Thematische Bibliographien / Hiring tools

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Auswahl der wissenschaftlichen Literatur zum Thema „Hiring tools“

Autor: Grafiati

Veröffentlicht am 25. Juni 2021

Zuletzt aktualisiert am 1. Februar 2022

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Zeitschriftenartikel zum Thema "Hiring tools"

Kopaska, Jeff. „Hiring Tools“. Fisheries 38, Nr. 10 (04.11.2013): 433. http://dx.doi.org/10.1080/03632415.2013.836503.

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Hegebarth, Kevin. „Hiring optimization: Measuring the effectiveness of hiring tools on operational performance“. Employment Relations Today 39, Nr. 1 (März 2012): 31–36. http://dx.doi.org/10.1002/ert.21352.

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Sahay, Pradeep. „Lean Six Sigma tools in the hiring process“. Strategic HR Review 14, Nr. 1/2 (13.04.2015): 22–29. http://dx.doi.org/10.1108/shr-06-2014-0040.

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Purpose – The purpose of this paper is to examine how “Lean” principles from the manufacturing world can be adapted to create a best-in-class recruiting function and demonstrate the causal connection between the “value-added” recruiting activity and positive business results. Design/methodology/approach – This concept paper is based on practitioner experience in leveraging Lean Six Sigma tools in improving the efficiency and effectiveness of the talent acquisition process. Findings – Talent acquisition today is an activity fraught with risks – Did we hire the right person, the right skills the right fit? – and has the maximum impact on an organization bottom line. It is more than just posting a requisition and making an offer, but a series of sourcing activities, branding efforts, assessment processes and on-boarding activities and more – all designed to help an organization answer these key questions and find talent relevant to its business context. Appraising some of the evolving best practices in talent acquisition within the larger ambit of talent management issues facing organizations at large underscores the need for a new way of thinking about talent management. Originality/value – Being more innovative in sourcing and recruiting can give organizations a sustainable competitive advantage with visible impact on the bottom line.

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Ingle, Kyle, Cynthia T. Thompson und Zipporah W. Abla. „An exploration of preferred teacher characteristics and hiring tools in Belize“. Journal of Educational Administration 56, Nr. 4 (02.07.2018): 414–28. http://dx.doi.org/10.1108/jea-05-2017-0051.

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PurposeThe purpose of this paper is to answer the following research questions: what characteristics do key Belizean educational leaders value in teacher applicants and why? What hiring tools do they use to ascertain whether teacher applicants have the characteristics they prefer?Design/methodology/approachThe authors utilized a mixed-methods approach drawing upon three data sources – face-to-face interviews with Belizean educational leaders, field notes, and government documents. A card sorting activity of applicant characteristics and tools was embedded into the interview.FindingsInformants preferred motivation, caring, subject matter knowledge, and teaching skills. Intelligence was perceived as a potentially negative characteristic unless coupled with other characteristics, such as strong teaching skills, motivation, and caring or the umbrella of other characteristics, such as content knowledge or university training/credentialing. Professional characteristics, such as where one went for teacher training and academic performance, were perceived as having less relative importance than personal characteristics. Least important were applicant demographics. Consistent with the extant literature, Belizean informants perceived the interview, evidence of prior experience, and certification as the most important tools in vetting and hiring applicants.Research limitations/implicationsThe exploratory study is limited by the small sample of informants, but provides insights into preferences for applicant characteristics and hiring tools in an understudied international context. This study informs future research that may seek to survey representative samples of various stakeholder groups (i.e. general managers and principals) for their preferences in applicant characteristics and hiring tools from across Belizean schools and educational providers.Originality/valueThe study adds to limited research on preferred teacher characteristics among educational leaders responsible for hiring and/or working with teachers and to the limited international educational leadership research.

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Voss, Nathaniel M., Christopher J. Lake und Cassandra Chlevin-Thiele. „Effectively Communicating Validity Information About Personnel Selection Tools“. Journal of Personnel Psychology 19, Nr. 2 (April 2020): 51–62. http://dx.doi.org/10.1027/1866-5888/a000242.

