Academic literature on the topic 'Degree Discipline: Human Resource Management'
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Journal articles on the topic "Degree Discipline: Human Resource Management"
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Swetha, Merla. "An Analysis of Green Human Resource Management." Journal of Computational and Theoretical Nanoscience 17, no. 9 (July 1, 2020): 3883–89. http://dx.doi.org/10.1166/jctn.2020.8979.
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The goal of this survey is to investigate green human asset the executive’s practices of associations dependent on the present literature. In this rapid developing field, it is commonly seen that the present writing must be expanded extra from the point of view of elements of individual asset the executives it uncovers that a great part of the olden times analysis concentrated on couple of elements of Human Resource Management, for example, enlistment, preparing and advancement, execution assessment and reward the board in incorporating ecological administration with Human Resource Management however Human Resource Management has progressively probable and degree in increasing association’s natural execution. Henceforth this audit consolidates various elements of HRM to explore the separate green human resource management rehearses under the 12 elements of HRM, for example, Work configuration, Work examination, Human asset arranging, Enrollment choice, Acceptance, Execution assessment preparing and improvement, Remunerate the executives, Discipline the executives, wellbeing and security the board and representative associations. The commitment of this analysis lies in expanding the extension and perceptiveness of green human resource management in emerging economic condition execution of association.
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Кибанов and Ardalon Kibanov. "LECTURES ON DISCIPLINE “MOTIVATION AND STIMULATION OF LABOUR ACTIVITY” (part 5)." Management of the Personnel and Intellectual Resources in Russia 2, no. 2 (April 10, 2013): 0. http://dx.doi.org/10.12737/264.
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Митрофанова and Elena Mitrofanova. "Lectures on discipline “motivation and stimulation of labour activity” (part 6)." Management of the Personnel and Intellectual Resources in Russia 2, no. 3 (July 1, 2013): 38–43. http://dx.doi.org/10.12737/544.
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BEDEIAN, ARTHUR G., DAVID E. CAVAZOS, JAMES G. HUNT, and LAWRENCE R. JAUCH. "Doctoral Degree Prestige and the Academic Marketplace: A Study of Career Mobility Within the Management Discipline." Academy of Management Learning & Education 9, no. 1 (March 1, 2010): 11–25. http://dx.doi.org/10.5465/amle.2010.48661188.
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Bruce Tracey, J. "A review of human resources management research." International Journal of Contemporary Hospitality Management 26, no. 5 (July 8, 2014): 679–705. http://dx.doi.org/10.1108/ijchm-02-2014-0056.
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Purpose – The purpose of the paper is to present a review of the human resources (HR) research that has been published over the past ten years in discipline-based and hospitality-specific journals and identify key trends and opportunities for advancing future research. Design/methodology/approach – The paper takes the form of a critical review of the extant literature in the general HR management and hospitality HR management fields. Findings – A comparison of the findings shows a substantial degree of overlap in the themes and results that have been generated to date. However, several hospitality studies have identified a number of variables that appear to be particularly relevant for labor-intensive, service-focused settings. As such, context-specific factors should be considered in efforts to advance our understanding about the ways in which hospitality HR systems may impact a wide array of individual and organizational outcomes. Originality/value – The results offer a foundation for advancing future hospitality HR research.
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Rowland, Susan, and Daniel Blundell. "Discipline predicts Work Integrated Learning (WIL) practice in Science courses." Journal of Teaching and Learning for Graduate Employability 12, no. 2 (September 6, 2021): 222–59. http://dx.doi.org/10.21153/jtlge2021vol12no2art1237.
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Australian mathematics and science students have low participation in WIL, posing implications for student employability. To better understand this problem we examined the industry-placement and coursework-incorporated WIL offered across the Faculty of Science at a large research-intensive university. The aim of the study was to provide an evidenced discussion of the types and amounts of WIL that different disciplines offer their students. A matrix was used to measure the inclusion of WIL activities in 265 courses (units of study) across all undergraduate programs in a Faculty of Science. The results, which show comparisons between disciplines, year levels, and class sizes. Indicate that a high proportion of courses incorporate WIL, but that some disciplines are significantly more likely to incorporate WIL than others. This study provides important insights into how science students in different disciplines and in different levels of their degree are prepared for the workplace. As we consider how to address graduate employability through integrating WIL in university STEM coursework, this study provides evidence-based justification to initiate reflection about pedagogy.
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Maples, Glenn, Ms Bette Harris, and Ms Anna M. Greco. "Using A 360-Degree Appraisal Approach To Re-Design Advising Programs." Contemporary Issues in Education Research (CIER) 3, no. 1 (November 5, 2010): 1. http://dx.doi.org/10.19030/cier.v3i1.156.
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Over the past 30 years, researchers have repeatedly demonstrated the need to improve academic advising. Nonetheless, at many Universities academic advising remains a neglected endeavor—poorly measured, managed and rewarded. This paper considers the implementation of an academic advising program which parallels the 360-Degree feedback approach drawn from the Human Resources Management discipline. The details of the program are outlined and preliminary results of the program, which literally transformed academic advising at our institution, are discussed.
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Rubin, Yury B., Elena V. Alekseeva, Michail V. Lednev, Danila P. Mozhzhukhin, Anna Yu Pogorelova, Olga N. Potapova, and Tatiana A. Puzynya. "Bachelor degree university program: common context of learning entrepreneurship courses." Journal of Modern Competition 15, no. 2 (May 26, 2021): 88–100. http://dx.doi.org/10.37791/2687-0657-2021-15-2-88-100.
