Thematische Bibliographien / Human Resources System

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Human Resources System“

Autor: Grafiati
Veröffentlicht am 28. Juni 2021
Zuletzt aktualisiert am 1. Februar 2022

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Zeitschriftenartikel zum Thema "Human Resources System"

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A.R., Akhmedjanov. „Competency-based Human Resources Management System at Service Enterprises“. Journal of Advanced Research in Dynamical and Control Systems 12, SP7 (25.07.2020): 144–49. http://dx.doi.org/10.5373/jardcs/v12sp7/20202092.

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VELYCHKO, Ya. „ASSESSMENT OF HUMAN RESOURCE RISKS IN THE SYSTEM OF HUMAN RESOURCES MANAGEMENT“. Economics of the transport complex, Nr. 32 (10.12.2018): 123. http://dx.doi.org/10.30977/etk.2225-2304.2018.32.0.123.

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Pokynchereda, Vitalii, Nataliia Gudzenko und Mariya Nastenko. „Human resource accounting in the system of value-based business management“. Investment Management and Financial Innovations 14, Nr. 2 (21.08.2017): 386–93. http://dx.doi.org/10.21511/imfi.14(2-2).2017.10.

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Modern economic conditions are characterized by dynamism and complexity, in¬creased competitive confrontation at product markets, rapid changes of the market environment that leads to intensification of the search for advanced approaches to human resource management. Employees, their qualifications and experience are one of the most important factors, without which any prospects of economic growth are neutralized. The purpose of this paper is to substantiate the essence of human resources as a category of accounting, which is a prerequisite for formation of theoretical and methodological basis of their representation in the context of value-based business management implementation policy. The article substantiates the essence of human resources as the total number of employees at the company, who are carriers of human assets accumulated in themselves and inseparable from themselves, such as physical abilities, education, experience and professional knowledge that, in conjunction with using the elements of accounting method, creates the basis for presentation of human assets as the company’s right to use them as a part of intangible assets. Implementation of suggested approach to understand accounting nature of human resources, based on recognition of company’s right to use human assets carried by employees, creates a prerequisite for displaying information about them in the system of accounts and reports of the company that meets the needs of value-based management.
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Asfahani, Ahmed M. „The Complementary Relationship between Human Resources Accounting and Human Resources Information System“. Open Journal of Accounting 10, Nr. 02 (2021): 30–41. http://dx.doi.org/10.4236/ojacct.2021.102004.

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Yazlyuk, Borys Olehovych, Ruslan Feoktystovych Brukhanskyi und Maryna Borysivna Nahara. „FORMATION OF SYSTEM OF HUMAN RESOURCES MANAGEMENT OF TOURIST ENTERPRISE ON COACHING BASE“. SCIENTIFIC BULLETIN OF POLISSIA 2, Nr. 1(13) (2018): 29–35. http://dx.doi.org/10.25140/2410-9576-2018-2-1(13)-29-35.

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Vrabcová, Pavla, und Hana Urbancová. „Use of human resources information system in agricultural companies in the Czech Republic“. Agricultural Economics (Zemědělská ekonomika) 67, No. 5 (20.05.2021): 173–80. http://dx.doi.org/10.17221/452/2020-agricecon.

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High-quality information systems explicitly focused on working with people help companies meet the increasingly complex requirements for registration of attendance, forms, employment contracts, and much more. The article's main goal is to identify areas of human resources management for which agricultural companies in the Czech Republic use information systems to increase the efficiency of processes and evaluate the development of their usage with regard to the support of digitisation. The data, which were subjected to factor analysis, were obtained via a questionnaire survey from selected 70 agricultural companies in the Czech Republic and via qualitative research (focus group, n = 7). The largest share of monitored agricultural holdings is using IT systems in the area of personal data, while the smallest share of monitored agricultural holdings is using software for monitoring education and knowledge transfer. Factor analysis identified 4 factors that characterise agricultural companies according to the use of information and communication technologies (ICT) in human resource management. The results show that in terms of the current shift of the entire agriculture towards digitisation, the use of ICT in staff management of companies cannot be neglected. The outbreak of the COVID-19 pandemic exacerbates the use of ICT.
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Chlivickas, Eugenijus, Palmira Papšienė und Arnas Papšys. „HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS“. Business, Management and Education 8, Nr. 1 (20.12.2010): 51–65. http://dx.doi.org/10.3846/bme.2010.04.

