WorldWideScience

Sample records for technology 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......-righteous missionaries. In closing, implications for research and management are addressed....

  3. 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...

  4. The impact of technological era in human resource management

    OpenAIRE

    2016-01-01

    The Impact of the Technological Era in Human Resource Management This work project is a literature review, which covers current studies (theoretical and empirical) on electronic Human Resource Management, human resources analytics and telework, and discusses some implications of the adoption of technology in human resource management processes. The Work Project presents and discusses different and contradictory perspectives between empirical and theoretical studies, demonstrating that t...

  5. The impact of technological era in human resource management

    OpenAIRE

    Ritter, Andrea Fernandes Rodrigues

    2016-01-01

    The Impact of the Technological Era in Human Resource Management This work project is a literature review, which covers current studies (theoretical and empirical) on electronic Human Resource Management, human resources analytics and telework, and discusses some implications of the adoption of technology in human resource management processes. The Work Project presents and discusses different and contradictory perspectives between empirical and theoretical studies, demonstrating that t...

  6. Innovative technologies in human resources management at the enterprise

    OpenAIRE

    Bilorus, T.

    2009-01-01

    The article focuses on the analysis of world tendencies in human resources management system development, namely, on high technology and staff development devices that influence the effectiveness of its application.

  7. 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.

  8. Impact of information technology on human resources in healthcare.

    Science.gov (United States)

    Anvari, Mehran

    2007-01-01

    Incorporation of advances in information communications technology (ICT) into the workplace has had a major impact in human resource utilization in sectors of the economy where it has occurred in a substantial manner, such as manufacturing and financial services. While some benefits of ICT have been realized in healthcare, the full impact of its benefits will only be realized if it is incorporated in a systematic form, rather than in the current patchy and uneven manner seen around the province and across the country to date.

  9. Information Technology in Human Resource Management: A Practical Evaluation

    Directory of Open Access Journals (Sweden)

    Manpreet Kaur

    2014-12-01

    Full Text Available This paper encloses a brief overview of number of observations on the applications of information technology (IT in the field of human resource management (HRM in general. Although the impact of IT on HRM has long been attracting the concern of academics, no pragmatic research has ever been realized in this field in India, and few studies have been reported elsewhere. The survey was conducted among the IT managers and professionals from various sectors, based on those results, the data shows that IT is used widely in the organizations to perform HRM functions in India’s dynamic economy. The results also shown that, while IT has an impact on all sectors in terms of HRM to certain extent, the types of IT used vary significantly between recruitment, maintenance, and development tasks. However, the observed results here disclosed that these organizations are not applying these technologies systematically and wisely in the performance of HRM functions.

  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. 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…

  13. Human choice and climate change. Volume 2: Resources and technology

    Energy Technology Data Exchange (ETDEWEB)

    Raynor, S.; Malone, E. [eds.] [Pacific Northwest National Lab., Richland, WA (United States)

    1998-12-31

    This book is Volume 2 of a four-volume set which assesses social science research that is relevant to global climate change from a wide-ranging interdisciplinary perspective. Attention is focused on resources and technology as they relate to climate change. This series is indispensable reading for scientists and engineers wishing to make an effective contribution to the climate change policy debate.

  14. Civil Service Human Resource Capacity and Information Technology

    African Journals Online (AJOL)

    Tesfaye

    2009-01-01

    Jan 1, 2009 ... Abstract. The New Public Management (NPM) model has inspired reforms both in ... employees in Ethiopia and USA, so that the gap analysis between the two countries ... model for analysing the relationship between IT and human resource ... changing the structure of the civil service organisations. More.

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

    Directory of Open Access Journals (Sweden)

    Reihaneh Montazeri Shatouri

    2013-01-01

    Full Text Available 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 Malaysia’s leading automobile manufacturer, Proton which currently embarks on smart green initiatives in its product development. The quantitative survey identifies potential challenges of Proton’s human resource management that may infringe green technology process. Our findings confirm the effects of strategic human resource management system on adopting the green technology innovation. The most important factors affecting the implementation of green technology include knowledge application, team development, knowledge sharing, performance-based reward and training of before and during the process of embracing the new technology.

  16. Human Resource Management System

    OpenAIRE

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

    2013-01-01

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

  17. Applications of earth resources technology to human needs

    Science.gov (United States)

    Weinberger, C.

    1975-01-01

    The application of remote sensing technology in the fields of health and education is examined. The technology and accomplishments of ATS 6 and the development of a nationwide telecommunications system to meet the varied needs of the health and education communities are among the topics discussed. The economic and social aspects of utilizing and benefiting from remote sensing technology are stressed.

  18. Applications of earth resources technology to human needs

    Science.gov (United States)

    Weinberger, C.

    1975-01-01

    The application of remote sensing technology in the fields of health and education is examined. The technology and accomplishments of ATS 6 and the development of a nationwide telecommunications system to meet the varied needs of the health and education communities are among the topics discussed. The economic and social aspects of utilizing and benefiting from remote sensing technology are stressed.

  19. Virtual HR: The Impact of Information Technology on the Human Resource Professional.

    Science.gov (United States)

    Gardner, Sharyn D.; Lepak, David P.; Bartol, Kathyrn M.

    2003-01-01

    Responses from 357 complete pairs of human resources executives and professionals from the same company showed that information technology has increased autonomy, the responsiveness of their information dissemination, and networking with other professionals; they spend more time in technology support activities. Organizational climate moderated…

  20. The Use of Information Technology in Training Human Resources: An E-Learning Case Study

    Science.gov (United States)

    Gasco, Jose L.; Llopis, Juan; Gonzalez, M. Reyes

    2004-01-01

    This paper addresses the influence of information technology in human resources management (HRM) and specifically on training policy through the experience of a Spanish telecommunications firm, "Telefonica". The characteristics of the training model designed by this firm to face new environments is considered and the technologies used, the key…

  1. The Use of Information Technology in Training Human Resources: An E-Learning Case Study

    Science.gov (United States)

    Gasco, Jose L.; Llopis, Juan; Gonzalez, M. Reyes

    2004-01-01

    This paper addresses the influence of information technology in human resources management (HRM) and specifically on training policy through the experience of a Spanish telecommunications firm, "Telefonica". The characteristics of the training model designed by this firm to face new environments is considered and the technologies used,…

  2. Virtual HR: The Impact of Information Technology on the Human Resource Professional.

    Science.gov (United States)

    Gardner, Sharyn D.; Lepak, David P.; Bartol, Kathyrn M.

    2003-01-01

    Responses from 357 complete pairs of human resources executives and professionals from the same company showed that information technology has increased autonomy, the responsiveness of their information dissemination, and networking with other professionals; they spend more time in technology support activities. Organizational climate moderated…

  3. 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.

  4. Human choice and climate change. Volume 2: Resources and technology

    Energy Technology Data Exchange (ETDEWEB)

    Rayner, S.; Malone, E.L.

    1997-12-31

    Foreward: Preface; Introduction; The natural science of global climate change; Land and water use; Coastal zones and oceans; Energy and industry; Energy and social systems; Technological change; and Sponsoring organizations, International Advisory Board, and project participants.

  5. 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...

  6. Technology-Related Research in Academy of Human Resource Development (AHRD) Publications: A Review between 2000 and 2004

    Science.gov (United States)

    Githens, Rod P.; Dirani, Khalil; Gitonga, Jacqueline; Teng, Ya-Ting; Benson, Angela D.

    2006-01-01

    The growth of technology has influenced human resource development (HRD) practitioners to embrace technology for both training and non-training interventions. This study examined technology-related articles in Academy of Human Resource Development (AHRD) publications in order to understand what these articles address and the future needs of…

  7. 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…

  8. 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…

  9. Technology's Impact on Human Resource Development across the Life Span: Pedagogy Starts with Andragogy

    Science.gov (United States)

    Hopkins, Pamela Clinton; Cowell, Charles E.; Jorden, Debra; McWhorter, Rochell; Dobbs, Rita L.; Allen, W. Clayton

    2006-01-01

    Human Resource Development (HRD) programs are faced with overwhelming challenges as there is a dearth of computer literate employees to meet the growing demands of the workplace. In other words, many employees are technologically and computer challenged thus impeding the instruction and learning process. Innovative organizations utilize computer…

  10. Capitalizing on the Overlap between Instructional Technology and Human Resource Development: A Potential Opportunity

    Science.gov (United States)

    Demps, Elaine L.

    2008-01-01

    This article explores the apparent overlap between the fields of instructional technology (IT) and human resource development (HRD) and offers a preliminary conceptualization of how to capitalize on the overlap through graduate academic curricula, where IT and HRD practitioners and scholars are developed. This conceptualization was formed by first…

  11. The use of information technology in trainning human resources: an e-learning case study

    OpenAIRE

    Gascó Gascó, José Luis; Llopis Taverner, Juan; González Ramírez, María Reyes

    2004-01-01

    This paper addresses the influence of information technology in human resources management (HRM) and specifically on training policy through the experience of a Spanish telecommunications firm, Telefonica. The characteristics of the training model designed by this firm to face new environments is considered and the technologies used, the key actions, the disadvantages and success factors are detected in trying to grow an E-learning company. Success factors in training policy are identified. T...

  12. Three-Way Complementarities: Performance Pay, Human Resource Analytics, and Information Technology

    OpenAIRE

    2010-01-01

    We test for three-way complementarities among information technology (IT), performance pay, and human resource (HR) analytics practices. We develop a principal-agent model examining how these practices work together as an incentive system that produces a larger productivity premium when the practices are implemented in concert rather than separately. We assess our model by combining fine-grained data on human capital management (HCM) software adoption over 11 years with detailed survey data o...

  13. EMPLOYEE PERCEPTION TOWARD THE IMPECT OF INFORMATION TECHNOLOGY IN HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    Vinay Saxena; Rohit Sharma

    2017-01-01

    Human Resource Information technology is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting, recruiting selecting and many others. In the present time the role of IT in HRM is very wide and special An IT in HRM generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity...

  14. 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.

  15. 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.

  16. 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...

  17. Business-Academia-Government Collaboration in Developing Human Resources in Science and Technology: Lessons from the Case of Britain (Japanese)

    OpenAIRE

    Goto, Akira; Lee WOOLGAR

    2005-01-01

    Japanese industry has finally emerged from the prolonged economic slump and, partly helped by expanded tax incentives, companies have begun to accelerate research on and development of future technologies. In order to achieve this goal, Japan needs to secure and develop human resources for R&D. In this paper, we examine Britain's approach to the development of human resources through cooperation among business, government and academia, which has been praised as the "best practice" of its kind...

  18. 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.

  19. 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.

  20. 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.

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

    National Research Council Canada - National Science Library

    Lejla Turulja; Nijaz Bajgorić

    2016-01-01

    .... 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...

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

    National Research Council Canada - National Science Library

    Pilar Ficapal-Cusí; Joan Torrent-Sellens; Pilar Curós-Vilà

    2011-01-01

    ...) 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...

  3. 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.

  4. In Situ Resource Utilization Technology Research and Facilities Supporting the NASA's Human Systems Research and Technology Life Support Program

    Science.gov (United States)

    Schlagheck, Ronald A.; Sibille, Laurent; Sacksteder, Kurt; Owens, Chuck

    2005-01-01

    The NASA Microgravity Science program has transitioned research required in support of NASA s Vision for Space Exploration. Research disciplines including the Materials Science, Fluid Physics and Combustion Science are now being applied toward projects with application in the planetary utilization and transformation of space resources. The scientific and engineering competencies and infrastructure in these traditional fields developed at multiple NASA Centers and by external research partners provide essential capabilities to support the agency s new exploration thrusts including In-Situ Resource Utilization (ISRU). Among the technologies essential to human space exploration, the production of life support consumables, especially oxygen and; radiation shielding; and the harvesting of potentially available water are realistically achieved for long-duration crewed missions only through the use of ISRU. Ongoing research in the physical sciences have produced a body of knowledge relevant to the extraction of oxygen from lunar and planetary regolith and associated reduction of metals and silicon for use meeting manufacturing and repair requirements. Activities being conducted and facilities used in support of various ISRU projects at the Glenn Research Center and Marshall Space Flight Center will be described. The presentation will inform the community of these new research capabilities, opportunities, and challenges to utilize their materials, fluids and combustion science expertise and capabilities to support the vision for space exploration.

  5. In Situ Resource Utilization Technology Research and Facilities Supporting the NASA's Human Systems Research and Technology Life Support Program

    Science.gov (United States)

    Schlagheck, Ronald A.; Sibille, Laurent; Sacksteder, Kurt; Owens, Chuck

    2005-01-01

    The NASA Microgravity Science program has transitioned research required in support of NASA s Vision for Space Exploration. Research disciplines including the Materials Science, Fluid Physics and Combustion Science are now being applied toward projects with application in the planetary utilization and transformation of space resources. The scientific and engineering competencies and infrastructure in these traditional fields developed at multiple NASA Centers and by external research partners provide essential capabilities to support the agency s new exploration thrusts including In-Situ Resource Utilization (ISRU). Among the technologies essential to human space exploration, the production of life support consumables, especially oxygen and; radiation shielding; and the harvesting of potentially available water are realistically achieved for long-duration crewed missions only through the use of ISRU. Ongoing research in the physical sciences have produced a body of knowledge relevant to the extraction of oxygen from lunar and planetary regolith and associated reduction of metals and silicon for use meeting manufacturing and repair requirements. Activities being conducted and facilities used in support of various ISRU projects at the Glenn Research Center and Marshall Space Flight Center will be described. The presentation will inform the community of these new research capabilities, opportunities, and challenges to utilize their materials, fluids and combustion science expertise and capabilities to support the vision for space exploration.

  6. 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.

  7. HUMAN RESOURCE DEVELOPMENT IN INDIAN SOFTWARE TECHNOLOGY LIBRARIES : A STUDY WITH SPECIAL REFERENCE TO LIBRARY PROFESSIONALS TRAINING AND DEVELOPMENT FACILITIES

    Directory of Open Access Journals (Sweden)

    Lt. Rajashekara G.R.

    2017-08-01

    Full Text Available Information explosion and rapid growth in technology made the existing knowledge of software technology library professionals ineffective, which they had at the time of entering into the organization. Hence, professionals have to be trained to operate new techniques and equipment‘s, to handle the present as well as new jobs more effectively. Training is useful not only for the organizations, but also for the employees as it develops knowledge, problem-solving ability and skill of the newly recruited employees on the one hand and serves as a refresher course in updating old employees on the other hand. It aims at improving the organization‘s performance through the enhanced performance of its employees. Because of these reasons training has become an integral part of human resource development in software technology libraries. Knowing this fact following study has been conducted to identify the training and development facilities provided to in Indian software technology libraries.

  8. 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...

  9. Human Resource Planning

    Science.gov (United States)

    Hoffman, W. H.; Wyatt, L. L.

    1977-01-01

    By using the total resource approach, we have focused attention on the need to integrate human resource planning with other business plans and highlighted the importance of a productivity strategy. (Author)

  10. Human Resources Accounting

    Institute of Scientific and Technical Information of China (English)

    2002-01-01

    The 21 st century will be the epoch of knowled ge economy. Knowledge economy is to develop economy on the basis of knowledge will surely become the major resources of economy development. Therefore, human resources accounting which provides such information as the ebb and follow of hu man resources investment, the size of the human resources employment, will bec ome the main stream of accounting the time of knowledge economy. To face China 's reality, to develop economy, and to flourish enterprise...

  11. 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…

  12. Human Resource Accounting System

    Science.gov (United States)

    Cerullo, Michael J.

    1974-01-01

    Main objectives of human resource accounting systems are to satisfy the informational demands made by investors and by operating managers. The paper's main concern is with the internal uses of a human asset system. (Author)

  13. Human Resource Accounting

    Science.gov (United States)

    Woodruff, Robert L., Jr.

    1973-01-01

    An interview is reported which discussed the implications for the hiring, recruiting, screening and development of employees in the light of human resource accounting, here defined as the identification, accumulation and dissemination of information about human resources in dollar terms. (SA)

  14. Report Details Human Resources

    Institute of Scientific and Technical Information of China (English)

    2010-01-01

    China issues its first white paper on human resources The Chinese Government issued a white paper on its human resources on September 10, highlighting the country’s policies to cope with employment pressures and a lack of "high-level innovative talents.

  15. 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"

  16. Human resources in innovation systems

    DEFF Research Database (Denmark)

    Nielsen, René Nesgaard

    2007-01-01

    the research questions which are studied in the thesis.      Chapter 2 reviews relevant literature on systems of innovation, human capital, and skill-biased technological and organisational change. It is stated in the chapter that this thesis primarily refers to a system of innovation approach as its......Human resources in innovation systems: With focus on introduction of highly educated labour in small Danish firms This thesis has two purposes: (1) a ‘general' purpose to enhance our knowledge on the relationship between innovation, technological and organisational change, and human resources......, 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...

  17. (Human) Resourcing For CI

    DEFF Research Database (Denmark)

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

    2005-01-01

    More and more, the ability to compete in today’s market is viewed as being dependent on human capital. One of the most challenging aspects of human resource management involves supplying the organization with the human capital necessary to fulfill its objectives. This task becomes especially...

  18. Advances in water resources technology

    Science.gov (United States)

    The presentation of technological advances in the field of water resources will be the focus of Advances in Water Resources Technology, a conference to be held in Athens, Greece, March 20-23, 1991. Organized by the European Committee for Water Resources Management, in cooperation with the National Technical University of Athens, the conference will feature state-of-the art papers, contributed original research papers, and poster papers. Session subjects will include surface water, groundwater, water resources conservation, water quality and reuse, computer modeling and simulation, real-time control of water resources systems, and institutions and methods for technology.The official language of the conference will be English. Special meetings and discussions will be held for investigating methods of effective technology transfer among European countries. For this purpose, a wide representation of research institutions, universities and companies involved in water resources technology will be attempted.

