Relevant bibliographies by topics / Human relations training

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Human relations training'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "Human relations training"

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PELSMA, DENNIS, and MARY FLANAGAN. "Human Relations Training for the Elderly." Journal of Counseling & Development 65, no. 1 (September 1986): 52–53. http://dx.doi.org/10.1002/j.1556-6676.1986.tb01230.x.

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Shoemaker, Gary. "A Study of Human Relations Training Groups." Small Group Behavior 18, no. 3 (August 1987): 356–67. http://dx.doi.org/10.1177/104649648701800304.

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Ford, Robert C. "YMCA training of industrialists in human relations." International Journal of Public Administration 18, no. 5 (January 1995): 743–65. http://dx.doi.org/10.1080/01900699508525030.

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MOSVICK, ROGER K. "HUMAN RELATIONS TRAINING FOR SCIENTISTS, TECHNICIANS, AND ENGINEERS: A REVIEW OF RELEVANT EXPERIMENTAL EVALUATIONS OF HUMAN RELATIONS TRAINING." Personnel Psychology 24, no. 2 (June 28, 2008): 275–92. http://dx.doi.org/10.1111/j.1744-6570.1971.tb02476.x.

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Kahnweiler, William M. "Training hard core felons -in human relations skills." Performance + Instruction 31, no. 4 (April 1992): 16–18. http://dx.doi.org/10.1002/pfi.4170310407.

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Groeneveld, Tom, and Brian A. Gerrard. "Short-Term Human Relations Training for Corrections Personnel." Canadian Journal of Criminology 27, no. 1 (January 1985): 97–101. http://dx.doi.org/10.3138/cjcrim.27.1.97.

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ROBINSON, EDWARD H., and EDWARD S. WILSON. "An Investigation of the Generalizability of Human Relations Training." Journal of Humanistic Education and Development 23, no. 3 (March 1985): 120–25. http://dx.doi.org/10.1002/j.2164-4683.1985.tb00264.x.

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Drury, Colin G. "Integrating Training into Human Factors Implementation." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 40, no. 21 (October 1996): 1082–86. http://dx.doi.org/10.1177/154193129604002108.

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The Airline Safety Summit, held in January, 1995 in Washington, D.C. had two important outcomes for human factors. First, it set a goal of zero accidents for future airline operations. Second, it emphasized the role of the human and specifically human factors, in accident causation. As a response to these outcomes, the interest in human factors has increased in all aviation domains: flight operations, the air traffic system, and maintenance/inspection. A preferred response to the new demands for implementing human factors has been one of training, in either awareness of human factors or in the modification of interpersonal relations through a process analogous to Crew Resource Management (CRM). Such programs have used group problem-solving techniques to help locate and reduce sources of error and systems problems, using models of the human as interacting with other humans in the system. Within such a framework, is there a role for the more traditional models of human functioning used by human factors engineers? This paper considers the role of a training program as part of a methodology for integrating human factors into airline maintenance practice. An analysis of the ASRS data base revealed that mis-communication between participants was a source of errors. An analysis of similar problems at one airline facility showed that communication was indeed problematic. Training in human factors techniques was used to prepare a workforce team to redesign part of the communications system. The subsequent redesign efforts help evaluate the role of the training programs in human factors implementation.
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Ligabue, Susanna. "The Role of Assessment and Evaluation in Training Human Relations Professionals." Transactional Analysis Journal 39, no. 4 (October 2009): 315–19. http://dx.doi.org/10.1177/036215370903900407.

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Das, Dilip K. "A Review of Progress toward State-Mandated Police Human Relations Training." Police Journal: Theory, Practice and Principles 58, no. 2 (April 1985): 147–62. http://dx.doi.org/10.1177/0032258x8505800207.

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Dissertations / Theses on the topic "Human relations training"

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Fears, Tellis A. "Framing cultural attributes for human representation in military training and simulations." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/theses/2008/Sept/08Sep%5FFears.pdf.

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Thesis (M.S. in Modeling, Virtual Environments, and Simulation (MOVES))--Naval Postgraduate School, September 2008.
Thesis Advisor(s): Gibbons, Deborah ; Blais, Curtis. "September 2008." Description based on title screen as viewed on November 4, 2008. Includes bibliographical references (p. 39-42). Also available in print.
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Blakeley, Ruth. "Repression, human rights, and US training of military forces from the South." Thesis, University of Bristol, 2006. http://hdl.handle.net/1983/cbdf6917-ab7b-497b-848d-70881d75aa3b.

