Статті в журналах: "Human Recourse Management System"

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Kakar, Palwasha, Abdul Raziq, and Faisal Khan. "Impact of Human Resource Management Practices on Employee Retention: A Case of Banking Sector in Quetta Baluchistan." Journal of Management Info 4, no. 3 (October 1, 2017): 5–11. http://dx.doi.org/10.31580/jmi.v5i1.24.

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The main objective of every organization is not only to select the right person for the right job, but also to fascinate and retain them within the organization. Employee retention has considerable importance these days. This research has conducted to investigate how human resource management practices (employee compensation, employee training, appraisal system and employee empowerment) affect retention of banks employees. The data of the research was quantitative survey, where questionnaires were distributed among 180 bank employees of different banks in Quetta city, out of which 150 were returned back. Data was analyzed using SPSS version 18.0. The results of the current examined that there is significant positive relationship exists between human recourse management practices (empowerment, compensation, training and appraisal system) with employee retention. The study also discusses the limitations and recommendation for future research.

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Bisharat, Haneen, Bader Yousef Obeidat, Ala'aldin Alrowwad, Ali Tarhini, and Ibrahim Mukattash. "The Effect of Human Resource Management Practices on Organizational Commitment in Chain Pharmacies in Jordan." International Journal of Business and Management 12, no. 1 (December 28, 2016): 50. http://dx.doi.org/10.5539/ijbm.v12n1p50.

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This study investigated the impact of Human Resource Management (HRM) practices on organizational commitment among pharmacists working in chain pharmacies in Jordan. The study was conducted across pharmacists of different levels in two chain pharmacies in Jordan. A questionnaire was designed and distributed to pharmacist working in two chain pharmacies in Jordan. Results found that training and development and reward system were positively and significantly impacted affective commitment; as well as both recruitment and selection and reward system were positively and significantly affected continuance commitment. However, no significant impact found between normative commitment and any of the suggested human recourse management practices. The results showed that the majority of the variables confirmed previous studies and the remaining minority did not support these studies due to factors such as culture, values, and the nature of health care practice. The results have a great implication for the pharmacy business sector in Jordan.

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HUMENIUK, Halina, Inna TKACHIVSKA, and Andriy HUMENIUK. "HUMAN RECOURSES MANAGEMENT OF TOURISM ENTERPRISES." "EСONOMY. FINANСES. MANAGEMENT: Topical issues of science and practical activity", no. 3 (53) (October 4, 2020): 76–89. http://dx.doi.org/10.37128/2411-4413-2020-3-6.

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The article defines the current state of personnel management in a tourist enterprise. From the point of view of market economy in terms of personnel management, the tourism enterprise highlights the human factor as the property of the organization, as its own resource, which must be effectively used to achieve the main goals and expected results. The main problems in the implementation of personnel management at the tourist enterprise are identified. The basic principles of personnel management are studied, such as: systematicity ie the conceptual combination of all actions aimed at personnel; sense of purpose, ie certain processes of personnel management, which are focused on the full achievement of the goals of tourism enterprises; scientific, ie the role of tourism management entities is aimed at science-based methods in the implementation of personnel management; optimality, which consists in the absence of the leader's desire to obtain the needed results in any way and price; sequence of management processes; balance of responsibility and authority, it is used at all levels of the tourism enterprise; mutually agreed combination of collective and personal interests with the interests of the tourist enterprise, observance of ethical and moral norms, which is a background in the relationship between the staff and the tourist enterprise. Problems related to personnel management in tourist enterprises are revealed. The guarantee of effective and long-term personnel management is an updated, flexible and well-adapted to modern conditions organizational structure, which should focus on balancing staff behavior and providing appropriate assistance to employees of the tourist enterprise. A set of measures to improve the personnel management system at the tourist enterprise is proposed. The article highlights the main methods of personnel management in tourism enterprises of our state.

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Jabbarifar, Taghi. "Ignorance Of Total Quality Management In Higher Education In The 21st Century." International Journal of Management & Information Systems (IJMIS) 13, no. 2 (July 11, 2011): 49. http://dx.doi.org/10.19030/ijmis.v13i2.4946.

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This article attempts to look at the range of contributions of total quality management. The higher education system is one of the key elements in the realization of sustained total quality management and socio-cultural development policies. University research centers and higher education institutes are in charge of training expert personnel and scholars while providing qualified services. Therefore, through its output, the higher education system paves the way for development. India needs to examine its concern with making its institutions qualitative and competitive by world standards. Thus, both the students and industry have become quality conscious. Quality improvement involves statistical tools, consumer research, goal-setting, teamwork, problem-solving, human recourse development, and strategic planning. A vision statement communicates key values for today as well as for the future. Implementation of a quality management system should be done, preferably with the help of a consultant to ensure success. In other words, higher education should prove its efficiency by responding to the needs of the country's development and by offering relevant outcomes.

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Midende, L., I. Manirakiza, M. Nyabenda, J. Uwimana, J. B. Habonimana, M. T. Uyambaje, and V. Ndayishimiye. "Analysis of the Determinants of Performance in the Management of Human Resources at the Ministry of Public Health and the Fight against AIDS: Case of Bujumbura Health Province." Scholars Journal of Arts, Humanities and Social Sciences 9, no. 12 (December 30, 2021): 650–54. http://dx.doi.org/10.36347/sjahss.2021.v09i12.008.