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Abstract. Organizational researchers and practitioners often struggle to effectively and convincingly communicate validity information. In a series of between-subjects experimental studies using samples of university students and hiring managers, the effects of framing and numeracy were examined as validity information was communicated about various personnel selection tools. Across samples, higher numeracy was associated with higher understanding of the validity information and more favorable perceptions of the selection tools. The relationship between numeracy and favorable perceptions was mediated by understanding. Positive framing was more beneficial for students than hiring managers, especially when understanding was also high. These results can be leveraged by practitioners who are interested in tailoring their messages to more convincingly communicate validity information to stakeholders.

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Pordeli, Hassan, Mohamad Sepehri, Russell Baker und Tom Burke. „Improving New Hire Turnover Through The Use Of Assessment Tools“. Journal of Business Case Studies (JBCS) 4, Nr. 9 (05.07.2011): 11. http://dx.doi.org/10.19030/jbcs.v4i9.4804.

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This study focuses on one organizations adoption and use of a specific job matching assessment instrument for all of their hiring decisions over a three-year period. The paper examines the effectiveness of the organizations hiring assessment tool as a process for reducing their new hire turnover. The results of the study shows a significant improvement (reduction) in the new hire turnover, compared with the previous three-year period without utilizing the tool. These findings are consistent with years of empirical research on personality, consisting of characteristics behavior measurements that predict how an individual behavior in various situations (Greenberg, 1980).

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Zięba-Olma, Katarzyna. „Evaluation of the effectiveness of recruitment for hiring managers“. Nowadays and Future Jobs 1, Nr. 1 (26.12.2017): 23–28. http://dx.doi.org/10.21511/nfj.1.2017.03.

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The issues raised in the article are very relevant, due to the growing costs of recruitment for hiring managers. The object of the article is also important due to need to improve the level of knowledge of recruiters, which unfortunately is still imperfect. As a result of the research, it was discovered that the majority (75%) of recruiters do not have sufficient knowledge about the industry in which they recruit a manager, don’t take into consideration the individual needs of organizations seeking managers with special skills, for instance, in the field of innovation management - the use of modern technologies. The aim of the article is to assess the effectiveness of recruitment for hiring managers. The main attention is paid to methods and tools used by the recruiters, evaluation of recruiter performance, following the subjectivity of the recruiter during the candidate’s assessment, incompatibility of the organization and the candidate in terms of remuneration, length of breaks between individual stages of recruitment and their impact on candidates. The methodology of the study includes analysis of relevant literature, desk research and the research method – anonymous survey.

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Liera, Román. „Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity“. American Educational Research Journal 57, Nr. 5 (06.12.2019): 1954–94. http://dx.doi.org/10.3102/0002831219888624.

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This study applies cultural historical activity theory to examine the experiences of 17 professors at a religiously affiliated private university who participated in a 10-month, inquiry-based intervention to change their culture around faculty hiring. The findings illustrate that professors who use race-conscious language and tools to interrogate their campus culture’s historical roots with racism rethought their hiring process. In doing so, faculty perceived racial equity work as an action-oriented, organizational effort to use equity-minded language and create a more equitable hiring structure. The study contributes to the literature on organizational change for racial equity by identifying faculty experiences with racism and critical knowledge about the organizational culture mediating faculty learning and agency.

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Ramkumar, A. „A Conceptual Study on How Electronic Recruitment Tools Simplify the Hiring Process“. Indian Journal of Public Health Research & Development 9, Nr. 6 (2018): 136. http://dx.doi.org/10.5958/0976-5506.2018.00537.5.

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Huwyler, Oliver. „Interest groups in the European Union and their hiring of political consultancies“. European Union Politics 21, Nr. 2 (17.01.2020): 333–54. http://dx.doi.org/10.1177/1465116519897820.

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Interest groups do not only attempt to influence European legislation by devising and executing their own strategies, or relying on their allies. Almost 50% have also experience in hiring political consultants. Using novel survey data from the policy formulation stage, this study shows that business interest groups are more likely to hire consultancies than non-business interest groups. It suggests that business associations’ higher likelihood of hiring consultancies is linked to membership promotion. For firms, it likely relates to their need for specialised lobbying tools and trust-building measures when seeking private goods from policy-makers. Furthermore, the results indicate that consultancy hiring by business interest groups becomes less likely the more they focus on lobbying. This moderation effect highlights that business interest groups show awareness of principal–agent problems and take mitigating action.

