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Journal articles on the topic 'Irish human resource development'

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Published: 10 December 2022

Last updated: 28 January 2023

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1

Nolan, Ciara. "Human resource development in the Irish hotel industry: the case of the small firm." Journal of European Industrial Training 26, no. 2/3/4 (March 2002): 88–99. http://dx.doi.org/10.1108/03090590210421969.

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2

Roche, William K. "The development of conflict resolution practices in Irish workplaces." Administration 64, no. 3-4 (December 1, 2016): 61–89. http://dx.doi.org/10.1515/admin-2016-0025.

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Abstract This paper examines the development of procedures for conflict resolution in workplaces in Ireland and the more recent emergence of alternative dispute resolution (ADR) practices. Based on a synthesis of data from a series of studies and on a review of reports of conflict resolution innovations, the paper shows how conventional procedures for resolving collective disputes and individual employment grievances had become almost standard by the 1980s, while a series of ADR practices became features of conflict resolution from the 1990s. The changing character of conflict resolution procedures and practices is attributed to a series of influences that include the professionalisation of personnel and human resource management, the changing pattern and context of workplace conflict, the growing importance of multinational firms, and the emergence of professional training and expertise in the provision of ADR support services. The paper projects a continuing rise in the incidence and use of ADR practices but questions the extent to which organisations in Ireland are likely to adopt conflict management systems based on integrated sets of conflict resolution practices.

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3

O'Brien, Geraldine, and John E. Thompson. "The development of Irish HRD professionals in comparison with European professionals: roles, outputs and competencies." International Journal of Training and Development 3, no. 4 (December 1999): 250–68. http://dx.doi.org/10.1111/1468-2419.00084.

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4

Linehan, Margaret, and Irene Sheridan. "Workplace learning courses in Irish third‐level colleges." Journal of Workplace Learning 21, no. 6 (August 7, 2009): 496–504. http://dx.doi.org/10.1108/13665620910976766.

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5

O'Brien, Emma, John McCarthy, Ileana Hamburg, and Yvonne Delaney. "Problem-based learning in the Irish SME workplace." Journal of Workplace Learning 31, no. 6 (August 12, 2019): 391–407. http://dx.doi.org/10.1108/jwl-10-2018-0131.

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Purpose This paper aims to explore how in Irish small- and medium-sized enterprises (SMEs), problem-based learning (PBL) could possibly provide a paradigm which addresses two key research objectives: What are the learning needs and challenges faced by Irish SMEs? and How could PBL satisfy these needs through integrating formal and informal learning? Design/methodology/approach An action research methodology was adopted using Lewin’s (1994) action research cycle. In the reconnaissance stage, surveys and focus groups were conducted with a purposive research sample of Irish SMEs regarding their learning needs and challenges. Based on these results, a plan was formulated to adapt the traditional PBL model into a workplace PBL model (wPBL). Lastly, the wPBL model was implemented and evaluated in 42 SMEs. Findings The research identified several specific learning needs for SMEs, namely, learning that is cost-effective, tailored to the company and its challenges, immediately applied, demonstrates a tangible outcome (is measurable), organically fostering a learning culture, addresses knowledge gaps, continuous, develops communication, team work, problem-solving and technical skills. The traditional PBL model was adapted into a wPBL model to meet the above learning needs of SMEs. It was found that the wPBL model had the potential to address long-standing company problems (making it cost-effective), facilitate continuous learning and develop horizontal and transversal skills such as problem-solving and communication. Originality/value Much of the learning that takes place in SMEs is incidental or informal, and often does not contribute to the long-term sustainability of the organisation. This paper aims to propose a practical framework using wPBL to structure incidental and informal learning in SMEs so that it provides an immediate benefit to the company. To date, there has been little research into the application of PBL outside higher education, and the paper proposes a framework to assist the transition of PBL to a workplace environment.

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Seekings, David, and Brian Wilson. "Allied Irish Bank in Britain: Organisational and Business Development through Action Learning." Leadership & Organization Development Journal 8, no. 5 (May 1987): 26–31. http://dx.doi.org/10.1108/eb053625.

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7

MacKenzie, Robert. "From Networks to Hierarchies: The Construction of a Subcontracting Regime in the Irish Telecommunications Industry." Organization Studies 29, no. 6 (June 2008): 867–86. http://dx.doi.org/10.1177/0170840608088706.

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The perceived displacement of bureaucracy by external market relationships through the use of subcontracting has brought about an increase in interest in inter-organizational relations. The development of such relationships can be a protracted process, characterized by tensions and contradictions. The article traces the development of subcontracting within Eircom, the Irish telecommunications provider, from its relatively ad hoc origins in the mid-1990s to the development of a far more sophisticated contracting regime by 2003. The article explores the relationship between internal and external organizational changes associated with the construction of the subcontracting regime and the development of inter-organizational relationships. The subcontracting regime was transformed from a reliance on a series of decentralized local networks of suppliers to a highly centralized arrangement that bore increasing semblance to a unitary hierarchy. The transactions costs implications of such developments are considered throughout. The dynamics of change in this case reflect an incremental learning process as the organization adapted to changes in its environment and the emergent limitations of existing practices. Trust played an important role in the mediation of the subcontract relationships; however, the development of trust-based relationships was not a linear process.