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In order to understand whether US training of military forces from the South has resulted in the use of repression or improvements in human rights, we need to situate the training within the broader context of US foreign policy objectives and strategies. The main aims of US foreign policy are to maintain its dominant global position and to ensure control of resources and markets in the South. These objectives are being pursued through an emerging, US-led transnational state, using the instruments of legitimation at least as much as repression. This contrasts with the Cold War, during which US foreign policy strategy towards the South emphasised repression. US training of military forces from the South during the Cold War played a key role in a US-led network, through which many states in the South were connected to the US and each other by cooperation between their militaries, police and intelligence services. The training was dominated by a particular form of counterinsurgency instruction which advocated repression of groups that might potentially threaten US control of Southern economies and assets. This contributed to widespread human rights violations, particularly in Latin America. Following the end of the Cold War, reliance on coercion diminished, and it was subsumed within the emergent transnational state. In line with this shift in US foreign policy strategy in the South, some aspects of the training began to be characterised by the promotion of legitimation. In the wake of 9/11, the US has intensified both its legitimation efforts and its use of repression, and the training continues to play a significant role in the service of US foreign policy objectives.
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Haji, Hashim Aminah Bt. "The effects of human relations training on teachers in Malaysia - a counselling approach." Thesis, Cranfield University, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334753.

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Hill, Geof W., of Western Sydney Hawkesbury University, and School of Social Ecology. "An inquiry into 'human sculpture' as a tool for use in the dramatistic approach to organisational communition." THESIS_XXXX_SEL_Hill_G.xml, 1995. http://handle.uws.edu.au:8081/1959.7/141.

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People in organisations often have difficulty communicating with each other about their understanding of the problems of the organisation. The Dramatistic Approach is an organisational inquiry method, based on a notion of ?script?, which assists people in organisations to discuss interpersonal communication problems. A ?script? is defined in this document as being an unconscious socialised social routine. The purpose of this thesis is to document an inquiry into ?Human sculpture?, a process using dramatisation to facilitate discussion about the notion of ?script? in the organisational setting. The inquiry method is action research in the post positivist research paradigm, and is written in four chapters. The use of the notion ?script? within the disciplines of therapy and organizational studies is examined. The appropriateness of the positivist paradigm for human inquiry is debated, reaching the conclusion that a post positivist paradigm needs to underpin a human inquiry of the nature of the inquiry about ?Human sculpture?. The nine cycles of the inquiry are documented. The learnings which have emerged from this inquiry are discussed, addressing the primary focus of the inquiry, the procedure and facilitation of ?Human sculpture?, as well as two secondary focii which emerged, the notion of ?script? and the facilitation of a human inquiry
Master of Science (Hons) Social Ecology
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Marsanico-Byrne, Linda. "Human relations training to reduce racial prejudice through increased self-acceptance and improved communication style." Thesis, Loughborough University, 1986. https://dspace.lboro.ac.uk/2134/27994.

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This study investigated the effects of an intensive weekend human relations training workshop between black and white adults 20 to 53 years of age. The results were compared to a no-treatment control group. The total sample was 27. These consisted of 13 females and 14 males, including 2 black females and 3 black males. It was hypothesised: (1) that the treatment group would show significantly greater increase than the untreated group on self-acceptance; (2) that there would be a significantly greater reduction than the untreated group in prejudice (indirect and direct measure); (3) that communication style scores for the treated group would be significantly more constructive than for the untreated group at post-test; and (4) that significant differences would remain significant at delayed post-test. (This did not apply to communication style which was measured at post-test only).
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Abaci, Ramazan. "Ths effect of human relations training on teacher's stress, locus of control and pupil control ideology." Thesis, University of Nottingham, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365116.

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Hill, Geof. "An inquiry into 'human sculpture' as a tool for use in the dramatistic approach to organisational communition /." View thesis, 1995. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030821.144019/index.html.

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Thesis (M.Sc. (Hons.) Social Ecology) -- University of Western Sydney, Hawkesbury, 1995.
"Submitted for examination in the Master of Science (Hons) Social Ecology, University of Western Sydney, Hawkesbury" Bibliography : leaves 164-168.
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Spetz, Emma, and Laurence Butler. "The influence of People : The Service Marketing benefits of training." Thesis, Umeå University, Umeå School of Business, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1791.

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In the past years the competition in the restaurant trade in Umeå is increasing. There is more choice for the customers and thereby the restaurants have to work harder to attract customers. One way is to Market themselves differently.

