Journal articles on the topic 'HRIS performance'
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Hagood, Wesley O., and Lee Friedman. "Using the Balanced Scorecard to Measure the Performance of Your HR Information System." Public Personnel Management 31, no. 4 (December 2002): 543–57. http://dx.doi.org/10.1177/009102600203100410.
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One of the most significant challenges faced by public personnel executives today is measuring the performance of their human resources information system (HRIS) in order to justify the value-added contribution of the HRIS to accomplishing the organization's mission. Over the last year, the CIA developed and implemented a balanced scorecard-based performance measurement system for its HRIS to justify cost and highlight the effectiveness of the system. The HRIS Program Director, Patricia Minard, used the Kaplan-Norton balanced scorecard framework to identify and align the organization's goals, objectives, and measures; to gather baseline data to measure against established measurement targets; and to measure and demonstrate the value-added contribution of the HRIS.
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Farahdiba, Syifa, and Lenny C. Nawangsari. "ANALYSIS OVER HUMAN RESOURCES INFORMATION SYSTEM IMPLEMENTATION WHICH INFLUENCED COMPETENCE AND MOTIVATION IN IMPROVING EMPLOYEE PERFORMANCE AT ONE OF MINERAL MINING AND COAL CONTRACTOR COMPANY." Dinasti International Journal of Management Science 2, no. 1 (September 15, 2020): 26–36. http://dx.doi.org/10.31933/dijms.v2i1.514.
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This research has purpose to find out and investigated the role of HRIS implementation, motivation and competence to improve the employees performance at PT. Artamulia Tatapratama. The research method used quantitative methods with causality approach. The population and sample were amounted to 190 employees. Data were analyzed using structural equation modeling (SEM). And This research was revealed that 1) HRIS implementation had significant beneficial impact towards employee performance, 2) Motivation had significant positive effect on employee performance, 3) Competence had a remarkable reaction over employee performance, 4) HRIS implementation had significant beneficial influence towards motivation and 5) HRIS implementation had significant positive reaction to competence.
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Islam, Md Shamimul, and Md Abdullah Al Mamun. "Perception of Management on Outcomes of Human Resource Information System (HRIS)." International Journal of Business and Social Research 6, no. 2 (March 19, 2016): 29. http://dx.doi.org/10.18533/ijbsr.v6i2.837.
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<p>Human Resource Management is getting focused day by day for ensuring and sustaining organizational success. HRIS (Human Resource Information System) is a prevailing HR tool coupled with contemporary innovation of information system. HRIS is defined as the information system to collect, store, process and retrieve HR information to seamlessly help organization achieve strategic objectives. For installation of HRIS, commitment, decision and action of management are inevitable. This study aims at unveiling implicit perception of management regarding performance of HRIS towards organizational objectives in three perspectives such as “Operational Efficiency (OE)”, “Managerial Effectiveness (ME)” and “Strategic Finesse (SF)”. 54% and 57% respondents respectively agree that HRIS enhances OE and ensures ME. On the other hand, 70% respondents underline HRIS as SF. However, the hypothesis results showed that management perception toward HRIS performance is independent of experience, gender and education of managerial people but associated with organizational origin either Bangladeshi or foreign. Thus it is concluded that foreign companies are advanced to adopt contemporary tools whereas Bangladeshi firms are averse or endeavor to assimilate laggardly. The findings open the door for future research why Bangladeshi firms respond at late.</p>
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TOUMI AMARA, Djamila, Seif Eddine BIBIMOUNE, and Chemseddine KARA. "The Impact of Human Resources Information Systems Implementation on the Organization’s Performance." MANAGEMENT AND ECONOMICS REVIEW 7, no. 3 (October 20, 2022): 258–65. http://dx.doi.org/10.24818/mer/2022.10-01.
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This research aims to examine the impact of implementing a Human Resources Information System (HRIS) on an organization’s performance. Using data collected from 14 interviewees who are managers, executives, and engineers at the Directorate of Personnel Management, Compensation, and HR systems in the Company of Sonelgaz. We find that the implementation of HRIS in an organization does have an impact and a positive one on the organization’s performance in terms of HR processes, time efficiency, information effectiveness, and decision-making effectiveness. However, we also find that HRIS implementation does not have any impact on the cost efficiency within the organization. Theoretical and practical implications were discussed.
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Afifah, Ika Nur, and Fetty Poerwita Sary. "The Influence of Human Resource Information System (HRIS) Effectiveness on Employees’ Performance at Brankas." Journal of Educational Management and Leadership 1, no. 2 (December 27, 2020): 61–67. http://dx.doi.org/10.33369/jeml.v1i2.11694.
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Since the 21st century, the use of data makes it possible to assist in making decision and business strategies. Human Resource Information System (HRIS) is an excellent example of utilizing savings in administrative costs and also taking strategies that can benefit companies or organizations by gathering information, processing and sharing. The purpose of this research was to understand the influence of HRIS effectiveness on employees’ performance at Brankas. The method used in this research was a quantitative method with data collection technique through the distribution of questionnaires. The type of analysis used is descriptive and causal with the data analysis used descriptive analysis, simple linear regression, determination coefficient, and hypothesis testing. The results of this study showed that HRIS has significant influence on employees’ performance at Brankas. The results of this study should be used as input for Brankas through developing and improving the system of HRIS to help the company more efficient in terms of time management by the time set up.
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Afifah, Ika Nur, and Fetty Poerwita Sary. "The Influence of Human Resource Information System (HRIS) Effectiveness on Employees’ Performance at Brankas." Journal of Educational Management and Leadership 1, no. 2 (December 27, 2020): 61–67. http://dx.doi.org/10.33369/jeml.1.2.61-67.
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Since the 21st century, the use of data makes it possible to assist in making decision and business strategies. Human Resource Information System (HRIS) is an excellent example of utilizing savings in administrative costs and also taking strategies that can benefit companies or organizations by gathering information, processing and sharing. The purpose of this research was to understand the influence of HRIS effectiveness on employees’ performance at Brankas. The method used in this research was a quantitative method with data collection technique through the distribution of questionnaires. The type of analysis used is descriptive and causal with the data analysis used descriptive analysis, simple linear regression, determination coefficient, and hypothesis testing. The results of this study showed that HRIS has significant influence on employees’ performance at Brankas. The results of this study should be used as input for Brankas through developing and improving the system of HRIS to help the company more efficient in terms of time management by the time set up.
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Heriyanni, Eileen, Aswin Wibisurya, and Timothy Yudi Adinugroho. "Application Design of Human Resource Information System on Binus Student Learning Community of Bina Nusantara University." ComTech: Computer, Mathematics and Engineering Applications 6, no. 3 (September 1, 2015): 468. http://dx.doi.org/10.21512/comtech.v6i3.2259.
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Information exchange between human resources within an organization is a valuable asset that must be managed properly. Information technology now supports information management between human resources through Human Resource Information System (HRIS). Binus Student Learning Community (BSLC) implementsdifferent technologies for each work they performed so that affect the quality of information exchange and performance of their members. This study aims to streamline the used technology in BSLC by combining it all into the same system through the implementation of HRIS constructed by Extreme Programming (XP) method. Results of this research is the web-based HRIS BSLC application and expected to improve the quality of information exchange and optimize the performance of BSLC’s members.
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Khan, Habibullah, Syed Karamatullah Hussainy, Kamran Khan, and Abdullah Khan. "The applications, advantages and challenges in the implementation of HRIS in Pakistani perspective." VINE Journal of Information and Knowledge Management Systems 47, no. 1 (February 13, 2017): 137–50. http://dx.doi.org/10.1108/vjikms-01-2016-0005.