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The article is devoted to the internal context dependence of the training courses studied under the entrepreneurship program in the bachelor’s degree. Unlike other approaches, the authors extend the context dependence to any training courses included in the training program. Approaches to the study of the management cycle of training courses by future entrepreneurs are analyzed. Using the example of structuring the content of the training course “Human Resource Management”, it is shown how the training program should be oriented to form the general professional competencies necessary for graduates to have a successful career in entrepreneurship. The article has practical significance, since the developed approach to teaching disciplines was successfully used in real business in competitive conditions, as well as theoretical significance, due to the contribution of the conclusions obtained in the article to the development of scientific ideas about the place of entrepreneurship in the educational process and the connection with the taught disciplines of the management cycle with the training of future entrepreneurs. The use of this article can also help educational organizations, including universities and colleges, to develop educational programs in which the content of management disciplines would be focused on teaching entrepreneurship as a profession. What has already been implemented in the practice of the Synergy University.
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Barbarà-i-Molinero, Alba, Rosalía Cascón-Pereira, and Ana beatriz Hernández-Lara. "Professional identity development in higher education: influencing factors." International Journal of Educational Management 31, no. 2 (March 13, 2017): 189–203. http://dx.doi.org/10.1108/ijem-05-2015-0058.
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Purpose In the last few years, the interest on professional identity development (PID) and the factors that influence PID has become central in higher education (HE) literature. However, the knowledge developed in this domain has focussed on a factor at a time and on a degree or discipline, thus being difficult to have a general picture of all the factors that influence the development of professional identity in HE. The purpose of this paper is to try to go further by proposing a systematic and integrative conceptual framework on the factors that influence PID of HE students. Design/methodology/approach To identify the influencing factors on PID the authors used primary and secondary data sources. In particular, the authors first conducted a thorough literature review to identify the influencing factors on PID already studied, and second the authors conducted a qualitative pilot study through four Focus Groups to identify new factors not acknowledged before. Findings The resulting integrative conceptual framework considers the following categories of influencing factors on PID: social experience, educational context, perceived congruence with the profession, demographic characteristics, professional image, professional experience, personal development and self-engagement. Research limitations/implications The proposed framework constitutes a roadmap for future research on career development and counselling to develop in order to enhance PID at university. Nonetheless, this proposed conceptual framework needs to be validated with empirical data. Originality/value This paper integrates all the existing knowledge on the influencing factors on PID from different disciplines by constructing a conceptual framework to be validated with further research.
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Milliken, Hannah, Bonnie Dean, and Michelle J. Eady. "The value of embedding work-integrated learning and other transitionary supports into the first year curriculum: Perspectives of first year subject coordinators." Journal of Teaching and Learning for Graduate Employability 12, no. 2 (March 22, 2021): 51–64. http://dx.doi.org/10.21153/jtlge2021vol12no2art979.
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The first year of university, also known as the first year experience (FYE), is a crucial time for students as they learn a range of new practices that enable them to study and pursue a discipline or profession of interest. The function of this transitionary time however in relation to providing both a successful transition into university as well as an orientation to the profession is under-developed. Work-integrated learning is a leading pedagogy in tertiary institutions to build student’s career-readiness by applying theory within work experiences. However, despite the growth of WIL across discipline contexts, little is known about the prevalence and impact of WIL practices within the first year of tertiary study. The purpose of this study was to explore the perspectives of those who design and facilitate first year subjects on the value of embedding WIL and other transitionary supports into the first year curriculum. A qualitative case study was employed, with interviews from ten first-year subject coordinators within a single degree and institution. The findings reveal three crucial areas of transition in the first year: Transition into learning, Transition into being a student, and Transition into becoming a professional. Recommendations centre on benefits of a whole-of-course approach to transition and WIL for developing students with the necessary knowledge and skills to succeed both at university and into the workplace.
Dissertations / Theses on the topic "Degree Discipline: Human Resource Management"
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Steingruber, William G. (William George). "Strategic International Human Resource Management: an Analysis of the Relationship between International Strategic Positioning and the Degree of Integrated Strategic Human Resource Management." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278946/.
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In Strategic International Human Resource Management (SIHRM), the human resource function is actively involved in the strategic activities of the firm. While the idea holds promise as a useful response to global competition, previous research has provided limited supporting empirical evidence. Specifically, few studies have sought to equate certain outcomes with the degree of SIHRM practiced across various types of international firms. By separating firms into categories such as multidomestic, global, and hybrid, and by classifying SIHRM according to the degree of integration with strategic planning, a clearer picture could emerge as to the relationship between firm and SIHRMtype. To that end, top strategic executives, such as CEOs, and top HRM executives from eighty four U.S. based firms were surveyed regarding their firm type, the degree of SIHRM practiced, and certain outcomes such as amount of expatriate training and expatriate failure. Additionally, financial results were obtained to determine performance of various firms. Results indicated that while many companies choose a highly integrated formof SIHRM, there is no significant relationship between firm type and SIHRMtype. Additionally, there was no association detected between SIHRMtype and expatriate training and expatriate failure. Finally, there was no significant difference infinancialperformance between firms with the most integrated type of SIHRMand firms with less integrated versions. Interestingly, the HRMprofessionals were more likely to equate their firms with the most integrated types of SIHRMthan were other managers. This may mean that the relationship between HRM and strategic planning is often one of perception. A model of the relationships between SIHRM, firm type, HRM activities, and outcomes is proposed, along with suggestions for future research and limitations of the study.
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Johnson, Mark. "A SURVEY OF PROGRESSIVE AND AFFIRMATIVE EMPLOYEE DISCIPLINE SYSTEMS IN FLORIDA'S HOSPITALS." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2429.