In this research we are studying one way of diversifying Service Marketing, namely through people. Especially in the restaurant sector the frontline employee is an essential part of the service. We argue that by improving the Internal Marketing a business can ensure, through Human Resource Management, to have a service-minded and customer-oriented workforce, motivated to deliver Service Quality. Further, by strengthening the Internal Branding the workforce will work in unity with the internal and external brand, being more willing and committed to deliver high quality services. We aim to find that through having well trained frontline employees the customer will know a difference and have a better experience when visiting the restaurant.

Three restaurants in the Umeå market have been chosen for our study. To collect data from these restaurants we have conducted semi-structured qualitative interviews. The contributions of this study were that training, and especially learning by doing and experience, is crucial in learning ones job according to the respondents. Also that having a good balance between having standard procedures and employee empowerment could improve the Service Quality through reliability in the service delivery. Last but not least, a concept of Reciprocal Commitment was developed showing the importance of a business investing in the employee, training being part of that investment, to get the employee to invest his/her time and commitment in the business.

Through this study we have developed a model showing the influence and benefits of training in the selected restaurants. We have realised that training is not the only way, but plays an important role in Marketing through people.

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Iloabachie, Eric Ik. "Strategies to Minimize Direct Care Worker Shortages." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5204.

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There is a worldwide shortage of direct care workers who help older adults in their own homes. The purpose of this multiple case study was to explore strategies that owners of home health care businesses can use to retain adequate direct care workers for their businesses. Five home care agency owners from Wake County, North Carolina, participated. Each owner had successfully implemented strategies to ensure adequate caregivers to sustain the business. Human relations theory was used to address the business problem. Data collection involved interviewing the 5 owners of home care agency businesses in their offices. Through a process of methodological triangulation, observations and documentary evidence supplemented data collected through semistructured interviews. Deductive and inductive coding were used to arrange and identify 3 emergent themes: company reputation, training and career development, and the role of government. The results of this study may contribute to social change because home care agency owners and other business owners can use the findings to improve on their treatment of low income workers which may help eradicate discrimination to ethnic minorities.
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Dunn, Suzanne. "Effects of a Simulation Game on Trainees' Knowledge and Attitudes About Age-related Changes in Learning and Work Behaviors of Older Workers." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2537/.

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This investigation was conducted in response to the need for effective diversity awareness programs to help employers create intergenerational-friendly work environments. An experimental pre- and post-test control group randomized block design was employed to answer two research questions about the effects of a simulation game on knowledge and attitudes about age-related changes in learning and work behaviors of older workers. Participants were assessed immediately prior to and following the treatment, followed by a third assessment 60 days later. Necessary measures were taken to control for threats to the study's internal validity. An applicant pool comprised of human resource management and development practitioners and senior undergraduate students enrolled in human resource management courses yielded a sample of 65 participants. Chapter one introduces the study. Chapter two provides a review and summary of relevant literature on ageism in the workplace, training older workers, and simulation games. Chapter three describes the procedures and methods used to answer the research questions. Chapter four presents the results of all analytic procedures related to the investigation. Chapter five provides the conclusions and recommendations based on the findings of this investigation. In this investigation, the treatment group did not score significantly higher on their knowledge of age-related changes in learning and work behaviors of older workers than the control group following treatment. The attitudinal change experienced by the treatment group did not differ significantly from the attitudinal change experienced by the control group. Recommendations for further research include the following: (a) the disordinal interactive effect of the control group's performance on the knowledge measure during the 60-day interval between post assessments warrants further investigation, (b) the statistically significant change in attitude that occurred within each group during the 60-day interval following treatment warrants further investigation, and (c) more reliable instruments need to be developed for measuring the effects of heightened awareness following diversity interventions.
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Books on the topic "Human relations training"

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Understanding police human relations. Metuchen, N.J: Scarecrow Press, 1987.

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Williams, Martin. Training in counselling and human relations. Nottingham: University of Nottingham, School of Education, 1987.

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B, Higgins Earl, ed. Comprehensive approach to human relations development: Advanced human relations training program. Muncie, Ind: Accelerated Development, 1985.

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Massarik, Fred. Bibliography on human relations training and related subjects. Arlington, Va: NTL Institute, 1985.

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Nelson-Jones, Richard. Human relationship skills: Training and self-help. London: Holt, Rinehart and Winston, 1986.

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Nelson-Jones, Richard. Human relationship skills: Training and self-help. London: Holt, Rinehart and Winston, 1986.

