%) of the stakeholders and experts, who had been interviewed, witnessed and accepted that the simulator would be effective to resolve various types of disaster and resources management issues.

  4. Economic Requirements of Water Resources Management

    Directory of Open Access Journals (Sweden)

    Nasser Khiabani

    2017-03-01

    Full Text Available Indicators of water resources status and water consumption in Iran reveal an imbalance between supply and demand. This is compounded by the current unrealistic water price that signals the inefficiency of the water market in Iran. In economics parlance, the most important factors responsible for the low efficiency of water market are inaccurate valuation and failure to define the ownership rights of water. Low prices, low sensitivity of water demand to prices, and the lack of proper inputs as substitutes for water resources have collectively contributed to excessive pressures on the available water resources for domestic, industrial, and agricultural uses. A brief glance reveals that water resources in Iran are merely priced based on cost accounting. This is while study has shown that developed countries adopt approaches to water pricing that not only consider the final cost of water but also take into account such other parameters that are affected by intrinsic value of water including its bequest and existence values. The present paper draws upon the concepts of value, expenses, and pricing of water in an attempt to explore the marketing and pricing of water resources as the two major tools economists employ in the management of these resources. It is the objective of the study to arrive at an accurate definition of ownership rights of water resources to improve upon the present water marketing. In doing so, the more important components of modern pricing strategies adopted by developed nations will also be investigated. Results indicate that the present cost accounting method used in pricing water in Iran will in the long-run lead to the wastage of water resources and that it should, therefore, be given up in favor modern and more realistic policies to avoid such waste of resources.

  5. Smart Learning Adoption in Employees and HRD Managers

    Science.gov (United States)

    Lee, Junghwan; Zo, Hangjung; Lee, Hwansoo

    2014-01-01

    The innovation of online technologies and the rapid diffusion of smart devices are changing workplace learning environment. Smart learning, as emerging learning paradigm, enables employees' learning to take place anywhere and anytime. Workplace learning studies, however, have focused on traditional e-learning environment, and they have failed…

  6. Radio Frequency Identification (RFID) Based Employee Attendance Management System

    Science.gov (United States)

    Maramis, G. D. P.; Rompas, P. T. D.

    2018-02-01

    Manually recorded attendance of all the employees has produced some problems such as the data accuracy and staff performance efficiency. The objective of this research is to design and develop a software of RFID attendance system which is integrated with database system. This RFID attendance system was developed using several main components such as tags that will be used as a replacement of ID cards and a reader device that will read the information related to the employee attendance. The result of this project is a software of RFID attendance system that is integrated with the database and has a function to store the data or information of every single employee. This system has a maximum reading range of 2 cm with success probability of 1 and requires a minimum interval between readings of 2 seconds in order to achieve an optimal functionality. By using the system, the discipline attitude of the employees and also the performance of the staff will be improved instantly.

  7. High-Performance Management Practices and Employee Outcomes in Denmark

    DEFF Research Database (Denmark)

    Cristini, Annalisa; Eriksson, Tor; Pozzoli, Dario

    High-performance work practices are frequently considered to have positive effects on corporate performance, but what do they do for employees? After showing that organizational innovation is indeed positively associated with firm performance, we investigate whether high-involvement work practices...

  8. Special Aspects of Managers and Employees' Responsibility Structure

    Science.gov (United States)

    Mukhlynina, Olga V.; Zhdanova, Natalia E.; Kondyurina, Irina M.; Bastrakova, Natalia S.; Kovaleva, Tatyana ?.; Mirzabalaeva, Farida I.

    2016-01-01

    The relevance of the research problem due to the fact that society needs people who are able to make their own decisions and take responsibility for their choices, but often there are situations when leaders are not able to delegate responsibility, and employees in turn do not want to take it. The article aims to study the differences in the…

  9. THE EVALUATION OF THE RELATIONSHIP LEVEL BETWEEN HUMAN RESOURCES MANAGERS AND LINEAR MANAGERS REGARDING PERSONNEL MANAGEMENT IN THE ORGANIZATIONS FROM THE REPUBLIC OF MOLDOVA

    Directory of Open Access Journals (Sweden)

    BÎRCĂ ALIC

    2017-11-01

    Full Text Available This scientific approach refers to the relationship between the managers of human resources and linear managers on personnel management within the organization. In this context it is shown the importance of cooperation between the human resources managers and the linear managers on achieving the organizational performance.It is shown the degree of involvement of both the division of human resources and the linear and functional managers and in solving the problems of employees, but also in the implementation of different methods and procedure for the human resources. Also, in the case of the line and the functional managers, is important awareness of the need for their involvement in the activities related to the human resources management. Also, there are shown the possible risks that might face the organization in the case of a mismanagement of human resources management from the linear managers. In order to assess the level of networking of human resources managers with the linear managers and the functional organisations of the Republic of Moldova has been applied the sociological method-questionnaire, being used Likert scale.