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8

Bresnihan, Patrick. "Revisiting neoliberalism in the oceans: Governmentality and the biopolitics of ‘improvement’ in the Irish and European fisheries." Environment and Planning A: Economy and Space 51, no. 1 (September 27, 2018): 156–77. http://dx.doi.org/10.1177/0308518x18803110.

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Foucault’s account of the emergence of biopolitics in the late 18th century helps frame the political economy of ‘improvements’ as an environmental project linked to the well-being of the population. Since the 1970s, biopolitical concerns have shifted towards non-human populations and the reproduction of natural resources and ecosystems. This has become evident in the European fisheries, where after decades of exploitation greatly intensified since the 1960s, the extractive demands of the fishing industry have caught up with the reproductive capacities of most commercially targeted fish stocks. This contradiction has given rise to a new political economy of ‘improvements’ that seeks to sustain the biological health of commercially targeted fish populations while maintaining an economically profitable fishing industry. Central to this transition is the active role that fishers are expected to play in sustainably managing the fish stocks they exploit while adapting to ‘green’ market opportunities. Tradeable quota systems, eco-accreditation schemes and community-based resource management have all emerged as managerial strategies for inciting the active participation of fishers in this ‘common’ project of sustainable development. Drawing on Foucault’s perspective of governmentality, this paper argues that these strategies represent distinct but overlapping apparatuses of neoliberal governmentality that are representative of broader tendencies within environmental governance today.

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9

McGrath, Conor. "Authorial voice(s): the writing styles of Francis X. Carty." Corporate Communications: An International Journal 25, no. 4 (July 20, 2020): 593–605. http://dx.doi.org/10.1108/ccij-11-2019-0123.

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PurposeThe paper aims to analyse the published work of Ireland's pre-eminent public relations (PR) educator, across a number of literary genres in which he has written. More broadly, it considers the writing life of academics.Design/methodology/approachThis paper examines Carty's writings about his own history, Irish history, the development of church-state relations in Ireland and PR. It seeks to make connections between Carty's subjects and his writing styles.FindingsThrough detailed analysis of a number of key texts, the paper explores the writing styles used by Carty to discern the nature of his distinctive “voice(s)”.Research limitations/implicationsThere is considerable research into a handful of (mostly American) “great men” in PR' history and development. But every nation has its own PR pioneers about whom little is known outside that country and who deserve to be more widely recognised.Originality/valueThis paper hopes to stimulate future work by other colleagues in other nations, reflecting on the contribution of their own PR educators and practitioners.

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10

Jenkins, Gareth. "Nationalism and Sectarian Violence in Liverpool and Belfast, 1880s–1920s." International Labor and Working-Class History 78, no. 1 (2010): 164–80. http://dx.doi.org/10.1017/s0147547910000244.

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AbstractThis article focuses upon the local cultures of Liverpool and Belfast, two cities wracked by recurrent communal sectarian strife. My analysis contributes to a growing appreciation of the locality and region as sites of accommodation, negotiation, and resistance to “nationalizing forces.” I argue that in Liverpool secularization and democratization contributed to local Tory Democracy's loss of control over popular sectarianism and to the subsequent development of a dynamic working-class movement that generated sustained Protestant-Catholic violence. In contrast, Ulster Unionism largely contained and controlled sectarian violence in Belfast. With the national threat of Irish Home Rule, the movement intervened, drawing Protestant working-class activity away from the street into “representative” structures, which were designed to harness and “police” popular sectarianism. Consequently, I examine whether the growing nationalization of British political culture from 1880 to the 1920s exacerbated or contributed to the resolution of entrenched sectarian strife within the two cities.

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11

O'Sullivan, Lydia, Tomás Carroll, Niamh Clarke, Sarah Cooper, Ann Cullen, Laura Gorman, Billy McCann, et al. "Harmonising the human biobanking consent process: an Irish experience." HRB Open Research 4 (September 15, 2021): 96. http://dx.doi.org/10.12688/hrbopenres.13384.2.

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Biobanks are repositories of human biological samples and data. They are an important component of clinical research in many disease areas and often represent the first step toward innovative treatments. For biobanks to operate, researchers need human participants to give their samples and associated health data. In Ireland, research participants must provide their freely given informed consent for their samples and data to be taken and used for research purposes. Biobank staff are responsible for communicating the relevant information to participants prior to obtaining their consent, and this communication process is supported by documentation in the form of Participant Information Leaflets and Informed Consent Forms (PILs/ICFs). PILs/ICFs should be concise, intelligible, and contain relevant information. While not a substitute for layperson and research staff discussions, PILs and ICFs ensure that a layperson has enough information to make an informed choice to participate or not. However, PILs/ICFs are often lengthy, contain technical language and can be complicated and onerous for a layperson to read. The introduction of the General Data Protection Regulation (GDPR) and the related Irish Health Research Regulation (HRR) presented additional challenges to the Irish biobank community. In May 2019, the National Biobanking Working Group (NBWG) was established in Ireland. It consists of members from diverse research backgrounds located in universities, hospitals and research centres across Ireland and a public/patient partner. The NBWG aimed to develop a suite of resources for health research biobanks via robust and meaningful patient engagement, which are accessible, GDPR/HRR-compliant and could be used nationally, including a PIL/ICF template. This open letter describes the process whereby this national biobank PIL/ICF template was produced. The development of this template included review by the Patient Voice in Cancer Research, led by Professor Amanda McCann at University College Dublin and the Health Research Data Protection Network.