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Dissertationen zum Thema "Hiring tools"

Leake, Michelle. „Do school districts have the tools they need to hire effective teachers? Deriving predictors of teacher effectiveness from information available to school district hiring personnel“. Thesis, The University of Texas at Dallas, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3592201.

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The purpose of this study is to determine the extent to which teachers' academic and professional characteristics predict their classroom effectiveness, as measured by value-added indicators of their students' growth. Teachers' college transcripts, service records, and district records of classroom assignments are used to examine undergraduate content and pedagogy courses, graduate work, and professional experience; the district's own value-added indices are utilized as the measure of teacher effectiveness. The study examines a subset of 318 teachers who were continuously employed over a four-year period at one of 19 "hard-to-staff" secondary schools in one of the nation's largest school districts. The study finds that local experience and college coursework in the teacher's assigned content modestly predict the teacher's classroom effectiveness, which has implications for hiring practices in public schools.

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Victorin, Karin. „AI as Gatekeepers to the Job Market : A Critical Reading of; Performance, Bias, and Coded Gaze in Recruitment Chatbots“. Thesis, Linköpings universitet, Tema Genus, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177257.

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The topic of this thesis is AI recruitment chatbots, digital discrimination, and data feminism (D´Ignazio and F.Klein 2020), where I aim to critically analyze issues of bias in these types of human-machine interaction technologies. Coming from a professional background of theatre, performance art, and drama, I am curious to analyze how using AI and social robots as hiring tools entails a new type of “stage” (actor’s space), with a special emphasis on social acting. Humans are now required to adjust their performance and facial expressions in the search for, and approval of, a new job. I will use my “theatrical glasses” with an intersectional lens, and through a methodology of cultural analysis, reflect on various examples of conversational AI used in recruitment processes. The silver bullet syndrome is a term that points to a tendency to believe in a miraculous new technological tool that will “magically” solve human-related problems in a company or an organization. The captivating marketing message of the Swedish recruitment conversational AI tool – Tengai Unbiased – is the promise of a scientifically proven objective hiring tool, to solve the diversity problem for company management. But is it really free from bias? According to Karen Barad, agency is not an attribute, but the ongoing reconfiguration of the world influenced by what she terms intra-actions, a mutual constitution of entanglement between human and non-human agencies (2003:818). However, tech developers often disregard their entanglement of human-to-machine interferences which unfortunately generates unconscious bias. The thesis raises ethical questions of how algorithmic measurement of social competence risks holding unconscious biases, benefiting those already privileged or those acting within a normative spectrum.

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Decker, Jason. „Online self reported information facebook a hiring tool for businesses /“. [Ames, Iowa : Iowa State University], 2006.

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Moroni, Valentina. „Hiring strategies in social enterprises : a tool to address social and commercial objectives“. Master's thesis, 2015. http://hdl.handle.net/10400.14/18352.

