Bibliographies thématiques / HRIS performance

Littérature scientifique sur le sujet « HRIS performance »

Auteur : Grafiati
Publié le 11 mars 2023

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Articles de revues sur le sujet "HRIS performance"

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Hagood, Wesley O., et Lee Friedman. « Using the Balanced Scorecard to Measure the Performance of Your HR Information System ». Public Personnel Management 31, no 4 (décembre 2002) : 543–57. http://dx.doi.org/10.1177/009102600203100410.

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One of the most significant challenges faced by public personnel executives today is measuring the performance of their human resources information system (HRIS) in order to justify the value-added contribution of the HRIS to accomplishing the organization's mission. Over the last year, the CIA developed and implemented a balanced scorecard-based performance measurement system for its HRIS to justify cost and highlight the effectiveness of the system. The HRIS Program Director, Patricia Minard, used the Kaplan-Norton balanced scorecard framework to identify and align the organization's goals, objectives, and measures; to gather baseline data to measure against established measurement targets; and to measure and demonstrate the value-added contribution of the HRIS.
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Farahdiba, Syifa, et Lenny C. Nawangsari. « ANALYSIS OVER HUMAN RESOURCES INFORMATION SYSTEM IMPLEMENTATION WHICH INFLUENCED COMPETENCE AND MOTIVATION IN IMPROVING EMPLOYEE PERFORMANCE AT ONE OF MINERAL MINING AND COAL CONTRACTOR COMPANY ». Dinasti International Journal of Management Science 2, no 1 (15 septembre 2020) : 26–36. http://dx.doi.org/10.31933/dijms.v2i1.514.

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This research has purpose to find out and investigated the role of HRIS implementation, motivation and competence to improve the employees performance at PT. Artamulia Tatapratama. The research method used quantitative methods with causality approach. The population and sample were amounted to 190 employees. Data were analyzed using structural equation modeling (SEM). And This research was revealed that 1) HRIS implementation had significant beneficial impact towards employee performance, 2) Motivation had significant positive effect on employee performance, 3) Competence had a remarkable reaction over employee performance, 4) HRIS implementation had significant beneficial influence towards motivation and 5) HRIS implementation had significant positive reaction to competence.
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Islam, Md Shamimul, et Md Abdullah Al Mamun. « Perception of Management on Outcomes of Human Resource Information System (HRIS) ». International Journal of Business and Social Research 6, no 2 (19 mars 2016) : 29. http://dx.doi.org/10.18533/ijbsr.v6i2.837.

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<p>Human Resource Management is getting focused day by day for ensuring and sustaining organizational success. HRIS (Human Resource Information System) is a prevailing HR tool coupled with contemporary innovation of information system. HRIS is defined as the information system to collect, store, process and retrieve HR information to seamlessly help organization achieve strategic objectives. For installation of HRIS, commitment, decision and action of management are inevitable. This study aims at unveiling implicit perception of management regarding performance of HRIS towards organizational objectives in three perspectives such as “Operational Efficiency (OE)”, “Managerial Effectiveness (ME)” and “Strategic Finesse (SF)”. 54% and 57% respondents respectively agree that HRIS enhances OE and ensures ME. On the other hand, 70% respondents underline HRIS as SF. However, the hypothesis results showed that management perception toward HRIS performance is independent of experience, gender and education of managerial people but associated with organizational origin either Bangladeshi or foreign. Thus it is concluded that foreign companies are advanced to adopt contemporary tools whereas Bangladeshi firms are averse or endeavor to assimilate laggardly. The findings open the door for future research why Bangladeshi firms respond at late.</p>
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TOUMI AMARA, Djamila, Seif Eddine BIBIMOUNE et Chemseddine KARA. « The Impact of Human Resources Information Systems Implementation on the Organization’s Performance ». MANAGEMENT AND ECONOMICS REVIEW 7, no 3 (20 octobre 2022) : 258–65. http://dx.doi.org/10.24818/mer/2022.10-01.

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This research aims to examine the impact of implementing a Human Resources Information System (HRIS) on an organization’s performance. Using data collected from 14 interviewees who are managers, executives, and engineers at the Directorate of Personnel Management, Compensation, and HR systems in the Company of Sonelgaz. We find that the implementation of HRIS in an organization does have an impact and a positive one on the organization’s performance in terms of HR processes, time efficiency, information effectiveness, and decision-making effectiveness. However, we also find that HRIS implementation does not have any impact on the cost efficiency within the organization. Theoretical and practical implications were discussed.
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Afifah, Ika Nur, et Fetty Poerwita Sary. « The Influence of Human Resource Information System (HRIS) Effectiveness on Employees’ Performance at Brankas ». Journal of Educational Management and Leadership 1, no 2 (27 décembre 2020) : 61–67. http://dx.doi.org/10.33369/jeml.v1i2.11694.

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Since the 21st century, the use of data makes it possible to assist in making decision and business strategies. Human Resource Information System (HRIS) is an excellent example of utilizing savings in administrative costs and also taking strategies that can benefit companies or organizations by gathering information, processing and sharing. The purpose of this research was to understand the influence of HRIS effectiveness on employees’ performance at Brankas. The method used in this research was a quantitative method with data collection technique through the distribution of questionnaires. The type of analysis used is descriptive and causal with the data analysis used descriptive analysis, simple linear regression, determination coefficient, and hypothesis testing. The results of this study showed that HRIS has significant influence on employees’ performance at Brankas. The results of this study should be used as input for Brankas through developing and improving the system of HRIS to help the company more efficient in terms of time management by the time set up.
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Afifah, Ika Nur, et Fetty Poerwita Sary. « The Influence of Human Resource Information System (HRIS) Effectiveness on Employees’ Performance at Brankas ». Journal of Educational Management and Leadership 1, no 2 (27 décembre 2020) : 61–67. http://dx.doi.org/10.33369/jeml.1.2.61-67.

