WorldWideScience

Sample records for technological human resources

  1. 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.

  2. Technology innovation, human resources and dysfunctional integration

    DEFF Research Database (Denmark)

    Madsen, Arne Stjernholm; Ulhøi, John Parm

    2005-01-01

    (Internet technology), which transcends the traditional business of the company in question. It illustrates what goes wrong when innovative human resources do not succeed in becoming integrated into the rest of the host organization and therefore may become trapped by their own passion in a position as self...... his employment in a new business development department (BDD) at Ericsson Denmark. Secondly, the study covers all phases and aspects of the innovation process, from inception to field trials. Thirdly, it represents a radical innovation (The Home Communication Concept) based on a disruptive technology...

  3. Technological Literacy and Human Cloning. Resources in Technology.

    Science.gov (United States)

    Baird, Steven L.

    2002-01-01

    Discusses how technology educators can deal with advances in human genetics, specifically, cloning. Includes a definition and history of cloning, discusses its benefits, and looks at social concerns and arguments for and against human cloning. Includes classroom activities and websites. (Contains 10 references.) (JOW)

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

    International Nuclear Information System (INIS)

    Ogura, Kenji; Hoshide, Akehiko

    2008-01-01

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

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

    Science.gov (United States)

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

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

  6. Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges

    NARCIS (Netherlands)

    Bondarouk, Tatiana; Ruel, Hubertus Johannes Maria; Guiderdoni-Jourdain, Karine; Oiry, Ewan

    2009-01-01

    Digital advancements and discoveries are now challenging traditional human resource management services within businesses. The Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges provides practical, situated, and unique

  7. Theory Development and Convergence of Human Resource Fields: Implications for Human Performance Technology

    Science.gov (United States)

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

    This study examines major theory developments in human resource (HR) fields and discusses implications for human performance technology (HPT). Differentiated HR fields are converging to improve organizational performance through knowledge-based innovations. Ruona and Gibson (2004) made a similar observation and analyzed the historical evolution…

  8. Civil Service Human Resource Capacity and Information Technology

    African Journals Online (AJOL)

    Tesfaye

    2009-01-01

    Jan 1, 2009 ... resource capacity and the effective utilisation of Information Technology. In order to substantiate this, the paper elicited data from civil service employees in Ethiopia and USA, so that the gap analysis between the two countries can be discerned. In addition to this, the paper analyses the impact of IT on the ...

  9. Human Resource Management System

    OpenAIRE

    Navaz, A. S. Syed; Fiaz, A. S. Syed; Prabhadevi, C.; Sangeetha, V.; Gopalakrishnan, S.

    2013-01-01

    The paper titled HUMAN RESOURCE MANAGEMENT SYSTEM is basically concerned with managing the Administrator of HUMAN RESOURCE Department in a company. A Human Resource Management System, refers to the systems and processes at the intersection between human resource management and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standa...

  10. Development of Human Resources Using New Technologies in Long-Life Learning

    Directory of Open Access Journals (Sweden)

    Micu Bogdan Ghilic

    2011-01-01

    Full Text Available Information and communication technologies (ICT offer new opportunities to reinvent the education and to make people and makes learning more fun and contemporary but poses many problems to educational institutions. Implementation of ICT determines major structural changes in the organizations and mental switch from bureaucratic mentality to customer-oriented one. In this paper I try to evaluate methods of developing the lifelong learning programs, impact to human resources training and development and the impact of this process on educational institutions. E-learning usage in training the human resources can make a new step in development of the education institutions, human resources and companies.

  11. Human Resources for Science and Technology: The Asian Region.

    Science.gov (United States)

    Johnson, Jean M.

    This document is a summary of the situations of six Asian nations (The People's Republic of China, Japan, Singapore, South Korea, Taiwan, and India) compared to the United States in science and technology education. The paper includes a table of the production of bachelor of science degrees in science and engineering in 1990, comparing the Asian…

  12. Human Resource Implications of Information Technology in State Government.

    Science.gov (United States)

    Dawes, Sharon S.

    1994-01-01

    Outlines how changing information technologies influence the nature and operation of public programs, the structure and function of public organizations, and the content of public service jobs. Problems in the areas of title structures, recruitment, testing and selection, and civil service processes are discussed. (Author/JOW)

  13. IMPACT OF INFORMATION TECHNOLOGY ADVANCEMENT ON HUMAN RESOURCE MANAGEMENT: A STUDY WITH SPECIAL REFERENCE TO YENEPOYA UNIVERSITY, DERALAKATTE IN MANGALORE

    OpenAIRE

    S. Abhitha; Dr. Yathish Kumar

    2016-01-01

    This study was intended to evaluate the impact of information technology on Human Resource Management. The study was guided by three distinctive objectives related to the topic that is to know the demographic details of employees, to find out the impact of information technology on human resource management and to know the satisfaction level of employees towards the benefits of information technology on human resource management. The study employed descriptive research design. Primary and sec...

  14. Review of the Human Resources, Finance, and Information Technology Operations of the Seattle Public Schools

    Science.gov (United States)

    Council of the Great City Schools, 2008

    2008-01-01

    In late 2007, the Council of the Great City Schools conducted a high-level management review of the school district's human resources, financial, and technology operations to: (1) Review and evaluate the leadership, management, organization, and operations of the respective departments; and (2) Develop recommendations and proposals that would…

  15. Information Technology Applications on Human Resources Management Functions in Large U.S. Metropolitan Areas

    Science.gov (United States)

    Alsawafy, Qais Abdulkadum Kahalf

    2013-01-01

    The existing bond between human resources (HR) that team up in a business enterprise and the "real medium" information technology (IT) itself appears in the moment that the relationship is generated independently of the kind of enterprise and the relationship established between them. In today's competitive business world, companies who…

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

    International Nuclear Information System (INIS)

    Simo, A.; Nyobe, J.B.

    2004-01-01

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

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

    International Nuclear Information System (INIS)

    Simo, A.; Nyobe, J.B.

    2004-01-01

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

  18. Exploring the role of the human resource function in the South African information technology industry

    Directory of Open Access Journals (Sweden)

    Caron Hall

    2007-01-01

    Full Text Available The Information Technology (IT industry is one that is characterised by rapid change and a heavy reliance on human skills. A study was conducted to qualitatively explore the role of the Human Resource (HR function in the South African IT industry. Semi-structured individual and focus group interviews with professionals in this function highlighted many opportunities for HR to render a more strategic role in an environment where a skills shortage and many related problem areas exist. The implications of these findings are discussed and proposals for redefining the role of HR in the specific industry are offered.

  19. Information technology resources assessment

    Energy Technology Data Exchange (ETDEWEB)

    Stevens, D.F. [ed.

    1992-01-01

    This year`s Information Technology Resources Assessment (ITRA) is something of a departure from traditional practice. Past assessments have concentrated on developments in fundamental technology, particularly with respect to hardware. They form an impressive chronicle of decreasing cycle times, increasing densities, decreasing costs (or, equivalently, increasing capacity and capability per dollar spent), and new system architectures, with a leavening of operating systems and languages. Past assessments have aimed -- and succeeded -- at putting information technology squarely in the spotlight; by contrast, in the first part of this assessment, we would like to move it to the background, and encourage the reader to reflect less on the continuing technological miracles of miniaturization in space and time and more on the second- and third-order implications of some possible workplace applications of these miracles. This Information Technology Resources Assessment is intended to provide a sense of technological direction for planners in projecting the hardware, software, and human resources necessary to support the diverse IT requirements of the various components of the DOE community. It is also intended to provide a sense of our new understanding of the place of IT in our organizations.

  20. Information technology resources assessment

    Energy Technology Data Exchange (ETDEWEB)

    Stevens, D.F. (ed.)

    1992-01-01

    This year's Information Technology Resources Assessment (ITRA) is something of a departure from traditional practice. Past assessments have concentrated on developments in fundamental technology, particularly with respect to hardware. They form an impressive chronicle of decreasing cycle times, increasing densities, decreasing costs (or, equivalently, increasing capacity and capability per dollar spent), and new system architectures, with a leavening of operating systems and languages. Past assessments have aimed -- and succeeded -- at putting information technology squarely in the spotlight; by contrast, in the first part of this assessment, we would like to move it to the background, and encourage the reader to reflect less on the continuing technological miracles of miniaturization in space and time and more on the second- and third-order implications of some possible workplace applications of these miracles. This Information Technology Resources Assessment is intended to provide a sense of technological direction for planners in projecting the hardware, software, and human resources necessary to support the diverse IT requirements of the various components of the DOE community. It is also intended to provide a sense of our new understanding of the place of IT in our organizations.

  1. Resources, Technology, and Strategy

    DEFF Research Database (Denmark)

    Resources, Technology and Strategy brings together contributors from Europe, North America and Asia to consider the strategic relationship between technology and other resources, such as production capabilities, marketing prowess, finance and organisational culture. Throughout the book...

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

    International Nuclear Information System (INIS)

    Min, B.J.

    2007-01-01

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

  3. ELECTRONIC HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Dr. M. Panneerselvam

    2017-01-01

    Electronic Human Resource Management is an essence the revolution of human resource functions to management and employees. These functions are typically used via intranet and web technology. This helps the organization to improve their standards where they can able to review and forward. All those documents can be viewed within a fraction of second with help of client and server links. The phenomenon of E- HRM deserves closer and more fundamental roots to HR activity. The E-HRM develops and b...

  4. Information Technology, Human Resources Management Systems and Firm Performance: An Empirical Analysis from Spain

    Directory of Open Access Journals (Sweden)

    Pilar Ficapal-Cusí

    2011-04-01

    Full Text Available This research paper uses survey data on 1.518 Catalan firms (in Spain, with capital in Barcelona to examine the relationship between IT use, innovative human resources management systems (IHRMS and firm’s performance. Using factor and cluster analysis, we find that only one-third of Catalan firms use IHRMS. Using association analysis we find that firms that adopt IHMRS are more internationalised; show grater ability to adapt to the change environment, to innovate and to collaborate; focuses product/service differentiation strategy enhancing quality; apply a greater degree of new forms of work organization; use IT more intensively; and invest more in training their employees Using regression analysis, we find that features which are structural, technological, strategic, organisational and result-related explain the adoption of IHRMS.

  5. Resources in Technology 7.

    Science.gov (United States)

    International Technology Education Association, Reston, VA.

    This volume of Resources in Technology contains the following eight instructional modules: (1) "Processing Technology"; (2) "Water--A Magic Resource"; (3) "Hazardous Waste Disposal--The NIMBY (Not in My Backyard) Syndrome"; (4) "Processing Fibers and Fabrics"; (5) "Robotics--An Emerging…

  6. Beijing Lunar Declaration 2010: B) Technology and Resources; Infrastructures and Human Aspects; Moon, Space and Society

    Science.gov (United States)

    Arvidson, R.; Foing, B. H.; Plescial, J.; Cohen, B.; Blamont, J. E.

    2010-01-01

    We report on the Beijing Lunar Declaration endorsed by the delegates of the Global Lunar Conference/11th ILEWG Conference on Exploration and Utilisation of the Moon, held at Beijing on 30 May- 3 June 2010. Specifically we focus on Part B:Technologies and resources; Infrastructures and human aspects; Moon, Space, Society and Young Explorers. We recommend continued and enhanced development and implementation of sessions about lunar exploration, manned and robotic, at key scientific and engineering meetings. A number of robotic missions to the Moon are now undertaken independently by various nations, with a degree of exchange of information and coordination. That should increase towards real cooperation, still allowing areas of competition for keeping the process active, cost-effective and faster. - Lunar landers, pressurized lunar rover projects as presented from Europe, Asia and America are important steps that can create opportunities for international collaboration, within a coordinated village of robotic precursors and assistants to crew missions. - We have to think about development, modernization of existing navigation capabilities, and provision of lunar positioning, navigation and data relay assets to support future robotic and human exploration. New concepts and new methods for transportation have attracted much attention and are of great potential.

  7. Information Technology Resources Assessment

    Energy Technology Data Exchange (ETDEWEB)

    1993-04-01

    The Information Technology Resources Assessment (ITRA) is being published as a companion document to the Department of Energy (DOE) FY 1994--FY 1998 Information Resources Management Long-Range Plan. This document represents a collaborative effort between the Office of Information Resources Management and the Office of Energy Research that was undertaken to achieve, in part, the Technology Strategic Objective of IRM Vision 21. An integral part of this objective, technology forecasting provides an understanding of the information technology horizon and presents a perspective and focus on technologies of particular interest to DOE program activities. Specifically, this document provides site planners with an overview of the status and use of new information technology for their planning consideration.

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

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  9. Information technology resources assessment

    Energy Technology Data Exchange (ETDEWEB)

    Loken, S.C. [ed.

    1993-01-01

    The emphasis in Information Technology (IT) development has shifted from technology management to information management, and the tools of information management are increasingly at the disposal of end-users, people who deal with information. Moreover, the interactive capabilities of technologies such as hypertext, scientific visualization, virtual reality, video conferencing, and even database management systems have placed in the hands of users a significant amount of discretion over how these resources will be used. The emergence of high-performance networks, as well as network operating systems, improved interoperability, and platform independence of applications will eliminate technical barriers to the use of data, increase the power and range of resources that can be used cooperatively, and open up a wealth of possibilities for new applications. The very scope of these prospects for the immediate future is a problem for the IT planner or administrator. Technology procurement and implementation, integration of new technologies into the existing infrastructure, cost recovery and usage of networks and networked resources, training issues, and security concerns such as data protection and access to experiments are just some of the issues that need to be considered in the emerging IT environment. As managers we must use technology to improve competitiveness. When procuring new systems, we must take advantage of scalable resources. New resources such as distributed file systems can improve access to and efficiency of existing operating systems. In addition, we must assess opportunities to improve information worker productivity and information management through tedmologies such as distributed computational visualization and teleseminar applications.

  10. The Effects of New Emerging Technologies on Human Resources : Emergence of Industry 4.0, a Necessary Evil?

    OpenAIRE

    Cerika, Andy; Maksumic, Sinan

    2017-01-01

    Master's thesis Business Administration BE501 - University of Agder 2017 Based on dynamic capability theory and existing literature, the study empirically investigates the effects of new emerging technologies on human resources; to know if the emergence of Industry 4.0 is a necessary evil or not. Descriptive research design with deductive qualitative analysis (DQA) method was used to analyse data obtained from 6 companies in Norway. Consistent with the two hypotheses deduced in...

  11. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    the research questions which are studied in the thesis.      Chapter 2 reviews relevant literature on systems of innovation, human capital, and skill-biased technological and organisational change. It is stated in the chapter that this thesis primarily refers to a system of innovation approach as its......Human resources in innovation systems: With focus on introduction of highly educated labour in small Danish firms This thesis has two purposes: (1) a ‘general' purpose to enhance our knowledge on the relationship between innovation, technological and organisational change, and human resources...... stemming from human resources - such as insight, understanding, creativity, and action - are inherently important to all innovation processes. The chapter also suggests a tentative conceptual and analytical framework for studying human resources and their development within a system of innovation approach...

  12. ECONOMICS OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    IOANA - JULIETA JOSAN

    2011-04-01

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

  13. Human resource management

    OpenAIRE

    Šrolová, Tereza

    2012-01-01

    Human resource management is a deliberate approach to managing people who are employed in a particular organization and under the management leadership contribute to achieving organizational goals with their performance. Managing people is associated with personal strategy and policy,which have an important role in working with human resources. This issue is concerned in thesis. In the context of human resource management also deals with the culture of the organization and its influence on pe...

  14. [The formation and occupation of resident foreigners in Rome in l996: potential human resources in science and technology].

    Science.gov (United States)

    Brandi, M C

    1998-09-01

    "The OECD recently recognised that the Human Resources for Science and Technology (HRST) stock of any given country is sharply affected by migration flows of qualified people. We have thus undertaken a study of highly-qualified immigrants in Rome.... The conclusion is that the resident foreign population in Rome has a high mean level of instruction by no means lower than the mean level of Romans, at least up until the 1991 census. It also emerges, however, that among graduates differences in level of instruction vary according to geographical areas and, above all, the level of industrialisation of the country of origin." (EXCERPT)

  15. Enterprise Resource Planning Software in the Human Resource Classroom

    Science.gov (United States)

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

    2007-01-01

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

  16. University Students and Ethics of Computer Technology Usage: Human Resource Development

    Science.gov (United States)

    Iyadat, Waleed; Iyadat, Yousef; Ashour, Rateb; Khasawneh, Samer

    2012-01-01

    The primary purpose of this study was to determine the level of students' awareness about computer technology ethics at the Hashemite University in Jordan. A total of 180 university students participated in the study by completing the questionnaire designed by the researchers, named the Computer Technology Ethics Questionnaire (CTEQ). Results…

  17. Human resource development in the beginning phase of nuclear technology development in Japan

    International Nuclear Information System (INIS)

    Yamashita, Kiyonobu

    2015-01-01

    Japan Research Reactor No.1 (JRR-1) was constructed as the first nuclear reactor in Japan and reached the first criticality in 1957. The construction of both the first BWR and the first PWR were started in the same year 1967 and they started power operation in the same year 1970. Engineers of electrical utilities and vendors gave efforts to have knowledge for reactor engineering mainly on the job training with high self-motivation to contribute for nuclear technology development. A part of them participated in the reactor engineering training course of the JAERI. (author)

  18. Marketing Human Resource Development.

    Science.gov (United States)

    Frank, Eric, Ed.

    1994-01-01

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

  19. Human Resource Outsourcing Success

    OpenAIRE

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

    2014-01-01

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

  20. Developing technologies and resources

    International Nuclear Information System (INIS)

    Walker, R.S.

    2015-01-01

    Our success as a nuclear nation rests on interdependent pillars involving industry, governments, regulators, and academia. In a context of coherent public policy, we must achieve: 5 Nuclear Industry Priorities: Ensure refurbishments are completed to cost and schedule; Achieve Canadian supply chain success in international nuclear business; Support a strong Canadian nuclear science, technology and innovation agenda; Enhance the supply of skilled workers; Develop a coordinated and integrated strategy for the long term management of all radioactive waste materials; Refine communication strategies informed by insights from social sciences. Canada's nuclear sector has the opportunity to adapt to the opportunities presented by having a national laboratory in Canada.

  1. Human resource management

    OpenAIRE

    Balážová, Barbora

    2008-01-01

    Human resource management is currently regarded as one of the most important areas of management of the organization. Its task is to ensure and maintain sufficient number of skilled and motivated employees and their optimum use to achieve the planned prosperity and competitiveness of the organization. This task is pursued through partial personnel activities (the creation and analysis of jobs, personnel planning, acquisition, selection, recruitment and orientation of staff, evaluation and com...

  2. Human Resource Management Roles

    OpenAIRE

    Tamara R. Mitchell

    2017-01-01

    The roles of Human Resource and Management play a vital role in the success of the organization. Internal recruitment is more valuable than external recruitment because it is less expensive, the employee’s skills are well known and companies that do internal recruitment have an important tool to boost morale in the organization. Performance management is an important part of an organization. The most important thing is that it strengthens the supervisor and employee relationship and promotes ...

  3. The effects of human resource flexibility on human resources development

    Directory of Open Access Journals (Sweden)

    SeidMehdi Veise

    2014-08-01

    Full Text Available Human resources are the primary factor for development of competitiveness and innovation and reaching competitive advantage and they try to improve corporate capabilities through various characteristics such as value creation, scarcity and difficulty of imitation. This paper investigates the effect of human resource flexibility and its dimensions on human resource development and its dimensions. The survey was conducted using descriptive-correlation method that intended to describe how human resource flexibility was effective on human resource development. Questionnaire was tool of data collection. The statistical population included one hundred employees of the Electric Company in Ilam province, thus census method was used. Reliability of the questionnaire was measured via Cronbach's alpha equal to 0.96. The findings revealed that flexibility and its dimensions were effective on human resource development and dimensions of it. As a result, human resource flexibility should be considered for development of human resources and employees with the highest flexibility should be selected.

  4. (Human) Resourcing For CI

    DEFF Research Database (Denmark)

    Jørgensen, Frances; S., Jacob; Kofoed, Lise Busk

    2005-01-01

    challenging in organizations involved in change processes such as Continuous Improvement (CI), as the technical skills traditionally valued are no longer adequate. These companies are faced with the question: “What competencies should our employees possess in order to contribute to our success, given......More and more, the ability to compete in today’s market is viewed as being dependent on human capital. One of the most challenging aspects of human resource management involves supplying the organization with the human capital necessary to fulfill its objectives. This task becomes especially...... the change processes in which we are engaged?” Without a clear picture of the types of competencies required to implement CI, it is impossible for companies to make informed decisions regarding recruitment, hiring, and training of their workforce. The objective of this paper is therefore to define...

  5. 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.

  6. Human resource development for decommissioning

    International Nuclear Information System (INIS)

    Yanagihara, Satoshi

    2016-01-01

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

  7. Human Technology and Human Affects

    DEFF Research Database (Denmark)

    Fausing, Bent

    2009-01-01

    Human Technology and Human Affects  This year Samsung introduced a mobile phone with "Soul". It was made with a human touch and included itself a magical touch. Which function does technology and affects get in everyday aesthetics like this, its images and interactions included this presentation...

  8. AN OVERVIEW OF HUMAN RESOURCES IN SCIENCE AND TECHNOLOGY (HRST FROM RESEARCH DEVELOPMENT AND INNOVATION (RDI SECTOR DURING 1993-2009 IN ROMANIA

    Directory of Open Access Journals (Sweden)

    NICOLOV MIRELA

    2011-12-01

    Full Text Available The present paper present a study done on the Human Resources in Science and Technology (HRST in Research Development and Innovation (RDI sector in Romania during 1993-2009 .This paper started from the elements defined in Canberra Manual based on the qualification and occupation. Labor force in this study refers to university level and technician level as skill from education. These definitions from Canberra Manual for HRST were used in the present paper in reference to all the researchers in Romania for different areas of research as engineering and technology sciences domains, natural and exact sciences, medical sciences, agricultural science, social sciences and humanities. After a short presentation of the US origin of the Human Resources in Science and Technology Management and the situation from Europe, the present paper are dealing with the area of the Human Resources in Science and Technology system from Romania, the sector of Research Development and Innovation. This study is focused on the employees by categories of the activities in research, development and innovation sector. We took into account the employees with different categories of graduation diploma which are working in the fields of research and development activities too. Samples data were took from Tempo online database from National Institute of Statistics from Romania, updated database in 21 of October in 2010.Data were took for simulations in December 2010. We try to do a simulation on the evolution of Human Resources in Science and Technology (HRST in Research Development and Innovation (RDI sector in Romania during this period (1993-2009 and we observed that real data fitting on a regression curve of sixth degree whose coefficients were defined during this study. This type of simulation can be good for future forecasting for Human Resources in Science and Technology in Research Development and Innovation (RDI sector in Romania. The present study is part of Doctoral

  9. [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.

  10. Human Resource Outsourcing Success

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul-Halim

    2014-07-01

    Full Text Available The existing literature on partnership seems to take the relationship between partnership quality and outsourcing success for granted. Therefore, this article aims at examining the role of service quality in strengthening the relationship between partnership quality and human resource (HR outsourcing success. The samples were obtained from 96 manufacturing organizations in Penang, Malaysia. The results showed that partnership quality variables such as trust, business understanding, and communication have significant positive impact on HR outsourcing success, whereas in general, service quality was found to partially moderate these relationships. Therefore, comprehending the HR outsourcing relationship in the context of service quality may assist the organizations to accomplish HR outsourcing success by identifying areas of expected benefits and improvements.

  11. A characterization of small and medium firms of Rio Gallegos, the application of strategic management, the role of human resources and technological innovation

    Directory of Open Access Journals (Sweden)

    Daniel Alberto Schinelli

    2015-12-01

    Full Text Available This research project aims to achieve a characterization of the company Small and Medium Business  typical of Rio Gallegos, through an analysis and description that translates into new knowledge. To determine what outstanding features it has in terms of management and whether they carry out Strategic Planning, as well as whether Human Resources policies have some directionality, especially in relation to long-term business strategies, and whether these companies generate technological innovation.

  12. 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…

  13. The Human Technology

    DEFF Research Database (Denmark)

    Fausing, Bent

    towards this very special and lost humanity. Without the technology, no special humanity is the prophecy. This personification or anthropomorphism is important for the branding of new technology. The technology is seen as creating a technotranscendens towards a more qualified humanity, which is in contact...... with fundamental human values like intuition, vision and sensing; all the qualities the technology, the industrialisation and rationalisation, or in short modernity, has been criticized for having taken away from human existence. What technology has taken away now comes back through new technology as an aid...

  14. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

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

  15. Human Technology and Human Affects

    DEFF Research Database (Denmark)

    Fausing, Bent

    2009-01-01

    - is the prophecy. This personification or anthropomorphism is important for the branding of new technology. The technology is seen as creating a technotranscendens towards a more qualified humanity, which is in contact with the fundamental human values like intuition, vision, and sensing; all the qualities...

  16. GUIDELINES IN HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Silva, Maria do Carmo; Galvão, Ana; Pereira, Fernando

    2013-01-01

    The purpose of this communication is to address the management of human resources in the organizations. The aim is to discuss a range of issues that are likely to be applied in the management of human resources, such as management skills, organizational development, and administrational management (also known as payroll issues). Reference is also made to some support tools for decision making as well as the coaching process in the management of human resources. The methodology ...

  17. Using GPS technology to quantify human mobility, dynamic contacts and infectious disease dynamics in a resource-poor urban environment.

    Science.gov (United States)

    Vazquez-Prokopec, Gonzalo M; Bisanzio, Donal; Stoddard, Steven T; Paz-Soldan, Valerie; Morrison, Amy C; Elder, John P; Ramirez-Paredes, Jhon; Halsey, Eric S; Kochel, Tadeusz J; Scott, Thomas W; Kitron, Uriel

    2013-01-01

    Empiric quantification of human mobility patterns is paramount for better urban planning, understanding social network structure and responding to infectious disease threats, especially in light of rapid growth in urbanization and globalization. This need is of particular relevance for developing countries, since they host the majority of the global urban population and are disproportionally affected by the burden of disease. We used Global Positioning System (GPS) data-loggers to track the fine-scale (within city) mobility patterns of 582 residents from two neighborhoods from the city of Iquitos, Peru. We used ∼2.3 million GPS data-points to quantify age-specific mobility parameters and dynamic co-location networks among all tracked individuals. Geographic space significantly affected human mobility, giving rise to highly local mobility kernels. Most (∼80%) movements occurred within 1 km of an individual's home. Potential hourly contacts among individuals were highly irregular and temporally unstructured. Only up to 38% of the tracked participants showed a regular and predictable mobility routine, a sharp contrast to the situation in the developed world. As a case study, we quantified the impact of spatially and temporally unstructured routines on the dynamics of transmission of an influenza-like pathogen within an Iquitos neighborhood. Temporally unstructured daily routines (e.g., not dominated by a single location, such as a workplace, where an individual repeatedly spent significant amount of time) increased an epidemic's final size and effective reproduction number by 20% in comparison to scenarios modeling temporally structured contacts. Our findings provide a mechanistic description of the basic rules that shape human mobility within a resource-poor urban center, and contribute to the understanding of the role of fine-scale patterns of individual movement and co-location in infectious disease dynamics. More generally, this study emphasizes the need for

  18. 50 years of physical growth and impressive technological advances unmatched by health human resources reform and cultural change.

