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...

  3. Implementating Information Technology in E-Human Resource Management

    Directory of Open Access Journals (Sweden)

    Cristina-Dana Popescu (Mitu

    2016-01-01

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

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

    Science.gov (United States)

    Gattiker, Urs E.

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

  5. 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)

  6. 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)

  7. 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,…

  8. Managing information technology human resources in health care.

    Science.gov (United States)

    Mahesh, Sathiadev; Crow, Stephen M

    2012-01-01

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

  9. Civil Service Human Resource Capacity and Information Technology

    African Journals Online (AJOL)

    Tesfaye

    2009-01-01

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

  10. 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

  11. 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…

  12. Nuclear Human Resource Development in Tokyo Institute of Technology

    International Nuclear Information System (INIS)

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

    2012-01-01

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

  13. 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.

  14. EMBRACING GREEN TECHNOLOGY INNOVATION THROUGH STRATEGIC HUMAN RESOURCE MANAGEMENT: A CASE OF AN AUTOMOTIVE COMPANY

    OpenAIRE

    Reihaneh Montazeri Shatouri; Rosmini Omar; Kunio Igusa; de São Pedro Filho Flávio

    2013-01-01

    What makes a technological innovation successful for an industry? This study examines how green technology innovation is impacted by strategic management of the human resource in firms. The value of this study lies in its intention to explain the needs to effectively blend people matters first before endeavouring technologies. We focus on Malaysiaâs leading automobile manufacturer, Proton which currently embarks on smart green initiatives in its product development. The quantitative survey id...

  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 Resources or Information Technology: What is More Important for Companies in the Digital Era?

    Directory of Open Access Journals (Sweden)

    Turulja Lejla

    2016-03-01

    Full Text Available Background: Companies can improve their business performance, increase revenues and reduce costs by enhancing their information technology (IT capability. On the other side, there is an increasing importance of human resource management (HRM practices related to IT utilization, which are important for the business performance of a company in the rapidly changing knowledge-based economy.

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

    Directory of Open Access Journals (Sweden)

    Jelena Horvat

    2014-12-01

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

  18. 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)

  19. 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)

  20. 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.

  1. 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.

  2. 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.

  3. 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...

  4. 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

  5. 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.

  6. 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…

  7. 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.

  8. Human Resource Development and New Technology in the Automobile Industry: A Case Study of Ford Motor Company's Dearborn Engine Plant. The Development and Utilization of Human Resources in the Context of Technological Change and Industrial Restructuring.

    Science.gov (United States)

    Chen, Kan; And Others

    This report centers around a plant-level study of the development and utilization of human resources in the context of technological change and industrial restructuring in the crankshaft production area of Ford Motor Company's Dearborn Engine Plant (DEP). The introductory chapter describes how the study was conducted, provides an introduction to…

  9. 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.

  10. 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)

  11. Defense Human Resources Activity > PERSEREC

    Science.gov (United States)

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

  12. 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.

  13. Role of oil service companies in developing human resources worldwide to implement new technology

    Energy Technology Data Exchange (ETDEWEB)

    Baird, D.E.; Bismuth, B.

    1983-01-01

    The role of specialized oil service companies in helping the oil industry develop the hydrocarbon resources of the world efficiently has increased over the last 20 yr. This trend is expected to continue as the complexity and variety of the techniques required increased. In order to provide a large range of services worldwide, the oil service industry has to be highly flexible and mobile. At the same time, successful implementation of these services requires a knowledge of and empathy with local conditions and cultures. The challenge will be to attract, train, and develop technical people from all corners of the globe to become part of the process of developing and implementing new technology. The involvement of the developing nations in the technical evolution of the oil service companies is perhaps the only long-lasting method of transferring these technologies.

  14. 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.

  15. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    Human resources in innovation systems: With focus on introduction of highly educated labour in small Danish firms This thesis has two purposes: (1) a ‘general' purpose to enhance our knowledge on the relationship between innovation, technological and organisational change, and human resources......, including knowledge and skills embodied in human resources, and (2) a more ‘specific' purpose to enhance our knowledge on introduction of highly educated labour, innovation, and upgrading changes in small Danish firms. Chapter 1 establishes the relevance of this research interest, and it also states...... stemming from human resources - such as insight, understanding, creativity, and action - are inherently important to all innovation processes. The chapter also suggests a tentative conceptual and analytical framework for studying human resources and their development within a system of innovation approach...

  16. Human Resource Construction

    Institute of Scientific and Technical Information of China (English)

    2015-01-01

    Centering on strategic objective of reform and development,CIAE formulated its objectives in human resource construction for the 13th Five-year Plan period,and achieved new apparent progress in human resource construction in 2015.1 Implementation of"LONGMA Project"

  17. 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…

  18. OAS :: Accountability :: Human Resources

    Science.gov (United States)

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

  19. Jordanian Pre-Service Teachers' and Technology Integration: A Human Resource Development Approach

    Science.gov (United States)

    Al-Ruz, Jamal Abu; Khasawneh, Samer

    2011-01-01

    The purpose of this study was to test a model in which technology integration of pre-service teachers was predicted by a number of university-based and school-based factors. Initially, factors affecting technology integration were identified, and a research-based path model was developed to explain causal relationships between these factors. The…

  20. 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…

  1. Designing a model of electronic human resource management’s implementation at the Ministry of Communications and Information Technology

    Directory of Open Access Journals (Sweden)

    Mirali Seyednaghavi

    2017-06-01

    Full Text Available : In the first phase of this study a model for electronic human resource management in government agencies based on new public services was explored by using software MAXQDA, then in the second phase, relationship between the elements of the theory were tested using software Smart PLS2. So the aim of this study is to design a model of electronic human resource management’s implementation at the Ministry of Communications and Information Technology. In this regard, according to Strauss and Corbin’s structured plan, five hypotheses were tested. Quantitative data analysis indicates that the pressures of the policies and global perspectives cause to move toward e-HRM. Among the contextual conditions macro structural mechanisms, considerations of actors, governance considerations have a significant impact on the strategy of new public services and therefore lead to the consequences of its implementation in public organizations. The findings suggest that e-HRM does not have a positive and meaningful impact on new public services, and in our country, although the recent political developments have somehow removed the gap between public policy makers, administrators, and the public, but there is still a long way to go.

  2. 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…

  3. 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...

  4. Organizational Culture in the Greek Science and Technology Parks: Implications for Human Resource Management.

    OpenAIRE

    Theodore Pelagidis; Thanos Kriemadis

    2006-01-01

    Introduction Research and technological poles have been also set up in Greek regions but only in the late '80s, introducing local economy into the modern international competitive environment. These infant cores of innovation have already inspired both academics and entrepreneurs to construct new models of investment planning and production. Although not yet fully developed, some of them, they have already created complex links between universities and industries, giving birth to many spin-of...

  5. 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)

  6. 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.

  7. Resources in Technology 6.

    Science.gov (United States)

    International Technology Education Association, Reston, VA.

    This document--intended to help technology education teachers plan their classroom curriculum for secondary school and college students--contains units on creativity, artificial intelligence, biotechnology, polymeric materials, manufacturing in space, metallic materials, intermodal transportation, and food production. The sociocultural impact of…

  8. 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.

  9. Developing technologies and resources

    Energy Technology Data Exchange (ETDEWEB)

    Walker, R.S. [Canadian Nuclear Laboratories, Chalk River, ON (Canada)

    2015-07-01

    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.

  10. 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.

  11. 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.)

  12. Examination of Information Technology (IT) Certification and the Human Resources (HR) Professional Perception of Job Performance: A Quantitative Study

    Science.gov (United States)

    O'Horo, Neal O.

    2013-01-01

    The purpose of this quantitative survey study was to test the Leontief input/output theory relating the input of IT certification to the output of the English-speaking U.S. human resource professional perceived IT professional job performance. Participants (N = 104) rated their perceptions of IT certified vs. non-IT certified professionals' job…

  13. 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.

  14. [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.

  15. Resource Allocation of Agricultural Science and Technology R&D

    OpenAIRE

    Li, Xian-song; Bai, Li; Zhang, Li-ming

    2011-01-01

    The status quo of resource allocation of agricultural science and technology R&D (research and development)both at home and abroad,including the amount and function of agricultural science and technology research funds, human resources in the resources of agricultural science and technology R&D , the efficiency of resource allocation of agricultural science and technology R&D, the management system of agricultural scientific innovation and the operation status of scientific funds, is analyz...

  16. 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…

  17. 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...... will ask and try to answer. The mobile phone and its devices are depicted as being able to make a unique human presence, interaction, and affect. The medium, the technology is a necessary helper to get towards this very special and lost humanity. Without the technology, no special humanity - soul....... The paper will investigate how technology, humanity, affects, and synaesthesia are presented and combined with examples from everyday aesthetics, e.g. early computer tv-commercial, net-commercial for mobile phones. Technology and affects point, is the conclusion, towards a forgotten pre-human and not he...

  18. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

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

  19. 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

  20. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

    Research purpose: The purpose of this special edition is to introduce readers to the evaluation of human resource (HR programmes. Motivation for the study: There are few comprehensive evaluations of HR programmes despite many publications on functional efficiency measures of HR (i.e. measures of cost, time, quantity, error and quality. Research design, approach and method: This article provides a value chain for HR activities and introduces the reader to programme theory-driven evaluation. Main findings: In summarising all of the contributions in this edition, one of the main findings was the lack of programme evaluation experience within HR functions and the difficulty this posed for the evaluators. Practical/managerial implications: This introductory article presents answers to two simple questions: What does HR do? and, What is programme evaluation? These answers will enable practitioners to understand what programme evaluators mean when we say that programme evaluation seeks to determine the merit of a programme. Contribution/value-add: The main contribution of this introductory article is to set the scene for the HR evaluations that follow. It alerts the reader to the rich theory contribution in HR literature and how to apply this in a theory-driven evaluation.

  1. Human Resource Development in Hybrid Libraries

    OpenAIRE

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

    2000-01-01

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

  2. 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 ...

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

    International Nuclear Information System (INIS)

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

    2012-01-01

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

  4. 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.

  5. Database of Information technology resources

    OpenAIRE

    Barzda, Erlandas

    2005-01-01

    The subject of this master work is the internet information resource database. This work also handles the problems of old information systems which do not meet the new contemporary requirements. The aim is to create internet information system, based on object-oriented technologies and tailored to computer users’ needs. The internet information database system helps computers administrators to get the all needed information about computers network elements and easy to register all changes int...