  10. Corporate sustainability: the environmental design and human resource management interface in healthcare settings.

    Science.gov (United States)

    Sadatsafavi, Hessam; Walewski, John

    2013-01-01

    Purpose of the Paper: The purpose of this study is to provide healthcare organizations with a new perspective for developing strategies to enrich their human resource capabilities and improve their performance outcomes. The focus of this study is on leveraging the synergy between organizational management strategies and environmental design interventions. This paper proposes a framework for linking the built environment with the human resource management system of healthcare organizations. The framework focuses on the impact of the built environment regarding job attitudes and behaviors of healthcare workers. Research from the disciplines of strategic human resource management, resource-based view of firms, evidence-based design, and green building are utilized to develop the framework. The positive influence of human resource practices on job attitudes and behaviors of employees is one mechanism to improve organizational performance outcomes. Organizational psychologists suggest that human resource practices are effective because they convey that the organization values employee contributions and cares about their well-being. Attention to employee socio-emotional needs can be reciprocated with higher levels of motivation and commitment toward the organization. In line with these findings, healthcare environmental studies imply that physical settings and features can have a positive influence on job attitudes and the behavior of caregivers by providing for their physical and socio-emotional needs. Adding the physical environment as a complementary resource to the array of human resource practices creates synergy in improving caregivers' job attitudes and behaviors and enhances the human capital of healthcare firms. Staff, evidence-based design, interdisciplinary, modeling, perceived organizational supportPreferred Citation: Sadatsafavi, H., & Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in

  11. An Integrative Literature Review on Employee Engagement in the Field of Human Resource Development: Exploring Where We Are and Where We Should Go

    Science.gov (United States)

    Lee, Yunsoo; Shin, Heh Youn; Park, Jiwon; Kim, Woocheol; Cho, Daeyeon

    2017-01-01

    Numerous studies on employee engagement in the HRD (human resource development) field have contributed to the promotion of employee engagement in organizations, yet issues and challenges remain. The purpose of this study is to investigate how employee engagement has been discussed in four representative HRD journals: "Human Resource…

  12. The Role of Talent Management in the Relationships between Employee Engagement: A Study of GLCs

    Directory of Open Access Journals (Sweden)

    Aizat Ramli Afdzal

    2018-01-01

    Full Text Available Talent management practice is crucial in relating the potential talent. The GLCs need to have a potential talent in order to continue the value creation for business competitiveness. Moreover, talent that possesses high level of commitment and engagement will add value in the organization. This study aims to examine the relationship between talent management practices and employee engagement of employees at GLCs. The sample included 230 employees, which were selected randomly. For this study the method for data collection uses a structured questionnaire and were analyzed using partial least square. The hypothesis in this study is accepted whereby on the empirical evidences, it proves the relationship between talent management practices and employee engagement‥

  13. Bayesian adaptive survey protocols for resource management

    Science.gov (United States)

    Halstead, Brian J.; Wylie, Glenn D.; Coates, Peter S.; Casazza, Michael L.

    2011-01-01

    Transparency in resource management decisions requires a proper accounting of uncertainty at multiple stages of the decision-making process. As information becomes available, periodic review and updating of resource management protocols reduces uncertainty and improves management decisions. One of the most basic steps to mitigating anthropogenic effects on populations is determining if a population of a species occurs in an area that will be affected by human activity. Species are rarely detected with certainty, however, and falsely declaring a species absent can cause improper conservation decisions or even extirpation of populations. We propose a method to design survey protocols for imperfectly detected species that accounts for multiple sources of uncertainty in the detection process, is capable of quantitatively incorporating expert opinion into the decision-making process, allows periodic updates to the protocol, and permits resource managers to weigh the severity of consequences if the species is falsely declared absent. We developed our method using the giant gartersnake (Thamnophis gigas), a threatened species precinctive to the Central Valley of California, as a case study. Survey date was negatively related to the probability of detecting the giant gartersnake, and water temperature was positively related to the probability of detecting the giant gartersnake at a sampled location. Reporting sampling effort, timing and duration of surveys, and water temperatures would allow resource managers to evaluate the probability that the giant gartersnake occurs at sampled sites where it is not detected. This information would also allow periodic updates and quantitative evaluation of changes to the giant gartersnake survey protocol. Because it naturally allows multiple sources of information and is predicated upon the idea of updating information, Bayesian analysis is well-suited to solving the problem of developing efficient sampling protocols for species of

  14. Management commitment to safety vs. employee perceived safety training and association with future injury.

    Science.gov (United States)

    Huang, Yueng-Hsiang; Verma, Santosh K; Chang, Wen-Ruey; Courtney, Theodore K; Lombardi, David A; Brennan, Melanye J; Perry, Melissa J

    2012-07-01

    The purpose of this study is to explore and examine, specific to the restaurant industry, two important constructs emerging from the safety climate literature: employee perceptions of safety training and management commitment to safety. Are these two separate constructs? Are there both individual- and shared group-level safety perceptions for these two constructs? What are the relationships between these two constructs and future injury outcomes? A total of 419 employees from 34 limited-service restaurants participated in a prospective cohort study. Employees' perceptions of management commitment to safety and safety training and demographic variables were collected at the baseline. The survey questions were made available in three languages: English, Spanish, and Portuguese. For the following 12 weeks, participants reported their injury experience and weekly work hours. A multivariate negative binomial generalized estimating equation model with compound symmetry covariance structure was used to assess the association between the rate of self-reported injuries and measures of safety perceptions. Even though results showed that the correlation between employees'perceived safety training and management commitment to safety was high, confirmatory factor analysis of measurement models showed that two separate factors fit the model better than as two dimensions of a single factor. Homogeneity tests showed that there was a shared perception of the factor of management commitment to safety for the restaurant workers but there was no consistent perception among them for the factor of perceived safety training. Both individual employees'perceived management commitment to safety and perceptions of safety training can predict employees' subsequent injuries above and beyond demographic variables. However, there was no significant relationship between future injury and employees' shared perception of management commitment to safety. Further, our results suggest that the