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The purpose of our work is to show how Bujumbura health province leaders contribute to the performance of Human Resources. Our research focused on the analysis of the determinants of performance in the management of human resources at the Ministry of Public Health and the fight against AIDS, case Bujumbura health province (2015-2020). Under the supervision of our research director, we developed and completed the survey questionnaire which included the demographic informations of the participants such as gender, age, education level , professional category and experience. We used the qualitative method, which aims to understand and analyze the responses of respondents and to better distinguish and collect information. We had recourse to the review of documentation, organization of a survey, choice of respondents, examination of questionnaires, analysis and synthesis of informations. The results showed us that in 16 executives surveyed, 14 responded satisfied and 36 collaboration agents surveyed, 32 responded satisfied while 28 enforcement officers surveyed, 18 responded satisfied with their performance management policy: 80% of the respondents answered that a lack of motivation of human resources causes a dysfunction of the system which causes a blockage in the value system, that leads to an unforeseen change and constraints, source of problems for the company. The human resources performance management policy applied in the Bujumbura health province to its staff meets their expectations, but requires some improvements from which we suggest that managers consider that the produced document is official and can be put into practice, available to applicants likely to provide added value.

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Zhuravska, Nina. "The Employee Resourcing of Human Resources Management: A Comparative Aspect." Comparative Professional Pedagogy 9, no. 3 (September 1, 2019): 1–7. http://dx.doi.org/10.2478/rpp-2019-0022.

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Abstract The article analyzes the requirements for employee resourcing of human recourses management in the countries of Western, Central and Eastern Europe and the USA. It is found that the set of documents which create the regulatory, methodological and legal support for the functioning of human resources management as a system is incorporated into the regulatory framework of human resources management. In turn, the regulatory and methodological support of the human resources management system is a set of organizational, organizational and methodological, organizational and managerial, technical, regulatory and technical, technical and economic and economic documents, as well as reference documents, which establish norms, rules, requirements, characteristics, methods and other data used in organizing workplace and human resources management and are approved in due course by the competent authority or the leadership of the company. The employee resourcing of the human resources management system is viewed as the necessary quantitative and qualitative composition of human resources employees in the company. It is specified that considerable attention should be paid to the legal support of the human resources management system, that is, the use of means and forms of legal influence on the bodies and objects of human resources management to achieve the effective functioning of the company. It is clarified that the models of social partnership in different countries differ in the organizational mechanism, norms and rules on the regulation of social and employment relations, the level of the procedure centralization and the participation of the state in social dialogue. It is concluded that the main objectives of the legal support for the human resources management system include the legal regulation of business relations which are formed between employers and employees, the protection of the rights and legitimate interests of employees arising from employment relations.

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Cloete, Richard, Chris Norval, and Jatinder Singh. "Auditable Augmented/Mixed/Virtual Reality." Proceedings of the ACM on Interactive, Mobile, Wearable and Ubiquitous Technologies 5, no. 4 (December 27, 2021): 1–24. http://dx.doi.org/10.1145/3495001.

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Virtual, Augmented and Mixed Reality (XR) technologies are becoming increasingly pervasive. However, the contextual nature of XR, and its tight coupling of the digital and physical environments, brings real propensity for loss and harm. This means that auditability---the ability to inspect how a system operates---will be crucial for dealing with incidents as they occur, by providing the information enabling rectification, repair and recourse. However, supporting audit in XR brings considerations, as the process of capturing audit data itself has implications and challenges, both for the application (e.g., overheads) and more broadly. This paper explores the practicalities of auditing XR systems, characterises the tensions between audit and other considerations, and argues the need for flexible tools enabling the management of such. In doing so, we introduce Droiditor, a configurable open-source Android toolkit that enables the runtime capture of audit-relevant data from mobile applications. We use Droiditor as a means to indicate some potential implications of audit data capture, demonstrate how greater configurability can assist in managing audit-related concerns, and discuss the potential considerations that result. Given the societal demands for more transparent and accountable systems, our broader aim is to draw attention to auditability, highlighting tangible ways forward and areas for future work.

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Parker, Lee D. "From scientific to activity based office management: a mirage of change." Journal of Accounting & Organizational Change 12, no. 2 (June 6, 2016): 177–202. http://dx.doi.org/10.1108/jaoc-01-2015-0007.

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Purpose The purpose of this paper is to examine the phenomenon of activity-based working (ABW), an office design and management system that has emerged in the past 20 years. It investigates its manifest and underlying agendas with a view to determining its degree of cost management focus and scientific management foundations. Design/methodology/approach The paper uses historical and website analysis methodologies for investigating historical office management philosophies and practices, as well as contemporary office design and management philosophies and related ABW practices and discourse. These are examined through the theoretical lenses of governmentality and impression management theories. Findings Despite a rhetoric of staff empowerment, ABW’s dominant agenda is overhead cost reduction and operating cost management. This reflects scientific management principles of early twentieth-century office design and management. Cost efficiencies and productivity emerge as key ABW output foci. While ABW adopters and advocates present ABW as a desirable staff satisfaction and operations facilitator, the cost agenda nonetheless commands centre stage. Research limitations/implications Accounting research into the office and its processes is much needed. This has been largely neglected in favour of line management and factory floor costing and accountability systems. In a world dominated by service industries, the office as a centre of organisational and economic activity merits researchers’ greater attention. Practical implications Contemporary office design and functioning developments merit greater recourse to and acknowledgement of their historic roots. Then, practitioners can better design and implement systems that build on past knowledge and learnings. While such innovations as ABW may carry potential for improved organisational performance, care is needed with respect to their balancing of agendas and suitability for their institutional and cultural environments. Social implications Organisational work has become a dominant part of social life in most economies today. Such innovations as ABW must be considered in terms of the societal culture into which they are introduced: how they reflect and adapt to that culture and what impacts they may also have on the culture itself. This includes dimensions such as organisational and self-control, as well as personal and organisational accountability. Originality/value This study presents itself as one of the very few refereed research studies of ABW currently available in the accounting, management or property research literatures. It also represents one of the very few studies of the office in the accounting research literature internationally.