    Science.gov (United States)

    Scott, Graham W S

    2012-01-01

    The year 1962 was pre-medicare. The public was concerned about access and individual affordability of care. Funding involved public or private responsibility and the role of government. Physicians, the most influential providers, were concerned that government funding would result in the loss of their independence and their becoming state employees. The retrospective analysis "Looking Back 50 Years in Hospital Administration" by Graham and Sibbald is arresting as it underlines just how much progress we have made in what could be termed "hardware" in support of healthcare policy and hospital administration. From this perspective, the progress has been eye opening, given the advent of universal healthcare, the advancement in our physical facilities, the development of high-quality diagnostic equipment, the explosion of new research centres and new and complex clinical procedures. The development of this hardware has given our providers better weapons and contributed to a remarkable improvement in life expectancy. But progress in health administration and policy management involves more than hardware. If the hardware constitutes the tools, then the "software" of the healthcare system involves the human resources and the culture change that must be positioned to make maximum use of the hardware. In 2062, looking back at the 2012 experience, the legacy test may be whether we dealt with health human resources and culture change at a rate that matched our progress in hardware.

  19. 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 ...

  20. Resource management: Hotel Zira human resource management department analysis

    Directory of Open Access Journals (Sweden)

    Petrović Jelena

    2015-01-01

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

  1. Closedure - Mine Closure Technologies Resource

    Science.gov (United States)

    Kauppila, Päivi; Kauppila, Tommi; Pasanen, Antti; Backnäs, Soile; Liisa Räisänen, Marja; Turunen, Kaisa; Karlsson, Teemu; Solismaa, Lauri; Hentinen, Kimmo

    2015-04-01

    Closure of mining operations is an essential part of the development of eco-efficient mining and the Green Mining concept in Finland to reduce the environmental footprint of mining. Closedure is a 2-year joint research project between Geological Survey of Finland and Technical Research Centre of Finland that aims at developing accessible tools and resources for planning, executing and monitoring mine closure. The main outcome of the Closedure project is an updatable wiki technology-based internet platform (http://mineclosure.gtk.fi) in which comprehensive guidance on the mine closure is provided and main methods and technologies related to mine closure are evaluated. Closedure also provides new data on the key issues of mine closure, such as performance of passive water treatment in Finland, applicability of test methods for evaluating cover structures for mining wastes, prediction of water effluents from mine wastes, and isotopic and geophysical methods to recognize contaminant transport paths in crystalline bedrock.

  2. The Human Technology

    DEFF Research Database (Denmark)

    Fausing, Bent

     Bent Fausing  "The Humane Technology", abstract (for The Two Cultures: Balancing Choices and Effects Oxford University July 20-26, 2008). The paper will investigate the use of technology in everyday aesthetics such as TV-commercials for mobile phones for Nokia, which slogan is, as it is well known......, "Nokia - connecting people". Which function does this technology get in narratives, images, interactions and affects here?      The mobile phone and its digital camera are depicted as being able to make a unique human presence and interaction. The medium, the technology is a necessary helper to get...... towards this very special and lost humanity. Without the technology, no special humanity is the prophecy. This personification or anthropomorphism is important for the branding of new technology. The technology is seen as creating a technotranscendens towards a more qualified humanity, which is in contact...

  3. 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)

  4. Designing Human Technologies

    DEFF Research Database (Denmark)

    Simonsen, Jesper

    Research Initiative supporting Roskilde University’s new Humanities and Technology bachelor programme (‘HumTek’), and its three dimensions: Design, Humanities, and Technology. The research initiative involves 70 researchers from different departments and research groups at Roskilde University through...... a shared interdisciplinary research and educational collaboration. As a creative research initiative it focuses on change and innovative thinking. The innovativeness is a result of the strongly interdisciplinary perspective which is at the heart of Designing Human Technologies. Designing Human Technologies......Design is increasingly becoming a part of the university curriculum and research agenda. The keynote present and discuss Designing Human Technologies – an initiative aiming at establishing a design oriented main subject area alongside traditional main subject areas such as Natural Science...

  5. Peculiar human resource management practices?

    OpenAIRE

    Baldacchino, Godfrey

    1994-01-01

    This article explores the alleged peculiarities of human resource management practices in very small developing states. A number of theoretical and ideo-typical features are culled from a literature review and are subsequently confronted with the empirical reality of human resource practices at Southern Bliss Hotel, a large, four-star tourist complex in Malta, the Mediterranean microstate. It is suggested that there are idiosyncrasies to management issues in small size and small scale territo...

  6. Cultural Implications of Human Resource Development.

    Science.gov (United States)

    Hiranpruk, Chaiskran

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

  7. Human resources development indicators for software project ...

    African Journals Online (AJOL)

    These indicators are based on the People Capability Maturity Model (P-CMM) and the Project Management Body of Knowledge (PMBOK). Keywords: Software Engineering, Software Processes, Software Project Management, Human Resources Management. Nigerian Journal of Technological Research, vol 7(1) 2012 ...

  8. Food production: technology and the resource base.

    Science.gov (United States)

    Wittwer, S H

    1975-05-09

    Despite a growing population and increasing demands of that population for improved diets, it appears that the world is not close to universal famine (3, 53). There is enough food now produced to feed the world's hungry (54). That people are malnourished or starving is a question of distribution, delivery, and economics, not agricultural limits. The problem is putting the food where the people are and providing an income so that they can buy it. As to the future, there are clouds on the far horizon. Only increased scientific and technological innovation, coupled with a change in human behavior and in national policy with regard to increased investments in agricultural research, can avert a growing food and population crisis. Only scientists develop new technology. Only farmers produce food. Motivation and incentives are important both for scientific discovery and food production. Agricultural research is also a process. There is no finite beginning or end. It is a continuing search to unravel mysteries. We must force the pace of agricultural development, but technology must be tailored to local conditions. Thiscan be done by scientists who also know how to farm. Individual dedication and sustained government commitments are important. Rapidity of information transfer and of acceptance of technology is also crucial (55). There is a wide gap between progress in research and the point of application for human benefit (Table 5). What accounts for the vast time differences in rapidity of technology acceptance? The current avalanche of new knowledge coupled with problems of food, feed, and fiber supplies, and issues of availability, preservation, protection, renewability, and costs of resources should bring to the front the urgency of rapid information transfer and reassessment of information systems for agricultural and other renewable resources.

  9. Sports and Technology. Resources in Technology.

    Science.gov (United States)

    Hadley, Fred W.

    1993-01-01

    Technology is making a significant impact in all areas of sports and recreation. New equipment and computer training methods in spectator sports have had a major social and economic impact, and individual sports have reaped the benefits of technology. (JOW)

  10. Exploring Data in Human Resources Big Data

    Directory of Open Access Journals (Sweden)

    Adela BARA

    2016-01-01

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

  11. Will Technology Humanize Us?

    Science.gov (United States)

    Snider, Robert C.

    1972-01-01

    The author considers the question of whether technology will cause humanization or dehumanization in the schools. He concludes that we can not stop tecchnology; we can only give it direction and purpose. (Author/MS)

  12. Antientropicity of technology: Role of resources

    Energy Technology Data Exchange (ETDEWEB)

    Biondi, L.; Galli, R. (Milan Univ. (Italy))

    1992-12-01

    The effect of technology is assessed as antientropic referring to the system of usable material and energy resources. The technological system would be considered in physics as open because of the continuous inventions of 'reserves', through transformation from the larger field of resources.

  13. Human Resources and Corporate Strategy. Technological Change in Banks and Insurance Companies: France, Germany, Japan, Sweden, United States.

    Science.gov (United States)

    Bertrand, Olivier; Noyelle, Thierry

    Twelve financial institutions (nine banks and three insurance companies) from five countries (France, West Germany, Japan, Sweden, and the United States) were studied to determine the directions in which financial service markets and firms are moving as a result of increasing competition and technological change. Data were collected from…

  14. 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.)

  15. PLACE AND IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN HOTEL OPERATIONS

    OpenAIRE

    Tandogan, Mustafa

    2017-01-01

    As nowadays technology production is out of monopolyof certain countries, it also possible for countries that don’t have necessaryequipment for technology production to acquire them by copying. In this contextevery other resource except human resources can be bought, substituted oracquired by various means. Human resource is hardest to acquire and the mostexpensive. The most important feature of the tourism sector whose importance isever-growing today and the future is it being a service sect...

  16. Developing Human Resources through Actualizing Human Potential

    Science.gov (United States)

    Clarken, Rodney H.

    2012-01-01

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

  17. Population Issues. Resources in Technology.

    Science.gov (United States)

    Technology Teacher, 1991

    1991-01-01

    Presents information about the problems caused by increasing population. Discusses the environmental impact and the ways that technology can be used to solve problems of overpopulation. Includes possible student outcomes and a student quiz. (JOW)

  18. Analysis of the conceptions and expectations of students in the courses of pedagogy, administration and human resources about the discipline of science, technology and society

    Science.gov (United States)

    de Souza, Alexandre; de Oliveira Neves, Jobert; Ferreira, Orlando Rodrigues; Lúcia Costa Amaral, Carmem; Delourdes Maciel, Maria; Voelzke, Marcos Rincon; Nascimento, Rômulo Pereira

    2012-10-01

    Provided for the education curricula since 1960, the focus on Science, Technology and Society (STS) has been poorly implemented even until today. Set as a goal to be achieved at all levels of education by 2014, in Brazil it is necessary to undertake specific actions in pursuit of putting into practice what has been stalled over the years in Education. As a result of joint efforts of teachers and students of the Masters in Teaching Science and Mathematics at the Universidade Cruzeiro do Sul comes the challenge of providing a specific discipline dealing with the concepts of STS, offered as a optional special, initially for students of Pedagogy and later, due to the interest of some students, for the course of Administration and Human Resources of this institution. The survey of previous conceptions of students enrolled in the Special Discipline Elective Science, Technology and Society (CTS DOP) on the triad of STS showed a great ignorance on the same theme. The reports reveal conceptions of students who approach the linear model of development. As to the generated expectations in terms of discipline, there stand out the desires of expansion of knowledge for possible applications in personal and professional life. This research aims to evaluate the current course, while identifying ways to improve and strengthen the STS movement in education.

  19. 75 FR 63209 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-10-14

    ... Education and the Professoriate Program Centers of Research Excellence in Science and Technology Program... Foundation's science, technology, engineering, and mathematics (STEM) education and human resources... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of...

  20. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

    ... Foundation's science, technology, engineering, and mathematics (STEM) education and human resources.... Science, Technology, Engineering, and Mathematics Talent Expansion Program (STEP). May 6, 2010 I... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of...

  1. 76 FR 20376 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2011-04-12

    ... Foundation's science, technology, engineering, and mathematics (STEM) education and human resources... Service program. NSF Scholarships in Science, Technology, Engineering, and Mathematics. Discussion of... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of...

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

    African Journals Online (AJOL)

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

  3. Resource Recovery Technology Application Document.

    Science.gov (United States)

    1982-06-01

    screening contamination. Glass bottle users Sort, wash Whole bottles ( wine , beverage). Intermediate glass Magnetic separation, Whole bottles; mixed bottles...scale tests have been carried out, but no pilot or full-scale plans have beer developed. More basic research, economic analysis, and testing is...bioconversion, fermentation , and residue disposal processes. Resour. Recov. Conserv., 1:295-313, 1976. Preston, G. T. Resource recovery and flash

  4. Operations of human resources engagement

    OpenAIRE

    Δημητρέλη, Αλεξάνδρα

    2017-01-01

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

  5. The Contemporary Human Resources Function

    OpenAIRE

    Rodriguez-Fernandez, Mercedes; Bryan-Jiménez, Carlos

    2010-01-01

    Abstract Current companies encounter important challenges day to day. Many factors such as the economic globalization, the change in the way of working, the Internet boom, and the importance that the service sector is experiencing nowadays influence the new society in which persons and businesses actually cope. Each of these contingencies obligates the Human Resource function to adapt to new organizational goals moulding their strategies and tactics to the in fashion topics. In this ...

  6. 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)

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

    Science.gov (United States)

    2013-04-12

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

  9. Sugnificances of Geospatial Technologies in Natural Resources ...

    African Journals Online (AJOL)

    Natural resources management is a worldwide phenomenon characterized with sensitive equilibrium between its components as a result of human and other natural activities. Nigeria is a country endowed with abundant natural resources that are waiting to be tap and the data updated. Geomatics is a field of activities which ...

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

    International Nuclear Information System (INIS)

    Belfort, A.

    2004-01-01

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

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

    International Nuclear Information System (INIS)

    Belfort, A.

    2004-01-01

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

  12. 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 ...

  13. Strategic human resource management practices and ...

    African Journals Online (AJOL)

    Strategic human resource management practices and organizational growth: a theoretical perspective. Sunday Isaac Eneh, Nsobiari Festus Awara. Abstract. This paper examined the theoretical perspectives of Strategic Human Resource Management Practices (SHRMPs) and organizational growth. The essence was to ...

  14. 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...

  15. Mars in Situ Resource Utilization Technology Evaluation

    Science.gov (United States)

    Muscatello, Anthony C.; Santago-Maldonado, Edgardo

    2012-01-01

    We have examined the technologies required to enable Mars In-Situ Resource Utilization (ISRU) because our understanding of Mars resources has changed significantly in the last five years as a result of recent robotic missions to the red planet. Two major developments, (1) confirmation of the presence of near-surface water in the form of ice in very large amounts at high latitudes by the Phoenix Lander and (2) the likely existence of water at lower latitudes in the form of hydrates or ice in the top one meter of the regolith, have the potential to change ISRU technology selection. A brief technology assessment was performed for the most promising Mars atmospheric gas processing techniques: Reverse Water Gas Shift (RWGS) and Methanation (aka Sabatier), as well as an overview of soil processing technology to extract water from Martian soil.

  16. 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.

  17. EXAMINING SOME FIELDS WITHIN HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Kovacs, Erzsebet Dienesne; Gergely, Eva

    2009-01-01

    Human resources management is one of the management functions, dealing with people as the essential resource of the organization. This function aims at the most efficient usage of employees in order to realize both organizational and individual goals. Nowadays high significance is attributed to human resources management, since the human factor is the resource that determines the success of an organization. The results of a company are in proportion with the knowledge and talent of the people...

  18. 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.

  19. Application of Educational Technology Resource and Systems ...

    African Journals Online (AJOL)

    This paper examined the application of educational technology resource systems approach in teaching English Language highlighting some inadequacies observed in educational system in Nigeria. Language is the most unique gift to man from God for language differentiates man from animals. This forms the basis to ...

  20. Space Resource Utilization: Technologies and Potential Synergism with Terrestrial Mining

    Science.gov (United States)

    Sanders, Gerald B.

    2015-01-01

    Space Resources and Their Uses: The idea of using resources in space to support human exploration and settlement or for economic development and profit beyond the surface of Earth has been proposed and discussed for decades. Work on developing a method to extract oxygen from lunar regolith started even before humans set foot on the Moon for the first time. The use of space resources, commonly referred to as In Situ Resource Utilization (ISRU), involves the processes and operations to harness and utilize resources in space (both natural and discarded) to create products for subsequent use. Potential space resources include water, solar wind implanted volatiles (hydrogen, helium, carbon, nitrogen, etc.), vast quantities of metals and minerals in extraterrestrial soils, atmospheric constituents, unlimited solar energy, regions of permanent light and darkness, the vacuum and zero-gravity of space itself, trash and waste from human crew activities, and discarded hardware that has completed its primary purpose. ISRU covers a wide variety of concepts, technical disciplines, technologies, and processes. When considering all aspects of ISRU, there are 5 main areas that are relevant to human space exploration and the commercialization of space: 1. Resource Characterization and Mapping, 2. In Situ Consumables Production, 3. Civil Engineering and Construction, 4. In Situ Energy Production and Storage, and 5. In Situ Manufacturing.

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

    Directory of Open Access Journals (Sweden)

    Jovanović Goca

    2017-01-01

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

  2. Human resources training in coastal science

    Digital Repository Service at National Institute of Oceanography (India)

    Vijayaraghavan, S.

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

  3. Strategic Imperative of Human Resource Leadership Competencies

    Science.gov (United States)

    Rajini, G.; Gomathi, S.

    2010-01-01

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

  4. Managing Human Resources in a Multinational Context

    Science.gov (United States)

    Sumetzberger, Walter

    2005-01-01

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

  5. Technology assessment of geothermal energy resource development

    Energy Technology Data Exchange (ETDEWEB)

    1975-04-15

    Geothermal state-of-the-art is described including geothermal resources, technology, and institutional, legal, and environmental considerations. The way geothermal energy may evolve in the United States is described; a series of plausible scenarios and the factors and policies which control the rate of growth of the resource are presented. The potential primary and higher order impacts of geothermal energy are explored, including effects on the economy and society, cities and dwellings, environmental, and on institutions affected by it. Numerical and methodological detail is included in appendices. (MHR)

  6. Managing Human Resource Learning for Innovation

    DEFF Research Database (Denmark)

    Nielsen, Peter

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

  7. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-11-01

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

  8. 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...

  9. ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    Nicoleta, BELU

    2014-11-01

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

  10. Director, Human Resources | IDRC - International Development ...

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

    Job Summary. Under the direction of the VP, Resources Branch and Chief Financial Officer, provides leadership and establishes within the Centre's strategic planning horizon clear directions for the deployment of the human resources function within the Centre, and for the management of staff as the key resource in the ...

  11. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    The purpose of this study was to explore the application of modern human resource management practices by women SME owner/managers in Kenya. The objectives of the study were two: to examine to what extend the women SME owner/managers applied human resources management practices in their organizations ...

  12. Strategic Human Resource Planning in Academia

    Science.gov (United States)

    Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

    2009-01-01

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

  13. 2008 Human Resources Development Programmes in Nigerian

    African Journals Online (AJOL)

    Gbaje E.S

    Samaru Journal of Information Studies Vol.8 (2)2008. 38. Human Resources ... Abstract. The purpose of this study was to assess Human Resources Development (HRD) programmes of librarians ... training and development programmes while in FUTO they were sponsored by the university management. The research ...

  14. Human Resource Administration in Catholic School Systems.

    Science.gov (United States)

    Dobzanski, Joan L.

    2000-01-01

    Describes a comprehensive human resource program, the purpose of which is to enhance the quality of Catholic education for all students. Defines the assumptions on which the formation and implementation of human resource programs for Catholic schools are based. Highlights the role and responsibilities of Catholic school system leaders. (VWC)

  15. Wood-energy in Europe: resources, technologies

    International Nuclear Information System (INIS)

    Defaye, S.

    1999-01-01

    A voluntaristic policy for the development of wood fuel would contribute to save energy and to protect the environment. Different strategies of development exist at the European scale as demonstrated by a recent report ordered by the French agency of environment and energy mastery (ADEME). This paper gives a synthesis of this report. It deals successively with: the European wood resources (the northern and continental forests, the mountain and bocage regions, the Mediterranean forests); the 3 main resources: forest exploitation, wood transformation, recycling of waste wood; the different economical status of wood resources; the place of wood-fuel in the economy: estimation, complementarity of industrial and energy uses; technological files and perspectives of development: collection, transport, conditioning, fuel production and supply, technologies of energy production from wood (domestic heating, collective heating, cogeneration and mixed wood-coal combustion); future markets; strategy of development: forestry and agriculture, management, producers, environmental aspects, afforestation of abandoned lands, employment...; policies of European, national and regional authorities: political and financial help, regulations and standardizations, financial helps and fiscal policy, inter-region cooperation and R and D, advice and communication; contribution of wood-fuel to the energy supply of Europe. (J.S.)

  16. Nuclear human resource projection up to 2030 in KOREA

    International Nuclear Information System (INIS)

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

    2011-01-01

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

  17. From Internal Marketing to Human Resource Marketing. A Conceptual Framework of the Human Resources Marketing

    OpenAIRE

    Neagu Olimpia

    2011-01-01

    The paper focuses on shaping a conceptual framework of the human resources marketing, having as starting points the interactions between internal marketing and human management resources at the organisation’s level. The concept of internal customers, belonging to internal marketing and refering to the employees, can be taken in the human resources marketing as focus of the specific processes.

  18. MANAGEMENT OF HUMAN RESOURCES IN TOURISM

    OpenAIRE

    Sandra Herman

    2015-01-01

    Topic of this paper is human resources management in tourism with the aim of increasing the quality of products and services and achieving greater economic effects and competitiveness on the tourist market. Whereas products and services in tourism highly depend on quality human labor, the task of human resources management is to ensure high quality man labor, and encourage it by motivation, education as well as with the possibility of career advancement to maximal efficiency, and retention wi...

  19. World Energy Resources and New Technologies

    Science.gov (United States)

    Szmyd, Janusz S.

    2016-01-01

    The development of civilisation is linked inextricably with growing demand for electricity. Thus, the still-rapid increase in the level of utilisation of natural resources, including fossil fuels, leaves it more and more urgent that conventional energy technologies and the potential of the renewable energy sources be made subject to re-evaluation. It is estimated that last 200 years have seen use made of more than 50% of the available natural resources. Equally, if economic forecasts prove accurate, for at least several more decades, oil, natural gas and coal will go on being the basic primary energy sources. The alternative solution represented by nuclear energy remains a cause of considerable public concern, while the potential for use to be made of renewable energy sources is seen to be very much dependent on local environmental conditions. For this reason, it is necessary to emphasise the impact of research that focuses on the further sharpening-up of energy efficiency, as well as actions aimed at increasing society's awareness of the relevant issues. The history of recent centuries has shown that rapid economic and social transformation followed on from the industrial and technological revolutions, which is to say revolutions made possible by the development of power-supply technologies. While the 19th century was "the age of steam" or of coal, and the 20th century the era of oil and gas, the question now concerns the name that will at some point come to be associated with the 21st century. In this paper, the subjects of discussion are primary energy consumption and energy resources, though three international projects on the global scale are also presented, i.e. ITER, Hydrates and DESERTEC. These projects demonstrate new scientific and technical possibilities, though it is unlikely that commercialisation would prove feasible before 2050. Research should thus be focused on raising energy efficiency. The development of high-efficiency technologies that

  20. Human Capital, Wealth, and Renewable Resources

    Directory of Open Access Journals (Sweden)

    Wei-Bin ZHANG

    2014-05-01

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

  1. 76 FR 63666 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2011-10-13

    ... Advancement of Women in Academic Science and Engineering Careers Committee discussion of EHR collaborations...'s science, technology, engineering, and mathematics (STEM) education and human resources programming...

  2. CHARACTERISTICS OF HUMAN RESOURCE PLANNING IN HEALTHCARE

    Directory of Open Access Journals (Sweden)

    Tsvetelina Mihaylova

    2018-03-01

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

  3. 77 FR 23766 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-04-20

    ... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... Human Resources ( 1119). Date/Time: May 9, 2012; 8:30 a.m. to 5 p.m. May 10, 2012; 8:30 a.m. to 1 p.m...'s science, technology, engineering, and mathematics (STEM) education and human resources programming...

  4. Partnering for Learnware: Critical Success Factors in the Use of Learnware by Human Resources Sector Councils and Industry Associations in Canada = Partenariats pour les technologies d'apprentissage: Facteurs critiques de succes dans l'utilisation des technologies d'apprentissage par les conseils sectoriels des ressources humaines et les associations industrielles au Canada.

    Science.gov (United States)

    Stahmer, Anna; Green, Lyndsay

    The use of learnware by human resources sector councils and industry associations in Canada was examined to identify critical success factors in the use of technology-based training. Eight case studies--four involving sector councils and four involving industry associations that either have national mandates or distribute their products across…

  5. Human Resources Development in Tajikistan

    International Nuclear Information System (INIS)

    Mirsaidov, U.

    2014-01-01

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

  6. Human Resources Development through "Work Design"

    Science.gov (United States)

    Peterson, Richard O.

    1976-01-01

    Human resources development must be oriented toward the achievement of all objectives of organizational performance: Quality, efficiency, societal impact, employee impact. Three fundamental phases in developing a work design strategy (for improving organizational effectiveness) are explained. (BM)

  7. Human Resources Operational Data Store Core Services

    Data.gov (United States)

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

  8. USSR Report, Human Resources, No. 73

    National Research Council Canada - National Science Library

    1983-01-01

    .... This document contains articles concerning Human Resources in the USSR. This serial report contains information on trends and policies of the labor force, demographic factors, and the Soviet educational system...

  9. Human Resources Development in the 70s

    Science.gov (United States)

    Ludeman, Bart L.

    1977-01-01

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

  10. 2008 Human Resources Development Programmes in Nigerian ...

    African Journals Online (AJOL)

    Gbaje E.S

    personnel aids in organisational development. The library as an organisation argues. Ranganathan “is a growing organism”. Kent,. (2003) stated that it needs proper organisation, management and development of both the resources and ..... administration. New York: McGraw-Hill. Egungwu, V.N. (1992). Human resource.

  11. 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

  12. Present Day Recession Effects on Human Resources

    OpenAIRE

    Bujor Anca Liliana

    2012-01-01

    Specific characteristic for recession situation are: instability, anxiety, unpredictable attitude and behavior accentuation of knowledge, cognitive filters and erroneous interpretation of social, economic or existential realities. In this paper, for knowing this recession from the perspective of human resources, I started from determining some objectives such as: Knowledge of present recession peculiarities, of its area and depth, learning recession effects, its impact upon human resources, i...

  13. Natural resources, redistribution and Human capital formation

    OpenAIRE

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

    2016-01-01

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

  14. Human resources and personnel management in tourism

    OpenAIRE

    Hurtlová, Kateřina

    2011-01-01

    Bachelor thesis discusses the importance of employees and employee care in tourism, particularly in the hotel industry. The aim of this thesis is to analyze the issue of personnel management and attitude to human resources in an organization which is typical for the tourism industry. The theoretical part deals with human resources management and the position of personnel activities in a company, specifies the importance of employees in the service sector and focuses on hotel management and it...

  15. 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...

  16. Human resource policy and Danish multinational companies

    DEFF Research Database (Denmark)

    Fleming, Daniel; Søborg, Henrik

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

  17. Training human resource for NPP in Vietnam

    International Nuclear Information System (INIS)

    Nguyen, Trung Tinh; Dam, Xuan Hiep

    2008-01-01

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

  18. HUMAN RESOURCE MANAGEMENT PRACTICES IN BRAZILIAN COMPANIES

    OpenAIRE

    Li, Y.

    2017-01-01

    The article considers the analysis of human resource management practices for Brazilian companies. The country-specific context and organizational behavior peculiarities of Brazil define the companies’ approach for HRM practices. The example of “CCR Group” is considered as a case study example. Analysis from company structure, culture specific context, current situation of human resource management not only in this company, but also in Brazil, in order to give the recommendation about how to ...

  19. 78 FR 8192 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2013-02-05

    ... NATIONAL SCIENCE FOUNDATION Agency Information Collection Activities: Comment Request; Education and Human Resources Project Monitoring Clearance AGENCY: National Science Foundation. ACTION: Notice... study will assess the implementation of resources, models, and technologies to determine how and why...