  15. 41 CFR 105-53.143 - Information Resources Management Service.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Information Resources... FUNCTIONS Central Offices § 105-53.143 Information Resources Management Service. (a) Creation and authority. The Information Resources Management Service (IRMS), headed by the Commissioner, Information Resources...

  16. Adjusting water resources management to climate change

    Energy Technology Data Exchange (ETDEWEB)

    Riebsame, W E

    1988-01-01

    The nature of climate impacts and adjustment in water supply and flood management is discussed, and a case study of water manager response to climate fluctuation in California's Sacramento Basin is presented. The case illuminates the effect on climate impact and response of traditional management approaches, the dynamic qualities of maturing water systems, socially imposed constraints, and climate extremes. A dual pattern of crisis-response and gradual adjustment emerges, and specific mechanisms for effecting adjustment of water management systems are identified. The case study, and broader trends in US water development, suggest that oversized structural capacity, the traditional adjustment to climate variability in water resources, may prove less feasible in the future as projects become smaller and new facilities are delayed by economic and environmental concerns.

  17. Applying Landscape Science to Natural Resource Management

    Directory of Open Access Journals (Sweden)

    Guy M. Robinson

    2013-03-01

    Full Text Available This is the introduction to the Ecology and Society special feature on "Applying Landscape Science to Natural Resource Management". Primarily drawing upon examples from Australia, the nine papers in the feature illustrate how landscape science seeks to integrate information from diverse sources to generate management solutions for implementation by individual land managers, communities, and governments at different levels. This introduction refers to the genesis of the feature, briefly outlines the nature and content of landscape science, and then summarizes key features of the nine papers. These are organized into two sections: one deals with inputs from human agents in the landscape, and one with the development of models enabling different management scenarios and environmental changes to be envisaged, understood, and applied to policy development.

  18. The Comparison Analysis of Work Related Attitude Between Permanent Employee€™s and Temporary Employee€™s in Bank Sulut

    OpenAIRE

    Handayani, Tri

    2015-01-01

    Human resources is one of the important aspect in the management. Thereover recruitment must be accommodate by management, in order to achieve the company€™s goal. Employees behavior at work will influence employee€™s output. Currently, the company is not only recruit a permanent employees but also hire a temporary employee. The objectives of this research to measure if there are significant differences in work attitudes between permanent employees and temporary employee in the Bank Sulut. Th...

  19. Information technology resource management in radiation oncology.

    Science.gov (United States)

    Siochi, R Alfredo; Balter, Peter; Bloch, Charles D; Bushe, Harry S; Mayo, Charles S; Curran, Bruce H; Feng, Wenzheng; Kagadis, George C; Kirby, Thomas H; Stern, Robin L

    2009-09-02

    The ever-increasing data demands in a radiation oncology (RO) clinic require medical physicists to have a clearer understanding of the information technology (IT) resource management issues. Clear lines of collaboration and communication among administrators, medical physicists, IT staff, equipment service engineers and vendors need to be established. In order to develop a better understanding of the clinical needs and responsibilities of these various groups, an overview of the role of IT in RO is provided. This is followed by a list of IT related tasks and a resource map. The skill set and knowledge required to implement these tasks are described for the various RO professionals. Finally, various models for assessing one's IT resource needs are described. The exposition of ideas in this white paper is intended to be broad, in order to raise the level of awareness of the RO community; the details behind these concepts will not be given here and are best left to future task group reports.

  20. Favorable Cardiovascular Health Is Associated With Lower Health Care Expenditures and Resource Utilization in a Large US Employee Population: The Baptist Health South Florida Employee Study.

    Science.gov (United States)

    Osondu, Chukwuemeka U; Aneni, Ehimen C; Valero-Elizondo, Javier; Salami, Joseph A; Rouseff, Maribeth; Das, Sankalp; Guzman, Henry; Younus, Adnan; Ogunmoroti, Oluseye; Feldman, Theodore; Agatston, Arthur S; Veledar, Emir; Katzen, Barry; Calitz, Chris; Sanchez, Eduardo; Lloyd-Jones, Donald M; Nasir, Khurram