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Human relationship skills: Training and self-help. Sydney: Holt, Rinehart and Winston, 1986.

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Pfeiffer, J. William. Design skills in human resource development. San Diego, CA: University Associates, 1988.

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Pfeiffer, J. William. Design skills in human resource development. San Diego, Calif: University Associates, 1988.

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Paulus, Paul B. Effective human relations: A guide to people at work. 3rd ed. Boston: Allyn and Bacon, 1995.

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Book chapters on the topic "Human relations training"

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VO, ANNE NGOC. "Training and development." In The Transformation of Human Resource Management and Industrial Relations in Vietnam, 111–29. Elsevier, 2009. http://dx.doi.org/10.1016/b978-1-84334-270-0.50006-7.

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Garcia, Agustin Galan, and Roberto Fernandez Villarino. "The Social Role of Human Resources Teachers." In Strategic Labor Relations Management in Modern Organizations, 172–82. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-5225-0356-9.ch010.

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We consider it urgent to reflect on the need to build a new Corporate Social Responsibility that will in turn have a direct impact on a comprehensive human resources executive on a personal level. This professional will be competent in social skills, proactive, a specialist in avoiding conflict and a true part of the company's social aspect. Training is the essential tool to achieve this. This training must focus on thinking about values, must delve into the two-way humanist ideal that education gives, must value it and transform it afterwards. Also, it must take into account the student's interests, motifs and willingness so they may be able to establish the necessary interrelations that will allow for the connection between the individual's personal life and society.
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Crawford, Joseph, and Matthew Knox. "Dealing with Contemporary Failings of Ethics, Training, and Wellbeing: A Developmental Foundation of Authentic Relations." In Contemporary Global Issues in Human Resource Management, 183–200. Emerald Publishing Limited, 2020. http://dx.doi.org/10.1108/978-1-80043-392-220201014.

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Galli, Brian J. "The Lessons of Human Resource in The Theory of Constraints." In Human Performance Technology, 121–35. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8356-1.ch008.

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This article describes how human resource management is a field encompassing the interactions between people working within an organization. This area incorporates the process of acquiring, training, appraising, and compensating employees as well as attending to their labor relations, health and safety, and fairness concerns. In this article, the roles of human resource management and how they impact the overall business are discussed in three sections. The first section uses Eli Goldratt's The Goal as a template to discuss the functions of human resource. The second section discusses how technology impacts human resource management. Lastly, the third section discusses human resource management's ability to create continuous improvements and increase overall quality.
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Afedzie, Richard, Richard Brace, Fidelis Quansah, and James Attah-Panin. "Green Human Resource Management." In Human Resource Management Practices for Promoting Sustainability, 20–37. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4522-5.ch002.

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This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmental degradation. It contends that organisational policies and behaviour on environmental responsiveness should be of greatest priority to the 21st-century businesses in sub-Saharan Africa.
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Kumah, Peace. "The Role of Human Resource Management in Enhancing Organizational Information Systems Security." In Handbook of Research on the Role of Human Factors in IT Project Management, 278–303. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1279-1.ch018.

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Emerging human resource management (HRM) practices are focusing on background checks, training and development, employer-employee relations, responsibility and accountability, and monitoring of information systems security resources. Information systems security ensures that appropriate resources and adequate skills exist in the organization to effectively manage information security projects. This chapter examined the role of HRM in enhancing organizational information systems security. Using importance-performance map analysis, the study found training, background checks, and monitoring as crucial HRM practices that could enhance organizational information systems security. Moreover, four indicators, consisting of training on mobile devices security; malware management; background checks; and monitoring of potential, current, and former employees recorded high importance but with rather low performance. Consequently, these indicators should be improved. On the contrary, the organizations placed excessive focus on responsibility, accountability, and employee relations.
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Kumah, Peace. "The Role of Human Resource Management in Enhancing Organizational Information Systems Security." In Research Anthology on Business Aspects of Cybersecurity, 300–325. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3698-1.ch014.

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Emerging human resource management (HRM) practices are focusing on background checks, training and development, employer-employee relations, responsibility and accountability, and monitoring of information systems security resources. Information systems security ensures that appropriate resources and adequate skills exist in the organization to effectively manage information security projects. This chapter examined the role of HRM in enhancing organizational information systems security. Using importance-performance map analysis, the study found training, background checks, and monitoring as crucial HRM practices that could enhance organizational information systems security. Moreover, four indicators, consisting of training on mobile devices security; malware management; background checks; and monitoring of potential, current, and former employees recorded high importance but with rather low performance. Consequently, these indicators should be improved. On the contrary, the organizations placed excessive focus on responsibility, accountability, and employee relations.
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Pagliacci, Mario G. R. "Learning Methods in Entrepreneurial and Managerial Training." In Developing and Utilizing E-Learning Applications, 187–202. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-61692-791-2.ch011.