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Filippova, Anastasia. "Current security issues in the information society." SHS Web of Conferences 109 (2021): 01014. http://dx.doi.org/10.1051/shsconf/202110901014.

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That scientific research highlights specific items of modernization in the field of public society information security. Taking into account professional and public orientation, government support is aimed at promotion of human recourse, provision of information support. Currently human mind is one the most valuable item. In this regard, jurists are responsible for explanation of political, economic and legal points. Moreover, it is rather important to reveal an experienced specialist in it. Among the new challenges and threats, the problem of information security is the main one. Information technologies cause considerable impact on management of humans being. Scientific analysis of problems in the field of information security has shown that there is an insufficient level of public awareness. More precisely the problem is in ability to use password with high degree of protection, spread of unnecessary information in social networks. In that research are touched upon various concepts of information society. Also, main theories and elements are analyzed, which are included into meaning of information society. The difference between main information and other types of social values are covered. Specifics of the above problem, its reasons and impact on development of society are outlined. The conclusion encompasses problems of legal regulation of information security (fragmentation, absence of system). In cognitive activity, scientific complex, including legal, economic, scientific and practical approaches was used.

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Chub, Nadezhda V. "Human Resource Management in the Russian Gubernia Institutions of the 19th Century in the Fonds of Federal and Regional Archives." Herald of an archivist, no. 2 (2018): 343–51. http://dx.doi.org/10.28995/2073-0101-2018-2-343-351.

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The human resources management in state agencies based on modern technologies is an indicator of effective development of the national management system. Results of reforms in personnel policy depend on keeping track of the effectiveness of previously used methods. The article reviews historical experience of human recourses management in the Russian gubernia bodies in the 19th century drawing on documents from the national archives: the State Archive of Russian Federation and two regional archives (the Archive of the Kursk Region and the Archive of the Voronezh Region). Comparative and chronological analysis identifies features and trends of the human resources management. Official acts of gubernia workflow, central authorities’ instructions on human resources, and officials’ curriculum vitae provide scientific data. Analysis of management documents allows to identify peculiarities of gubernia officials’ careers. Participation of central authorities in the development of human resources in the gubernias is also demonstrated. The research reveals that in the 19th century human resources management activities of the Russian government aimed to retain the personnel in the gubernias. Governor influenced the manning of gubernia offices; processed and referred to the government departments those human resources documents that petitioned benefits. Authorities supervised moral character of officials by instructions on administrative ethics and regulations of on-duty behavior. The results of the work enhance our understanding of consistent patterns in operating of the national institutes, establishment of documentation of the government human resources management and also provide scientific material, which can be used to justify modernization of human recourses and workflow management.

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Kerr, Aphra, Stefano De Paoli, and Max Keatinge. "Surveillant Assemblages of Governance in Massively Multiplayer Online Games: A Comparative Analysis." Surveillance & Society 12, no. 3 (June 17, 2014): 320–36. http://dx.doi.org/10.24908/ss.v12i3.4953.

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This paper explores governance in Massively Multiplayer Online Games (MMOGs), one sub-sector of the digital games industry. Informed by media governance studies, Surveillance Studies, and game studies, this paper identifies five elements which form part of the system of governance in MMOGs. These elements are: game code and rules; game policies; company community management practices; player participatory practices; and paratexts. Together these governance elements function as a surveillant assemblage, which relies to varying degrees on lateral and hierarchical forms of surveillance, and the assembly of human and non-human elements. Using qualitative mixed methods we examine and compare how these elements operate in three commercial MMOGs: Eve Online, World of Warcraft and Tibia. While peer and participatory surveillance elements are important, we identified two major trends in the governance of disruptive behaviours by the game companies in our case studies. Firstly, an increasing reliance on automated forms of dataveillance to control and punish game players, and secondly, increasing recourse to contract law and diminishing user privacy rights. Game players found it difficult to appeal the changing terms and conditions and they turned to creating paratexts outside of the game in an attempt to negotiate the boundaries of the surveillant assemblage. In the wider context of self-regulated governance systems these trends highlight the relevance of consumer rights, privacy, and data protection legislation to online games and the usefulness of bringing game studies and Surveillance Studies into dialogue.

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Augienė, Dalia. "CAREER SPECIALIST ACTIVITY IMPORTANCE IN THE CONSTANTLY CHANGING ACTIVITY WORLD CONTEXT." Baltic Journal of Career Education and Management 6, no. 1 (December 28, 2018): 4–5. http://dx.doi.org/10.33225/bjcem/18.6.4.

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In European Union rational and purposeful human recourse use and their high professional preparation is regarded as a priority target of education and labour market policy. Professional guidance, career education and career planning services are important for education system and labour market and their close interrelationship. Career management as a lifelong lasting process in our contemporary society becomes very urgent due to many reasons. First, labour market demand change is becoming more rapid. People more often have to change the type of activity and organisation. Second, at this moment labour market needs new quality workers, not only able to acquire a certain level professional education, but also to adequately react to organisational, regional, national, global, social and economic environment dynamics, able to establish and implement strategies how to choose, master, coordinate work and other social roles with personal life values and ambitions. New requirements appear for human activity, a new career conception. Therefore, it is necessary to systematically provide career services to people, seeking to help them plan career and be successful professionals. Professional consultation service importance reflects in various European Commission and Lithuanian documents. In many documents it is emphasised that professional consultation services is the most important teaching and occupation policy element. Professional consultation has to play a crucial role encouraging learning availability, mobility, to raise learners’ motivation, to increase occupation and to decrease unemployment.

