Bibliografías temáticas / Skilled human resources

Literatura académica sobre el tema "Skilled human resources"

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Publicado: 18 de mayo de 2024

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Artículos de revistas sobre el tema "Skilled human resources"

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Felberbauer, Thomas, Walter J. Gutjahr y Karl F. Doerner. "Stochastic project management: multiple projects with multi-skilled human resources". Journal of Scheduling 22, n.º 3 (17 de diciembre de 2018): 271–88. http://dx.doi.org/10.1007/s10951-018-0592-y.

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Siddiqui, Dilnawaz A. "Human Resources Development". American Journal of Islam and Society 4, n.º 2 (1 de diciembre de 1987): 277–94. http://dx.doi.org/10.35632/ajis.v4i2.2863.

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IntroductionThis paper seeks to define human resources development (HRD) as anecessary, if not a sufficient, tool for bringing about societal change in lessdeveloped countries (LDC‘s), and reflects upon different concepts of ”development,” including the Islamic view of it. Then, it reviews the status of educationin the Muslim World and moves on to describe the TALIM model ofHRD. In the end, a few salient features of the mechanism of this model aresuggested. Also, an HRD policy plan that needs to be implemented by theMuslim Ummah is included as an appendix.Human Resources Development (HRD)It can be easily argued that HRD has been an established tradition sincetime immemorial, as it is difficult to determine when individual apprenticeshipstarted. The well-developed ancient civilizations of China, India, Mesopotamiaand Egypt would have been impossible without an established tradition ofapprenticeship. In the West, however, HRD as an organized activity does nothave a long history. Here they have only recently begun to realize itssignificance. The West has now started to move from the stage of treatinglabor as a disposable element of production to a position where “human factor”is considered significant as both the planner and the beneficiary of thefruits of production.According to Knowles (1960) and Nadler (1970), HRD is a strategy ofdeveloping skilled manpower. Nadler (1mO) defines HRD as a series of organizedactivities, conducted within a specified time, and designed to producebehavioral change. According to him, it has four components: (1) employeetraining, (2) employee education, (3) employee development, and (4) nonemployeedevelopment ...
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KALAISELVI, M. y S. KARUPPAIYAN. "A Study On Determining The Various Human Resources Involved In The Process And Procedures Of Organ Transplantation – Literature Review". Think India 22, n.º 2 (31 de octubre de 2019): 1045–51. http://dx.doi.org/10.26643/think-india.v22i2.8935.

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Human Resource Management include right from lower, middle and top level management and all unskilled, skilled, clerical, technical, managerial and professional employees of an organisation. A successful health care management is achieved by a proper human resources planning. The study will reveals the various human resources involved in the process of organ transplantation. The process involved in organ procurement and transplantation is very complex that requires multidisciplinary coordination and teamwork.
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Altahat, Shadi y Mohammad Alnadi. "The impact of entrepreneurial behavior on entrepreneurial human resources management: The mediating role of entrepreneurial orientation". Problems and Perspectives in Management 22, n.º 1 (10 de enero de 2024): 147–55. http://dx.doi.org/10.21511/ppm.22(1).2024.13.

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Entrepreneurial human resources management can establish competitive advantages by consistently fostering superior human resources contributions within companies. This is achieved through the development of skilled employees who are passionate about delivering quality products and services. This study sets out to explore the role of entrepreneurial orientation for small and medium-sized enterprises (SMEs), particularly the relationship between entrepreneurial behavior and entrepreneurial human resource management. An online questionnaire technique was used to meet the research objectives. The study sample consisted of 356 participants from human resource management departments from 30 SMEs in the Al-Hassan Industrial Estate (HIE) in northern Jordan. The structural equation modeling (SEM) was used to examine the data. The results displayed that entrepreneurial behavior positively and significantly impacts both entrepreneurial human resources management and entrepreneurial orientation. Additionally, entrepreneurial orientation positively impacts entrepreneurial human resources management. Entrepreneurial orientation partially mediates the relationship between entrepreneurial behavior and entrepreneurial human resources management. According to these findings, human resources management policies and practices influence the level of entrepreneurship within an organization.
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Lina, Manna Akter. "Impact of Globalization on Human Resource Management". Global Disclosure of Economics and Business 7, n.º 2 (31 de diciembre de 2018): 51–62. http://dx.doi.org/10.18034/gdeb.v7i2.109.

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Globalization has a most important implication for human resource management practice in general. For some, globalization creates pressures for taking best, a transferable set of HRM practices that can spread around the world. It is a force that touches the lives of people living in all countries of the world. In the age of globalization, there is an opportunity to enter new markets, to improved job opportunities and higher remuneration for skilled employees. The challenges are equally numerous. Organizations need to deal with a mature workforce; and they must attract, integrate and maintain multicultural employment pools; human rights and business practices to be successful. The shortage between the demand and supply of talent is likely to increase, notably for high skilled employees and for the next generation of business executives. Global staffing and management of the workforce effectively in diverse culture are the key goals of global human resources. Organizations that manage these challenges effectively will find success and improve the lives of human resources throughout the world.
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Alamsyah, Kamal, Irwandi, Mas Adi Komar, Nesan Sujana, Putri Ramadhani y Ajam Mustajam. "The Urgency of Developing Quality Human Resources in Realizing Good Governance: A Literature Review". INFLUENCE: INTERNATIONAL JOURNAL OF SCIENCE REVIEW 5, n.º 2 (20 de julio de 2023): 363–75. http://dx.doi.org/10.54783/influencejournal.v5i2.164.