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Knowledge Society changes enterprises, and big emphasis is given to persons and human capital. Enterprise becomes a learning organization based on scientific-technical transfer, on human and cybernetic intelligence, on information and communication technologies. Role of entrepreneurs and managers is exalted in this context; they are asked to look, to promote, to exploit, to run all spaces and subjects are able to carry knowledge. As consequence, targets, contents and methodologies of entrepreneurial and managerial training need to be revised; either in scholastic institutions - first university - or in other public and private educational organizations. The distinctive competence of entrepreneurs and managers asks that their training is focalized on relations; as consequence, inter-active teaching methods have to be adopted: learning by doing, by playing and dramatization.
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Hagen, Janne Merete. "The Contributions of Information Security Culture and Human Relations to the Improvement of Situational Awareness." In Situational Awareness in Computer Network Defense, 10–28. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-0104-8.ch002.

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The chapter gives an overview of business practices and how people and human relations influence situational awareness and information security in an organization. There is still a long way to go in training employees in information security and improving employees’ information security awareness. Motivated and trained employees have the ability to detect and report security weaknesses and breaches, including near-miss incidents, and in this way, they may provide a valuable defense-in-depth-capability that is often lacking. The chapter discusses two approaches to overcome the barriers to building situational awareness promulgated in the general deterrence theory and socio-technical theory.
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Katou, Anastasia A. "E-Resourcing as an Effective Function of E-HRM Performance Linkage Models." In Encyclopedia of Human Resources Information Systems, 363–72. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch054.

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Although many studies, such as Ball (2001), Chapman and Webster (2003), and West and Berman (2001) have shown how e-recruiting and e-selection, e-reward and e-relations, and e-training and e-development can be used at an human resource management (HRM) resourcing, administrative, or learning-level, respectively, the formulation of e-HRM strategies relating HRM policies with business performance have been largely neglected (Lengnick-Hall & Moritz, 2003). The major contributing factor to this negligence may be the difficulty in developing a framework that distinguishes between context, configuration, and consequences of e-HRM, due to the fact that e-HRM is functioning at different but complex and interrelated levels (Strohmeier, 2007). In this article, the inclusion of e-resourcing, and more specifically e-recruiting and e-selection, in an HRM-performance linkage model is presented. Considering that the initial intention of the development of HRM-performance linkage models was not to serve e-HRM, the scope of this article is to adapt an HRM-performance linkage model to e-HRM. To do this, an integrative framework for understanding the link between Human Resource Management and Business Performance is presented and then the integration of e-resourcing in this framework is proposed, providing thus new knowledge on effective e-HRM performance linkage models.
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Conference papers on the topic "Human relations training"

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Rao, Haocong, Shihao Xu, Xiping Hu, Jun Cheng, and Bin Hu. "Multi-Level Graph Encoding with Structural-Collaborative Relation Learning for Skeleton-Based Person Re-Identification." In Thirtieth International Joint Conference on Artificial Intelligence {IJCAI-21}. California: International Joint Conferences on Artificial Intelligence Organization, 2021. http://dx.doi.org/10.24963/ijcai.2021/135.

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Skeleton-based person re-identification (Re-ID) is an emerging open topic providing great value for safety-critical applications. Existing methods typically extract hand-crafted features or model skeleton dynamics from the trajectory of body joints, while they rarely explore valuable relation information contained in body structure or motion. To fully explore body relations, we construct graphs to model human skeletons from different levels, and for the first time propose a Multi-level Graph encoding approach with Structural-Collaborative Relation learning (MG-SCR) to encode discriminative graph features for person Re-ID. Specifically, considering that structurally-connected body components are highly correlated in a skeleton, we first propose a multi-head structural relation layer to learn different relations of neighbor body-component nodes in graphs, which helps aggregate key correlative features for effective node representations. Second, inspired by the fact that body-component collaboration in walking usually carries recognizable patterns, we propose a cross-level collaborative relation layer to infer collaboration between different level components, so as to capture more discriminative skeleton graph features. Finally, to enhance graph dynamics encoding, we propose a novel self-supervised sparse sequential prediction task for model pre-training, which facilitates encoding high-level graph semantics for person Re-ID. MG-SCR outperforms state-of-the-art skeleton-based methods, and it achieves superior performance to many multi-modal methods that utilize extra RGB or depth features. Our codes are available at https://github.com/Kali-Hac/MG-SCR.
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Xie, Ruobing, Xingchi Yuan, Zhiyuan Liu, and Maosong Sun. "Lexical Sememe Prediction via Word Embeddings and Matrix Factorization." In Twenty-Sixth International Joint Conference on Artificial Intelligence. California: International Joint Conferences on Artificial Intelligence Organization, 2017. http://dx.doi.org/10.24963/ijcai.2017/587.