  19. Report Details Human Resources

    Institute of Scientific and Technical Information of China (English)

    YIN PUMIN

    2010-01-01

    @@ The Chinese Government issued a white paper on its human resources on September I0, highlighting the coun-try's policies to cope with employ-ment pressures and a lack of "high-level innovative talents."

  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. 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…

  2. 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…

  3. 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…

  4. HOW TO SELECT APPROPRIATE HUMAN RESOURCE CONTROLLING INDICATORS

    OpenAIRE

    Monika Dugelova; Mariana Strenitzerova

    2015-01-01

    Human resource controlling represents a company’s strategic method to support its role is planning, checking, and managing—including information supplement for human resources department. Human resource controlling helps with optimization and transformation of human resource functions and with general human resource management. Our survey deals with the implementation of human resource controlling in information technology companies. The selection of appropriate human resource controlling too...

  5. Long-term care facilities in Utah: a description of human and information technology resources applied to infection control practice.

    Science.gov (United States)

    Jones, Makoto; Samore, Matthew H; Carter, Marjorie; Rubin, Michael A

    2012-06-01

    Little is known about the implementation of infection control (IC) programs and information technology (IT) infrastructure in long-term care facilities (LTCFs). We assessed the IC human resources, IT infrastructure, and IC scope of practice at LTCFs in Utah. All LTCFs throughout Utah (n = 80) were invited to complete a written survey in 2005 regarding IC staffing, policies and practices, and IT infrastructure and capacity. Responses were received from 62 facilities (77.5%). Most infection preventionists (IPs) were registered nurses (71%) with on-the-job training (81.7%). Most had other duties besides their IC work (93.5%), which took up the majority of their time. Most facilities provided desktop computers (96.8%) and all provided Internet access, but some of the infrastructure was not current. A minority (14.5%) used sophisticated software packages to support their IC activities. Less than 20% of the facilities had integrated radiology, diagnostic laboratory, or microbiology data with their facility computer system. The Internet was used primarily as a reference tool (77.4%). Most IPs reported taking responsibility for routine surveillance and monitoring tasks, but a substantial number did not perform all queried tasks. They may have difficulty with feedback of specific unit and physician infection rates (43.2% and 67.7%, respectively). Our findings underscore what has previously been reported about LTCFs' IC human resources and IP scope of practice. We also found that some IT infrastructure was outdated, and that existing resources were underutilized for IC purposes. Published by Mosby, Inc.

  6. A Human Resource Development Program for Information Technology Engineers using Project-Based Learning

    Directory of Open Access Journals (Sweden)

    Minoru Nakayama

    2012-11-01

    Full Text Available This paper reports the case of an educational practice and evaluation of team learning using project-based learning to develop Information Technology engineers. This program aims to develop the competencies of engineers, such as their communication skills, problem solving within teams, and other abilities. Its subject is the “Upper Process” of Information Technology systems development. To determine the feasibility of the course, it was conducted at a computer college. The team’s products and team learning activities were evaluated using rubrics and self evaluation inventories, and learning performance was discussed. Also, the evaluation of the learning management system affected the learning activity.

  7. Strategic Human Resources Management

    OpenAIRE

    Marta Muqaj

    2016-01-01

    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...

  8. The disappearing utility workforce : are aging personnel a human resources problem or a technology opportunity?

    Energy Technology Data Exchange (ETDEWEB)

    Kitterman, B.; Dugan, J. [LogicaCMG, Houston, TX (United States)

    2006-03-15

    The retirement of a large cohort of skilled workers in the electricity industry may provide an opportunity for utilities to improve their financial performance. Personnel related expenses have continued to squeeze profit margins at many utilities. In order to achieve annual earnings improvement targets of 10-15 per cent, many utilities have had no alternative but to reduce ongoing operational expenses. However, with nearly a third of the industry eligible to retire within the next 5 years, personnel cuts are no longer warranted. This article examined ways in which innovative technology can drive improvements in utilities to reduce future costs, make better use of reduced staffs and capture the knowledge base of skilled workers before their departure. The high performance utility of the future must commit to a program of continuous process improvement. The use of design templates for light or medium construction activities can accommodate as much as 80 per cent of the design engineering workload and reduce the number of engineers required. A single dispatching technology was recommended to reduce redundant job roles and incorporate the scheduling of field personnel. A plug and play wireless communications architecture was recommended to manage the flow of data between the office and the field, as well as to maximize the throughput of utility radio wire line and wireless networks, and to assign priorities to time sensitive data. It was suggested that a wireless enterprise strategy should accommodate the management of multiple field devices as well as supporting server and communications hardware. It was concluded that strategic technologies will help utilities to institutionalize the knowledge of seasoned employees and help to develop a set of sustainable best practices. In addition, a new technology platform will unite all segments of utility operations within a single set of business goals. 2 figs.

  9. Strengthening human resources for new and renewable energy technologies of the 21st century

    Energy Technology Data Exchange (ETDEWEB)

    Berkovski, B. [UNESCO, Engineering and Technology Div, Geneva (Switzerland); Gottschalk, C.M.

    1997-02-01

    The UNESCO Engineering Education and Training Programme provides educational materials for postgraduate level students of energy engineering subjects in the fields of new and renewable energy technologies. Aimed at students in developing countries, the package can be used for distance learning. The multi-media ``Learning Package``, part of this program, consists of a textbook, multi-media products and software, much of which is already published. The energy educational goals include environmental awareness, and ethical responsibility towards society. (UK)

  10. Strengthening human resources for technologies of the 21. century UNESCO engineering education and training

    Energy Technology Data Exchange (ETDEWEB)

    Berkovski, B.; Gottschalk, C.M.

    1995-12-31

    Education must cultivate the ability to make informed choices basing judgements and actions not only on the analysis of present situations but also on the vision of a preferred future. In short, engineering education and training can be conceived as having both long term and short term goals, both important. In the long term, the goal is to develop educated and skilled manpower, including specialists at all levels in all fields of engineering and generalists whose education includes an appreciation of how new technologies will figure in the fields they intend to pursue. In the short term, the goal is to reeducate specialists already in the work force, including policy makers, planners, educators and trainers, technicians, fields-workers, industrial and commercial personnel, agriculturists, and others professionals and non professionals. These goals require many different kinds of educative effort. (N.C.)

  11. 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…

  12. 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…

  13. 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…

  14. 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.

  15. Survey Relationship between Human Resources Roles and Human Resources Competencies

    Directory of Open Access Journals (Sweden)

    Hasan Darvish

    2012-09-01

    Full Text Available This study evaluates relationship between Human resources roles and Human resources competencies in Iranian Petroleum Company. For this study, we were looking for answers to these questions: What are the new required Human Resources competencies For Contemporary organizations? And For Gain these competencies what roles should be played by Human Resources? The study had one main hypothesis and four minor hypotheses. Research method was descriptive, and regression and correlation tests were used to determine the relationship between variables. The populations of this study were managers of Iranian Petroleum Company. This Research showed that Human resources roles have significant effect on Human resources competencies; Strategic partner, Employee champion, and Change agent had significant relationship with all of Human resource competencies; Administrative expert had not significant relationship with none of the Human resource competencies.

  16. Cloud Computing Technology Applied in the Human Resource Management System%云计算技术在人力资源管理系统中的应用

    Institute of Scientific and Technical Information of China (English)

    王燕

    2013-01-01

      随着科技的发展和知识经济时代的来临,企业管理者逐步认识到人力资源管理的信息化将成为未来发展的必然趋势。云计算技术作为新一代的资源共享利用模式,具有需求服务自助化、服务可计量化的特点。将云计算技术引入人力资源管理系统,可对人才招聘、绩效管理和薪酬管理等方面产生重大影响,人力资源管理工作将更加流程化、标准化和透明化。%With the development of technology and the knowledge economy era coming,enterprise managers gradually realize that human resource management information technology will become a trend.As one of the next generation of resource sharing modes,cloud computing technology has the feature that demand service is on self and can be measured.Putting the cloud computing technology into human resource management system,it will have significant impact on talent recruitment,performance management and compensation management so that human resources management will be more streamlined,standardized and transparent.

  17. (Human) Resourcing For CI

    DEFF Research Database (Denmark)

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

    2005-01-01

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

  18. Human resources report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2004-05-01

    The human resources issues associated with offshore oil and gas exploration and development in British Columbia were discussed with particular focus on the nature of direct employment opportunities associated with two development scenarios. The scenarios involved one natural gas project in the Hecate Strait, and one oil project in the Queen Charlotte Sound. One of the promises of offshore oil and gas development in British Columbia's west coast has been the creation of employment opportunities which would in turn, improve the social conditions and standard of living of residents in British Columbia. Some background information was provided on labour requirements by phases of exploration, pre-development planning, construction and production. Information on labour supply and training was also included and a range of human resource planning issues were identified. It was concluded that the oil and gas industry is capital-intensive, requiring highly trained and skilled people. The industry supports above average wage rates. Most of the employment is not generated by the oil and gas industry, but by their many service and supply contractors. The existing oil and gas industry in the province could supply some of the qualified labour, but in most instances, more specific training will be required. Exploration activity will probably be intermittent and carried out by specialized work crews. Local employment will come from servicing and supplying the seismic and support vessels. The occupational requirements will change through the exploration, development and production phases. refs., tabs., figs.

  19. 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.

  20. 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

  1. 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 ...... often mentioned post-human condition....

  2. 基于RJVs的科技人力资源整合的应对措施%Corresponding Measures on Science and Technology Human Resources Integration Based on RJVs

    Institute of Scientific and Technical Information of China (English)

    王芬芬; 黄惠娟

    2012-01-01

    As the 1980s, research association (RJVs) is in the ascendant, and is the development mode that enterprises increasingly esteem. And, at the same time, it is also a model for anti -monopoly law. The paper mainly discusses how to integrate science and technology human resources in RJVs enterprise, realize the development utility maximization of science and technology human resources.%随着20世纪80年代以来,研究联合体(RJVs)方兴未艾,成为企业日益推崇的研发模式,同时也是为反垄断法所鼓励的模式,文章主要探讨如何对RJVs企业内部科技人力资源进行整合,实现科技人力资源的研发效用最大化.

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

    African Journals Online (AJOL)

    It was seen as a panacea for the training of marketable, self employed individuals ... presence in human resource development, international transfer of technology. ... human resource planning based on the cost benefit analysis of education.

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

    Directory of Open Access Journals (Sweden)

    Daniel Alberto Schinelli

    2015-12-01

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

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

    Institute of Scientific and Technical Information of China (English)

    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 analyzed.The problems in the current resource allocation of agricultural science and technology R&D are put forward,including unreasonable resource allocation;low efficiency,and low efficiency of the transformation of agricultural scientific achievements.The highly effective resource allocation of agricultural science and technology R&D is analyzed from the aspects of resource allocation structure,environment,channel,spatial layout and industrial chain.

  6. [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.

  7. 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.

  8. 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

  9. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    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......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...

  10. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    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......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...

  11. 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 ...

  12. ANALYSIS OF HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Anis Cecilia - Nicoleta

    2010-07-01

    Full Text Available Along with other material, financial resources, human resource is an indispensable element of each work process. The concept of human resource derives exactly from the fact that it has a limited nature and it is consumed by usage in the workplace. Any work process cannot be developed without the labour factor. Work is essentially a conscious activity specific to humans through which they release certain labour objects and transforms them according to his needs.

  13. 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.

  14. Evaluating human resource interventions

    Directory of Open Access Journals (Sweden)

    Joha Louw-Potgieter

    2012-07-01

    Full Text Available Orientation: Programme evaluation is a transdiscipline, which examines whether a programme has merit or not. A programme is a coherent set of activities aimed at bringing about a change in people or their circumstances.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.

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

    Directory of Open Access Journals (Sweden)

    Gonzalo M Vazquez-Prokopec

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

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

    Science.gov (United States)

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

    2013-01-01

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

  17. 50 years of physical growth and impressive technological advances unmatched by health human resources reform and cultural change.

    Science.gov (United States)

    Scott, Graham W S

    2012-01-01

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

  18. Population and human resources development.

    Science.gov (United States)

    Jones, G W

    1992-06-01

    The concern of this discourse on social development planning was that individuals be part of human resources development. Population growth is an obstacle to social development, but so is national expenditures on the military rather than diverting funds for social improvements. There are important benefits for society in social development: a valued consumption good, increased productivity, and reduced fertility. Dissatisfaction with an economic growth model of development occurred during the 1960s, and by the mid-1980s, human resource development was capsuled in Asia and the Pacific Region in the Jakarta Plan of Action on Human Resources Development and adopted in 1988. Earlier approaches favored the supply side. This article emphasizes "human" development which considers people as more than inputs to productivity. The quality of human resources is dependent on the family and society, the educational system, and individual levels of health and nutrition. Differences in income levels between East and South Asia have been attributed by Oshima to full use of the labor force and mechanization and training of workers. Ogawa, Jones, and Williamson contend that huge investment in infrastructure, efficient absorption of advanced technology, a stable political environment, and commitment to human capital formation are key to development. Demographic transition and decline in fertility at one point reflect growth and engagement in the labor force and resource accumulation. Although East Asia had higher levels of literacy and educational attainment than many developing countries, South Asia still has high fertility. Human resource development is dependent on reduced population growth rates, but rapid population growth is not an insurmountable obstacle to achieving higher levels of education. Rapid population growth is a greater obstacle in poorer countries. The impact can be reflected in increased costs of attaining educational targets of universal primary education or in

  19. Competitive dimensions of human resources

    OpenAIRE

    Neykova Rumyana Mykolaivna; Prokopenko Olha Volodymyrіvna; Shcherbachenko Viktoriia Oleksiivna

    2015-01-01

    This article deals with the essence of human resources competitive dimensions. Their competitive priorities are analyzed in dynamic business environment, with an emphasis on the quality of human resources, their adaptive skills, communication skills and mobility. The attention is paid to the role behavior of personnel and the policies for its management in the context of cutting down management costs.

  20. Competitive dimensions of human resources

    Directory of Open Access Journals (Sweden)

    Neykova Rumyana Mykolaivna

    2015-02-01

    Full Text Available This article deals with the essence of human resources competitive dimensions. Their competitive priorities are analyzed in dynamic business environment, with an emphasis on the quality of human resources, their adaptive skills, communication skills and mobility. The attention is paid to the role behavior of personnel and the policies for its management in the context of cutting down management costs.

  1. Human Resource Management. Third Edition.

    Science.gov (United States)

    Fisher, Cynthia D.; And Others

    This book offers students, practicing managers, and human resource professionals a comprehensive, current, research-based introduction to the human resource management (HRM) function. It is organized in eight sections, logically following the progression of individuals into, through, and out of the organization. Part 1, overview and introduction,…

  2. HOW TO SELECT APPROPRIATE HUMAN RESOURCE CONTROLLING INDICATORS

    Directory of Open Access Journals (Sweden)

    Monika Dugelova

    2015-09-01

    Full Text Available Human resource controlling represents a company’s strategic method to support its role is planning, checking, and managing—including information supplement for human resources department. Human resource controlling helps with optimization and transformation of human resource functions and with general human resource management. Our survey deals with the implementation of human resource controlling in information technology companies. The selection of appropriate human resource controlling tools is the most important part of implementation. This article deals with the problem of human resource indicators selection as the most frequently used human resource controlling tool. Many international authors have solved the problem of performance appraisal measurement, and there are numerous demonstrations on how to choose key performance indicators. Our motivation to draft the complex methodology of human resource indicators selection is based on non-existing solution among the authors. To solve the problem and find appropriate methodology, we use the methods comparison, abstraction, and concretization. The result is a creation of the right human resource indicators selection in line with human resource controlling aim. We use the Balanced Scorecard, Deloitte human resource strategy framework, and partial solution of Kleinhempel (2010. These results constitute the basis for our future research and for drafting the whole methodology of human resource controlling implementation in information technology companies.

  3. Study on Impact of Information Technology on Human Resource Management Model%论信息技术对人力资源管理模式的影响

    Institute of Scientific and Technical Information of China (English)

    贺玉静

    2015-01-01

    对现代企业来说,信息技术是一种能够提高企业运转效率的重要手段,对企业的人力资源管理也有重要的作用。因此,清楚地了解信息技术在现代企业的利用模式以及产生的效果,能帮助企业更好地利用信息技术进行内部管理,为企业转变人力资源管理模式提供借鉴。%For modern enterprises,information technology is a way to improve the operating efficiency of an important means of enterprise human resource management also has an important role.Therefore,a clear understanding of information technology in modern enterprises use patterns and effects produced,can help enterprises make better use of information technology for internal management,to provide a reference for enterprises to change their human resource management.

  4. The Human Technology

    DEFF Research Database (Denmark)

    Fausing, Bent

    with fundamental human values like intuition, vision and sensing; all the qualities the technology, the industrialisation and rationalisation, or in short modernity, has been criticized for having taken away from human existence. What technology has taken away now comes back through new technology as an aid...