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The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.
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Li, Ping Fen, Yuan Xiu Xiang und Yu Xiang Guo. „Architecture Research and Implementation of Human Resource Management Information System“. Advanced Materials Research 926-930 (Mai 2014): 4150–53. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.4150.

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The main objective of this paper is to design and implement an accord localized, low price, fully functional, human resource management information system for people to use the habits and characteristics of the situation. Human resources management information system has become service providers, employee care and human resources consultant. Help enterprises to complete the functions of strategic human resource management.
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Adewole, David Bamidele, Oluwole Charles Akinyokun und Gabriel Babatunde Iwasokun. „Hybrid human resources localization and tracking system“. Artificial Intelligence Research 8, Nr. 1 (21.01.2019): 1. http://dx.doi.org/10.5430/air.v8n1p1.

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Organizational success and productivity depend on the effective and efficient utilization of Human Resources (HR). In view of the importance of HR, organizations put high premium on their safety, wellbeing and adequate monitoring. Several researchers have come up with solutions for monitoring HR movements but the major challenge has been the inability of a single technique to adequately and comprehensively monitor and provide accurate positioning data due to the changing environments of the workplace. This paper presents the implementation of a hybrid HR monitoring system using Global Positioning System (GPS), Radio Frequency Identification (RFID), cameras and sensors. The model is implemented using Python programming language as frontend and MySQL database management system as backend. Case study of the monitoring of selected staff of Information and Communication Technology Application Centre (ICTAC) of Adekunle Ajasin University, Akungba-Akoko, Nigeria was used to test the adequacy and practical functions of the model. Obtained data on positioning accuracy, signal sensitivity, cost of deployment and coverage area formed the basis for evaluation and comparative analysis.
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Kolesnichenko, Elena, Yana Kulikova und Albina Berdikova. „WAYS TO IMPROVE HUMAN RESOURCES MANAGEMENT SYSTEM“. Вестник Северо-Кавказского федерального университета, Nr. 1 (2020): 66–73. http://dx.doi.org/10.37493/2307-907x.2020.1.7.

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Dissertationen zum Thema "Human Resources System"

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黃祐榮 und Yao-wing Robert Wong. „Strategic human resources management system“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31265856.

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Wong, Yao-wing Robert. „Strategic human resources management system /“. Hong Kong : [University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13497819.

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Krulíková, Dagmar. „Human Resources Information System Analysis“. Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-3859.

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One of the biggest and prolonged capital assets of society is investment in staff. If they are managed in the right way, these investments can be the source of innovation and growth, competitive advantage and previsions of leading position in the market. Viz.[7] This Diploma thesis is aimed on the analyses of the human resources management, structure and demands on the personal information system, which solves this area as a whole. Described systems and solutions are generalization of the author's theoretical and practical experiences with particular human resources information system. There are defined the demands on common concept of HR IS. In this diploma thesis you can find the description
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Sritharakumar, Sinnathamby. „Human resources information system (HRIS)-enabled human resource management (HRM) performance : a business process management (BPM) perspective“. Thesis, University of Salford, 2016. http://usir.salford.ac.uk/38034/.

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It is widely accepted that business process management (BPM), a contemporary management approach that focuses on managing overall business processes within an organization to accomplish the organizational goal, relies on modern information and communication technology (ICT) systems. Although there are plenty of academic discussions available on BPM and the firm performance relationship, the literature does not provide constructive information on how the adoption of ICT impacts the BPM performance. Therefore, this study creates an awareness of the contribution of ICT to BPM by analyzing the linkage between impacts of human resource information systems (HRIS) on human resource management (HRM) performance. A conceptual model was developed with strong theoretical background by incorporating the works informed by Lee et al. (2012) and Paauwe and Richardson (1997) to test several hypotheses. In this research, the target population is human resources professionals who have access to HRIS within their organizations in a Canadian context. Since this study has a wide range of data distribution that tries to measure the strength of relationship between a HRIS-enabled HR practices and the HRM performance, this study adopts Kendall’s tau-b correlation, one of the best approaches to measure the strength of the relationship. The important findings of this study are that HRIS-enabled HR transactional, traditional and transformational practices, when implemented appropriately, significantly impact the HRM performance. Specifically, this study confirms that HRIS-enabled HR traditional management practices such as performance management, rewards, career development and communication predominantly significantly impact the HRM performance. In other words, this study specifically encourages an organization to adopt comprehensive performance management systems (PMS), an important component of HRIS, to manage their employees effectively.
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Thomas, Peter James. „Conversation analysis in interactive computer system design“. Thesis, University of Hull, 1990. http://hydra.hull.ac.uk/resources/hull:3895.