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12

O'Sullivan, Lydia, Tomás P. Carroll, Niamh Clarke, Sarah Cooper, Ann Cullen, Laura Gorman, Billy McCann, et al. "Harmonising the human biobanking consent process: an Irish experience." HRB Open Research 4 (January 13, 2022): 96. http://dx.doi.org/10.12688/hrbopenres.13384.3.

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Biobanks are repositories of human biological samples and data. They are an important component of clinical research in many disease areas and often represent the first step toward innovative treatments. For biobanks to operate, researchers need human participants to give their samples and associated health data. In Ireland, research participants must provide their freely given informed consent for their samples and data to be taken and used for research purposes. Biobank staff are responsible for communicating the relevant information to participants prior to obtaining their consent, and this communication process is supported by the Participant Information Leaflets and Informed Consent Form (PI/ICFs). PILs/ICFs should be concise, intelligible, and contain relevant information. While not a substitute for layperson and research staff discussions, PILs and ICFs ensure that a layperson has enough information to make an informed choice to participate or not. However, PILs/ICFs are often lengthy, contain technical language and can be complicated and onerous for a layperson to read. The introduction of the General Data Protection Regulation and the related Irish Health Research Regulation presented additional challenges to the Irish biobank community. In May 2019, the National Biobanking Working Group (NBWG) was established in Ireland. It consists of members from diverse research backgrounds located in universities, hospitals and research centres across Ireland and a public/patient partner. The NBWG aimed to develop a suite of resources for health research biobanks via robust and meaningful patient engagement, which are accessible, General Data Protection Regulation/Health Research Regulation-compliant and could be used nationally, including a PIL/ICF template. This open letter describes the process whereby this national biobank PIL/ICF template was produced. The development of this template included review by the Patient Voice in Cancer Research, led by Professor Amanda McCann at University College Dublin and the Health Research Data Protection Network.

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13

O'Sullivan, Lydia, Tomás Carroll, Sarah Cooper, Ann Cullen, Laura Gorman, Billy McCann, Blánaid Mee, et al. "Harmonising the human biobanking consent process: an Irish experience." HRB Open Research 4 (September 1, 2021): 96. http://dx.doi.org/10.12688/hrbopenres.13384.1.

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Biobanks are repositories of human biological samples and data. They are an important component of clinical research in many disease areas and often represent the first step toward innovative treatments. For biobanks to operate, researchers need human participants to give their samples and associated health data. In Ireland, research participants must provide their freely given informed consent for their samples and data to be taken and used for research purposes. Biobank staff are responsible for communicating the relevant information to participants prior to obtaining their consent, and this communication process is supported by documentation in the form of Participant Information Leaflets and Informed Consent Forms (PILs/ICFs). PILs/ICFs should be concise, intelligible, and contain relevant information. While not a substitute for layperson and research staff discussions, PILs and ICFs ensure that a layperson has enough information to make an informed choice to participate or not. However, PILs/ICFs are often lengthy, contain technical language and can be complicated and onerous for a layperson to read. The introduction of the General Data Protection Regulation (GDPR) and the related Irish Health Research Regulation (HRR) presented additional challenges to the Irish biobank community. In May 2019, the National Biobanking Working Group (NBWG) was established in Ireland. It consists of members from diverse research backgrounds located in universities, hospitals and research centres across Ireland and a public/patient partner. The NBWG aimed to develop a suite of resources for health research biobanks via robust and meaningful patient engagement, which are accessible, GDPR/HRR-compliant and could be used nationally, including a PIL/ICF template. This open letter describes the process whereby this national biobank PIL/ICF template was produced. The development of this template included review by the Patient Voice in Cancer Research, led by Professor Amanda McCann at University College Dublin and the Health Research Data Protection Network.

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14

Cowman, Mary C., and Alma M. McCarthy. "The impact of demographic and situational factors on training transfer in a health care setting." Irish Journal of Management 35, no. 2 (December 30, 2016): 129–42. http://dx.doi.org/10.1515/ijm-2016-0009.

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AbstractTraining transfer is the extent to which human resource development (HRD) interventions result in a change in trainee workplace behaviour post-training. Training transfer is an important dimension of training effectiveness. However, studies on training transfer are not extensive and some of the findings are inconclusive. Drawing on a study of 124 trainees across 102 similar organisations within the Irish health care system, the current study investigates the effect of demographic variables (age, educational background, position), situational variables (time since training, tenure, recruitment to the training programme, preparation for training) and organisational size on training transfer. Regression analyses report that current position significantly impacts training transfer in terms of direction, while method of recruitment to the training programme, age and employment tenure were all significant predictors of training transfer complexity. The findings report that age is not a barrier to training transfer. These results have important implications for HRD practitioners with regard to the profile of the workforce in this setting, the training and development function and trainee recruitment.