  5. China Lags behind in Marine Resources Technology

    Institute of Scientific and Technical Information of China (English)

    卢布; 杨瑞珍; 陈印军; 吴凯; 张燕卿

    2007-01-01

    With the growing need for resources brought about by economic development, countries throughout the world have attached greater importance to the development and exploitation of marine resources.However,the scope and sphere of marine resources development are limited by the development level of marine resources technology.This paper introduces the achievements and problems of China’s marine resources development and exploitation,as well as the achievements,advantages and disadvantages in the scientific and technological development of our marine resources.It also discusses the general aims,key fields,preferred options and advanced techniques in the development of marine resources technology during the 11th Five-Year Plan,and offers policy suggestions for enhancing the creative abilities of marine resources technology.

  6. 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......, 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...... a shared interdisciplinary research and educational collaboration. As a creative research initiative it focuses on change and innovative thinking. The innovativeness is a result of the strongly interdisciplinary perspective which is at the heart of Designing Human Technologies. Designing Human Technologies...

  7. HUMAN RESOURCES MANAGEMENT IN SLOVAK TRANSPORT COMPANY

    OpenAIRE

    Farkašová, V.; KLIEŠTIK T.

    2005-01-01

    The article deals with human resource management in a transport company. It shortly examines the following: quality management, the functions of human resources management and requirements to the human resources personnel.

  8. 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".

  9. 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.

  10. 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.

  11. 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......, 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...... and technologies relating to performances and experiences, urban design, climate adaptation, etc. The research takes a process-oriented and participatory approach and involves interaction between different user interests and designs. It is based on empirical, typical case- and action research-oriented studies...

  12. 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...... of Western decision makers to a level of sustainable development. In order to support the dissemination of non-dogmatic medical meditation an international scientific monitoring program for various competing medical meditation settings might be useful. Western psychology rooted in the Western humanities...

  13. Will Technology Humanize Us?

    Science.gov (United States)

    Snider, Robert C.

    1972-01-01

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

  14. 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.

  15. 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

  16. Human resources, physical resources and economic development: A foundation of human resource economics

    OpenAIRE

    Furuoka, Fumitaka

    2015-01-01

    Despite numerous studies on production inputs, such labour and capital, there is still a lack of systematic analysis on the crucial interaction between the human resources (HR) and physical resources (PR) in the process of economic development. Thus, the current paper aims to describe how these production resources would jointly determine the dynamics process of economic development. This holistic role of the HR in the economic development can be a foundation for the human resource economics.

  17. Maximizing the human resource asset.

    Science.gov (United States)

    Thomas, L

    1998-06-01

    Managers are challenged to provide for employees' needs and increased expectations in a way that will benefit both them and the organization without significant increases in human resource costs. This article suggests another look at motivation, employee involvement, and the value of work itself as a means of meeting these challenges.

  18. INPO Assistance Activities: Human Resources

    Energy Technology Data Exchange (ETDEWEB)

    Wheelock, J.T.

    1999-11-14

    The Institute of Nuclear Power Operations (INPO) has a number of ongoing activities designed to provide assistance to our members in the human resources area. These include the Educational Assistance Program and the ongoing facilitation of information exchange through Nuclear Network and INPO publications. INPO will continue to seek ways to assist its member utilities.

  19. Strategic Human Resource Development. Symposium.

    Science.gov (United States)

    2002

    This document contains three papers on strategic human resource (HR) development. "Strategic HR Orientation and Firm Performance in India" (Kuldeep Singh) reports findings from a study of Indian business executives that suggests there is a positive link between HR policies and practices and workforce motivation and loyalty and…

  20. Diversiteit en Human Resources Beleid

    NARCIS (Netherlands)

    Meerman, G.M. M.

    2005-01-01

    Diversiteit en Human Resources Beleid een van de hoofdstukken uit het Leerboek Personeelsmanagement. Dit leerboek is opgebouwd uit vijf delen: Deel 1. Inleiding personeelsmanagement. In het eerste deel worden de context en de geschiedenis van personeelsmanagement behandeld. Deel 2. Planning en sturi

  1. Reorganizing and restructuring the human resources function

    OpenAIRE

    Alexandrina Mirela, Stan

    2010-01-01

    To determine what kind of skills (internal or external) of human resources are adequate organization can use human resources audit. Audit is an action guide that provides step by step consistency of human resources activities within the organization with legal regulations and informal practices. This paper aims to highlight the importance of human resources audit which is an essential activity and is basis for the reorganization and restructuring of human resources function.

  2. Exploring Data in Human Resources Big Data

    OpenAIRE

    Adela BARA; Iuliana BOTHA; Anda BELCIU (VELICANU); Bogdan NEDELCU

    2016-01-01

    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 an...

  3. 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)

  4. 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)

  5. 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,…

  6. 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.

  7. 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,…

  8. Technology adoption in nonrenewable resource management

    Energy Technology Data Exchange (ETDEWEB)

    Cunha-e-Sa, Maria A.; Balcao Reis, Ana [Universidade Nova de Lisboa, Faculdade de Economia, Campus de Campolide, PT-1099-032, Lisboa (Portugal); Roseta-Palma, Catarina [Departamento de Economia, ISCTE, Avenida das Forcas Armadas, PT-1649-026, Lisboa (Portugal)

    2009-03-15

    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)

  9. Strategic Management of Human Resources

    OpenAIRE

    Madlena Nen

    2014-01-01

    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, analy...

  10. Human resources in a draught

    OpenAIRE

    Arzenšek, Ana; Musek Lešnik, Kristijan

    2016-01-01

    An empirical study of interpretive schemas regarding human resource management (HRM) and its social responsibility of selected manufacturers in the automotive industry and of financial institutions is presented. We were interested in how participants interpreted the role of the HRM department during the economic crisis of 2008. It was assumed that HRM is subjected to increased accommodation processes during economic turbulence. Interpretive schemas regarding HRM of three selected manufacturer...

  11. Natural Resources and Human Impact

    Science.gov (United States)

    Starkel, Leszek

    2016-01-01

    It is rotational movement of the Earth that decides on the climatic zonation of natural resources, as modified by the positions of the continents and oceans and the irregular spread of fossil fuels. Intensive human activity poses threats to the development of natural geoecosystems. The last century also brought growing civilizational threats to the environment on the global, regional and local scales. The author characterise the prospects in regard to global changes, and discuss the solutions needing to be pursued if human geoecosystems are to be protected (through management and education).

  12. Human Resources--The Last Resources of a Frontier Society?

    Science.gov (United States)

    Hayes, James L.

    1976-01-01

    The development of physical resources has brought about major problems for society. Management must recognize that it is in the realm of human resources where growth can be best achieved through training and development. (EC)

  13. HUMAN RESOURCE MANAGEMENT - FROM FUNCTION TO STRATEGIC PARTNER

    National Research Council Canada - National Science Library

    Todericiu Ramona; Serban Anca;

    2013-01-01

    ...-term sustained performance. The recent chances in the economy and the development of new technologies are creating the proper set for a series of other changes regarding the human resource management...

  14. Integrating Chinese and African Culture into Human Resource ...

    African Journals Online (AJOL)

    Integrating Chinese and African Culture into Human Resource Management Practice to ... Journal of Language, Technology & Entrepreneurship in Africa ... both economically and politically in her endeavour to foster international relationships.

  15. 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.

  16. Human Resources Management and Organizational Politics

    OpenAIRE

    Aspiannor Masrie; Seniwati

    2010-01-01

    This Paper extends the literatur on the connection betwwen human resource management and organizational politics in Indonesia. This paper provides a critical examination of the meaning of organizational politics (OP) for human resource management (HRM).

  17. Human Resources Management and Organizational Politics

    OpenAIRE

    Aspiannor Masrie; Seniwati

    2010-01-01

    This Paper extends the literatur on the connection betwwen human resource management and organizational politics in Indonesia. This paper provides a critical examination of the meaning of organizational politics (OP) for human resource management (HRM).

  18. Summary of New Generation Technologies and Resources

    Energy Technology Data Exchange (ETDEWEB)

    None

    1993-01-08

    This compendium includes a PG&E R&D program perspective on the Advanced Energy Systems Technology Information Module (TIM) project, a glossary, a summary of each TIM, updated information on the status and trends of each technology, and a bibliography. The objectives of the TIMs are to enhance and document the PG&E R&D Program's understanding of the technology status, resource potential, deployment hurdles, commercial timing, PG&E applications and impacts, and R&D issues of advanced technologies for electric utility applications in Northern California. [DJE-2005

  19. The Nature of Effective Human Resource Planning.

    Science.gov (United States)

    Don, Daniel; Kleiner, Brian H.

    1991-01-01

    The general structure of the human resource planning function in organizations and the responsibilities at each level of management are discussed. A framework for constructing and implementing a human resource planning system is outlined, and several approaches for human resource forecasting are examined. (MSE)

  20. Electricity sector human resources review

    Energy Technology Data Exchange (ETDEWEB)

    Cottingham, C. [Canadian Electricity Association, Montreal, PQ (Canada)

    2004-07-01

    The Canadian Electricity Association (CEA) has conducted a review of the human resources (HR) sector to provide industry with labour force data. The study developed a detailed forward looking industry profile in order to identify industry best practices and to develop an HR strategy for the Canadian electricity sector. The study revealed a declining Canadian born labor force and questioned whether immigration can fulfill Canada's labor needs. Demand for talent will continue as the electric power industry expands with new supply and infrastructure development over the next 20 years. tabs., figs.

  1. Benchmarking of human resources management

    OpenAIRE

    David M. Akinnusi

    2008-01-01

    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 HR...

  2. Enterprise Human Resources Information Mining Based on Improved Apriori Algorithm

    Directory of Open Access Journals (Sweden)

    Lei He

    2013-05-01

    Full Text Available With the unceasing development of information and technology in today’s modern society, enterprises’ demand of human resources information mining is getting bigger and bigger. Based on the enterprise human resources information mining situation, this paper puts forward a kind of improved Apriori algorithm based model on the enterprise human resources information mining, this model introduced data mining technology and traditional Apriori algorithm, and improved on its basis, divided the association rules mining task of the original algorithm into two subtasks of producing frequent item sets and producing rule, using SQL technology to directly generating frequent item sets, and using the method of establishing chart to extract the information which are interested to customers. The experimental results show that the improved Apriori algorithm based model on the enterprise human resources information mining is better in efficiency than the original algorithm, and the practical application test results show that the improved algorithm is practical and effective.

  3. 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...

  4. 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.

  5. 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.

  6. 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.

  7. 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)

  8. HUMAN RESOURCE MANAGEMENT IN THE HOSPITALITY INDUSTRY

    OpenAIRE

    Ivanovic, Slobodan; Blazevic, Maja

    2009-01-01

    An enterprises human assets or, put more conventionally, its human resources tend to be one the most significant costs for most hospitality enterprises. In most hotels the payroll is the single biggest cost item, whilst in restaurants and bars it is usually second only to material costs. Furthermore, human resources are usually the first point of contact between an enterprise and its customers. The effective management of these human resources is therefore vital to the success of the enter...

  9. 大数据技术背景下金融企业人力资源管理优化探讨%Discussion on the optimization of human resource management in financial enterprises under the background of big data technology

    Institute of Scientific and Technical Information of China (English)

    郑晓敏

    2016-01-01

    By analyzing the problems existing in the human resource management of financial enterprises, this paper provides the measures on the basic application of big data technology in enhancing the professional training effect of financial enterprises, improving the efficiency of financial enterprise human resource allocation and strengthening human resources career management, which provides a reference for further use of big data technology, and for developing, managing and optimizing human resources.%通过分析金融企业人力资源管理工作存在的问题,提供了做好大数据技术在金融企业的基础应用工作、应用大数据技术提升金融企业的专业培训效果、提高金融企业人力资源配置效率和加强金融企业人力资源职业生涯管理等人力资源管理优化方法和策略,为金融企业进一步利用大数据技术,做好人力资源的开发、管理和优化做出了行业性、时代性的参考。

  10. 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)

  11. 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...

  12. 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…

  13. 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…

  14. 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…

  15. 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…

  16. PERSONNEL DIVISION BECOMES HUMAN RESOURCES DIVISION

    CERN Document Server

    Division des ressources humaines

    2000-01-01

    In the years to come, CERN faces big challenges in the planning and use of human resources. At this moment, Personnel (PE) Division is being reorganised to prepare for new tasks and priorities. In order to accentuate the purposes of the operation, the name of the division has been changed into Human Resources (HR) Division, with effect from 1st January 2000. Human Resources DivisionTel.73222

  17. 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...

  18. SMSs INNOVATION AND HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Alexandra MIRONESCU; STEPIEN, Sebastian

    2012-01-01

    This paper aims at analysing the relationship between innovation and human resource management (HRM),attempting to establish whether innovation determines the firms human resource management or, conversely, human resource management influences the innovation level of the company. Based on this review, some research hypotheses are formulated. Articles findings results provide evidence that, in order to affect employee behaviour, the firms must develop a bundle of internally consistent HRM prac...

  19. The Effectiveness of Human Resource Management Practices

    National Research Council Canada - National Science Library

    Eric Ng Chee Hong; Lam Zheng Hao; Ramesh Kumar; Charles Ramendran; Vimala Kadiresan

    2012-01-01

    An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention...

  20. Benchmarking of human resources management

    Directory of Open Access Journals (Sweden)

    David M. Akinnusi

    2008-12-01

    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.

  1. 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.

  2. 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…

  3. Economics and Human Resource Development: A Rejoinder

    Science.gov (United States)

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

    This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…

  4. Economics and Human Resource Development: A Rejoinder

    Science.gov (United States)

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

    This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…

  5. Linking Career Development and Human Resource Planning.

    Science.gov (United States)

    Gutteridge, Thomas G.

    When organizations integrate their career development and human resources planning activities into a comprehensive whole, it is the exception rather than the rule. One reason for the frequent dichotomy between career development and human resource planning is the failure to recognize that they are complements rather than synonyms or substitutes.…

  6. Human Resource Function Competencies in European Companies

    NARCIS (Netherlands)

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

    2004-01-01

    textabstractThis paper presents an overview of recent empirical research on human resource competencies in Europe. The data were collected in 2002 in the global Human Resource Competence Study, an initiative of the University of Michigan. The results suggest that personal credibility and HR delivery

  7. 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…

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

    OpenAIRE

    Neagu Olimpia

    2011-01-01

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

  9. 76 FR 20376 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2011-04-12

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: May 4..., technology, engineering, and mathematics (STEM) education and human resources programming. Agenda May 4,...

  10. 78 FR 61400 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2013-10-03

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 6...'s science, technology, engineering, and mathematics (STEM) education and human resources programming...

  11. 77 FR 61033 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Science.gov (United States)

    2012-10-05

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 7... technology, engineering, and mathematics (STEM) education and human resources programming. Agenda November 7...

  12. 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

  13. 基于移动技术的人力资源系统的分析与设计%The Analysis and Design of Human Resources System Based on Mobile technology

    Institute of Scientific and Technical Information of China (English)

    严霄鹏

    2012-01-01

    This paper introduces a human resources system based on mobile technology,designing by B/S and C/S hybrid architecture. By using the CMPP2.0 protocol,the mobile gateway combines the human resources system, then using the cell phone to update the system anytime .%本文提出了基于移动技术人力资源系统,其中人力资源系统通过B/S和C/S的混合结构,通过CMPP2.0协议实现移动网关与人力资源系统的对接,通过手机接收和实时更新人力资源信息。

  14. MANAGEMENT OF HUMAN RESOURCES IN TOURISM

    OpenAIRE

    Sandra Herman

    2015-01-01

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

  15. 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.

  16. 78 FR 8192 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2013-02-05

    ... From the Federal Register Online via the Government Publishing Office NATIONAL SCIENCE FOUNDATION Agency Information Collection Activities: Comment Request; Education and Human Resources Project... study will assess the implementation of resources, models, and technologies to determine how and why...

  17. 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

  18. Human Translator and Translation Technology

    Institute of Scientific and Technical Information of China (English)

    李辰

    2016-01-01

    With the great development of technology, translation technology exerts great influence on human translators because during their translation process, they may use many computer-aided translation tools, such as TRADOS, Snowman, WordFisher and etc. However, they always misunderstand the concept of computer-aided translation, so this thesis managed to providedetails about some translation technology and human translators' strengths so as to help them improve the productivity and the quality of theirtranslation works effectively and efficiently.

  19. 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…

  20. 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.

  1. 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)...

  2. Highlights of Human Resource Development Conferences 1979.

    Science.gov (United States)

    Bunker, Barbara Benedict; And Others

    1979-01-01

    The articles focus on building interpersonal skills utilizing experiential training to socialize new employees and develop leadership. They also focus on training decision makers, performance appraisal, career development, mobilizing human resources and ego stages in organizational development. (CMG)

  3. Retention practices in education human resources management

    African Journals Online (AJOL)

    Erna Kinsey

    Department of Education Management and Policy Studies, University of Pretoria, ... teachers is premised on the principles of quality management which aim at continual ... (tenure) applied in the management of human resources in education.

  4. Human resources evaluation in a marketing organization

    National Research Council Canada - National Science Library

    Gutić Dragutin; Matković Ivan

    2009-01-01

    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...

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

    African Journals Online (AJOL)

    Human Resource Subjects Allocation and Students' Academic Performance in ... AFRICAN JOURNALS ONLINE (AJOL) · Journals · Advanced Search · USING AJOL ... while the dependent variables were students' academic performance.

  6. Human Resource Development Strategies: The Malaysian Scenario

    Directory of Open Access Journals (Sweden)

    Haslinda Abdullah

    2007-01-01

    Full Text Available The socio-economic development of Malaysia is greatly influenced by human resources activities in both the private and public sectors. But the private sector, particularly the industrial sector is the key player for the country’s economic growth. In acknowledging human resources importance in this sector, the country’s developmental plans developed thrusts that support the development of human resources to become skilled, creative and innovative. This article examines the concepts and nature of human resource development (HRD at the national level in Malaysia. In examining HRD from the national perspective, a review of documentary evidence from relevant Governmental reports and documents was utilised. The plans, policies, strategies, roles and responsibilities in HRD at the national level were discussed.