    2017-03-13

    To examine the association of favorable cardiovascular health (CVH) status with 1-year health care expenditures and resource utilization in a large health care employee population. Employees of Baptist Health South Florida participated in a health risk assessment from January 1 through September 30, 2014. Information on dietary patterns, physical activity, blood pressure, blood glucose level, total cholesterol level, and smoking were collected. Participants were categorized into CVH profiles using the American Heart Association's ideal CVH construct as optimal (6-7 metrics), moderate (3-5 metrics), and low (0-2 metrics). Two-part econometric models were used to analyze health care expenditures. Of 9097 participants (mean ± SD age, 42.7±12.1 years), 1054 (11.6%) had optimal, 6945 (76.3%) had moderate, and 1098 (12.1%) had low CVH profiles. The mean annual health care expenditures among those with a low CVH profile was $10,104 (95% CI, $8633-$11,576) compared with $5824 (95% CI, $5485-$6164) and $4282 (95% CI, $3639-$4926) in employees with moderate and optimal CVH profiles, respectively. In adjusted analyses, persons with optimal and moderate CVH had a $2021 (95% CI, -$3241 to -$801) and $940 (95% CI, -$1560 to $80) lower mean expenditure, respectively, than those with low CVH. This trend remained even after adjusting for demographic characteristics and comorbid conditions as well as across all demographic subgroups. Similarly, health care resource utilization was significantly lower in those with optimal CVH profiles compared with those with moderate or low CVH profiles. Favorable CVH profile is associated with significantly lower total medical expenditures and health care utilization in a large, young, ethnically diverse, and fully insured employee population. Copyright © 2017 Mayo Foundation for Medical Education and Research. Published by Elsevier Inc. All rights reserved.

  1. Managing diverse occupational therapy resources in a creative, corporate model.

    Science.gov (United States)

    Baptiste, S

    1993-10-01

    Two occupational therapy departments were amalgamated into a corporate whole and charged with the development of a workable, corporate structure. The departmental model which was developed served to enhance the concepts of quality of working life, employee autonomy, management team and quality circle theory. This paper provides a background from business and organizational literature, and outlines the development of the departmental model, in concert with the adoption of the client-centred model of occupational performance as a department basis for practice. This development was taking place concurrently with larger, institutional changes into a decentralized clinical programme management model. Discussion highlights the level of staff satisfaction with the changes, areas of concern during the development of the system and plans for the future growth. During this period of massive and critical change in the delivery of health care services, there has been a trend in restructuring health care institutions towards decentralized models. This paper will describe the experience of one occupational therapy department in developing an innovative departmental structure involving participatory management amalgamation. It is believed that the experience of the past occupational therapy work units with one viable option for a renewed management model. Staff skill sets can be maximized and optimal potential realized while faced with inevitable resource shrinkage and service reorganization.

  2. Crew resource management: applications in healthcare organizations.

    Science.gov (United States)

    Oriol, Mary David

    2006-09-01

    Healthcare organizations continue their struggle to establish a culture of open communication and collaboration. Lessons are learned from the aviation industry, which long ago acknowledged that most errors were the result of poor communication and coordination rather than individual mistakes. The author presents a review of how some healthcare organizations have successfully adopted aviation's curriculum called Crew Resource Management, which promotes and reinforces the conscious, learned team behaviors of cooperation, coordination, and sharing.

  3. Cultural resource management: The risk of compliance

    Energy Technology Data Exchange (ETDEWEB)

    Curtis, S.A.

    1994-02-01

    The statutory mandate for federal agencies to involve American Indians in the management of cultural resources may create a cultural risk for the people those statutes are intended to protect. A conceptual framework is given to help understand this dilemma. Factors that can exacerbate the severity of the adverse cultural impacts for tribal people are also examined. Policy recommendations are offered for reducing tensions among an the participants in the statutory process.

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

    Science.gov (United States)

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

    2016-11-21

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

  5. Radiation exposures of medical employees and its management

    Energy Technology Data Exchange (ETDEWEB)

    Saegusa, K; Arimizu, N [Chiba Univ. (Japan). School of Medicine; Uchiyama, A

    1982-03-01

    For the five years period from April, 1976, to March, 1981, the usage of film badges at the hospital of Chiba University is described as follows: the number of personnel using film badges, the distribution of radiation exposure dose, and the employees exposed beyond 500 mrem yearly in respective years, departments and professional types. The cumulative number of personnel was 2,476 (yearly average was 495). Professional types were physician, nurse, radiation technician, researcher, etc. The number of personnel using film badges has been increasing year after year; of which about 500, 70% are physicians. A cumulative total of the employees exposed exceeding 500 mrem yearly was 11, ten being physicians; the highest dose was 1,840 mrem. The average yearly exposure dose per person was the highest in radiation technicians (100 - 30 mrem/person/year), followed by physicians (50 - 24 mrem) and nurses (9 - 1 mrem). As a whole, the value was 45 - 20 mrem/person/year.

  6. Game Theory in water resources management

    Science.gov (United States)

    Katsanevaki, Styliani Maria; Varouchakis, Emmanouil; Karatzas, George

    2015-04-01

    Rural water management is a basic requirement for the development of the primary sector and involves the exploitation of surface/ground-water resources. Rational management requires the study of parameters that determine their exploitation mainly environmental, economic and social. These parameters reflect the influence of irrigation on the aquifer behaviour and on the level-streamflow of nearby rivers as well as on the profit from the farming activity for the farmers' welfare. The question of rural water management belongs to the socio-political problems, since the factors involved are closely related to user behaviour and state position. By applying Game Theory one seeks to simulate the behaviour of the system 'surface/ground-water resources to water-users' with a model based on a well-known game, "The Prisoner's Dilemma" for economic development of the farmers without overexploitation of the water resources. This is a game of two players that have been extensively studied in Game Theory, economy and politics because it can describe real-world cases. The present proposal aims to investigate the rural water management issue that is referred to two competitive small partnerships organised to manage their agricultural production and to achieve a better profit. For the farmers' activities water is required and ground-water is generally preferable because consists a more stable recourse than river-water which in most of the cases in Greece are of intermittent flow. If the two farmer groups cooperate and exploit the agreed water quantities they will gain equal profits and benefit from the sustainable availability of the water recourses (p). If both groups overexploitate the resource to maximize profit, then in the medium-term they will incur a loss (g), due to the water resources reduction and the increase of the pumping costs. If one overexploit the resource while the other use the necessary required, then the first will gain great benefit (P), and the second will