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15

Donnelly, Roisin, and Terry Maguire. "Establishing and sustaining national partnerships in professional development and the recognition of open courses in teaching and learning through digital badges." Australasian Journal of Educational Technology 36, no. 5 (October 26, 2020): 1–17. http://dx.doi.org/10.14742/ajet.5892.

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This article discusses a national partnership in Irish higher education between the National Forum for the Enhancement of Teaching and Learning and the sector. The partnership initiative focussed on the scalable design and development of a suite of open-access professional development (PD) courses in teaching and learning. The empirical work explored the role and value of digital badges as professional recognition for open courses, and in particular the transformative experience of the collaborative course design teams from teachers into teachers-as-designers. Each course has been mapped to Ireland’s national PD framework for all staff who teach. This initiative aimed to provide multiple nationally developed access points to PD opportunities and recognise engagement through digital badges. The partnership with course designers from institutions across Ireland was multifaceted, and their transformation from novice creators of digital content is explored here. Lessons learnt relate to developing consensus on national criteria and associated evidence for scalable open courses, ensuring quality assurance and supporting teams working in partnership. A framework of triple-loop learning was used for conceptualising the different phases of development of the collaborating teams and the sectoral learning around partnerships and nationally recognised collaborative course design. Implications for practice or policy: Instructional designers and learning technologists should be included in the development team for early consideration of the concept of badging. Explicit planning is required, including a course development workshop, provision of templates for designing the course and guides for developing resources. To ensure rigor, the development team should integrate a peer review process for validating the course content. Involving human resource and senior managers in exploring PD recognition is vital for sector-wide implementation.

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Arnesen, Eric. "Whiteness and the Historians' Imagination." International Labor and Working-Class History 60 (October 2001): 3–32. http://dx.doi.org/10.1017/s0147547901004380.

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Scholarship on whiteness has grown dramatically over the past decade, affecting nu- merous academic disciplines from literary criticism and American studies to history, sociology, geography, education, and anthropology. Despite its visibility and quantity, the genre has generated few serious historiographical assessments of its rise, development, strengths, and weaknesses. This essay, which critically examines the concept of whiteness and the ways labor historians have built their analyses around it, seeks to subject historical studies of whiteness to overdue scrutiny and to stimulate a debate on the utility of whiteness as a category of historical analysis. Toward that end, the essay explores the multiple and shifting definitions of whiteness used by scholars, concluding that historians have employed arbitrary and inconsistent definitions of their core concept, some overly expansive or metaphorically grounded and others that are radically restricted; whiteness has become a blank screen onto which those who claim to analyze it can project their own meanings. The essay critically examines historians' use of W. E. B. Du Bois's reflections on the “psychological wage”—something of a foundational text for whiteness scholars—and concludes that the “psychological wage” of whiteness serves poorly as a new explanation for the old question of why white workers have refused to make common cause with African Americans. Whiteness scholars' assertions of the nonwhite status of various immigrant groups (the Irish and eastern and southern Europeans in particular) and the processes by which these groups allegedly became white are challenged, as is whiteness scholars' tendency toward highly selective readings of racial discourses. The essay faults some whiteness scholarship produced by historians for a lack of grounding in archival and other empirical evidence, for passive voice constructions (which obscure the agents who purportedly define immigrants as not white), and for a problematic reliance upon psychohistory in the absence of actual immigrant voices. Historians' use of the concept of whiteness, the essay concludes, suffers from a number of potentially fatal methodological and conceptual flaws; within American labor history, the whiteness project has failed to deliver on its promises.

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O’Connor, Pat, Clare O’Hagan, and Breda Gray. "Femininities in STEM: Outsiders Within." Work, Employment and Society 32, no. 2 (September 4, 2017): 312–29. http://dx.doi.org/10.1177/0950017017714198.

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This article describes a typological framework with axes relating to career and (non-work) relationship commitment to show how a specific cohort of women enact femininity(ies) in the context of the institutionalised practices that define science, technology, engineering and mathematics (STEM) as a masculine domain. Based on the accounts of 25 women in such disciplines in an Irish university, four types are identified: careerist femininity; individualised femininity; vocational femininity; and family-oriented femininity. All of these are constituted in relation to the meanings attached to the masculinist STEM career which performatively render women outsiders. The typology moves beyond the career/paid work and work/life dichotomies to encompass both the re-envisioning of career as vocation (Type 3) and the development of a highly individualised lifestyle orientation based on a high commitment to both (Type 2). It points to the variation, complexity and contradictions in how women do femininities in the academic STEM environment.

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18

Tallis, J. H. "Growth and degradation of British and Irish blanket mires." Environmental Reviews 6, no. 2 (June 1, 1998): 81–122. http://dx.doi.org/10.1139/a98-006.