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Alami, Reza, Omolbanin Hashemi Gorji, Mehdi Shokri Asrami, Hanieh Rasouli Saravi, Marziezh Jafari Soteh, and Fatemeh Rajabi Ahangari. "The Role of Information Technology (IT) in Development and Increase of the Efficiency of Human Resources." Journal of Social Science Studies 3, no. 2 (May 3, 2016): 188. http://dx.doi.org/10.5296/jsss.v3i2.8602.

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<p>Information Technology (IT) as a set of produced ideas is available for individuals and organizations through hardware mechanisms and plays a major role in the development of human resources. In today’s world, IT is the key factor of human development in organizations and communities. Trends and results of the literature review confirm contribution of the IT tools in human resources area i.e. to accomplish assigned human resources tasks by using the source of IT capabilities. In the current era the use of information systems and new technologies, especially IT in organizations and communities is the most important tool to improve efficiency and it will accelerate movement toward this direction. Improper use of it can impose problems to the organization and it also reduces productivity. The aim of this paper is to investigates the impact of IT on the productivity of human recourses and gives a brief overview about possibilities of IT usage in human resources field for measuring and tracking human capital and using the human resources information system generally. The results of this, study revealed that there is significant relationship between use of IT and human resource management functions, also a positive and significant effect of the ICTs on employment rate.</p>

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Fishman, Lev Isaakovich, and Mikhail Yurievich Ivanov. "Substantial aspects of municipal education bodies strategies and projects development." Samara Journal of Science 6, no. 2 (June 1, 2017): 258–65. http://dx.doi.org/10.17816/snv201762314.

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Theoretical approaches to municipal education bodies strategies and projects development are presented in this paper. The conceptualization of municipal system of education as territorial-sectoral complex which is structurally isomorphic to holding helps to understand institutional character of a municipal education body as similar to the character of management company while the position of schools and other organizations which provide education services as similar to the position of holding production units. Having studied the peculiarities of relationship of a municipal education body and schools we suggest the functions of municipal education body, which assigns tasks to schools and provides schools with different resources. We also suggest the classification of resources, which are the management objects of municipal education body: organizational resources, financial resources, human resources, public relations recourses and information resources. On this base we group the management mechanisms of municipal education body: the mechanisms of school and other organizations structure optimization, the mechanisms of schools and other organizations financing, the mechanisms of schools and other organizations human resources development, the mechanisms of schools and other organizations interaction with the subjects of the environment, the mechanisms of control and monitoring of a municipal system of education. That is why the objectives of municipal strategies and specific targets of municipal projects need to be connected with the modernization of these mechanisms.

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Peng, Hao Yue, and Guo Hao Zhao. "Resource Industry Operation Study: Cooperation, Constraint and Sustainability." Advanced Materials Research 524-527 (May 2012): 2971–76. http://dx.doi.org/10.4028/www.scientific.net/amr.524-527.2971.

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The history of Human beings is the one of utilizing natural recourses. With the development of the economic, natural resources industry security risk management increasingly becomes an urgent and international issue. Analyzing the resources industry security under the systematic angle, the resources industry risk control is the complex system. This system is full of energy flowing which can be measured by the entropy. Hopfield neural network is the important neural networks model. The use of Hopfield neural network puts extra systematic directionality restraints on such risk control. It makes the objective function and constraints of resources industry security risk control, in terms of negative entropy, optimized by the Hopfield neural network energy function. Then as an effective try, some conclusions about reducing resources industry security risk also can be got.

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Mohammed, Ahmed Sulaiman, and Muhamad Abdul Wahab Al-Azawy. "The Role of Knowledge Management Operations in Developing Human Resources Capabilities." Journal of University of Human Development 2, no. 1 (January 31, 2016): 349. http://dx.doi.org/10.21928/juhd.v2n1y2016.pp349-367.

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Knowledge Management and its processes represent one of the recent conceptual development in the recent management philosophy , an one of its active practices , and the most consist with the speeding changes in the business world , and its reflects on different tasks and activities of organization which performed by human recourses in according to the abilities and capabilities which they acquired , this lead organizational management to have interest on Knowledge Management and its processes , there is an expect that these process will contribute in developing human recourse capabilities , so this study came to determine the role of the Knowledge Management processes in developing human recourse capabilities in a scientific methodology and field analysis in some industrial organizations in Dohuk Province \ Iraqi Kurdistan Region , by testing some hypotheses which reflect correlation and effect relationships between the Knowledge Management processes represents ( knowledge acquiring , participating , storing , and applying ) in developing human recourse capabilities in the researched organizations reaching to point down some relevant conclusions , as well as providing some necessary recommendations for the organizations in general and the researched especially.

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Alshanbri, Nawaf, Malik Khalfan, M. Ali Noor, Debopriya Dutta, Kevin Zhang, and Tayyab Maqsood. "Employees’ Turnover, Knowledge Management and Human Recourse Management: A Case of Nitaqat Program." International Journal of Social Science and Humanity 5, no. 8 (2015): 701–6. http://dx.doi.org/10.7763/ijssh.2015.v5.543.

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Nazaykinsky, Svyatoslav V., and Olga L. Sedova. "DEVELOPMENT OF HUMAN RECOURSE MANAGEMENT THROUGH THE USE OF NEW INFORMATION TECHNOLOGIES." RSUH/RGGU Bulletin. Series Economics. Management. Law, no. 3 (2016): 76–83. http://dx.doi.org/10.28995/2073-6304-2016-3-76-83.