  7. Clarifying the Management Role in Dealing with Employees Personal Issues in the Lebanese Organizations

    Directory of Open Access Journals (Sweden)

    Abdallah Kamal Eldine

    2017-06-01

    Full Text Available The majority of workers have many occasional difficulties that sometimes become a problem affecting the worker’s performance. When this will repeatedly fail to meet expectations, a serious problem may become the main reason which contributes to the job decline. Therefore, a pattern of reduced performance indicates the need for a supervisory action from managers. Poor performance could be reflected under three main categories, such as employee availability, employee productivity, and employee conduct. The reasons and causes of this poor performance could be a personal issue related to the employee. Many types of personal problems are affecting the job performance in organizations, such as marital strife, financial difficulties and child care complication. More serious difficulties and the abuse of these problems-if not resolved-may cause unending issues at work. This problem is highly important especially that it can affect the job performance and the company income. Moreover, it can simply result in the failure of the employee to meet the performance standards, which kills productivity. The purpose of this qualitative exploratory phenomenological study is to clarify the management role in dealing with employees personal issues in the Lebanese organizations as perceived by the lived experience of managers. The research instrument which will be used is a face-to-face structured interview with six managers of the major functions in different Lebanese organizations. The sample type will be by convenience.

  8. RESEARCH OF RELATIONSHIP BETWEEN LEADERSHIP BEHAVIORS OF MANAGERS AND ORGANIZATIONAL COMMITMENT OF EMPLOYEES USING STATISTICAL METHODS

    Directory of Open Access Journals (Sweden)

    Aydoğan Durmuş

    2016-08-01

    Full Text Available In this study conducted to research the relationship between leadership behaviors of managers between organizational commitment of employees, a survey has been applied to 155 employees who work in 3 companies in Istanbul province. To measure organizational commitment of employees: "Organizational Commitment Scale" developed by Meyer, Allen ve Smith ; to measure leadership behaviors:" Leadership Behaviors Inventory" of Kent and "Multidimensional Leadership Problems" titled survey forms have been examined and leadership behavior scale which is often used in researches and has been created developing leadership behavior questions based on "Behavioral Repertoire of Leaders" of  Goleman. The data collected by the survey were evaluated by entering into SPSS 22 software. As a result of the application; it has been found that, as autocratic, visionary,  participating and leadership behaviors of managers strengthen, attendance to corporation and normative commitment of employees increase, as educational and relationship oriented behaviors of managers strengthen, attendance to corporation and normative commitment of employees strengthens. As overall satisfaction level of employees with leadership behavior of managers increases, their attendance and normative commitment to organization increased as well.

  9. Manager support for work-family issues and its impact on employee-reported pain in the extended care setting.

    Science.gov (United States)

    O'Donnell, Emily M; Berkman, Lisa F; Subramanian, S V

    2012-09-01

    Supervisor-level policies and the presence of a manager engaged in an employee's need to achieve work-family balance, or "supervisory support," may benefit employee health, including self-reported pain. We conducted a census of employees at four selected extended care facilities in the Boston metropolitan region (n = 368). Supervisory support was assessed through interviews with managers and pain was reported by employees. Our multilevel logistic models indicate that employees with managers who report the lowest levels of support for work-family balance experience twice as much overall pain as employees with managers who report high levels of support. Low supervisory support for work-family balance is associated with an increased prevalence of employee-reported pain in extended care facilities. We recommend that manager-level policies and practices receive additional attention as a potential risk factor for poor health in this setting.

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

    Directory of Open Access Journals (Sweden)

    Weerakoon Ranjan Kumara

    2016-03-01

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

  11. The Role of Managers in Employee Wellness Programs: A Mixed-Methods Study.

    Science.gov (United States)

    Passey, Deborah G; Hammerback, Kristen; Huff, Aaron; Harris, Jeffrey R; Hannon, Peggy A

    2018-01-01

    The purpose of this study is to evaluate managers' barriers and facilitators to supporting employee participation in the Washington State Wellness program. Exploratory sequential mixed methods. Four Washington State agencies located in Olympia and Tumwater, Washington. State employees in management positions (executive, middle, and line), whose job includes supervision of subordinates and responsibility for the performance and conduct of a subunit or group. We interviewed 23 managers and then used the results to create a survey that was fielded to all managers at the 4 agencies. The survey response rate was 65% (n = 607/935). We used qualitative coding techniques to analyze interview transcripts and descriptive statistics to summarize survey data. We used the Total Worker Health framework to organize our findings and conclusions. Managers support the wellness program, but they also face challenges with accommodating employees' participation due to workload, scheduling inflexibility, and self-efficacy to discuss wellness with direct reports. About half the managers receive support from the manager above them, and most have not received training on the wellness program. Our findings point to several strategies that can strengthen managers' role in supporting the wellness program: the provision of training, targeted messages, formal expectations, and encouragement (from the manager above) to support employees' participation.