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Since the 21st century, the use of data makes it possible to assist in making decision and business strategies. Human Resource Information System (HRIS) is an excellent example of utilizing savings in administrative costs and also taking strategies that can benefit companies or organizations by gathering information, processing and sharing. The purpose of this research was to understand the influence of HRIS effectiveness on employees’ performance at Brankas. The method used in this research was a quantitative method with data collection technique through the distribution of questionnaires. The type of analysis used is descriptive and causal with the data analysis used descriptive analysis, simple linear regression, determination coefficient, and hypothesis testing. The results of this study showed that HRIS has significant influence on employees’ performance at Brankas. The results of this study should be used as input for Brankas through developing and improving the system of HRIS to help the company more efficient in terms of time management by the time set up.
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Heriyanni, Eileen, Aswin Wibisurya et Timothy Yudi Adinugroho. « Application Design of Human Resource Information System on Binus Student Learning Community of Bina Nusantara University ». ComTech : Computer, Mathematics and Engineering Applications 6, no 3 (1 septembre 2015) : 468. http://dx.doi.org/10.21512/comtech.v6i3.2259.

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Information exchange between human resources within an organization is a valuable asset that must be managed properly. Information technology now supports information management between human resources through Human Resource Information System (HRIS). Binus Student Learning Community (BSLC) implementsdifferent technologies for each work they performed so that affect the quality of information exchange and performance of their members. This study aims to streamline the used technology in BSLC by combining it all into the same system through the implementation of HRIS constructed by Extreme Programming (XP) method. Results of this research is the web-based HRIS BSLC application and expected to improve the quality of information exchange and optimize the performance of BSLC’s members.
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Khan, Habibullah, Syed Karamatullah Hussainy, Kamran Khan et Abdullah Khan. « The applications, advantages and challenges in the implementation of HRIS in Pakistani perspective ». VINE Journal of Information and Knowledge Management Systems 47, no 1 (13 février 2017) : 137–50. http://dx.doi.org/10.1108/vjikms-01-2016-0005.

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Purpose The purpose of this paper is to find the applications, advantages and challenges of human resource information system (HRIS) from different sectors of Pakistan. It also finds the demographic perspective of HRIS. Design/methodology/approach Questionnaire was adopted from previous studies. Responses were gathered through social websites and physically. The questionnaire was sent to 491 respondents from which only 99 responded. Reliability, t-testing and chi-square were used for the analysis. Findings Result shows that HRIS is widely used in Pakistani organizations for the purpose of accessing employees’ information, absence monitoring and performance appraisal to get quick responses to information, reduction of error and paperwork. It helps standardizing the program and manpower requirement, but lack of commitment by the lower management is the most significant barrier for its implementation because of fear of change by them. It is also found that there is no association between gender and adoption of HRIS but different employment position perceives differently the adoption of HRIS. Research limitations/implications The research is limited to the Pakistani organizations. The research paper is useful for the Pakistani human resources professionals, as it gives the local perspective of HRIS. Originality/value The previous results are from the developed countries and there is merely any reliable paper found on the several aspects of HRIS in Pakistani context. The research has also focused on the demographic variables that are employment position and gender with respect to their perception on the adoption of HRIS.
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Irum, Ayesha, et Rama Shankar Yadav. « Human resource information systems : a strategic contribution to HRM ». Strategic Direction 35, no 10 (14 octobre 2019) : 4–6. http://dx.doi.org/10.1108/sd-02-2019-0043.

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Purpose The article presents an overview of the Human Resources Information Systems (HRIS) and its relevance in the current organizational context. It broadly captures the advantages of HRIS and the significant challenges involved in its implementation and succeeding stages. Design/methodology/approach A string of research articles in the domain is reviewed for the briefing. Findings HRIS is salient in supplementing various Human Resource (HR) functions ranging from HR planning to performance management. It can act as a catalyst in establishing the significance of HR in strategic decision making. It helps managers to effectively store large amounts of employee data and draw inferences from it to make pro-employee decisions. However, despite being relevant in HR functions, HRIS is often surrounded by concerns like employee privacy breach and misuse of information. Originality/value The article showcases the transformation of the Human Resource function to strengthen its strategic position in the organization and sustain HR professionals. Adoption of HRIS helps to convert HR to a data-driven function.
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Hmoud, Bilal Ibrahim, et László Várallyai. « Artificial Intelligence in Human Resources Information Systems : Investigating its Trust and Adoption Determinants ». International Journal of Engineering and Management Sciences 5, no 1 (14 avril 2020) : 749–65. http://dx.doi.org/10.21791/ijems.2020.1.65.