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Conflict between managers and employees is inevitable in any organization, whether public or private. Often, the source of the conflict is employee non-compliance. Managers are responsible for disciplining those employees whose performance or conduct is sub-standard or inappropriate. Therefore, the ability to effectively address employee non-compliance is an essential skill for all managers. Most employee discipline systems fall into one of three categories: traditional, progressive, and affirmative. Traditional systems were prevalent in the late-nineteenth and early twentieth centuries. An autocratic, demanding manager would mete out punishment to non-compliant employees both as an action against the employee and as a warning to other employees. Employees were often terminated for their first offense. With the advent of labor unionism and fair labor practices in the first half of the twentieth century, organizational leaders were required to develop more progressive employee discipline systems which protected employee "due process" and which allowed time and opportunity for improvement by the non-compliant employee. Progressive employee discipline systems are the most prevalent discipline systems in America's workforce today. These systems entail three or four steps, with each successive step usually resulting in more severe penalties for the same offense or more severe offenses. Progressive employee discipline allows the employee an opportunity to respond to non-compliance issues and to try to improve it to the extent required to maintain their position. A new employee discipline system, affirmative discipline, has gained adherents in the private sector primarily. Affirmative employee discipline systems do not use punishment to correct employee non-compliance but instead, ask managers to "coach" and "counsel" the non-compliant employee to better behavior and performance. Rehabilitating the employee's non-compliance is the primary goal of affirmative systems. The emphasis is not only upon the non-compliant employee, but on rehabilitating the "marriage" of non-compliant employee and direct supervisor. Little evidence exists to determine the extent to which progressive and affirmative employee discipline systems are being utilized in the modern organization. No evidence exists that indicates the prevalence of these systems in Florida's healthcare institutions. A survey-based analysis of the use of progressive and affirmative employee discipline systems in Florida's hospitals resulted in respondents indicating frequent utilization of formal progressive employee discipline systems. Designed in three or four steps, these progressive systems allow the employee to improve his/her behavior. Two common tools in progressive systems, the verbal warning and the performance counseling statement, are utilized frequently based upon those respondents surveyed. The use of affirmative employee discipline systems, on the other hand, is relatively rare. The use of written behavior contracts to elicit improved employee compliance is also quite rare. The vast majority of respondents appear to be unfamiliar with the use of written behavior contracts to elicit improved employee compliance.Ph.D.
Health and Public Affairs
Public Affairs: Ph.D.
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Cuthbertson, Laura C. "[Human resource development through action intervention] comprehensive paper presented in partial fulfillment of the requirements for the degree Master of Science in Management /." [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/LCuthbertson2005.pdf.
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Gavrilova, Aguilar Mariya. "Examination of the Alignment between the SHRM Competency Model and Undergraduate Syllabi of Human Resources and Management Degree Programs in Texas." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849740/.
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The purpose of this study was to provide a snapshot of current Human Resources (HR) and Management curricula of four-year public universities in Texas in 2016 and evaluate their alignment with the competencies of the SHRM Competency Model®. This study used a mixed methods approach and analyzed course syllabi for a purposeful sample of 21 public universities in Texas. The course objectives referenced explicitly and/or implicitly all nine competencies. Three courses encompassed all nine competencies, and 84% of all programs demonstrated alignment with the competencies. “Business Acumen”, “Critical Evaluation”, “Communication” and “Relationship Management” were the most frequently referenced competencies in course syllabi. “Consultation” appeared the least frequently. This comprehensive analysis revealed that there is alignment between course curricula of public universities in Texas and competency expectations of graduates wishing to pursue a career in Human Resources. Recommendations applied to four areas including scholarship, university administration, professional associations, and practitioners.
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Cragg, Melissa. "The application of custom to contemporary Maori resource development : a thesis presented for the degree of Doctor of Philosophy in Maori Studies at Massey University, Palmerston North, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1326.
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Maori have always sought to carefully manage the natural environment – to ensure the sustainability of resources and the well-being of future generations. The dynamic nature of any culture provides flexibility for growth and development, so that new challenges can be faced with assurance and that dynamic and meaningful solutions can be found. This concept of flexibility and willingness to embrace change has been a feature of Maori culture and is documented throughout Maori history and within korero purakau. Therefore the requirement to embrace contemporary approaches to resource management has not been resisted. However, the desire to align traditional concepts with contemporary resource management conventions has at times been met with opposition and disapproval. This, despite the fact that the two world views have much in common and are not necessarily inconsistent with each other. ‘The Application of Custom to Contemporary Maori Resource Development’ is both the title of the thesis and the name given to the framework which it describes. The framework is a tool for future resource management that provides three levels of information. First, it identifies the resources where customary and contemporary methodology is currently being utilised. Second, it outlines the alignment and synergies that exist, and finally, it identifies barriers to the amalgamation and integration of both approaches. The framework by itself will not address all the complex issues associated with Maori resource management; there are many other considerations that are beyond the scope of this thesis that would need to be dealt with in order to achieve that outcome. However, the framework does provide a mechanism through which Maori values and practices can be considered alongside Western views and perspectives. The Framework will contribute to the development of more effective strategies, policies and planning. Thus, ‘The Application of Custom to Contemporary Maori Resource Development’ will contribute to improving the sustainable utilisation of natural resources.
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Liu, Yuan. "Commitment-based human resource management and organisational performance an empirical study of small businesses in New Zealand : a thesis submitted to Auckland University of Technology in partial fulfilment of the degree of Master of Business, 2005." Full thesis. Abstract, 2005.
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Boyte, Karen-Ann. "Job design and wellness in New Zealand Contact Centres: a paradigm shift or same old management? : a thesis presented in partial fulfillment of the requirements for the postgraduate degree of Master of Business Studies, Human Resource Management at Massey University, Palmerston North, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1042.
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The impact of the Contact Centre workplace upon employee satisfaction or wellness is attracting the attention of researchers across the globe. Over 10 years of research has resulted in recommendations about how Contact Centres should be managed and how the jobs of Contact Centre agents should be designed. There is growing concern that the current practices result in significant psychosocial risk factors which are ultimately harming the Contact Agents and less obviously the bottom line of their organisations through emotional exhaustion, stress, employee absenteeism and turnover. The aim of this study was to explore whether Contact Centre managers were aware of these recommendations, in particular those relating to the design of motivating, satisfying and “healthy” jobs. Using an expanded Job Characteristic Model, this descriptive study explored the level of awareness of New Zealand Contact Centre managers (n=20) regarding the recommendations about the design of jobs, and what changes, if any, have occurred as a result. Where changes have not been forthcoming, the study explored the constraints which were preventing or limiting change. The results of this study indicated that there is a low level of awareness of the research recommendations, that approaches to improving the management and design of Contact Centre agents roles are ad hoc, and that there is a level of resistance in providing agents with autonomy to manage their day to day roles. Some efforts to increase task and skill variety have been made but these are also ad hoc rather than built into the job. As a result of this study, it appears that Contact Centres in New Zealand are still adopting a mass production model of management. This study has implications for Contact Centre managers and senior organisational managers, these are discussed. Limitations of the research, implications for Contact Centre Managements are highlighted and areas for further research are highlighted
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Khan, Khalid. "The violation of psychological contract : possible causes for the failure of organizational incentive systems to motivate knowledge sharing : a thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Human Resource Management, Massey University, Palmerston North, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1223.