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Chapter one discusses the rationale for, and the aims of, this study. The design of interactive computer systems is an enterprise quite distinct from the design of other artefacts: design, or inventing a pattern, for interactive computer systems is a matter of design for use.HCI research has recognised the need for a user-centred approach to design, and has correspondingly drawn upon a variety of disciplines. However, the dominance of psychological theory and method has led to the exclusion of a body of applicable findings and methods from disciplines which deal with human interaction, and to a failure to systematically investigate the the links between human interaction and human-computer interaction. Prospectively, conversation analysis provides the resources for design of more natural interactive systems,and represents the possibility of design guidance which avoids the problems inherent in current design guidelines. The methods and findings of conversation analysis, this chapter has proposed, will provide a principled approach both to the investigation of human-computer interaction, and to the design of interactive systems. Within the general aim of investigating the applicability of conversation analysis to HCI, the remainder of this study addresses both the theoretical issues, and illustrates the practical outcomes, in relation to an empirical study of user-system interaction. Chapter two examines in greater detail the perspective of ethnomethodology and the findings of conversation analysis. The expository materials, such as exist in these fields, are recognised as being difficult, especially so for those who may be approaching these topics for the first time, and from other than sociological backgrounds. Accordingly the discussion concentrates upon only their more central assumptions and findings. Chapter one observes that conversation analysis and ethnomethodology have not yet found expression in HCI research largely because of the divergence between their methods and those of psychology. The exact nature of those methods, and their advantages for HCI research, are explored in chapter three. This discussion concerns both the practical methodology adopted in this study, the relationship between experimental and non-experimental investigative methods, and the practical applicability of the methods of conversation analysis in the investigation of human-computer interaction.An empirical study of human-computer interaction is undertaken in chapter four. The examination of videotaped sequences of humancomputer interaction through conversation analytic methods is combined with the findings of conversation analysis, to formulate design guidelines and recommendations. Finally, chapter five attempts to assess the significance of this approach to HCI research and design. The promising route which conversation analysis provides for investigation of user-system interaction, and the possibility that it can inform the design of future interactive systems, is explored.
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Estanislau, João Carlos Martins dos Santos. „Human resources performance management system applied to a SME“. Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19122.

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Mestrado em Gestão/MBA
O Sistema de Gestão de Desempenho de Recursos Humanos é reconhecido, nos dias de hoje, como um fator determinante para a criação contínua de valor na empresa e alcance de todo o seu potencial. O seu principal propósito é combinar e alinhar os objetivos da organização com o desempenho e o desenvolvimento do funcionário por meio de um processo de feedback integrado, permitindo uma gestão mais eficiente dos recursos humanos. As pequenas empresas, devido à sua natureza, não entendem a necessidade de medir e gerir de uma forma estruturada o desempenho dos seus recursos humanos ou são incapazes de encontrar um sistema adequado e aplicável ao seu contexto. Essa realidade tem um impacto negativo no desempenho e na motivação de seus funcionários e nos resultados da organização. A falta de um sistema estruturado de gestão de desempenho de recursos humanos deve ser considerada um risco, que, em situações extremas, poderá comprometer a existência da organização. Devido à importância económica e social deste tipo de empresa e à sua operação num mercado altamente competitivo, qualquer medida no sentido de melhorar desempenho e resultados deve ser suportada e tida como uma oportunidade de diferenciação e alavancagem. O objetivo deste trabalho é apresentar vantagens, requisitos e importância da implementação de um sistema de gestão de desempenho de recursos humanos em pequenas e médias empresas e fornecer uma sugestão aplicável para implementação prática na Empresa X, uma pequena empresa de EPC contribuindo assim para um eventual aumento e melhoria do seu desempenho e resultados.
The human resource performance management system is recognized as one of today’s significant factors towards the enterprise’s continuous creation of value and achievement of its full potential. Its main goal is to combine the organization’s objectives with the employee’s individual performance and development through an integrated feedback process and to allow a more efficient human resources’ management. Small enterprises, due to their nature and restrictions, either do not understand the need to structurally measure and manage their human resource performance or are unable to find a suitable management system applicable to their context. This reality has a negative impact on their employee’s performance and motivation, and ultimately in the organization’s results. Therefore, the lack of a structured human resource performance management system should be considered a business risk, which, in more extreme situations, is capable to jeopardize de organization’s existence. Due to the economic and social importance of these organizations and the highly competitive market in which they operate, any measure to raise performance and results must be nurtured and seized as an opportunity for positive differentiation and business leverage, therefore, the aim of this work is to present the advantages, requisites and importance of a human resource performance management system implementation in small enterprises and provide an applicable suggestion for a practical implementation through a case study approach in Company X, a small EPC company and, hopefully with that contribute, increase its performance and results.
info:eu-repo/semantics/publishedVersion
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Sikorová, Markéta. „Možnosti řešení oblasti HR v informačním systému organizace“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192355.