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With the rapidly emerging trend of employing Artificial Intelligence technologies within modern economics. This study is an attempt to fill the research gap associated with the factors that have influence with the adoption of artificial intelligence in human resources information systems on HR-leaders intention to use it. It empirically investigates the influences that trust, technological readiness, facilitating condition and performance expectancy on HR-professional’s behavioral intention to use AI in HRM. Besides, examine the moderating effect of age and experience on the proposed associations. Data were collected from by online questionnaire from 185 HR managers. A structural framework was introduced to test the relationship between study latent variables. Result exhibited that trust and performance expectancy has a significant influence on HR-professionals behavioral intention to use AI-HRIS. Trust and technological readiness showed a significant influence on HR-professionals performance expectancy of using AI-HRIS. While facilitating condition, organizational size and technological readiness did not show a significant influence on HR-professionals behavioral intention toward using AI-HRIS. Lastly, Age and Experience did not have a moderating effect on trust and performance expectancy association with the behavioral intention toward using AI-HRIS. The findings of this study contribute to the theory development of information technology diffusion in HRM.
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Thèses sur le sujet "HRIS performance"

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Benfatto, Maria Chiara. « Human Resource Information Systems and the performance of the Human Resource Function ». Doctoral thesis, Luiss Guido Carli, 2010. http://hdl.handle.net/11385/200739.

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Historical overview – From transactional HR to Strategic HR. Benefits and Drawbacks. Empirical studies in HRIS. Elements of current technology in HRM. Trends in the HR technology. Impact of the HR integrated model. HR specialist systems in the back-office. Self-Service and Shared Service Systems. The integrated management of HRIS. Research Model. Rational and Design.
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Sritharakumar, Sinnathamby. « Human resources information system (HRIS)-enabled human resource management (HRM) performance : a business process management (BPM) perspective ». Thesis, University of Salford, 2016. http://usir.salford.ac.uk/38034/.

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It is widely accepted that business process management (BPM), a contemporary management approach that focuses on managing overall business processes within an organization to accomplish the organizational goal, relies on modern information and communication technology (ICT) systems. Although there are plenty of academic discussions available on BPM and the firm performance relationship, the literature does not provide constructive information on how the adoption of ICT impacts the BPM performance. Therefore, this study creates an awareness of the contribution of ICT to BPM by analyzing the linkage between impacts of human resource information systems (HRIS) on human resource management (HRM) performance. A conceptual model was developed with strong theoretical background by incorporating the works informed by Lee et al. (2012) and Paauwe and Richardson (1997) to test several hypotheses. In this research, the target population is human resources professionals who have access to HRIS within their organizations in a Canadian context. Since this study has a wide range of data distribution that tries to measure the strength of relationship between a HRIS-enabled HR practices and the HRM performance, this study adopts Kendall’s tau-b correlation, one of the best approaches to measure the strength of the relationship. The important findings of this study are that HRIS-enabled HR transactional, traditional and transformational practices, when implemented appropriately, significantly impact the HRM performance. Specifically, this study confirms that HRIS-enabled HR traditional management practices such as performance management, rewards, career development and communication predominantly significantly impact the HRM performance. In other words, this study specifically encourages an organization to adopt comprehensive performance management systems (PMS), an important component of HRIS, to manage their employees effectively.
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Lund, Theodor, et Anna Erlandsson. « Datadriven HR : HR analytics och dess framväxt ». Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-166661.

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Bakgrund och syfte: Implementeringen av HR analytics är mycket låg trots att forskning visar på att användandet av HR analytics leder till bättre beslut i organisationer. Syftet med studien var att undersöka HR analytikers uppfattning av hinder bakom den begränsade framväxten. Metod: Sex HR analytikers semistrukturerade intervjuer analyserades genom en tematisk analys. Analysen var induktiv med inslag av deduktion. Resultat: Det råder en kompetensbrist inom området. Hinder för framväxten har visat sig vara HR analytikers tvivel på sin egen förmåga att arbeta databaserat, brist på ledningsstöd, brister i mjukvara, kompetens- och utbildningsbrist samt informationsbrist. HR analytics ger en högre legitimitet för professionen vilket också pekar mot ett ökat framtida användande. HR analytics har också resulterat i ett större inflytande hos ledning och chefer. Slutsatser: Studien talar för en utbildningssatsning där fokuset inte enbart bör ligga på de `hårda ́ kompetenserna utan också på de `mjuka ́ såsom förändringsledning, storytelling och kommunikation.
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Scholz, Martin. « Řízení podnikové výkonnosti a její implementace v rámci personálních informačních systémů ». Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224333.

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The thesis addresses the issue of developing indicators focusing on measuring human capital, which will serve as a reporting output from the data warehouse. Goal is propose a set of indicators that will be able to cover the overall picture of corporate human resources. I focused mainly on building sets of indicators for measuring the area of human resources and human capital.
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Delecolle, Julien. « Approche métabolomique pour une caractérisation plus fine d'extraits de plantes d'intérêts pour la santé humaine ». Thesis, Strasbourg, 2017. http://www.theses.fr/2017STRAJ012/document.

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Ces travaux ont pour but d’identifier des métabolites dans des teintures-mères (TMs) utilisées en homéopathie et en phytothérapie pour mieux contrôler la qualité des TMs et de mieux comprendre leur mode d’action sur la santé humaine. Nous avons étudié, par une approche de métabolomique globale, 19 TMs et un produit leader : le L52, fabriqués par les Laboratoires Lehning. Premièrement, nous avons utilisé des approches non-ciblées en construisant des banques de données GC-MS et UPLC-MS/MS, afin d’identifier un maximum de molécules dans chaque extrait. Puis, nous avons fractionné certaines TMs et purifié des métabolites inconnus pour une identification fine en HRMS. Nous avons identifié de nombreuses molécules dans chaque TM, montrant que ces dernières sont très riches en molécules pouvant être utilisées pour le contrôle-qualité des TMs et valorisées pour la santé humaine
Tinctures defined as hydro-alcoholic extracts have been used from centuries in homeopathy and phytotherapy, but their chemical compositions remain still unknown. During my PhD, metabolomics analyses of nineteen tinctures and one leader product, L52, made by Laboratoires Lehning, were conducted using untargeted metabolomic approach. We build GC-MS and UPLC-MS/MS databases to identify a large amount of metabolites. Then, we used semi-preparative HPLC with both UV and mass detection to isolate some compounds from tinctures. We used UPLC-HRMS to obtain chemical formula, a prerequisite for metabolites identification. Finally, we identified a broad range of different metabolites in each tincture, highlighting the metabolic complexity of the TMs. These molecules can now be used for quality-control and valued for a better understanding of these products on human health
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Tsai, Yen-Tzu, et 蔡晏慈. « The relationships among patriarchal leadership, proactive work behavior and job performance – and discussion the moderate effect of HRMS ». Thesis, 2013. http://ndltd.ncl.edu.tw/handle/vquhps.