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Researchers and practitioners have linked the survivability of organization to their ability to manage their knowledge resource. This ability of the organizations depends on providing the technological support for the creation of knowledge, organizational structures (such as the organization reward systems) and the willingness of their employees to share their knowledge. Developments in information and communication technologies have facilitated organizations in developing the infrastructures that are required for the dissemination of knowledge. Organizations are thus left with the challenge of developing organizational structures that will motivate knowledge sharing among its employees. The knowledge sharing problem, which was once seen as an issue of capturing can codifying information, is now seen as a challenge of motivating individuals, the true owner of knowledge, to share their valuable resource. Behavioural scientists have taken interest in knowledge sharing as a form of helping behaviour which is directed at the organizations or member within the organizations. Although organizations have great desire that their managers engage in this behaviour, it is the discretion of their employees whether they want to share or withhold their knowledge. Organizational structural control mechanisms (such as the performance evaluation systems) have limited success in enforcing such behaviour as there are no means of measuring its outputs. Organizations depend on their incentive systems to motivate knowledge sharing. Research into motivation indicates that there is no easy fix to achieve this. Organizations have to balance the use extrinsic and intrinsic motivators, considering the specific motivational requirements of their employees. Motivational interventions, such as the use of incentives, are dependent on the level of trust the employees have in their managers and the organization in whole to deliver on those incentives in a fair and equitable manner. Where trust levels are not sufficient, employees tend to ignore such incentives and tend to further disinvest discretionary efforts. The current study used the psychological contract theory as a frame work for understanding the dynamics of the employee-employer exchange. The central premise of the theory is that employees tend to lose trust in the organization or the agent of the organization, when they perceive that their expectations have not been met. In addition to the lost of trust, psychological contract violation is also negatively associated with desirable organization behaviours and attitudes – such as commitment, in-role and extra-role effort – and is positively associated with undesirable organization behaviours and attitudes such as intention of turnover. The current study used a qualitative research design to investigate how the violation of the psychological contract can add to the ineffectiveness of the organization incentive system to motivate knowledge sharing. Using semistructured interviews the participants were provided with short scenarios (vignettes) which simulated occurrences of psychological contract violation. The participants, acting as informants, responded to question with regards to how the situations depicted in the vignettes would affect the vignette characters’ work behaviours, specifically their desire to share knowledge.
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Bourke, Josephine Emily. "Elder care, self-employed women and work-family balance: an exploration using work-family border theory : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Human Resource Management at Massey University, Palmerston North, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1066.
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Despite work-life balance being an area of interest to many researchers, there is little reference to any effects related specifically to elder care. Current demographics indicate that the proportion of elderly in the community is increasing, and with greater workforce participation (particularly among women workers) the availability of family caregivers is less guaranteed. Women are more likely to be responsible for elder care, and as they seek to manage their work and life, are also more likely to seek workplace flexibility, sometimes through self-employment. The effect that elder care may be having on the work-life balance of self-employed women is the focus of this research project. Using work-family border theory as a lens, this research documented the effect that elder care had on the lives of a group of self-employed women who also had elder care responsibilities. Eight women from the Wellington region participated in this research, which was carried out from a broadly phenomenological perspective. Each participant shared information, using a case study approach, about their business and elder care responsibilities. The results of this research indicate the profound effect of emotions in the elder care situation, and also the effect of expectations from others whose influences affected the ability of the participants to achieve work-life balance.
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Williams, Tania Marie. "Cultural competency in New Zealand industrial and organisational psychology and human resource management professionals and students: is personality or experience a better predictor? : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Auckland, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1091.
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This thesis explores the relevance of Bio Data verses Personality for predicting Cultural Competence among Industrial and Organisational Psychology and Human Resource Management professionals and students in New Zealand. It also explores the relevance of the model (D.W. Sue, 2001) of Cultural Competence currently in use by the New Zealand Psychologists board and also the relevance of a four factor model of Cultural Intelligence (Early & Ang, 2003). The sample consisted of 113 participants drawn from a population of Industrial and Organisational Psychology, and Human Resource Management professionals and students. A questionnaire which measures the predictors of the Big Five Personality Factors (Goldberg, 1999), and Bio Data, and the criterion variables of Cultural Intelligence (Earley & Ang, 2003) and questions constructed specifically for this thesis was distributed online. The criterion variables were based on an existing three part (Awareness, Knowledge and Skills) Multidimensional Model for Developing Cultural Competence by D.W. Sue (2001). The results of this research were obtained through exploratory factor analysis and subsequent multiple regression analysis. A new model was constructed to represent the tested predictor and criterion relationship. Results suggest that overall Personality is a better predictor of Cultural Competence, with the Personality Factor of Agreeableness being the highest weighted Personality Factor. D.W Sue’s (2001) Multidimensional Model for Developing Cultural Competence maintained its three part structure in the analysis and consequently seems relevant to the unique socio-cultural, organisational and professional setting of the tested group. Ang and colleagues (Ang, Van Dyne, Koh, Ng, Templer, Tay & Chandraseker, 2007) Cultural Intelligence Scale maintained its four part factor structure and was reliable for this thesis.
Books on the topic "Degree Discipline: Human Resource Management"
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Lobanov, Aleksey. Medical and biological bases of safety. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1439619.