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Blanket mires extend over approximately 22,500 km2 of the north and west of the British Isles, and are of both national and international importance. Blanket peat started to form locally in some regions 9400 years ago, but the period of most active spread was between 5100 and 3100 BP. Clearance of forest and scrub by human activity probably triggered peat formation in many areas, though the influence of longer term changes in climate can be detected both in the times of peat initiation and in subsequent peat growth. High-quality blanket mires can be characterized by the presence of distinctive plant communities, well-defined microtopographic differentiation of the mire surface, and a diplotelmic structure to the peat mass. Many blanket mires, however, currently have a modified, damaged, or eroded vegetation cover. British and Irish blanket mires are used for a variety of purposes: year-round grazing (mainly sheep), game stocking (red grouse and red deer), water catchment, plantation forestry, domestic and commercial peat extraction, military training, recreation, and conservation. The associated management practices can have significant effects on the composition and structure of the vegetation, the bird and invertebrate faunas, and the physical and chemical properties of the underlying peat. A major part of the British blanket mire resource is affected and modified by grazing, burning, and drainage; only approximately 4000 km2 may remain in a near-natural state. An estimated 3500 km2 is afforested and a further 3500 km2 is eroded. Atmospheric pollution has been shown to have had significant effects on the blanket mire vegetation only in the Southern Pennines, but substantial areas in Wales, northern England, and southwestern Scotland are potentially at risk from high levels of sulphur and nitrogen deposition. The peat mass is very susceptible to erosion from natural agents: frost, drought, rain, and wind. However, erosion normally occurs only when the plant cover is damaged. Severely eroded peat is found in all blanket mire regions of the British Isles and is most common above 450 to 500 m altitude, where it is associated with the development of gully systems within the peat mass. Erosion has almost certainly increased in intensity in the last 200 years, as land-use pressures have intensified, but there is evidence from a number of regions that active gully systems were present by at least AD 1500-1700. Damage and erosion of the blanket mire vegetation has considerable economic and amenity consequences: loss of grazing land, infilling of reservoirs with sediment and periodic discolouration of water supplies, loss of distinctive wildlife (particularly birds), and impaired recreational value. Techniques are now available for the revegetation and restoration of badly damaged blanket mire, but they are very costly. Government schemes that provide incentives for less-intensive management of blanket mires offer a potentially more viable way of meeting our international conservation obligations.Key words: blanket bog, peat, grazing, pollution, burning, afforestation.

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19

Horan, William, Rachel Shawe, and Bernadette O’Regan. "Ireland’s Transition towards a Low Carbon Society: The Leadership Role of Higher Education Institutions in Solar Photovoltaic Niche Development." Sustainability 11, no. 3 (January 22, 2019): 558. http://dx.doi.org/10.3390/su11030558.

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Ireland is currently considered a laggard within Europe in relation to decarbonisation of its society, with future projections estimating increases in greenhouse gas emissions up to and beyond 2030. To accelerate Ireland’s transition towards a low-carbon society, there is a need for leadership in deployment and experimentation of low carbon technologies. As Higher Education Institutions (HEI) currently play a major role in generation of human capital and the associated impact on societal development, HEIs are ideal locations to focus resources in terms of deployment and experimentation of decarbonisation technologies to demonstrate best practice for further replication within wider society. To guide Irish HEIs in this regard, a novel integrated approach titled ‘Higher Education Accelerating Development for Sustainability’ (HEADS) has been developed and applied to the sector. The HEADS approach utilises the perspectives of quantitative systems analysis, sociotechnical analysis, and living lab learning to inform HEIs of their potential roles within national sustainability transitions. Applied to solar photovoltaic transitions in Ireland, the HEADS approach has identified HEIs as vital locations to deploy low-carbon technologies due to their amplification effect in signalling to wider society the attractiveness of these technologies.

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Hofmeester, Karin, and Jan Lucassen. "Shifting labor relations in the Ottoman Empire and Turkey 1500–2000: An Introduction." International Labor and Working-Class History 97 (2020): 6–27. http://dx.doi.org/10.1017/s0147547920000058.

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This special section can be seen as part of a tradition of special issues of International Labor and Working-Class History (ILWCH) and the International Review of Social History (IRSH) that comment on the state of the field of Ottoman labor historiography, describe its achievements and caveats, and set the agenda for future research. The late Donald Quataert, pioneer of Ottoman labor history, started this tradition in 2001, when he edited this journal's special issue Labor History in the Ottoman Middle East, 1700–1922. Touraj Atabaki and Gavin D. Brockett followed in 2009 with their special issue of the IRSH Ottoman and Republican Turkish Labour History. With the current special section we aim to add to this tradition. In the first section of our introduction, we will provide a brief overview of the main conclusions of the first two special issues, and shed some light on what happened after 2009. In the second section, we will discuss what we hope to add: an approach based on the Global Collaboratory on the History of Labour Relations that can help us to reconstruct the development of labor relations in the Ottoman Empire and its successor states. We describe this approach and results of the project worldwide so far. The third section starts with a brief overview of the Ottoman/Turkish Republic branch of the Collaboratory that focuses mainly on Anatolia and its views on sources and methodologies. It will describe the article by Karin Hofmeester and Jan Lucassen in this special section as result of these activities and the articles by Hülya Canbakal and Alpay Filiztekin and İrfan Kovidas and Yahya Araz as results of other projects that link up perfectly with the Collaboratory approach. Special attention will be devoted to the town of Bursa and its hinterland from the sixteenth until the twentieth century, putting the developments in this city in the broader perspective of Ottoman-Anatolian and Turkish labor history.