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Purpose The purpose of this paper is to find the applications, advantages and challenges of human resource information system (HRIS) from different sectors of Pakistan. It also finds the demographic perspective of HRIS. Design/methodology/approach Questionnaire was adopted from previous studies. Responses were gathered through social websites and physically. The questionnaire was sent to 491 respondents from which only 99 responded. Reliability, t-testing and chi-square were used for the analysis. Findings Result shows that HRIS is widely used in Pakistani organizations for the purpose of accessing employees’ information, absence monitoring and performance appraisal to get quick responses to information, reduction of error and paperwork. It helps standardizing the program and manpower requirement, but lack of commitment by the lower management is the most significant barrier for its implementation because of fear of change by them. It is also found that there is no association between gender and adoption of HRIS but different employment position perceives differently the adoption of HRIS. Research limitations/implications The research is limited to the Pakistani organizations. The research paper is useful for the Pakistani human resources professionals, as it gives the local perspective of HRIS. Originality/value The previous results are from the developed countries and there is merely any reliable paper found on the several aspects of HRIS in Pakistani context. The research has also focused on the demographic variables that are employment position and gender with respect to their perception on the adoption of HRIS.
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Irum, Ayesha, and Rama Shankar Yadav. "Human resource information systems: a strategic contribution to HRM." Strategic Direction 35, no. 10 (October 14, 2019): 4–6. http://dx.doi.org/10.1108/sd-02-2019-0043.
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Purpose The article presents an overview of the Human Resources Information Systems (HRIS) and its relevance in the current organizational context. It broadly captures the advantages of HRIS and the significant challenges involved in its implementation and succeeding stages. Design/methodology/approach A string of research articles in the domain is reviewed for the briefing. Findings HRIS is salient in supplementing various Human Resource (HR) functions ranging from HR planning to performance management. It can act as a catalyst in establishing the significance of HR in strategic decision making. It helps managers to effectively store large amounts of employee data and draw inferences from it to make pro-employee decisions. However, despite being relevant in HR functions, HRIS is often surrounded by concerns like employee privacy breach and misuse of information. Originality/value The article showcases the transformation of the Human Resource function to strengthen its strategic position in the organization and sustain HR professionals. Adoption of HRIS helps to convert HR to a data-driven function.
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Hmoud, Bilal Ibrahim, and László Várallyai. "Artificial Intelligence in Human Resources Information Systems: Investigating its Trust and Adoption Determinants." International Journal of Engineering and Management Sciences 5, no. 1 (April 14, 2020): 749–65. http://dx.doi.org/10.21791/ijems.2020.1.65.
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With the rapidly emerging trend of employing Artificial Intelligence technologies within modern economics. This study is an attempt to fill the research gap associated with the factors that have influence with the adoption of artificial intelligence in human resources information systems on HR-leaders intention to use it. It empirically investigates the influences that trust, technological readiness, facilitating condition and performance expectancy on HR-professional’s behavioral intention to use AI in HRM. Besides, examine the moderating effect of age and experience on the proposed associations. Data were collected from by online questionnaire from 185 HR managers. A structural framework was introduced to test the relationship between study latent variables. Result exhibited that trust and performance expectancy has a significant influence on HR-professionals behavioral intention to use AI-HRIS. Trust and technological readiness showed a significant influence on HR-professionals performance expectancy of using AI-HRIS. While facilitating condition, organizational size and technological readiness did not show a significant influence on HR-professionals behavioral intention toward using AI-HRIS. Lastly, Age and Experience did not have a moderating effect on trust and performance expectancy association with the behavioral intention toward using AI-HRIS. The findings of this study contribute to the theory development of information technology diffusion in HRM.
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Al-Dmour, Rand H. "The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan." International Journal of Information Systems in the Service Sector 12, no. 3 (July 2020): 1–18. http://dx.doi.org/10.4018/ijisss.2020070101.
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The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.
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Siregar, Eveline, and M. Dachyar. "Determining Criteria of Human Resource Information System that Affect Human Resource Performance in Companies Using DEMATEL-Based ANP Method." MATEC Web of Conferences 248 (2018): 03005. http://dx.doi.org/10.1051/matecconf/201824803005.
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Decision making in HR activities is delayed because of insufficient information. Human Resources (HR) and information system are the important roles in helping company HR works. Objective of this study is toidentifycriteria of Human Resource Information System (HRIS) that affect human resources in companies by using DEMATEL-based ANP (DANP) method.HRIS criteria are collected from several studies to be validated by experts in HR of manufacturing companies. The survey was conducted with 5 experts and their judgments are calculated in limit supermatrix. The limit supermatrix of DANP showed that 18 criteria in HRIS. This study obtained five most important criteria of HRIS in HR performance are high quality data presentation, quick and precise, accessible, information need in time, and fulfill needs of HR.
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Chopra, Tripti, and Shine David. "DATA MINING AND ITS EFFICACY IN KNOWLEDGE MANAGEMENT WITH RESPECT TO HRIS APPLICATION." International Journal of Research -GRANTHAALAYAH 4, no. 9 (September 30, 2016): 55–62. http://dx.doi.org/10.29121/granthaalayah.v4.i9.2016.2535.
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Industries are constantly trying to stay competitive by retaining its reputation in the market in which it is operating. Due to Globalization companies have to rethink their strategies and practices. A company’s strategy highly depends upon the use of application and the utilization of resources. Amidst all these HR factors tend to play a potential role in determining the effectiveness and competitiveness of an organization. HRIS is generally considered as managing people practices using IT enabled services. Thus it is a task of HRIS to cater to the needs of knowledge management .Knowledge management involves the practices which are utilized to get the right people at right time to train them and finally appraising their performance and reward them. This helps in keeping employees satisfied and happy. When the performance of an employee is evaluated a number of techniques are used to mine the utmost knowledge out of them. This is how HRIS is connected to Knowledge management. This empirical study is an effort in knowing the efficacy of data mining techniques in knowledge management and application of HRIS. The major focus of study is to know about the data base of employees for predicting the performance of employees and adopt a knowledge management strategy and the efficacy of data mining in doing so.
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Davarpanah, Ashkan, and Norshidah Mohamed. "Human Resources Information Systems Implementation and Influences in Higher Education." International Journal of Asian Business and Information Management 11, no. 3 (July 2020): 65–84. http://dx.doi.org/10.4018/ijabim.2020070105.
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The research seeks to develop and test a theoretical model to explain the implementation and influences of human resource information systems (HRIS's) for a Malaysian higher education institution. Data was gathered from 103 respondents in the institution using a survey questionnaire. Results show that system factor, through information quality, and institution-based trust, through situational normality and structural assurance, contribute to user satisfaction. User satisfaction and situational normality predict user-perceived HRIS benefits. Findings aid researchers and practitioners in human resource function when explaining user-perceived benefits and satisfaction with HRIS implementation. The research advances understanding of the role of HRIS in supporting human capital performance and enhancing productivity.
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Hakim, Mujibul, Husni Hidayat, and M. Rudi Fanani. "Peranan Penerapan HRIS dan Kepuasan Kerja Terhadap Kinerja Karyawan di PT Pisma Putra Textile." Jurnal Manajemen 13, no. 1 (February 1, 2022): 32. http://dx.doi.org/10.32832/jm-uika.v13i1.5367.