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Nechaeva, Polina A. "Management of material recourse supply of automotive enterprises based on expert systems." RUDN Journal of Economics 29, no. 2 (December 15, 2021): 348–58. http://dx.doi.org/10.22363/2313-2329-2021-29-2-348-358.

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The importance of managing the material recourse supply has become apparent in the modern economy as it largely determines the survival of a corporation and its success in the market, which is especially important in a crisis. The procurement has a particular impact on this process. The problem of subjectivity when choosing a supplier is increasing in modern condition, which forces companies to use new tools, such as artificial intelligence system to make management decisions. The article proposes an expert supplier management system as an integral part of the material recourse supply management system for automotive enterprises. The possibility of improving the efficiency of procurement system, in particular supplier management. Based on a fuzzy expert system is considered. The fuzzy knowledge used to build the expert system will allow the company's management to take into account the uncertainty when making decisions about choosing a particular supplier, as well as see a description of the supplier's criteria that cannot be quantified. The use of an expert system becomes especially relevant when difficulties arise in objective decision making and choosing from a variety of alternatives. As a result of the work of the expert system, the top management of the company will receive an objective decision on choosing a supplier.

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Basile, Michele, Filippo Rumi, and Americo Cicchetti. "Budget Impact analysis of ponatinib for the management of patients with chronic myeloid leukemia." Global & Regional Health Technology Assessment 8 (July 17, 2021): 87–95. http://dx.doi.org/10.33393/grhta.2021.2238.

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Background: The current clinical practice for patients affected by chronic myeloid leukemia (CML) is based on the evaluation of second generation alternatives following therapeutic failure that leads to a lengthening of patients’ management times and a consequent negative impact in terms of quality of life. Objective: To determine the economic absorption of resources associated to the management of patients with CML in a scenario in which an early recourse to ponatinib is considered as compared with a scenario based on the current Italian clinical practice characterized by a cyclical recourse to the available therapies. Methods: A Budget Impact model was developed to compare the resources absorbed in the scenarios under assessment considering a 3-year time horizon and the perspective of the Italian National Health Service. Results are expressed in terms of differential resources absorbed in the alternative scenarios. Results: The increase in the recourse to ponatinib allowed a saving of resources for the Italian NHS over the 3-year time horizon of –€ 1,979,322 (€ 825,104,350 vs € 823,125,028). The parameter affecting the most of the results achieved in the base-case is the monthly cost of bosutinib used as a third-line treatment. Conclusions: The increase in the recourse to ponatinib in patients affected by CML that failed to respond to a previous pharmacological therapy resulted to be associated to a lower level of resources’ absorption in the Italian NHS allowing to re-allocate health founds to other fields of the care sector ensuring greater sustainability of the system.

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Sawaya, Omar B., Dung L. Doan, Athanasios K. Ziliaskopoulos, and Robert Fourer. "Multistage Stochastic System Optimum Dynamic Traffic Assignment Program with Recourse for Incident Traffic Management." Transportation Research Record: Journal of the Transportation Research Board 1748, no. 1 (January 2001): 116–24. http://dx.doi.org/10.3141/1748-15.

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Raman, Uma. "Human Resource Management System." International Journal of Economics and Management Studies 7, no. 7 (July 25, 2020): 148–50. http://dx.doi.org/10.14445/23939125/ijems-v7i7p118.

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Navaz, A. S. Syed. "Human Resource Management System." IOSR Journal of Computer Engineering 8, no. 4 (2013): 62–71. http://dx.doi.org/10.9790/0661-0846271.

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Avanesova, Nina, Sulaiman Tahajuddin, Olha Hetman, Yuliia Serhiienko, and Vyacheslav Makedon. "STRATEGIC MANAGEMENT IN THE SYSTEM MODEL OF THE CORPORATE ENTERPRISE ORGANIZATIONAL DEVELOPMENT." Economics and Finance 9, no. 1 (2021): 18–30. http://dx.doi.org/10.51586/2311-3413.2021.9.1.18.30.

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The article describes organizational and methodological components of using strategic management within a framework of corporate governance and development. The authors have formed a range of methodological provisions, regarding the choice of a marketing strategy by the corporate enterprise. They identified the main recourse flows within the framework of the used strategies. They also determined the strategic management components, required for providing efficiency of the corporations’ physical resources formation and use. They developed a graphical model for the determination of the corporation’s strategic position on the market. It was proved that a functional strategy involves a close correlation between the management and incorporated ownership relations, manifesting itself in a strategy in the field of finance of the corporation, ensuring corporation industrial stability, effective use of physical resources, the formation of the cash resources funds in the established amount, real property management and caretaking control, etc. The authors offered a methodology for conducting a strategic evaluation of the corporation in the basic market conditions.

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Faerber, Bob. "Advanced flight management system human interface." Air & Space Europe 1, no. 1 (January 1999): 42–44. http://dx.doi.org/10.1016/s1290-0958(99)80036-7.

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Yeoman, Ian, and Sandra Watson. "Yield management: a human activity system." International Journal of Contemporary Hospitality Management 9, no. 2 (April 1997): 80–83. http://dx.doi.org/10.1108/09596119710164821.

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McCabe, Darren. "Total Quality Management: Anti-Union Trojan Horse or Management Albatross?" Work, Employment and Society 13, no. 4 (December 1999): 665–91. http://dx.doi.org/10.1177/09500179922118178.