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Marchese, Pietro, Ryan Young, Enda O’Connell, Sam Afoullouss, Bill J. Baker, A. Louise Allcock, Frank Barry, and J. Mary Murphy. "Deep-Sea Coral Garden Invertebrates and Their Associated Fungi Are Genetic Resources for Chronic Disease Drug Discovery." Marine Drugs 19, no. 7 (July 13, 2021): 390. http://dx.doi.org/10.3390/md19070390.

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Chronic diseases characterized by bone and cartilage loss are associated with a reduced ability of progenitor cells to regenerate new tissues in an inflammatory environment. A promising strategy to treat such diseases is based on tissue repair mediated by human mesenchymal stem cells (hMSCs), but therapeutic outcomes are hindered by the absence of small molecules to efficiently modulate cell behaviour. Here, we applied a high-throughput drug screening technology to bioprospect a large library of extracts from Irish deep-sea organisms to induce hMSC differentiation toward musculoskeletal lineages and reduce inflammation of activated macrophages. The library included extracts from deep-sea corals, sponges and filamentous fungi representing a novel source of compounds for the targeted bioactivity. A validated hit rate of 3.4% was recorded from the invertebrate library, with cold water sea pens (octocoral order Pennatulacea), such as Kophobelemnon sp. and Anthoptilum sp., showing the most promising results in influencing stem cell differentiation toward osteogenic and chondrogenic lineages. Extracts obtained from deep-sea fungi showed no effects on stem cell differentiation, but a 6.8% hit rate in reducing the inflammation of activated macrophages. Our results demonstrate the potential of deep-sea organisms to synthetize pro-differentiation and immunomodulatory compounds that may represent potential drug development candidates to treat chronic musculoskeletal diseases.

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Gordon, Jonathan, Douglas Gillespie, Russell Leaper, Arthur Lee, Lindsay Porter, Joanne O'Brien, Rossa Meade, Oliver Ã“ Cadhla, and Simon Berrow. "A first acoustic density estimate for sperm whales in Irish offshore waters." J. Cetacean Res. Manage. 21, no. 1 (November 26, 2020): 123–33. http://dx.doi.org/10.47536/jcrm.v21i1.187.

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Previous studies off western Ireland have suggested that substantial numbers of, mainly male, sperm whales may be found in these habitats. Whaling vessels operating from shore stations in Ireland in the early 20th century frequently caught sperm whales in oceanic waters. It is likely that this North Atlantic region contains important foraging habitats for this species, and that mature males must also migrate through this area moving between breeding grounds to the south and other feeding areas further north. Increasingly, these offshore waters are being utilised and potentially impacted by human industrial activities. For example, as inshore resources are depleted and technology improves, both the commercial fishing and the oil and gas industry are becoming more active in deeper waters beyond the continental margin. It is important therefore to better understand the biology and ecology of sperm whales in these more remote areas. However, their offshore location and deep diving habits, together with weather constraints in the exposed Atlantic, make research difficult. New sperm whale density estimates are reported using data from six seasonal passiveacoustic surveys carried out in two successive years (2015 and 2016). These covered a corridor approximately 110km wide which bounded a major portion of Ireland’s continental shelf break. Towed hydrophone line-transect methodologies were used, which have proven to be highly effective for surveying sperm whales in offshore waters and in poor weather conditions. Target motion analysis was applied to calculate the ranges of vocalising whales from the survey tracklines and the effective strip half-width calculated across all surveys was 7,958m. The study area was surveyedin three blocks and animal densities within these blocks varied between 1 and 4.6 individuals per 1,000km2 (CV 0.34 and 0.21 respectively) with an overall mean density in waters deeper than 300m of 3.2 individuals per 1,000km2(CV 0.04). These robust density estimates are the first of their kind for Irish waters and are similar to those reported in other Atlantic areas considered significant for this species. These results emphasise the significance of this region as sperm whale habitat. The results of this study should be used to inform the future sustainable development and management of Ireland’s offshore Atlantic.

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Jeske, Debora, Annalisa Setti, and Daisy Beth Gibbons. "Views on aging in selection: HR implications." Strategic HR Review 18, no. 5 (October 14, 2019): 227–32. http://dx.doi.org/10.1108/shr-04-2019-0029.