  7. 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)

  8. Human Resource Planning for Equity and Efficiency.

    Science.gov (United States)

    Martin, Ann M.

    1982-01-01

    The author discusses the factors which must be considered for effective human resource planning. These factors include a grasp of regional reindustrialization, social and demographic changes, and social and economic priorities.

  9. 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 branch

  10. 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

  11. 台湾技术创新模式与人力资源开发演变研究%An Analysis of the Evolution in Technology Innovation Modes and Human Resource Development in Taiwan

    Institute of Scientific and Technical Information of China (English)

    张彦英

    2016-01-01

    The innovation modes of China Taiwan District experienced episodes of simple imitative innovation ,digestion and absorption of imitative innovation ,transition from imitative innovation to self‐dependent innovation ,and self‐dependent in‐novation .Adapting to the periodic changing models in technology innovation ,Taiwan authorities have adopted the appro‐priate human resource development programs ,from the early development stage in human resources ,development stage in highly skilled talents ,development stage focusing on science and technology talents ,and comprehensive development stage in innovative talents .Human resource development matching technology innovation mode selection meets the demand for talents at different stages of economic development in Taiwan .The result indicates that based on the reality of imbalance in the development of regional economy ,the eastern and central to w estern parts in Chinese mainland should develop dif‐ferent models of technology innovation and different strategies of human resource development to make full use of later -mover advantage .%中国台湾地区技术创新模式经历了简单模仿创新、消化吸收模仿创新、模仿创新向自主创新转变和自主创新4个演变历程。与技术创新模式阶段性变化相适应,台湾当局采取了相应的人力资源开发培养计划,经历了人力资源开发、高技能人才开发、重点科技人才开发和创新型人才全面开发4个阶段。人力资源开发与技术创新模式选择相匹配,满足了台湾地区不同经济发展阶段对人才的需求。借鉴台湾地区的成功经验,基于中国大陆区域经济发展不平衡的现实,提出东部与中部、西部应在充分利用自身后发优势的基础上,采取不同的技术创新模式和人力资源开发战略。

  12. Human Resource Management should be more strategic

    Institute of Scientific and Technical Information of China (English)

    邢存宇; 梅凯

    2010-01-01

    Today’s business environment is placing unparalleled demands on organizations to discover ways to operate more efficiently,while quickly responding to changing needs and demands in business and environment. Both new approaches and techniques are needed to meet these demands (Dangayach,2001). So,human resource management needs a long-term strategy and to be corresponding with a company’s business strategy. In other words,human resource management should be more strategic.

  13. 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....

  14. [Guidelines for the management of human resources].

    Science.gov (United States)

    Charbonnier, E; Vaubourdolle, M; Pernet, P; Gerrier, F

    2013-06-01

    The management of human resources is a major issue for laboratory accreditation, since it allows to show the proofs of competency assessment, a basis to ensure the confidence. In this paper, the main processes involved are described: the general process for the management of human resources and the authorization for personnel process. Guidelines for document control are also proposed. At least, examples are given to facilitate the implementation of these guidelines in a medical laboratory.

  15. 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...

  16. Human Resource Development in Construction Industry

    OpenAIRE

    Behnam Neyerstani

    2014-01-01

    Human Resource Development (HRD) is the domain that performs core function in an organization for the advancement of personal and professional skills, knowledge and abilities of employees. Human resource development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification and organization development. HRD has the key role in improving knowledge and skills on huma...

  17. 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....

  18. A Keyword Analysis for Human Resource Management Factors

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

    Full Text Available With the constant increasing in technology and education, with development of multinational corporations and frequent changes in economic status and structures, Human Resources become the most crucial, the most reliable and necessary department. Moreover, in many companies, Human Resource Department is the most important department. The main purpose of this research is to mark off top rated factors related with Human Resource Management by analyzing all the abstracts of the published papers of a Human Resource Management journal for the period between the first issue of 2005 and the first issue of 2013. We identified the most frequent categories of the articles during this analyzed period. The literature is reviewed according to the identified factors related to Human Resource Management. If the keywords about Human Resources (35,7 % is not considered, it is observed that the researches, for the selected period, have organizational approach (39,2 % (Management, organizational strategy, organizational performance, organizational culture, contextual issues, technical issues and location and from the individual approach (24,4 % (Individual performance, training and education, employee rights, and behavioral issues. Furthermore, it is also observed that the researchers (a mainly give importance to the practice more than the theory and (b consider the organization more than the individual.

  19. Treatment Technology and Alternative Water Resources

    Science.gov (United States)

    Chapman, M. J.

    2014-12-01

    At this point in our settlement of the planet Earth, with over seven billion human inhabitants, there are very few unallocated sources of fresh water. We are turning slowly toward "alternatives" such as municipal and industrial wastewater, saline groundwater, the sea, irrigation return flow, and produced water that comes up with oil and gas deposits from deep beneath the surface of the earth. Slowly turning, not because of a lack in technological ability, but because it takes a large capital investment to acquire and treat these sources to a level at which they can be used. The regulatory system is not geared up for alternative sources and treatment processes. Permitting can be circular, contradictory, time consuming, and very expensive. The purpose for the water, or the value of the product obtained using the water, must be such that the capital and ongoing expense seem reasonable. There are so many technological solutions for recovering water quality that choosing the most reliable, economical, and environmentally sound technology involves unraveling the "best" weave of treatment processes from a tangled knot of alternatives. Aside from permitting issues, which are beyond the topic for this presentation, the "best" weave of processes will be composed of four strands specifically fitted to the local situation: energy, pretreatment, driving force for separation processes, and waste management. A range of treatment technologies will be examined in this presentation with a focus on how the quality of the feed water, available power sources, materials, and waste management opportunities aid in choosing the best weave of treatment technologies, and how innovative use of a wide variety of driving forces are increasing the efficiency of treatment processes.

  20. Human Resources Management Value in Knowledge-Based Society

    OpenAIRE

    Lobanova, Liudmila

    2009-01-01

    While building knowledge-based society and economy, particular importance in human resources management falls on the value of human resources and management expertise. The article analyses the features of human resources management competences in terms of completing human resources management functions in practice with a view to advantages of human resources management approaches compared with traditional approaches to human resources management. Upon research on personnel management function...

  1. TEPCO's Approach to Power-Engineer Human Resource Development

    Science.gov (United States)

    Sato, Masaki

    We think 'human resources and technology' is developed only by self-training continuously, keeping higher motivation and practicing repeatedly. Moreover it is indispensable for sustainable development of company. Management vision, top-down message with vertical communication, and bottom-up systematic approaches are necessary for sustainable human resource development, sharing the value with coordination, and in addition, OJT and Off-JT method should be used effectively. This paper shows TEPCO's attempts to develop engineers' technical skills as a reference of a in-company continuing professional development.

  2. [Human resources and health work: challenges for a research agenda].

    Science.gov (United States)

    Assunção, Ada Avila; Belisário, Soraya Almeida; Campos, Francisco Eduardo; D'Avila, Luciana Souza

    2007-01-01

    This article discusses several key concepts for human resources policy in health in the context of Latin America's regional integration efforts. The article focuses on different concepts of integration to emphasize the analytical distinction between regional and conceptual integration. It also presents labor and human resources concepts before discussing, in the final analysis, the challenges that a common research agenda faces in the context of current health sector reforms in Latin America. The conclusion emphasizes the need to develop a technology and research system capable of supporting the agenda for exchange between MERCOSUR member countries.

  3. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

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

    2007-01-01

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

  4. 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…

  5. Human Knowledge Resources and Interorganizational Systems

    NARCIS (Netherlands)

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

    2007-01-01

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

  6. Research on the Personnel Competency Model of the Human Resource of the Defence Technology%国防科技人力资源胜任特征评估模型研究

    Institute of Scientific and Technical Information of China (English)

    万玺; 白栋

    2011-01-01

    The paper has a practical study on the personnel competency of the defence technology, five indexes are filtered as the key competency and endowed with quotient.It puts up a new evaluation method, and designs a rating model of competency of human resource for defense technology.%对国防科技人力资源胜任特征进行实证研究,筛选出5个指标作为关键胜任特征指标并分别赋予权重,提出了评估方法,构建了国防科技人力资源胜任特征评估模型,并进行简单的应用.

  7. Human Performance Technology and HRD

    Science.gov (United States)

    Carliner, Saul

    2014-01-01

    Performance--the achievement of results--is central to definitions of HRD. Performance Technology (HPT) refers to a systematic methodology for developing performance in individuals and organizations. Through a systematic process, HPT explores issues at the organizational, unit, and individual level, and with skills and knowledge, resources, and…

  8. 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.

  9. 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.

  10. Development of human resources for Indian nuclear power programme

    Indian Academy of Sciences (India)

    R B Grover; R R Puri

    2013-10-01

    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 wellstructured 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.

  11. Human Resources Plan 2003-2010

    CERN Document Server

    2002-01-01

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

  12. Human resources: a common-sense discipline.

    Science.gov (United States)

    Courtney, Lisa R

    2004-02-01

    Being able to hire the right team members, keeping them engaged ina professional and productive environment, and avoiding litigation help keep the team functioning and meeting the everyday goals of providing quality patient care. Although these topics may seem complex, medical providers and professionals have resources available to them, such as the Human Resources department, the Medical Director, senior management,and legal counsel. Hiring the right people, creating a positive work environment, and avoiding litigation are all common sense principals that are relevant regardless of profession, industry, or company. Understanding how to apply the principles and concepts of Human Resources and personnel management can seem overwhelming: however, asking for help from the resources mentioned previously and applying the common sense information found in this article will help one to be a successful leader and practitioner.

  13. Human Resource and Work Life

    DEFF Research Database (Denmark)

    Hansen, Gitte Dalgaard

    2016-01-01

    of human beings the nurses are – what they priorities in their lives and therefore what they priorities in their work. In my Ph.D. I have described the staffing challenges that characterize the Danish labor market as a way to illustrate the relevance of the thesis. More specifically a clarification...... of the recruitment- and maintenance problems that have existed in the hospital organization in the recent years (despite the existing financial crisis) and will continue to influence the organization in the upcoming years. The focus will be on the shortage of the nurses that have influenced the Danish labor market...... that the challenges of the manpower planning in relation to nurses not only applies to the selected ward (Heart-Lung Surgical Ward) at a Danish hospital (Aalborg Hospital), but are issues that can and has affected the entire Danish healthcare system. Challenges, which must be taken seriously if the consequences...

  14. 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...... for organizing learning and ways of utilizing employee knowledge are considered as main challenges. Identification of principles and management instruments are based on research, which means generated form theoretical knowledge and empirical panel data covering firms from the private urban sector in Denmark...

  15. CERN HUMAN RESOURCES 2002 REPORT NOW AVAILABLE

    CERN Multimedia

    Human Resources Division

    2002-01-01

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

  16. Green Human Resource Management: Policies and practices

    Directory of Open Access Journals (Sweden)

    Shoeb Ahmad

    2015-12-01

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

  17. 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.

  18. 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 Identification" (David B. Greenberger,…

  19. Resource efficiency potential of selected technologies, products and strategies.

    Science.gov (United States)

    Rohn, Holger; Pastewski, Nico; Lettenmeier, Michael; Wiesen, Klaus; Bienge, Katrin

    2014-03-01

    Despite rising prices for natural resources during the past 30 years, global consumption of natural resources is still growing. This leads to ecological, economical and social problems. So far, however, limited effort has been made to decrease the natural resource use of goods and services. While resource efficiency is already on the political agenda (EU and national resource strategies), there are still substantial knowledge gaps on the effectiveness of resource efficiency improvement strategies in different fields. In this context and within the project "Material Efficiency and Resource Conservation", the natural resource use of 22 technologies, products and strategies was calculated and their resource efficiency potential analysed. In a preliminary literature- and expert-based identification process, over 250 technologies, strategies, and products, which are regarded as resource efficient, were identified. Out of these, 22 subjects with high resource efficiency potential were selected. They cover a wide range of relevant technologies, products and strategies, such as energy supply and storage, Green IT, transportation, foodstuffs, agricultural engineering, design strategies, lightweight construction, as well as the concept "Using Instead of Owning". To assess the life-cycle-wide resource use of the selected subjects, the material footprint has been applied as a reliable indicator. In addition, sustainability criteria on a qualitative basis were considered. The results presented in this paper show significant resource efficiency potential for many technologies, products and strategies.

  20. 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.

  1. Human Resource Ecosystem and its evolutionary rules

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    The Paper,based on the concept and the elements of human resource ecosystem(HR Ecosystem),studies the function and structure of HR Ecosystem,introduces the entropy theory to define the content of entropy of HR Ecosystem,constructs the corresponding distinctive model to distinguish the direction of the evolution of HR Ecosystem and the evolutionary entropy model, and applies the models to demonstrate the evolutionary rules of HR Ecosystem.The study shows that the entropy theory can be well applied to the analysis on HR Ecosystem and that it opens up a new field in the research of human resource management and provides a new effective technical method.

  2. 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.

  3. 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......

  4. Distributed Human Resource Redistribution System Based on Agent and Ontology

    Institute of Scientific and Technical Information of China (English)

    Li Xiangquan; Wang Ningsheng; Long Wen

    2006-01-01

    A computer system for human resource (HR) redistribution system is presented to solve the balance problem of the "surplus resources" and "surplus tasks" among a group of project units. The system architecture is designed in a compositional manner using the elements of agent technology and knowledge technology. A combination of generic agent models, ontology and knowledge provides an effective approach to address the dynamic, distributed and knowledge-intensive characters of the HR management. In the system, the broker agent acting as intermediary provides matchmaking services to the domain agents, and the individual domain agents communicate directly with each other. The HR ontology provides the semantic match of the surplus task and the surplus resource. Finally, an application example is presented to illustrate the achieved solution for a concrete scenario. This novel way offers a comprehensive HR exchange solution and is suitable for both intra-organizational and inter-organizational HR management.

  5. 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

  6. 公共人力资源获取技术中的公平性价值追求研究%Inpartiality Value Pursuing in Public Departments Human Resources Acquierment Technology

    Institute of Scientific and Technical Information of China (English)

    姚峰; 秦晓蕾

    2011-01-01

    As the critical value on the process of Public Department Human Resources Acquirement, impartiality value would have the tremendous effect or even determine the HR's decision because of the untiring pursuing to impartiality value. The impartiality value also permeates and is represented in Public Department Human Resources Acquirement's system and technology. However, various values from different interest groups would impact on the process of Public Department Human Resources Acquirement. So in this article we also analyzes the process of how impartiality value conflicts, competes and cooperate with different values, finally keep in balance in such a diversification political environment.%本文以公共部门人力资源获取对公平性价值的不懈追求为基本核心,从公共人力资源获取的概念及公平性价值对于人力资源获取的意义入手,深入全面地剖析了公平性价值在公共部门人力资源获取中制度层面及技术层面各个环节的渗透与体现,并着重提出了在当代公共部门人力资源获取中越来越呈现价值多元化并存的局面下,公平性价值怎样与各种价值相互竞争、相互兼容并最终达到平衡的过程.

  7. [Wireless human body communication technology].

    Science.gov (United States)

    Sun, Lei; Zhang, Xiaojuan

    2014-12-01

    The Wireless Body Area Network (WBAN) is a key part of the wearable monitoring technologies, which has many communication technologies to choose from, like Bluetooth, ZigBee, Ultra Wideband, and Wireless Human Body Communication (WHBC). As for the WHBC developed in recent years, it is worthy to be further studied. The WHBC has a strong momentum of growth and a natural advantage in the formation of WBAN. In this paper, we first briefly describe the technical background of WHBC, then introduce theoretical model of human-channel communication and digital transmission machine based on human channel. And finally we analyze various of the interference of the WHBC and show the AFH (Adaptive Frequency Hopping) technology which can effectively deal with the interference.

  8. 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

  9. Combining Human Resource and Stakeholder Management Perspectives

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management......, Strategic Human Resource Development and Stakeholder Management studies and, on this basis, investigates the case of an Italian bank to understand the nature and characteristics of collaborative learning activities towards external stakeholders. The investigation supports the proposition that HR development...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network....

  10. Cultural Development through Human Resource Systems Integration.

    Science.gov (United States)

    Albert, Michael

    1985-01-01

    Discusses the framework for developing a cultural human resources management (HRM) perspective. Central to this framework is modifying HRM programs to reinforce the organization's preferred practices. Modification occurs through selection, orientation, training and development, performance appraisal, career development, and compensation and…

  11. 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...

  12. Human resources and the gas industry

    Energy Technology Data Exchange (ETDEWEB)

    Klass, D.L. (Inst. of Gas Tech., Chicago, IL (United States))

    1991-07-01

    This article addresses the need for a work force that is well trained and efficient in order for the natural gas industry to be competitive in the future and offers recommendations for industry involvement in encouraging and enabling technical education. Topics discussed include developments affecting human resources, gas industry training methods, and recommendations for improvement.

  13. 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, how

  14. 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,

  15. 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.

  16. The Dictionary for Human Resource Development.

    Science.gov (United States)

    Smith, Douglas H., Comp.

    This dictionary lists and defines approximately 360 words and phrases used in the field of human resource development (HRD). It reflects the opinions and collective expertise of a diverse range of HRD practitioners and faculty. The words and phrases selected were drawn from a search of more than 300 current and recent texts and 10 periodicals in…

  17. Managing human resources to improve employee retention.

    Science.gov (United States)

    Arnold, Edwin

    2005-01-01

    Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.