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This article examines a co-operative union-management approach towards Total Quality Management (TQM) by recourse to a case study from the auto components manufacturing sector. Its purpose is twofold; first, it suggests that in contrast to much critical thinking, under certain conditions TQM need not undermine trade unions. Indeed, it is argued that a more moderate trade union stance towards TQM, in some circumstances, may prove to be a more effective form of resistance than a militant one. Second, the article provides insights into the ways in which TQM reinforces existing power relations, hierarchical structures, organisational bureaucracy and inequality, rather than transforming them as TQM pundits contend. The argument, however, is not that TQM simply enhances management control in a unilinear fashion. This is because it not only poses dangers for trade unions, but also presents management with dilemmas and contradictions. TQM is understood, therefore, to be part of the continuing and complex effort by management to balance control and consent within employment, the dynamics, and outcomes of which, are uncertain and need to be empirically examined.

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Crhová, Zuzana, and Jana Matošková. "The Link Between Knowledge Sharing and Organizational Performance." International Journal of Knowledge Management 15, no. 3 (July 2019): 1–23. http://dx.doi.org/10.4018/ijkm.2019070101.

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Despite a general assumption that knowledge sharing among employees is vital for achieving a competitive advantage, only limited evidence has been provided to support it. This article examines the relation between knowledge sharing and three dimensions of organizational performance: innovativeness, financial performance and the use of human recourses. The study uses data from a sample of 112 employees from the Czech Republic. The findings provide evidence that knowledge sharing is significantly related to organizational innovativeness, employees' engagement, and the perceived benefits of knowledge sharing. However, there was no statistically significant correlation between knowledge sharing and financial performance. The results highlight that if a competitive advantage is built on innovativeness, then bilateral communication between supervisors and their subordinates, including the communication of the top management's intentions and employees' ideas, is essential because it facilitates knowledge sharing among employees.

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29

Huang, Runya, Guohe Huang, Guanhui Cheng, and Cong Dong. "Regional heuristic interval recourse power system analysis for electricity and environmental systems planning in Eastern China." Resources, Conservation and Recycling 122 (July 2017): 185–201. http://dx.doi.org/10.1016/j.resconrec.2017.01.009.

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30

Bansal, Ved Prakash. "Human Resource Management System: Challenges and Opportunities." VEETHIKA-An International Interdisciplinary Research Journal 2, no. 4 (December 31, 2016): 5–9. http://dx.doi.org/10.48001/veethika.2016.02.04.002.

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Human resource management (HRM) is adopted by many corporate because of its advantages. But at the same time it faces many challenges. The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper analysis the various challenges which are emerging in the field of HRM. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques

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31

Pacheco, Angel, and Javier Siancas. "MANAGEMENT SYSTEM FOR DEVELOPMENT OF HUMAN TALENT." Selecciones Matemáticas 2, no. 1 (June 30, 2015): 45–53. http://dx.doi.org/10.17268/sel.mat.2015.01.05.

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32

Novianti, W., and F. Qadri. "Design of Information System Human Resource Management." IOP Conference Series: Materials Science and Engineering 879 (August 7, 2020): 012126. http://dx.doi.org/10.1088/1757-899x/879/1/012126.

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33

Suarta, Agnes Christianty, and Inge Handriani. "Human Capital Management System Using Fishbone Analysis." International Journal of Computer Trends & Technology 68, no. 9 (September 25, 2020): 61–68. http://dx.doi.org/10.14445/22312803/ijctt-v68i9p109.

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34

Chiva, Ricardo. "The common welfare human resource management system." Personnel Review 43, no. 6 (August 26, 2014): 937–56. http://dx.doi.org/10.1108/pr-01-2014-0026.

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Purpose – The purpose of this paper is to propose a new generic human resource management (HRM) system linked to a novel and more developed social and organizational paradigm: the common welfare HRM system. Design/methodology/approach – This conceptual paper builds on the concept of individual consciousness to better understand the differences between the three generic HRM systems. It relates different levels of consciousness to one of the most cited HRM system typologies: the control and the commitment HRM systems. The control HRM system will be related to a low level of consciousness. The commitment HRM system will be related to a medium level of consciousness. And the highest level of consciousness is related to the proposed common welfare HRM system. This latter system of HRM practices will be supported by examples of three very innovative organizations. Findings – This paper presents a new HRM system that intends to foster innovation and creativity all around the organization, and represents a development on the traditional control and commitment. The common welfare HRM system implies a new approach in management and HRM, away from the primacy of the ego, competition and hierarchy. Research limitations/implications – The common welfare HRM system is related to highly innovative organizations and implies a paradigm shift in which a more humanistic view of individuals is offered. Practical implications – The paper clarifies the several HRM practices related to the three HRM systems: control, commitment and common welfare. Originality/value – The paper theoretically underpins the existence of a new and more developed HRM system through consciousness levels and analyzes the particular HRM practices of this new system.

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35

Anand Kotasthane, Anand Kotasthane. "Intranet Automation of Human Resource Management System." IOSR Journal of Computer Engineering 10, no. 5 (2013): 90–94. http://dx.doi.org/10.9790/0661-1059094.

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36

Seuchter, Susanne A., and Mark H. Skolnick. "HGDBMS: A human genetics database management system." Computers and Biomedical Research 21, no. 5 (October 1988): 478–87. http://dx.doi.org/10.1016/0010-4809(88)90006-7.

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37

Kolesnichenko, Elena, Yana Kulikova, and Albina Berdikova. "WAYS TO IMPROVE HUMAN RESOURCES MANAGEMENT SYSTEM." Вестник Северо-Кавказского федерального университета, no. 1 (2020): 66–73. http://dx.doi.org/10.37493/2307-907x.2020.1.7.