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The textbook considers the subject and tasks of the discipline, highlights the medical and biological foundations of ensuring human security in the conditions of natural, man-made and biological-social emergencies, as well as when using modern weapons of destruction by a probable enemy.
Briefly, but quite informative, the structure of the human body and the basics of its functioning are described. The specificity and mechanism of the toxic effect of harmful substances on a person, the energy effect and the combined effect of the main damaging factors of the sources of emergency situations of peacetime and wartime are shown. The article highlights the medical and biological aspects of ensuring the safe life of people in adverse environmental conditions, including in regions with hot and cold climates (the Arctic). The methods of forecasting and assessing the medical situation in emergency zones and lesions are presented.
The means and methods of medical and biological protection and first aid to the affected are shown. The main tasks and organizational structure of formations and institutions of the medical rescue service of the GO, the All-Russian Service of Disaster Medicine and medical formations of the EMERCOM of Russia are considered. Organizational issues of medical and biological protection in emergency situations are highlighted. The features of the organization of medical support for those affected by terrorist attacks are considered.
It is intended for students and cadets of educational institutions of higher education studying under the bachelor's degree program in the following areas of training: "Technosphere security", "Infocommunication technologies and communication systems", "Information systems and technologies", "State and municipal management", "Economics", "Mechatronics and robotics", "Operation of transport and technological machines and complexes", "Informatics and computer engineering", "Air Navigation", "System analysis and management". It can also be useful for researchers and a wide range of specialists engaged in practical work on planning and organizing medical and biological protection of the population.
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Human resource management: A study guide for degree students. 2nd ed. London: BPP, 1997.
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Claire, Wright, ed. Human resource management: [a study guide for degree students]. London: BPP Publishing, 1995.
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Alewell, Dorothea, and Wenzel Matiaske, eds. Standards guter Arbeit. Nomos Verlagsgesellschaft mbH & Co. KG, 2019. http://dx.doi.org/10.5771/9783845299310.
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The changes in the labour market as a result of an increase in non-standard employment raises the question of how to ensure decent labour standards today. This question cannot be answered by one discipline alone. Instead, finding an answer demands collaboration in an interdisciplinary endeavour to determine labour standards for improved well-being. In this collection of studies, contributions from psychology look at labour and health; contributions from human resource management (HRM) investigate the effects of both HRM strategies and diversity management and of religion at work, and look at the impact of legal regulations on working hours and co-determination; a contribution from protestant theology analyses the interaction between work and meaning; and finally contributions from the field of law take a look at the legal status of employees when firms are organised as networks and at the social security regulations for self-employed individuals. With contributions by Katharina Klug and Jörg Felfe; Christine Busch and Tim Vahle-Hinz; Sven Hauff; Daniela Rastetter; Dorothea Alewell and Tobias Moll; Barbara Müller, Christoph Seibert and Oliver Vornfeld; Florian Schramm and Ines Kanngießer; Margarete Schuler-Harms and Katharina Goldberg; Hans Hanau and Wenzel Matiaske
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Hanau, Hans, and Wenzel Matiaske, eds. Entgrenzung von Arbeitsverhältnissen. Nomos Verlagsgesellschaft mbH & Co. KG, 2019. http://dx.doi.org/10.5771/9783845296159.
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For about a quarter of a century, social sciences have been a keen observer of the transformations of labor relations within organizations, which can readily subsumed under the term of ‘dissolution of boundaries’. This ongoing decentralization of the organization, spanning from outsourcing over strategic alliances to networks, has been accompanied by the flexibilization and subjectivization of work. What initially occurred in the periphery of large organizations, soon became the “new normal” for the core work force across the economy, for the core relationships of gainful employment. Organizational sciences, essentially belonging the most ardent promoters of the abovementioned developments, came to realize that some of their brainchildren, especially the “boundaryless organization”, might constitute an existential threat to the own discipline. Meanwhile, the dissolution of boundaries of working relations was not only eagerly discussed but also widely advocated in the subdiscipline of human resource management. As a result, key terms and notions of labor law (e.g. ‘firm‘, employee’ or ‘employer’) became blurred and now suffer from impaired relevance and effectiveness with regard to their legal protective functions and autonomy of bargaining. This edited volume aims to inspire and deepen a debate that moves beyond disciplinary boundaries. Some urgency is given, because at the end of the day, nothing else but the constitution of the social market economy is at stake.
Book chapters on the topic "Degree Discipline: Human Resource Management"
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Chesser, Jerald W. "Discipline." In Human Resource Management in a Hospitality Environment, 203–16. Toronto ; New Jersey : Apple Academic Press, 2015.: Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315366517-13.
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Costen, Wanda M. "Progressive Discipline." In The Encyclopedia of Human Resource Management, 359–62. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch70.
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Klaas, Brian. "Discipline and Grievances." In The SAGE Handbook of Human Resource Management, 336–51. 1 Oliver's Yard, 55 City Road London EC1Y 1SP: SAGE Publications Ltd, 2019. http://dx.doi.org/10.4135/9781529714852.n20.
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Szende, Peter, Suzanne Markham Bagnera, and Danielle Clark Cole. "Choosing the right level of discipline." In Human Resource Management in Hospitality Cases, 169–70. New York : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9781351233316-51.
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Curry, Curtis D. "Multi-Rater (360-Degree) Feedback Instruments." In The Encyclopedia of Human Resource Management, 7–12. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch2.
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Yorks, Lyle, Amy Lui Abel, and Denise Rotatori. "The Scope of Human Resource Development: Both an Academic Discipline and Professional Practice." In Management for Professionals, 3–19. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-95775-9_1.
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Pini, Riccardo, Maria Luisa Ralli, and Saravanakumar Shanmugam. "Emergency Department Clinical Risk." In Textbook of Patient Safety and Clinical Risk Management, 189–203. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-59403-9_15.