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This diploma thesis deals with personal work and human resource management in these days, when it comes to a number of modern information technologies. Main objective is to analyze the management of human resources, given the focus of the case studies, especially in the field of internet marketing, and based on this analysis, determining entitlement to the HR systems and a procedure for evaluating selected HRIS (Human Resource Information System). With main objective relates to show the established procedure evaluation of selected systems in practice. For this purpose a case study on a particular emerging company. Objective will be achieved by setting the steps of selecting, characterizing the selected products and specifying criteria for each of the four groups with the system of weights. Will be used the methods of analysis and comparison. The work is divided into four chapters. The first two - Human Resources and HRIS - are focused theoretically. The third chapter is focused on a market analysis, determination of the steps for the selection and evaluation criteria for selected products. At the conclusion of this chapter are products evaluated through clear tables. The last chapter is devoted to the case study and evaluation of products according to specific needs and requirements. There is to modify the system of weights and decommissioning some minor criteria. By thus adjusted weights is chosen the product that best matches.
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Rama, Ali. „Användarcentrerad förbättring av HR-system“. Thesis, Malmö högskola, Fakulteten för teknik och samhälle (TS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20310.

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I denna uppsats har det undersökts vilka användbarhetsproblem som är framträdande i HRutan, samt vilka förbättringar som kan härledas i HRutan avseende användbarhetsproblemen. HRutan är en samlingsplats för allmän självservice och information i anknytning till arbetet inom HR-området inom Malmö stad och används av anställda inom Malmö stad för arbetsrelaterade uppgifter. Undersökningen har gjorts genom att analysera ett utvalt HR-system med hänvisningar till utvalda designanvisningar och direktiv. Designanvisningarna och direktiven presenterades för den utvalda målgruppen genom en undersökning i form av intervjuer. Syftet med den första genomförda intervjun var att samla åsikter och synpunkter från målgruppen angående potentiella användbarhetsproblem i det utvalda HR-systemet. Datainsamlingen kom sedan att användas vid utformningen av ett prototypbaserat användargränssnitt. I samband men den första genomförda intervjun genomfördes även en expertutvärdering av användargränssnittet vars syfte var att styrka de användbarhetsproblem som målgruppen tidigare uttryckt. Detta genom att jämföra resultatet från båda undersökningarna och därmed finna ett framträdande resultat av användbarhetsproblem. Avslutningsvis genomfördes ytterligare en intervju med målgruppen avseende det prototypbaserade användargränssnittet för att finna underlag för om några förbättringar skett. Syftet med undersökningen är att fastställa vilka designanvisningar och direktiv som är relevanta för att uppnå en högre grad av användbarhet i ett HR-system och därmed leva upp till användarnas krav och behov. Detta för att finna de förbättringar som är vid behov för att underlätta de grundläggande funktionerna i ett HR-system och därmed finna hur design, struktur och navigering i ett HR- system kan förbättras ur ett användbarhetsperspektiv. Resultat tyder på att det finns en varierande grad av relevans för samtliga designanvisningar och direktiv där kategorierna felhantering samt feedback och återkoppling påvisar en högre grad av relevans. Kategorin hjälpmedel och genvägar tyder på en lägre grad av relevans i samband med HRutan. Resultatet påvisar även att det finns ett behov av förbättringar för samtliga kategorier. Förslagen till förbättringar baseras bl.a. på en ny konsekvent layout och dess innehållande information samt tydliggörandet av aktuella händelser och platser genom en indelning av de olika kategorierna i menyn i s.k. flikar. Andra förslag till förbättringar bygger på en ny strukturering och placering av information som presenteras med fokus på dess väsentlighet, meddelandefönster som är anpassade för de olika handlingarna men även tillägg av utgångs och ångerfunktioner. Förslagen till förbättringar belyser även vikten av ett system som sköter de grundläggande justeringarna och inmatningarna i systemet, genväg för den mest frekventa arbetsuppgiften samt en ny layout av användargränssnittet. Ytterligare förslag till förbättringar baseras på utnyttjandet av symboler samt genvägar till funktioner med flervalsalternativ för att uppnå en mer målgruppsanpassad sida. Avslutningsvis framhävs förbättringar i form av flerstegsanvisningar för utförandet av arbetsuppgifter och en logisk utformning av layout, menyer, termer, symboler och fraser.
The thesis explores the most prominent usability problems in HRutan but also addresses the improvements that can be made. This has been accomplished by studying a specific/selected HR system with references to carefully selected design guidelines and directives. The design guidelines and directives were shown to the target group through a survey in the form of an interview. The aim of the first interview was to collect the opinions and the feedback of the target group regarding the usability problems of the selected HR system. These opinions and the feedback were later used in the design of a prototype-based user interface. Together with the first interview an expert evaluation was conducted which aimed to confirm the usability issues that the target group expressed. This was completed by combining the results of usability problems from both studies and thus find a prominent result of the usability problems on the selected HR system. Finally, one more interview regarding the prototype-based user interface was done by the target group. The intention of this interview was to examine if any improvements had been made. The aim of this study is first of all to determine what design guidelines and directives are relevant to achieve a higher degree of usability in an HR system and thus meet requirements and needs of the user. The second aim is to discover and determine the improvements necessary to simplify the basic features of an HR system from a usability perspective. The last part is the aim to identify how the design, structure and navigation of an HR system can be improved from a usability perspective. The results point out that there is a varying degree of relevance for each design guidelines and directives where the categories error handling, feedback and reconnection indicates a higher degree of relevance. The category tools and shortcuts point to a lower degree of relevance in the context of HRutan. The result show that there was a necessitate for a variable degree of improvement in all categories. The suggestions for improvements are for instance based on a new consistent layout of its information and a clarification of current events and places by division of the categories in tabs. Additional proposals for improvement are the structuring and placement of information based on essentiality, message windows for the various actions as well as the addition of a number of output and regret functions. The proposals for improvement give prominence to the importance of a system that handles the most basic adjustments and inputs but also highlight the weight of the shortcuts for the most frequent task. Shortcuts for functions with multiple choice options to achieve a more targeted custom page and multi-step directions, such as video clips for the execution of tasks, are further proposal of improvements. These improvements result in a new layout of the user interface with a consistent structure and design of the layout, the menus, terminology, symbols and phrases.
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Rawlings, Philip. „The reform of punishment and the criminal justice system in England and Wales from the late seventeenth century to the early nineteenth century“. Thesis, University of Hull, 1988. http://hydra.hull.ac.uk/resources/hull:3150.