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38

Fan, Wei (David). "Management of Dynamic Vehicle Allocation for Carsharing Systems." Transportation Research Record: Journal of the Transportation Research Board 2359, no. 1 (January 2013): 51–58. http://dx.doi.org/10.3141/2359-07.

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Carsharing offers innovative mobility solutions and has been gaining popularity around the world as an environmentally sustainable, socially responsible, and economically feasible form of mobility. Carsharing allows members to benefit from private vehicle use without the costs and responsibilities of ownership and provides individuals with access to a fleet of shared-use vehicles in a network of locations on a short-term, as-needed basis. This paper seeks to develop a stochastic optimization framework to address the dynamic vehicle allocation problem for carsharing systems, in which the service operator needs to manage and determine the optimal vehicle allocation in both time and space to maximize profits. A multistage stochastic linear programming model with recourse, which can account for system uncertainties such as car-sharing demand variation, is formulated and solved. Numerical results are discussed and computational insights are presented on the basis of a seven-stage experimental network pilot study.

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39

Lendzion, Jarosław Piotr. "Human Resources Management in the System of Organizational Knowledge Management." Procedia Manufacturing 3 (2015): 674–80. http://dx.doi.org/10.1016/j.promfg.2015.07.303.

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40

Ajay Kumar, A., Tenali Ravi Kumar, and T. Bala Akhil Reddy. "Human resource management leave and tour management data retrival system." International Journal of Engineering & Technology 7, no. 2.8 (March 19, 2018): 186. http://dx.doi.org/10.14419/ijet.v7i2.8.10403.

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This paper assembles a progressive learning-based research show organizing human resource organization system (HRMS) and legitimate execution from the perspective of various levelled learning structure is usefulto decreasethe costs also it saves the time, joining and altering Human Resource tries to whatever is left of the partnership. Experts will be locked in and secure with more information and decreaseover their work life. With this Human Resource Management Framework one can easily develop the work frameworks and approach. The fit flexibility features keep delegates present and fulfilling, even as statutes and controls change. For gifted relationship of commercial process, computerization in the current circumstance. The fundamental reason for the undertaking is to build up a HRM structure is the Intranet Automation of HR Software .HR framework gives the data with respect to the pros I the affiliation.

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41

Abuelma'atti, Muhammad Taher, and Isa Salman Qamber. "Reliability and Availability Analysis of Some Systems with Common-Cause Failures Using SPICE Circuit Simulation Program." Active and Passive Electronic Components 22, no. 1 (1999): 31–49. http://dx.doi.org/10.1155/1999/12147.

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The effectiveness of SPICE circuit simulation program in calculating probabilities, reliability, steady-state availability and mean-time to failure of repairable systems described by Markov models is demonstrated. Two examples are presented. The first example is a warm standby system with common-cause failures and human errors. The second example is a non-identical unit parallel system with common-cause failures. In both cases recourse to numerical solution is inevitable to obtain the Laplace transforms of the probabilities. Results obtained using SPICE are compared with previously published results obtained using the Laplace transform method. Full SPICE listings are included.

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42

Garay, Alain. "Association les Témoins de Jéhovah versus France The Jurisprudence of the European Court of Human Rights on Religious Activities and Taxation Issues." Religion & Human Rights 3, no. 2 (2008): 185–90. http://dx.doi.org/10.1163/187103208x347394.

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AbstractAccording to the jurisprudence of the judicial bodies of the Council of Europe, association and financial laws has considerable influence on the fiscal status of religious activities. To a certain extent, it conditions the choice of statutes and juridical structures by religious institutions. At the national level, the tax system in consequence submits the activities in question to particular regulations which have led many religious institutions to opt for elaborate fiscal and legal arrangements, compartmentalized into distinct sectors or into separate structures. Such is the case with the activities of the religious economy sector: publishing, agricultural and vinicultural production, tourism services which require recourse to complex legal and fiscal organizational schemas. A series of examples related to the taxation of religious bodies can demonstrate the extent of some contradictions: – differences of treatment by the national Administrations in refusing tax exemptions or denying religious status to certain movements; – recourse to fiscal controls or audits as a “tactical weapon”. In many countries the debate continues today due to changes in the financial regulations affecting religious activities and discriminatory applications of the principle of equality of religions before the law. This debate is based on the never-ending questions about criteria relying on the historical presence, representative nature and social utility of religions, issues that have been the object of legal distinctions.

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43

Bruff, Ian. "The Totalisation of Human Social Practice: Open Marxists and Capitalist Social Relations, Foucauldians and Power Relations." British Journal of Politics and International Relations 11, no. 2 (May 2009): 332–51. http://dx.doi.org/10.1111/j.1467-856x.2009.00366.x.

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This article critiques Open Marxism for an ontology which totalises human social practice—for Open Marxists, capitalist social relations are the singular constitutive source of human activity. Such a stance is superficially attractive yet ultimately inadequate, and I reinforce my case by demonstrating how other critical approaches—in this article, Foucauldian perspectives on power—suffer from similar deficiencies. Thus there is a need to resist the temptation of claiming to know how human social practice can be understood with recourse to a singular aspect (no matter how important) of such practice. I conclude that an excellent example of how to avoid such pitfalls is provided by Antonio Gramsci's writings, for they acknowledge the multifaceted yet nevertheless anchored existence lived by humans in capitalist societies.

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44

Ivanov, Yuri, Alexei Voroshilov, Nikolai Novikov, and Konstantin Todradze. "Digital human factor management." MATEC Web of Conferences 354 (2022): 00016. http://dx.doi.org/10.1051/matecconf/202235400016.