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This article discusses the urgency of developing quality human resources in realizing good governance based on a literature review. Good governance is an important goal in effective and just governance. The development of quality human resources has a central role in achieving good governance. Literature review is carried out by reviewing various studies, scientific journals, and literature related to human resource development and good governance. The results of the review show that the development of quality human resources has a significant role in realizing good governance. Effective human resource development practices contribute to transparency, accountability, participation, quality of public services, and integrity in decision making. Skilled, well-trained and competent human resources can improve organizational performance and make a positive contribution to achieving good governance goals.
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Hardyanti, Hikmah Ridho y Djazuly Chalidyanto. "Hubungan Status Kegawatdaruratan dengan Penilaian terhadap Pelayanan IGD di Rsud Ibnu Sina Kabupaten Gresik". Jurnal Administrasi Kesehatan Indonesia 3, n.º 1 (1 de enero de 2015): 80. http://dx.doi.org/10.20473/jaki.v3i1.2015.80-88.

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ABSTRACT The number of non-emergency patients is high from normative visit an indication of problems in the Emergency Room. The purpose of this study to analyze the relationship between the patient's assessment of the provider or hospital with emergency status. This study examines the factors that exist in hospitals, among others, policy about patients who come, the physical condition of buildings, facilities, skilled human resources. The study involved 172 patients who ever went to the Emergency Room RSUD Ibnu Sina Kabupaten Gresik in June 2014, data were taken with visit their homes to conduct interviews based on a questionnaire. The independent variable in this study is the emergency of the patient's status while the dependent variable is the policy of the patients who come, the physical condition of buildings, facilities, skilled human resources. Data were analyzed using the relationship test Chi-square (α = 0.05). The study states that the factors comprising hospital policy on patients who come, the physical condition of buildings, facilities and skilled human resources and discipline to have a relationship with the emergency of the patient's status. Variable physical condition of buildings, facilities and skilled human resources need to be considered and improved the quality of emergency services. Keywords: facilities, hospital, status of emergency, the physical condition of buildings
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Fekri, Masoud, Mehdi Heydari y Mohammad Mahdavi Mazdeh. "Two-objective optimization of preventive maintenance orders scheduling as a multi-skilled resource-constrained flow shop problem". Decision Science Letters 12, n.º 1 (2023): 41–54. http://dx.doi.org/10.5267/j.dsl.2022.10.007.

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In this article, the application of the Multi-Skilled Resource-Constrained Flow Shop Scheduling Problem (MSRC-FSSP) in preventive maintenance as a case study has been investigated. In other words, to complete each maintenance order at each stage, in addition to the machine, a set of required human resources with different skills must be available. According to human resources skills, each of them can perform at least one order or at most N orders, and each maintenance order must be done by a set of human resources with different skills. To carry out a maintenance order, different human resources must be in communication and cooperation so that a preventive maintenance order can be completed. In this article, these resources are considered as technical supervisors, repairmen and maintenance managers who complete all maintenance orders in a flow shop environment as a job. For this problem, a new Mixed Integer Linear Programming (MILP) model has been formulated with the two-objective functions, minimizing total orders completion time and the human resources idle time. To solve the model on a small scale, CPLEX is used, and to solve it on a large scale, due to the fact that this problem is NP-Hard, a meta-heuristic algorithm named Genetic Algorithm (GA) is presented. Finally, the computational results have been done to validate the model, along with the analysis of the human resources idle time.
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Aladwan, Khaled, Ramudu Bhanugopan y Alan Fish. "Managing human resources in Jordanian organizations: challenges and prospects". International Journal of Islamic and Middle Eastern Finance and Management 7, n.º 1 (14 de abril de 2014): 126–38. http://dx.doi.org/10.1108/imefm-09-2013-0104.

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Purpose – The aim of this paper is to highlight and provide a stronger focus on the nature of human resource management (HRM) in Jordan. Design/methodology/approach – This paper discusses four practices of HRM: recruitment and selection, training and development, performance appraisal and rewards and benefit; and links these practices with social factors: political environment, economical issues and cultural values. Findings – The findings suggest that HRM in Jordan has not yet received due attention. The employee recruitment and selection process is largely inadequate and needs effective attention. In many Arab and more specifically Jordanian organizations, expenditure and time spent on training and development are considered unuseful and unnecessary functions. Practical implications – The effectiveness of even skilled and qualified employees will be limited if they are not encouraged and motivated to work, but through HRM practices, they can be encouraged to work harder and smarter. Increasingly, employees' performance and skills can also be influenced by HRM practices, which control the acquisition and development of the organization's human capital. Originality/value – Jordanian organizations are facing major problems surrounding the development of human capital, including high turnover rates and a lack of skilled employees. Low spending on research, training and development has fuelled these problems. HRM literature shows that many Arab organizations, including public and private Jordanian organizations, need to devote more attention to their HRM practices.
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Maliha Zeba Khan. "Strategic Human Resource Development: Investing in Balochistan’s Blue Economy". Strategic Studies 40, n.º 1 (30 de abril de 2020): 87–102. http://dx.doi.org/10.53532/ss.040.01.0088.

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Human resource development falls under a state’s primary responsibilities. Educated and skilled human resources are not only an asset but also a prerequisite to the progress of the state. Pakistan, with a vast coastline, has immense potential to boost its economy through exploring its maritime resources as base of the Blue Economy. Balochistan, the largest province of Pakistan while being rich in natural and maritime resources, makes a strong candidate for investing in the Blue Economy. Unfortunately, the province, despite its natural riches, has not flourished because of insufficient and inefficient faulty policies at all levels. The purpose of this paper is to analyse the maritime potential of Pakistan in general, and Balochistan in particular, while linking it with viable policies in relation to Strategic Human Resource Development (SHRD). By adopting the SHRD and formulating effective policies, Pakistan can bring its largest yet most backward province into the national mainstream by investing in the Blue Economy.
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Tesis sobre el tema "Skilled human resources"

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Sarkar, Durlav. "Globalisation and its effects on migration of skilled human resources from India with special reference to IT sector". Thesis, Th 338.954:S245g, 2010. http://hdl.handle.net/123456789/1326.

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Chamberland, Caroline. "Obstacles and Enablers to the Professional Development of Skilled Birth Attendants: a Case Study of the Shoklo Malaria Research Unit on the Thailand-Myanmar Border". Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/35100.