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<p>The study tested the HRIS variable and job satisfaction on employee performance variables at PT Pisma Putra Textile. The study used a descriptive and qualitative approach, data processing using the SPSS application, data collection techniques using questionnaires, research instruments using a Likert scale and direct interviews with the Head of HRD, IT division, and operational employees of PT Pisma Putra Textile. Data analysis techniques through validity, reliability, and multiple regression analysis. Respondents were 125 employees. This study shows a significant relationship between the HRIS variable and the employee performance variable with a positive coefficient value of 0.333 and a significant relationship between the job satisfaction variable and the employee performance variable with a positive coefficient value of 0.324. In addition, there is a significant relationship between the HRIS variable and the job satisfaction variable on the employee performance variable with an F-count value of 31,395 and a significance value of 0.000. Thus, the conclusion of this study shows that the HRIS variable and job satisfaction can support improving employee performance, meaning that the first hypothesis (H1) and the second hypothesis (H2) are accepted. Performance can be measured by the results of the work being close to perfect, the results of the work according to the target, effective in completing the work and the work given by the leadership is carried out with full responsibility. While the results of interviews with HRD managers at PT Pisma Putra Textile, the ability of employees to work together with teams according to their respective main tasks in completing work on time can improve employee performance.</p><p> </p>
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Quaosar, G. M. Azmal Ali. "Adoption of Human Resource Information Systems in Developing Countries: An Empirical Study." International Business Research 11, no. 4 (March 12, 2018): 133. http://dx.doi.org/10.5539/ibr.v11n4p133.
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There is an inadequate understanding of the successful use and effects of a human resource information system (HRIS) in a developing country context. Given this backdrop, this study plans to explore the determinants impact on HRIS adoption in a developing country. A research model was developed after studying the existing literature, and a questionnaire was developed accordingly to collect data through a purposive sampling method.Materials and Methods: To assess adoption of human resource information system, this study applied the Unified Theory of Acceptance and Use of Technology (UTAUT). Data were collected from HR executives and HR professionals of different private and public organizations situated in Dhaka (capital of Bangladesh) and Chittagong (commercial capital of Bangladesh), Bangladesh. To analyze the data, researcher applied partial least square method based on structural equation modeling.Results: The study found that the research factors performance expectancy, effort expectancy, social influence, facilitating condition as well as the extended factors of UTAUT model employee involvement and training support (p < 0.05) had a weighty influence on HRIS adoption.Conclusions: The findings of this study may become beneficial for the human resource department of various organizations (public, private and others) of developing countries like Bangladesh by adopting HRIS.
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Berry, William E. "HRIS can improve performance, empower and motivate “knowledge workers”." Employment Relations Today 20, no. 3 (September 1993): 297–303. http://dx.doi.org/10.1002/ert.3910200307.
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Siengthai, Sununta, and Aroonlod Udomphol. "The Impact of Human Resource Information System (HRIS) on Organizational Effectiveness." International Journal of Asian Business and Information Management 7, no. 3 (July 2016): 40–53. http://dx.doi.org/10.4018/ijabim.2016070103.
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Human resource information system (HRIS) has potential benefits to improve organizational performance. The purpose of this exploratory study is thus to investigate the impact of HRIS on organizational effectiveness. The textile industry in Thailand is taken as a context of the study as it faces many challenges in this globalization era. One of the industry's dilemmas is about worker conditions and the scarcity of workforce. A questionnaire survey was conducted during December 2012-March 2013. About 354 questionnaires were mailed to the random sample drawn from the Textile Directory (2006). A total of 63 usable returned questionnaires were obtained. Descriptive statistics were used to analyze the obtained data. The findings reveal that the sample respondents perceived that HRIS has a positive impact on organizational effectiveness with respect to human resource processes, time savings, cost savings, information effects, decision making and strategic impact of HR role.
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L'Écuyer, François, Louis Raymond, Bruno Fabi, and Sylvestre Uwizeyemungu. "Strategic alignment of IT and human resources management in manufacturing SMEs." Employee Relations: The International Journal 41, no. 5 (August 2, 2019): 830–50. http://dx.doi.org/10.1108/er-09-2018-0258.
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Purpose Within the manufacturing sector, small- and medium-sized enterprises (SMEs) face specific challenges with regard to their strategic HRM capabilities. In this context, an emerging issue for both researchers and practitioners regards HR information systems (HRIS), i.e. the deployment of strategic IT capabilities to enable the firm’s high-performance work system (HPWS) capabilities and thus improve the performance of its HR function. The purpose of this paper is to address this issue by using a capability-based mediation perspective to study the strategic alignment of HR and IT. Design/methodology/approach A survey study of 206 manufacturing SMEs was realized and the data thus obtained was analyzed through structural equation modeling. Findings Results confirm that the HRIS capabilities of SMEs influence the performance of the HR function through their strategic alignment with the HPWS capabilities of these enterprises. Practical implications The results suggest that the manufacturing SMEs most active in developing their HRIS capabilities while developing their HPWS capabilities are most likely to develop a competitive advantage through the improved performance of their HR function. This is especially important in a time when firms of all sizes across the globe are waging a “war for talent,” and are enabled to do so by their strategic use of IT. Originality/value The results of the study constitute a valid basis for prediction and prescription with regards to the strategic alignment of human and IT resources.
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ElNakib, Dalia Mohamed, Mohamed A. Ragheb, Rasha Abd ElAziz Youssef, and Abdel Nasser Ghanem. "The Effect of HRIS Adoption on Vodafone Egypt Firm’s Performance." Journal of Human Resource and Sustainability Studies 09, no. 02 (2021): 173–92. http://dx.doi.org/10.4236/jhrss.2021.92012.
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Khashman, Iyad Mohammad Ali, and Aysar Mohammad Khashman. "The Impact of Human Resource Information System (HRIS) Applications on Organizational Performance (Efficiency and Effectiveness) in Jordanian Private Hospitals." Journal of Management Research 8, no. 3 (June 12, 2016): 31. http://dx.doi.org/10.5296/jmr.v8i3.9419.
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<p>This study aimed to investigate the impact of human resource information system (HRIS) on organizational performance in Jordanian private hospitals, through examining if the (HRIS) components (job analysis, recruitment, selection, performance appraisal applications, and communications) have a significant impact on organizational performance (efficiency, effectiveness). The data was collected using a questionnaire instrument. The population of the research included all private hospitals located in Amman city, the number of private hospitals located in Amman were 39 hospitals whereas the sample of the research included (170) employees working in HR departments from the private hospitals. The result of this study showed that there are a positive impact of the HRMS applications on organizational performance, More specifically, it was found that and a positive attitudes from employees working in Human resources sections in private hospitals towards all human resource information system applications .The result of the study also indicated that employees working in human resources' sections in private hospitals have positive attitudes towards organizational performance which includes efficiency and effectiveness. The research recommended that hospitals should focus on human resource information system applications in the work environment to achieve positive outcome and maximize organizational performance at all level.</p>
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Manahan, Jacob, Luisito Lolong Lacatan, and Ana Romina Miguel. "Implementation of PRIME-HRM Program Using Cloud-Based Technology." Technium: Romanian Journal of Applied Sciences and Technology 4, no. 9 (October 11, 2022): 102–19. http://dx.doi.org/10.47577/technium.v4i9.7415.