  6. PHYSICAL RESOURCES OF INFORMATION PROCESSES AND TECHNOLOGIES

    Directory of Open Access Journals (Sweden)

    Mikhail O. Kolbanev

    2014-11-01

    Full Text Available Subject of study. The paper describes basic information technologies for automating of information processes of data storage, distribution and processing in terms of required physical resources. It is shown that the study of these processes with such traditional objectives of modern computer science, as the ability to transfer knowledge, degree of automation, information security, coding, reliability, and others, is not enough. The reasons are: on the one hand, the increase in the volume and intensity of information exchange in the subject of human activity and, on the other hand, drawing near to the limit of information systems efficiency based on semiconductor technologies. Creation of such technologies, which not only provide support for information interaction, but also consume a rational amount of physical resources, has become an actual problem of modern engineering development. Thus, basic information technologies for storage, distribution and processing of information to support the interaction between people are the object of study, and physical temporal, spatial and energy resources required for implementation of these technologies are the subject of study. Approaches. An attempt is made to enlarge the possibilities of traditional cybernetics methodology, which replaces the consideration of material information component by states search for information objects. It is done by taking explicitly into account the amount of physical resources required for changes in the states of information media. Purpose of study. The paper deals with working out of a common approach to the comparison and subsequent selection of basic information technologies for storage, distribution and processing of data, taking into account not only the requirements for the quality of information exchange in particular subject area and the degree of technology application, but also the amounts of consumed physical resources. Main findings. Classification of resources

  7. 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)

  8. Issues about Human Resources Recruitment

    OpenAIRE

    Aurel Manolescu

    2008-01-01

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

  9. 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...

  10. 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…

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

    African Journals Online (AJOL)

    Resource efficiency in agricultural development: human capital development perspective and poverty challenges in developing countries. ... in Nigeria and contributed about 23.9% of the Gross National Domestic product in 2016. ... Equally, the new focus on agriculture involves training on new technologies and evolving ...

  12. Cultural-social and human resource challenges facing development of information technology in Iran's higher education in viewpoint of graduate students

    Directory of Open Access Journals (Sweden)

    M. Rahmanpoor

    2017-06-01

    Full Text Available The aim of the this study was survey of cultural-social and human recourses  challenges facing development of information technology in higher education in Iran. The population of this study was all graduate students studying in the Department of the State University in academic year 2010-2011. In first stage, Tehran, Allameh-Tabatabaee, San’ati-Sharif, Isfahan, Shiraz and Kurdistan Universities were selected as samples. Among these universities, 460 patients were randomly selected in proportion. Data were collected via a questionnaire. Reliability using Cronbach's alpha coefficient respectively 0/94, and its validity was confirmed by several professors. The data were calculated using SPSS statistical software and then analyzed. In Descriptive statistics level, indicators of frequency, percentage and standard deviation, and in inferential statistics level, T test, ANOVA and post hoc test was used. The results showed that in cultural-social  dimension including the important challenges were the high ratio of computers to students, poor students searching spirit, and lack of English language teachers and students. In human resource dimension are also unfamiliar of the students with the how access to information in databases, shortage or lack of professional expertise in information technology, faculty and administrators do not understand the capabilities of information technology, were most important challenges Information technology in Iran's higher education.

  13. 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".

  14. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

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

    2005-07-01

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

  15. Issues about Human Resources Recruitment

    Directory of Open Access Journals (Sweden)

    Aurel Manolescu

    2008-04-01

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

  16. Technology and resources use by university teachers

    OpenAIRE

    Gueudet , Ghislaine

    2014-01-01

    International audience; In this paper we introduce the study of the use of resources by mathematics teachers at university. The available resources evolve, in particular concerning Open Educational Resources offered on the Internet. Studying the consequences of these evolutions for the teaching and learning practices requires to introduce a comprehensive concept of resource. A resource for the teacher is defined here as anything likely to resource the teacher's practice: technologies, but als...

  17. Designing Human Technologies

    DEFF Research Database (Denmark)

    Simonsen, Jesper

    and the design process, in ethical and society-related concerns, and in evaluating how designs fulfill needs and solve problems. Designing Human Technologies subscribes to a broad technology concept including information and communication, mobile, environmental/sustainable and energy 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......, the Humanities, and Social Science. The initiative broadens the perspective of IS and recognize reflections on aesthetics, ethics, values, connections to politics, and strategies for enabling a better future as legitimate parts of the research agenda. Designing Human Technologies is a design-oriented Strategic...

  18. Human Resources Key Performance Indicators

    Directory of Open Access Journals (Sweden)

    Gabčanová Iveta

    2012-03-01

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

  19. Developing human technology curriculum

    Directory of Open Access Journals (Sweden)

    Teija Vainio

    2012-10-01

    Full Text Available During the past ten years expertise in human-computer interaction has shifted from humans interacting with desktop computers to individual human beings or groups of human beings interacting with embedded or mobile technology. Thus, humans are not only interacting with computers but with technology. Obviously, this shift should be reflected in how we educate human-technology interaction (HTI experts today and in the future. We tackle this educational challenge first by analysing current Master’s-level education in collaboration with two universities and second, discussing postgraduate education in the international context. As a result, we identified core studies that should be included in the HTI curriculum. Furthermore, we discuss some practical challenges and new directions for international HTI education.

  20. Human Resource Management and Performance

    NARCIS (Netherlands)

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

    2000-01-01

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

  1. 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.)

  2. 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,…

  3. SHARING RESOURCES THROUGH COLLABORATION USING TECHNOLOGY

    Science.gov (United States)

    In response to changing social and economic conditions, instant communication, emerging technology, and decreasing resources for libraries, there is a need for librarians to use collaborative methods, strategies, and technologies to solve common problems or produce common produ...

  4. Investigating the virtual representation of human resources

    OpenAIRE

    Canko, Mert

    2015-01-01

    Despite all the advancements of software technologies to increase the productivity of companies, their capabilities to find solutions for certain problem domains are still limited. For the purpose of collaboratively addressing problems, which cannot be solved by algorithms alone, humans as computational units that are connected in a network of hardware and software resources, are therefore becoming increasingly popular. In this diploma thesis we investigate virtual representations of huma...

  5. 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 ...

  6. 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...

  7. 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.

  8. Increasing Organizational Effectiveness through Better Human Resource Planning and Development

    Science.gov (United States)

    Schein, Edgar H.

    1977-01-01

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

  9. 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.

  10. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    Frederick Iraki

    strategic perspective and constantly monitor and encourage the development of new skills and ... Human. Resource Management practices affect organizations productivity, corporate and financial ..... Exploring Human Resource. Management ...

  11. 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 ...

  12. 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...

  13. 75 FR 20007 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-04-16

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

  14. Emerging technologies for knowledge resource management

    CERN Document Server

    Pandian, M

    2007-01-01

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

  15. 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)

  16. What's special about human technology?

    OpenAIRE

    Robert Aunger

    2010-01-01

    Human technology is difficult to understand because it is so complex. However, human technology evolved from the simpler technologies of other species. Comparison with these other technologies should illuminate why human technology is distinct. Some birds and primates make tools, or simple technological objects whose function is closely related to their form. Humans, on the other hand, make machines--relatively complex objects whose functionality derives from the interaction of parts with res...

  17. 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...

  18. 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.

  19. 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

  20. 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

  1. 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)

  2. 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.

  3. Human resource and radiotherapist planning

    International Nuclear Information System (INIS)

    Lauzon, R.; Lachance, M.J.; McCammond, R.; Harnett, N.; Robson, S.; Wenz, J.

    2000-01-01

    This information document was presented to the working group of the human resource requirements planning of the Canadian Strategy for the fight against cancer. The Canadian Cancer Society; The National Canadian Cancer Institute and the Association of the Provincial Organizations for the Fight Against Cancer and Canada Health, linked their efforts to plan this strategy. It aims at determining national priorities for the fight against cancer, which is comprised of the goals, the objectives, the interventions, the roles and the responsibilities; mechanisms of concretization of research, and finally the mechanisms required to face the topical questions and to maintain the partnerships. The Canadian Association of Medical Radiation Therapists is only one of the many interest groups collaborating in initiative by their participation in the work of the various groups and management committees. Presented in February 2000, the report could contain questions and present working conditions regulated since

  4. 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.

  5. 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...

  6. 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…

  7. 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…

  8. 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...

  9. 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.

  10. 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...

  11. Report on the surveys in fiscal 1999 on foundations for establishing industrial technology strategies. Technological strategies by fields (Field of nurturing human resources in chemical technologies); 1999 nendo sangyo gijutsu senryaku sakutei kiban chosa hokokusho. Bun'yabetsu senryaku (kagaku gijutsusha jinzai ikusei bun'ya)

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2000-03-01

    This paper describes nurturing of human resources in chemical technologies, as part of the surveys in fiscal 1999 on foundations for establishing industrial technology strategies. In association with the progress in scientific technologies, convenience of living has been enhanced exceptionally. On the other hand, however, problems lie in a heap, such as in global environment, energy, resources and population. Safety of chemical substances is questioned. Industrial world is greeted with the times of bubble collapse, information orientation, internationalization, and great competition. Chemical industries are aiming at differentiation and power strengthening, but demanded of conversion into making more independent developments. A large number of problems difficult of solving must be overcome by progress of scientific technologies. The core of the progress is in innovation and creation of new chemical technologies. Since what shoulders the requirements is people, nurturing chemical engineers is the urgent and important issue. Chemical engineers are demanded of having knowledge and experience in environment and safety, and ethics to accomplish social responsibilities, not to speak of their specialty technologies. Human resource nurturing must be carried out effectively under collaboration and cooperation of universities and corporations, rather than they do it independently. This paper describes problems and solution ideas, such as institutions and programs, to achieve the goal. (NEDO)

  12. 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.

  13. 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.

  14. 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 ...

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

    Science.gov (United States)

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

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

  16. 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…

  17. Future for nuclear data research. Human resources

    International Nuclear Information System (INIS)

    Baba, Mamoru

    2006-01-01

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

  18. Human Resource Orientation and Corporate Performance.

    Science.gov (United States)

    Lam, Long W.; White, Louis P.

    1998-01-01

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

  19. Economic Development and Development of Human Resources

    Directory of Open Access Journals (Sweden)

    Metod Černetič

    1998-12-01

    Full Text Available Černetič deals with certain dilemmas and problems related to employee training within companies, and discusses the complexity of the relationship between technological development and education, developmental gap between the developed and underdevdoped economies, and the goals of social development in Slovenia. Cernetič stresses that training programmes should above all provide flexibility of employment; the competitive edge of an entire state actually depends on effective use of human resources. Slovenia cannot exert any substantial influence on the global economy, it can only follow the main market trends. Knowledge is therefore of great importance, as the wealth of smaller nations is primarily based on the education level of their inhabitants.

  20. 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

  1. 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)

  2. Uranium resource technology, Seminar 3, 1980

    International Nuclear Information System (INIS)

    Morse, J.G.

    1980-01-01

    This conference proceedings contains 20 papers and 1 panel discussion on uranium mining and ore treatment, taking into account the environmental issues surrounding uranium supply. Topics discussed include: the US uranium resource base, the technology and economics of uranium recovery from phosphate resources, trends in preleash materials handling of sandstone uranium ores, groundwater restoration after in-situ uranium leaching, mitigation of the environmental impacts of open pit and underground uranium mining, remedial actions at inactive uranium mill tailings sites, environmental laws governing in-situ solution mining of uranium, and the economics of in-situ solution mining. 16 papers are indexed separately

  3. 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.