  20. Empowering the Human Resources and the Role of Distance Learning

    Science.gov (United States)

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

    As the world is invaded by technological inventions and wonders, life becoming more fast and crazy, yet there can be no doubt that the critical factor for the development of a nation or a state is its human resource. The productivity of a nation is influenced by the number of its skilled population. When we look into the problem of…

  1. Development of human resources for Indian nuclear power ...

    Indian Academy of Sciences (India)

    Keywords. Nuclear education; human resource development; nuclear knowledge management; nuclear energy. Abstract. The continuing research and development on nuclear technology by research establishments in the country and maturing of Indian industry have brought the nuclear energy programme in India to a ...

  2. ICTs for Equal Access to Human Resources in Health in ...

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

    ICTs for Equal Access to Human Resources in Health in Francophone Africa. Making use of information and communication technology (ICT) to ensure equitable access to health services in developing countries is becoming more and more feasible. Since the conference, Bridges to African Development via the Internet ...

  3. Human Resource Models: An Overview.

    Science.gov (United States)

    1982-11-01

    simulation models in which human performance plays an important part see, A.I. Siegel and J.J. Wolf , "Digital Behavioral Simulation--State-of-the-Art...atford and Petersen, Charles C., ’Mfaritine 421-439 Factors Adfecting Iberian Security," (Factores hbritimos Que "Northwestern University, Evanston

  4. INVESTMENT ASPECT IN MATERIAL INCENTIVE OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    Potasheva Galina Anatol’evna

    2017-03-01

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

  5. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

    M.K.M. Ibrahim (Mohammed); P.M.A. Ribbers (Piet); B.W.M. Bettonvil

    2007-01-01

    textabstractThis paper analyses how human knowledge resources affect capabilities and subsequently attainment of operational and strategic benefits. We test a conceptual model using data from two qualitative case studies and a quantitative field study. The findings indicate that human knowledge

  6. Vocational Preparation: Human Resource Development Specialists' Assessment.

    Science.gov (United States)

    Piland, William E.; Rives, W. Steven

    1988-01-01

    Describes a study of the perceptions of 245 human resource development specialists concerning the technical, human relations, problem-solving, and basic skills of Illinois community college vocational/technical graduates. Nursing and allied health program graduates received the highest ratings. Overall, graduates were rated highest in human…

  7. Human resources in nuclear power program

    International Nuclear Information System (INIS)

    Machi, Sueo

    2008-01-01

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

  8. Human Resources Plan 2003-2010

    CERN Document Server

    2002-01-01

    In July this year, the Management launched a CERN-wide manpower planning review for the period 2003-2010, within the overall programme and resourcing framework set out in the Medium-Term Plan, presented in June. The Human Resources Plan put forward in the present document takes due account of the recommendations of the External Review Committee, also presented in June. It is the result of the subsequent manpower planning review and has served as the basis, as far as human resources are concerned, for drawing up the Activities and Resources Baseline Plan covering the construction and financing of the LHC (2003-2010). The Management hereby submits this HR Plan for information to the Finance Committee and the Council.

  9. Human health monitoring technology

    Science.gov (United States)

    Kim, Byung-Hyun; Yook, Jong-Gwan

    2017-05-01

    Monitoring vital signs from human body is very important to healthcare and medical diagnosis, because they contain valuable information about arterial occlusions, arrhythmia, atherosclerosis, autonomous nervous system pathologies, stress level, and obstructive sleep apnea. Existing methods, such as electrocardiogram (ECG) sensor and photoplethysmogram (PPG) sensor, requires direct contact to the skin and it can causes skin irritation and the inconvenience of long-term wearing. For reducing the inconvenience in the conventional sensors, microwave and millimeter-wave sensors have been proposed since 1970s using micro-Doppler effect from one's cardiopulmonary activity. The Doppler radar sensor can remotely detect the respiration and heartbeat up to few meters away from the subject, but they have a multiple subject issue and are not suitable for an ambulatory subject. As a compromise, a noncontact proximity vital sign sensor has been recently proposed and developed. The purpose of this paper is to review the noncontact proximity vital sign sensors for detection of respiration, heartbeat rate, and/or wrist pulse. This sensor basically employs near-field perturbation of radio-frequency (RF) planar resonator due to the proximity of the one's chest or radial artery at the wrist. Various sensing systems based on the SAW filter, phase-locked loop (PLL) synthesizer, reflectometer, and interferometer have been proposed. These self-sustained systems can measure the nearfield perturbation and transform it into DC voltage variation. Consequently, they can detect the respiration and heartbeat rate near the chest of subject and pulse from radial artery at the wrist.

  10. Technological change, population dynamics, and natural resource depletion

    OpenAIRE

    Schaefer, Andreas

    2014-01-01

    In this paper, we integrate fertility and educational choices into a scale-invariant model of directed technological change with non-renewable natural resources, in order to reveal the interaction between population dynamics, technological change, and natural resource depletion. In line with empirical regularities, skill-biased technological change induces a decline in population growth and a transitory increase in the depletion rate of natural resources. In the long-run, the depletion rate a...

  11. Challenges of human resource capacity building assistance

    International Nuclear Information System (INIS)

    Noro, Naoko

    2013-01-01

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

  12. Green Human Resource Management: Policies and practices

    Directory of Open Access Journals (Sweden)

    Shoeb Ahmad

    2015-12-01

    Full Text Available Recently, there has been observed an increasing awareness within business communities on the significance of going green and adopting various environment management techniques. As the corporate world is going global, the business is experiencing a shift from a conventional financial structure to a modern capacity-based economy which is ready to explore green economic facets of business. Today, Green Human Resource Management (GHRM has become a key business strategy for the significant organizations where Human Resource Departments play an active part in going green at the office. The paper largely focuses upon the various Green Human Resource Practices pursued by the organizations all over the world and, explains the simplified meaning of GHRM. The study also adds to the extant literature by discussing future direction of some GHRM functions. Finally, the paper suggests some potentially prolific HR initiatives for Green organizations.

  13. CERN HUMAN RESOURCES 2002 REPORT NOW AVAILABLE

    CERN Document Server

    Human Resources Division

    2002-01-01

    A report on CERN Human Resources is published once every two years. The English version of the 2002 report is now available: on the Web in your divisional secretariat if you need a paper copy. The Human Resources 2002 report gives information on various subjects: general information on CERN's aim and the organization of its operations, results of the five-yearly review of financial and social conditions, an overview of members of personnel working at CERN, with breakdowns by a wide range of parameters, significant aspects in employment conditions. The report is intended, in the first instance, to inform people outside CERN. However, all staff members should be familiar with the most important facts and figures it contains. Think about publicizing it among your contacts outside the Laboratory! A French version will be ready in September. Human Resources Division Tel. 74108

  14. 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.

  15. 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.

  16. Development of human resources for Indian nuclear power programme

    International Nuclear Information System (INIS)

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

    2013-01-01

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

  17. Wave energy resource assessment and review of the technologies

    Energy Technology Data Exchange (ETDEWEB)

    Wan Nik, W.B.: Sulaiman, O.O. [Maritime Technology Department, Universiti Malaysia Terengganu, 21030, Kuala Terengganu (Malaysia); Rosliza, R. [TATI University College, Teluk Kalong, 24000 Kemaman, Terengganu, (Malaysia); Prawoto, Y. [Faculty of Mechanical Engineering, Universiti Teknologi Malaysia, 81310 UTM, Skudai, Johor (Malaysia); Muzathik, A.M. [Institute of Technology, University of Moratuwa (Sri Lanka)

    2011-07-01

    Increase in human population has increased the demand for more energy. Technical improvement in transport and electrical appliances gives a lot of facilities to our life nowadays. Still we need to generate or convert this energy. Energy generation based on conventional technologies is always accompanied by environmental pollution. It gives overheating and greenhouse effects that later result in biosphere degradation. Nowadays sea wave energy is being increasingly regarded in many countries as a major and promising resource. It is renewable and environmentally friendly. In this paper wave parameters related to wave energy is analyzed. Then the paper describes the development of many different types of wave-energy converters. Several topics are addressed; the characterization of the wave energy resource, range of devices and how such devices can be organized into classes.

  18. Wetland resources investigation based on 3S technology

    Science.gov (United States)

    Lin, Hui; Jing, Haitao; Zhang, Lianpeng

    2008-10-01

    Wetland is a special ecosystem between land and water . It can provide massive foods, raw material, water resources and habitat for human being, animals and plants, Wetlands are so important that wetlands' development, management and protection have become the focus of public attention ."3S" integration technology was applied to investigate wetland resources in Shandong Province ,the investigation is based on remote sensing(RS) information, combining wetlandrelated geographic information system(GIS) data concerning existing geology, hydrology, land, lakes, rivers, oceans and environmental protection, using the Global Positioning System (GPS) to determine location accurately and conveniently , as well as multi-source information to demonstrate each other based on "3S" integration technology. In addition, the remote sensing(RS) interpretation shall be perfected by combining house interpretation with field survey and combining interpretation results with known data.By contrasting various types of wetland resources with the TM, ETM, SPOT image and combining with the various types of information, remote sensing interpretation symbols of various types of wetland resources are established respectively. According to the interpretation symbols, we systematically interpret the wetland resources of Shandong Province. In accordance with the purpose of different work, we interpret the image of 1987, 1996 and 2000. Finally, various interpretation results are processed by computer scanning, Vectored, projection transformation and image mosaic, wetland resources distribution map is worked out and wetland resources database of Shandong Province is established in succession. Through the investigation, wetland resource in Shandong province can be divided into 4 major categories and 17 sub-categories. we have ascertained the range and area of each category as well as their present utilization status.. By investigating and calculating, the total area of wetland in Shandong Province is

  19. The human resources in mergers and acquisitions

    Directory of Open Access Journals (Sweden)

    Noemí Martínez Caraballo

    2007-07-01

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

  20. 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.

  1. Human resource evaluation in hotel units:

    OpenAIRE

    Aspridis, George; Kyriakou, Dimitros

    2012-01-01

    This paper aims at presenting and analysing the performance appraisal systems and the human potential development in hotel units. It aims at integrating and updating many aspects of performance appraisal while concentrating on the hotel units system to prove the importance of human resource evaluation in hotel units and the procedure that is to be followed by the enterprise for further development of hotel employees. HR evaluation analysis is presented through relevant theoretical background ...

  2. RESOURCE-SAVING PROCESS AND RESOURCE-SAVING TECHNOLOGIES IN THE FIELD OF ECOLOGICAL TOURISM

    Directory of Open Access Journals (Sweden)

    K. D. Nikolaiev

    2009-03-01

    Full Text Available Saving of resources and some resources-saving technologies, the use of which in eco-touristic sphere will bring the possibility of development with the least pressure upon the environment, are considered in this article.

  3. Energy - Resources, technologies and power issues

    International Nuclear Information System (INIS)

    Mazzucchi, Nicolas

    2017-01-01

    For a better understanding of complex relationships between States, enterprises and international bodies, the author proposes a detailed analysis of power issues which structure the energy sector at the world level. He first considers the energy policy of a country as a result of an arbitration between three main concerns (access to energy, energy security, and struggle against climate change) which are differently addressed depending on consumption and production profiles of the country, and on its geographic and political characteristics. The author then proposes a synthetic overview of this landscape by analysing the history of exploitation of different energy sources (oil, coal, gas, uranium) and by proposing a regional analysis of resources. In the next part, he addresses various aspects of energy transports (bottlenecks of sea transport, trans-national grids, geopolitical restructuring of pipelines in front of the development of new LNG terminals). Then, for different regions, he describes the various modes of energy consumption, and challenges related to the transformation of this consumption due to the emergence of renewable energies. He analyses and discusses international mechanisms which underlie energy markets, and power issues which govern them. He shows that nuclear and renewable energies in fact strengthen the dependence on strategic materials and on technological companies. A chapter proposes an analysis of relationships between three prevailing actors in the elaboration of energy policies (enterprises, State and civil society) with their reciprocal influences, moments of collaboration, and information exchange or withholding. The last chapter addresses the study of power rivalries in the elaboration of policies for the struggle against climate change, and proposes a critical review of international organisations which square them

  4. Integrating Human Performance and Technology

    International Nuclear Information System (INIS)

    Farris, Ronald K.; Medema, Heather

    2012-01-01

    Human error is a significant factor in the cause and/or complication of events that occur in the commercial nuclear industry. In recent years, great gains have been made using Human Performance (HU) tools focused on targeting individual behaviors. However, the cost of improving HU is growing and resistance to add yet another HU tool certainly exists, particularly for those tools that increase the paperwork for operations. Improvements in HU that are the result of leveraging existing technology, such as hand-held mobile technologies, have the potential to reduce human error in controlling system configurations, safety tag-outs, and other verifications. Operator rounds, valve lineup verifications, containment closure verifications, safety and equipment protection, and system tagging can be supported by field-deployable wireless technologies. These devices can also support the availability of critical component data in the main control room and other locations. This research pilot project reviewing wireless hand-held technology is part of the Light Water Reactor Sustainability Program (LWRSP), a research and development (R and D) program sponsored by the U. S. Department of Energy (DOE). The project is being performed in close collaboration with industry R and D programs to provide the technical foundations for licensing, and managing the long-term, safe, and economical operation of current nuclear power plants. The LWRSP vision is to develop technologies and other solutions that can improve the reliability, sustain the safety, and extend the life of the current nuclear reactor fleet. (author)

  5. Integrating Human Performance and Technology

    Energy Technology Data Exchange (ETDEWEB)

    Ronald K. Farris; Heather Medema

    2012-05-01

    Human error is a significant factor in the cause and/or complication of events that occur in the commercial nuclear industry. In recent years, great gains have been made using Human Performance (HU) tools focused on targeting individual behaviors. However, the cost of improving HU is growing and resistance to add yet another HU tool certainly exists, particularly for those tools that increase the paperwork for operations. Improvements in HU that are the result of leveraging existing technology, such as hand-held mobile technologies, have the potential to reduce human error in controlling system configurations, safety tag-outs, and other verifications. Operator rounds, valve line-up verifications, containment closure verifications, safety & equipment protection, and system tagging can be supported by field-deployable wireless technologies. These devices can also support the availability of critical component data in the main control room and other locations. This research pilot project reviewing wireless hand-held technology is part of the Light Water Reactor Sustainability Program (LWRSP), a research and development (R&D) program sponsored by the U. S. Department of Energy (DOE). The project is being performed in close collaboration with industry R&D programs to provide the technical foundations for licensing, and managing the long-term, safe, and economical operation of current nuclear power plants. The LWRSP vision is to develop technologies and other solutions that can improve the reliability, sustain the safety, and extend the life of the current nuclear reactor fleet.

  6. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    2015-01-01

    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......, Strategic Human Resource Development and Stakeholder Management studies and, on this basis, investigates the case of an Italian bank to understand the nature and characteristics of collaborative learning activities towards external stakeholders. The investigation supports the proposition that HR development...... 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....

  7. 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

  8. Integrating Oracle Human Resources with Other Modules

    Science.gov (United States)

    Sparks, Karl; Shope, Shawn

    1998-01-01

    One of the most challenging aspects of implementing an enterprise-wide business system is achieving integration of the different modules to the satisfaction of diverse customers. The Jet Propulsion Laboratory's (JPL) implementation of the Oracle application suite demonstrates the need to coordinate Oracle Human Resources Management System (HRMS) decision across the Oracle modules.

  9. Human Resource Strategies for the '80s.

    Science.gov (United States)

    Odiorne, George S.

    1985-01-01

    Areas of concern for human resource managers include a move toward management by anticipation, relating people to organizations, motivational effects of physical plant design and layout, more use of work teams, better strategies for managing managers and professionals, treating employees as assets, new systems of managing managers and…

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

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

    Job Summary Under the direction of the Director of Human Resources, the Administrative Assistant provides operational and administrative assistance to her ... BoG, SMC; lead the management of paper and electronic records for the Division; provide directions for the proper preparation of goods and services contracts and ...

  11. 'Unconscionable and irrational' SAPS human resource allocation ...

    African Journals Online (AJOL)

    These areas also suffer among the highest rates of murder and serious violent crime in the province. The allocation of human resources to policing impinges on various constitutional rights. Given the inequity and irrationality apparent in the allocation of police personnel, the Khayelitsha Commission recommended that this ...

  12. 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,

  13. Human resources for health in Europe

    National Research Council Canada - National Science Library

    McKee, Martin; Dubois, Carl-Ardy; Nolte, Ellen

    2006-01-01

    ... systems in the field of personnel. The authors also identify which strategies are most likely to lead to the optimal management of health professionals in the future. Human Resources for Health in Europe is key reading for health policymakers and postgraduates taking courses in health services management, health policy and health economics. It is also ...

  14. Human Resource Subjects Allocation and Students' Academic ...

    African Journals Online (AJOL)

    This study investigated human resource subjects' allocation and students' academic performance in Secondary Schools in Obudu, Nigeria. The relevant variables of teachers subject was used as independent variable while the dependent variables were students' academic performance. Six hundred teachers from 20 ...

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

    African Journals Online (AJOL)

    Human Resources Development Programmes in Nigerian Academic Libraries: A Comparative Study of Universities in Imo State. ... In Imo State University, librarians and para-professionals sponsored themselves for training and development programmes while in FUTO they were sponsored by the university management.

  16. Human resource management practices in selected secondary ...

    African Journals Online (AJOL)

    The purpose of this study was to evaluate the practices and challenges of Human Resource Management (HRM) in some selected government secondary schools in East Shoa Zone (sample size: 285 teachers and staff). To this end, descriptive survey method was employed. Accordingly, the study results reveal ...

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

    African Journals Online (AJOL)

    Agriculture accounts for over 78.3% of labour in Nigeria and contributed about 23.9% of the Gross National Domestic product in 2016. This informed the need to examine resource efficiency based on human capital perspective in agricultural sector using Landmark University as a case study. A descriptive study reliant on ...

  18. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    Frederick Iraki

    organizations and to establish if the application of human resource practices affected employee job ... 2013. About 100 women owner/managers from all sectors were sampled for the study. The data was collected using a structured questionnaire. The data was analyzed using ... (Allio, 2004). In Europe SMEs form a big ...

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

    Science.gov (United States)

    2010-01-01

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

  20. The human resource conditions of lifetime extension

    International Nuclear Information System (INIS)

    Aszodi, A.

    2002-01-01

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

  1. Strategy for preventing the waste of human resources

    Science.gov (United States)

    Jones, William E.

    1992-05-01

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

  2. Resource sharing in libraries concepts, products, technologies, and trends

    CERN Document Server

    Breeding, Marshall

    2014-01-01

    Supplementing your local collection through resource sharing is a smart way to ensure your library has the resources to satisfy the needs of your users. Marshall Breeding's new Library Technology Report explores technologies and strategies for sharing resources, helping you streamline workflows and improve resource-sharing services by covering key strategies like interlibrary loan, consortial borrowing, document delivery, and shared collections. You'll also learn about such trends and services as:OCLC WorldCat Resource Sharing, and other systems that facilitate cooperative, reciprocal lendingS

  3. Education and making human resources activities in japanese universities

    International Nuclear Information System (INIS)

    Toshikazu, Takeda; Yoshiaki, Oka; Seiji, Shiroya

    2007-01-01

    Education systems of Japanese Universities for developing human resources in nuclear industry are described. As examples, the present nuclear engineering curricula of the University of Tokyo, of the Tokyo Institute of Technology and of the Osaka University are presented. The experimental courses on reactor physics using the Kyoto University Critical Assembly, the Kinki University Training Reactor, and the Joyo reactor and Monju are also presented. (authors)

  4. Development Trends of International Human Resource Management in Banks

    OpenAIRE

    Ala Roller; Aliona Zubic

    2015-01-01

    Commercial banks operating in today's volatile and uncertain environment. Technology is evolving at a rapid pace and local reshaping global markets and skills requirements. In this context, HR departments and HR service providers face the challenge of constantly find innovative potential and create competitive organizations, flexible and responsive to the diverse global market. In the coming years, HR experts will have to focus on the strategic role of human resources and the opportunities to...

  5. The Science & Technology Resources of Japan: A Comparison with the United States. An SRS Special Report.

    Science.gov (United States)

    National Science Foundation, Arlington, VA. Div. of Science Resources Studies.

    This report provides comparisons of U.S. and Japanese science resources and some initial evidence that Japan is expanding the human and financial resources for science while improving the environment for basic research. The data cover science and technology trends in research and development from 1975 to 1994, as well as more recent changes in…

  6. GIS Technology: Resource and Habitability Assessment Tool

    Data.gov (United States)

    National Aeronautics and Space Administration — We are applying Geographic Information Systems (GIS) to new orbital data sets for lunar resource assessment and the identification of past habitable environments on...

  7. 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 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......, Strategic Human Resource Development and Stakeholder Management studies and, on this basis, investigates the case of an Italian bank to understand the nature and characteristics of collaborative learning activities towards external stakeholders. The investigation supports the proposition that HR development...

  8. Human Resources Strategies in Romanian Tourism Companies

    Directory of Open Access Journals (Sweden)

    Tătăruşanu Maria

    2016-06-01

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

  9. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    Directory of Open Access Journals (Sweden)

    Zoltan-Bela FARKAS

    2014-06-01

    Full Text Available Many research studies on the human resources performance of the educational system have proved that pupils/students’ educational success depends, to a high degree, on the level of human resource motivation, as well as on their degree of professional satisfaction. Teachers’ who show a high level of motivation, both intrinsic and extrinsic, invest more into their activity, are more creative and more efficient in problem solving. The paper debates the results of an empirical study regarding the influence of pre-university teachers’ motivation and satisfaction regarding the general work conditions on their work performance by measuring the present motivation and satisfaction level. Furthermore, the determinant factors of their satisfaction with the work place are determined and analyzed. Finally, based on the statistical data process we will conclude and debate on the research hypothesis validation and the empirical model related to motivation – satisfaction – performance interdependences.

  10. Electricity Sector Council : human resources challenges

    International Nuclear Information System (INIS)

    Goldie, T.

    2007-01-01

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

  11. Human Resource Evaluation in Hotel Units

    Directory of Open Access Journals (Sweden)

    George Aspridis

    2012-03-01

    Full Text Available This paper aims at presenting and analysing the performance appraisalsystems and the human potential development in hotelunits. It aims at integrating and updating many aspects of performanceappraisal while concentrating on the hotel units systemto prove the importance of human resource evaluation in hotelunits and the procedure that is to be followed by the enterprisefor further development of hotel employees. HR evaluation analysisis presented through relevant theoretical background on theevaluation method and the presentation of the practical problematicalissues in order to create an image for a whole evaluationsystem of HR in Greek hotel enterprises.

  12. STRATEGIC HUMAN RESOURCE MANAGEMENT ASSESSMENT AT PRICEWATERHOUSECOOPERS

    Directory of Open Access Journals (Sweden)

    Amelia Boncea

    2010-12-01

    Full Text Available The world we are living in today has increasingly become aware of the importance of the human factor in all types of organizations. The present paper is intended to assess the performance of the human resource department at PricewaterhouseCoopers and to provide adequate recommendations for activity improvement. After a statement of the current HR strategy and an in-depth analysis of the external and internal environment, the paper continues with some proposals upon a more efficient HR function and the corresponding action plan to achieve this objective. In addition, the paper presents a section on how employees respond to change inside the company.

  13. Are human resource professionals strategic business partners?

    DEFF Research Database (Denmark)

    Chiu, Randy; Selmer, Jan

    2011-01-01

    Theoretical speculations and prescriptive discussions abound in the literature regarding the strategic importance of human resource management. However, evidence based on rigorous empirical studies that the transformation from an administrative service function to strategic partnership has taken...... place has been less pervasive. Based on a sample of CEOs, line managers and HR executives, this study applies both a quantitative and a qualitative approach to examine the research question whether HR professionals are strategic business partners. Although the overall quantitative results provided...

  14. Human resource management in triangular employment relationships

    OpenAIRE

    Fontinha, Ana Rita Ramos

    2013-01-01

    Tese de doutoramento (co-tutela), Psicologia (Psicologia dos Recursos Humanos do Trabalho e das Organizações), Katholieke Universiteit Leuven, Universidade de Lisboa, 2013 This dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., the...

  15. Human Resource Management and Corporate Social Responsibility

    OpenAIRE

    Bujor Anca Liliana

    2012-01-01

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

  16. Human resource management in international organizations

    OpenAIRE

    Treven, Sonja

    2017-01-01

    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 th...

  17. International human resource management and organizational learning

    OpenAIRE

    Bogićević-Milikić Biljana; Aleksić Ana

    2005-01-01

    Global companies are pressed by the need to simultaneously manage globally since they consider the whole world as their own market, and locally, because the global market consists of various different and weakly connected market segments. The need to be global and local at the same time presents, perhaps the most important challenge for management of global companies in 21st century. Searching this balance presents also an important challenge for human resource management (HRM), regarding the...

  18. 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.

  19. Toward Multi-Stakeholder Value: Virtual Human Resource Management

    Directory of Open Access Journals (Sweden)

    Hung-Yue Suen

    2017-11-01

    Full Text Available Some large organizations have used online virtual worlds (e.g., Second Life in human resources (HR in recent years, but few studies have explored how the values are generated by this technology and what factors have an impact on the performance of this technology. In this article we identify the delivery of HR functions in virtual worlds as virtual human resource management (v-HRM. In principle, v-HRM is an integrated HR strategy that enhances the management of human capital and increases the visibility of human capital to worldwide stakeholders through the establishment of an online virtual world. By introducing the features of v-HRM and summarizing the initiatives of v-HRM based on IBM experiences, we propose a model that examines the multi-stakeholder value of v-HRM. A qualitative study was employed to explore the impact of v-HRM on four types of stakeholder values through the insights from social shaping of technology approach. The case analysis results also show four types of v-HRM value facilitators. This model acknowledges how and what to implement with respect to v-HRM, and thus can be used to guide future research on v-HRM.

  20. Research Situation and Development Trend of Resource Recycling Technology for Agricultural Wastes

    OpenAIRE

    Du, Yan-yan; Zhao, Yun-hua

    2012-01-01

    Rational utilization of agricultural waste resources is of great significance to reducing environmental pollution, improving rural ecological environment, and developing agricultural circular economy. Besides, in the context of global energy crisis, the research of resource utilization technology for agricultural wastes will exert considerable influence on survival and living of human beings. We firstly discuss about general situations of agricultural waste resources in China, research and ap...

  1. IAEA Nuclear Security Human Resource Development Program

    International Nuclear Information System (INIS)

    Braunegger-Guelich, A.

    2009-01-01

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

  2. 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)

  3. Bilgi Teknolojilerinin Yattığı Örgütsel Değişim: Nasıl Bir İnsan Kaynakları Yönetimi / Organizational Change Created by Information Technologies : The Type of Corresponding Human Resources Management

    Directory of Open Access Journals (Sweden)

    Beyhan Aksoy

    2005-04-01

    Full Text Available The role of information technologies with all its dimensions in creating an organizational change is an important contemporary topic. Human resources management in terms of recruitment, placement, training, performance evaluation and compensation has all been influenced by the organizational change being generated by the information technologies. The present paper discusses the mentioned effects. Afterwards, the effects were observed upon a case study provided by a technology-intense firm and cituation of this firm has been evaluated in this circumtances.