  18. Human Resource Planning: An Introduction. Report 312.

    Science.gov (United States)

    Reilly, Peter

    This report is designed to give readers an introduction to the principles of human resource planning (HRP) and the areas in which it can be used, including those facing today's managers. Chapter 1 outlines why some organizations no longer plan, describes the background of change and uncertainty that discouraged them, and defines HRP. Chapter 2…

  19. Human Resource Development and Organizational Values

    Science.gov (United States)

    Hassan, Arif

    2007-01-01

    Purpose: Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship.…

  20. Human Resources Management & Development Handbook. Second Edition.

    Science.gov (United States)

    Tracey, William R., Ed.

    This revised handbook on the theory and practice of human resources management and development (HRM/D) focuses on people management and the personnel development processes. The book's 18 parts and 102 chapters by 107 contributors provide authoritative and comprehensive information on every aspect of modern HRM/D. Part 1 provides an overview of…

  1. Cultural Development through Human Resource Systems Integration.

    Science.gov (United States)

    Albert, Michael

    1985-01-01

    Discusses the framework for developing a cultural human resources management (HRM) perspective. Central to this framework is modifying HRM programs to reinforce the organization's preferred practices. Modification occurs through selection, orientation, training and development, performance appraisal, career development, and compensation and…

  2. Human protein reference database as a discovery resource for proteomics

    Science.gov (United States)

    Peri, Suraj; Navarro, J. Daniel; Kristiansen, Troels Z.; Amanchy, Ramars; Surendranath, Vineeth; Muthusamy, Babylakshmi; Gandhi, T. K. B.; Chandrika, K. N.; Deshpande, Nandan; Suresh, Shubha; Rashmi, B. P.; Shanker, K.; Padma, N.; Niranjan, Vidya; Harsha, H. C.; Talreja, Naveen; Vrushabendra, B. M.; Ramya, M. A.; Yatish, A. J.; Joy, Mary; Shivashankar, H. N.; Kavitha, M. P.; Menezes, Minal; Choudhury, Dipanwita Roy; Ghosh, Neelanjana; Saravana, R.; Chandran, Sreenath; Mohan, Sujatha; Jonnalagadda, Chandra Kiran; Prasad, C. K.; Kumar-Sinha, Chandan; Deshpande, Krishna S.; Pandey, Akhilesh

    2004-01-01

    The rapid pace at which genomic and proteomic data is being generated necessitates the development of tools and resources for managing data that allow integration of information from disparate sources. The Human Protein Reference Database (http://www.hprd.org) is a web-based resource based on open source technologies for protein information about several aspects of human proteins including protein–protein interactions, post-translational modifications, enzyme–substrate relationships and disease associations. This information was derived manually by a critical reading of the published literature by expert biologists and through bioinformatics analyses of the protein sequence. This database will assist in biomedical discoveries by serving as a resource of genomic and proteomic information and providing an integrated view of sequence, structure, function and protein networks in health and disease. PMID:14681466

  3. Human health monitoring technology

    Science.gov (United States)

    Kim, Byung-Hyun; Yook, Jong-Gwan

    2017-05-01

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

  4. Education and making human resources activities in japanese universities

    Energy Technology Data Exchange (ETDEWEB)

    Toshikazu, Takeda [Osaka Univ., Div. of Sustainable Energy and Environmental Engineering, Graduate School of Engineering, Suita Osaka (Japan); Yoshiaki, Oka [Tokyo Univ., Dept. of Nuclear Engineering and Management (Japan); Seiji, Shiroya [Kyoto Univ., Research Reactor Institute, Osaka (Japan)

    2007-07-01

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

  5. Non-verbal communication in human resource management

    OpenAIRE

    Babkina, Nadezda

    2011-01-01

    Effective non-verbal communication, communication through body language, is one of the fundamental prerequisites for successful manager's performance. The main goal of this bachelor thesis is to analyze the importance of nonverbal communication in human resource management and, on the example of management style and nonverbal communication of two the most successful managers in the world of information and communication technologies, Steve Jobs and Bill Gates, to formulate basic recommendatio...

  6. Cultivating New-type Farmers Based on the Theory of Human Resources Development

    OpenAIRE

    Zhang, Li

    2010-01-01

    Under the direction of theory of human resources development, this thesis analyzes the impact of rural human resources development on cultivating new-type farmers. Firstly, it increases the input of rural basic education; secondly, it reinforces the vocational education and technology training; thirdly, it promotes the rural medical and public health services; fourthly, it quickens the rural labor transfer. The status quo of China’s rural human resources has been analyzed as follows: in ter...

  7. 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

  8. 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.

  9. Using GPS Technology to Quantify Human Mobility, Dynamic Contacts and Infectious Disease Dynamics in a Resource-Poor Urban Environment: e58802

    National Research Council Canada - National Science Library

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

    2013-01-01

      Empiric quantification of human mobility patterns is paramount for better urban planning, understanding social network structure and responding to infectious disease threats, especially in light...

  10. Harmonisation of Technology and Humanism

    Directory of Open Access Journals (Sweden)

    Getashvili Irina

    2013-06-01

    Full Text Available The article is devoted to information and communication technologies and the principles of humanism in education village. Humanist and modern communications systems, communications and information opens up new possibilities in the formation of children's talents. This had a positive effect on the state of affairs of the village, the region and the country. Improve the quality, effectiveness of education

  11. Shared resource control between human and computer

    Science.gov (United States)

    Hendler, James; Wilson, Reid

    1989-01-01

    The advantages of an AI system of actively monitoring human control of a shared resource (such as a telerobotic manipulator) are presented. A system is described in which a simple AI planning program gains efficiency by monitoring human actions and recognizing when the actions cause a change in the system's assumed state of the world. This enables the planner to recognize when an interaction occurs between human actions and system goals, and allows maintenance of an up-to-date knowledge of the state of the world and thus informs the operator when human action would undo a goal achieved by the system, when an action would render a system goal unachievable, and efficiently replans the establishment of goals after human intervention.

  12. Contemporary Perspectives of Strategic Human Resource Administration

    Directory of Open Access Journals (Sweden)

    Héctor L Bermúdez

    2014-12-01

    Full Text Available The literature review on Human Resource Administration (HRA permits inferring that since the late 1970s, interest emerged to align processes in personnel management with the business strategy. Along with new practice, also came a new field of study: Strategic Human Resource Administration (SHRA. It was proved that, since the last quarter of the century, the global tendency in the executive practice has been the application of Strategic Human Resource Models (SHRM. These have been classified by this new field of study from each of their theoretical contributions. Thus, it is possible to currently find in the world four dominant theoretical perspectives: the Universalist, the contingent, the configurational, and the contextual perspectives. This article presents a concise description of these perspectives and criticizes the fact that, in spite of the huge theoretical accumulation, within this strategic vision of personnel management, the ethical aspects are quite problematic. This leaves the need to formulate local investigations seeking to improve the state-of-the-art and it is concluded that with these types of theoretical approaches, it is not possible to conduct human management stricto sensu

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

    NARCIS (Netherlands)

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

    2014-01-01

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

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

    NARCIS (Netherlands)

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

    2014-01-01

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

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

    NARCIS (Netherlands)

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

    2014-01-01

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

  17. 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...

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

    Energy Technology Data Exchange (ETDEWEB)

    Whittaker, J.W.

    1997-09-24

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

  19. 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

  20. A Support System for Instructional Technology in Higher Education: The Housecalls Program of Virginia Tech's College of Human Resources and Education.

    Science.gov (United States)

    Burton, John K.; Danielson, Jared A.

    1999-01-01

    Describes "housecalls," a program at Virginia Tech that provides personal technical assistance to faculty, and shows how the program promotes innovation in instructional technology within a hierarchy of faculty technical and instructional support needs. Addresses innovation theory and demonstrates the presence of eight conditions that facilitate…

  1. 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.…

  2. 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.

  3. 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.

  4. 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.

  5. 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...... underlying the HRM/innovation links remain poorly understood. Against this backdrop we suggest avenues for future research....

  6. Green Human Resource Management: Policies and practices

    OpenAIRE

    Shoeb Ahmad

    2015-01-01

    Recently, there has been observed an increasing awareness within business communities on the significance of going green and adopting various environment management techniques. As the corporate world is going global, the business is experiencing a shift from a conventional financial structure to a modern capacity-based economy which is ready to explore green economic facets of business. Today, Green Human Resource Management (GHRM) has become a key business strategy for the significant organi...

  7. 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.

  8. SOME ASPECTS CONCERNING HUMAN RESOURCES INDEMNIFICATION

    Directory of Open Access Journals (Sweden)

    Cristina Mihaela Grozea

    2007-05-01

    Full Text Available Present overtures point out a juridical- economical approach of the domestic waging system.Expansion of the competition segment in the domestic economy and limitation of the institutional environmentonly to the fiscal aspect , the minim guaranteed salary generate waging policies increasing contribution to theentities targets achievement, performances improvement , obtainment of the expected behaviour on all levelsbut the best quality human resources supply, too.

  9. Human resource management in triangular employment relationships

    OpenAIRE

    Fontinha, Ana Rita Ramos

    2013-01-01

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

  10. Human Resource Outsourcing: Lesson from Multinational Enterprises

    OpenAIRE

    Hasliza Abdul Halim; Norbani Che Ha

    2011-01-01

    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 t...

  11. Human Resource Evaluation in Hotel Units

    Directory of Open Access Journals (Sweden)

    George Aspridis

    2012-03-01

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

  12. STRATEGIC HUMAN RESOURCE MANAGEMENT ASSESSMENT AT PRICEWATERHOUSECOOPERS

    Directory of Open Access Journals (Sweden)

    Amelia Boncea

    2010-12-01

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

  13. 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...

  14. 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…

  15. Cultivating New-type Farmers Based on the Theory of Human Resources Development

    Institute of Scientific and Technical Information of China (English)

    2010-01-01

    Under the direction of theory of human resources development,this thesis analyzes the impact of rural human resources development oncultivating new-type farmers.Firstly,it increases the input of rural basic education;secondly,it reinforces the vocational education and technologytraining;thirdly,it promotes the rural medical and public health services;fourthly,it quickens the rural labor transfer.The status quo of China’s ruralhuman resources has been analyzed as follows:in terms of the quantity of rural human resources,the status quo is large and quick-developed baseof rural human resources,high labor participatory rate,and constitution of low age;in terms of the quality of rural human resources,the status quois the ubiquitous low quality of rural human resources,low technological level of rural human resources,and overall low physical quality of farmers;in terms of the structure of rural human resources,the status quo is the irrational industrial structure distribution and imbalanced regional structuredistribution.The thesis also discusses the edification of theory of human resources development in cultivating new-type farmers.First,in terms ofthe control over quantity of rural human resources,it is to keep the stability of family planning policy,and expedite the transfer of rural surplus la-bor;second,in terms of promoting the quality of rural human resources,it is to bolster the development of reserve rural labor force resources,toconstruct the adult educational training system with Chinese characteristics,and to build rural primary health care system;third,in terms of adjus-ting the structure of rural human resources,it is to perfect rural human resources market,and adjust rural economical structure and talents struc-ture.

  16. 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.

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

    Institute of Scientific and Technical Information of China (English)

    DU Yan-yan; ZHAO Yun-hua

    2012-01-01

    Rational utilization of agricultural waste resources is of great significance to reducing environmental pollution, improving rural ecological environment, and developing agricultural circular economy. Besides, in the context of global energy crisis, the research of resource utilization technology for agricultural wastes will exert considerable influence on survival and living of human beings. We firstly discuss about general situations of agricultural waste resources in China, research and application situations of agricultural waste recycling technology both at home and abroad. On the basis of development trend of agricultural waste recycling, we put forward countermeasures for agricultural waste recycling in China.

  18. 新技术的运用与人力资源管理的发展%Leverage of new technology and evolution of human resources management

    Institute of Scientific and Technical Information of China (English)

    苏年清

    2002-01-01

    @@ 一、新技术的运用对人力资源管理的影响 首先是提升了人力资源管理的战略地位.长期以来,作为企业之本的人力资源管理一直游离于企业经营管理、战略管理等核心管理之外,即使是企业信息化初期的生产资源计划MRP(Manufacture Resource Plan)也亦如此.在企业竞争日趋激烈的今天,如何吸引优秀人才、合理安排人力资源、降低人员成本、提高劳动生产率和企业竞争力,已经是企业管理者考虑的首要问题.基于MRP核心的企业资源计划ERP(Enterprises Resource Plan)则将人力资源纳入其中,使其功能真正扩展到了全方位企业管理的范畴,并同ERP中的财务、生产系统组成高效的、具有高度集成性的企业资源系统,通过对各种资源的有效整合,使其总产出增大.

  19. Human resources for health in India.

    Science.gov (United States)

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

    2011-02-12

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

  20. 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.

  1. Resources in Technology: Introduction to Artificial Intelligence.

    Science.gov (United States)

    Technology Teacher, 1987

    1987-01-01

    Introduces the concept of artificial intelligence, discusses where it is currently used, and describes an expert computer system that can be used in the technology laboratory. Included is a learning activity that describes ideas for using intelligent computers as problem-solving tools. (Author/CH)

  2. 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...

  3. Building a Human Resource System. Marketing Community Education.

    Science.gov (United States)

    Gallagher, Karen S.

    1990-01-01

    The coordination of human resources is a fundamental part of the community education process. It may also be the community educator's most effective marketing strategy. Four models for human resource programs are informational, participatory, advisory, and educational. (JOW)

  4. 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

  5. The Importance of Human Resource Planning in Industrial Enterprises

    Science.gov (United States)

    Koltnerová, Kristína; Chlpeková, Andrea; Samáková, Jana

    2012-12-01

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

  6. 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.

  7. Evaluating an Assistive Technology Resource Center in Taiwan

    Science.gov (United States)

    Ho, Hua-Kuo

    2010-01-01

    The purpose of this article is intended to present the procedure and outcomes of an evaluation of the Assistive Technology Resource Center in a city of Taiwan. The evaluation was initiated by Chiayi City Government through inviting three professionals in the field of assistive technology as evaluators. For the purpose of evaluation, the Executive…

  8. A new approach for measuring human resource accounting

    OpenAIRE

    2014-01-01

    Significance of identifying human resource competency in organizations and the necessity for valuating human resource in accounting persuade many researchers to design a conceptual model for measuring human resource accounting. This study, first, examines dimensions of various valuation models of human resource and then they are compared with Goleman individual and social competency indicators. Next, individual, organizational and social competency indicators are designed through developing G...

  9. 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.

  10. Planning as a part of human resource management activities

    OpenAIRE

    Kulić, Živko; Milošević, Goran

    2012-01-01

    Human resource management activities are most often grouped, or classified in that they are reduced to some ten basic activities. These activities are considered to be: work analysis; human resource planning; human resource recruitment; human resource selection; employee socialization and orientation; employee training and education; employee performance evaluation; employee rewarding and motivating; employee health and security; career management, and employee degradation and lying off. The ...

  11. 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...

  12. Human metabolic atlas: an online resource for human metabolism.

    Science.gov (United States)

    Pornputtapong, Natapol; Nookaew, Intawat; Nielsen, Jens

    2015-01-01

    Human tissue-specific genome-scale metabolic models (GEMs) provide comprehensive understanding of human metabolism, which is of great value to the biomedical research community. To make this kind of data easily accessible to the public, we have designed and deployed the human metabolic atlas (HMA) website (http://www.metabolicatlas.org). This online resource provides comprehensive information about human metabolism, including the results of metabolic network analyses. We hope that it can also serve as an information exchange interface for human metabolism knowledge within the research community. The HMA consists of three major components: Repository, Hreed (Human REaction Entities Database) and Atlas. Repository is a collection of GEMs for specific human cell types and human-related microorganisms in SBML (System Biology Markup Language) format. The current release consists of several types of GEMs: a generic human GEM, 82 GEMs for normal cell types, 16 GEMs for different cancer cell types, 2 curated GEMs and 5 GEMs for human gut bacteria. Hreed contains detailed information about biochemical reactions. A web interface for Hreed facilitates an access to the Hreed reaction data, which can be easily retrieved by using specific keywords or names of related genes, proteins, compounds and cross-references. Atlas web interface can be used for visualization of the GEMs collection overlaid on KEGG metabolic pathway maps with a zoom/pan user interface. The HMA is a unique tool for studying human metabolism, ranging in scope from an individual cell, to a specific organ, to the overall human body. This resource is freely available under a Creative Commons Attribution-NonCommercial 4.0 International License.

  13. 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....

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

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  15. The role of educational technology in the development of the human resources of the SA Defence Force for the year 2000

    Directory of Open Access Journals (Sweden)

    R. Eberlein

    2012-02-01

    Full Text Available "Just as education holds the key to the future in the new South Africa, so educational technology holds the key to the future in the SA Defence Force." In the last few months it has become increasingly obvious that momentous changes are occurring in South Africa. From all sides of the political spectrum, political figures are making announcements and pronouncements about a "new South Africa" and the conditions which will need to be met in order to realise that ideal. While many of the changes are occurring outside the sphere of influence of the SA Defence Force (SADF, nonetheless it is being and will be affected by those changes. One has only to think of the effects of the implementation of United Nations Resolution 435 on the role and structure of the SADF; the change in the National Service system; the release of Mr Nelson Mandela; the ongoing re-organisation to provide for these and the changes necessary to provide for the year 2000 and beyond to realise the magnitude of the effects of those changes on the SADF.