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Sememes are defined as the minimum semantic units of human languages. People have manually annotated lexical sememes for words and form linguistic knowledge bases. However, manual construction is time-consuming and labor-intensive, with significant annotation inconsistency and noise. In this paper, we for the first time explore to automatically predict lexical sememes based on semantic meanings of words encoded by word embeddings. Moreover, we apply matrix factorization to learn semantic relations between sememes and words. In experiments, we take a real-world sememe knowledge base HowNet for training and evaluation, and the results reveal the effectiveness of our method for lexical sememe prediction. Our method will be of great use for annotation verification of existing noisy sememe knowledge bases and annotation suggestion of new words and phrases.
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Skyrius, Rimvydas. "Business Decision Making." In 2001 Informing Science Conference. Informing Science Institute, 2001. http://dx.doi.org/10.28945/2368.

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Significant recent research in the decision support area has been concentrating on the human side of the person-technology relation. Knowledge, perceptions, beliefs and experiences have been researched in a number of works. The author has used individual interviews with business decision makers to find out their attitudes towards factors influencing the quality of business decisions. The issues discussed included features of actual right and wrong decisions, role of information sources and analytical tools, factors influencing creativity, and the role of information technology. The findings have shown that in the decision making process, available knowledge is used and new knowledge is created, and these processes are preferred to be supported by simple yet efficient support tools. The information environment surrounding business activities is getting increasingly complex. The important reasons for this complexity are: growing volumes of information of potential relevance to certain business activities; increasing number of sources of such information; and multiplying technologies for handling data and information. This is particularly true for decision making which has to encompass all relevant data, information and decision maker's knowledge to make quality decisions. Alongside with technologies for handling data and information, lately much attention has been given to knowledge management (KM) models and relations between data, information and knowledge. In knowledge-intensive activities, such as decision support, these relationships are important in terms of efficient utilisation of information resources, and especially those supported and facilitated by IT with its present capabilities. The aim of this paper is to take a look at the relations between data, information and knowledge in the context of managerial decision making, and professional learning and experience. These issues are discussed on the basis of surveys and interviews, conducted among small and medium enterprise (SME) decision makers in Lithuania in 1997-1999. The key questions of the survey have been: how important IT has become for management activities, regarding in the first place decision support, and how does it affect creativity and knowledge development. The synergy between technology and the user has been recognized to work in the areas such as using existing experiences and creating new ones on a problem and decision; working out the decision schema; stimulating creativity; capturing the details and specifics of the decision process for further uses. While IT is and can be efficiently used to manage data and information, the actual use of what is in decision support environment sometimes called stored knowledge - preprogrammed procedures for certain types of situations, sets of models, reusable queries - is rather limited. Instead, the survey has shown that decision makers prefer relatively simple tools and techniques that allow them to perform iterative buildup of decision support points towards a sufficient set to make a decision. Under a problem situation, existing practices are repeatedly tested. In the process, new associations and mental models may appear, expanding existing knowledge as well as creating new knowledge. The responses have shown that the presence of simple yet efficient decision support tools is welcome by the decision makers as having a potential to gain more with less - to provide more confidence and insurance from fatal decision mistakes, at the same time reducing the need to do extensive training, radically change existing beliefs or invest heavily into sophisticated technologies. In addition, such tools serve as support for managerial learning process and knowledge exchange, especially in the process of creativity stimulation where analogies, real-life and hypothetical situations, brainstorming and bias elimination techniques are used.
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Aoyama, Takafumi, Chikara Ito, Yasushi Ohkawachi, Shigetaka Maeda, Soju Suzuki, Keiji Chatani, and Toshikazu Takeda. "Student Training Course Using the Experimental Fast Reactor Joyo and Related Facilities." In 17th International Conference on Nuclear Engineering. ASMEDC, 2009. http://dx.doi.org/10.1115/icone17-75337.