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Purpose It is well-known that stereotypes on aging and perceptions about the suitability of certain jobs for certain age groups can influence performance ratings. However, it is unclear whether and how subjective views on aging are associated with judgment on someone else’s performance. The purpose of this study is to explore the role of aging perceptions and images of aging on performance ratings for a fictitious set of male candidates with different age and job profiles. Ratings of interest were job suitability, developmental potential, interpersonal skills and performance capacity. Design/methodology/approach Using an online survey format, data was collected from 203 Irish and UK employees to assess how they evaluated different fictitious candidates for a local development committee. The age and mentorship status of the candidates were also manipulated. Findings The age or mentoring status of the candidate did not play a significant role in how they were rated. Multiple regression analyses indicated, however, that participants’ aging perceptions and aging images had a significantly positive influence on how they rated the fictitious candidates (after controlling for participant variables such as age and experience). However, positive images of aging and aging perceptions on the part of the participants predicted more positive overall job suitability ratings, developmental potential, interpersonal skills and performance capacity. When the participants had more negative views on aging, they would also allocate lower ratings. Originality/value The results indicate that employee attitudes about aging play a role in how they will rate others. Given the importance of potential rating bias, the authors propose a number of training interventions that human resource professionals may be able to carry out to positively shape the informational basis for more negative aging attitudes.

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Bengtsson, Jarl. "Human resource development." Futures 23, no. 10 (December 1991): 1085–106. http://dx.doi.org/10.1016/0016-3287(91)90074-c.

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Turner, Thomas. "Unionisation and human resource management in Irish companies." Industrial Relations Journal 25, no. 1 (March 1994): 39–51. http://dx.doi.org/10.1111/j.1468-2338.1994.tb00690.x.

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Perfect, John R., William E. Dismukes, Francoise Dromer, David L. Goldman, John R. Graybill, Richard J. Hamill, Thomas S. Harrison, et al. "Clinical Practice Guidelines for the Management of Cryptococcal Disease: 2010 Update by the Infectious Diseases Society of America." Clinical Infectious Diseases 50, no. 3 (February 1, 2010): 291–322. http://dx.doi.org/10.1086/649858.

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Abstract Cryptococcosis is a global invasive mycosis associated with significant morbidity and mortality. These guidelines for its management have been built on the previous Infectious Diseases Society of America guidelines from 2000 and include new sections. There is a discussion of the management of cryptococcal meningoencephalitis in 3 risk groups: (1) human immunodeficiency virus (HIV)–infected individuals, (2) organ transplant recipients, and (3) non–HIV-infected and nontransplant hosts. There are specific recommendations for other unique risk populations, such as children, pregnant women, persons in resource-limited environments, and those with Cryptococcus gattii infection. Recommendations for management also include other sites of infection, including strategies for pulmonary cryptococcosis. Emphasis has been placed on potential complications in management of cryptococcal infection, including increased intracranial pressure, immune reconstitution inflammatory syndrome (IRIS), drug resistance, and cryptococcomas. Three key management principles have been articulated: (1) induction therapy for meningoencephalitis using fungicidal regimens, such as a polyene and flucytosine, followed by suppressive regimens using fluconazole; (2) importance of early recognition and treatment of increased intracranial pressure and/or IRIS; and (3) the use of lipid formulations of amphotericin B regimens in patients with renal impairment. Cryptococcosis remains a challenging management issue, with little new drug development or recent definitive studies. However, if the diagnosis is made early, if clinicians adhere to the basic principles of these guidelines, and if the underlying disease is controlled, then cryptococcosis can be managed successfully in the vast majority of patients.

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Ruona, Wendy E. A. "Evolving Human Resource Development." Advances in Developing Human Resources 18, no. 4 (July 28, 2016): 551–65. http://dx.doi.org/10.1177/1523422316660968.

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Mabey, Christopher. "Reframing Human Resource Development." Human Resource Development Review 2, no. 4 (December 2003): 430–52. http://dx.doi.org/10.1177/1534484303258042.

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&, Leonard Nadler, Garland D. Wiggs, and STUART SMITH. "Managing Human Resource Development." R&D Management 18, no. 3 (July 1988): 289. http://dx.doi.org/10.1111/j.1467-9310.1988.tb00600.x.

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Crandall, Sonia J. S. "Strategic Human Resource Development." Long Range Planning 22, no. 2 (April 1989): 128. http://dx.doi.org/10.1016/0024-6301(89)90133-7.

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Koyama, Seiji. "Human resource development program." Journal of Global Tourism Research 5, no. 2 (2020): 113–16. http://dx.doi.org/10.37020/jgtr.5.2_113.

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McGoldrick, Jim, Jim Stewart, and Sandra Watson. "Theorizing human resource development." Human Resource Development International 4, no. 3 (January 2001): 343–56. http://dx.doi.org/10.1080/13678860126443.

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Trehan, Kiran, Clare Rigg, and Jim Stewart. "Critical Human Resource Development." International Journal of Training and Development 10, no. 1 (March 2006): 2–3. http://dx.doi.org/10.1111/j.1468-2419.2006.00238.x.

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Werner, Jon M., Valerie Anderson, and Kim Nimon. "Human Resource Development Quarterly and human resource development: Past, present, and future." Human Resource Development Quarterly 30, no. 1 (February 14, 2019): 9–15. http://dx.doi.org/10.1002/hrdq.21340.

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35

Kim, Namhee. "Societal Development Through Human Resource Development." Advances in Developing Human Resources 14, no. 3 (May 17, 2012): 239–50. http://dx.doi.org/10.1177/1523422312446054.