  16. Human Resources Management: Issues for the 1980s.

    Science.gov (United States)

    Devanna, Mary Anne; And Others

    This collection of five articles examines the role and influence of human resources management (HRM) in strategic planning in major American companies. The first article, "Human Resources Management: A Strategic Perspective," by Mary Anne Devanna, Charles Fombrun, and Noel Tichy, describes how to conduct a human resource management audit to assess…

  17. 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…

  18. 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…

  19. Human Resources Management: Issues for the 1980s.

    Science.gov (United States)

    Devanna, Mary Anne; And Others

    This collection of five articles examines the role and influence of human resources management (HRM) in strategic planning in major American companies. The first article, "Human Resources Management: A Strategic Perspective," by Mary Anne Devanna, Charles Fombrun, and Noel Tichy, describes how to conduct a human resource management audit to assess…

  20. 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...

  1. 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...

  2. 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

  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...

  4. The impact of earth resources exploration from space. [technology assessment/LANDSAT satellites -technological forecasting

    Science.gov (United States)

    Nordberg, W.

    1975-01-01

    The use of Earth Resources Technology Satellites in solving global problems is examined. Topics discussed are: (1) management of food, water, and fiber resources; (2) exploration and management of energy and mineral resources; (3) protection of the environment; (4) protection of life and property; and (5) improvements in shipping and navigation.

  5. The qualitative indicators in human resource accounting

    Directory of Open Access Journals (Sweden)

    R. Zámečník

    2016-12-01

    Full Text Available The aim of this article. The paper focuses on one of the “non-traditional” fields of the Human Resources Management System – i.e. Human Resource Accounting (hereinafter referred to as “HRA”. It presents HRA as an integral part of the Human Resources Management System and an important tool for measuring Human Resources Key Performance Indicators (hereinafter referred to as “HR KPIs” in an enterprise. The focal point of this paper is the analysis of the possibilities of using the qualitative indicators of HRA in a selected industrial enterprise. The measurement of these qualitative values and their enumeration is one of the main problems of HRA, e.g. motivation, employees’ satisfaction, the quality of individual employees’ competencies, or performance assessments of employees can be ranked among such instruments. Therefore, the paper discusses problems related with the use of the mathematical-statistical analysis methods for measurement of these qualitative values that have been chosen very carefully. The fundamental tool used in this process is a cluster analysis and its use when preparing motivational programs. The paper will also deal with an outline of motivational factors analysis methods in a selected industrial enterprise. The results of the analysis. The result of the study indicates that when solving the problems from above we can use the selected mathematical-statistical methods, or combination of these, e.g. using the factor and cluster analysis at once. We are planning to concentrate on the following topics when working on another research in the near future: 1. The use of Spearman’s correlation coefficient (evaluation of the statistical correlation importance for the purposes mentioned below: - comparison of employees’motivational structure in various fields of industry; - comparison of employees’ motivational structure in enterprises of the same field of industry - wood processing industry and furniture

  6. 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...

  7. 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 ... resources that can compete globally in the digital economy? The nation ... economic activity and society. In fact for an ... ICT plays in business, very few.

  8. 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.

  9. Community resources and technologies developed through the NIH Roadmap Epigenomics Program.

    Science.gov (United States)

    Satterlee, John S; Beckel-Mitchener, Andrea; McAllister, Kim; Procaccini, Dena C; Rutter, Joni L; Tyson, Frederick L; Chadwick, Lisa Helbling

    2015-01-01

    This chapter describes resources and technologies generated by the NIH Roadmap Epigenomics Program that may be useful to epigenomics researchers investigating a variety of diseases including cancer. Highlights include reference epigenome maps for a wide variety of human cells and tissues, the development of new technologies for epigenetic assays and imaging, the identification of novel epigenetic modifications, and an improved understanding of the role of epigenetic processes in a diversity of human diseases. We also discuss future needs in this area including exploration of epigenomic variation between individuals, single-cell epigenomics, environmental epigenomics, exploration of the use of surrogate tissues, and improved technologies for epigenome manipulation.

  10. Critical resources in clean energy technologies and waste flows

    DEFF Research Database (Denmark)

    Habib, Komal

    A broader implementation of clean energy technologies in future is a widely motivated scenario for meeting the climate change goals as well as to reduce our dependency on the non‐renewable fossil fuels. However, the transition from the current fossil‐based society to a future low‐carbon society...... constraints for the emerging clean energy technologies in future, along with an insight into the resource criticality assessment methodologies, detailed material flow analysis (MFA) of critical resources, and recovery of critical resources from the waste streams. The key findings of this PhD study were......:  The demand of neodymium and dysprosium, driven by the clean energy technologies is estimated to be 10 times higher by 2050 compared to the present primary supply (mining). This implies that either a highly accelerated rate of mining is required to meet the future demand or a radical change in current...

  11. 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.

  12. 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 &…

  13. 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 &…

  14. 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 &…

  15. 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 &…

  16. 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 &…

  17. 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 &…

  18. 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 &…

  19. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

    This paper addresses the crucial call for upgrading to more value-added production in developing country firms in the light of increased global competition and suggests that such upgrading demands a shift in focus from investment in technology to investment in people, knowledge and learning....... 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...

  20. 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…

  1. 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…

  2. Evaluation of urban underground space resources using digitalization technologies

    Directory of Open Access Journals (Sweden)

    Hehua Zhu

    2016-12-01

    Full Text Available Exploitation and utilization of urban underground space resources is gaining increasing attention in cities’ sustainable development. Due to the attributes of fragility and irreversibility, urban underground space resources can be extremely vulnerable to damage and it is often difficult in restoring their original state once damaged. Therefore, scientific and reasonable evaluation of urban underground space resources is of vital importance in urban planning and development. This paper first describes the content and methods for the evaluation of urban underground space resources, and introduces the digitalization technologies to handle the problems of strong subjectivity, low efficiency and rough precision encountered when using traditional evaluation tools. Then, the related concepts and main technologies for digitalization were demonstrated and an intelligent GIS-based engineering geology system was built. Based on the drilling information in Changzhou City, stratum standardization and 3D modeling of strata, underground structures and pipelines were conducted in the built intelligent system. Finally, with the help of spatial overlay analysis in the GIS-based platform and a combination of other digitalization technologies, the urban underground space resources of Changzhou City were evaluated. Maps of geological suitability were produced, which provide scientific guidance and reference for the exploitation and planning of urban underground space resources in Changzhou City. In addition, site selection for key projects was conducted based on the evaluation results using this platform.

  3. 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.

  4. 30 CFR 402.7 - Water-Resources Technology Development Program.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 2 2010-07-01 2010-07-01 false Water-Resources Technology Development Program... RESEARCH PROGRAM AND THE WATER-RESOURCES TECHNOLOGY DEVELOPMENT PROGRAM Description of Water-Resources Programs § 402.7 Water-Resources Technology Development Program. (a) Subject to the availability...

  5. 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...

  6. 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.

  7. 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.

  8. Human resource management in local governments

    Directory of Open Access Journals (Sweden)

    María Isabel Barba Aragón

    2012-09-01

    Full Text Available Literature highlights the key role that organizations' workforce has in companies' performance. It is also emphasized that human resource management is a source of competitive advantage. However, although this topic has been widely studied in the private sector, little research has focused on public administration, particularly for local governments. In order to fill this gap, this research based on a case study of nine city councils sited in the Region of Murcia, analyses if an adequate employees management is related to better organizational-level outcomes, in individuals and services. Findings suggest that the local governments that develop recruitment and selection, training, performance appraisal and compensation practices taking into account the needs of the specific jobs to cover, employees' potential and their performances, improve their results.

  9. Human resources in the 1980s

    Energy Technology Data Exchange (ETDEWEB)

    Mills, D.Q.

    1979-07-01

    New trends in human resources will test the ingenuity of corporate planners to produce policies for the 1980s that will match changing corporate demands with changing employee expectations. The 1970s produced much-publicized problems - for example, the introduction to the work force of larger numbers of minorities and women - that are not yet fully resolved and that can be expected to continue. But the 1980s will bring their own special challenges. Shifting populations (such as legal and illegal immigrants), the women movement's demand for equal pay for work of comparable worth, and the push for civil liberties at the workplace are all factors that will dramatically change the business climate. With these factors in mind, the author examines the 1980's business environment, takes a backward look at planning policies in the 1970s, and shows how the priorities of those policies will have to be reevaluated to meet the challenges of the future.

  10. Study on Scientific and Technological Human Resources Sharing Performance Improvement Mechanism--Based on the Perspective of Social Capital%科技人力资源共享绩效提升机制研究--基于社会资本视角

    Institute of Scientific and Technical Information of China (English)

    张霞; 王林雪; 谢嘉惠

    2013-01-01

      随着科学技术的迅速发展,科技人力资源的重要性日益凸显。由于科技人力资源的稀缺性和培养的长期性,企业开始转向外部寻求科技人力资源共享。科技人力资源共享绩效是潜在绩效、行为绩效和结果绩效的统一体,具有受益主体多元性和高风险性,其必须经由受益主体多方密切合作和高效的管理驱动才能实现,而科技人力资源社会资本有助于提高共享绩效实现过程中的合作与管理效能。本文将科技人力资源社会资本拆解为结构、认知和关系三大维度,并详细论述了各维度与科技人力资源共享绩效的关系,建立了社会资本与科技人力资源共享绩效关系模型,并以此为基础构建了包括沟通机制、信任机制和激励机制的科技人力资源共享机制,以有助于科技人力资源共享绩效的实现。%With the rapid development of science and technology, it highlights the growing importance of human resources of sci-ence and technology. Due to the scarcity of human resources in science and technology and long-term of foster, companies are turning to external to seek the sharing of human resources in science and technology. Science and technology human resource sharing perfor-mance is unity of potential performance, performance and result performance, with diversity benefit and high risk, the main benefit must be closed cooperation and efficient management to realize the drive, while the Science and technology human resources social cap-ital can help to improve the cooperation and management performance in the process of realization of sharing. This paper divides the technology of human resources and social capital into three latitude: structure, cognitive and relational, and discusses the relationship between the latitude and the performance of science and technology human resource sharing, establishes the social relation model of the capital and human

  11. A new approach for measuring human resource accounting

    Directory of Open Access Journals (Sweden)

    Esmat Bavali

    2014-06-01

    Full Text Available Significance of identifying human resource competency in organizations and the necessity for valuating human resource in accounting persuade many researchers to design a conceptual model for measuring human resource accounting. This study, first, examines dimensions of various valuation models of human resource and then they are compared with Goleman individual and social competency indicators. Next, individual, organizational and social competency indicators are designed through developing Goleman model. Finally, Analytical Hierarchy Process (AHP and experts’ ideas in human resource accounting in superior universities of the world are used to classify the indicators; and the conceptual model of measuring human resource accounting is designed based on guidelines of management and human capital development vice-presidency and inspiring effort rate of return method.

  12. 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.

  13. 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

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

    African Journals Online (AJOL)

    resource and training policies, weak institutions, and inappropriate structures [1]. Dimensions of the human resource crisis: .... medical personnel are often misused for management ... redefinition of functions, reforms in the staffing standards,.

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

    African Journals Online (AJOL)

    The assumptions underpinning the practice of human resource management are that ... key resource, and organizational performance largely depends on them, if, ... education, training, skills, and expertise of an organization.s employees.

  16. Even Sewage Is a Resource...for "Appropriate Technology."

    Science.gov (United States)

    Hand, Marge

    1980-01-01

    Recounts highlights of a 1980 weekend course at Queens College Environmental Center (New York) focusing on lessons from history and other cultures in using overlooked resources to develop "Appropriate Technology." Practical and innovative energy alternatives discussed include solar energy, wind power, indoor hydroponic farming, shellfish…

  17. Information technologies for global resources management and environmental assessment

    Energy Technology Data Exchange (ETDEWEB)

    Campbell, A.P.; Wang, Hua.

    1992-01-01

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

  18. Information technologies for global resources management and environmental assessment

    Energy Technology Data Exchange (ETDEWEB)

    Campbell, A.P.; Wang, Hua

    1992-09-01

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

  19. Human Robotic Systems (HRS): Rover Technologies Project

    Data.gov (United States)

    National Aeronautics and Space Administration — In FY15, the HRS Rover Technologies will begin design of a prototype rover designed for the lunar surface, begin development of resource efficient navigation...

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

    African Journals Online (AJOL)

    Toshiba

    For many years, the concern of management was neither for technical values, human values ... managers. This system was later extended to office and factory personnel. ... A similar effort in disclosing human resource information in the financial ... Walker, in his Grolier Business Library "Human Resource Planning" in 1995 ...

  1. 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...

  2. The Extent to Which Human Resources Managers in the Kuwaiti Insurance Sector Perceived the Modern Roles Human Resources Management

    Directory of Open Access Journals (Sweden)

    Salah A. Alabduljader

    2012-08-01

    Full Text Available This study aimed at investigating the extent to which human resources managers in the Kuwaiti insurance sector perceives the modern roles of Human Resources Management.The study population consisted of Managers of human resources in the insurance sector of Kuwait wand a number of these companies is 33 companies, with a comprehensive survey of those companies. 23 questionnaires has been recovered to identify valid statistical analysis.The study concluded the following:1. There is a high level of awareness among the managers of human resources of the modern roles of Human Resources Management2. There is a difference in the level of awareness of human resource managers of the roles of the modern roles of Human Resources Management due to the (practical experience.3. There is no difference in the level of awareness of human resource managers of the roles of the modern roles of Human Resources Management due to the qualification.The study recommended the necessity of developing the roles management of human resources and training managers on how to use them.

  3. 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.

  4. 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.

  5. 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

  6. 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

  7. Human resource management in crisis: motivation of employees

    OpenAIRE

    Sharaeva, Maria

    2016-01-01

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

  8. Developing Skills- a Priority for the Management of Human Resources

    OpenAIRE

    Radu Catalin Criveanu; Marius Mitrache; Magdalena Criveanu

    2010-01-01

    The management system based on skills allows a relevant integration to manage and support the human resource in his career. Recent studies showed us that vocational skills training has become a priority in Management of human resources.The aim of these studies ist o establish a correlation between the company’s objective and the employees’ skills.Human resources management, based on the organisation values will contribute to improving employment and rapid adaptation to market requirements.Thi...

  9. SMS’s INNOVATION AND HUMAN RESOURCES MANAGEMENT

    OpenAIRE

    Marius-Dan Dalotă

    2013-01-01

    This paper aims at analysing the relationship between innovation and human resource management (HRM), attempting to establish whether innovation determines the firm’s human resource management or, conversely, human resource management influences the innovation level of the company. Based on this review,some research hypotheses are formulated. Article’s findings results provide evidence that, in order to affect employee behaviour, the firms must develop a bundle of internally consistent HRM pr...

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

    OpenAIRE

    Erlinda Muslim; Frinda Firania

    2016-01-01

    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 l...

  11. Human resource practices as predictors of engineering staff's organisational commitment

    National Research Council Canada - National Science Library

    Melinde Coetzee; Jeremy Mitonga-Monga; Benita Swart

    2014-01-01

      Human resource practices are an important means of retaining professionally qualified employees and improving and increasing their future level of organisational performance in today's turbulent...

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

    Directory of Open Access Journals (Sweden)

    Jaroslav NEKORANEC

    2014-04-01

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

  13. Fuzzy Comprehensive Evaluation of Training Effect on Human Resource Development

    Institute of Scientific and Technical Information of China (English)

    曾建权

    2003-01-01

    On the basis of the essential connotation of the training effect on human resource development and the basic principles of setting up a index system, the evaluation index system of the training effect on human resource development in enterprises has been established. It evaluates the training effect on human resource development with the method of fuzzy comprehensive evaluation and achieves better results. It also provides a scientific, practical and quantitative method for the systematic analysis and comprehensive evaluation of the training effect on human resource development.

  14. 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.

  15. Resources

    Science.gov (United States)

    ... resources Alzheimer's - resources Anorexia nervosa - resources Arthritis - resources Asthma and allergy - resources Autism - resources Blindness - resources BPH - resources Breastfeeding - resources Bulimia - resources Burns - resources Cancer - resources Cerebral ...

  16. 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

  17. [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.

  18. 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.

  19. International human resource management and organizational learning

    Directory of Open Access Journals (Sweden)

    Bogićević-Milikić Biljana

    2005-01-01

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

  20. Outcomes of Human Resource Development Interventions

    Directory of Open Access Journals (Sweden)

    Haslinda

    2009-01-01

    Full Text Available Problem statement: In Malaysia, Human Resource Development (HRD plays an important role in the economic development of the country. Despite government policies encouraging the implementation of HRD activities, as well as the substantial infrastructural and financial support provided, the benefits or outcomes of the HRD activities being implemented and provided to employees have not been examined. The aim of this study was to examine the outcomes of HRD interventions using the fundamental aspects of HRD’s definitions. Approach: This study utilised a mixed method approach, combining questionnaire surveys and interviews with HR practitioners. Results: The findings suggested that HRD programs and activities being implemented and provided to employees in manufacturing firms in Malaysia generate individual and team development as well as work process improvement, but do not support HRD strategic planning for organizational change. Conclusion/Recommendations: This study implied that HRD programs and activities implemented had not been strategically planned and aligned with organizational goals and objectives. The limitations of the study and recommendations for further research were discussed.

  1. 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.

  2. Sustainable Human Presence on the Moon using In Situ Resources

    Science.gov (United States)

    McLemore, Carol A.; Fikes, John C.; McCarley, Kevin S.; Darby, Charles A.; Curreri, Peter A.; Kennedy, James P.; Good, James E.; Gilley, Scott D.