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Although Skilled Birth Attendance has been universally acknowledged as essential to progress in the field of maternal health (WHO, 2004), Human Resources for Health (HRH) deficits are currently impeding the sustainability of essential maternal health interventions on a global scale. Over the past 30 years, the Shoklo Malaria Research Unit (SMRU), along with other agencies such as non-governmental organizations and community-based organizations, have developed a self-contained health system, which provides health services, including maternity care, to migrants and refugees at the Thailand-Myanmar Border. The staff necessary to the provision of care in SMRU’s clinics are mostly recruited from within the migrant and refugee populations, and trained internally by SMRU. In the last decade, SMRU has experienced high-turnover rates and shortages of Skilled Birth Attendants (SBA). Consequently, their current maternity workforce is characterized by an acute shortage of SBAs who have attained senior status, and a higher concentration of SBAs at the assistant and junior levels. As a response to these HRH challenges, this case study aimed to conduct a multi-level analysis of obstacles and enablers to professional development amongst Skilled Birth Attendants working for SMRU. This single descriptive case study with embedded units of analysis, which incorporated non-participant observation, a template-based personnel file review, individual interviews, and focus groups at two of SMRU’s Birthing Units, represented a unique opportunity to observe and analyze the multiple influences that interact at various levels of a relatively self-contained health system. By highlighting the obstacles and enablers present within the system, this study purposed to identify means by which to empower lower level SBAs, support their professional development, and create a more sustainable maternity workforce. The study found that SMRU has been successful in providing its SBAs with the appropriate midwifery skills to fulfill a limited scope of practice, and in fostering strong intra-professional relationships that allow the SBAs to motivate and mentor each other. Achieving workforce sustainability with a model of care that implements task-shifting requires a balance of appropriate and constructive consultation structures without enabling the stagnation of SBAs’ skills and confidence. This study also reveals the importance of context and culture to a health system’s capacity to optimally plan and implement its HRH functions. Finally, in the case of SMRU, persistent recruitment and retention concerns underscore that workforce sustainability cannot be achieved through professional development alone. Therefore, this study reveals a need for further inquiry into the complexities of maternal health workforce planning in contexts of protracted displacement, and the challenges associated with developing appropriate supervisory structures for lower level health professionals.
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Kim, Hyeon Jin. "The impact of learning on low-skilled workers' skill-improvement". Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243956905.

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Grugulis, C. Irena. "Skill, training and human resource development". Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.

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Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index
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Sauer, Juergen. "Human skill maintenance in complex work environments : applications to extended spaceflight". Thesis, University of Hull, 1997. http://hydra.hull.ac.uk/resources/hull:8298.

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This thesis examines human performance under sub-optimal working conditions during work with complex and highly-automated process control systems. The operational context focuses on applications in extended spaceflight but the generic approach allows for generalisations beyond this target work environment The methodological approach is based on the use of a computerised multiple-task environment to carry out generic simulations of real work environments (micro-worlds) with a high level of ecological validity. For that purpose, a PC-based task. environment was developed to simulate the operation of a life support system in a spacecraft. This task environment has been used in lab-based experiments with trained participants from the student population and with real space crews during large-scale mission simulations. A series of six experiments was carried out (3lab and 3 field studies) to investigate the impact of different configurations of sub-optimal working conditions and unfavourable operator states, using the following independent variables: sleep deprivation, dialogue control, social isolation and confinement, training, noise, extended lay-off period and different types of system faults (corresponding to variations in workload). The task environment comprised up to five tasks, allowing for the observation of differential effects of the independent variables on different levels of cognitive activity. Dependent variables included primary task performance, secondary task performance, system control behaviour, information sampling behaviour, and subjective state measures. The findings suggested that primary performance was rarely affected, whereas certain secondary task measures and, notably, information sampling strategies appeared to be good indicators of changes in demand under the unfavourable conditions. The isolation and confinement experiments revealed no serious breakdown of performance among the crew but some indications of strain were observed. The use of two different training approaches displayed a very complex picture, with no method showing clear superiority over the other concerning performance, though there were differences in knowledge structure and system management behaviour. An important implication of the experimental work is that a broad methodological approach is needed in order to investigate the complex adjustment patterns displayed by individuals during the management of task demands under unfavourable conditions.
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Dömeland, Narvaez Dörte. "Empirical studies on human capital and natural resources". Doctoral thesis, Universitat Pompeu Fabra, 2006. http://hdl.handle.net/10803/7345.

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El primer capítulo de la tesis sobre "Estudios Empíricos sobre Capital Humano e Instituciones" presenta estimaciones de retornos a la educación en Alemania y analiza los determinantes de las preferencias educativas. El segundo capítulo utiliza estimaciones de retornos a la experiencia en el país de origen de inmigrantes en Estados Unidos para proporcionar evidencia empírica que el comercio aumenta la acumulación de capital humano en el trabajo, incluso en los países menos desarrollados, resolviendo la ambigüedad teórica si el comercio aumenta o disminuye "learning-by-doing". La acumulación de capital humano en el trabajo es también positivamente asociada con el PIB per capita, un alto nivel de educación y una mayor calidad de políticas e instituciones. El último capítulo analiza el efecto de recursos naturales y asistencia externa sobre la calidad de instituciones, proporcionando evidencia empírica que -contrario a la asistencia externa, la abundancia de mineral y combustible tiende a ser asociada negativamente con la calidad de instituciones si la fragmentación étnica es grande.
The first chapter of the thesis on "Empirical Studies on Human Capital and Institutions" presents estimates of returns to education in Germany and analyses the determinants of educational choices. The second chapter uses estimated returns to home country experience of US immigrants to provide empirical evidence that trade increases on-the-job human capital accumulation even in less developed countries, thereby resolving the theoretical ambiguity whether trade increases or decreases learning-by-doing. Similar to trade, GDP per capita, a high average level of educational attainment and stronger quality of policy and institutions are found to be positively associated with on-the-job human capital accumulation. The last chapter analyses the effect of natural resources and aid on institutions, providing empirical evidence that contrary to aid, mineral and fuel abundance tends to be associated with significantly lower quality of institutions if ethnic fractionalization is large.
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Ojikutu, Rasheed Babajide. "An exploration of the Nigerian skilled workers' 'lived experiences' under the strategic human resource management model". Thesis, Heriot-Watt University, 2017. http://hdl.handle.net/10399/3357.