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Nowadays, social enterprises are proliferating worldwide. They combine elements derived from the social and the commercial logics, thus falling into the definition of hybrid organizations. As such, they are characterized by internal tensions and conflicts, which can negatively affect their dual performance and must be addressed by social enterprises’ managers. Scholars have therefore highlighted the importance of leaders in social enterprises. They are often central to all decision-making processes, thus directly shaping the direction of the organization. Among their most delicate responsibilities, it is worth mentioning hiring: it is one of the areas where the above-mentioned tensions arise, and the leader has to manage it properly.! However, from an academic perspective, this field is yet to be explored extensively, thus offering plenty of opportunities for insightful research. The purpose of this dissertation is to investigate how hiring strategies can contribute to the pursuit of social and commercial objectives in social enterprises. Therefore, an inductive, qualitative study was conducted on SEED PPM, a work integration social enterprise based in Brisbane, Australia. Firstly, this research provides a detailed overview of this social enterprise and the context where it operates, to facilitate a comprehensive understanding of the organization. Secondly, it provides an in-depth analysis of SEED PPM hiring strategies: it shows that they have gone through a dynamic evolution over time to meet organizational needs and guarantee commercial viability and social impact.
Actualmente, as empresas sociais estão a proliferar globalmente. Empresas deste género combinam elementos que derivam simultaneamente de uma linha de conduta social e comercial, caindo assim na definição de organizações híbridas. Deste modo, é comum nestas empresas o desenvolvimento de tenções internas e conflitos, que podem afectar negativamente a sua performance dual, e que devem ser abordados pelos seus gestores. Estudiosos nesta área têm por isso salientado a importância da existência de líderes no empreendedorismo social. Estes são geralmente cruciais em todos os processos de tomada de decisão, moldando directamente o rumo da empresa. No domínio das suas responsabilidades mais delicadas, importa mencionar a contratação: é um dos campos onde surgem as tenções supra-referidas, e o líder necessita de as gerir devidamente. Todavia, segundo uma perspectiva académica, esta área ainda se encontra sob um estudo extensivo, oferecendo assim uma abundância de oportunidades para uma pesquisa profunda. O propósito desta dissertação é investigar de que forma as estratégias de contratação podem contribuir para a prossecução de objectivos sociais e comerciais no empreendedorismo social. Assim sendo, foi realizado um estudo indutivo e qualitativo numa empresa social de inserção profissional, a SEED PPM, sedeada em Brisbane, Austrália. Primeiramente, esta pesquisa ministra uma visão detalhada desta empresa e do contexto em que opera, para facilitar uma compreensão abrangente da sua organização. Posteriormente fornece uma análise aprofundada das estratégias de contratação da SEED PPM: mostra que a empresa passou por uma evolução dinâmica ao longo do tempo de modo a atender às necessidades organizacionais e a garantir viabilidade comercial e impacto social.

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Bücher zum Thema "Hiring tools"

Pardoe, I. E. C. A study into the hiring of DIY power and other tools. Loughborough: Institutefor Consumer Ergonomics, 1987.

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Morin, Inc Drake Beam. The Perfect Hire Handbook: Tools and Techniques for Successful Hiring. DBM Publishing, 1997.

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Buchteile zum Thema "Hiring tools"

Jotikasthira, Nuttapong, Suebsanti Bhutibhunthu und Ichayaporn Chuaychoo. „Competency-Based Hiring as a Tool to Improve the Thai Meeting and Convention Industry: A Sales Executive Perspective“. In Impact Assessment in Tourism Economics, 141–56. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-14920-2_10.

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„Accomplishment Stories Are Your Most Powerful Selling Tools“. In Get the Job You Want, Even When No One's Hiring, 57–60. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2011. http://dx.doi.org/10.1002/9781118257951.ch33.

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„Excellent Tools to Help You Get a Job When No One's Hiring“. In Get the Job You Want, Even When No One's Hiring, 45–46. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2011. http://dx.doi.org/10.1002/9781118257951.ch26.

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„The Best Tools Get the Best Jobs, Especially in a Down Market“. In Get the Job You Want, Even When No One's Hiring, 53. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2011. http://dx.doi.org/10.1002/9781118257951.ch30.

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Dutot, Vincent, und Sylvaine Castellano. „E-Reputation in Web Entrepreneurship“. In Key Challenges and Opportunities in Web Entrepreneurship, 103–31. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2466-3.ch005.

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E-reputation is what you say, what you do and of course how others perceive all of your actions. As an entrepreneur, knowing what your customers think about you is crucial. But managing it is way more than just hiring someone to be active on some social platforms. It implies the definition of a real strategy as well as hiring specific resources to successfully manage its reputation online. By presenting what e-reputation is, what are its main components, how to measure it and what tools exist, this chapter wants to give to web-entrepreneurs the key elements in order to manage their e-reputation efficiently.

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Dutot, Vincent, und Sylvaine Castellano. „E-Reputation in Web Entrepreneurship“. In Research Anthology on Strategies for Using Social Media as a Service and Tool in Business, 1736–58. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-9020-1.ch085.

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Botek, Marek, und Pavel Sládek. „USE OF PSYCHODIAGNOSTICS IN HIRING – COMPARISON ON STUDENTS FROM PRAGUE UNIVERSITIES“. In 3rd International Thematic Monograph - Thematic Proceedings: Modern Management Tools and Economy of Tourism Sector in Present Era, 755–68. Association of Economists and Managers of the Balkans in cooperation with the Faculty of Tourism and Hospitality, Ohrid, Macedonia, 2018. http://dx.doi.org/10.31410/tmt.2018.755.