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Agas, Konstantinos. „Design and implementation of a decision support system for assigning human resources in the Hellenic Navy“. Thesis, Monterey, California. Naval Postgraduate School, 2006. http://hdl.handle.net/10945/2680.

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This thesis is focusing on designing a DSS to facilitate Human Resource Management decisions for the Hellenic Navy. A mathematical, multi-criteria optimization model was designed and a software environment implemented employing this model to make job assignment decisions. The rationale was to develop a software solution able to adapt in the most automated way possible to different issues concerning HRM. Assigning HRM resources in an optimal way while considering multiple criteria is a very difficult task. There are many attributes to be taken into account some of which contradict each other. The human mind has limitations when dealing with multi attribute problems and the associated set of multiple tradeoffs. Providing a mathematical solution to the problem with the ability to evaluate tradeoffs could provide useful insight to decision makers and help reduce bias in the overall HRM assignment process. Design and implementation of such a system is the purpose of this thesis.
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Bücher zum Thema "Human Resources System"

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Namgyal, Rinchen. Bhutan health information system: Human resources requirements. Thimphu: Ministry of Health, Royal Government of Bhutan, 2007.

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Human resources and performance management system for Bangladesh civil service. Dhaka: Osder Publications, 2013.

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1957-, Millet Ido, Hrsg. Successful information system implementation: The human side. 2. Aufl. Newtown Square, Pa: Project Management Institute, 1999.

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Successful information system implementation: The human side. Upper Darby, PA: Project Management Institute, 1994.

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Khan, M. Fahim. Human resources mobilization through the profit-loss sharing based financial system. Jeddah, Saudi Arabia: Islamic Research and Training Institute, Islamic Development Bank, 1992.

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Internet, Human Rights, Hrsg. For the record 1997--the UN human rights system. Ottawa: Human Rights Internet, 1998.

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Ritchie, Helen. Web-based recruitment system for the Human Resources Department at the University of Ulster. [s.l: The Author], 2001.