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The nature of Human Resource Management in Nigeria has been studied previously, but knowledge is lacking on the lived experiences of Nigerian workers under the Strategic HRM (SHRM) model (Anakwe, 2002; Muogbo, 2013; Badejo, 2015). To address the gap in the knowledge, this study focuses on Nigerian workers’ lived experiences under the SHRM model using a phenomenological paradigm. The phenomenological paradigm informs about both the method design itself and a theoretical framework which states that humans know and perceive the world through their lived experiences. The research method design involved recruiting fifty-three skilled Nigerian bank workers using purposive sampling. Purposive sampling selection units were framed around the workers’ lived experiences. The data was then gathered using mainly semi-structured telephone interviews. The interviews collected were recorded and transcribed for analysis and interpretation using Smith et al’s (2009) Interpretive Phenomenological Analysis (IPA) framework. In summary, the participants believed that the HRM and SHRM models in Nigerian banks had elements of both Western and indigenous practices which influenced their lived experiences and agency. Discussions with the participants raised key themes such as; the trans-vergence approach, work-life conflicts, gender issues, the incompatibility of some Western policies and the role of the agency of Nigerian workers in shaping their SHRM model. The participants argued that there are gaps between the SHRM rhetoric and reality, partly because the implementation of SHRM policies is the responsibility of managers who have deeply rooted socio-cultural beliefs. Furthermore, the participants suggested that their ‘work-world’ has been influenced by Western practices while their ‘personal lifeworld’ is influenced by enduring indigenous beliefs. The implication for management is that this study advances our understanding of the nature of HRM, and the role that the agency of Nigerian workers has in shaping the SHRM model. Lastly, the research limitations have been discussed and suggestions offered with regard to future studies and the benefit from cross- industry and longitudinal studies.
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Woolcock, Peter Howard. "IS/IT competences under outsourcing". Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.480899.

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Grabrovaz, Meaghan. "An investigation into the forecasting of skills in nuclear decommissioning". Thesis, University of Central Lancashire, 2017. http://clok.uclan.ac.uk/23759/.

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This study explores the nature of skills forecasting in nuclear decommissioning and that which makes skills forecasting information useful. The study adopts a pragmatic approach using an interpretative, qualitative case study research design and draws on aspects of a critical realist approach to uncover, deconstruct and challenge some ‘norms’ in skills forecasting. The study makes an original contribution to knowledge through the identification of nineteen factors that influence skills forecasting in the nuclear industry. It also generates a baseline of knowledge on the theory and practice of skills forecasting and management through a review of the literature on skills, forecasting, skills forecasting and workforce planning and relevant aspects of public sector management and HRM. The study documents and compares current skills forecasting practice amongst UK site licensed companies and selected supply chain companies. Such research has not previously been conducted in the nuclear decommissioning industry. This answers research questions about why, and how, different groups in the sector perform skills forecasting and how variations in approaches affect the information produced. It also answers research questions about who uses skills forecasting information, and how. Together with a review of current problems with skills information, this contributes to an understanding of what makes skills information useful. The research evidences that while the industry has some common features with other High Reliability Organisations, there are unique dimensions which make this research significant. Some ‘norms’ operating in skills forecasting were challenged including how it is being used, eg as an agent for change by some groups, and assumptions about the potential availability of skills from the supply chain. The literature review was used to construct a practical-ideal type, an approach derived from classical pragmatism offering a version of a nearly ideal process, on the understanding that this is socially constructed and subject to continual change. Existing practice is evaluated against this practical-ideal type in a unique application of this methodology in the nuclear decommissioning context.
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Green-Ivey, Starla Lynn. "Workplace competencies (SCANS) of job applicants as reported by human resource personnel /". free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.

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Libros sobre el tema "Skilled human resources"

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United Nations Institute for Training and Research. Demographic situation and problems of utilization of labour resources in developing countries of Asia: (an expert paper). Moscow: United Nations Institute for Training and Research, 1990.

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Ke ji ren li zi yuan neng li jian she yan jiu: Research on the capacity building of human resources i science and technology. Beijing: Zhongguo ren min da xue chu ban she, 2010.

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Resources, United States Congress Senate Committee on Labor and Human. Meeting the challenges of a new work force: Hearing before the Committee on Labor and Human Resources, United States Senate, One Hundred First Congress, second session ... July 19, 1990. Washington: U.S. G.P.O., 1990.

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Komarnicki, Ed. A framework for success: Practical recommendations to further shorten the foreign qualification recognition process : report of the standing committee on human resources, skills and social development and the status of persons with disabilities. Ottawa, Ont: Canada Parliament House of Commons, 2012.

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1956-, Schwarz Roger M., ed. The skilled facilitator fieldbook: Tips, tools, and tested methods for consultants, facilitators, managers, trainers, and coaches. San Francisco, CA: Jossey-Bass, 2005.

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Grugulis, Irena. Skills, Training and Human Resource Development. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20833-9.

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

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

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Lee-Ross, Darren. Human resources and tourism: Skills, culture and industry. Buffalo, N.Y: Channel View Publications, 2010.

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Josephine, Pryce, ed. Human resources and tourism: Skills, culture and industry. Buffalo, N.Y: Channel View Publications, 2010.