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碩士
長榮大學
高階管理碩士在職專班
101
“Leadership” is always a main emphasis in human history, especially in the army. The triumph of war is relied heavily on the leading style and technique of the leader, to decide whether the team may complete tasks successfully and achieve the mission of building a well-prepared military force. The objective of this research was to discuss the relationships among leading styles, working attitude and performance in the army, and added in the paternalistic leadership to discuss the interacting effect between working behavior and working performance of front-line personnel. This research took a troop in air force as subject, to realize their level of identification for items in questionnaires through Likert six-point scale. The statistical analyses including descriptive statistics, validity, reliability, factor and regression analysis were processed through SPSS 18.0. The results showed: 1.Benevolence leadership had significantly positive effect on active working behavior, while the effect of moral leadership was not significant, therefore the role-model approach failed to initiate active control of risks. 2.Active working behavior had significantly positive influence on working performance, which showed that actively discovering and disposing problems may be beneficial for risk management, reduce errors and further elevate quality and performance of tasks. 3.The interacting effects among paternalistic leadership, active working behavior and human resource system had significantly influences on active working behavior and working performance. The current army management is no more management of authority, the caring leadership create bonding of employees for the entity, to effectively elevate the team performance.
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Smit, Lindie. « An exploration of the design of job descriptions in the South African Police Service ». Thesis, 2019. http://hdl.handle.net/10500/25553.