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The student training courses using the experimental fast reactor Joyo and related facilities of the Japan Atomic Energy Agency (JAEA) have been initiated to utilize the nuclear facilities and their engineering staffs for the education purpose. The development of the student training course was also strongly supported by the faculty of nuclear engineering of domestic universities whose curriculum has recently been reduced. The program covers the reactor physics test analysis of Joyo core or experiments using the Joyo full-scope training simulator, neutron dosimetry, trace amount of noble gas measurement and chemical analysis of sodium, and the program has started after check and review by the specialists in university education. It is expected to promote the human resource development for the younger generation in nuclear industry, and to strengthen the relation between JAEA and universities in research area.
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Zheng, Zimu, Yuqi Wang, Quanyu Dai, Huadi Zheng, and Dan Wang. "Metadata-driven Task Relation Discovery for Multi-task Learning." In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. California: International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/615.

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Task Relation Discovery (TRD), i.e., reveal the relation of tasks, has notable value: it is the key concept underlying Multi-task Learning (MTL) and provides a principled way for identifying redundancies across tasks. However, task relation is usually specifically determined by data scientist resulting in the additional human effort for TRD, while transfer based on brute-force methods or mere training samples may cause negative effects which degrade the learning performance. To avoid negative transfer in an automatic manner, our idea is to leverage commonly available context attributes in nowadays systems, i.e., the metadata. In this paper, we, for the first time, introduce metadata into TRD for MTL and propose a novel Metadata Clustering method, which jointly uses historical samples and additional metadata to automatically exploit the true relatedness. It also avoids the negative transfer by identifying reusable samples between related tasks. Experimental results on five real-world datasets demonstrate that the proposed method is effective for MTL with TRD, and particularly useful in complicated systems with diverse metadata but insufficient data samples. In general, this study helps in automatic relation discovery among partially related tasks and sheds new light on the development of TRD in MTL through the use of metadata as apriori information.
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Bruzzone, Agostino G., Kirill Sinelshchikov, Marina Massei, and Giuliano Fabbrini. "Extended Reality technologies for industrial innovation." In The 32nd European Modeling & Simulation Symposium. CAL-TEK srl, 2020. http://dx.doi.org/10.46354/i3m.2020.emss.062.

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This paper presents an overview on immersive technologies in relation to their potential for industrial innovation. In particular, Extended Reality (XR) is proposed by describing the most common solutions and innovative methods to overcome inherent problems of these technologies. Virtual & Augmented Reality (VR & AR ) are presented respect their potential for uses such as innovative human-machine interfaces, remote maintenance, remote commissioning, 3D rendering, virtual factory, virtual assembly and training. The paper analyze the strong contribution that Immersive Technologies are bringing in multiple sectors including Industries and the future trends aiming to further increase usability of these technologies such as it is happening in overcoming spatial constraints.
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Kundert, R., and T. Yagi. "Relating plastic changes of short latency human soleus stretch reflex to changes in task performance induced by training." In 2012 34th Annual International Conference of the IEEE Engineering in Medicine and Biology Society (EMBC). IEEE, 2012. http://dx.doi.org/10.1109/embc.2012.6346754.

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Falk, Courtney, and Josiah Dykstra. "Sonification With Music for Cybersecurity Situational Awareness." In ICAD 2019: The 25th International Conference on Auditory Display. Newcastle upon Tyne, United Kingdom: Department of Computer and Information Sciences, Northumbria University, 2019. http://dx.doi.org/10.21785/icad2019.014.

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Cyber defenders work in stressful, information-rich, and high-stakes environments. While other researchers have considered sonification for security operations centers (SOCs), the mappings of network events to sound parameters have produced aesthetically unpleasing results. This paper proposes a novel sonification pro-cess for transforming data about computer network traffic into music. The musical cues relate to notable network events in such a way as to minimize the amount of training time a human listener would need in order to make sense of the cues. We demonstrate our technique on a dataset of 708 million authentication events over nine continuous months from an enterprise network. We il-lustrate a volume-centric approach in relation to the amplitude of the input data, and also a volumetric approach mapping the input data signal into the number of notes played. The resulting music prioritizes aesthetics over bandwidth to balance performance with adoption.
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Alonso, Pedro Trueba, Lui´s Ferna´ndez Illobre, Alfonso Jime´nez Ferna´ndez-Sesma, and Fernando Ortega Pascual. "Human Factors Verification and Validation: Tecnatom’s Experience." In 16th International Conference on Nuclear Engineering. ASMEDC, 2008. http://dx.doi.org/10.1115/icone16-48568.