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This paper exhibits how cloud based technology, with a focus on Human Resource Information System (HRIS), can be used to aid the Department of Health (DOH) implement the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) which has been in effect for government agencies in the Philippine since 2012. The objective of this study is to create a cloud based system of HRIS that could be used to improve the human resource process of the DOH and bring significant change to the traditional process currently used by the department. In order to do this, the agile methodology was used in which the requirements were carefully analyzed, the system was designed according to set criteria, selected the most feasible vendor, releasing the system, and next sprint. The product functions were also determined which are employee management, recruitment management appointment and classification, learning and development, and performance management along with the requirement specifications which are the functional and non-functional. The results of testing determined that the system operating as planned and the algorithms were able to produce the expected results. The research has concluded that it is feasible to create a cloud based HRIS that could help in the implementation of the PRIME-HRM.
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Al Mamun, Abdullah. "Human Resource Professionals' Intention to Use and Actual Use of Human Resource Information Systems." International Journal of Technology and Human Interaction 18, no. 1 (January 2022): 1–18. http://dx.doi.org/10.4018/ijthi.299070.
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Human resource information systems (HRISs) are widely used and have a strategic impact on organizations. The fundamental objective of this paper is to reveal the predominant antecedents affecting their adoption and implementation by replicating the unified theory of acceptance and use of technology (UTAUT) model from a South Asian emergent country perspective. The study collected data from human resource professionals employed in manufacturing and service companies located in Bangladesh, which were analyzed by employing partial least squares-based structural equation modeling software. It was revealed that performance expectancy, social pressure, and facilitation conditions significantly influence the intention to use and the actual use of HRIS, but that user’s effort expectancy had no significant impact. The study contributes by enriching the previous findings and validating the results based on relevant literature. Furthermore, managerial implications, the limitations of the study and suggested future study directions are presented.
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M., Dileep Kumar. "Leveraging Technology towards HR Excellence." Information Management and Business Review 4, no. 4 (April 15, 2012): 205–16. http://dx.doi.org/10.22610/imbr.v4i4.981.
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The last decade has seen a significant increase in the number of organizations gathering, storing and analyzing human resources data using Human Resource Information Systems (HRIS) (Ball, 2001; Barron et al., 2004; Hussain et al., 2007; Ngai & Wat, 2006). HR to benefit almost every realm of business operations is leveraging technology. Many technology applications support Human Resource functions like erecruitment, employee tracking system, performance management software, e earning mode etc are helping dramatically to improve HR’s ability to carry out effective talent management and get better employer brand. Integration of technology and HR not only mean harmonious co-existing but would also mean the journey towards business excellence. This paper explores the understanding on positive impact of Human Resource Information System (HRIS) currently in use for people management with perception on Information Communication Technology (ICT) applications adopted by many industries. The study follows qualitative research as its plan of action in gathering information. The information gathered in crosschecked with industry to cross check the reliability.
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Dalia Mohamed Elnakib, Dalia Mohamed Elnakib. "Pilot Study on, Effect of HRIS on Firm performance Intervened by human Capital." International Journal of Human Resource Management and Research 11, no. 2 (2021): 61–66. http://dx.doi.org/10.24247/ijhrmrdec20217.
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Shahreki, Javad. "High-performance work systems and HR efficiency: The mediating role of HRIS potentialities." International Journal of Management and Decision Making 1, no. 1 (2024): 1. http://dx.doi.org/10.1504/ijmdm.2024.10052704.
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Ankrah, Ebenezer, and Evans Sokro. "Intention and Usage of Human Resource Information Systems among Ghanaian Human Resource Managers." International Journal of Business and Management 11, no. 2 (January 25, 2016): 241. http://dx.doi.org/10.5539/ijbm.v11n2p241.
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The purpose of this study is to investigate the intentions and usage of human resource information systems (HRIS) among Ghanaian HR managers and practitioners. In today’s global networking era, information technology has become an integral part of human resource management. This is because the increasing pressure to support strategic goals and the greater focus on shareholder value has led to changes in both job content and expectations of Human Resource professionals. Hence, the use of Human Resource Information System has been used by HR professionals to become strategic managers. Survey methodology was adopted to obtain data from HR managers and practitioners in Ghanaian companies. A net-targeted sample of 175 respondents produced 100 usable questionnaires for analysis. The study results revealed that information technology (IT) has assisted “organizations to deliver state-of-the art HR services, and reduced operational costs of companies, regardless of the size of the firm”. Advances in IT helps in resolving many of the challenges of HRM such as attracting, retaining, motivating employees, meeting the demands for a more strategic HR function, and managing the “human element” of technological change. Furthermore, effective HRIS has a direct positive influence on organizational performance.
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Rahman, S. M. Mizanoor. "Machine Learning-Based Cognitive Position and Force Controls for Power-Assisted Human–Robot Collaborative Manipulation." Machines 9, no. 2 (February 3, 2021): 28. http://dx.doi.org/10.3390/machines9020028.
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Manipulation of heavy objects in industries is very necessary, but manual manipulation is tedious, adversely affects a worker’s health and safety, and reduces efficiency. On the contrary, autonomous robots are not flexible to manipulate heavy objects. Hence, we proposed human–robot systems, such as power assist systems, to manipulate heavy objects in industries. Again, the selection of appropriate control methods as well as inclusion of human factors in the controls is important to make the systems human friendly. However, existing power assist systems do not address these issues properly. Hence, we present a 1-DoF (degree of freedom) testbed power assist robotic system for lifting different objects. We also included a human factor, such as weight perception (a cognitive cue), in the robotic system dynamics and derived several position and force control strategies/methods for the system based on the human-centric dynamics. We developed a reinforcement learning method to predict the control parameters producing the best/optimal control performance. We also derived a novel adaptive control algorithm based on human characteristics. We experimentally evaluated those control methods and compared the system performance between the control methods. Results showed that both position and force controls produced satisfactory performance, but the position control produced significantly better performance than the force controls. We then proposed using the results to design control methods for power assist robotic systems for handling large and heavy materials and objects in various industries, which may improve human–robot interactions (HRIs) and system performance.
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Sausan, Afifah, and Rusmanto Rusmanto. "IMPLEMENTASI SISTEM INFORMASI SDM MENGGUNAKAN ORANGEHRM DI SDIT AL-QUDWAH." Jurnal Informatika Terpadu 5, no. 1 (March 20, 2019): 01–05. http://dx.doi.org/10.54914/jit.v5i1.160.
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Human Resource Information System (HRIS) adalah sistem informasi untuk mendukung kegiatan-kegiatan manajer di fungsi sumber daya manusia. Fungsi ini dulunya bernama fungsi departemen personalia, yang sekarang diubah namanya menjadi fungsi SDM untuk menunjukkan bahwa manusia di dalam organisasi adalah sumber daya ekonomis yang penting (Jogiyanto HM, 2005:249). Penelitian ini bertujuan untuk mengimplementasikan Sistem Informasi SDM menggunakan OrangeHRM untuk mendokumentasikan data khususnya pada penilaian kinerja karyawan di SDIT AlQudwah, mengetahui hasil dari implementasi Sistem Informasi SDM menggunakan OrangeHRM dalam hal penilaian kinerja karyawan di SDIT Al-Qudwah untuk mengurangi penggunaan kertas dan pertemuan langsung dengan guru yang dinilai, dan mengetahui nilai manfaat dari OrangeHRM untuk penilaian kinerja karyawan di SDIT Al-Qudwah. Tahapan dalam penelitian ini adalah studi pendahuluan, analisis dan perancangan, implementasi, uji coba, dan penarikan kesimpulan. Hasil dari penelitian ini adalah Implementasi OrangeHRM di bagian SDM SDIT Al-Qudwah dapat mendokumentasikan data khususnya data penilaian kinerja guru di dalam modul Performance dan PIM, OrangeHRM dapat mengurangi proses pertemuan langsung dengan guru yang bersangkutan pada proses penilaian kinerja dengan jumlah jawaban setuju 64%, mengurangi penggunaan kertas, mengurangi waktu proses penilaian kinerja guru dan OrangeHRM sangat bermanfaat pada proses penilaian kinerja guru di SDIT Al-Qudwah.