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The research entailed an exploration of the design of job descriptions (JDs) in the South African Police Service (SAPS). A JD represents an official document that defines general duties, tasks, and related job responsibilities. It details the job features and the essential abilities required to perform the job. JDs are fundamental and vital to outline the job duties harmonised with the relevant organisation’s policy, ethos, goals, mission, and vision. Participants in this study were purposefully chosen to conduct semi-structured interviews and focus groups with information-rich SAPS Human Resource (HR) practitioners from both the support and operational career streams, to gain their insights into and viewpoints on the JD processes in the SAPS. The National Head Office: Divisions: Human Resource Utilisation (HRU) and Operational Response Service (ORS) and the information-rich provincial HR practitioners who support and monitor the implementation of JDs in the SAPS were included in this study. The participants were asked to answer open-ended questions that aimed to explore the design of JDs in the SAPS. The interviews were recorded with the participants’ permission. The recorded information was translated verbatim and analysed. The six fundamental themes that emerged are: value and benefits of JDs; processes to coordinate and monitor JDs to ensure effective management; the potential of JDs to enhance police performance; knowledge and skills for designing JDs; attitudes, experiences, and challenges of JDs; and recommendations of electronic JD systems. The topics were delineated using direct quotations from the participants as gained during the interviews. Opinions, experiences, administrative aspects, and criticism of the various features of JDs in the SAPS was explored. In summary, the research recommendations and conclusion were given. The results of this study show there are several factors that can enable and optimise inclusion in the effective designing process of JDs in the SAPS.
Ucwaningo lubandakanya ukuhlolisiswa komdwebo wezincazelo zemisebenzi (JDs) eNingizimu Afrika Amaphoyisa (SAPS). I-JD imelela idokhumenti esemthethweni echaza imisebenzi ejwayelekile, imisebenzi, kanye nemithwalo yemisebenzi ehlobene. It ichaza izici zomsebenzi kanye namakhono abalulekile adingekayo ukuze enze lo msebenzi. I-JDs iyigugu futhi ibalulekile ukuchaza imisebenzi ehambisana nomgomo wenhlangano efanele, izinhloso, izinhloso, umsebenzi kanye nombono. Abahlanganyeli kulolu cwaningo babekhethwe ngenhloso yokuqhuba izingxoxo ezihleliwe kanye namaqembu okugxila abasebenza nge-SAPS Human Resource (HR) abaqeqeshiwe abavela kuzo zombili ukusekela nokusebenza kwemifudlana yomsebenzi, ukuze bathole ukuqonda kwabo kanye nokubukwa kwizinhlelo ze-JD kuma-SAPS. I-Ofisi Eyinhloko Kazwelonke: Izigaba: Ukusetshenziswa Kwemithombo Yabantu (HRU) kanye ne-Operational Response Service (ORS) kanye nabasebenzi abacebile be-HR esifundazweni abanolwazi abaxhasa futhi baqaphe ukuqaliswa kwe-JDs kuma-SAPS bafakiwe kulolu cwaningo. Abahlanganyeli babuzwa ukuthi baphendule imibuzo evulekile ehlose ukuhlola ukuklama kwama-JD ku-SAPS. Lezi zincwadi zabhalwa nemvume yabahlanganyeli. Ulwazi olurekhodiwe luhunyushwe ngokucacile futhi luhlaziywe. Izingqikithi eziyisithupha eziyisisekelo ezivela ziyizi: inani nenzuzo ye-JDs; izinqubo zokuxhumanisa nokuqapha i-JDs ukuqinisekisa ukuphathwa okuphumelelayo; ikhono lama-JDs ukuthuthukisa ukusebenza kwamaphoyisa; ulwazi namakhono wokwakha i-JDs; isimo sengqondo, okuhlangenwe nakho, nezinselelo ze-JDs; kanye nezincomo zezinhlelo ze-JD zobuchwepheshe. Izihloko zachazwa ngokucaphuno okuqondile kusuka kubahlanganyeli njengoba zitholakale ngesikhathi sokuxoxisana. Imibono, okuhlangenwe nakho, izici zokuphatha, nokugxeka izici ezihlukahlukene ze-JDs ku-SAPS kuhlolwe. Ngamafuphi, izincomo zocwaningo nesiphetho zanikezwa. Imiphumela yalolu cwaningo ibonisa ukuthi kunezici eziningana ezingasiza futhi zenzeke ukufakwa ekusebenzeni okuphumelelayo kwe-JDs kuma-SAPS.
Phuputso e kenyeletsa ho hlahloba moralo oa litlhaloso tsa mosebetsi (JDs) Lefapheng la Mapolesa a Afrika Boroa (SAPS). JD e emela tokomane ea molao e hlalosang mesebetsi e tloaelehileng, mesebetsi le mesebetsi e amanang le mosebetsi. E hlalosa lintlha tsa mosebetsi le bokhoni ba bohlokoa bo hlokahalang bakeng sa ho etsa mosebetsi. Li-JDs ke tsa motheo le tsa bohlokoa ho hlalosang mesebetsi e lumellanang le leano la mokhatlo o hlophisitsoeng, litokelo, lipakane, mosebetsi le pono. Barupeluoa thutong ena ba ne ba khethiloe ka boomo ho etsa lipuisano tse hlophisitsoeng hantle le lihlopha tse tsepamisisang maikutlo le basebeletsi ba ruileng ba SAPS Human Resource (HR) ba tšehetso le litšebeletso tsa mesebetsi e le hore ba fumane litlhaloso tsa bona le maikutlo a bona ka ts'ebetso ea JD SAPS. Lekala la Sechaba: Likarohano: Tšebeliso ea Lisebelisoa tsa Botho (HRU) le Tšebeletso ea Likarabo tsa Ts'ebetso (ORS) le basebetsi ba ruileng ba profinseng ba HR ba tšehetsang le ho shebella ts'ebetsong ea JDs ho SAPS ba kenyelelitsoe thuputsong ena. Barupeluoa ba ile ba botsoa hore ba arabe lipotso tse bulehileng tse neng li reretsoe ho hlahloba moralo oa JDs ho SAPS. Lipuisano li ngotsoe ka tumello ea barupeluoa. Boitsebiso bo tlalehiloeng bo fetoletsoe ka mantsoe le ho hlahlojoa. Lihlooho tse tšeletseng tsa bohlokoa tse hlahang ke: boleng le melemo ea JDs; e sebetsana le ho hokahanya le ho hlahloba li-JD ho etsa bonnete ba hore tsamaiso e nepahetseng; bokhoni ba JDs ho ntlafatsa ts'ebetso ea mapolesa; tsebo le bokhoni ba ho theha JDs; boikutlo, liphihlelo le mathata a JDs; le litlhahiso tsa mekhoa ea JD ea elektronike. Lihlooho li hlalositsoe ka litlhaloso tse tobileng ho tsoa ho barupeluoa tse fumanoang nakong ea lipuisano. Maikutlo, liphihlelo, likarolo tsa tsamaiso, le ho nyatsa likarolo tse sa tšoaneng tsa JDs li SAPS li ile tsa hlahlojoa. Ka kakaretso, liphuputso le liphello li ile tsa fanoa. Liphello tsa phuputso ena li bonts'a hore ho na le lintlha tse 'maloa tse ka khonang le ho ntlafatsa ho kenngoa tshebetsong e sebetsang ea ho qapa li-JDs ho SAPS.
Police Practice
D. Litt. et Phil. (Police Science)
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Livres sur le sujet "HRIS performance"

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United States. Congress. House. Committee on Government Operations., dir. AGENCY OVERSIGHT : MISSION, MANAGEMENT, & PERFORMANCE... HRGS... COMM. ON GOVT. REFORM & OVERSIGHT... HSE. OF REPS... REFORM & OVERSIGHT... HS. [S.l : s.n., 1997.

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Plamondon, Natasha Danielle. The relationship of memory recall, performance on a clear thinking task and attention with 24 hrs of sleep deprivation. Sudbury, Ont : Laurentian University, Department of Psychology, 1998.

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United States. Congress. Senate. Committee on Labor and Human Resources., dir. ADDRESSING THE FDA'S PERFORMANCE, EFFIC., & USE OF RESOURCES... HRGS... S. HRG. 105-23... COMM. ON LABOR & HUMAN RES... U.S. 23... COMM. ON. [S.l : s.n., 1997.

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Charlwood, Andy, et Kim Hoque. Managing People. Sous la direction de Adrian Wilkinson, Steven J. Armstrong et Michael Lounsbury. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780198708612.013.9.