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Tecnatom has been performing Human Factors Engineering Verification and Validation (HFE V&V) from the mid-eighties. This activity started as one of the various activities of the post TMI requirements followed also in Spain: performing detailed Control Room Design Reviews (DCRDRs). All the existing Spanish Nuclear Power Plants (NPPs) were reviewed to identify Human Engineering Discrepancies (HEDs). DCRDRs were completed by the mid-nineties, and the following V&V activities have been related to new designs and plant modifications as part of the activities described in the Human Factors Program Review Model (HFE PRM), included in NUREG-0711 since 1994. The NRC recommends following the HFE PRM or an acceptable alternative method in the case of the HFE activities and the Spanish Regulatory Body (CSN) recommend the same approach for new designs, design modifications and even for conventional plants. The activities embedded in a HFE V&V process are Task Support Verification (TSV), HFE Design Verification (HFE DV) using NUREG-0700 HFE Guidelines, and Integrated System Validation (ISV), with the execution of performance based tests, mainly in simulator facilities. This paper describes some of the experience of Tecnatom during the past years regarding the execution of these V&V activities previously mentioned, and in relation to the applicability and methodological aspects of each of these activities. Methodological aspects regarding TSV are related to its execution when there is a no Task Analysis to use. Methodological aspects regarding the HFE DV are related to the type of HSI to verify (small or large), its development status (paper design or implemented), the selection and translation of applicable HFE guidelines, and the HED preparation. Methodological aspects regarding the ISV are related to the necessary crews, training, number of scenarios, issues to test, data collection and performance measures. The experience is mainly related to Tecnatom’s work is Spanish NPP like Jose´ Cabrera, Almaraz and Vandello´s and in the case of foreign plants Beznau and an advanced NPP in Taiwan amongst others.
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Constantin, Mihai, Anamaria Bucur, and Andra-Nicoleta Borţea. "Efficient Workforce Management within the Concept of "Smart City". Using Artificial Intelligence as Part of the Future Counterterrorism Strategy." In International Conference Innovative Business Management & Global Entrepreneurship. LUMEN Publishing, 2020. http://dx.doi.org/10.18662/lumproc/ibmage2020/52.

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Today, the world is going through an unprecedented wave of urbanization, an evolution that tends to focus on both the biggest social problems and the biggest opportunities in the area of big cities. Once the concept of "smart city" appeared brought its new challenges for our society. In addition to the many benefits, such as increased quality of life, a smart city is challenging the current government. The security of the citizens in the smart cities is gaining new perspective, but also brings a number of threats, mostly considering the strategies regarding counter-terrorism. The human component, specifically the workforce adapted to the smart city, faces new challenges: the emergence of artificial intelligence, increased demand for digital skills, a must have also in labour market, together with the technologization of all areas of activity, which produces changes in all aspects of daily life. Under these conditions, the human factor is affected by all these changes. One side of the story regards the training and, also, the education of individuals, which must increase digitalisation skills; the other side involves the government who must adapt its strategies and policies to enable these changes in a safe manner for citizens and public workers, who perpetuate these changes through local administrations. Therefore, human resources are an important component in the project that aims developing smart cities that includes also developing adapted protection for citizens, specific to these cities. The use of artificial intelligence in smart cities seems to be the solution to the problems raised by smart cities in relation to the human factor and its vulnerability. But at what cost?
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Reports on the topic "Human relations training"

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Inter-American Development Bank Sustainability Report 2020: Global Reporting Initiative Annex. Inter-American Development Bank, March 2021. http://dx.doi.org/10.18235/0003100.

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The Global Reporting Initiative (GRI) sets global standards for sustainability reporting, relying on best practices for reporting on a range of economic, environmental, and social impacts. This is the IDBs fifth GRI annex, prepared as a supplement to the IDB Sustainability Report. The annex reports on both corporate and operational topics using standardized indicators. The following material topics are included in the annex: active ownership, anticorruption and ethics, biodiversity, climate resilience, employment and labor relations, energy, engagement and coordination, feedback mechanisms, financial inclusion, gender equality and diversity, greenhouse gas (GHG) emissions, health and safety, human rights, indirect economic impacts, market presence, material use, monitoring and evaluation, responsible portfolio, supply chain management, training and education, waste, and water.
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