  4. 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.

  5. Information technology resource management in radiation oncology.

    Science.gov (United States)

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

    2009-09-02

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

  6. HUMAN RESOURCE MANAGEMENT IN MULTIPROJECT ENVIRONMENT

    Directory of Open Access Journals (Sweden)

    Vyara Slavyanska

    2015-12-01

    Full Text Available А monograph is presented, whose purpose is to justify the need to adapt the system for human resources management to a multiproject context and to propose alternatives for making appropriate amendments. First chapter "Human resources management as a function of general management" examines the relationship between human resource management and organizational effectiveness in the light of the perception of human resources as the main competitive advantage of the modern organization and the criteria for evaluating the effectiveness of the management of human resources. Special attention is paid to the content and structure of this system. Chapter Two "The multiproject organization as a modern working environment" is dedicated to the project management as a management concept and clarifies the essence of project management, the concept of the project lifecycle, criteria and critical success factors of the project. Emphasis is placed on the multiproject organization as a natural environment of project management by clarifying the nature and characteristics of this type of organization and positioning options for structural projects in it. The focus in the chapter “Specifications of human resource management in the multiproject environment" is the need for changes in the management of human resources and alternatives to adapt the system for managing human resources to conditions of the multiproject environment through specific changes in its content and structure. Chapter Four "Human Resource Management in the multiproject environment" presents the results of an empirical study. Based on the outlined conceptual framework of the study, specifying the purpose, objectives, methodology and tools, consistently carried out a comparative analysis of human resources management as a strategic organizational priority project activity as a strategic organizational priority, efficiency and basic problems of multiproject medium degree of adapting the system

  7. 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...

  8. 75 FR 63209 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2010-10-14

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

  9. 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)

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

    African Journals Online (AJOL)

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

  11. Retention practices in education human resources management ...

    African Journals Online (AJOL)

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

  12. 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)

  13. human resources management and lecturer's job satisfaction

    African Journals Online (AJOL)

    PROF EKWUEME

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

  14. Managing the human resources in beer industry

    Directory of Open Access Journals (Sweden)

    Živković Dragić

    2014-01-01

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

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

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

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

  16. 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)...

  17. 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

  18. 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...

  19. 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...

  20. 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)

  1. Human Resource Management: Some Vital Considerations

    OpenAIRE

    Mishra, SK

    2007-01-01

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

  2. Human Resource Management Practices in Nigeria

    OpenAIRE

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

    2011-01-01

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

  3. 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....

  4. 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…

  5. 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...

  6. 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.

  7. Human Resource Development in Changing Organizations.

    Science.gov (United States)

    London, Manuel; Wueste, Richard A.

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

  8. 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

  9. The nursing human resource budget: design for success.

    Science.gov (United States)

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

    1995-06-01

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

  10. 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

  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. 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.

  13. 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.

  14. EMPOWERING THE HUMAN RESOURCES AND THE ROLE OF DISTANCE LEARNING

    Directory of Open Access Journals (Sweden)

    Sukmaya LAMA

    2012-07-01

    Full Text Available 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 underdevelopment from human resource perspective we are bound to take a look at the educational scenario. In India, the higher education scenario has been very sickly, due to the pro profit policies, lack of infrastructure, entry of private players, etc. The growth of distance education phenomenon in India has no doubt brought a ray of hope. The present paper aims to look into the role of distance education in Assam and the potential it carries in building a huge wealth of human resources.

  15. 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)

  16. Human Resource Management Practice Tourism and Hotel Industry

    Directory of Open Access Journals (Sweden)

    Al Hrou S.A.

    2014-01-01

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

  17. 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.

  18. Strategic human resource management practices and ...

    African Journals Online (AJOL)

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

  19. 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 ...

  20. 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...

  1. 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,

  2. Research Article (Human Resources for Health) Postoperative ...

    African Journals Online (AJOL)

    2007-06-14

    Jun 14, 2007 ... ... of Public Health Sciences, Karolinska Institutet, Stockholm, Sweden. 4. ... six year Emergency Human Resource Programme aimed ... therefore to elucidate the extent of major surgical work ... back for review seven days after discharge. ... and 24 hour maternal condition, post-operative fever, wound.

  3. The Human Resources Management System: Part 1.

    Science.gov (United States)

    Ceriello, Vincent R.

    1982-01-01

    Presents a systematic and disciplined approach to planning for the development and implementation of an information system which will collect, store, maintain, and report human resources data. Discusses guidelines, priorities, training requirements, security, auditing, interface with payroll, and personnel reporting. (CT)

  4. Manager, Human Resources Business Solutions | IDRC ...

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

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

  5. 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 ...

  6. 2008 Human Resources Development Programmes in Nigerian ...

    African Journals Online (AJOL)

    Gbaje E.S

    Personnel management in libraries is an aspect of library administration that involves planning for human resource needs ... and organisation (of staff) in order to achieve the organizational goals. When the right personnel are recruited, the management puts the staff through with the operations of the library through a staff ...

  7. Penny Burton - Chief Human Resources Officer | NREL

    Science.gov (United States)

    with leadership experience in all human resources functional areas for both profit and non-profit over 50% employee growth. Burton brings over 30 years of progressive experience in various industries Pioneer Financial Industries where she was a member of the senior leadership team. During her time on the

  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. GENDER INEQUALITY AND HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    LUCY

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

  10. Career Management for Human Resource Professionals.

    Science.gov (United States)

    Wiley, Carolyn

    1992-01-01

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

  11. 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

  12. Human resources in home care in Europe.

    NARCIS (Netherlands)

    Genet, N.; Lamura, G.; Boerma, W.; Hutchinson, A.; Garms-Homolova, V.; Naiditch, M.; Chlabicz, S.; Ersek, K.; Gulácsi, L.; Fagerstrom, C.; Bolibar, B.

    2010-01-01

    Introduction: The increasing old-age dependency ratio implies future reduction of human resources available to provide services. Little information is available about the level of qualification, contractual aspects, payment and working conditions of home care workers and the existence of staff

  13. Conceptual modelling of human resource evaluation process

    Directory of Open Access Journals (Sweden)

    Negoiţă Doina Olivia

    2017-01-01

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

  14. Governance and human resources for health

    NARCIS (Netherlands)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-01-01

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

  15. 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...

  16. 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

  17. 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

  18. Human resources challenges for wind energy

    Energy Technology Data Exchange (ETDEWEB)

    Cottingham, C. [Electricity Sector Council, Ottawa, ON (Canada)

    2006-07-01

    The potential role of the Electricity Sector Council in wind power workforce development was reviewed. Canada is a major exporter of electricity, and production of electricity in the country has grown by 10 per cent in the last 10 years. The electric industry has become increasingly interested in the development of renewable and sustainable energy sources in order to reduce the environmental impacts of electricity production and use, as well to address potential supply shortages. However, total labour force growth in Canada is expected to drop to 0.5 per cent by 2010, and is expected to keep falling. Engineering and science enrolments in post-secondary institutions are declining. Many immigrants to Canada choose to settle in metropolitan areas, and only 4 in 10 immigrants are able to achieve validation of their credentials in the Canadian education system. One-third of Canadian employees are expected to retire in the next 8 years. The wind energy sector is the fastest growing energy source sector in Canada, and there are limited training facilities available. Competency profiles for roles in the industry are not clearly defined. Many provinces have very little development to support or sustain educational services for wind power training. This presentation suggested that the wind energy sector should prepare for the anticipated workforce shortage by planning training programs and building partnerships in workforce development. Investments in wind power research and development should have contract provisions regarding labour and skills development. Retiring electricity workers may provide a source of labour support. Sector councils provide a neutral forum for employers, educators, and employees, with a focus on human resource development for specific industry sectors. The councils represent an estimated 45 to 50 per cent of the labour market, and have significant federal funding. The Electricity Sector Council offers advanced career and workforce training; youth

  19. 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.

  20. 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)

  1. 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.

  2. 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.

  3. 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.

  4. Electricity Sector Council : human resources challenges

    Energy Technology Data Exchange (ETDEWEB)

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

    2007-07-01

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

  5. 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.

  6. 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.

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

    Directory of Open Access Journals (Sweden)

    MUNTEANU ANCA-IOANA

    2015-03-01

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

  8. Ethical human resource management: a critical analysis

    OpenAIRE

    Khan, Muhammad

    2014-01-01

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

  9. 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...

  10. Improving Human Resources Recruitment in Maritime Domain

    OpenAIRE

    Surugiu Felicia; Dragomir Cristina

    2011-01-01

    In order to improve maritime human resources recruitment, most crewing and shipping companies implement an internal procedure of recruitment and management of ship’s crew. Based on observations at several crewing companies, this paper presents an example of such procedure meant to ensure that qualified and competent personnel is recruited and all ships in the fleet have crew members understanding their roles, duties and responsibilities and capable of working effectively in teams

  11. Personality Model in Human Resources Management

    OpenAIRE

    Jovan Zubovic

    2008-01-01

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

  12. 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.

  13. 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)

  14. 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)

  15. Discussing the Effective Factors on Maintenance of Human Resources

    OpenAIRE

    Bahare Shahriari

    2016-01-01

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

  16. 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

  17. 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...

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

    African Journals Online (AJOL)

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

  19. 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

  20. [Development of human resources and the Plan of Action].

    Science.gov (United States)

    Vidal, C

    1984-01-01

    This article (whose first part was published in the previous issue of Educación Médica y Salud) concludes an exhaustive review of manpower development in the Americas. This part considers the specific measures in this field enunciated in the Plan of Action; these measures pertain to four main areas: planning and programming of human resources, training in priority areas, utilization of human resources, and educational technology. The author discusses the present and future possibilities and obstacles of each of these activities and the steps to be taken to bring needs into line with real situations. It is of paramount importance that the national health authorities clearly spell out their policies for the development of human resources in the health field within the framework of general development policies. Another point to be insisted upon is the multiprofessional and multidisciplinary training of the health team and the importance of the education-service-supervision function, which usually results in permanent and continuing education, which in turn optimizes the utilization of personnel. However, none of this will be possible without an appropriate education technology with which to innovate, analyze and refine the entire education process and so meet the needs of both society and the health services.

  1. 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.