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HRM comprises of a set of activities (recruitment and selection, training, reward, performance management, etc.) related to the management of people. It is often posited that because people are a key source of competitive advantage, such activities should be seen as central to organizational success. However, the HR function in most organizations is typically administrative in character, and seen as a cost to be minimized. Normative models of HRM that stress HR’s strategic dimension are rarely adopted in practice. This chapter seeks to explain why this is. It argues that five powerful forces constrain the role of HR: continued scepticism over their performance effects when put into practice; the history of the HR function and the expectations, skills and competencies of HR professionals that follow from that history; the impact of competing narratives; the impact of globalization and financialization logics; and societal rules and norms.
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Smith, Rick. Own the Stage : Complete Hypnotherapy Program for Public Speaking, Presentation, and Performance Confidence - Includes 2. 5 Hrs of Audio Hypnosis Downloads. Independently Published, 2018.

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Chapitres de livres sur le sujet "HRIS performance"

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Sanjeev, Rinku, et Nidhi Shridhar Natrajan. « An Empirical Research on the Role of Cloud-Based HRIS & ; HRM Functions in Organizational Performance ». Dans Asset Analytics, 21–35. Singapore : Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-3643-4_3.

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Duc, Nguyen Ngoc. « Exploring SMEs Perception and Trust Toward HRIS for a Sustainable HRM Performance : Case Study of SMEs in Vietnam ». Dans Looking Forward, Looking Back : Drawing on the Past to Shape the Future of Marketing, 171–74. Cham : Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24184-5_44.

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Ismail, Mohd Bashir Ra’ed Bani, Mohd Saiful Izwaan Saadon, Jasem Taleb Al-Tarawneh et Aya Naser Maqableh. « The Impact of Hris Usage on Organizational Efficiency and Employee Performance : A Research in Higher Education Sector in Jordan ». Dans From the Internet of Things to the Internet of Ideas : The Role of Artificial Intelligence, 475–83. Cham : Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-17746-0_38.

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Noutsa, Fobang Aime, Jean Robert Kala Kamdjoug et Samuel Fosso Wamba. « Acceptance and Use of HRIS and Influence on Organizational Performance of SMEs in a Developing Economy : The Case of Cameroon ». Dans Advances in Intelligent Systems and Computing, 563–80. Cham : Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-56535-4_57.

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Ramprasad, K. S., et Prabhat Kumar. « Enhancement of Human Performance by Competency Development in High-Reliability Organizations (HROs) ». Dans Lecture Notes in Mechanical Engineering, 327–36. Singapore : Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-3746-2_30.

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Mizuchi, Yoshiaki, et Tetsunari Inamura. « Estimation of Subjective Evaluation of HRI Performance Based on Objective Behaviors of Human and Robots ». Dans RoboCup 2019 : Robot World Cup XXIII, 201–12. Cham : Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-35699-6_16.

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D’Onofrio, Grazia, Annamaria Petito, Antonella Calvio, Giusi Antonia Toto et Pierpaolo Limone. « Robot Assistive Therapy Strategies for Children with Autism ». Dans Psychology, Learning, Technology, 103–16. Cham : Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-15845-2_7.

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AbstractBackground: Autism spectrum disorder (ASD) is a category of neurodevelopmental disorder characterized by persistent deficits in social communication and social interaction across multiple contexts as well as restricted, repetitive patterns of behaviour, interests, or activities. Social robots offer clinicians new ways to interact and work with people with ASD. Robot-Assisted Training (RAT) is a growing body of research in HRI, which studies how robots can assist and enhance human skills during a task-centred interaction. RAT systems have a wide range of application for children with ASD.Aims: In a pilot RCT with an experimental group and a control group, research aims will be: to assess group differences in repetitive and maladaptive behaviours (RMBs), affective states and performance tasks across sessions and within each group; to assess the perception of family relationships between two groups before and post robot interaction; to develop a robotic app capable to run Raven’s Progressive Matrices (RPM), a test typically used to measure general human intelligence and to compare the accuracy of the robot to capture the data with that run by psychologists.Material and Methods: Patients with mild or moderate level of ASD will be enrolled in the study which will last 3 years. The sample size is: 60 patients (30 patients will be located in the experimental group and 30 patients will be located in the control group) indicated by an evaluation of the estimated enrolment time. Inclusion criteria will be the following: eligibility of children confirmed using the Autism Diagnostic Observation Schedule −2; age ≥ 7 years; clinician judgment during a clinical psychology evaluation; written parental consent approved by the local ethical committee. The study will be conducted over 10 weeks for each participant, with the pretest and post test conducted during the first and last weeks of the study. The training will be provided over the intermediate eight weeks, with one session provided each week, for a total of 8 sessions. Baseline and follow-up evaluation include: socioeconomic status of families will be assessed using the Hollingshead scale; Social Communication Questionnaire (SCQ) will be used to screen the communication skills and social functioning in children with ASD; Vineland Adaptive Behavior Scale, 2nd edition (VABS) will be used to assess the capabilities of children in dealing with everyday life; severity and variety of children’s ripetitive behaviours will be also assessed using Repetitive Behavior Scale-Revised (RBS-R). Moreover, the perception of family relationships assessment will be run by Portfolio for the validation of parental acceptance and refusal (PARENTS).Expected Results: 1) improbe communication skills; 2) reduced repetitive and maladaptive behaviors; 3) more positive perception of family relationships; 4) improved performance.Conclusions: Robot-Assisted Training aims to train and enhance user (physical or cognitive) skills, through the interaction, and not assist users to complete a task thus a target is to enhance user performance by providing personalized and targeted assistance towards maximizing training and learning effects. Robotics systems can be used to manage therapy sessions, gather and analyse data and like interactions with the patient and generate useful information in the form of reports and graphs, thus are a powerful tool for the therapist to check patient’s progress and facilitate diagnosis.
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Tahssain, Loubna, et Mouna Zgheib. « Perceived Performance of the Human Resource Information Systems (HRIS) and Perceived Performance of the Management of Human Resources (HRM) ». Dans Handbook of Research on E-Transformation and Human Resources Management Technologies, 324–34. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-304-3.ch019.