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Zhao, Tong, Bosun Xie, and Jun Zhu. "An Algorithm for Generating Virtual Sources in Dynamic Virtual Auditory Display Based on Tensor Decomposition of Head-Related Impulse Responses." Applied Sciences 12, no. 15 (July 31, 2022): 7715. http://dx.doi.org/10.3390/app12157715.
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Dynamic virtual auditory displays (VADs) are increasingly used for generating various auditory objects and scenes in virtual and augmented reality. Dynamic VADs are required to generate virtual sources in various directions and distances by using HRTF- or HRIR-based binaural synthesis. In the present work, an algorithm for improving the efficiency and performance of binaural synthesis in dynamic VAD is proposed. Based on tensor decomposition, a full set of near-field HRIRs is decomposed as a combination of distance-, direction-, and time-related modes. Then, binaural synthesis in VAD can be implemented by a common set of time mode-related convolvers or filters associated with direction- and distance-related weights. Dynamic binaural signals are created by updating the weights rather than updating the HRIR-based convolvers, which enables the independent control of virtual source distance and direction and avoids the audible artifact caused by updating the HRIR-based convolvers. An example of implementation indicates that a set of eight common convolvers or filters for each ear is enough to synthesize the binaural signals with sufficient accuracy. The computational efficiency of simultaneously generating multiple virtual sources is improved when the number of virtual sources is larger than eight. A virtual-source localization experiment validates the algorithm.
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Shi, Qian, Mengxi Liu, Andrea Marinoni, and Xiaoping Liu. "UGS-1m: fine-grained urban green space mapping of 31 major cities in China based on the deep learning framework." Earth System Science Data 15, no. 2 (February 3, 2023): 555–77. http://dx.doi.org/10.5194/essd-15-555-2023.
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Abstract. Urban green space (UGS) is an important component in the urban ecosystem and has great significance to the urban ecological environment. Although the development of remote sensing platforms and deep learning technologies have provided opportunities for UGS mapping from high-resolution images (HRIs), challenges still exist in its large-scale and fine-grained application due to insufficient annotated datasets and specially designed methods for UGS. Moreover, the domain shift between images from different regions is also a problem that must be solved. To address these issues, a general deep learning (DL) framework is proposed for UGS mapping in the large scale, and fine-grained UGS maps of 31 major cities in mainland China are generated (UGS-1m). The DL framework consists of a generator and a discriminator. The generator is a fully convolutional network designed for UGS extraction (UGSNet), which integrates attention mechanisms to improve the discrimination to UGS, and employs a point-rending strategy for edge recovery. The discriminator is a fully connected network aiming to deal with the domain shift between images. To support the model training, an urban green space dataset (UGSet) with a total number of 4544 samples of 512×512 in size is provided. The main steps to obtain UGS-1m can be summarized as follows: (a) first, the UGSNet will be pre-trained on the UGSet in order to obtain a good starting training point for the generator. (b) After pre-training on the UGSet, the discriminator is responsible for adapting the pre-trained UGSNet to different cities through adversarial training. (c) Finally, the UGS results of 31 major cities in China (UGS-1m) are obtained using 2179 Google Earth images with a data frame of 7′30′′ in longitude and 5′00′′ in latitude and a spatial resolution of nearly 1.1 m. An evaluation of the performance of the proposed framework by samples from five different cities shows the validity of the UGS-1m products, with an average overall accuracy (OA) of 87.56 % and an F1 score of 74.86 %. Comparative experiments on UGSet with the existing state-of-the-art (SOTA) DL models proves the effectiveness of UGSNet as the generator, with the highest F1 score of 77.30 %. Furthermore, an ablation study on the discriminator fully reveals the necessity and effectiveness of introducing the discriminator into adversarial learning for domain adaptation. Finally, a comparison with existing products further shows the feasibility of the UGS-1m and the great potential of the proposed DL framework. The UGS-1m can be downloaded from https://doi.org/10.57760/sciencedb.07049 (Shi et al., 2023).
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Li, Liwei, Jinming Zhu, Gang Cheng, and Bing Zhang. "Detecting High-Rise Buildings from Sentinel-2 Data Based on Deep Learning Method." Remote Sensing 13, no. 20 (October 12, 2021): 4073. http://dx.doi.org/10.3390/rs13204073.
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High-rise buildings (HRBs) as a modern and visually distinctive land use play an important role in urbanization. Large-scale monitoring of HRBs is valuable in urban planning and environmental protection and so on. Due to the complex 3D structure and seasonal dynamic image features of HRBs, it is still challenging to monitor large-scale HRBs in a routine way. This paper extends our previous work on the use of the Fully Convolutional Networks (FCN) model to extract HRBs from Sentinel-2 data by studying the influence of seasonal and spatial factors on the performance of the FCN model. 16 Sentinel-2 subset images covering four diverse regions in four seasons were selected for training and validation. Our results indicate the performance of the FCN-based method at the extraction of HRBs from Sentinel-2 data fluctuates among seasons and regions. The seasonal change of accuracy is larger than that of the regional change. If an optimal season can be chosen to get a yearly best result, F1 score of detected HRBs can reach above 0.75 for all regions with most errors located on the boundary of HRBs. FCN model can be trained on seasonally and regionally combined samples to achieve similar or even better overall accuracy than that of the model trained on an optimal combination of season and region. Uncertainties exist on the boundary of detected results and may be relieved by revising the definition of HRBs in a more rigorous way. On the whole, the FCN based method can be largely effective at the extraction of HRBs from Sentinel-2 data in regions with a large diversity in culture, latitude, and landscape. Our results support the possibility to build a powerful FCN model on a larger size of training samples for operational monitoring HRBs at the regional level or even on a country scale.
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Subashree, P., and R. Thenmozhi. "Flexural Performance of Hybrid-Rubberized Composite Slabs Using Finite Element Method." Advanced Materials Research 984-985 (July 2014): 167–71. http://dx.doi.org/10.4028/www.scientific.net/amr.984-985.167.
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Ab s t r act Hybrid Rubberized Composite Slabs (HRCS) is an innovative material which has been developed for highway barriers in bridge construction to avoid vehicle accidents and thereby reducing the risk to public. A three dimensional hybrid rubberized composite slab model (HRCS) was created using Finite element Analysis Software ANSYS and was validated by previous experimental research works on concrete with crumb rubber. Finite element simulations were performed to examine the effect of replacing 0-20% of fine aggregates with crumb rubber. The load-displacement behavior was analyzed for the plain and hybrid rubberized composite slabs under static bending loads. From the results, it was found that, the displacement decrease significantly with increase in the amount of fine crumb rubber replacement. The static bending load decreases as the percentage of replacement of fine crumb rubber increases. Aggregate replacement with crumb rubber in concrete decreases its strength under static bending load. As confirmed by experimental results, FEA can effectively simulate the behaviour of HRCS when the proper numerical model is adopted. Keywords: Hybrid Rubberized Concrete Slab, Crumb Rubber, Finite element analysis (FEA), Static Bending Load.
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Abubakar, Gado, Anbazhagi Muthukumar, Abdullahi B.U, and Muthukumar Muthuchamy. "Performance Evaluation and Optimization of Wind-Solar PV Hybrid Electricity Generation and Application to Electric Vehicle." International Journal for Modern Trends in Science and Technology 6, no. 6 (June 30, 2020): 161–77. http://dx.doi.org/10.46501/ijmtst060631.