  2. Addressing professional resource challenges facing modern utilities with technological solutions

    Energy Technology Data Exchange (ETDEWEB)

    Goldie, T. [Hydro One Networks Inc., Toronto, ON (Canada); Hodder, S. [GE Digital Energy, Toronto, ON (Canada)

    2008-07-01

    The challenges facing electric utilities regarding a shortage of highly qualified labour to maintain, refurbish and expand electrical infrastructure can be attributed to a wave of retirements in skilled employees, a shortage of entry-level workers and a rapidly increasing workload caused by investment in electricity infrastructure. Two solutions were presented for finding and sustaining an adequate personnel base. The first involved developing local talent, both entry-level and mid-career staff to ensure that work continuity and workplace safety are maintained. The second involved the implementation of technological solutions to help optimize the use of existing and future labour resources. This paper presented the human resource programs developed by Hydro One, the largest electrical transmission and distribution utility in the province of Ontario. Their initiatives include raising the profile of the utility work environment through strategic partnerships with educational institutions and developing in house offerings to supplement existing academic programs. This paper also presented a technical solution to address the resources challenges specifically associated with power system protection and control. The solution targets professional and skilled trades involved in the design, installation and maintenance of automated substations and protection and control systems. It is based on the premise that resource optimization can be achieved by reducing inconsistent design and construction practices and replacing these designs with highly standardized materials with digital communications using IEC 61850. This new technology should attract young professionals to the power engineering field while still maintaining a high comfort level with the established professional workforce. 5 refs., 4 figs.

  3. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    2015-01-01

    This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity of comp...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network.......This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity...... of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management...

  4. 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.

  5. 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.

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

    African Journals Online (AJOL)

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

  7. Fundamentals of human resource management : emerging experiences from Africa

    NARCIS (Netherlands)

    Itika, J.

    2011-01-01

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

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

    African Journals Online (AJOL)

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

  9. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    Directory of Open Access Journals (Sweden)

    Flavian Clipa

    2009-09-01

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

  10. CULTURAL DIVERSITY AND HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

    OpenAIRE

    Flavian Clipa; Raluca Irina Clipa

    2009-01-01

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

  11. 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...

  12. 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.

  13. 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.

  14. 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...

  15. 77 FR 23766 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-04-20

    ...'s science, technology, engineering, and mathematics (STEM) education and human resources programming. Agenda May 9, 2012 Morning Refreshments/Introductions, 2013 Budget and Planning, EHR's R&D Core Launch...

  16. 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...

  17. ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY

    Directory of Open Access Journals (Sweden)

    R. R. Lukyanova

    2010-03-01

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

  18. Human Resource Management in Russia: Some Unwritten Rules

    OpenAIRE

    Denisova-Schmidt, Elena

    2011-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Erlinda Muslim

    2016-08-01

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

  20. 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

  1. 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…

  2. 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...

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    Toshiba

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

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

    African Journals Online (AJOL)

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

  6. 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…

  7. Design principles for global commons: Natural resources and emerging technologies

    Directory of Open Access Journals (Sweden)

    Paul C. Stern

    2011-09-01

    Full Text Available Ostrom’s design principles for managing common pool resources were developed largely by examining local commons involving natural resources. This paper enumerates several key characteristics that distinguish such commons from more complex commons involving global resources and the risks of emerging technologies. It considers the degree to which the design principles transfer to those commons and concludes that although they have considerable external validity, the list needs some modification and elaboration to apply to global resources and risk commons. A list of design principles is offered for global resource commons and the risks of emerging technologies. Applying Ostrom’s approach to global resources and emerging technologies can improve understanding and expand the solution set for these problems from international treaties, top-down national regulation, and interventions in market pricing systems to include non-governmental institutions that embody principles of self-governance.

  8. 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..

  9. Human resource management practices stimulating knowledge sharing

    Directory of Open Access Journals (Sweden)

    Matošková Jana

    2017-12-01

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

  10. The Role of Information Technology as Moderating Variable and Internal Control Effectiveness as intervening in the Relationship between Human Resource Competency and Internal Auditor Service Quality on of Report

    OpenAIRE

    Haliah, Hamid,Irdam

    2015-01-01

    in general, this research is intended to investigate factors that effect quality of report of local government in west Sulawesi province, Indonesia. Human resource competence and quality of services of internal auditor have indirect effect through the effectiveness of internal control to the quality of the report. These results indicate that the effectiveness of internal control serves as an intervening variable on the relationship of competence of human resources and internal auditor service...

  11. Managing Technology Resourcefully: Part I--Technology and Instruction

    Science.gov (United States)

    Weeks, Richard

    2009-01-01

    The transformative powers of digital technology to improve student learning and the resulting effect of that technology to make the business of education more cost-effective are two of the more exciting dynamics in schooling today. Before the current school year ends, new products and upgrades will be available to replace much of the technology.…

  12. 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)

  13. Stories of Human Autonomy, Law, and Technology

    Science.gov (United States)

    Tranter, Kieran

    2010-01-01

    Considering the relationship between human autonomy, law and technology has deep origins. Both technology studies and legal theory tell origin stories about human autonomy as the prize from either a foundational technological or jurisprudential event. In these narratives either law is considered a second order consequence of technology or…

  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: 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 &…

  16. 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 &…

  17. 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 &…

  18. 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 &…

  19. 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 &…

  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. Resourceful utilization technology for natural gas

    International Nuclear Information System (INIS)

    Matsumura, Y.

    1994-01-01

    This paper is a description of new applications that will contribute in increasing the demand for natural gas. First, technical issues to turn natural gas into a more resourceful fuel (efficient transportation and storage, integrated utilization of energies, uses as non-fuel), and also pitch-based high performance carbon materials and utilization techniques in the field of energy (isotropic carbon fiber, activated carbon fiber, spherical carbon micro-beads, high modulus carbon fiber). (TEC)

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

    OpenAIRE

    Muhammed Kürşad Özlen

    2014-01-01

    Continuous changes in technology, economic, social and psychological understandings and structures have influence on both Human Resources and their management. Organizations approach their human capital in a more sensitive way in order to win the loyalty and commitment of them, while increasing profit and maximizing the efficiency/effectiveness of its work power. Human Resources Management helps achieving these goals by recruiting, training, developing, motivating and rewarding employees. The...

  6. 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.

  7. 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...... a weak support for an affirmative answer to the research question, quantitative analyses and the qualitative findings revealed that while HR executives regarded themselves as strategic business partners, CEOs and line managers were not sure that they played this strategic business role. Plausible...

  8. 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.

  9. Information and communication technology resources access and ...

    African Journals Online (AJOL)

    Journal Home > Vol 14, No 1 (2017) > ... The ability to undertake effective legal research is one of the skills required of a lawyer but ... The use of Information and communication technology by Nigerian lawyers deals with ... for Researchers · for Journals · for Authors · for Policy Makers · about Open Access · Journal Quality.

  10. Electronic human resource management: Enhancing or entrancing?

    Directory of Open Access Journals (Sweden)

    Paul Poisat

    2017-07-01

    Full Text Available Orientation: This article provides an investigation into the current level of development of the body of knowledge related to electronic human resource management (e-HRM by means of a qualitative content analysis. Several aspects of e-HRM, namely definitions of e-HRM, the theoretical perspectives around e-HRM, the role of e-HRM, the various types of e-HRM and the requirements for successful e-HRM, are examined. Research purpose: The purpose of the article was to determine the status of e-HRM and examine the studies that report on the link between e-HRM and organisational productivity. Motivation for the study: e-HRM has the capacity to improve organisational efficiency and leverage the role of human resources (HR as a strategic business partner. Main findings: The notion that the implementation of e-HRM will lead to improved organisational productivity is commonly assumed; however, empirical evidence in this regard was found to be limited. Practical/managerial implications: From the results of this investigation it is evident that more research is required to gain a greater understanding of the influence of e-HRM on organisational productivity, as well as to develop measures for assessing this influence. Contribution: This article proposes additional areas to research and measure when investigating the effectiveness of e-HRM. It provides a different lens from which to view e-HRM assessment whilst keeping it within recognised HR measurement parameters (the HR value chain. In addition, it not only provides areas for measuring e-HRM’s influence but also provides important clues as to how the measurements may be approached.

  11. 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

  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. 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...

  14. 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.

  15. Resource recycling as new field for innovative technologies

    Directory of Open Access Journals (Sweden)

    Kamenik L.L.

    2017-01-01

    Full Text Available This study substantiates the necessity of transition from the natural resource model of socioeconomic development towards an industrially reproducible type of raw material, which is particularly relevant in the context of the global resource crisis. The key role of innovative technologies in the solution to this problem is questioned. Theoretical and methodological principles of the modern economy functioning are examined based on the resource factor. A new concept of “resource recycling”, which reflects industrial resource recovery, is introduced. An innovative model of a resource base for economic reproduction is provided, the necessity of transition from the existing linear economic model towards a closed resource cycle model is shown, and three resource cycle models are examined in terms of their objectives, forms, and content. The major problems in the implementation of the innovative model and ways of solving them are defined, which makes it possible to reduce the risk of a resource provision crisis. The conclusion that resource recycling serves as a new sphere of innovative technologies is substantiated. The historical analogy method and the evolutionary systems approach are used.

  16. 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.

  17. 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.

  18. 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.

  19. 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.

  20. 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

  1. Internet and mobile technologies: addressing the mental health of trauma survivors in less resourced communities.

    Science.gov (United States)

    Ruzek, J I; Yeager, C M

    2017-01-01

    Internet and mobile technologies offer potentially critical ways of delivering mental health support in low-resource settings. Much evidence indicates an enormous negative impact of mental health problems in low- and middle-income countries (LMICs), and many of these problems are caused, or worsened, by exposure to wars, conflicts, natural and human-caused disasters, and other traumatic events. Though specific mental health treatments have been found to be efficacious and cost-effective for low-resource settings, most individuals living in these areas do not have access to them. Low-intensity task-sharing interventions will help, but there is a limit to the scalability and sustainability of human resources in these settings. To address the needs of trauma survivors, it will be important to develop and implement Internet and mobile technology resources to help reduce the scarcity, inequity, and inefficiency of current mental health services in LMICs. Mobile and Internet resources are experiencing a rapid growth in LMICs and can help address time, stigma, and cost barriers and connect those who have been socially isolated by traumatic events. This review discusses current research in technological interventions in low-resource settings and outlines key issues and future challenges and opportunities. Though formidable challenges exist for large-scale deployment of mobile and Internet mental health technologies, work to date indicates that these technologies are indeed feasible to develop, evaluate, and deliver to those in need of mental health services, and that they can be effective.

  2. 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…

  3. 42 CFR 486.326 - Condition: Human resources.

    Science.gov (United States)

    2010-10-01

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

  4. 45 CFR 1304.52 - Human resources management.

    Science.gov (United States)

    2010-10-01

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

  5. The Development of Pyro Human Resource Information System

    International Nuclear Information System (INIS)

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

    2012-01-01

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

  6. 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

  7. 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

    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......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...... 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....

  8. 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

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

    Directory of Open Access Journals (Sweden)

    Gražina Kalibataitė

    2012-12-01

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

  10. 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

  11. 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 ...

  12. Cultural diversity and human resources management in Europe

    OpenAIRE

    Cristian MARINAS; Monica CONDRUZ- BACESCU

    2009-01-01

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

  13. Governance and human resources for health.

    Science.gov (United States)

    Dieleman, Marjolein; Hilhorst, Thea

    2011-11-24

    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.

  14. 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.

  15. 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.

  16. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    Science.gov (United States)

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

    2016-05-01

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

  17. 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.