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Capítulos de libros sobre el tema "Skilled human resources"

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Bansak, Cynthia, Keith A. Bender y Michael Coon. "The Political Economy of Skilled Workers and Innovation". En Handbook of Labor, Human Resources and Population Economics, 1–33. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-57365-6_225-1.

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Gupta, Sheetal J. y Ajay Kumar Sehgal. "Management of Skilled Human Resources by Youth-Oriented Good Laboratory Practices (YOG)". En Quality Assurance Implementation in Research Labs, 31–44. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-3074-3_3.

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Grugulis, Irena. "Skills and Training". En Managing Human Resources, 178–97. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119208235.ch9.

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Grugulis, Irena. "Human resource development". En Skills, Training and Human Resource Development, 1–14. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20833-9_1.

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Kluge-Wilkes, Aline, Ralph Baier, Ike Kunze, Aleksandra Müller, Amir Shahidi, Dominik Wolfschläger, Christian Brecher et al. "Modular Control and Services to Operate Lineless Mobile Assembly Systems". En Internet of Production, 1–26. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-030-98062-7_13-2.

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AbstractThe increasing product variability and lack of skilled workers demand for autonomous, flexible production. Since assembly is considered a main cost driver and accounts for a major part of production time, research focuses on new technologies in assembly. The paradigm of Line-less Mobile Assembly Systems (LMAS) provides a solution for the future of assembly by mobilizing all resources. Thus, dynamic product routes through spatiotemporally configured assembly stations on a shop floor free of fixed obstacles are enabled. In this chapter, we present research focal points on different levels of LMAS, starting with the macroscopic level of formation planning, followed by the mesoscopic level of mobile robot control and multipurpose input devices and the microscopic level of services, such as interpreting autonomous decisions and in-network computing. We provide cross-level data and knowledge transfer through a novel ontology-based knowledge management. Overall, our work contributes to future safe and predictable human-robot collaboration in dynamic LMAS stations based on accurate online formation and motion planning of mobile robots, novel human-machine interfaces and networking technologies, as well as trustworthy AI-based decisions.
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Kluge-Wilkes, Aline, Ralph Baier, Ike Kunze, Aleksandra Müller, Amir Shahidi, Dominik Wolfschläger, Christian Brecher et al. "Modular Control and Services to Operate Lineless Mobile Assembly Systems". En Internet of Production, 1–26. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-030-98062-7_13-1.

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AbstractThe increasing product variability and lack of skilled workers demand for autonomous, flexible production. Since assembly is considered a main cost driver and accounts for a major part of production time, research focuses on new technologies in assembly. The paradigm of Line-less Mobile Assembly Systems (LMAS) provides a solution for the future of assembly by mobilizing all resources. Thus, dynamic product routes through spatiotemporally configured assembly stations on a shop floor free of fixed obstacles are enabled. In this chapter, we present research focal points on different levels of LMAS, starting with the macroscopic level of formation planning, followed by the mesoscopic level of mobile robot control and multipurpose input devices and the microscopic level of services, such as interpreting autonomous decisions and in-network computing. We provide cross-level data and knowledge transfer through a novel ontology-based knowledge management. Overall, our work contributes to future safe and predictable human-robot collaboration in dynamic LMAS stations based on accurate online formation and motion planning of mobile robots, novel human-machine interfaces and networking technologies, as well as trustworthy AI-based decisions.
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Kluge-Wilkes, Aline, Ralph Baier, Ike Kunze, Aleksandra Müller, Amir Shahidi, Dominik Wolfschläger, Christian Brecher et al. "Modular Control and Services to Operate Lineless Mobile Assembly Systems". En Internet of Production, 303–28. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-44497-5_13.

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AbstractThe increasing product variability and lack of skilled workers demand for autonomous, flexible production. Since assembly is considered a main cost driver and accounts for a major part of production time, research focuses on new technologies in assembly. The paradigm of Line-less Mobile Assembly Systems (LMAS) provides a solution for the future of assembly by mobilizing all resources. Thus, dynamic product routes through spatiotemporally configured assembly stations on a shop floor free of fixed obstacles are enabled. In this chapter, we present research focal points on different levels of LMAS, starting with the macroscopic level of formation planning, followed by the mesoscopic level of mobile robot control and multipurpose input devices and the microscopic level of services, such as interpreting autonomous decisions and in-network computing. We provide cross-level data and knowledge transfer through a novel ontology-based knowledge management. Overall, our work contributes to future safe and predictable human-robot collaboration in dynamic LMAS stations based on accurate online formation and motion planning of mobile robots, novel human-machine interfaces and networking technologies, as well as trustworthy AI-based decisions.
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Jones, Peter y Steve Baron. "Human Resources and People Skills". En Retailing, 55–57. London: Macmillan Education UK, 1991. http://dx.doi.org/10.1007/978-1-349-12151-9_14.

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Grugulis, Irena. "New skills for old? The changing nature of skill". En Skills, Training and Human Resource Development, 71–91. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20833-9_5.

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Kimball, David C. y Robert N. Lussier. "The Human Resource Plan". En Entrepreneurship Skills for New Ventures, 298–323. Fourth edition. | New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429342240-11.

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Actas de conferencias sobre el tema "Skilled human resources"

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Idigova, Lalita Musaevna, Bella Khasanovna Rakhimova y Huseyn Gilanievich Chaplaev. "Training Skilled Human Resources In The Evolving Digital Economy". En International Conference on Social and Cultural Transformations in the Context of Modern Globalism. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.11.94.

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Moayed, Farman, Kendall Cribelar y Annette Smith. "Sustainability of Human Resources: A Heuristic Approach". En 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001576.