  12. 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.

  13. Enterprise Resource Planning, Operations and Management

    DEFF Research Database (Denmark)

    Hald, Kim Sundtoft; Mouritsen, Jan

    2013-01-01

    Purpose – This research aims to explore the enabling and constraining effects of enterprise resource planning (ERP) systems and speculate on how these can be linked to the four generic roles of operations management (OM) proposed by Slack et al. Design/methodology/approach – This research...... are linked conceptually. Based on the identified effects of ERP, the paper speculates on the managerial tasks of the production and operations manager (POM) in an ERP environment and lists a set of central concerns of potential relevance to POM and to future research. Research limitations...... for practicing POMs in managing the implementation and design of ERP to support the different domains of OM. Originality/value – Current studies of the effects of ERP and their link to the practice of OM tend to focus on one or a few roles of the emerging system. Such studies do not properly take into account...

  14. Resources for work-related well-being: a qualitative study about healthcare employees' experiences of relationships at work.

    Science.gov (United States)

    Schön Persson, Sophie; Nilsson Lindström, Petra; Pettersson, Pär; Nilsson, Marie; Blomqvist, Kerstin

    2018-05-23

    The aim of this study was to explore municipal healthcare employees' experiences of relationships with care recipients and colleagues. The specific research questions were when do the relationships enhance well-being, and what prerequisites are needed for such relationships to occur?. Employees in health and social care for older people often depict their work in negative terms, and they often take a high number of sick leaves. Despite the heavy workload, other employees express well-being at work and highlight social relationships as one reason for this. However, a greater understanding of how these relationships can act as resources for workplace well-being is needed. The design of the study was qualitative and exploratory. Qualitative interview studies were conducted with twenty-three healthcare employees in municipal healthcare. Thematic analysis was used to analyse the data. Two themes were identified as resources for promoting relationships between employees and care recipients or colleagues: (i) Being personal - a close interpersonal relationship to a care recipient - and (ii) Colleague belongingness - a sense of togetherness within the working group. Spending quality time together, providing long-term care and providing additional care were antecedents for a close interpersonal relationship with care recipients. Trust, mutual responsibility and cooperation were antecedents for a sense of togetherness within the working group. The findings provide an empirical base to raise awareness of relationships with care recipients and colleagues as health aspects. Relationships among employees in healthcare are vital resources that must be considered to create sustainable workplaces, and consequently improve the quality of care. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

  15. Participation of Employees in Company Management - Legal basis for its implementation in the Republic of Macedonia

    OpenAIRE

    Petkukjeski, Ljupco; Andonov, Marko; Mihajloski, Zoran; Miseva, Kristina

    2014-01-01

    The company represents a complex social organism which interests should be different from the interests of various interest groups within the company. Company employees as part of the social structure, have the right to participate in decisions relating to their position in the company and that affect their rights and interests. Participation of employees in management is democratic achievement which reduces inequality based on differences in economic strength and power. This approach allo...

  16. The Role of Human Resource Management Practice Mediated by Knowledge Management (Study on companies from ICT sector, Croatia

    Directory of Open Access Journals (Sweden)

    Marina Klacmer Calopa

    2015-05-01

    Full Text Available This paper integrates theories and findings of the role of human resources management (HRM in the process of knowledge management (KM in the information and communication technologies (ICT sector in Croatia.In order to succeed, companies must prevent the loss of knowledge. Therefore, they must recognize the importance of human resources as the main factor of business. Only knowledge management enables knowledge sharing.Furthermore, applications of information technology (IT in the field of HRM can prevent the loss of knowledge and arise the transfer of knowledge among employees.For the purpose of this paper, a survey regarding human resource and knowledge management in IT companies is conducted in order to analyze the structure of HR and the importance of knowledge sharing in an organization.

  17. Knowledge and information management for integrated water resource management

    Science.gov (United States)

    Watershed information systems that integrate data and analytical tools are critical enabling technologies to support Integrated Water Resource Management (IWRM) by converting data into information, and information into knowledge. Many factors bring people to the table to participate in an IWRM fra...

  18. Analyzing best practices in employee health management: how age, sex, and program components relate to employee engagement and health outcomes.

    Science.gov (United States)

    Terry, Paul E; Grossmeier, Jessica; Mangen, David J; Gingerich, Stefan B

    2013-04-01

    Examine the influence of employee health management (EHM) best practices on registration, participation, and health behavior change in telephone-based coaching programs. Individual health assessment data, EHM program data, and health coaching participation data were analyzed for associations with coaching program enrollment, active participation, and risk reduction. Multivariate analyses occurred at the individual (n = 205,672) and company levels (n = 55). Considerable differences were found in how age and sex impacted typical EHM evaluation metrics. Cash incentives for the health assessment were associated with more risk reduction for men than for women. Providing either a noncash or a benefits-integrated incentive for completing the health assessment, or a noncash incentive for lifestyle management, strengthened the relationship between age and risk reduction. In EHM programs, one size does not fit all. These results can help employers tailor engagement strategies for their specific population.