  18. Developing a strategic human resources plan for the Urban Angel.

    Science.gov (United States)

    Owen, Susan M

    2011-01-01

    In healthcare a significant portion of the budget is related to human resources. However, many healthcare organizations have yet to develop and implement a focused organizational strategy that ensures all human resources are managed in a way that best supports the successful achievement of corporate strategies. St. Michael's Hospital, in Toronto, Ontario, recognized the benefits of a strategic human resources management plan. During an eight-month planning process, St. Michael's Hospital undertook the planning for and development of a strategic human resources management plan. Key learnings are outlined in this paper.

  19. 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.

  20. 291 Communication and Human Resources Management and Their ...

    African Journals Online (AJOL)

    User

    Key words: Culture, Communication, Human Resources Management,. Educational ... transactions, communicating through all forms of media, and dealing with ..... imparting traditional aesthetics, historical, technical and social ethics, and.

  1. 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.

  2. 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.

  3. Use of Drying Technologies for Resource Recovery from Solid Wastes and Brines

    Science.gov (United States)

    Wignarajah, Kanapathipillai; Alba, Ric; Fisher, John W.; Hogan, John A.; Polonsky, Alex

    2010-01-01

    Long term storage of unprocessed biological wastes and human wastes can present major health issues and a loss of potential resources. Space vehicles and planetary habitats are typically resource-scarce or resource-limited environments for long-term human habitation. To-date, most of the resources will need to be supplied from Earth, but this may not be possible for long duration human exploration. Based on present knowledge, there is only very limited in-situ resources on planetary habitats. Hence, the opportunity to "live off the land" in a planetary habitat is limited. However, if we assume that wastes generated by human explorers are viewed as resources, there is great potential to utilize and recycle them, thereby reducing the requirements for supply Earth and enabling the "live off the land" exploration scenario. Technologies used for the recovery of resources from wastes should be reliable, safe, easy to operate, fail-proof, modular, automated and preferably multifunctional in being capable of handling mixed solid and liquid wastes. For a lunar habitat, energy does not appear to be the major driving factor amongst the technologies studied. Instead, reliability appears to be more important[1] . This paper reports studies to date on drying technologies to remove water from solid wastes and brines. Experimental performance data obtained for recovery water from wastes and brine are presented. Simplicity of operation of hardware and energy efficiency are discussed. Some improvements and modifications to hardware were performed. Hopefully, this information will assist in future efforts in the "downselection" of technologies for recovery of water and resources from solid wastes and brines.

  4. An Exploratory Study of the Role of the Human Resource Information System Professional

    Science.gov (United States)

    Bradley, Sapora L.

    2017-01-01

    The increasing implementation of technology applications into the workplace has substantiated the need for adept professionals who can manage HR technology for employees and provide data about the organization. For some companies, these professionals are found within the human resources department. These information systems professionals combine…

  5. 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.

  6. 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

  7. 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…

  8. 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...

  9. 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.

  10. 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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2009-08-15

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

  12. 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

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

    Science.gov (United States)

    Skinner, Wickham

    1982-01-01

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

  14. 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…

  15. 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…

  16. 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.

  17. 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…

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

    African Journals Online (AJOL)

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

  19. 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.

  20. 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 ...

  1. 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.

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

    African Journals Online (AJOL)

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

  3. Increasing Awareness of Insider Information Security Threats in Human Resource Department

    OpenAIRE

    Burcin Cetin Karabat; Cagatay Karabat

    2012-01-01

    An insider threat for companies is defined as a threat caused by malicious user who is an employee company. In recent years, there are number of work on insider threats in information security technologies. These works shows that companies should increasingly and seriously should take into account these threats. Human factors in companies constitute one of the weakest links in information security technology and its products used in human resource (HR) management departments. In the literatur...

  4. 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.

  5. 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

  6. Technology for the Struggling Reader: Free and Easily Accessible Resources

    Science.gov (United States)

    Berkeley, Sheri; Lindstrom, Jennifer H.

    2011-01-01

    A fundamental problem for many struggling readers, their parents, and their teachers is that there are few benchmarks to guide decision making about assistive technological supports when the nature of a disability is cognitive (e.g., specific learning disability, SLD) rather than physical. However, resources such as the National Center on…

  7. The development of machine technology processing for earth resource survey

    Science.gov (United States)

    Landgrebe, D. A.

    1970-01-01

    The following technologies are considered for automatic processing of earth resources data: (1) registration of multispectral and multitemporal images, (2) digital image display systems, (3) data system parameter effects on satellite remote sensing systems, and (4) data compression techniques based on spectral redundancy. The importance of proper spectral band and compression algorithm selections is pointed out.

  8. 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…

  9. Linking community resources in diabetes care: a role for technology?

    Science.gov (United States)

    Tung, Elizabeth L; Peek, Monica E

    2015-07-01

    Designing and implementing effective lifestyle modification strategies remains one of the great challenges in diabetes care. Historically, programs have focused on individual behavior change with little or no attempt to integrate change within the broader social framework or community context. However, these contextual factors have been shown to be associated with poor diabetes outcomes, particularly in low-income minority populations. Recent evidence suggests that one way to address these disparities is to match patient needs to existing community resources. Not only does this position patients to more quickly adapt behavior in a practical way, but this also refers patients back to their local communities where a support mechanism is in place to sustain healthy behavior. Technology offers a new and promising platform for connecting patients to meaningful resources (also referred to as "assets"). This paper summarizes several noteworthy innovations that use technology as a practical bridge between healthcare and community-based resources that promote diabetes self-care.

  10. 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

  11. How to combine human resource management systems and human capital portfolios to achieve superior innovation performance

    OpenAIRE

    Rupietta, Christian; Backes-Gellner, Uschi

    2013-01-01

    Firms generate new knowledge that leads to innovations by recombining existing knowledge sources. A successful recombination depends on both the availability of a knowledge stock (human capital pool) that contains innovation-relevant knowledge and the regulation of the knowledge flow through the application of human resource management practices. However, while human resource theory expects complementarities between both the human capital pool and the human resource management system it does ...

  12. Maximizing Technological Resources in Plastic Surgery Resident Education.

    Science.gov (United States)

    Khansa, Ibrahim; Janis, Jeffrey E

    2015-11-01

    Modern plastic surgery resident education demands the acquisition of an ever-increasing fund of knowledge and familiarity with more surgical techniques than ever before. This all must take place within the context and boundaries of Accreditation Council for Graduate Medical Education-mandated restrictions on work hours as well as balance of education and service. Technological resources have been developed and can be used to complement the skills that residents acquire while performing their day-to-day activities such as taking care of patients, reading textbooks and journal articles, and assisting or performing surgical procedures. Those complementary resources provide the benefits of portability and accessibility, and can thus be conveniently incorporated into the hectic daily life of a resident. This article presents a summary of the most commonly used currently available advanced technologies in plastic surgery resident education, and suggestions for integration of those technologies into a curriculum.

  13. 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.

  14. Assessment of material and technical resources of crop production technologies

    Directory of Open Access Journals (Sweden)

    V. M. Beylis

    2017-01-01

    Full Text Available The author explains the general principles of influence of the material and technical resources (MTR on performance and efficiency of the main technological operations in crop production. Various technologies from the point of view of MTR expenses were estimated. The general tendencies in development of crop production technologies were revealed. The distribution of costs of materials and equipment to perform a variety of agricultural activities was determined. Cost indicators should be a guide in the search of innovative technological processes and working elements of agricultural machins. The greatest values of expenses of work, fuel, metal, and also, money where found. The concepts allowing to provide costs production reduction were formulated. To achieve the maximum productivity with the minimum expenses, the perspective calculations shoul be based on «progressive» agrotechnologies. When determining progressive agrotechnology it is necessary on reasonable grounds to approach indicators of crop productivity in various agrozones and regions of the country. For an assessment of efficiency of MTR by crop production and ensuring decrease in resource intensity of agricultural products by search and use of essentially new technologies for energy saving when performing agricultural operations, an integrated percentage indicator of comparison of progressive technologies with the applied ones was developed. MTR at application of new progressive crop production technologies by integrated percentage index were estimated. This indicator can be used for definition of efficiency of MTR. Application of the offered technique will promote an effective assessment of MTR, decrease in resource intensity by search and developments of essentially new technologies of performance of operations in crop production.

  15. Philosophical inquiry of technology in humanism

    Directory of Open Access Journals (Sweden)

    Ирина Анатольевна Муратова

    2017-01-01

    Full Text Available Technology is overcome as a In the formation of a new humanism as a direct, i.e. human man's relationship to himself and humanity of his general state, self-fulfillment, technology overcomes as a means, as it is embodied, extinguished the intended goal, and brought into being the result given by a non-for-mean and by a goal. Humanism involves an end in itself of human life, freedom - arbitrariness of conscious goal-setting and goal-implementation

  16. 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

  17. 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...

  18. Technological innovation capability in Malaysian-owned resource-based manufacturing companies: Early findings

    Science.gov (United States)

    Razali, Nur Fhathyhah; Mohd Suradi, Nur Riza; Ahmad Shahabuddin, Faridatul Azna; Ismail, Wan Rosmanira; Abidin, Norkisme Zainal; Ahmad, Nor Amalina; Mustafa, Zainol

    2013-04-01

    This study aims to identify the determinants of technological innovation capability of Malaysian-owned companies in the resources-based manufacturing, to identify the relationship between technological innovation capability (TIC) and technological innovation performance (TIP) for the resource-based manufacturing. Furthermore, this study also aims to identify innovation capability factors that need more emphasis and improvements from the respective authority. The scope of the study covers four industries which are petrochemical industries, pharmaceutical industries, palm oil-based industries and food processing industries which are located in the state of Selangor. Descriptive analysis, correlation analysis and performance capability analysis were used in this study. It was found that, technological innovation capabilities (TIC) for companies in the resource-based manufacturing are moderate. Factors such as policies capability, human resources capability and facilities capability have a positive relationship with the performance of technological innovation (TIP). These findings will help the government in making decisions and better implementation of policies to strengthen the competitiveness of the company, particularly in resource-based manufacturing.

  19. 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.

  20. 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.

  1. 42 CFR 482.98 - Condition of participation: Human resources.

    Science.gov (United States)

    2010-10-01

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

  2. Impact of socially responsible human resources policies on intellectual capital

    Directory of Open Access Journals (Sweden)

    Jesus Barrena-Martínez

    2016-03-01

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

  3. The impact of human resource practices on psychological empowerment

    Directory of Open Access Journals (Sweden)

    Fatemeh Moradi

    2016-07-01

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

  4. 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.

  5. 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.

  6. 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).

  7. 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.

  8. 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 as int...... that human problem-solving is far less linear and planned than assumed in much work on the topic. Rather than problem-solving, it appears as solution-probing in real-time. The cognitive trajectory to a viable solution is thus self-organised, unplanned, and on the edge of chaos....