  4. A Cross-Cultural Investigation of Human Performance Technology Interventions

    Science.gov (United States)

    Vadivelu, Ramaswamy N.

    2010-01-01

    Human Performance Technology (HPT) is a field of practice that has evolved from advancements in organizational development, instructional design, strategic human resource management and cognitive psychology. As globalization and trends like outsourcing and off-shoring start to dominate the way organizations grow, HPT practitioners are managing the…

  5. ORCMT -- technology resource for the 21. century nonwovens industry

    Energy Technology Data Exchange (ETDEWEB)

    Whittaker, J.W.

    1997-09-24

    As American textile and nonwovens companies participate in an increasingly competitive world market, technology is playing an ever-growing role in production of new, improved, and more cost competitive products and processes. But the same competitive pressures which drive the need for advanced manufacturing technology also reduce the resources available for necessary research and development activities. Technology resources and manufacturing expertise, unmatched in the world, are available to American industry at the Oak Ridge Centers for Manufacturing Technology (ORCMT). Bottom-line benefits from ORCMT technology solutions are already in the hundreds of millions of dollars. This presentation will describe a sampling of the technologies and expertise available, present examples of previous solutions, and explain how a company can benefit from the wealth of resources available.

  6. Technology Exploitation Paths: Combining Technological and Complementary Resources in New Product Development and Licensing

    NARCIS (Netherlands)

    Bianchi, Mattia; Frattini, Frederico; Lejarraga, Jose; Di Minin, Alberto

    2014-01-01

    Technological resources in the form of patents, trade secrets, and know-how have become key assets for modern enterprises. This paper addresses a critical issue in technology and innovation management, namely, the commercial exploitation of technological resources resulting from research and

  7. 10 CFR 1.39 - Office of Human Resources.

    Science.gov (United States)

    2010-01-01

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

  8. Improving human health. One of the five key areas to sustainable development where progress is possible with the resources and technologies at our disposal today

    International Nuclear Information System (INIS)

    2002-01-01

    Good health is an essential requisite for sustainable human development. Despite encouraging progress made to date, however, in many parts of the world, poor nutrition and disease-causing pathogens continue to be significant barriers to achieving good health, particularly for children. The problems are diverse; the consequences can be devastating, not just to individuals, but to the societies affected as well. The International Atomic Energy Agency (IAEA) is building capabilities of developing Member States to address these important health problems using nuclear techniques. In many instances, these techniques offer unique and cost effective means to prevent, diagnose, and treat a wide variety of diseases and conditions that affect health

  9. Human resources for health in India.

    Science.gov (United States)

    Rao, Mohan; Rao, Krishna D; Kumar, A K Shiva; Chatterjee, Mirai; Sundararaman, Thiagarajan

    2011-02-12

    India has a severe shortage of human resources for health. It has a shortage of qualified health workers and the workforce is concentrated in urban areas. Bringing qualified health workers to rural, remote, and underserved areas is very challenging. Many Indians, especially those living in rural areas, receive care from unqualified providers. The migration of qualified allopathic doctors and nurses is substantial and further strains the system. Nurses do not have much authority or say within the health system, and the resources to train them are still inadequate. Little attention is paid during medical education to the medical and public health needs of the population, and the rapid privatisation of medical and nursing education has implications for its quality and governance. Such issues are a result of underinvestment in and poor governance of the health sector--two issues that the government urgently needs to address. A comprehensive national policy for human resources is needed to achieve universal health care in India. The public sector will need to redesign appropriate packages of monetary and non-monetary incentives to encourage qualified health workers to work in rural and remote areas. Such a policy might also encourage task-shifting and mainstreaming doctors and practitioners who practice traditional Indian medicine (ayurveda, yoga and naturopathy, unani, and siddha) and homoeopathy to work in these areas while adopting other innovative ways of augmenting human resources for health. At the same time, additional investments will be needed to improve the relevance, quantity, and quality of nursing, medical, and public health education in the country. Copyright © 2011 Elsevier Ltd. All rights reserved.

  10. 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.

  11. 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.

  12. 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...

  13. Human Resources practices and workplace environmental support

    Directory of Open Access Journals (Sweden)

    Noel Ngwenya

    2014-01-01

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

  14. 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

  15. The Importance of Human Resource Planning in Industrial Enterprises

    Science.gov (United States)

    Koltnerová, Kristína; Chlpeková, Andrea; Samáková, Jana

    2012-12-01

    Human resource planning in the business practice should represent generally used and key activity for human resource management because human resource planning helps to make optimum utilisation of the human resources in the enterprise and it helps to avoid wastage of human resources. Human resource planning allows to forecast the future manpower requirements and also to forecast the number and type of employees who will be required by the enterprise in a near future. In the long term period, success of any enterprise depends on whether the right people are in the right places at the right time, which is the nature of human resource planning. The aim of this contribution is to explain the importance of human resource planning and to outline results of questionnaire survey which it was realized in industrial enterprises.

  16. human resource valuation and the performance of selected banks

    African Journals Online (AJOL)

    USER

    knowledge); and. (c) Organizational (structure; systems for planning, monitoring, and controlling activities; social relations within the organization and between the organization and external constituencies). Human resource management greatly influences an organization's human and organizational resources and so can ...

  17. Technology advancement: a factor in increasing resource use

    Science.gov (United States)

    Wilburn, David R.; Goonan, Thomas G.; Bleiwas, Donald I.

    2001-01-01

    The specter of mineral resource scarcity has been repeatedly raised as a concern because ever-growing populations with seemingly insatiable appetites for minerals place claims against a finite resource endowment. This report analyzes how technology has helped to ease resource constraints, and uses case studies of aluminum, copper, potash, and sulfur minerals to identify the effects of technology on resource supply. In spite of heightened demand for and increased loss of resources to environmental policy and urbanization, mineral producers historically have been able to continually expand production and lower costs. Specific production increases for the years 1900-98 were: aluminum (3,250 percent), copper (2,465 percent), potash (3,770 percent), and sulfur (6,000 percent). For the same period, constant-dollar (1998) prices decreased: aluminum (90 percent), copper (75 percent), potash (94 percent), and sulfur (89 percent). The application of technology has made available mineral deposits that were previously overlooked or considered non-viable. Using technology, producers can meet the demand for stronger, energy-efficient, more environmentally safe products with less physical material. Technologies have been developed to increase the amount of materials recycled and remanufactured. Technology development can occur in breakthroughs, but most often advances incrementally. Technological development is driven by the profit motive.

  18. Three essays on human resource management

    OpenAIRE

    Avgoustaki, Argyro

    2012-01-01

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

  19. Human Resource Management Practices and Innovation

    DEFF Research Database (Denmark)

    Laursen, Keld; Foss, Nicolai Juul

    2014-01-01

    This article surveys, organizes, and critically discusses the literature on the role of human resource practices for explaining innovation outcomes. We specifically put an emphasis on what is often called ‘new’ or ‘modern’ HRM practices—practices that imply high levels of delegation of decisions......, extensive lateral and vertical communication channels, and the use of reward systems. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation, while drawing attention to the notion of complementarities between practices. Moreover, we...

  20. 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.

  1. 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...

  2. Toward Strategic Human Resource Management in the Central Office

    Science.gov (United States)

    Mosley Linhardt, Heather LeAnn

    2011-01-01

    The purpose of this study was to identify and explore how human resources are managed, what human resource management can look like, and what organizational issues, tensions, and ambiguities are likely to surface as a district central office moves toward being more strategic with their human resources. The research design was an exploratory case…

  3. Cracking the Labor Market for Human Resource Planning.

    Science.gov (United States)

    Sum, Andy; And Others

    This publication is designed to increase the skills and knowledge of practicing human resource staff, private sector decision makers, and university students preparing for careers in the human resources field in the use of labor market and occupational information for policymaking and planning. Chapter 1 reviews human resource issues, concepts and…

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

    Science.gov (United States)

    2010-04-01

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

  5. Gas-Fired Distributed Energy Resource Technology Characterizations

    Energy Technology Data Exchange (ETDEWEB)

    Goldstein, L.; Hedman, B.; Knowles, D.; Freedman, S. I.; Woods, R.; Schweizer, T.

    2003-11-01

    The U. S. Department of Energy (DOE) Office of Energy Efficiency and Renewable Energy (EERE) is directing substantial programs in the development and encouragement of new energy technologies. Among them are renewable energy and distributed energy resource technologies. As part of its ongoing effort to document the status and potential of these technologies, DOE EERE directed the National Renewable Energy Laboratory to lead an effort to develop and publish Distributed Energy Technology Characterizations (TCs) that would provide both the department and energy community with a consistent and objective set of cost and performance data in prospective electric-power generation applications in the United States. Toward that goal, DOE/EERE - joined by the Electric Power Research Institute (EPRI) - published the Renewable Energy Technology Characterizations in December 1997.As a follow-up, DOE EERE - joined by the Gas Research Institute - is now publishing this document, Gas-Fired Distributed Energy Resource Technology Characterizations.

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

    Directory of Open Access Journals (Sweden)

    Marius Emil PATRICHI

    2015-10-01

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

  7. 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.

  8. How do dynamic capabilities transform external technologies into firms’ renewed technological resources? – A mediation model

    DEFF Research Database (Denmark)

    Li-Ying, Jason; Wang, Yuandi; Ning, Lutao

    2016-01-01

    How externally acquired resources may become valuable, rare, hard-to-imitate, and non-substitute resource bundles through the development of dynamic capabilities? This study proposes and tests a mediation model of how firms’ internal technological diversification and R&D, as two distinctive...... microfoundations of dynamic technological capabilities, mediate the relationship between external technology breadth and firms’ technological innovation performance, based on the resource-based view and dynamic capability view. Using a sample of listed Chinese licensee firms, we find that firms must broadly...... explore external technologies to ignite the dynamism in internal technological diversity and in-house R&D, which play their crucial roles differently to transform and reconfigure firms’ technological resources....

  9. Innovative Technologies for Human Exploration: Opportunities for Partnerships and Leveraging Novel Technologies External to NASA

    Science.gov (United States)

    Hay, Jason; Mullins, Carie; Graham, Rachael; Williams-Byrd, Julie; Reeves, John D.

    2011-01-01

    Human spaceflight organizations have ambitious goals for expanding human presence throughout the solar system. To meet these goals, spaceflight organizations have to overcome complex technical challenges for human missions to Mars, Near Earth Asteroids, and other distant celestial bodies. Resolving these challenges requires considerable resources and technological innovations, such as advancements in human health and countermeasures for space environments; self-sustaining habitats; advanced power and propulsion systems; and information technologies. Today, government space agencies seek cooperative endeavors to reduce cost burdens, improve human exploration capabilities, and foster knowledge sharing among human spaceflight organizations. This paper looks at potential opportunities for partnerships and spin-ins from economic sectors outside the space industry. It highlights innovative technologies and breakthrough concepts that could have significant impacts on space exploration and identifies organizations throughout the broader economy that specialize in these technologies.

  10. Human Resources Management in the Knowledge Management

    Directory of Open Access Journals (Sweden)

    Dan POPESCU

    2008-01-01

    Full Text Available Knowledge is increasingly claimed to be a key critical resource and source of competitive advantage in the modern global economy, especially with the rise of the service economy, the growth in the number of 'knowledge workers', the increasingly rapid flow of global information, and the growing recognition of the importance of intellectual capital and intellectual property rights. Knowledge, with its intangible aspects, is becoming a defining characteristic of economic activities, as opposed to tangibles such as goods, services or production processes. The rise of the knowledge economy has seen a proliferation of information and communication technologies, coupled with greater organizational complexity, the growth of virtual and global organizations and rapid change. This in turn requires drastic change within HRM to respond to changing demands of the knowledge economy.

  11. Activities of nuclear human resource development in nuclear industry

    International Nuclear Information System (INIS)

    Tsujikura, Yonezo

    2010-01-01

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

  12. Trends of Training Courses Conducted in the Human Resources Development Center of the National Institute for Quantum and Radiological Science and Technology After the Fukushima Dai-Ichi Nuclear Power Plant Accident.

    Science.gov (United States)

    Shimizu, Yuko; Iida, Haruzo; Nenoi, Mitsuru

    2017-07-01

    Environmental contamination with radioactive materials caused by the Fukushima Dai-ichi Nuclear Power Plant (NPP) accident in 2011 raised a serious health concern among residents in Japan, and the demand for radiation experts who can handle the radiation-associated problems has increased. The Human Resources Development Center (HRDC) of the National Institute of for Quantum and Radiological Science and Technology in Japan has offered a variety of training programs covering a wide range of technologies associated with radiation since 1959. In this study, the time-course change in the number and age of the applicants for training programs regularly scheduled at HRDC were analyzed to characterize the demand after the NPP accident. The results suggested that the demand for the training of industrial radiation experts elevated sharply after the NPP accident followed by a prompt decrease, and that young people were likely stimulated to learn the basics of radiation. The demand for the training of medical radiation experts was kept high regardless of the NPP accident. The demand for the training of radiation emergency experts fluctuated apparently with three components: a terminating demand after the criticality accident that occurred in 1999, an urgent demand for handling of the NPP accident, and a sustained demand from local governments that undertook reinforcement of their nuclear disaster prevention program. The demand for the training of school students appeared to be increasing after the NPP accident. It could be foreseen that the demand for training programs targeting young people and medical radiation experts would be elevated in future.

  13. Technology--The Extension of Human Potential

    Science.gov (United States)

    Childress, Vincent W.

    2018-01-01

    Technology is defined differently depending on one's point of view, but in "Standards for Technological Literacy," technology is defined as "Human innovation…the generation of knowledge and processes…that solve problems and extend human capabilities" (ITEA/ITEEA 2000/2002/2007). The processes associated with the development of…

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

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

    2010-01-01

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

  1. Nuclear human resources management in Serbia

    International Nuclear Information System (INIS)

    Videnovic, I.

    2007-01-01

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

  2. 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

  3. A sample application of nuclear power human resources model

    International Nuclear Information System (INIS)

    Gurgen, A.; Ergun, S.

    2016-01-01

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

  4. Human Resource Outsourcing: Lesson from Multinational Enterprises

    Directory of Open Access Journals (Sweden)

    Hasliza Abdul Halim

    2011-03-01

    Full Text Available This paper examines the consequence of the organization internalization on the practice of human resource (HR outsourcing among manufacturing organizations. The assumption is that HR outsourcing is perceived as an innovative practice and that multinational enterprise (MNEs will employ this practice more than local organizations. The data was gathered from survey questionnaires of 232 manufacturing organizations. Of the sample, 113 organizations engaged with HR outsourcing, and 71 are MNEs that partially outsource their HR functions. The findings reveal that HR outsourcing among MNEs is used to a greater extent than local organizations. A significant difference is found in the extent of outsourcing payroll, benefits, training and recruitment between MNEs and in local organizations.

  5. Biographical approach to human resource management

    Directory of Open Access Journals (Sweden)

    Ratković-Njegovan Biljana

    2015-01-01

    Full Text Available The paper discusses the importance of biographical approach to managing human resources, which is especially important in the first, anticipatory stage of organizational socialization, in which interview for the job is performed. Biographical principle is based on a broader and more complex approach to the candidate, which enables him to present his working career, personal qualities, professional knowledge and skills, social skills, interests and aspirations. Biographical approach allows an individual who has applied for a certain job to reflect, identify and present their work and life path in their own way.. The organization, in turn, through the biographical method receives valid information to predict the future behavior of candidates and their performance.

  6. Training of human resources in the UNAM

    International Nuclear Information System (INIS)

    Iturbe H, F.

    2008-12-01

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

  7. Science and technology for the new century : a framework for the human resources management of the federal science and technology community - project 1, management and scientific development and training

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1997-11-01

    The science-based departments of the Canadian Government are responsible for ensuring the effectiveness and relevance of federal investment in science and technology research projects. This publication provides a flexible framework for effectively planning and delivering a learning strategy for the science and technology workforce to ensure that federal science and technology objectives can be met in the future. The framework helps to: (1) identify the corporate needs for developing the science and technology workforce of the federal government by providing recommendations to appropriate organizations, (2) establish the need for a learning strategy linked to the business lines of each organization, (3) find the best ways to implement learning at the appropriate level of investment, (4) choose means to monitor this investment so that its impact on the organization can be measured, and (5) take the proper steps to ensure the successful introduction and nurturing of a learning environment to ensure maximum return on the investment. 9 refs., 5 figs.

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

    OpenAIRE

    Milorad M. Drobac; Milica Radović

    2009-01-01

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

  9. HUMAN RESOURCES MANAGEMENT SYSTEM IN A MUNICIPAL ADMINISTRATION

    OpenAIRE

    Mincho Vasilev

    2016-01-01

    The article discusses the opportunities of establishing a system for human resources management in a municipal administration as an example of a public organization operating in tcontemporary dynamic business environment and new trends in theory and practice of human resources management. The main conclusions underline the importance of the human factor to achieve efficiency in organizations and the need for application of new approaches in human resources management, incl. in the structures ...

  10. HUMAN RESOURCES MANAGEMENT SYSTEM IN A MUNICIPAL ADMINISTRATION

    Directory of Open Access Journals (Sweden)

    Mincho Vasilev

    2016-09-01

    Full Text Available The article discusses the opportunities of establishing a system for human resources management in a municipal administration as an example of a public organization operating in tcontemporary dynamic business environment and new trends in theory and practice of human resources management. The main conclusions underline the importance of the human factor to achieve efficiency in organizations and the need for application of new approaches in human resources management, incl. in the structures of public administration.

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

    Directory of Open Access Journals (Sweden)

    José Ernesto Rangel Delgado

    2008-10-01

    Full Text Available The prospective technique approach used as a context, this paper emphasizes the importance of a long term vision on the human resources development for renewable energies production. In the same sense it outlines the connection between the professions associated with the generation of renewable energy and the labor market. Results are presented on the research intellectual capacity of Mexico, highlighting, the public universities, specialized research centers, researchers, and the associated academic programs to renewable energies. Finally, it is presented the conclusions, and suggestions oriented to increase strategically, the renewable energies research for the technology development. Also it might incorporate our country towards the international market for renewable technologies, in the long term.

  12. Technological advances for studying human behavior

    Science.gov (United States)

    Roske-Hofstrand, Renate J.

    1990-01-01

    Technological advances for studying human behavior are noted in viewgraph form. It is asserted that performance-aiding systems are proliferating without a fundamental understanding of how they would interact with the humans who must control them. Two views of automation research, the hardware view and the human-centered view, are listed. Other viewgraphs give information on vital elements for human-centered research, a continuum of the research process, available technologies, new technologies for persistent problems, a sample research infrastructure, the need for metrics, and examples of data-link technology.

  13. Mars In-Situ Resource Utilization Technology Evaluation

    Science.gov (United States)

    Santiago-Maldonado, Edgardo; Muscatello, Anthony

    2011-01-01

    We have examined the technologies required to enable Mars Tn-Situ Resource Utilization (ISRU) because our understanding of Mars resources has changed significantly in the last five years as a result of recent robotic missions to the red planet [1-4]. Two major developments, (1) confirmation of the presence of near-surface water in the form of ice in very large amounts at high latitudes by the Phoenix Lander and (2) the likely existence of water at lower latitudes in the form of hydrates or ice in the top one meter of the regolith, have the potential to change ISRU technology selection. A brief technology assessment was performed for the most promising Mars atmospheric gas processing techniques: Reverse Water Gas Shift (RWGS) and Methanation (aka Sabatier), as well as an overview of soil.processing technology to extract water from Martian soil.

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

    Science.gov (United States)

    Baah, Anthony

    2010-01-01

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

  15. Human Spaceflight Technology Needs - A Foundation for JSC's Technology Strategy

    Science.gov (United States)

    Stecklein, Jonette M.

    2013-01-01

    Human space exploration has always been heavily influenced by goals to achieve a specific mission on a specific schedule. This approach drove rapid technology development, the rapidity of which adds risks as well as provides a major driver for costs and cost uncertainty. The National Aeronautics and Space Administration (NASA) is now approaching the extension of human presence throughout the solar system by balancing a proactive yet less schedule-driven development of technology with opportunistic scheduling of missions as the needed technologies are realized. This approach should provide cost effective, low risk technology development that will enable efficient and effective manned spaceflight missions. As a first step, the NASA Human Spaceflight Architecture Team (HAT) has identified a suite of critical technologies needed to support future manned missions across a range of destinations, including in cis-lunar space, near earth asteroid visits, lunar exploration, Mars moons, and Mars exploration. The challenge now is to develop a strategy and plan for technology development that efficiently enables these missions over a reasonable time period, without increasing technology development costs unnecessarily due to schedule pressure, and subsequently mitigating development and mission risks. NASA's Johnson Space Center (JSC), as the nation s primary center for human exploration, is addressing this challenge through an innovative approach in allocating Internal Research and Development funding to projects. The HAT Technology Needs (TechNeeds) Database has been developed to correlate across critical technologies and the NASA Office of Chief Technologist Technology Area Breakdown Structure (TABS). The TechNeeds Database illuminates that many critical technologies may support a single technical capability gap, that many HAT technology needs may map to a single TABS technology discipline, and that a single HAT technology need may map to multiple TABS technology

  16. Organization Context and Human Resource Management in the Small Firm

    NARCIS (Netherlands)

    J.M.P. de Kok (Jan); L.M. Uhlaner (Lorraine)

    2001-01-01

    textabstractThis paper examines the relationship between organization contextual variables and human resource management (HRM) practices in small firms. The proposed model is based on an integration of theoretical perspectives, including the resource-based approach, institutional theory, transaction

  17. Pathological Approach to Human Resource Management: Strategic Approach to Maintenance Human Resource and Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Akram Ahmadnia Chenijani

    2013-06-01

    Full Text Available The aim of the present study is the pathological status of strategic approach to maintenance human resource and organizational commitment with checking the status of mediator variables impact on organizational commitment among organizational support, organizational justice, organizational culture and needs of Excellence. The research type is descriptive. In order to realize this, Zahedan Municipal employees, up to 2032 were considered as a statistical population, so Morgan table has been applied and 234 employees were considered as the statistical sample. In order to gather data, a questionnaire with Cronbach’s Alpha 0.89 has been arranged . For the purpose of data analysis SPSS software, Friedman Test, t-Test and Gap Analysis have been applied. The results showed that the state of organizational support, organizational justice and the strategic approach for maintaining human resources are faced with injury.

  18. Need Assessment of the Digital Archives Industry Human Resources in Taiwan

    Directory of Open Access Journals (Sweden)

    Hsueh-Hua Chen

    2005-03-01

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

  19. Information technologies for global resources management and environmental assessment

    Energy Technology Data Exchange (ETDEWEB)

    Campbell, A.P.; Wang, Hua

    1992-09-01

    Recent advances in computer and communications technologies offer unprecedented opportunities to develop sophisticated information resources management systems for global resources management and environment assessment in an efficient, effective, and systematic manner. In this paper, the emerging global energy and environmental issues are identified. Since satellite-based remote sensing systems are becoming increasingly available and produce massive data collections, the utilization of imaging processing techniques and their applications for regional and global resources management and environmental studies are described. Interoperability and interconnectivity among heterogeneous computer systems are major issues in designing a totally integrated, multimedia-based, information resources management system that operates in a networking environment. Discussions of the future technology trends are focused on a number of emerging information management technologies and communications standards which will aid in achieving seamless system integration and offer user-friendly operations. It can be foreseen that advances in computer and communications technologies, increasingly sophisticated image processing techniques and Geographical Information Systems (GIS), and the development of globally comprehensive data bases will bring ``global visualization`` onto multimedia desktop computers before the end of this decade.

  20. Information technologies for global resources management and environmental assessment

    Energy Technology Data Exchange (ETDEWEB)

    Campbell, A.P.; Wang, Hua.

    1992-01-01

    Recent advances in computer and communications technologies offer unprecedented opportunities to develop sophisticated information resources management systems for global resources management and environment assessment in an efficient, effective, and systematic manner. In this paper, the emerging global energy and environmental issues are identified. Since satellite-based remote sensing systems are becoming increasingly available and produce massive data collections, the utilization of imaging processing techniques and their applications for regional and global resources management and environmental studies are described. Interoperability and interconnectivity among heterogeneous computer systems are major issues in designing a totally integrated, multimedia-based, information resources management system that operates in a networking environment. Discussions of the future technology trends are focused on a number of emerging information management technologies and communications standards which will aid in achieving seamless system integration and offer user-friendly operations. It can be foreseen that advances in computer and communications technologies, increasingly sophisticated image processing techniques and Geographical Information Systems (GIS), and the development of globally comprehensive data bases will bring global visualization'' onto multimedia desktop computers before the end of this decade.

  1. 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

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

    Directory of Open Access Journals (Sweden)

    Chux Gervase Iwu

    2016-09-01

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

  3. STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

    OpenAIRE

    Jaroslav NEKORANEC; Eva RÉVAYOVÁ

    2014-01-01

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

  4. Importance of Knowledge Management in Human Resource Development

    International Nuclear Information System (INIS)

    Pleslic, Sanda

    2014-01-01

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

  5. Human resource management in crisis: motivation of employees

    OpenAIRE

    Sharaeva, Maria

    2016-01-01

    Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a st...

  6. Information Technology Management: Hurricane Katrina Disaster Recovery Efforts Related to Army Information Technology Resources

    National Research Council Canada - National Science Library

    Jolliffe, Richard B; Burton, Bruce A; Wicecarver, Jacqueline L; Kince, Therese M; Ryan, Susan R; Price, Matthew J; Cleveland, Karma J; N. Pugh, Jacqueline; Milner, Jillisa H; Johnson, Meredith H

    2006-01-01

    ... of Louisiana, Mississippi, Alabama, and Florida with Category 3 winds and torrential rain. This audit report is the first in a planned series of audits on the effects of Hurricane Katrina on DoD information technology resources...

  7. Governance and human resources for health

    Directory of Open Access Journals (Sweden)

    Dieleman Marjolein

    2011-11-01

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

  8. International human resource management and organizational learning

    Directory of Open Access Journals (Sweden)

    Bogićević-Milikić Biljana

    2005-01-01

    Full Text Available Global companies are pressed by the need to simultaneously manage globally since they consider the whole world as their own market, and locally, because the global market consists of various different and weakly connected market segments. The need to be global and local at the same time presents, perhaps the most important challenge for management of global companies in 21st century. Searching this balance presents also an important challenge for human resource management (HRM, regarding the ways of accomplishing it. HRM is expected to contribute to achievement of global competitive advantage worldwide efficiency, local responsiveness, as well as transfer of learning within global organizations. The transfer of learning gains on its importance as many authors see it as the main motive of establishing global companies. However, regardless of recognized significance of organizational learning for global companies, international HRM literature simply lacks studies related to transfer of learning, recommendations about how to develop this organizational ability, how to improve it and measure, and how to provide permanency of the learning process. Therefore, the aim of this paper is through reviewing the relevant literature, to shed light on different aspects of the responsiveness-integration paradigm and its implications on the transfer of learning in global companies.