    2008-01-01

    New capabilities, technologies and infrastructure must be developed to enable a sustained human presence on the moon and beyond. The key to having this permanent presence is the utilization of in situ resources. To this end, NASA is investigating how in situ resources can be utilized to improve mission success by reducing up-mass, improving safety, reducing risk, and bringing down costs for the overall mission. To ensure that this capability is available when needed, technology development is required now. NASA/Marshall Space Flight Center (MSFC) is supporting this endeavor, along with other NASA centers, by exploring how lunar regolith can be mined for uses such as construction, life support, propulsion, power, and fabrication. Efforts at MSFC include development of lunar regolith simulant for hardware testing and development, extraction of oxygen and other materials from the lunar regolith, production of parts and tools on the moon from local materials or from provisioned feedstocks, and capabilities to show that produced parts are "ready for use". This paper discusses the lunar regolith, how the regolith is being replicated in the development of simulants and possible uses of the regolith.

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

    African Journals Online (AJOL)

    AFRREV IJAH: An International Journal of Arts and Humanities ... Abstract. The focus of this paper is on the impact of HRM practices on private sector organisations ... Keywords: Human Resource Management, Performance; Best Practices ...

  4. 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.

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

    Directory of Open Access Journals (Sweden)

    Eileen Heriyanni

    2015-09-01

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

  6. Aplication Design of Human Resource Information System on Binus Student Learning Community of Bina Nusantara University

    Directory of Open Access Journals (Sweden)

    Eileen Heriyanni

    2015-12-01

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

  7. 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

  8. The impact of human resource practices on psychological empowerment

    OpenAIRE

    Fatemeh Moradi; Naser Sanai Dashti

    2016-01-01

    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 r...

  9. 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.

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

    OpenAIRE

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

    2008-01-01

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

  11. 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.

  12. Workplace Issues in Human Resources. Symposium 40. [AHRD Conference, 2001].

    Science.gov (United States)

    2001

    This symposium on workplace issues in human resources consists of two presentations. "The Effect of Organizational Structure on Single-Source and Multiple-Source Performance Appraisal Processes: Implications for Human Resource Development (HRD)" (Karen K. Yarrish, Judith A. Kolb) investigates ratee acceptance of single- and multi-source…

  13. The Need for an Operational Thrust to Human Resources Developet.

    Science.gov (United States)

    Jain, S. K.

    1986-01-01

    Discusses some of the issues involved in professionalizing human resources planning and implementation at the national level. Issues include (1) incorporating human resources into national development, (2) demand considerations, (3) using the skill supply system, (4) obstacles to effectiveness, and (5) enhancing roles of social partners. (CH)

  14. Global Preparedness and Human Resources: College and Corporate Perspectives.

    Science.gov (United States)

    Bikson, T. K.; Law, S. A.

    A research study explored the human resource implications of the emerging economic globalism, including the following questions: How is globalism understood by corporations and colleges in the United States? What are the perceived human resource implications of globalism? and What are corporations and colleges doing today to meet these human…

  15. Human Resource Practices and Firm Performance in Chinese Enterprises

    Institute of Scientific and Technical Information of China (English)

    2002-01-01

    This study uses data from 201 Chinese firms to test two competing theories concerning human resource practices and firm performance. "Best practice theory" is supported for many of the human resource practices examined in the study. Contingency theory is generally not supported for three contingencies: business strategy, ownership and industry.

  16. 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…

  17. 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…

  18. 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…

  19. Human Resource Planning: Challenges for Industrial/Organizational Psychologists.

    Science.gov (United States)

    Jackson, Susan E.; Schuler, Randall S.

    1990-01-01

    Describes activities that industrial/organizational psychologists engage in as they seek to improve the competitiveness of organizations through effective human resource planning. Presents a model for describing human resource short-term, intermediate-term, and long-term planning. (JS)

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

    Science.gov (United States)

    Rebore, Ronald W.

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

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

    Science.gov (United States)

    Rebore, Ronald W.

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

  2. Human Resources Management for Effective Schools. Third Edition.

    Science.gov (United States)

    Seyfarth, John T.

    This book is about managing people in schools. Its objective is to make prospective and practicing school administrators aware of the wide range of activities covered by the term "human resources management" and to present the best of current practice in personnel work. Chapter titles reflect the book's content: (1) "Human Resources Management and…

  3. 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 in

  4. 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…

  5. 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…

  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. Current Status on Resource and Recycling Technology for Rare Earths

    Science.gov (United States)

    Takeda, Osamu; Okabe, Toru H.

    2014-06-01

    The development of recycling technologies for rare earths is essential for resource security and supply stability because high-quality rare earth mines are concentrated in China and the demand for rare earth metals such as neodymium and dysprosium, used as raw materials in permanent magnets (neodymium magnet), is expected to increase rapidly in the near future. It is also important to establish a recycling-based society from the perspective of the conservation of finite and valuable mineral resources and the reduction of the environmental load associated with mining and smelting. In this article, the current status of rare earth resource as well as that of recycling technology for the magnets is reviewed. The importance of establishing an efficient recycling process for rare earths is discussed from the characteristics of supply chain of rare earths, and the technological bases of the recycling processes for the magnet are introduced. Further, some fundamental researches on the development of new recycling processes based on pyrometallurgical process are introduced, and the features of the recycling processes are evaluated.

  8. HUMAN RESOURCES MANAGEMENT EFFICIENCY IN THE MILITARY ORGANIZATION

    OpenAIRE

    Alexandra STANIT; RIZESCU Marius

    2012-01-01

    The effectiveness of resources available to an organization depends to an extent to a more effective use of human resources. From this point of view, people are not only very valuable or precious, but extremely expensive and becoming more expensive, requiring appropriate treatment and efficient use. The successful application of the human resources management implies a performance evaluation system, a system of employee incentives and results rewarding. This management system aims at the cont...

  9. Personnel and human resource management in the occupational therapy curriculum.

    Science.gov (United States)

    Fazio, L S

    1988-01-01

    Personnel and human resource management has emerged as a dynamic, vital, and important component of the management of any organization. Persons involved in management at all levels are responsible for organizing, directing, motivating, coordinating, and controlling the people under them in the organizational hierarchy. Health care professionals are almost always in a position requiring them to supervise some aspect of human resources. Graduates of the health professions often find themselves unprepared to meet the rigors of human resource management and are not cognizant of the body of information available to assist them in becoming proficient managers. This article outlines the development of a graduate course in human resource management for occupational therapists. The course was designed to recognize the unique background, experience and needs the health care professional brings to management while offering the student a strong base of information appropriate to the discipline of human resource management.

  10. 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.

  11. 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

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

    Science.gov (United States)

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

    1998-01-01

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

  13. 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

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

    Science.gov (United States)

    Technology Teacher, 1990

    1990-01-01

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

  15. APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...

    African Journals Online (AJOL)

    Frederick Iraki

    resource management practices by women SME owner/managers in Kenya. The objectives of the ... parts of Kenya, who had been identified for entrepreneurship training in Nairobi in. 2013. ..... International Journal of Academic. Research in ...

  16. 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.

  17. 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

  18. Human Resources development and research capacity and their impact on economic growth

    Directory of Open Access Journals (Sweden)

    Zoran Ježić

    2009-12-01

    Full Text Available The goal of this research is to provide an analysis of the development of the Republic of Croatia and 110 selected countries in terms of human resource development index components and the components of the Technological Achievement Index. Developmental lags of the Republic of Croatia were determined by the bird’s eye view method in terms of the observed developmental indicators, and suggestions were provided for their development. The impact of the analysed indicators and their components on the economic growth of the Republic of Croatia and the selected countries was established by regression analysis. The paper provides possible developmental guidelines for certain components. The results of the research proved that the Human Resources Development Index is insufficient in the analysis of economic development, as well as the existence of the expected correlation between trained human resources, which enable technological progress, and economic growth of a country. Taking into consideration the correlation between the growth of the Human Resources Development Index, Research Capacity Index, Technology and Innovation Index, and the Ability to Absorb Knowledge and Technology Index and economic growth, which was determined by the application of a model, Croatia has to make additional investments in the growth of human capital and labour productivity in order to reduce developmental lags.

  19. 48 CFR 1804.470 - Security requirements for unclassified information technology (IT) resources.

    Science.gov (United States)

    2010-10-01

    ... unclassified information technology (IT) resources. 1804.470 Section 1804.470 Federal Acquisition Regulations... Classified Information Within Industry 1804.470 Security requirements for unclassified information technology (IT) resources....

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

    Science.gov (United States)

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

    2009-04-01

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

  1. 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...

  2. 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.

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

    Directory of Open Access Journals (Sweden)

    Catalin Drob

    2015-07-01

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

  4. 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

  5. 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.

  6. 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.; Alfano, David D.; Kundrot, Craig E.; Davison, Stephen C.; Balint, Tibor S.

    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.

  7. 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…

  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. 5. PRONUCLEAR (1976 – 1986) and the training of human resources for the area of nuclear energy in Brazil

    OpenAIRE

    Schmiedecke, Winston Gomes; Pontifícia Universidade Católica de São Paulo; Porto, Paulo Alves; Instituto de Química - Universidade de São Paulo

    2010-01-01

    This paper analyzes some aspects of the process of creating specialized human resources in nuclear technology during the extent of the agreement between Brazil and West Germany, by focusing on the PRONUCLEAR (Nuclear Sector Human Resources Program). Although not many, some important positive results can be identified from the analysis of reports describing the work and track record of PRONUCLEAR: the creation of specialized training programs in nuclear technology; the improvement and redirect...

  10. 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.

  11. 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.

  12. 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.

  13. The Importance of Human Resources in European Quality Management

    Directory of Open Access Journals (Sweden)

    Cristian-Ştefan Craciun

    2013-01-01

    Full Text Available On European level, the involved human resources have an important role in ensuring a high competitiveness of some organizations. The quality management is a field with a spectacular rising, due to the beneficial effect on the organizations. Therefore, being familiar with the typology and the specialists’ role in this field is very relevant for the research of the human resources importance on improving the organizations activities. The human resources involved in this process are mainly the consultants in quality management, whose skills and abilities objectively determine the performance growth of organizations having called for their support.

  14. 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.

  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...

  16. 48 CFR 652.239-71 - Security Requirements for Unclassified Information Technology Resources.

    Science.gov (United States)

    2010-10-01

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

  17. [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.

  18. Problems of information technologies integration into humanities

    Directory of Open Access Journals (Sweden)

    Tatiana F. Milova

    2011-05-01

    Full Text Available The author considers main transformations impacted by information technologies in humanitarian researches, discourse and education. Net resources, штащкьфешщт exchange, hypertext and interactive learn means are focused as key integration points.

  19. 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...

  20. Library and Information Resources and Users of Digital Resources in the Humanities

    Science.gov (United States)

    Warwick, Claire; Terras, Melissa; Galina, Isabel; Huntington, Paul; Pappa, Nikoleta

    2008-01-01

    Purpose: The purpose of this article is to discuss the results of the Log Analysis of Internet Resources in the Arts and Humanities (LAIRAH) study. It aims to concentrate upon the use and importance of information resources, physical research centres and digital finding aids in scholarly research. Design/methodology/approach: Results are presented…

  1. 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...

  2. 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.

  3. Strategic Business Planning and Human Resources: Part I.

    Science.gov (United States)

    Smith, Eddie C.

    1982-01-01

    The maturity of a business is strategically important because an organization's characteristics change as it ages. Similarly, elements of the human resource program (compensation, benefits, staff development, etc.) also change as the business matures. (SK)

  4. 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” .

  5. Positioning the human resource business using service level agreements.

    Science.gov (United States)

    Tonks, P; Flanagan, H

    1994-01-01

    Explores the introduction and development of Service Level Agreements (SLAs) in relation to Human Resource Departments. Considers approaches to SLAs and highlights four dimensions necessary for the completion of an SLA. Stresses that Human Resource Specialists should have a thorough understanding of how directorates and other departments relate to one another to provide added value in terms of contribution to the organizational outcomes. Suggests the idea of adding value is an integral part of the SLA process which ensures that it operates as a means to an end and does not become an end in itself. Examines the degree of devolved freedom given to a department to seek work or sell its products outside its Trust/Unit. Scrutinizes the format of SLAs and concludes that the benefits of SLAs for users of Human Resource Departments and the benefits to the Human Resource Departments are similar.

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

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    an organization are passive resources which require human application to .... performance is contingent on organizations' work place climate in the ... management training in HR, selection system, career planning, and job definition were.

  7. Modelling the Role of Human Resource Management in Continuous Improvement

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Hyland, Paul; Kofoed, Lise B.

    2006-01-01

    Although it is widely acknowledged that both Human Resource Management (HRM) and Continuous Improvement have the potential to positively influencing organizational performance, very little attention has been given to how certain HRM practices may support CI, and consequently, a company...

  8. Managing Economic Transition. Dimensions of Human Resource Development in Hungary.

    Science.gov (United States)

    Benedek, Andras; Klekner, Peter

    1997-01-01

    Outlines the state of economic transition in Hungary, the status of human resource development, economic and legal reforms, and the social partnership (education, business, government) in vocational training. (SK)

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

    African Journals Online (AJOL)

    Managing human resources in sport: Issues, challenges and possible remedies. ... the best possible experience in sport to the management, players, sponsors and spectators. ... The important function that volunteers perform is highlighted and ...

  10. Determinants of human resource investment in internal controls

    National Research Council Canada - National Science Library

    Jong-Hag Choi Joonil Lee Catherine Heyjung Sonu

    2013-01-01

    Using the unique reporting environment in Korea, this study investigates the determinants of human resource investment in internal controls for 1352 listed firms disclosing the number of personnel who...

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

    African Journals Online (AJOL)

    Abstract: Rwanda Human Resources for Health Program: Genesis and Evolution ... a program to dramatically improve nursing and midwifery education and practice. ... academic institutions requires flexibility, respect, and thoughtful planning.

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

    African Journals Online (AJOL)

    The paper assesses the effects of traditional values (collective conceptions of ... and arts) on human resource management (HRM) in public sector organizations in ... material, intellectual and emotional features that characterize a society or a ...

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

    National Research Council Canada - National Science Library

    Goran Vucur; Ivica Miloslavic; Maro Bosnjak

    2016-01-01

      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...

  14. 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…

  15. 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

  16. 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.

  17. Assessment of Professional Competences. Constructive Dimension of Human Resources Management

    OpenAIRE

    Simona PONEA; Antonio SANDU

    2010-01-01

    The present article proposes a model of how to develop a plan for evaluate professional skills, applicable to people who want to certify skills acquired in non-formal ways and also in human resource departments, that want to evaluate professional skills of its own members, with the purpose to achieve a more efficient use of human resources, and also to derulate organizational development programs that includes professional training.

  18. European developments in public sector human resource management

    OpenAIRE

    Hegewisch, A.; Larsen, Henrik Holt

    1994-01-01

    This paper discusses national differences in HRM within the public sector in nine European countties. Drawing on data from the PW Cranfeld Survey of International Human Resource Management we examine the decentralisation of HR policy decisions and trends in the devolvement to line management of responsibility for human resource management. In particular we looked at trends in the compensation area, ie pay determination and merit/ performance related pay and its impact on perfor...

  19. Human resource flexibility and job satisfaction: empirical study

    OpenAIRE

    2015-01-01

    Treball final de Grau en Administració d’Empreses. Codi: AE1049. Curs acadèmic 2014-2015 Flexibility is every day more important for organizations due to the environmental changes. One way for organization to get that flexibility is through human resources flexibility, so this is becoming essential for organizations. The main aim of this study is to examine the effects of flexible human resources practices, specifically quantitative flexibility, on job satisfaction. We will do ...

  20. 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.

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

    Directory of Open Access Journals (Sweden)

    Minhong Wang

    2013-09-01

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

  2. [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.

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

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    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)

  4. Robot Companions: Technology for Humans

    CERN Document Server

    Kernbach, Serge

    2011-01-01

    Creation of devices and mechanisms which help people has a long history. Their inventors always targeted practical goals such as irrigation, harvesting, devices for construction sites, measurement, and, last but not least, military tasks for different mechanical and later mechatronic systems. Development of such assisting mechanisms counts back to Greek engineering, came through Middle Ages and led finally in XIX and XX centuries to autonomous devices, which we call today "Robots". This chapter provides overview of several robotic technologies, introduces bio-/chemo- hybrid and collective systems and discuss their applications in service areas.

  5. Policy and evidence in Canadian health human resources planning.

    Science.gov (United States)

    Wilson, C Ruth

    2013-01-01

    The health human resources supply in Canada swings reactively between over- and under-supply. There are numerous policy actors in this arena, each of whom could contribute to good data collection and an agreed-on process for decision-making. This could form the basis for evidence-informed policy. Absent these tools for pan-Canadian health human resources policy development, smaller health jurisdictions are experimenting with quality improvement initiatives which, when properly evaluated, can discover useful methods of aligning patient and community needs with healthcare resources.