  19. Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test.

    Science.gov (United States)

    Crawford, Eean R; Lepine, Jeffery A; Rich, Bruce Louis

    2010-09-01

    We refine and extend the job demands-resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positively associated, whereas resources and burnout were negatively associated. Second, whereas relationships among resources and engagement were consistently positive, relationships among demands and engagement were highly dependent on the nature of the demand. Demands that employees tend to appraise as hindrances were negatively associated with engagement, and demands that employees tend to appraise as challenges were positively associated with engagement. Implications for future research are discussed. Copyright 2010 APA, all rights reserved

  20. Mental models of safety: do managers and employees see eye to eye?

    Science.gov (United States)

    Prussia, Gregory E; Brown, Karen A; Willis, P Geoff

    2003-01-01

    Disagreements between managers and employees about the causes of accidents and unsafe work behaviors can lead to serious workplace conflicts and distract organizations from the important work of establishing positive safety climate and reducing the incidence of accidents. In this study, the authors examine a model for predicting safe work behaviors and establish the model's consistency across managers and employees in a steel plant setting. Using the model previously described by Brown, Willis, and Prussia (2000), the authors found that when variables influencing safety are considered within a framework of safe work behaviors, managers and employees share a similar mental model. The study then contrasts employees' and managers' specific attributional perceptions. Findings from these more fine-grained analyses suggest the two groups differ in several respects about individual constructs. Most notable were contrasts in attributions based on their perceptions of safety climate. When perceived climate is poor, managers believe employees are responsible and employees believe managers are responsible for workplace safety. However, as perceived safety climate improves, managers and employees converge in their perceptions of who is responsible for safety. It can be concluded from this study that in a highly interdependent work environment, such as a steel mill, where high system reliability is essential and members possess substantial experience working together, managers and employees will share general mental models about the factors that contribute to unsafe behaviors, and, ultimately, to workplace accidents. It is possible that organizations not as tightly coupled as steel mills can use such organizations as benchmarks, seeking ways to create a shared understanding of factors that contribute to a safe work environment. Part of this improvement effort should focus on advancing organizational safety climate. As climate improves, managers and employees are likely to agree

  1. Home-based telecommuting and quality of life: further evidence on an employee-oriented human resource practice.

    Science.gov (United States)

    Hornung, Severin; Glaser, Jürgen

    2009-04-01

    Building on previous research, further evidence for the potential of home-based telecommuting as an employee-oriented human resource practice is provided from a study in the German public administration. Survey data from 1,008 public employees were analyzed using structural equation modeling. Mean age of the sample was 43.6 yr. (SD = 8.8 yr.), and 27.5% (277) of the participants were women. Analysis supported the roles of higher Autonomy and lower Work-Family Conflict as psychological mediators between Telecommunication Intensity and both Job Satisfaction and Quality of Life. Implications for the design of flexible working arrangements are discussed.

  2. Clackamas County Public Health: Employee Engagement in Quality Improvement and Performance Management Activities.

    Science.gov (United States)

    Mason, Philip

    This case report provides an example of a local health department's use of performance management tools across its agency. An emphasis is on engaging staff across all levels of the organization so that employees can understand how their work affects overall performance management.

  3. Employees\\' perceptions of the Aid-for-AIDS disease-management ...

    African Journals Online (AJOL)

    It is estimated that 18–20% of South Africa\\'s more than 5 million HIV-positive individuals are formally employed. Disease management programmes for these employees vary in scope and sophistication, with services provided by the employer, or third-party specialist disease managers, or through medical aid schemes.

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

    OpenAIRE

    Hiromichi Shibata; Andrew Doyle

    2006-01-01

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

  5. Managing Climate Risk to Agriculture and Water Resources in South ...

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

    Managing Climate Risk to Agriculture and Water Resources in South Africa ... to better integrate information on climate change and climate variability into water resources policy, planning and management. ... University of the Free State.

  6. Natural Resources Management for Sustainable Food Security in ...

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

    Natural Resources Management for Sustainable Food Security in the Sahel ... as well as strategies for managing the resource base with a view to improving food security. ... InnoVet-AMR grants to support development of innovative veterinary ...

  7. 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

  8. 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 ...

  9. Integrated Natural Resource Management in the Highlands of ...

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

    1 janv. 2012 ... Integrated Natural Resource Management in the Highlands of Eastern Africa: ... goal of implementing an integrated approach to natural resource ... and the International Water Management Institute in Addis Ababa, Ethiopia.

  10. Integrated Natural Resource Management in the Highlands of ...

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

    2012-01-01

    Jan 1, 2012 ... Book cover Integrated Natural Resource Management in the ... with the common goal of implementing an integrated approach to natural resource ... and the International Water Management Institute in Addis Ababa, Ethiopia.

  11. Water resource management model for a river basin

    OpenAIRE

    Jelisejevienė, Emilija

    2005-01-01

    The objective is to develop river basin management model that ensures integrated analysis of existing water resource problems and promotes implementation of sustainable development principles in water resources management.