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Electricity and transportation sectors are responsible for a significant percentage of the global energy-related greenhouse gases emission, and their emissions are increasing at a faster rate in comparison to other sources. Among all the sustainable solutions to energy-related emissions, Hybrid Renewable Energy Systems (HRES) are becoming a more effective option for rural electrification and other energy-related applications. This paper presents a novel approach for the performance analysis of HRES for electricity generation for typical household electricity generation and application to mini electric campus shuttle. Different benchmark models are employed in the modelling, simulation and validation of the designed HRES. The simulation results obtained on the designed HRES demonstrated the effectiveness of all the adopted methods in enhancing the modelling accuracy of renewable electricity systems in electricity generation. The technical analysis of the system based on the simulation and the validation results demonstrated that the system could deliver the full electricity demand of typical household as well as, the total electricity demand of BSC-P1 electric campus shuttle. Additionally, 100% Battery Energy Storage System (BESS) charging was achieved and the battery capacity was never reached at all-time indicating the viability of the system in supplying uninterrupted power to the electricity demand.
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Peng, Zhen, Yihua Chen, Wu Deng, Isaac Yu Fat Lun, Naibin Jiang, Gang Lv, and Tongyu Zhou. "An Experimental and Numerical Study of the Winter Outdoor Wind Environment in High-Rise Residential Complexes in a Coastal City in Northern China." Buildings 12, no. 11 (November 17, 2022): 2011. http://dx.doi.org/10.3390/buildings12112011.
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In recent years, residents in high-rise residential complexes (HRCs) in China have been placing an increasing demand on the living quality in HRCs. Particularly, the outdoor wind conditions are garnering more attention; however, few studies on the wind conditions within HRCs with densely arranged buildings and high plot ratios have been reported. Therefore, this study investigated the relation between the buildings’ layouts in HRCs and their wind conditions and it proposes optimization strategies to enhance body comfort in their outdoor environments. The research methods in this work involved field surveys, computational fluid dynamics (CFD) simulations, and field monitoring. The field surveys were used to determine the types of activities undertaken by the residents in the selected HRCs and their perceptions of the wind conditions within the HRCs. Field monitoring was primarily conducted to measure the present wind conditions in the HRCs. The CFD simulations were performed to analyze the interactions between individual buildings and the wind as well as the performance of the wind conditions in the HRCs before and after a building layout optimization. The simulation results and monitoring data showed that the present wind conditions in the HRCs were uncomfortable due to high wind speeds (exceeding 5 m/s) and large windless areas. To achieve a comfortable outdoor wind environment, future HRCs should adopt a point-to-point building layout and the buildings should be oriented south. Moreover, the ratios of the height to width (Hb/Wb) for individual buildings should be kept at approximately 1.33. For existing HRCs, landscape walls, trees, and moveable windbreak panels can be used to reduce the wind speeds, especially in open exit/entrance areas and windward areas.
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Pollock, Thomas, Eric Alderson, Kevin Berk, Levon McQuown, Ilya Kostanovskiy, Peng Wang, Dmitry Knyazev, and Stuart S. P. Parkin. "Enhanced thin film analysis via High Resolution RBS using the NEC CARBS system." EPJ Web of Conferences 261 (2022): 01006. http://dx.doi.org/10.1051/epjconf/202226101006.
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Advancements in thin film deposition techniques can now produce films of only a few monolayers in thicknesses, with multiple applications emerging in the nano technology field. This maturing manufacturing technique is driving the need for diagnostics tools able to accurately measure depth profiles. To meet this need, the Compact Automated Rutherford Back-Scattering (CARBS) system is under development at National Electrostatics Corp. (NEC) for nanometer thin film analysis using High-resolution RBS (HRBS) within a 4 x 4meter footprint. We present the recent development of the system and demonstrate a study of HRBS applied to a 30nm CoAl alloy film. We compare the performance of the CARBS system with the conventional NEC HRBS end station and discuss the advantages of HRBS over SIMS method.
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Maaruf, Muhammad, Khalid Khan, and Muhammad Khalid. "Robust Control for Optimized Islanded and Grid-Connected Operation of Solar/Wind/Battery Hybrid Energy." Sustainability 14, no. 9 (May 8, 2022): 5673. http://dx.doi.org/10.3390/su14095673.
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Wind and solar energy systems are among the most promising renewable energy technologies for electric power generations. Hybrid renewable energy systems (HRES) enable the incorporation of more than one renewable technology, allowing increased reliability and efficiency. Nevertheless, the introduction of variable generation sources in concurrence with the existing system load demand necessitates maintaining the power balance between the components of the HRES. Additionally, the efficiency of the hybrid power supply system is drastically affected by the number of converters interfacing its components. Therefore, to improve the performance of the HRES, this paper proposes a robust sliding mode control strategy for both standalone and grid-connected operation. The control strategy achieves maximum power point tracking for both the renewable energy sources and stabilizes the DC-bus and load voltages irrespective of the disturbances, change in load demand, variations of irradiance level, temperature, and wind speed ensuring an efficient energy management. Furthermore, the solar PV system is directly linked to the DC-bus obviating the need for redundant interfacing boost converters with decreased costs and reduced system losses. Lyapunov candidate function is used to prove the asymptotic stability and the convergence of the entire system. The robustness of the proposed control strategy is tested and validated under various conditions of HRES, demonstrating its efficacy and performance under various conditions of the HRES.
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Gadouche, Zoubir, Cheikh Belfedal, Tayeb Allaoui, Mouloud Denai, and Mohammed Bey. "Hybrid Renewable Energy System Controlled with Intelligent Direct Power Control." Journal Européen des Systèmes Automatisés 55, no. 4 (August 31, 2022): 467–75. http://dx.doi.org/10.18280/jesa.550405.
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The paper suggests a novel DPC approach to ameliorate the management and HRES “hybrid renewable energy system” control composed of photovoltaic and wind systems. In the conventional DPC technique, the “switching table” is founded on a “hysteresis comparator”, which poses the problem of fluctuations on the HRES various output variables. The approach proposed here is based on an FLC and shown to diminish the ripples in the “active” and “reactive” powers waveforms. The comprehensive HRES and the advised “control schemes” are implemented using “MATLAB/Simulink” and the results indicate that the advised method had preferable performance over the conventional DPC.
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Derafshi, Danesh, Amin Norollah, Mohsen Khosroanjam, and Hakem Beitollahi. "HRHS: A High-Performance Real-Time Hardware Scheduler." IEEE Transactions on Parallel and Distributed Systems 31, no. 4 (April 1, 2020): 897–908. http://dx.doi.org/10.1109/tpds.2019.2952136.
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Jensen, Ed. "HR's role in helping companies achieve high performance." Employment Relations Today 32, no. 2 (2005): 39–52. http://dx.doi.org/10.1002/ert.20062.
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Prikshat, Verma, Kumar Biswas, Alan Nankervis, and Md Rakibul Hoque. "Bangladesh HR professionals’ competencies." Evidence-based HRM: a Global Forum for Empirical Scholarship 6, no. 2 (August 6, 2018): 203–20. http://dx.doi.org/10.1108/ebhrm-12-2017-0064.