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Now culture of manage safety, health and wellbeing in the mining industry needs a scientifically sound new approach to the training process for professionals at all levels. Insufficient qualification of employees and managers in occupational safety, health and wellbeing has a negative impact on the occupational injury rate, and the current occupational safety, health and wellbeing management system does not allow to instill in employees compliance with the requirements for their own safety. To improve the quality of employees training in safe work practices and to ensure their health, safety and wellbeing in processes, a new training process has been developed and implemented based on a video-based continuous learning system. The innovation will make it possible to manage the human factor by improving employees competence, increasing the efficiency of the system OSH management, taking prompt corrective action, reducing injury rates and retaining human resources.

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45

Bansal, Chaman Lal, and Shalini Aggarwal. "Public policy paradox in enforcement of Foreign Arbitral Awards in BRICS countries." International Journal of Law and Management 59, no. 6 (November 13, 2017): 1279–91. http://dx.doi.org/10.1108/ijlma-09-2016-0079.

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Purpose The purpose of this paper is to analyze the specific legislative and judicial approaches of each of the BRICS countries toward recourse to public policy exception in the context of recognition and enforcement of foreign arbitral awards. Further, it points out the critical areas which need immediate attention to make these countries attractive destinations for parking of investments by international parties. Design/methodology/approach The study is a conceptual paper that provides knowledge of the critical areas which needs immediate attention to make BRICS countries attractive destinations for parking of investments by international parties. The first part of the paper examines a guide map to the international business community to devise their dispute adjudication strategies before committing investments in any of BRICS economies. The second part examined the variegated notions of the concept of public policy exception and the existence of differences in judicial approaches. The next parts analyzed the specific legislative and judicial approaches of each of BRICS countries toward recourse to public policy. Findings The BRICS countries need to spell out the universal principles applicable to construing the notion of public policy. It would reduce conflicts between national laws and help the municipal courts in determining the issue of enforceability of foreign awards by reference to a common yardstick. Hence, until a harmonized approach to public policy toward foreign awards is developed at an international level, the BRICS countries may take initiative to set up an inter-regional arbitration council to resolve intricate cases occurring in the field of application of public policy exception to foreign arbitral awards. Originality/value The paper is an original work of the author.

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46

Bengoetxea, Joxerramon, and Heike Jung. "Towards a European criminal jurisprudence? The justification of criminal law by the Strasbourg court." Legal Studies 11, no. 3 (November 1991): 239–80. http://dx.doi.org/10.1111/j.1748-121x.1991.tb00043.x.

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The European Convention for the Protection of Human Rights and Fundamental Freedoms (hereafter the Convention) has been in operation for almost 40 years, the Commission and the court for more than 30 years. In the meantime, recourse to Strasbourg has become a built-in mechanism of judicial review in the Member States. In particular, art 25 of the Convention which entitles individuals to plead a violation of the Convention has turned into a corner-stone of a working system of human rights protection, since the court's first decision in 1960. Even though the court's output cannot compare to internal state jurisdictions, applications to Strasbourg have risen dramatically over the years.

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47

Chadha, S. K., Purva Kansal, and Suriti Goel. "The Effect of Perception of Complaint Management System on Purchase Intention: The Mediating Role of Cognitive Dissonance." Vision: The Journal of Business Perspective 22, no. 4 (December 2018): 347–55. http://dx.doi.org/10.1177/0972262918803473.

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Traditionally, purchase intention has been a very popular dependent variable among the marketers and researchers. A very important antecedent of purchase intention is cognitive dissonance (CD). CD, in turn, is affected by a number of factors. One such factor is the risk of the consumer of not getting a proper redress solution in case he faces any problem with the product after its use. This risk is termed ‘the perceived recourse and redress risk (PRRR)’. It is used as a measure to analyse the efficiency of complaint management systems (CMSs). The study aims to analyse how consumers perceive the CMS of companies and its effect on the perception of CD with its subsequent effect on purchase intention. The study was carried out in the pre-purchase context on a sample of 600 respondents across five cities. The structural equation modeling (SEM) was used to analyse the data. The results indicated that among the eight dimensions of PRRR, only four dimensions affected the CD of customers, namely: no response, rudeness, extended delay and no action from customer care. The study leaves an implication for marketers to work on these dimensions and make the CMS more effective in order to increase the purchase intention of consumers.

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48

Li, Hui. "The Development of a Human Resource Management System." Advanced Materials Research 926-930 (May 2014): 4020–23. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.4020.

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This paper mainly introduces the analysis, design and implementation of human resources management system. To the characteristics of Human Resources Management, we make a trade off aspects of architecture, system design analysis, databases design and data exchange with other systems. The purpose is to establish a system with soundly security, flexibility to expand, facilitate the maintenance. Firstly, we discuss the basis of the theory and knowledge of the corporate human resources management system; and then targeted human resources management system itself to the outside business system interface features, we specifically describe the human resources Web application framework of the functional requirements; and based on J2EE standard system architecture, we describe the design and implementation of the application development environment and core technology at all levels.

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49

Zengping Cheng, and Yanshou Chen. "Data Mining Applications in Human Resources Management System." Journal of Convergence Information Technology 7, no. 8 (May 31, 2012): 262–71. http://dx.doi.org/10.4156/jcit.vol7.issue8.30.

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50

AL-Ajlouni, Mahmoud Mohammad. "Satisfying justice in human resource management Appraisal System." SMART Journal of Business Management Studies 16, no. 2 (2020): 1. http://dx.doi.org/10.5958/2321-2012.2020.00011.1.

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