  9. Strategies to advance vaccine technologies for resource-poor settings.

    Science.gov (United States)

    Kristensen, Debra; Chen, Dexiang

    2013-04-18

    New vaccine platform and delivery technologies that can have significant positive impacts on the effectiveness, acceptability, and safety of immunizations in developing countries are increasingly available. Although donor support for vaccine technology development is strong, the uptake of proven technologies by the vaccine industry and demand for them by purchasers continues to lag. This article explains the challenges and opportunities associated with accelerating the availability of innovative and beneficial vaccine technologies to meet critical needs in resource-poor settings over the next decade. Progress will require increased dialog between the public and private sectors around vaccine product attributes; establishment of specifications for vaccines that mirror programmatic needs; stronger encouragement of vaccine developers to consider novel technologies early in the product development process; broader facilitation of research and access to technologies through the formation of centers of excellence; the basing of vaccine purchase decisions on immunization systems costs rather than price per dose alone; possible subsidization of early technology adoption costs for vaccine producers that take on the risks of new technologies of importance to the public sector; and the provision of data to purchasers, better enabling them to make informed decisions that take into account the value of specific product attributes. Copyright © 2012 Elsevier Ltd. All rights reserved.

  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. [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

  12. 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.

  13. 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.)

  14. 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.

  15. 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.

  16. 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

  17. 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)

  18. Upgrading Training Skill Levels And Overall Human Resource ...

    African Journals Online (AJOL)

    African Journal for the Psychological Study of Social Issues ... Human Resource Development Of Women For Employment Opportunities ... This setoff inferiority complex and gender enslavement that have been given chance to grow in Nigeria.

  19. 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)

  20. Revitalizing Society: Practicing Human Resource Development through the Lifespan.

    Science.gov (United States)

    Carter, Phillip Dean

    1988-01-01

    It is time to practice sound principles of human resources development in learning environments and to promote a cooperative, creative, collaboative, and participative leadership style in education as well as in industry, business, and government. (JOW)

  1. Introducing change in organization: implication for human resource ...

    African Journals Online (AJOL)

    Introducing change in organization: implication for human resource ... that one of the most obvious and urgent problems at management level in organizations is ... to change their attitude and behavior as rapidly as their organization requires.

  2. 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” .

  3. Gender inequality and human resource management: A Nigerian ...

    African Journals Online (AJOL)

    Gender inequality and human resource management: A Nigerian perspective. ... examining women's unequal treatment in paid employment through the lens of the ... among other measures that will assure their relevance in the workplace.

  4. 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.

  5. 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.

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

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

    Human Resources for Health Research in Africa ... the management of research systems for optimal use of results;; packaging research for policymakers; ... Call for new OWSD Fellowships for Early Career Women Scientists now open.

  7. 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 ... the Millennium Development Goals project in the State. ... libraries, well-equipped first aid centres, adequate electronically projected instructional ...

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

    African Journals Online (AJOL)

    ... Values, Socio-Cultural Factors and Human Resource Management Practices in ... Ghanaian worker in general and the HR manager in particular is influenced ... face -to-face interview methods were used to obtain information for the study.

  9. Innovative strategies to improve human resources for health in Africa ...

    African Journals Online (AJOL)

    and scaling up health professionals' education and training, calling for sustainable and ... SA faces similar human resource challenges to other African countries. ... It also supports teacher ... as opposed to the traditional didactic-only lectures.

  10. 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)

  11. human resource management for sustainable microfinance

    African Journals Online (AJOL)

    Ada

    history, the sector has not witnessed the existence of sustainable institutions. This prompted ... KEY WORDS: stakeholders, skills development, business entrepreneurship ability, employee development ... 1.1 Introduction: .... based collateral as security for credit advancement .... technology and the opportunity to be heard.

  12. Development of Technological Profiles for Transfer of Energy- and Resource Saving Technologies

    Directory of Open Access Journals (Sweden)

    Lysenko, V.S.

    2015-01-01

    Full Text Available The article deals with the methodological foundations for the development of technological profiles for «System of Transfer of Energy- and Resource Saving Technologies». It is determined that a compliance with the methodology and standards of the European network «Relay Centers» (Innovation Relay Centers — IRC network, since 2008 — EEN, the Russian Technology Transfer Network RTTN and Uk rainian Technology Transfer Network UTTN is the main pri nciple of the development process of technological requests and offers.

  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. The Battle for New Resources: Minor minerals in green technologies

    OpenAIRE

    David S. ABRAHAM

    2012-01-01

    Emerging green technologies are the most significant and realistic path to reducing global dependence on polluting fossil fuels while simultaneously decreasing the reliance of many countries on oil-rich regimes to meet their energy needs. However, as nations begin to rely on green energy products, they are trading one set of resource dependencies for another. Wind and sun produce energy, but rare minerals like neodymium and tellurium are essential in applications to harness that power. To the...

  15. AFRA-NEST: A Tool for Human Resource Development

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  16. 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…

  17. 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 ...

  18. 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

  19. Human resource management and learning for innovation: pharmaceuticals in Mexico

    OpenAIRE

    Santiago-Rodriguez, Fernando

    2010-01-01

    This paper investigates the influence of human resource management on learning from internal and external sources of knowledge. Learning for innovation is a key ingredient of catching-up processes. The analysis builds on survey data about pharmaceutical firms in Mexico. Results show that the influence of human resource management is contingent on the knowledge flows and innovation goals pursued by the firm. Practices such as training-- particularly from external partners; and remuneration for...

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

    OpenAIRE

    Ozoliņa-Ozola, I

    2014-01-01

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

  1. 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.)

  2. Enrico Chiaveri, new Head of the Human Resources Department

    CERN Document Server

    2005-01-01

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

  3. STRATEGIC HUMAN RESOURCE MANAGEMENT : A Cross-Cultural Managerial Approach

    OpenAIRE

    Anyangwe, Xavier

    2017-01-01

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

  4. 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...

  5. Key challenges of human resources for health in India

    OpenAIRE

    Priya Sinha

    2016-01-01

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

  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. 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...

  8. 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...

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

    Science.gov (United States)

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

    2017-06-08

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

  10. 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)

  11. 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.

  12. 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.

  13. 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...

  14. 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

  15. Connecting congregations: technology resources influence parish nurse practice.

    Science.gov (United States)

    Zerull, Lisa M; Near, Kelly K; Ragon, Bart; Farrell, Sarah P

    2009-01-01

    This descriptive pilot study evaluated the influence of health resource information education and the use of Web-based communication technology on the professional practice of the parish nurse in the congregational setting. Five parish nurse participants from varied denominations in rural and nonrural Virginia received a laptop computer, printer, video projector, and webcam along with high-speed Internet access in each congregational setting. The nurses attended two group education sessions that incorporated computer applications and training in accessing and using quality health information resources and communication applications such as a group "chat" software and webcam to communicate with others through high-speed Internet access. Qualitative analysis from semistructured interviews of nurses confirmed that participants found the project to be beneficial in terms of awareness, education, and applicability of technology use in parish nurse practice. Quantitative data from preproject and postproject surveys found significant differences in nurses' abilities and confidence with technology use and application. Findings showed that the knowledge and experience gained from this study enhanced parish nurse practice and confidence in using technology for communication, health education, and counseling.

  16. Human Capital Accumulation: The Role of Human Resource Development.

    Science.gov (United States)

    Garavan, Thomas N.; Morley, Michael; Gunnigle, Patrick; Collins, Eammon

    2001-01-01

    Presents definitions of intellectual and human capital. Examines human capital from the individual perspective (employability, performance, career development) and organization perspective (investment, ownership, knowledge management). Reviews papers in the theme issue. (Contains 117 references.) (SK)

  17. 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.

  18. 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.

  19. 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.

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

    Science.gov (United States)

    Fagerström, Lisbeth

    2009-05-01

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

  1. PARTICULARITIES OF HUMAN RESOURCE MANAGEMENT IN THE ROMANIAN SECONDARY EDUCATION

    Directory of Open Access Journals (Sweden)

    MONICAăLOGOF;TU

    2016-12-01

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

  2. 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.

  3. 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

  4. 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

  5. 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…

  6. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.|info:eu-repo/dai/nl/341387819

    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

  7. 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)

  8. 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.

  9. 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

  10. 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.

  11. 77 FR 33774 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-06-07

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

  12. 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

  13. 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.

  14. 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

  15. 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...

  16. 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

  17. 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.

  18. 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.

  19. 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.

  20. 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.

  1. THE SPORT FUNCTION OF THE HUMAN RESOURCES MANAGEMENT WITH A SPECIAL REVIEW ON THE TRAINING TECNOLOGY

    Directory of Open Access Journals (Sweden)

    Đorđe Nićin

    2008-08-01

    Full Text Available Human resources management in sport treats primarly the sport functions as the tasks of the increase of the training process, which implicitly brings to the high and reliable sport results. Training technology is the most responsible for the accomplishment of the high sport achievemens, but organized, planned, programmed, leaded, control led, and corrected by the experts, that is, by the team experts, at the head with a coach. The aim of the study is to, taking in to consideration all the sport and other functions of the human resource management, analyze participation and importance of the training technology in the creation of a sportsman and in maintaining of his resources, to achieve great probability in achieving stable sport results, that is, maintaining sport form.

  2. 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.

  3. 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...

  4. 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.

  5. 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

  6. Brazilian human resources in a polarized Latin America

    Directory of Open Access Journals (Sweden)

    Elza Fátima Rosa Veloso

    2014-12-01

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

  7. 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.

  8. 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.

  9. 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.

  10. 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.

  11. 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.

  12. Management of Human Resources in the Aspect of Innovativeness

    Directory of Open Access Journals (Sweden)

    Marcin W. Staniewski

    2011-03-01

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

  13. 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.

  14. 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.

  15. 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...

  16. 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

  17. 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

  18. 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

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

    Science.gov (United States)

    Vincent, Leslie; Beduz, Mary Agnes

    2010-05-01

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

  20. 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…

  1. 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.

  2. Renewable energy resources and technologies practice in Bangladesh

    Energy Technology Data Exchange (ETDEWEB)

    Rofiqul Islam, M.; Rafiqul Alam Beg, M. [Department of Mechanical Engineering, Rajshahi University of Engineering and Technology, Rajshahi 6204 (Bangladesh); Rabiul Islam, M. [Department of Electrical and Electronic Engineering, Rajshahi University of Engineering and Technology, Rajshahi 6204 (Bangladesh)

    2008-02-15

    Bangladesh has very limited nonrenewable energy resources of its own. She is facing energy crisis and serious desertification problem in rural areas. These issues could be removed if renewable energy is used as a primary source of energy in rural areas. It is essential for scientists and researchers to find out the renewable energy resources and effective technologies. Bangladesh is endowed with vast renewable energy resources such as biomass and solar insolation. Besides, hydro and wind power can be considered as potential renewable energy resources. Harnessing these resources appears to be a promising solution for improving the quality of life of rural villagers. The government and many non-governmental organizations (NGOs) have tried to comprehend and have strived to address the problem of energy. This paper reviews the renewable energy resources and renewable energy technologies (RETs) practicing in Bangladesh in terms of its implementation, research and development activities. The development and trial of systems are mostly funded so far by donor agencies in collaboration with government and NGOs. Biomass energy sources are traditionally used for domestic cooking and in small rural industries. Approximately 60% of total energy demand of the country is supplied by indigenous biomass based fuels. Activities on the development and promotion of biomass technologies have been going on for one decade. Some national and international funds have been available for biogas technology, improved biomass cookers and production of biomass briquettes. At the time, around 25,000 biogas plants exist all over the country in rural areas and educational institutes, etc. More than 0.20 million improve stoves have been installed to save biomass fuel. Over 900 briquetting machines have been operating in the country on commercial basis. The annual solar radiation availability in Bangladesh is as high as 1700 kWh/m{sup 2}. Research and demonstration activities carried out for one

  3. 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...