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36

Monks, Kathy, Finian Buckley, and Anne Sinnott. "Human resource management in a quality context: some Irish evidence." Employee Relations 19, no. 3 (June 1997): 193–207. http://dx.doi.org/10.1108/01425459710176945.

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Keating, Mary A., and Mariabrisa Olivares. "Human Resource Blueprints in Irish High-Tech Start-up Firms." Industry and Higher Education 20, no. 2 (April 2006): 111–21. http://dx.doi.org/10.5367/000000006777699883.

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Focusing on Irish high-tech start-ups, this paper reports on the results of an empirical study of organization building by entrepreneurial firms, specifically in relation to human resource practices. The research findings are benchmarked with findings from SPEC, the Stanford Project of Emerging Companies (Baron and Hannan, 2002). Human resources management and entrepreneurial research have rarely been combined in the literature and there is no distinct body of work in the area of human resource management in entrepreneurial firms.

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Richman, Nicole. "Human Resource Management and Human Resource Development: Evolution and Contributions." Creighton Journal of Interdisciplinary Leadership 1, no. 2 (November 16, 2015): 120. http://dx.doi.org/10.17062/cjil.v1i2.19.

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<p>Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD activities reveals that environmental, social, and political influences have escalated the need for organizations to focus employee development in the areas of flexibility, innovation, and capability. The following review illustrates the importance of HRM and HRD to organizational leadership. Furthermore, the research examined builds a close association betwee HPO and the skills transferred through an effective collaboration of HRM and HRD activities.</p><div> </div>

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Werner, Jon M. "Human Resource Development ≠ Human Resource Management: So What Is It?" Human Resource Development Quarterly 25, no. 2 (June 2014): 127–39. http://dx.doi.org/10.1002/hrdq.21188.

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Austin, John, Horst Otterstetter, and Fred Rosensweig. "Institutional and human resource development." Waterlines 5, no. 4 (April 1987): 2–5. http://dx.doi.org/10.3362/0262-8104.1987.012.

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Srinivasa Prasad, M. "Human Resource Development in Welding." Indian Welding Journal 34, no. 2 (April 1, 2001): 23. http://dx.doi.org/10.22486/iwj.v34i2.178593.

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Dharmalingam, K. "Human Resource Development in Biotechnology." Current Science 110, no. 4 (February 25, 2016): 533. http://dx.doi.org/10.18520/cs/v110/i4/533-534.

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Komatsubara, M. "Manufacturing is Human Resource Development." Concrete Journal 59, no. 1 (2021): 22–26. http://dx.doi.org/10.3151/coj.59.1_22.

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Okechukwu, Dr Ololo Kennedy. "Leadership And Human Resource Development." IOSR Journal of Humanities and Social Science 22, no. 06 (June 2017): 64–68. http://dx.doi.org/10.9790/0837-2206076468.

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Mathur, Krishna Mohan. "Human Resource Development in Administration." Indian Journal of Public Administration 33, no. 2 (April 1987): 210–41. http://dx.doi.org/10.1177/0019556119870203.

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Ellinger, Andrea D., and Sewon Kim. "Coaching and Human Resource Development." Advances in Developing Human Resources 16, no. 2 (January 28, 2014): 127–38. http://dx.doi.org/10.1177/1523422313520472.

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The Problem Coaching is a pervasive form of development that has garnered significant attention among scholars and practitioners. Although interest in coaching has grown considerably in recent years, coaching has been criticized as being opinion- and best-practice-based, as well as atheoretical. It has been critiqued as being an under-examined and researched concept. The Solution The contributions in this issue address existing concerns in the literature by providing an overview of the theoretical underpinnings of coaching, synthesizing existing literature on research and practice related to genres, types and approaches to coaching, specifically executive coaching, managerial coaching, and action learning coaching. Furthermore, to spur research on coaching, a comprehensive review of currently available measurement instruments is provided. The Stakeholders Researchers and scholarly practitioners in the human resource development (HRD) field, internal and external coaches, and line managers who are committed to improving the practice of and expanding empirical research on coaching will benefit from this special issue on coaching.

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Pfeiffer, J. William. "Perspectives on Human Resource Development." Simulation & Gaming 26, no. 2 (June 1995): 207–13. http://dx.doi.org/10.1177/1046878195262008.

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Wang, Greg G., and Judy Y. Sun. "Theorizing Comparative Human Resource Development." Human Resource Development Review 11, no. 3 (May 18, 2012): 380–400. http://dx.doi.org/10.1177/1534484312445558.

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Joo, Baek-Kyoo (Brian), Gary N. McLean, and Baiyin Yang. "Creativity and Human Resource Development." Human Resource Development Review 12, no. 4 (July 10, 2013): 390–421. http://dx.doi.org/10.1177/1534484313481462.

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Korte, Russell, and Zachary A. Mercurio. "Pragmatism and Human Resource Development." Human Resource Development Review 16, no. 1 (March 2017): 60–84. http://dx.doi.org/10.1177/1534484317691707.

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