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AbstractThe emergency department of any institution is an entry point for a significant number of patients to any health care organization. The department caters to various trauma and medical emergencies in both adults and in children round the clock and is adequately staffed with emergency physicians, and nursing to handle such emergencies at all times and days. The department also oversees operations of the prehospital emergency medical services (ambulance) and coordinates their services.The emergency department (ED) is considered particularly high risk for adverse events (AE): 60% of ED patients experienced Medication Error (Patanwala et al., Ann Emerg Med 55:522–526, 2010). From a systematically review about AE related to ED, appears that the prevalence of AE among hospitalized patients ranging from 2.9% to 16.6%, with 36.9% to 51% of events considered preventable (Stang et al., PLoS One 8:e74214, 2013).Maintaining quality and developing error-free systems have been the focus of engineering over the last few decades.Consider the degree of variability of every individual human being compared to machine and also wisdoms from engineering field, for error-free system that guarantees good quality assistance should be defined a program reasonably simple, locally relevant, easily implementable, not be resource intense and have tangible outcomes which can be measured.
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Bahuguna, P. C., and P. Kumari. "Strategic Human Resource Management & Organizational Performance." In Advances in Business Information Systems and Analytics, 150–65. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-996-0.ch011.
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The discipline of human resource management has progressed significantly over a period of time. Today it is being considered as the most critical source of competitive advantage to the firm. It has progressed to a strategic business partner. Various approaches and models of strategic human resource management have been developed within the framework of strategic human resource management. Like many theories of organization, none are complete. Rather being right or wrong each approach points to different aspect of the process needed to develop effective strategic human resource functions. The issue of fitting HR practices to business strategy has become increasingly relevant over few years. Therefore in the present study we have made efforts to highlight various issues which are relevant to the strategic HRM in the changing scenario of business environment. The present chapter has been divided into five sections. In the first part, the changes occurring in the business environment and its implications for human resource functionaries have been discussed. In the second section we have highlighted the changing role of human resource management. Historical background of strategic human resource management, its role in addressing the challenges of changing business scenario and determinants of strategic fit have also been presented in the second section. In the third section issues regarding the relationship of strategic human resource management with business performance have been discussed. In the fourth section we have made efforts to bring into notice those emerging future trends which might become key issues for high performance in the organization of new era. At last conclusions have been drawn that what needs to be done on the part of the HR functionaries and the organization itself to enhance the strategic fit between the various HR practices and the overall organizational strategic plan.
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Oleshko, V. F., and E. V. Oleshko. "Communicative-Cultural Memory: Mass Media Identification Resources." In Mass media as a mediator of communicative and cultural memory, 13–84. Ural University Press, 2020. http://dx.doi.org/10.15826/b978-5-7996-3074-4.1.
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The first part of the monograph “Mass Media as a Mediator of Communicative-Cultural Memory” considers key methodological and theoretical-practical issues that determine the novelty of the study results, as well as the specifics of the research. Communicative-cultural memory is identified as an object of interdisciplinary study and presented as a special symbolic form of communicating subjects, actualization and translation of cultural meanings, memorial signs of various kinds, extending beyond the experience of individuals or groups. Communicative-cultural memory is identified as an object of interdisciplinary study and presented as a special symbolic form of communicating subjects, actualization and translation of cultural meanings, memorial signs of various kinds, extending beyond the experience of individuals or groups. The accent is made on how new information technologies can be used both as a necessary element of the self-organization of civil society and as a tool to implement the manipulative intentions of actors. The measure and degree of social responsibility of the diversity of subjects of information activity, as well as the information culture of individuals, are the dominant features. It is considered in the monograph in the scientific discourse and is defined by the authors as an actualized social practice of “space”, which includes various meanings, cultural codes, methods and the latest technologies of their production and reproduction, transmission and storage, as well as texts and other forms of materialization of information, usually directly related to the mass media. A systematic analysis of recent practice has allowed the authors to implement an approach that identifies the culture of mass media production in general and the specifics of the professional culture of journalists of the digital age in particular as the most important resources contributing to the effective identification of moral and philosophical values of Russian society. As it is proved, as system-forming factors of optimization of media processes management, they should include such components as the professional and educational level of employees, creativity, technological and performing discipline, system use of possibilities of all variety of sources and information resources, orientation on dialogue character of created texts and some others. Professional culture as a concept with a creative meaning implies a search for the dominant features characterizing its level of development, which requires identification of certain criteria and indicators. The normative, professional-communication and social-personal characteristics of a digital-era journalist can serve as sufficiently clear “markers”, as substantiated, which can be defined also as a more or less successful model of human realization in the profession.
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Sfeir, Elizabeth Kassab. "Wasta, the Impact of Preferment on Organizational Culture and Human Resource Management." In Research Anthology on Human Resource Practices for the Modern Workforce, 1297–313. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch067.
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Organizations must continuously monitor their processes. They should make significant changes to retain talent and improve productivity. One way to recognize the need to achieve change is through improving their organizational culture. This article details the investigation of a phenomenon of organizational culture in the Middle East. Wasta is a Middle Eastern system of preferment operating in many institutions in the region affecting employee engagement, advancement, and influence within an organization. Interviews, observations and social network analysis were employed to investigate the degree to which this phenomenon occurs in four universities in Lebanon and its negative effects on employee relationships. The data was input into NVivo to obtain statistical information to support the hypothesis of wasta's negative role. The research process culminated in the development of the wasta organizational culture model (WOC), highlights the impact of wasta on employee relationships supporting further research and collaborative initiatives to improve HR practices in the Middle East.
Conference papers on the topic "Degree Discipline: Human Resource Management"
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Ekpendu, Ikechi. "Demotivation and Discipline in Nigerian Hospitals Case Study: Babcock University Teaching Hospital." In International Conference on Research in Human Resource Management. Acavent, 2019. http://dx.doi.org/10.33422/icrhrm.2019.03.104.
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Bernal, Amparo, and Ángel Rodriguez. "Strategic Plan of Graphic Expression to implement BIM on a Degree in Technical Architecture." In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.8039.