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Peters, Douglas C., William A. Ambrose und James F. Reilly. Energy resources for human settlement in the solar system and Earth's future in space. Tulsa, OK, U.S.A: American Association of Petroleum Geologists, 2013.

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Ambrose, William A., James F. Reilly und Douglas C. Peters, Hrsg. Energy Resources for Human Settlement in the Solar System and Earth’s Future in Space. Tulsa, OK U.S.A.: American Association of Petroleum Geologists, 2013. http://dx.doi.org/10.1306/m1011336.

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Giffen, Linda C. Maximizing human resources within the library through development of an effective personnel system: An annotated bibliography. Edmonton, Alta: University of Alberta, 1987.

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Buchteile zum Thema "Human Resources System"

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Ardestani, Kourosh, Brian Boyce, Matt Gibbs, Chad Hutchinson, Saurabh Nandu, John C. Roth, Chandu Thota, Jonathon Walsh und Karli Watson. „Human Resources Information System“. In Building An ASP.NET Intranet, 357–433. Berkeley, CA: Apress, 2003. http://dx.doi.org/10.1007/978-1-4302-1123-5_10.

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Shimozaki, Chiyoko. „Telework and Japanese Human Resources Management System“. In Contributions to Management Science, 59–74. Heidelberg: Physica-Verlag HD, 2003. http://dx.doi.org/10.1007/978-3-642-57346-0_6.

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Ran, Li, und Zhenlin Shen. „Design and Implementation of Human Resources Management System“. In Advances in Intelligent and Soft Computing, 355–61. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-28466-3_48.

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Alvites-Huamaní, Cleofé, Hugo Arias-Flores, Janio Jadán-Guerrero und Patricia Acosta-Vargas. „Digital Resources and Children’s Learning: Parental Perception During the Pandemic“. In Advances in Human Factors and System Interactions, 219–26. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-79816-1_27.

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Lin, Chiuhsiang Joe, Chih-Wei Yang, Shi-Bin Lin und Shiau-Feng Lin. „A Human Factors Model for Enterprise Resources Planning System Implementation“. In Lecture Notes in Computer Science, 123–30. Berlin, Heidelberg: Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-642-02556-3_14.

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Ivashchuk, Olga A., Igor S. Konstantinov und Irina V. Udovenko. „Smart Control System of Human Resources Potential of the Region“. In Smart Education and Smart e-Learning, 481–90. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-19875-0_43.

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Kessler, Rémy, Nicolas Béchet, Mathieu Roche, Marc El-Bèze und Juan Manuel Torres-Moreno. „Automatic Profiling System for Ranking Candidates Answers in Human Resources“. In On the Move to Meaningful Internet Systems: OTM 2008 Workshops, 625–34. Berlin, Heidelberg: Springer Berlin Heidelberg, 2008. http://dx.doi.org/10.1007/978-3-540-88875-8_86.

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Demmke, Christoph. „The Europeanization of Civil Services and Human Resources (HR) Policies“. In The Palgrave Handbook of the European Administrative System, 449–63. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137339898_26.

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Jiang, Ju, Haiyan Xu und Yangzi Jiang. „A Decision Support System for Solving the Conflict Between Human and Environment“. In Conflict Resolution in Water Resources and Environmental Management, 213–25. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-14215-9_12.

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Chu, Yuping, Shucai Li und Yuran Jin. „Flexible Index System of Human Resources Considering the Organizational Flexibility Factor“. In Advances in Intelligent and Soft Computing, 41–46. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-27951-5_6.

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Konferenzberichte zum Thema "Human Resources System"

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Chuprasova, E. S., und M. V. Zinchenko. „HUMAN RESOURCES MANAGEMENT SYSTEM MODERN ORGANIZATION“. In RUSSIA AND CHINA: A VECTOR OF DEVELOPMENT. Amur State University, 2019. http://dx.doi.org/10.22250/rc.2019.1.50.

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Shiwen Wang und Jiae Wu. „Research on SOA-based university human resources system“. In 2012 7th International Conference on System of Systems Engineering (SoSE). IEEE, 2012. http://dx.doi.org/10.1109/sysose.2012.6333660.

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Zhang, Xujie, und Yingcheng Hu. „Online Human Resources Management System for Wood Industry: Adhibition and Manipulation of the Online Human Resources Management System“. In 2010 International Conference on Internet Technology and Applications (iTAP). IEEE, 2010. http://dx.doi.org/10.1109/itapp.2010.5566532.

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DeBellis, Michael, und Cliff Anderson. „The Mount Sinai Human Resources Case Management System“. In Addendum to the 1998 proceedings of the conference. New York, New York, USA: ACM Press, 1998. http://dx.doi.org/10.1145/346852.346940.