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Introduction: Companies increasingly recognize the effects of socially and environmentally responsible decisions and investment in the sustainability of their businesses. Skilled and well-trained employees (human resources) are like valuable and scares resources and should be managed in sustainable manners. Ergonomics and Human Factors (E/HF) field can help management identify potential problem areas and improve the working conditions to minimize waste such as turnover, injury, absenteeism, etc. The employees’ performance can be used as an indicator of sustainability. Objective: To develop a heuristic model to assess the sustainability of human resources by utilizing micro-, meso, and macro-ergonomics factors, which can be used as diagnostic tool for improvement.Method: A survey questionnaire was developed and distributed among two different organization (a hospital and a manufacturing company). Three different indices of E/HF were calculated as well as performance index. The correlation between indices were studied and three-dimensional plots were created to evaluate the validity of the heuristic model.Finding: There were insignificant correlation between the E/HF indices and performance index in both organization, however, the responses from the manufacturing company matched the heuristic model better than hospital. Conclusion: The heuristic model developed in this study appeared to be viable to assess the sustainability of human resources. Additional work or different methods need to be implemented to validate the results. It seems that the survey should be custom designed for different industry since different factors and elements can affect the sustainability of human resources in each industry.
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Luong Dinh, Hai. "MODERNIZING VIETNAM’S HIGH-QUALITY HUMAN RESOURCES FOR SUSTAINABLE DEVELOPMENT". En International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.83.

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The key features and criteria for modernized high-quality human resources include: Firstly, being the quintessential part of national human resources; Secondly, having good physical and mental capability, capable of working intensively at an effective rate as well as creatively; Thirdly, having attained advanced degrees and professional qualifications; Fourth, having a sense of social, ethical and cultural responsibility suitable for modern society; Fifth, professionalism; Sixth, In terms of structure, or social composition, high-quality human resources include intellectuals, managers, businessmen, high-level workers, artisans, and craftsmen. Seventh, having 20 years of experience in the corresponding field. From the perspective of social class structure, human resources can be divided into: 1- Intellectual class; 2- Wealth management class; 3- Business class; 4- Skilled working class; 5- Class of experts in industries, fields, localities, and regions (i.e., experts in the administrative apparatus, public authorities, technicians in hospital, etc.).
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Kamaludin, Kamaludin. "HUMAN RESOURCES AVAILABILITY IN GLAM DEVELOPMENT AT INDONESIA INSTITUTE OF SCIENCES (LIPI)". En International Conference on Documentation and Information. Pusat Data dan Dokumentasi Ilmiah, 2021. http://dx.doi.org/10.14203/icdi.v4i.79.

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The collections of galleries, libraries, archives and museums (GLAM) are still scattered in the work units at LIPI. To manage these collections, adequate human resources, both quantitative and qualitative, are needed. When this research was conducted, there was a socialization activity to collaborate the GLAM management among work units at LIPI. This study aims to determine human resources available in developing GLAM at LIPI. The research method used was qualitative research. Analysis of data in qualitative research was carried out narratively. The research results show that human resources for gallery/museum exhibition at LIPI have been managed by the Center for the Utilization and Innovation of Science and Technology (PPII)-LIPI in collaboration with third parties since 2020. There were 49 librarians (37 expert librarians and 12 skilled librarians), while the number of archivists was 141 (one hundred and forty-one) people (83 Expert Archivists and 58 Skilled Archivists). The collaboration of PPII-LIPI with third parties has carried out human resources for museum management at LIPI since 2020. To improve the quality, human resources managing GLAM at LIPI need to be continuously improved, both through formal and non-formal education. The number of librarians and archivists are sufficient, but they must improve their abilities, considering that the GLAM institution at LIPI will just be developed. Of course, this GLAM is still perceived as a new institution by librarians and archivists at LIPI. It is recommended that during the development of the GLAM, gallery and museum management can be carried out by LIPI employees who have competence in galleries and museums.
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Sandborn, Peter, Varun J. Prabhakar y Abisola Kusimo. "Modeling the Obsolescence of Critical Human Skills Necessary for Supporting Legacy Systems". En ASME 2012 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/detc2012-71554.

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Obsolescence of human skills impacts the support of long field life systems. Human skills obsolescence is a growing problem for organizations as they try to estimate and mitigate the effects of an aging workforce with specialized (and possibly irreplaceable) skill sets. Difficulties with skills obsolescence have been reported in a number of industries including industrial controls, aerospace, and military systems, all product sectors that must support critical systems for 20–30 years or longer. Common workforce planning models do not generally address the obsolescence of skills. Rather, they implicitly assume lost human resources are always replenishable. Nearly all of the existing research associated with the obsolescence of skills focuses on the opposite of the problem addressed in this paper, i.e., workers have skills that are obsolete and therefore need to be retrained in order to be employable. Alternatively, this paper addresses the lack of workers with the necessary skill set and the inability to replace them. This paper describes a model for the obsolescence of skills and skilled worker retention. This research provides a way to quantitatively address the problem of skills obsolescence and provides a basis upon which to estimate the cost of future system support.
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Hoang Dieu, Thao. "PROMOTING THE HUMAN FACTOR FOR SUSTAINABLE DEVELOPMENT IN VIETNAM ACCORDING TO HO CHI MINH’S POINTS OF VIEW". En International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.53.

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According to President Ho Chi Minh's perspective, human beings are the most valuable asset, the decisive factor for the success of the revolutionary cause. Therefore, it is necessary to take care of and promote human factors, utilize comprehensive and effective measures to maximize human resources, and create motivation for the sustainable development of the country. Nowadays, sustainable development has become a global strategy, and human resources have become the central force, the basis for harnessing all resources. However, in Vietnam, the quality of the workforce is not high; there is a lack of skilled labor, and competitiveness in the international market is still limited. It is essential to continue studying and applying Ho Chi Minh's viewpoint, firmly maintain the goal of placing humans at the center, promote democracy and the “master” role of people in society, educate Vietnamese people for comprehensive development, and enhance the positive, proactive, and creative nature of individuals to achieve the sustainable development of the country.
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Do Thị Thu, Ha, Nam Do Thi Phuong y Tien Le Hoang. "CONTRIBUTION OF HIGH-QUALITY HUMAN RESOURCES IN VIETNAMESE ENTERPRISES TO SUSTAINABLE SUPPLY CHAIN DEVELOPMENT". En International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.50.