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Purpose The purpose of this paper is to examine the HR roles of Bangladesh HR professionals in the public and private firms in Bangladesh using Human Resource Competency Study (HRCS) model (2016). The impact of identified HR competencies on firm performance and moderation of this relationship concerning different stages of organisation life cycle (OLC) is also explored. Design/methodology/approach This quantitative study uses the HRCS model (RBL, 2015) as its underpinning analytical framework, and explores the impact of identified HR competencies on firm performance and analyses whether this relationship is moderated by different OLC stages. The sample for this study consisted of 202 HR professionals from both public and private organisations in Bangladesh. Findings Results confirmed that all the nine competencies of HRCS model were demonstrated by the HR professionals in Bangladesh. The “credible activist” competency achieved the top ranking and “paradox navigator competency” recorded the lowest. Minor variation in terms of levels of competencies was observed in the context of private and public firms. HR competencies positively impacted the firm performance and only the maturity and growth stages of a firm’s life cycle moderated this relationship. Originality/value There is a deficit of studies which have tested this relationship in terms of the moderating effects of OLC stages in the Asian developing country context. Focusing on this paucity of research concerning the transference of western human resource management models in developing economies and their resultant impact on firm performance, this is the first study set out to explore whether the most cited western HRCS model (RBL, 2015) is useful in understanding HR competencies in Bangladesh.
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Liu, Jiying, Meng Su, Nuodi Fu, and Moon Keun Kim. "A Numerical Study on the Exergy Performance of a Hybrid Radiant Cooling System in an Office Building: Comparative Case Study and Analysis." Buildings 13, no. 2 (February 8, 2023): 465. http://dx.doi.org/10.3390/buildings13020465.
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This research investigated the exergy enhancement performance of a hybrid radiant cooling system adapting to a hot and humid summer conditions through comparative case studies and analyses. This study suggested three cooling systems: a general all-air system (AAS), a conventional radiant cooling system (CRCS), and a hybrid radiant cooling system (HRCS). As a case study, an office building with cooling systems was examined in the summer season in four different cities: Beijing, Shanghai, Chengdu, and Guangzhou, China. This study utilized the building energy performance simulation program to analyze the cooling loads of office space in a building with numerical approaches. The comparison analysis using the four different weather datasets showed simple and rational exergy efficiency and the overall impact ratio. According to the results, the ambient conditions, i.e., the surrounding temperature and the humidity ratio, significantly impacted the cooling systems’ exergy efficiency ratio. On the basis of the calculated energetic and exergetic performance, the HRCS had a higher exergy efficiency and a higher overall impact ratio. The HRCS system released an additional 20–30% of cooling output, and it could adapt well in extreme hot and humid weather conditions compared to the AAS and the CRCS system. The overall cooling impact ratio of the HRCS with an airbox convector was approximately 185% higher than that of the AAS and 8.5% higher than that of the CRCS. This study can provide the design references for the hybrid radiant cooling system and other cooling systems in hot and humid summer conditions.
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Al-Najjar, Heyam, Christoph Pfeifer, Rafat Al Afif, and Hala J. El-Khozondar. "Performance Evaluation of a Hybrid Grid-Connected Photovoltaic Biogas-Generator Power System." Energies 15, no. 9 (April 26, 2022): 3151. http://dx.doi.org/10.3390/en15093151.
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In recent decades, works have been published on the Hybrid Renewable Energy System (HRES) to provide available, feasible, and efficient renewable energy systems. Several studies have looked at the efficiency of the systems in terms of sustainability through performance parameters. This study aims at estimating the optimum HRES based on biomass and photovoltaic (PV) using the case study of 94 residential buildings with an electricity demand of 84.5 kWp. The influence of key parameters (global solar irradiation, component efficiencies, fuel consumption, economic convenience) and their impact on the performance and cost of the system is investigated. The optimum system is evaluated by the simulation software HOMER Pro. A single year of hourly data is used to analyze the component performance and the overall system performance. In this work, a mathematical model based on the IEC 61724 standard is used to incorporate numerous performance indicators that are critical for estimating the performance of a hybrid system. Evaluating results comprise of three performance basic indicators, namely, energy efficiency, system sizing, and economic parameters.
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Al-Najjar, Heyam, Christoph Pfeifer, Rafat Al Afif, and Hala J. El-Khozondar. "Performance Evaluation of a Hybrid Grid-Connected Photovoltaic Biogas-Generator Power System." Energies 15, no. 9 (April 26, 2022): 3151. http://dx.doi.org/10.3390/en15093151.
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In recent decades, works have been published on the Hybrid Renewable Energy System (HRES) to provide available, feasible, and efficient renewable energy systems. Several studies have looked at the efficiency of the systems in terms of sustainability through performance parameters. This study aims at estimating the optimum HRES based on biomass and photovoltaic (PV) using the case study of 94 residential buildings with an electricity demand of 84.5 kWp. The influence of key parameters (global solar irradiation, component efficiencies, fuel consumption, economic convenience) and their impact on the performance and cost of the system is investigated. The optimum system is evaluated by the simulation software HOMER Pro. A single year of hourly data is used to analyze the component performance and the overall system performance. In this work, a mathematical model based on the IEC 61724 standard is used to incorporate numerous performance indicators that are critical for estimating the performance of a hybrid system. Evaluating results comprise of three performance basic indicators, namely, energy efficiency, system sizing, and economic parameters.
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Yin, Lulu, Xiaoyue Hu, Zhangqi Lai, Kun Liu, and Lin Wang. "Leg Stiffness and Vertical Stiffness of Habitual Forefoot and Rearfoot Strikers during Running." Applied Bionics and Biomechanics 2020 (November 24, 2020): 1–6. http://dx.doi.org/10.1155/2020/8866340.
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Foot strike patterns influence the running efficiency and may be an injury risk. However, differences in the leg stiffness between runners with habitual forefoot (hFFS) and habitual rearfoot (hRFS) strike patterns remain unclear. This study aimed at determining the differences in the stiffness, associated loading rate, and kinematic performance between runners with hFFS and hRFS during running. Kinematic and kinetic data were collected amongst 39 runners with hFFS and 39 runners with hRFS running at speed of 3.3 m/s, leg stiffness (Kleg), and vertical stiffness (Kvert), and impact loads were calculated. Results found that runners with hFFS had greater Kleg ( P = 0.010 , Cohe n ’ s d = 0.60 ), greater peak vertical ground reaction force (vGRF) ( P = 0.040 , Cohe n ’ s d = 0.47 ), shorter contact time( t c ) ( P < 0.001 , Cohe n ’ s d = 0.85 ), and smaller maximum leg compression ( Δ L ) ( P = 0.002 , Cohe n ’ s d = 0.72 ) compared with their hRFS counterparts. Runners with hFFS had lower impact peak (IP) ( P < 0.001 , Cohe n ’ s d = 1.65 ), vertical average loading rate (VALR) ( P < 0.001 , Cohe n ’ s d = 1.20 ), and vertical instantaneous loading rate (VILR) ( P < 0.001 , Cohe n ’ s d = 1.14 ) compared with runners with hRFS. Runners with hFFS landed with a plantar flexed ankle, whereas runners with hRFS landed with a dorsiflexed ankle ( P < 0.001 , Cohe n ’ s d = 3.35 ). Runners with hFFS also exhibited more flexed hip ( P = 0.020 , Cohe n ’ s d = 0.61 ) and knee ( P < 0.001 , Cohe n ’ s d = 1.15 ) than runners with hRFS at initial contact. These results might indicate that runners with hFFS were associated with better running economy through the transmission of elastic energy.
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Eltamaly, Ali M., Majed A. Alotaibi, Abdulrahman I. Alolah, and Mohamed A. Ahmed. "IoT-Based Hybrid Renewable Energy System for Smart Campus." Sustainability 13, no. 15 (July 31, 2021): 8555. http://dx.doi.org/10.3390/su13158555.