  4. [Application of digital earth technology in research of traditional Chinese medicine resources].

    Science.gov (United States)

    Liu, Jinxin; Liu, Xinxin; Gao, Lu; Wei, Yingqin; Meng, Fanyun; Wang, Yongyan

    2011-02-01

    This paper describes the digital earth technology and its core technology-"3S" integration technology. The advance and promotion of the "3S" technology provide more favorable means and technical support for Chinese medicine resources survey, evaluation and appropriate zoning. Grid is a mature and popular technology that can connect all kinds of information resources. The author sums up the application of digital earth technology in the research of traditional Chinese medicine resources in recent years, and proposes the new method and technical route of investigation in traditional Chinese medicine resources, traditional Chinese medicine zoning and suitability assessment by combining the digital earth technology and grid.

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

    African Journals Online (AJOL)

    NESG PUBLICATIONS

    resources required to apply Information and Communications Technology. (ICT) for development? ... programmes) and work experience opportunities. ... leadership because of the critical role. ICT plays in ... The Barrier called Access. Whichever .... women? Fewer women are developing the ability to access and utilise ICT.

  6. 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.

  7. 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.

  8. 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.

  9. Teaching and Technologies for Human Development.

    Science.gov (United States)

    Chickering, Arthur W.; Payne, Carla; Poitras, Gail

    2001-01-01

    Discusses the potential of emerging communication and information technologies in terms of human development. Topics include distinctions between training and education, instrumental and developmental purposes, and differentiation and integration; developmental stages theory; a leadership seminar based on developmental stages; and uses of…

  10. 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 ...

  11. A Study on Human Resource Practices of Mother Dairy, Delhi

    OpenAIRE

    Shilpy Verma; Prof. Rajesh Mehrotra

    2017-01-01

    From past few decades the dairy industry is crucially concentrating on their human resource, as they are the most valued and most treasured assets as per latest studies. To assess the dairy sector Human Resource’s competiveness, the performance analysis in this research looked at four functions: 1. Recruitment and Selection, 2. Training and development, 3. Performance Management System, 4. Compensation and Benefits. The organizations should carefully map the available HR while recruiting the ...

  12. Analisis of human resources managment in selected company

    OpenAIRE

    MELEG, Miroslav

    2010-01-01

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

  13. Industrial Arts Test Development, Book III. Resource Items for Graphics Technology, Power Technology, Production Technology.

    Science.gov (United States)

    New York State Education Dept., Albany.

    This booklet is designed to assist teachers in developing examinations for classroom use. It is a collection of 955 objective test questions, mostly multiple choice, for industrial arts students in the three areas of graphics technology, power technology, and production technology. Scoring keys are provided. There are no copyright restrictions,…

  14. 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

  15. 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

  16. Transferring aviation human factors technology to the nuclear power industry

    International Nuclear Information System (INIS)

    Montemerlo, M.D.

    1981-01-01

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

  17. 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.

  18. 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…

  19. 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…

  20. Human Resource Development, Ethics, and the Social Good

    Science.gov (United States)

    Quinn, Floyd F.

    2018-01-01

    Businesses can achieve competitive advantage and better productivity and performance by attracting and developing exceptional employees, by caring for and listening to stakeholders, and by avoiding financial and reputational damage due to unethical and illegal behaviors. As a profession, human resource development (HRD) engages in practices that…

  1. 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…

  2. 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…

  3. 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…

  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. 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.…

  6. 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 ...

  7. 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…

  8. 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.

  9. Incorporating Campus-Based Cultural Resources into Humanities Courses

    Science.gov (United States)

    Traver, Amy E.; Nedd, Rolecia

    2018-01-01

    In this article, the authors reviewed one effort to deepen students' connections to the humanities through the use of campus-based cultural resources at Queensborough Community College (QCC) of the City University of New York (CUNY), a minority-serving institution in one of the most diverse counties in the United States. Focusing specifically on…

  10. New hand at the helm of CERN Human Resources

    CERN Document Server

    2004-01-01

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

  11. Human Resource Development: A Foundation for Participative Leadership.

    Science.gov (United States)

    Appelbaum, Steven H.

    1979-01-01

    Discusses management theories and reports on a study establishing that, if managers are exposed to modern human resources management theories through a series of training programs, they will adopt a participative leadership style, and that this style will be reflected in their attitudes and the perceptions of their subordinates. (Author/IRT)

  12. Gender Differences in Strategy and Human Resource Management

    NARCIS (Netherlands)

    Verheul, I.; Risseeuw, P.A.; Bartelse, G.

    2002-01-01

    The present study aims at investigating the existence of gender differences in entrepreneurship. The focus is on differences in strategy and human resource management (HRM) between male and female entrepreneurs in Dutch real estate brokerage. Several propositions are explored using data from

  13. 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 ...

  14. 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) ...

  15. Promoting Instructional Improvement: A Strategic Human Resource Management Perspective

    Science.gov (United States)

    Smylie, Mark A.; Wenzel, Stacy A.

    2006-01-01

    This report argues that instructional improvement, which goes hand-in-hand with efforts at education reform, can be promoted through the strategic use of human resource management (HRM) practices at the school, district, and state levels. The authors present information from the organizational and management literatures on how firms in several…

  16. 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

  17. 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 ...

  18. Beginning Teachers' Perceptions of School Human Resource Practices

    Science.gov (United States)

    Kwan, Paula

    2009-01-01

    Human resource (HR) management is defined as the sum of activities employed by an organization to attract, develop, and retain people with the appropriate knowledge and skills for effectively and efficiently achieving organizational goals. An understanding of the HR practices in schools is important, as the assembly of a team of qualified and…

  19. Alignment of Human Resource Practices and Teacher Performance Competency

    Science.gov (United States)

    Heneman III, Herbert G.; Milanowski, Anthony T.

    2004-01-01

    In this article, we argue that human resource (HR) management practices are important components of strategies for improving student achievement in an accountability environment. We present a framework illustrating the alignment of educational HR management practices to a teacher performance competency model, which in turn is aligned with student…

  20. Driving Performance Improvements by Integrating Competencies with Human Resource Practices

    Science.gov (United States)

    Lee, Jin Gu; Park, Yongho; Yang, Gi Hun

    2010-01-01

    This study explores the issues in the development and application of a competency model and provides implications for more precise integration of competencies into human resource (HR) functions driving performance improvement. This research is based on a case study from a Korean consumer corporation. This study employed document reviews,…

  1. Coordination and Human Resource Planning in the Hawaii Visitor Industry.

    Science.gov (United States)

    Hawaii State Commission on Manpower and Full Employment, Honolulu.

    This report was undertaken in response to a request by the Sixth Legislature, which expressed its concern with the lack of coordination and overall human resource planning in the visitor industry and that the findings of the January 6-7, 1970 Travel Industry Congress had not been fully implemented. The State Commission on Manpower and Full…

  2. 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

  3. 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…

  4. HUMAN RESOURCES MANAGEMENT SYSTEM IN A TOURISM ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Nadezhda Dicheva

    2016-12-01

    Full Text Available In this study, based on personal observations and analyzed information, an attempt is made to be identified the main problems with personnel management in tourism organizations. It argues that this system needs a thorough reorganization is needed in which sustainable development of the system will be achieved improving its ability to motivate, evaluate and properly manage human resources.

  5. Human Resource Management Careers: Different Paths for Men and Women?

    Science.gov (United States)

    Ackah, Carol; Heaton, Norma

    2003-01-01

    Responses from individuals with postgraduate human resource management qualifications (n=52, 60% women, 40% men) indicated that men received more internal promotions, women sought career advancement externally and received lower salaries. Women were much more likely to perceive career barriers such as lack of role models or self-confidence.…

  6. Human Resource Management: The need for theory and diversity

    OpenAIRE

    Weber, Wolfgang; Kabst, Rüdiger

    2004-01-01

    Human Resource Management as an academic discipline needs to be theoretically grounded, i.e. it requires support through theories, theory-driven empirical research and critiques. In doing so, different theoretical perspectives are addressed suggesting a problem-orientated theory selection which leads inevitably to theoretical diversity.

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

    NARCIS (Netherlands)

    R.E. Peccei (Riccardo)

    2004-01-01

    textabstractRiccardo Peccei (1945, Totino, Italy, D.Phil Sociology, Oxford University 1984) is Reader in Organisational Behaviour (OB) and Human Resource Management (HRM) in the Department of Management at King’s College London. His research interests include the study of the impact of HRM on

  8. Improving of the management quality of human resources

    OpenAIRE

    Miceski, Trajko

    2004-01-01

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

  9. The improving processes in the human resources management

    OpenAIRE

    Darja Holátová

    2002-01-01

    The quality management of the human resources management, the quality of the products, services and prosperities of the firms is among others dependent on the quality management. Managers convey a leadership and commitment necessary for creating the environment for quality improvement. The managers are responsible for their own actions, development and improvement of their own work processes.

  10. 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…

  11. 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.

  12. 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 ...

  13. 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

  14. 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

  15. 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

  16. 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.

  17. 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.

  18. 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

  19. 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.

  20. 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.

  1. 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.