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Masas, Svetlana, Yury Kachanovskiy, Vladimir Alexeev, Viola Matrosova, Natalia Zhbanova und Xenia Kuznetsova. „Algorithms for Regional Human Resources Capacity Management System“. In 2020 2nd International Conference on Control Systems, Mathematical Modeling, Automation and Energy Efficiency (SUMMA). IEEE, 2020. http://dx.doi.org/10.1109/summa50634.2020.9280821.

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Lovinska, Liudmyla, Yevheniia Kaliuha, Iryna Kryshtopa, Liliia Korytnik und Anna Umerova. „Report on Labour in Human Resources Management System“. In III International Scientific Congress Society of Ambient Intelligence 2020 (ISC-SAI 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200318.011.

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Walek, Bogdan, Jiří Bartoš und Radim Farana. „Expert system for selection of human resources in ERP system“. In PROCEEDINGS OF THE INTERNATIONAL CONFERENCE ON NUMERICAL ANALYSIS AND APPLIED MATHEMATICS 2014 (ICNAAM-2014). AIP Publishing LLC, 2015. http://dx.doi.org/10.1063/1.4912766.

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Tingyan Bi. „Research countermeasures of human resources management in university“. In 2012 4th Electronic System-Integration Technology Conference (ESTC). IEEE, 2012. http://dx.doi.org/10.1109/estc.2012.6485727.

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Ahmad, Sajjad, und Slobodan P. Simonovic. „Modeling Human Behavior for Evacuation Planning: A System Dynamics Approach“. In World Water and Environmental Resources Congress 2001. Reston, VA: American Society of Civil Engineers, 2001. http://dx.doi.org/10.1061/40569(2001)462.

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Ma, Honglin, Lei Yan und Ting Wang. „Dynamic Model for Enterprise Human Resources Decision Support System“. In 2011 3rd International Workshop on Intelligent Systems and Applications (ISA). IEEE, 2011. http://dx.doi.org/10.1109/isa.2011.5873447.

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Berichte der Organisationen zum Thema "Human Resources System"

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Herrera, Edward G. Facing the Challenge: Implementing the Defense Integrated Military Human Resources System. Fort Belvoir, VA: Defense Technical Information Center, März 2008. http://dx.doi.org/10.21236/ada480046.

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Wilder, Morris E. Defense Medical Human Resources System-internet (DMHRSi): A Case Study on Compliance and Accuracy. Fort Belvoir, VA: Defense Technical Information Center, Juni 2009. http://dx.doi.org/10.21236/ada516543.

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Razdan, Rahul. Unsettled Topics Concerning Human and Autonomous Vehicle Interaction. SAE International, Dezember 2020. http://dx.doi.org/10.4271/epr2020025.

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This report examines the current interaction points between humans and autonomous systems, with a particular focus on advanced driver assistance systems (ADAS), the requirements for human-machine interfaces as imposed by human perception, and finally, the progress being made to close the gap. Autonomous technology has the potential to benefit personal transportation, last-mile delivery, logistics, and many other mobility applications enormously. In many of these applications, the mobility infrastructure is a shared resource in which all the players must cooperate. In fact, the driving task has been described as a “tango” where we—as humans—cooperate naturally to enable a robust transportation system. Can autonomous systems participate in this tango? Does that even make sense? And if so, how do we make it happen?
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Ladra, Christopher L. Personnel Transformation - Consolidation of the Department of Defense Human Resource System into a Joint System. Fort Belvoir, VA: Defense Technical Information Center, März 2005. http://dx.doi.org/10.21236/ada431767.

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Ichniowski, Casey. Human Resource Management Systems and the Performance of U.S. Manufacturing Businesses. Cambridge, MA: National Bureau of Economic Research, September 1990. http://dx.doi.org/10.3386/w3449.

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Rajarajan, Kunasekaran, Alka Bharati, Hirdayesh Anuragi, Arun Kumar Handa, Kishor Gaikwad, Nagendra Kumar Singh, Kamal Prasad Mohapatra et al. Status of perennial tree germplasm resources in India and their utilization in the context of global genome sequencing efforts. World Agroforestry, 2020. http://dx.doi.org/10.5716/wp20050.pdf.