  6. CAREER MANAGEMENT IN THE UNDERSTANDING OF CHANGING HUMAN RESOURCES MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Polat TUNÇER

    2012-03-01

    Full Text Available The aim of this article examine career management in an organizational and indivuald dimensions. Human resources management replaced personnel management understanding as a result of modern develoıpments. Human resources management involves peprsonnel management and deal with people in every aspect. Modern management techniques born by scientific and technologic developments are focused on people. In order to make people efficient and effective, their expectations should be met. Within this context, one of the needs of people is developing in careeer steps. Organizations can increase motivations of their employees and make their aims efficient and effective by using career management in an efficient way. Human resources management is directly effective on the management of organizations. Successful organizations are centered on people and use means to motivate their empoloyees. Organizations which can’t satisfy their employes cant manage their human resources in an efficient and effective way. Qualities, abilities and competence of mployees is necessary, but not enough for managing the organization in an efficient and effective way. Motivation means to increase their motivations are necessary. Within this conctext, career management can be used as an efficient means. One of the ways to connect individuals to the organization is providing them career opportunities. Career is directly connected to individual and organizationsl targets and is a process connected to business experience and activities that people cab partly and cmopletely live during life. Career management is providing organizaiton support to realise individual career targets with activities directed to bring up personnel in a way organization will need later. The management of Human resources department not only supports their workers’ career goals but also help them reach the mutual target. Career development is applied programs, actions and activities in order to achieve

  7. 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.

  8. 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.

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

    Energy Technology Data Exchange (ETDEWEB)

    Wash, M. [OCI, Organization of CANDU Industries, Pickering, Ontario (Canada)

    2008-07-01

    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.

  10. 77 FR 33774 - Agency Information Collection Activities: Comment Request; Education and Human Resources Project...

    Science.gov (United States)

    2012-06-07

    ... Agency Information Collection Activities: Comment Request; Education and Human Resources Project... of Collection: Education and Human Resources Project Monitoring Clearance. OMB Approval Number: 3145... States and internationally. The Directorate for Education and Human Resources (EHR), a unit within NSF...

  11. Monozukuri and Human Resource Development Monozukuri Bushido

    Science.gov (United States)

    Sato, Kazuo

    Despite the revitalization of the Japanese economy, Japan's status as a technologically creative country in the 21st century is still not tangibly and firmly established. Utilizing my 45 years of experience, I have been talking recently to young engineers about monozukuri bushido, or samurai spirit. In order to strengthen Japanese monozukuri capability, I strongly believe in the need for the development of monozukuri professionals in cooperation with industry, academia and government.

  12. 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.

  13. 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.

  14. Human Resource Development in the Knowledge Economy

    DEFF Research Database (Denmark)

    Jørgensen, Sanne Lehmann

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

  15. Human Resources Development for Change and Innovation.

    Science.gov (United States)

    Hey, McKenzie H.

    1979-01-01

    In helping staff adapt to inevitable organizational changes, whether in industry or school, personnel motivation and participation are necessary for institutional efficiency. The articles examines how organizations can meet human needs in planning for change, citing several studies on handling organizational change systems. (MF)

  16. Human and climate impacts on global water resources

    NARCIS (Netherlands)

    Wada, Y.

    2013-01-01

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

  17. 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

  18. 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.

  19. 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

  20. 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.

  1. HR ANALYTICS FOR STRATEGIC HUMAN RESOURCE MANAGEMENT

    OpenAIRE

    2014-01-01

    Understanding HR’s contributions in driving organizational performance is nowadays essential. HR professionals need to face the new realities and adopt an integrated management model in order to provide the best actions regarding the management of human capital. An organization needs and can quantify the HR’s overall strategic impact by finding the proper ways for measuring its impact on the success drivers. This paper aims to identify and describe the steps needed in order to asses HR’s stra...

  2. Review on the Development of Human Resource Accounting in China

    Institute of Scientific and Technical Information of China (English)

    XIEZongjie

    2002-01-01

    A review through the origination,development and prospect of Human resource accounting(HPA) is presented based on the study of plentiful literatures about if.HRA is defined as an accounting procedure and method to discriminate and meaure the data of human resources,aiming to provide information which is concerned with the change of human resources for the outside people to serve human resource management,It is experiencing a nearly frozen period following its hot time in 1970s after its origination in America in 1960s.The theoretic foundation of HRA is classical plutonomy dated back to 17th century,There were two preeminent persons in the higtory of HRA,One was Theodore Schultz who established his human capital theory relating education that improves the human capital value with economy;the other was Eric G.Flamholtz who enriched the concept,research methods and application of HRA,In China,the research on HRA started i 1980s beginning with introducing overseas achievements.Multiple views coexist i the academy on whether human resources should be taken as accounting assets and on where to put the HRA information in financial statements.The application of HRA is constrained by the absence of ull-blown theories and methodological systems about it as well as difficulties in evaluating human resources and the obstacle of conventional understandings,However,with the coming of intellective economy,the globalization of competition and the entry of China into WTO.The day of HRA will surely come.

  3. Advances in gene technology: Human genetic disorders

    Energy Technology Data Exchange (ETDEWEB)

    Scott, W.A.; Ahmad, F.; Black, S.; Schultz, J.; Whelan, W.J.

    1984-01-01

    This book discusses the papers presented at the conference on the subject of ''advances in Gene technology: Human genetic disorders''. Molecular biology of various carcinomas and inheritance of metabolic diseases is discussed and technology advancement in diagnosis of hereditary diseases is described. Some of the titles discussed are-Immunoglobulin genes translocation and diagnosis; hemophilia; oncogenes; oncogenic transformations; experimental data on mice, hamsters, birds carcinomas and sarcomas.

  4. 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.

  5. Human resource management - development tendencies and future perspectives

    Directory of Open Access Journals (Sweden)

    Norbert Thom

    2001-01-01

    Full Text Available The dynamics with which changes are taking place in companies has led many managers to better appreciate the necessity and the advantages of comprehensive human resource management. This pressure to change has also helped to generate numerous social innovations within the field of human resource management. The call for each sub-area to play its part in increasing the value of the enterprise is setting new accents in human resource management. The main starting points for increasing the value of an enterprise lie in improving productivity, employee creativity, and motivation. The author bases his ideas on a model of the sub-functions of human resource management used at his own institute, which is subdivided into three basic categories: process functions, cross-section functions, and meta-functions. The human resource management functions discussed can have a positive impact on the above aims. Productivity, for example, is increased through personnel development and personnel placement measures. Personnel retention instruments (incentive systems are almost certain to have an impact on motivation. Ways to influence creativity include selection measures (looking out for candidates with creative potential during the recruitment process and personnel development measures (consciously enhancing a person’s capacity for interdisciplinary thinking, practicing creative techniques.

  6. 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.

  7. Do Human Resource Management Practices Inspire Employees’ Retention?

    Directory of Open Access Journals (Sweden)

    Tajammal Hussain

    2013-10-01

    Full Text Available This study examines the relationship between the human resource management practices implemented by the organization and employees’ motivated intention to stay and work effectively for the organization. Human resource management practices deployed in study are training and Development, development of teams, performance appraisal, internal communication system, employment security, person-organization fit, employee empowerment and reward and compensation. Four hundred questionnaires were distributed among the middle management cadre employees of textile industry, out of which, 303 questionnaires completed in all respects were received back with a response rate of 75.75%. It is explored that four human resource management practices: person-organization fit, employment security, communication and training and development are contributing strongly (adjusted R2 = 0.782 in developing the employees’ intentions to stay with organization. Further, strong positive inter-relationships were found between human resource management practices and employees’ retention. It is concluded that adoption of human resource management practices enhances employees’ retain ability of organizations.

  8. 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.

  9. Human Capital, Technology, and Economic Growth

    Directory of Open Access Journals (Sweden)

    Chindo Sulaiman

    2015-11-01

    Full Text Available This article investigated the impact of human capital and technology on economic growth in Nigeria. We employed annual time series data for the period of 35 years (1975-2010 and applied autoregressive distributed lag approach to cointegration to examine the relationship between human capital, technology, and economic growth. Two proxies of human capital (secondary and tertiary school enrollments were used in two separate models. The cointegration result revealed that all the variables in the two separate models were cointegrated. Furthermore, the results of the two estimated models showed that human capital in form in secondary and tertiary school enrollments have had significant positive impact on economic growth. More so, technology also shows significant positive impact on economic growth. In a nutshell, both human capital and technology are important determinants of growth in Nigeria. Therefore, improvement of the educational sector and more funding for research and development (R&D to encourage innovations are needed to facilitate Nigeria’s sustained economic growth.

  10. Human Insulin from Recombinant DNA Technology

    Science.gov (United States)

    Johnson, Irving S.

    1983-02-01

    Human insulin produced by recombinant DNA technology is the first commercial health care product derived from this technology. Work on this product was initiated before there were federal guidelines for large-scale recombinant DNA work or commercial development of recombinant DNA products. The steps taken to facilitate acceptance of large-scale work and proof of the identity and safety of such a product are described. While basic studies in recombinant DNA technology will continue to have a profound impact on research in the life sciences, commercial applications may well be controlled by economic conditions and the availability of investment capital.

  11. 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.

  12. Enabling technology for human collaboration.

    Energy Technology Data Exchange (ETDEWEB)

    Murphy, Tim Andrew (MindTel, LLC, Syracuse, NY); Jones, Wendell Bruce; Warner, David Jay (MindTel, LLC, Syracuse, NY); Doser, Adele Beatrice; Johnson, Curtis Martin; Merkle, Peter Benedict

    2003-11-01

    This report summarizes the results of a five-month LDRD late start project which explored the potential of enabling technology to improve the performance of small groups. The purpose was to investigate and develop new methods to assist groups working in high consequence, high stress, ambiguous and time critical situations, especially those for which it is impractical to adequately train or prepare. A testbed was constructed for exploratory analysis of a small group engaged in tasks with high cognitive and communication performance requirements. The system consisted of five computer stations, four with special devices equipped to collect physiologic, somatic, audio and video data. Test subjects were recruited and engaged in a cooperative video game. Each team member was provided with a sensor array for physiologic and somatic data collection while playing the video game. We explored the potential for real-time signal analysis to provide information that enables emergent and desirable group behavior and improved task performance. The data collected in this study included audio, video, game scores, physiological, somatic, keystroke, and mouse movement data. The use of self-organizing maps (SOMs) was explored to search for emergent trends in the physiological data as it correlated with the video, audio and game scores. This exploration resulted in the development of two approaches for analysis, to be used concurrently, an individual SOM and a group SOM. The individual SOM was trained using the unique data of each person, and was used to monitor the effectiveness and stress level of each member of the group. The group SOM was trained using the data of the entire group, and was used to monitor the group effectiveness and dynamics. Results suggested that both types of SOMs were required to adequately track evolutions and shifts in group effectiveness. Four subjects were used in the data collection and development of these tools. This report documents a proof of concept

  13. 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.

  14. 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.

  15. 48 CFR 1252.239-70 - Security requirements for unclassified information technology resources.

    Science.gov (United States)

    2010-10-01

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

  16. [Technology and notion of human life].

    Science.gov (United States)

    Kakimoto, Yoshimi

    2013-12-01

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

  17. Professional development and human resources management in networks

    OpenAIRE

    Evgeniy Rudnev

    2016-01-01

    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 identi...

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

    OpenAIRE

    Gannon, Judie; Roper, Angela; Liz, Doherty

    2015-01-01

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

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

    Science.gov (United States)

    Li, Jing; Zhou, Liang; Yang, Fei

    2017-08-01

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

  1. 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.

  2. The Effect of Human Resources Development on Organizational Productivity

    Directory of Open Access Journals (Sweden)

    P.V.C. Okoye

    2013-10-01

    Full Text Available This paper is “The Effect of Human resource Development on organizational productivity.” The study aims to determine the extent at which effective human resource development can enhance productivity in order to reduce poor performance in organization, to determine the efficiency of human resource training and development in organization growth, to ascertain if human resource development have any significant impact on organizational profitability, to determine and identify the factors affecting human resource development and organizational productivity and to ascertain the attitude of the senior management and other employees on the need for proper utilization of available human resources which have tremendous effect on the firm’s profitability. The five research questions and three hypotheses were formulated in line with the objectives of the study. To achieve the aims of the study, data were collected from both primary and secondary source. Data collected were analyzed by use of means, variance and standard deviation and the three hypothesis formulated were tested using z-test statistical tool. Based on the analysis, the study found that human resource development is very vital to any organizations ranging from small to large scare enterprise since it is well known that no business can exist entirely without human being also that one of the major functions of human resource development is the engagement of people to work in order to achieve sales growth and profitability another finding is that the method of training and development as gathered from interview contracted by the researcher are just by reason of the problems the company has due to lack of fund. Based on the findings of the study, the researcher recommends that organization should inculcate the habit of attending seminars and conference, the company should make sure that the effort of employers are appraised from time to time to find out how they contribute to the achievement

  3. Technological innovation and developmental strategies for sustainable management of aquatic resources in developing countries.

    Science.gov (United States)

    Agboola, Julius Ibukun

    2014-12-01

    Sustainable use and allocation of aquatic resources including water resources require implementation of ecologically appropriate technologies, efficient and relevant to local needs. Despite the numerous international agreements and provisions on transfer of technology, this has not been successfully achieved in developing countries. While reviewing some challenges to technological innovations and developments (TID), this paper analyzes five TID strategic approaches centered on grassroots technology development and provision of localized capacity for sustainable aquatic resources management. Three case studies provide examples of successful implementation of these strategies. Success requires the provision of localized capacity to manage technology through knowledge empowerment in rural communities situated within a framework of clear national priorities for technology development.

  4. 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.

  5. 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.

  6. Urgent need for human resources to promote global cardiovascular health.

    Science.gov (United States)

    Vedanthan, Rajesh; Fuster, Valentin

    2011-02-01

    The World Health Organization estimates the existence of a global shortage of over 4 million health-care workers. Given the growing global burden of cardiovascular disease (CVD), the shortfall in global human resources for health (HRH) is probably even greater than predicted. A critical challenge going forward is to determine how to integrate CVD-related human resource needs into the overall global HRH agenda. We describe the CVD implications of core HRH objectives, including coverage, motivation, and competence, in addition to issues such as health-care worker migration and the need for input from multiple stakeholders to successfully address the current problems. We emphasize gaps in knowledge regarding HRH for global CVD-related care and research opportunities. In light of the current global epidemiologic transition from communicable to noncommunicable diseases, now is the time for the global health community to focus on CVD-related human resource needs.

  7. 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.

  8. Human resource development: new assessments and new directions.

    Science.gov (United States)

    Aitken, Iain W; Kolehmainen-Aitken, Riitta-Liisa

    2009-01-01

    The National Health Plan (NHP) 2001-2010 required a health workforce situation analysis and strategy to match the NHP's priorities and strategies. This paper is based on the work that was done in 2001 to support the preparation of a Health Human Resource Development Strategy for Papua New Guinea (PNG). The analysis showed that changes in health sector financing, population growth and changing health needs had created many human resource problems and challenges. This paper focuses on the main categories of health worker in PNG: doctors, health extension officers, nurses and community health workers. It presents analyses of workforce numbers and costs, and discusses future health system and human resource strategies based on the 2001 study and subsequent developments.

  9. 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

  10. South African human language technology audit

    CSIR Research Space (South Africa)

    Grover, AS

    2011-06-01

    Full Text Available Human language technology (HLT) has been identified as a priority area by the South African government. However, despite efforts by government and the research and development (R&D) community, South Africa has not yet been able to maximise...

  11. Shifting Human Performance Technology to Management.

    Science.gov (United States)

    King, Stephen B.

    1998-01-01

    Describes the benefits and potential drawbacks of transferring HPT (human performance technology) skills from outside consultants to managers within organizations. Discusses HPT competence and control over work environment, the role of traditional HPT experts after the shift, and three approaches to implementing the change. (PEN)

  12. New Metacognitive Model for Human Performance Technology

    Science.gov (United States)

    Turner, John R.

    2011-01-01

    Addressing metacognitive functions has been shown to improve performance at the individual, team, group, and organizational levels. Metacognition is beginning to surface as an added cognate discipline for the field of human performance technology (HPT). Advances from research in the fields of cognition and metacognition offer a place for HPT to…

  13. New Metacognitive Model for Human Performance Technology

    Science.gov (United States)

    Turner, John R.

    2011-01-01

    Addressing metacognitive functions has been shown to improve performance at the individual, team, group, and organizational levels. Metacognition is beginning to surface as an added cognate discipline for the field of human performance technology (HPT). Advances from research in the fields of cognition and metacognition offer a place for HPT to…

  14. 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.

  15. 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...... the verbal aspect of language constrains action and thinking, we also develop customary ways of behaving. Humans extend embodiment by linking real-time activity to actions through which the collectivity imposes a variable degree of control over how individuals realise values....

  16. 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…

  17. 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…

  18. Fuzzy synthetic evaluation on layoff mechanism for human resource

    Institute of Scientific and Technical Information of China (English)

    LEI Yong; PU Yong-jian

    2004-01-01

    According to the modern theory of human resource management, the condition of buyout mainly depends on two variables of an employee: his interior value of product and exterior work reward. There exist shortages in evaluating the value of the employees in an enterprise. Consequently, a lot of employees might be laid off. Hence, this paper puts forward a two-stage method for decision-making to carry out a selective plan of buyout, based on the fuzzy synthetic evaluation involing many factors impacting on human resource. Moreover, a positive analysis is also given.

  19. Human Resource Management in Micro and Small Enterprises

    Directory of Open Access Journals (Sweden)

    Virag C.E

    2014-12-01

    Full Text Available The main goals of this study are, on the one hand, to describe the existing situation regarding the human resource management in micro and small enterprises, and to highlight the manner in which this should be managed to bring a number of benefits to organisations from this sector, on the other hand,. To achieve this goal, previous research and publications from important authors in this domain were consulted. Furthermore, the case of a micro-enterprise from Braşov was studied – Delis Dana S.R.L. to analyse the manner in which the human resources management functions were actually implemented.

  20. 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.