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Puerzer, Richard J. „Applying Automatic Data Collection Tools for Real-Time Patient Management“. In Creating Knowledge-Based Healthcare Organizations, 65–77. IGI Global, 2005. http://dx.doi.org/10.4018/978-1-59140-459-0.ch006.

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The management of patients in healthcare facilities, such as outpatient clinics and hospital emergency departments, is a significant hospital management problem. In an effort to deal with the volume of patients who visit an emergency department, hospitals often haphazardly add more resources to their emergency department, such as hiring more personnel or adding more treatment rooms, without proper analysis of the impact of the additional resources on the system. These solutions can be quite expensive and yet their effect on improving problems in the system is often negligible. Knowledge management can make these challenges tractable and lead to more effective solutions. For example, through the application of an automated patient management system that collects and utilizes information concerning the status of patients, the flow of patients can be better managed. Hospitals can effectively deal with many of the problems associated with scheduling and overcrowding, and improve the quality of care provided by their institution. To accurately capture and provide access to the volume of precise information required to effectively manage a healthcare facility, an extensive information acquisition system must be created. The information collected can then be used for both real-time and long-term management decisions. These ideas are discussed and elaborated upon in this chapter.

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Coen, David, Alexander Katsaitis und Matia Vannoni. „Revolving Doors or Sliding Doors in Brussels? Lobbying Strategies and Capabilities“. In Business Lobbying in the European Union, 143–71. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780199589753.003.0006.

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In this chapter, we explore the micro-level and concentrates on business and its government affairs offices in Brussels. We assess business strategic choices in hiring different types of staff, and its variation across national and corporate lines. While business has overall similar tools to lobby the EU, it employs distinctly different approaches. We look at the educational and professional background of its staff, and the role it plays in its lobbying strategies. In doing so, we reveal substantial variation across firms’ strategic approaches and the central driving factors motivating the observed variance. Moreover, we underscore common approaches as a reaction to the EU’s evolution. Theoretically, the chapter builds on the firm’s micro-capabilities.

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Ronsivalle, Gaetano Bruno, und Arianna Boldi. „Artificial Intelligence Applied“. In Educational and Social Dimensions of Digital Transformation in Organizations, 115–44. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6261-0.ch006.

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The purpose of the chapter is to present some real applications of the most advanced information technologies in complex adaptive systems like for-profit companies and organizations. In particular, the authors present the application of machine learning and artificial intelligence to support some of the activities that are strategic for an effective management of human resources. The tools have been applied to analyze the professional profiles (competencies, skills, knowledge, and activities), to evaluate the candidates for hiring and selection, to assess the competences in order to obtain a certification, or to prove the results of a training course. For each project, the authors provide a description of 1) the context, 2) the problem, 3) the solution implemented, 4) an analysis of the advantages and the limits of the solution. All these cases offer quantitative and qualitative data to sustain the thesis: artificial intelligence is a tool that can help humans managing the complexity levels of the so-called Anthropocene era we live in.

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Konferenzberichte zum Thema "Hiring tools"

Peñalvo-López, Elisa, Javier Cárcel-Carrasco, Jaime Llinares-Millán und Manuel Valcuende-Payá. „Digital skills for workplace mentors in construction sector apprenticeships (CONDAP)“. In INNODOCT 2019. Valencia: Universitat Politècnica de València, 2019. http://dx.doi.org/10.4995/inn2019.2019.10221.

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Employers in the construction industry are regularly and increasingly reporting hiring difficulties, since the sector is experiencing a skills shortage in spite of numerous apprenticeship schemes. According to the European Construction Sector Observatory, the main reason of this skills shortage is two-fold: a) the inadequacy of VET provision, and b) the low attractiveness of the sector to young people, further hindered by the perception of its limited capacity for innovation. Correspondingly, modernising construction apprenticeships is crucial for the development of key skills and the improvement of the employability of young construction workers. Training the trainers and mentors to become more engaged and involved in the design of apprenticeships and to introduce new methods, digital tools, and innovative content during their teaching practices is essential to make training more flexible and effective. Such an approach could effectively address the misalignment between VET offerings and the demand for skills and innovation in the construction sector. This article shows the focus of the European project CONDAP, whose purpose is to improve learning in the construction sector.