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Tree species are characterized by their perennial growth habit, woody morphology, long juvenile period phase, mostly outcrossing behaviour, highly heterozygosity genetic makeup, and relatively high genetic diversity. The economically important trees have been an integral part of the human life system due to their provision of timber, fruit, fodder, and medicinal and/or health benefits. Despite its widespread application in agriculture, industrial and medicinal values, the molecular aspects of key economic traits of many tree species remain largely unexplored. Over the past two decades, research on forest tree genomics has generally lagged behind that of other agronomic crops. Genomic research on trees is motivated by the need to support genetic improvement programmes mostly for food trees and timber, and develop diagnostic tools to assist in recommendation for optimum conservation, restoration and management of natural populations. Research on long-lived woody perennials is extending our molecular knowledge and understanding of complex life histories and adaptations to the environment, enriching a field that has traditionally drawn its biological inference from a few short-lived herbaceous species. These concerns have fostered research aimed at deciphering the genomic basis of complex traits that are related to the adaptive value of trees. This review summarizes the highlights of tree genomics and offers some priorities for accelerating progress in the next decade.
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Lennen, Jason J. DMHRSwhy? The Value of the Defense Medical Human Resource System-Internet (DMHRSi) to the Military Health System (MHS). Fort Belvoir, VA: Defense Technical Information Center, Februar 2015. http://dx.doi.org/10.21236/ada619477.

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Pesnell, Mark E. A Regional Strategic Human Resources Plan for Hospitals and Health Systems in South and Central Texas. Fort Belvoir, VA: Defense Technical Information Center, April 2004. http://dx.doi.org/10.21236/ada432076.

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Baker, Justin S., George Van Houtven, Yongxia Cai, Fekadu Moreda, Chris Wade, Candise Henry, Jennifer Hoponick Redmon und A. J. Kondash. A Hydro-Economic Methodology for the Food-Energy-Water Nexus: Valuation and Optimization of Water Resources. RTI Press, Mai 2021. http://dx.doi.org/10.3768/rtipress.2021.mr.0044.2105.

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Growing global water stress caused by the combined effects of growing populations, increasing economic development, and climate change elevates the importance of managing and allocating water resources in ways that are economically efficient and that account for interdependencies between food production, energy generation, and water networks—often referred to as the “food-energy-water (FEW) nexus.” To support these objectives, this report outlines a replicable hydro-economic methodology for assessing the value of water resources in alternative uses across the FEW nexus–including for agriculture, energy production, and human consumption—and maximizing the benefits of these resources through optimization analysis. The report’s goal is to define the core elements of an integrated systems-based modeling approach that is generalizable, flexible, and geographically portable for a range of FEW nexus applications. The report includes a detailed conceptual framework for assessing the economic value of water across the FEW nexus and a modeling framework that explicitly represents the connections and feedbacks between hydrologic systems (e.g., river and stream networks) and economic systems (e.g., food and energy production). The modeling components are described with examples from existing studies and applications. The report concludes with a discussion of current limitations and potential extensions of the hydro-economic methodology.
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Ruiz de Gauna, Itziar, Anil Markandya, Laura Onofri, Francisco (Patxi) Greño, Javier Warman, Norma Arce, Alejandra Navarrete et al. Economic Valuation of the Ecosystem Services of the Mesoamerican Reef, and the Allocation and Distribution of these Values. Inter-American Development Bank, Mai 2021. http://dx.doi.org/10.18235/0003289.

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Coral reefs are one of the most diverse and valuable ecosystems on Earth. The Mesoamerican Reef contains the largest barrier reef in the Western Hemisphere. However, its health is threatened, so there is a need for a management and sustainable conservation. Key to this is knowing the economic value of the ecosystem. “Mainstreaming the value of natural capital into policy decision-making is vital” The value of environmental and natural resources reflects what society is willing to pay for a good or service or to conserve natural resources. Conventional economic approaches tended to view value only in terms of the willingness to pay for raw materials and physical products generated for human production and consumption (e.g. fish, mining materials, pharmaceutical products, etc.). As recognition of the potential negative impacts of human activity on the environment became more widespread, economists began to understand that people might also be willing to pay for other reasons beyond the own current use of the service (e.g. to protect coral reefs from degradation or to know that coral reefs will remain intact in the future). As a result of this debate, Total Economic Value (TEV) became the most widely used and commonly accepted framework for classifying economic benefits of ecosystems and for trying to integrate them into decision-making. This report estimates the economic value of the following goods and services provided by the MAR's coral reefs: Tourism & Recreation, Fisheries, Shoreline protection. To our knowledge, the inclusion of non-use values in the economic valuation of the Mesoamerican Barrier Reef System is novel, which makes the study more comprehensive.
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