  9. Human resources and their possible forensic meanings.

    Science.gov (United States)

    Russo, Andrea; Urlić, Ivan; Kasum, Josip

    2015-09-01

    Forensics (forensic--before the Forum) means the application of knowledge from different scientific fields in order to define facts in judicial and/or administrative procedures. Nowadays forensics, besides this, finds its application even in different economic processes. For example, forensics enters the commercial areas of business intelligence and of different security areas. The European Commission recognized the importance of forensics, and underscored the importance of development of its scientific infrastructure in member States. We are witnessing the rise of various tragedies in economic and other kinds of processes. Undoubtedly, the world is increasingly exposed to various forms of threats whose occurrences regularly involve people. In this paper we are proposing the development of a new approach in the forensic assessment of the state of human resources. We are suggesting that in the focus should be the forensic approach in the psychological assessment of awareness of the individual and of the critical infrastructure sector operator (CISO) in determining the level of actual practical, rather than formal knowledge of an individual in a particular field of expertise, or in a specific scientific field, and possible forensic meanings.

  10. Encryption Technology based on Human Biometrics

    Directory of Open Access Journals (Sweden)

    Wei Yang

    2017-08-01

    Full Text Available The research progress of encryption technologies based on human biometrics is reviewed in this paper.The technologies that utilize human biometrics to make information encryption and identity authentication,and the technologies which combine biometrics encryption with optical encryption methods are introduced in detail.The advantages and disadvantages of these encryption systems are discussed,and the obstacles in practical applications are pointed out.Finally,the prospect of the new encryption technologies that are based on human biometrics are predicted.

  11. Hawai‘i Distributed Energy Resource Technologies for Energy Security

    Energy Technology Data Exchange (ETDEWEB)

    None, None

    2012-09-30

    HNEI has conducted research to address a number of issues important to move Hawai‘i to greater use of intermittent renewable and distributed energy resource (DER) technologies in order to facilitate greater use of Hawai‘i's indigenous renewable energy resources. Efforts have been concentrated on the Islands of Hawai‘i, Maui, and O‘ahu, focusing in three areas of endeavor: 1) Energy Modeling and Scenario Analysis (previously called Energy Road mapping); 2) Research, Development, and Validation of Renewable DER and Microgrid Technologies; and 3) Analysis and Policy. These efforts focused on analysis of the island energy systems and development of specific candidate technologies for future insertion into an integrated energy system, which would lead to a more robust transmission and distribution system in the state of Hawai‘i and eventually elsewhere in the nation.

  12. STRATEGIC MANAGEMENT OF HUMAN RESOURCE AND THE SLOVAK ARMED FORCES

    Directory of Open Access Journals (Sweden)

    Jaroslav NEKORANEC

    2014-04-01

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

  13. Achieving competitive advantage through strategic human resource management.

    Science.gov (United States)

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

    1990-01-01

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

  14. The Relationship of Human Resource Information System (HRIS) on Users’ Satisfaction

    OpenAIRE

    Nur Shafini Binti Mohd Said*; Nur Raihan Adnie Muda

    2014-01-01

    This research is about a study on the effectiveness of Human Resource Information System (HRIS) on users’ satisfaction among employees at Kolej Islam Sains dan Teknologi (KIST), Kuala Berang, Terengganu, Malaysia. The primary purpose of the research is to determine the correlation between the effectiveness of Human Resource Information System (HRIS) and users’ satisfaction. With the increasing effect of globalization and technology, organizations have started to use information systems in ...

  15. Converging technologies and human destiny.

    Science.gov (United States)

    Bainbridge, William Sims

    2007-01-01

    The rapid fertility decline in most advanced industrial nations, coupled with secularization and the disintegration of the family, is a sign that Western Civilization is beginning to collapse, even while radical religious movements pose challenges to Western dominance. Under such dire circumstances, it is pointless to be cautious about developing new Converging Technologies. Historical events are undermining the entire basis of ethical decision-making, so it is necessary to seek a new basis for ethics in the intellectual unification of science and the power to do good inherent in the related technological convergence. This article considers the uneasy relations between science and religion, in the context of fertility decline, and the prospects for developing a new and self-sustaining civilization based in a broad convergence of science and technology, coalescing around a core of nanotechnology, biotechnology, information technology, and cognitive technologies. It concludes with the suggestion that the new civilization should become interstellar.

  16. Ameliorating the effects of global crisis on human resources

    Directory of Open Access Journals (Sweden)

    Wilfred UKPERE

    2011-06-01

    Full Text Available Capitalist globalisation has produced certain negative consequences for human resources, industrial democracy and humanity in general. Globalisation is a powerful force that cannot be denied, however, conversely, it has also threatened life, in a broader sense. Globalisation was perceived by globalisers as a worldwide remedy for worldwide problems, but is viewed with great pessimism amongst proletariat (workers. In fact, current globalisation has an enormous negative impact on human resources, industrial democracy and humanity, at large. Hence, the aim of this paper is to proffer mechanisms, which can ameliorate negative impacts of globalisation on human resources, industrial democracy and humanity. It is the author’s belief that if current postulates are considered, globalisation might present a different picture, which could have positive effects on human resources, industrial democracy and humanity, in general.

  17. Human resources evaluation in a marketing organization

    Directory of Open Access Journals (Sweden)

    Gutić Dragutin

    2009-01-01

    Full Text Available This work is first of all part of authors' initiated thinking in which in a certain way they try to promote the idea and need to accept and develop the concept of human resources management by marketing managers. This work's subject matter deals with human resources evaluation in a marketing organization as an important and certain element of this management. A new approach with critical reference to the present state of theory and practice is explained, new solutions are offered and thorough, almost radical changes and turnarounds are supported. Marketing managers mostly reluctantly accept the evaluation system for their employees. They often say that this is not their basic job, that it unnecessarily and absurdly puts a burden on them, that it takes their time, or they think however that their goal is to increase sales, to extend the existing and enter new markets, to improve the relationship with buyers and consumers etc. Evaluation enables employees to understand clearly what they are expected and how their results will be evaluated. Each member of the organization wants to know and have feedback about his or her work. This assessment of his or her work is a basis for rewarding, job security, career development, promotion in the organization, improvement and professional training etc. Evaluation is not in the least easy and simple work. On the contrary, It is a matter of a very complicated work followed by many difficulties and different restrictions in practice. It is a fact that great part of failure and poor system lies in an approach systematically incomplete and taken for granted. The authors gave a thorough review of basic restrictions and difficulties that should be count on when evaluating the employees. They come from the evaluators themselves (marketing managers, unelaborated evaluation methodology, as well as insufficient and late information as a base for evaluation. Marketing managers efficiency evaluation is focused through

  18. Critical resources in clean energy technologies and waste flows

    DEFF Research Database (Denmark)

    Habib, Komal

    is fraught with the risk of shifting the supply security problem from one type of non‐renewable resources (fossil fuels) to another type (metals), in particular the specialty metals such as rare earth elements e.g. neodymium and dysprosium. This PhD work presented an in‐depth analysis of potential resource......A broader implementation of clean energy technologies in future is a widely motivated scenario for meeting the climate change goals as well as to reduce our dependency on the non‐renewable fossil fuels. However, the transition from the current fossil‐based society to a future low‐carbon society...

  19. Promotion of Bilateral Cooperative Programs in Nuclear Human Resources Development

    International Nuclear Information System (INIS)

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

    2009-08-01

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

  20. Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS) in Hospitals

    OpenAIRE

    Alam, Md Golam Rabiul; Masum, Abdul Kadar Muhammad; Beh, Loo-See; Hong, Choong Seon

    2016-01-01

    The aim of this research is to explore factors influencing the management decisions to adopt human resource information system (HRIS) in the hospital industry of Bangladesh-an emerging developing country. To understand this issue, this paper integrates two prominent adoption theories-Human-Organization-Technology fit (HOT-fit) model and Technology-Organization-Environment (TOE) framework. Thirteen factors under four dimensions were investigated to explore their influence on HRIS adoption deci...

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

    African Journals Online (AJOL)

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

  2. Writing is a Humanizing Technology.

    Science.gov (United States)

    Ong, Walter J.

    1983-01-01

    Describes writing as a technology that changes thought processes and verbal expression and suggests that language and literature teachers become familiar with the processes of primary orality and literacy. (AEA)

  3. The directory of US coal and technology export resources

    Energy Technology Data Exchange (ETDEWEB)

    1990-10-01

    The purpose of The Directory remains focused on offering a consolidated resource to potential buyers of US coal, coal technology, and expertise. This is consistent with the US policy on coal and coal technology trade, which continues to emphasize export market strategy implementation. Within this context, DOE will continue to support the teaming'' approach to marketing; i.e., vertically integrated large project teams to include multiple industry sectors, such as coal producers, engineering and construction firms, equipment manufacturers, financing and service organizations.

  4. Coal resources - issues and technological outlook for the future

    International Nuclear Information System (INIS)

    Ando, K.

    2000-01-01

    In presenting the need to consider resources, utilisation and environment as interrelated rather than separate aspects, Dr Ando puts the case for increased cooperation and mutual trust between the coal producer, Australia, and the coal consumer, Japan, to ensure not only the growth of the industry but also a rational and long term response to the greenhouse challenge. On the use side the top priority is considered to be the improvement in combustion efficiency by promoting further development of clean coal technology. To achieve these goals, parties on both sides must build programs of international cooperation that encompass the transfer of such technology

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

    OpenAIRE

    Audia Junita

    2017-01-01

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

  6. The Interaction between Human and Organizational Capital in Strategic Human Resource Management

    OpenAIRE

    Audia Junita

    2016-01-01

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

  7. Technology-enhanced human interaction in psychotherapy.

    Science.gov (United States)

    Imel, Zac E; Caperton, Derek D; Tanana, Michael; Atkins, David C

    2017-07-01

    Psychotherapy is on the verge of a technology-inspired revolution. The concurrent maturation of communication, signal processing, and machine learning technologies begs an earnest look at how these technologies may be used to improve the quality of psychotherapy. Here, we discuss 3 research domains where technology is likely to have a significant impact: (1) mechanism and process, (2) training and feedback, and (3) technology-mediated treatment modalities. For each domain, we describe current and forthcoming examples of how new technologies may change established applications. Moreover, for each domain we present research questions that touch on theoretical, systemic, and implementation issues. Ultimately, psychotherapy is a decidedly human endeavor, and thus the application of modern technology to therapy must capitalize on-and enhance-our human capacities as counselors, students, and supervisors. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

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

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    Strategic human resource management (SHRM) has become increasingly important to the competitiveness of firms. Despite ... Key words: Strategic human resource management, SME, competitiveness, Nigeria. Introduction .... management staff who have spent at least five years in the business and so they are experienced ...

  9. Adult Education & Human Resource Development: Overlapping and Disparate Fields

    Science.gov (United States)

    Watkins, Karen E.; Marsick, Victoria J.

    2014-01-01

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

  10. Human Resources Factor in the Development of Appropriate ...

    African Journals Online (AJOL)

    Discussions on information literacy skills of the School child in Nigeria bring to mind a composite requirement of relevant human resource in the school library. The stakeholders have been identified as veritable human resource in the school library that should encourage the Teacher-Librarian to carry out effective library ...

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

    African Journals Online (AJOL)

    DR Nneka

    Key words: Effective management, human resources, business, church, growth. Introduction. Business and ... at work through an enduring human resources management culture, value is produced. This in turn ... considered this idea of learning to be so important in the life-world of business and church, that he described ...

  12. HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

    Directory of Open Access Journals (Sweden)

    Todericiu Ramona

    2013-07-01

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

  13. Linking the Human Resource Management in Education module to ...

    African Journals Online (AJOL)

    To link a module in human resource management in education to knowledge management, a brief outline of the module and its three approaches are described. The article concludes with an application of knowledge management to the Human Resource Management in Education module. South African Journal of ...

  14. Human Resources Administration in Education: A Management Approach. Sixth Edition.

    Science.gov (United States)

    Rebore, Ronald W.

    This book reflects the changing aspects of school human-resources management. Current concerns include the impact of new laws related to disabilities, civil rights, family and medical leave, and the testing of school bus drivers for alcohol and controlled substances. Also examined are human resources' responsibilities to military reservists and…

  15. The Newest Job in Personnel: Human Resources Data Administrator.

    Science.gov (United States)

    Walker, Alfred J.

    1982-01-01

    The author explains why administration of human resources data systems will require personnel expertise and management skills in addition to technical database management abilities. He discusses the perfect database, responsibilities held by the human resources data administrator, and what skills this administrator must possess. (CT)

  16. Globalization and the challenges of human resource development ...

    African Journals Online (AJOL)

    This paper discusses the challenge of human resource development as it relates counseling in Nigerian schools in the face of globalization of world economy with its attendant changes in every facet of life. It traces the origin of human resource development Iin Nigeria up to the coming of the missionaries who spiritually ...

  17. WHO ADOPT AND IMPLEMENT HUMAN RESOURCES STRATEGY IN AN ORGANIZATION?

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2016-04-01

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

  18. Development of human resources for Indian nuclear power ...

    Indian Academy of Sciences (India)

    This paper discusses the requirements of the human resource development programme for nuclear energy, the challenges in the way of its realization, its national and international status and traces the history of nuclear education in the country. It brings out the linkage of human resource development programme with the ...

  19. The Evolution Of Human Resource Management In Reforming The ...

    African Journals Online (AJOL)

    ... in Nigeria is quiet topical for the Health System development. This article intends to review the evolvement of Human Resources for Health and how it is shaping the reform process in the Nigerian Health Sector. Keywords: human resources, health sector reform, nigeria. Annals of Nigerian Medicine Vol. 2 (2) 2006: pp. 1-8 ...

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

    African Journals Online (AJOL)

    Human Resource Management (HRM) is a strategic and coherent approach to the management of an organization.s most valued assets: the people working there who individually and collectively contribute to the achievement of its objective. The assumptions underpinning the practice of human resource management are ...

  1. Outsourcing HR Services: The Role of Human Resource Intermediaries

    Science.gov (United States)

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

    2012-01-01

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

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

    African Journals Online (AJOL)

    Toshiba

    Net Investments in Human Resources. Other Assets. Liabilities and Stockholder's Equity. Total Current Liabilities. Long Term Debt, Excluding Current Installments. Deferred Compensation. Deferred Federal Income Tax Based upon. Full Tax Deduction for Human Resource Cost. 16,408,620. 3,371,943. 1,288,454. 183,152.

  3. Human resource management practices in public and private ...

    African Journals Online (AJOL)

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

  4. Managing human resources in sport: Issues, challenges and ...

    African Journals Online (AJOL)

    This conceptual paper on issues and challenges experienced by human resources in sport organisations focuses on two human resources, namely the sport coach and volunteers who play a crucial role in assisting the sport organisation achieve its objectives. With regard to the sport coach the focus is on sport coaching, ...

  5. human resources management and lecturer's job satisfaction in ...

    African Journals Online (AJOL)

    PROF EKWUEME

    The study examines the extent to which the management of human resources by the administrators influence ... work towards the realization of the organizational. 91 ..... Academic publication. Between groups. 107.236. 2. 52.618 19.662*. HUMAN RESOURCES MANAGEMENT AND LECTURER'S JOB SATISFACTION. 95 ...

  6. 17 Human Resource Development and the Productivity of the Civil ...

    African Journals Online (AJOL)

    FIRST LADY

    2011-01-18

    Jan 18, 2011 ... A systematic approach to human resource development will logically start with the employees' job performance ... development are two dimensions of human resource development. Training will be understood as .... was accepted because t-(t critical one tail = 2.353) is greater than t- (t calculated = 09523).

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

    African Journals Online (AJOL)

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

  8. Influence Of Globalization On Human Resource Development In ...

    African Journals Online (AJOL)

    ... brain drain in the health and education sectors of the economy, importation of worst practices of human resource management. In conclusion, the benefits of Globalization can only be reaped with proper educational, human resource planning based on the cost benefit analysis of education. Otherwise globalization would ...

  9. Communication and Human Resource Management and its Compliance with Culture

    OpenAIRE

    D. Charvatova; C.G. van der Veer

    2008-01-01

    According to the conception of personnel management, human resource management requires efficient use of human resources. This is ensured by various activities directed towards the area of management. Among these activities there are for example the recruitment of employees, development, strengthening of relations, mutual inspiring, implementation of correct working processes and systems used by individuals or groups.

  10. Mind Mapping on Development of Human Resource of Education

    Science.gov (United States)

    Fauzi, Anis

    2016-01-01

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

  11. Application Design of Human Resource Information System on Binus Student Learning Community of Bina Nusantara University

    Directory of Open Access Journals (Sweden)

    Eileen Heriyanni

    2015-09-01

    Full Text Available Information exchange between human resources within an organization is a valuable asset that must be managed properly. Information technology now supports information management between human resources through Human Resource Information System (HRIS. Binus Student Learning Community (BSLC implementsdifferent technologies for each work they performed so that affect the quality of information exchange and performance of their members. This study aims to streamline the used technology in BSLC by combining it all into the same system through the implementation of HRIS constructed by Extreme Programming (XP method. Results of this research is the web-based HRIS BSLC application and expected to improve the quality of information exchange and optimize the performance of BSLC’s members.

  12. EVALUATION OF ADAPTATIVE RESOURCES OF CHILDREN WITH MODERN AUTOMATED TECHNOLOGY

    OpenAIRE

    V.N. Luchaninova; L.V. Trankovskaya; E.A. Kosnitskaya

    2008-01-01

    Adaptative resources of children's organisms at the time of their entrance to school were evaluated with modern automated technology — the method of computer dermographia (KD). Significant risk factors of negative course of adaptative process were determined. High self descriptiveness of KD for integral estimation of state of health at the time of adaptation of children to the school conditions was demonstrated. The scheme of prophylactic measures was developed for the purpose of improvement ...

  13. Teaching with technology: free Web resources for teaching and learning.

    Science.gov (United States)

    Wink, Diane M; Smith-Stoner, Marilyn

    2011-01-01

    In this bimonthly series, the department editor examines how nurse educators can use Internet and Web-based computer technologies such as search, communication, collaborative writing tools; social networking, and social bookmarking sites; virtual worlds; and Web-based teaching and learning programs. In this article, the department editor and her coauthor describe free Web-based resources that can be used to support teaching and learning.

  14. Human resource development for uranium production cycle

    International Nuclear Information System (INIS)

    Ganguly, C.

    2014-01-01

    Nuclear fission energy is a viable option for meeting the ever increasing demand for electricity and high quality process heat in a safe, secured and sustainable manner with minimum carbon foot print and degradation of the environment. The growth of nuclear power has shifted from North America and Europe to Asia, mostly in China and India. Bangladesh, Vietnam, Indonesia, Malaysia and the United Arab Emirates are also in the process of launching nuclear power program. Natural uranium is the basic raw material for U-235 and Pu-239, the fuels for all operating and upcoming nuclear power reactors. The present generation of nuclear power reactors are mostly light water cooled and moderated reactor (LWR) and to a limited extent pressurized heavy water reactor (PHWR). The LWRs and PHWRs use low enriched uranium (LEU with around 5% U-235) and natural uranium as fuel in the form of high density UO 2 pellets. The uranium production cycle starts with uranium exploration and is followed by mining and milling to produce uranium ore concentrate, commonly known as yellow cake, and ends with mine and mill reclamation and remediation. Natural uranium and its daughter products, radium and radon, are radioactive and health hazardous to varying degrees. Hence, radiological safety is of paramount importance to uranium production cycle and there is a need to review and share best practices in this area. Human Resource Development (HRD) is yet another challenge as most of the experts in this area have retired and have not been replaced by younger generation because of the continuing lull in the uranium market. Besides, uranium geology, exploration, mining and milling do not form a part of the undergraduate or post graduate curriculum in most countries. Hence, the Technical Co-operation activities of the IAEA are required to be augmented and more country specific and regional training and workshop should be conducted at different universities with the involvement of international experts

  15. Managing human resources in the field of nuclear energy

    International Nuclear Information System (INIS)

    2009-01-01

    The nuclear field, comprising industry, government authorities, regulators, R and D organizations and educational institutions, relies heavily on a specialized, highly trained and motivated workforce for its sustainability. An ageing workforce, declining student enrolment and the resultant risk of losing accumulated nuclear knowledge and experience for expanding or newly established nuclear programmes are all serious challenges that influence the management of human resources (HR) in the nuclear field. The management of human resources requires particular attention in the field of nuclear energy, both because of the high standards of performance expected in this field and the considerable time needed to develop such specialists. The peaceful uses of nuclear energy were primarily developed during the second half of the twentieth century. The nuclear field is now at a mature stage of development, with those who were pioneers in the field having retired and their responsibilities handed over to subsequent generations. For those aspects of the nuclear field related to nuclear power, a great deal of effort has been devoted to managing and continuing to improve the safety and operational performance of existing facilities. However, indications are that the next decades may see considerable expansion to meet increasing energy needs, while responding to concerns about the environment, including global warming. Thus, in the nuclear field, those Member States with existing nuclear power programmes may be forced to replace a large part of their current workforce, while also attracting, recruiting and preparing a fresh workforce for the new facilities being planned. At the same time, those who will be initiating nuclear power programmes, or other peaceful applications, will be developing HR for their programmes. In the past, the development of human resources in the nuclear field has depended on considerable support from organizations in the country of origin of the technology

  16. Nuclear technology and human civilization in interplay

    International Nuclear Information System (INIS)

    Broda, E.

    1979-01-01

    This lecture was held by E. Broda during a series of lectures “Wiener Internationale Hochschulkurse”, organized by the University of Vienna in 1979. The lecture is about nuclear technology and human civilization in interplay. (nowak)

  17. Web Resources for Teaching about Human Rights

    Science.gov (United States)

    Merryfield, Merry M.; Badang, Germain; Bragg, Christina; Kvasov, Aleksandr; Taylor, Nathan; Waliaula, Anne; Yamaguchi, Misato

    2012-01-01

    The study of human rights is inseparable from social studies. Beyond the basic political, economic, and social freedoms and rights spelled out in The Universal Declaration of Human Rights, hundreds of specialized topics have developed that demonstrate the complex nature of human rights in the twenty-first-century world--environmental exploitation…

  18. OpenSearch technology for geospatial resources discovery

    Science.gov (United States)

    Papeschi, Fabrizio; Enrico, Boldrini; Mazzetti, Paolo

    2010-05-01

    In 2005, the term Web 2.0 has been coined by Tim O'Reilly to describe a quickly growing set of Web-based applications that share a common philosophy of "mutually maximizing collective intelligence and added value for each participant by formalized and dynamic information sharing". Around this same period, OpenSearch a new Web 2.0 technology, was developed. More properly, OpenSearch is a collection of technologies that allow publishing of search results in a format suitable for syndication and aggregation. It is a way for websites and search engines to publish search results in a standard and accessible format. Due to its strong impact on the way the Web is perceived by users and also due its relevance for businesses, Web 2.0 has attracted the attention of both mass media and the scientific community. This explosive growth in popularity of Web 2.0 technologies like OpenSearch, and practical applications of Service Oriented Architecture (SOA) resulted in an increased interest in similarities, convergence, and a potential synergy of these two concepts. SOA is considered as the philosophy of encapsulating application logic in services with a uniformly defined interface and making these publicly available via discovery mechanisms. Service consumers may then retrieve these services, compose and use them according to their current needs. A great degree of similarity between SOA and Web 2.0 may be leading to a convergence between the two paradigms. They also expose divergent elements, such as the Web 2.0 support to the human interaction in opposition to the typical SOA machine-to-machine interaction. According to these considerations, the Geospatial Information (GI) domain, is also moving first steps towards a new approach of data publishing and discovering, in particular taking advantage of the OpenSearch technology. A specific GI niche is represented by the OGC Catalog Service for Web (CSW) that is part of the OGC Web Services (OWS) specifications suite, which provides a

  19. 48 CFR 652.239-71 - Security Requirements for Unclassified Information Technology Resources.

    Science.gov (United States)

    2010-10-01

    ... Unclassified Information Technology Resources. 652.239-71 Section 652.239-71 Federal Acquisition Regulations... Provisions and Clauses 652.239-71 Security Requirements for Unclassified Information Technology Resources. As... Technology Resources (SEP 2007) (a) General. The Contractor shall be responsible for information technology...

  20. Machine Vision Giving Eyes to Robots. Resources in Technology.

    Science.gov (United States)

    Technology Teacher, 1990

    1990-01-01

    This module introduces machine vision, which can be used for inspection, robot guidance and part sorting. The future for machine vision will include new technology and will bring vision systems closer to the ultimate vision processor, the human eye. Includes a student quiz, outcomes, and activities. (JOW)

  1. Geospatial Technology Applications and Infrastructure in the Biological Resources Division

    Science.gov (United States)

    D'Erchia, Frank; Getter, James; D'Erchia, Terry D.; Root, Ralph; Stitt, Susan; White, Barbara

    1998-01-01

    Executive Summary -- Automated spatial processing technology such as geographic information systems (GIS), telemetry, and satellite-based remote sensing are some of the more recent developments in the long history of geographic inquiry. For millennia, humankind has endeavored to map the Earth's surface and identify spatial relationships. But the precision with which we can locate geographic features has increased exponentially with satellite positioning systems. Remote sensing, GIS, thematic mapping, telemetry, and satellite positioning systems such as the Global Positioning System (GPS) are tools that greatly enhance the quality and rapidity of analysis of biological resources. These technologies allow researchers, planners, and managers to more quickly and accurately determine appropriate strategies and actions. Researchers and managers can view information from new and varying perspectives using GIS and remote sensing, and GPS receivers allow the researcher or manager to identify the exact location of interest. These geospatial technologies support the mission of the U.S. Geological Survey (USGS) Biological Resources Division (BRD) and the Strategic Science Plan (BRD 1996) by providing a cost-effective and efficient method for collection, analysis, and display of information. The BRD mission is 'to work with others to provide the scientific understanding and technologies needed to support the sound management and conservation of our Nation's biological resources.' A major responsibility of the BRD is to develop and employ advanced technologies needed to synthesize, analyze, and disseminate biological and ecological information. As the Strategic Science Plan (BRD 1996) states, 'fulfilling this mission depends on effectively balancing the immediate need for information to guide management of biological resources with the need for technical assistance and long-range, strategic information to understand and predict emerging patterns and trends in ecological systems

  2. NASA Technology Area 07: Human Exploration Destination Systems Roadmap

    Science.gov (United States)

    Kennedy, Kriss J.; Alexander, Leslie; Landis, Rob; Linne, Diane; Mclemore, Carole; Santiago-Maldonado, Edgardo; Brown, David L.