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The changing business environment and increasing technology is redefining the role of the human resources function. Nowadays, corporations have to consistently advance the value of human assets in their own organizations for maintaining their competitiveness. One of the technological changes in this regard is the appearance of Human Resources Information systems (HRIS). How to improve the efficiency of the HR and enhance its status in the organizations has become the top agenda to enterprises. The development of Information Technology (IT) transforms the role of the HR Dept in the organization. It enables HR to be a real strategic partner of corporations through the process of Organization Development. Thus, one of the challenges that face managers nowadays in regard to these emerging technologies, is the need to determine the success factors that play an important role in the implementation of an HRIS and how these factors, that some are Technological, Individual, and Organizational, affect the perceived performance of a HRIS and to measure the impact of this perceived performance on the perceived performance of the HRM.
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Beaver, Zachery Ryan, Rose Baker et Carl Binder. « Integrating Organizational Values With Workplace Performance ». Dans Cases on Performance Improvement Innovation, 228–47. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-3673-5.ch013.

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With an end goal to build and maintain a new workplace culture to support workplace performance, the central human resources shared services group for a large university initiated a pilot project to improve the performance of their processes, systems, and its human resources. Through the guidance of a performance improvement professional facilitator, the central group consulted various cultural models and change management methods to identify a pilot project. The implementation of a multilevel change methodology for performance improvement was applied to the work performed by the human resources information services (HRIS) group. Using their newly defined mission, vision, and values statements as a guide, the central human resources shared services group piloted one project with the subgroup then moved onto others. This case study focuses on the pilot project within the human resources information services (HRIS) group, the work of the performance improvement facilitator and the group's members, and the outcomes of their efforts.
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Al-Dmour, Rand H. « The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan ». Dans Research Anthology on Human Resource Practices for the Modern Workforce, 1468–89. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch076.

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The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.
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Actes de conférences sur le sujet "HRIS performance"

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Sari, Rini Kurnia, Renarris Rizky Arvada, Yolanda et Syifa Amalia. « How HRIS and HPWS affect on employee performance in the HR division using online shared services ? » Dans 2022 International Conference on Information Management and Technology (ICIMTech). IEEE, 2022. http://dx.doi.org/10.1109/icimtech55957.2022.9915263.

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Murphy, Robin R. « Proposals for New UGV, UMV, UAV, and HRI standards for rescue robots ». Dans the 10th Performance Metrics for Intelligent Systems Workshop. New York, New York, USA : ACM Press, 2010. http://dx.doi.org/10.1145/2377576.2377579.

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Pasha, Akber. « Gas Turbine Heat Recovery Systems Predicting Fired Performance ». Dans ASME 1985 Beijing International Gas Turbine Symposium and Exposition. American Society of Mechanical Engineers, 1985. http://dx.doi.org/10.1115/85-igt-50.

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Heat recovery systems generate steam by extracting heat from the gas turbine exhaust. This steam is used either in a steam turbine to generate power or as a heating and drying medium in a process. Most of the time it is a combination of both. Because of the cogeneration criteria and because of the independent power and process equipment, the HRS can no longer depend on gas turbine exhaust alone to produce the needed steam. Some sort of induct auxiliary firing is employed to satisfy the steam demand. The HRS, therefore, is needed to operate satisfactorily at various ambients and loads and at fired and unfired conditions. The design of the HRS should take into consideration all of these unfired and fired conditions so that the HRS operation can be stable over the operating range. There are numerous design parameters which affect the design and operational stability of the HRS and all these need to be reviewed at each operating condition for the design to be satisfactory. This paper presents charts and graphs which predict the probable values of these design parameters under various operating conditions. By utilizing these, the HRS user can establish the stability of the HRS performance over the operating range based on the specified design point parameters. If there is undesirable performance at a certain point, then either the operating condition or the design parameters can be changed. An HRS user can, by using these charts, be able to specify more realistic design parameters without a lengthly analysis by the HRS manufacturer which costs both money and time.
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Gebert, N., G. Krieger et A. Moreira. « Digital Beamforming for HRWS-SAR Imaging : System Design, Performance and Optimization Strategies ». Dans 2006 IEEE International Symposium on Geoscience and Remote Sensing. IEEE, 2006. http://dx.doi.org/10.1109/igarss.2006.474.

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Rousseau, Louis-Philippe, Jean-Yves Chouinard et Christoph Gierull. « Performance analysis of HRWS/GMTI for space-based SAR using sparse arrays ». Dans 2016 17th International Radar Symposium (IRS). IEEE, 2016. http://dx.doi.org/10.1109/irs.2016.7497309.

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Arz, Uwe, Martina Rohland, Karsten Kuhlmann et Stephanus Buttgenbach. « Broadband performance of 110 GHz interconnects built in HRSi-based membrane technology ». Dans 2012 IEEE 16th Workshop on Signal and Power Integrity (SPI). IEEE, 2012. http://dx.doi.org/10.1109/sapiw.2012.6222881.