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There is a growing interest in increasing the penetration rate of renewable energy systems due to the drawbacks associated with the use of fossil fuels. However, the grid integration of renewable energy systems represents many challenging tasks for system operation, stability, reliability, and power quality. Small hybrid renewable energy systems (HRES) are small-scale power systems consisting of energy sources and storage units to manage and optimize energy production and consumption. Appropriate real-time monitoring of HRES plays an essential role in providing accurate information to enable the system operator to evaluate the overall performance and identify any abnormal conditions. This work proposes an internet of things (IoT) based architecture for HRES, consisting of a wind turbine, a photovoltaic system, a battery storage system, and a diesel generator. The proposed architecture is divided into four layers: namely power, data acquisition, communication network, and application layers. Due to various communication technologies and the missing of a standard communication model for HRES, this work, also, defines communication models for HRES based on the IEC 61850 standard. The monitoring parameters are classified into different categories, including electrical, status, and environmental information. The network modeling and simulation of a university campus is considered as a case study, and critical parameters, such as network topology, link capacity, and latency, are investigated and discussed.
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Yan, Shi, Tao Wang, and Xing Su. "Resilient Performance of Self-Centering Hybrid Rocking Columns: Theory, Experiment, and Numerical Simulation." Advances in Civil Engineering 2022 (October 11, 2022): 1–24. http://dx.doi.org/10.1155/2022/2121214.
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A novel self-centering hybrid rocking column (HRC) with a replaceable soft steel energy dissipator (RED) is proposed to solve the issue of traditional frame structures being vulnerable to damage during earthquakes and difficult rehabilitation after. The resilient performance of the proposed RED-HRC was investigated by using theoretical, experimental, and numerical methods. The yield states of the designed RED are taken as the control points to establish theoretically the corresponding relationship f (M, θ) between the overturning moment M and the rotation angle θ of the RED-HRC. In addition, a group of RED-HRC specimens were tested under pseudo static loading to investigate the resilient performance by considering the main influencing factors of the cross-sectional area of the prestressed unbonded tendons, the initial value of the prestressing force, the axial compression ratio of HRCs, and the thickness of the RED. Moreover, a finite element model (FEM) validated by the experimental data was established by using the ABAQUS platform to further study the resilience of the proposed RED-HRCs, focusing on the energy dissipating efficiency of the RED. The design method and process for the RED-HRC were finally developed. A typical hysteretic response with “double-flag shape” characteristics was obtained. These results show that the proposed RED-HRC has excellent resilient performances of good energy dissipation capacity, strong self-centering ability, and high strength and stiffness, realizing the goal of low damage level during the earthquake and quick rehabilitation after.
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Nguyen, Thanh-Tuan, and Tobias Boström. "Multiobjective Optimization of a Hybrid Wind/Solar Battery Energy System in the Arctic." Journal of Renewable Energy 2021 (April 29, 2021): 1–11. http://dx.doi.org/10.1155/2021/8829561.
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This paper presents an optimal design of a hybrid wind turbine/PV/battery energy system for a household application using a multiobjective optimization approach, namely, particle swarm optimization (PSO). The ultimately optimal component selection of the hybrid renewable energy system (HRES) is suggested by comprehensively investigating the effects of various factors on the cost-reliability relation, such as the mounting orientation, temperature on the PV modules, wind turbine hub height, different types of batteries, and different load profiles. The optimization results show the feasibility of HRES for a single-family household demand in the arctic region of Tromsø, Norway. As we will discuss in the results, an HRES operating in such a region can achieve great energy-autonomous levels at a reasonable cost partially thanks to the cold climate. The mounting structure and temperature effects on the PV modules and the battery type can significantly change the system performance in terms of cost and reliability, while a higher wind turbine hub offers little improvement. The result suggests an optimal HRES consisting of a wind turbine with a swept area of 21 m2 and a hub height of 12 m, a PV system of 12 m2 with 2-axis tracking, and a battery bank of 3 kWh. This system will achieve 98.2% in self-reliance. Assuming that the system lifetime is 20 years, the annual cost is about 900 USD. Even though this study focuses on an HRES for a single-family application in the arctic, such an approach can be extended for other applications and in other geographical areas.
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Caron, Marcel, and W. James Steenburgh. "Evaluation of Recent NCEP Operational Model Upgrades for Cool-Season Precipitation Forecasting over the Western Conterminous United States." Weather and Forecasting 35, no. 3 (April 15, 2020): 857–77. http://dx.doi.org/10.1175/waf-d-19-0182.1.
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Abstract In August 2018 and June 2019, NCEP upgraded the operational versions of the High-Resolution Rapid Refresh (HRRR) and Global Forecast System (GFS), respectively. To inform forecasters and model developers about changes in the capabilities and biases of these modeling systems over the western conterminous United States (CONUS), we validate and compare precipitation forecasts produced by the experimental, preoperational HRRRv3 and GFSv15.0 with the then operational HRRRv2 and GFSv14 during the 2017/18 October–March cool season. We also compare the GFSv14 and GFSv15.0 with the operational, high-resolution configuration of the ECMWF Integrated Forecasting System (HRES). We validate using observations from Automated Surface and Weather Observing System (ASOS/AWOS) stations, which are located primarily in the lowlands, and observations from Snowpack Telemetry (SNOTEL) stations, which are located primarily in the uplands. Changes in bias and skill from HRRRv2 to HRRRv3 are small, with HRRRv3 exhibiting slightly higher (but statistically indistinguishable at a 95% confidence level) equitable threat scores. The GFSv14, GFSv15.0, and HRES all exhibit a wet bias at lower elevations and neutral or dry bias at upper elevations, reflecting insufficient terrain representation. GFSv15.0 performance is comparable to GFSv14 at day 1 and superior at day 3, but lags HRES. These results establish a baseline for current operational HRRR and GFS precipitation capabilities over the western CONUS and are consistent with steady or improving NCEP model performance.
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Pestana, José Medina. "A pioneering healthcare model applying large-scale production concepts: Principles and performance after more than 11,000 transplants at Hospital do Rim." Revista da Associação Médica Brasileira 62, no. 7 (October 2016): 664–71. http://dx.doi.org/10.1590/1806-9282.62.07.664.
Full textAbstract:
Summary The kidney transplant program at Hospital do Rim (hrim) is a unique healthcare model that applies the same principles of repetition of processes used in industrial production. This model, devised by Frederick Taylor, is founded on principles of scientific management that involve planning, rational execution of work, and distribution of responsibilities. The expected result is increased efficiency, improvement of results and optimization of resources. This model, almost completely subsidized by the Unified Health System (SUS, in the Portuguese acronym), has been used at the hrim in more than 11,000 transplants over the last 18 years. The hrim model consists of eight interconnected modules: organ procurement organization, preparation for the transplant, admission for transplant, surgical procedure, post-operative period, outpatient clinic, support units, and coordination and quality control. The flow of medical activities enables organized and systematic care of all patients. The improvement of the activities in each module is constant, with full monitoring of various administrative, health care, and performance indicators. The continuous improvement in clinical results confirms the efficiency of the program. Between 1998 and 2015, an increase was noted in graft survival (77.4 vs. 90.4%, p<0.001) and patient survival (90.5 vs. 95.1%, p=0.001). The high productivity, efficiency, and progressive improvement of the results obtained with this model suggest that it could be applied to other therapeutic areas that require large-scale care, preserving the humanistic characteristic of providing health care activity.