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Architectural and engineering studies in Higher Education Institutions face the challenge of modifying their teaching programmes, so that students acquire the competences linked to the new methodological techniques of Building Information Modelling (BIM) during their academic training. The experience of its adaptation at the Higher Polytechnic School of the University of Burgos is described in this paper, where the implementation of this methodology on collaborative work and integral project management has begun in the Knowledge Area of Architectural Graphic Expression with the teaching of its disciplines. The project has the strategic end-purpose of transferring these experiences to the other subjects on the Degree in Technical Architecture. A preliminary analysis of the human and material resources available in the Knowledge Area was performed and a Strategic Methodological Plan was drafted, to ensure the success of its implementation, establishing the lines of action to implement BIM methodology within a time period of eight semesters following its start-up.
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Muhammad Gumel, Ahmad. "ISLAMIC DOUBLE DEGREE PROGRAM: A NEW HUMAN RESOURCE DEVELOPMENT MODEL FOR ISLAMIC BANKING INDUSTRY." In 11th Business & Management Conference, Dubai. International Institute of Social and Economic Sciences, 2020. http://dx.doi.org/10.20472/bmc.2020.011.010.
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Мамулян, Кристине, Kristine Mamulyan, Юлия Шатохина, and Yuliya Shatohina. "CONCEPT OF INTERNAL MARKETING AND LOYALTY OF HUMAN RESOURCE MANAGEMENT." In Topical issues of ensuring economic security in the Russian Federation in the digital economy. AUS PUBLISHERS, 2018. http://dx.doi.org/10.26526/2375.
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The article gives the concept of internal marketing of personnel, as well as the notion of loyalty. The stages of development of the concept of internal marketing are considered. The essence of each stage of the concept is revealed directly in the course of work with the staff, that is, the aspects that are characteristic for employees during each stage are shown, showing the degree of staff loyalty to the organization.
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Rismansyah, Rismansyah, Mohamad Adam, and Agustina Hanafi. "THE EFFECT OF WORK ENVIRONMENT AND EMPOWERMENT OF HUMAN RESOURCES ON READINESS FOR CHANGE." In Global Conference on Business and Management Proceedings. Goodwood Conferences, 2022. http://dx.doi.org/10.35912/gcbm.v1i1.11.
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The issue in this study is the impact of the work environment and human resource empowerment on readiness for change. The goal of this study was to assess the impact of work environment and human resource empowerment on transition preparedness. This study employs a quantitative methodology. Questionnaires were used as data collecting methods. The classical assumption test, multiple linear regression, and statistical hypothesis testing were employed to analyze the data. Based on the study's findings, it is clear that Based on the results of the research and discussion that have been described in the previous chapter, it can be concluded; The work environment has a considerable impact on readiness for change. This suggests that the better the working environment, the more open to change employees are. Empowerment human resources have a huge impact on readiness for change. Empowerment human resources have a huge impact on readiness for change. This can be interpreted as the greater the empowerment of human resources, the greater the readiness for change the greater the empowerment of human resources, the greater the readiness for change. The work environment and the empowerment of human resources have an impact on readiness for change This indicates that the more favorable the working environment, the greater the empowerment of human resources, the greater the readiness for change. The degree of the influence of work environment characteristics and human resource empowerment on readiness for change is 89 percent, with the remaining 11 percent influenced by other variables not investigated.
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Kapitanova, Olga, Iurii Kuznetsov, Aleksei Semenov, Veronika Kisova, and Irina Koneva. "Differentiation of Russian regions by the level of economic growth and the life quality." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.ebky6346.
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The paper analyzes three key indicators of economic growth and life quality from the National Development Goals of the Russian Federation. The following equivalents of these indicators were identified to form regions into clusters and highlight the main trends in their development: the growth rate of gross regional product (GRP), life expectancy, and poverty level. We studied the nationwide data based on the indicators, analyzed the distribution of regions, and carried out a cluster analysis according to 2017-2019 data. Our results suggest expanding the list of the Russian Federation subjects that require additional support in their development. More than one-third of the regions of the Russian Federation have been developing at a rate of less than one percent per year in the last three years. Considering the consequences of the pandemic, it can lead to serious problems in achieving the declared growth rates. Plans to increase life expectancy have already been adjusted. Considering the little-studied consequences of coronavirus infection, additional measures in the medical field will be required. The level of poverty of the population also demonstrates a significant degree of differentiation of the Russian Federation regions.
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Aleksandrova, Alevtina, Svetlana Feoktistova, and Marina Alekseeva. "Recombination of the academic mobility format of higher schoolteachers in the context of digitalization of education." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.qaxk8823.
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The paper addresses the need to revise the importance of academic mobility of the professorial and teaching staff in the conditions of digitalization processes in the educational sphere. Information technologies are placed at the top in the current economic and social conditions. In the age of the digital economy, innovative projects are being developed and implemented providing for the emergence of completely new specialities. Universities are shifting the directions of education towards the development of unique programs. The labor market shows the demand for highly competent specialists. For these reasons, the authors have set the goal of finding out the necessary degree of recombining the format of academic mobility of higher school teachers in the conditions of changed competence requirements for a university graduate. The digital economy strategy offers new approaches to the training; respectively, the qualification requirements for teachers are raising to a new level. The implementation of the academic mobility opens up a prospect for solving this problem. Academic mobility is aimed at conducting research or exchanging experience with scientists and teachers at the sites of other universities within the framework of professional development and obtaining new knowledge. The research method was the analysis of scientific papers and information platforms of universities, as well as the study of statistical data of analytical agencies in the field of education. The purpose of the study is implemented through joint educational projects with foreign colleagues The issue of academic mobility has recently been in the focus as a key aspect of the development of the scientific and professional community. In the course of the study, we found out that the teaching staff faced the problem of a lack of digital competencies in the training process. Many teachers may not have access (or may not be able to afford) to exchange methods and technologies.
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Roquette, Juan, Fernando Alonso, and Pilar Salazar. "Human-Centered Design since the Degree Kickoff: from Alumni Experience to Designer and User Experience." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001377.