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Zombeck, Martin V., Laurence P. David, F. R. Harnden, Jr. et Kristen M. Kearns. « Orbital performance of the high-resolution imager (HRI) on ROSAT ». Dans SPIE's 1995 International Symposium on Optical Science, Engineering, and Instrumentation, sous la direction de Oswald H. W. Siegmund et John V. Vallerga. SPIE, 1995. http://dx.doi.org/10.1117/12.218385.

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Legoux, J. G., E. Irissou, S. Desaulniers, J. Bobyn, B. Harvey, W. Wong, E. Gagnon et S. Yue. « Characterization and Performance Evaluation of a Helium Recovery System Designed for Cold Spraying ». Dans ITSC2010, sous la direction de B. R. Marple, A. Agarwal, M. M. Hyland, Y. C. Lau, C. J. Li, R. S. Lima et G. Montavon. DVS Media GmbH, 2010. http://dx.doi.org/10.31399/asm.cp.itsc2010p0560.

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Abstract This paper describes and evaluates the performance of a Helium Recovery System (HRS) designed for cold spraying. A flexible, automated, full scale HRS system has been designed and installed in the McGill Aerospace Materials & Alloy Development Center Cold Spray Facility, located at and in collaboration with the National Research Council of Canada. The fully automated HRS has been designed to recover helium from the cold spray chamber with sufficient purity (&gt;99%) and flow capacity (5 to 220 Nm3/h), allowing for a cost-effective operation by insuring a recovery rate of above 85%. In addition, a comparison of titanium coating properties obtained by using both He and N2 as propellant gas is presented.
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Ossowska, Alicja, Jung Hyo Kim et Werner Wiesbeck. « Influence of mechanical antenna distortions on the performance of the HRWS SAR system ». Dans 2007 IEEE International Geoscience and Remote Sensing Symposium. IEEE, 2007. http://dx.doi.org/10.1109/igarss.2007.4423260.

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Boring, Ronald. « Implications of Human Reliability Analysis for Human Readiness Levels ». Dans 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001573.

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Technology readiness levels (TRLs) were developed to gauge the maturity of new technologies. TRLs are effective for determining suitability for procurement and guiding the evolution of novel research and development efforts from the conceptual stage, through demonstration, to implementation and deployment. A recent augmentation to TRLs is human readiness levels (HRLs). HRLs are anchored to human factors and map suitability for human use. A low HRL may suggest that a technology is early in its human-system interface development, while a high HRL confirms that a technology is fully usable by humans interacting with it. HRLs provide a measure of technology maturity not just according to the hardware or software captured in the TRLs but also the human end users. Ideally, TRLs and HRLs should align, especially as a system reaches maturity and approaches deployment. To date, the relationship between human reliability analysis (HRA) and HRLs has not been explored. HRA seeks to map the rate and nature of human errors when using a system. This paper explores the relationship between human reliability and HRLs. HRA can support the HRL determination by providing acceptable performance criteria and a process for quantifying the appropriate level. HRA can also provide predictive measures to complement empirical usability and maturity assessments.
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Rapports d'organisations sur le sujet "HRIS performance"

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Wu, Bin, Lixia Guo, Kaikai Zhen et Chao Sun. Diagnostic and prognostic value of miRNAs in hepatoblastoma : A systematic review with meta-analysis. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, novembre 2021. http://dx.doi.org/10.37766/inplasy2021.11.0045.

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Review question / Objective: Background and aim: Increasing evidence has revealed the valuable diagnostic and prognostic applications of dysregulated microRNAs (miRNAs) in hepatoblastoma (HB), the most common hepatic malignancy during childhood. However, these results are inconsistent and remain to be elucidated. In the present study, we aimed to systematically compile up-to-date information regarding the clinical value of miRNAs in HB. Methods: Articles concerning the diagnostic and prognostic value of single miRNAs for HB were searched from databases. The sensitivity (SEN), specificity (SPE), positive and negative likelihood ratios (PLR and NLR), diagnostic odds ratio (DOR), area under the curve (AUC), and hazard ratios (HRs) were separately pooled to explore the diagnostic and prognostic performance of miRNA. Subgroup and meta-regression analyses were further carried out only in the event of heterogeneity. Results: In all, 20 studies, involving 264 HB patients and 206 healthy individuals, met the inclusion criteria in the six included literature articles. For the diagnostic analysis of miRNAs in HB, the pooled SEN and SPE were 0.76 (95% CI: 0.72–0.80) and 0.75 (95% CI: 0.70–0.80), respectively. Moreover, the pooled PLR was 2.79 (95% CI: 2.12–3.66), NLR was 0.34 (95% CI: 0.26–0.45), DOR was 10.24 (95% CI: 6.55–16.00), and AUC was 0.83, indicating that miRNAs had moderate diagnostic value in HB. For the prognostic analysis of miRNAs in HB, the abnormal expressions of miR-21, miR-34a, miR-34b, miR-34c, miR-492, miR-193, miR-222, and miR-224 in patients were confirmed to be associated with a worse prognosis. The pooled HR was 1.74 (95% CI: 1.20–2.29) for overall survival (OS) and 1.74 (95% CI: 1.31–2.18) for event-free survival (EFS), suggesting its potential as a prognostic indicator for HB. Conclusion: To the best of our knowledge, this is the first comprehensive systematic review and meta-analysis that examines the diagnostic and prognostic role of dysregulated miRNAs in HB patients. The combined meta-analysis results supported the previous individual finds that miRNAs might provide a new, noninvasive method for the diagnostic and prognostic analyses ofHB.
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