  12. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    2015-01-01

    This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity of comp...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network.......This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity...... of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management...

  13. Bringing Technology to the Resource Manager ... and Not the Reverse

    Science.gov (United States)

    Daniel L. Schmoldt

    1992-01-01

    Many natural resource managers envision their jobs as pressed between the resources that they have a mandate to manage and the technological aides that are essential tools to conduct those management activities. On the one hand, managers are straining to understand an extremely complex array of natural systems and the management pressures placed on those systems. Then...

  14. Space Flight Resource Management for ISS Operations

    Science.gov (United States)

    Schmidt, Lacey L.; Slack, Kelley; Holland, Albert; Huning, Therese; O'Keefe, William; Sipes, Walter E.

    2010-01-01

    Although the astronaut training flow for the International Space Station (ISS) spans 2 years, each astronaut or cosmonaut often spends most of their training alone. Rarely is it operationally feasible for all six ISS crewmembers to train together, even more unlikely that crewmembers can practice living together before launch. Likewise, ISS Flight Controller training spans 18 months of learning to manage incredibly complex systems remotely in plug-and-play ground teams that have little to no exposure to crewmembers before a mission. How then do all of these people quickly become a team - a team that must respond flexibly yet decisively to a variety of situations? The answer implemented at NASA is Space Flight Resource Management (SFRM), the so-called "soft skills" or team performance skills. Based on Crew Resource Management, SFRM was developed first for shuttle astronauts and focused on managing human errors during time-critical events (Rogers, et al. 2002). Given the nature of life on ISS, the scope of SFRM for ISS broadened to include teamwork during prolonged and routine operations (O'Keefe, 2008). The ISS SFRM model resembles a star with one competency for each point: Communication, Cross-Culture, Teamwork, Decision Making, Team Care, Leadership/Followership, Conflict Management, and Situation Awareness. These eight competencies were developed with international participation by the Human Behavior and Performance Training Working Group. Over the last two years, these competencies have been used to build a multi-modal SFRM training flow for astronaut candidates and flight controllers that integrates team performance skills into the practice of technical skills. Preliminary results show trainee skill increases as the flow progresses; and participants find the training invaluable to performing well and staying healthy during ISS operations. Future development of SFRM training will aim to help support indirect handovers as ISS operations evolve further with the

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

    Directory of Open Access Journals (Sweden)

    Berber Nemanja

    2014-01-01

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

  16. The effects of stress and managers' behaviour on the job satisfaction and organisational citizenship behaviour of hotel employees

    OpenAIRE

    Akgunduz, Yilmaz; Dalgic, Ali; Kale, Anil

    2016-01-01

    Hotel business' organizational success depends heavily on the employees' performance because of its labor-intensive structure. In the industry, levels of employees stress and manager behaviors directly affect the employees' behaviors. These effects could be either negative (turnover intentions, absenteeism, deteriorated performance etc.) or positive (job satisfaction, organizational commitment and organizational citizenship behavior etc.). This study, performed in hotel businesses, delved int...

  17. Integrated Management of Residential Energy Resources

    Directory of Open Access Journals (Sweden)

    Antunes C. H.

    2012-10-01

    Full Text Available The increasing deployment of distributed generation systems based on renewables in the residential sector, the development of information and communication technologies and the expected evolution of traditional power systems towards smart grids are inducing changes in the passive role of end-users, namely with stimuli to change residential demand patterns. The residential user should be able to make decisions and efficiently manage his energy resources by taking advantages from his flexibility in load usage with the aim to minimize the electricity bill without depreciating the quality of energy services provided. The aim of this paper is characterizing electricity consumption in the residential sector and categorizing the different loads according to their typical usage, working cycles, technical constraints and possible degree of control. This categorization of end-use loads contributes to ascertain the availability of controllable loads to be managed as well as the different direct management actions that can be implemented. The ability to implement different management actions over diverse end-use load will increase the responsiveness of demand and potentially raises the willingness of end-users to accept such activities. The impacts on the aggregated national demand of large-scale dissemination of management systems that would help the end-user to make decisions regarding electricity consumption are predicted using a simulator that generates the aggregated residential sector electricity consumption under variable prices.

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

    Science.gov (United States)

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

    2011-06-01

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

  19. human resource management for sustainable microfinance ...

    African Journals Online (AJOL)

    Ada

    KEY WORDS: stakeholders, skills development, business entrepreneurship ability, employee development, employee welfare, and commitment. ..... developing the skills and abilities of the personnel, motivating them to high levels of ..... coordination in the fight against poverty and improvement of the productive capacity of ...

  20. Electronic resource management systems a workflow approach

    CERN Document Server

    Anderson, Elsa K

    2014-01-01

    To get to the bottom of a successful approach to Electronic Resource Management (ERM), Anderson interviewed staff at 11 institutions about their ERM implementations. Among her conclusions, presented in this issue of Library Technology Reports, is that grasping the intricacies of your workflow-analyzing each step to reveal the gaps and problems-at the beginning is crucial to selecting and implementing an ERM. Whether the system will be used to fill a gap, aggregate critical data, or replace a tedious manual process, the best solution for your library depends on factors such as your current soft