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This article seeks to investigate the new paradigms of digital form and their application to the design process as a way to integrate service design from the very beginning of the process. It addresses a review of the generation of design in the key of "activity of conformation of open strategies". The aim is to open a deep reflection that allows an evolution of the understanding of the discipline of design linked to the outdated definition of "task of formalization of finished objects", which is widespread and still widely assumed. It is undeniable that engineering, urban planning, architecture, graphic design, product design, experience design and fashion design all share a common objective: all of them, in the end, can be considered as "service design".Indeed, each of the modalities of contemporary design and creation involves providing conceptual and oper-ational responses to needs (functional, aesthetic, symbolic, structural, social, individual). In short, creative activity consists of interpreting requirements and constraints in the most creative and efficient way possible. Design is not so much concerned with the need to produce "finished" objects, whether tangible or intangible. Contemporary design aims to create "formal laws", flexible and open, that can be applied according to the changing scenarios posed by today's users. To design digitally today is to create logical structures of data, algorithms and open results. This article rais-es the possibility of designing -from the genesis of the design- by integrating data referring to users and their algo-rithms as the basis of the formal, diagrammatic or structural law of the design solution. From clear mathematical rules and their parameterization, we propose the generation of the base structure of the "digital contemporary design"; from the exposition of data to the generation of “empty form”. In order to that, a preliminary reflection on the Technical drawing / CAD / BIM is proposed as well as describing the languages of the contemporary Design project (data and algorithms necessary for the construction of the form by topological transformations on simple forms). This is a con-temporary way of understanding the generation of the “empty form”. A "prepared" and "structured" format for the subsequent acquisition of successive layers of information (user data) that would trigger the "virtual twin" of the de-sign. Designing by means of topological transformations is an essential exercise in the foundations of digital culture: working with this type of algorithm is the main work of CAD programs. The conception of contemporary design must increasingly take into account the digital era, which constitutes the paradigm of our culture. The ideation and formalization of the actions that define design, architecture, urbanism and the physical environment, go through the management of formal operations within information systems that com-bine identity, visuality, materiality, measurement, financing, parameterization, industrialization, construction mainte-nance and, of course, interaction with users and systems. This phenomenon once again highlights the importance of geometry and drawing as fundamental disciplines that sustain the solid foundations of design education in the Univer-sity.Finally, the article addresses the urgency of defining new methodologies for the design process to ensure that design does not remain a mere "cultural response" to the technical advances produced by science, nor is it a purely intuitive process that proposes images but dispenses with the technical language of its time. We defend the activity of design as a purely contemporary task, which must be generated with the languages and methodologies of our current (and future) time, and for which it must have the possibility of integrating data and adapting to them with flexibility. In this way, any kind of design can be considered "service design" because it will "serve" effectively, avoiding the unnecessary iterations pursued by the LEAN system, which make human actions on reality inefficient and unsustaina-ble. Such a design would prevent the industry from having to generate an overabundance of designs and then discard the inadequate ones (by natural selection, through trial and error, dictated by the market and by user needs).Keywords: Design Training · Design Methodologies · Human-centered Design · Alumni experience · Designer experience ·User Experience · Service Design · Form · Contemporary Design process
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Reunanen, Tero. "Relations of Different Features in Time Management: Procrastination." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002264.
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Time is the most important resource for leaders. Other resources can be added or reduced but time is imperative. Resources such as personnel, capital or facilities are crucial tools for leaders, but their usage is always time dependent. People’s productivity, and hence organizations´ performance are heavily related to their time usage. On the one hand, some leader can enhance organization´s performance in a very short time period, even when work is not very efficient, and on the other hand, a leader who is very efficient may even damage the organization. Therefore, especially leaders should have conscious awareness towards their conscious awareness towards time. In my former research I have shown that people´s conscious awareness towards time, time reality, has a lot of different varieties and individuals could possess totally different or very similar time reality between different people. Also, we have found that there is correlations between time management and innovativeness. Purpose of this study is to find how different time management features are related to each other’s and what conclusions we can derive from those.Time, however, is not an easy concept to handle for leader or even understand it. It has many different faces towards people. The challenge is that chronological time, where the business and management are done, is not nearly suitable when human relations and leadership are handled. Individuals´ experiences towards time differentiates to one another and different situations are constantly changing the experience for individual. Therefore, quite often, leaders recognizes that it is hard to have schedules to match or plans to actualize within an agreed time. Some people fit more easily to same time reality with leader than others. Therefore it is crucial to find out which features of time management are related to each other’s.Study was done by developing and utilizing application called Chronos & Kairos which main purpose is to reveal individuals conscious awareness and give possibility for thorough research for peoples´ differences when experiencing time. Research data collection was executed in 2014 – 2015 and consisted of 108 individual respondents answering to application. Respondents were students from Turku University of Applied Sciences. Students were mostly from engineering and business degree programs and represented full-time students and part-time (working adult) students. Respondents answered propositions in two different systems and answered all together 2 times for 176 statements. This gives 38.016 different individual variables to research data mass. Research was made by utilizing Co-Evolute research tool, compositions for statistical analysis were done with Excel and closer statistical analysis was made by SPSS.Study results show which features of time management are related to each other and how. Future research aspects and recommendations are also issued in this paper.
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Zahraee, Mohammad A. "A Continuous Improvement/Management-by-Objectives Approach to Evaluating University Faculty." In ASME 2003 International Mechanical Engineering Congress and Exposition. ASMEDC, 2003. http://dx.doi.org/10.1115/imece2003-42343.
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This paper discusses the design, analysis and implementation of a faculty evaluation system to be used in both departments of Electrical Engineering Technology and Manufacturing Engineering Technologies and Supervision at Purdue University Calumet. The System, based on a faculty member’s continuous improvement plan, builds on the Management-by-Objectives approach, which reflects the Human Resource practice of performance plans and evaluations in corporate America. This new system, being outcome based, asks faculty to set goals and objectives with some degree of flexibility and is in line with the accreditation requirement changes of Accreditation Board for Engineering and Technology (ABET).