    2011-01-01

    This paper gives an overview of the National Aeronautics and Space Administration (NASA) Office of Chief Technologist (OCT) led Space Technology Roadmap definition efforts. This paper will given an executive summary of the technology area 07 (TA07) Human Exploration Destination Systems (HEDS). These are draft roadmaps being reviewed and updated by the National Research Council. Deep-space human exploration missions will require many game changing technologies to enable safe missions, become more independent, and enable intelligent autonomous operations and take advantage of the local resources to become self-sufficient thereby meeting the goal of sustained human presence in space. Taking advantage of in-situ resources enhances and enables revolutionary robotic and human missions beyond the traditional mission architectures and launch vehicle capabilities. Mobility systems will include in-space flying, surface roving, and Extra-vehicular Activity/Extravehicular Robotics (EVA/EVR) mobility. These push missions will take advantage of sustainability and supportability technologies that will allow mission independence to conduct human mission operations either on or near the Earth, in deep space, in the vicinity of Mars, or on the Martian surface while opening up commercialization opportunities in low Earth orbit (LEO) for research, industrial development, academia, and entertainment space industries. The Human Exploration Destination Systems (HEDS) Technology Area (TA) 7 Team has been chartered by the Office of the Chief Technologist (OCT) to strategically roadmap technology investments that will enable sustained human exploration and support NASA s missions and goals for at least the next 25 years. HEDS technologies will enable a sustained human presence for exploring destinations such as remote sites on Earth and beyond including, but not limited to, LaGrange points, low Earth orbit (LEO), high Earth orbit (HEO), geosynchronous orbit (GEO), the Moon, near

  3. South African human language technologies audit

    CSIR Research Space (South Africa)

    Grover, AS

    2010-05-01

    Full Text Available Human language technologies (HLT) can play a vital role in bridging the digital divide and thus the HLT field has been recognised as a priority area by the South African government. The authors present the work on conducting a technology audit...

  4. Critical Technology Determination for Future Human Space Flight

    Science.gov (United States)

    Mercer, Carolyn R.; Vangen, Scott D.; Williams-Byrd, Julie A.; Stecklein, Jonette M.; Rahman, Shamim A.; Rosenthal, Matthew E.; Hornyak, David M.; Alexander, Leslie; Korsmeyer, David J.; Tu, Eugene L.; hide

    2012-01-01

    As the National Aeronautics and Space Administration (NASA) prepares to extend human presence throughout the solar system, technical capabilities must be developed to enable long duration flights to destinations such as near Earth asteroids, Mars, and extended stays on the Moon. As part of the NASA Human Spaceflight Architecture Team, a Technology Development Assessment Team has identified a suite of critical technologies needed to support this broad range of missions. Dialog between mission planners, vehicle developers, and technologists was used to identify a minimum but sufficient set of technologies, noting that needs are created by specific mission architecture requirements, yet specific designs are enabled by technologies. Further consideration was given to the re-use of underlying technologies to cover multiple missions to effectively use scarce resources. This suite of critical technologies is expected to provide the needed base capability to enable a variety of possible destinations and missions. This paper describes the methodology used to provide an architecture-driven technology development assessment ("technology pull"), including technology advancement needs identified by trade studies encompassing a spectrum of flight elements and destination design reference missions.

  5. 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

  6. The Impact of Strategic Human Resource Management on Organizational Performance

    Directory of Open Access Journals (Sweden)

    Luftim CANIA

    2014-12-01

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

  7. OVERVIEW ABOUT THE MANAGEMENT OF THE HUMAN RESOURCE IN PROJECTS

    Directory of Open Access Journals (Sweden)

    Catalin Drob

    2015-07-01

    Full Text Available The purpose of this study is to emphasize the main aspects regarding the management of the human resource in projects. This study tries to present in the comparative manner, different approaches of several guidelines, international standards and methodologies regarding the management of the human resource in projects (the PMBOK ® Guide elaborated by the Project Management Institute and the PRINCE method elaborated by the British Office of Government Commerce. The PMBOK® Guide describes four elements (processes of human resource management: human resource planning, acquire project team, develop project team and manage project team. The PMBOK approach regarding human resource management is focused on utilizing the people involved in the project in the best way. According the PRINCE method the management of the human resource is focused on the roles and responsibilities of the human resource within the project. In this standard, the responsibilities are viewed like a roles. Everybody involved in the project can have one or more roles and a role can be fulfilled by several persons.

  8. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    Journal of Language, Technology & Entrepreneurship in Africa. Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives · Journal Home > Vol 6, No 1 (2015) >. Log in or Register to get access to full text downloads.

  9. strategic human resource management practices and organizational

    African Journals Online (AJOL)

    effectiveness and efficient management of people in them. The persistent change in today's business environment has prompted the adoption of SHRMPs for achieving competitive advantage. Inyang (2010) emphasized that an organization requires the utilization of complex array of resources to grow, survive and achieve.

  10. Frontier In-Situ Resource Utilization for Enabling Sustained Human Presence on Mars

    Science.gov (United States)

    Moses, Robert W.; Bushnell, Dennis M.

    2016-01-01

    The currently known resources on Mars are massive, including extensive quantities of water and carbon dioxide and therefore carbon, hydrogen and oxygen for life support, fuels and plastics and much else. The regolith is replete with all manner of minerals. In Situ Resource Utilization (ISRU) applicable frontier technologies include robotics, machine intelligence, nanotechnology, synthetic biology, 3-D printing/additive manufacturing and autonomy. These technologies combined with the vast natural resources should enable serious, pre- and post-human arrival ISRU to greatly increase reliability and safety and reduce cost for human colonization of Mars. Various system-level transportation concepts employing Mars produced fuel would enable Mars resources to evolve into a primary center of trade for the inner solar system for eventually nearly everything required for space faring and colonization. Mars resources and their exploitation via extensive ISRU are the key to a viable, safe and affordable, human presence beyond Earth. The purpose of this paper is four-fold: 1) to highlight the latest discoveries of water, minerals, and other materials on Mars that reshape our thinking about the value and capabilities of Mars ISRU; 2) to summarize the previous literature on Mars ISRU processes, equipment, and approaches; 3) to point to frontier ISRU technologies and approaches that can lead to safe and affordable human missions to Mars; and 4) to suggest an implementation strategy whereby the ISRU elements are phased into the mission campaign over time to enable a sustainable and increasing human presence on Mars.

  11. Human Agency and the Resources of Reason

    DEFF Research Database (Denmark)

    Neumann, Martin; Cowley, Stephen

    2017-01-01

    This chapter presents an interactivity-based approach to human problem-solving in the wild. It introduces the notion of ‘interactivity’ here defined as sense-saturated coordination that contributes to human action. On this view, interactivity is an ontological substrate that can be studied...

  12. 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.

  13. Role of Human Resources in the Mergers and Acquisitions Processes

    Directory of Open Access Journals (Sweden)

    Anna Szewczyk

    2007-06-01

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

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

    Directory of Open Access Journals (Sweden)

    Jessica L Barker

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

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

    Science.gov (United States)

    Coppola, V

    1999-06-01

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

  16. 1st International Ocean Technology Congress on EEZ Resources : Technology Assessment

    CERN Document Server

    Champ, Michael

    1990-01-01

    Today western nations consume annually only a small percentage of their resources from the sea, despite the proclamation of Exclusive Economic Zones (EEZ) by many. In contrast, most Pacific Basin Countries obtain more than a quarter of their annual needs from the ocean. Determination of greater rewards from the development of marine resources is markedly inhibited by the limited technical abilities available to locate and assess them. Knowledge of Exclusive Economic Zone resources is schematic and generalised, and a detailed understanding of the geology and processes relating to the economic use of the seafloor is both fragmentary and very basic. Technology for mapping the mineral resources of continental shelves and ocean areas, except in active offshore hydrocarbon provinces, has been largely developed in pursuit of scientific objectives and competence to rapidly appraise economic potential is limited. Similarly, the capability to characterise and evaluate the other resources of the seas is rudimentary. The...

  17. Development of Multimodal Human Interface Technology

    Science.gov (United States)

    Hirose, Michitaka

    About 20 years have passed since the word “Virtual Reality” became popular. During these two decades, novel human interface technology so called “multimodal interface technology” has been formed. In this paper, firstly, recent progress in realtime CG, BCI and five senses IT is quickly reviewed. Since the life cycle of the information technology is said to be 20 years or so, novel directions and paradigms of VR technology can be found in conjunction with the technologies forementioned. At the end of the paper, these futuristic directions such as ultra-realistic media are briefly introduced.

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

    International Nuclear Information System (INIS)

    Yamamoto, Shinji

    2009-01-01

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

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

    International Nuclear Information System (INIS)

    Shao, Shuai; Yang, Lili

    2014-01-01

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

  20. Minimal support technology and in situ resource utilization for risk management of planetary spaceflight missions

    Science.gov (United States)

    Murphy, K. L.; Rygalov, V. Ye.; Johnson, S. B.

    2009-04-01

    All artificial systems and components in space degrade at higher rates than on Earth, depending in part on environmental conditions, design approach, assembly technologies, and the materials used. This degradation involves not only the hardware and software systems but the humans that interact with those systems. All technological functions and systems can be expressed through functional dependence: [Function]˜[ERU]∗[RUIS]∗[ISR]/[DR];where [ERU]efficiency (rate) of environmental resource utilization[RUIS]resource utilization infrastructure[ISR]in situ resources[DR]degradation rateThe limited resources of spaceflight and open space for autonomous missions require a high reliability (maximum possible, approaching 100%) for system functioning and operation, and must minimize the rate of any system degradation. To date, only a continuous human presence with a system in the spaceflight environment can absolutely mitigate those degradations. This mitigation is based on environmental amelioration for both the technology systems, as repair of data and spare parts, and the humans, as exercise and psychological support. Such maintenance now requires huge infrastructures, including research and development complexes and management agencies, which currently cannot move beyond the Earth. When considering what is required to move manned spaceflight from near Earth stations to remote locations such as Mars, what are the minimal technologies and infrastructures necessary for autonomous restoration of a degrading system in space? In all of the known system factors of a mission to Mars that reduce the mass load, increase the reliability, and reduce the mission’s overall risk, the current common denominator is the use of undeveloped or untested technologies. None of the technologies required to significantly reduce the risk for critical systems are currently available at acceptable readiness levels. Long term interplanetary missions require that space programs produce a craft

  1. Diffusion of novel healthcare technologies to resource poor settings.

    Science.gov (United States)

    Malkin, Robert; von Oldenburg Beer, Kim

    2013-09-01

    A new product has completed clinical trials in a distant, resource poor hospital using a few dozen prototypes. The data looks great. The novel medical device solves a widely felt problem. The next goal is to integrate the device into the country's healthcare system and spread the device to other countries. But how? In order to be widely used, the device must be manufactured and distributed. One option is to license the intellectual property (IP) to an interested third party, if one can be found. However, it is possible to manage the manufacturing and distribution without licensing. There are at least two common means for manufacturing a novel medical device targeted to resource poor settings: (a) formal (contract) manufacturing and (b) informal (local) manufacturing. There are three primary routes to diffusion of novel medical devices in the developing world: (1) local distributors (2) direct international sales and (3) international donations. Perhaps surprisingly, the least effective mechanism is direct importation through donation. The most successful mechanism, the method used by nearly all working medical devices in resource-poor settings, is the use of contract manufacturing and a local distributor. This article is written for the biomedical innovator and entrepreneur who wishes to make a novel healthcare technology or product available and accessible to healthcare providers and patients in the developing world. There are very few documented cases and little formal research in this area. To this end, this article describes and explores the manufacturing and distribution options in order to provide insights into when and how each can be applied to scale up a novel technology to make a difference in a resource poor setting.

  2. Technologies for the exploration of highly mineralized geothermal resources

    Science.gov (United States)

    Alkhasov, A. B.; Alkhasova, D. A.; Ramazanov, A. Sh.; Kasparova, M. A.

    2017-09-01

    The prospects of the integrated processing of the high-parameter geothermal resources of the East Ciscaucasia of artesian basin (ECAB) with the conversion of their heat energy into electric energy at a binary geoPP and the subsequent extraction of solved chemical compounds from thermal waters are evaluated. The most promising areas for the exploration such resources are overviewed. The integrated exploration of hightemperature hydrogeothermal brines is a new trend in geothermal power engineering, which can make it possible to significantly increase the production volume of hydrogeothermal resources and develop the geothermal field at a higher level with the realization of the energy-efficient advanced technologies. The large-scale exploration of brines can solve the regional problems of energy supply and import substitution and fulfill the need of Russia in food and technical salt and rare elements. The necessity of the primary integrated exploration of the oil-field highly mineralized brines of the South Sukhokumskii group of gas-oil wells of Northern Dagestan was shown in view of the exacerbated environmental problems. Currently, the oil-field brines with the radioactive background exceeding the allowable levels are discharged at disposal fields. The technological solutions for their deactivation and integrated exploration are proposed. The realization of the proposed technological solutions provides 300 t of lithium carbonate, 1650 t of caustic magnesite powder, 27300 t of chemically precipitated chalk, 116100 t of food salt, and up to 1.4 mln m3 of desalinated water from oil-field brines yearly. Desalinated water at the output of a geotechnological complex can be used for different economic needs, which is important for the arid North Caucasus region, where the fresh water deficiency is acute, especially in its plain part within the ECAB.

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

    Directory of Open Access Journals (Sweden)

    Susilo H.

    2017-08-01

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

  4. 48 CFR 3004.470 - Security requirements for access to unclassified facilities, Information Technology resources...

    Science.gov (United States)

    2010-10-01

    ... access to unclassified facilities, Information Technology resources, and sensitive information. 3004.470... Technology resources, and sensitive information. ... ACQUISITION REGULATION (HSAR) GENERAL ADMINISTRATIVE MATTERS Safeguarding Classified and Sensitive Information...

  5. Distributed Energy Resources Interconnection Systems: Technology Review and Research Needs

    Energy Technology Data Exchange (ETDEWEB)

    Friedman, N. R.

    2002-09-01

    Interconnecting distributed energy resources (DER) to the electric utility grid (or Area Electric Power System, Area EPS) involves system engineering, safety, and reliability considerations. This report documents US DOE Distribution and Interconnection R&D (formerly Distributed Power Program) activities, furthering the development and safe and reliable integration of DER interconnected with our nation's electric power systems. The key to that is system integration and technology development of the interconnection devices that perform the functions necessary to maintain the safety, power quality, and reliability of the EPS when DER are connected to it.

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

    International Nuclear Information System (INIS)

    2003-01-01

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

  7. Editorial: Technology for higher education, adult learning and human performance

    Directory of Open Access Journals (Sweden)

    Minhong Wang

    2013-09-01

    Full Text Available This special issue is dedicated to technology-enabled approaches for improving higher education, adult learning, and human performance. Improvement of learning and human development for sustainable development has been recognized as a key strategy for individuals, institutions, and organizations to strengthen their competitive advantages. It becomes crucial to help adult learners and knowledge workers to improve their self-directed and life-long learning capabilities. Meanwhile, advances in technology have been increasingly enabling and facilitating learning and knowledge-related initiatives.. They have largely extended learning opportunities through the provision of resource-rich and learner-centered environment, computer-based learning support, and expanded social interactions and networks. Papers in this special issue are representative of ongoing research on integration of technology with learning for innovation and sustainable development in higher education institutions and organizational and community environments.

  8. Resources that Make You Generous: Effects of Social and Human Resources on Charitable Giving

    Science.gov (United States)

    Wiepking, Pamala; Maas, Ineke

    2009-01-01

    In this study we examine whether and why human and social resources increase charitable giving. Using the Giving in The Netherlands Panel Study 2003, we find that people with more extended networks and higher education are more generous. However, these effects can be completely explained by financial resources, church attendance, requests for…

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

    Science.gov (United States)

    Skinner, Wickham

    1982-01-01

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

  10. Civilian Industry Human Resource Transformation: What Can We Leverage

    National Research Council Canada - National Science Library

    Clark, Kenneth

    2002-01-01

    .... In order to become a more efficient and effective organization and meet the needs of the Army of the future, can we in the human resource profession learn from the transformation efforts of the civilian industry...

  11. Global-minded Human Resources and Expectations for Universities

    Science.gov (United States)

    Inoue, Hiroshi

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

  12. HELENA’S TRAJECT ORIES IN HUMAN RESOURCE MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Denise Genari

    2014-03-01

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

  13. An investigation on factors influencing on human resources productivity

    Directory of Open Access Journals (Sweden)

    Masoumeh Seifi Divkolaii

    2014-05-01

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

  14. Computer-Based Resource Accounting Model for Automobile Technology Impact Assessment

    Science.gov (United States)

    1976-10-01

    A computer-implemented resource accounting model has been developed for assessing resource impacts of future automobile technology options. The resources tracked are materials, energy, capital, and labor. The model has been used in support of the Int...

  15. HRIS: Introduction to Tomorrow's System for Managing Human Resources

    Science.gov (United States)

    Hyde, Albert C.; Shafritz, Jay M.

    1977-01-01

    Reports on the U.S. State Department's experiment with a new concept in management information systems for personnel resources--the Human Resources Information Systems (HRIS). Suggests that the HRIS approach may meet public executives' demands for accurate, rapid, responsive, and flexible information systems. (Author/JG)

  16. The status of human and material resources used in teaching ...

    African Journals Online (AJOL)

    The study explored the status of human and material resources used in teaching biology in public schools in Ilorin. A descriptive survey method was adopted. All senior school students in Ilorin constituted the population, out of which 20 secondary schools were randomly selected. A checklist tagged Inventory of Resources ...

  17. Emotional Intelligence Research within Human Resource Development Scholarship

    Science.gov (United States)

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

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

  18. Technology in College Unions and Student Activities: A Collection of Technology Resources from the ACUI Community

    Science.gov (United States)

    Association of College Unions International (NJ1), 2012

    2012-01-01

    This publication presents a collection of technology resources from the Association of College Unions International (ACUI) community. Contents include: (1) Podcasting (Jeff Lail); (2) Video Podcasting (Ed Cabellon); (3) Building a Multimedia Production Center (Nathan Byrer); (4) Cloud Computing in the Student Union and Student Activities (TJ…

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

    DEFF Research Database (Denmark)

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

    2013-01-01

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

  20. Human resource leadership: the key to improved results in health

    OpenAIRE

    O'Neil Mary L

    2008-01-01

    Abstract This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH) under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch th...

  1. Cross-Cultural Project on Human Resource Management: An Overview

    OpenAIRE

    Alam, Jahangir; Rasheduzzaman, Md

    2018-01-01

    Abstract: The globalization of business is increasing rapidly and the workforce is becoming multicultural increasingly. Global workforces are managing has increased pressure on human resource managers to identify and adapt to cultural differences, if it is ignored, it might result in cross-cultural misunderstandings. The international project cannot achieve its goal without human resources, and talented people who do the best can do in the right position give wings to the company in the ...

  2. An experience of virtual leadership development for human resource managers

    OpenAIRE

    Sherk, Karen E; Nauseda, Fiona; Johnson, Sarah; Liston, Delphine

    2009-01-01

    Abstract Problem Strong leadership and management skills are crucial to finding solutions to the human resource crisis in health. Health professionals and human resource (HR) managers worldwide who are in charge of addressing HR challenges in health systems often lack formal education in leadership and management. Approach Management Sciences for Health (MSH) developed the Virtual Leadership Development Program (VLDP) with support from the United States Agency for International Development (U...

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

    International Nuclear Information System (INIS)

    Bornemann, Manfred

    2010-01-01

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

  4. Corporate culture and its role in human resource management

    OpenAIRE

    PERTLÍKOVÁ, Andrea

    2011-01-01

    This thesis deals with the corporate culture in a chosen company Podzimek a synové s. r. o. The aim is to analyze the corporate culture and its role in human resource management. There is explained the basic terminology which comes to this field. Various types of corporate culture and interconnection between human resource management and a company culture are described there.The research is carried out in several steps. Based on the observation, studying corporate materials, the thesis for th...

  5. Education Factor and Human Resources Development - Albania Case

    OpenAIRE

    Sonila Berdo

    2010-01-01

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

  6. The resources of Mars for human settlement

    Science.gov (United States)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  7. 48 CFR 1352.239-72 - Security requirements for information technology resources.

    Science.gov (United States)

    2010-10-01

    ... information technology resources. 1352.239-72 Section 1352.239-72 Federal Acquisition Regulations System... Clauses 1352.239-72 Security requirements for information technology resources. As prescribed in 48 CFR 1339.270(b), insert the following clause: Security Requirements for Information Technology Resources...

  8. 48 CFR 352.239-72 - Security requirements for Federal information technology resources.

    Science.gov (United States)

    2010-10-01

    ... Federal information technology resources. 352.239-72 Section 352.239-72 Federal Acquisition Regulations... Provisions and Clauses 352.239-72 Security requirements for Federal information technology resources. As... Federal Information Technology Resources (January 2010) (a) Applicability. This clause applies whether the...

  9. 14 CFR 1274.937 - Security requirements for unclassified information technology resources.

    Science.gov (United States)

    2010-01-01

    ... information technology resources. 1274.937 Section 1274.937 Aeronautics and Space NATIONAL AERONAUTICS AND... Conditions § 1274.937 Security requirements for unclassified information technology resources. Security Requirements for Unclassified Information Technology Resources July 2002 (a) The Recipient shall be responsible...

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

    Directory of Open Access Journals (Sweden)

    Lu Zhang

    2014-06-01

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

  11. Nurture of human resources for geological repository program

    International Nuclear Information System (INIS)

    Fujiwara, A.

    2004-01-01

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

  12. А analysis and classification of resource saving technologies for reproduction of mineral resources оf titanium industry

    Directory of Open Access Journals (Sweden)

    С. В. Федосеев

    2016-11-01

    Full Text Available At present self-sufficiency in mineral feedstock of the Russian  economy  has  dropped  significantly,  with some types of mineral feedstock becoming extremely scarce after the collapse of the USSR. Analysis of mineral resource base of the companies of titanium-magnesium, chemical, paint and varnish and other sectors of industry, producing titanium products, has shown that these sectors have almost no titanium feed- stock of their own production, even with account of titanium low    consumption. The use of resource saving technologies instigates creation of new forward-looking methods for reproducing mineral resource base of the titanium industry by bringing new, unconventional types of extractable resources into the economic turnover and  is one  of main ways to increase the natural resource potential of the industry. A rational combination  of  modern highly productive machinery and resource saving technologies is the only possible way for the development of a number of valuable extractable resources, including titanium dioxide. The paper gives an overview of key aspects of the modern resource saving technologies for expansion of reproduction in the basic industries. An idea is put forward to recreate the titanium industry resource base in the  Russian Federation based on the modern resource saving technologies. A classification of the modern  resource  saving technologies is  proposed.

  13. Educational Technology: A Review of the Integration, Resources, and Effectiveness of Technology in K-12 Classrooms

    Directory of Open Access Journals (Sweden)

    Adolph Delgado

    2015-09-01

    Full Text Available There is no questioning that the way people live, interact, communicate, and conduct business is undergoing a profound, rapid change. This change is often referred to as the “digital revolution,” which is the advancement of technology from analog, electronic and mechanical tools to the digital tools available today. Moreover, technology has begun to change education, affecting how students acquire the skill sets needed to prepare for college and a career and how educators integrate digital technological instructional strategies to teach. Numerous studies have been published discussing the barriers of integrating technology, the estimated amount of investment that is needed in order to fully support educational technology, and, of course, the effectiveness of technology in the classroom. As such, this article presents a critical review of the transitions that technology integration has made over the years; the amount of resources and funding that has been allocated to immerse school with technology; and the conflicting results presented on effectiveness of using is technology in education. Through synthesis of selected themes, we found a plethora of technological instructional strategies being used to integrate technology into K-12 classrooms. Also, though there have been large investments made to integrate technology into K-12 classrooms to equip students with the skills needed to prepare for college and a career, the practical use of this investment has not been impressive. Lastly, several meta-analyses showed promising results of effectiveness of technology in the classroom. However, several inherent methodological and study design issues dampen the amount of variance that technology accounts for.

  14. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

    . In this line of thinking, the aim is to propose a model for analysing the progress of knowledge improvements in developing countries as an outcome of the management of human, social and organisational capital. In this regard, the paper considers relevant practices and strategies in the context of developing...

  15. Human Resource Development for Emergency Management.

    Science.gov (United States)

    Siegel, Gilbert B.

    1985-01-01

    Provides a review of the literature on human behavior in disasters and gives insights about what people do with and without training, organization, and control. It also points to the need for such preparations. The nature of the milieu in which emergency management must take place is examined. An emergency management model is included. (CT)

  16. Innovative Human Resource Management Practices and Firm ...

    African Journals Online (AJOL)

    AFRREV IJAH: An International Journal of Arts and Humanities. Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives · Journal Home > Vol 1, No 4 (2012) >. Log in or Register to get access to full text downloads.

  17. Lunar Polar In Situ Resource Utilization (ISRU) as a Stepping Stone for Human Exploration

    Science.gov (United States)

    Sanders, Gerald B.

    2013-01-01

    A major emphasis of NASA is to extend and expand human exploration across the solar system. While specific destinations are still being discussed as to what comes first, it is imperative that NASA create new technologies and approaches that make space exploration affordable and sustainable. Critical to achieving affordable and sustainable exploration beyond low Earth orbit (LEO) are the development of technologies and approaches for advanced robotics, power, propulsion, habitats, life support, and especially, space resource utilization systems. Space resources and how to use them, often called In-Situ Resource Utilization (ISRU), can have a tremendous beneficial impact on robotic and human exploration of the Moon, Mars, Phobos, and Near Earth Objects (NEOs), while at the same time helping to solve terrestrial challenges and enabling commercial space activities. The search for lunar resources, demonstration of extraterrestrial mining, and the utilization of resource-derived products, especially from polar volatiles, can be a stepping stone for subsequent human exploration missions to other destinations of interest due to the proximity of the Moon, complimentary environments and resources, and the demonstration of critical technologies, processes, and operations. ISRU and the Moon: There are four main areas of development interest with respect to finding, obtaining, extracting, and using space resources: Prospecting for resources, Production of mission critical consumables like propellants and life support gases, Civil engineering and construction, and Energy production, storage, and transfer. The search for potential resources and the production of mission critical consumables are the primary focus of current NASA technology and system development activities since they provide the greatest initial reduction in mission mass, cost, and risk. Because of the proximity of the Moon, understanding lunar resources and developing, demonstrating, and implementing lunar ISRU

  18. 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.

  19. Resources

    Science.gov (United States)

    ... Colon cancer - resources Cystic fibrosis - resources Depression - resources Diabetes - resources Digestive disease - resources Drug abuse - resources Eating disorders - resources Elder care - resources Epilepsy - resources Family ...

  20. Maintenance modeling and optimization integrating human and material resources

    Energy Technology Data Exchange (ETDEWEB)

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

    2010-12-15

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

  1. Maintenance modeling and optimization integrating human and material resources

    International Nuclear Information System (INIS)

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

    2010-01-01

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

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

    International Nuclear Information System (INIS)

    2002-07-01

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

  3. RFID technology for human implant devices

    Science.gov (United States)

    Aubert, Hervé

    2011-09-01

    This article presents an overview on Radio Frequency Identification (RFID) technology for human implants and investigates the technological feasibility of such implants for locating and tracking persons or for remotely controlling human biological functions. Published results on the miniaturization of implantable passive RFID devices are reported as well as a discussion on the choice of the transmission frequency in wireless communication between a passive RFID device implanted inside human body and an off-body interrogator. The two techniques (i.e., inductive coupling and electromagnetic coupling) currently used for wirelessly supplying power to and read data from a passive implantable RFID device are described and some documented biomedical and therapeutic applications of human RFID-implant devices are finally reported.