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Sustainable supply chains encompass optimizing goods, services, and information, considering the maintenance of cultural values through economic, social, and environmental factors that establish a harmonious living environment that enhances the overall quality of life. It can mitigate social disparities and inequities when companies possess skilled workforces with certain qualities, abilities, and knowledge. Therefore, companies should allocate and utilize appropriate resources to improve environmental responsibility due to ecological concerns. Besides, Green Supply Chain Management (GSCM) practices are mentioned to assess firms' ability to analyze, shape, collect, and monitor operations for long-term results.
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Kececi, Baris y Melis Colak. "Analyzing The Effects of Human Resource Allocation and Learning by Experience on Project Management in Defense Industry". En 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003055.

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Activities that started using various resources and carried out to produce a product or service in a limited time are called projects. Process of delivering the project to an end with plans made to achieve project's goals in desired extent and time is called project management. Successful project management is becoming more important for competing companies. The project manager, who is responsible for execution of one or more projects, gains a lot of experience throughout the process and becomes more knowledgeable and skilled. The main purpose of this study is to reveal the effects of learning with experience and human resources allocation on multi-project management. Survey which is prepared to evaluate the sub-goals under the main purpose is applied online to the project managers who are working in institutions operating in defense industry in Ankara. Data obtained via the survey are analyzed by a statistical software. As a result, it’s found that the current knowledge of employees and their experience have a positive effect on managing projects. It’s been evaluated that there may be disruptions in customer relations and project management when human resource planning is insufficient and it’s important to consider the experience of employees to make allocations.
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Ncogbo, Ntebo, Clinton Aigbavboa y Douglas Aghimien. "Empirical scrutiny of the human resources management features for effective maintenance management of educational buildings". En 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003093.

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This paper presents the findings of an empirical assessment of human resources management features required for the effective maintenance of higher education institutions (HEIs) buildings in South Africa. This was done to improve the maintenance management of HEI buildings in the country for better performance of buildings. The study adopted a post-positivism philosophical perspective using a quantitative research approach with questionnaires as the instrument for data collection. The questionnaire survey was distributed to the users of academic buildings and head of maintenance departments in six HEIs in Gauteng, South Africa. Data collected was analysed using mean item score, Kruskal-Wallis H-test, and confirmatory factor analysis. The study found that the availability of skilled and experienced personnel, adequate staffing of the maintenance department, effective occupational health and safety practices of maintenance staff, and top management support for training are key to the effective maintenance of HEIs buildings. This study offers a theoretical contribution to the existing discourse on the maintenance of educational buildings by exploring the human resources management dimension – an aspect that has gained little attention in recent times.
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He, Huiting. "Research on the Development of Enterprise Human Resources Management Considering Multi Skilled Talent Strategy in the Era of Big Data". En Proceedings of the 2nd International Conference on Public Management, Digital Economy and Internet Technology, ICPDI 2023, September 1–3, 2023, Chongqing, China. EAI, 2023. http://dx.doi.org/10.4108/eai.1-9-2023.2338738.

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Informes sobre el tema "Skilled human resources"

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Méndez Rodríguez, Alejandro. Working Paper PUEAA No. 12. The mobility of international students as the first link in the migration of talents in Japan. Universidad Nacional Autónoma de México, Programa Universitario de Estudios sobre Asia y África, 2022. http://dx.doi.org/10.22201/pueaa.010r.2022.

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In the current era of the knowledge-based economy, the mobility of intellectual capital through international students is very significant. Immigration policies establish instruments for the organization and management of human resources to attract qualified workers and international students in a context of global competitiveness. Currently, Asian countries have gained relevance in attracting human resources. In Japan, the main component influencing the dynamics of international migration flows is the transnational labor market for skilled human resources, as well as the mechanisms that shape it. The aim of this paper is to describe the socioeconomic factors that shape, drive and contextualize the mobility of skilled workers.
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Rosser, Andrew, Phil King y Danang Widoyoko. The Political Economy of the Learning Crisis in Indonesia. Research on Improving Systems of Education (RISE), julio de 2022. http://dx.doi.org/10.35489/bsg-rise-2022/pe01.

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Indonesia has done much to improve access to education in recent decades but it has had little success in improving learning outcomes. This paper examines the political origins of this problem. It argues that Indonesia’s learning crisis has reflected the political dominance during the New Order and post-New Order periods of predatory political, bureaucratic and corporate elites who have sought to use the country’s education system to accumulate resources, distribute patronage, mobilize political support, and exercise political control rather than produce skilled workers and critical and inquiring minds. Technocratic and progressive elements, who have supported a stronger focus on basic skills acquisition, have contested this orientation, with occasional success, but generally contestation has been settled in favour of predatory elites. The analysis accordingly suggests that efforts to improve learning outcomes in Indonesia are unlikely to produce significant results unless there is a fundamental reconfiguration of power relations between these elements. In the absence of such a shift, moves to increase funding levels, address human resource deficits, eliminate perverse incentive structures, and improve education management in accordance with technocratic templates of international best practice or progressive notions of equity and social justice—the sorts of measures that have been the focus of education reform efforts in Indonesia so far—are unlikely to produce the intended results.
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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Editado por Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives to improve performance and productivity in mine operational employees and identifies incentives that could achieve these goals. With few studies focusing on non-financial methods of improving personnel performance in mining, studies from other industries are considered and applied to the mining industry. The paper finds non-financial incentives are likely to increase the motivation of employees in the mining industry, and that incentives which improve the employee’s workplace experience are particularly desired.
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Grover, Neelima y Jennifer Lissfelt. Labor Reform in Latin America and the Caribbean: The Role of the Multilateral Investment Fund. Inter-American Development Bank, diciembre de 2000. http://dx.doi.org/10.18235/0008629.