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Hoyle, Mike J. R., John J. Stiff und Rupert J. Hunt. „Jack-Up Site Assessment: The Voyage to an ISO“. In ASME 2011 30th International Conference on Ocean, Offshore and Arctic Engineering. ASMEDC, 2011. http://dx.doi.org/10.1115/omae2011-50056.

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As a mobile offshore unit, a jack-up can float, self-elevate and then impose proofing loads on the seabed to establish a safe working envelope for subsequent drilling or construction activities. Jack-up site assessment has seen significant advances over the 50 or more years that jack-ups have been deployed offshore. The advances have occurred as a result of both the improvements that have been seen in the analytical tools and also as a result of the many significant strides in our understanding of the physics of the jack-up and the ocean environment. Jack-ups, due to their semi-compliant nature, pose particularly difficult challenges to the designer and operator — more so than most offshore structures. This requires cutting edge technologies to assure that practical solutions can be reached without either too much conservatism or too little safety. These advances have often occurred, or been encouraged, as a result of the engagement of the operators hiring the jack-ups and their technical overseers such as Jan Vugts. Jan was instrumental in initiating the Shell study into jack-up site assessment that resulted in a follow-up JIP which developed the SNAME Recommend Practice. Since then ISO 19905-1 has been under development and Jan has provided both encouragement and also very detailed review comments. This paper charts the voyage from the early days of jack-up site assessment through to the development of the ISO and highlights some of the key technical developments.

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Santos - Guevara, Brenda N., und Elvira G. Rincon - Flores. „Gamification: Its Pedagogical Innovations Benefit Internship Seekers“. In International Conference on Education. The International Institute of Knowledge Management, 2020. http://dx.doi.org/10.17501/24246700.2020.6202.

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Results in higher education and literature have shown that gamification favors intrinsic motivation, cognitive process, and the social aspects of learning by engaging students with their courses. We present the use of a Leaderboard, integrating the used award system, in which students gained badges, built with eleven nicknames, six avatars and seven types of badges. The course Growth-related Competencies aims to prepare students for the search of their internships through tools that allow them to develop professional competencies. This Research was conducted to search for a way to enhance students' performance and quality of done assignments while considering that content seems to be boring and exhaustive for students who review the complete recruitment process (built their resume, have a mock interview, and get familiarized with job boards). We found, through exploratory qualitative research, that students chose an avatar or nickname (optional for students) according to something meaningful for them such as a role model they have or a character with whom they share characteristics according to their self-image. We also learned they found their motivation to participate in gamification as an opportunity to get recognition from teachers and classmates, as well as a reaffirmation of their performance while developing their professional competencies and get prepared to search for their internships. Personal satisfaction, extra points and rewarding were also reasons for them to participate as members of the Leaderboard of the course. Results showed that enhanced gamified design improve student’s participation, delivered assignments and quality of hiring products, reflected on final grades. Keywords: Gamification, Leaderboard, Professional Competencies, Internship, Educational Innovation, Higher Education.

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Silva, Dyego Alves da, Edgard Costa de Oliveira, Edna Dias Canedo und Simone Borges SimÃ£o Monteiro. „Use of FMEA as a risk management tool applied to the Planning Process IT Hiring in Government Sector“. In 13th CONTECSI International Conference on Information Systems and Technology Management. TECSI, 2016. http://dx.doi.org/10.5748/9788599693124-13contecsi/ps-3979.

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Ward, Caryl, und Jill E. Dixon. „Change: Watch For The Right Time“. In Charleston Library Conference. Purdue Univeristy, 2020. http://dx.doi.org/10.5703/1288284317177.

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Collection budgets are an essential tool for building collections yet the amounts of allocations can ebb and flow over the years. Modifying the budget structure is an intimidating, exhausting exercise with administrative and political ramifications that affect the workload of collections librarians as well as the workflows in acquisitions departments. External and internal forces such as impending budget cuts and serials reviews, a new library system, new department heads, newly minted librarians’ learning curves, and the creation or demolition of big deals seem like roadblocks to a budget revision process. They can also be seized as opportunities to look at new models. Libraries get by with the allocations provided in any given year, but would it be better for the collections if the approach to allocations was more flexible from the beginning, more of a proactive allocation instead of reactive? At Binghamton University Libraries, the hiring of a new Head of Collection Development and migrating to a new library system necessitated collaborative conversations concerning structures and roles for the two departments. This paper presents scenarios and recommendations for determining when and how to collaboratively evaluate a legacy budget structure, redefine allocations, and review staff roles.