  4. Diabetes technology and the human factor.

    Science.gov (United States)

    Liberman, A; Buckingham, B; Phillip, M

    2011-02-01

    When developing new technologies for human use the developer should take into consideration not only the efficacy and safety of the technology but also the desire and capabilities of the potential user. Any chronic disease is a challenge for both the patient and his/her caregivers. This statement is especially true in the case of patients with type 1 diabetes mellitus (T1DM) where adherence to therapy is crucial 24 hours a day 365 days a year. No vacation days are possible for the T1DM patient. It is therefore obvious why any new technology which is developed for helping patients cope with the disease should take into consideration the 'human factor' before, during and after the production process starts. There is no doubt that technology has changed the life of patients with T1DM in the last few decades, but despite the availability of new meters, new syringes, new sophisticated insulin pumps and continuous glucose sensors and communication tools, these technologies have not been well utilised by many patients. It is therefore important to understand why the technology is not always utilised and to find new ways to maximise use and benefits from the technology to as many patients as possible. The present chapter will review papers published in the last year where the patient's ability or willingness was an important factor in the success of the technology. We will try to understand why insulin pumps, glucose sensors and self-monitoring of blood glucose (SMBG) are not used enough or appropriately, whether there is a specific group that finds it more difficult than others to adopt new technologies and what can be done to overcome that issue. For this chapter we chose articles from a Public Medicine review of the literature related to human factors affecting the outcome of studies and of user acceptance of continuous glucose monitoring, insulin infusion pump therapy. We also searched the literature in the field of psychology in order to accurately define the problems

  5. Human resources in the Japanese nuclear industry

    International Nuclear Information System (INIS)

    Katayama, M.

    1995-01-01

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

  6. [Technology and notion of human life].

    Science.gov (United States)

    Kakimoto, Yoshimi

    2013-12-01

    This article aims to examine the rules of robotics whose sense is modified in society and which change the notion of human body. Asimov proposed three rules of robotics in his novel of science fiction, which become the basis of the rules concerning the study of the development of robotics. These rules are created in order to avoid harming human beings and to mitigate the variant difficulties of being human being. As for latter, robotics has functioned as a meaning of extension of the physical faculty. Thus, technology develops in the direction of the enhancement of the capability of human body beyond the necessities of life. Robotics doesn't only suggest a rethinking of the notion of a human being but also changes our understanding of the human body.

  7. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.

    2013-01-01

    Over past decades, terrestrial water fluxes have been affected by humans at an unprecedented scale and the fingerprints that humans have left on Earth’s water resources are turning up in a diverse range of records. In this thesis, a state-of-the-art global hydrological model (GHM) and global water

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

    African Journals Online (AJOL)

    This study examined the impact of human resource valuation on corporate performance. The major objective of this work was to explore the extent to which human effort could be recognized as asset and also seek for the need to disclose them in the financial statement. The research design adopted for the study was survey ...

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

    African Journals Online (AJOL)

    ... peruse the objectives of human resource accounting, different valuation methods from various literature emphasizing the need to show human asset in the balance sheet and finally sensitizing professional accountants to an in-depth look at the balance sheet and for professional bodies to bring up Accounting Standards ...

  10. Communication and Effective Utilization of Human Resource in ...

    African Journals Online (AJOL)

    ... keep channels of communication open in the institutions, creases productivity, as well as improves staff human relations and enhances effective utilization of human resource in tertiary institutions. Recommendations were proposed that there should be adequate feedback to the various elements in the tertiary institutions ...

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

    African Journals Online (AJOL)

    The paper assesses the effects of traditional values (collective conceptions of what is considered good, desirable and proper or bad, undesirable and improper in a given society) and socio-cultural factors (these are models of life, human rights, value systems, customs, beliefs and arts) on human resource management ...

  12. Organizational Ethics Development and the Human Resource Professional.

    Science.gov (United States)

    Petrick, Joseph A.

    1992-01-01

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

  13. Future Trends in Human Resource Management at Service Oriented Companies : Itella

    OpenAIRE

    Ilyas, Asadullah

    2014-01-01

    This study has most important implications for all service sector businesses and particularly for Itella, involved in this research. Findings of this study reveal that the importance of “Human Resource Management in Service oriented companies” will continue to grow in order to embrace the business needs and changing nature of environment such as the trend of technological advancements, globalization and outsourcing. Main purpose of this study was to explore the future trends of Human Resou...

  14. Practical guide to electronic resources in the humanities

    CERN Document Server

    Dubnjakovic, Ana

    2010-01-01

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

  15. 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.

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

    International Nuclear Information System (INIS)

    Wash, M.

    2008-01-01

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

  17. Meeting the coming organizational risk challenges in human resources

    Directory of Open Access Journals (Sweden)

    Zakić Nebojša

    2016-01-01

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

  18. Applied reproductive technologies and genetic resource banking for amphibian conservation.

    Science.gov (United States)

    Kouba, Andrew J; Vance, Carrie K

    2009-01-01

    As amphibian populations continue to decline, both government and non-government organisations are establishing captive assurance colonies to secure populations deemed at risk of extinction if left in the wild. For the most part, little is known about the nutritional ecology, reproductive biology or husbandry needs of the animals placed into captive breeding programs. Because of this lack of knowledge, conservation biologists are currently facing the difficult task of maintaining and reproducing these species. Academic and zoo scientists are beginning to examine different technologies for maintaining the genetic diversity of founder populations brought out of the wild before the animals become extinct from rapidly spreading epizootic diseases. One such technology is genetic resource banking and applied reproductive technologies for species that are difficult to reproduce reliably in captivity. Significant advances have been made in the last decade for amphibian assisted reproduction including the use of exogenous hormones for induction of spermiation and ovulation, in vitro fertilisation, short-term cold storage of gametes and long-term cryopreservation of spermatozoa. These scientific breakthroughs for a select few species will no doubt serve as models for future assisted breeding protocols and the increasing number of amphibians requiring conservation intervention. However, the development of specialised assisted breeding protocols that can be applied to many different families of amphibians will likely require species-specific modifications considering their wide range of reproductive modes. The purpose of this review is to summarise the current state of knowledge in the area of assisted reproduction technologies and gene banking for the conservation of amphibians.

  19. Nigerian dental technology students and human immunodeficiency ...

    African Journals Online (AJOL)

    Background: The rehabilitative dental care is important for maintaining adequate nutrition, guarding against wasting syndrome and malnutrition among human immunodeficiency virus (HIV)‑infected individuals. Aim: The aim of this study is to determine the Nigerian dental technology students' knowledge and ...

  20. Human resources development in nuclear field in Japan

    International Nuclear Information System (INIS)

    Seki, Y.

    2007-01-01

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

  1. Professionalization of Human Resource Management in Social Enterprises

    OpenAIRE

    Moreau, Charlotte

    2016-01-01

    Social enterprises put the human being at the heart of their functioning. But managing human beings, and consequently managing human resources, remains poorly developed and studied in social enterprises. However, the social enterprise sector is currently undergoing important changes: increased complexity of legal and institutional frameworks; focus on impact evaluation; transformation of public funding schemes; increased competition, etc. Those evolutions question the functioning of social en...

  2. Educational Cognitive Technologies as Human Adaptation Strategies

    Directory of Open Access Journals (Sweden)

    Marja Nesterova

    2017-07-01

    Full Text Available Modernity is characterized by profound changes in all spheres of human life caused by the global transformations on macro and micro levels of social reality. These changes allow us to speak about the present as the era of civilizational transition in the mode of uncertainty. Therefore, this situation demands qualitative transformations of human adaptive strategies and educational technologies accordingly. The dominant role in the dynamics of pedagogics and andragogy’s landscape belongs to transformative learning. The transformative learning theory is considered as the relevant approach to education of the individual, which is able to become an autonomous communicative actor of the social complexity. The article considers the cognitive technologies of social cohesion development and perspectives of their implementation in the educational dimension. In addition to implementing the principles of inclusion, equity in education, an important factor for improving social cohesion, stability and unity of society is the development of cognitive educational technologies. The key factors and foundations for the cognitive educational technologies are transversal competencies. They create the conditions for civil, public dialogue, non-violent type of communication. These “21st century skills” are extremely important for better human adaptation. One of the aspects and roots of social adaptation is social cohesion. Mutual determinations and connections between social cohesion development and transversal competences have been shown. The perspective direction of further researches is to find a methodological base for the further development of cognitive education technologies and platform for realization of innovative services for educational programs. New educational paradigm offers the concept of human adaptation as cognitive effectiveness and how to reach it through educational technologies. The article includes topics of creative thinking, teambuilding

  3. Commissioning of nuclear power plants: Training and human resource considerations

    International Nuclear Information System (INIS)

    2008-01-01

    This publication is primarily intended for use by nuclear power plant (NPP) operating organizations and project organizations that are responsible for the construction and commissioning of NPP projects. However, it should also be of value to design and technical support organizations, research institutes, and regulatory bodies. It is expected that Member State organizations will use this information to improve their training programmes and other aspects of human resource management for commissioning of NPPs. This publication was developed through one of the activities under a Project in the IAEA's 2006-7 Programme entitled, Achieving Excellence in the Performance of Nuclear Power Plant Personnel. The principal objectives of this project are: - To enhance the capability of Member States to utilize proven practices accumulated, developed and transferred by the Agency for improving personnel performance and maintaining high standards, and - To demonstrate how positive attitudes and professionalism, appropriate performance management, adherence to a systematic approach to training, quality management and the use of effective information and knowledge management technologies contribute to the success in achieving organization objectives in a challenging business environment

  4. Human resources management in the process of internationalization

    Directory of Open Access Journals (Sweden)

    Arnaldo Mazzei Nogueira

    2013-04-01

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

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

    Science.gov (United States)

    McConnell, C R

    1991-06-01

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

  6. Efects of production relocation on human resources

    Directory of Open Access Journals (Sweden)

    Bonciu Catalina

    2011-05-01

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

  7. NASA In-Situ Resource Utilization (ISRU) Technology and Development Project Overview

    Science.gov (United States)

    Sanders, Gerald B.; Lason, William E.; Sacksteder, Kurt R.; Mclemore, Carole; Johnson, Kenneth

    2008-01-01

    Since the Vision for Space Exploration (VSE) was released in 2004, NASA, in conjunction with international space agencies, industry, and academia, has continued to define and refine plans for sustained and affordable robotic and human exploration of the Moon and beyond. With the goal of establishing a lunar Outpost on the Moon to extend human presence, pursue scientific activities, use the Moon to prepare for future human missions to Mars, and expand Earth s economic sphere, a change in how space exploration is performed is required. One area that opens up the possibility for the first time of breaking our reliance on Earth supplied consumables and learn to live off the land is In-Situ Resource Utilization (ISRU). ISRU, which involves the extraction and processing of space resources into useful products, can have a substantial impact on mission and architecture concepts. In particular, the ability to make propellants, life support consumables, and fuel cell reagents can significantly reduce the cost, mass, and risk of sustained human activities beyond Earth. However, ISRU is an unproven capability for human lunar exploration and can not be put in the critical path of lunar Outpost success until it has been proven. Therefore, ISRU development and deployment needs to take incremental steps toward the desired end state. To ensure ISRU capabilities are available for pre-Outpost and Outpost deployment by 2020, and mission and architecture planners are confident that ISRU can meet initial and long term mission requirements, the ISRU Project is developing technologies and systems in three critical areas: (1) Regolith Excavation, Handling and Material Transportation; (2) Oxygen Extraction from Regolith; and (3) Volatile Extraction and Resource Prospecting, and in four development stages: (I) Demonstrate feasibility; (II) Evolve system w/ improved technologies; (III) Develop one or more systems to TRL 6 before start of flight development; and (IV) Flight development for

  8. The study on human resources toward industrialization in Madura

    International Nuclear Information System (INIS)

    Aziz Jakfar; Mochamad Nasrullah; Sriyana; Moch Djoko Birmano

    2007-01-01

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

  9. Psychometric testing and Human Resource Management

    Directory of Open Access Journals (Sweden)

    R. P. van der Merwe

    2002-09-01

    Full Text Available This is a cumulative report on the findings of various exploratory research that were done with regard to the practice of psychometric testing in the Eastern Cape. Recent and ongoing developments in the South African labour legislation, and especially the implications of the Employment Equity Act, highlight once again the importance of the validation of all instruments to be used for human assessment and selection purposes. Information was gathered to establish which psychometric tests are used, and for what purposes, in industry today. Biographical information on each organisation is supplied, including the number of employees. The role of psychometric testing in the selection procedure is discussed. The different tests used, as well as the test users, are also indicated. The findings of other, related research, as well as comments, recommendations and shortcomings, are discussed. Opsomming Hierdie is ‘n kumulatiewe verslag wat die resultate verstrek van verskeie verkennende ondersoeke wat gedoen is na die aanwending van psigometriese toetsing in die Oos-Kaap. Onlangse en voortdurende ontwikkelinge in die Suid-Afrikaanse arbeidswetgewing, en veral die implikasies van die Wet op Gelyke Indiensneming, beklemtoon weer eens die belangrikheid van die validering van enige instrumente wat gebruik word vir evaluerings- en keuringsdoeleindes van individue. Inligting is ingewin om te bepaal watter psigometriese toetse, sowel as vir watter doel, vandag in die bedryf gebruik word. Biografiese inligting oor die onderskeie organisasies, insluitende hul aantal werknemers, word verstrek. Die rol van psigometriese toetsing in die keuringsproses word bespreek. Die verskillende toetse wat deur die organisasies gebruik word, sowel as die toetsge-bruikers, word ook aangedui. Die bevindinge van ander, relevante navorsing, sowel as opmerkings, aanbevelings en tekortkominge word bespreek.

  10. 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.

  11. Needs, resources and climate change: Clean and efficient conversion technologies

    International Nuclear Information System (INIS)

    Ghoniem, Ahmed F.

    2011-01-01

    Energy ''powers'' our life, and energy consumption correlates strongly with our standards of living. The developed world has become accustomed to cheap and plentiful supplies. Recently, more of the developing world populations are striving for the same, and taking steps towards securing their future energy needs. Competition over limited supplies of conventional fossil fuel resources is intensifying, and more challenging environmental problems are springing up, especially related to carbon dioxide (CO 2 ) emissions. There is strong evidence that atmospheric CO 2 concentration is well correlated with the average global temperature. Moreover, model predictions indicate that the century-old observed trend of rising temperatures could accelerate as carbon dioxide concentration continues to rise. Given the potential danger of such a scenario, it is suggested that steps be taken to curb energy-related CO 2 emissions through a number of technological solutions, which are to be implemented in a timely fashion. These solutions include a substantial improvement in energy conversion and utilization efficiencies, carbon capture and sequestration, and expanding the use of nuclear energy and renewable sources. Some of these technologies already exist, but are not deployed at sufficiently large scale. Others are under development, and some are at or near the conceptual state. (author)

  12. Needs, resources and climate change: Clean and efficient conversion technologies

    KAUST Repository

    Ghoniem, Ahmed F.

    2011-02-01

    Energy "powers" our life, and energy consumption correlates strongly with our standards of living. The developed world has become accustomed to cheap and plentiful supplies. Recently, more of the developing world populations are striving for the same, and taking steps towards securing their future energy needs. Competition over limited supplies of conventional fossil fuel resources is intensifying, and more challenging environmental problems are springing up, especially related to carbon dioxide (CO 2) emissions. There is strong evidence that atmospheric CO 2 concentration is well correlated with the average global temperature. Moreover, model predictions indicate that the century-old observed trend of rising temperatures could accelerate as carbon dioxide concentration continues to rise. Given the potential danger of such a scenario, it is suggested that steps be taken to curb energy-related CO 2 emissions through a number of technological solutions, which are to be implemented in a timely fashion. These solutions include a substantial improvement in energy conversion and utilization efficiencies, carbon capture and sequestration, and expanding the use of nuclear energy and renewable sources. Some of these technologies already exist, but are not deployed at sufficiently large scale. Others are under development, and some are at or near the conceptual state. © 2010 Elsevier Ltd. All rights reserved.

  13. PROVIDING RELIABILITY OF HUMAN RESOURCES IN PRODUCTION MANAGEMENT PROCESS

    Directory of Open Access Journals (Sweden)

    Anna MAZUR

    2014-07-01

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

  14. Strategic human resource management: insights from the international hotel industry

    OpenAIRE

    Gannon, Judie; Roper, Angela; Liz, Doherty

    2015-01-01

    In the strategic human resource management (SHRM) field three approaches have dominated, namely, the universal or best-practice, best-fit or contingency and resource-based view (RBV). This study investigates evidence for the simultaneous or mixed adoption of these approaches by eight case study firms in the international hotel industry. Findings suggest there is considerable evidence of the combined use of the first two approaches but that the SHRM RBV approach was difficult to achieve by all...

  15. FORECASTING: THE KEY TO SUCCESSFUL HUMAN RESOURCE MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Eddy Madiono Sutanto

    2000-01-01

    Full Text Available In the age of competition, companies do not have any other choice than to compete better than their competitors. Human resource management has a critical role to play in supporting the corporate strategic plan. All the HR functions contribute positively to achieving the objective. The main task of human resource management is to support other departments to have the best people. Therefore, there is a critical need to get the best people in the right place at the right time. Forecasting helps to match the requirements and the availabilities of employees. There are two kinds of forecasting methods: qualitative and quantitative methods. On the other hand, the Miles and Snow typology could be used by companies as a tool to identify their positions. This paper discusses how typology and forecasting are valuable for successful human resource management to function in a company.

  16. A Systems Model for Teaching Human Resource Management

    Directory of Open Access Journals (Sweden)

    George R. Greene

    2013-07-01

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

  17. CULTURAL DIMENSIONS IN GLOBAL HUMAN RESOURCE MANAGEMENT: IMPLICATIONS FOR NIGERIA

    Directory of Open Access Journals (Sweden)

    John N. N. Ugoani

    2016-09-01

    Full Text Available As enterprise operations continue to be globalized through overseas expansions, joint ventures, mergers and acquisitions as well as strategic relationships and partnerships transnational organizations need to give attention to issues of culture in human resource management practices as a panacea for prosperity. The global organization is competent if only it is able to bridge the gap between management and culture so that personal relationships with other peoples in the organization and society become in harmony. This is critical because cultural relativity and reality in organizations influence operations. The study was designed to explore possible relationships between cultural dimensions and global human resource management. The survey research design was employed and data generated through primary and secondary sources. The participants comprised of 385 respondents from a cross-section of the population in Nigeria. By Chi-Square test, it was found that culture has a significant positive relationship with global human resource management.

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

    Directory of Open Access Journals (Sweden)

    POPESCU Dan

    2011-12-01

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

  19. Characteristics of human resources in Serbian rural tourism

    Directory of Open Access Journals (Sweden)

    Premović Jelena

    2016-01-01

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

  20. The state of human dimensions capacity for natural resource management: needs, knowledge, and resources

    Science.gov (United States)

    Sexton, Natalie R.; Leong, Kirsten M.; Milley, Brad J.; Clarke, Melinda M.; Teel, Tara L.; Chase, Mark A.; Dietsch, Alia M.

    2013-01-01

    The social sciences have become increasingly important in understanding natural resource management contexts and audiences, and are essential in design and delivery of effective and durable management strategies. Yet many agencies and organizations do not have the necessary resource management. We draw on the textbook definition of HD: how and why people value natural resources, what benefits people seek and derive from those resources, and how people affect and are affected by those resources and their management (Decker, Brown, and Seimer 2001). Clearly articulating how HD information can be used and integrated into natural resource management planning and decision-making is an important challenge faced by the HD field. To address this challenge, we formed a collaborative team to explore the issue of HD capacity-building for natural resource organizations and to advance the HD field. We define HD capacity as activities, efforts, and resources that enhance the ability of HD researchers and practitioners and natural managers and decision-makers to understand and address the social aspects of conservation.Specifically, we sought to examine current barriers to integration of HD into natural resource management, knowledge needed to improve HD capacity, and existing HD tools, resources, and training opportunities. We conducted a needs assessment of HD experts and practitioners, developed a framework for considering HD activities that can contribute both directly and indirectly throughout any phase of an adaptive management cycle, and held a workshop to review preliminary findings and gather additional input through breakout group discussions. This paper provides highlights from our collaborative initiative to help frame and inform future HD capacity-building efforts and natural resource organizations and also provides a list of existing human dimensions tools and resources.

  1. Law in Transition Biblioessay: Globalization, Human Rights, Environment, Technology

    Directory of Open Access Journals (Sweden)

    Michael Marien

    2012-04-01

    Full Text Available As globalization continues, many transformations in international and domestic laws areunderway or called for. There are too many laws and too few, too much law that is inadequateor obsolete, and too much law-breaking. This biblioessay covers some 100 recentbooks, nearly all recently published, arranged in four categories. 1 International Lawincludes six overviews/textbooks on comparative law, laws related to warfare and security,pushback against demands of globalization, and gender perspectives; 2 Human Rightsencompasses general overviews and normative visions, several books on how some statesviolate human rights, five items on how good laws can end poverty and promote prosperity,and laws regulating working conditions and health rights; 3 Environment/Resources coversgrowth of international environmental law, visions of law for a better environmental future,laws to govern genetic resources and increasingly stressed water resources, two books onprospects for climate change liability, and items on toxic hazards and problems of compliance;4 Technology, Etc. identifies eight books on global crime and the failed war on drugs,books on the response to terrorism and guarding privacy and mobility in our high-tech age,seven books on how infotech is changing law and legal processes while raising intellectualproperty questions, biomedical technologies and the law, and general views on the need forupdated laws and constitutions. In sum, this essay suggests the need for deeper and timelyanalysis of the many books on changes in law.

  2. Technologies for water resources management: an integrated approach to manage global and regional water resources

    Energy Technology Data Exchange (ETDEWEB)

    Tao, W. C., LLNL

    1998-03-23

    regional water resources; As an evaluation tool for selecting appropriate remediation technologies for reclaiming water; and As an assessment tool for determining the effectiveness of implementing the remediation technologies. We have included a discussion on the appropriate strategy for LLNL to integrate its technical tools into the global business, geopolitical, and academic communities, whereby LLNL can form partnerships with technology proponents in the commercial, industrial, and public sectors.

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

    Science.gov (United States)

    Abraham, Sam

    2011-01-01

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

  4. Roadmap for human resources for expanded Indian nuclear industry

    Energy Technology Data Exchange (ETDEWEB)

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

    2011-07-01

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

  5. Roadmap for human resources for expanded Indian nuclear industry

    International Nuclear Information System (INIS)

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

    2011-01-01

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

  6. Naturalizing language: human appraisal and (quasi) technology

    DEFF Research Database (Denmark)

    Cowley, Stephen

    2013-01-01

    Using contemporary science, the paper builds on Wittgenstein’s views of human language. Rather than ascribing reality to inscription-like entities, it links embodiment with distributed cognition. The verbal or (quasi) technological aspect of language is traced to not action, but human specific...... interactivity. This species-specific form of sense-making sustains, among other things, using texts, making/construing phonetic gestures and thinking. Human action is thus grounded in appraisals or sense-saturated coordination. To illustrate interactivity at work, the paper focuses on a case study. Over 11 s......, a crime scene investigator infers that she is probably dealing with an inside job: she uses not words, but intelligent gaze. This connects professional expertise to circumstances and the feeling of thinking. It is suggested that, as for other species, human appraisal is based in synergies. However, since...

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

    Science.gov (United States)

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

    2014-01-01

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

  8. Transcriptomics resources of human tissues and organs

    DEFF Research Database (Denmark)

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

    2016-01-01

    a framework for defining the molecular constituents of the human body as well as for generating comprehensive lists of proteins expressed across tissues or in a tissue-restricted manner. Here, we review publicly available human transcriptome resources and discuss body-wide data from independent genome......Quantifying the differential expression of genes in various human organs, tissues, and cell types is vital to understand human physiology and disease. Recently, several large-scale transcriptomics studies have analyzed the expression of protein-coding genes across tissues. These datasets provide...

  9. 48 CFR 3052.204-70 - Security requirements for unclassified information technology resources.

    Science.gov (United States)

    2010-10-01

    ... unclassified information technology resources. 3052.204-70 Section 3052.204-70 Federal Acquisition Regulations... for unclassified information technology resources. As prescribed in (HSAR) 48 CFR 3004.470-3, insert a clause substantially the same as follows: Security Requirements for Unclassified Information Technology...

  10. 48 CFR 1252.239-70 - Security requirements for unclassified information technology resources.

    Science.gov (United States)

    2010-10-01

    ... unclassified information technology resources. 1252.239-70 Section 1252.239-70 Federal Acquisition Regulations... of Provisions and Clauses 1252.239-70 Security requirements for unclassified information technology... Unclassified Information Technology Resources (APR 2005) (a) The Contractor shall be responsible for...

  11. NASA Remote Sensing Technologies for Improved Integrated Water Resources Management

    Science.gov (United States)

    Toll, D. L.; Doorn, B.; Searby, N. D.; Entin, J. K.; Lee, C. M.

    2014-12-01

    This presentation will emphasize NASA's water research, applications, and capacity building activities using satellites and models to contribute to water issues including water availability, transboundary water, flooding and droughts for improved Integrated Water Resources Management (IWRM). NASA's free and open exchange of Earth data observations and products helps engage and improve integrated observation networks and enables national and multi-national regional water cycle research and applications that are especially useful in data sparse regions of most developing countries. NASA satellite and modeling products provide a huge volume of valuable data extending back over 50 years across a broad range of spatial (local to global) and temporal (hourly to decadal) scales and include many products that are available in near real time (see earthdata.nasa.gov). To further accomplish these objectives NASA works to actively partner with public and private groups (e.g. federal agencies, universities, NGO's, and industry) in the U.S. and international community to ensure the broadest use of its satellites and related information and products and to collaborate with regional end users who know the regions and their needs best. Key objectives of this talk will highlight NASA's Water Resources and Capacity Building Programs with their objective to discover and demonstrate innovative uses and practical benefits of NASA's advanced system technologies for improved water management in national and international applications. The event will help demonstrate the strong partnering and the use of satellite data to provide synoptic and repetitive spatial coverage helping water managers' deal with complex issues. The presentation will also demonstrate how NASA is a major contributor to water tasks and activities in GEOSS (Global Earth Observing System of Systems) and GEO (Group on Earth Observations).

  12. 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.

  13. Devolution and human resources in primary healthcare in rural Mali

    Directory of Open Access Journals (Sweden)

    Dao Dramane

    2011-06-01

    Full Text Available Abstract Devolution, as other types of decentralization (e.g. deconcentration, delegation, privatization, profoundly changes governance relations in the health system. Devolution is meant to affect performance of the health system by transferring responsibilities and authority to locally elected governments. The key question of this article is: what does devolution mean for human resources for health in Mali? This article assesses the key advantages and dilemmas associated with devolution such as responsiveness to local needs, downward accountability and health worker retention. Challenges of politics and capacities are also addressed in relation to human resources for health at the local level. Examples are derived from experiences in Mali with a capacity development programme and from case studies of other countries. It is not research findings that are presented, but highlights of key issues at stake aimed at inspiring the debate in Mali and elsewhere. A first lesson from the discussion suggests that in the context of human resources for health, decentralization of authority and resources is not the main issue. The challenge is to develop or strengthen accountability of those who decide and act, whether they are local politicians, bureaucrats or community representatives. If decentralization policies do not address public accountability, they will not fundamentally change human resource management, quality and equity of staffing. A second lesson is that successful devolution requires innovations in capacity development of all actors involved and in designing effective incentive measures. A final key conclusion is that the topic of devolution policy and its effects on human resources for health, and vice versa, merit more attention. A better understanding may lead to more appropriate policy designs and better preparation for the actors involved in countries that are embarking on decentralization, as is the case in Mali.