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MIF has experience in workforce capacity building, labor force modernization, skills standards, and labor re-conversion in the human resource sector. This paper presents an overview of eight MIF human resource projects, their key success factors, as well as recommendations for future success.
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Siegel, Wendy y Christina Kappaz. The Role of the Multilateral Investment Fund in Skills Standards and Certification. Inter-American Development Bank, octubre de 2002. http://dx.doi.org/10.18235/0008689.

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This report reviews MIF initiatives in Mexico, Argentina, Brazil, Chile, and Barbados to build effective skills standards and certification systems, a key goal of its overall strategy for promoting human resource development in Latin America and the Caribbean.
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Busso, Matías, Kyunglin Park y Nicolás Irazoque. Research Insights: Which Managerial Skills Training Policies Are Most Effective? Inter-American Development Bank, noviembre de 2023. http://dx.doi.org/10.18235/0005302.

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Job training programs for firm managers or entrepreneurs are effective at increasing firm productivity, profits, and firm survival rates. Training skills in human resources, soft skills, marketing, and finance-accounting are most likely to improve firm performance. The impact was maximized when delivering training sessions for entrepreneurs and managers in the manufacturing and services sector. The key is to design training programs tailored to different participant groups, based on the demand in their respective industry and business contexts.
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Dove, Jenny, Mardi Stewart, Grant Solomon, Charlotte Wood y Jessica Ziersch. Leadership Capabilities Needed to Support Hybrid Work in NSW Government. Australia and New Zealand School of Government, octubre de 2023. http://dx.doi.org/10.54810/zpjf7716.

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As part of ANZSOG’s Executive Master of Public Administration (EMPA) program, five public servants from State and Commonwealth Government departments across NSW have created a Work Based Project on Leadership capabilities needed to support hybrid work in NSW Government. The agency sponsor for this project was the NSW Public Sector Commission. The NSW Government positions hybrid work as the preferred and expected model of work for many of its employees. Hybrid work is central to its employee value proposition. This research project explored what new approaches, skills, and resources leaders need in order to meet the challenges and opportunities of hybrid organisational models. The research adopted a mixed methods approach including gathering information from an extensive literature review that consisted of contemporary articles in human resource, business, and public service publications as well as recent media editorials on hybrid work and leadership capabilities. The research also involved qualitative data collection of interviews and focus groups, allowing for detailed insights about hybrid leadership experiences.
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Simmonds, Philippa y Clare Lally. Green skills in education and employment. Parliamentary Office of Science and Technology, enero de 2024. http://dx.doi.org/10.58248/pn711.

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Green skills can be defined as “the knowledge, abilities, values and attitudes needed to live in, develop and support a society which reduces the impact of human activity on the environment”. Several definitions exist, with some being focused on technical skills for jobs that play a major role in reaching net zero greenhouse gas emissions by 2050 (for example, heat pump installation). Other definitions are broader, and include enabling skills and attitudes, such as public engagement and systems thinking. The lack of a consistent definition can make it challenging to analyse the supply and demand for different skills in the UK workforce. Evidence suggests that developing green skills will be achieved mainly by upskilling the current workforce, but all components of the education system will play a role in increasing skills and raising awareness of green career paths. The vocational education pathway will be particularly important. There is low public awareness of green skills and green career paths, and commentators propose that this could be improved through public engagement and improved careers advice in schools and further education colleges. Sectors such as power generation, construction, waste and resources are likely to see growth and a significant update in skills as part of the net zero transition. These sectors also tend to have an ageing workforce with a substantial proportion approaching retirement. Stakeholders propose that improving diversity in key sectors may help to mitigate green skills shortages. Other challenges include regional variation in demand for and access to green skills development, and shifting policy priorities leading to a lack of investment in training by employers. Training has also seen an overall reduction in investment in training by both the UK Government and employers. Stakeholders have advocated that green skills development could align with levelling up ambitions. There is strong consensus that policy certainty from government would support private sector investment in green technologies, demand for green skills, and provision of green skills training.
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Busso, Matías, Kyunglin Park y Nicolás Irazoque. The Effectiveness of Management Training Programs: A Meta-Analytic Review. Inter-American Development Bank, mayo de 2023. http://dx.doi.org/10.18235/0004815.

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We conduct a meta-analysis of 44 studies and 68 different managerial skills training programs, with the aim of identifying program characteristics that can lead to more effective public policies promoting firm growth and entrepreneurship. We synthesize 431 estimates to assess the effects of these programs on firm performance. Our findings show that, on average, managerial skills development programs have positive returns on management practices, firm productivity, profits, and survival. We also examine how program and participant specifications affect program effectiveness. Our analysis suggests that, on average, business training programs focused on human resources, soft skills, marketing, and finance-accounting, especially when organized by local organizations, tend to result in better firm performance. Moreover, training of potential entrepreneurs and managers in specifically targeted sectors such as agriculture, manufacturing, or services was more likely to result in improvement compared to non-targeted programs. Finally, our results indicate that programs that involve both male and female participants are more likely to enjoy higher effects from managerial training interventions.
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Quak, Evert-jan, Iana Barenboim y Luize Guimaraes. Female Entrepreneurship and the Creation of More and Better Jobs in sub-Saharan African Countries. Institute of Development Studies, abril de 2022. http://dx.doi.org/10.19088/muva.2022.002.

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Female entrepreneurship programmes often seek women’s economic empowerment through opportunities and skills to generate higher-paid and more stable jobs. Income and jobs do not automatically empower women but can contribute as they generate the necessary resources that support agency. It is important that sufficient and decent jobs, and other employment and income opportunities, are created and made accessible for women. This paper is part of the MUVA Paper Series on female entrepreneurship. The question that it tries to answer is how to do this through the means of female entrepreneurship programmes within the context of sub-Saharan Africa (SSA). It analyses the case of MUVA, a social incubator based in Mozambique that aims to increase female economic empowerment through targeted and tailored innovative human-centred approaches.
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