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Cipollone, Roberto, Davide Di Battista und Angelo Gualtieri. „Energy Recovery From the Turbocharging System of Internal Combustion Engines“. In ASME 2012 11th Biennial Conference on Engineering Systems Design and Analysis. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/esda2012-82302.

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On the road transportation sector, considering its deep involvement with many social expectations, assumed such proportions to become one of the major source of air pollution, mainly in urban highly congested areas. The use of reciprocating internal combustion engines (ICE) dominates the sector and the environmental dimension of the problem is under a strong attention of Governments. European Community, for instance, through sequences of regulations (EURO) reduced the emission allowed of primary pollutants; more recently, the Community added limits to climate-altering gases which directly refer to fuel consumption reduction. These limits today appear the new driver of the future engine and vehicle technological evolution. Similar efforts are under commitment by other developed countries (USA, Japan, etc,…) as well as also by the other Countries whose economic importance will dominate the markets in a very near future (BRICS Countries). The need to fulfill these issues and to keep the traditional engine expectations (torque, speed, fun to drive, etc..) triggered, especially in recent decades, a virtuous cycle whose result will be a new engine and vehicle era. The evolution till had today has been driven by the EURO limits and it demonstrated surprisingly that emission reduction and engine performances can be matched without compromises in both sides. Today, adding severe limits on equivalent CO2, emissions, it appears very difficult to predict how future engines (and vehicles) will be improved; new technologies are entering to further improve the traditional thermal powertrain but the way to a massive and more convinced electrification seems to be definitely opened. The two aspects will match in the sector of energy recovery which appears one of the most powerful tools for fuel consumption saving and CO2 reduction. When the recovery is done on exhaust gases it has an additional interest, having a moderate cost per unit of CO2 saved. The potentiality of this recovery is huge: 30%–35% of the chemical energy provided by the fuel is lost with the flue gases. For different reasons engines for passengers cars or goods transportation (light and heavy unit engines) as well those used for electricity generation (gen-set) are interested to this recovery: the first sector for the CO2 reduction, the second for the increasing value of electrical energy on the market. This wide interest is increasing the probability to have in a near future a reliable technology, being different actors pushing in this direction. In recent years the literature focused the attention to this recovery through a working fluid (organic type) on which the thermal energy is recovered by increasing its enthalpy. Thanks to a sequence of thermodynamic transformations (Rankine or Hirn cycle), mechanical work is produced. Both concept (Organic working fluid used and Rankine Cycle) are addressed as ORC technology. This overall technology has an evident complexity and doesn’t match with the need to keep reduced costs: it needs an energy recovery system at the gas side, an expander, a condenser and a pump. The space required by these components represents a limiting aspect. The variation of the flow rate and temperature of the gas (typical in ICE), as well as that at the condenser, represents additional critical aspect and call for suitable control strategies not yet exploited. In this paper the Authors studied an energy recovery method integrated with the turbocharging system, which does not require a working fluid making the recovery directly on the gas leaving the cylinders. Considering that the enthalpy drop across the turbine is usually higher than that requested by the compressor to boost the intake air, the concept was to consider an additional turbine which operates in parallel to the existing one. Room for recovery is guaranteed if one considers that a correct matching between turbine and compressor is actually done bypassing part of the exhaust gas from the turbine (waste gate) or using a variable geometry turbine (VGT) which, in any case, represents an energy loss. An additional positive feature is that this recovery does not impact on engine performances and the main components which realizes the recovery (valves & turbine) are technologically proven. In order to evaluate the potentiality of such recovery, the Authors developed a theoretical activity which represents the matching between turbocharger and engine. Thanks to an experimental characterization done on an IVECO F1C 16v JTD engine, an overall virtual platform was set up. The result produced a very satisfactory representation of the cited engine in terms of mechanical engine performances, relevant engine flow rates, pressures and temperatures. The ECU functions were represented too, such as boost pressure, EGR rates, rack control of VGT, etc… Two new direct recovery configurations have been conceived and implemented in the engine virtual platform.

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