  14. Human resource development, National Nuclear Energy Agency, Indonesia

    International Nuclear Information System (INIS)

    Karsono

    2007-01-01

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

  15. Audio Technology and Mobile Human Computer Interaction

    DEFF Research Database (Denmark)

    Chamberlain, Alan; Bødker, Mads; Hazzard, Adrian

    2017-01-01

    Audio-based mobile technology is opening up a range of new interactive possibilities. This paper brings some of those possibilities to light by offering a range of perspectives based in this area. It is not only the technical systems that are developing, but novel approaches to the design...... and understanding of audio-based mobile systems are evolving to offer new perspectives on interaction and design and support such systems to be applied in areas, such as the humanities....

  16. A study of computer graphics technology in application of communication resource management

    Science.gov (United States)

    Li, Jing; Zhou, Liang; Yang, Fei

    2017-08-01

    With the development of computer technology, computer graphics technology has been widely used. Especially, the success of object-oriented technology and multimedia technology promotes the development of graphics technology in the computer software system. Therefore, the computer graphics theory and application technology have become an important topic in the field of computer, while the computer graphics technology becomes more and more extensive in various fields of application. In recent years, with the development of social economy, especially the rapid development of information technology, the traditional way of communication resource management cannot effectively meet the needs of resource management. In this case, the current communication resource management is still using the original management tools and management methods, resource management equipment management and maintenance, which brought a lot of problems. It is very difficult for non-professionals to understand the equipment and the situation in communication resource management. Resource utilization is relatively low, and managers cannot quickly and accurately understand the resource conditions. Aimed at the above problems, this paper proposes to introduce computer graphics technology into the communication resource management. The introduction of computer graphics not only makes communication resource management more vivid, but also reduces the cost of resource management and improves work efficiency.

  17. Progress Made in Lunar In-Situ Resource Utilization Under NASA's Exploration Technology and Development Program

    Science.gov (United States)

    Sanders, Gerald B.; Larson, William E.

    2012-01-01

    Incorporation of In-Situ Resource Utilization (ISRU) and the production of mission critical consumables for 9 propulsion, power, and life support into mission architectures can greatly reduce the mass, cost, and risk of missions 10 leading to a sustainable and affordable approach to human exploration beyond Earth. ISRU and its products can 11 also greatly affect how other exploration systems are developed, including determining which technologies are 12 important or enabling. While the concept of lunar ISRU has existed for over 40 years, the technologies and systems 13 had not progressed much past simple laboratory proof-of-concept tests. With the release of the Vision for Space 14 Exploration in 2004 with the goal of harnessing the Moon.s resources, NASA initiated the ISRU Project in the 15 Exploration Technology Development Program (ETDP) to develop the technologies and systems needed to meet 16 this goal. In the five years of work in the ISRU Project, significant advancements and accomplishments occurred in 17 several important areas of lunar ISRU. Also, two analog field tests held in Hawaii in 2008 and 2010 demonstrated 18 all the steps in ISRU capabilities required along with the integration of ISRU products and hardware with 19 propulsion, power, and cryogenic storage systems. This paper will review the scope of the ISRU Project in the 20 ETDP, ISRU incorporation and development strategies utilized by the ISRU Project, and ISRU development and 21 test accomplishments over the five years of funded project activity.

  18. HUMAN RESOURCES MANAGEMENT IN PUBLIC ADMINISTRATION – LIMITS

    OpenAIRE

    CENUSER-PANCZEL ANDREEA; MUSCALU EMANOIL

    2015-01-01

    Due to its size, and to the number of activities it encompasses, the public sector has an essential place in the continued working of the state system. This article treats the aspects and particularities of human in Romanian public administration, as well as the obstacles that come from the internal or external medium the management of that level faces. The duties that the public administration must deal with are diverse and need to have the management of human resources oriented ...

  19. PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

    OpenAIRE

    Amalia-Luisa PUPĂZĂ

    2011-01-01

    Improving the performance of health sector human resources is a goal pursued by all developed or developing countries. However, the lack of human resources planning and lack of clear and transparent human resources policies may lead to a crisis in this area. Human resource planning should be a priority in terms of health policies. In Romania, the lack of a planning concept and the lack of a policy on human resources has led to the actual context, with a human resour...

  20. Science, Technology and Natural Resources Policy: Overcoming Congressional Gridlock

    Science.gov (United States)

    McCurdy, K. M.

    2015-12-01

    The current status of Science, Technology and Natural Resources (STNR) policy in the United States provides an ideal context to examine the influence of committee seniority within the public policy process. Exemplars of the Policy Entrepreneur have been individuals in leadership positions, whether executive or legislative. The role of junior committee members in shaping policy innovation is less well understood, and is frequently masked either in cross-sectional research designs or in case studies. The House Natural Resources committee seniority patterns are compared to the House of Representatives Chamber data from 1975 to 2015. This expanse of congressional time captures both the policy innovation of the Class of 1974 who helped transform the public lands by pursuing a preservation agenda, along with the contemporaneous gridlock caused by disagreements about reducing the size of the federal government, a policy agenda championed and sustained by the Class of 1994. Several types of political actors have served as policy entrepreneurs, President Kennedy and Secretary of Interior Udall shepherding the Wilderness Act of 1964 from the Executive branch, or in the 111th Congress Committee chairmen Senator Christopher Dodd and Representative Barney Frank, having announced their retirements, spent their final Congress shaping the consensus that produced the Wall Street Reform and Consumer Protection Act of 2010. A less studied policy phenomenon relies on "packing the committee" to outvote the leadership. This tactic can be used by the party leadership to overcome recalcitrant senior committee members, as was the case for Democrats in the House Interior and Insular Affairs Committee shift to preservation in the 1970s, or the tactic can be employed from the grassroots, as may be happening in the case of the House Natural Resources Committee in the 114th Congress. A policy making process analog to rivers is more appropriate than a mechanistic model. As there are multiple

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

    Directory of Open Access Journals (Sweden)

    Polyakov Konstantin, L

    2017-06-01

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

  2. Teachers' work engagement: Considering interaction with pupils and human resources practices as job resources

    NARCIS (Netherlands)

    Runhaar, P.R.; Sanders, K.; Konermann, J.

    2013-01-01

    The goal of these 2 studies was to investigate whether teachers' work engagement is related to the extent to which they experience their interactions with pupils and human resource (HR) practices within their schools as motivating. Study 1 was a qualitative study, including document analysis and

  3. Human resource management in the project-oriented organization

    NARCIS (Netherlands)

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

    2008-01-01

    Human Resource Management (HRM) in project-oriented organizations is a relatively unexplored topic though it is essential to the success of the organization and its competitive advantage. Project-oriented organizations operate differently from classic business organizations in that they adopt

  4. Human Resource Architectures for New Teachers in Flemish Primary Education

    Science.gov (United States)

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

    Since research shows that the quality of a school's teaching force is related to its personnel practices, there is a growing interest in human resource management (HRM) in education. Existing research has generated insights into the differences, constraints and effects of single and isolated HR practices. Yet, little research is available…

  5. Developing Entrepreneurial Resilience: Implications for Human Resource Development

    Science.gov (United States)

    Lee, Jin; Wang, Jia

    2017-01-01

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

  6. The current crisis in human resources for health in Africa

    African Journals Online (AJOL)

    Overview. The current crisis in human resources for health in. Africa has reached a serious level in many countries. A complex set of reasons has contributed to this problem, some exogenous, such as the severe economic measures introduced by structural adjustment, which often result in cutbacks in the number of health ...

  7. From Bystander to Ally: Transforming the District Human Resources Department

    Science.gov (United States)

    Campbell, Christine; DeArmond, Michael; Schumwinger, Abigail

    2004-01-01

    Although policymakers and academics tend to overlook the behind-the-scenes role that district human resources (HR) departments play in education, the HR office's effect is far from small. HR departments determine whether qualified teacher candidates make it to the classroom, or slip through the cracks. They can help principals find teachers who…

  8. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

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

    African Journals Online (AJOL)

    Nekky Umera

    Abstract. This study considered some selected public primary schools in Oyo. State in order to determine the status of human and material resources available there so that a case can be made for their improvement towards the achievement of one of the cardinal goals of the Millennium Development Goals project in the ...

  10. Reflections and Future Prospects for Evaluation in Human Resource Development

    Science.gov (United States)

    Han, Heeyoung; Boulay, David

    2013-01-01

    Human resource development (HRD) evaluation has often been criticized for its limited function in organizational decision making. This article reviews evaluation studies to uncover the current status of HRD evaluation literature. The authors further discuss general evaluation theories in terms of value, use, and evaluator role to extend the…

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

    African Journals Online (AJOL)

    Nekky Umera

    108. Improving the Status of Human and Material Resources in. Public Primary Schools in Oyo States towards Achieving the. Millennium Development Goals Project. Kolawole, Clement Olusegun Olaniran. Abstract. This study considered some selected public primary schools in Oyo. State in order to determine the status of ...

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

    International Nuclear Information System (INIS)

    2003-08-01

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

  13. Does human resource management help a company's financial operating result?

    NARCIS (Netherlands)

    van Otterlo, Rob C.H.

    2013-01-01

    Human Resource Management (HRM) is widely believed to have a positive effect on the performance of company. However, empirical proof of this is hard to come by. In this study, we try to establish a linkage between HRM and financial output of two case studies in the profit sector. To do this, we have

  14. Building Human Resource Capacity in Uruguay's Extractive Industry ...

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

    Properly managing and gaining maximum benefit from the extractive sectors in developing countries relies on skilled human resources. This project will help Uruguay navigate many of the challenges it faces in its shift from agriculture to a greater focus on extractive industries. It will provide funds to build research and ...

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

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

    Governments, policymakers and donors are increasingly recognizing that human resources are the critical driver of health research in developing countries. This grant will support a consultation and symposium on the subject. Expert teams will carry out a review and consultation on such themes as: the skills needed to ...

  16. Personnel vs. Strategic Human Resource Management in Public Education

    Science.gov (United States)

    Tran, Henry

    2015-01-01

    Education human resources (HR) professionals have often been neglected in education research. This study seeks to better understand their role in the American school industry, by first examining how districts conceptualize the position of HR professionals and then exploring how the professionals themselves understand their role in school business.…

  17. International Human Resource Management: A Review from Pakistani Perspective

    OpenAIRE

    Shah, Syed Tanveer Hussain; Jamil, Raja Ahmed; Shah, Tazeem Ali; Kazmi, Zain

    2014-01-01

    This article provides information about the International Human Resource Management and discusses HRM according to the international prospective in Pakistan. In this article it is discussed that how environmental and cultural factors affect the recruitment, selection and industry/employee relation in Pakistan. In the end some conclusions are made in reference to the context.

  18. Economic and Human Resource Development: Challenges of the 90s.

    Science.gov (United States)

    Ellison, Nolen M.

    A discussion is presented of the roles of economic and human resource development in a changing economy and society. Introductory material considers the economic changes taking place in society and argues that strategies for economic redevelopment and revitalization must explicitly incorporate strategies for partnership building related to work…

  19. 291 Communication and Human Resources Management and Their ...

    African Journals Online (AJOL)

    User

    Key words: Culture, Communication, Human Resources Management,. Educational Institutions, Nigeria. ... are continuously changing. Organization change impacts not only the business but also its employees. In .... employers is regarded as the organizational single most important asset and its success depends on the ...

  20. The Microfoundations of Human Resources Management in US Public Schools

    Science.gov (United States)

    Pogodzinski, Ben

    2016-01-01

    Purpose: The purpose of this paper is to identify the extent to which human resources (HR) decision making is influenced by the social context of school systems. More specifically, this study draws upon organizational theory focussed on the microfoundations of organizations as a lens identify key aspects of school HR decision making at the…

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

    African Journals Online (AJOL)

    Improving the Status of Human and Material Resources in Public Primary School in Oyo States towards Achieving the Millennium Development Goals Project. ... To carry out the survey, a self-constructed questionnaire that was adjudged valid content-wise by experts in the field was used to gather information from the ...

  2. Human Resource Development for Health in Ethiopia: Challenges of ...

    African Journals Online (AJOL)

    Review of different documents on human resource for health was undertaken. Particular attention was given to documents from Ethiopia. Generally there is shortage in number of different groups of professionals, mal distribution of professionals between regions, urban and rural setting, and governmental and non ...

  3. Human/Nature Discourse in Environmental Science Education Resources

    Science.gov (United States)

    Chambers, Joan M.

    2008-01-01

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

  4. Human Resources Administration: A School-Based Perspective. Fourth Edition

    Science.gov (United States)

    Smith, Richard

    2009-01-01

    Enhanced and updated, this Fourth Edition of Richard E. Smith's highly successful text examines the growing role of the principal in planning, hiring, staff development, supervision, and other human resource functions. The Fourth Edition includes new sections on ethics, induction, and the role of the mentor teacher. This edition also introduces…

  5. Improving human resource capacity for road network preservation

    CSIR Research Space (South Africa)

    Nxumalo, M

    2010-10-01

    Full Text Available Federation has been active in the development of human resource capacity in the roads field and currently holds more than thirty courses annually on many aspects of road engineering and management directed towards improving the road network. SARF has held...

  6. New hand at the helm of CERN Human Resources

    CERN Multimedia

    2004-01-01

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

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

    African Journals Online (AJOL)

    Human Resource Valuation and the Performance of Selected Banks in Nigeria. ... Global Journal of Social Sciences ... A well-functioning company career planning system would encourage employees to take more responsibility for their own development, including the development of skills viewed as significant in the bank.

  8. Improving public administration performance demands investment in human resources

    Directory of Open Access Journals (Sweden)

    Maja Klun

    2008-06-01

    Full Text Available The paper emphasizes that investments in human resources are one of the important factors for improving public sector performance. In strategic papers of Slovenian government and during the reform process of public administration, government stressed out that human resources are one of the most important factors for improving performance. This is originating point of research. The main hypothesis of presented research is that investments in human resources improve efficiency and effectiveness of public sector. For several reasons explained in the paper, tax administration was chosen to test the hypothesis. We used a number of training participations per employee as an indicator of investments in human resources. For determination of effi ciency and effectiveness, we used selected performance indicators and survey among taxpayers about their satisfaction. The main obstacle of the research is that not long-time series are used for better test of hypothesis since surveys among taxpayers are not regular. The results indicate a positive correlation between training and performance indicators and training and taxpayers’ satisfaction.

  9. Abstract: Rwanda Human Resources for Health Program: Genesis ...

    African Journals Online (AJOL)

    Abstract: Rwanda Human Resources for Health Program: Genesis and Evolution of the Nursing and Midwifery Program. ... Journal Home > Vol 2, No 2 (2015) > ... This poster described the process that led to the Rwanda HRH Program, how nursing and midwifery leadership determined and communicated their needs, and ...

  10. Acquisition And Utilisation Of Human Resources In Public ...

    African Journals Online (AJOL)

    The study examined the acquisition and utilisation of human resources in public secondary schools for students with special needs in Oyo State. The study employed a descriptive research design. The entire 196 teachers and 16 supportive staff formed the sample. The research instrument for the study was a questionnaire ...

  11. Human resources for public health supply chain management in ...

    African Journals Online (AJOL)

    user

    Methods: Initially, national sensitization and consensus building workshop on human resources for public health supply chain management was held in Addis Ababa. ... Conclusion: Despite various efforts made to implement initiatives that increase the supply chain efficiencyover the past years, marked inadequacies still ...

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  13. Human Resources for Health Challenges in Nigeria and Nurse Migration.

    Science.gov (United States)

    Salami, Bukola; Dada, Foluke O; Adelakun, Folake E

    2016-05-01

    The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries. © The Author(s) 2016.

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

    African Journals Online (AJOL)

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

  15. The Future Competencies of Department Chairs: A Human Resources Perspective

    Science.gov (United States)

    Jones, Faye R.

    2011-01-01

    This exploratory study of department chairs, deans, and faculty at extensive research public universities in Florida resulted in the identification of 85 future competencies of department chairs using a human resources perspective. Results include a discussion of the top 20 most important competencies and the top 20 competencies anticipated to be…

  16. Human Resource Management in Australian Registered Training Organisations

    Science.gov (United States)

    Smith, Andrew; Hawke Geof

    2008-01-01

    This report forms part of a comprehensive research program that has examined issues related to building the organisational capability of vocational education and training providers. In particular, this report focuses on the current state of human resource management practice in both technical and further education and private registered training…

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

    African Journals Online (AJOL)

    The research did not gather sufficient evidence to conclude on how compensation, training and development practices influence organization‟s performance. The study recommends that the management of Guinness Nig. Plc continues to ensure that the company‟s Human Resources policy, effective recruitment and ...

  18. Human Resource Development in Mauritius: Context, Challenges and Opportunities

    Science.gov (United States)

    Garavan, Thomas N.; Neeliah, Harris; Auckloo, Raj; Ragaven, Raj

    2016-01-01

    Purpose: The purpose of this paper is to explore human resource development (HRD) in Mauritius and the challenges and opportunities faced by organisations in different sectors in adopting HRD practices. Findings: This special issue presents four papers that explore dimensions of HRD in public sector, small- and medium-sized enterprises (SMEs) and…

  19. agenda and outlook: human resource development for ict in nigeria

    African Journals Online (AJOL)

    NESG PUBLICATIONS

    polytechnics and colleges (public and private) is the traditional ... because of the critical role. ICT plays in business, very few ... Most academic programmes lack solid workplace/ business fundamentals and focus. AGENDA AND OUTLOOK: HUMAN RESOURCE DEVELOPMENT FOR ICT IN NIGERIA. However, in using.

  20. Development of human resources for Indian nuclear power ...

    Indian Academy of Sciences (India)

    the nuclear energy programme in India to a stage where it is poised to take a quantum leap forward. The vision of ... the requirements of the human resource development programme for nuclear energy, the challenges in the way of its ..... continue to breathe life in to the R&D activities of DAE. It is achieved through various ...

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

    OpenAIRE

    Dragomir Cristina

    2012-01-01

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

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

    African Journals Online (AJOL)

    Globalization has a major impact on the management of human resources in developing countries including Kenya. It has led to homogenization and convergence in organization strategies, structures and processes as well as in consumer choice. With accelerating globalization, organizations have had to change and new ...

  3. Health sciences students' contribution to human resources for health ...

    African Journals Online (AJOL)

    Health sciences students' contribution to human resources for health strategy: A rural health careers day for grade 12 learners in the North West Province of South ... scholarship programme, which highlighted the challenges faced by students from rural communities who try to gain access to institutions of higher education.

  4. Demographic analysis of human resources in Nigerian Fisheries ...

    African Journals Online (AJOL)

    The study analysed a directory of human resources in Nigerian Fisheries and Aquatic Sciences. Results showed that the South West zone contributed 39.4% distantly followed by South-South with 17.6%, Central zone with 17. 2%, South East 13.5% , North East 7% and North West 5.4%. The active working age group falls ...

  5. Agenda and Outlook: Human Resource Development for ICT in ...

    African Journals Online (AJOL)

    One of the obvious gains of the economic reform programs in Nigeria has been the vast improvement in telecom infrastructure over the past few years. However real development goes beyond infrastructure; people come first. How well is Nigeria developing the manpower and human resources required to apply information ...

  6. Human resources management of professional sports coaches in ...

    African Journals Online (AJOL)

    The success that sport organizations can achieve is largely depends on the ability and competence of their human resources. Amongst the paid professional employees in sport is the professional coach who has received relatively little academic enquiry since commercial and professional sport emerged in the 21st century.

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

    African Journals Online (AJOL)

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

  8. Human Resources Management and Service Delivery in Nigeria ...

    African Journals Online (AJOL)

    The paper represents essentially an attempt to analyse and comprehend the role of Human Resource Management (HRM) in effective service delivery in Nigeria. The paper advocates that the revamping and transformation of the Nigerian Civil Service to render effective service to the public lies not in the continuous ...

  9. Human Resources Administration: A School-Based Perspective. Second Edition.

    Science.gov (United States)

    Smith, Richard E.

    Many human-resource functions previously belonging to the central office are now the responsibility of school principals. Twelve chapters provide practical information about performing these functions. The first chapter provides an overview for the book. It briefly discusses the major topics and provides an overall framework for the more detailed…

  10. Human Resources for Health Research in Africa | CRDI - Centre de ...

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

    Governments, policymakers and donors are increasingly recognizing that human resources are the critical driver of health research in developing countries. This grant will support a consultation and symposium on the subject. Expert teams will carry out a review and consultation on such themes as: the skills needed to ...

  11. MECHANISMS TO AMELIORATE NEGATIVE IMPACTS OF GLOBALISATION ON HUMAN RESOURCES, INDUSTRIAL DEMOCRACY AND HUMANITY

    OpenAIRE

    WILFRED I. UKPERE

    2009-01-01

    Capitalist globalisation has produced certain negative consequences for human resources, industrial democracy and humanity, in general. Globalisation is a powerful force that cannot be denied, however, conversely, it has also threatened life, in a broader sense. Globalisation was perceived by globalisers as a worldwide remedy for worldwide problems, but is viewed with great pessimism amongst proletariat (workers). Current globalisation has an enormous negative impact on human resources, indus...

  12. Key challenges of human resources for health in India

    Directory of Open Access Journals (Sweden)

    Priya Sinha

    2016-01-01

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

  13. Human resources FY 1995 Site Program Plan WBS 6.10.2

    Energy Technology Data Exchange (ETDEWEB)

    1994-09-01

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

  14. Human resource leadership: the key to improved results in health

    Directory of Open Access Journals (Sweden)

    O'Neil Mary L

    2008-06-01

    Full Text Available Abstract This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch the feature with an opening editorial to be found in the journal's blog. This opening article describes the human resource challenges that managers around the world report and analyses why solutions often fail to be implemented. Despite rising attention to the acute shortage of health care workers, solutions to the human resource (HR crisis are difficult to achieve, especially in the poorest countries. Although we are aware of the issues and have developed HR strategies, the problem is that some old systems of leading and managing human resources for health do not work in today's context. The Leadership Development Program (LDP is grounded on the belief that good leadership and management can be learned and practiced at all levels. The case studies in this issue were chosen to illustrate results from using the LDP at different levels of the health sector. The LDP makes a profound difference in health managers' attitudes towards their work. Rather than feeling defeated by a workplace climate that lacks motivation, hope, and commitment to change, people report that they are mobilized to take action to change the status quo. The lesson is that without this capacity at all levels, global policy and national HR strategies will fail to make a difference.

  15. Linguistic Resource Creation for Research and Technology Development: A Recent Experiment

    National Research Council Canada - National Science Library

    Strassel, Stephanie; Maxwell, Mike; Cieri, Christopher

    2003-01-01

    .... Experiments in porting technologies to handle new natural languages have revealed a great potential for multilingual computing, but also a frustrating lack of linguistic resources for most languages...

  16. Mars 2024/2026 Pathfinder Mission: Mars Architectures, Systems, & Technologies for Exploration and Resources

    Data.gov (United States)

    National Aeronautics and Space Administration — Integrate In Situ Resource Utilization (ISRU) sub-systems and examine advanced capabilities and technologies to verify Mars 2024 Forward architecture precursor...

  17. Human trafficking: review of educational resources for health professionals.

    Science.gov (United States)

    Ahn, Roy; Alpert, Elaine J; Purcell, Genevieve; Konstantopoulos, Wendy Macias; McGahan, Anita; Cafferty, Elizabeth; Eckardt, Melody; Conn, Kathryn L; Cappetta, Kate; Burke, Thomas F

    2013-03-01

    Human trafficking is an increasingly well-recognized human rights violation that is estimated to involve more than 2 million victims worldwide each year. The health consequences of this issue bring victims into contact with health systems and healthcare providers, thus providing the potential for identification and intervention. A robust healthcare response, however, requires a healthcare workforce that is aware of the health impact of this issue; educated about how to identify and treat affected individuals in a compassionate, culturally aware, and trauma-informed manner; and trained about how to collaborate efficiently with law enforcement, case management, and advocacy partners. This article describes existing educational offerings about human trafficking designed for a healthcare audience and makes recommendations for further curriculum development. A keyword search and structured analysis of peer-reviewed and gray literature, conducted in 2011 and 2012, yielded 27 items that provide basic guidance to health professionals on human trafficking. The 27 resources differed substantially in format, length, scope, and intended audience. Topic areas covered by these resources included trafficking definitions and scope, health consequences, victim identification, appropriate treatment, referral to services, legal issues, and security. None of the educational resources has been rigorously evaluated. There is a clear need to develop, implement, and evaluate high-quality education and training programs that focus on human trafficking for healthcare providers. Copyright © 2013 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

  18. Space Resources Development: The Link Between Human Exploration and the Long-Term Commercialization of Space

    Science.gov (United States)

    Sanders, Gerald B.

    2000-01-01

    In a letter to the NASA Administrator, Dan Goldin, in January of 1999, the Office of Management and Budget (OMB) stated the following . OMB recommends that NASA consider commercialization in a broader context than the more focused efforts to date on space station and space shuttle commercialization. We suggest that NASA examine architectures that take advantage of a potentially robust future commercial infrastructure that could dramatically lower the cost of future human exploration." In response to this letter, the NASA Human Exploration and Development of Space (HEDS) Enterprise launched the BEDS Technology & Commercialization Initiative (HTCI) to link technology and system development for human exploration with the commercial development of space to emphasize the "D" (Development) in BEDS. The development of technologies and capabilities to utilize space resources is the first of six primary focus areas in this program. It is clear that Space Resources Development (SRD) is key for both long-term human exploration of our solar system and to the long-term commercialization of space since: a) it provides the technologies, products, and raw materials to support efficient space transportation and in-space construction and manufacturing, and b) it provides the capabilities and infrastructure to allow outpost growth, self-sufficiency, and commercial space service and utility industry activities.

  19. Strategic human resources study of the upstream petroleum industry : the decade ahead

    International Nuclear Information System (INIS)

    2003-10-01

    This report presents the results of a 10 month study of the human resources issues in Canada's upstream petroleum industry. The study identifies workforce demographics, skills, and supply and demand. It also discusses the impact of technology and other key challenges facing human resources issues. The upstream petroleum industry includes exploration and production, service industries, pipeline transmission, natural gas processing, and heavy oil and bitumen extracting and upgrading. The study defined four regions in Canada: Western Canada Sedimentary Basin, the oil sands, the north, and the east coast. The main influences on the management practices within the upstream petroleum industry are: globalization; cyclical economic conditions; operational excellence business models; government regulatory requirements; stakeholder expectations for involvement; technological advances; changing demographics, and workplace skills. The study also presented suggestions for changes in best practices to improve the efficiency and effectiveness of product and service delivery. refs., tabs., figs

  20. Office of Industrial Technologies Information Resources Catalog 2000

    Energy Technology Data Exchange (ETDEWEB)

    NREL

    2000-01-14

    The Information Resources Catalog describes publications, videos, software, and other products available from OIT. These resources can help industrial firms improve energy efficiency and competitiveness, while reducing waste and pollution. Because many OIT resources have applications in multiple areas, the index is organized as a matrix.