  2. CHARACTERISTICS OF GAMIFICATION WORKING WITH HUMAN RESOURCES: PHILOSOPHICAL ASPECT

    Directory of Open Access Journals (Sweden)

    A. V. Babaeva

    2017-01-01

    Full Text Available Introduction: This paper examines the current situation with companies in the market and examines the need for such companies to make a qualitative leap in competitive strategy, because the dynamics of social processes requires continuous technological and ideological development of the HR departments are responsible for dealing with personnel problems in the organization. The modern concept of "lifelong learning" represents necessitaty of including in the process the development of postgraduate educational path specialist.Materials and methods: For better understanding, the role of gamification is needed to be defined, so the article also analyses the current state of the theory of gamification and main approaches to its interpretation. The article provides an overview of the discussions that unfolded in the last two decades around the phenomenon of gamification and the legality of its inclusion into scientific use. The authors insist on the distinction between the concepts "game" and "gamification". Gamification is treated as a special principle of social practices in contrast to "pure" game as self-contained, offline activity. Regardless of extra features, the game itself is not peculiar to the pragmatic, utilitarian character. In other words, the goal of the game lies within the game itself and could not exist outside it, while the goal of a gamified activity is always set to practical goals.Results: Such a leap could be made possible in human resources by introducing gamification, which is proven to provide a significant improvement in performance with HR services in the enterprise. We conducted research to see the connection between gamification and the four types of games considered by the theorist R. Caillois such as «agon», «mimicry», «illinx», «alea». These four applications of gamification both have advantages and disadvantages which have been identified.Discussion and Conclusions:  The findings make a conclusion on the

  3. PERFORMANCE OF HUMAN RESOURCE MANAGEMENT IN AN INTERNATIONALLY OPERATING COMPANY

    Directory of Open Access Journals (Sweden)

    Ladislav Mura

    2012-02-01

    Full Text Available In our days, society is greatly influenced and altered by the process of internationalization andglobalization. Globalization refers to a whole set of changes, not to one single dimensional change.The process of internationalization puts a special and high importance on the work of humanresources managers. In order to remain successful and competitive in the international businessenvironment, companies have to pay close attention to cultural factors. These may considerablydiffer among workers in multinational companies. We are taking a careful look at human resourcemanagement in this new age, and especially at the impact of globalization and internationalization.Our case study is built on the company MOL, specifically on some of the activities it develops in thefield of human resource management: training programmes, personnel motivation, careerdevelopment. We highlight some of the critical aspects of human resources management at MOL,and see what lessons are being learned and what conclusions we can draw.

  4. Alternative Responses to the Human Resource Challenge for CBR

    Directory of Open Access Journals (Sweden)

    Huib Cornielje

    2013-02-01

    Full Text Available This commentary outlines some ways of understanding CBR and offers corresponding suggestions for responding to the contemporary human resource challenge it is faced with. It is argued that CBR exists within an increasingly complex reality, characterised by new challenges, new approaches to development and numerous international principles and guidelines.  In response, the authors advocate the use of multiple research methods, participatory action and contextualised ways of addressing human resource issues.  They suggest that new understandings are required, for future CBR workers to be enablers of people with disabilities, agents of change in communities and societies, and champions of human rights.  The complex reality of CBR suggests the need for a CBR cadre which is capable of creative and reflective reasoning.  This might be achieved through the participatory development of contextualised training curricula, practical hands-on learning, the use of mentoring, and an emphasis on reflection and adaptability.

  5. Decommissioning of Nuclear Facilities: Training and Human Resource Considerations

    International Nuclear Information System (INIS)

    2008-01-01

    One of the cornerstones of the success of nuclear facility decommissioning is the adequate competence of personnel involved in decommissioning activities. The purpose of this publication is to provide methodological guidance for, and specific examples of good practices in training as an integral part of human resource management for the personnel performing decommissioning activities. The use of the systematic methodology and techniques described in this publication may be tailored and applied to the development of training for all types of nuclear facilities undergoing decommissioning. Examples of good practices in other aspects of human resources, such as knowledge preservation, management of the workforce and improvement of human performance, are also covered. The information contained in this publication, and the examples provided in the appendices and enclosed CD-ROM, are representative of the experience of decommissioning of a wide variety of nuclear facilities.

  6. Neuroeconomics and Human Resource Development

    DEFF Research Database (Denmark)

    Larsen, Torben

    2009-01-01

      Neuroeconomics and Human Resource Development Objective Neuroeconomic game trials have detected a present-bias in human decision making which represents a serious shortcoming facing the long termed nature of complex problems in a globalized economy i.e. regional residual poverty, ecological...... threats and personal stress. So far, the evidence-based findings on human resource development (HRD) seem not to match these huge challenges. The aim of this study is to identify cost-effective means of mental training to recover sufficiently from the present bias to enable more sustainable decisions...... Pragmatic de-stressing by medical meditation adds extra years to a normal life and saves health care expenses for a moderate meditation course fee. So, medical meditation prevails as a dominant de-stressing intervention serving a wider goal of more long termed decision making. An international monitoring...

  7. THE IMPACT OF SOCIAL AUDIT IN HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    NĂSTASIE MIHAELA – ANDREEA

    2015-03-01

    Full Text Available General research area of this article is the impacts of social audit in human resources management, in full compliance with the identification of social risks that may threaten the proper functioning of the economic entity. An essential tool used in human resource management is social audit, which provides a balance between the economic entity's financial results and its social results. Social audit is at the same time, an instrument of leadership and management interference in internal audit and financial audit and pursues an economic entity management capacity on the part of human problems and on the other hand the social problems generated by a continuously changing environment. This article is part of a broader research and through it we tried to address a topical issue, ie the impact of social audit and its consequences on economic and financial development level of economic entities.

  8. [Human resources for health in Chile: the reform's pending challenge].

    Science.gov (United States)

    Méndez, Claudio A

    2009-09-01

    Omission of human resources from health policy development has been identified as a barrier in the health sector reform's adoption phase. Since 2002, Chile's health care system has been undergoing a transformation based on the principles of health as a human right, equity, solidarity, efficiency, and social participation. While the reform has set forth the redefinition of the medical professions, continuing education, scheduled accreditation, and the introduction of career development incentives, it has not considered management options tailored to the new setting, a human resources strategy that has the consensus of key players and sector policy, or a process for understanding the needs of health care staff and professionals. However, there is still time to undo the shortcomings, in large part because the reform's implementation phase only recently has begun. Overcoming this challenge is in the hands of the experts charged with designing public health strategies and policies.

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

    International Nuclear Information System (INIS)

    Sekimura, N.

    2016-01-01

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

  10. Analysis of Human Resource Competency as Effort to Increase SMEs Economic Sector Productivity with Gender as Differentiating Variable

    OpenAIRE

    Wibawa, Dian Prihardini

    2018-01-01

    Competence is a very important factor in increasing work productivity. A qualified workforce will have a positive impact on improving business productivity. Thus, the level of corporate profitability also increased. Human resource improvement strategy is an excellent strategy apart from other factors such as technology improves. Increased strategy through human resource competence can be done with the improvement of ability, attitude, knowledge, and expertise. The purpose of this research is ...

  11. Technology transfer by multinational firms: the resource cost of transferring technological know-how

    Energy Technology Data Exchange (ETDEWEB)

    Teece, D J

    1977-06-01

    The essence of modern economic growth is the increase in the stock of useful knowledge and the extension of its application. Since the origins of technical and social innovations have never been confined to the borders of any one nation, the economic growth of all countries depends to some degree on the successful application of a transnational stock of knowledge. Nevertheless, economists have been remarkably slow in addressing themselves to the economics of international technology transfer. This paper addresses itself to this need. The starting-point is Arrow's suggestion (Am. Econ. Review, 52: 29-35 (May 1969)) that the cost of communication, or information transfer, is a fundamental factor influencing the world-wide diffusion of technology. The purpose of the paper is to examine the level and determinants of the costs involved in transferring technology. The value of the resources that have to be utilized to accomplish the successful transfer of a given manufacturing technology is used as a measure of the cost of transfer. The resource cost concept is therefore designed to reflect the ease or difficulty of transferring technological know-how from manufacturing plants in one country to manufacturing plants in another. 32 references.

  12. 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...

  13. 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.

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

    International Nuclear Information System (INIS)

    Zheng Mingguang; Ye Cheng; Han Xu

    2011-01-01

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

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

    OpenAIRE

    Wiryanto, Wisber

    2018-01-01

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

  16. A transição tecnológica na saúde: desafios para a gestão do trabalho Technological transition in health work; challenges for the management of human resources

    Directory of Open Access Journals (Sweden)

    Maria Inês Carsalade Martins

    2004-09-01

    Full Text Available Este artigo é parte de um estudo empírico sobre as mudanças no trabalho em saúde, em função da incorporação de novas tecnologias. O estudo caracteriza-se por uma abordagem interdisciplinar e o referencial teórico que orienta a pesquisa tem como base os conceitos de reestruturação produtiva, competência e subjetividade. Tendo como foco a organização dos serviços e as novas demandas para os trabalhadores de nível médio do ponto de vista da sua qualificação, a pesquisa analisa a relação homem-trabalho na perspectiva das mudanças tecnológicas, das competências laborais, da autonomia, da comunicação e da linguagem. Os resultados do estudo indicam algumas tendências do processo de trabalho que apontam a tecnologização da assistência e do trabalho em equipe, e a necessidade do desenvolvimento profissional e de reestruturação do trabalho em saúde. Entre os desafios levantados, destacam-se a valorização do trabalho e do trabalhador, a incorporação do conceito de competência, o reconhecimento das relações subjetivas e o processo de comunicação.This article is part of an empirical study about changes in health work due to the introduction of new technologies. The study uses an interdisciplinary approach and the theoretical referential orienting the research has as bases the concepts of productive restructuring, competency and subjectivity. Focusing on the organization of the services and on the demands for further qualifications for secondary level workers, the research analyses the relation human being-work from the perspective of technological changes, work competences, autonomy, communication and language. The results indicate some trends in the health work process that point to the technologizing of care, to teamwork, and to the need for professional development and for a restructuring of the work in this area. Among the challenges that need to be faced, we emphasize the valorization of both work and worker

  17. 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

  18. 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.

  19. The role of human resources on the economy: A study of the Balkan EU member states

    Directory of Open Access Journals (Sweden)

    Vuković Darko B.

    2015-01-01

    Full Text Available In this paper we analyze the impact of the quality of human capital on the main economic indicators of South-Eastern Europe countries [SEE] at the NUTS 2 level. The subjects of this research are the human capital indicators of regional competitiveness. The quality of human capital depends largely on the age structure of the population and the quality of education. Those regions, which have the highest percentage of the working-age population and highly educated people, are able to achieve higher productivity and gain a competitive advantage over other regions. As main indicators of the quality of human capital we identified: population; persons aged 25-64 with tertiary education attainment; students in tertiary education and participation of adults aged 25-64 in education and training and human resources in science and technology. As main economic indicators, we identified: regional gross domestic product; employment and income of households. The aim of this paper is to determine whether there is a correlation between the indicators of the quality of human capital and economic indicators. As a main methodology we have used the correlation coefficient which shows interdependence of the analyzed indicators. As part of our analysis, we consider only EU member states that belong to the SEE countries: Slovenia, Croatia, Romania, Bulgaria and Greece. We conclude that in all countries there is a high multiple correlation coefficient between the indicators human resources in science and technology, number of students and employment. [Projekat Ministarstva nauke Republike Srbije, br. 47007 III

  20. Professional development and human resources management in networks

    Directory of Open Access Journals (Sweden)

    Evgeniy Rudnev

    2016-05-01

    Full Text Available Social networks occupy more places in development of people and organizations. Confidence in institutions and social networking are different and based on referentiality in Internet. For communication in network persons choose a different strategies and behavior in LinkedIn, resources of whom may be in different degree are interesting in Human Resources Management for organizations. Members of different social groups and cultures demonstrate some differences in interaction with Russian identity native. There are gender differences behavior in networks. Participating in groups need ethical behavior and norms in social networking for professional development and communication in future.